CHAPTER 1

OBJECTIVES OF THE STUDY

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OBJECTIVES OF THE STUDY

Primary Objective The primary objective of the study is to evaluate the training and Development programs in HMT Machine Tools LTD, Kalamassery.

Secondary Objective To study Training and Development is important in the organization To study the training methods preferred by the employees. To study the effectiveness of Training and Development. To access the training needs in the organization.

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CHAPTER 2

INTRODUCTION TO THE STUDY

56

CONCEPT OF TRAINING AND DEVELOPMENT

Introduction

The efficiency of an organization depends directly on the capability and talent of its personnel, and how motivated they are. Capacity of a person depends on his ability to work and the type of training he receives. While his personal capability is evaluated through proper selection procedure, 56

his training is taken care of by the organization after he has been employed by the organization. Since training inputs may vary from on-the-job experience to off-the-job training, most of the organizations undertake some kind of training for their employees. In India organization, training and development activities have assumed high importance in recent years because of their contribution to the achievement of organizational objectives.

Training and Development

There are three terms which are used in the context of learning: Training, Development and Education. Often some confusion arises in using the terms training and development. The term training is concerned with imparting specific skills for particular purpose. Flippo has defined training as the act of increasing the knowledge and skills of an employee for doing a particular job. The term development refers broadly to the nature and direction of change in employees through the process of training and education. The development has been defined as Management development is all those activities and programmers when recognized and controlled, have substantial influence in changing the capacity of the individual to perform his assignment better and on so doing are likely to increase his potential for future management assignment.

Concept of Training

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There is no dearth of definition of training, each one giving it a different emphasis and focus. Without getting involved in the complexities of an all-inclusive, comprehensive definition, we will attempt to bring out the key elements that constitute training. This will help you understand the meaning and scope of training. In order to arrive at a better understanding of the concept of training, let us consider some responses that the participants of training for trainers, gave in this regard.

The aim of training is to develop potential knowledge and skill of the trainees to carry out defined tasks and responsibilities. Training enhances efficiency and develops a systematic way of performing duties and assigned tasks. The aim of training is to infuse scientific thinking and planning and working methodically and efficiently.

Differences between Training and Development

TRAINING

DEVELOPMENT

Short-term process. Knowledge and skills for a specific purpose.

Long-term process. For overall development.

Primarily related to technical skills learning 56

Related to managerial, behavioral and attitudinal development.

Need and Importance of training

The need for training may be better understood in the light of the following situations, one or several of which may simultaneously impact an organization and or its personnel:

1. Rapid technological innovations impacting the workplace have made it necessary for people to constantly update their knowledge and skills.

2. People have to work in multi dimensional area, which are usually far removed from their area of specialization.

3. Change in the style of management.

4. Lack of proper and scientific selection procedure.

5. For higher motivation and productivity.

6. To make the job challenging and interesting.

7. For self development.

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8. For employee motivation and retention.

9. To improve organizational climate.

10. To help the organization to fulfill its future manpower needs.

Need for study

To make the organization productive it is necessary that the individual skills be developed to achieve and fulfill the organizational needs. In this context, HRD, particularly the training and development, has an important role to play. New employees have to learn new skill and since their motivation is likely to be high, they can be acquainted relatively easily with the skill and behavior expect in their new position.

On the other hand, training experienced by the employees can be problematic. The training needs of the employees are not always easy to determine and when they can be, the individuals involved many resent being asked to change their established ways of doing their job.

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Training and development offers many rewards but also processes many problems for personnel lime, who should be trained and why, what training techniques should be used, is the training cost effective etc. in order to train effectively, it is necessary to decide first in detail what specific knowledge and skills have to be given in the training process. Also effective training requires that the line and staff workers are able to be work the line and staff workers are able to be work closely together on all phase of the training process and both the parties on distant and recognize their shared authority.

Training function is one of the relatively well-developed functions in HMT, with a separate infrastructure. Though the unit process systematic training programs, the outcomes where not encouraging the year, May task was to assist the HRM department and training centre in identifying the factors. Which were defective in the process involved in the training and development process in HMT.

The importance of training to perform their duties effectively, workers. Must be trained to operate machines, reduce scrap and avoid accidents. It is not the workers who training, supervisor managers and executive need also need to be developed in order enable them to grow and acquire maturity of though and action. Training and development constitutes an ongoing process in any organization.

