A Research Project Report On

“Training Needs Identification of Associates”

Submitted to KURUKSHETRA UNIVERSITY,KURUKSHETRA IN THE PARTIAL FULFILLMENT OF DEGREE OF “MASTER OF BUSINESS ADMINISTRATION”

Under The Guidance Of: Ms. Meenal Guglani Assistant Professor

Submitted By: Ritu

MAHARAJA AGRASEN INSTITUTE OF MANAGEMENT AND TECHNOLOGY JAGADHRI - 135003

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DECLARATION

I RITU hereby declares that the Summer Training Report entitled “Training Needs Identification And Skill Analysis Of Associates Under TPM” submitted to Kurukshetra University, Kurukshetra for the completion of Degree of Master Of Business Administration through Maharaja Agrasen Institute Of Management And Technology is my original work and the same has not been submitted to any other insititute for the award of any other degree or diploma

Ritu

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ACKNOWLEDGEMENT
No task is single person’s endeavour. Various factors, situations, and people integrated to provide the background for the accomplishment of the task. Behind this work like, the kind help, assistance and valuable advice of many people to whom I remain indebted. I therefore take this opportunity to express my heartful thanks to the Management of “ARADHNA SOFT DRINKS COMPANY, PANIPAT (A Subsidiary Of PepsiCo India Holding Pvt. Ltd.)” for providing me to undergo 6 weeks training in esteemed organization. Firstly I would like to thank Mr. Ankush Gour , Assistant Manager (HR) for guiding me during my summer training. I wish to express my sincere thanks to my guide and mentor Ms. Meenal Guglani , Assistant Professor for their valuable and innovative guidance and for providing necessary facility. Without their knowledgeable guidance, this work wouldn’t have been possible. I would like to thank all of them for their kind support in completion of this report. This report is an enriching and knowledgeable experience.

Thank You Ritu MBA

PREFACE
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The Summer Training Program of Department Of Business Administration by Maharaja Agrasen Institute Of Management & Technology involves exposure of student to get an insight into the business situation. This practical training gives ample opportunity to apply once academic knowledge in the fiend substantiated by one personality, initiative capabilities.

I had the honor and privilege to take Summer Training at “ARADHNA SOFT DRINK COMPANY, PANIPAT (A Subsidiary Of PepsiCo India Holding Pvt. Ltd.)”

My topic is “Training Needs Identification Of Associates” I hope my survey report will be valuable for company and it will help the management in to know about the training needs of the lower level employees. This report will also help in removing the dissatisfaction among the associates to some extent.

INDEX OF CONTENTS
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Page No. 1. INTRODUCTION
• • • INTRODUCTION TO PROJECT INTRODUCTION TO TOPIC INTRODUCTION TO INDUSTRY

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2. LITERATURE REVIEW 3. SIGNIFICANCE OF THE STUDY 4. OBJECTIVES OF THE STUDY 5. CONCEPTUALIZATION 6. OPERATIONAL DEFINITIONS 7. RESEARCH METHODOLOGY
• • • • RESEARCH DESIGN SCOPE OF THE STUDY DATA COLLECTION METHODS SAMPLE DESIGN

8. DATA ANALYSIS 9. FINDINGS OF THE STUDY 10. LIMITATIONS 11. CONCLUSION 12. SUGGESTIONS 13. BIBLIOGRAPHY 14. ANNEXURE

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INTRODUCTION

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INTRODUCTION TO PROJECT
The study is to about training needs of the associates in a manufacturing concern. This study covered the various causes of decrease in the performance of the associates. This study is helpful to know the various reasons because of which the associates are not performing up to the expectations. Through this study, the process of skill analysis of associates adopted by Aradhana Soft Drink Company will be known. This study will help to identify the skill level of the associates. This study also will also help to know about the satisfaction level of the associates. This study will help to know about the technical training needed by the associates. This study will also help the company to implement various training programs to fulfill the needs of the associates. So this study become relevant to understand the skill analysis of associates as well as to identify the training needs of the associates.

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INTRODUCTION TO TRAINING
The concept of training is related with enhancing skill and quality of performance of workers for increasing productivity. Training programs are conducted to enhance the existing skills of the associates and to develop the skills required to play different roles and jobs in the organization. Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response. The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.

Training Means
T R A I N I N G To Be In Time On Your Seat Remain Attentive All The Time Actively Participate Interact For Clarity Note Difficult Point To Memorize Improve Listening Habit Never Neglect The Program Gain As Much As You Can

In details, we can say that Training is the organized procedure by which employees acquired knowledge and /or skill for a definite purpose after they have selected, placed and inducted in the organization. It is the art of increasing the knowledge and skill of employees for doing a certain job. Training is to be designed to meet the specific goals in the organizations. Training should be continuous and progressive designed to increase the individual’s potential of maintenance staff members and to form them into a technical quality and well organized efficient team. The objective of the training must be well defined clearly to the trainees. “Training should be means to an end not an end in itself; It must be an integral part of the organizations.”

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Origination Of Training Needs

Less original equipment training

Lack of multiskilled workforce

Less focus on operational & maintenance training

Lack of internal trainers

Lack of employee involvemen t Low motivation & output from employees

Skill level of individuals is poor

Develop a Training Paradigm for skill development

Adopt improvement techniques & involve people

Creating a learning organization & change attitude

Enhancement of awareness, knowledge & skill related to Operation & maintenance.

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Objectives Of Training
 To impact the knowledge of new recruits  To impact skills of new employees which are needed by the organizations.  To increase efficiency and morale.  To increase potential.  To develop better behavior pattern which are appropriate to the their jobs and responsibilities.  For promotion to provide successors.  To improve productivity.

Process Of Training

Determine training needs. Establishing training policies. Setting goals and objectives of training. Preparing training budget. Deciding about the training venue. Decide about methods and techniques to be deployed in training. Determine methods of evaluating training.

