A

SUMMER INTERSHIP P R O J E C T R E P O R T
ON

STUDY OF TRAINING & DEVELOPMENT. AT VIMAL OIL & FOODS LIMITED

In Partial Fulfillment of the Requirement for the MBA Programme For the Year 2012 SUBMITTED BY
Patel Rimpal.k Enrollment no; 107170592059

SUBMITTED TO
GOLDEN JUBILEE INSTITUTE OF MANAGEMENT&TECHNOLOGY SIDDHPUR & GUJARAT TECHNOLOGY UNIVERSITY

PREFACE

As a part of MBA syllabus the project report is must for the student. It is providing real opportunity for student to apply his theoretical knowledge in practical field. In the area of competition and globalization, the marketing research gives the experience of the practical field. Today there is competition and due to the change in taste and preference of customer, Company needs consumer survey. This will be helping us to bring and exhibitor qualities which in no way can be exhby theoretical training. It helped us to get better prospective and understanding of the working condition of the various industries. As per the task of the MBA programme I got the opportunity to task the industrial training. I visited VIMAL OIL & FOODS LIMITED At Mehsana. It was a great and golden chance for me to enrich my knowledge with the on going managerial project of the company During the golden period I found all the necessary information and knowledge of this industry and particularly of this company.

ACKNOWLEDGEMENT
I wish to acknowledgment the help of all these who have provided me information, guidance and other help during my training period, without their help it would have been difficult for me to have reached this stage of completion my training. In preparing this project report I have drawn on thoughts from a variety of discipline that has bearing on the different facts of the topics. I own a profound intellectual debt to numerous authors whose ideas and contribution have shaped my thinking on this subject. I am thankful to MR. JAYESH C PATEL the chairman of the company for giving me this opportunity to under go training at VIMAL OIL & FOODS LIMITED At Mehsana. In which I have taken vital experience. I am heartily thankful to MR. UMESH S Patel who is in charge of the company. He has given me full co-operation to give me all the information about my topic. Thank you.

EXECUTIVE SUMMARY
We completed my industrial training in vimal oil & food with eagerness and enthusiasm. We visited production department, marketing department, & finance department. We have learnt the problems & solution of business in real life by practical training summarized production department of the company. The company has very good reputation in north Gujarat. We enjoyed industrial training and We tried my all efforts in preparing the report on industrial training. We have included the available information that was given to me. We beg your pardon if any wrong information has been included. India is in the advantageous position the quality of the information technology compare to other big developing country, which provides good sign for the technological development in the oil and food business. One of the most critical demographic events in the world today is the population ageing i.e. a process by which share of older individual in the total population start becoming larger.

INDEX Table of Contents

Sr.No
I II III

Chapter
Preface Acknowledgement Executive summary

Page No.

Chapter 1 1.1 1.2 1.3 1.4 1.5 1.6 1.7

General Information Introduction Company Profile History of the Company Major events in the History of the Company Objective of the Company QUALITY OF THE POLICY Awardrecongnition

Chapter 2 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 2.1

Training & Development Introduction Why Training Needed Training & Development Traditional & Modern Approach of Training & Development Training Defined Role of Training Training evaluations Purpose Purpose of Training and Development Principles of Training Effects of Training

0 2.1 1 2.1 2 2.1 3 2.1 4 2.1 5 2.1 6 2.1 7

Training process Determine Training Needs Training Methods Problem faced by Trainers Responsibility for the evaluation of Training Facilities provided to employees Time keeping System

Chapter 3 Chapter 4 4.1 4.2 4.3 4.4 4.5 Chapter 5 Chapter 6 Chapter

Swot analysis

Research Methodology Research Definition Research Dessign Data Collection Limitation of the study Analysis of Data Findings

Recommandation

Conclusion

7 Chapter 8 Annexure Bibliography

1.1 INTRODUCTION

VIMAL OIL & FOODS LIMITED is a Large-scale company. The company is located at Mehsana. They produce edible-oil. They need raw material, which is easily available at surrounding Mehsana city. A major Advantage of VIMAL OIL & FOODS LIMITED is its strategic location. The company has intentionally set up base bang in the middle of an oil-seed belt. This way, it is ensured of a regular supply of raw material. Having a port close by is an added plus. Finally, its location on a national Highway, Provides several logistic advantages. Therefore, the owner thought that Mehsana is best location for that and it is also near to Mehsana-Ahmadabad highway. So they can easily distribute is product. Also government gives subsidies of grant major market of their product in Gujarat Land is cheaper so they set up their particular industrial unit VIMAL OIL & FOODS LIMITED Has good position in the market.

