Vivekanand Shikshan Sansthas

VIVEKANAND INSTITUTE OF ADVANCED STUDIES IN

MANAGEMENT SCIENCE & COMMUNICATION
AURANGABAD.
PROJECT REPORT
ON
TRAINING & DEVELOPMENT
AT
ENDURANCE TECHNOLOGY PRIVATE LIMITED,
K 228/229, MIDC, WALUJ,
AURANGABAD.
SUBMITTED BY
MISS. SAPNA SUDHAKARRAO MANDOLE
BBA 6TH SEM
SUBMITTED TO
DR. BABASAHEB AMBEDKAR MARATHAWADA
UNIVERSITY.
UNDER GUIDENCE OF
Mr. SACHIN BASSAIYE

INDEX
1. INTRODUCTION
2. DICLARATION
3. INTRODUCTION OF TOPIC
4. COMPANY PROFILE
I. HISTORY
II. MISSION & GOAL
5. RESEARCH METHADOLOGI
6. OBJECTIVE OF STUDY
7. SCOPE OF STUDY
8. TOPIC OF STUDY
9. WELFARE ACTIVITIES
10. HEALTH & SAFETY
11. LIMITATION
12. FINDING & SUGGESTION
14. CONCLUSION
15. BIBLIOGRAPHY

DECLARATION
I hereby declare that the project report submitted by me in partial fulfillment
of B.B.A degree is a genuine work.
It has not been submitted either fully or partially to this or any other institute
prior in any other connection. I have done the project as per the guidelines of our
respected guide.

Sapna S Mandole.

ACKNOWLEDGEMENT
Talent & capabilities are of course necessary but opportunities & good
guidance are two very important things without which no person can climb those infant
ladders towards progress.1st of all I am very much indebted and thankful to my parents
for giving me strength for completion of my project. I am really thankful to company for
giving me the permission to carry out my project in their esteemed organization.
I wish to express my deep sense of gratitude to the management senior HR
manager Mr.Vikas Magar & staff of company to manager for the support, co-operation,
and briefings they provided during interaction to make it a success. I express my sincere
thanks to my project guide manager for providing me his valuable time and fruitful
guidance. I extend my sincere thanks to Mr. Sachin Bassaiye & Mr. Gopal Balloj, of
college, for their valuable advice and guidance. They are always a source of inspiration
foe me.
Lastly but not least, I thank my friends, relative and near & dear ones for their
wholehearted support in this efforts of mine.

Miss. Sapna Sudhakarao Mandole

Vivekanand Shikshan Sansthas

VIVEKANAND INSTITUTE OF ADVANCED STUDIES IN
MANAGEMENT SCIENCE & COMMUNICATION
AURANGABAD

Certificate
This is to certify that the project entitled human resource
management Endurance by miss. Sapna Sudhakarrao Mandole as per the
requirement of the Dr.Babasaheb Ambedkar Marathawada University in the
partial fulfillment of the Bachelor Business Administration (B.B.A) for the
6th SEM for the year 2009-2010.

PROJECT GUIDE
Mr.Sachin Bassaiye

COURCE CO-ORDINATOR
Mr. Gopal Balloj

DIRECTOR
Dr. Ashok T Gaikawad

INTRODUCTION OF TOPIC
Training & Development
One key factor in employee motivation and retention is the opportunity to continue to
grow development job and career enhancing skills. There are a couple of secrets to what
employee want from training & development opportunities, however plus, training &
development opportunities unities are not just found in training classes and seminar learn
more about what employee want in training & development opportunities.
This department focuses on the Inplant Training for interested student for those who want
practical knowadge. They give full opportunity to the learn everything from all their
departments. Generally thirty days is the span of inplant Training. Scheduled program is
provided by this department, in which all schedules of visiting different departments is
specified. After compllition of inplant training period, certificate is also offered to
student.
Organization & individual should develop and progress simultaneously for their survival
and attainment of mutual goals. So every modern management has to develop the
organization through HUMAN RESOURCE development. Employee training is the
important sub-system of human resource development. Employee training is a specialized
function operative function for human resource management.

