TRAINING AND DEVELOPMENT

ACKNOWLEDGEMENT

I would like to thank all who helped me directly or indirectly in

preparation of this project. It is a great privilege to record our
deepest sense of gratitude to all the people who stood by us
throughout the making of this project.
The first person I want to thank to the DIRECTOR of SCHOOL
OF MANAGEMENT SCIENCES, Prof. P. N. JHA for providing
me with an excellent environment for developing this project.
The token of gratitude also goes to my course coordinator Atish
Khadse. He helped me in solving each and every problem at all
times. Having healthy and valuable discussion and helping us in
giving shape to our software. We also reserve our special thank
to my mentor MAAM Pallavi Pathak for her benevolent
guidance, heartfelt encouragement and constructive criticism for
that helped us immensely in the development of this project.
Finally our gratitude goes to all the staff members of SCHOOL
OF MANAGEMENT SCIENCES, my friends and my family
members for their perseverance and cooperation with all their
blessing. Without their support my project would not have taken
its present shape. Hope you will appreciate my efforts

SHASHANK SRIVASTAV
BBA VI Sem
Roll No: 114134089

DATE:
 TRAINING AND DEVELOPMENT

DECLARATIOn

I hereby declare that the information presented in this report is

correct to the best of my knowledge and the analysis is as per
the norms and guidelines provided for the report. I have utilized
the requisite concepts andapplied the required methodologies to
analyze the secondary data collected to reach the conclusion
present in the report.

I claim the report to be my indigenous work and has not been

presented anywhere for any purpose, what-so-ever.

SHASHANK SRIVASTAV
BBA VI Sem

DATE : Roll No: 114134089

INDEX
 TRAINING AND DEVELOPMENT

Serial no. Chapters Page no.

01. Introduction 2

02. Training and Development 5

03. Company profile of Anmol Bakers 17

04. Objective of the project. 32

Training and Development at Anmol Bakers

05. 34
(India) LTD.

06. Research Methodology 42

07. Data interpretation and Data analysis. 46

08. Recommendation and suggestion. 56

09. Conclusion 57

10. Bibliography. 58

11. Annexure. 59

1
TRAINING AND DEVELOPMENT

INTRODUCTION

2
 TRAINING AND DEVELOPMENT

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is concerned with human beings, who are

energetic elements of management. The success of an enterprise will depend upon the
ability, strength and motivation of persons working in it. Human Resource
Management refers to systematic approach to problems in any organization. Human
Resource Management is concerned with all aspects of managing the human
resources of an organization.

According to Likert ,Every aspect of firms activities is determined by

the competence, motivation and general effectiveness of its human organization. Of
all the tasks of management, managing the human component is the central and most
important task because all depends upon how well it is done. This quotation sums up
the importance of human component in an organization and need for managing it
effectively.

Human Resources are the most important assets of an organization. Its

objective is the maintenance of better human relations in the Organization by the
development, application and evaluation of policies, procedures and programs relating
to human resources to optimize their contribution towards the realisation of
organizational objectives. It is concerned with getting better results with the
collaboration of people.

Human Resource Management has been defined by various eminent

authors. Some of them are mentioned below:-

The policies and practices needed to carry out the people or human
resources aspects of a management position including recruiting, screening, training,
rewarding and appraising.

Dictionary of Human Resource Management and Personnel Management.

Human Resource Management is that part of the managements process which is

primarily concerned with the human constituents of an organization.

E.F.L.Breach.

3
 TRAINING AND DEVELOPMENT

INTRODUCTION OF THE TOPIC

One of the most talked subjects in corporate circles, in recent times is how
to optimize the contributions of human resources in achieving organizational goals.
An efficient and satisfied workforce is the most significant factor in organizational
effectiveness and marginal excellence. But experiences in business and service
organizations however indicate that management, comparatively speaking, bestow
more time and attention to policies and systems relating to production, technology,
investment, inventory, marketing, etc than to human resources.

Compulsion of modern business environment is however promoting

corporate managements to systematically review their current attitudes, beliefs and
policies towards human resources for they contribute most significantly to the
survival and growth of organization. Enlightened and progressive managements have
therefore come to believe that people are not problems but opportunities. Training and
Development activities are important part of exploring these opportunities.

Training and Development activities are designed to impart specific skills,

abilities and knowledge to employees. Training is a planned effort by an organization
to facilitate employees learning of job related knowledge and skills for the purpose of
improving performance. Development refers to learning opportunities designed to
help employees grow and evolve a vision for future.

4
 TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT

5
 TRAINING AND DEVELOPMENT

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

TRAINING
1.Training means learning skills and
knowledge for doing a specific job.
2.It is concerned with maintaining and
improving current job performance.
Thus, it has short-term perspective.
3.It is job-centered in nature.
4.Role of trainer is very important.
DEVELOPMENT
1.Development means growth of an
employees in all respects.
2.It seeks to develop competence and
skills for future performance. Thus, it has
a long-term perspective.
3.It is career-centered in nature.
4.The executives has to be motivated
internally for self development.

TRAINING AND DEVELOPMENT

MEANING OF TRAINING AND DEVELOPMENT:-

In simple terms, training and development refer to imparting specific skills,abilities

and knowledge to an employee.

A formal definition of training and development is:-

It is any attempt to improve current or future employee performance

by increasing an employees ability to perform through learning, usually

by changing the employees attitude or increasing his skills and

knowledge.

The need of training and development is determined by employees performance

 TRAINING AND DEVELOPMENT

deficiency, compute as follows:-

Training is an organized activity for increasing the knowledge and skills of people for
a definite purpose. It involves systematic procedure for transferring technical know-
how to employees so as to increase their knowledge and skills for doing specific jobs
with proficiency.

According to Edwin B. Flippo, Training is the act of increasing the knowledge And
skills of an employee for doing a particular job.

Training involves the development of skills that are usually necessary to perform a
specific job. Its purpose is to achieve a change in the behavior of those trained and to
enable them to do their jobs better. It makes newly appointed workers fully productive
in the minimum of time. It is equally important for the old employees due to frequent
changes in technology.