1.2 COMPANY OVERVIEW

Name:
VIMAL OIL & FOODS LIMITED

Factory Address:VIMAL OIL & FOODS LTD At: - village Hanumant Heduva, Nt, Palavasna Rly crossing, Highway, Mehsana.

Corporate Office :VIMAL OIL & FOODS LTD Vimal house, 31, G.I.D.C. Estate Highway Mehsana: - 384002 E-Mail: - vimalgrp@wilnetonline.net

Registered Office:VIMAL OIL & FOODS LTD 4th Floor Heritage Plaza Near Grand Bhagawati Hotel S.G.Highway, Ahmadabad. E-Mail: - volf.ad1@sanchrnet.net.in

Establishment year:VIMAL OIL & FOODS LIMITED was established on 19th May 1992.

 Bankers: Bank of India The Mehsana urban co-operative bank ltd.

Scale of unit:Large Scale Unit.

Auditors:Ms/s R.R.Shah & Associates Ahmadabad.

Board of Director: Shri Jayeshbhai C Patel - M.D & Chairman Shri Umeshbhai S Patel - Manager Shri D.J.Patel- Director Shri M.V. Patel - Director Shri H.J.Patel - Director Shri Jitendra M Patel - Chief Accountant

Company Secretary:Shri Jignesh A Maniyar

Group of Industry: Vimal electrics Mehsana GIDC Vimal sub massible pump Vimal Paints Vimal Maicrone Vimal Cablus

 Vimal Dairy Vimal Oil & Foods

1.3 HISTORY OF THE COMPANY

Vimal oil and food was incorporated on 14th May 1992 it receives the certificate for commencement of the business on 19th May 1992 from the register of the companies Gujarat. After the receipt of certificate for commencement of business the company in June 1992 identified the site for the Project for Mehsana the company engaged m/s Gujarat Industrial investment corporation ltd. For concluding a market survey for vegetable oil and solvent extraction project which was finalized in November 1992, a detailed project which cost and profitability estimates was prepared by March 1993 and the company obtained approvals from various govt. department by March 1993, application for term assistance was made to I.D.B.I. in June 1993 and the same was sanctioned in August 1993. In the mean time the companys oil refinery commenced commercial production in September 1993.The company then undertook activity for the public issue. Which included among other things, getting the project appraised which was completed in October 1993 and trying up with lead managers to the issue. Presentable the company is engaged in the production of edible oil in its edible oil refinery. This commenced commercial production on 25th November 1993.

1.4 MAJOR EVENTS IN THE HISTORY OF THE COMPANY

Year

Events

1992 Incorporation of the company as the limited company 1993 50 TPD capacity refined of cotton seed/rapeseed oil was commenced 1994 200 TPD Solvent Extraction Plant was commenced 1995 Additional Oil Refinery capacity of 100 TPD was commenced 1995 Company has set up a Wind Mill 1997 Company has set up a Milk Powder Plant 1998 Award for the highest Exporter of rapeseed De- oiled cakes (DOC) in India DurTCXing the year 1997-98 from the Solvent Extraction Association of 19981999 2001 2003 2006 India. Award for the Second Highest Exporters of Rapeseed DOC for the year 1998-99, 2000-01 Company has also ISO 9001: 2000 Registration for Quality System Certification from DNV, Netherlands. Refining capacity was enhanced to 80,000 TPA. (Approx. 300 TPD) Implementation of Customized Enterprise Resources Planning System

