A

SIP PROJECT REPORTON

TRANING & DEVELOPMENT

IN
HINDUSTAN COCA COLA BEVERAGESPVT.LTD.

Submitted in Partial fulfillment of the Requirements for the Degree

of
MASTERS IN BUSINESS ADMINISTRATION
(Affiliated to Dr. A.P.J. Abdul Kalam Technical University,
Lucknow)

Session : 2020-2022

Under the guidance of: Submitted By:

Manoj Kumar Jha Pooja
Roll no:2000380700129
MBA 3rd Sem.

INSTITUTE OF TECHNOLOGY & SCIENCE, GHAZIABAD

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2
 PREFACE

Topic of study:
A comprehensive study of Training & Development programs that has been carried out
at.Hindustan Coca Cola Beverages Pvt. Ltd.Ghaziabad. not only depends upon the skills they
possesses or working environment, they are working in, but also depends upon the policy of the
company of providing training to the employees according to the demand of the job. There
remains a gap between the demand of the job and skills of the worker. This gap can be patch up
by delivering effective training and development programs. The workers get the better
opportunity to improve themselves and as a result to enhancement of the productivity of the
organization.
So it is most important for every organization to provide such training to the employees
for development of their skills as well as knowledge related to the job that will fulfill his own
requirement of learning and the requirement of the organization and achieve the organization
goal too.

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TABLE OF CONTENTS
Executive Summary 7

-Chapter -1 Introduction About Organization 8-44

1. History of the Organization 9-31

2. Organization Structure 32

3. Organization Performance 32

4. Product 33-36

5. Hr Function Area 37

6. R & D Functional Area 39-46

Chapter -2 Study of the Problem 47

7. Literature Review 48

8. Objective of the Project 49

9. Scope of the Study 50

10. Research Methodology 51-53

11. Limitation 54

Chapter -3 Data Presentation 55-69

Chapter -4 Findings & Analysis 70

Chapter -5 Conclusion & Suggestions 71-72

References 73

Annexure 74-75

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 EXECUTIVE SUMMARY

The project report on “Training & Development programme in COCA-COLA” has been
successfully done in COCA-COLA, Sahibabad. It helped me to gain lots of experience to
motivate, to bring out the maximum efficiency of the various Department of Human Resources.

This report enlightens the management skills used for the advancement of the employees. It
brings out the lowest input and maximum output to give maximum efficiency.

Further motivations and ideas come from the various reference books. Specially, I would be
thankful to the books, “Evaluation of Control of training”, McGrawhill, “Training Methodology
and Development”. I would also like to remember the names of the persons who efficiently
affected me in my training period to gain new experiences.

My efforts in presenting this project report will by ably rewarded if the invigilator and my senior
members satisfy with my project report. I would gratefully acknowledge the contribution of the
faculty members by way of bringing to my attention the errors and printing mistakes that might
have inadvertently crept into the report.

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 CHAPTER 1
ABOUT THE COMPANY
INTRODUCTION ABOUT ORGANIZATION

Training is an organized procedure which brings about a semi-permanent change in behavior, for
a definite purpose. The three mainareas involved are skill, knowledge and attitudes but always
withdefinite purpose in mind. Every organization needs to have well-trained and experienced
people to perform the activities that have tobe done. If current or potential job occupants can
meet thisrequirement, training is not important. When this is not the case, it is
necessary to raise the skill levels and increase the versatility andadaptability of employees.
Training makes the employees versatile inoperations. All rounders can be transferred to any job.
Trainingprogramme is important as it lends stability and flexibility to anorganization, besides
contributing to its capacity to grow. Accidentsscrape, and damage to machinery and equipment
can be avoided orminimized through training. Furthermore, future needs of employeeswill be
taken care by training.
As jobs have become more complex, the importance of employeetraining has increased. When
jobs were simple, easy to learn, andinfluenced to only small degree by technological changes,
there waslittle need for employees to upgrade or alter their skills. But the rapidchanges taking
place during the last quarter-century in our highlysophisticated and complex society have created
increased pressuresfor organizations to readapt the products and services produced, themanner in
which products and services are produced and offered, thetypes of jobs required, and the types of
skills necessary to completethere jobs. In a rapid changing society, employee training is not
onlyan activity that is desirable but also an activity that an organizationmust commit resources to
if it is to maintain a viable andknowledgeable work force.

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 HISTORY

Columbus, Georgia druggist John Stith Pemberton invented a cocawine called Pemberton's
French Wine Coca in 1884, although it was originally meant to be a headache medicine. He was
inspired by the formidable success of French Angelo Mariani's cocawine, Vin Mariani.The
following year, when Atlanta and Fulton County passed Prohibition legislation, Pemberton
began to develop a non-alcoholic version of the French Wine Coca. He named it Coca-Cola,
because it included the stimulantcoca leaves from South America and was flavored using kola
nuts, a source of caffeine. Pemberton called for 5 ounces (140 grams) of coca leaf per gallon of
syrup. The first sales were made at Jacob's Pharmacy in Atlanta, Georgia, on May 8, 1886, and
for the first eight months only an average of nine drinks were sold each day. Pemberton ran the
first advertisement for the beverage on May 29 that year in the Atlanta Journal.

The Las Vegas World of Coca-Cola museum in 2000

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Coca-Cola was initially sold as a patent medicine for five cents a glass. Pemberton claimed
Coca-Cola cured myriad diseases, including morphineaddiction, dyspepsia, neurasthenia,
headache, and impotence.
In 1887, Pemberton sold a stake in his company to Asa Griggs Candler, who incorporated it as
the Coca Cola Corporation in 1888.[3] In the same year, Pemberton sold the rights a second time
to three more businessmen: J.C. Mayfield, A.O. Murphey, and E.H. Blood worth. Meanwhile,
Pemberton's son Charley Pemberton began selling his own version of the product.

HARITAGE - COKE LORE

A Story of Special Moments:
The history of Coca-Cola is a story of special moments - times with family and friends and
special occasions when Coke was naturally there. Every person who drinks a Coca-Cola enjoys a
moment of refreshment - and shares in an experience that millions of others have savored. And
all of those individual experiences combined have created a worldwide phenomenon - a truly
global brand that plays its own small part on the world stage.
Did you know that Coca-Cola advertising helped create the modern image of Santa Claus? Or
that Norman Rockwell and N.C. Wythe both painted for Coca-Cola, creating a beloved vision of
mid-century American life? You might rememberthe 1971 television commercial in which
young people gathered on a hilltop in Italy to sing "I'd like to buy the world a Coke," a
counterpoint to turbulent times. Were you watching TV in July 1985 when Coca-Cola was the
first soft drink consumed in space? Or maybe you saw the international exhibit of oversized
Coke bottles, some more than 10 feet tall, featuring the folk art of more than 70 countries.
There are so many stories to tell about Coca-Cola. We hope you'll enjoy these glimpses into
some of the legends and lore that surround Coca-Cola - what we call "Coke Lore."

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Coca-Cola touches the lives of millions of people each and every day. From special occasions to
exceptional moments in everyday life, Coca-Cola is there. The brand has become a special part
of people'slives.

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 AMAZING FACTS OF COCACOLA

If all the Coca-Cola ever produced were in 8 ounce bottles loaded on average-size route trucks
passing a given point bumper-to-bumper at a speed of 65 miles per hour, it would take 5 years, 5
months and 2 days for all the trucks to pass.
If all the Coca-Cola ever produced were in traditional 8 ounce bottles and placed end-to-end,
they would reach all the way to the moon and back 1,057 times over.
If all the Coca-Cola ever produced were flowing over Niagara Falls and at its normal rate of 1.5
million Gallons per Second, the falls would flow for 38 hours and 46 minutes.
If all the Coca-Cola ever produced were in traditional 8 ounce bottles and placed side-by-side
and end-to-end, to form a four-lane highway, it would wrap around the Earth 82 times.
If all the Coca-Cola ever produced were to erupt from "Old Faithful" at its normal rate of 15,000
Gallons per Hour, the Geyser would flow continually for 1,689 years.

