Professional Documents
Culture Documents
GCPL, Malanpur
CERTIFICATE
This is to certify that Mr. Anish Mishra work under my supervision and guidance for the
period prescribed under the practical summer training. I recommend her report entitled
“TRAINING & DEVELOPMENT” with reference to “Godrej Consumers Product Limited
Malanpur (M.P.)” for partial fulfillment of degree (M.B.A.) from this Institute.
DECLARATION
(ANISH MISHRA)
ACKNOWLEDGEMENT
I would like to take this opportunity to express my thanks to the management of “Godrej
Consumers Product Limited Malanpur (M.P.)” specially Mr. Avinash Mishra (General
Manager of Personal & Administration) for permitting me to undergo training and
guiding me at every stage. My special thanks to Mr. Hamid Ali (of Personal &
Administration) for giving me most valuable suggestions and guidance and extreme help
that he rendered to me.
My great thanks to Mr. S.C.Ghosh and all my faculty members for their inspiration
and support. My special thanks & regard to all the staff members of G.C.P.L. Malanpur
(M.P.) and specially to my parents for their consistent support and encouragement.
PREFACE
Curriculum for management studies includes training activities like group discussions,
problem solving, case studies, role play exercise etc. Aimed to impart practical training
and develop pragmatic thinking. Summer training is one of these activities designed to
ensure that students are well acquainted to all legal functions when step out the
institute. It is said that without practice, theory is meaningless. Hence practical training
had been made an integral part of the management education in India.
The training gives an excellent opportunity to a student to and proves his and her
ability, intellect, agreement, judgment, reasoning by giving a solution to the assigned
problem which reflects is caliber.
I had the privilege to service such training in G.C.P.L. Malanpur (M.P.) which is an
India’s premier International training corporation which provided congenial
atmosphere for learning.
The language used in this report has been kept simple and comprehensive by using the
simple wording place of technical words for as possible.
INDEX
Introduction to Training
Training & Education
Comparison between Training & Education
Need for Training
Importance of Training
Benefits of Training to Employees
Types of Training
A Systematic Approach to Training
Objective of Training
Methods & Techniques of Training
Introduction to Training
Objective of Executive Development
Importance of Executive Development
Benefits of EDP
Process of Executive Development
Methods & Techniques of Executive Training
Training & Development
Training & Development Compared
Training Programme in GCPL, Malanpur
4). ANALYSIS
5). OBSERVATIONS
6). SUGGESTIONS
7). CONCLUSION
8). REFERENCES
GCPL is part of the Godrej group, which is one of the largest engineering and consumer
Products Company in the country having varied interests from engineering to personal
care products with a total sales turnover of about 1100 million USD. One of India's
outstanding industrial corporations, 'Godrej' has become a household name for several
generations of Indians. The Godrej Group was established in 1897 and has since grown
into a $1 billion conglomerate.
The Parent company’s commitment is truly reflected in its mission – “Enriching Quality of
Life Everyday Everywhere” and vision – “Godrej in every home and work place”. The
company is based on the four pillars of Integrity, Service, and Trust & Respect.
The Godrej label has come to mean different things to different people across the length
and breadth of India. Companies operating under the group umbrella are involved in a
wide range of businesses -- from locks and safes to typewriters and word processors, from
refrigerators and furniture to machine tools and process equipment, from engineering
workstations to cosmetics and detergents, from edible oils and chemicals to agro
products. And one such part of Godrej group is the Godrej Consumer Products Ltd (GCPL).
The CPG segment ranks among the leading implementers of Information Technology.
Some of the prominent areas where CPG organizations are harnessing the power of IT
include Supply Chain Management, Dealer Management, Customer Relationship
Management and Sales Force Management. CPG companies are also one of the highest
spenders on information technology.
GODREJ’S HISTORY
Established in 1897, the Godrej group has grown in India from the days of the charkha
to nights at the call centers. Our founder, Ardeshir Godrej, lawyer-turned-locksmith, was
a persistent inventor and a strong visionary who could see the spark in the future. His
inventions, manufactured by his brother Pirojsha Godrej, were the foundation of today’s
Godrej empire. One of India’s most trusted brand, Godrej enjoys the patronage and trust
of over 400 million Indians every single day. Our customers mean the world to us.
