A Project Report on The satisfaction level of the employees regarding training programme at Kirlosk

The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

EXICUTIVE SUMMARY KIRLOSKAR is known for the excellence of its quality and the wide range of motors not only in India but also throughout the world. The project was undertaken in Kirloskar Electric Company Ltd, Unit-II, Hubli. The study was made to know “Training & development of employees in KEC”.

INDUSTRY PROFILE: The world electric power industry provides a vital service essential to modern life. It provides the nation with the most prevalent energy form known in history electricity. It advances the nation’s economic growth and productivity; promotes business development and expansion and provides solid employment opportunities to workers globally in general and India in par like every other industrial sector in India, the Indian Electrical/ Electronics Industry too is slowly emerging from out of its “protective cover”. For far too long has Indian Industry remained shackled and consequently inward looking. The Indian Electrical/ Electronics Industry are of course further besieged by fact that there is a dearth of business on account of lack of investment in the power infrastructure.

COMPANY PROFILE: Kirloskar Electric Company Ltd., India’s leading manufacturer of electric motors was established in 1969. The company manufactures a variety of products covering AC Induction Motors, AC Generators, DC Machines, Transforms, AC Control equipments, etc. Laxmanrao Kirloskar is the founder of KEC. Laxmanrao Kirloskar is often referred to as “Ford of India”.His words breathe the spirit with which the Kirloskar Industrial journey began.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

Major Products are: •

Small and medium AC Motors- 0.09 KW to 90 KW

•

Small and Medium AC Generators -1KVA to 90 KVA

•

Motorizes Gear Units-0.09KW to 90KW

CERTIFICATION: K.E.C. Unit II at Hubli has both ISO: 9001 and CE mark and CSA Certification for its products.

SCOPE OF THE STUDY: A study was conducted at KEC Ltd, Hubli to known the satisfaction level of the employees regarding training programme. The questionnaire for this survey was framed considering those factors where corrective action can be taken at KEC. The study is limited to the permanent employees.

Need For the Study: 1.

To know that whether training program should be there in the organization

2.

To know that feedback after the training play an important role on part of employees.

3.

To know that whether training given in an organization suits their particular field

4.

To know that training feedback and effectiveness whether help employees to improve their

performance level on the job.

OBJECTIVES OF THE STUDY: 1)

To Study the training and development process at KEC Ltd.

2)

To study the effectiveness of training program.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

3)

To study the attitude of the employees towards training program.

4)

To study the improvement of productivity after training.

RESEARCH METHODOLOGY: Sampling: The study was conducted at Kirloskar Electric Company Ltd, UNIT-ІІ, Hubli. It has 562 employees working in different departments. For the purpose of the study 100 employees have been chosen as a sample size by convenient random sampling Research Design: Research is conducted by using survey method. Out of 562employees 100 employees was chosen as a sample size through convenient random sampling. With the help of questionnaire I have done Personal interaction with the respondents, and the survey is restricted only to the employees of KEC. Sources Used For The Study: I took Questionnaire as a measuring tool for this survey.

Data collection method: Data was collected from both primary and secondary source. The study was based on sampling method, 100 respondents were selected for the study. All the interviews were conducted in the factory premises.

1) Primary data collection: Primary Data was collected through questionnaire and Personal interview. Each interview took about 10 to 15 minutes.

2) Secondary data collection: Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

Secondary data was gathered from company manuals, company guide, and information from Internet & through observations.

FINDINGS OF THE STUDY: 1. It is found that training programs are more practical & applicable on the job.

2. It is found that trainings are effective because it helps to enhance the technical knowledge.

3. It is found that training helps to change the attitude of employees towards the job.

4. It is found that training is productive if applied by professionally trained people

RECOMMENDATIONS OF THE STUDY: 1.

The HR department should conduct briefing and debriefing sessions for employees for

training as to give them an idea as why training is been conducted and what they have to learn in the training program conducted and also after training completion they should take feedback as to how effective was the training so that the necessary improvements in training program can be considered and implemented.

2.

The HR department should provide training by professionally trained people.

CONCLUSION: To conclude, it can be said that, all different steps and changes adopted by the organization determine the success of the organization so the HR department is effective enough as to manage Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

change and bring pride to the organization by conducting continuously training programs so as to enhance the personal growth of an individual.

INTRODUCTION OF THE STUDY PROJECT TITLE: Training and Development of employees at KEC It is my immense pleasure to do my project on the topic “Training and Development of employees in KEC”, Hubli. KEC is known for the excellence of its Engineering, quality and reliability not only in India but also throughout the world. It is great opportunity for me to do the project from such an esteemed company. The project was required for the partial fulfillment of MBA IІ nd SEM in “SVMVV’s Institute of Management Studies, Ilkal”

INTRODUCTION ABOUT TRAINIG AND DEVELOPMENT Organization & individual for their survival & attainment of mutual goals should develop & progress simultaneously; this can be done mainly through training technique. Because training is the most important technique & it is value addition to the organization through Human Resource Development for the development of the employee. The employee she/he been selected, placed & introduced in an organization should be provided with training facilities in order to adjust & make them suitable for the jobs, as no organization can get a candidate who exactly matches with the job & organizational requirements. The trained employees are the valuable assets to any organization.

Training in the organization mainly Vega the difference between the job requirements & employees present specifications. So employee training is the most important sub-system,

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

specialized & one of the fundamental operative functions of Human Resource Development.

Organizational efficiency, productivity, progress & development, also organization viability, stability & growth to greater extent depends on training. If the required training is not provided it leads to the failure of the performance failure of the employees. Training enhances the competence, commitment, creativity & contribution for the organization.

Training is the act of increasing the knowledge & skill of an employee for doing a particular job.

In other words, training improves change & moulds the employee’s kin

NEED FOR TRAINING: i.

To match the employee specifications with the job requirements & organizational needs. Training is needed to fill these gaps by developing & molding the employee’s skill, knowledge, attitude, behavior etc to tune the organization needs & job requirements.

ii.

For the organizational viability & transformation process so the organization has to train its employees to impart specific skills & knowledge in order to contribute to organizational efficiency & to cope with the changing environment

iii.

Every organization in order to survive & to be effective should adopt the latest technology i.e. mechanization, computerization & automation. So to adopt these technologies the organization should train the employee to operate them & enrich them in the areas of changing technical skills & knowledge from time to time.

iv.

For the organizational complexity it occurs because of the increased mechanization & automation manufacturing the products & by-products or dealing in services of diversified lines extension of operations to various regions & overseas countries. This creates a complex problem, & this situation calls for training in the skills of coordination, integration, & adaptability to the requirement of growth, diversification & expansion.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

The Training needs also arise to: 

Increase productivity



Improve the quality of the product/service



Improve organizational climate.



Effect personal growth



Help a company to fulfill its future personnel needs.



Prevent obsolescence

How to make training effective:  Determine the training needs through job description, performance appraisal, potential appraisal and discussion with employees.  Prepare a training calendar in discussion with the managers concerned.  Define the training objectives specifically.  Select the efficient faculty Methods of Training 1. on-the job training: Here, the individual is placed on a regular job and taught the skills necessary to perform that job.

The trainee learns under the supervision and guidance of a qualified worker or instructor. It gives firsthand knowledge and experience under the actual working conditions.

Job Rotation: This involves the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

assignments. This method gives an opportunity to the trainee to understand the problems of employees on other jobs.

Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individuals. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvements. But the trainee may not have the freedom or opportunity to express his own ideas.

Job Instruction: This method is also known as training through step by step. The trainer explains to the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee.

Committee Assignments: A group of trainees are given and asked to solve an actual organizational problem. The trainees solve the problem jointly. It develops teamwork.

2. Off the job training: The trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance.

Since the trainee is not distracted by job

requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees.

