INTROUDUCTION

TRAINING AND DEVELOPMENT

With the advancement in technology and the spread of business on a global scale, it has
become necessary for the organizations to concentrate on training their that an
organization will be successful. It has to train them to face the continuous challenges of a
competitive business environment Moreover, the ongoing trends of greater work force
diversify, flatter organization in increased global competition. This increases the
significance of training and development in helping the employees take up greater
responsibilities.

Successful candidate placed on the job to perform their duties effectively and
efficiently. Workers must be trained to operate machines, reduce scrap and avoid
accidents. It is only the workers who need training but supervisors, executives and
managers also need to be developed in order to enable them to grow and acquire maturity
of though and action. Training and development constitute an ongoing process in any
organization.

Training and development program is one of the fundamental actions of HRD.

After the selection and induction of employees next function of HRD is to provide them
proper training.

In simple terms training and development refers to the imparting of specific skills,
abilities and knowledge to an employee. A formal definition of training and development
is: It is an attempt to improve current or future advisor's performance by increasing an
employee's ability to perform, through learning; usually by changing the employee's
attitude or increase his or her skills and knowledge

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 NEED FOR THE STUDY

Training means making people more efficient and skillful on this work .Training
starts after the recruitment of the employees and workers. Training us being given to all
levels of people in the organization in order to improve their capabilities improves their
capabilities in their work.

Training is an act improving and importing skills and knowledge in the human
beings (or) the employees to do a particular job. Training is job related and it is applied
and practical one. Training is given for shorts duration.

Development is the process of the improving the overall personality of their

individual. It is the combination of the both training and education. This is for top level
as they have known about the education and training. This is a continuous process. It
initiates from individual and this is the result of the motivation is to meet future needs.

Training and development is provided by almost all organizations now a days as it

is very important factors for the improvement and increase in productivity has to spend
time and investment for the training and development programs it help for improvement
of both employees and workers and in taken organization also.

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 SCOPE OF THE STUDY

Training is the corner stone of sound management for it makes employees more
effective and it makes employees more eddective and productive. It is actively connected
all personnel and management activity.

Training is most helpful in improving technical knowledge and mechanical

knowledge to personnel involved. The study is confined to HINDUSTAN COCA-
COLA BEVERAGES PVT LTD. The being conducted for the period of one month
since time is limited. Nearly 150 employees are considered for the study.

As the employee are from various shifts the study has been limited to the
employees who are working in day shifts by HINDUSTAN COCA-COLA
BEVERAGES PVT LTD, As the study is limited to 150 employees there is scope for
bias information.

The study will be able to generate the opinions of employees on the training and
development programs.

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 OBJECTIVES OF THE STUDY

 To study about the training and development programmes.

 To evaluate the methods of training programmers in HINDUSTAN COCA-

COLA BEVERAGES PVT LTD

 To evaluate the method of training program between the workers and

management.

 To study the effectiveness of the training and development programmes

carried out in HINDUSTAN COCA-COLA BEVERAGES PVT LTD to study

the factors necessary for providing the training.

 To study the excellent level of training programs conduct by HINDUSTAN

COCA-COLA BEVERAGES PVT LTD that has made an impact and

performance level of executive.

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 RESEARCH METHODOLOGY

Research is careful investigation or enquiry especially through search for new facts in
any breach of knowledge.

According to Redman and Mary,” Research is a systematized effort to gain new

knowledge.

Research Design:

“A Research design is the arrangement of conditions for collection and analysis of data
analysis of data in a manner that to combine relevance to the purpose with economy in
procedure.

Generally the Research design can be convenient described in 3 ways. They are

 Research design in case of exploratory research studies.

 Research is case of descriptive and diagnostic research.
 Research Design in case of hypothesis testing research studies.

The present study is of descriptive study.

Source of “Data:

The source for collecting the data is form both

 Primary Method
 Secondary Method

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Primary Data:

The primary data are those which are collected afresh and for the first time, and this
happen to be original in character. The tools for collecting this primary data are by two
types namely

 Interview Method
 Questionnaire Method

Secondary Data:

The Secondary data are those which have already been collected by someone else
and which have already been passed through the statistical process in the company.

Sample Size:

The Sample size of the survey is taken as 150 respondents.

Sampling Procedure:

Sampling is the Selection of group with a view to obtain information about the whole
is group of persons that present particular community.

The sampling method used was random was used because of lack of through
knowledge about the universe. The Sample size was fixed to 150 respondents.

Type of survey:

Simple random Sampling technique.

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 LIMITATIONS OF THE STUDY

 Time is major constraint for conducting study.

 The sample is limited to 150 as the employees come from various shifts.

 The information collection was through interviews and hence it depends on

the mood of the interviews.

 Employees are belongs to various shifts and it is difficult to gatherer

information.

 There is possibility for employees skipping the questionnaire

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 2) INDUSTRY PROFILE

11) INDUSTRY PROFILE

NARTD non-alcoholic ready to drink market can be divided into fruit drinks &
soft drinks. The soft drinks can be further divided into carbonated and non carbonated
drinks. Mango drinks come under non carbonated category and carbonated drinks
comprises of cola, lemon and orange flavour drinks.
The soft drinks till early 1990s were in the hands of domestic players like Compa,
Thumps-up, Limca, etc. But with the opening up of economy & coming of MNC players
Pepsi & coco-cola the market has come totally under their control, Pepsi entered in
Indian market in 1991.Coke re-entered (after they thrown out in 1977 by the then central
govt.)in1993.

The growth of soft drinks in India is very high compared to other countries. The
annual growth rate has been observed as around 10%.So this attracted the attention of
world leading market players a lot. Before the entry of Pepsi in India the market share of
coco-cola was 80%,but with the entry of Pepsi its market share has decreased by 10%.
Major players in soft drinks industry:
 Coca cola Pvt Limited

It entered in to Indian market by signing en agreement with Parle exports

limited. Its brands are Coco-Cola, Fanta, Sprite etc. On September 25 th the Chairman
brothers signed an agreement with Coke selling their best brands like Thumps-up,
Limca, Maaza and Gold spot
 Pepsi foods Private Limited

It came into India In 1956 and left the country in 1961 due to unsuccessful operations.
In the year 1990 it re-entered Indian market in collaboration with
Punjab Agro Industry Corporation.

 Other Players
Besides these established manufactures there are more than 200 units of independent
manufactures of soft drink industry. They constitute very small market share around 4%
of the entire soft drink industry.
This is in brief about soft drink industry.

ORIGIN AND INDIAN:

The “Swedish” arguments, put graphically many years ago as “computer

chips and not potato chips” was primarily directed at the entity of foreign
companies into consumer goods. This argument expected the Indian brands would be

8
unable to compete with foreign brands who would take over FMCG markets. In fact
Indian brands have declined in national markets and Indian companies have a
diminishing preference in consumer product markets in India. The national markets are
being taken over by foreign brands and foreign companies. This is across the whole
spectrum of products with a few rare exceptions.