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Types Of Training
1. On - The Job Training 2. Off - The Job Training 1. On-The Job Training:- In this method, the trainee is placed on a regular job and taught the skills necessary to perform it. The trainee learn by observing and handling the job, therefore it is called Learning By Doing. He gets training under the same type condition in which he will be working on later. When a worker is trained on those very machine on which he will work, then he will adapt more easily to the working condition. There are several methods of On-The Job Training • • • • Job Rotation Step Mentoring Committee Assignment Apprenticeship Training

2. Off-The Job Training:- This method is generally used by government and public enterprises. School or Institutions is established to provide training to all types of persons. A program of training is designed to suit the need of the job which the trainee occupies. Some different courses are arranged for separated group employees. There are several methods of Off-The Job Training • • • • Role Playing Lecture Method Conference Method Vestibule

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Why to conduct training needs analysis?
An in-house trainer or a consultant performs a needs analysis to collect and document information concerning any of the following three issues : 1. Performance problems 2. Anticipated introduction of new system, task or technology 3. A desire by the organization to benefit from a perceived opportunity In all three situations, the starting point is a desire to effect a change. It is important to know how the people who will experience change perceive it. In the absence of a needs analysis, we may find employees resistant to change and reluctant to training. They may be unable to transfer their newly acquired skills to their jobs because of the organizational constraints. A needs analysis often reveals the need for well-targeted training areas. Those conducting the needs analysis must get a clear idea of the problem, look at all possible remedies and report on their findings to management before deciding on the best solution. When properly done, a needs analysis is a wise investment for the organization. It saves time, money and effort by working on the right problems. Organizations that fail to support needs analysis make costly mistakes; they use training when another method would have been more effective; they use too much or too little training, or they use training but fail to follow up on it. Process of conducting a training needs analysis is a systematic one based on specific information-gathering techniques. In many ways, the needs analysis is like detective work; we follow up on every lead, check every piece of information and examine every alternative before drawing any solid conclusions. Only then we can ensure of having the evidence on which to base a sound strategy for problem solving.

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A needs analysis is not a one-time event. Professional organizations administer needs analysis at regular intervals, usually every year or two.

Methods of Identifying Training Needs
Training needs will differ with the backgrounds of the employees to be trained, and their present status in the organization. Basically, a candidate for training may come from any one of three groups : 1. New hires 2. Veteran employees 3. Trainees currently in the training pipeline ( currently in the training program ) Consideration of the varying needs of these groups provides a frame of reference for discussing and suggesting the methods of identifying training needs : • New Hires Addition of new employees creates high and low peaks in placing new persons into the training program. This problem may be solved by a program where progression is made in different sequences. It will eliminate a jam that will occur if all phases of the program must be taken in a definite sequence. The new employees will normally be of somewhat different backgrounds. Being new, they are not familiar with their new employers. As a result, the earliest phases of the training must concentrate on company orientation. During these phases, the organization, organization policies and administrative details should be covered. It is also a suitable time to acquaint the trainees with what will be expected of him, and how he will be evaluated throughout the phase of training. • Retaining & Upgrading Veteran Employees The people in this category offer a real challenge to the training department. There- fore, the number and amount of training required by this category should be carefully

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considered. Often the retraining and upgrading of former employees can be very rewarding for training instructors. On the other hand, this category of employees can also make significant contribution to training if they are co-mingled with the new hires. • Pipeline Employee Requirements A good training program will normally have participants in various phases of completion. An awareness of completion dates and how the potential employee will be employed should be the concern of the training staff and also the employee’s supervisor. A trainee should have a challenge in all phases of his training. All these challenges should not be confined to those phases where the pipeline employee is sitting in a classroom. Therefore, it is recommended that thorough interim test-work be given to pipeline employees in periods between formal classes. This may take the form of solidifying what he learned in the prior phase and serve as preparation for the coming phases.

Techniques for Determining Specific Training Needs
There are a number of practical methods that can be used to gather data about employees’ performance. Each works well in given circumstances; therefore, it is necessary to determine which be the best for whom. 1. Observation In this approach, an employee’s performance itself is the source of information. Using this method worker’s performance can be evaluated through first-hand observation and analysis. This is best accomplished by watching the worker and playing the role of nonparticipating observer. This means that we watch and listen and evaluate what we see and hear, but do not get involved in his work process in any way. To make this activity more productive, use a checklist to remind you of what to look for and take notes.

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The objective during observations is to identify both the strengths to build on and the deficiencies to overcome. A key advantage of using direct observation in the needs analysis is that we gain first-hand knowledge and understanding of the job being performed and the strengths and weaknesses of the relevant worker. 2. Interviews The use of interviews in conducting the needs analysis is strongly urged. This allows us to determine whether a piece of information is one person’s opinion, or part of a widespread perception. Since the interview guide forces to ask each worker a number of predetermined questions, we must select those questions that are essential to what we are trying to learn. Interviews allow us to meet employees face to face to discuss their impressions of performance. Because we are in conversation with workers, we can explore their responses in depth. We obtain a full understanding of their performance deficiencies. We also gain these benefits through interviewing: 1. We build credibility with our interviewees by asking intelligent questions and Listening well to their answers 2. We obtain employees’ personal involvement and commitment to our efforts 3. We establish personal relationships with potential trainees who are important to our success as a needs analyst and trainer 3. Questionnaires A questionnaire is a sort of interview on paper. We create our own questionnaire by writing down all the questions we want employees to answer. Then we give it to them and await their responses.

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The key advantage of a questionnaire is that we can include every person from whom we want input. Employees can complete the questionnaire when and where they choose. We need not travel and spend time with all respondents. Every employee is asked the identical questions, and consequently data is very easy to compile and analyze. Questionnaires can be useful in obtaining a ‘ big picture ’ of what a large number of employees think while allowing everyone to feel that they have had an opportunity to participate in the needs analysis process. 4. Job Descriptions Before establishing a job description, a job analysis must be made. This job analysis involves a thorough study of all responsibilities of the relevant job. It is company wide in scope and should be detailed to such a degree that those conducting the training can use the job analysis as a yardstick for their course content. After the job analysis phase has been completed, the writing of job description and needs analysis is a relatively simple task. When an employee’s job description has been defined, the trainer can easily tailor his training curriculum to a very close proximity of what will be expected of the employees. 5. The Difficulty Analysis The Job Analysis will focus attention on enumerating the numerous duties that a worker must perform. On the other hand, the Difficulty Analysis establishes which of the duties cause the employee the greatest amount of troubles and how this trouble can be reduced through better training. A good Difficulty Analysis offers many advantages. • It enables a needs analyst to weigh certain aspects of the training in relationship to the expected difficulty that the worker will face in coping with those duties. • A well thought out Difficulty Analysis will provide the training program with an abundance of role-playing material and situations. 16

6. Problem Solving Conference Another time-tested technique for gathering needs analysis material from employees is to conduct periodic problem solving conferences which may take the form of or be part of a plan for a new product, task or technology, or tied in with a training program It is always helpful to utilize an outside consultant to moderate such sessions. This outside sponsorship has a tendency of letting the workers express their feelings about his organization, and the session can then be geared to training needs. The current problems will evolve that represent potential areas for training. 7. Appraisal Reviews During the periodic counseling performance interview, an employee should be questioned regarding the duties and training of a worker. Comments rendered during the appraisal interviews normally are genuine, and can frequently assist in establishing the needs, variations and penetrations that a training program should include. Feed- back at appraisal interview time is valuable since it is timely information. Training needs differ from worker to worker, and appraisal sessions allow the employee and supervisor / manager to uncover the cause of weaknesses in performance. These deficiencies represent areas for training. 8. Drive Pattern Identity The extent of an employee’s development depends on his motivations. Identifying the forces that cause an employee to behave in a certain way may be useful in determining his individual training needs and how to stimulate his desire to fulfill that need. An analysis of this kind, for example, may determine that the employee has an urgent need for self-confidence. His individual program should be made to stress the importance of attitude, skills etc., and any other assets that would give him this self- confidence. 9. Analysis of Organizational Policy

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Organization policy will affect the amount of training offered. An explanation of various policies should be covered in the training program. Of particular concern are those policies that involve change, alteration and major revamping of training programs. In organizations undergoing merger activity, product diversification and new penetration, a great deal of sensitivity must be placed on policies today and expected changes in the future.

