DEVSTHALI VIDYAPEETH, COLLEGE OF MANAGEMENT STUDIES

SUMMER TRAINING REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF POST GRADUATE DEGREE IN MANAGEMENT

TRAINING AND DEVELOPMENT

SUBMITTED BY: Name: Pooja Upadhyay
MBA (2010-2012) Roll No. : 010930500016

INDUSTRY GUIDE Mr. Rakesh Vohra Training officer Britannia Industries Ltd.

FACULTY GUIDE Mrs. Rekha Kapil Asst. Professor, Marketing Devesthali Vidyapeeth

CERTIFICATE OF ORIGIN
This is to certify that Ms.Pooja Upadhyay, a student of Post Graduate Degree in Management at Devsthali Vidyapeeth College of Management Studies, Lalpur, and Rudrapur has worked in the Britannia Industries Limited, under the able guidance and supervision of Mr. Rakesh Vohra, designation H.RTrainee, Company Britannia Industries Limited. The period for which she was on training was for 6weeks, starting from 6 th, July to 45 days. This Summer Internship report has the requisite standard for the partial fulfillment the Post Graduate Degree inManagement. To the best of our knowledge no part of this report has been reproduced from any other report and the contents are based on original research.

Pooja Upadhyay

TABLE OF CONTENTS
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(Research Based) Chapter No. Subject Ch.# 1.0 Ch.# 1.1 1.2 1.3 1.4 1.5 Ch. # 2.0
2.1 2.2

Page No. 1 2

Ch. # 3.0 3.1 3.2 3.3 Ch. # 4.0 Ch. # 5.0 Ch. # 6.0 Ch. #7.0 Ch. # 8.0

Executive Summary. Research Methodology Primary Objective(s). + Hypothesis Research Design Limitations. Company Profile . Industry Profile.. Swot Analysis. Data.. Scope of the study Primary Data Secondary Data... Findings & Analysis. Recommendations Bibliography. Questionarrie synopsis of the project.

ACKNOWLEDGEMENT
It gives me an immense pleasure when work comes to an end successfully. My acknowledgements are many times more than I am expressing .I shall ever remain indebted to all those known and unknown personalities, who have directly and indirectly encouraged me to achieve my goal. I deem it is a great privilege to express my profound sense of reverence and gratitude to Mr.Sekhar Sinha, HR manager Britannia Industries Limited, Pantnagar for his valuable advice, close supervision, constant encouragement and motivation during the entire period of Summer Internship. It s a great privilege for me to thank Mr. N.C. Pandey ,HR officer (legal),Britannia Industries Limited ,Pantnagar; for his extra care ,continuous motivation and moral support that enabled me to do justice to this project. I take this opportunity to express my sincere and deepest gratitude and indebtedness to my guide Mr.Rakesh Vohra, HR officer (trainer) Britannia Industries Limited, Pantnagar for providing me a chance of erudition by means of project which not only help me in enriching my own knowledge in terms of Training, but also Widened my vision in management and corporate too, by virtue of being associated with an esteemed and professional organization. I thank the ALMIGHTY for blessing me with enough patience, endurance and strength in accomplishment of the endeavor.

Pooja Upadhyay

Preface
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To start any business the success entirely depends on the marketing research done about the particular and the consumer attitude towards the product.Marketing research plays a vital role in a business to make it success.We have tried to put our best effort to complete this task on the basis of skill that we have achieved during our studies in the institute.We have tried to put our maximum effort to get the accurate statistical data.However we would appreciate if any mistakes are brought to us by the reader.

DECLARATION
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I Pooja Upadhyay a student of D.V.C.M.S 3 semester hereby declare that this project report TRAINING & DEVELOPMENT i s w r i t t e n a n d s u b m i t t e d b y m e u n d e r t h e g u i d a n c e o f Mr.Rakesh Vohra this project is my original work. The entire analysis and conclusion of this report are based onthe information which is collected by me. The empirical finding in the report are based on the data collected myself while preparing this project. I have not copied any thing from any source or other project submitted for the similar purpose.

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY 7

The study was based on observation, staff and workers response. To judge the need of training and its impact, few crucial factors were identified. Those were average football, employees behavior, and intensity of employees awareness regarding the training and development program, reliance on the trainer. Ion, staff and workers response. To judge the need of training and its impact, few crucial factors were identified. Those were average football, employees behavior, and intensity of employees awareness regarding the training and development program, reliance on the trainer. Study shows that most of employees are dependent on their creative skills whereas other is dependent on honesty.

RESEARCH MATHODOLOGY & PRIMARY OBJECTIVE

RESEARCH METHODOLOGY When we talk of Research Methodology, we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or technique and why we are not using so that research

results are capable of being evaluated either by research himself or by others. As the title of the project suggests the project is about the study of the training and development in the company

METHOD OF SAMPLING Random Sampling: In statistics, a sample is a subject chosen from a population for investigation; a random sample is one chosen by a method involving an unpredictable component. Random sampling can also refer to taking a number of independent observations from the same probability distribution, without involving any real population. The sample usually is not a representative of the population from which it was drawn this random variation in the results is termed as sampling error. In the case of random samples, mathematical theory is available to assess the sampling error. Thus, estimates obtained from random samples can be accompanied by measures of the uncertainty associated with the estimate. This can take the form of a standard error, or if the sample is large enough for the central limit theorem to take effect, confidence intervals may be calculated.

