training and development-- hero moto corp ltd.docx

8/9/2019 TRAINING AND DEVELOPMENT-- HERO MOTO CORP LTD.docx

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CHAPTER-1

INTRODUCTION

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INTRODUCTION

Trained staff is the most valuable asset of an organization. So, every organization

irrespective of its nature should provide training to all of its personnel in order to meet the

challenges of survival and growth. The need for training arises due to the following reasons.

a) To bridge the gap between emploee !pe"i#i"ation! and $ob and organi%ational

re&'irement!(

An employees present specifications may not exactly meet the organization

requirements irrespective of his past experience, nowledge, sills, qualifications etc. for

this reason the management identifies the differences or gaps between employee

specifications and !ob and organizational requirements. Training is required to bridge

these gaps by developing and molding the employee sills and abilities in tune with

organizational requirements.

b) Organi%ational iabilit and the Chang pro"e!!(

"n order to survive and grow, the organization must continuously adopt to the

changing environment. #or this purpose, it should upgrade its capabilities by conducting

training programmers which foster the initiative and creativity of employees and help

them to prevent the obsolescence of sills.

") Changing te"hnolog(

As technology is changing very fast, an organization in order to be effective should

adopt the latest technologies lie mechanization, $omputerization and automation.

"ncreasing use of latest technologies and techniques require good training for this

purpose the organization should train the employees to enrich them in the areas of

changing technical sills and nowledge.

d) Internal mobilit(

Training also become necessary when there is internal mobility i.e. , when an

employee is promoted or when there is some new !ob or occupation to performed due to

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transfer. %hen an employee is chosen for higher level !obs, he&she should be trained

before assigning the responsibilities.

e) *o'nd h'man relation!(

As the approach to '() has shifted from commodity approach to the partnership

approach beyond human relations approach, management has to maintain sound human

relations in addition to maintaining harmonious industrial relations. So, training in human

relations is necessary to deal with problems lie transfer, interpersonal and inter group

conflicts and maintain sound human relation.

DE+INATION

'uman (esource )anagement *'()+ is a management function that helps

)anagers recruited, select, train and develops members for an organization. bviously,

'() is concerned with the peoples dimension in organizations. *Aswathappa, -/+.

'uman (esource )anagement is concerned with the people who wor in the

rganization to achieve the ob!ectives of the organization. "t concerns with Acquisition

of appropriate human resources developing their sills and $ompetencies, motivating

them for the best performance and ensuring their continued commitment to the

organization to achieve organizational ob!ectives.

*$.0. )emoira and S.1. 2anar, /33/+

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O,ECTI.E* O+ THE *TUD/(

-. To analyze and examine the effectiveness of training and development programmers in

Hero 0oto Corp.

/. To assess how often training programmers are conducted and how much are the

employees satisfied.

4. To study to what extent the training programmers are applicable to their !obs.

5. To study the employees opinion on the training and development in Hero 0oto Corp.

6. To study the training needs being assessed for employees in the organization.

7. To study the various training and development practices being adopted by the organization.

8. To study the impact of training on the wor performance of employees.

9. To analyze the effectiveness of training programs and suggests areas of improvement.

Need o# !t'd(

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The purpose of study is to learn the practical applicability of the theoretical

nowledge gained about training and development process. A good place to start in

planning your own stress management would be finding the roots of your stress. "t can

come from physical exertion and mental strain as well. %e all have these things in our

everyday life. "ts effects on our overall being can vary dramatically from others

experiences. #or that reason your needs in stress management may indeed differ from

theirs as well.

:ealing with the sources of stress is best when possible. ften these are the things

we well and over worry about. Among them are finances, family planning, balancing

wor&home, and often dealing with others over expectations. A good place to start in

stress management is to focus on what your limitations are. %hile it may seem at times

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This study covers all aspects of training and development programs in Hero 0oto

Corp This study covers the >ew ?ntrant )anager response towards the training

programs in the organization.

This study covers all aspects of training and development programs in Hero 0oto

Corp This study covers the >ew ?ntrant )anager response towards the training

programs in the organization.

%hatever Top management feels about employees they have to express to employees

and whatever employees thin about top management it must be express in other words

we can say that there should not be anything hidden while communication process. $lear

communication process will help to establish the @uality management.

?mployees should be motivated by giving them authority to tae decision.

Top management should trust the employees that after maing huge effort to develop

employees, employees will wor for the well being of organization and for human

being also.

Top managements philosophy should be clear towards 'uman (esource and its well

being to encourage the employees.

)anagement and )anagers need to give equal importance.

?mployees must be feeling of belongingness among the employees, and also

willingness to wor as a team.

2I0ITATION O+ THE *TUD/

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1 :ue to constraint of time and resources, the study was conducted in the regional sector

as Hero 0oto Corp and the results of the study cannot be generated.

3 The accuracy of the analysis and conclusion drawn entirely depends upon the reliability

of the information provided by the employees.

4 Sincere efforts were made to cover maximum departments of the employees, but the

study may not fully reflect the entire opinion of the employees.

5 "n the fast moving&changing employees behavior, name new and better things may

emerge in the near future, which cannot be safeguard in this report.

6 :ue to nonresponse from some employees for some type of questions, only the

responses were given for -33B were considered in the study.

7 0ecause of nonavailability of some the employees, " could not get the opportunity to

interview personally all the employee.

RE*EARCH 0ETHODO2O8/

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The basic principle in the research has been adopted in the overall methodology. The

following methodology has been used for meeting the requirements,

:efining ob!ectives.

:eveloping the information sources.

$ollection o information.

Analysis of information.

Suggestion.

The methodology followed for collection, analysis under interpretation of data in

explained below.

1 RE*EARCH DE*I8N*

There are generally three categories of research based on the type of information required,

they are

-. ?xploratory research

/. :escriptive research

4. $asual research

The research category used in this pro!ect in descriptive research, which is focused on the

accurate description of the variable in the problem model. $onsumer profile studies, maret

potential studies, product usage studies, Attitude surveys, sales analysis, media research

and prove survey s are the, ?xamples of this research. Any source of information can be

used in this study although most studies of this nature rely heavily on secondary data

sources and survey research.

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3 Data "olle"tion method

Primar data(

"t is collected through the questionnaire, a formalized instrument of asing

information directly from respondent demographic characteristics, attitude, belief and

feelings through personal contracts. Structured and on disguised from of questionnaire is

used and consists of multiple choice questions.

