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INTRODUCTION
Human Resource Management (HRM) is a management function that helps
managers recruit, select, training and develops members for an organization. Obviously,
HRM is concerned with the peoples dimension in organization. Human Resource
Management is a broad concept.
Personnel management and Human Resource (Management) development are a
part of HRM. Human Resource Management is concerned with the people dimension in
management since every organization is made up of people acquiring this services,
developing their skills, motivating them to high levels of performance and ensuring that
they continue to maintain their commitment to the organization, are essential to achieving
organization objectives.
This is true regardless of the type or organization government, business education,
health, generation or social action. Getting and keeping good people in critical to the
success of every organization whether profit or nonprofit, public or private. That
organization is able to achieve their goals, efficient and spending. The efficient spending
the least amount of resources necessarily, that is in efficient or inefficient risks the hazards
of stagnating of business. Survival of the organization requires competent managers and
workers coordination their efforts towards an ultimate goal. While success full
coordination cant guarantee success organization there unsuccessful in getting such
coordinate from managers and workers will ultimately full.
HRM is process consisting of four functions:
1) Acquisition
2) Development
3) Motivation and
4) Maintenance of Human Resource



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The most valuable asset of an organization is M- man power (or) Human
resources it may be thought as the total knowledge, skills, creative abilities, talents and
aptitudes of an organizations work force as well as the values and attitudes and benefits of
an individual involved.
Human resource planning is integrated approach performing the planning aspects
of the personal function in order to have a sufficient supply of adequately developed and
motivated people to perform the duties and tasks required to meet organizational
objectives and satisfy the individual needs and goals of the organizational members.
-----Leon. C. Megginsson.














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TRAINING:
Training is the process of increasing the knowledge and skills for doing a particular
job. It is an organized procedure by which people learn knowledge and skills for definite
purpose. The purpose of training is basically to bridge the gap between job requirement
and present competence of an employee training is aimed at improving the behavior and
performance of a person. It is never ending and continuing process.
Need of the training:
The need for training arises due to the following reasons.
To match the employee specification with the job requirements and
organizational needs.
To achieve the goals of organizational viability and the transformational
process.
To meet the challenges of latest technology i.e., mechanization, computation,
automation.
To increase the productivity, improve quality of products/services, Help
Company to fulfill its future personnel needs.
Improve organizational climate, and improve health & safety, present
obsolescence
Objectives of training:
To establish a sound relationship between the worker and job.
To upgrade skills and prevent obsolescence.
To develop wealth, constructive attributes in employees and obtain
better operation and greater loyalty.
To prepare employees for future assignments.


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To increase productivity
To enhance employee confidence and morale, sense of responsibility
To minimize operational errors
To know the organization to the employee.
Advantages of training:
Helps people identify with organization goals.
Helps create a better corporate image.
Improves the relationship between superiors and subordinates.
Create the appropriate climate for growth and communication.
Helps the individual in making better decision and defective problem solving.
Provides information for improving knowledge on leadership, communication
skills and attitudes.









DEVELOPMENT:


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Management development programs are future oriented and more concerned
education that is employee training or assisting a person to become a better performer.
It is long-term educational process utilizing a systematic and organized
procedure by which managerial personnel learn conceptual and theoretical knowledge
for the general purpose. Development is related with less skill oriented but stresses on
knowledge about business environment, principles and techniques, human relations of
specific industry analysis.
It is also covers not only those, which improve the job performance, but
also those which bring about growth of the personality. It helps individual
actualization of their potential capabilities so that they become not only good
employees but also better men and women. In organizational terms, it is intended to
equip persons to earn promotion and responsibility.










TRAINING AND DEVELOPMENT:


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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 is not the case, it is not necessary to raise
the skill levels and increase the versatility of employees.
As jobs have become more complex the importance of employee training has
increased when jobs were simple, easy to learn and influence to only a small degree by
technological changes, there was little need for employees to upgrade or later their skills.
But the rapid changes taking place during the last quarter-century in our highly
sophisticated and complex society have created increased pressure for organization to
readapt the products and services produced. The manner in which products and produced
and offered, the type of jobs required and the type of skills necessary to complete these
jobs.
Training moulds the employees attitudes and helps them to achieve the better co-
operation with the company and greater loyalty to it. The management is benefited in the
sense that highest standards of quality are achieved further trained employees make better
and economical use of material and the equipment, therefore wastage for constant
supervision is reduced. Successful candidates placed on the jobs need training to perform
their duties effectively. Workers must be trained to the minimum and avoid accidents. It is
not only the workers who need training but supervision, and executives also need to be
developed in order enable them to grow and acquire maturity of thought and actions.
Training and development constitute and ongoing in any organization.
Distinction between training & development:
Training is a short-term process utilizing a systematic and organized procedure by
which non managerial personnel learn technical knowledge and skill for definite purpose.
Development is a long-term process utilizing a systematic and organized
procedure by which managerial personnel learn conceptual and theoretical knowledge for
general purpose.
Significance of training & development:


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Training and development program helps to remove performance deficiencies in
employees. This is particularly true when
The deficiency is caused by lack of ability rather than lack of motivation to
perform.
The individuals involved have the aptitude and notation needed to learn to do the
job better.
Supervisors and peers are supportive of the desired behaviors.
There is greater stability, flexibility, and capacity for growth in organization
training contributes to employee stability in a least two ways. Employees become efficient
after undergoing training. Efficient employees contribute to the of the organization.
Growth render stability to the work force. Further, trainined employees need to stay with
the organization.
Need for the training & development:
We propose that management can determine the need for training by answering
four questions.
1. What are the organization goals?
2. What tasks must be completed to achieve these goals?
3. What behaviors are necessary for each incumbent to complete his or her assigned
tasks?
These questions demonstrate the close link between human resource planning and
determination of training needs based on our determination of the organizations needs, the
type of work out training program should follow up naturally. Once we can answer
question 4 we have a grasp of the extent and nature of our training needs.

PRESENTATION OF THE STUDY


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In the first chapter theoretical aspects relating to training and development.
In the second chapter objectives, need, significance, scope, limitations and
methodology of the study are included.
In the third chapter industry profile and company profile will be in corporate.
In the fourth chapter detailed analysis of training and development.
In the fifth chapter findings, suggestions and conclusion are contained.












OBJECTIVES OF THE STUDY
To identify the training activities and procedure of the organization.


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To measure the effectiveness of training and development programmers.
To determine the contribution of training and development programs to improve
the behavior of employees.
To find out the perception of the employees on training and development.
To seek employees suggestions regarding the improvement in training programs.
To offer suitable findings, suggestions and conclusions for this study.











NEED OF THE STUDY
Every organization either it is big or small, productive or non-productive,
economic or social, old or newly established should provide training to all employees


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irrespective of the qualification, skill, suitability for the job etc,. Thus no organization can
choose whether or not to train employees.
Specifically the need for training due to the following reason.
To match the employees specification with job requirements and organizational
needs.
Technological advances.
Organizational complexity.
Human relations.
Change in the job assignments.










SIGNIFICANCE OF THE STUDY
The study provides an insight of various aspects to training programs. Hence, the
company can make necessary changes in the policy relating to it.


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A study of the type of also useful to competitors to make necessary steps to
improve the training programs.
Studies of these types are also useful to policy makers to make necessary change in
the policy relating to training programs.

SCOPE FOR THE STUDY
During the period of the conducting the survey of training and development it was
found that there is further scope of study in the two main areas.
1) A detail study of recruitment and selection procedure in the organization can be
carried out.
2) A detail study of conducting a survey on retention and attrition in the organization.







METHODOLOGY OF THE STUDY
Research methodology is a way to systematically solve the research problem. It
may be under stood as a science of studying how research is done scientifically in it we


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study the various steps that are generally adopted by a researcher in studying his research
problem along with the logic behind them.
Source of data collection
Sample plan
Source of data
Data can be broadly classified as:
1. Primary data
2. Secondary data
PRIMARY DATA:
Primary data are those that are original in character and are collected a fresh. As the
primary data is information collected for the first time, there are several methods in which
the data are collected, these methods are:
Questionnaire
Interviews
Of these 2 methods, questionnaire used for collecting the data.
Questionnaire:
Directly we interacting with existing employees
We provide Questionnaire to employees
We got feedback through that questionnaires and we understand the
satisfaction levels of employee towards the organization.
It is formalized set of questioners, which are logically and systematically and
arranged to collect the information useful for the proposed study. The questionnaire in this
study is structured containing a limited number of questions, which are easy and clear to
understand.


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Personal interview:
It is the face-to-face systematic conversation between the interviewer and the
respondents to elicit information. This method is chosen because through this more
information can be gathered easily.

SECONDARY DATA:
Secondary data refers to the use of information already collected and published or
unpublished the source is basis journal, reports etc.
Sources of secondary data:
Annual report
Textual information available in the library
The secondary data means data that are already available. Secondary data may be
either published data (or) unpublished data.
Sampling method of the study:
The sample plan is the procedure or way in which the sampling has been done. As
no of projects or research can be done taken into consideration the whole of the population
or universe, the concept of sampling is used. As per the concept of sampling only some
sample is taken from the universe in order to find out the result.


The sample plan details:
Sample method
Sample size
Sample unit


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Sample method : Random sampling method was using in this study.
Sample size : Sample size of 100 was taken in the study.
Sample unit : The study is directed towards all employees of all the
departments.














