Project On Training & Development IN TASL.docx

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Acharya Institutesof Graduate Studies
“A Study on the need of Training, process & Overview with reference to
Tata advanced systems Ltd”
Dissertation submitted in partial fulfilment of the requirement for the
Award of the Degree
BACHELOR OF BUSINESS ADMINISTRATION
OF
BENGALURU CITY UNIVERSITY
Submitted by
ANSHU
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Under the guidance of
Ms Sushma, MBA
Assistant Professor
DEPARTMENT OF MANAGEMENT
ACHARYA INSTITUTE OF GRADUATE STUDIES
SOLDEVANAHALLI, BENGALURU-560107
2020-2021

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DECLARATION
I Anshu hereby declare that this project entitled with “A Study on the need of
Training, Process& Overview with reference to Tata advanced systems Ltd”
is a bonafied record originally done by me under the guidance of Ms Sushma.
Being submitted to Bengaluru City University, in fulfilment of the requirement
for the award of the Degree of Bachelor of Business Administration during the
Year 2020-2021.
I declare further that this report is my original work and has not been submitted
to any other University, Institute for the award of any Degree, Diploma or any
other similar titles.
Place: Bengaluru Anshu
Date: / / ######

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ACKNOWLEDGEMENT
The sense of achievement and euphoria that company’s completion of any task
this project work would being incomplete without expression of simple gratitude
to the people who made it possible because success is the culmination of hard
work cogency for fulfillment of the mission. I would acknowledge all those
responsible for making me successful in this project work.
At the very first outset I would like to thank Dr.Gurunath Rao Vaidya,
Principal, Acharya Institute of Graduate Studies for giving me an opportunity to
do this project work.
I would like to thank Dr.M Sudha , (HOD) Acharya Institute of GraduateStudies
for her kind support in shaping this report.
I avail this opportunityto express my deep senseofgratitude to my internal guide,
Ms Sushma.
I would like to thank God, My parents, and my best friends.

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Declaration
I, Anshu, do hereby declare that the project titled “A study on the need of Training, process
& Overview with reference to M/S Tata advanced systems, Bangalore” is an original work
done by me under the guidance of MR RAJESH BHIST, HR Manager TASL. I further declare
that the study is not previously formed the basis for the award of any award, research, or any
similar title recognition.
Place: Anshu
Date: #######

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Content Table:
s.no Contents Page no.
1. Chapter 1 9
1.1 Benefits of Training & Development 10
1.3 Types of Trainings 13
1.4 Training process 15
1.5 Flow Chart of Training 16
2. Chapter 2 17
2.1 Review of Literature 18
2.2 Objectives 21
2.3 preface 22
2.4 Scope of the Study 23
2.5 Need of the study 24
2.6 Limitations of the Study 25
3 Chapter 3 26
3.1 Industry profile 27
3.1.1 A&D value chain 28
3.2 Company profile 29
3.3 Products & Services 30
3.4 Competitors 34
3.5 Awards & Achievements 38
3.6 Corporate social responsibility 40
4. Chapter 4 41
Graphs: Analysis & Interpretation 42
5. Chapter 5 48
5.1 Findings 59
5.2 Suggestions 60
5.3 Conclusions 61
5.4 References 63
5.5 Questionnaire 64

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Table of Graph:
S.no Graph Name Page No
4.1 Types of Training in TASL 47
4.2 Male-Female Ratio 48
4.3 The program objectives were clearly communicated &
were fulfilled
49
4.4 I received a timely intimation about the programme 50
4.5 The training programme was linked to my training
need
51
4.6 The course content was relevant to my current job &
will help me develop skills that will facilitate my work
(1-5, 5 being the best)
52
4.7 To what extent has your understanding of the subject
improved / increased as a result of the program?
53
4.8 The coordination & supporting arrangements at the
training venue was well managed
54
4.9 Trainer had communicated subject matter in an
effective way, using practical examples
55
4.10 Trainer had created a comfortable, an open learning
environment
56
4.11 The trainer was able to satisfactorily respond to
queries
57
4.12 Overall Rating of the Program 58

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Chapter 1
INTRODUCTION

A study on need of Training, Process & Overview with reference to Tata advanced systems.
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1. Introduction
Human Resource is an important part of the Management. It is the division of a business that
is charged with finding, screening, recruiting, and training job applicants, as well as
administering employee-benefit programs. HR plays a key role in helping companies deal with
a fast-changing business environment and a greater demand for quality employees in the 21st
century.
Training & Development is an important type of Human Resource. It refers to educational
activities within a company created to enhance the knowledge and skills of employees while
providing information and instruction on how to better perform specific tasks.
Training enhances skills of an employees. It helps to increases efficiency of the particular
company.
Training is expensive in nature. There are chances too that employees may quit after getting
training in the company.
1.1. What is the need of Training & Development?
1. Improves morale of employees: - Training helps the employee to get job security and
job satisfaction. The more satisfied the employee is and the greater is his morale, the
more he will contribute to organizational success and the lesser will be employee
absenteeism and turnover.
2. Less supervision: - A well trained employee will be well acquainted with the job and
will need less of supervision. Thus, there will be less wastage of time and efforts.
3. Fewer accidents: - Errors are likely to occur if the employees lack knowledge and skills
required for doing a particular job. The more trained an employee is, the less are the
chances of committing accidents in job and the more proficient the employee becomes.

