INTRODUCTION

Human resources are the most valuable and unique assets of an organization. The successful
management of an organizations human resources is an exciting, dynamic and challenging
task, especially at a time when the world has become a global village and economies are in a
state of flux. The scarcity of talented resources and the growing expectations of the modern
day worker have further increased the complexity of the human resource function.
The volume of international business continues to expand dramatically from year to year. The
advent of the nternet and e!commerce is further fuelling the flow of goods and services across
the globe. "ompanies are organizing across the national borders. #ven the more traditional
industries have not only modernized their production lines and supply chains in the pursuit of
the lean organization, but have developed the capacity to move products rapidly to different
parts of the world in order to gain competitive advantage in terms of cost and speed of
distribution.
$s more and more companies operate internationally, the impact on various business functions
becomes more pronounced. %rofessional managers in every function must develop the skills,
knowledge, and experience in the international arena that will help their companies to succeed
in this demanding and often volatile environment.
This is particularly true in the case of the human resources management, and industrial
relations function. The implication is that globalization is a reality and that people
management philosophy, hence, has to acknowledge this fact and operate within this
framework and context.
The dynamics of relationship transactions within an industrial context is called ndustrial
relations. These are primarily behavioral transaction of a secular type as these occur in the
environment of industrial, technological, economic and social context. $s we know too well,
behavior is a function of personality and environment. t is the industrial contexts that lend the
special colour to relationships in industry.
$t another plane, we see & as representative relations between the two main interest groups
in industry. These relations concern fundamentally the economic interests but also encompass
mutual 'right and obligations' between parties.
These relationships are transactional in nature and ideally operate on the basis of 'give and
take'.
This pro(ect intends to serve the purpose of finding out the skill gap which is the gap between
the actual and the defined skills, so that the errors can be minimized and the efficiency of shop
floor employees can be increased. Therefore the task was to define the skills and then mapping
the actual skills required to work. "ompetent employees dont remain competent forever.
)kills deteriorate and can become obsolete and new skills need to be learned.
OBJECTIVES OF STUDY
To study the Training and Development Proce in *+,$ ndustries -td. ./attery
,ivision0.
To analyse the E!!ectivene o! Training in the organisation.
To examine the Career Development Plan existing in the "ompany.
To get a brief reveiw of the "R !#nction pevailing in the "ompany.
SCOPE $ND I%PORT$NCE
Scope o! t&e t#d'
The scope of study defines the areas of research and the parameters that need to be studied. The
scope also tells us the purpose of the pro(ect.
The study 1#mployee )atisfaction2 is of great help to the management of *+,$ ndustries
-td. &udrapur, 3ttarakhand to find out the areas where there employees requires training and
also to understand the present working standards of the employees so that they can make out
new standards and also establish new benchmarks.
/enchmarking is an important element to enhance any process in an organization. The scope of
the study is limited to the shop floor employees of the *+,$ ndustries -td. &udrapur,
3ttarakhand.
The mportance of #mployee ,evelopment
"reating formal employee training and development strategies are essential for the
continued success of your business.
To identify the deficiencies that, when corrected, represent a potential for upside gain
in your business. *any people are promoted into managerial positions because they4re
technically good at their (obs, but they aren4t trained as managers.
,etermining your training and development needs based on targeted results is only the
beginning
To create a learning culture in your business, so that employees should take the steps
necessary to hone e their skills to stay on top of their professions.
To provide a sound introduction and orientation to your company4s culture, including
your learning culture, to any new employees you hire.
#very successful training and development program includes a component that
addresses your current and future leadership needs. $t its core, this component must
provide for the systematic identification and development of your managers.
To identify your needs and brainstorm how to achieve your desired results effectively
and efficiently.
OBJECTIVES
To prepare the 5ob )kill %rofile .5)%0 for all the workstations at the *+,$ plant in
&udrapur.
To prepare the %eople )atisfaction %rofile .%)%0 of all the )hop 6loor #mployees working
at the *+,$ plant in &udrapur.
The identification of the satisfaction gaps for all )hop 6loor #mployees.
To learn how the Training and ,evelopment are carried out in an organization.
,rafting of a training calendar to address the skill gaps identified.
To learn how to develop a willingness to accept change among the employees through
training.
To (udge the satisfaction level of trainees with their training programmer.
(ITER$TURE REVIE)
INTRODUCTION TO T"E *ROUP
The +7 *inda 8roup is ndia4s foremost manufacturer of a range of automotive components
and is a leading supplier to global 9riginal #quipment *anufacturers. The 8roup4s product
portfolio comprises of )witches, /atteries, -ighting, Horns, *irrors and $lternate 6uel 7its !
-%8 : "+8 6uel 7its.
+7 *inda 8roup has an annual turnover of &s.;.< billion .3), =<< million0. The 8roup has
been clocking a "ompound $nnual 8rowth &ate ."$8&0 of >?@ in $nnual Turnover .$T90.
6rom &s. A.>A billion in 6B =??A!?C, it grew to &s.;.< billion in 6B =??C!?D. Today, the
8roup has a total of E; plants spread across ndia and ndonesia.
&ecognizing the importance of the $)#$+ market the group has set up a 8reenfield
manufacturing facility in ndonesia through a group company named %T *inda $)#$+
$utomotive which has commenced production and exports to other $)#$+ countries.
+7 *inda 8roup works with the leading auto components specialists globally to bring the
most technologically advanced products to its customers.
The 8roup has (oined hands with global leaders to constantly fine!tune its offerings and has
some of the most reputed automotive component manufacturers as its (oint!venture partners
such asF
E. Tokai &ika "o. -td., 5apan
=. 7yoraku
<. 6iamm )p$, taly )ystem
>. Galeo #lectrical
A. TB" /rother +,. "9. -td., Taiwan
%IND$ Ind#trie (imited is the flagship company of the *inda 8roup. t designs,
develops and manufactures switches for =:< wheelers and off!road vehicles. n addition,
*inda ndustries -imited manufactures batteries for =:<:> wheelers and off!road vehicles.
*inda ndustries already en(oys more than D?@ market share in the =:< wheeler segment in
ndia and is amongst the top few globally.
Today, *inda ndustries is over &s. >.AE billion .3), EEE.>A million0 company and is on a
rapid expansion spree. t is geared to take on global competition and has already made inroads
into the $)#$+ market. *inda ndustries is on its way to becoming the favoured vendor for
=:< wheeler switches globally.
*inda ndustries -imited has established H state of the art facilities spread across the length I
breadth of ndia and one in the $)#$+ region and employs more than =H?? people.
3+T 9&8$+)$T9+ )T&3"T3&#



