ACKNOWLEDGEMENT

All progress is born of enquiry. Doubt is often better than confidence,

for it leads to enquiry & enquiry leads to invention.
Therefore all my progress is born of inquiry. True acknowledgement not just
lies in writing but higher manifestation lies in its application. It is a matter of
great pleasure to be able to thank all the esteemed person who helped me in
turning this project into a success. At this very outset I would like to express
my deep gratitude to Mrs. Annita Chaswal (Group Head HR) for allowing
me to undertake training in her prestigious concern.
My special thanks to Mr. Jarnail Singh ( Executive Manager) who has been a
beam of light for me in this endeavor. I would also like to thank the entire
staff members of HR department of JCBL Ltd., who have been consistently
& persistently of immense help to me in completing the project.
I am also thankful to my teachers who guided me to successfully complete
my project.
In the end I would not forget to thanks my beloved parents who supported
me emotionally and financially to complete my project.
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PREFACE
MBA is a stepping-stone to the management carrier and to develop good
managers, it is necessary that the theoretical knowledge must be
supplemented with the exposure to the real environment.
Theoretical knowledge just provides the base and it is not sufficient to
produce a good manager. Thats why practical knowledge is needed.
Therefore the research project is an essential requirement for the student of
MBA. This research project not only help the student to utilize their skill
properly and learn field realities but also provide a chance to the
organization to find out talent among the building managers in the very
beginning.
In accordance with the requirement of MBA course, Ive done my project on
the topic Training and Development. The main objective of the research
project is to know the training and development programs in JCBL Ltd.,
Lalru.
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CONTENTS
S.No Topic
1. Introduction
2. Review of Literature & Research methodology
3. Analysis & Interpretation
4. Findings & Suggestions
5. Conclusion & Summary
Bibliography
Annexure
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INTRODUCTION
Statement of Problem
To study the training method adopted by the company by which the
employee performance is satisfied.
TRAINING AND DEVELOPMENT
In organizational development, the related field of training & development
deals with the design & delivery of learning to improve performance with
organizations.
In some organizations the term learning and development is used
instead of Training and Development in order to emphasis the importance of
learning for the individual and the organization. In other organization the
term HRD is used.
In simple terms, training and development refers to the imparting of specific
skills, abilities and knowledge to an employee. A formal definition of
training and development is
it is an attempt to improve current or future employee performance
by increasing an employees ability to perform through learning usually by
changing the employees attitude or increasing his or her skills and
knowledge. The need for training and development is determined by the
employees performance deficiency, computed as follows:-
Training and development need=Standard performance - Actual
performance
We can make a distinction among training, education and development.
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Such distinction enables us to acquire a better perspective about the meaning
of the terms. Training, as we stated earlier ,refers to the process of imparting
specific skill. Education, on the other hand, is confined to learning in
classrooms. Table below draws a distinction between training and education
more clearly.
Training and Education Differentiated
Training Education
Application Theoretical Orientation
Job Experience Classroom Learning
Specific Tasks General Concepts
Narrow Perspective Broad Perspective
Though training and education differ in nature and orientation, they are
complementary. An employee, for example, who undergoes training is
presumed to have had some formal education. Furthermore, no training
program is complete without an element of education. As more and more
employees are called upon to exercise judgment and to choose alternative
solutions to the job problem, training programs, seek to broaden and develop
the individual through education.
Development refers to those learning opportunities designed to help
employees grow. Development is not primarily skill-oriented. Instead, it
provides general knowledge and attitudes which will be helpful to
employees in higher position. Efforts towards development often depend on
personal drive and ambition. Development activities, such as those by
management developmental programs, are generally voluntary. To bring
distinction among training, education and development into sharp, focus, it
may be stated that training is offered to operatives, whereas development
programs are meant for employees in higher position. Education, however is
common to all the employees, their grades not withstanding.
According to Dale Yoder, The use of the term training and development
in todays employment setting is far more appropriate than training alone
since human resource can exert their full potential only when learning
process goes far beyond simple routine.
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TRAINING vs. DEVELOPMENT
Training Development
1.Training means learning skills and
knowledge for doing a particular
job. It increases job skills.
2.The term; training is generally
used to denote imparting specific
skills among operative workers and
employees.
3.Training is concerned with
maintaining and improving current
job performance. Thus it has a short-
term perspective.
4.Training is job-centered in nature.
5.The role of trainer or supervisor is
very important in training.
1.Development means the growth of
an employee in all respects. It shapes
attitudes.
2.The term development is
associated with the overall growth of
the executives.
3.Executive Development seeks to
develop competence and skills for
future performance. Thus, it has a
long-term perspective.
4.Development is career centered in
nature.
5.All development is self-
development. The executive has to
be internally motivated for self-
development.
DESIGNING THE TRAINING AND DEVELOPMENT
PROGRAM
Training starts with a strategy:
It is important that a business provides training that is consistent with the
business strategy.
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The main steps in developing a training strategy are to:
Identify the skills and abilities needed by employees;
Draw up an action plan to show how investment in training and
development will help meet business goals and objectives;
Implement the plan, monitoring progress on training effectiveness.
PHASE 1:Conducting the needs assessment: For an organization to
determine why a training program is to be useful in the workplace. When
conducting a training and development program, the company has several
courses to follow through, before designing the program. Some of the
questions are: what training is relevant to your employees jobs, what training
will improve performance, determine if and how training will make a
significant difference, distinguish training needs from organizational
problems, and link improved job performance with the organizations goals.
A need for assessment is not exactly the way it sounds. Some think of want
or desire, but it is rather a gap between the way things are and the way
should be.
That pertains to what is done as well as what shouldnt be. For phase
1 an organization has to brainstorm on what the training program should
teach employees. The programs have to coach employees to become better
leaders for the organization and provide information they need in order to
fulfill their responsibilities as human resource managers.
PHASE 2: DESIGNING THE TRAINING PROGRAM
Phase 2 is designing the training program. For an organization to train their
employees correctly ,they must plan for the right programs. Designing a
training program is where the idea from phase 1 are used to mould and form
programs that will efficiently give the coaching to the employees of the
organization. Whether a company buy a designed program or design it
themselves; there are four major principles for a company to go by.
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1) Instructional Objectives :- This part of the training process consists of
what needs to be offered in a training process and the results, the company
expects after the training process is done.
2) Trainee Readiness:- This deals with how well the employee will be
prepared before taking the training course. This also relates to how much
response is expected from the training program. Looking at the past record,
the rate of improvement and previous work experience of the trainee, to
forecast how well the employee will improve from the training course .
3) Principles of Learning:- For this stage, the teaching methods are taken
into consideration. A company should make sure to state the best principles
while designing a training program. This makes clear to a trainee the
elements that are being taught for the program.
4) Characteristics of Instructors:- For a training program to be successful,
the trainer/coach must be well prepared. A very good training program is not
very much effective if the trainer is not good. The characteristics of a good
trainer are: knowledge of the subject, ability, sincerity, sense of humor,
interest, and clear instructions.
The most important characteristic that a trainer needs is knowledge
of the subject. For a trainer to train, they must completely and fully know
about what they are training the employees. Obviously, if the trainer does
not have the knowledge to train, the program will be totally useless.
The second most important characteristic a trainer needs is the
ability to train all employees. Not all employees learn at the same rate and
from the same style of teaching. It is important that the trainer has the ability
to train all employees well. A very equitable characteristic for a trainer to
have is sincerity. By having this quality, trainees have more of a willfulness
to learn the material. A trainer must also be patient for a trainee to better
learn the material.
For trainees to learn, it is not required, but beneficial for a trainer to
have a sense of humor. By adding a humorous example to will more easily
store and retrieve the knowledge given in the program. It is important for the
trainer to have interest in the material being taught to the trainees and of
course the trainee must have clear instructions.
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PHASE 3: IMPLEMENTING
For the process of training and development, implementing the program is
getting started after designing and setting up the program. From the day of
implementation, the employee start getting the training. The important thing
to consider when implementing the training program is, where to conduct
the it. The company decides where will be offered. Often the program is
offered in a classroom or a meeting room. There are basically three types of
training programs offered.
Apprenticeship: This is an on/off the job-training program that is
offered to new members of the position.
On-the-job training: This is where the employee is being trained on
the job. There are positive and negative aspects to this method of training.
Positive aspects are that trainees become expert in their work. Negative
aspects include loss of production due to training of the workers.
Internship: This style of training is usually for temporary workers who are
going to school to receive a degree in the same field.
PHASE 4: Evaluation
The best way to evaluate the training and development program is to
compare the trainees knowledge about the subject, before and after going
through the program, to see if the improvement is worth the cost of the
program. Usually the training programs take a lot of time and money so it is
important that the results of the program match or exceeds the effort put into
it. Ways to evaluate the program include: testing the trainees after going
through the program, hand out surveys for the trainees regarding the
effectiveness of the training program, or conduct a long term analysis to
get more accurate results. It is very useful to use the evaluation of one or
more training programs to help design another.
