A PROJECT REPORT

ON

“TRAINING &
DEVELOPMENT”
At

For the partial fulfillment of the award of

Bachelor of Business Administration

(2007-2010)

Submitted To Submitted by

JIWAJI UNIVERSITY GWALIOR PRIYANKA PARIHAR

BBA-V Sem.

PRESTIGE INSTITUTE OF MANAGEMENT, GWALIOR

Airport Road, Near Deen Dayal Nagar, Gwalior-474020

Email: info@prestigegwl.org; Website: www.prestigegwl.org
 DECLARATION

I PRIYANKA PARIHAR, student of BBA V Semester of Prestige Institute of

Management, Gwalior, hereby declare that the project is my original piece of work
and not the copy of any such work undertaken by someone else, all the
information , facts and figures presented in the report are first hand in nature. They
are actually based on my intense efforts conducted in CADBURY INDIA LTD . I
have completed this project under the guidance of Prof. SHAILJA BHAKAR
( Faculty PIMG)

Date: PRIYANKA PARHIAR

BBA –V Sem
 CERTIFICATE

This is to certify that Miss PRIYANKA PARIHAR Student of BBA Vth

Semester programme has completed her summer training of 4 weeks and prepared
this report of “ TRAINING & DEVELOPMENT” under my guidance .

Date: Prof. SHAILJA BHAKAR

(Faculty Guide)
 ACKNOWLEDGEMENT

The present work is dedicated to the persons who not only taught me, but continue
inspire me in knowing the clandestine facts of workmanship. I bow in honor before
these great teachers. The accomplishment of the present study became possible by
the invaluable assistance and guidance of my professional guides to whom I may
gratefully indebted. Firstly I would like to express my sincere gratitude to my
faculty guide Prof. SHAILJA BHAKAR without whose invaluable guidance,
moral support and encouragement my work would have ever assumed the present
shape, research. I were indebted to my parents and friends for their moral support
and possible efforts they made for me.

Date: PRIYANKA PARIHAR

BBA –V Sem
 INDEX

• History of the Organisation & Objective

• Organisational Structure
• Financial Performance
• Training & Development
• Production & Operations
• Marketing
• Strength & Weakness of the Organisation.
• Suggestion
• Special Point
• Names of the CEO/MD/Department Head

Chapter -1

• Introduction

Chapter –II

• Objective of The Study

Chapter –III

• Result & Discussion

Chapter – IV

• Suggestion

Chapter –V
• Conclusion
HISTORY OF THE ORGANISATION AND OBJECTIVE

CADBURY INDIA

Cadbury began its operations in 1948 by importing chocolates and

then re-packing them before distribution in the Indian market. After 59
years of existence, it today has five compay-owned manufacturing
facilities at Thane, Induri (Pune) and Malanpur (Gwalior) , Bangalore
and Baddi (Himachal Pradesh) and 4 sales offices (New Delhi,
Mumbai, Kolkota and Chennai). The corporate office is in Mumbai.
Our core purpose “Working together to create brands people love”
captures the spirit of what we are ttrying to achieve as a business. We
collaborate and work as teams to convert products into brands.
Simply put, we spread happiness! Currently Cadbury India operates in
three sectors viz. Chocolate Confectionery, milk food Drinks and in
the Candy category.
In the Chocolate Confectionery business, Cadbury has maintained its
undisputed leadership over the years. Some of the key brands are
Cadbury Dairy Milk, 5 Star, Perk, Eclairs and Celebrations. Cadbury
enjoys a value market share of over 70% the highest Cadbury brand
share in the world! Our flagship brand Cadbury Dairy Milk is
considered the “gold standard” for chocolates in India. The pure taste
of CDM defines the chocolate taste for the Indian consumer.
In the Milk food drinks segment our main product is Bournvita – the
leading Malted Food Drink (MFD) in the country. Similarly in the
medicated candy category Halls is the undisputed leader. We recently
entered the gums category with the launch of our worldwide dominant
bubble gum brand Bubbaloo. Bubbaloo is sold in 25 countries
worldwide. The Cadbury India Brand Strategy has received consistent
support through simple but imaginative extensions to product
categories and distribution. A good example of this is the development
of Bytes. Crispy wafers filled with coca cream in the form of a bagged
snack, Bytes is positioned as “The new concept of sweet snacking”. It
delivers the taste of chocolate in the form of a light snack, and thus
heralds the entry of Cadbury India into the growing bagged Snack
Market, which has been dominated until now by Salted Bagged Snack
Brands. Bytes was first launched in South India in 2003.