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4. Chances of promotion: -Employees acquire skills and efficiency during training. They
become more eligible for promotion. They become an asset for the organization.
5. Increased productivity: -Training improves efficiency and productivity of employees.
Well trained employees show both quantity and quality performance. There is less
wastage of time, money and resources if employees are properly trained.
6. Skills Development: - Training helps to enhance skills and they helps employees to
work efficiently. Types of skills:
 Technical skills: Technical training refers to specific vocational training, meaning the
hard skills that employees need to perform their daily job tasks and that managers can
clearly measure in terms of proficiency.
 Soft Skills: Soft skills training aims to improve one’s people skills. The term is usually
used in contrast with hard skills, which refers to the specific technical expertise or other
professional knowledge that is unique to one’s job. Some examples of soft skills are
customer service, interpersonal communication, and business etiquette.
 Problem solving: Problem solving training is a second therapeutic intervention, used
if the gambler shows poor problem-solving skills when coping with excessive gambling
activities.
 Decision Making: Making decisions and solving issues is made much easier when we
have a set of tools and processes at our disposal. These training course materials aim to
give your participants the skills that will help them to understand decisions, define
problems, evaluate options and make the best choices.
 Leadership skills: Leadership training is a type of business training that aims to help
people develop the skills they need to be able to supervise those who are working
beneath

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them. Leadership training may be provided as part of a general business curriculum or
as a separate area of study.
 Conflict Resolution: Conflict resolution training Peace education programs centered
on conflict resolution typically focus on the social-behavioral symptoms of conflict;
they train individuals to resolve inter-personal disputes through negotiation and (peer)
mediation.
1.2. Benefit of Training & Development
Training is a learning process, which involves the attainment of knowledge, sharpening of
concepts, skills, rules, and improving of behaviors and attitudes for enhancing the performance
of the employees of an organization. Training is organizational activity that leads to skilled
behavior. It helps the employees learn to achieve the goals of their organization. It helps them
know the exact ways of reaching a particular level. and provides them the knowledge to fulfill
their dreams successfully. Thus, a training has numerous benefits both for the organization and
the employees. A few of these benefits are:
1. Makes employees remain competitive: The world business is changing continuously;
introduction of new technology make market even more competitive. So, for the
survival in the industry, one need to be updated by the latest technology.
2. Keeps the employees motivated: keeping updated to new technology, developing new
skills makes them more productive and also saves from boredom. And
3. Training needs huge investment, so employees think they are valuable for the company.
4. Helps develop positive attitude: Training like leadership skills / Soft skills helps to
develop positive attitude. That directly or indirectly helps company.
5. Cost effective: Training is a cost-effective method of running an organization. It helps
in reducing employee turnover and reduces the expense of hiring new employees.
Training boosts up the bottom line and helps to reduce the organizational costs by

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lessening wastage of time and materials, costs of maintaining machinery and equipment
and accidents at the workplace thus leading to low insurance premiums and reduced
absenteeism.
6. Improves bottom line: Employee training helps in improving employee performance
and productivity. This in turn results in an improved business and bottom line.
7. Helps in staff retention: Regular induction and on the job training helps in staff
retention.
8. Enhances quality and productivity: Regular training, which is capable of meeting the
needs of both staff and the organization can help in increasing the quality and
productivity of business. It helps to foster accuracy, efficiency, and greater customer
service
9. Creates flow on effect: When training is provided to employees of one particular
department, its benefits flow through to almost all departments and levels of the
organization.
1.3. TYPES OF TRAINING
1. Induction or Orientation Training: Introducing a new employee to the organization’s
environment comprising of a day-to-day functioning, products, services, rules and
regulations are termed as Induction or orientation training. The purpose of such training
2. is to reduce the nervousness of a new joinee, by making him accustom to the working
environment. It is also called as an orientation training, which means giving a fair idea
to the new employee about, what he is supposed to do in the organization.
3. Job Training: This training is job specific and is given to the employee who has to
perform that job. Under this training, the information about the machine, the process of
production, methods to be used, the safety measures to be undertaken, etc. are
explained. Through this training, the employee develops the confidence and the
necessary skills, that enables him to perform his job effectively and efficiently.

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4. Safety Training: The safety training is given to the employees so as to minimize the
number of accidents caused due to the handling of machines or other equipment. Under
this training, the employees are given the safety instructions on the usage of machinery
and the other dangerous devices.
5. Apprenticeship Training: Under this training, the worker earns while learning. This
training is generally given to the technical staff, craftsmen, plumber, etc. who are
required to work under the superior for a relatively longer period, until he gains the
expertise in that particular field.
6. Internship Training: Under this type, the educational or vocational institutes have an
arrangement with the industrial institutes to provide practical knowledge to its students.
Sometimes, the companies also offer the pre-placement offers to the trainees on the
basis of their performance during their internship program.
7. Refresher Training or Retraining: As the name implies, the retraining or refresher
training is given to the old employees with the purpose of improving their efficiencies.
They are introduced to the new methods and technologies that would result in the
increased productivity and reduces the monotony in their daily work.
8. Promotional Training: This training is given to the potential employees, who can be
promoted to the senior position in the organization. The promotional training is given
in advance so that employee gets accustomed to the new roles and responsibilities and
do not get nervous at the time of promotion.
9. Remedial Training: This training is given in order to overcome the shortcomings in
the behavior and performance of old employees. Due to the invention of technology,
the employees may resist to accept the change and cause a disturbance in the
organization. Therefore, such training is given to make them understand the importance
of change and its necessity in the operations of business. This training is generally given
by the psychological expert.

