TABLE OF CONTENTS
LIST OF TABLES ...............................................................................................................2
ABSTRACT ..........................................................................................................................3
CHAPTER 1 .........................................................................................................................4
Introduction ................................................................................................................ 4
Objectives ..................................................................................................................5
Scope of the Study .....................................................................................................6
Limitations of the study .............................................................................................6
CHAPTER 2 .........................................................................................................................7
Company Profile ........................................................................................................7
CHAPTER 3 .........................................................................................................................21
Data analysis & Interpretation ...................................................................................21
CHAPTER 4 .........................................................................................................................35
Findings......................................................................................................................35
Suggestions ................................................................................................................36
Conclusion .................................................................................................................37
Bibliography .........................................................................................................................38
Annexure...............................................................................................................................39
Questionnaire ....................................................................................................................39
1
LIST OF TABLES
TABLE
TITLE
NO
PAGE
NO
1
Respondent by Age wise Distribution
2
Respondent by Educational Qualification
3
Respondent on the basis of Income
4
Respondent on the basis of Experience
5
Respondent by Department wise Distribution
6
Respondents on the basis of usefulness of training program
7
Respondents opinion about correcting mistakes
8
Respondents opinion about Topic coverage in training program
9
Respondents opinion about Method of Presentation
10
Respondents opinion about Training Goals
11
Respondents opinion about Trainers ability to communicate
12
Respondents opinion about Training Aids
13
Respondents opinion about Practical Exercises
14
Respondents opinion about Training Material
2
ABSTRACT
Training programs are necessary in any organization for improving the quality of work of the
employees at all levels particularly in this present world of rapidly changing technology, changing values
and environment. Every organization needs to have well trained and experience people to raise the skill
levels and increase the versatility and adaptability of employees.
The employees recruited in an organization to perform a specific task. That task differs for each
employee. For a new comer, it is not necessary that hew should know the job. For, that he is provided
training in the organization. Training is a process by which the employees are trained about the job
theoretically as well as practically. So, that he can perform the job efficiently and effectively.
All the employees in an organization are given training for a specific period. This survey will let
us know the effectiveness of training in TIDC INDIA. This survey will also determine in what way the
employees are trained and how they implement their skills in their job.
3
CHAPTER 1
1.1
INTRODUCTION
Every organization needs to have well trained and experienced people to perform the
activities that have to be done. If the current or potential job occupant can meet this requirement,
training is not important. But when this is not the case, it is necessary to raise the level and
increase the versatility and adaptability of employees.
Training is the corner stone of sound management for it makes employees more effective
and productive. It is actively and intimately connected with all the personnel or managerial
activities. It is an integral part of the whole management program, with all its many activities
functionally interrelated.
It is practical and vital necessary because, apart from other advantages it enables
employees to develop and rise with in the organization and increase their “market value” earning
power and job security. It enables management to resolve source of friction arising from
parochialism. It molds employees attitude and helps them to achieve the better cooperation with
the company and greater loyalty to it.
The management is benefited in the sense that higher standards of quality are achieved, a
satisfactory organizational structure is built up. Training heightens the morale of employees, it
reduces the rate of turnover. Further, trained employees make a better and economical use of
materials and equipments, therefore wastage and spoilage are lessened.
4
1.2
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES

To study the effectiveness of training program in RANE Ltd

To suggest techniques to improve the training program in the organization.
SECONDARY OBJECTIVES

To examine the usefulness and relevance of the training program.

To find out the satisfaction level of the respondents against trainer and training environment.
PRIMARY DATA
The Primary data used for this project was collected using structured questionnaire.
SECONDARY DATA
Secondary data refers to the information already collected and available for reference
from sources such as Library, websites, journal books etc. Secondary data about the company
profile and other details were collected from the company websites and through personal
discussion with the Company Human Resource manager.
5
1.3 SIGNIFICANCE OF STUDY
Training is practical and vital necessity because it enables employees to develop and site
with in the organization and increase their market Value earning power and job security.
Training moreover highlights the morale of employees for it helps in reducing dissatisfaction,
complaints, grievances and absenteeism reduces the rate of turnover. Training helps to increase
the quality awareness, productivity, maintenance, environment maintenance and reducing
industrial accidents.
1.4 SCOPE OF THE STUDY

The study helps to know the effectiveness of training to the employees of RANE
MADRAS LTD.