Then there is a detailed analysis of how Coca-Cola is performing me different countries that are
its international operations. The Coca-Cola Company has been divided in to six group’s i.e.

• Latin America
• North America

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 • Africa
• Europe
• Middle and Far East
• Minute Maid Company

Marketing strategies and community relation programmed conducted in all of these 6 groups
have been discussed. Last but not the least – conclusions have been drawn, and company’s future
goals have been mentioned. Towards the end a recommendation plan has been made for the
company.

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 COCA COLA IN INDIA
Introduction:

After a 16-years absence, Coca-Cola returned to India in 1993. The Company's presence in India
was cemented in November that year in a deal that gave Coca-Cola ownership of the nation's top
soft-drink brands and bottling network.
Coca-Cola India has made significant investments to build and continually improve its business
in India, including new production facilities, wastewater treatment plants, distribution systems
and marketing equipment.
During the past decade, the Coca-Cola system has invested more than US $ 1 billion in India.
Coca-Cola one of the country's top international investors.
In 2003, Coca-Cola India pledged to invest a further US$100 million in its operations.
Coca-Cola business system directly employs approximately 6,000 local people in India.
In India, we indirectly create employment for more than 125,000 people in related industries
through our vast procurement, supply and distribution system.
Virtually all the goods and services required to produce and market Coca-Cola locally are made
in India.
The Coca-Cola system in India comprises 25 wholly owned company-owned bottling operations
and another 24 franchisee-owned bottling operations is a network of 21 contract-packers also
manufactures a range of products for the Company. The complexity of the Indian market is
reflected in the distribution fleet, which includes 10-tonne trucks, open-bay three-wheelers that
can navigate the narrow alleyways of Indian cities, and trademarked tricycles and pushcarts.

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PROCEDURE
• On the basis of the feedback received from the Performance Management Process, the
training needs are collected and need based training programs are designed by the
Training and Development Manager.
• The list of training programs will be documented in the Training calendar. TheTraining
Calendar is then shared with the executive Committee to get feedback.
• The Training Calendar will be released within one month of receiving appraisals.

The calendar will contain a brief description of the programs, the program schedule and the
recommended target audience.
• A copy of the Training calendar will be circulated to all associates.
• At the end of every training program, the trainers along with the trainees will prepare a
developmental plan on the application of all the inputs received during the training
program.
• Associates will be nominated for need based external training program based on the
recommendation of the immediate supervisor

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 KEY LOCATIONS OF CCI IN INDIA

Coca-Cola in India -Products & Quality

Leading Indian brands Thums Up, Limca, Maaza, Citra and Gold Spot join the Company's
international family of brands including Coca-Cola, Diet Coke, Sprite and Fanta, plus the
Schweppes product range.

Our Kinley water brand was launched in 2000.

In 2001, our energy drink Shock and our first powdered concentrate, Sunfill, hit the market.
Annual per capita consumption of soft drinks in India is nine 8-ounce servings.
In early 2003, Coca-Cola India collected Advertiser of the Year and Campaign of the Year
awards for the Thanda Matlab Coca-Cola all-media campaign.
The Company ranking up "firsts" in the introduction of canned and PET soft drinks, vending
machines and backpack dispensers for crowds of cricket supporters.

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The Coca-Cola system adheres not only to national laws on food processing and labeling, but
also to our own strict standards for exceptional quality.
The Coca-Cola Quality System, to ensure that we are offering consumers only the highest
quality products.

COCA-COLA AWARDS & RECOGNITION

Corporate Responsibility Awards

• One of Ten "Most–Admired" Companies in Germany, The Coca-Cola Company,

Manager Magazine (February 2015)
• Philanthropist of the Year, Coca-Cola Ukraine, World of Child, Ukrainian Fund of
Philanthropists and Ukraine 3000 (January 2014)
• World’s Most Accountable Corporations, One World Trust 2009 Global
• Accountability Report (December 2012)
• No. 2, India's Most Respected Fast Moving Consumer Goods Company, and – No. 7,
Most Respected Multinational Corporation in India, Coca-Cola India, BusinessWorld, in
conjunction with the Indian Market Research Bureau (November 2011)
• Argentina’s Most Admired Companies Ranking (October 2010)
• 2006 Corporate Social Responsibility Award, American Chamber in Shanghai
(September 2009)
• Leader in Corporate Social Responsibility, Gerente (September, 2007)
• Citizenship efforts, Committee for Economic Development (June 2006)
• Social reporting transparency, Roberts Environmental Center (January 2006)

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 • Coca-Cola Mexico recognized by Mexican Alliance for Corporate Social Responsibility
(AliaRSE) as a Socially Responsible Company for fourth consecutive year (sponsored by
the Mexican Center for the Filantropía (CEMEFI)
• Coca-Cola Chile awarded "Most Socially Responsible Company in Chile" (third
consecutive year), Mori National Survey, 2002
• Thai Pure Drinks awarded Royal Garuda in recognition of corporate citizenship efforts
and important role in Thai society
• Corporate Citizenship Award for "Schools for a Change" program in Argentina
(American Chamber of Commerce in Argentina)
• 2002 Corporate Excellence Award in Egypt by the US State Department for the
company's involvement in community initiatives
• Junior Achievement Innovation Award for an environmental program in Argentina aimed
at increasing the environmental awareness of 12-year-olds, created through a partnership
between Junior Achievement and Coca-Cola de Argentina
• World’s Most Socially Responsible Company, according to 20-country consumer survey
by the Chilean branch of Market & Opinion Research International (MORI)
• 2001 Corporate Citizenship Award from the United States Chamber of Commerce for
working with Reading is Fundamental (RIF) to improve literacy across the United States
• "The Service to Peace through Corporate Responsibility Award" from the Pacem in
Terris (Peace on Earth) Institute in recognition of the company's long-term commitment
and large-scale initiatives in the economic and community development of Africa

Community Development Awards

• World’s Most Accountable Corporations, One World Trust 2009 Global

• Community Excellence Award for efforts to promote HIV/AIDS education and
prevention in China, The Global Business Coalition on HIV/AIDS, Tuberculosis and
Malaria (GBC) (June 2007)
• Coca-Cola in Vietnam awarded prestigious 2004 Golden Dragon Prize for contributions
to development of Vietnam's economy (Vietnam Economic Times)

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 • Coca-Cola India received Bhagidari Award from Delhi Chief Minister Sheila Dikshit for
Company's efforts and contributions towards community development programs
• The Coca-Cola Foundation in Mexico recognized by Mexican Philanthropic Society as a
Socially Responsible Corporate Citizen for fourth consecutive year, and by Procura, one
of Mexico's leading educational and training organizations, for its support of
sponsorships, school programs and other non-profit initiatives

Environment Awards

• Golden Peacock Award for water management initiatives, Coca-Cola India, World
Council for Corporate Governance (February 2010)
• National Award for Excellence in Water Management for the most "Water Efficient
Unit," Coca-Cola India, Confederation of Indian Industry (CII) (December 2009)
• Bhagidari Award, Coca-Cola India water conservation and environmental management,
Delhi government (February 2007)
• Strategic HR Leadership Award, Manifesto for Growth, Society for Human Resource
Management (October 2007)
• Star Status for employee safety and health initiatives, Occupational Safety and Health
Administration Voluntary Protection Program, Caribbean Refrescos Inc. concentrate
plant (Puerto Rico) (August 2007)
• The World Environment Foundation (WEF) awarded the prestigious Golden Peacock
Environment Management Award 2005 (GPEMA) to the Coca-Cola bottling plant at
Kaladera, near Jaipur, India in recognition of its world-class environment practices
• Hindustan Coca-Cola Beverages Dasna plant in India received Golden Peacock
Environment Management Award 2004
• International Standardization Organization (ISO) 14001 certificate to Coca-Cola Bottling
Indonesia for environmental protection programs at its plants
• Coca-Cola India received a water conservation and pollution control award from Andhra
Pradesh Government on World Environment Day (June 2003)
• 2002 U.S. Environmental Protection Agency's (EPA) Environmental Achievement
Award

