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A
PROJECT REPORT
ON
SHARES AND THEIR VALUATION IN SPFS PVT. LTD.
A project report submitted for the partial fulfilment of the
requirement of a two year degree of
MASTER OF BUSINESS ADMINISTRATION
Department of Management Studies
Shankarlal Agrawal College of Management Studies
Suryatola, Gondia.
Submitted by
Ms. Pournima Y. Nimje
Session 2013-2014
Under the guidance of
Prof. Mayur Trivedi
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A
PROJECT ON
IMPACT OF HRD TRAINING AND DEVELOPMENT
PROGRAMMES ON WORK EFFICIENCY OF
MAHINDRA TWO WHEELER PVT.LTD.PUNE.
Submitted to R.T.M. Nagpur University, Nagpur in partial fulfillment For
Award of Master of Business Administration
Submitted by
Mr. RAKESH .S. BHANDARKAR
Under the guidance of
Prof. Mayur trivedi
DEPARTMENT OF MANAGEMENT STUDIES
SHANKARLAL AGRAWAL COLLEGE OF MANAGEMENT STUDIES, GONDIA
Session 2013-2014
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CERTIFICATE
This is to certify that Mr. RAKESH .S. BHANDARKAR a student of M.B.A
final year in the Department of Master of Business Administration, S.A.C.MS.
College, Gondia for the session 2013-2014. He has completed her project work
entitled
IMPACT OF HRD TRAINING AND DEVELOPMENT
PROGRAMMES ON WORK EFFICIENCY OF MAHINDRA TWO
WHEELER PVT.LTD.PUNE.
Under the guidance of Mr. Mayur Trivedi on the subject approved by the
department. This project is submitted to R.T.M Nagpur University in the partialfulfillment of requirement for the degree of
MASTER OF BUSINESS ADMINISTRATION..
Principal Name of Guide
Prof. Mayur Trivedi
DEPARTMENT OF MASTER OF BUSINESS
ADMINISTRATION
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Certificate of Guide
This is to certify that Mr. RAKESH .S. BHANDARKAR a student of M.B.A 2nd
year in the Department of Master of Business Administration, Shankarlal
Agrawal college of Management Studies, Gondia, has completed his
dissertation entitledIMPACT OF HRD TRAINING AND
DEVELOPMENT PROGRAMMES ON WORK EFFICIENCY OF
MAHINDRA TWO WHEELER PVT.LTD.PUNE.
Under my guidance.
1. The candidate has satisfactory conducted research for not less than
academic year.
2. The Project is the result of the candidates own work and is ofsufficiently high standard to warrant its presentation to the R.T.M
Nagpur University on partial fulfillment of the requirement for degree of
Master of Business Administration.
Project Guide
Mayur Trivedi
Deptt. Of Master of
Business Administration
S.A.C.M.S College, Gondia
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DECL R TIONI hereby declare that the project entitled IMPACT OF HRD
TRAINING AND DEVELOPMENT PROGRAMMES ON WORK
EFFICIENCY OF MAHINDRA TWO WHEELER PVT.LTD.PUNE.
Is the result of my own work under the guidance of Prof. Mayur Trivedi and
that the same has not been previously submitted to R.T.M. Nagpur University or
any other university.
Place: Gondia Mr.Rakesh.S. Bhandarkar
Date: Deptt. Of Master of
Business Administration
S.A.C.M.S College,
Gondia.
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CKNOWLEDGEMENTI express my sincere and heartily gratitude to Prof. Mayur Trivedi my project
guide for giving me an opportunity and support to carry out this project.
Without whose able guidance this project would ever materialized. It was his
polite talk, keen interest, knowledge and practical suggestion that inspired me to
bring out the best.
I gratefully acknowledge my deepest gratitude to honorable head of
department Prof. Mayur Trivedi for their persistent inspiration, conservation
suggestion and constant encouragement.
I also want to thank to Mrs. Ratna Joshi(Hr.Manager). A big contribution from
them during one month is very great indeed. I am honestly thankful to them for
giving practical knowledge regarding the project and for valuable information.
I also would like to thank my friends, my family and all the members were
associated directly or indirectly in making my project successful.
