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TRAINING ON

SUBMITTED BY:

SREELAKSHMI

REG NO: 0112

2010-2012

UNDER THE GUIDENCE OF:

MR.JNANESWARE

FACULTY -TIM

TKM INSTITUTE OF MANAGEMENT, KOLLAM

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DECLARATION

I hereby declare that the project report entitled “Training on MRF” Submitted in partial fulfillment of the requirements for the award of the

MBA is a record of bonafide research carried out by me under the guidance of

Mr.Jnanesware, TIM-Kollam and no part of it has been submitted for any other

degree or diploma.

Place: Chengannur

Date: 18-5-2011 Sree Lakshmi

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ACKNOWLEDGEMENT

Every thing in the world is controlled and directed by the God almighty without His blessings this study will not be a success I express my thanks to GOD almighty.

Success of a project is not an individual work it is a group work. I took this opportunity to thank all those who help me for this project indirectly or directly.

I would like to commence my acknowledging my sincere thanks to all the workers and supervisors of lunar specially Mr.Issac Joseph, Chairman & MD of Lunar for his valuable information and permission to do the project.

I am grateful to Mr.Jnanesware, faculty, TIM for his valuable instruction, encouragement and support for completing the study. And also I am thankful to Prof.S Nissar &Dr.S. Kevin for giving this opportunity of study.

I expree my gratitude to Ms. Pramella ,Welfare Officer of MRF and Mr. Lal Varghese, Training head for their valuable information.

I express my thanks to Anoopodiyan and my family members for their direct and indirect support for the completion of the project

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CONTENTS

Sl. NO INDEX Page No.1 INTRODUCTION

a) Objective of the studyb) Methodologyc)Scope of the studyd) Limitation

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2 INDUSTRY PROFILEa)Tyre Industryb)Exportc)Future of industry

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3 ORGANISATION PROFILEa)Historyb)Misison & Visionc)Managementd)Organistion Chart

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4 HUMAN RESOURCE DEPARTMENTa)HR Chartb)Activitiesc)Labour Managementd) Disciplinary action

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5 TRAINING DEPARTMENTa)Approachesb)Objectivesc)Types of trainingc)Training Policye)Training Proceduref)Mode of training

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6 CONCLUSIONa)findingsb)Suggestion

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7 BIBILIGROPHY 248 APPENDIX 25

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INTRODUCTION

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc. Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

Training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Is a subsystem of an organization? It ensures that randomness is reduced and learning or behavioural change takes place in structured format.

OBJECTIVES OF THE STUDY

To understanding the training department To understand the importance of training in the organisation To training department and its importance To understand the organisational hierarchy To make an awareness about various functional departments To understand the process in the organisation To understand the various training programmes of the organisation To interact with the management to understand real life business situation To make understanding regarding the practical applicability of theory

studied

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METHODOLOGY

PRIMARY DATA

Primary data are those data which primarily collected by the researcher himself .In this study primary data sources are interviews and observation method. Data are collected by the interview withMr.Lal Varghese, Training Head, MRF, Ms.Pramela, Welfare officer and employees of Hr department of the organisation and also from my experience and observation at the study time

SECONDARY DATA

Secondary data are those data which is already collected, that is published source and unpublished data .In this study secondary data sources are organisation records, projects, study reports, various website information

SCOPE OF THIS STUDY

The academic curriculum provides only about the theoretical aspects of management and other related functions implemented in a company. But this o study help to understand the practical applicability of theories studied in the class room. This helps to narrow the gap between the classroom and real business situation. The study regarding the training gives more clarity regarding the training programmes of MRF.

LIMITATIONS

Certain areas are restricted, so a detailed study is not possible. Time allotted for the study is insufficient

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INDUSTRY PROFILE

TYRE INDUSTRY

Tyre production traditionally, is multi-stage, with significant inter-stage differences in the intensity of labour requirement, and a highly complex process involving the use of around 37 different materials including rubber, steel, fabrics and vulcanizing materials. The production system in the Indian tyre industry has been traditionally very labour intensive. The automation of manufacturing processes has increased gradually, which has slashed the size of the workforce to a considerable degree and has effected a change in its composition. The degree of automation has been greater in the area of radial technology, while cross ply technology is still labour intensiveFEATURES OF INDIAN TYRE INDUSTRY

Industry Turnover - Rs. 13,500 cores per annum; Total number of tyre companies – 40 and having 47 tyre factories location

all across India. Tyre Exports from India to the tune of Rs. 1400 cores annually to over 65

countries worldwide. Top 7 large tyre companies in India account for over 85% of total tyre

production At present there are 40 listed companies in the tyre sector in India.

