IDEA FOUNDATION 3rd Floor, Kamar Education Trust Building, Nr.

Hotel Fortune Landmark, Usamanpura, Ahmedabad- 380 013. Gujarat, India.

Code No. 01535 TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL BY: DHARA PATEL 520956041 A Project report submitted in partial fulfilment of the requirement for the degree of Master of Business Administrator of Sikkim Manipal University, India.

Sikkim Manipal University of Health, Medical and technological & Technology sciences Distance education wing, Syndicate House, Manipal 576104.

ANNEXURE B

(STUDENT DECLRATION)

I hereby declare that the project entitled

TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL submitted in partial fulfillment of the requirement for the degree of Master Of Business Administrator of Sikkim Manipal University, India, is my original work and not submitted for the award of any other degree, diploma, fellowship, or any other similar or another similar title or prizes. I also declare that this project includes my own findings & done on my own efforts.

Place: Ahmedabad Date:

Name- DHARA PATEL Registration No: 520956041

ANNEXURE C

The project report of Name

TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL Is approved and is acceptable in quality and forms.

Internal Examiner

External Examiner

ANNEXURE D

This is to certify that the project report entitled TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL

Submitted in partial fulfilment of the requirement for the degree of Master Of Business Administrator of Sikkim Manipal University of Health, Medical and Technological sciences. DHARA PATEL Has worked under my supervision and guidance and that no part of this report has been submitted for the award of any other degree, diploma, fellowship, or any other similar or another similar title or prizes and that the work has not been published in journal or magazines.

(Reg. No: ) 520956041

Certified by: ( )

PREFACE

ONE MUST LEARN THING BY DOING IT.

It is a great opportunity for management students of Sikkim Manipal University to get exposure to the real corporate world as a part of academic curriculum of M.B.A. and get wide exposure to the real corporate world during industrial project.

The procedure, process of and systematic approach of this company inspires me to make report on Training Need Analysis situated at Vadilal Industries Ltd., Vadilal House, Navarangpura railway crossing, Ahmedabad.

Overall background of the company can be viewed precisely. Through this report as it covers complete process of Training Need Analysis of candidate in the organization.

ACKNOWLWDGEMENT

With great zeal, I present my individual Grand Project Report in MBA (SEM IV) on VADILAL INDUSTRY LTD. at Ahmedabad.

My Acknowledgement remains incomplete without great thanking to Mr. Kiran Patel (HR Executive) employee of Vadilal Industry.

I wish to express my sincere thanks to Mr. Trilok Sharma, the Director of IIMT, Ahmedabad and also my pleasures to my project guide Ms. Anu Gupta who providing relevant information of my project. It is due to his encouragement, valuable guidance and direction for this project work, which would not be finished without their help. It give me the immense pleasure to acknowledgement the thanks to all the persons who have given me their support and guidance for preparation of this project Training Need Analysis.

The prime objective of the training is to acquire comprehensive & analytical study of industrial environment.

EXCUTIVE SUMMERY

Vadilal group had its humble beginning, more than 80 year ago, when its founder, late Shri Vadilal GANDHI STARTED MANUFACTURING ice-cream with a hand cranked machine.

Today is the age of globalization, and competition has become a regular feature in every industry. Every player in the market has to strive hard to sustain. Good marketing strategies are always assisting the companies to survive and growth.

Consumers are the king of the market today. He is the one who chooses from all the available brands and selects the company of his will. The impact of digital revolution on consumer behaviour sets the tone for setting up the modern marketing strategies that includes the study of consumer behaviour, its diversity and its development.

The companies today use the training help of the employees. It is the important part of the employees, because it is help in better future progress in job.

Vadilal is one of the leading companies in the organized sector of ice-cream industry in India. I have tried conducting a survey on Training needs analysis in Vadilal employees. For this purpose I have prepared a questionnaire that includes most of the questions giving information about the overall what employees needs for training. The sample size was 35 employees the report also includes the important facts about the entire ice cream industry and SWAT analysis of all the major ice cream players of Gujarat including Vadilal.

INTRODUCTION TO VADILAL GROUP

VADILAL the name of conjures up image of ice-cream laden bowls and plethora of new flavours. Starting foam one man show with a hand cranked machine in 1926 as a small retail outlet, the ice-cream division now has a production caption of 1 lake 1 trs/day at 3 sophisticated plants, locked at Ahmadabad, Pundhara and Bareilly. These ISO 9002 certified plants for Pundhara and Bareilly are established in such a way that they are in consonance with the market expansion strategies of the division.

Vadilal has one of the largest cold chain networks in India, Comprising of 12 C&F agents, 250 distributors 15000 retailers. The network is kept alive by large fleet of refrigerated vehicles. Refrigeration equipment and freezer alive by large fleet of refrigerated vehicles. Refrigeration equipment and freezer are sourced from world leaders in the technology so as to deliver quality products to the consumers, which is a commitment at Vadilal.

Vadilal has 25% of the India ice-cream market as its share. But thats no surprise considering that the group has the largest range of ice-cram in the country in a variety of flavours, packs & forms. The group has a product matrix of over 200 SKUs comparing of cones of flavours of the mouth Under which the company develops and market one new flavour every month for its customers delight.

To provide products and services at an affordable price without compromising the quality, says Shri Ramchandrabhai Gandhi

Company History - Vadilal Industries

YEAR EVENTS 1961 - Vadilal Ice-cream Pvt. Ltd. was Incorporated on 12th June, to carry on the business of manufacture of ice cream candy. 1982 - The Company was incorporated in the name of Vadilal Oxygen Pvt. Ltd., on 28th April to carry on the business of purification and refilling of oxygen gas and selling the same. The Company objects in Processing of frozen fruits, vegetables and manufacture of ice cream. 1985 - The Company was amalgamated with Vadilal Oxygen Pvt. Ltd. effective 1st July. 1989 - Name of the Company was subsequently changed to Vadilal Industries Pvt. Ltd. and it became a Public Ltd., company from 4th August. It was promoted by Ramchandra R. Gandhi and Laxmanbhai R. Gandhi. 1991 - The processed foods and frozen vegetable division commenced activities in May. - The products such as canned/frozen tropical fruit juices and pulp canned/frozen vegetables are mainly exported. The commodities division comprises HPS groundnuts, soybeans extraction, sesame seeds, non-basmati rice etc. 1993 - The ice-cream division had introduced 300 flavours in 600 different packs. The company entered into a marketing arrangement with a leading Company in U.P. to manufacture and sell the products under the brand name and as per the quality stipulated. Similar arrangements are to be entered into with Companies in Tamil Nadu, Punjab, M.P., W.Bengal. In future, it was proposed to include extruded products, frozen desserts, low priced varieties like milk, lollies, mini milk fingers, fruit based ice creams etc. - The Company proposed to manufacture concentrated fruit juices/ pulps aseptically packed with an annual capacity of 16,200 TPA. Also frozen dessert an item containing vegetable fat and in low cholesterol was to be manufactured in novelty shapes and bulk packs in various flavours. 1994 - Exports of agricultural commodities such as HPS, soya bean natural and hulled sesame seeds and also vegetable and fruit pulps rose by 61% to Rs.18.46 crores when compared on an annualized basis and the overall working were reported to be satisfactory. - The company launched low fat calorie ice-cream `Vadilal Lite' in different flavours manufactured at Ahmedabad, Gujarat. - The Company undertook to install new machineries for IQF project (for manufacturing frozen vegetables and fruits) at Dharampur, Dist. Valsad, Gujarat. The Company

launched mango pulp, mixed fruit and pineapple jam, tomato ketchup sauce, sweet corn soup (cream style) and baked beans. - The Company installed wind farm unit with total capacity of 1.28 MW consisting of 4 Wind Turbine Generators (WTG) of 320 KW each and 400 KVA transformers at village Lamba, Dist. Jamnagar, Gujarat. 1995 - The Company was on the lookout for a foreign collaboration. - Additional WTGs of 320 KW each was installed at village Bhogat, Dist. Jamnagar, Gujarat. - The company received necessary permission for developing commercial building project name `Mahalay' off C.G. Road, Navrangpura, Ahmedabad at a cost of Rs.9 crores. 1996 - The company has installed IQF facilities at Dharampur plant at a total cost of Rs.6 crores by using fluidised bed-belt type continuous freezing technology imported from U.K. with a capacity of process 2 MT of fruits and vegetables per hour. - The Company has launched Manga/Pulp/Ral, frozen green peas into domestic market.