Coca- Cola, the world’s best-known brand, declined a loss of 45 million dollars in
its worldwide operations in the 4th quarter of 1999, because of “huge losses in Japan and
India”. Coke has now invested 800 million dollars in India, double of Pepsi investment,
and more than in any other emerging market. Market analyst estimates that it will
take 18 years for Coke to make profits on their investment. But Coke is the 3 rd among
the cola brands in India. The problem is not with the brands or with the market. It is only
the fault of Coke management , poor understanding of Markets, and flexibility
and inability to adapt to the Indian environment.
FRANCHISING:
There are other services areas where we are now seeing tremendous growth.
Many can be labeled under the head “franchising”. Franchising is now taking
off in Indian. it as already shown spectacular growth in education ,particularly in
information technology ,but many others coming into franchising including for
pathology ,laboratories ; entertainment including game parlor, bowling alleys
, amusement parks, pool parlors, multiplex cinema theaters etc; specialized food services
epitomized by sub-way sandwich and salad bars ,star bucks with coffee cafes . Personal
grooming and fitness centers are yet another fast growing franchising area. It is
estimated that in franchising, every new franchisee will create new jobs. We can
expect franchising to be a major source of new employmen

MAJOR PLAYERS AND MARKET SHARES

The two global majors Pepsi and coca cola, dominate the soft drink
market in India. Coca Cola, which had wound up its India operations during the
introduction of the FERA regime and re entered16 years later in 1993, coca cola
acquired major chunk of the soft drink market by buying local brands Thums Up, Limca

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and Gold spot from Parle beverage. coca cola ha s also acquired Cadbury
Schweppes soft drink brands Cruch ,Canada Dry and sport Cola in 1999 and now
recently in oct ’00 ,it acquires distribution rights of these brands from IFG Agro
Limited . Pepsi lthough started a couple of years before Coca Cola in 1991, has a lower
market share to day. It has bought over Mumbai based Duke’s range of soft drink
brands. Figures are based on Organization’s data while that of Pepsi are based on IMRB
data.
SOFT DRINK INDUSTRY AND REGULATIONS
Definition of soft drink:
Soft drinks are non-alcoholic water –based flavored drinks that are optionally
sweetened, acidulated, carbonated and which may contain fruit juice and / or salts; their
flavor may derive from vegetable extracts or other aromatic substances. They constitute a
defined and homogeneous range, designated by a generic denomination and utilizing a
single common list of additives .They include the beverages which comply with this
definition, which utilize these additives and which do not claim to be part of adjacent
categories such as fruit juices and nectars dairy drinks ,mineral waters, etc .
THE MARKET (Global scenario)
Globally, carbonated soft drinks are third most consumed beverages .per capita
annual consumption of carbonated soft drinks is nearly four times the per capita
consumption of fruit beverages. Soft drink consumption is growing by around 5% a year,
according to global soft drinks 2002. Total volume reached 412,000 million liters in
2001, giving global per capita consumption of around 67.5 liters per year. North America
is the largest soft drinks market with 27 per cent of total world soft drink sales and a
consumption of 48 gallons per person per year (1992 liters /person /year). The
European market accounts for 21 percent, with a per capita consumption of 12.7 gallons
per year (50.8 liters /person /year). The fastest growth in soft drink consumption is
Asia and South America.
Carbonated drinks are the biggest soft drinks sector with 45% of global
volume. The fastest growing soft drink markets between 1996 and 2001 were from
Asia, East Europe and the Middle East. The five fastest developing markets during
2001 and 2006 are all expected to come from Asia. Amongst them Pakistan is predicted

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to have the highest percentage growth rate while India is expected to make sizeable
volume gains, as affluence spreads to more of its vast population .Indonesia ,China
and Vietnam complete the top five for future growth . The overall market should hit
523,000 million liters by 2006. A continuing 5% growth rate for soft drinks compares
favorably with at best 1% for hot drinks, 2% for milk and for school.

MAJOR PLAYERS IN SOFT DRINK INDUSTRY

Coca cola pvt. Limited
It has entered in to the Indian market by singing an agreement with Parle
exports Limited. Its brands are Coca Cola, Fanta, and Sprite etc. The Chairman
brothers signed an agreement with Coca Cola and sold their best brands like Thumps-
up, Limca, Maaza and Gold Spot.

Cadbury Schweppes:

It is the international giant to enter India soft drink market; it is a

Britain conglomerate and biggest non-cola company in the world. Its brands
launched in India are Crush, Canada dry, Lemonade and now recently Sort Cola.

Pepsi foods Private Limited:

It came in to India in 1956 but could not succeed and had to leave in 1961.
In the year 1990 it reentered Indian market in collaboration with Punjab Agro Industry
Corporation.

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OTHERS PLAYERS

Besides these established manufactures there are more than 200 units of
independent manufactures of soft-drink industry. They constitute a very small market
share around 4% percent of the entire drink industry.

INDIAN SCENARIO
Market:
According to government estimate soft drinks marketed in India were 6540
million bottles in March 2001. The market growth rate, which was around 2-3% in 80s,
increased to 5-6% in the early 90s and is presently 7-8% per annum. Most of the
sales of soft drinks take place during summers while just 5-6%of total sales in
winters. In summers the high season lasts for 70-75 days, which contribution more than
50% of the total yearly sales. In terms of regional distribution cola drinks have main
markets in metro cities and northern states of UP, Punjab, Haryana etc. Orange
flavored drinks and sodas are popular in southern states. Western markets have
preference towards mango-flavored drinks.

Consumption:

According to NCAER survey 91% of the total consumption of soft drinks in the
country is by lower, lower middle and upper middle class people. Per capita consumption
in India is among the lowest in the world at 6 bottles per annum compared to 80 bottles in
Thailand and 800 bottles in USA. Delhi market has highest per capita consumption in the
country with 50 bottles per annum

The profile of INDIA can be studied under two heads i.e.,

profile of parle (exports) pvt.ltd. Entered into a joint venture with coca – cola in
1933. The main reason behind Parle’s entry into this joint venture is that with the
entry of two multinational companies it is difficult for Parle to retain its bottling
plants. Before the entry of Pepsi in India, Parle had 56 b.u. under its franchise
system. With Pepsi’s entry 7 of them have gone to Pepsi and parle was left with 49

12
b.u now if coca-cola enters India on its own, then probably another 10 b.u may go to
it and their result is increase in the area of operation and parle faces the problem of
loss in market share.

Many people were of the opinion that if coke enters India them Thums up will
definitely loose its hold in the market. a survey was organized by a & m in 1994; one year
after launch of coke and found that Thums up is the most powerful soft drink brand for
all three family members polled.