Vestibule training:

Actual work conditions are simulated in the classroom. Material, files and

equipments, which are used in actual job performance, are also used in training. This type of Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

training is commonly used for training personal for clerical and semi-skilled jobs. Theory can be related to practice in this method.

Role-playing: It is a method of human interactions that involves realistic behavior in imaginary situations. This method of training involves certain characters. This method is mostly used for developing interpersonal interactions and relations.

Lecture Method: The instructor organizes the material and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate and create interest among the trainees. This method is direct and can be used for a large group of trainees. Costs and time involved are reduced.

Conference or discussion: This method involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions, which contribute to the improvement of job performance.

Programmed instruction: The subject matter to be learned is presented in a series of carefully planned sequential units.

These units are arranged from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks.

Advantages of training: ď ś Increased Productivity: An increase in skill usually results in an increment in both quality and quantity of output. ď ś Heightened Morale: Possession of needed skills help to meet such basic human needs as security and ego satisfaction. Collaborate personnel and human relations programmes can Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

make a contribution towards morale, but they are hollow shells if there is no solid core of meaningful work down with knowledge, skill and pride. ď ś Reduced Supervision: The trained employees are one who can perform with limited supervision. Both employee and supervisor want less supervision but greater independence is not possible unless the employer is adequately trained. ď ś Reduced accidents: More accidents are caused by deficiencies in people than by deficiencies in equipment and working conditions. Proper training in both job skills and safety attitudes should contribute towards a reduction in the accident rate.

Training Process: 1)

Design the training needs

2)

Job and organizational analysis

3)

Evaluate the trainee

4)

Prepare cost budget and foresee budget

5)

Design training content, teaching methods and media

6)

Prepare the instructions

7)

Get ready to teach

8)

Implement the training program

9)

Present the operations

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

10)

Gain the acceptance of the program

11)

Try out the trainees performance

12)

Evaluate the results

13)

Update the program

Methods of Training Evaluation:  Immediate assessment of trainee’s reaction to the programme.  Trainee’s observation during the training programme.  Knowing trainees expectations before the training programme and collecting their views regarding the attainment of the expectations after training.  Seeking opinion of the trainee’s superior regarding his / her job performance and behavior before and after training.  Evaluation of trainee’s skill level before and after training program.  Measurement of improvement in trainees on the job.  Cost – benefit analysis of the training program  Seeking opinion of trainees colleagues regarding his / her job performance and behavior

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

 Measurement of levels in absenteeism, turnover, wastage / scrap, accidents, breakage of the machinery during pre and post period of the training program.  Seeking opinions of trainee’s subordinates regarding his / her job performance and behavior.

INDUSTRY PROFILE Electrical Industry Overview The world electric power industry provides a vital service essential to modern life. It provides the nation with the most prevalent energy form known in history electricity. It advances the nation’s economic growth and productivity; promotes business development and expansion and provides solid employment opportunities to workers globally in general and India in particular. It is a robust industry that contributes to the progress and prosperity of our nation. Today the electric power industry operates in a hybrid model of competition and regulation. The worldwide electrical and electronics industry is growing at a fast pace which consist of manufactures, suppliers, dealers, retailers, electricians, electronic equipment manufacturers.

Power industry restructuring, around the world, has a strong impact on Asian power industry as well. Indian power industry restructuring with a limited level of competition, since 1991, has Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

already been introduced at generation level by allowing participation of independent power producers. The new electricity act 2003 provides the provision of competition in several sectors. It is felt that the prevailing conditions in the country are good only for wholesale competition and not for the retail competitions at this moment.

As per the recent survey, the global electrical and electronics market is worth $1,038.8 billion, which is forecasted to grow to $ 1216.8 billion at the end of the year 2008. if we talk of electrical and electronics production statistics, the industry accounted for $1025.8 billion in 2006, which is forecasted to reach $1051.5 billion in future.

Size of the electric industry: Top three electrical and electronic goods manufacturing countries in the world are: United States of America, Japan and Korea respectively. The United States of America being the largest producer of electronic products worldwide contributes the total share of around 21%. Furthermore, USA is at the forefront to have the largest market share with around 29% in the global market.

The world’s electrical market size was $1038.8 billion in 2006, since last year an increase of 10.6% is forecasted to grow even more. The industrial electrical goods industry size was $651.3 billion, contributing around 62.7% of the total. With regard to electronics part and components sectors, the total market share was around $282.7 billion i.e.27.2% while home electronics was $104.7 billion. This figure is supposed to increase in this decade.

Major production and export centers: As electronic manufacturing industry is growing with a fast pace, Western Europe is developing gradually to contribute this industry. Western Europe comprising of 16 countries is contributing around 22% of the global market share. Simultaneously, ease\tern Europe is forecasted to grow about $24 billion in 2013 from $9 billion in 2006.

If we talk of Asia pacific region, china, Japan, north and South Korea, Singapore and India are the top manufacturer of electrical and electronic products. Among these Asian countries, china is becoming the manufacturing region of electronic products on the globe.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

In United States of America, cities like new York, Atlanta, Colorado, Detroit, Florida, new England, san Diego, san Francisco and Texas can be named as industrial hubs of electronics industry.

At present, Asia is growing with more seed in comparison to Americas and Europe. In 2002, Asia occupies 41% of total electronics market share, which grew up to 56% in 2007. Those days are not far away when Asia will become the market leader globally.

Products are heading towards new destinations where cost is less than other place with higher costs involved. These places offer the most long term potential for market growth. Companies indulged in manufacturing electrical products are investing a lot on research and development for the best products to meet the demand of the market. They are manufacturing the product with best quality at reduced cost due to many competitors.

INDIAN ELECTRICAL INDUSTRY Prospects of the Indian Electric/ Electronic Industry: Like every other industrial sector in India, the Indian Electrical/ Electronics Industry too is slowly emerging from out of its “protective cover”. For far too long has Indian Industry remained shackled and consequently inward looking. Over the past fifty years there was no exposure to global players and competition, with the result that the Industry grew up in a sheltered environment, dependent on the Government for everything, from licenses to protection to tariffs.

Each one of these interventions was aimed at securing protection for oneself and ensuring growth of one’s own organization at the cost of industry and the nation at large. Lack of global competition encouraged a “cost plus” approach, where every conceivable cost increase was passed on to the customer. There was thus no motivation to reduce costs Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

With deli censing, decontrol and deregulation, Indian Industry has suddenly been exposed to global competition. Since last decade, India has witnessed what global players have achieved and what they are capable of achieving. We are becoming aware of competition on our turf.

In this scenario, every company complains of increased competition, lower order books and shrinking margins. The Indian Electrical/ Electronics Industry is of course further besieged by fact that there is a dearth of business on account of lack of investment in the power infrastructure.

Many organizations in this industry are looking overseas to develop the export markets owing to reduced demand at home.

FACTORS GOVERNING THE GROWTH OF THIS INDUSTRY Every industry thrives on some supporting factors. In this connection, there are few factors governing the growth of electrical and electronics industry: •

Research & development played an important role to the increased productivity and

higher-value added electrical and electronics products. •

Foreign investments accelerated growth in production and export as well. To

expand their business, foreign companies have done huge investment which leads developing countries in establishing production units.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

•

Global industries like Medical, Telecommunications, Industrial & Automotive

industries have been cordially supported by electrical & electronics industry.

•

Increased in income changed living standards of the common mass. As a result, it

increased the demand of electronics especially consumer electronics products globally.

•

Electric & Electrical industry is highly fragmented which comprises of many small

and medium size enterprises resulting into a huge industry.

•

Asia Pacific region is emerging as the most spinning place for the consumer

electronics industry, as the markets remain still unbroached.

