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A

Project Study Report


On
Company Name

Titled

Training and development


Submitted in partial fulfillment for the
Award of degree of

Bachelor of Business Administration

Submitted to:

Submitted by:

Ms.Kajal

Chandni Kanoujia
BBA 3rd Year

APEX INSTITUTE OF MANAGE MENT & SCIENCE, JAIPUR


2010-2012

PREFACE

This policy provides Organization with set of Training and development practices
for the effective resourcing of employees in an efficient and fair manner. This
policy takes into account current employment legislation and must be
implemented in conjunction with the Equal Opportunities Policy.
All employees concerned with the recruitment of all established and temporary
employees, whether this is in a management or specialist role or providing
administrative support for a manager concerned with recruitment must become
familiar with this policy and ensure that they comply with the procedures, as
detailed below.
Organization are committed to constantly improving the academic standing,
performance and efficiency of the Candidate by attracting and recruiting high
caliber staff, who are the best candidates available for the job.

ACKNOWLEDGEMENT
It is a good opportunity for any aspirant who wants to enter the corporate world to
work on a project like this. The project enables to understand the importance of
recruitment process in the functioning of an organization.
First of all I would like to thank Ms. Nutan togarina who gave us this opportunity
to learn the subject in a more practical manner. I would also like to thank MR.
K.C.Kabra (Head - HR) from Saras Dairy who helped me in understanding the
recruitment in a more practical manner.
I would also like to thank the supporting Faculty Ms.Kajal for their help and
cooperation throughout her project.

EXCLUSIVE SUMMARY

Training and development is essential to effective Human Resources


Management. It is the heart of the whole HR systems in the organization. The
effectiveness of many other HR activities, such as selection and recruitment
depends largely on the quality of new employees attracted through the training
and development process.
Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training to increase their
awareness in the organization.
HR practitioners should be on the guard against all the malpractices and
advocate for professional approach through out the system. The HR should
indicate disagreement in the event that biasing toward certain candidates is
creeping in and point out the repercussions that may follow in terms of
performance and motivation.

It is the authors conviction that, the training and development process should be
seen in the context of ongoing staff planning that is linked to the strategic and
financial planning of the organization.

TABLE OF CONTENT
S. NO.
1.

Descriptions
Introduction to the industry

2.

Introduction to the Organization

3.

Research Methodology
1. Title of the Study
2. Duration of the Project
3. Objective of the Study
4. Types of Research
5. Collection Method and Sample Size
6. Scope of Study

4.

7. Limitation of Study
Facts and Findings

5.

Data Analysis and Interpretation

6.

Swot Analysis

7.

Conclusion

8.

Recommendation and Suggestion

9.

Appendix

10.

BIBLIOGRAPHY

Page no.

RAJASTHAN COOPRATIVE DAIRY FEDERATION JAIPUR


Dairy development was initiated by the state government in the early seventies
under the auspices of Rajasthan State Dairy Development Corporation (RSDDC)
registered in 1975. Two years later RCDF assumed responsibility for many of the
functions of RSDDC. It became the nodal agency for implementation of operation
flood in the state.
Rajasthan Cooperative Dairy Federation (RCDF) set up in 1977 as the
implementing agency for dairy development programmer in Rajasthan is
registered as a society under the Rajasthan cooperative societies act 1965.

STATE PROFILE
Rajasthan with a geographical area of 3,42,239 sq. kms is India's largest state
with population of 56 million and a density of 165 persons per sq. kms. The state
is characterised by diverse terrain ranging from desert and semi-arid regions of
western Rajasthan to the greener belts east of the Aravalis and the hilly tribal
tracts in the south-east.
More than 60 percent of the state's area is desert with sparsely distributed
population. Agriculture is dependent on rainfall and failure of monsoon causes
severe drought and scarcity conditions. It is deficient in water (the state has only
1% of total surface water). Ground water at many places is unfit for human &
livestock consumption.
After agriculture, cattle and other livestock are the most important sources of
livelihood in the state, especially for the poor. In the western regions of the state,
with limited farming potential, livestock provides livelihood security. Animal
husbandry is a more stable source of livelihood than farming since it is less
affected by failure of rains than is agriculture.Agriculture and dairying have
always been inter-dependent in the state. The cultivator depends largely on

bullock power for tillage, irrigation and carting. Milk and milk products constitute
the only source of animal protein for a sizable vegetarian population. Milk is also
an item of cultural importance. Milk products are a integral constituent of religious
ceremonies.
Animal husbandry contributes over 13% to the gross domestic product.
Rajasthan with the highest livestock population in India contributes nearly 40% of
wool production and 10% of all milk production in the country.
Notable cattle breeds of the state are Gir in Ajmer and Bhilwara, Tharparkar in
Jaisalmer, Barmer & Jodhpur, Haryana in Sikar, Jhunjhunu, Jaipur &
Ganganagar, Kankrej in Barmer, Jalore, Sanchor & Jodhpur, Rathi in Bikaner &
adjoining areas.
Amongst buffaloes surti buffalo is a distinguished breed found in Udaipur and
adjoining area.

BRIEF HISTORY
The program will equip the students with practical application skills relevant to
various situations.
The program is an attempt to bridge the gap between the professional world and
the academic institutions. It is a simulation of the real work environment and
enables students to experience the rigors of a professional organization.
I have completed my 2nd week project in Jaipur Dairy. I got different type of
knowledge in Jaipur Dairy. And met different type of workers in Jaipur Dairy they
gave me lot of knowledge day to day about financial system of Jaipur Dairy
reported in Jaipur dairy day to day when I did not go to Jaipur Dairy such
condition I reported to my faculty guide he have information about my day to day
performance in Jaipur dairy. Now I am mentioning report which I learned there till
now.
I started my project in Jaipur dairy and met Mr. R.N.Mittal who is a Dy.
Manager (F&A) .He gave me a project title Training and development and
he gave me annual report. Logistic of procuring milk from various rural
areas. And I learned about various types of milk collection centers. And they
collect the milk from different societies in Jaipur distt. in base of (1) Taking
Sample (2) Testing Fat and (3) SNF (Solid Note Fat) and they told me that
Society members and Jaipur Dairy follow this system. They take two types
of milk, Cow and Buffalo. Also got an opportunity to learn the Tally system
and its advantages in accounting system.
There are 2000 societies, there are 26 Dairies in Rajasthan, Head Office of all
Rajasthan dairies is RCDF (Rajasthan Cooperative Dairy Federation) and about
Establishment of society.
There are two types of suppliers of the milk regular and non regular suppliers
called POURER and non regular suppler called NON POURER. .Per day milk
collection is 5.75 lac/ltr in non session and in session 7.80 lac/ltr.which one
Pourer who supply daily then he can take Bonus.

EMT it is Fat Testing Machine, MCC:- Milk Collection Center, Cow milk fat
measurement point is 3.0% to 5.2% and buffalo 5.3%

to10%.secratry have

available purchase register to note day to day Transaction of Milk. And pourer
has pass books. Society collects the milk two time morning and evening. After
receiving milk by Jaipur dairy it decides three qualities sweet sour and curdle and
according to this payment to society is done. Women empowerment is given a
due weight age.
Wednesday 29th April 2009, Mr. Kailash Khangarot the corporate guide briefed
about some systems of milk collection in Jaipur Dairy :(1) Reception dock
(2) Lock Sheet
(3)Online programmed
(4) Variety of milk
(5) Plunger of milk
(6) EMT System
There are nine Chilling center under Jaipur dairy. Standard SNF is 8.7% . The
Jaipur Dairy milk

rates will be very important. The new rates would be affected

from 21-4-09.
Internal Audit is an important part of this system.