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CHAPTER 3

INTRODUCTION TO THE ORGANISATION

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HMT MACHINE TOOLS LIMITED

COMPANY PROFILE 3.1 Introduction By the end of the Second World War the government of India was confronted by a big problem of disposing the colossal war waste. Ultimately the committee was constituted to inquire into the possibilities. The committee report of 1948 proposed the establishment of a government owned machine tool industry. This was expected to fulfill two aspects. The first being utilization of the Rs.4, 000 million worth of metallic waste. The second was the incorporation of a state owned infrastructure manufacturing facility. The result was birth of the Hindustan Machine Tools Ltd, which diversified in due course of time to the present structure of the multi-core, multi location, multi unit, multi product industrial giant HMT LTD. The HMT Ltd was started as a single factory to produce a Tool Room Lathes at Bangalore in collaboration with M/s.Orelikon of Switzerland in 1953 with a capacity to manufacture Bound 400 machines per year. Since then different collaboration continued in house R&D and tremendous marketing efforts brought HMT to its present status. The growth of HMT Ltd was characterized by the forward and backward integration of technology and product diversification. Thus the company which started with manufacturing and selling expanded its machine tools product range to evolve as the ultimate solution in metal cutting. The product diversification efforts took the company to the business of watches in 1962, tractors in 1971, die-casting on plastic machinery in 1971, printing machine in 1972, Lamp and lamp making machinery in 1976, Food processing machinery in 1980, CNC systems in 1986, Ball screws in 1986 and reconditioning in 1990.The multi products activities made Hindustan Machine Tools Limited change its identity as HMT Limited. Today HMT Limited has 16 manufacturing units with 22 products divisions spread through the length and breadth of India. A subsidiary via HMT (International) Ltd. undertakes the exports of the company. They are also exports several items for other Indian Companies.

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HMT Limited was restructured in 1992, to facilitate better administration of the multiproduct business activities. Accordingly the following business groups were established. o Machine tool business group to concentrate on metal cutting machines. o Industrial machinery business group to deal with printing machines, die casting and metal forming machines. o Agricultural business group to concentrate on tractors o Engineering components group to deal with casting and ball screws. o Consumer products business group to deal with watches and lamps. In addition of these business groups the company owns three subsidiaries as follows. o HMT (International) Limited which undertakes over as projects and exports. o Praga Tools Ltd which manufactures machine tools. o HMT Bearing Ltd, which manufactures precision bearings in collaboration with M/s Koyo of Japan.
It was in the early past independence era that, HMT began in a small way to meet a big commitment. 'To manufacture mother machines to build modern industrial India'

DEVELOPEMENT & GROWTH OF HMT HMT was conceived by the Government of India in 1949, and was incorporated in 1953, with the objective of producing a limited range of machine tools, required for building an industrial edifice for the country. 1960's: With the success achieved in the initial years in absorbing the technology and in attaining production competence far ahead of the original plans, the Company launched a bold plan of diversification and expansion which resulted in the duplication of the Bangalore Unit and the setting up of new units at Pinjore, Kalamassery and Hyderabad. In 1967, recession struck the Indian Engineering Industry and the consumption of machine tools dipped drastically. The traumatic years of recession did indeed serve to bring to the fore two latent strengths of HMT, 56

namely, the urge to survive and the confidence to innovate. With these strengths at full play, the Company emerged from the recession with the world's widest range of machine tools and associated services under a single corporate entity. With action plans firmly launched for diversification into Tractors, Presses and Press Brakes, Printing Machines, Die Casting and Plastic Injection Molding Machines, Horological Machinery, etc., which were considered to have economic cycles that are different from those of machine tools. With a Watch Factory already established in 1961-62, additional capacities for watch production were contemplated to provide a greater cushion against cyclical fluctuations in capital goods markets and also to meet the burgeoning demand for watches. 1970's: The 70s witnessed the fructification of all the diversification plans as envisaged. 1980's: In the 80s, HMT as a part of vertical integration efforts, launched units to manufacture Watches at Ranibagh, Watch Cases at Bangalore, Stepper Motors at Tumkur, CNC Systems at Bangalore, Ball screws for use on CNC machines at Bangalore and HMT took over Indo-Nippon Precision Bearings Ltd and Praga Tools Ltd as another subsidiary. 1990's: The Company restructured itself into five Business Groups viz., Machine Tools, Watches, Tractors, Industrial Machinery and Engineering Components as part of Business Reorganization The New Millennium: HMT is now restructured with addition of three more subsidiaries to those already existing. HMT now comprises of six subsidiaries under the ambit of the Holding Company which also manages the Tractors business directly. 1. 2. 3. HMT MACHINE TOOLS LIMITED HMT WATCHES HMT CHINAR WATCHES 56

4. 5. 6.

