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Training and Development

STATEMENT OF THE PROBLEM
Training means making people more efficient and skilful in the work. Training starts after the recruitment of the employees and workers. Training is being given to all levels of people in the organization in order to improve their capabilities in their work. Training is an act of improving and importing skills and knowledge in the employees to do a particular job. Training is job related and it is applied and practical one. Training is given for shorts duration. Training and Development is the process of improving the over all personality of the individual. It is the combination of both training and education. This is for top level as they have known about the total environment and known about the education and training. This is continuous process. It initiates from individual and this is the result of the inner motivation. This is to meet future needs. Training and Development is provided by almost all organizations. Now-adays as it is very important factor for the improvement and increase in productivity of the employees and workers. Organization has to spend time and investment for the training and development programs. It help for improvement of both employees and workers and in taken organization also.

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Training and Development

INTRODUCTION
The study is on Training and Development. Once the employees have been selected for various positions in an organization training them for specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. The major out come of training is learning. A trainee learns new habits and useful knowledge during the training that helps him to improve performance. It enables to do his present job more effectively and prepare himself for higher job. The study is confined to employees of the organization of various departments and the sample size is 50 from the total employees. The data is collected from internal sources of personnel department external sources such as internet, magazines, etc. Questionnaire consists of 20 questions which are related to the training and development programs conducted by Nutrine Confectionary Company Ltd., Training and Development helps both the employees and the organization. So it is important to study the measures provided by the organization in improving employee performance.

Vijayam Degree and PG College, Chittoor

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Training and Development Training and Development objectives
The principal objective of Training and Development division is to make sure the availability of a skilled and willing workforce to an organisation. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

Individual objectives: -

Help employees in achieving their personal goals, which in turn enhances the individual contribution to an organisation.

Organisational objectives:Functional objective:Social objective:-

Assist the organisation with its primary
objective by bringing individual effectiveness.

Maintain the departments contribution at a level
suitable to the organisation’s needs.

Ensure that an organisation is ethically and
socially responsible to the needs and challenges of the society.

Importance of training objectives
Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counter argument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of training program. Training objectives are of great significance from a number of stakeholders perspectives. 1. Trainer 2. Trainee 3. Designer 4. Evaluator

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Training and Development Trainer: The training objective is also beneficial to trainer because it helps the trainer to measure the progress and make the required adjustments. then the likelihood of achieving those goals in much higher than the situation in which no goal is set. the training may not be designed appropriately. Secondly. Therefore. dealing In unexpected situation i. Designer: The Training objective is beneficial to the training designer Because if the designer is aware what is to be achieved in the end then he will buy the Training package according to that only. Thirdly if the goal is set to be challenging and motivating. Further more Planning always helps in dealing effectively in an unexpected solution. Also trainer comes in a position to establish a relationship between objectives and particular segments of training. The Training Designer would then look for the Training methods. the Designer will design a training program that will include ways to improve The interpersonal skills. training objectives helps in increasing the probability that the participants will be successful in training. Not knowing anything or going toplace which is unknown creates anxiety that can negatively affect learning. Chittoor Page 4 . Since the objective is known. it is important to keep the participants aware of the happenings rather than keeping it surprise.e. it helps in increase in concentration. Vijayam Degree and PG College. when there is a defect in a product or when a Customer is angry. Therefore. which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. training equipments. such as verbal and non verbal language. And training content according to achieve those objectives. Therefore. An example : the objective of one training program is to deal effectively With customers to increase the sales. Trainee: The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. without any guidance.

senior management team is now increasing the role of training. waste of time. If training is not considered as a priority or not seen as a vital part in the organisation. The training and development activities are now equally important with that of other HR functions. etc depends on training for its survival. production. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Vijayam Degree and PG College. the relationship between the training function and other management activity is Also changing. then it is difficult to accept that such a company has effectively carried out HRM. etc.Training and Development Evaluator: It becomes easy for the training evaluator to measure the progress Of the trainees because the objectives define the expected performance of Trainees. Chittoor Page 5 . achieving their professional and personal goals. Training actually provides the opportunity to raise the profile development Activities in the organisation. Gone are the days. finance. resources and money. As a result training is given on a variety of skill development and covers a multitude of courses. Training is now important tool of Human resource Management to control the attrition rate because it helps in moving employees. increasing the level of job satisfaction. when training was considered to be futile. Training objective is an important to tool to judge the performance of Participants. Now a days Training is an investment because the department such as. Training and human resource management: The HR functioning is changing with time and with this change. marketing and sales HR. To increase the commitment level of employees and growth in quality movement (concept of HRM).

Active involvement in employee education. Providing pre-employment market oriented skill development Flexible access i. there are some internal and external forces. skills. explained below. It establishes a logical relationship between the sequential stages in the process of training need analysis (TNA). 4. The training system A system is a combination of things or parts that must work together to perform a particular function. finance. functions. Organisation are working in open environment i. man. delivering and evaluating. Rewards for improvement in performance. The system approach views training as a subsystem of an organisation. 3. 2. An organisation is a system and training is a sub system of the organisation. marketing & sales. etc depends on training for its survival. Out of this planned effort. formulating.e. one such basic model of 5 steps is system model i. The output can be tangible or intangible depending upon the organisations requirement. and attitude. any time any where Training. production. Education and post employment support for advanced education and training Models of Training Training is a sub. Training is a transforming process that require some input and in turn it produce output in the form of knowledge. time required in every system to produce a product or services. Rewards to be associated with self esteem and self worth.e. There are 4 necessary inputs i.Training and Development Role of HRD professionals in Training This is the era of cut-throat competition and with this changing Scenario of business: the role of HR professionals in Training has been widened. technology. Chittoor Page 6 . HR. A system approach to training is planned creation of training program. And every system must have some output from these inputs in order to survive.e. HR role now is: 1.system of the organisation because the department such as. This approach uses step by step procedures to solve the problems. System approach can be used to examine broad issues like objectives. material. Under systematic approach training is undertaken on planned basis. that posses threats and opportunities therefore trainers Vijayam Degree and PG College. and aim.e. 5.

2. Implementing is the hardest part of system because one wrong step Evaluating each phase so as to make sure it has achieved its aim in leads to the failure of whole training program. 3. 5. estimating training cost. selecting delivery method. Develop. The internal forces are various demands of the organisation for a better learning environment. The training should achieve the purpose of helping employee to perform their work to required standards.Training and Development need to be aware of these forces which may be impact on the content. what they need to learn. examining the training material. and conduct of the training efforts. identifying the learning steps. The next step is to develop a performance measure on the basis of Design and provide training to meet identified needs. Chittoor Page 7 .This phase requires listing the activities in the training program that will assist the participants to learn. System model Instructional system development model Transitional model System model training: The system model consists of five phases and should be repeated on a regular basis to make further improvements. developing objectives of training. 4. terms of subsequent work performance. form.e. Analyze and identify the training needs i. sequencing and structuring the contents. 6. validating information to be imparted to make sure it accomplishes all the goals & objectives. 2. Instructional system Vijayam Degree and PG College. to analyze the department. etc. The three model of training are: 1. job. employees requirement. Models of training are as follows: 1. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices Instructional system development models (ISD). This step requires which actual performance would be evaluated. who needs training. 3. need to be up to date with the latest technologies.

TRAINING is the process of learning a sequence of programmed behaviour. Reinforcement Vijayam Degree and PG College. which bring about growth of the personality. It is an application of knowledge. It requires trainee can correct his mistake. Effectiveness of training depends upon motivation. It gives people an awareness of the rules and procedures to guide their behaviour. Chittoor Page 8 . Training objectives are defined on the basis of job responsibilities and job description and on the basis of defined objectives individual programs is measured. Learning experience must be designed so learners can see how it will help in achieving the goals of the organisation. sequencing the content.a-days in the organisation because it is concerned with the training need on the job performance.Training and Development development model was made to answer the training problems. Feedback Training requires feedback. DEVELOPMENT is a related process. which improve job performance. but also those. Difference between Training and Development Training and Development go hand and are often used synonymously but there is a difference between them. It intends to improve their performance on the current job and prepares them for an intended job. Principles of Training:Motivation Learning is enhanced when the learner is motivated. It helps individual in the progress towards maturity and actualisation of potential of capabilities so that they can become not only good employees but better human beings. It covers not only those activities. Only getting information about how he is doing to achieve goals. This model is widely used now. This model also helps in determining and developing the favourable strategies. he can correct the deviations. and delivering media for the types of training objectives to be achieved.