PROCESS OF TRAINING AND DEVELOPMENT

 TRAINING AND DEVELOPMENT

Process of training and development is a well planned process. The following graph
represents this in a graphical manner:-

TRAINING AND DEVELOPMENT PROCESS

ORGANISATIONAL
OBJECTIVES AND STRATEGIES

ASSESSMENT OF
TRAINING NEEDS

ESTABLISHMENT OF
TRAINING AND
DEVELOPMENT GOALS

DEVISING TRAINING AND

DEVELOPMENT
PROGRAMME

IMPLEMENTATION OF
TRAINING AND
DEVELOPMENT PROGRAMME

EVALUATION OF RESULTS

NEED OF TRAINING AND DEVELOPMENT

 TRAINING AND DEVELOPMENT

Training is important not only from the point of view of organization ; but also for
the employees. Training is valuable to the employees because it will give them greater
job security and opportunity for advancement.

The need of training arises in an enterprise due to following reasons:-

CHANGING TECHNOLOGY:-Technology is changing at a fast pace. The

workers must learn new techniques to make use of advanced technology. Thus,
training should be treated as a continuous process to update the employees in new
methods and procedures.

QUALITY CONSCIOUS CUSTOMERS:-Customers have become quality

conscious and their requirements keep on changing. To satisfy the customers, quality
of products must be continuously improved through training of workers.

GREATER PRODUCTIVITY:-It is essential to increase productivity and

Reduce cost of production for meeting competition in the market. Effective training
can help increase productivity of workers.

STABLE WORKPLACE:-Training createsa feeling of confidence in the minds of

the workers. It gives them a security at the work-place.As a result, labor turnover and
absenteeism rates are reduced.

TRAINING AND DEVELOPMENT OBJECTIVES

 TRAINING AND DEVELOPMENT

Training objectives are formed keeping in view companys goals and

objectives.

To prepare the employee [both new and old] to meet the present as well as changing
requirements of job and organization.

To impart to the new entrants the basic knowledge and skill needed for the
performance of a definite job.

To assist employees to function more effectively in their present positions by

exposing them to latest concepts, information and techniques and developing
the skill sets that may need further.

To develop the potentialities of people for the next level of job.

To ensure smooth and efficient working of department.

To bridge the gap between existing performance ability and desired

performance.

To improve organizational climate since an endless chain of positive reactions

can result from a well planned training program.

10

IMPORTANCE OF TRAINING AND DEVELOPMENT

 TRAINING AND DEVELOPMENT

Training plays an important role in human resource department. It is necessary,

useful and productive for all categories of workers and supervisory staff.

The importance of training and development in an enterprise are:-

OPTIMUM UTILIZATION OF RESOURCES:-Training and development

helps in optimizing the utilization of human resources that further helps the
employees to achieve the organizational as well as their individual goals.

DEVELOPMENT OF SKILLS OF EMPLOYEES:-

Training and development helps in increasing the job knowledge and skills of
employees at each level. It helps to expand the horizons of human intellect and
an overall personality of the employees.

PRODUCTIVITY:-Training and development helps in increasing productivity

of the employees that helps organization to achieve its long-term goals.

TEAM SPIRIT:-Training and development helps in inculcating the sense of

team-work, team spirit, and inter-team collaborations.

QUALITY:-Training and development helps in improving upon quality of

work and work-life.

11

TYPES OF TRAINING
 TRAINING AND DEVELOPMENT

On the basis of purpose, several types of training programs are offered to

employees. The important types of training programs are as follows:

INDUCTION TRAINING:-Induction is concerned with introducing a new employee

to the organization and its procedures, rules and regulations. When a new employee
reports for work, he must be helped to get acquainted with the work environment and
fellow employees. It is better to give him a friendly welcome when he joins the
organization, get him introduced to the organization and help him to get a general idea
about rules and regulations, working conditions, etc of the organization.

JOB TRAINING:-Job training relates to specific job which workers has to handle. It
gives information about machines, process of production, instructions to be followed,
methods to be used and so on. It develops skills and confidence among the workers
and enables them to perform the job efficiently. It is the most common of formal in-
plant training programs. It helps in creating interest of the employees in their jobs.

APPRENTICESHIP TRAINING:-Apprenticeship training programs tend more

towards education than merely on vocational training. Under this, both skills and
knowledge in doing a job or a series of related jobs are involved. The government of
various countries have passed laws which make it obligatory on certain classes of
employers to provide apprenticeship training to young people. The usual
apprenticeship programs combine on the job training and experience with class room
instructions in particular subjects. This training is desirable in industries which
requires a constant flow of new employees expected to become all round craftsmen. It
is very much prevalent in printing trades, building and construction and crafts like
mechanics, electricians, welders, etc.

12

INTERNSHIP TRAINING:-Under this method, the educational and vocational

institute enters into arrangement with an industrial enterprise for providing practical
 TRAINING AND DEVELOPMENT

knowledge to its students. This training is usually meant for such vocations where
advanced theoretical knowledge is to be backed up by practical experience on the
job. For instance, engineering students are sent to big industrial enterprises for
gaining practical work experience and medical students are sent to hospitals to get
practical knowledge. The period of such training varies from six months to two years.

REFRESHER TRAINING:-As the name implies, the refresher training is meant for
the old employees of the enterprise. The basic purpose of this training is to acquaint
the existing work-force with the latest methods of performing their jobs and improve
their efficiency further. In the words of Dale Yoder, Retraining programs are
designed to avoid personnel obsolescence. The skills with the existing employees
become obsolete because of technological changes and of the human tendency to
forget.

