Summer Internship Training Report

To improve the skill of new workmen (Women Employee) in

Engine Assembly

Submitted in partial fulfilment of the requirements of Management of

business administration for session 2022-24 of PUNJABI
UNIVERSITY, PATIALA.

School of management studies

Punjabi University, Patiala

Mentor Name Submitted by:

Mrs. Rajni Chandel Manpreet kaur
Sr. Manager of TQC Department Roll no.-22421079
MBA(HR)3rd sem.
 To improve the skill of New Workmen Training

45 Days

Industrial Project

Undertaken at TVS MOTOR COMPANY Ltd

Submitted in partial fulfilment of the requirements of Master’s in

Business Administration for session 2022-2024 of PUNJABI
UNIVERSITY, PATIALA

School of management studies

Punjabi University, Patiala

Submitted To:- Submitted By:-

MBA Department Manpreet kaur
Rollno.-22421079
MBA (HR)3rd
 Declaration

I hereby declare that the project work titled To improve the skill of
new(Women Employee) in Engine Assembly submitted to the TVS Motor
Company Ltd. is a record of an original work done by me under the guidance
of Mrs. Rajni Chandel (Sr. Manager of TQC and Training Department) and
Mr.SukhbirParmar(Engineer)a n d t h i s p r o j e c t w o r k i s s u b m i t t e d
i n t h e p a r t i a l f u l f i l l m e n t o f t h e requirements for the award of the
degree of Master of business administration for session 2022-24 of Punjabi
university, Patiala.

Submitted By: -
Manpreet kaur
Project Trainee (PT-374)
Uni. Roll no.- 22421079
MBA (HR) 3rd Sem.
 Preface

MBA is the best platform to learn about the business and gain the knowledge
of the business. So, it is important that whatever has been learnt theoretically,
the practical implication of the same should also be learnt. Fortunately, I got
the opportunity to undertake my internship in a professionally very well
managed.
The summer internship program was all the more learning experience for me.
Apart from working on my project, I worked with staff of the organization
(TVS Motor company Ltd.) and got to understand the real work time
conditions and learnt them. Industrial training is platform for a student to
supplement this theoretical knowledge. The main purpose of industrial
training is to get an exposure in industrial environment which is not possible
in classroom.
This project report is the result of working on project with TVS Motor
company, which served integral part of curriculum. It provided me the
experience of industry before coming into the corporate world. It helped me
to view the world of business.
The project game me the great deal of exposure and I found the practical
work totally different from the theoretical work.
 Certificate
I, hereby declare that I have undertaken 45 days of industrial project at TVS
Motor company Ltd. Nalagarh Distt. Solan (HP) during the period 7-06-2023 to
17-07-2023 in Submitted in partial fulfilment of the requirements of Management
of business administration for session 2022-24 of Punjabi university, Patiala.
I have completed my project under the guidance of Mrs. Rajni Chandel
(Sr. Manager of TQC and training department).

Mrs. Rajni Chandel

(Sr. Manager of TQC and Training Depart.)
 Acknowledgement
The concept of industrial training, being a part of the company management
studies is of great use to me. I got an opportunity to work in a TVS Motor
company and gain a much needed practical experienced and exposure while
working with the expert in their fields of specialization.
I consider myself extremely fortunate that I got the opportunity to gain the
valuable practical knowledge during the internship (45 days) project in TVS
Motor Company Ltd. Nalagarh.
I would like to great thank Mr. Ashish Jindal who gave me this opportunity to
do this training at TVS Motor Company, Nalagarh HP. And also, thanks to all
those people in other department who provided me valuable information which
was required for my project.
I take this opportunity to express a deep sense of gratitude to Mr. Sukhbir
Parmar (Manager of TQC) Mr. Sushil Kumar (Safety Manager) for their
cordial support, valuable information, guidance which helped me in completing
the various activity and project through various stages.
I am highly thankful to my project guide Mrs. Rajni Chandel (Sr. manager of
TQC and training) for her guidance and constant supervision as well as for
providing necessary information regarding the project and also for their support
for completing them.
 Table Of the Content Page No.
Chapter-1 Introduction of company 1
1.1 TVS history 2
1.2 TVS mission and vision 3
1.3 Core Values 5
1.4 Different Plant location of TVS 6
1.5 TVS manufacturing plants 6
1.6 TVS group 7
1.7 TVS subsidiaries 7-8
1.8 organizational structure 9
1.9 Awards 10-11
1.10 Product range 12
1.11 our milestone 13
1.12 Future projectios 15

Chapter-2 Industry profile 16

2.1 Department in Nalagarh plant 17-18
2.2 Product player 19
2.3 Different product manufactured in Nalagarh plant 19
2.4 Scope 19
2.5 Climate condition 19
2.6 working condition 19
2.7 Social Accountability 20

Chapter-3 Introduction to a project 21

3.1 Meaning 21
3.2 Why it is important 23
3.3 Method 24-25
3.4 Training procedure 26
3.5 How to create effecting training program 27
3.6 Fundamental skills 28-29
3.7 Training process of TVS motor company 30
3.8 level of competency 33-35
3.9 Reba Rula study 36-42
3.10 Behavioural safety 42

Chapter-4 Research Methodology 45-47

Chapter-5 Data analysis and interpretation 48-54
Chapter-6 Conclusion and findings, References 55-57
 Chapter-1
Introduction to company

TVS Motor Company – The third

largest two-wheeler manufacturer in
India. TVS Motor Company
(commonly known as TVS) is
an Indian multinational motorcycle
manufacturer headquartered in
Chennai.
TVS Motor manufactures the largest
range of 2-wheelers, starting from mopeds to scooters, commuter motorcycles, to racing-
inspired bikes like the Apache series and the RR310. Whatever your requirement be, we have
one for everyone. TVS Motor’s strength lies in its extensive research and development,
resulting in products that are industry-leading in terms of innovation. We at TVS deliver total
customer satisfaction by anticipating customer needs and presenting quality vehicles at the
right time and at the right price. TVS has always stood for innovative, easy-to-handle, and
environment-friendly products, backed by reliable customer service. More than 44 million +
customers have bought a TVS product to date. TVS products give you only reasons to smile!
The company has four manufacturing plants, three located in India (Hosur in Tamil Nadu,
Mysore in Karnataka, and Nalagarh in Himachal Pradesh) and one in Indonesia at Karawang.

1
1.1 History of TVS Motor Company
Founder T.V Sundaram
The scenario of public transport in India was not
this better always. The middle class had no other
option than to wait endlessly for boarding
crowded buses. This is the time when mopeds
were introduced to the Indian market, and
mopeds soon won the hearts of the Indian
middle class. Talking about mopeds, one name
that we can never fail to mention is TVS. TVS
launched India's first two-seater 50cc moped in
1980, which soon became a part of many Indian
households. TVS is still upholding its legacy and is
still considered a trusted name in the two-wheeler segment. Here is more on the
journey of TVS.
 TVS was established by Thirukkurungudi Vengaram Sundram Iyengar.
 He began with Madurai's first bus service in 1911 and founded T.V. Sundaram Iyengar and
Sons Limited, a company in the transportation business with a large fleet of trucks and
buses under the name of Southern Roadways Limited.
 When he died in 1955, his sons took the company ahead with several forays in the
automobile sector, including finance, insurance, two-wheelers/ three wheelers, tyres and
components, housing, aviation, logistics etc.
 The group has operated 97 companies.

