“THE STUDY ON HUMAN RESOURCE”

Summer project submitted

IN

Partial Fulfilment of the Requirements for the Award ofMaster of Business Management

(Recognized by MDU, Ministry of HRD, Govt. of India)

By

RAVI KADYAN

Under the guidance ofCh. Manager-HRMeenakshi Kapoor

JK TYRE,Delhi

APRIL 2011

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To Whom It May Concern

This is to certify that the summer project titled “STUDY ON HUMAN

RESOUSE” being submitted by Mr. Ravi Kadiyan, student of “First India School

Of Business”, Gurgaon in partial fulfillment of the requirements for the award of

Master in Business management has been completed under the supervision of Ch.

Manager Meenakshi Kapoor at JK TYRES, Delhi during the period from 24 th

March, 11 to 17th May, 11.

The work has not been submitted to any other institution or University for the

award of any degree/diploma to the best of our knowledge.

HRD

Manager

JK TYRE, Delhi

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ACKNOWLEDGEMENT

I have had considerable help and supports in making this project report a reality

first and foremost; gratitude goes to Mr. B B Gupta (Gm HR and Admin) , Mrs.

Meenakshi Kapoor (Sr.Mgr HRD) and Mr. Sumeet Jindal (Sr. Officer of HR).

They were my guide, who provided me all the guidance and support that was

indispensable for the completion of this project. I am thankful to all the

employees of JK Tyre & Industries Ltd who directly or contribute to my work.

Finally whole-hearted thanks to my project faculty guide

Mrs. Vandana Jain (coordinator of learning center and my guide) without

whose guidance this project would not be accomplished.

I felt it is my privilege to place on record my warm salutation to MD University,

Rohtak to work on this project.

Ravi kadiyan

MBA

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CONTENTS

Sr No. Particulars Page no

1. EXECUTIVE SUMMARY 5

2. OBJECTIVES 6

3. INTRODUCTION OF JK 7

- Profile

- Mission & policies

- Awards & Recognition

- Human Resource Development

4. INTRODUCTION TO HR POLICIES AT JK 14

5. HUMAN RESOURCE MANAGEMENT 18

- Recruitment & Selection

- Training & Development

- Performance Appraisal

- Implementation of HR policies

- Coordination with other deptt.

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EXECUTIVE SUMMARY

Training is an initial part of my academic curriculum. During the training a student gets an opportunity to understand the practical aspect of theory. Training makes the concept more clear.

This project report is outcome of the summer training that I have undergone at “JK Tyre & Industries Ltd” for the partial fulfillment of master of business administration.

The topic allotted me by the company is “HUMAN RESOUSE”. The project emphasizes on the mix of the company.

I have tried to my best to make a good project report. However no one claims perfection in its project requires perseverance, initiatives, proper guidance and direction. So it’s mandatory to take the aid of various departments.

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OBJECTIVES

To detail the various aspects of HR in an organization.

To find the existing HR structure in JK TYRE.

To find the effectiveness of the present policies.

To find the scope for any improvement that can be done in HR Practices.

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JK ORGANISATION

JK Organisation owes its name to Late Lala Juggilal Singhania, a dynamic

personality, with a broad vision. Inspired by the cause of the Swadeshi movement

of Mahatma Gandhi, and driven by the zeal to set up an indian enterprise, Late

Lala Kamlapat Singhania founded J.K. Organisation in the 19th century ushering

in a new industrial era in India.

The name JK Organisation, which today is one of the leading Private Sector

Groups in India, was founded over 100 years ago. For J.K. Organisation it's been

a century of multi-business, multi-product and multi-location business operation.

The companies in the Group have a diverse portfolio, including Automotive Tyres

& Tubes, Paper & Pulp, Cement, V-Belts, Oil Seals, Power Transmission

Systems, Hybrid Seeds, Woolen Textiles, Readymade Apparels, Sugar, Food &

Dairy Products, Cosmetics, etc.

