A Project Report On The Satisfaction Level of The Employees Regarding Training Programme at Kirloskar Electric Company

The satisfaction level of the employees regarding training programme at Kirloskar Electric Company
EXICUTIVE SUMMARY
KIRLOSKAR is known for the excellence of its quality and the wide range of motors not only in India but also throughout the world. The project was undertaken in Kirloskar Electric Company Ltd, Unit-II, Hubli. The study was made to know Training & development of employees in KEC. INDUSTRY PROFILE: The world electric power industry provides a vital service essential to modern life. It provides the nation with the most prevalent energy form known in history electricity. It advances the nations economic growth and productivity; promotes business development and expansion and provides solid employment opportunities to workers globally in general and India in par like every other industrial sector in India, the Indian Electrical/ Electronics Industry too is slowly emerging from out of its protective cover. For far too long has Indian Industry remained shackled and consequently inward looking. The Indian Electrical/ Electronics Industry are of course further besieged by fact that there is a dearth of business on account of lack of investment in the power infrastructure. COMPANY PROFILE: Kirloskar Electric Company Ltd., Indias leading manufacturer of electric motors was established in 1969. The company manufactures a variety of products covering AC Induction Motors, AC Generators, DC Machines, Transforms, AC Control equipments, etc. Laxmanrao Kirloskar is the founder of KEC. Laxmanrao Kirloskar is often referred to as Ford of India.His words breathe the spirit with which the Kirloskar Industrial journey began.
Babasabpatilfreepptmba.com
Page 1
Major Products are: Small and medium AC Motors- 0.09 KW to 90 KW Small and Medium AC Generators -1KVA to 90 KVA Motorizes Gear Units-0.09KW to 90KW CERTIFICATION: K.E.C. Unit II at Hubli has both ISO: 9001 and CE mark and CSA Certification for its products. SCOPE OF THE STUDY: A study was conducted at KEC Ltd, Hubli to known the satisfaction level of the employees regarding training programme. The questionnaire for this survey was framed considering those factors where corrective action can be taken at KEC. The study is limited to the permanent employees. Need For the Study:
1.
To know that whether training program should be there in the organization To know that feedback after the training play an important role on part of employees. To know that whether training given in an organization suits their particular field To know that training feedback and effectiveness whether help employees to improve their
2. 3. 4.
performance level on the job. OBJECTIVES OF THE STUDY: 1) 2) 3) 4) To Study the training and development process at KEC Ltd. To study the effectiveness of training program. To study the attitude of the employees towards training program. To study the improvement of productivity after training. Babasabpatilfreepptmba.com Page 2
RESEARCH METHODOLOGY: Sampling: The study was conducted at Kirloskar Electric Company Ltd, UNIT-, Hubli. It has 562 employees working in different departments. For the purpose of the study 100 employees have been chosen as a sample size by convenient random sampling Research Design: Research is conducted by using survey method. Out of 562employees 100 employees was chosen as a sample size through convenient random sampling. With the help of questionnaire I have done Personal interaction with the respondents, and the survey is restricted only to the employees of KEC. Sources Used For The Study: I took Questionnaire as a measuring tool for this survey. Data collection method: Data was collected from both primary and secondary source. The study was based on sampling method, 100 respondents were selected for the study. All the interviews were conducted in the factory premises. 1) Primary data collection: Primary Data was collected through questionnaire and Personal interview. Each interview took about 10 to 15 minutes. 2) Secondary data collection: Secondary data was gathered from company manuals, company guide, and information from Internet & through observations.
Page 3
FINDINGS OF THE STUDY: 1. It is found that training programs are more practical & applicable on the job. 2. It is found that trainings are effective because it helps to enhance the technical knowledge.
3. It is found that training helps to change the attitude of employees towards the job.
4. It is found that training is productive if applied by professionally trained people
RECOMMENDATIONS OF THE STUDY: 1. The HR department should conduct briefing and debriefing sessions for employees for
training as to give them an idea as why training is been conducted and what they have to learn in the training program conducted and also after training completion they should take feedback as to how effective was the training so that the necessary improvements in training program can be considered and implemented. 2. The HR department should provide training by professionally trained people.
CONCLUSION: To conclude, it can be said that, all different steps and changes adopted by the organization determine the success of the organization so the HR department is effective enough as to manage change and bring pride to the organization by conducting continuously training programs so as to enhance the personal growth of an individual.
Page 4
INTRODUCTION OF THE STUDY

PROJECT TITLE: Training and Development of employees at KEC It is my immense pleasure to do my project on the topic Training and Development of employees in KEC, Hubli. KEC is known for the excellence of its Engineering, quality and reliability not only in India but also throughout the world. It is great opportunity for me to do the project from such an esteemed company. The project was required for the partial fulfillment of MBA Ind SEM in SVMVVs Institute of Management Studies, Ilkal
INTRODUCTION ABOUT TRAINIG AND DEVELOPMENT Organization & individual for their survival & attainment of mutual goals should develop & progress simultaneously; this can be done mainly through training technique. Because training is the most important technique & it is value addition to the organization through Human Resource Development for the development of the employee. The employee she/he been selected, placed & introduced in an organization should be provided with training facilities in order to adjust & make them suitable for the jobs, as no organization can get a candidate who exactly matches with the job & organizational requirements. The trained employees are the valuable assets to any organization. Training in the organization mainly Vega the difference between the job requirements & employees present specifications. So employee training is the most important sub-system, specialized & one of the fundamental operative functions of Human Resource Development. Organizational efficiency, productivity, progress & development, also organization viability, stability & growth to greater extent depends on training. If the required training is not provided it leads to the failure of the
Page 5
performance failure of the employees. Training enhances the competence, commitment, creativity & contribution for the organization. Training is the act of increasing the knowledge & skill of an employee for doing a particular job. In other words, training improves change & moulds the employees kin
NEED FOR TRAINING: i. To match the employee specifications with the job requirements & organizational needs.
Training is needed to fill these gaps by developing & molding the employees skill, knowledge, attitude, behavior etc to tune the organization needs & job requirements. ii. For the organizational viability & transformation process so the organization has to train its
employees to impart specific skills & knowledge in order to contribute to organizational efficiency & to cope with the changing environment iii. Every organization in order to survive & to be effective should adopt the latest technology
i.e. mechanization, computerization & automation. So to adopt these technologies the organization should train the employee to operate them & enrich them in the areas of changing technical skills & knowledge from time to time. iv. For the organizational complexity it occurs because of the increased mechanization &
automation manufacturing the products & by-products or dealing in services of diversified lines extension of operations to various regions & overseas countries. This creates a complex problem, & this situation calls for training in the skills of coordination, integration, & adaptability to the requirement of growth, diversification & expansion. The Training needs also arise to: Increase productivity
Page 6
Improve the quality of the product/service Improve organizational climate. Effect personal growth Help a company to fulfill its future personnel needs. Prevent obsolescence
How to make training effective: Determine the training needs through job description, performance appraisal, potential appraisal and discussion with employees. Prepare a training calendar in discussion with the managers concerned. Define the training objectives specifically. Select the efficient faculty Methods of Training 1. on-the job training: Here, the individual is placed on a regular job and taught the skills necessary to perform that job. The trainee learns under the supervision and guidance of a qualified worker or instructor. It gives firsthand knowledge and experience under the actual working conditions. Job Rotation: This involves the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments. This method gives an opportunity to the trainee to understand the problems of employees on other jobs. Babasabpatilfreepptmba.com Page 7
Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individuals. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvements. But the trainee may not have the freedom or opportunity to express his own ideas.
Job Instruction: This method is also known as training through step by step. The trainer explains to the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee. Committee Assignments: A group of trainees are given and asked to solve an actual organizational problem. The trainees solve the problem jointly. It develops teamwork. 2. Off the job training: The trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees. Vestibule training: Actual work conditions are simulated in the classroom. Material, files and
equipments, which are used in actual job performance, are also used in training. This type of training is commonly used for training personal for clerical and semi-skilled jobs. Theory can be related to practice in this method.
Page 8
Role-playing: It is a method of human interactions that involves realistic behavior in imaginary situations. This method of training involves certain characters. This method is mostly used for developing interpersonal interactions and relations. Lecture Method: The instructor organizes the material and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate and create interest among the trainees. This method is direct and can be used for a large group of trainees. Costs and time involved are reduced.
Conference or discussion: This method involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions, which contribute to the improvement of job performance. Programmed instruction: The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks. Advantages of training:
Increased Productivity: An increase in skill usually results in an increment in both quality and
quantity of output.
Heightened Morale: Possession of needed skills help to meet such basic human needs as security
and ego satisfaction.
Collaborate personnel and human relations programmes can make a
contribution towards morale, but they are hollow shells if there is no solid core of meaningful work down with knowledge, skill and pride. Babasabpatilfreepptmba.com Page 9
Reduced Supervision: The trained employees are one who can perform with limited supervision.
Both employee and supervisor want less supervision but greater independence is not possible unless the employer is adequately trained.
Reduced accidents: More accidents are caused by deficiencies in people than by deficiencies in
equipment and working conditions. Proper training in both job skills and safety attitudes should contribute towards a reduction in the accident rate.
Training Process: 1) 2) 3) 4) 5) 6) 7) 8) 9) 10) Design the training needs Job and organizational analysis Evaluate the trainee Prepare cost budget and foresee budget Design training content, teaching methods and media Prepare the instructions Get ready to teach Implement the training program Present the operations Gain the acceptance of the program
Page 10
11) 12) 13)
Try out the trainees performance Evaluate the results Update the program
Methods of Training Evaluation:

