Copy and paste to A PROJECT REPORT ON TO STUDY THE METHODS USED TO IDENTIFY THE TRAINING NEEDS BY THE COMPANY

(A CASE STUDY OF HERO HONDA MOTORS LTD.)

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TABLE OF CONTENTS SL.NO. PARTICULARS PAGE NO.

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. a.

INTRODUCTION REVIEW OF EXISTING LITERATURE FOCUS OF THE PROBLEM OBJECTIVES OF THE STUDY CONCEPTUALIZATION RESEARCH METHODOLOGY SCOPE AND RELEVANCE OF THE STUDY LIMITATIONS OF THE STUDY ANALYSIS & INTERPRETATION SUGGESTIONS BIBLIOGRAPHY APPENDICES Questionnaire

INTRODUCTION The purposed study titled Training Patterns - A Case Study of Hero Honda Motors L td., Dharuhera is about the methods used in the company to identify the Training needs and the different methods of training. Every organization needs to have we ll-trained and experienced people to perform the activities that have to be done . If the current or potential job occupant can meet this requirement, training i s not important. But when this is not the case, it is necessary to raise the ski ll levels and increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job re designing or a technological break-through require some type of training and dev elopment efforts. Training is a process of learning a sequence of programmed beh avior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. The purposed study aims at identifying the different training methods used by company and their effectiveness. Company started out as a Joint Venture between Hero Group, the worlds largest bicycle man ufacturers and the Honda Motor Company of Japan, has today become the Worlds sing le largest two wheeler company. Coming into existence on January 19, 1984, Hero Honda Motors Limited gave India nothing less than a revolution on two-wheels mad e even more famous by the `Fill it Shut it Forget it campaign. Driven the trust o f over 5 million customers, the Hero Honda product range today commands a market share of 48% making it a veritable giant in the industry. Add to that technological excellenc e, an expansive dealer network, and reliable after sales service, and you have o ne of the most customer friendly companies. Customer satisfaction, a high qua lity product, the strength of Honda technology and the Hero groups dynamism have helped HHML scale new frontiers and exceed limits. Over 19 million Hero Honda two wheelers tread Indian roads today. These are almo st as many as the number of people in Finland, Ireland and Sweden put together. Hero Honda has consistently grown at double digits since inception; and today, e very second motorcycle sold in the country is a Hero Honda. Every 30 seconds, so meone in India buy Hero Hondas top selling motorcycle Splendor. This festive seas on, the company sold half a million two wheelers in a single month a feat unpara lleled in global automotive history. Hero Honda bikes currently roll out from two globally benchmarked manufacturing facilities based at Dharuhera and Gurgaon in Haryana. These plants together are capable of churning out 3.9 million bikes per year. A third state of the art man ufacturing facility at Hardwar in Uttranchal will soon be commissioned to cope w ith sustained customer demand. Hero Hondas extensive sales and service network now spans over 3000 customer touc h points. These comprise a mix of dealerships, service and spare points, spare p

arts stockiest and authorized representatives of dealers located across differen t geographies. Hero Honda values its relationship with customers. Its unique CRM initiative Her o Honda Passport Program, one of the largest programs of this kind in the world, has over 3 million members on its roster. The program has not only helped Hero Honda understand its customers and deliver value at different price points, but has also created a loyal community of brand ambassadors. Having reached an unassailable pole position in the Indian two wheeler market, H ero Honda is constantly working towards consolidating its position in the market place. The company believes that changing demographic profile of India, increas ing urbanization and the empowerment of rural India will add millions of new fam ilies to the economic mainstream. This would provide the growth ballast that wou ld sustain Hero Honda in the years to come. Hero Honda is a world leader because of its excellent manpower, proven managemen t, extensive dealer network, efficient supply chain and world-class products wit h cutting edge technology from Honda Motor Company, Japan. The teamwork and comm itment are manifested in the highest level of customer satisfaction, and this go es a long way towards reinforcing its leadership status. Chairman of Hero Honda Mr. Brijmohan Lall Munjal seeding a dream Dont dream if you cant fulfill your dreams, he often fond of saying. The founder and patriarch of the Dollar 2.8 billion Hero Group is your classic first generation entrepreneur. He is a man who started small, dreamt big and used a combination of grit and pe rseverance to create one of the countrys largest corporate groups and the Worlds N o.1 Two Wheeler Company. Instinctive from a young age he made a rather unusual s tart in life. Around the time when the freedom movement in India was taking shap e in the late 1920s, he walked into a newly opened Gurukul (Indian heritage scho ol) near his home in Kamalia (now in Pakistan). He was only six years old then. Thus began an extraordinary tale of courage and perseverance he began his busine ss story after partition in 1947, when he and his brothers relocated to Ludhiana . The family set up a company that provided poor people with basic transport (cy cles). Three decades later, as India evolved, he added a second crucial chapter which visualized affordable and technologically superior transport to millions o f middle class Indians. In the words of Mr. Brijmohan Lall Munjal, the Chairman and Managing Director, H ero Honda Motors We will continue to make every effort required for the developme nt of the motorcycle industry, through new product development, technological in novation, and investment in equipment and facilities and through efficient manag ement. & We pioneered Indias motorcycle industry, and its our responsibility now to take the industry to the next level. Well do all it takes to reach there. The company is achieving high target in the industry and stands first two Wheele r Company in the world. In achieving this great position companys dedicated emplo yees, fast R&D, developed technology and committed top management are playing ve ry important role. The organization arranges regular training programme to keep update its employees because employee satisfaction is the core competency of the company. Company spends a huge amount on employee training which is the employe e investment. REVIEW OF EXISTING LITERATURE As we know that training is the main element in the organizational process to g uide or to make somebody to learn. Through training programmes various kinds of guidance is provided to the workers, employees etc. Through training one can lea rn something new, something creative. Therefore, the training can be learned thr ough various books written by many authors. Each and every organization has thei r own training programmes in order to make their employees trained in each and e very aspect concerned. Infosys technology and Sasken communication technology is very good example in this regard according to survey conducted by Business Toda y titled The best companies to work for in India. These companies spend highly on training programmes. They have tie up with various reputed institutes in country . A large study on training needs assessment has been conducted by the Biswajeet Pa

