shares and their valuation in spfs pvt. ltd

8/13/2019 SHARES AND THEIR VALUATION IN SPFS PVT. LTD

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A

PROJECT REPORT

ON

SHARES AND THEIR VALUATION IN SPFS PVT. LTD.

A project report submitted for the partial fulfilment of the

requirement of a two year degree of

MASTER OF BUSINESS ADMINISTRATION

Department of Management Studies

Shankarlal Agrawal College of Management Studies

Suryatola, Gondia.

Submitted by

Ms. Pournima Y. Nimje

Session 2013-2014

Under the guidance of

Prof. Mayur Trivedi


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A

PROJECT ON

IMPACT OF HRD TRAINING AND DEVELOPMENT

PROGRAMMES ON WORK EFFICIENCY OF

MAHINDRA TWO WHEELER PVT.LTD.PUNE.

Submitted to R.T.M. Nagpur University, Nagpur in partial fulfillment For

Award of Master of Business Administration

Submitted by

Mr. RAKESH .S. BHANDARKAR

Under the guidance of

Prof. Mayur trivedi

DEPARTMENT OF MANAGEMENT STUDIES

SHANKARLAL AGRAWAL COLLEGE OF MANAGEMENT STUDIES, GONDIA

Session 2013-2014


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CERTIFICATE

This is to certify that Mr. RAKESH .S. BHANDARKAR a student of M.B.A

final year in the Department of Master of Business Administration, S.A.C.MS.

College, Gondia for the session 2013-2014. He has completed her project work

entitled

IMPACT OF HRD TRAINING AND DEVELOPMENT

PROGRAMMES ON WORK EFFICIENCY OF MAHINDRA TWO

WHEELER PVT.LTD.PUNE.

Under the guidance of Mr. Mayur Trivedi on the subject approved by the

department. This project is submitted to R.T.M Nagpur University in the partialfulfillment of requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION..

Principal Name of Guide

Prof. Mayur Trivedi

DEPARTMENT OF MASTER OF BUSINESS

ADMINISTRATION


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Certificate of Guide

This is to certify that Mr. RAKESH .S. BHANDARKAR a student of M.B.A 2nd

year in the Department of Master of Business Administration, Shankarlal

Agrawal college of Management Studies, Gondia, has completed his

dissertation entitledIMPACT OF HRD TRAINING AND

DEVELOPMENT PROGRAMMES ON WORK EFFICIENCY OF

MAHINDRA TWO WHEELER PVT.LTD.PUNE.

Under my guidance.

1. The candidate has satisfactory conducted research for not less than

academic year.

2. The Project is the result of the candidates own work and is ofsufficiently high standard to warrant its presentation to the R.T.M

Nagpur University on partial fulfillment of the requirement for degree of

Master of Business Administration.

Project Guide

Mayur Trivedi

Deptt. Of Master of

Business Administration

S.A.C.M.S College, Gondia


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DECL R TIONI hereby declare that the project entitled IMPACT OF HRD

TRAINING AND DEVELOPMENT PROGRAMMES ON WORK

EFFICIENCY OF MAHINDRA TWO WHEELER PVT.LTD.PUNE.

Is the result of my own work under the guidance of Prof. Mayur Trivedi and

that the same has not been previously submitted to R.T.M. Nagpur University or

any other university.

Place: Gondia Mr.Rakesh.S. Bhandarkar

Date: Deptt. Of Master of

Business Administration

S.A.C.M.S College,

Gondia.


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CKNOWLEDGEMENTI express my sincere and heartily gratitude to Prof. Mayur Trivedi my project

guide for giving me an opportunity and support to carry out this project.

Without whose able guidance this project would ever materialized. It was his

polite talk, keen interest, knowledge and practical suggestion that inspired me to

bring out the best.

I gratefully acknowledge my deepest gratitude to honorable head of

department Prof. Mayur Trivedi for their persistent inspiration, conservation

suggestion and constant encouragement.

I also want to thank to Mrs. Ratna Joshi(Hr.Manager). A big contribution from

them during one month is very great indeed. I am honestly thankful to them for

giving practical knowledge regarding the project and for valuable information.

