Вы находитесь на странице: 1из 62

INTRODUCTION

Organization and individual should develop and progress simultaneously


for their survival and attained of mutual goals. So every modern management has
to develop the organization through human resource development. Employee
training is the important sub-system of human resource development. No
organization can get a candidate who exactly matches with the job and the
organization requirement. Hence, training is important to develop the employees
and make him suitable to the job.
Job and organization requirements are not static, they are changed from
time to time in view of technological advancement and change in the awareness of
the total quality and productivity management. Te objectives of the TQPM can be
achieved only through training as training develops human skills and efficiency.
Trained employees would be avaluable asset to an organization. Organization
efficiency, productivity, progress and development to a great extent depend on
training. Training is important as it constitutes significant part of management
control.
Benefits of Training; How Training Benefits the Organization:
 Leads to improved profitability and/or more positive attitudes
towards profits organization.
 Improves the job knowledge and skills at all levels of the
organization.
 Improves the morale of the workforce.
 Helps people identify with organizational goals.
 Helps create a better corporate image.
 Fosters authenticity, openness and trust.
 Improves the relationship between boss and subordinate.
 Aids in understanding and carrying out organizational policies.
 Provides information for future needs in all areas of the organization.

1
 Organization gets more effective in decision-making and problem solving.
 Aids in development for promotion from within
 Aids in developing leadership skill, motivation, loyality, better attitudes
and other aspects that successful workers and managers usually display.
 Aids in increasing productivity and/or quality of work.
 Helps keep costs down in many areas, e.g. production,
personnel , administration etc.
 Develops a sense of responsibility to the organization for
being competent and knowledgeable.
 Improves labour-management relations.
 Reduces outside consulting costs by utilizing internal
consulting.
 Stimulates preventive management as opposed to putting out fires.
 Eliminates sub-optimal behaviour(such as hiding tools)
 Creates an appropriate climate for growth and communication.
 Aids in improving organizational communication.
 Helps employees adjust to change.

2
REVIEW OF LITERATURE
HUMAN RESOURCES MANAGEMENT:
Human resources management means managing the functions of people,
developing their resources, utilizing, maintaining and compensating human
resources in the creation and development of human relations with a view to
contribute proportionately to the organization, individual and social goals.
Functions of HRM:
The functions of HRM can be broadly classified into two categories
i. Managerial function

3
ii. Operativefunction

Functions of HRM

Managerial function Operative functions


Planning Employment
Organizing Human resource
Directing development
controlling Compensation
Human relations
Recent trends in HRM

Managerial function:
Managerial functions of personnel management involve planning,
organizing, directing and controlling. All these functions influence the operative
functions.

i. Planning:
It is a pre-determined course of action. Planning pertains to
formulating strategies of personnel programmes and changes in advance that

4
will contribute to the organizational goals(human resources, requirements,
selection, training etc).
ii. Organizing:
An organization is a means to an end. An organization is a “structure
and a process by which a co-operative group of human beings allocates its task
among its members, identifies relationships and integrates its activities towards
a common objective”
iii. Directing:
The basic function of personnel management at any level is
motivating, commanding, leading and activating people. The willing and effective
co-operation of employees for the attainment of organizational goals is possible
through proper direction.
iv. Controlling:
Controlling involves checking, verifying and comparing of the
actuals with the plans, identification of deviations if any and correcting of
identified deviations. Thus, action and operation are adjusted to pre-determined
plans and standards through control. It covers auditing training programmes,
analyzing labour turnover records, directing morale surveys, conducting
separate interviews are some of the means for controlling the personnel
management function and making it effective.
Operative functions:
The operative functions of human resources management are related
to specific activities of personnel management, employment, development,
compensation and relations. All these functions are interacted with managerial
functions.
i. Employment:
Employment is concerned with securing and employing the people
possessing the required kind and level of human resources necessary to

5
achieve the organizational objectives. It covers such as job analysis, human
resources planning, recruitment, selection, placement, induction and
internal mobility
ii.Human resources development:
It is the process of improving, moulding and changing the skills,
knowledge, creative ability, aptitude, attitude, values, commitment etc
based on present and future job and organizational requirements. This
function includes performance appraisal, training, management
development, career planning and development, internal mobility, transfer,
promotion, demotion, change and organization development.
iii.Compensation:
It is the process of providing adequate, equitable and fair
remuneration to the employees. It includes job evaluation, wage and salary
administration, incentives, bonus, fringe benefits, social security measures.
iv.Human relations:
Practicing various human resources policies and programmes like
employment, development and compensation and interaction among
employees create a sense of relationship between the individual worker and
management, among workers and trade unions and the management. It
includes understanding between them, motivating the employees, boosting
employee, developing the communication skills and leadership skills,
redressing employee grievances, handling disciplinary, improving quality
of work life.

v. Industrial relations:

6
It refers to the study of relations among employees, employer,
government and trade unionism, collective bargaining, industrial conflicts,
worker’s participation in management and quality circles.
vi. Recent trends in HRM:
Human resources management has been advancing at a fast rate. The
recent trends in HRM include quality of work life, total quality in human
resources, HR accounting, audit and research and recent techniques of HRM.

Training & Development


Organization and individual should develop and progress simultaneously
for their survival and attainment of mutual goals. So, every modern management.

