CHAPTER 1: INTRODUCTION

Background of Training and Development: Every organization needs to have well trained and experienced personnel to perform the tasks that need to be done. Todays organizations invest a lot of time, effort and resources on training the up-skilling (improving the skills) and even multi-skilling (having employee learn multiple skills). Traditionally training focus in organization revolved around those employees who could not do a particular job well, or those planning to change a job. As the jobs become more complex, the importance of training also increases. Today increasing continuous learning, innovation, creativity and particularly managerial excellence training and development. The need for Training and Development Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things.

The following are the two biggest factors that contribute to the increased need to training and development in organizations:

Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver. Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organizations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enroll himself / herself in a course on self awareness, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.

WHAT IS TRAINING AND DEVELOPMENT? Training and development is a process dealing primarily with transferring or obtaining knowledge, attitudes, and skills. In the field of Human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.

NEED OF TRAINING AND DEVELOPMENT: Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goal

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

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 organizational goal

Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

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.

CHAPTER-2 ORGANISATIONAL PROFILE:

INRODUCTION OF PATNA DAIRY PROJECT:
Patna was one of the milk shed identified under Operation flood (OF-1) For implementation of the program .A hundred thousand litters per day capacity Feeder Balancing Dairy (FBD) and 100 MT per day capacity cattle Feeder Plant (CFP) were setup under this program.

In order to implement program properly and also for organizing the milk procurement activities for the management of above two plants, the Bihar State Dairy Corporation (BSDC) was formed in the year 1972. The Dairy Corporation both at the village level and milk shed level on ANAND PATTERN and it was expected that the milk shed level cooperative would take over the entire infrastructure created in due course.

The corporation after recruitment and training of necessary staff positioned the procurement and Input Wing (P & I) from 1975.A spear Head Team (SHT) was deputed from National Dairy Development Board from the same year for helping the Corporation in organizing and developing the cooperatives. Though the progress in the initial years was encouraging, the programs, for obvious reason could not achieve the goals for which it was established. Subsequently, the State Government felt it necessary to request the Dairy Board (NDDB) for taking over the infrastructure created on management basis. The National Dairy Development Board (NDDB) took over the

Management of the infrastructure with the effect from 1st October, 1981 under the banner of Patna Dairy Project (PDP).

PROGRESS OF PATNA DAIRY PROJECT:The National Dairy Development immediately after taking over the project positioned an integrated Spear Head Team to restructure the milk procurement activities and also for streamlining the working of the FEB and CEP. Under the management of NDDB the project had not only made excellent progress nut had been able to establish the fact that the cooperatives could function equally well in Bihar too and what is essential for the proper atmosphere and guidance. Along with the organization of milk procurement activities and management of both the plants on commercial lines, the NDDB took special care to develop the Vaishali Patliputra Sahkari Sangh Ltd. (VPDISS), the milk shed level Cooperative for taking over the project once the Dairy Board withdraws its management. NDDB handed over the Patna Dairy Project (PDB) to VIPDISS with effect from 1st July, 1988.

VAISHALI PATLIPUTRA D.U.S.S LTD.

TOTAL NUMBER OF MEMBERS (In Thousands)

90 80 70 60 50 40 30 20 10 0 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009 Column2 Column1 Series 1

PRESENT STATUS
Milk Procurement: There are at present 1482 numbers of functional dairy cooperative society (DCS) in the area of Patna Dairy Project covering the districts of Patna, Vaishali, Nalanda, Sarann & Shekhpura with a total membership of 112504. The daily average procurement has reached up to 221391 litres during the year 2010-2011. it is hoped that the project shall collect above one & half lakh litres of milk per day in commencing year. There are 206 numbers of Women Cooperative Societies exclusively managed and run by rural women folk. While the Union has a fairly good number of functional societies, emphasis is being given to consolidate the

functioning of the primary societies, by increasing the members participations. The Cooperatives Development (CD) Programme was also initiated from March 1991 with the assistance of NDDB.

