A STUDY ON

TRAINING AND DEVELOPMENT IN JERSEY BY G.VAMSINATH REDDY 9490910024 Project Sub !tte" !# $%rt!%& 'u&'!&& e#t o' 'or t(e %)%r" o' De*ree +, MASTER +, B-SINESS ADMINISTRATI+N

N+VA .+//EGE +, ENGINEERING AND TE.HN+/+GY 0A''!&!%te" to JNT- -#!1er2!t34 05A5INADA 62010720124

DE./ARATI+N
I hereby declare that the project report titled A Study on TRAINING AND DEVE/+PMENT submitted by me to the department of business management, 8N+VA.+//EGE +, ENGINEERING AND TE.HN+/+GY, is a Bonafied work under taken by me and it is not submitted to any other Uni ersity or !nstitution for the award of any "egree#"iploma certificate on any time before$ Signature of the Student %ame and Address of the Student&

D%te9

'

A()%*+,-".-/-%0

! take this opportunity to thank Mr. 5.5AMES:ARA+ 1rincipal of %*2A (*,,-.- *3 -%.!%--4!%. A%" 0-(5%*,*.6, for has encouragement in doing the project work$ ! take this opportunity to thank Mr. B.S-RESH 5ead of the "epartment of /$B$A "ept, for has encouragement in doing the project work$ ! would like to thank Mr. 7777777777777777777777777777 faculty of for has guidance and suggestion and her kind help and moti ation in completing the project$ ! would like to thank Mr. GVN RAMA RA+; Asst$manager 54, and !nstitute of /anagement for his completing this project$ ! take the opportunity to e7press my deep and sincere gratitude to the management of 8-4S-6 for their gesture of allowing me to undertake this project and its arious employees who lent their hand towards the completion this study$ aluable guidance$ ! also thank /s$14ASA%%A, my friend, for her guidance and cooperation in

ABSTRA.T
%o industrial organi:ation can long ignore the training and de elopment needs of its employees without seriously inhibiting its performance$ - en the most careful selection does not eliminate the need for training$ Since people are not molded to specifications and rarely meet the demands of their jobs ade;uately$ .i e a man a fish and you ha e gi en him meal$ 0each man to fish and you ha e gi en him a li elihood$ 0his ancient (hinese pro erb seems to describe the underlying ration ale of all training and de eloped programs$ 3our important de elopments, which seem to ha e contributed in recent years, to greater attention being gi en to training are as follows first, it is now belo ed that training can cannot be taught second with the raid change in technology e ery indi idual needs to be own narrow functional area$ 5e must also possess a general understanding of the tasks and culture e ery indi idual to be able to beha e effecti ely, must be trained in interpersonal skills di erse gaffes, lifestyle and attitudes of people in other countries as well$ 0hey need to learn many things such as how to introduce on self before a foreign client, con erse and negotiate, talk on telethon, and use body language and so on$ 0o a oid the cultural shook, cross cultural orientation of employees in becoming e;ually important$ 0he de elopment of high potential workers with the support of continuous training and reading is now a day seen as a core element in the de elopment of comparati e ad antage of the organi:ations$ (atenellow and 4edding obser e that the recent business success of systematic management of employee training, a number of complaints ha e been identified in Britain which ha e integrated training and de elopment in their wider business planning$ A sur ey in canada9 re eals that <=> of business and labor leaders see education and training as either the first or second most important factor for impro ing international competiti eness$ *rgani:ation and indi iduals should de elop and progress simultaneously for their sur i al and attainment of their mutual goals$ /odern management has to de elop the organi:ation through human resource de elopment$ -mployee training is the important, subsystem of human resource de elopment$ -mployee training is a speciali:ed and planned function and is one of the fundamental operati e functions of human resource management$ A truly successful organi:ation accomplishes its mission through de elopment of its human resources$

INDEX
S$%o&
.HAPTER71
1$

(*%0-%0S
!%04*"U(0!*%
Scope of the Study *bjecti es of the Study /ethodology of the Study ,imitations of the Study

1A.- %*$

.HAPTER7< '$ .HAPTER72 9$ ?$ .HAPTER74

1$

4-2!-+ *3 ,!0-4A0U4!%"US046 14*3!,(*/1A%6 14*3!,"A0A A%A,6S!S A%" !%0-414-0A0!*% SU..-S0!*% (*%(,US!*% B!B,!*.4A156 AU-S0!*%%A!4-

.HAPTER7=
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CHAPTER-1

<

INTR+D-.TI+N 0rained staff is the most aluable asset of an organi:ation$ So, e ery organi:ation irrespecti e of its nature should pro ide training to all of its personnel in order to meet the challenges of sur i al and growth$ 0he need for training arises due to the following reasons$

A4 To br!"*e t(e *%$ bet)ee# e $&o3ee 2$ec!'!c%t!o#2 %#" job %#" or*%#!>%t!o#%& re?u!re e#t29 An employeeBs present specifications may not e7actly meet the organi:ation re;uirements irrespecti e of his past e7perience, knowledge, skills, ;ualifications etc$ for this reason the management identifies the differences or gaps between employee specifications and job and organi:ational re;uirements$ 0raining is re;uired to bridge these gaps by de eloping and molding the employee skills and abilities in tune with organi:ational re;uirements$ C

b4 +r*%#!>%t!o#%& 1!%b!&!t3 %#" t(e .(%#* $roce229 !n order to sur i e and grow, the organi:ation must continuously adopt to the changing en ironment$ 3or this purpose, it should upgrade its capabilities by conducting training programmers which foster the initiati e and creati ity of employees and help them to pre ent the obsolescence of skills$

c4 .(%#*!#* tec(#o&o*39 As technology is changing ery fast, an organi:ation in order to be effecti e should adopt the latest technologies like mechani:ation, (omputeri:ation and automation$ !ncreasing use of latest technologies and techni;ues re;uire good training for this purpose the organi:ation should train the employees to enrich them in the areas of changing technical skills and knowledge$

"4 I#ter#%&

ob!&!t39

0raining also become necessary when there is internal mobility i$e$, when an employee is promoted or when there is some new job or occupation to performed due to transfer$ +hen an employee is chosen for higher le el jobs, he#she should be trained before assigning the responsibilities$

e4 Sou#" (u %# re&%t!o#29 As the approach to 54/ has shifted from commodity approach to the partnership approach beyond human relations approach, management has to maintain sound human

relations in addition to maintaining harmonious industrial relations, so, training in human relations is necessary to deal with problems like transfer, interpersonal and inter group conflicts and maintain sound human relation$

Sco$e o' t(e 2tu"39

0his study co ers all aspects of training and de elopment programs in .re% &!#e D%!r3 Pro"uct2 /! !te" 0.DP/4$ 0his study co ers the %ew -ntrant /anager response towards the training programs in the organi:ation$ +BJE.TIVES +, THE ST-DY9
1.

0o analy:e and e7amine the effecti eness of training and de elopment 0o assess how often training programmers are conducted and how much are the 0o study to what e7tent the training programmers are applicable to their jobs$ 0o study the employeeBs opinion on the training and de elopment in .re% &!#e

programmers in .re% &!#e D%!r3 Pro"uct2 /! !te" 0.DP/4$

2.

employees satisfied$
3. 4.

D%!r3 Pro"uct2 /! !te" 0.DP/4$ METH+D+/+GY

0he basic principle in the research has been adopted in the o erall methodology$ 0he following methodology has been used for meeting the re;uirements,

"efining objecti es "e eloping the information sources (ollection o information Analysis of information Suggestion 0he methodology followed for collection, analysis under interpretation of data in e7plained below$

1. RESEAR.H DESIGNS

0here are generally three categories of research based on the type of information re;uired, they are

1$ -7ploratory research

'$ "escripti e research

9$ (asual research 0he research category used in this project in descripti e research, which is focused on the accurate description of the ariable in the problem model$ (onsumer profile studies, market potential studies, product usage studies, Attitude sur eys, sales analysis, media research and pro e sur ey s are the, -7amples of this research$ Any source of information can be used in

1=

this study although most studies of this nature rely hea ily on secondary data sources and sur ey research$

2. D%t% co&&ect!o#

et(o"

Pr! %r3 "%t%9 !t is collected through the ;uestionnaire, a formali:ed instrument of asking information directly from respondent demographic characteristics, attitude, belief and feelings through personal contracts$ Structured and on disguised from of ;uestionnaire is used and consists of multiple choice ;uestions$

Seco#"%r3 "%t%9 !nternal secondary data about the (reamline "airy included formal data, which is generated within the organi:ation itself, were obtained through concerned head in the organi:ation -7ternal secondary data generated by source the organi:ation was used such as public a ailable data pro ided by the reports of the companies$ All this information is of great importance and conceptuali:es and illuminates the core of the study$

<. SAMP/E DESIGN aF Sampling unit& the study is directed towards the e7ecuti e of managerial le el$ bF Sample si:e& sample si:e of ?= is taken in this study 44 DATA ANA/YSES

11

Simple analysis method is followed for analy:ing the data pertaining to different dimensions of employees$ Simple statistical data like percentage are used in the interpretation of data pertaining to the study$ 0he results are illustrated by means of bar charts$

/IMITATI+N +, THE ST-DY

"ue to constraint of time and resources, the study was conducted in the regional

sector as (reamline "airy and the results of the study cannot be generated$

0he accuracy of the analysis and conclusion drawn entirely depends upon the

reliability of the information pro ided by the employees$

Sincere efforts were made to co er ma7imum departments of the employees,

but the study may not fully reflect the entire opinion of the employees$

!n the fast mo ing#changing employees beha ior, name new and better things

may emerge in the near future, which cannot be safeguard in this report$

St%t!2t!c%& too&2 u2e" Perce#t%*e et(o"9

1'

1ercentage method is used in making comparison between two or more series of data$ 0his is used to describe relationship$ 1ercentage of respondents G %o of respondents 7 1== 0otal respondents 0he method of study followed in this project Hin briefF& Sample si:e "uration of study Analysis & @@ & ?@ days$ & 0hrough percentage method$ "ata collection method & 1rimary and Secondary$

CHAPTER-2

19

Hu %# Re2ource M%#%*e e#t

Introduction to HRM - ery organi:ation irrespecti e of its nature and si:e has four resources namely men, material, and machinery$ *f this men !$ e$, people are the most ital resources and they only make all the differences in an organi:ation$ !n this connection ,$3$ Urwick says that Business houses are madeI Broken in the long Jrun note by the markets or capital, patents, or e;uipments, but by men$ 1eter 3$ ducker says that, man, of all the resources a ailable to name can grow and de elop$ 0his gi es geneses to the concept of 54/, the sub Jsystem$ 54 is the central subKsystem of an organi:ation$ As the central subK system, it controls the functions of each sub Jsystem and the whole organi:ation$

.o#ce$t
5uman resource management is concerned with the human beings in an organi:ation$ !t reflects a now philosophy, a new outlook, approche and strategy, which iews an organi:ationBs manpower as its resources and assets$ 5uman resource management is a managerial function which facilitates the effecti e utili:ation of people HmanpowerF in achie ing the organi:ational and indi idual goals$

1?

