Ritika Summer Project 1` - Copy(2)

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REVIEW ON TECHNIQUES TO IMPROVE

THE EFFECTIVENESS OF TRAINING ANDDEVELOPMENTAT

DEVYANI INTERNATIONAL LIMITED

SUBMITTED BY:

RITIKA BHASINBBA V SEMESTER SECTION B

ENROLLMENT NO. - A7006408016SPECIALIZATION- HR

UNDER GUIDANCE OF:

Industry Guides name: FacultyGuide:Mr. Abhishek Ram Mrs.

Reshma BhartiyaHR Manager Sr.LecturerOrganization:DILABS,Lucknow

SUMMER INTERNSHIP REPORT IN PARTIAL FULFILLMENT OF THE AWARD OF FULL TIMEBACHELOR IN BUSINESS ADMINISTRATION (2008-11)


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AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH LUCKNOW

STUDENTS CERTIFICATE

Certified that this report is prepared based on the summer internship project undertaken by

me in DEVYANI INTERNATIONAL LIMITED from 1ST JUNE 2010 to 30TH JULY

2010 under the able guidance of FACULTY GUIDE MRS.RESHMA BHARTIYA in

partial fulfillment of the requirement for award of degree of Bachelors of Business

Administration (BBA) from Amity University, Uttar Pradesh.

Date.______________

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Signature Signature Signature

Ritika Bhasin Professor Reshma Bhartiya Professor R P Singh

Student Faculty Guide Director (ABS)

CERTIFICATE BY FACULTY GUIDE

Forward here with a summer internship project on HUMAN RESOURCE- Training and

Development submiited by RITIKA BHASIN, A7006408016 student of BBA Semester V,

Section- B. This project work has been done in partial fulfillment of the Bachelors in

Business Administration from Amity University, Uttar Pradesh.

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ACKNOWLDEGEMENT

I express my sincere gratitude to my company guide Mr. Abhishek Ram, ExecutiveHuman Resource, Devyani International Limited. For his able guidance, continuoussupport and co-operation throughout my project, without which the present work, would

not have been possible.

I would also like to thank the entire team of Devyani International Limited. For theconstant support and help in the successful completion of my project.

Also, I am thankful to my faculty guide Ms.Reshma Bhartiya of my institute for hiscontinued guidance and invaluable encouragement.

Ritika Bhasin

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DECLARATION

I hereby declare that the project Report on Evaluation of training and

development is an authentic work by me under the guidance of Mrs. Reshma Bhartiya

for the 5th semester as part of my Bachelor of Business Administration. The data used in

the report has been collected from the authentic sources. I also affirm that this study is

not plagiarized and does not draw upon the work or conclusion of another individual or

Organization.

Ritika Bhasin

ABS, Amity University Lucknow

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TABLE OF CONTENTS

S.NO PARTICULARS PAGE NO.

1. Students certificate 1

2. Certificate by faculty guide 2

3. Acknowledgment 3

4. Declaration 4

5. Chapter-1 Executive summary 8

On job training 8

Off job training 8

6. Chapter-2 Introduction to the topic 8

Meaning of Training and Development 10

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Benefits of Training for the Organisation 11

7. Chapter-3 Objectives 13

8. Chapter-4 Training methods and technique for employees 16

On job training 16

Off job training 17

9. Chapter-5 Research methodology 21

Objectives of Research 22

Research approaches 23

Research process 23

Formulating Research 23

Repairing research design 23

Means of obtaining information 23

Determining sample design 23

Steps involved 24

10. Chapter-6 Company profile 25

RJ corp 26

DIL: overview 26

DIL: vision 26

DIL: mission 26

Introduction to YRI- YUM Restaurant International 26

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YUM brands 27

Other brands of DIL 27

11. Data analysis and interpretation 32

12. Findings 42

13. Conclusions 43

14. Questionnaire 44

15. Bibliography 45

CHAPTER- 1

EXECUTIVE SUMMARY

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EXECUTIVE SUMMARY

The summer project entitled Review on Techniques adopted by HR Management toImprove the effectiveness of Training and Development is an attempt to understand theopinion and attitudes of the various categories of employees of the Devyani InternationalLimited towards the maintenance of effectiveness of Training services provided by theCompany. It also aims to know and study obstacles in the proper utilization and increasethe effectiveness of Training programs and try to suggest remedial measures whereverpossible. The data was collected through well structured questionnaires. About 60employees were considered for the sample size out of 150 employees, since the surveyorare given very limited time. This survey was carried out in various sections of theRestaurants. In the course of study, it was found that the training programmes analyzedwere provided to all the employees of Devyani International Limited and was not specificto particular category of employees. The in depth study of the welfare measures adoptedby the company revealed that majority of the employees were fairly satisfied with thetraining and Development programmers. For the purpose of survey, the training wasdivided into two groups.