MALANPUR FACTORY
In 1989 the company stated manufacturing operations from its third
and newest factory at Malanpur near Gwalior in M.P.

Using the most modern state of the art technology, the unit today
manufactures range of liqud milk chocolate and a variety of enrobed
chocolate products.
Factory in 8 phases
1988-89 - Eclairs & Gems
1994-95 - 5 Star
1997 - Perk
2001 - Chocolate expansion
2005 - Fruity Gems
2006 - Ulta Perk
2008 - Short
2009 - Éclair Sticks
LOCATION : Plot No. 25, Malanpur Industrial area,
Malanpur distt. – Bhind.
Telephone No. : 07539-83803, 83804
Parent Company : Cadbury Schweppes International UK
Total Area 24 Acres – Constructed 8.5 Acre

HISTORY OF ORGANISATION
Fifty years ago, the real taste of chocolate as we know it today, landed on
Indian shores. An event that carried forward the entrepreneurship and vision
born as far back as 1824, when John Cadbury set up shop in Birmingham
(UK) to sell among other things – his own cocoa concoction. From these
modest beginnings emerged Cadbury Schweppes – that is today the leading
manufacturer of confectionery and beverages in the United Kingdom. A
company that has its presence in over 200 countries worldwide and has made
the name ‘Cadbury’ synonymous with cocoa products in countries across the
planet.

This is the brand that came to India in 1947 to a nation that was in its
infancy, a market that was ready for the world and a people that were open to
new ideas, new products.

Within a year of being set up as a trading concern, Cadbury fry India was
incorporated as a Private Limited company, set up for processing imported
chocolates and Bourn vita. The same year saw the launch of Cadbury’s Milk
chocolate for millions of Indians.

Through 50 years of investment in capital and marketing, the scale and scope
of our operations has expaned to cover a range of brands in the chocolate,
sugar confectionery and malted food drinks segments. We have a majority
share in the Indian chocolate market and a significant presence in sugar
confectionery and food drinks.
Today Cadbury India Ltd, a subsidiary of Cadbury Schweppes employs over
200 people across the country. And operates in one of the fastest growing
chocolate markets for Cadbury Schweppes group across the globe.
ORGANISATION STRUCTURE
Chairman

C Y Pal
Chairman - Non Executive

Managing Director

Anand Kripalu
Managing Director

Non-Executive Directors

Harsh Mariwala
Radhakrishnan B. Menon
Suresh Talwar

Executive Directors

Atul Bhatia Rajesh Garg

Executive Director - Executive Director -
Science & Technology Finance & Commercial

Jaiboy Phillips
Sanjay Purohit
Executive Director - Supply
Executie Director - Marketing
Chain
Sunil Sethi
V Chandramouli
Executive Director -
Executive Director -
Sales & Customer
HR & Strategy
Development

Senior Management

Ashish Pisharodi Rajesh Ramanathan

Vice President - People &
Vice President - Modern Trade
Talent

Shivanand Sanadi Dr. Shantanu Samant

Vice President - Legal Affairs Vice President -
Science & Technology

Vivek Sarbhai Dharmesh Joshi

Vice President - Logistics & Vice President -
Customer Operations Manufacturing Development

Sherezad Irani Sanjay Kurup

VP - Procurement VP - Manufacturing (Baddi)

Monaz Noble
Company Secretary
FINANCIAL PERFORMANCE

Finance holds the key to all human activity . Finance department of

malanpur factory is also working in the same direction and with the

same objective but it has some limitation because morst of the

importance finance related matter are directly dealt and finalized by the

central finance department in the Mumbai head office.

