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BONAFIDE CERTIFICATE

We Certify that the Project Report entitled “ EFFECTIVE

MANPOWER MANAGEMENT FOCUSING ON APPRENTICES ”

Submitted for the degree of Master of Business Administration by

Mr. M.SENTHIL KUMAR [Reg.No.EO3MMG1089] IS THE

BONAFIDE RECORD OF Project Work carried out by him during the

period from 03/01/2005 to 31/03/2005 under the guidance and supervision

of Prof. V. GANESHAN and, that this work has not formed the basis for

the award of any degree, diploma, associateship,fellowship or other titles in

this university of Institution of Higher Learning.

GUIDE Head of Department

Date: Date:


DECLARATION

I declare that the Project Report entitled “ EFFECTIVE MANPOWER

MANAGEMENT FOCUSING ON APPRENTICES IN LUCAS-TVS

Ltd ” submitted by me for the degree of Master of Business Administration

is the record of work carried out by me during the period in Lucas-TVS Pvt.

Ltd. from 03/01/2005 to 31/03/2005 under the guidance of

Prof. V. GANESHAN and has not formed the basis for the award of any

degree, diploma, associate ship, fellowship, titles in this or any other similar

institution of Higher learning.

Student

Date:

Signature of the Guide


A Critical Study on Effective Manpower Management

Focusing on Apprentices in Lucas-TVS Ltd.

Project Report

Submitted by

M.SENTHIL KUMAR

[EO3MMG1089]

In Partial fulfillment of the degree

Of

Master of Business Administration

In

HUMAN RESOURCE

Under the faculty of

Management Studies

Prof.V.GANESHAN

MAY 2005

Dr .MGR Educational and Research Institute

(Deemed University)

NH 4,Periyar EVR Road

Maduravoyal, Chennai-600 095.


A Critical Study on Effective Manpower Management

Focusing on Apprentices in Lucas-TVS Ltd.

Project Report

Submitted by

M.SENTHIL KUMAR

[EO3MMG1089]

In Partial fulfillment of the degree

Of

Master of Business Administration

In

HUMAN RESOURCE

Under the Guidance of

Prof.V.GANESHAN

MAY 2005

Dr .MGR Educational and Research Institute

(Deemed University)

NH 4,Periyar EVR Road

Maduravoyal, Chennai-600 095.


ACKNOWLEDGEMENT

I would like to express my sincere gratitude to our esteemed college

Chancellor Mr. A.C.SHANMUGAM & the management for providing me

this opportunity to undertake this project and guiding me towards its

successful completion.

I also sincerely thank Prof. V.GANESAN Head of the department of

Management studies for his continuous guidance and support offered during

the entire project.

I express my sincere thanks to Prof. Dr.S.RAMALINGAM Project

Coordinator for his valuable guidance to complete my project work.

I express my sincere thanks to Mr. KVR.KISHORE BABU Asst.Manager

HR for giving me an opportunity to undertake this project & motivating me

to put forth my best efforts during the project.

I am deeply indebted to Mr.R.VISWANATHAN central documentation HR

Department for his continuous guidance, motivation & evincing a personal

interest that ensured the project was on its right course & for making this a

memorable learning experience.

My special thanks to Mr.G.ANANTHANARAYANAN Welfare -HR for

his timely help & guidance, which enable me in successful completion of the

project work

Finally I thank each and everyone who has been directly and indirectly

helped me for the successful completion of my project.


CONTENTS

CHAPTER I INTRODUCTION

COMPANY PROFILE

ABOUT TVS GROUP COMPANIES

VISSION & MISSION OF THE VOMPANY

CHAPTER II THEME OF THE PROJECT

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

CHAPTER III REVIEW OF LITERATURE

INTRODUCTION TO MANPOWER

PLANNING

OBJECTIVE OF THE MANPOWER

PLANNING

CHAPTER- IV MANPOWER PLANNING IN LUCAS TVS

CHAPTER- V COMPARITIVE ANALYSIS ON

APPRENTICES

STRENGTH IN L.TVS BRANCH

STIPEND RATE PROVIDED BY THE GROUP

COMPANIES

WELFARE PACKAGE GIVEN IN L.TVS

BRANCHES.