1.5 OBJECTIVE OF THE COMPANY

To manufacture, process dehydrate prepare, preserve, can refined bottled by sell & deal whether as whole seller or retailers or as exporters or importers as principles or agent in vegetables fruits meant, foods, eggs, protein all kind of included baby & dietetic foods, beverages, tonic & aerated mineral water & foods staff & consumable provision of description for human & animal consumption. Some other objectives are the following: -

To earn profit up to some extent. Consumer Satisfaction. Long run survival. Maximum Welfare of employee Increase Market shares. Create good position & image in the market. To Build the Company Image The Main objective of VIMAL OIL & FOODS Ltd to Provides better quality Product at minimum period of time

1.6 QUALITY POLICY

At VIMAL OIL & FOODS LIMITED Continuous provide the quality products and increasing the market share.

 Studying the market trends and customer needs Continuous provide the Good quality product with stringent norms Manufacturing the efficient product with latest technology

The manufactures & processor of edible oil are committed to satisfy customer all the time by supplying best quality product with quality services using best technology & adopting stringent norms of Quality. This will be achieved by. Involvement of every members of company in continual improvement Of quality Adoption of Indian statements (PFA) for products & international Standard for Quality management System Conditionally developing necessarily skills & build attitudes essential for prevention based work culture. Providing appropriate technology Complying the improving the effectiveness of QMS.

1.7

AWARDRECOGNITION

They say about the quality and good work always paying off Well, its true. And heres proof of that: Awards from the Solvent Extraction Association of India (SEA) since 1997 for the Highest / Second Highest Exporter of Rapeseed Extraction and processor of Rapeseed oilcake.

2.1 INTRODUCTION

According to Flippo Training is the act of increasing the knowledge & skills of an employee for doing a particular job. Training is necessary to give the employee in the company because it provides more knowledge to the worker. Training is a process of learning a sequence of programmed behavior. It is an application of knowledge. It attempts to improve their performance on the current job prepare them for an intended. This will provide security of employment not only in that particular job but also those employees company. Company relying on time based competition, beating rivals to the market with new products, new designs and new methods of selling will have to teach team work and streamlined production techniques to the employees.

Training is a very important part of every organization because it helps the organization to increase their productivity as well as profitability. Training is process whereby an individual acquires job related skills and knowledge.

2.2 WHY TRAINING NEEDED

Without training speed of performance may be slow. Full job performance: untrained person may miss many possibilities of performance. Fever accidents and mishaps. Better personal safety of the personnel. Better awareness of occupational hazards. Without training the performance of the task may not be proper. Poor performance may lead to poor quality, equipment downtime, customer complaints etc. Hidden cost is high: may not know what could have been saved by proper training. An employee is assigned to a new or different job which he/she does not know. A new employee comes to a work. The objectives, the organizations, or the working relationships within the organizations are substantially changed. Increase employee motivation and loyalty to the business. Less waste of time, material and manpower. Better use of equipment Reduced need for supervision.

2.3 TRAINING AND DEVELOPMENT OBJECTIVES

The main objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. There are other objectives: Individual, Organizational, Functional..

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

Individual Objectives:
Help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

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

2.4 TRADITIONAL & MODERN APPROACH OF TRAINING & DEVELOPMENT

Traditional Approach:
Mostly organizations before never used to believe in training. There were some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching.

Modern Approach: Training is now considered as more of retention tool than a cost. Training & development is that Indian Organizations have realized the importance of corporate training.

2.5 TRAINING DEFINED

Training refers to the method which gives to new or present employees to increase the efficiency to perform their task.

It may not be quite the outcome you were aiming for, but it will be an outcome Its not what you dream of doing, but its having the knowledge to do it Its not where you want to go, but its knowing how to get there Its not how high you want to rise, but its knowing how to take off

Training about knows where you stand no matter how good or bad the current situation looks at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities through professional development. It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employees performance deficiency. Training and development need = Standard performance-Actual performance

2.6 ROLE OF TRAINING

2.7 TRAINING EVALUATION S PURPOSES

Control:
It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.