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1.4. Training Process
Step 1. Identifying Training Needs:
Training need is a difference between standard performance and actual
performance. Hence, it tries to bridge the gap between standard performance and
actual performance. The gap clearly underlines the need for training of employees.
Hence, under this phase, the gap is identified in order to assess the training needs.
Step 2. Establish Specific Objectives:
After the identification of training needs, the most crucial task is to determine the
objectives of training. Hence, the primary purpose of training should focus to bridge
the gap between standard performance and actual performance. This can be done
through setting training objectives. Thus, basic objective of training is to bring
proper match between man and the job.
Step 3. Select Appropriate Methods:
Training methods are desired means of attaining training objectives. After the
determination of training needs and specification of objectives, an appropriate
training method is to be identified and selected to achieve the stated objectives.
There are number of training methods available but their suitability is judged as per
the need of organizational training needs.
Step 4. Implement Programs:
After the selection of an appropriate method, the actual functioning takes place.
Under this step, the prepared plans and programs are implemented to get the desired

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output. Under it, employees are trained to develop for better performance of
organizational activities.
Step 5. Evaluate Program:
It consists of an evaluation of various aspects of training in order to know whether
the training program was effective. In other words, it refers to the training utility in
terms of effect of training on employees’ performance.
Step 6. Feedback:
Finally, a feedback mechanism is created in order to identify the weak areas in the
training program and improve the same in future. For this purpose, information
relating to class room, food, lodging etc., are obtained from participants. The
obtained information, then, evaluated, and analyzed in order to mark weak areas of
training programs and for future improvements.

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1.5. Flow chart – Training Process

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Chapter 2
RESEARCH DESIGN

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2.1. Review of Literature
Review of Literature 1: On the basis of the analysis made, the
following findings & conclusion are drawn:
Maximum number of the employees finds healthy environment at the work place. Lack of
interest in employees act as a barrier in training programs. Maximum employees said that
they get help whenever they require. Employees are satisfied with the training and
development programs given to them. The training programs has helped in developing
skills of the employees. After attending the training programs most of the workers find their
attitude better towards the job. Most of the employees wants to the workplace to be
redesigned where the training sessions are been conducted. Employees felt the time wastage
during training session. But trainees were satisfied with activities conducted during training
program because it was related to their job. (Literature review of “Said Karan K
Kamidi” , Student of Datta meghe institute of management & studies)
In this competitive world, training plays an important role in the competent and challenging
format of business. Training is the nerve that suffices the need of fluent and smooth functioning
of work which helps in enhancing the quality of work life of employees and organizational
development too. Development is a process that leads to qualitative as well as quantitative
advancements in the organization, especially at the managerial level, it is less considered with
physical skills and is more concerned with knowledge, values, attitudes and behavior in
addition to specific skills. Hence, development can be said as a continuous process whereas
training has specific areas and objectives. So, every organization needs to study the role,

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importance and advantages of training and its positive impact on development for the growth
of the organization. Quality of work life is
a process in which the organization recognizes their responsibility for excellence of
organizational performance as well as employee skills. Training implies constructive
development in such organizational motives for optimum enhancement of quality of work life
of the employees. These types of training and development programs help in improving
the employee behavior and attitude towards the job and also uplift their morale. Thus, employee
training and development programs are important aspects which are needed to be studied and
focused on. This paper focuses and analyses the literature findings on importance of training
and development and its relation with the employees’ quality of work life. (Literature Review
by Ms. Pallavi P. Kulkarni, Assistant Professor, M.E.S. Night College, Aabasaheb
Garware Campus, Affiliated to University of Pune, India in 2013) .
It was revealed that training is not the only possible solution to improve performance in
Bachibanga Company. In fact, analysis of this study indicates that training can only close the
performance gap by 16.7%. Other performance improvement factors reviewed by the study
include motivational factors such as, increase in rewards, recognition, appreciation, and
availability of resources. Even when training is the best possible intervention method, there is
need to assess the type of training required and then see if the training material is practical. For
training to work effectively, the performance problem must be identified and analyzed. Then
needs assessment must be conducted to determine if training is the best approach to solve the
problem. Training materials must also be developed (building stage), and implemented
(delivering stage). Finally, there is need to evaluate the training. Here, feedback has to be
collected from participants on whether they learned, and follow- up should be made to their
work place to see if they are applying the knowledge and skills learned (Training Needs
Analysis For Bachibanga Company in Botswana By “Cecilia Nfila” in 2005)

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It has been analyzed that downsizing as a restructuring strategy which has been actively
implemented for the last three decades. While employee reductions were utilized mainly in
response to crises prior to the mid1980s, downsizing developed into a fully-fledged managerial
strategy for tens of thousands of companies in the mid to late 1980s. Since then, downsizing
has transformed the international corporate landscape and affected the lives of hundreds of
millions of individuals around the world. While the overall effects of downsizing have been
widely reported, many misconceptions surrounding the concept of downsizing have remained.
This conceptual paper focuses on the role of training and development (T&D) during the
downsizing process. In particular, the research depicts the current body of literature associated
with the function of HR and its plans, programs, and policies that firms adopting downsizing
must provide to their surviving workforces. Finally, this paper offers concluding comments
regarding effective downsizing practices that have emerged in the literature. (Franco Gandolfi
in the year 2009 has done his research in the topic “TRAINING AND DEVELOPMENT
IN AN ERA OF DOWNSIZING”)

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2.2. Objectives:
1. The broad objective of the study of training policies in TASL is to study
the impact of training on the overall skill development of workers. The
specific objectives of the study are:
 To examine the effectiveness of training in overall development of skills of workforce
 To examine the impact of training on the workers.
 To study the changes in behavioral pattern due to training.
 To study the process of training.
2. My secondary objective is to find any pitfall in training process, which
effects employee’s performance.
 Does employee need any extra training?
 What are the different types of training in TASL?
 What are is Training process?
 Overall Opinion of employees on Training and Development.