CHAPTER VI RESEARCH METHODOLOGY

RESEARCH DESIGN

DATA COLLECTION

STATISTICAL TOOL USED


CHAPTER VII ANALYSIS I

TEST FOR PROPORTIONS

CHAPTER VIII ANALYSIS II

SUMMATED OR LIKERT’S SCALES

CHAPTER IX TABULATION

CHAPTER X FINDINGS

CHAPTER XI CONCLUSION

CHAPTER XII SUGGESTIONS &

RECOMMENDATIONS

ANNEXURES

BIBLIOGRAPHY

QUESTIONNAIRE


ABSTRACT

The Topic Is on: -

“A CRITICAL STUDY ON MAN POWER MANAGEMENT

FOCUSING ON APPRENTICES IN LUCAS –TVS.”

This study is carried out at LUCAS-TVS, PADI, CHENNAI to

know the effectiveness of manpower management system focusing on

apprentices.

The study relates to the views of the supervisors regarding the

manpower management done by the HR DEPARTMENT.

The study also reveals about all the welfare measures provided to the

apprentices working in LUCAS-TVS, PADI, LUCAS-TVS, PONDY, IJL

(INDO JAPAN LIGHTNING), SRIPERAMBADUR.

The Study involves the use of statistical tools like Chi-Square, Likerts

Scale, Percentage analysis, bar diagram, and Pie chart diagram.

The study brings forth the current manpower planning system with

regard to apprentices and also provides suggestions for the improvement of

the same.


CHAPTER I

INTRODUCTION

COMPANY PROFILE:

Lucas TVS is a company with a distinguished lineage. Set up in 1961 as a

joint venture of Lucas Industries Plc. UK and the TVS group, it is leading

manufacturing of Auto Electrical products and diesel fuel injection

equipment in India. Lucas TVS reaches out to all segments of the

automotive industry such as passenger cars, commercial vehicles, tractor,

jeeps, and two wheelers and off high way vehicles, as well as for stationary

and marine applications.

Lucas Variety, the Anglo American company formed by the merger of

Lucas Industries of the UK and the variety Corporation of the US in

September, 1996, designs, manufacturers and supplies advanced technology

systems products and services in the works automotive after market, diesel

engine and aerospace industries. Lucas Varity is one of the top ten

automation components in the world.

The TVS Group is the largest manufacturer and distributor of automotive

components in India, with a turnover in excess of US $1.3 billion dollars and

a workforce of over 27,000. The Group has a product range that includes

auto electrical, diesel fuel injection system braking systems, automotive

wheels and axles, fasteners, powder metal components, radiator caps, two

wheels and computer peripherals, to mention the more significant ones.


It is the market leader in every one of these fields and is backed by five

service and distribution companies with branches and dealer network that

straddle the country.

Combining the strengths of these two well-known groups,

Lucas-TVS has emerged as a total automobile electrical system supplier.

Today, Lucas-TVS operates from three plants located at Padi, Pondichery

and Rewari. The electrical division of Lucas-TVS manufactures a complete

range of auto electrical products from starters to horns, making it a one –

stop shop for the automotive industry. Currently the company products over

half a million starters and alternators per annum, and has plans to double the

quality. The Delphi TVS fuel injection equipment (FIE) division makes

state – the – art rotary pumps, thus providing a welcome supply option for

these vital components.


THE TVS GROUP:

COMPANY COLLABORATOR PRODUCT

MANUFACTURING

COMPANY

Axles India Eaton, UK Automotive axles

Brakes India Lucas Grilling, UK Hydraulic brakes and clutch

actuation system

India Nippon Electrical Kokusan Denki Ltd, Japan Magnetos

Lakshmi Auto Components Engine/Transmission

Components

Lucas – TVS Lucas, UK Auto electrical/diesel fuel

injection equipment

Sundaram Brake Lining Frenos Sauleda S.A., Spain Airbrake

Sundaram Clayton American Standard Inc.

USA

Airbrake

Sundaram Dynacast Dynacast International, UK Potentiometer bushings,

clock bushing, panel nut

automotive tyre valves,

spark plug terminal cap,

sewing machine parts,

components for two

wheelers.


Vision of the company

By 2010, sell Rs1400 crores (300 million dollars) of Products and

solutions with a third to customers outside India.

Achieve zero defects in all our suppliers to customer line and not more

than one per thousand in the field during the warranty period.

Annually to achieve 10% of sales through developing new products and

markets.

To invest 3% of sales on R & D and developing at least one product

every three years to be recognized by customers for its innovative value.

To establish at least two manufacturing plants outside India in emerging

markets.

Every employee to implement at least one improvement every month.

