HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in the organization. HR is an administrative discipline of hiring & developing employees, so that they become more valuable to the organisation. Human Resource is the main asset in any organisation. Human Resource is the resource that resides in the knowledge, skills & motivation of people. Human resource is the least mobile of the four factors of production & it improves with age & experience. It is therefore regarded as the scarcest & most crucial productive resource that creates the largest & longest lasting advantage for any organisation. Therefore, HRM is the management of employees in an organization. It starts with planning for people and the term Training refers to the acquisition of knowledge, skills & competencies as a result of teaching of vocational or practical skills & knowledge that relates to specific useful competencies. It forms the core of apprenticeships &provides the backbone of content at institutes of technology.

INTRODUCTION TO TRAINING NEED ANALYSIS

An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance.

IMPORTANCE OF TRAINING NEEDS ANALYSIS

Training needs analysis/assessment (TNA) is conducted to identify and determine the purposes of the training goals. Needs analysis is conducted to understand the areas of knowledge/skills that training needs to address to fill the 'performance gap'. You should also know that training needs analysis is a critical activity that a human resource manager or training manager should be adept at performing. For a training program to be effective and efficient there are a sequence of steps. They are needs analysis, objectives, implementation and evaluation. All training programs must start with a training needs analysis. It is the responsibility of the training manager to determine the:

Who What When Where Why During the process of the training needs analysis, the training manager must analyze the

1. Goals and objectives of the organization 2. Competencies and skills that are required to perform the job 3. Individuals/personnel who need to undergo the training. The needs assessment helps in identifying the 'gap'. The gap is nothing but the skills that are currently in use and what may be need in the present and in the future.

MEANING OF RESEARCH
Research can be defined as the search for knowledge, or as any systematic investigation, with an open mind, to establish novel facts, solve new or existing problems, prove new ideas, or develop new theories, usually using a scientific method. Research is finding out what you don't already know. Research is the systematic process of collecting and analyzing information to increase our understanding of the phenomenon under study. No one knows everything, but everybody knows something. However, to complicate matters, often what you know, or think you know, is incorrect. There are two basic purposes for research: to learn something, or to gather evidence. The first, to learn something, is for your own benefit. It is almost impossible for a human to stop learning.

OBJECTIVE OF RESEARCH
There are 5 general objectives that research 1. 2. 3. 4. 5. description explanation forecasting control Modelling

The objective of training needs analysis done in Nestle India Ltd. Is to identify the training requirements of nestle employees working there, so that their efficiency level can be improved in order to make them able to take up & perform on their jobs.

RESEARCH METHODOLOGY
It is a system of principles or methods of procedure, which are used to accomplish the research objectives. It is the section of a research proposal in which the methods to be used are described. The methodology that has been followed during the research on TNA of Nestle employees starts from the selection of employees till the identification of training needs on individual basis.

IMPORTANCE OF RESEARCH
Research inculcates scientific and inductive thinking and it promotes the development of logical habit of thinking and organization. The role of research in several fields of applied economics whether related to business or to the economy as a whole has greatly increased in modern times. Research provides basis for nearly all the government policies in our economic system. Research has its special importance in solving various operations and planning problems of business and industry.

LIMITATIONS OF RESEARCH
Lack of scientific training in research methods. Difficulty of timely availability of published data. Problems of conceptualization and problems relating to the process of data collection and related things. Reluctance of business units in supplying needed informations.

DATA COLLECTIONS METHODS

PRIMARY DATA:
experiments.

These types of data are collected through surveys and

SECONDARY DATA: These types of data are collected through internet, books
and journals.

But I have collected secondary data for my project.

HISTORY OF NESTLE

Nestl began in Switzerland in the mid 1860s. Nestle was founded in 1867 in Geneva, Switzerland by Henri Nestle. Nestl S.A. is the largest food and nutrition company in the world, founded and headquartered in Vesey, Switzerland. Nestl originated in a 1905 merger of the Anglo-Swiss Milk Company, which was established in 1867 by brothers George Page and Charles Page, and the FarinaLacte Henri Nestl Company, which was founded in 1867 by Henri Nestl. Nestl has Swiss roots and its headquarter is in Switzerland. More than 70% of the citizens work in Vevey. The top management of the Vesey headquarter comes from almost seven countries. Nestle is one of the worlds largest food manufacturing company. The 50% of the shareholders are non-Swiss and belong to other parts of the world. About 98% of the sales are made in the rest of the world and only 2% in Switzerland.