GLOBAL SCENARIO OF THE INDUSTRY

India is the worlds largest producer of milk, the second largest producer of fruits and vegetables, a major producer of spices, tea and coffee and has a large livestock population and vast marine wealth. In fact, India, one can say, is almost sitting on a goldmine of processed food. There is not only a potential for vast domestic market but also huge overseas market. Today, vadilal is the familiar name in every Indian household. What started as a one man show with a hand cranked ice-cream maker in a small retailer outlet has today grown to employ over 700 people. What started with the earning that could easily fit into a pocket, has today risen to an annual turnover of Rs 1250 million of which around 25% is contributing by the export? What started as a parlour with homemade ice-cream has already branched out into processed foods, chemical and specific gases, construction and real estate, forex advisory services. Vadilal has decided to be the major player of international processed food business from India. Vadilal has adopted some of the high quality standards like ISO 9001:2000&ISO 22000(HACCP) with advanced production techniques like IQF. Vadilals products are exported to more than 45 countries.

Today, companies have dynamic sales force of over 150 sales and marketing professionals. The company has effected change in its organizational structure and training inputs from time to time, in order to infuse a competitive spirit among peers and built a consolidated force of live wire professionals. Target achievement in monitored through an elaborate management information system across the rank and file. Vadilal has to challenge of time held its own in the country, even in the presence of global giants.

The company is exporting nearly 60 products in USA, UK, Canada, Kuwait, UAE, Singapore and New Zealand. The company has also started selling processed food products in domestic market.

Among the products, one is Choc-bar and King Cone all time favourites which have today attained the generic status. Another one is Kulfi-traditional Indian milk sweet. Some of their products are combination with confectioneries.

Since their products are highly perishable, quick transport and proper storage are of paramount importance. Hence the refrigeration equipment and deep freezes are imported from companies, which are world leaders in their respective fields. To ensure sufficient, timely and constant icecream supply, they have a cold chain network comprising there manufacturing plants (totaling a production capacity of 1.25 lack liter per day), about 23c&FA more than 500 distributors and over 40,000 Retailers.

NATIONAL SCENARIO OF THE INDUSTRY

The vadilal philosophy of providing its customers with products and services at affordable prices has resulted in the brand being a household name in India. Vadilal group has plans to set up a new ultra modern and highly sophisticated ice-cream manufacturing plant in the state of west Bengal. The plant would have a small unit for food processing. The plant would have a capacity of 50,000liters/day and will be located about at Sakhalin Industries Estate, Howrah 15 kms, from Kolkata. In 1982 the company was incorporated in the name of vadilal oxygen pvt.ltd. On 28 th April to carry on the business of purification and refilling of oxygen gas and selling the same. Head Quartered in Gujarat, the most industrialized state in India, the group had a turnover (198999) exceeding Rs 200 crores. Major companies of the group are listed in several Stock Exchange in India. The group has a larger investor base and it brand name Vadilal commands an excellent equity. Vadilal group is divided into two parts: Vadilal Industries Ltd: Vadilal Enterprise Ltd: An excellent product would be of little use if it didnt have somebody to maintain that excellence and give it to the world. That is how Vadilal enterprises the marketing arm of Vadilal Industries came into existence.

There are four plants of VADILAL INDUSTIES LTD 1 Pundra 2 Bareilly (UP) (These plant was establish for ice-cream division) 3 Dharampur (Valsad) (These plant was established for processed food division)

History of Vadilal Group in Gujarat Gujarat based Vadilal group has strongly denied that the company is up for sale. Vadilal Icecream is an almost 50-year old brand with two manufacturing facilities, in Gujarat and UP. Also, "Vadilal is over 80 years old company and has the largest cold chain network at national level. The brand sales is Rs 165 crore and has ambitious expansion plans with investment of over Rs 46 crore," the denial added. Its turnover in 2006 was Rs 97 crores, while its profit was a mere Rs 2 crores. Though, Vadilal is a major player in western India, with a 35% share of the market, nationally, it has just 7-8%. Sources say the company could fetch a total valuation of over Rs 200 crore and sources say the company could earn over Rs 100 crore. It may not be tough for Vadilal to find buyers. It is heard that domestic giant, ITC food tempted by the ice cream market and may soon launch its own ice cream brand.

History of Vadilal in Ahmedabad Ahmedabad- based Vadilal is the third largest ice-cream brand in India. AHMEDABAD: In 1907, a certain unassuming gentleman started a soda fountain outlet in Ahmedabad. He, later on, passed on the business to his son Ranchod, who ran a one-man show, and, with a hand-cranked machine, started a small retail outlet in 1926. What was started in 1907 by Vadilal Gandhi has now turned out to be third-largest ice-cream brand in India, which boasts of 500 distributors and more than 40,000 retailers. With its 120-plus flavours, Vadilal has one of the largest ranges of ice-creams in the country. Brand Vadilal firmly established itself in the early 1960s. With the entry of Vadilal's grandsons, the Gandhi family decided to ramp up operations and incorporated the company in 1961. Before introducing automatic machines around 1960, Gandhi family used to manufacture ice cream in wooden drums called Kothis.

CURRENT STATE OF THE INDUSTRY

The ice-cream industry in India today has a turnover of Rs. 15 billion (US$330 million). A quarter of this comes from the house of Vadilal alone. But thats no surprise, considering that they have the largest range of Ice-cream in the country-120 plus flavour, in variety of more than 250 packs and forms. The range includes cones, candies, bars, ice-lollies, small cups, big cups, family packs. Something for all tastes, preferences and brand.

To make it convenient for the customer to relish complete range under one roof, they have set up a chain of happinezz Parlours Ice-cream Boutiques so to say. Presently Vadilal has about 80 parlours across the country that ensures amazing Ice-cream preparation for its consumers. Number of people visits these parlours daily because they know that vadilal products contain the purest and creamiest milk, and the freshest and tastiest fruits and nuts.

The vadilal industries Ltd is also for export department. The industry exports the process food. Vadilal industries ltd is also very famous for their ice-cream all over India. Vadilal also develops the chemical, gas and manufacturing activity also.

Vadilal industries Ltd have achieved 25%market share of all over Indian Ice-Cream.

There are six divisions in Vadilal Industries ltd: 1. Ice-cream division 2. Process food division 3. Chemical division 4. Real estate 5. Forex division 6. Happinezz parlour

FUTURE SCOPE OF THE INDUSTRY

Vadilal observes a very strong market standing in the international front. Success at international market is attributed to systematic induction of marketing orientation and strengthening of marketing &distribution efforts. In the arena of Indian exporters, Vadilal is acknowledged as a visionary force. The products are being distributed under Vadilal Quick Treat brand in nearly thirty countries, which speaks loud enough about its popularity and global acceptance.

