Jhansi Project

Training and Development

STATEMENT OF THE PROBLEM

Training means making people more efficient and skilful in the work. Training

starts after the recruitment of the employees and workers. Training is being given to

all levels of people in the organization in order to improve their capabilities in their

work. Training is an act of improving and importing skills and knowledge in the

employees to do a particular job. Training is job related and it is applied and practical

one. Training is given for shorts duration.

Training and Development is the process of improving the over all personality

of the individual. It is the combination of both training and education. This is for top

level as they have known about the total environment and known about the education

and training. This is continuous process. It initiates from individual and this is the

result of the inner motivation. This is to meet future needs.

Training and Development is provided by almost all organizations. Now-a-

days as it is very important factor for the improvement and increase in productivity of

the employees and workers. Organization has to spend time and investment for the

training and development programs. It help for improvement of both employees and

workers and in taken organization also.

Vijayam Degree and PG College, Chittoor


INTRODUCTION

The study is on Training and Development. Once the employees have been

selected for various positions in an organization training them for specific tasks to

which they have been assigned assumes great importance. It is true in many

organizations that before an employee is fitted into a harmonious working relationship

with other employees, he is given adequate training.

Training is the act of increasing the knowledge and skills of an employee for

doing a particular job. The major out come of training is learning. A trainee learns

new habits and useful knowledge during the training that helps him to improve

performance. It enables to do his present job more effectively and prepare himself for

higher job.

The study is confined to employees of the organization of various departments

and the sample size is 50 from the total employees. The data is collected from internal

sources of personnel department external sources such as internet, magazines, etc.

Questionnaire consists of 20 questions which are related to the training and

development programs conducted by Nutrine Confectionary Company Ltd.,

Training and Development helps both the employees and the organization. So

it is important to study the measures provided by the organization in improving

employee performance.



Training and Development objectives

The principal objective of Training and Development division is to make sure

the availability of a skilled and willing workforce to an organisation. In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Societal.

Individual objectives: - Help employees in achieving their personal

goals, which in turn enhances the individual

contribution to an organisation.

Organisational objectives:- Assist the organisation with its primary

objective by bringing individual effectiveness.

Functional objective:- Maintain the departments contribution at a level

suitable to the organisation’s needs.

Social objective:- Ensure that an organisation is ethically and

socially responsible to the needs and challenges

of the society.

Importance of training objectives

Training objective is one of the most important parts of training program.

While some people think of training objective as a waste of valuable time. The

counter argument here is that resources are always limited and the training objectives

actually lead the design of training. It provides the clear guidelines and develops the

training program in less time because objectives focus specifically on needs. It helps

in adhering to a plan. Training objectives tell the trainee that what is

expected out of him at the end of training program. Training objectives are of great

significance from a number of stakeholders perspectives.

1. Trainer

2. Trainee

3. Designer

4. Evaluator



Trainer: The training objective is also beneficial to trainer because it helps the

trainer to measure the progress and make the required adjustments.

Also trainer comes in a position to establish a relationship between

objectives and particular segments of training.

Trainee: The training objective is beneficial to the trainee because it helps in

reducing the anxiety of the trainee up to some extent. Not knowing

anything or going toplace which is unknown creates anxiety that can

negatively affect learning. Therefore, it is important to keep the

participants aware of the happenings rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial

factor to make the training successful. The objectives create an image

of the training program in trainee’s mind that actually helps in gaining

attention. Thirdly if the goal is set to be challenging and motivating,

then the likelihood of achieving those goals in much higher than the

situation in which no goal is set. Therefore, training objectives helps in

increasing the probability that the participants will be successful in

training.

Designer: The Training objective is beneficial to the training designer Because if

the designer is aware what is to be achieved in the end then he will buy

the Training package according to that only. The Training Designer

would then look for the Training methods, training equipments, And

training content according to achieve those objectives. Further more

Planning always helps in dealing effectively in an unexpected solution.

An example : the objective of one training program is to deal

effectively With customers to increase the sales. Since the

objective is known, the Designer will design a training program that

will include ways to improve The interpersonal skills, such as verbal

and non verbal language, dealing In unexpected situation i.e. when

there is a defect in a product or when a Customer is angry. Therefore,

without any guidance, the training may not be designed appropriately.



Evaluator: It becomes easy for the training evaluator to measure the progress Of

the trainees because the objectives define the expected performance of

Trainees. Training objective is an important to tool to judge the

performance of Participants.

Training and human resource management:

The HR functioning is changing with time and with this change, the

relationship between the training function and other management

activity is Also changing. The training and development activities are

now equally important with that of other HR functions. Gone are the

days, when training was considered to be futile, waste of time,

resources and money. Now a days Training is an investment because

the department such as, marketing and sales HR, production, finance,

etc depends on training for its survival. If training is not considered as

a priority or not seen as a vital part in the organisation, then it is

difficult to accept that such a company has effectively carried out

HRM.

Training actually provides the opportunity to raise the profile

development Activities in the organisation. To increase the

commitment level of employees and growth in quality movement

(concept of HRM), senior management team is now increasing the role

of training. Such concepts of HRM require careful planning as well as

greater emphasis on employee development and long term education.

Training is now important tool of Human resource Management to

control the attrition rate because it helps in moving employees,

achieving their professional and personal goals, increasing the level of

job satisfaction, etc. As a result training is given on a variety of skill

development and covers a multitude of courses.



Role of HRD professionals in Training

This is the era of cut-throat competition and with this changing Scenario of

business: the role of HR professionals in Training has been widened. HR role now is:

1. Active involvement in employee education.

2. Rewards for improvement in performance.

3. Rewards to be associated with self esteem and self worth.

4. Providing pre-employment market oriented skill development

Education and post employment support for advanced education and training

5. Flexible access i.e. any time any where Training.

Models of Training

Training is a subsystem of the organisation because the department such as,

marketing & sales, HR, production, finance, etc depends on training for its survival.

Training is a transforming process that require some input and in turn it produce

output in the form of knowledge, skills, and attitude.

The training system

A system is a combination of things or parts that must work together to

perform a particular function. An organisation is a system and training is a sub system

of the organisation. The system approach views training as a subsystem of an

organisation. System approach can be used to examine broad issues like objectives,

functions, and aim. It establishes a logical relationship between the sequential stages

in the process of training need analysis (TNA), formulating, delivering and

evaluating. There are 4 necessary inputs i.e. technology, man, material, time required

in every system to produce a product or services. And every system must have some

output from these inputs in order to survive. The output can be tangible or intangible

depending upon the organisations requirement. A system approach to training is

planned creation of training program. This approach uses step by step procedures to

solve the problems. Under systematic approach training is undertaken on planned

basis. Out of this planned effort, one such basic model of 5 steps is system model i.e.

explained below. Organisation are working in open environment i.e. there are some



internal and external forces, that posses threats and opportunities therefore trainers

need to be aware of these forces which may be impact on the content, form, and

conduct of the training efforts. The internal forces are various demands of the

organisation for a better learning environment; need to be up to date with the latest

technologies.

The three model of training are:

1. System model

2. Instructional system development model

3. Transitional model

System model training:

The system model consists of five phases and should be repeated on a regular

basis to make further improvements. The training should achieve the purpose of

helping employee to perform their work to required standards.

Models of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department,

job, employees requirement, who needs training, what they need to learn,

estimating training cost, etc.

2. The next step is to develop a performance measure on the basis of

which actual performance would be evaluated.

3. Design and provide training to meet identified needs. This step requires

developing objectives of training, identifying the learning steps, sequencing

and structuring the contents.

