1. SUMMER PROJECT
“TO STUDY THE HR FUNCTIONS AT SHRIRAM TRANSPORT FINANCE CO. LTD.
WITH SPECIAL REFERENCE TO TRAINING & DEVELOPMENT”
IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE COURSE
MASTER OF MANAGEMENT STUDIES
UNIVERSITYOF MUMBAI
SUBMITTED BY
Ms. MEENU RANA
ROLL NO- 79
BATCH- 2011-13
SPECIALIZATION- HUMAN RESOURCE
UNDER THE GUIDANCE OF
“PROF. MUDASSAR KHAN”
VISHWESHWAR EDUCATION SOCIETY’S
INDIRA INSTITUTE OF BUSINESS MANAGEMENT
SANPADA, NAVI MUMBAI
1

2. SUMMER PROJECT ON
“TO STUDY THE HR FUNCTIONS AT SHRIRAM TRANSPORT FINANCE CO. LTD.
WITH SPECIAL REFERENCE TO TRAINING & DEVELOPMENT”
IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE COURSE
MASTER OF MANAGEMENT STUDIES
UNIVERSITY OF MUMBAI
SUBMITTED BY
Ms. MEENU RANA
ROLL NO- 79
BATCH- 2011-13
SPECIALIZATION- HUMAN RESOURCE
UNDER THE GUIDANCE OF
“PROF. MUDASSAR KHAN”
VISHWESHWAR EDUCATION SOCIETY’S
INDIRA INSTITUTE OF BUSINESS MANAGEMENT
SANPADA, NAVI MUMBAI
2

3. CERTIFICATE FORM THE ORGANIZATION
[The manager/ authority under whom the project has been conducted will give the following
certificate on company/ organization letter head.]
I Mr/Ms------------------------ certify that Mr / Ms ---------------------------student of Indira
Institute of Business Management (IIBM) Sanpada, has worked under my guidance for the
project titled--------------------------- from ------------ ----------to ------------------- and has
successfully completed the project work in partial fulfillment of requirement for the
completion of MMS course as prescribed by University of Mumbai.
This project report is a record of authentic work carried out by her.I has gone through the
project and it is to my satisfaction.
Name of the guide Date
Designation
Company/organization
3

4. CERTIFICATE FORM THE PROJECT GUIDE
CERTIFICATE
It is hereby certified that the Project Report on “TO STUDY THE HR FUNCTIONS AT
SHRIRAM TRANSPORT FINANCE CO. LTD. WITH SPECIAL REFERENCE TO
TRAINING & DEVELOPMENT” has been successfully completed in MMS semester II, Batch -
2011-13, for the academic year by Ms. Meenu Rana under the guidance of Prof. Mudassar Khan.
Prof. ____________ Dr. Ritu Bhattacharya
(Project Guide) Director IIBM
4

5. AKNOWLEDGEMENT
I express my profound sense of gratitude and sincere thanks to the Management of “SHRIRAM
TRANSPORT FINANCE CO. LTD.” for having offered me an opportunity to work as a summer
intern, on this project in their esteemed organization.
I extend my special thanks to ”Mr. Raymond Rebello” who gave me a wonderful opportunity to
select and work on the topic and understand the challenges of Human Resource.
I would also express my sincere thanks to our Director Dr. Ritu Bhattacharya, and Deputy Director
Corporate Relations Prof. Imran for enabling me to undertake such excellent project, and to work
under such eminent person in the “SHRIRAM TRANSPORT FINANCE COMPANY”.
I would like to express my gratitude to my Mentor / Guide Prof. Mudassar Khan for giving her
valuable guidance and inputs which help me in successful completion of the project.
Ms. Meenu Rana
MMS (Human Resource)
5

6. DECLARATION
I wish to state that the work embodied in this Project titled “TO STUDY THE HR
FUNCTIONS AT SHRIRAM TRANSPORT FINANCE CO. LTD. WITH SPECIAL
REFERENCE TO TRAINING & DEVELOPMENT” forms my own contribution to
Management. Wherever references have been made to intellectual properties of any individual /
Institution / Government / Private / Public Bodies / Universities, research paper, text books, reference
books, research monographs, archives of newspapers, corporate, individuals, business / Government
and any other source of intellectual properties viz., speeches, quotations, conference proceedings,
extracts from the website, working paper, seminal work et al, they have been clearly indicated, duly
acknowledged and included in the Bibliography.
_________________________
Signature of Candidate
6