LIMITATION OF THE STUDY
The time constraint there to study all the policies, it is very fast topic.
Sample size collected is not very large.


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The result of the study depends upon the information provided by the employees,
which may be to personal basis.
It is difficult to gather the information due to the reluctance of some employees to
give information.
The study is limited to the sample taken for observation which is not exhaustive.













INDUSTRY PROFILE
PROFILE OF DAIRY INDUSTRY:


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The domestication of cattle occurred between 6000 and 10,000 years ago. Not
much known about the history of this period, but men probably hunted cattle as wild
animals prior to the time that they were domesticated. Later the cow was made as sacred
animal and is still so considered by a part of the population of India.
Various stages of dairy industry origin as follows:-
THE DAIRY INDUSTRY PRIOR TO 1850:
For over 225 years following the first settlements in America very little changes
look place in the methods of producing milk or in the manufacture of dairy products.
Feed supplies has to be shipped from the country areas and ordinance regarding
dairy barns became more and more strict gradually farmers within easy driveling distance
began delivering milk over regular routes in the cities. The development was not
spectacular, but the stage was set for the many changes, which were to take place in years
to follow.
THE DAIRY INDUSTRY AFTER 1850:
The modern dairy emerged in the middle of the 19
th
century. Among the many
factors, which have played important roles in the evaluation of the modern dairy industry,
the following may be mentioned.
1. The factory system.
2. Improved machinery.
3. Transportation.
4. Economic factors.
5. Research and scientific investigation.
6. Improved live stock.
India has the potential to become a leading exporter of milk and milk products.
Due to low labour cost, the cost of milk production is significantly low here. To boost
exports, the dairy industry needs to focus on quality and productivity. Significant
investment has to be made in milk procurement equipment and chilling and refrigeration
facilities.


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Dairy industry contributes significantly to the economy as well as to the rural poor
by providing an opportunity to uplift them by generating additional income through it.
Dairying has been practiced as rural cottage industry since ages. India accounts one-sixth
of cattle and half off buffalo population of the world. Among 70 million rural households
in India in 2001, those operating up to two hectares form 42 percent of the households and
37 percent are land less.
India`s dairying industry is today in a state of dynamic transition with rapid
development in milk production and marketing by virtue of the efforts made by the
government of India under various programmes for benefiting the small rural milk
producers and the underprivileged urban consumers. The direct contribution of dairying to
the rural sector through additional income and employment to the producer is well
recognized.
IMPORTANCE OF DAIRY INDUSTRIES:
Data collected by bureau of human nutrition and home economics for the year
1944 and 1945 showed that dairy products contained 75% of the calcium and 45%of
riboflavin in the total food supply as well as 24% of the total protein,17% of the vitamins
and 17% calories.
In 1946 the first company was established in kaiva District co-operative milk
produces known as AMUL throughout the Nation wide and their different companies
were developed throughout country form Govt. side and also private side. In Andhra
Pradesh the leading companies are A.P. dairy development under the brand names Vijaya,
Dodla, Ravilla, Heritage, Jercy, Creamlines, and Mother Dairy etc.
The milk and dairy product ranks as the largest source of income to the farmer of
United States. For the country over 20 percent of the total agricultural income is from milk
or cream sold, the sale of cream and butter by farmers in 1948 totaled more than
$4400,000,000.
In addition to the 24,000 people of the dairy firms many others persons and
families must be employed in moving and processing the milk and milk products before


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there each the consumers table. The exact number of people engaged in these fields in
unknown.
DAIRY PRODUCTS:
A dairy is a place for handling of milk and milk products. Technology refers to
the application of scientific knowledge for practical purposes. Dairy technology has been
defined as that a branch of dairy science, which deals with the processing of milk and
manufacture of milk products.
In India dairying has been practiced as a rural cottage industry from remote places
in the past. Due to scientific knowledge in processing and pasteurization. Dairy is
developed as a separate industry. The main reason for developing of this industry is above
to increase in population of urban areas and more consumption of milk in the areas of soft
drinks.
In the earlier years each house hold maintains his/her own cattle or secures milk
from its neighbor. As the urban population increases fewer households could keep cattle
for private use. But the high cost of milk production, problems of sanitation etc., restricted
the practice and gradually the family cattle in the city was eliminated and city cattle were
all sent back to the rural areas.
Gradually formers in the cities began delivering milk over regular routes within
easy driving distances. This was the beginning of the fluid milk-sheds, which surrounded
the large cities.
With the modern knowledge of protection of milk during transportation and
scientific knowledge in processing for pasteurization improves rapidly dairy as a special
industry.
INTRODUCTION:
The first and for most requirement of modern marketing is to understand the
customer needs, and create need develop strategies to bring the customers right elements
of the i.e., product offering, positioning distribution channels etc. to satisfy the needs.


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Market entry strategies for developing market, like India, can`t be developed by
middle managers whose only experience spans distribution and channels of management.
Though India has over vast geographical area yet it is not successful especially for
perishable goods such as vegetables, food items, milky fruits etc., milk is consumed as a
product of food from the past. But it is not commercialized still at the end of the 19
th

century. In India milk is began in the early of the 20
th
century. But the market of the milk
industry is developed after independence due to scientific knowledge in processing,
storage ,and transportation facilities.












CONSTITUTENTS OF MILK:
Milk as an article of food for mankind antidotes the earliest record history. Milk
ranges in color forma bluish-white to an almost golden-yellow depending up on the breed
of cattle and the amount of fat solids present.


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It is important that everyone should become familiar with the chief components of milk.

CONSTITUENTS PERCENTAGES
Water 87.00
Fat 4.00
Protein 3.50
Carbohydrates 4.80
Mineral salts 0.70
Total 100.00








MANUFACTURING PROCESS OF MILK
RECEIVING MILK



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(GRADING, SAMPLING, WEIGHING, TESTING)

PREHEATING (35
0
-40
0
C)

FILTRATION/CLARIFICATION

COOLING AND STRONG (5
0
C OR BELOW)

STANDARDIZATION

PASTEURIZATION (63 C/30 MTS (OR) C/15 Sec)

HOMOGENIZATION (2500 PSI)




MARKETING OF MILK:
Tirumala milk products Pvt Ltd have gone one level channel of distribution of Tirumala
marketing.

Manufacturer Milk selling agent Customers


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It has extensive selling agents in Nellore, Gudur, Tirupati, Vijayawada, Guntur,
Ogole, Bangalore, Chennai and Hyderabad.
PROCUREMENT OF MILK:
The main content required of dairy is milk. It procures milk producer (farmer)
covering over 200 villages in Guntur and Prakasam district. In each village one agent will
be there collects milk of that village from milk producers. They collect both in the
morning and evening. Company has its own vehicles to get the collected milk is each
village.
DEMAND AND SUPPLY:
The minimum quality of milk per capital consumption recommended Indian
Council of Medical Research is 210 grams per person per day against actual per capital
consumption of 178 grams. Thus there is deficit, of 96 Lakhs tones of milk per annum.
Which indicates a great demand for milk in the domestic market (source: Dairy India
1992).In addition by products like ghee, cream, milk powder, butter and cheese will be
marketed.
MILK INDUSTRY IN INDIA:
Today India is the largest milk producing country in the world. The milk producing
states in India are Punjab, Haryana, Rajasthan, Gujarat, Maharashtra, Andhrapradesh,
Karnataka and Tamilnadu. A cattle farming is one of the important aspects of the overall
development process in India. It is said that it is one of the bounded sectors of agriculture.
It has been the important of the National Economic Development Process all these years.
Nearly 5% of the Indian population of the country directly or indirectly depends on milk
production and it`s sales for their livelihood.
Everyone without any age limit consumers milk. Today because of the modern
technology the cattle breeding has been revolutionized. Outdated methods of extraction of
milk from the cattle of the discarded. New and innovative methods are being widely


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adopted. India today is proud to say that it is the largest producer of the milk and its
products .Many dairy firms have been established in the country at different areas as per
the requirements of the people i.e. the consumer, both by the public sector and private
sector.
Milk is one of the heavenly foods i.e. prescribed by a doctor, a physician.
Everyone without sex relation, are limit drinks milk directly or indirectly. Milk is a
mixture of protein, vitamins, carbohydrates and fat contains which is helpful for the
growth of the humans. Dairy farming aim is to supply better quality of milk to the
consumers.
In 1946 the first company was established in kaiva District co-operative milk
produces known as AMUL throughout the Nation wide and their different companies
were developed throughout country form Govt. side and also private side. In Andhra
Pradesh the leading companies are A.P. dairy development under the brand names Vijaya,
Dodla, Ravilla, Heritage, Jercy, Creamlines, and Mother Dairy etc







MILK PRODUCTION IN INDIA
YEAR Qty (in Million tones)
1955-61 17.40


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1961-66 20.38
1966-71 19.37
1971-76 38.35
1976-81 46.30
1981-86 42.40
1986-91 50.00
1991-96 60.00
1996-01 79.00
2001-06 99.00
2006-07

In India milk production has been increasing gradually for several years. During
till 1971 the increasing ration was very small after that milk production has increased
rapidly because of green revolution and some other pilot programmes.