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2.3. Preface:
The first and primary reason of the report is that the training is most important function of Aero
& Defence industry. Employees need to be updated with all the new technologies around the
world.
As training is an important factor in human resource as it helps to retain competent employees.
It saves expenditure which may be used in hiring new employees. The two biggest factors that
contribute to the increased need to training and development in organisations:
o Change: It is one of the biggest factors that contribute to the need of training and
development. There is in fact a direct relationship between the two. Change leads to the
need for training and development and training and development leads to individual
and organisational change, and the cycle goes on and on
o Development: It is again one the strong reasons for training and development
becoming all the more important. Money is not the sole motivator at work and this is
especially very true for the 21st century. People who work with organisations seek more
than just employment out of their work; they look at holistic development of self.
This project is all about finding the process , benefits , drawbacks of training. At the end of
project findings will be done. Which will includes what can be done to enhances more
effectiveness of the training.
I got inspired by Senior HR manager of TASL, Bangalore after his interest in training and
development. He was very specific and focused about employees training.

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2.4. Scope of the study:
o This project is done to know the needs of training, its process and its importance.
o I will try to cover every aspect of the Training. For this I will collect primary data of
the employees from the organization.
o My research will be focused on the training process, its effectiveness, its benefit and its
drawbacks. The number of employees for survey will be around 200.
o Since TASL is an Aerospace and Defence industry. So every employees need to be
updated from the new technology. For this training is the best and only medium.
o In Human resource, training is an important part of management. It takes a lot of
investment. It also helps in employee’s retention.
o There are different types of training,
o I will try to cover all forms of training practiced inside an organization.
o The scope of the study covers in depth, the various training practices, modules, formats
being followed and is limited to the company TASL. and its employees. The different
training programmes incorporated/facilitated in TASL through its faculties, outside
agencies or professional groups. It also judges the enhancement of the knowledge &
skills of employees and feedback on its effectiveness.

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2.5. Need of Study:
o We all are familiar with importance of training and its benefit. Training is very useful
for an organization.
o Most organisations look at training and development as an integral part of the human
resource development activity. The turn of the century has seen increased focus on the
same in organisations globally. Many organisations have mandated training hours per
year for employees keeping in consideration the fact that technology is deskilling the
employees at a very fast rate.
o Training is a continuous process. It requires continuous updataion in the system.
o My Research will be based upon the finding the glitches or loopholes in training
process. After Analyzing the feedback of the employees of TASL, I will give valuable
suggestions so that the company can improve and make training process affordable and
more effective.
2.6. Limitations of study:
o Due to time limit sample size is limited to only TASL, Bangalore which may affect
accuracy of study.
o Reluctance in the part of respondents may affect the accuracy of study.
o Duration of study is limited to 14 days so that an extensive and deep study could not
be possible.

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CHAPTER-3
Profile of the organization

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3.1 INDUSTRY PROFILE
The Aerospace and Defense Industry (A&D) comprises of manufacturers who develop
spacecraft and aircraft for the military aircraft, commercial aircraft, tanks, missiles, and another
weapon related equipment. Companies in the aerospace and defense industry manufacture
aircraft engines and engine parts as well as landing gears, propellers, and rotors. Other
companies specialize in manufacturing the armed vehicle. Firearms and accessories account
for about 60% of the aerospace and defense industry revenue while ammunitions cover 40% of
the total revenue. The industry is highly concentrated and dominated by the small number of
large firms that have the ability to influence the price levels. The product line of the aerospace
and defense sector is broad since its primary products and flight vehicles require up to millions
of individual parts. The industry also requires support systems that help in the operation and
maintenance of vehicles. Several companies in the A&D sector use competitive intelligence as
a critical tool in identifying ideal business opportunities and possess a competitive advantage.
Competitive intelligence enables is also essential as it seeks to deliver clarity to this sector by
providing actionable insights about a company's customers, market, and competitors. This,
therefore, facilitates decision making and forward-thinking in an organization. Competitive
intelligence (CI) enables companies in the aerospace and defense sector to foster a culture of
innovation that allows employees to implement changes that drive the business forward. Cl
also supports innovation by monitoring disruptive innovation, marketing trends, and providing
greater customer understanding. The materials used in the A&D sector use DFM engineering
because the components used in this sector have to accomplish specific temperatures resistance
and loads. Aluminum was the dominant material used in aerospace and defense sector,
however, in the modern industry, lighter weight carbon fiber reinforced with polymers and
honeycomb materials are in use. Manufacturing in the aerospace and defense industry is unique
compared to other volume manufacturing sectors. The uniqueness comes from aerospace
engine manufacturing. The engine is the most complex element in the aerospace sector as it
houses the most individual components and determines fuel efficiency. The parts in the
aerospace and defense sector require

