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INTRODUCTION

The study is on Training and Development. Once the employees have been selected for various positions in an organization training them for specific tasks to which they have been assigned assumes great importance. with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. The major outcome of training is learning. A trainee learns new habits and useful knowledge during the training that helps him to improve performance. It enables to do his present job more effectively and prepare himself for higher job. The study is confined to employees of the organization of various departments and the sample size is 100 from the total employees. The data is collected from internal sources of personnel department and external sources such as internet, magazines, etc. Questionnaire consists of twenty questions which are related to the Training and Development programs conducted by Nutrine Confectionery Company Ltd., Training and Development helps both the employees and the organization. So it is important to study the measures provided by the organization in improving employee performance. It is true in many organizations that before an employee is fitted into a harmonious working relationship

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INDUSTRY PROFILE

Introduction to chocolate or confectionery


Candy bars, Milk shakes, cookies flavored coffee, even cereal and Medicine chocolate is a key ingredient in many foods infact it ranks as the favorite flavor of Most Americans and yet few of as know the unique origins of this popular treat. The story of chocolate spans more than 2000 years and now circles the globe. The tale began in the tropical rain forest of central and South America where cacao (kah kow) first grew. Chocolate is made from the seeds of the cacao tree.

Chocolate History
The tasty secret of the cacao (kah khow) tree was discovered 2000 years ago in the tropical rain forests of the Americans. The pods of this tree contain seeds that can be processed into chocolate. The story of how chocolate grew from a local Mesoamerican beverage into a global sweet encompasses Many cultures and continents. The first people known to have made chocolates were the ancient cultures of Mexico and Central America. These people including the Maya and Aztecs Mixed ground cacao seeds with various seasoning to make a spicy, frothy drink. Later, the Spanish conquistadors brought the seeds back home to Spain, where new recipes were created. Eventually, the drinks popularity spread through out Europe. Since then, new technologies and innovations have charged the texture and taste of chocolate, but it still remains one of the worlds favorite flavors. Select which part of chocolates long history youd like to explore first.

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INTODUCTION: Chocolates History at a glance. Chocolates roots in Ancient Mesoamerica


We tend to think of chocolate as a sweet candy created during modern times. But actually, Chocolate dates back to the ancient peoples of Mesoamerica who drink chocolates as a better beverage. For these people, chocolate wasnt just a favorite food it also played an important role in their religious and social lives.

The ancient Maya grew cacao and made it into a beverage


The first people clearly known to have discovered the secret of cacao were the classic period Maya (250 900 C.E[A.D]). The Maya and their ancestors in Mesoamerica took the tree from the rain forest and grew it in their own back up roll, where they harvested, fermented, roasted and ground the seeds into a paste. When Mixed with water, Chile peppers, corneal, and other ingredients, this paste made a frothy, spicy chocolate drink. The Aztecs adopted cacao By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica. The Aztecs traded with Maya & other peoples for cacao & often required that citizens and conquered peoples pay their tribute on cacao seeds a form of Aztec Money. Like the earlier Maya, the Aztecs also consumed their bitter chocolate drink seasoned with spices sugar was an agricultural product unavailable to the ancient Mesoamericans. Drinking chocolate was on important part of Maya and Aztec life Many people on classic period Maya society could drink chocolate at least on occasion although it was a particularly favored beverage for loayality. But in Aztec society, primarily rules, priests, decorated soldiers, and honored Merchants could partake of this sacred brew.
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Chocolate also played a special role on both Maya and Aztec royal and religious events priests represented cacao seeds on offering to the goods and served chocolate drinks during sacred ceremonies. Chocolate: A contemporary confection: For hundreds of years, the chocolate

making process remained relatively unaltered. But by the mid 1700s the blossoming industrial revolution saw the emergence of innovations that changed the future of chocolate. A steady stream of new inventions and advertising helped set stage for solid chocolate candy to become the globally favored sweet it is today. Take a more detailed look below at the different ways people obtained, Made and used cacao in the recent past & present. The creamy chronicle of chocolate Did you know that chocolate was first cultivated and consumed by the Mayans and Aztecs? By the year 1000 AD. The beans were being used as currency. The Aztecs believed that drinking chocolate, which was the undiluted, on sweetened liquor from the fermented cacao beans, would bring great wisdom understanding and energy. Its use was reserved for the rating and priestly classes. In 1492 Columbus was given some of the cacao beans and took then back to Spain, but he didnt know how to process and ferment them. In 1519 Cortez descended upon the Aztecs were convinced that Quetzalcoatl had returned as prophesied and they tried to get him to leave by once again playing him with chocolate. The 100-years secret It didnt work very well, as Cortez organized the area as a Spanish colony but it did introduce Cortez to not only the consumption but the processing of chocolates. They took the beans and the process back to Spain. The Spanish added sugar and honey to the bitter liquid and then fell in love with it. As in the Americans, its use as reserved for member of the court. Chocolate was kept a secret by the Spanish court for almost a hundred years.