The study extended to how much does the training has an effect towards the performance
of employees in their job.

The study makes to improve their present industrial scenario to fight with the competitive
environment.

To understand the economic, technical and institutional forces in order to solve business
competitive forces.
1.5 LIMITATIONS OF THE STUDY

The result of the study is only applicable for TIDC INDIA.

The study depends on the basis of the opinion of 100 respondents only.

The study covered the period of 3 months only.

The training program is not conducted as per planned schedule due to various factors.
6
CHAPTER 2
COMPANY PROFILE
Rane has been an integral part of the Indian Automotive Industry since 1929.
Seeking world-class technology, and adapting it perfectly to Indian conditions, RANE has been a
key support system in the growth of the automotive industry.
Today, the Rane group, under the leadership of Mr. L. Ganesh, Chairman, has in its fold
manpower strength of 4500 people, and a sales turnover in excess of Rs.600 crores.
The company enjoys total confidence of all the automotive manufacturers and users in India. This
reputation has been built up, as a result of anticipating needs, and manufacturing products of
international quality and reliability. The group has access to world-class technology through strong
alliances - TRW Inc., USA, Nastech Ltd, Japan, TMD, UK, Unisia JKC, Japan etc.
Rane in the area of “Quality & Technology” has to its credit four companies.
Certified to ISO9000, three companies certified to QS9000. It offers global Products through Joint
Ventures and has launched TQM as a major initiative.
Rane’s major customers in India are – Ashok Leyland, Hyundai, Fiat, Maruti Udyog Ltd.,
Hindustan Motors, M&M, Hero Honda, TELCO, Eicher, TAFE, TVS Suzuki, Escorts, Indian
Railways etc.
To talk about Rane’s international presence, its products reach over a hundred customers across the
globe in 19 countries: Australia, Dubai, Italy, Japan, Singapore, USA, and UK, South Korea.
Rane's prestigious customers include ,
7
- AGCO Limited
- Deutz AG
- Hino Motors
Rane Madras Limited (RML)

Incorporated in the year 1936, the company manufactures Steering Gear assemblies, Steering
linkages, suspension joints and control arms. RML has three Units located at Chennai, Mysore
and Pondicherry, with total manpower strength of 1212 employees. It is an ISO9000 certified
company.
Rane Engine Valves Limited (REVL)

REVL started manufacturing IC Engine valves in 1959 in collaboration with Farnborough
Engg.,Co. UK, .Today it has 4 units - located at Alandur (Chennai), Medchal (AP), Ponneri,
Aziz Nagar (Hyderabad) with a total manpower strength of 1462 employees. REVL is the
leading manufacturer of valve train components in India and is one of the earliest exporters of
auto components. Its other products are non-valve train components – viz. valve guides,
tappets and camshafts, Crankshafts for Air conditioners & clutch Boosters.

All its plants are QS9000 certified.
Rane Brake Linings Limited (RBL)

Incorporated in the year 1964. Honoured with DEMING prize, Rane Brake Linings is today a
leader in Friction Materials in India. The Company has three Units situated in Chennai,
Hyderabad & Pondicherry with an employee strength of 828.The company manufactures
Friction materials - Brake Lining, Clutch facings, Disc Pads & Railway Brake Blocks which
has applications in HCV, LCV, Cars, Tractors, Trains, Earthmovers and Two Wheelers. The
8
group has access to world class Technology through strong alliances – Nisshinbo Ind., Japan
& TMD, U.K.

RBL is an ISO9000 certified company.
Rane TRW Steering Systems Limited ( RTSSL )

Incorporated in the year 1987, RTSSL with a total manpower strength of 637 employees has
one unit situated in Viralimalai (Trichy) producing Power Steering Gears, and two in
Guduvancherry producing Power steering gears for passenger vehicles and Hydraulic vane
pumps.