E+ECUTIVE
DIRECTOR
UNIT
BUSINESS
"E$D
Head of
6inance I
$ccounting
Head of
Human
&esource
*anagement
Head of
*arketing
Head of
,esign
Head of
%roduction
Head of
%urchase
Head of
Juality I
$ssurance
)econd in
"ommand
)econd in
"ommand
)econd in
"ommand
)econd in
"ommand
)econd in
"ommand
)econd in
"ommand
6irst -ine )econd -ine
)ubordinate
)ubordinate
)econd in
"ommand
)ubordinate
)ubordinate
)ubordinate
)ubordinate
9&8$+)$T9+ )T&3"T3&#
The 9rganisation )tructure of *+,$ 8roup is finalised on <Est ,ecember, every
year.
The 3nit 9rganisation )tructure is finalised on =Hth 6ebruary, every year.
$fter appraisals and promotions, organisation structures are revised by Est 5une of
every year.
The 9rganisation )tructure of *+,$ ndustries is very well defined.
t provides a clear view of the hierarchial authority in the organisation alongwith
their proper identification ie. +ame, ,esignation, -evel, ,epartment, #xperience,
photo etc.
6rom the above chart, it can be seen that the first line, second line employees and the
vacant positions are uniquely identified with the help of colours.
The 6irst -ine is identified by 8&##+ "olour, the )econd -ine by B#--9K colour
and the vacancies to be filled are marked by /-3# "olour.
9rganisation )tructure cannot be changed during the year ie after the revision. f a
change arises in the structure and it can only be made with the approval of the "*,.

"itor'
The 8roup was founded in ,-./ 0' %r1 S1 (1 %inda in ,elhi. Today it has emerged as a
leading automotive component player in ndia and Korldwide.
23,3 $cquired Tectro in %oland
233-
)etup *inda Gietnam "o. -td.
)etup *inda $utomotive )olutions in 3zbekistan
$cquired $-3 $utomotive in 8ermany
233/ $cquired )chenk %lastic )olutions in 8ermany
2334
)etup 5apan #ngg. 9ffice
*inda 6urukawa 5G
*inda Galeo 5G
$cquired 7T)+ in 8ermany
233. )etup %T*$, ndonesia
2335 *inda )toneridge 5G
2336
6ormed *inda )$ -td..through merger of )ylea $utomotive ndia -td.
I *inda Kirelnks0
$cquired )ylea $utomotive ndia -td.
,-// *"-, +oida .6ormerly known as *inda )witch $uto -td0
,-/.
#stablished *inda Kirelinks
*inda Huf 5G
,-./ 8roup 6oundation
Overvie7
6or over !ive decade, %IND$ has been a ma(or presence in India8 a#tomo0ile ind#tr'.
These fifty years have been interspersed by a number of technological innovations that have
gone on to become industry standards. Today the 8roup has emerged as one of the leading
manufacturer of automobile components with a turnover of R1 ,433 Crore 9: 64/ million;
for =??;!E? and employs more than /333 people ndia!wide I 9verseas.
6or the technological edge, we have a dedicated &I, facility and collaborations with the
pioneers and leaders of the $utomobile ndustry. 6or assimilating the latest technologies,
*inda has entered into strategic alliances and technical collaborations with leading
international companies and acquired businesses across #urope. This has provided *inda with
the cutting edge in product design and technology to meet strict international quality
standards.
The 8roups4 companies are accredited with <S -333= ISO>,533,= and TS "ertification. Ke
are one of ndia4s leading manufacturers of )ecurity )ystems, Kiring Harnesses, "ouplers I
Terminals and nstrument "lusters, ,ie "asting, nteriors, Kindows &egulators, 7eys I 7ey
,uplicating *achines, and )urface 6inishing that caters to all ma(or two ,three, four wheeler
I offroad vehicles manufacturer in ndia I 9verseas.
The products are well accepted worldwide both within 9#*s and the after!market.
$shok *inda 8roup manufactures different lines of automobile parts that broadly fall under
the following categoriesF
#lectronic I *echanical )ecurity )ystems
"onnective )ystems
nteriors
nstrument "lusters I )ensors
,ie "asting
Kindow &egulators I ,oor "heckers
7eys I 7ey ,uplicating *achines
)urface 6inishing
%iion