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 • Coca-Cola Fountain's Lehigh Valley Syrup Plant was recently honored with the 2001
Governor's Award for Environmental Excellence for outstanding achievement in the area
of resource protection
• Recognition as the company that did the most for the environment in 2001, awarded by
the weekly magazine Dossier del Medio Ambiente in Spain based on reader response
• Golden Peacock Award from the World Environment Foundation for effective
environmental management at the Hindustan Coca-Cola plant at Ameenpur Village, near
Hyderabad, India
• Recognition from the environmental division of The Society of Plastics Engineers for
responsible stewardship of the environment
• Tunisian Ministry of Environment award for best initiative to reduce plastic waste

Health Awards

• F&N Coca-Cola (Singapore) Pte Ltd received Ministry of Health Bronze HEALTH
Award (2009)
• The Coca-Cola Company received America's Second Harvest Donor of the Year Award
(2004 Hunger's Hope Awards)
• Coca-Cola India recognized by Rajiv Gandhi Foundation (RGF) for participation in
motorized tri-wheeler scheme for the disabled
• Coca-Cola Nigeria recognized by Hope Worldwide for its humanitarian involvement in
fighting the HIV/AIDS epidemic (January 2003)

Marketplace Awards

• Coca-Cola India plant in Ameenpur, Hyderabad, took second place at prestigious Golden
Peacock National Quality Awards
• Coca-Cola India ranked as top 10 most respected company in India
• Coca-Cola India placed in top ten of most respected companies survey (Businessworld,
India's only business weekly)
• Most admired company in Argentina (Clarín Newspaper, 2002)

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 • Ballina Beverages, our company's newest and most advanced concentrate manufacturing
plant, has received the Excellence Through People certification, developed by the Irish
National Training Agency

Diversity Awards

• Diversity Leadership Award (November 2009)

• 40 Best Companies for Diversity, 3rd year in a row, Black Enterprise magazine (June
2009)
• The National Puerto Rican Coalition's "Corporate Social Responsibility Award" in
recognition of The Coca-Cola Company's significant contributions to the Puerto Rican
community (2005)
• "One of the Best Companies to Work for in the U.S." by LATINA Style magazine, a
respected source of employment and career information for Hispanic women (2005)
• Hispanic Magazine's list of the "Top 50 Recruiting Companies in America for Hispanics"
and "Top 100 Companies Providing the Most Opportunities for Hispanics" (2005)
• Hispanic Trends' list of "Top 50 Corporations for Supplier Diversity" (2005)
• LATINA Style 50, LATINA Style Magazine (2005)
• Corporation of the Year Award, U.S. Hispanic Chamber of Commerce (2004)
• LATINA Style 50, LATINA Style Magazine (2004)
• 50 Best Companies for Minorities, Fortune (2004)
• Corporation of the Year Award, Georgia Minority Supplier Development Council (2004)
• Top 50 Companies for Minorities, Diversity Inc. (2004)
• Top 50 Companies for Diversity, Diversity Inc. (2003/2004)
• Top 25 Corporations Doing Business with Women Business Entrepreneurs, Women's
Business Enterprise Alliance (2003)
• Corporate Commitment to Minority Business Entrepreneurs Award, Houston Minority
Business Council (2003)
• Corporate Commitment Award, Native American Chamber of Commerce (2003)
• Corporate Commitment Award, Houston Minority Business Development Council (2003)
• The Crystal Award, Georgia Minority Supplier Development Council (2003)

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• America's Top Organization for Multicultural Business Opportunities, DIV 2000.com
(2003)
• Diversity Award, Asian Pacific American Heritage Month Celebration Committee (2003)
• Corporate Member of the Year, Asian American Chamber of Commerce (2003)
• Onyx Business Trailblazer Award, Black Business Professionals and Entrepreneurs
(2003)
• LATINA Style 50, LATINA Style Magazine (2003)
• 50 Best Companies for Minorities, Fortune (2003)
• Lifetime Stewardship Award, The Ronald McDonald House Charities (2003)
• Top-50 Most Diverse Companies in Corporate America, Diversity Inc. (2003)
• Top-50 American Company for Multicultural Business Opportunities, Div2000 (2002)
• Corporation of the Year Award, LaVision (2002)
• Hispanic's Corporate 100, Hispanic Magazine (2002)
• Outreach Award, Partnering for Diversity in Construction (2002)
• Appreciation Award, Department of Commerce - Minority Business Development
Agency (2002)
• Governor's Mentor Protégé Program, Georgia Governor - Roy Barnes (2002)
• Trading Partner of the Year, Rainbow Push Peachtree Street Project (2002)
• Chairman's Award to Carl Ware, Antioch Urban Ministries, Inc. (2002)
• A Company that Cares, United Way of Metropolitan Atlanta (2002)
• A+ Award for Tutor Program, Atlanta Partners for Education (2002)
• Mexican Grocer's Association Award, Mexican Grocers Association (2002)
• Top 50 Diversity Employers, The Black Collegian (2002)
• Most Admired Company in Argentina, Clarin Newspaper (2002)
• Diversity Leadership Award, Diversity Best Practices (2002)
• 50 Best Companies for Minorities, Fortune Magazine (2002)
• 50 Best Companies for Latinas to Work in the United States, LatinaStyle Magazine
(2002)
• Top 50 Companies to Work for in America, National Society of Black Engineers (2002)
• Frederick D. Patterson Award, United Negro College Fund (2002)
• 50 Best Companies for Minorities, Fortune Magazine (2001)

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 • Most Admired Company in South Africa, Makinor (2001)
• Top International Company in Malaysia, Far Eastern Economic Review (2001)
• Top 10: Most Admired Companies in Turkey, Capital Magazine (2001)
• Top-50 American Company for Multicultural Business Opportunities, Div2000 (2001)
• Asia's Most Admired Companies, Asian Business Magazine (2000)

World Environment Foundation Confers Golden Peacock Environment Management Special

Commendation to Coca-Cola's Ghaziabad Unit

Hon'ble Minister for Power & Environment, Himachal Pradesh, Smt Vidhya Stokes
giving away the Golden Peacock Award to Mr Ashutosh Bhardwaj, Area Operations
Director, Hindustan Coca-Cola Beverages Pvt. Ltd.

The World Environment Foundation (WEF) conferred the “Golden Peacock Environment
Management Special Commendation” for the year 2006 by a Jury headed by Justice P N
Bhagwati, Former Chief Justice of India and Chairman UN Human Rights Commission to
Hindustan Coca-Cola Beverages Private Limited, Mehandiganj, Ghaziabad.

The Special Commendation was presented by the Chief Guest Smt. Vidhya Stokes, Hon'ble
Minister of Power and Environment, Government of Himachal Pradesh at a special
ceremony on 10th June 2006 at Agricultural University Auditorium Palampur (HP).

This prestigious Golden Peacock Environment Management Special Commendation for the year
2006 is given in recognition for following world-class environment practices. Hindustan Coca-

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Cola Beverages Private Limited, Ghaziabad, is ISO 14001, ISO 9001 and HACCP based Food
Safety Management System* certified bottling plant in UP. Hindustan Coca-Cola Beverages
Private Limited, Ghaziabad unit was adjudged as winner by an eminent jury of experts after a
thorough evaluation of the plant’s compliance with a WEF prescribed program assessment
format related to environment management system implementation. The assessment covered a
period of one year from 1st April 2005 to 31st March 2006.