TRAINING NEED ANALYSIS
People learn throughout their lives. Learning can increase productivity, prepare individuals for career advancement, allow for succession planning and most of all, it keeps work interesting! So training efforts aim at meeting the requirements of the organization and the individual employees. Training need = standard performance – actual performance

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As shown in diagram the process of training, it is clear that training need analysis ( TNA) is the first step in every training programme & it is mandatory to make the training efforts successful. TNA involves finding answers to questions such as : Whether training is needed ? If yes , where it is needed ? Once we identify training gaps within the organization , it becomes easy to design an appropriate training programme. Training needs can be identified through the following types of analysis. Organizational need analysis:- According to many training experts, attaining the objectives of the business should be the ultimate concern of any training & development

effort. Therefore, conducting an organizational needs analysis should be the first step in effective need assessment. It begins with an examination of the short & long – term objectives of the organization & trends that are likely to affect these objectives. It involves a study of the entire organization in terms of its objectives , its resources, the utilization of these resources , in order to achieve stated objectives .

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Task or role analysis:- This is a detailed examination of a job , its components, its various operations & conditions under which it has to performed . the focus here is on the roles played by individual & the training needed to perform such roles. The whole exercise is meant to find how the various tasks have to be performed and what kind of skills , knowledge , attitudes are required to meet the job needs. Questionnaires, interviews , reports, tests, observation & other methods are generally used to collect job related information from time - to –time. After collecting the information an appropriate training programme may be designed , paying attention to performance standards required of employees, the tasks they have to discharge etc.

Person analysis:- Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training. To be effective , training efforts must continuously monitor and coordinate the three kinds of analysis described above. An appropriate programme that meets the company’s objectives , tasks and employee needs may then be introduced.

Meaning Of Skill Skill means the special knowledge for doing a particular task. Every job requires any type of skill for doing that job. So skill level of person affects the output of the job.

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In the organization, every task requires a special type of skill for performing it in an efficient manner. For example Marketing Manager must posses good communication skill and Production Manager must posses special type skills for effective and high quality production. Skill Analysis Of Associates So in the organization Skill Analysis Of Associates must be required for continuous and economic production of goods. For improvement in skill level of associates Training Program must be provided time to time in the organization and Skill level of associates must be evaluated time to time by preparing skill matrix of associates. In the process, it is shown that skill level of employees and job requirements are compared. If skill level of employee is satisfactory according to job needs then job responsibility is given . if job requirement doesn’t match skill level then on-the job & off –the- job training is provided. To analyse the training need of the associates ,skill analysis is very essential. First of all all operations done by associates is examined , after that select associates whom training need has to be analysed. Afer that taking one associate and by describing his job description questionnaire is filled by his engineers to know his skill level .Second last step is to identify his desired & existing skill level on different operations except to his job. In last step skill matrix is made based on his present & desired skill level. Training need is analyse based on this skill matrix.

Process Of Skill Analysis

Skill Level

Job Requirement 21

Matching

Assign job responsibility NO YES Identify group/individual needs On the job training Scale model & explain to others

Found fit, encourage higher responsibility

Off the job trainin g

Class room training Visit other plant Attending seminars

Fix training targets

On the job trainin g

Conduct training based on skill

Trough kaizen & OPL

Evaluation

INTRODUCTION TO INDUSTRY

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Company Profile PepsiCo is founded by Donald M. Kendall, President and Chief Executive Officer of Pepsi-Cola and Herman W. Lay, Chairman and Chief Executive Officer of Frito-Lay, through the merger of the two companies. Pepsi-Cola was created in the late 1890s by Caleb Bradham, a New Bern, N.C. pharmacist. Frito-Lay, was formed by the 1961 merger of the Frito Company and the H. W. Lay Company. Herman Lay is chairman of the Board of Directors of the new company, PepsiCo. Donald M. Kendall is president and chief executive officer PepsiCo is a world leader in convenient snacks, foods and beverages with revenues of more than $39 billion and over 185,000 employees. Pepsico entered India in 1989 and remain firmly commited to the Indian market. PepsiCo has strong relationship with local franchise partners, distributors and suppliers. History of the company In 1965, the company launched its first campaign “Yahoo Mountain Dew”, Pepsi-Cola, Diet Pepsi. Frito- Lay launched Fritos brand corn chips, Lay’s brand potato chips, Cheeto’s brand cheese flavored snacks, Ruffles brand potato chips was introduced. In 1966, Pepsi entered Japan and Eastern Europe. In 1968, North American Van Lines (NAVL), a premier transportation company, joined PepsiCo. In 1970, PepsiCo moved from New York City to new world headquarters in Purchase, N.Y, the new corporate headquarter. Pepsi is the first company to respond to consumer preference with lightweight, recyclable, plastic bottles. In 1975, Pepsi Light, with a distinctive lemon taste, is introduced as an alternative to traditional diet colas. In 1976, PepsiCo adopted Code of Worldwide Business Conduct and Pepsi-Cola became the single largest selling soft drink brand sold in U.S. supermarkets. In 1977, PepsiCo acquired Pizza Hut. In 1978, Taco Bell is acquired. In 1979, PepsiCo Research and Technical Center was opened in Valhalla, N.Y. In 1980,

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PepsiCo Food Service International (PFSI) is formed to focus on overseas development of restaurants. In 1982, the first major brand caffeine-free colas, are introduced. In 1988, PepsiCo purchased 7Up International, the third largest franchise soft drink operation outside the United States and PepsiCo was listed on the Tokyo stock exchange. In 1993, Pepsi-Cola International introduces Pepsi Max, a soft drink with unique blend of sweeteners that delivers maximum cola taste in a no-sugar product. In 1995, Pepsi-Cola introduces "Nothing else is a Pepsi" theme line. In 2003, Pepsi announces four-year sponsorship agreement with the UK Football Association. In 2004, PepsiCo Launches 'Health Roads' Wellness Benefit for Associates and their Families. In 2007, Aquafina launches Aquafina Alive—a low calorie, vitamin-enhanced water beverage and Tropicana launches Tropicana Fruit Squeeze, a 20-calorie drink with real Tropicana fruit juice. The PepsiCo Family There are three major divisions of the PepsiCo family: PepsiCo Americas Beverages, PepsiCo Americas Foods, and PepsiCo International. PepsiCo Americas Beverages PepsiCo's beverage business was founded in 1898 by Caleb Bradham, a New Bern, North Carolina, druggist, who first formulated Pepsi-Cola. Today, Brand Pepsi is part of a portfolio of beverage brands that includes carbonated soft drinks, juices and juice drinks, ready-to-drink teas and coffee drinks, isotonic sports drinks, bottled water and enhanced waters. PNAB has well known brands such as Mountain Dew, Diet Pepsi, Gatorade, Tropicana Pure Premium, Aquafina water, Sierra Mist, Mug, Tropicana juice drinks, Propel, SoBe, Slice, Dole, Tropicana Twister and Tropicana Season's Best.