ttnayak, Professor, IIM Lucknow, covering senior, middle, and junior executive o f 75 Indian organizations 1996-97 (Pattnayak Biswajeet, Human Resource Traiing, w heeler publishing, 1998). O. Jeff Harris, Jr. observe, Training of any kind should have as its objective th e redirection or improvement of behavior so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is a part. Training normally concentrates on the improvement of operat ive skills, interpersonal skills, decision making skills or a combination of th ese. (Mamoria, C.B. Personnel Management, Himalaya Publishing House, New Delhi, 1 988.) Donald Kirkpatrick has developed a very popular evaluation model that has been u sed since the late 1950s by the training community. The focus is on measuring fo ur kinds of outcomes that should result from a highly effective training program . Under the Apprenticeship Act, 1962 employers in specified industries are require d to train the prescribed number of employees in designated trades. The aim is t o develop all- round craftsman. (Gupta, C.B., Human Resource Management, Sultan Chand & Sons, New Delhi, 2003.) Evaluation of the Individual Training Account (ITA) Experiment, This project is designed to test different approaches for managing customer choice in the admini stration of ITAs. Customers are randomly assigned into one the ITA approaches, w hich range from a highly structured approach (customers are steered to the highe st return training options) to a true voucher approach (customers are offered a lump sum and allowed to choose any state approved training). The evaluation will provide process and comparative analysis cross three treatments for effectivene ss. The grantees of this experiment include two consortia of two local boards Ar izona and Georgia and four single local boards, each located in Connecticut, Nor th Carolina, Florida, and Illinois. The National Industries Conference Board, U.S.A., states some principles like th e following:The purpose of the training is to help meet company objectives by provid ing opportunities for employees at all organizational levels to acquire the requi site knowledge, skills and attitude. The first step in training is to determine needs and objectives The objectives and scope of training plan should be defined before its d evelopment is begun in order to provide a basis for common agreement and coopera tive action. The technique and process of training program should be related directly to needs and objectives of an organization. Training is properly the responsibility of any one in the management who wants to attain a particular objective. The purpose behind the training of personnel is to assist line managemen t in the determination of training needs and in the development, administration, conduct and follow up of training plans. To be effective, training must use the tested principles of learning. Training should be conducted in the actual job environment to the maximu m possible extent. FOCUS OF THE PROBLEM The objective of the study is to have an extensive view of training. The study i ncludes identifying training needs in the different areas in the organization an d the effectiveness of the methods used by the organization in providing trainin g to their employees. Here the problem is related to how the needs of training arise and with what par ameters the training need identification is done. To identify the different methods of training need identification used b y the organization. To know whether the training programmes adopted by the organization are sufficient or not.

To identify the different methods used by the organization.

OBJECTIVES OF THE STUDY To study the methods used to identify the training needs by the company. To know the various types of training programs adopted by the organizati on as well as in industry. To know the training benefits. To study the effectiveness of the different training programs adopted by organization.

CONCEPTUALIZATION Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to deve lop the organization through human resource development. Employee training is sp ecialized function and is one of the fundamental operative functions for human r esource management. Introduction of Training Human Resource Development has in recent years become the focus of attention of planners policy makers and administrators. Human resource development may be def ined as the process of increasing the knowledge, skills and capabilities of peop le. It is important not only for an enterprise but for nations to develop its hu man resources. At enterprise level employee training and executive development a re main areas of human resource development. Every organization needs to have we ll trained and experienced people to perform the activities that have to be done . If current or potential job occupants can meet this requirement, training is n ot important. When this is not the case, it is necessary to raise the skills lev el and increase the versatility and adaptability of employees. New technologies are coming very fast, and jobs are becoming complex with the ad vance of each, hence to keep pace with the fast changing technology employee nee d training. Training Training is a learning experience in that it seeks a relatively permanent change in an individual that will help improve his or her ability to perform on the jo b. Training involves the changing of the skills, knowledge, attitudes or social behaviour to suit the present job of the person. Training is process of increasi ng the knowledge and skills for doing a particular job. It is an organized proce dure by which people learn knowledge and skill for a definite purpose. The purpo se of training is basically to bridge the gap between job requirement and presen t competence of an employee. Training is aimed at improving the behaviour and pe rformance of a person. It is never ending or continuous process. Training is clo sely related with education and development but needs to be differentiated from these terms.

Training & Education Training should be distinguished from education. Training is any process by which the aptitude, skills and abilities of employees to perform specific jobs are in creased. On the other hand, education is the process of increasing the general k nowledge and understanding of employees Thus the education is wider in scope and more general in purpose than training. Training is job-oriented or occupational having an immediate utilitarian objectives and major burden of training falls up on the employers. Training is vocational whereas education is general and major burden of education falls on Govt. Education is person oriented while training i s job oriented. Comparison between Education & Training Sl. No. Training Points of comparison Education 1. Content & Scope Broad & General Narrow & specific job related 2. Nature Pure & theoretical Applied & practical 3. Duration Long duration Short duration 4. Result Delayed & unapparent Quick & apparent Education generally refers to formal instruction in a school or college whereas training is often imparted at the work place. Training and Development Employee training is distinct from management development. Training is short ter m process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. It refer s to instructions in technical and mechanical operations like operation of a mac hine. On the other hand Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn concep tual and theoretical educational concepts and it is designed for managers. It in volves broader education and its purpose is long term development. Comparison between Training and Development Sl. No. Points of distinction Training Development 1. Contents Technical & Mechanical Conceptual & philosophical 2. Particulars Non managerial personnel Managerial personnel 3. Time period Short term one shot affair Long term continuous 4. Purpose Specific, job related skills Total personality 5. Initiative From management From individual himself 6. Nature of process Reactive process to meet current need Proactiv e process to meet future needs Need for Training Training is required on account of the following reasons: Job Requirement: Employees selected for a job might lack the qualificati ons required to perform the job effectively. New and inexperienced employees req uire detailed instruction for effective performance on the job. In some cases th e past experience, attitude and behaviour patterns of experienced personnel migh t be inappropriate to the new organization. Technological Changes: Technology is changing very fast. Now automation and mechanization are being increasingly applied in offices and service sector. Increasing use of fast changing techniques requires training into new technology . Organizational Viability: In order to survive and grow an organization m ust continually adopt itself to the changing environment. With increasing econom ic liberalization and globalization in India business firms are experiencin g expansion, growth and diversification. In order to face international competit ion, the firms must upgrade their capabilities. Existing employees need refreshe r training to keep them abreast of new technology. Internal Mobility: Training becomes necessary when an employees moves fr om one job to another job due to promotion and transfer. Employees chosen for hi gher level job need to be trained before they asked to perform the higher respon

sibility. Quality Conscious Customers: To satisfy the customers, quality of produc t must be continuously improved through training (on TQM, Empowerment, BPR etc.) of workers. Greater Productivity: Well trained workers can enhance the productivity. Stable Workforce: Training creates a feeling of confidence in the mind o f workers, hence they feel secure at this workplace. Better Management: Training produces better managers, hence can be used as an effective soul of planning & control. Others: Less supervision Good human relationship Preparation of future managers Economical operation Higher morale Identifying Training Needs All training activities must be related to the specific needs of the organizatio n and individual employees. A training program should be launched only after the training needs are assessed clearly and specifically. The effectiveness of trai ning program can be judged only with the help of training needs identified in ad vance.

