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REVIEW ON TECHNIQUES TO IMPROVE THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT

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DEVYANI INTERNATIONAL LIMITED SUBMITTED BY: RITIKA BHASIN BBA V SEMESTER SECTION B ENROLLMENT NO. - A7006408016 SPECIALIZATION- HR UNDER GUIDANCE OF: Industry Guides name: Guide: Mr. Abhishek Ram Reshma Bhartiya HR Manager Lecturer Organization:DIL ABS,Lucknow Faculty Mrs. Sr.

SUMMER INTERNSHIP REPORT IN PARTIAL FULFILLMENT OF THE AWARD OF FULL TIME BACHELOR IN BUSINESS ADMINISTRATION (2008-11)

AMITY BUSINESS SCHOOL AMITY UNIVERSITY UTTAR PRADESH LUCKNOW

STUDENT’S CERTIFICATE
Certified that this report is prepared based on the summer internship project undertaken by me in DEVYANI INTERNATIONAL LIMITED from 1ST JUNE 2010 to 30TH JULY 2010 under the able guidance of FACULTY GUIDE MRS.RESHMA BHARTIYA in partial fulfillment of the requirement for award of degree of Bachelors of Business Administration (BBA) from Amity University, Uttar Pradesh.

Date.______________

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Signature Ritika Bhasin Student

Signature Professor Reshma Bhartiya Faculty Guide

Signature Professor R P Singh Director (ABS)

CERTIFICATE BY FACULTY GUIDE
Forward here with a summer internship project on HUMAN RESOURCE- Training and Development submiited by RITIKA BHASIN, A7006408016 student of BBA Semester V, Section- B. This project work has been done in partial fulfillment of the Bachelor’s in Business Administration from Amity University, Uttar Pradesh.

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ACKNOWLDEGEMENT
I express my sincere gratitude to my company guide Mr. Abhishek Ram, Executive Human Resource, Devyani International Limited. For his able guidance, continuous support and co-operation throughout my project, without which the present work, would not have been possible. I would also like to thank the entire team of Devyani International Limited. For the constant support and help in the successful completion of my project. Also, I am thankful to my faculty guide Ms.Reshma Bhartiya of my institute for his continued guidance and invaluable encouragement.

Ritika Bhasin

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DECLARATION

I hereby declare that the project “Report on Evaluation of training and development” is an authentic work by me under the guidance of Mrs. Reshma Bhartiya for the 5th semester as part of my Bachelor of Business Administration. The data used in the report has been collected from the authentic sources. I also affirm that this study is not plagiarized and does not draw upon the work or conclusion of another individual or Organization.

Ritika Bhasin ABS, Amity University Lucknow

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1 2 3 4 8 8 8 8 10 6. 2.TABLE OF CONTENTS S.NO PARTICULARS 1. 4. Chapter-2 Introduction to the topic • Meaning of Training and Development 6 . 5. 3. Students certificate Certificate by faculty guide Acknowledgment Declaration Chapter-1 Executive summary • • On job training Off job training PAGE NO.

YUM Restaurant International 7 . Chapter-4 Training methods and technique for employees • • On job training Off job training 9. Chapter-5 Research methodology • • • • • • • • Objectives of Research Research approaches Research process Formulating Research Repairing research design Means of obtaining information Determining sample design Steps involved 10.• Benefits of Training for the Organisation 11 13 16 16 17 21 22 23 23 23 23 23 23 24 25 26 26 26 26 26 7. Chapter-3 Objectives 8. Chapter-6 Company profile • • • • • RJ corp DIL: overview DIL: vision DIL: mission Introduction to YRI.

Conclusions 14. Data analysis and interpretation 12. Bibliography CHAPTER. Findings 13.• • YUM brands Other brands of DIL 27 27 32 42 43 44 45 11.1 EXECUTIVE SUMMARY 8 . Questionnaire 15.

