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INTRODUCTION
INTRODUCTION
objective are used as a part of staff career development programs. Managers and
employees work together to create developmental plans during the annual review
based on performance goals and then monitor employee progress throughout the
year.
Training can be defined as: The process of increasing the knowledge and skills
performing a particular job. Its purpose is to enable them to do their jobs better.
Training makes newly appointed worker fully productive with minimum time .
Training is necessary for new as well as existing employees. It reduces wastage
Performance must be directed towards organizational goals that are relevant to the
job or role. There fore performance does not include activities where effort is
expended towards achieving peripheral goal. Job performance reviews are often
done yearly and can determine raise eligibility. Whether an employee is right for
this company depends mainly on the efficiency of the employees. The workers are
of employees.
human resources, organization cannot exist. People are most significant force of
the enterprise. Hence resources is an important asset of any company. The skilled
persons are scarce and are too attracted and retained in the organization. Job
satisfaction of the employees is the most important aspects an integral part for
smooth functioning of an enterprises. The firm can function properly only is the
the firm.
* RESEARCH DESIGN
empirical as the study is data based research and relies on observation first hand
This study is based on the both primary and secondary data. Primary data
forms the major part which was collected using questioners secondary data where
available from published sources. Informal discussion and interviews where also
conducted to elicit relevant information from the top official to the organization.
*SAMPLING TECHNIQUE.
Here convenience sampling technique is used and each element gives an equal and
*SAMPLE SIZE
A part of all the population or a subject from a set of units which is linked
up by some process is the sample size 50 employees selected from the total
population.
*TOOLS OF ANALYSIS
Statistical tool like mean, percentage are used for analyzing the data, chart
tables etc.
*PRIOD OF STUDY
The period of study is in a month, i.e during 15 th January 2017 to 18th February
2017
There are certain limitations of the study. The following limitations are:
uncontrollable.
3. The error is human . They are not open minded. So that, it is impossible
1.7 CHAPTERISATION
CHAPTER - 1
The first chapter which gives an introduction to the study which deals
CHAPTER – 2
the employees job performance, training and its benefits and importance.
CHAPTER – 3
CHAPTER – 4
In the last chapter, findings and suggestions and conclusions are included .
CHAPTRE 2
Training is the act of increasing the knowledge and skills of an employee for
doing a particular job. It makes the newly appointed workers fully productive in
the minimum time. It is equally necessary for the old employees whenever new
an organization.
the method of increasing the knowledge, skills and aptitude of an employee for
performing a particular job. Its purpose is to enable them to do their jobs better. A
capable and competent person cannot do the best on his job unless he is
BENEFITS OF TRAINING
1. Training helps the employees to acquire the skill to do a job within a short of
time.
Training is beneficial not only to the employers but also to the employees.
employee’ skills, which make them more effective on their job. It reduces wastage
1. Quick learning
level of program. The qualified instructions will help the new employees to
acquire the skills and knowledge to do a particular job within a short a span
of time.
2. Higher productivity
increasing both quantity and quality of output.It helps them to increase their
3. Less supervision
If the employees are given adequate training, the need for supervision is
management.
4. Higher morale
The morale of employees increase when they are given proper training . Morale is
willingness to co-operate.
5. Better management
A manager can make use of training to manage in a better way. Training the
6. Economical operations
increases their market value and earning power. Training helps in securing
The common methods and types of training programmes are discussed below:
engage in work. Here the employees learn by doing. It includes job rotation,
the job training strongly motivates the trainee to learn. It permits him to
learn at the actual equipments and environment of the job. It is cheaper and
subordinates.
In off the job training, trainee has to leave his place of work and devote his
entire time for training purpose. During this period, the trainee does not
in the organization itself or the trainee may be sent away for training courses
3. Vestibule training
knowledging than skill. The most suitable method for such training is formal
lecture. The trainee take notes as an aid to learning. The lecture method can
be used for large groups. Thus, the cost per trainee is low. But the learners
may be passive.
6. Refresher training
This is meant for the old employees of the enterprises. Its purpose is to
acquaint the existing employees with the latest method of performing their
7. Apprenticeship training
Under this, both knowledge and skills in doing a job are involved. It
particular subjects. The trainee receive wages while learning. It is very much
prevalent in printing, building and construction and crafts like mechanics,
electronics etc,.
