This project report by Anjita Kumawat for her Bachelor's in Business Administration focuses on her summer internship at Hindustan Machine Tools Limited, where she explored training and development needs within the organization. The report outlines the training process, techniques for improving employee skills, and the importance of feedback and motivation in enhancing organizational effectiveness. Additionally, it provides a comprehensive overview of HMT's history, product range, and operational structure.

1. 1
A
Project Report On
Training and Development
Submitted to
Dezyne E’Cole College Ajmer
By
Anjita Kumaawat
Towards the partial fulfillment of 3rd
year of Bachelors of
Business Administration.
DEZYNE E‟COLE COLLEGE AJMER
106/10, civil Lines, Ajmer 305001

2. 2
HINDUSTAN MACHINE TOOLS
LIMITED
Anjita Kumawat,
Bachelors of Business Administration
Dezyne E‟cole College, Ajmer
www.dezyneecole.com

3. 3
Acknowledgement
I would like to express my graptitude towards Hindustan Machine Tools
for giving me an opportunity to work as a summer intern for the duration
of one and half month as a part of training of our course. I express my
graptitude to all those who initiated and help me in the successful
completion of this project.
I express my sincere gratitude to HR Training Manager MR. Dev Patim
and our guide Miss Neha Bagga for supporting us during the project
work.
I also take this opportunity to express my indebtedness to Mrs. Vinita
Mathur principal of Dezyne E‟cole College Ajmer for her cooperation
and affectionate encouragement. I also thank to my all faculty members
for their suggestions and advices.
Also, I am thankful to my parents and family members who are my
source of inspiration in every field of life and due to them I am whatever I
am today.
Thanking you
With Regards
ANJITA KUMAWAT
BBA part 3rd

4. 4
Grade Sheet
Dezyne E‟cole College
10610 civil lines
Ajmer, 305001 (Raj)
Tel- 0145 – 2624679
This project report of Miss Anjita Kumawat of Bachelor of
Business Administration 2nd
year program of BBA has been
graded as-----------.
Thanking you
Principal
(Seal and Signature)

5. 5

6. 6
Synopsis
This project was undertaken as my summer internship at Hindustan
Machine Tools during the internship period of 45 days. I work on the
topic of Training and Development.
This project is actually focusing on identification of training needs,
selection of training techniques, improve current or future
employee’s ability, changing the employee’s attitude or increasing
skill and knowledge tried explaining the things through diagrams.
I reached at a conclusion that regular feedback, discussion with
employees, increasing motivation, this project is study procedure of
all activities I under took to deal with the Training and Development
and I hope I have attendant it well as per the knowledge and process.

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Email id
Dezyneecole@gmail.com
Website:
www.dezyneecole.com
phone: 0145-2624679
Education
Bachelor‟s of Business
Administration (BBA)
Dezyne E‟cole College, Ajmer
(2013-2014)
12th
from girls se. sec. school,
Nasirabad
(2013-2014)
10th
from girls se. sec. school,
Nasirabad
(2011-2012)
Anjita Kumawat
Management student
Profile
To be a successful manager we need to
focus on the way of communication and
all aspects of human behaviour. I thank
Dezyne E‟cole College to make me a
skilled person and make me ready for the
industry.
Skills
 Confidence & innovative
 Hard working & well disciplined
 Positive thinking
Interest
 Music and dance
 Playing games
Language
 English
 Hindi
Experience
 Internship at HMT, AJMER
 Doing projects, presentation at
college.

8. 8
Content
Chapter 1
 Introduction of management field
 Company profile
 HMT Machine Tools Ltd.
Chapter 2
 What is Training?
 How training used by administration (HMT)
Chapter 3
 Objectives
 Research Methodology
Chapter 4
 SWOT analysis
 Recommendation
 Limitation
 Conclusion
 Bibliography

9. 9
CHAPTER-1
Introduction of management field
About company profile
About company products