COMPANY PROFILE Kirloskar Electric Company Ltd., India’s leading manufacturer of electric motors was established in 1969.Today, this company manufactures a variety of products covering AC Induction Motors, AC Generators, DC Machines, Transforms, AC Control equipments, etc.

TOTAL AREA OCCUPIED The Unit II is spread over a wide area of 110 acres, segmented into 1 guest house, recreational club, quarters [executives] 4 quarters for emergency services.

MAJOR PRODUCTS •

Small and medium AC Motors- 0.09 KW to 90 KW

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•

Small and Medium AC Generators -1KVA to 90 KVA

•

Motorizes Gear Units-0.09KW to 90KW

CERTIFICATION K.E.C. Unit II at Hubli has both ISO: 9001 and CE mark and CSA Certification for its products.

ABOUT THE FOUNDER Mr. Laxmanrao believed that, “A Company’s progress was determined by the integration of man and his intellect with technological growth” and this was proved by the pioneering achievements of the Company.

The Kirloskar Group of companies is committed to Innovation, Quality and Continuing Technological Advancement. Laxmanrao Kirloskar is often referred to as “Ford Of India”..

A country’s progress has been closely linked to effective harnessing and use of electrical energy for the benefit of its people. Kirloskar Electric Company’s endeavor has been to contribute cost effective solutions in all application of electricity. They are actively involved in supplying electrical industrial electronic equipment, systems to industry, agriculture and utilities. In all these ventures, their focus has been to provide state of the art technology that can living standards and thereby make the environment a better place to live in.

In the words of Mr. Laxman Kirloskar: “My faith is in the human intellect. It gives us our means to create wealth by directing our talents towards procedure work. And therefore, freedom for individual ability is the only way a society can prosper. After all, you cannot distribute wealth unless you first create it. And you cannot create it unless you know how” Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

His words breathe the spirit with the Kirloskar industrial journey began. And this spirit has continued through the passage of time. K.E.C Ltd.

An ISO 9001 certified company was

established in 1946 with its registered office at Rajajinagar in Bangalore. As a part of diversification activity, K.E.C Ltd. started another unit at Hubli in 1969, to manufacture Electric motors ranging from fractional horsepower to motor up 20HP. Under the leadership of Shri Laxmanrao Kirloskar and Shri N.W.GUJAR, K.E.C unit-1

ORGANISATION STRUCTURE OF KEC UNIT II HUBLI

Chief Executive Deputy General Manager

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Personnel

Department

Production Departmen t (Manager)

Finance

Engineering

Quality

Department

Departmen

Assurance

(Manager)

t

Departmen t

Marketing

M.M.D

Stores

Central Planning

(Deputy

(Assitant

Manager)

Manager)

(junior Manager)

(Assistant Manager)

INTRODUCTION OF KEC LTD The K.E.C Unit – II, Hubli was founded on 2 nd march 1969 and is situated on Gokul road, Hubli580030. It covers 110 acres, which presents a gigantic picture. K.E.C Unit-II is also known, as KAYTEE SWITCHGEAR LTD. is a subsidiary unit of K.E.C. It is mainly concerned with production whereas K.E.C looks carries out all other activities. The main branch is at Bangalore.

The board of Directors at Bangalore formulates all the policies and plans.

Kaytee switchgear Ltd. has been set up under the Arrangement Scheme U/S 391- 394 of Company’s Act 1956, which has been approved by the honorable High Court of Karnataka.

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Certain specified assets and liabilities of K.E.C have been transferred to KSL. Thus KSL has come into existence from 4th August 2003.

KSL has been brought into existence to overcome financial problems which are the results of accumulated losses of 30 crores because of heavy competition. Performance of K.E.C has been disappointing as concerned to the financial year 1997-1998. This unit is the only one unit that seems to be contributing to the profits in terms of turnover, which is the highest among all over units of K.E.C group. The production activity is carried out throughout the year in this unit.

MISSION, VALUES AND QUALITY POLICY QUALITY POLICY The Quality of KEC Ltd. shall be to design, manufacture and market at competitive prices, products of such quality, which relates in customer satisfaction, quality reputation and market leadership.

MISSION 1. To remain a leading producer of Electric Technology products in India.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

2. To continuously grow in our business and become a significant player in the world market.

3. To maximize Return on Investments.

4. To achieve International levels of excellence in technology and quality.

VALUES 1. Products of highest technology and quality.

2. Customer Orientation.

3. Team Work among our people.

4.

Profit of Growth.

HEAD OF DEPARTMENTS HOD’S 1. CEO

: Shri S. Panikar.

2. PERSONNEL

: Shri U. Parameshwar.

3. FINANCE

: Shri B.G. Malogi.

4. MARKETING

: Shri V. Ramprasad.

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5. MMD

: Shri Ashok Adakoli.

6. COMPUTER

: Shri D.A. Desai.

7. Q.A

: Shri Manoj Torvi.

8. PRODUCTION

: Shri D.S. Odeyar.

9. SHOP III

: Shri K.K. Nagaraj.

10. MSD, MED

: Shri S.V. Purohit.

MAJOR IMPORTERS OF KEC PRODUCTS: 1.

AFRICA

2.

GERMANY

3.

MIDDLE EAST

4.

SOUTH EAST ASIA

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5.

UNITED STATES OF AMERICA

6.

UNITED KINGDOM

MAJOR COMPITITORS OF KEC, HUBLI: •

Crompton Greaves Ltd, Bhandup.

•

Siemens

•

N.G.E.F

•

The GEC of India Ltd, Paharpur Works.

•

Bharat Biilee Ltd, Thane.

•

Asia Brown Boveri Ltd, Faridabad.

•

Remi.

COLLABORATIONS OF KEC: Kirloskar Electric provides latest technology products to customer. Towards this, it has entered into collaborations with foreign companies apart from indigenous Research and Development efforts some of the major collaborations are 1. AEG, Germany

: AC Induction Motors.

2. AEG, Germany

: AC Generators.

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3. OCREV, Italy

: Cast ResinTransformers.

4. FUJI Electric, Japan

: Inverters.

5. University of WUPPERTAL Germany

: Vector Control invertors.

BOARD OF DIRECTORS Vijay Kirloskar

:

Chairman and Managing Director

Agarwal .S.N

:

Director

Anil Kumar Bhandari

:

Director

Sarosh. J. Ghandy

:

Director

Mythili . BalSubramanian

:

IDBI Nominee

Ramesh. D. Damle

:

LIC Nominee

Malik. P.S

:

Dy. Managing Director

Venkatesh Murthy. D.R

:

Director Sales & Marketing

Company Secretary

:

P. Y. Mahajan

Auditors

:

B.K.Ramdhyani & co. Bangalore

PRODUCT PROFILE: HUBLI UNIT MANUFACTURES MAINLY 1) AC Generators 1. Single phase.

2. Three phase.

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Application of AC Generators I.

Air conditioning II.

Farm Houses

III.

Shops

IV.

Domestic

V.

Offices

VI.

Petrol Bunks

VII.

Restaurants

VIII. IX. X.

Railways Movable Power Towers Defence

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1 AeroTec 2 Tubular Motor Type 15/12 to 30

Aquero

VariEco

Motor with Force Cooling Unit

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Armatures

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2) AC Motors (Small and medium range) up to 90 watt and various types.

1.

Prime series motors.

2.

Loom and card motors

3.

Flame proof motor

Applications of AC Motors I. II.

Pumps Fans

III.

Compressors

IV.

Conveyors and industries etc.

Company design and manufacture their products according to the standards of 

ISO( International Organizational for standardization )



IEC( International Electro technical Commission)



BIS( Bureau of Indian Standards)



BSI( British Standards Institution)



JEM( Japan Electrical Manufacturing Association)

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TRAINING AT KEC Training plays a very prominent role in the human resource polices of Kirloskar Electric Company.