Also, in this area of globalization, competition and professionalization have bundle of opportunities available all over the world. Who would not want to grow and emerge as a winner in this corporate world? Todays employees are more ambitious and have bigger aspiration than the baby boomers. They want to grow fast and achieve their goals soon; they set higher goals and do not compromise in achieving these goals. They are hard working, sincere, enthusiastic, energetic and passionate and the most important is they dare to dream, to touch the sky. Today, employees are not stick to just one post and one organization throughout their working life. They want change Development in their career. This scenario had lead to the situation that no organization can afford to ignore the importance of inculcating career development in the organization if it desires to retain its performers and prevent the competitors to poach them.

PROSPECTS OF THE INDUSTRY

The manufacturing retail industry has given a boom to retailing of ice-creams as well. Ice-cream parlours have grown across the country. Be it after dinner or a celebration, ice-cream are for all occasions.

Vadilal stands among the most reputed and popular ice-cream brands in India. The company brings to you a unique opportunity to be a part of this ice-cream industry though its Happinezz parlours. These parlours are spread across the country and they serve the most delicious icecreams to the ice-cream lovers. As a franchisee not only are you getting associated with this esteemed brand but also with its high image?

H.R. PHILOSOPHY OF VADILAL ENTERPRISES

We believe that investment in human capital is of utmost importance in order to achieve and sustain growth. Vadilal Group has a progressive and a dynamic Human Resource (HR) philosophy. We understand that Human Resource Management is concerned with integrating people into a work environment, motivating them to work together effectively and providing them social, psychological and financial satisfaction this is what we exactly try to do. We believe in transforming our human capital into a key source of competitive advantage because we understand its value when tough competition is ruling the market scenario. Our strong value system is driven by result orientation, adaptability to change, humility and respect for subordinates and peers. We help the employees to harmonize their personal growth strategy with the growth strategy of the group. We believe our people are our most valuable asset who has made Vadilal what it is today; and it is they who will take us far beyond the horizon, in the days to come. Our Human Resource Department plays a major role in conducting specialized training programmers, encouraging innovative ideas, inculcating willingness to accept change and rewarding all this with an attractive incentive package. The building of which is control all the activities of Vadilal Industries Ltd it handle of various departments in like HR department, research department, management of system department etc.

The HR team at Vadilal Group believes that there is immense potential in every individual and that every individual would always want to achieve the best for himself and his family. The HR team also believes that success can never be achieved by being self centric but can only be achieved by aligning ones personal goals with the Organizations Goals.

For aligning ones personal goals with the Organizations goals the individual may do the following: 1. Always keep the Organizations Goal and Values in mind. 2 Always have a goal for yourself and see that your goal is helping the organization also in moving ahead 3. Perform ones individual task to ones fullest ability 4. Give ones full contribution to the team task

The HR team along with other related departments tries to give Va Delights the conducive environment to work in, challenging Assignments to prove oneself, differential remuneration to achieve end results and training and development to perform better in your Current job and also prepare for higher positions.

VADILAL CULTURE

Organizational Culture is the easiest thing to comprehend and at the same time the most difficult thing to define. This is because of the aura of mystique that surrounds Organizational Culture. The companys constant endeavour is to create a performance driven work culture with focus on employee satisfaction and retention. Development: Skilled Human Capital is critical for the growth of any organization. We believe in adding value to s human capital through various HR practices that co-exist in unison with each other. Performance reviews, training workshops are some of the tools that aid in nurturing the human capital. Quality: Quality is an integral part of the companys well-defined and dynamic HR policies and practices. The entire processes, development, achievement, performance evaluation and appraisals are driven by quality of output and result orientation. Work-Life: We believe in work life balance and hence we have flexible working hours at Corporate Office. This keeps our employees happy and we are able to achieve greater efficiency and effectiveness. Open Door: We have an open door management policy so that our employees are always free to discuss the problems they face and the management can always extend a helping hand to sort out

Code of Conduct The group believes that the image of any Organization perceived by employees and outsiders is based on multiple factors and one of such factor is the interaction between employees within the Organization and the interaction between employees and outsiders. Few of the points mentioned below give guidelines on how to maintain and improve this image. Self Discipline: The company believes in high standard of self discipline. The company expects the employees to be punctual in following work related deadlines. Employees should use reasonable care and skill in the discharge of duties and responsibilities and exercise of powers for the benefit and prosperity of the Company. Not to carry on any personal business in the factory premises during work hours. Employees should comply with Laws, Rules and Regulations related to their work and conduct. To keep the work place neat and clean and properly organized. Smoking and Tobaccos are strictly prohibited in the factory/office premises. The safety of people in the Workplace is a primary concern of the Company. Safety is every ones responsibility. Company policy prohibits sexual harassment and harassment based on medical conditions, race, religious creed, color, national origin or ancestry, physical or mental disability, etc. Protection and Proper Use of Companys Assets, thefts carelessness, and waste of the Companys assets and property have a direct impact on the Companys profitability. Companys assets should be used properly and only for legitimate business purposes.

REMUNERATION

Work Schedule: We are present a various locations and the work schedule is different for different locations. The work schedule is based on the needs of the location and the rules governing that particular location. The work schedule at the corporate office is from 9.15 am to 6.30 pm and the lunch break is from 1.00 to 1.30 pm. The Corporate Office has holidays on 2nd and 4th Saturdays of the month. The work schedule at the Manufacturing Facilities is based on shifts and its details are available with Local P & A depts. Employee Number: Every employee shall be given a Employee Number. The employee should remember this and should always mention this in any communication with P & A and HR dept. Attendance: Every employee is informed how his attendance is to be maintained in the company. Every Employee is given a punching card. The employee should punch this card whenever he enters or leaves the premises of his work place. If the employee has Vadilal User ID then he can see his attendance and submit the relevant reports to the P & A dept. Gate Pass: If during duty hours, you are going outside for official/personal work, you are required to obtain Gate Pass from your HOD which is to be handed over at the main gate before leaving the premises. Paid Holidays: The list of paid holidays is circulated to all in the month of December every year. Notices specifying the days observed by the companies as Holidays and Pay days are posted on the notice boards.

Leave & Absence: Your leave eligibility would be governed the rules and regulations governing the different companies. An informative table below mentions the different eligibility for the leaves. In case of emergency or if you are sick and unable to come to work, then please make sure that you inform your HOD about it. In normal circumstances the leaves should be preplanned. All your leave applications in the prescribed form should be submitted to P & A dept. in time. Prescribed forms are available with P & A Office. It is the employees responsibility to clear his attendance regularly and not wait till the final day of salary calculation. Reimbursements: The reimbursements are given through separate modes of payment. Medical Reimbursement For claiming this medical reimbursement under tax rebate clause you will have to produce medical bills. These medical bills can be of any expense incurred for medical treatment and is to be submitted with a forwarding application.

Company development

On 10th November, 2001 Vadilal Industries ltd. made a record by making the largest I SUNDAE ICE-CREAM. The ice cream was made using 4950 liters of ice cream, 125 kgs dry fruits and 39 liters of sauces. Length of the sundae was 20 feet and height of 9 feet.

The Bareilly plant has been awarded the coveted ISO 9001 Accreditation and HACCP

certification. Vadilal Ice cream has achieved 30%market share among Indian Ice Cream Industry and 60% market share in Gujarat. They have been awarded the ISO 9002 certification for quality system, by M/s Underwriters Laboratories Inc, USA.

Vadilal was also awarded the certificate of merit for excellent export performance by APEDA (Agricultural and Processed Foods Export Development Authority) Theirs is one of the largest marketing networks for industrial gases in Western India. It has larges cold chain network in India 25 Stock points all across the country 450 distributors in different cities Ice Cream sold through 20000 retail outlets Export House status by Govt. of India since 1994.