PRIMARY OBJECTIVE

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 Investing in appropriate technology. Working collaborators with the business partners. Quality products to customers. Continuous training and retraining of the employees to create culture that value quality and food safety as a core pillar of the business. To control the wastage and save time and efforts.

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HYPOTHESIS & RESEARCH DESIGN

HYPOTHESIS Definition: A hypothesis is a tentative statement about the relationship between two or more variables. A hypothesis is a specific, testable prediction about what you expect to happen in your study. For example, a study designed to look at the relationship between sleep deprivation and test performance might have a hypothesis that states, "This study is designed to assess the hypothesis that sleep deprived people will perform worse on a test than individuals who are not sleep deprived."

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Unless you are creating a study that is exploratory in nature, your hypothesis should always explain what you expect to happen during the course of your experiment or research. Remember, a hypothesis does not have to be right. While the hypothesis predicts what the researchers expect to see, the goal of research is to determine whether this guess is right or wrong. When conducting an experiment, researchers might explore a number of different factors to determine which ones might contribute to the ultimate outcome. In many cases, researchers may find that the results of an experiment do not support the original hypothesis. When writing up these results, the researchers might suggest other options that should be explored in future studies.

Elements of a Good Hypothesis When trying to come up with a good hypothesis for your own psychology research or experiments, ask yourself the following questions:

Is you hypothesis based on your research of a topic? Can your hypothesis be tested? Does you hypothesis include independent and dependent variables?

RESEARCH DESIGN

concerned with turning the research question into a testing project. The best design depends on your research questions. Every design has its positive and negative 13

Research designs are

sides. The research design has been considered as a "blueprint" for research, dealing with at least four problems: what questions to study, what data are relevant, what data to collect, and how to analyze the results Research design can be divided into fixed and flexible research designs (Robson, 1993). Others have referred to this distinction with quantitative research designs and qualitative research designs. However, fixed designs need not be quantitative, and flexible design need not be qualitative. In fixed designs the design of the study is fixed before the main stage of data collection takes place. Fixed designs are normally theory-driven; otherwise its impossible to know in advance which variables need to be controlled and measured. Often these variables are quantitative. Flexible designs allow for more freedom during the data collection. One reason for using a flexible research design can be that the variable of interest is not quantitatively measurable, such as culture. In other cases, theory might not be available before one starts the research.

LIMITATIONS
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LIMITATION OF THE PROJECT

While working with Britannia Industries Limited at time of my Summer Training, I have seen the employees are busy in their work, Because of their busyness they gave me some time for discussing. My area of training in Britannia Industries Limited, my

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industry guide allocated me specific area in which I have to survey. Beyond my area I have not right to survey about project. My project topic is Training and Development so I meet the contractor of this field. And I collect data according to project. In project all data is not real, some of data is imaginary figure.

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COMPANY PROFILE

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COMPANY PROFILE

Bhumi poojan of Britannia industries limited was on 20th may 2004 Machinery was set up on 23rd March 2005

Production trial was taken on 23rd March 2005 itself Actual production was started on 1st April 2005 First dispatch of finished goods was done on 20th April 2005 Biggest plant of the company is plant number two. The company is set up in an area of approximately 20 acres. Minimum production of the company is 180 tons per day. Maximum production is 300 tons per day. Control of management is through Board of Directors

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It is a public limited company. The auditors of the company are Lovelock & Lewes.

The bankers of the company are State Bank of India. Standard Chartered Bank. ABN Ambro Bank. City Bank. The hongkong and shanghai banking corporation limited. Bank of America. HDFC Bank limited. ICICI Bank limited.

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INDUSTRY PROFILE

INDUSTRY PROFILE
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Britannia industries limited was established at Pantnagar on 1st April 2005in the area of approximately20 acres mainly for the purpose of production of biscuits as this area is free from almost all types of taxes. In Britannia Industries Limited there are many types of departments which are inter connected to each o t h e r a n d w o r k together for the welfare of the Company as the whole. There is a w e l l b u i l t communication system inside the Company which helps in d o i n g t h e w o r k o n t i m e a n d w i t h f u l l efficiency and effectiveness. The departments of the Company includes Quality assurance, Stores, Production, Purchase, Maintenance, Engineering, Packaging and dispatch, Personnel and training, Finance, legal and administrative security. In the Company when the raw material is entered in the Company from that time onwards the quality of material is taken into consideration. Firstly the material is taken into the laboratory and it is being testedand after that it is being taken in progress.At the production plant also care is being taken for the neatness and cleanness of the biscuits and the b i s c u i t s a r e prepared in full hygienic conditions. For this purpose all the persons who e n t e r t h e production or plant area is not allowed to go inside without wearing a cap. N e w concept like 5S is also being implemented in Britannia Industries Limited. T h e C o m p a n y i s perusing for ISO14001certificate and it is ISO 22000 certified.There are four plants in operation in the Company at this branch. First plant is for Marie Gold which hasa flexi line for Good day also. Second plant is for Good day; third one is for 50:50 variants, pepper chakkar and Maska Chaska. Forth and last plant is for Bourbon which has a flexi line for Orange cream also

