SUMMER TRAINING REPORT

ON

TRANING AND DEVELOPMENT

Undertaken At

Submitted in the partial fulfillment for the award of Master’s Degree in Business
Administration

(Session 2008 - 10)

SUBMITTED TO: SUBMITTED BY:

Kurukshetra University AVNEESH SINGH

(Kurukshetra) Roll No.: 081008

S. D. COLLEGE OF MANAGEMENT, ISRANA, PANIPAT

KURUKSHETRA UNIVERSITY, KURUKSHETRA

0
 PREFACE

Theoretical knowledge without practical knowledge is of little value. Theoretical studies

in the classroom are not sufficient to understand the functioning of complex and large
sized organization, a student of management can have a theoretical knowledge, but he/
she must have a practical knowledge too, so that he/she can be able to tackle the various
problems that arise in business. Therefore, it becomes necessary for a management
student to undergo any project work.

Practical knowledge supplements the theoretical studies and covers all the possible area,
which is left uncovered in classroom. A systematic practical training is necessary for a
trainee to bring in him the confidence for job performance and mental preparation which
enables him to take up future job responsibility. It exposes student to invaluable treasure
of experiences.

I had received training at REIAGRO Limited, Bawal, in the marketing and HR Division.
During the training program, I got the opportunity to learn valuable things regarding
management. It was my fortune to get the training in a very healthy atmosphere. The
management of the company offered learning situation, sufficient facilities and training
opportunities to fulfill the objectives of training. The overall gain to me will be reflected
in the report itself.

This project has really exposed me to a far new world and I sincerely hope that
“REIAGRO Ltd.” will find my study equally valuable as I found it in shaping my career.

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 Acknowledgement

A research study cannot be completed without the help and guidance of various
individual and institutions. I expressed thanks and gratitude to all those who made it
possible for me to complete this report.

With great pleasure and sincerity I wish to express my deepest sense of gratitude towards
Mr. MOHINDER SINGH for allowing me to receive training in his department.

I would also express my deepest sense of gratitude towards Mr. DEEPAK for her
valuable guidance and practical suggestions and for patiently enduring my numerous
queries.

I wish to thank REIAGRO Limited, Bawal (Haryana) for providing me an opportunity to

work with them on this project. My stay in the organization has been a great learning
experience. This exposure has greatly enriched me with knowledge.

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 STUDENT DECLARATION

I,AVNEESH SINGH , Class M.B.A. 3rd Semester of S.D. Institute of Management,

Israna, Panipat hereby declare that the project entitled “TRAINING AND
DEVELOPMENT” is an original work and the same has not been submitted to any
other institute for the award of any other degree. The interim report was presented to the
supervisor on ………………. The feasible suggestions have been duly incorporated in
consultation with the supervisor.

Countersigned

Signature of supervisor Signature of candidate

3
 CERTIFICATE
This is to certify that Avneesh Singh has completed the research project entitled
“training and development” under my supervision. To the best of my knowledge, the
report consists of results of empirical study conducted by my student. In my opinion, the
work is of the requisite standard expected of a MBA student. Therefore I, recommend the
same to be set for evaluation.

Manju narval
(PROJECT GUIDE)

4
5
 TABLE OF CONTENTS

S.No. TOPIC PAGE NUMBER

1. Executive summery 7

2. Company profile 9 – 15

3. Mission & Vision 16

4. Brands of company 17 – 20

5. Introduction to topic 26 – 33

6. Training process 34 – 35

7. Training need identification 36 – 38

8. Method of training & development 39

9. Feedback of training 45

10. Research methodology 53

11 Suggustion 66

12. Bibolography 68

13. Annexures 69 – 71

EXECUTIVE SUMMARY

PROJECT TITLE:-
Training and development in REIAGRO LIMITED BAWAL

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OBJECTIVE:-

To determine the training and development level of the employees .

METHODOLOGY:-

Review of literature:-

• The HR policies of REI AGRO LIMITED BAWAL concerning recruitment,

training, leave,

• Promotions, career planning, salaries, and other benefits were studied.

• Previous reports of training and development in REI AGRO LIMITED were

studied.

• The problem areas were studied after discussion with senior managers of the HR
department .

• Questionnaire was developed.

Sampling technique and sample size:-

*Departments were identified for carrying out the survey.

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 *Sampling technique – Quota sampling.

*The sample size – 80

Collection of data:-

• Primary data : Questionnaire response

• Secondary data : HR manual, interview, observation.

Analysis of data:-

Data was compiled and then analyzed and interpreted with the help of diagram.

“Analysis showed that overall TRAINING AND DEVELOPMENT were

satisfied with HR policies of REI AGRO

but were dissatisfied with the red tapism attitude of the HR people”.

Recommendations:-

The following recommendations were made after interpretation of the results of the
survey.

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• More transparent communication system.

• More objective and transparent method of performance appraisal.

• Tight security at Township

• Canteen requires to check the quality of food and services

9
 COMPANY PROFILE

REI AGRO LTD. OVERVIEW

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REI Agro was established in the year 1994 with a vision to consolidate the fragmented
basmati rice industry. In a short span of time it has risen to the position of an undisputed
leadership in the industry. A unique business model, out of the box approach of the
management, and the goodwill of the customers have enabled the company to consolidate
on its leadership position.