SYSTEMATIC APPROACH TO TRAINING Training Needs can be identified through following Types of Analysis: Organizational Analysis: It involves a study of the entire organization in terms of its objectives, its resources, resource allocation and utilization, growth potential and its environment. Organizational analysis consists of the fo llowing elements: Analysis of objectives Resource utilization analysis Organization climate analysis Environment scanning Task or Role Analysis: It is a systematic and detailed analysis of jobs to identify job contents, the knowledge, skills and aptitudes required and the w ork behaviour. On the part of job holder particular attention should be given to the task to be performed, the methods to be used and the way employees have lea rnt these methods and performance standards required of employees. Manpower Analysis: In this analysis the persons to be trained and the ch anges required in the knowledge, skills and attitude of an employees are determi ned. Methods for Determining Training Needs: Observation and analysis of job performance. Management and staff conferences and recommendations. Surveys, Reports and Inventories Interviews etc. People behind Training Following people are involved in enforcing the procedure of training need identi fication: Training Coordinator: He coordinates all activities from training needs

identification and nomination of people for training to tabulate and communicate the feedback. He is also responsible for keeping the list of all approved trai ning programmes and records of training undergone by each employee in organizati on. Supervisors: They are the heads of different project teams. Functional Heads: They are General Managers of respective Department. Training Organizer: He is the volunteer within the organization and loo ks after the facilities of training. Types of Training A) Induction Training: This is also known as orientation training. It is co ncerned with introduction or orientation a new employee to the organization and its procedures rules and regulations. The purpose is to give a bird eye view of th e organization issues he has to work. B) Job Training: This type of training relates to specific job, which worke r has to handle. It develops skills and confidence among the workers and enables them to perform efficiently such as plant training programmes. C) Apprenticeship Training: Training the young people about their job or a series or related job. It is based on the concept of EARN WHEN YOU LEARN. D) Internship Training: It is training for student, of providing them with the practical experience about the theoretical knowledge. E) Refresher Training: Due to changing technology the skills with the exist ing employees become obsolete thus to refresh their old skills refresher trainin g is required. Methods of Training The following methods are used to impart training among employees: On the Job Training: In this method trainee is placed on a regular job and taugh t the skills necessary to perform it. The trainee learns under the guidance and supervision the instructor or a supervisor. Coaching Understudy Position Rotation Vestibule Training: In this method a training called vestibule is set up actual job conditions are duplicated or simulated in it. Expert trainers are employed t o provide training with the help of equipment and machines. Off the Job Training: (Away from the workplace) Conferences Case study Sensitivity training Role playing Programmed instruction Special project Committee assignment Principles of Training The following guidelines can help to make training more effective: Clear objectives Training policy Motivation Reinforcement Organized material Learning period Preparing instructor Practice Appropriate techniques Feedback INDUSTRY PROFILE On the canvas of the Indian Economy, Auto Industry occupies a prominent place. D ue to its deep forward and backward linkage with several key segments of the eco nomy, automotive industry has a strong multiplier effect and is capable of being

the driver of economic growth. A sound transportation system plays a pivotal ro le in the countrys rapid economic and industrial development. The well developed Indian automotive industry ably fulfils this catalytic role by producing a wide variety of vehicles: passenger cars, light, medium and heavy commercial vehicles , multi-utility vehicles such as jeeps, scooters, motorcycles, mopeds, three whe elers, tractors etc. Although the automotive industry in India is nearly six decades old, until 1982, only three manufacturers M/s. Hindustan Motors, M/s. Premier Automobiles & M/s. Standard Motors tenanted the motorcar sector. Owing to low volumes, it perpetua ted obsolete technologies and was out of sync with the world industry. In 1982, Maruti Udyog Limited (MUL) came up as a Government initiative in collaboration w ith Suzuki of Japan to establish volume production of contemporary models. After the lifting of licensing in 1993, 17 new ventures have come up, of which 16 are for manufacture of cars. There are at present 12 manufacturers of passenger car s, 5 manufacturers of MUVs, 9 manufacturers of Commercial Vehicles, 12 of two wh eelers, 4 of three wheelers and 14 of tractors besides 5 manufacturers of engine . The industry comprising of the automobile and the auto component sectors has sho wn great advances since delicensing and opening up of the sector to F DI in 1993. The industry has an investment of a sum exceeding Rs.50,000 Crore. During the year 2003-04 the turnover of the automotive sector was around Rs.1,00 ,000 Crores. The industry provides employment to 4.5 Lacs and indirect to 1 Cror e. The contribution of the automotive industry to GDP has risen from 2.77% in 199293 to 9.4% in 2006-2007. Production One of the largest industries in India, automotive industry has been witnessing impressive growth during the last two decades. Abolition of licensing in 1991, p ermitting automatic approval and successive liberalization of the sector over th e years have led to all round development of this industry. The freeing of the i ndustry from restrictive environment has, on the one hand, helped it to restruct ure, absorb newer technologies, align itself to the global developments and real ize its potential and on the other hand, this has significantly increased indust rys contribution to overall industrial growth in the country. Overall automobile sector bagged a growth of 15.12% in 2003-04. During the year 2005-06 (upto April -September 2005) the industry have registered a growth and the same are given be low: Sl. No. Name of the Sector No. of Units Production (In Nos.) 2003-04 2005-06 (April-Sept. 05) 1. Commercial Vehicles 9 275224 156815 2. Cars 12 842437 465983 3. Multi-utility Vehicles 5 146103 114739 4. Two Wheelers 12 5624950 3023805 5. Three Wheelers 4 340729 177554 Total 42 7229443 3938896 The Automobile Industry performance in the year 2005-06 showed encouraging resul ts for all segments of the automobile industry. The industry registered a growth of around 16% in numbers over the year 2005-06. Despite the speculations of slow growth from different quarters because of unpre cedented rise in input prices, the passenger vehicles posted a growth of 18% in the year 2004-05 over the year 2003-04, SIAM had mentioned in the beginning of t he year 2004-05 of a similar growth while announcing the performance figures for 2003-04. Within the passenger vehicle segment, passenger cars and utility vehic les have grown by 18% and 20% respectively while MPVs have grown at the rate of over 9%. The commercial vehicle segment clocked a growth rate of 22%. M&HCV segm ent has grown by 23% whereas LCVs grew by over 21%. Two wheeler segment as a whole during the year 2005-06 grew by over 15%. Backed by Governments initiative on rural roads and better connectivity with major towns