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SWOT ANALYSIS

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SWOT Analysis: of Britannia Industries

Strengths

Britannia is the 2nd most trusted brand Provides good quality of biscuits cakes Products range from Re1 to Rs 500 Easily available in various forms Excellent supply of products whenever required Widely accepted in all generations

Weakness Quantity of biscuits is less compare to its competitors, as they concentrate more on quality. Similar kind of Britannia product available in the market made by its competitors. Opportunity

With the opening of new offices in the different areas scope of sale of products will increase. Generate employment opportunity

Threats

Companies like Biskfirm, Parle , Sunfeast entering into this segment of market Providing products to the offices at lesser rates by offering heavy discounting

Financial Analysis 24

Britannia's gross sales turnover increased to Rs 18,179 mn in 2005-06 from Rs16,154 mn in the previous year, registering a growth of 13%. Operating profit atRs 1,763 mn increased by 7%, profit before tax and exceptional items at Rs.1, 958 mn declined by 19% against 2004-05 , impacted by the profit on sale of long term investments that accrued to 'other income' last year.[Fig- 2.1: Gross Sales of Britannia]The Company achieved these results despite significant increases in input cost, particularly sugar, fuel and oils, coupled with aggressive pricing in the industry. Your Company's focused initiatives on commercializing market place opportunities, supply chain efficiencies and overall cost management resulted in sits top line growth and profitability. Operating margin at 10.3% in 2005-06compared with 10.9% in the previous year was impacted by the inflation in inputcosts.Despite stiff competition, your Company stabilized and held its overall market share at 31.7% in volume and 38.8% in value for the last year. Exports turnover during the year was Rs 111.71 mn against Rs 71.65 mn in2004-05, a growth of 56%

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DATA COLLECTION PRIMARY & SECONDARY

SOURCES OF PRIMARY DATA

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Primary data is that data, which is collected for the first time & thus happens to be original in character. The primary source to carry out study is:-

A) Questionnaire B) Schedule C) Observation D) Interview

SECONDARY DATA Secondary data are those which have already been collected by someone else and have already been passed through the statistical process.Acc. To Dessel-Data collected by other persons All the data has been collected from internal source that includes:-

a)

Magazines B o o k s W e b s i t e s R e p o r t s F i l e s S t a f f

b ) c ) d ) e ) f )

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MILESTONES
2002 1892
The Genesis - Britannia established with an investment of Rs. 295 in Kolkata

1910
Advent of electricity sees operations mechanized

1921
Imported machinery introduced; Britannia becomes the first company east of the Suez to use gas ovens

1939 - 44
Sales rise exponentially to Rs.16, 27, 202 in 1939 During 1944 sales ramp up by more than eight times to reach Rs.1.36 crore

1975
Britannia Biscuit Company takes over biscuit distribution from Parry's

1978
Public issue - Indian shareholding crosses 60% 28

1979
Re-christened Britannia Industries Ltd. (BIL)

Sales cross Rs.100 crore

1989
The Executive Office relocated to Bangalore

1992
BIL celebrates its Platinum Jubilee

1993
Wadia Group acquires stake in ABIL, UK and becomes an equal partner with Groupe Danone in BIL

1994
Volumes cross 1,00, 000 tons of biscuits

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1997
Re-birth - new corporate identity 'Eat Healthy, Think Better' leads to new mission: 'Make every third Indian a Britannia consumer' BIL enters the dairy products market

1999
"Britannia Khao World Cup Jao" - a major success! Profit up by 37%

2000
Forbes Global Ranking - Britannia among Top 300 small companies

2001
BIL ranked one of India's biggest brands No.1 food brand of the country Britannia Lagaan Match: India's most successful promotional activity of the year

BIL launches joint venture with Fonterra, the world's second largest dairy company Britannia New Zealand Foods Pvt. Ltd. is born Rated as 'One amongst the Top 200 Small Companies of the World' by Forbes Global Economic Times ranks BIL India's 2nd Most Trusted Brand

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Pure Magic -Winner of the WordStar, Asia star and India star award for packaging

2003
'Treat Duet'- most successful launch of the year Britannia Khao World Cup Jao rocks the consumer lives yet again

2004
Britannia accorded the status of being a 'Super brand' Volumes cross 3,00,000 tons of biscuits Good Day adds a new variant - Coconuts - in its range

2005
Re-birth of Tiger - 'Swasth Khao, Tiger Ban Jao' becomes the popular chant! Britannia launched 'Greetings' range of premium assorted gift packs The new plant in Uttaranchal, commissioned ahead of schedule. The launch of yet another exciting snacking option - Britannia 50-50 Pepper Chakkar

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2006
Britannia re-launched NutriChoice Hi-Fibre Digestive biscuits in an international large sized biscuit pack.

Britannia acquires 51% stake in Bangalore-based bakery foods retailer Daily Bread.