Major players are MRF, JK Tyres, and Apollo Tyres & CEAT, which account for 63 per cent of the organized tyre market. The other key players include Modi Rubber, Kesoram Industries and Goodyear India. Dunlop, Falcon, Tyre Corporation of India Limited (TCIL), TVS-Srichakra, Metro Tyres .

While the tyre industry is largely dominated by the organized sector, the unorganized sector is predominant with respect to bicycle tyres.

The industry is a major consumer of the domestic rubber market. Natural rubber constitutes 80% while synthetic rubber constitutes only 20% of the material content in Indian tyres. Interestingly, world-wide, the proportion of natural to synthetic rubber in tyres is 30:70

Import of new tyres & tubes is freely allowed, except for radial tyres in the truck/bus segment which has been placed in the restricted list since November 2008

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EXPORT

Indian tyres have good acceptance in global markets; Compounded Average Growth Rate (CAGR) of tyre exports in the last one

decade has been 8%; Exports to over 65 countries worldwide; 17% export to highly quality conscious US market. Other major export

markets are - Latin America;UAE,Bangladesh, Iran, Philippines, Vietnam, et Over 20% of truck and bus tyres produced domestically are exported.

Future prospects of the Indian Tyre industry

The Indian Tyre industry is expected to show a healthy growth rate of 9-10%

over the next five years, according to a study by Credit Analysis and Research

Limited. While the truck and bus tyres are set to register a compounded annual

growth rate of 8%, the light commercial vehicles segment is expected to show a

CAGR of about 14 %. The growth of the sector is closely linked to the expansion

plans of the automobile companies. Some significant hurdles towards attaining

these projected growth rates could be raw material related price volatility, rupee

appreciation and the looming threat of cheap Chinese imports. The Indian tyre

companies need to make active efforts to explore newer markets as the existing

markets for bus-truck tyres. There is also an urgent need to increase the degree of

radialization in order to safeguard their share in the export market. Global tyre

manufacturers have been making constant efforts to innovate and offer a diverse

range of products such as tyres with pressure warning systems, run flat tyres, eco-

friendly tyres and energy efficient tyres. In this context, the Indian domestic

companies have to pursue a growth strategy of continuous innovation and

increasing emphasis on product differentiation.

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ORGANISATION PROFILE

Madras Rubber Factory

MRF established as toy-balloon manufacturing company in 1946 by KM Mammen Mappillai, and quickly emerged as the leading maker of tread rubber. .A leader in the tyre industry MRF holds the No.1 position for the last 21 years. MRF Ltd. is the first Indian company to export tyres to the US, the very birthplace of tyre technology. It is the first company in India to manufacture and market Nylon tyres passenger tyres commercially. In 2004, the company's turnover crossed INR 30 billion mark. The company was given the title of most ethical company by 'Business World' magazine after a survey conducted in 1999.

MRF Ltd. India’s largest manufacturer of automotive tyres and tubes, as incorporated as private limited company in1960 to take over the business of a partnership firm called the Madras Rubber Factory, started by late Sri. K. M Mammen Mappillai. The company was converted into public limited company in April 1961. MRF entered tyre manufacturing in 1962 through a technical collaboration with Mansfield, USA. Over the years, the company has established its own R&D center and currently functions independently.

It is also involved in a range of other activities via subsidiaries. Funskool India, a Joint venture between Hasbro and MRF, is a major toy manufacturing company in the country. MF Pretreads offers world class precured tyre retreading service, and MRF Muscleflex is involved in making conveyor belts. It is presently under the leadership of Vinoo Mammen, son of the late K.M. Mammen Mappillai. The fact that it is the first tyre company in India to reach a turnover of 5000 Cores is testament to its dominance of the industry

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HISTORY

1946 - Established in Thiruvuttiyoor 1952 - Tread rubber production 1961 - Tyre manufacturing 1964 - Began exporting tyres 1970 - Kottayam plant 1979 - Crossed 1 bnINR 1984 - 2 bnINR 2006 - 50 bnINR

MISSION

It has a well defined HR policies and a clear environmental safety and health training .The mission of MRF is that zero defect, zero breakdown, zero accident, zero pollution and thereby have zero losses .In these emerging time when the performance standard are becoming more stringent the MRF tyres are to be tested on the most torturous train for the purpose.

VISION

The vision of MRF is to enrich and gratify the human race by providing them with products and services that gives them satisfaction delight and amazement. The vision of the MRF to emerge as a pre-eminent, global super power in terms on technology and quality of life.

AWARDS

TNSMRF voted the "Most Trusted" Tyre Company in India by TNS 2006 global CSR study.

J D POWER ASIA PACIFICMRF won the award for customer satisfaction not once but 6 times in the last 7 years.