MILK POTENTIAL:
Milk is the only natural product i.e. daily used by the people at regular intervals
for different purposes. The nutritional potential is ideal in quality and balanced to satisfied


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human-acid requirements. The contents of minerals and vitamins are unique both in
proportion and in quality nutrients that are essential for man`s growth and developments.
Milk has a very complex composition. It constituents are disposed in aqueous
solutions, such as chlorides; sodium and potassium are present in molecular dispersion,
phosphate in collodical dispersion, and the fat in emulsion.
The average per capital consumption of milk in India is only 212 gram per day as
against the world average of 303 grams. Malnutrition can be easily wiped out in our
country by developing the dairy industry.
EXPORT POTENTIAL:
India has the potential to become one of the leading players in milk and milk
products exports. The country is located admist major milk-deficit countries in Asia and
Africa. Major importers of milk and milk products are Bangladesh, China, Hongkong,
Singapore, Thailand, Malaysia the Philippines, Japan, the UAE, and Oman-all located
close to India. Milk production is scale -insensitive and labour-intensive. Due to low
labour cost of milk production is significantly low in India.
STRENGTHS:
Demand is absolutely optimistic. Margins are quite reasonable even on packed
liquid milk. Tremendous flexibility of product mix, abundance of raw material, and locally
available professionally trained, technical human resource pool are the other plus points.
Presently, more than 80 percent of milk produced is flowing into unorganized sector,
which requires proper channelization.


WEAKNESSES:
Perish ability:


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Pasteurization has overcome this problem partially.UHT gives milk long life
.Surely, many new processes will follow to improve milk quality and extend its shelf life.
Lack of concept over yield:
Theoretically, there is little control over milk yield. However, increased awareness
of developments like embryo transplant, artificial inseminations, and properly managed
animal husbandry practices, coupled, with higher income to rural milk producers, should
automatically lead to improvement in milk yield
Logistics of procurement:
Bad roads and inadequate transportation facility make milk procurement
problematic. But with the overall economic improvement in India, these problems would
also get solved.
Problematic distribution:
If ice-creams can be sold virtually at every nook and corner, why can`t we sell
other dairy products too? It is only a matter of time before we see the emergence of a cold
chain linking the producer to the refrigerator at the consumer`s home.
Competition:
With so many people entering this industry, competition has to be faced as a
ground reality. The market is large enough for many to serve out their niche.




OPPORTUNITIES:
Value addition:


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There is a large scope for innovations in product development, packaging, and
presentation steps should be taken to introduce value-added products like ice-creams,
pannier, lassie, khoa, basundi, doodhpeda, flavored milk, and dairy sweets etc. this will
lead to a greater presence and flexibility in the market place along with opportunities in
the field of brand building. Cultured products like yoghurt and cheese lend further strength
both in terms of utilization of resources and presence in the market place. Other products
are infant foods, geriatric foods, as nutritionals.
Export potential:
Efforts to exploit potential are already on.Amul is exporting to Bangladesh,
Srilanka, Nigeria, and the Middle East. Following the new GATT treaty, opportunities will
increase tremendously for the export of agri-products in general and dairy products in
particular.
THREATS:
Today, milk vendors occupy the pride of place in the industry. Organized
dissemination of information about the harm that they are doing to producers and
consumers should see a steady decline in their importance.
Strengths and opportunities far outweigh weaknesses and threats. Strengths and
opportunities are fundamental, while weaknesses and threats are transitory. Any
investment idea can do well only when you have entrepreneurship, innovative approach,
and values(of quality ethics).The Indian dairy industry, following it`s deli censing, is
attracting a large number of entrepreneurs. Their success in dairying depends on factors
such as an efficient yet economical procurement network, hygienic and cost-effective
processing, and innovations in the market place.

PROCESSING OF MILK:
Pasteurization:


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The term pasteurization, applied to market milk today, refers to the process of
heating every practical of milk to at least 63
0
C or 145
0
F for 30 minutes .After
pasteurization, the milk is immediately cooled to 5
0
C(41 F) or below .
As it is difficult to exercise strict supervision over milk supplies, it becomes necessary
to pasteurize milk so as to make it safe for human consumption. Milk is pasteurized to
render it safe for human consumption by destruction of sent percent pathogenic
microorganisms and to improve the keeping quality of milk by destruction of almost all-
spoiling organisms.
Standardization:
Standardization of milk refers to adjustment of the fat and /or solids not fat
percentage of milk to desired value so as to conform to the legal or other requirements.
Milk is standardized by the addition of milk or cream with a higher or lower fat percentage
than of milk to be standardized. Sometimes the addition of skimmed milk will do.
Downward standardization for fat is practiced is many countries. The surplus is
transformed into butter or ghee.
RECOMBINATION:
This refers to the product obtained when butter, oils, skimmed milk powder, and
water are combined in the correct preposition to yield fluid milk.
The Prevention of Food Adulteration Act Rules 1976 defines recombined product
as the milk product resulting from the combining of milk fat and milk solids not fat in one
or more of the various forms with or without water.
Under the prevention of Food Adulteration Act Rules 1976, recombined milk
throughout the century should contain a minimum of 30% fat and 8.5% solids not fat. The
Food and Agriculture Organization of the United Nations extensively produced
recombined milk under the operation flood scheme in Mumbai, Kolkata, Delhi, and
Chennai during 1970-74,from butter oil and skimmed milk powder donated under the
World Food Programme Project.


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The technique of recombination involves dispersion of milk powder in water at
about 45 C, addition of milk fat to make a mixture, filtration and clarification of the
mixture, followed by homogenization and pasteurization at 75 C for 15 Seconds.
The physical, chemical, and functional properties of raw material and used in
such preparation determine the flavor, acceptability, and shelf life of the recombined
product. The use of low-heat, non-fat milk powder with quick wetting ability, increased
solubility, and improved dispensability results into acceptable milk. The introduction of
butter oil without appropriate technology of it has caused problem in acceptance of
recombined milk.
Toning:
Toned milk refers to milk obtained on addition of water and skimmed milk powder
to while milk .Under the Prevention of Food Adulteration Rules 1976, toned milk should
contain a minimum of 3% fat 8.5% solids not fat throughout the country.
Toned milk is also called single toned milk and is prepared by toning milk with
fresh separated milk reconstituted from spray-dried skimmed milk powder.
Sometimes, milk is double-toned in order to provide cheap milk (with fat content
only 1.5%) to weaker sections. Toning is a process of reducing fat content i.e. mainly used
for providing cheap milk to the poor.





COMPANY PROFILE
PROFILE OF TIRUMALA DAIRY


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TIRUMALA MILK PRODUCTS PVT LTD;
Kadivedu village, Chillakuru mandal, Nellore (D.T),
QUALITY AND FOOD SAFETY POLICY
We at Tirumala Milk Products pvt ltd; are commited to achieve customer
delight-through providing nutritious and safe milk and milk products with complying
to all legal and statutory requirements, to this effect we communicate, implement
and aim at continual improvement of our quality and food safety system to achieve
excellence in this Sd
B. Brahmaniadu
Managing Director

Tirumala Milk Product Private Limited was incorporated in the month of 13
th
day
November 1998.The promoters of the company are Sri D.Brahmanadam, B. Nageswara
Rao, Dr.N.Venkata Rao and B.Brahma Naidu. The plant at Kadivedu village, Chillakuru
Mandal, Nellore District was started in the month of September 1999.Initially it was


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started with an operating capacity of 70,000 ltr., per day. Further it has increased its
capacity and now is operating with 2, 00,000 ltr., capacity.
Tirumala Milk Products Private Limited is selling its milk and milk products in
Chennai, Banglore, Tirupati and towns in A.P, Hyderabad, Vijayawada, Nellore, Gudur,
Ongole, and Guntur. Recently the company has started production in Palamaneru in
Chittoor District.
1. Inception
2. Vision
3. Mission
4. Policies
(1) INCEPTION:
The unit is registered under S.S.I. The milk is bulk is being purchased
from other dairies processed, homogenized, packed and marketed mainly in
Chennai, Bangalore and Mysore cites. The milk is being also sold in Guduru,
Tirupathi and Nellore towns basing on consumers demand. By marketing the milk
in various towns, assured market. Out let is provided to large number of village milk
producers for their surplus are applied before machinery is installed in the dairy. Strict
quality standards are applied before marketing the milk for which well equipped
laboratory is established. In order to deliver quality milk to the consumers insulted trucks
are used to transport milk from the dairy to various destinations.


(2) VISION:


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Tirumala Milk Products (P) Limited is a dream come true to the dynamic young
entrepreneurs who have jointly efforted to convert their skills, knowledge and experience
in the field of processing and producing milk and milk products.
Realizing the Milk Product Potentialities of the inversion track of the Government
of Andhra Pradesh and Government of India, with self managed financial resources and
established the Tirumala Dairy in the year 1995 at Narasaraopet, Guntur District and
erected new plant at Kadivedu in the year 1999.
Today, the dairy has posd to equate major dairies inteh southern region which has
not only captured the market but also has mode Thirumala an accepted Brand and
preference of the consumers.
(3) MISSION:
Tirumala Milk Product (P) Limited is a dream come true to the dynamic young
entrepreneurs who have jointly efforted to convert their skills, knowledge and experience
in the field of processing and producing milk products.
(4) POLICIES:
Realizing the milk product potentialities of the inversion track of the Government
of Andhra Pradesh and Government of India, with self managed financial resources and
established the Tirumala Dairy in Narasaraopet District, Guntur and erected new plant at
Kadivedu in the year 1999.
Today, the dairy has posed to equate major dairies in the southern region which
has not only captured the market but also has mode TIRUMALA an accepted Brand
and preference of the consumers.



