training and development managers help employees learn new skills and develop existing ones

1. PROJECT REPORT ON
Training and development in auto motive industry
Submitted to
(CHAUDHRI TECHNICAL INSTITUTE, IMBA)
A Case submitted in partial fulfillment for the award of the Degree of
MASTER OF APPLIED MANAGEMENT
Under
Gujarat Technological University
UNDER THE GUIDANCE OF
Faculty Guide
Prof. Amit Patel
Submitted by
ANJU KHADSE
(13700585005)
I.M.B.A– SEMESTER XI
Gujarat Technological University
Ahmedabad

2. PREFACE
As we are very much interested in business, we chose the course
of integrated MBA Program related with administration and
management. It is a professional course rather than vocational
and the profession requires the situational how it exists in
practical.
The Master in Applied Management Program is well structured
five-year integrated Program organized by GTU (Gujarat
Technological University) - Ahmadabad.
The Gujarat Technological University prescribes “The major
project by I.M.B.A students and then presents a report to them.
The main objective of Project Report at I.M.B.A level is to make
students aware about Industry, business as well as application of
management concepts in practical words. And also to develop
skill and knowledge in a student by supplement to the theoretical
study of the business management in general. Only book
knowledge and class-room discussion is not enough for
management student. The I.M.B.A Program provides student
with a fundamental functions and actives as well as an exposure
to strategic thinking and management.

3. ACKNOWLEDGEMENT
Every project is a master piece of hard work and sincere efforts of all
those who are Involved in the project. Hard work and success are the
two sides of the same coin. We are grateful to all of them who were a
part of our hard work and definitely been inevitable part of our success.
To make a project of this magnitude is impossible without a dedicated
effort and perfect guidance. “” is one of the Project of I.M.B.A Program.
We are much obliged to express our deep gratitude to all the
personalities who give their co-operation and guidance for this project.
This report is impossible without the cooperation of certain people. Let
us first express more thankful to our Gujarat Technological University –
Ahmadabad and CHAUDHRI TECHNICAL INSTITUTE (CTI) –
Gandhinagar who have been providing us all academic.
Any accomplishment requires the efforts of many people and this work
is no different. With deep sense of gratitude and humble submission, we
owe our heartfelt thanks to our guide and director of the I.M.B.A
department Prof. Amit Patel for providing guidance and constructive
suggestions and showing faith in our abilities.
As we conclude, we would like to a state that just as a positive attitude
pays off; our hard efforts to bring this project to a successful end would

4. also pay off. We hope that this project would be one of the most
significant stepping-stones of our career and would fulfill our aspirations
in every aspect.
We thank all the respondents for showing co-operation with us

5. DECLARATION
I Anju khadse, hereby declare that the project report entitled “A
study on “Training and Development Practices in Auto
motive Industry” submitted in partial fulfillment of
requirement for degree of Integrated Master of Business
Administration to Chaudhary Technical Institute (CTI).
Place: (Signature)
(Name of Student)
Date: (ANJU KHADSE)

6. INTRODUCTION

7. Training & Development
Definition of Training & Development: Improve performance
“Training & Development is any attempt to improve current or future
employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or
increasing his or her skills and knowledge.”
MEANING OF TRAINING & DEVELOPMENT: –
The need for Training and Development is determined by the
employee’s performance deficiency, computed as follows.
Training & Development Need = Standard Performance – Actual
Performance
We can make a distinction among Training, Development and
Education.
Difference between Training and Development
Training Development
Training is skills focused Development is creating
learning abilities
Training is presumed to have a
formal education
Development is not education
dependent
Training needs depend upon
lack or deficiency in skills
Development depends on
personal drive and ambition