MISSION STATEMENT OF THE COMPANY

Total Quality has become the most important source of competitive

strength in the business.

The winners of tomorrow are those who are paying attention today to

Quality and customer service. To survive in the market every organization

has to fight for efficiency and effectiveness, which can be achieved only

through Total Quality Movement (TQM).

The following is the company’s mission:

“To involve every employee to participate actively in all continuous

improvement activities towards Quality and customer service through Total

Quality Movement”.

Discipline to be followed during meetings:

Start on time

Stick to the agenda

No private meetings

No interruption or walk out.

Agree to actions with targets.

Finish on time.


CHAPTER II

THEME OF THE PROJECT:

Objective of the study

General objective:

To examine how far the manpower planning towards the department is

been effective focusing on the apprentices.

Specific objectives:

To find out that the apprentices given to the unit is adequate.

To find out the work efficiency of different category of apprentices.

To find out the satisfaction level of the supervisors regarding the

Current manpower planning system.

To find out the apprentices commitment towards the unit by giving

Good suggestion.

To find out which type of apprentices does the supervisors mostly

Prefer in their unit.


SCOPE OF THE STUDY

The research was conducted in LUCAS-TVS, Padi. The study

includes the measuring of welfare activities of various branches of Lucas-

TVS. The study helped to understand the views of the supervisors in

different departments. The study will also help me to play an important role

in conveying the views of the supervisors to the HR department with respect

to the effective manpower planning of the apprentices of the company.

The study reveals about the different scales of stipend rates provided

to the apprentices in various TVS group companies. The study also provided

an opportunity to meet people at different age group and persons at various

levels of job. Through this study it helped me to know in depth about the

Human Resource Management, which will be useful for my near future.


CHAPTER III

REVIEW OF LITERATURE

Introduction to Man Power Planning

Planning is the primary and most important functions in commercial and

industrial undertakings. Planning has been focused on every activity of the

business as Production, Marketing, and Quality control.

“The most valuable of all capital is that invested in human beings”.

Manpower is an asset, which appreciates with time. This asset should be

maintained and developed to realize the goals and objectives of the

organization.

Manpower Planning is essential to put the plans of the organization into

action. It is the most challenging responsibility of the personnel management

to attract and develop enough number of right types of man to various

positions in the enterprise.

The requirement of the Manpower in the organization keeps on

changing as many employees may leave the organization because of death,

old age, retirement, resignation and many other reasons and there may be

shortage of qualified persons, therefore the stream of qualified personnel

must be kept flowing into the organization.

Thus we may realize that these arises the need for manpower planning

as a sound basis for the administrative action to avoid the situation of

shortage or surplus of manpower in the enterprise.

The success of the organization depends upon the right type of persons

placed on the right job. It is the responsibility of personnel management to

see whether qualified personnel’s have been recruited or placed on the job in

sufficient number. It requires planning i.e. to assess the future needs so that

the present action can be adjusted in the view of the established goals.


Manpower planning is the process of developing and determining

objectives, policies and program’s that will develop, utilize and distribute

manpower so as to achieve the goals of the organization.

Manpower allocation plans helps in mitigating shortages and surpluses in

manpower supply through promotions and transfers. Manpower utilization

deals with the dynamics of leadership and motivation.

OBJECTIVES OF MANPOWER PLANNING

The main objectives of manpower planning are as follows:

To ensure optimum use of human resources currently employed.

To determine future recruitment level.

To provide control measures to ensure that necessary resources are

available as and when required.

To anticipate redundancies and avoid unnecessary dismissals.

To forecast future skill requirements to serve as the basis for training and

development programmes.

To assess future housing needs of the employees.

To cost the manpower components in new projects.

To decide whether any of the enterprises activities e.g. maintenance, be

off- loaded or sub-contracted.


CHAPTER IV

MANPOWER PLANNING IN LUCAS-TVS LTD

The main purpose is to provide adequate manpower with appropriate skills

for the operations of the factory.

This covers manpower-planning exercises relating to all categories of

employees A1 to A6, WG1 to WG12 and SG1 to SG7.

Manpower budget will be prepared during the month of January for each

accounting year April to March and submitted to the management in the last

week of January for discussion and approval.

For this purpose the personnel department furnish particulars of their

requirements for the following accounting year – category wise together

with justification therefore, at least three months before the end of

accounting year.

In respect of categories covered by the wage settlement with the union

(WG1-WG12 and SG1-SG7) the requirements of the departments or the

departments together with their justification will be forwarded to MSE.

