PROJECT REPORT

On
“Hr Department-Training & Development”
Of
Good Year India Limited

Submitted to Partial fulfillment of the requirement of the awards of

degree in Bachelor of Business Administration
OF
Maharshi Dayanand University, Rohtak
(Session: 2020-2021)
SUBMITTED TO: SUBMITTED BY:
Controller of Examination Name- Akanksha
M.D. University Class: BBA 6th Sem
Rohtak Regn. No: 1811350456
UNIV. ROLL
NO.

GOVERNMENT COLLEGE FOR WOMEN FARIDABAD

1
 Declaration

I, Akanksha, hereby declare that all the information furnished in this Project
Report, is original work containing authentic facts. This piece of work is only
being submitted to Govt. College for Women Faridabad in the partial fulfillment
for the degree of Post-graduation in Bachelor of Business Administration

Akanksha

2
 Acknowledgement

A Research study cannot be completed without the guidance assistance, inspiration

the corporation from various superiors. The study also bears the imprints of many
people. I fill pleased to have a opportunity to express my deep and sincere feeling
of gratitude towards those personalities who positively helped me to complete my
project for making this project possible.

I am great full to faculty member I would also like to express my thanks to my

guide in this project Manoj Verma industry mentor – HR at Goodyear Pvt. Ltd.
For his kind co-operation a guidance without which, this could have never been
completed on the time.

Akanksha

3
 Preface

This project is all about the customer satisfaction towards Goodyear. In this
project I have discussed about the industry overview of the Goodyear Problems
of the company, competitor’s information, and company profile. In this project we
have also discussed about company’s Swot analysis and their trends. We have done
research design also and make questionnaires and found some positive and
negative aspects of the organization.

Akanksha

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CHAPTER NO. PARTICULARS PAGE NO.

CHAPTER 1 6-12
INTRODUCTION

CHAPTER 2 13-28
COMPANY PROFILE

CHAPTER 3 29-44
REVIEW OF LITERATURE

CHAPTER 4 RESEARCH METHODOLOGY

 INTRODUCTION
 OBJECTIVES 45-50

 RESEARCH DESIGN
 SAMPAL UNIT
 METHODS OF DATA COLLECTION
LIMITATIONS OF STRATEGY

CHAPTER 5 51-62
DATA ANALYSIS AND INTERPRETATION

CHAPTER 6
FINDINGS 63-64

CHAPTER 7 65-66
RECOMMANDATION AND SUGGESTIONS

ANNEXURE 67-70
BIBLIOGRAPHY

5
 TABLE OF CONTENTS

CHAPTER:1
INTRODUCTION

6
The Goodyear Tire & Rubber Company is an American multinational tire manufacturing
company founded in 1898 by and based in. Goodyear manufactures tires for automobiles,
commercial trucks, light trucks, motorcycles, SUVs, race cars, airplanes, farm equipment and
heavy earth-mover machinery. It also produced bicycle tires from its founding until 1976 As of
2017, Goodyear is one of the top four tire manufacturers along with (Japan), (France) and
(Germany

The company was named after American, inventor of rubber. The first Goodyear tires became
popular because they were easily detachable and required little maintenance.[]

Goodyear is also known for the. Though Goodyear had been manufacturing and balloons since
the early 1900s, the first Goodyear advertising blimp flew in 1925. Today, it is one of the most
recognizable advertising icons in America The company is the most successful in history, with
more starts, wins, and constructors' championships than any other tire supplier They pulled out
of the sport after. It is the sole tire supplier for series.

Goodyear is a former component of the The company opened a new global headquarters building
in Akron in 2013.

Early history 1898–1926

The first Goodyear factory opened in Akron, Ohio, in 1898. The thirteen original employees
manufactured and tires, rubber pads, and. The company grew with the advent of the automobile.

In 1901, provided with racing tires. In 1903, was granted a patent for the first tubeless
automobile tire. By 1908, Ford was outfitting his with Goodyear tires. In 1909, Goodyear
manufactured its first aircraft tire

In 1916, Litchfield found land in the Phoenix area suitable for growing long-staple cotton,
needed for reinforcing rubber in tires. The 36,000 acres purchased were controlled by the
Southwest Cotton Company, formed with Litchfield as president. (This included land that would
develop into the towns of and.)

7
In 1924, Litchfield, as Goodyear Vice President, forged a joint venture with the German
Company to form the Goodyear-Zeppelin Corporation. In the late 1920s to 1940, the company

worked with Goodyear to build two Zeppelins in the and the was created to facilitate the
relationship. The partnership continued even when Zeppelin was under Nazi control and only
ended after began

By 1926, Goodyear was the largest rubber company in the world. Only four years earlier it was
forced to temporarily halt production of racing tires due to heavy competition. Nevertheless, the
popularity of the Goodyear tire on the racing circuit led to a popular demand for the return of the
brand.

Expansion 1926–1970

Paul Litchfield, inventor of the tubeless car tire who promoted the Zeppelin partnership and later
became Goodyear president and board chairman.

On August 5, 1927, Goodyear had its and was listed on theth

By 1930, Goodyear had pioneered what would later become known as "" for smaller aircraft —
their so-called low inflation pressure "airwheel" aviation wheel-rim/tire sets were initially
available in sizes up to 46 inches (117 cm) in diameter

For the next sixty years Goodyear grew to become a with multibillion-dollar earnings. It
acquired their rival Kelly-Springfield Tire in 1935. During Goodyear manufactured fighter

8
planes for the U.S. Military. Goodyear ranked 30th among United States corporations in the
value of wartime production contracts WWII forced the dissolution of the Goodyear-Zeppelin

partnership in December 1940. By 1956 they owned and operated a nuclear processing plant in
Ohio.

In 1944, Goodyear created a subsidiary in Mexico in a joint venture with, CompañíaHulera

Goodyear-Oxo, S.A. de C.V. or Goodyear-Oxo.

Radial tire transition

Of the five biggest U.S. tire firms in 1970, today only Goodyear remains independent, due to the
challenge posed by technology, and the varied responses At the time, the entire U.S. tire industry
produced the older technology. Estimates to fit the factories with a new set of machinery and
tools for making this new product were between $600 million and $900 million. This was a
substantial amount in a low margin business with sales revenue in the low billions

The U.S. market was slowly shifting towards the radial tire, as had already been the case in
Europe and Asia. In 1968, , an influential American magazine, acknowledged the superiority of
radial construction, first developed in 1946 by.

When became in 1974, he faced a major investment decision regarding the, which today has a
market share of nearly 100% Despite heavy criticism at the time, Pilliod invested heavily in new
factories and tooling to build the radial tire

Sam Gibara, who headed Goodyear from 1996 to 2003, has noted that without the action of
Pilliod, Goodyear "wouldn't be around today

Sales for 1969 topped $3 billion, five years later sales topped $5 billion and it boasted operations
in thirty-four countries. In 1978, the original Akron plant was converted into a Technical Center
for research and design. By 1985, worldwide sales exceeded $10 billion.

, a holding that developed from the Goodyear Aircraft Company after designed a supercomputer
for NASA's Goddard Spaceflight Center in 1979, the. The subsidiary was sold in 1987 to the as a
result of restructuring.

9
In 1987, Goodyear formed a business partnership with Canadian tire retailer

Goldsmith affair 1986

In October 1986, Goodyear was a victim of a attack. British financier in conjunction with the
investment group purchased 11.5% of Goodyear's outstanding common stock They threatened to
take the company over. On November 20, 1986, Goodyear acquired all of the 12,549,400 shares
of stock held by Goldsmith's group at an above-market price of $49.50 per share. Goodyear also
made a tender offer for up to 40 million shares of its stock from other shareholders at $50 per
share. The tender offer resulted in Goodyear buying 40,435,764 shares of stock in February
1987.