8. Trainings are generally need
based
Development is voluntary
Training is a narrower concept
focused on job related skills
Development is a broader
concept focused on personality
development
Training may not include
development
Development includes training
wherever necessary
Training is aimed at improving
job related efficiency and
performance
Development aims at overall
personal effectiveness including
job efficiencies
Importance of Training & Development
 Helps remove performance deficiencies in employees
 Greater stability, flexibility and capacity for growth in an organization
 Accidents, scraps and damages to machinery can be avoided
 Serves as effective source of recruitment
 It is an investment in HR with a promise of better returns in future
 Reduces dissatisfaction, absenteeism, complaints and turnover of
employees
Identification of Training Needs (Methods)
Individual Training Needs Identification
1. Performance Appraisals
2. Interviews

9. 3. Questionnaires
4. Attitude Surveys
5. Training Progress Feedback
6. Work Sampling
7. Rating Scales
Benefits of Training Needs Identification
1. Trainers can be informed about the broader needs in advance
2. Trainers Perception Gaps can be reduced between employees and their
supervisorsTrainers can design course inputs closer to the specific needs
of the participants
3. Diagnosis of causes of performance deficiencies can be done
Methods of Training
On the Job Trainings: These methods are generally applied on the
workplace while employees is actually working. Following are the on-
the-job methods.
Off the Job Trainings: These are used away from work places while
employees are not working like classroom trainings, seminars etc.
Following are the off-the-job methods;
Off the Job Training Methods
1. Classroom Lectures: It is a verbal lecture presentation by an instructor
to a large audience. Advantage – It can be used for large groups. Cost
per trainee is low. Disadvantages – Low popularity. It is not learning by

10. practice. It is One-way communication. No authentic feedback
mechanism. Likely to boredom.
2. Audio-Visual: It can be done using Films, Televisions, Video, and
Presentations etc. Advantages – Wide range of realistic examples,
quality control possible,. Disadvantages – One-way communication, No
feedback mechanism. No flexibility for different audience.
3. Simulation: creating a real life situation for decision-making and
understanding the actual job conditions give it. Following are some of
the simulation methods of trainings
4. Case Studies: It is a written description of an actual situation and
trainer is supposed to analyze and give his conclusions in writing. The
cases are generally based on actual organizational situations. It is an
ideal method to promote decision-making abilities within the constraints
of limited data. .
5. Sensitivity Trainings: This is more from the point of view of behavioral
assessment, under different circumstances how an individual will behave
himself and towards others.
6. Programmed Instructions: Provided in the form of blocks either in
book or a teaching machine using questions and Feedbacks without the
intervention of trainer. Advantages – Self paced, trainees can progress at
their own speed, strong motivation for repeat learning, material is
structured and self-contained. Disadvantages – Scope for learning is
less; cost of books, manuals or machinery is expensive.

11. 7. Computer Aided Instructions: It is extension of PI method, by using
computers. Advantages – Provides accountabilities, modifiable to
technological innovations, flexible to time. Disadvantages – High cost
Barriers to Effective Training:
1. Lack of Management commitment
2. Inadequate Training budget
3. Education degrees lack skills
4. Large scale poaching of trained staff
5. Non-coordination from workers due to downsizing trends
6. Employers and B Schools operating distantly
7. Unions influence
How To Make Training Effective?
1. Management Commitment
2. Training & Business Strategies Integration
3. Comprehensive and Systematic Approach
4. Continuous and Ongoing approach
5. Promoting Learning as Fundamental Value
6. Creations of effective training evaluation system

12. Standards

13. The Automotive Industry Standards are the automotive technical
specifications of India. They are based on the UNECE norms.
The automotive regulations in India are governed by the Ministry of
Road Transport and Highways (MoRT&H) which is the nodal ministry
for regulation of the automotive sector in India.
In India the Rules and Regulations related to driving license, registration
of motor vehicles, control of traffic, construction & maintenance of
motor vehicles etc. are governed by the Motor Vehicles Act,
1988 (MVA) and the Central Motor Vehicles rules 1989 (CMVR).
The CMVR - Technical Standing Committee (CMVR-TSC) advises
MoRT&H on various technical aspects related to CMVR. This
Committee has representatives from various organisations
namely; Ministry of Heavy Industries & Public Enterprises (MoHI&PE),
MoRT&H, Bureau of Indian Standards (BIS), Testing Agencies such
as International Centre for Automotive Technology (ICAT), Automotive
Research Association of India (ARAI), Vehicle Research and
Development Establishment(VRDE), Central Institute of Road Transport
(CIRT), industry representatives from Society of Indian Automobile
Manufacturers (SIAM), Automotive Component Manufacturers
Association (ACMA) and Tractor Manufacturers Association (TMA)
and representatives from State Transport Departments.
CMVR-TSC is assisted by another Committee called the Automobile
Industry Standards Committee (AISC) having members from various