NESTLE FOUNDER
Nestle was founded by Sir Henry Nestle in 1867.

Sir Henry Nestle was a great German Scientist who was born on 10th Aug. 1814 in Frankfurt am Main, Germany. His actual name was Heinrich Nestle. He changed his name to Henry Nestle when he moved to a French-speaking area of Switzerland. He founded Nestle in 1867. He retired in 1874, only seven years after founding his company. He died on 7th July 1890 due to heart failure in Galion, Switzerland. Henry Nestle developed an infant formula in 1867, which was meant for kids in the areas, where infant mortality rate was very high. In a very less passage of time, in 1874, he was exporting this product to 18 countries on five continents. In 1875, a group of businessmen from Vesey brought the business from him & thus created a limited society.

NESTLE PRODUCTS
Today, Nestle is the world's largest and most diversified food company. It has around 2, 50,000employees worldwide, operated 500 factories in approximately 100 countries and offers over 8,000 products to millions of consumers universally. Some of the famous brands of Nestle are NESCAFE, MAGGI, MILKYBAR, MILO, KIT KAT, BAR-ONE, MILKMAID, NESTEA, NESTLE MILK, etc.

NESTLE INDIA
The Nestle India is a very important and one of the oldest industries. It is the most reputed industry of India. Nestl India is a subsidiary of Nestl S.A. of Switzerland. With seven factories and a large number of co-packers, Nestl India is a vibrant Company that provides consumers in India with products of global standards and is committed to long-term sustainable growth and shareholder satisfaction. In India, Nestle started in 1912 as a trading house & the manufacturing started in 1961 in Moga Factory. The Company insists on honesty, integrity and fairness in all aspects of its business and expects the same in its relationships. This has earned it the trust and respect of every strata of society that it comes in contact with and is acknowledged amongst India's 'Most Respected Companies' and amongst the 'Top Wealth Creators of India'. Its head office in India is in Gorgon with four branches and seven factories.

NESTLE HEAD OFFICE

Nestle India is a subsidiary of Nestle S.A. of Switzerland. Nestle India manufactures a variety of food products such as infant food, milk products, beverages, prepared dishes & cooking aids, and chocolates & confectionary. Its head office is in Gurgaon.

TRAINING NEED ANALYSIS IN NESTLE

In Nestle India Ltd., I analyzed the needs of many employees working there for different training programmers. This TNA is based on the strengths and weaknesses of employees and different training programmers were suggested accordingly.

Training Need Analysis

Organizational Level Individual Level Operational Level

Training is essential for each level of organization, whether individual or operational. The analysis of their needs for training is very important. According to this analysis, the different training programmers are assigned to different employees. Therefore, we can say that training analysis looks at each aspect of an operational performance so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified. The organizational activities are performed by the personnel of the organization. The manpower is the extreme power in any organization. Their continuous improvement is very necessary in order to compete in global business markets. To meet this objective, the training needs are analyzed and evaluated for all employees at all levels. 1. Training need analysis at Organisational Level: According to many training experts, attaining the objectives of the business should be the ultimate concern of any training and development effort. Therefore, conducting an organizational needs analysis should be the first step in effective needs assessment. It begins with an examination of the short and long-term objectives of the organization and the trends that are likely to affect these objectives. 2. Training need analysis at individual level: A person needs analysis identifies gaps between a person's current capabilities and those identified as necessary or desirable. Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill. The first method is
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based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job. The second method, on the other hand, can be used to identify development needs for future jobs. 3. Training need analysis at operational/job level: The specific content of present or anticipated jobs is examined through job analysis. For existing jobs, information on the tasks to be performed (contained in job descriptions), the skills necessary to perform those tasks (drawn from job qualifications), and the minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful. The process of collecting information for use in developing training programs is often referred to as job needs analysis. In this situation, the analysis method used should include questions specifically designed to assess the competencies needed to perform the job. In brief, Training need analysis is performed for the officers & above officer level in the organisation. For other level of employees, different other type of analysis is made. Training need analysis is conducted in any of the following situations: Performance problems Anticipated introduction of new system, task or technology A desire by the organization to benefit from a perceived opportunity This Training need analysis is done for the analysing the requirements of Nestle employees regarding various skills.