*e"ondar data(

"nternal secondary data about the Hero 0oto Corp included formal data, which is

generated within the organization itself, were obtained through concerned head in the

organization.

?xternal secondary data generated by source the organization was used such as public

available data provided by the reports of the companies. All this information is of great

importance and conceptualizes and illuminates the core of the study.

4 *A0P2E DE*I8N

a+ Sampling unitC the study is directed towards the executive of managerial level.

b+ Sample sizeC sample size of 53 is taen in this study

5 DATA ANA2/*E*

Simple analysis method is followed for analyzing the data pertaining to different

dimensions of employees. Simple statistical data lie percentage are used in the

interpretation of data pertaining to the study. The results are illustrated by means of bar

charts.

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CHAPTER-3

INDU*TR/ AND CO0PAN/

PRO+I2E

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HI*TOR/ O+ CO0PAN/

'ero )oto$orp is the %orld


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-98

-33,333th motorcycle produced.

-9 >ew motorcycle model ew motorcycle model ew motorcycle model ew motorcycle model 1 'olland.

Splendor declared o. -< largest selling single twowheeler model.

ew motorcycle model ew motorcycle model


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Splendor has emerged as the %orldew motorcycle model ew motorcycle model

ew motorcycle model ew motorcycle

model ew motorcycle model ew motorcycle model o. - for the 7th year in a row.

>ew M2< launched.

>ew ew ew motorcycle model ew M2 launched with power start feature.

>ew motorcycle model ew ew ew


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'ero 'onda 2oodEife Krogram launched 'un< *Eimited ?dition+ launched.

Splendor completed -- million production landmar .

>ew motorcycle model ew model Splendor Kro launched.

Eaunch of new Super Splendor and >ew 'un.

/3--

>ew licensing arrangement signed between 'ero and 'onda.

Eaunch of new refreshed versions of 2lamour, 2lamour #", $0J Mtreme,

Iarizma.

$rosses the landmar figure of 6 million cumulative sales in a single year . Duly /, /3-- 'ero 'onda )otors changed its name to 'ero )oto$orp

following the exit of its erstwhile Dapanese promoter, 'onda, from the

company.

'ero 'onda is now 'ero )oto $orp

On 11 sept. 2011 the name of company was enhanced to Hero Moto Corp

Ltd. From Hero Honda Motors and its known as Hero Moto Corp Ltd.

CO0PAN/ PRO+I2E

'ero )oto$orp Etd. *#ormerly 'ero 'onda )otors Etd.+ is the world


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0i!!ion

'ero )oto$orps mission is to become a global enterprise fulfilling its customers needs

and aspirations for mobility, setting benchmars in technology, styling and quality so that it

converts its customers into its brand advocates. The $ompany will provide an engaging

environment for its people to perform to their true potential. "t will continue its focus on

value creation and enduring relationships with its partners.

*trateg

'ero )oto$orps ey strategies are to build a robust product portfolio across categories,

explore growth opportunities globally, continuously improve its operational efficiency,

aggressively expand its reach to customers, continue to invest in brand building activities

and ensure customer and shareholder delight.

0an'#a"t'ring

'ero 'onda bies are manufactured across three globally benchmared manufacturing

facilities. Two of these are based at 2urgaon and :haruhera which are located in the state of

'aryana in northern "ndia. The third and the latest manufacturing plant is based at 'aridwar,

in the hill state of Ottarahand.

Te"hnolog

"n the -93s the $ompany pioneered the introduction of fuelefficient, environment

friendly fourstroe motorcycles in the country. "t became the first $ompany to launch the

#uel "n!ection *#"+ technology in "ndian motorcycles, with the launch of the 2lamour #" in

Dune /337.

"ts plants use world class equipment and processes and have become a benchmar in

leanness and productivity. 'ero )oto$orp, in its endeavor to remain technology pioneer,

will continue to innovate and develop cutting edge products and processes.

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Prod'"t!

'ero 'ondaet profit after tax at (s. -,/8.3 $rores

Total dividend of 6/63B or (s. -36 per share including "nterin :ividend of (s. 83 per share

on face value of each

Share of (s. / each

?0":TA margin for the year -4.5 per cent ?KS of (s. 7.65

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,OARD O+ DIRECTOR*No. Name of the Directors Designation

1. Mr. Brijmohan Lall Munjal Chairman

2. Mr. Pawan Munjal Managing Dir!"or # C$%

3. Mr. &unil 'an" Munjal (". Managing Dir!"or

4. Mr. &uman 'an" Munjal Non)$*!u"i+ Dir!"or

5. Mr. Paul $,grl- Non)$*!u"i+ Dir!"or

6. Mr. Pra, Dino,ia Non)$*!u"i+an, /n,n,n" Dir!"or

7. n. ",. . P. Mali Non)$*!u"i+an, /n,n,n" Dir!"or

8. Mr. nalji" &ingh Non)$*!u"i+an, /n,n,n" Dir!"or

9. Dr. Pri"am &ingh Non)$*!u"i+

an, /n,n,n" Dir!"or

10. Mr. M. Damo,aran Non)$*!u"i+an, /n,n,n" Dir!"or

11. Mr. a+i Na"h Non)$*!u"i+an, /n,n,n" Dir!"or

12. Dr. nan, C. Burman Non)$*!u"i+an, /n,n,n" Dir!"or

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PRODUCT O+ HERO HONDA 0OTORC/C2E

Category Product Name Slogan EngineCapacity

Entry

CD Dawn PBL/C ' PNN&P%

97.2 !!

CD Dlu* Na- /n,ian i Na-iDlu* Bi

97.2 !!

Plaur :h- houl, ;o-ha+ all "h D$&/N$D % $?C$L 97.2 !!&PL$ND$ N? @aari i gaa,i 97.2 !!Paion P% a; ir< "-l hi "-l

;olga97.2 !!

&ur ln,or ll Nw &/MPL@&P$

124.7 !!

LM% &/MPL@ MN$/C 124.7 !!&ln,or P% ru", ;- million 97.2 !!LM% PM Ai /D$ $ A$ 124.8 !!

Premium

!hi+r &oli, li -ou 149.2 !!CB ?$M$ L/$ %AA $ $D$ 149.2 !!un $$@B%D@

A%LL%:& $149.2 !!

'/M L:@& M$ 223 !!

'/M M B%$ LL 223 !!/MPL&$ 149.2 !!

