INTRODUCTION

Human Resource Management (HRM) is a management function that helps

manager’s recruit, select, training and develops members for an organization. Obviously,

HRM is concerned with the peoples dimension in organization. Human Resource

Management is a broad concept.

Personnel management and Human Resource (Management) development are a

part of HRM. Human Resource Management is concerned with the people dimension in

management since every organization is made up of people acquiring this services,

developing their skills, motivating them to high levels of performance and ensuring that

they continue to maintain their commitment to the organization, are essential to achieving

organization objectives.

This is true regardless of the type or organization government, business education,

health, generation or social action. Getting and keeping good people in critical to the

success of every organization whether profit or nonprofit, public or private. That

organization is able to achieve their goals, efficient and spending. The efficient spending

the least amount of resources necessarily, that is in efficient or inefficient risks the hazards

of stagnating of business. Survival of the organization requires competent managers and

workers coordination their efforts towards an ultimate goal. While success full

coordination can’t guarantee success organization there unsuccessful in getting such

coordinate from managers and workers will ultimately full.

HRM is process consisting of four functions:

1) Acquisition

2) Development

3) Motivation and

4) Maintenance of Human Resource

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The most valuable asset of an organization is “M”- man power (or) “Human

resources it may be thought as the total knowledge, skills, creative abilities, talents and

aptitudes of an organizations work force as well as the values and attitudes and benefits of

an individual involved”.

“Human resource planning is integrated approach performing the planning aspects

of the personal function in order to have a sufficient supply of adequately developed and

motivated people to perform the duties and tasks required to meet organizational

objectives and satisfy the individual needs and goals of the organizational members.”

-----Leon. C. Megginsson.

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TRAINING:

Training is the process of increasing the knowledge and skills for doing a particular

job. It is an organized procedure by which people learn knowledge and skills for definite

purpose. The purpose of training is basically to bridge the gap between job requirement

and present competence of an employee training is aimed at improving the behavior and

performance of a person. It is never ending and continuing process.

Need of the training:

The need for training arises due to the following reasons.

To match the employee specification with the job requirements and

organizational needs.

To achieve the goals of organizational viability and the transformational

process.

To meet the challenges of latest technology i.e., mechanization, computation,

automation.

To increase the productivity, improve quality of products/services, Help

Company to fulfill its future personnel needs.

Improve organizational climate, and improve health & safety, present

obsolescence

Objectives of training:

To establish a sound relationship between the worker and job.

To upgrade skills and prevent obsolescence.

To develop wealth, constructive attributes in employees and obtain

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better operation and greater loyalty.

To prepare employees for future assignments.

To increase productivity

To enhance employee confidence and morale, sense of responsibility

To minimize operational errors

To know the organization to the employee.

Advantages of training:

Helps people identify with organization goals.

Helps create a better corporate image.

Improves the relationship between superiors and subordinates.

Create the appropriate climate for growth and communication.

Helps the individual in making better decision and defective problem solving.

Provides information for improving knowledge on leadership, communication

skills and attitudes.

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DEVELOPMENT:

Management development programs are future oriented and more concerned

education that is employee training or assisting a person to become a better performer.

It is long-term educational process utilizing a systematic and organized

procedure by which managerial personnel learn conceptual and theoretical knowledge

for the general purpose. Development is related with less skill oriented but stresses on

knowledge about business environment, principles and techniques, human relations of

specific industry analysis.

It is also covers not only those, which improve the job performance, but

also those which bring about growth of the personality. It helps individual

actualization of their potential capabilities so that they become not only good

employees but also better men and women. In organizational terms, it is intended to

equip persons to earn promotion and responsibility.

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TRAINING AND DEVELOPMENT:

Every organization needs to have well-trained and experienced people to perform

the activities that have to be done. If current or potential job occupants can meet this

requirement training is not important when this is not the case, it is not necessary to raise

the skill levels and increase the versatility of employees.

As jobs have become more complex the importance of employee training has

increased when jobs were simple, easy to learn and influence to only a small degree by

technological changes, there was little need for employees to upgrade or later their skills.

But the rapid changes taking place during the last quarter-century in our highly

sophisticated and complex society have created increased pressure for organization to

readapt the products and services produced. The manner in which products and produced

and offered, the type of jobs required and the type of skills necessary to complete these

jobs.

Training moulds the employee’s attitudes and helps them to achieve the better co-

operation with the company and greater loyalty to it. The management is benefited in the

sense that highest standards of quality are achieved further trained employees make better

and economical use of material and the equipment, therefore wastage for constant

supervision is reduced. Successful candidates placed on the jobs need training to perform

their duties effectively. Workers must be trained to the minimum and avoid accidents. It is

not only the workers who need training but supervision, and executives also need to be

developed in order enable them to grow and acquire maturity of thought and actions.

Training and development constitute and ongoing in any organization.

Distinction between training & development:

Training is a short-term process utilizing a systematic and organized procedure by

which non managerial personnel learn technical knowledge and skill for definite purpose.

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Development is a long-term process utilizing a systematic and organized

procedure by which managerial personnel learn conceptual and theoretical knowledge for

general purpose.

Significance of training & development:

Training and development program helps to remove performance deficiencies in

employees. This is particularly true when

The deficiency is caused by lack of ability rather than lack of motivation to

perform.

The individuals involved have the aptitude and notation needed to learn to do the

job better.

Supervisors and peers are supportive of the desired behaviors.

There is greater stability, flexibility, and capacity for growth in organization

training contributes to employee stability in a least two ways. Employees become efficient

after undergoing training. Efficient employees contribute to the of the organization.

Growth render stability to the work force. Further, trainined employees need to stay with

the organization.

Need for the training & development:

We propose that management can determine the need for training by answering

four questions.

1. What are the organization goals?

2. What tasks must be completed to achieve these goals?

3. What behaviors are necessary for each incumbent to complete his or her assigned

tasks?

These questions demonstrate the close link between human resource planning and

determination of training needs based on our determination of the organizations needs, the

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type of work out training program should follow up naturally. Once we can answer

question 4 we have a grasp of the extent and nature of our training needs.

PRESENTATION OF THE STUDY

In the first chapter theoretical aspects relating to training and development.

In the second chapter objectives, need, significance, scope, limitations and

methodology of the study are included.

In the third chapter industry profile and company profile will be in corporate.

In the fourth chapter detailed analysis of training and development.

In the fifth chapter findings, suggestions and conclusion are contained.

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OBJECTIVES OF THE STUDY

To identify the training activities and procedure of the organization.

To measure the effectiveness of training and development programmers.

To determine the contribution of training and development programs to improve

the behavior of employees.

To find out the perception of the employees on training and development.

To seek employees suggestions regarding the improvement in training programs.

To offer suitable findings, suggestions and conclusions for this study.

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NEED OF THE STUDY

Every organization either it is big or small, productive or non-productive,

economic or social, old or newly established should provide training to all employees

irrespective of the qualification, skill, suitability for the job etc,. Thus no organization can

choose whether or not to train employees.

Specifically the need for training due to the following reason.

To match the employees specification with job requirements and organizational

needs.

Technological advances.

Organizational complexity.

Human relations.

Change in the job assignments.

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SIGNIFICANCE OF THE STUDY

The study provides an insight of various aspects to training programs. Hence, the

company can make necessary changes in the policy relating to it.

A study of the type of also useful to competitors to make necessary steps to

improve the training programs.

Studies of these types are also useful to policy makers to make necessary change in

the policy relating to training programs.

SCOPE FOR THE STUDY

During the period of the conducting the survey of training and development it was

found that there is further scope of study in the two main areas.

1) A detail study of recruitment and selection procedure in the organization can be

carried out.

2) A detail study of conducting a survey on retention and attrition in the organization.

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METHODOLOGY OF THE STUDY

Research methodology is a way to systematically solve the research problem. It

may be under stood as a science of studying how research is done scientifically in it we

study the various steps that are generally adopted by a researcher in studying his research

problem along with the logic behind them.

Source of data collection

Sample plan

Source of data

Data can be broadly classified as:

1. Primary data

2. Secondary data

PRIMARY DATA:

Primary data are those that are original in character and are collected a fresh. As the

primary data is information collected for the first time, there are several methods in which

the data are collected, these methods are:

Questionnaire

Interviews

Of these 2 methods, questionnaire used for collecting the data.

Questionnaire:

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Directly we interacting with existing employees

We provide Questionnaire to employees

We got feedback through that questionnaires and we understand the

satisfaction levels of employee towards the organization.

It is formalized set of questioners, which are logically and systematically and

arranged to collect the information useful for the proposed study. The questionnaire in this

study is structured containing a limited number of questions, which are easy and clear to

understand.

Personal interview:

It is the face-to-face systematic conversation between the interviewer and the

respondents to elicit information. This method is chosen because through this more

information can be gathered easily.

SECONDARY DATA:

Secondary data refers to the use of information already collected and published or

unpublished the source is basis journal, reports etc.

Sources of secondary data:

Annual report

Textual information available in the library

The secondary data means data that are already available. Secondary data may be

either published data (or) unpublished data.