Simply, 54/ is a management function that helps the managers to recruit, select, train and de elop the organi:ational members for the purpose of achie ing the stated organi:ational goals$

!n the present scenario, 54/ is used as a synonym to personnel management and the personnel department is called as hr department$

De'!#!t!o#
54/ is defined as follows, 0he part of management which is concerned with the people at work and with their relationship within an enterprise$ !t aims to bring together and de elop into and effecti e organi:ation of the men and women who make up an enterprise and ha ing regard for the wellK being of the indi iduals and of working groups, to enable them to make there best contribution to its success KNational institute of personnel management, India.

5uman resource management is a series of decisions that affect the relationship between employees and employersL it affects many constituencies and is intended to influence the effecti eness of employees and employers$ K Milkovic l !oudreau.

1@

Sco$e o' HRM

54/ has a ery ast and wide scope$ !t is concerned with acti ities starting from

manpower planning till the employee lea ing the organi:ation$ Accordingly, the scope of 54/ includes procurement, de elopment, maintenance and control of the personnel in the organi:ation 0he labor as personnel aspect& !f is concerned with manpower planning, recruitment, selection, placement, induction, transfer, promotion, demotion, terminating, traning and de elopment, lay off and retrenchment, wage and salary administration, incenti es, producti ity etc$

1$

t(e )e&'%re %2$ect9 it deals with working conditions and amenities such as canteens, crMches,

restrooms ,lunch rooms, housing, transport, medical assistance, education, health and safety , recreation , washing facilities , cultural facilities etc$

'$

t(e !#"u2tr!%& re&%t!o#2 %2$ect

1<

0his is concerned with unionKmanagement relations, joint consultation, negotiation, collecti e bargaining, grie ance handling, disciplinary action, settlement machinery for industrial disputes etc$

HRM !#c&u"e2 t(e 'o&&o)!#* %ct!1!t!e2 u#"er !t2 $ur1!e)$

5uman resource planning 4ecruitment, selection, and placement *rientation, training and de elopment 8ob analysis and design 4ole analysis and role de elopment (areer planning and communication 1erformance appraisal 5uman relation Safety and health +age and salary administration (ompensation and reward .rie ance redressal Auality of work life and employee welfare *rgani:ational change and de elopment !ndustrial relation

1C

+bject!1e2 o' HRM

0he objecti es of 54/ are taken from the basic objecti es of the organi:ation$ 3or achie ing the organi:ational goals, it is necessary to employ right people for a right job$ 0he primary objecti es of 54/ are to pro ide right, competent and willing workforce to an organi:ation$ 3or attaining its primary objecti e 54/ frames the following objecti es$
1.

0o guide the organi:ation in attaining its goals by pro iding wellKtrained and competent

personnel$
2.

0o effecti ely utili:e the a ailable human resources according to the re;uirements i$e$,

to employ the knowledge and skills of the employees in attaining organi:ational goal$
<.

0o de elop and maintain moti ating$ 1roducti e and selfK respecting working

relationship among all the organi:ational members$

4.

0o de elop the indi iduals up to a ma7imum e7tent by pro iding thim the necessary

training and ad ancement$

=. @.

0o de elop and maintain high moral and cordial relations within the organi:ation$ 0o help to de elop and maintain ethical policies and beha ior inside and outside the

organi:ation$

1D

A.

0o manage the change for the ad antage of indi iduals$ .roups, the organi:ation and

the society$

0o recogni:e and satisfy the indi idual needs and group goals by pro iding monetary and no

Nee" 'or tr%!#!#*

%eed for training arises to
1$

!mpro e performance

'$

!mpro e producti ity

9$

!mpro e ;uality of product#ser ice

?$

!mpro e organi:ational climate

@$

!mpro e health and safety

<$

4educe resistance to change

IMP+RTAN.E +, TRAINING9
0he importance of human resources management to a large e7tent depends on human resources de elopment$ 5$4$"$ is nothing but training of employees and training as its most important techni;ue$ %o organi:ation can get a candidate who e7actly suits with the job and 1E

the originations re;uirements$ 5ence, training becomes necessary is important to de elop the employee and make him suitable the job$ 0raining works towards alue additions to the company through 54"$ 8ob and organi:ational re;uirements are not static rather they are changed dynamic$ 3rom time to time in iew of the technological ad ancement and charge in the awareness of the total ;uality and producti ity management H0A1/F$ 0he objecti es of the 0A1/ can be achie ed only through training, which helps to de elop human skills and efficiency$ 0raining employees would be a aluable asset to an organi:ation$ *rgani:ational efficiency, producti ity, progress and de elopment to a greater e7tent depend up on training$ !f the re;uired training is a not pro ided$ !t leads to performance, failure of the employees$ *rgani:ational objecti es like iability, stability and growth can also be achie ed by pro iding through training$ 0raining is important, as it constitutes a significant part of management control$ 0he training enhances four N(Bs for the organi:ation i:$

(ompetence (ommitment (reati ity (ontribution

'=

BENE,ITS +, TRAINING9 "o# training $enefits t e Organi%ation& '

,eads to impro ed profitability and or more positi e attitudes towards profits, organi:ation$

!mpro es the job knowledge and skill at all le els of the organi:ation$ !mpro es the morale of the workforce$ 5elps people identify with organi:ational goals$ 3osters authority, openness and trust$ !mpro es the relation ship between bosses and subordinates$ Aids in organi:ational de elopment$ ,earns from the trainee$ 5elps prepare guidelines for the weak aids in understanding and carrying out organi:ational policies$

1ro ides information for future needs in all areas of the organi:ation$ *rgani:ation gets more affecti e in decisionKmaking and problem sol ing$ Aids on de eloping leadership skills moti ating loyalty, better attitudes and other aspects that successful workers and managers usually display$

5elps keep costs down in many areas, e$g$ production, personnel, administration etc$, "e elops a sense of responsibility to the organi:ation for being competent and knowledgeable$

!mpro es labour management relations$ 4educes outside consulting costs by utili:ing competent internal consulting$ Stimulates pre enti e management as opposed to putting out fires$

'1

-liminates subKoptional beha iour Hsuch as hiding toolsF$ (reates and appropriate climate for growth and communication$ 5elps employees adjust o change$ Aids in handling conflict, thereby helping to pre ent stress and tension$

Be#e'!t2 to t(e !#"!1!"u%&; )(!c( to tur# u&t! %te&3 2(ou&" be#e'!t t(e or*%#!>%t!o#9

5elps the indi idual in making better decisions and effecti e problem sol ing$ 0hough training and de elopment, moti ation ariables of recognition achie ement, growth, responsibility and ad ancement are international and operationalised$

Aids in encouraging and achie ing selfKde elopment and selfKconfidence$ 5elps a person handle stress, tension, frustration and conflict$ 1ro ides information for impro ing leadership knowledge, communication skills and attitudes$

!ncrease job satisfaction and recognition$ /o es a person towards personal goals, while impro ing interacti e skills$ Satisfies personal needs of the trainee Hand traineeF 1ro ided and the trainee an a enue for growth and say in his#her own future$ "e elops a sense of growth in learning$ 5elps a person de elops speaking and listening skills also writing skills when e7ercised re;uired$

5elps eliminate fear in attempting new skills$

''

Be#e'!t2 !# $er2o##e& %#" (u %# re&%t!o#2; I#tr% %#" I#ter7Grou$ Re&%t!o#2 %#" $o&!c3 ! $&e e#t%t!o#9

!mpro es communication between groups and indi iduals$ Aids in orientation for new employees and those taking new jobs through$ 0ransfer for promotion$ 1ro ides information on e;ual opportunity and affirmati e action$ 1ro ides information on other go ernmental laws and administrati e policies$ !mpro es interKpersonal skills$ /akes organi:ations policies, rules, and regulations iable$ !mpro es morale$ Builds cohesi eness in groups$ 1ro ides a good climate for learning, growth and coKordination$ /akes the organi:ation a better place to work and li e$

Nee" 'or Tr%!#!#*9 T(e #ee" 'or tr%!#!#* %r!2e2 "ue to t(e 'o&&o)!#* re%2o#2& 0o march the -mployee specifications with the job re;uirements and organi:ational needs$ /anagement finds de iations between employee present specifications and the job re;uirements and organi:ational needs$ 0raining is needed to fill these gaps by de eloping and making the employeeBs skills knowledge, attitude, beha iour etc$, to the turn of the job re;uirement and organi:ation$

'9

+r*%#!>%t!o#%& 1%r!%b!&!t3 %#" t(e tr%#2'or %t!o# $roce22& 0he primary goal of the organi:ation is that their iability is continuously influenced by en ironments pressure$ !f the organi:ation does not adapt itself to the changing$ Tec(#o&o*!c%& A"1%#ce2& - ery organi:ation in order to sur i e ad to be effecti e should adopt the latest technology, i$e$ mechani:ation, computeri:ation and automation$ Adoption of latest technological means and methods will not be complete o enrich tem in the areas of changing technical skills and knowledge from time to time$ Organizational Compl !it" +ith the emergence of increased mechanism and automation manufacturing of multiple products and byKproducts or dealing in ser ices of di ersified lines, e7tension of operations, to arious regions of the country or in o erseas countries, organi:ations of most of he companies has become comple7$ 0hey create him comple7 problems of coKordination and integration

of acti ities adaptable to the e7panding and di ersifying situations$ 0his situation calls for training in the skills of coKordination, integration and adaptability to the re;uirements of growth, di ersification and e7pansion$ Hu %# Re&%t!o#29 0rends in approach towards personnel managers has changed form the commodity approach to partnership, crossing the human relations approach$ So today management of most of the organi:ation has to maintain human relations besides maintaining sound industrial relations although hitherto the managers are not accustomed to deal with the workers accordingly$ So training in human relations is necessary to deal with the human problems including alienation interpersonal and inter group conflicts etc$ '?