MSE in consultation with the department manager and EVP-HR would

prepare manpower budget for all jobs in the above categories.

For supervisor’s categories (A1- A6) the EVP-HR manager in

consultation with departmental manager would prepare manpower budgets

on the annual basis for the accounting year and submit the same to the

management.

Once the manpower budget has been approved by the management

that would form the basis for the personnel department with regard to

recruitment/ transfers/promotions/up gradation of employees.


However in the case of recruitment not provided for in the budget the

department manager may furnish to the EVP-HR details of his requirements

with justification for the same. The EVP-HR will examine the same in

consultation with the MSE and submit to the management his

recommendations for approval.

The personnel department and the departments concerned will work

out a schedule for filling up the vacancies. A copy of the manpower budget

will be furnished to the factory administration for its reference.


CHAPTER V

COMPARITIVE-ANALYSIS OF APPRENTICES

STRENGTH OF THE APPRENTICES IN L.TVS BRANCHES:

CATEGORIES L.TVS PADI L.TVS

PONDY

IJL

Act

Apprentices

(ITI)

115 8 -

Technician

Apprentices

(Diploma)

329 175 4

Short Term

Trainees

336 - 24

Total 780 183 28


STIPEND RATES FOR ITI/ DIPLOMA/ SHORT

TERMTRAINEES AT TVS GROUP COMPANIES

Group

Companies

ITI Diploma S.T.Trainee

ITI

S.T.Trainee

Diploma

Lucas-TVs, Padi 1350 2000 3200 3500

Lucas –TVs,

Pondy

1090 NA 2100 NA

INEL 1090 NA 2500 NA

IJL 1020 NA NA NA

Delphi-TVs NA 1500 NA 3150

Sundaram

Clayton

1100 2100 2615 2715

Sundaram

Fasteners

1090 NA 2900 NA

Brakes India Ltd NA NA NA NA

Wheels India Ltd 1090 1400 2500 3000

Sundaram Brake

linings

1090 NA 2800 NA


WELFARE PACKAGE PROVIDED TO APPRENTICES AT

L.TVS GROUP COMPANIES

Welfare

Activities L.Tvs, Padi L.Tvs, Pondy IJL

Act.

App

Dip.

App

S.T.T Act.

App

Dip.

App

Dip.

App

S.T.T

Canteen

(BF/

Lunch)

(Rs)

0.80

0.80

0.80

2.00

2.00

4.50

4.00

Canteen

(Snacks)

(Rs)

6.15

6.15

6.15

Free

Free

Above rate

includes snacks

Uniform

(No. Of

sets)

2

2

-

2

2

-

-

Shoes

(No.of

pairs)

1

1

1

1

1

-

-

Socks

(No.of

pairs)

2

2

2

1

1

-

-

Transpo

rt

Facility

No

No

No

No

No

Yes

-


CHAPTER VI

RESEARCH METHODOLOGY

RESEARCH DESIGN:

The plan of the study is formulated before undertaking the research work.

The function of the research design is to provide for the collection of

relevant evidence with minimal expenditure of effort, time and money. The

following points were considered while preparation of the research design:

● The means of obtaining the information.

● The time available for the research.

● Explanation of the way in which selected means of obtaining

information will be organized and the reasoning leading to the selection.

TYPE OF RESEARCH STUDY

In this study, Descriptive research design was been used; the major purpose

of this research design describes the state of affairs, as it exists at present. A

descriptive study may be concerned with attitudes or views of people

towards anything. This research design has been chosen to find out the

supervisors opinion on the apprentices given to their department.

DATA COLLECTION:

The next stage of research is gathering the relevant information so as to

achieve the objective of the study. All the data collected are said to the

primary data. There are several ways of collecting the appropriate data,

which differ considerably in context of time and other resources. The

objective of this study required a data collection that would facilitate to have

a direct contact with the employees, keeping these aspects and the objectives

of the study in the mind Questionnaire was selected as the apt method for

data collection.


QUESTIONNAIRE DESIGN:

► The questionnaire was administered through personal interview.

► The questionnaire design was a structured and undisguised.

► Both open and close-ended questions were used.

► It was designed by keeping in mind the broad and specific

Objectives of the study.

The questions were aimed to get:

● Basic information about the educational qualification and duration of

service of the employees.

● To know about the apprentices work efficiency in the department.

● To find out which category of apprentices are preferred more in each

department.