Sampling method of the study:

The sample plan is the procedure or way in which the sampling has been done. As

no of projects or research can be done taken into consideration the whole of the population

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or universe, the concept of sampling is used. As per the concept of sampling only some

sample is taken from the universe in order to find out the result.

The sample plan details:

Sample method

Sample size

Sample unit

Sample method : Random sampling method was using in this study.

Sample size : Sample size of 100 was taken in the study.

Sample unit : The study is directed towards all employees of all the

departments.

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LIMITATION OF THE STUDY

The time constraint there to study all the policies, it is very fast topic.

Sample size collected is not very large.

The result of the study depends upon the information provided by the employees,

which may be to personal basis.

It is difficult to gather the information due to the reluctance of some employees to

give information.

The study is limited to the sample taken for observation which is not exhaustive.

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INDUSTRY PROFILE

PROFILE OF DAIRY INDUSTRY:

The domestication of cattle occurred between 6000 and 10,000 years ago. Not

much known about the history of this period, but men probably hunted cattle as wild

animals prior to the time that they were domesticated. Later the cow was made as sacred

animal and is still so considered by a part of the population of India.

Various stages of dairy industry origin as follows:-

THE DAIRY INDUSTRY PRIOR TO 1850:

For over 225 years following the first settlements in America very little changes

look place in the methods of producing milk or in the manufacture of dairy products.

Feed supplies has to be shipped from the country areas and ordinance regarding

dairy barns became more and more strict gradually farmers within easy driveling distance

began delivering milk over regular routes in the cities. The development was not

spectacular, but the stage was set for the many changes, which were to take place in years

to follow.

THE DAIRY INDUSTRY AFTER 1850:

The modern dairy emerged in the middle of the 19 th century. Among the many

factors, which have played important roles in the evaluation of the modern dairy industry,

the following may be mentioned.

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1. The factory system.

2. Improved machinery.

3. Transportation.

4. Economic factors.

5. Research and scientific investigation.

6. Improved live stock.

India has the potential to become a leading exporter of milk and milk products.

Due to low labour cost, the cost of milk production is significantly low here. To boost

exports, the dairy industry needs to focus on quality and productivity. Significant

investment has to be made in milk procurement equipment and chilling and refrigeration

facilities.

Dairy industry contributes significantly to the economy as well as to the rural poor

by providing an opportunity to uplift them by generating additional income through it.

Dairying has been practiced as rural cottage industry since ages. India accounts one-sixth

of cattle and half off buffalo population of the world. Among 70 million rural households

in India in 2001, those operating up to two hectares form 42 percent of the households and

37 percent are land less.

India`s dairying industry is today in a state of dynamic transition with rapid

development in milk production and marketing by virtue of the efforts made by the

government of India under various programmes for benefiting the small rural milk

producers and the underprivileged urban consumers. The direct contribution of dairying to

the rural sector through additional income and employment to the producer is well

recognized.

IMPORTANCE OF DAIRY INDUSTRIES:

Data collected by bureau of human nutrition and home economics for the year

1944 and 1945 showed that dairy products contained 75% of the calcium and 45%of

riboflavin in the total food supply as well as 24% of the total protein,17% of the vitamins

and 17% calories.

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In 1946 the first company was established in kaiva District co-operative milk

produces known as “AMUL” throughout the Nation wide and their different companies

were developed throughout country form Govt. side and also private side. In Andhra

Pradesh the leading companies are A.P. dairy development under the brand names Vijaya,

Dodla, Ravilla, Heritage, Jercy, Creamlines, and Mother Dairy etc.

The milk and dairy product ranks as the largest source of income to the farmer of

United States. For the country over 20 percent of the total agricultural income is from milk

or cream sold, the sale of cream and butter by farmers in 1948 totaled more than

$4400,000,000.

In addition to the 24,000 people of the dairy firms many others persons and

families must be employed in moving and processing the milk and milk products before

there each the consumers table. The exact number of people engaged in these fields in

unknown.

DAIRY PRODUCTS:

A dairy is a place for handling of milk and milk products. Technology refers to

the application of scientific knowledge for practical purposes. Dairy technology has been

defined as that a branch of dairy science, which deals with the processing of milk and

manufacture of milk products.

In India dairying has been practiced as a rural cottage industry from remote places

in the past. Due to scientific knowledge in processing and pasteurization. Dairy is

developed as a separate industry. The main reason for developing of this industry is above

to increase in population of urban areas and more consumption of milk in the areas of soft

drinks.

In the earlier years each house hold maintains his/her own cattle or secures milk

from its neighbor. As the urban population increases fewer households could keep cattle

for private use. But the high cost of milk production, problems of sanitation etc., restricted

the practice and gradually the family cattle in the city was eliminated and city cattle were

all sent back to the rural areas.

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Gradually formers in the cities began delivering milk over regular routes within

easy driving distances. This was the beginning of the fluid milk-sheds, which surrounded

the large cities.

With the modern knowledge of protection of milk during transportation and

scientific knowledge in processing for pasteurization improves rapidly dairy as a special

industry.

INTRODUCTION:

The first and for most requirement of modern marketing is to understand the

customer needs, and create need develop strategies to bring the customers right elements

of the i.e., product offering, positioning distribution channels etc. to satisfy the needs.

Market entry strategies for developing market, like India, can`t be developed by

middle managers whose only experience spans distribution and channels of management.

Though India has over vast geographical area yet it is not successful especially for

perishable goods such as vegetables, food items, milky fruits etc., milk is consumed as a

product of food from the past. But it is not commercialized still at the end of the 19 th

century. In India milk is began in the early of the 20 th century. But the market of the milk

industry is developed after independence due to scientific knowledge in processing,

storage ,and transportation facilities.

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CONSTITUTENTS OF MILK:

Milk as an article of food for mankind antidotes the earliest record history. Milk

ranges in color forma bluish-white to an almost golden-yellow depending up on the breed

of cattle and the amount of fat solids present.

It is important that everyone should become familiar with the chief components of milk.

CONSTITUENTS PERCENTAGES

Water 87.00

Fat 4.00

Protein 3.50

Carbohydrates 4.80

Mineral salts 0.70

Total 100.00

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MANUFACTURING PROCESS OF MILK

RECEIVING MILK

(GRADING, SAMPLING, WEIGHING, TESTING)

PREHEATING (350-400 C)

FILTRATION/CLARIFICATION

COOLING AND STRONG (50 C OR BELOW)

STANDARDIZATION

PASTEURIZATION (63 C/30 MTS (OR) C/15 Sec)

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HOMOGENIZATION (2500 PSI)

MARKETING OF MILK:

Tirumala milk products Pvt Ltd have gone one level channel of distribution of Tirumala

marketing.

It has extensive selling agents in Nellore, Gudur, Tirupati, Vijayawada, Guntur,

Ogole, Bangalore, Chennai and Hyderabad.

PROCUREMENT OF MILK:

The main content required of dairy is milk. It procures milk producer (farmer)

covering over 200 villages in Guntur and Prakasam district. In each village one agent will

be there collects milk of that village from milk producers. They collect both in the

morning and evening. Company has its own vehicles to get the collected milk is each

village.

DEMAND AND SUPPLY:

The minimum quality of milk per capital consumption recommended Indian

Council of Medical Research is 210 grams per person per day against actual per capital

consumption of 178 grams. Thus there is deficit, of 96 Lakhs tones of milk per annum.

Which indicates a great demand for milk in the domestic market (source: Dairy India

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Manufacturer Milk selling agent Customers

1992).In addition by products like ghee, cream, milk powder, butter and cheese will be

marketed.

MILK INDUSTRY IN INDIA:

Today India is the largest milk producing country in the world. The milk producing

states in India are Punjab, Haryana, Rajasthan, Gujarat, Maharashtra, Andhrapradesh,

Karnataka and Tamilnadu. A cattle farming is one of the important aspects of the overall

development process in India. It is said that it is one of the bounded sectors of agriculture.

It has been the important of the National Economic Development Process all these years.

Nearly 5% of the Indian population of the country directly or indirectly depends on milk

production and it`s sales for their livelihood.

Everyone without any age limit consumers’ milk. Today because of the modern

technology the cattle breeding has been revolutionized. Outdated methods of extraction of

milk from the cattle of the discarded. New and innovative methods are being widely

adopted. India today is proud to say that it is the largest producer of the milk and its

products .Many dairy firms have been established in the country at different areas as per

the requirements of the people i.e. the consumer, both by the public sector and private

sector.

Milk is one of the heavenly foods i.e. prescribed by a doctor, a physician.

Everyone without sex relation, are limit drinks milk directly or indirectly. Milk is a

mixture of protein, vitamins, carbohydrates and fat contains which is helpful for the

growth of the humans. Dairy farming aim is to supply better quality of milk to the

consumers.

In 1946 the first company was established in kaiva District co-operative milk

produces known as “AMUL” throughout the Nation wide and their different companies

were developed throughout country form Govt. side and also private side. In Andhra

Pradesh the leading companies are A.P. dairy development under the brand names Vijaya,

Dodla, Ravilla, Heritage, Jercy, Creamlines, and Mother Dairy etc

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MILK PRODUCTION IN INDIA

YEAR Qty (in Million tones)

1955-61 17.40

1961-66 20.38

1966-71 19.37

1971-76 38.35

1976-81 46.30

1981-86 42.40

1986-91 50.00

1991-96 60.00

1996-01 79.00

2001-06 99.00

2006-07 ………

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In India milk production has been increasing gradually for several years. During

till 1971 the increasing ration was very small after that milk production has increased

rapidly because of green revolution and some other pilot programmes.

