PROJECT REPORT

ON
“TRAINING & DEVELOPMENT”
AT
TECUMSEH PRODUCTS INDIA PVT. LTD.

SUBMITTED TO

MAHARSHI DAYANAND UNIVERSITY, ROHTAK

FOR

THE PARTIAL FULFILLMENT OF THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION (MBA)

SESSION (2020-22)

Submitted to: Submitted by:

CONTROLLER OF EXAMINATION Name of student:- Shweta Shankhla
MDU. ROHTAK Registration No:- 1176800838
Under the supervision Roll No.:- 9522205
Mrs. Dr Parul Khanna Student Id :- 556705

INSTITUTE OF MANAGEMENT & TECHNOLOGY, FARIDABAD

(Approved by AICTE, and Affiliated to M.D.U, Rohtak)

Sector 86, Sai Dham Marg, Greater Faridabad, Faridabad – 121002
 ACKNOWLEDGEMENT

The present report is based on the study of “TRAINING & DEVELOPMENT” at

Tecumseh Products India Pvt. Ltd.

I wish to express my sincere gratitude to my guide J. C. Pandey [Manager - HR] of

Tecumseh Products India Pvt. Ltd. for taking personal interest, providing valuable
guidance and timely supervision throughout the completion of this project.

I am extremely indebted to Mrs. Dr. Parul Khanna [Faculty Member] for her
guidance & and enriching suggestions without which this project would be lacking
in competence.

[Shweta Shankhla]
 PREFACE

The 21st Century definitely belongs to human resource not with standing the fact
that human resource outsourcing has become the order of the day. Workers and
employees are the main foundation of the organization and firms and play a
significant and crucial role in success of any company. For the best functioning of
human resource in an organization a Human Resource Department is must.

In Human Resource Management the Employee Satisfaction, Recruitment &

Selection, Training & Development, Placement and all type of acquisition areas are
covering all aspects, which help in acquiring fresh employees and train them for the
betterment of the organization by different and ample methods. By these processes
and procedures every organization can get the best from the employees in the
competitive world. The role of Human Resource Management in the organization is
at centre stage.

Human Resource Management is important for all types of organizations. It is a sole

of an organization and firms because in an industry every process which is related
to the workers and employees, all work is headed by the HR Manager in the
Personnel Department whether it is Recruitment and selection, training &
development, performance appraisal or others as manpower planning. Every step in
these topics is taken by the HR Department.

I have put in my best efforts to complete this report in every aspect. I have referred
all the books and journals of this esteemed organization in this concern. I have
taken help from those persons who are highly related from this topic as much as
possible for me.
 TABLE OF CONTENTS

Chapter Topic Page

Number Number

1 Introduction 6-9

2 Review of Literature 11-31

3 Company Profile 33-44

4 Research Methodology 46-51

5 Data Analysis and Interpretation 53-62

6 Conclusion, Recommendations & 63-65

Limitations of the Study

- Annexure & Bibliography -

INTRODUCTION
 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 within 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.

Training and Knowledge are the cornerstones of any successful business. We have put
development and investment in our employees high on our agenda. This applies to everyone,
from the most junior apprentice to the most senior manager and director.

That commitment has paid dividends because today TECUMSEH PRODUCTS INDIA PVT.
LTD. is a world leader whose success goes from strength to strength.

Today we operate in an increasingly competitive marketplace and it is essential that we

continue to invest heavily in the training of all our staff. This ensures we have the best
candidates to take TECUMSEH PRODUCTS INDIA PVT. LTD. forward in the twenty first
century and that we offer everyone a clear path of progress and development in their personal
careers.
And for those who take up the TECUMSEH PRODUCTS INDIA PVT. LTD. challenge, the
rewards and opportunities are tremendous. TECUMSEH PRODUCTS INDIA PVT. LTD. is an
Equal Opportunity Employer.

To grow our company by providing innovative, strong and high performance products
and solutions to meet our global customers' needs.

We will support our world class products by providing superior customer care. Our care
extends to the environment and the community.

We want to help build a better future for our children, where hard work and dedication
are given its just reward.

Objectives of training and development

1. Induce new employees: Induce employee is the main aim of training and this
is the most essential for a company.
2. Gain knowledge on new method: Training and development help to gain
knowledge on new method.
3. Obtain knowledge on company policy: Employee should have sufficient
knowledge about company policy for best performance. Training and
development help employee to obtain knowledge on company policy.
4. Earn knowledge on customer relations: Gather information about customer
relations is the major objectives of training and development. .

5. Change attitude: It help to change attitude so, that an employee can give their
best to organization.
6. Ensure personal growth: Training and development give an employee
everything which needed to be a good professional. And when he becomes a
good employee it ensures his personal growth.
7. Ensure ensuring loyalty: Aim of training and development is to make a
employee loyal to his / her company.
8. Reduce labor turnover: Another objectives of training and development is to
reduce labor turnover.
9. Increase productivity: Training develop a person’s skill to professional level
so, it is easy to say obviously training and development process increase
productivity.
10. Improve quality: Improve quality of employee is the main objective of
training and development.
11. Help company to fulfill future growth: Growth of a company depends on
their employee. So, development process helps the company to fulfill future
growth.
12. Improve organizational climate: Improving organizational climate is the
greatest objective of training and development.
13. Improve health care: Without good health employee can’t serve properly to
his / her company. So, training and development improve health care.
14. Prevent obsolesce: Prevent obsolesce is one the most important objectives of
training and development
15. Change behavior: Training and development has a great impact on
employee behavior. It polishes employee’s behavior so, that he/she
can fit with internal and external environment.
 REVIEW
OF
LITERATURE
REVIEW OF LITERATURE

TYPES OF TRAINING

SKILLS TRAINING

This type of training is most common in organization. The process here is fairly

simple. Specific training objectives are set and training content is developed to meet

those objectives. Several methods are available.