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PepsiCo Americas Foods PepsiCo Americas Foods (PAF) is PepsiCo’s food and snack business in North and South America. Its portfolio of businesses includes Frito-Lay North America, Quaker Foods & Snacks, Sabritas, Gamesa and Latin America Foods. PepsiCo's snack food operations had its start in 1932. PepsiCo International PepsiCo International is comprised of all PepsiCo businesses in Europe, Asia, Africa and Australia. Pepsi-Cola began selling its products in Europe in the 1930s and expanded international beverage operations rapidly beginning in the 1950s. PepsiCo formally established an international food unit in 1973, and 30 years later, in 2003 the company combined the food and beverage businesses to form PepsiCo International. Today, the employees of PepsiCo International make, sell and deliver a variety of great tasting foods and beverages around the world, including Lay’s potato chips, Doritos, Cheetos, Quaker Oats, Pepsi-Cola, Gatorade, Lipton ready to drink teas, and Tropicana juices. The company also regularly introduces unique products for local tastes. PepsiCo International has a well-earned reputation of giving back to the communities in which its products are sold, with a focus on health and wellness, environmental sustainability and education.

Board of Directors and Committees
PepsiCo’s business strategy and affairs are overseen by our Board of Directors, which is comprised of two executive directors and ten independent outside directors. Only independent outside directors make up our three standing Board Committees, 1) Nomination and Corporate Governance, 2) Audit, and 3) Compensation. Shona L. Brown Senior Vice President, Business Operations of Google Inc.

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Ian M. Cook President and Chief Executive Officer Colgate-Palmolive Dina Dublon Consultant, Former Executive Vice President and Chief Financial Officer, JP Morgan Chase & Co. Victor J. Dzau, M.D. Chancellor for Health Affairs, Duke University and President & CEO, Duke University Health Systems Ray L. Hunt Chief Executive Officer, Hunt Oil Company Indra K. Nooyi Chairman of the Board and Chief Executive Officer PepsiCo

Indra Nooyi is Chairman and Chief Executive Officer of PepsiCo. Mrs. Nooyi is the chief architect of PepsiCo’s multi-year growth strategy, “Performance with Purpose,” which is focused on generating robust financial returns from designing products for and finding sustainable ways to give back to communities the company serves. Mrs. Nooyi was named President and CEO on October 1, 2006 and assumed the role of Chairman on May 2, 2007. She has directed the company's global strategy for more than a decade and led PepsiCo's restructuring. Prior to becoming CEO, Mrs. Nooyi served as President and Chief Financial Officer beginning in 2001, when she was also named to PepsiCo's board

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of directors. In this position, she was responsible for PepsiCo’s corporate functions, including finance, strategy, business process optimization, corporate platforms and innovation, procurement, investor relations and information technology.

Brand Portfolio
PepsiCo products can be found in nearly 200 countries around the globe. PepsiCo is comprised of muscular brands that compete globally and leverage our scale and distribution power. From beverages to snacks, it offer consumers a broad range of product choices from simple treats to healthy eats. PepsiCo have 18 brands in its portfolio that generate $1 billion or more each in annual retail sales and PepsiCo’s commitment to sustainable growth, is focused on healthy financial returns. Pepsi Pepsi has been bringing fun and refreshment to consumers for over 100 years. PepsiCo provides the broad spectrum of beverages worldwide. Pepsi-Cola Brands Pepsi has been bringing fun and refreshment to consumers for over 100 years. It offers a wide spectrum of brand all over the world. Its U.S. brands include Pepsi, Mountain Dew, Aquafina, Sierra Mist, IZZE, SoBe, Mug, Tropicana Twister Soda, Tropicana Juice Drinks, Dole and Ocean Spray single-serve juices. Frito-Lay Employing over 48,000 people and bringing in over $11 billion of business, Frito-Lay invigorates PepsiCo's portfolio of products with plenty of good food and 'good fun'. Frito-Lay Brands Its brand includes Lay's potato chips, Lays Kettle Cooked potato chips, Wavy Lay's potato chips, Baked Lay's potato crisps, Maui Style potato chips, Ruffles potato chips.

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Tropicana Tropicana, the strongest name in juices, extends the PepsiCo Portfolio of brands with plenty of nutritious, high-quality flavors. Tropicana Products, Inc. is the leading producer and marketer of branded fruit juices. Tropicana Brands Its brand includes Tropicana Pure Premium juices, Tropicana Twister juice drinks, Tropicana Smoothies, Tropicana Pure Tropics juices. Quaker Quaker's power-packed line of popular brands expands our portfolio with a wide range of healthy food choices.

Quaker Brands They are symbols of quality, great taste, and nutrition. Holding No.1 positions in their respective categories such as Quaker Oats, Quaker Rice Cakes, Chewy Granola Bars and Rice-A-Roni®, Aunt Jemima® brand, It is among the four largest manufacturers of cold cereals with popular brands like Cap'n Crunch® and Life®. Gatorade Available in over 80 countries, Gatorade's line of performance drinks adds over 40 years of rehydration and sports nutrition research to the PepsiCo portfolio. Gatorade Brands The Gatorade hydration portfolio includes the nation's leading sports drink, Gatorade® Thirst Quencher, as well as Gatorade Tiger™ G2 and Propel Fit Water.