More About Golden Peacock Environment Management (GPEM) Special Commendation

The GPEM Special Commendation is designed to encourage and recognize effective

implementation of environmental management system and this achievement has been made
possible by the plant’s adherence to Coca-Cola’s total quality program called The Coca-Cola
Quality system (TCCQS). TCCQS encompasses management system (Total Quality) covering
environment management and other business aspects such as Safety and Loss Prevention (SLP),
product quality, packaging quality, process capability improvement and customer satisfaction.

World Environment Foundation is a non-profit NGO, which strives to foster partnerships and
improve links between industry and environmentalists for developing innovative strategies to
minimize the environmental degradation.

Cola-Cola India wins the bhadigari award from the delhi government for its efforts in community
development

• The Company has already executed nearly 200 rain water harvesting structures across 17
states
• Coca-Cola India has plans to undertake 40 new rain water harvesting projects during the
current year
• The company is also working with local communities in various states on projects like
Paper & PET recycling, education and clean environment projects

Coca-Cola India won the 'Bhagidari award' on February 25, 2006,in New Delhi, for its
contribution in water conservation & environment management programmes and for its

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contribution to community development, from the Delhi Government. This is the third year in a
row that the company has won this award. Mr. Atul Singh, President & CEO, Coca-Cola India
received the award from the Honble Chief Minister of Delhi, Ms. Sheila Dikshit on behalf of the
company at a function during the Bhagidari Utsav at the Pragati Maidan in New Delhi. Coca-
Cola India is supporting several rain water harvesting projects spread across 17 states with nearly
200 rain water harvesting structures. The company plans to take up another 40 such projects by
the end of the year.

The company is currently engaged in such projects in the states of Andhra Pradesh, Assam,
Bihar, Delhi, Gujarat, Goa, Jammu & Kashmir, Jharkhand, Kerala, Karnataka, Madhya Pradesh,
Maharastra, Orissa, Rajasthan, Tamil Nadu, Uttar Pradesh and West Bengal. In addition to this,
the company has also undertaken various projects in the areas of Paper & PET recycling and
Education & clean environment in partnership with local communities in different states.

On receiving the award, Mr. Atul Singh, President & CEO, Coca-Cola India, said, Water is a
subject that is loaded with urgency and even emotion. It is a critical global challenge and it will
take a wide variety of efforts, most of them at a local level to overcome the problem. At Coca-
Cola we have undertaken numerous projects across the country in partnership with local
communities for their development and we continue to look for areas where private-public
partnerships can bring about good results. We are honoured to get this award and we are thankful
to the government and to the residents of the state for giving us an opportunity to partner them in
some truly path breaking community development initiatives.

The Coca-Cola Company has always placed high value on good citizenship. At the heart of
business is a mission statement called the Coca-Cola Promise. It says, quite simply, that The
Coca-Cola Company exists to benefit and refresh everyone who is touched by our business".
This basic proposition means that the companys business should refresh the markets, protect,
preserve and enhance the environment and strengthen the community. Coca-Cola India provides
extensive support for community programs across the country, with a focus on education, health
and water conservation.

Laurels for Coca-Cola India, Kaladera unit, for efficient use of water

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 Mr Anupam Sharma- Asistant Production
Manager recieving the award on behalf of
the company

Coca-Cola India, Kaladera unit has been recognized as a ‘Water Efficient Unit’ across Industries
at the ‘National Award for Excellence in Water Management’ held at CII-Godrej GBC,
Hyderabad on December 19 & 20, 2005.It has been adjudged as one of the 27 most water
efficient units for its Water Management practices.

It has also been recognized as one of the top three units across industries in India for ‘Innovative
Project Award’.

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Both the awards were presented by Dr K S Jawahar Reddy, IAS, Managing Director, Hyderabad
Metropolitan Water Supply & Sewerage Board.

Mr Anupam Sharma- Asistant Production Manager, received the award on behalf of the
Company

The various facets of water management highlighted at the CII competition were water
conservation efforts for reduction in Specific Water Consumption, reduction in waste water
discharge, road map to achieve zero waste water discharge, Sustainability Projects, rain water
harvesting and Community Involvement in Water Conservation.

Environment Appreciation Award to Coca-Cola, Jalpaiguri Unit.

Coca-Cola India, Jalpaiguri unit was felicitated with the ‘Environment Appreciation
Certificate, 2005’.It was presented under the aegis of ‘Environment Excellence Award, 2005”,
an initiative of West Bengal Cleaner Product Centre. Shri Buddhadeb Bhattacharjee gave away
the award to Mr Rahul Sharan, Area General Manager.

The award is given in recognition of the efforts to protect & preserve the environment through
proactive environmental practices. The Company has done commendable efforts in the field of
Rain Water Harvesting in the water deficient areas & recycling of used PET bottles.

Bhubaneshwar Team wins 2005 Pollution Control Excellence Award!

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 The winning Bhubaneswar Team with their
trophy

The "Pollution Control Excellence Award" for 2005 has been awarded to HCCBPL Khurda
unit, by the Orissa State Pollution Control Board. The award went to the Khurda team for
achieving excellence in implementation of pollution control systems in the plant and for their
constant efforts for protection of the environment.

The Pollution Control Excellence Award is an annual award given to industries that excel in
environment protection. Khurda's multiple initiatives - PET recycling, Vermicomposting and
Rain water harvesting, in addition to its Environment practices to prevent/control pollution
bagged the unit this award. Khurda beat over 20 shortlisted industries throughout the state for the
award.

The award was presented on the 23rd Foundation Day Celebration of the State Pollution Control
Board, Orissa by S.P.Nanda, Principal Secretary, Dept of Environment & Forests Govt of Orissa
on 16th September 2005. The Award was recieved by the Region - Vice President Mr. T.
Krishna Kumar. Speaking on the occassion Mr. L.N.Pattnaik - PCB Chairman lauded the efforts
of the company in the field of environment protection.

Hindustan Coca-Cola Beverages Private Limited, Dasna unit, bags the “Golden Peacock
Environment Management Award 2004”

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 Dasna unit has won the Golden Peacock
Environment Management Award 2004

Ameenpur Unit, Andhra Pardesh awarded

withEnvironment
Management Award 2003

The Dasna unit near Delhi in Ghaziabad has

been awarded the prestigious “Golden
Peacock Environment Management
Award – 2004 (GPEMA- 2004)” for excellent
environment practices andeffective control

27
of environmental impact.The Dasna unit won this award in the Food & Beverage Industry
category for its environment practices among hundreds of entries received from across the
country. The annual award winner is decided on the basis of a rigorous assessment procedure,
which includes a visit to the facility by a team of experts.

Speaking on the occasion, Mr. Sanjiv Gupta, Division President and CEO, Coca-Cola India said,
“We are proud to win this coveted award. At Coca-Cola we are committed to preserve, protect
and enhance the environment and this simple belief guides us in everything that we do. We will
continue to further improve our systems and are confident of making a significant positive
impact on our environment in times to come.

Baddi Unit bags environment management awards 2004

The award will be formally presented to the company shortly by Institute of Directors, an
independent body that recognizes the achievements of manufacturing units under the categories
of Environment, Quality and Corporate Governance, in association with World Environment
Foundation (WEF), at an official function during the 6th World Congress on Environment
Management.

The Dasna plant achieved this distinction by adhering to The Coca-Cola Company’s internal
global quality program called The Coca-Cola Quality System (TCCQS). TCCQS not only covers
environment management, but also takes into consideration other business aspects such as safety
and loss Prevention (SLP), product quality, packaging quality, process capability improvement
and customer satisfaction. Strict compliance with TCCQS, often rated as a programme
equivalent to the internationally reputed ISO 14001 System, has also enabled all the company-

28
owned bottling plants in the country to successfully get the coveted ISO 14001 Certification
from Det Norske Veritas (DNV).