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longer machining times. It increases the precision of designing the elements in the engine. The
components and material used in the aerospace and defense sector consist of short-run
quantities, rendering scheduling for productivity, and long lead times as compared to other
industries.
3.1.1. What are the Aerospace and Defense Industry Value Chain?
o The aerospace and defense sector continues to face challenges from international
competition in the commercial area. In meeting these challenges, it is vital for the
industry to perform an analysis on their value chain. The value chain of the A&D sector
comprises of the management program, designing, building, and services.
o Program management: Firms in the A&D industry, often deal with multiple
contracts. These contracts offer compliance requirements that add layers of
conventional structures. With program management, the firm can improve
product quality while reducing costs and time to market. Management of
programs also provides guidelines that aid decision-making processes.
o Design: It is a vital part of the value chain. A conventional approach used in the
Aerospace and Defense sector is the clean-sheet design. The clean-sheet design
functions by hosting teams and set of tools that reinvent every aspect of the
plane. With the increase in complexity, software is used to coordinate changes
between different functional areas. The design also enables tools model and
simulate the environment, manage and configure bills of materials, and
coordinate suppliers and processes towards a common goal.
•

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o Build: In this step, the firm deals with factors such as process efficiency,
utilization of asset, and leverage of material procurement. At this step, it also
leads to explore activities outside the traditional business core by capturing a
more significant portion of aftermarket value.
o Service: In the Aerospace and Defense industry, leveraging the supplier
network deals with a variety of costs, quality, and regulations. Upstream activity
used in the A&D sector provides as a way of achieving success by having an
auditable and robust quality management
o System: The system enables the industry to mitigate the risk of counterfeit
products, offer the great warranty, and meet regulatory compliance as well as
deliver commitments that will bring profit to the business in future.

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3.2. COMPANY PROFILE:
Tata advanced systems is the lead systems integration company for delivering weapons from
the Tata Group to the Indian security forces. It is fully owned by Tata sons, a holding company
of Tata group.
It is a Defense and Aerospace industry, with more than 3000+ employees working for this
company. it was established in 2007. Headquarter of TASL is in Hyderabad, and two corporate
offices is in Bengaluru & Noida.
TASL is both an operating & a holding company
TASL group is fast emerging as a key Defense and Aerospace player in India with established
capabilities and demonstrated deliveries in the following areas:
 Missile Systems and sub-systems
 Radar Systems and sub-systems
 Command & Control Systems
 Aerospace & Aero-Structures
 Unmanned Aerial Systems
 Optronic Systems
 Homeland Security Solutions
My Research will be focused on, how employees are getting trained, need & benefits of training
in TATA ADVANCED SYSTEMS.

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3.3. Products & Services:Products & Services: Defense and Aerospace, Radar,
Missile systems, Unmanned aerial vehicle, Optronics, Command and control systems, and
Homeland security.
Image: Boeing and Tata Advanced Systems Limited (TASL) announced the delivery of the
first crown and tailcone assembly for the Indian configuration of the CH-47F Chinook
helicopter.
Image- UAV – (Unmanned Aerial SystemsUnmanned Aerial Systems)

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Image: Land Systems (TASL & its subsidiary NOVA are involved in design & manufacture
of Mission control Centers (MCC) & Combat Management Systems (CMS). These Mobile
MCC & CMS units are designed to ensure deployment in any physical geography and operate
under extreme weather conditions.)
Image: Night Vision Devices (Night Vision Devices (NVDs) is one of the areas of strategic
interest for Tata Advanced Systems Limited (TASL). TASL has entered into a partnership with
Exelis Inc., the world leader in Generation 3 Image Intensification (II) based NVDs, to
manufacture and supply these systems to Indian Defence market.

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Lockheed Martin C-130J Empennage & Center Wing-Box Assembly
 TASL -Lockheed Martin JV established as First program for US Defence.
 Managing complex assemblies for critical control-surfaces.
 Creating offset credit for the customer
 44+ C130 J Empennage and 28 Center Wing Box already delivered to Lockheed
Martin
Image: Sikorsky S92 Helicopter Cabin Assembly
 First Major Aerostructure Program in private sector in INDIA.

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 First article delivered and accepted by customer.
 In series production and volume ramp-up.
 120+ S92 Helicopter cabin assemblies delivere
Image: MISSILE SYSTEMS
Missile Systems is a key focus area for TASL group and it aims to be the leading Indian
private player complementary to the public sector. TASL has demonstrated its capability,
both commercial and technical, by successfully winning major tenders for systems against
established players and thereafter to meet all milestones as required by the customer
(DRDO). TASL and its subsidiaries are currently participating in development of sub-
systems for 3 major Indian Missile programs.

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3.4. Competitors:
1. Antrix Corporation Ltd
Antrix Corporation Ltd is owned by the Department of Space, Government of India. It serves
as the marketing and commercial arm of the Indian Space Research Organization (ISRO).
It played a key role in ISRO setting the world record of launching 104 satellites in one go,
using a single rocket in February 2017.
This aviation company had marketed ISRO’s satellite launch capabilities worldwide and
bagged foreign clients to use the Indian service.
It provides space products and services to customers worldwide.
It owns state-of-the-art facilities that enable Antrix to provide various types of solutions and
products such as hardware and software used for complex aerospace applications, simple
subsystems and complex spacecraft for varied applications.
Its aerospace products and services cover satellite communications, Earth observation and
scientific missions, remote sensing data service, transponder lease.
It is responsible for ISRO to bag prestigious orders from foreign countries for launching
satellites using Indian PSLV and GSLV rockets.
Antrix also provides mission support services; and a host of consultancy and training services.