Early History:
 Sundaram Clayton was founded in 1962 in collaboration with Clayton Dewandre
Holdings, United Kingdom.
 It manufactured brakes, exhausts, compressors and various other automotive parts.
 The company set up a plant at Hosur in 1978, to manufacture mopeds as part of their new
division.
 In 1980, TVS 50, India's first two-seater moped rolled out of the factory at Hosur in Tamil
Nadu, Southern India.
 A technical collaboration with the Japanese auto giant Suzuki Ltd. resulted in the joint-
venture between Sundaram Clayton Ltd and Suzuki Motor Corporation, in 1982.
Commercial production of motorcycles began in 1984.

2
1.2 TVS Mission & Vision

 Mission Statement:

We are committed to being a highly profitable, socially responsible, and leading manufacturer
of high value for money, environmentally friendly, lifetime personal transportation products
under the TVS brand, for customers predominantly in Asian markets and to provide fulfilment
and prosperity for employees, dealers, and suppliers.

 Vision Statement:

 Driven by the Customer

TVS Motor will be responsive to customer requirements consonant with its core competence
and profitability. TVS Motor will provide total customer satisfaction by giving the customer
the right product, at the right price, at the right time.

 The Industry Leader

TVS Motor will be one among the top two two-wheeler manufacturers in India and one among
the top five two-wheeler manufacturers in Asia.

 Global Overview

TVS Motor will have profitable operations overseas especially in Asian markets, capitalizing
on the expertise developed in the areas of manufacturing, technology and marketing. The thrust
will be to achieve a significant share for international business in the total turnover.

 At The Cutting Edge

TVS Motor will hone and sustain its cutting edge of technology by constant benchmarking
against international leaders.

 Committed to Total Quality

TVS Motor is committed to achieving a self-reviewing organization in perpetuity by adopting

TQM as a way of life. TVS Motor believes in the importance of the process. People and projects
will be evaluated both by their end results and the process adopted.

 Environment, occupational health and safety policy

We at TVS Motor Company, a leading manufacturer of personal transportation products firmly

believe in the integration of Environment, Occupational Health and Safety aspects with all
business activities and ensure the well-being of employees and society.

3
We are committed to:

 Set and continually improve the performance standards in all aspects of EHS including
compliance with legal and other requirements.
 Prevent pollution due to emission, effluents and wastes and contribute to conservation
of resources.
 Contribute in combating climate change by improving energy efficiency and use of
renewable energy
 Continue to connect with nature and ensure the protection of natural habitats.
 Provide safe work environment, prevent injury and ill health at the work place.
 Involve employees in driving the improvement of environment, occupational health and
safety.
 Provide education, training and counselling to employees. Support suppliers, dealers
and contractors in adopting sound EHS practices.

The Human Factor

TVS Motor believes that people make an organization and that its well-being is dependent on
the commitment and growth of its people. There will be a sustained effort through systematic
training and planning career growth to develop employees' talents and enhance job satisfaction.
TVS Motor will create an enabling ambience where the maximum self-actualization of every
employee is achieved. TVS Motor will support and encourage the process of self-renewal in
all its employees and nurture their sense of self-worth.

Responsible Corporate Citizen

TVS Motor firmly believes in the integration of Safety, Health and Environmental aspects with
all business activities and ensures the protection of employees and environment including
development of surrounding communities. TVS Motor strives for long-term relationships of
mutual trust and interdependence with its customers, employees, dealers, and suppliers.

4
1.3 CORE VALUE:
1. TRUST:
To earn unquestionable trust of all stakeholders in every action by demonstrating both
transparency and fairness in all dealing.
2. VALUE:
To add value to the company and its stakeholders in every action and to focus on
simplification.
3. EXACTNESS:
To honour all commitments to be fact based accurate and precise in all words and deeds, to
shun ambiguity, meticulous adherence to standards and compliance with processes.
4. PASSION FOR CUSTOMERS:
Possess a strong emotional commitment to delight customers; to proactively understand and
address customer’s needs with deep insight and customer intimacy.
TVS believes that the success of any enterprise is built on the solid foundation of
customer satisfaction. Continuous innovation and close customer interaction have
enabled TVS companies to stay ahead of competition.

5. Quality Policy:

TVS Motor Company Ltd. is committed to achieving total customer satisfaction

through excellence in TQC. They will provide the customer the best value for money
by supplying quality products @right time @right price.

5
1.4 LOCATION OF TVS MANUFACTURING PLANTS:
There are nine plants all over the world they are:

 PLANT1- Moped division, Hosur started in 1979.

 PLANT2- Motorcycle division, Hosur 1984.
 PLANT3- Engine component division, Hosur 1988.
 PLANT4- Scooter and Motorcycle division, Mysore1998.
 PLANT5- Spares warehouse division, Hosur 1988.
 PLANT6- Engine component division, Mysore 2003.
 PLANT7- Motorcycle division, Nalagarh 2007.
 PLANT8- Bebek Motorcycle division, Jakarta, Indonesian 2007.
 PLANT9- Auto Manufacturing division, Hosur 2007
1.5 TVS Manufacturing Plants

TVS Motors has a total of four manufacturing facilities. Three of these plants are in India,
while one is situated in Indonesia. The locations where the plants are located are: -

 Hosur, Tamil Nadu

 Mysore, Karnataka

 Nalagarh, Himachal Pradesh

 Karawang, Indonesia

6
1.6 TVS Group:

TVS is one of India's largest diversified industrial conglomerates with its principal
headquarters located in Madurai and international headquarters in Chennai. It has a presence
in 129 countries with 73 holding group companies. The largest and most visible subsidiary
is TVS Motor Company, the third-largest two-wheeler and three-wheeler manufacturer
in India. TVS Group is an automotive conglomerate company, specialising in the
manufacturing of two-wheelers, three-wheelers, auto-components, hardware electronics, high
tensile fasteners, die casting products, brakes, wheels, tyres, axles, seating systems, corrosion
management, fuel injection components, electronic and electrical components and many more.
It also owns vehicle dealerships.

1.7 OTHER COMPANIES:

 Delphi-TVS Diesel Systems Limited

 TVS Emerald
 India Motor Parts & Accessories Limited
 TVS Auto parts Private Limited
 TVS Electronics Limited
 Lakshmi Auto Components Limited
 TVS Credit Services Limited
 TV Sundram Iyengar & Sons Pvt. Limited (TND)
 Lucas-TVS Limited
 TVS Motor Company Limited
 Sundaram Brake Linings Limited
 Sundaram-Clayton Limited
 TVS Sundram Fasteners Limited
 Anusha Investments Limited, Chennai
 Sundaram Auto Components Limited, Chennai
 Wheels India limited, Chennai
 TVS Investments Limited, Chennai
 TVS Electronics Limited, Chennai
 Tumkur Property Holdings Limited, Chennai

7
 Prime Property Holdings Limited, Chennai
 TVS-E Access (India) Limited, Chennai
 TVS-E Service Tec Limited, Chennai
 Sundaram Industries Limited, Coimbatore
 The Associated Auto Parts Limited, Mumbai
 TVS Interconnect Systems Limited, Coimbatore
 TVS Logistics Services Limited, Chennai
 Lucas-TVS Limited, Chenna

8
 1.8 Organisation Structure:-
Director&
CEO

Chairman of
the Board

Chairman
Emeritus

President

Vice President Vice president Vice president

(Finance) (Operations) (ERM)

General MGR. General MGR General MGR.