With increase in the area of operation and with the capacity of the b.u’s
remaining the same; the availability of parle products may become a problem is some
area and is some seasons. In soft drink industry, availability plays a vital role. If this
aspect is overlooked; parle definitely foregoes its market share in the long run.
So in order to retain its position, parle entered into a joint venture with Coca-
Cola. When we consider the above aspect, can say the Ramesh chauhan; president, parle
(exports) pvt.ltd. Has taken a right step at the right time. Now the company’s name is
coca-cola India (CCI).
Parle was initially a confectionery company. it manufactured biscuits and
chocolates; parley’s glucose biscuits was a well known brand. There was an interesting
story behind parle’ diversification into soft drinks. Mr. Jayantilal chauhan, father of the
present chief Mr. Ramesh chauhan; once came on a business visit to madras he saw an
Artos soft drink in a retail outlet and enquirer about it.

He was surprised to know that it was local brand in south India. he wondered
how a small local brand belonging to south find a place in a metropolitan city like
madras. he enquired about the manufacturer and learnt that the plant was located at
Ramachandrapuram and met Mr.Padmanabham Raju, the owner of Artos.

He learned every thing about the soft drinks from him but Mr.Raju requested
to give him the formula to prepare the concentrate. Then Mr.Chauhan came back to

13
Bombay and turned his attention towards soft drink parle orange in 1966, packed in
200ml glass bottle. This drink lasted for over 10 to 12 years.

After Jayantilal Chauhan; his two sons Mr. Ramesh Chauhan and Prakash
Chauhan took over his business. Ramesh

Chauhan entered the industry in 1968. before the introduction of thumps up; there was
another cola brand at parle pepinq. But it could not stand against the image created by
coca-cola. People would not look at another cola drink except coca-cola even after its
exit. And moreover the package of pepino was also not good. So it failed.

CCI operates with the franchise system there by defining the area of operation for
every franchise holder to whom it sells the concentrate. the CCI licence3d bottles buy the
concentrate from CCI Mumbai and mix it with purified sweetened and processed water,
then carbonate and fill it in A.P; there are 9 b.u’s in A.P according to their order of
establishment are:

1. HYDERABAD
2. VISAKHA PATNAM
3. VIJAYAWADA
4. RAJAHMUNDRY(the franchise under S.S.S.Ltd., B.U. vemagiri)
5. SECUNDERABAD
6. GUNTUR
7. NELLORE
8. KHAMMAM(under the name of S.S.S.Ltd.,B.U. sathupalli)
9. NANDYAL
10. KESAVARAM (under the name of S.S.S.Ltd., B.U.)

The targets regarding sales, marketing inputs are fixed by thumps up cci to
its franchise holders and be followed

14
up throughout the year. The marketing program is handed over to the respective
franchise holders at the beginning of the year.
The control of CCI over its franchise exits through quality marketing program
and production. It plans the promotional activities, which have to be implemented by the
franchise holders. It directly or indirectly controls each and every aspect of their
operations.
The present coca cola unit has sophisticated equipment’s that can produce 600
bottles per minute. From this unit where coca cola products are produced by there are
1. Coke
2. Fanta
3. Sprite
4. Limca
5. Maaza
6. Thums up
7. kinley-soda
8. Diet coke
the above were products supplied to coastal district ,like Visakhapatanam, Vijayanagaram
and Srikakulam ,and also its products is supplied to some of the district ,of Orison state.

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ABOUT HINDUSTAN COCA-COLA BEVERAGES PRIVATE LIMITED
GUNTUR
BRIEF HISTORY OF THE HINDUSTAN COCA-COLA BEVERAGES PVT .LTD:

1. INTRODUCTION

2. BRIEF HISTORY
3. INCORPORATION
4. PRINCIPLES
5. GOALS
6. PRIORITIES
7. MAN POWER PARTICULARS

BRIEF ACCOUNT OF THE ORGANISATION

INTRODUCTION:
Hindustan coca – cola beverages pvt.ltd. Vijayawada is a corporate branch
of the coca – Cola Company registered in North Atlanta, North America. The basic unit
is divided into five zones all together
They are:
 NORTH AMERICA
 AFRICA
 LATIN AMERICA
 EUROPE
 EURASIA
 MIDDLE – EASTASIA

The present Vijayawada unit is under Asia zone of the division of India. In India
there are around 55 units (plants) and in Andhra Pradesh there are 5 plants
namely

 VISHAKAPATNAM

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  VIJAYAWADA
 HYDERABAD
 NELLORE
 KALAHASTHI
These plants are concerned with the production, sales, marketing and customer
care of the Coca – Cola Company.
The Coca–Cola company will continue to be the only worldwide provided of
superior quality, branded beverage solutions that refresh people anytime, anywhere –
every day.

17
 COMPANY PROFILE

Coca-Cola Beverages Private Limited.

History

The Coca-Cola Company traces its beginning to 1886, when an Atlanta, Georgia
Pharmacist, Dr. John Pemberton, began to produce coca-cola syrup for sale in the
fountain drink. However, with the exemption of an independent bottling operation
established in 1894 in Viking, Mississippi, the history of large scale bottling did not begin
until 1899 when two Chattanooga businessmen, Joseph B. Whitehead and Benjamin F.
Thomas, secured the executive rights to bottle and sell Coca-Cola for most of the United
States from the Coca-Cola company.
The Coca-Cola bottling system continued to operate as an independent local
business until the late 1970’s and early 1980’s when, for an economic and other reasons,
bottling franchise ownership began to consolidate. In 1986, the Coca-Cola Company
recognized the opportunity to significantly advance this consolidation by merging some
of this company owned operations with two large ownership groups that were for sale.
This bottling operations were combined to into Coca-Cola Enterprise Inc. The company
offered its stock in the New York Stock Exchange on November 21st,1986,in the largest
initial public offering made up to that date.
BUSINESS
Coca-Cola Enterprises is in the business of Marketing, Producing and
Distributing liquid non alcoholic refreshments to customers in their franchise tern tones.
In 1994 they distributed approximately 1.7 billion equivalent
Cases of the product throughout their territories, which comprise of 38 states and the
District of Columbia in the United states. Their territory also extended to, many foreign
countries.
The Coca-Cola Enterprise and The Coca-Cola Company are in business
partnership. The Coca-Cola Company develops the product ; while as a bottler the
Coca-Cola Enterprise combines the product Concentrates with other ingredients and
packages the beverages in bottles, Cans and fountain containers.