When the trainees practice actually. Training Inputs There are three basic type of inputs: 1. Types of Training Training is required for several purposes. Training must be geared to the intelligence and aptitude of individual trainee. and he has developed the necessary skills. Knowledge The primary purpose of training is to establishing a sound relationship is at its best when the workers attitude to the job is right. Chittoor Page 9 . Accordingly training Programs may be of the following types: • Orientation training: Induction and orientation training seeks to adjust newly appointed employees to the work environment. attitudes and knowledge of employees so that they perform their jobs most efficiently and effectively. Practice Practice increases a trainee’s performance. Skills 2.Training and Development The principle of reinforcement tells the behaviours that are positively reinforced are encouraged and sustained. It increases the likelihood that a learned behaviour well be repeated. his superiors and Vijayam Degree and PG College. Attitude 3. when the workers knowledge of the job is adequate. Individuals vary in intelligence and aptitude from person to person. Every new employee needs to be made fully familiar with his job. Training activities in an industrial organisation are aimed at making desired modifications in skills. thy gain confidence and are less likely to make errors or to forget what they have learned. Individual difference Individual training is costly. Group training is advantageous to the organisation.

Short term refresher courses have become popular on account of rapid changes in technology and work methods. 2. It involves instruction in the use of safety devices and in safety consciousness. employee have to be trained in the use of new methods and techniques. It is also known as pre-job training. Chittoor Page 10 . waste and the inefficiency in performance of job. Methods of Training 1. It is brief and informative. • Job training: It refers to the training provided with a view to increase the knowledge and skills of an employee for performance and job. so that they do not find it difficult to shoulder the higher responsibilities of the new positions to which they are promoted. • Refreshing training: When existing techniques become obsolete due to the development of better techniques.the. Refresher training is designed to revive and refresh the knowledge and to update skills of the existing employees. Induction training creates self confidence in the employees . • Promotional training: It involves training of existing employees to enable them to perform higher-level jobs.job methods Vijayam Degree and PG College. Employees with potential are selected and they are given training before their promotion.Training and Development subordinates and with the rules and regulations of the organisation. With the passage of time employee may forget some of the methods of doing work. Refresher or retraining programs are conducted to avoid obsolescence of knowledge and skills. Such training helps to reduce accidents. On -the -job methods Off. • Safety training: Training provided to minimise accidents and damage to machinery is known as safety training. Employees may be taught the correct methods of handling equipment and machines used in a job.

Here the trainer explains the trainee the way of doing job. Off-the-job training It includes anything performed away from the employee’s job area or immediate work area. and try out and follow up. department and organisation. 2. presentation. A draw back is that the trainee may not have freedom or opportunity to express his own ideas.  Job instruction training: It is also known as step-by -step training. and increasing the autonomy and responsibilities associated with the job.  Committee assignments: Here in a group of trainees are given and asked to solve an actual organisational problem. it involves preparation. Two broad categories of it are 1. performance.  Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individual. In house programs: These are conducted with in the organisations own training facility either by training specialists from HR department or by external consultant or a combination of both. Often the trainee shares some duties and responsibilities of the coach and relives him of his burden. a professional association. The various off-the-job training programs are as follows: Vijayam Degree and PG College. job knowledge and skills and allows him to do the job. The trainees solve the problem jointly.Training and Development On.the. Chittoor Page 11 . The supervisor provides the feed back to the trainee on his performance and offers him some suggestions for improvement.job methods By giving an employee added job duties. a government agency or an independent training and development firm. This develops team work and group cohesiveness feeling amongst the trainees. the firm allows an employee to learn a lot about the job. Off-site programs: It is held elsewhere and sponsored by an educational institution. The trainer apprises the performance of the trainee provides feed back information and corrects the trainee. In simple words.

The method involves action doing and practice. This method is mostly used for developing interpersonal interactions and relations. the lecture must motivate and create interest among the trainees. foreman workers etc.  Lecture method: The lecture is a traditional and direct method of instruction. The participants play the role of certain characters. An advantage of this method is that it is direct and can be used for a large group of trainees. To be effective. Chittoor Page 12 . The instruction organises the material and gives it to the group of trainees in the form of a talk. Materials. This type of training is commonly used for training personnel for clerical and semiskilled jobs. all of which contribute to the improvement of job performance. HR manager. It has an advantage that it involves two way communication and hence feedback is provided.Training and Development  Vestibule training: Here in . such as production manager. actual work conditions are simulated in a class room.  Conference or Discussion: It is method in training the clerical. The participants feel free to speak in small groups.  Programmed instruction: This method has become popular in recent years. professional and supervisory personnel.  Role playing: It is defined as method of human interaction that involves realistic behaviour in imaginary situations. test assumptions and draw conclusion. examine and share facts and data. Vijayam Degree and PG College. It involves a group of people who pose ideas. The trainee goes through these units by answering questions or filling the blanks. These units are arranged from simple to mere complex levels of instructions. The duration of this training ranges from few days to a few weeks. Theory can be related to practice in this method. files and equipments those are used in actual job performance are also used in training. Success depends upon the leadership qualities of the person who leads the group. The subject matter to be learned is presented in a series of carefully planned sequential units.

includes activities undertaken as an “Act of Faith” where no form of measurement is attempted. However course delegates may well give strong positive response scores for a number of reasons. KEARNS (1994) suggests that there are four groups of “measure” of training effectiveness. which seem to make people feel good and appear to have worked in some intangible manner. the quality of venue. but are often flawed by subjectivity as well. Organisation often make the assumption that positive responses indicate training success and therefore value to the organisation. including the presentation skills of the trainer. and the “Feel Good” factor of including in a creative work group and so on. such as initiatives to improve communication in Organisation. The second group includes subjective responses from trainees. Chittoor Page 13 . in which no real measurement occurs.Training and Development Evaluating the effectiveness of Training An investor in people evaluates the investment in training and development to asses achievement and improve future effectiveness. INDUSTRY PROFILE Introduction to chocolate or confectionary Vijayam Degree and PG College. which are used by organisation. The four groups are as follows: • • • • No measurement Subjective measure Qualitative measure Objective measures The first group. The main question asked is about how individuals feel after the training. Objective measures are only really meaningful ones. as exemplified by the “Happy sheet”. Quality measure appear to be more objective than the previous group. They are typified by questionnaire asking delegates to “put a value on” they likely benefits of a training program.

It also played an important role in their religious and social lives. but it still remains one of the world’s favourite flavours. The first people known to have made chocolates were the ancient cultures of Mexico and Central America.Training and Development Candy bars. Chocolate is made from the seeds of the cacao tree. the drinks popularity spread through out Europe. But actually. chocolate wasn’t just a favourite food. the Spanish conquistadors brought the seeds back home to Spain. For these people. even cereal and Medicine chocolate is a key ingredient in many foods infact it ranks as the favourite flavour of most American and yet few of as know the unique origins of this popular treat. The pods of this tree contain seeds that can be processed into chocolate. Chocolate’s roots in ancient Mesoamerica We tend to think of chocolate as a sweet candy created during modern times. The story of chocolate spans more than 2000 years and now circles the globe. cookies flavoured coffee. Select which part of chocolate’s long history you did like to explore first. Chocolate History The tasty secret of the cacao tree was discovered 2000 years ago in the tropical rain forest of the Americans. The ancient Maya grew cacao and made it into a beverage The first people clearly known to have discovered the secret of cacao were the classic period Maya (250-900[A. where new recipes were created. Later. The tale began in the tropical rain forest of central and South America where cacao (kah kow) first grew.D]). frothy drink. Since than. These people including the Maya and Aztecs mixed ground cacao seeds with various seasoning to make a spicy. INTRODUCTION: Chocolate’s history at glance. new technologies and innovations have charged the texture and taste of chocolate. The story of how chocolate grew from a local Mesoamerican beverage into a global sweet encompasses many cultures and continents. Milk shakes.The Maya and their ancestors in Vijayam Degree and PG College. chocolate dates back to the ancient peoples of Mesoamerica who drink chocolates as a better beverage. Eventually. Chittoor Page 14 .