The Products have Applications in Heavy Commercial Vehicles (HCV), medium / Light
Commercial Vehicles, Multi Utility Vehicles (MUL), and Passenger Cars.
9
TRW Rane Occupant Restraints Limited (TROR)

Incorporated in the year 1995, this is a 50:50 Joint Venture between TRW Inc., and Rane (
Madras ) Ltd. with a total strength of 63 employees.

TRW Rane produces Safety Seat Belt Systems. The company is a Lead Supplier of Safety Seat
Belt Systems to all OEMs.

TROR is a QS9000 certified company.
Rane Nastech Limited (RNL)

Incorporated in the year 1995, RNL is a 50:50 joint venture of Rane group and NSK Ltd.,
Japan.NSK is one of the world leaders in Energy Absorbing Steering Columns & Precision
Bearings.

Located at Vallanchery Village (Guduvancherry) and with a total strength of 98 people, RNL
produces - Energy Absorbing Steering columns, solid steering columns, intermediate shafts
and coupling assemblies.

NSL has proved its engineering capability by successfully developing columns for Honda City,
Ford Ikon, Toyota Qualis, Maruti Zen & Omni.
NSL is a QS 9000 certified company.
10
ASSOCIATE COMPANIES
Karmobile Limited

Started in 1936 as an Electrical Distribution Company and subsequently in the year 1973
started manufacturing engine valves for locomotive engines and defense applications.

Having two plants, plant I located at Peenya (Bangalore), and Plant II located at Hirehalli
(Tumkur) with a manpower strength of 530 employees.
JMA Rane Marketing Limited

Is
a
Joint
Venture
with
JMA
for
distribution
of
auto
components.
11
RANE (MADRAS) LTD
Delhi
Regional Sales
Office
Manufacturing
Unit
Rane (Madras) Limited
Bombay
Pune
Bangalore
Mysore
Pondichery
Chennai
12
RANE (MADRAS) LIMITED – LOCATIONS
CHENNAI – UNIT I
(ALSO RML CORPORATE OFFICE)
COMMENCED ON : 1960
SEGMENT
: M & HCV, LCV, UV
MANPOWER
: 708
MYSORE – UNIT II
COMMENCED ON : 1985
SEGMENT
: Tractor
MANPOWER
: 498
PONDICHERRY – UNIT III
COMMENCED ON : 1996
SEGMENT
MANPOWER
: PASSENGER CAR
: 218
13
ABOUT RANE (MADRAS) LIMITED
 Rane (Madras) Limited is part of the Rane group. Incorporated in the year 1936, the company
today
is
a
market
leader
in
India
in
Steering
Gears
and
Linkages.
The company enjoys the reputation of being a leading and most preferred supplier for all
domestic
 RML’s
Original
well-organized
Equipment
manufacturing
facilities
Manufacturers
are
spread
over
(OEMs).
three
units.
 Unit I in Chennai spread over an area of 6.45 acres of land caters to all the
segmaints of auto industry.
 Unit II located at Mysore with an area of 22 acres of land caters to the
tractor segment.
 To cater to the Car segment, Unit III was set up with an area of 18.39 acres, at Pondicherry,
with exclusive manufacturing facilities to manufacture manual Rack & Pinion Steering gears
and Ball joints.
 To obtain technology from the world’s best sources to manufacture products designed with
world class features, the company has gone for technical collaborations with Quintal Hazel
Limited, UK, Ehrenreich & Co., Germany, Burman & Sons Ltd., UK, NSK, Japan, TRW –
SSL, UK, TRW, USA. This access to state-of-the-art technologies, through collaborations with
world leaders in the field, has ensured that the company always remains contemporary.
 Innovative new product development program is made practical by a well-equipped R&D. Our
quality slogan “Customer delight through Total Quality” coveys our message towards
customers, and their needs.
 RML has manpower of 1212 employees. The Company draws on their capabilities and talents,
and invests in the development of their skills. These skilled personnel spearhead RML’s thrust
into the future.
14
UNIQUENESS OF THE COMPANY
 Only manufacturer of Steering Gears and Linkages
 Market leader in both product groups

