Effective Training

A Study on Effective Training and Development of the Employee At Kancor Ingredients Limited
TABLE OF CONTENTS
SL. NO CHAPTERS TOPIC PAGE NO
 EXECUTIVE SUMMARY
 INTRODUCTION TO THE STUDY
1 CHAPTER-1  TITLE OF THE PROJECT
 INDUSTRY PROFILE
2 CHAPTER-2  COMPANY PROFILE
 PRODUCT PROFILE
3 CHAPTER-3  THEORETICAL REVIEW
4 CHAPTER- 4  DESIGN OF THE STUDY
5 CHAPTER-5  DATA ANALYSIS AND
INTERPRETATION
 FINDINGS
6 CHAPTER -6  SUGGESTION
 CONCLUSION
7 CHAPTER -7  ANNEXURE
 BIBLIOGRAPHY
K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 1

EXECUTIVE SUMMARY
The industry selected by me is an oleoresin and essential oils extraction industry and
here is a brief introduction about the industry and the prevailing trends of the same in
India.‘’Globalization began with the space trade it was the world’s first long distance
exchange its most profitable and for two millennia it’s most mysterious’’
Source: historical classic the spice route by john keay
Project report contents interpretation of the questions. This was done by preparing the
charts through these interpretation positive and negative finds where bifurcated and
then necessary recommendation were made depending upon the negative findings.
The industry’s current position the challenges and its efforts to maintain the progress
and deliver the best to the world.
The industry has witnessed steady growth in volume and value since the beginning.
The post liberalization economic environment in India foliated the import of raw
materials from Asia – pacific regions and the industry leveraged on this to become a
processing hub ensuring competitiveness and managing that supply chain effectively.
Through the conclusion I gave idea on how the participation of employees affects the
decision making of company.

CHAPTER – 1
INTRODUCTION TO THE STUDY
TITLE OF THE PROJECT
INDUSTRIAL PROFILE

INTRODUCTION TO THE STUDY
Kancor's natural ingredients are designed for a wide spectrum of applications in food,
healthcare and personal care products. Kancor's expertise extends to sourcing
agricultural materials cleaning and grading them, extraction, distillation, isolation and
purification, standardization of extracts, granulation and formulation of specialty
blends and products. Our ingredients blend in to play an integral role in our
customer's products bringing out the best in characteristics, enhancing value and
delivering visual appeal be it taste, mouth feel, flavour, colour, convenience, nutrition,
fragrance or combinations. Kancor is a multi - level value chain partner in the
ingredients market, enjoying a unique position as a result of our vertically integrated
operations and efficient networking with suppliers, distributors, customers, logistic
service providers, research institutions and our group companies. We have over 30
years of tradition of delivering superior quality ingredients, customized solutions and
value for money to a global clientele. Our reputation as a Reliable, Responsive and
Resourceful partner extends across Spices, Oleoresins, Essential Oils, Botanical raw
materials, Colours and Natural Isolates
TITLE OF THE PROJECT
A Study on “EFFECTIVE TRAINING AND DEVELOPMENT” at
Kancor Ingredients Limited, Motebennur Byadagi Unit.

INDUSTRIAL PROFILE
The industry selected by me is an oleoresin and essential oils extraction industry and
here is a brief introduction about the industry and the prevailing trends of the same in
India.‘’Globalization began with the space trade it was the world’s first long distance
exchange it’s most profitable and for two millennia it’s most mysterious’’
Source: historical classic the spice route by john keay
INTRODUCTION
The Indian story of value added spice products began in early 1970’s over the years
with investments in quality and supply chain management it has emerged to be largest
in the world it is not only a local sourcing and processing point but also changed itself
as a value addition hub for the spice crops from the Asia-pacific region and elsewhere
across the globe. This paper reviews
The industry’s current position the challenges and its efforts to maintain the progress
and deliver the best to the world.
The industry has witnessed steady growth in volume and value since the beginning.
The post liberalization economic environment in India foliated the import of raw
materials from Asia – pacific regions and the industry leveraged on this to become a
processing hub ensuring competitiveness and managing that supply chain effectively.

