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

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

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

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

ANNEXURE – B

(STUDENT DECLRATION)

I hereby declare that the project entitled

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

Place: Ahmedabad Date:

Name- DHARA PATEL Registration No: 520956041

ANNEXURE – C

The project report of Name

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

Internal Examiner

External Examiner

ANNEXURE – D

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

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

(Reg. No: ) 520956041

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Ahmedabad. Navarangpura railway crossing.B. Overall background of the company can be viewed precisely.PREFACE “ONE MUST LEARN THING BY DOING IT”. process of and systematic approach of this company inspires me to make report on “Training Need Analysis” situated at Vadilal Industries Ltd.A.. Vadilal House. Through this report as it covers complete process of “Training Need Analysis” of candidate in the organization. and get wide exposure to the real corporate world during industrial project. The procedure. . It is a great opportunity for management students of Sikkim Manipal University to get exposure to the real corporate world as a part of academic curriculum of M.

at Ahmedabad. My Acknowledgement remains incomplete without great thanking to Mr. valuable guidance and direction for this project work. which would not be finished without their help. It give me the immense pleasure to acknowledgement the thanks to all the persons who have given me their support and guidance for preparation of this project “Training Need Analysis”. Trilok Sharma. Kiran Patel (HR Executive) employee of Vadilal Industry. I wish to express my sincere thanks to Mr.ACKNOWLWDGEMENT With great zeal. It is due to his encouragement. the Director of IIMT. I present my individual Grand Project Report in MBA (SEM IV) on VADILAL INDUSTRY LTD. The prime objective of the training is to acquire comprehensive & analytical study of industrial environment. . Ahmedabad and also my pleasures to my project guide Ms. Anu Gupta who providing relevant information of my project.

Good marketing strategies are always assisting the companies to survive and growth. its diversity and its development. more than 80 year ago. and competition has become a regular feature in every industry. For this purpose I have prepared a questionnaire that includes most of the questions giving information about the overall what employees needs for training. Every player in the market has to strive hard to sustain. The companies today use the training help of the employees. The impact of digital revolution on consumer behaviour sets the tone for setting up the modern marketing strategies that includes the study of consumer behaviour.EXCUTIVE SUMMERY Vadilal group had its humble beginning. It is the important part of the employees. He is the one who chooses from all the available brands and selects the company of his will. . I have tried conducting a survey on “Training needs analysis in Vadilal employees”. because it is help in better future progress in job. when its founder. The sample size was 35 employees the report also includes the important facts about the entire ice cream industry and SWAT analysis of all the major ice cream players of Gujarat including Vadilal. Consumers are the king of the market today. Today is the age of globalization. late Shri Vadilal GANDHI STARTED MANUFACTURING ice-cream with a hand cranked machine. Vadilal is one of the leading companies in the organized sector of ice-cream industry in India.

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Vadilal has one of the largest cold chain networks in India. locked at Ahmadabad. packs & forms. Refrigeration equipment and freezer alive by large fleet of refrigerated vehicles. The group has a product matrix of over 200 SKUs comparing of cones of “flavours of the mouth” Under which the company develops and market one new flavour every month for its customers delight. Pundhara and Bareilly. Refrigeration equipment and freezer are sourced from world leaders in the technology so as to deliver quality products to the consumers. “To provide products and services at an affordable price without compromising the quality. Comprising of 12 C&F agents. which is a commitment at Vadilal. Starting foam one man show with a hand cranked machine in 1926 as a small retail outlet.INTRODUCTION TO VADILAL GROUP VADILAL the name of conjures up image of ice-cream laden bowls and plethora of new flavours. the ice-cream division now has a production caption of 1 lake 1 trs/day at 3 sophisticated plants. Vadilal has 25% of the India ice-cream market as its share. These ISO 9002 certified plants for Pundhara and Bareilly are established in such a way that they are in consonance with the market expansion strategies of the division. 250 distributors‟ 15000 retailers.” says Shri Ramchandrabhai Gandhi . The network is kept alive by large fleet of refrigerated vehicles. But that‟s no surprise considering that the group has the largest range of ice-cram in the country in a variety of flavours.

Ltd. vegetables and manufacture of ice cream. The Company objects in Processing of frozen fruits..Vadilal Ice-cream Pvt.200 TPA. 1993 .The Company was amalgamated with Vadilal Oxygen Pvt.The ice-cream division had introduced 300 flavours in 600 different packs.Company History . sesame seeds.Vadilal Industries YEAR EVENTS 1961 . The company entered into a marketing arrangement with a leading Company in U. Gujarat. Ltd. to manufacture and sell the products under the brand name and as per the quality stipulated. and it became a Public Ltd. Similar arrangements are to be entered into with Companies in Tamil Nadu.Name of the Company was subsequently changed to Vadilal Industries Pvt. Gandhi and Laxmanbhai R. .The processed foods and frozen vegetable division commenced activities in May. Ltd. it was proposed to include extruded products. to carry on the business of manufacture of ice cream candy. company from 4th August. M. .P. soybeans extraction. on 28th April to carry on the business of purification and refilling of oxygen gas and selling the same. fruit based ice creams etc. lollies.18. Gandhi. Dist. It was promoted by Ramchandra R. Also frozen dessert an item containing vegetable fat and in low cholesterol was to be manufactured in novelty shapes and bulk packs in various flavours.Bengal. 1982 .P. The Company .The Company undertook to install new machineries for IQF project (for manufacturing frozen vegetables and fruits) at Dharampur. mini milk fingers.. frozen desserts.The company launched low fat calorie ice-cream `Vadilal Lite' in different flavours manufactured at Ahmedabad. Valsad. 1991 .The Company was incorporated in the name of Vadilal Oxygen Pvt. Ltd. W. The commodities division comprises HPS groundnuts. – In future. 1989 . was Incorporated on 12th June. Gujarat. non-basmati rice etc.Exports of agricultural commodities such as HPS.46 crores when compared on an annualized basis and the overall working were reported to be satisfactory. Punjab.The Company proposed to manufacture concentrated fruit juices/ pulps aseptically packed with an annual capacity of 16.. soya bean natural and hulled sesame seeds and also vegetable and fruit pulps rose by 61% to Rs. 1985 . effective 1st July. . 1994 . low priced varieties like milk. .The products such as canned/frozen tropical fruit juices and pulp canned/frozen vegetables are mainly exported.