The award has been granted after a thorough evaluation of Dasna plant’s compliance with a
WEF prescribed program assessment format over a period of 1 year from 1st April 2003 to 31st
Mach 2004 during which several environmental performance indicators were monitored and
evaluated according to WEF’s stringent parameters: energy use, water use, wastewater discharge,
compliance with Government regulations and resource utilization.

GPEMA has been instituted by the Institute of Directors in association with World Environment
Foundation (WEF) and is designed to encourage and recognize effective implementation of
environment management system. The award is given both in manufacturing and service sectors.

Government of Rajasthan invites Division President to head work group on Water

Conservation

President Profile

29
Atul Singh
President & CEO, Coca-Cola India

Atul Singh took over as the President & CEO, Coca-Cola India from 1st September 2005.
Prior to this assignment, Atul Singh was the President of East, Central & South (ECS) china
Division in January 2005. Given the strategic importance of China, a Division within the greater
China Division was created. ECS China Division consists of Shanghai, the Swire Territories of
China, Hong Kong and Taiwan. Additionally, Atul was also responsible for the global and
strategic Key Customer Relationships for Greater China and was a member of the Customer
LeadershipCouncil.
Prior to his appointment as the President of East, Central and South China Division, Atul served
as Deputy Division President and headed the Operations group of China Division. Under Atul's
leadership, mainland China operations were among the fastest growing Coca-Cola businesses
worldwide for the past 3 years. Atul started his career in the Coca-Cola system in 1998 as Vice
President, Operations of Coca-Cola India Division. He led the Franchise Operations and Key
Accounts group of the India Division from 1998 to 2001. Atul then joined the China Division in
July of 2001 as Region Manager of East China, China Division.
Atul holds a MBA degree from Texas Christian University.

30
 ORGANIZATIONAL STRUCTURE OF HR DEPTT.

CEO(Bill Schultz)

NORT EAS CENTRA WES

H
SOUTH T L T

(V.P) (V.P) (V.P) (V.P)

(V.P)
Mr. KEEL Mohammad

Mr.
A.O.D RCDM (Mr. Vivek Gupta) RTM (HEAD) Manish Pundir
HEAD (Horizontal Expansion)
Mr. Mayank Arora Mr. Gaurav DharDubey
G.S.M (Mr. Deepak Rewari)

ASM ACDM RTM manager Marketing Manager

(Mr. TanaySanyal) (Mr. Prateek Sharma) (Mr. Manish Makheeja) (Mr. PunitTandon)

CDE STLs RTMs ME

(Mr. Sushil Patel) 1. Mr. Bhupesh Singh 1.Mr. Sandeep Sinha (Mr. Sameer Mayank)
2. Mr. Shashi Kant Singh 2. Mr.Phaninder Singh
M.D.Es
M.Ds

SALES MAN

31
 PRODUCTS

Now Open!
Discover the secret formula to happiness within!For over 120 years, they've been puttitheir
secret formula into bottles. Now, they've put it all in one amazing place -- The NEW
World of Coca-Cola.
Atlanta's new, must see destination offers even more you must see! From a thrilling,
multi-sensory 4-D theatre to a gallery dedicated to Coke and pop culture, around every
corner you'll experience something new and inviting. Meet their 7-foot Coca-Cola® polar
bear. Take your taste buds on a tantalizing tour of up to 70 different beverage products, or
create your own refreshing blend!
Inside, you'll find there's a secret formula to everything we do. Visit them at Pemberton Place to
discover it all for yourself.

32
.

COKE:
The world’s favourite drink.The world’s most valuable brand.s
Coca-Cola has a truly remarkable heritage. From a humble beginning in 1886, it is now the
flagship brand of the largest manufacturer, marketer and distributor of non- alcoholic

33
beverages in the world. In India, Coca-Cola was the leading soft drink till 1977 when govt.
policies necessitated its departure. Coca-Cola made its return to the country in 1993 and
made significant investments to ensure that the beverage is available to more and more
people, even in the remote and inaccessible parts of the nation. Coca-Cola returned to India
in 1993 and over the past ten years has captured the imagination of the nation, building
strong associations with cricket, the thriving cinema industry, music etc. Coca-Cola has
been very strongly associated with cricket, sponsoring the World Cup in 1996 and various
other tournaments, including the Coca-Cola Cup in Sharjah in the late nineties. Coca-
Cola’s advertising campaigns “Jo ChahoHoJaye” and “Life Ho to Aisi” were very
popular and had entered the youth’s vocabulary. In 2002, Coca-Cola launched the
campaign “ThandaMatlab Coca-Cola”

THUMS UP:Strong cola Taste, Exciting Personality:

Thums Up is a leading carbonated soft drink and most trusted brand in India. Originally
introduced in 1977, Thums Up was acquired by The Coca-Cola Company in 1993. Thums
Up is known for its strong, fizzy taste and its confident, mature and uniquely masculine
attitude. This brand clearly seeks to separate the man from the boys.

FANTA:

34
Internationally, Fanta – The orange drink of The Coca-Cola Company, is seen as one of
the favourite drinks since 1940’s. Fanta entered the Indian market in the year 1993. Over
the years Fanta has occupied a strong market place and is identified as “The Fun
Catalyst”. Perceived as a fun youth brand, Fanta stands for its vibrant colour, tempting
taste and tingling bubbles that not just uplifts feelings but also helps free spirit thus
encouraging one to indulge in the moment. This positive imagery is associated with happy,
cheerful and special times with friends.

LIMCA:
Lime n’ Lemony Limca, the drink that can cast a tangy refreshing spell on anyone,
anywhere. Born in 1971, Limca has been the original thirst choice, of millions of
consumers for over 3 decades. The brand has been displaying healthy volume growths year
on year and Limca continues to be the leading flavours soft drink in the country. The sharp
fizz and lemony bite combined with the single minded positioning of the brand as the
ultimate refresher has continuously strengthened the brand franchise. Limca energizes
refreshes and transforms. Dive into the zingy refreshment of Limca and walk away a new
person

SPRITE:
Worldwide Sprite is ranked as the No.4 soft drink and sold in more than 190 countries. In
India, Sprite was launched in year 1999 and today it has grown to be one of the fastest
growing soft drinks, leading the clear lime category. Today Sprite is perceived as a youth

35
icon. Why?With a strong appeal to the youth, Sprite has stood for a straight forward and
honest attitude. It’s clear crisp refresh hinge taste encourages the today’s youth to trust their
instincts, influence them to be true to who they are and to obey their thirst.

MAAZA:
Maaza was launched in 1976. Here was a drink that offered the same real taste of fruit
juices and was available throughout the year. In 1993, Maaza was acquired by Coca-Cola
India. Maaza currently dominates the fruit drink category. Over the years, brand Maaza has
become synonymous with Mango. This has been the result of such successful campaigns
like “Taaza Mango, Maaza Mango” and “Botel Mein Aam, Maaza hai Naam”.
Consumers regard Maaza as wholesome, natural, fun drink which delivers the real
experience of fruit.

KINLEY:
Water a thirst quencher that refreshes, a life giving force that washes all the toxins away.
A ritual purifier that cleanses, purifies, transforms. Water the most basic need of life, the
very sustenance of life, a celebration of life itself. The importance of water can never be
understated. Particularly in a nation such as India where water governs the lives of the
millions, be it as part of everyday rituals or as the monsoon which gives life to the
subcontinent.

HR FUNCTIONAL AREA

Training is a learning experience in that it seeks a relatively permanent change in an individual

that will improve his or her ability to perform on the job. We typically say training can involve

36
the changing of skills, knowledge, attitudes, or social behavior. It may mean changing what
employees know, how they work, their attitudes towards their work, or their interactions with
their co-workers or their supervisor.