7
Employee training is the most important sub-system of human resources
development. Training is a specialized function and is one of the fundamental
operative functions for human resources management.
Meaning:
After an employee is selected, placed and introduced in an organization
he/she must be provided with training facilities in order to adjust him to the job.
Training is the act of increasing the knowledge and skill of an employee for doing
a particular job. Training is a short-term
Educational process and utilizing a systematic and organized procedure by which
employees learn technical knowledge and skills for a definite purpose. Dale S
Beach defines the training as “… the organized procedure by which people by
which people learn knowledge and/or skill for a definite purpose.”
In other words training improves changes and moulds the employee’s
knowledge, skill, behaviour and aptitude and attitude towards the requirements of
the job and the organization. Training refers to the teaching and learning activities
carried on for the primary purpose of helping members of an organization to
acquire and apply the knowledge,skills,abilities and attitudes needed by a
particular job and organization. Thus, training bridges the differences between job
requirements and employee’s present specifications.
Goal of Training:
Training has certain goal, where the main aim is to train the employees with
the best of the knowledge available so that performance is achieved to the
maximum and as well it leads to higher job satisfaction. The questions in this
section are designed to help the owner-manager define the objective is to conduct
initial training ,to provide for upgrading employees, or to retain for changing job
assignments, the goal should be spelled out before developing the plan for the
training program.
• Do you want to improve the performance of your employees?

8
• Will you improve your employees by training them to perform their present
tasks better?
• Do you need to prepare employees for newly developed or modified jobs?
• Is training needed to prepare employees for promotion?
• Is the goal to reduce accidents and increase safety practices?
• Should the goal be to improve employee attitudes especially about waste and
spoilage practices?
• Do you need to improve the handling of materials in order to break
production bottlenecks?
• Is the goal to orient new employees to their jobs?
• Will you need to teach new employees about overall operation?
Do you need to train employees so they can help teach new workers in an
expansion program?
Differences between Training and Development:
S.NO Area Training Development

1. content Technical skills and Management and behavioural


knowledge skills and knowledge
2. Purpose Specific job-related Conceptual and general
knowledge
3. Duration Short-term Long-term
4. For Mostly technical and Mostly for managerial
whom non-managerial personal personnel

Importance of Training:
The importance of human resources management to a large extent depends
on human resources development and training is its most important technique. No
organization can get a candidate who exactly matches with the job and the
organization requirements .Hence, training is important to develop the employee

9
and make him suitable to the job. Training works towards value addition to the
company through HRD.
Job and organizational requirements are not static. They are changed from time
to time in view of technological advancement and change in the awareness of the
total quantity and productivity management (TQPM). The objectives of the TQPM
can be achieved only through training, which develops human skills and
efficiency. Trained employees would be a valuable asset to an organization.
Organizational efficiency, productivity, progress and development to a greater
extent depend on training. If the required training is not provided, it leads
performance failure of the employees. Organizational objectives like viability,
stability and growth can also be achieved through training .Training is important,
as it constitutes a significant part of management control. Training enhances 4Cs
for the organizational viz..
• Competence
• Commitment
• Creativity and
• Contribution
Assessment of Training Needs:
Training needs are identified on the basis of organizational analysis, job
analysis and manpower analysis. Training programme, training methods and
course content are to be planned on the basis of training needs. Training needs are
those aspects necessary to perform the job in an organization in which employee is
lacking attitude/aptitude, knowledge and skill.
Training needs =job & organizational requirements-
Employees specifications
Assessment Methods:
The following methods are used to assess training needs:
 Requirements/weakness.

10
 Departmental requirements/weaknesses.
 Job specifications and employee specifications.
 Identifying specific problems..
 Observation
 Interviews
 Group conferences
 Questionnaire surveys
 Test or examinations
 Check lists
 Performance appraisal
Training methods:
The training programmes commonly used to train operative and supervisory
personnel in the organization. There training programmes are classified into on-
the-job and off-the-job programmes.
Training Methods

On-the-job methods Off-the-job methods


- job rotation - vestibule training
- coaching - role playing
- job instruction - lecture methods
- training through step-by-step - conference or
discussions
- committee assignments - programmed instruction
On-the-job Training Methods:
This type of training also known as job instruction training is the most
commonly used method. Under this method, the individual is placed on a regular
job and taught the skills necessary to perform that job. The trainee learns under the
supervision and guidance of a qualified worker or instructor. On-the-job training

11
has the advantage of giving first hand knowledge and experience under the actual
working conditions. While the trainee learns how to perform a job, he is also a
regular worker rendering the services for which he is paid. The problem of transfer
of trainee is also minimized as the person learns on-the-job. The emphasis is
placed on rendering services in the most effective manner rather than learning,
coaching, job instruction or training through step-by-step and committee
assignments.
I. Job Rotation:
This type of training involves the movement of trainee from one job to
another. The trainee receives job knowledge and gains experience from his
supervisor of trainer in each of the different job assignments for general
management positions, trainees can also be rotated from job to the trainee to
understand the problems of employees on other jobs and respect them.
II. Coaching:
The trainee is placed under a particular supervisor who functions as a
coach in training the individual. The supervisor provides feedback to the trainee
on his performance and offers him some suggestions for improvement. Often the
trainee shares some of the duties and responsibilities of the coach and relieves him
of his burden. A Limitation of this method of training is that the trainee may not
have the freedom or opportunity to express his own ideas.
III. Job Instruction:
This method is also known as training through step-by-step. Under
this method, the trainer explains to the trainee the way of doing the jobs, job
knowledge and skills and allows him to do the job. The trainer appraises the
performance of the trainee, provides feedback information and corrects the trainee.
IV. Committee Assignments:

12
Under the committee assignment, a group of trainees are given and
asked to solve an actual organizational problem. The trainees solve the problem
jointly. It develops team work.
Off-the-job Training Method:
Under this method of training, the trainee is separated from the job
situation and his attention is focused upon learning the material related to this
future job performance. Since the trainee in not distracted by job requirements, he
can place his entire concentration on learning the job rather than spending his time
in performing it. There is an opportunity for freedom of expression for the
trainees. Companies have started using multimedia technology and information
technology in training Off-the-job training methods are
I. Vestibule Training:

In this method actual work conditions are simulated in a class room,


Material, files and equipment which are used in actual job performance are also
used in training. This type of training is commonly used for training personnel for
clerical and semi-skilled jobs. The duration of this training ranges from days to a
few weeks. Theory can be related to practice in this method.
II.Role playing:
It is defined as a method of human interaction that involves realistic
behaviour in imaginary situations. This method of training involves action, doing
and practice. The participants play the role of certain characters such as the
production managers, mechanical engineer, superintendents, maintenance
engineers, quality control inspectors, foreman, workers and the like. This method
is mostly used for developing inter-personal interactions and relations.