Today, REI Agro with a turnover of Rs.1085 Crores in Fiscal 2007 is the country’s food
major. It follows an integrated business model and is equipped with the latest technology
available globally. The company has regularly scaled up its production capacity and it has
presently got a capacity of 534360 mt/hr
Hansraj and AI-Tahaan, with wide choice in all the price segments, REI Agro has become
a household name. The state - of - the - art facilities and ISO - conforming quality
initiatives have resulted in superior quality grain at an excellent value proposition. Strict
adherence to the international standards as well as world-class quality initiatives has
resulted in superb brand image of the company in the international market. 75% of the
world's Basmati rice is produced in India and REI Agro is a major player in this country.
Keeping abreast of the changing time, the company has been proactively strengthening its
branding, processing and production capabilities.
REI Agro launched its 6Ten chain of retail outlets in the last quarter of the fiscal of 2006-
07 as a part of its objective to get closer to the customer decision making process,
enhance margins and realization. REI Agro Limited (REI Agro) is one of the leading
basmati rice companies in India. The company is engaged in the processing of
basmati rice, generation of power through wind mills, and operation of retail chain
outlets.
It offers wide range of basmati rice under the brands of Real Magic, Kasturi, Mr.
Miller, Hansraj, Hungama, and AI-Tahaan. The company started retail chain
operations in 2006-07 fiscal years and launched 320 retail stores under the brand of
6Ten in Delhi, Haryana, Punjab, U.P. and Maharasthra states of India.

The company operates its business through three reportable segments namely, Rice,
Power and Retail. REI Agro is headquartered at New Delhi, India and employs
people.

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Global Markets Direct’s REI Agro Limited – Financial and Strategic Analysis
Review” is an in-depth business, strategic and financial analysis of REI Agro
Limited. The report provides a comprehensive insight into the company, including
business structure and operations, executive biographies and key competitors. The
hallmark of the report is the detailed strategic analysis of the company. This
highlights its strengths and weaknesses and the opportunities and threats it faces
going forward.

MANAGEMENT OF REI AGRO LTD.

Audit Committee

The Audit Committee comprises of three directors who

are independent non-executive directors. Its members are Mr. A. Chatterjee, Mr. K.D.
Ghosh and Dr. Ing. N. K. Gupta. The responsibilities of the Audit Committee amongst
others include:-

Overview of the Company's Financial reporting processes and disclosure of financial

information.

Reviewing the financial statements with the management.

Reviewing the company's internal controls with the management and internal
auditors.

Reviewing the Company's financial and risk management policies.

Recommending to the board appointment and removal of statutory auditors,

internal auditors, fixing of audit fee and also approval of payments for any other services
rendered by them.

Discussion with the statutory auditors before the commencement of the audit
regarding the nature and scope of the audit and discussions after the audit to address
the areas of concern.

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Share Transfer Committee
This committee comprises Mr. A. Chatterjee and Mr. K.D. Ghosh. The committee
oversees and reviews all matters related to the transfer of Company securities.

Investor Grievances Committee

This committee deals with Company shareholder and investor grievances and oversees
the performance of share transfer agents and recommends measures for the improvement
of quality of investor services. The committee comprises Mr. A. Chatterjee and Mr. K.D.
Ghosh.

Mr. Sanjay Jhunjhunwala Chairman

Mr. Sanjay Jhunjhunwala, has been heading the Company since its inception in 1994. He
has significant experience in the marketing of rice, both in the domestic and international
markets. Besides being involved in the overall strategic planning of the company, Mr.
Sanjay Jhunjhunwala is responsible for REI Agro's export business. He has been the
driving force behind the growing acceptance of the company as a leading producer of
basmati rice in overseas markets. Under his leadership the company is exploring new
markets in the Middle East and Africa..

Mr. Sandip Jhunjhunwala – Vice Chairman and Managing Director

Mr. Sandip Jhunjhunwala, Vice Chairman and Managing Director, is the younger brother
of Mr. Sanjay Jhunjhunwala and has been associated with the Company since its
inception. He was primarily responsible for the company's setting up of state-of-the-art
processing equipments. Under his leadership, REI Agro is continuously expanding and
upgrading its processing facilities. Mr. Sandip Jhunjhunwala is instrumental in
developing and monitoring the implementation of the company's business plan and
effective strategy. He oversees the overall operational activities and reviews the progress
with the senior members of the management team. He ensures that the company moves in
line with the overall objectives and mission as set out in the business plan. He has
successfully implemented standard operating procedures at REI Agro.

Dr. Ing. N.K. Gupta Director

Dr. Ing. N. K. Gupta, Director, completed his diploma course in mechanical engineering

13
and a degree in B.Sc. (Engg.) from Technical University, Dresden, Germany. He was
awarded the degree of Doctor Engineer (PHD) by University of Dresden. He worked as a
project engineer in Germany and acquired experience in the design, layout and
construction of food processing machinery. He has since moved to India and is the
leading brains in rice milling equipments in the country. He has designed and assisted in
setting up of REI Agros processing facilities.

Mr. A. Chatterjee Director

Mr. A. Chatterjee, Director, has significant experience in corporate governance. He is a

chartered engineer and approved valuer having specialized knowledge in metallurgical,
chemical and engineering industries, mainly rice processing plants, steel plants and heavy
engineering plants.

Mr. K.D. Ghosh – Director

Mr. K.D. Ghosh, Director, has formerly held senior positions in one of the largest Indian
Banks. He also has experience in financial planning, industrial relations, interview
techniques, management development, branch development, credit management, foreign
exchange banking and merchant banking. He has handled credit decisions involving
project financing, working capital financing, pre-sanction and post- sanction appraisals,
follow ups, monitoring and control of various units. His significant experience in the field
of day-to-day financial matters has been very useful for the company.