Immediate assessment of trainees reaction to the programme.
Trainees observation during the training programme. Knowing trainees expectations before the training programme and collecting their views regarding the attainment of the expectations after training. Seeking opinion of the trainees superior regarding his / her job performance and behavior before and after training. Evaluation of trainees skill level before and after training program. Measurement of improvement in trainees on the job. Cost benefit analysis of the training program Seeking opinion of trainees colleagues regarding his / her job performance and behavior Measurement of levels in absenteeism, turnover, wastage / scrap, accidents, breakage of the machinery during pre and post period of the training program. Babasabpatilfreepptmba.com Page 11
Seeking opinions of trainees subordinates regarding his / her job performance and behavior.
INDUSTRY PROFILE
Electrical Industry Overview The world electric power industry provides a vital service essential to modern life. It provides the nation with the most prevalent energy form known in history electricity. It advances the nations economic growth and productivity; promotes business development and expansion and provides solid employment opportunities to workers globally in general and India in particular. It is a robust industry that contributes to the progress and prosperity of our nation. Today the electric power industry operates in a hybrid model of competition and regulation. The worldwide electrical and electronics industry is growing at a fast pace which consist of manufactures, suppliers, dealers, retailers, electricians, electronic equipment manufacturers. Power industry restructuring, around the world, has a strong impact on Asian power industry as well. Indian power industry restructuring with a limited level of competition, since 1991, has already been introduced at generation level by allowing participation of independent power producers. The new electricity act 2003 provides the provision of competition in several sectors. It is felt that the prevailing conditions in the country are good only for wholesale competition and not for the retail competitions at this moment. Babasabpatilfreepptmba.com Page 12
As per the recent survey, the global electrical and electronics market is worth $1,038.8 billion, which is forecasted to grow to $ 1216.8 billion at the end of the year 2008. if we talk of electrical and electronics production statistics, the industry accounted for $1025.8 billion in 2006, which is forecasted to reach $1051.5 billion in future. Size of the electric industry: Top three electrical and electronic goods manufacturing countries in the world are: United States of America, Japan and Korea respectively. The United States of America being the largest producer of electronic products worldwide contributes the total share of around 21%. Furthermore, USA is at the forefront to have the largest market share with around 29% in the global market.
The worlds electrical market size was $1038.8 billion in 2006, since last year an increase of 10.6% is forecasted to grow even more. The industrial electrical goods industry size was $651.3 billion, contributing around 62.7% of the total. With regard to electronics part and components sectors, the total market share was around $282.7 billion i.e.27.2% while home electronics was $104.7 billion. This figure is supposed to increase in this decade. Major production and export centers: As electronic manufacturing industry is growing with a fast pace, Western Europe is developing gradually to contribute this industry. Western Europe comprising of 16 countries is contributing around 22% of the global market share. Simultaneously, ease\tern Europe is forecasted to grow about $24 billion in 2013 from $9 billion in 2006. If we talk of Asia pacific region, china, Japan, north and South Korea, Singapore and India are the top manufacturer of electrical and electronic products. Among these Asian countries, china is becoming the manufacturing region of electronic products on the globe. In United States of America, cities like new York, Atlanta, Colorado, Detroit, Florida, new England, san Diego, san Francisco and Texas can be named as industrial hubs of electronics industry.
Page 13
At present, Asia is growing with more seed in comparison to Americas and Europe. In 2002, Asia occupies 41% of total electronics market share, which grew up to 56% in 2007. Those days are not far away when Asia will become the market leader globally. Products are heading towards new destinations where cost is less than other place with higher costs involved. These places offer the most long term potential for market growth. Companies indulged in manufacturing electrical products are investing a lot on research and development for the best products to meet the demand of the market. They are manufacturing the product with best quality at reduced cost due to many competitors.
INDIAN ELECTRICAL INDUSTRY Prospects of the Indian Electric/ Electronic Industry: Like every other industrial sector in India, the Indian Electrical/ Electronics Industry too is slowly emerging from out of its protective cover. For far too long has Indian Industry remained shackled and consequently inward looking. Over the past fifty years there was no exposure to global players and competition, with the result that the Industry grew up in a sheltered environment, dependent on the Government for everything, from licenses to protection to tariffs. Each one of these interventions was aimed at securing protection for oneself and ensuring growth of ones own organization at the cost of industry and the nation at large. Lack of global competition encouraged a cost plus approach, where every conceivable cost increase was passed on to the customer. There was thus no motivation to reduce costs With deli censing, decontrol and deregulation, Indian Industry has suddenly been exposed to global competition. Since last decade, India has witnessed what global players have achieved and what they are capable of achieving. We are becoming aware of competition on our turf. Babasabpatilfreepptmba.com Page 14
In this scenario, every company complains of increased competition, lower order books and shrinking margins. The Indian Electrical/ Electronics Industry is of course further besieged by fact that there is a dearth of business on account of lack of investment in the power infrastructure. Many organizations in this industry are looking overseas to develop the export markets owing to reduced demand at home.
FACTORS GOVERNING THE GROWTH OF THIS INDUSTRY Every industry thrives on some supporting factors. In this connection, there are few factors governing the growth of electrical and electronics industry:
Research & development played an important role to the increased productivity and higher-
value added electrical and electronics products.
Foreign investments accelerated growth in production and export as well. To expand their
business, foreign companies have done huge investment which leads developing countries in establishing production units. Global industries like Medical, Telecommunications, Industrial & Automotive industries
have been cordially supported by electrical & electronics industry. Increased in income changed living standards of the common mass. As a result, it increased
the demand of electronics especially consumer electronics products globally.
Page 15
Electric & Electrical industry is highly fragmented which comprises of many small and
medium size enterprises resulting into a huge industry. Asia Pacific region is emerging as the most spinning place for the consumer electronics
industry, as the markets remain still unbroached.
COMPANY PROFILE
Kirloskar Electric Company Ltd., Indias leading manufacturer of electric motors was established in 1969.Today, this company manufactures a variety of products covering AC Induction Motors, AC Generators, DC Machines, Transforms, AC Control equipments, etc. TOTAL AREA OCCUPIED The Unit II is spread over a wide area of 110 acres, segmented into 1 guest house, recreational club, quarters [executives] 4 quarters for emergency services. MAJOR PRODUCTS Small and medium AC Motors- 0.09 KW to 90 KW Small and Medium AC Generators -1KVA to 90 KVA Motorizes Gear Units-0.09KW to 90KW CERTIFICATION Babasabpatilfreepptmba.com Page 16
K.E.C. Unit II at Hubli has both ISO: 9001 and CE mark and CSA Certification for its products. ABOUT THE FOUNDER Mr. Laxmanrao believed that, A Companys progress was determined by the integration of man and his intellect with technological growth and this was proved by the pioneering achievements of the Company. The Kirloskar Group of companies is committed to Innovation, Quality and Continuing Technological Advancement. Laxmanrao Kirloskar is often referred to as Ford Of India..
A countrys progress has been closely linked to effective harnessing and use of electrical energy for the benefit of its people. Kirloskar Electric Companys endeavor has been to contribute cost effective solutions in all application of electricity. They are actively involved in supplying electrical industrial electronic equipment, systems to industry, agriculture and utilities. In all these ventures, their focus has been to provide state of the art technology that can living standards and thereby make the environment a better place to live in. In the words of Mr. Laxman Kirloskar: My faith is in the human intellect. It gives us our means to create wealth by directing our talents towards procedure work. And therefore, freedom for individual ability is the only way a society can prosper. After all, you cannot distribute wealth unless you first create it. And you cannot create it unless you know how His words breathe the spirit with the Kirloskar industrial journey began. And this spirit has continued through the passage of time. K.E.C Ltd. An ISO 9001 certified company was established in 1946 with its registered office at Rajajinagar in Bangalore. As a part of diversification activity, K.E.C Ltd. started another unit at Hubli in 1969, to manufacture Electric motors ranging from Babasabpatilfreepptmba.com Page 17
fractional horsepower to motor up 20HP. Under the leadership of Shri Laxmanrao Kirloskar and Shri N.W.GUJAR, K.E.C unit-1
ORGANISATION STRUCTURE OF KEC UNIT II HUBLI
Chief Executive Deputy General
Personnel
Production Departme
Finance Departme nt
Engineeri ng Departm ent
Quality Assuranc e
Marketin g
M.M.D
Stores
Central Planning Manager) Page 18 (Assistant
Departme nt
nt Babasabpatilfreepptmba.com (Manager) (Manager) Departm
(Assitant (Deputy Manager) Manager)
(junior Manager)
INTRODUCTION OF KEC LTD