4. Develop- This phase requires listing the activities in the training

program that will assist the participants to learn, selecting delivery method,

examining the training material, validating information to be imparted to

make sure it accomplishes all the goals & objectives.

5. Implementing is the hardest part of system because one wrong step

leads to the failure of whole training program.

6. Evaluating each phase so as to make sure it has achieved its aim in

terms of subsequent work performance. Making necessary amendments to

any of the previous stage in order to remedy or improve failure practices



Instructional system development models (ISD). Instructional system

development model was made to answer the training problems. This model is

widely used now- a-days in the organisation because it is concerned with the

training need on the job performance. Training objectives are defined on the

basis of job responsibilities and job description and on the basis of defined

objectives individual programs is measured. This model also helps in

determining and developing the favourable strategies, sequencing the content,

and delivering media for the types of training objectives to be achieved.

Difference between Training and Development

Training and Development go hand and are often used synonymously but

there is a difference between them. TRAINING is the process of learning a sequence

of programmed behaviour. It is an application of knowledge. It gives people an

awareness of the rules and procedures to guide their behaviour. It intends to improve

their performance on the current job and prepares them for an intended job.

DEVELOPMENT is a related process. It covers not only those activities,

which improve job performance, but also those, which bring about growth of the

personality. It helps individual in the progress towards maturity and actualisation of

potential of capabilities so that they can become not only good employees but better

human beings.

Principles of Training:-

Motivation

Learning is enhanced when the learner is motivated. Learning experience must

be designed so learners can see how it will help in achieving the goals of the

organisation. Effectiveness of training depends upon motivation.

Feedback

Training requires feedback. It requires trainee can correct his mistake. Only

getting information about how he is doing to achieve goals, he can correct the

deviations.



Reinforcement

The principle of reinforcement tells the behaviours that are positively

reinforced are encouraged and sustained. It increases the likelihood that a learned

behaviour well be repeated.

Practice

Practice increases a trainee’s performance. When the trainees practice

actually, thy gain confidence and are less likely to make errors or to forget what they

have learned.

Individual difference

Individual training is costly. Group training is advantageous to the

organisation. Individuals vary in intelligence and aptitude from person to person.

Training must be geared to the intelligence and aptitude of individual trainee.

Training Inputs

There are three basic type of inputs:

1. Skills

2. Attitude

3. Knowledge

The primary purpose of training is to establishing a sound relationship is at its

best when the workers attitude to the job is right, when the workers knowledge of the

job is adequate, and he has developed the necessary skills. Training activities in an

industrial organisation are aimed at making desired modifications in skills, attitudes

and knowledge of employees so that they perform their jobs most efficiently and

effectively.

Types of Training

Training is required for several purposes. Accordingly training Programs may

be of the following types:

Orientation training: Induction and orientation training seeks

to adjust newly appointed employees to the work environment. Every new



employee needs to be made fully familiar with his job, his superiors and

subordinates and with the rules and regulations of the organisation. Induction

training creates self confidence in the employees . It is also known as pre-job

training. It is brief and informative.

Job training: It refers to the training provided with a view to

increase the knowledge and skills of an employee for performance and job.

Employees may be taught the correct methods of handling equipment and

machines used in a job. Such training helps to reduce accidents, waste and the

inefficiency in performance of job.

Safety training: Training provided to minimise accidents and

damage to machinery is known as safety training. It involves instruction in the

use of safety devices and in safety consciousness.

Promotional training: It involves training of existing

employees to enable them to perform higher-level jobs. Employees with

potential are selected and they are given training before their promotion, so

that they do not find it difficult to shoulder the higher responsibilities of the

new positions to which they are promoted.

Refreshing training: When existing techniques become

obsolete due to the development of better techniques, employee have to be

trained in the use of new methods and techniques. With the passage of time

employee may forget some of the methods of doing work. Refresher training

is designed to revive and refresh the knowledge and to update skills of the

existing employees. Short term refresher courses have become popular on

account of rapid changes in technology and work methods. Refresher or re-

training programs are conducted to avoid obsolescence of knowledge and

skills.

Methods of Training

1. On -the -job methods

2. Off- the- job methods



On- the- job methods

By giving an employee added job duties, and increasing the autonomy and

responsibilities associated with the job, the firm allows an employee to learn a lot

about the job, department and organisation.

Job instruction training: It is also known as step-by -step training. Here

the trainer explains the trainee the way of doing job, job knowledge and

skills and allows him to do the job. The trainer apprises the performance of

the trainee provides feed back information and corrects the trainee. In

simple words, it involves preparation, presentation, performance, and try

out and follow up.

Coaching: The trainee is placed under a particular supervisor who

functions as a coach in training the individual. The supervisor provides the

feed back to the trainee on his performance and offers him some

suggestions for improvement. Often the trainee shares some duties and

responsibilities of the coach and relives him of his burden. A draw back is

that the trainee may not have freedom or opportunity to express his own

ideas.

Committee assignments: Here in a group of trainees are given and asked

to solve an actual organisational problem. The trainees solve the problem

jointly. This develops team work and group cohesiveness feeling amongst

the trainees.

Off-the-job training

It includes anything performed away from the employee’s job area or

immediate work area. Two broad categories of it are

1. In house programs: These are conducted with in the organisations own

training facility either by training specialists from HR department or by

external consultant or a combination of both.

2. Off-site programs: It is held elsewhere and sponsored by an educational

institution, a professional association, a government agency or an independent



training and development firm. The various off-the-job training programs are

as follows:

Vestibule training: Here in , actual work conditions are simulated in

a class room. Materials, files and equipments those are used in actual

job performance are also used in training. This type of training is

commonly used for training personnel for clerical and semiskilled

jobs. The duration of this training ranges from few days to a few

weeks. Theory can be related to practice in this method.

Role playing: It is defined as method of human interaction that

involves realistic behaviour in imaginary situations. The method

involves action doing and practice. The participants play the role of

certain characters, such as production manager, HR manager, foreman

workers etc. This method is mostly used for developing interpersonal

interactions and relations.

Lecture method: The lecture is a traditional and direct method of

instruction. The instruction organises the material and gives it to the

group of trainees in the form of a talk. To be effective, the lecture

must motivate and create interest among the trainees. An advantage of

this method is that it is direct and can be used for a large group of

trainees.

Conference or Discussion: It is method in training the clerical,

professional and supervisory personnel. It involves a group of people

who pose ideas, examine and share facts and data, test assumptions

and draw conclusion, all of which contribute to the improvement of

job performance. It has an advantage that it involves two way

communication and hence feedback is provided. The participants feel

free to speak in small groups. Success depends upon the leadership

qualities of the person who leads the group.

Programmed instruction: This method has become popular in recent

years. The subject matter to be learned is presented in a series of

carefully planned sequential units. These units are arranged from



simple to mere complex levels of instructions. The trainee goes

through these units by answering questions or filling the blanks.

Evaluating the effectiveness of Training

An investor in people evaluates the investment in training and development to

asses achievement and improve future effectiveness. KEARNS (1994) suggests that

there are four groups of “measure” of training effectiveness, which are used by

organisation. The four groups are as follows:

No measurement

Subjective measure

Qualitative measure

Objective measures

The first group, in which no real measurement occurs, includes activities

undertaken as an “Act of Faith” where no form of measurement is attempted, such as

initiatives to improve communication in Organisation, which seem to make people

feel good and appear to have worked in some intangible manner.