At Kirloskar Electric Company, there is a system of conducting regular training programmes according to the need plan prepared at the beginning of the year. The training programmes are conducted between first and 15th may of every month with the help of outside faculties and company’s resource persons. The personnel department organizes the training programmes.

The training needs are identified at the beginning of the year. There are a number of department at Kaytee Switchgear Co. and each department has their own training needs. These departments send training need requisition from to the personnel department. The personnel department then sorts out the topics, the criteria being usefulness and profitability. That is, they check whether these topics are useful to the employee and whether it actually results in improve job performance and in turn profitability for the company. The concept of usefulness and profitability I entirely subjective and depends upon the person who sorts out the requisitions.

For the purpose of sorting out topics the training topics are classified under four heads: •

Quality topics

•

Technical topics

•

General topics

•

Management topics

The sorted out topics are further filtered out, by checking for faculty and time, course content and profitability.

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OPERATING GUIDELINES: A)

Training needs survey: Training requirements survey prior to the commencement of an operative year.

1)

Head of departments are provided with guidelines that cover the basic

purpose for training and various courses from which the needs can be assessed.

Following factors to be considered.

2)

Strategic plans of the organization and weak operational areas as estimated

by top management.

B)

3)

Training requirements as projected by HOD and the individual employees.

4)

Reporting officer’s remarks in Performance Appraisal reports.

5)

Training effectiveness reports of previous years performance.

6)

Refresher training requirements in critical areas.

7)

Career planning and succession planning inputs.

8)

Inputs required by new entrants.

9)

Training arising out of promotions and transfers.

Training schemes:

Training schemes are prescribed for senior executives, managers, supervisors and operators in the areas of managements, marketing, technical, information technology quality and general programs.

But the company is not conducting the training programs as per the planned schedule due to various reasons.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

TYPES OF TRAINING CONDUCTED AT KEC FOR EMPLOYEES 1)

Bearing Assembly

2)

Product finishing

3)

Mechanical metrology

4)

Electrical testing

5)

Fits and Tolerance

6)

Crimping

7)

Jigs and Fixtures & modern cutting tools

8)

Winding

9)

5s concepts

10)

Safety

11)

Organizational behavior

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

DEPARTMENTS FINANCE DEPARTMENT This department is the back bone of the company. The major financial activity is being carried at the head office Bangalore. The financing activity is being divided into 3 heads: 1.

Accounting.

2.

Taxation.

3.

Financing.

ACCOUNTING 

Providing/ facilitating finance information to the various departments.



Controlling / reducing the costs of department.



To effective management in the organization.

TAXATION This involves buying and selling of goods outside the company. It is levied by the central government on manufactured unit. It was basically started in the year 1944 known as addvalorm which meant some percentage of value charged to customers. Present rate of central excise duty is 16% for each component on sale value added with education cess of 2% plus 1% on basic and after that the profit in the product is decided. Only 4% is actually paid affirm the other 12% is been paid by the supplier as per the invoice raised.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

FINANCING Managing of WCM based in management information system. It includes inventory control, daily collection, payments. ďƒ˜

Altogether managing with available funds.

ďƒ˜

Attaining internal and external auditing.

Finance department is the blood of any business organization to survive. Any organization handicapped by finance will never complete an ultimately results in failure and a burden to economy. Finance department is concerned with planning and controlling of company financial resources.

The company policy is formulated and credit worthiness of the customer is evaluated audits such as cash audit, internal audit, cost audit is done per month. In the finance department of KEC UNIT-II, there are 26 staff members contributing towards the effective functioning of the department.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

MARKETING DEPARTMENT Success of any product totally depends on HO it is marked and positioned din the market.

Marketing department is on of the important functional divisions of KEC UNIT-II, which is basically, identifies and meets the needs of customers profitably. The people in the marketing department are responsible for the growth of a business concern because they come in direct contact with the customers who now are considered as King of the market as it is a buyer’s market and no more a seller’s market.

As marketing departments basic principle is to take care of the customers to achieve way they have divided their department in to their sections such as : 

Marketing



Customer Service



Communication

Marketing is further having its subgroups i.e. technical group, which does the job of tendering or equally handling Execution, is planning group.

The network of marketing department has all over India at 28 branches known as sales office/branches.

The function of this division in K.E.C UNIT-II starts to determine the needs of the customers their documents concurrently then accurately to communicate then to various departments.

Marketing:When a branch office in any part of its network receives an order in case of special product (i.e. as per customer requirements) it sends an order acceptance copy i.e. duly verified by the sales engineering of that branch to the tendering group where this OA copy is examined and sent to planning department and further forwarded engineering department for design and development of

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

special product who prepares its engineering specification and sends it to the purchase department if any new or additional components are regard to the production department.

The marketing department based on the demand contacts the materials management department issues materials on the amount and the type of material, which required. Based on the amount required the department based on the demand contacts the materials management department issued materials on the amount required the production scheduling, routing and the like has to be carried out.

Customer Service:As the name of section specifies it takes care of the customer, their complaints, service after sale pre sale replacement etc., this section has the following divisions.

1. Spares divisions 2. Service divisions There are two spare dealers all over India who sell the spares when order is placed, spares are nothing but the components of K.E.C product and when needed separately are sold with their brand name when they receive any sort of complaint/inspects the product default, if minor corrects if there only and if minor corrects if there only and if minor corrects is there only and if major problem and not possible at silk then it is brought to service center.

Every month there is a meeting held exclusively for customer complaints received forms all the braces? They analyze it whether it is defect wise, product wise order. Prepare a report and if needed engineers are sent from the unit to branches.

Communication cell:Which interacts on a continuous basis with the customer and branch offices information such as state of execution the typist who type the order of acceptance delivery time on the computer etc?

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The people in this cell provide there with full updated information. As this product is an industrial product. The products price will be fined for IEEMA (Indian Electrical and Electronic manufactures Association)

K.E.C UNIT-II is planning turnover is 100 crores for last year achieved to the 84 crore.

This planning for turnover is 110 crores.

AC-Generator Marketing:In case of AC-Generator the final customer is directly purchase through Manufacture of Branch office or Dealer.

The O.E.M. (Original Equipment Manufacturers) who in turn places the purchase order to the branch office .The order acceptance form along with desired specifications is studied. Carefully in the marketing department and it is found possible for production is immediately informed to the O.E.M the information is also forwarded to the production unit.

AC Motor Marketing:The customer decided the rating of a motor required and approaches to the dealer, the dealer in turn acceptance and passes it on to the branch office which prepares an order acceptance and passes to customers and another to the unit of the production otherwise customer is directly contact through the marketing department.

CREDIT POLICY: Generally K.E.C-II does not follow the policy. But some times the credit is issued to a particular customer depending on the volume of the purchase, the type of a customer K.E.C UNITII has a credit policy extending to a maximum of 30 days.

DELIVERY TIME:-

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

K.E.C UNIT-II produces two types of products: 1. Standard products and 2. Special Products In case of standard products, as the duration of production is less so it takes 4 to 6 weeks for delivery.

Where as in case of products , new modifications have to be carried out so it takes 8 to 12 weeks for delivery.

COMPETITIORS 1. Organized sector •

BHEL

•

ASEA

•

Crompton Graves Ltd.

•

Siemens

•

NGFG

•

Remi sales and engineering

MANUFACTURING SERVICE DEPARTMENT Functions: 

Receiving communication from production shop and other departments.

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

Recording status of daily maintenance report.



Preparing and updating master list of machinery.



Preparation of history card and history sheet.



Preparing preventive maintenance schedule for machines and equipment.



Installing, testing and handling over new machines to concerned department.