Mr.R.D.Jat (Designation

Cashier ).briefed about the transaction e.g. telephone, mobiles, medical claim
bills, of the employees and staffs. It is not more than 20,000 and about deposits,
about employees salary. How it is made.

Acquainted With The Dairy Industry In India


Indian Dairy Scenario:Lot of Indian people start day with tea & milk. Milk is an essential factor of our
daily life. In Indian milk business is very old business. Dairy business adopt

10

modern concept in 1970 with the help of national dairy develop board through
operation flood plan. in first section of this plane, ten state selected.
Our country is on first position in production of milk. But in field per capita
availability of milk we are very behind. In America per capita availability of milk is
almost 900gm while in India it is almost 200 gm. The ideal average per capita
availability of milk should be at least 250gm.
General review:

India dairy emerging as sunrise industry and contributes significantly in


generating small and marginal farmers of rural India, beside s providing
food security.

India is blessed with huge bovine population of 196million cattle and 80


million buffaloes accounting for 51% if Asia and 19% of world bovine
population the largest in the world.

Milk production in India has increased from 20 million tones to during 1970
to 77 million in 1999 which account for 20% of the worlds milk production
and stood in the worlds milk production and registering an annual growth
rate of 5% per year.

Indias dairy industry generates an annual business of nearly Rs. 88000


crore.

Dairy sector provides regular employment to 9.8 million people in principal


status and 8.6 million people in subsidiary status , which together
constitute 5% of total work force.

Dairy development owes much to the an and pattern of cooperative.

The dairy infrastructure now comprises 26 states federation, 170 district


milk unions and around 100000 village cooperative societies, through
which rural milk production and procurement system have been effectively
linked to urban markets consumption centers.

11

Of every 100 litters of milk produced, 44 liters were retained by the rural
fold and 56 liters were the marketable surplus for the urban area. Of which
only 10 liters was handled by the organized sector cooperative and
remaining by traditional sector.

Operation flood brought milk revolution in the country by transforming


dairying into a core economic activity. The main challenges before the
Indian dairy sector to improving quality, developing international accepted
products and stepping up global marketing strategy.

The future of Indian dairy industry is promising, since its de-licensing in


1992,the intrest of multinationals and Indian corporate in the industry has
been growing, and the industrys growth potential is high as there is
sufficient domestic demand and good scope for exports of milk and milk
products.

India is emerging as one of the largest and fastest growing consumers


market in the world with high income elasticity of demand of dairy product.
Indian dairying is energy efficient, labor intensive and ecological sound.

Over 80% of milk sold in urban & semi urban areas is non pasteurized
from unorganized sector. The overall market for liquid milk is growing 4%
per anum.

Similarly in Rajasthan, there is a co-operative federation, known as the


Rajasthan co-operative dairy federation (RCDF) which provides the milk to whole
Rajasthan with the help of the dairy unions, established in the different parts of
the state.
So before the starting we should know about the RCDF.

INTRODUCTION ABOUT RCDF


Dairy development was initiated by the state
government in the early seventies under the auspices of Rajasthan State Dairy

12

Development Corporation (RSDDC) registered in 1975. two year later RCDF


assumed responsibility for many of the function of RSDDC. It became the nodal
agency for implementation of operation flood in the state.
Rajasthan Cooperative Dairy Federation (RCDF) set up in 1977 as the
implementing agency for dairy development programs in Rajasthan is registered
as a society under the Rajasthan cooperative societies 1965

JAIPUR DAIRY AN OVERVIEW


Towards fulfillment of the national objective of making India self sufficient in milk
production, a small step was taken in March 1975 and Jaipur Zila Dugdh
Utpadak Sahakari Sangh Ltd., Jaipur (popularly known as Jaipur Dairy) was
registered under Cooperative Act 1965 to work in then Jaipur District. Initially this
union did not have the processing facilities. It started with a modest beginning of
procuring 250 liters of milk per day.
In june1981, Jaipur Dairy ltd. Plant was commissioned as a unit of Rajasthan
cooperative dairy federation ltd.Jaipur for processing and manufacturing milk
products. The initial handling capacity of the dairy plant was 1.5 Lakh Lt. per day
with a powder plant of 10 MT scapacities. Processing facilities of the dairy plant
presently include

multidimensional

activities

like

chilling, Pasteurization,

standardization, sterilization, production of Ghee, Butter (Salted / Unsalted),


Skimmed Milk Powder(SMP),

Indigenous fresh Milk Products (Paneer,

Shrikhand, Chhach (Plain / Salted), Lassi, Mawa (Khoa)& Dahi (Plain / Mishti)
and Aseptic Milk (which was handed over to Jaipur Dairy only in 1997-98).
The Dairy procures milk through its strong network of over 1200 Village level
Dairy Co-operative spread in Jaipur & Dausa district. Dairy arranges
transportation of milk from doorsteps of milk producers to the receiving point at

13

dairy plant and its chilling centers. Payments of milk are disbursed to the milk
producers on ten-day basis.
Procurement and input activities include Farmer's Organization, Input Services
like Animal Health Coverage, and Supply of balanced cattle feed and improved
fodder seeds to the members, Cooperative program, Training etc.
IN 1992, the Jaipur dairy ltd. Plant was handed over to Jaipur Zila Dugdh
Utpadak Sahakari Sangh Ltd., Jaipur. With the multiple increases in marketing of
milk and milk products and also in milk procurement, the capacity of the plant
was increased to 2.5 Lakh Lt. per day in 1998-99. To improve the quality of raw
milk, the Dairy has commissioned three chilling centers at Kaladera, Dudu &
Shahapura apart from enhancing the capacity Dausa milk chilling center.
Over the years, there has not been looking back for Jaipur Dairy and the
significant growth has been achieved during the year 1998-1998,monthaly sale
has been 143000 liter./day with peak milk procurements during besides the near
by sale milk unions like Sikar , Tonk , Sawaimadhopur and Bharatpur also sent
their milk to Jaipur Dairy ltd. For processing during peak flush season

The plant is managed and operated by well-qualified, competent and


experienced managerial cadre and highly motivated work force to provide highest
quality of products and best of the services to our esteemed customers.
To further improve the efficiency and effectiveness of the plant performance,
Jaipur Dairy (Jaipur Zila Dugdh Utpadak Sahakari Sangh Ltd., Jaipur) has
embarked on the implementation of ISO-9002 Quality Management Systems and
hazard, analysis and critical control points (HACCP) system in the plant
operation to eventually get international certificate.

14

QUALITY POLICY
The dairy believes the delighted customer is the only key for overall development
of the organization and their families.
This is achieved by:

Education milk producers for clean production.

Manufacturing and supplying milk and milk products and services of


consistent quality at comparative price.

Adopting innovative and modern technologies and system.

Developing committed work force.

Adoption of safety and environment friendly standards with help of


application of HACCP Principles.