10. 10
Introduction of Management field
As per the studying criteria of three years of bachelors degree of management field
every student has to undergo a practical training of45 days. According to the interest
of the student the training is a vocational training in the organization to learn more
about the working scenario of an organization and a project by the person whom one
is posted during the training period. I had under go a practical from HMT, Ajmer.
In the present scenario the practical training is an essential part of management
stream. It helps an individual to visualize the management practices in the theoretical
aspects in which we have learnt Business Communication, Organizational
Behavior, Business Research, functional management.
After the completion of training period every student have to make a training report to
show case my work, which I had done in an organization in my training period. The
project report contain the chapters likewise, Company profile, Training and
development.
This project work is based on the above subjects whom we learn in our three year
degree program.
A project report is divided into two major parts the first is Primary parts which gives
a brief study about Company profile, training.
The second part is Secondary Part which gives a brief study about Research
Tools, training and development.
These are the aspects which I have discussed in my internship project work at
HMT,AJMER for 45 days.
This is the annual report which presents the aspects of the practical training taken by
me. The criteria on which I had undertaken my training and present my project work
is “Training and Development” for understanding the efficient and better
functioning of the organizations and for taking an practical knowledge about the
effective working of the organization to enhance and boost up my skill set.

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ABOUT THE ORGANISATION
When Indian achieved independence in 1947, there was hardly any
industrial base in the country. Right from the prior H.M.T. has played an
important role in providing the much needed industrial base as well as a
launching pad for the growth & development of country.
HMT was conceived by the government of India in 1949, and was
incorporated in 1953, with the objective by producing a limited range of
machine tools, required for building an industrial edifice for the country.
HMT limited was established in 1953 in technical collaboration with
Ms orleikon of Switzerland. Over the years, new products have been
added to its manufacturing range. It has technical collaboration with over
30 leading international engineering companies for manufacture for
various product HMT‟s diversified product range includes machine tools,
watches, tractors, printing press, Di-
casting and plastic and injection,
mounding machines, food processing,
CNC systems, Bal screws etc.
This unit was established as machine
tool Corporation of India limited in
January 1964 keeping in view the
government policy of differing new industries in under developed areas
of the country and achieving self-reliance in grinding machine tools
which were imported.
This unit was started 1970-71 with a production of Rs.8.64 lack faces
with difficulty in procurement of quality machine tool casing a captive
foundry plant was installed in 193 with a capital of about Rs. 2 core.
This unit was subsequently merged with HMT Ltd. On 1st
April 1975 as
sixth machine tool plant with this merger; the unit got backup of HMT.
The basic plant was established with the collaboration of the
Czechoslovakian firms, Ms Skoda Export, praha and German firm
WMW, then in East Germany.

12. 12
Today, HMT is a multi-product, technology engineering complex
with strengths comprising of:
 ISO-9000 accreditation
 The widest range of machine tools machine tools, ranging from
General purpose lathes to CNC turning machine centers.
 16 manufacturing unit/22 product Division
 Assets worth over US$ 250 Million
 Source of qualified and experienced manpower.

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FACTORY LAY- OUT
 Unit has two work shop Buildings- Building 1-1 Houses assembly,
painting, heavy parts, and High technology center and test floor.
Building 1-2 houses small parts,
medium parts, tool room and special
accessories, tool crib, tractor
hydraulics, heat treatment shop and
plant maintenance departments.
 Annexi houses civil
maintentence, vendor development
and sub-contracts, electrical
generation or destruction and
conservation.
 Stores building houses central
stores material planning and training
center.
 Pattern shop building houses
pattern shop and machine shop of
training center.
 Foundry shed houses mouldining sand-plant, core marking knocks
out, short lasting areas.
 Store foundry block houses personnel, designing, information
technology center, industrial engineering servicing and G.M.‟s office.
 Administrative building houses purchase, sales finance department.

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Technology base
Unit has machine shop well equipped with 186 nos. precision machine
such as CNC machine center,CNC lathes jig boring honing super
finishing machine, Plano -milling , slide way grinding milling & lathes
apart from these unit is also having heat treatment shop measuring
center , to measure high precision items & test pieces, material testing
laboratory, CAD center information technology center and foundry.
The unit has highly skilled and dedicated work force of 394 employees
(109 officers and 285 workers.) the unit has qualified and experified
design & engineering personnel to fulfill requirement of business
operation to the entie satisfaction of customers.
Unit business
 Manufacture of machine tools:
Wide range of CNC conventional, general purpose & special
purpose grinding machine (cylindrical, Centre less, internal, crank
shift, duplex, horizontal & vertical, tool & cutter) .the product
strategy is mainly focused on auto & auto – ancillary, engineering
and defense segments.
Unit product CNC double disc gender displayed in IMTEX 1998 at
New Delhi was conferred upon CMTI trust award for the best
innovative design of the year.
 CNC turning centers.
 CNC turning machine (lathe & machining center).
 Other machine like super finishing, Knife edge grinding, Gap grinding cot
grinding coil winding Needle sharpening Rotary table vertical surface grinding
etc.