A. On job Training:1. Apprenticeship Programme/Training.

2. Job rotation3. Internship4. Coaching

B. Off the Job Training:1. Class room lectures

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2. Vestibule school3. Films4. Case study5. Computer modeling6. Programmed instructions

CHAPTER-2

INTRODUCTION

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INTRODUCTION

An organization either Business or Industrial Enterprises needs many factors for itsgrowth, further development and for its very survival. The most important factors areCapital, Materials, Machineries and Human Resources as the success or failure of anyorganization depends on the effective combination of these factors. Managing all otherfactors is comparatively easier than managing Human Resources. The Human Resourcesare most important and need to be handled carefully. Since all the others factors arehandled by the human resources, they have to be trained in an effective manner to utilizethe resources at optimal level to get the desired output and thereby to reach the

organization goals. The effective combination of all these factors results to way forsuccess.

TRAINING AND DEVELOPMENT

Meaning: Training means equipping the employees with the required skill toperform the job. The candidates are sent for training so that they canperform the job in the expected manner.

Development refers to overall growth of the employees. It focuses onpersonal growth and successful employees development. Development ismuch wider in concept as compared to training as training is only one part

of development.

Features of training :

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Training objectives are tied to organization's business objectives and industry

skills standard.

Training objectives are derived from and continuously aligned with the

organization over all performance objectives and specific job requirements.

Training support form of work organization that emphasize broadening employee

skills and empowering employees.

Training is developed based upon an assessment of the target employee's

knowledge, skills and ability.

Evaluation is used to assured training quality.

Training is evaluated based on both performance outcomes and the quality and

effectiveness of the training process.

Objective of training :

To prepare the employee both new and old to meet the present as well as the

changing requirements of the job and organization.

To develop the potentialities of people for the next level job.

To ensure smooth and efficient working of a department.

To ensure economical output of required quality.

To promote individual and collective morale a sense of responsibility, co-

operative attitudes and good relationships.

In recent years, the scope of Training and Development has broadened from simplyprovided training programs in facilitating learning programs throughout the organizationin variety of ways.There is increasing recognition that employees can and should learncontinuously, and that they can learn from experience and from each other as well asfrom formally structured training programs. Nevertheless, formal training is still essentialfor most organizations or teaches them how to perform in their initial assignment, to

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improve the current performance of employees who may not be working as effectively as

desired, to prepare employees for future promotions and increased responsibilities.

The Computer Application Training and New Employee Training are most popular

training topics. Various Management and supervisory skills such as leadership,performance appraisal, interviewing, and problem solving were also commonly taught.Many organization provide Train-the trainer courses for superiors or peers who will inturn provide on-the-job training to others. Besides being one of the most important HRMfunctions, Training and Development is also one of the most expensive.

BENEFITS OF TRAINING FOR ORGANISATIONS:

1. Reduced learning time:A trained employee takes less time in learning the jobas compared to untrained employee. As a result there is less wastage of resources andhigher productivity in the organizations.

2. Better performance: The performance of trained employees is always betterthan the performance of untrained employees as in the training programmes theirqualities and capabilities are improved and employees get some experience ofworking on the job before they are actually assigned the job. This improves theirperformance and efficiency level.

3. Attitude formation: The training and development aim at molding theemployees so that they develop positive attitude for the organization, and to motivatethem to be ready to take the initiative and result in better support and co-operationamong the employees.

4. Aids in or help in solving operational problems: While performingvarious activities in the organization, the organization faces various problems such asproblem of absenteeism, wastage of resources, dissatisfaction of employees, lack ofteam work etc. Through the supervisory level training these operational problems canbe avoided or removed in the organization because supervisors are trained forimprovement of superior- subordinate relationship and for encouraging andmotivating their subordinates.

5. Managing manpower need:Some organizations have specialized technique ofproduction and the ready staff is not available. In that case the organizations hireuntrained people and train them with the required skill according to theirorganizations need. By training they solve long term problem if manpowerrequirement.

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CHAPTER-3

OBJECTIVES

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OBJECTIVES

Training and Development can help an organization in a number of ways. Ultimately, it is

employees knowledge and skill that produce the organizations product or service.