HISTORY AND MILE STONES OF COMPANY:


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Tirumala Milk Product (P) Ltd., Handles 6.5 Lakhs litres of milk per day in all
their pacing stations and main dairy plant. TMPPL having good infrastructure and well
equipped with all latest machinery to process 6.5 lakhs liter of milk per day, which is the
highest in the state of Andhra Pradesh has developed in a decade.
TMPPL handles milk in the following locations
S.No
Packing Locations
Handling capacity per day
1. Gudur (Main plant) 4.0 lakhs litre
2. Vellala Cheruvu 1.0 lakhs litre
3. Bhimadolu 1.0 lakhs litre
4. Palamaner 1.5 lakhs litre
PROCUREMENT OF MILK
TMPPL established 32 chilling centers in Andhra Pradesh and 11 chilling centers
in Tamilnadu and one in Karnataka procure both buffalo milk. Good quality milk is being
procured and chilled with in short time at chilling centers, to retain freshness of milk. The
strength of the TMPPL is to procure 6.0 lakh liters of milk directly from agents / farmers,
by having fully equipped machinery and professionally trained staff. TMPPL have full
control on its systems. So that pure quality of milk products can be supplied to customers.
Butter: Is made from pure cow & buffalos fat under hygienically processed through
continues butter making machine with a capacity.

Ghee: Is made from pure cow & Buffalos butter under supervision 30 years granulation,
color and aroma of ghee with a capacity of 8 tones per day. Ghee is packed in a wide
range of 7ml to 15 kgs.


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Milk powder: Is made from fresh cow & buffalo milk, plant is capable of marketing all
type of milk powders with a capacity of 15 tones per day.
By products: Like Sterilized Flavored Milk, Lassi, Khava, Milk cake, Mysore
Pak, Panner.
ORGANIZATIONAL STRUCTURE
(a) Company C.M.D
TMPPL has its main dairy plant at kadivedu with handling and local
procurement.TMPPL has well maintained laboratories in all their dairies. Technically
qualified staff are looking after testing of milk and milk products. Quality assurance
programmes are implemented at every stage to ensure quality of milk and products.
(b) Marketing Manager:
Main plant is processing 2.5 lakhs liter of milk per day in automatic sachet filling
machines to supply and distribution of milk to Chennai, Tirupathi, Nellore etc., in
insulated pubs.
(c) Roles:
The main dairy has powder plant of 15 tons capacity per day. The plant hasbeen
designed to product 15000 kgs of milk power on a 20hours/ day. Evaporation is done in
multiple effect falling film evaporators and powder is manufactured with high pressure
nozzles pray dryer. The water evaporation capacity of the evaporator is 9400kg/hr and
spray dryer is designed to 753 kg/hr. Fluid dbe dryer is also provided.


MAIN OBJECTIVES OF THE COMPANY:
To carry on the business of producers, vendors of milk cream, cheese, butter milk,
and all other dairy products of all kinds and to buy sell trade in any goods which are


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usually needed in any of the above business or any other business associated with the fore
going or other interests of the company.
To serve the milk producers of villagers who are having excess of milk by
producing that milk and again selling that milk to urban people who are in needed of milk.
To serve the villagers by providing loans for purchasing cattle.
OUR SEVEN PRINCIPLES:
1. Contribution to society:
We will conduct ourselves at all times in accordance with the basic management
objective, faithfully fulfilling our responding as Industrialists to the communities in which
we operate.
2. Fairness and Honesty:
We will be fair and honest in all our business dealings and personal conduct. No
matter now talented and knowledgeable we may be, without personal integrity, we can
neither earn the respect of others nor enhance our own self respect.
3. Co-operation and Team Spirit:
We will pool our abilities to accomplish our shared goals. No matter how talented we are
as individuals, without co-operation and team spirit we will be a company in name only.
4. Untiring Effort for Improvement:
We will strive constantly to improve our ability to contribute to society through our
business activities. Only through this untiring effort can we fulfill our basic management
objectives and help to realize lasting peace and prosperity.

5. Courtesy and Humility:
We will always be cordial and modest, respecting the rights and deeds of others in
order to strengthen healthy social relationships and improve the quality.


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6. Adaptability:
We will continually adopt our thinking and behavior to meet the ever-changing
conditions around us, taking care to act in harmony with nature to ensure progress and
success in our endeavors.
7. Gratitude:
We will act out of a sense of gratitude for all the benefits we have received, confident
that this attitude will be a source of unbounded joy and utility, enabling us to overcome
any obstacles we encounter.
RANGE OF PRODUCTS:
Company is offering is a wide range of products to the consumers are as follows
TYPES OF PRODUCTS:
Tirumala gold milk
Tirumala toned milk
Tirumala double toned milk &
Tirumala milk
Tirumala butter milk
Tirumala curd
Tirumala butter
Tirumala cheese
Tirumala ghee
Tirumala FCM
Subam
Floured milk


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Powder
FUNCTIONAL ACTIVITIES
Marketing :-
TMPPL is having good marketing of milk and milk products, arketing offices at
Chennai, Bangalore & Hyderabad is having good distribution system. All the marketing
Executives are professionally trained and having good skills and experience in marketing
products. To maintain cold chain there are about 35 insulated puff vehicles to trans port
milk to various towns. There is tremendous in crease in sales of milk card milk products
due to best quality, there are about 3000 out tets in AP, Tamilanadu and Karanataka. The
dairy is catering need of 10 lakh customers daily in southern region.
Finance :-
Your directors have pleasure is submitting thy 9th annual report and audited
accounts for the financial year 2007-2008.
Review of Financial Statements:
The company has achieved a turnover of Rs.28527 lakhs as against 22202 lakhs for
previous year recording increase of 28.49% over the previous year. And the net profit
margin was increased to 2.13% from 1.40% i.e Rs.608.10 lakhs 311.80 lakhs of previous
year.
Human Resource:
The primary functions of the personnel department are responsible for initiating
evolving general policies procedure with practiced common with the future objectives of
the company. Responsible for leaving uniform service conditions for all employees.
Responsible for recruitment and promotion of officers and respect of posting various
groups users.
Production:


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TMPPL has its main dairy plant at Kadiveedu with handing capacity of 4.0
lakhs.Lts. Of milk per day from various chilling centers and local procurement.Market
Milk: Main plant is processing 2.5 lakhs liter of milk per day in automatic sachet filling
machines to supply and distribution of milk to Chennai, Tirupathi, Nellore etc, and
insulated pubs.
There is continuous growth is sales of milk from 5000 lts to 2,50,000. Its within a
span of one decade. TMPPL maintaining consistency in quality and itsstandards
consumers have much confidence.
TMPPL having its own supply chain management, which makes ease in timely
distribution and assured supply, which gains customers satisfaction. At our palamer unit
process and supply of 1.00 lakh liters of milk and 2000liters of cured to Bangalore city.
At our Vellachervu & Bhimadolu packing stations processing and packing 2.00
lakhs liters of milk to Hyderabad, Warangal, Vijayawada, Eluru, Guntur and
Rajahmundry.
Research & Development:
Quality Assurance:
TMPPL has well maintained laboratories in all their dairies. Technically
qualified staff are looking after of milk and products. Quality assurance
programmes are implemented at every stage to ensure quality of milk and
milk products.
o This dairy is am ISO 9001:2000 and an ISO 22000:2005 certified company.
The dairy is following quality management system and food safety standards.
TMPPL is having ISI License and Agmark License and all other statutory
standards as per requirements.
There is continuous growth in procurement and sales the capacities of the


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Plant are also increased to handle the milk to manufacture milk products.
To meet the demand in market there is also plant to introduce products like Cup
curd, lussey in retail markets.
From time to time consumer are identified and producing the new products
to satisfy the customer, continual surveys are conducted to get feedback
information for analysis.
FUTURE PROSPECTS:
India is the world's highest milk producer and all set to become the world's largest
food factory. In celebration, Indian Dairy sector is now ready to invite NRIs and Foreign
investors to find this country a place for the mammoth investment projects. Be it investors,
researchers, entrepreneurs, or the merely curious - Indian Dairy sector has something for
everyone.
Milk production is relatively efficient way of converting vegetable material into
animal food. Dairy cow's buffalo's goats and sheep can eat fodder and crop by products
which are not eaten by humans. Yet the loss of nutrients energy and equipment required in
milk handling inventory make milk comparatively expensive food. Also if dairying is to
play its part in rural development policies, the price to milk producers has to be
remunerative. In a situation of increased international prices low availabilities of food aid
and foreign exchange constraints, large scale subsidization of milk conception will be
difficult in the majority of developing countries.