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

The company has effected change in its organizational structure and training inputs from time to time. Vadilal‟s products are exported to more than 45 countries. What started as a one man show with a hand cranked ice-cream maker in a small retailer outlet has today grown to employ over 700 people. The company has also started selling processed food products in domestic market. There is not only a potential for vast domestic market but also huge overseas market. Singapore and New Zealand. Vadilal has adopted some of the high quality standards like ISO 9001:2000&ISO 22000(HACCP) with advanced production techniques like IQF. vadilal is the familiar name in every Indian household. a major producer of spices. Today. construction and real estate. forex advisory services. Vadilal has to challenge of time held its own in the country. Canada. has today risen to an annual turnover of Rs 1250 million of which around 25% is contributing by the export? What started as a parlour with homemade ice-cream has already branched out into processed foods. Target achievement in monitored through an elaborate management information system across the rank and file. Vadilal has decided to be the major player of international processed food business from India. The company is exporting nearly 60 products in USA. UK. tea and coffee and has a large livestock population and vast marine wealth. In fact. India. Today. is almost sitting on a goldmine of processed food. even in the presence of global giants. UAE. one can say. companies have dynamic sales force of over 150 sales and marketing professionals.GLOBAL SCENARIO OF THE INDUSTRY India is the world‟s largest producer of milk. in order to infuse a competitive spirit among peers and built a consolidated force of live wire professionals. chemical and specific gases. . Kuwait. the second largest producer of fruits and vegetables. What started with the earning that could easily fit into a pocket.

about 23c&FA more than 500 distributors and over 40. quick transport and proper storage are of paramount importance. which are world leaders in their respective fields.Among the products.000 Retailers. . one is Choc-bar and King Cone –all time favourites which have today attained the generic status. they have a cold chain network comprising there manufacturing plants (totaling a production capacity of 1. Another one is Kulfi-traditional Indian milk sweet.25 lack liter per day). Since their products are highly perishable. Some of their products are combination with confectioneries. Hence the refrigeration equipment and deep freezes are imported from companies. timely and constant icecream supply. To ensure sufficient.

The plant would have a capacity of 50. the group had a turnover (198999) exceeding Rs 200 crores.000liters/day and will be located about at Sakhalin Industries Estate.NATIONAL SCENARIO OF THE INDUSTRY The “vadilal “philosophy of providing its customers with products and services at affordable prices has resulted in the brand being a household name in India. The group has a larger investor base and it brand name “Vadilal” commands an excellent equity. the most industrialized state in India. There are four plants of VADILAL INDUSTIES LTD 1 Pundra 2 Bareilly (UP) (These plant was establish for ice-cream division) 3 Dharampur (Valsad) (These plant was established for processed food division) . In 1982 the company was incorporated in the name of vadilal oxygen pvt. The plant would have a small unit for food processing. On 28 th April to carry on the business of purification and refilling of oxygen gas and selling the same. Major companies of the group are listed in several Stock Exchange in India. Vadilal group has plans to set up a new ultra modern and highly sophisticated ice-cream manufacturing plant in the state of west Bengal. Vadilal group is divided into two parts: Vadilal Industries Ltd: Vadilal Enterprise Ltd: An excellent product would be of little use if it didn‟t have somebody to maintain that excellence and give it to the world. from Kolkata. Howrah 15 kms. Head Quartered in Gujarat. That is how Vadilal enterprises –the marketing arm of Vadilal Industries came into existence.ltd.

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

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

15 billion (US$330 million). Chemical division 4. There are six divisions in Vadilal Industries ltd: 1. To make it convenient for the customer to relish complete range under one roof. bars.CURRENT STATE OF THE INDUSTRY The ice-cream industry in India today has a turnover of Rs. small cups. The industry exports the process food. The vadilal industries Ltd is also for export department. considering that they have the largest range of Ice-cream in the country-120 plus flavour. Vadilal also develops the chemical. ice-lollies. A quarter of this comes from the house of Vadilal alone. in variety of more than 250 packs and forms. The range includes cones. Forex division 6. gas and manufacturing activity also. Process food division 3. family packs. candies. Presently Vadilal has about 80 parlours across the country that ensures amazing Ice-cream preparation for its consumers. big cups. But that‟s no surprise. Vadilal industries ltd is also very famous for their ice-cream all over India. Something for all tastes. Number of people visits these parlours daily because they know that vadilal products contain the purest and creamiest milk. Real estate 5. and the freshest and tastiest fruits and nuts. Happinezz parlour . they have set up a chain of happinezz Parlours „Ice-cream Boutiques‟ so to say. preferences and brand. Ice-cream division 2. Vadilal industries Ltd have achieved 25%market share of all over Indian Ice-Cream.

they set higher goals and do not compromise in achieving these goals. which speaks loud enough about its popularity and global acceptance. Who would not want to grow and emerge as a winner in this corporate world? Today‟s employees are more ambitious and have bigger aspiration than the „baby boomers‟. In the arena of Indian exporters. They want to grow fast and achieve their goals soon.FUTURE SCOPE OF THE INDUSTRY Vadilal observes a very strong market standing in the international front. Vadilal is acknowledged as a visionary force. to touch the sky. . The products are being distributed under „Vadilal Quick Treat‟ brand in nearly thirty countries. Success at international market is attributed to systematic induction of marketing orientation and strengthening of marketing &distribution efforts. They want change Development in their career. This scenario had lead to the situation that no organization can afford to ignore the importance of inculcating career development in the organization if it desires to retain its performers and prevent the competitors to poach them. Today. employees are not stick to just one post and one organization throughout their working life. Also. They are hard working. in this area of globalization. energetic and passionate and the most important is they dare to dream. competition and professionalization have bundle of opportunities available all over the world. sincere. enthusiastic.

PROSPECTS OF THE INDUSTRY The manufacturing retail industry has given a boom to retailing of ice-creams as well. These parlours are spread across the country and they serve the most delicious icecreams to the ice-cream lovers. Be it after dinner or a celebration. ice-cream are for all occasions. Vadilal stands among the most reputed and popular ice-cream brands in India. The company brings to you a unique opportunity to be a part of this ice-cream industry though its Happinezz parlours. Ice-cream parlours have grown across the country. As a franchisee not only are you getting associated with this esteemed brand but also with its high image? .