R & D FUNCTIONAL AREA

Effective training enables employees to learn to do their jobs better and perform more
proficiently with increasingly advanced technology, continuous training of personnel has become
essential to the success of the organization. Companies increasingly need to provide
opportunities for the continuous development of employees not only in their present job, but also
to develop their capabilities for jobs with which they may be entrusted in the future.
Training is the systematic process of enhancing the job-related skills, attitudes and knowledge of
personnel for the purpose of improving individual and organizational performance. It is
fundamentally important for the continued growth and development of both the individual
employee and the organization. From the point of view of the individual, learning and absorption
go on continuously throughout life. Training provides the direction and guidance for this
perpetual learning process. Security and confidence are additional attributes that a well-trained
employee acquires. Training contributes to employee’s stability in at least two ways. Employees
become efficient after undergoing training. Efficient employees contribute to the growth of the
organization.
From the organizational view point, training shortens the time required for employees to reach
peak efficiency levels.
The cost of training is considerably less than the cost of gainingexperience particularly in the
context of advanced technology andexpensive equipment. Essentially, training contributes
significantly inincreasing the quality and quantity of work processed, and reducingwaste and
idle time. It is now widely acknowledged that the collectiveinfluence of a group of well-trained
employees can largely determinethe success of the firm. An effectively planned and
wellmanagedtraining program is the key to higher productivity, cost control, loweremployee
turnover and better human relations with the firm.

Training objectives:

• The primary purpose of training is to establish a soundrelationship between the worker and
his job – the optimum man – task relationship;

37
• To upgrade skills and prevent obsolescence. The jobs that employees do are not static; they
change, sometimes without necessary awareness since technology advances are gettingincreasingly
more rapid. To keep pace with changing technology, mechanization, automation, electronic data
processing etc., training becomes mandatory for employees in order to update them, teach them
newer skills and increase their efficiency.

• To offer firm competitive advantage by removing performance deficiencies; making

employees stay long; minimizing accidents, scrap and damage; and meeting future employees
needs.

38
 Methods and Techniques of Training:

Training methods are categorized into two groups:-

• On-the-job
• Off-the-job

(1) On-the-job – On-the-job methods refer to methods that are applied in the workplace, while
the
employee is actually working. Often, it is informal, as when an experienced worker shows a
trainee how to perform the job tasks. It is the most effective method as the trainee learns by
experience, making him or her highly competent. Further the method is least expensive since no
formal training is organized. The trainee is highly motivated to learn since he or she is aware of
the fact that his or her success on the job depends on the training received. Finally the training is
free from an artificial situation of classroom. This contributes to the effectiveness of theprogram.
Following are the On-the-job training methods:

Orientation training – Used for orienting New Employees, introducing innovations in products
and services.
• Job-instruction training – Special Skills Training.
• Apprentice training - Orienting New Employees, introducing innovations in products
and services,

Special Skills Training.

Internships and assistantship – Used for creative, technical and professional education and also
used forsales, administrative supervisory and managerial education.
• Job rotation - Used for sales, administrative supervisory and managerial education and
orienting New Employees, introducing innovations in products and services.
• Coaching – Safety education, Special Skills Training, Creative, technical andprofessional
education and also used for sales,administrative supervisory and managerial education.

39
(2) Off-the-job – Off-the-job methods are used away from the workplaces. Following are the off-
the-job methods:
• Vestibule - Used for orienting New Employees, IntroducingInnovations in Products and
Services and Special Skills Training.
• Lecture - Used for Orienting New Employees, Introducing Innovations in Products and
Services, Special Skills Training, Safety Education, Creative, Technical and Professional
Education and also used for Sales, Administrative Supervisory and Managerial
Education.
• Special study – Orienting New Employees, Introducing Innovations in Products and
Services, Special Skills Training, Safety Education, Creative, Technical and Professional
Education and also used for Sales, Administrative Supervisory and Managerial
Education.
• Films - Orienting New Employees, Introducing Innovations in Products and Services,
Special Skills Training, Safety Education, Creative, Technical and Professional
Education and also used for Sales, Administrative Supervisory and Managerial
Education.

• Television - Orienting New Employees, IntroducingInnovations in Products and Services,

Special Skills Training, Safety Education, Creative,Technical and Professional Education
and also used for Sales, Administrative Supervisory and Managerial Education.
• Conference or Discussion - Orienting New Employees, Introducing Innovations in
Products and Services, Safety Education, Creative, Technical and Professional Education
and also used for Sales, Administrative Supervisory and Managerial Education.
• Case study - Sales, Administrative Supervisory and Managerial Education.
• Role Playing - Creative, Technical and Professional Education.
• Simulation - Orienting New Employees, Introducing Innovations in Products and
Services, Special Skills Training, Safety Education, Creative, Technical and Professional
Education.
• Programmed instruction - Orienting New Employees, Introducing Innovations in
Products and Services, Special Skills Training, Safety Education, Creative, Technical and
Professional Education .

40
 • Laboratory training – Safety Education and Creative Technical and Professional
Education.

Techniques of training:

Training techniques represent the medium of imparting skills and knowledge to employees.
Training techniques are the meansemployed in the training methods. Following are the most
commonlyused techniques:
• Lectures
• Films
• Audio cassettes
• Case studies, Role playing, Video-tapes, Simulations

THE FOUR BASIC STEPS IN THE TRAINING PROCESS

STEP1: ESTABLISHING A NEEDS ANALYSIS

41
This step identifies activities to justify an investment for training. The techniques necessary for
the data collection are surveys, observations, interviews, and customer comment cards. Several
examples of an analysis outlining specific training needs are customer dissatisfaction, low
morale, low productivity, and high turnover.The objective in establishing a needs analysis is to
find out the answers to the following questions:

“Whyis training isneeded?

“What” type of training is needed?

“When”is the training needed?

“Where” is the training needed?

“Who” needs the training?

"Who" will conduct the training?

“How” will the training be performed?

By determining training needs, an organization can decide what specific knowledge, skills, and
attitudes are needed to improve the employee’s performance in accordance with the company’s
standards. The needs analysis is the starting point for all training. The primary objective of all
training is to improve individual and organizational performance. Establishing a needs analysis
is, and should always be the first step of the training process.

STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.

This step establishes the development of current job descriptions and standards and procedures.
Job descriptions should be clear and concise and may serve as a major training tool for the
identification of guidelines. Once the job description is completed, a complete list of standards
and procedures should be established from each responsibility outlined in the job description.
This will standardize the necessary guidelines for any future training.

STEP 3: DELIVER THE TRAINING PROGRAM.

42
This step is responsible for the instruction and delivery of the training program. Once you have
designated your trainers, the training technique must be decided. One-on-one training, on-the-job
training, group training, seminars, and workshops are the most popular methods. Before
presenting a training session, make sure you have a thorough understanding of the following
characteristics of an effective trainer. The trainer should have:

- A desire to teach the subject being taught.

- A working knowledge of the subject being taught.

- An ability to motivate participants to “want” to learn.

- A good sense of humor.

- A dynamic appearance and good posture.

- A strong passionfor their topic.

- A strong compassion towards their participants.

- Appropriate audio/visual equipment to enhance the training session.

For a training program to be successful, the trainer should be conscious of several essential
elements, including a controlled environment, good planning, the use of various training
methods, good communication skills, and trainee participation.

STEP 4: EVALUATE THE TRAINING PROGRAM.This step will determine how effective
and profitable your training program has been. Methods for evaluation are pre-and post- surveys
of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses
and returns, and an increase in customer satisfaction and profits.

The reason for an evaluation system is simple. The evaluation of training programs are without a
doubt the most important step in the training process. It is this step that will indicate the
effectiveness of both the training as well as the trainer.There are several obvious benefits for
evaluating a training program. First, evaluations will provide feedback on the trainer’s

43
performance, allowing them to improve themselves for future programs. Second, evaluations will
indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall
effectiveness of the training program for the employees as well as the organization.The
importance of the evaluation process after the training is critical. Without it, the trainer does not
have a true indication of the effectiveness of the training. Consider this information the next time
you need to evaluate your training program. You will be amazed with the results.The need for
training your employees has never been greater. As business and industry continues to grow,
more jobs will become created and available. Customer demands, employee morale, employee
productivity, and employee turnover as well as the current economic realties of a highly
competitive workforce are just some of the reasons for establishing and implementing training in
an organization. To be successful, all training must receive support from the top management as
well as from the middle and supervisory levels of management. It is a team effort and must
implemented by all members of the organization to be fully successful.

