CHAPTER-1

INTRODUCTION

INTRODUCTION
Trained staff is the most valuable asset of an organization. So, every organization
irrespective of its nature should provide training to all of its personnel in order to meet the
challenges of survival and growth. The need for training arises due to the following reasons.
a) To bridge the gap between employee specifications and job and organizational
requirements:
An employees present specifications may not exactly meet the organization
requirements irrespective of his past experience, knowledge, skills, qualifications etc. for
this reason the management identifies the differences or gaps between employee
specifications and job and organizational requirements. Training is required to bridge
these gaps by developing and molding the employee skills and abilities in tune with
organizational requirements.
b) Organizational viability and the Chang process:
In order to survive and grow, the organization must continuously adopt to the
changing environment. For this purpose, it should upgrade its capabilities by conducting
training programmers which foster the initiative and creativity of employees and help
them to prevent the obsolescence of skills.
c) Changing technology:
As technology is changing very fast, an organization in order to be effective should
adopt the latest technologies like mechanization, Computerization and automation.
Increasing use of latest technologies and techniques require good training for this
purpose the organization should train the employees to enrich them in the areas of
changing technical skills and knowledge.
d) Internal mobility:
Training also become necessary when there is internal mobility i.e. , when an
employee is promoted or when there is some new job or occupation to performed due to

transfer. When an employee is chosen for higher level jobs, he/she should be trained
before assigning the responsibilities.
e) Sound human relations:
As the approach to HRM has shifted from commodity approach to the partnership
approach beyond human relations approach, management has to maintain sound human
relations in addition to maintaining harmonious industrial relations. So, training in human
relations is necessary to deal with problems like transfer, interpersonal and inter group
conflicts and maintain sound human relation.

DEFINATION
Human Resource Management (HRM) is a management function that helps
Managers recruited, select, train and develops members for an organization. Obviously,
HRM is concerned with the peoples dimension in organizations. (Aswathappa, 1992).
Human Resource Management is concerned with the people who work in the
Organization to achieve the objectives of the organization. It concerns with Acquisition
of appropriate human resources developing their skills and Competencies, motivating
them for the best performance and ensuring their continued commitment to the
organization to achieve organizational objectives.
(C.B. Memoira and S.V. Gankar, 2002)

OBJECTIVES OF THE STUDY:

1. To analyze and examine the effectiveness of training and development programmers in
Hero Moto Corp.
2. To assess how often training programmers are conducted and how much are the
employees satisfied.
3. To study to what extent the training programmers are applicable to their jobs.
4. To study the employees opinion on the training and development in Hero Moto Corp.
5. To study the training needs being assessed for employees in the organization.
6. To study the various training and development practices being adopted by the organization.
7. To study the impact of training on the work performance of employees.
8. To analyze the effectiveness of training programs and suggests areas of improvement.

Need of study:
4

The purpose of study is to learn the practical applicability of the theoretical

knowledge gained about training and development process. A good place to start in
planning your own stress management would be finding the roots of your stress. It can
come from physical exertion and mental strain as well. We all have these things in our
everyday life. Its effects on our overall being can vary dramatically from others
experiences. For that reason your needs in stress management may indeed differ from
theirs as well.
Dealing with the sources of stress is best when possible. Often these are the things
we well and over worry about. Among them are finances, family planning, balancing
work/home, and often dealing with others over expectations. A good place to start in
stress management is to focus on what your limitations are. While it may seem at times
you can move mountains; don't forget after the move you will need a lot of rest.
The purpose of study is to learn the practical applicability of the theoretical
knowledge gained about training and development process.

To gain knowledge about, the process of training and development in Hero Moto
Corp

To know the effectiveness or ineffectiveness of the process of training and

development in Hero.

Scope of the study:

This study covers all aspects of training and development programs in Hero Moto
Corp. This study covers the New Entrant Manager response towards the training
programs in the organization.
This study covers all aspects of training and development programs in Hero Moto
Corp. This study covers the New Entrant Manager response towards the training
programs in the organization.
Whatever Top management feels about employees they have to express to employees
and whatever employees think about top management it must be express in other words
we can say that there should not be anything hidden while communication process. Clear
communication process will help to establish the Quality management.

Employees should be motivated by giving them authority to take decision.

Top management should trust the employees that after making huge effort to develop
employees, employees will work for the well being of organization and for human
being also.

Top managements philosophy should be clear towards Human Resource and its well
being to encourage the employees.

Management and Managers need to give equal importance.

Employees must be feeling of belongingness among the employees, and also

willingness to work as a team.

LIMITATION OF THE STUDY

1. Due to constraint of time and resources, the study was conducted in the regional sector
as Hero Moto Corp and the results of the study cannot be generated.
2. The accuracy of the analysis and conclusion drawn entirely depends upon the reliability
of the information provided by the employees.
3. Sincere efforts were made to cover maximum departments of the employees, but the
study may not fully reflect the entire opinion of the employees.
4. In the fast moving/changing employees behavior, name new and better things may
emerge in the near future, which cannot be safeguard in this report.
5. Due to non-response from some employees for some type of questions, only the
responses were given for 100% were considered in the study.
6. Because of non-availability of some the employees, I could not get the opportunity to
interview personally all the employee.

RESEARCH METHODOLOGY
7

The basic principle in the research has been adopted in the overall methodology. The
following methodology has been used for meeting the requirements,

Defining objectives.

Developing the information sources.

Collection o information.

Analysis of information.

Suggestion.
The methodology followed for collection, analysis under interpretation of data in

explained below.
1. RESEARCH DESIGNS
There are generally three categories of research based on the type of information required,
they are
1.

Exploratory research

2.

Descriptive research

3.

Casual research
The research category used in this project in descriptive research, which is focused on the
accurate description of the variable in the problem model. Consumer profile studies, market
potential studies, product usage studies, Attitude surveys, sales analysis, media research
and prove survey s are the, Examples of this research. Any source of information can be
used in this study although most studies of this nature rely heavily on secondary data
sources and survey research.

2. Data collection method

Primary data:
It is collected through the questionnaire, a formalized instrument of asking
information directly from respondent demographic characteristics, attitude, belief and
feelings through personal contracts. Structured and on disguised from of questionnaire is
used and consists of multiple choice questions.
Secondary data:
Internal secondary data about the Hero Moto Corp included formal data, which is
generated

within the organization itself, were obtained through concerned head in the

organization.
External secondary data generated by source the organization was used such as public
available data provided by the reports of the companies. All this information is of great
importance and conceptualizes and illuminates the core of the study.
3.

SAMPLE DESIGN
a) Sampling unit: the study is directed towards the executive of managerial level.
b) Sample size: sample size of 40 is taken in this study

4.

DATA ANALYSES
Simple analysis method is followed for analyzing the data pertaining to different
dimensions of employees. Simple statistical data like percentage are used in the
interpretation of data pertaining to the study. The results are illustrated by means of bar
charts.