Managing Body: Mr.Rameshchandra R. Gandhi Mr.Virendra R. Gandhi Mr.Rajesh R. Gandhi Mr.C.M.Manjar Mr.V.G.Patel Mr.M.N Vora Mr.Laxmikant B.Patel Mr.Kshitish M.Shatt Mr.Dilip M.Patel

Chairman Vice-chairman M.D Directors

Company secretary:

Mr.Nikhil Patel

Auditors:

M/S Kantial Patel Charted accountant Ahmadabad.

Bankers:

Bank of baroda State bank of India UTI Bank South Indian bank Textile traders Co-operative

E-mall Address:

www.vadilalgroup.com www.vadilalmarkets.com

DIVISION OF VADILAL GROUP

VADILAL GROUP

ICE-CREAM DIVISION

PROCESSED FOOD DIVISION VADILAL CHEMICAL LTD. REAL ESTATE

FOREX AVISIORY SERVICES &FFMC

VADILAL HAPPINEZZ LTD.

1. ICE-CREAM DIVISION

Vadilal Ice Cream division has always been a hot favorite with the people both inside and outside the organization. In India, the name Vadilal is synonymous with Ice Cream.

Vadilal is the first organization sector that is making Ice Cream. A Vadilal industry is very popular for their Ice Cream. The name of Vadilal has connected with different types of Ice Cream and their flavour. Vadilal offers the widest range of Ice Cream flavours and frozen desert above 200 in the category in packs including cups, party pack family bricks, cones and candies. The Icecream Division now has a production capacity of 60,000 litters per day at three sophisticated manufacturing facilities in the country. The geographical locations of these facilities are such that they are in consonance with the market expansion strategies of the Division.

2. PROCESS FOOD DIVISION

Ahmedabad-based Vadilal Industries, known for its famous brand of ice cream, is all set to ramp up its frozen-food business. The company plans to launch frozen Naan and Tandoori, Paratha under the Quick Treat brand name within three months. South Indian food items like Dosa, Idli and Uttapam are also on the cards. In the first phase, we will launch the items in export markets like US and European countries including UK. Subsequently, we will explore the domestic market," Devanshu Gandhi, managing director, Vadilal Industries, said. He declined to divulge details about investment for the new project. "In the second phase, we will tie-up with domestic retail players to market the frozen food. At present, we are focusing more on north India and expanding our dealer base. We have set targets for exports and revenue but it is too early to comment," he added.

3. CHEMICAL DIVISION

Vadilal Chemicals Ltd. is a multilocational, multiproduct company of the Group. Since 1970 the company is engaged in manufacturing of Industrial and specialty gases, petroleum products are Nitrogen, VCL Argon, VCL Hydrogen, VCL Helium, Anhydrous Ammonia, and Liquor Ammonia Liquid Argon.

A Vadilal chemical limited is a leading player in the industrial gas business that supplies pure gases, industrial gases mixtures and specialty gases. We carry a high degree of commitment towards quality, safety and services to ensure full customer satisfaction.

4. REAL ESTATE

Vadilal, a name to reckon with in Ice Creams has always been at the forefront of innovation. Vadilal forayed in construction business in 1994. With the ever-increasing rapid growth of commercial sector, the persistent need for real estate is now getting more urgent. In spite of the various complexes coming up all across the city, there is a lot left to be desired, in terms of architecture, design and other details. This is the prime reason behind Vadilals foray into real estate and construction.

Company constructs the houses for selling purpose, for construction purpose organization has plant in THALTEJ near Ahmedabad .

5. FOREX DIVISION

Foreign Exchange Management, Commodity Market Advisory, is gaining importance now a days on account of its complexity, as also requires expert comments, advise, guidance, and also utmost important in view of the fact that the whole of FOREX and Commodity markets becoming very close. Treasury Management concept has been accepted by large organizations. Forex Advisory as a tool is also accepted widely by Exporters, Importers and Commodity Traders, because of timely and appropriate advise in relation to movements of the currency, commodity and money markets. VADILAL, a Company popularly known by VADILAL brand ICECREAM, has established FOREX Advisory and Exposure Management service. The basic idea of such establishment is to provide effective and relevant knowledge, advise, and guidance to Importers and Exporters and Commodity traders. BULLION Informative services of Gold, Silver, and Precious metals on International trading, quotes, rates, forwards, futures, etc. www.vadilalmarkets.com is prescribed by many as complete FOREX portal. It is a complete portal of information, interactive and intelligence providing multiple uses to Exporter, Importer and those trading in commodities.

6. HAPPINEZZ PARLOUR

Vadilals concept of serving ice creams with a difference was launched in 1991 with the name Happinezz. Happinezz parlours are now popular hangout places for all age groups. The Happinezz Parlours are the places to go to besides their stand-alone parlours, they also have a presence in many multiplexes and malls.. You can also get single scoop ice creams including seasonal specialities, milkshakes and ice-cream sodas at the parlours. Vadilal, a leading ice-cream maker of the nation is planning to increase the number of Happinezz Parlours and expand its horizons via franchising confirms Rajesh Gandhi, MD, Vadilal Industries Ltd. The company is soon going to launch one outlet each in Agra, Noida (UP), Faridabad and Gurgaon. In the coming two years, the brand will be focusing hard to open franchise Happinezz Parlours in various cities of Rajasthan, Haryana, Uttar Pradesh and Delhi. Vadilal is also looking at increasing the presence of the company owned stores that are currently limited to Ahmedabad only. Presently, the company is operating through 150 franchised outlets in different cities of Gujarat and Rajasthan. Presently Vadilal has about 88 parlours across the country that ensures amazing ice cream preparations for its consumers.

DEPARTMENT OF FROZEN FOOD

ICE-CREAM MARKETING

PRODUCTION DEPARTMEN T

QUALITY CONTROL

P&A DEPARTMENT

STORE DEPARTMEN T

MAINTAINANCE DEPARTMENT

REFREZERATIO & SERVICE DEPARTMENT (RSD)

PROCESS FOOD DIVISION HISTORY Vadilal entered the Horticulture Processing Industry in May 1991. Keeping pace with the changing times, our operations were expanded, supported by in-depth knowledge of export market and its dynamics. It did not take us long to add Processed Foods to the existing domain of Icecream. No wonder, the efforts resulted into our recognition as one of the pioneers in exports of Indian Frozen Food Products. Just adding one more business was not enough. No stone was left unturned in order to achieve highest standards of quality control. Equal importance was given to optimum cost-effectiveness, too. To accomplish these vital tasks, efficient support services were developed, where transportation and global distribution networks were put on top priority.

India identifies with its rich traditions, diverse customs and culinary expertise along with kaleidoscopic people. Freshness of food is a backbone for winning the hearts. We were determined to strengthen the same and to enhance the shelf life. So, to process the food, we use Individually Quick Frozen (IQF) technique, which involves fluidized belt type continuous freezing. Maintaining the highest standards of quality is the foundation stone at Vadilal. We always ensure to employ state-of-the-art production technology and strive to adhere to the international standards of quality. This attitude has nourished the basic objective of the company to become a global leader in Ethnic Indian Foods. There is no secret behind these milestones. It is nothing but our persistent and committed efforts to improve the quality of product as well as the same of customer service. The outstanding range of processed food presented to you by Vadilal ends your search for the food you crave for. And, the wide range of processed vegetables will erase the pre-conceived notion, if any, and will be an excellent daily substitute for the relishing preparations. Our endeavours to provide quality products are endorsed by ISO 9001:2000 and ISO 22000 (HACCP) certifications. We are also awarded the certificate of merit for excellence in export performance by APEDA. Our aim is also set to obtain the British Retail Consortium (BRC) certificate.

