REVIEW ON TECHNIQUES TO IMPROVE THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT

AT
DEVYANI INTERNATIONAL LIMITED SUBMITTED BY: RITIKA BHASIN BBA V SEMESTER SECTION B ENROLLMENT NO. - A7006408016 SPECIALIZATION- HR UNDER GUIDANCE OF: Industry Guides name: Guide: Mr. Abhishek Ram Reshma Bhartiya HR Manager Lecturer Organization:DIL ABS,Lucknow Faculty Mrs. Sr.

SUMMER INTERNSHIP REPORT IN PARTIAL FULFILLMENT OF THE AWARD OF FULL TIME BACHELOR IN BUSINESS ADMINISTRATION (2008-11)

AMITY BUSINESS SCHOOL AMITY UNIVERSITY UTTAR PRADESH LUCKNOW

STUDENTS CERTIFICATE
Certified that this report is prepared based on the summer internship project undertaken by me in DEVYANI INTERNATIONAL LIMITED from 1ST JUNE 2010 to 30TH JULY 2010 under the able guidance of FACULTY GUIDE MRS.RESHMA BHARTIYA in partial fulfillment of the requirement for award of degree of Bachelors of Business Administration (BBA) from Amity University, Uttar Pradesh.

Date.______________

Signature Ritika Bhasin Student

Signature Professor Reshma Bhartiya Faculty Guide

Signature Professor R P Singh Director (ABS)

CERTIFICATE BY FACULTY GUIDE

Forward here with a summer internship project on HUMAN RESOURCE- Training and Development submiited by RITIKA BHASIN, A7006408016 student of BBA Semester V, Section- B. This project work has been done in partial fulfillment of the Bachelors in Business Administration from Amity University, Uttar Pradesh.

ACKNOWLDEGEMENT
I express my sincere gratitude to my company guide Mr. Abhishek Ram, Executive Human Resource, Devyani International Limited. For his able guidance, continuous support and co-operation throughout my project, without which the present work, would not have been possible. I would also like to thank the entire team of Devyani International Limited. For the constant support and help in the successful completion of my project. Also, I am thankful to my faculty guide Ms.Reshma Bhartiya of my institute for his continued guidance and invaluable encouragement.

Ritika Bhasin

DECLARATION

I hereby declare that the project Report on Evaluation of training and development is an authentic work by me under the guidance of Mrs. Reshma Bhartiya for the 5th semester as part of my Bachelor of Business Administration. The data used in the report has been collected from the authentic sources. I also affirm that this study is not plagiarized and does not draw upon the work or conclusion of another individual or Organization.

Ritika Bhasin ABS, Amity University Lucknow

TABLE OF CONTENTS
S.NO PARTICULARS
1. 2. 3. 4. 5. Students certificate Certificate by faculty guide Acknowledgment Declaration Chapter-1 Executive summary On job training Off job training

PAGE NO.
1 2 3 4 8 8 8 8 10

6. Chapter-2 Introduction to the topic Meaning of Training and Development 6

Benefits of Training for the Organisation

11 13 16 16 17 21 22 23 23 23 23 23 23 24 25 26 26 26 26 26

7. Chapter-3 Objectives 8. Chapter-4 Training methods and technique for employees On job training Off job training

9. Chapter-5 Research methodology Objectives of Research Research approaches Research process Formulating Research Repairing research design Means of obtaining information Determining sample design Steps involved

10. Chapter-6 Company profile RJ corp DIL: overview DIL: vision DIL: mission Introduction to YRI- YUM Restaurant International 7

YUM brands Other brands of DIL

27 27 32 42 43 44 45

11. Data analysis and interpretation 12. Findings 13. Conclusions 14. Questionnaire 15. Bibliography

CHAPTER- 1 EXECUTIVE SUMMARY

8

EXECUTIVE SUMMARY
The summer project entitled Review on Techniques adopted by HR Management to Improve the effectiveness of Training and Development is an attempt to understand the opinion and attitudes of the various categories of employees of the Devyani International Limited towards the maintenance of effectiveness of Training services provided by the Company. It also aims to know and study obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. The data was collected through well structured questionnaires. About 60 employees were considered for the sample size out of 150 employees, since the surveyor are given very limited time. This survey was carried out in various sections of the Restaurants. In the course of study, it was found that the training programmes analyzed were provided to all the employees of Devyani International Limited and was not specific to particular category of employees. The in depth study of the welfare measures adopted by the company revealed that majority of the employees were fairly satisfied with the training and Development programmers. For the purpose of survey, the training was divided into two groups.