(Finance) (Operations) (ERM)

Unit MGR. Unit MGR. Unit MGR. Unit MGR.

Unit MGR.
(PMD) (Paint shop) (Quality &
(Vehicle assembly) (MPG)
engineering)

Group Leader

Team Team
leader leader

Operations & Operations &

Inspectors Inspector

9
1.9 Awards

Highest in Customer Satisfaction

TVS Motor has been awarded Highest in Customer Satisfaction by J.D.
Power Asia Pacific Awards for 2018

Most Appealing Premium Motorcycle

TVS Apache RTR180 is the Most Appealing Premium Motorcycle as
awarded by J.D. Power Asia Pacific Awards for 2018.

Highest Ranked Economy Motorcycle in Initial Quality

TVS Star City + is awarded the highest ranked Economy Motorcycle by J.D.
Power Asia Pacific Awards for 2018

Most Appealing Economy Motorcycle

TVS Star City + is awarded the Most Appealing Economy Motorcycle by
J.D. Power Asia Pacific Awards for 2018

Most Appealing Executive Scooter

TVS Jupiter is awarded the Most Appealing Executive Scooter by J.D.
Power Asia Pacific Awards for 2018

Highest in Customer Satisfaction

TVS Motor has been awarded Highest in Customer Satisfaction by J.D.
Power Asia Pacific Awards for 2016

Best Executive Scooter

TVS Wego is awarded the Best Executive Scooter by J.D. Power Asia
Pacific Awards for 2016.

Most Appealing Economy Motorcycle

TVS Star City + is awarded the Most Appealing Economy Motorcycle by
J.D. Power Asia Pacific Awards for 2016

10
Two-wheeler Manufacturer of the Year
TVS Motor Company was named the Two-wheeler Manufacturer of the
Year by NDTV Car and Bike Awards 2015.

Most Trusted Brand

TVS is India's Most Trusted Brand in the Two-wheeler Category
Source: Economic Times Most Trusted Brand Survey, 2012

11
1.10 Product Range:

Scooters

 TVS Ntorq
 TVS Jupiter
 TVS Zest 110
 TVS Scooty Pep+

Motorcycles

 Apache RR 310
 TVS Apache RTR Series
 TVS Raider
 TVS Radeon
 TVS Star City +
 TVS Sport

Mopeds

 TVS XL100

Three wheelers products: -

12
(TVS KING 4S LPG and TVS KING 4S DIESEL)
India’s first 200cc 3wheeler, the TVS King rules the road. Its 4 Stroke, electric start, high power
engine with extra comfort & good mileage helps the driver earn more for a better life. Truly a
“Car on 3 Wheels”. TVS King Diesel DS comes with Proven Greaves GL 435, Single cylinder
DI engine, gives More Miles.

Electric: TVS IQube

TVS iQube is an electric scooter available in India. It is available in 2 variants and 7 colours
with top variant. TVS iQube generates 3000 W power from its motor. TVS iQube comes up
with front disc and rear drum brakes.

Similar to a number of major manufacturers, TVS also became a part of the green revolution
as it recently launched the iQube electric scooter in India. First electric two-wheeler from the
manufacturer, the iQube gets conventional scooter-like design along with a slew of modern
features while promising decent performance and battery range.

1.11 Our Milestones

1980:
Great milestone in Indian automobile history. Country's first 2seater 50cc moped TVS 50
launched.

1984:
First mover. TVS becomes the first Indian Company to introduce 100cc Indo-Japanese
motorcycles.

1994:
Pioneer of mobility for women. Launched India's first indigenous Scooterette (sub-100 cc
variomatic scooter), TVS Scooty.

1996 - 1997:
Bringing in green technology before it became a norm. Introduced India's first catalytic
converter enabled motorcycle, the 110cc Shogun.
Great ride. Greater speed. Launched India's first 5-speed motorcycle, the Shaolin.

2000 - 2001:
Hiking speed limits. Launched TVS Fiero, India’s first 150 cc, 4 stroke motorcycle.
Indigenous technology. Launched TVS Victor, 4-stroke 110 cc motorcycle India's first fully
indigenously designed and manufactured motorcycle.

13
2002:
TVS becomes world's first two-wheeler company to win world's most prestigious recognition
in Total Quality Management- the Deming Award 2002.
TVS wins Technology Award from Ministry of Science, Government of India for successful
commercialization of indigenous technology.

2004:
Setting benchmarks in mileage. Launched TVS Centra, a world-class 4-stroke 100cc
motorcycle with the revolutionary VT-i Engine for best-in-class mileage.
All terrain performance. Launched TVS Star, a 100cc motorcycle ideal for rough terrain.
TVS wins TPM Excellence Award from Japan Institute of Plant Maintenance (JIPM).
TVS wins Outstanding Design Excellence Award for TVS Scooty Pep.

2005 - 2006:
Spreading its roots. TVS launches its Indonesian plant.
Making a style statement. Launched TVS Apache, which set the youth's imagination on fire.
Apache went on to win 6 prestigious awards.

2007:
Never before in automobile history. TVS Motor Company rolls out seven new products
Yet another first. TVS launches its Himachal Pradesh Plant at Nalagarh.

2008:
Apache Refresh with rear disc brakes launched in Dec-2008
TVS Motor Company bags two coveted IT awards SAP ACE 2008 and 2008 Symantec South
Asia Visionary Award
Scooty Pep + launched with balancing wheels in Aug-2008
Scooty Wimbeldon collection launched in Jun-2008
Apache RTR Fi launched in Jun-2008
TVS Motor Company launches the revolutionary 125cc FLAME in Mar-2008
TVS makes its foray into the three-wheeler market with TVS KING in Mar-2008

2009 - 2010:
TVS unveils the Apache RTR 180 ABS
Jive : The Auto - Clutch bike launched
Wego : First scooter with Body Balance Technology

2012 - 2013:
TVS is India's most trusted brand in the 2 wheeler category.
Source:Economic Times Most Trusted Brands Survey 2012
TVS Motor Company launched Its premium executive 125cc motorcycle, TVS Phoenix
TVS Jupiter launched on Sep 2013

14
2014 - 2015:
TVS Motor Company launched a bike in the popular commuter segment, all the StaR city+
TVS launches its all new premium commuter scooter, the TVS Wego 110cc.
TVS launches its award winning scooter, the TVS Scooty Zest 110 with best in class features.
To celebrate the 1st year anniversary of the Jupiter, TVS launches the special edition of the
Jupiter with a new colour and additional features, to be sold in limited numbers.
Launched All New Phoenix 125
J.D Power Asia Pacific India Automotive Awards
The most Appealing Executive Scooter - TVS Wego
The most Appealing Premium Motorcycle - TVS Apache
The most Appealing Economy Motorcycle - TVS Sport

2016:
After decades of conquering the track, 2016 saw the launch of the new TVS Apache RTR
200 4V. The most powerful Apache yet.

