LIVE PROJECT REPORT OF HRM

2010-2012

SUBMITTED BY ATHIRA C.B

II SEM MBA

DATE OF SUBMISSION:18-04-2011

SUBMITTED TO BINDU ANTO

FACULTY GUIDE, IIPS

TOPIC

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

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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

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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

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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

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CONTENTS

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TITLE Page no:

Abstract

Introduction

Literature review

Methodology and research design

Research objectives Scope of study Sources of data collection

Sectorial study

Human resource department

Structure of HR department

Training in Apollo tyres

Evaluation of training in Apollo tyres

Recommendations

Limitations

Conclusion

References

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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 attitudes 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

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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 activity 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 comprehend 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

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LITERATURE REVIEW

TRAINING:

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)

activity leading to skilled behaviour(Talent Management-Larry Israelite 

ASTD Publications, 2009)

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)

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)

Discharging across a littoral coast so that it discharges only where

desired. ...(Training Design And Delivery-Geri McArdle  ASTD

Publications, 2007)

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

thunderstorms (Every Thing You Ever Needed To Know About Training-

Kaye Thorne and David MackeyKogan Page, 2007)

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moves repeatedly over the same area,

To make proficient with specialized instruction and practice

EFFECTIVENESS

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)

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)

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)

The achievement of targeted results and the ability to raise targets

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

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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 the concept of “different types of training

and its effectiveness in Apollo tyres”

Research objectives

To understand the training objectives in Apollo tyres

And the different types of training conducted in Apollo tyres

Evaluate the employees participation in training

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 included studying the website

(http://apollotyres.com) of the company and also going through the various

articles published in different sources (magazines, books, and internet).

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

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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 dealerships, 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 lakh 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 stakeholder value.”

The word that symbolizes all that we believe is CREATE

C-CARE FOR CUSTOMERS

R-RESPECT FOR ASSOCIATES

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E-EXELLENCE THROUGH TEAM WORK

A-ALWAYS LEARNING

T-TRUST MUTUALLY

E-ETHICAL PRACTICES

GOALS

Creating social responsibility

Learning and development

Family focus

Hygiene factors

Employee involvement and cultural building

Manufacturing centres

Corporate office –Gurgaon

Other plants in India

Baroda

Pune

Perambra

Kalamassery

International plants;

Zimbabwe

South Africa

PERAMBRA PLANT (IN FOCUS)

Single largest truck tyre plant in India

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Fastest growing plant in Apollo tyres

It is known as the mother plant

Total employee involvement

Apollo key differentiation to other firms

Superior product quality

Strong brand equity

Committed marketing team

High consumer loyalty

Product segmentation in truck tyres

Benched marked for planning efficiency parameters

Power consumption

Quick response to market needs

Fuel efficiency

Least scrap generation

Highlights of Apollo tyres Ltd

7th fastest growing tyre company in the world

15th largest tyre company in the world

First Tyre Company in India to obtain ISO9001 certification for all its

operations.

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

tyres

HUMAN RESOURCE DEPARTMENT

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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

To create hr policies and processes which are employee friendly

To build a culture which is warm forthcoming and professional with

sense of ownership and &pride.

To encourage innovative thinking

To encourage transparency and teamwork

To develop leaders at all levels with general management skills

To create a learning organization

To develop competencies &skills through training and development

To constantly raise levels of employee productivity

To be a change agent

To create hr brand

To work towards attaining and sustaining the best employer status

STRUCTURE OF HR DEPARTMENT

15HEAD

HR AND ADMINISRATION

THE MAJOR FUNCTIONS OF HR DEPARTMENT

1) Recruitment

2) Training

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MANAGER

PERSONNEL &HR

GROUP MANAGER MANAGER

ADMINISTRATION

EXECUTIVE EXECUTIVE

ASSOCIATE MANAGER

PERSONNEL&HR

ASSO. MANAGER ASSO. MANAGER EXECUTIVE MEDICAL

EXECUTIVES EXECUTIVES EXECUTIVES

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

2. For workers:

a) Systems

b) Technical aspects

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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

Training on communication and interpersonal skill-programmes for

associate managers and managers

Training on jyothirgamaya for blue collared employees

Safety and fire training conducted for blue collared workmen

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 duties.

Now Apollo tyres are in recovery mode so they focus on to train the employees

in order to increase their turnover.

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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 ensure 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 employees (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:

·          Questionnaires: Comprehensive questionnaires could be used to obtain

opinions, reactions, and views of trainees.

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·          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 eliciting 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

Assess skill and knowledge level before start training

Make learning on of the fundamental values of company. Let this

philosophy percolate down to all employees in the organization.

Ensure that there is a proper linkage among organizational, operational

and individual training needs

teach the really easy stuff first

break it down into small steps and pieces of information

cover health and safety issues fully and carefully

Keep instructions positive(‘do this’ rather than ‘don’t do this’)

Offer prise generously

Be enthusiastic-if you show you care you can expect your trainee care

too.

Check progress regularly and give feedback

Invite questions and discuss

Be patient and keep a sense of humour

Encourage be kind and thoughtful-accepting mistakes

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LIMITATIONS:

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

some effectiveness of training could be studied.

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 their perception

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 effectiveness of training.

References

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Websites

http://apollotyers.com

http://www.financialexpress.com/news/on-a-recovery-path/77728/0

http://www.zainbooks.com/books/human-resource-management/human-resource-management1_17_sources-of-recruitment.html

http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/general-recruitment/recruitment-sources.html

Books

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

volume 28.

Making performance work effectively: - Philip Tom: McGraw Hill Book

Company: England: 1983.

Training & Development : A Better way: Robert Hayden: Volume 52.

P. Jyothi, P., Venkatesh, D.N., Human Resource Management

Annexure

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Questionnaire

Is there any training programme conducted in this organization?

Then what are the different types of training?

How many employees participated in training?

What are the different types of training provided for management staffs

and workers?

How much money this organization spend for training?

How are you evaluating the effectiveness of training?

What are different types of techniques used to measure the effectiveness

of training?

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