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CHAPTER 1

OBJECTIVES OF THE STUDY

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OBJECTIVES OF THE STUDY

Primary Objective

- The primary objective of the study is to evaluate the training and Development programs in

HMT Machine Tools LTD, Kalamassery.

Secondary Objective

- To study Training and Development is important in the organization

- To study the training methods preferred by the employees.

- To study the effectiveness of Training and Development.

- To access the training needs in the organization.

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CHAPTER 2

INTRODUCTION TO THE STUDY

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CONCEPT OF TRAINING AND DEVELOPMENT

Introduction

The efficiency of an organization depends directly on the capability and talent of its personnel, and

how motivated they are. Capacity of a person depends on his ability to work and the type of

training he receives. While his personal capability is evaluated through proper selection procedure,

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his training is taken care of by the organization after he has been employed by the organization.

Since training inputs may vary from on-the-job experience to off-the-job training, most of the

organizations undertake some kind of training for their employees. In India organization, training

and development activities have assumed high importance in recent years because of their

contribution to the achievement of organizational objectives.

Training and Development

There are three terms which are used in the context of learning: Training, Development and

Education. Often some confusion arises in using the terms training and development. The term

training is concerned with imparting specific skills for particular purpose. Flippo has defined

training as the act of increasing the knowledge and skills of an employee for doing a particular

job. The term development refers broadly to the nature and direction of change in employees

through the process of training and education. The development has been defined as Management

development is all those activities and programmers when recognized and controlled, have

substantial influence in changing the capacity of the individual to perform his assignment better

and on so doing are likely to increase his potential for future management assignment.

Concept of Training

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There is no dearth of definition of training, each one giving it a different emphasis and focus.

Without getting involved in the complexities of an all-inclusive, comprehensive definition, we will

attempt to bring out the key elements that constitute training. This will help you understand the

meaning and scope of training.

In order to arrive at a better understanding of the concept of training, let us consider some

responses that the participants of training for trainers, gave in this regard.

The aim of training is to develop potential knowledge and skill of the trainees to carry out defined

tasks and responsibilities.

Training enhances efficiency and develops a systematic way of performing duties and assigned

tasks.

The aim of training is to infuse scientific thinking and planning and working methodically and

efficiently.

Differences between Training and Development

TRAINING DEVELOPMENT

Short-term process.

Knowledge and skills for a specific

purpose.

Primarily related to technical skills

learning

Long-term process.

For overall development.

Related to managerial, behavioral and

attitudinal development.

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Need and Importance of training

The need for training may be better understood in the light of the following situations, one or

several of which may simultaneously impact an organization and or its personnel:

1. Rapid technological innovations impacting the workplace have made it necessary for people to

constantly update their knowledge and skills.

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

specialization.

3. Change in the style of management.

4. Lack of proper and scientific selection procedure.

5. For higher motivation and productivity.

6. To make the job challenging and interesting.

7. For self development.

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8. For employee motivation and retention.

9. To improve organizational climate.

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

Need for study

To make the organization productive it is necessary that the individual skills be developed to

achieve and fulfill the organizational needs. In this context, HRD, particularly the training and

development, has an important role to play. New employees have to learn new skill and since their

motivation is likely to be high, they can be acquainted relatively easily with the skill and behavior

expect in their new position.

On the other hand, training experienced by the employees can be problematic. The training needs

of the employees are not always easy to determine and when they can be, the individuals involved

many resent being asked to change their established ways of doing their job.

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Training and development offers many rewards but also processes many problems for personnel

lime, who should be trained and why, what training techniques should be used, is the training cost

effective etc. in order to train effectively, it is necessary to decide first in detail what specific

knowledge and skills have to be given in the training process. Also effective training requires that

the line and staff workers are able to be work the line and staff workers are able to be work closely

together on all phase of the training process and both the parties on distant and recognize their

shared authority.

Training function is one of the relatively well-developed functions in HMT, with a separate

infrastructure. Though the unit process systematic training programs, the outcomes where not

encouraging the year, May task was to assist the HRM department and training centre in

identifying the factors. Which were defective in the process involved in the training and

development process in HMT.

The importance of training to perform their duties effectively, workers. Must be trained to operate

machines, reduce scrap and avoid accidents. It is not the workers who training, supervisor

managers and executive need also need to be developed in order enable them to grow and acquire

maturity of though and action. Training and development constitutes an ongoing process in any

organization.