A. On job Training: 1. Apprenticeship Programme/Training.

2. Job rotation 3. Internship 4. Coaching

B. Off the Job Training:

1. Class room lectures 9

2. 3. 4. 5. 6.

Vestibule school Films Case study Computer modeling Programmed instructions

CHAPTER-2 INTRODUCTION
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INTRODUCTION
An organization either Business or Industrial Enterprises needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors is comparatively easier than managing Human Resources. The Human Resources are most important and need to be handled carefully. Since all the others factors are handled by the human resources, they have to be trained in an effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success.

TRAINING AND DEVELOPMENT

Meaning:

Training means equipping the employees with the required skill to perform the job. The candidates are sent for training so that they can perform the job in the expected manner. Development refers to overall growth of the employees. It focuses on personal growth and successful employees development. Development is much wider in concept as compared to training as training is only one part of development.

Features of training :

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Training objectives are tied to organization's business objectives and industry skills standard.

Training objectives are derived from and continuously aligned with the organization over all performance objectives and specific job requirements.

Training support form of work organization that emphasize broadening employee skills and empowering employees.

Training is developed based upon an assessment of the target employee's knowledge, skills and ability.

Evaluation is used to assured training quality. Training is evaluated based on both performance outcomes and the quality and effectiveness of the training process.

Objective of training : To prepare the employee both new and old to meet the present as well as the changing requirements of the job and organization. To develop the potentialities of people for the next level job. To ensure smooth and efficient working of a department. To ensure economical output of required quality. To promote individual and collective morale a sense of responsibility, cooperative attitudes and good relationships. In recent years, the scope of Training and Development has broadened from simply provided training programs in facilitating learning programs throughout the organization in variety of ways.There is increasing recognition that employees can and should learn continuously, and that they can learn from experience and from each other as well as from formally structured training programs. Nevertheless, formal training is still essential for most organizations or teaches them how to perform in their initial assignment, to 12

improve the current performance of employees who may not be working as effectively as desired, to prepare employees for future promotions and increased responsibilities.

The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership, performance appraisal, interviewing, and problem solving were also commonly taught. Many organization provide Train-the trainer courses for superiors or peers who will in turn provide on-the-job training to others. Besides being one of the most important HRM functions, Training and Development is also one of the most expensive.

BENEFITS OF TRAINING FOR ORGANISATIONS:

1. Reduced learning time: A trained employee takes less time in learning the job as compared to untrained employee. As a result there is less wastage of resources and higher productivity in the organizations. 2. Better performance: The performance of trained employees is always better than the performance of untrained employees as in the training programmes their qualities and capabilities are improved and employees get some experience of working on the job before they are actually assigned the job. This improves their performance and efficiency level. 3. Attitude formation: The training and development aim at molding the employees so that they develop positive attitude for the organization, and to motivate them to be ready to take the initiative and result in better support and co-operation among the employees. 4. Aids in or help in solving operational problems: While performing various activities in the organization, the organization faces various problems such as problem of absenteeism, wastage of resources, dissatisfaction of employees, lack of team work etc. Through the supervisory level training these operational problems can be avoided or removed in the organization because supervisors are trained for improvement of superior- subordinate relationship and for encouraging and motivating their subordinates. 5. Managing manpower need: Some organizations have specialized technique of production and the ready staff is not available. In that case the organizations hire untrained people and train them with the required skill according to their organizations need. By training they solve long term problem if manpower requirement.

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CHAPTER-3 OBJECTIVES
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OBJECTIVES
Training and Development can help an organization in a number of ways. Ultimately, it is employees knowledge and skill that produce the organizations product or service. To study the work culture of DIL To understand the behavior of the employees. To enhance and update knowledge and skill level of employee in the organization. To study new entrants of knowledge and skill To study customer education, help grading skills and knowledge and employees estimate career planning of the company.