Technical Inputs: The Union, in addition to providing a ready and stable market for the rurally produced at milk at door step has been providing the inputs required for milk production enhancement viz. Artificial Insemination (AI) with frozen semen, Veterinary First Aid (VFA), Vaccination, supply of balanced feed, supply of Urea Molasses Block (UMB) etc. on no profit no loss basis. The response from the milk producers for all these inputs has been exceedingly encouraging and the Union is in the progress of extending these facilities to more societies and farmers.

Feeder Balancing Dairy: The feeder balancing dairy with a capacity to handle 1.5 lakh litres per day has facilities for manufacture of milk powder, butter, ghee, ice cream, peda, paneer and Plain/misthi Dahi, Lassi, Matha. The production and marketing of Table Butter under the brand name SUDHA was produced from 1st October, 1993 and the response has been encouraging. The marketing of Ice-cream in Patna after test marketing in August-September 1994, was formally launched from April 1995. The initial response has been satisfactory. Efforts are on to increase the market share of Sudha Ice-Cream. The marketing of Sudha brand Plain/ Misthi dahi in Patna was started in Oct- to Nov. 2001 and was formally launched from November 2001. The initial response for this product too has been overwhelming.

The production of Sudha brand Lassi in Patna was started in April-May 2003, the product of Matha started in march 2007 and Mango Lassi & Mango Dahi started in March 2010.

Cattle Feed Plant: The role of balanced feed is not only increasing milk production but also sustaining the same by ensuring regular conception need not be over emphasized. Regarding the same the Union has been making consistent effort for popularizing the consumption of balanced feed by the milk producers. In addition to catering to the needs of Dairy Cooperative Societies cattle feed is sold through dealers in rest of the State for batter capacity utilization Plant. Further realizing the importance of introduction of latest technologies in this field. The production and sale of By Pass protein fed was started from the year 1989-90. The response for this feed too is encouraging.

Milk Marketing. The marketing of liquid milk in sachets was introduced from the year 1981 itself. However initially the thrust was for organizing the milk procurement activities and to stabilize the same at reasonable level. Nevertheless there was some natural growth in the milk marketing over the years. However, for various reasons there was some stagnation for few years in the quantity of milk marketed. With certain modification in the policy decision And because of concerted efforts, the quantum of milk being marketed is steadily growing.

Quantity & Productivity activities:

The Dairy Plant Management (DPM) program was introduced in the year 1992 followed by Quality Assurance Program (QAP) in the year 1993 with the help of NDDB. This started in bringing about a positive change leading to viability of the project coupled with consequent to the liberalization and globalization of the Indian economy in early 90s is was felt that the organization should strive to make its total outlook, approach and system of the highest standards. Accordingly, it was decided in the year 2001 that the organization should go in for ISO certification both in quality management system and food safety. This process was successful complete leading to ISO 9001: 2000 and HACCP (IS-15000). The project has been honored with Best Productivity Performance Award for the four year 2000-2001, 2001-2002, 2005-2006 & 2006-2007 by National Productivity Council, New Delhi. The Chamber Commerce Association of Patna Dairy) by providing Vanijayakar Ratna/ Bhamashah Samman in the month of January 2010. This is a rare honor by any of the dairies in India.

Thrust Areas:
To make Sudha Brand a maker lender by making Sudha Milk and Milk products consumers delight and ensuring that the esteemed customers get value for money. Consolidation of the DCSs already organized leading to increase milk procurement. Further improvement in the involvement/participation of members in their Cooperatives. Bridging the flush- lean gap further. Popularizing all the input program Increasing the throughputs and sale of milk and milk products as well as cattle feed, By Pass Protein feed & UMB.
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Reducing further the handling losses and increasing the utilization of Plant capacities.

Optimizing the utilization of all consumables. Human Resource Development through training, orientation etc to the employees at all levels for ensuring better motivation and involvement leading to all round progress of the organization.

