Effective Manpower Management of Apprentices

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We Certify that the Project Report entitled
EFFECTIVE
MANPOWER MANAGEMENT FOCUSING ON APPRENTICES Submitted for the degree of Master of Business Administration by Mr. M.SENTHIL KUMAR [Reg.No.EO3MMG1089] IS THE
BONAFIDE RECORD OF Project Work carried out by him during the period from 03/01/2005 to 31/03/2005 under the guidance and supervision of Prof. V. GANESHAN and, that this work has not formed the basis for the award of any degree, diploma, associateship,fellowship or other titles in this university of Institution of Higher Learning.
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DECLARATION
I declare that the Project Report entitled EFFECTIVE MANPOWER MANAGEMENT FOCUSING ON APPRENTICES IN LUCAS-TVS Ltd submitted by me for the degree of Master of Business Administration is the record of work carried out by me during the period in Lucas-TVS Pvt. Ltd. from 03/01/2005 to 31/03/2005 under the guidance of Prof. V. GANESHAN and has not formed the basis for the award of any degree, diploma, associate ship, fellowship, titles in this or any other similar institution of Higher learning.
Student Date: Signature of the Guide
A Critical Study on Effective Manpower Management Focusing on Apprentices in Lucas-TVS Ltd.
Project Report
Submitted by
M.SENTHIL KUMAR [EO3MMG1089] In Partial fulfillment of the degree Of Master of Business Administration In HUMAN RESOURCE Under the faculty of Management Studies Prof.V.GANESHAN MAY 2005
Dr .MGR Educational and Research Institute (Deemed University) NH 4,Periyar EVR Road Maduravoyal, Chennai-600 095.
A Critical Study on Effective Manpower Management Focusing on Apprentices in Lucas-TVS Ltd.
Project Report
Submitted by
M.SENTHIL KUMAR [EO3MMG1089] In Partial fulfillment of the degree Of Master of Business Administration In HUMAN RESOURCE Under the Guidance of Prof.V.GANESHAN MAY 2005 Dr .MGR Educational and Research Institute (Deemed University) NH 4,Periyar EVR Road Maduravoyal, Chennai-600 095.
ACKNOWLEDGEMENT
I would like to express my sincere gratitude to our esteemed college Chancellor Mr. A.C.SHANMUGAM & the management for providing me this opportunity to undertake this project and guiding me towards its successful completion.
I also sincerely thank Prof. V.GANESAN Head of the department of Management studies for his continuous guidance and support offered during the entire project.
I express my sincere thanks to Prof. Dr.S.RAMALINGAM Project Coordinator for his valuable guidance to complete my project work.
I express my sincere thanks to Mr. KVR.KISHORE BABU Asst.Manager HR for giving me an opportunity to undertake this project & motivating me to put forth my best efforts during the project.
I am deeply indebted to Mr.R.VISWANATHAN central documentation HR Department for his continuous guidance, motivation & evincing a personal interest that ensured the project was on its right course & for making this a memorable learning experience.
My special thanks to Mr.G.ANANTHANARAYANAN Welfare -HR for his timely help & guidance, which enable me in successful completion of the project work Finally I thank each and everyone who has been directly and indirectly helped me for the successful completion of my project.
CONTENTS
CHAPTER I INTRODUCTION COMPANY PROFILE ABOUT TVS GROUP COMPANIES VISSION & MISSION OF THE VOMPANY CHAPTER II THEME OF THE PROJECT OBJECTIVE OF THE STUDY SCOPE OF THE STUDY CHAPTER III REVIEW OF LITERATURE INTRODUCTION TO MANPOWER PLANNING OBJECTIVE OF THE MANPOWER PLANNING CHAPTER- IV CHAPTER- V APPRENTICES MANPOWER PLANNING IN LUCAS TVS COMPARITIVE ANALYSIS ON
STRENGTH IN L.TVS BRANCH STIPEND RATE PROVIDED BY THE GROUP COMPANIES WELFARE PACKAGE GIVEN IN L.TVS BRANCHES. CHAPTER VI RESEARCH METHODOLOGY RESEARCH DESIGN DATA COLLECTION STATISTICAL TOOL USED
CHAPTER VII
ANALYSIS I TEST FOR PROPORTIONS
CHAPTER VIII
ANALYSIS II SUMMATED OR LIKERTS SCALES
CHAPTER IX CHAPTER X CHAPTER XI CHAPTER XII RECOMMENDATIONS
TABULATION FINDINGS CONCLUSION SUGGESTIONS &
ANNEXURES BIBLIOGRAPHY QUESTIONNAIRE
ABSTRACT
The Topic Is on: A CRITICAL STUDY ON MAN POWER MANAGEMENT FOCUSING ON APPRENTICES IN LUCAS TVS.
This study is carried out at LUCAS-TVS, PADI, CHENNAI to know the effectiveness of manpower management system focusing on apprentices.
The study relates to the views of the supervisors regarding the manpower management done by the HR DEPARTMENT.
The study also reveals about all the welfare measures provided to the apprentices working in LUCAS-TVS, PADI, LUCAS-TVS, PONDY, IJL (INDO JAPAN LIGHTNING), SRIPERAMBADUR.
The Study involves the use of statistical tools like Chi-Square, Likerts Scale, Percentage analysis, bar diagram, and Pie chart diagram.
The study brings forth the current manpower planning system with regard to apprentices and also provides suggestions for the improvement of the same.
CHAPTER I
INTRODUCTION
COMPANY PROFILE:
Lucas TVS is a company with a distinguished lineage. Set up in 1961 as a joint venture of Lucas Industries Plc. UK and the TVS group, it is leading manufacturing of Auto Electrical products and diesel fuel injection equipment in India. Lucas TVS reaches out to all segments of the
automotive industry such as passenger cars, commercial vehicles, tractor, jeeps, and two wheelers and off high way vehicles, as well as for stationary and marine applications.
Lucas Variety, the Anglo American company formed by the merger of Lucas Industries of the UK and the variety Corporation of the US in September, 1996, designs, manufacturers and supplies advanced technology systems products and services in the works automotive after market, diesel engine and aerospace industries. Lucas Varity is one of the top ten automation components in the world.
The TVS Group is the largest manufacturer and distributor of automotive components in India, with a turnover in excess of US $1.3 billion dollars and a workforce of over 27,000. The Group has a product range that includes auto electrical, diesel fuel injection system braking systems, automotive wheels and axles, fasteners, powder metal components, radiator caps, two wheels and computer peripherals, to mention the more significant ones.
It is the market leader in every one of these fields and is backed by five service and distribution companies with branches and dealer network that straddle the country.
Combining the strengths of these two well-known groups, Lucas-TVS has emerged as a total automobile electrical system supplier. Today, Lucas-TVS operates from three plants located at Padi, Pondichery and Rewari. The electrical division of Lucas-TVS manufactures a complete range of auto electrical products from starters to horns, making it a one stop shop for the automotive industry. Currently the company products over half a million starters and alternators per annum, and has plans to double the quality. The Delphi TVS fuel injection equipment (FIE) division makes state the art rotary pumps, thus providing a welcome supply option for these vital components.
THE TVS GROUP:

COMPANY MANUFACTURING COMPANY Axles India Brakes India Eaton, UK Lucas Grilling, UK Automotive axles Hydraulic brakes and clutch actuation system India Nippon Electrical Lakshmi Auto Components Lucas TVS Kokusan Denki Ltd, Japan Magnetos Engine/Transmission Components Lucas, UK Auto electrical/diesel fuel injection equipment Sundaram Brake Lining Sundaram Clayton Frenos Sauleda S.A., Spain American USA Sundaram Dynacast Dynacast International, UK Potentiometer bushings, Standard Airbrake COLLABORATOR PRODUCT
Inc. Airbrake
clock bushing, panel nut automotive tyre valves,
spark plug terminal cap, sewing machine for parts, two
components wheelers.
Vision of the company

By 2010, sell Rs1400 crores (300 million dollars) of Products and solutions with a third to customers outside India. Achieve zero defects in all our suppliers to customer line and not more than one per thousand in the field during the warranty period. Annually to achieve 10% of sales through developing new products and markets. To invest 3% of sales on R & D and developing at least one product every three years to be recognized by customers for its innovative value. To establish at least two manufacturing plants outside India in emerging markets. Every employee to implement at least one improvement every month.
MISSION STATEMENT OF THE COMPANY

Total Quality has become the most important source of competitive strength in the business. The winners of tomorrow are those who are paying attention today to Quality and customer service. To survive in the market every organization has to fight for efficiency and effectiveness, which can be achieved only through Total Quality Movement (TQM).
The following is the companys mission:

To involve every employee to participate actively in all continuous improvement activities towards Quality and customer service through Total Quality Movement.
Discipline to be followed during meetings:

Start on time Stick to the agenda No private meetings No interruption or walk out. Agree to actions with targets. Finish on time.
CHAPTER II THEME OF THE PROJECT:
Objective of the study General objective:

To examine how far the manpower planning towards the department is been effective focusing on the apprentices.
Specific objectives:
To find out that the apprentices given to the unit is adequate. To find out the work efficiency of different category of apprentices. To find out the satisfaction level of the supervisors regarding the Current manpower planning system. To find out the apprentices commitment towards the unit by giving Good suggestion. To find out which type of apprentices does the supervisors mostly Prefer in their unit.
SCOPE OF THE STUDY