TABLE-1
ESSENTIAL OILS FROM INDIA
Ajowan Cedar Wood Coriander

Aniseed Celery Seed Cumion Seed
Basil Cinnarmon Bark Curry Leaf
Black Pepper Cinnamon Leaf Davana
Calamus Citronella Dill Seed
Cardamom Clove Bud Fennel
Classia Cloue Leaf Garlic
Ginger Horace Berry Marjoram
Ginger Grass Juniper Berry Mustard
Green Pepper Lemongrass Nutmeg
Hing Mace
Palmorosa Rose Mary Thyme
Parsley Seed Spear Ment Turmeric
Pimento Valerian White Pepper
TABLE 2
OLEORESIN PRODUCTS FROM INDIA
Black pepper Capsicum Clove

Cardamom Celery Coffee
Cassia Cinnamon Coriander
Curry leaves Chilly Decal epis
Dill seeds Fennel Fenugreek
Garlic Ginges Hing
Jaapeno pepper Mace Mustard
Nutmeg Onion Paprika
Pimento Marigold Rosemary
Tamarind Turmeric White pepper

CHAPTER – 2
COMPANY PROFILE
PRODUCT PROFILE

COMPANY PROFILE
Name of the Company : Kancor Ingredients Limited Motebennur’
Ownership Pattern : Private’
Industry : Oleoresin Extraction Unit’
Establishment : 28 Jan 2007
Headquarter : Cochin
Managing Director : Sanjay Mariwala
Key People:
 Mr. Kishen Kumar MK : Associate Head Operations
 Mr. Soumen Mohanthy : Production Incharge
 Mr. Kiran Kumar Mk : HR Incharge
 Mr. Manoj EG : Quality Assurance Incharge
Branch:
 Bareilly, UP
 Tuticorin, Kerala
 Kangayam, Tamilnadu
 Kochi, Angamalay
Warehouse:
 Suo Paulo, Brazil
 Suzhou, China
 Hamsburg, Germany
 Long Beach, Valifornia
 Waukegan , Chicago
 Addition, Newjersy
 Manassa, Virginia
 Johannessburg, South Africa
 Marseilles, France
Area Served : Domestic and
International.
Total Area of the Company : 8 Acres
No. of the Employee : Casual employee
Production : 80
Security : 10
Co. relation workers : 25

BACKGROUND OF THE COMPANY

KANCOR is the idea of 2 persons 167 years back. British came to India since they
were immensely attracted by Indian spices. Chilly is one of the major spicy products.
In olden days i.e. before independence. India spicy product were used to foreign
markets, they were processed and consumed there. Export of spicy product to foreign
market. Resulted in excess internal demand. So one of the founder of kancor through
to process and refine spicy product in India only. It resulted in establishment of
kancor.
The name kancor is derived from names of two persons kanji an Indian & me cornice,
a British kancor is an oleoresin and marigold refinery unit. It is established on January
28th 2007 at Motebennur. 5 km from Byadagi Kancor has a strong financial position.
Kancor of land Kancor is a private limited company.
VISION AND MISSION OF THE KANCOR.

Vision of Kancor.
“Vision is key for achieving a goal of success”
Company Vision is
 To assimilate innovative concepts in products manufacturing with advanced
technology.
 To provide quality product for the customers
Mission of Kancor.
Company Mission Is
 To apply “True Value To” all Kancor products with the support stare of the art
factory facilities.
 To be innovative resourceful and profitable company.
 To meet customers requirement of quality service and price consistency.
 To make doing business with us easy and delightful to our customers.
 To provide congenial and entrepreneurial work environment . In which
employees can respond to the needs of business and service earn fair rewards and
can be satisfied.

Milestones of Kancor.
 Kanji moraji set up a modest trade in spices.
 Kanji moraji expands its business horizon to Europe.
 Vallahadas kanji Ltd( VKL) was founded.
 Bombay oil industries ( BOT) was founded.
 Acquired shri jagadish oil industries ltd.
 Set up BOI oleoresin plant at Angamaly in Kerala
 Became the first company to isolate pure curcunin from turmeric.
 Diversified into customer product fatty acids, chemicals and spice Extracts
division.
 Tie-up with Mc Cormick USA, under name of the Kancor Flavor and extraction
ltd.
 Mariwala group re- acquireds Mc Cormick equity in Kancor.
 Moraji food private ltd is set up for specialized agriculture and curing of
marigold.
 VKL.s in house steam sterilization plant was founded.
 VKL becomes Indian first HACCP certified
 For good processing industry.
 Awarded US patents for Kancor’s lutein esters land free lutain.
 Kancor floats Omni active health technologies ltd and transfers lutein patent to
Omni.
 Kancor expand into Kancor colour ltd.
 With successful implementation of Ikan.