DISPATCH DEPARTMENT This department is concerned with sending off all the finished goods to the respective customers.

This department has its direct contact with the marketing department. It receives a loading sheet from the marketing department which includes all the details of the product to be delivered with the full address of the party as per the sales order.

Functions: 

To see to it that the product is properly packed so as to keep the product free from

the damages during transportation. 

To check out all the convenient transportation facilities to avoid un-necessary

expenditure on transportation in the process of reaching the goods to all the customers. 

To check proper transshipment.

GENERAL STORES Responsibility: The head of stores division is responsible for overall function of the stores with duties delegated to SIC/FIC as applicable.

Functions: Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company



Receive materials as per the delivery challan/ invoice/credit reports.



Ensure identification, inspection status, supplier identification on the components

vendor code/material code in delivery challan/ invoice. 

Ensure quantity as per the delivery challan/ invoice.



Inform discrepancies if any to MMD.



Prepare receipt memo.



Storing & comparing material in mobile racks/ wooden pallets/stands in specialized

locations. 

Issuing materials as per indents to shops/ sub contractors.



Disposal of non-conformity/ scrap materials.



To maintain particular material in the department.

MATERIALS MANAGEMENT DEPARTMENT This department basically consists of the incoming materials procured from the supplier to manufacture a product. The materials before reaching into the process or stores, materials are inspected on various aspects by different inspection departments. 

To plan the materials requirement.



To order material and on approved supplied and supply in the quantity necessary to satisfy

marketing requirement.  

To monitor the material release for production in accordance with SRP/SCP/CCP To follow with supplier for supplier for supplying, required material at required time of

manufacturing. 

To keep the manufacturing division and other functional divisions other than the

manufacturing informed of related activities to facilitate overall coordination related activities include information regarding material availability supplier training programs reasoning for user training for supplier products etc.

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

To determine the need of stock replacement through use of daily material receipt perpetual

inventory. 

To monitor and reconcile materials issued to suppliers.



The quality management system set by MMD for the selected suppliers are as per 102

series supplier manual.

PRODUCTION DEPARTMENT This department is one of the vital departments in the company as all the production activities are being carried out here. The entire running of the company depends upon this department. The proper and timely working of the department helps in the products reaching the customers at a right time. Slight difference in the timing and quality upsets the cycle.

In many manufacturing unit production department forms the most important department of all the whole running of the unit depends upon this department the proper and timely functioning of this department helps in products reaching the customers end at right time. Slight difference in timing and quality upsets the cycle. Thus the production department we can say is the heart of the firm.

K.E.C UNIT-II philosophy has always been to excel in what one knows best in the process of development. KEC UNIT-II has laid great emphasis on adopting technology to suit the environment in which it has to operate K.E.C Brief description of shops: SHOP I: The matching functions are carried out in this shop which has 5 lines engaged in production namely welding section, sub assembly, labor section, tools and jigs crib and tool room.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

There are totally 80 machines and 100 workers in shop I. The raw materials arrived in this shop where the metal drilling, milling and shaft fixing is done and sent to the next process. The winding are also done in the shop I. Here the process of

Bodies – KH 100 to LD 225 frames.

Covers – KH 63 to LD 225 frame.

Shaft – KH 63 to LD 180 frame.

Gear cases – MGH 100 to MGH 225 frame.

Gears/pinions for Geared motors are done and also undertake manufacturing JIGS and FIXTURES and DIE-CASTING dies.

ROTOR SUB ASSEMBLY: Rotor is the static part in the ACM’s and dynamic that is moving in the ACG’s. The rotor goes through the following process.

1) Sinking: The roots are treated in the solution for convenience of inserting the shaft so that they expand and make it easy for insertion of the shaft.

2) Turning: The correct turning and made according to the specification.

3) Fan Shop Drilling: This is the process where in the fan is to be fixed and for this purpose drilling is done and then locks are fixed for safety.

4) Balancing: This step involves balancing the rotor properly.

WINDING: Winding is the most important functional part of the machine. It has to be done manually and precisely. This is the only process, which is totally manual. The motor is wound with correct rating wires.

SHOP II

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

Shop II is die cast shop. Here in this shop only die-casting is done. That is the shapes of body and nameplates final shape. The shop II has two machines, one for nameplate pressing and another for body.

It houses the router section, here stampings are received and die casting of the metal stamping is carried in a furnace heated at 675 degrees Celsius 755 degree Celcius.

ROTOR SECTION: Here processing of rotor sub assembling for KH 63 to 180 frames, SD 71 flange machine is undertaken.

DIE-CASTING SECTION: Here die-casting for motor for 63 to 225 frame motors and die-casting of bodies, flanges, covers, and terminal boxes from KH 63 to 10 frames.

SHOP-III This shop can be called as assembly shop because the products here will get up to 90% only, final finishing will be at this stage.

The assembling of motors of the frame size motors are assembled in this shop in three different assembly lines namely: •

The non-standard line for custom mode and is operated manually.

•

The standard line for this standard motor is also called verticals assembly line

where the motors are assembled mechanically by various stations in the machines acquired for the specific purposes. The export line is where the motors have to be exported assembled with due care and is done manually. After assembling the motors they are sent to the painting section, which is housed in the same shop.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

It works as research and development center for the company. It keeps its eye on the changes that are taking place in the electrical world and tries to adopt those changes in their manufacturing process. So it acts as research and development in the company.

SHOP V: Here assembling of medium and large motors generators and MGU’s under separate bays like ACM bay, ACG bay and MGUU bay.

A.C Motors Frame

Product

Rating

200 to 225

15 KW to 75 K W

A.C Generator Frame and DS-DL-CMA

2.5KVA to 90KVA

180 & 250 Motorized gear units

90 to 225

0.75 KW to 22 KW

Painting and testing is also done here.

SHOP VI: In this section, components used in the motors are pre treated and painted.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

K.E.C UNIT-II has to its credit the pioneering of the latest technology called “Unibake” system.

Earlier this system was applied to all the products but recently it has been restricted only for export orders. The domestic products are painted in conventional manner.

CENTRAL PLANNING DEPARTMENT Approach: Activities in the department are carried out with required resources. Resources include Building, Personnel, Manufacturing equipments, Test equipment etc. the available resources are managed to make quality products. The department, Organization, Process & Other activities followed for QMS requirements is given.

Functions: 

Make releases of the materials against SRP/SCP to various shops for further

processing in case of shop 5 only. 

To plan for assembly of ACM based on materials availability of daily basic.



Give sub-contract job requests for processing of components/ sub-assembly at sub

contracts to MMD. 

To load feeder shops for processing of components depending on the SRP/SCP

releases of materials.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company



Maintain documents as per procedure numbers.



Maintain product identification and trace ability as per procedure numbers.



Re-planning of materials against non-conformances as per procedure numbers.



Raise concession/deviation on the materials on under non-conformances as per the

procedure numbers. 

Take corrective action for internal non-conformances as per procedure numbers.



Maintain the quality records in central planning as per procedure numbers.

PERSONNEL DEPARTMENT Functions:  Time management: It includes attendance of the employees. This function is used for various outputs like Leaves.  Personnel and Administration: It includes planning of employees, recruiting of employees, joining formalities and induction programmes.  Industrial Relations: It includes negotiations with union, handling of employee grievance, disciplinary matter and associating with long-term settlements.  HRD and Other developmental programs.

It includes employee performance appraisal, identification of training.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

 Welfare activities: It includes house keeping assessment, canteen services and birthday celebration, retiring benefits, sports and cultural activities, estate maintenance etc.  Liasioning with government officials: It includes Liasioning with imprecatory of factory, labour official, municipal corporation and joined director of training and employment.  Safety: safety of the personnel working in the shop floor and the factory premises will be taken care of by providing safe working environment, to achieve this there is a safety committee to go in details and act accordingly.  Training: It includes identifying and providing need based training, arranging inhouse training programmes, conducting induction programme and fresher’s training programmes etc,.