HMT BEARINGS HMT INTERNATIONAL PRAGA TOOLS

HMT MACHINE TOOLS LIMITED The HMT machine tools Ltd is engaged in the manufacture and marketing of General Purpose Machine Tools, Special purpose machine tools, computer numerically controlled machine tools, Precision machinery system, Printing machines, Metal forming press and Ferrous and nonFerrous casting.

The product range of HMT machine tools:

BANGALORE :

o Heavy-duty lathes. o Single and multi spindle automates. o Radial Drilling Machines. o Multi Spindle Drills o Cylindrical and Surface Grinders. o Gear Cutting Machines o Laser Cutting Hobbers o CNC Turn Mill Centers o CNC Wire Cut EDM o Fine Boring Machine/SPMS
PINJORE :

o FMS & FMC o Horizontal Machining Centers o Milling Machines o Broaching Machines
KALAMASSERY :

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o CNC Turning Centers o Turn Mill Centers o Flexible Turning Cells o Offset printing machines o Paper cutting machines
HYDERABAD:

o Special Purpose Machines o Horizontal Machining Centers o FMS o CNC Horizontal Boring Machine o Bed Type and Floor Type Boring Machine
AJMER :

o Grinding machines o SPM grinders o CNC grinders

PRAGA

MAJOR MACHINIES / INSPECTION FACILITIES AVAILABLE IN DIFFERENT MACHINE TOOL UNITS:

o o o o o o o o o o

CNC Ram Type Plano millers Horizontal Machining Centers Vertical Machining Centers Horizontal Jig Boring Machines Vertical Jig Boring Machines CNC Turning Centers Turn Mill Centers Slide Way Grinders Cylindrical Grinders Internal Grinders 56

o o o o o

Precision Gear Shapers Precision Gear Hobbers Gear Grinders Induction Hardening Machines 3D Co-ordinate measuring machienes

THE KALAMASSERY COMPLEX OF HMT LTD., KALAMASSERY The kalamassery unit, 4th machine Tool unit was established in 1963 and started production in 1964. The unit originally manufactured only two type of centre lathes viz. H&LB, but later added special purpose lathes like copying and turret lathes. Model LT-20 was the first product to be indigenously development of this product was land mark in the history of the unit. The production of this machine was later licensed to M/S QETCOS Ltd Kollam Kerala, MATOOLS,Philippines Ceylon steel corporation, Sri Lanka.The original centre lathes,H&LB were then replaced by a new family of unified series of lathes, which was designed and developed by the unit, incorporating the concept of computer optimized design, manufacturing, standardization and unification.

DIVERSIFICATION OF KALAMASSERY UNIT AND BIRTH OF PRINTING MACHINE DIVISION The strategic plans of the HMT group are co-ordinate by the holding company at Bangalore. To navigate through the challenges of the new millennium, HMT seeks strategic alliances from global leaders to synergies its own strengths with symbiotic inputs from the partners. During the period 1972 73, Kalamassery unit diversified its product range to include printing machines. This was born the printing machinery division (PMK) the commercial entry of PMK was two types of letter presses Viz. RTE and TRAF Under collaboration with M/S Nebiolo of Italy. Auto plates, on indigenous development came up subsequently. During the ensuing years, the printing machinery division came up with offset press viz. OMIR in collaboration with M/s Nebiolo. Later indigenous offset presses viz. som 136 was introduced to the market. The first two color machine from HMT was OMIR in Collaboration with M/S Koenig & 56

Bener of Germany. The latest development of PMK is the paper cutting Guillotine PG 92 D3, in collaboration with M/S Divano Binders of Italy.

The Kalamassery unit of HMT is famous for development activities. Their products have always fetched awards and prizes at different trade fairs and competitions. To name of few are the prizes bagged in different IMTEX fairs by FC- 25, SBC, and SBCNC machines. The CNC lathe model STC 25 has won the VASVIK Industrial Research Award 1987 instituted by the vivdhalaxi Audyogik samsodhan vikas Kendra (Vasvik) Mumbai for outstanding advancement of science and technology.Product development at machine tool unit Kalamassery: The machine tool product of this unit have been certified by RWTUV Reinisch West falischer Technical User watchungs Vercin an international certification agency of high repute as confirming to total quality management system. Both the divisions have been awarded ISO 9001 certification by IRQS. The manufacturing shops at MTK are supported by various infrastructural facilities like, High technology, CNC machining centers, Testing facilities, foundry, heat treatment, computer system, CAD system etc. Around 800 well experienced personnel from the human resources of the unit keeping in line with the current corporate trends.