These basic skills in modern organization (such as lectures, apprenticeship, on-the-

job, coaching etc.)

REFRESHER TRAINING

Rapid changes in technology may force companies to go in for this kind of training.

By organizing short term courses which incorporate the latest developments in a

particular field, the company may keep its employees up-to-date and ready to take on

emerging challenges.

CROSS FUNCTIONAL TRAINING

It involves training employees to perform operations in areas other than their assigned

jobs. Job rotation can be used to provide a manager in one functional area with
 broader perspective then he would otherwise have departments can exchange

personnel for a certain period so that each employee understanding how other

departments are functioning. Following benefits of cross functional training are:

 Workers gain rich experience in handling diverse jobs.

 They can better engineer their own career paths.

 They become more adaptable and versatile.

 Helpful in reduces the need of supervision.

TEAM TRAINING: Team training generally covers two areas:

Content task and Group processes.

 Content task specify the team goals such as cost control and problem

solving.

 Group process reflect the way members function as a team-how they

interact with each other, how they sort out their differences, how they

participate etc.

CREATIVITY TRAINING: Big companies encourage their employees to think

unconventionally, break the rules, take risks, go out of the box and devise unexpected

solutions.
 MAJOR VALUES OF TRAINING

 Increase in productivity.

 Better and economically use of resources.

 Reduced Supervision.

 Fill manpower needs.

 Increasing organizational stability and flexibility.

 Better management.

 Reduced learning time.

 Better industrial relation.

 Reduced accidents.

 Heightened morale.

 Versatility & adaptability.

 HOW TO BE CREATIVE?

Postpone judgements: Don’t reject any idea

Create alternative frames of references

Break the boundary of thinking

Examine the different aspect of the problem

Specify that resources and environment

Make a with-list of solutions

Borrow ideas from other fields

Look for the processes to change or eliminate

Think up alternative methods

Adopt another person’s perspective

Question all assumptions

SAFETY TRAINING

Training provided to minimize accidents and damage to machinery is known as safety

training. It involves instruction in the use of safety devices and in safety consciousness.

DIVERSITY TRAINING

Diversity training consider all the diverse dimensions in the work place-race, gender, age,

disabilities, lifestyles, culture, education, ideas and backgrounds while designing a training

programme.

PROMOTIONAL TRAINING

It involves training of existing employees to enable them to perform higher level jobs.

Employees with potential are selected and they are given training before their promotion.

OBJECTIVE

INNOVATIVE PROBLEM REGULAR

SOLVING

* Anticipating problems * Training clerk * Orientation.

before they occur. to reduce complaints.

* Team building * Training supervisors * Recurring training of

sessions with the in communications to interviewers.

departments. reduce grievances.

 * Refresher courses on

safety procedure.

METHODS OF TRAINING IN TECUMSEH PRODUCTS

INDIA PVT. LTD

1. ON THE JOB TRAINING METHOD

(i) Job Instruction Training: In this method trainee received an overview of the

job. Its purpose and its desired outcomes.

(ii) Coaching: Coaching is a kind of daily training and feedback given to

employees by immediate supervision. It is a process of learning by doing.

(iii) Mentoring: In this method an experiences employee offering guidance and

support to a junior employee so that the latter learns and advances in the

organization.

(iv) Job Rotation: It involves the movement of trainee from one job to another so

as to provning.
 (v) Apprenticeship Training: A training method that puts trainee under the

guidance of a master worker, typically for 2-5 years.

2. OFF THE JOB TRAINING METHOD

(i) Vestibule Training: A training method involving the creation of training

facilities separate from the regular production area but with the same

equipment.

(ii) Role Playing: A development technique require the trainee to assume a

role in a given situation and act out behaviours associated with that role.

(iii) Lecture Method: It is a traditional and direct method of instruction. The

instructor organizes the material and gives to a group of trainees in the

form of talk.

(iv) Conference Approach: It refers to a group meeting according to

organized plan. Members participate in oral description.

(v) Programmed Instruction: An approach that puts material to be learned

into highly organized, logical sequences that requires the trainee to

respond.
TRAINING USEFUL TO AN ORGANIZATION

USES IN REGARD WITH BUSINESS:

a. Trained workers can work more efficiently.

b. They use machines, tools, materials in proper way. Wastage is thus

eliminated to a large extent.

c. There will be fewer accidents.

d. Trained workers can show superior performance.

e. Training makes employees more loyal to an organization.

USES IN REGARD WITH EMPLOYEES:

A. Training make an employee more useful to a firm.

B. Training makes employees more efficient and effective.

C. Training enables employees to secure promotions easily.

D. Training helps the employee to more from one organization to another

easily.

E. Training can enable employees to cope with organization, social and

technological change.
 AREAS OF TRAINING IN TECUMSEH PRODUCTS INDIA PVT. LTD.

A. Knowledge: Here the trainee learns about a set of rules and regulations about the

job, the staff and the products or services offered by the company. The aim is to make the

new employee fully aware of what goes on inside and outside the company.