The second group includes subjective responses from trainees, as exemplified

by the “Happy sheet”. The main question asked is about how individuals feel after the

training. Organisation often make the assumption that positive responses indicate

training success and therefore value to the organisation. However course delegates

may well give strong positive response scores for a number of reasons, including the

presentation skills of the trainer, the quality of venue, and the “Feel Good” factor of

including in a creative work group and so on. Quality measure appear to be more

objective than the previous group, but are often flawed by subjectivity as well. They

are typified by questionnaire asking delegates to “put a value on” they likely benefits

of a training program. Objective measures are only really meaningful

ones.

INDUSTRY PROFILE



Introduction to chocolate or confectionary

Candy bars, Milk shakes, cookies flavoured coffee, even cereal and Medicine

chocolate is a key ingredient in many foods infact it ranks as the favourite flavour of

most American and yet few of as know the unique origins of this popular treat.

The story of chocolate spans more than 2000 years and now circles the globe.

The tale began in the tropical rain forest of central and South America where cacao

(kah kow) first grew. Chocolate is made from the seeds of the cacao tree.

Chocolate History

The tasty secret of the cacao tree was discovered 2000 years ago in the tropical

rain forest of the Americans. The pods of this tree contain seeds that can be processed

into chocolate. The story of how chocolate grew from a local Mesoamerican beverage

into a global sweet encompasses many cultures and continents.

The first people known to have made chocolates were the ancient cultures of

Mexico and Central America. These people including the Maya and Aztecs mixed

ground cacao seeds with various seasoning to make a spicy, frothy drink.

Later, the Spanish conquistadors brought the seeds back home to Spain,

where new recipes were created. Eventually, the drinks popularity spread through out

Europe. Since than, new technologies and innovations have charged the texture and

taste of chocolate, but it still remains one of the world’s favourite flavours. Select

which part of chocolate’s long history you did like to explore first.

INTRODUCTION: Chocolate’s history at glance.

Chocolate’s roots in ancient Mesoamerica

We tend to think of chocolate as a sweet candy created during modern times.

But actually, chocolate dates back to the ancient peoples of Mesoamerica who drink

chocolates as a better beverage. For these people, chocolate wasn’t just a favourite

food. It also played an important role in their religious and social lives.

The ancient Maya grew cacao and made it into a beverage



The first people clearly known to have discovered the secret of cacao were

the classic period Maya (250-900[A.D]).The Maya and their ancestors in

Mesoamerica took the tree from the rain forest and grew into their own back up roll,

where they harvested, fermented, roasted and ground the seeds into a paste.

When mixed with water, Chile peppers, corneal, and other ingredients, this

paste made a frothy, spicy chocolate drink.

The Aztecs adopted cocoa

By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica.

The Aztecs traded with Maya and other peoples for cacao & often required that

citizens and conquered peoples pay their tribute on cacao seeds a form of Aztec

Money.

Like the earlier Maya, the Aztecs also consumed their bitter chocolate

drink seasoned with spices-sugar was an agriculture product unavailable to the ancient

Mesoamericans.

Drinking chocolate was an important par of Maya and Aztec life

Many people on classic period Maya society could drink chocolate atleast

on occasion although it was a particular flavoured beverage for loyalty. But in Aztec

society, primarily rules, priests, decorated soldiers, and honoured Merchants could

partake of this scared brew.

Chocolate also played a special role on both Maya and Aztec royal and

religious events priests represented cacao seeds on offering to the goods and served

chocolate drinks during sacred ceremonies.

Chocolate: A contemporary confection:

For hundreds of years, the chocolate making process remained relatively

unaltered. But by the mid 1700’s the blossoming Industrial revolution saw the

emergence of innovations that changed the future of Chocolate.



A steady stream of new inventions and advertising helped set stage for solid

chocolate candy to become the globally flavoured sweet it is today.

Take a more detailed look below at the different ways people obtained, made

and used cacao in the recent past and present.

The creamy chronicle of chocolate

Did you know that chocolate was first cultivated and consumed by the Mayans

and Aztecs? By the year 1000 AD. The beans were being used as currency. The

Aztecs believed that drinking chocolate, which was the undiluted, on sweetened

liquor from the fermented cacao beans , would bring great wisdom understanding and

energy. Its use was reserved for the rating and priestly classes.

In 1492 Columbus was given some of the cacao beans and took than back to

Spain, but he didn’t know to process and ferment them. In 1519 Cortez descended

upon the Aztec were convinced that Quetzalcoatl had returned as prophesied and they

tried to get him to leave by once again playing him with chocolate.

The 100 -years secret

It didn’t work very well, as Cortez organized the area as a Spanish colony but

it did introduce Cortez to not only the consumption but the processing of chocolates.

They took the beans and the process back to Spain. The Spanish added sugar and

honey to the bitter liquid and then fell in love with it. As in the Americans, its use was

reserved for member of the court. Chocolate was kept a secret by the Spanish court

for almost a hundred years.

Baker’s chocolate

In 1755 the processing of chocolate moved back to the new world when John

Hanau and James baker opened a processing house in Massachusetts which was

beginning of the company now known as baker’s chocolate.



Now for the science staff

Cocoa better as a trigly cevied which begins to soften at 75 f; and melts at 97f.

It is a highly saturated fat which consists principally of the fatty acid, stearic acid,

which is found in higher concentration in chocolate that in any other food. Stearic

acid is rapidly converted by the liver into oleic acid, a mono unsaturated that neither

raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils.

Chocolate does contain caffeine, but not much one ounce of milk chocolate

usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a

six –ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee

contains 100-150Mg. chocolate does not cause acne. It does obtain a protein that in

habits bacterial growth on teeth and since it meets at body temperature and melts off

ones teeth, the sugar in chocolate does not cling to one’s teeth.

Why we love chocolate

The loveliest thing about chocolate, the thing that makes us all so happy when

we eat it is that it contains the highest concentration in any food of phenyl ethylamine,

which is the chemical produced in the brain when a person is in love. Watch this

space for more information about chocolate from peter book chocolatier, where we

fall in love with chocolate a new every day.

How Phyllis invented chocolate covered popcorn

Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the

company is chocolate covered popcorn which she calls a pare gift from god was

created by accident. It was back in 1984 when i had my first little.

Introduction to confectionary

In India confectionary industry is one among the earliest establishment

industries. It has a large market and potential to grow so many folds.

At the national companies that are in market are Nutrine, parry’s, ravalgon,

parley, perfetty, vanelle, Cadbury’s, national products etc.



Confectionary consumption is primarily confined to children. The competition

resulting in plenty of varieties. The consumer can choose whatever he wants from the

market.

Confectionary as product is in early growth stage. But the demand has been

observed to be increasing gradually over a long period of time.

The word “confectionary” was derived from the Latin word ``confection”

which means “preparation”. In other words “A place where the sweets are made” is

called “confectionary”. It consists of both chocolates and biscuits.

Confectionary is of two types

Sugar confectionary

Flavours confectionary

Sugar confectionary

Sugar confectionary means sweets in which sugar is the main ingredient either

they consists of sugar in very fine crystal from dispersed in sugar maintained in a

solution of careful blend of different types as sugar i.e. boiled sweets. Toffees or

caramels, fate, milk, nuts, are employed to obtain a variety of flavours and textures.

Before the 9th century sweets candies were the monopoly of apothecaries who made

them to hide the taste of their drugs.

Flavour confectionary

Flavours confectionary consists of parties and fancy cakes having flavours as

Their basis sweetness and mixed with variety dairy products such as butter and eggs.