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Bakers chocolate In 1755 the processing of chocolate Moved back to the new world when john Hanau and James baker opened a processing house in Massachusetts which was beginning of the company now known as bakers chocolate. Now for the science staff Cocoa batter as a trigly cevide which begins to soften at 75 f., and Melts at 97 f. It is a highly saturated fat which consists principally of the fatty acid stearic acid, which is found in higher concentration in chocolate that in any other food. Stearic acid is rapidly converted by the liver into oleic acid , a mono unsaturated that neither raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils. Chocolate does contain caffeine, but not much one ounce of milk chocolate usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a six-ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee contains 100-150 Mg. Chocolate does not cause acne. It does obtain a protein that in habits bacterial growth on teeth and since it meets at body temperature and melts off ones teeth, the sugar in chocolate does not cling to ones teeth. Why we love Chocolate The loveliest thing about chocolate, the thing that makes us all so happy when we eat it is that it contains the highest concentration in any food of phenyl ethylamine, which is the chemical produced in the brain when a person is in love. Watch this space for more information about chocolate from peter book chocolatier, where we fall in love with chocolate a new every day. How Phyllis invented chocolate covered popcorn Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the company is chocolate covered popcorn which she calls a pare gift from God was created by accident. It was back in 1984 when I had my first little. Chocolate shop on San macro square, that I inadvertently invented it. She said: All the San macro merchants were giving away from samples at the annual

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holiday magic celebration, and I had a shop fall of very expensive hand made items that I couldnt afford to give away. I ran down to the theater, got some fresh popcorn and sprinkled chocolate on it so we have something to give too. This past holiday seasons peter Brooke sold more than 5tons of chocolate covered popcorn. Its turned into our most popular item, laughs Geiger. A true holiday blessing!.

Introduction to confectionery
In India confectionery industry is one among the earliest establishment industries. It has a large market and potential to grow so many folds. At the national companies that are in market are Nutrine. Parrys, ravalgon, parley, perfetty, van Elle, Cadburys, National products etc. Confectionery consumption is primarily confined to children. wants from the market. Confectionery as a product is in early growth stage. But the demand has been observed to be increasing gradually over a long period of time. The word confectionery was derived from the Latin word confection which means Preparation. In other words A place where the sweets are made is called confectionery. It consists of both chocolates and biscuits. Confectionery is of two types: Sugar Confectionery. Flavors confectionery. The

competition resulting in plenty of varieties. The consumer can choose whatever he

Sugar Confectionery

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Sugar confectionery means sweets in which sugar is the main ingredient either they consists of sugar in very fine crystal from dispersed in sugar maintained in a solution of careful blend of different types as sugar i.e. boiled sweets, toffees or caramels, fate, milk, nuts are employed to obtain a variety of flavors and textures. Before the 9th century sweets candies were the monopoly of apothecaries who made them to hide the taste of their drugs.

Flavors Confectionery
Flavors confectionery consists of parties and fancy cakes having flavours as their basis sweetens and mixed with variety dairy products such as butter and eggs.

COCOA AND CHOUDATE


Chocolate was derived from cocoa been see of tree Theo bream Cocoa originally wild in central America and is not cultivated in the tropical bet coca powder contains cocoa butter added to compensate for increased bulk due to inclusion of sugars. Eating Chocolate can be derived into two types Molded confectionary Covertures Confectionery covertures for converting fruits, nut biscuits, preserves and other centers need high proportion of better than chocolate for molding into block. The manufactures of sugar coated nuts etc., known as DRAGEES is said to have been introduced by ROMAN, JULIUS, DRAGATUS, and BONSONS were first made in the 13th century. Pastries in the 15th century and fondants in the 17th. The great present day volume of manufactures is due to introduction of automatic and semi automatic machines about the middle of the century.

Confectionery industry of India


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In literal sense confectionery means hard boiled sweets. If it is a cold profession family confectioneries were there from 18th century India. Thus industry can be classified into two sectors they are: Organized sector Un Organized Sector

Organized sector
Major confectioneries in the organized sector are as follows: Nutrine Parrys Parle Ravalgon Cadbury Nestle Ninkeys Orton Gypteen Hicksets

There are six firms producing in organized sector They are 1. 2. 3. 4. 5. 6. Nutrine confectionery co. LTD Parrys confectionery co. LTD Cadburys confectionery co. LTD Parle Confectionery co.LTD Ravalgon Confectionery co. LTD Nestle Confectionery co. LTD

Each company is having specialization in their respective field.

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Unorganized sector
It consists of small scale units of confectionery whose scale of operations is limited to their local areas they are firms producing in organized sector. They are: Nutrine Parrys Parle Ravalgon Cadbury Nestle

Each company is having specialization in their respective fields


Nutrine also contributes to the Agro Industry as follows:1. 2. 3. 4. 5. Nutrine is the largest industrial consumes f India liquid glucose in the country. Nutrine is one of the largest industrial consumers of crystallize sugar in the Nutrine is one of the largest consumers of flavours in the country. Nutrine consumes substantial quantities of soya Powder for protein environNutrine has also developed a unique bio catalyst process for production of liq-

country.

ment in confectionery. uid glucose.