.(%#*e2 !# Job %22!*# e#t9 0raining is also necessary when the e7isting employee is promoted to the higher le el in the organi:ation and when there is some new job or occupation due to transfer$ 0raining is also necessary to e;uip old employees with the ad anced disciplines, techni;ues or technology$ T(e #ee" 'or t(e tr%!#!#* %&2o %r!2e2 to9

!ncrease 1roducti ity !mpro e ;uality of the product#Ser ice 5elp a company to fulfill its future personnel needs$ !mpro e organi:ational climate$ 1re ent obsolescence -ffect personal growth /inimi:e the resistance to change and 0o act as mentor

Tr%!#!#* object!1e29
0he personnel manager formulates the following objecti es in keeping with the companyBs goals and objecti es$ 0o prepare employee both old and new to meet the present as well as the changing re;uirements of the job and the organi:ation$
a$

0o pre ent obsolescence$

b$

0o impart new entrants the basic knowledge and skill they neeed got an intelligent

performance of definite job$

'@

c$

0o prepare employees for higher le el tasks$

d$

0o assist employees to function mote effecti ely inherit present positions by e7posing

them to the latest concepts, information and techni;ues and de eloping the skills they will need in theist particulate fields$

e$

0o build up a second line of competent officers and prepare them to occupy

more

responsible positions$

f$

0o de elop the potentialities of people for the ne7t le el job$

g$

0o ensure smooth and efficient working of department$

hF 0o ensure economical output of re;uired ;uality$

!F to promote indi idual and collecti e morale, a sense of responsibility coK operati e attitude and good relationships$

'<

ASSESSMENT +, TRAINING NEEDS

0raining needs are identified on the basis of organi:ational analysis, job, analysis and man analysis$ 0raining program, training methods and course content are to be planned on the basis of training needs$ 0raining needs are those aspects necessary to perform the job in an organi:ation in which employee is lacking attitude#aptitude, knowledge and skills$ 0raining needs G job and organi:ational re;uirementK employee specification$

a$

Tr%!#!#* #ee"2 c%# !"e#t!'3 t(rou*( !"e#t!'3!#*.

+r*%#!>%t!o#%& #ee"2 b%2e" o#

1$ '$

*rgani:ational strength and weakness in different areas$ Back drop of organi:ational objecti es and strategies$ b4 :orB2 #ee"2 b%2e" o#

1$ '$ 9$ ?$

8obs to be performed after training$ !nformation about details of working of different jobs$ Setting standards of performance of arious jobs$ -7amining of e7isting methodologies of doing the job to meet the set standards$ cF 5uman resource analysis based on 1F !ndi idual employee, his abilities, his skills, his knowledge and attitude$ 'F !nputs re;uired for job performance$ 9F !ndi idual growth and de elopment in terms of career planning$

ASSESEMENT METH+DS9
'C

0he following are some of the methods use to assess the training needs$

*rgani:ational re;uirements#weaknesses$ "epartmental re;uirements#weaknesses$ 8ob specifications and employee specifications$ !dentifying specific problems$ Anticipating future problems$ /anagements re;uests obser ations !nter iew .roup conferences Auestionnaire sur eys 0est or e7aminations 1erformance appraisal$

Pr!#c!$&e2 o' tr%!#!#*& A number of principles ha e been e ol ed o er the years, which can be followed as guidelines by the trainees$ 0hese are essential in order to promote efficient learning, long Jterm retention, application of skill s and knowledge learned in training to the actual job situation$ Some of them are, aF /oti ation bF 1rogress information cF 4einforcement dF 1ractice

-F 3ull s$ part

'D

fF !ndi idual difference

Are%2 o' tr%!#!#*

*rgani:ation pro ides training to their employees in the following areas$
a$ b$ c$ d$ e$ f$

company policies and procedure specific skills human relations 1roblem sol ing /anagerial and super isory skills Apprentice training

Tr%!#!#*
+#7t(e7job
1$ '$ 9$ ?$ @$

et(o"29
et(o"2 o''7t(e7job et(o"2

8ob rotation (oaching 8ob instruction Step by step training (ommittee assignments

estibule training role playing lecture methods conferences or discussions programmed instruction

'E

+N7THE J+B TRIANING METH+D

0his type of training, also know as objecti e instruction, training, is the most commonly used method$ Under this method, the indi idual is placed on a regular job and taught the skills necessary to perform the job$ 0he trainee learns under the super ision and guidance of a ;ualified worker instructor$ *nKtheKjob training has ad antage of gi ing first hand knowledge and e7perience under actual working conditions$ +hile the trainee learns how to perform the job, he is also a regulars worker rendering the ser e for which his paid$ 0he problem of transfer of the trainee is also minimi:ed as the person learns on the job$ 0he emphasis is placed on rendering the ser ices in the effecti e manner rather than learning$ 5ow to perform the job onKtheKjob training method include job rotation, coaching, job instruction or stop by step training g and committee assignments$

a$

Job rot%t!o#9 this trainee in ol es the mo ement of trainee form one job to another$

0he trainee recei es job knowledge and gains e7perience from his super isor or trainer in each of the different job assignments$ 0hough this method of trainings common in training managers for general management position, trainees can also be rotated from hob to ob in workshop jobs$ 0his method gi es an opportunity to the trainee to understand the problems of employees of other jobs and respect them$

9=

b$

.o%c(!#*9 the trainee is placed under a particular super isor functions as a coach in

training the indi idual$ 0he super isor pro ides the feedback to the trainee on his performance and offers his some suggestions for impro ement$ *ften the trainee shares some of the duties and responsibilities of the coach and relie es his of his burden$ A limitation of this method of training is that the trainee may not ha e the freedom or opportunity to e7 press his own ideas$

c$

Job !#2truct!o#9 this method is also known as step by step training$ Under this

method, trainer e7plains the trainee the ways of doing the jobs, job knowledge and skills allows hid to do the job$ 0he trainee appraises the performance of the trainee, pro ides feedback and corrects the trainee$

d$

.o

!ttee %22!*# e#t29 under the committee assignment, group of trainees are

gi en an asked to sol e an organi:ational problem$ 0he trainee sol es the problem jointly$ !t de elops teamwork$ +,,7THE JIB METH+D9 Under the method of training, the trainee is separated from the job situation and his attention ! focused upon learning the material related to his future job performance$ Since the trainee is not distracted by job re;uirements, he and place his entire concentration on learning the job rather tan speeding in performing it$ 0here ! sin opportunity for freedom e7pression for the trainee, the methods are as follows&

a$

Ve2t!bu&e tr%!#!#*9 in this method, actual work conditions are simulated in a

classroom$ /aterials, files and e;uipments those are used in actual job performance are also

91

used in training$ 0his type of raining ! commonly used for training personnel for clears and semi skilled jobs$ 0he duration of this training ranges from days to a few weeks theory can be related to practice in this method$

b$

Ro&e $&%3!#*9 it ! s defined as human interaction that in ol es realistic beha ior in

imaginary situations$ 0his method of training in ol es action, doing and proacti e$ 0he participant play the role of certain characters, such as production manager, mechanical engineer, maintenance engineer, superintendents, ;uality control inspectors, fore men$ +orkers and the like$ 0he method ! mostly used to de elop interpersonal interactions and effecti ely ion$

c$

/ecture

et(o"9 the lecture is a traditional method and direct method of instruction$

0he instruction organi:es the material it to a group o trainees in the form of a talk$ 0o be effecti e the lecture must moti ate and create interest among the trainee an ad antage of lecture method it is direct and can bi used for large group o trainees$ 0hus cost and tinGme in ol ed are reduced$ 0he major limitation of the lecture method is that it does not pro ide for transfer of training effecti ely$

d$

.o#'ere#ce9 it is a method obtaining the clerical, professional and super isory

personnel$ 0his method in ol es a group of people who pose ideas, e7amine a those facts, ideas and data, test assumptions and draw concussions, all of which contribute to the impro ement of job performance$

9'

e$

Pro*r%

e" !#2truct!o#9 in recent years this method has become popular$ 0he

subject matter to be learnt is resents in a series of carefully planned se;uential units$ 0hese units ate arranged from simple to more comple7 le els of instructions$ 0he trainee goes though these units by answering ;uestions or filing the blanks$ 0his method is e7pensi e and consuming$

f$

E1%&u%t!o# o' tr%!#!#* $ro*r%

e& the specification of alues forms a basis of

e aluation$ 0he basis of e aluation and the mode of collection of information necessity for e aluation should be determined at the planning stages the process of training e aluation has been defined as any attempt to obtain information on the effects of training performance and to asses the also of training ting the light of than information$ - aluation is crucial in ascertaining whether or not the training program is pro iding to be effecti e and its objecti es ate being achie ed$ - aluation leads controlling and coercion the training programs$ 5umbling suggested fi e le els at which e aluation of training cal take palaces$ 0hey are reactions, learning, job beha ior, organi:ation, ultimate alue$

g$

,ee"b%cB9 training e aluation information should be pro ided to the trainers and

instructors, traineeBs ads all other parties concerned for control, corrections and impro ements of trainees acti ities$ 3urther the training e aluator should follow it up to ensure implementation of the e aluation report at e ery state$ 3eedback info maroon can be collected on the basis of ;uestionnaire or through inter iew$

99

Be#e'!t2 o' tr%!#!#*9

0raining is important as it is the most significant part of management control$ 0raining facilitates the management to achie e its organi:ational goals effecti ely by the effecti e utili:ation of human resources$ 0raining g is benefices to both employees and the organi:ation in the following ways$ Benefit to the organi:ation& training is ad antageous to the organi:ation in the following ways$
a$

! $ro1e" $ro"uct!1!t39 0raining helps the employees to impro e their performance le el$ A well trained employee can perform a task#acti ity at a faster rate and accurately by using better methods of work$ 0his impro ement in manpower performance helps the organi:ation to achie e high and impro ed producti ity$

b$

I $ro1e" ?u%&!t3 o' )orB9 !n training programmed, employees ate taught standardi:ed and better methods of performing acti ities$ +ell trained employees ate less likely to make functional mistakes$ 0his proficiency of employees facilitates the organi:ation to impro e the ;uality of work$

.o2t %#" )%*e re"uct!o#9

9?

