CHAPTER 1

INTRODUCTION
OF STUDY

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 Overview of organization:-
Background and inception of the company:
Honda motor co. ltd. operates under the basic principle of respects of individual the
three joys commonly expressed as the joy of buying “the joy of selling and the joy of
creating. “respect of the individual” reflects our desire to respect the unique character and
ability of each individual person, trusting each other as equal partners in order to do our best
in every satisfaction, based on this, “the three joys” expresses our belief and desire that each
person working in our coming in to contract with our company, directly through our products,
should share a sense of joy through that experience. In line with this basic principles, sense its
establishment in 1948, Honda has remained on the lending edge by creating new value and
providing products of the highest quality at a reasonable price for worldwide customer
satisfaction, in addition, the company has conducted its activities with commitment to
protecting the environment and enhancing safety in mobile society.
The company has grown to become the world’s largest motorcycle manufacturer and one
of the lending automakers. With the global network of 492* subsidiaries affiliates accountant
for under the equity method , Honda develops , manufacture and markets wide variety of
products ,ranging from small general -purpose engines and scooters facility sports cars , to
learn the company outstanding reputation from customers worldwide .

Honda in India:-
Honda siel cars India ltd (HSCI) was incorporated in December 1995 as joint venture
between Honda motor co ltd. Japan siel, a Siddhartha shriram group company, with
commitment to providing Hondas latest passenger car models and technology, to the Indian
customers .the total investment made by the company in India till the date is rs 1620 crores in
grater Noida plant and rs 784 crores In tapukara plant.
• HSCI’s first state- of - the- art manufacturing unit was set up at grater Noida, U.P
IN 1997. The green-field project spread across 150 acres of land (over 6, 00,000sq.m.)

• The annual capacity of this facility is 1, 00,000 units. The company’s second
manufacturing facility is in Tapukara, Rajasthan. This facility is spread over 600acres and
will have an initial production facility of 60,000 units per annum, with an investment of about
Rs 1000 crore. The first phase of this facility was inaugurated in September 2008.

• The company’s product include Honda jazz, Honda civic and Honda accord which

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 are produced at the greater Noida facility within indigenization level of 77%,76%,74%and

28%respectively.

 The CR-V is imported from Japan as completely built units. Honda’s models are
strongly associated with advanced design and technology, apart from is established
qualities of durability and fuel-efficiency.

Honda in Solapur:-
Company inaugurated in 2004 as a “kaizen Honda, motors, in Solapur city. The founder
of Honda of solapur city is Mr Nitin Bijjargi (MD) and family. The family Kaizen Honda in
Solapur city are vast experience in automobile and petroleum business. In this organization
manpower is 170+by 2017 Q2. Kaizen Honda has its presence in 5 different locations, Solapur,
Ichalkaranji, Kegaon, Latur& Nanded as head office of kaizen motors in employment chowk,
solapur.The branch of kaizen Honda in akkalkot road ,solapur the kaizen auto cars branch in
kegaon, solapur kaizen cars branch in latur ,Ichalkaranji, Solapur, Kegaon, Latur & Nanded .

No1. Honda 2-wheeler Dealership in Western India”

It’s been more than 70 years since Bijjargi family ventured into petroleum business in
Maharashtra. Started with petroleum. Since inception in 1942, working in various diversified fields
Like Petroleum, Construction and Automobile, This family owned business has grown into one of
the most trusted business houses in south Maharashtra,A group thriving on closely knit Family
values and Professional Management, has more than 350 associates.

Along with Honda Cars, we are only authorized Honda Two-wheeler Platinum Dealership in
Maharashtra. Visit us to get best of the Honda offerings and class leading service for your Honda
Products. You can always find every variants of your favorite Honda in all colors exclusively with
us. We take extreme pride in serving you with utmost care an honesty. Which reflects in various
accolades we received over a period of time not only from our Parent Honda Motors but most
importantly from our customers. We are ranked No 1 as the Best dealership across Western India.