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

Give ones full contribution to the team task The HR team along with other related departments tries to give Va Delights the conducive environment to work in. For aligning ones personal goals with the Organizations goals the individual may do the following: 1. differential remuneration to achieve end results and training and development to perform better in your Current job and also prepare for higher positions. Perform ones individual task to ones fullest ability 4. 2 Always have a goal for yourself and see that your goal is helping the organization also in moving ahead 3.The HR team at Vadilal Group believes that there is immense potential in every individual and that every individual would always want to achieve the best for himself and his family. The HR team also believes that success can never be achieved by being self centric but can only be achieved by aligning one‟s personal goals with the Organizations Goals. Always keep the Organization‟s Goal and Values in mind. challenging Assignments to prove oneself. .

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

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

REMUNERATION

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

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

Company development

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

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

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

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

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

Chairman Vice-chairman M.D Directors

Company secretary:

Mr.Nikhil Patel

Auditors:

M/S Kantial Patel Charted accountant Ahmadabad.

Bankers:

Bank of baroda State bank of India UTI Bank South Indian bank Textile trader‟s Co-operative

E-mall Address:

www.vadilalgroup.com www.vadilalmarkets.com

.DIVISION OF VADILAL GROUP VADILAL GROUP ICE-CREAM DIVISION PROCESSED FOOD DIVISION VADILAL CHEMICAL LTD. REAL ESTATE FOREX AVISIORY SERVICES &FFMC VADILAL HAPPINEZZ LTD.

the name Vadilal is synonymous with Ice Cream. In India. cones and candies.000 litters per day at three sophisticated manufacturing facilities in the country. . Vadilal offers the widest range of Ice Cream flavours and frozen desert above 200 in the category in packs including cups. The geographical locations of these facilities are such that they are in consonance with the market expansion strategies of the Division. The Icecream Division now has a production capacity of 60. ICE-CREAM DIVISION Vadilal Ice Cream division has always been a hot favorite with the people both inside and outside the organization. Vadilal is the first organization sector that is making Ice Cream. party pack family bricks.1. The name of Vadilal has connected with different types of Ice Cream and their flavour. A Vadilal industry is very popular for their Ice Cream.

Idli and Uttapam are also on the cards. He declined to divulge details about investment for the new project.2. . said. PROCESS FOOD DIVISION Ahmedabad-based Vadilal Industries. managing director. we will launch the items in export markets like US and European countries including UK. is all set to ramp up its frozen-food business. we are focusing more on north India and expanding our dealer base. known for its famous brand of ice cream. We have set targets for exports and revenue but it is too early to comment. In the first phase. Paratha under the Quick Treat brand name within three months. At present." he added. we will explore the domestic market. Subsequently. The company plans to launch frozen Naan and Tandoori." Devanshu Gandhi. "In the second phase. we will tie-up with domestic retail players to market the frozen food. Vadilal Industries. South Indian food items like Dosa.

Anhydrous Ammonia. VCL Helium. . and Liquor Ammonia Liquid Argon. A Vadilal chemical limited is a leading player in the industrial gas business that supplies pure gases. safety and services to ensure full customer satisfaction. VCL Argon. CHEMICAL DIVISION Vadilal Chemicals Ltd. industrial gases mixtures and specialty gases. We carry a high degree of commitment towards quality. is a multilocational. multiproduct company of the Group. petroleum products are Nitrogen.3. Since 1970 the company is engaged in manufacturing of Industrial and specialty gases. VCL Hydrogen.

This is the prime reason behind Vadilal‟s foray into real estate and construction. Vadilal forayed in construction business in 1994. there is a lot left to be desired. REAL ESTATE Vadilal.4. Company constructs the houses for selling purpose. for construction purpose organization has plant in THALTEJ near Ahmedabad . the persistent need for real estate is now getting more urgent. design and other details. in terms of architecture. a name to reckon with in Ice Creams has always been at the forefront of innovation. In spite of the various complexes coming up all across the city. . With the ever-increasing rapid growth of commercial sector.

VADILAL. FOREX DIVISION Foreign Exchange Management. etc. guidance. Importers and Commodity Traders. futures. interactive and intelligence providing multiple uses to Exporter. Importer and those trading in commodities. and Precious metals on International trading.5. and also utmost important in view of the fact that the whole of FOREX and Commodity markets becoming very close. BULLION Informative services of Gold. a Company popularly known by VADILAL brand ICECREAM.com is prescribed by many as complete FOREX portal. forwards. Silver. It is a complete portal of information. rates. advise. as also requires expert comments. www. quotes. is gaining importance now a days on account of its complexity. and guidance to Importers and Exporters and Commodity traders. advise. because of timely and appropriate advise in relation to movements of the currency. has established FOREX Advisory and Exposure Management service. Forex Advisory as a tool is also accepted widely by Exporters. Commodity Market Advisory. . Treasury Management concept has been accepted by large organizations.vadilalmarkets. The basic idea of such establishment is to provide effective and relevant knowledge. commodity and money markets.

You can also get single scoop ice creams including seasonal specialities. Haryana. Presently Vadilal has about 88 parlours across the country that ensures amazing ice cream preparations for its consumers. Faridabad and Gurgaon. Vadilal. MD. The company is soon going to launch one outlet each in Agra.6. the company is operating through 150 franchised outlets in different cities of Gujarat and Rajasthan. Uttar Pradesh and Delhi. Happinezz parlours are now popular hangout places for all age groups. The Happinezz Parlours are the places to go to besides their stand-alone parlours. Vadilal Industries Ltd. In the coming two years. Vadilal is also looking at increasing the presence of the company owned stores that are currently limited to Ahmedabad only. milkshakes and ice-cream sodas at the parlours. Presently. . Noida (UP).. HAPPINEZZ PARLOUR Vadilal‟s concept of serving ice creams with a difference was launched in 1991 with the name “Happinezz”. the brand will be focusing hard to open franchise Happinezz Parlours in various cities of Rajasthan. they also have a presence in many multiplexes and malls. a leading ice-cream maker of the nation is planning to increase the number of Happinezz Parlours and expand its horizons via franchising confirms Rajesh Gandhi.