SENIOR MANAGEMENT
Mr. Ajay Sharma President

Mr. Ajay Sharma, President, is responsible for the day-to-day operations of the company.
Mr. Sharma is responsible for the implementation of REI Agro's standard operating
procedure. He is also responsible for the proper implementation of the company's
strategies. He articulates business strategy and is instrumental, along with Mr. Sandip
Jhunjhunwala, in achieving success in the branding of the REI Agro's products. He has
significant and varied experience in the rice industry. He has previous experience
working for a rice exporting and marketing organization. His has also worked with one of
the company's leading customers in Saudi Arabia. Mr. Sharma has been instrumental in

14
setting up of the procurement and distribution networks which are by far the largest in the
Basmati rice industry. He has also formulated the quality policy for the company, which
is the basis for all our processes.

Mr. Mandan Mishra - Company Secretary

Mr. Mishra is a member of the Institute of Company Secretaries of India. He is a Post
Graduate in Science and a Law graduate with experience in Secretarial and Legal
functions of Corporates. He has continuous exposure in areas such as Comporate Laws
and other allied laws, Labour Laws apart from statutes particularly affecting the
manufacturing Industry such as Sales tax, Excise Laws, Custom Laws etc.

Mr. Sarad Buchasia –Financial Controller

Mr. Sarad Buchasia, Financial Controller, has more than 14 years of experience in
financial management and accounting. He has successfully handled positions at various
levels, gaining in-depth knowledge of financial management and management
accounting. Mr. Buchasia, a chartered accountant by qualification, is in charge of finance
and has successfully set up systems and internal control procedures.

Mr. Atul Saxena – General Manager Works

Mr. Atul Saxena, General Manager Works, is in charge of production, quality control,
operations and utility. He is responsible for the coordination between the various factory
divisions and also acts as the coordinator with key customers. It is his responsibility to
ensure that the company is in a position to deliver finished products to the customers in
accordance with the projections provided by the marketing team.

Mr. Anees Ahmad Khan – General Manager Retail

Mr. Anees Khan spearheads the company's retail foray. He possesses over 14 years of
experience across the retail value chain. He has exposure to the entire operations, supply
chain management, marketing etc. He was heading a chain of stores in North India prior
to joining the REI Team.

Mr. Danish Beg –Assistant Financial Controller

Mr. Danish Beg, Assistant Financial Controller, is a cost accountant by qualification with
more than 13 years of experience. He has been in financial services and earlier worked
for one of the largest trading houses in India. He has exposure to financial analysis,
management accounting, financial structuring and corporate finance. He handles Investor
Relations for the company.

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MISSION & VISION OF REI AGRO LTD.

MISSION:-

Following strategic policies and by processing through ultramodern technologies, REI

Agro will offer the best quality of rice globally and consolidate the fragmented basmati
market.

VISSION:-

Basmati spreads its aroma in every corner of India. It’s the vision of REI Agro to spread it
in every kitchen of the world.

FUTURE PLANS:-

REI Agro endeavours to strengthen its relationship with everyone associated with the
company. It has equipped itself with powerful strategies to face any challenge in the
future. Procurement network helps the company to acquire superior quality of rice at low
cost, to maintain regular flow of raw material and to strengthen the company's
relationship with the farmers.

There is a huge demand for parboiled rice in the Gulf and this will be a major driving
force behind the company's exports in the coming year. REI Agro is fully equipped to
capitalize on the growing demand of basmati rice.

The company looks forward to increase its market share on the one hand with larger
volumes and also a change in its product mix with a larger share of branded and export
sales.

BRANDS OF COMPANY

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India is continuously leading as the largest producer of rich quality Basmati rice To give a
distinct brand identity to Basmati rice is the core of marketing policy at REI Agro. In
order to reach the all sections of the society, the company has launched different brands
in the market. The company was the first to launch brands for broken basmati rice in
India in an innovative way.

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18
Basmati is no product. It is a status symbol. It doesn't just feed; it elevates. It doesn't just
create meals; it transforms.

19
 REI Agro was established in the year ………with a
vision to lead. Following its distinct corporate policy, it
rose to the position of an undisputed leader in the
Basmati rice industry. Business acumen of the
management, as well as the goodwill of the customers
has enabled the company to retain its leadership
position. The products of REI Agro have reached every
corner of the country, and have won the hearts of
millions with fragrance and flavor. REI Agro is
spreading appreciation.the aroma of Indian delicacy to
all over the world. The products are receiving immense

This world-beating Basmati variety is painstakingly created by a delicate chemistry. A

winning combination of rich alluvial soil washed down from the Himalayas, snow-fed
waters, a median temperature of 28-33 degrees Celsius and a minimum humidity of 60%.

Timely sowing and transplanting of basmati rice is an important factor in determining

grain yield and quality. Sowing is done in the nursery, ideally in the first week of June.
Basmati is grown in the kharif season and harvested during September to December. It
produces a better aroma when exposed to cool weather conditions when ripening.

Basmati's universal popularity is reflected in the doubling of its per capita consumption in
the last 20 years. India, with a global production share, has emerged as a significant
beneficiary. As a growing basmati provider to the world, REI Agro is evolving as a
significant player in this sustainable trend.

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 Basmati is required to be matured for a period of 18 to
24 months before it is consumed. The company has
focused on an integrated model and matures basmati
more than any other company in the Basmati rice
industry. This provides the company the best quality
products at the most competitive products. During the
maturing process, internal checking is conducted to
ensure the best quality.