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Nature of business carried:-

From a young age, Honda’s founder, Soichiro Honda had a great interest in automobile.
He work as a machine at a Japanese tuning shop. Art shokai, where he tuned cars and entered
them in races .A self-taught engineer, he later worked on piston design which he hoped to sell
to Toyota. The first drafts of his design were rejected, and soichiro worked painstakingly to
perfect the design, even going on back to school and pawing his wife jewelry
For collateral. Eventually he won contract with Toyota and built a factory to construct
pistons for them, which was destroyed in an earthquake. due to gasoline shortage during
world war second,Honda was unable to his car , and novel idea of attaching a small engine to
his bicycle attracted much curiosity, he then established the Honda technical research institute
in Hamamatsu, japan develop and produce to cycle motor bike engines. Calling upon 18000
bicycle shop owners across japan to take part in revitalizing a nation turn a part by war,
soichiro received enough capital to engineer is first motorcycle, the Honda cub. This marked
the beginning of Honda motor company, which world grow a short time later to be the
world’s largest manufacturer of motorcycles by 1964.
The first production automobile Honda was the T360 mini pick-up truck, which went on sell
in august 1963.powered by small 356 cc straight-4 gasoline engine, it was classified under the
chapter kei car tax. The first production car from Honda was the S500 sports car, which
followed the T360 production in Octomber 1963. Its chain driven rare wheels point to
Hondas motorcycle ssorigins.

Company Policy:
• Provident Fund (PF): The general Provident Fund is a type of PF which is maintained
by governmental bodies, including local bodies, railways and other such bodies. In the
organization PF for employee is 12.60% and for employer is 12.4%.

• ESIC: ESIC means Employee State Insurance Corporation. In the organization ESIC
is given at 5% for employee and for employer it is 1.5%.ESIC is a self-financing social
security and health insurance scheme for employee. The fund is managed by the ESIC
according to rules and regulations stipulated in the ESI Act 1948.

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 • Bonus (If Applicable): The bonus is a reward that is paid to an employee for his work
dedication towards the organization. The basic objective to give the bonus is to share the
profit earned by the organization amongst the employees and staff members.

• Incentive: An organization can implement an incentive plan to help its objectives or

goals. Incentive plans may range from variable pay added to a base rate of pay, prizes for
accomplishing specific outcomes or recognition employees for exhibiting desired behaviours.

• Paid Leaves (PL): The type of leave which the employees earn as they work for an
organization for a specified number of days. In the organization following leaves are gives
for the employee. There are total 16 leaves in the organization.

1) Causal: Causal leave are granted for certain unforeseen situation or were require to go for one
or two days leaves to attend to personal matters and not for vacation.
2) Personal: Personal leave is any time off that is granted for reasons including specialized
experiences, family issues, extenuating personal needs or formal studies.
3) Medical: Medical leave is time off from work that employees can use to stay home to address
their health and safety needs without losing pay. In a year there are 8 leaves for employee.
4) Gratuity (As per Gov. Rules): Gratuity is a sum of money paid by an employer to an
employee for services rendered in the company. However gratuity is paid only to employees
who complete 5 or more years with the company.

Ownership Pattern:
• Inaugurated in the Year 2004 as Kaizen Motors.

• Established by Mr. Nitin Bijjargi (MD) & Family.

• Vast Experience in Automobile & Petroleum business.

• Manpower of 170+ by 2017 Q2.

• Kaizen has its Presence in 5 different Locations.

• Inaugurated and Piloted Honda Best Deal – Buy & Sale in West Region.

1) Kaizen Motors – Head, Employment Chowk (Solapur)

2) Kaizen Motors – Branch, Akkalkot Road (Solapur)
3) Kaizen Auto Cars – Kegaon (Solapur).