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PRODUCT PRO+I2E

PRICE LIST(02.10.2014)

0ODE2 NA0E E:*HO;

RTO 48-48 5333 33 /63 663 5/953

:$:?EOM SKI 464 5-63 33 /63 663 56553

$::?EOM$% 5-495 5/33 33 /63 663 58/3

$::?EOM S.%. FS?E# 5-9 5/63 33 /63 663 5863

$::?EOM $.%. FS?E# 5//3 5433 33 /63 663 59/3

SKE?>:( -3 SKI? 5448 5533 33 /63 663 63353

SKE?>:( -3 $AST 557- 5563 33 /63 663 6---3SKE?>:( K( I"I SKI 55969 5563 33 /63 663 6-3-3

SKE?>:( K( I"I $AST 5699/ 5633 33 /63 663 6/393

SKE?>:( K( S?E# SKI 5736 5663 33 /63 663 64-73

SKE?>:( K( S?E# $AST 58/ 5733 33 /63 663 65/43

SKE >M2 I"I SKI? 5/-5 5433 33 /63 663 59-3

SKE >M2 I"I $AST 5555 5533 33 /63 663 63663

SKE >M2 S.% F S?E# 56788 5633 33 /63 663 6-993

SKE >M2 $.%. S?E# 5783- 5663 33 /63 663 6/63

KASS"> K(*S.%.+ I"I 5769 5733 33 /63 663 6/33

KASS"> K(*$.%.+ I"I 59-46 5833 33 /63 663 65653

KASS"> K(*S.%.+ S?E# 59756 5863 33 /63 663 66-33KASS"> K(*$.%.+ S?E# 577 5933 33 /63 663 67-83

KASS"> K(*:S$+ S?E# 6-8-7 6333 33 /63 663 695/3

2EA)O( $.%. F S?E#*>?%+ 64543 6/63 33 /63 683 73533

2EA)O( $.%. F S?E# :"SI 66588 6533 33 /63 683 7/733

2EA)O( :"S$%I"I#" 697/5 6663 33 /63 683 7693

2EA)O( :"S$%SE##" 7/87 6763 33 /63 683 83-53

SOK?( SKE?>:( $% >?% 6-7-4 533 33 /63 683 69/53

$0J MT(??) *(?A( :"SI+ 8345- 7633 463 /63 683 893-3

$0J MT(??)*(?A( :(O)+ 78/83 7333 463 /63 683 85553

'O>I S?E# *>?%+ *fr &dis+ 7736 633 463 /63 683 84-73'O>I S?E#*>?%+*fr P redisc+ 7-77 7-63 463 /63 683 8753

")KOES 83934 7433 463 /63 683 89/83

IA("J)A( 93-38 7963 463 /63 7-3 99-83

IA("J)A-3 -3389- 833 463 /63 7-3 -39

3

>T?C Krice can be change time to time.

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CO2OUR* O+ ,I=E

No.

MODELS COLOUS COM!"N#$"ON

%CD Dawn

Bla! :i"h ol, &"ri Bla! :i"h Purl &"riBoon &il+r M"alli! Can,- BlaEing , Cla- MaroonM"alli!

&CD Dlu*

Boon &il+r M"alli! Can,- BlaEing , Cla- Maroon

M"alli! Bla! :i"h , &"ri Bla! :i"h Purl&"ri

'Plaur

Dram %rang Can,- BlaEing Fua rn &or", $+on- r- Ligh" Purl

(M$&%

$l!"ri! Blu ar+" rn BlaEing , Parl :hi"Pan"hr Bla! Aor! &il+r

)Splendor L

$*!lln" Blu i rani" Blu Bla! :i"h Purl&"ri 1 Purl &"ri 2 Purl &"ri 3 Bla! :i"h&il+r &"ri Clou, &il+r Can,- ,

*SKE?>:?( >M2

i;ran" Blu Bla! :i"h , &"ri Bla! :i"h Purl&"ri Bla! :i"h &il+r &"ri Aor! &il+r M"alli!Can,- BlaEing ,

+Kassion K(

&or" , Bla! :i"h &or" , i;ran" Blu Bla!:i"h a+- r- Bla! :i"h Aro" Blu La< rnM"alli! Aor! &il+r

,Super splendor

Clou, &il+r Can,- BlaEing , a+- r- rahi"Bla! i;ran" Blu Bla! :i"h Air- , Bla! :i"h$l!"ri! Purl

- 2EA)O( Bla! :i"h orna,o r- M"alli! Bla! :i"h Aro" Blu

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8OOD 2I+E PRO8RA00E

The 'ero )oto $orp 2ood Eife Krogram is designed to compliment your good life in

every way. "t brings you an easy to use privilege card paced with special rewards andbenefits. And it doesnt end here. "t also provides you with a free riders insurance worth -

Eah to ensure your peace of mind. %hats more, your 'ero )oto $orp 2ood Eife Krogram

membership rewards you with points on all your spends. So mae the best use of your card

and redeem your points for fabulous rewardsQ

;inner o# the month(-All members enrolled in a month get a chance ot participate in an

exciting lucy draw and 5 lucy winners get a chance to win a SplendorL.

Re#erral Point!( -?arn additional 4333 points on referring a 'ero )oto$orp twowheeler

to your friendsnfamily members and 7333 points on upgrading your own twowheeler.

+ir!t Tran!a"tion ,ene#it( -Rou can earn the N#irst Transaction 2ift on your first program

transaction through the card and also earn 633 points as first transaction benefit.

Di!"o'nt on *pare! > A""e!!orie!(-Start receiving a special discount of 6B on the

purchase of spares and accessories on your successful enrollment and free wash coupon

*with limited validity period+.

Point! Earned on 0one *pent(-Accumulate points on the purchase of service, spares and

accessories at an authorized 'ero )oto $orp dealership or service centre. ?ach rupee spent

gets translated into one point earned.

+ree Rider?! Per!onal In!'ran"e(-2et a free Kersonal Accidental "nsurance worth (s. -

lah on your successful enrolment.

8o 8reen(-2et 63 2reen (eward points for every Kollution Onder $ontrol chec of your

vehicle. Kresent the Kollution Onder $ontrol certificate to the dealer and earn your points.

*eri"e ,on'! (-2et -33 points per service and 633 as continuity bonus on every 7th

regular service

,on'! Point! on ,irthda(-?arn bonus double points for every transaction done on your

birthday and get special greetings too. Terms P $onditions Apply

*pe"ial .al'e O##er!(-?xclusive invities to events and special value offers from our

partners, selected especially for you.