TRAINING CENTRE This unit views HRD as one of the primary concerns as a measure to increase productivity and enhance social stranding. The company has a well established training system by personnel of high technical and management skills. The HRD programmed undertaken by them include the following: o Management Orientation Programmes o Supervisory Development Programmmes
o Customer Training Programmes for to equip the customers for the optimum utilization of

HMT machines. 56

o Periodic Awareness Training Programmes for employee relating Safety, Quality, Advanced Technology, Information Technologyetc. o Multi Skill training to Machine Operators

MAIN INLAND COMPETITORS FOR THE UNIT PRODUCTS o Mysore Kirlosker Ltd. o ACE Designers o NC Machines Private Limited o Lakshmi Machine Works

MAIN FOREIGN COMPETITORS FOR THE UNIT PRODUCTS o Okuma, Japan o Nori Saiki Company Limited, Japan o Tukisama Japan o Muzak, Japan o Ikegai Japan o GDM, Germany o Churchill, England o Ernault Tayoda, Japan o Victor, Taiwan o Tuma, Korea o EMAS, Germany

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ISO 9000 ACCREDITATION: Good quality system consists of sound, technical and administrative procedures for assuring quality. Quality Assessment offers more scope for reducing costs pre requests and characteristics of good quality assurance and quality mgt. The challenge to a developing nation is to motivate processors and manufactures to adopt and implement these standards and to establish a credible nation quality registration scheme which will be recognized by trading partners. In an increasing number of markets and industries third party quality assessment and registration is becoming a pre requisite for doing business. ISO 9000 registration is considered the minimum acceptable level for a supplier and those who cannot demonstrate this minimum level may not only have difficulty in selling in certain markets they may be barren from those markets. Not only must a defendant be able to demonstrate that his product is well designed and conforms to all standards and regulations, but he must be able to demonstrate that the product is manufactured consistently within a system that conforms at least to internationally accepted standards. IN ADDITION, ISO 9000 SERIES STANDARD ALSO:
o Motivates Exporters o Sets a base line o Establishes reasonable standards for government procurement. o Focus Training and Professional Development. o Sets general market- procedure for regulating health and safety. o Reduces time- consuming audits by customers and regulators.

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o Raises levels of motivation, co-operation, workmanship and quality awareness. o Improves efficiency, reduces scrap and rework.

The following topics are dealt with in the ISO 9000 series of standards
o ISO 9000- Quality management and quality assurance standards section and use. o ISO 9001- Model for quality assurance in design/ development, production installation and servicing. o ISO 9002- Model for quality assurance in production and installation. o ISO 9003- Model for quality assurance in final inspection. o ISO 9004- Guidelines on development of quality management system to minimize costs and maximize benefits.

CORPORATE VISION OF HMT To be an Engineering Company of International Repute, Providing Best of Products & Services with Contemporary Technologies to suit Customer Needs.

CORPORATE MISSION OF HMT

o To establish ourselves as one of the worlds premier companies in the engineering field having strong international competitiveness o To achieve market leadership in India through ensuring customer satisfaction by supplying internationally competitive products and services o To achieve sustained growth in the earnings of the group on behalf of shareholders

CORPORATE PLANNING 56

There are many functions which are performed by the corporate planning dept. The main function of corporate planning department is to collect data and prepare reports which are to be sent to the main office. Corporate planning dept makes restructuring plans for HMT Kalamassery plant. Corporate planning studies the machine health. The corporate planning dept generates business plan. Capital investment decisions are taken in co ordination with other depts. Corporate planning dept generates annual production plan, electricity needs etc.

CHAPTER 4

INTRODUCTION TO THE DEPARTMENT

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INTRODUCTION In any organization for the smooth running of the organizational functions, managing of the 4ms (men, material, money, machinery) is very much essential. Out of this man is the only emotional being. So managing man has got its on importance . Some of the major functions of HR department are: Recruitment Selection Training Manpower planning Performance appraisal Welfare measures Industrial relations

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HUMAN RESOURCE MANAGEMENT AT HMT HMT has a well organized HR department in its kalamassery unit. There are separate personnel managers for machine tool division and printing machinery division. Manager HR (MTK) reports to General Manager and Manager Personnel (PMD) reports to Joint General Manager (PMD) RECRUITMENT Every organization needs man and man need organization, in that sense recruitment is an important function of any organization. Recruitment means inviting suitable applicants for a desired post. RECRUITMENT POLICY IN HMT The main objective of the policy is to identify and retain the best available young talent in the country in various field like engineering, finance, marketing etc. In HMT the following type of recruitment exist. 1. External recruitment 2. Internal recruitment External recruitment is done by the corporate personnel directorate. These includes 1. Campus recruitment 2. Through open all India advertisement Internal recruitment means recruiting people from the organization itself, for this an employee must satisfy the following a) An employee must have completed at least 3 year in the grade before being eligible for external recruitment for the next higher grade. b) Employee joining a new post on for the same for a minimum of 2 years.