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TRAINING AND DEVELOPMENT PRACTICES AT PDP:INTRODUCTION: In the company manager need to develop their peoples skill if they are going to the effective and successful in their jobs. The managerial function planning, organizing, motivating and controlling are considered manager achieved goal through other people. When any employee starts working in an organization then its merit and demerits are judged by the HOD .Once skills are judged its ratings is done sometimes with the help of employees of confidentially. Every department HOD judges his associated particularly skill wise and after the gap is measured, and on the basis of which training is given either through the internal trainer or external trainer. PROCEDURE FOR CREATING AWARENESS AND PROVIDING TRAINING: 1) Objective:To ensure that personnel are aware of their activities on quality, their training needs are identified .They are imparted training and effectiveness of training is evaluated. 2) Scope:This covers awareness and training of personnel whose activities affect quality. 3) Responsibility:Administrative officer is responsible for training of all personnel and section in charge is responsible for on the job. 4) Procedures:4.1 Awareness Programme:a) Effort has been made to increase the awareness and involvement of personnel through which covers:17

1) The vision for the future of the organization. 2) The Dairy's policies and objectives. 3) Organizational change and Development. 4) The initiation and implementation of improvement activities. 5) Creativity and innovation for quality improvement. 6) Dairy's impact on society particularly rural milk procedures. 7) Periodic refresher programme for personnel already working with the dairy. b) These programmes also covers the awareness of consequences to the dairy and its personnel of training to meet the requirements stated in the quality management system.

4pp.2 Training:a) Identification of training needs:The dairy analysis development needs of all its personnel and design training plan for them. This is to provided personnel with knowledge, which together with skills and experience, leads to competence. It is the responsibity of the section Heads to identify the training needs of their personnel on the basis of weak performance, introduction of new process and technology and recommended there for training such as external training, seminar, workshop etc.The workers have also been training on basic quality, concepts, food hygiene and goods manufacturing process.

b)Preparation of training plan for identified training :For identify training, training plans are prepared to provide identified training, which includes: Training programmes and mythologies Training resources needed Identification of necessary support
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 Evaluation of training in terms of enhanced competence of personnel Measurement of the effectiveness of training and the impact on the organization and the training plan should consider providing personnel development training fir their personnel, in addition to the organizational development training provided and comprehensive training plan is prepared for the year (April-March).

4.3 Imparting Training and Keeping Records :The dairy provides training to its personnel in accordance with identified needs in order to achieve its objectives. The training emphasizes the importance of meeting requirements and the needs of customer land other interested parties such as milk producers. In accordance with concerned function training is imparted for the training either by deputing senior persons to identified institution outside or by organiing in house training within dairy by engaging trainers from outside agencies. The technical personnel have been trained on principle of quality management system as per ISI-9001 and HACCP principles. The workers are also trained on the principles of quality system according to ISO-9001 and so on the use of documentation related to the Dairy quality management system. All persons who receive training send their feedback on the training programmed on a prescribed on a prescribed format(foe external training only).Training records of all personnel are maintained. 5)Reference:-It is related to the training modules ,format for identification of training needs, format for preparing training plan and format for maintaining training record.

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CHAPTER 3: OBJECTIVE
IMPORTANCE OF TRAINING AND DEVELOPMENT:
An employee will become more efficient and productive if he is trained well. Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization Training is given on four basic grounds: 1. New candidates who join an organization are given training. This training familiarize them with the organizational mission, vision, rules and regulations and the working conditions. 2. The existing employees are trained to refresh and enhance their knowledge. 3. If any updating and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, computer impartment. The employees are trained about use of new equipments and work methods. 4. When promotion and career growth becomes important. Training is given so that employees are prepared to share the responsibilities of the higher level job. STEPS IN ESTABLISHING A TRAINING PROGRAMME:
STEP 1: ESTABLISHING A NEEDS ANALYSIS.

This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover.
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The objective in establishing a needs analysis is to find out the answers to the following questions: - "Why" is training needed? - "What" type of training is needed? - "When" is the training needed? - "Where" is the training needed? - "Who" needs the training? and "Who" will conduct the training? - "How" will the training be performed? By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee's performance in accordance with the company's standards. The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process.
STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.

This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.
STEP 3: DELIVER THE TRAINING PROGRAM.

This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.

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Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have: - A desire to teach the subject being taught. - A working knowledge of the subject being taught. - An ability to motivate participants to "want" to learn. - A good sense of humor. - A dynamic appearance and good posture. - A strong passion for their topic. - A strong compassion towards their participants. - Appropriate audio/visual equipment to enhance the training session. For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good communication skills, and trainee participation.
STEP 4: EVALUATE THE TRAINING PROGRAM.