The K.E.C Unit II, Hubli was founded on 2nd march 1969 and is situated on Gokul road, Hubli580030. It covers 110 acres, which presents a gigantic picture. K.E.C Unit-II is also known, as KAYTEE SWITCHGEAR LTD. is a subsidiary unit of K.E.C. It is mainly concerned with production whereas K.E.C looks carries out all other activities. The main branch is at Bangalore. The board of Directors at Bangalore formulates all the policies and plans. Kaytee switchgear Ltd. has been set up under the Arrangement Scheme U/S 391- 394 of Companys Act 1956, which has been approved by the honorable High Court of Karnataka. Certain specified assets and liabilities of K.E.C have been transferred to KSL. Thus KSL has come into existence from 4th August 2003. Babasabpatilfreepptmba.com Page 19
KSL has been brought into existence to overcome financial problems which are the results of accumulated losses of 30 crores because of heavy competition. Performance of K.E.C has been disappointing as concerned to the financial year 1997-1998. This unit is the only one unit that seems to be contributing to the profits in terms of turnover, which is the highest among all over units of K.E.C group. The production activity is carried out throughout the year in this unit.
MISSION, VALUES AND QUALITY POLICY

QUALITY POLICY The Quality of KEC Ltd. shall be to design, manufacture and market at competitive prices, products of such quality, which relates in customer satisfaction, quality reputation and market leadership. MISSION 1. 2. market. 3. 4. To maximize Return on Investments. To achieve International levels of excellence in technology and quality. Babasabpatilfreepptmba.com Page 20 To remain a leading producer of Electric Technology products in India. To continuously grow in our business and become a significant player in the world
VALUES 1. Products of highest technology and quality. 2. Customer Orientation. 3. Team Work among our people. 4. Profit of Growth.
HEAD OF DEPARTMENTS HODS

1. 2. 3.
CEO PERSONNEL FINANCE MARKETING MMD COMPUTER Q.A PRODUCTION
: Shri S. Panikar. : Shri U. Parameshwar. : Shri B.G. Malogi. : Shri V. Ramprasad. : Shri Ashok Adakoli. : Shri D.A. Desai. : Shri Manoj Torvi. : Shri D.S. Odeyar. Page 21
4. 5. 6. 7.
8.
9.
SHOP III MSD, MED
: Shri K.K. Nagaraj. : Shri S.V. Purohit.
10.
MAJOR IMPORTERS OF KEC PRODUCTS: 1. 2. 3. 4. 5. 6. AFRICA GERMANY MIDDLE EAST SOUTH EAST ASIA UNITED STATES OF AMERICA UNITED KINGDOM
MAJOR COMPITITORS OF KEC, HUBLI: Crompton Greaves Ltd, Bhandup. Babasabpatilfreepptmba.com Page 22
Siemens N.G.E.F The GEC of India Ltd, Paharpur Works. Bharat Biilee Ltd, Thane. Asia Brown Boveri Ltd, Faridabad. Remi.
COLLABORATIONS OF KEC: Kirloskar Electric provides latest technology products to customer. Towards this, it has entered into collaborations with foreign companies apart from indigenous Research and Development efforts some of the major collaborations are 1. 2. 3. 4. 5. AEG, Germany AEG, Germany OCREV, Italy FUJI Electric, Japan University of WUPPERTAL Germany : AC Induction Motors. : AC Generators. : Cast ResinTransformers. : Inverters. : Vector Control invertors.
BOARD OF DIRECTORS Babasabpatilfreepptmba.com Page 23
Vijay Kirloskar Agarwal .S.N Anil Kumar Bhandari Sarosh. J. Ghandy Mythili . BalSubramanian Ramesh. D. Damle Malik. P.S Venkatesh Murthy. D.R Company Secretary Auditors
: : : : : : : : : :
Chairman and Managing Director Director Director Director IDBI Nominee LIC Nominee Dy. Managing Director Director Sales & Marketing P. Y. Mahajan B.K.Ramdhyani & co. Bangalore
PRODUCT PROFILE: HUBLI UNIT MANUFACTURES MAINLY 1) AC Generators 1. Single phase. 2. Three phase. Application of AC Generators I. II. III. Air conditioning Farm Houses Shops Babasabpatilfreepptmba.com Page 24
IV. V. VI. VII. VIII. IX. X.
Domestic Offices Petrol Bunks Restaurants Railways Movable Power Towers Defence
1 AeroTec
2 Tubular Motor Type 15/12 to 30
Page 25
Aquero
VariEco
Motor with Force Cooling Unit
Armatures
Page 26
Page 27
2) AC Motors (Small and medium range) up to 90 watt and various types. 1. 2. 3. Prime series motors. Loom and card motors Flame proof motor
Applications of AC Motors I. II. III. IV. Pumps Fans Compressors Conveyors and industries etc.
Company design and manufacture their products according to the standards of ISO( International Organizational for standardization ) IEC( International Electro technical Commission) BIS( Bureau of Indian Standards) BSI( British Standards Institution) JEM( Japan Electrical Manufacturing Association)
Page 28
TRAINING AT KEC
Training plays a very prominent role in the human resource polices of Kirloskar Electric Company. At Kirloskar Electric Company, there is a system of conducting regular training programmes according to the need plan prepared at the beginning of the year. The training programmes are conducted between first and 15th may of every month with the help of outside faculties and companys resource persons. The personnel department organizes the training programmes. The training needs are identified at the beginning of the year. There are a number of department at Kaytee Switchgear Co. and each department has their own training needs. These departments send training need requisition from to the personnel department. The personnel department then sorts out the topics, the criteria being usefulness and profitability. That is, they check whether these topics are useful to the employee and whether it actually results in improve job performance and in turn profitability for the company. The concept of usefulness and profitability I entirely subjective and depends upon the person who sorts out the requisitions. For the purpose of sorting out topics the training topics are classified under four heads: Quality topics Technical topics General topics Management topics
The sorted out topics are further filtered out, by checking for faculty and time, course content and profitability.
Page 29
OPERATING GUIDELINES: A) Training needs survey: Training requirements survey prior to the commencement of an operative year.
1)
Head of departments are provided with guidelines that cover the basic
purpose for
training and various courses from which the needs can be assessed. Following factors to be considered.
2)
Strategic plans of the organization and weak operational areas as estimated
by top
management. 3) 4) 5) 6) 7) 8) 9) B) Training requirements as projected by HOD and the individual employees. Reporting officers remarks in Performance Appraisal reports. Training effectiveness reports of previous years performance. Refresher training requirements in critical areas. Career planning and succession planning inputs. Inputs required by new entrants. Training arising out of promotions and transfers. Training schemes:
Training schemes are prescribed for senior executives, managers, supervisors and operators in the areas of managements, marketing, technical, information technology quality and general programs. But the company is not conducting the training programs as per the planned schedule due to various reasons. Babasabpatilfreepptmba.com Page 30
TYPES OF TRAINING CONDUCTED AT KEC FOR EMPLOYEES 1) 2) 3) 4) 5) 6) 7) 8) 9) 10)

