EVALUATION OF TRAINING

PROGRAMMES
IN
Pearl Beverages Ltd., (PEPSI)
NADIMPALEM, YEDLAPADU,
GUNTUR DISTRICT
 INTRODUCTION

Human resource management is rather

difficult to say spontaneously what
management means, though we have
studied a course in - management. But it
is necessary to recalls what management
is before studying human resource
management.
 DEFINITION

"According to LEON C.MEGGINSON"

The term human resource can be thought of as
"The total knowledge, skills, creative abilities,
talents, and aptitudes of an organizations,
workforce, as well as the value, altitudes and
benefits of the individual involved". .
According to Prof. Jucius, human resources
refer to “a whole consisting of inter­related,
interdependent, and interacting
physiological, psychological, sociological
and enthical components”.
 Objectives of the study
To study the training and development programs
conducted by pearl Beverages ltd.
To analyze the impact of training and development on
organizational effectiveness.
To determine the basis on which training is provided.
To examine the training for Technical, Marketing and
Non technical Employees at Pearl Beverages.
To know the effectiveness of Training Department in
the achievement of the company goals.
To know the impact of the training on the performance
of the employees in PEPSI.
To identify drawbacks in Training and Development
programs in PEPSI.
 Methodology of the Study
A methodology is a system of principles practices and
procedures applied to a specific branch of knowledge
and it can also be described as the method of achieving
objectives:
Primary source
Survey method was adopted to collect the data. Survey
method is concerned with describing, recording,
analysing questionnaire & interpreting existing
conditions, the organization through a structured
questionnaire. The data was collected from the
employees towards training & development program
adopted by pearl beverages ltd.
Structured questionnaires
Scientifically structured questionnaire can be given to
respondent.
These are of two types
Translate research objectives into specific questions,
It must motivate respondent to cooperate with the survey
and furnish correct Information
Secondary source
The Secondary data is collected form various sources
available with the organization like organizational
company profiles, broachers, records & websites, news
papers, magazines and websites of pearl beverages ltd.
Sample size
It constitutes the number of respondents to the
study.
Thus 150 employees are the sample size taken.
Sampling procedure
Sample random sampling.
Research instrument
Personal interviews with the aid of structured
questionnaire. The data used in the project is
attained through both Primary and Secondary
research.
Limitations of the study:­
The study was confined to pearl
beverages ltd, Nadimpalem, Guntur.
The data was collected form limited
number of employees only.
Duration of the study is limited to 2
months.
Some employees were not interested to
spend enough time to fill up the
questionnaire.
 Industry Profile
Industry Profile

A drink or beverage is a specifically prepared for an human

consumption in addition to basic needs. New Age beverages are not
as new as they once were but they are getting better with age,
reaching sales of 3.4 billion in 2004. This all new Packaged Facts
Market Trend: New Age Non-Carbonated Beverages looks at this
growing market with exciting functional and intriguing emotional
benefits. Health and wellness continue to shape consumer choice in
the New Age non-carbonated beverages. From the boutique and
organic stores, the New Age non-carbonated beverages have made
their way into mainstream retail channels. The Packaged Facts
Market Trends: New Age Non-Carbonated Beverages covers the
following: Energy Drinks/Infused Water Fruit Juices and Drinks
Dairy & Dairy Substitutes Bottled/Canned Teas
 COMPANY PROFILE
PROFILE OF PEPSICO INTERNATIONAL

Pepsi is a world leader in convenient foods and beverages, with

revenues of about $28 billions and over 145,000 employees. The
company consists of the snack businesses of FRITO-LAY north
America, and FRITO-LAY international, the beverages business of
Pepsicola north America, GATORADE / TROPICANA north America
and PepsiCo beverages international, and QUAKER foods north
America, manufacturer and marketer of ready to eat cereals and
other food products. PepsiCo brands are territories. Many pepsiCo's
brand are over 100 years old, but the corporation is young. PepsiCo
was founded in 1965 through the merger of pepsi -cola and
frito-lay. Tropicana was acquired in 1998 and pepsi-cola
merged with the quaker at company, including gatorade, in 2001.
PepsiCo success is the result of superior products, high standards
of performance, distinctive competitive strategies and high
integrative of our people.
 FINDINGS
following are the findings

Most of the employees are aware of the Training programmes being conducted at PEPSI and are
showing genuine interest in attending them.
Time allotted for training sessions is insufficient as the purpose of training is sometimes not
achieved.
The employees have expressed their dissatisfaction over the allowances given during training
sessions.
Training enables the new recruits to handle their tasks more effectively.
Almost all the respondents felt that there is an improvement in work after completion of training
The employees strongly believe that proper training increases employee morale and job satisfaction.
It was found that Training fosters authenticity, openness and trust among one and another.
The faculty are highly qualitative and the subject matter is relevant in the training sessions conducted
at PEPSI.
9. There is an improvement in superior subordinate relationship after
attending the training programme..
10. Time duration of few programmes like health education and computer
classes are not up to the mark.
11. The training programmes in PEPSI are enabling employees to
overcome fear and stress.
 SUGGESTIONS
The training program should be designed in
such way that practical and live projects are
also a part of the course content.
The organization should be more careful while
fixing the time schedule for training
programmes as most of the employees
expressed that time is insufficient.
Steps should be taken to increase special
allowance given during training so as to
motivate employees to participate actively
during training sessions.
The end