0rained employees perform less functional #operational mistakes and make more economical use of materials and machinery$ 0his reduces wastages and results in increased producti ity with high ;uality and reduction in cost per unity$ 0raining e en reduces the maintenance cost due to fewer machine breakdowns and better handling of e;uipments$

c$

Re"uce" 2u$er1!2!o#9 A well trained employee tends to be selfKsupporti e, highly moti ated and

re;uires less assistance and control$ 0his reduces the super isorBs burden and in turn increases the span of super ision$ d4 Re"uce" %cc!"e#t29 0raining reduces the fre;uency of accidents because a well trained employee adopts the right and safety work methods$ - en the health and safety of employees can be impro ed$

e4 E $&o3ee *ro)t( %#" (!*(

or%&eC

0raining enhances the knowledge and skills of employees guiding them to grow faster in their career$ 0his facilitates the organi:ation to achie e its goals effecti ely$ 1roper training de elops positi e attitude among employees and this impro es the morale and job satisfaction$ 0raining e en reduces the grie ances as a well trained employee ! gi en the opportunity of promotion and job security$

9@

h$

! $ro1e" or*%#!>%t!o#%& c&! %te9 A sound programmed impro es the organi:ational climate including, harmonious

industrial

relations,

impro ed

discipline,

decentrali:ed

authority,

participati e

management, reduced resistance to change and organi:ational stability$ 0hus, it can be concluded that training is an in estment in people and a systematic training is a sound business in estment$

HRIS9 5uman resource information system is systematic procedure for collecting, storing, maintain, and retrie ing data need by an organi:ation about its human recourse and arious acti ities that ate rele ant for their management$ HR.9 !n the present highly comple7 en ironment , 54 counseling has become dri e responsibility of 54 manager as counseling plays ital role in different aspects of managing human resource like career planning and de elopment , performance management , stress management, and other areas which may effect employees emotionally$ 0he basic objecti e of counseling is to bring an employee back to his normal mental position in which he was before the emotional problem emerged$

SENSITIVITY TRAINING9 Sensiti ity training is a smallKgroup interaction process in the unstructured form which re;uires people to become sensiti ity to others feelings in order to de elop reasonable group acti ity$

9<

.IPP APPR+A.H9 0his approach takes conte7t, process and product for e aluation$

.o#teDt e1o&ut!o#& in ol es e aluation of training and de elopment needs analysis

and formulation objecti e in the light of needs$

I#$ut e1%&u%t!o#9 in ol es e aluation of determining policies, budget, schedules,

and procedures for organi:ation programmed$

Proce22 e1%&u%t!o#& in ol es of preparation of reaction sheets, rating scales and

analysis of rele ant records$

Pro"uct e1%&u%t!o#9 in ol es measuring and interpreting the attainment of

training and de elopment objecti es$

PER,+RAN.E APPRAISA/ 1erformance appraisal is the systematic e aluation of the indi idual with regard to his or her performance on the job and his potential for de elopment$

J+B ANA/YSIS9 8ob e aluation process starts with the base pro ide by job analysis$ 8ob analysis identifies arious dimensions of a job in two forms, job description and job specification$ 8ob descriptions pro ide responsibility in ol es in the performing of the job while job specifications pro ides attributes re;uired in the job performer$

MA5ING7HR7.+MM-NI.ATI+NE,,E.TIVE9

9C

!t is essential that special efforts ate taken to make 54 communication effecti e$ 0hese efforts are need because 54( suffers due to operation of a number of barriers against it which are as follows$

!nade;uate appreciation of need for 54( by the organi:ation !nade;uate appreciation of what is to be communicated$ 0endency of keeping 54 policies and practices confidential$ ,anguage problem in the case of multiKlingual composition of workforce$ (ost in ol ed in 54 communication$

CHAPTER-#

9D

D%!r3
A "%!r3 is a facility for the e7traction and processing of animal milkOmostly from cows or goats, but also from buffalo, sheep, horses or camels Ofor human consumption$ 0ypically it is a farm Hdair( farmF or section of a farm that is concerned with the production of milk, butter and cheese$ 0erminology differs slightly between countries$ !n particular, in the U$S$ a dair( can also be a facility that processes, distributes and sells dairy products, or a room, building or establishment where milk is kept and butter or cheese is made$ !n %ew Pealand -nglish a dair( means a corner con enience store, or SuperetteOand dair( factor( is the term for what is elsewhere called a dair($

9E

As an attributi e, the word dair( refers to milkKbased products, deri ati es and processes, and the animals and workers in ol ed in their production& for e7ample dairy cattle, dairy goat$ A dairy farm produces milk and a dairy factory processes it into a ariety of dairy products$ 0hese establishments constitute the dairy industry, a component of the food industry$

H!2tor3
/ilk producing animals ha e been domesticated for thousands of years$ !nitially, they were part of the subsistence farming that nomads engaged in$ As the community mo ed about the country, their animals accompanied them$ 1rotecting and feeding the animals were a big part of the symbiotic relationship between the animals and the herders$ !n the more recent past, people in agricultural societies owned dairy animals that they milked for domestic and local H illageF consumption, a typical e7ample of a cottage industry$ 0he animals might ser e multiple purposes Hfor e7ample, as a draught animal for pulling a plough as a youngster, and at the end of its useful life as meatF$ !n this case the animals were normally milked by hand and the herd si:e was ;uite small, so that all of the animals could be milked in less than an hourOabout 1= per milker$ 0hese tasks were performed by a dair(maid Hdair(#omanF or dair(man$

+ith industriali:ation and urbani:ation, the supply of milk became a commercial industry, with specialised breeds of cattle being de eloped for dairy, as distinct from beef or draught animals$ !nitially, more people were employed as milkers, but it soon turned to mechanisation with machines designed to do the milking$ 5istorically, the milking and the processing took place close together in space and time& on a dairy farm$ 1eople milked the animals by handL on farms where only small numbers are kept, handKmilking may still be practiced$ 5andKmilking is accomplished by grasping the teats Hoften pronounced tit or titsF in the hand and e7pressing milk either by s;uee:ing the fingers progressi ely, from the udder end to the tip, or by s;uee:ing the teat between thumb and inde7 finger, then mo ing the hand downward from udder towards the end of the teat$ 0he action of the hand or fingers is designed to close off the milk duct at the udder HupperF end and, by the

?=

mo ement of the fingers, close the duct progressi ely to the tip to e7press the trapped milk$ -ach half or ;uarter of the udder is emptied one milkKduct capacity at a time$ 0he stripping action is repeated, using both hands for speed$ Both methods result in the milk that was trapped in the milk duct being s;uirted out the end into a bucket that is supported between the knees Hor rests on the groundF of the milker, who usually sits on a low stool$ 0raditionally the cow, or cows, would stand in the field or paddock while being milked$ 6oung stock, heifers, would ha e to be trained to remain still to be milked$ !n many countries, the cows were tethered to a post and milked$ 0he problem with this method is that it relies on ;uiet, tractable beasts, because the hind end of the cow is not restrained$ !n 1E9C, it was found that bo ine somatotropin HbS0 or bo ine growth hormoneF would increase the yield of milk$ /onsanto (ompany de eloped a synthetic HrecombinantF ersion of this hormone HrBS0F$ !n 3ebruary 1EE?, rBS0 was appro ed by the 3ood and "rug Administration H3"AF for use in the U$S$ !t has become common in the U$S$, but not elsewhere, to inject it into milch kine Hdairy cowsF to increase their production by up to 1@>$ 5owe er, there are claims that this practice can ha e negati e conse;uences for the animals themsel es$ A -uropean Union scientific commission was asked to report on the incidence of mastitis and other disorders in dairy cows, and on other aspects of the welfare of dairy cows$ 0he commissionQs statement, subse;uently adopted by the -uropean Union, stated that the use of rBS0 substantially increased health problems with cows, including foot problems, mastitis and injection site reactions, impinged on the welfare of the animals and caused reproducti e disorders$ 0he report concluded that on the basis of the health and welfare of the animals, rBS0 should not be used$ 5ealth (anada prohibited the sale of rBS0 in 1EEEL the recommendations of e7ternal committees were that, despite not finding a significant health risk to humans, the drug presented a threat to animal health and, for this reason, could not be sold in (anada$

Structure o' t(e !#"u2tr3

+hile most countries produce their own milk products, the structure of the dairy industry aries in different parts of the world$ !n major milkKproducing countries most milk is distributed through wholesale markets$ !n !reland and Australia, for e7ample, farmersQ coK operati es own many of the largeKscale processors, while in the United States many farmers ?1

and processors do business through indi idual contracts$ !n the United States, the countryQs 1E< farmersQ cooperati es sold D<> of milk in the U$S$ in '==', with fi e cooperati es accounting for half that$ 0his was down from ',9== cooperati es in the 1E?=s$ !n de eloping countries, the past practice of farmers marketing milk in their own neighborhoods is changing rapidly$ %otable de elopments include considerable foreign in estment in the dairy industry and a growing role for dairy cooperati es$ *utput of milk is growing rapidly in such countries and presents a major source of income growth for many farmers$ As in many other branches of the food industry, dairy processing in the major dairy producing countries has become increasingly concentrated, with fewer but larger and more efficient plants operated by fewer workers$ 0his is notably the case in the United States, -urope, Australia and %ew Pealand$ !n '==E, charges of antiKtrust iolations ha e been made against major dairy industry players in the United States$ .o ernment inter ention in milk markets was common in the '=th century$ A limited antiKtrust e7emption was created for U$S$ dairy cooperati es by the (apperK2olstead Act of 1E''$ !n the 1E9=s, some U$S$ states adopted price controls, and 3ederal /ilk /arketing *rders started under the Agricultural /arketing Agreement Act of 1E9C and continue in the '===s$ 0he 3ederal /ilk 1rice Support 1rogram began in 1E?E$ 0he %ortheast "airy (ompact regulated wholesale milk prices in %ew -ngland from 1EEC to '==1$ 1lants producing li;uid milk and products with short shelf life, such as yogurts, creams and soft cheeses, tend to be located on the outskirts of urban centres close to consumer markets$ 1lants manufacturing items with longer shelf life, such as butter, milk powders, cheese and whey powders, tend to be situated in rural areas closer to the milk supply$ /ost large processing plants tend to specialise in a limited range of products$ -7ceptionally, howe er, large plants producing a wide range of products are still common in -astern -urope, a holdo er from the former centrali:ed, supplyKdri en concept of the market$ As processing plants grow fewer and larger, they tend to ac;uire bigger, more automated and more efficient e;uipment$ +hile this technological tendency keeps manufacturing costs lower, the need for longKdistance transportation often increases the en ironmental impact$

?'