Mr. Rakesh .S. Bhandarkar.
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CONTENTS:
Certificate
Declaration
Acknowledgement
Preface
Introduction of training and development programmes
Needs and importance
Objectives of the Study
Brief History of MAHINDRA 2 WHEELER PVT.LTD. PUNE.
Methodology for the study
Tabulation of the data, classification, Interpretation and graphical
presentation of the data.
Recommendation
Conclusion
Bibliography
Conclusion
Questionnaire
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PREFACE:
The human civilization has a long history of gradual development. The hrd
phenomenon has been derived from old civilization and at present HRD has been
identified as on the most important part of our life.
The economic growth and development largely depends upon the development of
the trade, commerce, agriculture and industrial production of the nation.
The training and development is on the important element to keep the technological
progress at sustainable and to fulfil its business objectives. Training and
development is the most important element of hrd which not only improve the skills,
knowledge, awareness and work efficiency of the people but is also provides
sufficient opportunity to understand the organisation and to enhance his own
capability.
HRD training and development programs in MAHINDRA 2 WHEELER LTD.plays a
vital role towards the fastest development of the skills of the employees so that they
can very well understand the importance of their knowledge matching to the
requirements of the organisation. Since there has been integrated approach for
management change and connectional change the HRD function has been
introduced in MAHINDRA from top to grass wood level employees so that they can
meet the challenges and understand the complexity of change environment.
The HRD approach in MAHINDRA has brought significant changes in the field
production, productivity, personality development and the last but not the least what
the hrd training and development programme has done in MAHINDRA is that has
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rapidly increases the work efficiency and employees which has given a remarkable
achievement during the last couple of years.
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INTRODUCTION:
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INTRODUCTION:
Training can be introduced simply as a process of assisting a person for enhancing
his efficiency and effectiveness to a particular work area by getting more knowledge
and practices. Also training is important to establish specific skills, abilities and
knowledge to an employee. For an organization, training and development are
important as well as organizational growth, because the organizational growth and
profit are also dependent on the training. But the training is not a core of
organizational development. It is a function of the organizational development.
Training is different form education; particularly formal education. The education is
concerned mainly with enhancement of knowledge, but the aims of training are
increasing knowledge while changing attitudes and competences in good manner.
Basically the education is formulated with in the framework and to syllabus, but the
training is not formed in to the frame and as well as syllabus. It may differ from one
employee to another, one group to another, even the group in the same class. The
reason for that can be mentioned as difference of attitudes and skills from one
person to another. Even the situation is that, after good training programme, all
different type skilled one group of employees can get in to similar capacity, similar
skilled group. That is an advantage of the trainings.
In the field of Human Resources Management, Training and Development is the field
concern with organizational activities which are aimed to bettering individual and
group performances in organizational settings. It has been known by many names in
the field HRM, such as employee development, human resources development,
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learning and development etc. Training is really developing employees capacities
through learning and practicing.
Training and Development is the framework for helping employees to develop their
personal and organizational skills, knowledge, and abilities. The focus of all aspects
of Human Resource Development is on developing the most superior workforce so
that the organization and individual employees can accomplish their work goals in
service to customers.
All employees want to be valuable and remain competitive in the labour market at all
times, because they make some demand for employees in the labour market. This
can only be achieved through employee training and development. Hence
employees have a chance to negotiate as well as employer has a good opportunity
to select most suitable person for his vacancy. Employees will always want to
develop career-enhancing skills, which will always lead to employee motivation.
There is no doubt that a well trained and developed staff will be a valuable asset to
the company and thereby increasing the chances of his efficiency in discharging his
or her duties.
Trainings in an organization can be mainly of two types; Internal and External
training sessions. Internal training involves when training is organized in-house by
the human resources department or training department using either a senior staff or
any talented staff in the particular department as a resource person.
On the other hand external training is normally arranged outside the firm and is
mostly organized by training institutes or consultants. Whichever training, it is very
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important for all staff and helps in building career positioning and preparing staff for
greater challenges in developing world. How ever the training is costly. Because of
that, people who work at firms do not receive external trainings most of times. The
cost is a major issue for the lack of training programmes in Sri Lanka. But nowadays,
a new concept has come with these trainings which is Trainers through trainees.