Redeem point!@ tae home o'r gi#t!

As you continue your !ourney with us, you can redeem your points for fabulous gifts.

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DEA2ER PRO+I2E

DA" '?( was established in the year -/ at (a!nandgaon *$.2.+. Three

entrepreneurs as a partner have started DA" '?( S'% ().

:?AE?(S >A)? *KA(T>?(S+

-.)(.EAM)">A(ARA> S">2'

/. )(.:?1%(AT' S">2'

4.)(.(AT>?S' S">2'

DA" '?( is authorized dealer of '?( )T$(K ET:. At (a!nandgaon *$.2.+ .

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DEPART0ENT (-

-. Sales

/.Spares

4.Services *pre delivery inspection, good life, extended warranty+

+INANCE A.AI2A,2E +RO0 (-

-.">:OS">: 0A>I ET:

/.':#$

4."$"$"

5.S'(" (A) $"TR #">A>$?

6.O>"> #">A>$?

PRI.ATE +INANCE aailable #rom(-

-.("S'A0 #">A>$?

/.:'A>?S' #">A>$?

4.0?A(?( #">A>$?

3B CO0PETITOR*

-. 0ADAD/. '>:A

4. T1S

5. SOJOI"

6. RA)'A

7. (RAE ?>#"?E:

8. )A'">:(A

9. I">AT"$

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Aron" Lin ulir

%:N$

&how oom &r+i! &"a"ion

o,own /n!harg

in!harg

M!hani!

Dli+r- ;o-

P.D./. /n!harg

!!oun" Managr

in!harg

Cahir

Ainan! $*!u"i+

Bill Booing $*!u"i+

&al $*!u"i+

&r+i! ,+ir

P.D./. /n!harg

..o. in/nuran!

Aloor Lin &ulir

lr

M!hani!

:ah ;o-

Par" ulir

Dli+r- ;i

319 DEA2ER* OR8ANIATION *TRUCTURE

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.I*ION AND CORE .A2UE*

The business strategies and practices have to be changed continuously and they should be

adapted to a changing world. Towards this direction many great companies have developed

their policies for their vision for future is core values. The 'ero also set the vision and core

values.

.I*ION(

'ero in their continuous pursuit for excellent )oto $orp quality and customer

satisfaction is committed to achieve cost leadership optimally utilizing their resources by

Striving for Nzero accidents, Nzero quality complaints and Nzero downtime.

?nhancing individual sill through training and motivation.

Total involvement through participative management activities.

$reating healthy and safe environment.

$ontinuous efforts for improving productivity

CORE .A2UE*(

To mae the contribution for the advan )oto $orp of the society and humanity.

To help the public and government to tae up construction activities for individual&

national development.

To develop the rural areas and provide employment opportunities.

Opdating of latest technologies to meet the challenges

HERO 0OTO CORP - UA2IT/ PO2IC/

'ero )oto $orp s is committed to produce and deliver quality )oto $orp as per customers

requirement in compliance with applicable standards and continually improve the

effectiveness of the quality management system with an aim to enhance customer

satisfaction.

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To reduce leaages to create a healthy and safe environment.

To further improve the healthy measures by implementing the systems of periodical

medical chec up of the employees.

CHAPTER-4

RE.IE; O+ 2ITERATURE

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RE.IE; O+ 2ITERATURE

H'man Re!o'r"e 0anagement

Introduction to HRM

?very organization irrespective of its nature and size has four resources namely men,

material, and machinery. f these men ". e., people are the most vital resources and they only

mae all the differences in an organization. "n this connection E.#. Orwic says that G0usiness

houses are made broen in the long Frun note by the marets or capital, patents, or

equipments, but by menH. Keter #. ducer says that, Gman, of all the resources available to

name can grow and developH. This gives geneses to the concept of '(), the sub Fsystem. '(

is the central subsystem of an organization. As the central sub system, it controls the

functions of each sub Fsystem and the whole organization.

Con"ept

'uman resource management is concerned with the human beings in an organization. "t

reflects a now philosophy, a new outloo, approached and strategy, which views an

organizations manpower as its resources and assets.

'uman resource management is a managerial function which facilitates the effective utilization

of people *manpower+ in achieving the organizational and individual goals.

Simply, '() is a management function that helps the managers to recruit, select, train and

develop the organizational members for the purpose of achieving the stated organizational

goals.

"n the present scenario, '() is used as a synonym to personnel management and the

personnel department is called as hr department.

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De#inition

'() is defined as follows,

GThe part of management which is concerned with the people at wor and with their

relationship within an enterprise. "t aims to bring together and develop into and effective

organization of the men and women who mae up an enterprise and having regard for the well

being of the individuals and of woring groups, to enable them to mae there best contribution

to its successH

National institute of personnel management, India.

G'uman resource management is a series of decisions that affect the relationship between

employees and employers; it affects many constituencies and is intended to influence the

effectiveness of employees and employersH.

Milkovich l boudreau.

*"ope o# HR0

'() has a very vast and wide scope. "t is concerned with activities starting from manpower

planning till the employee leaving the organization. Accordingly, the scope of '() includes

procurement, development, maintenance and control of the personnel in the organization

The labor a! per!onnel a!pe"t(

"f is concerned with manpower planning , recruitment , selection, pla)oto $orp ,

induction, transfer , promotion , demotion, terminating, traning and development , lay off and

retrenchment, wage and salary administration , incentives, productivity etc.

1 The wel#are a!pe"t(

"t deals with woring conditions and amenities such as canteens, crUches, restrooms

,lunch rooms, housing, transport, medical assistance, education, health and safety , recreation ,

washing facilities , cultural facilities etc.

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3 The ind'!trial relation! a!pe"t

This is concerned with unionmanagement relations , !oint consultation , negotiation,

collective bargaining, grievance handling , disciplinary action , settlement machinery for

industrial disputes etc.

HR0 in"l'de! the #ollowing a"tiitie! 'nder it! p'riew.

'uman resource planning.

(ecruitment, selection, and pla)oto $orp .

rientation, training and development.

Dob analysis and design.

(ole analysis and role development.

$areer planning and communication.

Kerformance appraisal.

'uman relation.

Safety and health.

%age and salary administration.

$ompensation and reward.

2rievance redressed.

@uality of wor life and employee welfare.

rganizational change and development.

"ndustrial relation.

