Employee monitoring and their career advancement in j k tyre and industries ltd Mysore

MBA project

1. Employees Mentoring and their Career Advancement in J. K. Tyre & Industries Ltd, Mysuru DEPT OF MBA GSSS INSTITUTE OF ENGINEERING AND TECHNOLOGY FOR WOMEN, MYSURU BY RAKSHITHA D M ( USN:4GW21BA075) UNDER THE GUIDENCE OF Dr. Ashok Kumar R S

2. Introduction: Employee monitoring is the use of various methods of workplace surveillance to gather information about the activities and locations of staff members. Employee monitoring also refer to the use of technology to monitor employees’ activities in the workplace . Industry Profile: J k TYRE it is the top 6 th manufacturer of tyer in india and in the world top 12 th manufacturing industry. And J K tyer industry started in Tyre was incorporated as a private limited company in West Bengal in February 14, Until March 31, 1970, the company was engaged in the managing agency business In February 1972 for the manufacture of automobile tyres and tubes.

3. Background of the Study: The India tyre market size reached 188.9 Million Units in 2022. Looking forward, IMARC Group expects the market to reach 225.6 Million Units by 2028, exhibiting a growth rate (CAGR) of 3.1% during 2023-2028. India represents the fourth largest market for tyres in the world after China, Europe and the United States. In India, the market is currently being driven by the increasing radicalization of tyres, especially in buses and trucks. Moreover, the tyre industry consists of a vast consumer base.

4. Literature Review: 1 . The Role of Career Development in Improving Organizational Effectiveness and Employee Development .(2010) -Robert C. Merchant, Jr. 2 . Flexible employment relationships and careers in times of the COVID-19 pandemic( 2020) - Daniel Spurk 3. Student Achievement through Staff Development (2002) -Bruce Joyce and Beverley Showers 4. The Impact of Artificial intelligence and Robotics on the Future Employment Opportunities( 2020) -Kamran Shaukat

5. Conceptual Framework : INDEPENDNT VARIABLE DEPENDENT VARIABLE EMPLOYEES MENTORING: Frequency of Mentoring Regulating of Mentoring Coping with Difficulties Adjustment to Organization polices & norms Roles Conflict Trust Leadership Feedback Environment Empath y CAREER DEVELOPMENT: Career Commitment Career Adaptability Self- Reflection Self-perception of Employability

6. Objective of the Study: To Identify the factor of Employees Mentoring & Career Development. To Analyse the Relationship Between Employees Mentoring & Career Development. To Assess the Relationship Between Regulating of Mentoring & Career Commitment.

7. Research Methodology: Research Method: Descriptive method Population: 200 Sample: Random Sampling Sample Size: 125 respondents among the population has been selected for the study. Sampling Technique: simple random sampling were used. Data Collection Tool: Questionnaire Questionnaire link: Regression correlation.

8. H y p o t h e s i s: Hypothesis 1: H0: There is no Relationship between Employees Mentoring & Career Development. H1: There is a Relationship between Employees Mentoring & Career Development. Hypothesis 2: H0: There is no Relationship Between Regulating Mentoring & Career Commitment. H1: There is a Relationship Between Regulating Mentoring & Career Commitment .

9. Data Analysis & Interpretation Correlation

10. REGRESSION Interpretation There is Significant relationship between the Mentoring and career development because p<0.05, so alternative hypothesis is accepted and null hypothesis is rejected. Employees mentoring is Independent variable where it includes Frequency of mentoring , Adjustment to Organisation polices & norms, Coping with Difficulties, Role of conflict, Trust and Leadership. Model R R square Adjusted R Square Std. Error of the Estimate 1 0.866 0.750 0.748 104.53520

11. Finding: 1. Gender Distribution: The gender distribution among the respondents showed that 64% were male (85 respondents) and 36% were female (45 respondents). This indicates a higher representation of males compared to females in the respondent pool. 2. Challenges Facing the Industry: The industry faces several challenges, including intense competition from global players, changing consumer preferences, technological advancements, and regulatory compliance. These challenges require the industry to adapt and innovate to stay competitive. 3. Opportunities for the Industry: Despite the challenges, the industry also has significant opportunities. These include growing demand for automotive tires, increasing focus on sustainability and eco-friendly practices, technological advancements like connected tires and smart manufacturing, and expanding into emerging markets. 4. Regulatory and Safety Considerations: The industry must comply with various regulations related to quality standards, environmental sustainability, worker safety, and product safety. Adhering to these regulations is crucial for maintaining customer trust, meeting legal requirements, and ensuring the safety of employees and consumers.

12. Suggestion: 1. Strength in Mentoring Programs: Based on the findings, it is important for JK Tyre & Industries Ltd to strength in their mentoring programs. This can be done by providing clear guidelines and expectations to mentors and mentees, ensuring regular and consistent meetings between mentors and mentees, and fostering a supportive and open communication environment. 2. Address Gender Imbalance: Considering the gender distribution in the respondent pool, it is crucial for the company to address the gender imbalance and promote diversity and inclusion. This can be achieved by implementing policies and initiatives that encourage equal opportunities for career growth and development for both male and male employees. 3. Conduct Comprehensive Research: To fill the research gap identified, JK Tyre & Industries Ltd can consider conducting comprehensive research on the impact of mentoring and career development programs within their organization. This research can provide valuable insights into the effectiveness of these programs, areas for improvement, and their influence on employee satisfaction and organizational performance. 4. Enhance Communication and Clarity: The findings highlight the importance of clarity in communication between mentors and mentees. To enhance this aspect, the company can provide training and resources to mentors to improve their communication skills and ensure they have a clear understanding of organizational policies and procedures. Additionally, regular feedback sessions can be implemented to address any communication gaps and enhance clarity. 5. Foster a Culture of Feedback: The survey findings indicate that giving feedback to mentors is important for effective mentorship. JK Tyre & Industries Ltd should promote a culture of feedback where mentees feel comfortable providing constructive feedback to their mentors. This can be achieved through regular feedback sessions, feedback mechanisms, and creating a safe and supportive environment for open dialogue.

13. Conclusion To capitalize on the opportunities and address the challenges, it is recommended that JK Tyre & Industries Ltd strengthens their mentoring programs by providing clear guidelines, fostering regular and consistent meetings, and enhancing communication and clarity between mentors and mentees. The company should also address the gender imbalance and promote diversity and inclusion within the organization. Additionally, conducting comprehensive research on the effectiveness of mentoring and career development programs can provide valuable insights and help shape future initiatives. Emphasizing a culture of feedback and continuous improvement, as well as exploring collaboration opportunities with global competitors, can further enhance the organization’s mentoring programs and overall success

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