While training their employees in large quantities, many countries use that method in
present days to reduce their training costs. The theory of this is, sending a little
group or an individual for a training programme under a bonding agreement or
without a bond. When they come back to work, the externally trained employees
train the employees who have not participated for above training programme by
internal training programmes.
Employers of labour should enable employees to pursue training and development in
a direction that they choose and are interested in, not just in company-assigned
directions. Companies should support learning, in general, and not just in support of
knowledge needed for the employee's current or next anticipated job. It should be
noted that the key factor is keeping the employee interested, attending, engaged,
motivated and retained.
For every employee to perform well, especially Supervisors and Managers, there is a
need for constant training and development. The right employee training,
development and education provides big payoffs for the employer in increased
productivity, knowledge, loyalty, and contribution to general growth of the firm. In
most cases external trainings for instance provide participants with the avenue to
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meet new set of people in the same field and network. The meeting will give them
the chance to compare issues and find out what is obtainable in each others
environment. This for sure will introduce positive changes where necessary.
It is not mentioned in any where that the employers, managers and supervisors are
not suitable for training programmes. They also must be highly trained if they are
expected to do their best for the organization. Through that they will have best
abilities and competencies to manage the organization.
Training employees not only creates a more positive corporate culture, but also add
a value to its key resources.Raw human resources can make only limited
contribution to the organization to achieve its goals and objectives. Hence the
demands for the developed employees are continuously increasing. Thus the
training is a kind of investment.
DEFINITION:
According to EDWIN FLIPPO, Training is the act of increasing the knowledge and
skill of an employee for doing a particular job.
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CHARACTERISTICS OF TRAINING:
It is a formal process of skill enhancement on short term basis.
Its prime object is to bring improvement in the job related knowledge and skill
of the employees.
The employee training is on-going process for which a training department is
established in the organisation on a permanent basis.
The responsibility of employee training lies on human resources
management.
The need for training is generally felt when the new technology is introduced,
the new systems and procedures are installed in the old ones redesigned or
any other innovations are affected.
The employee training being productive and result giving activity the training
cost is considered to be productive investment.
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NEED OF TRAINING:
To improve productivity.
To help a company to fulfil its future personnel needs.
TO improve health and safety by giving proper training to the employees.
Old employees need refresher Training to enable them to keep abreast of the
changing methods techniques and use of sophisticated tools and equipment.
Need for reducing grievances and minimizing accident rates.
Need for maintaining the validity of an organisation as a whole and raising the
morale of its employees.
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IMPORTANCE OF TRAINING:
Training is important because-
Rapid technological innovations impacting the workplace have made it
necessary for people to consistently update their knowledge and skills
People have to work in multidimensional areas , which usually demand far
more from their area of specialisation.
Change in the style of management.
Due to non-practical college education.
Lack of proper and scientific selection procedure.
For career advancement.
For higher motivation and productivity.
To make the job challenging and interesting.
For self and development.
For employee motivation and retention.
To improve organisational climate.
Prevention of obsolescence.
To help an organisation to fulfil its future manpower needs.
To keep in pace with times.
To bridge gap between skills requirement and skills availability and for
survival and growth of organisation and nation.
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Objectives of the study:
To determine the benefit of HRD training in MAHINDRA TWO WHEELER LTD.
To evaluate the overall impact of HRD training on production and work
efficiency of MAHINDRA TWO WHEELER LTD. employees.
To find out in MAHINDRA TWO WHEELER LTD, with the training and
development programmes the employees are motivated or not.
To study the efficiency of the various training programmes in enhancing the
employees skills.
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Research Methodology:
Its a descriptive research study on the hrd activities and its impact on organisational
excellence.
Research Design:
In descriptive studies the researcher must be able to define clearly what he wants to
measure and find adequate methods for measuring it along with a clear cut definition
of population he wants to study.
The design in such studies must focus attention of the following.
Formulating the objective of the study.
Designing the methods of data collection.
Selecting the sample.
Collecting the data.
Processing and analysing the data.
Reporting the findings.
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Methods of Sampling:
Simple random sampling.