● To find out the effectiveness of the current manpower planning

system.

STATISTICAL TOOL USED

☻ TEST FOR PROPRTIONS

☻ SUMMATED SCALES or LIKERT – TYPE SCALES

TEST FOR PROPORTIONS

Hypothesis testing addresses the important question of how to choose

among alternative proportions while controlling and minimizing the risk of

wrong decisions.

Depending upon the nature of the research study, the need for a

hypothesis will be explained. For instance, in studies concerned with the

basic objective of finding out or explaining the relationship between two or

more variables, hitherto unexplained or to be tested to prove, a hypothesis is

certainly required.

Hence, hypothesis is useful in the process of research though

formulating it need not be a pre-condition for conducting research.


Testing Hypothesis:

Test of hypothesis could be explained through the following stages:

1) In the first stage, based on hunch or sample data a null hypothesis

[Ho] is

Formed.

2) The relevant technique for testing the null hypothesis is selected.

3) The level of significance is determined. That is, the level of accuracy

that the researcher desires to achieve in the process of testing the null

hypothesis is specified.

4) Degree of freedom is also determined. This refers to the extent to

which the sampling process is free from bias or prejudice. Depending

upon the technique and the size of sample, the degree of freedom will

be determined.

5) After subjecting the data to the selected statistical technique, the

calculated value would be obtained. This is compared with the table

value, of the selected technique to arrive at a conclusion. If the

calculated value exceeds the table value, then the null hypothesis is

rejected. When the calculated value is less than the table value, then

the null hypothesis is accepted implying that the difference is only to

sampling process and not significant.


TEST FOR A SPECIFIED PROPORTION

A random sample of size n>30 with sample proportion p are drawn from

a large population. We want to test the hypothesis that the populations

proportion P has a specified value Po.

Procedure for testing:

Ho : P=Po

H1 : P= Po (two tail test)

For a large n, the sampling distribution is approximately normal and the

test statistic is given by

Z = p –Po/ S.E of p

The S.E of p is given by PoQo/n when Ho is true.

Inference:

If the calculated value of Z > 1.96, Ho is rejected at 5% level

If Z > 1.96, Ho is rejected at 5% level.

If Z <2.58, Ho is accepted at 1% level

If Z >2.58, Ho is rejected at 1% level

Note

One tail test (right tail test or left tail test ) can be described exactly on the

same lines as in the case of specified mean.


Summated Scales Or Likert- type Scales:

Summated Scales or Likerts type scales are developed by utilizing the item

analysis approach wherein a particular item is evaluated on the basis of how

well it discriminates between those persons whose total score is high and

those whose score is low.

Thus summated scales consist of a number of statements, which express

either a favorable or unfavorable attitude towards the given object to which

the respondent is asked to react. The respondent indicates his agreement or

disagreement with each statement in the instrument. Each score is given a

numerical score, indicating its favorableness or unfavorable ness, and the

scores are totaled to measure the respondent’s attitude. In a Likerts scale, the

respondent is asked to respond to each of the statements in terms of several

degrees, usually 3, 5, or 7-degree scale can be used. In this study we have

chosen 3-degree scale. Illustrated as under:

Very much-satisfied Satisfied Not satisfied

3 2 1

This way the instrument yields a total score for each respondent, which

would then measure the respondent’s favorableness towards the given point

of view.

LIMITATION OF THE PROJECT:

► Most of the employees feared that their questionnaires might be

reviewed by their superiors that might result in negative consequences

and therefore some answers were not objective.

► Time constraints for the employees for answering the questionnaire was

real problem as they were under pressure in order to meet the cycle time.

► Only 3 respondents have answered for the open question from the total

respondent, so we couldn’t know the view of every respondent.


ANALYSIS I

Test For Proportion -I

Statement

The apprentices in the department provide good suggestion or Better

suggestion is equal to 50%.

P = ½ n = 50 (Total Sample Size)

Q = 1 – P

= 1 – ½

= ½

P1 =26/50

= 0.52

P2 = 24/50

= 0.48

Ho – There is no significant difference between the good suggestion or better

suggestion given by the apprentices in the department.