Training has become an integral requirement in the organization for its growth and development .Its basic objective is to prepare the employee both new and old to meet the present as well as the changing requirements of the job and organization. Training focuses to develop the potentialities of people for the next level job, to ensure smooth and efficient working of a department and to ensure economical output of required quality. To promote individual and collective morale sense of responsibility, co

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operative attitudes and good relationships. In this context as a trainee in HR department we have been asked to examine the work of each personnel in the organization and to see the scope of training to be imparted for better understanding of work and work environment. Training sessions generally take place in 3-4 months every year . Since it is a government organization there is no fresh recruitment and as such training is given to the existing work force.

Training and development of an organization is mainly concerned with Human Resource Development & also for developing skills, knowledge, and competencies of people. Acquire or sharpen capabilities require for performing various function association with their present or expected future role: Develop their general capabilities as individual and discover and exploit their own/and organizational development purposes; Develop an organizational culture in which superior- subordinate relationship, team work and collaboration sub-units. Thus, HRD is a process in which the employees of any organization are helped motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities. Here emphasis has been made to organizational culture of DIL with regards to its HRD, Training and Development.

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CHAPTER-4

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TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES

TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES

There are mainly two methods of training:

1. On-the-job training:
When the employees are trained while they are performing the job then it is known as On-the-Job training. Under this method the employees learn by doing. This method is suitable only for technical jobs and the advantage of this method is employees can learn the practical problems while working on the job. The common and popular techniques of training under on the job training are: (A) Apprenticeship training: The workers seeking to enter skilled jobs are sent for apprenticeship training programme which is an on-the-job method of training. In the Apprenticeship Programme, a master worker or a trainer is appointed who guides the workers or learner regarding the skill of job. The master worker performs the job and the trainee observes him performing. When the learner learns all the skills then slowly he starts taking up the job step by step and master worker becomes the observer. When the trainee becomes perfect in doing the job then master worker 18

goes and trainee get the full charge of job position. Generally the time period for apprenticeship programme may vary from 2 to 5 years. (B)

Job rotation: Job rotation is an on-the-job method of training in which

the employee is shifted from one job position to other for short interval of time to make him aware of requirements of all the job positions. For example, in banks the employees are shifted from one counter to other so that they learn the requirements of all the counters.

(C)

Internship: Internship is an agreement between the professional

institutes and the corporate sector where professional institutes send their students to various companies.so that they can practice the theoretical knowledge acquired by them through professional institutes. Under this training programme the organizations get people with fresh ideas and latest knowledge and the companies have to pay very less amount of salary which is called stipend. On the other hand, the students get chance to practice under the real work situations. In short we can say under internship the class room sessions are backed with practical training.

(D)

Coaching: In this method superior guides and instructs the trainee as a

coach. He guides employee, how he can over-come his weaknesses and make his strength more strong, superior suggest the changes required in the behaviour and performance of the employee. The coach gives due importance to the objectives of individuals as well as objectives of organization. Through effective coaching you can motivate the employees to perform to their best ability.

2. Off-the-job training:
Off-the-job training means training the employees by taking them away from their work position which means employees are given a break from the job and sent for training. This method of training is more suitable for managerial job positions as conferences, seminars are held to train the managers.

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The common and popular techniques of training under off the job training are: (A) Conference/Class room lectures: Literal meaning of conference is consultation. It is a highly structured way to convey a message or specific information with the help of audio-visual aids formal classroom sessions of training can be made more interesting. (B)

Vestibule School: : Vestibule school means duplicate model of

organization. Generally, when the expensive and delicate machineries are involved then the employers avoid using on-the-job methods of training. A dummy model of machinery is prepared and instead of using original machinery employees are trained on dummy model. Sometimes the accountants who have to make entries in inventory register or cash register they are first supplied the duplicate registers with the same columns as in original registers and when they become perfect in making entries in duplicate register then they are handled over original register. Vestibule school is an off-the-job method of training which makes use of benefit of on-the-job method.

(C)

Films: Showing films is also a very effective method in certain

cases. Films can give important information on various techniques through demonstrative skills.

(D)

Case Study: Under this method managers discuss real problems

that they have faced and trainees are asked to give their suggestions and alternatives to solve the problem. The case study provides the bridge between theoretical knowledge and its practical applications.

(E)

Computer Modeling: Under this method a computer is

programmed to show real problems of job and how to overcome such problems.