DEPARTMENT OF FROZEN FOOD ICE-CREAM MARKETING PRODUCTION DEPARTMEN T QUALITY CONTROL P&A DEPARTMENT STORE DEPARTMEN T MAINTAINANCE DEPARTMENT REFREZERATIO & SERVICE DEPARTMENT (RSD) .

the wide range of processed vegetables will erase the pre-conceived notion. Our aim is also set to obtain the British Retail Consortium (BRC) certificate. the efforts resulted into our recognition as one of the pioneers in exports of Indian Frozen Food Products. We are also awarded the certificate of merit for excellence in export performance by APEDA. we use “Individually Quick Frozen” (IQF) technique. India identifies with its rich traditions. Just adding one more business was not enough. and will be an excellent daily substitute for the relishing preparations. which involves fluidized belt type continuous freezing. to process the food. We were determined to strengthen the same and to enhance the shelf life. It is nothing but our persistent and committed efforts to improve the quality of product as well as the same of customer service.PROCESS FOOD DIVISION HISTORY Vadilal entered the Horticulture Processing Industry in May 1991. Maintaining the highest standards of quality is the foundation stone at Vadilal. To accomplish these vital tasks. if any. Freshness of food is a backbone for winning the hearts. No stone was left unturned in order to achieve highest standards of quality control. And. efficient support services were developed. our operations were expanded. Keeping pace with the changing times. supported by in-depth knowledge of export market and its dynamics. It did not take us long to add Processed Foods to the existing domain of Icecream. where transportation and global distribution networks were put on top priority. No wonder. Our endeavours to provide quality products are endorsed by ISO 9001:2000 and ISO 22000 (HACCP) certifications. We always ensure to employ state-of-the-art production technology and strive to adhere to the international standards of quality. There is no secret behind these milestones. diverse customs and culinary expertise along with kaleidoscopic people. too. This attitude has nourished the basic objective of the company to become a global leader in Ethnic Indian Foods. Equal importance was given to optimum cost-effectiveness. The outstanding range of processed food presented to you by Vadilal ends your search for the food you crave for. So. .

Today. Patra.. Okra. In the arena of Indian exporters. Dal Makhani. Surati Papdi Lilva. the team of professionals is guided by the golden maxim “Good people make Good products”. which speaks loud enough about its popularity and global acceptance. Japan and Gulf Countries have given a head start to our brand. UK. It is a pride to mention that Vadial is a live know-how manual in Market Leadership. especially the Indian Ethnic Foods market. Canada. Chilies etc. Rajma.  To save 5% water per unit of production during the year. Lima Beans. just to name a few. Slices & Dices. Pav Bhaji. New Zealand. Australia. which include Canned and Frozen Vegetables such as Pigeon Peas. Quality and Food Safety Objectives  To achieve continual improvement in customer satisfaction by 5% during the year  To train all employee in food hygiene during the year. These products are being distributed under „Vadilal Quick Treat‟ brand in nearly 45 countries. Mutter Paneer. Curried Vegetables (Ready-to-eat) like Palak Paneer. is growing at startling rate. Vadilal exports around 175 products. Mix Veg. each and every activity is a remarkable result of effective TQM. Vadilal is acknowledged as a visionary force. Punjabi Kadhi.At Vadilal. globally. Yam. Ready-to-cook (frozen) Parathas & Samosas along with Mango and other tropical fruit pulps. Brand franchise and supermarket promotions in USA..  To reduce the packing material losses by 5% during the year  To ensure no product recall during the year with respect to the food hazards. This is essential to be noted at the moment when the Ethnic Foods market. Here. Punjabi Chhole. French Beans. Bitter Gourd.  To save energy by 5% during the year . etc. Undhiu.

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

Future of the Industry looks very bright due to the developmental measures taken by Government. canned fruits and Vegetables. facilitates exports of agricultural & processed food products from India. jams. pickles.5 %. Asian and other countries would be more competitive in international markets. an autonomous body under Ministry of Commerce. The excise duty on certain ready-to eat packaged foods is reduced to 8% from 16%. now subsidies on Food products being given by European countries will be discontinued. squashes. the production of processed Fruits & Vegetables in the country has increased a lot in recent years. Government of India has recognised the importance of Processed Food sector and decided to give boost to this industry through various policy measures. which is highest among developed and developing countries. This will result in increased credit flow to this industry segment. fruit based ready-to-serve beverages. with a view to create increased job opportunities in rural areas. Agriculture & Processed Foods Export Development Authority (APEDA). The food processing sector is growing at 8 to 8. . frozen fruits and vegetables. enable the farmers to reap benefit from modern technology. Food processing sector is the single largest organized customer of the agriculture sector. Due to recent WTO implementation of Agricultural treaties. In its recent policies. create surplus for exports and stimulating demand for processed food. therefore. The sector has also been accorded priority sector status for the purpose of lending by Banks. The Ministry of Food Processing Industries is the main agency of the government responsible for developing a strong and vibrant food processing sector. Moreover. India is world‟s 2nd largest producer of vegetables and fruits. The prominent processed items are fruit pulps and juices. chutneys and dehydrated vegetables.Processed Food Division (GDP) Agriculture represents almost one third of India‟s GDP. With focused approach of GOI for development of processed food industry.

subordinates & colleagues.R. INDUCTION PROCESS: In Vadilal one day induction programme is done by H.  In marketing department motivational training is organized by H. vacant HR department get the resume from. 2. RECRUITEMENT PROCESS: Based on the requirement submitted by the department head and arises due to resign.R.  Technical as well as behavioural training given at Dharampur plant. Different department head submit the requirement to HR department before the season. 4. department.  E-portals  Consultants  News paper advertisement  References  Campus recruitment . TRAINING PROCESS: In Vadilal training calendar is prepared by HR department with consultation of different department head. Following points including in induction programme. department.  Company overview  Policies & procedure  Joining formalities  Introduction with different department heads  Introduction with superior. Higher management finalize the requirements.  Internal as well as external training is given by the employee 3. MAN POWER PLANNING: In Vadilal manpower planning is done after discussion with different head of department.HR OVERVEIW IN VADILAL (FROZEN FOOD) 1.

COMPENSATION:  Salary  Incentive  P. Self evaluation is done by the employee. 7.  Preliminary interview by HR department.  Final interview by department head. SELECTION PROCESS: In Vadilal following process has been followed for select the candidate.F. PERFORMANCE APPRAISAL PROCESS: Appraisal forms issued to employee in July.  Gratuity  Insurance  Bonus . Face to face discussion with HOD and HOD review the performance on the bases of rating system.5. 6.

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Performance is”. training is not what is ultimately important ….Mare Rosenberg . .“Remember.