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TRAINING NEED ANALYSIS TARGET AREAS IN NESTLE

In Nestle, Training Needs Analysis is concerned with the employees of an organization. It deals in improving the capabilities of employees. Basically, TNA is based on 5 major key questions, i.e. what are the future goals and requirements of an organization, what are the different courses or training programmes available there and what are the current capacity or performance standards of the employees. Therefore, TNA has 5 key areas, which are:

Skills that organisation need to have in future

What skills & competencies does employees require to achieve business goals.

What are the key area to be developed in employees

What are the major programmes available in organisation

Formulate company & individual goals

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NEED FOR TRAINING NEED ANALYIS IN NESTLE

Training Needs Analysis (TNA) is the formal process of identifying the training gap and its related training need. It is very essential because:

To Identify the deficiencies

Banch mark for evaluation of training

Reasons for Training Need Analysis

To make sure that training is given to right people

To increase the motivation of employees

In Nestle, Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action. Therefore, "training needs analysis", is the systematic method of determining if a training need exists and if it does, what training is required to fill the gap between the standard and the actual performance of the employee. Therefore, training needs analysis is:

Systematic method of determining performance discrepencies

Causes of performance discrepncies

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TECHNIQUES FOR DETERMING DIFFERENT TRAINING NEEDS

There are various techniques for determining training needs for different employees. These techniques help in identifying the training needs for employees on the basis of their strengths and weaknesses. Some of the techniques are:

Observation

Interviews

Questionaires

Job description

The difficulty Analysis

Problem Solving Conference

Appraisel Reviews

Drive Pattern Identity

Analysis of organisational Policy

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METHODS USED IN NESTLE IN DETERMING TRAINING NEEDS OF EMPLOYEES

In Nestle, the above methods are used collectively and reliance is never on one method only. The assessment is made of the employees individually because the training needs vary with every individual. Therefore, methods are used for determining training needs of employees at different levels. For this purpose, the employees are divided into three categories: Managers & Assistant manager level Officers & senior officer level Below officer level The assessment the training requirements of managers & assistant managers are done on on-line basis. This is done at corporate level in head office. The training needs of officers & senior officers are determined by the Performance Appraisal forms filled by the line manager of every department. At last, the training need assessment of below officers level employees are done with the help of skill matrix, which includes the skills required in them for undertaking various jobs. From the next year, the training needs of this level of employees will also be determined on on-line basis.

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STEPS IN TRAINING NEED ANALYSIS

Performing a training needs analysis is the first step in the training process and is critical for a successful program. The purpose of a needs analysis in nestle is to determine the training requirements of different individuals because training is the best solution to identify the reasons for the performance gaps and identify what training is needed to fill the skill gap. There are six steps fundamental to all effective training needs analysis:

7.6.1

Selection of employees Collection of data Identifying strengths & weaknesses Suggesting training programmes Giving remarks & others Preparing training calender Identifing the no. of persons under different training needs

7.6.2

7.6.3

7.6.4

7.6.5

7.6.6

7.6.7

7.6.8

Age wise analysis

Experience wise analysis Presenting TNA in graphical form

7.6.9

7.6.10

This TNA is done in order to suggest the training programmes, as per the strengths & weaknesses of employees. This is done in order to: To determine whether training is needed To determine causes of poor performance To determine content and scope of training To determine desired training outcomes To provide a basis of measurement To gain management support
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Selection of employees:

In the first step, the employees are selected from different dept. of nestle factory so as to develop an overall training Need Analysis Programmer. The selection of employees is based on their job position. Only Officers & Senior Officers are selected for TNA.

In Nestle, employees at different positions require different method of evaluation of their training needs. For this, the employees are basically divided in three categories: Managers & Assistant Managers Officers & Senior Officers Below officers

Managers & Assistant Managers

PDG On Line basis

Officers & Senior Officers

Performance Appraisal

Below Officers

Skill Matrix

This TNA is prepared for the officers & above officer level of employees with the help of PEPDG forms filled by their respective line managers. This requires a process which starts from January and lasts till December. PE is Performance Evaluation and PDG is progress development Guide.

PE is PDG is

Performance Evaluation Progress Development Guide

Performance Evaluation is a long process, which can be understood as:

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PERFORMANCE APPRASIAL PROCESS

Objective Setting

Year end review

Objective Setting:

The objectives are decided well in advance in the month of January-February. In this stage the responsibility is assigned to employees for achieving the goals.