H1 – There is significant difference between the good suggestion or better


Z = P1 - P2 / √ (P*Q) * (1/n1 +1/n2)

= 0.52 - 0.48 / √ (1/2*1/2) * (1\50+1/50)

= -0.04 / 0.1

= 0.4

Therefore Z Value is 0.4

Tabulated Value of Z at 5%Level of significance is 1.96

Therefore Z Calculated Value 0.4 < Z Tabulated Value 1.96

Ho IS Accepted

DECISION:

There is no significant difference between the good suggestion or better



Test For Proportion -II

Statement

Whether the apprentices complete their assigned task well within time or

delay some time is equal to 50%.

P = ½

n = 50 (Total Sample Size)

Q = 1 – P

= 1 – ½

= ½

P1 = 9/50

= 0.18

P2 = 19/50

= 0.38

Ho – There is no significant difference between whether the apprentices

complete their assigned task well within time or some time delay.

H1 – There is significant difference between whether the apprentices

complete their assigned task well within time or some time delay.

Z = P1 - P2 / √ (P*Q) * (1/n1 +1/n2)

= 0.18 – 0..38 / √(1/2*1/2) * (1/50 + 1/50)

= -0.2 / 0.1

= -2

Therefore Z Value is -2

Tabulated Value of Z at 5%Level of significance is 1.96

Therefore Z Calculated Value -2 > Z Tabulated Value 1.96

Ho IS Rejected

Decision:

There is no significant difference between whether the apprentices complete

their assigned task well within time or some time delay.


CHAPTER VIII

ANALYSIS II Likerts – Type Scale -I

Opinion of the supervisors towards requirement of the apprentices.

Scale Opinion No. Of Respondents

3 Highly adequate 7

2 Adequate 39

1 Inadequate 4

50

7 39 4

3 2 1

Calculation

Highly adequate = 3*50 =150

Adequate = 2*50 = 100

In adequate = 1*50 = 50

= 7(3) + 39(2) + 4(1)

=21 + 78 + 4

=103

Decision

As the calculated value crosses 100 marks, it is clearly evident that the

apprentices given for the production activity in the department is adequate.


LIKERT’S – TYPE SCALE -II

Opinion of the supervisors regarding absenteeism of the apprentices in the

department.

Scale Opinion No. Of Respondents

3 High Absenteeism 6

2 Average Absenteeism 11

1 Low Absenteeism 33

TOTAL 50

6 11 33

3 2 1

CALCULATION

HIGH ABSENTEEISM =3 * 50 =150

AVERAGE ABSENTEEISM = 2 * 50 =100

LOW ABSENTEEISM = 1 * 50 = 50

= 6(3) + 11(2) + 33(1)

= 18 + 22 +33

= 73

DECISION:

As the calculated value crosses the 50 marks, it is clearly evident that the

absenteeism by apprentices is very low in the department.


CHAPTER IX

TABULATION

Table :1(Vide Annexure I, Page )

Educational Qualification of Supervisors

Above table infers that out of 100% of the respondent 12% of the

supervisors are qualified as postgraduate and 58% are qualified as

graduates and rest 30% of them are diploma holder.

Table:2(Vide Annexure II, Page )

WORK EXPERIENCE

Above table projects that 12% of the supervisors have got work

experience of less than 5 years, 58% of the have got work experience

from 5-10 years, 22% of them have got work experience from 10-15

years and rest of the respondent have got more than 15 years of work

experience in the company.

S. No. Qualification No. Of respondents Percentage

1 Post Graduates 6 12%

2 Graduates 29 58%

3 Diploma 15 30%

Total 50 100%

S. No. Experience No. of respondents Percentage

1 < 5 Years 6 12%

2 5 – 10 Years 29 58%

3 10 – 15 Years 11 22%

4 > 15 Years 4 8%

Total 50 100%


Table:3 (Vide Annexure III, Page )

ADEQUACY OF THE APPRENTICES

Above table describes that14% of the supervisors have responded that the

present available apprentices in the unit are highly adequate, 78% of the

supervisors have responded that it is adequate and 8% of the supervisors

have responded as inadequate in their unit.

Table: 4 (Vide Annexure IV, Page )

EFFICIENCY OF THE APPRENTICES

From the above table it is observed that 78% of the supervisors have

responded that the diploma apprentices perform an efficient work in the

unit, 20% of them responded that short term trainees perform an efficient

work and only 2% of them have responded that it apprentices do the

efficient work in the unit.