Feedback:
It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

Intervention:
It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

Before Training:
The learners skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions and used and whether those methods confirm to the candidates preferences and learning style.

2.8 PURPOSES OF TRAINING & DEVELOPMENT

To create resave managerial force To bridge the ever increasing gap between planning and implementation project To meet challenge posted to improve quality of work force To enhance employee growth To prevent obsolescence To motivate personal Changing in technology to assist new comers To increase productivity To improve health and safety Develop human potential and give expressions to their creative talents To facilities exchange of give views and ideas between supervisor and subordinates To develop and maintain labor relation

2.9 PRINCIPLES OF TRAINING

Instruction in parts Re-enforcement Expert trainers Motivation Progress report Active involvement Individual differences Training period System of training

2.10 EFFECTS OF TRAINING

TO THE ORGANIZATION Increase efficiency and productivity Reduce supervision Reduce accident and wastages Reduce absenteeism and turnover Information about firms policies and programs Better labors relation Reduce grievances on the part of the employees Develop employees

TO THE CANDIDATES

Confidence in employees Positive attitude Chance for promotion Refreshing High reward Co-operative with other

2.11 TRAINING PROCESS

Identity of training needs

Develop training object

Decision curriculum

Select training method

Design training evaluation

Conduct training program

2.12 DETERMINE TRAINING NEEDS

Analysis of job requirement:The skills or knowledge specified in the appropriate job description are examined, and those employee without necessary skill or knowledge become candidates for a training program.

Performance appraisal:Each employees work is measured against the performance standards or objective established for his or her job.

Organization analysis:The effectiveness of organization and its success and meeting its goal is analysis to determine where difference exit. For example, members of a department with a high turn over rate or a low performance record might require additional training.

Employee survey:Managers as well as non managers are asked to describe what problems they are experience in their work and what actions they believe are necessary to solvent them.

2.13 TRAINING METHODS

The job training is one of the best training methods because it is planned, organized, & conducted at the employees worksite. It is particularly appropriate for developing proficiency skills unique to an employees job especially jobs that are relatively easy to learn and require locally owned equipment and facilities.

TRAINING METHODS

On the job training

off the job training

1. ON THE JOB TRAINING:-

There are still very popular method of teaching new skills and method to employees. While this has been forward on by recent commentators, particularly those involved in training constituencies these old tradition methods still is very effective. This method was designed by Nellie and is based on the requirements of the organization. Nellie is not usually trained herself in the skills and method of training and therefore it can be process that may be time consuming as a new comer struggles to cope with Nellies explanation.

Mentoring: This is another version of the system whereby a senior or experienced employee takes change of the training and development of a new employee. This suggests a much closer association than master and elements of a father/son; mother/daughter relationship can exist whereby the mentor acts as an advisor and protector to the training.

 Job rotation: This is another often practiced on the job training method. Job rotation method usually aims to give trainee managers a feel for the organization by giving them experience of working in different departments. This is an old technique and has been criticized, less for the concept, itself, but for way it is often implemented. Another version of training by switching roles is job rotations which become popular in the 1970 have to help relieve border and thereby raise productivity of shop floor workers. This can be an excellent learning experience for workers and suitability fits with HRM concept of team working and improvement whereby people are encouraged to take greater responsibility for their work and that of the team.

It is not located in an artificial situation, either psychologically or physically. It permits the trained to learn at the actual equipment and in the environment of the job and above ail on the job training method are relatively cheaper and less time consuming. Also he adds that on the job training is the most efficient and effective method of training the employees because it is in complete accord with the three basics laws of learning.

2. OFF THE JOB TRAINING:Off the job training simply means that training is not a part of every day job activity. The actual locating many be in the company, class rooms or in the places which are owned by the company. Those methods consist of:

Seminar or Team Discuss:This is an established method for training. A seminar is conducted in many ways. It may be based on prepared by one or more trainees on a selected subject. It may be based on the statement made by the person in-charge of the seminar. The person in-charge of the seminar distributes in advance the material to be analyzed. The seminar compares the reaction of the trainees, encourages discussion define the general trends and guides the participants to certain conclusion.