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CHAPTER 3

INTRODUCTION TO THE ORGANISATION

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HMT MACHINE TOOLS LIMITED

COMPANY PROFILE

3.1 Introduction

By the end of the Second World War the government of India was confronted by a big problem of

disposing the colossal war waste. Ultimately the committee was constituted to inquire into the

possibilities. The committee report of 1948 proposed the establishment of a government owned

machine tool industry. This was expected to fulfill two aspects. The first being utilization of the

Rs.4, 000 million worth of metallic waste. The second was the incorporation of a state owned

infrastructure manufacturing facility. The result was birth of the Hindustan Machine Tools Ltd,

which diversified in due course of time to the present structure of the multi-core, multi location,

multi unit, multi product industrial giant HMT LTD.

The HMT Ltd was started as a single factory to produce a Tool Room Lathes at Bangalore in

collaboration with M/s.Orelikon of Switzerland in 1953 with a capacity to manufacture Bound 400

machines per year. Since then different collaboration continued in house R&D and tremendous

marketing efforts brought HMT to its present status. The growth of HMT Ltd was characterized by

the forward and backward integration of technology and product diversification. Thus the company

which started with manufacturing and selling expanded its machine tools product range to evolve

as the ultimate solution in metal cutting. The product diversification efforts took the company to

the business of watches in 1962, tractors in 1971, die-casting on plastic machinery in 1971,

printing machine in 1972, Lamp and lamp making machinery in 1976, Food processing machinery

in 1980, CNC systems in 1986, Ball screws in 1986 and reconditioning in 1990.The multi products

activities made Hindustan Machine Tools Limited change its identity as HMT Limited.

Today HMT Limited has 16 manufacturing units with 22 products divisions spread through the

length and breadth of India. A subsidiary via HMT (International) Ltd. undertakes the exports of

the company. They are also exports several items for other Indian Companies.

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HMT Limited was restructured in 1992, to facilitate better administration of the multiproduct

business activities. Accordingly the following business groups were established.

o Machine tool business group to concentrate on metal cutting machines.

o Industrial machinery business group to deal with printing machines, die casting and metal

forming machines.

o Agricultural business group to concentrate on tractors

o Engineering components group to deal with casting and ball screws.

o Consumer products business group to deal with watches and lamps.

In addition of these business groups the company owns three subsidiaries as follows.

o HMT (International) Limited which undertakes over as projects and exports.

o Praga Tools Ltd which manufactures machine tools.

o HMT Bearing Ltd, which manufactures precision bearings in collaboration with M/s Koyo

of Japan.

It was in the early past independence era that, HMT began in a small way to meet a big commitment. 'To

manufacture mother machines to build modern industrial India'

DEVELOPEMENT & GROWTH OF HMT

HMT was conceived by the Government of India in 1949, and was incorporated in 1953, with the

objective of producing a limited range of machine tools, required for building an industrial edifice

for the country.

1960's:

With the success achieved in the initial years in absorbing the technology and in attaining

production competence far ahead of the original plans, the Company launched a bold plan of

diversification and expansion which resulted in the duplication of the Bangalore Unit and the

setting up of new units at Pinjore, Kalamassery and Hyderabad. In 1967, recession struck the

Indian Engineering Industry and the consumption of machine tools dipped drastically. The

traumatic years of recession did indeed serve to bring to the fore two latent strengths of HMT,

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namely, the urge to survive and the confidence to innovate. With these strengths at full play, the

Company emerged from the recession with the world's widest range of machine tools and

associated services under a single corporate entity.

With action plans firmly launched for diversification into Tractors, Presses and Press

Brakes, Printing Machines, Die Casting and Plastic Injection Molding Machines, Horological

Machinery, etc., which were considered to have economic cycles that are different from those of

machine tools. With a Watch Factory already established in 1961-62, additional capacities for

watch production were contemplated to provide a greater cushion against cyclical fluctuations in

capital goods markets and also to meet the burgeoning demand for watches.

1970's:

The 70s witnessed the fructification of all the diversification plans as envisaged.

1980's:

In the 80s, HMT as a part of vertical integration efforts, launched units to manufacture Watches at

Ranibagh, Watch Cases at Bangalore, Stepper Motors at Tumkur, CNC Systems at Bangalore, Ball

screws for use on CNC machines at Bangalore and HMT took over Indo-Nippon Precision

Bearings Ltd and Praga Tools Ltd as another subsidiary.

1990's:

The Company restructured itself into five Business Groups viz., Machine Tools, Watches,

Tractors, Industrial Machinery and Engineering Components as part of Business Reorganization

The New Millennium:

HMT is now restructured with addition of three more subsidiaries to those already existing. HMT

now comprises of six subsidiaries under the ambit of the Holding Company which also manages

the Tractors business directly.