2007
Britannia industries formed a joint venture with the Khimji Ramdas Group and acquired a 70 percent beneficial stake in the Dubai-based Strategic Foods International Co. LLC and 65.4% in the Oman-based Al Sallan Food Industries Co. SAOG. Britannia NutriChoice SugarOut range introduced - 1st of its kind of biscuits to be launched in India with "No Added Sugar" (Variants - Chocolate Cream, Orange Cream, and Litetime)

2008
Britannia NutriChoice 5 Grain biscuits launched - Biscuits with the goodness of 5 health Cereals, and sweetened with Natural honey. Britannia Nutrichoice promised consumers "Bhook Bhagao, Kuch Healthy Khao" Britannia launched Iron fortified 'Tiger Banana' biscuits, 'Good Day Classic Cookies', Low Fat Dahi and renovated 'MarieGold'.

2009
Britannia Launches ActiMind - A first of its kind milk based health drink for kids, which helps improve mental sharpness. Launch of ActiMind marked Britannia's entry into the beverage segment and has further extended its credo of 'Eat Healthy, Think Better' to 'Drink Healthy, Think Better' as well!! 32

Britannia NutriChoice Nature Spice Crackers launched - Your favorite Cream Crackers, now made even more exciting with the addition of "Sabut" Ajwain and Jeera spices.

Britannia takes full control of Daily Bread.

Britannia Industries buys out New Zealand's Fonterra from existing dairy joint venture, Britannia New Zealand Foods (BNZF). BNZF became a 100 per cent Britannia subsidiary and was renamed Britannia Dairy Private Limited (BDPL).

Recognizing the changing global trends & health benefits of removing transfats, Britannia is the first Bakery brand in India to remove transfats from its products.

Wadia Group acquired stake holdings from Group Danone and becomes the single largest shareholder in BIL.

2010

50-50 Maska Chaska was re-launched with a new masaaledar twist - a delightful blend of butter and imported flavours along with sprinkling of masala in September 2010. 33

Tiger enters the Cookies category, with the launch of Krunch Cookies in October. These cookies are not only high on delight but also high on energy and have been created keeping in mind the needs of today's kids, these delightful cookies come in two exciting variants - Fruit & Nut and Chocochips and at an affordable price point of just Rs 5.

Brand NutriChoice, in keeping with its track record of launching differentiated healthy snacks, launched Diabetic Friendly Essentials on 14th November, a day that is world over recognized as World Diabetes Day. The range comprised of 2 variants - Oats Cookies and Ragi Cookiesand is available in top Indian citiesBritannia was presented the Master Brand 2010 Award by CMO Council in November 2010.

Rotary Club of Chennai awarded CSR Award to Britannia in November, for our work in nutrition.

2011
Always committed to constant innovation, Britannia launched Britannia Healthy Start in Mumbai in January 2011. Specially designed with Indian tastes in mind, Healthy Start is a complete range of ready-to-cook breakfast mixes of Upmas, Pohas, Porridges and Oats that are healthy, delicious, and take just 5 minutes to cook! This is the only product range in its category that combines the natural nutrition of multi-grains, 100% real vegetables, pulses and nuts all in one pack.

Britannia received the Most Respected Company Award 2011 from Business world. 34

Bourbon received the Most Popular Confectionery Product Preferred By Youth (Biscuit) Award.

IMCRBNQA (Indian Merchant Chambers Ramakrishna Bajaj National Quality Award) conferred the Manufacturing Performance Excellence Trophy a National Quality Award for the 2010 cycle, for Britannia Corporate Office (Bangalore), Britannia Industries Ltd. (Rudrapur) and Sunandram Foods Pvt Ltd (Mangaldoi, Guwahati).

Britannia further enhanced its foray into healthy milk based drinks by launching TigerZor Choco Milk & TigerZor Badam Milk in May 2011. These are delicious milk based beverages fortified with 5 active nutrients that help in the overall development of mind and body.

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MANAGEMENT TEAM

ANURADHA NARASIMHAN - Category Director - Health & Wellness ASHOK KUMAR GUPTA - General Manager - Accounts & Planning B. PRASHANTH - Head of R&D BALAJI REDDIPALLI - Head Replenishment Dr. K.N. SHASHIKANTH - Head - Corporate Quality GAUTAM BANERJEE - General Manager - Materials JITENDRA MAHAJAN - Head - Procurement KAILASH H. KAKANI - General Manager - Manufacturing Operations N. VENKATARAMAN - General Manager - Commercial P. GOVINDAN - Company Secretary & Head of Legal R. ANAND - Business Operations Director R K AGRAWAL - Supply Chain Director for New Business Development SHALINI DEGAN - Category Director - Delight & Lifestyle SHRIDHAR PANSHIKAR - National Sales Director T S VENKETRAM - General Manager - Engineering Projects & Technology VALIVETI V PADMANABHAM - Head - Corporate IT VINOD MENON - Head - Dairy Business

HR MANAGER:-Mr. Sehkhar Sinha PERSONNEL OFFICER:-Mr. N.C.PANDEY TRAINEE OFFICER:-Mr.Rakesh Vohra

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PRODUCTS OF THE COMPANY

BRITANNIA GOODDAY 50-50 CHOCOLATE TREAT BOURBON ORANGE TREAT PURE MAGIC VANILLA PURE MAGIC CHOCOLATE MILK CREAM

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INDRODUCTION OF TRAINING AND DEVELOPMENT

In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate

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Types of training and development

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. 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 result.