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Reconditioning/ CNC retrofitting of machine tools
 Job orders/customer component manufacture:
 Hydraulic groups for defense.
Unit got national award for excellence in indigenization of defense store in the
category of mechanical engineering for the year 1993-94 this award was for
development and supply of Hydraulic unit for T-72 tank.
 Hydraulic lifts for tractors.
 High precision components / operation on job work basis for automobile industry
and BHEL.
 Jigs & cylinders for bank note press.
 Supply of castings.
Some other details of above Business Groups as follows:-
Machine tools:
1. Directorate-M.T. Bangalore
1 M.T. marketing Bangalore
2 printing Demonstration center Bangalore
3 Computer Integrated Mfg. Division Bangalore
2. FACTORIES:
2.1 HMT 1& 2 Bangalore
2.2 HMT 3 Pinjore
2.3 HMT 4 Kalamssery
2.4 HMT 5 Hyderabad
2.5 HMT 6 Ajmer

16. 16
3.REGIONAL OFFICES & SHOWROOMS:
Mumbai Pune Aurangabad Nagpur
Ahmedabad Bhopal Jabalpur Jaipur
New Delhi Chandigarh Kanpur
Faridabad
Kolkata Ranchi Bangalore Belagaum
Other Services Offered:
Chemical mechanical & metrological tests instruments calibration.
Training to customer / outsider / students pursuing engineering &
professional courses
Market standing:
The unit pioneered manufacturing technology for grinding machine in
India which was a mile stone for country‟s journey towered self- reliance
Unit has positioned itself as “Centre of excellence for grinding machine
solution” It caters to requirement of sun rising user like Automobile, auto
ancillaries tractors bearings. It also caters to requirement of general
engineering, Defense & power Sectors.
Reliability and precision are hallmark to have a fleet of 7500 machine
working in every corner of country & abroad.
Productivity & Quality:
Great emphasis is given on productivity and Quality in HMT. The unit
has achieved substantial progress in implementation of productivity
improvement activates i.e. KAIZEN, ISO-9000, Total customer
satisfaction TQM, multi-trade training, good housekeeping through 5-s,
waste Elimination, small group Activities etc. Unit was the first to receive

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the ISO-9000 certification in Rajasthan and second in HMT Unit, on
24.2.1994.
The unit has the distinction of getting “National productivity Award”
(Instituted by national productivity council if India),in machine Tool
Category for the year 1986-87 from the Hon‟ble president of India.
AWARDS WON
i. National productivity Award, in machine tool category for the year
1986-87.
ii. National award for R&D efforts in mechanical engineering sector in
1990.
iii. ISO-9001 certification 24th
February 1994 HMT Ajmer was the first
unit to receive this certification in Rajasthan & second in HMT unit.
iv. National award for excellence in indigenization of Defense stores
in the category of mechanical Engineering for the year 1993-94
This award was for development & supply of Hydraulic unit for T-
72 Tank.
v. MTA product, computer controlled double disk grinder CNC GDS -
22 displayed in IMTEX-98 at New Delhi, was confirmed upon CMTI
trust Award for the best innovative design of the year.
Unit has positioned itself as “Centre of excellence for grinding
machine solution” It caters to requirement of sun rising user like Auto
mobile, auto ancillaries tractors bearings. It also caters to requirement
of general engineering, Defense & power Sectors.

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HMT PRODUCTS

19. 19
HMT Ajmer unit profile
Date of registration 11-01-1967
Commencement of production 1970-71
Merger with HMT 01-04-1975
Capital Employed (as on 1.4.2007) 201 lacks.
Land area- total 178 acres
Plant foundry 62 acres
Township 116 acres
Covered area (plant) 31848 Esq.
No. of Quarters 136
Power required
units/month
4.00 laces
No. of employees (as on 31.7.2008) 429
No. of machines 250
ISO-9001 certified 1994
 Date of registration(as MTC
AJMER) : 11-
01-1967