TRAINING & DEVELOPMENT
MEANING:


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Corporate manpower planning refers to the application of planning process order to
assess the requirement of manpower and also for procuring, utilizing and developing the
human resources at the level of the enterprise in order to attain the corporate objectives.
Human resource planning is double-edged weapon. It leads to maximum utilization
of human resources excessive labor turnover and high absenteeism, improves productivity
and aid in achieving of an organization.
Resource planning is the responsibility of the both line and staff managers. The
line manager is responsible for estimating the manpower requirements. The staff manager
provides the supplementary information in the form of the records and estimates.
TRAINING:
Training is the process of increasing the knowledge and skills for doing a particular
job. It is an organized procedure by which people learn knowledge and skill for definite
purpose. The purpose of training is basically to bridge the gap between job requirements
and present competence of an employee training is aimed at improving the behavior and
performance of a person. It is a never ending and continuous process.
TRAINING DEFINED:
Training is the act of increasing the knowledge and skill of an employee
for doing a particular job-Edwin B Flippo
Training is concerned with those experiences, which concentration on an
actual job performance-----------------------Leonard Nadler.
Training is the process by which manpower filled for the particular job to
be performed Dale Yoder.
Training as the organized procedure by which people learn knowledge and
skills for a defined----Dale S. Beach.
Approaches to Training & Development:


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Training And Development is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change takes place in structured format.

Traditional Approach:
Traditional Approach Most of the organizations before never used to believe in
training. They were holding the traditional view that managers are born and not made.
There were also some views that training is a very costly affair and not worth.
Organizations used to believe more in executive pinching. But now the scenario seems to
be changing.
Modern Approach:
The modern approach of training and development is that Indian Organizations
have realized the importance of corporate training. Training is now considered as more of
retention tool than a cost. The training system in Indian Industry has been changed to
create a smarter workforce and yield the best results.








TYPE OF TRAINING:
TYPE OF TRAINING


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TRANING AND DEVELOPMENT

EXTERNAL INTERNAL
TRAINING TRAINING

OFF THE JOB ON THE JOB OFF THE JOB
TRAINING
Fig3.1

ON THE JOB TRAINING:
It is an effective in company programme, which aids the trainees to learn in
practical real company situation. In theoretical background like lecture, written assignment
studying is reduced to the minimum level. It is actually a programme of observing doing
and learning.
ON THE JOB PROGRAMMES


JOB SPECIAL UNDER APPRENTICESHIP COMMITTEE
ROTATION ASSIGNMENTS STUDY TRAINING ASSIGNMENT
JOB ROTATION:
Job rotation or channel method of development, involves movement of a manager
from one job to another job, from one plan on a planned basis such movement may be for


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a period ranging from 6 months to 2 years before a person is established in a particular job
or department.
In this case, the movement is not meant for transfer but is meant for learning the
interdependence of various jobs so that the trainee can look at his job in broader
perspective.

COACHING or UNDERSTUDY:
Coaching is learning through on-the-job experience. A manager can learn when he
is put on a specific job. He can develop skills for doing the job in a better way over the
period of time. In understudy method, the trainee works normally as assistant under the
direction and supervision of a person

SPECIAL ASSIGNMENTS:
The method is applicable to individual trainees and also to group of trainees. They
are asked to undertake special assignments in certain jobs or work. A part of a job or work
also may become the subject matter of the special assignments, they thoroughly analyses
the job in the form of project and learn the work.

APPRENTICESHIP TRAINING:
Apprenticeship as a method of training in crafts, trades and technical areas is one
of the oldest and the most commonly used method especially when proficiency in a job is
the result of a relatively long period of training. The areas in which apprenticeship training
is offered are numerous ranging from the job of a draftsman, machinist, printer, toolmaker,
engraver, electrician, etc.
JOB INSPECTION:


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This method is known as training through step by step. Under this method trainer
explains the trainee the way of doing the jobs, job knowledge and the skills and allows
him to do the job.
COMMITTEE ASSIGNMENTS:
Under the committee assignment, group of trainees are given and asked to solve an
actual organization problem. The trainees solve the problem jointly. It develops teamwork.
OFF-THE-JOB TRAINING

OFF-THE-JOB TRAINING METHODS



Discussion Programmed Transactional Lecture
Method Instructions Analysis method
LECTURE METHOD:
Lectures and conferences are knowledge-based management development
methods. In this method an effort is made to expose participants to concepts and theories,
basic principles of pure and applied knowledge in any particular area. Basically these aim
at transmission of knowledge pertaining to the relevant area.
DISCUSSION METHOD:
This method is definitely having an edge over the lecture method. The trainees are
very much involved in learning process; it is participation oriented methodology leading to
sharing of experiences.


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The trainer is acting as the co-ordinator, facilitator and moderator to motivate the
trainees to have fruitful discussion and also the polling to ideas and points generated in
discussions.
PROGRAMED INSTRUCTIONS:
This methodology helps the trainees to learn on their own piece. It is one of the
motivate teaching technologies introduced in recent years, programmed learning is a self
instructions learning and the course materials is prepared are programmed in such a way
that the trainees learn in a series of and sequential steps.
The subject matter to be learnt is divided into small steps and the order or sequence
to be followed by trainees is given. The trainees start learning from simple steps and
process towards more complex steps /instructions.
The programme is structured in such a way that the trainees will be able to know
the results or correctness of the learning then and there. The answers are provided that the
end of each steps or programme. Even if he commits errors, he will get it the information
is committed errors.
TRANSACTIONAL ANALYSIS:
Transactional analysis is a methodology centred on the mental status and the
resulting response of human beings. A psychologist originally developed this. DR. Eric
Berne in the early 50s and in last 25 years it has been developed to a greater extent and
widely used in the areas to training paucity, behavioural science, behavioural therapy
individual and group relation in family, society and organization.
PURPOSE OF BASIC TRAINING:
Training is the most helpful in imparting the technical and mechanical knowledge to
the personnel involved in operative jobs. It enables the employees to get acquainted with
jobs and increase their aptitudes skills and knowledge, adaptability and thus increase the
reliability and validity of training programme. Training is a continuous process it will
never be finished as long as organization remains in business. The need for training of
employees would be clear from the observation made by different authorities, they are:


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TO INCREASE PRODUCTIVITYAND PROFITTABILITY:
It has been very rightly said by some management expert, Training increase
the skill, knowledge and operative competences of the employees which helps
to increase the level of performance on their job, help to increase the level of
performance on their present assignment. There is a direct relationship between
increased operative performance and profitability of the company.
TO GO FOR BETTER QUALITY:
Training gives the knowledge and technical skills to the workers. Well-
informed or well-instructed workers commit minimum mistakes and minimum
wastage of the raw materials. Quality makes the reputation and creditability of
the product and the product becomes of merchantable quality.
TO IMPROVE THE CULTURE OF THE ORGANISATION:
The reaction of the training is always positive and hence it requires a
systematic and well-planned training programme. Training helps to increase
productivity and consequent increase the production, increase in quality and
increased profitability, as a result the financial rewards and incentives may be
increased.
TO IMPROVE THE ORGANISATIONAL ENVERONMENT:
Better and sound training and development programmes increase the
motivational approach, initiative creativity and learning and thus helps in
preventing manpower obsolescence. With increase of age temperament, the
learning may be done and productivity may also decrease.
TO IDENTIFYING TRAINING NEEDS:
The basic aim training is to induce a suitable change in the individual
concerned. McGhee and Thayer have given a model for identifying training
needs. This model includes organization analysis, task analysis and man
analysis:



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ORGANISATION ANALYSIS:
Organization analysis is the first factor for identifying training needs. It is a
systematic effort to understand where training effort needs to be emphasized in
the organization. It involves a detailed analysis of the organization structure,
objectives, human resources and future plans.
TASK ANALYSIS:
Task analysis entails a detailed examination of a job, its various operations,
and the conditions under which it has to be performed. As discussed earlier, job
analysis will provide job description and job specification; the organization
will be able to know the kind of jobs that are to be performer and the type of
people that are required to perform these jobs.
MAN ANALYSIS:
The focus of the man analysis is on the individual employee, his abilities, his
skills, and the inputs required for job performance, or individual growth and
development in terms of career planning. Man analysis helps to identify
whether the individual employee requires training and, if so, what kind of
training clues to training needs can come from an analysis of individuals
typical behaviour.









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IMPORTANCE OF TRAINING:
Training is the corner stone of the sound management, for it makes employees
more effective and productive. It is actually intimately connected with all the personal and
managerial activities. It is an integral heart of the whole management program, while all
its many activities functionally inter related.
The importance of training has been expressed in these words:
Training is a widely accepted problem solving device. Indeed, our national
superiority in manpower productivity can be attributed in no of small measures to the
success of our educational and industrial training programs, the success or has been
archived by a tendency in many quarters to regard to training person.
Its almost traditional in America to believe that if something is good, more of the
teaching is even better. Hence, we can take more vitamin pills to solve personals health
problem and more training to solve our manpower problem.
Over and under emphasis on training system largely from inadequate recognition
and determination of training needs and objectives. Stem also from back recognition of the
professional techniques of modern industrial training.
ADVANTAGES OF TRAINING:
Improves the morale of the workforce.
Helps people identify with organization goals.
Helps create a better corporate image.
Improves the relationship between boss and subordinate.
Provides information for future needs in all areas of the organization.
Creates an appropriate climate for growth& communication.
Helps the individual in making better decision and defective problem
solving.