CHAPTER-2
INDUSTRY AND COMPANY
PROFILE

10

HISTORY OF COMPANY
Hero MotoCorp is the World's single largest two-wheeler motorcycle company.
Honda Motor Company of Japan and the Hero Group entered a joint venture to setup Hero
Honda Motors Limited in 1984. The joint venture between India's Hero Group and Honda
Motor Company, Japan has not only created the world's single largest two wheeler company
but also one of the most successful joint ventures worldwide.
Hero Motocorp Ltd. formerly known as Hero Honda is worlds largest Two-Wheeler
company having its registered office in India. The company started with a joint venture
between the Japanese Two Wheeler manufacturing company Honda in 1984, but in 2010
Honda decided to move out and Hero Cycle bought their shares and became a new
independent identity.
The new company which was renamed Hero Motocorp in August 2011 is now the
worlds largest manufacturer of two wheelers. The company has been working
intelligently and trying to utilise every opportunity to promote its new brand identity.
The Company started with a vision of empowering India by its bikes and making it a
mobile and much more empowered country by taking it to global market with its world class
bikes In the 1980s Hero Honda introduced low cost and fuel efficient bikes in India. The
Japanese technology which came from their Japanese partner Honda in the Hero
motorcycles made it a huge hit in Indian market. The company continued to use the same
technology till they parted ways with Honda. The company offers wide range of two
wheelers including motorcycles and scooters.
With its three manufacturing plants located at Haridwar, Gurgaon and Dharuhera,
Hero churns out approx 3 million bikes in a year. Not only in manufacturing the company is
a real hero in customer service also with a huge network of about 3000 dealerships and
service centers across country.
MILESTONES
1983

1984

1985

Joint Collaboration Agreement with Honda Motor Co. Ltd. Japan signed.
Shareholders Agreement signed.
Hero Honda Motors Ltd. Incorporated.
First motorcycle 'CD 100' rolled out.
11

 1987

1989

1991

1992

100,000th motorcycle produced.

New motorcycle model - 'Sleek' introduced.

New motorcycle model - 'CD 100 SS' introduced.
500,000th motorcycle produced.
Raman Munjal Vidya Mandir inaugurated -A School in the memory of
founder Managing Director, Mr. Raman Kant Munjal.

1994

1997

1998

1999

New motorcycle model - 'Splendor' introduced.

1,000,000th motorcycle produced.
New motorcycle model - 'Street' introduced.
Hero Honda's 2nd manufacturing plant at Gurgaon inaugurated.
2,000,000th motorcycle produced.
New motorcycle model - 'CBZ' introduced.
Environment Management System of Dharuhera Plant certified with ISO14001 by DNV Holland.
Raman Munjal Memorial Hospital inaugurated - A Hospital in the memory of
founder Managing Director, Mr. Raman Kant Munjal.

2000

2001

2002

4,000,000th motorcycle produced.

Environment Management System of Gurgaon Plant certified ISO-14001 by
DNV Holland.
Splendor declared 'World No. 1' - largest selling single two-wheeler model.
'Hero Honda Passport Programme' - CRM Programme launched.

New motorcycle model - 'Passion' introduced.

One million production in one single year .
New motorcycle model - 'Joy' introduced.
5,000,000th motorcycle produced.
Becomes the first Indian Company to cross the cumulative 7 million sales
mark .
12

Splendor has emerged as the World's largest selling model for the third

calendar year in a row(2000, 2001, 2002).

New motorcycle model - 'CD Dawn' introduced, New motorcycle model 'Splendor +'introduced, New motorcycle model - 'Passion Plus' introduced,
New motorcycle model -'Karizma' introduced.

2004

2005

New motorcycle model - 'Ambition 135' introduced.

Hero Honda became the World No. 1 Company for the third consecutive
year.
Crossed sales of over 2 million units in a single year, a global record.
Splendor - World's largest selling motorcycle crossed the 5 million mark .
New motorcycle model - 'CBZ' introduced.
Joint Technical Agreement renewed.
Total sales crossed a record of 10 million motorcycles.
Hero Honda is the World No. 1 for the 4th year in a row.
New motorcycle model - 'Super Splendor' introduced, New motorcycle
model - 'CD Deluxe' introduced

2006

2007

2008

New motorcycle model - 'Glamour'

introduced, New motorcycle model - 'Achiever' introduced.

First Scooter model from Hero Honda - 'Pleasure' introduced.
Hero Honda is the World No. 1 for the 5th year in a row.
15 million production milestone achieved.
Hero Honda is the World No. 1 for the 6th year in a row.
New 'Splendor NXG' launched.
New 'CD Deluxe' launched.
New 'Passion Plus' launched.
New motorcycle model 'Hunk' launched.
20 million production milestone achieved.
Hero Honda Haridwar Plant inauguration.
New 'Pleasure' launched.
Splendor NXG launched with power start feature.
New motorcycle model 'Passion Pro' launched.
New 'CBZ Xtreme' launched.
25 million production milestone achieved
CD Deluxe launched with power start feature.
New 'Glamour' launched.
New 'Glamour Fi' launched.

13

 2009

2010

2011

Hero Honda GoodLife Program launched Hunk' (Limited Edition) launched.

Splendor completed 11 million production landmark .
New motorcycle model 'Karizma - ZMR' launched.
Silver jubilee celebrations.
New model Splendor Pro launched.
Launch of new Super Splendor and New Hunk.
New licensing arrangement signed between Hero and Honda.
Launch of new refreshed versions of Glamour, Glamour FI, CBZ Xtreme,
Karizma.
Crosses the landmark figure of 5 million cumulative sales in a single year .
July 29, 2011 - Hero Honda Motors changed its name to Hero MotoCorp
following the exit of its erstwhile Japanese promoter, Honda, from the
company.

Hero Honda is now Hero Moto Corp

On 11 sept. 2011 the name of company was enhanced to Hero Moto Corp
Ltd. From Hero Honda Motors and its known as Hero Moto Corp Ltd.

COMPANY PROFILE
Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest
manufacturer of two wheelers,based in India.
In 2001, the Company achieved the coveted position of being the largest twowheeler manufacturing Company in India and also, the World No.1 two-wheeler Company
in terms of unit volume sales in a calendar year. Hero MotoCorp Ltd. continues to maintain
this position till date.

Vision
The story began with a simple vision the vision of a mobile and an empowered India,
powered by its bikes. Hero MotoCorp Ltd., companys new identity, reflects its commitment
towards providing world class mobility solutions with renewed focus on expanding
companys footprint in the global arena.
14

Mission
Hero MotoCorps mission is to become a global enterprise fulfilling its customers needs
and aspirations for mobility, setting benchmarks in technology, styling and quality so that it
converts its customers into its brand advocates. The Company will provide an engaging
environment for its people to perform to their true potential. It will continue its focus on
value creation and enduring relationships with its partners.

Strategy
Hero MotoCorps key strategies are to build a robust product portfolio across categories,
explore growth opportunities globally, continuously improve its operational efficiency,
aggressively expand its reach to customers, continue to invest in brand building activities
and ensure customer and shareholder delight.

Manufacturing
Hero Honda bikes are manufactured across three globally benchmarked manufacturing
facilities. Two of these are based at Gurgaon and Dharuhera which are located in the state of
Haryana in northern India. The third and the latest manufacturing plant is based at Haridwar,
in the hill state of Uttarakhand.

Technology
In the 1980s the Company pioneered the introduction of fuel-efficient, environment
friendly four-stroke motorcycles in the country. It became the first Company to launch the
Fuel Injection (FI) technology in Indian motorcycles, with the launch of the Glamour FI in
June 2006.
Its plants use world class equipment and processes and have become a benchmark in
leanness and productivity. Hero MotoCorp, in its endeavor to remain technology pioneer,
will continue to innovate and develop cutting edge products and processes.

15

Products
Hero Honda's product range includes variety of motorcycles that have set the industry
standards across all the market segments. The Company also started manufacturing scooter
in 2005. Hero Honda offers large no. of products and caters to wide variety of requirements
across all the segments.

Distribution
The Companys growth in the two wheeler market in India is the result of an intrinsic ability
to increase reach in new geographies and growth markets. Hero MotoCorps extensive sales
and service network now spans over to 5000 customer touch points. These comprise a mix
of authorized dealerships, Service & Spare Parts outlets, and dealer-appointed outlets across
the country.