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COMPANY PROFILE
Introduction
Nutrine confectionery company limited (NCCL) is the flags ship company of nutrine group spanning diverse products and services like confectionery, fruit bars, chewing gum, granite marketing and surface transport. The NCCL is the manufacturing and Marketing of confectionery products since 1952. Market research and product quality and range have been the key factors of success. Establishment NCCL was established in 1952 by late B.V. Reddy a graduate from national University, Adyar, (Madras). The chanedor of this university then was Sri. Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing unit to produce different type of candies. After the demise of Sri. B. V. Reddy, his son Sri V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of the industry Sri. V. Dwarakanath Reddy gains in valuable insight into the confectionery manufacturing and Marketing. He is a visionary bound by an obsessive commitment to quality and uncompromising faith in business ethics. The management of the Nutrine group & currently headed by Sri. V. Dwarakanath Reddy nephew Sri. V. Vikram Reddy, Managing director, has been given valuable guidance to the functional management. Crucial functional area are being efficiently monitoring by directors Sri. V. Madhusudhan Reddy and Sri. V. Dinesh Reddy. Company Status : Indias highest selling sweets. The leader in the confectionery industry in India as well as an organized sector. Its holds 35% market share in India. Nutrine of the Business : Sugar Boiled Confectionery.

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Year of Establishment

The NCCL was established on February 1953 by Late Sri. B. Venkatarama Reddy, a graduate form national University, Adyar.

No. of workers Annual Sales turnover Company Capital Principal Export market

: : : :

Around 480 workers on all over factory. 225.3 Crores 2009 2010 30 Crores in 2003. NCCL, Exports confectionery products to

Various international markets via., Australia, Middle East Europe, south Africa and New Zealand. Every effort is being made to establish Nutrine household name as international player in order to establish the brand strength in many international markets. Manufactures Products Production setup Production setup No. of workers : : : : More than 20 varieties of candies, toffees, Fruit bars and lozenges. NCCL produces its confectionery with a main Factory at Chittoor 100 tonnes per day (rated capacity) Grade I Grade II Grade III Grade IV Total Number of staff : Mangers Officer Trainers Total Total number of employees working is 6 42 347 80 475 16 58 4 78 553

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No. of verities in PDN : 25 Mahalacto Eclairs Cookies Assay Deuble hit Carmella Company share : 30% - 50%

Nutrine Confectionery Company began as an idea around 1950 and became a reality in 1953. Well meaning friends as also skeptics told him he had no chance against the old brand name that had been for decades synonyms for confectionary in India. But, B.V. Reddy merely said, They must be room for one better brand in this vast country.

Quality
Quality that was the key. Never compromise Profits will come in good time. Put yours money into quality. Maintain it at all cost

That was what B.V. Reddy thought us.


He would fight for his rights that were a matter of principles. He would never knowingly trespass on anothers rights that too was a matter of He left us in 1964. but the tradition has not left us it never will.

principle.

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Location Factors
Nutrine Confectionery limited is situated in the border town of Chittoor on the national Highway4 in AP. The company is established in an area when the basis raw materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies in an advantageous, horticultural belt where tropical fruits like mango, banana and papaya are grown in abundance. Nutrine produce its confectionery with a main factory at various centers.

Diversification
Since 1985 Nutrine has diversified into other food products like chewing gums, instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp, processed fruits .Nutrine has a wide range of more than 72 varieties of candies, toffees, lozenges etc. Being the leader in the industry for more than a decade. Nutrine has always endeavored to satisfy the customers changing wants and desires with its special emphasis on quality range and cost effectiveness.

Research and Development


Nutrine is the only company in India producing dehydrated fruit bars, using an innovative technology. Nutrine has a well equipped research laboratory. Where continuous product testing and product development is organized nutrine produces its confectionery with a main factory at Chittoor and with packing arrangements at various centers nutrine enjoy a high market share of 34% in confectionary in the organized sector in china.

Exports
Nutrine exports confectionery gums and fruit bars to Canada, Djibouti, Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some products to Dubai, New Zealand and Africa. It is concentrating mainly on the domestic market.

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Company Growth & Performance


For a small scale unit, which manufactures only candies in the early 60s Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core, multi production and has been the single largest manufacturing company of confectionery and toffees in India since 1982. The production strength and the quality assurance given to the market the company is due to the biz acumen of the bound members particularly chairman Sri. V. Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of sophisticated machinery imported form many equipped R&D laboratory where continuous research and development and production of dimensions to biz philosophy by the nutrine corporate.

Manpower
Today Nutrine has more than 560 employee including worker on employment rolls. Nutrine CCL has build in a reputation of excellent employee relationship continuously reinforced by generous benefits offered which includes free uniform, Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea dresses intuits eve of the festival to the family school uniform, fees and stationery. Current operations and future outlook NCCL exports confectionery products to international market Via., Australia, Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has international Marketing plans to reach the further markets. Nutrine is actively planning to diversify into processed food processing units. with superior technology for maintaining high quality standard and hygiene factors at every stage of procurements, preservation, processing, canning and packaging. The new plant which would go into commercial production in April 2002 planned and commissioned on HACCP & ISO standards.

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Corporate Image
Nutrine have built up an evitable corporate image among most consumers by effective advertising strategy and promotional input while investing in brand promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its brand strategy in India.

IT Strategy
Nutrine is seriously perusing integrated IT strategy for Phased automation of all its business processes while strategically evolving SCM<CRM<ECOM. Technologies.

Board of Directors
Mr. A.B.Godrej Mr. Matthew Lindsay Mr. S.Gunasekaran Mr.B.Gia Suddin Mr.G.S.Srinivas Chairman Managing Director EVP-pso Unit Head Manager HR

Employee Relationship
Nutrine Confectionery Company limited has built up a reputation of excellent relationship reinforced by generous benefits to the employees free clothing on the eve of festivals. There is only one recognized workers union out of two registered unions and the industrial relations are maintained peacefully.