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Provides information for improving knowledge on leadership,
communication skills and attitudes.
DEVELOPMENT
Management development programs are future oriented and more concerned
education that is employee training or assisting a person to become a better performer.
It is a long-term educational process utilizing a systematic and organized procedure
by which managerial personnel learn conceptual and theoretical knowledge for general
purpose.
Development is related with less skill oriented but stresses on knowledge about
business environment, principles and techniques, human relations of specific industry
analysis.
It also covers not only those, which improve job performance, but also those which
bring about growth of the personality. It helps individual actualization of their potential
capacities so that they become not only good employees but also better men and women.
In organizational terms, it is intended to equip persons to earn promotion and greater
responsibility.










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TRAINING AND DEVELOPMENT
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 is not the case, it is not necessary to raise
the skill levels and increase the versatility and adaptability of employees.
As jobs have become more complex the importance of employee training has
increased when jobs were simple, easy to learn and influenced to only a small degree by
technological changes, there was little need for employees to upgrade or alter their skills.
But the rapid changes taking place during the last quarter-century in our highly
sophisticated and complex society have created increased pressure for organizations to
readapt the products and services produced.
The manner in which products and services are produced and offered, the types of
jobs required and the types of skills necessary to complete these jobs. Training moulds the
employees attitudes and helps them to achieve the better co-operation with the company
and greater loyalty to it.
The management is benefited in the sense that highest standards of quality are
achieved further trained employees make better and economical use of materials and the
equipment, therefore wastage for constant supervision is reduced.
Successful candidates placed on the jobs need training to perform their duties
effectively. Workers must be trained to the minimum and avoid accidents.
It is not only the workers who need training but supervisors, and executives also
need to be developed in order to enable them to grow and acquire maturity of thought and
actions. Training and development constitute and ongoing process in any organization.




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TRAINING AND DEVELOPMENT OBJECTIVES
The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to that, there
are four other objectives: Individual, Organizational, Functional, and Societal.
Individual Objectives
Help employees in achieving their personal goals, which in turn, enhances the
individual contribution to an organization.

Organizational Objectives
Assist the organization with its primary objective by bringing individual
effectiveness.

Functional Objectives
Maintain the departments contribution at a level suitable to the organizations
needs.

Societal Objectives
Ensure that an organization is ethically and socially responsible to the needs and
challenges of the society.
AREAS OF TRAINING AND DEVELOPMENT:
Organization provides training to their employees in the following areas:
Company policies and procedures.
Specific skills.
Human relations.
Problem solving.


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Managerial and supervisory skills.
Apprenticeship training etc.
PRINCEPLES OF TRAINING AND DEVELOPMENT:
The trainees some of them are stated below have evolved a member of principles
over the years, which are following as guidelines:
MOTIVATION:
As the effectiveness of an employee depends on how well be is motivated by
management. The Effectiveness of learning also depends on motivation. In other words
the trainees will acquire new skills or knowledge quickly if he or she is highly motivated.
PROCESS INFORMATION:
It has been found by various research studies that there is a relation between
learning effectively and providing right kind of information. Therefore, the trainee should
not bombard the trainee with the excessive information or information that can be
misinterpreted.
REINFORCEMENT:
The effectiveness of the trainee in learning new skills or acquiring new knowledge
should be reinforced by means of rewards and punishments.
TRAINING INPUTS:
Training activities in an industrial organization are aimed at making desired
modification in:
A. Skills.
B. Attitudes.
C. Habits.
D. Conceptual and interpersonal skills.
E. Knowledge of employees so that they perform their job most effectively and
efficiency.


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PLANNING TRAINING ACTIVITIES:
The following steps must from the basis for any training activity:
Determine the training needs and objectives.
Translate them into programmes that meet the needs of the selected
trainees.
Evaluate the results.
Training should be seen as a long-term investment in human resources using the
equation given below:
Performance = Ability + Motivation.
Training can have an impact on both these factors. If can High lighten the skills
and abilities of the employees and their motivation by increasing their sense of
commitment and encouraging them to develop and use new skills. It is powerful tool that
can have a major impact on both employees productivity and morale.
EVALUTION OF TRAINING AND DEVELOPMENT:
Evaluation means the estimation of value of worth, comparing to a set criterion, in
training situation, evaluation means finding out the benefits or contributions of training to
the organization, the evaluation done at various levels of training on the surface level.
The process of evaluation may seem to be easier. But it is highly complex and
complicated procedure in practice. At requires lot of experience and expertise. The proper
evaluation is the only way to justify the huge investment in training&development by the
organization.
The top management is very much particular to see that the turn on training
programmes is not wasted, but a useful and worth expenditure.
Evaluation is not time measure; it is an on going process. Evaluation of training in
modern days is done with the help of various sophisticated mathematical, statistical and
psychometric tools.


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Highly developed electronic machines and computers are employed experts and
trainers to do the evaluation in a systematic and scientific way.
Specialized experts, psychometritians and management consultants are available to
do the evaluation of training programmes independently without any biases or prejudices.
Through they do in charge considerable amount as consultation fee, it is worth
whole to try evaluation in scientific way since the proper and appropriate evaluation may
change the colour of the entire system towards more usefulness to the organization.
THE PURPOSE OF EVALUATION:
Objectives are stout for each and every training programme conducts; evaluation
is launched to find out to what attempt these objectives have fulfilled or achieved.
Evaluation is intimating to find out the level of participation of the trainees,
inside and outside the classroom in training environment.
The effectiveness of the faculty for trainees found out through evaluation.
The evaluation also brings out the effectiveness, usefulness and relevance of the
course contents and methodology and techniques of training.
USES OF EVALUATION:
The evaluation of the session at the classroom level and also at post training level
can be put into multifarious uses. The following are some key areas of evaluation.
The evaluation can be for modifying the programmes contents in future
training programmes according to the training needs.
Improvement in infrastructure facilities can be brought out after going through
the evaluation given by the participants about the facilities.
The duration of training programme can be adjusted if it is found in evaluation
that it is longer or shorter.
The evaluation may real some of shortcoming of the faculty at knowledge and
presentation.


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AREAS OF EVALUATION:
Various factors and conditions act together and determine the effectiveness of the
programme.
The various sub-areas, which contribute to the totality of the training process, are:
Contents.
Methodology
Infrastructure facilities.
Faculty, course coordinators.
Community living.
Sports and recreational facilities.
Personality development.
DISTINCTION BETWEEN TRAINING AND DEVELOPMENT:
Training is a short-term process utilizing a systematic and organized procedure by
which non-managerial personnel learn technical knowledge and skill for definite purpose.
Development is a long-term process utilizing a systematic and organized procedure
by which managerial personnel learn conceptual and theoretical knowledge for general
purpose.




IMPORTANCE OF TRAINING AND DEVELOPMENT:


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Training is the corner stone of sound management for which it makes employees more
effective and productive. It is actively and intimately connected with all the personnel or
managerial activities. It is an integral part of the whole management program, with all its
many activities functionally interrelated. Training and development program helps to
remove performance deficiencies in employees. This is particularly true when
The deficiency is caused by lack of ability rather than lack of motivation
toperform.
The individuals involved have the aptitude and notation needed to learn to do the
job better.
Supervisors and peers are supportive of the desired behaviorsThere is greater
stability, flexibility, and capacity for growth in organization training contributes to
employee stability in at least two ways.
Employees become efficient after undergoing training. Efficient employees
contribute to the growth of the organization. Growth renders stability to the work
force. Further, trained employees need to stay with the organization.







EVALUATION & INTERPRETATION


--------------------------------------57--------------------------------------Dept of MBA
1) Have you attend any training program in the present organization till now? [ ]

(a)YES (b) NO

TABLE 4.1
S.No ATTENDENCE OF TRAINING
PROGRAMME
NO OF
EMPLOYEES
%. OF
EMPLOYEES
1 YES 74 74%
2 NO 26 26%
TOTAL 100 100%

INTERPRETATION:
After complete interaction with the employees through our questionnaires, I
understand that 74% of employees attending to the training programmes and 26% of
employees are doesnt having the training program









--------------------------------------58--------------------------------------Dept of MBA





FIG 4.1



2) What type of training program did you attend? [ ]

0
10
20
30
40
50
60
70
80
90
100
YES NO
NO OF EMPLOYEES
NO OF EMPLOYEES


--------------------------------------59--------------------------------------Dept of MBA
a ) ON-THE JOB b ) OFF- THE JOB

TABLE 4.2
S.NO TYPE OF TRAINING
PROGRAMME
NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 ON THE JOB 83 83%
2 OFF-THE JOB 17 17%
TOTAL 100 100%

INTERPRETATION:
From the above information, I understand that 83% of employees are taking on
the job training and rest of 17% of employees is taking off the job training program












--------------------------------------60--------------------------------------Dept of MBA




FIG 4.2




3) What is the periodicity of the training? [ ]

0
10
20
30
40
50
60
70
80
90
100
ON THE JOB OFF-THE JOB
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------61--------------------------------------Dept of MBA
(a) For every three months (b) Yearly twice
(c) Yearly once (d) Once in a while

TABLE 4.3
S.No PERIODICITY OF THE TRAINING NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 FOR EVERY THREE MONTHS 46 46%
2 YEARLY TWICE 27 27%
3 YEARLY ONCE 19 19%
4 ONCE IN WHILE 8 8%
TOTAL 100 100%

INTERPRETATION:
The survey reveals that 46% of employees are said that the training program
conducted for every three months.27% of employees are said that the training program
conducted for every six months.19% of employees are said that training program
conducted for every year. And 8% of employees are said that training program conducted
for once in a while.