At Vadilal, the team of professionals is guided by the golden maxim Good people make Good products. Here, each and every activity is a remarkable result of effective TQM. It is a pride to mention that Vadial is a live know-how manual in Market Leadership. In the arena of Indian exporters, Vadilal is acknowledged as a visionary force. This is essential to be noted at the moment when the Ethnic Foods market, especially the Indian Ethnic Foods market, is growing at startling rate, globally. Brand franchise and supermarket promotions in USA, Canada, UK, Australia, New Zealand, Japan and Gulf Countries have given a head start to our brand. Today, Vadilal exports around 175 products, which include Canned and Frozen Vegetables such as Pigeon Peas, Lima Beans, French Beans, Surati Papdi Lilva, Okra, Bitter Gourd, Yam, Chilies etc., Curried Vegetables (Ready-to-eat) like Palak Paneer, Mutter Paneer, Dal Makhani, Punjabi Kadhi, Rajma, Punjabi Chhole, Undhiu, Patra, Pav Bhaji, Mix Veg. etc., Ready-to-cook (frozen) Parathas & Samosas along with Mango and other tropical fruit pulps, Slices & Dices, just to name a few. These products are being distributed under Vadilal Quick Treat brand in nearly 45 countries, which speaks loud enough about its popularity and global acceptance.

Quality and Food Safety Objectives

To achieve continual improvement in customer satisfaction by 5% during the year To train all employee in food hygiene during the year. To reduce the packing material losses by 5% during the year To ensure no product recall during the year with respect to the food hazards. To save 5% water per unit of production during the year. To save energy by 5% during the year

Quality and Food Safety Policy

We at vadilal industries limited firmly believe in providing quality and safe food products. We shall achieve these goals by continual improvements and updating process, system & skills of our employees. We aim to be the leader in the ice cream industry by recognizing and adopting the changing needs of our customers and win their confidence. We shall be there the statutory and regulatory requirements. We shall establish effective internal & external communication. We shall adopt quality and food safety standards ISO 9001:2000, ISO 22000:2005 & BRC global food standard.

Processed Food Division (GDP)

Agriculture represents almost one third of Indias GDP, which is highest among developed and developing countries. Moreover, India is worlds 2nd largest producer of vegetables and fruits. Food processing sector is the single largest organized customer of the agriculture sector. With focused approach of GOI for development of processed food industry, the production of processed Fruits & Vegetables in the country has increased a lot in recent years. The food processing sector is growing at 8 to 8.5 %. The prominent processed items are fruit pulps and juices, frozen fruits and vegetables, fruit based ready-to-serve beverages, canned fruits and Vegetables, jams, squashes, pickles, chutneys and dehydrated vegetables.

Future of the Industry looks very bright due to the developmental measures taken by Government. Due to recent WTO implementation of Agricultural treaties, now subsidies on Food products being given by European countries will be discontinued, therefore, Asian and other countries would be more competitive in international markets.

In its recent policies, Government of India has recognised the importance of Processed Food sector and decided to give boost to this industry through various policy measures. The excise duty on certain ready-to eat packaged foods is reduced to 8% from 16%. The sector has also been accorded priority sector status for the purpose of lending by Banks. This will result in increased credit flow to this industry segment.

The Ministry of Food Processing Industries is the main agency of the government responsible for developing a strong and vibrant food processing sector, with a view to create increased job opportunities in rural areas, enable the farmers to reap benefit from modern technology, create surplus for exports and stimulating demand for processed food. Agriculture & Processed Foods Export Development Authority (APEDA), an autonomous body under Ministry of Commerce, facilitates exports of agricultural & processed food products from India.

HR OVERVEIW IN VADILAL (FROZEN FOOD) 1. INDUCTION PROCESS: In Vadilal one day induction programme is done by H.R. department. Following points including in induction programme. Company overview Policies & procedure Joining formalities Introduction with different department heads Introduction with superior, subordinates & colleagues.

2. TRAINING PROCESS: In Vadilal training calendar is prepared by HR department with consultation of different department head. Technical as well as behavioural training given at Dharampur plant. In marketing department motivational training is organized by H.R. department. Internal as well as external training is given by the employee

3. MAN POWER PLANNING: In Vadilal manpower planning is done after discussion with different head of department. Different department head submit the requirement to HR department before the season. Higher management finalize the requirements.

4. RECRUITEMENT PROCESS: Based on the requirement submitted by the department head and arises due to resign, vacant HR department get the resume from. E-portals Consultants News paper advertisement References Campus recruitment

5. SELECTION PROCESS: In Vadilal following process has been followed for select the candidate. Preliminary interview by HR department. Final interview by department head.

6. PERFORMANCE APPRAISAL PROCESS: Appraisal forms issued to employee in July. Self evaluation is done by the employee. Face to face discussion with HOD and HOD review the performance on the bases of rating system.

7. COMPENSATION: Salary Incentive P.F. Gratuity Insurance Bonus

Remember, training is not what is ultimately important . Performance is. - Mare Rosenberg

AIM OF THE TITLE

To understand and evaluate the Training Need Analysis procedure at Vadilal Industries Ltd. in the Vadilal employees.

To make recommendation for better and positive results to the organization.

To give proper training as per their abilities and views.

To analysis the finding of the study.

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

Human resource management is a management function that helps manager to understand, develop and maintain required no of members for an organization. It is a function to deal with people, by people and for people. An organization must have set policies, definite procedures and well defined principle which contribute towards the effectiveness, continuity and stability of the organization.

The principle is an important function of management because; a good personnel policy of an organization ensures availability and maintenance of required types of candidate and also the removal of any dispute arising among the management and employees.

By observing the personnel policy at vadilal we can say that it has very good because the relations between the management and the employees are very good and the personnel department is able to obtain the personnel of the required qualification.

Their human resource department plays a major role in conducting specialized training programmers, encouraging innovative ideas, including willingness to accept change and rewarding all this with an attractive incentive package. They believe their people are the most valuable asset who has made vadilal what it is today, and it is they who will take us far beyond the horizon, in the days to come.

DEFINITION OF TRAINING NEED ANALYSIS A need assessment is the process of identifying performance requirement and the gap between what performances is required and what presently exists. Training is the act of increasing the knowledge and skills of an employee for doing a particular Job

- FLIPPO Training is the systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience.

- MICHAEL ARMSTRONG

TRAINING NEED ASSESMENT FUNCTION

The training needs assessment is a critical activity for the training and development function. Background: - Designing a training and development program involves a sequence of steps that can be grouped into five phases:

1) 2) 3) 4) 5)

Training need Assessment Instruction objectives Designing Programmed for Training Implementation Training Programmed Evaluation of Training Programmed

To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, The training manager must determine the who, what, when, where, why and how of training. The training manager must analyze as much information as possible about the following.

Organization and its goals and objectives. Jobs and related tasks that need to be learned. Competencies and skills that are need to perform the job. Individuals who are to be trained.

INSTRUCTONAL DESIGN PROCESS

ANALYZE

DESIGN

DEVELOP

IMPLEMENT

EVALUATE

The system model consists of five phases and should be repeated in a regular basis to make further improvements. The training should achieve the purpose of helping employees to perform their work to required standards. The steps involved in system model of training are as follows:

1.

Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc. The next step is to develop a performance measure on the basis of which actual performance would be evaluated.

2. Design and provide training to meet identified needs. This step requires developing

objectives of training identify the learning steps, sequencing and structuring the company.

3. Develop This phase requires listing the activities in the training program that will assist.

The participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system because one wrong step can lead to the

failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent

work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

LEVEL OF NEED ANALYSIS

There are the three levels of needs analysis: ORGANIZATION ANALYSIS, TASK ANALYSIS, And INDIVIDUAL ANALYSIS.