A steady stream of new inventions and advertising helped set stage for solid chocolate candy to become the globally flavoured sweet it is today. Chittoor Page 15 . The Aztecs traded with Maya and other peoples for cacao & often required that citizens and conquered peoples pay their tribute on cacao seeds a form of Aztec Money. Chocolate also played a special role on both Maya and Aztec royal and religious events priests represented cacao seeds on offering to the goods and served chocolate drinks during sacred ceremonies. fermented. the Aztec empire dominated a sizeable segment of Mesoamerica.Training and Development Mesoamerica took the tree from the rain forest and grew into their own back up roll. and other ingredients. The Aztecs adopted cocoa By 1400. decorated soldiers. Vijayam Degree and PG College. this paste made a frothy. priests. the chocolate making process remained relatively unaltered. But in Aztec society. the Aztecs also consumed their bitter chocolate drink seasoned with spices-sugar was an agriculture product unavailable to the ancient Mesoamericans. When mixed with water. But by the mid 1700’s the blossoming Industrial revolution saw the emergence of innovations that changed the future of Chocolate. primarily rules. corneal. Like the earlier Maya. where they harvested. and honoured Merchants could partake of this scared brew. Chile peppers. Drinking chocolate was an important par of Maya and Aztec life Many people on classic period Maya society could drink chocolate atleast on occasion although it was a particular flavoured beverage for loyalty. spicy chocolate drink. roasted and ground the seeds into a paste. Chocolate: A contemporary confection: For hundreds of years.

Chocolate was kept a secret by the Spanish court for almost a hundred years. as Cortez organized the area as a Spanish colony but it did introduce Cortez to not only the consumption but the processing of chocolates.Training and Development Take a more detailed look below at the different ways people obtained. on sweetened liquor from the fermented cacao beans . would bring great wisdom understanding and energy. They took the beans and the process back to Spain. The Spanish added sugar and honey to the bitter liquid and then fell in love with it. Baker’s chocolate In 1755 the processing of chocolate moved back to the new world when John Hanau and James baker opened a processing house in Massachusetts which was beginning of the company now known as baker’s chocolate. The creamy chronicle of chocolate Did you know that chocolate was first cultivated and consumed by the Mayans and Aztecs? By the year 1000 AD. which is found in higher concentration in chocolate that in any other food. The 100 -years secret It didn’t work very well. As in the Americans. but he didn’t know to process and ferment them. In 1492 Columbus was given some of the cacao beans and took than back to Spain. which was the undiluted. The Aztecs believed that drinking chocolate. Chittoor Page 16 . stearic acid. made and used cacao in the recent past and present. its use was reserved for member of the court. In 1519 Cortez descended upon the Aztec were convinced that Quetzalcoatl had returned as prophesied and they tried to get him to leave by once again playing him with chocolate. Stearic Vijayam Degree and PG College. and melts at 97f. Its use was reserved for the rating and priestly classes. Now for the science staff Cocoa better as a trigly cevied which begins to soften at 75 f. The beans were being used as currency. It is a highly saturated fat which consists principally of the fatty acid.

chocolate does not cause acne. the sugar in chocolate does not cling to one’s teeth. but not much one ounce of milk chocolate usually contains 5 Mg of caffeine. Why we love chocolate The loveliest thing about chocolate. vanelle. owner of peter Brooke chocolatier says the company is chocolate covered popcorn which she calls a pare gift from god was created by accident. ravalgon. national products etc.Training and Development acid is rapidly converted by the liver into oleic acid. Chocolate does contain caffeine. The competition resulting in plenty of varieties. Watch this space for more information about chocolate from peter book chocolatier. Chittoor Page 17 . a mono unsaturated that neither raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils. one ounce of semi-sweet usually has 5-long and a six –ounce cup of cocoa usually has 10Mg. Introduction to confectionary In India confectionary industry is one among the earliest establishment industries. It does obtain a protein that in habits bacterial growth on teeth and since it meets at body temperature and melts off ones teeth. For comparison. the thing that makes us all so happy when we eat it is that it contains the highest concentration in any food of phenyl ethylamine. perfetty. It has a large market and potential to grow so many folds. How Phyllis invented chocolate covered popcorn Phyllis Lockwood Geiger. Cadbury’s. The consumer can choose whatever he wants from the market. parley. Vijayam Degree and PG College. Confectionary consumption is primarily confined to children. which is the chemical produced in the brain when a person is in love. At the national companies that are in market are Nutrine. It was back in 1984 when i had my first little. parry’s. where we fall in love with chocolate a new every day. a six-ounce cup of coffee contains 100-150Mg.

Toffees or caramels. Before the 9th century sweets candies were the monopoly of apothecaries who made them to hide the taste of their drugs. In other words “A place where the sweets are made” is called “confectionary”. boiled sweets.e. fate. Chittoor Page 18 . milk. nuts. are employed to obtain a variety of flavours and textures. It consists of both chocolates and biscuits.Training and Development Confectionary as product is in early growth stage. Flavour confectionary Flavours confectionary consists of parties and fancy cakes having flavours as Their basis sweetness and mixed with variety dairy products such as butter and eggs. Confectionary is of two types  Sugar confectionary  Flavours confectionary Sugar confectionary Sugar confectionary means sweets in which sugar is the main ingredient either they consists of sugar in very fine crystal from dispersed in sugar maintained in a solution of careful blend of different types as sugar i. Cocoa and choudate Chocolate was derived from “cocoa” been see of tree “Theo bream cocoa” Originally wild in central America and is not cultivated in the tropical bet coca Powder contains cocoa butter added to compensate for increased bulk due to inclusion of sugars. Eating chocolate can be derived into two types   Molded confectionary Covertures Vijayam Degree and PG College. But the demand has been observed to be increasing gradually over a long period of time. The word “confectionary” was derived from the Latin word ``confection” which means “preparation”.

BONSONS were first made in the 13th century. Chittoor Page 19 . Parry’s confectionary co. JULIUS. Thus industry can be classified into two sectors they are: • • Organized sector Unorganized sector Organized sector Major confectionaries in the organized sector are as follows: Nutrine  Parry’s  Parle  Ravalgon  Cadbury  Nestle  Ninkeys  Orton  Gypteen  Hicksets There are six firms producing in organized sector they are:1. known as DRAGEES is said to have been introduced by ROMAN. Confectionary industry of India In literal sense confectionary means hard boiled sweets. nut biscuits.Ltd Vijayam Degree and PG College. The great present day volume of manufacturers is due to introduction of automatic and semiautomatic machines about the middle of the country. The manufacturers of sugar coated nuts etc. Nutrine confectionary co.Training and Development Confectionary covertures for converting fruits.Ltd 2. Pastries in the 15th century and fondants in 17th. If it is a cold profession family confectionaries were the from 18th century India. preserves and other centers need high proportion of better than chocolate for molding into block.

Parle confectionary co.Ltd 6.Ltd 4. They are:      Nutrine Parry’s Parle Ravalgon Cadbury Nestle Each company is having specialisation in their respective fields Nutrine also contributes to the Agro industry as follows 1. Chittoor Page 20 . Nutrine consumes substantial quantities of soya powder for protein environment in confectionary. Nutrine is the largest industrial consumes India liquid glucose in the country 2. Nutrine is one of the largest industrial consumers of crystallize sugar in the country 3. Nutrine is one of largest consumers of flavours in the country. Ravalgon confectionary co. Cadbury’s confectionary co.Training and Development 3. Nestle confectionary co. Ltd 5. 4. they are the firms producing in organized sector.Ltd Each company is having specialisation in their respective field. COMPANY PROFILE Introduction Vijayam Degree and PG College. Unorganized sector It consists of small scale units of confectionary whose scale of operations is limited to their local areas.