PRODUCT PROFILE
Sl. No Name of The Products Utility
1 Oleoresin Chilly Cosmetics
2 Oleoresin Parprika Sauces
3 Oleoresin Turmeric Sea Food
4 Cur Cumin Power Antioxidant
5 Marigold Extract Dairy Products.
Chilly oleoresin is a liquid extracted from dry fruits of capsicum chilly. Oleoresin is
seen in a homogeneous dark red brownish liquid it has capsicum contract of 9 % and
contains residual solvent of less than 50ppm. Chilly Oleores is free from all micro
organisms. It can be stored in air tight containers up to 40 degree Celsius it can be
packed in glass bottles up to 1 kg where as in +DPE cans pack up to 18 kg, 50 kg, and
200 kg.
OLEORESIN PAPRIKA:
Oleoresin paprika is obtained by solvent extraction of Indian paprika, capsicum
annum (family solanaceae followed by washing with an alcoholic solvent to remove
pungency) available in wide range of 10000 to 160000 color value. This is used in a
variety of applications like seasonings sea food, pickles. Ketchup. Soups etc.
OLEORESIN TURMERIC
Oleoresin Turmeric available from 1.3 % to 95 % curcumin and finds applications in
sea food mustard sauce. Soups noodles dairy products etc.

CUR CUMIN POWDER:

Cur cumin power. Cur cumin is nearly pure from is now recognized as an effective
antioxidant It is therefore a good market product as an anti-cancer natruceutical.
Oleoresin turmeric is obtained by solvent extraction of dried ehizomes of curuma
longa (family: Zingiberacea) of Indian origin and subsequent repeated purification by
crystallization fallowed by drying and fine grinding inert food grade solid dill diluents
have been use to regulate the strength of cur cumin dyes.
MARIGOLD EXTRACT:
Available at various strengths of xanthophylls this is used in dairy products, Kancor
ingredients ltd has the following pigment extracts: marigold is rich in lutein and
yellow pigments they get deposited in egg yolk for market in America and Europe.

CHAPTER – 3
THEORETICAL REVIEW

Meaning of Training and Development Training and Development.

The official and ongoing educational activities.
Activities within an organization designed to enhance the fulfillment and performance
of employee. Training and development programs offered by a business might include
a variety of education techniques and programs that can be attended on a compulsory
or voluntary basis by staff.
Definitions: according to Jack Halloran: training is the process of transmitting

and receiving information related to problem solving.
According to Mathis and Jackson: training is a learning process whereby people

learn skills, concept, attitudes and knowledge to aid in the achievement of goals.
METHODS OF TRAINING
Methods of Training: On-the-job Training Method and Off-the-Job Methods!
Management development is a systematic process of growth and development by
which the managers develop their abilities to manage. It is concerned with not only
improving the performance of managers but also giving them opportunities for growth
and development.
There are two methods through which managers can improve their knowledge and
skills. One is through formal training and other is through on the job experiences. On
the job training is very important since real learning takes place only when one
practices what they have studied.
But it is also equally important in gaining knowledge through classroom learning.

Learning becomes fruitful only when theory is combined with practice. Therefore on
the job methods can be balanced with classroom training methods (off-the-job
methods).