7. CHAPTER
DESCRIPTION PAGE NO.
NO.
1. INTRODUCTION 8
2. BACKGROUND 12
3. MANPOWER ANALYSIS 14
4. RECRUITMENT 15
5. PAY ROLL 18
6. STATUTORY 19
7. FULL & FINAL 22
8. PERFORMANCE APPRAISAL 23
9. TRAINING 24
10. METHODOLOGY 30
11. LIMITATIONS 35
12. ANNEXURE 37
13. BIBLIOGRAPHY 39
7

8. CHAPTER – I
INTRODUCTION
 Introduction of HRM
 Nature & Scope of HRM
 Objective of HRM
 Meaning of HRM
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9. INTRODUCTION OF HRM
Human resource management is the planning , organizing, directing, and controlling of the
procurement, development, compensation, integration, maintenance and separation of human
resources to the end that individual, organizational, and social objective are accomplished.
FEATURES OF HRM
 Increased competition
 Emphasis on quality in staff, goods/services
 Willingness to adopt to changing market needs
 Global Market
HUMAN RESOURCE MANAGEMENT: NATURE
Human Resource Management is a process of bringing people and organizations together so that the
goals of each are met. The various features of HRM include:
•It is pervasive in nature as it is present in all enterprises.
•It tries to help employees develop their potential fully.
•It encourages employees to give their best to the organization.
•It is all about people at work, both as individuals and groups.
•It tries to put people on assigned jobs in order to produce good results.
•It helps an organization meet its goals in the future by providing for competent and well-motivated
employees.
•It tries to build and maintain cordial relations between people working at various levels in the
organization.
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10. •It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics,
etc.
HUMAN RESOURCE MANAGEMENT: SCOPE
The scope of HRM is very wide:
1.Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement,
transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives,
productivity etc.
2.Welfare aspect-It deals with working conditions and amenities such as canteens, crèches, rest and
lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities,
etc.
3.Industrial relations aspect-This covers union-management relations, joint consultation, and
collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
OBJECTIVES OF HRM
 Integration of HRM policy with business goals/objectives.
 Attainment of organizational objectives through human capital.
 Ensure human resources are employed cost-effectively.
 Make effective use of workforce potential.
 Match the workforce to the business needs.
 Maintain good employer / employee relations.
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11. MEANING & DEFINITION
“HRM is a management function that helps manager’s recruit, select, train and develops members for
an organization obviously HRM is concerned with peoples dimension in organizations”
HRM: - It is also a management function concerned with hiring motivating and maintaining people in
an organization.
It is a series of integrated decision that from the employment relationship; their quality contributes to
the ability of the organization and the employees to achieve their objective. Human resource
management is concerned with the people dimension in management. Since every organization is
make up of people, acquiring their services, developing their skill, motivating them to higher level of
performance and ensuring that they continue to maintain their commitment to the organization are
essential to achieving organizational objectives.
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12. CHAPTER – II
BACKGROUND
How are HR Functions carried in Shriram Transport Finance Co. Ltd.
12

13. A BRIEF STUDY OF HR FUNCTIONS IN
SHRIRAM TRANSPORT FINANCE COMPANY LIMITED
INTRODUCTION:-
Human Resource is an integral part of the company. It is an important aspect of corporate
Management. Keeping this in view, there have been established separate HR departments handling all
the functions of all the branches of Shriram all over the Country.
1. Manpower Analysis
2. Core HR
3. Pay roll
4. Statutory
5. Full & Final
6. Performance Appraisal Process
TRAINING:-
Training is process of learning a sequence of programmed behavior. It is an application of knowledge.
It gives people awareness of rules and procedures to guide their behavior. It attempts to improve their
performance on the current job or prepare them for intended job.
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14. MANPOWER ANALYSIS:-
1. Analyzing the current manpower inventory - Before forecasting of future manpower, the
current manpower status has to be analyzed. For this the following things have to be noted:
 Number of departments.
 Number and quantity of such departments.
2. Making future manpower forecasts - Once the factors affecting the future manpower forecasts
are known, planning can be done for the future manpower requirements in several work units.
3. Once the current inventory is compared with future forecasts, the employment programmes can be
framed and developed accordingly, which will include recruitment, selection procedures and
placement plans.
4. Design training programmes.
5. Training programmes depend upon the extent of improvement in technology and advancement to
take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.
IMPORTANCE OF MANPOWER PLANNING
1. Efficient utilization.
2. Efficient management of personnel’s becomes an important function in the industrialization world
of today.
3. Higher productivity.
4. Productivity level increases when resources are utilized in best possible manner. Higher
productivity is a result of minimum wastage of time, money, efforts and energies. This is possible
through the staffing and its related activities ( Performance appraisal, training and development,
remuneration)
14