. To analysis the finding of the study. in the Vadilal employees.AIM OF THE TITLE To understand and evaluate the Training Need Analysis procedure at Vadilal Industries Ltd. To make recommendation for better and positive results to the organization. To give proper training as per their abilities and views.

including willingness to accept change and rewarding all this with an attractive incentive package. The principle is an important function of management because. and it is they who will take us far beyond the horizon. An organization must have set policies. develop and maintain required no of members for an organization. They believe their people are the most valuable asset who has made vadilal what it is today. a good personnel policy of an organization ensures availability and maintenance of required types of candidate and also the removal of any dispute arising among the management and employees. It is a function to deal with people. continuity and stability of the organization. .INTRODUCTION OF HUMAN RESOURCE MANAGEMENT Human resource management is a management function that helps manager to understand. encouraging innovative ideas. Their human resource department plays a major role in conducting specialized training programmers. by people and for people. in the days to come…. By observing the personnel policy at vadilal we can say that it has very good because the relations between the management and the employees are very good and the personnel department is able to obtain the personnel of the required qualification. definite procedures and well defined principle which contribute towards the effectiveness.

MICHAEL ARMSTRONG . instruction.” . “Training is the act of increasing the knowledge and skills of an employee for doing a particular Job” .DEFINITION OF TRAINING NEED ANALYSIS “A need assessment is the process of identifying performance requirement and the “gap” between what performances is required and what presently exists”. development and planned experience.FLIPPO “Training is the systematic modification of behaviour through learning which occurs as a result of education.

Designing a training and development program involves a sequence of steps that can be grouped into five phases: 1) 2) 3) 4) 5) Training need Assessment Instruction objectives Designing Programmed for Training Implementation Training Programmed Evaluation of Training Programmed To be effective and efficient. when. Individuals who are to be trained. what. Jobs and related tasks that need to be learned.” The training manager must analyze as much information as possible about the following. “The training manager must determine the who. Organization and its goals and objectives. why and how of training. Long before any actual training occurs.TRAINING NEED ASSESMENT FUNCTION The training needs assessment is a critical activity for the training and development function. . all training programs must start with a needs assessment. where. Competencies and skills that are need to perform the job. Background: .

job. to analyze the department. The participants to learn. 2. sequencing and structuring the company. employees requirement.e. validating information to be imparted to make sure it accomplishes all the goals & objectives. The steps involved in system model of training are as follows: 1. what do they need to learn. . selecting delivery method. The training should achieve the purpose of helping employees to perform their work to required standards. Develop This phase requires listing the activities in the training program that will assist. estimating training cost. who needs training.INSTRUCTONAL DESIGN PROCESS ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE The system model consists of five phases and should be repeated in a regular basis to make further improvements. etc. This step requires developing objectives of training identify the learning steps. examining the training material. Design and provide training to meet identified needs. Analyze and identify the training needs i. 3. The next step is to develop a performance measure on the basis of which actual performance would be evaluated.

5. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. .4. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance.

financial resources and the priorities of competing training programs must be considered as part of the organizational analysis. analysis should know which units should receive. For instance a training specialist would not want to plan a massive training effort for a product process that top management plans to discontinue in a year of two. The training first answers which units need it most. TRAINING NEED ANALYSIS ORGANIZATONAL LEVEL INDIVIDUAL LEVEL OPERATIONAL LEVEL 1) Organization analysis: It looks at the proposed training within the context of the organization. Finally the availability of trainers‟ facilities. And INDIVIDUAL ANALYSIS. Alternatively. A prime consideration is whether or not the proposed training will be compatible with the organization strategy. goals and culture and whether employees are likely to transfer the skills they learn in training to their actual jobs. The organization‟s future plans must also be considered. one may decide to begin with units known to be especially receptive to training in order to develop a record of success and a positive image for the training program among others in the organization. .LEVEL OF NEED ANALYSIS There are the three levels of needs analysis: ORGANIZATION ANALYSIS. If training is to be provided to a large number of employees throughout the organization. TASK ANALYSIS.

so that the training is their too simple or too complex. The trainer will need to call on subject matter experts such as superior and high performing employees to generate this information. the skill and knowledge levels of the chosen trainees. skills and abilities needed to perform them are the focus of the second stage of needs analysis called task analysis. The trainer may single out individuals on the basis of their past performance or select an entire work group or all incumbents with a specific job title. Then the trainer assesses. together with the knowledge. 3) Individual analysis : The final level of analysis looks at the individual to be trained.2) Task analysis: The duties and responsibilities of the job. The individual analysis attempts to determine which employees should receive training and what their current levels of skill and knowledge. . or at least estimates. The purpose of this step is to verify that task is important and employees should be trained for the same and also to develop in depth information about the task knowledge and procedures that should be taught.

But greater independence is not possible unless the employee is adequately trained. Reduces supervision: The trained employee is one who can supervise himself. spoiled work and damage to machinery and equipment can be kept to minimum by well trained employees. but hollow shells if there is no solid core of meaningful work done with knowledge. Both employee and supervisor want less supervision. aptitude and abilities of workers result in increased productivity. skill and pride. It plays a large part in determining the effectiveness and efficiency of the establishment.NEED OR IMPORTANT OF TRAINING Training is a vital and necessary activity in all organizations. . Increases productivity: Increased productivity is possible only when there is an increase in quantity of output. Elaborate personnel and human relations programmed can make a contribution towards morale. Minimum accident and wastage: An important advantage of training is that accident. The need of or importance of training to a business firm or industry may be explained as follows: Heightens morale: Possession of needed skills helps to meet such basic human needs as security and ego satisfaction. Reduce labour problem: Employees are so well trained that they can experience the direct satisfaction associated with a sense of achievement and knowledge that they are developing their inherent capabilities at work. Training programmed by increasing skill.

the ability to adjust to short run variation in the volume of work. . where the demand is highest. Benefits to employees: As employees acquire new knowledge and jobs skills.Increase organizational stability and flexibility: Stability. flexibility. Training may also qualify them for promotion to more responsible jobs. Fulfils to manpower needs: When the skills are required by a company. the ability of an organization to sustain its effectiveness despite the loss of key personnel can be developed only through creation of a reservoir of trained replacement. increases their pay and status. requires personnel with multiple skills to enable their transfer to jobs. they increase their market value and earning power. it often finds it most practical to select and train from within the organization rather than seek the skilled personnel from the outside labour market. This of course. There is no great organizational asset than of trained motivated personnel. The possession of useful skills changes their value to their employer and thereby increases their job security. Learning time education: A well knit training programme reduces learning time to reach the level of acceptable performance. temperament or lack of motivation or the inability of a person to adapt himself to technological changes. Obsolescence prevention: Training and development programmed foster the indicative and creativity of employees and help to prevent manpower obsolescence which may be due to age.