As a result, Goodyear took a charge of $224.6 million associated with a massive restructuring
plan. The company closed plants in Cumberland, Maryland; New Toronto, Ontario, Canada; and
Windsor, Vermont. It sold its Goodyear Aerospace business to Loral Corporation for $588
million and its Motor Wheel business to MWC Inc. for $175 million. Two subsidiaries involved
in agricultural products, real estate development, and a resort hotel in Arizona were sold for
$220.1 million.

1990 to present

Airless tire concept

The last major restructuring of the company took place in 1991. Goodyear hired, former CEO of
to expand the company into new markets. The moves resulted in 12,000 employees being laid
off.

In 2005, purchased the farm tire business of Goodyear, and continues manufacturing Goodyear
agricultural tires under license. This acquisition included the plant in.

10
On July 10, 2008, Goodyear was recognized as one of America's most respected companies by
the Reputation Institute (RI) and magazine. Goodyear ranked 16th on the magazine's third annual
listing of companies with the best reputations in the United States

The list is based on the results RI's Global Pulse consumer opinion survey, which measures the
overall respect, trust, esteem, admiration and good feelings consumers hold toward the world's
largest companies.

Scores are based on RI's seven dimensions of: products/services, innovation, workplace,
citizenship, governance, leadership and performance. RI said the 2008 survey indicates that
consumers are most influenced by a company's high-quality products and services as well as its
governance and citizenship.

Goodyear's score of 76.0, represented a 7.54 point increase over 2007 and was the largest year-
over-year improvement of any company on the list. Goodyear is the only tire company on the
top-75 list.

The recognition from RI and Forbes is the fifth significant honor for Goodyear in 2008. The
company was named the world's most admired company in the motor vehicle parts industry by
magazine and Forbes magazine ranked Goodyear sixth on their list of America's most
trustworthy companies recognized Goodyear for leading shareholder return for the past five
years in the automotive category. Goodyear was also ranked among the Top 100 Corporate
Citizens selected by magazinel

The company announced in summer 2009 that it will close its tire plant in the as part of a
strategy to address uncompetitive manufacturing capacity globally by the end of the third quarter

Goodyear announced plans to sell the assets of its off-road tire business to for US$98.6 million,
including the plant in, and a licensing agreement that allows Titan to continue manufacturing
under the Goodyear brand. This deal is similar to Titan's 2005 purchase of Goodyear's US farm
tire assets.

11
In 2011, more than 70 years after the dissolution of the Goodyear-Zeppelin Corporation, it is
announced that Goodyear will partner with Zeppelin again (the legacy company Zeppelin
Luftschifftechnik) to build more zeppelins together

In 2018, Goodyear and announced the creation of, a joint wholesale distribution network across
the United States At the same time, Goodyear also announced that it was ending its distribution
relationship with, the largest tire wholesaler in the US

In 2018, Goodyear was ordered to pay $40.1 million to J. Walter Twidwell, who claimed he
developed because of exposure to. After the trial, Goodyear asked the for a new trial. Goodyear
attorney James Lynch said Goodyear did not receive proper consideration from the jury. Lynch
said that the other side's attorneys engaged in character assassinations against. During closing
remarks, the attorneys for Twidwell put up a slide with the heads of Goodyear's expert witnesses
pasted onto "insulting caricatures

12
CHAPTER :2
COMPANY
PROFILE

13
 The Goodyear Tire & Rubber
1.1 summary:
Company was founded in 1898 by
Frank Sabering in Akron, Ohio.
Goodyear manufactures tires for
Website Goodyear.com automobiles, commercial trucks, light
trucks, SUVs, race cars, airplanes, farm equipment and heavy earth-mover machinery.

Even though he had no connection with the company, it was named after Charles Goodyear.
Goodyear invented vulcanized rubber in 1839. The first Goodyear tires became popular because
they were easily detachable and required little maintenance.

Goodyear is known throughout the world for the Goodyear Blimp. The first Goodyear blimp
flew in 1925. Today it is one of the most recognizable advertising icons in America. The
company is the most successful tire supplier in Formula One history, with more starts, wins, and
constructors' championships than any other tire supplier. They pulled out of the sport after the
1998 season. It is the sole tire supplier for NASCAR series.

Goodyear is a former component of the Dow Jones Industrial Average.

1.2 Contents History:-

1.2.1 Early history 1898–1926:-

The first Goodyear factory opened in Akron, Ohio in 1898. The thirteen original employees
manufactured bicycle and carriage tires, rubber horseshoe pads, and poker chips. The company
grew with the advent of the automobile.

In 1901 Frank Seiberling provided Henry Ford with racing tires. In 1903, Paul Weeks Litchfield
is granted a patent for the first tubeless automobile tire. By 1908 Ford was outfitting his Model T
with Goodyear tires. In 1909 Goodyear manufactured its first aircraft tire.

In 1911 Goodyear started experimenting with airship design. It later manufactured airships and
observation balloons for the United States Army Air Service during World War I. The transport

14
and reconnaissance capabilities that Goodyear provided contributed significantly to the Allied
victory.

In 1916, Litchfield finds land in the Phoenix area to be suitable for growing long-staple cotton,
needed for reinforcing rubber in tires. The 36,000 acres purchased were controlled by the

Southwest Cotton Company, formed with Litchfield as president. (This included land that would
develop into the towns of Goodyear and Litchfield Park).

In 1924, Litchfield as Goodyear Vice President forges a joint venture with the head of Zeppelin
to form the Goodyear-Zeppelin Corporation.

By 1926 Goodyear was the largest rubber company in the world. Only four years earlier they
were forced to temporarily cease race tire production due to competition. Nevertheless, the
popularity of the Goodyear tire on the racing circuit led to a popular demand for the brand.

1.2.2 Expansion 1926–1990:-

Paul Litchfield, inventor of the tubeless car tire who promoted the Zeppelin partnership and later
became Goodyear president and board chairman.

On August 5, 1927, Goodyear had its initial public offering and was listed on the New York
Stock Exchange.

For the next sixty years Goodyear grew to become a Multinational corporation with multi-billion
dollar earnings. It acquired their rival Kelly-Springfield Tire in 1935. During World War II
Goodyear manufactured F4U Corsair fighter planes for the U.S. Military. Goodyear ranked 30th
among United States corporations in the value of wartime production contracts. WWII forced the
dissolution of the Goodyear-Zeppelin partnership in December 1940. By 1956 they owned and
operated a nuclear processing plant in Ohio.

In 1944, Goodyear created a subsidiary in Mexico in a joint venture with Campania Huller, S.A.
de C.V., Campania Huller Goodyear-Oxo, S.A. de C.V. or Goodyear-Oxo.

15
Sales for 1969 topped $3 billion, five years later sales topped $5 billion and it boasted operations
in thirty four countries. In 1978 the original Akron plant was converted into a Technical Center
for research and design. By 1985 worldwide sales exceeded $10 billion.

Goodyear Aerospace, a holding that developed from the Goodyear Aircraft Company after
World War II designed a supercomputer for NASA's Goddard Spaceflight Center in 1979, the
MPP. The subsidiary was sold in 1987 to the Loral Corp. as a result of restructuring.

In 1987, Goodyear formed a business partnership with Canadian tire retailer, Fountain Tire.

