A study on Training and Development

INTRODUCTION

Human Resources Management:

Human Resource Management (HRM) is the function within an organization

that focuses on recruitment of, management of, and providing direction for the people
who work in the organization. Human Resource Management can also be performed
by line managers.

Human Resource Management is the organizational function that deals with

issues related to people such as compensation, hiring, performance management,
organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training.

Human resource management (HRM) is the strategic and coherent approach to

the management of an organization's most valued assets - the people working there
who individually and collectively contribute to the achievement of the objectives of
the business.[1] The terms "human resource management" and "human resources"
(HR) have largely replaced the term "personnel management" as a description of the
processes involved in managing people in organizations. [1] In simple words, HRM
means employing people, developing their capacities, utilizing, maintaining and
compensating their services in tune with the job and organizational requirement.

Human Resources Development:

Human Resource Development (HRD) is the framework for helping

employees develops their personal and organizational skills, knowledge, and abilities.
Human Resource Development includes such opportunities as employee training,
employee career development, performance management and
development, coaching, mentoring, succession planning, key employee
identification, tuition assistance, and organization development.

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The focus of all aspects of Human Resource Development is on developing

the most superior workforce so that the organization and individual employees can
accomplish their work goals in service to customers.
Human Resource Development can be formal such as in classroom training, a
college course, or an organizational planned change effort. Or, Human Resource
Development can be informal as in employee coaching by a manager. Healthy
organizations believe in Human Resource Development and cover all of these bases.

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 objective:- Maintain the departments contribution at a level
suitable to the organization’s needs.
Social objective:- Ensure that an organization is ethically and
socially responsible to the needs and challenges
of the society.

Importance of training objectives

Training objective is one of the most important parts of training program.
While some people think of training objective as a waste of valuable time. The
counter argument here is that resources are always limited and the training objectives
actually lead the design of training. It provides the clear guidelines and develops the
training program in less time because objectives focus specifically on needs. It helps
in adhering to a plan. Training objectives tell the trainee that what is

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expected out of him at the end of training program. Training objectives are of great
significance from a number of stakeholders perspectives.
1. Trainer
2. Trainee
3. Designer
4. Evaluator

Trainer: The training objective is also beneficial to trainer because it helps the
trainer to measure the progress and make the required adjustments.
Also trainer comes in a position to establish a relationship between
objectives and particular segments of training.

Trainee: The training objective is beneficial to the trainee because it helps in

reducing the anxiety of the trainee up to some extent. Not knowing
anything or going toplace which is unknown creates anxiety that can
negatively affect learning. Therefore, it is important to keep the
participants aware of the happenings rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial
factor to make the training successful. The objectives create an image
of the training program in trainee’s mind that actually helps in gaining
attention. Thirdly if the goal is set to be challenging and motivating,
then the likelihood of achieving those goals in much higher than the
situation in which no goal is set. Therefore, training objectives helps in
increasing the probability that the participants will be successful in
training.
Designer: The Training objective is beneficial to the training designer Because if
the designer is aware what is to be achieved in the end then he will buy
the Training package according to that only. The Training Designer
would then look for the Training methods, training equipments, And
training content according to achieve those objectives. Further more
Planning always helps in dealing effectively in an unexpected solution.

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An example : the objective of one training program is to deal

effectively With customers to increase the sales. Since the
objective is known, the Designer will design a training program that
will include ways to improve The interpersonal skills, such as verbal
and non verbal language, dealing In unexpected situation i.e. when
there is a defect in a product or when a Customer is angry. Therefore,
without any guidance, the training may not be designed appropriately.
Evaluator: It becomes easy for the training evaluator to measure the progress Of
the trainees because the objectives define the expected performance of
Trainees. Training objective is an important to tool to judge the
performance of Participants.

Training and human resource management:

The HR functioning is changing with time and with this change, the
relationship between the training function and other management
activity is Also changing. The training and development activities are
now equally important with that of other HR functions. Gone are the
days, when training was considered to be futile, waste of time,
resources and money. Now a days Training is an investment because
the department such as, marketing and sales HR, production, finance,
etc depends on training for its survival. If training is not considered as
a priority or not seen as a vital part in the organisation, then it is
difficult to accept that such a company has effectively carried out
HRM.
Training actually provides the opportunity to raise the profile
development Activities in the organisation. To increase the
commitment level of employees and growth in quality movement
(concept of HRM), senior management team is now increasing the role
of training. Such concepts of HRM require careful planning as well as
greater emphasis on employee development and long term education.
Training is now important tool of Human resource Management to
control the attrition rate because it helps in moving employees,

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achieving their professional and personal goals, increasing the level of

job satisfaction, etc. As a result training is given on a variety of skill
development and covers a multitude of courses.

Role of HRD professionals in Training

This is the era of cut-throat competition and with this changing Scenario of
business: the role of HR professionals in Training has been widened. HR role now is:
1. Active involvement in employee education.
2. Rewards for improvement in performance.
3. Rewards to be associated with self esteem and self worth.
4. Providing pre-employment market oriented skill development
Education and post employment support for advanced education and training
5. Flexible access i.e. any time any where Training.

Models of Training
Training is a sub- system of the organisation because the department such as,
marketing & sales, HR, production, finance, etc depends on training for its survival.
Training is a transforming process that require some input and in turn it produce
output in the form of knowledge, skills, and attitude.

The training system

A system is a combination of things or parts that must work together to
perform a particular function. An organisation is a system and training is a sub system
of the organisation. The system approach views training as a subsystem of an
organisation. System approach can be used to examine broad issues like objectives,
functions, and aim. It establishes a logical relationship between the sequential stages
in the process of training need analysis (TNA), formulating, delivering and
evaluating. There are 4 necessary inputs i.e. technology, man, material, time required
in every system to produce a product or services. And every system must have some
output from these inputs in order to survive. The output can be tangible or intangible
depending upon the organisations requirement. A system approach to training is
planned creation of training program. This approach uses step by step procedures to

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solve the problems. Under systematic approach training is undertaken on planned

basis. Out of this planned effort, one such basic model of 5 steps is system model i.e.
explained below. Organisation are working in open environment i.e. there are some
internal and external forces, that posses threats and opportunities therefore trainers
need to be aware of these forces which may be impact on the content, form, and
conduct of the training efforts. The internal forces are various demands of the
organisation for a better learning environment; need to be up to date with the latest
technologies.
The three model of training are:
1. System model
2. Instructional system development model
3. Transitional model
System model training:
The system model consists of five phases and should be repeated on a regular
basis to make further improvements. The training should achieve the purpose of
helping employee to perform their work to required standards.
Models of training are as follows:
1. Analyze and identify the training needs i.e. to analyze the department,
job, employees requirement, who needs training, what they need to learn,
estimating training cost, etc.
2. The next step is to develop a performance measure on the basis of
which actual performance would be evaluated.
3. Design and provide training to meet identified needs. This step requires
developing objectives of training, identifying the learning steps, sequencing
and structuring the contents.
4. Develop- This phase requires listing the activities in the training
program that will assist the participants to learn, selecting delivery method,
examining the training material, validating information to be imparted to
make sure it accomplishes all the goals & objectives.
5. Implementing is the hardest part of system because one wrong step
leads to the failure of whole training program.

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6. Evaluating each phase so as to make sure it has achieved its aim in

terms of subsequent work performance. Making necessary amendments to
any of the previous stage in order to remedy or improve failure practices
Instructional system development models (ISD). Instructional system
development model was made to answer the training problems. This model is
widely used now- a-days in the organisation because it is concerned with the
training need on the job performance. Training objectives are defined on the
basis of job responsibilities and job description and on the basis of defined
objectives individual programs is measured. This model also helps in
determining and developing the favourable strategies, sequencing the content,
and delivering media for the types of training objectives to be achieved.

Difference between Training and Development

Training and Development go hand and are often used synonymously but
there is a difference between them. TRAINING is the process of learning a sequence
of programmed behaviour. It is an application of knowledge. It gives people an
awareness of the rules and procedures to guide their behaviour. It intends to improve
their performance on the current job and prepares them for an intended job.

DEVELOPMENT is a related process. It covers not only those activities,

which improve job performance, but also those, which bring about growth of the
personality. It helps individual in the progress towards maturity and actualisation of
potential of capabilities so that they can become not only good employees but better
human beings.