To study the work culture of DIL

To understand the behavior of the employees.

To enhance and update knowledge and skill level of employee in the

organization.

To study new entrants of knowledge and skill To study customer education, help grading skills and knowledge and employees

estimate career planning of the company.

Training has become an integral requirement in the organization for its growth and

development .Its basic objective is to prepare the employee both new and old to meet the

present as well as the changing requirements of the job and organization. Training

focuses to develop the potentialities of people for the next level job, to ensure smooth and

efficient working of a department and to ensure economical output of required quality. To

promote individual and collective morale sense of responsibility, co

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operative attitudes and good relationships. In this context as a trainee in HR department

we have been asked to examine the work of each personnel in the organization and to see

the scope of training to be imparted for better understanding of work and work

environment.

Training sessions generally take place in 3-4 months every year .

Since it is a government organization there is no fresh recruitment and as such training is

given to the existing work force.

Training and development of an organization is mainly concerned with Human

Resource Development & also for developing skills, knowledge, and competencies of

people.

Acquire or sharpen capabilities require for performing various function

association with their present or expected future role:-

Develop their general capabilities as individual and discover and exploit

their own/and organizational development purposes;

Develop an organizational culture in which superior- subordinate

relationship, team work and collaboration sub-units.

Thus, HRD is a process in which the employees of any organization are

helped motivated to acquire and develop technical, managerial and

behavioral knowledge, skills and abilities. Here emphasis has been made

to organizational culture of DIL with regards to its HRD, Training and

Development.

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CHAPTER-4

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TRAINING METHODS

AND TECHNIQUES FOREMPLOYEES

TRAINING METHODS AND TECHNIQUES FOR

EMPLOYEES

There are mainly two methods of training:

1. On-the-job training:When the employees are trained while they are performing the job then it is known as

On-the-Job training. Under this method the employees learn by doing. This method is

suitable only for technical jobs and the advantage of this method is employees can

learn the practical problems while working on the job.

The common and popular techniques of training under on the job training are:

(A) Apprenticeship training:The workers seeking to enter skilled jobs

are sent for apprenticeship training programme which is an on-the-jobmethod of training. In the Apprenticeship Programme, a master worker or

a trainer is appointed who guides the workers or learner regarding the skill

of job. The master worker performs the job and the trainee observes him

performing. When the learner learns all the skills then slowly he starts

taking up the job step by step and master worker becomes the observer.

When the trainee becomes perfect in doing the job then master worker

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goes and trainee get the full charge of job position. Generally the time

period for apprenticeship programme may vary from 2 to 5 years.

(B) Job rotation:Job rotation is an on-the-job method of training in which

the employee is shifted from one job position to other for short interval oftime to make him aware of requirements of all the job positions. For

example, in banks the employees are shifted from one counter to other so

that they learn the requirements of all the counters.

(C) Internship: Internship is an agreement between the professionalinstitutes and the corporate sector where professional institutes send their

students to various companies.so that they can practice the theoretical

knowledge acquired by them through professional institutes. Under this

training programme the organizations get people with fresh ideas and

latest knowledge and the companies have to pay very less amount of

salary which is called stipend. On the other hand, the students get chance

to practice under the real work situations. In short we can say under

internship the class room sessions are backed with practical training.

(D) Coaching:In this method superior guides and instructs the trainee as acoach. He guides employee, how he can over-come his weaknesses and

make his strength more strong, superior suggest the changes required in

the behaviour and performance of the employee. The coach gives due

importance to the objectives of individuals as well as objectives of

organization. Through effective coaching you can motivate the employees

to perform to their best ability.

2. Off-the-job training:

Off-the-job training means training the employees by taking them away from their

work position which means employees are given a break from the job and sent for

training. This method of training is more suitable for managerial job positions as

conferences, seminars are held to train the managers.

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The common and popular techniques of training under off the job training are:

(A) Conference/Class room lectures: Literal meaning ofconference is consultation. It is a highly structured way to convey a message

or specific information with the help of audio-visual aids formal classroom

sessions of training can be made more interesting.

(B) Vestibule School: :Vestibule school means duplicate model oforganization. Generally, when the expensive and delicate machineries

are involved then the employers avoid using on-the-job methods of

training. A dummy model of machinery is prepared and instead of

using original machinery employees are trained on dummy model.