11)
Bearing Assembly Product finishing Mechanical metrology Electrical testing Fits and Tolerance Crimping Jigs and Fixtures & modern cutting tools Winding 5s concepts Safety Organizational behavior
Page 31
DEPARTMENTS
FINANCE DEPARTMENT This department is the back bone of the company. The major financial activity is being carried at the head office Bangalore. The financing activity is being divided into 3 heads: 1. 2. 3. Accounting. Taxation. Financing. ACCOUNTING Providing/ facilitating finance information to the various departments. Controlling / reducing the costs of department. To effective management in the organization.
TAXATION This involves buying and selling of goods outside the company. It is levied by the central government on manufactured unit. It was basically started in the year 1944 known as addvalorm which meant some percentage of value charged to customers. Present rate of central excise duty is 16% for each component on sale value added with education cess of 2% plus 1% on basic and after that the profit in the product is decided. Only 4% is actually paid affirm the other 12% is been paid by the supplier as per the invoice raised.
Page 32
FINANCING Managing of WCM based in management information system. It includes inventory control, daily collection, payments. Altogether managing with available funds. Attaining internal and external auditing.
Finance department is the blood of any business organization to survive. Any organization handicapped by finance will never complete an ultimately results in failure and a burden to economy. Finance department is concerned with planning and controlling of company financial resources. The company policy is formulated and credit worthiness of the customer is evaluated audits such as cash audit, internal audit, cost audit is done per month. In the finance department of KEC UNIT-II, there are 26 staff members contributing towards the effective functioning of the department.
Page 33
MARKETING DEPARTMENT Success of any product totally depends on HO it is marked and positioned din the market. Marketing department is on of the important functional divisions of KEC UNIT-II, which is basically, identifies and meets the needs of customers profitably. The people in the marketing department are responsible for the growth of a business concern because they come in direct contact with the customers who now are considered as King of the market as it is a buyers market and no more a sellers market. As marketing departments basic principle is to take care of the customers to achieve way they have divided their department in to their sections such as : Marketing Customer Service Communication
Marketing is further having its subgroups i.e. technical group, which does the job of tendering or equally handling Execution, is planning group. The network of marketing department has all over India at 28 branches known as sales office/branches. The function of this division in K.E.C UNIT-II starts to determine the needs of the customers their documents concurrently then accurately to communicate then to various departments. Marketing:When a branch office in any part of its network receives an order in case of special product (i.e. as per customer requirements) it sends an order acceptance copy i.e. duly verified by the sales engineering of that branch to the tendering group where this OA copy is examined and sent to planning department and further forwarded engineering department for design and development of special product who prepares its engineering specification and sends it to the purchase department if any new or additional components are regard to the production department.
Page 34
The marketing department based on the demand contacts the materials management department issues materials on the amount and the type of material, which required. Based on the amount required the department based on the demand contacts the materials management department issued materials on the amount required the production scheduling, routing and the like has to be carried out. Customer Service:As the name of section specifies it takes care of the customer, their complaints, service after sale pre sale replacement etc., this section has the following divisions. 1. 2. Spares divisions Service divisions
There are two spare dealers all over India who sell the spares when order is placed, spares are nothing but the components of K.E.C product and when needed separately are sold with their brand name when they receive any sort of complaint/inspects the product default, if minor corrects if there only and if minor corrects if there only and if minor corrects is there only and if major problem and not possible at silk then it is brought to service center. Every month there is a meeting held exclusively for customer complaints received forms all the braces? They analyze it whether it is defect wise, product wise order. Prepare a report and if needed engineers are sent from the unit to branches. Communication cell:Which interacts on a continuous basis with the customer and branch offices information such as state of execution the typist who type the order of acceptance delivery time on the computer etc? The people in this cell provide there with full updated information. As this product is an industrial product. The products price will be fined for IEEMA (Indian Electrical and Electronic manufactures Association)
Page 35
K.E.C UNIT-II is planning turnover is 100 crores for last year achieved to the 84 crore. This planning for turnover is 110 crores.
AC-Generator Marketing:In case of AC-Generator the final customer is directly purchase through Manufacture of Branch office or Dealer. The O.E.M. (Original Equipment Manufacturers) who in turn places the purchase order to the branch office .The order acceptance form along with desired specifications is studied. Carefully in the marketing department and it is found possible for production is immediately informed to the O.E.M the information is also forwarded to the production unit. AC Motor Marketing:The customer decided the rating of a motor required and approaches to the dealer, the dealer in turn acceptance and passes it on to the branch office which prepares an order acceptance and passes to customers and another to the unit of the production otherwise customer is directly contact through the marketing department. CREDIT POLICY: Generally K.E.C-II does not follow the policy. But some times the credit is issued to a particular customer depending on the volume of the purchase, the type of a customer K.E.C UNIT-II has a credit policy extending to a maximum of 30 days. DELIVERY TIME:K.E.C UNIT-II produces two types of products: 1. Standard products and 2. Special Products
Page 36
In case of standard products, as the duration of production is less so it takes 4 to 6 weeks for delivery. Where as in case of products , new modifications have to be carried out so it takes 8 to 12 weeks for delivery.
COMPETITIORS 1.
Organized sector BHEL ASEA Crompton Graves Ltd. Siemens NGFG Remi sales and engineering
MANUFACTURING SERVICE DEPARTMENT

Functions: Receiving communication from production shop and other departments. Recording status of daily maintenance report. Preparing and updating master list of machinery. Preparation of history card and history sheet. Preparing preventive maintenance schedule for machines and equipment. Babasabpatilfreepptmba.com Page 37
Installing, testing and handling over new machines to concerned department.
DISPATCH DEPARTMENT
This department is concerned with sending off all the finished goods to the respective customers. This department has its direct contact with the marketing department. It receives a loading sheet from the marketing department which includes all the details of the product to be delivered with the full address of the party as per the sales order. Functions: To see to it that the product is properly packed so as to keep the product free from the
damages during transportation. To check out all the convenient transportation facilities to avoid un-necessary expenditure on
transportation in the process of reaching the goods to all the customers. To check proper transshipment.
GENERAL STORES
Responsibility: The head of stores division is responsible for overall function of the stores with duties delegated to SIC/FIC as applicable. Functions: Receive materials as per the delivery challan/ invoice/credit reports. Ensure identification, inspection status, supplier identification on the components vendor Ensure quantity as per the delivery challan/ invoice. Babasabpatilfreepptmba.com Page 38
code/material code in delivery challan/ invoice.
Inform discrepancies if any to MMD. Prepare receipt memo. Storing & comparing material in mobile racks/ wooden pallets/stands in specialized Issuing materials as per indents to shops/ sub contractors. Disposal of non-conformity/ scrap materials. To maintain particular material in the department.
locations.
MATERIALS MANAGEMENT DEPARTMENT