Steering & Suspension linkages

Steering Gears
 RML manufacturers all ranges of Manual Steering gears

Re-circulating Ball

Rack & Pinion
 RML manufactures all ranges of linkages

With grease nipple

Greaser less

Serviceable
 Only company to supply the entire range of Auto Industry –

M&HCV, LCV, UV, Tractors & Passenger cars.
 Certified to ISO 9001 & now gearing towards ISO/TS16949
 RML meets in excess of 50% of the demand generated in India alone
EXPORTS
 RANE (Madras) is presently meeting the Original Equipment Manufacture (OEM)
requirements of a leading tractor manufacturer in the UK. The company is also a regular source
of supply of Original Equipment Spares to tractor manufacturers in the U.K and U.S.A.
15
Products from Rane (Madras) also cater to the requirements of the replacement market in Sri
Lanka, Indonesia and Middle East.
QUALITY POLICY
Rane (Madras) Limited is committed to fulfill customer needs through adequate Quality System &
Procedures.
QUALITY SYSTEMS
 ISO 9001 certified since 1995
 Pondichery plant - QS9000 certification obtained in March 2001
 Chennai targeted for ISO/TS16949 by 2004.Mysore has been Certified TS16949 in 2003.
 Entire Company is gearing towards achieving Deming award.
RML GOALS

To retain our market and technology leadership positions in steering systems and linkages

To reduce the impact of unstable OE domestic market on our business

To improve our contribution margins and achieve better cost efficiencies

To reduce our breakeven sales and increase volumes
16
ORG. HIERARCHY / LEVELS
Chairman /
Top
Management
Vice Chairman
Director
President
Vice President
General Manager
Deputy General Manager
Senior
Management
Manager
Deputy Manager
Assistant manager
Senior Executive
Executive
Middle
Management
Junior
Management
Senior Technical Assistant (Staff)
Junior Technical Assistant (Staff)
Unionize
d
Operators (Workmen)
17
RML Attendance System:
Purpose:
The object of established general employment conditions is to ensure basic rules /
norms & discipline are maintained uniformly across the Country.
1. The total number of working days is 5 days a week.
2. The normal weekly holiday for all employees under regular shift work is on Sunday. The
Saturday is treated as additional holiday.
3. Compensatory Leave: If a person doesn’t come for 1day in a week, he can be allowed to work
on Saturday / Sunday. Applicable only for workers.
Hours of Work:
The normal Working hour shall be 9 hours a day excluding half-an-hour
break \ recess time.
Shift Time:
The shift timings are as follows-
A – Shift (Day)
-
B – Shift (Afternoon) -
5.00 pm – 2.30 pm
Staggered Shift (Night)
-
General Shift
7.30 am – 5.00 pm
-
7.30 am – 5.00 pm
11.30 pm – 7.30 am
Lunch Time: Lunch timings for the above shifts are as follows:
Morning Shift: Lunch: 12.00 – 13.00
Second Shift: Dinner: 21.00 – 22.00
18
Attendance Recording System:

Card Punching:
To ensure that every employees has punched his card 3 times in a shift, one
at the start of the shift at 7.30 am (Shift-A) or at 5.00 pm (For Shift-B). Second punching after
Lunch/Dinner, and then at the closing hour of the shift.

Card punching after lunch break is not applicable for Non-Unionized employees.
Attendance Downloading & Report generation:

When the employee punch his card, the data recorded in the punching clock is transferred to
the file in the computer through downloading & posting.

After downloading the attendance data of the previous day is posted as a separate file.

The data is checked trice a day
o 1st check – 8.30 am (check the attendance of the Night shift)
o 2nd check – after 9.30am (check for late coming in the Morning Shift)
o 3rd check – 5.00 pm.

The strength (actual) of each shift is generated and submitted to HEAD – HR.