Adyar. 225. USA. chewing gum. Venkatarama Reddy. Dwarakanath Reddy gains in valuable insight into the confectionery manufacturing and Marketing. M. Nutrine of the Business Year of Establishment : : Sugar Boiled Confectionery. Chittoor Page 21 . The changed or of this university then was Sri. No. B. fruit bars. V. V. The NCCL is the manufacturing and Marketing of confectionery products since 1952. a graduate form national University. Reddy. Crucial functional area are being efficiently monitoring by directors Sri. has been given valuable guidance to the functional management. V. B. of workers Annual Sales turnover Company Capital Principal Export market : : : : Around 482 workers on all over factory. Managing director. granite marketing and surface transport. Its holds 35% market share in India.Sc. NCCL. Vikram Reddy. Chemical Engineering.3 Crores 2009 – 2010 30 Crores in 2003. After the demise of Sri. took over reins of the industry Sri. V. Market research and product quality and range have been the key factors of success. V. Dwarakanath Reddy nephew Sri. Adyar. Establishment NCCL was established in 1952 by late B. Rabindranath Tagore. The leader in the confectionery industry in India as well as an organized sector. Dinesh Reddy. Madhusudhan Reddy and Sri. Company Status: India’s highest selling sweets.. The management of the Nutrine group & currently headed by Sri. V. Dwarakanath Reddy. his son Sri V. He is a visionary bound by an obsessive commitment to quality and uncompromising faith in business ethics. Reddy a graduate from national University.V. and (Madras). Exports confectionery products to Vijayam Degree and PG College.Training and Development Nutrine confectionery company limited (NCCL) is the flags ship company of nutrine group spanning diverse products and services like confectionery. The NCCL was established on February 1953 by Late Sri. Noble laureate NCCL was started as a small Manufacturing unit to produce different type of candies.

toffees. Manufactures Products : More than 20 varieties of candies. Production setup : NCCL produces its confectionery with a main Factory at Chittoor Production setup No.549 No. of verities in PDN : 25       Mahalacto Eclairs Cookies Assay Deuble hit Carmella Vijayam Degree and PG College.. of workers : : 100 tonnes per day (rated capacity) Grade I . Chittoor Page 22 .42 Grade III .80 Total .17 Officer .5 Grade II . Australia.474 Number of staff : Mangers . Fruit bars and lozenges. Middle East Europe. Every effort is being made to establish Nutrine household name as international player in order to establish the brand strength in many international markets.75 Total number of employees working is .Training and Development Various international markets via.54 Trainers .347 Grade IV .4 Total . south Africa and New Zealand.

horticultural belt where tropical fruits like mango. • • • He would fight for his rights that were a matter of principles.Nutrine has a wide range of more than 72 varieties of candies. Being the leader in the industry for more than a decade. are available in plenty and easily procurable. toffees. Maintain it at all cost That was what B.Training and Development Nutrine Confectionery Company began as an idea around 1950 and became a reality in 1953. Sugar etc. fruit pulp. He would never knowingly trespass on another’s rights that too was a matter of principle. Chittoor Page 23 . “They must be room for one better brand in this vast country”. lozenges etc. instant feeds dehydrated fruit bars of mango. Reddy merely said. He left us in 1964. guava.V. Chittoor lies in an advantageous. Put yours money into quality. Quality • • • • • Quality that was the key. But. banana and papaya are grown in abundance. Well – meaning friends as also sceptics told him he had no chance against the old brand name that had been for decade’s synonyms for confectionary in India.V. Banana. papaya. B. but the tradition has not left us it never will. processed fruits . Never compromise Profits will come in good time. The company is established in an area when the basis raw materials milk. Nutrine produce its confectionery with a main factory at various centers. Location Factors Nutrine Confectionery limited is situated in the border town of Chittoor on the national Highway–4 in AP. Diversification Since 1985 Nutrine has diversified into other food products like chewing gums.. Nutrine Vijayam Degree and PG College. Reddy thought us.

Nutrine has a well equipped research laboratory. Saudi Arabia. V. Myanmar. While Nutrine does export some products to Dubai. Research and Development Nutrine is the only company in India producing dehydrated fruit bars. Chittoor Page 24 . Mozambique. V. The production strength and the quality assurance given to the market the company is due to the biz acumen of the bound members particularly chairman Sri.D. Where continuous product testing and product development is organized nutrine produces its confectionery with a main factory at Chittoor and with packing arrangements at various centers nutrine enjoy a high market share of 34% in confectionary in the organized sector in china. It is concentrating mainly on the domestic market. using an innovative technology. Bangladesh and Srilanka. Vikram Reddy who have added a number of sophisticated machinery imported form many equipped R&D laboratory where continuous research and development and production of dimensions to biz philosophy by the nutrine corporate. Exports Nutrine exports confectionery gums and fruit bar’s to Canada. New Zealand and Africa. multi production and has been the single largest manufacturing company of confectionery and toffees in India since 1982. New Zeland. Malaysia. Djibouti. which manufactures only candies in the early 60’s Nutrine Confectionery (P) Ltd. Hallway. Dwarkanath Reddy and M. Mauritius.Training and Development has always endeavoured to satisfy the customers changing wants and desires with its special emphasis on quality range and cost effectiveness. Sri. Company Growth & Performance For a small scale unit. Nepal. Company has grown to multi market grains multi core. Singapore. Vijayam Degree and PG College.

IT Strategy Nutrine is seriously perusing integrated IT strategy for Phased automation of all its business processes while strategically evolving SCM<CRM<ECOM Technologies. Europe. Nutrine identifies itself with popular sports like cricket. Nutrine has international Marketing plans to reach the further markets. free tea dresses intuits eve of the festival to the family school uniform. Gia Suddin Mr. B. with the advert of WTO. Gunasekaran Mr. New Zealand. Washing & Medical allowances subsidized tiffin and meals. The new plant which would go into commercial production in April 2002 planned and commissioned on HACCP & ISO standards. With superior technology for maintaining high quality standard and hygiene factors at every stage of procurements. Corporate Image Nutrine have built up an evitable corporate image among most consumers by effective advertising strategy and promotional input while investing in brand promotion. hockey etc. shoes. G. in its brand strategy in India. Current operations and future outlook NCCL exports confectionery products to international market Via. Apron. preservation. S.. Middle east south Africa. processing. Srinivas Managing Director EVP-pso Unit Head Manager HR Page 25 Vijayam Degree and PG College. fees and stationery..Training and Development Manpower Today Nutrine has more than 560 employee including worker on employment rolls. Australia. Nutrine CCL has build in a reputation of excellent employee relationship continuously reinforced by generous benefits offered which includes free uniform. Matthew Lindsey Mr. S. canning and packaging. Chittoor . Nutrine is actively planning to diversify into processed food processing units. Board of Directors Mr.

Chittoor Page 26 . The employee will be given an identify card/punching card at the joining of company. Trade unions The following are the trade unions commonly formed in NCCL. The employee had to record their attendance by inserting their punch card in the punching machine at their entering and leaving the company at time office. They are :     1st shift 2nd shift 3rd shift General shift Computerized attendance recording system:Attendance recording system is working on computer. Leave particulars Vijayam Degree and PG College. the employee have been provided good ventilation and good atmosphere at work place there are three shifts for workmen.    TNTUC YSRTUC INTUC Working conditions Working conditions in NCCL are very good.Training and Development Employee Relationship Nutrine Confectionery Company limited has built up a reputation of excellent relationship reinforced by generous benefits to the employee’s free clothing on the eve of festivals. There is only one recognized workers union out of two registered unions and the industrial relations are maintained peacefully. The employee should not leave the premises of the company without written permission.