This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits. The reason for an evaluation system is simple. The evaluation of training programs is without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer. There are several obvious benefits for evaluating a training program. First,
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evaluations will provide feedback on the trainer's performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its costeffectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization. The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results. The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realities of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must implement by all members of the organization to be fully successful.

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CHAPTER-4: RESEARCH METHODOLOGY

DEFINITIONS: 1.RESEARCH METHODOLOGY:
The system of collecting data for research projects is known as research methodology. The data may be collected for either theoretical or practical research for example management research may be strategically conceptualized along with operational planning methods and change management.

2.RESEARCH DESIGN:
Research design is considered as a "blueprint" for research, dealing with at least four problems: which questions to study, which data are relevant, what data to collect, and how to analyze the results.[1] The best design depends on the research question as well as the orientation of the researcher. Every design has its positive and negative sides

3.DATA COLLECTION:
Data collection is any process of preparing and collecting data, for example, as part of a process improvement or similar project. The purpose of data collection is to obtain information to keep on record, to make decisions about important issues, or to pass information on to others. Data are primarily collected to provide information regarding a specific topic.

4.RESEARCH TOOLS:
1. Questionnaire: A questionnaire is a research instrument consisting of a series of questions and other prompts for the purpose of gathering information from respondents.

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2. Interview: The main task in interviewing is to understand the meaning of what the interviewees say. 3. Observation: Observation is a systematic viewing of a specific phenomenon in its proper setting for the specific purpose of gathering data for a particular study.

5.DATA ANALYSIS:
Data Analysis is the process to identify the pertinence, quality and completeness of data which are gathered through different sources. Here well analyses data through two methods named: 1. Statistical method: In this method well analyze and interpret data using statistical calculations. 2. Percentage Method: In percentage method we represent the data in percentage using tables, pie charts etc.

6.SOURCES OF STUDY: The main sources of information in this study are also follow: Files and records of personnel department. Interviews of the official and discussion with them Questionnaire Magazine and circular issued by P.D.P Observation

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CHAPTER-5 : DATA ANALYSIS & INTERPRETATION

Questions asked for the Purpose with the answers obtained are given here:
(Number of People interviewed for the Purpose=30)

Questions: 1)Is it right that Induction training in your company is given more importance than in the past?

1 2 3 4

RESPONSES Very True True Partly True Not True

RESPONDENT 9 9 6 6
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PERCENTAGE 30 % 30 % 20 % 20%

2). The Induction Programs is Well-Planned exercise and Is of sufficient Duration:

1 2 3 4

RESPONSE Very True True Partly True Not True

RESPONDENT 6 12 6 6

PERCENTAGE 20 % 40 % 20 % 20 %

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3) Senior Manager spends time with new recruits during Induction Training:

1 2 3 4

RESPONSES Very True True Partly True Not True

RESPONDENT 6 3 9 12

PERCENTAGE 20 % 10 % 30 % 40%

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4) This is a Structured, widely shared training policy in your company based on its Business needs.

1 2 3 4

RESPONSE Very True True Partly True Not True

RESPONDENT 3 15 6 6

PERCENTAGE 10 % 50 % 20 % 20%

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5). Your Companys Training Program are evaluated and improved upon, every year.

1 2 3 4

RESPONSE Very True True Partly True Not True

RESPONDENT 0 12 15 3

PERCENTAGE 0 % 40 % 50 % 10%

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6). Employees are helped to upgrade their technical Knowledge and skills through Training:

1 2 3 4

RESPONSE Very True True Partly True Not True

RESPONDENT 12 12 6 0

PERCENTAGE 40 % 40 % 20 % 0%

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7). Workers are encouraged and Rewarded for Training to acquire Higher Qualifications.

1 2 3 4

RESPONSE Very True True Partly True Not True

RESPONDENT 3 3 18 6

PERCENTAGE 10 % 10 % 60 % 20 %

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8). There is also an emphasis on developing leadership skills down the line through Training.