Year End Review: At this last phase, the performance of employees is checked
that how much they contributed to achieve their objectives. If they were not able to achieve their objectives then the reasons are asked for non-fulfilment of their commitment. It is a sort of interview, which is undertaken by the line manager of different departments. This way, line managers fills a form on the basis of the performance of the employees, which specifies the success & failures of employees during the period. This is done only for the officers & senior Officers.

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Collection of data: Then data is collected about the strengths & weaknesses of the
employees. This data is secondary in nature.

The data is collected on the basis of performance appraisal. On the basis of this data, the needs of the employees regarding training are identified. This data is collected from the PA filled by the line manager for officers & above officers. The line manager fills this form on the basis of the performance of the employees & their future development needs. Method of data collection: PA forms filled by the line managers Collection of data: on the basis of the performance of employees or any other equipment or role in the form of comments. By Whom form is filled: By the line manager of different dept Target employees for Training need analysis: Officers & Senior officers through Moga Learning & Training Team This data includes whether the employee has learned something during his work and also applied it in future jobs or has showed dissatisfaction in his performance. The forms which are filled by the line manager for the officers & above officers also include some extra comments or remarks which are given by the line manager to the employee for some positive or negative aspects.

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Identifying strengths & weaknesses: Then

the strengths & weaknesses of the selected employees are identified with the help of the PE-PDG forms filled by the respective line managers and also from the comments & remarks given by them. These become the basis on which the training analysis is to be made. More and more stress is laid on removing the weaknesses of the employees and improving their efficiency.

Suggesting training programmes:

Then different training programmes are suggested to the employees by analyzing their strengths & weaknesses.

The different training programmes to be suggested to the employees are based on 13 major competencies, which are: Opening up Inspiring People Skills Dealing with others Adding Value

Opening Up:
Know yourself Insight Service Orientation Curiosity Courage

Inspiring Value:
Lead People Develop People Practice what you preach

Dealing with others: Proactive Cooperation Impact & Convince others

Adding Value:
Result Focus Initiative Innovation/ Renovation

Different training programmer was suggested to the employees such as: Communication Skills for Success Innovation & Renovation Time Management Negotiation Skills Advance Excel Skills Communication Skills- Presentation Skills
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Advance Power Point skills Coaching / Mentoring Communication Skills-Assertiveness Problem Solving / Analytical Skills

Communication Skills for success:

Effective communication is accurately transmitting the symbolic concepts in your brain to the brain of another person or persons. Communication is not effective if you only transmit your ideas. In order to have effective communication, the other person(s) must receive and interpret them as you intended.

In Nestle, the stress is given on improving personal skills as well as on professional skills. So, training is imparted on communication skills so that the employees can become able to present themselves in a better way & improve their business writing & can

become assertive.

Innovation and renovation:

i.e. any new idea, method device.

Innovation means- the introduction of something new

The future of many businesses depends upon their ability to innovate. Renovation on the other hand is the process of improving a structure. Nestle is continuously involved in encouraging employees to innovate new & different things so that their personal & business skills can be improved. Also, nestle is always concerned with improving the efficiency & productivity of employees in terms of quality & quantity. So, employees are also trained on this concept. The main objective behind this training is to improve the participants ability to stimulate creative thinking and apply this to solving business issues. It helps participant in challenging the norm and search out ways of doing things better.

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Negotiation Skills: It is a process by which the involved parties or group

resolve matters of dispute by holding discussions and coming to an agreement which can be mutually agreed by them. Negotiation is any activity that influences another person. Negotiation is a basic means of getting what you want from others.

The need for improving this skill in nestle employees is that they can present themselves with their projects in mind with greater confidence, so that they can be able to influence other parties. This way they can become confident enough to present their ideas that is beneficial for the company also. The main objective behind this training programme to make the employees master in negotiation skills, so that they can apply their learning in business environment.

Time management: Time management is the act or process of exercising

conscious control over the amount of time spent on specific activities, especially to increase efficiency or productivity. Time is crucial factor in every organisation. This is always uncertain & is very difficult to predict the time to be spent on a particular project. This is also imparted in Nestle so that their individual goals are clarified & so they can set priorities on this basis. This training helps in them in integrating their long term objectives with short term objectives & hence can create a work balance. This can be done with proper

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planning, monitoring, scheduling & prioritizing.

Excel is very important in any organization. In Nestle also, the employees are imparted training regarding excel skills. All the important work is done with the help of excel. This is very helpful for the employees in: Counting and summing formulas Conditional formatting Filters Protecting their spreadsheets Text manipulation Charting basics Array formulas etc.