MILK POTENTIAL:

Milk is the only natural product i.e. daily used by the people at regular intervals

for different purposes. The nutritional potential is ideal in quality and balanced to satisfied

human-acid requirements. The contents of minerals and vitamins are unique both in

proportion and in quality nutrients that are essential for man`s growth and developments.

Milk has a very complex composition. It constituents are disposed in aqueous

solutions, such as chlorides; sodium and potassium are present in molecular dispersion,

phosphate in collodical dispersion, and the fat in emulsion.

The average per capital consumption of milk in India is only 212 gram per day as

against the world average of 303 grams. Malnutrition can be easily wiped out in our

country by developing the dairy industry.

EXPORT POTENTIAL:

India has the potential to become one of the leading players in milk and milk

products exports. The country is located admist major milk-deficit countries in Asia and

Africa. Major importers of milk and milk products are Bangladesh, China, Hongkong,

Singapore, Thailand, Malaysia the Philippines, Japan, the UAE, and Oman-all located

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close to India. Milk production is scale -insensitive and labour-intensive. Due to low

labour cost of milk production is significantly low in India.

STRENGTHS:

Demand is absolutely optimistic. Margins are quite reasonable even on packed

liquid milk. Tremendous flexibility of product mix, abundance of raw material, and locally

available professionally trained, technical human resource pool are the other plus points.

Presently, more than 80 percent of milk produced is flowing into unorganized sector,

which requires proper channelization.

WEAKNESSES:

Perish ability:

Pasteurization has overcome this problem partially.UHT gives milk long

life .Surely, many new processes will follow to improve milk quality and extend its shelf

life.

Lack of concept over yield:

Theoretically, there is little control over milk yield. However, increased awareness

of developments like embryo transplant, artificial inseminations, and properly managed

animal husbandry practices, coupled, with higher income to rural milk producers, should

automatically lead to improvement in milk yield

Logistics of procurement:

Bad roads and inadequate transportation facility make milk procurement

problematic. But with the overall economic improvement in India, these problems would

also get solved.

Problematic distribution:

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If ice-creams can be sold virtually at every nook and corner, why can`t we sell

other dairy products too? It is only a matter of time before we see the emergence of a cold

chain linking the producer to the refrigerator at the consumer`s home.

Competition:

With so many people entering this industry, competition has to be faced as a

ground reality. The market is large enough for many to serve out their niche.

OPPORTUNITIES:

Value addition:

There is a large scope for innovations in product development, packaging, and

presentation steps should be taken to introduce value-added products like ice-creams,

pannier, lassie, khoa, basundi, doodhpeda, flavored milk, and dairy sweets etc. this will

lead to a greater presence and flexibility in the market place along with opportunities in

the field of brand building. Cultured products like yoghurt and cheese lend further strength

both in terms of utilization of resources and presence in the market place. Other products

are infant foods, geriatric foods, as nutritionals.

Export potential:

Efforts to exploit potential are already on.Amul is exporting to Bangladesh,

Srilanka, Nigeria, and the Middle East. Following the new GATT treaty, opportunities will

increase tremendously for the export of agri-products in general and dairy products in

particular.

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THREATS:

Today, milk vendors occupy the pride of place in the industry. Organized

dissemination of information about the harm that they are doing to producers and

consumers should see a steady decline in their importance.

Strengths and opportunities far outweigh weaknesses and threats. Strengths and

opportunities are fundamental, while weaknesses and threats are transitory. Any

investment idea can do well only when you have entrepreneurship, innovative approach,

and values(of quality ethics).The Indian dairy industry, following it`s deli censing, is

attracting a large number of entrepreneurs. Their success in dairying depends on factors

such as an efficient yet economical procurement network, hygienic and cost-effective

processing, and innovations in the market place.

PROCESSING OF MILK:

Pasteurization:

The term pasteurization, applied to market milk today, refers to the process of

heating every practical of milk to at least 630 C or 1450 F for 30 minutes .After

pasteurization, the milk is immediately cooled to 50 C(41 F) or below .

As it is difficult to exercise strict supervision over milk supplies, it becomes necessary

to pasteurize milk so as to make it safe for human consumption. Milk is pasteurized to

render it safe for human consumption by destruction of sent percent pathogenic

microorganisms and to improve the keeping quality of milk by destruction of almost all-

spoiling organisms.

Standardization:

Standardization of milk refers to adjustment of the fat and /or solids not fat

percentage of milk to desired value so as to conform to the legal or other requirements.

Milk is standardized by the addition of milk or cream with a higher or lower fat percentage

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than of milk to be standardized. Sometimes the addition of skimmed milk will do.

Downward standardization for fat is practiced is many countries. The surplus is

transformed into butter or ghee.

RECOMBINATION:

This refers to the product obtained when butter, oils, skimmed milk powder, and

water are combined in the correct preposition to yield fluid milk.

The Prevention of Food Adulteration Act Rules 1976 defines recombined product

as the milk product resulting from the combining of milk fat and milk solids not fat in one

or more of the various forms with or without water.

Under the prevention of Food Adulteration Act Rules 1976, recombined milk

throughout the century should contain a minimum of 30% fat and 8.5% solids not fat. The

Food and Agriculture Organization of the United Nations extensively produced

recombined milk under the operation flood scheme in Mumbai, Kolkata, Delhi, and

Chennai during 1970-74,from butter oil and skimmed milk powder donated under the

World Food Programme Project.

The technique of recombination involves dispersion of milk powder in water at

about 45 C, addition of milk fat to make a mixture, filtration and clarification of the

mixture, followed by homogenization and pasteurization at 75 C for 15 Seconds.

The physical, chemical, and functional properties of raw material and used in

such preparation determine the flavor, acceptability, and shelf life of the recombined

product. The use of low-heat, non-fat milk powder with quick wetting ability, increased

solubility, and improved dispensability results into acceptable milk. The introduction of

butter oil without appropriate technology of it has caused problem in acceptance of

recombined milk.

Toning:

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Toned milk refers to milk obtained on addition of water and skimmed milk powder

to while milk .Under the Prevention of Food Adulteration Rules 1976, toned milk should

contain a minimum of 3% fat 8.5% solids not fat throughout the country.

Toned milk is also called single toned milk and is prepared by toning milk with

fresh separated milk reconstituted from spray-dried skimmed milk powder.

Sometimes, milk is double-toned in order to provide cheap milk (with fat content

only 1.5%) to weaker sections. Toning is a process of reducing fat content i.e. mainly used

for providing cheap milk to the poor.

COMPANY PROFILE

PROFILE OF TIRUMALA DAIRY

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TIRUMALA MILK PRODUCTS PVT LTD;

Kadivedu village, Chillakuru mandal, Nellore (D.T),

QUALITY AND FOOD SAFETY POLICY

“We at Tirumala Milk Products pvt ltd; are commited to achieve customer

delight-through providing nutritious and safe milk and milk products with complying

to all legal and statutory requirements, to this effect we communicate, implement

and aim at continual improvement of our quality and food safety system to achieve

excellence in this Sd

B. Brahmaniadu

Managing Director

Tirumala Milk Product Private Limited was incorporated in the month of 13th day

November 1998.The promoters of the company are Sri D.Brahmanadam, B. Nageswara

Rao, Dr.N.Venkata Rao and B.Brahma Naidu. The plant at Kadivedu village, Chillakuru

Mandal, Nellore District was started in the month of September 1999.Initially it was

started with an operating capacity of 70,000 ltr., per day. Further it has increased its

capacity and now is operating with 2, 00,000 ltr., capacity.

Tirumala Milk Products Private Limited is selling its milk and milk products in

Chennai, Banglore, Tirupati and towns in A.P, Hyderabad, Vijayawada, Nellore, Gudur,

Ongole, and Guntur. Recently the company has started production in Palamaneru in

Chittoor District.

1. Inception

2. Vision

3. Mission

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4. Policies

(1) INCEPTION:

The unit is registered under S.S.I. The milk is bulk is being purchased

from other dairies processed, homogenized, packed and marketed mainly in

Chennai, Bangalore and Mysore cites. The milk is being also sold in Guduru,

Tirupathi and Nellore towns basing on consumers’ demand. By marketing the milk

in various towns, assured market. Out let is provided to large number of village milk

producers for their surplus are applied before machinery is installed in the dairy. Strict

quality standards are applied before marketing the milk for which well equipped

laboratory is established. In order to deliver quality milk to the consumers insulted trucks

are used to transport milk from the dairy to various destinations.

(2) VISION:

Tirumala Milk Products (P) Limited is a dream come true to the dynamic young

entrepreneurs who have jointly efforted to convert their skills, knowledge and experience

in the field of processing and producing milk and milk products.

Realizing the Milk Product Potentialities of the inversion track of the Government

of Andhra Pradesh and Government of India, with self managed financial resources and

established the Tirumala Dairy in the year 1995 at Narasaraopet, Guntur District and

erected new plant at Kadivedu in the year 1999.