VARIOUS DIMENSIONS:

JK SEEDS

JK SUGAR JK PAPER LTD JK LAKSHMI CEMENT

UMANG DAIRIES CliniRX RESEARCH FENNER(INDIA) Ltd.

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JK ORGANISATION AT A GLANCE:-

Top management

Hari Shankar Singhania Chairman / Chair Person

Raghupati Singhania VC & MD Arvind Singh Mewar

Director Bakul Jain

Director Govind Ballabh Pande

Director Om Prakash Khaitan

Director Sobha Nambisan

Director Vinayshil Gautam

Director Bharat Hari Singhania

Managing Director Vikrampati Singhania

Deputy Managing Director Swaroop Chand Sethi Whole Time Director

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COMPANY PROFILE:

VISION

“To be amongst the most admired companies in India committed to excellence.”

MISSION

To be the largest and most profitable Tyre Company in India.

To retain No.1 position in Truck and Bus segment and to be

amongst tops two in all other 4-wheeler tyre segments.

To make Truck/Bus Radial operations profitable and retain

leadership in the passenger radial market.

To be the largest Indian Tyre Exporter.

Continue to be a significant player in the world in Truck and

Bus Market.

To be customer obsessed company.

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CORE VALUES

JK Organization has been a forerunner in the economic and social advancement of India. It always aimed at creating job opportunities for a multitude of countrymen and to provide high quality. JK Organization is an association of industrial and commercial companies and charitable trusts. Its member companies, employing nearly 50,000 persons are engaged in the manufacturing. Trusts are devoted to promoting industrial, technical and medical research, education, religious values and providing better living and recreational facilities. With the spirit of social consciousness uppermost in mind, J.K. Organization is committed to the cause of human advancement.

BRIEF DESCRIPTION

JK Tyre is the first tyre company in the world to receive ISO/TS 16949:2000 Certificate for its entire range of products (Bias & Radials) and for all its plants in one go. All the units of the Company operate at high efficiency levels, some of which are benchmarks in the industry.

Over and above this, JK Tyre also patronizes and promotes Motor sport in India, through a comprehensive programmed. Indian racing drivers sponsored by JK Tyre are doing the country proud by winning various International Car Racing/Rallying Championships. The recent association with the ASEAN Car Rally has been one of the steps towards promoting young talent and India brand in Motorsports.

JK Tyre is committed to the environment protection and the health and safety of associates, customers and the society. All the Plants of the company are ISO-14001 certified, and are deeply involved in Water Conservation, Afforestation and Zero Effluent Discharge

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efforts. JK Tyre was the first Indian company to launch environmental friendly "Green" tyre and is constantly upgrading the manufacturing technology to be well below the allowable limits of environmental standards.

Following a strong belief - "People make the Organization", JK Tyre provides a challenging and healthy work environment for the growth and fulfillment of our people.

ACHIEVEMENT/AWARDS

•JK TYRES ranked 16TH largest tyre company in the world.

•ISO-14001 accreditation for environment & safety.

•India’s first T-rated tyre launched.

•The only tyre manufacturing company got E-marks certification.

•Awarded by CAPEXIL’S highest export award for 1997-98.

•Certified by ISO 9001:1994 quality managements systems.

•First Indian Tyre Company to adopt Business Process Re-Engineering(BPR).

•It has ranked number one in customer satisfaction by the JD power Asiapacific study.

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HUMAN RESOURCE DEVELOPMENT

THE WORK CULTURE

JK Tyre & Industries Ltd. provides an enabling work culture with

a clear sense of vision, mission and strategies in which people

work with clear goals and thereby achieve more. Goals are set and

performance is reviewed transparently, starting with self

assessment. Merit is recognized through proportionate rewards,

growth and opportunities. The company’s aspiration of being a

global player provides opportunities for stretch for the potential

for its people.. Participation in cross functional teams provides

opportunities for contribution as well as new learning.