• • • Confectionery department Toffee department Wrapping department Confectionery department In this department the company produces more than 45 varieties of hard body confectioneries. Chittoor Page 27 .. which further divided into three sub departments Viz. Quality controlled Department Vijayam Degree and PG College. which takes care or provision of raw materials required for the manufacture of products and also availability of raw materials. The company has automated the wrapping section. Raw Materials departments The company has a raw materials department.Training and Development Earn leave Casual leave : : As per factory act 12 days 10 days National and festival holidays : Various Departments in the Confectionery Nutrine Confectionery Company limited has 10 sectors as its various departments like. Wrapping Department This department deals with the packing of the final products. Production Department In this department the company looks after the production process. Toffee Department In this Zone the company manufactures more than 75 varieties of toffees.

which has a well equipped state of the art R&D laboratory to check the quality of the products. become of its inherent.Training and Development This department looks after the quality of the product. Workshop It has its own well-equipped workshop it deals with the machinery. Chittoor Page 28 Popular & leading brands of Nutrine are . During the recently held AD ASIA conference at Jaipur. Competitions In the confectionery field the major competitors of the Nutrine are • • • • • • • • • • • • Parle Parry’s Rovalgon Cadbury Nestle Vanmelle ITC Nutrine Mahalacto Nutrine cookies Honey fab Assay Chocolate éclairs NCCL has a well equipped research a development laboratory where continuous product testing and product development is organized. innovative product development capabilities. Vijayam Degree and PG College. Nutrine was selected as the BEST BRAND among fast moving consumer goods industry. This department under takes the repairs and snags besides Maintenance. Finance department This department looks after all the cost transactions & maintains looks of accounts from all the department of the company.

The Government of Andhra Pradesh has conferred “Best Management Award”. The markets imported are the 5 or 6 markets of its kind in the world with the use of these markets Nutrine sold to produce good quality confectionery with exacting standards with sustained supple from the valued stocked. Nutrine will energy as one of the big food giants in the Country on the next few years. Nutrine is growing stranger in the markets & retaining its no 1 position with the facilities available & those to be decided in the coming years.Training and Development The company has modernized its plant by importing sophisticated card manufacturing machinery from Robert Bosh of Germany for making hygienic confectionery. Chittoor Page 29 . PRODUCT PROFILE Products of Nutrine Confectionery Company limited Vijayam Degree and PG College. On 1st May. 2003 for then out standing performance in maintenance of industrial relations & labour welfare.

kesar)  Nutrine gold  Nutrine white éclairs  Soft heart  Pineapple toffee  Orange candy  Gulkand  Mango soft center  Pineapple toffee  Clubby  Milky caramel  Assay  Nutrine cookies (coconut. chaco. coconut.Training and Development  Chocolate éclairs  Nutrine Maha lacto  Wild coffee  Amras  Super star delite  Ginger caps  Chumma – chumma  Naturo fruit bar  Espresso toffee  Nutrine royal (pista. elachi)  Maruel  Sunshine fruit  Nutrine lollipop Vijayam Degree and PG College. kesar)  Caramella (mango. kajur. Chittoor Page 30 . badam.

” Vijayam Degree and PG College. creamy & long-lasting flavor at 50p A taste India has grown up with. ”Maha Khayega Toh Maha Karega.” Maha Coffee Eclairs Maha Coffee Eclairs – A unique combination of Coffee and Chocolate which offers you the best of both worlds at Re.Training and Development The Major Brands of Nutrine are : Maha Lacto Maha Lacto brings you the irresistibly rich.1 “Maha Khayega Toh Maha Karega. “Maha Khayega Toh Maha Karega.” Maha Choco A rich chocolaty candy at 50p with a taste that no-one can resist. Chittoor Page 31 .

Chittoor Page 32 .Training and Development Nutrine Lollipops Nutrine presents lollipops in 4 lip-smacking fruit flavors. Nutrine One Two Three Nutrine One Two Three brings to you the magic of 6 new and exciting fruit flavours in this unique and attractive packaging at great value – “3 fruit candies at Re. The outer shell gives a long lasting taste experience while inner juicy center gives a refreshing feeling of a tangy orange juice. Vijayam Degree and PG College.1 each. 1! Nutrine Santra Goli Delicious hard candy in tasty tangy orange flavour with soft juicy center. These attractively packaged candies are priced at just Re.

Training and Development Nutrine Aamras Exotic Indian mango pulp centre in an exquisite sugar candy. delicate Indian roses processed in pure honey and encased in sugar candy. “It is so tasty-tasty!” Vijayam Degree and PG College. Ethnic to the core ! Chocolate Eclairs Ripples of delicious chocolate centre encased with rich creamy caramel will make you relish every bite. You'll unwrap a lingering true mango experience. Chittoor Page 33 . Share your sweet moment with the complete chocolate eclairs. A classic Indian delicacy. Nutrine Gulkand Extract of sweet.

“Real Honey. “Enjoy the creamy Treat!” Honey Fab Rich honey center-filled premium candy.. all-creamy Kokanaka with coconut desiccates is a hot favourite of many for its extra . Chittoor Page 34 . rich milk cream and glucose. Just bite into and feel the excitement.. A marvelous blend that sets the cookies trend. Only one of its kind in the country. “Enjoy the real taste of coconut!” Kokanaka Cookies Milk Cream This all-rich.rich flavour of milk-cream.Training and Development Kokanaka Cookies Coconut The crunchiest tasty treat with real coconuts. pure Trill!” Vijayam Degree and PG College.

canes from it Nutrine is trying to increase the revenue share of its Rs.1/. This category results in maximum Vijayam Degree and PG College.750/. Caramel and Ghee. Venilla. Butter. VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE Type of confectionary Brand name: Kokanaka Elachi Chocolate eclairs MahalactoNutrine Amras nutrins Gulkand Wild keffy Assay Super assarment Dishum Carmella Nutrine Lollipops Coolers Flavour Coconut Elachi Chocolate centre Covered with Geamy caramel Milk.crore.1/. eclairs and candies with ethnic taste.1/. Mall Mango.category and 15% from the present 7%. Eucalyptus Haud boiled Toffee Lollipops Lozenges The company is looking at introducing nut based chocolates. Ginger mint. Mango & Tamarind in the Rs. coconut Coffee Vanilla Twin treat top delite Coconut pineapple Orange grape Current mango Lollipop Ginger.soft for the organized sugar boiled confectionary industry. The company is planning to gradually face out the 25 paisa category which accounts for around 35% of its product portfolio in the next 2 or 3 years. Rs. Rose.Training and Development Lacto Bon Bon This ageless mouth watering sweet treat is a classic combination of Milk. Chittoor Page 35 .currently is the highest price point and less than 10% of its market estimated at Rs.

• Development of human resource:. concepts.Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioural skills in an organisation. rules are changing of attitudes and behaviours to enhance the performance of employees. It is not where you want to go. but it’s knowing how to take Training is about knowing where you stand ( no matter how good or bad the current situation looks) at present. • • It’s not a set of goals. but it’s having the knowledge to be an outcome. and where you will be after some point of time. but it’s more like a vision. and abilities (KSA) through professional development. It is not what you want in life. It is also helps the employees in attaining personal growth.Training and development helps in optimizing the utilisation of human resource that further helps the employee to achieve the organisational goals as well as their individual goals. It is not how high you want to rise. but it’s knowing how to get there. Importance of Training and Development • Optimum utilisation of Human Resources:. but it’s what you need to achieve it. Chittoor Page 36 . sharpening of skills.Training and Development loses for the company as it does not enable it to pass on the excise duty it increase to the customer. but its knowing how to reach it. It’s not the goal you set. I t may not be quite the outcome you were aiming for. skills. REVIEW OF LITERATURE Training Defined It is a learning process that involves the acquisition of knowledge. but it will It’s not what you dream of doing. Vijayam Degree and PG College. Training is actively leading to skilled behaviour • • • off • • do it. Training is about the acquisition of knowledge.

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

Productivity: Training and Development helps in increasing the
productivity of the employees that helps the organisation further to achieve its long- term goal.

Team spirit: Training and development helps in inculcating the sense of
team work, team spirit and inter-team collaboration. It helps in inculcating the zeal to learn within the employees.

Organisation culture: Training and development helps to develop and
improve the organisational health culture and effectiveness. It helps in creating the learning culture with in the organisation.

Training is “the systematic development of the knowledge skills and the attitude required by an individual to perform adequately a given task or job”. - Michael Armstrong

Organisation climate: Training and development helps building the
positive perception and feeling about the organisation. The employees get these feeling from leaders, subordinates and peers. Training as “the organized procedure by which people learn knowledge and

skills for definite purpose”. - Dale s. Beach • •

Quality: Training and Development helps in improving upon the quality of
work and work life.

Healthy work environment: Training and Development helps in
creating the healthy working environment. It helps to build good employee relationship so that individual goals aligns with organisational goal.