B. Technical Skills: The employee is taught a specific skill (eg., operating a machine,

handling computer etc.) so that he can acquire that skill and contribute meaningfully.

C. Social Skills: The employee is learning about himself and others, and to develop a

right mental attitude towards the job, colleagues and the company. The principal focus is

on teaching the employee how to be a team member and get ahead.

D. Techniques: This involves the application of knowledge and skill to various on the job

situations.

E. Motivation: Higher degree of employee participation and involvement motivates them

more towards achieving the individual short term goals and the long terms goals of the

organization.

F. Perception: Unless a person perceives his task clearly he can not perform to

satisfaction.
 IMPROVING EFFECTIVENESS OF TRAINING

A. Training Objectives: There should be specific training objectives which helps in

deciding about the type of training required. The performance standard of

employees should be decided and training should be directed to achieve them.

B. Motivation To Trainees: Training should be properly explained to employees.

Training helps the employees in increasing there performance. This will bring

them more financial benefits and create greater avenues for promotion.

Employees should be motivated to participate whole heartily in training

programmes.

C. Use of Previous Training: The previous experiences or education acquired by the

employees should also be made use of while planning their training. The previous

background also be used as a foundation for new development.

D. Suitable Organisational Condition: The condition prevailing in the organization

should be conductive to the training programme. The condition should rather

encourage employees to learn more and more. The persons learning better

techniques of doing the things should be suitably rewarded.

E. Involvement Of Trainees: To make training an effective tool of learning, trainees

should also be involved in these programmes. They should be provided with

opportunity to practice the newly needed behaviours norms.

 PURPOSES OF TRAINING EVALUATION

The five main purposes of training evaluation are:

1. Feedback: It helps in giving feedback to the candidates by defining the objectives and

linking it to learning outcomes.

2. Research: It helps in ascertaining the relationship between acquired knowledge,

transfer of knowledge at the work place, and training.

3. Control: It helps in controlling the training program because if the training is not

effective, then it can be dealt with accordingly.

4. Power Games: At times, the top management (higher authoritative employee) uses the

evaluative data to manipulate it for their own benefits.

5. Intervention: It helps in determining that whether the actual outcomes are aligned with

expected outcomes.
 EVALUATION OF TRAINING PROGRAMME

Evaluation helps in controlling and correcting the training programme:

A. Reactions: Trainees reactions to overall usefulness of training including the

coverage of the topics, method of presentation, and the techniques to clarify

things, often throw light on the effectiveness of the programme.

B. Learning: Training programme, trainer’s ability and trainee’s ability are evaluated

on the basis of quantity of content learned and time in which it is learned and

learner’s ability to use or apply the content learned.

C. Job Behavior: This evaluation includes the manner and extent to which the trainee

has applied his learning to his job.

D. Organization: This evaluation measures the use of training, learning and change in

the job behaviour of the department / organization in the form of productivity,

quality, morale, sales turnover and the like.

E. Ultimate Value: It is the measurement of ultimate results of the contribution of the

training programme to the company goals like survival, growth, profitability, etc.

and individual goals like development of personality and social goals like

maximizing social benefits.

 ABOUT DEVELOPMENT

Definition:

In the works of Michael J. Jucius, “Executive development is the programme by

which executive capacities to achieve the desired objectives are increased.”

Mr. Jucius has written that ‘Programme’ must be related to the development of

various interrelated matters, factors and needs. Executive capacities involve different

individual abilities of present and prospective managers at different levels of

management.

In the words of Koontz and O’Donnel, “Developing a manager is a progressive

process in the same sense that educating a person is neither development nor

education should be thought of as something that can never be completed, for there

are no known limits to the degree to which one may be developed or educated.”

Executive development is a planned systematic and continuous process of learning

and growth by which managers develop their conceptual and analytical abilities to

manage.

 Development is concerned with overall personality of the candidate.

 Development improves performance of the mangers by giving them

opportunity for growth and development.

 OBJECTIVES OF DEVELOPMENT

 Development is continuous ongoing activity.

 Development aims at improving total personality of an executive.

 Development aims at meeting future needs.

 Development helps the manager to acquire knowledge, skills and abilities.

 Executives can show superior performance on the job.

 Development efforts help executives to realize their own career, goals and

aspirations in a planned way.

METHODS OF DEVELOPING MANAGERS

1. Decision Making Skills  In basket

 Business Game

 Case Study

2. Interpersonal Skills  Role Play

 Sensitivity Training

 Behavior

3. Job Knowledge  On the job experience

 Coaching

 Understudy

4. Organizational Knowledge  Job Rotation

  Multiple Management

5. General Knowledge  Special Courses

 Special Meetings

 Special Meetings

1. DECISION MAKING SKILLS

(i) In Basket: A method where the trainee is required to examine a basket full of

papers and files relating to his are and recommendations on problems

contained therein.

(ii) Business Game: A method to develop smart thinking, quick reactions,

initiative, organizing and leadership skills.

(iii) Case Study: A method to develop analytical, reasoning and problem solving

skills.

2. INTERPERSONAL SKILLS

(i) Role Playing: A method to translate theoretical knowledge into actions plans

and to promote good human relations skills among trainees.

(ii) Sensitivity Training: A method to promote self awareness and its impact on

others.

(iii) Behavior Modeling: A method to teach interpersonal and cognitive skills.

3. JOB KNOWLEDGE

(i) On the Job Experience: Any training technique that involves allowing

the person to learn the job by actually performing it on the job.