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Factors influencing training and development :

1. Top management support :
For training and development to be successful, leadership support at the top is a requirement. Without of management support a training and development program succeeded. The most effective way to achieve success is for executive to take an active part in the training and provide the needed sources.

2. Commitment from specialist and generalist :

In addition to top management all manager whether they be specialist or generalist should be committed to and involve in the training and development process. The primary responsibility for training a development lies with line managers from the precedent and chai9rman of the board on down. Training and development merely provide the technical expertise.

3. Technological advances:
Perhaps no factors have influence training and development more than technology. The computer and the internet, in particular or dramatically affecting the conduct of all business function. Technology has played a huge role in changing the way knowledge is delivered to employees.

4 .Learning Style :
The general function of training and development involves skills and knowledge acquisition. Employees at all levels must continuously upgrade their expertise in a dramatically changing and increasingly competitive environment.

Training Skills :
Training is impartial skills to employers. A worker needs skills to operate machines, and other equipment with least damage and scrap. The employers who are to be trained can be different types and each type would require types training. 21

1. Unskilled Workers:
Unskilled workers require training is improved methods of training methods and materials to reduce the cost production and waste and to do the job in the most economical way. Such employees are given training on the job itself and the training by their immediate superior others, sardars or foremen. The training period ranges from 3 weeks to 6 weeks. 2. Semi-skilled workers : These workers require training to cope with the requirements of can industry arising out of the adoption of mechanization, rationalization, and technical process. These employees are given training either in their own section or departments. 3. Skilled workers : Skilled workers are given training through the system of apprenticeship, which varies in duration form a fear to three or five years. Such training is also known as tradesmen or craftsman training. When the first employee was employed on the job and systematic method where thereafter evolved for increasing the new employees knowledge and his skill. For devising adequate4 training program for individual it is necessary to conduct an accurate analysis of individual's aptitude and performance levels. In addition industry we find three types of employees-young workers, ruler workers and managerial personnel. Training in necessary for all three types of employee. To improve the work skill of young workers apprenticeship training is must for rural workers training is necessary so that they can adjust themselves with workplace and in the social life of the urban environment. Young graduates recruited find it difficult .

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DETERMINATION OF TRAINING NEED

Job Recruitment

Training need

Initial Behavior

Trainee

Analysis of overall System

Measure of proficiency

Job description 23

Job specification

Aptitude & Attainment of Training

Training Recruitment

Training method

CHAPTER-5
.

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RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research can be defined as a scientific and systematic search for pertinent information in any branch of knowledge. It is the pursuit of truth with the help of study, observation, comparison and experiment. Research is , thus, an original contribution to the existing stock of knowledge making for its advancement.

OBJECTIVES OF RESEARCH:
To gain familiarity with a phenomenon or to achieve new insights into it (Exploratory or formularize research studies) To portray accurately the characteristics of a particular individual, situation or a group (Descriptive research studies)

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To determine the frequency with which something occurs or with which it is associated with something else. To test a hypotheses of a casual relationship between variables (hypothesis testing research studies) This research is an amalgamation of both formularize as well as descriptive research, as it reflects on the present satisfaction level of the employees at Pizza Hut /KFC regarding the various training and development programmes being conducted here. In the process, it also aims to collect more detailed information on the subject of training and development itself.

RESEARCH APPROACHES
There are two basic approached to research, quantitative approach and the qualitative approach. The former involves the generation of data in quantitative form, which can be subjected to rigorous quantitative analysis in a formal and rigid manner. This approach is further sub-divided into inferential approach is to form a database form which to infer characteristics or relationship of a population. This usually means survey research where a sample of population is studied to determine its characteristics and it is then inferred that the population has the same characteristics. Qualitative approach to research is concerned with subjective assessment of attitudes, opinions and behaviour. Research in such a situation is a function of researchers insight and impressions. Such an approach to research generates results either in non-quantitative form or in the form, which are no subjected to rigorous quantitative analysis. This research follows both the inferential quantitative and qualitative approach. The questionnaires circulated to collect the relevant information have been analyzed ion the basis of rating given to each question and then,

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aggregate of the rating of all the questions of a group has been taken to find out the percentage of each response to that group.