III.Lecture Method:
The lecture is traditional and direct method of instruction. The
instructor organizes the material and gives it to a group of trainees in the form of a

13
talk. To be effective, the lecture must motivate and create interest among the
trainees. An advantage of the lecture method is that it is direct and can be used for
a large group of trainees. Thus, costs and time involved are reduced. The major
limitation of the lecture method is that it does not provide for transfer of training
effectively.
IV.Conference or Discussion:
It is a method in training the clerical, professional and supervisory
personnel. This method involves a group of people who pose ideas, examine and
share facts, ideas, and data, test assumptions and draw conclusions, all of which
contribute to the improvement of job performance. Discussion has the distinct
advantage over the lecture method, in that the discussion involves two way
communications and hence feedback is provided. The participants feel to speak in
small groups. The success of this method depends on the leadership qualities of
the person who leads the group.
V. Programmed Instruction:
In recent years this method has become popular. The subject matter to
be learned is presented in a series of carefully planned sequential units. These
units are arranged from simple to more complex levels of instruction. The trainee
goes through these units by answering questions or filling the blanks. This method
is expensive and time consuming.

INDUSTRY PROFILE

Absence of a market strategy, inadequate export infrastructure and unstable supply


base are giving Indian mango growers a run for their money, more Soils,

14
Nutrition, and Fertilizer in the international markets where the Indian king of fruits
is still to take its place. While India produces over 11m metric tones of mangoes
annually around 63% of world produce, its export share is just 0.11%. However,
APEDA has identified UK, Germany, the Holland, France, Italy and Belgium for
mango exports and plans aggressive marketing strategies there. APEDA is making
all efforts to make available latest packaging and processing technology for our
produce.

EU duty slices local mango pulp exports

EU, the main market for India, has imposed a 3.8% import duty on Indian pulp
this year, already making Indian pulp mango prices less competitive than Latin
American pulp. The EU preferential treatment to Latin American pulp, along with
the high fresh fruit prices appear to be affecting negatively India's traditional pulp
export market in the EU, CIS, Africa and in West Asia.

Getting 'high' on mango

A “mango champagne” concocted by India's Agricultural and Processed Food


Products Export Development Authority, launched a mango promotion campaign
in London with a 'mango' dinner. At the launch party at Bombay Brasserie in
Central London, there was an overkill of the mango magic as guests were treated
to an assortment of mango products-from mango “lassi” to pickles, chutneys and
an all mango desert, not forgetting the mango “champagne”, which as a
connoisseur remarked, was “neither mango nor champagne”. Half-a-dozen
commercial varieties of mango, including alphonso, banganpalli, dushehari, langra
and chausa are being promoted as India's “royal heritage”. A brochure explaining
the variety of uses to which mango can be put consumed as a table fruit, as desert,
or often between meals and processed for preparing pulps, juices, nectars,
spuashes and jams - is being handed our to traders and potential mango

15
consumers. They are being told that it is India's “kind fruit” and India is the largest
producer of mangoes.

Bihar government to provide litchi farmers with mobile

Bihar is giving its litchi farmers facilities to store, process and transport the
succulent fruit with the hope of doubling exports to over 200 tonnes this summer.
The state government will provide the farmers with mobile refrigerator vans and
cold storage facilities, said APEDA officials. Each van has a five-tonne capacity.
Litchi is cultivated in about 60,000 hectares in the country and Bihar contributes
74% of the total produce, mainly from Muzaffarpur district. According to the
National Horticulture Board, country's total litci production in '98-99 was
428.900m tones. Due to the absence of adequate cold storage facilities and
refrigerated transport, hardly 1% of litchi farmers in Bihar exports their produce.
A team of experts from Kolkata suggested setting up pre-cooling and sulphur
treatment facilities in existing cold storage plants to prevent waste. It also
recommended opening some new cold storage facilities. The centre is to provide
concessions on export and excise duties to litchi products from the export zone.
The Bihar government has also sanctioned the provision of 67 acres for a litchi
research centre near Muzaffarpur under the litchi export zone programme. The
centre would develop and grow new strains of high yield litchi seeds for supply to
farmers at subsidized rates.

Along with grand production of grapes, pomegranates are also increasing in


production in Nasik District. In Ratnagiri also, cashew and mangoes are having
abundant yields. Foreign countries are exporting about 70-80% of processed food,
while in India it is only about 2%. In the favor of the same, NABARD officials
just now have taken a primary survey whose report is supposed to come out within
a months period. The average production, requirement of food processing units,
required economic policies etc points are covered in the survey. Agricultural

16
officers, the farmers engaged in the development of wine park, bank representative
etc persons are being visited in the survey. A workshop will also be held if there is
such need.

Climate conditions of the state are very much suitable for cultivation of Lemon &
Ginger in large scale and processing technology is available. Technical manpower
in the field of Lemon & Ginger cultivation and processing are available in the
State. There shall be single window clearance whenever necessary for speedy
implementation of the project. Logistic support shall be provided by the State
Government whenever necessary.