 Commencement of production : 1970-71
 Merge with HMT
 1975
: 01-04-
 Capital employed
 Cr
: Rs.
30.71
 Unit situated area : 178
[62 areas : for factory
Campus
166 areas : for township
136 quarters
employees]
: for housing its
 Work force
 [officers :
 Workers :
 Cost of machines working in the
unit : 6 lakhs up to 1


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CR.60lakhs
 No. of machine shops : 180
 Working shifts : 4
[„A‟ shift
:
(6.00 am to 2.00am)
„B‟ shift
:
(2.00pm to 10.00pm)
„C‟ shift
:
(10.00pm to 8.00am)
„General‟ shift
:
(8.30am to 4.30pm)]
Other services offered:-
1) Manufactures of hydraulic groups for defense, hydraulic assembly for tractors.
2) Manufactures of high precision and assemblies.
3) Manufactures of jigs and fixtures and tooling for various machinery.
4) Supply of casting.
5) Reconditioning and retrofitting of old machines.
6) Chemical, mechanical and meteorological tests.
7) Checking and calibration of instruments and machines.
8) Training to outsiders/students/customers.

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HMT Ajmer unit profile
The unit was established at Ajmer as “MACHINE TOOL CORPORATION
OF INDIA LIMITED” a government of India undertaking in January, 1967
bin collaboration with M/s.WMW. GDR, the three East Germany, for the
purposes of marking India self-reliant in manufacture of precision grinding
machine. This unit was merged with M/s. HMT limited in 1975.
From 1.4.2000 it became a unit of HMT MACHINE TOOLS LTD., a wholly
owned subsidiary of HMT limited.
This unit is situated over 178 acres of land, out of which 62 acres are for
factory campus and 116 area for township comprising 136 quarters for
housing its employees with community center, club playground, etc.
Different departments of HMT, Ajmer
1. Human Resource Department: headed by joint general manager
(HRM) this department is setup with an aim of conservation and proper
utilizations of human resources and is also management. The other
important functions of this department are performance appraisal and
different welfare activities for the employee.
2. Manufacturing and Assembly Department: Headed by JGM
(manufacturing). HMT Ajmer‟s manufacturing environment is advanced
this department also looks after utilizing only the latest production
techniques in all phases of manufacturing maintenance. This assembly
of individual component. There sub assembly after inspection passes on
group assembly, which consists of head stock assembly, saddle,
gearbox, tail stock assemblies etc. Electrical are also inter faced and the
machine is ready for final testing and printing of plant and equipment.

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3. Service & Inspection Department: Headed by DGM. This
department is responsible for inspection of the M/C‟s. This department is
concerned with the inspection of various components and machine
being manufactured. The individual components at several of
manufacturing followed by the inspection of the whole machine while
included final runs etc. Inspection of incoming material is also handled.
4. Materials department: Headed by JGM. It is responsible for all kinds
of purchases made by unit. This department also maintains a central
store and looks after appropriate levels.
5. Planning Department: Handed by Chief Engineer planning. The
main functions of the planning department are as under:-
 Time calculations for each operation Job card booking of workers in
shifts.
 To prepare monthly progress reports for the production activities carried
out in shop.
 To calculate manpower and machine available, accordingly new
machine are ordered and component.
 Counting of products and component.
 Prepare machine and sectional layouts
6 Design Department: headed by JGM. Its functions are:-
 Design & development of products.
 Vendor development for new items.
 Drawing of component, group assembly, special assembly etc.along with
master part list (BOM) for machine.
 Designing the type of material required for each component grade such
as casting alloy etc.
 Testing & trials of machines.
 Marketing of special purpose machine.

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7 Foundry department: headed by JGM foundry. This department is
administratively under HMT Ajmer, but functionally under executive
director.
8 Finance department: Headed by AGM finance. The functions of this
department include maintenance of all accounts of the company. The
balance sheet is finally prepared which is sent head office for the
preparation of combined balance sheet. The costing section of this dept.
is responsible for the computing of each product of that the selling price
may be determined accordingly.
9 Sales departments: is headed by DGM. This dept. is dividing into 3
sections viz. sales, spares and reconditioning. These functions of sales
sections are the execution of sales order and to dib for contracts through
tenders. The function of service section is to provide after sales & also
looks after customer‟s complaints and supply of spares.
10 Security departments: this is headed by Asst. security office
main function of this dept. Is prevention of theft, sabotage and
maintenance of industrial security within the HMT compound including
township.
11 Quality Assurance Department: Dy. General Manager heads
this department. This department also looks after the feedback received
from marketing division so as to make improvement accordingly.