RESEARCH PROCESS FOLLOWED:

Research process consists of a series of actions or steps necessary to effectively carryout research and the desired sequencing of these steps. The various steps involved in are search process are not mutually exclusive, not are they separate or distinct. However, the following order concerning various steps provides a useful procedural guideline regarding the research process and has been used to carry out this research.

FORMULATING THE RESEARCH PROBLEM

At the very beginning the researcher, singles out the problem, he / she wants to study in specific terms. Here, for this purpose and extensive study of available literature was done. The training and development policies were studies from the personal manual as well as some information brochures made available by the training department at Pizza Hut/ KFC. No literature was available of any study conducted earlier on a similar topic. The subject matter related to the topic. Training and Development was also examined from the available literature i.e. books, manuals etc. by this review the extent of available of the data of other materials was known and this led to a specification of the problem in a more meaningful context. After specifying the problem, a synopsis was submitted to the company for approval.

REPAIRING THE RESEARCH DESIGN:

The function of research design is to provide for the collecting of the relevant information and data with minimal expenditure of effort, time and money. But the way of achieving all this depends mainly on the purpose of the research. Here, the purpose of the study is both exploration and description

THE MEANS OF OBTAINING INFORMATION:

In this research case, a structure red questionnaire was used with close-ended questions with the exception of three questions that required descriptive answers. The time available for research 15 days and for the completion of this research, the time limit was 25 days. Explanation of the way in which selected means of obtaining information will be organized and the reasoning for the selection.

DETERMINING SAMPLE DESIGN:

A sample design is a definite plant for obtaining a sample from the given population. It is determined before the data is collected. 27

STEPS INVOVLED: Population: All items under consideration in the field of enquiry, in this case, the
employees of Pizza Hut/KFC Sample: The respondents that have been selected for the purpose of the study

Sampling unit: the individual unit of the selected sample Sample frame: this contains the list of all the items of the universe. For this project,
the employee lists of Pizza Hut/KFC Limited are the sample frame. Size of the sample: this refers to the number of items selected from the universe to constitute the sample. For the purpose of this study, a sample size of 30 was taken which is approximately 20% of the population.

CHAPTER-6
28

COMPANY PROFILE OF DIL

COMPANY PROFILE DEVAYANI INTERNATIONAL LIMITED

RJ CORP
Led by Mr. Ravi Kant Jaipuria, RJ Corp began operations in 1991. Over the eighteen years the group has grown exponentially and in the year 2008, the group turnover exceeded Rs. 1500crores. RJ Corp is a Transnational Company with its roots in India and presence in Uganda, Nigeria, Nepal and Mauritius.

DIL: An Overview
DIL is the largest franchisee of YUM, with 72 Pizza Hut/KFC stores North and Eastern India. Opening Pizza Hut/KFC stores in Nepal and Nigeria in 2009.

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Fastest growing franchisee of YUM in India. Master franchisee of Costa Coffee with 53 outlets in India. More than 3200 personnel on the rolls.

DIL: VISION
To be the most preferred Restaurant Company for people and customer alike.

DIL: MISSION
To be people centric Customer focused Process driven operations

INTRODUCTION TO YRI YUM RESTURANT INTERNATIONAL

YUM! Brands, Inc. based in Louisville, Kentucky, is the worlds largest restaurant company in terms of system restaurants with more than 36000 restaurants in over 110 countries and territories and more than 1million associates. YUM! Is ranked #239 on the fortune 500 list, with revenues in excess of $11 billion in 2008. At YUM! they building a vibrant global business by focusing on four key business strategies: Build leading brands across China in every significant category. Drive aggressive international expansion and build strong bonds everywhere. Dramatically improve U.S. brand positions, consistency and returns. Drive industry- leading, long term shareholder and franchisee value.