COMPANY PROFILE

Amara Raja group:

17
Amara raja group founded by Mr.Ramachandra.N Galla with a vision of offer
quality products/solutions to the power sector by installing manufacturing
facilities in Rural India.
▪ Amara Raja Batteries Ltd
▪ Amara Raja Power Systems (p) Ltd
▪ Mangal Precisions Products (p) Ltd
▪ Amara Raja Electronics (p) Ltd
▪ Galla Foods Ltd
Amara Raja Batteries Ltd:
Amara Raja Batteries Ltd (ARBL) is the flagship company of the group and
has a joint venture with Johnson controls Inc (USA) .USD 35 Billion fortunes 500
organization.ARBL is a dominant Player in the Indian Ocean Rim market under
the renowned “Amaron”brand also offering products in the industrial segment.
Amara Raja Power Systems (p) Ltd:
Amara Raja Power Systems (p) Ltd (ARPSL), first company to be
established in the group offers the following.
- Design and Development of power electronic products
- Power Electronic systems integration and testing
- Magnetics manufacturing
Mangal Precisions Products (p) Ltd:
Mangal Precision products (MPPL) are situated at patamitta in Chittoor District in
Andhra Pradesh. India. MPPL manufactures the following products.
- Fabrication of advanced sheet metal products and fasteners.
- Plastic component and compounds with technological support
nedschroef.Belgium.
Amara Raja Electronics (p) Ltd:
Amara Raja Electronics Ltd (AREL) is located at Diguvamagham near Chittoor in
Andhra Pradesh. India. AREL manufactures battery chargers. Digital inverters and

18
trickle chargers and also provides solutions to the Parent company by offering its
services for assembly and testing.

Galla Foods Ltd:


Galla Foods is part of the USD207 million Amara Raja Group, makers of
internationally acclaimed Amaron Batteries. It inaugurated on 4th may, 2005 at
Chittoor in Andhra Pradesh, the mango belt in India. Investment of US$ 4.6

19
million.Galla Foods (GFL), is a 100% Export Oriented unit (EOU) processing
Tropical Fruit Purees, concentrates and Fresh Fruits.
Galla Foods was started keeping in mind the local farming community
Wealth. The farming community is an integral part and forms the backbone of the
organization. In its effort to be a forerunner in the choosen areas of business in
terms of best practices in quality and technology, GFL plants to be benefit
farmers, the industry and the nation in a phased manner.
Galla foods believes in empowering farmers by providing technical
assistance from research institutes in the food industry to support the farmers in
achieving better quality and higher yields by developing the gardening and
harvesting techniques. Further to educating farmers with latest horticultural
techniques.Galla Foods is encouraging farmers to mobilize the fruits directly to the
factory, thereby minimizing the fruit handling damages and high value
realizations.
The first Phase has been completed, by setting up of state-of -the –art fruit
processing plant to produce natural tropical fruit puree and concentrates.
Fresh Fruits, Mango nectar, concentrates&puree:
Galla Foods, part of the USD207 million Amara Raja Group offers Finest
tropical fresh fruits, vegetables, mango nectar, puree&concentrates.
Our products are processed in accordance to international health standards at the
state of the art facility.Galla Foods certifications include SGF,HACCP, ISO
9001,Halal and Kosher.

Infrastructure:-
Facility:
Galla Foods processing facility is located in Chittoor, spread over an area of
150 acres. This place has been earmarked to host an integrated food complex of

20
international standards. The facility currently has a tropical fruit puree/concentrate
processing plant and the pack house for Preparing the fresh fruits and vegetables.
Cutting-edge Technology:
Galla Foods plant is equipped with state-of- the-art fruit puree Processing
aseptic filling line of SIG Manzini, Italy to produce natural fruit
pulps&concentrates.The plant has one of the India’s single largest fruit Processing
line-10 TPH ripen fruit processing with Aseptic packaging.
Galla Foods Technology Initiatives span the following disciplines:
- PLC operated equipments for better control over monitoring and
operations with supervisory units.
- Two stage washing of fruits to ensure HACCP quality requirement.
- Two stage Sterilization to retain the natural flavour and aroma.
- High speed advanced monoblock aseptic filling machine supplied.
- Integrated Enterprise Resources Planning System is in place to
automate business processes and provide data for analysis and
reporting, allowing a closer control on quality and operations.
Efficient Plant Layout:
- Minimal drop in power and stream transfer.
- Straight line process flow design to maintain the hygiene and control in
respective areas.
- Special food grade self leveling epoxy flooring to maintain optimum
hygienic conditions.
- Curved corners and food grade epoxy painted walls to avoid dust
accumulation and to facilitate easy washing.
- Advanced high raise insulated roofing with double layer GI sheeting
with air extractors to maintain temperature inside the plant.
- Utility lines are routed outside the plant to keep the interiors free from
dust accumulation.

21
Valuable Industrial Expertise:
Galla Foods is backed with strong support and service from its team of
highly qualified technical personnel and domain experts with perceptive
knowledge and skill. Powered by priceless hands on experience the professionals
are upgrading themselves continuously to identify and introduce improved and
innovative product offerings that would delight.

Galla Foods Pvt.Ltd.