TRAINING NEED ANALYSIS

ORGANIZATONAL LEVEL

INDIVIDUAL LEVEL

OPERATIONAL LEVEL

1) Organization analysis:

It looks at the proposed training within the context of the organization. A prime consideration is whether or not the proposed training will be compatible with the organization strategy, goals and culture and whether employees are likely to transfer the skills they learn in training to their actual jobs.

If training is to be provided to a large number of employees throughout the organization, analysis should know which units should receive. The training first answers which units need it most. Alternatively, one may decide to begin with units known to be especially receptive to training in order to develop a record of success and a positive image for the training program among others in the organization.

The organizations future plans must also be considered. For instance a training specialist would not want to plan a massive training effort for a product process that top management plans to discontinue in a year of two. Finally the availability of trainers facilities, financial resources and the priorities of competing training programs must be considered as part of the organizational analysis.

2) Task analysis:

The duties and responsibilities of the job, together with the knowledge, skills and abilities needed to perform them are the focus of the second stage of needs analysis called task analysis.

The purpose of this step is to verify that task is important and employees should be trained for the same and also to develop in depth information about the task knowledge and procedures that should be taught. The trainer will need to call on subject matter experts such as superior and high performing employees to generate this information.

3) Individual analysis :

The final level of analysis looks at the individual to be trained. The individual analysis attempts to determine which employees should receive training and what their current levels of skill and knowledge. The trainer may single out individuals on the basis of their past performance or select an entire work group or all incumbents with a specific job title. Then the trainer assesses, or at least estimates, the skill and knowledge levels of the chosen trainees, so that the training is their too simple or too complex.

NEED OR IMPORTANT OF TRAINING

Training is a vital and necessary activity in all organizations. It plays a large part in determining the effectiveness and efficiency of the establishment. The need of or importance of training to a business firm or industry may be explained as follows:

Heightens morale: Possession of needed skills helps to meet such basic human needs as security and ego satisfaction. Elaborate personnel and human relations programmed can make a contribution towards morale, but hollow shells if there is no solid core of meaningful work done with knowledge, skill and pride.

Reduces supervision: The trained employee is one who can supervise himself. Both employee and supervisor want less supervision. But greater independence is not possible unless the employee is adequately trained.

Reduce labour problem: Employees are so well trained that they can experience the direct satisfaction associated with a sense of achievement and knowledge that they are developing their inherent capabilities at work.

Minimum accident and wastage: An important advantage of training is that accident, spoiled work and damage to machinery and equipment can be kept to minimum by well trained employees.

Increases productivity: Increased productivity is possible only when there is an increase in quantity of output. Training programmed by increasing skill, aptitude and abilities of workers result in increased productivity.

Increase organizational stability and flexibility: Stability, the ability of an organization to sustain its effectiveness despite the loss of key personnel can be developed only through creation of a reservoir of trained replacement, flexibility, the ability to adjust to short run variation in the volume of work, requires personnel with multiple skills to enable their transfer to jobs, where the demand is highest. There is no great organizational asset than of trained motivated personnel.

Fulfils to manpower needs: When the skills are required by a company, it often finds it most practical to select and train from within the organization rather than seek the skilled personnel from the outside labour market.

Benefits to employees: As employees acquire new knowledge and jobs skills, they increase their market value and earning power. The possession of useful skills changes their value to their employer and thereby increases their job security. Training may also qualify them for promotion to more responsible jobs. This of course, increases their pay and status.

Obsolescence prevention: Training and development programmed foster the indicative and creativity of employees and help to prevent manpower obsolescence which may be due to age, temperament or lack of motivation or the inability of a person to adapt himself to technological changes.

Learning time education: A well knit training programme reduces learning time to reach the level of acceptable performance.

TYPES OF NEED ANALYSIS

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

1)

Context analysis:-

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

2)

User analysis:-

Analysis dealing with potential participants and instructors involved in the process. The important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subjects, what their learning style is and who will conduct the training.

3)

Work analysis:-

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

4)

Content analysis:-

Analysis of documents, laws, procedures used on the job. This analysis answers questions about knowledge or information is used on this job. This information comes from manuals, documents or regulations. It is important that the content of the training does not conflict job requirements. An experienced works can assist in determining the appropriate content.

5) Training suitability analysis:-

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

6) Cost benefit analysis:Analysis of the return on investment of training. Effective training in a return of value to the organization that is greater than the initial investment to procedure or administer the training. There are some essential elements for the identification of a training need.

7) Young people:New entrants, who are undergoing intensive training before posting, People new to the job, new to the department of section will need special treatment when the time comes to integrate them into the work atmosphere.

Newcomers need helps to adjust to their new surroundings. Those who have served as an apprentice in another industry will have to learn to apply their skills in the new technical field. The dame applies to people who are transferred from another department of location.

8) People who are established in the job:We live in an age of accelerating change. People themselves experience change as they grow older. The implication is that people have to learn to cope with the change in their environment and with themselves.

9) People in groups:People spend a lot of time working in groups, attending meetings, working in conjunction with people from other departments. Meeting are very often ineffective or group problems occur on account of differences in objective. E.g the operations department seeks to maximize its output, maintenance at any cost, while the accounts department would like to impose cuts in expenditure.

TECHNIQUES FOR DETERMINING SPECIFIC TRAINING NEEDS

There are a number of practical methods you use to gather data about employees performance. Each words well in given circumstance; therefore, you must determine which the best be for you. None of these methods can stand alone. Always use at least two, if for no other reason to validate your findings. One of those should always be observation.

1) Observation: In this approach, an employees performance itself is you source of information. You evaluate a workers performance through first-hand observation and analysis. This is best accomplished by watching the worker and playing the role of non-participating observer. This means that you watch and listen and evaluate what you see and hear, but do not get involved in this 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. 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 you gain first- hand knowledge and understanding of the job being performed and the strength and weaknesses of the relevant worker.

2)

Interviews:

The use of interviews in conducting the needs analysis is strongly urged. The prime value of interview guides is that they ensure the same types of data from all sources. This allows you to determine whether a piece of information is one persons opinion, or part of a widespread perception. Since the interview guide forces you to ask each worker a number of predetermine question, you must select those question that are essential to what you are trying to learn. Interviews allow you to meet employees face to discuss their impressions of performance. Because you are in conversation with workers, you can explore their responses in depth. You can ask or clarification of comments and for examples of what they mean. In this way, you obtain a full understanding of their performance deficiencies.

3)

Questionnaires:

A questionnaire is a short of interview on paper. You create your own questionnaire by writing down all the question you want employees to answer for you. Then you mail it to them and await their responses. The key advantage of a questionnaire is that you can include every person from whom you want input. Employees can complete the questionnaire when and where they choose. You 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 big picture of what a large number of employees think while allowing everyone to fell that they have had an opportunity to participate in the needs analysis process.

4) Job description: 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 companywide in scope and should be detail 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 the job description and needs analysis is a relatively simple task. When an employees 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 employees the greatest amount of troubles and how this trouble can be reduce through better training.

6) Problem solving conference: Another time-tasted 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 or a new product, task or technology, or tied in with a training program. It is always helpful to utilise an outside consultant to moderate such session. This outside sponsorship has a tendency of letting the worker express the felling about his organization, and the session can then be geared to training needs. The current problem will evolve that represent potential areas for training.

7) Appraisal reviews:

During the periodic counselling performance interview, an employee should be questioned regarding the duties and training of our worker. Comments rendered during the appraisal interviews normally are genuine, and can frequently assist in establishing the needs, variations and penetrations that training program should include. Feedback at appraisal interview time is valuable since it is timely information. Training needs differ from worker to worker, and appraisal session allows the employees and supervisor/manager to uncover the cause of weaknesses in performance. These deficiencies represent areas for training.