1. HMT MACHINE TOOLS LIMITED

2. HMT WATCHES

3. HMT CHINAR WATCHES

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4. HMT BEARINGS

5. HMT INTERNATIONAL

6. PRAGA TOOLS

HMTMACHINE TOOLS LIMITED

The HMT machine tools Ltd is engaged in the manufacture and marketing of General

Purpose Machine Tools, Special purpose machine tools, computer numerically controlled machine

tools, Precision machinery system, Printing machines, Metal forming press and Ferrous and non-

Ferrous casting.

The product range of HMT machine tools:

BANGALORE :

o Heavy-duty lathes.

o Single and multi spindle automates.

o Radial Drilling Machines.

o Multi Spindle Drills

o Cylindrical and Surface Grinders.

o Gear Cutting Machines

o Laser Cutting Hobbers

o CNC Turn Mill Centers

o CNC Wire Cut EDM

o Fine Boring Machine/SPMS

PINJORE :

o FMS & FMC

o Horizontal Machining Centers

o Milling Machines

o Broaching Machines

KALAMASSERY :

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o CNC Turning Centers

o Turn Mill Centers

o Flexible Turning Cells

o Offset printing machines

o Paper cutting machines

HYDERABAD:

o Special Purpose Machines


o FMS

o CNC Horizontal Boring Machine

o

Bed Type and Floor Type Boring Machine AJMER :

o Grinding machines

o SPM grinders

o CNC grinders

PRAGA

MAJOR MACHINIES / INSPECTION FACILITIES AVAILABLE IN DIFFERENT

MACHINE TOOL UNITS:

o CNC Ram Type Plano millers


o Vertical Machining Centers

o Horizontal Jig Boring Machines

o Vertical Jig Boring Machines

o CNC Turning Centers

o Turn Mill Centers

o Slide Way Grinders

o Cylindrical Grinders

o Internal Grinders

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o Precision Gear Shapers

o Precision Gear Hobbers

o Gear Grinders

o Induction Hardening Machines

o 3D Co-ordinate measuring machienes

THE KALAMASSERY COMPLEX OF HMT LTD., KALAMASSERY

The kalamassery unit, 4th machine Tool unit was established in 1963 and started production

in 1964. The unit originally manufactured only two type of centre lathes viz. H&LB, but later

added special purpose lathes like copying and turret lathes. Model LT-20 was the first product to

be indigenously development of this product was land mark in the history of the unit. The

production of this machine was later licensed to M/S QETCOS Ltd Kollam Kerala,

MATOOLS,Philippines Ceylon steel corporation, Sri Lanka.The original centre lathes,H&LB were

then replaced by a new family of unified series of lathes, which was designed and developed by the

unit, incorporating the concept of computer optimized design, manufacturing, standardization and

unification.

DIVERSIFICATION OF KALAMASSERY UNIT AND BIRTH OF PRINTING MACHINE

DIVISION

The strategic plans of the HMT group are co-ordinate by the holding company at Bangalore. To

navigate through the challenges of the new millennium, HMT seeks strategic alliances from global

leaders to synergies its own strengths with symbiotic inputs from the partners. During the period

1972 73, Kalamassery unit diversified its product range to include printing machines. This was

born the printing machinery division (PMK) the commercial entry of PMK was two types of letter

presses Viz. RTE and TRAF Under collaboration with M/S Nebiolo of Italy. Auto plates, on

indigenous development came up subsequently.

During the ensuing years, the printing machinery division came up with offset press viz. OMIR in

collaboration with M/s Nebiolo. Later indigenous offset presses viz. som 136 was introduced to the

market. The first two color machine from HMT was OMIR in Collaboration with M/S Koenig &

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Bener of Germany. The latest development of PMK is the paper cutting Guillotine PG 92 D3, in

collaboration with M/S Divano Binders of Italy.

The Kalamassery unit of HMT is famous for development activities. Their products have always

fetched awards and prizes at different trade fairs and competitions. To name of few are the prizes

bagged in different IMTEX fairs by FC- 25, SBC, and SBCNC machines. The CNC lathe model

STC 25 has won the VASVIK Industrial Research Award 1987 instituted by the vivdhalaxi

Audyogik samsodhan vikas Kendra (Vasvik) Mumbai for outstanding advancement of science and

technology.Product development at machine tool unit Kalamassery:

The machine tool product of this unit have been certified by RWTUV Reinisch West falischer

Technical User watchungs Vercin an international certification agency of high repute as

confirming to total quality management system. Both the divisions have been awarded ISO 9001

certification by IRQS. The manufacturing shops at MTK are supported by various infrastructural

facilities like, High technology, CNC machining centers, Testing facilities, foundry, heat treatment,

computer system, CAD system etc. Around 800 well experienced personnel from the human

resources of the unit keeping in line with the current corporate trends.