Factory finance department always endeavors of maximizing the profit

of high company through two possible ways :

1. Reduction in cost

2. Increase in Sales

FINANCIAL FUNCTIONS

1. Preparing variance report

a) Material user variance report

b) Packaging material user variance report

2. Production report

3. Excise related matter

4. Export related matter

5. Payment to small engineering items and other

goods.
TRAINING & DEVELOPMENT

What Is Training And Development?

Training is an educational process. People can learn new information,

re-learn and reinforce existing knowledge and skills, and most
importantly have time to think and consider what new options can help
them improve their effectiveness at work. Effective trainings convey
relevant and useful information that inform participants and develop
skills and behaviors that can be transferred back to the workplace.
The goal of training is to create an impact that lasts beyond the
end time of the training itself. The focus is on creating specific action
steps and commitments that focus people’s attention on incorporating
their new skills and ideas back at work.
Training can be offered as skill development for individuals and
groups. In general, trainings involve presentation and learning of
content as a means for enhancing skill development and improving
workplace behaviors.

Organizational Development is a process that “strives to build the

capacity to achieve and sustain a new desired state that benefits the
organization or community and the world around them.” (from the
Organizational Development Network website) OD work implies
creating and sustaining change.

An OD perspective examines the current environment, the

present state, and helps people on a team, in a department and as part of
an institution identify effective strategies for improving performance. In
some situations, there may not be anything “wrong” at the present time;
the group or manager may simply be seeking ways to continue to
develop and enhance existing relationships and performance. In other
situations, there may be an identifiable issue or problem that needs to
be addressed; the OD process aims to find ideas and solutions that can
effectively return the group to a state of high performance.

These two processes, Training and Organizational Development,

are often closely connected. Training can be used as a proactive means
for developing skills and expertise to prevent problems from arising and
can also be an effective tool in addressing any skills or performance
gaps among staff. Organizational Development can be used to create
solutions to workplace issues, before they become a concern or after
they become identifiable problem
Traditional And Modern Approach Of Training &
Development

Traditional Approach – Most of the organizations before never used to

believe in training. They were holding the traditional view that
managers are born and not made. There were also some views that
training is a very costly affair and not worth. Organizations used to
believe more in executive pinching. But now the scenario seems to be
changing.

The modern approach of training and development is that Indian

Organizations have realized the importance of corporate training.
Training is now considered as more of retention tool than a cost. The
training system in Indian Industry has been changed to create a smarter
workforce and yield the best results
Objectives Of Training And Development

The principal objective of training and development division is to make

sure the availability of a skilled and willing workforce to an
organization. In addition to that, there are four other objectives:
Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal

goals, which in turn, enhances the individual contribution to an
organization.

Organizational Objectives – assist the organization with its primary

objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a

level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and

socially responsible to the needs and challenges of the society.
 Process of Training & Development
• Determine the mission of the organization.

• Define the job functions/requirements of each employee.

• Determine the training needs of the department.

• Decide which are the most important objectives/priorities of the

organization.

• Know how much time/money is available.

• Evaluate the curriculum. Does it mirror the objectives, needs, and

mission of the organization?

Evaluate the results of the training.

IMPORTANCE OF TRAINING & DEVELOPMENT

• Optimum Utilization of Human Resources – Training and

Development helps in optimizing the utilization of human resource
that further helps the employee to achieve the organizational goals
as well as their individual goals.

• Development of Human Resources – Training and Development

helps to provide an opportunity and broad structure for the
development of human resources’ technical and behavioral skills in
an organization. It also helps the employees in attaining personal
growth.

• Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at
each level.

• Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to
achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the

sense of team work, team spirit, and inter-team collaborations. It
helps in inculcating the zeal to learn within the employees.

• Organization Culture – Training and Development helps to

developand improve the organizational health culture and
effectiveness.
• Organization Climate – Training and Development helps building
the positive perception and feeling about the organization. The
employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the

quality of work and work-life.