/ilk production is irregular, depending on cow biology$ 1roducers must adjust the mi7 of milk which is sold in li;uid form s$ processed foods Hsuch as butter and cheeseF depending on changing supply and demand$

+$er%t!o# o' t(e "%!r3 '%r

+hen it became necessary to milk larger numbers of cows, the cows would be brought to a shed or barn that was set up with bails HstallsF where the cows could be confined while they were milked$ *ne person could milk more cows this way, as many as '= for a skilled worker$ But ha ing cows standing about in the yard and shed waiting to be milked is not good for the cow, as she needs as much time in the paddock gra:ing as is possible$ !t is usual to restrict the twiceKdaily milking to a ma7imum of an hour and a half each time$ !t makes no difference whether one milks 1= or 1=== cows, the milking time should not e7ceed a total of about three hours each day for any cow$ As herd si:es increased there was more need to ha e efficient milking machines, sheds, milkK storage facilities H atsF, bulkKmilk transport and shed cleaning capabilities and the means of getting cows from paddock to shed and back$ 3armers found that cows would abandon their gra:ing area and walk towards the milking area when the time came for milking$ 0his is not surprising as, in the flush of the milking season, cows presumably get ery uncomfortable with udders engorged with milk, and the place of relief for them is the milking shed$ As herd numbers increased so did the problems of animal health$ !n %ew Pealand two approaches to this problem ha e been used$ 0he first was impro ed eterinary medicines Hand the go ernment regulation of the medicinesF that the farmer could use$ 0he other was the creation of veterinar( clu!s where groups of farmers would employ a eterinarian H etF fullK time and share those ser ices throughout the year$ !t was in the etQs interest to keep the animals healthy and reduce the number of calls from farmers, rather than to ensure that the farmer needed to call for ser ice and pay regularly$ /ost dairy farmers milk their cows with absolute regularity at a minimum of twice a day, with some highKproducing herds milking up to four times a day to lessen the weight of large olumes of milk in the udder of the cow$ 0his daily milking routine goes on for about 9== to ?9

9'= days per year that the cow stays in milk$ Some small herds are milked once a day for about the last '= days of the production cycle but this is not usual for large herds$ !f a cow is left unmilked just once she is likely to reduce milkKproduction almost immediately and the rest of the season may see her dried off Hgi ing no milkF and still consuming feed for no production$ 5owe er, onceKaKday milking is now being practised more widely in %ew Pealand for profit and lifestyle reasons$ 0his is effecti e because the fall in milk yield is at least partially offset by labour and cost sa ings from milking once per day$ 0his compares to some intensi e farm systems in the United States that milk three or more times per day due to higher milk yields per cow and lower marginal labor costs$ 3armers who are contracted to supply li;uid milk for human consumption Has opposed to milk for processing into butter, cheese, and so onOsee milkF often ha e to manage their herd so that the contracted number of cows are in milk the year round, or the re;uired minimum milk output is maintained$ 0his is done by mating cows outside their natural mating time so that the period when each cow in the herd is gi ing ma7imum production is in rotation throughout the year$ %orthern hemisphere farmers who keep cows in barns almost all the year usually manage their herds to gi e continuous production of milk so that they get paid all year round$ !n the southern hemisphere the cooperati e dairying systems allow for two months on no producti ity because their systems are designed to take ad antage of ma7imum grass and milk production in the spring and because the milk processing plants pay bonuses in the dry HwinterF season to carry the farmers through the midKwinter break from milking$ !t also means that cows ha e a rest from milk production when they are most hea ily pregnant$ Some yearKround milk farms are penalised financially for o erKproduction at any time in the year by being unable to sell their o erproduction at current prices$

I#"u2tr!%& $roce22!#*
"airy plants process the raw milk they recei e from farmers so as to e7tend its marketable life$ 0wo main types of processes are employed& heat treatment to ensure the safety of milk for human consumption and to lengthen its shelfKlife, and dehydrating dairy products such as butter, hard cheese and milk powders so that they can be stored$

??

.re%

%#" butter

0oday, milk is separated by large machines in bulk into cream and skim milk$ 0he cream is processed to produce arious consumer products, depending on its thickness, its suitability for culinary uses and consumer demand, which differs from place to place and country to country$ Some cream is dried and powdered, some is condensed Hby e aporationF mi7ed with arying amounts of sugar and canned$ /ost cream from %ew Pealand and Australian factories is made into butter$ 0his is done by churning the cream until the fat globules coagulate and form a monolithic mass$ 0his butter mass is washed and, sometimes, salted to impro e keeping ;ualities$ 0he residual buttermilk goes on to further processing$ 0he butter is packaged H'@ to @= kg bo7esF and chilled for storage and sale$ At a later stage these packages are broken down into homeKconsumption si:ed packs$ Butter sells for about USR9'== a tonne on the international market in '==C Han unusual highF$

SB!

e"

!&B

0he product left after the cream is remo ed is called skim, or skimmed, milk$ 4eacting skim milk with rennet or with an acid makes casein curds from the milk solids in skim milk, with whey as a residual$ 0o make a consumable li;uid a portion of cream is returned to the skim milk to make lo# fat milk HsemiKskimmedF for human consumption$ By arying the amount of cream returned, producers can make a ariety of lowKfat milks to suit their local market$ *ther products, such as calcium, itamin ", and fla ouring, are also added to appeal to consumers$

.%2e!#
(asein is the predominant phosphoprotein found in fresh milk$ !t has a ery wide range of uses from being filler for human foods, such as in ice cream, to the manufacture of products such as fabric, adhesi es, and plastics$ 5owe er, in the United States these assorted nonKfood uses ha e led to concerns o er the import of substandard HnonKfoodKgradeF powders from other countries, such as (hina, that are then used to artificially bolster domestic cheese yield without the casein additi e undergoing 3ood and "rug Administration inspection$Scitation neededT

.(ee2e
(heese is another product made from milk$ +hole milk is reacted to form curds that can be compressed, processed and stored to form cheese$ !n countries where milk is legally allowed to ?@

be processed without pasteurisation a wide range of cheeses can be made using the bacteria naturally in the milk$ !n most other countries, the range of cheeses is smaller and the use of artificial cheese curing is greater$ +hey is also the byproduct of this process$ (heese has historically been an important way of UstoringU milk o er the year, and carrying o er its nutritional alue between prosperous years and fallow ones$ !t is a food product that, with bread and beer, dates back to prehistory in /iddle -astern and -uropean cultures, and like them is subject to innumerable ariety and local specificity$ Although nowhere near as big as the market for cowQs milk cheese, a considerable amount of cheese is made commercially from other milks, especially goat and sheep Hsee 4o;uefort cheese for a notable e7ampleF$

:(e3
!n earlier times whey was considered to be a waste product and it was, mostly, fed to pigs as a con enient means of disposal$ Beginning about 1E@=, and mostly since about 1ED=, lactose and many other products, mainly food additi es, are made from both casein and cheese whey$

Yo*urt
6oghurt Hor yogurtF making is a process similar to cheese makingL only the process is arrested before the curd becomes ery hard$

M!&B $o)"er2
/ilk is also processed by arious drying processes into powders$ +hole milk, skim milk, buttermilk, and whey products are dried into a powder form and used for human and animal consumption$ 0he main difference between production of powders for human or for animal consumption is in the protection of the process and the product from contamination$ Some people drink milk reconstituted from powdered milk, because milk is about DD> water and it is much cheaper to transport the dried product$ "ried skim milk powder is worth about USR@9== a tone HmidK'==C pricesF on the international market$

+t(er

!&B $ro"uct2

)umis is produced commercially in (entral Asia$ Although it is traditionally made from mareQs milk, modern industrial ariants may use cowQs milk instead$

Tr%#2$ort o'
?<

!&B

5istorically, the milking and the processing took place in the same place& on a dairy farm$ ,ater, cream was separated from the milk by machine, on the farm, and the cream was transported to a factory for butter making$ 0he skim milk was fed to pigs$ 0his allowed for the high cost of transport Htaking the smallest olume highK alue productF, primiti e trucks and the poor ;uality of roads$ *nly farms close to factories could afford to take whole milk, which was essential for cheesemaking in industrial ;uantities, to them$ 0he de elopment of refrigeration and better road transport, in the late 1E@=s, has meant that most farmers milk their cows and only temporarily store the milk in large refrigerated bulk tanks, whence it is later transported by truck to central processing facilities$

Te $or%r3

!&B 2tor%*e

/ilk coming from the cow is transported to a nearby storage essel by the airflow leaking around the cups on the cow or by a special Uair inletU H@K1= l#min free airF in the claw$ 3rom there it is pumped by a mechanical pump and cooled by a heat e7changer$ 0he milk is then stored in a large at, or bulk tank, which is usually refrigerated until collection for processing$

I#"!%# D%!r3
0he highest milk producer in the entire globe J !ndia boasts of that status$ !ndia is otherwise known as the N*ysterB of the global dairy industry, with opportunities galore to the entrepreneurs globally$ Anyone might want to capitali:e on the largest and fastest growing milk and mil productsQ market$ 0he dairy industry in !ndia has been witnessing rapid growth$ 0he liberali:ed economy pro ides more opportunities for /%(s and foreign in estors to release the full potential of this industry$ 0he main aim of the !ndian dairy industry is only to better manage the national resources to enhance milk production and upgrade milk processing using inno ati e technologies$ 1otential for in estment in the dairy industry

some areas of !ndian dairy industry can be toned up by the e ocation of differentiated technologies and e;uipment from o erseas$ 0hese include&
1$

4aw milk handling& 0he raw milk handling needs to be ele ated in terms of physicochemical and microbiological properties of the milk in a combined manner$ 0he

?C

use of clarification and bactofugation in raw milk processing can aid better the ;uality of the milk products$
'$

/ilk processing& Better operational ratios are re;uired to amend the yields and abridge wastage, lessen fat#protein losses during processing, control production costs, sa e energy and broaden shelf life$ 0he adoption of ./1 H.ood /anufacturing 1racticesF and 5A((1 H5a:ard Analysis (ritical (ontrol 1ointsF would help produce milk products adapting to the international standards$

9$

1ackaging& Another area that can be impro ed is the range of packing machines for the manufacture of butter, cheese and alike$ Better packaging can assist in retaining the nutriti e alue of products packed and thus broaden the shelf life$ A cold chain ast scope for alueKadded products like desserts, distribution system is re;uired for proper storage and transfer of dairy products$