COMPANY PROFILE

Endurance has always believed that Human Resources are the most valuable
contributors to the achievement of organizational goals and to the bottom line of success.
It provides employees with guidelines regarding their terms and
conditions of employment. The purpose of these policies is to ensure fairness,
transparency and consistency in the relationship of the organization with its
employees. The human resource manual defines procedures for the organization, to
enable efficient and smooth operations in accordance with the organization policy.
The endurance group is committed to adhering, to the law, both in spirit
and in practice and expects the same of its employees.
The endurance group has the responsibility to all its members to ensure that
the most qualified and competent person fills each position in our organization. The
group will take any action required to ensure that this obligation is met. As such, it is the
responsibility, of each employee to ensure that the capability is expanded in accordance
with the needs of the organization.

History
ENDURANCE was established in 1985 as Anurang Engineering Co. Pvt. Ltd. To
manufacture Aluminium Die Casting products at Aurangabad, Maharashtra (India). The
Endurance Group is a global force in Aluminium Casting (including Alloy Wheel),
Suspension, Transmission and Braking products with an annual sale of 251 Million (RS.
1634 Crores) from domestic operations and approx. 104 Million (RS. 674 Crores)
from overseas operations for the year 2008-2009. Endurance Group has 19 Plants across
India, Italy & Germany.
ENDURANCE is a name that spells strength and the will to perform. Our Core business
is focused on becoming the component partner of choice for leading Automobile
Manufacturers. Assisted by a strict quality regime, a constant interaction with customers
and an eye on emerging needs, we have carved a distinct niche to cater to the world's
leading Automotive Manufacturers.
On the strength of our experience and the depth of our Technological Expertise, we have
now geared up to launch ourselves on the high growth global circuit.

Policies

Quality Policy

TPM Policy

Environment, Health and Safety Policy

Quality Policy

Our Policy is to Design and Manufacture Automobile Products of Excellent, Consistent

and Reliable Quality to meet Customer Satisfaction. This will be achieved through
continuous Improvement in Technology, Systems, Methods and Resource Management.

Total Production Management Policy

We at Endurance are committed to practice TPM to improve product reliability and the
working culture, to eliminate losses of all types in a continual manner, to maximize the
operational efficiency and accomplish total internal and external customer satisfaction,
safe and hygienic working environment through total employee involvement.

Environment, Health and Safety Policy

We shall maintain and continuously improve the Environment, Occupational Health &
Safety Management System by providing adequate resources and technological up

gradation. As a responsible member of society and a caring corporate citizen, we accord

highest importance to the protection of the environment & health.

To Achieve This We Are Committed To:

Maintain a clean, green, safe and healthy environment.
Comply with current legal and other requirements pertaining to the environment,
occupational health & safety.
Be proactive and innovative in taking measures to protect the environment &
health.
The identification & elimination/reduction/control of non-tolerable hazards
pertaining to all our activities.
Periodically monitor and review EHS performance, objectives and targets.
Encourage and train our personnel and suppliers to create an awareness about the
impact of their action on the EHS.
Prevent pollution & health hazards by instituting sound EHS practices.
Conserve resources, recycle and reduce waste as well as minimize hazards & risks
in all processes of operation.
We shall communicate this EHS policy to employees and make it available to the
public & all other interested parties.

Mission

 To achieve and maintain leadership with a focus on

Technology, Product Reliability and Safety in an environment
of Honesty, Transparency and Fairness and contribute towards
betterment of society

Goals

Achieve a sustained Zero Customer Complaint for Proprietary

Group (Suspension, Transmission and Braking) and below 500
PPM Customer Complaint for Casting Group (High Pressure,
Low Pressure, Gravity Die Casting and Aluminium Alloy
Wheels)

latest

from

March

2007

onwards.

Endurance to achieve Profitable Sales of USD 1 Billion

globally by the Year 2009-10.