The company dries paddy with uniformity and

processes it with dryers before it is processed. They are
also checked on various other aspects like length, size
etc. The broken tips are removed to maintain the
optimum quality. At present, the company has
manufacturing units in Bawal Growth Centre (Haryana)

Only the best quality products are supplied to the customers of the company. It has helped the
company to build its credibility in the market. The setting up of fully integrated rice processing
facilities by REI Agro gives it a competitive advantage over other small Basmati processor.
The company has commissioned one of the country's largest parboiled rice facilities in India. This
facility enables the company to cater to the parboiled rice consumers, overseas.

REI Agro has also installed 46.1 MW wind farm power plants in Rajasthan, Maharashtra, Tamil
Nadu and Gujarat. The company has entered into long term PPA's for the sale of power.

21
 REI Agro is determined to maximize the brand value
of Basmati rice. The company has significantly
increased the maturity period of rice. It is also scaling
up its productivity using latest technology. In the past
few years, a major portion of the company's
production are branded and exported.
With a wide network of distributors through out the
country, the company has marked a dignified
presence in states like Maharashtra, Gujarat,

Delhi, Uttar Pradesh, Rajasthan, Haryana, Tamil Nadu, Andhra Pradesh and Karnataka.
The company has also plans to expand to Himachal Pradesh, Chandigarh, West Bengal,
Jharkhand as well as other states.

The company has set up the largest and the strongest procurement network for
procurement of basmati paddy from farmers. The company enjoys a preferred buyer
status with the farmers on account of the relationships built over a period of time.

Corporate Social Responsibilities

REI Agro has established itself as a socially responsible organization. It has been
significantly contributing towards social welfare since its inception.

Agriculture is one of the most prominent sectors in Indian economy. Agriculture and
allied sectors accounted for 18.6% of the Gross Domestic Products (GDP). About 60% of
the total population are engaged in agricultural activities.

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The real economic development of India lies in the development of the farmers. And REI
Agro has been playing a major role in this respect. The farmers are significantly benefited
by the operations of REI Agro. The company contributes towards the development of the
farmers’ by providing training and education besides seeds, fertilizer, etc.

REI Agro provides direct employment to several thousand people. The expansion of the
company has also led to the infrastructure development of the areas where its plants and
offices are located.

The company has set up 46.1 MW of wind energy in several India States. The wind farms
provide carbon credits to the company.The company has set up 46.1 MW of wind energy
in several India States. The wind farms provide carbon credits to the company.

Welfare Facilities

Leave Rules and Eligibility

Casual leave 08 days

Sick leave 07 days

Earned leave 24 days

Special leave 07 days

Maternity leave 84 days

Miscarriage leave 06 days

National and Festival Holidays

National Holidays 03 days

Festival Holidays 10 days

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Uniform Facility

 2 sets of uniform in summer

 Set of uniform (jacket 7 trousers) in winter

 1 pair of shoes in a year

Canteen Facility

75%subsidized canteen facility for all the employees provided by the company i.e.
breakfast, lunch, tea in all shifts.

Transport Facility

For permanent employees free transport from residence to factory.

Crèche Facility

Crèche facility is being provided for the children of female staff working in the factory.

Diwali Gift

Rs.1750/- with a box of sweets.

Entertainment

A picnic day on yearly basis.

Annual sports day

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Attendance Incentive

Monthly Incentive

Leave availed in a month Entitlement of attendance incentive per

month

Nil 200/-

1 day 75

Yearly incentive

Leave in a year Yearly

Nil 3000/-

Up to 5 days 1000/-

First Aid Facility

24 hours first aid centre all required available. Highly trained and qualified medical staff
to ensure the safety.

Loan Facility

For permanent Employees

More than 3yrs less than 5 yrs 40000/-

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More than 5 yrs 50000/-

Benefit for employees working on National Holidays

Rs. 200/- per National Holiday

Night Shift Allowance

Rs. 30 per night (10:00PM to 6:00AM)

Marriage Gift

Rs. 1001

In case of Accident

Rs 200000 or provide service.

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 Training and Development

INTRODUCTION TO THE TOPIC

The main objective of this study is to identify that how is helpful in the development of
an employee.

Organization and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every management has to develop the
organization through human resource development. Employee training is a specialized
function and is one of the fundamental operative functions for human resources
management.

Meaning of Training

Training is a process of increasing the knowledge and skills for doing a particular job. It
is an organized procedure by which people learn knowledge and skill for a definite
purpose. Training is aimed at improving the behavior and performance of a person. It is
never ending or continuous process. Training is closely related with education and
development but needs to be differentiated from these terms. In other words training
improves, changes, moulds the employees knowledge, skill, behaviour, aptitude and
attitude towards the requirements of the job and organization. Training refers to the
teaching and learning activities carried on for the primary purpose of helping members of
an organization, to acquire and apply the knowledge, skills, abilities and attitude needed
by a particular job and organization.

“Training develops the talent of personnel, which is the most important assets. Although
it does not appear on the company’s balance sheet, but it has significant effect on the
company’s progress.”

27
According to Dale S. Beach, “Training is the organized procedure by which people learn
knowledge and skill for a definite purpose.”

Meaning of development

Development means making employees skilful in every field. The scope of development
is wide and training is a part of it. Its objective is not only to make the employees
efficient in their present job but to make them capable of handling future problems.

On the other hand, development is a long term educational process utilizing a systematic
and organized procedure by which managerial personnel learn conceptual and theoretical
knowledge for general purpose

Characteristics of Training and Development

 Expense on training is investment and not wastage

 It relates to a special job.

 It is beneficial both to employees and organization.

 Training prevents obsolescence.

 Training is a continuous process.

 It is essential for both the new and the old employees.

 Training is necessary for all the managerial level.

 There is difference between training and education.

 It prepares the employees for higher level tasks.