TRAINING CENTRE

This unit views HRD as one of the primary concerns as a measure to increase productivity and

enhance social stranding. The company has a well established training system by personnel of high

technical and management skills. The HRD programmed undertaken by them include the

following:

o Management Orientation Programmes

o Supervisory Development Programmmes

o Customer Training Programmes for to equip the customers for the optimum utilization of

HMT machines.

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o Periodic Awareness Training Programmes for employee relating Safety, Quality, Advanced

Technology, Information Technologyetc.

o Multi Skill training to Machine Operators

MAIN INLAND COMPETITORS FOR THE UNIT PRODUCTS

o Mysore Kirlosker Ltd.

o ACE Designers

o NC Machines Private Limited

o Lakshmi Machine Works

MAIN FOREIGN COMPETITORS FOR THE UNIT PRODUCTS

o Okuma, Japan

o Nori Saiki Company Limited, Japan

o Tukisama Japan

o

Muzak, Japano Ikegai Japan

o GDM, Germany

o Churchill, England

o Ernault Tayoda, Japan

o Victor, Taiwan

o Tuma, Korea

o EMAS, Germany

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ISO 9000 ACCREDITATION:

Good quality system consists of sound, technical and administrative procedures for assuring

quality. Quality Assessment offers more scope for reducing costs pre requests and characteristics

of good quality assurance and quality mgt. The challenge to a developing nation is to motivate

processors and manufactures to adopt and implement these standards and to establish a credible

nation quality registration scheme which will be recognized by trading partners.

In an increasing number of markets and industries third party quality assessment and

registration is becoming a pre requisite for doing business. ISO 9000 registration is considered

the minimum acceptable level for a supplier and those who cannot demonstrate this minimum level

may not only have difficulty in selling in certain markets they may be barren from those markets.

Not only must a defendant be able to demonstrate that his product is well designed and conforms to

all standards and regulations, but he must be able to demonstrate that the product is manufactured

consistently within a system that conforms at least to internationally accepted standards.

IN ADDITION, ISO 9000 SERIES STANDARD ALSO:

o Motivates Exporters

o Sets a base line

o Establishes reasonable standards for government procurement.

o Focus Training and Professional Development.

o Sets general market- procedure for regulating health and safety.

o Reduces time- consuming audits by customers and regulators.

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o Raises levels of motivation, co-operation, workmanship and quality awareness.

o Improves efficiency, reduces scrap and rework.

The following topics are dealt with in the ISO 9000 series of standards

o ISO 9000- Quality management and quality assurance standards section and use.

o ISO 9001- Model for quality assurance in design/ development, production installation and

servicing.

o ISO 9002- Model for quality assurance in production and installation.

o ISO 9003- Model for quality assurance in final inspection.

o ISO 9004- Guidelines on development of quality management system to minimize costs and

maximize benefits.

CORPORATE VISION OF HMT

To be an Engineering Company of International Repute, Providing Best of Products & Services

with Contemporary Technologies to suit Customer Needs.

CORPORATE MISSION OF HMT

o To establish ourselves as one of the worlds premier companies in the engineering field

having strong international competitiveness

o To achieve market leadership in India through ensuring customer satisfaction by supplying

internationally competitive products and services

o To achieve sustained growth in the earnings of the group on behalf of shareholders

CORPORATE PLANNING

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There are many functions which are performed by the corporate planning dept.

The main function of corporate planning department is to collect data and prepare reports

which are to be sent to the main office.

Corporate planning dept makes restructuring plans for HMT Kalamassery plant.

Corporate planning studies the machine health.

The corporate planning dept generates business plan.

Capital investment decisions are taken in co ordination with other depts.

Corporate planning dept generates annual production plan, electricity needs etc.

CHAPTER 4

INTRODUCTION TO THE DEPARTMENT

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INTRODUCTION

In any organization for the smooth running of the organizational functions, managing of

the 4ms (men, material, money, machinery) is very much essential. Out of this man is the only

emotional being. So managing man has got its on importance .