Cocoa and choudate

Chocolate was derived from “cocoa” been see of tree “Theo bream cocoa”

Originally wild in central America and is not cultivated in the tropical bet coca

Powder contains cocoa butter added to compensate for increased bulk due to inclusion

of sugars.



Eating chocolate can be derived into two types

Molded confectionary

Covertures

Confectionary covertures for converting fruits, nut biscuits, preserves and

other centers need high proportion of better than chocolate for molding into block.

The manufacturers of sugar coated nuts etc; known as DRAGEES is said to have been

introduced by ROMAN, JULIUS, BONSONS were first made in the 13th century.

Pastries in the 15th century and fondants in 17th. The great present day volume of

manufacturers is due to introduction of automatic and semiautomatic machines about

the middle of the country.

Confectionary industry of India

In literal sense confectionary means hard boiled sweets. If it is a cold

profession family confectionaries were the from 18th century India. Thus industry can

be classified into two sectors they are:

Organized sector

Unorganized sector

Organized sector

Major confectionaries in the organized sector are as follows:-

Nutrine

Parry’s

Parle

Ravalgon

Cadbury

Nestle

Ninkeys

Orton

Gypteen

Hicksets



There are six firms producing in organized sector they are:-

1. Nutrine confectionary co.Ltd

2. Parry’s confectionary co.Ltd

3. Cadbury’s confectionary co.Ltd

4. Parle confectionary co. Ltd

5. Ravalgon confectionary co.Ltd

6. Nestle confectionary co.Ltd

Each company is having specialisation in their respective field.

Unorganized sector

It consists of small scale units of confectionary whose scale of operations is

limited to their local areas; they are the firms producing in organized sector. They

are:-

Nutrine

Parry’s

Parle

Ravalgon

Cadbury

Nestle

Each company is having specialisation in their respective fields

Nutrine also contributes to the Agro industry as follows

1. Nutrine is the largest industrial consumes India liquid glucose in

the country

2. Nutrine is one of the largest industrial consumers of crystallize

sugar in the country

3. Nutrine is one of largest consumers of flavours in the country.

4. Nutrine consumes substantial quantities of soya powder for

protein environment in confectionary.



COMPANY PROFILE

IntroductionNutrine confectionery company limited (NCCL) is the flags ship company of

nutrine group spanning diverse products and services like confectionery, fruit bars,

chewing gum, granite marketing and surface transport. The NCCL is the

manufacturing and Marketing of confectionery products since 1952. Market research

and product quality and range have been the key factors of success.

Establishment

NCCL was established in 1952 by late B.V. Reddy a graduate from national

University, Adyar, and (Madras). The changed or of this university then was Sri.

Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing

unit to produce different type of candies. After the demise of Sri. B. V. Reddy, his son

Sri V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of

the industry Sri. V. Dwarakanath Reddy gains in valuable insight into the

confectionery manufacturing and Marketing. He is a visionary bound by an obsessive

commitment to quality and uncompromising faith in business ethics. The management

of the Nutrine group & currently headed by Sri. V. Dwarakanath Reddy nephew Sri.

V. Vikram Reddy, Managing director, has been given valuable guidance to the

functional management. Crucial functional area are being efficiently monitoring by

directors Sri. V. Madhusudhan Reddy and Sri. V. Dinesh Reddy. Company Status:

India’s highest selling sweets. The leader in the confectionery industry in India as

well as an organized sector. Its holds 35% market share in India.

Nutrine of the Business : Sugar Boiled Confectionery.

Year of Establishment : The NCCL was established on February 1953 by

Late Sri. B. Venkatarama Reddy, a graduate

form national

University, Adyar.

No. of workers : Around 482 workers on all over factory.

Annual Sales turnover : 225.3 Crores 2009 – 2010

Company Capital : 30 Crores in 2003.



Principal Export market : NCCL, Exports confectionery products to

Various international markets via., Australia,

Middle East Europe, south Africa and New

Zealand. Every effort is being made to establish

Nutrine household name as international player

in order to establish the brand strength in many

international markets.

Manufactures Products : More than 20 varieties of candies, toffees, Fruit

bars and

lozenges.

Production setup : NCCL produces its confectionery with a main

Factory at

Chittoor

Production setup : 100 tonnes per day (rated capacity)

No. of workers : Grade I - 5

Grade II - 42

Grade III - 347

Grade IV - 80

Total - 474

Number of staff : Mangers - 17

Officer - 54

Trainers - 4

Total - 75

Total number of employees working is - 549

No. of verities in PDN : 25

Mahalacto

Eclairs

Cookies

Assay

Deuble hit

Carmella



Nutrine Confectionery Company began as an idea around 1950 and became a

reality in 1953. Well – meaning friends as also sceptics told him he had no chance

against the old brand name that had been for decade’s synonyms for confectionary in

India. But, B.V. Reddy merely said, “They must be room for one better brand in this

vast country”.

Quality

Quality that was the key.

Never compromise

Profits will come in good time.

Put yours money into quality.

Maintain it at all cost

That was what B.V. Reddy thought us.

He would fight for his rights that were a matter of principles.

He would never knowingly trespass on another’s rights that too was a matter

of principle.

He left us in 1964. but the tradition has not left us it never will.

Location Factors

Nutrine Confectionery limited is situated in the border town of Chittoor on the

national Highway–4 in AP. The company is established in an area when the basis raw

materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies

in an advantageous, horticultural belt where tropical fruits like mango, banana and

papaya are grown in abundance. Nutrine produce its confectionery with a main

factory at various centers.

Diversification

Since 1985 Nutrine has diversified into other food products like chewing

gums, instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp,

processed fruits .Nutrine has a wide range of more than 72 varieties of candies,

toffees, lozenges etc. Being the leader in the industry for more than a decade. Nutrine



has always endeavoured to satisfy the customers changing wants and desires with its

special emphasis on quality range and cost effectiveness.

Research and Development

Nutrine is the only company in India producing dehydrated fruit bars, using an

innovative technology. Nutrine has a well equipped research laboratory. Where

continuous product testing and product development is organized nutrine produces its

confectionery with a main factory at Chittoor and with packing arrangements at

various centers nutrine enjoy a high market share of 34% in confectionary in the

organized sector in china.

Exports

Nutrine exports confectionery gums and fruit bar’s to Canada, Djibouti,

Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi

Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some

products to Dubai, New Zealand and Africa. It is concentrating mainly on the

domestic market.

Company Growth & Performance

For a small scale unit, which manufactures only candies in the early 60’s

Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core,

multi production and has been the single largest manufacturing company of

confectionery and toffees in India since 1982.

The production strength and the quality assurance given to the market the

company is due to the biz acumen of the bound members particularly chairman Sri. V.

Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of

sophisticated machinery imported form many equipped R&D laboratory where

continuous research and development and production of dimensions to biz philosophy

by the nutrine corporate.



Manpower

Today Nutrine has more than 560 employee including worker on employment

rolls. Nutrine CCL has build in a reputation of excellent employee relationship

continuously reinforced by generous benefits offered which includes free uniform,

Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea

dresses intuits eve of the festival to the family school uniform, fees and stationery.

Current operations and future outlook

NCCL exports confectionery products to international market Via., Australia,

Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has

international Marketing plans to reach the further markets.

Nutrine is actively planning to diversify into processed food processing units. With

superior technology for maintaining high quality standard and hygiene factors at

every stage of procurements, preservation, processing, canning and packaging. The

new plant which would go into commercial production in April 2002 planned and

commissioned on HACCP & ISO standards.