1.2.3 The Goldsmith affair:-

In October 1986 The Goodyear Rubber & Tire Company was a victim of a Greenmail attack.
British financier James Goldsmith in conjunction with the investment group Hanson purchased
11.5% of Goodyear's outstanding common stock. They threatened to take the company over. On

November 20, 1986, Goodyear acquired all of the 12,549,400 shares of stock held by
Goldsmith's group at an above-market price of $49.50 per share. Goodyear also made a tender
offer for up to 40 million shares of its stock from other shareholders at $50 per share. The tender
offer resulted in Goodyear buying 40,435,764 shares of stock in February 1987.

As a result, Goodyear took a charge of $224.6 million associated with a massive restructuring
plan. The company closed plants in Cumberland, Maryland; New Toronto, Ontario, Canada; and
Windsor, Vermont. It sold its Goodyear Aerospace business to Loral Corporation for $588
million and its Motor Wheel business to MWC Inc. for $175 million. Two subsidiaries involved
in agricultural products, real estate development, and a resort hotel in Arizona were sold for
$220.1 million.

1.2.4 1990 to present:-

The last major restructuring of the company took place in 1991. Goodyear hired Stanley Gaul,
former CFO of Rubbermaid to expand the company into new markets. The moves resulted in
12,000 employees being laid off. In 1998 Goodyear Leone Tire & Auto was established in
Oldsmar, Florida. In 2001 Goodyear Leone Tire & Auto Was established in Holiday, Florida.

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1.2.5 Recent history:-

In 2005, Titan Tire purchased the farm tire business of Goodyear, and continues manufacturing
Goodyear agricultural tires under license. This acquisition included the plant in Freeport,
Illinois.

On July 10, 2008, the Goodyear Tire & Rubber Company was recognized as one of America’s
most respected companies by the Reputation Institute (RI) and Forbes magazine. Goodyear
ranked 16th on the magazine’s third annual listing of companies with the best reputations in the
United States.

The list is based on the results RI’s Global Pulse consumer opinion survey, which measures the
overall respect, trust, esteem, admiration and good feelings consumers hold toward the world’s
largest companies.

Scores are based on RI’s seven dimensions of reputation: products/services, innovation,

workplace, citizenship, governance, leadership and performance. RI said the 2008 survey

Indicates that consumers are most influenced by a company’s high-quality products and services
as well as its governance and citizenship.

Goodyear’s score of 76.0 represented a 7.54 point increase over 2007 and was the largest year-
over-year improvement of any company on the list. Goodyear is the only tire company on the
top-75 list.

The recognition from RI and Forbes is the fifth significant honor for Goodyear in 2008. The
company was named the world’s most admired company in the motor vehicle parts industry by
Fortune magazine. Audit Integrity Inc. and Forbes magazine ranked Goodyear sixth on their list
of America’s most trustworthy companies. The Wall Street Journal recognized Goodyear for
leading shareholder return for the past five years in the automotive category. Goodyear was also
ranked among the Top 100 Corporate Citizens selected by CRO magazine.

The company announced in summer 2009 that it will close its tire plant in the Philippines as part
of a strategy to address uncompetitive manufacturing capacity globally by the end of the third
quarter.

17
Goodyear announced that will sell the assets of its Latin American off-road tire business to Titan
Tire for US$98.6 million. This includes the plant in Sao Paulo, Brazil, and a licensing agreement
that allows Titan to continue manufacturing under the Goodyear brand, similar to its 2005
purchase of Goodyear's US farm tire assets.

In 2011, more than 70 years after the dissolution of the Goodyear-Zeppelin Corporation, it is
announced that Goodyear will partner with Zeppelin again (the legacy company Zeppelin
Luftschifftechnik) to build more zeppelins together.

On December 18, 2012, the company has moved its listing to the NASDAQ.(The move) will
provide the company with greater cost efficiencies and access to high visibility branding
opportunities while continuing to provide shareholders with strong execution and liquidity
through Nasdaq's advanced trading technologies.

1.2.6 Timeline:-

Goodyear Tires Advertisement - Syracuse Post-Standard, February 26, 1916

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 1898 — Goodyear Founded
 1899 — automobile tires added to the original product line of bicycle tires, carriage tires
and horseshoe pads
 1901 — Sabering makes racing tires for Henry Ford
 1903 — Paul Litchfield granted patent on first tubeless automobile tire (Litchfield would
go on to become president of Goodyear-Zeppelin, then board chairman)
 1908 — Ford's Model T is outfitted with Goodyear tires
 1909 — first pneumatic aircraft tire
 1911 — first airship envelope
 1912 — Goodyear blimp first debuts
 1917 — made airships & balloons for the U.S. military during World War I
 1919 — tires on the winning car at the Indianapolis 500
 1924 — Zeppelin patents acquired, joint venture Goodyear-Zeppelin Corporation formed
with the German company
 1925 — Pilgrim is launched, the first commercial non-rigid airship to use helium
 1926 — world's largest rubber company, based on sales of $230,161,356
 1927 — initial public offering
 1929 — construction of world's largest airship dock started in Akron
 1935 — acquired Kelly-Springfield Tire
 1937 — first American-made synthetic rubber tire
 1940 — in December, Goodyear-Zeppelin Corporation dissolved with WWII straining
partnership
 1942 — awarded contract to build Corsair fighter planes
 1944 — tire testing begins near San Angelo, Texas
 1947 — first nylon tires developed
 1949 — first television advertising with sponsorship of "The Goodyear Review," hosted
by Paul Whiteman
 1954 — first nationwide strike in company's history lasted 52 days
 1956 — Goodyear-operated U235 atomic processing plant opens in Ohio
 1957 — Goodyear Proving Grounds for tire testing, near San Angelo, Texas, is rebuilt[20]
 1958 — production of foam-padded instrument panels begun for 1959 model cars


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 1962 — Goodyear racing tires used on more winning stock and sports cars than any other
brand
 1963 — Goodyear produces its one billionth tire
 1965 — radial-ply tires made available in a full range of sizes to auto manufacturers
 1967 — Goodyear introduces the Polyglas tire, one of the first wide-tread bias-belted
fiberglass tires, which along with similar tires from competitors such as the Firestone
Wide-Oval would become regular equipment on 1970 to 1974 models, which would be
superseded by radial tires beginning in 1975.
 1969 — sales reach $3 billion
 1970 — first tires on the moon (Apollo 14)
 1974 — sales reach $5 billion
 1975 — all tires used in Indianapolis 500 supplied by Goodyear
 1976 — Chemical Division shipped first shatterproof polyester resin bottles
 1977 — industry's first all-season tire (Tiempo) introduced
 1978 — Akron plant converted into Technical Center for R&D
 1983 — three billionth tire produced
 1984 — worldwide sales exceed $10 billion
 1986 — James Goldsmith takeover attempt and resulting restructuring
 1987 — completion of the California - Texas "All American" oil pipeline
 1991 — Aquatred tire introduced
 1992 — began selling tires at Sears stores
 1993 — opened first tire store in Beijing, China
 1993 — inauguration of Dalian plant, China
 1994 — "electronic store" opened on CompuServe
 1995 — worldwide sales exceed $13 billion
 1998 — sold the All American Pipeline and Celeron businesses
 1999 — Announced $1 billion global alliance with Japan's Sumitomo Rubber Industries,
which had rights to the Dunlop tire brand in much of the world, to establish six joint
ventures in North America, Europe and Japan
 2000 — formed an Internet-based purchasing alliance with five other rubber companies
called RubberNetwork.com
 2003 — quarterly dividend to shareholders eliminated

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  2004 — Assurance Triplet red and Comforted tires introduced
 2005 — North American farm tire operations sold to Titan Tire Corporation
 2006 — Goodyear blimp made maiden voyage in China
 2007 — Engineered Products Division sold to Carlyle Group; EPD is renamed Veyance
Technologies
 2008 — Voluntary Employees’ Beneficiary Association trust (VEBA) approved by U.S.
District Court, funded with $1 billion
 2009 — Goodyear Assurance Fuel Max tire introduced in North America
 2010 — plans announced to sell European and Latin American farm tire businesses
 2011 — after being dissolved during WWII, Goodyear and Zeppelin's legacy company
partner again to build more airships together
 2012- world wide sale exceed $15 billon.
 2013- Great opportunity develop for employees.