Trade unions
The following are the trade unions commonly formed in NCCL. INTUC TNTUC

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Working conditions
Working conditions in NCCL are very good, the employee have been provided good ventilation and good atmosphere at work place there are three shifts for workmen. They are 1st shift 2nd shift 3rd shift General shift

Computerized attendance recording system:Attendance recording system is working on computer. The employee will be given an identify card/punching card at the joining of company. The employee had to record their attendance by inserting their punch card in the punching machine at their entering and leaving the company at time office. The employee should not leave the premises of the company without written permission.

Leave particulars
Earn leave Casual leave National and festival holidays : : : As per factory act 12 days 10 days

Various Departments in the Confectionery


Nutrine Confectionery Company limited has 10 sectors as its various departments like.

Raw Materials departments


The company has a raw materials department, which takes care or provision of raw materials required for the manufacture of products and also availability of raw materials.
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Production Department
In this department the company looks after the production process, which further divided into three sub departments Viz., Confectionery department Toffee department Wrapping department

Confectionery department
In this department the company produces more than 45 varieties of hard body confectioneries.

Toffee Department
In this Zone the company manufactures more than 75 varieties of toffees.

Wrapping Department
This department deals with the packing of the final products. The company has automated the wrapping section.

Quality controlled Department


This department looks after the quality of the product, which has a well equipped state of the art R&D laboratory to check the quality of the products.

Workshop
It has its own well-equipped workshop it deals with the machinery. This department under takes the repairs and snags besides Maintenance.

Finance department
This department looks after all the cost transactions & maintains looks of accounts from all the department of the company.

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Competitions
In the confectionery field the major competitors of the Nutrine are Parle Parrys Rovalgon Cadbury Nestle Vanmelle ITC Nutrine Mahalacto Nutrine cookies Honey fab Assay Chocolate clairs NCCL has a well equipped research a development laboratory where continuous product testing and product development is organized. During the recently held AD ASIA conference at Jaipur, Nutrine was selected as the BEST BRAND among fast moving consumer goods industry, become of its inherent, innovative product development capabilities. The company has modernized its plant by importing sophisticated card manufacturing machinery from Robert Bosh of Germany for making hygienic confectionery. The markets imported are the 5 or 6 markets of its kind in the world with the use of these markets Nutrine sold to produce good quality confectionery with exacting standards. 17 with sustained supple from the valued stocked, Nutrine is growing stranger in the markets & retaining its no 1 position with the facilities available & those to be decided in the coming years, Nutrine will energy as one of the big food giants in the
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Popular & leading brands of Nutrine are

country on the next few years.

The Government of Andhra Pradesh has conferred Best Management Award. On 1st May, 2003 for then out standing performance in maintenance of industrial relations & labor welfare.

Product Profile Products of Nutrine Confectionery company limited


Chocolate clairs Nutrine Maha lacto Wild coffee Amras Super star delite Ginger caps Chumma chumma Dishum Naturo fruit bar Top cream assortments Twin treat assortments Espresso toffee Nutrine royal (pista, badam, kajur, kesar) Caramella (mango, coconut, chaco, kesar) Nutrine gold Nutrine white clairs Soft heart Pineapple toffee Orange candy Lacto bon bon Fruit mix candy Sunshine fruit
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Training and Development

Assorted confecionery Gulkand Mango soft center Pineapple toffee Clubby Milky caramel Assay Nutrine cookies (coconut, elachi) Maruel Sunshine fruit Nutrine lollipop Bullest jar Mixed caraways Turkey eggs Coconut punch

The Major brands of Nutrine are Product Name Elachi cookies Kakanaka Cookies Maha Lacto Assay Nutrine Gold Lollipop Dishum Product Code NCK NCKS NML ASA NGL LLP DSM

VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE Type of confectionery Brand Name: Kokanaka Cookies Flavor Coconut

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elachi chocolate chocolate clairs

Elachi Chocolate Centre Covered with Geamy caramel Milk, Butter, Mall Mango, Vanilla, Rose, Coconut Coffee Vanilla Twin treat top delite cream coconut pineapple, Orange grape coconut balck current mango. Lollipop Ginger, Gingermint, Eucalyptus (OLE)

Haud Boiled

Mahalacto Nutrine, Amras Nutrins Gold, Gulkland coconut crunch Wild keffy, Assay, super Assortment, Dishum , Carmella

Toffee

Lollipops Lozenges

Nutrine Lollipops Coolers

The company is looking at introducing nut based chocolates, eclairs and candies with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized sugar boiled confectionary industry, Rs.1/- currently is the highest price point and less than 10% of its market estimated at Rs.750/- crore, canes from it Nutrine is trying to increase the revenue share of its Rs.1/- category and 15% from the present 7%. The company is planning to gradually face out the 25 paisa category which accounts for around 35% of its product portfolio in the next 2 or 3 years. This category results in maximum loses for the company as it does not enable it to pass on the excise duty it increase to the customer.