Vijayam Degree and PG College, Chittoor

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Training and Development

Health and safety: Training and Development helps in improving the
health and safety of the organisation thus preventing obsolescence. Training is “ the act of increasing knowledge and skills of an employee for

doing a particular job”. - Edwin Flippo • • •

Morale: Training and Development helps in improving the morale of the
workforce.

Image: Training and Development helps in creating a better corporate image. Profitability: Training and Development leads to improved profitability
and more positive attitudes towards profit orientation. “Training improves changes, module the employee’s knowledge skills,

behaviour, aptitude, attitude towards the requirements of each job and organisation. - Arthur Lewis Training and Development aids in organisational development i.e. organisation gets more effective decision making and problem solving, it helps in understanding and carrying out organisational policies. Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Vijayam Degree and PG College, Chittoor

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Training and Development
After an employee is selected, placed and introduced he or she must be provide with some facilities. Training is the act of increasing the knowledge and skills of an employee for a particular job. Training is a short term educational process and utilising a systematic and organised procedure by which an employee learn technical knowledge and skills for a definite purpose. Beach defines Training as “the organised procedure by which people learn knowledge and skills for a definite purpose”. In other words Training improves, changes, moulds the employee’s knowledge, skills, aptitude, and attitude towards the requirements of the job and organisation. Training refers to teaching and learning activities carried on for the primary purpose of helping members in the organisation, to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job and organisation. Thus Training bridges the difference between job requirement and employee specifications. Employee Training is distinct from management development or executive development. Training improves the technical skills and knowledge but Development improves the managerial and behavioural skills and knowledge. Training is specific job related but Development is conceptual and general knowledge. Training is short term but Development is for long term period. Training is provided mostly nonmanagerial and personnel, Development is mostly for managerial personnel. As the effectiveness of an employee depends on how well he is motivated by management, the effectiveness of learning also depends on motivation. In other words Training will require a new skill or knowledge thoroughly and quickly if he or she is highly motivated by the Training must be related to the desires of the trainee such as more wages, better job, promotion etc. The effectiveness of the trainee in learning new skills or acquiring knowledge should be reinforced by means of rewards and punishments. Examples of the

Vijayam Degree and PG College, Chittoor

Page 39

indidual teaching machines and adjustments of differences should be provided. Individual training is costly.Training and Development reinforcements are promotions. This was basically a supervisory training program to make up for the shortage of civilian supervisory skills during the war. Management should take care to award the successful trainees. Continuous and long practice is highly essential for the effective learning. Feed back information can be collected on the basis of questionnaire or through interview. A trainee should actively participate in the training programmes in order to the learning program on effective one. trainees and all other parties concerned for control correction and improvement of trainees activities. Training evaluation information should be provide to the trainer and instructors. and group training is economically viable and advantageous to the organisation. In addition. and mental skills are extracted. rise in pay. Jobs are broken down into elements form which the fundamental. Training exercises should be provided for each skill. One of the parts of the program was the job instruction training course which was concerned with how to teach? The training procedure is discussed below is essentially an adoption of the job instruction training course which has been proved to have a great value. But individuals vary in intelligence and aptitude from person to person. So the trainer has to adjust the training program to the individual abilities and aptitude. Vijayam Degree and PG College. physical. Chittoor Page 40 . praise etc. Further the training evaluator should follow it up to ensure implementation of the evaluation report at every stage. One of the better personnel programs to come out from world war 2 was the Training with in the industry (TWI) programme of the war manpower commission.

Nearly 50 employees are considered for the study. Training is most helpful in improving technical knowledge to personnel involved. It is actively connected all personnel and management activity. It makes employees more effective and efficient. The study is confined to NCCL(India) P.Training and Development SCOPE OF THE STUDY Training is the corner stone of sound management. The study will be able to generate the opinions of the employees on the Training and Development programme. Vijayam Degree and PG College. Chittoor Page 41 .T Ltd. The study is based on the training programmes conducted by NCCL.V. Chittoor. The study being conducted for the period of one month since time is limited.

Chittoor Page 42 .   To study the factors necessary for providing the Training. To study to what extent the Training programs conducted by Nutrine confectionary company Ltd has made an impact on the performance level of executives.  programs carried out by Nutrine confectionary company Ltd.Training and Development OBJECTIVES OF THE STUDY   To study about the Training and Development programs To evaluate the method of teaching programs in To study the effectiveness of Training and Development Nutrine confectionary company Ltd. Vijayam Degree and PG College.

Training and Development LIMITATIONS OF THE STUDY Time is major constraint for conducting the study. to reveal facts related to the organization there is a lot of scope for bias from the respondents. Employees are belongs to various shifts and it is difficult to to gather information. Chittoor Page 43 . • • Employees feel fear of management. Vijayam Degree and PG College.

Research Design “A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the purpose with economy in procedure.  Research design in case of hypothesis-testing research studies. Sample size Vijayam Degree and PG College. “Research is a systematized effort to gain new knowledge”. They are. The tools for collecting this primary data are by two types namely Interview method and Questionnaire method.Training and Development RESEARCH METHODOLOGY Research is a careful investigation or enquiry especially through for new facts in any branch of knowledge. The present study is of descriptive study Source of data The source for collecting the data is from both • • Primary method Secondary method Primary data The primary data are those which are collected a fresh and for the first time.  Research in case of descriptive and diagnostic research. and thus happen to be original in character. Generally the Research design can be described in 3 ways. Chittoor Page 44 . Secondary data The secondary data are those which have already been collected by someone else and which have already been passed through the statistical process in the company.  Research design in case of exploratory research studies. According to Redman and Mory.

closedended questions. The sampling method used was random sampling. Chittoor Page 45 . This sampling method was used because of lack of true knowledge about the universe. The questionnaire comprises of Statistical tools used     Bar charts Pie-charts Chi-square test Tables Vijayam Degree and PG College. Type of survey Simple random sampling technique. 2. The sample size was fixed to 50 respondents. Sampling procedure Sampling is the selection of group with a view to obtain information about the whole is group of persons that represent particular community. Research Instruments 1. Personal Interviews Questionnaire : : Schedulers where administrated personally for collecting the data.Training and Development The sample size of the survey is taken as 50 respondents.

of Respondents 30 10 5 5 50 Percentage 60 20 10 10 100 CHART-1 70 60 50 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree No.1 Options Strongly agree Agree Disagree Strongly disagree Total No. Chittoor Page 46 . of respondents Percentage Inference: Vijayam Degree and PG College. Do you feel that Training is decreasing stress tension & conflict? TABLE.Training and Development DATA ANALYSIS 1.

tension. 2. of Respondents 30 18 2 0 50 Percentage 60 36 4 0 100 CHART-2 70 60 50 40 30 20 10 0 No. 60% of the respondents are strongly agreed that Training decreases tension stress.2 Options Strongly agree Agree Disagree Strongly disagree Total No. tension.10% of respondents are strongly disagreed that Training decreases stress. 20% of the respondents are agreed that Training decreases tension stress. Do you feel Training and Development improve productive? TABLE.10% of respondents are disagreed that Training decreases stress. Chittoor agree disagree Strongly Agree Disagree Strongly Page 47 .Training and Development From the above graph it is been analysed that. of respondents Percentage Vijayam Degree and PG College.

36% of respondents agreed that the Training and Development improve productivity. Only 4% of respondents disagreed. of Respondents 40 10 0 0 50 Percentage 80 20 0 0 100 Vijayam 90 80 70 60 50 40 30 Degree 20 10 0 CHART . Do you agree that technology changes or new technology will require effective Training? TABLE-3 Options Strongly agree Agree Disagree Strongly disagree Total No. 3. Chittoor Strongly agree Agree Disagree Strongly disagree Percentage Page 48 .3 No.Training and Development Inference: From the above graph it is been inferred that 60% of respondents strongly agreed that the Training and Development improve productivity.of respondents and PG College.

confidence. 20% of respondents agreed that new technology will require effective Training. of Respondents 25 14 7 4 50 Percentage 50 28 14 8 100 Vijayam Degree and PG College. Chittoor Page 49 . and morale? TABLE-4 Options Strongly agree Agree Disagree Strongly disagree Total No. 4. knowledge. Do you think that Training and Development programs will help you Increasing .Training and Development Inference: From the above graph it is been stated that 80% of the respondents are strongly agreed that new technology will require effective Training.

of Respondents 15 27 5 3 50 Percentage 30 54 10 6 100 Vijayam Degree and PG College. How do you feel about the Training program conducted by company? TABLE-5 Options Highly satisfied Satisfied Unsatisfied Highly unsatisfied Total No. confidence.Training and Development CHART-4 60 50 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree No.14% of respondents disagreed that Training increases knowledge. Chittoor Page 50 . confidence and morale.of respondents Percentage Inference: From the above graph it is been analysed that 50% of the respondents are strongly agreed that Training helps them to increase knowledge. confidence and morale. and morale.28% of respondents agreed that Training increases knowledge. 5. Only 8% of respondents are strongly disagreed.