“We are happy only when we see a delighted customer smile……………………………………”
With 7 major companies with interests in real estate, FMCG, industrial engineering,
appliances, furniture, security and agro care – to name a few – our turnover crosses 2.5
billion dollars. You think of Godrej as such an integral part of India – like the bhangara
or the kurta – that you may be surprised to know that 20% of our business is done
overseas. Our presence in more than 60 countries ensures that our customers are at
home with Godrej no matter where they go. With brands you can believe in, service
excellence you can count on and the promise of brighter living for every customer,
We shall operate in exiting and new businesses which capitalize on the Godrej brand and
our corporate image of reliability and integrity.
We shall achieve this objective through continuous improvement in quality, cost and
customer services.
We shall strive for excellence by nurturing, developing and empowering our employees
and suppliers.
We at
A.B.Godrej H.K.Press
(Chairman) (Executive Director &
President)
GCPL, MALANPUR
Health & Safety Policy
Godrej Consumer Products firmly believes in creating and maintaining safe & healthy
working conditions in all our manufacturing complexes.
Safety is an operating function and all level of management will have a primary
responsibility for implementing the same.
No job will be considered rightly dine unless the employee has followed the safety
precautions and rules to protect himself, his fellow employees and also the equipment
material in use.
All the relevant statutory safety regulations and laws will be confirmed with in the lately
and spirit.
Central safety committees and plant safety committees will meet periodically to discuss
health, safety and environment.
Health and safety consideration is an integrated policy of the company while purchasing
plants, equipment, machinery and materials.
H.K.Press
The management recognizes that the HIV infection, that causes AIDS, has profound
impact on the global workforce and hence the need for the following:
Counseling service shall be available for employees seeking help on issues related to
HIV/AIDS.
SOAP STORY
The first washing bar was produced in 1918 and first toilet in 1920. In 1952 Godrej
produced the genuine deodorant soap CINTHOL GSL, Malanpur plant no. of brand have
been manufactured.
Cinthol Lime
Cinthol Fresh
Cinthol International
Cinthol Deodorant
New Ganga
Godrej Shikakai
Godrej No.1
Nimin etc.
GSL Malanpur plant also renders its production facilities for the production of the other
companies
Rexona H.L.L
Jai H.L.L
Breeze H.L.L
Dettol H.L.L
GSL Malanpur Soap Ltd. Through the Alpha Olejin Sulphate (AOS), which his
biodegradable makes soap at GSL, a shade apart from others.
CHRONOLOGICAL LIST OF GODREJ PRODUCTS
Locks 1887
Security Equipments (safes) 1902
Soaps and Toiletries 1918
Furniture & Office System 1923
Safe Deposit Vaults 1935
Tool Room, Hospitals Equipments and Library Stacks 1935
Machine Tools 1942
Manual Typewriters (First All-India Typewriter) 1955
Multiplex Storage System 1956
Refrigerators 1958
Forklifts Trucks 1931
Steel Foundry 1965
Process Equipments 1976
Electronic Typewriters 1985
Dot Matrix Printers & CAD/CAM Systems 1989
Fax Machines 1992
Adi Godrej
Adi Godrej is the Chairman of the Godrej Group and several entities that are part of one
of India’s leading conglomerates. These include Indian companies like Godrej Industries,
Godrej Consumer Products, Godrej Properties as well as international companies such
as Keyline Brands U.K and Rapidol South Africa.
Jamshyd Godrej
Jamshyd Godrej is the Chairman of the Board of Godrej & Boyce . He graduated in
Mechanical Engineering from Illinois Institute of Technology, USA. He is the Chairman of
Aspen Institute – India.
Nadir Godrej
Nadir Godrej is the Managing Director of Godrej Industries and Chairman, Godrej
Agrovet. He is also a Director of numerous firms including Godrej & Boyce, Godrej Foods,
Godrej Consumer Products and Godrej Sara Lee.
Bala Balachandran
Bala Balachandran began his teaching career in 1960 while a graduate student at
Annamalai University, India. In 1967 he moved to the University of Dayton and in 1971,
to Carnegie-Mellon University, Pittsburgh, where he taught management courses while
working on his doctorate.