Lecture or classroom instruction:Lecture or classroom instructions are well adapted to conveying specific information. The use of audio visuals or demonstrations can often make formal classroom presentation more interesting while increasing retention and offering a vehicle for clarifying more difficult points. The lectures liabilities include possible lack of feedback and the lack of active involvement by the trainees.

 Case study:According to Vaughan, The case study is based upon the belief that managerial competence can best be attained through the study, contemplation and discussion of concrete cases.

Conferences:In this method, the participating individuals confer to discuss points of common interest of each other. A conference is basic of most participative group centered methods of development. Learning is facilitated by building up on the ideas contributed by the conference.

Role playing: This method was developed by Morons a Venetian psychiatrist tie coined by term role playing role reversal, socio-drama, psychodrama and a variety of specialized terms, which emphasis on learning human relations skills through practice and insight into ones own behavior and its effect upon others. It has been defined as a method of human interaction which involves realistic behaviors in the imaginary situation.

2.14 PROBLEM FACED BY TRAINERS

Lake of feedback from the group Constant questions Personality clashes Stress Conflict of interest Lake of confident Sustaining interest

2.15 RESPONSIBILITY FOR THE EVALUTION OF TRAINING

Traditional, in the main, any evaluation or other assessment has been left to the trainers because that is their job. My contention is that a Training Evaluation Quintet should exist, each member of the Quintet having roles and responsibilities in the process. Considerable lip service appears to be paid to this, but the actual practice tends to be a lot less. The Training Evaluation Quintet advocated consists of:

The trainer Line management The training manager The trainee

2.16 FACILITIES PROVIDED TO EMPLOYEES

CANTEEN FACILITY: -

In the company there the canteen facility is available to the employees at a

reasonable rate canteen facility provide a dish of food at RS. 15/- which is affordable by employees. In canteen lunch, dinner, snacks and tea is provided at cheap rate. BONUS FACILITY:-

VIMAL OIL & FOODS LIMITED gives bonus to its workers at the time of Diwali. Bonus is given at the rate of 20% of the annual income of workers. For working overtime the workers is given extra wages. MEDICAL FACILITY:-

There is a medical dispensary in the company, which provides safety to the workers during their work. Medical treatment and check up is done of the staff members.

UNIFORM: -

All the workers in the company are provided three dresses during a year.

2.17 TIME KEEPING SYSTEM

In VIMAL OIL & FOODS LIMITED has the time-keeping system. VIMAL OIL & FOODS LIMITED believes that there should be 100% attendance on any given day of the year. We at.VIMAL OIL & FOODS LIMITED, work for 365 days a year and 24 hours a day. The shift timings are:

Shift A: Shift B : Shift C : General shift :

7:00 a.m 3:30 p.m 3:30 p.m 12:00 p.m 12:00 p.m 7.00 a.m 8:30 a.m 5:00 p.m

For officers office is 08:30 am to 05:00 pm and presence is marked on registered cards. The plant is working continuously for 24 hours. The recess time is of one hour during the shifts. Management staff & workers excluding in a week any one day holiday.

SWOT ANALYSIS
STRENGTH: 75% of sales revenue earn through exports. Company has its own marketing depots in different states so company can get benefit in central excise tax (CST). Company has wide variety of the product mix. Company has good brand awareness in rural areas. Company provides qualitative product at comparative price. Company has good distribution network in North India Good brand image in international market. Marketing office located at Ahmadabad to capture the location benefit. WEAKNESS: Company often faces frequent stock out condition of finish good as well as raw material. No growth in domestic market share low domestic share. Low brand awareness nationally. High sales force turn over. Very thin margin low net profit Small equity base by promoter Poor inventory management No scientific performance appraisal system No professional H.R. division Not targeted niche segment mass marketing Present staff has very low education profile No professional approach and management Centralize decision-making procedure for all area.