Collection of Data:
The methods of primary data collection are given below:
Selection of sample size
Questionnaire preparation
Distribution of questionnaire
Collection of filled questionnaire
Interview of an employees
Analysis of responses
Conclusion
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COMPANY PROFILE:
MAHINDRA 2 WHEELER
PVT.LTD.PUNE.
http://en.wikipedia.org/wiki/File:Logo_Mahindra_two_wheelers.png -
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Mahindra Two Wheelers
Mahindra two wheelers
Type Private
Traded as BSE:500520
Industry Automotive
Headquarters India
Area served Worldwide
Products Scooters,Motorcycles
Parent Mahindra & Mahindra Limited
Website mahindra2wheelers.com
http://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Ticker_symbolhttp://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=500520http://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://mahindra2wheelers.com/http://mahindra2wheelers.com/http://en.wikipedia.org/wiki/File:Logo_Mahindra_two_wheelers.pnghttp://mahindra2wheelers.com/http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Automotive_industryhttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=500520http://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://en.wikipedia.org/wiki/Ticker_symbolhttp://en.wikipedia.org/wiki/Types_of_business_entity -
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Mahindra Two Wheelers Limited(MTWL) is a group venture owned byMahindra &
Mahindra Limited (M&M),which manufactures scooters and motorcycles.Mahindra
Two Wheelers Limited was founded in 2008, when Mahindra & Mahindra Limited
acquired the business assets of Kinetic Motor Company Limited.[1] MTWL has
partnered with Taiwan's Sanyang Industry Company (SYM) to help develop its
scooter portfolio, and with Italy-based Engines Engineering for research and product
design.
GROUP
Overview
Founded in 1945 as a steel trading company, we entered automotive manufacturing
in 1947 to bring the iconic Willys Jeep onto Indian roads. Over the years, we've
diversified into many new businesses in order to better meet the needs of our
customers. We follow a unique business model of creating empowered companies
that enjoy the best of entrepreneurial independence and Group-wide synergies. This
principle has led our growth into a US $16.2 billion multinational group with more
than 155,000 employees in over 100 countries across the globe.
Today, we operate in key industries that drive economic growth and cherish our
leadership positions in tractors, utility vehicles, information technology and vacation
ownership. We also have great presence in aerospace, agribusiness, automotive,
components, consulting services, defense, energy, financial services, industrial
equipment, logistics, real estate, retail, and two wheelers.
http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/SYM_Motors#Global_operationshttp://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/SYM_Motorshttp://en.wikipedia.org/wiki/SYM_Motorshttp://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/SYM_Motors#Global_operationshttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limited -
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Our federated structure enables each business to chart its own future and
simultaneously leverage synergies across the entire Group's competencies. In this
way, the diversity of our expertise allows us to bring our customers the best in many
fields.
Expansion
Mahindra and an independent India began their rise together. In 1945, two
enterprising brothers named J.C. Mahindra and K.C. Mahindra joined forces with
Ghulam Mohammed and started Mahindra & Mohammed as a steel company in
Mumbai. Two years later, India won its independence, Ghulam Mohammed left the
company to become Pakistan's first finance minister, and the Mahindra brothers
ignited the company's enduring growth with their decision to manufacture Willys
jeeps in Mumbai. The company's new name? Mahindra & Mahindra, of course.
The Mahindra brothers believed that new modes of transportation could be a key to
India's prosperity, so one of their first goals was to build rugged, simple vehicles
capable of tackling the Indian terrain. Early pioneers of globalization, the brothers
collaborated with a wide range of international companies and before long,
Mahindra's reach extended to steel, tractors, telecom, and more.
Now, after 65 years, Mahindra has grown from a humble local outfit to a US $15.9
billion corporation employing 155,000 people around the world. It's been quite an
adventure so far, and we're proud of our global leadership in utility vehicles, tractors,
and information technology, as well as our significant presence in financial services,
leisure and hospitality, engineering, trade, and logistics. As we accelerate into the
21st century, we'll continue to pursue innovative ideas that enable people to rise.
