“THE STUDY ON

HUMAN RESOURCE”

Summer project submitted

IN
Partial Fulfilment of the Requirements for the Award of
Master of Business Management
(Recognized by MDU, Ministry of HRD, Govt. of India)

By
RAVI KADYAN

Under the guidance of

Ch. Manager-HR
Meenakshi Kapoor

JK TYRE,Delhi

APRIL 2011

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 To Whom It May Concern

This is to certify that the summer project titled “STUDY ON HUMAN

RESOUSE” being submitted by Mr. Ravi Kadiyan, student of “First India School
Of Business”, Gurgaon in partial fulfillment of the requirements for the award of
Master in Business management has been completed under the supervision of Ch.
Manager Meenakshi Kapoor at JK TYRES, Delhi during the period from 24th
March, 11 to 17th May, 11.

The work has not been submitted to any other institution or University for the
award of any degree/diploma to the best of our knowledge.

HRD
Manager
JK TYRE, Delhi

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 ACKNOWLEDGEMENT

I have had considerable help and supports in making this project report a reality
first and foremost; gratitude goes to Mr. B B Gupta (Gm HR and Admin) , Mrs.
Meenakshi Kapoor (Sr.Mgr HRD) and Mr. Sumeet Jindal (Sr. Officer of HR).
They were my guide, who provided me all the guidance and support that was
indispensable for the completion of this project. I am thankful to all the employees
of JK Tyre & Industries Ltd who directly or contribute to my work.

Finally whole-hearted thanks to my project faculty guide

Mrs. Vandana Jain (coordinator of learning center and my guide) without
whose guidance this project would not be accomplished.

I felt it is my privilege to place on record my warm salutation to MD University,

Rohtak to work on this project.

Ravi kadiyan

MBA

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 CONTENTS

Sr No. Particulars Page no

1. EXECUTIVE SUMMARY 5

2. OBJECTIVES 6

3. INTRODUCTION OF JK 7

- Profile

- Mission & policies

- Awards & Recognition

- Human Resource Development

4. INTRODUCTION TO HR POLICIES AT JK 14

5. HUMAN RESOURCE MANAGEMENT 18

- Recruitment & Selection

- Training & Development

- Performance Appraisal

- Implementation of HR policies

- Coordination with other deptt.

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 EXECUTIVE SUMMARY

Training is an initial part of my academic curriculum. During the training a

student gets an opportunity to understand the practical aspect of theory. Training
makes the concept more clear.

This project report is outcome of the summer training that I have undergone at
“JK Tyre & Industries Ltd” for the partial fulfillment of master of business
administration.

The topic allotted me by the company is “HUMAN RESOUSE”. The project

emphasizes on the mix of the company.

I have tried to my best to make a good project report. However no one claims
perfection in its project requires perseverance, initiatives, proper guidance and
direction. So it’s mandatory to take the aid of various departments.

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 OBJECTIVES

 To detail the various aspects of HR in an organization.

 To find the existing HR structure in JK TYRE.
 To find the effectiveness of the present policies.
 To find the scope for any improvement that can be done in HR Practices.

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 JK ORGANISATION

JK Organisation owes its name to Late Lala Juggilal Singhania, a dynamic

personality, with a broad vision. Inspired by the cause of the Swadeshi movement
of Mahatma Gandhi, and driven by the zeal to set up an indian enterprise, Late
Lala Kamlapat Singhania founded J.K. Organisation in the 19th century ushering
in a new industrial era in India.

The name JK Organisation, which today is one of the leading Private Sector
Groups in India, was founded over 100 years ago. For J.K. Organisation it's been a
century of multi-business, multi-product and multi-location business operation.
The companies in the Group have a diverse portfolio, including Automotive Tyres
& Tubes, Paper & Pulp, Cement, V-Belts, Oil Seals, Power Transmission
Systems, Hybrid Seeds, Woolen Textiles, Readymade Apparels, Sugar, Food &
Dairy Products, Cosmetics, etc.

VARIOUS • JK SUGAR

DIMENSIONS: • JK PAPER LTD

• JK SEEDS • JK LAKSHMI CEMENT

• UMANG DAIRIES

• CliniRX RESEARCH
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 • FENNER(INDIA) Ltd.

JK ORGANISATION AT A GLANCE:-

Top management

• Hari Shankar Singhania • Chair

man / Chair Person
• Raghupati Singhania •
VC & MD
• Arvind Singh Mewar •
Director
• Bakul Jain •
Director
• Govind Ballabh Pande •
Director
• Om Prakash Khaitan •
Director
• Sobha Nambisan •
Director
• Vinayshil Gautam •
Director
• Bharat Hari Singhania • Managi
ng Director

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 • Vikrampati Singhania •
Deputy Managing Director
• Swaroop Chand Sethi • Whole Time Director
COMPANY PROFILE:

VISION

“To be amongst the most admired companies in India committed to

excellence.”