Rama Bijapurkar
Bharat Doshi
Bharat Doshi is presently Executive Director & Group Chief Financial Officer (Group
CFO), of Mahindra & Mahindra Limited (M&M), Flagship Company of the US $6 billion
Mahindra Group, which is among the top 10 industrial houses in India. M&M is the
largest manufacturer of multi-utility vehicles and agricultural tractors in India.
Omkar Goswami
Omkar Goswami is the Founder and Chairman of CERG Advisory Private Limited. CERG
is the acronym for the Corporate and Economic Research Group. Its objectives are to use
Indian as well as international resources to provide best in class.
A Mahendran
A. Mahendran is Managing Director, Godrej Sara Lee . He is also a Director of numerous
firms including Godrej Consumer Products and Godrej Hershey. In addition to his
current profile, he has assumed the role of Director, FMCG Portfolio Cell (FPC).
Aman Mehta
Aman Mehta has a Bachelor’s degree in Economics from Delhi University. He has over 35
years of experience in various positions with the HSBC Group. He was the Manager,
Corporate Planning at The Hong Kong and Shanghai Banking Corporation’s
headquarters in Hong Kong.
D Shivakumar
D. Shivakumar is currently Vice President & Managing Director of Nokia India Pvt Ltd.
Nokia has a strong presence in India across manufacturing, infrastructure, sales,
marketing and retail. Nokia is India’s largest MNC and the Nokia brand is India’s most
trusted brand.
Dalip Sehgal
Dalip Sehgal is Managing Director, Godrej Consumer Products; India's premier FMCG
Company.Dalip joined Godrej Hershey as Managing Director and CEO in February 2008.
He was responsible for running multi-category foods and beverages business
comprising juices, soya drinks, oil, tea, confectionery.
MANAGEMENT TEAM
Dr. Rakesh Sinha
Dr. R. K. Sinha is Chief Operating Officer (Marketing & Operations), Godrej Consumer
Products (GCPL), India’s premier FMCG Company.Dr. Sinha has headed several functions
in Godrej Soaps including Strategic Planning, Information Systems, and Marketing.
Bhupendar Sodhi
Bhupendar Sodhi is Executive Vice President, Sales, Godrej Consumer Products (GCPL),
India’s premier FMCG Company. Part of the Godrej Group for over 36 years, Sodhi is
known for taking up new challenges and has been instrumental in leading the entire
sales force of GCPL to new heights.
Jimmy Anklesaria
Sumit Mitra
Sumit Mitra is Executive Vice-President, Human Resources, Godrej Consumer Products
(GCPL). Having started his career as a Management Trainee at Godrej, he has completed
13 years in the company and has played an important role in making GCPL a Great Place
to Work.
Dr. Sunder Mahadevan is Vice President, Research & Development, Godrej Consumer
Products (GCPL). He heads the Personal Care department at GCPL. With his varied
experience of working in leading FMCG companies like Dabur, Emami and Colgate
Palmolive, he looks after a number of roles in product and packaging.
P. Ganesh
P. Ganesh is Vice President – Finance & Commercial and Company Secretary, Godrej
Consumer Products (GCPL). With over 15 years of experience in the domain of finance,
his responsibilities include finance functions like accounts, MIS, funds management and
taxation besides being the Company Secretary for GCPL.
Rajesh Tiwari
FACTORIES
Pirojshanagar
Eastern Express Highway Vikhroli, Mumbai 400 079
U-30, Industrial Area
Malanpur, Dist. Bhind Madhya pradesh 477 116
Burjorjinagar
Plot No.3, Village Kanerao Taluka-Valla, Dist. Bharuch Gujarat 393 135
BRANCHES
Laxmi Insurance Building
Asaf Ali Road, New Delhi 110 002
Chatterjee Internation Centre
16th Floor Chowringhee Road, Calcutta 700 071
Kasi Arcade
6th Floor 116, Sir Thyagaraya Road T.Nagar, Madras 600 017
284A, Chase Road, Southgate London N14-6HF
BANKERS
Bank of India
Central Bank of India
Canara Bank
American Express Bank Ltd
The Hongkong & Shanghai Banking Corporation Ltd
Panjab National Bank
Citi Bank N.A.
HDFC Bank Ltd.