Training policy: At KEC Ltd., training and development activities shall to ensure continuous growth of the Organization by nurturing the strengths of the employees and providing the environment and opportunity for every individual to realize his potential.

Facilities shall be provided to all individuals towards seil-development and all round growth through training.

•

HRD shall identify average performers and provide special training.

•

They qualify through KEC entrance tests and are selected for training by

being at par in all respects, except age, with external candidates in the final merit list.

•

They undergo the graduate or diploma training for a period of one year.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company



House Keeping: House keeping and security is monitored throughout the company

through the committees formed. 

Security:

•

Monitoring incoming and outgoing materials.

•

Provide security and keep vigilance on the premises.

•

Provide fire-fighting services.

 •

Safety: Safety aspects of personnel at work on the shop floor and within the factory

premises by providing safety-working condition.



Welfare: •

Handling Counter Activities.

•

Statutory and non-statutory welfare measurement.

•

Looking after contract working requirements.

•

Provides livelier working conditions by maintaining better environment

through construction and civil maintenance, horticulture activities. 

Time office :

•

Maintain attendance records.

•

To assist personnel manager in disciplinary proceedings and legal matters.

•

Maintain records of increments and promotions of all the employees.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company



Receptionist:

•

Handling of incoming telephone calls.

•

General receptionist activities.

The Statutory welfare measures provided are: 1.

Canteen

2.

Welfare officer

3.

First aid appliances

4.

Washing facilities and toilets.

The statutory welfare measures provided are: 1.

Providing of vehicles loans.

2.

Encouraging small savings activities.

3.

Counseling to maintain good health through sports etc.

4.

Giving gift on occasion of marriages, House warming Ceremony and wishes the

Birthday.

COMPUTER DEPARTMENT We are into technology revolution where process and manual jobs have been atomized or computerized. So getting along with revolution K.E.C UNIT-II has also steeped into the field of computers and has computerized its various departments of the unit.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

Computerized Manufacturing System (CMAN) They are having a unit server for each department and 3 servers in computer division. In that, one server is centralized server with 12 GB capacities, which is having control over all the servers. These are 40 to 50 PCs in the unit with 250 applications. The main function is development activities. For this, they use “C” language and the use of ERP procedure. .

ENGINEERING DEPARTMENT Functions: 

Preparation, revision and release of Electrical specification.



Preparation, revision and release of engineering specification.



Preparation, revision and release of Material list.



Validation of design of the products.



Effective implementation of the design changes.



Maintenance of National and International standards.



Co-ordinating with other departments for the development of activities.



Changing the nameplate for the existing products.



Assisting Marketing departments in the preparation of technical manuals.



Revising the design and specification of newly produced development plans,

checking for any deviations and enforcing tolerances, producing and testing.

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QUALITY ASSURANCE DEPARTMENT Quality is the fitness to end-use, it is all persuasive. In this modern and competitive world each and every company is trying hard to introduce to quality and every defect free product K.E.C has a full fledge quality assurance department headed by highly qualified professionals committed to developing products that keep phase with the changing desires and needs of the consumers.

Quality plays important role in K.E.C UNIT-II because its products are used for industrial customer applications. Hence it must satisfy and come up to the customer expectations.

FEEDER SHOPS QA: Feeder shops QA is responsible for: •

Inspection/ Testing of parts, sub assembly as per appropriate quality plan/

documents procedures/ inspection plans other documents.

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•

Ensuring proper identification and inspection status.

•

Updating, revising inspection plans procedure as and when found necessary.

•

Generation of Non-conformance reports for analysis, revive and collective action,

preventive action.

•

Ensuring that calibrated instruments are used for measurements and coordinating

with calibration section for periodic calibration.

FINAL INSPECTION AND TESTING Conduction routing/ type/ engineering tests on products to specified requirements as per documented procedures: •

Maintaining test records and providing test certificates.

•

Ensuring tested products and conforming to specified requirements and complete in

all respects.

•

Providing inspection/ tests stating for confirming products.

•

Providing engineering test results for design modification where necessary.

•

Assisting in customer inspection.

•

Generating of daily non-conformance reports for analysis, relevant and corrective

action, preventing action.

•

Maintaining and preparation of quick plans.

QUALITY LABORATORY: •

Periodic calibration of instruments as per documented process.

•

Arranging for repair/ rectification/ disposal of measuring instruments.

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•

Planning for new instruments/ organizing calibration function from external

agencies.

•

Maintaining documents/ records as per procedures.

QUALITY SYSTEMS: •

Maintaining quality systems as per ISO 9001-2000

•

Assisting HOD QA for conduction quality related training programs.

•

Analysis and reporting of customer complaints internal non-conformance reports.

•

Conducting systems audits, monitoring corrective actions, preventive actions

RESEARCH METHODOLOGY: SCOPE OF THE STUDY Training is an important factor for the development of skills and ability of the employee. This study is conducted to evaluate training effectiveness and development of skills and activity of employee.

Sampling: The study was conducted at Kirloskar Electric Company Ltd,UNIT-ІІ, Hubli. It has 562 employees

working in different departments. For the purpose of the study 100 employees have

been chosen as a sample size by convenient random sampling Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

Research Design: Research is conducted by using survey method. Out of 562employees 100 employees was chosen as a sample size through convenient random sampling. With the help of questionnaire I have done Personal interaction with the respondents, and the survey is restricted only to the employees of KEC. Measuring Tool for the survey: I took Questionnaire as a measuring tool for this survey.

Data collection method: Data was collected from both primary and secondary source. The study was based on sampling method, 100 respondents were selected for the study. All the interviews were conducted in the factory premises.

Primary data collection: Primary Data was collected through questionnaire and Personal interview. Each interview took about 10 to 15 minutes.

Secondary data collection: Secondary data was gathered from company manuals, company guide, and information from Internet & through observations.

Measuring Tools for Analysis: Babasabpatilfreepptmba.com

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

•

Questionnaire

•

Graphs

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

ANALYSIS OF THE STUDY 1. Do you feel that you have enhanced job knowledge by training.

TABLE NO:01

PARTICULARS Disagree very much

RESPONDENTS 0

PERCENTAGE 0%

Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

0 2 2 6 90 100

0% 2% 2% 6% 90% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: From the above graph it shows that,most of the employees i.e., 90% of employees agree very much that they have enhanced job knowledge, 6% employees agree moderately, 2% of employees agree slightly and 2% of employees disagree slightly.

2. Do you feel Training programs are practical and more applicable on the job.

TABLE.NO:2 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 6 6 18 70 100

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PERCENTAGE 0% 0% 6% 6% 18% 70% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: From the above graph it shows that, 70% of respondents agree very much that the training are practical and more applicable on the job, 18% respondents agree moderately, 6% respondents agree slightly and 6% of respondents disagree slightly.

3. Training helps you to reduce errors on the job.

TABLE NO: 3 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 2 0 2 6 28 62 100

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PERCENTAGE 2% 0% 2% 6% 28% 62% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 62% of respondents agree very much that training helps to reduce errors on the job, 28% of respondents agree moderately, 6% of respondents agree slightly, 2% of respondents disagree slightly, and 2% of respondents disagree very much.

4. Training program helps you to prepare for future job operations.

TABLE NO: 4 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 2 18 36 44 100

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PERCENTAGE 0% 0% 2% 18% 36% 44% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION:According to above graph it shows that, 44% of respondents agree very much that training helps to prepare for future job operations, 36% of respondents agree moderately, 18% of respondents agree slightly, and 2% of respondents disagree slightly.