Corporate Image

Nutrine have built up an evitable corporate image among most consumers by

effective advertising strategy and promotional input while investing in brand

promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its

brand strategy in India.

IT Strategy

Nutrine is seriously perusing integrated IT strategy for Phased automation of

all its business processes while strategically evolving SCM<CRM<ECOM

Technologies.

Board of Directors

Mr. Matthew Lindsey - Managing Director

Mr. S. Gunasekaran - EVP-pso

Mr. B. Gia Suddin - Unit Head



Mr. G. S. Srinivas - Manager HR

Employee Relationship

Nutrine Confectionery Company limited has built up a reputation of excellent

relationship reinforced by generous benefits to the employee’s free clothing on the

eve of festivals. There is only one recognized workers union out of two registered

unions and the industrial relations are maintained peacefully.

Trade unions

The following are the trade unions commonly formed in NCCL.

TNTUC

YSRTUC

INTUC

Working conditions

Working conditions in NCCL are very good, the employee have been provided

good ventilation and good atmosphere at work place there are three shifts for

workmen.

They are :

1st shift

2nd shift

3rd shift

General shift

Computerized attendance recording system:-

Attendance recording system is working on computer. The employee will be

given an identify card/punching card at the joining of company. The employee had to

record their attendance by inserting their punch card in the punching machine at their

entering and leaving the company at time office. The employee should not leave the

premises of the company without written permission.



Leave particulars

Earn leave : As per factory act

Casual leave : 12 days

National and festival holidays : 10 days

Various Departments in the Confectionery

Nutrine Confectionery Company limited has 10 sectors as its various

departments like.

Raw Materials departments

The company has a raw materials department, which takes care or provision of

raw materials required for the manufacture of products and also availability of raw

materials.

Production Department

In this department the company looks after the production process, which

further divided into three sub departments Viz.,

Confectionery department

Toffee department

Wrapping department

Confectionery department

In this department the company produces more than 45 varieties of hard body

confectioneries.

Toffee Department

In this Zone the company manufactures more than 75 varieties of toffees.

Wrapping Department

This department deals with the packing of the final products. The company

has automated the wrapping section.



Quality controlled Department

This department looks after the quality of the product, which has a well

equipped state of the art R&D laboratory to check the quality of the products.

Workshop

It has its own well-equipped workshop it deals with the machinery. This

department under takes the repairs and snags besides Maintenance.

Finance department

This department looks after all the cost transactions & maintains looks of

accounts from all the department of the company.

Competitions

In the confectionery field the major competitors of the Nutrine are

Parle

Parry’s

Rovalgon

Cadbury

Nestle

Vanmelle

ITC

Popular & leading brands of Nutrine are

Nutrine Mahalacto

Nutrine cookies

Honey fab

Assay

Chocolate éclairs

NCCL has a well equipped research a development laboratory where

continuous product testing and product development is organized. During the recently

held AD ASIA conference at Jaipur, Nutrine was selected as the BEST BRAND



among fast moving consumer goods industry, become of its inherent, innovative

product development capabilities.

The company has modernized its plant by importing sophisticated card

manufacturing machinery from Robert Bosh of Germany for making hygienic

confectionery. The markets imported are the 5 or 6 markets of its kind in the world

with the use of these markets Nutrine sold to produce good quality confectionery with

exacting standards with sustained supple from the valued stocked, Nutrine is growing

stranger in the markets & retaining its no 1 position with the facilities available &

those to be decided in the coming years, Nutrine will energy as one of the big food

giants in the Country on the next few years.

The Government of Andhra Pradesh has conferred “Best Management

Award”. On 1st May, 2003 for then out standing performance in maintenance of

industrial relations & labour welfare.



PRODUCT PROFILE

Products of Nutrine Confectionery Company limited

Chocolate éclairs

Nutrine Maha lacto

Wild coffee

Amras

Super star delite

Ginger caps

Chumma – chumma

Naturo fruit bar

Espresso toffee

Nutrine royal (pista, badam, kajur, kesar)

Caramella (mango, coconut, chaco, kesar)

Nutrine gold

Nutrine white éclairs

Soft heart

Pineapple toffee

Orange candy

Gulkand

Mango soft center

Pineapple toffee

Clubby

Milky caramel

Assay

Nutrine cookies (coconut, elachi)

Maruel

Sunshine fruit

Nutrine lollipop



The Major Brands of Nutrine are :

Maha Lacto

Maha Lacto brings you the irresistibly rich, creamy & long-lasting flavor at

50p A taste India has grown up with.

”Maha Khayega Toh Maha Karega.”

Maha Coffee Eclairs

Maha Coffee Eclairs – A unique combination of Coffee and Chocolate which

offers you the best of both worlds at Re.1

“Maha Khayega Toh Maha Karega.”

Maha Choco

A rich chocolaty candy at 50p with a taste that no-one can resist.

“Maha Khayega Toh Maha Karega.”



Nutrine Lollipops

Nutrine presents lollipops in 4 lip-smacking fruit flavors. These attractively

packaged candies are priced at just Re.1 each.

Nutrine One Two Three

Nutrine One Two Three brings to you the magic of 6 new and exciting fruit

flavours in this unique and attractive packaging at great value – “3 fruit candies at

Re. 1!

Nutrine Santra Goli

Delicious hard candy in tasty tangy orange flavour with soft juicy center. The

outer shell gives a long lasting taste experience while inner juicy center gives a

refreshing feeling of a tangy orange juice.



Nutrine Aamras

Exotic Indian mango pulp centre in an exquisite sugar candy. You'll unwrap a

lingering true mango experience.

Nutrine Gulkand

Extract of sweet, delicate Indian roses processed in pure honey and encased in

sugar candy. A classic Indian delicacy.

Ethnic to the core !

Chocolate Eclairs

Ripples of delicious chocolate centre encased with rich creamy caramel will

make you relish every bite. Share your sweet moment with the complete chocolate

eclairs.

“It is so tasty-tasty!”



Kokanaka Cookies

Coconut

The crunchiest tasty treat with real coconuts, rich milk cream and glucose. A

marvelous blend that sets the cookies trend.

“Enjoy the real taste of coconut!”

Kokanaka Cookies

Milk Cream

This all-rich, all-creamy Kokanaka with coconut desiccates is a hot favourite

of many for its extra - rich flavour of milk-cream.

“Enjoy the creamy Treat!”

Honey Fab

Rich honey center-filled premium candy. Only one of its kind in the country.

Just bite into and feel the excitement.

“Real Honey... pure Trill!”



Lacto Bon Bon

This ageless mouth watering sweet treat is a classic combination of Milk,

Caramel and Ghee.

VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE

Type of confectionary

Brand name:KokanakaElachiChocolate eclairs

FlavourCoconutElachiChocolate centreCovered with Geamy caramel

Haud boiled MahalactoNutrineAmras nutrinsGulkand

Milk, Butter, Mall Mango, Venilla, Rose, coconut

Toffee Wild keffyAssay Super assarmentDishumCarmella

CoffeeVanillaTwin treat top delite Coconut pineappleOrange grape Current mango

Lollipops Nutrine Lollipops Lollipop

Lozenges Coolers Ginger, Ginger mint, Eucalyptus

The company is looking at introducing nut based chocolates, eclairs and candies

with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized sugar boiled

confectionary industry, Rs.1/- currently is the highest price point and less than 10% of

its market estimated at Rs.750/- crore, canes from it Nutrine is trying to increase the

revenue share of its Rs.1/- category and 15% from the present 7%. The company is

planning to gradually face out the 25 paisa category which accounts for around 35%

of its product portfolio in the next 2 or 3 years. This category results in maximum



loses for the company as it does not enable it to pass on the excise duty it increase to

the customer.