Principles of Training:-
Motivation
Learning is enhanced when the learner is motivated. Learning experience must
be designed so learners can see how it will help in achieving the goals of the
organisation. Effectiveness of training depends upon motivation.

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Feedback
Training requires feedback. It requires trainee can correct his mistake. Only
getting information about how he is doing to achieve goals, he can correct the
deviations.
Reinforcement
The principle of reinforcement tells the behaviours that are positively
reinforced are encouraged and sustained. It increases the likelihood that a learned
behaviour well be repeated.

Practice
Practice increases a trainee’s performance. When the trainees practice
actually, they gain confidence and are less likely to make errors or to forget what they
have learned.

Individual difference
Individual training is costly. Group training is advantageous to the
organisation. Individuals vary in intelligence and aptitude from person to person.
Training must be geared to the intelligence and aptitude of individual trainee.

Training Inputs
There are three basic type of inputs:
1. Skills
2. Attitude
3. Knowledge

The primary purpose of training is to establishing a sound relationship is at its

best when the workers attitude to the job is right, when the workers knowledge of the
job is adequate, and he has developed the necessary skills. Training activities in an
industrial organisation are aimed at making desired modifications in skills, attitudes
and knowledge of employees so that they perform their jobs most efficiently and
effectively.

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Types of Training
Training is required for several purposes. Accordingly training Programs may
be of the following types:
 Orientation training: Induction and orientation training seeks
to adjust newly appointed employees to the work environment. Every new
employee needs to be made fully familiar with his job, his superiors and
subordinates and with the rules and regulations of the organisation. Induction
training creates self confidence in the employees . It is also known as pre-job
training. It is brief and informative.
 Job training: It refers to the training provided with a view to
increase the knowledge and skills of an employee for performance and job.
Employees may be taught the correct methods of handling equipment and
machines used in a job. Such training helps to reduce accidents, waste and the
inefficiency in performance of job.
 Safety training: Training provided to minimise accidents and
damage to machinery is known as safety training. It involves instruction in the
use of safety devices and in safety consciousness.
 Promotional training: It involves training of existing
employees to enable them to perform higher-level jobs. Employees with
potential are selected and they are given training before their promotion, so
that they do not find it difficult to shoulder the higher responsibilities of the
new positions to which they are promoted.
 Refreshing training: When existing techniques become
obsolete due to the development of better techniques, employee have to be
trained in the use of new methods and techniques. With the passage of time
employee may forget some of the methods of doing work. Refresher training
is designed to revive and refresh the knowledge and to update skills of the
existing employees. Short term refresher courses have become popular on
account of rapid changes in technology and work methods. Refresher or re-
training programs are conducted to avoid obsolescence of knowledge and
skills.

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Methods of Training
1. On -the -job methods
2. Off- the- job methods

On- the- job methods

By giving an employee added job duties, and increasing the autonomy and
responsibilities associated with the job, the firm allows an employee to learn a lot
about the job, department and organisation.
 Job instruction training: It is also known as step-by -step training. Here
the trainer explains the trainee the way of doing job, job knowledge and
skills and allows him to do the job. The trainer apprises the performance of
the trainee provides feed back information and corrects the trainee. In
simple words, it involves preparation, presentation, performance, and try
out and follow up.
 Coaching: The trainee is placed under a particular supervisor who
functions as a coach in training the individual. The supervisor provides the
feed back to the trainee on his performance and offers him some
suggestions for improvement. Often the trainee shares some duties and
responsibilities of the coach and relives him of his burden. A draw back is
that the trainee may not have freedom or opportunity to express his own
ideas.
 Committee assignments: Here in a group of trainees are given and asked
to solve an actual organisational problem. The trainees solve the problem
jointly. This develops team work and group cohesiveness feeling amongst
the trainees.

Off-the-job training
It includes anything performed away from the employee’s job area or
immediate work area. Two broad categories of it are

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1. In house programs: These are conducted with in the organisations own

training facility either by training specialists from HR department or by
external consultant or a combination of both.
2. Off-site programs: It is held elsewhere and sponsored by an educational
institution, a professional association, a government agency or an independent
training and development firm. The various off-the-job training programs are
as follows:
 Vestibule training: Here in , actual work conditions are simulated in
a class room. Materials, files and equipments those are used in actual
job performance are also used in training. This type of training is
commonly used for training personnel for clerical and semiskilled
jobs. The duration of this training ranges from few days to a few
weeks. Theory can be related to practice in this method.
 Role playing: It is defined as method of human interaction that
involves realistic behaviour in imaginary situations. The method
involves action doing and practice. The participants play the role of
certain characters, such as production manager, HR manager, foreman
workers etc. This method is mostly used for developing interpersonal
interactions and relations.
 Lecture method: The lecture is a traditional and direct method of
instruction. The instruction organises the material and gives it to the
group of trainees in the form of a talk. To be effective, the lecture
must motivate and create interest among the trainees. An advantage of
this method is that it is direct and can be used for a large group of
trainees.
 Conference or Discussion: It is method in training the clerical,
professional and supervisory personnel. It involves a group of people
who pose ideas, examine and share facts and data, test assumptions
and draw conclusion, all of which contribute to the improvement of
job performance. It has an advantage that it involves two way
communication and hence feedback is provided. The participants feel

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free to speak in small groups. Success depends upon the leadership

qualities of the person who leads the group.
 Programmed instruction: This method has become popular in recent
years. The subject matter to be learned is presented in a series of
carefully planned sequential units. These units are arranged from
simple to mere complex levels of instructions. The trainee goes
through these units by answering questions or filling the blanks.
Evaluating the effectiveness of Training
An investor in people evaluates the investment in training and development to
asses achievement and improve future effectiveness. KEARNS (1994) suggests that
there are four groups of “measure” of training effectiveness, which are used by
organisation. The four groups are as follows:
 No measurement
 Subjective measure
 Qualitative measure
 Objective measures

The first group, in which no real measurement occurs, includes activities

undertaken as an “Act of Faith” where no form of measurement is attempted, such as
initiatives to improve communication in Organisation, which seem to make people
feel good and appear to have worked in some intangible manner.

The second group includes subjective responses from trainees, as exemplified

by the “Happy sheet”. The main question asked is about how individuals feel after the
training. Organisation often make the assumption that positive responses indicate
training success and therefore value to the organisation. However course delegates
may well give strong positive response scores for a number of reasons, including the
presentation skills of the trainer, the quality of venue, and the “Feel Good” factor of
including in a creative work group and so on. Quality measure appear to be more
objective than the previous group, but are often flawed by subjectivity as well. They
are typified by questionnaire asking delegates to “put a value on” they likely benefits
of a training program. Objective measures are only really meaningful
ones.

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INDUSTRY PROFILE

DAIRY INDUSTRY

Dairy is a place where handling of milk and milk products is done and
technology refers to the application of scientific knowledge for practical purposes.
Dairy technology has been defined as that branch of dairy science, which deals with
the processing of milk and the manufacture of milk products on an industrial scale.

The dairy sector in the India has shown remarkable development in the past
decade and India has now become one of the largest producers of milk and value-
added milk products in the world.

The dairy sector has developed through co-operatives in many parts of the
State. During 1997-98, the State had 60 milk processing plants with an aggregate
processing capacity of 5.8 million litres per day. In addition to these processing
plants, 123 Government and 33 co-operatives milk chilling centers operate in the
State.
Also India today is the lowest cost producer of per litre of milk in the world, at
27 cents, compared with the U.S' 63 cents, and Japan’s $2.8 dollars. Also to take
advantage of this lowest cost of milk production and increasing production in the
country multinational companies are planning to expand their activities here. Some of
these milk producers have already obtained quality standard certificates from the
authorities. This will help them in marketing their products in foreign countries in
processed form.

The urban market for milk products is expected to grow at an accelerated pace
of around 33% per annum to around Rs.43,500 crores by year 2005. This growth is
going to come from the greater emphasis on the processed foods sector and also by
increase in the conversion of milk into milk products. By 2005, the value of Indian
dairy produce is expected to be Rs 10,00,000 million. Presently the market is valued
at around Rs7,00,000.

