LIVE PROJECT REPORT OF HRM

2010-2012
SUBMITTED BY ATHIRA C.B
II SEM MBA

SUBMITTED TO BINDU ANTO FACULTY GUIDE, IIPS

DATE OF SUBMISSION:18-04-2011

TOPIC
A study on different types of training and its effectiveness in Apollo Tyers

ACKNOWLEDGEMENT

First of all I would like to express my sincere thanks to principal, Mr. Devarajan and Mrs. Bindhu Anto faculty guide, IIPS Thrissur for all her valuable guidance and constant encouragement. I owe enormous debt to her for the immense help forwarded in the preparation of the project report. I wish to express my deep sense of gratitude to the HR executive of Apollo Tyres, Mr. Anand Menon. I would also like to express my gratitude to my classmates. Last but not the least with whole heartedness I thank God Almighty for the successful completion of this work on time.

Place: Thrissur Date: 29-11-2010 ATHIRA C.B

DECLARATION

I, Athira C.B here by declare that this project report entitled A study on different types of training and its effectiveness in Apollo Tyers. Is a bonafide record of work done by me under the supervision of Mrs. Bindhu Anto, faculty guide, IIPS Thrissur. I further declare that the project report has not previously formed basis for the award of any degree diploma, association ship or fellow ship or any other title or recognition.

Athira C.B

CERTIFICATE

I certify that this project report entitled a study on different types of training and its effectiveness in Apollo Tyres is a bonafide project done by Athira C.B under my supervision and guidance and that it has not previously formed the basis for the award of any degree, diploma, associationship or fellowship to her.

Bindhu Anto Faculty Guide IIPS

THRISSUR 18-04-2011

CONTENTS
Page no:

TITLE

Abstract Introduction
Literature review Methodology and research design y Research objectives y Scope of study y Sources of data collection
12 15 16 17 18 8

9 11

Sectorial study Human resource department Structure of HR department Training in Apollo tyres Evaluation of training in Apollo tyres Recommendations Limitations Conclusion References

21 22 23

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ABSTRACT

At the organizational level, a successful Human Resources Development program prepares the individual to undertake a higher level of work, "organized learning over a given period of time, to provide the possibility of performance change" (Nadler 1984). In these settings, Human Resources Development is the framework that focuses on the organization's competencies at the first stage, training, and then developing the employee, through education, to satisfy the organization's long-term needs and the individual's career goals and employee value to their present and future employers. Human Resources Development can be defined simply as developing the most important section of any business, its human resource, by attaining or upgrading employee skills and attitude s at all levels to maximize enterprise effectiveness. The aim of the project is to understand the different types of training and its effectiveness in Apollo tyres. In Apollo tyres hr department is divided into three sections Industrial relations, security, and administration. Heads of each section are in direct contact with each department. The organization provides training for both blue collar and white collar employees. They spend around 26 lakhs for training the employees (both white collar and blue collar employees).for evaluating the effectiveness of training they use oprationalization variables. The variables grouped into3 categories (e1-, e2, e3).From the rating of variables they can interpret the effectiveness of training. Before they produced 360 ton per day. Now they produce 90 ton per day because they are in recovery mode. Their net profit of 1.2 billion rupees down from 1.87 billion rupees in the same period last year. So now they focus to increase their production and training the employees in order to achieve their goals. Field Of Research: Human Resource Management

INTRODUCTION

Human Resource Management (HRM) 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 Management can also be performed by line managers. Human Resource Management 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. The HR functioning is changing with time and with this change, the relationship between the training function and other management activi ty is also changing. The training activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now a day, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM.