 OPPORTUNITIES:-

Company has opportunity to go in public. Social upward mobility in rural area. Increasing media reach in rural area for advertising and Improving infrastructure facilities in rural area for Very low per capital consumption of oral care product

marketing. distribution.

THREAT:-

As major revenue comes from export if government export policy change as Custom duties exception affected. MNCS also targeting the rural and lower segment so tuff competition in near future.

CHAPTER-4

4.1 RESEARCH DEFINATION

Research is the systematic process of collecting and analyzing information in order to increase our understanding of the phenomenon about which we are concerned. The systematic and objective identification, collection, analysis, dissemination and use of information for the purpose of assisting management in decision making related to the identification and solution of problems in marketing.

4.2 RESEARCH DESIGN

TYPE OF RESEARCH DESIGNI HAVE USED DESCRIPTIVE RESEARCH DESIGN

Descriptive Research Design: - A type of conclusive research that has as its major objective the description of something- usually market characteristics or functions.

Research design constitutes the blueprint for the collection, measurement, and analysis
of data. Research design aids the researcher in the allocation of limited resources by posing crucial choices in methodology Decision regarding what, when, where, how much, by what means; concerning an inquiry constitute a research design. A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine the relevance to the research purpose with economy in procedure. Estimates of the proportions of a population that have these characteristics. Discovery of associations among different variables. The simplest descriptive study concerns a univariate question or hypothesis in which we ask about or state something about the size, form, distribution or existence of a variable.

1. Descriptive Research Design: -In descriptive research design I have used cross sectional design under which I have used single cross sectional design and following tools are used to fulfill my objective behind this report. Interviews: All the department heads and senior executives were interviewed individually to know the department objectives and other aspects of the organization. These interviews were semi- structured and unstructured. : Cross sectional design A type of research design involving the collection of information from any given sample of population elements only once. single cross sectional design ;- A cross sectional design in which one sample of respondents is drown from the target population and information is obtained from this samples once.

4.3 DATA COLLECTION

A) Primary Data:Primary data are those which are collected first time for making survey. I collect primary data during the course of doing experiments. Data gather through Observation or through direct communication with respondents in one form or another or through personal interview. Primary Data was collected through Survey method. The questionnaire was used as an instrument for the survey method. Structured questionnaire is used by me for survey. Types of questionnaire which is used by me for survey Open ended.& Close ended question Dichotomous question Multiple choice question

B) Secondary Data:Secondary Data are those, which is already collected by someone else for his own purpose. They have been collected by other people for their contemporary problems. I have used following things for survey. Reference Books. Internet.

4.4 LIMITATION OF THE STUDY

Reluctance on the part of the respondents to provide exact details. Limited coverage area for survey, it was restricted to one city only. Time constraint as stipulated by university norms and by project guide

4.5 ANALYSIS OF DATA

TRAINING AND DEVELOPMENT SYSTEM AT VIMAL OIL & FOODS LIMITED.

1. Are you satisfied with the level of training program organized in the company? Remarks a. Excellent B .Good C .Average Total Respondents 25 85 15 125 Percentage 20 68 12 100

Interpretation:-

As shown of above graphical presentation we can say that 20% people believe that the training program held by the company was excellent. While 68% people believe that the training program was good. Only 12% people not satisfied with the company training program.

2. Are you satisfied with in-house training activities? Remarks a. Yes b. No Total Respondents 27 98 125 Percentage 22 78 100

Interpretation:Survey of the employee we can say that 78% of the people do not like in- house training programm. Only 22% people like in-house training programm.so we can say that the mejority of the employee do not like the in-house training programm.

3. Do you think training of employees increase productivity? Remarks a. Yes b. No Total Respondents 115 10 125 Percentage 92 8 100

Interpretation:I taken the survey of 125 employee in that 115 employee (92 % of employee ) are agreed that training gives the higher productivity. Only 10 reposdent (8% of employee) think that training is not gives higer produtivity.

4. Do you think training of employees helps in changing their attitude? Remarks a. Yes b. No Total Respondents 108 17 125 Percentage 86 14 100

Interpretation:On the basis of the personal experience 86% of the people think that training helps to the changing the attitude for doing their work.