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MILK PRODUCTION FROM 1950 TO 2020

1950 – 17 million tonnes

1996 – 70.8 million tonnes
1997 – 74.3 million tonnes
(Projected) 2020 – 240 million tonnes
Expected to reach- 220 to 250 mt – 2020

India contributes to world milk production rise from 12-15 % & it will
increase up to 30-35% (year 2020)

RESEARCH AND DEVELOPMENT IN DAIRY INDUSTRY

The research and development need to the dairy industry to develop and
survives for long time with better status. The various institute and milk dairy
companies R and D results provide base for today’s industry growth and
development. The research and development of products of dairy, like yogurt and
cheese market research and company reports provides insights into product and
market trends, analysis opportunities, sales and marketing strategies will help local
milk unions to develop and spread world wide through obtaining this knowledge.
Specific on market share, segmentation, size and growth in the US and global markets
are also helps industry to expand its market worldwide even small union also.

DEVELOPMENT OF FOOD PROCESSING INDUSTRY

The food processing industry sector in India is one of the largest in terms of
production, consumption, export and growth prospects. The government of accorded
it is a high priority, with a number of fiscal relieves and incentives, to encourage
commercialization and value addition to agriculture produce, for minimizing harvest
wastage, generating employment and export growth.
Food processing industry is providing backbone support to the milk industry.
The development food products by using milk can give good market opportunities to
produces milk.

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PRODUCTS AND INDUSTRY STATUS

Among the products manufactured by organized sector are Ghee, Butter,
Cheese, Ice-Creames, Milk powders, Melted milk food, Infant food, condensed milk
etc.. some milk products like Casein and Lactose are also being manufactured lately.
Therefore, there is good scope for manufacturing these products locally.

INVESTMENT POTENTIAL IN MILK PRODUCTS

At the present rate of growth, India is expected to overtake the US in milk
production by the year 2010, when demand is expected to be over 125.69 ml.tn. Being
largely imported, manufacture of casein and lactose has good scope in the country.
Exports of milk products have been decentralized and export in 2005-2010 is
estimated at 71.875 cr.
India is the world leader in milk production with total volume of 115 million
tons. Driven by steady population growth and rising income, milk consumption
continues to rise in India. Dairy market is currently growing at an annual growth rate
of around 7 per cent in volume terms. The market size of Indian dairy industry stands
at around US$ 45 billion.
 
Since India’s population is predominantly vegetarian; milk serves as an
important part of daily diet. Indians use milk in various preparations such as in
brewing tea and coffee, in making yogurt or curd and in preparing many Indian
dishes. For most households, milk is also a popular beverage due to its nutritional
value.
  In India, rural households consume almost 50 percent of total milk production.
The remaining 50 percent is sold in the domestic market. Of the share of milk sold in
the domestic market, almost 50 percent is consumed in fluid form, 35 percent is
consumed as traditional products (cheese, yoghurt and milk based sweets), and 15
percent is consumed for the production of butter, ghee, milk powder and other
processed dairy products (including baby foods, ice cream, whey powder, casein, and
milk albumin).
 

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Most dairy products are consumed in the fresh form and only a small quantity
is processed for value addition. In recent years, however, the market for branded
processed food products has expanded. Although only around 2 per cent food is
processed in India, still the highest processing happens in the dairy sector, where 35
per cent of the total produce is processed, of which only 13 per cent is processed by
the organized sector.

Sruthi Milk Dairy with 185 million cows and 154 million buffaloes. Have the
largest population cattle in the world. Total cattle population in the country as on
October 2010 stood at 339 million. More than 50% of buffaloes and 20% of cattle in
the world are found in India and most of these are milk cows and milk buffaloes.

Sruthi Milk dairy sector contributes a large share in agriculture gross domestic
products. Presently there are around 70,000 village dairy cooperatives across the
country. The cooperative societies are federated into 170 district milk producers
unions, which in turn have 22 state cooperative dairy federations. Milk production
gives employment to more leading producer of milk in the world followed by USA.
The milk production in 1999-00 estimated at 78 million metric tons as compared
expected to increase to 81 million metric tons by 2000-01. Of this total produce of 78
million cows’ milk constitute 6 million metric tones while rest is from other.

While world milk production declined by 2% up last three years, according to

FAC estimates. Indian production has increased by 4%. The milk production in India
accounts for more than 13% of the total world output and 57% of total Asia’s
production. The top view milk producing nations in the world are idea, USA, Russia,
Germany and France.

Although milk production has grown at a fast pace during the last three
decades milk yield per animal is very low. The main reasons for the low yield are:

1. Lack of use of scientific practices in milking.

2. Inadequate availability of fodder in all seasons.

3. Non-availability of veterinary health services.

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INDIA: WORLD LARGEST MILK PRODUCER

India has become the world’s no.1 milk producing country. United States
where the milk production is anticipated to grow only marginally at 71 million tones,
occupied the slot till 1997. In the year 1997, India’s milk production was on par with
the U.S at 71 million tones.

India’s annual milk production has more than trebled in the last 30 years,
rising from 21 million tones in 1968 to an anticipated 80 million tones in 2001. This
braid growth and modernization is largely credited to contribution of dairy
cooperatives, under the operation flood (of) project, assisted by many multi-lateral
agencies, including the European union the world bank in the Indian context of
poverty and malnutrition’s, milk has a special role to play for its man notional
advantages as well as providing supplementary income to some 79 melon farmers in
over 500,000 remote villages.

MARKET SIZE AND GROWTH

Market size for milk (sold in loss/packaged from) is estimated to be 36 million

metric tones valued at Rs.470 billion; the market is currently growing at round 4% per
annum in volume terms. The milk surplus states in India are Uttar Pradesh, Punjab,
Haryana, Rajasthan, Gujarat, and Maharashtra, Andhra Pradesh, Karnataka and
TamiLnadu. The manufacturing of milk products is concentrated in these milk surplus
states. The top 6 states viz.

Uttar Pradesh, Punjab, Madhya Pradesh, Rajasthan, Tamilnadu and Gujarat

together account for 58% of national production.

Milk production grew by a mere 1% per annum, between 1947 and 1970.
Since the early 70's under operation flood, production growth increased significantly
averaging over 5% per annum.

About 75% of milk is consumed at the household level, which is not a part of
commercial dairy industry. Loose milk has a larger market in India as it is perceived
to be fresh by most consumers. In reality however. It poses a higher risk of
adulteration and contamination.

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The production of milk products, that is milk products including infant milk
food, malted food, condensed milk and cheese stood at 3.07 lacks metric tons in 1999.
Production of milk powder including infant milk food has risen to 2.25lkh metric tons
in 1999, whereas that puff-malted food is at 65,000 metric tons cheese and condensed
milk production stands at 5000 and 11000 metric tons respectively in the same year.

MAJOR PLAYERS

The packaged milk segment is dominated by the dairy cooperatives. Gujarat

cooperative milk Marketing Federation (GCMMF) is the largest player. All other
local dairy cooperatives have their local brands (for e.g. Gokul, Warana in
Maharashtra, Sarasin Rajasthan, verka in Punjab, Vijaywada in Andhra Pradesh,
Avian in Tamil Nadu, etc.)

Other private players include J.K.Dairy, Heritage Foods, Indian Dairy, and
Dairy Specialties etc. Amrut industries, once a leading player in the sector has turned
bankrupt and in facing liquidation.

EXPORT POTENTIAL

India has the potential to become one of the leading players in milk product
exports.

LOCATION ADVANTAGE

India is located amidst major milk deficit countries in Asia and Africa. Major
importers of milk and milk products are Bangladesh, China, Hong Kong, Singapore,
Thailand, Malaysia, Philippines, Japan UAD, Oman and other gulf countries, all
located close to India.

CONCERNS IN COMPETITIVENESS ARE QUALITY

Significant investment has to be made in milk procurement equipment,

chilling and refrigeration facilities. Also, training has to be imparted to improve the
quality to bring it up to international standards.

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PRODUCTIVITY

To have an exportable surplus in the long term and also to maintain cost
competitiveness, it is imperative to improve productivity of Indian cattle.

FOREIGN COLLABORATION IN INDIA

The liberalization of the Indian economy in 1991 has attracted multinational

dairy enterprises in hundreds. Specialty dairy products like cheese; casein, lactose
and multinational corporations are now manufacturing whey proteins in India. The
advent of foreign brands produced in India is changing the profile in the national dairy
industry.