24. 24
HRD Activities:
The unit has got well – equipped training center to facilitate periodical
HRD Activities, vocational training to student‟s customers, training etc.
HRD programmers are periodically arranged for PID/KAIZEN
recommendations ISO 9000/ Total customer happens / TQM multi trade
training computer awareness and operation.
The unit has provided amenities such as town ship consisting of 136
Quarters Transport facilities for school going children, canteen, sports,
and facilities etc.
Hierarchy in the organization
The organizational hierarchy of HMT MTL Ajmer is based on functions.
General
Manager leading the unit, assisted by the General Manager, directly
controls in different department.
The organization hierarchy consists of seven management levels in all.
They are listed below in descending order:
 General manager
 Joni general manager
 Deputy general manager
 Assistant general manager
 Manager
 Deputy managers
 Foremen

25. 25
PS-X WS2
PS- IX GM WS-1
PS VIII JGM WG-6
PS-VII DGM WG-5A
PS-VI AGM WG-5
PS-V MGR WG-4A
PS-IV DY MGR WG-4
PS-III FORMAN WG-3A
PS-II SUPERVISIORY WG-3
PS-I JR.SUP WG-2A
WG-2
WG-1A
WG-1
PS-X WS2
PS- IX GM WS-1
PS VIII JGM WG-6
PS-VII DGM WG-5A
PS-VI AGM WG-5
PS-V MGR WG-4A
PS-IV DY MGR WG-4
PS-III FORMAN WG-3A
PS-II SUPERVISIORY WG-3
PS-I JR.SUP WG-2A
WG-2

26. 26
CHAPTER-2
Project study
About HRM
What is training?
How training programmed used by
administration (HMT)

27. 27
Project study
As an intern, I had done my internship of 45 days from HMT Machine
Tools Limited, Ajmer. The internship period was started from 1-06-16 to
15-07-16. I had worked under the guidelines of MR Sameer Khan. The
study has been conducted for gaining particular knowledge about the
training system of HMT, that how HMT works for the betterment of their
performance. During the period of Internship, I had been managing
things regarding the training. The study helped me to know that why the
training and development is necessary in the organization. I had also
gained some knowledge regarding the tools and techniques which are
needed to training of an organization. As a intern it was a great
experience and opportunity for because it helped in developing my skills
and knowledge regarding training and development and also helped me
to understand the working criteria of the company.

28. 28
DGM (HR)
AGM(HRM)
T&D Transport Civil &
estate
Medical
Senior engineer &
training
Deputy engineer
training
Engineer training
Welfare
Industrial
Contract labour HRM function

29. 29
(Human resource management)
Human beings are a resource to an organization. The management of human
resource is very complicated and challenging task for those who are entrusted
with successful running of an organization and this implies considerable
knowledge of various aspects of human resource including that of industrial
law, sociology and administration. The discipline of human resource gain
importance since professionalization of management as also globalization.
Executives have the moral obligation of the organization they manage and the
‘’ human resource’’ they employ which they can fulfill only when they have a
background of both theoretical and
conceptual knowledge of subject.
 Human resource management
with the most effective use of
people to achieve organization
and individual goals. It is a way
of managing people at work so that they give their best to the
organization.
 In this way, Human resource management is the proper arrangement of
employees and their effective organization, direction, training.

30. 30
A Human Resources Manager has several functions in
a company:
 Determine needs of the staff.
 Determine to use temporary staff or hire employees to fill these needs.
 Recruit and train the best employees.
 Supervise the work.
 Manage employee relations, unions and collective bargaining.
 Prepare employee records and personal policies.
 Ensure high performance.
 Manage employee payroll, benefits and compensation.
 Ensure equal opportunities.
 Deal with discrimination.
 Deal with performance issues.
 Ensure that human resources practices conform to various regulations.
 Push the employees' motivation.

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Training and Development
Meaning
The employees must have
theoretical and practical
knowledge of the work he is
required to perform. The
theoretical knowledge can be
gained in educational
institutions but for the
practical knowledge training is
required.
We generally see that when a new machine is installed in a factory it
is operated on trial basis before going into actual production
Training is the acquisition of knowledge, skills, and competencies
as a result of the teaching of vocational or practical skills and
knowledge that relate to specific useful competencies. Training has
specific goals of improving one's capability, capacity, and
performance.
Training is concerned with increasing the knowledge and skills of
employees for doing specific jobs, and development involves the growth
of employees in all aspects. Whereas training increases job skills,
development shapes attitudes of employees.