1.2.7 The history of the brand:-

The Goodyear Tire & Rubber Company began in 1898, when founder Frank A. Sabering
purchased the company’s first production plant using money he borrowed from his brother-in-
law. Naming the company after Charles Goodyear, the pioneer who discovered the process of
vulcanization, Sabering also fashioned the distinctive winged-foot trademark based on a statue of
Mercury he kept in his home. Though the symbol has since been altered over the years, it
remains a recognizable signature for Goodyear till this very day.

1.3 From a rubber company….

It wasn’t an easy start though. Goodyear’s rubber and cotton had to be transported from halfway
around the world to a landlocked town that had only limited rail transportation. With just 13
employees, Goodyear production began on November 21, 1898, with a line of bicycle and

Carriage tyres, horseshoe pads and poker chips. After the first full month of business, sales
amounted to $8,246 – a great success.

Since the first bicycle tire rolled off its production line in 1898, Goodyear has continued to strive
to become the world's largest tire company — a title it earned in 1916 when it adopted the slogan

21
"More people ride on Goodyear tires than on any other kind". Just ten years later, company
fulfilled this vision and became the world's largest rubber company in 1926.Goodyear’s
legendary early years set the tone that continues to be felt in all aspects of the company and in its
relationship with its customers.

…to a global brand

When you look at the global Goodyear brand today — with its thousands of breakthroughs,
innovations, new inventions, firsts and groundbreaking improvements — you're seeing a
reflection of the bold, innovative and down-to-earth character of the company's founders. Today,
Goodyear is one of the world's largest tyre companies, with a presence on six continents. The
company also produces several other well-respected brand names including Dunlop, Kelly,
Fulda, Lee, Sava and Debica. Its non-tyre business units provide rubber products and polymers
for a variety of automotive and industrial markets.

1.4 Innovation

Innovation - the continuous flow of creative new ideas, products and materials - has always been
at the very core of Goodyear's activities. The company established a major research facility in
1943, which has since received thousands of patents. Major inventions by Goodyear's scientists
and technicians have been used not only in car tires and other automotive products, but also in
artificial hearts and joints, adhesives, artificial turf for playgrounds and food packaging, to name
only a few.

1.5 Cutting-edge research:-

Goodyear Research was the training ground for Paul Flory, a Nobel laureate in the field of
polymers. Two research associates have been awarded the Goodyear Medal, the highest award of
the Rubber Division of the American Chemical Society, which honors scientists and engineers
who have made outstanding innovations.

22
1.5.1 Beyond rubber:-

Goodyear Research scientists and engineers today come from all over the world and continue
working at the cutting edge of rubber and polymer science. They have also branched out into
such diverse fields as computer science, physics, mathematics, engineering mechanics,
metallurgy and others to create a myriad of unique materials and processes.

23
  Goodyear Milestones

For over a hundred years, Goodyear has been at the forefront of tire technology. Through
advanced research and manufacturing practices, Goodyear continues to push the boundaries of
innovation and remains One Revolution Ahead.

1898 Frank Sabering starts the Goodyear Tire and Rubber Company. He
chooses to name it in honor of the inventor Charles Goodyear.

1908 Henry Ford's Model T, fitted with Goodyear tyres, is a sensation with
middle class consumers. Car registrations skyrocket.

1922 Goodyear enters India Market.

1961 Starts production in India at Ballabgarh Plant.

1964 Using Goodyear tires, Craig Breedlove becomes the first man to top 600
miles (960km) an hour.

 1969 Goodyear Aerospace helps send astronauts safely to the moon and back.

1971 Goodyear tires are the first tyres to land on the Moon.

1984 India's largest tyre, over 8 feet tall, rolls out of the factory.

24
 1998 Goodyear celebrates its 100th anniversary.

2002 Goodyear becomes first company to launch tubeless tyre in India.

2006 Launch of 'Shop-in-shop' Branded Retail Outlet .

2008 Launch of Goodyear Assurance - passenger tire made with Dupont

KEVLAR.

2009 Launch of new farm tyreVajra Super and commercial tyres Timber King
and CTD 21.

2009 Launch of Goodyear DuraPlus and Duraco Hi-Miler - long milage

passenger tyres made with TredLife Technology Bottom of Form

1.6 Full Description:-

Goodyear India Limited is an India-based company that manufactures automotive tires, such as
farm tires and medium commercial truck tires at its Ballabgarh plant. The other products,
marketed and sold by the Company include tubes and flaps. It also trades in Goodyear branded
tires (including radial passenger and off-the-road bias tires) manufactured by Goodyear South
Asia Tires Private Limited (GSATPL) Aurangabad pursuant to an off-take agreement entered
into with that company. During the year ended December 31, 2011, the Company sold 2.72
million of automotive tires, 35,000 of flaps and 1.628 million of automotive tubes. The Goodyear
Tire & Rubber Company, (GTRC) has transferred its 74% interests in the Company to its wholly
owned subsidy, M/s Goodyear Orient Company (Private) Limited (GOCPL), Singapore. On

25
November 29, 2011 and subsequently the Company became the subsidiary of GOCPL and
GTRC became the ultimate holding company

Goodyear Tire and Rubber Company

Stripping tube on mandrel before sending to cure,

Goodyear Tire Factory, Akron, O

In 1898, Frank Seiberling established the Goodyear Tire and Rubber Company in Akron, Ohio.

The company was named for Charles Goodyear, the man who developed vulcanized rubber.
Seiberling borrowed 3,500 dollars from a brother-in-law to purchase the company's first factory.
Goodyear originally employed thirteen workers, but the firm quickly emerged as a leader in the
production of rubber items, including bicycle tires, pneumatic carriage and automobile tires,
horseshoes, and hoses. By 1926, Goodyear was the largest rubber company in the world.

David Hill, who purchased nearly one-third of the 100,000 dollars worth of stock that the
Goodyear Tire and Rubber Company issued in 1898, became the company's first president. The
company went through two additional presidents before Seiberling became chief executive in
1906. The founder of the company remained as the firm's president until 1921, when an
economic recession prompted him to resign. Seiberling personally developed the company's logo
-- a winged foot -- the same logo that the Goodyear Tire and Rubber Company utilizes in the
twenty-first century.

Goodyear led the industry in the development of new products. In 1903, the company developed
the first tubeless automobile tire. In 1909, the firm branched out into the aviation industry,

26
producing the first airplane tires. Before this point, pilots primarily utilized bicycle tires on their
planes. Three years later, Goodyear produced its first blimp. In 1919, the firm also developed the

First bulletproof gas tank for planes. The company continued to lead the industry in creating new
products throughout the twentieth century.