BRANDS OF COCA COLA

One of the greatest advantages of Coca Cola is the ability to maintain
and produce the products world over while maintaining a local approach. At the heart of
this approach is the bottling system.
The products is to be consumed, it has to be consumed, it has to be produced,
packages and distributed .Coca cola reaches around 6 million people and thus the bottling
has to be perfect. The bottling of the product is done either by the individual companies
or by the companies owned by the company it self , so the process of acting locally and

18
thinking globally roots them locally. This is possible with the help of around 200-300
brands of the company
BRANDS OF COCA COLA

CRISTA BEAT
CRYSTAL AWNKO BIMBO
BIMBOBREAK
ADES
BISTRONE
ALIWE
BLACK FIRE
ALMUDDLER BOLT
ORI BORI
AMBASSA
BRIGHT AND EARLY
AMERICAN
BURN
ANDIFRUT BONAQUA
CAFFEINE FREE
ANDINANECTAR
COKE
AQUA
CALKING
AQARIS CALYPSO
AQUNA CANADA DRY
AQUAVARIS CANNING
AYVAL CAPPY
BACARDI MIXER CAPRICE
BARCSBEVERLY
CARVERS
CHINOTTO

MANAGEMENT PHILOSOPHY

CORPORATE AREA
The major concept of the management philosophy is to remain in the beverage
industry and not diversify into other areas. The management believes in investing in non
capital-intensive areas. In fact, the beverage industry requires little capital, and produces
maximum returns. The returns from the foreign markets are tapped to the most.
FINANCIAL AREA

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 The corporate objectives are to increase the shareowners value. The management
believes that in increasing the shareholders value it requires consistent growth in financial
results complemented by effective use of the cash flow.
MARKETING AREA
Here the management is committed to superior market place execution. This is
achieved by decentralized operating structure that places the responsibilities, authority
and the accountability as close to the customer and consumer as possible.
THE BRAND
The Coca-Cola consistently ranks first in the world’s most valuable brands. The
brand value is about $39 billion. This is the greatest heritage of the company. As far as
the branch management concerned, we find that Coca-Cola ranks itself as the third only
after Microsoft and Louis Vinton.
COCA-COLA INDIA
Coca-Cola returned to India after 16 years, in 1993. The brand promotion was
in between 1994-96. The bottling acquisition occurred in between 1997-99. Its quest for
profitability started from 2000 onwards. In India Coke have its concentrate plants at Pune
producing 10 brands. Its company-owned bottling operations are at six operating
regions,29 operating areas with 26 plants,10 Green fields, and 3000 associates. It enjoys a
business of over Rs.3000 crores in India.
AP REGION

AP has merged as the single biggest state in terms of overall CSD sales volumes as
well as in terms of manufacturing facilities. Up to 18-20 percent of the company’s sales
volumes are from AP
Coca-Cola now in total consists of five operating locations for CSD brands and
KINLEY packed water at Moula-Ali, Ameenpur, Nellore, Atmakur(Vijayawada) and
Visakhapatnam having a turnover of over 750 crores with 3 plants, 2 Green fields and
1500 associates. The company also has two contract packers for its water business and
one contract packer for SUNFILL.

Thumps-Up now has a leading position in CSD market in AP, with a market share
of nearly 50 percent. All Coca-Cola’s CSD brands put together now accounted for 75
percent of the overall CSD market.
COMPANY’S MISSION

Coca-Cola exists to create value for their share owners on a long-term basis by
building a business that enhances the Coca-cola Company’s trademarks. This is the
ultimate commitment.
As the world’s largest beverage company, Coca-Cola refresh that world. Coca-Cola
do this by developing superior soft drinks, both carbonated and non-carbonated, and
profitable non-alcoholic beverage systems that create value for the company, the bottling
partners and to the customers.

In creating value, Coca-Cola succeed or fail based on the company’s ability to

perform as worthy stewards of several key assets.

20
 1. Coca-cola, the world’s most powerful trademark, and other highly valuable
TRADEMARKS.
2. The world’s most effective and pervasive DISTRIBUTION SYSTEM.

3. Satisfied CUSTOMRES, who make a god profit selling Coca-Cola products.

4. The people who are working are ultimately responsible for building this
enterprise.
5. The abundant RESOURCES, which must be intelligently allocated.

6. The strong global LEADERSHIP in the beverage industry in particular and in the
business world in general.

TRADE MARKS OF THE COMPANY

The company creates demand by continually expanding the relationship that bonds
the trademarks, principally Coca-Cola with the 5 billion people on this planet. Every
thing the company does must strengthen that bond and it will utilize every available
resource to expand the value of Coca-Cola’s trademarks in the hearts and minds of its
consumers.
 Coca-Cola will continue to make its trademarks, and especially Coca-Cola, the
most recognized, most powerful commercial symbols in any market where they
are present.
 Coca-Cola will continually strive to enhance every aspect of product and package
quality.

 Coca-Cola will always communicate advertising messages that bond with its
consumers.

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 2.3) PRODUCTS PROFILE

THE CARBONATED MARKET

INTERNATIONAL BRANDS

 CLASSIC: The Coca-Cola classic is the flagship of the company’s

carbonated drinks. The product was made public on May 8th 1886.

 DIET COKE: Was launched in 1982 to target the market of the light
products.
 CAFFEINE FREE COCA-COLA CLASSIC: Was launched 1983 which
aims at customers who want to limit their consumption of caffeine while still
drinking Coca-Cola and enjoying its taste.

 CHERRY COKE: The first cherry flavored Cola were launched in 1985.

The Coca-Cola company offers several other carbonated drinks to

target different consumers. Sprite is the number 7 in the US soft drink market launched in
1961. Fanta is the world third best selling soda and the world’s best selling orange drink
with a 31% market share of the category.

INDIAN BRANDS:
For the local market in India Coke has in addition the following brands.
COCA-COLA:
It is the world’s favorite drink, the world’s most valuable brand. Coca-cola has
truly remarkable heritage. From a humble beginning in 1886, it is now the flagship brand
of the largest manufacturer, marketer, and distributor of non-alcoholic beverages in the
world.

THUMPS-UP:
Thumps-Up are the leading carbonated soft drink and most rusted brand in India.
Originally introduced in 1977, Thumps-up were acquired by the Coca-Cola company in
1993. Thumps-up are known for its strong, Fizzy taste and its confident, mature and
uniquely masculine attitude. This brand clearly seeks to separate the men from the boys.
LIMCA:
Lime n Lemony Limca, the drink of that can cast a tangy refreshing spell on any
one, anywhere. Born in 1997, Limca has been the original thirst choice, of millions of
consumers for over 3 decades.
FANTA:
The orange drink of the Coca-Cola company, lies seen as one of the favorite
drinks since 1940’s. Fanta entered the Indian market in the year.
MAAZA:
Maaza was launched in 1976. Here was a drink that offered the same real taste of
fruit juices and was available throughout the year. In 1993, Maaza was acquired by Coca-
Cola India. Maaza currently dominates the fruit drink.

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 SPRITE:
Worldwide Sprite is ranked as the No.4 soft drink and is sold in more than 190
countries. In India, Sprite was launched in year 1999 and today it has grown to one of
fastest growing soft drinks, leading the clear lime category.
DIET COKE: Was launched in 1982 to target the market of the light products.

KINLEY: Packaged drinking water.

THE NON-CARBONATED MARKET

MINUTE MAID: Offers frozen concentrated fruit juice launched in 1988.