STATEMENT OF THE PROBLEM


Training means making people more efficient and skillful in this work. Training starts after the recruitment of the employees and workers. Training is being given to all levels of people in the organization in order to improve their capabilities in their work.
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Training is an act of improving and importing skills and knowledge in the human beings (or) the employees to do a particular job. Training is job related and it is applied and practical one. Training is given for shorts duration. Development is the process of the improving the overall personality of the individual. It is the combination of the both training and education. This is for top level as they have known about the total environment and known about the education and training. This is a continuous process. It initiates from individual and this is the result of the inner motivation. This is to meet future needs. Training and development is provided by almost all organizations now-a-

days as it is very important factor for the improvement and increase in productivity of the employees and workers. Organization has to spend time and investment for the training and development programs it help for improvement of both employees and workers and in taken organization also.

OBJECTIVES OF THE STUDY


To study about the Training and Development programmes. To evaluate the method of teaching programmes in Nutrine confectionary company ltd.
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To study the effectiveness of Training and Development programs carried out in Nutrine confectionary company ltd. To understand the method of Training program. To study the factors necessary for providing the training. To study to what extend the Training Programs conducted by Nutrine confectionary company ltd, has made an impact on the performance level of executives.

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SCOPE OF THE STUDY


Training is the corner stone of sound management for it makes employees more effective and productive. It is actively connected all personnel and management activity. Training is most helpful in improving technical knowledge and mechanical knowledge to personnel involved. The study is confined to NCCL (India) Pvt. Ltd, Chittoor. The being conducted for the period of one month since time is limited. Nearly 100 employees are considered for the study. The study is based on the training programs conducted by NCCL. The study will be able to generate the opinions of employees on the training and development programmes.

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LIMITATIONS OF THE STUDY


Time is major constraint for conducting study. The study limited to the time faction it is difficult to examine all the employees within a month of time. The sample is limited and also due to time constraint. The scope of the questionnaire was limited. Employees feel fear of management, to reveal facts related to the organization there is a lot of scope for bias from the respondents.
Employees are belongs to various shifts and it is difficult to gather infor-

mation.

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RESEARCH METHODOLOGY

Research is a careful investigation or enquiry especially through search for new facts in any branch of knowledge. According to Redman and Mory, Research is a systematized effort to gain new knowledge.

Research Design A research Design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the purpose with economy in procedure.

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Generally the Research Design can be convenient described in 3 ways. They are, Research design in case of exploratory research studies. Research in case of descriptive and diagnostic research. Research design in case of hypothesis testing research studies. The present study is of descriptive study. Source of Data The source for collecting the data is form both Primary Method Secondary Method

Primary Data The primary data are those which are collected afresh and for the first time, and thus happen to be original in character. The tools for collecting this primary data are by two types namely Interview Methods and Questionnaire Method. Secondary Data The Secondary data are those which have already been collected by someone else and which have already been passed through the statistical process in the company.

Sample Size The sample size of the survey is taken as 150 respondents. Sampling Procedure Sampling is the selection of group with a view to obtain information about the whole is group of persons that represent particular community. The sampling method used was random sampling. This sampling method was used because of lack of through knowledge about the universe. The sample size was fixed to 150 respondents
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Type of Survey Simple random sampling technique. Research Instruments

1. Personal interviews
ing the data

Schedulers where administrated Personally for collect-

2. Questionnaire
tions

The questionnaire comprises of Closed-ended ques-

Statistical tools Used


Bar charts Pie-charts Chi-square test Tables

REVIEW OF LITERATURE
Introduction After employees have been selected for various positions in an organization, training them for specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is filled into a harmonious working relationship with other employees, he is given adequate training.
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Training is an important activity in many organizations. We generally see that when a new machine is installed in a factor it is operated on trial basis before going in to actual production, just an equipment needs a breaking in period, a new employee also needs a training period to adjust to the new environment. Meaning After an employee he selected, placed and introduced he/she must provide with the training facility. Training is the act of increasing the knowledge and skill of an employee for doing 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.

Definitions Dale S. Beach defines the training as the organized procedure by which people learn knowledge and or skills for definite purpose. In other words training improves changes, module the employees knowledge, skill, behavior, aptitude and attitude towards the requirements of each job and organization.

Importance Human resources play a crucial role in the development process of modern economics. Arthur Lewis observed, There are great differences in development between countries which seem to have roughly equal resource, so it is necessary to inquire in to the difference in human behavior. It is often felt that through the exploitation of natural resources, availability of physical and financial resources and
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international aid play prominent roles in the growth of modern economics, none of these factors is more significance that efficient and committed manpower. It is in fact said that all development comes from human mind. When individuals come to their workplace they come with not only technical skill, knowledge etc but also with their personal feelings, perception, desires, motives, attitudes, values etc., they want that some of their needs should be satisfied through or employee management does mean management does mean management of not only technical skills but also other of the human resources. Governmental and non governmental agencies and trade unions too contribute towards employee welfare means faring or doing well. It is comprehensive term, and refers to the physical, mental moral and emotional well being of an individual further, the terms welfare is a relative concept, relative in time and space it therefore varies from time to time, from region to region and from country to country. Labor welfare also referred to as betterment work for employees, relates to taking care of well being of workers by employers, trade and government and non government agencies. Thousand of employees throughout the world lose their fingers, eyes, limbs and their lives, everyday. Much blood flows in the sewers of industrial establishments. The peril inherent in industrial work has made the life of the worker very cheap. Safety is simple terms means freedom from the occurrence of risk or injury or loss. Industrial safety or employee safety refers to the protection of workers from the danger of industrial accidents. An accident then is an unplanned and uncontrolled event in which an action or reaction of an object a substance a person of a radiation results and personal injury. Training Methods As a result of research in the field of training, a number of programs are available. Some of these methods, while others are improvement over the traditional methods. The training programs commonly used to train. These programs are classified into on the job and off- the job training programs as shown below.

