ISTD Diploma Project- Training and Development PDF

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Study of an organization, keeping training in mind. This is the project report of ISTD, it contains all the information one required to put it in his/her project....

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Project Report- Training & Development (Option-II) Report submitted to Indian Society for Training and Development By Leena Mehta -Regn. No.75/24645 Under the guidance of Mr. GSV Murthy – Head HR IFB Automotive Private Limited

CHOICE OF OPTION: STUDY ON HUMAN RESOURCE PLANNING, TRAINING POLICY, AND TRAINING BUDGET REQUIREMENT OF ALL THE EMPLOYEES OF THE IFB AUTOMOTIVE PVT. LTD. Option II A Project Report based on in-depth study and critical analysis of the following HRD and training aspects of an Organisation.

a) HRD System: Human Resource Planning, Training Policy, Training Budget. b) Training Needs Assessment System.

c) Training & other Development Programmes and their evaluation.

d) Strategies for improving HRD activities in the Organisation.

Sl.No.

Titles

Page No.

1

Acknowledgment

4

2

Certificate Completion from Guide

5

2

Introduction

6

HRD System: Human Resource Planning, Training Policy, Training Budget.

12

4

Training Needs Assessment System.

18

5

Training & other Development Programs and their evaluation

19

6

Strategies for improving HRD activities in the Organisation.

39

7

Annexure

43

8

Bibliography

50

3

3

ACKNOWLEDGEMENT Behind every achievement lies an unfathomable sea of gratitude to those who have extended their support and without whom it would never have come into existence. To them, we say our words of gratitude. I would like to express my sincere thanks to my Industry guide Mr. GSV Murthy – Head HR &Admin – IFB Automotive. He provided me his support to complete this project within the stipulated time. I would also like to extend my gratitude to Mr. Saravana Kumar –GM Training & Development- IFB Home Appliances for his precious time to discuss and provide his inputs on this topic. Working on this project was an enlightening experience for me.

Leena Mehta

4

CERTIFICATE OF COMPLETION FROM GUIDE This is to that the Project entitled “STUDY ON HUMAN RESOURCE PLANNING, TRAINING POLICY, AND TRAINING BUDGET REQUIREMENT OF ALL THE EMPLOYEES OF THE IFB AUTOMOTIVE PRIVATE LIMITED” Submitted towards the partial fulfillment of the Diploma by Mrs. Leena Mehta (Registration No. 75/24645), is her original work done under my guidance.

All studies related to the Training and Development of IFB Automotive Private Limited are based on the research and experience done by her.

GSV Murthy Head – HR & Admin

5

INTRODUCTION: IFB Automotive Private Limited. IFB Automotive Pvt. Ltd. pioneered in India the manufacture of fine-blanked automotive components, seating systems, door systems, and automotive motors to meet the growing needs of the auto industry. The company has built a reputation as a leading technology provider for safetycritical and comfort-related products in the automotive sector. With a state-of-the-art R & D division, IFB Automotive can develop new products responding to the diverse needs of its domestic and international customers. IFB Automotive has been in the Automobile scenario since 1989 to manufacture products that meet the end user’s need for total safety and comfort, a high level of performance, and reliable and long product life. IFB Automotive emerged as the strategic partner to all automobile manufacturers in the development and supply of safety-critical, comfort products and assemblies. In the backdrop of tough global competition, IFB Automotive strives to meet the highest quality demands of national and international regulatory bodies as well as stringent customer-specific requirements.

Our Vision To be the vehicle manufacturer’s first choice for safety and comfort-related products through innovation and quality excellence.

Our Mission Our mission is to create and deliver high quality and innovative products that will contribute to our customer’s success and deliver value to our shareholders. We shall provide complete solutions through our system capabilities in design, analysis, development, testing, and validation. We are committed to environmental preservation and social responsibility.

Product Portfolio Seat Recliners, Seat Sliders, Door Systems, Automotive Motors, Seat Latches, Seat Height Adjusters.

6

Main Product Verticals of IFB Automotive Pvt Ltd

IFB Automotive Private Limted

Seating

Doors & Windows

Latch

Motor

Stamping

7

Objective The objective is to achieve and sustain excellence in performance through the use of appropriate technology, cost-efficient operations, and teamwork of all associates. The Company's continuous emphasis is to develop better ways to enhance productivity and make the manufacturing process more efficient. The Company has earned a very high reputation of delivering high-quality products. The infrastructure and assembly facilities provide "just in time" delivery to customers. The Management philosophies and goals are the clearly defined driving force. The Company is committed to creating value through continuous knowledge sharing, participative management, and high transparent culture.

USP The USP of the IFB Automotive division is that the Engineering, Testing, and Manufacturing facilities are all present in one location, vis-à-vis its competitors. Also, the unique technical competencies accumulated over the years along with the long service of its employees make it a distinguished supplier of automotive components with both commercial and technical excellence.