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 4) Kaizen Cars – Latur.
5) Kaizen Wheels – Ichalkaranji.
About Honda Company:
1) Founders: Soichiro Honda, Takeo Fujisawa.
2) Founded Year: 24 September 1948.
3) Headquarters: Minato, Tokyo, Japan.
4) CEO: Takahiro Hachigō (Jun 2015–).
5) Avenue: ¥14.60 trillion (2022).
6) Number of employees: 208,399
(2022). Nature of the
business carried Company name:
Honda motor co., Ltd.
1) Head office:
• 1-1,2-chome minami- aoyama , minato –ku ,Tokyo 107-8556,japan

• Tele ; +81-(0)3-3423-1111

2) Established: September 24, 1948

3) President and CEO: Takanobu Ito
4) Capital: 86 billion (as of march 31, 2023)
5) Sales (result of fiscal 2023)
• Consolidated: 8,579,174 million

• Unconsolidated: 2, 717, 736 million

6) Total no of employee:
• Consolidated: 176,815 (as of march 31, 2023)

• Unconsolidated: 26,121 (as of march 31 2023)

7) Consolidated subsidiaries: 390 subsidiaries (as of march 31 2023)

8) Chief products: Motorcycles, automobiles power products
Vision, mission and quality policy:
In the organization they not believe in the vision and mission. They only believe in the
philosophy. The philosophy of organization is "Joy of buying, joy of selling and joy of
manufacturing".

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 Market Scenario & Area of operation

Manufacturing and distribution about Honda

1) Strengthening our manufacturing system from perspective of our customer and
environment:
Customer needs very depending on the region. To deliver products that satisfy customer
in all regions. Honda established a manufacturing system that rapidly and flexibly responds to
customer request at all production basis around the world with this manufacturing system, we
are striving to further improve the quality of our products and minimize our environmental
footprint during manufacturing.
2) Strengthening manufacturing capabilities and environmental measure on global
basis: Based on commitment to build to products close the customer. Honda has purpose
local production from its early days. We first began overseas motorcycle production Belgium
1963 and become the first japan automaker to produce automobile in the US in 1982
focusing on localization early on even in the areas of development and sales, we have been
able to respond to changes in product demand and supply more promptly an increases our
quality and cost competitiveness in each market . Moreover, we have been working on
establishing mutually complimentary parts and vehicle manufacturing network among
counties within countries a region so that we can respond to changing demand in each
region effective and flexibly we have also centred on activities that improve quality at
production basis around the world and
that reduce impacts during manufacturing and distribution.

In 2009 began appropriation Ogawa plant in Japan extremely high resources and energy
efficiency. Meanwhile , we are promoting installation of solar panel at our offices at plant trough
improved production system that take into consideration regional characteristics and enhanced in
environmental measures , we will flexibly and effectively provide high quality product n
environmentally responsible way.

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 Employee Benefits:
Apart from employees Salary, Kaizen Honda also provide the following benefits to its
employees:-
• Working Days – 6 days Works in a week.

• Weekly Off – Sunday (Paid).

• Working Days Calculation – Days in Month (30/31 Days as per calendar).

• Working Hours – 8 Hours/Day.

• In Time – 5Mins Allowed as per given shift.

• Late Mark – After 5Mins, Post 5Mins Half Day considered.

• Break- 1Hour Lunch Break (60Mins).

• Leave System – 16 Paid Leaves post completion of Probation Period.

• Leave Application – 48Hrs in Advance with written application.

• Holidays- as per Sheet displayed.

• Salary Cycle – 10th Day of Every Month.

• Incentive- Quarterly.

• Overtime – After 3Hrs of shift timing (Half Day). 5Hrs of shift (Full Day).