?$

2alueKadded products& 0hereQs dairy market in !ndia$

puddings, custards, sauces, mousse, stirred yoghurt, nectars and sherbets to capture the 0he !ndian dairy industry has aimed at better mananamegemt of the national resources to enhance milk production and upgrade milk processing in ol ing new inno ati e technologies$ /ultinational dairy giants can also make their foray in the !ndian dairy market in this challenging scenario and create a winKwin situation for both$

!ndiaQs /ilk 1roduct /i7 3luid /ilk .hee Butter (urd )hoa H1artially "ehydrated (ondensed /ilkF ?D ?<$=> 'C$@> <$@> C$=> <$@>

/ilk 1owders, including !/3 1aneer V (hhana H(ottage (heeseF *thers, including (ream, !ce (ream

9$@> '$=> 1$=>

* er iew of the !ndian "airy Sector

0he country is the largest milk producer all o er the world, around 1== million /0 2alue of output amounted to 4s$ 11CE billion Hin '==?K=@F HAppro7imately e;uals combined output of paddy and wheatWWF 1#@thof the world bo ine population /ilch animals H?@> indigenous cattle, @@ > buffaloes, and 1=> cross bred cowsF !mmensely low producti ity, around 1=== kg#year Hworld a erage '=9D kg#yearF ,arge no$ of unproducti e animals, low genetic potency, poor nutrition and lack of ser ices are the main factors for the low producti ity 0here are different regions J de eloped, a erage, below a erage Heastern states of *rissa, Bihar and %- regionF in the dairy industry$

?E

.re% &!#e D%!r3

+elcome to (reamline "airy 1roducts ,imited, your door to healthy and nourishing milk and milk products$ !ncorporated in the year 1ED<, the company started operations in 1EE= with a small milk processing plant at 8eedipally in /edak district of Andhra 1radesh$ ("1, has now grown into a conglomerate of C modern milk processing plants in prime milk shed areas in Andhra 1radesh, 0amil %adu, )arnataka and /aharashtra, with a combined handling capacity of <$<= lakh liters per day$ ("1, is a premier dairy in pri ate sector in South !ndia and is marketing complete range of milk and dairy products under the brand name 8-4S-6 .re% &!#e D%!r3 Pro"uct2 /! !te" 0.DP/4 is customer centric pri ate dairy employing modern machinery and applying ad anced technologies$ !t constantly endea ors to gi e its customers the best products by way of continuous research and inno ation$ (reamline, an !S* ''=== accredited dairy, is a leading manufacturer and supplier of milk and milk products in Southern !ndia spanning across Andhra 1radesh, 0amil %adu, )arnataka and with a foothold at %agpur in (entral !ndia$ !t operates its milk procurement, milk and milk products processing and distribution through Strategic Business Units HSBUsF$ !ts milk and dairy products are sold under the popular brand name 8-4S-6$ Since inception, the company has been growing consistently under the isionary leadership of promoter directors, business acumen of operational heads and unrelenting efforts of committed workforce$ 0he company is possible of achie ing a turno er of 4s$ ?@== millions for the 36 '==EK'=1= and is set to achie e an ambitious target of 4s$1=@== millions by end '=19$ 0he (ompany entered into strategic partnership with /#s$ .odrej Agro et ,imited, the largest animal feed manufacturing company in the country, in the 6ear '==@ by offering e;uity stake @=

of to strengthen its backward integration with farmers, the primary producers of milk, for compound feed supply$ 0he (ompany is open to strategic business tieKups at national and international le el and is looking at e7port opportunities to its products$ 0he workforce of the company is composed of a balanced mi7ture of technocrats, dairy engineers, and production and ;uality specialists besides the dedicated topKnotch management team o erseeing the entire corporate functioning$ 0he (ompany has e7cellent infrastructure with 9= own and E associate milk chilling centers, '9 B/(Us, C packing stations, < sales offices and 1 state of the art powder plant#SBU at *ngole$ !t has a combined milk processing capacity of <$< lakh liters per day$ 0he company markets its products through a well laid distribution network comprising of company owned parlors, e7clusi e franchise outlets, product push carts$ Besides, the company also sells its products through @=== agents panning across Southern !ndia and /aharashtra$ 0he company has entered the market of cultured products like 6oghurt, (urd, ,assi and Buttermilk in '==@ and within a short span made its mark in the dairy market$ Since its incorporation in the year 1ED<, the company has successfully applied many inno ati e practices like '? hour parlors with unemployed youth in 1EE9, mobile milk testing labs in 1EED etc$ 0he company is now planning to e7pand its operations to (entral !ndia by setting up new 1rocessing V 1ackaging Units$ 8ersey has become a household name for dairy products and continues to create consumersB delight to perfection$ (ontinued support and encouragement of customers including households, prestigious defense establishments, railways, educational institutions, !0 (ompanies, star hotels, and hospitals in e er increasing numbers stand testimony to our superior ;uality products$ V!2!o# 0o emerge as a ,eader in "airy 3oods with .lobal 1resence through Business -7cellence and ensuring (ustomer "elight M!22!o# 0o grow continuously, offering alue added "airy 1roducts and gain customersB confidence through !nno ati e 1ractices @1

V%&ue2 +e act with a sense of pride adopting ethical practices and compassionate approach ("1, has the ad antage of being run by industry professionals since incorporation in the year 1ED<$ !t is first generation entrepreneurial company concei ed by the present /anaging "irector /r$ )$ Bhasker 4eddy, "irector K 3inance /r$ /$ .angadhar, "irector K 0echnical /r$ "$ (handrasekhar 4eddy, -7ecuti e "irector /r$ ($ Balraj .oud and /r$ Srinath Shettkar$ 0he members ha e substantial e7perience in their respecti e fields such as "airy 0echnology, 3inance, /arketing and 54 V Administration$ Bo%r" o' D!rector2 5. BHAS5ER REDDY )$ Bhasker 4eddy graduated in "airy 0echnology from *smania Uni ersity in 1ED9$ 5e had the dream of and desire to setting up a dairy unit since his college days$ Being a first generation entrepreneur and with hardly any funds at his disposal, he toiled a lot initially in establishing pri ate dairy in A$1$ in 1ED<$ !n the later years, he pioneered the process of establishing /ilk (hilling (enters across Southern !ndia$ 4ound the (lock /ilk 1arlors and /obile /ilk 0esting (enters, the first of their kind in the modern dairy industry in A$1$, are the brainchild of him$ 5e steered ("1, to achie ing 4s$ 9D?' million annul turno er as on 91st /arch, '==E, with his ision, mission and inno ation$ 5e attended Anuga 3oodtec at (ologne, .ermany J +orlds most important trade fair for food and drink technology and 1articipated in (ornell V Sathguru /anagement (onsultants 3ood V Agri Business /anagement 1rogram on 0rends, !ntegration, Strategy and 4egulations 8uneK8uly '==E, !thaca, %ew 6ork, USA$ 5e is conferred the -ntrepreneur of the 6ear '==1 award by 5yderabad /anagement Association$ 5e has been (hairman of Andhra 1radesh Association of "eaf V "umb since 1EDD$ (hairman of Agricultural and Agro Based !ndustries (ommitte of 3A1((!$ 1resident, 4otary (lub of 5yderabad -ast, "ist 91@=, 5yderabad

@'

M. GANGADHAR /$ .angadhar, a 3ellow /ember of !nstitute of (hartered Accountants of !ndia H!(A!F, is ha ing more than 'C years of e7perience, post ;ualification, in the fields of 3inance, Accounting, (osting and /anagement, more especially in the "airy !ndustry$ 5e worked for @ years in Sangam "airy as "./ H3inanceF and ser ed reputed pri ate sector companies for @ years before joining ("1,$ 5e is also representing the 1ri ate "airies as /ember on the (ommittee appointed by the .o ernment of Andhra 1radesh to study the recommendation of the 5ouse (ommittee on reopening (hittoor "airy and *ngole "airy and to suggest measures for its implementation D. .HANDRA SHE5HER REDDY "$ (handra Shekher 4eddy is a graduate in "airy 0echnology from *smania Uni ersity$ 5e worked as 0echnical *fficer in Sabarkantha "istrict /ilk 1roducers Union ,imitedL popularly known as SABA4 "A!46, part of A/U, organi:ation for 1X years$ 5is ast e7perience in processing of arious milk products and e7pertise in technical, plant maintenance and operations are put to effecti e use to strengthen the technical aspects of the company$ 5e attended Anuga 3oodtec at (ologne, .ermany J +orlds most important trade fair for food and drink technology ,oo" S%'et3 Po&!c3 +e at ("1, are committed to pro ide safe and nutritious /ilk V /ilk products to our customers that comply with all the legal and regulatory re;uirements, by adopting good manufacturing practices and good hygiene practices$ +e are committed for continual impro ement of our food safety management system, aiming at customer satisfaction V delight and endea or to become a global player$ 0o this effect we communicate, implement and maintain the re;uirements of the food safety throughout the food chain$ 5. B(%2Ber Re""3 /anaging "irector$

@9

@?

Pro"uct2
M!&B /ilk is regarded as the most nearly perfect single food stuff$ 0oday, milk is the most important single item of human diet, as it is beneficial at all stages of human growth literally from cradle to gra e due to its high nutriti e alue$ !mportance of milk in diet is mainly due to its contribution of high ;uality protein, its e7ceptional richness in (alcium and its general supply of preKformed 2itamin A and of ribofla in and other members of B' comple7$ (ustomer priority comes first to us always$ (urrently, we process and supply the following range of milk$

T+NED MI/5

:H+/E MI/5

D+-B/E T+NED MI/5

S/IM MI/5

*ne '== ml glass of milk pro ides a powerKpack of nutrients and contains the minerals and itamins as below& @@

M!&B Pro"uct2 .-RD

8-4S-6 curd is prepared with fresh ;uality milk under the influence of lactic acid bacteria at around ?=o($ 0he milk, inoculated with bacterial culture, is hygienically packed in clean food grade plastic cups and sealed by an automated packing machine prior to incubation$ After curd achie ed the desirable properties, it is kept at chilled temperature until deli ered to customer$ 8-4S-6 curd is a fresh, safe, hygienic and tasty product which has all nutritious goodness of milk$ 8-4S-6 (U4" is a ailable in ;uantities of 1== g, '== g, and @== g with a shelf life of C days at chilled storage conditions