32. 32
Definitions
 Training is the act of increasing the knowledge and skills of employees
for doing a particular job. The major outcome of training is learning. A
trainee learns new habits; refined skills and useful knowledge during the
training that helps him improve performance.
 Training is the organized procedure in which people learn knowledge
and skills for definite purpose.
 Training is a planned program designed to improve performance and to
improve performance and to bring about measurable changes in
knowledge, skills, attitude and social behavior of employees for doing
particular job.
 Training is a practical and vital necessity because it will be helpful in
reducing fear, dissatisfaction, complications and indiscipline.
 Training help in bridging the gap between existing performance ability
and desired performance level.
 Training generally aims at improved individual performance, improved
job satisfaction and improved organizational effectiveness.
 Training is the organized procedure by which learned knowledge and
skills of an employees for doing a particular job.

33. 33
Importance of training
 Provides knowledge of techniques at various levels.
 It helps organization to achieve the desired goals.
 Increase in production and productivity.
 Proper use of machines and equipments.
 Lesser accidents.
 Provides new specialized skill in man point.
 Improved quality of goods.
 Helpful in the development of the business.
 It is important in both employers and employees.
 It is important to make workers alert and active.
 It is essential to increase productivity and reduce cost of production for
meeting competition in the market. Effective training can help increase
productivity of workers by imparting the required skills.
 The customers have become quality conscious and their requirement
keep on changing. To satisfy the customers, quality of products must be
continuously improved through training of workers.
 Systematic training through trained instructors is essential to reduce the
training period. If the workers learn through trial and error, they will take
a longer time and even may not be able to learn right methods of doing
work.
 Trained workers can handle the machines safely. They also know the
use of various safety devices in the factory. Thus, they are less prone to
industrial accidents.
 Training creates a feeling of confidence in the minds of the workers. It
gives them a security at the workplace. As a result, labour turnover and
absenteeism rates are reduced.
 Training can be used as an effective tool of planning and control. It
develops skills among workers and prepares them for handling present
and future jobs. It helps in reducing the costs of supervision, wastages
and industrial accidents. It also helps increase productivity and quality
which are the cherished goals of any modern organization.

34. 34
Training methodology in HMT machine tool Ltd. Ajmer
The first step to start training program is to ask data from the personnel
department of the company to know the training need of the work force and
the level of each group of workers through a well designed Performa.
The second step is evaluating the level of training of each group of
workers. Then arranging the need of the training in a sequential manner
according to the priority and as per the strategy.
The third step a training calendar for the entire year is prepared. Then
faculties/ Experts are contacted to book them as per the schedule.
The fourth step The respective departmental heads are advised to
send the workforce under them for the training on schedule data as per the
calendar already advised to them.
Final step After imparting training and after a certain lapse of time the
respective departmental heads are advised to send improvement report of
the workers and any feedback and suggestions for improvement.
These data and suggestions are analyzed for consideration for
improvement in training need.

35. 35
Study about how training programmed is used by administration
(HMT)

36. 36
Training format
who when How other
Trainer Participant Date Duration Method Results
Comments

37. 37
Process of training followed by HMT
Collection of data from all
department
Arranging of
training needs
Preparing training
schedule
screening
schedule
send improvement
report/feedback

38. 38
Methods of training in HMT
The process of training has been in practices since ancient days. The
training in olden days was impacted by master artists, known as (GURU)
or (USTAD). The trainee had to live with GURUS and learn the job with
him but now, due to the changes in the social structure, the following
methods of training are adopted.
on the job
off the job

39. 39
On the job training
This is the method of training, where workers learn by doing. Workers
are placed on the job. They work under the guidance and supervision of
supervisors or experienced employees. They carry out their orders and
instruction and follow the technique of operation advised by them. In this
way they are able to learn the work practically. Problems faced by
worker are immediately tackled; doubts if any removed and effective
leadership offered. In this way, he goes on learning step-by-step by
doing practically his job and reaches mastery level.
ON THE JOB
vestibule
method
teaching
machine
method
job
rotational
method
under
study
method