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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.

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Importance of Training and Development

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

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 Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and worklife. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale

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TRAINING AND DEVELOPMENT IN BRITANNIA INDUSTRIES LIMITED

The search for young, enthusiastic talent is always on at Britannia. The work culture at Britannia is characterized by strong performance focus coupled with result orientation. An innovative company like Britannia is always on the lookout for innovative, young minds. The Management philosophy encourages nurturing of talent through grooming of bright and young entry-level managers. The organizational culture provides a perfect blend of fun and learning that helps in the overall development of talented individuals recruited into the system. Today, with a huge variety of professional institutions spread across the country, there is a broader canvas to choose from. The main sources of recruitment of Management Trainees are: Business Schools (MBA) Engineering Institutes Food Technology Institutes ICAI/ICWAI/ICSI/ICFAI and other such institutes offering professional courses An alternative route is for candidates to apply directly to Britannia or through a recruitment consultant. The distinguishing factor between MTs and other lateral hires would be in terms of their experience and qualifications. In this case, however, candidates may or may not have prior experience.

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Training Process

Requirement from all department of HOD Consolidate requirement Design Training Program Making Training Calendar Perfect ness Form Conduct Training Post effectiveness

Feedback- 2 times- after that we dont train them

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THE ORIGIN OF EAT HEALTHY THINK BETTER

Britannia -the 'biscuit' leader with a history-has withstood the tests of time. Part of the reason for its success has been its ability to resonate with the changes in consumer needs-needs that have varied significantly across its 100+ year epoch. With consumer democracy reaching new levels, the one common thread to emerge in recent times has been the shift in lifestyles and a corresponding awareness of health. People are increasingly becoming conscious of dietary care and its correlation to wellness and matching the new pace to their lives with improved nutritional and dietary habits. This new awareness has seen consumers seeking foods that complement their lifestyles while offering convenience, variety and economy, over and above health and nutrition. Britannia saw the writing on the wall. Its "Swasth Khao Tan Man Jagao" (Eat Healthy, Think Better) re-position directly addressed this new trend by promising the new generation a healthy and nutritious alternative - that was also delightful and tasty. Thus, the new logo was born, encapsulating the core essence of Britannia - healthy, nutritious, and optimistic - and combining it with a delightful product range to offer variety and choice to consumers.

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CODE OF CONDUCT
The reputation that Britannia has built over the years for high ethical standards is one of our greatest business assets. To share the responsibility to preserve and enhance this asset, the company has documented the Code of Business Conduct (COBC) for its employees. This handbook covers the Code in detail. The COBC outlines the principles, policies and laws that govern the activities of the company, and to which employees of Britannia and others who work with, or represent Britannia directly or indirectly, must adhere. The Code is distributed to all employees and directors and others associated with the business of the Company, and offers guidance for professional conduct under six main headings, which include the following key points: 1. Responsibilities of Employees of Britannia

Maintaining ethical standards, including appropriate accounting controls; Identify, surface and resolve ethical issues with great speed; Corporate assets (physical and intellectual) must not be used for personal benefit; Exercise good judgment and standards of good taste when creating company records, including e-mail; Maintain company records accurately and retain them in accordance with law.

2. Workplace Responsibilities

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Being committed to fair employment practices; Being committed to a workplace free from drugs and any kind of harassment or intimidation of employees; Being committed to the safety of our employees; Being committed to discipline at workplace; Compliance with appropriate laws and internal regulations.

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3. Representing Britannia to Customers and Other External Constituencies

Treating customers, suppliers and competitors fairly; Maintaining high standards of quality; Speeches, media interviews, and other public appearances in connection with Britannia must first be approved internally; Preparing accounts accurately and maintaining records; Ensuring not to use unfair and misleading statements when marketing Britannia products and services; Accepting and giving gifts is not permitted, except as governed by the policy laid down herein.

4. Privacy / Confidentiality

Protect proprietary and confidential information at all times in accordance with applicable law; Keep customer information secure at all times, as a sacred trust given to the company by our customers; Keep employees' information confidential.

5. Investments and Outside Activities

Trading in the securities of Britannia or any other company while in possession of "inside" information is illegal; Avoiding real or perceived conflicts of interest in areas including investments or outside business activities, among others.

6. Corporate Social Responsibility

Catering to the national interest Committed to be a good corporate citizen 48

The company prohibits any payment of bribes

RESPONSIBILITIES OF EMPLOYEES OF BRITANNIA

1.1 Standards of ethical behaviors maintaining ethical standards, including appropriate internal controls and adherence to local laws and regulations, is the responsibility of every member of the Britannia family. Early identification and resolution of ethical issues that may arise are critical to maintaining our commitment to world-class business practices. All employees are expected to treat compliance with ethical standards as a critical element of their responsibilities. You should use your judgment and common sense; if something seems unethical or improper, it probably is. If you have any questions regarding the best course of action in a particular situation, or if you suspect a possible violation of a law, regulation or Britannia ethical standard, you should seek advice from the appropriate authority, which could be:

Your immediate superior Regional Personnel Manager / Human Resource Manager Head of your function Compliance Officer Chief Financial Officer Chief Executive Officer Audit Committee Board of Directors