The research was conducted in LUCAS-TVS, Padi. The study includes the measuring of welfare activities of various branches of LucasTVS. The study helped to understand the views of the supervisors in different departments. The study will also help me to play an important role in conveying the views of the supervisors to the HR department with respect to the effective manpower planning of the apprentices of the company.
The study reveals about the different scales of stipend rates provided to the apprentices in various TVS group companies. The study also provided an opportunity to meet people at different age group and persons at various levels of job. Through this study it helped me to know in depth about the Human Resource Management, which will be useful for my near future.
CHAPTER III
REVIEW OF LITERATURE
Introduction to Man Power Planning
Planning is the primary and most important functions in commercial and industrial undertakings. Planning has been focused on every activity of the business as Production, Marketing, and Quality control. The most valuable of all capital is that invested in human beings. Manpower is an asset, which appreciates with time. This asset should be maintained and developed to realize the goals and objectives of the organization. Manpower Planning is essential to put the plans of the organization into action. It is the most challenging responsibility of the personnel management to attract and develop enough number of right types of man to various positions in the enterprise. The requirement of the Manpower in the organization keeps on changing as many employees may leave the organization because of death, old age, retirement, resignation and many other reasons and there may be shortage of qualified persons, therefore the stream of qualified personnel must be kept flowing into the organization. Thus we may realize that these arises the need for manpower planning as a sound basis for the administrative action to avoid the situation of shortage or surplus of manpower in the enterprise. The success of the organization depends upon the right type of persons placed on the right job. It is the responsibility of personnel management to see whether qualified personnels have been recruited or placed on the job in sufficient number. It requires planning i.e. to assess the future needs so that the present action can be adjusted in the view of the established goals.
Manpower planning is the process of developing and determining objectives, policies and programs that will develop, utilize and distribute manpower so as to achieve the goals of the organization. Manpower allocation plans helps in mitigating shortages and surpluses in manpower supply through promotions and transfers. Manpower utilization deals with the dynamics of leadership and motivation.
OBJECTIVES OF MANPOWER PLANNING

The main objectives of manpower planning are as follows: To ensure optimum use of human resources currently employed. To determine future recruitment level. To provide control measures to ensure that necessary resources are available as and when required. To anticipate redundancies and avoid unnecessary dismissals. To forecast future skill requirements to serve as the basis for training and development programmes. To assess future housing needs of the employees. To cost the manpower components in new projects. To decide whether any of the enterprises activities e.g. maintenance, be off- loaded or sub-contracted.
CHAPTER IV
MANPOWER PLANNING IN LUCAS-TVS LTD

The main purpose is to provide adequate manpower with appropriate skills for the operations of the factory. This covers manpower-planning exercises relating to all categories of employees A1 to A6, WG1 to WG12 and SG1 to SG7.
Manpower budget will be prepared during the month of January for each accounting year April to March and submitted to the management in the last week of January for discussion and approval. For this purpose the personnel department furnish particulars of their requirements for the following accounting year category wise together with justification therefore, at least three months before the end of accounting year. In respect of categories covered by the wage settlement with the union (WG1-WG12 and SG1-SG7) the requirements of the departments or the departments together with their justification will be forwarded to MSE. MSE in consultation with the department manager and EVP-HR would prepare manpower budget for all jobs in the above categories. For supervisors categories (A1- A6) the EVP-HR manager in consultation with departmental manager would prepare manpower budgets on the annual basis for the accounting year and submit the same to the management. Once the manpower budget has been approved by the management that would form the basis for the personnel department with regard to recruitment/ transfers/promotions/up gradation of employees.
However in the case of recruitment not provided for in the budget the department manager may furnish to the EVP-HR details of his requirements with justification for the same. The EVP-HR will examine the same in consultation with the MSE and submit to the management his recommendations for approval.
The personnel department and the departments concerned will work out a schedule for filling up the vacancies. A copy of the manpower budget will be furnished to the factory administration for its reference.
CHAPTER V
COMPARITIVE-ANALYSIS OF APPRENTICES
STRENGTH OF THE APPRENTICES IN L.TVS BRANCHES:
CATEGORIES L.TVS PADI L.TVS PONDY Act 115 8 Apprentices (ITI) Technician 329 175 Apprentices (Diploma) Short Term 336 Trainees Total 780 183
IJL -
24 28
STIPEND RATES FOR ITI/ DIPLOMA/ TERMTRAINEES AT TVS GROUP COMPANIES
SHORT
Group Companies Lucas-TVs, Padi Lucas TVs, Pondy INEL IJL Delphi-TVs Sundaram Clayton Sundaram Fasteners Brakes India Ltd Wheels India Ltd
ITI 1350 1090 1090 1020 NA 1100 1090 NA 1090
Diploma 2000 NA NA NA 1500 2100 NA NA 1400 NA
S.T.Trainee ITI 3200 2100 2500 NA NA 2615 2900 NA 2500 2800
S.T.Trainee Diploma 3500 NA NA NA 3150 2715 NA NA 3000 NA
Sundaram Brake 1090 linings
WELFARE PACKAGE PROVIDED TO APPRENTICES AT L.TVS GROUP COMPANIES
Welfare Activities
L.Tvs, Padi Act. App Dip. App 0.80 S.T.T
L.Tvs, Pondy Act. App 2.00 Dip. App 2.00
IJL Dip. App 4.50 S.T.T
Canteen (BF/ Lunch) (Rs) Canteen (Snacks) (Rs) Uniform (No. Of sets) Shoes (No.of pairs) Socks (No.of pairs) Transpo rt Facility
0.80
0.80
4.00
6.15
6.15
6.15
Free
Free
Above rate includes snacks
No
No
No
No
No
Yes
CHAPTER VI
RESEARCH METHODOLOGY
RESEARCH DESIGN:
The plan of the study is formulated before undertaking the research work. The function of the research design is to provide for the collection of relevant evidence with minimal expenditure of effort, time and money. The following points were considered while preparation of the research design: The means of obtaining the information. The time available for the research. Explanation of the way in which selected means of obtaining information will be organized and the reasoning leading to the selection.
TYPE OF RESEARCH STUDY