TRAINING FOR PROMOTION:-The talented employees may be given adequate

training to make them eligible for promotion to higher jobs in the organization.
Promotion means a significant change in the Responsibilities and duties. Therefore, it
is essential that employees are provided sufficient training to learn new skills to
perform their jobs more efficiently. The purpose of training for promotion is to
develop the existing employees to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to the employees

13

METHODS OF TRAINING
 TRAINING AND DEVELOPMENT

The various methods of training may be classified into the following categories:

On-the-job training

Vestibule training

Off-the-job training

ON-THE-JOB TRAINING:-On-the-job training is considered to be the most

effective method of training the operative personnel. Under this method, the worker is
given training at the work place by his immediate supervisor. In other words, the
worker learns in the actual work environment. It is based on the principle of learning
by doing.

There are four methods of on-the-job training described below:-

COACHING:-Under this method, the supervisor imparts job knowledge and skills to
his subordinate. The emphasis in coaching the subordinate is on learning by doing.
This method is very effective if the superior has sufficient time to provide coaching
to his subordinates.

UNDERSTUDY:-The superior gives training to a subordinate as his assistant. The

subordinate learns through experience and observation. It prepares the subordinate to
assume the responsibilities of the superiors job in case the superior leaves the
organization. The purpose of understudy is to prepare someone to fill the vacancy
caused by death, retirement, transfer, or promotion of the superior.

14

POSITION ROTATION: The purpose of position rotation is to broaden the

background of the trainee in various positions. The trainee is periodically rotated
from job to job instead of sticking to one job so that he acquires a general background
 TRAINING AND DEVELOPMENT

of different jobs. However, rotation of an employee from one job to another should
not be done frequently. He should be allowed to stay on a job for sufficient period so
that he may acquire the full knowledge of the job.

JOB ROTATION:-Job rotation is used by many firms to develop all-round workers.

The employees learn new skills and gain experience in handling different kinds of
jobs. They also come to know interrelationship between different jobs. It is also used
to place workers on the right jobs and prepare them to handle other jobs in case of
need.

VESTIBULE TRAINING

The term vestibule training is used to designate training in a class-room for semi-
skilled workers. It is more suitable where a large number of employees must be
trained at the same time for the same kind of work. Where this method is used, there
should be well qualified instructors in charge of training programs. Here the
emphasis tends to be on learning rather than production. It is frequently used to train
clerks, machine operators, typists, etc.

Vestibule training is adapted to the general type of training problem that is faced
by on-the-job training. An attempt is made to duplicate, as nearly as possible, the
materials, equipments and conditions found in real work place. The human resources
department makes arrangements for vestibule training when the training work exceeds
the capacity of the line supervisors. Thus, in vestibule training, the workers are
trained on specific jobs as they would be expected to perform at their work place.

Vestibule training has certain demerits also. The artificial training atmosphere may
create adjustment problem for the trainees when they are sent to their actual work
place. It is relatively expensive as there is duplication of materials, equipments and
conditions found in the real work place.

15

OFF-THE-JOB TRAINING:-It requires the workers to undergo training for a

specific period away from the work place. Off-the-job methods are concerned with
 TRAINING AND DEVELOPMENT

both knowledge and skills in doing certain jobs. The workers are free of tension of
work when they are learning.

There are several off-the-job methods of training as described below:-

SPECIAL LECTURE CUM DISCUSSION:-Training through special lectures is

also known as class-room training. It is more associated with imparting knowledge
than skills. The special lectures may be delivered by some executives of the
organization or specialists from vocational and professional institutes. Many firms
also follow the practice of inviting experts for special lectures for the staff on matters
like health, safety, productivity, quality, etc.

CONFERENCE TRAINING:-A conference is a group meeting conducted.

According to an organized plan in which the members seek to develop Knowledge
and understanding by oral participation. It is an effective training device for persons
in the positions of both conference member and conference leader. As a member, a
person can learn from others by comparing his opinions with those of others. He
learns to respect the viewpoints of others and also realizes that there is more than one
workable approach to any problem.

CASE STUDY:-The case method is a means of stimulating experience in the

classroom. Under this method, the trainee are given a problem or case which is more
or less related to the concepts and principles already taught. They analyze the
problem and suggest solutions which are discussed in the class. The instructor helps
them reach a common solution to the problem. This method gives the trainee an
opportunity to apply his knowledge to the solution of realistic problems.

16
TRAINING AND DEVELOPMENT
 TRAINING AND DEVELOPMENT

COMPANY
PROFILE

ANMOL BAKERS PVT . LTD

17

Introduction
Anmol Biscuits came into being almost a decade back, when Mr. Baijnath Choudhary
initiated the setting up process of the first plant at Kolkata. Anmol that was started as
a single plant now has a strong hold in the highly competitive biscuit market.

Under the seasoned guidance of Mr. Baijnath Choudhary, Mr. Bishwanath Choudhary,
Mr. Dilip K. Choudhary, Mr. Gobind Ram Choudhary and Mr. Bimal Kumar
Choudhary, Anmol has succeeded in maintaining a hold in the market very efficiently.
Anmol Biscuits is a prominent Biscuit Manufacturing Company of India. Formed in
1994, Anmol is the fastest growing manufacturer of biscuits in India. Headquartered
at Kolkata, the company operates with an all-India sales network of 600,000 retailers
and 3,000 distribution channels.
Anmol seeks to evolve as one of the most trusted and responsible brand leaders in the
packaged food industry through continuous improvement, driven by integrity,
teamwork, and innovation with a dedicated commitment to the society and the
 TRAINING AND DEVELOPMENT

environment. Today, taste, nutrition, hygienic standards, and acceptable price define
the Anmol brand promise. Anmol always looks forward to fulfill the aspirations with a
global approach and delivers viable returns to the society, consumers and its
stakeholders.