14. stakeholders in drafting the technical standards related to Safety. The
major functions of the committee are as follows:
 Preparation of new standards for automotive items related to safety.
 To review and recommend amendments to the existing standards
 Recommend adoption of such standards to CMVR Technical
Standing Committee
 Recommend commissioning of testing facilities at appropriate stages
 Recommend the necessary funding of such facilities to the CMVR
Technical Standing Committee
 Advise CMVR Technical Standing Committee on any other issues
referred to it
AISC submits the draft safety standards in the form of recommendations
to CMVR-TSC for final approval. The CMVR – TSC looks into the
recommendations of AISC and either approves or sends the
recommendations to AISC for amendments. After approval CMVR-TSC
submits its final proposal to MoRT&H. MoRT&H then takes the final
decision for incorporation of the recommendations in CMVR.
The Automotive Industry Standards are published by the Automotive
Research Association of India on behalf of the Automotive Industry
Standards Committee.
Under Rule 126 of the CMVR, various test agencies are established to
test and certify the vehicles based on the safety standards and emission
norms prescribed by the Ministry. Every manufacturer of motor vehicle

15. has to submit a prototype of the vehicle to be manufactured to any of the
test agencies mentioned hereafter. After testing the vehicle for
compliance of all standards and norms, the test agency shall grant a
certificate to the manufacturer. The test agencies are – Automotive
Research Association of India, Pune (ARAI), Vehicle Research &
Development Establishment, Ahmednagar, Central Farm Machinery
Testing and Training Institute, Budhni, Indian Institute of
Petroleum, Dehradun, Central Institute of Road Transport, Pune
and International Centre for Automotive Technology, Manesar.
Following is a list of some of the AIS standards:
 AIS-098: Offset frontal crash
 AIS-100: Pedestrian protection
AIS have been criticised for not enforcing occupant safety norms As a
result, vehicles sold in India often do not meet safety requirements, as
was seen when some of India's best-selling cars were tested for the first
time in Germany much after being launched in India. The number
of deaths due to road accidents in India is around three to four times that
of European countries like France, Germany and Spain. India is the
world's sixth-largest car market, but is still the only country in the global
top ten car markets which does not have a proper car safety regulation or
testing programme. While the use of seatbelts is compulsory, the

16. enforcement of these laws is poor resulting in only 27% of drivers
complying with the law which aggravates the problem.
There has been much criticism of the fact that all the bodies involved in
formulating vehicle norms are under the control of the automotive
manufacturers, and that instead of having a single central body, there are
numerous ministries and bodies involved.It has been suggested that an
Indian New Car Assessment Program (NCAP) should be set up urgently,
jointly by a foreign body, the government and the industry itself.[9] In
May 2014, it was reported that the introduction of the Bharat New
Vehicle Safety Assessment Program was being planned.

17. CURRENT TRENDS

18. Latest methods used by the
Organization: CD ROM DVD
Laser Disc
Interactive Video
• PC enables integrated
animation, video clips and
graphics
• Interactive using joy stick or
touch screen monitor
• Used in Nuclear power plant,
Plymouth, Massachusetts
• Instructions are provided one
by one
• Interact with the programs
• Used for technical and
interpersonal relations skills
• Used in Apple
Internet E-Learning Learning Portal
• Various News groups
• Discussion groups
• Various blogs
• World wide web
• Browser and search
engine
• Instruction and delivery
of training online
• Web based training
• Learning portals
• Distance learning
• Virtual reality
• Websites or online
learning centres
• E- communication,
transactions
• Provides access to
training courses, services
and online learning
communities
• Used in Ford Motor
company