A muster or attendance register for each employee is open in the system every month with all
the particulars like Employment No., Name, Month and Holidays pertaining to that employee.
Leave Limits:
Casual Leave: An employee is eligible for 10 days casual leave per calendar year.
No employee is allowed to avail Leave of more than three (3) days continuously at a time.
19
Privilege Leave: An employee is eligible for 30 days privilege leave in calendar year.
National and Festival Holiday: Four National and Seven Festivals holidays are award each year.
If Aavani Avittam falls on a weekly holiday, another festival holiday is selected.
Maternity Leave:
All female employees are entitled to Maternity leave. All female
employees going on maternity leave are entitled for 84 days leave and benefits are available to
them as per the Maternity Benefit Act.
Leave on Loss of Pay: If an employee remains absent on LLP grounds from Monday to Friday,
the succeeding weekly holiday Viz., Saturday and Sunday shall also be treated as leave on Loss of
Pay.
An employee who is on loss of pay for 24 days and above in a calendar year shall not be
eligible for an increment. However loss of pay arising out sickness and accidents for continuous 10
days and above shall not be taken into account for arriving the 24 days.
20
CHAPTER 3
DATA ANALYSIS AND INTERPRETATION
TABLE-1
RESPONDENT BY AGE WISE DISTRIBUTION
S. No
AGE
FREQUENCY
PERCENTAGE
1
Less than 25
20
20
2
25-30
30
30
3
31-35
35
35
4
Above 35
15
15
Total
100
100
INFERENCE:
The result from the study is that 35% of the majority respondents come under the age
group 31-35, 30 % of the respondents fall under the age group 25-30, 20 % of the respondents
come under the category of less than 25 and 15% of the respondents come under the age group of
above 35.
21
TABLE-2
RESPONDENTS ON THE BASIS OF EDUCATIONAL QUALIFICATION
S. No
QUALIFICATION
NO.OF RESPONDENTS
PERCENTAGE
1
Schooling
10
10
2
Diploma
30
30
3
UG
20
20
4
PG
15
15
5
Others (ITI)
25
25
Total
100
100
INFERENCE:
From the above table, it is clear that 30% of the majority respondents are professionals,
25% of the respondents come under the category of others which includes ITI, 20% of the
respondents are under graduates, 15 % of the respondents are postgraduates and 10% of the
respondents come under Schooling.
22
TABLE-3
DEPARTMENT WISE DISTRIBUTION
S. No
DEPARTMENT
FREQUENCY
PERCENTAGE
1
Heat Treatment
10
10
2
Cam Chain Cell
22
22
Agri Chain Cell
25
25
3
Tool Room
10
10
4
Fine Blanking
15
15
5
Eng. Chain Cell
18
18
TOTAL
100
100
INFERENCE:
The above table shows that 25% of the respondents are from ACC department, 22% of
the respondents are from CCC department, 18% of the respondents are from ECC department, 15
% of the respondents are from FB, 10% are from HT and 10% are from TR.
23
TABLE-4
BASIS OF EXPERIENCE
S. No
EXPERIENCE
NO.OF
PERCENTAGE
RESPONDENTS
1
Less than 1 Year
10
10
2
1-5 Years
45
45
3
6-10 Years
22
22
4
11-15 Years
15
15
5
Above 15 Years
8
8
Total
100
100
INFERENCE:
From the above table it is clear that 45% of the respondents have 1-5 years of experience,
22% of the respondents have 6-10 Years experience, 15% of the respondents have 11-15 Years
of experience, 10% of the respondents have less than 1 Year experience and 8 % of the
respondents have above 15 years of experience.
24
TABLE 5
BASIS OF INCOME LEVEL
S. No
INCOME
NO.OF
PERCENTAGE
RESPONDENTS
1
Less than 6000
12
12
2
6000-10,000
40
40
3
10,001-15,000
22
22
4
Above 15,000
18
18
Total
100
100
INFERENCE:
The above table shows that among the respondents 40% belongs to the income level of
6000-10,000, 22 % belongs to the income level of 10,001-15,000,then 18 % belongs to above
15,000 and 12% belongs to the income level of less than Rs.6000/-.
25
CHATPER 4
FINDINGS, SUGGESTIONS AND CONCLUSION
 From the study, it is clear that 35% of the respondents belong to the age group of 31-35 years,
15% of the respondents are from above 35 years.
 It is found that, 30 % of the respondents studied Diploma and 10 % of the employees are under
schooling.
 It is clear that, 45 % are having 1-5 years of experience in this field and 8 % are having above 15
years.
 It is clear that, 40 % of the majority respondents are come under the income level of Rs (600010,000).
 From the study, it is clear that, 25 % of the majority of the respondents are from Agri Cam chain
Department.
 It is found that, 52 % of them have agreed that the training program is very useful.
 From the study it is clear that, 50 % of the respondents have agreed that the training program
helped them in correcting their mistakes.
26
SUGGESTIONS
OFFERING SPECIALISED TRAINING:
Around 20% of the respondents felt that the training programs offered are not useful, for
their work life.
The concerned authority should choose the right training program for right person also,
the training programmes are to be tailored, according to the requirements.
MAKING TRAINING MORE PRACTICAL:
Only 50 % of the respondents agreed that they can correct their mistakes with the help of
training attended.
The training programmes can be designed in such a way that more time can be allotted
for “hands-on-experience” session.
MAKING TRAINING MORE EMPATHIC:
Few respondents quoted that there exists inadequacy in topic coverage, unclear method of
presentation, dissatisfaction with trainers and training aids etc.
27
CONCLUSION
It may be said that armed with knowledge of how people learn the strength and weakness
of the training program and the latest concepts available, trainers and supervisors can devise
programmes that can effectively result in inter-personal behaviour modification. Concentration
on training programmes
involving records, feedbacks enhance the probabilities of success of
training programmes ad improvement in inter- personal skills.
From the study, it is observed that Training programmes in RANE LTD, aims to increase
t he knowledge and skills of the workers. It has a supporting workforce, which is the backbone of
the organization. The training program imparted to the workers is very effective and strongly
believe that this helps in achieving the objectives. Coming to the perception of the workers
towards the training program, they feel that it is very good.
Finally, from the study it is observed that RANE LTD aims to increase the skills and
knowledge of the workers through the well planned training programmes.
The project has been fruitful both to researcher and the company. The researcher could
get a practical insight about perception of the workers regarding the training program and the
company could get a first hand report about the same and suggestion for improvement in the
future.
28
BIBLIOGRAPHY