1.12 Future Projections:

2023 • New variant of I Qube to be launch

2024 • Increase the Hp Plant capacity for

production

2025 • TVS New Model to be launch

15
 Chapter-1
Industry profile

TVS Motor Company Plant-7, Nalagarh (HP)

TVS Motor Company, India's premier two-wheeler manufacturer today reached another
milestone with the formal opening of its new manufacturing facility at Nalagarh, Solan district
in Himachal Pradesh. This new facility is designed to support the production of the company's
world-class two wheelers.

This is the manufacturing plant. Nalagarh plant is situated at village Bhatian, 4Kms away fromNalagarh
city on Bharatgarh Road in Himachal Pradesh. First vehicle rolled out at this plant on 29" April 2007,
which marked the beginning of new chapter in TVS motors. This plant mainly produces motorcycles,
scooters and moped for the customers and the plant is about 44acre and has the capacity of 0.6 million.
And the plant has the vehicle unit and engine unit separately and also has warehouse. In the plant there
are about 1000 employees working in the plant.

16
2.1 Departments in Nalagarh Plant-7
Vehicle Assembly:
In the Nalagarh plant it has a highly equipped technology in the vehicle assembly were the
vehicles are manufactured in the greater efficiency by the worker. There are two lines are
present for the assembly of the vehicles and it is done according to the daily plan of the
organization and this plant produce latest launch of TVS Radeon, Star city, Sport, Jupiter, and
XL 100.

Paint Shop:
The paint shop in TVS Motors, Nalagarh plant has three line painting area they are

 Plastic Line- Were all the plastic part of the motorcycle and moped were painted in this
line.
 Metal Line- In this line all the metal parts of the vehicle are painted and this has been
divided into 2 lines they are Lacquer line and Metal line.
 ACED- (Acrylic Cathode Electrode deposition). Electrode paint coating to parts like
frames, panels, fuel tanks etc were painted in this line.
 And most of the parts come from the TVS Sundaram company one of the TVS group.
 The Main supplier for the paint in TVS MOTOR COMPANY, NALAGARH, and
H.P are KNPL and ASIAN PAINT.

PMD:

 PMD is a system of maintaining and improving the integrity of production and quality
systems through the machines, equipment, processes and employees that add business
value to an organization. PMD department focus on keeping all equipment in top
working condition to avoid breakdowns and delays in manufacturing process.
 It ensures the supply of electricity, water and air to each and every spot in the plant.

MPG LOGISTICS:

 From the supplier the goods come to the plant and the driver documents and clearly
checked by the security.
 After the document verification the goods enter the plant and the logistic department
check and tally the materials according to the invoice and check there is any damage is
there or not. If there is any damage is found they raise open delivery challan. And
material scrap note is made and the logistics department will raise MRA and pack the
defected materials and send to the suppliers.
 And the GRN (Goods received Note) is made and they are two causes they are

17
1. NON-SKIP are the defected goods
2. SKIP are the non-defected goods and they are directly send to the stores
 In the store they are tracked through 3R card system RIGHT PART, RIGHT
QUANTITY, RIGHT LOCATION.

ERM:
ERM is the strategic approach to the effective management of the organization employees. It
is designed to maximize employee performance in the service of company strategic objectives.
ERM department is responsible for overseeing employee benefits design employee
recruitment, training and rewarding. ERM also concerns itself with the organization change
and industrial relations that is the balancing of organization practices with requirements arising
from collective bargaining and from government laws. The ERM department gives assistance
and provides service to other departments on personnel matters.

TQC:
TQC is a product focused concept, where checking of the actual results are done to ensure that
things are as expected. If the correct controls are in place you can know for certain that the
actual results have been achieved because the actual results have been checked.

IT DEPARTMENT:
Manage all information system and technology in the plant and it provides the assistance to all
departments if any issue occurs in the computer system. And business initiative for new area
likes digitalization. And all the CCTV, video conference and handling wifi in the plant are
managed by the I.T department.

FINANCE DEPARTMENT:
The Finance Department plays the major role for the company and deals with complete fund
transactions and accounts and the finance department main objectives are

 Calculation and filing of GST

 Scrutiny of general ledger an final balance sheet
 Tracking sale of Himachal
 Tracking of freight cost
Fix asset management
 Physical verification of inventory in a year and plan to do for monthly basis
 Invoicing like direct and indirect
 Payment/cash payment

18
2.2 Name of the Player:
N Torq is the fast-moving product of TVS company with an extremely. N Torq is the player of
the market. In Nalagarh Plant-7 approximate 700 Ntorq are manufactured in a day.

2.3 Products Manufactured in HP Plant-7

 TVS Star City+

 TVS Sport ES/KS
 TVS Radeon
 TVS XL100 (Comfort & Heavy duty)
 TVS Jupiter (Base, Classic & ZX)
 TVS N Torq 125 (Race edition, Super Squad edition, Race XP)

2.4 Scope

The project involves the construction of an engine manufacturing plant on 20.2ha of land in
Nalagarh, Himachal Pradesh, India. The US$25 million project includes the following:

1. Construction of production units

2. Construction of assembly units

3. Construction of storage units

4. Construction of an administration unit

5. Construction of related facilities

2.5 Climate Condition

Maximum Temperature-45 °C
Minimum Temperature-3 °C

Humidity- 60% (min.) to 90% (max.)

2.6 Working Hours

In TVS company Nalagarh plant existing production is in two shifts and third shift is for
maintenance activity.

 Shift 1- 7:15 am to 3:45 pm

 Shift 2- 3:45 pm to 12:15 am
 Shift 3-12:15 am to 7:00 a

19
2.7 Elements of SA8000 (Social Accountability)

 Child Labour
 Forced and Compulsory Labour
 Health And Safety
 Freedom of association and collective bargaining
 Discrimination
 Disciplinary Practices
 Working Hours
 Remuneration
 Management System

20
 Chapter-3
Introduction To a project

To improve the skill of new workmen (women Employee) in an engine assembly with the
help of Training

3.1 Meaning of training and development: -

Training and development in Human Resource Management (HRM) refers to a system
of educating employees within a company. It includes various tools, instructions, and activities
designed to improve employee performance. It's an opportunity for employees to increase their
knowledge and upgrade their skills.

 Training: -
A program of upgrading of employee’s skills, knowledge and competencies is known as
training. The job-related training is often provided to the employee to ensure they can well
perform on the assigned tasks and contribute to the success of the organization.

 Development: -
The development program on the other hand is often preparation to perform the future job.
Human Resource Training Development provides a learning opportunity to the employee to
increase their work capacities and get ready for the future challenges.

Definition: -

1. According to Armstrong:-
“Training is the formal and systematic modification of behavior through learning which occurs
as a result of education, instruction, development and planned experience. Development is
improving individual performance in their present Roles and preparing them for greater
responsibilities in the future”.

2. According to Katz & Kahn:-

“Training and development is described as a maintenance subsystem, intended to improve
organizational efficiency by increasing routinization and predictability of behavior”.

3. According to Fuller & Farrington:-

“Training is designed to increase the skills and knowledge of people.”