E.O.U DTA

PACK
BEVERAG
PULP HOUSE PACKING
ES

CONCENT
PUREE VHT NON-VHT
RATE

Divisions in Galla Foods:

22
1. E.O.U:
Export oriented unit-this is for 100% export. This export unit is divided into
two segmentations as,
▪ Pulp division
▪ Pack house division
(a) Pulp:
In pulp production we process two kinds of products as
a. Puree
Galla Foods offers finest tropical fruit purees including mango, Guava,
Papaya etc. Fruits are carefully graded, sorted and are directly sourced from the
farmers to a large percentage. We ensure direct interaction with the farmers and

23
share knowledge on pre & post harvesting practices, resulting in better quality,
better yield and highest satisfaction.
▪ Mango
▪ Totapuri
▪ Alphanso
▪ Guava
▪ White Guava
▪ Pink Guava
▪ Papaya
▪ Red Papaya
▪Yellow Papaya
▪ Tomato
b.Concentrate
Galla Foods offers finest tropical fruit purees including mango, Guava,
Papaya etc. Fruits are carefully graded, sorted and are directly sourced from the
farmers to a large percentage. We ensure direct interaction with the farmers and
share knowledge on pre & post harvesting practices, resulting in better quality,
better yield and highest satisfaction.
▪ Mango
▪ Guava
▪ Papaya
Production process of pulp:
The fruit processing aseptic line is from SIG Manzini of Italy. The line has a
capacity to process 10 metric tones per hour ripened fruits. The processing line is
fully integrated and controlled by PLC.For this season i.e. 2008-09 the company
has started one new line of same capacity for the production of
puree&concentrate.The production of the puree & concentrate is as shown in the
below flow chart.

24
Flow chart of Pulp production

Fruit Feeding

Fruit Washer

Scalder

Brush Washer

Fruit inspection
and cutting

De-Stoner
25
Turbo refiner
Aseptic Treatment
Evaporation
Decanter
Preheater
(b).Pack house:
Pack house was divided into 3 sections as
a.VHT
To enable Fresh mango exports to countries like Japan and Korea.Galla
Foods has commissioned the VHT facility. This ensures irradiation of the fruit
flies in the fresh fruit.Galla foods is the first private organization to set up this
facility in the country.
b. NON VHT
To enable fresh mango exports to countries other than Japan& Korea,
through swapping the fruit.
2. DTA:

26
This is domestic tariff area where the process is for the domestic
country
• PACKING
Galla foods has a set up a Fresh fruit & vegetable processing facility from
Greefa.Spain Fresh Fruit including Mangoes. Bananas are processed along with
tropical vegetable like Okra, Lemon, Bitter gourd etc. The facility also wholes
ripening chambers,pre-cooling chambers &cold storage to handle fresh fruits
&vegetables.
For domestic market we will process the fresh fruits & vegetables.Fresh
fruits includes mangoes, banana along with tropical vegetables like Okra, lemon
etc,
• BEVERAGES:
In this division Galla Foods have recently started the beverage production of
Mango thick nectar.

GFL OPRATIONAL FLOW CHART BEVERAGES

Sugar solutions Hyflow Coating


preparation Tank
Duplex Disk
Filter

Transfer pump

27
Filter Press

Sugar Solution

Sugar Solution

Transfer pump

Pulp Dumping
Beverage Blending Tank QC Tank

Homogenizer

ReadyBeverage

Transfer Pump

BalanceTank

28
performs

Pasteurization
Blow molding
Machine

Rinser
Filter/Capper
Air Conveyor

Cap sterilization
Visual inspection
Conveyor

Cooling Tunnel

Sleeving/Shrinking

Inkjet Coder

Visual Inspection Packing in carton Bottom sealing of

Carton Sealing M/c

Palletizing/Storage at
Ware House QA Check

QA Clearance Dispatch

Management:
Chairman: Ramachandra N Galla
Director: Jayadev Galla

29
Product Profile
Seasonal fruits & Vegetables:
Mango
Alphonso
Totapuri
Banganapalli
Kneeler
Mulgova
Guava
White Guava
Pink Guava
Papaya
Yellow Papaya
Red Papaya
Banana
Ladies Finger/Okra
Lemon
Drum Stick
Beans
Bitter Guord
Egg Plant
Puree:
Galla foods offers finest tropical fruit purees including Mango, Guava and
are directly sourced from the farmers to a large percentage.
We share knowledge on pre and post harvesting practices resulting in better
satisfaction.

30
Mango
• Alphonso
• Totapuri
Guava
• White Guava
• Pink Guava
Papaya
• Yellow Papaya
• Red papaya
Tomato
• Tomato
Concentrate:
Galla foods offers finest tropical fruit purees including Mango, Guava and are
directly sourced from the farmers to a large percentage.
We share knowledge on pre and post harvesting practices resulting in better
satisfaction.
Mango
• Totapuri
Guava
• White & Pink guava
Papaya
• Yellow & Red Papaya
Fruits:
Tropical fresh fruits:
Galla foods have a set up a fresh fruit processing pack house in addition to
the state of the art Fruit Puree & Concentrate processing.
Fresh fruits including mangoes, Bananas are processed. The facility also holds
ripening chambers, pre cooling chambers and cold storage to handle fresh fruits.

31
Mangoes:
• Alphonso
• Banganapalli
• Neelam
• Rumani etc.
Bananas
Papaya
Pine apple
Guava
Pomegranates etc.
Vegetables
Galla foods have a set up a fresh Vegetables processing pack house in
addition to the state of the art. Fresh Vegetables including Okra, Egg plant, lemon,
Bitter Gourd etc., are processed. Farmers around the facility grow tropical
vegetables.Galla foods has entered into contract farming with the farmers to
ensure quality produce.Galla foods also enriches the farming community by
sharing with farmers pre and post harvesting techniques.
Beverages:
Galla thick Mango
The thickest, juiciest mangoes, bottled just for you! Made from the fattest
and juiciest mangoes; Galla thick mango is a delicious treat for you...
Galla thick Mango Cocktail
Pure, true and Un matched… Galla thick mango cocktail is a sumptuous
blend of exotic fruits with the quintessential king of the fruits...
Galla Thick Mango Magic
Experience true magic rush in your mouth with the inimitable blend of
Galla thick mango with apple or orange. Add to this the multiple benefits of these
exotic fruits…