MAAZA: Maaza was launched in 1976 here was a drink that offered the same real taste
of fruit juice and was available through out the year. In 1993 maaza was acquired by
Coca-Cola India. Maaza currently dominates the fruit drink.
KINLEY: Packaged drinking water.
PRODUCTION PROCESS
Stages in Production Process:

1. Water Treatment
2. Raw syrup making
3. Ready syrup making
4. Bottling Process
5. Quality test
Ingredients:

1. Water
1. Sugar
2. Co2 gas
3. Flavor
1. WATER TREATMENT:

The water is from bore well and is stored in under ground tank. Here water is
chlorinated to P.P.M. later on it goes into two different pipelines. The water from one
water pipe is filtered to remove suspended impurities and passed through carbon purifier
to remove chlorine percent in the water, then it is passed to the caution exchanger where
minerals which are in the water are remarked.

23
 The water is an again chlorinated to 3 p.p.m. and stored. This water is used for
bottle washing and other purpose. From the second pipe line water is passed through send
filters and purifiers and then passed into De-mine releasing unit water consists of a
caution exchanger, a union exchanger and degasser. Then water to chlorinate to 10 p.p.m.
and stored in the storage tank. This water is passed through carbon purifier and is ready
for beverages.
2. SYRUP MAKING:
It consists of two walled steel tanks. In the inner portion water and sugar,
mixed in fixed proportions and is treated by steam up to 80 degrees centigrade steam is
passed in the outer chamber. The solution is stirred with the help of stirrer in the tank.
Activated carbon is added in this mixture to remove the color which is formed due to
sugar. This syrup is passed through the filter pressconsisting of 24 filter papers in a row.
The syrup is cooled by passing it through plate eat exchanger and the syrup is taken to the
syrup tanks. Here flavor is mixed with the syrup. The syrup will be there for 48 hours.

3. BOTTLING:
From the washing of the empty bottles to the filling of the soft drink is totally
automatic. The empty bottles collected from the dealers are inserted in the washing
machine. The washing machine consists of three chambers.

In the first chamber the bottles are washed with caustic soda at temperature of
50 degrees centigrade. Then the bottles are passed through the second chamber where
they are again washed with temperature of 80 degrees centigrade. In the third chamber
the bottles are dried and then lined out none the conveyer belt, which comes to the
packaging unit. The liquid syrup is mixed with treated water in a define ration by pump in
the premix. The mixture is then chilled by ammonia chiller and then passed through
curator in which filled with c02 at a define pressure. The conveyer belt carries the bottle
to the packing and filling unit, which fills and packages the bottle at a rate of six hundred
bottles per minute
4. QUALITY CONTROL:

24
 S.S.S. Ltd., is very conscious to maintain its quality or products in their
factory. The bottles are critically examined for impurities continually. Random samples
are taken for every half – an – hour and are subjected to chemical analysis which is made
for flavor gas content and sugar percentages. The outlook of the product and taste of the
products are also checked

There are four key strategies that Doug Daft, Marry Minnick and Patrick Siewert
have identified for the assign group:

1) Vitality and growth of core CSD segments is critical to the Coca-Cola

Company’s profitability and growth and India is key to the growth of the
company. In China and India are not going to deliver there is no way that the
Coke can deliver

25
2) The second is innovation TCCC has an extremely rich heritage of tradition and
innovation. The CSD segment is very important but Coke needs to be the
world’s biggest NACB Company.

3) Cost effectiveness is another way to have the sales done in the way it is doe else
were without any hassle.

26
 4) System economics for bottlers need to be very active and the employees need to
be with the idea of togetherness. Company is entirely dependent on the
employee, the research and development and the right time strategies that have
been the key for the success of the company.
It’s not just building the relation but Coke also needs to keep up the best of
the industry in terms of the employees and the best of the practices. With the help of
effective strategies like that of ECR and CATEGORY MANAGEMENT it always

27
possible to have value addition that can make the company flourishes into four folds. It is
also possible to have the sales being brought into
the limelight by way of the having the best direct selling sales and
distribution strategy. One has the eye on the DSD operation of the Coca-Cola Company,
which is very structured, and well planned

Packages:
Packaging-bottling is critically important packing innovation for Coca-
Cola, making it available to its consumers anytime and anywhere.
The Coca-Cola earlier had done the bottling in the form of having the
competitor’s strategy in the hold. Variety of bottles were used for Coke initially, but they
all have straight sides and were very alike making it easy for competitors to sell their
product Coke bottles carried an embossed trademark, imitations were everywhere.
In 1915, the root glass company created the contour Coke bottle based on
a drawing of Coca bean-a bottle so uniquely shaped that is still identifiable in the dark. In
1916, a convention of bottlers approved as standard the unique 6.5-ounce bottle. The

28
shape was granted registration as trademark by the USA patent office in 1977, one of the
few packages designs to receive this distinction.
Secondary packaging began to play a role in merchandising in 1923 when
the six-bottle cartoon was introduced. Described as a home package with easy way for
consumers to carry Coke to their home easily. It became one of the soft drink industries
most powerful merchandising tools.
Till the mid 50’s Coke was available only in familiar contour bottles or in
fountain glasses but changing consumer habits soon dictated a wider choice of packing.
Over the years, he company introduced many new packages in many various sizes.
The company introduced king and family size packages in 1955, and 12-ounce cans in
1960’s the company marketed its first lift top cans in the soft drink market in 1978, the
company made history with the introduction of the pet bottles while the consumer
demand plays an important role in the packaging decisions, other issues; source reduction
and recycling also influence company packaging developments in the year 1991, the
Coca-Cola pioneered the plastic soft drink container made with recycled content the first
of its kind in the world. Two years later the company achieved another break through
with the introduction of a‘multi-layer’ package that sandwiches recycled material
between the layers of virgin plastics, which is now available in the international market.
In the year 1991, Coke introduced the fluted can, sleek, strong light weight and
easy to hold can with vertical grooves. This unique 32-sided can is stronger than a
traditional smooth sided can.
The company with NPO energies, successfully tasted the Coca-Cola space can
abroad the soviet space station Mir. This was the second time the can has journeyed into
the space. It was the US space shuttle challenger during the 1985 mission. Until, then no
soft drink was consumed in the outer space because an adequate way to dispense
carbonated beverages in a micro gravity environment had not been found.

29
 REVIEW OF LITERATURE

INTRODUCTION:

As organization without human resources is incomplete and impossible. Now a-

days it is very much important to concentrate on human resource. It is one of the main
areas where training is essential. If there is poor or inadequate training practices in
organization it leads to mere waste of the resource.

The training can be made effective for the better performance of the employees as
well as executives and their job work by practically implementing the training
programs they have undergone.

Since the training is cost effective and an never ending process and also time
consuming, there is no need of assessment to find out whether the training programs
conducted in the organization has an effective impact on the performance of
their work and are able to practically implement it.