For the purpose of survey. About 60 employees were considered for the sample size out of 150 employees. On job Training: 1. Apprenticeship Programme/Training. It also aims to know and study obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. the training was divided into two groups. since the surveyor are given very limited time. Class room lectures 9 . Off the Job Training: 1. Internship 4. Job rotation 3. In the course of study. Coaching B. This survey was carried out in various sections of the Restaurants. The in depth study of the welfare measures adopted by the company revealed that majority of the employees were fairly satisfied with the training and Development programmers. A. it was found that the training programmes analyzed were provided to all the employees of Devyani International Limited and was not specific to particular category of employees.EXECUTIVE SUMMARY The summer project entitled ‘Review on Techniques adopted by HR Management to Improve the effectiveness of Training and Development is an attempt to understand the opinion and attitudes of the various categories of employees of the Devyani International Limited towards the maintenance of effectiveness of Training services provided by the Company. The data was collected through well structured questionnaires. 2.

6.2. Vestibule school Films Case study Computer modeling Programmed instructions CHAPTER-2 INTRODUCTION 10 . 4. 5. 3.

It focuses on personal growth and successful employee’s development. The effective combination of all these factors results to way for success. they have to be trained in an effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. Materials.INTRODUCTION An organization either Business or Industrial Enterprises needs many factors for its growth. The most important factors are Capital. further development and for its very survival. Features of training : 11 . TRAINING AND DEVELOPMENT Meaning: “Training means equipping the employees with the required skill to perform the job. Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. The candidates are sent for training so that they can perform the job in the expected manner”. Since all the others factors are handled by the human resources. Development refers to overall growth of the employees. Managing all other factors is comparatively easier than managing Human Resources. Development is much wider in concept as compared to training as training is only one part of development. The Human Resources are most important and need to be handled carefully.

Objective of training : • To prepare the employee both new and old to meet the present as well as the changing requirements of the job and organization. • Training support form of work organization that emphasize broadening employee skills and empowering employees.• Training objectives are tied to organization's business objectives and industry skills standard. formal training is still essential for most organizations or teaches them how to perform in their initial assignment. • Training is developed based upon an assessment of the target employee's knowledge. Training is evaluated based on both performance outcomes and the quality and effectiveness of the training process. Nevertheless. In recent years. to 12 . cooperative attitudes and good relationships. To ensure smooth and efficient working of a department.There is increasing recognition that employees can and should learn continuously. the scope of Training and Development has broadened from simply provided training programs in facilitating learning programs throughout the organization in variety of ways. To ensure economical output of required quality. • • Evaluation is used to assured training quality. skills and ability. and that they can learn from experience and from each other as well as from formally structured training programs. To promote individual and collective morale a sense of responsibility. • • • • To develop the potentialities of people for the next level job. • Training objectives are derived from and continuously aligned with the organization over all performance objectives and specific job requirements.

to prepare employees for future promotions and increased responsibilities. lack of team work etc. Managing manpower need: Some organizations have specialized technique of production and the ready staff is not available. In that case the organizations hire untrained people and train them with the required skill according to their organization’s need. As a result there is less wastage of resources and higher productivity in the organizations. Better performance: The performance of trained employees is always better than the performance of untrained employees as in the training programmes their qualities and capabilities are improved and employees get some experience of working on the job before they are actually assigned the job. dissatisfaction of employees. wastage of resources. 4. performance appraisal. and to motivate them to be ready to take the initiative and result in better support and co-operation among the employees. 13 . By training they solve long term problem if manpower requirement. the organization faces various problems such as problem of absenteeism. Attitude formation: The training and development aim at molding the employees so that they develop positive attitude for the organization. Many organization provide ‘Train-the trainer’ courses for superiors or peers who will in turn provide on-the-job training to others. Aids in or help in solving operational problems: While performing various activities in the organization. Reduced learning time: A trained employee takes less time in learning the job as compared to untrained employee. Through the supervisory level training these operational problems can be avoided or removed in the organization because supervisors are trained for improvement of superior. interviewing. 5. The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership. 2. and problem solving were also commonly taught. 3. Training and Development is also one of the most expensive. BENEFITS OF TRAINING FOR ORGANISATIONS: 1. This improves their performance and efficiency level. Besides being one of the most important HRM functions.subordinate relationship and for encouraging and motivating their subordinates.improve the current performance of employees who may not be working as effectively as desired.

CHAPTER-3 OBJECTIVES 14 .

co 15 . help grading skills and knowledge and employees estimate career planning of the company.Its basic objective is to prepare the employee both new and old to meet the present as well as the changing requirements of the job and organization. • To study new entrants of knowledge and skill • To study customer education. Ultimately.OBJECTIVES Training and Development can help an organization in a number of ways. To promote individual and collective morale sense of responsibility. Training has become an integral requirement in the organization for its growth and development . • To enhance and update knowledge and skill level of employee in the organization. it is employees knowledge and skill that produce the organization’s product or service. • To study the work culture of DIL • To understand the behavior of the employees. to ensure smooth and efficient working of a department and to ensure economical output of required quality. Training focuses to develop the potentialities of people for the next level job.