Various departments in the organization:

1) Marketing department
2) Production department
3) Financial department
4) Human resource department

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 Organization chart:

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 SWOT Analysis
1. Strengths of Honda

 New innovative techniques and products – With the usage of proper and new innovative
techniques and products, it has been able to increase the sales of the company to a large extent.
 Export business – In developed countries, Honda has set up its giant manufacturing hubs and they
also indulge in the export business of bikes from premium editions to such countries, where they can
make more money from the sales.
 Social Media Marketing – Honda has used its social media marketing strategies and has gained a
lot of audience by advertising some relatable campaigns.
 A broad range of products – Honda manufactures a wide variety of products like motorcycles,
power equipment, private jets, engines, and automobiles that have made the lives of people so much
easier.
 The pricing strategy – Honda’s market has around 28 million customers buying its products every
year all over the world as it sells fine quality products even at an affordable range of pricing.
 Brand Storytelling –Through its brand storytelling, Honda indulges in the art of making things and
creating new experiences which is its rare ability to create solutions.
 Largest motorcycle manufacturer – Honda is leading in the motorcycle manufacturing chart in the
world as of 2020.
 Let us now see the weaknesses of Honda

2. Weaknesses of Honda
 Decrease in sales revenue – Due to the pandemic, a steep fall is witnessed in the sales and demand
for the products and services of Honda. The company’s sales dropped by 25.2% according to the
September 2020 census due to the decrease in sales revenge in all its business operations.
 Branding Strategy – One of the biggest weaknesses of Honda is that it still follows the strategy of
traditional branding and methods of communication which needs a change along with the fast-
changing world, otherwise, this can prove to be a major problem in the near future.
 Requirement of Higher Investment – Honda needs to make a higher investment in the
technological sector. Even though it spends quite a considerable amount on the development of its
technological sites, yet, it is still far behind its competitors in this case, which can later lead to
unavoidable circumstances.
 Let us now see the Opportunities for Honda.

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 3. Opportunities for Honda
 New Markets – Due to the pandemic, every company whether big or small has suffered adversely,
and hence, the governments have taken an initiative to help in the economic development of the
countries. Thus, bringing up new markets can help Honda come back on track and help it grow and
widen its scope of business.
 Diversification in Business – Since Honda is a well-known and established company, it is advisable
for the company to launch its new products which will fetch them more profits. It can also prove to
be very advantageous for them, as this diversification in business will attract more people and will
help them gain publicity.
 The Production of Electrical Vehicles – The harsh truth is that fossil fuels are exhausted to such an
extent that sooner or little later electrical vehicles or “zero-emission vehicles” can take over the
market. And since Honda has the full potential to produce such vehicles with its available resources,
the company should definitely take this initiative.
 Lastly, let us see the Threats from the SWOT Analysis of Honda.

4. Threats for Honda

 Increase in competition – In recent years, there has been an enormous increase in the number of
new companies in this market sector which has resulted in increased competition. Thus, there is cut-
throat competition and the competitors of Honda are planning strategies to take over the market.
 Impact of COVID-19 – Due to the pandemic, the sale of Honda’s products has been affected largely
as it posed a great threat to the manufacturing and distribution sectors of the company. Thus, leading
to drastic changes in the business strategies of the company.
 Government Regulations – Honda is facing challenges posed by the government’s new rules and
regulations mainly in its business and production sector. Pollution is one of the major reasons why
the government is giving the company a hard time and also if the government declares that it is not in
favor of the profit-based tactics, the company can suffer in the years to come.

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 CHAPTER 2
RESEARCH
METHODOLOGY

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 Research Methodology:
Research methodology is a process of planning, acquiring, analysing and disseminating
relevant data and information. A survey will be conductive and questionnaire will be given to
the employee of the organization. Research in common refers to a search for knowledge.
Research methodology is a way to systematically solve the research problem.
Objectives of study:
1. To analyse the occupational stress existing in Kaizen Honda.
2. To identify the factor contributing towards work related to stress.
3. To analyse the impact of occupational stress on employee motivation.
4. To identify the coping strategy in order to overcome occupational stress in
the organizational stress and motivation among employee.