1. On-the-job Training (OJT) Methods:

This is the most common method of training in which a trainee is placed on a specific
job and taught the skills and knowledge necessary to perform it.
The advantages of OJT are as follows:

1. On the job method is a flexible method.
2. It is a less expensive method.
3. The trainee is highly motivated and encouraged to learn.
4. Much arrangement for the training is not required.
On-the-job training methods are as follows:
1. Job rotation:
This training method involves movement of trainee from one job to another gain
knowledge and experience from different job assignments. This method helps the
trainee understand the problems of other employees.
2. Coaching:
Under this method, the trainee is placed under a particular supervisor who functions
as a coach in training and provides feedback to the trainee. Sometimes the trainee may
not get an opportunity to express his ideas.
3. Job instructions:
Also known as step-by-step training in which the trainer explains the way of doing the
jobs to the trainee and in case of mistakes, corrects the trainee.
4. Committee assignments:
A group of trainees are asked to solve a given organizational problem by discussing
the problem. This helps to improve team work.
5. Internship training:
Under this method, instructions through theoretical and practical aspects are provided
to the trainees. Usually, students from the engineering and commerce colleges receive
this type of training for a small stipend.

2. off-the-job Methods:
On the job training methods have their own limitations, and in order to have the
overall development of employee’s off-the-job training can also be imparted. The
methods of training which are adopted for the development of employees away from
the field of the job are known as off-the-job methods.
The following are some of the off-the-job techniques:

1. Case study method:
Usually case study deals with any problem confronted by a business which can be
solved by an employee. The trainee is given an opportunity to analyse the case and
come out with all possible solutions. This method can enhance analytic and critical
thinking of an employee.
2. Incident method:
Incidents are prepared on the basis of actual situations which happened in different
organizations and each employee in the training group is asked to make decisions as if
it is a real-life situation. Later on, the entire group discusses the incident and takes
decisions related to the incident on the basis of individual and group decisions.
3. Role play:
In this case also a problem situation is simulated asking the employee to assume the
role of a particular person in the situation. The participant interacts with other
participants assuming different roles. The whole play will be recorded and trainee gets
an opportunity to examine their own performance.
4. In-basket method:
The employees are given information about an imaginary company, its activities and
products, HR employed and all data related to the firm. The trainee (employee under
training) has to make notes, delegate tasks and prepare schedules within a specified
time. This can develop situational judgments and quick decision making skills of
employees.

5. Business games:
According to this method the trainees are divided into groups and each group has to
discuss about various activities and functions of an imaginary organization. They will
discuss and decide about various subjects like production, promotion, pricing etc. This
gives result in co-operative decision making process.
6. Grid training:
It is a continuous and phased programme lasting for six years. It includes phases of
planning development, implementation and evaluation. The grid takes into
consideration parameters like concern for people and concern for people.
7. Lectures:
This will be a suitable method when the numbers of trainees are quite large. Lectures
can be very much helpful in explaining the concepts and principles very clearly, and
face to face interaction is very much possible.
8. Simulation:
Under this method an imaginary situation is created and trainees are asked to act on it.
For e.g., assuming the role of a marketing manager solving the marketing problems or
creating a new strategy etc.
9. Management education:
At present universities and management institutes gives great emphasis on
management education. For e.g., Mumbai University has started bachelors and
postgraduate degree in Management. Many management Institutes provide not only
degrees but also hands on experience having collaboration with business concerns.
10. Conferences:
A meeting of several people to discuss any subject is called conference. Each par-
ticipant contributes by analyzing and discussing various issues related to the topic.
Everyone can express their own view point.

CHAPTER – 4
DESIGN OF THE STUDY
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY
METHODOLOGY OF THE STUDY
LIMITIONS OF THE STUDY.

OBJECTIVES OF THE STUDY

 To study the training and development of employee at “kancor ingredients
limited”
 To study the purpose conduct training and development at Kancor Ingredients
 To understand the opinion of employee towards training and development at
Kancor ingredients ltd through questionnaire survey.
 To identify the effect of training and development on individuals and
organization development.
 To identify ways to improve the exiting training and development system.
SCOPE OF THE STUDY

 Training and developing is important to employee.
 The study made on the topic of training and development reveals the
improvement of employee in the work
 This report helpful or useful for the company to know where their training and
development system stands and the measure they can take to improve it & the
study is restricted to the employee is restricted to the employee working at
Kancor ingredients Byadagi unit.
METHODOLOGY OF THE STUDY

Methodology refers to the method used to collect required data for research work.
Primary Data:
 Primary data those that are collected for the first time and they are original in
character.
 The primary data collected through direct personal investigation. The tools
used for collecting primary data are a structured questionnaire.