1 2 3 4

RESPONDENT Very True True Partly True Not True 3 9 18 0

PERCENTAGE 10 % 30 % 60 % 0 %

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9). Human Relations Competencies are developed through training in human skills.

Sales

1st Qtr

3rd Qtr 4th Qtr

RESPONSE Very True True Partly True Not True

RESPONDENT 3 9 15 3

PERCENTAGE 10 % 30 % 50 % 10%

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10). People participate in determining their Training and the Skills they must acquire.

1 2 3 4

RESPONSES Very True True Partly True Not True

RESPONDENT 6 9 9 6

PERCENTAGE 20 % 30 % 30 % 20 %

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CHAPTER-6 : FINDINGS,SUGGESTIONS & RECOMMENDATIONS

FINDINGS: 1).On the basis of analysis of data collected regarding the topic Training & Development 2).Employees of PDP is aware properly with training objectives. 3).Personnel is satisfied with their last training program. 4).After undergoing training program employees are able to perform their duties. 5).Most of the employees is satisfied with time-frame of training program. 6) .Employees is satisfied with the course material of training program. some Employees feel there is no need of improvement in training program in the other Hand; some employees feel there is need of improvement. 7). PDP conducts mostly off the training program. 8). Middle manager goes most of the training among PDP employees. 9). PDP evaluates training program on the basis of Performance appraisal. 10).Level of effectiveness of training program measures through behavioral Evaluation in PDP. 11).Most of the training programs of PDP is conducted in training Institutes. 12).Employees are permitted to time-off from work to attend training program with Pay (salary, wages) in PDP.
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13).Employees are found training program relevant to their needs.

14). Employees agree that their colleagues, peers, subordinates and managers Helpful if they are in problem during implementing training program education in the job. 15). Employees say that their faculty trainer is helpful in solving problems.

SUGGESTIONS:Training and development programme is satisfactory in PDP. But still some improvement is needed to derive more and more benefit from this method: Present scenario is the age of information technology and intense mechanization. Computer and other machine has become the lifeline of any industry .Hence, it is suggested that employees should go on enough practical training on computer and other machine or electronics device used in the organization. Organization should strive for arranging locally. Most of the training is given outside state, which is expensive as well as leading to working loss. There should be regular evaluation of performance of the executive class and workers after giving training to them and there should be proper feedback of appraisal programme, The system of obtaining feedback from the employees after the completion of training programme should be strengthened .Instead of obtaining feedback in writing ,there must be one to one communication with trained employees .The evaluation of training programme would be more effective in this case. As per the working environment, employees have got during the training period the same environment is not getting in job. Effectiveness of training programme will increase, if organization has been able to give attention for maintaining working environment.

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 Outside experts should be invited for delivering lectures to executives for enhancing their knowledge.

RECOMMENDATIONS Training and Development program is satisfactory at Patna Dairy Project but still More improvement is needed to more and more benefits by the following Recommendation as 1 felt after getting the primary data:According to data, most of the employees are aware properly with training objectives but not all the employees. So it is very important to communicate about the training objectives to each and every employee of any organization. So that they can understand the value of training and get it seriously for the betterment of them as well their organization. Only 40% employees satisfied with their last training program. So it not good. During the training session trainer should ask questions to the participants for getting propel feedback and if they feel any gap then he/she should clear it. This helps employee to concentrate on their training and finally they will be satisfied. According to data 50% employee satisfied with the training program but other 50% people feel that there is a need of improvement. So in my perspective Top management to talk to their employees properly about the improvement needs and try to implement it for the well being of organization. Most of the training programs are conducted in Training Institutes (Off the job training), which is much expensive as well as leading to work loss or make pressure on the other worker/employee due to extra work load. So my opinion about this organization should try to training locally also.

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According to data, most of the question there is differentiation and variation in responses. It is true that different people have different view but when we are the part of an organization then we must have common goal. Otherwise it could be the reason of conflict. Organization must work on this. So that every employee would happy and response same and in future it will the reason of organization growth. There should be regular evolution of performance of the executives staffs and workers after giving training to them and there should be proper feedback of appraisal programs.

Lastly I would like to say always communicate with the employees try to understand their problem and do your best whatever you can for the betterment of employees and organization.