P&iloop&' o! t&e Viion Statement
D'namic
$s a player the 8roup is sensitive to the rapidly changing business environment. The actions
of all 8roup "ompanies are and will be geared towards meeting stringent benchmarks and
norms that are required and will be required.
Innovative
$s a group we have been at the forefront of innovation. Ke intend to increase our focus on
innovation in products and technologies, organizational structure, and optimizing efficiencies.
Ke also are committed to change management as a way of life to enable us to meet the
emerging challenges of the ndustry.
Pro!ita0le
Ke want to emerge in the 8lobal arena as a leading automotive player and realize profitability
in business so as to sustain and enhance our efforts towards emerging as a leader in the
industry.

*lo0al
Ke are already 8lobal and will continue to expand to meet the global requirements of 9#*s
and be a significant player globally, in our own domain. n spreading globally we will not
focus on any specific country or region but take decisions based on our core interests in the
automotive sector.
$#tomotive
Ke will stick to being a significant player in the automotive domain and emerge as a systems
supplier. Ke will not deviate from our core sector but will expand to include different
components and systems that align and have synergy with our products and technologies.

Emerge a Pre!erred S#pplier and Emplo'er
Ke will be focused towards meeting the two essential areas of endeavor ! become a preferred
supplier to global 9#*s and also emerge as the preferred employer in our ndustry. 6or this,
we plan to undertake several initiatives such as closely monitoring every aspect of our move
to offer world!class products to our ever!increasing clientele. 9n the employee front, we
intend to continue with our people!sensitive initiatives so as to realize a rich and vibrant work!
culture and also, continue to nurture employees towards greater efficiency, through training
and development. $s a 8roup, we consider that our employees are equal owners and
stakeholders and this 8roup belongs to them all. Ke will continue to offer participation in the
8rowth of our 8roup, to all our employees.

Create Val#e !or all Sta?e&older
$s an 9rganization we are sensitive towards all stakeholders including our esteemed "lients,
our #mployees and their 6amilies, our )uppliers, and the )ociety within which we operate.
9ur core focus is on developing confidence, generating greater thrust towards undertaking
active role in building "ustomer Trust and "onfidence, generating 8reater &eturns and Trust
for our nvestors, undertaking "orporate )ocial &esponsibility for wider interests of the
society and the needs of our )uppliers, as well as, addressing the holistic +eeds and "oncerns
of our #mployees and their 6amilies.
%anagement Team
C&airman @ *ro#p CEO


*r. 5eevan
*ahaldar
F*anaging ,irector, *inda "orporation -td.
*r. )an(ay
Thapar
F*anaging ,irector, *inda Galeo )ecurity )ystems %vt. -td.
*r. +. 7. *odi F*anaging ,irector, *inda )toneridge nstruments -td.
*r. %aul ,ominik
"zarnecki
F*anaging ,irector, *inda 7T)+ %lastic )olutions 8mbH
*r. %aul ,ominik
"zarnecki
F*anaging ,irector, *inda )chenk %lastic )olutions 8roup
*r. %ramode
%arasramka
F*anaging ,irector, *inda )ilca #ngineering -td.
*r. 7. ,. )ingh F5oint %resident, *inda 6urukawa #lectric %vt. -td.
*r. %raveen
8upta
F*anaging ,irector, *inda )$ -td.