1.2 Protecting Corporate Assets Britannia's assets are to be used only for the legitimate business purposes of the Company and its 49

subsidiaries, by authorized employees or their designees only. Assets include cash, securities, business plans, consumer information, customer information, product recipes, packaging standards, proprietary processes, quality standards, machinery designs, supplier information, distributor information, intellectual property (computer programs, models and other items), trademarks and copyrights, physical property and services. Company assets must not be used for personal benefit except where permitted by Britannia in line with Company policy. Misappropriation of corporate assets is a breach of your duty to Britannia and may constitute an act of fraud against the company. Similarly, carelessness or waste in regard to company assets is also a breach of your duty to Britannia. The company's telephone, internet, e-mail and voice-mail systems are primarily for business purposes and should not be used in a manner that might cause harm or embarrassment to the company. Britannia reserves the right to monitor and inspect, without notice, all electronic communications data and information transmitted on the network and electronic files located on company servers, personal computers owned by the company or computers on the premises used for company business. You must have permission from your Principal Manager, before you use or authorize the use of any company asset, including information, work product or trademark-outside of your company responsibilities. 1.3 Accuracy of Company Records and Reporting Records, data and information owned, used and managed by Britannia must be accurate and complete and must be maintained in sufficient detail to reflect the company's transactions accurately. Financial statements must always be prepared in accordance with generally accepted accounting principles and fairly present, in all material respects, the financial condition and results of the company. You are personally responsible for the integrity of the information, reports and records under your control. You must use common sense and observe standards of good taste regarding content and language when creating business records and other documents (such as e-mail) that may be 50

retained by Britannia or a third party. You should keep in mind that at a future date, Britannia or a third party may be in a position to rely on or interpret the document with the benefit of hindsight and/or the disadvantage of imperfect recollections. You are required to cooperate fully with appropriately authorized internal or external investigations. Making false statements to or otherwise misleading internal or external auditors, Britannia counsel, Britannia representatives or regulators can be a criminal act that can result in severe penalties. You must never withhold or fail to communicate information that raises ethical questions and thus should be brought to the attention of higher levels of management. Records should be retained strictly in accordance with the Company policies. You are prohibited from destroying any records that are potentially relevant to a violation of law or any litigation or any pending, threatened or foreseeable government investigation or proceeding. Britannia is also committed to accuracy in tax-related records, and to tax reporting in compliance with the overall intent and letter of applicable laws. Tax returns of the company must be filed on a timely basis and taxes due paid on time.

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2 WORKPLACE RESPONSIBILITIES 2.1 Fair Employment Practices and Diversity Britannia believes that diversity in our staff is critical to our success as an organization, as we seek to recruit, develop and retain the most talented people from a diverse candidate pool. Advancement at Britannia is based on competencies and performance. We are committed to providing equal opportunities to all our employees and all qualified applicants for employment without regard to their race, caste, religion, colour, ancestry, martial status, sex, age and nationality. All employees and their immediate superiors, regardless of level, shall endeavor to meet the following objectives:

Respect each employee, customers and their representative of suppliers and contractors as an individual, showing courtesy and consideration and fostering personal dignity. Encourage employees to voice their opinions freely about the policies and practices of the company by communicating and practicing Britannia policy;

Keep colleagues and co-workers generally informed of the policies, plans and progress of the company through regular communications; Afford colleagues and co-workers a reasonable opportunity, consistent with the needs of the company, for training to become better skilled in their roles; Encourage promotion from within, consistent with the needs of the company, whenever qualified employees are available. Assure uniformly fair compensation and benefit practices that will attract, reward and retain quality employees.

Our dealings with each other should be based on mutual trust and respect to one another and to the Company. Our focus is on a set of mutual objectives, which are the driving momentum behind our business.

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2.2 Harassment and Intimidation Britannia's policy is to provide a workplace free from tensions involving matters that do not relate to the company's business. Harassment of employees, applicants, customers, contractors or suppliers by other employees will be a violation of company policy. Britannia prohibits any other kind of harassment or intimidation, whether committed by or against a supervisor, co-worker, customer, vendor or visitor. Harassment, whether based on a person's race, gender, color, creed, religion, national origin, citizenship, age, disability, marital status, sexual orientation, ancestry, veteran status or socioeconomic status, is repugnant and completely inconsistent with our tradition of providing a respectful, professional and dignified workplace. Harassment may be unlawful and is prohibited whether it occurs in the workplace, at customer or vendor sites, and includes:

Verbal harassment Physical harassment Visual harassment (posters, cartoons, drawings) Coercing the subordinate to perform any activity which might harm the interest of the company. Discrimination against particular individual based on caste, community or gender. Threaten or blackmail.