@<

B-TTER MI/5 Buttermilk is an inseparable part of traditional South !ndian meal since ages$ !t is made from fresh pasteuri:ed standardi:ed milk curd that contains lactic acid bacteria, diluted along with re;uired amount of spices e7tracts and salt for added taste$ 8eera powder added for our 8eera fla ored Butter /ilk$ 8-4S-6 BU00-4 /!,) is a ailable in two fla ors$ 4egular fla or is a ailable in '== ml sachet and 8eera fla or is a ailable in '== ml plastic container$ 0he products ha e a shelf life of @ days$

/ASSI Sweetened ,assi is also the most popular cultured milk be erage$ !t is prepared using fresh pasteuri:ed standardi:ed milk curd$ Sugar is added and homogeni:ed to gi e e7cellent mouth feel$ ,assi contains appreciable amounts of milk proteins and phospholipids$

,/AV+RED MI/5 3la ored milk is made from sterili:ed double toned milk which consists of 1$@> fat and E$=> S%3$ !t is a ailable in different fla ors such as badam, strawberry, and banana and chocolate$ 0he sugar is also added to enhance the taste$8-4S-6 fla ored milk is a ailable in glass bottles of '== ml and has a shelf life of < months$

@C

GHEE .hee is ery popular milk product and is widely consumed with regular meals$ !t has uni;ue pleasant fla or and grainy te7ture$ .hee is pure clarified butter fat with negligible moisture content$ .hee has high nutriti e alue with fatKsoluble itamins HA, ", - V )F$ !t is widely used for shallow and deepKfrying of food$ (ountless !ndian sweetmeats based with cereals, milk solids, fruits and egetables are cooked in ghee$ 8-4S-6 .5-- is a ailable in '== g, @== g, and 1 , packs and has a shelf life of 9 months$ Bulk ;uantity also a ailable in 1@kg tins$ *ur .hee also has A./A4) certification$

.++5ING B-TTER (ooking Butter is the butter obtained from cream without any additi es like salt, colouring or fla oring agents$ !t is concentrated form of milk fat$ !t contains more than D'> milk fat, 1$@> curd and 1<> moisture$ !t is ery high in fat which contains fatKsoluble itamins A, ", - and )$ 8-4S-6 (**)!%. BU00-4 is a ailable in '== g, @== g and 1 )g poly packs$ !t has a shelf life of one month at deep free:e storage temperatures$ Butter also a ailable in bulk packs in '= )g carton form$

PANEER 1aneer is a healthy, proteinKrich food$ !t is a pure coagulated milk product made from fresh milk of <> fat and E> S%3$ 1aneer is formed when milk is precipitated by adding sour milk, lactic acid or citric acid$ !t is the most common form of !ndian cheese and is a high protein food$ So, paneer is often substituted for meat in !ndian egetarian cuisine$ 1aneer is packed and sold in '== g, @== g and 1 )g poly packs$ !t has a shelf life of 1 month$ @D

D++DHPEDA "oodh peda is a desiccated sweetened product made from fresh milk and contains ?@> milk solids and 9@> sugar$ !t is slightly brownish white in colour and has coarse grainy structure$ 0he product is hygienically packed$ "oodh peda is a nutritious product with delicious taste and ha ing a shelf life of C days$ BAS-NDHI Basundi is a popular milk delicacy ser ed on special occasions$ !t is prepared from fresh milk with <> 3at and E> S%3$ /ilk is precipitated with a gentle heating continuously scooping out the skim and adding sugar$ 8-4S-6 Basundi is packed in attracti e food grade plastic containers and has a shelf life of C days Ice .re% 2 0here are certain things in life that are sheer delight to the soul and add meaning to our e7istence$ 0hese go beyond the limits of age and are cherished and adored by e erybody$ !ce creams certainly are among those finer things in life$ !ce cream is a power pack of nutrients$ !t is the most palatable source of milk proteins and a rich source of calcium, phosphorous and other minerals ital in building strong bones and teeth$ !ce cream is also an e7cellent source of food energy$ 5a ing twice or three times the fat content of milk, and more than half its total solids being sugar Hsucrose and lactoseF the energy alue of ice cream is ery high$ 0hat makes ice cream a ery desirable food for growing children and persons who need to put on weight$ 8ersey brand of e7otic ice creams are made of fresh milk based fats and are brought to you by (reamline "airy$ A preferred choice of e ery connoisseur of fine taste, what really makes the difference is the processes that are adopted at (reamline to make our products endearing to e erybody$ Utmost care is taken to ensure the highest le el of hygiene and superlati e efforts are made to create the fla ors which make you to coming back to 8ersey again and again$ %ow that is the reason why we caution you eating 8ersey !ce (ream can be addicti e$ 8ust try once and see for yourself$ @E

0here are certain things in life that are sheer delight to the soul and add meaning to our e7istence$ 0hese go bey life$

the limits of age and are cherished and adored by e erybody$ !ce creams certainly are among those finer thing

!ce cream is a power pack of nutrients$ !t is the most palatable source of milk proteins and a rich source of calc phosphorous and other minerals ital in building strong bones and teeth$ !ce cream is also an e7cellent source of

energy$ 5a ing twice or three times the fat content of milk, and more than half its total solids being sugar Hsuc children and persons who need to put on weight$

and lactoseF the energy alue of ice cream is ery high$ 0hat makes ice cream a ery desirable food for grow

8ersey brand of e7otic ice creams are made of fresh milk based fats and are brought to you by (reamline "air

preferred choice of e ery connoisseur of fine taste, what really makes the difference is the processes that are ado

at (reamline to make our products endearing to e erybody$ Utmost care is taken to ensure the highest le e again$

hygiene and superlati e efforts are made to create the fla ors which make you to coming back to 8ersey again

%ow that is the reason why we caution you eating 8ersey !ce (ream can be addicti e$ 8ust try once and see yourself$

5%ju75!22 !22

Butter Scotc(

<=

.o#e

.%22%tt%

CHAPTER-$

<1

1. Your or*%#!>%t!o# o''er tr%!#!#* 'or 3ouE .%te*or3 3e2 #o 2o et! e2 %4 Ye2 Nu ber o' re2$o#"e#t 40 0 0 b4 #o c4 2o et! e2 Perce#t%*e 100F 0F 0F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t or*%#!>%t!o# $ro1!"e tr%!#!#* 'or e%c( e $&o3ee !# t(e or*%#!>%t!o#

<'

2. I# )(!c( %re%2 tr%!#!#* !2 $ro1!"e" to 3ouE %4 .o $%#3 $o&!c!e2 G $roce"ure c4 Prob&e 2o&1!#* c%$%b!&!t!e2 b4 tec(#!c%& 2B!&&2 "4 %&& t(e %bo1e

.%te*or3 .o $%#3 $o&!c!e2 G tec(#!c%& 2B!&&2 Prob&e 2o&1!#* %&& t(e %bo1e

Nu ber o' re2$o#"e#t 0 0 0 40

Perce#t%*e 0F 0F 0F 100F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t t(e or*%#!>%t!o# $ro1!"e2 tr%!#!#* 'or e $&o3ee !# %&& %re%2

<. Do 3ou t(!#B !#cre%2e 3our $er'or %#ce; co %4 Ye2 b4 #o

!t e#t G

ot!1%t!o#E

c4 2o et! e2

.%te*or3 Ye2 No 2o et! e2

Nu ber o' re2$o#"e#t << 0 A

Perce#t%*e H2.=F 0F 1A.=F

<9

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t H2.=F o' t(e e $&o3ee 'ee&2 t(%t tr%!#!#* $ro*r% e2 !#cre%2e t(e $er'or %#ce; co !t e#t G ot!1%t!o#; %#" 1A.=F 'ee&2

2o ett! e2 4. "o 3ou t(!#B t(%t; 3ou %re %c?u!re" 2o e #e) 2B!&&2 G B#o)&e"*e 'ro $ro*r% %4 Ye2 e2E b4 #o c4 2o et! e2 tr%!#!#*

.%te*or3 Ye2 No 2o et! e2

Nu ber o' re2$o#"e#t 2@ 0 14

Perce#t%*e @=F 0F <=F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t @=F o' t(e e $&o3ee 'ee&2 t(%t t(e3 %c?u!re 2o e 2B!&&2 G B#o)&e"*e 'ro tr%!#!#* $ro*r% e2; %#" <=F 'ee& 2o et! e.

=. Do 3ou t(!#B t(%t tr%!#!#* $ro*r% $&%ceE %4 Ye2 .%te*or3 Ye2 No 2o et! e2 b4 #o

e2 cre%te 2o e co $et!t!1e e#1!ro# e#t %t )orB

c4 2o et! e2 Perce#t%*e A2.=F 0F 2A.=F

Nu ber o' re2$o#"e#t 29 0 11

<?

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t A2.=F o' t(e e $&o3ee 'ee&2 t(%t t(e tr%!#!#* $ro*r% 2o et! e. @. I' 3e2IJ Ho) !t !2 e''ect!#*E %4 Mot!1%t!#* c4 So et! e2 b4 "e ot!1%t!#* ot!1%t!#* %#" 2o et! e2 "e ot!1%t!#* e2 cre%te 2o e co $et!t!1e e#1!ro# e#t %t )orB$&%ce; %#" 2A.=F 'ee&

.%te*or3 Mot!1%t!#* "e ot!1%t!#* So et! e2 ot!1%t!#*

Nu ber o' re2$o#"e#t 19 0 21

Perce#t%*e 4A.=F 0F =2.=F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t 4A.=F o' t(e e $&o3ee 'ee&2 t(%t =2.=F 'ee& t(%t So et! e2 ot!1%t!#* %#" 2o et! e2 "e ot!1%t!#*.

ot!1%t!#* %#"

A. Tr%!#!#* $ro*r% %4 Ye2

e2 %re be#e'!c!%& to t(e or*%#!>%t!o#E b4 #o c4 2o et! e2

.%te*or3 Ye2 No 2o et! e2

Nu ber o' re2$o#"e#t <A 0 <

Perce#t%*e 92.=F 0F A.=F

<@

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t 92.=F o' t(e e $&o3ee 'ee&2 tr%!#!#* $ro*r% e2 %re be#e'!c!%& to t(e or*%#!>%t!o# %#" A.=F 'ee& 2o et! e2.