While the Goodyear Tire and Rubber Company prospered, its workers sometimes suffered. In
the late nineteenth and early twentieth centuries, factory workers faced poor working conditions,
low wages, and almost no benefits. This was true for the workers employed by rubber
manufacturers in Akron, Ohio, such the Goodyear Tire and Rubber Company, B.F. Goodrich,
and Firestone Tire and Rubber Company. In an attempt to alleviate their conditions, workers
established a union named the United Rubber Workers in 1935. The following year, this union
organized its first major strike within Akron's rubber industry.

The strike began as a protest against a plan created by Goodyear to reduce wages and increase
the pace of production. The workers utilized the concept of the "sit-down" strike. In the past,
when workers went on strike they would leave the factory to join picket lines. Company owners
often hired "scab" laborers to cross the picket lines and continue production. The practice of
using scab labor made it difficult for striking workers to obtain their demands. In contrast, in a
sit-down strike, workers quit working but still occupied their places within the factory. This
process meant that the factory owners could not send in additional workers to continue the job.
In addition, factory management was more reluctant to use private security forces or other
strikebreakers to intimidate the striking workers, as that approach threatened destruction to plant
property.

In addition to the sit-down strike, the rubber workers also organized long picket lines in protest.
Akron's mayor, Lee D. Schroy, attempted to send in the police to put down the strike, but the
police officers refused to do so when they faced the thousands of organized workers. In the long
term, the rubber companies were forced to recognize the United Rubber Workers and negotiate
better contracts with workers. One immediate success was a six-hour workday.

Several reasons existed for the workers' success in this strike. First, sit-in strikes made it much
more difficult for employers to replace their striking workers. Equally as important in this strike
was the federal government's recent passage of the Wagner Act. This legislation made unions
27
Legal for the first time in United States history. Finally, the United Rubber Workers belonged to
a larger organization, the Congress of Industrial Organizations (CIO). The CIO consisted of an
umbrella organization for multiple unions. These unions worked together by providing both
moral and material support to CIO-member unions, especially when these member unions went
on strike.

In 2003, the Goodyear Tire and Rubber Company sold more than thirteen billion dollars worth of
products. The firm employed more than ninety-two thousand workers. It had plants around the
world and remained the largest tire manufacturer in operation.

28
 CHAPTER-3

REVIEW

OF
LITERATURE

29
2.1 TRAINING:-

Definition:-
According to Michael J. Jucius, defines,” The term Training is used here to indicate
only process by which the aptitudes, skills and abilities of employees to perform
specific jobs are increased.”

According to Edwin B. Flippo defines, “Training is an act of increasing the

knowledge and skills of an employ for performing a particular job.”

 Training enables an employ to do his present job more efficiently and prepare
himself for higher level job.
 The major outcome of Training is learning.
 A Trainee learns new habits, refined skills and useful knowledge during the
Training that helps to improve the performance.
 Training is practice based and company specific.
 Training objectives should be set in terms of changes needed in behaviour and
performance.

2.1.1 HOW TRAINING HELPFUL:-

 Increase knowledge and skills for doing a particular job.

 Focuses attention on the current job.

 Concentrates on individual employees, changing what employee’s know-

how they work, their attitude towards their work on their interaction with

their co- workers.

 Tends to be more narrowly focused and oriented towards short term

performance concerns.

 Training is job oriented.

30
  Training is one shot deal.

 Training seeks to meet the current requirements of the job and the

individual.

 Training is mostly the result of initiatives taken by management.

2.1.2 NEEDS FOR TRAINING:-

 Newly recruited employees require Training so as to perform their task

effectively.

 Training is necessary to prepare existing employees for higher level jobs

(promotion).

 Training is necessary when a person moves from one job to another

(transfer).

 Training is necessary to make employees mobile and versatile.

 Training is needed to make employees more productive and useful in the

long- run.

 Training is necessary for solving operational problem.

2.1.3 MAJOR VALUES OF TRAINING:-

 Increase in productivity.

 Better and economically use of resources.

 Reduced Supervision.

 Fill manpower needs.

 Increasing organizational stability and flexibility.

 Better management.

31
  Reduced learning time.

 Better industrial relation.

 Reduced accidents.

 Heightened morale.

 Versatility & ad]aptability.

2.2 TYPES OF TRAINING:-

2.2.1 SKILLS TRAINING:-

This type of Training is most common in organization. The process here is fairly

simple. Specific Training objectives are set and Training content is developed to

meet those objectives. Several methods are available.

These Basic skills in modern organization (such as lectures, apprenticeship,

On the job, coaching etc.).

2.2.2REFRESHER TRAINING:-

Rapid changes in technology may force companies to go in for this kind of

Training. By organizing short term courses which incorporate the latest

developments in a particular field, the company may keeps its employees up- to-

date and ready to take on emerging challenges.

2.2.3 CROSS FUNCTIONAL TRAINING:-

It involves Training employees to perform operations in areas other than their

assigned jobs. Job rotation can be used to provide a manager in one functional

32
 area with broader perspective then he would otherwise have departments can

exchange personnel for a certain period so that each employee understanding how

other departments are functioning. Following benefits of cross functional Training

are:

 Workers gain rich experience in handling diverse jobs.

 They can better engineer their own career paths.

 They become more adaptable and versatile.

 Helpful in reduces the need of supervision.

2.2.4 TEAM TRAINING:- Team Training generally covers two areas:

Content task and Group processes.

 Content task specify the team goals such as cost control and problem

solving.

 Group process reflect the way members function as a team- how they

interact with each other, how they sort out their differences, how they

participate etc.

2.2.5 CREATIVITY TRAINING:-

33
Big companies encourage their employees to think unconventionally, break the rules,

take risks, go out of the box and devise unexpected solutions.

34
  HOW TO BE CREATIVE?

Postpone judgments: Don’t reject any idea

Create alternative frames of references

Break the boundary of thinking

Examine the different aspect of the problem

Specify that resources and environment

Make a with- list of solutions

Borrow ideas from other fields

Look for the processes to change or eliminate

Think up alternative methods

Adopt another person’s perspective

Question all assumptions

2.2.6 SAFETY TRAINING:-

Training provided to minimize accidents and damage to machinery is known as safety

Training. It involves instruction in the use of safety devices and in safety

consciousness.

2.2.7 DIVERSITY TRAINING:-

Diversity Training consider all the diverse dimensions in the work place- race,

gender, age, disabilities, lifestyles, culture, education, ideas and backgrounds while

designing a Training programme.

35
2.2.8 PROMOTIONAL TRAINING:-

It involves Training of existing employees to enable them to perform higher level jobs.

Employees with potential are selected and they are given Training before their

promotion.

2.3 OBJECTIVE:-

INNOVATIVE PROBLEM REGULAR

SOLVING

* Anticipating * Training clerk * Orientation.

problems To reduce

Before they complaints.

occur.

* Team building * Training * Recurring

sessions with supervisors Training of

the in Interviewers.

Departments. communications

to

Reduce

grievances.

* Refresher

courses on

Safety

procedure.

36
2.4METHODS OF TRAINING:-

2.4.1 ON THE JOB TRAINING METHOD:-

(i) Job Instruction Training: In this method trainee received an overview

of the job. Its purpose and its desired outcomes.

(ii) Coaching: Coaching is a kind of daily Training and feedback given to

employees by immediate supervision. It is a process of learning by
doing.

(iii) Mentoring: In this method an experiences employee offering guidance

and support to a junior employee so that the latter learns and advances in
the organization.

(iv) Job Rotation: It involves the movement of trainee from one job to
another so as to provide cross Training.