15

16

Jaipur dairy is a registered under Rajasthan cooperative act and is owned by


thousands of its milk producers members. It works on world famous Amul
pattern. As all other cooperative dairies, Jaipur dairy is a part of three tier
structure i.e. dairy cooperative society at village level which form district level
milk producer union which are further federated in state level federation. All three
entities are autonomous and linked to each other by provisions of their byelaws.
Toward fulfillment of the national objective of making India self sufficient in
milk production , a small step was taken in March 1975 and jaipur Zila
Dugdh Utpadak sahakari sangh Ltd., Jaipur (populary known as Jaipur
Dairy ) was registered under cooperative Act 1965 to work in then Jaipur
District. Initially this union did not have the processing facilities . It started
with a modest beginning of procuring 250 liters of milk per day.
In june 1981 , Jaipur Dairy plant was commissioned as a unit of Rajasthan
cooperative federation Ltd. Jaipur for processing and manufacturing milk
and milk products. The initial handling capacity of the dairy plant was 1.5
Lakh Lt. per day with a powder plant of 10 MT per day capacity , which was
commissioned in the year 1981 under operation flood program 1 by National
Dairy Development Board for service of thousand of rural farmers families
of Jaipur.
Over the years, there has not been looking back for Jaipur Dairy and the
significant growth has been looking back for jaipur Dairy and the significant
growth has been made in all field i.e. procurement , processing and
production of various milk and milk products and marketing thereof under
the brand name of SARAS . The plant is managed and operated by wellqualified , competent

and

experienced

managerial

cadre

and

highly

motivated work force to provide highest quality of products and best of the
services to our esteemed customers.
Processing facilities of the dairy plant presently include multidimensional
activities like chilling , Pasteurization , standardization , sterilization , production

17

of ghee , Butter (Salted / unsalted) , skimmed milk powder (smp) , indigenous


fresh

milk

products (paneer , shrikhand , chhach (plain / salted) , lassi ,

mawa(khoa) & dahi(plain /mishti) and aseptic milk which was handed over
to Jaipur Dairy only in 1997- 1998.
This dairy procures milk through its network of over 1200 village level dairy
cooperation

spread

in

Jaipur

and

Dausa

District . Dairy

arranges

transportation of milk producers to the receiving point at dairy plant and


its chilling centers . Payments of milk are disbursed to the milk producers
on

ten

day

basis . Procurement

and input

activities

include

farmers

organization , input service like Animal Health Coverage and Supply of


balance cattle feed and improved fodder seeds to the member Cooperative
Develeopment Program Training etc

Besides dairy get milk from other

sister milk union through sate grid .


In april 1992 the Jaipur Dairy was handed over to Jaipur Zile Dugdh
Utpadak Sangh (Jaipur milk union ). With the multiple Procurement the
capacity of the plant was increased to 2.5 lakhs It. Per day in 1998-99.
To improve the quality of raw the Dairy has Commissioned Chilling
centers/Bulk Coolers at various places in the Shed.
Over the Years, there has not been Looking back for Jaipur Dairy and the
significant growth has been made in all fields i.e. Procurement, Processing
and Producation of various milk and Products and marketing thereof under
the brand name SARAS. The
qualified

competent

and

plant is manage and operated by well-

experienced

managerial cadre

and

highly

motivated work force to provide highest quality of productcts and best of


the services to our esteemed customers.
To

further

improve

the

efficient

and

effectiveness

of

the

plant

performance , Jaipur Dairy (Jaipur Zila Dugdh Utpadak sahakari sangh Ltd.
, Jaipur) had earlier obtainted the Quality Management Systems Certification

18

as per ISO 9002 : 1994 in combination with IS: 15000 (HACCP) in the year
2000. Now

the

dairy

has

upgraded

the system

in

accordance

with

ISO:9001:2000 in combination with (HACCP) as per IS:15000:1998.

THREE TIRE STRUCTURE


The dairy co-operative movement operates on three tier system wherein farmer
members own dairy co-operative societies (DCS) which own district milk
producer's union. The unions collectively own the RCDF.
It is a vertically integrated structure that establishes a direct linkage between
those who produce the milk and those who consume it.

Federation - Provides service & support to unions. Marketing within & outside
state, Liaison with government and NGO agencies, mobilization of resources &
coordinating & planning programmers / projects.

Union - Develops village milk cooperative network, procures milk from DCS,
processes & markets. Sale of cattle feed and related inputs, promotion of cross
breeding through AI and NS, promotion of fodder development and general
support & supervision to DCS.

DCS - Provides input services(AH, AI) to its members and procurement of milk.

19

The dairy co-operatives depict the following institutional


properties :

Democratically elected board of DCS, milk unions & Federation from


among their members.

Adoption of such bye laws which ensure democratic process on the


principles of cooperation.

Management & ownership of assets by the cooperatives.

Autonomy in pricing, marketing & appointment of personnel.

Employment of professional.

Total control of the organization is in the hands of its members.

20

2. INTRODUCTION TO THE ORGANIZATION


VISION:
After more than three decades of consolidation , Rajasthan cooperative
Dairy Federation (RCDF), ranks today as one of north indias leading milk
cooperative institution . This has been achieved by operating effectively and
by setting high standards expected by our customers. Enhancing product
range to cater to local tastes and national requirement is the foundation of
our marketing strategy. RCDF is committed to deliver the best of services
to the producer and quality products to the customer.
RCDF is committed to finding innovative methods to improve efficiency , to
broaden market base and garner consumer satisfaction. The customer and
milk producers have played a key role in the success and will continue to
expand on our role and services to help our growing customer-base in
their ever-changing needs for improved products.

MISSION:
RCDF had started the year 2008 on a positive note and believe that the
efforts and dedication of the team will significantly boost our service
delivering capability . Being a cooperative , our mission is to foster and
strengthen backward linkages too.

OBJECTIVES:
1. To

carry

out

activities

for

promoting

processing and marking of milk & milk

production , procurement ,
products for the economic

development of animal husbandry/farming community.


2. Development & expansion of such other allied activities as may be
conducive for the promotion of the dairy industry , improvement &

21

protection of

milch

animal

and

economic

betterment

of

those

engaged in milk production.


3. Organize and provide technical inputs.
4. Erection of Dairy , chilling plant , cattle feed plants for unions.
5. Study of problems of mutual interest of the federation and milk
unions.
6. Impart training and orientation to dairy co-operative members.
7. Advise , assist and guide milk unions.
8. Undertake audit and accounts supervision.
9. Encourage fodder production etc.

ACTIVITIES:
This Dairy procures milk through its strong network of over 1200 village
level Dairy Co-operative

spread in Jaipur & Dausa district. Dairy arranges

transportation of milk from door steps of milk producers to the receiving


point at dairy plant and its chilling centers. Payments of milk are disbursed
to the milk producers on ten-day basis.
Procurement

and

input

activites

include

Farmers Organization ,

input

services like Animal Health Coverage , animal breeding programme , supply of


balanced cattle feed and improved high yielding fodder seeds to the
members , Cooperative

institution building , Women

Dairy

cooperative

leadership programme and Training of DCS manpower and its committee


members etc.
Processing facilities of the dairy plant presently include multi dimensional
activities like chilling , pasteurization , standardization , sterilization , production

22

of ghee , butter (salted/unsalted) , skimmed milk powder(SMP) , indigenous


fresh milk products (plain/mishit) and aseptic milk (which was handed over to
jaipur dairy only in 1998).
To improve the quality of raw milk , the dairy has commissioned
chilling centers and installed bulk coolers at various places in the
milk shed.