Brand
The new Hero is rising and is poised to shine on the global arena. Companys new identity
Hero MotoCorp Ltd. Is truly reflective of its vision to strengthen focus on mobility and
technology and creating global footprint. Building and promoting new brand identity will be
central to all its initiatives, utilizing every opportunity and leveraging its strong presence
across sports, entertainment and ground- level activation.

2010-11 Performance
Total unit sales of 54, 02,444 two-wheelers, (growth of 17.44 per cent)
Total net operating income of Rs. 19,401.15 Crores, growth of 22.32 per cent
Net profit after tax at Rs. 1,927.90 Crores
Total dividend of 5250% or Rs. 105 per share including Interin Dividend of Rs. 70 per share
on face value of each
Share of Rs. 2 each
EBIDTA margin for the year 13.49 per cent EPS of Rs. 96.54

16

BOARD OF DIRECTORS
Name of the Directors
Mr. Brijmohan Lall Munjal

Designation
Chairman

2.

Mr. Pawan Munjal

Managing Director & CEO

3.

Mr. Sunil Kant Munjal

Jt. Managing Director

4.

Mr. Suman Kant Munjal

Non-Executive Director

5.

Mr. Paul Edgerley

Non-Executive Director

6.

Mr. Pradeep Dinodia

Non-Executive
and Independent Director

7.

Gen. (Retd.) V. P. Malik

Non-Executive
and Independent Director

8.

Mr. Analjit Singh

Non-Executive
and Independent Director

9.

Dr. Pritam Singh

Non-Executive
and Independent Director

No.
1.

10. Mr. M. Damodaran

Non-Executive
and Independent Director

11. Mr. Ravi Nath

Non-Executive
and Independent Director

12. Dr. Anand C. Burman

Non-Executive
and Independent Director

17

PRODUCT OF HERO HONDA MOTORCYCLE

Category

Product Name
CD Dawn
CD Deluxe

Entry
Pleasure
MAESTRO
Splendor +
SPLENDER NXG
Passion PRO
Deluxe

Super splendor
GLAMOUR
Splendor PRO
GLAMOUR PGM Fi
Achiever
CBZ XTREME
Hunk

Premium

KARIZMA
KARIZMA ZMR
IMPULSE

Slogan
PUBLIC KA APNA
TRANSPORT
Naye Indian ki Nayi
Deluxe Bike
Why should boys
have all the fun?
The All New
DESIGNED TO EXCEL
Yaari ki gaadi
ab sirf style hi style
bolega
All New SIMPLY
SUPER
SIMPLY MAGNETIC
Trusted by millions
RIDE THE FUTURE
Solid like you
LIVE OFF THE EDGE
EVERYBODY
FOLLOWS THE
ALWAYS GAME
ABOVE ALL

18

Engine
Capacity
97.2 cc
97.2 cc
97.2 cc
109 cc
97.2 cc
97.2 cc
97.2 cc
124.7 cc
124.7 cc
97.2 cc
124.8 cc
149.2 cc
149.2 cc
149.2 cc
223 cc
223 cc
149.2 cc

PRODUCT PROFILE
PRICE LIST(02.10.2014)
MODEL NAME

EX.
SHOW

RTO/INS

ACC.

G.LIFE

EXWTY

R. OF
TTL

PLEASURE
MAESTRO
CD-DOWN
DC-DELUX SPK
CD-DELUX-CW
CD-DELUX S.W. SELF
CD-DELUX C.W. SELF
SPLENDOR 10 SPOKE
SPLENDOR 10 CAST
SPLENDOR PRO KIK SPK
SPLENDOR PRO KIK CAST
SPLENDOR PRO SELF SPK
SPLENDOR PRO SELF CAST
SPL NXG KIK SPOKE
SPL NXG KIK CAST
SPL NXG S.W SELF
SPL NXG C.W. SELF
PASSION PRO(S.W.) KIK
PASSION PRO(C.W.) KIK
PASSION PRO(S.W.) SELF
PASSION PRO(C.W.) SELF
PASSION PRO(DSC) SELF
GLAMOUR C.W. SELF(NEW)
GLAMOUR C.W. SELF DISK
GLAMOUR DISCW-KIK-FI
GLAMOUR DISCW-SLF-FI
SUPER SPLENDOR CW NEW
CBZ XTREEM (REAR DISK)
CBZ XTREEM(REAR DRUM)
HUNK SELF (NEW) (fr /disk)
HUNK SELF(NEW)(fr & redisc)
IMPULS
KARIZMA-R
KARIZMA-10

42663
47511
37137
39593
41384
41998
42920
43937
44961
44858
45882
46905
47929
42914
44449
45677
46701
46598
48135
48645
49669
51716
53430
55477
58624
62769
51613
70341
67270
66095
69166
70803
80107
100781

4250
4600
4000
4150
4200
4250
4300
4400
4450
4450
4500
4550
4600
4300
4400
4500
4550
4600
4700
4750
4800
5000
5250
5400
5550
5650
4900
6500
6000
5900
6150
6300
6850
7900

2400
2400
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
900
350
350
350
350
350
350
350

250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250
250

550

50110
54760
42840
45440
47290
47950
48920
50040
51110
51010
52080
53160
54230
48910
50550
51880
52950
52900
54540
55100
56170
58420
60400
62600
65890
70140
58240
78010
74440
73160
76490
78270
88170
10989
0

NOTE:- Price can be change time to time.

19

550
550
550
550
550
550
550
550
550
550
550
550
550
550
550
550
550
550
550
550
570
570
570
570
570
570
570
570
570
570
610
610

COLOURS OF BIKE
N
o.
1

MODELS

COLOURS COMBINATION

CD Dawn
Black With Gold Stripes, Black With Purple Stripes,
Boon Silver Metallic, Candy Blazing Red, Classy Maroon
Metallic
CD Deluxe
Boon Silver Metallic, Candy Blazing Red, Classy Maroon
Metallic, Black With Red Stripes, Black With Purple
Stripes
Pleasure
Dream Orange, Candy Blazing, Aqua Green, Sports
Red, Evony Grey, Light Purple
MAESTRO
Electric Blue, Harvest Green, Blazing Red, Pearl White,
Panther Black, Force Silver
Splendor +

Excellent Blue, Hi Granite Blue, Black With Purple

Stripe 1, Purple Stripe 2, Purple Stripe 3, Black With
Silver Stripe, Cloud Silver, Candy Red
SPLENDER NXG

Vibrant Blue, Black With Red Stripes, Black With Purple

Stripes, Black With Silver Stripes, Force Silver Metallic,
Candy Blazing Red
Passion PRO

Sport Red, Black With Sports Red, Vibrant Blue, Black

With Heavy Grey, Black With Frost Blue, Leaf Green
Metallic, Force Silver
Super splendor