CORPORATE SOCIAL RESPONSIBILITY POLICY This Corporate Social Responsibility Policy (‘The Policy’) has been formulated in compliance with section 135 of the Companies Act, 2013 read with applicable rules thereto as amended from time to time. The Policy has been formulated by the CSR Committee of the Company and has been approved by the Board in its meeting. The Policy is framed to guide its strategic planning and provide a roadmap for CSR activities to be undertaken by the Company. The CSR activities to be undertaken are as under i. Eradicating hunger, poverty, and malnutrition, promoting preventive health care and sanitation, and making available safe drinking water ii. Promoting education, including special education and employment enhancing vocation skills especially among children, women, elderly, and the differently-abled and livelihood enhancement projects. The CSR Activities will be monitored by CSR Committee from time to time.

8

IFB Automotive’s product design and development team consist of some of the most experienced and visionary professionals in the country to meet the rapidly growing demands from automobile manufacturers as well as end-users for greater safety, longer life, and more cost-effective products. The engineers at the IFB Automotive’s R & D Centre specialize in:  Conceptualisation  3D modelling  Finite Element Analysis (FEA)  Kinematic analysis  Crash analysis  Geometric dimensions and tolerance (GD & T)  Prototype making  Tools design and manufacture  Jigs and fixtures design and development.

The R & D Centre has the latest high-end workstations with high-speed servers used for modelling and analysis. Design software such as CATIA, UniGraphics, I-DEAS, PRO-E and FORMING SUITE is used. An analysis is done on software such as ADAMS, LS-DYNA and HYPER MESH. The center follows the process of Advanced Product Quality Planning (APQP) as per ISO/TS 16949. To remain at the cutting edge of innovations, the R & D Centre constantly interacts with leading research institutes such as Indian Institute of Science, Bangalore for materials, Indian Institute of Technology, Chennai for mechanism simulation, AU-FRG, Chennai for FEA and kinematics and CIPET, Chennai and Mysore for plastic materials and processing techniques.

9

Market share of divisions Division

Market share in India

USP

Seating

50%

People (Long Service: 10-15 years), Technology, Design, Customer base

Doors &

25%-30%

Strong Customer Base

10%-15%

People (Long Service: 10-15 years), Technology,

Window Motor

Design, Customer base Latches

5%

Relatively new division, slowly advancing

Presently the automotive division has made a profit of Rs.340 crores. By the year 2021, they aim to reach a profit of Rs.500 crores.

Employees IFB APL across all branches has a total of 918 employees including the staff, on-roll workers, contract workers, and trainees.

Branch

Staff

On roll workers

Contract workers

Trainees

Total

Bangalore

122

146

302

2

572

Pune

1

4

10

Nil

15

Binola

39

4

288

Nil

331

Total

162

154

600

2

918

10

Human Resources Department

Human

Resources

Compensation Recruitment

and Benefits

Industrial Relation

Financial year followed

April to March

Software(s) used

SAP & HRIS

Training & Developme

Safety & Admin

METHODOLOGY OF STUDY 1. Research Objective:    

To study HRD System, HR Planning, Training Policy, and Training Budget in the organization. To prepare a report on training needs assessment systems in the IFB Automotive Pvt. Ltd. To prepare a report on training and other development programs and their evaluation techniques for one of the sessions. To prepare strategies for improving HRD activities in the IFB Automotive.

2. Research Type: Descriptive Research Following descriptive research method will be used:   

Observational method- To study HRD System, HR Planning, Training Policy, and Training Budget in the organization. Survey method- Strategies for improving HRD activities in the IFB Automotive. Case study method- can be used during the session. The same can be a document.

3. Types of Data:  

Primary Data- Questionnaire, Quiz, and its report, Photographs of training. Secondary Data- IFB Automotive Pvt. Ltd. website, articles, and other online resources, etc. 11

A) HRD System: Human Resource Planning, Training Policy & Training Budget. HUMAN RESOURCE PLANNING: Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements. It, thus, focuses on the basic economic concept of demand and supply in context to the human resource capacity of the organization. It is the HRP process, which helps the management of the organization in meeting the future demand of human resources in the organization with the supply of the appropriate people in appropriate numbers at the appropriate time and place. Further, it is only after proper analysis of the HR requirements can the process of recruitment and selection be initiated by the management. Also, HRP is essential in successfully achieving the strategies and objectives of the organization. In fact, with the element of strategies and long-term objectives of the organization being widely associated with human resource planning these days, HR Planning has now become Strategic HR Planning. Though, HR Planning may sound quite simply a process of managing the numbers in terms of human resource requirement of the organization, yet, the actual activity may involve the HR manager to face many roadblocks owing to the effect of the current workforce in the organization, pressure to meet the business objectives and prevailing workforce market condition. HR Planning, thus, help the organization in many ways as follows:   





HR managers are in a stage of anticipating the workforce requirements rather than getting surprised by the change of events. Prevent the business from falling into the trap of shifting workforce market, a common concern among all industries and sectors. Work proactively as the expansion in the workforce market is not always in conjunction with the workforce requirement of the organization in terms of professional experience, talent needs, skills, etc. Organizations in the growth phase may face the challenge of meeting the need for a critical set of skills, competencies, and talent to meet their strategic objectives so they can stand well-prepared to meet the HR needs. Considering the organizational goals, HR Planning allows the identification, selection, and development of required talent or competency within the organization.