Organization must highly concentrate on training the employees in the field,

which they are poor. After training the employees organization must check for
effectiveness of training given to employees. If the program fails in improving the
effectiveness and performance of an employee than the company will not be in the
process of development and increase in productivity.

Every organization needs to have well trained and experienced people. If the
current or potential job occupant. But to adjust with the environmental changes it is
necessary to rise the skill levels and increasing the versatility and adaptability of
employees.

Inadequate job performance or a decline in productivity, changes resulting out of

job redefining technological break through requires some type of training and to develop
the efforts of employees.

30
MEANING AND DEFINITION

After an employee is selected, placed and introduced he or she must be provided

with training facilities.

‘‘Training is the act of increasing the knowledge and skill of an employee for doing a
particular job”.

‘‘Training is the organized procedure by which people learn knowledge and/or skill for
a definite”.

-- BY Dale S.Beach.

In other words training improves changes, moulds, the employee’s knowledge, skill,
behaviour, aptitude, and attitude towards the requirements of the job and organization.
Training refers to the teaching and learning activities carried on for the primary
purpose of helping members of an organization, to acquire and apply the knowledge,
skills, abilities and attitudes needed by a particular job and organization.

“Training is a learning experience in that it seeks relatively permanent changes in

an individual that will improve his or her ability to perform on job.”

Training is process of learning a sequence of programmed behavior by application of

knowledge.

Development is a related process. It covers not only those activities, which improve job
performance but also those, which bring about growth of personality.

31
TRAINING AND DEVELOPMENT

Employee training is distinct from management development or executive development.

While former refers to training given to employees in the areas of operation,
technical and allied arias, the later refers to developing an employee in the areas
of principles and techniques of management, administration. Organization and
allied areas.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

 Training and development program helps to remove performance deficiencies in

employees. This is particular true when -
 The deficiency is caused by the lack of ability rather than
lack of motivation to perform.
 The individuals involved have the aptitude and motivation
needed to learn to do the job better.
 Supervisors and peers are supported to desired behaviors.
 There is great stability, flexibility and capacity for the growth in an organization.
Trainees contribute to employee’s stability in a least two ways.
 Employees become efficient after under going training. Efficient employees
contribute to the growth of the organization. Growth render stability to the work
force further trained employees tends to stay with the organization. They seldom
leave the company.
 Training makes the employees versatile in operations. All rounder can be
transferred to any job flexibility is therefore ensured. Growth indicates prosperity
that is reflected in increased profits from year to year.
 Accidents, scrap and damage to the machinery and equipment can be avoided or
minimized through training. Even dissatisfaction complaints, absenteeism and
turnover can be reduced if employees are trained well.

32
  Future needs of employees will be met through training and development
program. Training serves as an effective source of recruitment. Training is an
investment in Human resource with a promise and it serves as an effective source
of recruitment.

Purpose of Training

Every organization big or small, productive or non-productive. Economic or social,

old or newly established should provide training to all employees irrespective of there
qualification, skill, suitability for the job etc. Thus no organization can choose whether or
not to train employees.

Training is not something that is done once to new employees; it is used continuously in
every well run establishment. Further, technological changes, automation, require up-
dating the skills and knowledge. As such an organization has to retain the old employees.

Specifically, the need for training arises due to the following reasons:

 To match the employee specification with the acquirements and

organizational needs.
 Organizational viability and the transformation process.
 Technological advances.
 Organizational complexity.
 Human relations.
 Change in the job assignment.
 Increase productivity.
 Improve quality of the product/service.
 Help a company to fulfill its further personnel needs.
 Improve health and safety.
 To prevent obsolescence.
 Effect the personal growth.

33
  Minimize the resistance to change.

TRAINING METHODS

1. on-the job training method.

2. Off-the job training method.

1. On-the job training

This type of training, also known as job instruction training, is the most commonly
used method. Under this method the trainee learns under the supervision and guidance of
a qualified worker or instruction.

a) Job rotation.
b) Coaching.
c) Job instruction.
d) Committee assignment.

(a). Job rotation:

This type of training involves the movement of training from one job to another. The
trainee receives job knowledge and gains experience from his supervisor or trainer.

34
(b). Coaching:

The trainee is placed under a particular supervisor who functions as a coach in

training the individual.

(c). Job instruction:

This method is also known as training through step by step. Under this method, trainer
explains the trainee the way of doing the jobs, job knowledge, skills and allows him to do
the job.

(d). Committee assignment:

Under the committee assignment group of trainees are given and asked to solve an actual
organization problem .The trainees solve the problem jointly.

2. Off-the job training

Under this method of trainee is separated from the job situation and his attention is
focused upon the learning the material related to his future jobs performance.

(a). Vestibule training.

(b). Role-play.

(c). Lecture methods.

(d). Conference or Discussion.

(e). Programmed instruction

35
(a). Vestibule training

In this method actual work conditions are simulated in a classroom. This type if
training is commonly used.

(b). Role-playing

It is defined as a method of human interaction that involves realistic behavior

in imaginary situations. This method of training involves action doing and practice.

( c).Lecture method:

The lecture is a traditional and direct method of instruction. The instructor organizes
the material and gives it to a group of trainees in the form of a talk.

(d). Conference or discussion:

It is a method in training the clerical, professional and supervisory personnel this

involves a group of people who pose ideas, examine and share facts, ideas and data, test
assumptions and draw conclusions.

(e). Programmed instruction:

In recent years this method has become popular. The subject matter to be learnt is
presented in a series of carefully planned sequential units. These units are arranged from
simple to more complex levels of instruction.

36
METHODS OF MANAGEMENT DEVELOPMENT

1. On-the job Techniques.

2. Off-the job Techniques.

1. On-the job Techniques

(a). Coaching.

(b). Job Rotation.

(c). under study.

(d). Multiple Management.

2. Off-the job Techniques

(a). The case study.

(b). Incident method.

(c). Role-playing.

(d). In basket method.

(e). Business game.

(f). Sensitivity training.

(g). Simulation.

(h). Grid training.

(I). Conferences.

( j). Lecturer.

Training should

37
 1. Be a systematic process with some planning and control rather than a random
learning from experience.
2. Be concern with changing concepts skills or attitudes of people treated both as
individual; and as groups.
3. Be intended to improve performance in both the present and following jobs and
through this should enhance the effectiveness on the part of the organization,
where the individuals or the group of workers.

Benefits of training can be in terms of

1. Benefits for employees and

2. Benefits for the organization

1. Benefits for employees

 Improved job performance

 Better career prospects
 More job satisfaction
 Greater salary expectations

2. Benefits for organization

 Improves work performance

 Increase safety to work
 More consistent satisfaction
 Reinforce staff motivation

38
EVALUATION OF THE TRAINING PROGRAM:-

After a training program has been implemented, the organization should evaluate the
program. This evaluation helps the organization identify the areas for improvement,
which can help in designing future training programs. Factors that can be used to
evaluate a training program are:

 Trainee's feedback on the content and process of training

 Changes in job performance or behavior as a result of training.
 Measurable improvements or results seen in individuals or the
organization like decreased absenteeism or fewer accidents
 Knowledge or learning acquired by the trainee as a result of the training
experience.