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2. Hindustan Aeronautics Ltd
State-owned Hindustan Aeronautics Ltd is the pioneer of aerospace engineering companies in
India.
It was established in December 1940 in Bangalore as a company that would meet the defence
needs of this country, which was under British occupation at the time. HAL became a fully
owned company of the Indian government in 1963.
Currently, HAL has several projects. These include production of Sukhoi SU-30 MKI, Tejas
Light Combat Aircraft, Dornier DO-228 transport planes, Dhruv Advanced Light Helicopter
(ALH) as well as Chetak, Cheetal and Cheetah helicopters.
The company undertakes the maintenance of various warplanes and civilian aircraft. HAL
manufactures various structures required by ISRO for its unmanned spaceships and satellites.
The company is developing an integrated facility for cryogenic and semi-cryogenic engines for
Indian rockets and missiles.
Also in the aerospace segment, HAL manufactures airframes and various aircraft components
in joint ventures with various foreign and local partners.
This company is at the forefront of India’s aerospace industry and is well reputed worldwide
for its reliable products and services.

35
3. Dassault-RelianceAerospace
Dassault-Reliance Aerospace was established in 2017. It is a Joint Venture (JC) between
Dassault Aviation of France that holds a 49% stake and India’s Reliance Infrastructure Ltd
which has the majority, 51% share.
The company has an aircraft and aircraft component manufacturing facility located in Mihan
Special Economic Zone near Nagpur.
In September 2018, Dassault-Reliance Aerospace witnessed some turbulence after former
French President, Francois Hollande reportedly said, his country was not given the option of
selecting an Indian partner for the Rs.580billon deal for signed between the two countries for
buying Rafale multirole combat aircraft for the Indian Air Force.
This new entrant in aerospace manufacturing companies in India has been tasked with
assembling Rafale and Falcon aircraft at the Dhirubhai Ambani Technology Park in Mihan.
Further, DRAL will also manufacture various components for Legacy Falcon 2000 Series
civilian jets to become part of the global supply chain. In future stages, DRAL will manufacture
and assemble various fighter aircraft and civilian airliners of Dassault at the Mihan facility.
DRAL has set a record of sorts in India. It has attracted over Euro 100 million as Foreign Direct
Investment from Dassault Aviation- the largest such in India’s aerospace sector.
The company expects to train thousands of skilled workers and will involve over 200 Micro,
Small and Medium Enterprises (MSMEs) in its ventures.

36
4. Bharat Electronics Ltd
Another top-rated aerospace company in India is Bharat Electronics Ltd.
Bharat Electronics Ltd is owned by the Indian government. It was established in 1954 as a
company that would meet the nation’s needs for radios and basic communications equipment
in collaboration with CSF of France (now known as Thales).
Since BEL has successfully entered into avionics and aerospace segments and is a key supplier
of various aerospace products and services to the Indian Armed Forces.
BEL ranks among Navratna companies of the Indian government. In the avionics and aerospace
segment, the company is manufacturing state-of-the-art radars to detect civilian and hostile
military aircraft as well as sophisticated ones for tracking rockets launched by ISRO.
The company also makes guidance systems for Indian missiles, and various other components
deployed onboard Indian warplanes.
Also in the avionics and aerospace segment, BEL manufactures ground command and control
stations for various kinds of Unmanned Aerial Vehicles (UAVs) deployed by the Indian Armed
Forces for surveillance and attack.
The company is manufacturing cockpit modules and flight control systems for India’s
indigenous stealth Light Combat Aircraft- Tejas.

37
3.5. Milestones achieved / Awards received
In a short span of 6 years, TATA Advanced Systems had become one of the leading private
players in Indian Aerospace and Defense Industry. TASL Advantage is driven by,
o Delivering productivity benefits to customers - 6 of the top 10 global OEMs are our
customer
o Fast-Track program start-up and execution capabilities – All programs delivered have
taken 9 months from Greenfield to Production
o Capabilities across design, engineering, manufacturing and assembly –18 programs
under execution by TASL with 10 of them in Aerostructures. TASL has a skilled
workforce of 1754 employees
o Strong focus on Operations excellence initiatives - Learn, Quality & Certifications –
TASL audited by approved authorities across globe with quality certifications across
the entire value chain.

38

39

40
3.6. Corporate social responsibility
The Company is committed to support the CSR Activities undertaken in the following
areas:
1. Eradicating hunger, poverty, malnutrition; promoting health care including preventive
health care and sanitation and making available safe drinking water.
2. Promoting education, including special education or employment enhancing vocational
skills, especially among children, women, elderly, and the differently abled and
livelihood enhancement projects.
3. Ensuring environmental sustainability, ecological balance, protection of flora and
fauna, animal welfare, agroforestry, conservation of natural resources and maintaining
quality of soil, air and water.
4. Contribution to the prime minister's national relief fund or Prime Minister’s Citizen
Assistance and Relief in Emergency Situations Fund (PM CARES Fund)] or any other
fund set up by the central government or any state government for socio economic
development and relief and welfare of the schedule caste, tribes, other backward
classes, minorities and women.
5. (a) Contribution to incubators or research and development projects in the field of
science, technology, engineering and medicine, funded by the Central Government or
State Government or Public Sector Undertaking or any agency of the Central
Government or State Government; and (b) contributions to public funded Universities;
Indian Institute of Technology (IITs); National Laboratories and autonomous bodies
established under Department of Atomic Energy (DAE); Department of Biotechnology
(Ministry of

41
Electronics and Information Technology and other bodies, namely Defense Research
and Development Organisation (DRDO); Indian Council of Agricultural Research
(ICAR);
Indian Council of Medical Research (ICMR) and Council of Scientific and Industrial
Research (CSIR), engaged in conducting research in science, technology, engineering
and medicine aimed at promoting Sustainable Development Goals (SDGs).
6. Rural development projects.
7. Disaster management, including relief rehabilitation and reconstruction.