12

An HR Planning process simply involves the following four broad steps: 

Current HR Supply: Assessment of the current human resource availability in the organization is the foremost step in HR Planning. It includes a comprehensive study of the human resource strength of the organization in terms of numbers, skills, talents, competencies, qualifications, experience, age, tenures, performance ratings, designations, grades, compensations, benefits, etc. At this stage, the consultants may conduct extensive interviews with the managers to understand the critical HR issues they face and workforce capabilities they consider basic or crucial for various business processes.



Future HR Demand: Analysis of the future workforce requirements of the business is the second step in HR Planning. All the known HR variables like attrition, lay-offs, foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken into consideration while determining future HR demand. Further, certain unknown workforce variables like competitive factors, resignations, abrupt transfers, or dismissals are also included in the scope of analysis.



Demand Forecast: Next step is to match the current supply with the future demand of HR, and create a demand forecast. Here, it is also essential to understand the business strategy and objectives in the long run so that the workforce demand forecast is such that it is aligned to the organizational goals.



HR Sourcing Strategy and Implementation: After reviewing the gaps in the HR supply and demand, the HR department develops plans to meet these gaps as per the demand forecast created by them. This may include conducting communication programs with employees, relocation, talent acquisition, recruitment and outsourcing, talent management, training and coaching, and revision of policies. The plans are, then, implemented taking into confidence the managers so, as to make the process of execution smooth and efficient.

HRM MODEL The model developed by the American Society for Training and Development (ASTD) identifies Nine human resource areas:

1. Training and Development 2. Organization Development 3. Organization/Job design 4. Human Resource planning 5. Selection and Staffing 6. Personnel Research and Information Systems 7. Compensation/Benefits 8. Employee Assistance 9. Union/ Labour Relations. 13

HUMAN RESOURCE DEPARTMENT @ IFB Automotive The function of this department is linked with all departments of the IFB APL to maintain good relations between management and employees leading to organizational common goals, harmony in the system, keeping quality and safety first, and an increase in production. In today’s business scenario employees are considered as stakeholders like other shareholders and society, therefore the functions of this department are considered as the key activities for improving the skills, knowledge, attitude, and performance of the employees continuously. Keeping in mind the goals of the organization, the employees are trained to enhance performance. The employees at IFB APL are also subject to a counseling process for improving moral discipline and overall personality development. Employee performance is assessed through a 180-degree appraisal system for rewarding suitably.

HR VISION “ To consciously strive to become “The most Preferred ”employer for values and HR practices, by attracting, developing, renewing and retaining people in an environment of high performance and learning culture “. FUNCTIONS OF HR DEPARTMENT@ IFB APL            

Manpower planning Recruitment and selection Training and Development Wages and Salary Administration Performance Appraisal Industrial Relations Health and Safety measures Disciplinary Actions Grievances handling Promotion, Demotion transfers, and retirement Diversity & Inclusion Quality Circle

HR OBJECTIVE@ IFB APL       

Providing a well-trained and able management workforce and motivate employees to contribute to achieving company objectives. Managing effective HR/ IR issues maintaining peace and harmony. Maintenance of discipline and grievance handling at all level Fulfilling all statutory requirements as per Factories Act Maintaining safety and health of all employees and family through the extensive insurance plan. Training and development of employees and managing staff respect and empowerment. Maintaining Diversity and Inclusion at the workplace 14

   

Equal Opportunities at the workplace Employees Engagement Quality Assurance Mental wellbeings of employees.

TRAINING POLICY: Training and development are vital to any business. Its purpose is to better the performance of employees to enable them to meet company business goals. Along with the other functions of company operations, training and development need the explicit support of top management, without which the entire training exercise will be a complete failure. The purpose of training is to meet the organization’s needs concerning its objectives. It is vitally important, therefore, that management has a policy for training and that this policy should be well defined and clear-cut. More specifically, it should be expressed in the rules and procedures, which govern or influence the standard and scope of training in the organization. A model training policy should encompass the following: 1. Overall accountability of management right from the stage of planning to successful implementation. 2. The organization’s approach to reinforce training as a function would include guidance for design and execution as well as dissemination of relevant information to all the employees. 3. With the provision of periodic surveys, an organization can ensure that the training is in line with the needs and objectives of the company. 4. As per the external and internal factors, training programs should be designed accordingly as per the priority since resources are always scarce. 5. Clear identification of target groups and confirmation that training relates to everyone without exception. 6. Communication to all employees of the firm’s intention regarding each individual’s career development and the contribution of training to a person’s future promotional aspects. 7. Expression of firm faith and belief that training and development are as crucial to the organization as to the individual and that the company’s growth is inextricably linked with the growth of each employee.

Setting training objectives and policy The overall aim of a training program is to f...