1.2 EMPLOYEE
contract where work is paid for, where one party, which may be a corporation, for
profit, not for profit organization, co operative or other entity is the employer and
the other is the employee. Employees work in return for payment which may be in
type of work an employee does and / or which sector she or he is working in.
Employee in some fields or sector may receive gratuities, bonus payment or stock
options.
perform specific duties which are packaged into a job. In a corporate context, an
basis in exchange for compensation and who does not provide these services as
levels and has important implications for staff and productivity a like, with control
forming the fundamental link between desired outcomes and actual process.
employment relationship.
hired employee with necessary skills to perform at the job, and to help the
Remuneration
There are many ways that employees are paid, including by hourly wages,
the goods or service that they have sold. In some fields and professions, employees
may be paid in stocks or stock options, a compensation approach that has the added
benefit, from the company’s point of view, of helping to align the interests of the
employee in addition to their wages or salaries. The benefits can included: housing,
education, and other specialized benefits. In some cases, such as with workers
employed in remote or isolated regions, the benefits may include meals. Employee
benefits can improve the relationship between employee and employer and lowers
staff turnover.
Organizational justice
justice.
Workforce organizing
Employees can organize into trade or labour unions, which represent the
time, often subject to a certain notice period. This is referred to as at- will
employment. The contract between the two parties specifies the responsibilities of
each when ending the relationship and may include requirement such as notice
periods, service pay, and security measures. In some profession, notably teaching,
civil servants, university professors, and some orchestra jobs, some employees may
have tenure, which means that they cannot be dismissed at will. Another type of
termination is a layoff.
basis.
a) OUTCOMES
result partially from an individual’s performance, but they are also the result of
other infulence.
relevant to the job or role. There fore, performance does not include activities
c) MULTIDIMENSIONALITY
not a single united construct. There are vastly many jobs each with different
capture dimensions of job performance existence across all jobs. That are: task
task. An individual’s performance can also be assessed in terms of effort etc are.
the organization through their effect on the social and psychological conditions.
SERVICES THODUPUZHA
A BRIEF PROFILE
and spare parts (automobiles). The other activities of the company comprise
facilitation of preened car sales, fleet management and car financing. Its
customers located in India , and the overseas segment, which includes sales to
ERTIGA, OMINI, and GYPSY. Its service offerings include Maruti finance, True
value, Maruti Genuvine parts, Maruti Genuvine Accessories, Marutu Suzuki Auto
A) The company takes great pride in sharing that customers have rated Maruti
D) Maruti Suzuki becomes the first car company to export half a million cars.
1. After full payment received by the dealership for car, thr dealer will invoice
the car and then set of all complete documents will be handed over to RTO
2. Registration process may extend due to Saturday weekly off, Govt. Holiday
customer’s responsibility.
5. Of all documents are as per requirement of RTO authority, the smart card
can be obtained in the specified time. In case any additional document is
demanded by RTO authority , it is mandatory to fulfill it. Time taken for physical
The purpose of OBC is to ensure that all commitments given at the time of
Please retain your copy of OBC with signature of the sales executive.
compatibility
Peace of mind through excellent after sales support and widespread service
network.
3.6 EXTENDED WARRANTY
Extended warranty gives you options for extending the standard warranty of
You need to furnish all Documents as per the check list. All the necessary
Your Loan application with the complete set of documents, you have
verification at your residence and office and may also do tele verifications. The
agency then submits a positive or negative report directly to the bank on the basis
of your feedback. Usual cases where FI reports is negative – locked house, non
by the financer.
STEP 4: APPROVAL
After taking a positive Fir report, banker will have approval on
the basis of available documents. If any additional / co- applicant required by the
STEP 5 : AGREEMENTS
Once approval is received, loan agreement needs to be signed. Post dated Cheques
/ECS to be submitted to the bank. ECS forms shall be verified by the banker and
STEP 6: DISBURSEMENTS
The bank does final checking of approved files, agreements, cheques etc. If
mismatch, in signature, address proof etc. Delivery order may be delayed till
rectification.