Sometimes the accountants who have to make entries in inventory

register or cash register they are first supplied the duplicate registers

with the same columns as in original registers and when they become

perfect in making entries in duplicate register then they are handled

over original register. Vestibule school is an off-the-job method of

training which makes use of benefit of on-the-job method.

(C) Films:Showing films is also a very effective method in certaincases. Films can give important information on various techniques

through demonstrative skills.

(D) Case Study: Under this method managers discuss real problemsthat they have faced and trainees are asked to give their suggestions

and alternatives to solve the problem. The case study provides the

bridge between theoretical knowledge and its practical applications.

(E) Computer Modeling:Under this method a computer isprogrammed to show real problems of job and how to overcome such

problems.

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Factors influencing training and development :

1. Top management support :

For training and development to be successful, leadership support at the top is a

requirement.

Without of management support a training and development program succeeded.

The most effective way to achieve success is for executive to take an active part in the

training and provide the needed sources.

2. Commitment from specialist and generalist :

In addition to top management all manager whether they be specialist or generalist should

be committed to and involve in the training and development process. The primary

responsibility for training a development lies with line managers from the precedent and

chai9rman of the board on down. Training and development merely provide the technical

expertise.

3. Technological advances:Perhaps no factors have influence training and development more than technology. The

computer and the internet, in particular or dramatically affecting the conduct of all

business function. Technology has played a huge role in changing theway knowledge is

delivered to employees.

4 .Learning Style :

The general function of training and development involves skills and knowledge

acquisition. Employees at all levels must continuously upgrade their expertise in a

dramatically changing and increasingly competitive environment.

Training Skills :Training is impartial skills to employers. A worker needs skills to operate

machines, and other equipment with least damage and scrap. The employers who are to

be trained can be different types and each type would require types training.

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1. Unskilled Workers:

Unskilled workers require training is improved methods of training methods and

materials to reduce the cost production and waste and to do the job in the most

economical way. Such employees are given training on the job itself and the training by

their immediate superior others, sardars or foremen. The training period ranges from 3

weeks to 6 weeks.

2. Semi-skilled workers :

These workers require training to cope with the requirements of can industry

arising out of the adoption of mechanization, rationalization, and technical process. These

employees are given training either in their own section or departments.

3. Skilled workers :

Skilled workers are given training through the system of apprenticeship, which

varies in duration form a fear to three or five years. Such training is also known as

tradesmen or craftsman training.

When the first employee was employed on the job and systematic method where

thereafter evolved for increasing the new employees knowledge and his skill. For

devising adequate4 training program for individual it is necessary to conduct an accurate

analysis of individual's aptitude and performance levels.

In addition industry we find three types of employees-young workers, ruler workers and

managerial personnel. Training in necessary for all three types of employee. To improve

the work skill of young workers apprenticeship training is must for rural workers training

is necessary so that they can adjust themselves with workplace and in the social life of the

urban environment. Young graduates recruited find it difficult

.

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DETERMINATION OF TRAINING NEEDJob Recruitment

Training need

Initial Behavior

Trainee

Analysis of overallSystem

Measure of proficiency Job description

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Job specification Aptitude & Attainmentof Training

TrainingRecruitment

Training method

CHAPTER-5.

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RESEARCH

METHODOLOGY

RESEARCH METHODOLOGY

Research can be defined as a scientific and systematic search for pertinent information

in any branch of knowledge. It is the pursuit of truth with the help of study, observation,

comparison and experiment. Research is , thus, an original contribution to the existing

stock of knowledge making for its advancement.

OBJECTIVES OF RESEARCH:

To gain familiarity with a phenomenon or to achieve new insights into it

(Exploratory or formularize research studies)

To portray accurately the characteristics of a particular individual, situation or a

group (Descriptive research studies)

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To determine the frequency with which something occurs or with which it is

associated with something else.

To test a hypotheses of a casual relationship between variables (hypothesis testing

research studies)

This research is an amalgamation of both formularize as well as descriptiveresearch, as it reflects on the present satisfaction level of the employees at Pizza

Hut /KFC regarding the various training and development programmes being

conducted here. In the process, it also aims to collect more detailed information

on the subject of training and development itself.