4. According to Sugar:-
“Training is defined as an instruction geared towards developing a specific group of skills or
tasks”

21
According to me:- From the HR perspective, training and development activities are best
way to create talent pool in the organization. Training involves exposing workers to new
methods of doing their jobs in order to improve their abilities, behaviours, and expertise.
Employee training and development aids in upgrading employees' knowledge and abilities for
carrying out a job, which ultimately increases their work efficiency and boosts an organization's
output.

The need for training of new workmen’s arises due to the following factors:

The first step in the training process is to assess the need for training the employees. It
analysis what are the long term requirements of the organization and what does the
organization expects from the employees.

 Higher Productivity: It is essential to increase productivity and reduce cost of production

for meeting competition in the market. Effective training can help increase productivity of
workers by imparting the required skills.

 Quality Improvement: The customers have become quality conscious and their
requirement keep on changing. To satisfy the customers, quality of products must be
continuously improved through training of workers.

 Reduction of Learning Time: Systematic training through trained instructors is essential

to reduce the training period. If the workers learn through trial and error, they will take a
longer time and even may not be able to learn right methods of doing work.

 Industrial Safety: Trained workers can handle the machines safely. They also know the
use of various safety devices in the factory. Thus, they are less prone to industrial
accidents.

 Reduction of Turnover and Absenteeism: Training creates a feeling of confidence in

the minds of the workers. It gives them a security at the workplace. As a result, labour
turnover and absenteeism rates are reduced.

 Technology Update: Technology is changing at a fast pace. The workers must learn new
techniques to make use of advance technology. Thus, training should be treated as a
continuous process to update the employees in the new methods and procedures.

 Effective Management: Training can be used as an effective tool of planning and control.
It develops skills among workers and prepares them for handling present and future jobs.
It helps in reducing the costs of supervision, wastages and industrial accidents. It also helps
increase productivity and quality which are the cherished goals of any modern organization

22
3.2 Why it is important:-

1. New Hire Orientation

Training is particularly important for new employees. This can be conducted by someone
within the company and should serve as a platform to get new employees up to speed with the
processes of the company and address any skill gaps.

2. Improvement in performance

If shortcomings and weaknesses are addressed, it is obvious that an employee's

performance improves. Training and development, however, also goes on to amplify your
strengths and acquire new skill sets. It is important for a company to break down the
training and development needs to target relevant individuals. If I can draw examples from
my organization, every department has targeted training groups.

3. Employee satisfaction

A company that invests in training and development generally tends to have satisfied
employees. However, the exercise has to be relevant to the employees and one from which
they can learn and take back something. It will be futile if training and development become
tedious and dull, and employees attend it merely because they have to. As a company, we
stress on industry specific training and send many employees for international seminars
andconference.

4. Increased productivity

In a rapidly evolving landscape, productivity is not only dependent on employees, but also
on the technology they use. Training and development goes a long way in getting
employees up to date with new technology, use existing ones better and then discard the
outdated ones. This goes a long way in getting things done efficiently and in the most
productiveway.

5. Self driven

Employees who have attended the right trainings need lesser supervision and guidance.
Training develops necessary skill sets in employees and enable them to address tasks
independently, also allows supervisors and management to focus on more pressing areas.

6. Improving Company Culture

Improving company culture is another benefit of providing employee training and

development programs. Training and development opportunities are in line with attributes he
calls the key pillars for a strong company culture:

23
  Transparency — Communicating about organizational details such as staff feedback
and financial status
 Positivity — Accepting challenges by building on an organization’s strengths
 Measurement — Collecting, measuring, and evaluating information.
 Acknowledgment — Praising and rewarding good work
 Uniqueness — Advancing a company’s unique qualities
 Listening — Encouraging active listening that leads to action
 Mistakes — Fostering an environment where employees learn from missteps.

7. Reduction of Learning Time:

Systematic training through trained instructors is essential to reduce the training period. If
the workers learn through trial and error, they will take a longer time and even may not be
able to learn right methods of doing work.

8. Industrial Safety:

Trained workers can handle the machines safely. They also know the use of various safety
devices in the factory. Thus, they are less prone to industrial accidents.

3.3 Training method followed by TVS Motor Company

 On The Job Training Methods
For the training of non-managerial level of employees most of the organizations use on the job
training methods. As compared to classroom training the on-the-job training is quite easy to
execute as employee will be available in the actual work environment. On the job training is
used when organization wants the employee to be productive immediately after joining the job.
The core of on-the-job training is development through job performance. It provides
opportunity to new employee to build good relationship with their working team while learning
in the early days.

Different types of On-the-job training methods are as given below:

1. Job rotation: Job rotation involves regular movement of employee from one job
profile to another in order to gain experience and knowledge. This method is useful to
improve employee’s skill set and provide them overview of overall organizational
working pattern. It also improves the relationship between employees working in
different departments of the organization.

2. Coaching: This method includes assignment of mentor or supervisor to each

employee who will train the employee, resolve their work-related issues and provide
feedback on their performance.

3. Job instructions: It is a systematic training in which the instructor explains each step
of doing job to the employee, let them perform and correct them in the case of mistake.

24
4. Committee assignments: A group of employees are given a work-related issue which
they should solve by healthy discussion with each other. It is also a way to improve team
work among employees.

5. Internship training: Generally theoretical and practical training is provided to the

students of various colleges before they actually start their actual career in corporate
world. Most of the time after completions of internship the company offers the student
to join them as a employee.

25
3.4 TVS Company’s Training Procedure:

TVS company conduct Induction Training for new workmen.

Induction training is a term professional in the Human Resources field use for employee
training. It is a form of introduction that allows employees and new hires “learn the ropes” of
their new job or position and get started easily.

Topics cover in Induction Training are -:

 Introduction of Workers.
 TVS History.
 Role of Workmen.
 Do’s and Don’ts of Industrial Behaviour & Shop Floor Mannerism.
 Workplace Maintenance.
 Health awareness, Canteen hygiene.
 Discipline, Industrial norms & rules of security.
 General safety awareness.
 Environment awareness.
 Self-maintenance (JH,2S)

26
3.5 How to Create Effective Training and Development for Employees

To create effective training and development opportunities, employers should begin by

determining what skills and knowledge employees need to help the company meet its goals.
Then organizations should tailor their training and development plans according to employee
interests and learning styles. Following are ways to create training and development programs
that benefit companies and their staff.

 Evaluate the Business Impact

Employers should consider the impact they hope the employee training and development
programs will have on the organization. Then they should determine company goals for those
programs, developing a strategy to support them.

 Identify Skills Gaps

Company leaders should determine how employees’ work performance is affecting the
organization’s progress in reaching its goals. Their training should address any skill gaps that
are slowing the company’s progress.

 Select Learning Methods

Companies should consider factors such as employee background, preference, and experience
when designing their training and development programs. Among the learning method options
for training and development programs are the following:

 Classroom style
 Coaching and mentoring
 E-learning
 Simulations
 Role-playing
 Reading materials

27
3.6 Fundamental skills for New workmen:-
There are certain skills employers want in every candidate, no matter what role they will fill.
From entry-level workers to executives, every employee should possess these personal skills
in order to succeed and help your company move forward. These include:

1. Communication

Depending on the job, communication means being clear about what you mean and what you
want to achieve when you talk or write. It involves listening and being able to understand where
someone else is coming from.

Communication skills also include non-verbal communication, such as the body language you
use.