Secondary Data:
 Secondary data are those which have already been collected by someone else
and which have already been passed through the statistical process. The
secondary data is been collected from the company records, journals the
secondary data collected for this research obtained from company website,
internet.
LIMITATIONS OF THE STUDY.

 The Period Of The Time Is Only For About 1 Month Which Is Major
Constraint.
 The study is only confined to training and development.
 The sample size taken for the research is small due to time a constraint.
 Marketing, sales, purchase and R&D departments are not in the scope of
Kancor Ingredients Byadagi unit.

CHAPTER – 5
DATA ANALYSIS AND INTERPRETATION

Table and group show which method organization using for effective
training and development of employee.
TABLE NO: 1
Sl. No Methods Employee Percentage

1 On the Job Training 60 60%
2 Off the Job Training 0 0%
3 Both the Training Method 40 40%
Total
100 100%

GRAPH NO: 1
60
50
40
30
20
10 Employee
0
g g d
in in ho
ain ain et
Tr Tr M
Jo
b ob ing
e heJ ain
th t r
On Off eT
th
th
Bo
ANALYSIS AND INTERPRETATION:

From the above table graph it is analyzed 60% of the employee refer the method of
training and development is on the job training method and off the job training is 0 %
to suggest for the organization.
It can be interpreted that majority of the employee in the organization refer or suggest
for on the job training method effective training and development of the employee.

Table and Graph showing does the employee which method they can refer for
organization to train employee
TABLE NO : 2
Sl. No Methods Employee Percentage

1 On the Job Training 80 80%
2 Off the Job Training 5 5%
3 Audio Visual 5 5%
4 All of the Above 10 10%
Total 100 100%
GRAPH NO : 2
80
70
60
50
40
30
Employee
20
10
0
g g al e
ia n
in
ia n
in su ov
Vi Ab
Tr Tr di
o he
ob ob Au ft
eJ eJ ll o
th th A
On Off

It Is Clear From The Above Table And Graph 80% of Employee agree with the
training method taken in the organization is on the job training and 5% audio visuals
and off the job training and 10% of employee agree with the all above job. It can be
interpreted that majority employee agree with the on the job training method.

Table and graph showing can train helps to improve employee and
employer relationship.
TABLE NO : 3
Sl. No Relation Employee Percentage
1 Yes 95 95%
2 No 5 5%

100 100%
Total
GRAPH NO: 3
100
90
80
70
60
Employee
50
40
30
20
10
0
Yes No

From the above table and graph it analyzed 95% of the employee agree with the
training helps to improve employee and employer relationship and 5% of employee
not agree with these opinion.

Table and graph shows how often training are conduct in your
organization.
TABLE NO : 4
Sl. No Duration Employee Percentage

1 Every Month 90 90%
2 Half Year 0 0%
3 Every Quarterly 0 0%
4 Once in year 10 10%

100 100%
Total
GRAPH NO 4
90
80
70
60
50
Employee
40
30
20
10
0
Every Month Half Year Every Quarterly Once in year
DATA ANALYSIS AND INTERPRETATION:

It is analyzed from the above table and graph 90% of the employee is give opinion
about in there company every month training programs are conducted and 10% of
the employee program conducted. In their organization it can be inferred most of the
employee conducted training program in every month.

Table and graph shows the can training helps to increase the
motivation level of employee.
TABLE NO: 5
Sl. No Motivation Employee Percentage
1 Yes 95 5%
2 No 5 5%

100 100%
Total
GRAPH NO : 5
100
90
80
70
60
50
40
30
20
10
0
Yes No
ANALYSIS AND INTERPRETATION.

From the above table and graph it analyzed 95% of the employee given positive
response for question training helps to increase the motivational level employee and 5
% of employee provides negative response to the question ort training cannot increase
motivation level of employee it interpreted that most of the employee satisfied or
happy with training program.

Table and graph shows the training helps to increase the productivity
of both the quality and quantity.
TABLE NO : 6
1 Strongly Agree 65 65%
2 Agree 30 30%
3 Disagree 5 5%

100 100%
Total
GRAPH NO : 6
70
60
50
40
30
20
10
0
Strongly Agree Agree Disagree
ANALYSIS AND INTERPRETATION.