CAPEXILMRF won the award for exports

Management – MRF

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Name Designation

K M Mammen Chairman and Managing director

K M Philip Whole Time Director

K C Mammen Director

V Sridhar Director

N Kumar Director

S S Vaidya Director

Arun Mammen Managing Director

Rahul Mammen Mappillai Addl. Director & WTD

Ashok Jacob Director

Vijay R Kirloskar Director

Ranjit I Jesudasen Director

Salim Joseph Thomas Director

Registered Address

New No. 114 (Old No.124), Greams Road, Chennai (Madras) Tamil Nadu 600006Tel: 044-28292777 Email: mrfshare@mrfmail.com

ORGANISATION CHART - KOTTAYAM

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GENERAL MANAGER

HUMAN RESOURCE DEPARTMENT

Human resource managers seek to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organization's ongoing and future business plans and requirements to maximize return on investment and secure future survival and success.In ensuring such objectives are achieved, the human resource function is to implement an organization's human resource requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices; and net cost, in a manner that maximizes, as far as possible, employee motivation, commitment and productivity.

HR DEPARTMENT STRUCTURE

QUALITY ASSURANCE

ENGINEERING

INDUSTRIAL ENGINEERIN

PRODUCTION&PLANNIN

HUMAN RESOURCE

PURCHASETECHNICAL

SECURITY ACCOUNTING

TRAINING WELFARE

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ACTIVITIES OF HR DEPARTMENT

Recruitment and selection of employees Performance appraisal Industrial relations and labour management Disciplinary actions and proceedings Statutory actions and proceedings Training Contract services

LABOUR MANAGEMENT

The work men category of MRF is controlled by a long term argument every 3 years .Negotiations and conciliation between management and workmen are made over the table through continued discussion .This is mainly organised by HR with the help if industrial engineering and other departments involved.

WELFARE ACTIVITIES

PLANT HR MANAGER

DEPUTY MANAGER HR

HR OFFIC

ER

CANTEEN

WELFARE OFFICER

TIME OFFICER

TRANING

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Medical and insurance Education loan Safety gloves,shoes,mask Vehicle loan Voluntary retirement facility Recreation Home visit Counselling Canteen

UNIONS OF THE COMPANY

INTUC CITU MSF

DISCIPLINARY ACTIONS

Absenteeism strictly dealt in MRF. Regular absenters gives show case notice .Then given the warning, employees provides opportunity to give explanation. Company make a charge sheet against the absentee and inspection is made. After that decision is made.

TRAINING DEPARTMENT

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Training department is to realise the company’s objective through effectiveness, effiency and commitment of the employee

APPROCHES OF TRANING

Traditional Approach – Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.

The modern approach - of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results

OBJECTIVES OF TRANING

The principal objective of training division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives:

a) Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

b) Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.

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c) Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.

d) Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Need of Training

Individual level

Diagnosis of present problems and future challenges

Improve individual performance or fix up performance deficiency

Improve skills or knowledge or any other problem

To anticipate future skill-needs and prepare employee to handle more challenging tasks

To prepare for possible job transfers

Group level

To face any change in organization strategy at group levels

When new products and services are launched

To avoid scraps and accident rates Identification of Training Need

METHODS OF NEED IDENTIFICATION

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Individual Training Needs Identification

1. Performance Appraisals2. Interviews3. Questionnaires4. Attitude Surveys

5. Training Progress Feedback

6. Work Sampling

7. Rating Scales

Group Level Training Needs Identification

1. Organizational Goals and Objectives2. Personnel / Skills Inventories3. Organizational Climate Indices4. Efficiency Indices 5. Exit Interviews 6. MBO / Work Planning Systems 7. Quality Circles 8. Customer Satisfaction Survey 9. Analysis of Current and Anticipated Changes

ADVANTAGE OF TRAINING NEEDS IDENTIFICATION

1. Trainers can be informed about the broader needs in advance2. Trainers Perception Gaps can be reduced between employees and their supervisors3. Trainers can design course inputs closer to the specific needs of the participants4. Diagnosis of causes of performance deficiencies can be done

TYPES OF TRANING METHOD

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ON THE JOB

On the Job Trainings: These methods are generally applied on the workplace while employees are actually working.

TYPES OF ON THE JOB

• Orientation Training• Apprentice Training• Job Rotation• Coaching• Mentoring

ADVANTAGES OF ON-THE-JOB TRAINING:

It is directly in the context of jobrequires no extra space and attentionIt’s very practical It is often informalIt is most effective because it is learning by experienceIt is least expensiveAllows practicing what he is expected to do after trainingMost common way that employees receive instruction in industryTrainees are highly motivatedit is free from artificial classroom situations

DISADVANTAGES OF ON-THE-JOB TRAINING:

Trainer may not be experienced enough to train.It is not systematically organized.Poorly conducted programs may create safety hazards.