32
Responsibilities
Water Management
Effluent Treatment:
Our Factory is equipped with aerobic effluent treatment plant of 250
kl capacity. Effluent from all locations of water use is collected through inter
connected drains in ET plant. It is aerated here & transferred to settlement tank for
sedimentation of solid particles. The treated effluent is sent to oxidation pond.
From pond, water is used for gardening and civil construction.
The sludge is transferred to drying bed. The dried sludge is used as
manure in our garden.
The main feature of our company is that know effluent treated or
untreated is released in public drains & therefore, does not pose any danger to
surrounding environment & public.
The Solid Waste consists of the following
• Seeds of fruits
• Stem ends &skin/Peel of fruits & Vegetables
• Pomace consists of fibres & embedded pulp
• Spoiled fruits & vegetables
The seeds and peels of good fruits are passed second time through a pulper
to remove the remaining pulpy portion. The pulp extracted so & Pomace are
mixed & given an enzymatic treatment & centrifuge to remove the extraneous
materials so that pulp can be used for making concentrate. This helps in improving
the recovery out of fruits.
Water management:
Our main source of water is bore wells. The water is potable. Water from
all bore wells is collected in a sump. From there it is pumped to over head tank to
supply to various locations of use. To manage appropriately & conserve the water,
we are taking following steps at various locations of its use.

33
Fruit Washing:
The water is recirculated after filtration up to it becomes dirty. This water is
chlorinated to control the contamination by continuous dosing of chlorine in the
washing tub.
Steam Generation:
Water for boiler feeding is treated in water softener to reduce the hardness.
The steam condensate of evaporator is recycled to boiler to save water & energy as
condensate will have high temperature Steam condensate from other heating
equipments & vapour condensate from pulp concentration is collected in a tank to
use in crate & floor cleaning.

34
REASERCH METHODOLY
Research is scientific & systematic search pertinent information on a specific topic
the meaning of research is a careful investigation (or) inquiry especially through
search for new facts in any branch of knowledge.
Need for Study:
Need for the study is to know how the department adopts training and
development activities in the organization. The need for training and development
is determined by the employee performance deficiency computed as
Training and development = standard performance – actual performance
Objectives of the study:
 To study the status of the employees based on the past training from
the employees.
 To know employees satisfaction levels with the training programs in
GFL.
 To study the various training and development programs conducted
in GFL.
Data Sources:
One of the important tools for conducting research is the availability of
necessary and useful data collection is more of an art that science. The source of
information fall under two categories.
1. Primary data:
Primary data is collected with the help of questions, which consisted
of questions of closed ended. The questionnaires are choosen because of its
simplicity and reliability. Researchers can expect a straight answer, which is
directly related to the questions asked. Interpretation of data under this can also be
done correctly. It helps the responded to understand the significance and answer to
their ratability. In this method response rate and reliability is high. In addition to

35
this the data is collected through observation, questionnaire method and personal
interview.

2. Secondary data:
Secondary data is collected through the document provided by
personal department such as training schedules, personal manuals, and reports
recording suggestions, scheme etc., and books from various HRD, Magazines,
Journals and other reports.
Sampling:
It is always necessary to collect data from the whole organization. A small
represents sample may serve the purpose. A sample means group taken from a
large lot. This small group should be imitative cross section and really
representative in character. This selection process is called sampling.
Sampling Size:
Sample is device for learning about masses by observing a few individuals
the selected sample is 120.
Tools of analysis:
The collected data was first codified. Classified and then crystalised into
tables which are further elucidated by dint and by pie chats. The conventional
statistical techniques used in this survey are the percentage analysis and the
graphical representation. Percentage analysis has been used as the main tool and
graphs are helpful to analysis and interpret the data. Suggestions and
recommendations were made at the end of the report.

Limitations of the study:

36
 The study limited to the factor it is difficult to examine all the
employees with in 8 weeks of time.
 Different views and suggestions provided by the respondents are
subjected to personal bias.
 Since the sample size limited and also due to time constraint, the
overall opinion of the study is not attribute to the total organization.
 Scope of the questionnaire was limited.
 Employees feel fear of management, to reveal actual facts related to
the organization. So there may arise bias.
Plan of the project:
Chapter-1
Introduction
Review of literature
Chapter-2
Company profile
Industry profile
Chapter-3
Research methodology
Chapter-4
Data analysis and interpretation
Chapter-5
Findings
Suggestions

Data Analysis

37
QUESTION NO.1: Training taker

S.NO Response No. of Respondents Percentage %


1 Yes 108 90
2 No 12 10
Total 120 100

140

120

100
No. of
80 Respondents
60 Percentage %

40

20

0
Yes No Total

1 2

Interpretation:
From the above table it can be stated that 90% of the respondents
Said yes for the training takers and only 10% of the respondents said no.

38
QUESTION NO.2: Opinion on training frequency

S.NO Response No. of Respondents Percentage %


1 Yes 120 100
2 No 0 0
140 Total 120 100
120

100
No. of
80 Respondents
60 Percentage %

40

20

0
Yes No Total

1 2

Interpretation:
From the above table it can be stated that the 90% of the respondents said
yes for the opinion on training frequency and the 10% is No.

39
QUESTION NO.3: factors considered for the selection of trainee

S.NO Response No. of Respondents Percentage %


1 Self motivation 6 5
2 Boss Recommendation 18 15
3 Skill Inventory 24 20
4 Training evaluation 24 20
5 Organizational 48 40
requirement
Total 120 100

140
120
100 No. of
80 Respondents
60 Percentage %
40
20
0
Self motivation

Skill Inventory

evaluation

Total
Recommendation

Organizational
Training

requirement
Boss

1 2 3 4 5

40
Interpretation:
From the above table it can be stated that 40% of the respondents have
organizational requirement and 5% of the respondents have self motivation.