The method to be used for evaluating a training program has to be determined at the
planning itself. Evaluating helps in auditing and redesigning a training program.

Methods of Evaluation:

It is an accepted fact that besides money, material and machine, the success of any
organization depends up on its human resources. In light of these training is more
important to employees under heads which are specific and planned properly.

Test-rest Method:

The first approach is referred to as test-rest method. Participants are given a test
before they begin the program. After the program is completed, the participants retake the
test .The difficulty arises in an attempting to substantiate the changes in the test scores.
This will be reflected in performance and that whatever changes has occurred can be fully
attributed to the instruction.

39
Pre-post performance method: The utilization of tests as proxies (substitute for job
performance) creates the opportunity for error. Our second approach, the pre-post
performance method is designed to correct these errors. In this method, each participant
is evaluated prior to training and rated on.

Training and Development Distinctions:

Learning Dimension Training Development

Who Non-managers Mangers

What Technical - mechanical operations Theoretical and
conceptual ideas
Why Specific job-related information General knowledge

When Short- term Long term

Thus, training is meant for operatives and development is meant for managers.
Training tries to improve a specific skill relating to a job whereas development aims at
improving the total personality of an individual. Training is a one-shot deal; whereas
development is an ongoing, continuous process. Training is mostly the result of initiatives
taken by management. It is the result of some outside motivation.

Development is mostly the result of internal motivation. Training seeks to meet

the current requirements of the job and the individual; whereas development aims at
meeting the future needs of the job and the individual. In other words, training is a
reactive process whereas development is a proactive process Development is future
oriented training, focusing on the personal growth of the employee.

40
 TRAINING VS EDUCATION:

The term 'education' is wider in scope and more general in purpose when
compared to training. Training is the act of increasing the knowledge and skills of an
employee while doing a job. It is job-oriented (skill learning). Education, on the other
hand, is the process of increasing the general knowledge and understanding of
employees. It is a person-oriented theory-based knowledge whose main purpose is to
improve the understanding of a particular subject or theme (conceptual learning). Its
primary focus is not the job of an operative. Education is imparted through schools or
colleges and the contents of such a programme generally aim at improving the talents of a
person. Training is practice-based and company-Specific. However, both have tube
viewed as programmes that are complementary and mutually supportive. Both aim at
harnessing the true potential of a person/employee.

41
 DATA ANALYSIS &INTERPRETATION

Table-1

1. Table showing employee opinion on the topics discussed during Training and
Development Program.

Opinion Respondent Percentage

Excellent 39 26

Very Good 51 34

Good 45 30

Average 12 8

Poor 3 2

Result 150 100

42
Inference:

From the above table it is clear that the topics discussed during Training and
Development programmes.34%of the respondent opinion is Very Good. 34% of the
respondent Good, 26% represented Excellent,8% represented Average and 2% of the
respondents opinion is Poor.

43
 Table-2

2. Table showing opinion about Training and Development programmers in

HINDUSTAN COCA-COLA BEVERAGES PVT LTD.

Opinion Respondent Percentage

Excellent 33 22

Very Good 54 36

Good 36 24

Average 24 2

Poor 3 2
Result 150 100

44
Inference:

From the above table 36% of the employee opinion is Very Good about Training
&Development programmers. 24% of employees Opinion Good, 22% of the employee
Opinion and 2% of employees Opinion is Poor.

45
 Table-3

3. Table showing employers opinion on Method of teaching in HINDUSTAN

COCA-COLA BEVERAGES PVT LTD.

Opinion Respondent Percentage

Excellent 54 36

Very Good 45 30

Good 33 22

Average 18 12

Poor 0 0
Result 150 100

46
 Employers opinion on Method of teaching in
Company

60 54
Percentage

50 45
40 33
30
18
20
10 0
0
Excellent Very Good Good Average Poor
Opinion

Inference:

From the above it state that the method of teaching to HINDUSTAN COCA-
COLA BEVERAGES PVT LTD. is 36% of the worker stated Excellent, 30% pf the
people stated Very Good, 22% of the people stated Good and 12% of people stated
Average.

47
 Table-4

4. Table showing employee opinion on the methods of Training and Development

followed in the Company.

OPINION RESPONDENT PERCENTAGE

On the job 84 56

Off the job 24 16

Seminars 30 20

Workshop 6 4

Any Other Specify 6 4

Total 150 100

48
Inference:

From the job Training and Development 16% of employees are following off the
job from the above table is state that 56% of the employees are following on training 4%
of the employees are following specification.

49
 Table-5

5. Table showing employee opinion on Training and Development helps in increasing

the knowledge confidence morals.

OPINION RESPONDENT PERCENTAGE

Strongly Agree 57 38

Agree 75 50

Disagree 18 12

Strongly Disagree 0 0

Total 150 100

50
Inference:

From the above table it is clear that 38% of employees are strongly agree that
Training and Development helps in increasing the knowledge confidence morale, 50% of
the employees agreed with it and 12% of the employees disagreed.

51
 Table-6

6. Table showing employee’s opinion on benefits forms Training programs.

RESPONDENT PERCENTAGE
OPINION
Yes 147 98

No 3 2

Total 150 100

Inference:

From the above table it states that 98% of the employees expressed that Training and
Development programs are beneficial and 2% of employed expressed that Training
programmers is not beneficial.

52
 Table-7

7. Table showing employee opinion in Training and Development improves

productivity personal growth.

OPINION RESPONDENT PERCENTAGE

Yes 117 78
No 33 22
Total 150 100

Inference:

From the table it states that 78% of the employees expressed Training and
Development improves personal growth and 22% of employee expressed Training and
Development doesn’t improve personal growth.

53
 Table-8

8. Table showing employees on Training and Development improves productivity.

OPINION RESPONDENT PERCENTAGE

Strongly Agree 51 34

Agree 99 66

Disagree 0 0
Total 150 100

Inference:

From the table it state that 34% of the employees strongly agree that Training and
Development improves productivity, 66% of the employees agreed with it.

54
 Table-9

9. Table showing opinion on whether Training is providing Training and

Development is vital for the Organization development.

OPINION RESPONDENT PERCENTAGE

Qualification 51 34

Experience 72 48

Good Communication 12 8

Behavior 15 10
Total 150 100

Inference:

From the table it is clear that qualification, 38% of Trainers are provided through
qualification, 48% stated through experience, 8% stated through good communication
and 10% of employees stated behavior.

55
 Table-10

10. Table showing employee on participation in Training and Development is vital

for the organization department.

OPINION RESPONDENT PERCENTAGE

Yes 132 88

No 18 12
Total 150 100

Inference:

From the it shows that 42% of employees strongly agree environment plays an
important role in providing training and 24% of them agree where as 34% of them can’t
express.