It clear from above table and graph 65% employee strongly agree with training for
improving productivity of both quality and quantity and 30% of only agree and 5% of
the employee disagrees with the statement.
It interpret that the training and development improve the overall development of
employee.

Table and graph shows to whom training is given more in the

organization.
TABLE NO : 7
Sl. No Training Employee Percentage
1 Senior Staff 50 50%
2 New Staff 25 25%
3 Junior Staff 0 0%
4 Based on Requirement 25 25%

100 100%
Total
GRAPH NO : 7
50
45
40
35
30
25
20
15
10 Employee
5
0
t
aff aff aff en
r St St r St m
o w o re
ni Ne ni ui
Se Ju Re
q
on
d
se
Ba
ANALYSIS AND INTERPRETATION

Above table it clears that 50% of the employee agree with in their company training
more given for senior agree staff and 25% of the employee agree with their company
given for new staff and based on requirement and of junior staff it interpret that the
company providing or given more training for senior staff of the organization.

Table and graph showing the can training build up team work and
leadership skill.
TABLE NO : 8
Sl. No Team work Employee Percentage
1 Yes 100 100%
2 No 0 0%

Total 100 100%
GRAPH NO: 8
100
90
80
70
60
Employee
50
40
30
20
10
0
Yes No

It is clear from the table and graph 100% employee are of opinion is training and
developing build up team work and leadership skill in the employee of the
organization.
It can inform all the employees in the organization believe that their organization
conducting training program and which improve the team work and leadership skills
of employee.

Table and graph shows how many program employee attend in a

year.
TABLE NO: 9
Sl. No Training Program Employee Percentage
1 Less than 5 15 15%
2 5 to 10 25 25%
3 10 to 20 50 50%
4 More than 20 10 10%

100 100%
Total
GRAPH NO: 9
50
45
40
35
30
25 Employee
20
15
10
5
0
Less than 5 5 to 10 10 to 20 More than 20

It analyzed the from the above table and graph 50% of the employee attend 10-20
training program in organization in year.25% of employee conduct 5-10 training
program in the organization. And 15% of employee opinions are they attend less than
5 program in an organization. And 10% employee give their opinion is they attend
more than 20 training program they attended.
It interpreted the company given training program for employee 10-20 in a year.

Time Duration given for the Training

TABLE NO : 10
Sl. No Time Duration Employee Percentage
1 Sufficient 95 95%
2 To Be shortened 0 0%
3 To be Extent 0 0%
4 Manageable 5 5%

100 100%
Total
GRAPH NO: 10
100
90
80
70
60
50 Employee
40
30
20
10
0
Sufficient To Be shortened To be Extent Manageable

From the above table it shows the 95% of employee agree with the organization given
sufficient time duration for employee training and 5% of employee agree duration is
manageable within that time they train, It can be interpreted that the for the employee.
When they are full trained.

Table and graph shows what type of training is important for new
recruitment in the organization.
TABLE NO: 11
Sl. No New Recruitment Employee Percentage
1 Technical Training 55 55%
2 Management Training 25 25%
3 Presentation Skills 0 0%
4 Others 20 20%
Total 100 100%
GRAPH NO: 11
60
50
40
30
20
Employee
10
0
in
g
in
g ills he
rs
ain ain Sk t
r r on O
lT tT ati
ica en t
ch
n m en
ge es
Te a P r
an
M

It analyzed by above table and graph 55% of the employee is given opinion for
technical training important for new recruitment employee 25% employee suggest
management training for new recruitment and 20% of employee suggest other types
of training it interpreted that technical trading is important for new recruit employee.

Table and Graphs shows can Company Provide Study Material

before the Training Program
TABLE NO: 12
Sl. No Study Material Employee Percentage
1 Yes 75 75%
2 No 25 25%
Total
100 100%
GRAPH NO: 12
80
70
60
50
Employee
40
30
20
10
0
Yes No
DATA ANALYSIS AND INTERPRETATION:

It clear from above table and graphs 75% of employee agree with the company
providing the study material before the training program, 25% of the employee
disagree with the study material.
It interprets that the company providing study materials before training program for
effective training and developing as well as organization.