15. RECRUITMENT:-
Recruitment refers to the process of attracting, screening, and selecting a qualified person for a Job.
INTRODUCTION OF RECRUITMENT
The human resources are the most important assets of organization. The success or failure of an
organization is largely dependent on the caliber of the people working therein. Without positive
and creative contribution from people, organization can’t progress and prosper. In order to achieve
the goals and perform the activities of an organization, therefore we need to recruit people with
requisite, skills, qualification and experience. While doing so we have to keep the present as well
as future requirements of the organization in mind.
RECRUITMENT SOURCES
The sources of recruitment may be broadly divided into two categories: internal sources and
external sources. On receipt of the Manpower Requisition (MPR) form HR department will initiate
action of sourcing the candidates as under:
1. INTERNAL: References, Promotion etc.
2. EXTERNAL: Job portals, Walk-ins, Print media, Consultancies etc.
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16. SELECTION PROCEDURE:-
1. SCREENING OF APPLICATION :
All application received from various sources will be screened by the concerned department
and HR based on the job description and specification and the applicant profile.
Shorting of suitable candidates who should be called for test/interview shall be prepared.
2. TEST :
Depending on the requirement of the job, management conduct written/aptitude test.
Qualifying criteria for the test will be determined by the management depending on the nature
and requirement of the job.
3. INTERVIEW:
After clearing the test, candidate had to go through an HR round of interview followed by a
final round taken by the HR Head.
4. FINAL SELECTION AND APPOINTMENT:
Selection of candidates will be strictly on the basis of merit and final round of interview.
Appointment letter will be issued to the finally selected candidates after duly approved by the
HR Head.
Before letter of appointment is issued to candidates HR department will ensure the following:
1. Check and verify all the personal details furnished by the candidates.
2. Verify the certificates and other credentials.
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17. 3. Make necessary reference/antecedents verifications whenever required.
5. JOINING FORMALITIES:
(a) Employees joining shall first report in the HR department will facilitate in completing the
joining formalities such as filling of joining report and other necessary forms.
(b) HR department will ensure that the candidates will be allowed to join subject to their being
found medically.
5. INDUCTION:
Induction training is a type of training given as an initial preparation upon taking up a post. To
help new people get to work initially after joining a firm, a brief programme of this training is
delivered to the new worker as a way to help integrate the new employee, both as a productive part
of the business, and socially among other employees.
An attempt is also made to introduce the individual to key employees and give an impression of
the culture of the organization; it is a critical time for the employer to gain commitment from the
employee, and the latter to understand the expectations, targets and so on. The induction provides
a really good opportunity to socialize and brief the newcomer on the company's overall strategy,
performance standards, etc.
17

18. PAY ROLL:-
Payroll is the sum of all financial records of salaries for an employee, wages, bonuses and deductions.
The primary mission of the payroll department is to ensure that all employees are paid accurately and
timely with the correct withholdings and deductions, and to ensure the withholdings and deductions
are remitted in a timely manner.
PAY ROLL PROCESS IN SHRIRAM:
 Entering data of the new employee in package masters (database) for generation of employee
code, CTC, qualification & experience of the employee.
 Salary is processed with respect to the attendance of the employee.
 Salary is processed from 21st of the preceding month to the 20th of the current month.
 Pay file is maintained of each employee which consists of :
Employees leave & loss of pay (only for employee on leave) is maintained in the pay file.
TYPES OF LEAVE:
 Casual leave (CL) - 12CL’s per year, 1CL per month.
 Privilege leaves (PL) – 24PL’s per year. (Issued only after 240 paid days along with the
confirmation of the employee.)
 2PL’s per month (starting from new Calendar year).
DIFFERENT CASES OF SEPARATION:
1. IN CASE OF ABSENTEEISM:
 If the employee is absent for 7 days without
 Intimation -absenteeism letter is issued.
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19.  Further 7 days absent- abandonment letter.
 On issue of the abandonment letter the salary will not be processed further.
2. IN CASE OF RESIGNATION:
 Notice period of 30/90 days(90 days for Manager and above designation, 30 days for On If notice
period is not served, basic salary should be payed in lieu of the notice pay.
3. IN CASE OF TERMINATION:
 Termination is only done in case of fraud/fake documents/ bad behavior.
 Employer has to pay 1 month extra salary.
4. IN CASE OF RETIREMENT:
 Retirement is at the age of 58yrs.
5. IN CASE OF DEATH:
 Declaration of Good Health form is filled by all the employees at the time of joining.
 Sum of Rs. 10,000/- is given by the employer as Funeral expenses.
 Medical reimbursement for major illness (for those covered under ESIC).
6. ON DUTY ACCIDENT
 Document’s required: death certificate, fir, postmortem Report, approval of Regional Branch
Heads & Branch Head.
 Amount to be given to the nominee: 6 month average of the Gross salary (excluding incentives).
19