Training and development of an organization is mainly concerned with Human Resource Development & also for developing skills. Here emphasis has been made to organizational culture of DIL with regards to its HRD. In this context as a trainee in HR department we have been asked to examine the work of each personnel in the organization and to see the scope of training to be imparted for better understanding of work and work environment. • Acquire or sharpen capabilities require for performing various function association with their present or expected future role:• Develop their general capabilities as individual and discover and exploit their own/and organizational development purposes. HRD is a process in which the employees of any organization are helped motivated to acquire and develop technical. 16 . team work and collaboration sub-units. Training sessions generally take place in 3-4 months every year . managerial and behavioral knowledge. and competencies of people. • Develop an organizational culture in which superior.subordinate relationship.operative attitudes and good relationships. Since it is a government organization there is no fresh recruitment and as such training is given to the existing work force. Training and Development. • Thus. skills and abilities. knowledge.

CHAPTER-4 17 .

TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES There are mainly two methods of training: 1. In the Apprenticeship Programme. When the trainee becomes perfect in doing the job then master worker 18 . The common and popular techniques of training under on the job training are: (A) Apprenticeship training: The workers seeking to enter skilled jobs are sent for apprenticeship training programme which is an on-the-job method of training. This method is suitable only for technical jobs and the advantage of this method is employees can learn the practical problems while working on the job. a master worker or a trainer is appointed who guides the workers or learner regarding the skill of job. When the learner learns all the skills then slowly he starts taking up the job step by step and master worker becomes the observer. The master worker performs the job and the trainee observes him performing. Under this method the employees learn by doing. On-the-job training: When the employees are trained while they are performing the job then it is known as On-the-Job training.

This method of training is more suitable for managerial job positions as conferences. seminars are held to train the managers. the students get chance to practice under the real work situations. in banks the employees are shifted from one counter to other so that they learn the requirements of all the counters. superior suggest the changes required in the behaviour and performance of the employee. Generally the time period for apprenticeship programme may vary from 2 to 5 years. 2. 19 .goes and trainee get the full charge of job position. In short we can say under internship the class room sessions are backed with practical training. (C) Internship: Internship is an agreement between the professional institutes and the corporate sector where professional institutes send their students to various companies. how he can over-come his weaknesses and make his strength more strong. The coach gives due importance to the objectives of individuals as well as objectives of organization. Under this training programme the organizations get people with fresh ideas and latest knowledge and the companies have to pay very less amount of salary which is called stipend.so that they can practice the theoretical knowledge acquired by them through professional institutes. On the other hand. (D) Coaching: In this method superior guides and instructs the trainee as a coach. Through effective coaching you can motivate the employees to perform to their best ability. He guides employee. For example. (B) Job rotation: Job rotation is an on-the-job method of training in which the employee is shifted from one job position to other for short interval of time to make him aware of requirements of all the job positions. Off-the-job training: Off-the-job training means training the employees by taking them away from their work position which means employees are given a break from the job and sent for training.

20 . (B) Vestibule School: : Vestibule school means duplicate model of organization. It is a highly structured way to convey a message or specific information with the help of audio-visual aids formal classroom sessions of training can be made more interesting. A dummy model of machinery is prepared and instead of using original machinery employees are trained on dummy model. Sometimes the accountants who have to make entries in inventory register or cash register they are first supplied the duplicate registers with the same columns as in original registers and when they become perfect in making entries in duplicate register then they are handled over original register.The common and popular techniques of training under off the job training are: (A) Conference/Class room lectures: Literal meaning of conference is consultation. (D) Case Study: Under this method managers discuss real problems that they have faced and trainees are asked to give their suggestions and alternatives to solve the problem. (E) Computer Modeling: Under this method a computer is programmed to show real problems of job and how to overcome such problems. when the expensive and delicate machineries are involved then the employers avoid using on-the-job methods of training. The case study provides the bridge between theoretical knowledge and its practical applications. (C) Films: Showing films is also a very effective method in certain cases. Films can give important information on various techniques through demonstrative skills. Vestibule school is an off-the-job method of training which makes use of benefit of on-the-job method. Generally.