The Anmol Bakers so Far

The Anmol story began more than a decade & a half ago, powered by one single
vision - The Pursuit of Excellence. Its founding father was Shri Baijnath Choudhary.
The brand, known and recognized for its quality, has become everyones preferred
choice now!
Starting out in Kolkata with one unit, Anmol now has expanded their manufacturing
facilities and introduced units at Greater Noida, Ghaziabad & Patna. Its present
production capacity is around 16000 metric tons per month. A 20% expansion plan in
our Greater Noida unit is on the cards along with the opening of a new unit in Odisha
by 2015. Its present turnover of Rs. 1000+ Crores indicates its swift upward curve.
18
Milestones in the Journey (Rewards, Achievements, Etc )

Our first biscuit manufacturing unit was established at Dankuni, West Bengal in
December, 1994.
In the year 1998, the company had successfully commissioned its second
manufacturing unit at Dankuni, adjacent to the existing unit.
Keeping the momentum of growth, we geographically moved to North & North West
India by setting up a new manufacturing unit in Greater Noida, UP in 2001.
In 2004, we acquired a biscuit manufacturing unit at Panchghora, West Bengal.
The Group began with the production of cakes in the year 2004-05.
Seeing the huge prospects and growth in the biscuits industry, the company, in the
year 2011, set up yet another state-of-the-art manufacturing unit in Hajipur, Bihar.
The company had begun its production with mere two varieties but as of today, we are
manufacturing more than thirty varieties.

Mission and vision of Anmol

Vision
 TRAINING AND DEVELOPMENT

Anmol seeks to evolve as one of the most trusted and responsible brand leaders in
packaged food industry through continuous improvement driven by integrity,
teamwork and innovation with rock solid commitment to the society and environment.
Mission
Anmol desires to be at the pinnacle, paying a firm attention to the growth of the
conglomerate. The value for life should always commemorate the path of growth.
Anmol looks forward to fulfilling the aspirations with a global approach and to
deliver the best returns to the society, consumers, and its stakeholders.
Workforce of Anmol bakers
At anmol, tireless efforts race against the clock every day to meet the steadily
increasing demand of the domestic and international markets. The trained personnel
from all classes of society form a formidable team who carry forward the legacy of
Anmol Biscuits Ltd on their shoulders.
With a strong team of over 2000 people, including skilled workers, marketing
personnel, R&D experts and other operation, managerial and administrative
executives, Anmol is a family that reflects unity in diversity.
19

Our Brand

Anmol takes pride in being one of the leading biscuit selling brands in Eastern India.
The credit for the establishment of Anmol as a preferred brand across North and East
India goes to its fine-tuned distribution network. Anmol has witnessed prodigious
growth by focusing on persistence in quality. With the setting up of factories both in
Kolkata and Delhi, the infrastructure and production facilities have grown threefold.
The company now endeavors to explore markets in the Southern and Western parts of
the country, and establishing itself firmly there.

Manufacturing facility

We try to give our best in everything we do. Our manufacturing facility is at par
with every standard and we are proud of it.
Smooth transition from a traditional manufacturing facility to multiple state-of-the-
art modern manufacturing facility
 TRAINING AND DEVELOPMENT

Producing quality bakery products with stringent global standards

Anmol has a total installed capacity of 263000 MTPA today, spread across eastern
and northern India
Production facilities located at Dankuni-West Bengal, Greater Noida-U.P.,
Ghaziabad-U.P., Hajipur-Bihar and Job Work Units located at
Sambalpur&Kendrapara-Odisha
Manufacturing facilities with specialized professionals to manage the production
and maintain quality
The use of sophisticated packing machines to ensure taste and freshness
Current Production Capacity of 16000 metric tons per month

Quality Commitment

One of the leading biscuit manufacturers in Eastern and Northern regions of India,
Anmol Biscuits has two state-of-the-art manufacturing units - one at Dankuni in West
Bengal, and the other at Noida, near Delhi.

20

The manufacturing units have been equipped with latest modern machineries
available in India, which facilitate in manufacturing uniform quality of biscuits. The
Good Manufacturing Practices (GMP) and the Hazard Analysis of Critical Control
Points (HACCP) that are adapted at our plants, along with the use of sophisticated
packing machines and materials, ensure that each and every biscuit manufactured
never fails to delight the customers with its taste and freshness. High quality products
are delivered to the customers after they are subjected to stringent quality control
tests. The quality control tests are done at every stage of biscuit-making, i.e.,
inspection of raw materials, process and post-production goods by qualified personnel
at our well-equipped laboratories.

Also, the quality orientation of the company is maintained through numerous training
programs organized by the Management at regular intervals to upgrade and nurture
the skills of the employees towards fulfillment of the QUALITY OBJECTIVE of the
company. In addition to this, our manufacturing units and products are BIS certified
and the company is ISO 9001:2000 certified
 TRAINING AND DEVELOPMENT

We are strongly committed to quality and hence we take stringent quality

measures in everything we do.

Certified as compliant of ISO 22000:2005 norms

Member of the Agriculture and Processed Food Exports Development Authority

(APEDA) under the ministry of commerce, Government of India

Extensive introduction of technology to automate its production and commercial

processes

Manufacturing activities like using top-of-the-line SAP ERP (Enterprise Resource

Planning) software at its factory for business applications including financial
management, supply chain management, production planning, and others

Received a HALAL registration certificate from Jamiat Ahl-e HadeesBirbhum, West

Bengal Adopted the Good Manufacturing Processes (GMP) and Hazard Analysis of
Critical Control Points (HAACP) at all our facilities

21

Marketing Strategy

Anmol Biscuits Private Limited, the flagship company of the Anmol Group, boasts of
a strong and committed workforce of more than 90 Super Stockiest, 2000
Distributors, 7 Depots and about 3,00,000 Retail Outlets. We are a prominent player
in the highly competitive biscuit industry. From the initial capacity of 5 lakh
cartons, today we have managed to expand our production to a whopping 8 lakh
cartons per month. This achievement has been made possible due to the immense
popularity of the brand and its ever increasing demand from the consumers.

Recent marketing research exercises have affirmed that Anmol Biscuits is the market
leader in almost every district of West Bengal, Orissa, Bihar, Jharkhand, Jammu &
Kashmir, Uttar Pradesh and Uttaranchal; and is now looking forward to achieve the
same in Maharashtra, Chhattisgarh, Madhya Pradesh, Andhra Pradesh, Rajasthan,
Punjab and Assam
 TRAINING AND DEVELOPMENT

Though there are hardly any margins, the volumes and opportunity to indirectly
explore the foreign market is enough to make us bid for every WFP tender, and
especially so when we know that it is being done for a noble cause.