6.Training and Development CHART-5 60 50 40 30 20 10 0 Highly satisfied Satisfied Unsatisfied Highly unsatisfied No. Chittoor Total 50 Percentage 36 44 18 2 100 Page 51 .10% of respondents are unsatsified and 6% of respondents are highly unsatisfied on the programs conducted by NCCL. What are the Training methods available at NCCL? TABLE-6 Options No. 54% of respondents are satisfied on the programs conducted by company.of respondents Percentage Inference: From the above graph it is been stated that 30% of the respondents are highly satisfied on the programs conducted by company. of Respondents On the job 18 Off job 22 Work shop 9 Any other 1 Vijayam Degree and PG College.

18% of respondents have followed Work shop method and 2% of respondents have followed the some other method.of respondents Percentage Inference: From the above graph it is been inferred that 36% of the respondents are agreed that On the job Training method is available at NCCL. How do you feel about benefits from Training program? TABLE-7 Vijayam Degree and PG College.Training and Development CHART-6 50 40 30 20 10 0 On the job Off job Work shop Any other No. Chittoor Page 52 . 44% of respondents are agreed that Off the job Training method is available at NCCL. 7.

2% of respondents are dissatisfied and 2% of respondents are highly dissatisfied by the benefits from Training program.Training and Development Options Highly satisfied Satisfied Unsatisfied Highly unsatisfied Total No. Chittoor Page 53 .52% of respondents are satisfied by the benefits from Training program. of Respondents 22 26 1 1 50 Percentage 44 52 2 2 100 CHART-7 60 50 40 30 20 10 0 Highly satisfied Satisfied Unsatisfied Highly unsatisfied No. Vijayam Degree and PG College.of respondents Percentage Inference: From the above graph it is been analysed that 44% of the respondents are highly satisfied by the benefits from Training program.

of respondents Percentage Inference: From the above graph it is been stated that 38% of the respondents are strongly Agreed that the environment plays an important role in providing Training. Chittoor Page 54 . 52% of respondents agreed that environment plays very important role in providing Vijayam Degree and PG College.Training and Development 8. of Respondents 19 26 3 2 50 Percentage 38 52 6 4 100 CHART-8 60 50 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree No. Do you feel environment plays an important role in providing Training? TABLE-8 Options Strongly agree Agree Disagree Strongly disagree Total No.

Chittoor Page 55 .6% of respondents are disagreed and 4% of respondents disagreed that environment plays important role in providing Training. of Respondents 47 3 50 Percentage 94 6 100 CHART-9 100 80 60 40 20 0 No. are strongly 9. Are the employees having awareness on Training and Development at NCCL? TABLE-9 Options Yes No Total No.Training and Development Training.of respondents Percentage Yes No Vijayam Degree and PG College.

but 4% of respondents do not have awareness on Training and Development in their company. Chittoor Page 56 . of Respondents 10 6 12 22 50 Percentage 20 12 24 44 100 Vijayam Degree and PG College.Training and Development Inference: From the above graph it is been analysed that 94% of the respondents having awareness on Training and Development in their company. 10. On what basis the Training & Development conducted at NCCL? TABLE-10 Options Individual training needs Group training needs Firm training needs Above all Total No.

12% said that on the basis of group training needs.of respondents Percentage Inference: In NCCL it is been inferred that 20% of respondents said that Training and Development conducted on the basis of individual training needs. 24% said that on the basis of firm training needs and 44% agreed that Training and Development conducted on the basis of above all func 11. Chittoor Page 57 . To what extent the employees aware of their weaknesses and strengths after attending Training program? TABLE-11 Options Great extent Some extent Moderate Not at all Total No.Training and Development CHART-10 50 40 30 20 10 0 Individual training needs Group training needs Firm training needs Above all No. of Respondents 26 19 5 0 50 Percentage 52 38 10 0 100 Vijayam Degree and PG College.

Chittoor Page 58 .Training and Development CHART-11 60 50 40 30 20 10 0 Great extent Some extent Moderate Not at all No. Trainers are providing Training and Development based upon? TABLE-12 Vijayam Degree and PG College. 12% said that on the basis of group training needs. 24% said that on the basis of firm training needs and 44% agreed that Training and Development conducted on the basis of above all functions.of respondents Percentage Inference: In NCCL 20% of respondents said that Training and Development conducted on the basis of individual training needs. 12.

Chittoor Page 59 .of respondents Percentage Inference: From the above graph it is been stated that 34% of respondents said that trainers provide Training and development on the basis of qualification.Training and Development Options Qualification Experience Good communication Behaviour Total No.64% said that Vijayam Degree and PG College. of Respondents 17 32 0 1 50 Percentage 34 64 0 2 100 CHART-12 70 60 50 40 30 20 10 0 Experience Qualification Good communication Behaviour No.

Training and Development Training provided on the basis of experience. of Respondents 9 17 15 9 50 Percentage 18 34 30 18 100 CHART-13 40 35 30 25 20 15 10 5 0 No.of respondents Percentage Vijayam Degree and PG College. Chittoor Strongly agree Agree Disagree Strongly disagree Page 60 . Do the Training programs cultivate competition among workers at NCCL? TABLE13 Options Strongly agree Agree Disagree Strongly disagree Total No. 13. Only 2% of respondents Said that trainers provide Training on the basis of behaviour.

Chittoor Page 61 . To what extent management provides the full support to employees to attend Training program? TABLE-14 Options Great extent Some extent Moderate Not at all Total No. 30% have disagreed and 18% are highly disagreed that the Training cultivate competition among workers. 14. of Respondents 18 15 17 0 50 Percentage 36 30 34 0 100 CHART-14 Vijayam Degree and PG College.Training and Development Inference: From the above graph it is been analysed that 18% of respondents are Strongly agreed that Training cultivate competition among workers and 34% agreed that Training cultivate competition among workers.

of Respondents 13 21 10 6 50 Percentage 26 42 20 12 100 Vijayam Degree and PG College. Chittoor Page 62 .of respondents Percentage Inference: From the above graph it is been analysed that 36% of respondents management provides support for employees to the great extent. 15. Training programs has improved the skills and knowledge of employees to deal with day to day problems at work place? TABLE-15 Options Strongly agree Agree Disagree Strongly disagree Total No.34% of respondents said that that management provides their support for employees moderately.30% of respondents said that management provides support to some extent.Training and Development 40 35 30 25 20 15 10 5 0 Great extent Some extent Moderate Not at all No.

Training and Development CHART-15 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Disagree Strongly disagree No. 16. Chittoor Total 50 . of Respondents 14 16 15 Percentage 28 32 30 10 100 Page 63 Poor 5 Vijayam Degree and PG College. How the topics are discussed during Training and Development programs? TABLE-16 Options Excellent Good Average No. 42% of respondents agreed that Training improves skills and knowledge.20% of respondents have disagreed and 12% have strongly disagreed that Training improves skills to deal with day to day problems.of respondents Percentage Inference: From the above graph it is been inferred that 26% of respondents strongly Agreed that Training improves skills and knowledge of Employees.