20. STAUTORY:-
All legal benefits related to the employee as well as to the organization.
 Provident fund (PF)
 Employees state insurance corporation (ESIC)
 Professional tax (PT)
 Labour welfare fund
PROVIDENT FUND
 Co. Registered under employees provident fund a/c.
 Employees contribution : 12% of the basic
 Employers contribution : 13.61% of the basic
MONTHLY RETURN
 Issuing PF number for new employees.
 New employee’s nomination form-2.
 Form 13 processing for newly joined employee for sister concern & last co.
 Form 19 & 10c preparation for settlement.
ESIC (EMPLOYEE STATE INSURANCE CORPORATION)
 Co. Registered under ESIC a/c.
 Employees contribution : 1.75
 Employers contribution : 4.75
PROFESSIONAL TAX
 States covered under P Tax:
• Maharashtra
• Andhra Pradesh
• Karnataka
• Gujarat
• Kerala
20

21. • Madhya Pradesh
 Checking the P Tax deduction in the salary.
 Issuing of P Tax remittance cheques.
21

22. FULL & FINAL:-
Full & Final is processed when an employee leaves the organization. It calculates leaves which are to
be in cashed, salary put on hold since resignation, number of working days, any allowances to be
reimbursed, any other amount to be disbursed. Tax is deducted at source incase no appropriate
documents are provided.
RESIGNATION
HR COORDINATOR
FULL & FINAL
22

23. PERFORMANCE APPRAISAL PROCESS:-
Performance appraisal may be defined as any procedure that involves setting work standards,
assessing employee’s actual performance relative to these standards, and providing feedback to
the employee with the aim of motivating the worker to eliminate performance deficiencies or
to continue to perform above par.
Processes in performance appraisal contain three steps:
 Defining performance expectations,
 Appraising performance, and
 Providing feedback.
First, defining performance expectation means making sure that job duties and standards are
clear to all.
Second, appraising performance means comparing employees’ actual performance to the
standards that has been set, which normally involves some type of rating form.
Third, performance appraisal usually requires one or more feedback sessions to discuss
employees’ performance and progress and making plans for any required development.
PERFORMANCE APPRAISAL PROCESS IN SHRIRAM TRANSPORT
FINANCE COMPANY
180 DEGREE - PERFORMANCE APPRAISAL
The employee share his work experiences including good and bad with the HR people, and the boss
gives the feedback of the skills and attitude the employee carry. And then the data collected is
matched with the competency norms of the organization and a feedback is prepared about that
particular employee. And with this feedback the management takes further actions for better
performance of that employee.
23

24. CHAPTER – III
TRAINING INTRODUCTION
 Introduction to Training
 Importance of Training
24

25. MEANING OF TRAINING-:
Training is about knowing where you stand (no matter how good or bad the current situation
looks) at present, and where you will be after some point of time. Training is about the
acquisition of knowledge, skills, and abilities through professional development.
IMPORTANCE OF TRAINING
 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.
25

26.  Organization Climate – Training and Development helps building the positive perception and
feeling about the organization. The 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.
26