Social Help

Anmol Biscuits has always stood in the forefront when it comes to helping the needy.
A huge appetite for Indian biscuits is being created abroad as the World Food
Programs (WFP) supplies cartons of 100 gm. packs of fortified glucose biscuits
carrying the slogan "Gift of the Govt. and People of India" to feed Pakistani and Iraqi
kids

Products

Anmol offers its customers a wide variety of biscuits in various tempting flavors to
suit all tastes. The consumers can take their pick from our yummy flavor of
cakes like Vanilla Cup Cake, Orange Cup Cake, Fruit Bar Cake, Choco Bar
Cake, Pineapple Tiffin Cake
22
 TRAINING AND DEVELOPMENT

23

Corporate social responsibility

 TRAINING AND DEVELOPMENT

We are living at a time when the social context of business is being redefined. A
globalised market place without boundaries has emerged, stimulating unparalleled
growth. At the same time, this has also resulted in lopsided development where the
divide between rich and poor is growing, leading to social conflicts. The
environmental debates of the past two decades have amply highlighted the importance
of sustainable development.

In its own enlightened self-interest, it is essential that business play a proactive and
supportive role in the communities to which they belong. Anmol, from earlier days,
has grasped this reality and played stellar roles in contributing to community life.

Inspired by the overarching vision of making a contribution to the national goals of

sustainable development and inclusive growth, Anmol has innovatively indulged into
various CSR activities. This commitment is reflected when Anmol measures
accomplishments, not only in terms of financial performance, but also by the
transformation. Anmol has consciously engendered to augment the social capital of
the nation. Envisioning a larger societal purpose has always been a hallmark of
Anmol. The company sees no conflict between the twin goals of improving financial
performance and societal value creation. The challenge lies in fashioning a corporate
strategy that enables realization of these goals in a mutually reinforcing and
synergistic manner.

24

As a corporate citizen with enduring relationships in rural India, Anmol has a history
of collaboration with communities and government institutions to enhance the overall
development of those areas. Various environmental & social initiatives are taken to
 TRAINING AND DEVELOPMENT

ensure sustainable growth. Some of the key initiatives taken by Anmol for
improvement of livelihood of disadvantaged sections of society and the reach of
initiatives is mentioned below.

Felt & Requirements

For a long time, businesses have given back to society in different ways. The domain
for such outreach was based more on concerns and thoughtfulness to help people.
Assisting in relief work, addressing felt-needs or immediate requirements was natural.
This still becomes the prime driver for Anmol to make the entry point and select CSR
initiatives. It is more visible in the form of Free Primary Education which is being
given to the underprivileged girls in the school constructed by the Anmol Group and
donated to the State Government of Haryana. We are also in the process of setting up
a Girls College in NangalChoudhary, a small town in Haryana, India. In addition to
the above, Anmol Group has constructed a hospital of 25 beds with special maternity
ward for the women of that region. Anmol Group has been involved in the noble
cause of supplying drinking water in 300 houses in water starved village.

Mitigating Negative Impact

We are also driven by the fact that certain manufacturing process may have negative
impacts on society and they have to be addressed. These are typically in the areas of
hazardous waste management, emission control, effluent treatment or safety at the
work place. This was our prime focus to initiate our CSR activity from within and
extend gradually to communities outside. We have been successful in implementing
and using the GREEN FUEL by changing from furnace oil to LPG.

25

Serving the Underprivileged - as a purpose of Business

 TRAINING AND DEVELOPMENT

Business is recently recognized for its power to make a big difference by innovating
and reengineering its products and services to reach the large sections of
underprivileged people who need to be brought to the first step of the economic
ladder. Through one of our program we have successfully been able to distribute
artificial limbs to many handicapped and underprivileged individual

Today's work environment requires employees to be skilled in performing complex

tasks in an efficient, cost-effective, and safe manner. Training (a performance
improvement tool) is needed when employees are not performing up to a certain
standard or at an expected level of performance. The difference between actual the
actual level of job performance and the expected level of job performance indicates a
need for training. The identification of training needs is the first step in a uniform
method of instructional design.

A successful training needs analysis will identify those who need training and what
kind of training is needed. It is counter-productive to offer training to individuals who
do not need it or to offer the wrong kind of training. A Training Needs Analysis helps
to put the training resources to good use.

Types of Needs Analyses

Many needs assessments are available for use in different employment contexts.
Sources that can help you determine which needs analysis is appropriate for your
situation are described below.

26

Organizational Analysis. An analysis of the business needs or other reasons the

training is desired. An analysis of the organization's strategies, goals, and
 TRAINING AND DEVELOPMENT

objectives. What is the organization overall trying to accomplish? The important

questions being answered by this analysis are who decided that training should be
conducted, why a training program is seen as the recommended solution to a
business problem, what the history of the organization has been with regard to
employee training and other management interventions.

Person Analysis. Analysis dealing with potential participants and instructors

involved in the process. The important questions being answered by this
analysis are who will receive the training and their level of existing knowledge
on the subject, what is their learning style, and who will conduct the
training. Do the employees have required skills? Are there changes to policies,
procedures, software, or equipment that require or necessitate training?

Work analysis / Task Analysis. Analysis of the tasks being performed. This is
an analysis of the job and the requirements for performing the work. Also
known as a task analysis or job analysis, this analysis seeks to specify the
main duties and skill level required. This helps ensure that the training which
is developed will include relevant links to the content of the job.

Performance Analysis. Are the employees performing up to the established

standard? If performance is below expectations, can training help to improve
this performance? Is there a Performance Gap?

Content Analysis. Analysis of documents, laws, procedures used on the job.

This analysis answers questions about what knowledge or information is used
on this job. This information comes from manuals, documents, or regulations.
It is important that the content of the training does not conflict or contradict
job requirements. An experienced worker can assist (as a subject matter
expert) in determining the appropriate content.