LIMITATION OF THE STUDY

1) Survey covers feedback from users and non users of Sudha Milk and milk products. 2) The study is done on survey method and suffers from this method. 3) The non users although they know the product but still they are not buying the products because of some short-comings. 4) Time is the major constraint 5) Some respondents did not co-operate 6) Many respondents did not provide proper information due to bias Because of these limitations; it may not be possible to draw any major Conclusions. However the conclusion that is drawn in this study can be Considered as indicative or suggestive in nature.

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IMPORTANCE OF THE STUDY :

The forty five days summer training is very important for a student of MBA. This type of study gives some practical knowledge to MBA students and practical knowledge has more relevance than theoretical knowledge for anyone. There is no certain formula for any particular problem but the aim of this study is to develop the ability of decision-making. Right decision at right time itself helps an organization to run smoothly. The training in any organization gives us an idea of different marketing activities and main emphasis is given on Promotional Activities Aspect and also it is seen how business is taken tactfully. When any problem comes to an executive, the way of problem solving right decision-making and knowledge of different types of marketing activities gives much importance to this study.

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CHAPTER -7 :CONCLUSION
Thus after seeing all the Training procedures and measurement techniques procedures and measurement techniques it can be said that all these procedures are really very necessary for any organization and it is through these techniques only the organization can realize their monetary gain. During my training period I have encountered many training is imparted to the employees and the methodology adopted, their reaction towards training was also taken into account through the feedback former. During the period I also took up much case study analysis to get a practical view of entire scenarios and on the basis of these I could make out the conclusion of the training procedures. On the basis of response of the questionnaire of training and development system of the organization the analysis shows that following are the conclusion in the field of training system:The Organizational training programmes for the employees are evaluated every year. Management made a proper arrangement for encouragement and rewarding the workers to acquire quality. Experimental action oriented techniques including games are partly used in training programme.

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CHAPTER-8: LIMITATIONS OF THE STUDY

Management People had their official works to do so their engagement in training was less. There was so much to learn that the time could not be found sufficient. Sample could be collected only on handful of Employees.

As the question pertaining to the personal views of the people concerned the interviews express ideas and gave replies, which may be biased. The same questionnaire was used for interviewing all the classes of workers. The services officer to them being all different types, and them there should have been different type of questionnaire for each class of workers. Limitation of time of interviewing and collection of report of each and every field within two months is too small.

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QUESTIONNAIRE:
Topic:-Evaluation of Effectiveness of Training and Development at Patna Dairy Project NAME-___________________________________________________________ AGE-_____________________________________________________________ SEX-______________________________________________________________ EDUCATIONAL QUALIFICATION-__________________________________ DESIGNATION-___________________________________________________ DEPARTMENT-____________________________________________________

1). Is it right that Induction training in your company is given more importance than in the past?

Very True

True

Partly True

Not True

2). Is it right that the Induction Programs is Well-Planned exercise and is of sufficient Duration.

Very True

True

Partly True

Not True

3). Does Senior Manager spends time with new recruits during Induction Training?
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Very True

True

Partly True

Not True

4) There is a Structured, widely shared training policy in your company based on its Business needs?

Very True

True

Partly True

Not True

5) Your Companys Training Program are evaluated and improved upon, every year?

Very True

True

Partly True

Not True

6) Are employees helped to upgrade their technical Knowledge and skills through Training? Very True True Partly True Not True

7) Are workers encouraged and Rewarded for Training to acquire Higher Qualifications?

Very True

True

Partly True
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Not True

8) There is also an emphasis on developing leadership skills down the line through Training?

Very True

True

Partly True

Not True

9) Human Relations Competencies are developed through training in human skills?

Very True

True

Partly True

Not True

10) People participate in determining their Training and the Skills they must acquire?

Very True

True

Partly True

Not True

Any Suggestions:-

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BIBLIOGRAPHY
BOOKS: Personnel Management Personnel Management C.B.Memoria. A.Monappa.

Human Resource Management Concept and Issues T.N.Chhabra. Human Resource Management K.Ashwathappa.

WEBSITES:www.google.com www.wikipedia.com www.citehr.com

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