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Training And Development
Human Resource Management (HRM), a relatively new term, that emerged
during the 1930s. Many people used to refer it before by its traditional titles,
such as Personnel Administration or Personnel Management. But now, the
trend is changing. It is now termed as Human Resource Management
(HRM). Human Resource Management is a management function that helps
an organization select, recruit, train and develops
HUMAN RESOURCE MANAGEMENT
Human Resource Management is defined as the people who staff and
manage organization. It comprises of the functions and principles that are
applied to retaining, training, developing, and compensating the employees
in organization. It is also applicable to non-business organizations, such as
education, healthcare, etc Human Resource Management is defined as the
set of activities, programs, and functions that are designed to maximize both
organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from
the time of his entry into an organization until he leaves, come under the
horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance
Management, Training and Development, Retention, Industrial Relation, etc.
Out of all these divisions, one such important division is training and
development.
TRAINING AND DEVELOPMENT is a subsystem of an organization. It
ensures that randomness is reduced and learning or behavioral change takes
place in structured format.
TRADITIONAL AND MODERN APPROACH OF
TRAINING AND DEVLOPMENT
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Traditional Approach Most of the organizations before never used to
believe in training. They were holding the traditional view that managers are
born and not made. There were also some views that training is a very costly
affair and not worth. Organizations used to believe more in executive
pinching. But now the scenario seems to be changing.
The modern approach of training and development is that Indian
Organizations have realized the importance of corporate training. Training is
now considered as more of retention tool than a cost. The training system in
Indian Industry has been changed to create a smarter workforce and yield the
best results
TRAINING AND DEVELOPMENT OBJECTIVES
The principal objective of training and development division is to make sure
the availability of a skilled and willing workforce to an organization. In
addition to that, there are four other objectives: Individual, Organizational,
Functional, and Societal.
Individual Objectives help employees in achieving their personal goals,
which in turn, enhances the individual contribution to an organization.
Organizational Objectives assist the organization with its primary
objective by bringing individual effectiveness.
Functional Objectives maintain the departments contribution at a level
suitable to the organizations needs.
Societal Objectives ensure that an organization is ethically and socially
responsible to the needs and challenges of the society
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Employee Training and Development Program
TRAINING AND DEVELOPMENT DEFINED
It is concerned with the structure and delivery of acquisition of knowledge to
improve the efficiency and effectiveness of organization.
It is concerned with improving the existing skills and exploring the potential
skills f the individual i.e. upgrading the employees skills and extending their
knowledge. Therefore, training is a key to optimizing utilization human
intellectual technological and entrepreneurial skills.
Training and Development referred to as:
Acquisition and sharpening of employees capabilities that is required to
perform various obligations, tasks and functions
Developing the employees capabilities so that they may be able to discover
their potential and exploit them to full their own and organizational
development purpose
Developing an organizational culture where superior-subordinate
relationship, team work, and collaboration among different sub units are
strong and contribute to organizational wealth, dynamism and pride to the
employees.
DEVELOPMENT DEFINED
It helps the individual handle future responsibilities, with less emphasis on
present job duties
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Introduction Of Training
TRAINING DEFINED
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and behaviours
to enhance the performance of employees.
Training is activity leading to skilled behavior.
Its not what you want in life, but its knowing how to reach it
Its not where you want to go, but its knowing how to get there
Its not how high you want to rise, but its knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an
outcome
Its not what you dream of doing, but its having the knowledge to do it
It's not a set of goals, but its more like a vision
Its not the goal you set, but its what you need to achieve it
Training is about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of
time.
Training is about the acquisition of knowledge, skills, and abilities (KSA)
through professional development.
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ROLE OF TRAINING
Importance Of Training and Development
Optimum Utilization of Human Resources Training and Development
helps in optimizing the utilization of human resource that further helps the
employee to achieve the organizational goals as well as their individual
goals.
Development of Human Resources Training and Development helps to
provide an opportunity and broad structure for the development of human
resources technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.
Development of skills of employees Training and Development helps in
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increasing the job knowledge and skills of employees at each level. It helps
to expand the horizons of human intellect and an overall personality of the
employees
Productivity Training and Development helps in increasing the
productivity of the employees that helps the organization further to achieve
its long-term goal.
Team spirit Training and Development helps in inculcating the sense of
team work, team spirit, and inter-team collaborations. It helps in inculcating
the zeal to learn within the employees.
Organization Culture Training and Development helps to develop and
improve the organizational health culture and effectiveness. It helps in
creating the learning culture within the organization.
Organization Climate Training and Development helps building the
positive perception and feeling about the organization. The employees get these
feelings from leaders, subordinates, and peers.
Quality Training and Development helps in improving upon the quality of
work and work-life.
Healthy work-environment Training and Development helps in creating
the healthy working environment. It helps to build good employee,
relationship so that individual goals aligns with organizational goal.
Health and Safety Training and Development helps in improving the
health and safety of the organization thus preventing obsolescence.
Morale Training and Development helps in improving the morale of the
work force.
Image Training and Development helps in creating a better corporate
image.
Profitability Training and Development leads to improved profitability
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and more positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e.
Organization gets more effective decision making and problem solving. It
helps in understanding and carrying out organisational policies
Training and Development helps in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that successful workers and
managers usually display
Training and Human Resource Management
The HR functioning is changing with time and with this change, the
relationship between the training function and other management activity is
also changing. The training and development activities are now equally
important with that of other HR functions. Gone are the days, when training
was considered to be futile, waste of time, resources, and money. Now-a-
days, training is an investment because the departments such as, marketing
& sales, HR, production, finance, etc depends on training for its survival. If
training is not considered as a priority or not seen as a vital part in the
organization, then it is difficult to accept that such a company has effectively
carried out HRM. Training actually provides the opportunity to raise the
profile development activities in the organization.
To increase the commitment level of employees and growth in quality
movement (concepts of HRM), senior management team is now increasing
the role of training. Such concepts of HRM require careful planning as well
as greater emphasis on employee development and long term education.
Training is now the important tool of Human Resource Management to
control the attrition rate because it helps in motivating employees, achieving
their professional and personal goals, increasing the level of job satisfaction,
etc. As a result training is given on a variety of skill development and covers
a multitude of courses.
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Role of HRD Professionals in Training
This is the era of cut-throat competition and with this changing scenario of
business; the role of HR professionals in training has been widened. HR role
now is:
1. Active involvement in employee education
2. Rewards for improvement in performance
3. Rewards to be associated with self esteem and self worth
4. Providing pre-employment market oriented skill development education
and post employment support for advanced education and training
5. Flexible access i.e. anytime, anywhere training
Models of Training
Training is a sub-system of the organization because the departments such
as, marketing & sales, HR, production, finance, etc depends on training for
its survival. Training is a transforming process that requires some input and
in turn it produces output in the form of knowledge, skills, and attitudes
(KSAs).
THE TRAINING SYSTEM
A System is a combination of things or parts that must work together to
perform a particular function. An organization is a system and training is a
sub system of the organization. The System Approach views training as a
sub system of an organization. System Approach can be used to examine
broad issues like objectives, functions, and aim. It establishes a logical
relationship between the sequential stages in the process of training need
analysis (TNA), formulating, delivering, and evaluating. There are 4
necessary inputs i.e. technology, man, material, time required in every
system to produce products or services. And every system must have some
output from these inputs in order to survive. The output can be tangible or
intangible depending upon the organizations requirement. A system
approach to training is planned creation of training program. This approach
uses step-by-step procedures to solve the problems. Under systematic
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approach, training is undertaken on planned basis. Out of this planned effort,
one such basic model of five steps is system model that is explained below.
Organization are working in open environment i.e. there are some internal
and external forces, that poses threats and opportunities, therefore, trainers
need to be aware of these forces which may impact on the content, form, and
conduct of the training efforts. The internal forces are the various demands
of the organization for a better learning environment; need to be up to date
with the latest technologies.
The three model of training are:
1. System Model
2. Instructional System Development Model
3. Transitional model
System Model Training
The system model consists of five phases and should be repeated on a
regular basis to make further improvements. The training should achieve the
purpose of helping employee to perform their work to required standards.
The steps involved in System Model of training are as follows:
1. Analyze and identify the training needs i.e. to analyze the department,
job, employees requirement, who needs training, what do they need to learn,
estimating training cost, etc The next step is to develop a performance
measure on the basis of which actual performance would be evaluated.
2. Design and provide training to meet identified needs. This step requires
developing objectives of training, identifying the learning steps, sequencing
and structuring the contents.
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3. Develop- This phase requires listing the activities in the training program
that will assist the participants to learn, selecting delivery method,
examining the training material, validating information to be imparted to
make sure it accomplishes all the goals & objectives.