RESEARCH APPROACHES

There are two basic approached to research, quantitative approach and the qualitative

approach. The former involves the generation of data in quantitative form, which can be

subjected to rigorous quantitative analysis in a formal and rigid manner. This approach is

further sub-divided into inferential approach is to form a database form which to infer

characteristics or relationship of a population. This usually means survey research where

a sample of population is studied to determine its characteristics and it is then inferred

that

the population has the same characteristics. Qualitative approach to research is concerned

with subjective assessment of attitudes, opinions and behaviour. Research in such asituation is a function of researchers insight and impressions. Such an approach to

research generates results either in non-quantitative form or in the form, which are no

subjected to rigorous quantitative analysis. This research follows both the inferential

quantitative and qualitative approach. The questionnaires circulated to collect the relevant

information have been analyzed ion the basis of rating given to each question and then,

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aggregate of the rating of all the questions of a group has been taken to find out the

percentage of each response to that group.

RESEARCH PROCESS FOLLOWED:

Research process consists of a series of actions or steps necessary to effectively carryoutresearch and the desired sequencing of these steps. The various steps involved in are

search process are not mutually exclusive, not are they separate or distinct. However, the

following order concerning various steps provides a useful procedural guideline

regarding the research process and has been used to carry out this research.

FORMULATING THE RESEARCH PROBLEM

At the very beginning the researcher, singles out the problem, he / she wants to study in

specific terms. Here, for this purpose and extensive study of available literature was done.

The training and development policies were studies from the personal manual as well as

some information brochures made available by the training department at Pizza Hut/

KFC. No literature was available of any study conducted earlier on a similar topic. The

subject matter related to the topic. Training and Development was also examined from

the available literature i.e. books, manuals etc. by this review the extent of available of

the data of other materials was known and this led to a specification of the problem in a

more meaningful context. After specifying the problem, a synopsis was submitted to the

company for approval.

REPAIRING THE RESEARCH DESIGN:

The function of research design is to provide for the collecting of the relevant informationand data with minimal expenditure of effort, time and money. But the way of achieving

all this depends mainly on the purpose of the research. Here, the purpose of the study is

both exploration and description

THE MEANS OF OBTAINING INFORMATION:

In this research case, a structure red questionnaire was used with close-ended questions

with the exception of three questions that required descriptive answers. The time

available for research 15 days and for the completion of this research, the time limit was25 days. Explanation of the way in which selected means of obtaining information will be

organized and the reasoning for the selection.

DETERMINING SAMPLE DESIGN:

A sample design is a definite plant for obtaining a sample from the given population. It is

determined before the data is collected.

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STEPS INVOVLED:

Population:All items under consideration in the field of enquiry, in this case, the

employees of Pizza Hut/KFC

Sample: The respondents that have been selected for the purpose of the studySampling unit:the individual unit of the selected sample

Sample frame:this contains the list of all the items of the universe. For this project,

the employee lists of Pizza Hut/KFC Limited are the sample frame.

Size of the sample:this refers to the number of items selected from the universe to

constitute the sample. For the purpose of this study, a sample size of30 was taken which

is approximately 20% of the population.

CHAPTER-6

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COMPANY PROFILE OF

DIL

COMPANY PROFILE

DEVAYANI INTERNATIONAL LIMITED

RJ CORP Led by Mr. Ravi Kant Jaipuria, RJ Corp began operations in 1991.

Over the eighteen years the group has grown exponentially and in the year 2008,

the group turnover exceeded Rs. 1500crores.

RJ Corp is a Transnational Company with its roots in India and presence in

Uganda, Nigeria, Nepal and Mauritius.

DIL: An Overview DIL is the largest franchisee of YUM, with 72 Pizza Hut/KFC stores North

and Eastern India.

Opening Pizza Hut/KFC stores in Nepal and Nigeria in 2009.

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Fastest growing franchisee of YUM in India.

Master franchisee of Costa Coffee with 53 outlets in India.

More than 3200 personnel on the rolls.

DIL: VISIONTo be the most preferred Restaurant Company for people and customer alike.

DIL: MISSION To be people centric

Customer focused

Process driven operations

INTRODUCTION TO YRI YUM RESTURANT

INTERNATIONALYUM! Brands, Inc. based in Louisville, Kentucky, is the worlds largest restaurant

company in terms of system restaurants with more than 36000 restaurants in over 110

countries and territories and more than 1million associates. YUM! Is ranked #239 on

the fortune 500 list, with revenues in excess of $11 billion in 2008.

At YUM! they building a vibrant global business by focusing on four key businessstrategies:

Build leading brands across China in every significant category.

Drive aggressive international expansion and build strong bonds everywhere.

Dramatically improve U.S. brand positions, consistency and returns.

Drive industry- leading, long term shareholder and franchisee value.