Scope of the study:

1) The present study is carried out by getting information and opinion regarding occupational
stress and employee motivation from the employees working in the entire unit of the
organization. The study is carried out in both the units namely Employment Chowk and
Akkalkot road, Solapur. Where respondents are chosen from all the departments and from all
the levels.

2) The study covers entire aspects of quality of work life existing in the organization. The
study helps to study occupational stress and employee motivation extending its factors,
functions, strategies used by the organization to implement the quality of work life. The study
also covers strategies which are essential to improve the occupational stress and employee
motivation.

3) The study is analysed where the data collected from the respondents are studied in an
integrative format in the form of graphical representation and tables.

Research Design:-Causal research design

• It is also called as explanatory research. It is the investigation of cause and effect
relationship of variables.

• In this study one variable considered is occupational stress and other variable is
considered for the study is motivation. Hence, the study has an intention to check the
impact of one variable on the other i.e. impact of occupational stress on employee
motivation.
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 • The research design is the plan, structure and strategy of investigation is in conceived
so as to obtain answer to research questions and to control variance.

Types of data:
The data is collected through in two ways:

1) Primary data: - The primary data was collected freshly and thus it was original in
character. It has been collected through questionnaire.

2) Secondary data: - Secondary data are data which have already been collected by
someone. Its main sources are Journals, Newspapers, and Internet etc. HR files,
audits, records, etc. are used for this study.

Sampling Technique: Convenience Technique

The sample design which is used in the study is convenience sampling. The research
design is the plan, structure and strategy of investigation conceived so as to obtain answer to
research questions and to control variance.

Sample size:
Sample size taken for the study is 20 respondents.

Significance of the study:

• The productivity of employees and overall productivity of organization is affected by
levels of stress and motivation. This research aims to find out what are the factors that
are responsible for causing stress to the employees in an organization.

• In order to develop or to be successful, there are many ways to find out the level of
stress and employee motivation.

Limitation of the study:

• The Research study should be undertaken based on collection of primary data.

• Findings can be applied to only 10 sample size.

• The study has been carried only in 30 days.

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 CHAPTER 3
CONCEPTUAL
DISCUSSION

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 A Literature Review on Training & Development
In this competitive world, training plays an important role in the competent and challenging
format of business. Training is the nerve that suffices the need of fluent and smooth unctioning
of work which helps in enhancing the quality of work life of employees and rganizational
development too. Development is a process that leads to qualitative as well as quantitative
advancements in the organization, especially at the managerial level, it is less considered with
physical skills and is more concerned with knowledge, values, attitudes and behaviour in
addition to specific skills.
Hence, development can be said as a continuous process whereas training has specific
areas and objectives. So, every organization needs to study the role, importance and
advantages of training and its positive impact on development for the growth of the
organization. Quality of work life is a process in which the organization recognizes their
responsibility for excellence of organizational performance as well as employee skills.
Training implies constructive development in such organizational motives for optimum
enhancement of quality of work life of the employees. These types of training and
development programs help in improving the employee behaviour and attitude towards the
job and also uplift their morale. Thus, employee training and development programs are
important aspects which are needed to be studied and focused on. This paper focuses and
analyses the literature findings on importance of training and development and its relation
with the employees' quality of work life.

Keywords: Human Resource Management, Training, Development and Quality of work life.
Introduction-
In the changing phase of the market, all organizations have a number of opportunities to
grab and number of challenges to meet. Due to such environment, the dynamic organizations
are smoothly surviving in the present competition. While facing these challenges, there is a
great pressure of work on the shoulders of management. It is a responsibility of the
management to make necessary changes at the workplace as per the requirement of the job.
To survive in the competition and to meet the requirements, the management needs to change
their policies, rules and regulations. The organizations face a lot of pressure in the
competence for a talented work force, for constantly improving the production methods,
entrants of advanced technology and for the employees who are inclined to achieve work life
balance. The success of any organization depends upon the quality of the work force, but in
order to maintain the quality of the work force, many organizations come across a number of
obstacles.