Corporate F#nctional
"ead

*r. ,. ". )harma F8roup "69
*r. +. 7. Tane(a F
Head L 8roup "orporate *arketing and "orporate )trategy I
%lanning
*r. Gikas &ai
/hatnagar
FHead L 8roup "orporate H&
*r. 7alyan ,utt FHead L 8roup "orporate T
*r. $shim Gohra FHead L 8roup /usiness #xcellence
Reearc& and Development
The *inda 8roup has grown with technology over the years. $ll 8roup "ompanies have their
own special cells that undertake &esearch and ,evelopment activities from time to time. Kith
an ever!expanding portfolio of automotive products there is a renewed emphasis on &esearch
and ,evelopment in the 8roup. Today our &I, activities span many countries and many
products.
n *inda "orporation -td., the 8roup4s oldest "ompany, a dedicated &esearch ,epartment
undertakes research on developing futuristic *echanical I #lectronic )ecurity )ystems,
Kindow regulators, #lectronic "ontrollers I %lastic nteriors. This &I, department not only
works for its ndian operations but also develops products for its manufacturing companies in
ndonesia I Gietnam. The engineers in this department are globally!trained and they also
frequently coordinate with the ndian nstitutes of Technology .Ts0 and the various design
teams in *inda 8roup companies that are stationed in 8ermany I 5apan. *inda "orporation
-imited has filed H patents on *agnetic )hutter technology in ndia, ndonesia, Gietnam,
%hilippines, Thailand and 5apan.
*inda )chenk %lastic )olutions .*)%)0, our benchmarked 8roup "ompany in %lastic
nteriors, owns the patent to the world!class )kinform Technology. This technology allows the
development of plastic components in a manner that provides highly scratch!resistant and
leather!like haptic surfaces in plastics. &esearch in )kinform was begun in *)%) in *arch
=??< and by 5une =??< it went for trials and was eventually introduced in 9ctober =??>.
Engineering
9ur engineering capabilities are acclaimed far and wide. The *inda 8roup today has the
capability to transform any idea that the customers may have on innovative products for their
future vehicles.
*ost of our engineering resources are hand!picked from the best institutes in the country.
6resh engineers are rigorously trained to be able to meet the demands of the industry and our
customers. The engineering force is led by a team of seasoned professionals with several years
of experience in the industry.
%an#!act#ring
9ur manufacturing facilities are spread all across the world, depending on specific products
and also the needs of specific markets. /eginning with its first manufacturing plant in ndia in
E;AH, the 8roup today is a global player operating from EC plants in ndia and about E? plants
and offices in 8ermany, ndonesia, %oland, "zech &epublic, Gietnam, 5apan, ndia, and
3zbekistan. t is our manufacturing excellence that most of our customers respect us for our
benchmarked quality levels across all products.
6ollowing are the highlights of our manufacturing capabilitiesF
3se of best practices like 7aizen, G)*, %oke!Bokes, "ellular manufacturing, %iece
6low etc. that are implemented throughout its plants.
)tate of the $rt testing I validation equipment to test I validate wide range of the
products manufactured by us.
)tandards -aboratory for calibrating equipment from time to time.
*ost of our plants are )9:T) EC;>;, )9 E>??? certified and 9H)$) certified.
T%* activities.
T<%
,
1
Corporate T<%
Total Juality *anagement .TJ*0 is one of the group level activities of $shok *inda
8roup.
The TJ* initiatives are driven by "orp. TJ* ,epartment.

The ,aily Kork *anagement.,K*0 process of "orp.
TJ* have been mapped and they are briefly described below F
%inda B#ine EAcellence %odel9%BE%; B

)ub(ect F %romote world class business I organizational processes in the group as per
*/#* roadmap

%roces F ,evelop, prescribe, upgrade and monitor */#* model to take
the group moving along in a strategic direction towards attainment of futuristic
business vision through identification and emphasis of required business and
organizational
processes

"urrent statusF $fter studying the prevailing business excellence models,
a suitable model has been identified for adoption. Ke are in the process of bringing out
the */#* model along!with its criteria.

Development o! ?ill C competence o! !oc#ed gro#p B

%rocessF ,evelop skill, competence and knowledge for focused group
of people in 3nit: /8 : "orp. keeping in view futuristic business needs to sustain and
improve critical business and organizational processes through exploiting opportunities
and resolution of problems:issues by giving exposure on contemporary and futuristic
techniques and practices.
"urrent status F )o far, we have conducted following development programmes F
%roblem )olver -evel E ! > programmes
%roblem )olver -evel = ! E programme
G$:G# ! E programme
Galue )tream *apping.G)*0 ! E programme

The development process includes ! training workshop, written examination I pro(ect
work.

ProDect *ro#p Image and RecogniEing Bet>in>Cla Per!ormance B

%rocess F %romote Total #mployee nvolvement .T# through Juality "ircles, )mall
8roup $ctivities I 7aizen

"urrent status F )o far, we have organized following group level conventions to
promote T# F
Juality "ircle : )mall 8roup $ctivity ! A conventions
7aizen ! = "onventions

Fno7ledge %anagement9F%; B

%rocess F "apture, maintain, enhance and disseminate knowledge acquired by group
and also from outside related to all current and futuristic business and organizational
processes to overcome problems : issues and also to meet futuristic business
ob(ectives.

"urrent status F )o far, we have organized group level functional conferences to
capture the respective functional knowledge F
Tooling !A conferences
*anufacturing #ngineering.*#0 ! > conferences
*aintenance ! < conferences
)upply "hain *anagement ! = conference
*aintenance and dissemination of knowledge is done through TJ* ntranet.

Corporate <#alit' $#rance9C<$; B
%rocess F ,evelop and standardize group level systems and guidelines for technical I
commercial areas, excluding 6inance I $ccounts. $lso, assess adherence to these
systems and guidelines across the group.

"urrent status F Kith the recent induction of personnel for commercial processes,
assessment of adherence to "orporate 6inance *anual will be kick started.