and cities, improved agricultural performance, upward trend of purchasing power in the hands of rural people, the two wheeler industry was able to achieve the record performance of crossing 6 million two wheelers with exact sales standing at 6,208,860 during the year 2005-06. Exports The performance of the automobile industry in exports is also encouraging. Comme rcial vehicle exports increased to an all time high of touching 30,000 growing a t a rate of 72% Passenger vehicle exports grew by 29% to 166,413 units. The two wheelers also crossed three hundred thousand mark for the first time clo cking around 366,724 numbers and recorded a growth rate of 38% over the last yea r. M/s. Hero Honda Motors Limited - Overview M/s. Hero Honda Motors Limited the manufacturer of India largest selling 100 cc motorcycles was incorporated on January 19, 1984. Hero Honda is a successful ble nd of two unique culture & world market leaders i.e. Honda company of Japan & He ro group of India. The partnership between Honda & Munjals to manufacture 100 cc motorbikes has been one of the most successful Indian joint venture ever. HHML h as brought to India a revolution on two wheeler by famous advertising campaign Fi ll-it-Shut-it-Forgot-it. Today two plants of HHML are located on Delhi-Jaipur Hig hway. Hero Honda, the world s largest 2-wheeler company started out as a joint venture between the Hero Group (26% Stake), the world s largest bicycle manufacturers a nd the Honda Motor Company of Japan (26% stake). The joint venture came into exi stence on January 19, 1984 and gave India a revolution in two-wheeler motorcycle segment. With over 5 million customers, the Hero Honda product range today comm ands a market share of 48% in motorcycle market, making it a veritable giant in the industry. With technological excellence, an expansive dealer network and a r eliable after sales service, Hero Honda has emerged as one of the most customerfriendly companies. Hero Honda s philosophy is to maintain an intelligent perspective and the compan y is dedicated towards providing the highest quality products at reasonable pric es. It does not believe in having mission statement or vision, but has mandates, which are as follows: 1) To be a world class manufacturer 2) To be a market leader 3) To provide highest level of customer satisfaction 4) To achieve excellence through team work 5) To create enduring relations with stakeholders For the year 2003-04, its total motorcycle production was 20.65 lakhs and the pr ofit after tax was Rs.728 Crore. In the 2-wheeler segment, its total market shar e is 37% and its immediate competitor is Bajaj Auto Ltd. with a market share of 23%. In motorcycle segment, its market share is 48% with Bajaj Auto Ltd. far beh ind at 24%. It has two manufacturing plants, one at Dharuhera (Haryana) and anot her at Gurgaon (Haryana), each having a daily production capacity of 4200 units. Sales are mainly India-centric with only 3-4% of total sales towards exports. HHML Dharuhera Plant Location : 68th Milestone Delhi-Jaipur Highway Dharuhera 122 100 Dist. Rewari (Hr.) Ph. 01274 242131-35 Established Area : 2,48,000 Sq. Mtrs. Covered : 58,183 Sq. Mtrs. Models : CD-100, CD-100SS, CD-Dawn, CD-Deluxe, Splendor, Super Splendor, Ambition HHML Gurgaon Plant Location : 37th Milestone Delhi-Jaipur Highway Sector-33, Gurgaon 122 001 Ph. 0124 304123 - 132

Established Area : 2,99,000 Sq. Mtrs. Covered : 47,200 Sq. Mtrs. Models : CD-Dawn, CD-Deluxe, Splendor, Super Splendor, Ambition, CBZ, Pleasure, Achiever, Karizma HHML Head Office Location : 34, Community Center, Basant Lok, Vasant Vihar, New Delhi 110 057 Mission Statement We at HERO HONDA are continuously striving for synergy between technology, syste m and human resource to provide products and services that meet the quality, per formance and price aspirations of our customers. While doing so, we maintain the highest standard of ethics and societal responsibilities constantly innovate pr oducts and processes, and the momentum going to take the company to excellence i n the new millennium. Company Profile To be world class manufacturer To be market leader To achieve high level of customer satisfaction Excellence through teamwork Enduring relation unit stakeholders Corporate Objectives To study products of highest quality at reasonable price for customer satisfacti on and for the benefits of society in general. To provide all concerned persons with happiness in association with company. To offer to joy to vendors of supplying components. To offer joy to customers. To offer joy to investors of receiving returns. Foreign Collaboration By merging two different philosophies HERO HONDA philosophy was born. As per col laboration agreement between Hero groups and Honda Motors, Honda Motors was to f urnish complete technical information, know how, trade secret and other relevant data HHML was to assist and guide in selection of equipments. They also agreed to train the technicians of the company to provide information about the constru ction of the plant and on procurement of components. In consideration to 500000 in 3 equal installment & royalty of 4% on net ex factory and all prices of the p roducts. Honda Motor Company Japan Honda Motors Company, the Worlds largest manufacturer of motorcycles commanding 2 5% of world and 50% of Japans motorcycle market was incorporated in 1948. Today H onda name has become the guarantee of the technological and manufacturing excell ence of any product. It involved in automobiles and power products. It has 83 ov erseas production facilities in 35 countries looked after by 930000 strong work forces. SWOT ANALYSIS STRENGTHS International Looks: A distinguishing product for image- conscious people with s porty ergonomics. Transient Power Fuel Control (TPFC) System: For quick acceleration, providing a sudden surge when required. A feature, which is used in some of the most advance d cars. Awarded the most environment friendly bike in the country. Air Injection System: Injects fresh air into the exhaust port, to meet the emission norms Technological support from Honda Motors, Japan. The company has a deeply penetrated dealer network The company provides good after sales service through its well-established deale r network. The company enjoys a huge market share and well-established brands like Splendor , CD100, CBZ, etc. CBZ capitalizes on the brand image that Honda enjoys worldwid

e. It has a customer-centric approach coupled with talent, knowledge management and innovation in products and services. The HERO HONDA brand is known across the spectrum of customers and hence has a v ery high brand recall which leads to it being the customer s first preference. First mover advantage in the deluxe segment means that CBZ is permanently etched in the minds of the customer no matter how intense the competition turns out to be. WEAKNESSES Poor mileage and high maintenance cost. Various studies and surveys have shown that CBZ suits a single rider better when compared to two riders. It handles corners well with single rider but faces som e difficulty with two riders due to the weight of the pillion rider. The company imports about 31% of its spares requirements. This makes the company vulnerable to the import policies of the government. It also exposes them to th e exchange rate risk. OPPORTUNITIES Easy availability of finance will play an important role in enabling low and mid dle class people to buy motorcycles. At present they have a significant presence in the entry (CD- Dawn) and executiv e (Splendor) categories, but they look forward towards having a strong presence in Deluxe and High-end categories. Younger generation loves to drive more powerful and stylish bikes. Since around 50% of the Indian population is below 30 years of age, it can look forward towar ds larger volumes. The motorcycle segment is growing at the rate of 33%, which provides a great opp ortunity for the company to cash on. Also it is experiencing a shift in the cust omer preference from 2-stroke mobikes to 4-stroke mobikes. This again provides a n excellent opportunity to Hero Honda to leverage its market share in the deluxe segment and also market leadership for sustained profitability. With higher disposable incomes and rising affluence of the middle class the dema nd for motor bikes in the deluxe segment is rising and this spells good for CBZ. THREATS A large number of competitors in the deluxe segment are eating into the share of CBZ. Bajaj Pulsar and TVS Victor are giving stiff competition to Hero Honda. The new generation buyers have varied preferences. Therefore the new models that have been launched in the deluxe segment from the competitors have led to the l owering of the market share of CBZ. Bullet, Adreno, Pulsar and Victor are targeting customers who were previous owne rs of Hero Honda at entry level (or executive level) bikes and are now planning to go for an upgrade. They feel that the customer would now like to try somethin g different. Honda Motors, the joint venture partner of Hero Honda, plans to enter the Indian motorcycle market this September. This may eat into the market share of Hero Ho nda. The customer is also becoming more demanding and discerning and hence the compan y has to be always on its toes and keep improving the product or upgrading it or else lose out in the race for market domination. Hero Group of Industries What began in Ludhiana in 1951 as a small unit manufacturing Bicycle parts has t oday emerged as Rs.2500 Crores industrial Colossus Hero Group of Industries. Mun jal brothers set it. The operation of group cover a wide spectrum of consumer an d industrial application including motorcycles, light motorcycles, mopeds, autom otive components and industrial supplies. Hero cycles is in Guinnees Book of World Record as worlds largest bicycle manufac turer. It has also received several National and International awards for excell ence. The search for excellence led to creation of companies like Hero Cycles, Gu jarat Cycles, Munjal Showa, Rockman Cycle Industries etc. Since the company maintains the ethos of perfect quality it has helped the group