Only 14% of the people believe that training was not helpful for changing the attitude towards the works.

5. Are you satisfied with the training environment at training department? Remarks a. Yes b. No Total Respondents 14 111 125 Percentage 11 89 100

Interpretation:Majority of the employee do not like the environment in the training department. 89% of the people do not like the environment. So we can say that for increase the interest of employee in the training session improve the training environment.

Only 11% of the employees like the environment.

6. Are you satisfied with the facilities equipped by training department? Remarks a. Yes b. No Total Respondents 95 30 125 Percentage 76 24 100

Interpretation:-

From the survey we can say that facilities of equipment is well set up it gives good reputation for the company. From the heaving data 76% of the poeople agreed that company provide well equipped facility. Only 24% of the people say that they are not satisfied with the equipment facility.

7. Whether implementation part is successful or not ? Remarks a. Yes b. some time C. No Total Respondents 25 77 23 125 Percentage 20 62 18 100

Interpretation:On the basis of the above graph we can say that 20% of the people agreed that implement of training is successful. More of the people 62% say that sometimes the training becomes successful. Only 18% of the people say that the training implementation will not successful.

8. Whether the employees are being awarded for the extra ordinary work done?

Remarks a. Yes b. No Total

Respondents 90 35 125

Percentage 72 28 100

Interpretation:-

On the basis of this question we can say that if the employee doing well works then the company being awarded. 72% of the people agreed with this statement. Only 28% of the people not agreed on some circumstanc

9. Are you satisfied with the increment policy of the company? Remarks a. Yes b. No Total Respondents 101 24 125 Percentage 81 19 100

Interpretation:For taking the survey we can say that company incremental policy was good on the basis of the available data.

101 respondent (81% of employee) agreed with the incremental policy. Which gives good reputation of the company. 19% of the employee not agreed that the company not giving better incremental policy.

10. Whether the criteria for evaluation of the performance are appropriate? Remarks a. Yes b. No Total Respondents 8 117 125 Percentage 6 94 100

Interpretation:-

Heaving the data we can say that employees are not satisfied with the evaluation criteria of performance.117 respondent are not agree with the evalution performance criteria. Only 8 people are agree with the evaluation performance criteria.

11. How could you ensure that that the training is effective for an employee Within the company? Remarks a. on the basis of salary b.on the basis of production c. on the basis of job satisfaction d.on the basis of reduction in wastage e.others Total Respondents 15 31 22 51 6 125 Percentage 12 25 18 41 5 100

Interpretation:-

More of the respondent believes that on the basis of the reduction in wastages that shows the training makes effectively for the employees. 41% of the people believes that reduction in wastages that shows training makes effectively.

Only 12% people believe that on the basis of the salary training shows effectively Only 25% people believe that on the basis of the production training shows effectively. Only 18% people believe that on the basis of job satisfaction training shows effectively.

12. What are the key issues that should be addressed in the design, conduct and evaluation of training program? Remarks a. Employee performance b.employee safety c. employee production d. others Total Respondents 93 10 12 10 125 Percentage 74 8 10 8 100

Interpretation:On the basis of the above diagram we can say that employee performance that should be addressed in the design, conduct and evaluation of training program. And secondary employee safety that should consider on the basis of the employees survey.

13. As a trainer what are the steps you would undertakes to make the long training session not boring to the employees? Remarks a. Training with games b.Training with lecture c.Training on the base of demonstration d.Others Total Respondents 20 14 77 14 125 Percentage 16 11 67 11 100

Interpretation:Company takes steps for long training session not boring. In that 77 respondent prefer that training gives on the base on the demonstration. On the basis of the different training they prefer different games. Only 14 respondent say that they play with games.

14 .How would you evaluate your employee performance before and after training? Remarks a. on the base of Increase productivity b.on the base of increase efficiency Total Respondents 103 22 125 Percentage 82 18 100

Interpretation:Company evaluates the training people before and after training on the base of the performance on the productivity. 82% of the people agreed with the productivity is increased after training.