(v) Apprenticeship Training: A Training method that puts trainee under

the guidance of a master worker, typically for 2- 5 years.

2.4.2 OFF THE JOB TRAINING METHOD:-

(i) Vestibule Training: A Training method involving the creation of

Training facilities separate from the regular production area but with
the same equipment.

(ii) Role Playing: A development technique requires the trainee to

assume a role in a given situation and act out behaviors associated
with that role.
37
 (iii) Lecture Method: It is a traditional and direct method of instruction.
The instructor organizes the material and gives to a group of trainees
in the form of talk.

(iv) Conference Approach: It refers to a group meeting according to

organized plan. Members participate in oral description.

(v) Programmed Instruction: An approach that puts material to be

learned into highly organized, logical sequences that requires the
trainee to respond.

2.5 TRAINING USEFUL TO AN ORGANIZATION:-

2.5.1 USES IN REGARD WITH BUSINESS:-

A. Trained workers can work more efficiently.
B. They use machines, tools, materials in proper way. Wastage is thus
eliminated to a large extent.
C. There will be fewer accidents.
D. Trained workers can show superior performance.
E. Training makes employees more loyal to an organization.

2.5.2 USES IN REGARD WITH EMPLOYEES:-

A. Training make an employee more useful to a firm.

B. Training makes employees more efficient and effective.
C. Training enables employees to secure promotions easily.
D. Training helps the employee to more from one organization to
another easily.
E. Training can enable employees to cope with organization, social and
technological change.

38
2.6 AREAS OF TRAINING:-

A. Knowledge: Here the trainee learns about a set of rules and regulations about
the job, the staff and the products or services offered by the company. The aim
is to make the new employee fully aware of what goes on inside and outside the
company.

B. Technical Skills: The employee is taught a specific skill (eg., operating a

machine, handling computer etc.) so that he can acquire that skill and contribute
meaningfully.

C. Social Skills: The employee is learning about himself and others, and to develop a
right mental attitude towards the job, colleagues and the company. The principal
focus is on teaching the employee how to be a team member and get ahead.

D. Techniques: This involves the application of knowledge and skill to various on

the job situations.

E. Motivation: Higher degree of employee participation and involvement motivates

them more towards achieving the individual short term goals and the long terms goals
of the organization.

F. Perception: Unless a person perceives his task clearly he can not perform to
satisfaction.

39
2.7 IMPROVING EFFECTIVENESS OF TRAINING:-
A. Training Objectives: There should be specific Training objectives which
helps in deciding about the type of Training required. The performance

B. standard of employees should be decided and Training should be directed to

achieve them.
C. Motivation To Trainees: Training should be properly explained to
employees. Training helps the employees in increasing there performance.
This will bring them more financial benefits and create greater avenues for
promotion. Employees should be motivated to participate whole heartily in
Training programmers.
D. Use of Previous Training: The previous experiences or education acquired
by the employees should also be made use of while planning their Training.
The previous background also be used as a foundation for new development.
E. Suitable Organizational Condition: The condition prevailing in the
organization should be conductive to the Trainingprogramme. The condition
should rather encourage employees to learn more and more. The persons
learning better techniques of doing the things should be suitably rewarded.
F. Involvement Of Trainees: To make Training an effective tool of learning,
trainees should also be involved in these programmers. They should be
provided with opportunity to practice the newly needed behaviors norms.

40
2.8 PURPOSES OF TRAINING EVALUATION:-
The five main purposes of Training evaluation are:
1. Feedback: It helps in giving feedback to the candidates by defining the objectives
and linking it to learning outcomes.
2. Research: It helps in ascertaining the relationship between acquired knowledge,
transfer of knowledge at the work place, and Training.
3. Control: It helps in controlling the Training program because if the Training is not
effective, then it can be dealt with accordingly.
4. Power Games: At times, the top management (higher authoritative employee) uses
the evaluative data to manipulate it for their own benefits.
5. Intervention: It helps in determining that whether the actual outcomes are aligned
with expected outcomes.
2.8.1 EVALUATION OF TRAINING PROGRAMME:-
Evaluation helps in controlling and correcting the Trainingprogramme:
A. Reactions: Trainees reactions to overall usefulness of Training including the
coverage of the topics, method of presentation, and the techniques to clarify
things, often throw light on the effectiveness of the programme.
B. Learning: Training programme, trainer’s ability and trainee’s ability are
evaluated on the basis of quantity of content learned and time in which it is
learned and learner’s ability to use or apply the content learned.
C. Job Behavior: This evaluation includes the manner and extent to which the
trainee has applied his learning to his job.

D. Organization: This evaluation measures the use of Training, learning and

change in the job behavior of the department / organization in the form of
productivity, quality, morale, sales turnover and the like.
E. Ultimate Value: It is the measurement of ultimate results of the contribution
of the Trainingprogramme to the company goals like survival, growth,
profitability, etc. and individual goals like development of personality and
social goals like maximizing social benefits.

41
2.9 ABOUT DEVELOPMENT:-

2.9.1 Definition:-

In the works of Michael J. Jucius, “Executive development is the programme by

which executive capacities to achieve the desired objectives are increased.”

Mr. Jucius has written that ‘Programme’ must be related to the development

of various interrelated matters, factors and needs. Executive capacities involve

different individual abilities of present and prospective managers at different

levels of management.

In the words of Koontz and O’Donnell, “Developing a manager is a progressive

process in the same sense that educating a person is neither development nor

education should be thought of as something that can never be completed, for

there are no known limits to the degree to which one may be developed or

educated.”

Executive development is a planned systematic and continuous process of

learning and growth by which managers develop their conceptual and analytical

abilities to manage.

 Development is concerned with overall personality of the candidate.

 Development improves performance of the mangers by giving them

opportunity for growth and development.

42
 2.10 OBJECTIVES OF DEVELOPMENT:-

 Development is continuous ongoing activity.

 Development aims at improving total personality of an executive.

 Development aims at meeting future needs.

 Development helps the manager to acquire knowledge, skills and abilities.

 Executives can show superior performance on the job.

 Development efforts help executives to realize their own career, goals and

aspirations in a planned way.

2.11 METHODS OF DEVELOPING MANAGERS:-

1. Decision Making Skills  In basket

 Business Game

 Case Study

2. Interpersonal Skills  Role Play

 Sensitivity Training

 Behavior

3. Job Knowledge  On the job experience

 Coaching

 Understudy

4. Organizational Knowledge  Job Rotation

 Multiple Management

5. General Knowledge  Special Courses

 Special Meetings

43
  Special Meetings

2.11.1 DECISION MAKING SKILLS:-

(i) In Basket: A method where the trainee is required to examine a basket

full of papers and files relating to his are and recommendations on

problems contained therein.

(ii) Business Game: A method to develop smart thinking, quick reactions,

initiative, organizing and leadership skills

(iii) Case Study: A method to develop analytical, reasoning and problem

solving skills.

2.11.2 INTERPERSONAL SKILLS:-

(i) Role Playing: A method to translate theoretical knowledge into actions

plans and to promote good human relations skills among trainees.

(ii) Sensitivity Training: A method to promote self awareness and its impact

on others.

(iii) Behavior Modeling: A method to teach interpersonal and cognitive skills.

2.11.3 JOB KNOWLEDGE:-

(i) On the Job Experience: Any Training technique that involves allowing

the person to learn the job by actually performing it on the job.

(ii) Case Study: An in depth description of a particular situation an

employee might encounter on the job

(iii) Understudy: A method to aid succession planning by developing the

skills of juniors to a preset plan.