(ii) Case Study: An in depth description of a particular situation an employee

might encounter on the job.

(iii) Understudy: A method to aid succession planning by developing the

skills of juniors to a preset plan.

4. ORGANIZATIONAL KNOWLEDGE

(i) Job Rotation: A method to develop diversified skills and broadens the

outlook of an executive.

(ii) Multiple Management: A method to assist managers in expending their

outlook and knowledge in various functional areas.

5. GENERAL KNOWLEDGE

(i) Special Courses: Like; the workshops or executive development

programmes organized by institutes, universities and colleges – help the

trainees to acquire general knowledge.

(ii) Special Meetings: Special meetings organized in consumers forums,

voluntary organizations, etc. to help the trainees in developing their

knowledge.
 (iii) Specific Meetings: Specific meetings published by various journals,

specific portions of important books are provided to the trainees to

improve their general knowledge.

DISTINCTIONS BETWEEN

LEARNING TRAINING DEVELOPMENT

DIMENSION

 Meant For Operatives Executives

 Focus Current Job Current and Future Jobs

 Scope Individual Employee Work Group & Organization

 Goal Fix Current Skill Deficit Prepare For Future Work

Demands

 Initiated By Management The Individual

 Content Specific Job Related General Knowledge

Information

 Time Frame Immediate Long Term

GLOBAL TRAINING STANDARDS OF TECUMSEH PRODUCTS

INDIA PVT. LTD.

 All associates are certified in basic job skills prior to assuming jobs.

 Performance analysis is used to determine training needs.

 Organization has functioning training committee.

 Each associate has an individual annual training plan.

 Job experts are trained as trainees.

 Training is performance based.

 Organization has an overall training plan which supports the business plan.

 Learning guides exist for all key jobs.

 Success of transfer of training into workplace is measured through recertification /

performance appraisal.

 Accountability for training is a performance standard of each manager.

 ABSTRACTS

There were various earlier studies have been done on training and development which
were concerning to, impact, role of training and development, on employees
performance. Chris obisi, (2011). Studied the employee training and development in
Nigerian organizations some clarification and agenda for research, Mehrdad alipour et.al
(2009). Studied the degree of effectiveness of on the job training on iranian managers. D.
A. Olaniyan and lucas. B. Ojo, (2008).Importuned of employees training and
development in relation to organization effectiveness.

K. Karthikeyan et.al (2010). Studied the existing practices of the various aspects of
training program and its effectiveness in selected public and private sector banks in
tiruchirappalli district, south india. Irene ferguson laing, (2009). Considered the impact of
training and development on worker performance and productivity in public sector
organizations: a case study of Ghana ports and harbours authority. Jelena vemić, (2007).
Importuned of employee training and development and the learning organization.
Muir sanderson et. al studied the elevating employee performance in the public sector
how to get the best from your people. Aarti, chahal, (2013). Consider of training need
analysis based training and development: effect of training on performance by adopting
development based strategy. Ms. Pallavi p. Kulkarni. Studied the literature review on
training & development and quality of work life.

K. Pramod Gonchkar, (2012). Robert C. Merchant, Jr, (2011). Ozcan saritas, (2007).
studied the relationship between the amount of training and development activities
provided by insulation firms and the turnover rate is examined. He suggest as people
become more conscious about using energy more effectively and efficiently, energy
saving and environmental concerns will expand the insulation market capacity in Turkey.
Muhammad Farhan Akhtar,et al, (2011). studied seek to determine the impact of this
training and development on motivation and job involvement along with what training
methods are widely used in the banking sector of Pakistan. They suggest that by boosting
the training and development activities within the banking sector the employees could be
motivated and get attached with their work.

Chris Obisi, (2011). studied the Employee Training and Development in Nigerian
Organizations Some Observations and Agenda for Research. The Priority would be given
to empirical analysis of the significance of identifying specific and appropriate needs
before venturing into training and the reason why training fails. Aroge, Stephen Talabi
(2012). Studied for to determine the contributions of Industrial Training Fund (ITF) to
employee’s training and development in Nigeria. The findings, it is recommended,
among other things, that more funds should be made available to the organization so it
can also take care of students studying education in institutions of higher learning
through its reimbursement and grant scheme.

N. Sylvia Naris and I. Wilfred Ukpere, (2009). the effectiveness of an HR code: Staff
development and training at the Polytechnic of Namibia. The targeted population
included 511 staff members, of which a sample size of 252 using probability random
sampling was selected. A total of 230 closed ended questionnaires were distributed online
and hard copies were delivered. In addition, 22 members of staff were interviewed. Karen
Shelton, (2001). determined that training and development increase employee satisfaction
and are significant in an employee’s decision to stay with a company. It also indicated
that the impact of training decreases without the organizational culture to support
employees in the development process.
Training Procedure:
(a) First of all the instructor must be prepared. He should know both his job and how to

teach it. On the basis of job analysis and job description, various operations should be

planned. In order to avoid delays, everything must be ready before training starts.

(b) The next step is the preparation of the trainee. The fact that the employee is learning

the job for the first time should be kept in mind. The importance of the job, its

relationship with the other jobs and importance of rapid and effective learning should be

explained.

(c) The operations should then be presented carefully and patiently. The sequence of the

entire job is explained by taking one point at a time.

(d) The performance of the trainee should then be tried by asking him to explain each

step and do the practical.