27. A BRIEF STUDY OF TRAINING SYSTEM IN
SHRIRAM TRANSPORT FINANCE COMPANY LIMITED
TRAINING POLICY
INTRODUCTION:-
Training is an integral part of human resource development of our company. It is an important aspect
of corporate Management. Keeping this in view, we have established five regional Training Centre’s,
one each in each region viz: Western Region (at Mumbai), Southern Region (at Chennai, Vijayawada
& Bangalore), Eastern Region (at Kolkata), Northern Region (at Delhi), and Central region at Nagpur.
The team of faculties consists of experienced ex-bankers who have experience of more than two
decades in the field of Banking Finance and Training. All the training centers are well equipped with
Audio Visual training aids like LCD Projectors, White Boards, DVD presentations, Public Address
system etc. Through these four regional centers training is imparted to the employees covering all the
branches spread across the length and breadth of the country.
THE PROCESS IDENTIFICATION:-
Identification of training needs of employees done by Training Centers, in consultation with HR
department, Line Managers and Department Heads. The training department designs training
programmes on monthly basis .A record of employees training is maintained on line. It gives
complete data regarding training of individual employees, showing the no. of employees trained
and no. of employees to be trained. After identification of employees to be trained, training
letters are generated through system and sent to employees. A copy of list of trainees identified
is also mailed to Branch Managers and SBUs for information. On obtaining confirmation from
employees, accommodation for outstation trainees is arranged at Company’s guesthouse and
Hotel.
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28. THE PROCESS OF TRAINING:-
Course objectives for each kind of training are prepared and accordingly course contents are
designed. A training kit is prepared containing general instructions and training materials,
reference materials exercises etc. to be used in training.
POST TRAINING EVALUATION:-
At the end of each training program the performance of the trainees are evaluated to measure
the effectiveness of the training program. On conclusion of training, feedback reports are
obtained from the trainees for ascertaining the usefulness of training, quality of materials,
quality of faculty presentation and to invite suggestion for improvement. After analyzing the
feedback reports, a detailed Post Training Report is prepared incorporating the views and
observation of the faculties and suggestions for improving existing programs and designing new
programs as per needs. The report is submitted to Top Management for information and review.
AWARDS AND RECOGNITION:-
Best performers in the training are awarded 1st, 2nd & 3rd prizes based on post training
evaluation. They are recognized by giving them appreciation certificates and giving them due
weight age at the time of appraisal for promotions / postings
PERFORMANCE DURING YEAR ENDING 31ST MARCH 2009:-
During the year 124 Programs were conducted throughout India through regional training
centers covering all cadres of employees identified for training. A report is enclosed.
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29. REPORT ON TRAINING PROGRAMS
S.NO TARGET GROUP NATURE OF TRAINING NO. OF NO. OF NO, OF
PROGRAMS EMPLOYEE MAN-
S TRAINED DAYS
1. Management Trainees Induction 23 746 115
2. Jr./Asst Orientation 36 884 144
Executives/Executives
(Back office &
Admin)
3. Jr./Sr.Product Orientation 61 1489 183
Executives
4. Branch Managerial Effectiveness 4 94 12
Managers/Branch in
charges
124 3213 454
Total
NEW PROGRAMS:-
Following three new programs were introduced to fulfill the needs of the organization
 One day programmes for Credit Admin Executives
 One Day programmes for Credit Risk Executives.
 One day programmes for newly recruited Product Managers.
 One day Training programme on Soft Skills for HR Staff
INNOVATION IN THE FIELD OF TRAINING & DEVELOPMENT
TRAINERS’ MEET
An All India Trainers’ Meet was convened in Chennai .It was presided over by our E.D.
Mr.Umesh Revankar & Dr. Prasanna Bhatt, our corporate consultant for training &
Development addressed the trainers .It served as a forum for evolving a uniform training
process and mutual exchange of ideas, innovation and inputs to enhance the quality of training.
29

30. CHAPTER – IV
METHODOLOGY
 Need & Benefits of Training
 Training Methods
 Training Process
 Training Aids
30

31. NEED OF TRAINING ARISES DUE TO VARIOUS REASONS
 Increased use of technology in production.
 Need for additional hands to cope with an increases production of goods.
 Employment of new labour or inexperienced.
 To keep old employees abreast of changing methods, techniques.
Evaluation of the effectiveness of training program is essential so as to check incessant
improvement in effectiveness and performance of various training program that directly
influences the task of every individual who contribute towards attainment of overall
organizational goals. Thus the training imparted to the employees is directly related to the
performance of those who underwent training and which reflects in their actual job
performance.
BENEFITS OF TRAINING-:
 Helps to remove performance deficiencies in employees
 It gives greater stability, flexibility and capacity for growth.
 Absenteeism, dissatisfaction, complaints can be reduced.
 Increase in productivity.
 Improvement in profitability.
 Positive attitude towards work and life.
 Improvement in job knowledge and skills.
 Improvement in work climate.
 Less Expensive.
31