27
 TRAINING AND DEVELOPMENT

Training Suitability Analysis. Analysis of whether training is the desired

solution. Training is one of several solutions to employment problems.
However, it may not always be the best solution. It is important to determine if
training will be effective in its usage.

Cost-Benefit Analysis. Analysis of the return on investment (ROI) of training.

Effective training results in a return of value to the organization that is greater
than the initial investment to produce or administer the training.

28
 TRAINING AND DEVELOPMENT

ORGANISATION STRUCTURE

TOP MANAGEMENT LEVEL AT Anmol

CHAIRMAN (Anmol Bakers)

MANAGING DIRECTOR (Anmol Bakers)

PRESIDENT (ANMOL)

VP VP Sr. VP VPVP Asst. VP

(POLY) (ENGI) (MKTG.) (MATERIAL) (FIN. & ACC.) (PER&ADMIN)

29
 TRAINING AND DEVELOPMENT

MANAGEMENT HIERARCHY

MANAGING DIRECTOR

PRESIDENT

Sr. VICE PRESIDENT

GENERAL MANAGER

Dy. GENERAL MANAGER

Sr. MANAGER

MANAGER

Dy. MANAGER

Asst. MANAGER

SHIFT In- CHARGE

SUPERVISOR

WORKMEN

30
 TRAINING AND DEVELOPMENT

HIERARCHY OF PERSONAL DEPARTMENT

HR (VP)

D.G.M.

PERSONAL ADMINISTRATION IR SECURITY

Manager
Manager Manager

Asst. Asst. Manager Asst. Officer Officer

Manager Attendance Manager
Contract mgt. Salary
mgt... mgt.

Officer
Officer Officer

Manager

Asst.Manager Asst.Manager Asst.Manager Asst. Manager

Recurt/sel/appr Tick/Hosp Gover/liesce
T&D

Officer Officer Officer

31
 TRAINING AND DEVELOPMENT

OBJECTIVES

32
 TRAINING AND DEVELOPMENT

OBJECTIVES OF THE PROJECT

The project is entitled as, Study of Training and Development of employees in

Anmol Bakers (India) ltd. Surajpur . So, the basic objectives of the project is as
follows:-

To acquire a thorough knowledge base on subject of Training and

Development.

To study how Training and Development programs are undertaken in the

organization.

To know process of Training and Development at Anmol Bakers (India) ltd.

Surajpur

To study the induction program at Anmol Bakers.

To study the effectiveness of Training and development in the organization.

To measure the satisfaction level of employees regarding training and

development.

33
 TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT

AT ANMOL BAKERS.

34
 TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT AT ANMOL BAKERS (India)

LTD.

The vision is to, THINK GLOBAL GROW GLOBAL

Training is the process of increasing the knowledge and skills for doing a particular
job. It is organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of training is basically to bridge the gap between jobs basically
to bridge the gap between job requirement and present competence of an employee.
Training is closely related with the education and development.

Employee Training is distinct from management development. Training is

the short term process utilizing a systematic & organized procedure by which non
managerial personnel learn technical and mechanical operations of machines. It for
short duration and for specific job related purpose.

Development is the long term process utilizing a systematic and organized

procedure by which managerial personnel learn conceptual and theoretical knowledge
for general purpose. It involves philosophical and theoretical educational concept and
it is designed for manager.

The Anmol provides the training session to the every level of employee in the
organization. It begins from manager level to the worker level.

Even the new fresher including Management trainee (MTs) and General engineering
trainee (GETs) gets the training.

35
 TRAINING AND DEVELOPMENT

TRAINING PROGRAME

The training program is given at Anmol at every month according to the training
calendar is being schedule. The induction program at Anmol is normally of 6month. It
is designed as per the departmental requirements.

In the beginning of this program, the employee is required to fill a particular form.
This form contains his basic information. The induction program for the employee is
designed after studying this form, taking into consideration his background, areas of
interests, weaknesses, strengths etc.

Normally, Surajpur is the only centre for induction at Anmol Bakers. Employees from
different place are trained at Surajpur plant. To begin with the induction the very first
thing is to develop amongst these employees, a feeling of togetherness. For this, these
employees are given classroom training for about a month. Various departments come
to the class room to deliver lecture. During these classrooms training the employees
get familiar & friendly with each other. To strengthen the feeling of togetherness
&develop a sense of belonging groups are formed in the classroom. These groups are
given various tasks and intergroup competitions are conducted. Thus they are kept
busy all the time.

In the evening these employees are taken for plant visits. Outing is also planned to
frame people in the area. During this one month training examinations business
games, presentations are taken after this 1 month.

Here the GETs and MTs are taken to different units. In this training they learn the
setup of the company. Until this rotational training the placements of the candidates
are not disclosed. Placements are decided on completion of the rotational training. At
placement branch again the candidate is sent to different department. This may take 2-
4 months. Then they are back to their respective departments. No leaves are allowed
during the 6 months of induction period. After the completion of induction period a
weeks leave is permitted before joining.

36
 TRAINING AND DEVELOPMENT

The difference between the induction of GETs and MTs is that the MTs have to go
deeper into the management part than the technical part.

At the end of the induction a report and feedback s has to be submitted by the
employee.

Induction of the GM and above level includes only the visit to different department
people. Induction program for workers is restricted to his department & place at work.

37
 TRAINING AND DEVELOPMENT

FLOWCHART OF TRAINING PROCEDURE

Identify training needs

Training needs assessment forms

Employ-ee Identify employees for training

tanning Program
record File

Design training program

Program schedule

Prepare training calendar

Training calendar

38
 TRAINING AND DEVELOPMENT

Send nomination

Nomination letter

File

Organize training program

s
Collect feedback assess competency

Prog. Feedback
from Mgt. and
above

File File

Prog.Feedback Prog. Feedback

from below from worker
training Mgt.