I also would like to thank my friends, my family and all the members were

associated directly or indirectly in making my project successful.

Mr. Rakesh .S. Bhandarkar.


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CONTENTS:

Certificate

Declaration

Acknowledgement

Preface

Introduction of training and development programmes

Needs and importance

Objectives of the Study

Brief History of MAHINDRA 2 WHEELER PVT.LTD. PUNE.

Methodology for the study

Tabulation of the data, classification, Interpretation and graphical

presentation of the data.

Recommendation

Conclusion

Bibliography

Conclusion

Questionnaire


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PREFACE:

The human civilization has a long history of gradual development. The hrd

phenomenon has been derived from old civilization and at present HRD has been

identified as on the most important part of our life.

The economic growth and development largely depends upon the development of

the trade, commerce, agriculture and industrial production of the nation.

The training and development is on the important element to keep the technological

progress at sustainable and to fulfil its business objectives. Training and

development is the most important element of hrd which not only improve the skills,

knowledge, awareness and work efficiency of the people but is also provides

sufficient opportunity to understand the organisation and to enhance his own

capability.

HRD training and development programs in MAHINDRA 2 WHEELER LTD.plays a

vital role towards the fastest development of the skills of the employees so that they

can very well understand the importance of their knowledge matching to the

requirements of the organisation. Since there has been integrated approach for

management change and connectional change the HRD function has been

introduced in MAHINDRA from top to grass wood level employees so that they can

meet the challenges and understand the complexity of change environment.

The HRD approach in MAHINDRA has brought significant changes in the field

production, productivity, personality development and the last but not the least what

the hrd training and development programme has done in MAHINDRA is that has


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rapidly increases the work efficiency and employees which has given a remarkable

achievement during the last couple of years.


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INTRODUCTION:


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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 with in 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, one group to another, even the group in the same class. The

reason for that can be mentioned as difference of attitudes and skills from one

person to another. Even the situation is that, after good training programme, all

different type skilled one group of employees can get in to similar capacity, similar

skilled group. That is an advantage of the trainings.

In the field of Human Resources Management, Training and Development is the field

concern with organizational activities which are aimed to bettering individual and

group performances in organizational settings. It has been known by many names in

the field HRM, such as employee development, human resources development,


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learning and development etc. Training is really developing employees capacities

through learning and practicing.

Training and Development is the framework for helping employees to develop their

personal and organizational skills, knowledge, and abilities. The focus of all aspects

of Human Resource Development is on developing the most superior workforce so

that the organization and individual employees can accomplish their work goals in

service to customers.

All employees want to be valuable and remain competitive in the labour market at all

times, because they make some demand for employees in the labour market. This

can only be achieved through employee training and development. Hence

employees have a chance to negotiate as well as employer has a good opportunity

to select most suitable person for his vacancy. Employees will always want to

develop career-enhancing skills, which will always lead to employee motivation.

There is no doubt that a well trained and developed staff will be a valuable asset to

the company and thereby increasing the chances of his efficiency in discharging his

or her duties.

Trainings in an organization can be mainly of two types; Internal and External

training sessions. Internal training involves when training is organized in-house by

the human resources department or training department using either a senior staff or

any talented staff in the particular department as a resource person.

On the other hand external training is normally arranged outside the firm and is

mostly organized by training institutes or consultants. Whichever training, it is very


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important for all staff and helps in building career positioning and preparing staff for

greater challenges in developing world. How ever the training is costly. Because of

that, people who work at firms do not receive external trainings most of times. The

cost is a major issue for the lack of training programmes in Sri Lanka. But nowadays,

a new concept has come with these trainings which is Trainers through trainees.

While training their employees in large quantities, many countries use that method in

present days to reduce their training costs. The theory of this is, sending a little

group or an individual for a training programme under a bonding agreement or

without a bond. When they come back to work, the externally trained employees

train the employees who have not participated for above training programme by

internal training programmes.