Table-11

56
11. Table showing employees opinion on environment plays an important role in
providing training

OPINION RESPONDENT PERCENTAGE

Strongly Agree 63 42

Agree 36 24

Can’t Say 51 34
Total 150 100

Inference:

57
 From the it shows that 42% of employees strongly Agree environment plays on
important role in providing training and development and 24% of them Agree where as
34% of them can’t express.

Table-12

12. Table showing employee opinion in when he is selected as Trainers.

OPINION RESPONDENT PERCENTAGE

Very interesting 87 58

Some interesting 30 20

Not all 33 22

Total 150 100

Inference:

58
 From the table it states that 58% of employees are very interested while as
trainees, 20% of employees are somewhat interested while selected as trainees.

OPINION RESPONDENT PERCENTAGE

Excellent 60 40
Table- 13

Very Good 63 42
13. Table

Average 27 18

Poor 0 0
Total 150 100
showing employee opinion on the Training and Development programs give at
HINDUSTAN COCA-COLA BEVERAGES PVT LTD.

59
 Employee opinion on the Training and
Development programs give At Company
RESPONDENT

80
60 63
60

40 27
20
0
0
Excellent Very Good Average Poor
OPINION

Inference:

From the table it is clear that feedback on the Training and Development
programs is 40% of the employee’s opinion is average.

60
 FINDINGS

 It is found that all the employee is the organization have attended Training and
Development programs provided by HINDUSTAN COCA-COLA BEVERAGES
PVT LTD.
 Majority of the employee have agreed that employee-training programs are good.
 98% of the employee is satisfied with the topics discussed at the Training
programs.
 56% of the employee feels that Training and Development programs are
conducted for job Training.
 It is clear that 88% of employees are either strong agree or agreed with the
statement that Training & Development helps increasing in employee knowledge.
Confidence, morale.
 Majority of the employee feel that Training & Development programs will benefit
them.
 Among the respondent 78% of the employees feels that Training & Development
will improve their personal growth.
 All the employees feel that Training & Development programs will improve
productivity.
 48% of the employee feels that Training & Development programs are conducted
based on qualification; experience 34% says that they are based on qualification.
 The entire employee feels that induction programs are needed for trainers.
 88% of employees tell that induction programs are needed for trainers.
 56% of employees tell that employee participation in Training & Development
programs will benefits for organizational department.
 Majority of the expressed that environment plays on important role in providing
training.

61
 58% of the employee was very interested while they were selected as trainers.
 97% of the employees expressed that the programs organized where excellent and
good.
 Majority of the employees felt that relationship with subordinates and collogues
were good at Training & Development programs.

62
 SUGGESTIONS

 Management should see that Training & Development programs should cultivate
competitiveness among employees.
 Training & Development programs should be conducted not based on either
qualification or experience they should consider other factors such as non-performers.
 Training & Development programs should that all conducted employees should feel
their personal growth id developed.
 If the management conduct training programs regularly, it will be helpful for the
employee because there will be reduction in stress to considerable content.
 If the training programs shall be more effective it the management user training aids
such as slides such as slides charts and manual.

63
 CONCLUSION

The Organization is helping the employees to increase their skills by conducting the
training and development programmes regularly and by assessing training needs
effectively.

The Organization has a strong linkage with the Training & Development programs
and these programs are helpful in their self-development and the organizational
department.

From study made in assessing the effectiveness of training and development method
the organization has certainly tried its level best to important training and development
which makes the employees acquire skills and knowledge and creates a skillful employee
for the organization.

64
 BIBLIOGRAPHY

Edition
AUTHOR NAME TITLE PUBLICATION

P. SUBBARAO Personnel & Human Himalaya publishing 1st

Resource Management house pvt.ltd.

K. ASWATHAPPA Human resource & Tata McGraw hill 5th

personnel management publications

G.C. BERI Marketing research Tata McGraw hill -

publications

Donald R. Business Research Tata McGraw hill -

COOPER & Method publications
PANELA, S.
SEHINDLER

Websites
 w.w.w.GBFL.Nutrine.com
 Giasuddin@godrej hershey.com
 Http://Suvidha.godrej cp .com/exchange.

65
 QUESTIONNAIRE

Personal Details:

Name: Designation:

Age: Department:

Qualification: Experience:

1. Did you any Training and Development program provided

by HINDUSTAN COCA-COLA BEVERAGES PVT LTD.
( )

a. Yes b. No

2 How was the topics discussed during the programs of Training & Development
( )

a. Excellent b. Very Good c. Good d. Poor

3. What is your opinion about Training & Development programs in HINDUSTAN

COCA-COLA BEVERAGES PVT LTD.?
( )

a. Excellent b. Very Good c. Good d. Poor

4. How was the method of teaching HINDUSTAN COCA-COLA BEVERAGES PVT

LTD.? ( )

a. Excellent b. Very Good c. Good d. Poor

5. What is the method of Training & Development followed in the Company ( )

a. On the job b. Off the job c. Good d. Poor

66
6. Do you think that Training & Development programs will help you in increasing the
knowledge, confidence and morale? ( )

a. Strongly Agree b. Agree c. Disagree d. Strongly disagree

7.Did you get any benefits from Training programs ( )

a. Yes b. No

8.If Yes, what benefits do you get ( )

a. Avoiding in work b. Accuracy in work

b. c. Avoiding mistakes d. any other specify

9.Do you feel that Training & Development will improve your personal growth and
Development ( )

a. Strongly Agree b. Agree c. Disagree d. Strongly disagree

10.Do you feel that training and development will improve Productivity? ( )

a. Strongly Agree b. Agree c. Disagree d. Strongly disagree

11.On what basis trainers are providing Training & Development ( )

a. Qualification b. Experience

c. Good Communication d. Behavior

12.Is induction necessary for trainees? ( )

a. Strongly Agree b. Agree c. Disagree d. Strongly disagree

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13.Do you perceive that employee participation in training is very much important in
development the organization? ( )

a. Yes b. No

14. Do you feel that training the employee will cultivate the competition among the
worker? ( )

a. Strongly Agree b. Agree c. Disagree d. Strongly disagree

15. Do you feel that environment also play in important role in providing training to each
trainee ( )

a. Strongly Agree b. Agree c. Disagree d. Strongly disagree

16. How do you feel when you were selected as a trainee ( )

a. Very interesting b. somewhat interesting c. Not at all

17. How well the program was organized ( )

a. Exceptionally well b. Good c. Poor

18. What about relationship with subordinates/Colleagues/Worker ( )

a. Excellent b. Very Good c. Good d. Poor

19. What us your feedback on the training and development programs given at
HINDUSTAN COCA-COLA BEVERAGES PVT LTD.
( )

a. Excellent b. Very Good c. Good d. Poor

20. Do you training will help in achieving individual as well as organization goals?
( )

a. Yes b. No

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