A study on training and its effectiveness in Apollo Tyers Ltd, perambra in Thrissur is a humble effort to understand and comp rehend about the organization. The organizational study is intended to access and to acquire the knowledge regarding different types of training conducted and how to evaluate the effectiveness of training in Apollo Tyers. The organizational study is done in partial fulfilment of the requirement of 2nd semester of MBA

LITERATURE REVIEW
TRAINING: y Training is a process of Learning a sequence of programme behaviour .It

is an application of knowledge .It gives people an awareness of rules and procedure to improve their performance on current job or prepare them for an intended job.(Extraordinary Groups-Geoffrey M. Bellman and Kathleen D. Ryan Jossey-Bass, 2009)

y activity leading to skilled behaviour(Talent Management-Larry Israelite

ASTD Publications, 2009)

y Training refers to the acquisition of knowledge, skills, and competencies

as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills (Designing The Smart Organization-RolandDeiser Jossey-Bass, 2009)

y Training or entrance training refers to coastal structures built to constrain

a river(Make Training Evaluation At Work-Jack J. Phillips et al. ASTD Publications, 2003)

y Discharging across a littoral coast so that it discharges only where

desired. ...(Training Design And Delivery-Geri McArdle Publications, 2007)

ASTD

y In meteorology, training is when a successive series of showers or

thunderstorms (Every Thing You Ever Needed To Know About TrainingKaye Thorne and David MackeyKogan Page, 2007 )
y moves repeatedly over the same area, y To make proficient with specialized instruction and practice

EFFECTIVENESS

y Ability to achieve stated goals or objectives, judged in terms of both

output and impact.(How To Measure Training Results-Jack J. Phillips and Ron D. Stone McGraw-Hill, 2001)

y The extent to which actual outcomes are achieved, against the outcomes

planned, via relevant outputs or administered expenses (Executive Coaching For Results-Brian O. Underhill Et Al. Berrett-Koehler, 2001)

y Degree to which an activity or initiative is successful in achieving a

specified goal; (b) degree to which activities of a unit achieve the unit's mission or goal.(Innovation Training-Ruth Ann Hattori and

JoyceWycoff ASTD Publications, 2001)

y The achievement of targeted results and the ability to raise targets

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METHODOLOGY AND RESEARCH DESIGN

The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource- the people it employees. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The project was undertaken to analyse th e concept of different types of trainin g and its effectiveness in Apollo tyres
Research objectives y To understand the training objectives in Apollo tyres y And the different types of training conducted in Apollo tyres y Evaluate the employees participation in training y Identify the different techniques used to measure the effectiveness of

training
SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human Resources. Apart from that it would provide me a great deal of exposure to interact with the high profile manager of Apollo tyres.
SOURCES OF DATA COLLECTION: The relevant data was collected from

both primary and secondary sources. Then I chose to conduct interview with HR manager in Apollo tyres Ltd perambra to gain the knowledge about different types of training and its effectiveness in Apollo tyres. I prepared with questionnaire containing around 10 questions. The approximate time taken for
interview is 20 minutes. Exploratory study will be carried out by conducting:

Secondary

data

analysis

which

includ ed

studying

the

website

(http://apollotyres.com) of the company and also going through the various articles published in different sources (magazines, books, and internet).
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SECTORIAL STUDY

Apollo Tyres Ltd is the world's 15th biggest tyre manufacturer, with annual revenues of Rs 81 billion (US$ 1.8 billion) in 2010. It was founded in 1976. Its first plant was commissioned in Perambra, Kerala. In 2006 the company acquired Dunlop Tyres International of South Africa. The company now has four manufacturing units in India, two in South Africa, two in Zimbabwe and 1 in Netherlands. It has a network of over 4,000 dealerships in India, of which over 2,500 are exclusive outlets. In South Africa, it has over 900 dealership s, of which 190 are Dunlop Accredited Dealers. It gets 59% of its revenues from India, 28% from Europe and 13% from Africa. Apollo Tyers Ltd is leader in indian tyer industry and significant global player, providing a customer delight and enhancing shareholder value was registered in 1972. The Apollo tyre LTD owned by Raunaq group of industries place an important role in the world tyre industry.the products includes tyers, tubes and flaps for all vehicles.the head office of company is at New Delhi and registered office at cochin. Most of the marketing activities are concentrated at New Delhi. The second plant was installed at Limda village at Baroda in Gujarat.which started production in 1991having capacity of 6.5 la kh tyre/annum. This is most modern plant. The R&D centre is also functioning in this location. The plant was taken over by Apollo from premier tyres. While take over this plant was a sick unit. After take in profit earning unit.