4. Implementing is the hardest part of the system because one wrong step
can lead to the failure of whole training program.
5. Evaluating each phase so as to make sure it has achieved its aim in terms
of subsequent work performance. Making necessary amendments to any of
the previous stage in order to remedy or improve failure practices.
Transitional Model
Transitional model focuses on the organization as a whole. The outer loop
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describes the vision, mission and values of the organization on the basis of
which training model i.e. inner loop is executed.
Vision focuses on the milestones that the organization would like to
achieve after the defined point of time. A vision statement tells that where
the organization sees itself few years down the line. A vision may include
setting a role mode, or bringing some internal transformation, or may be
promising to meet some other deadlines.
Mission explain the reason of organizational existence. It identifies the
position in the community. The reason of developing a mission statement is
to motivate, inspire, and inform the employees regarding the organization.
The mission statement tells about the identity that how the organization
would like to be viewed by the customers, employees, and all other
stakeholders.
Values is the translation of vision and mission into communicable ideals.
It reflects the deeply held values of the organization and is independent of
current industry environment. For example, values may include social
responsibility, excellent customer service, etc.
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The mission, vision, and values precede the objective in the inner loop. This
model considers the organization as a whole. The objective is formulated
keeping these three things in mind and then the training model is further
implemented.
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Instructional System Development Model(ISD)Model
Instructional System Development model was made to answer the training
problems. This model is widely used now-a-days in the organization because
it is concerned with the training need on the job performance. Training
objectives are defined on the basis of job responsibilities and job description
and on the basis of the defined objectives individual progress is measured.
This model also helps in determining and developing the favorable
strategies, sequencing the content, and delivering media for the types of
training objectives to be achieved.
The Instructional System Development model comprises of five stages:
1. ANALYSIS This phase consist of training need assessment, job
analysis, and target audience analysis.
2. PLANNING This phase consist of setting goal of the learning outcome,
instructional objectives that measures behavior of a participant after the
training, types of training material, media selection, methods of evaluating
the trainee, trainer and the training program, strategies to impart knowledge
i.e. selection of content, sequencing of content, etc.
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3. DEVELOPMENT This phase translates design decisions into training
material. It consists of developing course material for the trainer including
handouts, workbooks, visual aids, demonstration props, etc, course material
for the trainee including handouts of summary.
4. EXECUTION This phase focuses on logistical arrangements, such as
arranging speakers, equipments, benches, podium, food facilities, cooling,
lighting, parking, and other training accessories.
5. EVALUATION The purpose of this phase is to make sure that the
training program has achieved its aim in terms of subsequent work
performance. This phase consists of identifying strengths and weaknesses
and making necessary amendments to any of the previous stage in order to
remedy or improve failure practices.
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The ISD model is a continuous process that lasts throughout the training
program. It also highlights that feedback is an important phase throughout
the entire training program. In this model, the output of one phase is an input
to the next phase.
Methods of Training
There are various methods of training, which can be divided in to cognitive
and behavioral methods. Trainers need to understand the pros and cons of
each method, also its impact on trainees keeping their background and skills
in mind before giving training.
Cognitive methods are more of giving theoretical training to the trainees.
The various methods under Cognitive approach provide the rules for how to
do something, written or verbal information, demonstrate relationships
among concepts, etc. These methods are associated with changes in
knowledge and attitude by stimulating learning
The various methods that come under Cognitive approach are:
LECTURES
DEMONSTRATIONS
DISCUSSIONS
COMPUTER BASED TRAINING (CBT)
o INTELLEGENT TUTORIAL SYSTEM(ITS)
o PROGRAMMED INSTRUCTION (PI)
o VIRTUAL REALITY
Behavioral methods are more of giving practical training to the trainees. The
various methods under Behavioral approach allow the trainee to behavior in
a real fashion. These methods are best used for skill development.
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The various methods that come under Behavioral approach are:
GAMES AND SIMULATIONS
o BEHAVIOR-MODELING
o BUSINESS GAMES
o CASE STUDIES
o EQUIPMENT STIMULATORS
o IN-BASKET TECHNIQUE
o ROLE PLAYS
Both the methods can be used effectively to change attitudes, but through
different means.
Another Method is MANAGEMENT DEVELOPMENT METHOD
MANAGEMENT DEVELOPMENT
The more future oriented method and more concerned with education of the
employees. To become a better performer by education implies that
management development activities attempt to instill sound reasoning
processes.
Management development method is further divided into two parts:
ON THE JOB TRAINING
The development of a managers abilities can take place on the job. The four
techniques for on-the job development are:
COACHING
MENTORING
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JOB ROTATION
JOB INSTRUCTION TECHNIQUE (JIT)
OFF THE JOB TRAINING
There are many management development techniques that an employee can
take in off the job. The few popular methods are:
SENSITIVITY TRAINING
TRANSACTIONAL ANALYSIS
STRAIGHT LECTURES/ LECTURES
SIMULATION EXERCISES

Training-Design
The design of the training program can be undertaken only when a clear
training objective has been produced. The training objective clears what goal
has to be achieved by the end of training program i.e. what the trainees are
expected to be able to do at the end of their training. Training objectives
assist trainers to design the training program.
The trainer Before starting a training program, a trainer analyzes his
technical, interpersonal, judgmental skills in order to deliver quality content
to trainers.
The trainees A good training design requires close scrutiny of the trainees
and their profiles. Age, experience, needs and expectations of the trainees
are some of the important factors that affect training design
Training climate A good training climate comprises of ambience, tone,
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feelings, positive perception for training program, etc. Therefore, when the
climate is favorable nothing goes wrong but when the climate is
unfavorable, almost everything goes wrong.
Trainees learning style the learning style, age, experience, educational
background of trainees must be kept in mind in order to get the right pitch to
the design of the program.
Training strategies Once the training objective has been identified, the
trainer translates it into specific training areas and modules. The trainer
prepares the priority list of about what must be included, what could be
included.
Training topics After formulating a strategy, trainer decides upon the
content to be delivered. Trainers break the content into headings, topics, ad
modules. These topics and modules are then classified into information,
knowledge, skills, and attitudes.
Sequence the contents Contents are then sequenced in a following manner:
From simple to complex
Topics are arranged in terms of their relative importance
From known to unknown
From specific to general
Dependent relationship
Training tactics Once the objectives and the strategy of the training
program becomes clear, trainer comes in the position to select most
appropriate tactics or methods or techniques. The method selection depends
on the following factors:
Trainees background
Time allocated
Style preference of trainer
Level of competence of trainer
Availability of facilities and resources, etc
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Support facilities It can be segregated into printed and audio visual. The
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various requirements in a training program are white boards, flip charts,
markers, etc.
Constraints The various constraints that lay in the trainers mind are:
Time
Accommodation, facilities and their availability
Furnishings and equipments
Budget
Design of the training, etc
Training Evaluation
The process of examining a training program is called training evaluation.
Training evaluation checks whether training has had the desired effect.
Training evaluation ensures that whether candidates are able to implement
their learning in their respective workplaces, or to the regular work routines.
Purposes of Training Evaluation
The five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the
objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired
knowledge, transfer of knowledge at the work place, and training.
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Control: It helps in controlling the training program because if the training
is not effective, then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative
employee) uses the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are
aligned with the expected outcomes.
Process of Training Evaluation
Before Training: The learners skills and knowledge are assessed before the
training program. During the start of training, candidates generally perceive
it as a waste of resources because at most of the times candidates are
unaware of the objectives and learning outcomes of the program. Once
aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning
style.
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During Training: It is the phase at which instruction is started. This phase
usually consist of short tests at regular intervals
After Training: It is the phase when learners skills and knowledge are
assessed again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at
individual department and organizational levels. There are various
evaluation techniques for this phase.
Techniques of Evaluation
The various methods of training evaluation are:
Observation
Questionnaire
Interview
Self diaries
Self recording of specific incidents
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Facilitation of Training Through Organization Intervention
Failure of training is not always because of lack of KSAs but sometimes it is
because of the organizational forces also. These forces also hold back the
transfer of training, and learning. Therefore, it is important to keep in check
those forces. For the successful transfer of training, it is necessary to have
supervisor support, trainer support, peer support, reward system, climate and
culture.
PEERS SUPPORT Peer support can also help in transfer of training, for
example, if the trainee is the only one who is receiving training in the
department then probably the experienced peers might put pressure on
trainee to forget the training and work. This situation also hampers in
transfer of training. However, this situation can be avoided by involving the
entire department in training also by encouraging the learning culture in the
organization.
SUPERVISOR SUPPORT can affect their employees learning in
number of ways, for example, if the trainee is motivated to learn and
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receives full support from their supervisor, then this support in turn
encourages the employee to learn as much as possible. Also, supervisor can
also reduce the negative factors of training, such as, the work that piles up
during training that makes the employee uncomfortable and employees
negative perception about the training program.