H. :(%t %re 3our or*%#!>%t!o#K2 object!1e2 !# co#"uct!#* tr%!#!#* $ro*r% %4 Accur%c3 c4 I#cre%2e 2B!&& G B#o)&e"*e b4 2$ee" u$

e2E

"4 %&& t(e %bo1e

.%te*or3 Accur%c3 2$ee" u$ I#cre%2e 2B!&& G B#o) %&& t(e %bo1e

Nu ber o' re2$o#"e#t @ 0 1< 21

Perce#t%*e 1@F 0F <2F =2F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t 1=F o' t(e e $&o3ee 'ee& t(%t or*%#!>%t!o# object!1e to co#"uct tr%!#!#* $ro*r% B#o)&e"*e; =2.= 'or %&& t(e %bo1e. 9. !' 3ou %re #ot $ro1!"e" )!t( % tr%!#er; t(e# o# )(o "o 3ou "e$e#"E %4 HR "e$%rt e#t c4 I e"!%te 2u$er1!2or b4 &!#e %#%*er e2 !2 'or %ccur%c3;<2.=F 'or !#cre%2e 2B!&& G

"4 %#3 ot(er

.%te*or3 HR "e$%rt e#t /!#e %#%*er I e"!%te 2u$er1!2or A#3 ot(er

Nu ber o' re2$o#"e#t <H 0 0 2

Perce#t%*e 9=F 0F 0F =F

<<

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t 9=Fo' e $&o3ee 2%32 "e$e#" o# (r "e$%rt e#t 'or tr%!#!#* $ro*r% e2 %#" =F o# %#3 ot(er.

10. Do 3ou t(!#B; !# 3our or*%#!>%t!o# tr%!#!#* $ro*r% %4 Ye2 .%te*or3 Ye2 No 2o et! e2 b4 #o Nu ber o' re2$o#"e#t << 0 A

e2 !2 e''ect!1eE c4 2o et! e2 Perce#t%*e H2.=F 0F 1A.=F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t H2.=F o' t(e e $&o3ee 'ee&2 t(%t or*%#!>%t!o# tr%!#!#* $ro*r% e2 %re e''ect!1e %#" 1A.=F 'ee&2 2o et! e2.

11. I2 3our tr%!#er 2(o) $%rt!%&!t3 to)%r"2 e $&o3ee2E %4 ,re?ue#t&3 .%te*or3 ,re?ue#t&3 No occ%2!o#%&&3 b4 #o Nu ber o' re2$o#"e#t 0 40 0 c4 occ%2!o#%&&3 Perce#t%*e 0F 100F 0F

<C

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t 100F o' t(e e $&o3ee 'ee&2 t(%t tr%!#er "oe2 #ot 2(o) %#3 $%rt!%&!t3 to)%r"2 e $&o3ee. 12. Do 3ou t(!#B t(%t tr%!#!#* $ro*r% object!1e2E %4 Ye2 b4 #o c4 2o et! e2 e2 e''ort2 (e&$ %#%*e e#t !# re%c(!#*

.%te*or3 Ye2 No 2o et! e2

Nu ber o' re2$o#"e#t 2A 0 1<

Perce#t%*e @A.=F 0F <2.=F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t@A.=F o' t(e e $&o3ee2 'ee&2 t(%t tr%!#!#* $ro*r% e2 )!&& (e&$ t(e %#%*e e#t to re%c( t(e object!1e %#" <2.=F 'ee&2

2o et! e2. 1<. A&o#* )!t( tr%!#!#* $ro*r% *et 2ucce22 %t )orB $&%ceE %4 Ye2 .%te*or3 Ye2 No 2o et! e2 b4 #o Nu ber o' re2$o#"e#t 14 = 21 c4 2o et! e2 Perce#t%*e <=F 12.=F =2.=F e2; "o 3ou #ee" %#3 ot(er ot!1%t!o#%& $ro*r% e2 to

<D

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t <=F o' t(e e $&o3ee2 'ee&2 t(%t t(e #ee" 2o e ot(er ot!1%t!o#%& $ro*r% e2 to *et 2ucce22 %t )orB $&%ce %#" 12.=F 'ee&2 #o;

=2.=F 'ee&2 2o et! e2. 14. Do 3ou t(!#B t(%t tr%!#!#* $ro*r% $er'or %#ce o' e $&o3ee2E %4 Ye2 b4 #o c4 2o et! e2 e2 2(ou&" be $ro1!"e" o# t(e b%2!2 o'

.%te*or3 Ye2 No 2o et! e2

Nu ber o' re2$o#"e#t 1H @ 1@

Perce#t%*e 4=F 1=F 40F

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(e 4=F o' e $&o3ee2 'ee&2 t(%t tr%!#!#* $ro*r% 2(ou&" be $ro1!"e o# t(e b%2!2 o' $er'or %#ce ;1=F 'ee&2 #o; 40F 'ee&2 2o et! e2.

e2

1=. :(%t %re t(e 2u**e2t!o#2 3ou *!1e re*%r"!#* tr%!#!#* $ro*r% %4 E1er3 t(!#* !2 *oo"

e2E e2

b4 2o e c(%#*e2 !# tr%!#!#* $ro*r%

.%te*or3 E1er3t(!#* !2 *oo" So e c(%#*e2 !# tr%!#!#* $ro*r% <E

Nu ber re2$o#"e#t <9 1

o' %*e

Perce#t 9A.=F 2.=F

e2

A2 $er t(e 2ur1e3 !t )%2 'ou#" t(%t 9A.=F o' t(e e $&o3ee2 'ee& t(%t e1er3t(!#* !2 oB !# or*%#!>%t!o# tr%!#!#* $ro*r% $ro*r% e2. e2 %#" 2.=F 'ee&2 2o e c(%#*e2 !# tr%!#!#*

CHAPTER-%

C=

,INDINGS G .+N./-SI+N

1$ 0raining programmes pro ided by (reamline "airy is almost good$

'$ *rgani:ation should focus on the benefits that are aimed towards self impro ement since of the employees satisfied$

9$ *pportunities for career growth and the security for job is good

?$ *rgani:ation pro ides training programmes on the basis of performance$

employee

@$ *rgani:ation training programmes are effecti e$

C1

<$ 0he relationship between employee and management is good at +ork place$

C$ !n organi:ation employee almost depend on 54 department for 0raining programmes$

S-GGESTI+NS

1$ Along with training programmes organi:ation should pro ide some other moti ational programmes

'$ !mplement training institutions at near the organi:ations

9$ - aluate cost of training and its result of training$

?$ 3rame the training programes chart and proper care should be taken while conducting the training$

@$ A proper performance appraisal system should be adopted$

C'

<$ in my opinion if the abo e suggestions are followed total training programme$

C$ 3eedback must be collected from the entire trainer

D$ *rgani:ation should pro ide immediate super isor sol ing employeeBs problem

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L-ESTI+NNAIRE
"ear sir#madam ! am YYYYYYYYYY a student of /$B$A 'nd semester studying at YYYYYYYYYYYYYYYY, YYYYYYYYY, and 5yderabad$ As a part of curriculum ! am re;uired to submit a project report in the area of human recourse management on a topic TRAINIG AND DEVE/+PMENT ! re;uest your kind self to help me by sparing aluable time and responding the following ;uestions$

6ours 3aithfully YYYYYYY

%ame of the respondentsL Age -ducation "epartment & & &

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"esignation

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L-ESTI+NNAIRE9 1. Your or*%#!>%t!o# o''er tr%!#!#* 'or 3ouE %4 Ye2 b4 #o c4 2o et! e2

2. I# )(!c( %re%2 tr%!#!#* !2 $ro1!"e" to 3ouE %4 .o $%#3 $o&!c!e2 G $roce"ure c4 Prob&e 2o&1!#* c%$%b!&!t!e2 b4 tec(#!c%& 2B!&&2 "4 %&& t(e %bo1e

<. Do 3ou t(!#B !#cre%2e 3our $er'or %#ce; co %4 Ye2 b4 #o

!t e#t G c4 2o et! e2

ot!1%t!o#E

4. "o 3ou t(!#B t(%t; 3ou %re %c?u!re" 2o e #e) 2B!&&2 G B#o)&e"*e 'ro $ro*r% e2E %4 Ye2 b4 #o c4 2o et! e2

tr%!#!#*

=. Do 3ou t(!#B t(%t tr%!#!#* $ro*r% $&%ceE %4 Ye2 b4 #o

e2 cre%te 2o e co $et!t!1e e#1!ro# e#t %t )orB

c4 2o et! e2

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@. I' 3e2IJ Ho) !t !2 e''ect!#*E %4 Mot!1%t!#* c4 So et! e2 b4 "e ot!1%t!#* ot!1%t!#* %#" 2o et! e2 "e ot!1%t!#*

A. Tr%!#!#* $ro*r% %4 Ye2

e2 %re be#e'!c!%& to t(e or*%#!>%t!o#E b4 #o c4 2o et! e2

H. :(%t %re 3our or*%#!>%t!o#K2 object!1e2 !# co#"uct!#* tr%!#!#* $ro*r% %4 Accur%c3 c4 I#cre%2e 2B!&& G B#o)&e"*e

e2E

b4 2$ee" u$ "4 %&& t(e %bo1e

9. !' 3ou %re #ot $ro1!"e" )!t( % tr%!#er; t(e# o# )(o "o 3ou "e$e#"E %4 HR "e$%rt e#t c4 I e"!%te 2u$er1!2or b4 &!#e %#%*er

"4 %#3 ot(er

10. Do 3ou t(!#B; !# 3our or*%#!>%t!o# tr%!#!#* $ro*r% %4 Ye2 b4 #o

e2 !2 e''ect!1eE c4 2o et! e2

11. I2 3our tr%!#er 2(o) $%rt!%&!t3 to)%r"2 e $&o3ee2E %4 ,re?ue#t&3 b4 #o c4 occ%2!o#%&&3

12. Do 3ou t(!#B t(%t tr%!#!#* $ro*r% object!1e2E

e2 e''ort2 (e&$

%#%*e e#t !# re%c(!#*

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c4 2o et! e2

1<. A&o#* )!t( tr%!#!#* $ro*r% *et 2ucce22 %t )orB $&%ceE %4 Ye2

e2; "o 3ou #ee" %#3 ot(er

ot!1%t!o#%& $ro*r%

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b4 #o

c4 2o et! e2

14. Do 3ou t(!#B t(%t tr%!#!#* $ro*r% $er'or %#ce o' e $&o3ee2E %4 Ye2

e2 2(ou&" be $ro1!"e" o# t(e b%2!2 o'

b4 #o

c4 2o et! e2

1=. :(%t %re t(e 2u**e2t!o#2 3ou *!1e re*%r"!#* tr%!#!#* $ro*r% %4 E1er3 t(!#* !2 *oo"

e2E e2

b4 2o e c(%#*e2 !# tr%!#!#* $ro*r%

S!*#%ture o' e $&o3ee

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