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 These obstacles include attraction of the qualitative workforce towards the organization,
recruitment of intelligent, dynamic as well as enthusiastic people in the organization,
motivation of current employees with different techniques and retention of the current
workforce for maintaining the organizational status in the competitive market. For surviving
the business and becoming a successful pillar in the market; training is a tool that can help in
gaining competitive advantages.
Training proves to be a parameter for enhancing the ability of the workforce for achieving the
organizational objectives. Good training programs thus result in conquering of the essential
goals for the business. Hence, training is significant for giving a dynamic approach to the
organization. This dynamic approach is necessary because every organization that adopts a
controlled way of functioning may not be able deliver consistent results but a dynamic and
flexible organization may do so. This is possible only because of improved quality of work
life through implementation of training programs.A high degree of quality of work life in the
organization results in increased profits, higher employments and accentuating demands in
the market. Improving the quality of work life is a continuous and progressive process of the
organization.
Quality of work life concerns with the requirements, needs, working environment and job
design of the employees at workplace. According to Guna Seelan Rethinam Maimunah and
European foundation for the improvement of Living Conditions (2000), Quality of work life
is a multi- dimensional construct, made up of interrelated factors. Quality of work life is
associated with job satisfaction, job involvement, job security, productivity, health, safety,
competence development, professional skills, balance between work and non work life of the
employee.
The focus of Human Resource Development is on developing the most superior workforce
which helps the organization for successive growth. All employees are needed to be valued
and they should apply collective efforts in the labour market every time.
This can only be achieved through proper and systematic implementation of employee
training and development programs. Employees are always regarded with development in
career- enhancing skills which leads to employee motivation and retention. There is no doubt
that a well trained and developed staff will be a valuable asset to the company and thereby
will increase the chances of their efficiency and effectiveness in discharging their duties.
Training is a learning experience which has a capacity to make positive changes and reach up
to the desired objectives of the organization. It improves the ability of the employee to
perform the job efficiently and with excellence. Training and development programs are the
basic structural and functional foundations for the development of the employees.
These foundations are important for guiding the employees through different situations.
Training and Development programs are the framework for helping employees to develop
their personal and professional skills, knowledge, and abilities. Training imparts knowledge
to the employees regarding different issues in the organization and the proper execution of

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 these programs result in number of benefits such as development of profitable, adaptable as
well as efficient organization and productive & contented employees. It is useful in the
following manner:
Employees are able to balance their work life and personal life in a better manner which leads
to reduction of stress. Such programs help in improving physical and psychological health of
the employees, thereby bringing down the absenteeism rate. These programs develop the
employee morale, increase the productivity, job satisfaction and commitment of the
employees towards the organizational goals. These programs also aim at the progress of the
individuals in their personal and professional lives. They improve the communication
between all levels of management which helps in minimizing conflicts between different
levels of employees.
Such types of programs lead to effective negotiation and enable the designing of the contracts
which satisfy all sorts of employees. These programs enhance efficiency of management and
strengthen employee organization. These programs improve the leadership, problem solving,
interpersonal and conflict resolution skills of the employees. They are important for
sharpening and utilization of the employees' creative and innovative skills.

Literature Review:

Training And Development:

According to the Michel Armstrong, “Training is systematic development of the knowledge,
skills and attitudes required by an individual to perform adequately a given task or job”.
(Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,2001)
According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of
an employee for doing a particular job.” (Source: Personnel Management, McGraw Hill; 6th
Edition, 1984)
The term 'training' indicates the process involved in improving the aptitudes, skills and
abilities of the employees to perform specific jobs. Training helps in updating old talents and
developing new ones. 'Successful candidates placed on the jobs need training to perform their
duties effectively'. (Source: Aswathappa, K. Human resource and Personnel Management,
New Delhi: Tata Mcgraw-Hill Publishing CompanyLimited,2000, p.189) The principal
objective of training is to make sure the availability of a skilled and willing workforce to the
organization. In addition to that, there are four other objectives: Individual, Organizational,
Functional, and Social.