Employers of labour should enable employees to pursue training and development in

a direction that they choose and are interested in, not just in company-assigned

directions. Companies should support learning, in general, and not just in support of

knowledge needed for the employee's current or next anticipated job. It should be

noted that the key factor is keeping the employee interested, attending, engaged,

motivated and retained.

For every employee to perform well, especially Supervisors and Managers, there is a

need for constant training and development. The right employee training,

development and education provides big payoffs for the employer in increased

productivity, knowledge, loyalty, and contribution to general growth of the firm. In

most cases external trainings for instance provide participants with the avenue to


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meet new set of people in the same field and network. The meeting will give them

the chance to compare issues and find out what is obtainable in each others

environment. This for sure will introduce positive changes where necessary.

It is not mentioned in any where that the employers, managers and supervisors are

not suitable for training programmes. They also must be highly trained if they are

expected to do their best for the organization. Through that they will have best

abilities and competencies to manage the organization.

Training employees not only creates a more positive corporate culture, but also add

a value to its key resources.Raw human resources can make only limited

contribution to the organization to achieve its goals and objectives. Hence the

demands for the developed employees are continuously increasing. Thus the

training is a kind of investment.

DEFINITION:

According to EDWIN FLIPPO, Training is the act of increasing the knowledge and

skill of an employee for doing a particular job.


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CHARACTERISTICS OF TRAINING:

It is a formal process of skill enhancement on short term basis.

Its prime object is to bring improvement in the job related knowledge and skill

of the employees.

The employee training is on-going process for which a training department is

established in the organisation on a permanent basis.

The responsibility of employee training lies on human resources

management.

The need for training is generally felt when the new technology is introduced,

the new systems and procedures are installed in the old ones redesigned or

any other innovations are affected.

The employee training being productive and result giving activity the training

cost is considered to be productive investment.


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NEED OF TRAINING:

To improve productivity.

To help a company to fulfil its future personnel needs.

TO improve health and safety by giving proper training to the employees.

Old employees need refresher Training to enable them to keep abreast of the

changing methods techniques and use of sophisticated tools and equipment.

Need for reducing grievances and minimizing accident rates.

Need for maintaining the validity of an organisation as a whole and raising the

morale of its employees.


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IMPORTANCE OF TRAINING:

Training is important because-

Rapid technological innovations impacting the workplace have made it

necessary for people to consistently update their knowledge and skills

People have to work in multidimensional areas , which usually demand far

more from their area of specialisation.

Change in the style of management.

Due to non-practical college education.

Lack of proper and scientific selection procedure.

For career advancement.

For higher motivation and productivity.

To make the job challenging and interesting.

For self and development.

For employee motivation and retention.

To improve organisational climate.

Prevention of obsolescence.

To help an organisation to fulfil its future manpower needs.

To keep in pace with times.

To bridge gap between skills requirement and skills availability and for

survival and growth of organisation and nation.


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Objectives of the study:

To determine the benefit of HRD training in MAHINDRA TWO WHEELER LTD.

To evaluate the overall impact of HRD training on production and work

efficiency of MAHINDRA TWO WHEELER LTD. employees.

To find out in MAHINDRA TWO WHEELER LTD, with the training and

development programmes the employees are motivated or not.

To study the efficiency of the various training programmes in enhancing the

employees skills.


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Research Methodology:

Its a descriptive research study on the hrd activities and its impact on organisational

excellence.

Research Design:

In descriptive studies the researcher must be able to define clearly what he wants to

measure and find adequate methods for measuring it along with a clear cut definition

of population he wants to study.

The design in such studies must focus attention of the following.

Formulating the objective of the study.

Designing the methods of data collection.

Selecting the sample.

Collecting the data.

Processing and analysing the data.

Reporting the findings.


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Methods of Sampling:

Simple random sampling.