Corporate Identity

Endurance Group identity is an important aspect of our Group. This new identity
represents the changing face of the Endurance Group. It not only conveys the identity of

the company, but also makes a visual proclamation of the vision and mission that the
Endurance Group has for itself.
The new symbol reflects an eye, which symbolizes - Our Focus / Our
Aim / Our Target.
It's elongation is symbolic of Our Growth and Our Global Aspirations.
The colour blue is reflective of our professional temperament and
strengths i.e. Serenity, Dignity and Consistency

Group Logo

Group Companies

Customers

Synergies
We have always striven to deliver nothing less than the world's best to our customers.
Towards this objective, we have established technical synergies with:

A Joint Venture with Adler S.P.A., Italy Amongst the

world's largest manufacturers of 2 & 3 wheeler
Transmission Systems, provides the technical knowhow and the license to manufacture 2-wheeler Clutch
Assemblies, Friction Plates and CVTs.
Akebono Brake Corporation, USA World's Leader in
Advanced Brake Friction Technology and NVH
Solutions.
A Joint Venture with Magneti Marelli Holding S.p.A.,
Italy Magneti Marelli is an international company
committed to the design and production of hi-tech
systems and components for the automotive sector.
Joint Venture Agreement (JVA) aimed at the production
of shock absorbers for motor vehicles in India.
WP Suspension (a subsidiary of KTM) is a
manufacturer of high performance suspension
components including upside down front forks and
shock absorbers for motorcycles, ATVs, snowmobile
and sportscars.
Teksid Aluminium SRL is a subsidiary of FIAT Group
and is a leading manufacturer of Aluminium Cylinder
heads for major OEMs in Europe.

Fork Plants.
Research & Development center for Suspension components was started at Aurangabad,
Maharashtra.
2001

The Aluminum Die Casting, Shock Absorber & Front Fork Plants were awarded the QS
9000 & ISO 9001 certifications.
1999
The productions of Clutch Assemblies & Friction plates were started.

1998
The Aluminum Die Casting, Shock Absorber and Front Fork Plants were awarded the
ISO 9002 Certification.
1997
The Production of Front Forks was started at Aurangabad, Maharashtra.
1996
A Shock Absorber Plant was started at Aurangabad, Maharashtra.
A High Pressure Die Casting Plant and Tool Room was started at Takve, Pune
Maharashtra.

1985
The Endurance journey commenced with a High Pressure Die Casting Plant at
Aurangabad, Maharashtra under the name Anurang Engineering Co. Pvt. Ltd.

Detail Information
Name
ENDURANCE TECHNOLOGIES PVT. LTD.

Established

August 1985 (As Anurang Engineering Co. Pvt. Ltd.)

Corporate Office
E-92, MIDC Industrial Area, Waluj, Aurangabad 431136.

Chairman
Mr. Naresh Chandra

Managing Director
Mr. Anurang Jain
Business Area and Main Product
Casting
High Pressure Die Castings
Low Pressure Die Castings

Gravity Die Castings

Alloy Wheels
Suspension
2/3 Wheeler Shock Absorbers

Motorcycle Front Forks

Hydraulic & Gas charged Dampers,
MacPherson Struts, Gas Springs for cars, LCVs, HCVs, etc.

Transmission
2/3 Wheeler Clutches

Continuous Variable Transmission (CVT)

Friction Plates

Braking
Hydraulic Disc Brakes
Tandem Master Cylinders

Hydraulic Drum Brakes

Brake Shoes
Caliper Components

Focus Areas
Total Production Management
As you all know, TPM has been adopted by Endurance as a tool to achieve
operational excellence in all Endurance Plants. This will help Endurance in its
Endeavour to offer to as customers the best quality products at the most competitive

prices. As you all know, to achieve this, they have appointed Prof. Yamaguchi (TPM
Guru) is our teacher to help us, understand and implement TPM in all our Plants.

Customer Focus
Endurance must grow with existing customers including its major customers, Bajaj
Auto, and focus of development of new customers by;
a)

Setting up plants near new customers in India. Endurance has already started

this process by setting up a plant at Manesar (Haryana), and is in process of setting up

new plants at Chennai (Tamilnadu) and Pantnagar (Uttaranchal).
b)

Acquire plants in foreign countries and get access to new customers (High

Pressure Die Casting & Machining plant in Bologna Italy, was acquired by Endurance
in August, 2006).