QUESTION NO. 4: Venue of training program

S.NO Response No. of Respondents Percentage %


1 Internal 12 10
2 External 24 20
3 Overseas 12 10
4 External Internal 72 60
5 Coaching 0 0
Total 120 100

140
120
100
No. of
80 Respondents
60 Percentage %
40
20
0
Overseas
Internal

Total
Coaching
External

External
Internal

1 2 3 4 5

41
Interpretation:
From the above table it can be stated that 60% of the respondents said External &
Internal training programs were conducted and 20% said that External program
were conducted.

QUESTION NO.5 Method of training

S.NO Response No. of Respondents Percentage %


1 Role playing 24 20
2 Lecture Method 72 60
3 Conference method 12 10
4 Case Study 12 10
5 Group instruction 0 0
Total 120 100

140
120
100 No. of
80 Respondents
60 Percentage %
40
20
0
Conference

instruction
Lecture
Method
playing

Case

Total
Study
Role

method

Group

1 2 3 4 5

Interpretation:

42
From the above it can be stated that 60% of the respondents said that
lecture method of the training methods and 20% of the role playing type of
training.

QUESTION NO.6 Trainers of training

S.NO Response No. of Respondents Percentage %


1 superior 36 30
2 Outside Executive 48 40
3 Co-Employee 36 30
Total 120 100

140
120
100
80 No.of Respondents
60 Percentage %
40
20
0
Executive

Employee
superior

Total
Outside

Co-

1 2 3

Interpretation:
From the above statement it can be stated that 40% of the respondents said that
out side executive type of training and 30% of the respondents said that superior
type of training and 30% of co-employee.

43
QUESTION NO.7 selection of trainer

S.NO Response No. of respondents Percentage


1 Superior 24 20
2 Outside Executive 60 50
3 Co-Executive 36 30
Total 120 100

140
120
100
80 No. of respondents
60 Percentage
40
20
0
Total
Executive
Executive
Superior

Outside

Co-

1 2 3

Interpretation:
From the above table it can be stated that 50% of the respondents said that
outside executive type of training and 20% of the respondents said that superior
type of training

44
QUESTION. NO: 8 Evaluation of training

S.NO Response No. of Respondents Percentage %


1 Yes 108 90
2 No 12 10
Total 120 100

140

120

100

80 No.of Respondents
60 P ercentage

40

20

0
Yes No Total

1 2

Interpretation:
From the above table it can be stated that 90% of the respondents said that
Yes for the evaluation of training and 10% of the respondents said that No.

45
QUESTION .NO:9Training is useful to improve the skills of the employees.

S.NO Response No. of Respondents Percentage %


1 Really useful 12 10
2 Not useful 0 0
3 Useful for career 108 90
development
Total 120 100

140
120
100
80 No.of Respondents
60 Percentage %
40
20
development

0
Really useful

Not useful

Usefull for

Total
career

1 2 3

Interpretation:

46
From the above table it can be stated that 90% of the respondents said that
useful for career development of usefulness of training was Yes and 10% of the
respondents said that No.

QUESTION NO.10 Satisfaction level on training

S.NO Response No. of Respondents Percentage %


1 Highly satisfied 48 40
2 Satisfied 72 60
3 Dis satisfied 0 0
Total 120 100

140
120
100
No. of
80 Respondents
60 Percentage %
40
20
0
Satisfied
satisfied

satisfied

Total
Highly

Dis

1 2 3

Interpretation:
From the above table it can be stated that 60% of the respondents said that
satisfied with the training and 40% of the respondents said that highly satisfied.

47
QUESTION NO.11: Training Improves superior-subordinate relationship

S.NO Response No. of Respondents Percentage %


1 Strongly agree 36 30
2 Agree 72 60
3 Dis agree 12 10
Total 120 100

140
120
100
No. of
80 Respondents
60 Percentage %

40
20
0
Strongly Agree Dis Total
agree agree

1 2 3

Interpretation:
From the above table it can be stated that 60% of the respondents said that
agree for the training improves relationship and 10% of the respondents said that
disagree.

48
QUESTION NO.12: Benefit of training with refer to stress

S.NO Response No. of respondents Percentage %


1 Strongly agree 12 10
2 Agree 84 70
3 Dis agree 24 20
Total 120 100

140
120
100
80 No. of respondents
60 Percentage %
40
20
0
Total
Agree

agree
Strongly

Dis
agree

1 2 3

Interpretation:
From the above table it can be stated that 70% of the respondents said that
agree for the benefit of training and 10% of the respondents said that disagree.

49
QUESTION NO.13: Opinion about past training programme

S.NO Response No. of Respondents Percentage %


1 Good 60 50
2 Better 60 50
Total 120 100

140
120
100 No. of
80 Respondents
60 Percentage %
40
20
0
Good Better Total

1 2

Interpretation:

50
From the above table it can be stated that 50% of the respondents Said that
good benefited incentives after training and 50% of the respondents said that
better.

QUESTION.NO 14: opinion about training durations

S.NO Response No. of Respondents Percentage %


1 3 days 72 60
2 3-10 days 36 30
3 More than 1 month 12 10
Total 120 100

140
120
100
Series1
80
Series2
60
Series3
40
20
0
Total
Response

More than
3 days

3-10 days

1 month

S.NO 1 2 3

51
Interpretation:
From the above table it can be stated that 60% of the respondents said that
3 days of training period and 10% of the respondents said that 1 month period of
training.