REGISTRARS
Computech Services
147, Mahatma Gandhi Road
Fort, Mumbai 400 023
GCPL MALANPUR PROFILE
- This unit is located at Malanpur, Bhind, M.P. on the Gwalior - Etawah high way. It is 22
km. away from the historical city Gwalior.
- Its main products are toilet soaps, installed capacity 45000 tonnes / annum, current
turnover Rs. 240 crores
Godrej Consumer Products Limited, Malanpur dist. Bind (M.P) is a part of a Gorej group
and first manufacturing location outside Vikhroli (Mumbai) in the stable of GCPL for
manufacturing toilet soap & stearic acid. Godrej group is one of the leading groups in the
world corporate sector. GCPL Malanpur dist. Bind (M.P). Malanpur is 22 km. from
Gwalior, Etawah state highway no.37. Malanpur has been developed as an industrial
area as a part of the Malanpur- Ghirongi industrial growth centre by the M.P Audhyogik
Kendra Vikas Nigam (Gwalior) ltd. (MPAKVN) the industrial promotion and
development agency of the region. District bhind in which Malanpur is situated has been
classified as no industry district; it has been categorized as backward category “A” by the
central government and backward category “C by the government of M.P.
MPAKVN has acquired around 611 hactare of land in the Malanpur of which nearly 337
hectare of land has been allocated to various units. The total investment is for nearly
300 crs. And with a potential of direct employment to 8000 people. The land for the
present factory is 76 acres which was obtained as lease in May 1989 for the purpose of
manufacturing. Malanpur plant is one of the most modern and integrated complex of it
kind, processing raw oils in to toilet soaps through the fatty acid rought.
The main brand being manufacturing in these units are Cinthol International variants
No.1, Rose No.1, Sandal, Ganga & Fair Glow. From the total land of 76 acres is acquired
by the company, 25 acres of land is reserved for plantation and for the result of that is
the GCPL, Malanpur is one of the biggest Greenest Plant of this area.
A huge amount of capital investment i.e., 85 crs. & big number of manpower and other
factors make him one of the largest operational factories in this area. To match the rapid
growth of information technology MFGPRO system has been installed at GCPL, Malanpur
and its manufacturing inventory purchase, distribution & sales. Quality and accounting
modules are being used to harness its capacities of on-line accurate information.
The fat splitting plant fatty acid distillation plant, sweet water evaporation plant,
hydrogenation plant, toilet soap plant and effluent treatment plant have been erected in
45 acres.
GCPL, Malanpur have adopted the principal of TQM not only technologies produced &
process improve programmers but more fundamental towards is the drive towards a
vibrant human culture, the nurturing of quality. Mind and the growth of each individual
worker as an intrinsic part of the whole.
The concept of technology and development, Circle, SGA, Kaizen, sports and culture
activities, rural development, and 5-s have become a way of life for GCPL, Malanpur.
GCPL, Malanpur is operating a qlty. Mgt. System since the year 1995. It is certified for
ISO-9002 by the bureau of Indian Standard also for ISO-14001 by KPMG of Netherland
Jan, 1999 with the maturing of Qms & Ems systematic working has become a way of life
for GCPL, Malanpur.
A integral part of the MFG/PRO software is the progress database system and Unix
operating system.
Company uses only one system- MFG-PRO version 1.4 of QAD’s manufacturing
software.
This system used basically manufacturing and financial work in GSL mostly
production related concern use this system.
All MFG-PRO users have one thing in common i.e., manage and control inventory.
ISD helps every department of GSL, Malanpur in any problem related to
computer.
All departments are connected through on-line system. So each and every
department can use any type of department.
This system is generally used by time office. Time office maintains the attendance of the
employees. Time office set the employee’s working hours and due date of salary.
BTI:
ISD many facilities are there like LAN system, E-mail, at present ISD is using
cobol language.
The instrument facility is satisfactory. There is one separate room and 5-6 computer
system, 3-4 printers, well maintained library having books related to MFG-PRO package.
The Godrej Groups is one amongst the top individual a Factory in the Malanpur,
Ghirongi, Industrial area. The land for the present factory was obtained on lease on May
1989 for the manufacture of toilet Soap, Detergents, Strearic acid etc. The plant is
located on a70 acre plot with the total investment of Rs. 80 crores of which25 providing
green covers.