• Healthy work environment – Training and Development helps in

creating the healthy working environment. It helps to build good
employee, relationship so that individual goals aligns with
organizational goal.

• Health and Safety – Training and Development helps in improving

the health and safety of the organization thus preventing
obsolescence.

• Morale – Training and Development helps in improving the morale

of the work force.

• Image – Training and Development helps in creating a better

corporate image.

• Profitability – Training and Development leads to improved

profitability and more positive attitudes towards profit orientation.
METHODS OF TRAINING

There are various methods of training, which can be divided in to

cognitive and behavioral methods. Trainers need to understand the
pros and cons of each method, also its impact on trainees keeping their
background and skills in mind before giving training.
There are various methods of training, which can be divided in to
cognitive and behavioral methods. Trainers need to understand the
pros and cons of each method, also its impact on trainees keeping their
background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the

trainees. The various methods under Cognitive approach provide the
rules for how to do something, written or verbal information,
demonstrate relationships among concepts, etc. These methods are
associated with changes in knowledge and attitude by stimulating
learning.
The various methods that come under Cognitive approach are:
• LECTURES
• DEMONSTRATIONS
• DISCUSSIONS
• COMPUTER BASED TRAINING (CBT)
• INTELLEGENT TUTORIAL SYSTEM(ITS)
• PROGRAMMED INSTRUCTION (PI)
• VIRTUAL REALITY

Behavioral methods are more of giving practical training to the

trainees. The various methods under Behavioral approach allow the
trainee to behavior in a real fashion. These methods are best used for
skill development.

The various methods that come under Behavioral approach are

GAMES AND SIMULATIONS

• BEHAVIOR-MODELING
• BUSINESS GAMES
• CASE STUDIES
• EQUIPMENT STIMULATORS
• IN-BASKET TECHNIQUE
• ROLE PLAYS

Both the methods can be used effectively to change attitudes, but

through different means.

Another Method is MANAGEMENT DEVELOPMENT METHOD –

MANAGEMENT DEVELOPMENT –

The more future oriented method and more concerned with education of
the employees. To become a better performer by education implies that
management development activities attempt to instill sound reasoning
processes.

Management development method is further divided into two parts:

ON THE JOB TRAINING –

The development of a manager's abilities can take place on the job. The
four techniques for on the job development are:
• COACHING
• MENTORING
• JOB ROTATION
• JOB INSTRUCTION TECHNIQUE (JIT)

OFF THE JOB TRAINING –

There are many management development techniques that an employee

can take in off the job. The few popular methods are:
• SENSITIVITY TRAINING
• TRANSACTIONAL ANALYSIS
• STRAIGHT LECTURES/ LECTURES
• SIMULATION EXERCISES
TRAINING & EVALUATION

The process of examining a training program is called training

evaluation. Training evaluation checks whether training has had the
desired effect. Training evaluation ensures that whether candidates are
able to implement their learning in their respective workplaces, or to the
regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the

objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired

knowledge, transfer of knowledge at the work place, and training.
Control: It helps in controlling the training program because if the
training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative

employee) uses the evaluative data to manipulate it for their own
benefits.

Intervention: It helps in determining that whether the actual outcomes

are aligned with the expected outcomes.

Process of Training Evaluation

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

QUALITY ASSURANCE OF CADBURY

1. Market high quality, superior value products that consistently meet

our specifications and comply with local regulatory requirements, while
continuously improving and exceeding our consumers ‘expectations.
2. Guarantee that our customers and consumers come first
by actively listening and understanding their quality and value
expectations at the points of purchase and consumption.
3. Ensure that any representation of our company image, including our
products and trademarks, meet approved standards, reinforce our
commitment to quality and safeguard the reputation of Cadbury.
4. Maintain a “right first time” culture that consistently embraces
quality and food safety, where everyone understands their
responsibilities and accountabilities.
5. Operate audited quality management systems that continually
improve processes to deliver this policy and our standards.
6. Assign clear management accountability for setting and meeting
measurable goals and targets for quality and food safety.
7. Work with our supply chain and business partners to assure
compliance with our quality policy and systems, ensuring quality
throughout our supply chain.
8. Place continuous improvement at the heart of our performance
enabling us to deliver superior products and service to our consumers
and customers.
9. Create a passion for quality where success and achievement are
communicated, recognised and celebrated.
ENVIRONMENT, HEALTH AND SAFETY POLICY

At Cadbury PLC, we see sound and responsible

environmental, health and safety (EHS) management as an integral
part of achieving our goal to grow the value of our confectionery and
beverages businesses for our shareowners.