Table and Graph Showing the General Complaints about Training

Session.
TABLE NO: 13
Sl. No General Complaints Employee Percentage
Take Away Precious time of
1 60 60%
Employee
2 To Many gaps Between Session 30 30%
3 Training Session or and Planned 10 10%
4 Boring and not useful 0 0%
Total 100 100%
GRAPH NO: 13
60
50
40
30
20
10
0
ee n d ul Employee
loy ssio nne sef
p Se a u
Em Pl t
f e en nd no
d
eo et
w
or
a n
tim B n n ga
us ps sio ri
cio y ga Ses Bo
e an
y Pr M in
g
a o ain
Aw T Tr
ke
Ta

From the above table and graph it analyzed the 60% of the employee complaints that
the company takes previous time of employee in the organization.30% of employee
complaints the organization taking too many gap between the sessions. And 10%
employee complaints is training session is a planed it interpret that the employee not
happy with it interpret that the employee not happy with organization because they
taking previous time of employee.

Table and graph shows the can training course include the special
challenges faced by manager and officers.
TABLE NO : 14
Sl. No Challenges Employee Percentage
1 Yes 100 100%
2 No 0 0%

100 100%
Total
GRAPH NO: 14
100
90
80
70
60
Employee
50
40
30
20
10
0
Yes No

From the above table and graphs 100% of the employee agrees. The training
course includes the special challenges faced by manager and officer or trainer it
interprets that the training program is very important and challenging task
organization.

Table and Graph shows to perform other Jobs in your Organization

what Training you required.
TABLE NO: 15
Sl. No Performance of a job Employee Percentage
1 Safety Awareness 10 10%
2 Machine Operation 35 35%
3 Negotiation Skill 10 10%
4 Occupation Health 45 45%

100 100%
Total
GRAPH NO : 15
45
40
35
30
25
20
15
Employee
10
5
0
ss n ill h
ene atio Sk ealt
ar pe
r on n
H
Aw ati tio
ty eO go
ti a
fe in p
a ac
h Ne cu
S
M Oc

From the above table and graphs it clear that 45% of the employee agree with
to perform others job occupational health will required. It interpret that occupational
health training is required in the organization

CHAPTER – 6
FINDINGS
SUGGESTION
CONCLUSION

FINDINGS
 65.22% of the employee refers on the job training method for training and
development
 82.60% employee answers the organization conduct on the job training for
their employee
 95.65% the employee agree with the training helps to improve employee and
employer relationship
 91.35% of the employee answers every month training program will be
conducted
 95.65% of the employee agrees with training helps to increase the
motivational level of employee
 69.55% of the employee strongly agrees with the training program increase
the productivity of both quality and quantity
 56.52% of the employee answer the organization gives more training
program for senior staff
 52.02% of the employee answer they attend training program in a year
 Most 95.65% of the employee told the organization provide or given
sufficient time duration for training program
 60.86% of the employee answer technical training is important for new
recruitment
 78.26% of the employee agree with the study material of the training program
provided by ongoing before the training session
 52.18% of the employee agree with training is part of organizational strategy

SUGGESTION
 Training is helps to see the performance level of and individual employee

 Objectives of conducting the training and developments should be develop
the performance of employee
 Training feedback is very important in a training and development
program
 Suggestions would be obtained from the employee regarding session of
training and development
 Appropriate and experience trainer can be appointed for effective training
and development of the employee
 Training and development can be develop team work and leadership skill
of employee
 After having analyze the data calling points has been observe
 The concept of training and development should be clearly understood by
the employee in the organization they should have clear idea of which
method of training and development is being implemented in the
organization

CONCLUSION
Good training is given in Kancor Ingredients Limited Byadagi majority of
employee satisfy with the training programs scheduled for them. Further there is the
more scope of improvement of training and development of the employee in
organization