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PepsiCo In Education Sector The R K J Group headed by R K Jaipuria has been associated with excellence in education. The school run by the group encourage students to become creative, innovative and imaginative.This group have a wide range of co-curricular activities, which are as important as the academic disciplines. The year 2001 witnessed the further spread of the group’s portfolio with the opening of its first school at Gurgoan under the management agreement with Delhi Public School Society. To expand in the field of education it opened its second school at Jaipur under the management of same society. The Group has entered into a joined venture partnership with Modern Montessori International (MMI) Singapore, to open pre-school educational institutions across the country. PepsiCo Headquarters PepsiCo World Headquarters is located in Purchase, New York, approximately 45 minutes from New York City. The seven-building headquarters complex was designed by Edward Durrell Stone, one of the foremost architect. The building occupies 10 acres of a 144 acre complex that includes the Donald M. Kendall Sculpture Garden, a worldacclaimed sculpture collection in a garden setting. The collection of works is focused on major twentieth century art, and features works by masters such as Auguste Rodin, Henri Laurens. The garden originally were designed by the world famous garden planner, Russell Page, and have been extended by Francois Goffinet. The grounds are open to the public, and a visitor’s booth is in operation during the spring and summer. Shareholders PepsiCo (symbol: PEP) shares are traded principally on the New York Stock Exchange in the United States. The company is also listed on the Chicago and Swiss stock exchanges. PepsiCo has consistently paid cash dividends since the corporation was founded. Worldwide Code Of Conduct PepsiCo worldwide Code of Conduct is an ethical roadmap for putting our core beliefs

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into action and living up to our commitments. It applies to every employee and every business transaction we make on our journey towards Performance with Purpose. . It applies to every PepsiCo employee, officer and director, every division and subsidiary and to every business transaction we make. Along with our core Values, the Code of Conduct is the foundation for our strategic mission. PepsiCo Policy On Human Right The company focuses on encourage all employees, contractors, vendors and customers to speak up if they suspect any violation of the Code, policies or the law. PepsiCo Co Values & Philosophy PepsiCo Values & Philosophy are a reflection of the socially and environmentally responsible company it aspire to be. These values & philosophy are the foundation for every business decision PepsiCo make. PepsiCo is committed to delivering sustained growth through empowered people acting responsibly and building trust. Guiding Principles PepsiCo has some guiding principles and it always strive to: 1. Care for customers, consumers and the world PepsiCo is driven by the intense, competitive spirit of the marketplace, but it direct this spirit toward solutions that benefit both company and its constituents. PepsiCo success depends on a thorough understanding of its customers, consumers and communities. To foster this spirit of generosity, PepsiCo go the extra mile to show it care. 2. Sell only products company can be proud of. The true test of standards is its own ability to consume and personally endorse the products PepsiCo sell. It is the confidence helps to ensure the quality of the products, from the moment we of purchase of ingredients to the moment it reaches the consumer's hand. 3. Speak with truth and candor. PepsiCo focuses on telling the whole story, not just what's convenient to the

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individual goals. In addition to being clear, honest and accurate, it is responsible for ensuring the communications are understood. 4. Balance short term and long term. In every decision, PepsiCo weigh both short-term and long-term risks and benefits. Maintaining this balance helps sustain growth and ensures that the ideas and solutions are relevant both now and in the future. 5. Win with diversity and inclusion. PepsiCo aims to embrace people with diverse backgrounds, traits and ways of thinking. Diversity brings new perspectives into the workplace and encourages innovation, as well as the ability to identify new market opportunities. 6. Respect others and succeed together. PepsiCo mutual success depends on mutual respect, inside and outside the company. It requires people who are capable of working together as part of a team or informal collaboration. Company is built on individual excellence but it also recognize the importance and value of teamwork in turning the goals into accomplishments Path To Success PepsiCo believe its financial success – Performance – must go hand-in-hand with its social and environmental responsibilities – Purpose. Performance with Purpose is at the heart of every aspect of its businesses. Performance with Purpose agenda is comprised of three platforms: Human Sustainability: Nourish consumers with a broad range of convenient, greattasting foods and drinks – from treats and simple refreshments to positive nutrition; make the healthy choice an easier choice to make. Environmental Sustainability: Conserve natural resources; operate in a way that minimizes environmental footprint with the goal of reaching a net-neutral impact.

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Talent Sustainability: Developing the employees by creating a diverse and inclusive culture and making certain that the company is an attractive destination for the world’s best people.Progress made by PepsiCo on its “Performance with Purpose” agenda journey .  Accelerated the growth of portfolio of healthful products.  Launched the food industry’s first Carbon Reduction Label with the Carbon Trust on Walkers Crisps.  Improved water intensity ratio across all of operations.  Signed CEO Water Mandate.  Conserved nearly 5 billion liters of water and nearly 500 million kilowatt hours of energy worldwide in 2007 as compared to 2006.  Authored with industry the "Global Commitment to Action on the Global Strategy on Diet, Physical Activity and Health", a commitment addressed to the World Health Organization.  Launched its global sustainable packaging policy.  Improved significantly its water, fuels, and electricity efficiency.  Reduced PET bottles, paperboard, and corrugated materials by more than 20 million pounds.  Introduced Supplier Code of Conduct.  Increased spending on women and minority owned businesses.  Continued reuse of water from processing.

PepsiCo Career Growth Model

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Proven Result PepsiCo take a long-term view of performance against Business and People Results. Consistency is important. It looks for a track record of sustained successes rather than unpredictable highs and lows. PepsiCo value results that are based on trust, respect, fairness and teamwork and results that create a lasting impact. "People Results" are a significant part of performance expectations Leadership Ability To succeed in the marketplace , there is requirement of strong leaders. That's why PepsiCo have enhanced the Leadership Competencies to reflect the needs of the "new PepsiCo". PepsiCo kept the familiar framework with the same three overall imperatives (Setting the Agenda, Taking Others with You, and Doing It The Right Way) Functional Excellence Personal and career growth requires deep functional skills. As a sales manager should have an intimate understanding of the sales process and how to drive sales growth. Functional excellence can be built by using functional competency models and informal experience. Knowing the Business Cold PepsiCo expect employees to develop expertise in a given functional area, it is critically important that managers develop a broader knowledge of how products are made, sold and delivered. Managers who more fully understand what actually drive businesses will make better business decisions. Critical Experiences Discussions about an individual's potential career moves includes an assessment of his or her experiences and the types of new experiences needed for further career development. The sequence of experiences is often not critical, although building a hip-pocket skill early in the career is important for future development. Long-Term Career Growth If employees accept responsibility for building their skills and experiences, Managers are 33

accountable for providing employees with opportunities to grow in line with their results, capabilities and career aspirations. Remember that a career is a long-term journey – don't move just for the sake of moving. Build for the long term. Be flexible – the more flexible you can be, the wider the range of opportunities will be available to you.

PepsiCo Mission and Vision
PepsiCo believe being a responsible corporate citizen is not only the right thing to do, but the right thing is to do for the business.

Mission
PepsiCo mission is to be the world's premier consumer products company focused on convenient foods and beverages. PepsiCo seek to produce financial rewards to investors as it provide opportunities for growth and enrichment to its employees, business partners and the communities in which it operate. And in everything PepsiCo do, it strive for honesty, fairness and integrity.