File

Follow up action on feedback

TRAINING AND DEVELOPMENT

39

Follow up action

File
Update employee training record

Employee training record

File
 TRAINING AND DEVELOPMENT

40

BEHAVIOURAL TRAINING IN ANMOL BAKERS

The procedure for imparting training based on organizational needs to employees in

Indorama are as follows:-

Organizational training needs:- Training needs based on organizational needs

will be identified by the manager using training needs identification form. The base
for such training is organizational requirements, change in system, procedure.

Planning and Organizing Training programs :- The HRD will make plan
for training program based on needs of the firm. This may include training related to
product image, process change, fire and safety, environmental change, etc.

Specific Training Needs Through Respective Departmental Heads :-

Based on Training plan, training programs will be organized in-house or outside
Faculty. Participant may also be sent for outside training programs for Specific
training needs through respective departmental head. For the Purpose of organizing
in-house training program, the department can Maintain a list of faculties available in
the company. This list will serve as a Guideline documents. Records of training
programs conducted will be Maintained.

Evaluation of Training programs:- The HRD will monitor progress on

training needs collected with respect to plan. The evaluation will be done and record
will be maintained for each employee to whom training has been imparted.

Measure of Effectiveness:- The measure of effectiveness of training programs

is done in following ways: Overall improvement of individual. Fulfillment of firms
 TRAINING AND DEVELOPMENT

goals.Knowledge Enrichment.Enhancement in Employee Satisfaction Index.

Feedback obtained from the employees.

41

RESEARCH METHODOLOGY

.
 TRAINING AND DEVELOPMENT

42

RESEARCH METHODOLOGY

Research in common parlance refers to the search for knowledge. It can be also
defined as a scientific and systematic search for pertinent information on specific
topic. In fact, search is an art of scientific investigation. In simple terms, research
means, a careful investigation or enquiry especially through search for new factsin
any branch of knowledge.

LOGICAL FLOW OF RESEARCH IS AS FOLLOWS

Identification of problem

Research objective

Sources of data

Data collection

Sample

Sample Size

Data interpretation

Data analysis

Finding and observation

Conclusion

Recommendation
 TRAINING AND DEVELOPMENT

43

RESEARCH DESIGN

Research design can be thought of as the structure of research. It is the gluethat holds
all the elements in a research project together. Research design is a vital part of the
research study. It is the logical and systematic planning and directing of piece of
research. It is the master plan and blue print of the entire study.

SOURCES OF DATA

The sources of the data are as follows:-

PRIMARY DATA:-

Internal data about working of HR department gathered from organization.

Interview.

Observation.

Sufficient data collected through feedback forms by the employees.

[ Questionnaires ].

SECONDRAY DATA:-

Magazines, journals, brochures , etc.

Website of the company. [www.irsl.com ].

Books.

Earlier researches on similar topic.

 TRAINING AND DEVELOPMENT

44

SAMPLES
We always have to work with a sample of subjects rather than the full population. But
people are interested in the population, not the sample. To generalize from the sample
to the population, the sample has to be representative of the population. The safest
way to ensure that it is the representative is to use a Random selection procedure.

METHOD OF SAMPLING USED: RANDOM SAMPLING

METHOD

In the random sampling method, all items have some chance of selection that can be
calculated. Random sampling technique ensures that bias is not introduced regarding
who is included in the survey.

SAMPLE SIZE

The sample size taken is 20 employees from the Human Resource Department of
Anmol Bakers (India) ltd. ,Surajpur.

DATA COLLECTION

Survey-questionnaire:- Behaviors, beliefs and observations of specific groups are

identified, reported and interpreted.
TRAINING AND DEVELOPMENT

45

DATA ANALYSIS /
INTERPRETATION

46
 TRAINING AND DEVELOPMENT

DATA ANALYSIS AND DATA

INTERPRETATION
Q 1. Your organization considers training as a part of organizational strategy. Do

you agree with this statement?

No of Somewhat
Strongly agree Agree Disagree
employees agree
20 08 10 01 01

Somewhat agree; 1; 5.00%

Disagree; 1; 5.00%

Strongly agree; 8; 40.00%

Agree; 10; 50.00%

According to the above data, it is clear that out of 100% employees of Anmol :

50% of employees consider training as a part of firms strategy.

40% of employees strongly agree with the statement.

5% of employees disagree with the statement.

 TRAINING AND DEVELOPMENT

47

Q.2 To whom training is given more in your organization?

No.of New staff Junior staff Senior staff Based on

employees requirement
20 8 2 8 2

New staff Junior staff

Senior staff Based on requirement

Based on requirement; 2; 10.00%

New staff; 8; 40.00%

Senior staff; 8; 40.00%

Junior staff; 2; 10.00%

According to the above data, out of 100% employees in Anmol:

40% of new staff are given training.

10% of junior staff are given training.

40% of senior staff are given training.

10% of employees are given training based on requirements.

48
 TRAINING AND DEVELOPMENT

Q.3 What are the barriers to training and development in your firm?

No of Time Lack of Money Non

employees interest availability of
skilled trainer
20 07 08 03 02

Time Lack of interest

Money Non availability of skilled trainer

Non availability of skilled trainer; 2; 10.00%

Money; 3; 15.00%
Time; 7; 35.00%

Lack of interest; 8; 40.00%

According to above data, out of 100% employees fo Anmol:

35% of employees consider time as a barrier in their training.

40% of employees consider lack of interest as a barrier.

15% of employees consider money as a barrier.

10% of employees consider non availability of skilled trainer as a barrier.

49

Q.4 What mode of training method is used in your firm?

 TRAINING AND DEVELOPMENT

No of Job relation Conference/Discussio External Programmed

employees n training instruction
20 06 08 03 03

Job relation Conference/Discussion

External training Programmed instruction

Programmed instruction; 3; 15.00%

Job relation; 6; 30.00%

External training; 3; 15.00%

Conference/Discussion; 8; 40.00%

According to the above data, out of 100% employees in Anmol:

30% of employees said job relation is used as a mode of training.

40% of employees said conference/discussion is used as mode of training.

15% of employees said external training is done.

15% of employees said programmed instruction is used as a mode of training.

50

Q.5 Training and development sessions conducted in your firm are useful.