DEPARTMENTS: It comprises of three branches, namely:

1. PERSONNEL

2. ADMINSTRATION

3. HUMAN RESOURCE DEVELOPMENT

HRD is an integral part of the organization which takes care of

human resource on continuous basis. In such a competitive world

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it is important that the employees are provided with training on

a continuous basis so that they can keep pace with the

competitive environment. It focuses on the training and

development of employee sat JK Tyre. In order to identify the

loopholes a special team is allotted to Marketing and sales

employees who take care specifically the employees from this

department only.

There are five branches by which human resource development is

being managed at JK Tyre.

Vikrant Tyre Plant (VTP)

Kankroli Tyre Plant (KTP)

Banmore Tyre Plant (BTP)

Marketing & Sales

Head Office

Marketing and sales is an important department of any company

and at JK Tyre it is being given due importance. As there are more

than 500 employees in M&S so a special focus is given on these

employees. In order to avoid any kind of ignorance on the part of

human resource the work load is divided between these two people

that is the senior manager(Marketing & sales)and Manager(HR).

The Manager at HO looks after the employees at Head office other

than marketing and sales.

Both senior manager (M&S) as well as Manager (HR) at Head

Office reports to the VP (HR).

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HR POLICIES AT JK TYRE (HEAD OFFICE)

The following are the main HR initiatives taken by the

organization:-

Measure the effectiveness of training process through

Kirkpatrick’s Model

Employee involvement activities through:

Suggestion schemes

Cross-functional Teams

Young Leaders forum

Open House Meetings

Quality of manpower resources assessment through:

Promotions based on competencies

Talent management

Induction process for new joinees

Employee satisfaction & motivation surveys through:

Usage of TRIM INDEX score using TNS

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Talent management & improvement in quality of

Management Cadre Staff through:

Talent management meetings

Yearly talent list

Succession planning for all identified strategic positions

Self Development scheme

Job Rotation

Performance Management through:

Goal setting

Six monthly review with HRD facilitation

Yearly review with HRD facilitation

Innovative HR practices such as:

Initiatives and innovations done by employees are

recognized and assessed

Quarterly people management award review process

Customer in culture:

Customer satisfaction for both external and internal

customers

Enhancing company external brand value through:

Visits to business schools and engineering colleges

Hold executive positions in HR associations

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Publishing HR articles

Corporate Social Responsibility (CSR)

Preferred Educational Qualification for Trainers

MBA/PGDBM in HR / Personnel Management

Any degree or Diploma in HRM

B.Tech/B.E. – Mechanical

Post graduate degree in psychology

SAP-HR

M.S.W(H.R/I.R)

Skills and attributes required to become a successful trainer

are:

Should possess good communication & presentation skills

Interpersonal skills

PC Skills knowledge essential

Presentation skills- command over language

Impeccable oral and written communication

Planning and Execution skills

Ability to receive and provide feedback in a positive manner

Coaching and mentoring skill

Interacting with diversity of people and people intensive industries

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Policy making ability

Salary offered to the trainers according to the relevant

experience:

           

Nature of Work

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Develop continuous learning program specific to Auto Component industry

Identification of Training Needs, Develop Training plan, Action Plan

Preparing and adhering to associate training calendar

Marinating Training Database

Coordinating well with different departments

Design and drive the training and learning interventions for both technical and behavioral training

Budgeting guidelines for T&D activists

Identify and maintain excellent relations with Internal and External Trainers

Provide appropriate feedback to the management

Set up and drive knowledge sharing forums and small group activities through employee engagement and participation and create a knowledge and skill repository

Monitor Training & Development to measure and evaluate ROI of the training function.

Upgrade and implement training processes

Implement innovative Training interventions

Arrange institutional tie-up with specialized training institutes which provide India Automobile industry specific training and other professional institutes for managerial / behavioral training

Achieve training targets by imparting training

Assessing capabilities of manpower by audits at the workshops and bridge the gap through training

Finalization and procurement of tools and equipment

Plan and co-ordinate for conducting special training courses for skill enhancement of Service Engineers and Dealers workshop staffand Training of Trainees at various levels viz.