Vision
PepsiCo's responsibility is to continually improve all aspects of the world in which it operate – environment, social, economic – creating a better tomorrow than today. PepsiCo vision is put into action through programs and a focus on environmental stewardship, activities to benefit society, and a commitment to build shareholder value by making PepsiCo a truly sustainable company. Health Care Reform PepsiCo values the health and well being of its associates, partners, customers and consumers. PepsiCo offers a wide range of benefits that encourage wellness, promote healthy living and give associates and their families tools and information to make educated health care decisions.

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Health Care Commitment PepsiCo values the health and well being of the associates, partners, customers and consumers. PepsiCo sponsored approach to health and wellness encompasses physical, emotional and financial well being and includes prevention, screening, health care and health care savings accounts, dental care, retiree health care, life and disability insurance. PepsiCo conducts employee programs such as Health Roads. Health Roads promotes healthier lifestyles through a combination of health assessments, personalized coaching, tobacco cessation, fitness and nutrition programs, online tools and worksite wellness initiatives. In addition, PepsiCo also maintains and enforces a strict global Occupational Health and Safety policy. Guiding Principles On Health Care Policies 1. PepsiCo recognizes that the U.S. health care system needs improvement on many fronts. 2. PepsiCo will participate in developing a solution. 3. In particular, there should be more emphasis on prevention. 4. Greater cost-effectiveness must be part of the solution. 5. Beyond the U.S., PepsiCo will work with the World Health Organization and the World Economic Forum's "Workplace Wellness Unit" to ensure that countries around the globe benefit from best practices and innovative ideas. Sustainable Advantage Three major sustainable advantages give PepsiCo a competitive edge as we operate in the global marketplace. 1. Big, muscular brand; 2. Proven ability to innovate and create differentiated products; 3. Powerful go-to-market systems.

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Top competitors
Coca-Cola Dr. Pepper Snapple group Kraft Food Atlanta, GA Plano, TX Northfield, IL

Coca-Cola is a carbonated soft drink sold in stores, restaurants and vending machines internationally. The Coca-Cola Company claims that the beverage is sold in more than 200 countries It is produced by The Coca-Cola Company in Atlanta, Georgia, and is often referred to simply known as Coke.Originally intended as a patent medicine when it was invented in the late 19th century by John Pemberton, Coca-Cola was bought out by businessman Asa Griggs Candler, whose marketing tactics led Coke to its dominance of the world soft-drink market throughout the 20th century. The company produces concentrate, which is then sold to licensed Coca-Cola bottlers throughout the world. The bottlers, who hold territorially exclusive contracts with the company, produce finished product in cans and bottles from the concentrate in combination with filtered water and sweeteners. The bottlers then sell, distribute and merchandise Coca-Cola to retail stores and vending machines. Such bottlers include Coca-Cola Enterprises, which is the largest single Coca-Cola bottler in North America and western Europe.

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HONORS 1999
PepsiCo is named to Metropool’s Leadership Circle, recognized for efforts to help reduce traffic congestion and air pollution in Westchester, NY. Worth Magazine names PepsiCo to its list of “America’s Most Generous Companies.” 2000 Corporate Angel Network (CAN) honours PepsiCo for reaching “Elite” status. CAN arrange for cancer patients to fly to treatment centres for free on corporate aircraft.

2001
PepsiCo is one first place in Beverages Category in Fortune magazine “Most Admired” list. PepsiCo Finance name PepsiCo one of the “World’s Best Companies,” in the North American Beverages Category. 2002 PepsiCo North America is one of four companies honored with a Multicultural Excellence Award by the Association of National Advertisers (ANA) in 2001 2003 PepsiCo ranks no. 1 within soft drink industry in the Wall Street Journal’s “Shareholder Scoreboard.” Aquafina is named no.1 best-selling brand of bottled Water in the New York Times. 2002 Pepsi-Cola received a Reggie Award, the most prestigious award in the promotion marketing field, for its 2003 PepsiCo is recognized as one of “ America’s Top Corporations for Women’s Business Enterprises” by the WBENC. 2005 PepsiCo’s Lampoon Plant received the “Certificate of Bold Level” from AIDS Response Standard Organization (ASO Thailand) sponsored by Department of Labor Protection and Welfare, Ministry of Labor.

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ARADHANA SOFT DRINK COMPANY
(A subsidiary of PepsiCo India Holding Pvt. Ltd.)

Brief Profile Of Plant
 Plant construction started in 1991 under M/s Dhillon Kool Drinks & Beverages Ltd.  Commercial production commenced on 17th May, 1992 .  Aradhana Soft Drinks Company acquired the plant in Feb.2003 .  Commercial production under Aradhana Soft Drinks Company Started on 19th March,2003.  Annual Plant Volume for the year 2003 Cases  Annual Plant Volume for the year 2004 Cases  Annual Plant Volume for the year 2005 Cases  Annual Plant Volume for the year 2006 Cases 6.51 Million Raw 7.08 Million Raw 4.60 Million Raw 4.70 Million Raw

 Plant primarily caters to Haryana and Himachal Market.  Plant also caters to Punjab in respect of PET and slice requirements.  Himachal & Haryana distribution is entirely through a network of distributors – both direct and indirect.

Plant Infrastructure
 Total Land  Covered Area 9.5 Acres 4.0 Acres

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Tech Vision
The Tech team will create and sustain a competitive advantage for our business through ready availability of outstanding quality products at the lowest cost.

TPM POLICY–PANIPAT PLANT
“To Drive Customer Satisfaction By On Time Availability Of Products With Best Quality At Lowest Cost Through Empowered People Following Safe Processes.”

Product Range Of ASDC

Pepsi Mirinda Mountain Dew Slice 7up

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Plant Achievements
• • • • • • • • • • • Lowest water consumption Plant in the Pepsi India in 2007. Preliminary patent of the modified process have been applied. Recovery and recycling of in-process used water with no compromise on quality parameters. India BU First Plant in which BIOZYMES treatment is done to reduce generation of solid waste in Effluent Treatment Plant. Plant is a Rain water harvested site. 100% utilization of treated effluent in plant premises since 06. Continuous improvement in quality standards, HACCP certification in 08. First Plant in which TPM is being implemented in Pepsi bottling operation in the world business unit. Plant is on SAP. Lowest power consumption Plant in the Pepsi India in 2005, 2006 & 2007. Within first Top 3 in the business unit on productivity /cost. Acoustic chamber for all diesel generators.

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Mission Of Aradhana Soft Drink Company To manufacture , market products of international standard. • • • • Ensure that all company processes geared to deliver the highest level of customer satisfaction . Keep an employee-centric focus in all operation. Foster innovations and creativity at all levels. Deliver value to all stakeholders of the company.