TJ* ntranet F $ dedicated 6T% )erver has been installed for TJ* ntranet which will
act as a 7* )ystem.3nit:/8:"orp. Heads I mprovement "oordinators are
authorized to access this intranet. They, in turn could download the files for internal
circulation through -$+.
6or more ,etails "lick 9nFhttpF::E=A.E;.=<>.EED:mindakms

"ounseling : 6acilitationF 6ollowing training programmes have been conducted by
"orp.TJ* for *inda 8urukul
%roblem )olver -evel E ! = sessions
A) "oncepts I %ractices ! E session

2
1
T<% $ctivitie in $&o? %inda *ro#p

"onferences F n this financial year =??;!E?, so far, we have organized four functional
conferences as given below F

<rd *inda *aintenance "onference F The conference was held on =Dth I =Hth $ugust
=??; at *"-!+oida. 6unctional representatives from E? units shared the best practices
and improvement initiatives implemented in their respective plants. The participants had
also visited ,ie "asting and )urface 6inish plants of *"- at 8reater +oida. The
conference also had sharing on ')ensors' by experts from. 9*&9+ and on '#nergy
*anagement' by experts from /). $ brief training on '7obetsu 7aizen' by *r. )nehil
7umar was also organized during the conference. The 4/est "ompany Trophy4 of <rd
*inda *aintenance "onference was awarded to the team from *)#-!8+.

%articipants of the
conference
%rize ,istribution


>th *inda *# "onference F The conference was held on EDth I EHth )eptember =??; at
*"-!+oida. n this conference, functional teams from group companies shared
accomplishments, issues and corrective actions, and other improvement initiatives done in
their plant, for the benefit of other companies. n total E= teams from group companies
took part in the conference. Ke also had sharing from external experts in the field, like
9*&9+ on 1 %-" Training *odule2, +ational nstruments on 1$utomotive component
testing using -ab Giew2 and 6T* team on 1#rgonomics2. $t the end of the "onference
mementos were given to the participating teams. The *# team from *)-!%une was
awarded with the best company presentation trophy of >th *inda *anufacturing
#ngineering "onference.

%articipants of
the conference
%resentation of
*G))%- in progress
*emento presented to
*inda 6urukawa
Team
/est "ompany
Trophy
presented to *)-
Team

Training : Korkshop F 6ollowing training programme had been conducted in this financial
year.
%roblem )olver -evel E. /atch >F This programme was conducted from E;th to =Est
$ugust =??;. => candidates from D group companies attended the training programme.
The trained problem solvers will undertake a problem solving pro(ect in their work
area or related area. 9n the basis of pro(ect work and written examination, certificate
will be issued to successful candidates.

,r. )umit &oy
explaining about
shikawa ,iagram
Training in progress

6
1
Ne7 @ Event
=nd *inda )"* "onference held on E;th I =?th +ov. =??; at *"-!+oida
Ath *inda Tooling "onference held on =Cth I =Dth 6ebruary =?E? at *"-!+oida
Cth Juality "ircle "onvention will be held on =Cth *arch =?E? at *"-!+oida
<rd 7aizen *ela will be held on =Dth *arch =?E? at *"-!+oida
%aDor C#tomer

PRODUCTS PROFI(E
)witches
/atteries
-ighting

Frame %o#nt Fe'0oard S7itc&
Prod#ct Categor' B )witches $nd %arts
#lmeco ndia offers ,oor )witch with /rass Terminal. #lmeco ndia, an )9 ;??E!=???
registered company supplies electrical switches. ,oor )witch with /rass Terminal is supplied
with E>mm nut mounting of <mm thickness. ,oor )witch with /rass Terminal is available in
white and black color. The housing : actuator of this door switch is %6 molding of anti track
quality. ts corrosion resistance is maximum =? mM N*ax.O. The contact of this switch is %./.
N/ronzeO.
Door S7itc& )it& Bra Terminal
Prod#ct Categor' B )witches $nd %arts
nnovision offers 6rame *ount 7eyboard )witch. nnovision supplies sensors, switches,
connectors, or any electronic I elevator components. 6rame *ount 7eyboard )witch is
provided with the feature of desktop profile, ?.C? inch NEA.=mmO from %"/ Nwithout keycapO.
6rame *ount 7eyboard )witch is also available with the facilities of E=G maximum $":,".
ts model no. s *P.
T&e ?e' !eat#re o! Frame %o#nt Fe'0oard S7itc& are a !ollo7B
"hoice of feelF linear, soft tactile, click tactile
%"/ or frame mount
-ong lifeF A? million operations NlinearO and =? million operations minimum NtactileO
>mm travel
-#,, diode or (umper option
(1 T1 Control Rever&ing S7itc&
Prod#ct Categor' B )witches $nd %arts
,elta "orporation manufactures -. T. "ontrol &evershing )witch. ,elta "orporation offers
pressure control )witches and -.T. "ontrol reversing switches. The -. T. "ontrol &evershing
)witch is durable, smooth, and trouble free operation. These -. T. "ontrol &evershing
)witches are ideally recommended for application in machine tools like lathes, drilling
machines, power presses, hacksaws, band saws grinders I many other machines, switch
boards, panels etc. n these &evershing )witches, contacts made of ;;.;;@ pure cold rolled
electrolytic copper, cadmium plated, to withstand considerable overload without over heating
I to increase the life switching cycles
Fe' peci!ication o! (1 T1 Control Rever&ing S7itc& areB
/akelite contact block made of superior grade of phenol formaldehyde powder for very
good electrical I mechanical properties.
8lossy, scratch resistant, anti!corrosive colour coating for the outer sheet metal casing for
longer life I attractive appearance.
Gery rigorous electrical and mechanical tests for every switch
)lick, superior finish.
*odels $vailable
-.T. "ontrol &eversing switch $!EC with )teel Handle
-.T. "ontrol &eversing switch $!EC with /akelite Handle
Centri!#gal S7itc&e For Single P&ae %otor
Prod#ct Categor' B )witches $nd %arts
6ormost ndustrial %roducts offers "entrifugal )witches for )ingle %hase *otors. 6ormost
ndustrial %roducts also manufactures and distributes terminal blocks, centrifugal switches,
nylon terminal boxes, mild steel fan cover and terminal boxes for < phase and single phase
motors. The "entrifugal )witches for )ingle %hase *otors operates at approximately DA@ of
the rated rpm of motors to cut off the supply of the starting "apacitor and auxiliary winding.
The "entrifugal )witches for )ingle %hase *otors are checked for electrical leakages and
consistency of opening speeds. These "entrifugal )witches are for > pole and = pole single
%hase motors of A? cycles and ==? volts.
Roc?er $ppliance S7itc&e )it& Copper $llo' Terminal
Prod#ct Categor' B )witches $nd %arts
Teknic #lectromeconics %vt. -td. 9ffers &ocker $ppliance )witches with "opper $lloy
Terminals. Teknic #lectromeconics %vt. -td. s an )9 ;??EF =??? certified company that
manufactures appliance switches I precision switches. The &ocker $ppliance )witches with
"opper $lloy Terminals are suitable for switching of both resistive and inductive loads to the
extent of "urrent and Goltage ratings. The switches are suitable for operation in an ambient
Temperature up to HA?", i.#. THA.
Fe' peci!ication o! Roc?er $ppliance S7itc&e 7it& Copper $llo' Terminal areB
*aterials of "onstruction
HousingF +ylon CC N3n!filledO
&ocker /uttonF +ylon CC : %olycarbonate
TerminalsF "opper $lloy
"ontactsF )ilver : )ilver $lloy
RESE$RC" %ET"ODO(O*Y
Introd#ction o! Reearc&
RESE$RC"B>
1&esearch is an organized and systematic way of finding answers to question2.
1&esearch is careful inquiry or examination to discover new information or relationships and
to extend and to verify existing knowledge.2
Redman @ %ora' define research as a 1systematized effort to gain new knowledge.2
%et&odolog' is defined as
E. 'the analysis of the principles of methods, rules, and postulates employed by a
discipline' or
=. 'the development of methods, to be applied within a discipline'
<. '$ particular procedure or set of procedures.'
RESE$RC" PROCESS