in particular or dramatically affecting the conduct of all business function. A worker needs skills to operate machines. The employers who are to be trained can be different types and each type would require types training. The most effective way to achieve success is for executive to take an active part in the training and provide the needed sources. Employees at all levels must continuously upgrade their expertise in a dramatically changing and increasingly competitive environment. Training Skills : Training is impartial skills to employers. Without of management support a training and development program succeeded. 2. Commitment from specialist and generalist : In addition to top management all manager whether they be specialist or generalist should be committed to and involve in the training and development process. 3. and other equipment with least damage and scrap. The computer and the internet. 21 . Technological advances: Perhaps no factors have influence training and development more than technology. The primary responsibility for training a development lies with line managers from the precedent and chai9rman of the board on down. 4 .Factors influencing training and development : 1. Technology has played a huge role in changing the way knowledge is delivered to employees. Top management support : For training and development to be successful. leadership support at the top is a requirement.Learning Style : The general function of training and development involves skills and knowledge acquisition. Training and development merely provide the technical expertise.

Young graduates recruited find it difficult . rationalization. sardars or foremen. These employees are given training either in their own section or departments. 2. and technical process. Training in necessary for all three types of employee. Such employees are given training on the job itself and the training by their immediate superior others. ruler workers and managerial personnel. When the first employee was employed on the job and systematic method where thereafter evolved for increasing the new employees knowledge and his skill. Semi-skilled workers : These workers require training to cope with the requirements of can industry arising out of the adoption of mechanization. 3. To improve the work skill of young workers apprenticeship training is must for rural workers training is necessary so that they can adjust themselves with workplace and in the social life of the urban environment. The training period ranges from 3 weeks to 6 weeks.1. Such training is also known as tradesmen or craftsman training. Skilled workers : Skilled workers are given training through the system of apprenticeship. Unskilled Workers: Unskilled workers require training is improved methods of training methods and materials to reduce the cost production and waste and to do the job in the most economical way. 22 . For devising adequate4 training program for individual it is necessary to conduct an accurate analysis of individual's aptitude and performance levels. which varies in duration form a fear to three or five years. In addition industry we find three types of employees-young workers.

DETERMINATION OF TRAINING NEED Job Recruitment Training need Initial Behavior Trainee Analysis of overall System Measure of proficiency Job description 23 .

24 .Job specification Aptitude & Attainment of Training Training Recruitment Training method CHAPTER-5 .

It is the pursuit of truth with the help of study. Research is .RESEARCH METHODOLOGY RESEARCH METHODOLOGY Research can be defined as “a scientific and systematic search for pertinent information in any branch of knowledge’. thus. an original contribution to the existing stock of knowledge making for its advancement. situation or a group (Descriptive research studies) 25 . observation. OBJECTIVES OF RESEARCH: • • To gain familiarity with a phenomenon or to achieve new insights into it (Exploratory or formularize research studies) To portray accurately the characteristics of a particular individual. comparison and experiment.

which are no subjected to rigorous quantitative analysis. The questionnaires circulated to collect the relevant information have been analyzed ion the basis of rating given to each question and then. The former involves the generation of data in quantitative form. RESEARCH APPROACHES There are two basic approached to research. This research follows both the inferential quantitative and qualitative approach. In the process. quantitative approach and the qualitative approach. This approach is further sub-divided into inferential approach is to form a database form which to infer characteristics or relationship of a population. it also aims to collect more detailed information on the subject of training and development itself. as it reflects on the present satisfaction level of the employees at Pizza Hut /KFC regarding the various training and development programmes being conducted here. Such an approach to research generates results either in non-quantitative form or in the form. which can be subjected to rigorous quantitative analysis in a formal and rigid manner. 26 . Research in such a situation is a function of researcher’s insight and impressions.• • • To determine the frequency with which something occurs or with which it is associated with something else. This usually means survey research where a sample of population is studied to determine it’s characteristics and it is then inferred that the population has the same characteristics. To test a hypotheses of a casual relationship between variables (hypothesis testing research studies) This research is an amalgamation of both formularize as well as descriptive research. Qualitative approach to research is concerned with subjective assessment of attitudes. opinions and behaviour.