CHAPTER - 7
ANNEXURE
BIBILOGRAPHY

QUESTIONNAIRE
Employee Name : ___________________________________________
Department : ____________________________________________
Age : ____________________________________________
Survey Questionnaire
Questionnaire on Training and Development.
1. Which kind of method do you refer for training and development?
a) On the job training
b) Off the job training
c) Both training method
2. What kind of training method does the organization provide to train the employee?
a) On the job training
b) Off the job training
c) Audio visuals
d) All of the above.
3. Does training helps to improve employee employer relationship.

a) Yes
b) No
4. How aften the training programme is conduct in your organization

a) Every month
b) Half month
c) Every quarter
d) Once in a year
5. Does training helps to increase the motivation level of employee?

a) Yes
b) No

6. Training program helped to increase the productivity of both quality and quantity?
a) Strongly agree
b) Agree.
c) Disagree
7. To whom the training is given more in your organization.

a) Senior staff
b) New staff
c) Junior staff
d) Based on requirement.
8. Does the training build up team work and leadership skill

a) Yes
b) No
9. How many training programme will you attend in a year?

a) Less than 5
b) 5-10
c) 10-20
d) More then 20
10. The time duration given for the training?

a) Sufficient
b) To be shortened
c) To be extended
d) Manageable
11. What type of training is being important for new recruitment in your organization?
a) Technical training
c) Management training
d) Presentation skill
e) Other

12. Your company provides study material before the training program.
a) Yes
b) No
13. What are the general complaints about training session?

a) Take away precious time of employee
b) Too many gaps between session
c) Training session are unplanned’
d) Boring and not useful.
14. Does the training course include the special challenges faced by manager or officer?
a) Yes
b) No
15. Your organization considered training as a part of organizational strategy do you

agree with this statement?
a) Strongly agree
b) Same where agree
c) Agree
d) Disagree

BIBLIGRAPHY
Books
 10 performance appraisal by Santosh Sharma & Shiva Sarena, Thakur

publishers.
Website:
 Google
 Other website

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A Study on Effective Training and Development of the Employee At Kancor Ingredients Limited

SL. NO CHAPTERS TOPIC PAGE NO

 INTRODUCTION TO THE STUDY

1 CHAPTER-1  TITLE OF THE PROJECT

2 CHAPTER-2  COMPANY PROFILE

3 CHAPTER-3  THEORETICAL REVIEW

4 CHAPTER- 4  DESIGN OF THE STUDY

5 CHAPTER-5  DATA ANALYSIS AND

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 1

decision making of company.

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 2

INTRODUCTION TO THE STUDY

TITLE OF THE PROJECT

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 3

INTRODUCTION TO THE STUDY

TITLE OF THE PROJECT

A Study on “EFFECTIVE TRAINING AND DEVELOPMENT” at

Kancor Ingredients Limited, Motebennur Byadagi Unit.

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 4

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 5

Ajowan Cedar Wood Coriander

Black pepper Capsicum Clove

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 6

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 7

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 8

BACKGROUND OF THE COMPANY

VISION AND MISSION OF THE KANCOR.

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 9

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 10

Sl. No Name of The Products Utility

1 Oleoresin Chilly Cosmetics

2 Oleoresin Parprika Sauces

3 Oleoresin Turmeric Sea Food

4 Cur Cumin Power Antioxidant

5 Marigold Extract Dairy Products.

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 11

CUR CUMIN POWDER:

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K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 13

Meaning of Training and Development Training and Development.

Definitions: according to Jack Halloran: training is the process of transmitting

According to Mathis and Jackson: training is a learning process whereby people

But it is also equally important in gaining knowledge through classroom learning.

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 14

1. On-the-job Training (OJT) Methods:

The advantages of OJT are as follows:

On-the-job training methods are as follows:

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 15

The following are some of the off-the-job techniques:

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 16

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 17

DESIGN OF THE STUDY

OBJECTIVES OF THE STUDY

SCOPE OF THE STUDY

METHODOLOGY OF THE STUDY

LIMITIONS OF THE STUDY.

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 18

OBJECTIVES OF THE STUDY

SCOPE OF THE STUDY

METHODOLOGY OF THE STUDY

K.L.E KF Patil Institute of Business Administration, Ranebennur - 581115 Page 19

LIMITATIONS OF THE STUDY.

 The study is only confined to training and development.

Kancor Ingredients Byadagi unit.