QUESTION NO.15: Training increases the jobsatisfaction

S.NO Response No. of Respondents Percentage %


1 Yes 96 80
2 No 24 20
Total 120 100

52
140

120

100
No. of
80 Respondents
60 Percentage %

40

20

0
Yes No Total

1 2

Interpretation:
From the above table it can be stated that 80% of the respondents said that
Yes for job satisfaction and 20% of the respondents said that No.

QUESTION NO.16: Training provides necessary information supporting


Job

53
S.NO Response No. of Respondents Percentage %
1 Yes 120 100
2 No 0 0
Total 120 100

140

120

100

80 No.of Respondents
60 Percentage %

40

20

0
Yes No Total

1 2

Interpretation:
From the above table it can be stated that 100% of the respondents said that
yes for training provides necessary information and No one says No.

QUESTION NO.17: Training becomes a pathway to career

S.NO Response No. of Respondents Percentage %


1 Strongly agree 60 50
2 Agree 60 50

54
3 Disagree 0 0
Total 120 100

140
120
100
80 No.of Respondents
60 Percentage %
40
20
0

Total
Agree

Disagree
Strongly
agree

1 2 3

Interpretation:
From the above table it can be stated that 50% of the respondents said that
strongly agree for training becomes a pathway to career and 50% of the
respondents said that agree.
QUESTION NO.18: Effect of technology on effective training

S.NO Response No. of Respondents Percentage


1 Strongly agree 84 70
2 Agree 36 30
3 Disagree 0 0
Total 120 100

55
140
120
100
No. of
80 Respondents
60 Percentage

40
20
0
Strongly Agree Disagree Total
agree

1 2 3

Interpretation:
From the above table it can be stated that 70% of the respondents said that
strongly agree for effect of technology on effective training and 30% of the
respondents said that agree.

QUESTION NO.19: Aspect of ideal Training programme

S.N Response No. of Percentage %


O Respondents
1 Professionalism 24 20
2 Personality development 24 20
of employees
3 both 72 60

56
80
70
60
50 No.of Respondents
40
30 Percentage %
20
10
0

development of
Professionalism

both
Personality

employees
1 2 3

Interpretation:
From the above table it can be stated that 60% of the respondents said that
professionalism and personality development of employees.

FINDINGS

 40% of the employees said that the past training is good.


 60% of the employees said that satisfied with the training.
 60% of the employees said that external and internal training program
were conducted.
 60% of the employees said that agree that the training improves
relationship.

57
 70% of the employees said that agree for the benefit of training.
 60% of the employees said that 3 days of training period.
 50% of the employees said that agree for training becomes a pathway to
career.
 40% of the employees said that outside executive type of training is
given .
 80%of the employees said that yes for job satisfaction.
 90% of the employees said that yes for the evaluation of training.

SUGGESTIONS

 Company better to design a procedure to get feedback periodically to


estimate the effectiveness of training programme.
 More experienced and efficient training faculty should be appointed.
 Topics in training are ineffective as on collected data. So it is advice
to take an effective methods of training be discussed.

58
 Company better to increase the training period.

QUESTIONNAIRE
AN ANALYSIS ON TRAINING & DEVELOPMENT IN GALLA FOODS
Name: Designation :
Age : Experience :
Dept: Edu. Qualification:
1. Have you undergone training?
a. Yes b. No

59
2. Is training frequency sufficient or not?
a. Yes b.No
3. On what basis trainees are selected?
a. Self motivation b. Boss recommendation c. Skill inventory
d. Training evaluation e. Organizational requirement
4. How the management is organizing training programmes ?
a. Internal b. External c. Overseas
d. Internal& external e. Coaching
5. What kind of training methods used during the training?
a. Role playing b. Lecture method c.Conference method
d. Case study e.Group instruction
6. By whom you are trained?
a. Superior b.Outside execution c.Co-employee
7. By whom you would like to be trained?
a. Superior b.Outside executive c. Co-employee
8. Is management evaluating the effectiveness of training?
a.Yes b.No
9. Is the training is being useful to improve your skills?
a. Really useful b. Not useful c.Useful for career development
10. How do you feel about the training programmes conducted by the company?
a. Highly satisfied b.Satisfied c.Dissatified

11. Do you feel that training improves relationship between superiors and
Subordinates?
a. Strongly agree b. Agree c.Disagree
12. Do you fell that training is decreasing stress, tension, frustration and
Conflict?
a. Strongly agree b. Agree c.Disagree
13. What is your opinion on past training programme?

60
a. Good b. Better
14. How many day’s you have the training period?
a. 3 days b. 3-10 days c. more than 1 month
15. Have you got any increased job satisfaction and recognition in the
organization after successful training?
a. Yes b. No
16. Do you think that the training provides necessary information supporting
Your job?
a. Yes b. No
17. Do you agree that the training becomes a pathway to your career?
a. Strongly agree b. Agree c. disagree
18. Do you agree that technology changes or new technology will require
effective training?
a. Strongly agree b. Agree c. Disagree
19. What are the chief aspects which should be addressed by an “Ideal Training
Programme”?
a. Professionalism b. Personality development of employees c. Both

BIBLIOGRAPHY
Aurn Monappa
-personnel Management
Tata McGraw Hill
Publications
Stephen.P.Robbins

61
-Human Resources
Managenent
Prentice Hall of
India
Prof. Subba Rao.P
-The Personnel Management
and
Industrial Relations
Himalaya
Publishers K.Aswathappa
-Human Resource and
Personnel
Management
Edwin B.Flippo
-Personnel Management
G.C.Beri
-Marketing Research Tata
McGraw Hill
Publications

62