attains its global stature. Besides maintaining the quality standards it has de veloped indigenous research and development facilities to enhance its production so as to further. History & Growth Under motorcycle segment HHML is the market leader with 50% share in the market. Its nearest competitor Bajan Auto has 27.80% market share. It is true that lot of Hero Hondas success is due to the fact that for a long time it operated near m onopoly situation, it was the only 4 stroke motorbike & offered customer an incr edible 85 km for every time. But even with the competition in the pats few years Hero Honda has effortlessly maintained its lead. Fill it. Shut it. Forget it The legend of Hero Honda What started out as a Joint Venture between Hero Group, the worlds largest bicycl e manufacturers and the Honda Motor Company of Japan, has today become the worlds single largest two wheeler company. Coming into existence on January 19, 1984, Hero Honda Motors Limited gave India nothing less than a revolution on two wheel s, made even more famous by the `Fill it Shut it Forget it campaign. Driven by th e trust of over 5 million customers, the Hero Honda product range today commands a market share of 48% making it a veritable giant in the industry. Add to that technological excellence, an expansive dealer network, and reliable after sales service, and you have one of the most customer friendly companies. This is proved by the companys sales over the years: 1985-86 43,000 units 1989-90 96,200 units 1998-99 5,30,600 units 1999-00 7,61,210 units 2000-01 10,29,555 units 2001-02 14,25,195 units 2002-03 16,77,537 units 2003-04 20,70,147 units 2004-05 26,21,400 units 2005-06 30,00,751 units 2006-07 33,36,756 units Customer satisfaction, a high quality product, the strength of Honda technology and the Hero groups dynamism have helped HHML scale new frontiers and exceed limi ts. In the words of Mr. Brijmohan Lall Munjal, Chairman and Managing Director, We wil l continue to make every effort required for the development of the motorcycle i ndustry, through new product development, technological innovation, investment i n equipment and facilities and through efficient management. KEY MILESTONES OF HERO HONDA Year Event 2006 Hero Honda is the World No. 1 for the 5th year in a row 2005 Hero Honda is the World No. 1 for the 4th year in a row

New motorcycle model - "Super Splendor" introduced New motorcycle model - "CD Deluxe" introduced New motorcycle model - "Glamour" introduced New motorcycle model - "Achiever" introduced First Scooter model from Hero Honda - "Pleasure" introduced 2004 New motorcycle model - "Ambition 135" introduced

Hero Honda became the World No. 1 Company for the third consecutive year.

Crossed sales of over 2 million units in a single year, a global record. Splendor - World s largest selling motorcycle crossed the 5 million mark New motorcycle model - "CBZ*" introduced Joint Technical Agreement renewed Total sales crossed a record of 10 million motorcycles 2003 Winner of the Review 200 Asias Leading Companies Award (3rd Rank amongst the top 10 Indian Companies) Most respected company in Automobile Sector by Business World Bike Maker of the Year by Overdrive Magazine. 2002 Bike Maker of the Year by Overdrive magazine. Winner of the Review 200 Asias Leading Companies Award (4th Rank amongst the top 10 Indian Companies) Sponsored `India-England Womens Cricket Series Sponsored `Hero Honda Masters Golf Championship Dawn model introduced Entrepreneur of the Year Award conferred upon the Chairman, Mr. Brijmohan Lall b y Business Standard Company of the Year for Corporate Excellence by the Economic Time Ambition model introduced. Giants International Award to the Chairman, MR. Brijmohan Lall in the field of B usiness & Industry. Appointed Virender Sehwag, Mohammad Kaif, Yuvraj Singh, Harbhajan Singh and Zahe er Khan as Brand Ambassadors Business Leadership Award conferred upon the Chairman, Mr. Brijmohan Lall by Mad ras Management Association. Mr. Pawan Munjal, Managing Director of Hero Honda Motors Ltd. Appointed as the C hairman of Asian PGA Tour Board of Directors. Sponsored `Second Indian Television Academy Award 2001 Bike Maker of the Year by Overdrive Magazine Winner of the Review 200 Asias Leading Companies Award (9th Rank amongst top 10 I ndian Companies) Passion model introduced. Achieved OM One million production in one single year Joy Model launched Entrepreneur of the Year Award conferred upon the Chairman, Mr. Brijmohan Lall b y Ernst & Young 50,00,000th Bike produced `Three Leaves Award for Environment to Hero Honda by Centre for Environment Green Rating Project. Sponsored `21st Cinema Express Award Sponsored `India-England Test Series Sponsored `First Indian Television Academy Award 2000 Sponsored `Hero Honda NKP Salve Challenger Trophy Sponsored `Stardust Hero Honda Millennium Honours Award Sponsored `Hero Honda Masters Golf Championship Appointed Sourav Ganguly & Hrithik Roshan as Brand Ambassadors Environment Performance Award to Hero Honda Dharuhera Plant by Haryana State Pol lution Control Board. Environment Management System of Gurgaon Plant Certified ISO-14001 by DNV Hollan d 4,000,000th motorcycle produced Sponsored `20th Cinema Express Award