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YUM! BRANDS

The five brands of YUM! Are:

PIZZA HUT

KFC

A&W

LONG JOHN SILVERs

TACO BELL

PIZZA HUT

The Pizza FeverFast food for the young and the young at heart. A phenomenon that has spread across the

world, it is a fever that has caught the Indian foodie. Burgers, soft drinks, ice-creams,

pizzas, these have almost become like staple diet for many, so overwhelmingly indulging

is the taste of such foods.

Pizzas have always been a perennial favourite of the Italians, and since it have crossed

these shores, it has found its lovers in far- off lands. And thanks to such discipline chains

as Pizza Hut, people just cant resist the temptation of digging their teeth into these

cheesy marvels.

Pizza Hut is the worlds largest pizza restaurant chain, with nearly 12000 restaurants,

delivery carry out units and kiosks in more than 86 countries. Pizza Hut sells more than

1.7million pizzas every day, to approximate 4 million customers worldwide.

To capitalize on RJ Corps significantly important relationship with Pepsi food, it

decided to venture into the food sector, which was the second largest business for Pepsi

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all over the world. The group became the first franchisee for YUM Restaurant

International in India.

It has franchisee rights for Northern and Eastern India.

72 Restaurants are owned and run by the company.

KENTUCKY FRIED CHICKEN

Finger Lickin Good!!!KFC corporation part of the YUM brand based in Louisville. Kentucky is the worlds

most popular chicken restaurant chain, specializing in original recipe, extra crispy.

Twister and Colonels crispy strips chicken with home style sides.

Catering to eight million customers around the globe other than the original recipe.

Chicken created by Colonel Harland Sander, KFC has in its menu and host of delicacies.

Today KFC has more than 80 countries and territories around the world.

KFC is part of the YUM brands as such it was just an extension of RJ Corps role of

franchisee for the same, when it opened the first KFC Restaurant at Salt Lake, Kolkata.

Other stores are at Park Street, Kolkata. The place has people thronging it. Serving the

original Colonel recipe of 11 herbs and spices which till date remains one of the biggest

secret in the world, the juicy chicken pieces wrapped in crunchy cramps are absolute bliss

for the taste buds. Indians are food lovers and the exciting KFC menu comes as a blessing

for them.

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A&W: ALL AMERICAN FOODA & W Restaurants, Inc. is a chain of fast food restaurants, distinguished by its draft root

beer and root beer floats. It is fast food franchisee company with locations throughout the

world, serving typical fast food menu of hamburgers and french-fries, as well as hot dogs.

A number of its outlets are drive in restaurants with carhops. The company name wastaken from the last name initials of partner Roy Allen and Frank Wright. The chain is

currently owned by YUM! Brands.

LONG JOHN SILVERS

Long John Silvers, Inc. is a United States- based fast foodrestaurants that specialize in sea food. The name and concept were inspired by Robert

Louis Stevensons book Treasure Island. The first restaurant was opened in 1969 in

Lexington, Kentucky.

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TACO BELL

Taco Bell is a restaurant chain based in Irvins, California. A subsidiary of YUM!Brands, Inc. it specializes in Mexican-style food and quick service. It serves tacos,

burritos, signature, quesadillas, grilled stuff burritos, nachos. And other specialty items

such as the crunch wrap supreme, in addition to a wide variety of Big Bell Value Menu

items. It serves more than 2 billion customers each year in more than 5800 restaurants in

the U.S.

Other brands associated with DIL:

PEPSI : Lifeline of generation XPepsi has been a universal flavour for decades. The collest drink no earth, having

quenched the thirst of whole generation of young men and women across the globe.

RJ Corp has been responsible for bringing universal drink home.

RJ Corp is indias leading supllier of carbonated and non-carbonated softdrinks with

beverages manufacturing facilities in India and Nepal. The group manufactures and

markets carbonated and non-carbonated soft drinks and mineral water under the pepsi

brand. The various flavours and sub- brands are Pepsi, Mirinda Orange, Mirinda Lemon,

Mountain Dew, 7up, Evervess soda and Aquafina.

The family has in total 18 bottling plants in India and Nepal and is responsible for

producing and marketing 44% of pepsi requirement in India.

COSTA COFFEE

Two Italian brothers founded costa coffee in 1971 based in the United Kingdom. It has

grown to over 350 costa outlets in United Kingdom. It is opening around 50 outlets every

year.

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RJ Corp opened its first oulet in Cannaught Place, New Delhi.