--------------------------------------62--------------------------------------Dept of MBA




FIG.4.3





4) Are you satisfied with the selection process of trainees? [ ]
(a) Satisfied (b) Not satisfied (c) cant say
0
10
20
30
40
50
60
70
80
90
100
FOR EVERY
THREE MONTHS
YEARLY TWICE YEARLY ONCE ONCE IN WHILE
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------63--------------------------------------Dept of MBA

TABLE 4.4
S.No OPINION OF
EMPLOYEES ABOUT
SELECTION
NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 SATISFIED 75 75%
2 NOT SATISFIED 11 11%
3 CANT SAY 14 14%
TOTAL 100 100%


INTERPRETATION:
From the above information 75% of employees are satisfied.11% of employees is
not satisfied. And 14% of employees are unable to say their satisfaction level










--------------------------------------64--------------------------------------Dept of MBA





FIG 4.4




5) Are your trainers in house (or) outside trainers? [ ]
0
10
20
30
40
50
60
70
80
90
100
SATISFIED NOT SATISFIED CANT SAY
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------65--------------------------------------Dept of MBA
(a) In-house (b) Outside house (c) Both

TABLE 4.5
S.No PLACE OF
TRAINING
NO.OF EMPLOYEES % OF EMPLOYEES
1 IN THE HOUSE 16 16%
2 OUTSIDE HOUSE 14 14%
3 BOTH 70 70%
TOTAL 100 100%


INTERPRETATION:
The survey reveals that 70% of employees are said that trainers are coming
both place, i.e. in the house and outside the house.16% of employees are said that trainers
are coming in the house. Rest of 14% of employees is said that trainers are coming outside
the house.









--------------------------------------66--------------------------------------Dept of MBA




FIG 4.5




6) What is your rating of your trainers effectiveness? [ ]
0
10
20
30
40
50
60
70
80
90
100
IN THE HOUSE OUTSIDE HOUSE BOTH
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------67--------------------------------------Dept of MBA
(a) Highly satisfied (b) Satisfied (c) Not satisfied (d) cant say

TABLE4.6

INTERPRETATION:
From the above table 59% of employees satisfied and 22% of employees are not
satisfied.11% of employees are highly satisfied.8% of employees are satisfied with their
satisfaction level in the organization.








S.No
RATING NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 HIGHLY SATISFIED 11 11%
2 SATISFIED 59 59%
3 NOT SATISFIED 22 22%
4 CANT SAY 8 8%
TOTAL 100 100%


--------------------------------------68--------------------------------------Dept of MBA





FIG 4.6




0
10
20
30
40
50
60
70
80
90
100
HIGHLY
SATISFIED
SATISFIED NOT SATISFIED CANT SAY
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------69--------------------------------------Dept of MBA
7) Do you feel that training programme can improve the Skills/ Performance of the
employees? [ ]
(a)Yes (b) No (c) Cant say

TABLE 4.7
S.No DOSE TRAINING
PREGAME
IMPROVE
SKILLS?
NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 YES 95 95%
2 NO 0 0%
3 CANT SAY 5 5%
TOTAL 100 100%

INTERPRETATION:
From the above information 95% of employees are said that training program
improves the skills.5% of employees are unable to say.0% of employees said that there is
no improvement to attend the training program. It reveals that most of the employees are
said that training programmes are best for improves the skills.







--------------------------------------70--------------------------------------Dept of MBA





FIG.4.7



8) Training programmes are useful for [ ]
0
10
20
30
40
50
60
70
80
90
100
YES NO CANT SAY
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------71--------------------------------------Dept of MBA
(a) New employees (b) Existing employees
(c) Promoted employees (d) for all

TABLE 4.8
S.No. TRAINING PROGAMME
USEFUL FOR
NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 NEW EMPLOYEES 24 24%
2 EXISTING EMPLOYEES 11 11%
3 PROMOTED EMPLOYEES 5 5%
4 FOR ALL 60 60%
TOTAL 100 100%

INTERPRETATION:
From the above information 60% of employees are training progammes are useful
for all employees.24% of employees are training programme are useful for new
employees.11% of employees are said that training programme are useful for existing
employees.5% of employees are said that training programme are useful for promoted
employees. The information reveals that training programme that necessary for all
employees.






--------------------------------------72--------------------------------------Dept of MBA






FIG 4.8



9) Is there any feedback session after training? [ ]
(a) YES (b) NO
0
10
20
30
40
50
60
70
80
90
100
NEW
EMPLOYEES
EXISTING
EMPLOYEES
PROMOTED
EMPLOYEES
FOR ALL
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------73--------------------------------------Dept of MBA

TABLE 4.9
S.No IS THERE IS ANY FEEDBACK NO.OF
EMPLOYEES
% OF
EMPLOYEES
1 YES 100 100%
2 NO 0 0%
TOTAL 100 100%


INTERPRETATION:
From the above information 95% of employees after training programme feedback
session are conducted in their organization. 5% of employees are said that after training
programme there is no feedback session. More no. of employees are said that there is
feedback session.











--------------------------------------74--------------------------------------Dept of MBA




FIG 4.9




10) Are you satisfied with the training programme offend by the organization?
[ ]
0
10
20
30
40
50
60
70
80
90
100
YES NO
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------75--------------------------------------Dept of MBA
(a) Highly satisfied (b) Satisfied (c) Not satisfied (d) cant say

TABLE 4.10


INTERPRETATION:
The survey reveals that 65% of employees are satisfied and 16% of employees
are highly satisfied.14% of employees is not satisfied. 5% of employees are unable to say
their opinion above training programme. Totally 81% employees are satisfied their
training programme.






S.No OPINION ABOUT TRAINING
PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 HIGHLY SATISFIED 16 16%
2 SATISFIED 65 65%
3 NOT SATISFIED 14 14%
4 CANT SAY 5 5%
TOTAL 100 100%


--------------------------------------76--------------------------------------Dept of MBA




Fig 4.10



11) Are you agree with the Present training programs has met the job requirement of
employees? [ ]
0
10
20
30
40
50
60
70
80
90
100
HIGHLY
SATISFIED
SATISFIED NOT SATISFIED CANT SAY
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------77--------------------------------------Dept of MBA
(a) Agree (b) Strongly agree (c) Disagree (d) Strongly disagree

TABLE 4.11


INTERPRETATION:
The survey reveals that 41% of employees are agree, 28% of employees are
strongly agree,18% of employees are disagree, 13% of employees are strongly disagree
the training programme. Totally 69% employees are agree the training programme and
31% employees are not agree the training program.





S.No OPINION ABOUT TRAINING
PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 AGREE 41 41%
2 STRONGLY AGREE 28 28%
3 DISAGREE 18 18%
4 STRONGLY DISAGREE 13 13%
TOTAL 100 100%


--------------------------------------78--------------------------------------Dept of MBA





Fig. 4.11



0
10
20
30
40
50
60
70
80
90
100
AGREE STRONGLY
AGREE
DISAGREE STRONGLY
DISAGREE
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------79--------------------------------------Dept of MBA
12) The main function of training is to bridge the gap between the desired
actual job performances? [ ]
(a) Agree (b) Strongly agree (c) Disagree (d)Strongly disagree

TABLE 4.12


INTERPRETATION:
The survey reveals that 27% of employees are agree, 35% of employees are
strongly agree,20% of employees are disagree, 18% of employees are strongly disagree
the training programme. Totally 62% employees are agree the training programme and
38% employees are not agree the training program.




S.No OPINION ABOUT TRAINING
PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 AGREE 27 27%
2 STRONGLY AGREE 35 35%
3 DISAGREE 20 20%
4 STRONGLY DISAGREE 18 18%
TOTAL 100 100%


--------------------------------------80--------------------------------------Dept of MBA






Fig.4.12




0
10
20
30
40
50
60
70
80
90
100
AGREE STRONGLY
AGREE
DISAGREE STRONGLY
DISAGREE
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------81--------------------------------------Dept of MBA
13) Here evaluation of employees performance being done during the period of
training? [ ]
(a) Yes (b) No

TABLE 4.13


INTERPRETATION:
From the above information 89% of the employee said that performance are
evaluated during the training period and 11% of the employee said that performance are
did not evaluated during the training period.






S.No OPINION ABOUT
EVALUATION OF
PERFORMANCE
NO.OF EMPLOYEES % OF
EMPLOYEES
1 YES 89 89%
2 NO 11 11%
TOTAL 100 100%


--------------------------------------82--------------------------------------Dept of MBA





Fig.4.13





0
10
20
30
40
50
60
70
80
90
100
YES NO
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------83--------------------------------------Dept of MBA
14) Is there any change in performance of an employee after giving training and
development program? [ ]
(a) Yes (b) No

TABLE 4.14


INTERPRETATION:
From the above information 81% of the employee said that their performance is
improved after the training programme and 19% of the employee said that there is no
change in their performance after training period.