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Training and Organizational Development at HMT HMT have given a very high priority to Human Resource Development (HRD) through training and organizational development activity. The company looks after the training needs of the employees right from the time he joins as a fresh recruit through to his growth in the companys hierarchy. HMTS approach to HRD is multidisciplinary, multifunctional, need based and spans all levels of personnel. The training at HMT can be categorized in o Technical training o Personnel development Programs o Organizational development Some of the field in which the company provides training is Corporate planning Engineering Finance General management Information technology Technology Medical science Quality assurance Design Export marketing General administration 56

 Human resource management Production management

Performance Appraisal
Performance appraisal is a method by which employees are given feedback about this work. So by performance appraisal, an organization can improve the employees efficiency Performance Appraisal in HMT In HMT there are two types of performance appraisal system Performance appraisal for direct employees Performance appraisal for indirect employees

Performance of the workmen is measured directly from the standard hour and efficiency. Performance appraisal system of the indirect employees is further divided in to 3 categories Performance appraisal for supervisor Performance appraisal for executives Performance improvement and development system for employees in the corporate cadre. Appraisal rating of employees is based on the following factors Job performance factors Managerial ability

Promotion Policy and Career Planning

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HMT is a forward looking organization, is committed to identify, train, develop and sustain its own human resources in such a manner as to integrate the individual career aspirations office executives with the fulfillment of the companys objectives. Towards this HMT accepts fair, and performance oriented promotion policy is a first desiderative.

Promotion policy for officers

For the purpose of promotion and career planning for executives they are codified into various groups according to the pay scale. They are,

SUPERVERSORY (S) EXECUTIVE (E) SENIOR EXECUTIVE (SE)

Promotion system
There are two types of promotion systems in HMT Promotion within the group Promotion within the groups.

Mechanics of promotion in HMT

There are some factors which are taken into account for considering the promotion. They are Qualification Length of Service Performance Appraisal Interview

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15 marks are allotted for qualification, 15 marks for length of service, 50 marks for performance appraisal and 20 marks for interview are allotted out of a total of 100 marks.

Promotion Policy of workmen

Promotion policy for the workmen is carried based on the following eligibility norms Attendance Discipline Performance Test and Interview

Welfare Measures in HMT

Since HMT is a Public Sector Organization it provides a number of welfare measures to its employees. Some of them include: Personal Accident Insurance Policy Payment under workmen compensation act Lump sum payment to family on death Family Planning Benefits Recreation facilities.

Recreation facilities are provided under the HMT Welfare Association and it has four subsidiaries HMT Social Club- for arranging conducted tours of employees and their families HMT Arts and Dramatic Club- to nature the talents of the employees in fine arts HMT Sports Club- to promote sports and games amongst employees and their family members.

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Educational Society a High School and a Library are functioning under this society.

Company also provides: Company Quarters HMT provides adequate quarters facilities for their employees. They provide drinking water at free of cost.

Transportation HMT provides comfortable travelling facilities for their employees at low cost.

Canteen Facilities HMT Company has a society to maintain canteen functions named HMT Canteen Cooperative Society

Medical Facilities HMT has one dispensary with an outpatient facility. The dispensary has one doctor and a staff nurse and a compounder. The company provides free medicines and treatment for its employees.

Shifts
Working in the company is on shift basis 8.00 AM to 4.00PM and 4.00PM to 12.00AM

Manpower in HMT
NO of direct employees : 135

NO of indirect employees (incl.ps): 364 56

Functions: Manpower planning. Recruitment Implementation of various guidelines and policies such as transfers, leaves etc. Opening/updating/maintaining personnel records. Salary certificates Promotions Industrial relations Liaison with Trade Unions Disciplinary actions as proceedings. Agreements/settlements with trade unions/Officers Association Annual Bonus/Incentive schemes/production bonus Processing of VRS/SLS applications

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Training and Development Rehabilitation of Employees Project work/organizational studies for students Welfare activities

So considering all these facts one can say that HMT is spending a huge amount for the welfare of its employees.