Proce involved in %et&odolog'
,efining the
skills
$ssessing
:*apping the
actual skills
*atching the
defined skills
/ridging the
skill gap
,esigning the
training
calendar
INTRODUCTION OF T"E PROB(E%
This pro(ect is based on the performance of the *+,$ ndustries -imited, &udrapur.
The main purpose of this report is to identify the profitability and performance of *+,$
ndustries -imited in human resource and also to analyze the employee satisfaction regarding
its work and policies and take foremost suggestion from the employee according to their
comments.
To analyze the performance of *+,$ ndustries -imited in human resource.
To find out the attitude of employee in respect of *+,$ ndustries -imited.
*ain purpose of making such report is to know various factors facing in survey in
future.
RESE$RC" DESI*N
&esearch design is simply the framework or plan for a study, used as a guide in collecting and
analyzing data. There are three types of &esearch ,esignF!
E. EAplorator' Reearc& DeignB > The ma(or emphasis in exploratory
&esearch design is on discovery of ideas and insights.
=. Decriptive Reearc& DeignB > The ,escriptive &esearch ,esign
)tudy is typically concerned with determining the frequency with which something
occurs or the relationship between two variables.
<. Ca#al Reearc& DeignB > $ "ausal &esearch ,esign is concerned with
determining cause and effect relationship.
6or the study, ,escriptive &esearch ,esign was undertaken as it draws the opinion of
employees: workers on a specific aspect.
S$%P(IN* DESI*N
)ampling is the process of learning about the population on the basis of the sample.
)ample is that part of the universe which we select for the purpose of investigation sample
should exhibit the characteristics of the universe. $ll the items under considerable in any field
of inquiry constitute a universe or population.
9a; Pop#lationB >
ElementB EAC #mployees of %roduction and *aintenance ,epartment
90; Sampling UnitB %roduction ,epartment and *aintenance ,epartment
TimeF 5une ==
nd
to $ugust E=
th
.
9c; Sample SiEeB ! E<;
.d; Sampling %et&odB >
There are two methods of samplingF!
E. Pro0a0ilit' SamplingB t is based on the concept of random selection of a controlled
procedure that assures that each %opulation element is gives a non!zero chance of selection.
%robability )ampling is of following typesF
E. )imple &andom
=. )ystematic
<. "luster
>. )tratified
A. ,ouble
21 Non>Pro0a0ilit' SamplingB +on!probability sampling is non!random and sub(ective. That
is each member does not have a known non!zero chance of being included. Types of +on!
%robability )ampling
E. "onvenience
=. 5udgement
<. Juota
&esearcher selects the sample as per their convenience.
6or this research work have chosen +on! %robability "onvenience )ampling because time
limit for the completion of the work is limited and also managers and employees are not
available all the time.
D$T$ CO((ECTION %ET"OD
,ata are facts, and other relevant materials, past and present, serving a basis for the
study and analysis. The data serve as a base or raw material or analysis. Kithout an analysis of
factual data, no specific inferences can be drawn on the questions under the study. The
relevance, adequacy and reliability of data determine the quality of the findings of a study.
There are two types of data collection. They are as follows
%rimary ,ataF %rimary sources are original sources from which the researcher directly collects
data that have not been previously collected, e.g., collection of data directly by the researcher.
They are first hand information collected through various methods such as observations,
interviewing, and mailing.
)econdary ,ataF These are sources containing data which have been collected and complied
for another. The secondary sources consists of readily purpose available compendia and
already compiled statistical statements and reports whose data may be used by researchers for
their studies. )econdary sources consist of not only published records and reports, but also
unpublished records. t is collected with the help of following sourcesF
nternet
nformation by the company
n this pro(ect both the above mentioned methods were used for data collection.
<#etionnaire for the collection of primary. 6or the support secondary data is also taken in to
account such as theoretical foundation of the topic through Internet and Boo?1 $lso min#te
o! record provided by the company
$BOUT B$TTERIES
*inda ndustries -imited .*-0 has introduced the $uto *otive battery brand GVroomH in
the market. n the first phase of the launch batteries for = wheelers have been introduced. The
batteries aim to cater to the growing demand of quality batteries both from 9#*s as well as
in the &eplacement *arket.
Vroom is manufactured in the 3ltra *odern latest technology plant set up by *inda
ndustries at %antnagar, 3ttrakhand. The 8reenfield plant has been set up with an investment
of &s.A? crores and has a capacity to produce >.= million batteries. These batteries are being
produced in technical collaboration with the #uropean leader in batteries 6$** )p$ of
taly.
nitially three types of batteries have been launched for = wheelers L (ong li!e 0atterie=
%aintenance !ree 0atterie and Time proo! 0atterie.
The warrantees on Groom range from E= to >H months, depending upon the model and the
type. The batteries are available across the country through the excellent after sales and
service arm of the *inda 8roup, )witch *asters -imited. There are already over <??
distributors covering the length and breadth of the country that are stocking and distributing
the batteries.
The high end G&-$ .Galve &egulated -ead $cid0 batteries are called %inda Time Proo!
0atterie and are the latest technology in -ead $cid batteries, the %lates are special grade of
"alcium in both %ositives and +egatives.
These batteries have the ability to recombine the hydrogen and 9xygen inside the battery
itself L therefore there is very little water loss. Dangero# gae are not emitted into t&e
atmop&ere o t&ee 0atterie are more environment !riendl'1 *inda Time %roof /atteries
are specially factory charged and sealed making them totally spill proof, totally tamper proof
and totally maintenance free.
%inda Time Proo! 0atterie are t&e !irt organiEed ector VR($ 0atterie man#!act#red
and mar?eted in t&e India1
%aintenance Free Batterie are made from -ead $ntimony and -ead "alcium. The calcium
alloy is special grade which gives ultra low water loss and hence increasing the life and
performance of the battery. $t present only *inda is offering *aintenance 6ree batteries in =
wheeler segment in all the variants .on the basis of $h0.
The (ong (i!e Batterie are the "onventional flooded batteries, and are also made of plates
made from -ead $ntimony and -ead "alcium. The composition of the alloys results in low
water loss and hence results in long life of battery.
VROOM marks our first foray into the retail segment and we are hopeful that we will shortly
become the preferred brand for 2-wheeler battery in the after market says *r. Givek 5indal,
#xecutive ,irector, *inda ndustries -imited.
CUSTO%ERS OF %IND$ INDUSTRIES
,1 Dometic C#tomer
5 )&eeler