PRODUCTION:
The installed capacity of jaipur dairy was 1.5 LLPD. The dairy plant was
commissioned in the year 1981 under of one . with the multiple increase in
marketing

of milk and milk products and also

in milk procurement , the

capacity of the plant was increased o 2.5 lakh Lt. per day in 1998-99 with
internal

human

and

financial

resources. The

production facilities

are

available and maintained in most hygienic manner as per laid down


procedures of quality management system.
Considering the growth in procurement and marketing , jaipur dairy has
prepared and initiated expansion plan for expanding the capacity to five
lakh ltr. Per day, with the help of NDDB jaipur dairy also has aseptic
packing station , which is a State of Art Technology and of very few in
the country.
The plant has been well maintain till date by our own technical staff. This
fact has been well accepted and acknowledged at recently held milk
seminar

at

Goa , when

jaipur

dairy

was

awarded

for

Best machine

Utilization
Jaipur Dairy has always stood to its commitment of fulfilling the demand
of Indian forces posted at front in the hour of need. The condition of

23

production facilities and production environment is being maintained in


perfect conditions till date.
This has resulted in other sister organization like MP federation and
Mother

Dairy

to

enter

into

time

agreement

with

Jaipur

Dairy

for

manufacturing the products under their respective brand names

MARKETING:
Jaipur Dairy sells its milk & milk products through a network of over 1800
retail outlets spread over jaipur city and near by 50 towns. The retailers are
the most important segments of jaipur dairy and are given all care and
attention . They are regularly

trained on various aspects of customer

satisfaction . We have ensured that the consumer should not travel / walk
more to fetch milk for his / her daily consumption.
With this intention , strong networks of retail outlets have been made.
Supply of liquid milk is made twice a day for benefit of the consumer.
Liquid milk is dispatched to rural area through a contracted fleet of
insulated vehicles. Jaipur Dairy was among the first 8 dairies to be selected
by NDDB for country wide launch of Mnemonic symbol campaign. This has
further given a big boost to the image of SARAS brand milk.
The milk and milk products are sold through a network of a mix of own ,
shop agencies , various institutions and saras milk parlors.
Jaipur dairy has taken utmost care to satisfy and delight its customers and
consumers. We have

launched

many

consumers incentive

and sale

promotion schemes during last few years like Double Dhamaka , Tripal
Dhamaka , home delivery schemes etc. The customer satisfaction index is
an indicator of the performance of the Jaipur Dairy .

24

Jaipur dairy has also started marketing ghee in rural area through dairy
cooperative societies . The result of the same have been overwhelming and
presently the firm is selling over 70 MT per month of ghee through DCSs.

SERVICES :
QUALITY:
Jaipur dairy has got a sophisticated quality control tests related with milk
and milk products . The QC lab also carry quality tests for various
packaging material , ingredients , chemicals used in Jaipur dairy . The services
of the QC lab is also used for Laboratory , which is equipped to carry out
almost all the chemical and bacteriological carrying
Our consumer awareness programs like Dudh Ka Dudh pani ka pani . we
also have facility for general public for getting their milk/ghee samples
tested in our QC lab free of cost.

Engineering:
The lifeline of jaipur dairy i.e. steam , water and refrigeration is provided
and maintained by the Engineering section . Apart from this , this section
does regular maintenance both preventive and corrective , only. Considering
the perishable nature of milk , the engineering section has to be on its toes
always.

25

The section is managed by well-qualified and experienced manpower. Which


are at par with any professional organization .

Human Resource Development:


Jaipur dairy has always considered its staff member as an asset. Various
programs
employees

are

run

on

continuous basis

high. Without the positive

for

support

keeping
of

the

the

morale

employees ,

of
the

success story of jaipur dairy would not have been possible.


For the last few years, more emphasis is being given on employees
training in the field of attitude , customer relations, positive thinking , time
management , stress management and team building etc. apart from technical
subjects. Employees are being made aware of such subjects either by
nominating them

to

seminars. Also experts

various

training

organizations

and

workshops &

are being invited to conduct in house works HRD

cell also, which circulate good and readable articles to employees for selfdevelopment.

Human Resource Management is the backbone of any organization and its


success mainly depends on the manpower. The ability and potentiality of
personnel must be matched with the requirement of the positions in the
organization. This necessitates the significance of effective and efficient
recruitment process. The organization has to see that right person has to get
right job. The candidates attitude about the job and organization goals should
match.
Human Resource Management has become one of the most discussed
approaches to the practice and analysis of the employment relationship in
western market economies over past few decades.

26

Human Resource Management has become pervasive and influential


approach to the management of employment in a wide range of market
economies. Economies, which once seemed to enjoy a distinctive successful
pattern of employee management against a background of economic growth,
have been attracted to the debate of those economies like India, which, have
struggled with a problematic employment relationship and low growth.
In a broad sense, Human Resource management is a responsibility of all
those who manage people as well as being a description of the work of those
who are employed as specialists. It is that part of management, which is
concerned with people at work and with their relationship with an enterprise. It
applies not only to industry and commerce but also to all fields of
employment.
DEFINITIONS
Human Resource Management is that part of management concerned with
people at work and with their relationship into an effective organization; the
men and women who makes up an enterprise and having regard for the wellbeing of the individual and of working groups, to enable them to make their
best contribution to its success.
Institute of Personnel Management, London, UK.

Human Resource management is the planning, organizing, directing and


controlling of the procurement, development, compensation, integration,
maintenance and separation of human resources to the end that individual,
organizational and societal objectives are accomplished.
Edward Flippo.

27

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT


Objectives are predefined goals to which individual or group activity in an
organization is directed. Organizational objectives and individual and social
goals influence objectives of HRM. Some of them are as follows.

To create and utilize an able and motivated workforce, to accomplish the


basic organizational goals.

To create facilities and opportunities for individual or group developments


so as to match it with the growth of the organization.

To identify and satisfy individual and group needs by providing adequate


and equitable wages, incentives, employee benefits and social security
and measures for challenging work, prestige, recognition, security and
status.

To strengthen and appreciate the human assets continuously by providing


training and developmental programmers.

To maintain high employee morale and sound human relations by


sustaining and improving various conditions and facilities. Also provide
fair, acceptable and efficient leadership.

To establish and maintain sound organizational structure and desirable


working relationships among all the members of the organization.

28

Training and Development: Introduction


Training and development play an important role in the effectiveness of
organizations and to the experiences of people in work. Training has implications
for productivity, health and safety at work and personal development. All
organizations employing people need to train and develop their staff. Most
organizations are cognizant of this requirement and invest effort and other
resources in training and development. Such investment can take the form of
employing specialist training and development staff and paying salaries to staff
undergoing training and development. Investment in training and development
entails obtaining and maintaining space and equipment. It also means that
operational personnel, employed in the organizations main business functions,
such as production, maintenance, sales, marketing and management support,
must also direct their attention and effort from time to time towards supporting
training development and delivery. This means they are required to give less
attention to activities that are obviously more productive in terms of the
organizations main business. However, investment in training and development
is generally regarded as good management practice to maintain appropriate
expertise now and in the future.

WHAT IS TRAINING?

TRAINING
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and
behaviors to enhance the performance of employees.

29

Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it

Its not where you want to go, but its knowing how to get there

Its not how high you want to rise, but its knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an
outcome

Its not what you dream of doing, but its having the knowledge to do it

It's not a set of goals, but its more like a vision

Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or
bad the current situation looks) at present, and where you will be after
some point of time.
Training is about the acquisition of knowledge, skills, and abilities (KSA)
through professional development.

TRAINING

30

PROCESS
ASSESSMENT PHASE

Assess training need of different group of employee


Define objectives

31

PLANING TRAINING
Design training programme
Define Methods, content of programme
About trainer
Place and time of training programme
CONDUCT OF TRAINING
EVALUATION
Evaluation of training programme
Check- objective are achieved?

Needs Assessment:
Needs assessment diagnoses present and future challenges to be met through
training and development Needs assessment occurs at two levels- Group and
individual.
An Individual obviously needs training when her or his performance falls short of
standards i.e. when there is performance deficiency
Assessment of training needs occurs at the group level too. Any change in the
organizations strategy necessitates training of group of employees.

Training Objectives:
To raise the productivity: Increased human performance often directly
leads to increased operational productivity and increased company profit.

32

To improve quality in work: Improvement in quality may be in relation to


companys product / service.

