TRAINING
PRACTICES AT
KAMCO LTD
Seena
Joseph
Roll no:29
MBA
INTRODUCTION
Kerala Agro Machinery Corporation Limited, a Government of Kerala
undertaking was formed with the intension of manufacturing power
tiller operated by diesel engine. The company came into existence
in Athani in Ernankulam district in 1973 when it started assembling
power tillers under technical collaboration from M/S Kubota Limited,
Japan. The product is now made in India and is suitably designed to
meet the Indian conditions. There are more than 1.5 lacks of
KAMCO power tillers operating in various states in India. Transport
Corporation of India Ltd. has been associated with KAMCO for about
25 years and transports material to all parts of the country. It is
here that TCI plays a major role in the movement of the machine
and also ensures availability of spare parts with all the dealers.
■ KAMCO's manufacturing facilities include Special Purpose Machines,
Specially built General Purpose Machines, and Imported machines. The
inspection facilities include modern inspection & testing equipment
.KAMCO have their own Metrology, Calibration & Engine Test Lab.
■ The following are the main Activities of the Company.
■ a) Manufacturing and marketing of Agriculture machines like Power
Tillers, Tractors, Power Reaper, Diesel Engines etc.
■ b) Power Tiller produced at Athani & Palakkad units. Major components
for Power Tiller are manufactured at Athani and all other components
bought out from dedicated Venders in India. There are around 250
vendors now.
■ c) Kalamassery unit produce Engine for Power Tiller
■ d) Power Reaper produced at Mala
■ e) Trading/manufacturing of other farm machines.
HR DEPARTMENT OF KAMCO
KAMCO’s human resource department plays a vital role in
overall productivity and efficiency of its workforce. The main
objective is to meet the organizational needs of the company
and the needs of the people hired by the company. Human
resource department provides expert advice and assistance
concerning personal matters. HR department helps to
maintain better relation between management and
employees. It includes joint consultation, collective
bargaining, grievance handling, disciplinary actions,
settlement of industrial disputes, etc
■ Human Resources
■ a) Total employee strength 567 persons
■ b) Periodical training is being conducted to improve the
performance levels of workmen
■ c) Mainly management development programmes
conducted for officers
■ d) Training programmes designed to specific
requirements based on individual needs
■ e) Periodical assessment of employees performance
carried out after training
HR DEPARTMENT STRUCTURE
■ Human recourse department deals with all the functions
related to the human recourses in an organization.
Ø Identify human recourses requirements, job specifications,
skill needs.
Ø Evaluate and select suitable personnel
Ø Maintain the competence of personnel through HRD method
Ø A personnel record sheet is prepared of very personne
Ø New appointments are put on orientation training for one or
two weeks duration
Ø Service training is given to permanent employees
■ Department head will assess the training needs and forward it to
HRD unit head. HRD committee will examine the training
requirement forwarded to the HRD head. HRD committee will
prepare training calendar. At the end of the year HRD department
will submit details of the training arranged to the MD and MR.
Ø On receiving training each employees of unit is required to submit
the training
report to HRD.
Ø Heads of the units prepare an evaluation sheet every six months
and is send to the HRD head.
Ø HRD or personnel and administration maintain personnel record
sheet
periodically assesses by the HRD committee assess
employee competence.
RECORDS MAINTAINED IN
HRD
■ 1. Personnel record sheet
■ 2. Oriented training report
■ 3. Training report
■ 4. Evaluation sheet
■ 5.Report to MR
TRAINING PRACTICES IN
KAMCO
■ In KAMCO during each calendar year, the supervisor assesses all the training
needs of all units. The suggestion of the department is put in the HRD committee
who will prepare a training calendar. General Manager informs to the Managing
director for inviting quotations from different outside trainers. Another step is the
impartment of training.
■ After this training HR department collects the training report from the participants
and also give evaluation sheets to the employees who participate on that training
after six months. For training programs nearly Rs. 150000 is allocated per year.
This form of training is for the permanent existing staffs of the company.
■ For new recruits awareness training or orientation training is given, from one
week to a month. After this training orientation report will be collected from each
department.
■ After analyzing the orientation report they will give
placement to the employees as a trainee under
probation. Probation period is for one year. After
satisfactory completion of probationary period the
employees will be placed in the regular pay scale.
■ In KAMCO there is a personal record sheet
containing all the personal information of the newly
joining employee. Additional training/competence
needs if any are identified and arranged to be
provided as per training calendar. Methods of
learning /training are evaluated for effectiveness, by
the HRD committee.
SUGGESTIONS
■ KAMCO follows only very few training practices So that the
company should adopt more training practices such as
■ Coaching:The supervisor will act as a coach. he will be giving
daily training and feedback. It includes continuous process of
learning by doing
■ Committee Assignments:The trainees will be given
assignments and they are asked to solve it within a duration
of time. In this methods trainee will attain knowledge and
skill. The trainees together solve the task and develop team
work
■ Conference:Many organization have adopted discussion type
of conference in their training programmes.Participants pool
their ideas and experiences. Conference method allows
SUGGESTIONS
■ The organization should take necessary
arrangements to make the employees aware
about up to date changes
■ Periodic review of the syllabus would be helpful in
maintaining interest of employees in training
programmes.
■ Feedback system should be updated and followed
up correctly
CONCLUSION
The training and development practices adopted by KAMCO
are centralized with adequate infrastructure. The policies are
well defined. Training has gained importance performance and
bring about measurable changes in knowledge, skills, attitude
and social behavior of employees.
Organizational training is undergoing a transformation.
Employee development = Employee Knowledge + Employee
Performance + Employee Skill. Training method refers to the
choice of training technique to attain and acheive knowledge
skill attitude and performance