HUMAN RESOURCE DEPARTMENT DEPARTMENT

STRUCTURE OF HRM DEPARTMENT AT HMT

DGM(HRM)

Sr Engineer Training

AGM(HRM)

56 Sr Medical Officer

Sr Engineer civil& estate

Manger training Dy. Manager Welfare

Officer HRM

Officer IRO

Planning Department

As a result of increase in market competition and the changing technologies, it is necessary for an organization to have a planning department in order to meet the competition successfully. Due to the liberalization all over the world, world itself has become a single market and many organizations are coming into this market with different strategies. So to face these challenges from the competitors and to satisfy the needs of the customers they have to plan their strategies carefully and in advance. HMT, Kalamassery has a corporate planning department. HMT has its head office in Bangalore, where planning is done on the basis of the reports submitted there by the planning 56

departments of HMT machine tool units all over the country. Corporate planning department in HMT have a Deputy Engineer and an employee. Deputy Engineer is directly reporting to General Manager Kalamassery(GMK). Functions: The various functions of the corporate planning department are: 1.Analyzing the constraints 2.Prepare proposals for the new product development. 3.Conducting feasibility study for the products going to develop. 4.pass information production planning and other concerned departments . 5.Distribute the results of the company

Purchase Department

Introduction: Materials engineering is a genetic term coined for the combined activates of material Planning, processing & stores. The functions of these departments are enumerated below: (1) Materials Planning: I. To forecast and plan for material required for production, maintenance, servicing and spares based on the production programmed, sales forecast and request from maintenance, spares and servicing. 56

II. To follow up with purchase department for shortage items, so as to ensure the availability of right materials in right time, and issue of the same to the required department. (2) Purchasing: To procure the required quantities of quality materials at the best possible terms based on the annual production programmed/rolling assembly programmed. (3) Stores : To ensure that all varieties of materials received from external sources are properly identified, stored, preserved and protected from damages occurring due to handling or environmental deterioration and kept under safe custody. To keep proper accounting of all the material transactions. (4) Scope : The scope includes material planning procurement and storage of all materials as per production requirements. Maintains and spaces requirement for machine tools, foundry and printing machines.

The details of scope are as shown below: Material planning & control Vendor qualification & approval. Maintaining the list of approved vendors Vendor performance evaluation in co-ordination with quality assurance department Co-ordination with vendors for quality problems and corrective actions. Planning and procurement of materials as per specified requirements. Review and release of purchase order Receipt of incoming materials, co-ordination of inspection of the same Arranging for proper storage with proper identification Ensuring proper handling & preservation of materials.

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Purchase department is the one of the most important functional unit in HMT, Kalamassery. Purchase department is under the Materials & Engineering Chief (JGM materials). There are 20 employees in this department.

Finance Department

The process of financial analysis is widely employed to evaluate the past, present, and likely future performance of organization and identifying the financial strength and weakness of the enterprise by properly establishing relationship between the items of the balance sheet and profit and loss account. Major Functions of Finance Department:

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1.Accounting transactions are carried out by the company and are prepared monthly and annual financial statements like Profit and Loss Account and Balance Sheet are prepared yearly. 2.Arrange for finance to meet the working capital requirements and to meet the capital additions and other day to day needs. 3.Working Capital Management 4.Budgetary control

SAFTEY AND SECURITY Safety: The company adopts statutory measures for ensuring safety. Sixty fire extinguishers are placed at different places inside the organization. The company conducts periodical medical checkup for employees in certain areas like electroplating which affect the health of the employees. A welfare checkup is giving to employees in foundry periodically. In this department activities are carried out according to safety standards. These standards are exhibited at different places inside the organization. The employees are given several 56

safety equipments like leather gloves, PVC gloves, helmets, fire shield, dust mask, welder shield, safety shoes etc. If any accident occurs in the company, the matter will be informed to the safety department within 24 hours by the supervisors through an accident intimation form. This form is prepared in triplicate- one copy to medical department, one copy to the safety department and the third to the concerned department. The supervisor should inform to the ESI department if the injured employee have ESI. All the accidents in the factory should be communicated to the factory inspector, if the employees are disabled for more than 48 hours. There is a safety committee for discussing the problems relating to the safety of workers. Security: The main function of the security department is to protect the companys property. Gate pass is too provided for all the employees and also to those who enter the company for various purposes. There is separate entry for men and materials. This department undertakes patrolling day & night. It is the duty of security department to flag on the national flag in the morning and flag off in the evening. At present, nine permanent staff in the department. Most of them are ex-service men. Twenty employees in the department are working on contract basis. They are kept in the security department as gate keepers. The main duty of this department is to check every employee and restrict entrance for unrecognized persons.