a structure red questionnaire was used with close-ended questions with the exception of three questions that required descriptive answers. The training and development policies were studies from the personal manual as well as some information brochures made available by the training department at Pizza Hut/ KFC. But the way of achieving all this depends mainly on the purpose of the research. manuals etc. FORMULATING THE RESEARCH PROBLEM At the very beginning the researcher. the time limit was 25 days. The various steps involved in are search process are not mutually exclusive. RESEARCH PROCESS FOLLOWED: Research process consists of a series of actions or steps necessary to effectively carryout research and the desired sequencing of these steps. However. singles out the problem. No literature was available of any study conducted earlier on a similar topic. the following order concerning various steps provides a useful procedural guideline regarding the research process and has been used to carry out this research. After specifying the problem. he / she wants to study in specific terms. The subject matter related to the topic. time and money. REPAIRING THE RESEARCH DESIGN: The function of research design is to provide for the collecting of the relevant information and data with minimal expenditure of effort. for this purpose and extensive study of available literature was done. “Training and Development” was also examined from the available literature i. 27 . The time available for research 15 days and for the completion of this research. Here. the purpose of the study is both exploration and description THE MEANS OF OBTAINING INFORMATION: In this research case. It is determined before the data is collected. DETERMINING SAMPLE DESIGN: A sample design is a definite plant for obtaining a sample from the given population.e. Here. books.aggregate of the rating of all the questions of a group has been taken to find out the percentage of each response to that group. by this review the extent of available of the data of other materials was known and this led to a specification of the problem in a more meaningful context. not are they separate or distinct. Explanation of the way in which selected means of obtaining information will be organized and the reasoning for the selection. a synopsis was submitted to the company for approval.

a sample size of 30 was taken which is approximately 20% of the population. the employees of Pizza Hut/KFC Sample: The respondents that have been selected for the purpose of the study Sampling unit: the individual unit of the selected sample Sample frame: this contains the list of all the items of the universe. in this case. the employee lists of Pizza Hut/KFC Limited are the sample frame.STEPS INVOVLED: Population: All items under consideration in the field of enquiry. For the purpose of this study. For this project. CHAPTER-6 28 . Size of the sample: this refers to the number of items selected from the universe to constitute the sample.

Over the eighteen years the group has grown exponentially and in the year 2008.COMPANY PROFILE OF DIL COMPANY PROFILE DEVAYANI INTERNATIONAL LIMITED RJ CORP • • • Led by Mr. RJ Corp is a Transnational Company with its roots in India and presence in Uganda. with 72 Pizza Hut/KFC stores North and Eastern India. Nepal and Mauritius. Ravi Kant Jaipuria. Opening Pizza Hut/KFC stores in Nepal and Nigeria in 2009. the group turnover exceeded Rs. RJ Corp began operations in 1991. 29 . 1500crores. Nigeria. DIL: An Overview • • DIL is the largest franchisee of YUM.

Master franchisee of Costa Coffee with 53 outlets in India. long term shareholder and franchisee value. Inc. with revenues in excess of $11 billion in 2008. based in Louisville.leading. brand positions.• • • Fastest growing franchisee of YUM in India. consistency and returns.S. At YUM! they building a vibrant global business by focusing on four key business strategies: • • • • Build leading brands across China in every significant category. DIL: VISION To be the most preferred Restaurant Company for people and customer alike. Dramatically improve U. is the world’s largest restaurant company in terms of system restaurants with more than 36000 restaurants in over 110 countries and territories and more than 1million associates. 30 . Kentucky. Drive aggressive international expansion and build strong bonds everywhere. More than 3200 personnel on the rolls. DIL: MISSION • • • To be people centric Customer focused Process – driven operations INTRODUCTION TO YRI – YUM RESTURANT INTERNATIONAL YUM! Brands. Drive industry. YUM! Is ranked #239 on the fortune 500 list.