MAMORIA C.B, GANKAR S.V, Personnel Managemet, New Delhi, Himalaya publishing
House, 1998.

GUPTA C.B, Human Resource Management, New Delhi, Sultan Chand and Sons, 1995.

KOTHARI C.R, Research Methodology, New Age Publishers, 1999.

PRASAD L.M, Human Resource Management,New Delhi, Sultan Chand & Sons, 2004.
WEBSITES:
1. www.rane.co.in
2. www.tidiamond.com
3. www.google.com
4. www.wikipedia.org
29
ANNEXURE
QUESTIONNAIRE
1. Name:
2. Age (Years):
a) Less than 25
b) 25-30
c) 31-35
d) Above 35
3. Qualifications:
a) Schooling
b) Diploma
c) UG
d) PG
e) PG
f) Others (ITI)
4. Department:
a) Heat Treatment
c) Agri Cam Chain
b) Cam Chain Cell
d) Tool Room
e) Fine Blanking
f) Engineering Chain Cell
5. Income Level (Rupees):
a) Less than 6000
b)
6000-10000
c) 10,001-15,000
d)
Above 15,000
6. Experience (Years):
a)
1-5
b)
6-10
c)
11-15
d)
Above 15
30
7. The training program I attended were very useful.
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree
8. Training program helped me in correcting my mistakes.
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree
9. Indicate your satisfaction level against the following factors.
S. No
FACTORS
1
Topic Coverage
RESPONSE
Adequate
Not Adequate
2
Method of Training
Clear
Not clear
3
Training Goals
Achieved
Not achieved
31
4
Trainers Ability to
Highly satisfied
Communicate
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
5
Training Aids
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
6
Practical Exercises
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
32
7
Training Material
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
33