Some of the major functions of HR department are:

Recruitment

Selection

Training

Manpower planning

Performance appraisal

Welfare measures

Industrial relations

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HUMAN RESOURCE MANAGEMENT AT HMT

HMT has a well organized HR department in its kalamassery unit. There are separate

personnel managers for machine tool division and printing machinery division. Manager HR

(MTK) reports to General Manager and Manager Personnel (PMD) reports to Joint General

Manager (PMD)

RECRUITMENT

Every organization needs man and man need organization, in that sense recruitment is

an important function of any organization. Recruitment means inviting suitable applicants for a

desired post.

RECRUITMENT POLICY IN HMT

The main objective of the policy is to identify and retain the best available

young talent in the country in various field like engineering, finance, marketing etc. In

HMT the following type of recruitment exist.

1. External recruitment

2. Internal recruitment

External recruitment is done by the corporate personnel directorate. These includes

1. Campus recruitment

2. Through open all India advertisement

Internal recruitment means recruiting people from the organization itself, for this an

employee must satisfy the following

a) An employee must have completed at least 3 year in the grade before being eligible

for external recruitment for the next higher grade.

b) Employee joining a new post on for the same for a minimum of 2 years.

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Training and Organizational Development at HMT

HMT have given a very high priority to Human Resource Development (HRD) through

training and organizational development activity. The company looks after the training needs of the

employees right from the time he joins as a fresh recruit through to his growth in the companys

hierarchy. HMTS approach to HRD is multidisciplinary, multifunctional, need based and spans all

levels of personnel.

The training at HMT can be categorized in

o Technical training

o Personnel development Programs

o Organizational development

Some of the field in which the company provides training is

Corporate planning

Engineering

Finance

General management

Information technology

Technology

Medical science

Quality assurance

Design

Export marketing

General administration

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Human resource management

Production management

Performance Appraisal

Performance appraisal is a method by which employees are given

feedback about this work. So by performance appraisal, an organization can improve the

employees efficiency

Performance Appraisal in HMT

In HMT there are two types of performance appraisal system

Performance appraisal for direct employees

Performance appraisal for indirect employees

Performance of the workmen is measured directly from the standard hour and efficiency.

Performance appraisal system of the indirect employees is further divided in to 3 categories

Performance appraisal for supervisor

Performance appraisal for executives

Performance improvement and development system for employees in the corporate

cadre.

Appraisal rating of employees is based on the following factors

Job performance factors

Managerial ability

Promotion Policy and Career Planning

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HMT is a forward looking organization, is committed to identify, train, develop and sustain

its own human resources in such a manner as to integrate the individual career aspirations office

executives with the fulfillment of the companys objectives. Towards this HMT accepts fair, and

performance oriented promotion policy is a first desiderative.

Promotion policy for officers

For the purpose of promotion and career planning for executives they are codified into various

groups according to the pay scale. They are,

SUPERVERSORY (S)

EXECUTIVE (E)

SENIOR EXECUTIVE (SE)

Promotion system

There are two types of promotion systems in HMT

Promotion within the group

Promotion within the groups.

Mechanics of promotion in HMT

There are some factors which are taken into account for considering the promotion. They are

Qualification

Length of Service

Performance Appraisal

Interview

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15 marks are allotted for qualification, 15 marks for length of service, 50 marks for performance

appraisal and 20 marks for interview are allotted out of a total of 100 marks.

Promotion Policy of workmen

Promotion policy for the workmen is carried based on the following eligibility norms

Attendance

Discipline

Performance

Test and Interview

Welfare Measures in HMT

Since HMT is a Public Sector Organization it provides a number of welfare measures to its

employees. Some of them include:

Personal Accident Insurance Policy

Payment under workmen compensation act

Lump sum payment to family on death

Family Planning Benefits

Recreation facilities.

Recreation facilities are provided under the HMT Welfare Association and it has four subsidiaries

HMT Social Club- for arranging conducted tours of employees and their families

HMT Arts and Dramatic Club- to nature the talents of the employees in fine arts

HMT Sports Club- to promote sports and games amongst employees and their family

members.

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

Company also provides:

Company Quarters

HMT provides adequate quarters facilities for their employees. They provide drinking

water at free of cost.

Transportation

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

Canteen Facilities

HMT Company has a society to maintain canteen functions named HMT Canteen Co-

operative Society

Medical Facilities

HMT has one dispensary with an outpatient facility. The dispensary has one doctor and a

staff nurse and a compounder. The company provides free medicines and treatment for its

employees.