Whatever the method used to identify training needs, at least the following three points must be kept in view:

1)

These methods should be used in combination; that is, there should never be reliance on only one method

2)

They may be used to identify training needs of each of the various groups of employees

3)

They should be applied to individual employees since training needs will vary with the individual employee.

APPROACHES OF THE TITLE

There are TWO approaches (proactive and reactive) to training need analysis:

Proactive TRAINING NEEDS ANALYSIS:-

The proactive TNA focuses human resources requirements. The HR function needs to be involved in the development of a strategic plan (SWAT analysis). From the resulting unit objectives, HR must develop unit strategies and tactics to be sure the organization has employees with the required KSA (Knowledge, Skills, and Abilities) in each of the critical jobs based on future KSA requirements. Two approaches can be taken to develop needed KSA. Prepare employees for promotions/ transfers to different jobs. Prepare employees for changes in their current jobs.

An effective, proactive procedure used for promotion and transfers is succession planning. Succession planning is the identification and development of employees who are perceived to be of high potential. The first step in development of a succession plan is to identify key positions in the organization. These positions, if left vacant for any length of time, would negatively affect organizational functioning. In practice, these positions often are high-level management positions such as vice president of finance, plant manager and so forth, but they could be at any level. Once the positions are identified, employees with the potential to fill these key positions are identified. Information is then provided on employees readiness to fill the position if it becomes vacant. This information becomes the TNA.

When preparing employees for change in their current jobs, it is important that the TNA identify the changes that are expected based on strategic objectives. Once expected changes are determined, new KSA required for that job can be identified. These future KSA can be compared with the incumbents current KSA, and any discrepancies can then be addressed through training.

MEANING OF RESEARCH

Research is composed of two syllables, a prefix RE and a verb SEARCH.

RE means again, anew, over again.

SEARCH means to examine closely and carefully, to test and try, to probe.

The two words form a noun to describe a careful and systematic study in some field of knowledge, undertaken to establish facts or principles.

Research is an organized and systematic way of finding answers to questions.

DEFINITION OF RESEARCH
In the broadest sense of the word, the definition of research includes any gathering of data, information and facts for the advancement of knowledge.

The Wheel of Science:Theory Hypotheses Observation Empirical Generalization

DEFINITION OF METHOD
Methods are techniques for data collection, for data analysis, and so forth. They are practical, but are theoretically informed.

DEFINITION OF METHODOLOGY

This refers to theories of how research proceeds, and includes, for instance, consideration of methods, of participants, but also what role the research has, ethics and so forth. Feminists, for instance, have pointed to the interdependence of researcher and research. It is broader and more theoretically or politically informed that methods are seen to be. Methods can be used in new methodologies in new or alternative ways from those in which they are traditionally used.

OBJECTIVES OF RESEARCH

The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Though each research study has its own specific purpose, we may think of research objectives as falling into a number of following broad groupings:

1) To gain familiarity with a phenomenon or to achieve new insights into it (studies with this objective in view are termed as Exploratory or Formulative research).

2) To portray accurately the characteristics of a particular individual, situation or a group (studies with this object in view are known as descriptive research studies).

3) To determine the frequency with which something occurs or with which it is associated with something else (studies with this object in view are known as diagnostic research).

4) To test a hypothesis of a casual relationship between variables (such studies are known as hypothesis testing research studies).

Types of Research

1) Exploratory Research: Undertaken with the aim of clarifying ambiguous problems General problems usually known but not sufficiently understood The purpose is to get more information, not to uncover specific courses of action (subsequent research). Determining a specific course of action to follow is not a purpose of exploratory research! Example: Child-Care support programme for employees 2) Descriptive Research: undertaken with the aim of determining the characteristics of a population or phenomenon Previous knowledge of problem exists High degree of precision or accuracy required Examples: Who are the main consumers of organic foods? How many students read the prescribed course literature? Where do most holiday-makers travelling overseas go? When do petrol stations tend to raise their prices? 3) Causal Research: undertaken with the aim of identifying cause and effect relationships amongst variables are normally preceeded by exploratory and descriptive research studies Often difficult to determine because of the influence of other variables (concommitant Variation and the presence of other hidden variables)

Example: Higher ice-cream consumption causes more people to drown (indicative of a causal relationship (?)

STEGES IN RESEARCH PROCESS

DEFINE PROBLEM

PLANNING A RESEARCH DESIGN

CONCLUSION AND REPORT

PLANNING A SIMPLE

PROCESSING AND ANALYSIS THE DATA

GATHERING THE DATA

CHARECTRISTICS OF A GOOD SAMPLE DESIGN

From what has been stated above, we can list down the characteristics of a good sample design as under:

Sample design must result in a truly representative sample. Sample design must be such which results in a small sampling error. Sample design must be variable in the context of funds available for the research study. Sample design must be such so that systematic bias can be controlled in a better way. Sample should be such that the results of the sample study can be applied, in general, for the universe with a reasonable level of confidence.

OBJECTIVES OF STUDY

To study the TRAINING NEED ANALYSIS of Vadial (frozen food) Industrys employees of Ahmedabad.

SUB OBJECTIVE

To study significance of various attributes of training need is effective in frozen foods employees. To study these employees needs training.

RESEARCH DESIGN OF THE STUDY

Research design is basic plan. This guides the data collection and analysis phases of the project it is the frame work. I have used descriptive cross sectional design in my project. A type of research design involving the collection of information from any given sample of population elements only once. I have collected information from 35 employees feel that training is needed.

DATA COLLECTIN

Data sources:-

Make research data can be broadly classified as primary data and secondary data. Secondary data is either internal or external. So it is cheaper and more quickly obtain the primary data and may also be available where primary data could not be obtain at all.

PRIMARY DATA:-

We collect primary data during the course of doing experiments in an experimental research but in case we do research of the descriptive types and perform surveys, whether sample surveys or census survey, then we can obtain primary data either through observation or through direct communication with respondents in one form or another or through personal interviews. This in other words, means that there are several methods of collecting primary data, particularly in surveys and descriptive researches. In this research topic, to collect primary data through direct contact with the Employees (Questionnaire).

COLLECTION OF DATA THROUGH QUESTIONNAIRES:

This method of data collection is quite popular, particularly in case of big enquiries. It is being adopted by private individual, research workers, private and public organizations and even by governments.

In this method a questionnaire is sent to the persons concerned with a request to answer the questions and return the questionnaire. A questionnaire consists of a number of questions printed or typed in a definite order on a form or set of forms.

The questionnaire is mailed to respondents: Who are expected to read and understand the questions and write down the reply in the space meant for the purpose in the questionnaire itself? The respondents have to answer the questions on their own.

The method of collecting data by mailing the questionnaire to respondents in most extensively employed in various economic and business surveys.

SECONDARY DATA

Secondary data means data that are already available i.e. they refer to the data which have already been collected and analyzed by someone else. When the researcher utilizes secondary data, then he has to look into various sources from where he can obtain them. In this case he is certainly not confronted with the problems that are usually associated with the collection of original data.

LIMITATION OF THE STUDY

Total allotted time of three month for the research work is too short for reaching over concrete conclusion. It is quite difficult to complete the research study in such short duration. As our selected topic is Training Need Analysis, it is compulsory for us to collect the data personally. It is quite difficult that all persons are available on the right time at their place. As I have to collect the data from the persons who have joined the company during the period of last two years, it is quite difficult to find appropriate no of persons in such category. Employees are not ready to share the fact because they have a fear of sharing the data with their superiors. Data has to be collected during the working hours of employee; number of employees was refused to allot their precious time. As our questionnaire was objective, different person had different opinion on the same questions. So, it becomes difficult to analyze the data.