TRAINER SUPPORT can also have a positive impact on the transfer of
training. Gone are the days, when the trainers role used to get over once the
training program is done. Trainers role is now extended to the work place
also. Besides training, trainers role is to keep a check on how trainees are
performing and help them and discuss with them if they encounter any
problem in the workplace.
CLIMATE Apart from supervisor support, peers support, trainer support,
Climate factor also comprises of company polices, attitude of upper
management towards employee, towards training. If these factors are
positive then the climate will also support the transfer of training. It is the
organizations foremost duty to make the employees realize through these
factors that adequate amount of time and resources are spent on them for
their professional and personal development.
CULTURE also have the impact over the transfer of training. If the
culture of the organization provides enough opportunities to its employees to
implement what they have learnt in the workplace and provide them variety
of others factors such as, social support, challenging jobs, etc then the
likelihood of the transfer of training increases.
REWARD SYSTEMS If the learning outcome that helps in achieving the
objectives is linked to reward system then the probability of the success of
training would increase.
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TRAINING AND DEVELOPMENT AT JCBL
(a) The JCBL Company takes special care of training and development at its
plants, right from the induction stage, every new employee is given thorough
details about the companys policies, rules and regulations, procedures and
taken around the respective plant as per the induction schedule. The new
engineers and above are given the two days special induction schedule for
the entire plant.
(b) Though the JCBL Company utilizes almost all the methods of training
and development as listed previously as per the time and circumstances for
training and development of its new employees. However, not only does it
give technical training to its operative employees but also strives hard for
their development training also.
The company makes a called Procedure For Training Process Control
which is known as Business Process Flow. It shows various inputs,
process activities, responsibilities, and control points for all categories for
the period of training. It also gives out process effectiveness measures of the
systems.
(d) A detailed Skill & Competency Record is also maintained for every
individual in the company which shows the skills from previous job as well
as on the present job. It gives out various characteristics about the individual
like Process Knowledge, Quality Norms, Prevention of Wastage, Safety
Norms, Interpersonal & communication, Discipline &Punctuality etc. and
each individual is rated on scale of five points(Denoting,1-Does not know,2-
Has Knowledge,3-Has Knowledge but not attitude,4-Has Attitude to apply
the knowledge & skill,5-Has the knowledge and teaches others).At operative
level the company tries to go for Multiskill Training e.g. for carpenters,
welders and filters etc. This multi-skill training is basically given on the job
at shop floor level.
(e) Annual Training Calendar is drawn at start of every financial year
and is intimated to all concerned well in time, based on the requirement. In
Annual Training Calendar the topic of the training and the month in
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which the training would be carry out is also mentioned in the calendar.
(Training Intimation Form cum Attendance Sheet)as intimated by various
departments for the in-house training. Training History Card form is
maintained for every individual in the company, which shows the actual
training attended by each individual and its effectiveness.
(f) Once an individual reports for duty he is assigned the job for which he is
selected. However before the individual is selected for assigning job, he is
given an induction by the concerned supervisors, executives and other
personnel in the department to know about the factory, his job, various rules
and regulations of the factory. He is given two days time to know about the
complete factory ,its layout and his colleagues and seniors. However, up to
engineer level this induction training is slightly prolonged and includes the
complete round of the plant. For supervisors also the plant round is
mandatory besides the other facts mentioned at the start of this paragraph.
An Induction form record is maintained for each employee. The
date, time and the department in which the induction training was carried out
is recorded in the induction form. The person who is coordinating the new
employee is also reported in the induction form.
(f) Training Evaluation Form Cum Attendance Sheet is also
maintained for each trainee. This form contain the topic of the training
which was provided, the date on which it was provided, the venue of the
training, the time period or the duration for which the training was carried
out. The faculty which provided the training is also mentioned in the form.
The form contains the list of participants who have to attend the training,
those trainees who are going to attend the program sign the attendance sheet.
The form also has the signature of the faculty who provide the training,
signature of the H.O.D of HR department.
(g) Training History Card is maintained for each and every employee of
the organization. This form contains the employee name, employee code,
his/her previous experience, his/her date of birth, his/her designation
experience from the previous job and qualification of the trainee. In this
form it is mentioned which all training the employee has attended, that is,
the topic of the training is mentioned. Total time for which the employee has
attended the training is mentioned in the form. Whether the training was
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effective or not is mentioned in the form(the evaluation of the effectiveness
is based on some criteria).In the end there is signature of the HR department.
(f) Training Evaluation Form is very vital in in hands of HODs of
various departments to evaluate the training effectiveness and report the
same to HR department for further necessary action. Training evaluation
form is different for both workers and employees. In Workers Training
Evaluation Form the topic of the training, name of the trainee or the
department of the concerned trainee, name of the H.O.D of the concerned
department, date of training and the designation of H.O.D is recorded in the
form. Whether the training was effective or not and on which criteria the
effectiveness of the training was evaluated, is also recorded in the form. If
there are any remarks for the trainee, then it is also mentioned in the form. In
the end there is signature of the concerned H.O.D.
Employees Training and evaluation form contains the topic of the
training, name and department of the trainee, designation of the trainee,
name and designation of the concerned H.O.D and need or the purpose of
the trainee and the cost of carrying out the training program is mentioned. In
this form the performance of the employee before training and after training
is noted down. The key performance area of the trainee, his present skill
level and the target level to be achieved is mentioned. The time limit within
which the target level should be achieved is also mentioned. The name and
signature of the person who has to monitor the program is also there in the
form. The person who monitored the program gives remarks. In the end
there is signature of trainee, H.O.D and the person who monitored the need
and the training program.
(g) Training and Development Location:- In JCBL Company both on-the-
job as well as off-the-job training and development methods are being used.
For the new operatives the various types of training schedule includes on-
the-job training, training on safety, personal hygiene, ESI benefits, General
Awareness, Fire Fighting Method. Normally the training is imparted in the
group of 20 to 25 peoples at a time. Training is not only restricted to
operative skills but it also includes communication skills, Management skills
and team work. As on required basis the consultants from Delhi and other
areas and many famous institutions are also called into the company for
personality development lectures/discussions.
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(h) Thus from the above it is evident that the company spares no efforts in
executing the much needed training and development programs for all its
employees whether at operative level or at executive and staff level. This is
mainly necessitated to compensate for transfers, promotions and retirements
and any other eventualities like death and discharge etc.
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JCBL LIMITED
HISTORY
JAYCEE BUILDERS LTD.(JCBL LTD.) Certified that Companies
Act,1956 which was originally incorporated on one thousand nine hundred
and eighty nine under the companies act,1956(Act 1 of 1956).JCBL
Limited (JCBL),a highly successful quality coach building company was
incorporated in 1989.
The authorized Share Capital of the company was Rs.40000000 (Rs. Four
Crore) divided into 4000000 (forty lacs)Equity shares of Rs. 10/-(Rs
Ten)each with power to increase and reduce the capital and to divide the
shares in the capital for the time being into several classes.
The liability of the members is limited. At that time save as provided herein,
the regulations contained in Table(in the schedule 1 to the Act)shall not
apply to the company.
Past Directors of the company were:-
1.Hemraj Goel
2.Mitter Pal Aggarwal
3.Ratan Lal Goel
4.Rajinder Kumar Aggarwal
5.Bhupinder Goel
6.Anil Aggarwal
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The JCBL Group includes several companies that can be regarded as pioneer
in providing mobility solutions confirming to global standards since its
inception in 1989.The current activities of the group include the manufacture
of integral coaches in collaboration with King Long Co. Ltd., trailers in
alliance with Tantri Trailers, air suspension system for LCV and HCV
vehicles, seating system under technical guidance from APM Malaysia, LCV
and HCV coaches and several automotive components for export to North
America.
The JCBL Group of companies are pioneers in providing mobility
solution adhering to global standards. ISO 9001 certified, the company
confirms to the stringent quality management system standards of DNV for
manufacturing bus bodies, cargo boxes, seats and suspensions. The company
is also in the process of implementing TS16949.
The group now offers a wide range of products and is firmly established
within the industry. From luxury buses and mobile homes to mobile
ambulances and display vans, JCBL has also diversified into the
manufacture of several high quality luxury coaches, motor homes, trailers,
special utility vehicles and cargo boxes.
With a total capital outlay of over Rs.250 million, JCBL has a work force of
over 500 people comprising of engineers, MBAs, CAs, supervisor staff and
operators. Each employee is exposed to global manufacturing and quality
practices for constant up gradation of skills through regular training
programs. With an ever-expanding knowledge base, the team dedicated and
skilled employees have established JCBL as dynamic company that changes
with time.