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YUM! BRANDS
The five brands of YUM! Are: PIZZA HUT KFC A&W LONG JOHN SILVERs TACO BELL

PIZZA HUT
The Pizza Fever
Fast food for the young and the young at heart. A phenomenon that has spread across the world, it is a fever that has caught the Indian foodie. Burgers, soft drinks, ice-creams, pizzas, these have almost become like staple diet for many, so overwhelmingly indulging is the taste of such foods. Pizzas have always been a perennial favourite of the Italians, and since it have crossed these shores, it has found its lovers in far- off lands. And thanks to such discipline chains as Pizza Hut, people just cant resist the temptation of digging their teeth into these cheesy marvels. Pizza Hut is the worlds largest pizza restaurant chain, with nearly 12000 restaurants, delivery carry out units and kiosks in more than 86 countries. Pizza Hut sells more than 1.7million pizzas every day, to approximate 4 million customers worldwide. To capitalize on RJ Corps significantly important relationship with Pepsi food, it decided to venture into the food sector, which was the second largest business for Pepsi 31

all over the world. The group became the first franchisee for YUM Restaurant International in India. It has franchisee rights for Northern and Eastern India. 72 Restaurants are owned and run by the company.

KENTUCKY FRIED CHICKEN

Finger Lickin Good!!!
KFC corporation part of the YUM brand based in Louisville. Kentucky is the worlds most popular chicken restaurant chain, specializing in original recipe, extra crispy. Twister and Colonels crispy strips chicken with home style sides. Catering to eight million customers around the globe other than the original recipe. Chicken created by Colonel Harland Sander, KFC has in its menu and host of delicacies. Today KFC has more than 80 countries and territories around the world. KFC is part of the YUM brands as such it was just an extension of RJ Corps role of franchisee for the same, when it opened the first KFC Restaurant at Salt Lake, Kolkata. Other stores are at Park Street, Kolkata. The place has people thronging it. Serving the original Colonel recipe of 11 herbs and spices which till date remains one of the biggest secret in the world, the juicy chicken pieces wrapped in crunchy cramps are absolute bliss for the taste buds. Indians are food lovers and the exciting KFC menu comes as a blessing for them.

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A&W: ALL AMERICAN FOOD

A & W Restaurants, Inc. is a chain of fast food restaurants, distinguished by its draft root beer and root beer floats. It is fast food franchisee company with locations throughout the world, serving typical fast food menu of hamburgers and french-fries, as well as hot dogs. A number of its outlets are drive in restaurants with carhops. The company name was taken from the last name initials of partner Roy Allen and Frank Wright. The chain is currently owned by YUM! Brands.

LONG JOHN SILVERS

Long John Silvers, Inc. is a United States- based fast food restaurants that specialize in sea food. The name and concept were inspired by Robert Louis Stevensons book Treasure Island. The first restaurant was opened in 1969 in Lexington, Kentucky.

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TACO BELL
Taco Bell is a restaurant chain based in Irvins, California. A subsidiary of YUM! Brands, Inc. it specializes in Mexican-style food and quick service. It serves tacos, burritos, signature, quesadillas, grilled stuff burritos, nachos. And other specialty items such as the crunch wrap supreme, in addition to a wide variety of Big Bell Value Menu items. It serves more than 2 billion customers each year in more than 5800 restaurants in the U.S.

Other brands associated with DIL:

PEPSI : Lifeline of generation X
Pepsi has been a universal flavour for decades. The collest drink no earth, having quenched the thirst of whole generation of young men and women across the globe. RJ Corp has been responsible for bringing universal drink home. RJ Corp is indias leading supllier of carbonated and non-carbonated softdrinks with beverages manufacturing facilities in India and Nepal. The group manufactures and markets carbonated and non-carbonated soft drinks and mineral water under the pepsi brand. The various flavours and sub- brands are Pepsi, Mirinda Orange, Mirinda Lemon, Mountain Dew, 7up, Evervess soda and Aquafina. The family has in total 18 bottling plants in India and Nepal and is responsible for producing and marketing 44% of pepsi requirement in India.

COSTA COFFEE
Two Italian brothers founded costa coffee in 1971 based in the United Kingdom. It has grown to over 350 costa outlets in United Kingdom. It is opening around 50 outlets every year. 34

RJ Corp opened its first oulet in Cannaught Place, New Delhi. Devayani International Limited, which has turnover of over 2 billion is the master franchisee for Pizza Hut, KFC and Costa Coffee.

CREAM BELL: Pure Indulgence

RJ Corp has made it presence felt in the ice-cream segment since 1991, when it started manufacturing and marketing ice-cream under the brand name of GAYLORD in the state UP During 1996 it sold its brand to Brook Bond and started supplying to Hindustan Lever as their ice-cream sourcing plant. After working for 10 years in this field,During 2003 it launched its own brand. The company currently operates in the states of Delhi, Haryana, Punjab, Himanchal Pradesh, Uttranchal, Jammu & Kashmir, Uttar Pradesh, Madhya Pradesh and Rajasthan. Cream bell operates through a network of 80 distributors in the above 9 states.