In this study, Descriptive research design was been used; the major purpose of this research design describes the state of affairs, as it exists at present. A descriptive study may be concerned with attitudes or views of people towards anything. This research design has been chosen to find out the supervisors opinion on the apprentices given to their department.
DATA COLLECTION:
The next stage of research is gathering the relevant information so as to achieve the objective of the study. All the data collected are said to the primary data. There are several ways of collecting the appropriate data, which differ considerably in context of time and other resources. The objective of this study required a data collection that would facilitate to have a direct contact with the employees, keeping these aspects and the objectives of the study in the mind Questionnaire was selected as the apt method for data collection.
QUESTIONNAIRE DESIGN:
The questionnaire was administered through personal interview. The questionnaire design was a structured and undisguised. Both open and close-ended questions were used. It was designed by keeping in mind the broad and specific Objectives of the study.
The questions were aimed to get:

Basic information about the educational qualification and duration of service of the employees. To know about the apprentices work efficiency in the department. To find out which category of apprentices are preferred more in each department. To find out the effectiveness of the current manpower planning system.
STATISTICAL TOOL USED

TEST FOR PROPRTIONS SUMMATED SCALES or LIKERT TYPE SCALES
TEST FOR PROPORTIONS

Hypothesis testing addresses the important question of how to choose among alternative proportions while controlling and minimizing the risk of wrong decisions. Depending upon the nature of the research study, the need for a hypothesis will be explained. For instance, in studies concerned with the basic objective of finding out or explaining the relationship between two or more variables, hitherto unexplained or to be tested to prove, a hypothesis is certainly required. Hence, hypothesis is useful in the process of research though formulating it need not be a pre-condition for conducting research.
Testing Hypothesis:
Test of hypothesis could be explained through the following stages: 1) In the first stage, based on hunch or sample data a null hypothesis [Ho] is Formed. 2) The relevant technique for testing the null hypothesis is selected. 3) The level of significance is determined. That is, the level of accuracy that the researcher desires to achieve in the process of testing the null hypothesis is specified. 4) Degree of freedom is also determined. This refers to the extent to which the sampling process is free from bias or prejudice. Depending upon the technique and the size of sample, the degree of freedom will be determined. 5) After subjecting the data to the selected statistical technique, the calculated value would be obtained. This is compared with the table value, of the selected technique to arrive at a conclusion. If the calculated value exceeds the table value, then the null hypothesis is rejected. When the calculated value is less than the table value, then the null hypothesis is accepted implying that the difference is only to sampling process and not significant.
TEST FOR A SPECIFIED PROPORTION
A random sample of size n>30 with sample proportion p are drawn from a large population. We want to test the hypothesis that the populations proportion P has a specified value Po.
Procedure for testing:

Ho : P=Po H1 : P= Po (two tail test) For a large n, the sampling distribution is approximately normal and the test statistic is given by Z = p Po/ S.E of p The S.E of p is given by PoQo/n when Ho is true.
Inference: If the calculated value of Z > 1.96, Ho is rejected at 5% level If Z > 1.96, Ho is rejected at 5% level. If Z <2.58, Ho is accepted at 1% level If Z >2.58, Ho is rejected at 1% level
Note One tail test (right tail test or left tail test ) can be described exactly on the same lines as in the case of specified mean.
Summated Scales Or Likert- type Scales:

Summated Scales or Likerts type scales are developed by utilizing the item analysis approach wherein a particular item is evaluated on the basis of how well it discriminates between those persons whose total score is high and those whose score is low. Thus summated scales consist of a number of statements, which express either a favorable or unfavorable attitude towards the given object to which the respondent is asked to react. The respondent indicates his agreement or disagreement with each statement in the instrument. Each score is given a numerical score, indicating its favorableness or unfavorable ness, and the scores are totaled to measure the respondents attitude. In a Likerts scale, the respondent is asked to respond to each of the statements in terms of several degrees, usually 3, 5, or 7-degree scale can be used. In this study we have chosen 3-degree scale. Illustrated as under: Very much-satisfied 3 Satisfied 2 Not satisfied 1
This way the instrument yields a total score for each respondent, which would then measure the respondents favorableness towards the given point of view.
LIMITATION OF THE PROJECT:

Most of the employees feared that their questionnaires might be reviewed by their superiors that might result in negative consequences and therefore some answers were not objective. Time constraints for the employees for answering the questionnaire was real problem as they were under pressure in order to meet the cycle time. Only 3 respondents have answered for the open question from the total respondent, so we couldnt know the view of every respondent.
ANALYSIS I
Test For Proportion -I Statement
The apprentices in the department provide good suggestion or Better suggestion is equal to 50%. P= Q=1P =1 = P1 =26/50 = 0.52 P2 = 24/50 = 0.48 Ho There is no significant difference between the good suggestion or better suggestion given by the apprentices in the department. H1 There is significant difference between the good suggestion or better suggestion given by the apprentices in the department. Z = P1 - P2 / (P*Q) * (1/n1 +1/n2) = 0.52 - 0.48 / (1/2*1/2) * (1\50+1/50) = -0.04 / 0.1 = 0.4 Therefore Z Value is 0.4 Tabulated Value of Z at 5%Level of significance is 1.96 Therefore Z Calculated Value 0.4 < Z Tabulated Value 1.96 Ho IS Accepted
DECISION:
n = 50 (Total Sample Size)
There is no significant difference between the good suggestion or better suggestion given by the apprentices in the department.
Test For Proportion -II Statement Whether the apprentices complete their assigned task well within time or delay some time is equal to 50%. P= n = 50 (Total Sample Size) Q=1P =1 = P1 = 9/50 = 0.18 P2 = 19/50 = 0.38 Ho There is no significant difference between whether the apprentices complete their assigned task well within time or some time delay. H1 There is significant difference between whether the apprentices complete their assigned task well within time or some time delay. Z = P1 - P2 / (P*Q) * (1/n1 +1/n2) = 0.18 0..38 / (1/2*1/2) * (1/50 + 1/50) = -0.2 / 0.1 = -2 Therefore Z Value is -2 Tabulated Value of Z at 5%Level of significance is 1.96 Therefore Z Calculated Value -2 > Z Tabulated Value 1.96 Ho IS Rejected Decision: There is no significant difference between whether the apprentices complete their assigned task well within time or some time delay.
CHAPTER VIII
ANALYSIS II
Likerts Type Scale -I
Opinion of the supervisors towards requirement of the apprentices.
Scale 3 2 1
Opinion Highly adequate Adequate Inadequate
No. Of Respondents 7 39 4 50 4
39
Calculation
Highly adequate = 3*50 =150 Adequate In adequate = 2*50 = 100 = 1*50 = 50
= 7(3) + 39(2) + 4(1) =21 + 78 + 4 =103
Decision
As the calculated value crosses 100 marks, it is clearly evident that the apprentices given for the production activity in the department is adequate.
LIKERTS TYPE SCALE -II Opinion of the supervisors regarding absenteeism of the apprentices in the department.
Scale 3 2 1
Opinion High Absenteeism Average Absenteeism Low Absenteeism TOTAL
No. Of Respondents 6 11 33 50
6 3
11 2
33 1
CALCULATION HIGH ABSENTEEISM =3 * 50 =150 AVERAGE ABSENTEEISM = 2 * 50 =100 LOW ABSENTEEISM = 6(3) + 11(2) + 33(1) = 18 + 22 +33 = 73 = 1 * 50 = 50
DECISION: As the calculated value crosses the 50 marks, it is clearly evident that the absenteeism by apprentices is very low in the department.
CHAPTER IX
TABULATION
Table :1(Vide Annexure I, Page ) Educational Qualification of Supervisors S. No. 1 2 3 Total Qualification Post Graduates Graduates Diploma No. Of respondents 6 29 15 50 Percentage 12% 58% 30% 100%
Above table infers that out of 100% of the respondent 12% of the supervisors are qualified as postgraduate and 58% are qualified as graduates and rest 30% of them are diploma holder.
Table:2(Vide Annexure II, Page ) WORK EXPERIENCE S. No. 1 2 3 4 Total Experience < 5 Years 5 10 Years 10 15 Years > 15 Years No. of respondents 6 29 11 4 50 Percentage 12% 58% 22% 8% 100%
Above table projects that 12% of the supervisors have got work experience of less than 5 years, 58% of the have got work experience from 5-10 years, 22% of them have got work experience from 10-15 years and rest of the respondent have got more than 15 years of work experience in the company.