5. Training program helps to change your attitude towards the job.

TABLE NO: 5 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

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RESPONDENTS 0 0 0 12 52 36 100

PERCENTAGE 0% 0% 0% 12% 52% 36% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 52% of respondents agree moderately that training helps to change attitude towards the job, 36% respondents agree very much, and 12% respondents agree slightly.

6. Training helps you to enhance the technical knowledge about the job.

TABLE NO:6 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 0 0 16 84 100

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PERCENTAGE 0% 0% 0% 0% 16% 84% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: From above graph it shows that, 84% of respondents agree very much that training helps to enhance the technical knowledge about the job.

7. Do you feel that Training programs are effective if they help to change your personality.

TABLE NO: 7 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 0 34 24 42 100

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PERCENTAGE 0% 0% 0% 34% 24% 42% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 42% of respondents agree very much that training is effective if it helps to change personality, 34% of respondents agree slightly, 24% of respondents agree moderately.

8. Do you feel that Training programs are meaningful if they follow up after the training program.

TABLE NO: 8 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 0 10 60 30 100

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PERCENTAGE 0% 0% 0% 10% 60% 30% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 60% of respondents agree moderately that training are meaningful if they follow up, 30% of respondents agree very much, 10% respondents agree slightly.

9. Whether training program motivates you to learn more and apply on the job.

TABLE NO: 9 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 2 2 40 56 100

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PERCENTAGE 0% 0% 2% 2% 40% 56% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 56% of respondents agree very much training motivate them to learn more and apply on the job, 40% agree moderately, 2% agree slightly and 2% disagree slightly.

10. Whether Learning remained the same as it was in the past.

TABLE NO: 10 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 4 18 40 38 100

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PERCENTAGE 0% 0% 4% 18% 40% 38% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 40% of respondents agree moderately that training remained the same as it was in the past, 38% agree very much, 18% agree slightly and 4% disagree slightly.

11. Training provided you with different alternative for job performance.

TABLE NO: 11 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 6 28 30 36 100

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PERCENTAGE 0% 0% 6% 28% 30% 36% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 36% agree very much that provided with different alternative for job performance,30% agree moderately, 28% agree slightly, and 6% disagree slightly.

12. Did your efforts on the job after training have changed and have become more productive.

TABLE NO: 12 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 0 10 48 42 100

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PERCENTAGE 0% 0% 0% 10% 48% 42% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to the graph it shows that, 48% of respondents agree moderately that efforts on the job after training have changed and have become more productive, 42% agree very much, 10% agree slightly.

13. Trainings reduce the cost of the company.

TABLE NO: 13 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 2 0 14 30 12 42 100

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PERCENTAGE 2% 0% 14% 30% 12% 42% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 42% of respondents agree very much that training reduce the cost, 30% agree slightly, 14% disagree slightly, 12% agree moderately and 2% disagree very much.

14. Do you feel that Training is simple time wastage.

TABLE NO: 14 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 94 0 0 0 4 2 100

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PERCENTAGE 94% 0% 0% 0% 4% 2% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 94% respondents disagree very much that training is simple time wastage, 4% agree moderately, 2% agree very much.

15. Do you feel that Training is productive if applied by professionally trained peoples.

TABLE NO: 15 PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 0 0 6 94 100

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PERCENTAGE 0% 0% 0% 0% 6% 94% 100%

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

INTERPRETATION: According to above graph it shows that, 94% of respondents agree very much that training is productive if applied by professionally trained people, 6% agree moderately.

16. Whether Training is effective for growth of the organization.

TABLE NO: 16

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

PARTICULARS Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much TOTAL

RESPONDENTS 0 0 0 0 4 96 100

PERCENTAGE 0% 0% 0% 0% 4% 96% 100%

INTERPRETATION: According to above graph it shows that, 96% respondents agree very much that training is effective for growth of the organization, 4% agree moderately.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

FINDINGS: •

It is found that most of the employees have enhanced job knowledge because the training

provided by the company are more practical & more applicable on the job.

•

It is found that training helps to enhance the technical knowledge about the job.

•

It is found that training helps to change attitude towards job.

•

It is found that training program is meaningful if they follow up after the training program

•

It is found that training motivated the employees to learn more & apply on the job.

•

It is found that learning remained the same as it was in the past & training provided with

different alternative for job performance.

•

It is found that the efforts on the job after training have changed & have become more

productive.

•

It is found that training reduces the cost & it is useful for employees.

•

It is found that training is productive if applicable by professionally trained people & it

helps for growth of the organization.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

RECOMENDATIONS 1) Employees should be made aware of the benefits of training program to them and to the organization.

2) Training program should help the employees to reduce wastage of materials and avoid accidents at the work place.

3) Training program must be such that it motivates the employees to learn more and advance their skills to develop themselves and the organization by performing their job effectively and efficiently.

4) The HR department should conduct briefing and debriefing sessions for employees for training as to give them an idea as why training is been conducted and what they have to learn in the training program conducted and also after training completion they should take feedback as to how effective was the training so that the necessary improvements in training program can be considered and implemented.

5) Performance of every employee undergone training should be evaluated so as to get improved quality to relate inputs to output to know their understanding about training program conducted 6) The HR department should give training by professionally trained peoples to make it effective.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

CONCLUSION: Training in KEC is a proactive, planned and continuous process as an integral part of the organization development. Training program helps to impart knowledge, improve skills and reorient attitudes for individual growth and organizational effectiveness. The system of training has been effective to a very large extent. It has also catered to the changing needs of the employees.

KEC has also made efforts to get regular feedback from its employees. Such feedback will help the organization to identify the areas that require improvement. It is a welcome change to see that changes have been made on the basis of the feedback given by the employees and the training program are made more applicable.

According to the results obtained from the different respondents about the training conducted the employee are satisfied with the kind of training being provided to them in different areas.

To conclude, it can be said that, all different steps and changes adopted by the organization determine the success of the organization so the HR department is effective enough as to manage change and bring pride to the organization by conducting continuously training programs so as to enhance the personal growth of an individual.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

ANNEXURE QUESTIONNAIRE 1. Do you feel that you have enhanced job knowledge by training?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

2. Do you feel Training programs are practical and more applicable on the job?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

3. Whether Training helps you to reduce errors on the job?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

4. Whether Training program helps you to prepare for future job operations?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

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3. Disagree slightly 6.Agree very much.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

5. Whether Training program helps to change your attitude towards the job?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

6. Whether Training helps you to enhance the technical knowledge about the job?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

7. Do you feel that Training programs are effective if they help to change your personality?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

8. Do you feel that Training programs are meaningful if they follow up after the training program?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

3. Disagree slightly 6. Agree very much.

9. Whether training program motivates you to learn more and apply on the job?

1. Disagree very much

2.Disagree moderately

4. Agree slightly

5.Agree moderately

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3. Disagree slightly 6. Agree very much.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

10. Whether Learning remained the same as it was in the past?

1. Disagree very much

2.Disagree moderately

3. Disagree slightly

4. Agree slightly

5.Agree moderately

6. Agree very much.

11. Whether Training program provided you with different alternative for job performance?

1. Disagree very much 4. Agree slightly

2.Disagree moderately

3. Disagree slightly

5.Agree moderately

6. Agree very much.

12. Did your efforts on the job after training have changed and have become more productive?

1. Disagree very much

2.Disagree moderately

3. Disagree slightly

4. Agree slightly

5.Agree moderately

6. Agree very much.

13. Whether Trainings reduce the cost of the company?

1. Disagree very much

2.Disagree moderately

3. Disagree slightly

4. Agree slightly

5.Agree moderately

6. Agree very much.

14. Do you feel that Training is simple time wastage?

1. Disagree very much

2.Disagree moderately

3. Disagree slightly

4. Agree slightly

5.Agree moderately

6. Agree very much.

15. Do you feel that Training is productive if applied by professionally trained peoples?

1. Disagree very much

2.Disagree moderately

3. Disagree slightly

4. Agree slightly

5.Agree moderately

6. Agree very much.

16. Whether Training is effective for growth of the organization?

1. Disagree very much

2.Disagree moderately

3. Disagree slightly

4. Agree slightly

5.Agree moderately

6. Agree very much.

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

BIBLIOGRAPHY Books: P.SUBBA RAO (2009).Personnel And Human Resource Management, Mumbai: Himalaya Publication.