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CHAPTER 5

SCOPE OF THE STUDY

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SCOPE OF THE STUDY

The training is the corner stone of sound management, as it makes employees more effective and productive. Training is essential for building confidence, commitment and competence. It must aim to cultivate a new attitude and behavior in human personality. It helps employees to function more effectively their present position by exposition them to the latest concepts, information and techniques administration and management can raise implementation of development plans. Training is well articulated effort to promote competence in the public service by importing professional knowledge by brocidining of vision and adoption of current patterns of behavior among the employees regarding their existing functional responsibilities. It also enables the employee to equip themselves for senior administration in the future. Their study converse the analysis of the present system of training followed in the organization. The purpose of the study is to evaluate the training result, to make necessary changes in the individual and purpose a suitable solution order to improve training programs in future.

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CHAPTER 6

RESEARCH METHODOLOGY

Research Methodology

Research refers to the systematic method consisting of enunciating the problem, formulating hypothesis, collecting the facts or data, analyzing the fact and reaching certain conclusion either in

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the form of solution towards the concerned problem or in certain generation for same theoretical formulation.

Research Design

Research design is a master plan of model for the conduct of formal investigation and survey. The research design is fact finding enquiries and survey for the collection of data. The research design is classified the purpose of investigation.

The design adopted for the study is descriptive design

Descriptive Design

It is concerned with the detailed description of certain functional variables and characteristics of problem situation. It researched includes survey and fact-finding enquires of different kinds. The major purpose of this research s description the state of affairs at it exists at present. The main characteristic of this method is that researcher has no control over variable: he can only report what has happened and what is happening.

Data Source

The source of data collection can be divided in to two

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1. Primary Data 2. Secondary Data

Primary Data

Primary data those collected by the investigator himself of the first time and those they are original in character for collecting primary data. The researcher used questionnaire.

Secondary Data

The secondary data are those which have already being collected by some other person for their purpose and published. The secondary data collected from the books and websites.

Sample Frame

This project studied at HMT Machine Tools LTD, Kalamassery.

Sample Size

The researcher used 40 samples for data collection.

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LIMITATION OF THE STUDY

1. The study is limited to some department only.

2. The study is based on the researchers own idea and insight.

3. As time period is very limited, the study cannot be a full-fledged one.

4. The study is limited to cost constraints.

5. The study is based only the information received from questionnaire.

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CHAPTER 7

ANALYSIS AND INTERPRETATION

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DATA COLLECTION INSTRUMENT

1. Have you ever felt the need of training, working as an employee of a firm?

Sl. No

Factors

No of response

1 2

Yes No

100% 0%

Total

100%

Inference

The above table shows that all the staff got the chance to attended training program in this organization.

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2. What type of training have you ever received?

Inference

The above graph shows all the employees will have different kinds of experience in their training.

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3. Does your organization provide sufficient training?

Sl. No

Factors

No of response

1 2

Yes No

62.5% 37.5%

Total

100%

Inference

In this, the majority of employees support the organization given sufficient training for the employees.

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4. How many times have you attended the training program?

Inference

The majority of the employees have attended the training program more than twice. These will shows that, the employees are well skilled workers on their work.

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5. Do you actually take part in the training program?

Inference

The 70% of the employees always take part in the training program for their improvement of skills and knowledge.

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6. Is the training conducted by?

Inference

This diagram shows the training programs will conducted by both the outside experts and in company faculty. This also shows the majority of employees are explaining like, the training program always give to the employees by in company faculties.

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7. Do you think effective training program will help in increasing productivity?

Inference

The majority of employees support the effective training will help in increasing productivity to the great extent.

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8. Are the training helps to reduce practice in real situation?

Inference

The majority of the employees supports, training helps to reduce practice in real situation by some times.

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9. Has training helps to reduce the accident rate?

Inference

The 72.5% of employees accept the training helps to reduce the accident rate.

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10. Has training resulted in increasing your skill and knowledge in jobs?

Inference

The employees support 47% on increasing skills and knowledge in their job.

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11. Are you satisfied with the existing training programs?

Inference

The 65% of employees are satisfied. But the 20% of employees are not satisfied the training programs are in the organization. The organization can concentrated their training programs to improve the skill and knowledge of the employees. This will create the utilization of employees to the great extent, and also improve the profit to the organization through better training programs.

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12. Does training enable you to reduce the time duration for a particular job?

Inference

To some extent training enable you to reduce the time duration for a particular job.

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13. Is there any feedback session after training program?

Sl. No

Factors

No of response

1 2

Yes No

77.5% 22.5%

Total

100%

Inference

The most of the employees agree that there is a proper feedback session after the training program that enables them to give suggestion to the faculty who is conducting the training program.

14. Are you interested in attending the training program?

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Inference

To the great extend 67.5% of the employees are interested in attending the training program. But the, to very little extent 10% of the employees are not interested in attending the training program because the repeated same matters twice in the training program and the duration.