VISION

A leader in Indian tyre industry and a significant global player, providing customer delight and enhancing sta keholder value. The word that symbolizes all that we believe is CREATE
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C-CARE FOR CUSTOMERS R-RESPECT FOR ASSOCIATES E-EXELLENCE THROUGH TEAM WORK A-ALWAYS LEARNING T-TRUST MUTUALLY E-ETHICAL PRACTICES
GOALS y Creating social responsibility y Learning and development y Family focus y Hygiene factors y Employee involvement and cultural building Manufacturing centres

Corporate office Gurgaon Other plants in India

y Baroda y Pune y Perambra y Kalamassery International plants; y Zimbabwe y South Africa

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PERAMBRA PLANT (IN FOCUS) y Single largest truck tyre plant in India y Fastest growing plant in Apollo tyres y It is known as the mother plant y Total employee involvement

Apollo key differentiation to other firms

y Superior product quality y Strong brand equity y Committed marketing team y High consumer loyalty y Product segmentation in truck tyres y Benched marked for planning efficiency parameters y Power consumption y Quick response to market needs y Fuel efficiency y Least scrap generation

Highlights of Apollo tyres Ltd

y 7th fastest growing tyre company in the world y 15th largest tyre company in the world y First Tyre Company in India to obtain ISO9001 certification for all its

operations.
y First company to introduce packing for tubes, two wheeler tyres and car

tyres

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HUMAN RESOURCE DEPARTMENT

Human resources and administration department is one, which facilitates smooth working of organization by looking into the human resource side and the overall administration of the organization. It is divided into three sections Industrial relations, security, and administration. Heads of each section are in direct contact with each department. Among the three sections, industrial relations is the biggest section having four subsections looking into personnel and industrial relations, employees arrival and departure, time, health and safety.
HR MISSION y To create hr policies and processes which are employee friendly y To build a culture which is warm forthcoming and professional with

sense of ownership and &pride.

y To encourage innovative thinking y To encourage transparency and teamwork y To develop leaders at all levels with general management skills y To create a learning organization y To develop competencies &skills thro ugh training and development y To constantly raise levels of employee productivity y To be a change agent y To create hr brand y To work towards attaining and sustaining the best employer status

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STRUCTURE OF HR DEPARTMENT

HEAD HR AND ADMINISRATION

MANAGER PERSONNEL &HR

GROUP MANAGER

MANAGER ADMINISTRATION

EXECUTIVE

EXECUTIVE

ASSOCIATE MANAGER PERSONNEL&HR

ASSO. MANAGER

ASSO. MANAGER

EXECUTIVE MEDICAL

EXECUTIVES

EXECUTIVES

EXECUTIVES

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THE MAJOR FUNCTIONS OF HR DEPARTMENT

1) Recruitment 2) Training 3) Industrial Relations 4) Welfare 5) Time Office 6) Security And Safety 7) Other Administrative Activities

TRAINING IN APOLLO TYRES

The organization provides training for both blue collar and white collar employees. Training programme for managers consist of both internal and external programme. The workers have internal programmes. The training system includes a) Need identification b) Validation of needs c) Annual training plan d) Selection and preparation e) Post training programme f) Training impact assessment Areas covered include;
1. For management staff:

a) Conceptual b) Functional c) Cross functional d) Behavioural

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2. For workers:

a) Systems b) Technical aspects c) Work culture d) Specialized training for trade union The amount spends by the company for training of their employees for a period of one year is twenty six lakhs Rupees.
Training programmes y Training on communication and interpersonal skill -programmes for

associate managers and manag ers

y Training on jyothirgamaya for blue collared employees y Safety and fire training conducted for blue collared workmen y With a view to develop multi skill among engineering trainees, they are

given exposure to engineering, production and technical fields

EVALUATION OF EFFECTIVENESS OF TRAINING IN APOLLO TYRES

Line managers and supervisors bear the primary responsibility to assure that people perform their jobs safely and effectively. Training must be responsive to the needs of the organization, working hand-in-hand with line managers and supervisors to ensure that training needs are properly analysed, and that

training is developed and implemented in the most effective and efficient way possible. The training staffs possesses the technical and instructional knowledge, skills and attitudes to fulfill their assigned dutie s.