JCBL Group Vision
To be a market leader, sustaining domestic leadership and global presence
through innovation quality, and value added growth with diversified
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interests.
Our Group
One of the largest coach manufacturers in India. Leaders in Pass enger Carrier/Goods
Industry with a market share of 25%, Growing at 40% per annum In dia's first
TS 16949 : 2002 Certified Bus Body Builders
Ceritaoffers a wide range of intercity and intracity
integral buses with the option of CNG and Diesel engines.
Leaders in Cold Forged Hi -Tensile Fasteners. Supplying to all automobile majors in
India. Growing at 40% per annum
A leading name in Seat Manufacturing & FRP Components.
Growing at more than 50% per annum
Joint venture with MarrelFrance for tipper bodies with a production facility
coming up shortly in Chennai by March, 2008
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Other Business Interests
bus interiors and components including locks, roof hatch, roller
blinds, sunvisorsto cater to all segments of buses.
International face of JCBL Group, having a strong imprint in the US Market.
Growing at more than 200% per annum
Pharmaceutical formulations (Tablets & Capsules) f or all major brands in India.
Have recently set up a new plant in the hill state of Himachal P radesh
for Liquids, Ointments and Injectables .
Dealership of Toyota cars in Karnal , Awarded the Best Dealership in India for the year
2004. Two more Dealerships are shortly being commissioned at Cha ndigarh and Ambala
Dealership of Honda Cars in Faridabad (NCR Delhi)
Dealership of Audi Cars f or Chandigarh, Haryana and Punjab.
MGL has entered into a Joint Venture with
GHE Group, Italy ( Happich& Ellamp).
MGL is developing
JCBL GROUP
JCBL
One of the largest coach manufacturers in India. Leaders in Passenger
Carrier/Goods industry with market share of 40%,growing at 50% per
annum.
CERITA
Cerita brings to India the next generation of buses. With partnerships with
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the best aggregate suppliers around the globe, Cerita a wide range of
intercity and intra-city buses including low floor models with the option of
CNG and Diesel engines.
MSL
A leading name in seat manufacturing & bus components. Growing at more
than 100% per annum.
GLOBE TOYOTA
Dealership of Toyota cars in Karnal Awarded the Best Dealership in India
for the year 2004 and recently awarded two more Dealership for Chandigarh
& Ambala.
JCBL INDIA
International face of JCBL Group & brand is well recognized in US
Market, Growing at more than 200% per annum.
ACME FORMULATIONS
Pharmaceutical formulations(Tablets & capsules)-for all major brands in
India. Setting up a new facility at Baddi for liquids, Ointments and
Injectables.
JCBL Group consists of following companies
JCBL LTD., Lalru, Punjab
JCBL LTD., Hyderabad
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JCBL LTD., Guwahati
JCBL LTD., New Delhi
JCBL INDIA PVT. LTD. Lalru
JCBL INDIA PVT. LTD. Chandigarh
JCBL INDIA PVT. LTD. Nalagarh
MOBILITY SOLUTIONS LTD.
K.E.I METALS PVT.LTD.
Haiger Refrigeration Pvt. Ltd. Punjab
Haiger Refrigeration Pvt. Ltd. New Delhi
Spectators Global Pvt. Ltd.
Sterling Tools Pvt. Ltd., Lalru
JCBL AUTOS PVT. LTD.
With its guiding principles of desire for excellence, quest for quality and
pursuit of perfection in JCBL is a trusted name in the industry today. The
facets of the group are reflected in the impressive list of clients including
Swaraj Mazda, Telco, Ashok Leyland, Ministry of Defense and Ministry of
Health.

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OBJECTIVES OF JCBL
1.To carry on the business of automobile, road transport, railway or such
other coach or wagon builders carriage, car, cart and other such vehicle body
builders, iron founders, mechanical and automobile engineers and
consultants, and dealers of implements and machinery, iron and brass
founder, metal workers, metallurgists, millwrights, machinists, smiths, wood
workers, builders, painters and engineers thereof.
2. To carry on the business of garage proprietors and of service stations for
motor vehicles of all kinds.
3. To carry on the work of automobile, mechanical and electrical
engineers and to run workshops, to undertake and execute all types of
automobile, mechanical and structural jobs of manufacture, fabrication and
erection of coaches, chassis and bodies and to do various types of sheet
metal works related thereto.
4. To act as an export house.
5. To take and negotiate loans, underwriting contracts equity participations
cash credits, and other financial facilities from individuals, banks, Central
Government, State Government, International Agencies, World Banks,
Financial Institutions and others.
6. Office Equipment:- To carry on, in any mode, the business of
manufacturers, suppliers, dealers of office facilities, office machines and all
kinds of office equipments whether on lease, hire, hire-purchase or sale
including servicing and maintenance.
7. Research and Experiment:- To establish, promote, operate and maintain
experimental firs and research stations everywhere in or outside India for
conducting experiments, tests and research for developing better qualities of
food grains and agricultural products and for developing milt strain in cattle
by cross breeding or otherwise and increasing egg laying capacity in poultry
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and also for finding other ways and means of improving other agricultural
crops, produce, seeds, fodder, crops and cattle feed of all kinds.
Services & Network
To keep pace with the increasing popularity of JCBL product range, JCBL
has strengthened its service network across the country. Currently, JCBL has
5 fully operational service stations on National Highway No.8 at Delhi,
Jaipur, Vadodara, Mumbai and Chennai. Offering genuine spare parts and
the expertise of qualified engineers and mechanics, the stations provide a
wide range of services at reasonable prices. Apart from this, JCBL has also
tied up with Cummins India under their SURAKSHA scheme and are
gradually expanding it to cover the length and breadth of the country. So that
wherever you go, theres always a friend and a helping hand at every corner.


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COMPANY PROFILE
JCBL- A name synonymous high quality, utmost safety, groundbreaking
technology and futuristic styling. From being incorporated in 1989 as a
company that would manufacture high quality Japanese technology buses
and load carriers for Swaraj Mazda, JCBL, has today evolved into a highly
successful coach building company. Since its inception, the company has
been technology driven and has worked restlessly to offer its patron the best
in technology and comfort. The companys product folio encompasses an
array of high quality and luxurious coaches including luxurious intercity and
intracity buses, Special Application Vehicles, Election Campaign Vans,
Display Vans, OB Vans, Radar Calibration Vans, Riot Control Vehicles,
Mobile Homes and Offices, Life-Saving Ambulances, Cargo Boxes and
Power-Packed Trailers. With an unending zeal to innovate and excel, JCBL,
has become a name to reckon within the automobile industry.
By living up to its promise of providing Global Mobility Solutions, JCBL
has today traversed a long journey. From being incorporated in 1989 as a
company that would manufacture high quality Japanese Technology buses,
ambulances and load carriers for Swaraj Mazda, JCBL has today evolved
into a highly successful coach building company.
Located on the Chandigarh-Ambala Highway, its manufacturing facilities
have been steadily growing from strength to strength. Spread over an area of
45000 sq meters, the plant has a manufacturing capacity of 600
minibuses/ambulances,2400 load carriers,300 luxury coaches,1500 mini
buses and 5000 cargo boxes per annum.
As a technology lead company, each of JCBLs state-of -art manufacturing
systems are carefully engineered to ensure optimum hassle-free
performance. By diversifying into the manufacture of several high quality
luxury coaches, motor homes, trailers, special utility vehicles and cargo
boxes, JCBL has today become a name to be reckoned with in the
automobile industry.
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JCBLs wide range of products, from luxury buses and mobile homes to
ambulances, mobile display vans and much more, has established them
firmly within the industry. Each of them lives up to the JBCL name and
delivers an unparalleled performance. JCBL has today become a name to be
reckoned within the automobile industry.
QUALITY POLICY
JCBL Ltd. Is committed to supply world class mobility solutions to its
customer to satisfy their stated and implied needs through continued
improvement in the quality management system and collective efforts of
our employees.
Quality in every detail
JCBLs competitiveness is firmly rooted in concepts such as safety,
reliability and durability. JCBL has spent considerable on matters relating to
quality not just in terms of production but also throughout every aspect of
the company. Quality means the constant drive to become better, safer and
more reliable. Production processes are monitored by individual work
groups to ensure the proper quality and to ensure that the final product meets
the customer satisfaction.
QUALITY OBJECTIVE
Minimizing customer complaints
Minimizing internal rejection
Adherence to Quality System
Adherence to Trained, Skilled, Motivated & Sincere Manpower in
friendly, safe and team environment
Continuous improvement
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Infrastructure
JCBL constant endeavor to produce world class products is backed by
companys state-of-the-art infrastructural facilities.
Company press shop is equipped with a wide range of specially designed
multistage profile rolling machines, a hydraulic press of 500 ton capacity,
press brakes, shearing machines, power presses of varying capacities and
customized press tools for all formed components.