Need #or training

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>eed for training arises to

-+ "mprove performance

/+ "mprove productivity

4+ "mprove quality of product&service

5+ "mprove organizational climate

6+ "mprove health and safety

7+ (educe resistance to change

I0PORTANCE O+ TRAININ8(

The importance of human resources management to a large extent depends on

human resources development. '.(.:. is nothing but training of employees and training

as its most important technique. >o organization can get a candidate who exactly suits

with the !ob and the originations requirements. 'ence, training becomes necessary is

important to develop the employee and mae him suitable the !ob. Training wors

towards value additions to the company through '(:.

Dob and organizational requirements are not static rather they are changed dynamic.

#rom time to time in view of the technological advan)oto $orp and charge in the

awareness of the total quality and productivity management *T@K)+. The ob!ectives of

the T@K) can be achieved only through training, which helps to develop human sills

and efficiency. Training employees would be a valuable asset to an organization.

rganizational efficiency, productivity, progress and development to a greater

extent depend up on training. "f the required training is a not provided. "t leads to

performance, failure of the employees. rganizational ob!ectives lie viability, stability

and growth can also be achieved by providing through training. Training is important, as

it constitutes a significant part of management control.

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The training, enhances four N$s for the organization viz.

$ompetence

$ommitment

$reativity

$ontribution

,ENE+IT* O+ TRAININ8(

How training ,ene#it! the Organi%ation( -

Eeads to improved profitability and or more positive attitudes towards profits,

organization.

"mproves the !ob nowledge and sill at all levels of the organization.

"mproves the morale of the worforce.

'elps people identify with organizational goals.

#osters authority, openness and trust.

"mproves the relationship between boss and subordinates.

Aids in organizational development.

Eearns from the trainee.

'elps prepare guidelines for the wea aids in understanding and carrying out

organizational policies.

Krovides information for future needs in all areas of the organization.

rganization gets more affective in decisionmaing and problem solving.

Aids on developing leadership sills motivating loyalty, better attitudes and other

aspects that successful worers and managers usually display.

'elps eep costs down in many areas, e.g. production, personnel, administration etc.,

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:evelops a sense of responsibility to the organization for being competent and

nowledgeable.

"mproves labour management relations.

(educes outside consulting costs by utilizing competent internal consulting.

Stimulates preventive management as opposed to putting out fires.

?liminates suboptional behavior *such as hiding tools+.

$reates and appropriate climate for growth and communication.

'elps employees ad!ust o change.

Aids in handling conflict, thereby helping to prevent stress and tension.

,ene#it! to the indiid'al@ whi"h to t'rn 'ltimatel !ho'ld bene#it the

organi%ation(

'elps the individual in maing better decisions and effective problem solving.

Though training and development, motivation variables of recognition achievement,

growth, responsibility and advan)oto $orp are international and operationalised.

Aids in encouraging and achieving selfdevelopment and selfconfidence.

'elps a person handle stress, tension, frustration and conflict.

Krovides information for improving leadership nowledge, communication sills and

attitudes.

"ncrease !ob satisfaction and recognition.

)oves a person towards personal goals, while improving interactive sills.

Satisfies personal needs of the trainee *and trainee+

Krovided and the trainee an avenue for growth and say in his&her own future.

:evelops a sense of growth in learning.

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'elps a person develops speaing and listening sills also writing sills when

exercised required.

'elps eliminate fear in attempting new sills.

,ene#it! in per!onnel and h'man relation!@ Intra and Inter-8ro'p Relation!

and poli" implementation(C

"mproves communication between groups and individuals.

Aids in orientation for new employees and those taing new !obs through.

Transfer for promotion.

Krovides information on equal opportunity and affirmative action.

Krovides information on other governmental laws and administrative policies.

"mproves interpersonal sills.

)aes organizations policies, rules, and regulations viable.

"mproves morale.

0uilds cohesiveness in groups.

Krovides a good climate for learning, growth and coordination.

)aes the organization a better place to wor and live.

Need #or Training(

The need #or training ari!e! d'e to the #ollowing rea!on!C

To march the ?mployee specifications with the !ob requirements and organizational

needs. )anagement finds deviations between employee present specifications and the !ob

requirements and organizational needs. Training is needed to fill these gaps by developing and

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maing the employees sills nowledge, attitude, behaviour etc., to the turn of the !ob

requirement and organization.

Organi%ational ariabilit and the tran!#ormation pro"e!!C

The primary goal of the organization is that their viability is continuously influenced by

environments pressure. "f the organization does not adapt itself to the changing.

Te"hnologi"al Adan"e!C

?very organization in order to survive ad to be effective should adopt the latest

technology, i.e. mechanization, computerization and automation. Adoption of latest

technological means and methods will not be complete o enrich tem in the areas of changing

technical sills and nowledge from time to time.

Organizational Co!l"#it$

%ith the emergence of increased mechanism and automation manufacturing of multiple

products and byproducts or dealing in services of diversified lines, extension of operations,

to various regions of the country or in overseas countries, organizations of most of he

companies has become complex. They create he complex problems of coordination

and integration of activities adaptable to the expanding and diversifying situations. This

situation calls for training in the sills of coordination, integration and adaptability to the

requirements of growth, diversification and expansion.

H'man Relation!(

Trends in approach towards personnel managers has changed from the commodity

approach to partnership, crossing the human relations approach. So today management of most

of the organization has to maintain human relations besides maintaining sound industrial

relations although hitherto the managers are not accustomed to deal with the worers

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accordingly. So training in human relations is necessary to deal with the human problems

including alienation interpersonal and inter group conflicts etc.

Change! in ob a!!ignment(

Training is also necessary when the existing employee is promoted to the higher level in

the organization and when there is some new !ob or occupation due to transfer. Training is also

necessary to equip old employees with the advanced disciplines, techniques or technology.

The need #or the training al!o ari!e! to(

"ncrease Kroductivity

"mprove quality of the product&Service

'elp a company to fulfill its future personnel needs.

"mprove organizational climate.

Krevent obsolescence

?ffect personal growth

)inimize the resistance to change and

To act as mentor

Training ob$e"tie!(

The personnel manager formulates the following ob!ectives in eeping with the

companys goals and ob!ectives.

To prepare employee both old and new to meet the present as well as the changing

requirements of the !ob and the organization.

To prevent obsolescence.

To impart new entrants the basic nowledge and sill they neeed got an intelligent

performance of definite !ob. To prepare employees for higher level tass.

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/+ "nputs required for !ob performance.