Strong Vendor Partnership

Endurance is in the process of selecting the best vendors both in India and in foreign
countries, so as to get the best quality products at the most competitive prices. This
has become extremely important as 60 to 70% of price of Endurance Products is
related to cost of raw material and brought out components, which Endurance buys

from various vendors. Therefore, a strong relationship with vendors has become
extremely important, and to further focus on the same Endurance has from October
06 Started implementation of TPM in its vendor plants.

Technology
This includes both strong in-house R & D for all Endurance Products as which getting
the best foreign collaboration for endurance.

People
In this competitive environment, the most important focus for our organization is its
PEOPLE. It is the quality and capability of endurance people, which will help
Endurance to achieve its Goals.
I would request all of you to do the above very seriously; I am assuring you that, it
will lead to both your success, & the success of the Endurance group.

LAYOUT OF PLANT
Aurangabad, Maharashtra Cluster
Casting

High

suspension

Shock

Tramission

Clutch

Braking

Hydraulic
Suspension

Pressure

Absorbers

Low

Front Forks

Assembly
Friction

Disc Brakes
Tandem
Training

Pressure
Gravity

Plates

Master
Cylinder

CVTs

Breaking
Hydraulic

Tool Room

Drum Brakes

Paint Shop

Breaks Shoes

Machine Shop

RESEARCH METHODOLOGY

PRIMARY DATA
PERSONAL VISIT:
I visited to ENDURANCE TECHANIQUE PVT LTD MIDC WALUJ. There I meet
Mr.Vikas Magar of ENDURANCE company because of his I can collect lots of
information and vital data of the company.

SECONDARY DATA
STUDY

The previous records and document of the company were very helpful to develop the
project report effectively.

OBEJECTIVE OF STUDY

1. To gain practical knowledge regarding the management theories that we have

studied in our syllabus.
2. Providing us the opportunity for free expression
3. Opportunity to gain lots of practical knowledge about human resource
management.
4. Work experience.

SCOPE OF STUDY
HUMAN resource development is the framework for helping employees developed
their personnel and organizational skills, knowledge and abilities. Human resource
development includes such opportunities as employee training, employee career,
development, performance management and development, coaching, succession
planning, key employee identification and organization development.

The focus of all aspect of human resource development is on developing the most
superior workforce so that the organization and individual employees can accomplish
their work goals in service to customer.

Human resource development can be formal such as in classroom training, collage

course or an organization planned change efforts or human resource development can
be informal as in employee coaching by a manager.

Healthy organizations believe in human resource development and cover all of this
basis.

HUMAN RESOURCE DEPARTMENT:-TRAINING &

DEVELOPMENT

According to William R.Tracey,

The people that staff and operate an organization, as contrasted with the
financial & material resource of an organization.
Human resource is also the organizational function that deals with the
people and issues related to people and such as compensation, hiring, performance
management, & training; a human resource is a single person or employee within
organization.

Human resource is the function within an organization that focuses on

recruitment of, management of, and providing direction for the people who work in the
organization. Human resource can also be performed by line manager.
Human resource is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety wellness, benefits, employee motivation, communication,
administration, and TRAINING.

HUMAN RESOURCE VISION

Human resource is committed to provide timely competent, committed employees
through Robust talent acquisition process, continuously motivated and develop their skill
set foster a positive work culture, so as to enable ENDURANCE to achieve leadership
positing industry while safe guarding the interest of all the stake holders.
Human resource management can be broadly described as a strategic and coherent
approach to the management of an organization most valued assets i.e. the people
individual and collectively contribute to the achievement of its objectives for sustainable
competitive advantage. The human resource department deals with the management of
the human resource of the firm.
The vice president of H & R leads to the human resource department. The activities of
human resource department are not aimed at development of a particular department
instead it is involved in developing the performance of the performance of the entire
organization.
The various function of human resource department includes performance appraisal,
industrial relation, promotion rewards, human welfare, discipline, recruitment, securities
etc. The main reasons behind the human resource are to provide skilled manpower at the
appropriate time and to maintain satisfactory working condition to complie with
obligation.