Splendor declared No.1 largest selling two wheeler Passport programme Customer Relation Programme launched Sir Jehangir Ghandy Medal for Industrial Peace conferred upon the Chairman, Mr. Brijmohan Lall by XLRO, Jamshedpur 1999 25,00,000th motorcycle produced CBZ model launched Sponsored `7th World Cup Criket Tournament at England Environment Management System of Dharuhera Plant certified with 14001 by DNV Hol land Raman Munjal Memorial Hospital inaugurated Sponsored `Hro Honda Masters Golf Championship Suhana Safar Customer Relation Programme launched 39,00,000th Motorcycle produced in December Best Productivity Award for the best performance in Automobile Tractor Sector by National Productivity Council presented by President of India 1998 20,00,000th motorcycle produced Hero Honda Masters Golf Championship started Business Leader of the Year conferred upon the Chairman, Mr. Brijmohan Lall by B usiness Baron 1997 15,00,000th motorcycle produced Steeet model introduced Foundation stone of Raman Munjal Vikas Kendra foundation by Chief Minister of Ha ryana Gurgaon plant inaugurated by Honda President Sponsored 6th Women World Cup Tournament Distinguished Entrepreneurship Award conferred upon the Chairman Mr. Brijmohal L all by PHD Chamber of Commerce & Industry. 1200 motorcycles per day production started. 1996 Hero Honda becomes first company to serve Army, Navy & Air Force for its 100 cc motorcycle 1000 motorcycles per day production started 1995 800 motorcycles per day production started National Award for outstanding contribution to the Development of Indian Small S cale Industry (NSIC Award Presented by President of India) The Analyst Award 1995 presented to Hero Honda Motors Limited on being r anked 9th amongst the most investor rewarding companies in India. 1994 Splendor model introduced 10,00,000th motorcycle produced The Businessman of the Year Award is conferred upon the Chairman Mr. Brijmohan L all by Business India Group of Publications 1993 750,000th motorcycle produced Sponsored Hero Group Five Nations Cricket Tournament. 1992 A school named Raman Kant Vidya Mandir inaugurated in memory of first Ma nging Director of Hero Honda Motors Limited 1991 500,000th motorcycle produced CD 100SS Model introduced Mobile Service Workshop launched Economic Times Harvard Business School Award for Excellent Governance to Hero Ho nda Motors Ltd. Hero Honda moved into Indias Top 100 Companies Ranked 87 1990 400,000th Motorcycle produced Pegasus Award from Readers Digest for campaigning `One Litre Road 1989 Sleek model introduced 300,000th Motorcycle produced 1988 Hero Honda Family Club formed at Gurgaon 200,000th motorcycle produced 1987 Engine plant started 1986 Quality circles launched 1985 First motorcycle (Model CD 100) produced 1984 Company incorporated

Technical collaboration signed Foundation stone laid 1983 Joint Collaboration Agreement with Honda Motor Co. Ltd. Japan, signed Shareholders Agreements signed

PRODUCTS

Products of HHML CD-100 CD-100SS CD-DAWN CD-DELUXE AMBITION PLEASURE SPLENDOR PLUS PASSION PLUS SUPER SPLENDOR GLAMOUR GLAMOUR PGM FI ACHIEVER CBZ XTREME KARIZMA Working Philosophy Hero Honda is the market leader among motorcycle segment. Working philosophy of HHML is the root cause that has made it market leader. Hero Honda believes in 5S i.e. Seiri Selects necessary items Seiton Set necessary items in good order Siesi Sweep up work places Seiketsu Secure cleanliness at all times Shitsuke Set habits Hero Honda believes in Quality i.e. Quality of Product, Quality of Organization, Qual ity of Life, Quality of Worker. Company has sufficient supply of all 5 Ms required t o run a business i.e. material, machinery, manpower, money & market. But still c ompany is continuously trying to improve the quality of all these things. Moreov er, company is conscious to supply high quality to their customers. Quality of m anpower is simultaneously improving through various programs. Company is also im proving the quality of product by using latest technology. Secondly company believes in development i.e. Development of Organization, Developm ent of Employees, Development of committee for the development of organization comp any encourages meaning participation of its employees. Company has a new plant a t Gurgaon, the result of companies consciousness about organization development of its employees, company is putting so much effort that any organization can. C ompany has organized its organizing & also is planning to organize various train ing programs for all levels of workers. These programs have result in continuous growth and improvement of its employees. Now the company is conscious to the fact that growth and progress of its employe es and the Company is interdependent. The company strikes to create an atmospher e where team spirit and mutual understanding could grow and where its tem member may work happily and desire joy.

Next the company believes in Equality i.e. Equality of Caste, Equality of thoughts, Eq ality of Religion. It respects the dignity of human being at all level where a wo rker and A.G.M. are wearing same dress, having same food and coming by same bus. Initiatives An Environmentally and Socially aware Company. At Hero Honda, our goal is not on ly to sell you a bike, but also to help you every step of the way in making your world a better place to live in. Besides it will provide a high quality service to all of its customers, Hero Honda takes a stand as a socially responsible ent erprise respectful of its environment and respectful of the important issues. He ro Honda has been strongly committed not only to environmental conservation prog rammes but also expresses the increasingly inseparable balance between the econo mic concerns and the environmental and social issues faced by a business: busine sses must not grow at the expense of manking and mans future but rather must serv e mankind. We must do something for the community from whose land we generate our wealth. A famous quote of Mr. Brijmohan Lall Munjal, Chairman. RESEARCH METHODOLOGY Research in common parlance refers top a search for knowledge. One can also defi ne research as a scientific and systematic search for the pertinent on a specifi c topic. Infect, research is an art of scientific investigation. The advanced le arners Dictionary of current English lays down the meaning of Research as a carefu l investigation or inquiry specially through search for new facts in any branch of knowledge Redman and Mory define research as a systematized efforts to gain new knowledge some people consider research as a movement, a movement from the known to unknown. It is the way to systematically solve the problem. It may be understood as a sci entific study. The purpose of research is to discover answers to questions throu gh the application of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered yet. Methodology can properly refer to the theoretical analysis of the methods approp riate to a field of study or to the body of methods and principles particular to a branch of knowledge. In this sense, one may speak of objections to the method ology of a geographic survey that is, objections dealing with the appropriatenes s of the methods used or of the methodology of modern cognitive psychology that is, the principles and practices that underlie research in the field. In recent years, however, methodology has been increasingly used as a pretentious substitu te for method in scientific and technical contexts, as in The oil company has not yet decided on a methodology for restoring the beaches. People may have tak en to this practice by influence of the adjective methodological to mean pertaini ng to methods. Methodology may have acquired this meaning because people had already been using the more ordinary adjective methodical to mean orderly, systematic. But the misus e of methodology obscures an important conceptual distinction between the tools of scientific investigation (properly methods) and the principles that determine how such tools are deployed and interpreted. The study of methods to be used in any form of enquiry. The methods used in the study of politics include archival research; the study of previously printed mat erials; interview-based research; textual and contextual analysis of the argumen ts of past political thinkers; comparative government based on case studies, and quantitative research, often based on conducting ones own surveys or analyzing o ther peoples. All of these methods give rise to questions of methodology, althoug h it is sometimes exclusively (but wrongly) associated with quantitative analysi s. The general study of method in particular fields of enquiry: science, history, m athematics, psychology, philosophy, ethics. Obviously any field can be approache d more or less successfully and more or less intelligently. It is tempting, then to suppose that there is one right mode of enquiry logically guaranteed to find the truth if any method can. The task of the philosopher of a discipli ne would then be to reveal the correct method and to unmask counterfeits. Alth