Today, the dairy has posd to equate major dairies inteh southern region which has

not only captured the market but also has mode “Thirumala” an accepted Brand and

preference of the consumers.

(3) MISSION:

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Tirumala Milk Product (P) Limited is a dream come true to the dynamic young

entrepreneurs who have jointly efforted to convert their skills, knowledge and experience

in the field of processing and producing milk products.

(4) POLICIES:

Realizing the milk product potentialities of the inversion track of the Government

of Andhra Pradesh and Government of India, with self managed financial resources and

established the Tirumala Dairy in Narasaraopet District, Guntur and erected new plant at

Kadivedu in the year 1999.

Today, the dairy has posed to equate major dairies in the southern region which

has not only captured the market but also has mode “TIRUMALA” an accepted Brand

and preference of the consumers.

HISTORY AND MILE STONES OF COMPANY:

Tirumala Milk Product (P) Ltd., Handles 6.5 Lakhs litres of milk per day in all

their pacing stations and main dairy plant. TMPPL having good infrastructure and well

equipped with all latest machinery to process 6.5 lakhs liter of milk per day, which is the

highest in the state of Andhra Pradesh has developed in a decade.

TMPPL handles milk in the following locations

S.No

Packing Locations

Handling capacity per day

1. Gudur (Main plant) 4.0 lakhs litre

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2. Vellala Cheruvu 1.0 lakhs litre

3. Bhimadolu 1.0 lakhs litre

4. Palamaner 1.5 lakhs litre

PROCUREMENT OF MILK

TMPPL established 32 chilling centers in Andhra Pradesh and 11 chilling centers

in Tamilnadu and one in Karnataka procure both buffalo milk. Good quality milk is being

procured and chilled with in short time at chilling centers, to retain freshness of milk. The

strength of the TMPPL is to procure 6.0 lakh liters of milk directly from agents / farmers,

by having fully equipped machinery and professionally trained staff. TMPPL have full

control on its systems. So that pure quality of milk products can be supplied to customers.

Butter: Is made from pure cow & buffalos fat under hygienically processed through

continues butter making machine with a capacity.

Ghee: Is made from pure cow & Buffalos butter under supervision 30 years granulation,

color and aroma of ghee with a capacity of 8 tones per day. Ghee is packed in a wide

range of 7ml to 15 kgs.

Milk powder: Is made from fresh cow & buffalo milk, plant is capable of marketing all

type of milk powders with a capacity of 15 tones per day.

By – products: Like Sterilized Flavored Milk, Lassi, Khava, Milk cake, Mysore

Pak, Panner.

ORGANIZATIONAL STRUCTURE

(a) Company C.M.D

TMPPL has its main dairy plant at kadivedu with handling and local

procurement.TMPPL has well maintained laboratories in all their dairies. Technically

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qualified staff are looking after testing of milk and milk products. Quality assurance

programmes are implemented at every stage to ensure quality of milk and products.

(b) Marketing Manager:

Main plant is processing 2.5 lakhs liter of milk per day in automatic sachet filling

machines to supply and distribution of milk to Chennai, Tirupathi, Nellore etc., in

insulated pubs.

(c) Roles:

The main dairy has powder plant of 15 tons capacity per day. The plant hasbeen

designed to product 15000 kgs of milk power on a 20hours/ day. Evaporation is done in

multiple effect falling film evaporators and powder is manufactured with high pressure

nozzles pray dryer. The water evaporation capacity of the evaporator is 9400kg/hr and

spray dryer is designed to 753 kg/hr. Fluid dbe dryer is also provided.

MAIN OBJECTIVES OF THE COMPANY:

To carry on the business of producers, vendors of milk cream, cheese, butter milk,

and all other dairy products of all kinds and to buy sell trade in any goods which are

usually needed in any of the above business or any other business associated with the fore

going or other interests of the company.

To serve the milk producers of villagers who are having excess of milk by

producing that milk and again selling that milk to urban people who are in needed of milk.

To serve the villagers by providing loans for purchasing cattle.

OUR SEVEN PRINCIPLES:

1. Contribution to society:

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We will conduct ourselves at all times in accordance with the basic management

objective, faithfully fulfilling our responding as Industrialists to the communities in which

we operate.

2. Fairness and Honesty:

We will be fair and honest in all our business dealings and personal conduct. No

matter now talented and knowledgeable we may be, without personal integrity, we can

neither earn the respect of others nor enhance our own self respect.

3. Co-operation and Team Spirit:

We will pool our abilities to accomplish our shared goals. No matter how talented we are

as individuals, without co-operation and team spirit we will be a company in name only.

4. Untiring Effort for Improvement:

We will strive constantly to improve our ability to contribute to society through our

business activities. Only through this untiring effort can we fulfill our basic management

objectives and help to realize lasting peace and prosperity.

5. Courtesy and Humility:

We will always be cordial and modest, respecting the rights and deeds of others in

order to strengthen healthy social relationships and improve the quality.

6. Adaptability:

We will continually adopt our thinking and behavior to meet the ever-changing

conditions around us, taking care to act in harmony with nature to ensure progress and

success in our endeavors.

7. Gratitude:

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We will act out of a sense of gratitude for all the benefits we have received, confident

that this attitude will be a source of unbounded joy and utility, enabling us to overcome

any obstacles we encounter.

RANGE OF PRODUCTS:

Company is offering is a wide range of products to the consumers are as follows

TYPES OF PRODUCTS:

Tirumala gold milk

Tirumala toned milk

Tirumala double toned milk &

Tirumala milk

Tirumala butter milk

Tirumala curd

Tirumala butter

Tirumala cheese

Tirumala ghee

Tirumala FCM

Subam

Floured milk

Powder

FUNCTIONAL ACTIVITIES

Marketing :-

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TMPPL is having good marketing of milk and milk products, arketing offices at

Chennai, Bangalore & Hyderabad is having good distribution system. All the marketing

Executives are professionally trained and having good skills and experience in marketing

products. To maintain cold chain there are about 35 insulated puff vehicles to trans port

milk to various towns. There is tremendous in crease in sales of milk card milk products

due to best quality, there are about 3000 out tets in AP, Tamilanadu and Karanataka. The

dairy is catering need of 10 lakh customers daily in southern region.

Finance :-

Your directors have pleasure is submitting thy 9th annual report and audited

accounts for the financial year 2007-2008.

Review of Financial Statements:

The company has achieved a turnover of Rs.28527 lakhs as against 22202 lakhs for

previous year recording increase of 28.49% over the previous year. And the net profit

margin was increased to 2.13% from 1.40% i.e Rs.608.10 lakhs 311.80 lakhs of previous

year.

Human Resource:

The primary functions of the personnel department are responsible for initiating

evolving general policies procedure with practiced common with the future objectives of

the company. Responsible for leaving uniform service conditions for all employees.

Responsible for recruitment and promotion of officers and respect of posting various

groups users.

Production:

TMPPL has its main dairy plant at Kadiveedu with handing capacity of 4.0

lakhs.Lts. Of milk per day from various chilling centers and local procurement.Market

Milk: Main plant is processing 2.5 lakhs liter of milk per day in automatic sachet filling

machines to supply and distribution of milk to Chennai, Tirupathi, Nellore etc, and

insulated pubs.

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There is continuous growth is sales of milk from 5000 lts to 2,50,000. Its within a

span of one decade. TMPPL maintaining consistency in quality and itsstandards

consumers have much confidence.

TMPPL having its own supply chain management, which makes ease in timely

distribution and assured supply, which gains customers satisfaction. At our palamer unit

process and supply of 1.00 lakh liters of milk and 2000liters of cured to Bangalore city.

At our Vellachervu & Bhimadolu packing stations processing and packing 2.00

lakhs liters of milk to Hyderabad, Warangal, Vijayawada, Eluru, Guntur and

Rajahmundry.

Research & Development:

Quality Assurance:

•TMPPL has well maintained laboratories in all their dairies. Technically

qualified staff are looking after of milk and products. Quality assurance

programmes are implemented at every stage to ensure quality of milk and

milk products.

o This dairy is am ISO 9001:2000 and an ISO 22000:2005 certified company.

The dairy is following quality management system and food safety standards.

TMPPL is having ISI License and Agmark License and all other statutory

standards as per requirements.

There is continuous growth in procurement and sales the capacities of the

Plant are also increased to handle the milk to manufacture milk products.

To meet the demand in market there is also plant to introduce products like Cup

curd, lussey in retail markets.

From time to time consumer are identified and producing the new products

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to satisfy the customer, continual surveys are conducted to get feedback

information for analysis.

FUTURE PROSPECTS:

India is the world's highest milk producer and all set to become the world's largest

food factory. In celebration, Indian Dairy sector is now ready to invite NRIs and Foreign

investors to find this country a place for the mammoth investment projects. Be it investors,

researchers, entrepreneurs, or the merely curious - Indian Dairy sector has something for

everyone.