Objectives of HRM
The principle objective of HRM may be listed as follows,
To help the organizational reach its goal is the main objective of HR departments.
To employee the skills & ability of the work force efficiently. The primary
purpose of HRM is to make people strength productive for the benefit of
production, customer, outsiders, & employee itself.
To provide the organization the well train & well motivated employee
HRM requires that employees are well trained & motivated so that they prove to
be assets set of an organization.
To communicate HR Policies to all employees & provide opportunity for
expression of opinion & ideas.
To develop & maintain to quality of work life. It is difficult to improve
organizational performance without it. It may organization work desirable
To increase employee's jobs satisfaction & self actualization.
It tries to help the employee to realize his potential and aims at improving the
quality of work life.
In the Endurance, this department is managed by the Assistant Manager. Security
Officer reporting to the Assistant HR Department. In Endurance Technological
Pvt. ltd. total 658 employees are working there.

TRAINING AND DEVELOPMENT:

Training provides knowledge and skills required to perform the training is a short term
process utilizing a systematic and organized process by which no
Managerial personnel learn technical knowledge and skills for a defined purpose the
training and development function are combined together for
Developing skills as well as basic aptitude lead to well continue personnel
growth training and development includes training of employers to perfume there jobs
and retraining of employees as there job requirement change training is forum where
human principles of courtesy, integrity, honesty and behavior can be correctly claught the
trainer should be high calibers and respected within the organization the perception of
employee the training well help them grow in there jobs and given them better work
satisfaction must be credited.
It is important that training programs should be enable employee to gain and organization
perspective and make them function as one learn training can be significant tool in
bringing about change.

TRAINING:
This is a learning process that involves the acquisition of skills, concept,
and attitudes, to enhance the performance of employee with the challenges of
globalization quality improvement a competition. Hence environment emerging the need
is all about to train employees in updating new skills determining the training needs
establishing objectives and applying appropriate measures to meet those needs. Training
help the communicate better helps to percolate values done the line and assists in building
skills and healthy attitudes.
Hence for any organization training is essential tool for making
its success. Training can be significant value only when it contribute to organization
excellence and is carried out after a digoneosadis organizational deed.

DEVELOPMENT:
Employees program me supports to enhance skills and knowledge
of the employees to advance in the company. The programmers can be enable the
organization to have a workforce which can make more contribution and adapt to
changing situation. The fact that the success of the scheme depends almost entreaty
depends immediate supervisor, the personnel depart has a major responsibility for making
a good effective trainer out of every supervisor.

TRAINING VISION
To turn the talented human resource pool of the organization in to a learning and
innovation focused stronghold by realizing individuals strengths and competencies and
upgrading them to match closely with contemporary corporate and individual growth
needs.

OBEJECTIVE
Successful implementation of the training of the training initiatives leading to allround learning development.
Customization of training program me to enhance the competencies required by
individual staff members.
Ownership for identification of development needs- each member of the
management staff and his/her supervisor.
Ownership of successful location wise unrepresentation of training process
respective plant personnel in charge.

TRAINING GUIDELINES:The following guidelines have been formulated for training purpose.
1. All training programmed to align to achieve organization goals.
2. While conducting training programmes, Total Quality Management approach
followed.
3. Programmers to be designed conducted in a focused manner to bridge
competency gap.
4. Primary responsibility or conducting and organizing training program me rest
with personnel dept.
5. External faculty, to be used only competent internal faculty is not available with
prior permission from unit head.
6. The training plan will be from April to March.
7. Training performance will be seen in terms of
a. Training exposure rate/employed
b. Training man days / employer
c. Department flexibility in work
8. All new entrants/ new inductees will undergo orientation program me
at works.
9. Management should aim to spend annually 3% of personnel cost on
Training and retraining activities.

EMPLOYEES TRAINING AND DEVELOPMENT

BENEFIT:

- Training involves and expert working with learners to transfer to them

certain areas of knowledge or skill to improve in their current jobs. Development is a

broad orgaing multi-faceted set of activities (training among them) to bring someone or
an organization upto another threshold of performance often to perform some job or new
role in the future.

REASONS FOR EMPLOYEE TRAINING AND

DEVELOPMENT
Training and development can be initiated for a variety of reasons for an employees or
group employees e.g.
When a performance appraisal indicates performance improvement is needed.
As part of an overall professional development programmed.
As part of succession planning to help on employees be eligible for a planned
change in role in the organization.
To pilot or test the operation of a new performance management system.