 It ensures smooth and efficient working of a department.

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  To assist employees to function more effectively in their present position by
exposing them to the latest concepts, information and techniques and developing
the skills they will need in their particular fields.

 To promote individual and collective morale, a sense of responsibility,

cooperative attitude and good relationship.

 To ensures economical output of required quality.

Expense on training is investment not wastage

The most important feature of training is that the expenditure incurred on it is an

investment not wastage. The expenses on the training of the employees will be recurring
advantages for the enterprise for a long time to come which will be in the form of an
increased efficiency of the employees.

Relates to a specific job

The purpose of training is not to increase the general knowledge of the employees but to
make them proficient or skilful in a special job.

Training is beneficial both to Organization and Employees

Training is a process which benefits both the organization and the employees. The dream
of the enterprise to have more production at less cost is fulfilled, and on the other hand,
because of the increased proficiency the employees get remuneration by increasing
production in less time.

Training is a continuous process

Training is not a process, which can give all the knowledge to an employee regarding a
particular work for all times to come. Whenever some new procedures, and new

29
technology are adopted in the enterprise, training becomes imperative. In other words,
whenever changes are introduced in the business, the training is necessitated.

It is essential for both the New and the Old Employees

So far as the training of the new employees is concerned, it is essential for them, but the
old employees also need training for learning the new techniques of work and refreshing
their old knowledge.

Difference between training and development

Basis of difference Training Development

Scope The scope of training is The scope of development

restricted. is wide.

Suitability The workers and The need for development is

supervisors need training more for managerial
more. category.

Objectives Its objective is to make the The need for development is

employees more efficient in more for managerial
their present work. category.

Method Its chief methods are Its chief methods are

vestibule training, transfer, special courses,
apprenticeship training and conferences and seminars.
internship training.

Nature Nature of training is Nature of development is

increasing practical increasing theoretical
knowledge. knowledge.

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Need for Training and development in an organization

31
 Job
Requirement

Technological Need for Organizational

Changes Training Viability

Internal
Mobility

Training is required on account of the following reasons:

 Job Requirement

32
Employees selected for a job might lack the qualifications required to perform the job
effectively. New and inexperienced employees require detailed instruction for effective
performance on the job. In some case, the past experience, attitude and behavior patterns
of experienced personnel might be inappropriate to the new organization. Remedial
training should be given to such people to match the needs of the organization. New
employees need to provide orientation training to make them familiar with the job and the
organization.

 Technological changes

Technology is changing very fast. Now automation and mechanization are increasingly
applied in offices and service sector. Increasing use of fast changing techniques require
training into new technology.

For instance, staff in public sector bank is being trained due to computerization of
banking operations. No organization can take advantage of latest technology without
well-trained personnel.

 Organizational viability

In order to survive and grow an organization must continually adopt itself to the changing
environment. With increasing economic liberalization and globalization in India, business
firms are ex-periencing expansion, growth and diversification. In order to face
international competition, the firms must upgrade their capabilities. Existing employees
need refresher training to keep them abreast of new knowledge. An organization can
build up a second line of command through training in order to meet its future needs for
human resources. Trained staff is the most valuable asset of a company.

 Internal Mobility

33
Training becomes necessary when an employee moves from one job to another due to
promotion and transfer. Employees chosen for higher level jobs need to be trained before
they are asked to perform the higher responsibilities. Training is widely used to prepare
employees for higher level jobs.

Thus there is an ever present need for training people so that new changed technique may
be taken advantage and improvements in old methods are effected. Need for training has
increased due to growing uncertainties in the environment, global competition, growing
aspirations, vast untapped human potential, ever-increasing gap between plans and results
and suboptimal performance levels.

Training process

34
Identifying the needs of the training

Planning for the training

Method of training and development

Qualities of a trainer

Conducting training

Feedback of training

Evaluation of training

35
Training Needs identification

36
 Identifying
the Need of
Training

Organizatio Department Job/role Manpower

nal analysis al analysis analysis analysis

Training needs are identified on the basis of:

 Organizational analysis

 Departmental analysis

 Job /role analysis

 Manpower analysis

Training programme, training method and course content are to be planned on the basis
of training needs. Training needs are those aspects necessary to perform the job in an
organization in which employee is lacking attitude/aptitude, knowledge and skill.

Training needs can also be calculated by the formula given by some Author:

Training needs = Job and Organizational requirement - Employee Specification

37
Organizational Analysis

This includes analysis of objectives, resource utilization, environmental scanning and

organizational climate: Organizational strengths and weaknesses in different areas like
accident, excessive scrap, and frequent breakage of machinery, excessive labour turn-
over, market share, and other marketing areas.

Departmental Analysis

Departmental strength and weakness including special problems of the department or a

common problem of a group of employees like acquiring skills and knowledge in
operating computer by accounting personnel.

Job Analysis

This includes study of job, design of jobs due to changes, job enlargement, and job
enrichment etc.

Manpower Analysis

Individual strengths and weaknesses in the areas of job knowledge, skills etc.

Method used in training needs assessment

Group or Organizational analysis Individual analysis

38
Organizational goals and objectives Performance appraisal

Personnel inventories Work sampling

Organizational climate indices Interviews

Efficiency indices Questionnaires

MBO or work planning systems Training progress

Exist interviews Attitude survey

Quality circle Rating scale

Customer survey Observation of behavior

Planning for training

After identifying the needs of the training, the organization has to make the planning for
the training means that:

 When the training is conducted.

 Plan summary of points to be emphasized.

 Make plan to capture and maintain employees interest.