This department basically consists of the incoming materials procured from the supplier to manufacture a product. The materials before reaching into the process or stores, materials are inspected on various aspects by different inspection departments. To plan the materials requirement. To order material and on approved supplied and supply in the quantity necessary to satisfy
marketing requirement. To monitor the material release for production in accordance with SRP/SCP/CCP To follow with supplier for supplier for supplying, required material at required time of
manufacturing. To keep the manufacturing division and other functional divisions other than the
manufacturing informed of related activities to facilitate overall coordination related activities include information regarding material availability supplier training programs reasoning for user training for supplier products etc. To determine the need of stock replacement through use of daily material receipt perpetual
inventory. To monitor and reconcile materials issued to suppliers. Babasabpatilfreepptmba.com Page 39
The quality management system set by MMD for the selected suppliers are as per 102 series
supplier manual.
PRODUCTION DEPARTMENT
This department is one of the vital departments in the company as all the production activities are being carried out here. The entire running of the company depends upon this department. The proper and timely working of the department helps in the products reaching the customers at a right time. Slight difference in the timing and quality upsets the cycle. In many manufacturing unit production department forms the most important department of all the whole running of the unit depends upon this department the proper and timely functioning of this department helps in products reaching the customers end at right time. Slight difference in timing and quality upsets the cycle. Thus the production department we can say is the heart of the firm. K.E.C UNIT-II philosophy has always been to excel in what one knows best in the process of development. KEC UNIT-II has laid great emphasis on adopting technology to suit the environment in which it has to operate K.E.C Brief description of shops: SHOP I: The matching functions are carried out in this shop which has 5 lines engaged in production namely welding section, sub assembly, labor section, tools and jigs crib and tool room. There are totally 80 machines and 100 workers in shop I. The raw materials arrived in this shop where the metal drilling, milling and shaft fixing is done and sent to the next process. The winding are also done in the shop I. Here the process of Bodies KH 100 to LD 225 frames. Covers KH 63 to LD 225 frame. Babasabpatilfreepptmba.com Page 40
Shaft KH 63 to LD 180 frame. Gear cases MGH 100 to MGH 225 frame.
Gears/pinions for Geared motors are done and also undertake manufacturing JIGS and FIXTURES and DIE-CASTING dies. ROTOR SUB ASSEMBLY: Rotor is the static part in the ACMs and dynamic that is moving in the ACGs. The rotor goes through the following process. 1) Sinking: The roots are treated in the solution for convenience of inserting the shaft so that they expand and make it easy for insertion of the shaft. 2) Turning: The correct turning and made according to the specification. 3) Fan Shop Drilling: This is the process where in the fan is to be fixed and for this purpose drilling is done and then locks are fixed for safety. 4) Balancing: This step involves balancing the rotor properly. WINDING: Winding is the most important functional part of the machine. It has to be done manually and precisely. This is the only process, which is totally manual. The motor is wound with correct rating wires. SHOP II Shop II is die cast shop. Here in this shop only die-casting is done. That is the shapes of body and nameplates final shape. The shop II has two machines, one for nameplate pressing and another for body. It houses the router section, here stampings are received and die casting of the metal stamping is carried in a furnace heated at 675 degrees Celsius 755 degree Celcius.
Page 41
ROTOR SECTION: Here processing of rotor sub assembling for KH 63 to 180 frames, SD 71 flange machine is undertaken.
DIE-CASTING SECTION: Here die-casting for motor for 63 to 225 frame motors and die-casting of bodies, flanges, covers, and terminal boxes from KH 63 to 10 frames. SHOP-III This shop can be called as assembly shop because the products here will get up to 90% only, final finishing will be at this stage. The assembling of motors of the frame size motors are assembled in this shop in three different assembly lines namely:
The non-standard line for custom mode and is operated manually. The standard line for this standard motor is also called verticals assembly line where the
motors are assembled mechanically by various stations in the machines acquired for the specific purposes. The export line is where the motors have to be exported assembled with due care and is done manually. After assembling the motors they are sent to the painting section, which is housed in the same shop. SHOP IV: It works as research and development center for the company. It keeps its eye on the changes that are taking place in the electrical world and tries to adopt those changes in their manufacturing process. So it acts as research and development in the company.
Page 42
SHOP V: Here assembling of medium and large motors generators and MGUs under separate bays like ACM bay, ACG bay and MGUU bay. Product A.C Motors Frame 200 to 225 Rating 15 KW to 75 K W 2.5KVA to 90KVA
A.C Generator Frame and DS-DL-CMA 180 & 250 Motorized gear units 90 to 225
0.75 KW to 22 KW
Painting and testing is also done here. SHOP VI: In this section, components used in the motors are pre treated and painted. K.E.C UNIT-II has to its credit the pioneering of the latest technology called Unibake system. Earlier this system was applied to all the products but recently it has been restricted only for export orders. The domestic products are painted in conventional manner.
Page 43
CENTRAL PLANNING DEPARTMENT

Approach: Activities in the department are carried out with required resources. Resources include Building, Personnel, Manufacturing equipments, Test equipment etc. the available resources are managed to make quality products. The department, Organization, Process & Other activities followed for QMS requirements is given. Functions: Make releases of the materials against SRP/SCP to various shops for further processing in To plan for assembly of ACM based on materials availability of daily basic. Give sub-contract job requests for processing of components/ sub-assembly at sub contracts To load feeder shops for processing of components depending on the SRP/SCP releases of Maintain documents as per procedure numbers. Maintain product identification and trace ability as per procedure numbers. Re-planning of materials against non-conformances as per procedure numbers. Raise concession/deviation on the materials on under non-conformances as per the procedure Take corrective action for internal non-conformances as per procedure numbers. Maintain the quality records in central planning as per procedure numbers. Babasabpatilfreepptmba.com Page 44
case of shop 5 only.
to MMD. materials.
numbers.
PERSONNEL DEPARTMENT
Functions: Time management: It includes attendance of the employees. This function is used for various
outputs like Leaves. Personnel and Administration: It includes planning of employees, recruiting of employees,
joining formalities and induction programmes. Industrial Relations: It includes negotiations with union, handling of employee grievance,
disciplinary matter and associating with long-term settlements.
HRD and Other developmental programs. It includes employee performance appraisal, identification of training.
Welfare activities: It includes house keeping assessment, canteen services and birthday
celebration, retiring benefits, sports and cultural activities, estate maintenance etc.
Liasioning with government officials: It includes Liasioning with imprecatory of factory,
labour official, municipal corporation and joined director of training and employment. Safety: safety of the personnel working in the shop floor and the factory premises will be
taken care of by providing safe working environment, to achieve this there is a safety committee to go in details and act accordingly. Babasabpatilfreepptmba.com Page 45
Training: It includes identifying and providing need based training, arranging in-house
training programmes, conducting induction programme and freshers training programmes etc,.
Training policy: At KEC Ltd., training and development activities shall to ensure continuous growth of the Organization by nurturing the strengths of the employees and providing the environment and opportunity for every individual to realize his potential. Facilities shall be provided to all individuals towards seil-development and all round growth through training. HRD shall identify average performers and provide special training. They qualify through KEC entrance tests and are selected for training by being at par in all
respects, except age, with external candidates in the final merit list.
They undergo the graduate or diploma training for a period of one year. House Keeping: House keeping and security is monitored throughout the company through
the committees formed.
Security: Monitoring incoming and outgoing materials. Provide security and keep vigilance on the premises. Provide fire-fighting services. Safety:
Page 46
Safety aspects of personnel at work on the shop floor and within the factory premises by
providing safety-working condition.
Welfare: Handling Counter Activities. Statutory and non-statutory welfare measurement. Looking after contract working requirements. Provides livelier working conditions by maintaining better environment through
construction and civil maintenance, horticulture activities. Time office : Maintain attendance records. To assist personnel manager in disciplinary proceedings and legal matters. Maintain records of increments and promotions of all the employees. Receptionist: Handling of incoming telephone calls. General receptionist activities. The Statutory welfare measures provided are: 1. 2. Canteen Welfare officer Babasabpatilfreepptmba.com Page 47
3. 4.
First aid appliances Washing facilities and toilets.
The statutory welfare measures provided are: 1. 2. 3. 4. Providing of vehicles loans. Encouraging small savings activities. Counseling to maintain good health through sports etc. Giving gift on occasion of marriages, House warming Ceremony and wishes the Birthday.
COMPUTER DEPARTMENT
We are into technology revolution where process and manual jobs have been atomized or computerized. So getting along with revolution K.E.C UNIT-II has also steeped into the field of computers and has computerized its various departments of the unit. Computerized Manufacturing System (CMAN) They are having a unit server for each department and 3 servers in computer division. In that, one server is centralized server with 12 GB capacities, which is having control over all the servers. These are 40 to 50 PCs in the unit with 250 applications. The main function is development activities. For this, they use C language and the use of ERP procedure. .
Page 48
ENGINEERING DEPARTMENT Functions:
Preparation, revision and release of Electrical specification. Preparation, revision and release of engineering specification. Preparation, revision and release of Material list. Validation of design of the products. Effective implementation of the design changes. Maintenance of National and International standards. Co-ordinating with other departments for the development of activities. Changing the nameplate for the existing products. Assisting Marketing departments in the preparation of technical manuals. Revising the design and specification of newly produced development plans, checking for
any deviations and enforcing tolerances, producing and testing.
Page 49
QUALITY ASSURANCE DEPARTMENT Quality is the fitness to end-use, it is all persuasive. In this modern and competitive world each and every company is trying hard to introduce to quality and every defect free product K.E.C has a full fledge quality assurance department headed by highly qualified professionals committed to developing products that keep phase with the changing desires and needs of the consumers. Quality plays important role in K.E.C UNIT-II because its products are used for industrial customer applications. Hence it must satisfy and come up to the customer expectations. FEEDER SHOPS QA: Feeder shops QA is responsible for: Inspection/ Testing of parts, sub assembly as per appropriate quality plan/ documents
procedures/ inspection plans other documents. action. Ensuring that calibrated instruments are used for measurements and coordinating with Ensuring proper identification and inspection status. Updating, revising inspection plans procedure as and when found necessary. Generation of Non-conformance reports for analysis, revive and collective action, preventive
calibration section for periodic calibration. FINAL INSPECTION AND TESTING Babasabpatilfreepptmba.com Page 50
Conduction routing/ type/ engineering tests on products to specified requirements as per documented procedures: Maintaining test records and providing test certificates. Ensuring tested products and conforming to specified requirements and complete in all
respects. Providing inspection/ tests stating for confirming products. Providing engineering test results for design modification where necessary. Assisting in customer inspection. Generating of daily non-conformance reports for analysis, relevant and corrective action,
preventing action. Maintaining and preparation of quick plans.
QUALITY LABORATORY: Periodic calibration of instruments as per documented process. Arranging for repair/ rectification/ disposal of measuring instruments. Planning for new instruments/ organizing calibration function from external agencies. Maintaining documents/ records as per procedures. QUALITY SYSTEMS: Maintaining quality systems as per ISO 9001-2000 Assisting HOD QA for conduction quality related training programs. Analysis and reporting of customer complaints internal non-conformance reports. Babasabpatilfreepptmba.com Page 51
Conducting systems audits, monitoring corrective actions, preventive actions
RESEARCH METHODOLOGY: SCOPE OF THE STUDY