Cloud Silver, Candy Blazing Red, Heavy Grey, Graphite

Black, Vibrant Blue, Black With Fiery Red, Black With
Electric Purple
GLAMOUR

Black With Tornado Grey Metallic, Black With Frost Blue

20

Metallic, Candy Blazing Red, Black With Vibrant

Orange, Black With Sports Red
Splendor PRO

10

Excellent Blue, Black Monotone, Black Purple, Candy

Blazing Red, Heavy Grey, Hi Granite Blue, Cloud Silver,
Palace Maroon

GLAMOUR PGM
11 Fi

Black With Sport Red, Candy Blazing Red, Shield Bold

Metallic

CBZ XTREME

12

Sport Red, Digital Silver, Max Brown Metallic, Flaming

Orange, Panther Black Metallic
Hunk

13

Panther Black, Ebony Grey, Force Silver, Bold Brown,

Marine Green, Sports Red, Blazing Red
KARIZMA

14

Power Black, Ebony Grey, Daring Yellow, Spotlight

White, Sport Red
KARIZMA ZMR

15

Panther Black Metallic, Vibrant Orange, Blazing Red,

Spotlight White
IMPULSE

16

Grassland Green, Deep Sea Blue, Terra Rossa, Canyon

Orange

21

GOOD LIFE PROGRAMME

The Hero Moto Corp Good Life Program is designed to compliment your good life in
every way. It brings you an easy to use privilege card packed with special rewards and
benefits. And it doesnt end here. It also provides you with a free riders insurance worth 1
Lakh to ensure your peace of mind. Whats more, your Hero Moto Corp Good Life Program
membership rewards you with points on all your spends. So make the best use of your card
and redeem your points for fabulous rewards!
Winner of the month:- All members enrolled in a month get a chance ot participate in an
exciting lucky draw and 4 lucky winners get a chance to win a Splendor+.
Referral Points: - Earn additional 3000 points on referring a Hero MotoCorp two-wheeler
to your friends-n-family members and 6000 points on upgrading your own two-wheeler.
First Transaction Benefit: - You can earn the First Transaction Gift on your first program
transaction through the card and also earn 500 points as first transaction benefit.
Discount on Spares & Accessories:-Start receiving a special discount of 5% on the
purchase of spares and accessories on your successful enrollment and free wash coupon
(with limited validity period).
Points Earned on Money Spent:-Accumulate points on the purchase of service, spares and
accessories at an authorized Hero Moto Corp dealership or service centre. Each rupee spent
gets translated into one point earned.
Free Rider's Personal Insurance:-Get a free Personal Accidental Insurance worth Rs. 1
lakh on your successful enrolment.
Go Green:-Get 50 Green Reward points for every Pollution Under Control check of your
vehicle. Present the Pollution Under Control certificate to the dealer and earn your points.
Service Bonus :-Get 100 points per service and 500 as continuity bonus on every 6th
regular service
Bonus Points on Birthday:-Earn bonus double points for every transaction done on your
birthday and get special greetings too. *Terms & Conditions Apply
Special Value Offers:-Exclusive invities to events and special value offers from our
partners, selected especially for you.
Redeem points, take home your gifts
As you continue your journey with us, you can redeem your points for fabulous gifts.

22

DEALER PROFILE
JAI HERO was established in the year 1992 at Rajnandgaon (C.G.).

Three

entrepreneurs as a partner have started JAI HERO SHOW ROOM.

DEALERS NAME (PARTNERS)
1.MR.LAXMINARAYAN SINGH
2. MR.DEVWRATH SINGH
3.MR.RATNESH SINGH
JAI HERO is authorized dealer of HERO MOTOCORP LTD. At Rajnandgaon (C.G.) .

23

DEPARTMENT :1. Sales

2.Spares
3.Services (pre delivery inspection, good life, extended warranty)

FINANCE AVAILABLE FROM :1.INDUSIND BANK LTD

2.HDFC
3.ICICI
4.SHRI RAM CITY FINANCE
5.UNION FINANCE

PRIVATE FINANCE available from:1.RISHAB FINANCE

2.DHANESH FINANCE
3.BEARER FINANCE

2.9 COMPETITORS
1. BAJAJ
2. HONDA
3. TVS
4. SUZUKI
5. YAMHA
6. ROYAL ENFIELD
7. MAHINDRA
8. KINATIC

24

2.10 DEALERS ORGANIZATION STRUCTURE

OWNER

Show Room

Service Station

Godown Incharge
incharge

Floor Line Suplier

Front Line suplier

Delivery bike
Mechanics

P.D.I. Incharge

Delivery boy

Helper

Account Manager
incharge

Cashier

Mechanics

Bill Booking Executive

Finance Executive
Sales Executive

P.D.I. Incharge

R.T.o. insInsurance
Service Adviser

25

Wash boy

Parts supplier

VISION AND CORE VALUES

The business strategies and practices have to be changed continuously and they should be
adapted to a changing world. Towards this direction many great companies have developed
their policies for their vision for future is core values. The Hero also set the vision and core
values.
VISION:
Hero in their continuous pursuit for excellent Moto Corp quality and customer
satisfaction is committed to achieve cost leadership optimally utilizing their resources by
Striving for zero accidents, zero quality complaints and zero down-time.
Enhancing individual skill through training and motivation.
Total involvement through participative management activities.
Creating healthy and safe environment.
Continuous efforts for improving productivity
CORE VALUES:

To make the contribution for the advan Moto Corp of the society and humanity.

To help the public and government to take up construction activities for individual/
national development.

To develop the rural areas and provide employment opportunities.

Updating of latest technologies to meet the challenges

HERO MOTO CORP - QUALITY POLICY

Hero Moto Corp s is committed to produce and deliver quality Moto Corp as per customers
requirement in compliance with applicable standards and continually improve the
effectiveness of the quality management system with an aim to enhance customer
satisfaction.
26

THIS SHALL BE ACHIEVED BY:

Improvement in quality of raw materials inputs.

Progressive improvement in productivity and equipment efficiency.

Total involvement of employees through participative management activities.

Enhancing individual skills through training and motivation.

Reduction of chronic losses.

Technological innovations.

HERO MOTO CORP

ENVIRONMENT POLICY
Hero Moto Corp s is engaged in manufacturing of Moto Corp and are committed to protect
the environment through continual improvement by reducing pollution, energy, water
consumption and maintaining clean and green environment by implementing environmental
management system as per ISO-14001.
OBJECTIVES:

Reducing the emissions and other pollutants form all sources.

Comply with relevant environment legislation and regulation as applicable to our
plant operations.
Maintaining clean and green environment by reducing energy and water
consumption.
Providing training to all the employees for achieving the required objectives and
targets, Subjects to review.
This policy available to all our employees can be made available to public demand.

HERO MOTO CORP - OCCUPATIONAL HEALTH & SAFETY POLICY

At Hero Moto Corp s, continual improvement in occupational health safety performance,

and strive to target of zero accident.
OBJECTIVES:
To improve work facilities to reduce risk by implementing occupational health and
safety management programs.
To create awareness and involve all employees and interested parties in
implementing OHS policy and objectives.
To comply with applicable legislation and other regulations.
27

 To reduce leakages to create a healthy and safe environment.

To further improve the healthy measures by implementing the systems of periodical
medical check up of the employees.

CHAPTER-3
REVIEW OF LITERATURE

28

REVIEW OF LITERATURE
Human Resource Management
Introduction to HRM
Every organization irrespective of its nature and size has four resources namely men,
material, and machinery. Of these men I. e., people are the most vital resources and they only
make all the differences in an organization. In this connection L.F. Urwick says that Business
houses are made? broken in the

long run note by the markets or capital, patents, or

equipments, but by men. Peter F. ducker says that, man, of all the resources available to
name can grow and develop. This gives geneses to the concept of HRM, the sub system. HR
is the central sub-system of an organization. As the central sub- system, it controls the
functions of each sub system and the whole organization.

Concept
Human resource management is concerned with the human beings in an organization. It
reflects a now philosophy, a new outlook, approached and strategy, which views an
organizations manpower as its resources and assets.
Human resource management is a managerial function which facilitates the effective utilization
of people (manpower) in achieving the organizational and individual goals.
Simply, HRM is a management function that helps the managers to recruit, select, train and
develop the organizational members for the purpose of achieving the stated organizational
goals.
In the present scenario, HRM is used as a synonym to personnel management and the
personnel department is called as hr department.