(e) The employee is then put on the job. In the follow up action, his performance should

be frequently checked and questions should be encouraged.

COMPANY
PROFILE
 COMPANY PROFILE

Corporate Capsule

Tecumseh Products Company's (TPC) global vision of providing comfort, health and
convenience to millions worldwide, gives an impetus for the company's steady
diversification into new frontiers. And today, this cooling giant's products are available in
over a 100 countries across the globe.

TPC entered India through a dual acquisition of Siel Compressors Limited- Hyderabad
and the Compressor Division of Whirlpool India Limited at Ballabgarh in July 1997.

Tecumseh Products India Private Limited (TPIPL) is a fully owned subsidiary of TPC.
Tecumseh Products India Private Limited (TPIPL) is the largest independent
manufacturer of compressors in the country.

Profile

Since acquisition, TPC has invested about US$ 85 million into its facilities in India for
capacity and quality infrastructure improvement.

India's No 1

Today TPIPL is the largest independent manufacturer of both Air Conditioner and
Refrigerator compressors in India.

Testimonials to Excellence

The superior products and services offered by TPIPL have made it the first choice of
leading multinational brands in the Air Conditioning and Refrigeration business in India.
TPIPL has also begun exports to Middle East, U.S.A, Pakistan, Bangladesh, Nepal, Sri
Lanka and other countries.
Just the Right Compressor

Covering the entire gamut of cooling needs, Tecumseh's range of compressors is widely
used in Air Conditioners, Refrigerators, and Commercial Refrigeration Applications.

Vision & Mission

Vision
It is our goal to be the global leader in all of
the Markets in which we choose to participate.

We will pursue disruptive technologies to

redefine our products.

Mission
 We will leverage our global expertise in mechanical, electrical, fluid
handling, related components and services to provide comprehensive solution
for our customers needs – Compressors, Engines, Electric Motors, Pumps,
Electronics and Controls.

We will be best in class and most cost effective producer by utilizing the
principals of TQM, 6 sigma and lean.

Our organization will modify itself in response to changes in environment at a

pace and amount of change that can be made without eliminating or impeding
our ongoing effectiveness.

Incisive, continuous strategic thinking will be well communicated and shared

by the organization.
Hyderabad Facility

This is the first compressor manufacturing facility in India. Built on 55 acres of land, the
manufacturing facility at Hyderabad, Andhra Pradesh caters to Air-conditioning and
Commercial Refrigeration Applications. The facility is both ISO 9001 and 14001
certified.

One of the four global Technology Development Centers (TDC) of TPC is located in this
facility.

The in-house Application Engineering Testing facility is well equipped to optimize and
ensure performance improvement of the appliance.

Quality Policy
Environmental Policy
Certification

The facility is certified for ISO 9001 and ISO 14001.

The AW product range is certified by UL & VDE and also meets SASO standards.

Geographical Location

Hyderabad is well connected to other major cities and states by air, rail and road. A few
international flights are also operating to and from Hyderabad.

By Air: Hyderabad is well connected to major international destinations like USA, UK,
Singapore and UAE etc. There are regular domestic flights to all cities operated by Indian
Airlines, East West Airlines, Jet Airways, Modiluft, Sahara Air and Vayudoot etc. If you
are coming from an international destination you could check for the availability of a
direct flight from your city or alternatively come to the metros - Delhi, Mumbai, Chennai
and Kolkata and from there catch a connecting flight to Hyderabad.

By Rail: Indian Railways, the world's largest railway under a single management, is
divided into nine zones. Secunderabad, the twin-city of Hyderabad, is the headquarters of
the South Central Zone. All major trains stop or depart from here. Hyderabad is the major
point of arrival or departure.

By Road: The Andhra Pradesh State Road Transport Corporation (APSRTC) connects
Hyderabad to every city, town and all except very small villages in the state. Express and
luxury coaches are available for inter-city and interstate services. Several private travel
services run by tour operators/travel agents are also available. Chauffeur driven private
cars and taxis for long distance travel are available in Hyderabad, operated by Andhra
Pradesh Travel and Tourism Development Corporation (APTTDC) and private operators.

Reaching Tecumseh India

Tecumseh India is easily accessible from the airport, bus terminal and railway station.
You can hire a taxi or auto from the above locations and reach our office.

You would need to tell the taxi or auto operator the following address:

Tecumseh Products India Private Ltd.

Balanagar Township, Hyderabad - 500 037
Andhra Pradesh, INDIA.
Tel : +91(40) 23078103 to 104.
Fax: +91(40) 23078945, 23078847.

Ballabgarh Facility

Compressors for Refrigeration Appliances come from our most advanced, ozone-friendly
plant at Ballabgarh, Haryana.

This totally integrated manufacturing facility has a production capacity of 1.5 Million
units per annum. Built to international standards, this first-of-its-kind plant manufactures
a world-class range of compressors.

This facility is ISO 9001 certified by Underwriters Laboratories Inc.(UL).

 Certification

Geographical Location

New Delhi is the capital of the country and has all infrastructures for domestic and
international travel.

By Air: Delhi's Indira Gandhi Domestic Airport is 16 km from the city. The Indira
Gandhi International Airport is a few km further from the domestic terminal. Domestic
and international airlines connect Delhi with all parts of the country and the world. The
best way to reach Ballabgarh from the airport is to hire a prepaid cab or an auto.