REVIEW OF LITERATURE

Training Defined

It is a learning process that involves the acquisition of knowledge, sharpening

of skills, concepts, rules are changing of attitudes and behaviours to enhance the

performance of employees. Training is actively leading to skilled behaviour

It is not what you want in life, but its knowing how to reach it.

It is not where you want to go, but it’s knowing how to get there.

It is not how high you want to rise, but it’s knowing how to take

off

I t may not be quite the outcome you were aiming for, but it will

be an outcome.

It’s not what you dream of doing, but it’s having the knowledge to

do it.

It’s not a set of goals, but it’s more like a vision.

It’s not the goal you set, but it’s what you need to achieve it.

Training is about knowing where you stand ( no matter how good or bad the

current situation looks) at present, and where you will be after some point of

time. Training is about the acquisition of knowledge, skills, and abilities

(KSA) through professional development.

Importance of Training and Development

Optimum utilisation of Human Resources:- Training and development

helps in optimizing the utilisation of human resource that further helps the

employee to achieve the organisational goals as well as their individual goals.

Development of human resource:- Training and Development helps to

provide an opportunity and broad structure for the development of human

resources technical and behavioural skills in an organisation. It is also helps

the employees in attaining personal growth.



Development of skills of employee:- Training and Development helps in

increasing the job knowledge and skills of employee at each level. It helps to

expand the horizons of human intellect and an overall personality of the

employees.

Productivity: Training and Development helps in increasing the

productivity of the employees that helps the organisation further to achieve its

long- term goal.

Team spirit: Training and development helps in inculcating the sense of

team work, team spirit and inter-team collaboration. It helps in inculcating the

zeal to learn within the employees.

Organisation culture: Training and development helps to develop and

improve the organisational health culture and effectiveness. It helps in

creating the learning culture with in the organisation.

Training is “the systematic development of the knowledge skills and the

attitude required by an individual to perform adequately a given task or job”.

- Michael Armstrong

Organisation climate: Training and development helps building the

positive perception and feeling about the organisation. The employees get

these feeling from leaders, subordinates and peers.

Training as “the organized procedure by which people learn knowledge and

skills for definite purpose”.

- Dale s. Beach

Quality: Training and Development helps in improving upon the quality of

work and work life.



Healthy work environment: Training and Development helps in

creating the healthy working environment. It helps to build good employee

relationship so that individual goals aligns with organisational goal.

Health and safety: Training and Development helps in improving the

health and safety of the organisation thus preventing obsolescence.

Training is “ the act of increasing knowledge and skills of an employee for

doing a particular job”.

- Edwin Flippo

Morale: Training and Development helps in improving the morale of the

workforce.

Image: Training and Development helps in creating a better corporate image.

Profitability: Training and Development leads to improved profitability

and more positive attitudes towards profit orientation.

“Training improves changes, module the employee’s knowledge skills,

behaviour, aptitude, attitude towards the requirements of each job and organisation.

- Arthur Lewis

Training and Development aids in organisational development i.e.

organisation gets more effective decision making and problem solving, it helps in

understanding and carrying out organisational policies.

Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and managers

usually display.



After an employee is selected, placed and introduced he or she must be

provide with some facilities. Training is the act of increasing the knowledge and

skills of an employee for a particular job. Training is a short term educational process

and utilising a systematic and organised procedure by which an employee learn

technical knowledge and skills for a definite purpose. Beach defines Training as “the

organised procedure by which people learn knowledge and skills for a definite

purpose”.

In other words Training improves, changes, moulds the employee’s

knowledge, skills, aptitude, and attitude towards the requirements of the job and

organisation. Training refers to teaching and learning activities carried on for the

primary purpose of helping members in the organisation, to acquire and apply the

knowledge, skills, abilities and attitudes needed by a particular job and organisation.

Thus Training bridges the difference between job requirement and employee

specifications.

Employee Training is distinct from management development or executive

development. Training improves the technical skills and knowledge but Development

improves the managerial and behavioural skills and knowledge. Training is specific

job related but Development is conceptual and general knowledge. Training is short

term but Development is for long term period. Training is provided mostly non-

managerial and personnel, Development is mostly for managerial personnel.

As the effectiveness of an employee depends on how well he is motivated by

management, the effectiveness of learning also depends on motivation. In other words

Training will require a new skill or knowledge thoroughly and quickly if he or she is



highly motivated by the Training must be related to the desires of the trainee such as

more wages, better job, promotion etc.

The effectiveness of the trainee in learning new skills or acquiring knowledge

should be reinforced by means of rewards and punishments. Examples of the

reinforcements are promotions, rise in pay, praise etc. Management should take care

to award the successful trainees.

A trainee should actively participate in the training programmes in order to the

learning program on effective one. Continuous and long practice is highly essential

for the effective learning. Jobs are broken down into elements form which the

fundamental, physical, and mental skills are extracted. Training exercises should be

provided for each skill.

Individual training is costly, and group training is economically viable and

advantageous to the organisation. But individuals vary in intelligence and aptitude

from person to person. So the trainer has to adjust the training program to the

individual abilities and aptitude. In addition, indidual teaching machines and

adjustments of differences should be provided.

One of the better personnel programs to come out from world war 2 was the

Training with in the industry (TWI) programme of the war manpower commission.

This was basically a supervisory training program to make up for the shortage of

civilian supervisory skills during the war. One of the parts of the program was the job

instruction training course which was concerned with how to teach? The training

procedure is discussed below is essentially an adoption of the job instruction training

course which has been proved to have a great value.

Training evaluation information should be provide to the trainer and

instructors, trainees and all other parties concerned for control correction and

improvement of trainees activities. Further the training evaluator should follow it up

to ensure implementation of the evaluation report at every stage. Feed back

information can be collected on the basis of questionnaire or through interview.



SCOPE OF THE STUDY

Training is the corner stone of sound management. It makes employees more

effective and efficient. It is actively connected all personnel and management activity.

Training is most helpful in improving technical knowledge to personnel

involved. The study is confined to NCCL(India) P.V.T Ltd, Chittoor. The study being

conducted for the period of one month since time is limited. Nearly 50 employees are

considered for the study.

The study is based on the training programmes conducted by NCCL. The

study will be able to generate the opinions of the employees on the Training and

Development programme.



OBJECTIVES OF THE STUDY

To study about the Training and Development programs

To evaluate the method of teaching programs in

Nutrine confectionary company Ltd.

To study the effectiveness of Training and Development

programs carried out by Nutrine confectionary company Ltd.

To study the factors necessary for providing the Training.

To study to what extent the Training programs conducted by

Nutrine confectionary company Ltd has made an impact on the performance

level of executives.



LIMITATIONS OF THE STUDY

Time is major constraint for conducting the study.

Employees feel fear of management, to reveal facts related to the

organization there is a lot of scope for bias from the respondents.

Employees are belongs to various shifts and it is difficult to to gather

information.



RESEARCH METHODOLOGY

Research is a careful investigation or enquiry especially through for new facts

in any branch of knowledge.

According to Redman and Mory, “Research is a systematized effort to gain

new knowledge”.

Research Design

“A research design is the arrangement of conditions for collection and analysis

of data in a manner that aims to combine relevance to the purpose with economy in

procedure.

Generally the Research design can be described in 3 ways. They are,

Research design in case of exploratory research studies.

Research in case of descriptive and diagnostic research.