44
2.11.4 ORGANIZATIONAL KNOWLEDGE:-

(i) Job Rotation: A method to develop diversified skills and broadens

the outlook of an executive.

(ii) Multiple Management: A method to assist managers in expending

their outlook and knowledge in various functional areas.

2.11.5 GENERAL KNOWLEDGE:-

(i) Special Courses: Like; the workshops or executive development

programmes organized by institutes, universities and colleges – help the

trainees to acquire general knowledge.

(ii) Special Meetings: Special meetings organized in consumers forums,

voluntary organizations, etc. to help the trainees in developing their

knowledge.

(iii) Specific Meetings: Specific meetings published by various journals,

specific portions of important books are provided to the trainees to improve

their general knowledge.

2.12 GLOBAL TRAINING STANDARDS OF:-

 All associates are certified in basic job skills prior to assuming jobs.

 Performance analysis is used to determine Training needs.

 Organization has functioning Training committee.

 Each associate has an individual annual Training plan.

 Job experts are trained as trainees.

 Training is performance based.

45
 Organization has an overall Training plan which supports the business plan.

CHAPTER 4

RESEARCH

METHODLOGY

46
3.1 Meaning of Research:-

Research in common parlance refers to a search for knowledge. Once can also define
research as a scientific and systematic search for pertinent information on a specific topic.
In fact, research is an art of scientific investigation.

Study of business research methods is required to know about the process and tools,
needed to reduce risk in managerial decision making.

3.1.2 Business Research Concept:-

Business Research is a systematic inquiry that provides information to guide managerial

decision. It is a planning, acquiring, analyzing and disseminating relevant data,
information and insights to decision makers in ways that mobilize the organization to
take appropriate actions that, in turn maximize business performance.

So much attention is placed on measuring and enhancing Return on Investment. For this
we calculate financial return for all expenditure. Organizational managers want to know
what strategies & tactics capture the highest return.

In last few years, as technology has improved our measurement and tracking capabilities,
managers have realized they need a better understanding of employee, stakeholder and
customer behavior in order to influence the desired metrics. Business Research plays an
important role in this new measurement environment. It helps managers to choose better
strategies and tactics.

47
Research in a layman language means a search for acknowledges. One can also define research
as a Scientific and systematic search for potential information on a specific topic. In fact research
is an art of scientific investigation. The dictionary meaning of research is “a careful investigation
or inquiry especially through search for new facts in any branch of knowledge”. Redman and
Mary define research as a “systematized effort to gain new knowledge”. Some people consider
research as a movement from known to unknown.
Research is an academic activity and as such the term must be used in a technical sense.
Research is an original contribution to the existing stock ofthe knowledge making for its
advancement. It is pursuit of truth with the help of study, observation, and experiment.
The purpose of research is to discover answers to questions through the application of systematic
procedure. The main aim of research is to find out the truth, which has not been discovered yet.

3.2 OBJECTIVES OF RESEARCH:-

The purpose of research is to discover answers through the application of scientific

procedures. The main aim of research is to find out the truth which is hidden and which
has not yet been discovered as yet.

 To gain familiarity with a phenomenon or to achieve new insights into it.

 To portray accurately the characteristics of a particular individual, situation or a group.

 To determine the frequency with which something occurs or with which is associated
with something else

 To test a hypothesis of casual relationship between variables.

48
3.4 Research Design:-

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in
procedure. The research design used in my study is basically descriptive in nature.

3.4.1 Descriptive Research:-

The research design in my study is descriptive. Its studies are concern with describing
the characteristics of a particular group or individual. Studies concerned with specific
prediction with narration of facts and characteristics concerning individual, group or
situations are examples of descriptive research .it is also known as social research.

3.4.2 Sample Design:-

A sample design is a definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure the researcher would adopt in selecting items for
the sample i.e. the size of the sample. Stratified sample method is adopted to select the
sample.

3.4.3 Sample Unit:-

Sample is made on the basis of the stratified sampling, in this type of sampling simple
random and sub sample are drawn from different data which are equal o some
characteristics . the first step in stratified sampling choosing a strata on the basis of
existing information.

49
 3.4.4 SAMPLE SIZE:-

25% of 100 employees of different departments.

3.5 Data Collection:-

The study made in use of both primary and secondary sources.

 Primary Data Collection:- The survey has been undertaken on the lines of
interaction with employees of different plants and managers of the company with the
help of structured questionnaires.

 Secondary Data Collection:- - secondary data have been collected from various
sources involving induction manual, internet etc that were of considerable help to me,

3.6 Analysis Of Data:-

The data after collection has to be processed and analyzed with the outline laid for the
purpose at the time of developing the research plan. This is essential for a scientific study
and for insuring that we have all relevant data for making contemplated comparison and
analysis.

Technically speaking processing implies editing, coding, classification and tabulation of

collection data so that they are amenable to analysis.

The term analysis refer to the computation of certain measures along with searching for
patterns of relationship that exist among data groups. To analyze the data percentage, pie
charts, graphs etc are used.

50
3.6 Limitations Of The Study:-

On the basis of my study following are the major recommendations.

 Sample size, which I have taken, is very small, on the basis of which efficient
decisions can not be taken.

 Co- operation of respondents: this has been a major problem. Employees were reluctant
to fill the questionnaire the interview.

 Another constraint has been regarding cost since study involves the collection of
primary and secondary data. Therefore the cost incurred was much more. Due to
constraints the coverage of the study could not be extended to more customers.

 Our knowledge is limited as we are students and does not have much experience.

 Managers and employees of the company are hesitating to disclose the information.

51
 CHAPTER – 5

DATA ANALYSIS
&
INTERPRETATION

52
QUESTION 1: DOES YOUR COMPANY GIVES TRAINING TO ITS EMPLOYEES?

TABLE NO. 4.1

YES NO

100 0

120
100
fo llo w e rs

80
60 Series1
40
20
0
yes no
answ e rof follw ers

Fig. No. 4.1

Interperetation:-

Out of 100 employees surveyed, all are agreed that there are Training & Development .in
their organization/company.

53
QUESTION 2: WHAT IS /ARE THE MAIN OBJECTIVES BEHIND
EMPLOYEE TRAINING & DEVELOPMEN?

OBJECTIVES NO.OF PERSONS

Help to motivate and retain employees. 30
Loyalty in workers towards the organization 20
minimize Loss 6
Helps to improve the local image of the company 38

All of above 6

TABLE NO. 4.2

TOWARDS
LOYALTY
EMPLOYEES
RETAIN
MOTIVATE
IMAGE
MINIMISE
IMPROVE
ALL AND
ORG.
OF ABOVE
LOSS
LOCAL

FIG.NO. 4.2

INETERPRETATION:

Out of 100 people surveyed, 38% employees said that Training & Development .helps in
improving the image of the company. 30% says motivate to do work in this organization, 20%
are loyal because of goods Training & Development .and 6% helps in minimizing the Loss

54
QUESTION 3: WHO MAKES THE EMPLOYEE TRAINING &DEVELOPMENT

MAKERS NO. OF PERSONS

Immediate superior 11
Specialized committee 25
Personnel department 24
Don’t know 40
Table No. 4.3

Immediate
superior
specialized
committee
personnel
department
don't know

Fig. No. 4.3

Interpretation:-

Out of 100 people surveyed, 40% of people doesn’t know who made Training &
Development .for them. 11% says immediate superior made, 25% says specialized committee
and 24% says personnel department.