Delivery of car will be done only after receipt of full amount towards the
process etc.
powerful features and offers you the best services along with exciting rewards and
privileges. With this program you not only get rewarded on your spends but also
on the contribution you make towards the ever increasing sales of Maruti Suzuki.
Get rewarded with high value Auto points whenever you refer your friends/
relatives to buy a new Maruti Suzuki car or get your car serviced at our
Get an attractive exchange loyalty bonus of 3000 auto points when you
Money Receipts
Involve copy
Delivery checklist
3.12 OTHERS
Brochure
In this chapter an attempt to find out employees opinion and attitude towards
employees job performance level in the Maruti Suzuki Pvt. Ltd. Thodupuzha.
Below 25 20 40%
26 - 35 28 56%
36 - 45 2 4%
Above 45 _ Nil
Total 50 100%
60%
50%
40%
30%
Series1
20%
10%
0%
1 2 3
Table 4.2) gender wise classification
Male 46 92%
Female 4 8%
Total 50 100%
Interpretation: The above table 4.1 shows that the 40% of the employees in Maruti
Suzuki were below 25 years, 56% of the respondents were belongs to the category of 26
to 35 years, 4% were 36 to 45 and none of the respondents were aged above 45 years
1
2
Interpretation: The table 4.2 shows that 92% workers are male and rests 8% are female.
4.3) EDUCATIONAL QUALIFICATION
level, 74% have graduation, 14% have technical education, 8% have postgraduate, plus
80%
70%
60%
50%
40%
Series1
30%
20%
10%
0%
1 2 3 4 5
4.4) DEPARTMENT OF WORK
Sales 34 68%
Service 16 32%
Total 50 100%
Interpretation: The table indicate that 68% were work in sales department and rests 32%
in service department.
1
2
.
4.5) WORKING EXPERIENCE
Interpretation: It can be observed from the table that 14% were working less than 1
year, 42% were 1.5 year, 34% were 5 to 10 year and 10% were more than 15 years.
45%
40%
35%
30%
25%
20% Series1
15%
10%
5%
0%
1 2 3 4 5
.
TOTAL 50 100%
Interpretation: In Maruti Suzuki ,100% workers are conducted on the job training
programmes.
Figure 4.6 training programme
1
4.7) IMPORTANT BARRIERS
Time 9 18%
Money 9 18%
TOTAL 50 100%
Interpretation: From the above table it is clear that majority of the respondents
(64%) considered lack of interest as the main barrier to training.
Figure 4.7 important barriers
70%
60%
50%
40%
30% Series1
20%
10%
0%
1 2 3
4.8) NUMBER OF TRAINING PROGRMMES
45%
40%
35%
30%
25%
20% Series1
15%
10%
5%
0%
1 2 3 4
4.9) CLASSIFICATION OF SKILLS
YES 49 98%
NO 1 2%
TOTAL 50 100%
Interpretation: It is clear from the table that 98% employees will increase their
skills through the training programme and rest of the respondents are 2%, and
believe that through training programme their skills will not improve.
1 2
4.9.1) TYPES OF SKILLS
TOTAL 50 100%
Interpretation: The table 4.9.1 indicate that majority of the respondents (84%)
believe that through training their hard skill improved. But only 16% of the
respondents have the opinion that their soft skill have increased through training.
1
2
4.10) MOTIVATION CLASSIFICATION
Motivated 33 66%
TOTAL 50 100%
Interpretation: It is clear from that 34% of the employees are highly motivated and 66%
70%
60%
50%
40%
Series1
30%
20%
10%
0%
1 2 3
4.11) BENEFITS
YES 50 100%
NO Nil Nil
TOTAL 50 100%
Interpretation: 100% of the employees get benefit from the training programme .