Research design in case of hypothesis-testing research studies.

The present study is of descriptive study

Source of data

The source for collecting the data is from both

Primary method

Secondary method

Primary data



The primary data are those which are collected a fresh and for the first time,

and thus happen to be original in character. The tools for collecting this primary data

are by two types namely Interview method and Questionnaire method.

Secondary data

The secondary data are those which have already been collected by someone

else and which have already been passed through the statistical process in the

company.

Sample size

The sample size of the survey is taken as 50 respondents.

Sampling procedure

Sampling is the selection of group with a view to obtain information about the

whole is group of persons that represent particular community.

The sampling method used was random sampling. This sampling method was

used because of lack of true knowledge about the universe. The sample size was fixed

to 50 respondents.

Type of survey

Simple random sampling technique.

Research Instruments

1. Personal Interviews : Schedulers where administrated

personally for collecting the data.

2. Questionnaire : The questionnaire comprises of

closed-

ended questions.

Statistical tools used

Bar charts

Pie-charts



Chi-square test

Tables

DATA ANALYSIS

1. Do you feel that Training is decreasing stress tension & conflict?

TABLE- 1

CHART-1


Options No. of Respondents Percentage

Strongly agree 30 60

Agree 10 20

Disagree 5 10

Strongly disagree 5 10

Total 50 100


Inference:

From the above graph it is been analysed that, 60% of the respondents

are strongly agreed that Training decreases tension stress. 20% of the respondents are

agreed that Training decreases tension stress.10% of respondents are disagreed that

Training decreases stress, tension.10% of respondents are strongly disagreed that

Training decreases stress, tension.

2. Do you feel Training and Development improve productive?

TABLE- 2

CHART-2




Agree 18 36

Disagree 2 4


Total 50 100


Inference:

From the above graph it is been inferred that 60% of respondents strongly

agreed that the Training and Development improve productivity. 36% of respondents

agreed that the Training and Development improve productivity. Only 4% of

respondents disagreed.

3. Do you agree that technology changes or new technology will require

effective Training?

TABLE-3

CHART - 3




Agree 10 20

Disagree 0 0


Total 50 100


Inference:

From the above graph it is been stated that 80% of the respondents are

strongly agreed that new technology will require effective Training. 20% of

respondents agreed that new technology will require effective Training.

4. Do you think that Training and Development programs will help you

Increasing , knowledge, confidence, and morale?

TABLE-4


Options No. of Respondents PercentageStrongly agree 25 50

Agree 14 28

Disagree 7 14


Total 50 100


CHART-4

Inference:

From the above graph it is been analysed that 50% of the respondents

are strongly agreed that Training helps them to increase knowledge, confidence and

morale.28% of respondents agreed that Training increases knowledge, confidence and

morale.14% of respondents disagreed that Training increases knowledge, confidence,

and morale. Only 8% of respondents are strongly disagreed.

5. How do you feel about the Training program conducted by company?

TABLE-5


Options No. of Respondents PercentageHighly satisfied 15 30

Satisfied 27 54

Unsatisfied 5 10

Highly unsatisfied 3 6

Total 50 100


CHART-5

Inference:


highly satisfied on the programs conducted by company. 54% of respondents are

satisfied on the programs conducted by company.10% of respondents are unsatsified

and 6% of respondents are highly unsatisfied on the programs conducted by NCCL.

6. What are the Training methods available at NCCL?

TABLE-6


Options No. of Respondents PercentageOn the job 18 36

Off job 22 44

Work shop 9 18

Any other 1 2

Total 50 100


CHART-6

Inference:

From the above graph it is been inferred that 36% of the respondents are

agreed that On the job Training method is available at NCCL. 44% of respondents

are agreed that Off the job Training method is available at NCCL. 18% of respondents

have followed Work shop method and 2% of respondents have followed the some

other method.

7. How do you feel about benefits from Training program?

TABLE-7



CHART-7

Inference:


are highly satisfied by the benefits from Training program.52% of respondents are

satisfied by the benefits from Training program.2% of respondents are dissatisfied and

2% of respondents are highly dissatisfied by the benefits from Training program.


Options No. of Respondents PercentageHighly satisfied 22 44

Satisfied 26 52

Unsatisfied 1 2

Highly unsatisfied 1 2

Total 50 100


8. Do you feel environment plays an important role in providing Training?

TABLE-8

CHART-8

Inference:


strongly Agreed that the environment plays an important role in providing Training.

52% of respondents agreed that environment plays very important role in providing

Training.6% of respondents are disagreed and 4% of respondents are strongly

disagreed that environment plays important role in providing Training.



Agree 26 52

Disagree 3 6


Total 50 100


9. Are the employees having awareness on Training and Development at

NCCL?

TABLE-9

CHART-9

Inference:


having awareness on Training and Development in their company, but 4% of

respondents do not have awareness on Training and Development in their company.


Options No. of Respondents PercentageYes 47 94

No 3 6

Total 50 100


10. On what basis the Training & Development conducted at NCCL?

TABLE-10

CHART-10

Inference:

In NCCL it is been inferred that 20% of respondents said that Training and

Development conducted on the basis of individual training needs. 12% said that on


Options No. of Respondents PercentageIndividual training needs 10 20

Group training needs 6 12

Firm training needs 12 24

Above all 22 44

Total 50 100


the basis of group training needs. 24% said that on the basis of firm training needs and

44% agreed that Training and Development conducted on the basis of above all func

11. To what extent the employees aware of their weaknesses and strengths

after attending Training program?

TABLE-11

CHART-11

Inference:


Options No. of Respondents PercentageGreat extent 26 52

Some extent 19 38

Moderate 5 10

Not at all 0 0

Total 50 100


In NCCL 20% of respondents said that Training and Development conducted

on the basis of individual training needs. 12% said that on the basis of group training

needs. 24% said that on the basis of firm training needs and 44% agreed that Training

and Development conducted on the basis of above all functions.

12. Trainers are providing Training and Development based upon?

TABLE-12

CHART-12


Options No. of Respondents PercentageQualification 17 34

Experience 32 64

Good communication 0 0

Behaviour 1 2

Total 50 100


Inference:

From the above graph it is been stated that 34% of respondents said that

trainers provide Training and development on the basis of qualification.64% said that

Training provided on the basis of experience. Only 2% of respondents Said that

trainers provide Training on the basis of behaviour.

13. Do the Training programs cultivate competition among workers at

NCCL?

TABLE13

CHART-13



Strongly agree 9 18

Agree 17 34

Disagree 15 30


Total 50 100


Inference:

From the above graph it is been analysed that 18% of respondents are Strongly

agreed that Training cultivate competition among workers and 34% agreed that

Training cultivate competition among workers. 30% have disagreed and 18% are

highly disagreed that the Training cultivate competition among workers.

14. To what extent management provides the full support to employees to

attend Training program?

TABLE-14


Options No. of Respondents PercentageGreat extent 18 36

Some extent 15 30

Moderate 17 34

Not at all 0 0

Total 50 100


CHART-14

Inference:

From the above graph it is been analysed that 36% of respondents

management provides support for employees to the great extent.30% of respondents

said that management provides support to some extent.34% of respondents said that

that management provides their support for employees moderately.

15. Training programs has improved the skills and knowledge of employees

to deal with day to day problems at work place?

TABLE-15



Agree 21 42

Disagree 10 20


Total 50 100


CHART-15

Inference:

From the above graph it is been inferred that 26% of respondents strongly

Agreed that Training improves skills and knowledge of Employees. 42% of

respondents agreed that Training improves skills and knowledge.20% of respondents

have disagreed and 12% have strongly disagreed that Training improves skills to deal

with day to day problems.