To improve health and safety: Proper training can help prevent industrial
accidents.

Outdated prevention: Training and development programmes foster the


initiative and creativity of employees and help to prevent manpower

To improve organization climate: An endless chain of positive reactions


results from a well-planned training programme. Production and product quality
may improve, financial incentives may then be increased, and less supervisory
pressure may result.

Personal Growth: Management development programmes seem to give


participants a wider awareness, an enlarged skill, and enlightened altruistic
philosophy, and make enhanced personal growth.

SELECTION OF TRAINEES

Trainees should be selected on the basis of self-nomination, recommendations of


supervisors or by the HR department itself.

33

SELECTION OF TRAINERS
Training and development programmes may be conducted by several people,
including following
1. Immediate supervisors,
2. Co-worker,
3. Members of the personnel staff,
4. Socialists in other parts of the company,
5. Outside consultants,
6. Industry associations,
7. Faculty members at universities.
Large organizations generally maintain their own training departments whose
staff conducts the programmes.

Training is a sub-system of the organization because the departments such as,


marketing & sales, HR, production, finance, etc depends on training for its
survival. Training is a transforming process that requires some input and in turn it
produces output in the form of knowledge, skills, and attitudes (KSAs).
THE TRAINING SYSTEM
A System is a combination of things or parts that must work together to perform a
particular function. An organization is a system and training is a sub system of
the organization.
There are 4 necessary inputs i.e. technology, man, material, time required in

34

every system to produce products or services. And every system must have
some output from these inputs in order to survive.

The output can be tangible or intangible depending upon the organizations


requirement. A system approach to training is planned creation of training
program. This approach uses step-by-step procedures to solve the problems.
Under systematic approach, training is undertaken on planned basis. Out of this
planned effort, one such basic model of five steps is system model that is
explained below.
employees requirement, who needs training, what do they need to learn,
estimating training cost, etc The next step is to develop a performance measure
on the basis of which actual performance would be evaluated.
1. Develop- This phase requires listing the activities in the training program that
will assist the participants to learn, selecting delivery method, examining the
training material, validating information to be imparted to make sure it
accomplishes all the goals & objectives.
2 Implementing is the hardest part of the system because one wrong step can
lead

to

the

failure

of

whole

training

program.

3. Evaluating each phase so as to make sure it has achieved its aim in terms of
subsequent

35

work

performance.

Making

necessary

Transitional model-

Transitional model focuses on the organization as a whole. The outer loop


describes the vision, mission and values of the organization on the basis of which

36

The mission, vision, and values precede the objective in the inner loop.
This model considers the organization as a whole. The objective is

37

formulated keeping these three things in mind and then the training model
is further implemented.

Instructional System Development model


Instructional System Development model or ISD training model was made to
answer the training problems. This model is widely used now-a-days in the
organization because it is concerned with the training need on the job
performance. Training objectives are defined on the basis of job responsibilities
and job description and on the basis of the defined objectives individual progress
is measured. This model also helps in determining and developing the favorable
strategies, sequencing the content, and delivering media for the types of training
objectives to be achieved.

PLANNING This phase consist of setting goal of the learning outcome,


instructional objectives that measures behavior of a participant after the training,
types of training material, media selection, methods of evaluating the trainee,
trainer and the training program, strategies to impart knowledge i.e. selection of
content, sequencing of content, etc.

38

DEVELOPMENT This phase translates design decisions into training material.


It consists of developing course material for the trainer including handouts,
workbooks, visual aids, demonstration props, etc, course material for the trainee
including handouts of summary.

EXECUTION This phase focuses on logistical arrangements, such as


arranging speakers, equipments, benches, podium, food facilities, cooling,

39

lighting, parking, and other training accessories.

EVALUATION The purpose of this phase is to make sure that the training
program has achieved its aim in terms of subsequent work performance. This
phase consists of identifying strengths and weaknesses and making necessary
amendments to any of the previous stage in order to remedy or improve failure
practices.

Importance 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 goals.

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.

Productivity Training and Development helps in increasing the productivity of


the employees that helps the organization further to achieve its long-term goal.

40

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.

Productivity Training and Development helps in increasing the productivity


of the employees that helps the organization further to achieve its long-term goal.

41

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

42

METHODS OF TRAINING:
On-the-job training: Almost every employee, from the clerk to company
president gets some on-the-job training ,when he joins a firm. Under this
method, an employee is placed in a new job and is told how it may be performed.
It is primarily concerned with developing is an employee skills and habits
consistent with the existing practices of an organization, and with orienting him to
his immediate problems.

Vestibule training (training-centre training): Vestibule training method


attempts to duplicate on-the-job situation in a company classroom. It is a
classroom training which is often imparted with the help of equipment and
machines which are identical with those in use in the place of work. This methods
enables the trainee to concentrate on learning the new skill rather than on
performing an actual job. Theoretical training is given in the classroom while the
practical work is conducted on the production line. t is a very efficient technique
of training semi skilled personnel e.g. clerk, machine operation , testers, typists
etc. Training is in the form of lectures, conferences, case studies, role-playing
and discussion.

Demonstrations and examples: In the demonstration techniques, the


trainer describes and displays. When he teaches an employee how to do
something by actually performing activities himself and by going through a stepby-explanation of why and what he is doing. Demonstrations are effective
techniques in teaching as it is easier to show a person how to do a job then to tell
him or ask him to gather instruction from the reading material. Demonstrations
are often used in combination with lectures, pictures, text materials, discussions
etc.

43

Simulation : Simulation is a technique which duplicates the actual condition


encountered on a job. Trainees interest and employees motivation are high in
simulation exercises because he actions of a trainee closely duplicate the real
job conditions. This method is essential in cases in which actual on-the-job
practice might result in a serious injury, a costly errors. This technique is a very
expensive one.

Apprenticeship : Apprenticeship training is the oldest and most commonly


used methods. It is a training in crafts, trades and in technical areas. A major part
of training time is spent on-the-job production work

Classroom training:
a) Lectures: Simplest way of imparting knowledge to trainees is by
lecture. Concepts or principles, attitude, method can be useful
when large group are to be taught. The lecture method can be
useful when large groups are to be trained within a short time, thus
reducing the cost per trainee.

b) The Conference Method : In this technique, the participating


individuals confer to discuss points of common interest to each
other. Conference is a formal meeting, conducted according to
organized plan.

c) Seminar or team discussion : There are different methods of


conducting seminar. It may be based on paper prepared by one or
more trainees on the subject in consulting with the person in charge
of the seminar.

44

d) Case studies : The person in charge of training make out a


case, provides necessary explanations, initiates the discussion
going. When the trainees are given cases to analyze. They are
asked to identify the problem and recommend tentative solutions.

e) Role Playing : in role playing , trainees act out a given role as


they would in a stage play. it basically involves employee-employer
relationships haring, firing, interviews disciplining etc.

f) Programmed instruction method :

A programmed

instruction involves breaking information down into meaningful units


and then arranging these in a proper way to form a logical and
sequential learning programme or package.

g) T-group training : This comprises of Audio-visual aids and


planned reading programmes.

Training as Consultancy
Training consultancy provides industry professional to work with an
organization

Estimation

in

achieving

of

its

training

and

development

Training

objectives.

Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is
in customer education, while only 42 percent of the market is in employee
education.
The training consultancies offer various benefits such as:

45

The various courses that consultancies offer are:

Business Training Courses


o

46

Management Development

Conflict Management

Managing Diversity

Project Management

Stress Management

Time Management

Senior Management Workshops

Sales

Negotiation Skills

Sales Technique

Customer Care

Customer Care Training

Managing Customers

Human Resource

HR Administration

Induction Training

Recruitment & Selection

Successful Appraising

Personal Development Courses


o

Workshops on:

Assertive Skills

Building Confidence

Coping with Change

Interview Techniques

Maximize Potential

One to One Coaching

Focused entirely on personal objectives

Move forward at individual pace

Material used in tailor made to specific development


Need

47

A strict code of confidentiality

Importance of Training Consultancies


2

It helps in enhancing companys image

It helps in strengthening the team spirit

It helps in applying knowledge, developing core competencies, and

reducing work load


5

It helps in improving the work relations

It helps in developing focused and inspired staff

It leads to greater chances of success

Consultants can provide help on following areas:


8

Management Development

Team Building Leadership

10

Health & Safety Training

11

Interpersonal Skills

12

Sales Training

Training Implementation
To put training program into effect according to definite plan or procedure is
called training implementation. Training implementation is the hardest part of
the system because one wrong step can lead to the failure of whole training

48

program. Even the best training program will fail due to one wrong action.

Training implementation can be segregated into:

Practical administrative arrangements

Carrying out of the training

Implementing TRAINING
Once the staff, course, content, equipments, topics are ready, the training is
implemented. Completing training design does not mean that the work is
done

because

implementation

phase

requires

continual

adjusting,

redesigning, and refining. Preparation is the most important factor to taste the
success. Therefore, following are the factors that are kept in mind while
implementing

training

program:

The trainer The trainer need to be prepared mentally before the delivery
of content. Trainer prepares materials and activities well in advance. The
trainer also set grounds before meeting with participants by making sure that
he is comfortable with course content and is flexible in his approach.

Physical set-up Good physical set up is pre requisite for effective and
successful training program because it makes the first impression on
participants. Classrooms should not be very small or big but as nearly square
as

possible.

This

will

bring

people

together

both

physically

and

psychologically. Also, right amount of space should be allocated to every


participant

49

Establishing rapport with participants There are various ways by


which a trainer can establish good rapport with trainees by:

Greeting participants simple way to ease those initial tense moments

Encouraging informal conversation

Remembering their first name

Pairing up the learners and have them familiarized with one another

Listening carefully to trainees comments and opinions

Telling the learners by what name the trainer wants to be addressed

Getting to class before the arrival of learners

Starting the class promptly at the scheduled time

Using familiar examples

Varying his instructional techniques

Using the alternate approach if one seems to bog down

Reviewing the agenda At the beginning of the training program it is very


important to review the program objective. The trainer must tell the participants
the goal of the program, what is expected out of trainers to do at the end of the
program, and how the program will run. The following information needs to be
included:

Kinds of training activities

Schedule

Setting group norms

Housekeeping arrangements

Flow of the program

50

Training Evaluation
The process of examining a training program is called training evaluation.
Training evaluation checks whether training has had the desired effect. Training
evaluation ensures that whether candidates are able to implement their learning
in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation


The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the


objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired


knowledge, transfer of knowledge at the work place, and training.

51

Control: It helps in controlling the training program because if the training is


not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee)


uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are


aligned with the expected outcomes.

Process of Training Evaluation


Before Training: The learner's skills and knowledge are assessed before the
training program. During the start of training, candidates generally perceive it as
a waste of resources because at most of the times candidates are unaware of

52

the objectives and learning outcomes of the program. Once aware, they are
asked to give their opinions on the methods used and whether those methods
confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase


usually

consist

of

short

tests

at

regular

intervals

After Training: It is the phase when learners skills and knowledge are
assessed again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at individual
department and organizational levels. There are various evaluation techniques
for this phase.

53

Techniques of Evaluation
The various methods of training evaluation are:

Observation

Questionnaire

Interview

Self diaries Self recording of specific incident.

Positive Personal Qualities Of Trainee

Willingness to learn

Communication/Listening skill.

Enthusiasm/Motivation

Positive outlook

Responsible/Reliable

Analytical skills

Loyalty/Dedication/Integrity

Flexible

Confident

54

Training and Development

Training and Development to the various categories of posts and grade there in
shall be made in accordance with the Rules appended with these rules and made
here-after by the Federation from time to time.

Employee Training Needs Assessment

A "training needs assessment", or "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 discrepancies

Causes

of

performance

Reasons to conduct training needs analysis


Identify the deficiencies
Determine whether employees lack KSAs
Benchmark for evaluation of training
Makes sure training is provided to the right people
Increases the motivation of training

55

discrepancies

Training needs analysis includes:

ORGANIZATIONAL ANALYSIS It includes the analysis of

Mission & strategies of organization

The resources and their allocation

Internal environment- attitudes of people

OPERATIONAL ANALYSIS

Determine KSAs required for standard performance

Job analysis

PERSON ANALYSIS

Specific areas of training required by the individual

Whether an individual is capable of being trained

The data regarding the person analysis can be collected through

Performance data

Behavioral and aptitude tests &

Performance appraisal

Performance appraisal can significantly help in identifying the training


needs of the employees. Performance appraisal helps to reveal the

56

differences and discrepancies in the desired and the actual performance of


the employees. The causes of the discrepancies are also found whether they
are due to the lack of adequate training or not. The employee can also tell
about his training requirements (if any) in his self appraisal. A performance
appraisal after the training program can also help in judging the effectiveness
of the program.

Identity Cards, Temporary permits, Entry, Exit and Search:

Every workmen whether permanent, probationer, temporary, casual, apprentice


or trainee, or badli shall be issued an identity card or temporary permit, provided
that in the cases of casual workmen. Who have to work for a very limited period,
a temporary permit may be issued, in the name of the section officer concern to
cover a group of them, The identity card / temporary
permit issued to an individual workmen shall bear the workman name,
designation, signature any identity marks and his photograph and shall be signed
by the authority duty authorized by the managers in this behalf.
The identity cards and temporary permits shall serve as individual Gate passes
permitting the holders there of to enter and remain within the precincts of the
works posted in connection with their work.
The initial issue of identity cards / temporary permits shall do free of charge. If
the identity card / temporary permit is lost or damaged by the workmen, he shall
be liable to pay a sum of rupee one for the issue of a new identity card and a
sum of 25 paisa for the issue of new permit.
Identity cards / temporary Permits are not transferable and shall be valid only in
respect of the particulars workman in whose favor it is issued.

57

Every workman shall keep in his possession identity card / temporary permit
issued inn his favor and he shall show it to any person authorized to inspect it,
while the workmen is entering or leaving, the establishment the workshop at any
gate put up for the purpose of checking or while in his workshop or the precincts
there of and small subject himself to search as may be desired by manager.
The identity card / temporary permit issued to a workman shall remain the
property of the federation and every workman shall, on the suspension from
services, surrender it to the manager.
If a workman, who surrenders his identity card / temporary permits as results of
suspension from service by the order of the employer is required to attend the
establishment at his request or under instruction from him a temporary permit
shall be issued in his favor.
Publication of working times:
The period and hours of work and intervals for rest for all classes of workman in
each shift, each section and weekly days of rest shall be exhibited in Hindi and
English on the notice board.
Notice of instruction regarding attendance, departures etc.:
All the workman shall comply with instruction issued from time to time relating to
the recordings of time of arrival for work and departure from the place of work,
notified on the notice boards.
Shift Working: More then one shift may be worked in any plant or section of an
establishment at the disc retain of the Manager or General Manager. Notice
showing the shifts worked in each plant or section of an establishment shall be
posted on the notice board of the plant or section concerned.