Training is an important factor for the development of skills and ability of the employee. This study is conducted to evaluate training effectiveness and development of skills and activity of employee. Sampling: The study was conducted at Kirloskar Electric Company Ltd,UNIT-, Hubli. It has 562 employees working in different departments. For the purpose of the study 100 employees have been chosen as a sample size by convenient random sampling Research Design: Research is conducted by using survey method. Out of 562employees 100 employees was chosen as a sample size through convenient random sampling. With the help of questionnaire I have done Personal interaction with the respondents, and the survey is restricted only to the employees of KEC. Measuring Tool for the survey: I took Questionnaire as a measuring tool for this survey. Data collection method:
Page 52
Data was collected from both primary and secondary source. The study was based on sampling method, 100 respondents were selected for the study. All the interviews were conducted in the factory premises.
Primary data collection: Primary Data was collected through questionnaire and Personal interview. Each interview took about 10 to 15 minutes. Secondary data collection: Secondary data was gathered from company manuals, company guide, and information from Internet & through observations. Measuring Tools for Analysis: Questionnaire Graphs
Page 53
ANALYSIS OF THE STUDY

1. Do you feel that you have enhanced job knowledge by training. TABLE NO:01
PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL
RESPONDENTS 0 0 2 2 6 90 100
PERCENTAGE 0% 0% 2% 2% 6% 90% 100%
Page 54
INTERPRETATION: From the above graph it shows that,most of the employees i.e., 90% of employees agree very much that they have enhanced job knowledge, 6% employees agree moderately, 2% of employees agree slightly and 2% of employees disagree slightly.
2. Do you feel Training programs are practical and more applicable on the job. TABLE.NO:2 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 6 6 18 70 100 PERCENTAGE 0% 0% 6% 6% 18% 70% 100%
Page 55
INTERPRETATION: From the above graph it shows that, 70% of respondents agree very much that the training are practical and more applicable on the job, 18% respondents agree moderately, 6% respondents agree slightly and 6% of respondents disagree slightly.
3. Training helps you to reduce errors on the job. TABLE NO: 3 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 2 0 2 6 28 62 100 PERCENTAGE 2% 0% 2% 6% 28% 62% 100%
Page 56
INTERPRETATION: According to above graph it shows that, 62% of respondents agree very much that training helps to reduce errors on the job, 28% of respondents agree moderately, 6% of respondents agree slightly, 2% of respondents disagree slightly, and 2% of respondents disagree very much.
4. Training program helps you to prepare for future job operations. TABLE NO: 4 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 2 18 36 44 100 PERCENTAGE 0% 0% 2% 18% 36% 44% 100%
Page 57
INTERPRETATION:According to above graph it shows that, 44% of respondents agree very much that training helps to prepare for future job operations, 36% of respondents agree moderately, 18% of respondents agree slightly, and 2% of respondents disagree slightly.
5. Training program helps to change your attitude towards the job. TABLE NO: 5 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 12 52 36 100 PERCENTAGE 0% 0% 0% 12% 52% 36% 100%
Page 58
INTERPRETATION: According to above graph it shows that, 52% of respondents agree moderately that training helps to change attitude towards the job, 36% respondents agree very much, and 12% respondents agree slightly.
6. Training helps you to enhance the technical knowledge about the job. TABLE NO:6 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 0 16 84 100 PERCENTAGE 0% 0% 0% 0% 16% 84% 100%
Page 59
INTERPRETATION: From above graph it shows that, 84% of respondents agree very much that training helps to enhance the technical knowledge about the job.
7. Do you feel that Training programs are effective if they help to change your personality. TABLE NO: 7 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 34 24 42 100 PERCENTAGE 0% 0% 0% 34% 24% 42% 100%
Page 60
INTERPRETATION: According to above graph it shows that, 42% of respondents agree very much that training is effective if it helps to change personality, 34% of respondents agree slightly, 24% of respondents agree moderately.
8. Do you feel that Training programs are meaningful if they follow up after the training program. TABLE NO: 8 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 10 60 30 100 PERCENTAGE 0% 0% 0% 10% 60% 30% 100%
Page 61
INTERPRETATION: According to above graph it shows that, 60% of respondents agree moderately that training are meaningful if they follow up, 30% of respondents agree very much, 10% respondents agree slightly.
9. Whether training program motivates you to learn more and apply on the job. TABLE NO: 9 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 2 2 40 56 100 PERCENTAGE 0% 0% 2% 2% 40% 56% 100%
Page 62
INTERPRETATION: According to above graph it shows that, 56% of respondents agree very much training motivate them to learn more and apply on the job, 40% agree moderately, 2% agree slightly and 2% disagree slightly.
10. Whether Learning remained the same as it was in the past. TABLE NO: 10 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 4 18 40 38 100 PERCENTAGE 0% 0% 4% 18% 40% 38% 100%
Page 63
INTERPRETATION: According to above graph it shows that, 40% of respondents agree moderately that training remained the same as it was in the past, 38% agree very much, 18% agree slightly and 4% disagree slightly.
11. Training provided you with different alternative for job performance. TABLE NO: 11 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 6 28 30 36 100 PERCENTAGE 0% 0% 6% 28% 30% 36% 100%
Page 64
INTERPRETATION: According to above graph it shows that, 36% agree very much that provided with different alternative for job performance,30% agree moderately, 28% agree slightly, and 6% disagree slightly.
12. Did your efforts on the job after training have changed and have become more productive. TABLE NO: 12 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 10 48 42 100 PERCENTAGE 0% 0% 0% 10% 48% 42% 100%
Page 65
INTERPRETATION: According to the graph it shows that, 48% of respondents agree moderately that efforts on the job after training have changed and have become more productive, 42% agree very much, 10% agree slightly.
13. Trainings reduce the cost of the company. TABLE NO: 13 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 2 0 14 30 12 42 100 PERCENTAGE 2% 0% 14% 30% 12% 42% 100%
Page 66
INTERPRETATION: According to above graph it shows that, 42% of respondents agree very much that training reduce the cost, 30% agree slightly, 14% disagree slightly, 12% agree moderately and 2% disagree very much.
14. Do you feel that Training is simple time wastage. TABLE NO: 14 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 94 0 0 0 4 2 100 PERCENTAGE 94% 0% 0% 0% 4% 2% 100%
Page 67
INTERPRETATION: According to above graph it shows that, 94% respondents disagree very much that training is simple time wastage, 4% agree moderately, 2% agree very much.
15. Do you feel that Training is productive if applied by professionally trained peoples. TABLE NO: 15 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 0 6 94 100 PERCENTAGE 0% 0% 0% 0% 6% 94% 100%
Page 68
INTERPRETATION: According to above graph it shows that, 94% of respondents agree very much that training is productive if applied by professionally trained people, 6% agree moderately.
16. Whether Training is effective for growth of the organization. TABLE NO: 16 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL RESPONDENTS 0 0 0 0 4 96 100 PERCENTAGE 0% 0% 0% 0% 4% 96% 100% Page 69
INTERPRETATION: According to above graph it shows that, 96% respondents agree very much that training is effective for growth of the organization, 4% agree moderately.
FINDINGS:
It is found that most of the employees have enhanced job knowledge because the training
provided by the company are more practical & more applicable on the job.
It is found that training helps to enhance the technical knowledge about the job. It is found that training helps to change attitude towards job. It is found that training program is meaningful if they follow up after the training program It is found that training motivated the employees to learn more & apply on the job.
Page 70
It is found that learning remained the same as it was in the past & training provided with
different alternative for job performance. It is found that the efforts on the job after training have changed & have become more