Table:3 (Vide Annexure III, Page )
ADEQUACY OF THE APPRENTICES S. No. 1 2 3 Total Criterion Highly Adequate Adequate Inadequate No. of respondents 7 39 4 50 Percentage 14% 78% 8% 100%
Above table describes that14% of the supervisors have responded that the present available apprentices in the unit are highly adequate, 78% of the supervisors have responded that it is adequate and 8% of the supervisors have responded as inadequate in their unit.
Table: 4 (Vide Annexure IV, Page ) EFFICIENCY OF THE APPRENTICES S. No. 1 2 3 Total Category ITI apprentices Diploma apprentices Short term trainees No. of respondents 1 39 10 50 Percentage 2% 78% 20% 100%
From the above table it is observed that 78% of the supervisors have responded that the diploma apprentices perform an efficient work in the unit, 20% of them responded that short term trainees perform an efficient work and only 2% of them have responded that it apprentices do the efficient work in the unit.
Table:5 (Vide Annexure v, Page ) PREFERENCE OF THE APPRENTICES S. No 1 2 3 Total Category No. Of. respondents Percentage 4% 74% 22% 100%
ITI apprentices 2 Diploma apprentices 37 Sort term trainees 11 50
Above table represents that the apprentices are preferred only by 4% of the total supervisors. Diploma apprentices are preferred by 74% of the supervisors in their unit and the rest 22% of the supervisors prefers shortterm trainees.
Table:6 (Vide Annexure VI, Page ) SKILL POSSESED BY APPRENTICES S. No. 1 2 3 Total Particulars Highly Skilled Semi-Skilled Unskilled No. Of. respondents 2 45 3 50 Percentage 4% 90% 6% 100%
Above table infers the information given by the supervisors as to the skills of the apprentices, where in 4% of the supervisors have stated that the apprentices provided to them are highly skilled, 90% of them responded as the apprentices are semi skilled and 6% of them responded as unskilled apprentices.
Table:7 (Vide AnnexureVII, Page )
COMPLETION OF THE WORK S. No. 1 2 3 Total Criterion Well within time Just on time Some time delay No. of respondents 9 22 19 50 Percentage 18% 44% 38% 100%
From the above table it is observed that 18% of the supervisors have responded that the apprentices in their unit Completes the task well within time, 44% of them responded that the apprentices completes their task just entire and 38% have responded that the completed by the apprentices is been delayed sometimes.
Table: 8 (Vide Annexure VIII, Page ) PROVIDING APPRENTICES ON TIME S. No. 1 2 3 Total Criterion Always prompt Sometimes prompt Sometimes late No. of respondents 9 37 4 50 Percentage 18% 74% 8% 100%
Above table projects 74% of supervisors have responded that the management provides apprentices sometimes prompt, 18% of supervisors have responded that the management provides apprentices promptly and 8% of the supervisors are responded that the management provides the apprentices sometimes late.
Table:9 (Vide Annexure IX, Page ) SUGGESTION GIVEN BY APPRENTICES S. No. 1 2 3 Total Criterion Highly effective suggestions Suitable suggestions Not a suitable one No. of respondents 6 40 4 50 Percentage 12% 80% 8% 100%
Above table describes that 12% of the respondent have inferred that the suggestion given by the apprentices are highly suitable, 80% of them have responded that the they have suitable suggestion and 8% of the supervisors have inferred that the apprentices give a suitable suggestion.
Table:10(Vide Annexure X, Page )
EFFECTIVENESS OF CURRENT MANPOWER PLANNING S. No. Criterion 1 Effective 2 Ineffective Total No. Of respondents 44 6 50 Percentage 88% 12% 100%
Above table represents that 88% of the supervisors have stated that the present manpower planning is an effective one and rest 12% of the responded stated that it is not an effective one.
FINDINGS
From the analysis it is been found that most of the supervisors are graduates. It as been found that on an average most of the supervisors are possessing 5-10 years of experience. It is seen that the work efficiency of the diploma apprentices are more when compared to others. The supervisors prefer to have the diploma apprentices as they perform well in the unit. In LUCAS TVS the apprentices are treated well with good stipend rate when compared to other companies. They provide free coat and shoes for the apprentices. It was found that LUCAS TVS is following TQM, TPM so as to achieve good quality and maintenance. Mostly the diploma and short term trainees gives good suggestion towards the improvement of the organization.
CONCLUSION
The result and findings clearly exemplifies the fact that an in depth research study has been conducted and all objectives set for this research work has been fully accomplished.
From the comparative analysis of the stipend rate at various TVS group companies, which is been found that Lucas- TVS is supreme to other companies.
In TVS Company the manpower planning is been very successful, this has been clearly proved by the result and analysis of effective manpower planning with respect to apprenticeships.
In order to improve the manpower planning system, various suggestions and recommendations have also been put forth in the research study.
SUGGESTIONS & RECOMMENDATION