4+ "ndividual growth and development in terms of career planning.

A**E*E0ENT 0ETHOD*(

The following are some of the methods use to assess the training needs.

rganizational requirements&weanesses.

:epartmental requirements&weanesses.

Dob specifications and employee specifications.

"dentifying specific problems.

Anticipating future problems.

)anagements requests observations

"nterview

2roup conferences

@uestionnaire surveys

Test or examinations

Kerformance appraisal.

Prin"iple! o# trainingC

A number of principles have been evolved over the years, which can be followed as

guidelines by the trainees. These are essential in order to promote efficient learning, long Fterm

retention, application of sill s and nowledge learned in training to the actual !ob situation.

Some of them are,

a. )otivation

b. Krogress information

c. (ein for )oto $orp

d. Kractice

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e. #ull vs. part

f. "ndividual difference

Area! o# training

rganization provides training to their employees in the following areas.

a+ company policies and procedure

b+ specific sills

c+ human relations

d+ Kroblem solving

e+ )anagerial and supervisory sills

f+ Apprentice training

Training method!(

On-the-$ob method! o##-the-$ob method!

-+ Dob rotation vestibule training

/+ $oaching role playing

4+ Dob instruction lecture methods

5+ Step by step training conferences or discussions

6+ $ommittee assignments programmed instruction

ON-THE O, TRIANIN8 0ETHOD

This type of training, also nown as ob!ective instruction, training, is the most

commonly used method. Onder this method, the individual is placed on a regular !ob and

taught the sills necessary to perform the !ob. The trainee learns under the supervision

and guidance of a qualified worer instructor. nthe!ob training has advantage of

giving firsthand nowledge and experience under actual woring conditions. %hile the

trainee learns how to perform the !ob, he is also a regulars worer rendering the serve for

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which his paid. The problem of transfer of the trainee is also minimized as the person

learns on the !ob. The emphasis is placed on rendering the services in the effective

manner rather than learning. 'ow to perform the !ob onthe!ob training method include

!ob rotation, coaching, !ob instruction or stop by step training g and committee

assignments.

". ob rotation(this trainee involves the movement of trainee form one !ob to another.

The trainee receives !ob nowledge and gains experience from his supervisor or

trainer in each of the different !ob assignments. Though this method of trainings

common in training managers for general management position, trainees can also be

rotated from hob to ob in worshop !obs. This method gives an opportunity to the

trainee to understand the problems of employees of other !obs and respect them.

"". Coa"hing(the trainee is placed under a particular supervisor functions as a coach in

training the individual. The supervisor provides the feedbac to the trainee on his

performance and offers his some suggestions for improvement. ften the trainee

shares some of the duties and responsibilities of the coach and relieves his of his

burden. A limitation of this method of training is that the trainee may not have the

freedom or opportunity to ex press his own ideas.

""". ob in!tr'"tion(this method is also nown as step by step training. Onder this

method, trainer explains the trainee the ways of doing the !obs , !ob nowledge and

sills allows him to do the !ob . The trainee appraises the performance of the trainee,

provides feedbac and corrects the trainee.

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"1. Committee a!!ignment!( under the committee assignment, group of trainees are

given an ased to solve an organizational problem. The trainee solves the problem

!ointly. "t develops teamwor.

O++-THE I, 0ETHOD(

Onder the method of training, the trainee is separated from the !ob situation and his

attention " focused upon learning the material related to his future !ob performance. Since

the trainee is not distracted by !ob requirements, he and place his entire concentration on

learning the !ob rather tan speeding in performing it.

There "s a opportunity for freedom expression for the trainee, the methods are as followsC

". .e!tib'le training( in this method, actual wor conditions are simulated in a

classroom. )aterials, files and equipments those are used in actual !ob performance

are also used in training. This type of raining " commonly used for training

personnel for clears and semi silled !obs. The duration of this training ranges from

days to a few wees theory can be related to practice in this method.

"". Role plaing( it " s defined as human interaction that involves realistic behavior in

imaginary situations. This method of training involves action, doing and proactive.

The participant play the role of certain characters, such as production manager,

mechanical engineer, maintenance engineer, superintendents, quality control

inspectors, foremen. %orers and the lie. The method " mostly used to develop

interpersonal interactions and effectively ion.

""". 2e"t're method( the lecture is a traditional method and direct method of

instruction. The instruction organizes the material it to a group o trainees in the form

of a tal. To be effective the lecture must motivate and create interest among the

trainee an advantage of lecture method it is direct and can bi used for large group o

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trainees. Thus cost and tinVme involved are reduced. The ma!or limitation of the

lecture method is that it does not provide for transfer of training effectively.

"1. Con#eren"e( it is a method obtaining the clerical, professional and supervisory

personnel. This method involves a group of people who pose ideas, examine a those

facts, ideas and data, test assumptions and draw concussions, all of which contribute

to the improvement of !ob performance.

1. Programmed in!tr'"tion( in recent years this method has become popular. The

sub!ect matter to be learnt is resents in a series of carefully planned sequential units.

These units ate arranged from simple to more complex levels of instructions. The

trainee goes though these units by answering questions or filing the blans. This

method is expensive and consuming.

1". Eal'ation o# training programmeC the specification of values forms a basis of

evaluation. the basis of evaluation and the mode of collection of information

necessity for evaluation should be determined at the planning stages the process of

training evaluation has been defined as Gany attempt to obtain information on the

effects of training performance and to asses the also of training ting the light of than

informationH. ?valuation is crucial in ascertaining whether or not the training

program is providing to be effective and its ob!ectives ate being achieved.

?valuation leads controlling and coercion the training programs. 'umbling

suggested five levels at which evaluation of training cal tae palaces. They are

reactions, learning, !ob behavior, organization, ultimate value.

1"". +eedba"(training evaluation information should be provided to the trainers and

instructors, trainees ads all other parties concerned for control, corrections and

improvements of trainees activities. #urther the training evaluator should follow it

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up to ensure implementation of the evaluation report at every state. #eedbac info

maroon can be collected on the basis of questionnaire or through interview.

,ene#it! o# training(

Training is important as it is the most significant part of management control.

Training facilitates the management to achieve its organizational goals effectively by the

effective utilization of human resources. Training g is benefices to both employees and

the organization in the following ways.

0enefit to the organizationC training is advantageous to the organization in the following ways.

I improed prod'"tiit(

Training helps the employees to improve their performance level. A well trained

employee can perform a tas&activity at a faster rate and accurately by using better

methods of wor. This improvement in manpower performance helps the organization to

achieve high and improved productivity.