2. Teamwork

Teamwork means being able to get along with the people you work with. It involves working
together to achieve a shared goal.

3. Problem solving

Problem solving means finding solutions when you’re faced with difficulties or setbacks. It
involves being able to use a logical process to figure things out.

4. Self-management

Self-management means:

 being able to do your job without someone having to check up on you all the time
 staying on top of your own deadlines
 delegating tasks to other people to make sure things get done on time.

5. Learning

Learning is about wanting to understand new things and picking them up quickly. It also
involves taking on new tasks and being able to adapt to change.

6. Flexibility

Some jobs offer a lot of variety while others are more predictable. But even employees in
routine jobs should be flexible to be able to adjust quickly when something does not go as
planned.

28
7. Time Management
Just about every job requires employees to wear many different hats. Look for candidates who
know how to successfully manage their time, and who can prioritize tasks and meet deadlines.

8. Decision-Making

You may think decision-making skills are only needed for upper management, but that is not
true. Every employee should be able to make smart, quick decisions that benefit the company,
regardless of what role they play.

9. Self-management skills
Self-management skills are skills that allow you to manage your time and be as productive as
possible within the workplace.

10. Open mindedness

Open-mindedness is an important skill for anyone who is entering into a new position. Even if
you have held the same position at a previous company, the new company you work for may
do things differently. Being open-minded to learning a new way of performing your duties and
being willing to learn and try new things is essential for job candidates.

29
3.7 Training process of TVS Motor company for New workmen

1. Receive Communication about joining of new

workmen
(From ERM Department)

2. Prepare and Release training schedule

3. Provide Induction Knowledge training

4. Receive communication about deployment list

5. Conduct induction knowledge test

6. If he/she passed the set criteria go to further step

7. Provide Fundamental skills training as per training

schedule
0)

8. Qualify the workmen and update training details

9.Handover to respective Departments

30
1. Receive communication about joining of new workmen- Firstly TQC
department receive information from ERM department about those people who are
joined training program. They receive information through e-mail.

2. Prepare schedule- After receive information from the ERM department than TQC
department prepare training schedule for new workmen.

3. Induction training- Provide induction knowledge training for new workmen. In the
Company classroom training is going first one and half day.

4. Deployment list- After the Provide knowledge training for new workmen department
decide to deploy the employees on their job. There decides allocation of sections for
each employee where he\she have to work. And also decide plant where need of new
workmen.

5. Conduct knowledge test- Company conduct induction knowledge test for every new
workmen. In the induction knowledge test, there are some temporary questions
prepared for workmen regarding general knowledge and about company history and
then department prepare evaluation report.

6. If he/she passed the set criteria go to further step – Passing criteria>10. If not,
passed then conduct Re-test and workmen have to qualify this test.

7. Provide Fundamental Training- After qualify the test provide fundamental skill
training for new workmen as per training schedule.

8. Update training schedule- Qualify the workmen and update training details

 Attendance sheet
 Knowledge test
 Fundamental skills
 Evaluation sheet

9. Handover the respective department- After qualify the workmen training and
update training details , there reports are submitted to respective department.

31
Training Program

32
3.8 Four Levels of Competency test is organised by TVS company for new
workmen
CL1 Competency level 1

CL2 Competency level 2

CL3 Competency level 3

CL4 Competency level 4

 Competency Level 1
Competency-based interview questions are questions that ask for real-life examples of a
candidate's skill. required in each work area questionnaires are prepared and all the workmen
are checked for Competency Level 1. If workmen don’t have knowledge about training that
was given then re-test will conduct.

After the workman scores more than 70% they were qualified in cl 1 and the skill matrix was
updated.

33
 Competency Level 2
TVS Company develop operator’s functional competencies under five core areas:
1. Safety.
2. Inspection.
3. Operation.
4. Maintenance.
5. Improvement.

CL2 test is conducted after 7 days of CL1 test. Questionnaires are prepared department wise.
Each workman is observed by the respective supervisor for CL2. If the worker scores >70%
then status will be updated in WLMS. For workers who don’t qualify CL2, will have to give
test again until they qualify.

34
 Competency Level 3
After the workmen scores more than 70% in CL2 observation, their competency matrix will
update in WLMS. Cl3 assessment will conduct for qualified workers to evaluate their
performance. After scoring 70% in CL3 they are eligible to perform their job independently.

35
 Fundamental Training
Fundamental learning means which forms the grounding or basis needed to undertake the
education, training or further learning required in the obtaining of a qualification.

After CL1 Test, Fundamental Training of Vehicle Unit and Engine Unit is given to new
workmen in learning centre. In learning centre all the types of equipment are available which
are used in manufacturing of vehicles. Then evaluation test is conducted and workmen
handover to the respective department for unit specific knowledge training. Some pictures of
Learning Centre are shown in

(Learning centre of TVS company)

3.9 Ergonomics Analysis (RULA -REBA) in TVS Motor Company Plant-7

Nalagarh

Ergonomic Assessment with RULA-REBA Analysis :

An ergonomic assessment is an assessment of a worker at their workstation to ensure correct

working postures and workstation set-up.

A good ergonomic assessment is done to reduce a worker's exposure to physical hazards such
as: Uncomfortable postures, Repetitive tasks etc.

Implementing ergonomic solutions can make employees more comfortable by reducing Fatigue
and thus helps to increase productivity.

What are the advantages of ergonomics?

1. Health Benefits
People who work in ergonomic workplaces benefit from improved health. Ergonomics can
improve the health of your employees by reducing work-related injuries, most often caused by
strains and over-exertion.

36
Ergonomic workstations can help you and your employees feel less tension in your body
because you’ll adjust the workstations to fit your height.

2 Fewer employees experiencing pain

Implementing ergonomic improvements can reduce the risk factors that lead to discomfort.

3. Increased productivity
Ergonomic improvements can reduce the primary risk factors for MSDs, so workers are more
efficient, productive, and have greater job satisfaction.

4. Increased morale
Attention to ergonomics can make employees feel valued because they know their employer is
making their workplace safer.

5. Reduced absenteeism
Ergonomics leads to healthy and pain-free workers who are more likely to be engaged and productive.

6. Quality Of Work Improves

The benefits of ergonomic workspaces range from employee well-being to the quality of work.
Aches, pains, fatigue, and other problems can affect a worker. Ergonomics can eliminate those
issues and help workers work.
Additionally, ergonomics can help ensure that employees are using the most effective tools and
equipment to do their job and that they can reach and use the tools and equipment safely.
7. Increased Employee Satisfaction
The more you lean into the ergonomics culture, the more positive your work environment will
be.
Ergonomics in the workplace can help improve employee satisfaction by reducing physical and
mental stress. As a result, your employees will enjoy coming to work more than they did before,
affecting those around them.

8. Improved Mental Clarity

Reducing physical discomfort and improving your posture can improve your mental clarity and
allow you to do your work more successfully. Ergonomics can also help you reduce stress and
improve your concentration.

37
Rapid Entire Body Assessment (REBA)

The Rapid Entire Body Assessment (REBA) was developed to “rapidly” evaluate risk of
musculoskeletal disorders (MSD) associated with certain job tasks.

The Rapid Entire Body Assessment tool uses a systematic process to evaluate both upper and
lower parts of the musculoskeletal system for biomechanical and MSD risks associated with
the job task being evaluated.