It is advisable to the HR department to recruit diploma apprentices. The HR department should provide the right volume of the apprentices at the right time that is required by the various supervisors in their unit. ITI apprentices must given extra training programme in order to improve the working efficiency. The company can provide an increase in the price money given for the suggestion scheme to the apprentices in order to motivate every apprentice to participate in the suggestion scheme. The HR department must consult with the supervisors regarding the requirement of the apprentices before allotting. The Management could motivate the apprentices by providing transport expenses. The management should educate apprentices regarding the safety measures to be followed at their work place. The supervisors must move freely with their apprentices and must understand their views in order to maintain a better relationship.
ANNEXURES I
(Vide Table:1,Page )
Educational Qualification 70% 60% 50%

Percentages
58%
40% 30% 30% 20% 10% 0% Post Graduates Graduates Qualification Diploma 12%
ANNEXURES II
Work Experience 70% 60% 50%

Percentages
58%
40% 30% 20% 10% 0% < 5 Years 5 - 10 Years 10 - 15 Years Experience > 15 Years 12% 22% 8%
ANNEXURES III
Requirement of Apprentices
Inadequate 8%
Highly Adequate 14%
Adequate 78%
ANNEXURES IV
Work Effectiveness
20%
2%
ITI apprentices Diploma apprentices Short term trainees 78%
ANNEXURES V
Apprentices preferable in the unit
80% 70% 60% 50% 40% 30% 20% 10% 0% ITI apprentices 4%
74%
22%
Diploma apprentices
Sort term trainees
ANNEXURES VI
Skills possessed by apprentices 90% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Highly Skilled Semi-Skilled Unskilled 4% 6%
ANNEXURES VII
Completion of given task 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Well within time Just on time Some time delay 18% 44% 38%
ANNEXURES VIII
Providing apprentices on time
Sometimes late, 8%
Always prompt, 18%
Sometimes prompt, 74%
ANNEXURES IX
(Vide Table:9,Page ) Suggestions given by the apprentices
90% 80% 80% 70% 60% 50% 40% 30% 20% 10% 0% Highly effective suggestions Suitable suggestions Not a suitable one 12%
8%
ANNEXURES I
ANNEXURES X
(Vide Table:10,Page ) Effectiveness of current manpower planning
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Effective Ineffective 12% 88%
BIBLIOGRAPHY
1) P.C.TRIPATI
PERSONNEL MANAGEMENT RESEARCH METHODOLOGY QUANTITATIVE TECHINIQUES RESEARCH METHODOLOGY
2) KOTHARI C.R
3) P.R.VITTAL
4) P.RAVILOCHANAN :
QUESTIONNAIRE
EFFECTIVE MANPOWER MANAGEMENT FOCUSING ON APPRENTICES IN LUCAS- TVS Ltd.
1) NAME (OPTIONAL) 2)CCNO ( OPTIONAL) 3)DEPARTMENT
: : :
4)EDUCATIONAL QUALIFICATION a) Post graduate b) Graduate c) Diploma 5)How long have you been working in this company? a)<5years b) 5-10years c) 10-15years d)>15years 6)Do you think that the apprentices given for your production activity is adequate? a)Highly adequate b) Adequate c)In adequate 7)According to you which group of apprentices work efficiently in your department? a) ITI apprentices b) Diploma apprentices c) Short term apprentices 8) Which category of apprentices would you prefer the most in your unit? a)ITI apprentices b) Diploma apprentices c) Short term apprentices 9) Do you think that the apprentices allotted to you posses the necessary skills for executing the tasks required by you? a) Highly skilled b) Semi skilled c) Unskilled
10) Are the apprentices able to complete their assigned task within the stipulated time period? a) Well within time b) Just on time c) Some time delay 11)Does the management provide you with apprentices at the appropriate time? a)Always prompt b) Some times prompt c) Some times late 12)Do the apprentices in your department give you a suitable suggestion towards the improvement of the organization? a) Highly effective suggestion b)Good suggestion c) Better suggestion 13) Do the apprentices participate towards the suggestion scheme effectively? Rate it? a) Below 25% b) 25%to 50% c)50%to 75% d) above75% 14) Whether there is more absenteeism in the department by the apprentices due to their health condition? a) High absenteeism b) Average absenteeism c) Low absenteeism 15) Suggest any measures for effective utilization of apprentices? ______________________________________________________
ABSTRACT
INTRODUCTION
THEME OF THE PROJECT
REVIEW OF LITERATURE
MAN POWER PLANNING IN LUCAS-TVS
COMPARITIVE ANALYSIS ON APPRENTICES
RESEARCH METHODOLOGY
ANALYSIS I
ANALYSIS-II
FINDINGS
SUGGESTIONS & RECOMMENDATIONS
CONCLUSION