58

The manager shall be entitled by notice to be pasted on the notice board of the
plant or section of the establishment concerned to alter or very the shifts and the
hours of workings of each shifts, at its discretion and workman shall be liable to
be transferred from one shift to another, at the discretion of the manager.
Workman shall not change their shifts without permission of the head of the
action concerned.
Shifts working may be discontinued or the number of shifts reduces at any time,
with notice of 21 days in accordance with section 9A of the Industrial Dispute Act.
If shift working is restarted or the reduction in the number of
Shifts is restored, the managers shall give a weeks noticed thereof by posting
such notice at the main entrance of the establishment and the Time Keepers
office, if any

Publication of Wage Rate:

Rate of wages payable to all classes or workmen in the various categories


and grades shall be displayed on the notice board.

Safety and sanitary precautions:

59

Every workman shall observe all safety and sanitary rules, regulations and orders
as notified from time to time and use safety and sanitary equipment and devices
provided for the purpose.

Periodical medical examination:

Every workman shall submit himself for periodical medical examination as and
when required by the manager.

Festival Holidays:

There shall be eight festival holidays with wages. Out of these eight days, the
Republic Day, Independence Day and Mahatma Gandhis birthday shall be
allowed without option and the rest of the days shall be fixed by consolation or
local custom, which shall be notified in the month of January every year.

Transfer:

Workman may be transferred due to exigencies of work from one Dairy,


Department, section or job to another belonging to the Federation provided that
the pay, grade, continuity and conditions of service are not adversely affected by
such transfers.

Leave:

60

Annual leave with wages will be allowed according to provisions in chapter-viii of


the factories Act, 1948. Worker who desired to obtain leave of absence shall
apply to the Manager in writing stating therein the purpose for which leave is
requested. The period of leave and also the address where the leave is sought to
be enjoyed shall be stated in the application.
Application for leave must in normal case be made a week before the date the
leave is to commence and the applicant-shall not enjoy such leave unless it is
sanctioned in writing.
In case of refusal to grant the leave the authority refusing leave shall also state
the reason for such refusal in the register to be maintained for this purpose. If the
applicant so desires, a copy of the entry in the register shall be supplied to him.
Absence beyond the period of the original leave or extension if not granted shall
render the workman as absentee and he shall lose his lien in his appointment
unless:He returns within eight days of the expiry of the leave and
Explains to the satisfaction of the Manager of his inability to return in time.
Leave account of the workers shall be maintained by the Manager.

Casual Leave:

61

A workman, who has completed 240 days in a calander year, shall be granted
casual leave of absence not exceeding 10 days in the aggregate in the
subsequent calendar year. Such leave shall not be for more then three days at a
time expect in case of sickness.
Maternity leave will be regulated by the Rajasthan Maternity Benefit Act,1953.

Age of Superannuation:

The age of retirement on superannuation of a workman shall be 55 years.

Retiral Benefits

The retirement benefits will be paid in accordance with the payment of gratuity
Act, 1972 and Employees Provident Fund Act, 1952.

Termination of employment:

For terminating employment of a permanent workman, one months notice in


writing shall be given either by the employer or the workman or one months pay
may be paid in lieu of notice, as the case may be.
Workman employed on a special contract shall be governed by the terms of that
contract.

62

The services of a workman shall not be terminated as a punishment unless he


has been given an opportunity of explaining the charges of misconduct alleged
against him, in the manner prescribed in Rule No. 26.
The sevices of the workman having continuous absence for more than 7 days
without permission or without satisfactory cause shall automatically stand
terminated and his lien to the service will stand broken.
A probationer shall not be entitled to any notice or pay in lieu thereof if his
services are terminated.

63

3. REASEARCH METHODOLOGY

As the title of the project suggests the purpose to study the training in saras
Jaipur.
Research comprise defining and redefining problems, formulating hypothesis or
suggested solutions; collecting, organizing and evaluating data; making
deductions and reaching conclusions; and at last carefully testing the conclusions
to determine whether they fit the formulating Hypothesis.
In short, the search for Knowledge through Objective and Systematic method of
finding solutions to a problem is Research.

3.1 Title of the study


Training and Development

3.2 Duration of the project


The duration of the programme was of 45 days,
As there was lots of experienced to be gained in those 15 days.

3.3 OBJECTIVE OF THE PROJECT


Primary objective

To find out the process of training

in the organization for the overall

development of the employees in the organization.

64

Secondary objective

Find out the importance of training in the organization.

Understand critically the various methods of training for the executives

Find out the necessity of training in the organization

3.4 RESEARCH DESIGN


Type of Research: - Descriptive research
Descriptive research is also called Statistical Research. The main goal of this
type of research is to describe the data and characteristics about what is being
studied. The idea behind this type of research is to study frequencies, averages,
and other statistical calculations. Although this research is highly accurate, it
does not gather the causes behind a situation.
The regular training of the employees and the Line Managers revealed about the
various strategies involved in performing business activities and gathering data
using various techniques and software applications
Descriptive research includes Surveys and fact-finding enquiries of different
kinds.

The main characteristic of this method is that the researcher has no

control over the variables; he can only report what has happened or what is
happening.

65

3.5 SAMPLE SIZE AND METHOD OF SELECTING SAMPLE


There are two types of data:

PRIMARY DATA
The data that is collected first hand by someone specifically for the purpose of
facilitating the study is known as primary data. So in this research the data is
collected from respondents through questionnaire.

SECONDARY DATA.
For the company information I had used secondary data like brochures, web site
of the company etc.
The Method used by me is Survey Method as the research done is Descriptive
Research.

METHOD USED FOR DATA COLLECTION:Questionnaire and data available with the management.

Formulation Of Objective:After taken the project we formulate the objective.


Objective of the project:
To study the effectiveness of the training imparted by NIS- Sparta and its
resultant in the performance of the employees.

To know the perception of the employees regarding training methods in


Reliance Communication.

66

To identify how training assists the employees to acquire skills,knowledge and


attitude and also enhance the same.
To study whether training helps to motivate employees and helps in avoiding
mistakes.

6. Sample Size:Sample can be defined as the selection of a part or a group or an aggregate with
a view in obtaining information about the whole population.
For knowing the mind share of different brands we should target more population
but because of lack of time we took sample of 25 people.

(3) Design Of The Questionnaire:The questionnaire is the most common tool in collecting data, so it should be
carefully developed, tested and debugged before they are administered on a
large scale.

(4) Research Instrument:Questionnaires and information from the management

(5) Analyzing The Information:-

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(6) Data Tabulation:We arrange the data in the form of table.

(7) Analysis:After tabulation we analyze the data with the help of pie chart because in pie
chart it was easy to understand every thing in percentage as well as it gives
better picture.

(8) Conclusion:On the basis of finding there should be a short summary.

(9) Recommendation:Should write some suggestion, as given by analysis of the data by the
management and the questionnaire.

RESEARCH INSTRUMENTS
Selected instrument for Data Collection for Survey is Questionnaire.

SAMPLE SIZE:
The survey is conducted among 155 respondents.
Simple statistical tools have been used in the present study to analyze and
interpret the data collected from the field. The study has used percentile method
and the data are presented in the form of diagrams.

68

3.6 SCOPE OF THE STUDY


This study helps in finding out the satisfaction of most important resource that is
human resource in SARAS
This also helps in finding the effect nessecity of human resource policies in
organization.
The study provides knowledge of various products & turnover of the SARAS .
The study helps to learn of work culture of organization.
The study also helps to learn what are the various benefits available to the
advisor in an organization.
The study also helps the company to be aware of important that its has to make
in its incentives plan.

3.7 Limitations of study

The study could not be made that comprehensive due to time constraints. Some
customers feel uncomfortable to reveal some personal information relating to
income etc. it might have happened that some more essential information could
have been collected.