40. 40
Vestibule training
Workers are trained in the special separate part of the organization on
specific job. The training is imparted by specialized and experienced
experts. The learner gets both theoretical and practical knowledge. After
the successful performance of the training, workers are placed on similar
jobs in the factory.
Under study method
It is another method of „on the job training‟. Under this method, the
worker or the new employee is imparted training by senior and
experienced employees. The method lacks motivation because the
employee has to continue training for a long period. The employee has
to work and learn as the understudy of the senior employee.
Teaching machine method
Under this method slides regarding work are prepared workers are
shown pictures and told the right technique of operating equipments. If
any process is difficult, it may be repeated.
Job rotation method
It is broad based training, wherein the employee has to rotate from one
job to other job, from one department to other department, one section
to other section and from one work to other work, so that he may learn
the working of various department.
Generally „on the job training‟ is provided to office personnel, because
the office work is supposed to be easy and simple.
On the job training is an effective method, because it is based upon the
law of learning.

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Off the job training
Conference/lectures and seminar method
Top level management holds conference and
shares his views with the employees. He tells
employees about the latest development in the
field and new ideas. He also makes them aware
with the forbids their repetition. Workers call also
get solutions of the problems by asking certain
question. This is very easy method and is
adopted at all levels of training.
conference/Lectures and seminars method
Internship trainingmethod
Discussion or class room training
Case study method

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Internship training method
In order to make effective coordination between theoretical education and
practical training, this method is adopted. In medical, auditing,
management and lawyer‟s profession internship training is essential. The
candidates while in institutions, or sometimes even after their theoretical
education receive internship training in hospitals, courts, management
institutions and auditing firms.
The method makes familiar with the complications and intricacies of the
work but on the other hand, this method is time consuming.
Discussion or class room training
The trainees assemble in the class-room and hear the lectures delivered
by specialists and professors in the field. They gain specific knowledge
and remove their doubt-and seek clarification by mutual discussion.
Case study method
In order to solve many management problems the social, economic and
technical aspect of the problems is to be studied. Here, in this method,
the worker is entrusted with the problem. He is briefed about it and asked
to study its various aspects and suggest the solutions. The worker while
tackling the problem learns a lot of things.

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Rules and regulations for training
 Accidents/Injuries
All accidents or injuries occurring on training ground must be reported
immediately to the attending instructor and to the administrative
office.
 Cell phone
The use of cell phones during course instruction is prohibited. Phones
may only be used during class breaks.
 Eating /Drinking
Food and beverage are not allowed in the classroom.
 Smoking
Is not permitted inside training ground.

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 Telephones messages no
 Phone messages will be delivered during class expect in emergent
situations.
 No late coming shall be allowed.
 Every trainee shall be present at his place of training in accordance with
the program prepared and notified.
Finding training needs and training benefits
Need of training
 To improve individual performance.
 To improve job satisfaction.
 To improve organizational effectiveness.
 To improve creativity of the employees.
 To remove fear.
 Technological advances.
 To match the employees specifications with the job requirements.
 Change in the job assignment.
Training benefits
a) Increase in production and productivity.
b) Proper use of machine and equipments.
c) Lesser accidents.
d) Improved quality of goods.
e) Helpful in the development of the business.
f) Improved profitability.
g) Improves relationship between bosses and subordinates.
h) Improves quality of work.
Creates an environment of growth, communication, mutual trust

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Advantages of training to employees
1. Easy employment
A trained worker has better chances of getting jobs as compared
to untrained worker.
.
2. Increased efficiency and productivity
Trained worker has the practical experience of real situations of
the work and knowledge of equipments, which increase his
efficiency and productivity.
3. Better chance of promotion
As the trained employee has the requisites qualification and
training he can be promoted to higher grades and position, more
easily than untrained worker.
4. More adoptability
The trained employee can easily adopt the up to date modern
methods, techniques, and changes in the work.
5. Boosting Moral.
A trained employee has theoretical and particle knowledge of the
work. Develops self confidence and works with overall command
of situation.

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CHAPTER-3
Objectives
Research Methodology

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Objectives
 To become familiar with training procedures.
 To suggest means of improving the training programs.
 To make labour force more useful.
 To know about the training of HMT.
 How HMT trained the employees.
 Format used to trained employees.
 Increasing the efficiency of employees.
 Familiarity with the working conditions.