MISSION

• To be the largest and most profitable Tyre Company in India.

• To retain No.1 position in Truck and Bus segment and to be

amongst tops two in all other 4-wheeler tyre segments.

• To make Truck/Bus Radial operations profitable and retain

leadership in the passenger radial market.

• To be the largest Indian Tyre Exporter.

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• Continue to be a significant player in the world in Truck
and Bus Market.

• To be customer obsessed company.

CORE VALUES

JK Organization has been a forerunner in the economic and social

advancement of India. It always aimed at creating job
opportunities for a multitude of countrymen and to provide high
quality. JK Organization is an association of industrial and
commercial companies and charitable trusts. Its member
companies, employing nearly 50,000 persons are engaged in the
manufacturing. Trusts are devoted to promoting industrial,
technical and medical research, education, religious values and
providing better living and recreational facilities. With the spirit
of social consciousness uppermost in mind, J.K. Organization is
committed to the cause of human advancement.

BRIEF DESCRIPTION

JK Tyre is the first tyre company in the world to receive ISO/TS

16949:2000 Certificate for its entire range of products (Bias &
Radials) and for all its plants in one go. All the units of the
Company operate at high efficiency levels, some of which are
benchmarks in the industry.

Over and above this, JK Tyre also patronizes and promotes Motor
sport in India, through a comprehensive programmed. Indian
racing drivers sponsored by JK Tyre are doing the country proud
by winning various International Car Racing/Rallying
Championships. The recent association with the ASEAN Car
Rally has been one of the steps towards promoting young talent
and India brand in Motorsports.

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JK Tyre is committed to the environment protection and the
health and safety of associates, customers and the society. All
the Plants of the company are ISO-14001 certified, and are deeply
involved in Water Conservation, Afforestation and Zero Effluent
Discharge efforts. JK Tyre was the first Indian company to
launch environmental friendly "Green" tyre and is constantly
upgrading the manufacturing technology to be well below the
allowable limits of environmental standards.

Following a strong belief - "People make the Organization", JK

Tyre provides a challenging and healthy work environment for the
growth and fulfillment of our people.

ACHIEVEMENT/AWARDS

•JK TYRES ranked 16TH largest tyre company in the world.

•ISO-14001 accreditation for environment & safety.

•India’s first T-rated tyre launched.

•The only tyre manufacturing company got E-marks certification.

•Awarded by CAPEXIL’S highest export award for 1997-98.

•Certified by ISO 9001:1994 quality managements systems.

•First Indian Tyre Company to adopt Business Process Re-

Engineering(BPR).

•It has ranked number one in customer satisfaction by the JD

power Asiapacific study.

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HUMAN RESOURCE DEVELOPMENT
THE WORK CULTURE

JK Tyre & Industries Ltd. provides an enabling work culture with

a clear sense of vision, mission and strategies in which people
work with clear goals and thereby achieve more. Goals are set and
performance is reviewed transparently, starting with self
assessment. Merit is recognized through proportionate rewards,
growth and opportunities. The company’s aspiration of being a
global player provides opportunities for stretch for the potential
for its people.. Participation in cross functional teams provides
opportunities for contribution as well as new learning.

DEPARTMENTS: It comprises of three branches, namely:

1. PERSONNEL

2. ADMINSTRATION

3. HUMAN RESOURCE DEVELOPMENT

HRD is an integral part of the organization which takes care of

human resource on continuous basis. In such a competitive world
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it is important that the employees are provided with training
on a continuous basis so that they can keep pace with the
competitive environment. It focuses on the training and
development of employee sat JK Tyre. In order to identify the
loopholes a special team is allotted to Marketing and sales
employees who take care specifically the employees from this
department only.

There are five branches by which human resource development is

being managed at JK Tyre.

• Vikrant Tyre Plant (VTP)

• Kankroli Tyre Plant (KTP)

• Banmore Tyre Plant (BTP)

• Marketing & Sales

• Head Office

Marketing and sales is an important department of any company

and at JK Tyre it is being given due importance. As there are more
than 500 employees in M&S so a special focus is given on these
employees. In order to avoid any kind of ignorance on the part of
human resource the work load is divided between these two
people that is the senior manager(Marketing & sales)and
Manager(HR).

The Manager at HO looks after the employees at Head office

other than marketing and sales.

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Both senior manager (M&S) as well as Manager (HR) at Head
Office reports to the VP (HR).