productive. It is found that training reduces the cost & it is useful for employees. It is found that training is productive if applicable by professionally trained people & it helps
for growth of the organization.
RECOMENDATIONS
1) Employees should be made aware of the benefits of training program to them and to the
organization. 2) Training program should help the employees to reduce wastage of materials and avoid accidents at the work place. 3) Training program must be such that it motivates the employees to learn more and advance their skills to develop themselves and the organization by performing their job effectively and efficiently. Babasabpatilfreepptmba.com Page 71
4) The HR department should conduct briefing and debriefing sessions for employees for training as to give them an idea as why training is been conducted and what they have to learn in the training program conducted and also after training completion they should take feedback as to how effective was the training so that the necessary improvements in training program can be considered and implemented. 5) Performance of every employee undergone training should be evaluated so as to get improved quality to relate inputs to output to know their understanding about training program conducted 6) The HR department should give training by professionally trained peoples to make it effective.
CONCLUSION:
Training in KEC is a proactive, planned and continuous process as an integral part of the organization development. Training program helps to impart knowledge, improve skills and reorient attitudes for individual growth and organizational effectiveness. The system of training has been effective to a very large extent. It has also catered to the changing needs of the employees.
Page 72
KEC has also made efforts to get regular feedback from its employees. Such feedback will help the organization to identify the areas that require improvement. It is a welcome change to see that changes have been made on the basis of the feedback given by the employees and the training program are made more applicable. According to the results obtained from the different respondents about the training conducted the employee are satisfied with the kind of training being provided to them in different areas. To conclude, it can be said that, all different steps and changes adopted by the organization determine the success of the organization so the HR department is effective enough as to manage change and bring pride to the organization by conducting continuously training programs so as to enhance the personal growth of an individual.
ANNEXURE QUESTIONNAIRE
1. Do you feel that you have enhanced job knowledge by training? 1. Disagree very much 2.Disagree moderately 3. Disagree slightly Page 73
4. Agree slightly
5.Agree moderately
6. Agree very much.
2. Do you feel Training programs are practical and more applicable on the job? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
3. Whether Training helps you to reduce errors on the job? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
4. Whether Training program helps you to prepare for future job operations? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6.Agree very much.
5. Whether Training program helps to change your attitude towards the job? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
6. Whether Training helps you to enhance the technical knowledge about the job? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much. Page 74
7. Do you feel that Training programs are effective if they help to change your personality? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
8. Do you feel that Training programs are meaningful if they follow up after the training program? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
9. Whether training program motivates you to learn more and apply on the job? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
10. Whether Learning remained the same as it was in the past? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
11. Whether Training program provided you with different alternative for job performance? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
12. Did your efforts on the job after training have changed and have become more productive? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
13. Whether Trainings reduce the cost of the company? Babasabpatilfreepptmba.com Page 75
1. Disagree very much 4. Agree slightly
2.Disagree moderately 5.Agree moderately
3. Disagree slightly 6. Agree very much.
14. Do you feel that Training is simple time wastage? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
15. Do you feel that Training is productive if applied by professionally trained peoples? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
16. Whether Training is effective for growth of the organization? 1. Disagree very much 4. Agree slightly 2.Disagree moderately 5.Agree moderately 3. Disagree slightly 6. Agree very much.
BIBLIOGRAPHY Books:
P.SUBBA RAO (2009).Personnel And Human Resource Management, Mumbai: Himalaya Publication. P.SUBBA RAO. Human Resource Management, II Edition. V.S.P.RAO (2008). Human Resource Management, New Delhi: Exel Publication. Websites: Babasabpatilfreepptmba.com Page 76
WWW.KIRLOSKAR_ELECTRIC.COM
CODE SHEET:
SL NO 1 2 3 4 5 6 7 Q1 6 6 6 6 6 6 6 Q2 5 5 5 3 4 6 6 Q3 6 5 4 5 5 6 6 Q4 6 4 5 4 3 6 6 Q5 5 5 5 5 5 6 5 Q6 5 6 6 6 5 6 6 Q7 5 5 4 5 4 6 6 Q8 5 4 4 5 5 6 5 Q9 6 6 6 5 5 6 6 Q10 5 4 6 5 6 6 6 Q11 6 5 4 3 5 6 6 Q12 6 5 5 5 5 6 6 Q13 6 4 3 5 4 6 6 Q14 1 5 1 1 1 1 1 Q15 6 6 6 6 6 6 6 Q16 6 6 6 6 6 6 6
Page 77
8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48
6 6 6 6 5 6 5 6 6 6 6 4 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 3 6 6 6 6 5 6
6 6 6 6 5 6 6 6 6 6 6 3 5 6 6 6 6 4 6 6 6 5 6 6 6 6 6 6 6 6 6 4 6 5 3 6 6 6 5 6 6
6 6 6 6 6 6 6 6 5 6 6 4 5 5 6 6 6 6 6 5 6 1 6 6 6 6 5 6 5 6 6 4 5 5 3 6 6 6 5 5 6
6 6 4 6 6 6 5 4 5 4 6 4 5 5 6 5 6 5 6 6 6 5 6 6 6 5 6 6 4 5 5 5 4 5 5 5 6 5 5 6 5
6 5 6 4 5 6 5 5 5 5 5 4 5 5 6 5 6 6 6 6 6 5 6 6 6 5 5 6 4 4 4 6 4 5 5 5 6 5 4 6 6
6 6 6 6 5 6 6 6 6 6 6 5 5 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 5 6 6 6 6 6 5 5 6 6
6 5 6 5 4 5 4 6 5 6 6 4 4 4 6 4 6 6 6 6 6 6 6 5 6 6 6 6 4 4 4 5 4 4 4 6 6 5 4 5 5
5 5 4 6 5 5 5 5 5 5 6 5 6 6 4 5 6 6 5 5 6 5 5 5 6 6 6 5 6 5 5 5 4 6 5 5 5 5 5 6 5
6 6 6 5 3 5 5 6 5 5 6 4 5 5 6 5 6 6 6 6 6 6 6 6 6 6 6 6 5 5 5 6 5 5 5 6 6 6 5 6 5
6 6 6 5 5 6 5 6 3 6 5 5 5 4 6 5 4 6 6 4 6 5 4 4 5 5 5 6 6 5 5 4 5 4 6 6 4 5 5 5 3
6 6 5 6 5 5 5 3 5 5 4 4 5 5 6 4 6 6 4 4 6 4 6 6 6 6 6 4 4 4 4 5 5 4 3 4 6 5 5 6 5
6 6 6 6 5 6 5 6 6 5 5 5 5 5 6 5 6 4 4 6 6 4 6 6 6 6 5 4 4 5 5 4 5 5 5 6 6 5 5 6 5
5 4 6 6 4 5 5 6 6 6 4 3 4 4 6 3 6 6 6 6 6 3 3 6 1 6 4 4 3 4 4 1 4 1 4 6 6 5 3 6 6
1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 6 1 1 1 1 1 1 6 1 1 6 1 1 1 1 5 1
6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 3 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6
6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6
Page 78
49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89
6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 5 6 6 6 6 4 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6
6 5 5 5 5 3 4 6 6 6 6 6 6 5 6 6 6 6 6 6 3 5 6 6 6 6 4 6 6 6 5 6 6 6 6 6 6 6 6 6 4
6 5 6 5 4 5 5 6 6 6 6 6 6 6 6 6 6 5 6 6 4 5 5 6 6 6 6 6 5 6 1 6 6 6 6 5 6 5 6 6 4
6 5 6 4 5 4 3 6 6 6 6 4 6 6 6 5 4 5 4 6 4 5 5 6 5 6 5 6 6 6 5 6 6 6 5 6 6 4 5 5 5
6 5 5 5 5 5 5 6 5 6 5 6 4 5 6 5 5 5 5 5 4 5 5 6 5 6 6 6 6 6 5 6 6 6 5 5 6 4 4 4 6
6 6 5 6 6 6 5 6 6 6 6 6 6 5 6 6 6 6 6 6 5 5 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 5
4 4 5 5 4 5 4 6 6 6 5 6 5 4 5 4 6 5 6 6 4 4 4 6 4 6 6 6 6 6 6 6 5 6 6 6 6 4 4 4 5
6 5 5 4 4 5 5 6 5 5 5 4 6 5 5 5 5 5 5 6 5 6 6 4 5 6 6 5 5 6 5 5 5 6 6 6 5 6 5 5 5
6 5 6 6 6 5 5 6 6 6 6 6 5 3 5 5 6 5 5 6 4 5 5 6 5 6 6 6 6 6 6 6 6 6 6 6 6 5 5 5 6
5 4 5 4 6 5 6 6 6 6 6 6 5 5 6 5 6 3 6 5 5 5 4 6 5 4 6 6 4 6 5 4 4 5 5 5 6 6 5 5 4
5 6 6 5 4 3 5 6 6 6 6 5 6 5 5 5 3 5 5 4 4 5 5 6 4 6 6 4 4 6 4 6 6 6 6 6 4 4 4 4 5
5 5 6 5 5 5 5 6 6 6 6 6 6 5 6 5 6 6 5 5 5 5 5 6 5 6 4 4 6 6 4 6 6 6 6 5 4 4 5 5 4
4 5 6 4 3 5 4 6 6 5 4 6 6 4 5 5 6 6 6 4 3 4 4 6 3 6 6 6 6 6 3 3 6 1 6 4 4 3 4 4 1
1 1 1 5 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 6 1 1 1 1 1 1 6
6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 3 5 6 6 6 6 6 6 6 6
6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6
Page 79
90 91 92 93 94 95 96 97 98 99 100
6 6 3 6 6 6 6 5 6 6 6
6 5 3 6 6 6 5 6 6 6 5
5 5 3 6 6 6 5 5 6 6 5
4 5 5 5 6 5 5 6 5 6 5
4 5 5 5 6 5 4 6 6 6 5
6 6 6 6 6 5 5 6 6 6 6
4 4 4 6 6 5 4 5 5 4 4
4 6 5 5 5 5 5 6 5 6 5
5 5 5 6 6 6 5 6 5 6 5
5 4 6 6 4 5 5 5 3 5 4
5 4 3 4 6 5 5 6 5 5 6
5 5 5 6 6 5 5 6 5 5 5
4 1 4 6 6 5 3 6 6 4 5
1 1 6 1 1 1 1 5 1 1 1
6 6 6 6 6 6 6 5 6 6 6
6 6 6 6 6 6 6 6 6 6 6
Page 80