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ON THE JOB TRAINING METHODS 1. Job Rotation: In this method, usually employees are put on different jobs turn by turn where they learn all sorts of jobs of various departments.

2. Job Coaching: An experienced employee can give a verbal presentation to juniors regarding job.

3. Apprenticeships: fresh graduates are put under the experienced Employee to learn the functions of job.

4. Internships and Assistantships: An intern or assistants are recruited to perform a specific time-bound jobs or projects during their education. It may consist as part of their educational courses.

OFF THE JOB

Off the Job Trainings: These are used away from work places while employees are not working like classroom trainings, seminars etc.

TYPES OF OFF-THE JOB

• Lecture method• Case study• Role play• In-basket technique• Vestibule Training• Brain storming

ADVANTAGES OF OFF-THE-JOB TRAINING:

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• Organized Training • Executives get away from pressure of the job • Provides resource such as books, materials etc.• Trainers are usually experienced enough to train

It is systematically organizedEfficiently created programs may add lot of value

DISADVANTAGES OF OFF-THE-JOB TRAINING:

It is not directly in the context of jobIt is often formalIt is not based on experienceIt is least expensiveTrainees may not be highly motivatedIt is more artificial in nature

Off the Job Training Methods

1. Classroom Lectures: It is a verbal lecture presentation by an instructor to a large audience. It is One-way communication. No authentic feedback mechanism. . 2. Audio-Visual: It can be done using Films, Televisions, Video, and Presentations etc.

Advantages – Wide range of realistic examples, quality control possible. Disadvantages – One-way communication, No feedback mechanism. No flexibility for different audience.

3. Simulation: creating a real life situation for decision-making and understanding the actual job conditions give it. Following are some of the simulation methods of trainings

TRAING POLICY OF MRF

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“To provide &develop the knowledge, skills and the behaviour of our employers to consciously improve their performance.”

- Identify & document the training needs of each employee through competence evaluation made in each year

- Design & publish the training calendar &schedules - Periodic training bagged on the needs- Monitor &evaluate the training process &outcomes

TRAINING PROCEDURE

Plant HR or Corporate HR maintained the record of all the persons

- Competency Evaluvation Forms send to all the departments head every year- Each department heads evaluate the employees based on the criteria given in

the sheet and find out which areas each employee need training- Hr department coordinate training and make schedule calendar- Then send this to corporate head to seek approval for external trainees- It will be recorded in the training register- Post and pre training test and evaluation is also conducted- HR solution is the software which use for maintain training records

TRAINING CYCLE

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MODE OF TRANING

ANALYSIS OF TRAING NEED

DETERMINATION OF TRAINING GOAL

METHOD OF MEDIA SEQUENCE

TRAING DESIGN

IMPLEMENTATION

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1. KNOWLEDGE BASED TRAING1. Conceptual based training2. Some method to total productive maintance,ISO 9001

2. SKILL BASED TRAING

1. on the job

2. Off the job –class room sections

3. Quality training – brain storming

4. Behaviral based training

3. BEHAVIORAL BASED TRAINING

1. Leadrership

2. Team building

3. Self evaluation

4. Ethics

5. Assertiveness

6. Motivation

4. EXTERNAL TRAINING

People from Indian Industry, National safety Council, National productivity etc.

5, INTERA DEPARTMENTAL TRAING

FINDINGS

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The training department of MRF provide training based on the KSA principle( knowledge,attitude and skill)

They have special software HR Solution for maintain the hr training records

They have an entry level training which was given by the corporate office for all the employees for 5 days

They have joint training section training for both the management employees and factory employees to maintain equality among them

The training is based on T C I (Theme Centric Interaction) which provides 30% education and 70% learning.

SUGGESTIONS & RECOMMENDATIONS

More off the job training to be scheduled Through training try to reduce the gap between office staff and factory

workers Need based training may be organised based on the person opinion of

the employees

BIBILIOGRAPHY

E-Jalakam –Magazine by MRF .Internal circulation www.mrf.com www.hrcite.com

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APPENDIX

TRAINING PROGRAME OF MRF JUNE 2011

Level 1 Mentor’s Training Programe7,8,0,14 June 2010Resource – Rev.Fr.Geoege Varghese ,T N Councelling Centre ,Mannam

Class on pneumatics – snapshot training11 June 2011

Cooking Class – Mrs. Susheel Anna 12 June 2010

Class on Personal Excellence16 June 2010Resource Dr.Benny Kurian

Supervisiory development programme28 june 2011

Quality Life Training Programe11th section of quality of life training for employees and their spouse

Awarness programme 80th batch24,25 June 2011