A single page worksheet (above) can be used to evaluate required or selected body posture,
forceful exertions, type of movement or action, repetition, and coupling .

38
REBA was developed with the following objectives in mind:

1) To provide a simple postural analysis system sensitive to musculoskeletal risks in a variety

of tasks.

2) To divide the body into segments to evaluate individually with reference to postures and
movement planes.

3) To provide a scoring system for muscle activity caused by static, dynamic, rapid changing
or unstable postures.

4) To consider coupling as an important variable in the handling of loads.

5) To give an action level output with an indication of urgency.

6) To provide a user-friendly assessment tool that requires minimal time, effort, and equipment.

Rapid Entire Body Assessment Limitations:

1. Does not consider the duration of the task, available recovery time, or evaluate hand-arm
vibration risk.

2. Only allows the evaluator to assess one employee’s worst-case posture at one point in time,
requiring the use of representative postures.

3. Requires separate assessment of right and left sides of the body, although in most cases you
will be able to quickly determine which side of the body has the greatest exposure to MSD risk.

39
Rapid Upper Limb Assessment Overview (RULA)

The Rapid Upper Limb Assessment (RULA) was developed to “rapidly” evaluate the exposure
of individual workers to ergonomic risk factors associated with upper extremity MSD. The
RULA ergonomic assessment tool considers biomechanical and postural load requirements of
job tasks/demands on the neck, trunk and upper extremities.

Rapid Upper Limb Assessment was developed with the following objectives in mind:

1) To provide a method of screening a working population to assess exposure to significant

risk of work-related upper extremity disorders.

2) To identify the muscular effort which is associated with working postures and excessive
forces while performing static or repetitive work, and which may contribute to muscle fatigue.

3) To provide a simple scoring method with an action level output that identifies an indication
of urgency.

4) To provide a user-friendly assessment tool that requires minimal time, effort, and equipment.

40
Rapid Upper Limb Assessment Limitations:

1) Does not consider the duration of the task, available recovery time, or hand-arm vibration.

2) Only allows the evaluator to assess one employee’s worst-case posture at one point in time,
requiring the use of representative postures.

3) Requires separate assessment of right and left sides of the body, although in most cases you
will be able to quickly determine which side of the body has the greatest exposure to MSD risk.

REBA and RULA studied in TVS motor company HP plant Nalagarh

In the TVS company I have done Reba, Rula studied in an engine assembly
 Stage-One clutch assembly

Result= 8 score which is shown that it is a medium risk.

41
 Stage-2 CVT bariator assembly

Result=3 score shown that it is a low risk stage no need to change

3.10 Behavioural based safety module in TVS Motor company HP plant-7

Behavioural safety refers to health and safety approaches that focus on potentially 'unsafe'
human behaviour that may result in accidents. It is often described as tackling 'unconscious'
behaviour – potential dangerous habits and practices that an individual may not know about or
be aware of.

Benefits of a behavior-based safety program:

 Improved Safety practices that stem from a behavioural shift from unsafe to safe
practices

 With awareness comes better situational preparedness again a known hazard.

 React impulsively in a safe manner when an emergency arises.

 Get continuous feedback on the effectiveness of an implied change

 Engage employee participation by rewarding positive behavior

 Provides a benchmark to measure improvement.

42
 How to implement a behavior-based safety program

1. Open Communication:
2. Reporting Culture:
Create a feedback-rich environment
where employees can freely voice their Promoting a culture where are all
concerns and where the management dangerous activities/behaviours are
conducts consistent awareness duly reported to take timely actions.
programs.

4. Timely Reaction: 3. Management commitment:

Be quick to act on unsafe behavioural Ensure company-wide transparency in

reports, align teams to rapidly spread following safety procedures from
precautionary measures before it owners, safety officers, and other high
escalates into an incident. ranking officials.

43
 Safety Module prepared in TVS motor HP plant-7

 Wearing of ear plug (paint shop assembly)

 Knotting of hair in (engine assembly)
 How to pulling of trolley in all assembly
 Wearing of hand gloves in all assembly
 Crossing of road-Zebra crossing
 Helmet and seat belt
 Talking over phone and walking
 Movement of vehicle

44
 Chapter-4
Research Methodology

4.1 Objective of the research

 To analyse & examine the new workman training in TVS Motors Company.
 To Reduce the lead time and idle time.
 Eliminate Manual error and bias.
 To improve the quality of new workmen.
 To update employee skill and improve performance.
 To motivate each team member.
 To know the attitude of the employee towards the training program.
 To know the different training methods of TVS Motor company.

4.2 RESEARCH METHODOLOGY: Research methodology is a way to

systematically solve the research problem. It may be understood as a science of
studying how research is done scientifically. The scope of research methodology is
wider than that of research methods. When we talk of research Methodology we
not only talk of research methods but also consider the logic behind the methods
we use in the context of our research study and explain why we are using a
particular method or technique.

 PRIMARY DATA COLLECTION

Primary data is not exist already in records and publications. The researcher has to
gather primary data a fresh for the specific study undertaken by him. Primary data may
be questionnaire and respondents.

So For collect the primary data we made the Google forms and sent that data through
email ID’s and collect the responses of employees regarding quality of work life.

 SECONDARY DATA COLLECTION

The secondary data refer to those data which are gathered for some other purpose and are
already available in the internal records and commercial, trade or government publication.
In my project, the secondary data was collected by going through various books, journals
and web sites.

45
4.3 Review and Literature
According to Julius okechukwu Anyanwu and Lazarus (2016): In this research paper, the
purpose of this study is to ascertain the impact of training and development on workers
performance. That is the extent to which training and employees’ developments in
organizations have reduced most of the problems encountered at the office to enhance
performance and productivity.

Objective of this study

1. To ascertain the extent to which training and development of workers impact on the
organisations.
2. To determine the extent to which training and development improves workers
efficiency.

According to Cole (2002): In his own book, "Personnel and Human Resource Management",
it is a learning activity which is directly with the employees towards a specific knowledge,
skills for a specific job or task. A successful training program is a step towards the goal
attainment. Human Resource management is the backbone of every organization.

According to Raja Abdul Ghafoor khan, Furqan Ahmed Khan, Dr. Muhammad Khan,
17 July (2011): In this research study the author said, how the training increase the employee
performance. A researcher said that training increase pr develop the managerial skill despite
focusing efficiency and cost control the spending on training should increase because
organization get more efficiency.

46
4.3 Type of study

Probability sampling methods

Probability sampling means that every member of the team has a chance of being selected. It
is mainly used in quantitative research.

 Simple random sampling

In a simple random sample, every member of the team has
an equal chance of being selected.

Simple random sampling I selected a simple random sample

of 20 employees of a TVS Motor company.

 Sample size

The size of the sample was 20 selected in which there are all
women workmen because that’s time new batch of girls come for training and I have completed
my project training on that batch. I collect data through self-made questionnaires which was
developed by studying different research papers.

4.4 Limitation of the study

 Due to time constraints the study was limited only for 45 days.
 Due to the restriction to enter into some of the department of TVS. I could not cover some of
the aspect required for my study.
 The size of sample was very small. I could collect only 20 sample.
 The information collected is mainly primary data the accuracy is subject to the responses
received.