Do you agree with this statement?

 TRAINING AND DEVELOPMENT

No of Strongly agree Agree Disagree Somewhat

employees agree
20 05 13 01 01

Strongly agree Agree Disagree Somewhat agree

Somewhat agree; 1; 5.00%

Disagree; 1; 5.00%
Strongly agree; 5; 25.00%

Agree; 13; 65.00%

According to above data, out of 100% employees in Anmol:

25% of employees strongly agree with the statement.

65% of employees agree with the statement.

5% of employees disagree with the statement.

5% of employees somewhat agree with the statement.

51

Q.6 How long does it take to implement the trained process?

No of Less than one 1-2 months 2-4 months More than 4

employees month months.
 TRAINING AND DEVELOPMENT

20 05 12 03 00

Less than one month 1-2 months

2-4 months More than 4 months.

2-4 months; 3; 15.00%

Less than one month; 5; 25.00%

1-2 months; 12; 60.00%

According to above data, out of 100% employees in Anmol:

25% of employees said it took less than one month.

60% of employees said it took 1-2 months.

15% of employees said it took 2-4 months.

52

Q.7 How well the workplace of the training is physically organised?

No of Excellent Good Bad Average

employees
20 13 O5 01 01
 TRAINING AND DEVELOPMENT

Excellent Good Bad Average

Average; 1; 5.00%
Bad; 1; 5.00%

Good; 5; 25.00%

Excellent; 13; 65.00%

According to the above data, out of 100% employees in Anmol:

65% employees said that workplace of training is organised excellently.

25% employees said workplace is good organised.

5% employees said workplace is badly organised.

53

Q.8 What are the conditions that have to be improved during training sessions?

No of Re-design the Remove Re organise Up grade the

emlpoyees workplace interference the work place information
20 11 03 02 04
 TRAINING AND DEVELOPMENT

Re-design the workplace Remove interference

Re organise the work place Up grade the information

Up grade the information; 4; 20.00%

Re organise the work place; 2; 10.00%

Re-design the workplace; 11; 55.00%

Remove interference; 3; 15.00%

According to the above data, out of 100% employees in Anmol:

55% employees needs re-design of job.

15% of employees needs removal of interferences during training.

10% of employees needs re-organisation of the work place.

20% of employees needs up graded information during training sessions

54

Q.9 What are the general complaints about training sessions?

No of Time Wastage Gaps between Training Sessions are

employees the sessions sessions are boring.
 TRAINING AND DEVELOPMENT

unplanned
20 14 04 01 01

Time Wastage Gaps between the sessions

Training sessions are unplanned Sessions are boring.

Sessions are boring.; 1; 5.00%

Training sessions are unplanned; 1; 5.00%

Gaps between the sessions; 4; 20.00%

Time Wastage; 14; 70.00%

According to the above data, out of 100% employees in Anmol:

70% of employees have a complaint of time wastage during training.

20% of employees have a complaint of too many gaps between the sessions.

5% of employees said training sessions are unplanned and are boring..

55

RECOMMENDATION
 TRAINING AND DEVELOPMENT

RECOMMENDATIONS AND SUGGESTIONS

Some advanced training is required in technology department.

The company should adopt some other ways for nominating the trainees like
training need identification survey, self nomination, personal analysis,
organisational analysis, etc.

Training should be a continuous process i.e., it should be imparted at regular

intervals.

The duration of training program should be less and details should be precise
and accurate.

HR department should conduct seminars on some vital topics so that

employees are always motivated and encouraged to work.

56

CONCLUSIONS
 TRAINING AND DEVELOPMENT

CONCLUSION

On the basis of the analysis made, the following conclusions are drawn:

Maximum number of the employees finds healthy environment at the

work place.

Lack of interest in employees act as a barrier in training programs.

Maximum employees said that they get help whenever they require.

Employees are satisfied with the training and development programs given to
them.

The training programs has helped in developing skills of the employees.

After attending the training programme most of the workers find their attitude
better towards the job.

Most of the employees wants to the workplace to be redesigned where the

training sessions are been conducted.

Employees felt the time wastage during training session. But trainees were satisfied
with activities conducted during training program because it was related to their job

57

BIBLIOGRAPHY
 TRAINING AND DEVELOPMENT

BIBLIOGRAPHY

BOOKS REFERRED:

Personnel and Human Resource Management by P. Subba Rao.

Personnel Management by C. B. Mamoria.

Human Resource and Personnel Management by K. Aswathappa.

Human Resource Management by Anjali Ghanekar.

Human Resource Management by T. N. Chhabra.

WEBSITES:

www.goggle.com

www.wikipedia.org

www.irsl.com

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TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT

ANNEXURE
 TRAINING AND DEVELOPMENT

ANMOL BAKERS (India) LTD.SURAJPUR.

QUESTIONNAIRE

PERSONAL DETAILS:

NAME:

AGE:

GENDER: MALE FEMALE

Q.1 Your organisation considers training as a part of organisational strategy.Do

You agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.2 To whom is training given more in your organisation?

New staff

Junior staff

Senior staff

Based on requirement

59

Q.3 What are the barriers to training and development in your organisation?

Time

Lack of interest

Money
 TRAINING AND DEVELOPMENT

Non availability of skilled trainer

Q.4 What mode of training is normally used in ypur organisation?

Job relation

Conference/Discussion

External training

Programmed instruction

Q.5 Training and Development sessions conducted in your firm are Useful.Do
you agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.6 How long does it take to implement the trained process?

Less than one month

1-2 months

2-4 months

More than 4 months

60

Q.7 How well the work place of training is organised?

Excellent

Good

Bad
 TRAINING AND DEVELOPMENT

Average

Q.8 . What are the conditions that have to be improved during training

sessions?

Re organise the job

Remove interference

Re organise the work- place

Up grade the information of material

given during training.

Q.9 . What are the general complaints about training sessions?

Take away precious time of workers

Too many gaps between the sessions.

Training sessions are unplanned.

Boring and not useful.

61
TRAINING AND DEVELOPMENT