A huge amount of capital number of manpower and other factors make him one
operational factory in this area.
The plant is one of the most modern and integrated of its kind in the country
and has ISO-9002 certification currently the plant is working on ISO-14000. Which is
related to environment conservation?
The Company has got wide range of branches within the country.
The Company has wide range of product line.
Godrej is having better Sales after services.
The Company has there respectable and believable brand name.
Company is having large number of customer with higher satisfaction.
The management is trained and efficient & the network of service centers is good
in all states.
WEAKNESS:
The Company does not go for advertising, which is one of the biggest
disadvantages of Godrej.
Its emphasis more on the advertising of office automation & prima division.
Manpower is less at sale officer level so that it affecting directly on the way of
sale.
The effective selling schemes are not available like payment on installments.
OPPORTUNITIES:
Godrej has more opportunities to grow as it has earned good name in security
sector.
Godrej can focus on big project like construction. Where there is a great demand
of security equipments.
THREATS:
The growing competition in the security sector is threat for all manufacturing
companies
so it is also threat for Godrej to stand in the market with the higher position.
PEST ANALYSIS OF GODREJ
The objective of the study was to identifying training needs for workers and
executive development in GCPL industries.
The scope of study is very wide. Training and development helps employees
significantly at all the levels of management as it improves efficiency and save
time.
The sample size based on interviewing 38 workers out of 317 workers.
Selecting a sample of the total population for identifying training need for
workers.
To avoid any bias, the selection of the sample was random selecting 20th and
40th candidate from each department. Whenever the candidate at the 20th
and the 40th Position was not available the next cardholder was picked for
interview.
To achieve the above data was collected by interviews based on pre-
formatted questionnaires as per detail below:-
The questionnaire was designed so that they were relevant to topics covered in
training need assessment. Views from the workers, to know about the problems
faced by them, if any.
The questionnaire was revised several time to make sure that the topics that had
to be covered were present and all the suggestion made by the members of the
personnel department were called one by one, for the dialogue session and their
views were recorded.
(Note: The questionnaire was framed in Hindi for the convenience the workers.)
LIMITATIONS OF STUDY
Training is the process of increasing the knowledge and skills for doing a particular job.
It is an organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of training is basically to bridge the gap between job
requirements and present competence of an employee. Training is aimed at improving
the behavior and performance of a person. It is a never ending or continuous process.
Training is closely related with education and development but needs to be
differentiated from these terms.
“Training is any process by which the aptitudes, skills and abilities of employees to
perform specific jobs are increased. On the other hand, education is the process of
increasing the general knowledge and understanding of employees.”
OBEJECTIVE OF TRAINING
To impart to new entrants the basic knowledge and skills required for
efficient performance of definite task;
To assist the employees to function more effectively in their present
positions by exposing them to the latest concepts, information and
techniques and developing the skills they would require in their particular
fields;
To build up a second line of competent officers and prepare them to
occupy more responsible positions;
To broaden the minds of senior’s managers through interchange of
experience within and outside so as to correct the narrow outlook caused
due to over specialization.
METHODS AND TECHNIQUES OF TRAINING
Coaching
Under Study
Position Rotation
Project Assignment
Committees
Multiple Management
Selected Readings
Lectures
Case Studies
Group Discussions
Conferences
Role Playing
Management Games
In Basket Exercise
Sensitivity Training
Programmed Instructions
TRAINING AND DEVELOPMENT
Strongly agree……14
Agree…………………11
Neutral……………….8
Disagree………….......2
Strongly disagree…3
ALTERNATIVES
2
3
14 Strongly agree
Agree
8 Nuetral
Disagree
Strongly disagree
11
Q.1 Do you feel that training is useful in your personal growth and development?
Q.2 Are you aware of the topics and objectives before training?
Q.3 Does your supervisors/superiors conduct a small meeting mentioning the benefits
after effects of the programme before training?
Q.4 Does company provide you the right atmosphere, climate and suitable venue that
can help you more in your learning process?
Q.5 Training conducted by the company is on proper schedule as mentioned in the
training calendar or not?
Q.9 Is internal faculty knowledgeable and do they fulfill your all needs and objectives
expected by you?
a) Technical b) Behavioral
Q.11 Do you think that your doubts are removed after attending the trainig
programmes?