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officers, supervisors andworkers.

Organizing of developmental and functional programs based on training needs, as judged in the area of updation of technical, supervisory and managerial skills long with specialized requirements from time to time.Imparting training to people from other organisations within India and abroad.The services which have been developed in the area of Training and Development within the organisation are readily available to other organisations within the laid policies and procedures of the Company.

HUMAN RESOURCE MANAGEMENT

Recruitment and Selection

Training & Development

Performance Appraisal

Implementing Incentive Schemes

Coordinating among different departments

Maintenance of Industrial Relationship.

Recruitment and Selection

This certainly be the bery important step because Acquiring the right staff is a big deal.

This function includes processes to:

• Identify potential sources (external/department in the organization) of project staff.

• Define skill and activity descriptions that can be used by recruiters and resource

managers to obtain staff from appropriate sourcing organizations.

• Select staff for the project.

Finding the:

right people,

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with appropriate skills,

available when needed,

for the right duration,

within planned costs

can be a daunting and time-consuming challenge.

Its a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNEDi.e. the needs arising from changes in organization and retirement policy.

ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

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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

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.

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

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.

TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance

Training is activity leading to skilled behavior.

It’s not what you want in life, but it’s knowing how to reach it

It’s not where you want to go, but it’s knowing how to get there

It’s not how high you want to rise, but it’s knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

It’s not what you dream of doing, but it’s having the knowledge to do it

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It's not a set of goals, but it’s more like a vision

 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 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

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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 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 organizational policies

Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and

managers usually display.

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

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other HR functions. Gone are the days, when training was

considered to be futile, waste of time, resources, and money. Now

days, training are 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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Training As Consultancy

Training consultancy provides industry professional to work with

an organization in achieving its training and development

objectives.

Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training

outsourcing is in customer education, while only 42 percent of the

market is in employee education.

The training consultancies offer various benefits such as:

The various courses that consultancies offer are:

Business Training Courses

o Management Development

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Conflict Management

Managing Diversity

Project Management

Stress Management

Time Management

Senior Management Workshops

o Sales

Negotiation Skills

Sales Technique

o Customer Care

Customer Care Training

Managing Customers

o Human Resource

HR Administration

Induction Training

Recruitment & Selection

Successful Appraising

o Personal Development Courses

o Workshops on:

Assertive Skills

Building Confidence

Coping with Change

Interview Techniques

Maximize Potential

o One to One Coaching

Focused entirely on personal objectives

Move forward at individual pace

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PERFORMANCE APPRAISEL SYSTEM

PERFORMANCE APPRAISEL is a method of evaluating the

behavior of employees in the work spot, normally including both

the quantative and qualitative aspect of the job performance.

If defined more precisely it can be described in 3 major attributes:

IDENTIFICATION

MEASUREMENT

MANAGEMENT

IDENTIFICATION means determining what areas of work the

manager should be examining when measuring performance-

essentially focusing on performance that effects organisational

behavior.

MEASUREMENT entails making managerial judgment of how

good or bad employee performance was.

MANAGEMENT appraisal should be more than a post-mortem

examination of past events, criticizing or praising the workers for

their performance in the preceding year. Instead, it must take a

future oriented view of what workers can do to realize their

potential.

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PERFORMANCE APPRAISEL APPROACH IN JK

The objective of the Annual Performance Appraisal System

are :-

a) To evaluate individual’s achievements;

b) To determine the gaps in knowledge and skills and /or

shortcomings/ failures noticed during evaluation of individuals

achievements.

c) To identify employees having special development, potential; and

d) to suggest specification;

i) In cases in which individual achievements are assessed

generally satisfactory; how better performance can be

encouraged.

ii) In cases in which assessment of individual achievement

brings out factors referred to at (b) how gaps in knowledge and

skills could be removed and / or shortcomings / failure remedied,

including specific suggestions for in house and specialized

training / censure, etc; and

iii) In cases of the type referred at (c) what further training /

encouragement is considered desirable for full exploitation of the

estimated potential.

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