Time consuming.

Biases and non-cooperation of the respondents.

Financial constraint.

Geographical selectivity in study limiting to Delhi city only.

People are not interested in training.

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4. Facts & Findings


The following trends are being seen in training and development:

4.1 Major findings:


Employees

are content with the way the training is conducted.


The

cooperation between the colleagues and the level of support they share
with each other binds them in an attachment towards the company.
Regional

behavior and language influence is higher during training and even


after delivering their language; the desired effects are not seen.
Some

of the superiors do not bother to make Development Action Plans and


submit to the trainers.
The

training is mainly conducted all around India, the trainers have to travel but
sometimes the logistics and arrangement is non-satisfactory.
The

findings from the data analysis from the questionnaire show a positive
improvement, enhancing and overall rating about the training programme.
The

reality learning and simulations were thoroughly enjoyed by the


employees who have received it.

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Data Analysis and interpretation


Training program in business organizations are taking new shapes and
dimensions, which one has to consider while dealing with the activities of training
and development in the field of human resources.
Training is so crucial that there is no need to mention its significance to the
organization and as well as to the individual employees. Training begins right
from the recruitment of an employee and follows thought the life span of the job
of each employee of that organization.
Training has bundles of numbers of actions to be performed in daily routine work
and hence lot of quality, efficiency depends upon the performance level of the
employee.
Organization are very keen as far as training of employees are concerned and
are always ready to spend what it takes to train and develop the employees in
best concerned with the favor of the organization.
Here we come to know the willingness of the organization regarding the
employees and the cost they are bearing for that purpose. A good management
always tries to cut down the unnecessary and unwanted expenditure of money.
Hence if this area of management is taken care of and a very well planned and a
highly systematic initiative can result in heavy saving, in other words earning a
healthy profit.

Analysis and interpretation of trainees questionnaire:

Table

1 On

:Represent
s

the

different

71

Job Classroom

Training

training

Both

methods of
training
and

its

convenien
ce to the
employees
. Method
No
of 50

35

15

employees

The above figures show preference on the modes of training and it is found
people prefer more on the job training.

Table

: Convenient

Disturbing

Average

30

05

Represents
the rating of
training
schedule.
Rating

of

training
No

of 65

employees

INTERPRETATION
Almost all the employees say that they were satisfied with the way the training
activities are conducted while some people were dissatisfied.

72

Table

4: Yes

No

May be

Represents
the degree

Observation and

of
developme
nt

findings

among

the
employees

Though

by and large,

after

substantial number of

the

training

employees are content

was given.

with the way the training

Employees

is conducted, still there

response
No
of 70

is a scope to analyze at
10

employees

20

micro level whether the


negatives

respondents

were either non attentive confronted confused or otherwise. based up on the data
there is a scope to take corrective action.
The

cooperation between the colleagues and the level of support they share
with each other binds them in an attachment towards the company. However
progressive feedback relating to change in the behavioral pattern and scope for
redesigning subsequent training programs need to be examined & explored in
proper perspective
Regional

behavior and language influence is higher during training and even


after delivering their language; the desired effects are not seen.
Some

of the superiors do not bother to make Development Action Plans and


submit to the trainers. The statc and superficial approach of the supervision
needs to be dealt with appropriately.

73

The training is mainly conducted all around India, the trainers have to
travel but sometimes the logistics and arrangement is non-satisfactory.
Rescheduling the programmed in advice and informing the participant
with due lead time may alleviate the logistic problem the proximity,
approachability and accessibility are the three majar parameter while
considering the venue
The

findings from the data analysis from the questionnaire show a positive
improvement, enhancing and overall rating about the training programmed.
The

reality learning and simulations were thoroughly enjoyed by the


employees who have received it.

5. Suggestions
In
todays competitive world, attitude is the factor which is the dividing line
between failure and success. Thus recruitment of the employees must be made
not only on skills and attitude but also the attitude of the employee. If an
employee has a positive attitude then training for him can be more effective, he
has a positive effect on the climate.
The

raining records must be maintained, preserved properly and updated


timely.
Proper

care should be taken while selecting the trainers.


Nis

Sparta trainers must be given continuous feedback and the training should
be performed as a continuous planned activity.

74

New

and different trainers should be invited so that the maximum impact can
be got from the training programmes.
Co

ordination and interaction of the employees of all levels must be


encouraged to locate new talents among employees.

6. SWOT ANALYSIS
1. STRENGTHThe products are very pure.
The products are extremely hygienic.
The plant is certified by ISO 900]-2000 and HACCP 15000
HACCP is a food safety management system that has its the US HACCP
is a system that identifies, evaluates and control hazards which are
significant for food safety,HACCP stands for
H for Hazard
A for ANALYSIS
C for CRITICAL
C for CONTROL
P for POINTS

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2. WEAKNESSLow availability of raw milk


Dependence on farmers
Reduced milk supply in summers
3. OPPORTUNITY Milk is an essential commodity, which everybody uses,
4. THERATSMilk can be produced not manufactured
There is always a possibility of a competitor entering the market.

7. Conclusion

The company provides more convenience transportaion.it provides right time


delivery.
The company has tied up with customer through its loyalty. The company also
provides good work evionment for working.
. The company has been very successful in enlarging its customer base during
the last couple of years.

The biggest competitor of the company are mother dairy &


amul

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8. RECOMMANDATION & SUGGESTIONS


In SARAS, I found:
1. that the industry offering its best services and opportunities in every
sphere,
2. that the employees working in, are satisfied with their jobs as well as
treatment of the superior organizational members,
3. that employees are loyal towards the organization resulting enriched
and considerable working experience.
4. that despite being simply graduated, by maintaining their healthier
working experience many of them have been promoted by their hard
work and creative expertise.
5. that the management control over the lower management and
supervisory section is medium and not high because of the fact that
employees are enough to handle their tasks and responsibilities fairly
and honestly.
6. that the Daily reporting to the Superior by the corresponding
subordinate employee of maintained so as to judge the comparative
performance of the particular day

77

9. APPENDIX
NAME ___________________________________________
ADDRESS ________________________________________
AGE
Below 25 years

25 to 40

40 to 55

Above 55 years

OCCUPATION
Business

Professional

Service

Student

Others

1. Which process of training do you use in your organization .


On The Job
Off The Job
2.Which department needs training
HRD

Finance

3. What factor which intract you with the firm,

78

Marketing

4. What personality traits do you have that will make you successful for the
organization _________________________

5. What would be the most challenging aspect of this job for you,
.
6.Why do you want training for employee
.
7. Do you prefer working with,
others

alone

8. What kind of people do you find it difficult to work with,

9. What do you dislike about the training,


..
10. Do you agree with the Your training,
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
11.Do you have a clearly stated Training Process ?

79

Yes

No

To some extent

12) What are the quality of Birla sun Life Insurance Company Training System: Quick Response time for requirement
Bringing in Quality People
C. Proper coordination with other team or department
D. Efficient Maintenance & Updating of Database
13)What Training Methodd are used?

Lectures

Role play
C.

Discussion
All of these.

14)Does Birla sun life adopt Training Programme


(i) Yes

(ii) No

If Yes than for which type of post.

80

10. BIBLIOGRAPHY
In order to obtain more information regarding the present study and to
substantiate it with theoretical proof, the following references were made: -

Books: 1. Human resource & Personnel Management CK Awasthi


2. Performance Management and Appraisal systems TV Rao
3. Human resource and Personnel management Aswathappa

Magazines & Newspapers:The times of India


Business World
The Hindu

Website references:
www.sarasmilkfed.coop
www.ibef.org

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