Advance Excel Skills:

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Advance Power Point Skills: This is the time of Computers and everything is
being done in a much computerized way. PowerPoint presentations can be a very effective way to conduct business presentations. This is very important because it lays stress on: Visual & audio presentation Better understanding of concept Improving the participation of audience Careful review of subject under study

Coaching/ Mentoring: Coach is a person who guides and directs its subordinates
in performing their tasks effectively. In Nestle also, employees are given training regarding appropriate coaching practices. This helps them in becoming better coach by giving the employees proper time & attention & most importantly helping them master their work & grow their own knowledge & skills.

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Problem Solving Skills:

Problem solving is a mental process that includes problem finding and problem shaping. This skill is also developed in Nestle employees through some training as everyday they need to tackle to some new or old problem, as they are to take decisions on various aspects every day. So, the nestle employees are given training on various tools, styles & steps so that their problem solving & decision making skills can be improved.

Assertive communication can strengthen the relationships, reducing stress from conflict and providing employees with social support when facing difficult times. In Nestle, the training programmes are designed to let the employees reach at high level of communication with greater positive results. They are taught how a polite but assertive no to excessive requests from others will enable them to avoid overloading
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Communication skills for assertiveness:

their schedule and promote balance in their lives. Therefore, Assertive communication can also help them handle difficult family, friends and co-workers more easily, reducing drama and stress.

Communication Skills for Presentation skills:

It is very important for the employees to present themselves in a better way, so that they are able to let other persons understand them. Nestle employees are also given training on proper presentation skills, so that they are able to learn skills of: effective presentation design, delivering presentation, & seeking audience commitment for the desired result

Giving remarks and others: Preparing training calendar:

Then I gave remarks to all the employees regarding the specific training requirements and the major areas to be developed on them. Then we prepared the training calendar which shows the no. of persons under different training programmes. The training calendar gives a brief look on the training programmes to be conducted for the employees and the no. of employees under different training programmes.

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Identifying the no. of persons under different training heads according to their departments: Then we identified the no. of persons who
require attending specific training programmes. This shows which skills are required to be developed in the employees to improve their overall efficiency. Then the employees were identified according to their departments under different training programmes. This shows what type of training is required for a particular dept. i.e. on overall basis; a particular dept. is lacking in which skills and hence requires specific training programmes.

Age wise analysis of employees: Then training needs were identified

according to the age of employees. For this, the employees under different training needs were classified on the basis of their age, which shows what agegroup requires more of a particular training need.

Experience wise Analysis:

Then the training needs were identified according to the experience of employees in Nestle Moga Factory. Like age wise analysis, in this also the employees were classified on the basis of their Nestle Experience.

Graphic presentation of training needs:

Then we presented the training needs of employees in the form of bar diagram, which clearly depicts the training needs and the no. of employees from different departments under the programmes.

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Findings
Effective training leads employees towards achieving organisational goals in better ways. Training helps in enhancing the skills of the employees. Good Training develops positive attitude among the employees. Company provide good salary package to their employees. Employees have good coordination between each other.

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Suggestions
Training need programme must be designed and conducted scientifically and with good spirit and intention. Organizations should provide training need programme to cover the gap between the desires skills an actual skill in order to develop the employees competencies. Training need analysis process should be carried on with effective participation of workers. Training should be conducted in actual job environment to the maximum possible extent.

Employees should be motivated and encouraged to participate in training programme held by them.

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Conclusion
Training need analysis can be a fruitful tool for the company who wish to gain competitive advantage. There can be many uses of training program such as identification of capabilities of the employees and implementation of effective training and development programmers where employees are lacking succession planning. The skills which requires strong attention and in which immediate training is required are as follows: Product knowledge. Training in communications and presentations skills. Production knowledge.

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BIBILOGRAPHY
Kothari C.R., methods and techniques, New Delhi, new age international (P) ltd.1985. Gupta C.B., Human Resource Management, New Delhi, Sultan Chand & Sons 1996. Mamoria, C.b.gankar J.S Personnel management Mumbai: Himalaya Publishing House Edition Twenty Third, 2003. Aswattappa, K, Human Resource and Personnel Management, Tata Mcrgrawill, New Delhi, Edition 4th, 2005.

WEBLIOGRAPHY
www.wikepedia.com www.nestle.com www.nestle.co.in

www.scribd.com

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