15. How would you rate the training program?

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Inference

The 47.5% of the employees are rating the training program as good.

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CHAPTER 8

FINDINGS AND SUGGESTIONS

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FINDINGS

Every employees felt the needs of training.

The major part of the employees has attended the training program more than twice.

About 56% of the employees are of the opinion that training enables to increase the productivity/quality where by the profit can be enhanced.

About 72.5% of the employees believe that the training program helps in reducing the accident rate.

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 It is clear that 47.5% of training programs help in attainment of organizational goals.

Most of the employees agree that there is a proper feedback session after the training program that enables them to give suggestion.

Majority of the employees feel that the training programs are beneficent to them as it help the workers to operate the machines very efficiently.

SUGGESTIONS

1. Training must be a combination of theatrical aspects. Visual medium is also advisable. Practical training should be updated with high technology. Use modern equipment and instrument for training.

2. Training programs should be made more interactive, discussions or case studies of the relevant subject should be included.

3. Try to include more new topic in the training program. 56

4. The case studies and other development method should be based on company and industry experience.

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CHAPTER 9

CONCLUSION

CONCLUSION

The training program is an integral part of most of the organizations across the globe. Training is important for the achievement of organizational goals. To maintain competitive advantage, it has become imperative for companies to provide ongoing training and development to its employees. Through training employees gain skills, abilities, knowledge and attitude that help them perform more effectively in human resource that will provide many important benefits and return to the organization. Training serves the organization by providing a number of important functions like improving performance, updating employee skills, promoting job competency, solving problem, preparing for promotion and orienting new employees. Training involves close co-operation between line and staff personnel and each must recognize their shared authority. 56

The study reveals that HMT has made a good beginning, but also has to go a long way in ots training and development process. The company maintains a structured corporate calendar, which list out the program schedule for each gear. The company processes an organization must also prepare long range training program. Top managers interest and active support should be there in the need assessments interest and active support should be there in the need assessment process. The effectiveness of the training programs both in individual and organizational level and satisfactory in nature. To be successful training must be effectively managed, applying the basis of good management to the training function. The training administrators must promote cooperation between line and staff; receive top management support for the training program. They should be able to build flexibility in the scheduling process recognize performance problems that can be solved through training design and objective evaluation and periodically audit an outside consultant.

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BIBLOGRAPHY

BIBLOGRAPHY 1. Training manual of HMT machine tools LTD. 2. Website of the company a. www.hmt.com b. www.hmtindia.com 3. Reference Books Training for Development Mr.R.K.Sanu

4. Periodicals Training and Development journals. 56

56

ANNEXURE

QUESTIONNAIRE Employees Attitude towards Training and Development with Reference to HMT Machine Tools Limited, Kalamassery.

Dear Sir/Madam I am Alex Joseph 2nd semester MBA student under BHARATHIAR UNIVERSITY, Doing my INTERNSHIP TRAINING in your esteemed organization in the department of HR on the above topic. I request your whole hearted help and co-oporation. I assure you that all information provided by you will be used only for academic purposes.

Name: 56

Age: Gender: Department: QUESTIONS

1. Have you ever felt the need of training, working as an employee of a firm? a) Yes b) No

2. What type of training have you ever received? a) On the job training c) Apprenticeship training b) Off the job training d) Orientation training

3. Does your organization provide sufficient training? a) Yes b) No

4. How many times have you attended the training program? a) Once c) More than twice 5. Do you actually take part in the training program? b) Twice

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a) Always c) Never 6. Is the training conducted by? a) In company faculty c) Both

b) Some times

b) outside expert

7. Do you think effective training program will help in increasing productivity? a) To a great extent c) To very little extent b) To some extent d) Not at all

8. Are the training helps to reduce practice in real situation? a) Always c) Never b) Some times

9. Has training helps to reduce the accident rate? a) Yes c) Never 10. Has training resulted in increasing your skill & knowledge in jobs? a) To a great extent b) To some extent b) No

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c) To very little extent

d) Not at all

11. Are you satisfied with the existing training programs? a) Much satisfied c) Dissatisfied 12. Does training enable you to reduce the time duration for a particular job? a) To a great extent c) To very little extent b) To some extent d) Not at all b) Satisfied

13. Is there any feedback session after training program? a) Yes b) No

14. Are you interested in attending the training program? a) To a great extent c) To very little extent b) To some extent d) Not at all

15. How would you rate the training program? a) Excellent c) Average b) Good d) Poor

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 Thank you very much for your cooperation

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