II Improed &'alit o# wor(

"n training programmed, employees ate taught standardized and better methods of

performing activities. %ell trained employees ate less liely to mae functional mistaes.

This proficiency of employees facilitates the organization to improve the quality of wor.

III Co!t and wage red'"tion(

Trained employees perform less functional &operational mistaes and mae more

economical use of materials and machinery. This reduces wastages and results in

increased productivity with high quality and reduction in cost per unity. Training even

reduces the maintenance cost due to fewer machine breadowns and better handling of

equipments.

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'uman resource information system is systematic procedure for collecting, storing,

maintain, and retrieving data need by an organization about its human recourse and

various activities that ate relevant for their management.

HRC(

"n the present highly complex environment , '( counseling has become drive

responsibility of '( manager as counseling plays vital role in different aspects of

managing human resource lie career planning and development , performance

management , stress management, and other areas which may effect employees

emotionally. The basic ob!ective of counseling is to bring an employee bac to his

normal mental position in which he was before the emotional problem emerged.

*EN*ITI.IT/ TRAININ8(

Sensitivity training is a smallgroup interaction process in the unstructured form

which requires people to become sensitivity to others feelings in order to develop

reasonable group activity.

CIPP APPROACH(

This approach taes context, process and product for evaluation.

ConteFt eol'tionC involves evaluation of training and development needs analysis and

formulation ob!ective in the light of needs.

Inp't eal'ation( involves evaluation of determining policies, budget, schedules, and

procedures for organization programmed.

Pro"e!! eal'ationC involves of preparation of reaction sheets, rating scales and analysis

of relevant records.

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Prod'"t eal'ation(involves measuring and interpreting the attainment of training and

development ob!ectives.

PER+ORANCE APPRAI*A2

Kerformance appraisal is the systematic evaluation of the individual with regard to

his or her performance on the !ob and his potential for development.

O, ANA2/*I*(

Dob evaluation process starts with the base provide by !ob analysis. Dob analysis

identifies various dimensions of a !ob in two forms, !ob description and !ob specification.

Dob descriptions provide responsibility involves in the performing of the !ob while !ob

specifications provides attributes required in the !ob performer.

0A=IN8 HR-CO00UNICATION E++ECTI.E(

"t is essential that special efforts are taen to mae '( communication effective.

These efforts are need because '($ suffers due to operation of a number of barriers

against it which are as follows.

"nadequate appreciation of need for '($ by the organization

"nadequate appreciation of what is to be communicated.

Tendency of eeping '( policies and practices confidential.;

Eanguage problem in the case of multilingual composition of worforce.

$ost involved in '( communication.

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CHAPTER-548


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DATA ANA2/*I* > INTERPRETATION

DATA ANA2/*I* > INTERPRETATION

-. The nowledge& sills *technical P behavior+ imparted through training is relevant

to your wor

a+ Agree b+ Kartly agree c+ :isagree

Accepted level Bof response

Agree

Kartly agree

:isagree

73B

/3B

/3B

Total -33B

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Interpretation(

73B of the employees agreed that training is relevant to their !ob&wor, where as

/3B partly agreed and /3B have disagreed.

/. :o you thin training is a continuous process in your organizations

a+ Res b+ >o c+ )ost of the times

50

Accepted level Bof responseRes

>o

)ost of the times

43B

53B

43B

Total -33B


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Interpretation(

43B of employees accepted that training is a continuous process in their

organization, where as 53B of the employees said no and 43B of employees said

that it is for most of the times.

4. Training will accelerate in updating your nowledge P sills

a+ Strongly believe b+ )ight be c+ >o


Strongly be leave

)ight be

>o

66B

-3B

46B

Total -33B

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Interpretation(

66B of employees strongly believed that training will accelerate in updating

nowledge and sills where as -3B said that training might accelerate in updating

nowledge and sills and 46B said no.

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5. "s need based training imparted in your organization

a+ Res b+ >o c+ Some times

Interpretation(

66B of employees said yes that training is imparted in their organization, -3B said

no and 46B of the total employees said that it is only imparted at some times.

53

Accepted level Bof responseRes

>o

Some times

66B

-3B

46B

Total -33B


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7. Suggestions given regarding the training program are taen into consideration for

#uture improvement in training programs

a+ All improvements suggested b+ (ealistic suggestions c+ (elevant


All improvements suggested

(ealistic suggestions

(elevant

5/B

5/B

-7B

Total -33B

Interpretation(

5/B of the employees accept that improvements are suggested and the other 5/B of

the employees accepted that suggestions are realistic where as -7B of employees say

that suggestions are relevant

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8. %ill training imparted in your organization improve productivity directly or

"ndirectly

a+ Agree b+ :isagree c+ Kartly agree

Interpretation(

93B of the employees strongly agree that training will improve productivity, where

as 6B of employees !ust agree and only -6B of the employees disagree.

56


Agree

:isagree

Kartly agree

93B

-6B

6BS

Total -33B


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9. %ill the training methodology and policies have impact on the culture of the

organization

a+ Agree b+ Kartly agree c+ :isagree


Agree

Kartly agree

:isagree

66B

46B

-3B

total -33B

Interpretation(

66B of employees have agreed that training methodology and policies will have

strong impact on the culture of the organization, where as 46B of the employees

have partly agreed and the rest -3B of the employees have disagree.

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. Ieeping in view of the present and future requirements of the organization. "s the need

based training programs are organized at the regional level

a+ )ostly b+ Some times c+ >ot at all


)ostly

Some times

>ot at all

/3B

76B

-6B

Total -33B

Interpretation(

76B of employees have said that need based training programs are organized

eeping in view of the present and future requirements of the organization, where as

/3 B of employees agree mostly relevant and -6B have conved not at all

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-3. 'ow do you find the atmosphere of the employee development centre in your

rganization

a+ #riendly b+ #ormal c+ up to expected level


#riendly

#ormal

Op to expected level

76B

/3B

-6B

Total -33B

Interpretation(

76B of employees feel that the atmosphere of employee development centre in their

organization is friendly and /3B of employees say that is formal. -6W of employees

say it is up to expected level.

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--. :oes the training have a positive motivational effect on the employees.

a+ Strongly agree b+ agree c+ partly agree


Agree

Kartly agree

:isagree

76B

/3B

-6B

Total -33B

Interpretation(

76B of employees agree that training has a positive motivational effect on the

employees, where as /3B of employees partly agree, -6B partly agree.