S.No OPINION ABOUT CHANGE IN
PERFORMANCE
NO.OF EMPLOYEES % OF
EMPLOYEES
1 YES 81 81%
2 NO 19 19%
TOTAL 100 100%


--------------------------------------84--------------------------------------Dept of MBA






Fig 4.14




0
10
20
30
40
50
60
70
80
90
100
YES NO
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------85--------------------------------------Dept of MBA
15) Is there personal attention of the trainers about each trainee? [ ]

(a) Yes (b) No

TABLE 4.15


INTERPRETATION:
The survey reveals that 100% of attention on each employee by the trainer.







S.No OPINION ABOUT PERSONAL
ATTENTION ON EACH
EMPLOYEE
NO.OF EMPLOYEES % OF
EMPLOYEES
1 YES 100 100%
2 NO 0 0%
Total 100 100%


--------------------------------------86--------------------------------------Dept of MBA






Fig 4.15





0
10
20
30
40
50
60
70
80
90
100
YES NO
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------87--------------------------------------Dept of MBA
16) When do you think that training programs should be conducted? [ ]
(a) During working Hours (b) Weekends

TABLE 4.16


INTERPRETATION:
From the above information it has observed that 66% of employees supported the
they training programme on working hours and 34% of employees suppoted the training
programme in weekends.







S.No OPINION ABOUT CONDUCT
OF TRAINING PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 DURING WORKING HOURS 66 66%
2 WEEKEND 34 34%
Total 100 100%


--------------------------------------88--------------------------------------Dept of MBA






Fig 4.16





0
10
20
30
40
50
60
70
80
90
100
DURING WORKING HOURS WEEKEND
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------89--------------------------------------Dept of MBA
17) What is Level of Understanding is? [ ]

(a) Too Easy (b) Easy
(c) Too Difficult (d) little difficult

TABLE 4.17

INTERPRETATION:
From the information 53% of employee feels that too easy to understand, 17%
of employee feel that just right, 10% of employee feel that too difficult to understand and
31% of employee have no opinion on understanding the training programme. Totally 70%
of employee have positive attitude about training programme.



S.No OPINION ABOUT
UNDERSTANDING THE
TRAINING PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 TOO EASY 53 53%
2 EASY 17 17%
3 TOO DIFFICULT 10 10%
4 LITTLE DIFFICULT 20 20%
TOTAL 100 100%


--------------------------------------90--------------------------------------Dept of MBA






Fig 4.17



0
10
20
30
40
50
60
70
80
90
100
TOO EASY EASY TOO DIFFICULT LITTLE DIFFICULT
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------91--------------------------------------Dept of MBA
18) What is technical coverage and depth in training? [ ]

(a) Good (b) Adequate
(c) Poor (d) No Comment

TABLE 4.18


INTERPRETATION:
The survey reveals that 16% of employees are good, 65% of employees are
adequate, 14% of employees are poor, 5% of employees are no comment about the
training programme.



S.No OPINION ABOUT TRAINING
PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 GOOD 16 16%
2 ADEQUATE 65 65%
3 POOR 14 14%
4 NO COMMENT 5 5%
TOTAL 100 100%


--------------------------------------92--------------------------------------Dept of MBA






Fig 4.18




0
10
20
30
40
50
60
70
80
90
100
GOOD ADEQUATE POOR NO COMMENT
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------93--------------------------------------Dept of MBA
19) Do you send the employee to other companies to learn modern techniques?
[ ]
(a) Yes (b) No

TABLE 4.19


INTERPRETATION:
From the above data 85% of employees are sending to other companies for more
training programme. 15% of the employees are does not send to other organization







S.No OPINION ABOUT TRAINING
PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 YES 85 85%
2 NO 15 15%
TOTAL 100 100%


--------------------------------------94--------------------------------------Dept of MBA






Fig 4.19





0
10
20
30
40
50
60
70
80
90
100
YES NO
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------95--------------------------------------Dept of MBA
20) Have you gone abroad for external training programme? [ ]
(a)Yes (b) No

TABLE 4.20



INTERPRETATION:
From above information we interpreted that 34% of employees have gone abroad
for training.







S.No OPINION ABOUT TRAINING
PROGRAMME
NO.OF EMPLOYEES % OF
EMPLOYEES
1 YES 34 34%
2 NO 66 66%
TOTAL 100 100%


--------------------------------------96--------------------------------------Dept of MBA






Fig 4.20



0
10
20
30
40
50
60
70
80
90
100
YES NO
NO.OF EMPLOYEES
NO.OF EMPLOYEES


--------------------------------------97--------------------------------------Dept of MBA
FINDINGS:

1. It is observed from the study majority of the employees participated in the training
programmes conducted by the organization.
2. The employees are showing more interest towards the on the job training
programmes rather than off the job programmes.
3. Most of the respondents i.e. 46%of employees said that the training programmes
Conducted for every three months. Rest of the employees is said that training
Programmes are conducted twice in a year.
4. The majority employees are satisfied with the existing training programme and
they are expressed that they will improve the performance.
5. The trainers are both from internal and external sources
6. Most of the employees are satisfied with the effectiveness of trainers.
7. Majority of the employees accepted that the training programs improve their
performance.
8. Feedback sessions are there for training programmes.









--------------------------------------98--------------------------------------Dept of MBA
SUGGESTIONS:
1. The company may be suggested to undertake off-the-job training to certain areas
along with on-the- job training. Improve the Industrial relations
2. Management should take necessary steps to make all the employees involve in the
identification training needs
3. Some of the employees expressed that they are receiving only on-the-job training
and some of the employees expressed that they are receiving only off-the-job
training. Management should take necessary steps to provide both types of training
programme to all the employees, for better results.
4. Since the employees are satisfied with existing training programmes the same may
be continued.
5. Due care has to be taken for identification of the training needs of the employees.
6. The quality of the training programme should vary according to the types
of groups of employees.











--------------------------------------99--------------------------------------Dept of MBA
CONCLUSION:
The global economy of the day has endangered the survival of every organization
and particularly those who wish to gain competitive edge. In most organizations today
resources are scarce and have to be used carefully and trainers of all kinds are required to
justify their positions and account for their activities.
The analysis of the data brought to light on the degree to which the employees are
satisfied with the present initiatives taken by the company.
Employees are satisfied by the working conditions provided by the organization.
The organization provides congenial atmosphere.
Good infrastructure is provided for the training.








--------------------------------------100--------------------------------------Dept of MBA
BIBLIOGRAPHY
HUMAN RESOURCE MANAGEMENT -- GARRYDESSLER
HUMAN RESOURCE MANAGEMENT -- P.SUBBARAO
ORGANIZATIONAL BEHAVIOUR -- STEPHEN.P.ROBBINS
MANAGING HUMAN RESOURCE -- WAYREF CASCIO
PERSONNEL MANAGEMENT -- C.B. MEMORIA

Website:-
www.training&development.com












--------------------------------------101--------------------------------------Dept of MBA
QUESTIONNAIRE
I am (shaik. khasimbi) doing MBA project, so, please give your valuable information to
make my project successfully.

NAME:
QUALIFICATION:
DESIGNATION :
DEPARTMENT :
EXPEARIENCE :

1) Do you attend any training programme in the present organization? [ ]
(a)YES (b) NO
2) What type of training programme did you attend? [ ]
a) ON-THE JOB b) OFF- THE JOB
3) What is the periodicity of the training? [ ]
(a) For every three months (b) Yearly twice
(c) Yearly once (d) Once in a while
4) Are you satisfied with the selection process of trainees? [ ]
(a) Satisfied (b) Not satisfied (c) Cant say
5) are your trainers in house (or) outside trainers? [ ]
(a) In-house (b) Outside house (c) Both
6) What is your rating of trainers effectiveness? [ ]


--------------------------------------102--------------------------------------Dept of MBA
(a) Highly satisfied (b) Satisfied
(c) Not satisfied (d) cant say
7) Do you feel that training programme will improve the Skills/ Performance of the
employees? [ ]
(a)Yes (b) No (c) Cant says
8) Training programmers are useful for? [ ]
(a) New employees (b) Existing employees
(c) Promoted employees (d) For all
9) Is there is feedback session after training? [ ]
(a) YES (b) NO
10) Are you satisfied with the training programme offend by
the organization? [ ]
(a) Highly satisfied (b) Satisfied
(c) Not satisfied (d) cant say
11) The Present training programs has met the job
requirement of employees? [ ]
(a) Agree (b) Strongly agree (c) Disagree (d) Strongly disagree
12) The main function of training is to bridge the gap between the desired actual job
performances? [ ]
(a) Agree (b) Strongly agree (c) Disagree (d) Strongly disagree
13) Here evaluation of employees performance being done during the period of
training? [ ]


--------------------------------------103--------------------------------------Dept of MBA
(a) Yes (b) No
14) Is there any change in performance of an employee after giving training and
development program [ ]
(a) Yes (b) No
15) Is there personal attention of the trainers about each trainee? [ ]
(a) Yes (b) No
16) When do you think that training programs should be conducted?
(a) Working Hours (b) Weekends
17) What is level of Understanding? [ ]
(a) Too Easy (b) Just right
(c) Too Difficult (d) No Comment
18) What is technical coverage and depth in training? [ ]
(a) Good (b) Adequate
(c) Poor (d) No Comment
19) Do you send the workers to the other companies to learn modern techniques?
[ ]
(a) Yes (b)No
20) Have you gone abroad for external training programme? [ ]
(a)Yes (b)No

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