Shifts

Working in the company is on shift basis

8.00 AM to 4.00PM and 4.00PM to 12.00AM

Manpower in HMT

NO of direct employees : 135

NO of indirect employees (incl.ps): 364

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Functions:

Manpower planning.

Recruitment

Implementation of various guidelines and policies such as transfers, leaves etc.

Opening/updating/maintaining personnel records.

Salary certificates

Promotions

Industrial relations

Liaison with Trade Unions

Disciplinary actions as proceedings.

Agreements/settlements with trade unions/Officers Association

Annual Bonus/Incentive schemes/production bonus

Processing of VRS/SLS applications

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Training and Development

Rehabilitation of Employees

Project work/organizational studies for students

Welfare activities

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

its employees.

HUMAN RESOURCE DEPARTMENT DEPARTMENT

STRUCTURE OF HRM DEPARTMENT AT HMT

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DGM(HRM)

Sr Engineer TrainingSr Medical Officer

Sr Engineer civil&

estateAGM(HRM)


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Planning DepartmentPlanning Department

As a result of increase in market competition and the changing technologies, it is

necessary for an organization to have a planning department in order to meet the competition

successfully. Due to the liberalization all over the world, world itself has become a single market

and many organizations are coming into this market with different strategies. So to face these

challenges from the competitors and to satisfy the needs of the customers they have to plan their

strategies carefully and in advance.

HMT, Kalamassery has a corporate planning department. HMT has its head office

in Bangalore, where planning is done on the basis of the reports submitted there by the planning

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Officer IROOfficer HRM

Dy. Manager

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departments of HMT machine tool units all over the country. Corporate planning department in

HMT have a Deputy Engineer and an employee. Deputy Engineer is directly reporting to General

Manager Kalamassery(GMK).

Functions:

The various functions of the corporate planning department are:

1.Analyzing the constraints

2.Prepare proposals for the new product development.

3.Conducting feasibility study for the products going to develop.

4.pass information production planning and other concerned departments .

5.Distribute the results of the company

Purchase DepartmentPurchase Department

Introduction:

Materials engineering is a genetic term coined for the combined activates of material Planning,

processing & stores. The functions of these departments are enumerated below:

(1)Materials Planning:

I. To forecast and plan for material required for production, maintenance, servicing and

spares based on the production programmed, sales forecast and request from maintenance,

spares and servicing.

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II. To follow up with purchase department for shortage items, so as to ensure the availability

of right materials in right time, and issue of the same to the required department.

(2) Purchasing:

To procure the required quantities of quality materials at the best possible terms based on

the annual production programmed/rolling assembly programmed.

(3) Stores :

To ensure that all varieties of materials received from external sources are properly

identified, stored, preserved and protected from damages occurring due to handling or

environmental deterioration and kept under safe custody. To keep proper accounting of all the

material transactions.

(4) Scope :

The scope includes material planning procurement and storage of all materials as per production

requirements. Maintains and spaces requirement for machine tools, foundry and printing machines.

The details of scope are as shown below:

Material planning & control

Vendor qualification & approval.

Maintaining the list of approved vendors

Vendor performance evaluation in co-ordination with quality assurance department

Co-ordination with vendors for quality problems and corrective actions.

Planning and procurement of materials as per specified requirements.

Review and release of purchase order

Receipt of incoming materials, co-ordination of inspection of the same

Arranging for proper storage with proper identification

Ensuring proper handling & preservation of materials.

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Purchase department is the one of the most important functional unit in HMT,

Kalamassery. Purchase department is under the Materials & Engineering Chief (JGM materials).

There are 20 employees in this department.

Finance Department

The process of financial analysis is widely employed to evaluate the past,

present, and likely future performance of organization and identifying the financial strength and

weakness of the enterprise by properly establishing relationship between the items of the balance

sheet and profit and loss account.

Major Functions of Finance Department:

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safety equipments like leather gloves, PVC gloves, helmets, fire shield, dust mask, welder shield,

safety shoes etc. If any accident occurs in the company, the matter will be informed to the safety

department within 24 hours by the supervisors through an accident intimation form. This form is

prepared in triplicate- one copy to medical department, one copy to the safety department and the

third to the concerned department. The supervisor should inform to the ESI department if the

injured employee have ESI. All the accidents in the factory should be communicated to the factory

inspector, if the employees are disabled for more than 48 hours. There is a safety committee for

discussing the problems relating to the safety of workers.

Security:

The main function of the security department is to protect the companys property.