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Training Methods

On the Job
Methods A. Job rotation B. Coaching C. Job Instruction D. Committee Assignments

Off the Job


Methods A. Vestibule Training B. Role Playing C. Lecture Method D. Conference E. Programmed Instruction

On the Job Training Methods


This type of training also known as job instruction training is the most commonly used methods under this method the individual is placed on regular jobs and fetch the skills necessary to perform the job. On the job-training has the advantage of giving firsthand knowledge and experience under the actual working conditions. The problem of transfer of trainee is also minimized as the person learns on the job. The emphasis is placed the job. This type of training involves the movement of the training from one job to another. The trainee receives job knowledge and gains experience for is supervisor are trainee each of the different job assignment. Though this method of training is commonly in training managers for general managers trainee can also rotated for job to job in workshops jobs.

Coaching
The trainee is placed under a particular supervisor who functions has coach in training the individual. The supervisor provides feed back to the trainee on his provides feed back to the trainee on his performance and offers him some suggestions for improvement. Often the trainee says some of the duties and responsibilities of the

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coach and relives him after his burden. A limitation of this method of training is that training may not have freedom or opportunities to express him own ideas.

Job Instruction
This method is also known as training through step by step. Under this method trainer explains to the trainee explains to the trainee the way of during the jobs. Job knowledge and skill and allows him to do the job. The job trainer performance of the trainee provides feedback information and correct trainee.

Committee Assignment
Under the committee assignment a group of trainees are driven to work.

Off - The Job Method


Under this method of training the trainee is separated from the job situations and his attention is focused upon learning the material related to his future job performance. There is an opportunity for freedom of expression for the training.

Vestibule Training
In this method actual work condition are stimulated in a classroom. Material files and equipment which are used actual job performance are also used in training. Commonly used for training personnel for clerical and semi skilled jobs. In duration of the training ranges from days to a few weeks.

Role Playing
It is defined as method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action during and practice. The participants play the role of certain character such as the production manager, mechanical. Engineer, superintendent, maintenance engineers, quality control inspectors, foremen, workers and like. Lecture Method

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The lecture is a traditional and direct method of the instruction. The instructors organized the material and give it to a group of trainees in the form to task. 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 used for a large group of trainees. Thus cost and time involve are reduced. Conference or Discussion This is a method in training clerical professional and supervisory personnel. This method involves a group of people who pose ideas, examine and share facts ideas and date text assumption and draw conclusions all of which contribute of job performance. The participate feel free to speak in small groups. Programmed Instruction In recent year this method has become popular. The subject matter to be learned is presented in a serious of carefully planned in a serious of carefully planned sequent unit. The trainee goes through these units by answering questions are fill in the blanks. This method is expensive and time consuming.

DATA ANALYSIS AND INTERPRETATION


TABLE 1 Topics on decreasing Stress, Tension, Frustration and Conflict OPINION Strongly Agree
Training and Development

RESPONDENTS 30

PERCENTAGE (%) 20
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Agree Disagree Strongly Disagree Total CHART 1

45 45 30 150

30 30 20 100

INFERENCE From the above table it is clear that the topics discussed during Training & Development programs. 20% of the respondents are Strongly Agreed, 30% respondents are Agreed, 30% respondents are Disagreed and 20% respondents are Strongly Disagreed.

TABLE 2 Improvement of Quality of work in NCCL OPINION Strongly Agree Agree Disagree Strongly Disagree Total CHART 2
Training and Development Page 34

RESPONDENTS 45 60 30 15 150

PERCENTAGE (%) 30 40 20 10 100

INFERENCE From the above table it is clear that the Improvement of Quality of work in NCCL is 30% of the respondents are Strongly Agreed, 40% respondents are Agreed, 20% respondents are Disagreed and 10% respondents are Strongly Disagreed.

TABLE 3 Improvement of Productivity OPINION Strongly Agree Agree Disagree


Training and Development

RESPONDENTS 60 60 15

PERCENTAGE (%) 40 40 10
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Strongly Disagree Total CHART 3

15 150

10 100

INFERENCE From the above table it is clear that the Improvement of Productivity in NCCL is 40% of the respondents are Strongly Agreed, 40% respondents are Agreed, 10% respondents are Disagreed and 10% respondents are Strongly Disagreed.

TABLE 4 New Technology require for effective training OPINION Strongly Agree Agree Disagree Strongly Disagree Total CHART 4 RESPONDENTS 45 45 30 30 150 PERCENTAGE (%) 30 30 20 20 100

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INFERENCE From the above table it is clear that the New Technology required for effective training NCCL is 30% of the respondents are Strongly Agreed, 30% respondents are Agreed, 20% respondents are Disagreed and 20% respondents are Strongly Disagreed.