DELHI PUBLIC SCHOOL: Feel Enlightened

RJ Corp has long been associated with excellence in education. The year 2001 witnessed the expansion of their corporate portfolio with the opening its first school at gurgaon under the management agreement with the DPS society.

CRYOBANKS INTERNATIONAL: Exilir Of Life

Cryo International is a pioneer and worldwide leader in the collection processing and banking of umbilical cord blood stem cell. Cryobanks International provides a private cord blood storage program for expecting families that wish to privately store their babys precious stem cell and a public blood cord donation program for those who prefer to donate. Cryobanks International India Pvt. Ltd. Is joint venture between Cryobanks International.

DISNEY: Little Hearts

The Walt Disney Company began its merchandising business in 1929. The Walt Disney Company sells its entire range of merchandised under the Disney brand, through tis division Disney Consumer Products(DCPs). Disney stores today is network of over 600 exclusive shops worldwide. RJ Corp joint hand with DCP for retiling of Disney Artist brand Merchandise in India.

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DATA ANALYSIS AND INTERPRETATION

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DATA ANALYSIS AND INTERPRETATION

TABLE 1
Showing the response towards the availability of tools and equipments to perform the job. S.no. 1. 2.
100 80 60 40 20 0 YES NO

Response Yes No

No. of respondents 66 4

Percentage 94.28% 5.71%

ANALYSIS AND INTERPRETATION OF DATA:

From the study it is found that 94.28% of the employees have the tools and equipments to perform their job, whereas the rest 5.71% of the employees dont have the tools and equipments.

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TABLE2
Showing the response towards training and development. S.no. 1. 2. Response Yes No No. of respondents 68 2 Percentage 97.14% 2.85%

100 80 60 40 20 0 YES NO

ANALYSIS AND INTERPRETATION OF DATA:

From the study it is found that 97.14% of the employees belief that they receive enough training to do their job well, while the remaining 2.85 % employees dont belief that the training provided is sufficient for them to perform their task efficiently.

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TABLE 3
Showing the response towards effectiveness of training provided. S.no. Response No. of respondents 1. Below expectation 2. Good 54 3. Excellent 16 Percentage 77.14% 22.85%

80 70 60 50 40 30 20 10 0
GOOD BELOW EXPECTATION EXCELLENT

ANALYSIS AND INTERPRETATION OF DATA:

From the study it is found that 77.14% of the employees belief that the training provided by the organization is excellent, while the remaining 22.85 % employees belief that the training provided is just good.

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TABLE 4
Showing the response towards training provided v/s actual work environment. S.no. 1. 2. 3. Response Below expectation Good Excellent 25 45 No. of respondents Percentage 35.71% 64.28%

70 60 50 40 30 20 10 0 BELOW EXPECTATION EXCELLENT GOOD

ANALYSIS AND INTERPRETATION OF DATA:

From the study it can be analyzed and interpreted that 64.28% of the employees belief that the training provided is similar to the actual working environment and rated it as excellent. While, the remaining 35.71% of employees rated it as good.

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TABLE 5
Showing the response towards the trainer, on the basis of: (a) S.no. 1. 2. Job Knowledge Response Yes No No. of Respondents 45 25 Percentage 64.28% 35.71%

70 60 50 40 30 20 10 0 YES NO

ANALYSIS AND INTERPRETATION OF DATA:

From the study it can be analyzed and interpreted that 64.28% of the employees belief that their trainer has enough job knowledge. While, the remaining 35.71% were not very satisfied for the same. (B)Interpersonal Skills S.no. 1. 2. Response Excellent Below Expectation No. of Respondents 70 Percentage 100% -

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100 80 60 40 20 0 EXCELLENT BELOW EXPECTATION

ANALYSIS AND INTERPRETATION OF DATA:

From the study it can be concluded that all the employees are very happy with the interpersonal skill of their trainer, and they are very comfortable with the working atmosphere of the company.