Gate pass is too provided for all the employees and also to those who enter the company for various

purposes. There is separate entry for men and materials. This department undertakes patrolling day

& night. It is the duty of security department to flag on the national flag in the morning and flag off

in the evening.

At present, nine permanent staff in the department. Most of them are ex-service

men. Twenty employees in the department are working on contract basis. They are kept in the

security department as gate keepers. The main duty of this department is to check every employee

and restrict entrance for unrecognized persons.

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CHAPTER 5

SCOPE OF THE STUDY

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SCOPE OF THE STUDY

The training is the corner stone of sound management, as it makes employees more effective and

productive. Training is essential for building confidence, commitment and competence. It must aim

to cultivate a new attitude and behavior in human personality. It helps employees to function more

effectively their present position by exposition them to the latest concepts, information and

techniques administration and management can raise implementation of development plans.

Training is well articulated effort to promote competence in the public service by importing

professional knowledge by brocidining of vision and adoption of current patterns of behavior

among the employees regarding their existing functional responsibilities. It also enables the

employee to equip themselves for senior administration in the future. Their study converse the

analysis of the present system of training followed in the organization. The purpose of the study is

to evaluate the training result, to make necessary changes in the individual and purpose a suitable

solution order to improve training programs in future.

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CHAPTER 6

RESEARCH METHODOLOGY

Research Methodology

Research refers to the systematic method consisting of enunciating the problem, formulating

hypothesis, collecting the facts or data, analyzing the fact and reaching certain conclusion either in

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

formulation.

Research Design

Research design is a master plan of model for the conduct of formal investigation and survey. The

research design is fact finding enquiries and survey for the collection of data. The research design

is classified the purpose of investigation.

The design adopted for the study is descriptive design

Descriptive Design

It is concerned with the detailed description of certain functional variables and characteristics of

problem situation. It researched includes survey and fact-finding enquires of different kinds. The

major purpose of this research s description the state of affairs at it exists at present. The main

characteristic of this method is that researcher has no control over variable: he can only report what

has happened and what is happening.

Data Source

The source of data collection can be divided in to two

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1. Primary Data

2. Secondary Data

Primary Data

Primary data those collected by the investigator himself of the first time and those they are original

in character for collecting primary data. The researcher used questionnaire.

Secondary Data

The secondary data are those which have already being collected by some other person for their

purpose and published. The secondary data collected from the books and websites.

Sample Frame

This project studied at HMT Machine Tools LTD, Kalamassery.

Sample Size

The researcher used 40 samples for data collection.

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LIMITATION OF THE STUDY

1. The study is limited to some department only.

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

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

4. The study is limited to cost constraints.

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

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DATA COLLECTION INSTRUMENT

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

Sl. No Factors No of response

1

2

Yes

No

100%

0%

3 Total 100%

Inference

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

organization.

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2. What type of training have you ever received?

Inference

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

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3. Does your organization provide sufficient training?

Sl. No

Factors No of response

1

2

Yes

No

62.5%

37.5%

3 Total 100%

Inference

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

employees.

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

Inference

The majority of the employees have attended the training program more than twice. These will

shows that, the employees are well skilled workers on their work.

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

Inference

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

and knowledge.

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6. Is the training conducted by?

Inference

This diagram shows the training programs will conducted by both the outside experts and in

company faculty. This also shows the majority of employees are explaining like, the training

program always give to the employees by in company faculties.

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

Inference

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

great extent.

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

Inference

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

times.

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9. Has training helps to reduce the accident rate?

Inference

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

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

Inference

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

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11. Are you satisfied with the existing training programs?

Inference

The 65% of employees are satisfied. But the 20% of employees are not satisfied the training

programs are in the organization. The organization can concentrated their training programs to

improve the skill and knowledge of the employees. This will create the utilization of employees tothe great extent, and also improve the profit to the organization through better training programs.

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

Inference

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

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13. Is there any feedback session after training program?

Sl. No Factors No of response

1

2

Yes

No

77.5%

22.5%

3 Total 100%

Inference

The most of the employees agree that there is a proper feedback session after the training program

that enables them to give suggestion to the faculty who is conducting the training program.

14. Are you interested in attending the training program?

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Inference

To the great extend 67.5% of the employees are interested in attending the training program. But

the, to very little extent 10% of the employees are not interested in attending the training program

because the repeated same matters twice in the training program and the duration.

15. How would you rate the training program?

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Inference

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

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CHAPTER 8

FINDINGS AND SUGGESTIONS

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FINDINGS

Every employees felt the needs of training.