PACKAGING TECHNOLOGY

The local milkman initially sold milk door to door. When the diary
cooperatives initially started marketing branded milk, it was sold in glass bottles
sealed with foil. Over the years several developments in packaging media have taken
place. In the early 80’s plastic pouches replaced the bottles. Plastic pouches made
transportation and storage very convenient, besides reducing costs. Mild packed in
plastic pouches/bottles have a shelf life of just 1-2 days, that too only if refrigerated.

FUTURE PROSPECTS

Sruthi Milk dairy sector is expected to triple its production in the next 10 years
in view of expanding potential for export to Europe and the West. Moreover with
WTO regulations expected to come into force in coming years all the developed
countries which are among big exporters today would are the withdraw the support
and subsidy to their domestic milk products sector.

DAIRY EQUIPMENTS
Designed with the aid of latest technology, our range of Dairy Equipment is
appreciated for optimum performance and durability. Offered at industry leading
price, these are widely in milk industry to store and process milk. We offer our range
in different specifications provided by our clients.

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HOMOGENIZER
We are reckoned as one of the chief Dairy Homogenizer Manufacturers,
Exporters and Suppliers based in India. Made using superior quality raw material,
these Dairy Homogenizers are widely demanded in dairy industry due to their better
performance and high efficiency. The Dairy Homogenizers offered by us are widely
appreciated for enhancing the consistency of a product by dispersion. The Dairy
Processing Plants offered by us are known for upgrading the co lour, flavor and
appearance of the products and even avoid occurring of the ring formation.

Advantages :

 Better product stability

 Smoothness of product
 Avoids rise of the cream layer

DAIRY PRODUCTS
Utilizing our years of experience and advanced infrastructure, we offer our
clients Dairy equipment, which is in compliance with international quality standards.
In-built features, for better compatibility with continuous as well as batch mode of
process designing, makes it perfect choice for various industries such as food
processing and milk dairy.

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INDUSTRIAL HOMOGENIZER
We are one of the leading manufacturers of Turn Key Liquid Milk Dairy
Plants or dairy processing plants, which are manufactured using superior quality raw
material. These are heavily demanded in dairy industry due to efficient performance
and cost effectiveness. Our range is equipped with in-built features to ensure proper
functioning.

MILK PASTEURIZERS
HTST continuous pasteurizers are extensively used for pasteurization of milk
and cream in dairy and food industries. Plate heat exchangers based pasteurizer offer
enormous convenience for processing milk, cream with flexibility, high thermal
efficiency and effective heat transfer. The system is compact, requires minimal space
and is very easy to expand capacity by adding additional plates.

SKID MOUNTED PROCESS

We have utilized over a decade experience for creating synergies with global
technologies so as to bring out a locally acceptable techno-commercially viable range
of dairy equipments. We have utilized a generic strategy of cost leadership through

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focus on quality and integration of different dairy equipments in a dairy project. You
may always rely on our equipment for international quality at domestic prices. The
equipments have inbuilt features for better compatibility with continuous as well as
batch mode of process designing.
Services for Dairy Industry:

 Boilers, Hot Water Generator, Thermal Fluid Heater's Erection and

Commissioning.
 HT / LT Cabling, Power Control Centre, Motor Control Centre, Complete
Fabrication Erection and commissioning.
 Effluent treatment plant for dairy industry.
 Milk, Butterfat and Milk Powder Packing Automatic Form Fill and Seal
(FFS) machines.
 Conveyor and product flow automation system.
 Complete refrigerated chain systems for dairy and food industry.

PASTEURIZER
We are the largest manufacturer of high quality pasteurizing machine.

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CREAM SEPARATOR
We are the largest manufacturer of high quality cream separator machines .It can
process 80 liters milk per hour.
Max. milk output, l/h 80

Drum rotational speed, min-1 10500 

Number of disks in drum, pcs 10 to 12

Milk bowl capacity, l 12

Max. butter-fat content in 0.05

skimmed milk, %
Cream/skimmed milk volume 1:4 to 1:10
proportion adjustment range

STORAGE TANK  
 We manufacture custom storage tanks for the chemical, pharmaceutical and
food process industries

MILK PUMP
We manufacturer and exporter of milk pump and dairy milk pump with high quality
and fully automatic

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Our range of pumps is appreciated owing to the following features:

 Low power consumption

 High performance
 Excellent suction performance
 High capacity

WEIGH BOWL
The superior quality of Weigh Bowl manufactured by our company is made from
good quality raw material which makes them durable.

HOT WATER GENERATOR

We design & manufacture various types of process heat equipments like hot water
generators, agro waste fired hot water generators and hot water boilers.
Features are
1. Rugged construction
2. Low maintenance
3. High efficiency

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REFRIGERATION SYSTEM

We are engaged in the supply of ice bank tank that are in high demand in the domestic
market. Manufactured from superior quality SS (304) these are used for dairy, chilled
milk tank, plate heat exchanger.

 COLD ROOM
Carrier panels are manufactured in thickness of 60mm,80mm,100mm,120mm and
150mm.
Carrier offers indigenous equipments ranging from 1 HP to 5 HP for positive
temperature and 1.6 HP to 3.2 HP for negative temperature applications.
For larger refrigeration equipments, Carrier offers imported equipments from own
overseas factories and sourcing partners.
Carrier offers end to end solutions from farm to retail covering wide spectrum of
applications such as Pre-cooling, Blast freezer, IQF, Controlled
atmosphere/Modified atmosphere and large cold storages. 

CONVEYOR
We are the largest manufacturing of high quality automatically operated conveyers.
Conveyor systems are used widespread across a range of industries. These systems
are commonly used in many industries, including the automotive, agricultural,
computer, electronic, food processing,[4] aerospace, pharmaceutical, chemical, bottling
and canning, print finishing and packing.
Types of conveyer systems are:
1. Belt conveyer

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2. Flexible conveyer
3. Vertical conveyer.... etc

KHOVA MAKING MACHINE

We are the largest manufacturer of high quality with fully automatic khova making
machine.
Motor Gear: 1 HP Single Phase
Blower Motor: 0.5 HP Single Phase (Diesel Burner)
Fuel Consumption: 1 to 2 Liter Diesel / Kerosene or 500 to 600 gm of LP Gas /
10Litre
Production Cap: 30 Liter Milk convert to khova per hour
Operated By: Only one un-skilled labour

BUTTER CHURNING MACHINE

The company exclusive range of butter churn that can churn out quality butter. Made
of quality materials these butter making machine are in accordance with an
international standards.

COMPANY PROFILE
SHRUTHI MILK PRODUCT PVT.LTD. Was started in the year 2002 by
Mr.P.BABU REDDY, M.B.A Chairman. The managing director of the Sruthi Milk

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Products Pvt.Ltd was S.NEERAJAKSHULU NAIDU M.B.A. SRUTHI MILK

PRODUCTS PVT. LTD. Was situated in NH – 4, Chennai – Banglore By Pass Road,
Chittoor Mandal, Chittoor (Dt.), Andhra Pradesh. An area where basic raw material
milk is available in plenty. The main function of the company is to procure the milk
(raw) in and around Sadum taluk and process the milk at factory, pack the processed
milk and supply in to the Chennai and Bangalore cities.

The product range of the company is

1. Milk (toned, full cream milk)

Toned Milk which is having 3% fat and have 8.55 of SNF (solid not fat) which
is available at Rs.13/- Per.ltr.

Full cream milk which is having 6.5% fat and have 9% of SNF (solid not fat)
which is available at Rs.16/- per.ltr.

2. Cream

3. Ghee

SRUTHI MILK PRODUCTS PVT. LTD. enjoys excellent reputation as a fair and
reliable of raw milk from dairy farmers.

QUALLITY CONTROL
The most significant aspect of Sruthi dairy is its quality products reflecting its
sound quality functions. It has well equipped laboratory with the sound work culture.
Recognizing quality as they key to prosperity the dairy has laid specific emphasis on
quality control operates with major functions like assessing commercial quality,
minimizing spoilages ensuring quality conformity milk and milk products, exercising
process controls, assessing sanitation, status of equipment, inspection of additives
formulation of standards and inspections of packaging materials, developing test
methods, stability and accelerated tests for quality guarantee of the products and
review of market complaints for improving the production practices.