S. No. Criterion No. of respondents Percentage

1 Highly Adequate 7 14%

2 Adequate 39 78%

3 Inadequate 4 8%

Total 50 100%

S. No. Category No. of respondents Percentage

1 ITI apprentices 1 2%

2 Diploma apprentices 39 78%

3 Short term trainees 10 20%

Total 50 100%


Table:5 (Vide Annexure v, Page )

PREFERENCE OF THE APPRENTICES

Above table represents that the apprentices are preferred only by 4% of

the total supervisors. Diploma apprentices are preferred by 74% of the

supervisors in their unit and the rest 22% of the supervisors prefers short-

term trainees.

Table:6 (Vide Annexure VI, Page )

SKILL POSSESED BY APPRENTICES

Above table infers the information given by the supervisors as to the

skills of the apprentices, where in 4% of the supervisors have stated that

the apprentices provided to them are highly skilled, 90% of them

responded as the apprentices are semi skilled and 6% of them responded

as unskilled apprentices.

S. No

Category No. Of. respondents Percentage

1 ITI apprentices 2 4%

2 Diploma apprentices 37 74%

3 Sort term trainees 11 22%

Total 50 100%

S. No. Particulars No. Of. respondents Percentage

1 Highly Skilled 2 4%

2 Semi-Skilled 45 90%

3 Unskilled 3 6%

Total 50 100%


Table:7 (Vide AnnexureVII, Page )

COMPLETION OF THE WORK

From the above table it is observed that 18% of the supervisors have

responded that the apprentices in their unit Completes the task well

within time, 44% of them responded that the apprentices completes their

task just entire and 38% have responded that the completed by the

apprentices is been delayed sometimes.

Table: 8 (Vide Annexure VIII, Page )

PROVIDING APPRENTICES ON TIME

Above table projects 74% of supervisors have responded that the

management provides apprentices sometimes prompt, 18% of supervisors

have responded that the management provides apprentices promptly and

8% of the supervisors are responded that the management provides the

apprentices sometimes late.


1 Well within time 9 18%

2 Just on time 22 44%

3 Some time delay 19 38%

Total 50 100%


1 Always prompt 9 18%

2 Sometimes prompt 37 74%

3 Sometimes late 4 8%

Total 50 100%


Table:9 (Vide Annexure IX, Page )

SUGGESTION GIVEN BY APPRENTICES

Above table describes that 12% of the respondent have inferred that the

suggestion given by the apprentices are highly suitable, 80% of them

have responded that the they have suitable suggestion and 8% of the

supervisors have inferred that the apprentices give a suitable suggestion.

Table:10(Vide Annexure X, Page )

EFFECTIVENESS OF CURRENT MANPOWER PLANNING

Above table represents that 88% of the supervisors have stated that the

present manpower planning is an effective one and rest 12% of the

responded stated that it is not an effective one.


1 Highly effective suggestions 6 12%

2 Suitable suggestions 40 80%

3 Not a suitable one 4 8%

Total 50 100%

S. No. Criterion No. Of respondents Percentage

1 Effective 44 88%

2 Ineffective 6 12%

Total 50 100%


FINDINGS

☻ From the analysis it is been found that most of the supervisors are

graduates.

☻ It as been found that on an average most of the supervisors are

possessing 5-10 years of experience.

☻ It is seen that the work efficiency of the diploma apprentices are more

when compared to others.

☻ The supervisors prefer to have the diploma apprentices as they

perform well in the unit.

☻ In LUCAS TVS the apprentices are treated well with good stipend

rate when compared to other companies.

☻They provide free coat and shoes for the apprentices.

☻ It was found that LUCAS TVS is following TQM, TPM so as to

achieve good quality and maintenance.

☻ Mostly the diploma and short term trainees gives good suggestion

towards the improvement of the organization.


CONCLUSION

The result and findings clearly exemplifies the fact that an in depth

research study has been conducted and all objectives set for this research

work has been fully accomplished.

From the comparative analysis of the stipend rate at various TVS

group companies, which is been found that Lucas- TVS is supreme to other

companies.

In TVS Company the manpower planning is been very successful,

this has been clearly proved by the result and analysis of effective manpower

planning with respect to apprenticeships.

In order to improve the manpower planning system, various

suggestions and recommendations have also been put forth in the research

study.


SUGGESTIONS & RECOMMENDATION

It is advisable to the HR department to recruit diploma

apprentices.

The HR department should provide the right volume of the

apprentices at the right time that is required by the various

supervisors in their unit.

ITI apprentices must given extra training programme in order to

improve the working efficiency.

The company can provide an increase in the price money given

for the suggestion scheme to the apprentices in order to motivate

every apprentice to participate in the suggestion scheme.