ough this belief lay behind much positivist philosophy of science, few philosoph ers now subscribe to it. It places too great a confidence in the possibility of a purely a priori `first philosophy, or standpoint beyond that of the working pra ctitioners, from which their best efforts can be measured as good or bad. This s tandpoint now seems to many philosophers to be a fantasy. The more modest task o f methodology is to investigate the methods that are actually adopted at various historical stages of investigation into different areas, with the aim not so mu ch of criticizing but more of systematizing the presuppositions of a particular field at a particular time. There is still a role for local methodological dispu tes within the community of investigators of some phenomenon, with one approach charging that another is unsound or unscientific, but logic and philosophy will not, on the modern view, provide an independent arsenal of weapons for such batt les, which indeed often come to seem more like political bids for ascendancy wit hin a discipline. A general term applied to the procedures and approaches used to carry out a piec e of archaeological research whether it is an excavation, survey, artifact study , or any other kind of analysis. Inherent to the methodology will be a series of underlying assumptions, theories, principles, and philosophies relating to the conceptualization of the material under study and the categories that will be us ed to define, describe, analyse and talk about it. A methodology is usually writ ten down as a method statement relating to a particular enquiry. Methodology is defined as: 1. the analysis of the principle of methods, rules, and postulates employed by a discipline 2. the development of methods, to be applied within a discipline 3. a particular procedure or set of procedures It should be noted that methodology is frequently used when method would be more accurate. For example, Since students were not available to complete the survey about academic success, we changed our methodology and gathered data from instru ctors instead. In this instance the methodology (gathering data via surveys, and the assumption that this produces accurate results) did not change, but the meth od (asking teachers instead of students) did. Methodology includes the following concepts as they relate to a particular disci pline or field of inquiry: 1. A collection of theories, concepts or ideas. 2. Comparative study of different approaches; and 3. critique of the individual methods Methodology refers to more than a simple set of methods; rather it refers to the rationale and the philosophical assumptions that underlie a particular study. T his is why scholarly literature often includes a section on the methodolo gy of the researchers. This section does more than outline the researchers method s (as in, We conduct a survey of 50 people over a two week period and subjected t he result to statistical analysis etc.); it might explain what the researchers ont ological or epistemological views. Another key, although arguably imprecise, usage for methodology does not refer t o research or to the specific analysis techniques. This often refers to anything and everything that can be encapsulated for a discipline or a series of process es, activities and tasks. Examples of this are found in software development, pr oject management and business process fields. This use of the term is typified b y the outline who, what, where, when & why. In the documentation of the processe s that make up the discipline, that is being supported by this methodology, that i s where we would find the methods or processes. The processes themselves are only part of the methodology along with the identification and usage of the standards , policies, rules, etc. Research Design: This study is conclusive in nature. Conclusive research is a type of research th at helps the executive in making the rational decisions. This study is of descri ptive type. Simple percentage method was used to analyze the various factors aff ective employees attitude. Data Collection:

The data were collected from primary as well as secondary sources. Data through the primary source: The researcher inquired the respondent through questionnaire. A structured quest ionnaire was presented to every respondent. The advantage is that the Questionna ires are simple, easy to understand and administer and can be easily tabulated a nd analyzed. Data through secondary sources: The information and data relating to the project was taken form certain selected magazines, relevant websites, reference books and other details provided by the company. Survey: Survey is fact finding study of analysis in scientific and orderly form for defi ned purpose of a given simulation on problem steps in sampling design. Research Technique: Questionnaire method of data collection is quite popular, particularly in case o f big inquiries. It is being adopted by private individuals, research workers, p rivate and public organizations and even by Government. In this method a questio nnaire is sent to the persons concerned with request to answer the questions and return the questionnaires. Consists of a number of questions printed or typed i s definite order on a form or set of forms. In this project questionnaires metho d was adopted. Sample Plan & Sample Size: It is a process by which a part of the population is selected to serve as repres entative of the population on which research is carried out. This is necessary b ecause sometime the size of population makes it difficult to study each member o f population. The sample represents the population. 30-40 employees of selected departments working at Hero Honda Motors Ltd., Dharuhera (Rewari).

SCOPE AND RELEVANCE OF THE STUDY The increasing pace of the technological change is the biggest impetus for train ing program. In the first half of this century, skilled workers acquired their a bility through apprenticeship, and college courses which equipped them with know ledge and skills sufficient for there entire working lives, while unskilled empl oyees did jobs requiring little or no training. Today however, few people can ex pect to do the same work in the same way for more than few years, and the number of the jobs available for totally untrained workers is limited. One should be a ble to identify training needs from: Under performance by subordinates, low output lack of initiative, bad de cisions or general incompetence. The acquisition of new and unfair equipment or the introduction of new w orking methods. To identify gaps between what is being done and what they should be doin g. Analysis of the strengths and weaknesses of an organization. LIMITATIONS OF THE STUDY The time available for the research was limited and might have lead to s uperficial information of the research matter. Survey was based only in limited locations. The information collected through the interviews was depending on the wi llingness of the respondent to respond. The analysis and interpretation part is also dependent on the ability of researcher.

ANALYSIS & INTERPRETATION Process of Training in Hero Honda Motors Ltd. Training is an important tool of management capable of being significant contrib ution to the goals of organization. Training tends to improve the performance of employees by narrowing the gap between expectations and achievements. So it is essential to have effective training programme in the organization, the training process in Hero Honda Motors Ltd., Dharuhera is being given in the coming pages . Methods of Training adopted by HHML Following methods are used by Hero Honda Motors Ltd. at Dharuhera Plant

Induction Process of New Joinees Induction period is the time when the new joiner is made aware of the various ru les and regulation, process and systems of the organization. It is basically acc limatization process wherein the new joinees have a feel of the culture of th e organization. They are made to meet the various section heads and department h eads who will tell them about the process flow of their section and department. The process of induction differs for various levels at which people join e.g. wh o join at G.E.T. (Graduate Engineer Trainee) have more of a technical induction wherein they come to know about the detailed process of the organization, who jo in at managerial level they are taken through an induction process which is more of an overview of the whole process etc. they are also taken through a behavior al training wherein they are told about the expectations the organization has fr om them. Product training is also organized which makes them aware of the variou s components of the product made by organization and also its detailed functioni ng. ACTIVITY RESPONSIBILITY

Identification of the Organizational Training Needs The training needs are identified through a number of processes: First of all the performance management system is the source to derive the train ing needs of the various department as given by the managers for their subordina tes and themselves.