A Project Report On The Satisfaction Level of The Employees Regarding Training Programme at Kirloskar Electric Company

Transféré par

Informations du document

Titre original

Copyright

Formats disponibles

Partager ce document

Partager ou intégrer le document

Options de partage

Avez-vous trouvé ce document utile ?

Ce contenu est-il inapproprié ?

Droits d'auteur :

Formats disponibles

A Project Report On The Satisfaction Level of The Employees Regarding Training Programme at Kirloskar Electric Company

Transféré par

Droits d'auteur :

Formats disponibles

The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

4. It is found that training is productive if applied by professionally trained people

INTRODUCTION OF THE STUDY

and ego satisfaction.

Collaborate personnel and human relations programmes can make a

11) 12) 13)

Methods of Training Evaluation:

value added electrical and electronics products.

the demand of electronics especially consumer electronics products globally.

industry, as the markets remain still unbroached.

ORGANISATION STRUCTURE OF KEC UNIT II HUBLI

Chief Executive Deputy General

Engineeri ng Departm ent

Central Planning Manager) Page 18 (Assistant

nt Babasabpatilfreepptmba.com (Manager) (Manager) Departm

(Assitant (Deputy Manager) Manager)

INTRODUCTION OF KEC LTD

MISSION, VALUES AND QUALITY POLICY

HEAD OF DEPARTMENTS HODS

CEO PERSONNEL FINANCE MARKETING MMD COMPUTER Q.A PRODUCTION

SHOP III MSD, MED

: Shri K.K. Nagaraj. : Shri S.V. Purohit.

BOARD OF DIRECTORS Babasabpatilfreepptmba.com Page 23

IV. V. VI. VII. VIII. IX. X.

Motor with Force Cooling Unit

Strategic plans of the organization and weak operational areas as estimated

TYPES OF TRAINING CONDUCTED AT KEC FOR EMPLOYEES 1) 2) 3) 4) 5) 6) 7) 8) 9) 10)

MANUFACTURING SERVICE DEPARTMENT

Installing, testing and handling over new machines to concerned department.

code/material code in delivery challan/ invoice.

MATERIALS MANAGEMENT DEPARTMENT

inventory. To monitor and reconcile materials issued to suppliers. Babasabpatilfreepptmba.com Page 39

CENTRAL PLANNING DEPARTMENT

case of shop 5 only.

disciplinary matter and associating with long-term settlements.

Liasioning with government officials: It includes Liasioning with imprecatory of factory,

the committees formed.

providing safety-working condition.

First aid appliances Washing facilities and toilets.

ENGINEERING DEPARTMENT Functions:

any deviations and enforcing tolerances, producing and testing.

preventing action. Maintaining and preparation of quick plans.

Conducting systems audits, monitoring corrective actions, preventive actions

RESEARCH METHODOLOGY: SCOPE OF THE STUDY

ANALYSIS OF THE STUDY

PERCENTAGE 0% 0% 2% 2% 6% 90% 100%

for growth of the organization.

6. Agree very much.

1. Disagree very much 4. Agree slightly

2.Disagree moderately 5.Agree moderately

3. Disagree slightly 6. Agree very much.

Vous aimerez peut-être aussi