Milk production is relatively efficient way of converting vegetable material into

animal food. Dairy cow's buffalo's goats and sheep can eat fodder and crop by products

which are not eaten by humans. Yet the loss of nutrients energy and equipment required in

milk handling inventory make milk comparatively expensive food. Also if dairying is to

play its part in rural development policies, the price to milk producers has to be

remunerative. In a situation of increased international prices low availabilities of food aid

and foreign exchange constraints, large scale subsidization of milk conception will be

difficult in the majority of developing countries.

TRAINING & DEVELOPMENT

MEANING:

Corporate manpower planning refers to the application of planning process order to

assess the requirement of manpower and also for procuring, utilizing and developing the

human resources at the level of the enterprise in order to attain the corporate objectives.

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Human resource planning is double-edged weapon. It leads to maximum utilization

of human resources excessive labor turnover and high absenteeism, improves productivity

and aid in achieving of an organization.

Resource planning is the responsibility of the both line and staff managers. The

line manager is responsible for estimating the manpower requirements. The staff manager

provides the supplementary information in the form of the records and estimates.

TRAINING:

Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skill for definite purpose. The purpose of training is basically to bridge the gap between job requirements and present competence of an employee training is aimed at improving the behavior and performance of a person. It is a never ending and continuous process.

TRAINING DEFINED:

Training is the act of increasing the knowledge and skill of an employee

for doing a particular job-“Edwin B Flippo

Training is concerned with those experiences, which concentration on an

actual job performance-----------------------“Leonard Nadler”.

Training is the process by which manpower filled for the particular job to

be performed –“Dale Yoder”.

Training as the organized procedure by which people learn knowledge and

skills for a defined----“Dale S. Beach”.

Approaches to Training & Development:

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Training And Development is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured format.

Traditional Approach:

Traditional Approach – Most of the organizations before never used to believe in

training. They were holding the traditional view that managers are born and not made.

There were also some views that training is a very costly affair and not worth.

Organizations used to believe more in executive pinching. But now the scenario seems to

be changing.

Modern Approach:

The modern approach of training and development is that Indian Organizations

have realized the importance of corporate training. Training is now considered as more of

retention tool than a cost. The training system in Indian Industry has been changed to

create a smarter workforce and yield the best results.

TYPE OF TRAINING:

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TYPE OF TRAINING

TRANING AND DEVELOPMENT

EXTERNAL INTERNAL

TRAINING TRAINING

OFF THE JOB ON THE JOB OFF THE JOB

TRAINING

Fig3.1

ON THE JOB TRAINING:

It is an effective in company programme, which aids the trainees to learn in

practical real company situation. In theoretical background like lecture, written assignment

studying is reduced to the minimum level. It is actually a programme of observing doing

and learning.

ON THE JOB PROGRAMMES

JOB SPECIAL UNDER APPRENTICESHIP COMMITTEE

ROTATION ASSIGNMENTS STUDY TRAINING ASSIGNMENT

JOB ROTATION:

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Job rotation or channel method of development, involves movement of a manager

from one job to another job, from one plan on a planned basis such movement may be for

a period ranging from 6 months to 2 years before a person is established in a particular job

or department.

In this case, the movement is not meant for transfer but is meant for learning the

interdependence of various jobs so that the trainee can look at his job in broader

perspective.

COACHING or UNDERSTUDY:

Coaching is learning through on-the-job experience. A manager can learn when he

is put on a specific job. He can develop skills for doing the job in a better way over the

period of time. In understudy method, the trainee works normally as assistant under the

direction and supervision of a person

SPECIAL ASSIGNMENTS:

The method is applicable to individual trainees and also to group of trainees. They

are asked to undertake special assignments in certain jobs or work. A part of a job or work

also may become the subject matter of the special assignments, they thoroughly analyses

the job in the form of project and learn the work.

APPRENTICESHIP TRAINING:

Apprenticeship as a method of training in crafts, trades and technical areas is one

of the oldest and the most commonly used method especially when proficiency in a job is

the result of a relatively long period of training. The areas in which apprenticeship training

is offered are numerous ranging from the job of a draftsman, machinist, printer, toolmaker,

engraver, electrician, etc.

JOB INSPECTION:

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This method is known as training through step by step. Under this method trainer

explains the trainee the way of doing the jobs, job knowledge and the skills and allows

him to do the job.

COMMITTEE ASSIGNMENTS:

Under the committee assignment, group of trainees are given and asked to solve an

actual organization problem. The trainees solve the problem jointly. It develops teamwork.

OFF-THE-JOB TRAINING

OFF-THE-JOB TRAINING METHODS

Discussion Programmed Transactional Lecture

Method Instructions Analysis method

LECTURE METHOD:

Lectures and conferences are knowledge-based management development

methods. In this method an effort is made to expose participants to concepts and theories,

basic principles of pure and applied knowledge in any particular area. Basically these aim

at transmission of knowledge pertaining to the relevant area.

DISCUSSION METHOD:

This method is definitely having an edge over the lecture method. The trainees are

very much involved in learning process; it is participation oriented methodology leading to

sharing of experiences.

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The trainer is acting as the co-ordinator, facilitator and moderator to motivate the

trainees to have fruitful discussion and also the polling to ideas and points generated in

discussions.

PROGRAMED INSTRUCTIONS:

This methodology helps the trainees to learn on their own piece. It is one of the

motivate teaching technologies introduced in recent years, programmed learning is a self

instructions learning and the course materials is prepared are programmed in such a way

that the trainees learn in a series of and sequential steps.

The subject matter to be learnt is divided into small steps and the order or sequence

to be followed by trainees is given. The trainees start learning from simple steps and

process towards more complex steps /instructions.

The programme is structured in such a way that the trainees will be able to know

the results or correctness of the learning then and there. The answers are provided that the

end of each steps or programme. Even if he commits errors, he will get it the information

is committed errors.

TRANSACTIONAL ANALYSIS:

Transactional analysis is a methodology centred on the mental status and the

resulting response of human beings. A psychologist originally developed this. DR. Eric

Berne in the early 50’s and in last 25 years it has been developed to a greater extent and

widely used in the areas to training paucity, behavioural science, behavioural therapy

individual and group relation in family, society and organization.

PURPOSE OF BASIC TRAINING:

Training is the most helpful in imparting the technical and mechanical knowledge to

the personnel involved in operative jobs. It enables the employees to get acquainted with

jobs and increase their aptitudes skills and knowledge, adaptability and thus increase the

reliability and validity of training programme. Training is a continuous process it will

never be finished as long as organization remains in business. The need for training of

employees would be clear from the observation made by different authorities, they are:

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TO INCREASE PRODUCTIVITYAND PROFITTABILITY:

It has been very rightly said by some management expert, “Training increase

the skill, knowledge and operative competences of the employees which helps

to increase the level of performance on their job, help to increase the level of

performance on their present assignment. There is a direct relationship between

increased operative performance and profitability of the company.”

TO GO FOR BETTER QUALITY:

Training gives the knowledge and technical skills to the workers. Well-

informed or well-instructed workers commit minimum mistakes and minimum

wastage of the raw materials. Quality makes the reputation and creditability of

the product and the product becomes of merchantable quality.

TO IMPROVE THE CULTURE OF THE ORGANISATION:

The reaction of the training is always positive and hence it requires a

systematic and well-planned training programme. Training helps to increase

productivity and consequent increase the production, increase in quality and

increased profitability, as a result the financial rewards and incentives may be

increased.

TO IMPROVE THE ORGANISATIONAL ENVERONMENT:

Better and sound training and development programmes increase the

motivational approach, initiative creativity and learning and thus helps in

preventing manpower obsolescence. With increase of age temperament, the

learning may be done and productivity may also decrease.

TO IDENTIFYING TRAINING NEEDS:

The basic aim training is to induce a suitable change in the individual

concerned. McGhee and Thayer have given a model for identifying training

needs. This model includes organization analysis, task analysis and man

analysis:

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ORGANISATION ANALYSIS:

Organization analysis is the first factor for identifying training needs. It is a

systematic effort to understand where training effort needs to be emphasized in

the organization. It involves a detailed analysis of the organization structure,

objectives, human resources and future plans.

TASK ANALYSIS:

Task analysis entails a detailed examination of a job, it’s various operations,

and the conditions under which it has to be performed. As discussed earlier, job

analysis will provide job description and job specification; the organization

will be able to know the kind of jobs that are to be performer and the type of

people that are required to perform these jobs.

MAN ANALYSIS:

The focus of the man analysis is on the individual employee, his abilities, his

skills, and the inputs required for job performance, or individual growth and

development in terms of career planning. Man analysis helps to identify

whether the individual employee requires training and, if so, what kind of

training clues to training needs can come from an analysis of individual’s

typical behaviour.

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IMPORTANCE OF TRAINING:

Training is the corner stone of the sound management, for it makes employees

more effective and productive. It is actually intimately connected with all the personal and

managerial activities. It is an integral heart of the whole management program, while all

its many activities functionally inter related.

The importance of training has been expressed in these words:

“Training is a widely accepted problem solving device”. Indeed, our national

superiority in manpower productivity can be attributed in no of small measures to the

success of our educational and industrial training programs, the success or has been

archived by a tendency in many quarters to regard to training person.

It’s almost traditional in America to believe that if something is good, more of the

teaching is even better. Hence, we can take more vitamin pills to solve personals health

problem and more training to solve our manpower problem.