We believe that such an approach will generate and sustain significant

environmental, social and financial benefits, thereby contributing to our
objective of long-term sustainability.
1. Conduct our business in compliance with environmental, health and
safety laws and with our global standards, and regularly assess
the compliance of our operations against these requirements.
2. Maintain and continually improve systems to manage our EHS
responsibilities, establishing and ensuring employee accountability for
our EHS performance at all levels of the organisation.
3. Set clear targets for continual improvement in our EHS performance
and monitor these targets to ensure that they are met.
4. Strive to prevent pollution and to minimise the environmental costs
and impacts of our global operations.
5. Provide a safe and healthy environment for our employees,
contractors and other visitors to our sites
6. Train and motivate our employees to understand their EHS
responsibilities and to participate actively in our EHS programmes
7. Communicate with our shareowners, employees, customers and other
interested parties by regularly reporting on our EHS performance and
maintaining an open dialogue.
8. Review and update this policy regularly.
PRODUCTION & OPERATION

PRODUCT OF MALANPUR FACTROY

The story of Cadbury Dairy Milk started way back in 1905 at
Bournville, U.K., but the journey with chocolate lovers in India
began in 1948.

The pure taste of Cadbury Dairy Milk is the taste most Indians
crave for when they think of Cadbury Dairy

Recently, Cadbury Dairy Milk Desserts was launched, specifically

to cater to the urge for 'something sweet' after meals.

Cadbury Dairy Milk has exciting products on offer - Cadbury Dairy

Milk Wowie, chocolate with Disney characters embossed in it, and
Cadbury Dairy Milk 2 in 1, a delightful combination of milk chocolate
and white chocolate. Giving consumers an exciting reason to keep
coming back into the fun filled world of Cadbury.

Our Journey:

Cadbury Dairy Milk has been the market leader in the chocolate
category for years. And has participated and been a part of every
Indian's moments of happiness, joy and celebration. Today,
Cadbury Dairy Milk alone holds 30% value share of the Indian
chocolate market.

In the early 90's, chocolates were seen as 'meant for kids', usually
a reward or a bribe for children. In the Mid 90's the category was
re-defined by the very popular `Real Taste of Life' campaign,
shifting the focus from `just for kids' to the `kid in all of us'. It
appealed to the child in every adult. And Cadbury Dairy Milk
became the perfect expression of 'spontaneity' and 'shared good
feelings'.

The 'Pappu Pass Ho Gaya' campaign also went on to win Silver for
The Best Integrated Marketing Campaign and Gold in the
Consumer Products category at the EFFIES 2006 (global
benchmark for effective advertising campaigns) awards.

Did You Know:

Cadbury Dairy Milk emerged as the No. 1 most trusted brand in

Mumbai for the 2005 edition of Brand Equity's Most Trusted Brands
survey.

During the 1st World War, Cadbury Dairy Milk supported the war
effort. Over 2,000 male employees joined the armed forces and
Cadbury sent books.
MARKETING OF CADBURY
Dairy Milk has always tried to keep a strong association with milk, with
slogans such as "a glass and a half of full cream milk in every half
pound" and advertisements that feature a glass of milk pouring out and
forming the bar.

A campaign for the Fruit & Nut variety ("everyone's a fruit

and nutcase") was particularly memorable and featured the writer,
radio and television personality Frank Muir.