TABLE 5 Training & Development helps in increasing the knowledge, confidence, morale OPINION Strongly Agree RESPONDENT 30 PERCENTAGE (%) 20

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Agree Disagree Strongly Disagree Total CHART 5

45 45 30 150

30 30 20 100

INFERENCE From the above table it is clear that the Training & Development helps in increasing the knowledge, confidence, morale is 20% of the respondents are Strongly Agreed, 30% respondents are Agreed, 30% respondents are Disagreed and 20% respondents are Strongly Disagreed.

TABLE 6 Improvement of skills and knowledge of employees to deal with day to day problems at work place in NCCL OPINION Strongly Agree Agree Disagree Strongly Disagree
Training and Development

RESPONDENTS 45 45 30 30

PERCENTAGE (%) 30 30 20 20
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Total CHART 6

150

100

INFERENCE From the above table it is clear that the Improvement of skills and knowledge of employees to deal with day to day problems at work place in NCCL is 30% of the respondents are Strongly Agreed, 30% respondents are Agreed, 20% respondents are Disagreed and 20% respondents are Strongly Disagreed.

TABLE 7 Feel about Training Programme conducted OPINION Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Total CHART 7 RESPONDENTS 15 45 45 45 150 PERCENTAGE (%) 10 30 30 30 100

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INFERENCE From the above table it is clear that the Feeling about Training Programme conducted is 10% of the respondents are Highly Satisfied, 30% respondents are Satisfied, 30% respondents are Dissatisfied and 30% respondents are Highly Dissatisfied. TABLE 8 Feel about Internal & External Training OPINION Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Total RESPONDENTS 15 45 60 30 150 PERCENTAGE (%) 10 30 40 20 100

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CHART 8

INFERENCE From the above table it is clear that the Feel about Internal & External Training 10% of the respondents are Highly Satisfied, 30% respondents are Satisfied, 40% respondents are Dissatisfied and 20% respondents are Highly Dissatisfied.

TABLE 9 Competency of Trainers OPINION Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Total CHART 9 RESPONDENTS 45 45 30 30 150 PERCENTAGE (%) 30 30 20 20 100

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INFERENCE From the above table it is clear that the Competency of Trainers is 30% of the respondents are Highly Satisfied, 30% respondents are Satisfied, 20% respondents are Dissatisfied and 20% respondents are Highly Dissatisfied.

TABLE 10 Feel about Benefits from training program OPINION Highly Satisfied Satisfied RESPONDENTS 45 60 PERCENTAGE (%) 30 40

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Dissatisfied Highly Dissatisfied Total CHART 10

30 15 150

20 10 100

INFERENCE From the above table it is clear that the Feel about Benefits from training program is 30% of the respondents are Highly Satisfied, 40% respondents are Satisfied, 20% respondents are Dissatisfied and 10% respondents are Highly Dissatisfied. TABLE 11 Facilities provided for training OPINION Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Total RESPONDENTS 30 45 45 30 150 PERCENTAGE (%) 20 30 30 20 100

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CHART 11

INFERENCE From the above table it is clear that the topics discussed during Training & Development programs. 20% of the respondents are Highly Satisfied, 30% respondents are Satisfied, 30% respondents are Dissatisfied and 20% respondents are Highly Dissatisfied.

TABLE 12 Opinion about Training and Development program OPINION Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Total RESPONDENTS 30 30 45 45 150 PERCENTAGE (%) 20 20 30 30 100

CHART 12

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INFERENCE From the above table it is clear that the Opinion about Training and Development program is 20% of the respondents are Highly Satisfied, 20% respondents are Satisfied, 30% respondents are Dissatisfied and 30% respondents are Highly Dissatisfied.

TABLE 13 Opinion about training program offered


OPINION Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Total
Training and Development

RESPONDENTS 30 45 45 30 150

PERCENTAGE (%) 20 30 30 20 100


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CHART 13

INFERENCE From the above table it is clear that the Opinion about training program offered is 20% of the respondents are Highly Satisfied, 30% respondents are Satisfied, 30% respondents are Dissatisfied and 20% respondents are Highly Dissatisfied. TABLE 14 Feel about environment provided for training and development program OPINION Highly Satisfied Satisfied Dis-Satisfied Highly Dissatisfied Total RESPONDENTS 45 30 45 30 150 PERCENTAGE (%) 30 20 30 20 100

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CHART 14

INFERENCE From the above table it is clear that the Feeling about environment provided for training and development program 30% of the respondents are Highly Satisfied, 20% respondents are Satisfied, 30% respondents are Dissatisfied and 20% respondents are Highly Dissatisfied. TABLE 15 Feel about environment provided for training and development program OPINION Strongly Agree Agree Disagree Strongly Disagree Total RESPONDENTS 30 60 30 30 150 PERCENTAGE (%) 20 40 20 20 100

CHART 15

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INFERENCE From the above table it is clear that the Feel about environment provided for training and development program is 20% of the respondents are Strongly Agreed, 40% respondents are Agreed, 20% respondents are Disagreed and 20% respondents are Strongly Disagreed. CHI-SQUARE TEST:1

To test the hypothesis that the Training Programme has improved the Quality

of Work Life in Nutrine confectionary company ltd. Respondents Strongly Agree Agree Disagree Strongly Disagree
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Training and Development

No. of workers

32

31

26

11

Null Hypothesis, Ho: Training Programme has not improved the Quality Of Work Life in Nutrine confectionary company ltd. Observed Frequency(Oi) 32 31 26 11 Expected Frequency(Ei) 25 25 25 25 (Oi-Ei) 7 6 1 14 (Oi-Ei)^2 49 36 1 196 Total (Oi-Ei)^2/Ei 1.96 1.44 0.04 7.84 11.28

Ei

= 100/4 =25

Degrees of freedom = (n-1) = 4-1 =3

The table value of x^ 2 at 4 level of significance at 3degree of freedom is 7.815. The calculated value is greater than table value, H0 is rejected. INFERENCE From the above test we conclude that Training Programme has improved the Quality Of Work Life in Nutrine confectionary company ltd.