CHAPTER- II

Literature Review
STUDY OF THE PROBLEM
44
 EXECUTIVE SUMMARY

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

RESEARCH METHODOLOGY

Literature Review

Training and development programs play a vital role in every organization. These

programs improve Employee Performance at workplace, it updates Employee

Knowledge and enhances their personal Skills and it helps in avoiding Managerial

Obsolescence. With the use of these programs, it is easier for the management to

evaluate the job performance and accordingly take decisions like employee

Promotion, rewards, compensations, welfare facilities, etc. These training

programs also help the managers in succession planning, employee retention and

motivation. It creates Efficient and Effective employees in the Organization. The

need for training & development is determined by the employee's performance

deficiency, computed as follows:Training & Development need = Standard

performance – Actual performance Training enhances the overall performance of

an organization in various ways. The major areas where employees are normally

trained in an organization are Soft- skill Development, Personality Development,

45
Interpersonal Relationship, Problem solving techniques, Managerial and

Supervisory Training Program, quality improvement programs, technical

processes, quality circle programs, Time management skills, employee

efficiency development programs, violence prevention programs, regulatory

compliances, goal setting and implementation of programs, workplace safety

management, workplace communication, and so on. Training enables the

employees to develop their skills within the organization and hence naturally

helps to increase the organization's market value, earning power of the

employees and job security of the employees. Training moulds the

employee's attitude and helps them to achieve a better cooperation within the

organization. Training and Development programs improve the quality of

work-life by creating an employee supportive workplace.

46
 STUDY OF THE PROBLEM

To build upon and enhance existing skill sets of associates through need based training.
The training process consists of the following elements
• Skill set identification
• Skill gap analysis
• Training need analysis
• Training calendar
• Identification of trainers
• Execution of training and feedback
• Training records and individual training records
• Evaluation of training effectiveness and review

OBJECTIVE OF THE STUDY

To build upon and enhance existing skill sets of associates through need based training.

The training process consists of the following elements

(1)-To Find out the reason of fall in performance of employees in The Hindustan Coca-Cola
beverage Private limited Ghaziabad.
(2)-To find out employees preference about study training &development at Hindustan Coca
Cola Beverages Private Limited, Ghaziabad.
(3)-To analyze the perception of employees towards the training & Development programme in
Hindustan Coco-cola Beverages Private Limited, Ghaziabad.
(4)-To analyse the factors that affect the training &Development in Hindustan Coca-
colaBevarages Private limited, Ghaziabad last three years.

47
SCOPE OF THE STUDY

Training covers following areas:

1) Training in company policies and procedure: The objective is to orient new employeeswith
the set of rules, procedures, management, organization structure, environment and product
which the firm has deals with.
2) Training in particular skills: Training of employees for particular skills is undertaken to
enable the employee to be more effective on the job.
3) Training in human relation skills: This is a broad category embracing many different
aspects, self learning and interpersonal competence can be included in this category. This
category of training is oriented towards the development of the individual and consequently the
organization efficiency in terms of better team work.
4) Training in problem solving skills: Many in company programmes also revolve around
organizational units, like division or branches, which generally handle a product line. This not
only helps solve problems, but also serves as a forum for the exchange of ideas and information
which could utilized in other situations.
5) Training in managerial and supervisory skills: The managerial job combines both
techniques and conceptual knowledge. If it is that of a specialist, it would emphasize some
techniques and knowledge like operation, research, finance, production and personnel
management. If on the other hand it is a general management job, then the emphasis would be on
the principles of scientific management like organizing, planning, staffing, directing and
controlling.

48
 RESEARCH METHODOLOGY

RESEARCH DESIGN
First, a secondary research was conducted, keeping in mind the topic of study, to gain a clear
insight of the topic .For this, I consulted many books, manuals and theories. This helped me in
designing and framing the right kind of questions. The proper design helped in selection of
relevant questions for the study .The following questions was then proposed to be studied, under
descriptive research which helped me in analysis.

SELECTION OF RESPONDENTS

Our respondents had attended the following training programmes.

1. ISO- 9000 awareness programme.

2. Workers Education Programme.

3. Supervisory Development Programme.

We met only those participants who were working either in “ A shift, B, shifts or in “ General”
shift. To meet the participants who were in “C” shift, “B” shift or in “ General” shift. To meet
the participants who were in “ C’ Shift at that time, was not possible for us. (“C Shift” is from
11.30p.m. to 7.30 a.m.)

We took interview of those with whom we could meet at work place. We took 30 interviews
from participants and thereby filled Part -I Schedules. Alongwith which we took interview of
D.Os. Internal Faculties, etc. by filling Part –II Schedules.

DESCRIPTIVE METHODS

Tool is an instrument, which is used in all types of work. In this study our tool were two types of
schedules. One schedule was used for the trainees or participants and another one was used for
the Trainers, D.Os etc. As we had to evaluate the training. Just after framing the schedules, Pilot
Study was conducted for the purpose of pre-testing. Then both the schedules were finalized. we

49
separately met both types of people and before taking interview, rapport was established for
effective communication and coordination.

During the interview, interviewees were observed and I also talked on some out- of –topic
matters so that interview became interest and interviewees showed their interest.

We tried our best for cultivating such feelings among the interviewees that they and their
performance of any such activities were not being questioned and the confidentiality would be
secured.

Analytical tools

For the representation of analysis of the research various analytical tools like bar diagrams, pie
charts and line graphs have been used; these analytical tools have really proved to be of great
help for the purpose of study for which % (Percentage) method has also been utilized.

SOURCES OF DATA
Primary source
Primary source of data collection is used under the study, questionnaire were
prepared to conduct the study.

Sample space
Employees including executives and non-executives of Hindustan Coca Cola are distributed
questionnaire. (50 questionnaires)

Secondary source
Secondary source of data collectionwas done to gain a clear insight of the topic. The research
was conducted from various books, journal, and manuals for conducting primary research.
The information was mainly obtained from three sources.

50
a. PRIMARY DATA: Informal conversations were the source of information regarding the
training methods already followed and identification of the training needs of the workers.

b. SECONDARY DATA: Information regarding the new methods that can be implemented
was collected based on book research.

C. OTHER INFORMATION: other important data was collected from Internet, companies
Websites and few search engines.

Sample area - Ghaziabad

Sample size – 45 People

51
 LIMITATION
It is a brief conducted during short span of time. In order to know the depth one requires a lot of
information, money and involvement of manpower. As is the case with every research effort, this
study also leaves a lot of room for further improvements. The major Limitations of this study are
given below.

1. The employees were not amicable in giving their views.

2. The time for training was limited so it was not possible to contact all the retailers.
3. Lack of direct communication with HR manager regarding project work.
4. Unsuitability of time.
5. The sample size taken may not be a true representative of the population.
6. The employees may not be forth coming in their replies.
7. Limitation regarding secondary data it was extremely difficult to get their relevant
material for this purpose.
8. Sudden changes in the programme of some of the participants at the time of
interviews led to the problem in getting data.

52
 CHAPTER-III

DATA ANALYSIS & INTERPRETATION

Self Development

Self development aspect in the training program, there is a no difference between poor and
excellent. Out of 45, 24 workerss said, that the training program is good for self development,13
say it is average, 4 say it it is poor and rest 4 thinks that the training program is excellent.