P.SUBBA RAO. Human Resource Management, II Edition.

V.S.P.RAO (2008). Human Resource Management, New Delhi: Exel Publication.

Websites: WWW.KIRLOSKAR_ELECTRIC.COM

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

CODE SHEET: SL NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

Q1 6 6 6 6 6 6 6 6 6 6 6 5 6 5 6 6 6 6 4 6 6 6 6 6 6 6 6 6 6 6

Q2 5 5 5 3 4 6 6 6 6 6 6 5 6 6 6 6 6 6 3 5 6 6 6 6 4 6 6 6 5 6

Q3 6 5 4 5 5 6 6 6 6 6 6 6 6 6 6 5 6 6 4 5 5 6 6 6 6 6 5 6 1 6

Q4 6 4 5 4 3 6 6 6 6 4 6 6 6 5 4 5 4 6 4 5 5 6 5 6 5 6 6 6 5 6

Q5 5 5 5 5 5 6 5 6 5 6 4 5 6 5 5 5 5 5 4 5 5 6 5 6 6 6 6 6 5 6

Q6 5 6 6 6 5 6 6 6 6 6 6 5 6 6 6 6 6 6 5 5 6 6 6 6 6 6 6 6 6 6

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Q7 5 5 4 5 4 6 6 6 5 6 5 4 5 4 6 5 6 6 4 4 4 6 4 6 6 6 6 6 6 6

Q8 5 4 4 5 5 6 5 5 5 4 6 5 5 5 5 5 5 6 5 6 6 4 5 6 6 5 5 6 5 5

Q9 6 6 6 5 5 6 6 6 6 6 5 3 5 5 6 5 5 6 4 5 5 6 5 6 6 6 6 6 6 6

Q10 5 4 6 5 6 6 6 6 6 6 5 5 6 5 6 3 6 5 5 5 4 6 5 4 6 6 4 6 5 4

Q11 6 5 4 3 5 6 6 6 6 5 6 5 5 5 3 5 5 4 4 5 5 6 4 6 6 4 4 6 4 6

Q12 6 5 5 5 5 6 6 6 6 6 6 5 6 5 6 6 5 5 5 5 5 6 5 6 4 4 6 6 4 6

Q13 6 4 3 5 4 6 6 5 4 6 6 4 5 5 6 6 6 4 3 4 4 6 3 6 6 6 6 6 3 3

Q14 1 5 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

Q15 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 3

Q16 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6

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The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71

6 6 6 6 6 6 6 6 6 6 6 3 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 5 6 6 6 6 4 6 6

6 6 6 6 6 6 6 6 4 6 5 3 6 6 6 5 6 6 6 5 5 5 5 3 4 6 6 6 6 6 6 5 6 6 6 6 6 6 3 5 6

6 6 6 5 6 5 6 6 4 5 5 3 6 6 6 5 5 6 6 5 6 5 4 5 5 6 6 6 6 6 6 6 6 6 6 5 6 6 4 5 5

6 6 5 6 6 4 5 5 5 4 5 5 5 6 5 5 6 5 6 5 6 4 5 4 3 6 6 6 6 4 6 6 6 5 4 5 4 6 4 5 5

6 6 5 5 6 4 4 4 6 4 5 5 5 6 5 4 6 6 6 5 5 5 5 5 5 6 5 6 5 6 4 5 6 5 5 5 5 5 4 5 5

6 6 6 5 6 6 6 6 5 6 6 6 6 6 5 5 6 6 6 6 5 6 6 6 5 6 6 6 6 6 6 5 6 6 6 6 6 6 5 5 6

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5 6 6 6 6 4 4 4 5 4 4 4 6 6 5 4 5 5 4 4 5 5 4 5 4 6 6 6 5 6 5 4 5 4 6 5 6 6 4 4 4

5 6 6 6 5 6 5 5 5 4 6 5 5 5 5 5 6 5 6 5 5 4 4 5 5 6 5 5 5 4 6 5 5 5 5 5 5 6 5 6 6

6 6 6 6 6 5 5 5 6 5 5 5 6 6 6 5 6 5 6 5 6 6 6 5 5 6 6 6 6 6 5 3 5 5 6 5 5 6 4 5 5

4 5 5 5 6 6 5 5 4 5 4 6 6 4 5 5 5 3 5 4 5 4 6 5 6 6 6 6 6 6 5 5 6 5 6 3 6 5 5 5 4

6 6 6 6 4 4 4 4 5 5 4 3 4 6 5 5 6 5 5 6 6 5 4 3 5 6 6 6 6 5 6 5 5 5 3 5 5 4 4 5 5

6 6 6 5 4 4 5 5 4 5 5 5 6 6 5 5 6 5 5 5 6 5 5 5 5 6 6 6 6 6 6 5 6 5 6 6 5 5 5 5 5

6 1 6 4 4 3 4 4 1 4 1 4 6 6 5 3 6 6 4 5 6 4 3 5 4 6 6 5 4 6 6 4 5 5 6 6 6 4 3 4 4

1 6 1 1 1 1 1 1 6 1 1 6 1 1 1 1 5 1 1 1 1 5 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6

6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 Page 80

The satisfaction level of the employees regarding training programme at Kirloskar Electric Company

72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100

6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 3 6 6 6 6 5 6 6 6

6 6 6 4 6 6 6 5 6 6 6 6 6 6 6 6 6 4 6 5 3 6 6 6 5 6 6 6 5

6 6 6 6 6 5 6 1 6 6 6 6 5 6 5 6 6 4 5 5 3 6 6 6 5 5 6 6 5

6 5 6 5 6 6 6 5 6 6 6 5 6 6 4 5 5 5 4 5 5 5 6 5 5 6 5 6 5

6 5 6 6 6 6 6 5 6 6 6 5 5 6 4 4 4 6 4 5 5 5 6 5 4 6 6 6 5

6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 5 6 6 6 6 6 5 5 6 6 6 6

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6 4 6 6 6 6 6 6 6 5 6 6 6 6 4 4 4 5 4 4 4 6 6 5 4 5 5 4 4

4 5 6 6 5 5 6 5 5 5 6 6 6 5 6 5 5 5 4 6 5 5 5 5 5 6 5 6 5

6 5 6 6 6 6 6 6 6 6 6 6 6 6 5 5 5 6 5 5 5 6 6 6 5 6 5 6 5

6 5 4 6 6 4 6 5 4 4 5 5 5 6 6 5 5 4 5 4 6 6 4 5 5 5 3 5 4

6 4 6 6 4 4 6 4 6 6 6 6 6 4 4 4 4 5 5 4 3 4 6 5 5 6 5 5 6

6 5 6 4 4 6 6 4 6 6 6 6 5 4 4 5 5 4 5 5 5 6 6 5 5 6 5 5 5

6 3 6 6 6 6 6 3 3 6 1 6 4 4 3 4 4 1 4 1 4 6 6 5 3 6 6 4 5

1 1 1 1 1 1 1 1 1 1 6 1 1 1 1 1 1 6 1 1 6 1 1 1 1 5 1 1 1

6 6 6 6 6 6 6 6 3 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6

6 6 6 6 6 6 6 6 6 6 6 6 6 5 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6

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