Effective Manpower Management of Apprentices

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Effective Manpower Management of Apprentices

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We Certify that the Project Report entitled

Head of Department Date:

Student Date: Signature of the Guide

A Critical Study on Effective Manpower Management Focusing on Apprentices in Lucas-TVS Ltd.

A Critical Study on Effective Manpower Management Focusing on Apprentices in Lucas-TVS Ltd.

ANALYSIS I TEST FOR PROPORTIONS

ANALYSIS II SUMMATED OR LIKERTS SCALES

CHAPTER IX CHAPTER X CHAPTER XI CHAPTER XII RECOMMENDATIONS

TABULATION FINDINGS CONCLUSION SUGGESTIONS &

ANNEXURES BIBLIOGRAPHY QUESTIONNAIRE

THE TVS GROUP:

clock bushing, panel nut automotive tyre valves,

spark plug terminal cap, sewing machine for parts, two

Vision of the company

MISSION STATEMENT OF THE COMPANY

The following is the companys mission:

Discipline to be followed during meetings:

CHAPTER II THEME OF THE PROJECT:

Objective of the study General objective:

SCOPE OF THE STUDY

OBJECTIVES OF MANPOWER PLANNING

MANPOWER PLANNING IN LUCAS-TVS LTD

STRENGTH OF THE APPRENTICES IN L.TVS BRANCHES:

STIPEND RATES FOR ITI/ DIPLOMA/ TERMTRAINEES AT TVS GROUP COMPANIES

ITI 1350 1090 1090 1020 NA 1100 1090 NA 1090

Diploma 2000 NA NA NA 1500 2100 NA NA 1400 NA

S.T.Trainee ITI 3200 2100 2500 NA NA 2615 2900 NA 2500 2800

S.T.Trainee Diploma 3500 NA NA NA 3150 2715 NA NA 3000 NA

Sundaram Brake 1090 linings

WELFARE PACKAGE PROVIDED TO APPRENTICES AT L.TVS GROUP COMPANIES

L.Tvs, Padi Act. App Dip. App 0.80 S.T.T

L.Tvs, Pondy Act. App 2.00 Dip. App 2.00

IJL Dip. App 4.50 S.T.T

Above rate includes snacks

TYPE OF RESEARCH STUDY

The questions were aimed to get:

STATISTICAL TOOL USED

TEST FOR PROPORTIONS

TEST FOR A SPECIFIED PROPORTION

Procedure for testing:

Summated Scales Or Likert- type Scales:

LIMITATION OF THE PROJECT:

n = 50 (Total Sample Size)

Opinion Highly adequate Adequate Inadequate

= 7(3) + 39(2) + 4(1) =21 + 78 + 4 =103

Opinion High Absenteeism Average Absenteeism Low Absenteeism TOTAL

Table:3 (Vide Annexure III, Page )

ITI apprentices 2 Diploma apprentices 37 Sort term trainees 11 50

Table:7 (Vide AnnexureVII, Page )

Table:10(Vide Annexure X, Page )

SUGGESTIONS & RECOMMENDATION

Educational Qualification 70% 60% 50%

Work Experience 70% 60% 50%

Highly Adequate 14%

ITI apprentices Diploma apprentices Short term trainees 78%

Apprentices preferable in the unit

Sort term trainees

Providing apprentices on time

Always prompt, 18%

Sometimes prompt, 74%

PERSONNEL MANAGEMENT RESEARCH METHODOLOGY QUANTITATIVE TECHINIQUES RESEARCH METHODOLOGY

1) NAME (OPTIONAL) 2)CCNO ( OPTIONAL) 3)DEPARTMENT