2 )&eeler


Tractor


21 International C#tomer





PRINCIP(ES OF %IND$
The *+,$ 8roup is built on certain basic principles which form the pillars of its foundation.
These are an integral part of the organisation as they results in a well!organized workplace
which in turn results in a safer, more efficient, and more productive operation. They areF
a) 5S F
'A)' was invented in 5apan, and stands for five .A0 5apanese words that start with
the letter 4)4F )eiri, )eiton, )eiso, )eiketsu, and )hitsuke.
The .S Proce, or simply 'A)', is a structured program to systematically achieve
total organization, cleanliness, and standardization in the workplace.
Japanee Term
Engli&
Tranlation
EI#ivalent 8S8
term
Seiri 9rganisation )ort
Seiton Tidiness )ystematise
Seiso "leaning )weep
Seiketsu )tandardisation )tandardise
Shitsuke ,iscipline )elf ! ,iscipline
b0 KaizenF
7aizen was created in 5apan following Korld Kar . The word 7aizen means
'continuous improvement'. t comes from the 5apanese words .'kai'0 which means
'change' or 'to correct' and .'zen'0 which means 'good'.
7aizen is a system that involves every employee ! from upper management to the
cleaning crew. #veryone is encouraged to come up with small improvement
suggestions on a regular basis.
n *+,$ ndustries, every 6riday is celebrated as 7aizen ,ay when suggestions
given by each employee are written down, shared and implemented.
b) oka-yoke!