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The Mahindra Group's foray into the two-wheeler segment began with the acquisition
of business assets of Kinetic Motor Company Ltd. (KMCL) in 2008 extending
Mahindra's pedigree into the two wheeler space. We've come a long way, but the
journey has just begun.
The Vision:
Mahindra & Mahindra took birth when K.C. Mahindra visited USA as Chairman of the
India Supply Mission. There, he met Barney Roos, inventor of the rugged 'general
purpose vehicle' or Jeep and had a flash of inspiration: wouldn't a vehicle that had
proved its invincibility on the battlefields of World War II be ideal for India's rugged
terrain and its kutcha rural roads?
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Launch:
Mumbai, July 30, 2008: Acquisition of KMCL, Mahindra & Mahindra Ltd. (M&M),
India's leading automotive companies, announced that its Board of Directors
approved the acquisition of business assets of Pune-based Kinetic Motor Company
Ltd. (KMCL). The acquisition was done through a New Company to be formed. (New
Co.). The consideration for the acquisition is a sum of Rs.110 crores (subject to
closing due diligence) plus 20 percent stake to KMCL in the New Co. M&M holds the
balance 80 per cent of the equity.
The deal enabled Mahindra to design and market a range of scooters, value
engineered motorcycles and high-end motorcycles for the Indian and global markets,
helping it establish a robust, end-to-end two-wheeler business in every segment of
the industry.
The acquisition of business assets of KMCL is a defining moment in the history of
Mahindra as it gives us an opportunity to emerge as a full range player with a
presence in almost every segment of the automobile industry.
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Factory:
Mahindra & Mahindra has state of art manufacturing facility at Pithampur, near
Indore in Madhya Pradesh. The plant, products and processes are ISO 9001
certified from DNV.
Mahindra Two Wheelers Ltd. has an R&D unit located at Chinchwad, Pune,
equipped with necessary design and development facilities right from renderings to
prototype manufacture and testing. We also partner with Taiwan's Sanyang Industry
Company (SYM), a leading manufacturer of scooters, motorcycles and ATVs, to
develop our scooter portfolio. By combining these companies' niche expertise with
our own constant innovation and engineering experience, we ensure that our
customers receive the cutting edge of global technological advancement. With our
range of two wheeler vehicles, we strive to offer products that redefine the market
and consumer expectations with breakthrough technology. In the long term, MTWL
aims at becoming a product and technology-led marketing organization.
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PRODUCTS:
MAHINDRA RODEO RZ
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MAHINDRA DURO
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MAHINDRA FLYTE
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MAHINDRA KINE
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PERSONAL PROFILE OF MAHINDRA 2
WHEELER LTD EMPLOYEE
Concept:
Classification of personal profile:
The personal profile of an employeeis an important element particularly when we
go for as study or a research work. It becomes more important when we study or try
to evaluate the level of efficiency or the performance of the progress which has been
carried out to bring some conceptual or modular change in the exiting work culture of
the organisation. The personal profile which contains age, qualification, length of the
services, has deep relatively with his profession and knowledge about the
organisation in which he is working. The impact of HRD training and development
programmes on work efficiency of Mahindra employee is an attempt to find out the
favourable and unfavourable elements after induction of intensive training and
development programmed which are as follows:
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CONCLUSION
The HRD training and development programmes has been one of the strongest
device to bring total change within the shortest limited time and with the limited
available resources so that organisation business can be fulfilled in a positive
manners.
This study can be concluded with no. of positive and some negative aspects. The
employees of MAHINDRA TWO WHEELER LTD. are fully aware of the changed
environment and they have identified the importance of training and development
programmes and they have found that training is necessary to improve the skill and
efficiency of the employees.
In this regard the opinion and perception of the employees are similar on number of
factor but their opinion also differ on some factors. They are agrees that HRD is very
sensitive to the training needs of the employees and they have acceptable that the
employees have become more intelligent after getting training from HRD
department.
In the conclusion if this study which has been specially carried out within the
parameters of MAHINDRA TWO WHEELER LTD, it can be said that the overall
performance of HRD training and development of the employees of MAHINDRA has
certainly influence the efficiency and it has bought the employees towards positive
understanding about the changed environment and as per the needs of the
organisations.
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