HYPOTHESIS OF THE STUDY

WHAT IS A HYPOTHESIS? Hypo means less than & thesis means generally field view. So, hypothesis is a less generally held view.

Ordinarily, when one talks about hypothesis, one simply means a mere assumption or some supposition to be proved or disproved. But for a researcher hypothesis is a formal question that he intends to resolve. Thus a hypothesis may be defined as a proposition or a set of proposition set forth as an explanation for the occurrence of some specified group of phenomena either asserted merely as a provisional conjecture to guide some investigation or accepted as highly probable in the light of established facts. Quite often a research hypothesis is a predictive statement, capable of being tested by scientific methods, that relates an independent variable to some dependent variable.

CHARACTERISTICS OF HYPOTHESIS

Hypothesis should be clear and precise. If the hypothesis is not clear and precise, the inference drawn on its basis tested. In a swamp of un testable hypothesis, many a time the research programs have bogged down. Some prior study may be done by researcher in order to make hypothesis a testable one. A hypothesis is testable if other deductions can be made from it which, in turn, can be confirmed or disproved by observation. Hypothesis should state relationship between variables, if it happens to be a relational hypothesis. Hypothesis should be limited in scope and must be specific. A researcher must remember that narrower hypothesis are generally more testable and he should develop such hypothesis. Hypothesis should be stated as far as possible in most simple terms so that the same is easily understandable by all concerned. But one must remember that simplicity of hypothesis has nothing to do with its significance.

NULL HYPTHESIS: - H0 ALTENATIVE HYPOTHESIS: - H1

VARIABLES

A variable is a measurable characteristic that varies. There are three common variable types:

Dependent variables: Show the effect of manipulating or introducing the independent variables. The variation in the dependent Variable depends on the variation in the independent variable.

Independent variables: Are those that the researcher has control over. This "control" may involve manipulating existing variables (e.g., modifying existing methods of instruction) or introducing new variables (e.g., adopting a totally new method for some sections of a class) in the research setting.

Control variables: Research studies are very complex processes. It is not possible to consider every variable in a single study. Therefore, the variables that are not measured in a particular study must be held constant, neutralized/balanced, or eliminated, so they will not have a biasing effect on the other variables. Variables that have been controlled in this way are called control variables.

QUE: 1

Do you feel that training is needed in the organisation?

Yes No

31 4

11%

yes

no

89%

ANALYSIS:In Vadilal organization, out of 35 employees 89% are feels that training is required and 11% are not requires training. INTERPRETATION:Finally I found that maximum employees want the training programme.

QUE: 2

How many training program have you attended in last year? Zero One Two Six 18 11 5 1

18 16 14 12 10 18 8 6 4 2 0 zero one two six 5 1 11

ANALYSIS:During the survey, I found that till now 18 employees are not attended any of training programmes, 11 employees are one attended training programmes, 1 employee is six attended training programme. INTERPRETATION:So I found that maximum employees are not attended training programme in last year. Because only one employee is attended six training programmes.

QUE: 3

What areas listed below would you like to take training? Communication skill Marketing etiquette Customer satisfaction Negotiation skill Motivation 4 10 16 5 6

Personality development 7 System related training 4

8% 13%

8% 19%

Communication skill Marketing etiquette Customer satisfaction

11% Negotiation skill 10% 31% Personality development System related training Motivation

ANALYSIS:According to the survey, 31% employees are customer satisfaction, 19% employees are marketing etiquette and 13% employees are personality development. INTERPRETATION:Finally I found that maximum employees are wants training customer satisfaction and marketing etiquette.

QUE: 4

Which method of training do you feel would be most effective?

Class room Video/slide show Outside org. training Work shop

22 8 3 2

6% 8% Class room Video/slide show 23% 63% Work shop Outside org. training

ANALYSIS:After the survey, 63% employees are likes training more effective in class room, 23% employees are likes training more effective in video/slide show.

INTERPRETATION:Finally I found that more employees are likes training more effective in class room.

QUE: 5

How often would you like to have opportunity to participate in training?

Weekly Monthly Fortnightly Quarterly

5 22 4 4

25 20 15 10 5 5 0 Weekly Monthly Fortnightly Quarterly 4 4 22

Interpretation-: During the survey, 22 employees are wants to monthly participate in training and very less employees are wants to weekly, Fortnightly and quarterly participate in training. Finally I found maximum employees are monthly participating in training programmes.

QUE:6

Improve my job skills Increase my knowledge base Advance my career Improve the system of the organization

6 19 4 6

My prime goal for training is to?

17%

17%

Improve my job skills Increase my knowledge base Advance my career Improve the system of the organization

12%

54%

Interpretation-: In the survey, 54% employees are increase knowledge skill, 17% employees are improve job skill and improve the system of the organization. Finally I found that 54 % employees are increase knowledge skills.

QUE:9

At what level the training opportunity help you to do your job better?

Excellent Very good Good Average Bellow average

4 23 5 3 0

23

5 3 0

Excellent

Very good

Good

Average

Bellow average

Interpretation-: During the survey 23 employees are says that (very good) training to helps better job, 5 employees says that good training to helps better job. Finally I found that 23 employees are very good training to helps better job.

QUE: 10

Have you been transferred to one job to another job in organization? And training has been given for new job profile.

Yes No

23 12

34%

Yes No

66%

Interpretation-: According to the survey, 66% employees says that one job to another job transfer and training has given in new job, and 34% employees are not transfer a job. Finally I found 66 % employees are transfer a job and facility of training.

QUE: 11 At what level management takes into consideration of training need whatever you have mentioned in performance appraisal?

Excellent Very good Good Average Bellow average

10 16 8 1 0

16 10

8 1

0 Bellow average

Excellent

Very good

Good

Average

Interpretation-: During the survey, I found that 10 employees found training level excellent, 16 consider them as very good & 8 consider them as good. So, overall 97 % of employees give positive response towards training level.

Hypotheses testing based on chi-squares

Chi-square test
The chi-square is one of the most popular statistics because it is easy to calculate and interpret. There are two kinds of chi-square tests. The first is called a one-way analysis, and the second is called a two-way analysis. The purpose of both is to determine whether the observed frequencies (counts) markedly differ from the frequencies that we would expect by chance. The observed cell frequencies are organized in rows and columns like a spreadsheet. This table of observed cell frequencies is called a contingency table, and the chi-square test if part of a contingency table analysis. Actually, chi square tests allow us to do a lot more than just test for the quality of several proportions. I have used chi square test in QUE.3 of the questionnaire to verify whether the different factors like, (customer satisfaction and marketing etiquette) because it is important for employees of training.

Formula of chi square=

H0: Employees are interested in training H1: Employees are not interested in training

Calculation of chi-square No of sample = 35 Observation Customer satisfaction Interested area Non interested area Total 35 35 70 16 19 Marketing etiquette 10 25 26 44 Total

Expected Observation Interested area Non interested area Customer satisfaction Marketing etiquette 26*35 = 13 44*35 = 22 26*3570 = 13 44*3570 = 22

Chi- square table Observation E (O-E) (O-E)

2

/E

16 19

13 22

3 -3

0.6923 0.4090

10 25

13 22 X2

-3 3

0.6923 0.4090 2.2026

Level of significance = 5% Degree of freedom = (no. of rows-1)(no. of columns-1) = (2-1) (2-1) = 1tab (3.841) X2cal = 2.2026 Results: Since X2cal (2.2026) < X2 tab (3.841) Ho is accepted.

Conclusion