documents or regulations. 1) Context analysis:- An analysis of the business needs or other reason the training is desired. The important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subjects. 3) Work analysis:- Analysis of the tasks being performed. what the history of the organization has been with regard to employee training and other management interventions. This is an analysis of the job and the requirements for performing the work. procedures used on the job. this analysis seeks to specify the main duties and skill level required. Sources that can help you determine which needs analysis is appropriate for your situation are described below.TYPES OF NEED ANALYSIS Many needs assessments are available for use in different employment contexts. The important questions being answered by this analysis are who decided that training should be conducted. 4) Content analysis:- Analysis of documents. This helps ensure that training which is developed will include relevant links to the content of the job. laws. Also known as a task analysis. . An experienced works can assist in determining the appropriate content. 2) User analysis:- Analysis dealing with potential participants and instructors involved in the process. This analysis answers questions about knowledge or information is used on this job. This information comes from manuals. why a training program is seen as the recommended solution to a business problem. It is important that the content of the training does not conflict job requirements. what their learning style is and who will conduct the training.

It is important to determine if training will be effective in its usage. Meeting are very often ineffective or group problems occur on account of differences in objective. who are undergoing intensive training before posting. . The dame applies to people who are transferred from another department of location. 7) Young people:New entrants. Effective training in a return of value to the organization that is greater than the initial investment to procedure or administer the training. 9) People in groups:People spend a lot of time working in groups. new to the department of section will need special treatment when the time comes to integrate them into the work atmosphere. while the accounts department would like to impose cuts in expenditure. Newcomers need helps to adjust to their new surroundings. 6) Cost benefit analysis:Analysis of the return on investment of training. 8) People who are established in the job:We live in an age of accelerating change. The implication is that people have to learn to cope with the change in their environment and with themselves.5) Training suitability analysis:- Analysis of whether training is the desired solution. E. People themselves experience change as they grow older. it may not always be the best solution. attending meetings. There are some essential elements for the identification of a training need. However. People new to the job. working in conjunction with people from other departments. Training of one of several solutions to employment problems.g the operations department seeks to maximize its output. Those who have served as an apprentice in another industry will have to learn to apply their skills in the new technical field. maintenance at any cost.

an employee‟s performance itself is you source of information. One of those should always be observation. The objective during observations is to identify both the strengths to build on and the deficiencies to overcome. you obtain a full understanding of their performance deficiencies. To make this activity more productive. but do not get involved in this work process in any way. You evaluate a worker‟s performance through first-hand observation and analysis. This is best accomplished by watching the worker and playing the role of non-participating observer. You can ask or clarification of comments and for examples of what they mean. In this way. Interviews allow you to meet employees face to discuss their impressions of performance. you must select those question that are essential to what you are trying to learn. if for no other reason to validate your findings. Since the interview guide forces you to ask each worker a number of predetermine question. you must determine which the best be for you.hand knowledge and understanding of the job being performed and the strength and weaknesses of the relevant worker.TECHNIQUES FOR DETERMINING SPECIFIC TRAINING NEEDS There are a number of practical methods you use to gather data about employees‟ performance. 2) Interviews: The use of interviews in conducting the needs analysis is strongly urged. Each words well in given circumstance. use a checklist to remind you of what to look for and take notes. The prime value of interview guides is that they ensure the same types of data from all sources. Because you are in conversation with workers. This means that you watch and listen and evaluate what you see and hear. . Always use at least two. This allows you to determine whether a piece of information is one person‟s opinion. you can explore their responses in depth. or part of a widespread perception. A key advantage of using direct observation in the needs analysis is that you gain first. None of these methods can stand alone. therefore. 1) Observation: In this approach.

the writing of the job description and needs analysis is a relatively simple task. . 5) The difficulty analysis: The job analysis will focus attention on enumerating the numerous duties that a worker must perform.3) Questionnaires: A questionnaire is a short of interview on paper. You create your own questionnaire by writing down all the question you want employees to answer for you. Every employee is asked the identical questions. It is companywide in scope and should be detail to such a degree that those conducting the training can use the job analysis as a yardstick for their course content. 4) Job description: Before establishing a job description. After the job analysis phase has been completed. a job analysis must be made. the difficulty analysis establishes which of the duties cause the employees the greatest amount of troubles and how this trouble can be reduce through better training. This job analysis involves a thorough study of all responsibilities of the relevant job. Employees can complete the questionnaire when and where they choose. Then you mail it to them and await their responses. On the other hand. The key advantage of a questionnaire is that you can include every person from whom you want input. and consequently data is very easy to compile and analyze. You need not travel and spend time with all respondents. Questionnaires can be useful in obtaining „big picture‟ of what a large number of employees think while allowing everyone to fell that they have had an opportunity to participate in the needs analysis process. When an employee‟s job description has been defined. the trainer can easily tailor his training curriculum to a very close proximity of what will be expected of the employees.

and can frequently assist in establishing the needs.6) Problem solving conference: Another time-tasted technique for gathering needs analysis material from employees is to conduct periodic problem solving conferences which may take the form of or be part of a plan or a new product. an employee should be questioned regarding the duties and training of our worker. and appraisal session allows the employees and supervisor/manager to uncover the cause of weaknesses in performance. 7) Appraisal reviews: During the periodic counselling performance interview. and the session can then be geared to training needs. Training needs differ from worker to worker. or tied in with a training program. variations and penetrations that training program should include. These deficiencies represent areas for training. task or technology. Comments rendered during the appraisal interviews normally are genuine. . The current problem will evolve that represent potential areas for training. It is always helpful to utilise an outside consultant to moderate such session. This outside sponsorship has a tendency of letting the worker express the felling about his organization. Feedback at appraisal interview time is valuable since it is timely information.

at least the following three points must be kept in view: 1) These methods should be used in combination. .Whatever the method used to identify training needs. that is. there should never be reliance on only one method 2) They may be used to identify training needs of each of the various groups of employees 3) They should be applied to individual employees since training needs will vary with the individual employee.