The HR department must consult with the supervisors regarding

the requirement of the apprentices before allotting.

The Management could motivate the apprentices by providing

transport expenses.

The management should educate apprentices regarding the

safety measures to be followed at their work place.

The supervisors must move freely with their apprentices and

must understand their views in order to maintain a better

relationship.


ANNEXURES I

(Vide Table:1,Page )

Educational Qualification

12%

58%

30%

0%

10%

20%

30%

40%

50%

60%

70%

Post Graduates Graduates Diploma

Qualification

Perc

enta

ges


ANNEXURES II


Work Experience

12%

58%

22%

8%

0%

10%

20%

30%

40%

50%

60%

70%

< 5 Years 5 - 10 Years 10 - 15 Years > 15 Years

Experience

Perc

enta

ges


ANNEXURES III


Requirement of Apprentices

Highly Adequate

14%

Adequate

78%

Inadequate

8%


ANNEXURES IV


Work Effectiveness

2%

78%

20%

ITI apprentices

Diploma apprentices

Short term trainees


ANNEXURES V


4%

74%

22%

0%

10%

20%

30%

40%

50%

60%

70%

80%

ITI apprentices Diploma apprentices Sort term trainees

Apprentices preferable in the unit


ANNEXURES VI


4%

90%

6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Highly Skilled Semi-Skilled Unskilled

Skills possessed by apprentices


ANNEXURES VII


Completion of given task

18%

44%

38%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Well within time Just on time Some time delay


ANNEXURES VIII



Providing apprentices on time

Always prompt,

18%Sometimes late, 8%

Sometimes prompt,

74%


ANNEXURES IX


Suggestions given by the apprentices

12%

80%

8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Highly effective suggestions Suitable suggestions Not a suitable one

ANNEXURES I



ANNEXURES X


Effectiveness of current manpower planning

88%

12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Effective Ineffective


BIBLIOGRAPHY

1) P.C.TRIPATI : PERSONNEL

MANAGEMENT

2) KOTHARI C.R : RESEARCH

METHODOLOGY

3) P.R.VITTAL : QUANTITATIVE

TECHINIQUES

4) P.RAVILOCHANAN : RESEARCH

METHODOLOGY


QUESTIONNAIRE

EFFECTIVE MANPOWER MANAGEMENT

FOCUSING ON APPRENTICES IN LUCAS- TVS Ltd.

1) NAME (OPTIONAL) :

2)CCNO ( OPTIONAL) :

3)DEPARTMENT :

4)EDUCATIONAL QUALIFICATION

a) Post graduate b) Graduate c) Diploma

5)How long have you been working in this company?

a)<5years b) 5-10years c) 10-15years d)>15years

6)Do you think that the apprentices given for your production activity is

adequate?

a)Highly adequate b) Adequate c)In adequate

7)According to you which group of apprentices work efficiently in your

department?

a) ITI apprentices b) Diploma apprentices c) Short term apprentices

8) Which category of apprentices would you prefer the most in your unit?

a)ITI apprentices b) Diploma apprentices c) Short term apprentices

9) Do you think that the apprentices allotted to you posses the necessary

skills for executing the tasks required by you?

a) Highly skilled b) Semi skilled c) Unskilled


10) Are the apprentices able to complete their assigned task within the

stipulated time period?

a) Well within time b) Just on time c) Some time delay

11)Does the management provide you with apprentices at the appropriate

time?

a)Always prompt b) Some times prompt c) Some times late

12)Do the apprentices in your department give you a suitable suggestion

towards the improvement of the organization?

a) Highly effective suggestion b)Good suggestion c) Better suggestion

13) Do the apprentices participate towards the suggestion scheme

effectively? Rate it?

a) Below 25% b) 25%to 50% c)50%to 75% d) above75%

14) Whether there is more absenteeism in the department by the apprentices

due to their health condition?

a) High absenteeism b) Average absenteeism c) Low absenteeism

15) Suggest any measures for effective utilization of apprentices?

______________________________________________________


ABSTRACT


INTRODUCTION


THEME OF THE

PROJECT


REVIEW OF

LITERATURE


MAN POWER PLANNING

IN LUCAS-TVS


COMPARITIVE

ANALYSIS ON

APPRENTICES


RESEARCH

METHODOLOGY


ANALYSIS I


ANALYSIS-II


FINDINGS


SUGGESTIONS

&

RECOMMENDATIONS


CONCLUSION

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