Methods of Training and Development

39
 Classification of Training methods Methods
On - the - job method

Demonstration & examples

Vestibule

Simulation

Apprenticeship

Off - the - job method

Conference, Lectures, Case Study

On – the - job Training methods

Virtually every employee, from the clerk to company president, gets some, “on-the-job-
training”, when he joins a firm. Every workers or employee require practical training
instead of theoretical training for which on the job training method is adopted. There are
a variety of OJT methods such as

 Coaching

 Under–Study

With the help of some experienced worker or special supervisor they are
trained to handle tools and operate machines. Under this method the worker learn
his job on the actual work.

Coaching

40
 A coach is a person who supports people (clients) to achieve their goals, with
goal setting, encouragement and questions. Unlike a counselor or mentor, a coach rarely
offers advice. However, term coaching is often misused in situations where the "coach"
provides expert opinion and "how to" answers and advice. Coaching does not include the
given solution for the problem but will energize the coachee to solve the problem.
Typically, a coach helps clients to find their own solutions, by asking questions that give
them insight into their situations. A coach holds a client accountable, so if a client agrees
to a plan to achieve a goal, a coach will help motivate them to complete their plan.

Team
coaching
Organizati
Individual
onal
coaching
coaching

Ontologica Types of Business

l coaching coaching coaching

Dissertatio Executive
n coaching coaching
Systematic
coaching

41
Advantages of on the job method

 It is less expensive system and takes less time.

 Training is given in the actual environment rather than in an artificial

environment.

 The interest of the trainee is maintained.

Suitability

 When the number of trainees is less.

 Where there is little risk in the work.

Demonstration and Examples (learning by seeing)

In this method, the trainer describes and displays something, as when he teaches an
employee how to do something by actually performing the activity himself and by going
through a step-by -step explanation of “why” and “what” he is doing. Teaching by
example is effective in mechanical operation or interpersonal relationship.

Vestibule Training

Under this method of training, for the purpose of giving training to the new employees a
separate training centre is established. The tools and machines are so arrange in this
centre as to give it an appearance of a factory. When the employees are trained they are
put on the actual job.

Advantages of this method

 There is no hurdle in production

42
  There is no fear of costly machine getting out of order

 Both theoretical and practical training is given

Simulation

Simulation is a technique which duplicates, as nearly as possible, the actual conditions

encountered on a job. Simulation techniques have been most widely used in the
aeronautical industry.

Trainee interest and employee motivation are both high in simulation exercise because
the action of a trainee closely duplicate real job conditions. This training is essential in
which actual practice might result in a serious inquiry, a costly error etc. it is for this
reason that the technique is a very expensive one.

Apprenticeship Training

This method is used where training for a long period is necessary to attain complete
proficiency in a special job. Under this method the trainee has to work for a definite time
under some expert. The period of training can be between two and seven ears. During
training complete information about the theoretical and practical aspects of the work is
given by an expert. The appointer gives stipend as remuneration during the period of
training.

Advantages of this method

 The employee gets valuable skill which is highly valued in the market.

 There is increase in the loyalty towards the enterprises.

43
  Immediate return can be expected from training the hiring cost is lower because
of reduced turnover and lower production costs.

Off –the – job method

“Off – the – job – training” simply means that training is not a part of everyday job
activity. The actual location may be in the company class rooms or in places which are
owned by the company or in universities or associations which have to connection with
company.

It consists of:

 Lectures

 Conferences

 T-Group Training

 Group Discussion

 Programme Instruction

T-Group Training

This usually comprises association, audiovisual aids, and planned reading programmes.
Members of a professional association receive training by it in new techniques and ideas
pertaining to their own vocations.

Programmed Instruction (teaching by the machine method)

44
A programmed instruction involves breaking information down into meaningful units and
then arranging these in a proper way to form a logical and sequential learning programme
or package.

Merits

 Trainees learn at their own pace.

 Immediate feedback is available

 There is high level of learner motivation.

 There is high level of learner motivation.

 The material to be learned are broken down into small units

Qualities of a trainer

As a trainer he must posses the following qualities:

 He must be a good listener as well as good speaker.

 He must be a punctual.

 He has good skill of communication.

 He must have all the knowledge of the field in which he is going to impart the
training.

FEEDBACK OF TRAINING

Training evaluation information should be provided to the trainer or instructors, trainees

and all parties concerned for control, correction and improvement of trainees activities.

45
Further the training evaluators should follow it up to ensure implementation of the
evaluation report at every stage. Feedback information can be collected on the basis of
questionnaire or through interview.

Model questionnaire for feedback information:

Programme Feedback (training session)

Programme on “Time Management”

S.No. Session Rating

Poor Satisfactory Good Very Good Excellent

1 What do we do with
our time?

2 Role of delegation in
management of time.

3 Constraints to effective
Management of Time
and coming to grip
with Time wasters.

46
Evaluation of Training

The basis of evaluation and the mode of collection of information necessary for
evaluation should be determined at the planning stage.

“Evaluation leads to controlling and correcting the training programme. “

Hamblin suggested five levels at which evaluation of training can take place:

47
 Job
Learning
Behavioral

Organizatio
Reactions
n

Ultimate
Value

Reactions:

This training programme is evaluated on the basis of trainee reactions to the usefulness of
coverage of the matter, depth of the content etc

48
Learning:

Here the trainees ability are evaluated on the basis of quality of content leaned.

Job Evaluation:

Evaluation includes the manner and extent to which the trainee has applied his learning to
his job.

Organization:

This evaluation measures the use of training, learning and change in the job behavior of
the department in the form of increased productivity, quality, morale, sales turnover and
the like.