By Rail: Delhi is connected to almost every city and town of the country by rail. Long
distance express trains operate from Delhi to every state capital. You can catch a prepaid
cab or auto from the railway station to reach our factory at Ballabgarh. Some of the trains
also stop at Faridabad railway station, which is about 12 Kms from Ballabgarh facility.

By Road: Delhi is well connected to all major towns and cities of the country with a
network of national and state highways. You can hire prepaid or post paid autos and cabs
from all locations in the city to reach our factory.

Reaching Tecumseh India

Ballabgarh is approximately 38 Kms from Delhi on the Delhi-Mathura highway. The

fastest way to reach us is to take a cab or an auto from Delhi.

Please give the following address to the cab or auto driver:

Tecumseh Products India Private Ltd.
38 Km Stone Delhi Mathura Road
Ballabgarh,Haryana, INDIA -121 004.
Tel : + 91 (0129) 5442861-862, 5230124-125, 5232924.
 Products & Services

Compressor for Air Conditioners

Reciprocating
The AW series of energy efficient compressors from
Tecumseh, is undoubtedly most preferred range of
compressors for air-conditioners.
 Super Tropical


 Low Noise level



 Wide Voltage Range



 Highly Efficient


 Proven Product

Rotary

 Super Tropical
 High EER
 High motor Torque
 Low Sound & Vibration
 Wide Operating voltage
Compressor for Refrigeration

Refrigeration

TH Range of Compressors are suitable for Domestic Refrigerators

 High Energy Efficiency
 Compact
 Compatible with Ozone-friendly refrigerants
 Proven Technology
 Wide Voltage Range

Commercial Refrigeration

TH Range of Compressors are suitable for Commercial Refrigeration Applications

 Efficient
 Proven Design
 Ozone - Friendly
 Wide Voltage Range
 Wide voltage range

Condensing Units

Fractional Horse Power

 Powder coated base tray and condenser coil

 Fan guard provided for safety
 Embossed base tray to avoid vibrations and improve reliability
 All electrical connections sealed for safety
 Designed to suit high ambient and high humidity Indian conditions

Higher Horse Power

  Designed for 46 deg ambient
 Also Available in three Phase
 Available in both Low and High Back Pressure
 IP 44 Compliance

Engineering Services

The CADEM Center started in 2001 as a hub for Tecumseh's global design needs. Today
CADEM Center undertakes outsourced CAD/CAE work from companies in Aerospace,
Automotive, Energy and Power, Oil and Gas, Industrial, Medical verticals. CADEM is
ISO 9001 Certified Engineering Design center is situated in the 54 acre, secure and
environment friendly site of Tecumseh India, Hyderabad. Our 65 years of engineering
expertise helps us to understand customer needs better.Using appropriate tools, we
convert, create and manage a variety of engineering needs to support customer
effectively.

Domains Services

Aerospace CAD

Automotive CAE

Oil & Gas Design Automation

Energy & Power Product Development

Industrial Manufacturing & Tooling

Medical Software Development

Power Plant Engineering Testing & Validation

Initiatives
CEO’s Message

In this environment of business and competition, I believe there are fundamentally two
objectives every business must fulfill. First, business must create superior products and
service that in turn generates steady profit. Secondly companies must assume
responsibility as good Corporate Citizens. It is vital that these two are pursued
simultaneously.

Our commitment to social projects encourages employees to serve the community and a
business enterprise like our’s generates talent, expertise, skills and organizing power
useful to facilitate programs for self help communities.

Tecumseh and CII together have made a modest beginning, starting a small project at
Samaypur Village near Ballabgarh. This initiative includes Primary education for
deprived children and vocational training for women. CII and Tecumseh have the village
Panchayat as partners in this Sadbhavna Pariyojana to sustain the project for future. We
believe economic, social and environment goals are not always in conflict. I wish this
small experiment is inspirational for other partnerships between CII and Industry.
Although we may not get everything right first time, we are determined to learn and
improve.
 RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY
Research Methodology

Research is a common parlance refers to searching for knowledge. One can also define

research as a scientific search for pertinent information on a special topic. In fact research

is an art of scientific investigation.

In personnel perspective

“The term research methodology comprises of all research activities on in connection with

personnel management.”

For research study to be accepted in its light and spirit the procedure for conducting, it

should be vividly expressed. So an effective research problem can be discussed elaborately

by dividing in to 6 parts:

 Nature of Data

 Research Design

 Research Approach

 Sampling Procedure

 Collection of Data

 Analysis of Data

Nature of Data:
The nature of data used is primary as well as secondary which fall under the external

sources.

The primary data are those which are collected at fresh and for the first time and got

directly from the persons concerned and thus happen to be original in character. So it

consist original information gathered from the managers and staff members for the purpose

of the project. It has been collected through:

 Administering

 questionnaire & get them filled by in TECUMSEH PRODUCTS INDIA PVT.

LTD.

Secondary Information is that which is already available or previously collected by some

other persons for some purpose like:

 Previous records or forms available in the company like Feedback forms etc.

 Internet.

 Various other sources such as Reference books, journals, reports, records statistics

and other sources of published information.

Research Design:

The research design refe to the basic plan or the strategy of the research and logic behind it,

which will make it possible to draw more general conclusion for it. Thus the research

design tells us how our sample would be drawn, what sub groups it must contain, what

comparison would be made? Research design is concerned with making specific questions.