HR Policy at Aradhana Soft Drink Company ASDC will always keep on striving for the development of competent and efficient employees at all levels to create , include and foster excellent working and learning environment: because it believes in nurturing strength of individual for developing mutual trust, support and positive attitude for achieving organizational goals to create a world class manufacturing organization and to remain the market leader in beverage section not only today but for all tomorrows to come. Customer Focus To build a high degree of customer confidence by providing increased value for his money through international standards of product quality, performance and superior customer services. Objectives of ASDC People development is a key strategic priority. We have set a target of developing and growing our people internally for long term career opportunities within PepsiCo. Towards this objective, we had introduced the Sales Academy Process. Profitability To provide a reasonable & adequate return on capital employed , primarily by optimum utilization of plant capacities, orienting the product mix towards value added products,

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better inventory, collecting realization faster from the dealers and reducing operational costs.

SIGNIFICANCE OF THE STUDY

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Significance Of The Study
The study is significant as it helps to find out the training needs of the associates in a manufacturing concern. HR management plays very vital role in today’s business firms. It is very challenging part of Business Management. Proper training programs and continuous skill analysis of workers is very compulsory for every organization in today’s Competitive Business Environment. In modern era, it is necessary to have multi skilled employees so that productivity can be increased. So the study helps to develop the required skills which are helpful for associates to perform various job in the organization. The study explains the various methods of training needs analysis. This study helps to find out the skill level of the associates and on the basis of existing skills possessed by the associates, training needs are identified. This study helps to implement the training programs according to the needs of the associates. So the study becomes relevant to understand the process of skill analysis of associates and to identify the training needs of associates in a manufacturing concern.

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OBJECTIVES OF THE STUDY

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OBJECTIVES OF THE STUDY
The main objective of this study is to identify the training needs of the associates in a production company PepsiCo. So the overall objective of this study is to identify the training needs of the associates performing various operations in the firm and to study the process of skill analysis of the associates. • • To study the process of skill analysis of the associates. To identify the training needs of the associates.

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CONCEPTUALIZATION

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CONCEPTUALIZATION
In this research report, a 5-point scale (0-4) is used. These five points represents the different levels of skills possessed by the associates. These 5 points represents Level 0- New entrant Level 1- Do not know theory & work little bit. Level 2- Know theory little bit but can work. Level 3- Know theory & work with confidence. Level 4- Train others. Level 0- The associate who is rated 0 at the 5-point scale is new entrant in the company. the required skills are not possessed by the associate and the theoretical knowledge about the work to be performed is also poor. Level 1- The associate who is rated 1 at the scale has no knowledge about the theory related to work and he is able to work a little bit. Level 2- This level signifies that the associate has little bit knowledge about the theory related to the work. Despite of having little theoretical knowledge about the work, he is able to perform the task assigned by the superior. Level 3- This level signifies that the associate has the required theoretical knowledge related to the work and perform all the operations with confidence. Level 4- This level signifies that the associate has complete theoretical knowledge and possess required skills. The associate rated at point 4 is efficient enough to train other associates.

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Skill Analysis Of Associates

ARADHANA SOFT DRINK: PANIPAT PLANT JOB SKILL PROFILE Approved by: Mr. R. K. Wasan Reviewed by: Mr. Hasmukh Mewada Name: Kedar Chand Job Definition- Syrup Making CSD Operation Sr. Generic Skills Required No. 1 Knowledge of safety parameters 2 Awareness of basic manufacturing process 3 Awareness of plant objective 4 Awareness of quality parameter 5 Awareness of productivity standards 6 Awareness of 5s 7 TPM Awareness Specific Skills Required 1 Calculation of sugar requirement for syrup preparation 2 Calculation of treated water requirement for syrup preparation 3 Compensation of sugar for process loss(sugar delta) 4 Monitoring and controlling of raw syrup temperature Calculation of amount of chemical and their usage with 5 proper contact time 6 Precoating process 7 Filteration process 8 Checking of carbon carryover and syrup temperature 9 Brix calculation and action in case of variance 10 Concentrate staging for confirmation by chemist and engineer 11 Addition of concentrate 12 Checking of final syrup for volume Skill Level Calculation of skill level Skill level = (0*1+4*2+13*3+2*4)/(0+4+13+2) = (0+8+39+8)/(0+4+13+2) = 55/19 = 2.89

Grade: 1 1 2 3 13 3 4 -

0

4

2

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OPERTIONAL DEFINITIONS

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OPERATIONAL DEFINITIONS Training
Training means the planned and organized activity to impart skills, techniques and methodologies to employers and their employees to assist them in establishing and maintaining employment and a place of employment that is safe and healthful.

Training Need
The concept of training needs refers to a discrepancy or gap between what an organization expects to happen and what actually occurs. Training needs identification forms the foundation of any training program. Training needs helps to perform a systematic exploration of the way things are and the way they should be.

Skill
Skill means the special knowledge for doing a particular task. Every job requires any type of skill for doing that job & every person has different skills and capabilities. Skill level of person affects the output of the job. In the organizations, every task requires a special type of skill for performing it in an efficient manner.

Skill Analysis
Skill analysis means to identify the skill level of the employees. Skill analysis is helpful in determining the existing skills possessed by the employees and to identify the required by the employees to perform the job efficiently.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Research methodology is the methodology which is used systematically to solve the research problem. When we talk about the research methodology we not only talk of research method but also consider the logic behind method we use in the context of our research study and explain that why we are using the particular method or technique so that research result are capable of being evaluated by the researcher himself or by others. RESEARCH DESIGN: 1) Exploratory research design:In this research, exploratory research design is used. This research design is used to discover the hidden concepts related to the associates in a manufacturing concern. In this research, exploratory research is used to discover the skills possessed by the associates and to explore training needs of the associates. 2) Descriptive research design:In this research, descriptive research design is used to describe the characteristics of a particular group. This research design is used to describe the operational skills possessed by the associates in the production department. SCOPE OF THE STUDY This study is conducted in the HR Department Of “Aradhana Soft Drinks Company (A Subsidiary Of PepsiCo International Pvt. Ltd.), Panipat-[Haryana]”. The scope of study is limited to ASDC, Panipat. This project is very significant for company as well as employees. This study is not meant for the top level employees in Aradhana Soft Drink Company. The study is mainly limited to the production department of the company. This study is confined to the 50 associates in the production department of ASDC.

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DATA COLLECTION METHODS The primary data is collected by the use of questionnaire method. Questionnaire method helped to get the fresh data. Secondary data is collected from • • • • Books Magazines Internet Journals

SAMPLING DESIGN Sampling may be defined as the selection of some part of an aggregate on the basis of which a judgement or inference about the total is made. Sampling design is the process of obtaining information about the population by examining the part of it. • Sampling Technique

Non – probability sampling technique is used in this study. In this technique, each and every sample unit does not have equal chance of being selected. • Sampling Method

Judgment and convenient sampling is used in this study as ASDC has chosen on the basis of past study of skills possessed by the associates. Convenient sampling is used as ASDC has chosen the associates who are working in day shift. • Sampling Unit

It defines the target population that will be sampled. It is answer who is to be sampled. It answers who is to be surveyed. In this study, the sampling unit are the associates in the production department.