29

Definition
HRM is defined as follows,
The part of management which is concerned with the people at work and with their
relationship within an enterprise. It aims to bring together and develop into and effective
organization of the men and women who make up an enterprise and having regard for the wellbeing of the individuals and of working groups, to enable them to make there best contribution
to its success
-National institute of personnel management, India.
Human resource management is a series of decisions that affect the relationship between
employees and employers; it affects many constituencies and is intended to influence the
effectiveness of employees and employers.
- Milkovich l boudreau.

Scope of HRM
HRM has a very vast and wide scope. It is concerned with activities starting from manpower
planning till the employee leaving the organization. Accordingly, the scope of HRM includes
procurement, development, maintenance and control of the personnel in the organization
The labor as personnel aspect:
If is concerned with manpower planning , recruitment , selection, plaMoto Corp ,
induction, transfer , promotion , demotion, terminating, traning and development , lay off and
retrenchment, wage and salary administration , incentives, productivity etc.
1.

The welfare aspect:

It deals with working conditions and amenities such as canteens, crches, restrooms
,lunch rooms, housing, transport, medical assistance, education, health and safety , recreation ,
washing facilities , cultural facilities etc.
30

2.

The industrial relations aspect

This is concerned with union-management relations , joint consultation , negotiation,
collective bargaining, grievance handling , disciplinary action , settlement machinery for
industrial disputes etc.

HRM includes the following activities under its purview.

Human resource planning.

Recruitment, selection, and plaMoto Corp .

Orientation, training and development.

Job analysis and design.

Role analysis and role development.

Career planning and communication.

Performance appraisal.

Human relation.

Safety and health.

Wage and salary administration.

Compensation and reward.

Grievance redressed.

Quality of work life and employee welfare.

Organizational change and development.

Industrial relation.

Need for training

31

Need for training arises to

1)

Improve performance

2)

Improve productivity

3)

Improve quality of product/service

4)

Improve organizational climate

5)

Improve health and safety

6)

Reduce resistance to change

IMPORTANCE OF TRAINING:
The importance of human resources management to a large extent depends on
human resources development. H.R.D. is nothing but training of employees and training
as its most important technique. No organization can get a candidate who exactly suits
with the job and the originations requirements. Hence, training becomes necessary is
important to develop the employee and make him suitable the job. Training works
towards value additions to the company through HRD.
Job and organizational requirements are not static rather they are changed dynamic.
From time to time in view of the technological advanMoto Corp and charge in the
awareness of the total quality and productivity management (TQPM). The objectives of
the TQPM can be achieved only through training, which helps to develop human skills
and efficiency. Training employees would be a valuable asset to an organization.
Organizational efficiency, productivity, progress and development to a greater
extent depend up on training. If the required training is a not provided. It leads to
performance, failure of the employees. Organizational objectives like viability, stability
and growth can also be achieved by providing through training. Training is important, as
it constitutes a significant part of management control.
32

The training, enhances four Cs for the organization viz.

Competence

Commitment

Creativity

Contribution

BENEFITS OF TRAINING:
How training Benefits the Organization:

Leads to improved profitability and or more positive attitudes towards profits,

organization.

Improves the job knowledge and skill at all levels of the organization.

Improves the morale of the workforce.

Helps people identify with organizational goals.

Fosters authority, openness and trust.

Improves the relationship between boss and subordinates.

Aids in organizational development.

Learns from the trainee.

Helps prepare guidelines for the weak aids in understanding and carrying out
organizational policies.

Provides information for future needs in all areas of the organization.

Organization gets more affective in decision-making and problem solving.

Aids on developing leadership skills motivating loyalty, better attitudes and other
aspects that successful workers and managers usually display.

Helps keep costs down in many areas, e.g. production, personnel, administration etc.,

33

Develops a sense of responsibility to the organization for being competent and

knowledgeable.

Improves labour management relations.

Reduces outside consulting costs by utilizing competent internal consulting.

Stimulates preventive management as opposed to putting out fires.

Eliminates sub-optional behavior (such as hiding tools).

Creates and appropriate climate for growth and communication.

Helps employees adjust o change.

Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits to the individual, which to turn ultimately should benefit the

organization:

Helps the individual in making better decisions and effective problem solving.

Though training and development, motivation variables of recognition achievement,

growth, responsibility and advanMoto Corp are international and operationalised.

Aids in encouraging and achieving self-development and self-confidence.

Helps a person handle stress, tension, frustration and conflict.

Provides information for improving leadership knowledge, communication skills and

attitudes.

Increase job satisfaction and recognition.

Moves a person towards personal goals, while improving interactive skills.

Satisfies personal needs of the trainee (and trainee)

Provided and the trainee an avenue for growth and say in his/her own future.

Develops a sense of growth in learning.

34

Helps a person develops speaking and listening skills also writing skills when
exercised required.

Helps eliminate fear in attempting new skills.

Benefits in personnel and human relations, Intra and Inter-Group Relations

and policy implementation::

Improves communication between groups and individuals.

Aids in orientation for new employees and those taking new jobs through.

Transfer for promotion.

Provides information on equal opportunity and affirmative action.

Provides information on other governmental laws and administrative policies.

Improves inter-personal skills.

Makes organizations policies, rules, and regulations viable.

Improves morale.

Builds cohesiveness in groups.

Provides a good climate for learning, growth and co-ordination.

Makes the organization a better place to work and live.

Need for Training:

The need for training arises due to the following reasons:
To march the Employee specifications with the job requirements and organizational
needs. Management finds deviations between employee present specifications and the job
requirements and organizational needs. Training is needed to fill these gaps by developing and

35

making the employees skills knowledge, attitude, behaviour etc., to the turn of the job
requirement and organization.
Organizational variability and the transformation process:
The primary goal of the organization is that their viability is continuously influenced by
environments pressure. If the organization does not adapt itself to the changing.

Technological Advances:
Every organization in order to survive ad to be effective should adopt the latest
technology, i.e. mechanization, computerization and automation. Adoption of latest
technological means and methods will not be complete o enrich tem in the areas of changing
technical skills and knowledge from time to time.
Organizational Complexity
With the emergence of increased mechanism and automation manufacturing of multiple
products and by-products or dealing in services of diversified lines, extension of operations,
to various regions of the country or in overseas countries, organizations of most of he
companies has become complex. They create he complex problems of

co-ordination

and integration of activities adaptable to the expanding and diversifying situations. This
situation calls for training in the skills of co-ordination, integration and adaptability to the
requirements of growth, diversification and expansion.
Human Relations:
Trends in approach towards personnel managers has changed from the commodity
approach to partnership, crossing the human relations approach. So today management of most
of the organization has to maintain human relations besides maintaining sound industrial
relations although hitherto the managers are not accustomed to deal with the workers
36

accordingly. So training in human relations is necessary to deal with the human problems
including alienation interpersonal and inter group conflicts etc.
Changes in Job assignment:
Training is also necessary when the existing employee is promoted to the higher level in
the organization and when there is some new job or occupation due to transfer. Training is also
necessary to equip old employees with the advanced disciplines, techniques or technology.

The need for the training also arises to:

Increase Productivity

Improve quality of the product/Service

Help a company to fulfill its future personnel needs.

Improve organizational climate.

Prevent obsolescence

Effect personal growth

Minimize the resistance to change and

To act as mentor

Training objectives:
The personnel manager formulates the following objectives in keeping with the
companys goals and objectives.
To prepare employee both old and new to meet the present as well as the changing
requirements of the job and the organization.

To prevent obsolescence.

To impart new entrants the basic knowledge and skill they neeed got an intelligent
performance of definite job.
To prepare employees for higher level tasks.