On 9 March 1976, American singer Neil Diamond performed a

concert televised throughout Australia during which he did a
humorous live commercial for Dairy Milk. This concert,
including the ad as a bonus selection, was released on DVD on 1 July
2008.
In 2004, Cadbury's started a series of television advertisements in the
United Kingdom and Ireland featuring a person and an animal
representing the person's happiness debating whether to eat one of a
range of bars including Dairy Milk.

In 2005, Cadbury's original Dairy Milk bar celebrated its 100th

birthday, being first sold in 1905. It remains the UK's biggest selling
chocolate brand. Dairy Milk is sold in the United States under the
Cadbury label, but it is manufactured by the Hershey's company in
Pennsylvania.
On 28 March 2008, the second Dairy Milk advert produced by Glass
and a Half Full Productions aired. It features several trucks at night on
an empty runway at a Mexican airport racing to the tune of Queen's
"Don't Stop Me Now". The ad campaign ran at the same time as the
problems at Heathrow Terminal 5 with baggage handling; in the advert
baggage was scattered across the runway.

On 5 September 2008, the Gorilla advert was relaunched with a new

soundtrack – Bonnie Tyler's "Total Eclipse of the Heart" – a reference
to online mash-ups of the commercial. Similarly, a version of the truck
advert appeared, using Bon Jovi's song "Livin' on a Prayer".
News Related to Cadbury

1.Cadburys relaunches Bournville chocolates news 15 October,

2008

Bournville, a much neglected dark chocolate bar from Cadburys' has

been relaunched as a new category of dark chocolates in India.
"Dark chocolate is one of the fastest growing categories abroad.
However, in India, it is still in a nascent stage.

Thus, we are almost doing category creation with this launch," said
Sanjay Purohit , executive director- marketing and international
business, Cadbury India

2.Festive campaigns by Coca Cola and Cadburys news 03 October

2008

Coca Cola has launched a special festive season communication drive

of its carbonated drink brand Thums Up. While the "Taste the
Thunder" TV commercial features Akshay Kumar performing
acts like mountaineering and roller coaster ride, the company is also
launching a similar initiative for the market in southern states featuring
Tollywood star Mahesh Babu.

The initiative comes as a follow-up to the company's announcement of

venturing into the 350 ml pack segment of all its major brands.

3.Cadbury and Tamil Nadu Agricultural University join hands for

cocoa research project news 30 May 2008

Mumbai: Cadbury Asia Pacific, the Asian arm of UK confectionery

giant Cadbury Plc, has recalled 11 types of its Chinese-made chocolate
as a precaution, the Hong Kong government said in a statement.
In a statement, issued from its Singapore office, Cadbury said
it has recalled 11 chocolate products as tests ''cast doubt on the
integrity of a range of our products manufactured in China.''

The products were meant for distribution in Taiwan, Hong Kong and
Australia, its said.

Tests ''cast doubt on the integrity of a range of our products

manufactured in China,'' Cadbury said in the statement issued from its
office in Singapore.

4.Cadbury, others recall China-made confectionery news 29

September 2008

Mumbai: Cadbury Asia Pacific, the Asian arm of UK confectionery

giant Cadbury Plc, has recalled 11 types of its Chinese-made chocolate
as a precaution, the Hong Kong government said in a statement.

In a statement, issued from its Singapore office, Cadbury

said it has recalled 11 chocolate products as tests ''cast doubt on
the integrity of a range of our products manufactured in China.''

5.Worm turns for Cadburynews Mohini Bhatnagar 28 November

2003
Hyderabad: The worms in the chocolate bars controversy has hit
Cadbury India where it hurts most and that is in sales. The
company today faces tough times ahead as the business
environment for its chocolates becomes increasingly negative with
rising raw material prices and low consumer sentiments, post the
worms controversy in October this year.

6.Cadbury India net profit at Rs 190 million news 13 July 2002

Mumbai: Cadbury India Ltd has posted a net profit of Rs 190 million
for the quarter ended 16 June 2002 as compared to Rs 93.60 million for
the quarter ended 17 June 2001.
STRENGTH & WEAKNESS
Strengths

• Cadbury is the largest global confectionery supplier, with 9.9%

of global market share.
• Strong manufacturing competence, established brand name and
leader in innovation.
• Advantage that it is totally focused on chocolate,
candy, chewing gum, unique understanding of consumer in
these segments.