TOPICS OF EMPLOYEE TRAINING

1. Communication: The increasing diversity of todays workforce brings a wide variety
of language and customs.
2. Computer skill: - Computer skills are becoming a necessity for conducting
administrative and office tasks.
3. Customer service: - increased competition in todays global marketplace makes it
critical that employees understand and meet the needs of customers.
4. Diversity :-Diversity training usually includes explanation about
Propel.

IDENTIFICATION OF TRAINING NEEDS FOR MANAGEMENT STAFF

Training of workman & staff: 1. Through performance appraisal human resource development manger & concerned
department head jointly identify the training needs for their subordinate in areas of
behavioural functional development areas.
2. Through survey / questionnaires human resource development manger will conduct
survey once in 3 years on attitudinal / improvement / skill related training of division.
3. For individual development
a. Preparation of organization charts.
b. Filling up the charts with information likes age, qualification
rating for last 3 years, total experience.
c. Designing career path through various training & exposures
for management staff

WHY TRAINING?

Provide knowledge and skills required to perform the job effectively.

WHEN TRAINING IS NEEDED?

New hires (to complement selection)

Change of jobs (e.g., new transfer, promotion)
Change to jobs (e.g., new technology, realignment)
Performance deficiencies detected

EMPLOYEE DEVELOPMENT
WHY?
Prepare employees for future positions
Upgrade general skills for personal growth

WHEN?
Internal promotion policy
QWL programs
Team building
Developing/changing organizational cult

TRAINING PROCESS
Training needs analysis/Assessment
Training objective/ purpose
Training methods
Training evaluation
Evaluation

TRAINING NEEDS ANALYSIS

There are three type of training need analysis:
Organizational need analysis
Job need analysis
Person need analysis

ORGANIZATIONAL NEEDS ANALYSIS

Attaining the objective of the business should be the ultimate concern of
any training and development effort. Therefore, conducting an organizational needs
analysis should be the first step in effective needs assessment.
Define Organization's Short Term Goals /Objective
Define Organization's Long Term Goals/Objective
Human Resource Analysis
Efficiency Indexes Assessment
Assessment of the organizational climate
The organizational needs analysis should translate the organization's objective into an
accurate estimate of the demand for human resources. Efficiency indexes including cost
of labour, quantity of output (productivity), quality of output, waste and equipment use
and repairs can provide useful information. The organization can determine standards for
these indexes and then analyze them to evaluate the general effectiveness of training
programs.

JOB NEEDS ANALYSIS

The specific content of present or anticipated jobs is

examined through job analysis. For existing jobs, information on the tasks to be
performed (contained in job descriptions), the skills necessary to perform those tasks
(drawn from job qualifications), and the minimum acceptable standards (obtained from
performance appraisals) are gathered. This information can then be used to ensure that
training programs are job specific and useful.
The process of collecting information for use in developing
training programs is often referred to as job needs analysis. In this situation, the analysis
method used should include question specifically designed to assess the competencies
needed to perform the job.

PERSON NEEDS ANALYSIS

Person needs analysis can be either broad or narrow in
scope. The broader approach compares actual performance with the minimum acceptable
standards of performance. The narrower approach compares an evaluation of employee
proficiency on each required skill dimension with the proficiency level required for each
skill. The 1st method is based on the actual, current job performance of an employee;
therefore, it can be used to determine training needs for the current job. The 2 nd method,
on the other hand, can be used to identify development needs for future jobs whether the
focus is on performance of the job as a whole or on particular aspect of the job; several
approaches can be used to identify the training needs of individuals.

OUTPUT MEASURES

Performance data (e.g., productivity, accidents, customer

complaints), as well as performance appraisal ratings, can provide evidence of
performance deficiencies. Person needs analysis can also consist if work sample and job
knowledge tests that measure performance capability and knowledge.

SELF-ASSESSED TRAININ NEEDS

The self-assessment of training needs is growing in
popularity. Here top managers require the employee and his or her supervisor to identify
what the business needs are for the department and the business, as well as the skill needs
and deficiencies of the individual. Self assessment is premised on the assumption that
employees, more than anyone else, are aware of their weaknesses and performance
deficiencies. Therefore, they're in the best position to identify their own training needs.