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-/. The quality of the faculty identified for training programs in general are

a+ 1ery efficient b+ @ualified c+ satisfactory


1ery efficient

qualified

satisfactory

73B

/3B

/3B

total -33B

Interpretation(

73B of employees say that the quality of faculty identified for training programs in

general are very efficient and /3B of employees said that they are qualified and /3B

of employees say that they are satisfactory.

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-4. "s the training schedule structured and followed in the training program

a+ Structured b+ structured with flexibility


structured

structured with flexibility

63B

63B

Total -33B

Interpretation(

63Bof the employees agree that the training schedule is structured with flexability

and 63B of employees agree that it is structured.

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-6. %ho plays the ma!or role in identifying training needs and relevant training

Krogramme to be given

a+ "mmediate boss

b+ head of the department c+human resource development

Interpretation(

76B of employees say that the immediate boss plays ma!or role in identifying the

training needs head of the department, where as -6B say that its the head of the

department and human resource development /3B

64


"mmediate boss'ead of the department

'uman resource development

76B-6B

/3B

Total -33B


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-7+ 'ow do you thin that the training has helped you

a+ Through increasing productivity b+ through enhanced sills c+ others

Interpretation(

83B of employees agree that through increasing productivity the training has helped

them, 6B through enhanced sills and /6B other.

65


Through increasing

productivity

Through enhanced sills

ther

83B

6B

/6B

Total -33B


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-8. %hich training method do you use in the company

a+ n !ob training b+ !ob instruction training

c+ Apprenticeship d+ class room or off !ob method

Interpretation(

43B of employees says that they use on the !ob training in their company, /3B says

!ob instruction training /6B says apprentice ship, /6B class room method or off !ob

method.

66


n the !ob training

Dob instruction training

Apprenticeship

$lass room or off !ob method

43B

/3B

/6B

/6B

Total -33B


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-. %hat is the duration of training program you prefer

a+ )onthly b+ @uarterly c+ Twice in a year d+ nce in a year

Interpretation(

43B of the employees agree duration of training programs monthly, 53B quarterly,

/3B twice in a year -3B once in a year.

69


)onthly

quarterly

twice in a year

once in a year

43B

53B

/3B

-3B

total -33B


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+INDIN8*

-+ There is a healthy relationship between the peers, subordinates, and superiors in

Hero 0oto Corp/+ "n this organization maximum no. of employees are agree with the management

considering their ideas and suggestions on some occasions only.

4+ "n this organization Training programs will helps the employees in achieving both

individual goals and organizational goals.

5+ )aximum no. of employees is satisfied with the Training program conducted by

Hero 0oto Corp

6+ ?mployers are gained nowledge at wor place after attending this Training

program.

7+ #or new !oiners in organization training method are conducted lie coaching and

besides orientation programs.

8+ Training will be very useful to employees in their present !ob.

9+ Training program helps employees to tae new challenges in their present !ob.

+ )ost of the employees are using new sills in their present !ob.

-3+ According to the training program employees to tae new roles in the organization.

--+ %ith the help of training program employees will increase their productivity.

-/+ After this Training program they are doing their !ob more confidently.

-4+ Training program brought positive impact on employee behavior.

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*U88E*TION*(

-+ Hero 0oto Corp should conduct more and more training programs related to the

functional competencies of employees.

/+ Hero 0oto Corp should ensure that whenever they tae feedbac from employees

their suggestions are taen into consideration and implemented as soon as possible this

will mae employees to give honest and appreciate feedbac.

4+ Hero 0oto Corp in this regard should conduct a forum for feedbac so that real time

information is available with respect to training needs of the employees.

5+ Aim of any company is to be ensure that all employees apply techniques learnt in

training program on the !ob hence at each level sill base training should be given.

6+ The need is for the management to bring the most efficient trainers to the training

programs. Trainers can be selected on basic of their rating in the corporate world.

7+ 'ere the management has to improve the quality of Training programmers in Hero

0oto Corp a quality based approaches can be used.

8+ %hile evaluating the Training programmers the feedbac will be collected each and

every day in Training period. And also the feedbac form can be distributed to the

employees every day in the lunch brea.

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Con"l'!ion

-+ Through these Training Krogrammers the employees of the company get to now the

realities of the company woring procedures and thereby come up with the vision of

the organization. So, these inds of training programmers should be conducted quite

regularly in the company so as to assure development of the employees.

/+ This ind of training also helps in building networs through different people from

different bacgrounds coming under one roof through such Training and

:evelopment programmers, which actually integrates the whole organization

through sharing of different sills and cultures.

4+ These ind of training programmers brings a ray of confidence in the employees,

that they are updated with the global procedures, new technological developments

etcC

5+ The training provided ensures that employees enhance their overall sills i.e.

behavioral and technical sills for their overall development.

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" would be grateful if you would indly spare some time to answer the

questionnaire. This information will be used purely for academic purpose and would be

ept confidential.

NA0E ( DEPART0ENT(

DE*I8NATION ( E0P2O/EE NO(

-. "s the Training program introduced new concepts in your area of woring

a+. Strongly Agree b+. Agree c+. $ant say d+ :isagree

e+. Strongly :isagree

/. "s the Training program introduced new concepts in area of your personality

development&'uman relations



4. "s the Training program useful to you in your present !ob



5. "s the Training program helps you to prepare you for the future !obs in your area of woring



6. "s the Training program helps you to tae new challenges in your present !ob



7. "s the Training program helps you to tae new roles in this organization


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8. :o you often apply this nowledge in your wor place while performing the !obs



9. "s the Training program brought change in your perception about your !obs



. :o you attained new sills in this Training program



-3. Are you using the new sills in your present !ob



--. $ould you increase your productivity with the help of this training



-/. After this training, are you doing your !ob more confidently



-4. After this training, your relations with your colleagues and superiors are improved

a+. Strongly Agree b+. Agree c+. $ant say d+ :isagree e+.

Strongly :isagree

-5. %hether the financial resources given with the training program you received, can you

increase the output

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-6. #or the concepts of Training program to wor, "s they need to be institutionalized



-7. %as the inputs received in your Training program can be implemented in team or

individually



-8. "s there is a significant impact on your performance with this Training program



-9. "s the Training program brought positive impact on your behavior



-. Some of achievements

areC

/3. Any relevant

training and development-- hero moto corp ltd.docx

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