it is a fever that has caught the Indian foodie. Pizza Hut sells more than 1. so overwhelmingly indulging is the taste of such foods. Burgers. people just can’t resist the temptation of digging their teeth into these cheesy marvels. these have almost become like staple diet for many.off lands. Pizzas have always been a perennial favourite of the Italians. A phenomenon that has spread across the world. and since it have crossed these shores. soft drinks. To capitalize on RJ Corp’s significantly important relationship with Pepsi food. pizzas. which was the second largest business for Pepsi 31 . ice-creams. it has found its lovers in far.YUM! BRANDS The five brands of YUM! Are: • • • • • PIZZA HUT KFC A&W LONG JOHN SILVER’s TACO BELL PIZZA HUT The Pizza Fever Fast food for the young and the young at heart. And thanks to such discipline chains as Pizza Hut. delivery carry out units and kiosks in more than 86 countries. to approximate 4 million customers worldwide. it decided to venture into the food sector. Pizza Hut is the world’s largest pizza restaurant chain.7million pizzas every day. with nearly 12000 restaurants.

extra crispy. when it opened the first KFC Restaurant at Salt Lake. Serving the original Colonel recipe of 11 herbs and spices which till date remains one of the biggest secret in the world. It has franchisee rights for Northern and Eastern India. Chicken created by Colonel Harland Sander. KFC has in its menu and host of delicacies. The group became the first franchisee for YUM Restaurant International in India. The place has people thronging it. Kentucky is the world’s most popular chicken restaurant chain. 32 . Kolkata. Kolkata. specializing in original recipe. Indians are food lovers and the exciting KFC menu comes as a blessing for them. Other stores are at Park Street. KENTUCKY FRIED CHICKEN Finger Lickin’ Good!!! KFC corporation part of the YUM brand based in Louisville.all over the world. the juicy chicken pieces wrapped in crunchy cramps are absolute bliss for the taste buds. 72 Restaurants are owned and run by the company. Catering to eight million customers around the globe other than the original recipe. Today KFC has more than 80 countries and territories around the world. Twister and Colonel’s crispy strips chicken with home style sides. KFC is part of the YUM brands as such it was just an extension of RJ Corp’s role of franchisee for the same.

Inc. Inc.A&W: ALL AMERICAN FOOD A & W Restaurants. distinguished by its draft root beer and root beer floats.based fast food restaurants that specialize in sea food. The company name was taken from the last name initials of partner Roy Allen and Frank Wright. serving typical fast food menu of hamburgers and french-fries. 33 . Kentucky. The first restaurant was opened in 1969 in Lexington. A number of its outlets are drive in restaurants with carhops. as well as hot dogs. is a United States. is a chain of fast food restaurants. The chain is currently owned by YUM! Brands. The name and concept were inspired by Robert Louis Stevenson’s book Treasure Island. It is fast food franchisee company with locations throughout the world. LONG JOHN SILVER’S Long John Silver’s.

And other specialty items such as the crunch wrap supreme. The group manufactures and markets carbonated and non-carbonated soft drinks and mineral water under the pepsi brand. Evervess soda and Aquafina. The collest drink no earth. The various flavours and sub. It serves tacos. nachos. A subsidiary of YUM! Brands. Mirinda Orange. Mirinda Lemon. Mountain Dew. 7up. quesadillas. RJ Corp has been responsible for bringing universal drink home. It is opening around 50 outlets every year. Inc.S.TACO BELL Taco Bell is a restaurant chain based in Irvin’s. COSTA COFFEE Two Italian brothers founded costa coffee in 1971 based in the United Kingdom. Other brands associated with DIL: PEPSI : Lifeline of generation X Pepsi has been a universal flavour for decades. The family has in total 18 bottling plants in India and Nepal and is responsible for producing and marketing 44% of pepsi requirement in India. having quenched the thirst of whole generation of young men and women across the globe. it specializes in Mexican-style food and quick service. It has grown to over 350 costa outlets in United Kingdom. in addition to a wide variety of Big Bell Value Menu items. RJ Corp is india’s leading supllier of carbonated and non-carbonated softdrinks with beverages manufacturing facilities in India and Nepal.brands are Pepsi. It serves more than 2 billion customers each year in more than 5800 restaurants in the U. burritos. grilled stuff burritos. California. 34 . signature.