HR POLICIES AT JK TYRE (HEAD OFFICE)

The following are the main HR initiatives taken by the

organization:-

• Measure the effectiveness of training process through

Kirkpatrick’s Model

• Employee involvement activities through:

 Suggestion schemes
 Cross-functional Teams
 Young Leaders forum
 Open House Meetings
• Quality of manpower resources assessment through:

 Promotions based on competencies

 Talent management
 Induction process for new joinees
• Employee satisfaction & motivation surveys through:
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Usage of TRIM INDEX score using TNS

• Talent management & improvement in quality of

Management Cadre Staff through:

 Talent management meetings

 Yearly talent list
 Succession planning for all identified strategic positions
 Self Development scheme
 Job Rotation

• Performance Management through:

 Goal setting
 Six monthly review with HRD facilitation
 Yearly review with HRD facilitation

• Innovative HR practices such as:

 Initiatives and innovations done by employees are

recognized and assessed

• Quarterly people management award review process

• Customer in culture:

 Customer satisfaction for both external and internal

customers

• Enhancing company external brand value through:

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  Visits to business schools and engineering colleges
 Hold executive positions in HR associations
 Publishing HR articles
 Corporate Social Responsibility (CSR)

Preferred Educational Qualification for Trainers

 MBA/PGDBM in HR / Personnel Management

 Any degree or Diploma in HRM
 B.Tech/B.E. – Mechanical
 Post graduate degree in psychology

 SAP-HR

M.S.W(H.R/I.R)

Skills and attributes required to become a successful trainer

are:

• Should possess good communication & presentation skills

• Interpersonal skills
• PC Skills knowledge essential
• Presentation skills- command over language
• Impeccable oral and written communication
• Planning and Execution skills
• Ability to receive and provide feedback in a positive manner
• Coaching and mentoring skill
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• Interacting with diversity of people and people intensive
industries
• Policy making ability

Salary offered to the trainers according to the relevant

experience:

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Nature of Work

• Develop continuous learning program specific to Auto

Component industry
• Identification of Training Needs, Develop Training plan,
Action Plan
• Preparing and adhering to associate training calendar
• Marinating Training Database
• Coordinating well with different departments
• Design and drive the training and learning interventions for
both technical and behavioral training
• Budgeting guidelines for T&D activists
• Identify and maintain excellent relations with Internal and
External Trainers
• Provide appropriate feedback to the management
• Set up and drive knowledge sharing forums and small group
activities through employee engagement and participation and
create a knowledge and skill repository

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• Monitor Training & Development to measure and evaluate
ROI of the training function.
• Upgrade and implement training processes
• Implement innovative Training interventions
• Arrange institutional tie-up with specialized training institutes
which provide India Automobile industry specific training and
other professional institutes for managerial / behavioral
training
• Achieve training targets by imparting training
• Assessing capabilities of manpower by audits at the
workshops and bridge the gap through training
• Finalization and procurement of tools and equipment
• Plan and co-ordinate for conducting special training courses
for skill enhancement of Service Engineers and Dealers
workshop staffand Training of Trainees at various levels viz.
officers, supervisors andworkers.

Organizing of developmental and functional programs based

on training needs, as judged in the area of updation of
technical, supervisory and managerial skills long with
specialized requirements from time to time.
Imparting training to people from other organisations within
India and abroad.
The services which have been developed in the area of
Training and Development within the organisation are readily
available to other organisations within the laid policies and
procedures of the Company.
HUMAN RESOURCE MANAGEMENT
• Recruitment and Selection
• Training & Development
• Performance Appraisal
• Implementing Incentive Schemes
• Coordinating among different departments
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 • Maintenance of Industrial Relationship.
Recruitment and Selection
This certainly be the bery important step because Acquiring the
right staff is a big deal.
This function includes processes to:
• Identify potential sources (external/department in the organization)
of project staff.
• Define skill and activity descriptions that can be used by recruiters
and resource
managers to obtain staff from appropriate sourcing organizations.
• Select staff for the project.
Finding the:
 right people,
 with appropriate skills,
 available when needed,
 for the right duration,
 within planned costs
can be a daunting and time-consuming challenge.
Its a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are
selected.

RECRUITMENT NEEDS ARE OF THREE TYPES

• PLANNED
i.e. the needs arising from changes in organization and retirement policy.
• ANTICIPATED
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 Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
• UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

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TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures
that randomness is reduced and learning or behavioral change takes place in
structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT

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.

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:

The principal objective of training and development 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: Individual, Organizational, Functional, and Societal.

TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of attitudes and behaviors to enhance the
performance

Training is activity leading to skilled behavior.