Good research design should make it possible to draw valid inferences from data in terms

of generalization, association and casuality. There are many types of research designs but
since my topic involve a survey, which try to evaluate the effectiveness of training and

development of employees in TECUMSEH PRODUCTS INDIA PVT. LTD. So my project

involves exploratory research design.

Research Approach:

The research approach adopted for the purpose of this project is survey research, as it is

best suited for the descriptive research. The survey method has the main uses:

 To gather facts from respondents.

 To report their opinion.

 To probe the interpretation they give to various matters.

Thus the survey research helps in collecting the appropriate and correct information which

is required.

Sampling Procedure:

Sample is indispensable technique in the file of research. A sample can be defined as few

items drawn on the random basis representing the whole universe or population. It was

impossible to connect each and every element of the population with in a narrow range of

time. It has been reported that even if, a small representative sample is drawn from the

entire population, the parameter are easily represented and estimated by the sample

statistics. Sampling is both essential and advantageous. It saves investigator’s time, money

and energy.

A survey can be census survey or sample survey. But our survey is not census survey, as it

requires a lot of time and resource.

Thus we used sample survey method to gather the data.

There are various techniques of sampling.

Sources of Collecting Data:

One of the important tools for conducting research is the availability of necessary and

useful data. Data collection is an art. Sometime it is very time consuming affair. The source

information falls under two category i.e. internal sources and external sources.

Internal sources can be obtained from:

 Accounting records

 Miscellaneous records

When the internal records are insufficient to gather the facts then we have to depend on

external sources, which again fall under two categories i.e.

 Primary sources

 Secondary sources

Primary sources from which information is got directly as for instance through

questionnaire and interview. Primary sources include managers as well as staff members.

Thus the primary data are those which are collected a fresh and for the first time and thus

happen to be original in character. So it consist original information gathered from the

managers and staff members for the purpose of this project.

Thus there are two main methods

 Administering questionnaire and

 Interviewing
Secondary data is that which is already available or collected by some other persons for

some purpose like:

 Previous records or forms available in the company

 Reference books journals etc.

So these are the sources for data collection for the project.

A questionnaire is simply a formalized set of questions for eliciting information. The

method used in this project is closed ended questionnaire in which respondent is not free to

choose the response demand appropriate. He is implied by the questions with in the limits

like.

At the place where the questionnaire could not be filled up due to the busy schedule of the

company representative, so a need of discussion could have been possible.

Thus for making this project report a grand success, both primary as well as secondary

sources has used in order to collect the accurate and complete information so as to make

this project report as compact, reliable and perfect as possible.

16. .

LIMITATIONS OF THE REPORT

The project instead of being done so carefully may contain certain loopholes. They can

be discussed as:
 Lack of time for deep study of organizational policies & systems.

 Busy schedule of managers may also prove a limitation in achieving research

objectives.

 Bias views on the behalf of employees in filling up of the forms.

 Quickness of filling questionnaire may also result in misinterpretation of data.

DATA ANALYSIS
&
INTERPRETATION
DATA ANALYSIS & INTERPRETATION

Q1.Your Organization considers training as a part of organizational strategy?

Response No. Of Respondents Percentage

Agree 13 52

Disagree 1 4

Partly Agree 4 16

Can’t Say 7 28

Total 25 100

Interpretation:-
The above graph indicates that Organization considers training as a part of organizational
strategy.
Q 2. How many training programmes will you attend in a year?

Response No. of Respondents Percentage

Less than 10 14 56
10 – 20 2 8
20 – 40 6 24
More than 40 3 12
Total 25 100

Interpretation:-
The above chart indicates that less training programmes are held in the organization.
Q 3. To whom the training is given more in your organization?

Response No. of Respondents Percentage

Senior staff 3 12
Junior staff 5 20
New staff 6 24
Based on requirement 13 52

Total 25 100

Interpretation:-
Training is provided on the basis of requirement.
Q 4. What are all the important barriers to Training and Development in your
organization?

Response No. of Respondents Percentage

Time 5 20

Money 4 16

Lack of interest by staff 6 24

Non-availability of skilled 10 40
trainer
Total 25 100

Interpretation:-

The above graph indicates that the important barriers to Training and Development in the
organization is Non-availability of skilled trainers.

Q 5. Enough practice is given for us during training session?

Respondents No. of Respondents Percentage

Strongly Agree 14 56

Agree 2 8

Somewhat agree 6 24

Disagree 3 12

Total 25 100

Interpretation:-

This graph indicates that enough practice is given for employees during training sessions.
Q6. How many the training sessions conducted in your organization is useful?

Respondents No. of Respondents Percentage

Strongly agree 15 60

5 20

Agree
Somewhat 5 20

Disagree 0 0

Total 25 100

Interpretation:-
The above graph indicates that the training sessions conducted in the organization is
useful.

Q7. Employees are given appraisal in order to motivate them to attend the training?
Respondents No. of Respondents Percentage
Strongly Agree 14 56
Agree 6 24
Somewhat 3 12
Disagree 2 8
Total 25 100

Interpretation:-
The above graph shows that Employees are given appraisal in order to motivate them to
attend the training.

Q8. What are the skills that the trainer should possess to make the training effective?
Respondents No. of Respondents Percentage

Technical skills 8 32

People skills or Soft skills 6 24

Generalist makes better 6 24

Personnel managers than
Specialist
Fond of talking to people 5 20

Total 25 100

Interpretation:-
The above graph indicates that the trainer should possess technical skills to make the
training effective

Q9. What are the general complaints about the training session?
Respondents No. of Respondents Percentage

Take away precious time of 4 25

employees
Too many gaps between the 10 40
sessions
Training sessions are unplanned 6 15

Boring and not useful 5 20

Total 25 100

Interpretation:-
The above graph indicates that there are two many gaps between the training sessions.