Second method is a perspective for overall development of the employees for whic h some general behavioural programs are run like communication and presentation skills, business etiquettes etc. Third method is the needs given by some specific department for their people lik e engineering and R&D people and training in CAD. And the last method is the organizational requirements i.e. with the growing com petitions the organization needs to develop the skills and attitude of their peo ple so they conduct some program covering all people at various levels. Methods of Identification Training needs

Process of Organizing Training Once the training needs are identified process of training goes according to fol lowing steps:

Effectiveness of Training Program at Hero Honda Motors Limited Effectiveness of training program at Hero Honda Motors Limited in various depart ments is being given in preceding pages. Paint Shop Department Effectiveness of training program in Pain Shop Department on employees is given below: (in percentage) Parameters Below average Average Good Very Good Content 10 40 50 Faculty 10 40 50 Effectiveness 60 30 10 Presentation 50 40 10 D.O.I. 20 60 20 Faculties 20 50 30 Effectiveness of Training Program in Maintenance Department

Effectiveness of training program on employees in Maintenance Department is give n below: (in percentage) Parameters Below average Average Good Very Good Content 9 36.4 36.4 18.2 Faculty 27.2 45.4 27.2 Effectiveness 45.4 36.4 18.2 Presentation 9 27.2 36.4 27.2 D.O.I. 9 9 54.5 27.2 Faculties 9 63.6 27.2 Effectiveness of Training Program in Aluminium Face Department (Crank case) Effectiveness of training program on employees in Maintenance Department is give n below: (in percentage) Parameters Below average Average Good Very Good Content 20 50 30 Faculty 40 40 20 Effectiveness 10 40 40 10 Presentation 10 40 30 20 D.O.I. 40 50 10 Faculties 20 40 40

Effectiveness of Training Program in Engine & Frame Assembly Effectiveness of training program on employees in Engine & Frame Assembly Depart ment is given below: (in percentage) Parameters Below average Average Good Very Good Content 8.3 41.7 41.7 8.3 Faculty 25 50 25 Effectiveness 8.3 41.7 41.7 8.3 Presentation 66.6 25 8.3 D.O.I. 25 66.6 8.3 Faculties 8.3 66.6 25

Difficulties preventing from taking more training Opportunities Following are some difficulties that prevent employees from taking more training opportunities: Permission from company Family commitments Company budget Personal cost Management aptitude Others The diagram given below is presenting the responses of employees to the difficul ties, which prevent employee from taking more training opportunities. FINDINGS Training is an important tool of management, capable of making significant contr ibution to the goals of the organization. In Hero Honda Motors Limited adequate attention is being given to employee training. Company spends adequate amount to employees training. In HHML calendar for the whole year is made at the beginning of the year. The main findings of the project are as follows: Organization conducts regular training programs for employees. The whole

training calendar is divided into two months training program. Most of training programs are effective as per survey. Company conducts training program totally in house, with outside expert and in collaboration with training institutes. According to employees training program should cover professional depart ment, health and safety training, job specific training and personal development training. Most of employees around 50-70% are satisfied with current system of pro viding training. According to employees company provides proper facilities to employees f or training. According to employees proper methods are followed to identify their tra ining needs. Proper induction process is followed for a new joinee to make him aware about the company & his task. Benefits of Training to Employees Following benefits are derived by employees out of training programs: Training improves the confidence level of employees. Training improves performance of employees. It enables them to adopt to change in work procedures and methods. It is helpful in acquiring new skills and knowledge. Training fosters the sense of belongingness. It improves the quality of work. Training makes aware employees to use safety devices at the time of need . It gives rise to positive attitude towards management. Training also helps in improving personal life. Various training methods i.e. management games, role-playing fosters the team spirit among employees. Training enables employees to get promoted. It enables employees to get settle down quickly, Training enables employee to use his full potential. Company brings effective and expert faculty for conducting training prog ram but no doubt all the employees cannot be satisfied with him. According to so me employees in some cases the outside faculty was not effective enough. SUGGESTIONS Following suggestions were recommended by researcher in order to make training m ore effective: Content of the training program should be meaningful. Organization should conduct pre-training test and post training test in order to determine the effectiveness of training programs. Training need should be identified in a proper manner. Certificates should be issued to employees. Annual assessment of training programs should be done. Training program should be made interesting as much as possible. Employees ideas should also be taken into consideration while conducting training programs. Proper feedback should be given to faculty so that he can make improveme nts in next session. Company should try to eliminate various difficulties faced by employees in taking more training opportunities i.e. permission from company, location etc .

BIBLIOGRAPHY Books

Aswathapa, K., Human Resource and Personnel Management, Second Edition, Ta ta McGraw-Hill Publishing Company Ltd., New Delhi, 2002. Dessler, Gary, Human Resource Management, Pearson Education Pvt. Ltd., 200 2. Gupta C.B., Human Resource Management, Sultan Chand & Sons, New Delhi, 200 3. Kothari, C.R., Research Methodology, Second Edition, New Age International Publisher, New Delhi. Mamoria C.B., Personnel Management, Himalaya Publishing House, Bombay, 198 8. Patnayak Biswajeet, Human Resource Training, Wheeler Publication, 1988. Potts Michael, Training and Development, Kogan Page, 1998 Rao, V.S.P., Managing People, Excel Book, New Delhi, 2002 Website: herohonda.com managementhelp.org siamindia.com QUESTIONNAIRE (To be filled by the Employee) 1. Name of Respondent : __________________________________ 2. Fathers Name : __________________________________ 3. Employees Code No : __________________________________ 4. Department : __________________________________ 5. Total Experience : __________________________________ a) Present Experience : __________________________________ (b) Previous Experience : __________________________________ 6 To what extent do you agree or disagree with following statements agains t Training needs by your organization. Please tick appropriately. a) Do you think that you need training at work? Yes No b) Have you taken training due to unfamiliarity of work? Yes No 7 Do you think that up to some extent technological advancement is respons ible for training? Yes No 8 To what extent training helps you to know the job? 25% 50% 75% 100% 9 How many times you have taken training? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 10 How many times you have taken training in your last organization? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11 How many times you have taken training in your present organization? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 12 How many days training is sufficient for present job? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 13 Do you think changing period of industrialization is one of the reasons of training? Yes No 14 Do you think that roll of trainer is important in training? Yes No 15 Do you think the roll of Manager-HR is very important in training? Yes No 16 Are you satisfied with the training policy of company? Yes No 17 Do you give more preference to give entry to trained personnel than the fresher? Yes No 18 If you are an old employee, then how many times you want to take refresh

er

programme in a year? Once twice More 19 Do you take training usually? Yes No In case you have any suggestion to improve the training process, please mention here below: create a document