Weaknesses
• The company is dependent on the confectionery and beverage
market, whereas other competitors e.g. Nestle have a more
diverse product portfolio, where profits can be used to invest in
other areas of the business and R&D.
• Other competitors have greater international experience -
Cadbury has traditionally been strong in Europe. New to the US,
possible lack of understanding of the new emerging markets
compared to competitors.
Suggestions

1. Necessary knowledge and skills about new learning strategies at all

levels;

2. Accreditation of the current teacher training and staff development

programs offered by various providers;

3. A critical mass of local experts to spread the new knowledge and

skills throughout the teachers in the country;

4. Suitable alternative model for in-service training;

5. A plan for national implementation;

Indication of support and commitment by the government

SPECIAL POINT

Use of Advertising'

No. 1 FMCG Company

Cadbury India has been ranked as the 7th Great Place to
Work and the No. 1 FMCG company in India in 2008, by
the Great Place to Work Institute.

Great Place to Work 2007'

Cadbury India' has been awarded the "Bronze Award for Excellence in
People Management" in the 'Great Place to Work 2007' survey
conducted by Grow Talent Company Limited and Business
world. The award recognizes Cadbury India as a
national leader in the area of Human Resource
Management.

Great Place to Work 2007'

Cadbury India' has been awarded the "Bronze Award for Excellence in
People Management" in the 'Great Place to Work 2007' survey
conducted by Grow Talent Company Limited and Business world. The
award recognizes Cadbury India as a national
leader in the area of Human Resource
Management.

Cadbury India received a bronze award at the

Cannes Lions International Advertising Festival for partnering with a
mobile phone operator in 2005 to provide exam results
via SMS to school children.

Reader's Digest Award recognizes Bournvita

Bournvita won the 'Reader's Digest Trusted Brands' Gold Award for the
vitamin health supplement category in Indian in 2006. The merit was
based on 7000 responses from questionnaires and telephone interviews
across Asia.

Suraksha Puraskar Award – 2005

Cadbury India's Bangalore factory has received the "Suraksha
Puraskar" safety award from the National Safety Council - Karnataka
chapter.

ABBY Award wins for India.

The prestigious ABBY awards, held in March, recognise

creative excellence in the Indian Advertising Industry. The Ulta
Perk campaign won four Silver Awards in total and the
Cadbury Dairy Milk Campaign, Miss Palampur, also won a
Silver Award. This year Cadbury also sponsored the new 'Young
ABBY' Award.

Cadbury wins the Effies 2006

At the recent Effie 2006 awards organized by The Advertising Club of
Mumbai, our 'Pappu Pass Ho Gaya' advertising campaign bagged two
more awards - Gold in the Consumer Products
category and Silver in the integrated advertising
campaign category.
INTRODUCTION

Cadbury, a subsidiary of Cadbury Schweppes is a dominating player in

the Indian chocolate market with strong brands like Dairy Milk, Five
Star, Perk etc. Dairy milk is in fact the largest chocolate brand in India.
Cadbury India Limited, now stands only second to Cadbury UK Limited
in sales of Dairy Milk. The company is pushing the gifting segment,
through occasion linked gifts. Chocolates contribute to 64% of
Cadbury’s turnover. Confectionery sales accounting for 12% of turnover,
is contributed largely by Eclairs. Cadbury also has a strong brand Bourn
Vita the malted health drink category, which accounts for 24% of
turnover.

Fifty years ago, the real taste of chocolate as we know it today, landed on
Indian shores. An event that carried forward the entrepreneurship and
vision born as far back as 1824, when John Cadbury set up shop in
Birmingham (UK) to sell among other things – his own cocoa
concoction. From these modest beginnings emerged Cadbury Schweppes
– that is today the leading manufacturer of confectionery and beverages
in the United Kingdom. A company that has its presence in over 200
countries worldwide and has made the name ‘Cadbury’ synonymous with
cocoa products in countries across the planet.