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Procurement

Sruthi Milk Product

Production Promotion
Pvt.Ltd.

processing

SRUTHI MILK PRODUCTS PVT LTD FOUR P’S OF

PROFITABLE DAIRY

 Procurement
 Production
 Processing
 Promotion

PROCUREMENT

Procurement covers collection of milk from rural producers or contractors,

including setting up of chilling centers. Provisions of laboratory equipment and
supplies milk vending machines, cattle welfare including feeding and fodder and
transportation.

PRODUCTION

Promotion includes activities of producing various types of liquid milk. The

conventional whole toned and standardized as well as innovative like extra, nutrition
for school children, pregnant mothers, the aged and infirm, low fat for the calorie
conscious.

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PROCESSING
Processing products includes that the collected milk is stored and after storing
the milk is converted in to toned milk and full cream milk, ghee and cream is made
from the milk in the dairy.

PROMOTION

Promotion covers activities like brand promotion setting by dairy parlors,

buying milk in bulk and repacking to self, distribution, which will result in building
and image either nationally and regionally.
Sruthi Milk Products Private Limited is a professionally managed company
engaged in the manufacture of a wide range of Dairy Products which include Milk in
Sachets, Sweets, Flavored Milk, Curd in Cups and Sachets, Milk Powder, Butter,
Ghee and Butter Oil both in bulk as well as in consumer packs..
Established in 1998, Sruthi Milk Products (P) Ltd. is one of the fastest
growing Private Sector Enterprises in India with a team of dedicated professionals.
The company has one of the most modern and versatile plants in the Indian Dairy
Industry with state-of-the-art technology Sruthi Milk Products (P) Ltd. products meet
stringent quality control tests and cater to the premium segment of the market for
Dairy Products. Sruthi Milk Products (P) Ltd. is presently implementing an expansion
programmer and proposes to launch new products in the near future.
Presently our market presence is in Andhra Pradesh, Karnataka and Tamil
Nadu. We handle more than 12 Lakh liters of milk per day in our packing stations and
dairy plant, Sruthi Milk Products (P) Ltd. sells a rich, varied offering of nutritious,
tasty and healthy food products under well-known brand. Taste, health, convenience,
reliability and vitality for consumers are key characteristics.
Our milk comes from cattle herd that receive the best care along with healthy
and nutritious diet in the form of quality feed to ensure that they produce wholesome,
high-quality milk.
THE MAJOR CONTRIBUTORS TO THE SUCCESS OF SRUTHI
MILK PRODUCTS (P) LTD. ARE:-
 Milk Procurement Network
 Superior sales and marketing prowess

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 Strategic technological & infrastructural advantage

 Efficient human investment

We have the advantage of

 Procurement of Quality Buffalo and Cow milk through a strong network of
chilling centers spread across states of Andhra Pradesh, Tamil Nadu and
Karnataka.
 Strong roots in local markets and first-hand knowledge of the local culture.
 Business intelligence and technical expertise that is applied to serve our
consumers.
 Strong management focus

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STATEMENT OF THE PROBLEM

Training and development refers to the practice of providing training,

workshops, coaching, mentoring, or other learning opportunities to employees to
inspire. Challenge, and motivate them perform the functions of their position to the
best of their ability. Training has become a mandatory tool to survive in the hard facing
workforce. To accelerate the overall human resource management achievement,
training works has it’s a major part of dimensions. Knitting industry is playing an
important role 10 economy of our country.

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NEED FOR THE STUDY

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

Training is an act of 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 the

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

Training and development is provided by almost all organizations now-a-

days as it is very important factor for the improvement and increase in productivity of
the employees and workers. Organization 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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OBJECTIVES OF THE STUDY

 To study about the Training and Development programs

 To evaluate the method of teaching programs in Sruthi Milk
Products P. Ltd.
 To study the effectiveness of Training and Development
programs carried out by Sruthi Milk Products P. Ltd.
 To study the factors necessary for providing the Training.
 To study to what extent the Training programs conducted by
Sruthi Milk Products P. Ltd has made an impact on the performance level of
executives.

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SCOPE OF THE STUDY

Training is the corner stone of sound management. It makes employees more

effective and efficient. It is actively connected all personnel and management activity.

Training is most helpful in improving technical knowledge to personnel

involved. The study is confined to Sruthi Milk P.V.T Ltd, Chittoor. The study being
conducted for the period of one month since time is limited. Nearly 100 employees
are considered for the study.

The study is based on the training programmes conducted by Sruthi Milk

Products. The study will be able to generate the opinions of the employees on the
Training and Development programme.

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LIMITATIONS OF STUDY

Time is major constraint for conducting the study.

 Employees feel fear of management, to reveal facts related to the organization

there is a lot of scope for bias from the respondents.
 Employees are belongs to various shifts and it is difficult to gather information.
 The time constraint is considered as a major limitation to collect data from all the
100 employees.
 The respondents may have some bias in answering the questions.
 The sample size being limited to middle and lower management may not
accurately represent the entire organization.
 The operations department in this organization is not aware of this type of
questionnaires; hence it became difficult to collect the exact Feedback from them.

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REVIEW OF LITERATURE

Training and Development

Training and Development nowadays constitute an ongoing process in any
organization. Training is a tool for increasing individual performance and overall
organizational growth. The objective of the training is to enable the employees to
grow acquire knowledge of thought and action.

What is “Training”?
Training refers to importing of specific skills, abilities and knowledge to an
employee or it is any attempt to improve present or future, employee performance by
increasing an employee ability to perform, through learning, usually by changing the
attitude or increasing his/her skills and knowledge.

Training is needed not only for technicians who work in the shop floor but
also for supervisors, managers and executives. After training, candidates will be
placed on the jobs to perform the tasks given to them effectively.

Development refers to those learning opportunities designed to help

employees grow. Development is, less skill oriented and stresses on knowledge.
Knowledge about business environment, management, principles and techniques,
human relations, specific industry analysis and like.

Any training & development programme must contain inputs, which enable
the participants to gain skills, learn theoretical concepts and help acquire vision to
look in to the distant future. Training is an investment in HR with a promise of better
returns in future.
Oatey (1970) Training improves a person’s skill at a task. Training helps in
socially, intellectually and mentally developing an employee, which is very essential

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in facilitating not only the level of productivity but also the development of personnel
in any organization.
Yoder (1970) Training and development in today’s employment setting is far
more appropriate than training alone since human resources can exert their full
potentials only when the learning process goes for beyond the simple routine.
Hesseling (1971) Training is a sequence of experiences or opportunities
designed to modify behavior in order to attain a stated objective.
Kane (1986) If the training and development function is to be effective in the
future, it will need to move beyond its concern with techniques and traditional roles.
He describes the strategic approaches that the organization can take to training and
development, and suggests that the choice of approach should be based on an analysis
of the organization’s needs, management and staff attitudes and beliefs, and the level
of resources that can be committed. This more strategic view-point should be of use in
assessing current efforts as well as when planning for the future.
Raymond (1986) The influences of trainees’ characteristics on training
effectiveness have focused on the level of ability necessary to learn program content.
Motivational and environmental influences of training effectiveness have received
little attention. This analysis integrates important motivational and situational factors
from organizational behavior theory and research into a model which describes how
trainees' attributes and attitudes may influence the effectiveness of training.
Adeniyi (1995) Staff training and development is a work activity that can
make a very significant contribution to the overall effectiveness and profitability of an
organization.
Chris (1996) Training and development aim at developing competences such
as technical, human, conceptual and managerial for the furtherance of individual and
organization growth.
Seyler, Holton III, Bates, Burnett and Carvalho (1998) The continuous
changing scenario of business world, training is an effective measure used by
employers to supplement employees’ knowledge, skills and behaviour.

Importance of Training and Development

Training is the corner stone of sound management, for it makes employees
more effective and productive. It is actively and intimately connected with all the
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personnel or managerial activities. It is an integral part of the whole management

programme, with all its many activities functionally related.

Training is a practical and vital necessity because, apart from the other
advantages mentioned above, it enables employees to develop and rise within the
organization, and increase their market value, earning power and job security. It
moulds the employee’s attitudes and helps them to achieve a better cooperation with
the company and a great loyalty to it. Training, moreover, heightens the morale of the
employees, for it helps in reducing dissatisfaction, complaints, grievances and
absenteeism, reduces the rate of turnover. Further, trained employees make a better
and economical use of materials and equipped; therefore, wastage and spoilage are
lessened, and the needs for supervision is reduced.