• It’s not what you want in life, but it’s knowing how to reach it
• It’s not where you want to go, but it’s knowing how to get there
• It’s not how high you want to rise, but it’s knowing how to take off
• It may not be quite the outcome you were aiming for, but it will be an
outcome
• It’s not what you dream of doing, but it’s having the knowledge to do it

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• It's not a set of goals, but it’s more like a vision

Importance Of Training and Development

• Optimum Utilization of Human Resources – Training and Development

helps in optimizing the utilization of human resource that further helps the
employee to achieve the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to

provide an opportunity and broad structure for the development of human
resources’ technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.

• Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the
employees.

• Productivity – Training and Development helps in increasing the productivity

of the employees that helps the organization further to achieve its long-term
goal.

• Team spirit – Training and Development helps in inculcating the sense of

team work, team spirit, and inter-team collaborations. It helps in inculcating
the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop and

improve the organizational health culture and effectiveness. It helps in
creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the

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 positive perception and feeling about the organization. The employees get
these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of

work and work-life.

• Healthy work environment – Training and Development helps in creating

the healthy working environment. It helps to build good employee,
relationship so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health
and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the •

morale of the work force.

• Image – Training and Development helps in creating a better corporate image.

• Profitability – Training and Development leads to improved profitability and

more positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e.

Organization gets more effective decision making and problem solving. It
helps in understanding and carrying out organizational policies

• Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and
managers usually display.

Human Resource Management

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The HR functioning is changing with time and with this change,
the relationship between the training function and other
management activity is also changing. The training and
development activities are now equally important with that of
other HR functions. Gone are the days, when training was
considered to be futile, waste of time, resources, and money. Now
days, training are an investment because the departments such as,
marketing & sales, HR, production, finance, etc depends on
training for its survival. If training is not considered as a priority
or not seen as a vital part in the organization, then it is difficult to
accept that such a company has effectively carried out HRM.
Training actually provides the opportunity to raise the profile
development activities in the organization

To increase the commitment level of employees and growth in

quality movement (concepts of HRM), senior management team
is now increasing the role of training. Such concepts of HRM
require careful planning as well as greater emphasis on employee
development and long term education. Training is now the
important tool of Human Resource Management to control
the attrition rate because it helps in motivating employees,
achieving their professional and personal goals, increasing the
level of job satisfaction, etc. As a result training is given on a
variety of skill development and covers a multitude of courses.

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 Training As Consultancy

Training consultancy provides industry professional to work

with an organization in achieving its training and development
objectives.
Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training

outsourcing is in customer education, while only 42 percent of the
market is in employee education.
The training consultancies offer various benefits such as:

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The various courses that consultancies offer are:

• Business Training Courses

o Management Development

 Conflict Management

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  Managing Diversity

 Project Management

 Stress Management

 Time Management

 Senior Management Workshops

o Sales

 Negotiation Skills

 Sales Technique

o Customer Care

 Customer Care Training

 Managing Customers

o Human Resource

 HR Administration

 Induction Training

 Recruitment & Selection

 Successful Appraising

o Personal Development Courses

o Workshops on:

 Assertive Skills

 Building Confidence

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  Coping with Change

 Interview Techniques

 Maximize Potential

o One to One Coaching

 Focused entirely on personal objectives

 Move forward at individual pace

PERFORMANCE APPRAISEL SYSTEM

PERFORMANCE APPRAISEL is a method of evaluating the
behavior of employees in the work spot, normally including both
the quantative and qualitative aspect of the job performance.

If defined more precisely it can be described in 3 major attributes:

• IDENTIFICATION

• MEASUREMENT

• MANAGEMENT

IDENTIFICATION means determining what areas of work the

manager should be examining when measuring performance-
essentially focusing on performance that effects organisational
behavior.

MEASUREMENT entails making managerial judgment of how

good or bad employee performance was.
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 MANAGEMENT appraisal should be more than a post-mortem
examination of past events, criticizing or praising the workers for
their performance in the preceding year. Instead, it must take a
future oriented view of what workers can do to realize their
potential.

PERFORMANCE APPRAISEL APPROACH IN JK

The objective of the Annual Performance Appraisal System

are :-
a) To evaluate individual’s achievements;
b) To determine the gaps in knowledge and skills and /or
shortcomings/ failures noticed during evaluation of individuals
achievements.
c) To identify employees having special development, potential; and
d) to suggest specification;
i) In cases in which individual achievements are assessed
generally satisfactory; how better performance can be
encouraged.
ii) In cases in which assessment of individual achievement
brings out factors referred to at (b) how gaps in knowledge and
skills could be removed and / or shortcomings / failure remedied,

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including specific suggestions for in house and specialized
training / censure, etc; and
iii) In cases of the type referred at (c) what further training /
encouragement is considered desirable for full exploitation of the
estimated potential.

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