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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 Horizontal Machining Centers
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 Horizontal Machining Centers
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
Welfare
Manger training
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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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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?
a) To a great extent b) To some extent
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c) To very little extent d) Not at all
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?
a) To a great extent b) To some extent
c) To very little extent d) Not at all
13. Is there any feedback session after training program?
a) Yes b) No
14. Are you interested in attending the training program?
a) To a great extent b) To some extent
c) To very little extent d) Not at all
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