Recognition of the importance of training in recent years has been heavily

influenced by the intensification of the overseas competition and the relative success
of economies like Japan, Germany etc. technological development and organization
change have gradually led some employers to the realization that success relies on the
skills and abilities of their employees and this means considerable and continuous
improvement in Training and Development.

This has also been underscored by the rise in HRM with its emphasis on the
importance of people and the skills they possess in enhancing organization efficiency.
Such commitment to the company and the growth in the quality movement has led
senior management teams to realize the increasing importance of training,
development and education. There has also been more recognition of the need to
complement the qualities of employees with the needs of the organization. Such
concepts require not only careful planning but also a greater emphasis on employee
development.
Objectives of Training and Development
1. To impart to new entrants the basic knowledge and skill they need for an
intelligent performance of definite tasks.
2. To ensure that each employee is equipped with capabilities to perform various
tasks associated with his role.

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3. To assist employees to function more effectively in their present positions by

exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
4. To help the employee develop as an individual so that the organization can
recognize and use the maximum possible potential of its employees.
5. To help employees work as team members since no individual can accomplish
the goals of the organization single handedly.

Subject Background Of The Research Topic Education:

“EDUCATION IS THE UNDERSTANDING and interpretation of
knowledge”- “Education is concerned with increasing the general knowledge and
understanding of the employees”.

Training:
“Training is a short term process utilizing a systematic and organized
procedure by which non-managerial personnel learn technical knowledge and skill”.
“Training refers only to instruction in technical and mechanical operations. Training
courses are typically designed for a short term, stated set of purposes”.

Development:
“Development is an inclusive process with which both managers and
individual employees involved. It offers opportunity to learn skills, but also provide
an environment designed to discovering and cultivating basic attitudes and
capabilities and facilitating continuing personal growth”.

Need For Training

1. Training program helps in increasing the quality and quantity of output.

2. It helps each individual employee to utilize or develop his/her full potential.
3. Employees feel that they are being taken care of by the management and these
results in increasing their morale.
4. By training, the worker is enabled to make the more economical and best use
of equipment. This results in the reduction of cost of production.

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5. Trained employee needs less supervision because of this supervisor can

increase his span of management, resulting in reduced cost of supervision.
6. The availability of trained personnel ensures long term stability and flexibility
in the organization.
7. The workers are exposed to the latest concepts, information and techniques,
they become well qualified by this and the increase their market value and
earning power.
8. To help a company fulfill its future personnel needs
9. To improve organization culture.
10. To improve health and safety

Principles of Training
1. Training and Development is continuous & its scope exists throughout the
career.
2. The objective & scope of a training plan should be defined before its
development is begun in order to provide a basis for common agreement &
cooperative action.
3. Training and Development must meet the organization objectives, so the
objectives of the employee Training and Development must be set in clear
terms.
4. There exists a gape b/w best performance and present performance and
Training and Development can bring out the hidden talents to fill the gaps.
5. Growth is a challenge, which involves stress and strains. Training helps an
individual to cope up with these and helps in concentrated effort.
6. Active participation of the learner, the feedback of the learner’s performance
accelerates growth and improves the effectiveness of Training and
Development.
7. Training should be conducted in the actual job environment to the maximum
possible extent

Need For Evaluation of Training

1. To check the effectiveness of Training and Development in improving
performance of the employee.

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2. To assess how far training is useful for improving career prospects of every
individuals.
3. To identify he deficiencies of Training and Development for incorporating
additions to the programme.
4. To improve the cost effectiveness of Training and Development programme.

Principles of Evaluation
1. Evaluation must be continuous.
2. Evaluation must be specific.
3. Evaluation must be based on objective methods and standards.
4. Evaluation must provide means for trainees to self appraise.
5. The goals & purpose of evaluation must be clear.
6. It is essential to lay down the criteria of evaluation & it must be realistic.

The Difference Between Evaluation And Effectiveness

Training Evaluation
Training Evaluation refers to the process of collecting and measuring the
outcomes or criteria to determine whether training was effective. Training outcomes
or criteria refers to measures that the trainer and the company use to evaluate Training
programs.

Training Effectiveness
Training Effectiveness refers to the benefits that the company and the trainees
receive from training. Benefits for trainees may include learning new skills or
behavior. Benefits for the company may include increased sales and more satisfied
customers.

Performance Management System

The Performance Management System enables the Organization to enhance &
sustain its performance by aligning employees' goals & contribution to the
Organization’s Vision and Objectives. It also serves as a platform to provide
employees the opportunity to structure and channelize their growth in terms of
learning & development and / recognition.

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What is Performance?
Performance is about behaviors or what employees do, not about what
employees produce or the outcomes of their work.

What is performance Management?

Performance Management is a continuous process of identifying, measuring,
and developing the performance of individuals and teams and aligning performance
with the strategic goals of the organization.

Objectives Of PMS
 To align individual performance with the Organization's strategic objectives
via goal setting & review, on an annual basis
 To differentiate performance contributions vis a vis goals set
 To enhance individual contributions by identifying development areas
 To identify/ develop appropriate learning tools/ methods
 To reward differing individual performances basis contribution

Scope of PMS
 All confirmed employees as of April 1st of the year, are eligible for the
Performance Assessment.
 Objective Setting & Final Performance Assessment are done on an annual
basis (i.e. Financial Year: April – March)

Assessment Criteria
An employee’s Performance Assessment as captured in the formats (i.e.
Appraisal forms), is based on two key aspects:
1. Key Responsibilities (the “What”) requisite to be performed in the job
2. Key Competencies (the “How”) that are relevant to different job categories

The overall Performance Assessment, is a balanced evaluation of both “Key

Responsibilities” & “Competencies” on a four point rating scale
The Final Assessment is to result in one of the four ratings enlisted below which are
to conform to a normal distribution for respective departments, units & hence the
entire Organization:

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 Outstanding
 Exceeds Expectations
 Meets Expectations
 Needs Improvement

The above ratings have descriptors to enable the assessment on each of the Key

Responsibilities & Competencies

 Outstanding: Constantly exceeds expectations in all objectives; Is a role
model for the rest of the team
 Exceeds Expectations: Is an excellent performer and meets both quality &
timeline specifications for most responsibilities
 Meets Expectations: Meets job expectations as pre decided & is a steady
performer
 Needs Improvement: Needs to improve performance in several objectives;
development areas can be worked upon

Key Process Stakeholders

Appraisee: Every employee/ individual who is assessed is termed the ‘Appraisee’.
Thereby all employees are appraisee’s as their individual and thereby collective
performance contributes towards the Organization’s performance, growth and
success.

Appraiser: The supervisor or individual who assesses the appraisee’s performance is

termed the ‘Appraiser’.

Reviewer: The appraiser’s manager is termed the ‘Reviewer’.

H.O.Ds: All performance assessments for a particular department are reviewed

overall by the H.O.D before it is sent to the Unit/ Function Head.

Senior Leadership Team (SLT): The CEO and his immediate reportees play a key
role in ratifying the entire Organization’s Performance Distribution, once all the
performance assessments from various Units are received & collated.

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HR department: The HR team plays the role of a Co – Planner wherein it facilitates

the assessment process, in terms of communication of the assessment process flow &
guidelines to concerned stakeholders, providing advice to appraisers, H.O.Ds & Unit/
Function Heads on appropriate assessment & translating the assessment to rewards/
recognition and career development proposal to the SLT.

Competency Mapping
Competency Mapping is a process of identifying key competencies for a
company or institution and the jobs and functions within it. Competency mapping is
important and is an essential exercise. Every well managed firm should have well
defined roles and list of competencies required to perform each role effectively. Such
list should be used for recruitment, performance management, promotions, placement
and training needs identification.

The competency framework serves as the bedrock for all HR applications. As

a result of competency mapping, all the HR processes like talent induction,
management development, appraisals and training yield much better results.