would negatively affect organizational functioning. The first step in development of a succession plan is to identify key positions in the organization. These positions. When preparing employees for change in their current jobs. it is important that the TNA identify the changes that are expected based on strategic objectives. Once expected changes are determined. The HR function needs to be involved in the development of a strategic plan (SWAT analysis). plant manager and so forth. .  Prepare employees for changes in their current jobs. these positions often are high-level management positions such as vice president of finance. Succession planning is the identification and development of employees who are perceived to be of high potential. proactive procedure used for promotion and transfers is succession planning. In practice.  Prepare employees for promotions/ transfers to different jobs. This information becomes the TNA. Once the positions are identified. but they could be at any level. From the resulting unit objectives. employees with the potential to fill these key positions are identified. Information is then provided on employees‟ readiness to fill the position if it becomes vacant. new KSA required for that job can be identified. and any discrepancies can then be addressed through training. Two approaches can be taken to develop needed KSA. These future KSA can be compared with the incumbent‟s current KSA. HR must develop unit strategies and tactics to be sure the organization has employees with the required KSA (Knowledge. Skills. if left vacant for any length of time. An effective.APPROACHES OF THE TITLE There are TWO approaches (proactive and reactive) to training need analysis: Proactive TRAINING NEEDS ANALYSIS:- The proactive TNA focuses human resources requirements. and Abilities) in each of the critical jobs based on future KSA requirements.

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to test and try. The Wheel of Science:Theory – Hypotheses – Observation – Empirical Generalization . the definition of research includes any gathering of data. undertaken to establish facts or principles. Research is an organized and systematic way of finding answers to questions. anew. RE means again. over again. to probe. SEARCH means to examine closely and carefully.MEANING OF RESEARCH Research is composed of two syllables. a prefix RE and a verb SEARCH. information and facts for the advancement of knowledge. The two words form a noun to describe a careful and systematic study in some field of knowledge. DEFINITION OF RESEARCH In the broadest sense of the word.

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

we may think of research objectives as falling into a number of following broad groupings: 1) To gain familiarity with a phenomenon or to achieve new insights into it (studies with this objective in view are termed as Exploratory or Formulative research). situation or a group (studies with this object in view are known as descriptive research studies). . Though each research study has its own specific purpose. 2) To portray accurately the characteristics of a particular individual.OBJECTIVES OF RESEARCH The purpose of research is to discover answers to questions through the application of scientific procedures. 3) To determine the frequency with which something occurs or with which it is associated with something else (studies with this object in view are known as diagnostic research). 4) To test a hypothesis of a casual relationship between variables (such studies are known as hypothesis –testing research studies). The main aim of research is to find out the truth which is hidden and which has not been discovered as yet.

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

STEGES IN RESEARCH PROCESS DEFINE PROBLEM PLANNING A RESEARCH DESIGN CONCLUSION AND REPORT PLANNING A SIMPLE PROCESSING AND ANALYSIS THE DATA GATHERING THE DATA .

 Sample design must be such which results in a small sampling error. in general. we can list down the characteristics of a good sample design as under:  Sample design must result in a truly representative sample. .CHARECTRISTICS OF A GOOD SAMPLE DESIGN From what has been stated above. for the universe with a reasonable level of confidence.  Sample design must be variable in the context of funds available for the research study.  Sample should be such that the results of the sample study can be applied.  Sample design must be such so that systematic bias can be controlled in a better way.

OBJECTIVES OF STUDY To study the TRAINING NEED ANALYSIS of Vadial (frozen food) Industry‟s employees of Ahmedabad. SUB OBJECTIVE To study significance of various attributes of training need is effective in frozen food‟s employees. A type of research design involving the collection of information from any given sample of population elements only once. To study these employees needs training. This guides the data collection and analysis phases of the project it is the frame work. I have used descriptive cross sectional design in my project. I have collected information from 35 employees feel that training is needed. RESEARCH DESIGN OF THE STUDY Research design is basic plan. .

whether sample surveys or census survey. . particularly in surveys and descriptive researches.DATA COLLECTIN Data sources:- Make research data can be broadly classified as primary data and secondary data. This in other words. So it is cheaper and more quickly obtain the primary data and may also be available where primary data could not be obtain at all. means that there are several methods of collecting primary data. to collect primary data through direct contact with the Employees (Questionnaire). Secondary data is either internal or external. In this research topic. PRIMARY DATA:- We collect primary data during the course of doing experiments in an experimental research but in case we do research of the descriptive types and perform surveys. then we can obtain primary data either through observation or through direct communication with respondents in one form or another or through personal interviews.

particularly in case of big enquiries.COLLECTION OF DATA THROUGH QUESTIONNAIRES: This method of data collection is quite popular. The method of collecting data by mailing the questionnaire to respondents in most extensively employed in various economic and business surveys. A questionnaire consists of a number of questions printed or typed in a definite order on a form or set of forms. . research workers. The questionnaire is mailed to respondents: Who are expected to read and understand the questions and write down the reply in the space meant for the purpose in the questionnaire itself? The respondents have to answer the questions on their own. It is being adopted by private individual. private and public organizations and even by governments. In this method a questionnaire is sent to the persons concerned with a request to answer the questions and return the questionnaire.

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

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

that relates an independent variable to some dependent variable. Ordinarily. Thus a hypothesis may be defined as a proposition or a set of proposition set forth as an explanation for the occurrence of some specified group of phenomena either asserted merely as a provisional conjecture to guide some investigation or accepted as highly probable in the light of established facts. capable of being tested by scientific methods. . when one talks about hypothesis. hypothesis is a “less generally held view”. So.HYPOTHESIS OF THE STUDY WHAT IS A HYPOTHESIS? „Hypo‟ means „less than‟ & „thesis‟ means „generally field view‟. But for a researcher hypothesis is a formal question that he intends to resolve. one simply means a mere assumption or some supposition to be proved or disproved. Quite often a research hypothesis is a predictive statement.

