Beruflich Dokumente
Kultur Dokumente
Titled
Submitted to:
Submitted by:
Ms.Kajal
Chandni Kanoujia
BBA 3rd Year
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
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.
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.
6.
Swot Analysis
7.
Conclusion
8.
9.
Appendix
10.
BIBLIOGRAPHY
Page no.
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
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.
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:
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.
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.
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.
12
multidimensional
activities
like
chilling, Pasteurization,
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
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:
15
16
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
milk
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
ten
day
basis . Procurement
and input
activities
include
farmers
competent
and
experienced
managerial cadre
and
highly
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
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
Employment of professional.
20
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
production , procurement ,
products for the economic
21
protection of
milch
animal
and
economic
betterment
of
those
ACTIVITIES:
This Dairy procures milk through its strong network of over 1200 village
level Dairy Co-operative
and
input
activites
include
Farmers Organization ,
input
Dairy
cooperative
22
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
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
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
Dairy
to
enter
into
time
agreement
with
Jaipur
Dairy
for
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
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
are
run
on
continuous basis
for
support
keeping
of
the
the
morale
employees ,
of
the
to
various
training
organizations
and
workshops &
cell also, which circulate good and readable articles to employees for selfdevelopment.
26
27
28
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
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
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
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 health and safety: Proper training can help prevent industrial
accidents.
SELECTION OF TRAINEES
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.
34
every system to produce products or services. And every system must have
some output from these inputs in order to survive.
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-
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.
38
39
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.
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
Quality Training and Development helps in improving upon the quality of work
and work-life.
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
Quality Training and Development helps in improving upon the quality of work
and work-life.
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.
43
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.
44
A programmed
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
46
Management Development
Conflict Management
Managing Diversity
Project Management
Stress Management
Time Management
Sales
Negotiation Skills
Sales Technique
Customer Care
Managing Customers
Human Resource
HR Administration
Induction Training
Successful Appraising
Workshops on:
Assertive Skills
Building Confidence
Interview Techniques
Maximize Potential
47
Management Development
10
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.
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
49
Pairing up the learners and have them familiarized with one another
Schedule
Housekeeping arrangements
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.
51
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.
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
Willingness to learn
Communication/Listening skill.
Enthusiasm/Motivation
Positive outlook
Responsible/Reliable
Analytical skills
Loyalty/Dedication/Integrity
Flexible
Confident
54
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.
Causes
of
performance
55
discrepancies
OPERATIONAL ANALYSIS
Job analysis
PERSON ANALYSIS
Performance data
Performance appraisal
56
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
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.
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:
Leave:
60
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:
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:
62
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.
64
Secondary objective
control over the variables; he can only report what has happened or what is
happening.
65
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.
66
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.
67
(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.
(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
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.
Financial constraint.
69
cooperation between the colleagues and the level of support they share
with each other binds them in an attachment towards the company.
Regional
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
70
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.
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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
was given.
Employees
response
No
of 70
is a scope to analyze at
10
employees
20
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
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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
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
Sparta trainers must be given continuous feedback and the training should
be performed as a continuous planned activity.
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New
and different trainers should be invited so that the maximum impact can
be got from the training programmes.
Co
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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7. Conclusion
76
77
9. APPENDIX
NAME ___________________________________________
ADDRESS ________________________________________
AGE
Below 25 years
25 to 40
40 to 55
Above 55 years
OCCUPATION
Business
Professional
Service
Student
Others
Finance
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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
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.
(ii) No
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: -
Website references:
www.sarasmilkfed.coop
www.ibef.org
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