Competency Mapping gives an adept HR manager a fairly good picture of the

employee to see whether he (or she) needs to perform better or to move up a notch on
the scale. Once the employee `tops’ every indicator at his level, he moves on to the
next and begins there at the bottom – in short, he is promoted. It helps in determining
the Training and Development needs and importantly it helps to encourage the best
and develop the rest and a win-win situation for everyone.

Recruitment Policy
It is the process of searching for prospective applicants and simulating them to
apply for job in an organization.

The Recruitment Guidelines flow as per the process given below

 Review of the Requirement
 Preparation of the Position Profile i.e. Resource Requisition Justification
 Sourcing (i.e. advertisement, referrals, recruitment consultants, web posting
etc)

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 Screening
 Functional Assessment
 HR Assessment
 Offer
 Reference Check
 Pre -Employment Medical Check
 Offer Confirmation
 Travel & Stay

Induction Policy
The Induction Policy outlines the orientation & socialization process designed by the
Organization to ensure smooth integration of all new joinees into the system by
providing them the appropriate support to meet job demands. MHS strongly believes
in the necessity of facilitating the transition of new employees into the Organization’s
work environment so as to equip them with the knowledge, skills and Competencies
required to respond effectively to new responsibilities.

Induction Framework:
The Induction Process ensures initial support at two levels with the aim of integration
of the new joinees in to the Organization in a consistent and effective manner:
 At the Human Resources Department level
 At the new joinees Department level

The following end objectives are aimed for:

 Quicker settling down & enhanced comfort levels of the new joinees into
MHS
 Productivity and efficiency of new joinees within a short period of time
 Integration of new joinees into the Organization’s work ethics & Values and
motivating them to contribute towards MHS Vision & Objectives
 Providing employees with an understanding of various key SOPs & safety
aspects at the workplace
 Reduction of attrition especially in the employee population of 1 year & lesser
duration in the Organization
VIMAT, Dept. of Management Studies, Chittoor Page 45
A study on Training and Development

 Reduction in costs associated with repeated recruitment, training and lost

productivity.

General Rules and Regulations

Communication
The company firmly believes that effective communications at all levels
significantly aids efficient operation. Should any associate have any queries/questions
regarding his/her work, the associate is encouraged to discuss them with his/her
supervisor/manager. From time to time, the departmental head or the Country Head
may call special communication meetings to ensure that all staff is kept informed of
significant issues. Other announcements will either be circulated.

Employee Leave Policy

To facilitate and improve work-life balance for employees and enable them to
meet their personal priorities.

Types of Leave
Earned Leave or Privilege Leave (EL/PL) - Privilege leave is ‘earned’ leave which
the employee is entitled to avail, after she/ he has served the probation period, that is
the earned leave are 20 days. Employees are encouraged to avail this leave at least
once in a year.

Casual Leave (CL) - Casual Leave is a leave of short duration, which may be availed
by an employee for sudden leave requirements.06 days of casual leave, is provided.

Sick Leave (SL) - Sick Leave is exclusively and strictly meant to be availed only in
an event of sickness. 06 days of sick leave are given.

Maternity Leave (ML) – Maternity leave is the entitlement for a female employee
when she is expecting a child. Maternity leave has per “The Maternity Benefit Act,
1961”.

Paternity Leave (PL) - Paternity leave is the leave entitlement for a male employee
when his spouse is expecting to deliver/ has delivered a child.03 days of paternity
leave, is provided.

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A study on Training and Development

Adoption Leave (AL) – This is the leave that a female/ male employee is entitled to
when she/ he, adopts a child legally.

Relocation Leave (RL): This is leave that an employee is entitled to avail if she/ he is
being transferred between MHS Units in two different cities/ towns.

Employee Celebrations Policy

To plan and execute a variety of events for MHS family members in order to
appreciate their work and other important occasions in their lives, thereby conveying
how valued they are to the Organization

Manipal Health Systems encourages managers to promote informal interaction

amongst staff and express appreciation by celebrating various occasions, both within
& across departments. MHS thus shall contribute to two types of funds:

Department Events Fund: This is a fund allocated for sponsorship of employee

wellness initiatives within the department.

Organization Events Fund: This is a fund allocated for promoting cross functional
interaction amongst MHS staff through the sponsorship of various forums.

Employee Salary Advance Policy

The purpose of this policy is to provide a mechanism for employees to procure
salary advances for urgent monetary needs/ commitments such as those for illness,
children’s education purpose, etc.

Eligibility
Every confirmed employee is eligible for salary advance as per the eligibility
mentioned below:
 2 months of last drawn pay slip gross salary for employees in grades RL1 to
 1 month of salary advance for employees in grades M3 and above which will
be recovered in the subsequent month.

Whistle Blower Policy

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A study on Training and Development

The purpose of the 'Whistle Blower Policy' is to provide employees a platform

to report to the management instances of unethical behavior, actual or suspected,
fraud or violation of the Organization’s code of conduct or ethical practices. MHS
thus wants to achieve highest standards of professionalism, honesty, integrity and
ethical behavior

Role of a “Whistle Blower”

 The Whistle Blower's role is that of a reporting party with reliable
information. They are not required or expected to act as investigators or
finders of facts, nor would they determine the appropriate corrective or
remedial action that may be warranted in a given case.
 Whistle Blowers should not act on their own in conducting any investigative
activities, nor do they have a right to participate in any investigative activities.

Medical Reimbursement Policy

The objective of this scheme is to reimburse medical expenses incurred by
employees and their family members. The quantum of Medical reimbursement is as
per the amount declared in the Flexible Benefits Plan, subject to a maximum of Rs.
15,000/- per annum.

Wedding Gift Policy

The purpose of this policy is to express the involvement of the Organization in
an important event of the employee’s life by a positive gesture. In the event of
marriage, the company will pay a gift cheque to the employee of Rs. 5,000/-

Employee Farewell Policy

The purpose of this policy is to provide systematic and uniform guidelines for
the arrangement and funding of “farewell" get-togethers to affirm and recognize the
achievements of those individuals who resign their positions in good standing
especially for retirees, in honor of their dedicated and faithful service who have
served the Organization for a minimum period of 2 yrs.

Grievance Redressal Policy

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The purpose of this policy is to ensure that any employee grievance is handled
proactively via an employee friendly process.

General Features:
 Any employee who has a genuine grievance must communicate the same to
his/her superior.
 If the grievance is about the superior himself/ herself, the employee can
elevate the grievance to the Head of the department or to the HR
Manager/GM-HR.
 If the grievance is lodged, due attention must be given to the problem and
earnest effort must be made to solve it within the shortest possible time.
 If the grievance is sensitive in nature i.e. Even if the immediate superior
cannot solve it, it has to be escalated upwards.
 The grievance should be dealt with in the presence of representatives from
Human
 Resources function, concerned individual and the immediate supervisor.
 The meetings regarding the grievance must have minutes and must be
interpreted accordingly.
 While all efforts are taken to resolve the grievance in the earliest possible
time, if possible, a fixed time frame must be communicated to the aggrieved
employee. The said grievance must be resolved within the time mentioned.
 During the intermittent period, the employee must not discuss the grievance
with any of his/her colleagues (Sub-ordinates or superiors) and try gaining
support for the cause.
 The final action must be clearly communicated by the superiors and
implemented by the Human Resources function.
 A copy of all the transactions, minutes, final outcome, must be filed in the
personal file of the employee for future reference.

Policy for Prevention of Sexual Harassment at Work Place

VIMAT, Dept. of Management Studies, Chittoor Page 49

A study on Training and Development

To promote ethical and conducive work environment by preventing and

deterring sexual harassment at workplace. To lay down a procedure for addressing
any complaints of sexual harassment at work.

Employee Health and Safety Policy

To plan the activities and functions of the hospital related to ensuring the
safety of employees. To provide clean & safe environment to the employees of
Manipal Hospital.

Alcohol Consumption

Consumption of alcoholic beverages in the office is strictly forbidden.

Dress Code Policy

This policy is intended to define appropriate business attire, in line with the
clientele of the organization, during normal business operations and to foster a
positive & professional image in the organization.

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RESEARCH METHODOLOGY

Research is a careful investigation or enquiry especially through for new facts

in any branch of knowledge.

According to Redman and Mory, “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 in a manner that aims to combine relevance to the purpose with economy in
procedure.
Generally the Research design can be described in 3 ways. They are,
 Research design in case of exploratory research studies.
 Research in 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 from both
 Primary method
 Secondary method

Primary data
The primary data are those which are collected a fresh and for the first time,
and thus happen to be original in character. The tools for collecting this primary data
are by two types namely Interview method and Questionnaire method.