37

To assist employees to function mote effectively inherit present positions by exposing

them to the latest concepts, information and techniques and developing the skills they
will need in theist particulate fields.

To build up a second line of competent officers and prepare them to occupy

responsible positions.

To develop the potentialities of people for the next level job.

To ensure smooth and efficient working of department.

To ensure economical output of required quality.

more

To promote individual and collective morale, a sense of responsibility co-operative

attitude and good relationships.

ASSESSMENT OF TRAINING NEEDS

Training needs are identified on the basis of organizational analysis, job, analysis and
man analysis. Training program, training methods and course content are to be planned on the
basis of training needs. Training needs are those aspects necessary to perform the job in an
organization in which employee is lacking attitude/aptitude, knowledge and skills. Training
needs = job and organizational requirement- employee specification.
a) Training needs can identify through identifying.
Organizational needs based on
1) Organizational strength and weakness in different areas.
2) Back drop of organizational objectives and strategies.
b) Works needs based on
1) Jobs to be performed after training.
2) Information about details of working of different jobs.
3) Setting standards of performance of various jobs.
4) Examining of existing methodologies of doing the job to meet the set standards.
c) Human resource analysis based on
1) Individual employee, his abilities, his skills, his knowledge and attitude.
38

2) Inputs required for job performance.

3) Individual growth and development in terms of career planning.

ASSESEMENT METHODS:
The following are some of the methods use to assess the training needs.

Organizational requirements/weaknesses.

Departmental requirements/weaknesses.

Job specifications and employee specifications.

Identifying specific problems.

Anticipating future problems.

Managements requests observations

Interview

Group conferences

Questionnaire surveys

Test or examinations

Performance appraisal.

Principles of training:
A number of principles have been evolved over the years, which can be followed as
guidelines by the trainees. These are essential in order to promote efficient learning, long term
retention, application of skill s and knowledge learned in training to the actual job situation.
Some of them are,
a. Motivation
b. Progress information
c. Rein for Moto Corp
d. Practice
39

e. Full vs. part

f. Individual difference

Areas of training
Organization provides training to their employees in the following areas.
a) company policies and procedure
b) specific skills
c) human relations
d) Problem solving
e) Managerial and supervisory skills
f) Apprentice training

Training methods:
On-the-job methods

off-the-job methods

1)

Job rotation

vestibule training

2)

Coaching

role playing

3)

Job instruction

lecture methods

4)

Step by step training

conferences or discussions

5)

Committee assignments

programmed instruction

ON-THE JOB TRIANING METHOD

This type of training, also known as objective instruction, training, is the most
commonly used method. Under this method, the individual is placed on a regular job and
taught the skills necessary to perform the job. The trainee learns under the supervision
and guidance of a qualified worker instructor. On-the-job training has advantage of
giving firsthand knowledge and experience under actual working conditions. While the
trainee learns how to perform the job, he is also a regulars worker rendering the serve for

40

which his paid. The problem of transfer of the trainee is also minimized as the person
learns on the job. The emphasis is placed on rendering the services in the effective
manner rather than learning. How to perform the job on-the-job training method include
job rotation, coaching, job instruction or stop by step training g and committee
assignments.
I.

Job rotation: this trainee involves the movement of trainee form one job to another.
The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments. Though this method of trainings
common in training managers for general management position, trainees can also be
rotated from hob to ob in workshop jobs. This method gives an opportunity to the
trainee to understand the problems of employees of other jobs and respect them.

II.

Coaching: the trainee is placed under a particular supervisor functions as a coach in

training the individual. The supervisor provides the feedback to the trainee on his
performance and offers his some suggestions for improvement. Often the trainee
shares some of the duties and responsibilities of the coach and relieves his of his
burden. A limitation of this method of training is that the trainee may not have the
freedom or opportunity to ex press his own ideas.

III.

Job instruction: this method is also known as step by step training. Under this
method, trainer explains the trainee the ways of doing the jobs , job knowledge and
skills allows him to do the job . The trainee appraises the performance of the trainee,
provides feedback and corrects the trainee.

41

IV.

Committee assignments: under the committee assignment, group of trainees are

given an asked to solve an organizational problem. The trainee solves the problem
jointly. It develops teamwork.

OFF-THE JIB METHOD:

Under the method of training, the trainee is separated from the job situation and his
attention I focused upon learning the material related to his future job performance. Since
the trainee is not distracted by job requirements, he and place his entire concentration on
learning the job rather tan speeding in performing it.
There Is a opportunity for freedom expression for the trainee, the methods are as follows:

I.

Vestibule training: in this method, actual work conditions are simulated in a

classroom. Materials, files and equipments those are used in actual job performance
are also used in training. This type of raining I commonly used for training
personnel for clears and semi skilled jobs. The duration of this training ranges from
days to a few weeks theory can be related to practice in this method.

II.

Role playing: it I s defined as human interaction that involves realistic behavior in

imaginary situations. This method of training involves action, doing and proactive.
The participant play the role of certain characters, such as production manager,
mechanical engineer, maintenance engineer, superintendents, quality control
inspectors, fore-men. Workers and the like. The method I mostly used to develop
interpersonal interactions and effectively ion.

III.

Lecture method: the lecture is a traditional method and direct method of

instruction. The instruction organizes the material it to a group o trainees in the form
of a talk. To be effective the lecture must motivate and create interest among the
trainee an advantage of lecture method it is direct and can bi used for large group o

42

trainees. Thus cost and tin=me involved are reduced. The major limitation of the
lecture method is that it does not provide for transfer of training effectively.
IV.

Conference: it is a method obtaining the clerical, professional and supervisory

personnel. This method involves a group of people who pose ideas, examine a those
facts, ideas and data, test assumptions and draw concussions, all of which contribute
to the improvement of job performance.

V.

Programmed instruction: in recent years this method has become popular. The
subject matter to be learnt is resents in a series of carefully planned sequential units.
These units ate arranged from simple to more complex levels of instructions. The
trainee goes though these units by answering questions or filing the blanks. This
method is expensive and consuming.

VI.

Evaluation of training programme: the specification of values forms a basis of

evaluation. the basis of evaluation and the mode of collection of information
necessity for evaluation should be determined at the planning stages the process of
training evaluation has been defined as any attempt to obtain information on the
effects of training performance and to asses the also of training ting the light of than
information. Evaluation is crucial in ascertaining whether or not the training
program is providing to be effective and its objectives ate being achieved.
Evaluation leads controlling and coercion the training programs. Humbling
suggested five levels at which evaluation of training cal take palaces. They are
reactions, learning, job behavior, organization, ultimate value.

VII.

Feedback: training evaluation information should be provided to the trainers and

instructors, trainees ads all other parties concerned for control, corrections and
improvements of trainees activities. Further the training evaluator should follow it

43

up to ensure implementation of the evaluation report at every state. Feedback info

maroon can be collected on the basis of questionnaire or through interview.

Benefits of training:
Training is important as it is the most significant part of management control.
Training facilitates the management to achieve its organizational goals effectively by the
effective utilization of human resources. Training g is benefices to both employees and
the organization in the following ways.
Benefit to the organization: training is advantageous to the organization in the following ways.

I.

improved productivity:
Training helps the employees to improve their performance level. A well trained

employee can perform a task/activity at a faster rate and accurately by using better
methods of work. This improvement in manpower performance helps the organization to
achieve high and improved productivity.
II.

Improved quality of work:

In training programmed, employees ate taught standardized and better methods of

performing activities. Well trained employees ate less likely to make functional mistakes.
This proficiency of employees facilitates the organization to improve the quality of work.
III.