%oka ! yoke was coined in 5apan during the E;C?s by )higeo )hingo who was one of
the industrial engineers at Toyota.
The term %oka L Boke means Qmistake!proofing.
deally, %oka!yoke ensures that proper conditions exist before actually executing a
process step, preventing defects from occurring in the first place. Khere this is not
possible, poka!yokes perform a detective function, eliminating defects in the process
as early as possible.
c) "#!
Total %roductive *aintenance .T%*0 is a maintenance program which involves a
newly defined concept for maintaining plants and equipment.
The goal of the T%* program is to markedly increase production while, at the same
time, increasing employee morale and (ob satisfaction.
d) $%" for all impro&ement acti&itiesF
"ross 6unctional Team ."6T0 is a group of people with different functional expertise
working toward a common goal.
e) "S ' (ine )alancing and standardisation!
The To'ota Prod#ction S'tem .T%)0 is an integrated socio!technical system,
developed by Toyota that comprises its management philosophy and practices.
The T%) organizes manufacturing and logistics for the automobile manufacturer,
including interaction with suppliers and customers.
g0 *uality circles for better employee in&ol&ement
h0 "o a&oid +# for $ost ,eduction!
#-./ '0aste
#-,/ ' 1rregularity
#-,1 ' Strain
FINDIN*S $ND $N$(YSIS
JuesE. would not hesitate to recomment *inda to a friend as a good organization to work.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$nsE.

Jues=. %eople here always willing to put effort beyond requirement to help the company
succed.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns=.
Jues<. The balance between my work career and personal commitments is satisfactory.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns<.
Jues>. #mployee do not feel stress.
H& %olicy ,)ystems I procedure
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns>.
JuesA. The companys H& policy I procedure creats a positive work enviornment for me.
&eward I "arrer growth.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$nsA.
JuesC. am presently motivated by organisations "ompensation:salary structure.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$nsC.
JuesD. T think that our "ompensation is benchmarked effectively versus $uto ancilliary
industry.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$nsD.
JuesH. have sufficient opportunities for personal I professional growth
-#$&++8 9%%9&T3+T#).
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$nsH.
Jues;. The Training programm offered at minda have made me more competant.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns;.
Jues E?. "ontinuous -earning:improvement is the way company works.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns E?.
JOB S$TISF$CTION
Jues EE. truly en(oy me day to day work
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns EE..E0
Jues E=. seldom worry about losing my (ob.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns E=.
Jues E<. get a sense of accomplishment from my work.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns E<.
RE($TIONS"IP )IT" %$N$*$%ENT
Jues E>. *anagement!#mployee share nice relationship.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns E>. .E0
)T$66 T3&+9G#& .#*%-9B##) -#$G+8 *inda0
Jues EA. *y organisation manages the exit of employees in an effective I sensitive manner.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
$ns EA.
How would you rate the company as a place to work relative to other companies for which
you might work:have worked forR
.E0 Kell below others .=0 )omewhat below others
.<0 )ame as other .>0)omewhat above others
.A0 $bove others
$ns

#xpect to countinue to working at minda.
.E0 C months from new .=0 E year from new
.<0 <year from new .>0 A year from new .A0 6or
the rest of my carrer
$ns
CONC(USION
)ummer training in %IND$ Ind#trie exposed me to different arenas involved in Human
&esource *anagement. t provided me with the right industry exposure that was required. t
taught me the practical aspects involved in the functioning of an industry.
9verall, it was a very fulfilling and knowledgable experience in *+,$ ndustries.
<UESTIONN$IRE
JuesE. would not hesitate to recomment *inda to a friend as a good organization to work.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues=. %eople here always willing to put effort beyond requirement to help the company
succed.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues<. The balance between my work career and personal commitments is satisfactory.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues>. #mployee do not feel stress.
H& %olicy ,)ystems I procedure
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
JuesA. The companys H& policy I procedure creats a positive work enviornment for me.
&eward I "arrer growth.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
JuesC. am presently motivated by organisations "ompensation:salary structure.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
JuesD. T think that our "ompensation is benchmarked effectively versus $uto ancilliary
industry.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
JuesH. have sufficient opportunities for personal I professional growth
-#$&++8 9%%9&T3+T#).
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues;. The Training programm offered at minda have made me more competant.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues E?. "ontinuous -earning:improvement is the way company works.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
JOB S$TISF$CTION
Jues EE. truly en(oy me day to day work
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues E=. seldom worry about losing my (ob.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
Jues E<. get a sense of accomplishment from my work.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
RE($TIONS"IP )IT" %$N$*$%ENT
Jues E>. *anagement!#mployee share nice relationship.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
)T$66 T3&+9G#& .#*%-9B##) -#$G+8 *inda0
Jues EA. *y organisation manages the exit of employees in an effective I sensitive manner.
.E0 )torngly disagree .=0 ,isagree
.<0 +o opinion .>0$gree
.A0 )trongly agree
How would you rate the company as a place to work relative to other companies for which
you might work:have worked forR
.E0 Kell below others .=0 )omewhat below others
.<0 )ame as other .>0)omewhat above others
.A0 $bove others
#xpect to countinue to working at minda.
.E0 C months from new .=0 E year from new
.<0 <year from new .>0 A year from new .A0 6or the rest of my carrer