16. How the topics are discussed during Training and Development

programs?

TABLE-16



Excellent 14 28

Good 16 32

Average 15 30

Poor 5 10

Total 50 100


CHART-16

Inference:

From the above graph it is been analysed that 28% of respondents said that the

topics discussed during Training program excellently.32% of respondents said that

good and 30% said that average and 10% of respondents said that the topics are

discussed poorly.

17. Opinion about Training and Development programs at NCCL?

TABLE-17


Options No. of Respondents PercentageExcellent 18 36

Good 15 30

Average 13 26

Poor 4 8

Total 50 100


CHART-17

Inference:

From the above graph it is been analysed that 36% of respondents have

excellent opinion on Training and Development program.30% of respondents have

good opinion on Training and Development programs conducted by their

company.26% of respondents have normal and 8% of respondents have poor opinion

on programs conducted by their company.

18. Do the employees are motivated by Training and Development?

TABLE-18



Agree 17 34

Disagree 2 4


Total 50 100


CHART-18

Inference:

From the above chart it is been inferred that 58% of respondents are motivated

by Training and Development programs.34% of respondents have agreed that they are

motivated by Training. 4% are disagreed and 4% are strongly disagreed.

19. Do the organisation is developed by conducting Training?

TABLE-19


Options No. of Respondents PercentageHighly developed 22 44

Developed 19 38

Poorly developed 6 12

Not developed 3 6

Total 50 100


CHART-19

Inference:

From the above graph it is been analysed that 44% of respondents said that the

organisation has highly developed by conducting Training.38% of respondents said

that the organisation has developed.12% of respondents said that the organisation has

poorly developed by conducting Training and 6% said that the organisation has not

developed.

20. Feed back on Training and Development programs given at NCCL?

TABLE-20



CHART-20

Inference:

From the above graph it is been analysed that 58% of respondents have

excellent feed back and 34% of respondents received good and 4% of respondents

received average and 4% of respondents received poor feed back on Training and

Development programs at NCCL.

FINDINGS

It was found that all the respondents have undergone

Training.


Options No. of respondents Percentage

Excellent 29 58

Good 17 34

Average 2 4

Poor 2 4

Total 50 100


Management is evaluating the Training programs from time

to time

70% of the respondents felt that the training is useful for the

career development .

84% of the respondents were satisfied with the level of

training.

90% of the employees are satisfied with the topics discussed

at the training programs.

It is clear that 78% of employees are strongly agree Or

agreed with the statement that Training and development helps in

increasing employees knowledge confidence morale.

Only 60% of employees feel that Training improves the

productivity.

94% of employees having awareness on Training and

Development programs conducted by the company.

Most of the employees it means 44% of employees strongly

agreeing and 38% of employees agreeing that the organisation is

developed by conducting Training.

92% of the employees are motivated by Training and

Development programs conducted by the company.

36% of people agreeing that management provides their

support to the employees to attend Training programs great extent.

Only 68% of the employees accepted that Training improves

the skills and knowledge to deal with day to day problems.

64% of employees said that Trainers provide Training and

Development based upon experience.



SUGGESTIONS

Sufficient training frequency must be given to employees.

The company has to reduce the gap between the seniors and

subordinates to conduct a formal function.

Trainees should be selected on the basis of their own interest and

not for the benefits of the organization.

I recommended to the HR department that the trained employees

can get immediate feedback from the workers.

Training awareness should be created among the workers.

Periodical reviews should be done by trainees to ensure that the

matter is reached in the right way.

For effective training output the HR department should provide

training to workers with in their working hours.



CONCLUSION

The organisation is helping the employees to increase their skills by

conducting the Training and Development programs regularly and by assessing

training needs effectively.

The organisation has a strong linkage with the Training and Development

programs and these programs are helpful in their self development and organisational

development.

From the study made in assessing the effectiveness of Training and

Development methods, the organisation has certainly tried its level best to import

Training and Development which makes the employees acquire skills and knowledge

about their job and importance which results in their job satisfaction.

Hence Training and Development plays a vital role in increasing knowledge

and creates skilful employees for the organisation.



QUESTIONNAIRE

Put tick mark on your preferred answer:

SOCIO-DEMOGRAPHIC FACTORS

1) Name:

2) Sex: Male ( ) Female ( )

3) Age: Up to 20 years ( ) 20-30 years ( ) 30-40 years ( )

above 40years( )

4) Marital status Married ( ) Unmarried ( )

5) Department HR ( ) Production ( ) R&D ( ) Finance ( )

Others ( )

STUDY-FACTORS:

1. Do you feel that Training is decreasing stress tension & conflict ( )

a) Strongly agree b) Agree c) Disagree d) Strongly disagree

2. Do you feel Training and development improve productivity ( )

a)Strongly agree b)agree c)Disagree d)Strongly disagree

3. Do you agree that technology changes or new technology will require Effective

training. ( )


4. Do you think that Training & development programmes will help you Increasing

knowledge, confidence and morale ( )


5. How do you feel about the Training programme conducted by the company. ( )



a)Highly satisfied b)Satisfied c)unsatisfied d)Highly unsatisfied

6. What are the training methods available at NCCL ( )

a)On job b)off job c) workshop d)any other

7. How do you feel about benefits from training programme

( )

a)Highly satisfied b)Satisfied c)Dissatisfied d)Highly dissatisfied

8. Do you feel environment plays an important role in providing training ( )

a)Strongly agree b)Agree c)Disagree d)Strongly disagree

9. Are the employees having awareness on Training &Development in NCCL. ( )

a) Yes b)No

10. On what basis the Training &Development conducted at NCCL ( )

a)Individual training needs b)Group training needs

c)Firm training needs d)Above all

11.To what extent the employees aware of their weakness and strength after

attending training programmes ( )

a)Great extent b)Some extent c)Moderate d)Not at all

12.Trainers are providing Training &Development based up on ( )

a)Qualification b)Experience c)Good communication d)Behaviour

13. Do the training programmes cultivate competition among workers at NCCL ( )

a)Strongly agree b) Agree c) Disagree d) Strongly disagree

14. To what extent management provides the full support to employees to attend

Training ( )



a)Great extent b)Some extent c)Moderate d)Not at all

15.Training programmes has improved the skills and knowledge of employee to deal

with day to day problems at work place ( )

a)Strongly agree b)Agree c)Disagree d)Strongly disagree

16.How the topics are discussed during Training & Development programs. ( )

a) Excellent b) Good c)Average d)Poor

17.Opinion about Training & Development programs at NCCL ( )

a)Excellent b)Good c)Average d)Poor

18.Do the employees are motivated by Training & Development ( )

a)Strongly agree b) Agree c) Disagree d)Strongly disagree

19.Do the organization is developed by conducting Training ( )

a)Highly developed b)Developed

c)Poorly Developed d)Not deDeveloped

20.Feedback on Training & Development programmes given at NCCL ( )

a)Excellent b)Very good c)Average d)Poor



BIBLIOGRAPHY

Author Title Publisher

C.B.Mamoria Personal management Himalaya Publishers

V.P. Michale Human Resource and Himalaya Publishers

Management

K.V.Subba Rao Human Resource and Himalaya publishers

Industrial relations

G.C. Beri Marketing Research Tata Mc Graw hill

P.Subba Rao Human Resource Konark publishers

Websites

1. www.hersheys.com

2. www.google.com

3. www.scribd.com


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