Cost and wage reduction:

Trained employees perform less functional /operational mistakes and make more

economical use of materials and machinery. This reduces wastages and results in
increased productivity with high quality and reduction in cost per unity. Training even
reduces the maintenance cost due to fewer machine breakdowns and better handling of
equipments.
44

IV.

Reduced supervision:
A well trained employee tends to be self-supportive, highly motivated and requires

less assistance and control. This reduces the supervisors burden and in turn increases the
span of supervision.
V.

Reduced accidents:
Training reduces the frequency of accidents because a well trained employee adopts

the right and safety work methods. Even the health and safety of employees can be
improved.

VI. Employee growth and high morale:

Training enhances the knowledge and skills of employees guiding them to grow
faster in their career. This facilitates the organization to achieve its goals effectively.
Proper training develops positive attitude among employees and this improves the morale
and job satisfaction. Training even reduces the grievances as a well trained employee I
given the opportunity of promotion and job security.
Improved organizational climate:
A sound programmed improves the organizational climate including, harmonious
industrial

relations,

improved

discipline,

decentralized

authority,

participative

management, reduced resistance to change and organizational stability.

Thus, it can be concluded that training is an investment in people and a systematic
training is a sound business investment.
HRIS:

45

Human resource information system is systematic procedure for collecting, storing,

maintain, and retrieving data need by an organization about its human recourse and
various activities that ate relevant for their management.
HRC:
In the present highly complex environment , HR counseling has become drive
responsibility of HR manager as counseling plays vital role in different aspects of
managing

human resource like career planning and development , performance

management , stress management, and other areas which may effect employees
emotionally. The basic objective of counseling is to bring an employee back to his
normal mental position in which he was before the emotional problem emerged.

SENSITIVITY TRAINING:
Sensitivity training is a small-group interaction process in the unstructured form
which requires people to become sensitivity to others feelings in order to develop
reasonable group activity.
CIPP APPROACH:
This approach takes context, process and product for evaluation.

Context evolution: involves evaluation of training and development needs analysis and
formulation objective in the light of needs.

Input evaluation: involves evaluation of determining policies, budget, schedules, and

procedures for organization programmed.

Process evaluation: involves of preparation of reaction sheets, rating scales and analysis
of relevant records.

46

Product evaluation: involves measuring and interpreting the attainment of training and
development objectives.

PERFORANCE APPRAISAL
Performance appraisal is the systematic evaluation of the individual with regard to
his or her performance on the job and his potential for development.
JOB ANALYSIS:
Job evaluation process starts with the base provide by job analysis. Job analysis
identifies various dimensions of a job in two forms, job description and job specification.
Job descriptions provide responsibility involves in the performing of the job while job
specifications provides attributes required in the job performer.

MAKING HR-COMMUNICATION EFFECTIVE:

It is essential that special efforts are taken to make HR communication effective.
These efforts are need because HRC suffers due to operation of a number of barriers
against it which are as follows.

Inadequate appreciation of need for HRC by the organization

Inadequate appreciation of what is to be communicated.

Tendency of keeping HR policies and practices confidential.;

Language problem in the case of multi-lingual composition of workforce.

Cost involved in HR communication.

47

CHAPTER-4
48

DATA ANALYSIS & INTERPRETATION

DATA ANALYSIS & INTERPRETATION

1.

The knowledge/ skills (technical & behavior) imparted through training is relevant
to your work
a) Agree

b) Partly agree

c) Disagree

Accepted level

%of response
60%
20%
20%
100%

Agree
Partly agree
Disagree
Total

49

Interpretation:

60% of the employees agreed that training is relevant to their job/work, where as
20% partly agreed and 20% have disagreed.

2.

Do you think training is a continuous process in your organizations?

a) Yes

b) No

c) Most of the times

Accepted level
Yes
No
Most of the times
Total

%of response
30%
40%
30%
100%

50

Interpretation:

30% of employees accepted that training is a continuous process in their

organization, where as 40% of the employees said no and 30% of employees said
that it is for most of the times.

3.

Training will accelerate in updating your knowledge & skills?

a) Strongly believe b) Might be

c) No

Accepted level
Strongly be leave
Might be
No
Total

%of response
55%
10%
35%
100%

51

Interpretation:

55% of employees strongly believed that training will accelerate in updating

knowledge and skills where as 10% said that training might accelerate in updating
knowledge and skills and 35% said no.

52

4.

Is need based training imparted in your organization?

a) Yes

b) No

c) Some times

Accepted level

%of response
55%
10%
35%
100%

Yes
No
Some times
Total

Interpretation:

55% of employees said yes that training is imparted in their organization, 10% said
no and 35% of the total employees said that it is only imparted at some times.

53

5. Based on the individual training needs employees are nominated for the
Training program
a) Yes

b) No

c) Some times

Accepted level

%of response
80%
5%
15%
100%

Yes
No
Some times
Total

Interpretation:

80% of the employees said that based on the individual training needs employees

are nominated for the training program where as 5% of them said no and 15% of them said
that it is only for some times.

54

6.

Suggestions given regarding the training program are taken into consideration for
Future improvement in training programs
a) All improvements suggested

b) Realistic suggestions c) Relevant

Accepted level
All improvements suggested
Realistic suggestions
Relevant
Total

%of response
42%
42%
16%
100%

Interpretation:

42% of the employees accept that improvements are suggested and the other 42% of
the employees accepted that suggestions are realistic where as 16% of employees say
that suggestions are relevant

55

7. Will training imparted in your organization improve productivity directly or

Indirectly ?
a) Agree

b) Disagree

c) Partly agree

Accepted level
Agree
Disagree
Partly agree
Total

%of response
80%
15%
5%S
100%

Interpretation:

80% of the employees strongly agree that training will improve productivity, where
as 5% of employees just agree and only 15% of the employees disagree.

56

8. Will the training methodology and policies have impact on the culture of the
organization?
a) Agree

b) Partly agree

c) Disagree

Accepted level
Agree
Partly agree
Disagree
total

%of response
55%
35%
10%
100%

Interpretation:

55% of employees have agreed that training methodology and policies will have
strong impact on the culture of the organization, where as 35% of the employees
have partly agreed and the rest 10% of the employees have disagree.

57

9. Keeping in view of the present and future requirements of the organization. Is the need
based training programs are organized at the regional level?
a) Mostly

b) Some times

c) Not at all

Accepted level
Mostly
Some times
Not at all
Total

%of response
20%
65%
15%
100%

Interpretation:

65% of employees have said that need based training programs are organized
keeping in view of the present and future requirements of the organization, where as
20 % of employees agree mostly relevant and 15% have conved not at all

58

10.

How do you find the atmosphere of the employee development centre in your
Organization?
a) Friendly

b) Formal

c) up to expected level

Accepted level
Friendly
Formal
Up to expected level

%of response
65%
20%
15%

Total

100%

Interpretation:

65% of employees feel that the atmosphere of employee development centre in their
organization is friendly and 20% of employees say that is formal. 15^ of employees
say it is up to expected level.

59

11. Does the training have a positive motivational effect on the employees.
a) Strongly agree

b) agree

c) partly agree

Accepted level

%of response
65%
20%
15%
100%

Agree
Partly agree
Disagree
Total

Interpretation:

65% of employees agree that training has a positive motivational effect on the
employees, where as 20% of employees partly agree, 15% partly agree.

60

12.

The quality of the faculty identified for training programs in general are
a) Very efficient

b) Qualified

c) satisfactory

Accepted level
Very efficient
qualified
satisfactory
total

%of response
60%
20%
20%
100%

Interpretation:

60% of employees say that the quality of faculty identified for training programs in
general are very efficient and 20% of employees said that they are qualified and 20%
of employees say that they are satisfactory.

61

13.

