Department of Social Work

Case Study Report

Name of the student: Abinya A

Name of the Agency: Continental Automotive Components India Private Limited
Period of Internship: From 24th May 2023to 04th July 2023

1. TITLE OF THE CASE STUDY

Training and Development

2. CONCEPTUAL UNDERSTANDING OF THE TOPIC

Training and Development is one of the important functions of the organization that is
mainly taken care of by the HR Department and it focuses on educating the employees on
different skillset to improve their efficiency with various tools, instructions, and activities
within a company. Training and Development were established in the 1900s by training
the production workers with the needed skills to assist with their tasks. Recently, Training
and Development becomes an inevitable part of a company’s growth and productivity.
There are two types of training – On-the-Job and Off-the-Job. Training is group focused
and it can be done through classroom lectures or conferences, films, case studies,
vestibule training, Computer Modelling, etc.

A company that invests in its employees will probably see increased financial success as a
result. This is demonstrated by a significant statistic from the Association for Talent
Development (ATD). According to their analysis, the businesses that spent more on
employee training had 218% higher income per employee. Additionally, they saw 24%
better profit margins.
3. RELEVANCE OF THE TOPIC

Like all other Industries, Continental AG gives utmost importance to training their
employees to have relevant skills, knowledge, and competencies to carry out their tasks.
In Continental, Training and Development take place on the basis of a written document
called CAP – Continental Action Plan. It has been recently reviewed by the HR
Department on 16/01/2023. It is reviewed and updated to meet the MSIL requirement.
The main objective is ensuring all the employees have the relevant skills, knowledge, and
competencies to perform their tasks. The goal is to have a common training process
across all locations.

Training is planned on the basis of nominations from the Reporting Managers.

Performance Appraisal and Training are interlinked, every year once performance
appraisal got over, the managers of different departments will be asked to nominate their
team members for areas of improvement. Based on that nomination, Training Calendar
will be prepared and training are done either by internal trainers or external trainers. In
Continental, Each and every training is recorded with pictures and also in master data and
tracker for future audit purposes.

4. POLICY RELATED TO THE TOPIC

There is no specific policy that is considered to be standard in training and development.

Each company will have its own pattern and procedure to carry out the Training and
development according to the size and nature of the business. A few criteria should be
followed which are common for all the industries like Policy Statement, Training Needs
Assessment, Training Program Design and Delivery, Roles and Responsibilities, Training
Program Evaluation, Funding and Resources, Continuous Learning and Development,
implementation and Compliance.
5. SPECIFIC PRACTICES FOUND IN THE INDUSTRY

 Once Nominations are given by the Managers, the HR team will decide on
different training to be done and the HR Cost that goes with the training.
 For the year 2023 – the training Cost was quoted as forty lakh rupees for
Bommasandra Plant.
 At the beginning of the year, Training Calendar is formulated and the same is
circulated to all the HODs and employees to make them aware of the training
dates so that they can make themselves available for the training. After
completing each training, it should be marked green if not marked red, the reason
for postponing the training should be mentioned properly. This Training Calendar
is done and will be revised quarter wise.
 External Trainings – Continental AG has many registered vendors for external
trainings both in online and offline mode.
 FEEDBACK/ATTENDANCE SHEETS –
If the duration of the training is less than 4 hours, only attendance and feedback
from the trainer and participants is taken in the format of poor, average, good,
very good in a single sheet. If the duration is more than 4 hours, Individual
feedback forms will be given and collected from the participants. All the feedback
forms are filed and documented for future audit purposes.
 Man-days – Man-days will be calculated after completing each training and for
the year 2023, total 2.5 Man-days is set as a target and has to be achieved by the
year end. So far, they have completed approximately 1 Man-days.
 As mentioned above, Trainings are planned on the basis of nominations, therefore
it is mandatory for the employees to attend the trainings. If they couldn’t attend
due to unavoidable situations, backup plan should be made. (It can be
rescheduling or direct nomination for next year).

Internal Trainers - Internal trainers will be identified and approved on the basis of Training
Qualification Matrix – it includes the knowledge and communication
 Feedback on Internal Trainers will be assessed and if it is poor, trainings are
rescheduled for retraining. Again, the Internal trainer will go through the Training
Qualification Matrix.
 Effectiveness Forms will be circulated to the Managers after 3 months of
particular training and effectiveness is assessed.

ATTENDANCE AND FEEDBACK FORM FOR LESS THAN 4 HOURS OF

TRAINING
FEEDBACK FORM FOR MORE THAN 4 HOURS OF TRAINING
  If there are no internal trainers for a particular training, then the training will be
club together with TCI – Corporate Office.

6. SOURCES USED FROM THE INDUSTRY

The trainee used the CAP document available in the HR Department and also had a
personal interview with the Training coordinators Ms. Shyama and Ms. Nithya.

7. CONCLUSION

In conclusion, training and development are critical aspects of any organization's success.
They play a vital role in enhancing employee skills, improving job performance, fostering
employee engagement and satisfaction, and driving overall organizational growth.
Training and development initiatives are essential investments for organizations seeking
to optimize employee performance, foster engagement, drive organizational growth, and
remain competitive in a rapidly changing business environment. By prioritizing employee
development, organizations can build a talented and motivated workforce, resulting in
long-term success.

8. LIBRARY AND WEB REFERENCES.

 What is Training and Development in HRM? 2023 Complete Guide. (n.d.).

Www.workhuman.com. https://www.workhuman.com/blog/training-and-
development-in-hrm/#:~:text=Training%20and%20development%20in
%20Human