Any employee, who feels threatened and harassed, must be in a position to communicate his / her feelings without fear to the immediate superior or the next higher level or the Regional Personnel Manager / Human Resource Manager. If you believe that you are being subjected to harassing behavior, or if you observe or receive a complaint regarding such behavior, you should report it to your supervisor or to your Regional Personnel Manager / Human Resource Manager. 2.3 Drug-Free Workplace To meet our responsibilities to employees, customers and investors, Britannia must maintain a 53

healthy and productive work environment. Misusing controlled substances or selling, distributing, possessing, using or being under the influence of illegal drugs on the job is absolutely prohibited. 2.4 Safety in the Workplace Britannia shall strive to provide a safe and healthy working environment and comply, in the conduct of its business affairs, with all regulations regarding the preservation of the environment of the territory it operates in. Britannia shall be committed to prevent the wasteful use of natural resources and minimize any hazardous impact of the development, production, use and disposal of any of its products and services on the ecological environment. Hence, each of us must comply with all applicable health and safety policies. We maintain compliance with all local laws, and internal guidelines have been developed to help maintain secure and healthy work surroundings. Questions, if any, about these laws and guidelines should be directed to your supervisor / Regional Personnel Manager / Human Resource Manager. 2.5 Maintaining Discipline at workplace Britannia endeavors to maintain the best of employment practices and envisages a mutual commitment between the company and employees towards effectively maintaining the same. Discipline, therefore, would include:

Punctuality and respect for time Good house keeping, cleanliness Limited personal telephones / e-mails during office hours

Britannia also expects compliance to the following by all employees and directors while executing individual responsibilities:

High level of service orientation Honoring commitments Meeting reporting timelines 54

Respecting and understanding the requirement of jobs of other colleagues Doing the job without follow ups Transparency and openness Working collaboratively across geographies and functions Looking after employees' development needs Focusing on results Taking personal responsibility and ownership Intellectual integrity.

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3 REPRESENTING BRITANNIA TO CUSTOMERS AND OTHER EXTERNAL CONSTITUENCIES 3.1 Fair Treatment Britannia is committed to dealing fairly with its consumers, customers, suppliers, competitors and employees. No person may take unfair advantage of anyone through manipulation, concealment, abuse of confidential information, misrepresentation of material facts or other unfair dealing practice. 3.2 Quality of Products & Services Britannia is committed to producing and marketing goods of the highest quality standards to ensure total consumer and customer satisfaction. The quality standards of the company's products should meet the highest standards, nationally and internationally, at all times. To consistently live up to the expectation of consumers, Britannia expects all its suppliers and other associates who are directly or indirectly related to business, to consistently deliver on quality. The Company would at no instance compromise on quality standards. Quality standards also apply to the services we provide to our distributors, customers, consumers and suppliers externally. There should be no compromise on our quality commitment for both internal and external customers. 3.3 Media, Publishing and Public Appearances Any inquiry from the media relating to Britannia should be referred to the Compliance Officer, either through your local General Manager or directly to the Compliance Officer. Only officially designated spokespersons may provide comments for the media. No employee shall, in any radio / TV broadcast or in any document published in his / her own name or anonymously, pseudonymously or in the name of any other person or in any

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communication to the press or in any public utterance, make any statement of fact or opinion that will:

Inflict an adverse criticism of any current or recent policy or action of the Management. Embarrass the relationship between the Management and employees.

3.4 Financial Reporting & Records Britannia shall prepare and maintain its accounts fairly and accurately in accordance with the accounting and financial reporting standards which represent the generally accepted guidelines, principles, standards, laws and regulations of the country in which the Company conducts its business affairs. Internal accounting and audit procedures shall fairly and accurately reflect all of the Company's business transactions and disposition of assets. All required information shall be accessible to company auditors and other authorized parties and government agencies. There shall be no willful omission of any company transactions from the books and records, no advance income recognition and no hidden bank account and funds. Any willful material misrepresentation of and/or misinformation on the financial accounts and reports shall be regarded as a violation of the Code apart from inviting appropriate civil or criminal action under the relevant laws. 3.5 Dealing with Third Parties In order to make the best use of company assets and deliver value to our shareholders, Britannia's policy is to purchase all goods and services on the basis of most competitive price, quality, availability, terms and service. Britannia prefers to deal with other Britannia businesses where possible: when required by regulatory authorities, such transactions and pricing must be consistent with arm's-length market terms. Suppliers and service providers must adhere to Britannia policies whenever appropriate and agree to keep any relationship with Britannia confidential unless otherwise approved by Britannia. All suppliers must comply with applicable 57

nondiscrimination laws. You should ensure the following while dealing with suppliers / vendors / contract packers:

Company gets value for money without sacrificing quality / business ethics. Contracts are awarded solely on merit basis. Limited information dissemination across all third party layers. No personal favors/ advantages/ financial obligation are accepted. No sharing of company's proprietary / confidential information. Refuse any offer of premises to be arranged by the third party for personal benefit, during official visits or otherwise.

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It has to be noted that any third party, having business dealings with the Britannia group viz. consultants, agents, sales representatives, distributors, contractors, suppliers, etc. shall not be authorized to associate or do business with Britannia if their business conduct and ethics are known to be inconsistent with this Code. No third party service provider to Britannia will use the company's name for vested interest. 3.6 Gifts, Favors and Entertainment Receiving Gifts Britannia and its employees shall not receive, directly or indirectly, any payments, remuneration, gifts, donations or comparable benefits which are intended to or perceived to obtain business or uncompetitive favors for the conduct of its business. You should never accept a gift in circumstances in which it could even appear to others that your business judgment has been compromised. Similarly, you may not accept or allow a close family member to accept gifts, services, loans or preferential treatment from anyone - customers, suppliers or others - in exchange for a past, current or future business relationship with Britannia. However, in instances where organizations offer gifts/ special discounts for their business associates of their products/ services, it becomes obligatory to obtain a positive affirmation that the benefit enjoyed by you is consistent with the policy of the business associate and is not being extended only to an individual. This is however, subject to the following important limitations:

The gift or favor must be of nominal value not exceeding Rs.1000 (Rupees One Thousand) and must involve no more than normal sales promotion or publicity of the giver.