19. E-Learning: Seven trends in E- learning:
class based or course based training to multiple ways of training:
While the classroom based training will still remain, its role will be
shared with technology based learning, mobile learning and on the job
workplace learning. The challenge for learning managers will be to
coordinate various inputs from all these various forms of learning. For
the past five to ten years, corporations have been subjected to
considerable hype about technology based training. Predictions that web
based learning would take 90% of corporate training have not simply
panned out. Rather, classroom learning and technology based learning
often coexist in the formulation known as blended learning.
grades and certificates to personal portfolios:
The implication of the first trend is that tracking skills and achievements
will move from the issuance of standardized diplomas and certificates, to
the maintenance of personal portfolios for each person. Because most
people will have multiple careers, employers will want to know what the
person knows now and not necessarily what pieces of paper he or she
received 10 years ago.
dramatic changes in eLearning Technologies:
The introduction of artificial intelligence and neural networking will
make e learning software smarter and more responsive. New online
learning programs will be both prescriptive and adaptive. Prescriptive
programs will sense the strengths and weaknesses of the learner, and
adjust the curriculum accordingly. A computer will get better at doing
this as it gets to know you. according to a learner’s behaviours,
especially responses to tests and performance tasks.

20. document centric training to simulation and tutoring:
It is generally recognized that presentations to large groups, while
occasionally entertaining, are generally a waste of time in terms of
learning, but tutoring or an apprenticeship with a master teacher can be
very rich learning experience. Unfortunately, the document centric
model has followed us to technology-based learning with the
proliferation of web pages and power point moving towards learning
through simulation and using the computer as a master tutor.
group based training to personalized performance support in the
workplace:
Most people are taught in groups; most learning is an individual
experience. The development of large scale databases and intelligent
computer programming finally makes possible the dream of
individualized competency based learning. This means that learners can
learn at their own pace, learn what is most
expert centric knowledge delivery to collaborative knowledge
capture and dissemination:
Companies are beginning to realize, however, that highly useful
knowledge of the corporation resides not only with experts or with top-
level managers but is spread throughout the whole organization.
Knowledge management is now seen as a key to winning competitive
advantage. In order to solve pressing problems of the near future, we
will not only have to improve the skills and knowledge of individuals,
but also the collective intelligence of groups. The development of
‘learning communities and “communities of practice” are part of this
trend.
large proprietary applications to standardized interchangeable
objects:

21. Much has been written on the problem of ‘bloatware”, those large-scale
proprietary application and suites that take up hundreds of megabytes of
hard drive space and are difficult t implement and learn. The trend today
is to small interchangeable software “objects” delivered over a
standardized information grid. These objects can be delivered quickly in
a modular fashion as needed from anywhere on the information grid, and
played through a “thin client” on the user’s computer. Today the
standardized information grid most commonly used is the World Wide
Web.
On-site training
Accessible design can be visually appealing; you don’t have to sacrifice
creativity. This employee training and development course will teach
your team how to make accessible sites, apps, and interfaces with great
design potential. Our onsite training will help your designers attain UX
that delights. Learn approaches that can be applied to low-fidelity and
high-fidelity projects with Robert Jolly, a seasoned veteran with world-
class WCAG and ADA compliant sites in his portfolio. Forget ugly,
boring and cluttered layouts. This class will feature design-ready,
accessible approaches, group discussion, use-cases and insights from
some of the best-designed – and most accessible – sites on the web.
These principles can be “baked-in” from the beginning and used
throughout the design verification and validation processes. Empower
your team to meet accessibility compliance standards with designs that
are practical and beautiful.
Training provides:
 Different approaches to maintaining hierarchy and simplicity
 An overview of design consideration vs accessibility
 The tools to learn about universal design as a concept and in practice
 Introduction to the role and value of accessible design pattern libraries