The body shop, on the other hand, is equipped with Mig, Tig, spot welders,
huge welding fixtures and gauging equipments for all structure assemblies.
Two sophisticated paint lines consisting of 12 tank pre-treatment lines,
pressurized and dust free paint booths and baking ovens ensure that all the
structural components undergo a superior pre-treatment primer coating and
baking process.
While the latest vacuum forming machines and fiberglass components are
responsible for the superbly finished internal furnishings, a well-equipped
tool room, manufactures new press tools and undertakes the calibration and
repair of tooling to ensure the production of high quality components.
Manufacturing
JCBL focus excellence. Excellence has driven JCBL to set up a state-of-the-
art manufacturing plant on the Chandigarh-Ambala Highway. Spread over a
sprawling area of 45,000 sq meters, the plant has a manufacturing capacity
of 600 minibuses/ambulances,2400 load carriers,300 luxury coaches,1500
mini buses and 5000 cargo boxes per annum.
As a technology led company, each of JCBL state-of-art manufacturing
system is carefully engineered to ensure optimum and hassle-free
performance of the final product.
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Design
JCBLs world class automotive research and development facilities are key
factors that contribute to the development ,highly innovative technical
marvels whish have won trust and applauds of JCBLs engineers design, its
products while ensuring lightweight, safety, rigidity and durability. The
specially designed rolled section and aerodynamic design of JCBLs
products make them lighter and far more fuel-efficient. While the plush and
aesthetically conceived interiors are designed to ensure luxurious, smooth
and a rattle free ride.
Team
JCBL consider its workforce as its biggest Asset, with a total capital outlay
of over Rs.250 million, JCBL employs over 500 people. The workforce is
empowered by skilled and dedicated engineers, MBAs, CAs, supervisory
staff and operators each of whom are exposed to global manufacturing and
quality practices. Through regular training programs, JCBL constantly
upgrade their skills and enhance their knowledge base, which enables them
to perform delegated task with efficiency and accuracy.
Associates
JCBL have found worthy associates in King Long from China and Marrel
from Germany. They have helped JCBL, not just strengthen JCBLs product
portfolio but also has helped JCBL in expanding knowledge base and fortify
technological powers by establishing highly symbiotic relationships.
King Long United Automotive Industry Co. Ltd. has proved to
be an able partner in the manufacturing of integral coaches. Ranking No.1
among over 160 bus manufacturers nationwide, in turnover and in per capita
output as well, King Long has willingly shared their know-how and
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technical expertise with JCBL. Through various training programs and a
healthy exchange of information, JCBL has been able to expand its
knowledge base and grow from strength to strength.
Marrel Company is a leader in the hook lift market and in the truck
equipment market. With worldwide sales in excess of $80 million, it is
aggressively expanding in the US market, building on its technical
leadership and extraordinary reliability.
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ORGANIZATIONAL STRUCTURE
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BOARD OF DIRECTORS
Mr. Rajinder Aggarwal (Managing Director)
Mr. Rishi Aggarwal (Whole Time Director)
Mr. R.K Bhandari
Mr. D.P Dhamija
Mr. Shen Wei
Mr. Ashok Khanna
BANKERS
Oriental Bank of Commerce
HDFC Bank
HongKong and Shanghai Banking Corporation Ltd.
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MARKETING MIX OF JCBL
PRODUCT
Manufacturing Buses:Integral Coaches and Luxury Coaches.
Special Purpose Vehicle:Mobile Homes,Mobile Display Vans,Riot Control
Vehicle,Service/Covered Vans,Police Vans.
Cargo Box: MCV and LCV
Air Suspension: Air Suspension for LCV and HCV.
Trailers: Tandem Axle and Tri Axle.
PLACE : Ambala-Chandigarh Road,Lalru(140501),District-Patiala,Punjab.
PROMOTION : Advertisement in magazines and newspapers.
TAG LINE: On the road with JCBL
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TRADE MARK: JCBL
Quality Certification: ISO 9001 the TS16949 from severe taskmasters like
the DNV Management System Certification and the TUV Management
Certification.
PRODUCT PORTFOLIO OF JCBL
Since its inception ,JCBL has been technology driven and has work
restlessly to offer ITS patrons,the best in technology and comfort.JCBLs
product portfolio encompasses an array of high quality and luxurious
coaches including luxurious Intercity and Intra city buses, Special
Application Vehicles,Election Campaign Vans, OB Vans, Radar Calibration
Vans,Riot Control Vehicles,Mobile Homes and Offices,Life Saving
Ambulances,Cargo Boxes and Power-Packed Trailers.JCBL is mainly the
manufacturer of integral coache/luxury coach/Special Utility Vehicle
Trailers/Cargo Box.Following are the activities of JCBL:-
1.INTEGRAL COACHES
Our integral coaches are a unique combination of comfort,performance and
durability manufactured, as they are in collaboration with Xiamen King
Long United automotive industry Co. Ltd. From China. A highly symbiotic
relationship with our partners has helped us introduce various innovations in
body design,engine,chassis and manufacturing technology.Little wonder
then,that our coaches incorporate the best aggregates from the finest
equipment supplies in the world and that each of our integral coach
announces the arrival of unmatched quality and performance.
2. CRUISE THE ROADS-LUXURY COACHES
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Over 14 years expertise in bus manufacturing is mirrored in the Speed XL
and the splash among several other luxury coaches.Superior fuel
efficiency,luxurious interiors,an extremely light weight,as-smooth-as silk
ride and enduring durability make the coaches an absolute delight,not just to
own but even to travel in.They are in fect,an apt example of our zest for
making nothing but the very best.
3. AMBULANCES
Our ranges of ambulances have established a presence not just within the
Armed Forces but with the Health Ministry as well.Each of these
ambulances can be modified to suit special requirements like those for
mobile hospitals or even first-aid vans,safe,strong and sturdy,these
ambulances can be modified to suit special requirements like those for
mobile hospitals or even first aid vans.
4. SPECIAL UTILITY VEHICLES
It manufactures a wide range of special utility vehicles from election
campaign van, railway electrification vans to mobile display vans, outstation
broadcasting vans and bunkhouses.
5. BUSES
Swaraj Mazda entrusts the manufacture of most of their buses to it. This
speaks volumes for the superb quality and meticulous finish of its wide
range of buses. The greater fuel efficiency and lighter body weight of its
buses have also prompted automobile giants like Tata Motors and Ashok
Leyland to entrust the design and manufacture of their buses to us.
6. CARGO VEHICLES
Our cargo vehicles and covered trucks are worthy examples of our
engineering expertise.Built to endure the severest conditions,our cargo
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vehicles are lighter,safer and more fuel efficient.This is reiterated by the fact
that Swaraj Mazda entrusts us with the manufacture of all their cargo
vehicles.
7. TRAILERS
Having entered into a strategic alliance with Tantri Trailers Pvt. Ltd. From
Sri Lanka,today we offer a comprehensive range of trailers to suit a wide
variety of needs.Each of these trailers is sturdy,dependable and built to
perform.
8. FAR AND WIDE
To keep pace with the increasing popularity of our product range,we have
also strengthened our service stations on National Highway No.8 at
Delhi,Jaipur,Vadodra,Mumbai and Chennai.Offering genuine spare parts and
the expertise of qualified engineers and mechanics,these stations provide a
wide range of services at reasonable prices.Apart from this,we have also tied
up with Cummins India under their SURAKSHA scheme and are gradually
expanding it to cover the length and breadth of the country.So that wherever
you go theres always friends and a helping hand at every corner.
NEW RELEASES
To meet the demands of a dynamic new business scenario and answer the
changing needs of the customer,JCBL constantly innovate and present new
mobility solutions.
JCBLs R & D Department keeps pace with the latest design and styling
trends and our production capabilities grow in keeping with their demands.
1.Speed XL
The speed is one of the latest offerings of bus division.Combining the best of
both design and technology,the Speed XL offers power, performance,
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comfort and endurance unlike any other.Modular in nature with various
optional features,the Speed XL carries the unmistakable stamp of superior
quality and is rapidly gaining popularity.
Integral Coach 6113
The Integral Coach 6113 is the outstanding result of a technology transfer
agreement JCBL,India and King Long,China.Offering low maintenance
costs and better fuel efficiency,it is the first bus in India to gain full approval
from the ARAI for the entire vehicle.Armed with Cummins C245 HP UK
made diesel engine ,a Holland Neway (U.S.A) air suspension system and a
host of other exciting features, the Integral Coach 6113 is incomparable
when it comes to luxury, performance and reliability.
Mobile Display Van
JCBL has tried to make it easier for companies to reach out to their
customers even in remote parts of the country by introducing the Mobile
Display Van.Each of these superbly designed vans effectively showcase
various products and speaks volume for a companys commitment to quality
and service.Engineered to suit a wide variety of purposes,these Mobile
Display Vans can be customized to suit individual preferences and answer
various needs.