CHAPTER-5 FINDINGS

VIMAL OIL AND FOODS mainly focus on the job training. The company is mainly focus for giving training to the employees to increase the productivity not efficiency of the employee.

 After the completion of the training company measure the performance of employees on the basis of the reduction in wastage. Company awarded to employees for extra ordinary work. Training is helpful to changes the attitude of the employees. Vimal oil and foods heaving good incremental policy. The Vimal oil is more uses in middle-higher class because this group is more Quality conscious

CHAPTER-6 RECOMMENDATION
As far as May knowledge is concerned and my experience with respondent during the survey period: - am able to make recommendation to the company it should be noted here that the major suggestions given here are based on the information collected by me.

 Vimal oil and foods ltd mainly focus on the productivity, but company should also focus on the effectiveness of the company. The company follows only on the job training. but if requirement then also follow off the job training program. After giving the training company check the performance on the basis of the reduction in westage.but I suggest that also check the performance on the basis of the productivity. Change the training environment in the training department

CHAPTER-7 CONCLUSION
This organization is concerned with to produce oil, which is useful to daily cooking purpose. This organization is also produced types of oil, which is very useful to basic purpose. Infrastructure, which is very important, remembers able moment to have

training VIMAL OIL & FOODS LIMITED. This is one the leading company in oil industry. The members of management age of very efficient and co-operative. It is large-scale industry somehow it was providing much information regarding H.R Department I am very well familiar with all the aspect and operation of the company. The management of company has kindly provided me all the necessary information for preparing the project report. I hope it would remain for long period of time as twinkle stars, remains in the sky.

C H AP T E R - 8 BIBLIOGRAPHY

Books Human Resources & Personnel Management Author: -K Aswathappa Training & Development Author: - S.Truelove WEB: www.vimalgroup.com

Annexure
QUESTIONNAIRE Dear Respondents, I am student of MBA Programme from Golden jubilee Institute of management and Technology, siddhpur.I undergo project report of human resource of vimal oil on Training and development topics. 1. Are you satisfied with the level of training program organized in the company? 1. Excellent [ ] 2. Good ] [ ] 3. Average [ ]

4. Required some improvement [

2. Are you satisfied with in-house training activities? 1. Yes [ ] 2. No [ ]

3. Do you think training of employees increase productivity? 1. Yes [ ] 2. No [ ]

4. Do you think training of employees helps in changing their attitude? 1. Yes [ ] b2No [ ]

5. Are you satisfied with the training environment at training department? 1. Yes [ ] 2. No [ ]

6. Are you satisfied with the facilities equipped by training department? 1. Yes [ ] 2. No [ ]

7. Whether implementation part is successful or not? 1. Yes [ ] 2. Some time [ ] 3. No [ ]

8. Whether the employees are being awarded for the extra ordinary work done? 1. Yes [ ] 2. No [ ]

9. Are you satisfied with the increment policy of the company? 1. Yes [ ] 2. No [ ]

10. Whether the criteria for evaluation of the performance are appropriate? 1. Yes [ ] 2. No [ ]

11. How could you ensure that that the training is effective for an employee Within the company? 1. On the basis of salary 2. On the basis of production 3. On the basis of job satisfaction 4. On the basis of reduction in wastage 5. Others [ [ [ [ [ ] ] ] ] ]

12. What are the key issues that should be addressed in the design, conduct and evaluation of training program? 1. Employee performance [ ]

2. Employee safety c. employee production d. others

[ [ [

] ] ]

13. As a trainer what are the steps you would undertakes to make the long training session not boring to the employees? 1. Training with games. 2. Training with lecture 3. Training on the based of demonstration Others [ [ [ [ ] ] ] ]

14. How would you evaluate your employee performance before and after training? - Productivity of the department in which employee is working - On the base of increase efficiency

PERSONAL DETAILS

Name: _________________________________________________________ Address: ________________________________________________________ Age: __________ Sex: Male [ ] Female [ ]

Monthly Family income _________________

Family Size __________

Thanking You!!!