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Now Apollo tyres are in recovery mode so they focus on to train the employees in order to increase their turnover. Trainees are evaluated regularly using written, oral, and/or performance examinations and quizzes. Remedial training and revaluation are provided when performance standards are not met satisfactorily. Training programmes are evaluated and modified to ensu re they remain consistent with the necessary job function. A systematic evaluation of training completeness and effectiveness is conducted. The results are used to modify the content and conduct of training programmes. In Apollo tyres they spend around 26 lakhs for training the employee s (both white collar and blue collar employees). For evaluating the effectiveness of training they use oprationalization variables. The variables grouped into3 categories(e1-exellent ,e2-average,e3-poor,not at all relevant). From the rating of variables they can interpret the effectiveness of training. Trainee performance measured during training is used to evaluate and modify the training programmes.

FINDINGS
The organization provides training for both blue collar and white collar employees. Training programme for managers consist of both internal and external programme. The different types of training is mentioned above.
Methods of Evaluation

In Apollo tyres various methods can be used to collect data on the outcomes of training. Some of these are:
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Questionnaires: Comprehensive questionnaires could be used to obtain

opinions, reactions, and views of trainees.

Tests: Standard tests could be used to find out whether trainees have

learnt anything during and after the training.

Interviews: Interviews could be conducted to find the usefulness of

training offered to operatives.

Studies: Comprehensive studies could be carried out e liciting the

opinions and judgements of trainers, superiors and peer groups about the training.
Human resource factors: Training can also be evaluated on the basis of

employee satisfaction, which in turn can be examined on the basis of decrease in employee turnover, absenteeism, accidents, grievances, discharges, dismissals, etc.

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RECOMMENDATIONS

Some recommendations to make enjoyable and effective

y Assess skill and knowledge level before start training y Make learning on of the fundamental values of company. Let this

philosophy percolate down to all employees in the organization.

y Ensure that there is a proper linkage among organizational, operational

and individual training needs

y teach the really easy stuff first y break it down into small steps and pieces of information y cover health and safety issues fully and carefully y Keep instructions positive(do this rather than dont do this) y Offer prise generously y Be enthusiastic-if you show you care you can expect your trainee care

too.
y Check progress regularly and give feedback y Invite questions and discuss y Be patient and keep a sense of humour y

Encourage be kind and thoughtful-accepting mistakes

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LIMITATIONS:

y In view of the limited time available for the study, only the Training and

some effectiveness of training could be studied.

y

The sample size is too small to reflect the opinion of the whole organization.

The answers given by the respondent have to be believed and have to be taken for granted as truly reflecting thei r perception

y It was not possible to understand thoroughly about the different types of

training and the effectiveness of training within 20 minutes

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CONCLUSION
The project was undertaken to analyse the concept of different types of training and its effectiveness in Apollo tyres Training leads to improved profitability and more positive attitudes towards profit orientation. And also improves the job knowledge and skills at all levels of the organization. Helps people identify with organizational goals and also helps the individual in making better decisions and effective problem solving . In Apollo tyres training were found to be high quality.the training programme conducted for management staffs and workers and the facilities provided were considered to be satisfactory. Using questionnaires, interviews and test they evaluate the effective ness of training.

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References
Websites

http://apollotyers.com
http://www.financialexpress.com/news/on-a-recovery-path/77728/0 http://www.zainbooks.com/books/human-resource-management/humanresource-management1_17_sources-of-recruitment.html http://hrmadvice.com/hrmadvice/hr-processes/recruitment-andselection/general-recruitment/recruitment-sources.html

Books
y Principles and procedures in evaluating performance: John C. Flanagan:

volume 28.
y Making performance work effectively: - Philip Tom: McGraw Hill Book

Company: England: 1983.

y Training & Development : A Better way: Robert Hayden: Volume 52. y P. Jyothi, P., Venkatesh, D.N., Human Resource Management

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Annexure Questionnaire

y Is there any training programme conducted in this organization? y Then what are the different types of training? y How many employees participated in training? y What are the different types of training provided for management staffs

and workers?
y How much money this organization spend for training? y How are you evaluating the effectiveness of training? y What are different types of techniques used to measure the effectiveness

of training?

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