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CHI-SQUARE TEST:2
To test the hypothesis that the Training Programme has improved the skills and knowledge of employees to deal with day to day problems at work place in Nutrine confectionary company ltd. Respondents Stronglyagree Agree 34 Disagree 29 Stronglydisagree 9

No.of workers 28

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Null Hypothesis, Ho: Training Programme has not improved the skills and knowledge of employees to deal with day to day problems at work place in Nutrine confectionary company ltd. Observed Frequency(Oi) 28 34 29 9 Expected Frequency(Ei) 25 25 25 25 (Oi-Ei) 3 9 4 -16 (Oi-Ei)^2 9 81 16 256 Total (Oi-Ei)^2/Ei 0.36 3.24 0.64 10.24 14.48

Ei = 100/4 =25 Degrees of freedom = (n-1) = 4-1 =3

The table value of x^ 2 at 4 level of significance at 3degree of freedom is 7.815. The calculated value is greater than table value, H0 is rejected. INFERENCE From the above test we conclude that Training Programme has improved the skills and knowledge of employees to deal with day to day problems at work place in Nutrine confectionary company ltd.

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FINDINGS
It was found that all the respondents have under gone training. Management is evaluating the Training Progammes from time to time. 76% of the respondents that the training is useful for the career development. 90% of the respondents were satisfied with the level of training.

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88% of the employee are satisfied with the topics discussed at the training programs. It is clear that 78% of employees are either strong agree or agreed with the statement that Training & Development helps increasing in employees knowledge, confidence, morale. Training decreases tension and stress at work. All the employees feel that T &D programs will improve productivity.

SUGGESTIONS
Sufficient Training frequency must be given to employees. The trainees must be selected on the basis of their own interest and not for the benefit of the organization. Management should see that Training & Development programs should cultivate competitiveness among employees.

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The company as to reduce gap between seniors and subordinates should conduct a formal function. The management should give enough freedom to the employees for their creativity. The company has recognized the efficiency of the employees so as to reward properly. The company should organize enough awareness programmes in the premises of the organization about carrier developmental activities.

CONCLUSION
The organization is helping the employees to increase their skills by conducting the training and development programs regularly and by assessing training needs effectively. The organization has a strong linkage with the Training & Development programs and these programs are helpful in their self development and the

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organizational development.

From study made in assessing the effectiveness of training and development methods, the organization has certainly tried its level best to impart training and development which makes the employees acquire skills and knowledge about their job and importance which results in their job satisfaction. Hence Training & Development plays a vital role in increasing knowledge and creates a skillful employee for the organization.

QUESTIONNAIRE
Personal Details:Name Age Qualification : : : Designation Department Experience : : :

1. Do you feel that training is decreasing stress, tension, frustration and conflict? a. Strongly Agree c. Disagree
Training and Development

b. Agree d. Strongly Disagree

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2. Training and Development Programmes has improved the quality of work life in NCCL? a. Strongly Agree c. Disagree b. Agree d. Strongly Disagree ( )

3. Do you feel that Training and Development will improve productivity? a. Strongly Agree c. Disagree b. Agree d. Strongly Disagree ( )

4. Do you agree that technology changes or new technology will require

effective training. a. Strongly Agree c. Disagree b. Agree d. Strongly Disagree ( )

5. Do you think that Training and Development Programmes will help you increasing knowledge, confidence and morale a. Strongly Agree c. Disagree b. Agree d. Strongly Disagree ( )

6. Training Programmes has improved the skills and knowledge of employees to

deal with day to day problems at work place in NCCL? a. Strongly Agree c. Disagree b. Agree d. Strongly Disagree ( )

7. How do you feel about the Training Programme conducted by the company? a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

8. How do you feel about Internal and External Training provided in NCCl? a. Highly Satisfied
Training and Development

b. Satisfied

)
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c. Dis Satisfied

d. Highly Dissatisfied

9. Are you satisfied with the competency of trainers (Internal/ External)? a. a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

10. How do you feel about benefits from Training program? a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

11. Are you satisfied by the facilities provided for training in NCCL? a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

12. What is your opinion about Training and development program in NCCL? a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

13. Are you satisfied by the Training program offered to you? a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

14. How do you feel about environment provided for Training and Development program in NCCL? a. Highly Satisfied c. Dis Satisfied b. Satisfied d. Highly Dissatisfied ( )

15. Do you feel feedback taken after the training program is helpful for further improvement? a. Strongly Agree
Training and Development

b. Agree

)
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c. Disagree

d. Strongly Disagree

BIBLIOGRAPHY

Books and sites referred in this study are: Human Resource management Principles of management Personnel management & industrial relations Research methodology Websites: w.w.w.google.com w.w.w. godrejhersheys.com : : Tripathi C. R. Kothari : : P. Subbarao L.M. Prasad

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