Q10. Reason for shortage of skilled man power at workplace are :

Respondents No. of Respondents Percentage
Lack of planning 5 20
Lack of support from 10 40
seniostaff
Lack of proper guidance and 8 32
training at workplace
Lack of quality education at 2 8
primary and secondary level
Total 25 100

Interpretation:-
The above graph indicates that reason for shortage of skilled man power at workplace
are lack of support from senior staff.

CONCLUSION & FINDINGS

The training in the industry of 4 weeks was properly utilized to learn and get a first hand

feel of the corporate culture.

A judicious mixture of time was allotted to complete the assigned jobs given and at the

same time for preparing the report.

My training in the training department allowed me to learn the finer points of

Effectiveness of Training & Development and broadened my knowledge as regard to how

the theoretical aspects of training that we study in books are practically applicable.

After the adequacy study and visits I have reached to certain edge, which are summed up

in various headings and can be pointed out as follows:

 The organization has got a proper system for every training activity.

 Training system of TECUMSEH PRODUCTS INDIA PVT. LTD. is outstanding.

 Well trained employees of TECUMSEH PRODUCTS INDIA PVT. LTD. need

less guidance and control.

 The functioning of training department is really remarkable. Each training activity

designed is based on the training standards given by TECUMSEH PRODUCTS

INDIA PVT. LTD..

 The organization highly concentrates on implementing new technologies and then

updating its employees.

  Training programmes are organized regularly but the training department which

includes both technical trainings as well as development programmes.

 The evaluation helpful in controlling and correcting the training programme.

 The comprehensive studies carried out the judgment of trainers, superiors and

peer groups about the training.

 Learning principals are the guidelines to the way people learn more effectively.

 Training encourages the other members of your department to participate in

training programme.

It has been a very memorable experience throughout, which no doubt will immensely

help me in attaining my goals.

FINDINGS OF THE STUDY

During my training I found that-

 Most of the employees are satisfied with training & development schemes of the
organization.
 The trust provides financial assistance in case where the employees has medical expenses
on treatment of self or the family members beyond his coverage /limits under any of the
scheme of the company.
There are so many formalities before availing welfare schemes
 Written notice with your signature and E.I. no. and department.
 Filling of application form before availing any scheme.
 If a benefit is taking for long sickness, then the claims should be certified from ESIC or
by the company’s medical officer.
 Reason behind taking training scheme.
 A worker can avail some schemes of welfare when he completed some specific year
while working in the organization.
 Many employee take unduly advantage of the training schemes

SUGGESTIONS

 Training need analysis system of the organization should satisfy the staff

members, employees, workers.

 More practical sessions to be involved to make training session more interactive

and lively.

 Training should be entertaining by sharing more videos and audios.

 Training could be improved the confidence of employees.

LIMITATIONS OF THE REPORT

 Training is a costly affair and expensive process.

 Training may result dislocation of work and loss of output because regular office

work is likely to be interrupted or delayed because of the time spent in training.

 Sometimes, it is difficult to obtain good training instructors and leaders.

 Self-reliance and capacity for new ideas might be stiffed.

 ANNEXURE
QUESTIONNIARE

Q1.Your Organization considers training as a part of organizational strategy?

(a) Agree (b) Disagree (c) Partly Agress (d) Can’t Say

Q 2. How many training programmes will you attend in a year?

(a) Less than 10 (b) 10-20 (c) 20-40 (d) More than 40

Q 3. To whom the training is given more in your organization?

(a) Senior Staff (b) Junior Staff (c) New Staff (d) Based on requirement

Q 4. What are all the important barriers to Training and Development in your organization?

(a) Time (b) Money (c) Lack of Interest by Staff (d) Non-availability of skilled trainer

Q 5. Enough practice is given for us during training session?

(a) Strongly Agree (b) Agree (c) Somewhat Agree (d) Disagree

Q6. How many the training sessions conducted in your organization is useful?

(a) Strongly Agree (b) Agree (c) Somewhat Agree (d) Disagree

Q7. Employees are given appraisal in order to motivate them to attend the training?

(a) Strongly Agree (b) Agree (c) Somewhat Agree (d) Disagree
Q8. What are the skills that the trainer should possess to make the training effective?
(a) Technical Skills
(b) People skills or soft skills
(c) Generalist makes better Personnel managers than Specialist
(d) Fond og talking to people

Q9. What are the general complaints about the training session?

(a) Take away precious time of employees

(b) Too many gaps between the sessions
(c) Training sessions are unplanned
(d) Boring and not useful

Q10. Reason for shortage of skilled man power at workplace are :

(a) Lack of Planning

(b) Lack of support from senior staff
(c) Lack of proper guidance and training at workplace
(d) Lack of quality education at ;primary and secondary level
 BIBLIOGRAPHY

BIBLIOGRAPHY

Reference
 GUPTA C. B.

“BUSINESS ORGANISATION AND MANAGEMENT”

 O’DONNEL KOONTEZ

“ESSENTIAL OF MANAGEMENT CONCEPTS”

 RAO V. S. P.

“HUMAN RESOURCE MANAGEMENT”

WEBSITES:

www.tecumsehindia.com

www.wikipedia.com

www.google.com