Social amenities must be appropriate and limited, and must never give the appearance of impropriety. 59

Any discounts on goods or services offered to you by any of the above mentioned business associates must be made generally available and cannot be for your benefit only. You may not borrow money, except from qualified financial institutions on generally available terms.

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Giving Gifts you will not offer a gift or favor to those who do - or seek to do - business with Britannia unless it involves a Britannia-approved sales promotion, advertising, or publicity OR unless it meets this two-pronged test:

it is properly authorized by the Chief Executive Officer and endorsed by the Chief Financial Officer; and It does not risk appearing to compromise your business relationship.

Reporting Gifts Employees must receive approval from the Compliance Officer or the next higher level before they accept any gift having a value of over Rs. 1000 (Rupees One Thousand) which comes to them through their normal sales promotion or publicity of the giver and the gift offered is not for the employee or director as an individual, but is consistent with the policy of the business associate. This applies equally to giving gifts to suppliers or vendors or nongovernment customers.

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SCOPE OF THE STUDY It provides useful information for research and also introduces the researcher with the practical problemfaced in the company. This research is very important for any Human Resource student to gain a real-time experience. I have done my research in Britannia in Training and Development. There are many departments in Britannia but my research work is confined with Human Resourcedepartment where I studied training and development method should be do.

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ANALYSIS & FINDINGS

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ANALYSIS & FINDINGS In BIL, I Came to Know about the Training & Development of an employee. During my training at BIL, I found that it works under the guidance of its head office.The Training of an employee was totally based up on the proper test and interview of an employee. I also found that their Training and development was very good. .Besides all the above findings I also found that the BIL is the well reputed, well managed and the well built company. The Management of company is very Hardworking in nature and takes care about the well being of their staff and workers. They are provided with all the required facilities. They are goal oriented and work as a team in a whole and the main emphasis of the company is on the quality products manufacturing.

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RECOMANDATIONS & CONCLUSION

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RECOMANDATIONS

Necessary Knowledge and skills about new learning strategies at all levels. A plan for national implementation Suitable alternative model for in service training Throughout the teachers in the country

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CONCLUSION
At last it is concluded that the company as a whole is a well branded company. The goodwill of the company is very high. A f t e r h a v i n g a s t u d y o f t h e p r e s e n t s y s t e m o f T & D i n B r i t a n n i a Industries Limited Rudrapur I have come up with a conclusion that Britannia industries Limited employees are aware of the system of T&D Most of the employees hold the view that the system of KRA is effective to evaluate and truly reflects their roles and activity. About the company it is derived that the company is very well managed and its management ishighly devoted towards the quality of their products and the well being of their staff members and workers. Staff members and workers are also work very enthusiastically and complete every assignment ontime. Every one is very supportive in nature and cooperate each other. They work effectively and efficiently to achieve the company goals and the individual goals. This is the reason that the company is achieving commanding heights and the last month of the financial year 2006-07 made the records of highest production and highest dispatch and BRITANNIA as a whole has achieved the Second position in the FMCG sector in India.

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BIBLIOGRAPHY

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BIBLIOGRAPHY

BOOKS REFERENCE

Personal Management Human Resource Management

by C.B Memoria by C.B Gupta

INTERNET REFERNCE www.google.com www.britindia.com

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QUESTIONNAIRE

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Questionnaire:-

General Information:Name: Age : Gender: Experience: Address: Contact No: Specific Information:-

Q1. Do you know about the training & development program of the company? Yes No

Q2. Does your company adopt training &development program? Yes 71

No

Q3. Do you know about the absenteeisms system of Britannia Industries limited? Yes No

Q4. Are you satisfied from all type of rules regulation &discipline of B.I.L? Yes No

Q5. Are you satisfied by the H.R dept.Of B.I.L? Yes No

Q6. Are you satisfied with the conveyance facility of B.I.L? Yes No

Q7. Are you satisfied wages process of B.I.L? Yes No

Q8.Are you satisfied with the leave system of B.I.L? Yes No 72

Q9.Do you know about the attendance system of B.I.L? Yes No

Q10 Do You know about the incentive system of B.I.L? Yes No

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SYNOPSIS

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SYNOPSIS

BRITANNIA INDUSTRIES LTD.

Training &development

Students Name:Pooja Upadhyay Industry Guide:Mr.Rakesh Vohra Faculty Guide:Mrs.Rekha Kapil Objective The objective of B.I.L is: To know how much importance a company gives to its attendance system. To minimize the overtime of workers. Perception I have done my summer training at B.I.L, Pantnagar.The topic of my project is T&D under the guidance of Mr.Rakesh Vohra .I Would like to thanks with the help of him I successfully completed my project.

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