Over and under emphasis on training system largely from inadequate recognition

and determination of training needs and objectives. Stem also from back recognition of the

professional techniques of modern industrial training.

ADVANTAGES OF TRAINING:

Improves the morale of the workforce.

Helps people identify with organization goals.

Helps create a better corporate image.

Improves the relationship between boss and subordinate.

Provides information for future needs in all areas of the organization.

Creates an appropriate climate for growth& communication.

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Helps the individual in making better decision and defective problem

solving.

Provides information for improving knowledge on leadership,

communication skills and attitudes.

DEVELOPMENT

Management development programs are future oriented and more concerned

education that is employee training or assisting a person to become a better performer.

It is a long-term educational process utilizing a systematic and organized procedure

by which managerial personnel learn conceptual and theoretical knowledge for general

purpose.

Development is related with less skill oriented but stresses on knowledge about

business environment, principles and techniques, human relations of specific industry

analysis.

It also covers not only those, which improve job performance, but also those which

bring about growth of the personality. It helps individual actualization of their potential

capacities so that they become not only good employees but also better men and women.

In organizational terms, it is intended to equip persons to earn promotion and greater

responsibility.

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TRAINING AND DEVELOPMENT

Every organization needs to have well-trained and experienced people to perform

the activities that have to be done. If current or potential job occupants can meet this

requirement training is not important when this is not the case, it is not necessary to raise

the skill levels and increase the versatility and adaptability of employees.

As jobs have become more complex the importance of employee training has

increased when jobs were simple, easy to learn and influenced to only a small degree by

technological changes, there was little need for employees to upgrade or alter their skills.

But the rapid changes taking place during the last quarter-century in our highly

sophisticated and complex society have created increased pressure for organizations to

readapt the products and services produced.

The manner in which products and services are produced and offered, the types of

jobs required and the types of skills necessary to complete these jobs. Training moulds the

employees’ attitudes and helps them to achieve the better co-operation with the company

and greater loyalty to it.

The management is benefited in the sense that highest standards of quality are

achieved further trained employees make better and economical use of materials and the

equipment, therefore wastage for constant supervision is reduced.

Successful candidates placed on the jobs need training to perform their duties

effectively. Workers must be trained to the minimum and avoid accidents.

It is not only the workers who need training but supervisors, and executives also

need to be developed in order to enable them to grow and acquire maturity of thought and

actions. Training and development constitute and ongoing process in any organization.

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TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to that, there

are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives

Help employees in achieving their personal goals, which in turn, enhances the

individual contribution to an organization.

Organizational Objectives

Assist the organization with its primary objective by bringing individual

effectiveness.

Functional Objectives

Maintain the department’s contribution at a level suitable to the organization’s

needs.

Societal Objectives

Ensure that an organization is ethically and socially responsible to the needs and

challenges of the society.

AREAS OF TRAINING AND DEVELOPMENT:

Organization provides training to their employees in the following areas:

Company policies and procedures.

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Specific skills.

Human relations.

Problem solving.

Managerial and supervisory skills.

Apprenticeship training etc.

PRINCEPLES OF TRAINING AND DEVELOPMENT:

The trainees some of them are stated below have evolved a member of principles

over the years, which are following as guidelines:

MOTIVATION:

As the effectiveness of an employee depends on how well be is motivated by

management. The Effectiveness of learning also depends on motivation. In other words

the trainees will acquire new skills or knowledge quickly if he or she is highly motivated.

PROCESS INFORMATION:

It has been found by various research studies that there is a relation between

learning effectively and providing right kind of information. Therefore, the trainee should

not bombard the trainee with the excessive information or information that can be

misinterpreted.

REINFORCEMENT:

The effectiveness of the trainee in learning new skills or acquiring new knowledge

should be reinforced by means of rewards and punishments.

TRAINING INPUTS:

Training activities in an industrial organization are aimed at making desired

modification in:

A. Skills.

B. Attitudes.

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C. Habits.

D. Conceptual and interpersonal skills.

E. Knowledge of employees so that they perform their job most effectively and

efficiency.

PLANNING TRAINING ACTIVITIES:

The following steps must from the basis for any training activity:

Determine the training needs and objectives.

Translate them into programmes that meet the needs of the selected

trainees.

Evaluate the results.

Training should be seen as a long-term investment in human resources using the

equation given below:

Performance = Ability + Motivation.

Training can have an impact on both these factors. If can High lighten the skills

and abilities of the employees and their motivation by increasing their sense of

commitment and encouraging them to develop and use new skills. It is powerful tool that

can have a major impact on both employee’s productivity and morale.

EVALUTION OF TRAINING AND DEVELOPMENT:

Evaluation means the estimation of value of worth, comparing to a set criterion, in

training situation, evaluation means finding out the benefits or contributions of training to

the organization, the evaluation done at various levels of training on the surface level.

The process of evaluation may seem to be easier. But it is highly complex and

complicated procedure in practice. At requires lot of experience and expertise. The proper

evaluation is the only way to justify the huge investment in training&development by the

organization.

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The top management is very much particular to see that the turn on training

programmes is not wasted, but a useful and worth expenditure.

Evaluation is not time measure; it is an on going process. Evaluation of training in

modern days is done with the help of various sophisticated mathematical, statistical and

psychometric tools.

Highly developed electronic machines and computers are employed experts and

trainers to do the evaluation in a systematic and scientific way.

Specialized experts, psychometritians and management consultants are available to

do the evaluation of training programmes independently without any biases or prejudices.

Through they do in charge considerable amount as consultation fee, it is worth

whole to try evaluation in scientific way since the proper and appropriate evaluation may

change the colour of the entire system towards more usefulness to the organization.

THE PURPOSE OF EVALUATION:

Objectives are stout for each and every training programme conducts; evaluation

is launched to find out to what attempt these objectives have fulfilled or achieved.

Evaluation is intimating to find out the level of participation of the trainees,

inside and outside the classroom in training environment.

The effectiveness of the faculty for trainees found out through evaluation.

The evaluation also brings out the effectiveness, usefulness and relevance of the

course contents and methodology and techniques of training.

USES OF EVALUATION:

The evaluation of the session at the classroom level and also at post training level

can be put into multifarious uses. The following are some key areas of evaluation.

The evaluation can be for modifying the programmes contents in future

training programmes according to the training needs.

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Improvement in infrastructure facilities can be brought out after going through

the evaluation given by the participants about the facilities.

The duration of training programme can be adjusted if it is found in evaluation

that it is longer or shorter.

The evaluation may real some of shortcoming of the faculty at knowledge and

presentation.

AREAS OF EVALUATION:

Various factors and conditions act together and determine the effectiveness of the

programme.

The various sub-areas, which contribute to the totality of the training process, are:

Contents.

Methodology

Infrastructure facilities.

Faculty, course coordinators.

Community living.

Sports and recreational facilities.

Personality development.

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT:

Training is a short-term process utilizing a systematic and organized procedure by

which non-managerial personnel learn technical knowledge and skill for definite purpose.

Development is a long-term process utilizing a systematic and organized procedure

by which managerial personnel learn conceptual and theoretical knowledge for general

purpose.

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IMPORTANCE OF TRAINING AND DEVELOPMENT:

Training is the corner stone of sound management for which it makes employees more

effective and productive. It is actively and intimately connected with all the personnel or

managerial activities. It is an integral part of the whole management program, with all its

many activities functionally interrelated. Training and development program helps to

remove performance deficiencies in employees. This is particularly true when

The deficiency is caused by lack of ability rather than lack of motivation

toperform.

The individuals involved have the aptitude and notation needed to learn to do the

job better.

Supervisors and peers are supportive of the desired behaviorsThere is greater

stability, flexibility, and capacity for growth in organization training contributes to

employee stability in at least two ways.

Employees become efficient after undergoing training. Efficient employees

contribute to the growth of the organization. Growth renders stability to the work

force. Further, trained employees need to stay with the organization.

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EVALUATION & INTERPRETATION

1) Have you attend any training program in the present organization till now? [ ]

(a)YES (b) NO

TABLE 4.1

S.No ATTENDENCE OF TRAINING

PROGRAMME

NO OF

EMPLOYEES

%. OF

EMPLOYEES

1 YES 74 74%

2 NO 26 26%

TOTAL 100 100%

INTERPRETATION:

After complete interaction with the employees through our questionnaires, I

understand that 74% of employees attending to the training programmes and 26% of

employee’s are doesn’t having the training program

--------------------------------------58--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO OF EMPLOYEES

NO OF EMPLOYEES

--------------------------------------59--------------------------------------Dept of MBA

FIG 4.1

2) What type of training program did you attend? [ ]

a ) ON-THE JOB b ) OFF- THE JOB

TABLE 4.2

S.NO TYPE OF TRAINING

PROGRAMME

NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 ON THE JOB 83 83%

2 OFF-THE JOB 17 17%

TOTAL 100 100%

INTERPRETATION:

From the above information, I understand that 83% of employees are taking on

the job training and rest of 17% of employees is taking off the job training program

--------------------------------------60--------------------------------------Dept of MBA

ON THE JOB OFF-THE JOB0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

--------------------------------------61--------------------------------------Dept of MBA

FIG 4.2

3) What is the periodicity of the training? [ ]

(a) For every three months (b) Yearly twice

(c) Yearly once (d) Once in a while

TABLE 4.3

S.No PERIODICITY OF THE TRAINING NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 FOR EVERY THREE MONTHS 46 46%

2 YEARLY TWICE 27 27%

3 YEARLY ONCE 19 19%

4 ONCE IN WHILE 8 8%

TOTAL 100 100%

INTERPRETATION:

The survey reveals that 46% of employees are said that the training program

conducted for every three months.27% of employees are said that the training program

--------------------------------------62--------------------------------------Dept of MBA

conducted for every six months.19% of employees are said that training program

conducted for every year. And 8% of employees are said that training program conducted

for once in a while.