47
 Chapter-5
Data Analysis and Interpretation

Data Analysis is done once data has been collected and completed. In this study data Was
collected using quantitative method and scores were calculated from the feedback Received from
participants. The analysis is carried was out to determine the workmen training.

Interpretations &Analysis
1.What do you think about training it is important or not?
a. Yes
b. No
What do you think about
training it is important or No of Respondent Percentage
not N=20
Yes 20 100%
No 0 0%
Total 20 100%

100%
Yes No

The all new workmen(100%) of TVS said that training is important.

48
2.With the help of training and development had help you better do your job?

With the help of training

and development had help No of Respondent Percentage
you better do your job? N=20

Strongly agree 15 75%

Agree 5 25%
Disagree 0 0%
Strongly Disagree 0 0%
Total 20 100%

0%
25%

75%

Strongly agree Agree Disagree Strongly Disagree

In TVS all employees said that (75% strongly agree) and (25%agree) training and
development help to do better job.

3. Training helps to increase the motivation level of workmen?

Training helps to increase No of Respondent Percentage

the motivation level of N=20
workmen

Strongly agree 16 80%

Agree 4 20%
Disagree 0 0%
Strongly Disagree 0 0%
Total 20 100%

49
 0
20%

80%

Strongly agree Agree Disagree Strongly Disagree

In TVS 80% majority of employees said they training helps to increase their motivational
level.
4. Are you satisfied with the effectiveness of training program?
Are you satisfied with the
effectiveness of training No. of Respondents
Percentage
program N= 20

Excellent 14 70%
Very good 4 20%
Good 2 10%
Average 0 0%
Total 20 100%

10% 0%

20%

70%

Excellent Very good Good Average

The70% new workmen in TVS said that they are excellent satisfied with training
program and 20% said very good and 10% good

50
5. Do you feel your skillsets have improved after the training?

Do you feel your skillsets

have improved after the No. of respondent Percentage
training N=20
Yes 18 90%
No 2 10%
Total 20 100%

10% 0%

90%
Yes No

In TVS majority of employees 90% said training help to improved their skill.

6. Do you feel that your manager cares about you as a person?

Do you feel that your No of Respondent Percentage

manager cares about you as N=20
a person?
Strongly agree 17 85%
Agree 3 15%
Disagree 0 5%
Strongly Disagree 0 0%
Total 20 100%

51
 0%
15%

85%

Strongly agree Agree Disagree Strongly Disagree

In TVS More than 90% workmen said they have access material provided on right time.

7. Did you get a chance to collaborate with your team member during the training?
Did you get a chance to
collaborate with your team No of Respondent Percentage
member during the N=20
training
Strongly agree 12 60%
Agree 5 25%
Disagree 3 15%
Strongly Disagree 0 0%
Total 20 100%

0%
15%

25%
60%

Strongly agree Agree Disagree Strongly Disagree

52
8. Did you understand the purpose of this training program at the start of the session?
Did you understand the
purpose of this training No of Respondent Percentage
program at the start of the N=20
session
Strongly agree 13 65%
Agree 7 35%
Disagree 0 0%
Strongly Disagree 0 0%
Total 20 100%

0%

35%

65%

Strongly agree Agree Disagree Strongly Disagree

In new workmen of TVS knew about the purpose of this training program.

9. How would you rate the overall quality of this training session?
How would you rate the
overall quality of this No. of Respondents
Percentage
training session N= 20

Excellent 14 70%
Very good 4 20%
Good 2 10%
Average 0 0%
Total 20 100%

53
 10% 0%

20%

70%

Excellent Very good Good Average

In TVS majority workmen gave (70% excellent) rate for overall quality of training
session.

54
 Chapter-6
Conclusion and Finding

Conclusion
Here, I have come to the end of this project on the topic of To improve the skill of new
workmen. I would like to share my experience while doing this project. I learnt many things
with practically and it was wonderful experience. This Internship taught me more with regard
to the subject wise and as well as personal wise and this helped me learn the way of handling
people in an organisation and outside the organisation. And help me break my comfort zone
and made me flexible and taught me that these few qualities will really make me more efficient
in work as well as in my personal life.
The main aim of the study was to determine the impact of Training and Development on
employee’s skill improvement. The success of an organisation is dependent on having a stable
workforce whose contributions merge into productive group actions.

Providing comprehensive and structured training programs is essential. These programs should
cover both theoretical knowledge and practical hands-on experience relevant to the specific job
roles. By offering well-designed training sessions, new workmen can acquire the necessary
skills and competencies more efficiently.

Here, I would like to give my conclude regarding for improving the skill of new workmen in
the company

1. Cross-Functional Exposure: In TVS company, encourage new employees to

collaborate and work with other departments within the organization. This exposure will
help them understand the broader business context and build relationships with
colleagues in different functions.

2. Continuous Learning Opportunities: TVS company provides facilities of

continuous learning within the company. Encourage employees to attend conferences,
seminars, and workshops related to emerging trends. Provide access to online learning
platforms and resources to support self-paced learning.

3. Performance Feedback and Development Plans: TVS Company doing Regularly

provide constructive feedback to new HR employees regarding their performance and
areas for improvement. Develop individual development plans that outline specific goals
and actions for skill enhancement.

4. Performance Incentives: TVS company Establish performance-based incentives or

rewards for workmen who consistently demonstrate exceptional skills, productivity, and
quality in their work. This can serve as a motivation for them to continuously improve
their skills.

5. Offer career development programs: TVS Employees are more likely to stay at their
company if they know there’s room for career advancement. By putting programs in
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 place to train up your next set of leaders, you’ll gain loyal employees who understand
you’re investing in them. Managers should have an individual development plan for
their employees and discuss long-term career goals at least once a year. Employees can
also be assigned a mentor who has mastered the skill to coach them and give feedback.
This will increase employee engagement and widen your internal talent pool.

6. Positive work environment: TVS company promotes teamwork and collaboration

can contribute to the skill development of new workmen. Encouraging knowledge
sharing, open communication, and constructive feedback among team members
facilitates a culture of continuous improvement and accelerates skill acquisition.

By implementing these strategies, organizations can significantly enhance the skill level of new
workmen, leading to increased productivity, improved quality of work, and greater employee
satisfaction. Ultimately, investing in the development of skill for new employees is not only
beneficial for their professional growth but also contributes to the overall success of the
organization.

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Findings

 As per my objective I analyse and examine how to improve skill of new workmen in TVS
Motors, and the study concluded that training has a very positive impact and it helps in
development of employee’s skills and performance. I studied the training programme in detail
and according to my analysis employees are very much satisfied with training provided to
them.
 Company maintains a good relationship with their workmen.
 The TVS motors company has a well-defined organisation structure.
 The problems are well understood and sorted out.
 The workmen are satisfied with the safety measures provide by the company.
 The TVS motors company working condition is good.
 Time to time the training program is conducted by the company for workmen and executive
to improve their skill.
 Workmen are satisfied with the working hours in the organisation.
 The company hygiene is up to the mark and workmen have good communication with the
staff ensuring smooth working of the organisation.
 All the workforce are given proper safety measures and training before employing them on
assembly line or any other department.
 From the study it is clear that most of the employees agrees to the fact that Training and
Development has a positive impact on their skill improvement.

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