Devayani International Limited, which has turnover of over 2 billion is the master

franchisee for Pizza Hut, KFC and Costa Coffee.

CREAM BELL: Pure Indulgence

RJ Corp has made it presence felt in the ice-cream segment since 1991, when it started

manufacturing and marketing ice-cream under the brand name of GAYLORD in the

state UP

During 1996 it sold its brand to Brook Bond and started supplying to Hindustan Lever as

their ice-cream sourcing plant. After working for 10 years in this field,During 2003 it

launched its own brand.

The company currently operates in the states of Delhi, Haryana, Punjab, Himanchal

Pradesh, Uttranchal, Jammu & Kashmir, Uttar Pradesh, Madhya Pradesh and Rajasthan.Cream bell operates through a network of 80 distributors in the above 9 states.

DELHI PUBLIC SCHOOL: Feel EnlightenedRJ Corp has long been associated with excellence in education. The year 2001 witnessed

the expansion of their corporate portfolio with the opening its first school at gurgaon

under the management agreement with the DPS society.

CRYOBANKS INTERNATIONAL: Exilir Of LifeCryo International is a pioneer and worldwide leader in the collection processing and

banking of umbilical cord blood stem cell. Cryobanks International provides a private

cord blood storage program for expecting families that wish to privately store their

babys precious stem cell and a public blood cord donation program for those who prefer

to donate.

Cryobanks International India Pvt. Ltd. Is joint venture between Cryobanks International.

DISNEY: Little HeartsThe Walt Disney Company began its merchandising business in 1929. The Walt Disney

Company sells its entire range of merchandised under the Disney brand, through tis

division Disney Consumer Products(DCPs). Disney stores today is network of over 600

exclusive shops worldwide.

RJ Corp joint hand with DCP for retiling of Disney Artist brand Merchandise in India.

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DATA ANALYSIS ANDINTERPRETATION

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DATA ANALYSIS AND INTERPRETATION

TABLE 1

Showing the response towards the availability of tools and equipments to perform the job.

S.no. Response No. of respondents Percentage

1. Yes 66 94.28%

2. No 4 5.71%

0

20

40

60

80

100

YES

NO

ANALYSIS AND INTERPRETATION OF DATA:

From the study it is found that 94.28% of the employees have the tools and equipments to

perform their job, whereas the rest 5.71% of the employees dont have the tools andequipments.

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TABLE2

Showing the response towards training and development.


1. Yes 68 97.14%2. No 2 2.85%

0

20

40

60

80

100

YES

NO

ANALYSIS AND INTERPRETATION OF DATA:From the study it is found that 97.14% of the employees belief that they receive enough

training to do their job well, while the remaining 2.85 % employees dont belief that the

training provided is sufficient for them to perform their task efficiently.

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TABLE 3

Showing the response towards effectiveness of training provided.

0

1020

30

40

50

60

70

80

EXCELLENT

GOOD

BELOW

EXPECTATION

ANALYSIS AND INTERPRETATION OF DATA:From the study it is found that 77.14% of the employees belief that the training provided

by the organization is excellent, while the remaining 22.85 % employees belief that the

training provided is just good.


1. Below expectation - -

2. Good 54 77.14%

3. Excellent 16 22.85%

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TABLE 4

Showing the response towards training provided v/s actual work environment.


1. Below expectation - -

2. Good 25 35.71%

3. Excellent 45 64.28%

0

10

20

30

40

50

60

70

EXCELLENT

GOOD

BELOW

EXPECTATION

ANALYSIS AND INTERPRETATION OF DATA:From the study it can be analyzed and interpreted that 64.28% of the employees belief

that the training provided is similar to the actual working environment and rated it as

excellent. While, the remaining 35.71% of employees rated it as good.

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TABLE 5

Showing the response towards the trainer, on the basis of:

(a) Job Knowledge -

S.no. Response No. of Respondents Percentage

1. Yes 45 64.28%

2. No 25 35.71%

0

10

20

30

40

50

60

70

YES

NO

ANALYSIS AND INTERPRETATION OF DATA:From the study it can be analyzed and interpreted that 64.28% of the employees belief

that their trainer has enough job knowledge. While, the remaining 35.71% were not very

satisfied for the same.

(B)Interpersonal Skills


1. Excellent 70 100%

2. Below Expectation - -

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0

20

40

60

80

100

EXCELLENTBELOW EXPECTATION

ANALYSIS AND INTERPRETATION OF DATA:From the study it can be concluded that all the employees are very happy with the

interpersonal skill of their trainer, and they are very comfortable with the working

atmosphere of the company.