CREAM BELL: Pure Indulgence RJ Corp has made it presence felt in the ice-cream segment since 1991. Disney stores today is network of over 600 exclusive shops worldwide. After working for 10 years in this field. Jammu & Kashmir. RJ Corp joint hand with DCP for retiling of Disney Artist brand Merchandise in India. CRYOBANKS INTERNATIONAL: Exilir Of Life Cryo International is a pioneer and worldwide leader in the collection processing and banking of umbilical cord blood stem cell. KFC and Costa Coffee. Is joint venture between Cryobanks International. Cream bell operates through a network of 80 distributors in the above 9 states.During 2003 it launched its own brand. DELHI PUBLIC SCHOOL: Feel Enlightened RJ Corp has long been associated with excellence in education. The company currently operates in the states of Delhi.RJ Corp opened its first oulet in Cannaught Place. when it started manufacturing and marketing ice-cream under the brand name of “GAYLORD” in the state UP During 1996 it sold its brand to Brook Bond and started supplying to Hindustan Lever as their ice-cream sourcing plant. 35 . The Walt Disney Company sells its entire range of merchandised under the Disney brand. Ltd. Himanchal Pradesh. New Delhi. Madhya Pradesh and Rajasthan. Punjab. The year 2001 witnessed the expansion of their corporate portfolio with the opening its first school at gurgaon under the management agreement with the DPS society. Uttranchal. Cryobanks International provides a private cord blood storage program for expecting families that wish to privately store their baby’s precious stem cell and a public blood cord donation program for those who prefer to donate. DISNEY: Little Hearts The Walt Disney Company began its merchandising business in 1929. through tis division Disney Consumer Products(DCP’s). Haryana. Uttar Pradesh. Devayani International Limited. Cryobanks International India Pvt. which has turnover of over 2 billion is the master franchisee for Pizza Hut.

DATA ANALYSIS AND INTERPRETATION 36 .

37 .DATA ANALYSIS AND INTERPRETATION TABLE 1 Showing the response towards the availability of tools and equipments to perform the job. 100 80 60 40 20 0 YES NO Response Yes No No.no.71% of the employees don’t have the tools and equipments. whereas the rest 5.28% of the employees have the tools and equipments to perform their job. 2.71% ANALYSIS AND INTERPRETATION OF DATA: From the study it is found that 94. of respondents 66 4 Percentage 94. 1. S.28% 5.

TABLE2 Showing the response towards training and development. S. of respondents 68 2 Percentage 97.no.14% of the employees belief that they receive enough training to do their job well.85 % employees don’t belief that the training provided is sufficient for them to perform their task efficiently. Response Yes No No.14% 2. 38 .85% 100 80 60 40 20 0 YES NO ANALYSIS AND INTERPRETATION OF DATA: From the study it is found that 97. 2. while the remaining 2. 1.

85% 80 70 60 50 40 30 20 10 0 GOOD BELOW EXPECTATION EXCELLENT ANALYSIS AND INTERPRETATION OF DATA: From the study it is found that 77. while the remaining 22. Below expectation 2.14% of the employees belief that the training provided by the organization is excellent. Response No.TABLE 3 Showing the response towards effectiveness of training provided. of respondents 1.14% 22.no.85 % employees belief that the training provided is just good. 39 . S. Excellent 16 Percentage 77. Good 54 3.

71% of employees rated it as good.no. While. the remaining 35. of respondents Percentage 35. 40 . 1. Response Below expectation Good Excellent 25 45 No. 3. S.71% 64. 2.28% of the employees belief that the training provided is similar to the actual working environment and rated it as excellent.28% 70 60 50 40 30 20 10 0 BELOW EXPECTATION EXCELLENT GOOD ANALYSIS AND INTERPRETATION OF DATA: From the study it can be analyzed and interpreted that 64.TABLE 4 Showing the response towards training provided v/s actual work environment.

the remaining 35.no.71% were not very satisfied for the same. (B)Interpersonal Skills S. While. of Respondents 70 Percentage 100% - 41 .28% of the employees belief that their trainer has enough job knowledge. 1. of Respondents 45 25 Percentage 64. on the basis of: (a) S. 2.TABLE 5 Showing the response towards the trainer.28% 35.71% 70 60 50 40 30 20 10 0 YES NO ANALYSIS AND INTERPRETATION OF DATA: From the study it can be analyzed and interpreted that 64.no. Response Excellent Below Expectation No. 2. 1. Job Knowledge Response Yes No No.

100 80 60 40 20 0 EXCELLENT BELOW EXPECTATION ANALYSIS AND INTERPRETATION OF DATA: From the study it can be concluded that all the employees are very happy with the interpersonal skill of their trainer. and they are very comfortable with the working atmosphere of the company. 42 .