Ultimate value:

It is the measurement of ultimate result of the contribution of the training programme to

the company goals like survival, growth, profitability etc., and to the individual goals like
development of personality and social goals like maximizing social benefit.

Importance or Advantage of training

Training is important both for the enterprise and the employees. These days change takes
place continuously in the world of business and the importance of training is also
increasing.

49
  Advantages of Training to the Enterprise

 Advantages of training to the Employees

Advantages of training to the enterprises

1. Improvement in quality and quantity of output

Training makes it possible to improve the quality and quantity of output and consequently
a reduction is affected in the cost of production. It is important to understand that
production does not simply mean the finished products manufactured by the machines but
include all the functions at all the managerial levels.

2. Most economical and the best use of material and equipments

Every employee working in the enterprises uses material and equipment at whatever level
he may be working. For example, at the lower level material and machine are used for
production, at the middle and higher level computers are used in the offices along with
the type machines and other writing materials.

3. Less accident

The chief cause of accidents is the inadequate knowledge of the operators of machines.
Training tells them to use the machines in the right way. As a result of this the possibility
of accidents gets reduced.

4. Less requirement of supervision

The trained employees become proficient in their job which does not require the
supervisors to spend more time in supervising them. They can utilize the time thus saved
in some other creative works.

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 5. Better industrial relation

The major cause of the worsening of the industrial relation is less remuneration. Less
remuneration is because of the less efficiency of the employees. It is thus clear that the
industrial disputes occur because of the less efficiency of the employees. Now the
question arises as to how the efficiency of the employees should be increased .The
solution is inherent in training.

Advantages of training to the employees

 Job satisfaction

For an employee the greatest thing is the job satisfaction that is the job he is doing must
give him the absolute satisfaction. An employee can get satisfaction from his job only
when he is proficient in his work, and this proficiency can be obtained only through
training.

 Fever accidents

Decline in the number of accidents not only helps the enterprise, but also ensure safety
and security of life for the employees, by learning the art of operating machines,
accidents can be reduced but this art can be learnt through training alone.

 Increase their market value

The trained employees have a better market value. By market value we mean that the
other enterprises are always willing to appoint them by offering them better or higher
remuneration.

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  Better chance of promotion

 There is a better chance of promotion to higher posts for the trained employees.
Generally, whenever some high post falls vacant in the enterprises and competent
and trained persons are available therein, rather than making appointment from
outside, promotion is always given priority.

 Increase in capacity and efficiency

Training means the art of doing a special job in a methodical way. It increases the
capacity and efficiency of the employees.

 Improvement in standard of living

Training increases the efficiency of the employees which enhance their earning power
and it directly affects their standard of living. The improvement in their standard of living
further increases their efficiency and they start earning more. This chain moves on
continuously.

 Easy to compensate the loss of key employees

If some key employee in the concern dies or leaves the concern, the vacancy created by
him can be quickly filled up some other trained employee. This is possible only when all
the employees have continuously been given training.

52
Research Methodology

Sources of data collection:

The data for the study was collected from the following data sources:

 Primary data sources

 Secondary data sources

Primary Data Sources:

The primary data was collected with the help of a questionnaire, specially designed for
the purpose. The questionnaire on training and development has been designed keeping in
mind the objective study. It consists of a set of10 questions, including 3 objective type
and 7subjective type questions. It covers all aspects of the training and development
system starting from the identification of the need of the training to the end results the
evaluation of all the employees. The questionnaire emphasizes on the basis of identifying
the need of the training and also their feedback.

While designing the questionnaire extra care was taken to make sure that the language
used in the questionnaire is simple and easy to understand, the questionnaire is neither
too long nor too short and that it covers all essential aspects for the study.

After the questionnaire was filled out, unstructured interviews to clarify any queries and
understand how training and development process work in the organization. The main
aim of this interview was to know the training and development practices at REIAGRO
LTD.

53
Secondary Data Sources:

The main sources of secondary data collection include the following:

 Library:

Most of the data and information regarding the subject of study has been collected from
different books available in the college library. A few personal books were used.

 Internet:

Various sites giving an overview on the topic were also visited. The internet was
extremely helpful in getting information about the different companies and the latest
updates on the training and development management system. The related literature and
studies previously conducted on the topic of study were also taken down from the
internet.

 Organization used for the survey:

the organization survey was also a major source of data collection, specially CAPARO
MARUTI that gave out a lot of its information regarding the training and development
system .

54
RESULTS, ANALYSIS AND GRAPHICAL PRESENTATION

The main objective of this study is to identify the Training and Development practices at
REIAGRO LTD.

 Today it is very important to use some specific kind of Training & Development
system

Results reveal: The organization uses skill up training system in order to

train its employees.

 In order to impart the Training, it is necessary to identify the need for training.

Results reveal: Training needs are identified with the help of the

following:

 Head of Department

 Performance rating of Employees

55
 In the beginning of every year, the Training topics are decided by the HR

Department and circulated to all Department Heads to identify employee

for each training from their own Department.

The training for Managers and Senior Managers are identified with the

help of the Factory Manager.

Performance Appraisals of employees also help in understanding where

they lack and training is required by them.

Monthly Training Schedule

Department Training Date of Name of Designation

Topics Training Employee

Recommended

GA&P

Accounts

Material

PPL/Despatch

Quality
control

EMU

Dyeing

56
Weaving

General Manager (GA&P)

 In this organization planning should be done by following the proper steps:

Training needs identification

Formulation of the Training calendar for the entire year

Identifying competent people to carry out the training

57
 Ensure all resources needed for training are available

Carrying out Training at the stipulated time and place in a proper manner

 By making comparison to the other organization, the company like REIAGRO LTD.
has followed basically two methods of Training

Format of Training Calendar

58
S.NO Programme Title Faculty Duration JAN FEB March April May June

Factory Manager Head General Affair & Personnel

Department Identification of Training needs

Department:

Section Name: Date:

Topic Number Training Topic

59
Name of Employees Designation Topic No.

Note:

 Please mention (*) topics to be conducted by self Department.