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TABLE 6
Showing the response towards the benefits attained for future prospects. S.no. 1. 2. Response Yes No No. of Respondent 64 6 Percentage 91.42% 8.57%

100 80 60 40 20 0 YES NO

ANALYSIS AND INTERPRETATION OF DATA:

From the study it can be concluded that about 91.42% of employees belief that the training provided to them will be beneficial to them in future also. While, the rest 8.57% of employees belief that it is not going to be helpful in future.

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TABLE 7
Showing the response towards the environment of training at Pizza Hut/ KFC S.no. 1. 2. 3. Response Below Expectation Good Excellent No. of Respondents 42 28 Percentage 60% 40%

60 50 40 30 20 10 0 Below Expectation Good Excellent

ANALYSIS AND INTERPRETATION OF DATA

From the above table, it is found that 40% of the respondents say that they are very happy with the training environment of Pizza Hut/ KFC, while 60% says that to some extent they are confident about the training environment.

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TABLE 8
Showing the response towards the most preferred training method. S.no. 1. 2. 3. Response Classroom Presentation Discussion No. of Respondents 45 25 Percentage 64.28% 35.71%

70 60 50 40 30 20 10 0 Classroom Presentation Discussion

ANALYSIS AND INTERPRETATION OF DATA

From the above table, it can be concluded that 64.28% of the respondents say that the most effective method of training is through presentation. The practical approach of training not only helps them in understanding things better but it also enhances their performance. While 35.71% of the respondents say that through discussion they can improvise their working style.

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FINDINGS,CONCLUSION AND BIBLOGRAPHY

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FINDINGS
Training and development programs at Pizza Hut/KFC is aimed at systematic development of skills, knowledge, attitude and team work. Maximum respondents are satisfied with the availability of tools and equipments for them to perform their task efficiently. Maximum respondents have undergone training programs and about 97% of the respondents are satisfied with the training provided to them. Knowledge is the important factor for any kind of learning. It gives an idea to employee about the subject matter ,70% said that the training imparted is very helpful to them in gaining the knowledge. Training is given to employees by recognizing their area of deficiency. No training is imparted to the employees on the basis of giving promotion upon completion. The Return of investment made on the training and activity are not measured properly. Employees are feeling that the return on investment made for training is more than the expected gain.

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CONCLUSIONS
The experience working with Pizza Hut has taught me the successful implantation of training techniques. The potential need for practical Training and Development to support development affects across the organization is very great. Many of the employees across the organization are keen to acquire skills and knowledge to help them improve their standards of performance. The challenge facing the organizational need is to identify practical ways in which traditional approaches to training and development can be combined with new techniques. As experience is gained the aim is both to improve the use of techniques in training and development and to explore the use of other delivery systems as the range of options provided through continuous growth. Overall it was an overwhelming experience and definitely it has helped me to grow as an individual.

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QUESTIONNAIRE

1. Do you have the tools and equipments to do your job? Yes No

2. Do you receive enough training to do your job well? Yes No

3. In terms of effectiveness how would you rate the training of Pizza Hut/KFC? Below Expectation Good Excellent

4. How relevant do you find training to actual working environment? Below Expectation Good Excellent

5. How effective are the training sessions taken by the Pizza Hut/KFC? Below Expectation Good Excellent

6. How do you rate your trainer in terms of : Below Expectations Excellent (1) (2) (3) Job knowledge Presentation styles Interpersonal relationship Good

7. Do you think training imparted at Pizza Hut/KFC is beneficial for future? Yes No

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8. What changes do you see in yourself after undergoining the training session at Pizza Hut/KFC? 9. How do you find the environment of training at Pizza Hut/KFC? Below Expectation Good Excellent 10. Which method of training do you prefer the most: (1) (2) (3) Classroom Presentation Discussion

11. What according to you could be done by the organization to make the training sessions/modules better? 12. What do you appreciate the most about your trainer? 13. How could your training be more effective?

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BIBLIOGRAPHY

Phillip Kottler : Human resource management Wikipedia HRM book, Author: Robert L. Mathis John H.Jackson Devyani International Limited company guide. CR Kothari Research Methodology PC Tripathi : Personel Management and Human Resource Management

Human resources management L.L.M. Prasad Aswasthapa P.C. Tripathi D.N. Dwivedi

DIL WEBSITE devyani@pizzahut-dipi.com

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