Dr. Babasaheb Ambedkar Marathwada University

1. Dr. Babasaheb Ambedkar Marathwada University STUDY OF TRAINING NEED IDENTIFICATION IN MANDAR IND. LTD. Project By : - Dhiraj Ban Project Guide : - Mr. Farukh Shaikh

2. INTRODUCTION OF TOPIC • To Identify the Impact of application of Training need identification In Small Scale Industry. • The organisation is informed about the broader needs of the participants. Through this process it may be possible that certain new training programmes, which were, previously not in their list may come to the forefront. • The organisation is able to reduce the perception gap between the participant and his/her boss about their needs and expectations from the training programme. • The organisation is also able to pitch its course input closer to the specific needs of the participants. • It also saves a lot of money for the organisation as otherwise money is just unnecessarily wasted on those training programmes, which are either not needed by the employees or they have no interest in undertaking them.

3. COMPANY PROFILE MANDAR INDUSTRIESM-110/1, MIDC Indaustrial Area, Waluj , Aurangabad. 431136ISO Certified 9001-2000

4. Industries is a small scale unit involved in precision machining of forging and engineering components established in 26th Nov 2006, It is a partnership firm headed by Mr. Abhishek S. Puranik and Mr. Sachin N. Shirwat. It is involved in manufacturing of precision machined components. • Mandar Industries is equipped with necessary tooling machineries, measuring instruments and skilled operatives to cater the customer requirements.

5. Organizational Structure of Mandar Ind. Ltd.

6. Organizational Structure of Mandar Ind. Ltd.

7. Production Line Up • FORGING & CNC TURNING • VMC MACHINING, NITRATING & INDUCTION HEATING • CONVENTIONAL LATHE M/C • GEAR SELECTOR SHAFT (EXPORT)

8. OBJECTIVE OF THE STUDY • To Identify the deficiencies in Training and Development. • To evaluate the current performance Or GAP finding. • To know the effectiveness of TNI. • To develop and maintain Quality of Work Life (QWL) • To establish and maintain cordial relation between employees and management. • To reconcile individual / group goals with organizational goals.

9. OBJECTIVES Of STUDING TRANING NEED IDENTIFICATION • To Identify the Performance problems • Anticipated introduction of new system, task or technology. • A desire by the organization to benefit from a perceived opportunity. • To analyze whether the capacity of the organization is being used to fulfill the organizational goal or not.

10. SCOPE OF THE STUDY • TO KNOW THE COMPETENCY GAP

11. SCOPE OF THE STUDY

12. Limitation Of The study • The study is based on employees past record and opinion of the Superiors . • The TNI process provides way to find out deficiency not methods for Training. • The study is limited on sample size as taken as 30/180. based on which the hypothesis can be made and study can differ further on. • Study consists of providing results of, need to provide training to the employees based on priorities. • Study is for Small scale organization, can differ as the per the size of the organization.

13. T HE TRAINING PROCESS

14. RESEARCH METHODOLOGY • Identified total Population which is 180 employees from all level. • Taken a sample from each department which is 20 % of the total no of employees. • Gathered profile information through provided Questionnaire. • Collected rating from superiors for the competencies employee carries. • Rated according to the past data based on performance. • Collected GAP between actual performance and expected performance of the employees to know about competency area between Knowledge, skills, attitude. • Provided results that reflect where the training is necessary and highlighted scope to develop.

15. FINDINGS TROUGH DATA ANALYSIS

16. FINDINGS(RESULT OF THE RESEARCH (IN GRAPHS) K.A.S -> Knowledge of Accounting Standard

17. Tech(M.M) – Technical training in relation to Mechanical MaintenanceTech (E.M) - Technical training in relation to Electrical Maintenance

18. CM & C -> Cost Management & Control

19. HR Department

20. Need Based Analysis

21. Overll results on types of Training

22. Suggetion • Training should be aimed at Systematic development of knowledge, skills, attitude and team work. • The Trainee has to know the objectives of Training before selection. • Each employee should be aware about the objective behind the Training Programme. • Everyone should be properly explained about the training and its importance to get there interest. • More experienced and senior executive should be involved in training sessions and for experience sharing sessions.

23. Recomandation • Training Need Identification should be made as a regular process to be followed. • Performance rating of the employees shouldn’t be only of superiors but the past data should be included. • Trainer should focus on priority areas first which will recover the rest deficiency areas by itself. • Objective of Training & Development should work on departments efficiency gap that will inspire the individual too.

24. Conclusion • Training is imparted to the employee based on giving promotion, not just only for the employees who are found inefficient. This helps in motivating the employees and maintain the effectiveness of training. • TNI leads to the improvement opportunities , enabling us to maintain correlation between workforce and results. • Good impact of training benefits the employer & due to knowledge about the efficiency of its workforce and through this he can achieve desired organizational goal. • TNI is important part to identify the competency GAP s & that respectively develops an Individual, a department & the whole organization too.

25. Thank You ! ! !