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 Individual Objectives – These objectives are helpful to employees in achieving their
personal goals, which in turn, enhances the individual contribution to the organization.

Organizational Objectives – Organizational objectives assists the organization with its

primary objective by bringing individual effectiveness.

Functional Objectives – Functional objectives are maintaining the department's contribution

at a level suitable to the organization's needs.

Social Objectives – Social objectives ensures that the organization is ethically and socially
responsible to the needs and challenges of the society.Further, the additional objectives are as
follows:

To prepare the employees both new and old to meet the present as well as the changing
requirements of the job and the organization.
To prevent obsolescence.
To impart the basic knowledge and skill in the new entrants that they need for an intelligent
performance of a definite job.
To prepare the employees for higher level tasks.
To assist the employees to function more effectively in their present positions by exposing
them to the latest concepts, information and techniques and developing the skills they will
need in their particular fields.
To build up a second line of competent officers and prepare them to occupy more responsible
positions.
To ensure economical output of required quality.
Types Of Training And Development Programs Which Are Provided To The Employee:
Different practices are followed in different industries and in different organizations too. So,
the need of training and development programs is depending up on the requirements of the
job profile. Therefore there are various types of programs shared by different authors. The
types of training and development programs are as follows:
Types of Training

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 Job Instructions Programmed Instructions
Apprenticeship & Coaching Class Room Lectures
Job Rotation Simulation Exercises
Committee Assignment - Business Games
Internship Training - Case Study Method
Training through step by step - Audio- visual Method
Experiential Exercises
Vestibule training
Computer Modelling
Behavioural Modelling
Role Playing
Conference/ Discussion Method
Workshop / Seminars
(Source: Researcher's Contribution)
Stages of Training and development Programs:
Training should be conducted in a systematic order so as to derive expected benefits from it.
The training system involves four stages, namely:
Assessment of training and development programs needs.
Designing the training and development programs.
Implementation of the training program
Evaluation of the training program
Stages in Training and Development Programs
(Source: P. Subba Rao, “Essentials of Human Resource management and Industrial
Relations” Himalaya Publication House, 3rd Revised & Enlarged Edition 2009, Pg-199-203)
Development
Employee Development Programs are designed to meet specific objectives, which contribute

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 to both employee and organizational effectiveness. There are several steps in the process of
management development. These includes reviewing organizational objectives, evaluating the
organization's current management resources, determining individual needs, designing and
implementing development programs and evaluating the effectiveness of these programs and
measuring the impact of training on participants quality of work life.

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 CHAPTER-IV
DATA ANALYSIS
AND
INTERPRETATION

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 “PROCESSOF TRAINING AND DEVELOPMENT"

Evaluate performance
|
|
|
Identify training needs
|
|
|
Establish objectives
|
|
|
Select training methods
|
|
|
Conduct and Deliver Training

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 Interpretation:-

1. Your Organization considers training as a part of organization strategy. Do you agree

with this statement?

No of Employees Strongly agree Agree Disagree Somewhat agree

20 08 10 01 01

1
1

8 Strongly agree
agree
disagree
somewhat agree

10

According to the above data, It is clear that out of 100% employees of Indorama.

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AKIMSS,Solapur. Page 25
 CHAPTER 5
FINDINGS AND
SUGGESTIONS

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 FINDINGS:-
1. Today Kaizen Honda is counted in one of the most leading companies. The reason
behind it is the efforts taken by the company to understand its employees. Employees
are considered as one of the most important of the company.
2. In the organizational qualification, Experience, Skill & knowledge these criteria are
applied for the selection of the employees.
3. The organizations have maximum number of experienced employees lies the age

above 40.

4. It is observed that the company provides a equal employment opportunity

5. The organization always trustson their employees.

6. The company has a good compensation management & provides various types of
incentives include Monetary as well as Fringe benefits.
7. Management adopts good performance appraisal system.