42
Chapter 4
Data analysis and interpretation

43
Table 4.1: Types of Training given in TASL
Graph 4.1:
Interpretation: There are 36 Number of Trainings given to employees of TASL.
It Includes all, Soft skills training, technical, leadership, problem solving,
precautions for Covid-19 , Email writings & Adv Excel too.
0
20
40
60
80
100
120
140
Prevention
of
Sexual
Harassment
(POSH)
Art
of
Giving
Feedback
Neural
Network
&
Deep
Learning
Time
Management
Do-178C
training
Awareness
on
COVID-19
Conflict
Resolution
SAP
Training
Compliance
-
Karnataka
Shops
&
Establishment
Act
Naukri
Online
Training
GD
&
T
Training
Basics
of
Control
Systems
&
Gain
Tuning
Introduction
to
Satellite
Systems
Campus
To
Corporate
MS
Excel
-
Basics
Basics
of
Ground
Control
Systems
Negotiation
Skills
AS
9100D
Internal
Auditor
Training
Manufacturing
Process
&
Design
of
Joints
High
Speed
Board
Design
Risk
Management
Using
Tools
E-invoice
Creation
(EY)
Power
of
One:
Working
in
Teams
Importance
of
lean
&
6s
Art
of
Problem
solving
&
Decision
making
Special
process
&
Their
criticality
IPC-A-610
CIT
training
Solid
works
FOD
Ethics-
TCOC
VTOL
Fixed
wing
Design
challenges
How
to
design
a
bird
for
steep
dive:
Challenges
and…
Vxworks
-
Basics
First
Time
managers
Presentation
skills
Workshop
on
system
engineering
Chart Title
Series 1 Series 2 Series 3

44
Table 4.2 : Male-Female Ratio
Male 155
Female 27
Total = 182
Graph 4.2:
Inference: This is the list of all 1200 trainee, out of 1200. Only 15% are female.
Male-female ratio
male female

45
Table 4.3: The program objectives were clearly
communicated & were fulfilled
Graph 4.3:
Inference: 104 people out of 182 were satisfied by the objectives of the training programs.
Where as, 60 people were partly satisfied. 10 people rated average, where as 2 rated below
average and 6 people were dissatisfied.
Dissatisfied 6
Below Avg 2
Average 10
Good 60
satisfied 104
Total = 182

46
0
20
40
60
80
100
120
140
1 3 4 5
Count of I received a timely intimation about the programme(1-
5, 5 being the best)
Table 4.4: I received a timely intimation about the
programme.
Graph 4.4:
Inference: 125 people out of 182 fully agreed with the timely intimation for the programs.
Where as 4 people rated is as average and 45 rated as good.
Dissatisfied 8
Below Avg 0
Average 4
Good 45
satisfied 125
Total = 182

47
Table 4.5: The training programme was linked to my
training need
Graph 4.5:
Inference:95 Trainee were satisfied with the need of the trainings, while
60 rated good , 18 people rated average , 2 rated below average and 7 rated as dissatisfied.
Dissatisfied 7
Below Avg 2
Average 18
Good 60
satisfied 95
Total = 182

48
Table 4.6 : The course content was relevant to my current
job & will help me develop skills that will facilitate my
work
Graph 4.6:
Inference:100 people out of 182 agreed that the content was going to useful
for the job. While 55 people partly agreed. 27 people felt dissatisfied.
Dissatisfied 7
Below Avg 5
Average 15
Good 55
satisfied 100
Total = 182

49
Table 4.7: To what extent has your understanding of the
subject improved / increased as a result of the program?
Graph 4.7:
Inference:75 people out of 182 agreed that the training programs helped
them to improve subject knowledge while 75 people partly agreed. Whereas, 32
people disagreed.
Dissatisfied 2
Below Avg 5
Average 25
Good 75
satisfied 75
Total = 182

50
Table 4.8: The coordination & supporting arrangements
at the training venue was well managed
Graph 4.8:
Inference:95 people out of 182 agreed that the coordination & supporting
arrangement at the trainings venue were good, while 60 people partly agreed.
Where as 27 people are dissatisfied with the management.
Dissatisfied 7
Below Avg 2
Average 18
Good 60
satisfied 95
Total = 182
0
10
20
30
40
50
60
70
80
90
100
1 2 3 4 5
Count of The coordination & supporting
arrangements atthe training venue was well
managed (1-5, 5 being the best)

51
Table 4.9: Trainerhad communicated subject matter in an effective way,
using practicalexamples
Graph 4.9:
Inference:95 people out of 182 agreed that the training venue was good.
Where as 60 people partly agreed. 27 people disagreed. While few employees
suggested offline would have been better option.
Dissatisfied 7
Below Avg 2
Average 18
Good 60
satisfied 95
Total = 182
0
10
20
30
40
50
60
70
80
90
100
1 2 3 4 5
Count of The coordination & supporting arrangements at
the training venue was well managed (1-5, 5 being the
best)

52
Table 4.10: Trainer had created a comfortable, an open learning
environment.
Graph 4.10:
Inference:105 people out of 182 agreed that the trainer communicated
subject matter in effective way. While 50 people partly agreed. While 27 people
disagreed with this.
Dissatisfied 7
Below Avg 2
Average 18
Good 50
satisfied 105
Total = 182
0
20
40
60
80
100
120
1 2 3 4 5
Count of Trainer had communicated subjectmatter in an
effectiveway, using practicalexamples