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

About 56% of the employees are of the opinion that training enables to increase the

productivity/quality where by the profit can be enhanced.

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

accident rate.

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

Most of the employees agree that there is a proper feedback session after the training

program that enables them to give suggestion.

Majority of the employees feel that the training programs are beneficent to them as it help

the workers to operate the machines very efficiently.

SUGGESTIONS

1. Training must be a combination of theatrical aspects. Visual medium is also advisable.

Practical training should be updated with high technology. Use modern equipment and instrument

for training.

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

subject should be included.

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

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

experience.

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CHAPTER 9

CONCLUSION

CONCLUSION

The training program is an integral part of most of the organizations across the globe. Training is

important for the achievement of organizational goals. To maintain competitive advantage, it has

become imperative for companies to provide ongoing training and development to its employees.

Through training employees gain skills, abilities, knowledge and attitude that help them performmore effectively in human resource that will provide many important benefits and return to the

organization. Training serves the organization by providing a number of important functions like

improving performance, updating employee skills, promoting job competency, solving problem,

preparing for promotion and orienting new employees. Training involves close co-operation

between line and staff personnel and each must recognize their shared authority.

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The study reveals that HMT has made a good beginning, but also has to go a long way in ots

training and development process. The company maintains a structured corporate calendar, which

list out the program schedule for each gear. The company processes an organization must also

prepare long range training program. Top managers interest and active support should be there in

the need assessments interest and active support should be there in the need assessment process.

The effectiveness of the training programs both in individual and organizational level and

satisfactory in nature. To be successful training must be effectively managed, applying the basis of

good management to the training function. The training administrators must promote cooperation

between line and staff; receive top management support for the training program. They should be

able to build flexibility in the scheduling process recognize performance problems that can be

solved through training design and objective evaluation and periodically audit an outside

consultant.

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BIBLOGRAPHY

BIBLOGRAPHY

1. Training manual of HMT machine tools LTD.

2. Website of the company

a. www.hmt.com

b.www.hmtindia.com

3. Reference Books

Training for Development Mr.R.K.Sanu

4. Periodicals

Training and Development journals.

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http://www.hmt.com/http://www.hmtindia.com/http://www.hmtindia.com/http://www.hmt.com/http://www.hmtindia.com/


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ANNEXURE

QUESTIONNAIRE

Employees Attitude towards Training and Development with Reference to HMT Machine Tools

Limited, Kalamassery.

Dear Sir/Madam

I am Alex Joseph 2nd semester MBA student underBHARATHIAR UNIVERSITY, Doing my

INTERNSHIP TRAINING in your esteemed organization in the department of HR on the above

topic. I request your whole hearted help and co-oporation. I assure you that all information

provided by you will be used only for academic purposes.

Name:

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http://www.google.co.in/search?hl=en&client=firefox-a&hs=1FH&rls=org.mozilla:en-US:official&sa=X&ei=9r-hTanfHoLlrAf-urnwAg&ved=0CCQQvgUoAA&q=bharatheir+university&nfpr=1http://www.google.co.in/search?hl=en&client=firefox-a&hs=1FH&rls=org.mozilla:en-US:official&sa=X&ei=9r-hTanfHoLlrAf-urnwAg&ved=0CCQQvgUoAA&q=bharatheir+university&nfpr=1http://www.google.co.in/search?hl=en&client=firefox-a&hs=1FH&rls=org.mozilla:en-US:official&sa=X&ei=9r-hTanfHoLlrAf-urnwAg&ved=0CCQQvgUoAA&q=bharatheir+university&nfpr=1


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Age:

Gender:

Department:

QUESTIONS

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

a) Yes b) No

2. What type of training have you ever received?

a) On the job training b) Off the job training

c) Apprenticeship training d) Orientation training

3. Does your organization provide sufficient training?

a) Yes b) No

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

a) Once b) Twice

c) More than twice

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

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a) Always b) Some times

c) Never

6. Is the training conducted by?

a) In company faculty b) outside expert

c) Both

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

a) To a great extent b) To some extent

c) To very little extent d) Not at all

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

a) Always b) Some times

c) Never

9. Has training helps to reduce the accident rate?

a) Yes b) No

c) Never

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


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11. Are you satisfied with the existing training programs?

a) Much satisfied b) Satisfied

c) Dissatisfied

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



13. Is there any feedback session after training program?

a) Yes b) No

14. Are you interested in attending the training program?



15. How would you rate the training program?

a) Excellent b) Good

c) Average d) Poor

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Thank you very much for your cooperation

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