Collection of Data:

The methods of primary data collection are given below:

Selection of sample size

Questionnaire preparation

Distribution of questionnaire

Collection of filled questionnaire

Interview of an employees

Analysis of responses

Conclusion


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COMPANY PROFILE:

MAHINDRA 2 WHEELER

PVT.LTD.PUNE.
http://en.wikipedia.org/wiki/File:Logo_Mahindra_two_wheelers.png


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Mahindra Two Wheelers

Mahindra two wheelers

Type Private

Traded as BSE:500520

Industry Automotive

Headquarters India

Area served Worldwide

Products Scooters,Motorcycles

Parent Mahindra & Mahindra Limited

Website mahindra2wheelers.com
http://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Ticker_symbolhttp://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=500520http://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://mahindra2wheelers.com/http://mahindra2wheelers.com/http://en.wikipedia.org/wiki/File:Logo_Mahindra_two_wheelers.pnghttp://mahindra2wheelers.com/http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Automotive_industryhttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=500520http://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://en.wikipedia.org/wiki/Ticker_symbolhttp://en.wikipedia.org/wiki/Types_of_business_entity


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Mahindra Two Wheelers Limited(MTWL) is a group venture owned byMahindra &

Mahindra Limited (M&M),which manufactures scooters and motorcycles.Mahindra

Two Wheelers Limited was founded in 2008, when Mahindra & Mahindra Limited

acquired the business assets of Kinetic Motor Company Limited.[1] MTWL has

partnered with Taiwan's Sanyang Industry Company (SYM) to help develop its

scooter portfolio, and with Italy-based Engines Engineering for research and product

design.

GROUP

Overview

Founded in 1945 as a steel trading company, we entered automotive manufacturing

in 1947 to bring the iconic Willys Jeep onto Indian roads. Over the years, we've

diversified into many new businesses in order to better meet the needs of our

customers. We follow a unique business model of creating empowered companies

that enjoy the best of entrepreneurial independence and Group-wide synergies. This

principle has led our growth into a US $16.2 billion multinational group with more

than 155,000 employees in over 100 countries across the globe.

Today, we operate in key industries that drive economic growth and cherish our

leadership positions in tractors, utility vehicles, information technology and vacation

ownership. We also have great presence in aerospace, agribusiness, automotive,

components, consulting services, defense, energy, financial services, industrial

equipment, logistics, real estate, retail, and two wheelers.
http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/SYM_Motors#Global_operationshttp://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/SYM_Motorshttp://en.wikipedia.org/wiki/SYM_Motorshttp://en.wikipedia.org/wiki/Mahindra_Two_Wheelers#cite_note-Mahindra_Acquires_Kinetic-1http://en.wikipedia.org/wiki/SYM_Motors#Global_operationshttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Motorcycleshttp://en.wikipedia.org/wiki/Scooter_(motorcycle)http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limitedhttp://en.wikipedia.org/wiki/Mahindra_%26_Mahindra_Limited


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Our federated structure enables each business to chart its own future and

simultaneously leverage synergies across the entire Group's competencies. In this

way, the diversity of our expertise allows us to bring our customers the best in many

fields.

Expansion

Mahindra and an independent India began their rise together. In 1945, two

enterprising brothers named J.C. Mahindra and K.C. Mahindra joined forces with

Ghulam Mohammed and started Mahindra & Mohammed as a steel company in

Mumbai. Two years later, India won its independence, Ghulam Mohammed left the

company to become Pakistan's first finance minister, and the Mahindra brothers

ignited the company's enduring growth with their decision to manufacture Willys

jeeps in Mumbai. The company's new name? Mahindra & Mahindra, of course.

The Mahindra brothers believed that new modes of transportation could be a key to

India's prosperity, so one of their first goals was to build rugged, simple vehicles

capable of tackling the Indian terrain. Early pioneers of globalization, the brothers

collaborated with a wide range of international companies and before long,

Mahindra's reach extended to steel, tractors, telecom, and more.

Now, after 65 years, Mahindra has grown from a humble local outfit to a US $15.9

billion corporation employing 155,000 people around the world. It's been quite an

adventure so far, and we're proud of our global leadership in utility vehicles, tractors,

and information technology, as well as our significant presence in financial services,

leisure and hospitality, engineering, trade, and logistics. As we accelerate into the

21st century, we'll continue to pursue innovative ideas that enable people to rise.


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The Mahindra Group's foray into the two-wheeler segment began with the acquisition

of business assets of Kinetic Motor Company Ltd. (KMCL) in 2008 extending

Mahindra's pedigree into the two wheeler space. We've come a long way, but the

journey has just begun.