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Research methodology
An appropriate methodology in an essence of any research work. The
success of any project depends. Upon the method choose. The study of
product of HMT machine Tools Ltd. Ajmer is historical, descriptive and
analytical in nature. The data and information required has been made
available from the several of sales department.

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Interaction with employees about training in HMT
1) What are the main barriers to training and development in
your organization?
Conclusion
The mostly employees told that the main barrier that they face in training
is time. Some employees are not interested in training and few
employees told that they are facing money problem and skilled trainers.
2)From the following training methods under which
training method you have trained?
Conclusion
The organization trained their employees mostly by on the job method of
training and less use of off the job training method and other type of
methods.
3) Which department do you work?
Conclusion
Mostly employees told that they work in manufacturing department and
some employees told that they work in IT department and only few
employees told that they work in sales and research department
4) Which type of employees you are?
Conclusion
The mostly employees told that they are full time worker and few
employees told that they are part time employees.

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CHAPTER-4
SWOT analysis
Limitation
Recommendation
Conclusion

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SWOT analysis of HMT
Strength
1) It is multi dimensional multithread organization and its pioneer in
machine tools in India having large wide marketing and after sales
services network.
2) It has very sound base for training for the newcomers and in depth know
how to available with the company
3) Emerging capabilities in the CNC segment.
4) Quality orientation.
5) ISO-9001 certified
Weakness:
1)Investment in R&D inadequate due to high cost of funds.
2)Low pace of technology up-gradation
3)Low return on investment.
Opportunities
1) In year 2000 government has supported financial to the company for
restructuring their business plans reducing man power and improve
productivity by automation of machine.
2) Access to international technology.
3) Centre for precision manufacture parts.
4) Centre for detailed designs based on international concepts.
Threats
1) Every private organization is allowed to purchase second hand
machinery under open general license from any country.
2) Cheaper imports cutting into share of Indian machine tools.

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Recommendation
 HMT machine tools, has a very elaborate step by step training system,
the system is very effective to update the employees to the latest
techniques being implement in industry. But the human factor makes this
system not 100% effective.
 As the above discussion clearly indicates that organization is managing
the training programmer very effectively but then too no system is 100%
perfect and there is always a scope of improvement.
 Through subjectively can‟t be avoided but it can be trained to reduce the
subjective element.
 Giving feedback or discussion with the employees after the
programmers should be organized.
 Communication gap should be reduced.
 Create a clear picture of the training in the mind of employees which will
make them aware about the programmer how the programmer is going
to benefit then personally and eventually the company as a whole.
 Outgoing pr regular feedbacks both from trainees and faculty members
are a must.
 Counseling decisions should be open and frank.

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Limitations
 The project has been working upon the existing framework the
company already decided upon the training programs thus limiting
the area of study.
 HMT being the public sector enterprise has an obligation towards,
government and public. So some of the recommendation to
increase profitability can‟t be implemented.
 With such a dynamic world the need of hour is time evaluation of
the training programs which is necessary to judge the ability of
employees.
 The project has been working upon the existing framework. The
company has already decided upon the target thus limiting the
area of study.
 For HMT machine tools Ltd., Ajmer products total market consists
of Indian Industrial as well as customers so due to time and
financial limitations it was not possible to control with them.
 The sole limitation of the project is that the primary data relating
sakes the buyers could not be collected.
 HMT being a public sector enterprise has an obligation towards
other government enterprises so some of the recommendations to
increase profitability cannot be implemented

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Conclusions
a. Most of the employees were satisfied with the programmer. The
unanimous opinion was that the subject was thoroughly covered and the
programmed management was good.
b. It was also a general opinion that company will benefit from such
programmer and zeal was shown for more of such programmer.
c. The trainers were very happy with the teaching method adapted to
provide best possible training.
d. The trainees were highly satisfied with the behaviour of coordinator and
the arrangement done by management to provide the training.
e. In employees opinion the time allotted for training was insufficient.
Through they felt the subjects covered were adequate but due to
shortage of time the entire subject could not be breached upon.
f. The trainees were frank telling about the areas the training programmer
lacked in, they felt these could be improved. They felt more time should
be allotted to such programmers as it updates employees and brings
then in part to latest techniques and methods being implemented in the
industry.

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Bibliography
 www.hmtindia.com
 Other websites & informative materials
 Books
 Author: C.B. Mamorias
 Title: personnel management
 Place of publication: Himalaya publishing house
 Previous summer training report