FOR EVERY THREE MONTHS

YEARLY TWICE YEARLY ONCE ONCE IN WHILE0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

--------------------------------------63--------------------------------------Dept of MBA

FIG.4.3

4) Are you satisfied with the selection process of trainees? [ ]

(a) Satisfied (b) Not satisfied (c) can’t say

TABLE 4.4

S.No OPINION OF

EMPLOYEES ABOUT

SELECTION

NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 SATISFIED 75 75%

2 NOT SATISFIED 11 11%

3 CAN’T SAY 14 14%

TOTAL 100 100%

INTERPRETATION:

From the above information 75% of employees are satisfied.11% of employees is

not satisfied. And 14% of employees are unable to say their satisfaction level

--------------------------------------64--------------------------------------Dept of MBA

--------------------------------------65--------------------------------------Dept of MBA

SATISFIED NOT SATISFIED CAN’T SAY0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

FIG 4.4

5) Are your trainers in house (or) outside trainers? [ ]

(a) In-house (b) Outside house (c) Both

TABLE 4.5

--------------------------------------66--------------------------------------Dept of MBA

S.No PLACE OF

TRAINING

NO.OF EMPLOYEES % OF EMPLOYEES

1 IN THE HOUSE 16 16%

2 OUTSIDE HOUSE 14 14%

3 BOTH 70 70%

TOTAL 100 100%

INTERPRETATION:

The survey reveals that 70% of employees are said that trainers are coming

both place, i.e. in the house and outside the house.16% of employees are said that trainers

are coming in the house. Rest of 14% of employees is said that trainers are coming outside

the house.

--------------------------------------67--------------------------------------Dept of MBA

IN THE HOUSE OUTSIDE HOUSE BOTH0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

FIG 4.5

6) What is your rating of your trainer’s effectiveness? [ ]

(a) Highly satisfied (b) Satisfied (c) Not satisfied (d) can’t say

--------------------------------------68--------------------------------------Dept of MBA

TABLE4.6

S.No

RATING NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 HIGHLY SATISFIED 11 11%

2 SATISFIED 59 59%

3 NOT SATISFIED 22 22%

4 CAN’T SAY 8 8%

TOTAL 100 100%

INTERPRETATION:

From the above table 59% of employees satisfied and 22% of employees are not

satisfied.11% of employees are highly satisfied.8% of employees are satisfied with their

satisfaction level in the organization.

--------------------------------------69--------------------------------------Dept of MBA

HIGHLY SATISFIED SATISFIED NOT SATISFIED CAN’T SAY0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

FIG 4.6

7) Do you feel that training programme can improve the Skills/ Performance of the

employees? [ ]

(a)Yes (b) No (c) Can’t say

--------------------------------------70--------------------------------------Dept of MBA

TABLE 4.7

S.No DOSE TRAINING

PREGAME

IMPROVE

SKILLS?

NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 YES 95 95%

2 NO 0 0%

3 CAN’T SAY 5 5%

TOTAL 100 100%

INTERPRETATION:

From the above information 95% of employees are said that training program

improves the skills.5% of employees are unable to say.0% of employees said that there is

no improvement to attend the training program. It reveals that most of the employees are

said that training programmes are best for improves the skills.

--------------------------------------71--------------------------------------Dept of MBA

YES NO CAN’T SAY0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

FIG.4.7

8) Training programmes are useful for [ ]

(a) New employees (b) Existing employees

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(c) Promoted employees (d) for all

TABLE 4.8

S.No. TRAINING PROGAMME

USEFUL FOR

NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 NEW EMPLOYEES 24 24%

2 EXISTING EMPLOYEES 11 11%

3 PROMOTED EMPLOYEES 5 5%

4 FOR ALL 60 60%

TOTAL 100 100%

INTERPRETATION:

From the above information 60% of employees are training progammes are useful

for all employees.24% of employees are training programme are useful for new

employees.11% of employees are said that training programme are useful for existing

employees.5% of employees are said that training programme are useful for promoted

employees. The information reveals that training programme that necessary for all

employees.

--------------------------------------73--------------------------------------Dept of MBA

NEW EM-PLOYEES

EXISTING EMPLOYEES

PROMOTED EMPLOYEES

FOR ALL0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

FIG 4.8

9) Is there any feedback session after training? [ ]

(a) YES (b) NO

--------------------------------------74--------------------------------------Dept of MBA

TABLE 4.9

S.No IS THERE IS ANY FEEDBACK NO.OF

EMPLOYEES

% OF

EMPLOYEES

1 YES 100 100%

2 NO 0 0%

TOTAL 100 100%

INTERPRETATION:

From the above information 95% of employees after training programme feedback

session are conducted in their organization. 5% of employees are said that after training

programme there is no feedback session. More no. of employees are said that there is

feedback session.

--------------------------------------75--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

FIG 4.9

--------------------------------------76--------------------------------------Dept of MBA

10) Are you satisfied with the training programme offend by the organization?

[ ]

(a) Highly satisfied (b) Satisfied (c) Not satisfied (d) can’t say

TABLE 4.10

S.No OPINION ABOUT TRAINING

PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 HIGHLY SATISFIED 16 16%

2 SATISFIED 65 65%

3 NOT SATISFIED 14 14%

4 CAN’T SAY 5 5%

TOTAL 100 100%

INTERPRETATION:

The survey reveals that 65% of employees are satisfied and 16% of employees

are highly satisfied.14% of employees is not satisfied. 5% of employees are unable to say

their opinion above training programme. Totally 81% employees are satisfied their

training programme.

--------------------------------------77--------------------------------------Dept of MBA

HIGHLY SATISFIED SATISFIED NOT SATISFIED CAN’T SAY0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.10

--------------------------------------78--------------------------------------Dept of MBA

11) Are you agree with the Present training programs has met the job requirement of

employees? [ ]

(a) Agree (b) Strongly agree (c) Disagree (d) Strongly disagree

TABLE 4.11

S.No OPINION ABOUT TRAINING

PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 AGREE 41 41%

2 STRONGLY AGREE 28 28%

3 DISAGREE 18 18%

4 STRONGLY DISAGREE 13 13%

TOTAL 100 100%

INTERPRETATION:

The survey reveals that 41% of employees are agree, 28% of employees are

strongly agree,18% of employees are disagree, 13% of employees are strongly disagree

the training programme. Totally 69% employees are agree the training programme and

31% employees are not agree the training program.

--------------------------------------79--------------------------------------Dept of MBA

AGREE STRONGLY AGREE

DISAGREE STRONGLY DISAGREE

0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig. 4.11

--------------------------------------80--------------------------------------Dept of MBA

12) The main function of training is to bridge the gap between the desired

actual job performances? [ ]

(a) Agree (b) Strongly agree (c) Disagree (d)Strongly disagree

TABLE 4.12

S.No OPINION ABOUT TRAINING

PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 AGREE 27 27%

2 STRONGLY AGREE 35 35%

3 DISAGREE 20 20%

4 STRONGLY DISAGREE 18 18%

TOTAL 100 100%

INTERPRETATION:

The survey reveals that 27% of employees are agree, 35% of employees are

strongly agree,20% of employees are disagree, 18% of employees are strongly disagree

the training programme. Totally 62% employees are agree the training programme and

38% employees are not agree the training program.

--------------------------------------81--------------------------------------Dept of MBA

AGREE STRONGLY AGREE

DISAGREE STRONGLY DISAGREE

0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig.4.12

--------------------------------------82--------------------------------------Dept of MBA

13) Here evaluation of employee’s performance being done during the period of

training? [ ]

(a) Yes (b) No

TABLE 4.13

S.No OPINION ABOUT

EVALUATION OF

PERFORMANCE

NO.OF EMPLOYEES % OF

EMPLOYEES

1 YES 89 89%

2 NO 11 11%

TOTAL 100 100%

INTERPRETATION:

From the above information 89% of the employee said that performance are

evaluated during the training period and 11% of the employee said that performance are

did not evaluated during the training period.

--------------------------------------83--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig.4.13

--------------------------------------84--------------------------------------Dept of MBA

14) Is there any change in performance of an employee after giving training and

development program? [ ]

(a) Yes (b) No

TABLE 4.14

S.No OPINION ABOUT CHANGE IN

PERFORMANCE

NO.OF EMPLOYEES % OF

EMPLOYEES

1 YES 81 81%

2 NO 19 19%

TOTAL 100 100%

INTERPRETATION:

From the above information 81% of the employee said that their performance is

improved after the training programme and 19% of the employee said that there is no

change in their performance after training period.