The Vision:

Mahindra & Mahindra took birth when K.C. Mahindra visited USA as Chairman of the

India Supply Mission. There, he met Barney Roos, inventor of the rugged 'general

purpose vehicle' or Jeep and had a flash of inspiration: wouldn't a vehicle that had

proved its invincibility on the battlefields of World War II be ideal for India's rugged

terrain and its kutcha rural roads?


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Launch:

Mumbai, July 30, 2008: Acquisition of KMCL, Mahindra & Mahindra Ltd. (M&M),

India's leading automotive companies, announced that its Board of Directors

approved the acquisition of business assets of Pune-based Kinetic Motor Company

Ltd. (KMCL). The acquisition was done through a New Company to be formed. (New

Co.). The consideration for the acquisition is a sum of Rs.110 crores (subject to

closing due diligence) plus 20 percent stake to KMCL in the New Co. M&M holds the

balance 80 per cent of the equity.

The deal enabled Mahindra to design and market a range of scooters, value

engineered motorcycles and high-end motorcycles for the Indian and global markets,

helping it establish a robust, end-to-end two-wheeler business in every segment of

the industry.

The acquisition of business assets of KMCL is a defining moment in the history of

Mahindra as it gives us an opportunity to emerge as a full range player with a

presence in almost every segment of the automobile industry.


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Factory:

Mahindra & Mahindra has state of art manufacturing facility at Pithampur, near

Indore in Madhya Pradesh. The plant, products and processes are ISO 9001

certified from DNV.

Mahindra Two Wheelers Ltd. has an R&D unit located at Chinchwad, Pune,

equipped with necessary design and development facilities right from renderings to

prototype manufacture and testing. We also partner with Taiwan's Sanyang Industry

Company (SYM), a leading manufacturer of scooters, motorcycles and ATVs, to

develop our scooter portfolio. By combining these companies' niche expertise with

our own constant innovation and engineering experience, we ensure that our

customers receive the cutting edge of global technological advancement. With our

range of two wheeler vehicles, we strive to offer products that redefine the market

and consumer expectations with breakthrough technology. In the long term, MTWL

aims at becoming a product and technology-led marketing organization.


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PRODUCTS:

MAHINDRA RODEO RZ


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MAHINDRA DURO


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MAHINDRA FLYTE


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MAHINDRA KINE


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PERSONAL PROFILE OF MAHINDRA 2

WHEELER LTD EMPLOYEE

Concept:

Classification of personal profile:

The personal profile of an employeeis an important element particularly when we

go for as study or a research work. It becomes more important when we study or try

to evaluate the level of efficiency or the performance of the progress which has been

carried out to bring some conceptual or modular change in the exiting work culture of

the organisation. The personal profile which contains age, qualification, length of the

services, has deep relatively with his profession and knowledge about the

organisation in which he is working. The impact of HRD training and development

programmes on work efficiency of Mahindra employee is an attempt to find out the

favourable and unfavourable elements after induction of intensive training and

development programmed which are as follows:


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CONCLUSION

The HRD training and development programmes has been one of the strongest

device to bring total change within the shortest limited time and with the limited

available resources so that organisation business can be fulfilled in a positive

manners.

This study can be concluded with no. of positive and some negative aspects. The

employees of MAHINDRA TWO WHEELER LTD. are fully aware of the changed

environment and they have identified the importance of training and development

programmes and they have found that training is necessary to improve the skill and

efficiency of the employees.

In this regard the opinion and perception of the employees are similar on number of

factor but their opinion also differ on some factors. They are agrees that HRD is very

sensitive to the training needs of the employees and they have acceptable that the

employees have become more intelligent after getting training from HRD

department.

In the conclusion if this study which has been specially carried out within the

parameters of MAHINDRA TWO WHEELER LTD, it can be said that the overall

performance of HRD training and development of the employees of MAHINDRA has

certainly influence the efficiency and it has bought the employees towards positive

understanding about the changed environment and as per the needs of the

organisations.


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