57% of employees belief that it is not going to be helpful in future. S.42% 8.57% 100 80 60 40 20 0 YES NO ANALYSIS AND INTERPRETATION OF DATA: From the study it can be concluded that about 91. of Respondent 64 6 Percentage 91.no.TABLE 6 Showing the response towards the benefits attained for future prospects. the rest 8. 1. 43 . 2. Response Yes No No.42% of employees belief that the training provided to them will be beneficial to them in future also. While.

3. 44 . Response Below Expectation Good Excellent No. 1. of Respondents 42 28 Percentage 60% 40% 60 50 40 30 20 10 0 Below Expectation Good Excellent ANALYSIS AND INTERPRETATION OF DATA From the above table. while 60% says that to some extent they are confident about the training environment.TABLE 7 Showing the response towards the environment of training at Pizza Hut/ KFC S. it is found that 40% of the respondents say that they are very happy with the training environment of Pizza Hut/ KFC.no. 2.

45 .71% 70 60 50 40 30 20 10 0 Classroom Presentation Discussion ANALYSIS AND INTERPRETATION OF DATA From the above table. 1. it can be concluded that 64.71% of the respondents say that through discussion they can improvise their working style. The practical approach of training not only helps them in understanding things better but it also enhances their performance. 3. Response Classroom Presentation Discussion No. 2. While 35. S.TABLE 8 Showing the response towards the most preferred training method.no.28% 35. of Respondents 45 25 Percentage 64.28% of the respondents say that the most effective method of training is through presentation.

CONCLUSION AND BIBLOGRAPHY 46 .FINDINGS.

Employees are feeling that the return on investment made for training is more than the expected gain. The Return of investment made on the training and activity are not measured properly. It gives an idea to employee about the subject matter . Maximum respondents have undergone training programs and about 97% of the respondents are satisfied with the training provided to them.FINDINGS • • • • Training and development programs at Pizza Hut/KFC is aimed at systematic development of skills. Training is given to employees by recognizing their area of deficiency. Maximum respondents are satisfied with the availability of tools and equipments for them to perform their task efficiently. knowledge.70% said that the training imparted is very helpful to them in gaining the knowledge. Knowledge is the important factor for any kind of learning. • • 47 . No training is imparted to the employees on the basis of giving promotion upon completion. attitude and team work.

The potential need for practical Training and Development to support development affects across the organization is very great. Overall it was an overwhelming experience and definitely it has helped me to grow as an individual. 48 . As experience is gained the aim is both to improve the use of techniques in training and development and to explore the use of other delivery systems as the range of options provided through continuous growth. Many of the employees across the organization are keen to acquire skills and knowledge to help them improve their standards of performance. The challenge facing the organizational need is to identify practical ways in which traditional approaches to training and development can be combined with new techniques.CONCLUSIONS The experience working with Pizza Hut has taught me the successful implantation of training techniques.

QUESTIONNAIRE 1. Do you think training imparted at Pizza Hut/KFC is beneficial for future? Yes No 49 . How relevant do you find training to actual working environment? Below Expectation Good Excellent 5. Do you receive enough training to do your job well? Yes No 3. How do you rate your trainer in terms of : Below Expectations Excellent (1) (2) (3) Job knowledge Presentation styles Interpersonal relationship Good 7. In terms of effectiveness how would you rate the training of Pizza Hut/KFC? Below Expectation Good Excellent 4. How effective are the training sessions taken by the Pizza Hut/KFC? Below Expectation Good Excellent 6. Do you have the tools and equipments to do your job? Yes No 2.

How could your training be more effective? 50 . What changes do you see in yourself after undergoining the training session at Pizza Hut/KFC? 9. What do you appreciate the most about your trainer? 13. How do you find the environment of training at Pizza Hut/KFC? Below Expectation Good Excellent 10. Which method of training do you prefer the most: (1) (2) (3) Classroom Presentation Discussion 11.8. What according to you could be done by the organization to make the training sessions/modules better? 12.

Author: Robert L.com 51 .N.L.Jackson Devyani International Limited company guide. Tripathi D. CR Kothari Research Methodology PC Tripathi : Personel Management and Human Resource Management Human resources management • • • • L.M.BIBLIOGRAPHY • • • • • • • Phillip Kottler : Human resource management Wikipedia HRM book. Mathis John H. Prasad Aswasthapa P. Dwivedi DIL WEBSITE • devyani@pizzahut-dipi.C.