1
2
4. 11. 1) BENEFITS FROM THE TRAINING PROGRAMME
Interpretation: 46% of the employees have increased their job performance and
50%
45%
40%
35%
30%
25%
Series1
20%
15%
10%
5%
0%
1 2 3 4 5
4.12) SATISFACTION LEVEL
Interpretation: The above table shows that 26% of the respondents are
highly satisfied regarding the training programmes provided by firm and 74% are
80%
70%
60%
50%
40%
Series1
30%
20%
10%
0%
1 2
4.13) EXPENSE INCURRED FOR TRAINING
Yes 1 2%
No 49 98%
TOTAL 50 100%
Interpretation: It is clear from the table that 2% of the employees have incurred
expenses connected with the training programme and rests of 98% of the
1
2
4.14) NECESIASITY OF TRAINING
Yes 50 100%
No Nil Nil
TOTAL 50 100%
1
2
4.15) EMPLOYEE – EMPLOYER RELATIONSHIP
Yes 50 100%
No Nil Nil
TOTAL 50 100%
Interpretation: The table shows that the 100% of the employees help to improve
120%
100%
80%
60%
Series1
40%
20%
0%
1 2
4.16) DIFFERENCE OF PERFORMANCE BETWEEN TRAINED AND
UNTRAINED EMPLOYEES
untrained employees
YES 50 100%
NO NIL NIL
TOTAL 50 100%
Interpretation : The table shows 100% of the employees said that there is
2
CHAPTER 5.
In this chapter, an attempt is made to high light the findings of the study
to Maruti Suzuki pvt. ltd.Thodupuzha. Findings have been arrived on the basis of
There are many factors related to the job performance of an employees sex,
age, education, training programme, interest etc. Which leads to job performance,
supporting of the firm which affect the job performance of the employee. On the
5.1.1) FINDINGS
The 56% workers on Marti Suzuki are the age group of 26-35, 40% the age
group of below 25, 4% are the age group of 36-45, and above 45 years are
nil.
In Maruti Suzuki 92% workers are male and 8% workers are female.
The analysis of qualification shows 74% workers are degree, 14% are
The analysis shows 68% workers are in sales department and the rest 32%
10 years, 14% of the employees for less than 1 year, and 10% of the
The analysis shows that most of the training programme conducted by the
64% employees have the opinion that barriers to attended the training
programme are lack of the interest, 18% employees barrier to attend the
40% of the respondents will be provided training programme for 4-6 times
in an year, 34% were 2-4 times, 18% were more than 10 times and rest 8%
In Maruti Suzuki 98% employees would increase their skills through the
training programme
84% respondents are of the opinion that through training their hard skills
66% employees are motivated through training after attending the training
It is clear from the analysis, the 100% of the employees get benefit from the
training programme
46% of the employees have increased their job performance, and least 2%
programme provided by the firm and 26% are highly satisfied and rest are
nil
In expenses, it is clear from that 98% of the employees have not incurred
expenses
From the analysis, 100% of workers are think that training programme is
5.1.2) SUGGESTIONS
year.
The company should try to take the full expenses incurred on training.
soft skills.
The company should overcome the barriers to training like time, money,
employees job performance : A study with special refrence to Maruti Suzuki. The
training has an impact on workers efficiency and job performance, the study has
almost important. In the analysis section many factors relating to training like
relationship, difference between trained and untrained employees etc have been
arrived at on whole, the training programme is a very effective in a firm and the
employees can be improved their job performance. Most of the employees are of
(SCERT, Kerala)
Name :
1. Age
Below 25 26-35
36-45 above 45
5. For how long have you been working for this company?
Less than 1 year 1.5 year
5-10 years more than 15 years
6. Which type of training programmes are conducted in this company?
On the job training Off the job training
Case study class room training
7. Which are the important barriers to attend the training programme?
Time Money
Lack of interest Unskilled trainer
8. How many training programme will be provided by your firm in an year?
Less than 2 4-6
2-4 More than 10
9. Do you think training programme will increase your skills?
Yes No
If yes, which type of skills improves more
Soft skill hard skills
10. What is your level of motivation after attending the training programme?
Highly motivated Motivated
No change De motivated
11. Do you think that training programme is beneficial for you?
Yes No
If yes, what are the benefits you have got from training programme?
Job performance improved
Acquired more skills
Increased employee-employer relationship
Increased the relationship between co-workers
Achieved-targets easily
12. What is your level of satisfaction regarding the training programme provided by your
firm ?
Highly satisfied satisfied Neated
Highly dissatisfied dissatisfied
13. Do you have incurred any expenses connected with the training?
Yes No
14. Do you think that training programme is necessary for the employees?
Yes No
15. Whether the programme helps to improve employee-employer relationship?
Yes No
16. Do you feel that there is any difference between trained employee and untrained
employees
Yes No