53
Relevant to the current job:

The entire training program should be relevant to the job of worker or staffs. In search of this
idea in the training program, it was found that out of 45 trainees 2 thinks, that while training
program what-ever they got was poor in reference of the current job, 10 thinks that the program
is average in the relation of current job 18 think that it was good and the rest 15 say it was
outstanding. This will be very helpful in the future to perform their job in a better way.

54
Efficient use of time:

Efficient use of time in the training program is very much important for every worker or staff,
because every one wants to use his/her time efficiently. 10 out of 24 trainees experienced poor
use of time during the training, 17 say it is average,14 say it is good and Rest 4 experienced the
excellent use of time.

55
Maintaining the interest:

Maintaining the interest of participants is essential for the success of any program. It was found
that only three trainees says that he didn’t have any interest in the training program. Out of 45,
15 say it was average, 22 trainees say that in the program their interest was good. Rest 5 says
that, their interest in training program was outstanding and they are benefited more.

56
Clarity:

In any program, clarity is an important factor, without it we can’t assume the success of any
such program. The clarity of materials and lectures are very important in making the program a
successful event. 3, out of 45 trainees say that the program is poor on clarity, 10 says it is
average, 24 says it is good. Rest 8 says that the training program was excellent.

57
Practicle Value

Practicle value have a great effect to make a training program successful. Out of 45,
2 says it is poor, 12 says it is average and 26 workers considers that it is good. Rest
5 says it is excellent.

58
New Idea Gains

Gaining new idea in a training program is a important factor. Out of 45,4 says it is poor, 13 says
it is average and 22 considers that training program is good.Rest 6 experinced it outstanding.

The training program has mainly been areas rated on three parameters.

i. Skill Enhancement
ii. Personality Enhancement
iii. IT Related
All the trainees have rated the training program differently on the basis of all the three

parameters.

59
Skill Enhancement:

According to the development of skills out of 45 trainees 4 have experienced poor, 12 says it is
average, 20 trainees experienced it good, and rest 9 have experienced excellent.

60
Personality Enhancement:

On the basis of personality enhancement 4, out of 45 trainees rated this training program poor, 13
say it is average,21 rated it good and rest 7 rated this program excellent.

61
IT development:

According to the development in Information technology related areas out of 45, 10 staffs rated
this training program poor, 18 considers it average, 12 thinks it is good and rest 5 rated excellent.

62
Frequency of training program

The experience of the training program is very complex. . So 14, out of 45 trainees want this
type of training in every month .On the other hand 21 trainees want such program once in every
three month. 6 out of them want to hold such types of program twice in a year. Rest of them
wants to hold this once a year. In my opinion it should be three time in a year.

63
Duration of training program:

The duration of the training program is a big question for the management. All trainees who had
attended the training program have different thoughts about that. 4 out of 45 trainees want the
duration of these programs to be 4 hours. 15 of them want 8 hours, 7 want the duration to be 12
hours and rest 4 wants the duration of training 15 hours.

64
HINDUSTAN COCA COLA BEVERAGES PVT. LTD. basically provides three types of
training to workers. These trainings are:

i. Skill Ehancement
ii. Personality Development
iii. Information Technology related

Total 45 workers have gone through these training programs. 13 out of them got the skill
enhancement training, 7 got personality development, and 5 got IT related development program
and rest 20 got all three, skill enhancement, personality development & IT related training.

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Training material should be provided

In any training program the material plays an important role. So it should be provided. But the
question is that, "when should be the materials be given, before the training or after the training.”
In the responses of suchQuestion, 32 out of 45 workers say that materials should be given before
the training and 13 says that it should be given after the training.

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Test before the training

A good trainee is essential for the successful completion of any training program. A good trainee
can be selected by the test. So a test is required for selecting appropriate trainees. Responding
this 27 out of 45 workers tell that they don’t want to go through any test and rest 18 want to go
through such test process.
The evolution of any program is very much require for the future. It can be done by asking the
trainees.

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 CHAPTER-IV

FINDINGS

The result that I get through analyzing and evaluating the data from the questionnaire expressed
in the form of and their result can better explain the traning and development program of
cocacola in Ghaziabad region. The findings of the project after the analysis of the questionnaire
and interview are-

1- After the analysis, I found that many of the respondent felt that they have been developed
through training program.
2- The training programme was relevant to their current job. Here current job means specific
skills to exicutig for a particular job.
3- The training programme was not proper scheduled thats why there were a lots of time wasted.
4- The training programme was prepared in a manner so that there were no place for
disinterest/boredom.
5- The training programme was clear about practical values and and new idea gains but there is
place for improvement.
6- The respondent felt that there skill and personality enhanced. On the other hand majority of
respondent they didn’t got proper training about IT.
7- Many of the respondents are in favour of short gap in frequency of programme. i.e.
1 months to 3 months.
8- Many of the respondents are in favour of reducing the duration of training programme i.e.
4 to 8 hours.
9- Majority of the respondents think that the training material should be provided before the
training.
10- Majority of the respondents are not in the favour that there should be a test before the
training.

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 CHAPTER-V

CONCLUSION

After analyzing data and facts, I am able to conclude that the training and development program
is good in employees mind and there is a good response for (this programme) it.During the study
I found that reason for fall in performance is not because overall training programmes but it is
due to some content of training programme.
Today, it is the era of human relation management. Every oraganisation considers the human
resources as the asset of the company. In this situation if Coke looses its grip over the human
resources, It wil be harmful for the company.
It’s main emphasis should be towards improving and developing their workforce in order to
achieve maximum output of its employees.
The HR Manager should pay more attention towards the effectiveness of training and
development programme.

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 SUGGESTION

1- The training programme is relevant to the current job but It should content some other
aspects also so that the employees can developed as per varying need and they can cop with
change.

2- The training programme should be scheduled in a manner so that the efficient use of time can
be possible.

3- The training period should extent from 1 month to 3 months and the time of session should be
4 hours to 8 hours.

4- The material of training and dvelopement should be provided before the training.It will help a
lot to the trainees to understand about the training.

5- The training programme should include all the contents of the training. A training programme
may not be effective, if some of the important contents of the training programme are left
uncovered.

6- The training programme should be so designed that it motivates the participants, as they are
adults and experienced people. They want to learn purposeful, useful, interesting, new ideas from
a training programme.

7- There should be a combination of many training mehods, instead of using a single training
methods. This necessarily motivates the trainees to learn more from the training programmes.

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 REFERENCES

➢ Agarwal R.D. “Dynamics of Personnel management in India” Tata Mc Graw Hill

publication company, New Delhi (1977)
➢ Bess Barnard M and Vaughan J.A “Training in Industries the management of Learning”
Tavistock, London (1969)
➢ Casio W.F. “Managing Human Resource” Mc Graw Hill book company, New York
(1955).
➢ Mamoria C.B. “Personnel Management” Himalaya Publication House, Mumbai. (1955).
➢ Maslow “Motivaiton & Personality Harper & Row, New York (1954).

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 APPENDIX
Name …………………………………………………
Department ………………………………………
Designation ………………………………………

1. What types of training have you gone

through?
(ii) IT
(i) Skill Enhancement Related
(iii) Personality
Enhancement (iv) All

2 Please indicate when should the study material be

given to the trainees?
Before the training After the training

3 Before started training programme should you go

through any test?
Yes No

3 Please rate the overall training programme on the

following qualities:
Program Poor Average Good Out
standing
1. practical values
2. New ideas gain
3. help full to self
development
4. Relevance to your

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job
5. Efficient use of
time
6. Maintaining your
interest
7. Clarity

4 Rate these training programme according to your

development.
Training Poor Average Good Out
Programme standing
1. Skill
Enhancement
2. Personality
Enhancement
3. IT Related
In your opinion what should be the frequency of the
training programme in your company.
Once in a month Once in 3 Months
Once in 6 months Once in 12 Months
5 In your opinion what should be the duration of this
training programme?

4 Hours 8 Hours 12 Hours

15 Hours

6 Would you like to suggest some thing for the training

programme?

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74