This is the brand that came to India in 1947 to a nation that was in its
infancy, a market that was ready for the world and a people that were
open to new ideas, new products.
Within a year of being set up as a trading concern, Cadbury fry India was
incorporated as a Private Limited company, set up for processing
imported chocolates and Bourn vita. The same year saw the launch of
Cadbury’s Milk chocolate for millions of Indians.

Through 50 years of investment in capital and marketing, the scale and

scope of our operations has expaned to cover a range of brands in the
chocolate, sugar confectionery and malted food drinks segments. We
have a majority share in the Indian chocolate market and a significant
presence in sugar confectionery and food drinks.

Today Cadbury India Ltdl, a subsidiary of Cadbury Schweppes employs

over 200 people across the country. And operates in one of the fastest
growing chocolate markets for Cadbury Schweppes group across the
globe.
OBJECTIVE OF STUDY

OBJECTIVE OF STUDY

1. To highlight the policies and procedures of company.

2. To make a detailed analysis of the strategies adopted by the
company for planning and monitoring costs
3. To identify the vertical areas where greater attention is needed for
better management.
4. To find our better plan for company for controlling material.
SUGGESTION

• Necessary knowledge and skills about new learning strategies at all

levels;
• Accreditation of the current teacher training and staff development
programs offered by various providers;
• A critical mass of local experts to spread the new knowledge and skills
throughout the teachers in the country;
• Suitable alternative model for in-service training;
• A plan for national implementation;
• Indication of support and commitment by the government
CONCLUSION

The employers should keep in mind these four rules of thumb when designing
the company’s strategy and solution:

Rule #1: Internet technology is the key to a profound revolution in

learning.
The effects of Internet technology on employee training are indeed profound;
however, technology - any technology - should be seen as a tool, not a strategy
or final goal. Just because they have good word processing software doesn't
mean you write well. Likewise, the Internet cannot, in and of itself, improve
the quality of the learning and the content they put on it. The employers need to
use Internet technology combined with high quality, effective learning to
maximize learning and retention levels.

Rule #2: There is an enduring and important role for traditional

classroom instruction.
People who believe technology will totally replace great teachers in front of
classrooms of highly motivated learners are as misguided as those who believe
the Internet is a passing fad. The blended learning solution, i.e., a mixture of
classroom and Web-based training is the most effective and comprehensive
learning strategy.

Rule #3: Learning is a continuous, cultural process - not simply a series of

workshops.
Employees retain about 50% to 60% of what they learn in a formal training
workshop. Often, employees forget what they have learned within two months
of the workshop. Therefore, access and opportunities to learn should be
available to anyone, anywhere, and at any time within an organization.
Organizational learning is as much about what happens outside formal learning
programs as it is about the programs themselves.

Rule #4: Strategy development and implementation are never really

finished.
Employers change as their business changes. They adjust it as their people
become more skilled and knowledgeable. The employers redefine it as new
technology options become available. And, they constantly test it against the
mission and vision of their business, making sure they are always in alignment.

Due to training there is greater stability, flexibility and capacity for growth in
an organization. Accidents, scrap and damage to machinery and equipment can
be avoided or minimized through training. Even dissatisfaction, complaints,
absenteeism, and turnover can be reduced if employees are trained well. Future
needs of employees will be met through training and development
programmes. Organizational take fresh diploma holders or graduates as
apprentices or management trainees. They are absorbed after course
completion. Training serves as an effective source of recruitment. Training is
an investment in HR with a promise of better returns in future. Though no
single training programme yields all the benefits the organization which
devotes itself to training and development enhances its HR capabilities and
strengthens its competitive edge. At the same time, the employee’s personal
goals are furthered, generally adding to his or her abilities and value to the
employer. Ultimately, the objectives of the HR department and also of the
organization are also furthered.
 BIBLIOGRAPHY

I concerned the following references in course of my research study

1. Kotari C.R. , Research methodology (Methods & Techniques),
Wishwa Prakashan, 24th Reprint March 1999/

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