32. TRAINING PROCESS-
Organizations Training Objectives
Assessment of Training Needs
Establishment of Training goals
Implementation of Training Programme
Evaluation of Results
VARIOUS STEPS INVOLVED IN TRAINING PROCESS CAN BE DESCRIBED
AS FOLLOWS-
1. Organizational objectives
The first step in the training process in an organization is the assessment of its objectives. What
business we are in? How do we want to deliver our products? Where do we want to be in
future? Only when these questions are answered can the organization asses the strengths and
weaknesses of its human resources.
2. Need assessment
Training need assessment is the process used to determine if the training is necessary. Needs
32

33. assessment occurs at two levels individual and group level. An individual needs training when
his or her performance falls short of standards that are performance deficiency. Needs
assessment occurs at group level also. Any change in the organizational strategy requires
training of group of employees.
3. Establishment of Training goals
Next step to assess training and development is to measure the effectiveness of the programme.
Goals must be tangible verifiable and measurable.
4. Designing training programme
While designing the training programme some issues must be taken into consideration.
 Trainers
 Trainees
 Methods and techniques of training
 Conduct of training
5. Implementation of Training Programme
The programme implementation involves action on the following lines:
 Deciding the location and organizing training and other facilities.
 Scheduling the training programme.
 Conducting the programme.
 Monitoring the programme.
6. Evaluation of the programme
Evaluation helps determine the results of the training and development programme. The main
33

34. objectives of evaluation are:
 To determine if they are accomplishing specific training objectives that is performance
deficiencies.
 To ensure any changes in trainee’s capabilities are due to the programme and not due to
other conditions.
 To explain programme failure if it occurs.
 To know whether the organization has benefited from the training programme.
TRAINING AIDS:-
The following Training Aids are generally used in industry.
 Black Board.
 White Board.
 Flip Chart.
 Audio visual Aids like LCD’s DVD presentation, power point presentation etc. Reading
materials like manual circulars, instruction booklets etc. The above training aids are to be
used selectively in different proportions depending upon the objective of a particular
program.
34

35. CHAPTER – V
LIMITATIONS
35

36. LIMITATIONS
Everything has some pros and cons and so certain limitations of this study were observed:
 Inability of the management in communicating the vision and mission of the company clearly to
the employees.
 Employee turnover.
 Huge space between what people say and what they actually do.
Training has its own limitation especially measuring the impact of training cannot be done accurately.
The evaluation test given at the end of the training is only a measure of short term memory. It cannot
be taken as a final impact of Training.
In case of Training of soft skills like:-
 Communication.
 Leadership
 In work etc the real impact of training cannot be measured immediately, and quantitatively, but it
can be indirectly measured by observing the result in the work situation over a period of time.
CONCLUSION
HR functions, if implemented efficiently, helps in improving the productivity of employees
and utilizes their expertise in meeting the company goals.
Training is an ongoing process it can be made effective only by giving training periodically
revising due course and content and objective continuously according to the changing
corporate needs methodology, inputs, duration etc cannot be standardize for any institution.
 The training process in STFC is very much effective.
 Training is being provided to the employees on regular basis.
 Training provided to the employees has shown significant changes in their performance. It
also facilitates the employees to rake higher responsibility.
36

37. ANNEXURE
 Feed Back Questionnaire
 Bibliography
37

38. FEED BACK QUESTIONNAIRE
SHRIRAM TRANSPORT FINANCE COMPANY LTD
MUMBAI
TRAINEES’ FEEDBACK
Name of Training Program: …….....
Period: From ……….. To ……….
Put Tick ( ) in the suitable box provided
1) Training Hall Facilities
o Excellent
o Satisfactory
o Poor
2) Duration Of Training Programme
o Short
o Just Adequate
o Long
3) Study Materials are
o More than Informative
o Useful
o Not Useful
4) Lecture Session were
o Excellent
o Satisfactory
o Not Satisfactory
5) Workshops/Exercises were
o Useful in Understanding the concepts
o Not Useful at all
6) Comments/Views/Opinion on faculty Presentation
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39. BIBLIOGRAPHY
 Employees of Shriram Transport Finance Co. Ltd.
 Website - www.stfc.in
 Website - www.naukri.com
 Website - www.managementstudyguide.com
 Website - www.wikipedia.org
 Website - www.citehr.com
 Website - www.traininganddevelopment.naukrihub.com
 Website - www.scribd.com
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