 Generate 2 copies as one for self and one for GA&P.

Signature of Department Manager:

Date:

 As we know Training and Development activities related to the Company

performance

 Results reveals: In CAPARO India Training and Development activities are

directly related or linked the performance of the company. If the employees do not
understand the basic concepts and polices adopted by the company, there will be

60
 lack of motivation leading to a performance. Also Development of skills will not
happen if Training is not imparted.

 The Training which is imparted to the trainees is given by both type of trainers
that is in house trainer and external trainers.

 The in house trainers are identified on the basis of their field. For example,
training on quality assurance or ISO standards is usually carried out by the QC
Manager due to his vast exposure and knowledge in this field.

 The external trainers are usually called from different training agencies. They are
qualified people, having wide experience in their particular field.

 The feed back which is very important is reviewed here on the basis of the rating
given by concerned department.

 Evaluation is also an important part in order to find out the results, means that
whether the training is successful or not, for this CAPARO MARUTI has
followed Graphical evaluation or evaluation from Head of the Department.

61
Training Evaluation form

Name: Program Title:

Department: Faculty:

Designation: Venue:

Grade: Organized by:

S.No. Training Objective

To be filled buy the Trainee:

S.No. Presentation Evaluation Scales

Excellent V.Good Good Satisfactory Unsatisfactory

5 4 3 2 1

1 Content & Subject

2 Clarity of presentation

3 Participant interaction

4 Time Management

5 Faculty

62
S.No. Objective Evaluation Scales

Excellent V.Good Good Satisfactory Unsatisfactory

5 4 3 2 1

1 Relevant &
Meaningful

2 Effect on job
performance

3 Improvement in
working attitude

4 Gained desired skill

5 Motivational factors

S.No. Results Evaluation Scales

Excellent V.Good Good Satisfactory Unsatisfactory

5 4 3 2 1

1 Self confidence &

personal development

2 Useful for
organizational
development

63
3 Behavioral cycle

4 Positive self
transformation

Recommendation & Suggestion: Trainee Signature:

To be filled by the Head of the Department:

S.No. Training Evaluation Evaluation Scales

Excellent V.Good Good Satisfactory Unsatisfactory

5 4 3 2 1

1 If above mentioned are

achieved

2 Gained desired skill,

knowledge

3 Overcome doubts
concerning the subject

Should this program be repeated Yes No

If Yes, then how often

Comment if any
Department Manager’s Signature

Date:

Note: Department should submit back the training evaluation form with in 7 days to
GA&P Department.

64
In this way all the evaluation procedure can be followed in CAPARO MARUTI Ltd. Also
the feedback states that an employee has not understood what was taught in the training,
he is required to attend another training session, where the trainer makes an effort to
understand what was not clear and personalized attention is given to retrain the employee.

Suggestions and Recommendations

 Training needs are also identified by making a sudden survey in the company by
some experts, who are well proficient in their field. With the help of their vast
knowledge they are able to find out the need for training in each and every
department and also the people who are working on the machines.

 Besides these two method like on - the - job and off - the - job methods of training
there are some more method that can also be used for training like Demonstration
Method, Simulation Method. With the help of these method employees get more
proficient in their work and feel easy to learn more skill and talent.

 The feedback of the employees is reviewed on the basis of the rating and the
graphical presentation but the actuality or the real feedback is not going on and

65
 the actual feedback is reviewed on the basis of test, questionnaire, by making
change in the format.

 As we know there are so many kinds of evaluation methods that are used to
evaluate the employee’s performance but the important method that is Return on
Investment method is ignored, it must be implemented.

BIBLIOGRAPHY

66
1. Aswathappa, K., Human Resources and Personnel Management, Tata McGraw
Hill Publishing Company, New Delhi, 2007.

2. Aggarwal, A.D., Personnel Management in India, Tata McGraw Hill Publishing

Company, New Delhi, 2007.

3. Kapoor,T.N., Personnel Management and Industrial Relation in India, N.M.

Tripathi (p) Ltd., Bombay,1968.

4. www.reiagro.com

5. www.google.co.in

6. www.wikipedia.com

7. www.humanresources.about.com

8. www.hrvillage.com

67
Annexures

Questionnaire used for the study

Instructions:

The research focuses on different tools and approaches that organizations use to manage
employees training. You are requested to read the question and mark the appropriate
responses.

Personal Details:

Name:

Designation:

Name of organization:

Contact no.:

1 Does the organization use any special  Yes  Adhoc

or specific Training system? if yes,
what is it called?

2 How are training needs identified at

different levels?

3 What are the steps involved in

planning of Training?

4 Which of the following Training  On-the-job  Others

methods are adopted for Training the
 Off –the-job

68
 employees?

5 How are the Training & Development

activities related to the Company
performance?

6 Are Training carried out by in house  In house

or external trainers? How are they
 External
identified?
 Both

7 Is there any kind of feedback taken  Yes  No

from employees?

8 How is the feedback of employees

reviewed?

9 What is the method used for  Return on  Others

evaluation of the Training? Investment

 Graphical

 Evaluation from
HOD’s

10 Is there any specific mechanism for

employees who are evaluated at the
bottom 20%?

69
70