In a swamp of un testable hypothesis. If the hypothesis is not clear and precise. the inference drawn on its basis tested.H1 .  Hypothesis should be stated as far as possible in most simple terms so that the same is easily understandable by all concerned. can be confirmed or disproved by observation”. Some prior study may be done by researcher in order to make hypothesis a testable one. if it happens to be a relational hypothesis. A researcher must remember that narrower hypothesis are generally more testable and he should develop such hypothesis.CHARACTERISTICS OF HYPOTHESIS  Hypothesis should be clear and precise. many a time the research programs have bogged down. A hypothesis “is testable if other deductions can be made from it which.  Hypothesis should be limited in scope and must be specific. NULL HYPTHESIS: . in turn.  Hypothesis should state relationship between variables.H0 ALTENATIVE HYPOTHESIS: . But one must remember that simplicity of hypothesis has nothing to do with its significance.

The variation in the dependent Variable depends on the variation in the independent variable..g. Independent variables: Are those that the researcher has control over. It is not possible to consider every variable in a single study. Therefore. Variables that have been controlled in this way are called control variables. so they will not have a biasing effect on the other variables. neutralized/balanced. There are three common variable types: Dependent variables: Show the effect of manipulating or introducing the independent variables. This "control" may involve manipulating existing variables (e. the variables that are not measured in a particular study must be held constant. . Control variables: Research studies are very complex processes.. or eliminated. modifying existing methods of instruction) or introducing new variables (e.VARIABLES A variable is a measurable characteristic that varies. adopting a totally new method for some sections of a class) in the research setting.g.

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out of 35 employees 89% are feels that training is required and 11% are not requires training. . INTERPRETATION:Finally I found that maximum employees want the training programme.QUE: 1 Do you feel that training is needed in the organisation? Yes No 31 4 11% yes no 89% ANALYSIS:In Vadilal organization.

Because only one employee is attended six training programmes. 1 employee is six attended training programme. 11 employees are one attended training programmes. I found that till now 18 employees are not attended any of training programmes.QUE: 2 How many training program have you attended in last year? Zero One Two Six 18 11 5 1 18 16 14 12 10 18 8 6 4 2 0 zero one two six 5 1 11 ANALYSIS:During the survey. . INTERPRETATION:So I found that maximum employees are not attended training programme in last year.

31% employees are customer satisfaction. INTERPRETATION:Finally I found that maximum employees are wants training customer satisfaction and marketing etiquette. .QUE: 3 What areas listed below would you like to take training? Communication skill Marketing etiquette Customer satisfaction Negotiation skill Motivation 4 10 16 5 6 Personality development 7 System related training 4 8% 13% 8% 19% Communication skill Marketing etiquette Customer satisfaction 11% Negotiation skill 10% 31% Personality development System related training Motivation ANALYSIS:According to the survey. 19% employees are marketing etiquette and 13% employees are personality development.

. training ANALYSIS:After the survey. 63% employees are likes training more effective in class room. training Work shop 22 8 3 2 6% 8% Class room Video/slide show 23% 63% Work shop Outside org. INTERPRETATION:Finally I found that more employees are likes training more effective in class room. 23% employees are likes training more effective in video/slide show.QUE: 4 Which method of training do you feel would be most effective? Class room Video/slide show Outside org.

22 employees are wants to monthly participate in training and very less employees are wants to weekly.QUE: 5 How often would you like to have opportunity to participate in training? Weekly Monthly Fortnightly Quarterly 5 22 4 4 25 20 15 10 5 5 0 Weekly Monthly Fortnightly Quarterly 4 4 22 Interpretation-: During the survey. . Finally I found maximum employees are monthly participating in training programmes. Fortnightly and quarterly participate in training.

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Finally I found that 54 % employees are increase knowledge skills. .QUE:6 Improve my job skills Increase my knowledge base Advance my career Improve the system of the organization 6 19 4 6 My prime goal for training is to? 17% 17% Improve my job skills Increase my knowledge base Advance my career Improve the system of the organization 12% 54% Interpretation-: In the survey. 17% employees are improve job skill and improve the system of the organization. 54% employees are increase knowledge skill.

QUE:9 At what level the training opportunity help you to do your job better? Excellent Very good Good Average Bellow average 4 23 5 3 0 23 4 5 3 0 Excellent Very good Good Average Bellow average Interpretation-: During the survey 23 employees are says that (very good) training to helps better job. . Finally I found that 23 employees are very good training to helps better job. 5 employees says that good training to helps better job.

and 34% employees are not transfer a job. Finally I found 66 % employees are transfer a job and facility of training. .QUE: 10 Have you been transferred to one job to another job in organization? And training has been given for new job profile. Yes No 23 12 34% Yes No 66% Interpretation-: According to the survey. 66% employees says that one job to another job transfer and training has given in new job.

I found that 10 employees found training level excellent. . So. 16 consider them as very good & 8 consider them as good.QUE: 11 At what level management takes into consideration of training need whatever you have mentioned in performance appraisal? Excellent Very good Good Average Bellow average 10 16 8 1 0 16 10 8 1 0 Bellow average Excellent Very good Good Average Interpretation-: During the survey. overall 97 % of employees give positive response towards training level.

chi square tests allow us to do a lot more than just test for the quality of several proportions. There are two kinds of chi-square tests. and the second is called a two-way analysis. and the chi-square test if part of a contingency table analysis. The first is called a one-way analysis. Actually.Hypotheses testing based on chi-squares Chi-square test The chi-square is one of the most popular statistics because it is easy to calculate and interpret. The observed cell frequencies are organized in rows and columns like a spreadsheet. This table of observed cell frequencies is called a contingency table.3 of the questionnaire to verify whether the different factors like. (customer satisfaction and marketing etiquette) because it is important for employees of training. Formula of chi square= H0: Employees are interested in training H1: Employees are not interested in training . I have used chi square test in QUE. The purpose of both is to determine whether the observed frequencies (counts) markedly differ from the frequencies that we would expect by chance.

4090 .square table Observation E (O-E) (O-E) 2 /E 16 19 13 22 3 -3 0.Calculation of chi-square No of sample = 35 Observation Customer satisfaction Interested area Non interested area Total 35 35 70 16 19 Marketing etiquette 10 25 26 44 Total Expected Observation Interested area Non interested area Customer satisfaction Marketing etiquette 26*35÷ = 13 44*35÷ = 22 26*35÷70 = 13 44*35÷70 = 22 Chi.6923 0.

2026 Level of significance = 5% Degree of freedom = (no.2026) < X2 tab (3. of columns-1) = (2-1) (2-1) = 1tab (3.841) Ho is accepted. of rows-1)(no.2026 Results: Since X2cal (2.841) X2cal = 2.6923 0.10 25 13 22 X2 -3 3 0. Conclusion .4090 2.