--------------------------------------85--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.14

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15) Is there personal attention of the trainers about each trainee? [ ]

(a) Yes (b) No

TABLE 4.15

S.No OPINION ABOUT PERSONAL

ATTENTION ON EACH

EMPLOYEE

NO.OF EMPLOYEES % OF

EMPLOYEES

1 YES 100 100%

2 NO 0 0%

Total 100 100%

INTERPRETATION:

The survey reveals that 100% of attention on each employee by the trainer.

--------------------------------------87--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.15

--------------------------------------88--------------------------------------Dept of MBA

16) When do you think that training programs should be conducted? [ ]

(a) During working Hours (b) Weekends

TABLE 4.16

S.No OPINION ABOUT CONDUCT

OF TRAINING PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 DURING WORKING HOURS 66 66%

2 WEEKEND 34 34%

Total 100 100%

INTERPRETATION:

From the above information it has observed that 66% of employees supported the

they training programme on working hours and 34% of employees suppoted the training

programme in weekends.

--------------------------------------89--------------------------------------Dept of MBA

DURING WORKING HOURS WEEKEND0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.16

--------------------------------------90--------------------------------------Dept of MBA

17) What is Level of Understanding is? [ ]

(a) Too Easy (b) Easy

(c) Too Difficult (d) little difficult

TABLE 4.17

S.No OPINION ABOUT

UNDERSTANDING THE

TRAINING PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 TOO EASY 53 53%

2 EASY 17 17%

3 TOO DIFFICULT 10 10%

4 LITTLE DIFFICULT 20 20%

TOTAL 100 100%

INTERPRETATION:

From the information 53% of employee feels that too easy to understand, 17%

of employee feel that just right, 10% of employee feel that too difficult to understand and

31% of employee have no opinion on understanding the training programme. Totally 70%

of employee have positive attitude about training programme.

--------------------------------------91--------------------------------------Dept of MBA

TOO EASY EASY TOO DIFFICULT LITTLE DIFFICULT0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.17

--------------------------------------92--------------------------------------Dept of MBA

18) What is technical coverage and depth in training? [ ]

(a) Good (b) Adequate

(c) Poor (d) No Comment

TABLE 4.18

S.No OPINION ABOUT TRAINING

PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 GOOD 16 16%

2 ADEQUATE 65 65%

3 POOR 14 14%

4 NO COMMENT 5 5%

TOTAL 100 100%

INTERPRETATION:

The survey reveals that 16% of employees are good, 65% of employees are

adequate, 14% of employees are poor, 5% of employees are no comment about the

training programme.

--------------------------------------93--------------------------------------Dept of MBA

GOOD ADEQUATE POOR NO COMMENT0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.18

--------------------------------------94--------------------------------------Dept of MBA

19) Do you send the employee to other companies to learn modern techniques?

[ ]

(a) Yes (b) No

TABLE 4.19

S.No OPINION ABOUT TRAINING

PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 YES 85 85%

2 NO 15 15%

TOTAL 100 100%

INTERPRETATION:

From the above data 85% of employees are sending to other companies for more

training programme. 15% of the employees are does not send to other organization

--------------------------------------95--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.19

--------------------------------------96--------------------------------------Dept of MBA

20) Have you gone abroad for external training programme? [ ]

(a)Yes (b) No

TABLE 4.20

S.No OPINION ABOUT TRAINING

PROGRAMME

NO.OF EMPLOYEES % OF

EMPLOYEES

1 YES 34 34%

2 NO 66 66%

TOTAL 100 100%

INTERPRETATION:

From above information we interpreted that 34% of employees have gone abroad

for training.

--------------------------------------97--------------------------------------Dept of MBA

YES NO0

10

20

30

40

50

60

70

80

90

100

NO.OF EMPLOYEES

NO.OF EMPLOYEES

Fig 4.20

--------------------------------------98--------------------------------------Dept of MBA

FINDINGS:

1. It is observed from the study majority of the employees participated in the training

programmes conducted by the organization.

2. The employees are showing more interest towards the on the job training

programmes rather than off the job programmes.

3. Most of the respondents i.e. 46%of employees said that the training programmes

Conducted for every three months. Rest of the employees is said that training

Programmes are conducted twice in a year.

4. The majority employees are satisfied with the existing training programme and

they are expressed that they will improve the performance.

5. The trainers are both from internal and external sources

6. Most of the employees are satisfied with the effectiveness of trainers.

7. Majority of the employees accepted that the training programs improve their

performance.

8. Feedback sessions are there for training programmes.

--------------------------------------99--------------------------------------Dept of MBA

SUGGESTIONS:

1. The company may be suggested to undertake off-the-job training to certain areas

along with on-the- job training. Improve the Industrial relations

2. Management should take necessary steps to make all the employees involve in the

identification training needs

3. Some of the employees expressed that they are receiving only on-the-job training

and some of the employees expressed that they are receiving only off-the-job

training. Management should take necessary steps to provide both types of training

programme to all the employees, for better results.

4. Since the employees are satisfied with existing training programmes the same may

be continued.

5. Due care has to be taken for identification of the training needs of the employees.

6. The quality of the training programme should vary according to the types

of groups of employees.

--------------------------------------100--------------------------------------Dept of MBA

CONCLUSION:

The global economy of the day has endangered the survival of every organization

and particularly those who wish to gain competitive edge. In most organizations today

resources are scarce and have to be used carefully and trainers of all kinds are required to

justify their positions and account for their activities.

The analysis of the data brought to light on the degree to which the employees are

satisfied with the present initiatives taken by the company.

Employees are satisfied by the working conditions provided by the organization.

The organization provides congenial atmosphere.

Good infrastructure is provided for the training.

--------------------------------------101--------------------------------------Dept of MBA

BIBLIOGRAPHY

HUMAN RESOURCE MANAGEMENT -- GARRYDESSLER

HUMAN RESOURCE MANAGEMENT -- P.SUBBARAO

ORGANIZATIONAL BEHAVIOUR -- STEPHEN.P.ROBBINS

MANAGING HUMAN RESOURCE -- WAYREF CASCIO

PERSONNEL MANAGEMENT -- C.B. MEMORIA

Website:-

www.training&development.com

--------------------------------------102--------------------------------------Dept of MBA

QUESTIONNAIRE

I am (shaik. khasimbi) doing MBA project, so, please give your valuable information to

make my project successfully.

NAME:

QUALIFICATION:

DESIGNATION :

DEPARTMENT :

EXPEARIENCE :

1) Do you attend any training programme in the present organization? [ ]

(a)YES (b) NO

2) What type of training programme did you attend? [ ]

a) ON-THE JOB b) OFF- THE JOB

3) What is the periodicity of the training? [ ]

(a) For every three months (b) Yearly twice

(c) Yearly once (d) Once in a while

4) Are you satisfied with the selection process of trainees? [ ]

(a) Satisfied (b) Not satisfied (c) Can’t say

5) are your trainers’ in house (or) outside trainers? [ ]

--------------------------------------103--------------------------------------Dept of MBA

(a) In-house (b) Outside house (c) Both

6) What is your rating of trainer’s effectiveness? [ ]

(a) Highly satisfied (b) Satisfied

(c) Not satisfied (d) can’t say

7) Do you feel that training programme will improve the Skills/ Performance of the

employees? [ ]

(a)Yes (b) No (c) Can’t says

8) Training programmers are useful for? [ ]

(a) New employees (b) Existing employees

(c) Promoted employees (d) For all

9) Is there is feedback session after training? [ ]

(a) YES (b) NO

10) Are you satisfied with the training programme offend by

the organization? [ ]

(a) Highly satisfied (b) Satisfied

(c) Not satisfied (d) can’t say

11) The Present training programs has met the job

requirement of employees? [ ]

(a) Agree (b) Strongly agree (c) Disagree (d) Strongly disagree

12) The main function of training is to bridge the gap between the desired actual job

performances? [ ]

(a) Agree (b) Strongly agree (c) Disagree (d) Strongly disagree

--------------------------------------104--------------------------------------Dept of MBA

13) Here evaluation of employee’s performance being done during the period of

training? [ ]

(a) Yes (b) No

14) Is there any change in performance of an employee after giving training and

development program [ ]

(a) Yes (b) No

15) Is there personal attention of the trainers about each trainee? [ ]

(a) Yes (b) No

16) When do you think that training programs should be conducted?

(a) Working Hour’s (b) Weekends

17) What is level of Understanding? [ ]

(a) Too Easy (b) Just right

(c) Too Difficult (d) No Comment

18) What is technical coverage and depth in training? [ ]

(a) Good (b) Adequate

(c) Poor (d) No Comment

19) Do you send the workers to the other companies to learn modern techniques?

[

]

(a) Yes (b)No

20) Have you gone abroad for external training programme? [ ]

(a)Yes (b)No

--------------------------------------105--------------------------------------Dept of MBA

--------------------------------------106--------------------------------------Dept of MBA

--------------------------------------107--------------------------------------Dept of MBA

--------------------------------------108--------------------------------------Dept of MBA