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Sample Size

It indicates the number of people to be surveyed. Large sample gives more reliable results than small sample. But in this study, the sample size is not so large. The sample size is restricted to 50 respondent (Associates).

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DATA ANALYSIS

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Data Analysis

Question (1):- Are you satisfied with the system and procedure laid down by the top management which affects your job?

No. Of Employees

29%

0%

15%

Hghly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

56%

Interpretation:-This diagram reveals that 70% of the associates are satisfied with the system and procedure laid down by the top management. This shows that there is stability and transparencies in the policies .

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Question (2):- Does the role and Responsibilities of your job is clearly defined by your head?

No. Of employees

0% 4% 2%

9%

Hghly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

85%

Interpretation:- This diagram reveals that 95% associates are satisfied regarding roles and responsibilities. They are satisfied with their heads. This shows that there is continuous and regular flow of instruction by their respective bosses.

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Question (3):- Does the amount of workload on you is according to your job requirement?

No. Of employees

2%1%

8% Hghly Satisfied Satisfied Neutral Dissatisfied

89%

Interpretation:- This diagram reveals that 97% of associates satisfied with the workload assigned by their superior. Majority of associates believes that there is comfort workload. This shows that there is no stress among the associates regarding the workload.

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Question (4):- Does the amount of authority given to you is suitable to fulfill the responsibilities of your job?

No. Of em ployees

9% 20%

20% Hghly Satis fied S atisfied Neutral Diss atisfied 51%

Interpretation:-This diagram reveals that 70% of associates are satisfied with amount of authority assigned to them by their superior. This shows that there is parity between authority and responsibility.

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Question (5):- Does training and development programmed are executed whenever needed?

No. Of em ploy ees

6% 20%

5%

Hghly S atisfied S atisfied Neutral

2% 67%

Diss atisfied Highly Diss atisfied

Interpretation:-This study reveals that the approximately 30% associates are dissatisfied with training and development programs conducted by the company. This shows that training programs are not conducted at regular intervals. The associates are satisfied with the training program to some extent. It is needed to conduct the training programs at regular interval.

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Question (6):- Are you satisfied with working environment provided by the company?

No. Of employees

12%

8% 24%

Hghly Satisfied Satisfied Neutral Dissatisfied 15% Highly Dissatisfied

41%

Interpretation:- This diagram shows that approximately 50% associates are dissatisfied with the working environment. Level of dissatisfaction is high. Training is needed to create comparatively less noisy environment and to arrange the things in a systematic manner so that the working environment can be more efficient.

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Question (7):- Does the skills possessed by you sufficient to operate the machines?

No. Of employees

0%

29%

Hghly Satisfied Satisfied Neutral

59% 12%

Dissatisfied Highly Dissatisfied

Interpretation:- This diagram reveals that the skills possessed by them are not sufficient to operate the machines efficiently. They face problem in handling the machines. They need technical training to enhance their skills to handle the machines.

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Question (8):- Do your supervisor is capable enough to solve your grievances?

No. Of employees

20%

8% 31%

Hghly Satisfied Satisfied Neutral Dissatisfied

35%

6%

Highly Dissatisfied

Interpretation:- This diagram reveals that 55% associates are dissatisfied with the supervisor regarding grievance handling. As majority of associates are dissatisfied, this shows that there is lack of cooperative nature among them. .

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Question (9):- Do the training include new knowledge and skills?

No. Of em ployees

0%

12%

4%

25%

Highly S atisfied S atis fied Neutral Diss atisfied Highly Diss atisfied

59%

Interpretation:- This study reveals that 84% associates are satisfied with the training program provided by the company. This shows that training usually includes new subject matter which help them to learn something new every time.

Question (10):- Does the training content relate to your work? 66

No. Of employees

0% 9% 26%

0%

Highly Satisfied Satisfied Neutral 65% Dissatisfied Highly Dissatisfied

Interpretation:- This diagram shows that 90% associates are satisfied with the contents of the training provided by the company. This reveals that training subject is related to their work and it help the associates to do their job in better way.

Question (11):- Are you aware of company’s policies and procedures? 67

No. of employees

16%

Yes No 84%

Interpretation:- This diagram reveals that 84% associates are aware of the company’s policies and procedures. This shows that training programs and seminars are conducted by the company to update the associates about the company’s procedures and policies.

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Question(12):- Are you satisfied with the training program conducting by the company regarding safety needs?

No. Of employees

8% 22%

10%

Highly Satisfied Satisfied Neutral Dissatisfied 56% Highly Dissatisfied

4%

Interpretation:-This diagram reveals that 65% of associates are satisfied with training provided by the company for safety needs. Since majority of associates are satisfied with the training programs so there is less requirement of training related to safety needs.

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Skill Analysis Of Associates Associate- Kedar Chand Skill Mapping in Jan 2009 Operation Desired Skill Level
CSD syrub making Homogenizer operation CIP Juice syrup making Pasteurizer operation Syrup making operation-Hybrid juice Total 4 3 3 3 2 3 18

Existing Skill Level
3 3 3 3 1 1 14

FPR for skill enhancement
Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor

Associate- Kedar Chand Skill Mapping in July 2009 Operation Desired Skill Level
CSD syrub making Homogenizer operation CIP Juice syrup making Pasteurizer operation Syrup making operation-Hybrid juice Total 4 3 3 3 2 3 18

Existing Skill Level
3 3 3 3 1 2 15

FPR For Skill enhancement
Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor

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Skill Matrix

Kedar Chand [Jan 2009]

Syrup making operationHybrid juice

CSD syrub making 4 3 2 1 1 0 3 CIP 3 Juice syrup making 3 Homogenizer operation Desired Skill Existing Skill

Pasteurizer operation

Kedar Chand [July 2009]

Syrup making operationHybrid juice

CSD syrub making 4 3 2 1 2 0 3 CIP 3 Juice syrup making 3 Homogenizer operation Desired Skill Existing Skill

Pasteurizer operation

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FINDINGS OF THE STUDY

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FINDINGS
• • • • • • • There is no stress among the employees regarding their workload and they are highly motivated. Associates are satisfied with technical training provided by the company to some extent. Training contents are as per the requirement of the associates. Training programs are not conducted at regular intervals. Training and seminars are conducted to update the associates about policies and procedures. There is lack of cooperative nature among the associates. Training related to safety needs are also provided by the company.

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