22. Our instructor, is an experienced web accessibility practitioner and
project manager. He uses a whole-team approach in his training
sessions.
learning and development trends for HR leaders to watch in 2017
As we wrap up what otherwise has been a roller-coaster year and head
into 2017, human resource leaders must ensure they are one step
ahead of the game. The decisions HR make can have the greatest
impact on its organizations, especially when it comes to employee
development.
So what's to come in 2017? We found the four most important trends
that learning leaders need to keep track of into the new year.
Video will continue to enable micro-learning
In the L&D world, there has always been the capability to
create video learning materials, but most of it is too long or drawn out
for learners to get any long-term value from this medium. Going into
2017, micro-learning is expected to go full-tilt with super-short video
clips of less than a minute.
“I expect that people will create 90 to 120-second videos as their
courses,” Craig Weiss, the CEO of E-Learning 24/7, said. He adds
that he believes e-learning vendors will be pushing this trend.
professor of instructional technology at Bloomsburg University, who
contributes to the Association for Talent Development blog, also
agrees with this point. He attributes the growing trend of micro-
learning and video content to the ability to stream video learning
content easily and quickly to learners, text messaging availability, and
the research behind how learners can better absorb learning when it’s
delivered in small bits at a time.

23. Millennials will continue to value learning and development as a
prime benefit
The Bersin by Deloitte Future of Corporate Learning report advised
that of all the benefits that employers offer, millennials value training
and development benefits above all. The survey showed that 22% of
millennials desired learning benefits, as compared to 19% wanting
flexible work schedules and 14% wanting cash bonuses. It’s clear that
in 2017, this trend will continue as more millennials enter the
workforce seeking training opportunities that they can leverage to
climb the corporate ladder.
Gamification and virtual reality will continue to enhance
learning experiences
Kapp says that gamification “uses a combination of the science of
motivation, distributed learning, and other neuroscience foundations,”
and it, “takes advantage of game elements to engage learners.” In
2017, expect to see virtual reality devices as a common tool being
used in tandem with gamification in corporate learning environments.
It’s already being used in medical facilities where doctors in training
are practicing their skills before working with real live patients.
Gamification is very likely in the transportation, manufacturing, and
scientific markets, in particular.
Mobile learning will continue to expand employee development
goals
In 2016, learning companies were just beginning to tap into mobile
device friendly systems to deliver content. Now, in the year ahead,
the trend will expand as LMS providers continue to support all mobile
devices for corporate learners. Josh Carlyle, contributor for eLearning
Industry, indicates that the unique benefits that mobile learning
provides means it will be here to stay. These benefits include

24. portability and flexibility of learning methods, fast access to learning
materials, and the ability to engage in distraction-free learning
activities.

25. CONCLUSION
Corporate training technologies are rapidly changing. The trend is away
from classroom training to web base learning on the Internet and
corporate intranets. Computers are becoming faster, smarter, smaller and
invisible. Instructional design for the web is changing from simple page
turning of documents to highly sophisticated artificial intelligence
applications using simulation and computerized tutoring. Because
intelligent programming and the use of large databases allow greatly
increased personalization, online learning is moving from web based
courses to just in time performance support systems. At the same time
networking has allowed greater collaboration in the workforce, and a
better utilization of the intellectual capital within an organization. These
are exciting times in the field of corporate training. The new global
trends in the corporate world is to emphasize more on applying
systematic approach to training and development in order to achieve
higher level of organizational effectiveness. Organizations now a days
try to link business strategy with training. Current and future trends
show that organisations that want to retain skilled employees need to
provide for ongoing development and educational opportunities. Many
organizations measure the return on investment for training activities.
https://www.knowbility.org/services/training-designing-beauty-
accessibility/?gclid=EAIaIQobChMItrrTidzz1gIV1BBoCh2OFwSMEAAYAiAAEgKqNvD_
http://www.hrdive.com/news/4-learning-and-development-trends-for-hr-leaders-to-watch-in-
2017/430471/