ATTITUDE SURVEYS
Attitude surveys completed by a supervisor's subordinates
or by customers or by both also can provide information on training needs. For example,
when one supervisor receives low scores regarding her or his fairness in treating
subordinates, compared with other supervisors in the organization, the supervisor may
need training in that area. Similarly, if the customers with other customers, training may
be needed in that unit.
Thus, customer surveys can serve a dual role:
Providing information to management about service
Pin pointing employee deficiencies.

TYPES OF TRAINING

1. On-Job Training

2. Off-Job Training

- On specific job

- special course & lecture

- Job rotation

- conference

- Apprenticeship

- Role playing

- Special projects

- management game

- Coaching

- transactional analysis

- Committee assignment

ON JOB TRAINING:Under this method, the individual is placed on regular

job & taught the skills necessary to perform that job. The basic theme of OJT is to learn
by doing itself. The trainee learns while he is actually engaged in doing a job. Entirely, an
operative requires the help of a trainer to learn. How he should proceed in the job
performance. Gradually, he learns the methods involves & get perfection over these. Thus
on job training method includes the following-

1. On Specific Job: - A person can learn when he is actually put in a job for
which he is selected. This is the most common method of training in
organization, where the employee can develop his skills for doing the job
in a better way. Thus an individual can learn the job very quickly.

2. Job Rotation: - This type of training involves the movement apprentice.

The trainee receives job knowledge & gains experience from his

supervisor or trainer in each of the different job assignment. This to

understand the problems of employee on other jobs & respect them.

3. Apprenticeship: - This method of training is meant to give the trainee

sufficient knowledge & skills in those trades, craft & technical areas in
which a long period of training is required for gaining complete
proficiency. The trainees work as apprentices under the direct supervision
on of experts for a long period i.e.2 to 7 years.

4. Special Projects: - An existing employee is deputed to special projects.

He is expected to work under special projects upto the finishing stage.
While working on such projects, the trainee not only acquires knowledge
about them but also learns how to work with & relate to other people
holding different views.

5. Coaching: - The trainee is placed under a particular supervisor, functions

as a coach in training the individual. The supervisor provides feedback to
the trainee on his performance 7 offers him some suggestions for
improvement.

6. Committee Assignment: - Under the committee assignment, group of

trainees are given & asked to solve an actual organizational problem. The
trainees solve the problem jointly. It develops team work.

OFF THE JOB TRAINING

This type of training is provided outside the

organization. Under this training system trainee is removed from his normal working
place & spends his full time for training purpose in any other place. During the training
period, there is no contribution of trainee to the organization. In this system there is more
emphasis on learning the job rather than performing the job. Off the job training methods
include the following1. Special Course & Lectures: - The lecture is a traditional & desert method
of instruction. The instructor organization the material & gives it to a
group of trainee in the form of talk. Thus, lectures are aimed at giving
fundamental information to the trainees. An advantage of this method is
that it is direct &can be used for large group of trainees.
2. Conference or Discussion: - Often an executive is deputed to attend a
Conference, seminar or workshop to receive a quick orientation in various
areas of management with which he might be unfamiliar. This involves
group of people who pose ideas, examine & share facts, ideas & data, test
assumption, & draw conclusion all of which contribute to the
improvement of job performance.

3. Case Study: - A case is a description of a situation involving problem to

be solved. The case is written in blue print form & circulated among the
trainee. It contains the information likes the history of business unit,
external environment. Affecting the business unit, internal factor &
financial structure.

4. Role Playing: - It is defined as a method of human interaction that

involves realistic behaviour in imaginary situation. This technique is used

in a group where different manager. They are requested to solve a problem

in a situation or arrive at a decision. At the end of session, the trainees are
given feedback of their role playing.
5. Management Games: - Management games are used to stimulate the
thinking of people to develop their skills to run a company or department.
There are different types of games like. Skills games to develop analytical
skills, communication games to develop.
6. Transactional Analysis: - Transaction analysis to a method of analyzing
& understanding interpersonal behaviour. When people interact, there is a
social transaction in which one person respond to another. The study of
this transaction between people is cased transactional analysis.