DSNG Van
Realizing that the need for DSNG vans was growing at an alarming rate,we
entered into the category and soon found ready acceptance among the
broadcasting fraternity.Designed and engineered to suit Indian
conditions,vans interiors boast of mini studio facilities and
infrastructure.State-of-the-art facilities coupled with durability and strength
make these vans the natural choice for broadcasters across.
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CUSTOMERS OF JCBL

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Our customers in India
Leading vehicle manufacturers
Ashok Leyland Ltd
Eicher motors
JCB India Ltd
Swaraj Mazda Ltd
Tata Motors Ltd
Others
Ministry of Defense
Ministry of Health
Escorts Construction Equipment
Indian Railway
FUTURE PLANS & OUTLOOK
The automotive industry has witnessed a double digit growth over the past
two years and the growth is going to be sustained in future,so as long as the
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present level of investment in infrastructure continues.The efforts put by the
company in the past,for the development of new models of Tata Motors and
Eicher has resulted into substantial orders from them.This would increase
the production of the ongoing year by more than 30%.The company has
received big order from State Transport Undertaking for supply of Deluxe
A.C Coaches and more orders are expected in the current year.
The Indian bus market is showing exponential growth and will continue to
do so in the coming years.The change in manufactur focus towards fully
built vehicles and the implementation of bus code would make the bus
building.The State Transport Undertakings are also replacing their fleets
with more luxurious air-conditioned coaches.Apart from this,the government
decision to use low floor buses in metro cities would also create the
replacement demand.JCBL is confident of taking full advantage of this
growth and would maintain its market position.
The company has been allotted land by SIPCOT Ltd. And company has
initiated steps to put up another bus body making plant at Chennai.This
would help to cater the growing market in the south.

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Need for the study
Training and development is an attempt to improve current and future
performance by increasing an employees ability to perform through
learning, usually by changing the employees attitude or increasing his/her
skills and knowledge.
1.The quality and variety of the training provided is the key for motivation.
2.Training and development helps to remove performance deficiencies in
employees.
3.It is very important to change negative attitude with respect to job
satisfaction, resistance to change and job commitment.
Purpose of the study
The broad based objectives of undertaking the studies to explore the areas
where training of workers is required in the organization.
Research Objectives
Does the training program really effect their production.
The awareness of employees towards the objective of training program.
To determine the effectiveness of existing training procedure.
To know whether training program helps them in attainment of
organizational goals.
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RESEARCH METHODOLOGY
Meaning of Research:-
Research in common words refers to search for knowledge.
According to Redman and Mory Systemized effort to gain new
knowledge. Some people consider research as movement, a movement
from the known to the unknown. It is actually a voyage of discovery.
Thus research is an original contribution to the existing stock of
knowledge making for its advancement. It is the pursuit of truth with the
help of study, observation, comparison and experiment. In short, search for
knowledge through objective and systematic method of finding solution to a
problem is research. The term research refers to the systematic method
consisting of enunciating the problem, formulating a hypothesis, collecting
the facts or data, analyzing the facts and reaching certain conclusions either
in the form of solution(s) towards the concerned problem or in certain
generalizations for some theoretical formulation.
Types of Research:-
Our research is a fact-finding research, so for the fact-finding, we use
Descriptive and Analytical Research. Descriptive research includes surveys
and fact finding enquiries of different kinds. The major purpose of
descriptive research is description of the state of affairs as it exists at
present. The main characteristics of this method is that the researcher has no
control over the variables, he can only report what has happened and what is
happening. In analytical research, on the other hand, the researcher has to
use facts or information already available, and analyze these to make a
critical evaluation of the material.
Basis of Study
The study has been based on primary data and secondary data.
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(a) Primary Data:- Data collected by the investigator for his own purpose,
for the first time from beginning to end, is called primary data. It is collected
from the source of origin. In the words of Wessel Data originally collected
in the process of investigation are known as primary data. Primary data are
original. The concerned investigator is the first person to collect the
information. The primary data are therefore, a first-hand information.
Research Design in This Case:- Interview and interaction with the officers
and officials of the corporation has been conducted in order to find out the
existing system of training and development and to suggest feasible
improvements in the system in JCBL. Discussions with the officials of the
company have provided detail insight into these discussions.
Contact Method:- Interview/interaction method.
Type of Universe:- Workforce in JCBL Ltd. (approximately 2500)
Sampling Procedure:- Random & Convenience
Sample Size:- 30 employees (mainly the senior executives, managers and
heads of the departments including few supervisors).
(b) Secondary Data:- In the words of MM Blair Secondary data are those
which are already in existence, and which have been collected, for some
other purpose than the answering of the question in hand. Obviously. since
these data have already been collected by somebody else, these are available
in the form of published or unpublished reports.
Research Design in This Case:- The secondary data has been collected
from the company records already available like Annual report,budgetary
performance report and data available on internet.
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Research Methodology
Research Design: The Survey Research Method is the basic research
design. The source of data is primary. Each respondent is required to fill a
questionnaire, interviews are conducted wherever necessary. Survey
questions are framed so as to obtain objectivity in the respondent aspects.
The nature of research is primarily and exploratory research qualitative data.
Sample Design: The survey of approximately 30 workers is conducted.
Information is collected using self administered, voluntary and anonymous
questionnaire.
Geographical Scope: The organization chosen for research purpose was
JCBL India Ltd., Lalru.
Data Evaluation Tools: Averages and percentage graphs are used to verify
the objectives undertaken. Pie Charts and Bar Graphs are supplemented with
the analysis wherever required to represent preferred response for various
other factors.
Report Preparation: A written report is prepared to be supplemented by
presentation, if required.
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LIMITATIONS OF THE STUDY
During the period of research training, the trainee has made all the possible
efforts to gain insight into the various aspects of training and development in
JCBL. The trainee has gone into the details of various procedures, methods
and techniques of training and development being followed at JCBL. But
still this study has following limitations:-
Analysis is only a means not an end. The analysis has been done on the
basis of my own interpretations and up to my best knowledge but every
analyst has his/her own interpretations and suggestions.
The shortage of time was no doubt the major limitation in the study; the
stipulated period was not sufficient to understand each & every aspect of the
system.
Inexperience trainee is also the limitation of the study.
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Span of contact was limited to a number of people in organization. It is
also the limitation of the study.
Sample size is limited due to restrictions, work discipline and time
constraints.
Limitations of subjectivity of respondents involved in the study.
Analysis is only a means not an end. The analysis has been done on the
basis of my own interpretations and up to my best knowledge but every
analyst has his/her own interpretations and suggestions.
Due to time constraint, consistency in the behavior of people could not be
studied.
Due to societal norms and beliefs people tend to portray more acceptable
behavior which may not be in accordance to their personality traits, hence a
greater personal bias creeps in.
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CHAPTER 3
Analysis & Interpretation of study
1. Training is necessary for an individuals growth and development.
1. What do you feel about present training system?
Analysis: 83% respondents feel that the present system of training is good
but 17% respondents feel that it is not very good.
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Views about present training system
Good
Average
Bad
2. How do you like the method of training?
Analysis: 60% respondents surveyed in JCBL found the method of training
to be very good, while 22% respondents found it to be only good. But 18%
respondents are neutral about the training program. They sometimes like the
program and sometimes dont.
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Method of Training
Very Good
Good
Neutral
Bad
Very Bad
3. Do you prefer training during working hours?
Analysis: 57% respondents prefer training during working hours but 43%
respondents doesnt like training during working hours.
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Preference of training during working
hours
Yes
No
4. Are your training coordinates helpful to you?
Analysis:94% respondents feel that their training coordinates are always
helpful to them but 6% respondents feel that the training coordinates are not
at all helpful to them.
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Attitude of Training coordinates
Yes
No
5.Are you satisfied with the ways they give you training?
Analysis: 79% respondents are satisfied with the ways by which the trainers
give them the training but 21% respondents are not satisfied with the way
they get the training.
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Degree of satisfaction regarding
present ways of training
Yes
No
6.Is the training improving the production capacity?
Analysis: 85% respondents strongly feel that the training provided to them
is improving their work efficiency but 15% respondents do not agree with
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them.
Improvement of efficiency from the
training programs
Yes
No
7.Is the outcome of these training programs according to your
satisfaction?
Analysis:77% respondents feel that the training program is always is
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according to their satisfaction but 23% feel that it is sometimes according to
their satisfaction.
Satisfaction from training
Always
Sometimes
Never
8. Do you apply the new concept taught in training programs, at work?
Analysis: 47% respondents replied that they always apply the new concept,
which is taught to them at training. at work. But 53% respondents replied
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that they sometimes apply the new concepts taught to them.