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TABLE 6

Showing the response towards the benefits attained for future prospects.

S.no. Response No. of Respondent Percentage

1. Yes 64 91.42%

2. No 6 8.57%

0

20

40

60

80

100

YES

NO

ANALYSIS AND INTERPRETATION OF DATA:From the study it can be concluded that about 91.42% of employees belief that the

training provided to them will be beneficial to them in future also. While, the rest 8.57%

of employees belief that it is not going to be helpful in future.

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TABLE 7

Showing the response towards the environment of training at Pizza Hut/ KFC


1. Below Expectation - -

2. Good 42 60%

3. Excellent 28 40%

0

10

20

30

40

50

60

Below Expectation

Good

Excellent

ANALYSIS AND INTERPRETATION OF DATAFrom the above table, it is found that 40% of the respondents say that they are very happy

with the training environment of Pizza Hut/ KFC, while 60% says that to some extent

they are confident about the training environment.

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TABLE 8

Showing the response towards the most preferred training method.


1. Classroom - -

2. Presentation 45 64.28%

3. Discussion 25 35.71%

0

10

20

30

40

50

60

70

Classroom

Presentation

Discussion

ANALYSIS AND INTERPRETATION OF DATAFrom the above table, it can be concluded that 64.28% of the respondents say that the

most effective method of training is through presentation. The practical approach of

training not only helps them in understanding things better but it also enhances their

performance. While 35.71% of the respondents say that through discussion they can

improvise their working style.

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FINDINGS,CONCLUSION

AND BIBLOGRAPHY

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FINDINGS Training and development programs at Pizza Hut/KFC is aimed at systematic

development of skills, knowledge, attitude and team work.

Maximum respondents are satisfied with the availability of tools and equipments

for them to perform their task efficiently.

Maximum respondents have undergone training programs and about 97% of the

respondents are satisfied with the training provided to them.

Knowledge is the important factor for any kind of learning. It gives an idea to

employee about the subject matter ,70% said that the training imparted is very

helpful to them in gaining the knowledge.

Training is given to employees by recognizing their area of deficiency. No

training is imparted to the employees on the basis of giving promotion upon

completion.

The Return of investment made on the training and activity are not measured

properly. Employees are feeling that the return on investment made for training is

more than the expected gain.

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CONCLUSIONSThe experience working with Pizza Hut has taught me the successful implantation of

training techniques. The potential need for practical Training and Development to support

development affects across the organization is very great. Many of the employees across

the organization are keen to acquire skills and knowledge to help them improve their

standards of performance.

The challenge facing the organizational need is to identify practical ways inwhich traditional approaches to training and development can be combined with new

techniques. As experience is gained the aim is both to improve the use of techniques in

training and development and to explore the use of other delivery systems as the range of

options provided through continuous growth.

Overall it was an overwhelming experience and definitely it has

helped me to grow as an individual.

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QUESTIONNAIRE

1. Do you have the tools and equipments to do your job?

Yes No

2. Do you receive enough training to do your job well?

Yes No

3. In terms of effectiveness how would you rate the training of Pizza Hut/KFC?

Below Expectation Good Excellent

4. How relevant do you find training to actual working environment?


5. How effective are the training sessions taken by the Pizza Hut/KFC?


6. How do you rate your trainer in terms of :

Below Expectations GoodExcellent

(1) Job knowledge

(2) Presentation styles(3) Interpersonal relationship

7. Do you think training imparted at Pizza Hut/KFC is beneficial for future?Yes No

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8. What changes do you see in yourself after undergoining the training session at PizzaHut/KFC?

9. How do you find the environment of training at Pizza Hut/KFC?


10. Which method of training do you prefer the most:

(1) Classroom(2) Presentation(3) Discussion

11. What according to you could be done by the organization to make the training

sessions/modules better?

12. What do you appreciate the most about your trainer?

13. How could your training be more effective?

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BIBLIOGRAPHY

Phillip Kottler : Human resource management

Wikipedia

HRM book, Author: Robert L. Mathis John H.Jackson

Devyani International Limited company guide.

CR Kothari Research Methodology

PC Tripathi : Personel Management and Human Resource Management

Human resources management

L.L.M. Prasad

Aswasthapa

P.C. Tripathi

D.N. Dwivedi

DIL WEBSITE

[email protected]
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