55
QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE TRAINING&
DEVELOPMENT IN THE ORGANIZATION?
Thinkers NO. OF PERSONS
Always 55
Sometimes 20
Never 13
May Be 12
Table No.4.4

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

FIG.NO. 4.4

Interpretation:-

Out of 100 persons 55% are always satisfied from the Training & Development .of the company,
20% are satisfied and 13% never satisfied& 12% is may Be from the Training & Development.

56
QUESTION 5: DO YOU THINK THAT TRAINING& DEVELOPMENT WHICH HAS
BEEN DONE IS FAIR TO ALL WORKERS?

YES NO
80 20

TABLE NO. 4.5

100
80
60
Series1
40
20
0
YES NO
NO. OF PERSONS

FIG.NO. 4.5

Interpretation:-

Out of 100 people surveyed, 80% says Training & Development .are fair to all workers and 20%
says not fair to all workers.

QUESTION 6: HAVE YOU NOTICIED ANY DISCREPANCY REGARDING

EMPLOYEE TRAINING & DEVELOPMENT.?

57
 Implication NO. OF PERSONS
Every time 10

Sometimes 30

Never 60

Table No. 4.6

70
60
50
40 every time
30 sometimes
20 never
10
0
1
no. of pe rsons

FIG.NO. 4.6

Interpretation:-

Out of 100 people surveyed, 60% people says there is no mistake in Training & Development.,
30% says sometimes there is mistake done by the management and 10% says there is always
mistake in Training& Development .

58
QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE TRAINING &
DEVELOPMENT. PROVIDING BY THE COMPANY?

YES NO
90 10
Table No. 4.7

FIG.NO. 4.7

Interpretation:-

Out of 100 people surveyed, most of people are availing the Training & Development .i.e. 90%,
only 10% people are not availing Training& Development . sufficiently.

59
QUESTION 8: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE
TRAINING & DEVELOPMENT.?

Type of implication No. of persons

Proper format 80
First come first serve basis 18
No method 2

Table No. 4.8

100 3
2
50
1
0 0
1 proper format
no. of persons proper format
fcfs
no method
Fig. No. 4.8

Interpretation:-

Out of 100 people surveyed, most people say proper format is there for availing Training &
Development .of the company i.e. 80% and 25 says there is no method for availing Training&
Development.

60
QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT
BESIDES ANY TRAINING& DEVELOPMENT.?

Implication NO. OF PERSONS

ALWAYS 35
SOMETIMES 58
NEVER 7

Table No. 4.9

no.of persons

always
sometime
never

Fig .No. 4.9

Interpretation:-

Out of 100 people surveyed, 35% says management helps them besides Training &
Development., 58% says on some occasion management helps them besides Training&
Development and 7% says there is no help from the side of management.

61
QUESTION 10: IS TRAINING & DEVELOPMENT PROVIDING BENEFICIAL TO
YOU IN ENHANCING YOUR PRESENT LIVING OF STANDARD?

YES NO
70 30

Table No.4.10

YES
NO

Fig. No. 4.10

Interpretation:-

OUT of 100 people surveyed, 70% people agreed that Training & Development .have increased
their standard of living but 30% are not agreed to this statement.

62
QUESTION 11: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES OF
EMPLOYEE TRAINING& DEVELOPMENT?

YES NO
98 2

Table No. 4.11

YES
NO

Fig. No. 4.11

Interpretation:-

Out of 100 people surveyed, 98% people doesn’t want any changes in existing Training &
Development, only 2% people want the change.

63
CHAPTER: 6
FINDINGS

64
  The “Employee Training & Development Scheme” provided by the - is very good for
employees, but many employees take unduly advantage of it and sum employees do not
know how to avail the Training& Development policies.

 Trust provides financial beyond his limit under any of the scheme of the company.

 The Training& Development scheme provides by the company is fulfilling all the
statutory and non- statutory provisions.

 Employees are very happy with the Training & Development of the company and they do
want any changes in it.

In the end, I would like to conclude that besides having a very good Training & Development.
running by the organization, the managers of the company specially personnel managers should
take care that, no employee take unduly advantage of the Training& Development policies and
the employees who do not sufficient knowledge about Training& Development policies, they
should guide them. And each and every employee should be treated equally.

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 CHAPTER: 7
RECOMMENDATION &
SUGGESTION OF THE
STUDY

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6.1 Suggestions:-

SUGGESTIONS RECEIVED FROM THE RESPONDENTS OF THE

QUESTIONNAIRE:

The following are the suggestions received from the respondents of the questionnaire. The
suggestions are based on their experience regarding Training & Development .for the workers.

1. Extension of bus facilities of local conveyance should be improved.

2. Periodic survey’s to know the opinion of the employees should be conducted
and findings should be implemented.
3. Formalities for availing the Training & Development .should be reduced.
4. The Training& Development services should be fast and any problem related to the
employees should be trackled within short span of time.
5. A yearly Training& Development calendar should be printed and distributed among all
employees.
6. There should be no biased decision taken by the managers while providing any help besides
Training& Development. Of the company.
7. The employees who should take undue advantage of Training &Development .should be
given warning not to do these types of activities again.

In the end, I can say that - is doing its best efforts in providing a Training &
Development services which are universal to their employees and have made Them leader in
the market, but even then - should consider the Problems f- d by their employees while availing
its services.

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 ANNEXURE

BIBLIOGRAPHY

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Text Books:-
A .ASWATHAPPA K, PERSONNEL MANAGEMENT MC GRAW HILL PUBLICATIONS
(4TH EDITION).
B.AGGARWAL S.C. PRINCIPAL OF HUMAN RESOURCES DHANPAT RAI
PUBLICATION COMPNAY.
C.KOTHARI C.R., RESEARCH METHODOLOGY, NEW AGE PUBLICATION HOUSE
(2NDEDITION).
D. MAMORIA C.B. PERSONNEL MANAGEMENT (2ND EDITION).
E.SHARMA V.K. HUMAN RESOURCES MANAGEMENT (3RD EDITION).

Pamphlets:-
TRAINING& DEVELOPMENT – A PERSPECTIVE REVIEW
ECONOMIC TIMES & BUSINESS TIMES.
Websites:-

 http://www. -agri .com

 http://www. - agri machinery group.com
 http://www.google.com
 http://www.hongkong
 http://post.com/eng/services/brames/fag/index.httm.

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 QUESTIONARIES

Training & Development

Q1. Does your organization follow the employee Training & Development ?
YES NO

Q2. What is/are the main objectives behind employee Training& Development?

I. Help to motivate and retain employees

II. Loyalty in workers towards the organization.
III. To minimize social evils such as alcoholism, gambling. Etc.
IV. Helps to improve local image of the company.
V. All of the above.

Q3. Who makes the employee Training & Development ./policies?

I. Immediate superior
II. Specialized committee
III. Personnel department
IV. Don’t know

Q4. Are you satisfied with employee Training & Development .in the organization?

Always sometimes never

Q5. Do you think that Training& Development which has been done is fair to workers?

Yes No

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Q6. Have you noticed any mistake regarding employee Training & Development?

Every time Sometimes Never

Q7. Are you sufficiently utilizing the Training & Development. Providing by the
Company?

Yes No

Q8. What are the tools and techniques adopted for the Training & Development?

1. Proper format
2. First come first serve basis
3. No method

Q9. Do you receive any help from your management besides any Training & Development?
.?
Always Sometimes Never

Q10. Is Training & Development .providing beneficial to you in enhancing your

Present living of standard?
Yes NO

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