8. Most of the employees are very satisfied with various programs organized by the
management.
9. Company’s workers are well trainedin the safe operation or all equipment and process
to use in jobs.
10. Attractive Salary, Brand name, Goodwill are the things the employees are attracted to
the organization.
11. Some time management can allow to employee participate in job related decision.

12. Communications between management and employee lines are totally open means
any employee can talk with any head of the department or manager.
13. Employee’s trade union isregistered.

14. There are harmonious relations between the Management & the workers.

15. Company provided retirement policy to employee and all workers aware about
retirement policy.
16. It is found that, according to the most of the employees feel that HR policies and
practices followed by the company is very good.

AKIMSS,Solapur. Page 27
 CONCLUSION:-

From the above study I can conclude that,

As per the collection of data and interpretation and analysis of the data I can conclude
that Menon and Menon Ltd. is one of the preferred company of the employees for
working and they also follows all HRM practices in their day to day operations for the
engagement of employees in their work and try to get 100% efforts from them with
their satisfaction, so organizations keep them on top position for next ten years.

SUGGESTIONS:-

1. Organization may update its performance appraisal system. It would help organization
& employees to enhance their performance.
2. The company should focus on the recruitment for balancing the experienced and fresh
blood group.
3. Instead of Job related training, the workers should also get training on Soft skills,
personality development, Leadership qualities which will improve the communication
skills of the workers.
4. Organization may undertake various update activities to help all employees to know
HR policies and practices adopted by organization.
5. The organization may form IQAC(Internal Quality Assessment Cell) for improving
performance of the organization .
6. The workers should be judged on certain parameters and the best workers name
should be displayed on the notice board, this will help in increasing the morale of the
workers & the workers will also work more efficiently.
7. Consistently good performers should be given Appreciation letters by the Head of the
Department.
8. In order to reduce absenteeism & Leaves taken the management should take
initiatives to give a reward to the most regular worker.
The organization may for alumni cell for the retired employee.

AKIMSS,Solapur. Page 28
 QUESTIONNAIRE

1) How many training programs company have organise?

a) Less than 10
b) 10-20
c) 20-40
d) More than 40
2) Training is must for enhancing productivity and performace?
a) Agree
b) Disagree
c) Strongly agree
d) Strongly disagree
3) What do you understand from training?
a) Learning
b) Enhancement
c) Sharing Information
d) All the above

4) Training need analysis process is effectively conducted in the organisation?

a) Agree
b) Disagree
c) Strongly agree
d) Strongly disagree
5) Do you feel training program is compulsory for the employees?
a) Yes
b) No
c) Can’t say

AKIMSS,Solapur. Page 29
 6) Skills that trainer should process to make the training effective?
a) Technical skills
b) Soft skills

7) What type of training given in the organisation?

a) Of the job
b) On the job
8) Employees are given appraisal in order to motivate them to attend the? Training do you
agree with this statement?
a) Agree
b) Disagree
c) Strongly agree
d) Strongly disagree

9) Proper feedback in obtained in after training?

a) Agree
b) Disagree
c) Strongly agree
d) Strongly disagree

AKIMSS,Solapur. Page 30
 9. BIBLIOGRAPHY:-
Websites:-

1) www.wikipedia.com
2) www.kaizenhonda.com

Book Referance:-

1. Gary Dessler (2003), Human Resource Management, 10th Edition, Pearson

Education, New Delhi, Page Number: 283

2. Bhaskar Chattargee (1996), Human Resource Management Contemporary Text,

Sterling Publishers, New Delhi, Page Number:135

3. Biswajeet Pattanayak (2001), Human Resource Management, Prentice-Hall Of India

Pvt Ltd, New Delhi, Page Number:150

K. Aswathappa (2002), Human Resource Management, Tata McGraw-Hill Publishing Company

Ltd, Page Number:19

AKIMSS,Solapur. Page 31