Opinion about Training and Development programs at NCCL? TABLE-17 Vijayam Degree and PG College. 17.32% of respondents said that good and 30% said that average and 10% of respondents said that the topics are discussed poorly.of respondents Percentage Inference: From the above graph it is been analysed that 28% of respondents said that the topics discussed during Training program excellently.Training and Development CHART-16 35 30 25 20 15 10 5 0 Excellent Good Average Poor No. Chittoor Page 64 .

of respondents Percentage Inference: From the above graph it is been analysed that 36% of respondents have excellent opinion on Training and Development program.Training and Development Options Excellent Good Average Poor Total No. of Respondents 18 15 13 4 50 Percentage 36 30 26 8 100 CHART-17 40 35 30 25 20 15 10 5 0 Excellent Good Average Poor No.30% of respondents have good opinion on Training and Development programs conducted by their Vijayam Degree and PG College. Chittoor Page 65 .

of respondents Percentage Vijayam Degree and PG College. 18.26% of respondents have normal and 8% of respondents have poor opinion on programs conducted by their company. of Respondents 29 17 2 2 50 Percentage 58 34 4 4 100 CHART-18 70 60 50 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree No. Do the employees are motivated by Training and Development? TABLE-18 Options Strongly agree Agree Disagree Strongly disagree Total No. Chittoor Page 66 .Training and Development company.

Chittoor 10 0 Highly developed Developed Poorly developed Not developed 20 Page 67 . of Respondents 22 19 6 3 50 Percentage 44 38 12 6 100 50 40 30 CHART-19 No.34% of respondents have agreed that they are motivated by Training.of respondents Percentage Vijayam Degree and PG College. 4% are disagreed and 4% are strongly disagreed.Training and Development Inference: From the above chart it is been inferred that 58% of respondents are motivated by Training and Development programs. Do the organisation is developed by conducting Training? TABLE-19 Options Highly developed Developed Poorly developed Not developed Total No. 19.

38% of respondents said that the organisation has developed. Chittoor Page 68 . of respondents 29 17 2 2 50 Percentage 58 34 4 4 100 CHART-20 Vijayam Degree and PG College. Feed back on Training and Development programs given at NCCL? TABLE-20 Options Excellent Good Average Poor Total No.12% of respondents said that the organisation has poorly developed by conducting Training and 6% said that the organisation has not developed. 20.Training and Development Inference: From the above graph it is been analysed that 44% of respondents said that the organisation has highly developed by conducting Training.

Training and Development 70 60 50 40 30 20 10 0 Excellent Good Average Poor No. Management is evaluating the Training programs from time It was found that all the respondents have undergone Vijayam Degree and PG College. Chittoor Page 69 .  training.  at the training programs. FINDINGS  Training.of respondents Percentage Inference: From the above graph it is been analysed that 58% of respondents have excellent feed back and 34% of respondents received good and 4% of respondents received average and 4% of respondents received poor feed back on Training and Development programs at NCCL.  to time  70% of the respondents felt that the training is useful for the 84% of the respondents were satisfied with the level of 90% of the employees are satisfied with the topics discussed career development .

Chittoor Page 70 .  92% of the employees are motivated by Training and Only 60% of employees feel that Training improves the Development programs conducted by the company.Training and Development  It is clear that 78% of employees are strongly agree Or agreed with the statement that Training and development helps in increasing employees knowledge confidence morale.  94% of employees having awareness on Training and Most of the employees it means 44% of employees strongly Development programs conducted by the company. Vijayam Degree and PG College.  SUGGESTIONS   Sufficient training frequency must be given to employees.  36% of people agreeing that management provides their Only 68% of the employees accepted that Training improves the skills and knowledge to deal with day to day problems.  64% of employees said that Trainers provide Training and Development based upon experience. support to the employees to attend Training programs great extent. The company has to reduce the gap between the seniors and Trainees should be selected on the basis of their own interest and subordinates to conduct a formal function.  productivity.  agreeing and 38% of employees agreeing that the organisation is developed by conducting Training.  not for the benefits of the organization.

 training to workers with in their working hours. CONCLUSION The organisation is helping the employees to increase their skills by conducting the Training and Development programs regularly and by assessing training needs effectively.   matter is reached in the right way.Training and Development  I recommended to the HR department that the trained employees Training awareness should be created among the workers. Periodical reviews should be done by trainees to ensure that the For effective training output the HR department should provide can get immediate feedback from the workers. Vijayam Degree and PG College. Chittoor Page 71 .

Hence Training and Development plays a vital role in increasing knowledge and creates skilful employees for the organisation. From the study made in assessing the effectiveness of Training and Development methods. the organisation has certainly tried its level best to import Training and Development which makes the employees acquire skills and knowledge about their job and importance which results in their job satisfaction. Chittoor Page 72 . QUESTIONNAIRE Put tick mark on your preferred answer: SOCIO-DEMOGRAPHIC FACTORS 1) Name: Vijayam Degree and PG College.Training and Development The organisation has a strong linkage with the Training and Development programs and these programs are helpful in their self development and organisational development.

confidence and morale a)Strongly agree b)agree c)Disagree d)Strongly disagree 5. Do you agree that technology changes or new technology will require Effective training. How do you feel about benefits from training programme ( ) Page 73 Vijayam Degree and PG College. What are the training methods available at NCCL a)On job b)off job c) workshop d)any other 7. Chittoor . Do you feel Training and development improve productivity a)Strongly agree b)agree c)Disagree d)Strongly disagree 3. Do you feel that Training is decreasing stress tension & conflict a) Strongly agree b) Agree c) Disagree d) Strongly disagree ( ) ( ) 2. a)Highly satisfied b)Satisfied c)unsatisfied d)Highly unsatisfied ( ) ( ) ( ) 6.Training and Development 2) Sex: 3) Age: Male ( ) Female ( ) Up to 20 years ( ) 20-30 years ( ) 30-40 years ( ) above 40years( ) 4) Marital status 5) Department Others ( ) Married ( ) Unmarried ( ) HR ( ) Production ( ) R&D ( ) Finance ( ) STUDY-FACTORS: 1. a)Strongly agree b)agree c)Disagree d)Strongly disagree ( ) 4. How do you feel about the Training programme conducted by the company. Do you think that Training & development programmes will help you Increasing knowledge.

Chittoor Page 74 . Do you feel environment plays an important role in providing training a)Strongly agree b)Agree c)Disagree d)Strongly disagree 9.Training and Development a)Highly satisfied b)Satisfied c)Dissatisfied d)Highly dissatisfied ( ) 8.Trainers are providing Training &Development based up on a)Qualification b)Experience c)Good communication d)Behaviour 13. To what extent management provides the full support to employees to attend Training a)Great extent b)Some extent c)Moderate d)Not at all ( ) 15.To what extent the employees aware of their weakness and strength after attending training programmes a)Great extent b)Some extent c)Moderate d)Not at all ( ) ( ) 12. On what basis the Training &Development conducted at NCCL a)Individual training needs c)Firm training needs b)Group training needs d)Above all ( ) 11. Do the training programmes cultivate competition among workers at NCCL a)Strongly agree b) Agree c) Disagree d) Strongly disagree ( ) 14.Training programmes has improved the skills and knowledge of employee to deal with day to day problems at work place a)Strongly agree b)Agree c)Disagree d)Strongly disagree ( ) Vijayam Degree and PG College. Are the employees having awareness on Training &Development in NCCL. a) Yes b)No ( ) 10.

Do the organization is developed by conducting Training a)Highly developed c)Poorly Developed b)Developed d)Not deDeveloped ( ) 20.Training and Development 16.Mamoria Title Personal management Publisher Himalaya Publishers Vijayam Degree and PG College.Opinion about Training & Development programs at NCCL a)Excellent b)Good c)Average d)Poor 18.Feedback on Training & Development programmes given at NCCL a)Excellent b)Very good c)Average d)Poor ( ) BIBLIOGRAPHY Author C.Do the employees are motivated by Training & Development a)Strongly agree b) Agree c) Disagree d)Strongly disagree ( ) 19. a) Excellent b) Good c)Average d)Poor ( ) ( ) 17.How the topics are discussed during Training & Development programs. Chittoor Page 75 .B.

com 3. www. www.hersheys. Michale Human Resource and Management Himalaya Publishers K.com Vijayam Degree and PG College.C.P.V. www. Chittoor Page 76 .Subba Rao Human Resource and Industrial relations Himalaya publishers G.scribd.Training and Development V.com 2.Subba Rao Human Resource Konark publishers Websites 1. Beri Marketing Research Tata Mc Graw hill P.google.