53
Table 4.11 : The trainer was able to satisfactorily respond
to queries.
Graph 4.11:
Inference:115 people out of 182 agreed that training program was an open for
learning environment. While 45 people partly agreed.
Dissatisfied 5
Below Avg 2
Average 15
Good 45
satisfied 115
Total = 182
0
20
40
60
80
100
120
1 2 3 4 5
Count of Trainer had created a comfortable,an open learning
environment(1-5, 5 being the best)

54
Table 4.12: Overall Training Program
Graph 4.12:
Inference: Overall they are satisfied by the programs conducted but they need
to do some changes to make trainings programs more effective.
Dissatisfied 8
Below Avg 5
Average 18
Good 63
satisfied 88
Total = 182

55
Chapter 5
Summary of findings, Conclusions and
suggestions

56
5.1. Findings
 From the above Data, we can come on the conclusions that maximum employees are
happy and satisfied with the training programs conducted by the TASL.
 There are very less number of female employees/trainee.
 Many employees asked if company could provide case study.
 TASL focused more on soft skills (I.e. Prevention of Sexual harassment)
 Company should provide certificate after the completion of Training.
 Training sessions must be on weekly basis. (Either Soft skill, technical skills, leadership
skills, problem solving)
 Expected industrial examples and related case studies are missed out during the
training.
 These types of training programs will be helpful to understand the importance and
criticality of flight operations in a development program
 Many employees complain that Virtual meeting is the reason people lose interest.

57
5.2. Suggestions
 There should be Video recording of Training lecture, so that we can watch video of
same course at any time.
 It could be better if all the trainings can be arranged in working days especially these
kinds of trainings.
 More examples should have been given to drive a point.
 Question & Answer session in last would be good.
 It would be better if company should provide certificate after completion of training.
 Case study with industrial examples would be more beneficial.
 Power point presentation would have been a greater medium for the presentation.
 Training must be on working days.
 Room training would be the better option. If choice given.
 Training period must be interactive, since many employees claim they didn’t get
opportunity to talk.
 Training material should be provided.

58
5.3. Conclusions
The training and development program adopted in MS Tata advanced systems LTD.
Mainly concentrated on areas like quality aspects, job oriented trainings technical skills and
knowledge.
Most of the respondents rated as good and excellent towards the overall quality and
effectiveness. of the training and development programs and satisfied with the present training
methods.
The company also has to concentrate on small percentage of respondents who are not satisfied
with training programs and whom it has not helped to overcome from the short comings or
work related problems.
Finally the training and development programs provided by M/s Tata advanced systems LTD
are found to be effective, credible and commendable, which can be improved further.
Every organization needs to have well trained and experienced people to perform the activities
that have to be done. If current or potential job occupants can meet this requirement, training
is not important. When this not the case, it is necessary to raise the skill levels and increase the
versatility and adaptability of employees. It is being increasing common for individual to
change careers several times during their working lives.
The probability of any young person learning a job today and having those skills go basically
unchanged during the forty or so years if his career is extremely unlikely, may be even
impossible. In a rapid changing society employee training is not only an activity that is
desirable but also an activity that an organization must commit resources to if it is to maintain
a viable and knowledgeable work force.
The entire project talks about the training and development in theoretical as well as new
concepts, which are in trend now. Here we have discussed what would be the input of training
if we ever go for and how can it be good to any organization in reaping the benefits from the
money invested in

59
terms like (ROI) i.e. return on investment. What are the ways we can identify the training need
of any employee and how to know what kind of training he can go for?
Training being covered in different aspect likes integrating it with organizational culture. The
best and latest available trends in training method, the benefits which we can derive out of it.
How the evaluation should be done and how effective is the training all together. Some of the
companies practicing training in unique manner a lesson for other to follow as to how to train
and retain the best resource in the world to reap the best out of it.

60
5.4. Bibliography
 I took the help of HR team of TASL.
 Benefits Of Training – Benefits Of (benefitof.net)
 What is Training and Development? | TalentLyft
 www.tataadvancedsystems.com
 www.wikipedia/tataadvancedsystems.html
 www.slideshare.net
 www.scribbr.com
 www.questionpro.com
 Training and Development - Meaning, its Need and Importance
(managementstudyguide.com)
 List Of Top 10 Aerospace Companies in India | Indian Aviation Companies
(thingsinindia.in)
 https://www.predictiveanalyticstoday.com/what-is-aerospace-and-defense-
industry-top-software-in-aerospace-and-defense-
industry/#:~:text=What%20are%20the%20Key%20Terms%20in%20Aerospac
e%20and,all%20the%20pieces%20together.%20...%20More%20items...%20

61
5.5. Questionnaire
 The program objectives were clearly communicated & were fulfilled
 I received a timely intimation about the programme.
 The training programme was linked to my training need
 The course content was relevant to my current job & will help me develop skills
that will facilitate my work (1-5, 5 being the best)
 To what extent has your understanding of the subject improved / increased as a
result of the program? (1-5, 5 being the best)
 The coordination & supporting arrangements at the training venue was well
managed (1-5, 5 being the best)
 Trainer had communicated subject matter in an effective way, using practical
examples
 Trainer had created a comfortable, an open learning environment (1-5, 5 being
the best)
 The trainer was able to satisfactorily respond to queries (1-5, 5 being the best)
 Overall Rating of the Program (1-5, 5 being the best)
 What did you like best about the program?
 What did you like least about the program?
 Any Other Comments (Any Additional Content that should have been covered)

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