Is the training schedule structured and followed in the training program?

a) Structured

b) structured with flexibility

Accepted level
structured
structured with flexibility
Total

%of response
50%
50%
100%

Interpretation:

50%of the employees agree that the training schedule is structured with flexability
and 50% of employees agree that it is structured.

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14.

Do you think training needs are identified and relevant training is given in the
Organization?
a) Yes

b) Sometimes

c) No

Accepted level

%of response
42%
42%
16%
100%

yes
some times
no
Total

Interpretation:

42% of employees say yes that training needs are identified and relevant training is
given in the organization and 42% of employees say some times, and 16% say no.

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15. Who plays the major role in identifying training needs and relevant training
Programme to be given?
a)
b) head of the
human resource

Accepted level
Immediate boss
Head of the department
Human resource development
Total

%of response
65%
15%
20%
100%

Immediate boss
department c)
development

Interpretation:

65% of employees say that the immediate boss plays major role in identifying the
training needs head of the department, where as 15% say that its the head of the
department and human resource development 20%

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16) How do you think that the training has helped you?
a) Through increasing productivity

b) through enhanced skills c) others

Accepted level
Through increasing
productivity
Through enhanced skills
Other
Total

%of response
70%
5%
25%
100%

Interpretation:

70% of employees agree that through increasing productivity the training has helped
them, 5% through enhanced skills and 25% other.

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17. Which training method do you use in the company?

a) On job training
c) Apprenticeship

b) job instruction training

d) class room or off job method

Accepted level
On the job training
Job instruction training
Apprenticeship
Class room or off job method
Total

%of response
30%
20%
25%
25%
100%

Interpretation:

30% of employees says that they use on the job training in their company, 20% says
job instruction training 25% says apprentice ship, 25% class room method or off job
method.

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18.

Development is mainly designed for?

a) Managers

b) Executives

c) Staff

Accepted level
Managers
Executives
Staff
All the above
Total

d) All the above

%of response
20%
10%
10%
60%
100%

%of response

20%
m anagers 60%

executives

s taff

Interpretation:
67

10%
10%

all the above

20% of employees agree development is mainly designed for managers, 10% for
executives, 10% for staff 60% for managers, executives, staff.

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19. What is the duration of training program you prefer?

a) Monthly

b) Quarterly

c) Twice in a year

Accepted level
Monthly
quarterly
twice in a year
once in a year
total

d) Once in a year

%of response
30%
40%
20%
10%
100%

Interpretation:

30% of the employees agree duration of training programs monthly, 40% quarterly,
20% twice in a year 10% once in a year.

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20. According to your opinion the main objectives of training may be?
a) To improve the quality of the service/production rate
b) To improve individual efficient
c) To fast service / production activities
d) To understand about norms

Accepted level
To improve the quality of the services
To make individual efficient
To fast service or production activities
Understand about norms
Total

%of response
10%
50%
30%
10%
100%

Interpretation:

50%

of the employees sat that the main objectives of training to make individual efficient,

30% to fast service, production activities, 10% to improve the quality of the service
production rate 10% to understand about norms.

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CHAPTER-5
FINDINGS & SUGGESTIONS and
CONCLUSION

71

FINDINGS
1) There is a healthy relationship between the peers, subordinates, and superiors in
Hero Moto Corp.
2) In this organization maximum no. of employees are agree with the management
considering their ideas and suggestions on some occasions only.
3) In this organization Training programs will helps the employees in achieving both
individual goals and organizational goals.
4) Maximum no. of employees is satisfied with the Training program conducted by
Hero Moto Corp.
5) Employers are gained knowledge at work place after attending this Training
program.
6) For new joiners in organization training method are conducted like coaching and
besides orientation programs.
7) Training will be very useful to employees in their present job.
8) Training program helps employees to take new challenges in their present job.
9) Most of the employees are using new skills in their present job.
10) According to the training program employees to take new roles in the organization.
11) With the help of training program employees will increase their productivity.
12) After this Training program they are doing their job more confidently.
13) Training program brought positive impact on employee behavior.

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SUGGESTIONS:
1) Hero Moto Corp should conduct more and more training programs related to the
functional competencies of employees.
2) Hero Moto Corp should ensure that whenever they take feedback from employees
their suggestions are taken into consideration and implemented as soon as possible this
will make employees to give honest and appreciate feedback.
3) Hero Moto Corp in this regard should conduct a forum for feedback so that real time
information is available with respect to training needs of the employees.
4) Aim of any company is to be ensure that all employees apply techniques learnt in
training program on the job hence at each level skill base training should be given.
5) The need is for the management to bring the most efficient trainers to the training
programs. Trainers can be selected on basic of their rating in the corporate world.
6) Here the management has to improve the quality of Training programmers in Hero
Moto Corp a quality based approaches can be used.
7) While evaluating the Training programmers the feedback will be collected each and
every day in Training period. And also the feedback form can be distributed to the
employees every day in the lunch break.

73

Conclusion
1) Through these Training Programmers the employees of the company get to know the
realities of the company working procedures and thereby come up with the vision of
the organization. So, these kinds of training programmers should be conducted quite
regularly in the company so as to assure development of the employees.
2) This kind of training also helps in building networks through different people from
different backgrounds coming under one roof through such Training and
Development programmers, which actually integrates the whole organization
through sharing of different skills and cultures.
3) These kind of training programmers brings a ray of confidence in the employees,
that they are updated with the global procedures, new technological developments
etc:
4) The training provided ensures that employees enhance their overall skills i.e.
behavioral and technical skills for their overall development.

74

BIBLIOGRAPHY:

A Authors Name

Title of Book

C. B. MAMORIA
S SUBBA RAO

P CRSONNEL MANAGEMENT
I INDUSTRIAL RELATIONS AND

P MICHIEAL
STEPHEN P. ROBBINS

PPERSONNEL MANAGEMENT
H HRM & HR
O ORGANIZATIONAL BEHAVIOR

WEBSITES:
www.heromotocorp.com
www.scribd.com
www.projects4mba.com
www.docstoc.com

QUESTIONNARIE

75

I would be grateful if you would kindly spare some time to answer the
questionnaire. This information will be used purely for academic purpose and would be
kept confidential.
NAME

DEPARTMENT:

DESIGNATION :

EMPLOYEE NO:

1. Is the Training program introduced new concepts in your area of working?

a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

2. Is the Training program introduced new concepts in area of your personality
development/Human relations?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

3. Is the Training program useful to you in your present job?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

4. Is the Training program helps you to prepare you for the future jobs in your area of working?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

5. Is the Training program helps you to take new challenges in your present job?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

6. Is the Training program helps you to take new roles in this organization?
a). Strongly Agree

b). Agree

c). Cant say

76

d) Disagree

e). Strongly Disagree

7. Do you often apply this knowledge in your work place while performing the jobs?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

8. Is the Training program brought change in your perception about your jobs?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

9. Do you attained new skills in this Training program?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

10. Are you using the new skills in your present job?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

11. Could you increase your productivity with the help of this training?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

12. After this training, are you doing your job more confidently?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

13. After this training, your relations with your colleagues and superiors are improved?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e).

Strongly Disagree

14. Whether the financial resources given with the training program you received, can you
increase the output?

77

a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

15. For the concepts of Training program to work, Is they need to be institutionalized?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

16. Was the inputs received in your Training program can be implemented in team or
individually?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

17. Is there is a significant impact on your performance with this Training program?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

18. Is the Training program brought positive impact on your behavior?
a). Strongly Agree

b). Agree

c). Cant say

d) Disagree

e). Strongly Disagree

19.

Some

of

achievements

are:-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------20.

Any

relevant

information:------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

78