SELECTION & DEVELOPMENT OF TRAINING METHODS

7. PURPOSE
(Based on needs Analysis) Common Objectives include:
Information Acquisition
Skill Development (e. g .interpersonal, problem solving , decision
making)

2. PRINCIPLES OF LEARNING
i. Motivation to learn
Relevance & Meaningfulness
Adequate preparation &Self-efficacy
Choice/Participation (e. g time, content)
Clear Goals
Reinforcement

ii.

Feedback

iii. Opportunity to practice

3. TRANSFER OF TRAINING

Facilitated by:
Similarity of setting and task
Over learning
Teaching of general principles
Reinforcement of transfer

4. INDIVIDUAL DIFFERENCES
Should accommodate differences in:
Readness to learn
Motivation to learn

5. TRAINER QUALIFICATIONS
Trainers should:
Have knowledge of the organization
Be knowledgeable about content
Be motivated to train
Understand principles of learning

WELFARE ACTIVITIES
Welfare of Employees
In this department, welfare of workers &works of maintaining good industry. This
department renders valuable service &interested of the works considerably by lending
their co-elected representative of work rest pauses, discipline, technical training,
promotion schemes & other condition of work with factory.
For the safety of worker following things are considered by this departmenta.

Protection from occupational hazards.

b.

Protection from fire hazards.

c.

Safety training.

d.

Investigation.

e.

Proper Lighting & Ventilation.

f.

Washing Facility.

g.

Cleanliness & Temperature of workshop.

Facility provided in this company

a.

Canteen facility

b.

Medical service & health supervision.

c.

Rest Room.

d.

Co operative credit & co-operative stores

HEALTHY & SAFETY

EMPLOYEES HEALTH AND SAFETY PROGRAMMES
Employees safety, education and health programmed pre employment medical
examination, periodic for those in service operation of dispensaries, treatment of first aid
both the staff and removing health hazards are a cooperative responsibilities of staff and
the line personnel, In fact the staff acts as a live wire for the promotion of the rules and
safety consciousness in the plant. A framing and observances of the rules and regulation
pertaining to disciplinary matters, together with the range of penalties for different
offences in his responsibility.

EMPLOYEES BENEFITS:Employees benefits generally refers to retirement plants, health life insurance,
life insurance, disability insurance , vacation, employees stock ownership plants etc.
benefits are increasingly expensive
For business to provide to employees.
Benefits are forms of value, other than payment that are providing to the employee in
return for their contribution to the organization, i.e. for doing their jobs. Some benefits
such as unemployment and workers compensation are federally required (workers
compensation is really workers right, rather than a benefit) prominent example of benefits
are insurance (medical, life dental, disability, unemployment and workers compensation)
vacation pay holiday, and maternity leave contribution.

Limitation of project
Time Limitation
When we approached the company that time they where very busy with
there activities. It was a very long process and the company manager gave limited time to
us and lots of time we waited to meet him
The topic human resource management is very vast subject it
was impossible to include all its specification so we had to omit the one which ware not
used in the company on regulars.

FINDING & SUGGESTION

The Endurance Technological (I) Pvt. Ltd is a pollution free plant and has very beautiful
environment. The working environment is also great. During training period I learn lots
of practical things which otherwise.
HR manager is very helpful and co-ordination and give us their
guidance. Also engineers and all other company member are very helpful and some our
every query without any hesitation.
So in inplant training in ETPL is way great experience which is very helpful for
our future life. I am lucky that I took inplant training in a represent core company

CONCLUSION
ENDURANCE is very big firm. Firstly, it is very kindly manage by its
directors and employees. They provide good benefits & services to their employees and
workers like education, health check up, trips & training. Fortune is the company earning
profit because of its production technique but all this rest upon the shoulder of the
employees which in turn are managed by the personnel management.
Human resource management is the heart and sole of the company. I am
very thankful to the managers and staff members for giving us good co-operation support
& encouragement.
Thus I conclude that this great experience will be helpful in
building my career.

BIBLIOGRAPHY
1. Human aspect in management- P Shubbarao
2. Personal Human resource management- A.M.Sharma
3. www.endurancegroup.com
4. www.googal.com