Q.13 Whether your training needs are met after attending training programme?
Q.14 Do you implement same as you have learnt in the training programme?
Q.16 Do you think that the time assigns on the topics is sufficient to understand and
learn?
Q.17 Does trainers take proper feedback from you after completion of training
programme?
Q.18 Is there any system of reward if you achieve the target by performing well after the
training programme? If yes do they provide you both monetary and non monetary
reward?
Q.21 How do you find the behavior of trainers during the training programme?
77.42% of the participants did not face any problem while working.
22.58% of the participants faced the problems regarding to training, raw material
and other problem.
28.57% of the participants faced the problems regarding training when new
machines were installed in plant.
42.85% of the participants have faced the problems due to bad checking. This
problem is rarely occurred.
28.57% of the participants faced other problems, related to their job or other
reasons, like transfer from one department to other departments.
6.45% of the participants want training on family related subjects.
16.12% of the participants want training on safety and fire fighting.
29.06% of the participants had no preference.
23% Compulsory
Not compulsory
no preferences
74%
METHODS OF TRAINING
METHODS OF TRAINING
26%
On the job
39% Off the job
No preference
35%
FREQUENCY OF TRAINING
38.71% of the participants felt training should be given after six months.
9.7% of the participants reported training should be given once in a year.
3.23% of the participants reported training should be given after 3 to 4 months.
12.09% of the participants felt training should be given after 1 to 2 months.
35.48% of the participants had no preference.
FREQUENCY OF TRAINING
12%
10%
3%
EFFECTIVENESS OF TRAINING
76.08% of the participants reported that the performance level has increased and
they are handling their work more confidently and efficiently. Productivity,
quality of products, quality of lie has increased.
22.05% of the participants reported there is no effect of training.
3.23% of the participants felt positive effects on their daily behavior.
EFFECTIVENESS OF TRAINING
3%
75%
One week
29% 3 days
39%
No preference
One month
29%
OBSERVATION
Technical
Work related
Company knowledge
Product knowledge
Quality circle
TECHNICAL PROGRAMS:-
COMPANY KNOWLEDGE:-
PRODUCT KNOWLEDGE:-
- To provide a lecture on all the attribute of all the products their tastes,
creaminess, sugar content, the ingredient used.
- To the respective position of the competition can also be discussed with each
product.
2). TRAINING SHOULD BE THERE:
EFFECTIVENESS OF TRAINING
a). Productivity Quality and efficiency:
Wastage is minimized.
Relations with family members have improved now there is peace and happiness in
family, family decisions are taken with interest and care.
SUGGESTIONS FOR IMPROVEMENT TO MAKE TRAINING MORE
EFFECTIVE IN GCPL MALANPUR
In GCPL much attention is not paid in pre training activities employees are
informed about training just through circulation letters their superiors do not
conduct small meeting mentioning the benefits, aftereffects of the training
programme therefore every superior is expected to explain in brief about
training programme.
Too much focus on behavioral training is there where as focus on technical
training is less. Hence training programmes should have proper balance of
both behavioral and technical training.
Training programmes must take sufficient time depending upon their
requirements, which can be more helpful for personal growth of employees.
Atmosphere while giving training should be light trainer should open minded
and free. Topics and way of presentation should be interested.
Judgment of employees about their performance should be there on regular
basis and try to concentrate on employees weak points and try to improve
upon them.
SUGGESTIONS
1). Training should be given mostly to those who are less efficient and weak in their job
areas.
2). Training should be so organized that each and every worker can participate.
3). New technologies & knowledge-based training should be given. Technical programs
like latest field in technology concerning their operations.
4). Yoga and meditation & personality-based training should be conducted frequently. It
helps the individual in overall development.
5). Training should be job related and emphasis more on practical aspects with more
audio-visual clips.
6). Training should be conducted frequently, every 6 months and regular feedback
should take.
7). Subject method should be discussed thoroughly, in detail and both extensively and
intensively.
8). Homogenous groups should be formed for training so that they can easily and quickly
understand each others problems.
CONCLUSION
1). During training programs, few problems were faced by the workers.
TRAINING IS MUST:
Technologies related
Work related
Quality circle
Personality based
Leadership