Application of new concepts at work
Always
Sometimes

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CONCLUSION
1.Although most of the employees do not face any kind of problem while
working in the organization but 3% of the employees surveyed face
attitudinal problem, which includes resistance to change by the immediate
boss, interpersonal relations and lack of co-operation by the other
employees.
2.Most of the employees participate in the training programs undertaken by
the organization but very few employees always apply the new concepts
being taught in the training program as there is lack of resources because of
which they are not able to apply the new concepts. Some even think that the
concepts taught to them are more theoretical than practical.
3.Very high number of employees, that is ,87% of the respondents share their
ideas and views with other employees in the organization.
4.Almost all the employees, that is,93% think that Interpersonal Relations
effect the working environment.
5.53% employees place praise by the boss as no.1 motivating factor
followed by money in second place(40%).
RECOMMENDATIONS
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From the above analysis it is clear that all the employees show ethical
behavior ,which proves that the employees are enlightened about the need
for ethical behavior .
It is recommended that managers must ask their employees from time to
time what kind of changes they think should be brought as many employees
would like to introduce or accept certain changes in their present job.
For the above, managers must hold meetings with officers and executives of
their respective departments after at least 3 months and encourage
employees to share their views and give suggestions for any kind of change
in their job or in the organization.
It is clear from the analysis that many employees face attitudinal problem in
the company. So management must take proper notice of it and try to solve
these problems as attitude represent feelings and beliefs of individual
towards other.
These negative attitude of employees need to be changed to positive
attitudes through proper training program.
The most common attitudinal problem that the employees are facing is
related to interpersonal relations. No training on importance of interpersonal
relations is being given in the organization.
Following training should be given regarding interpersonal relations:
1.Prior LECTURE should be given on importance of interpersonal relations
to all new employees. They should be told about the importance of team
work through lectures.
2.Training in the form of ROLE PLAYING should also be given to present
employees focusing on emotional issues. In role playing attempt should be
made to create a realistic situation and then have the trainees assume parts of
specific personalities in the situation. This will help in better understanding
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among individuals thereby promoting interpersonal relations.
3.Another type of training which can be imparted to the employees is
through SENSITIVITY TRAINING. In this the company can form group of
12 persons and provide the participants with increased awareness of their
own behavior and how other perceive them. In this, participant are left alone
to interact with each other and know each others viewpoints and attitude
better. This training will help to increase the ability to emphasize with other,
improve listening skills, greater openness, increased tolerance of individual
differences and increased conflict resolution skills.
When scheduling the training session, attempt to keep your group diverse.
This promotes good discussions and is a live example of how concepts can
relate throughout the organization and/or workgroups.
Attempts to have a point person or a trainer in each work area. This concept
serves two purposes. If a new system or procedure will be introduced, the
point person can learn the system or procedure and train others.(People
always learn better when they are required to teach the concept).Second, it
helps having a local resource with the workgroup. This allows for more
questions when the level of understanding is low. The associate would not
feel threatened by someone they sit next to every day versus a trainer from
the human resource or organizational development area.
If the capabilities are present and the department wants to have some fun
while learning, develop a game. This game can be anything from family
feud to jeopardy and more. In either format, the employees have the answer
to the questions created by management department relating to work
situations and/or people. It is amazing what people will remember from a
fun situation versus a forced learning experience.
When conducting the training classes, attempt should be made to keep them
informative. While communicating the ideas is important, the goal should
also be to keep the employees interest and entertained during the workshop.
(This can be difficult if you do not employee an animated trainer; however,
most individuals that are in the training field are pretty animated).
Introduce the concept of blended learning to the department. Allow the
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employees to achieve their learning levels from different resources.While
the training alerts and training sessions are directly from management,
challenge the employees to look on the internet and in the library for other
ideas that might work in their department.
Through all this, what I would like you to remember is Learning can, and
should be a FUN.
Your employees are like sponges, wanting to absorb knowledge. However
will most likely want to learn concepts when they are presented in a fresh,
lively and exciting manner.
Putting a twist to your current education method can help people become
excited about learning.
LIMITATIONS OF THE STUDY
During the period of research training, the trainee has made all the possible
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efforts to gain insight into the various aspects of training and development in
JCBL. The trainee has gone into the details of various procedures, methods
and techniques of training and development being followed at JCBL. But
still this study has following limitations:-
Analysis is only a means not an end. The analysis has been done on the
basis of my own interpretations and up to my best knowledge but every
analyst has his/her own interpretations and suggestions.
The shortage of time was no doubt the major limitation in the study; the
stipulated period was not sufficient to understand each & every aspect of the
system.
Inexperience trainee is also the limitation of the study.
Span of contact was limited to a number of people in organization. It is
also the limitation of the study.
Sample size is limited due to restrictions, work discipline and time
constraints.
Limitations of subjectivity of respondents involved in the study.
Analysis is only a means not an end. The analysis has been done on the
basis of my own interpretations and up to my best knowledge but every
analyst has his/her own interpretations and suggestions.
Due to time constraint, consistency in the behavior of people could not be
studied.
Due to societal norms and beliefs people tend to portray more acceptable
behavior which may not be in accordance to their personality traits, hence a
greater personal bias creeps in
BIBLIOGRAPHY
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Articles:
1.Gulzar Jiwant Evaluating Training Beyond Reaction Evaluation Indian
journal of Training and Development, Vol. XXXVI No.1,Jan-March(2006)
2.Sanghi Seema Some aspects of Training Needs & Skill requirement of
Indian workforce in the next fifteen years, Abhigyan.
3.Upagyana Singh N.A Vijay Avinashilingam Sensitivity Training in
organization. IJTD Vol. XXV, No II, Jan-March(2005).
4.Alok S Bhattacharya Interdependence of Evaluation and Analysis of
Training Quality System IJTD Vol. XXVI No. I, Jan-March(2006).
5.R.Krishnamurthy Training games: consequences of Ignoring Basics,
IJTR Vol. XXIV No. II, April-June(2004).
6.Fandray The New Thin King in Performance Appraisal workforce Page
36-40,2001.
7.Chatterjee, Leena, Towards an Effective Training & Development
System Decision 23(1-4)Page169-178,1992.
8.Gurpreet Rancheria Work Performance and its correlates: An empirical
study vision, Vol. II No. I, Jan-March 2007.
9.Rao TCompetency Mapping Human Capital, March(2003).
Books consulted
C.R Kothari
Human Resource and Personnel Management by K. Ashwathapa
Human Resource Management by T.N Chabra
Website Consulted
http:/academic emporia.edu/smithwil/001fmg444pa/eja/walter.html
http:/humanresoures.about.com/library/weekly/uc10503b.htm
http:/www.nalp.org/assets/library/25 0105train.pdf
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Search Engines
Google
Wikipedia
ANNEXTURE
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QUESTIONNAIRE
I am a student of MBA. To fulfill the requirement of my MBA program, I
am undergoing Summer Training at JCBL Ltd. Lalru.I have been assigned
a project Training and Development. Kindly give your views and time
regarding the same.
Ques.1. Name of the employee.
_________________
Department:-___________
Employee code:- ___________
Ques.2. Training is necessary for an individuals growth and development?
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.3. Training is given adequate importance in your organization?
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.4. Training programs helps in identifying your hidden talents,
capabilities & potentials.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.5. The company has a structured & widely shared training policy based
on its business needs.
(a) Strongly Agree
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(b) Agree
(c) Disagree
(d) Strongly Disagree

Ques.6. The organization helps you in acquiring technical knowledge and
skills through training.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.7. What do you feel about present training system?
(a) Good
(b) Average
(c) Bad
Ques.8. How do you like the method of training?
(a) Very Good
(b) Good
(c) Neutral
(d) Bad
(e) Very Bad

Ques.9. .Do you prefer training during working hours?
(a) Yes
(b) No
Ques.10. Is training improving your efficiency?
(a) Yes
(b) No

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Ques.11. Is the outcome of these training program according to your
satisfaction/expectation?
(a) Always
(b) Sometimes
(c) Never
Ques.12. Do you apply the new concept at work taught in training
programs?
(a) Always
(b) Sometimes
(c) Never
Ques.13. Training programs help you to understand the organization culture
better.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.14. The company has a structured & widely shared training policy
based on its business needs.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.15. Company conducts adequate training programs on Personality
Development.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.16. Training programs helps in making you strong in the work which is
being assigned to you.
(a) Strongly Agree
(b) Agree
(c) Disagree
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(d) Strongly Disagree
Ques.17. The training programs are evaluated and improved upon every
year.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.18. Training sessions are helpful in narrowing the gap between
management & employees.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques.19. The top management is willing to invest considerable resources in
ensuring your development.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
Ques20. External training programs are carefully chosen after collecting
enough information about their quality & suitability.
(a) Strongly Agree
(b) Agree
(c) Disagree
(d) Strongly Disagree
DATE .
SIGNATURE .
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