Secondary data
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A study on Training and Development

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 50 respondents.

Sampling procedure
Sampling is the selection of group with a view to obtain information about the
whole is group of persons that represent particular community.

The sampling method used was random sampling. This sampling method was
used because of lack of true knowledge about the universe. The sample size was fixed
to 50 respondents.

Type of survey
Simple random sampling technique.

Research Instruments

1. Personal Interviews : Schedulers where administrated

personally for collecting the data.
2. Questionnaire : The questionnaire comprises of
closed-
ended questions.
Statistical tools used
 Bar charts
 Pie-charts
 Tables

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DATA ANALYSIS AND INTERPRETATION

1. Do you feel Training and Development improve productive?

TABLE- 1
Options No. of Respondents Percentage
Strongly agree 30 60%
Agree 18 36%
Disagree 2 4%
Strongly disagree 0 0%
Total 50 100

CHART-1

Percentage
70
60
60

50

40 36

30

20

10
4
0
0
Strongly agree Agree Disagree Strongly disagree

Inference:

VIMAT, Dept. of Management Studies, Chittoor Page 53

A study on Training and Development

From the above graph it is been inferred that 60 % of respondents strongly

agreed that the Training and Development improve productivity. 36 % of respondents
agreed that the Training and Development improve productivity. Only 4 % of
respondents disagreed.

2. Do you think that Training and Development programs will help

you increasing, knowledge, confidence, and morale?

TABLE-2
Options No. of Respondents Percentage
Strongly agree 25 50%
Agree 14 28%
Disagree 7 14%
Strongly disagree 4 8%
Total 50 100

CHART-2

Percentage
60

50
50

40

30 28

20
14

10 8

0
Strongly agree Agree Disagree Strongly disagree

Inference:

VIMAT, Dept. of Management Studies, Chittoor Page 54

A study on Training and Development

From the above graph it is been analyzed that 50 % of the respondents are
strongly agreed that Training helps them to increase knowledge, confidence and
morale.28 % of respondents agreed that Training increases knowledge, confidence
and morale.14 % of respondents disagreed that Training increases knowledge,
confidence, and morale. Only 8 % of respondents are strongly disagreed.

3. How do you feel about the Training program conducted by

company?

TABLE-3
Options No. of Respondents Percentage
Highly satisfied 15 30 %
Satisfied 27 54%
Unsatisfied 5 10%
Highly unsatisfied 3 6%
Total 50 100

CHART-3

Percentage
60%
54%

50%

40%

30%
30%

20%

10%
10% 6%

0%
Highly satisfied Satisfied Unsatisfied Highly unsatisfied

VIMAT, Dept. of Management Studies, Chittoor Page 55

A study on Training and Development

Inference:
From the above graph it is been stated that 30 % of the respondents are highly
satisfied on the programs conducted by company. 54 % of respondents are satisfied on
the programs conducted by company.10 % of respondents are unsatisfied and 6 % of
respondents are highly unsatisfied on the programs conducted by Sruthi Milk
Products Ltd., Chittoor.

4. What are the Training methods available at Sruthi Milk Products

Ltd., Chittoor.
TABLE-4
Options No. of Respondents Percentage
On the job 18 36%
Off job 22 44%
Work shop 9 18%
Any other 1 2%
Total 50 100

CHART-4

Percentage
50%
45% 44%

40%
36%
35%
30%
25%
20% 18%
15%
10%
5% 2%
0%
On the job Off job Work shop Any other

Inference:

VIMAT, Dept. of Management Studies, Chittoor Page 56

A study on Training and Development

From the above graph it is been inferred that 36 % of the respondents are
agreed that On the job Training method is available at SMP ltd. 44 % of respondents
are agreed that Off the job Training method is available at SMP ltd. 18 % of
respondents have followed Work shop method and 2 % of respondents have followed
the some other method.

5. Are you satisfied about present Training program in the

company?

TABLE-5
Options No. of Respondents Percentage
Highly satisfied 22 44%
Satisfied 26 52%
Unsatisfied 1 2%
Highly unsatisfied 1 2%
Total 50 100

CHART-5

Percentage
60%
52%
50%
44%

40%

30%

20%

10%
2% 2%
0%
Highly satisfied Satisfied Unsatisfied Highly unsatisfied

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A study on Training and Development

Inference:
From the above graph it is been analysed that 44 % of the respondents are
highly satisfied by the benefits from Training program.52 % of respondents are
satisfied by the benefits from Training program.2 % of respondents are dissatisfied
and 2 % of respondents are highly dissatisfied by the benefits from Training program.

6. Are the employees having awareness on Training and

Development at Sruthi Milk Products P. Ltd.,?

TABLE-6
Options No. of Respondents Percentage
Yes 47 94%

No 3 6%

Total 50 100

CHART-6

Percentage
100% 94%
90%
80%
70%
60%
50%
40%
30%
20%
10% 6%
0%
Yes No

Inference:
VIMAT, Dept. of Management Studies, Chittoor Page 58
A study on Training and Development

From the above graph it is been analysed that 94 % of the respondents having
awareness on Training and Development in their company, but 4 % of respondents do
not have awareness on Training and Development in their company.

7. On what basis the Training & Development conducted at Sruthi

Milk Products P. Ltd.?

TABLE-7
Options No. of Respondents Percentage
Individual training needs 10 20%
Group training needs 6 12%
Firm training needs 12 24%
Above all 22 44%
Total 50 100

CHART-7

Percentage
50%
45% 44%

40%
35%
30%
25% 24%
20%
20%
15% 12%
10%
5%
0%
Individual training needs Group training needs Firm training needs Above all

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A study on Training and Development

Inference:
In Sruthi Milk Products Ltd it is been inferred that 20 % of respondents said
that Training and Development conducted on the basis of individual training needs.
12 % said that on the basis of group training needs. 24 % said that on the basis of firm
training needs and 44 % agreed that Training and Development conducted on the
basis of above all functions.

8. To what extent the employees aware of their weaknesses and

strengths after attending Training program?

TABLE-8
Options No. of Respondents Percentage
Great extent 26 52%
Some extent 19 38%
Moderate 5 10%
Not at all 0 0%
Total 50 100

CHART-8

60 Percentage
52
50

40 38

30

20
10
10
0
0
Great extent Some extent Moderate Not at all

Inference:

VIMAT, Dept. of Management Studies, Chittoor Page 60

A study on Training and Development

In Sruthi Milk Products 20 % of respondents said that Training and

Development conducted on the basis of individual training needs. 12 % said that on
the basis of group training needs. 24 % said that on the basis of firm training needs
and 44 % agreed that Training and Development conducted on the basis of above all
functions.

9. Feed back on Training and Development programs given at

Sruthi Milk Products?

TABLE-9

Options No. of respondents Percentage

Excellent 29 58%
Good 17 34%
Average 2 4%
Poor 2 4%
Total 50 100

CHART-9

Percentage
70%

60% 58%

50%

40%
34%
30%

20%

10%
4% 4%
0%
Excellent Good Average Poor

Inference:
VIMAT, Dept. of Management Studies, Chittoor Page 61
A study on Training and Development

From the above graph it is been analysed that 58 % of respondents have

excellent feedback and 34 % of respondents received good and 4 % of respondents
received average and 4 % of respondents received poor feedback on Training and
Development programs at Sruthi Milk Products.

10.Do the employees are motivated by Training and Development?

TABLE-10
Options No. of Respondents Percentage
Strongly agree 29 58%
Agree 17 34%
Disagree 2 4%
Strongly disagree 2 4%
Total 50 100

CHART-10

Percentage
70%

60% 58%

50%

40%
34%
30%

20%

10%
4% 4%
0%
Strongly agree Agree Disagree Strongly disagree

Inference:

VIMAT, Dept. of Management Studies, Chittoor Page 62

A study on Training and Development

From the above chart it is been inferred that 58 % of respondents are

motivated by Training and Development programs.34 % of respondents have agreed
that they are motivated by Training. 4 % are disagreed and 4 % are strongly
disagreed.

11.Opinion about Training and Development programs at Sruthi

Milk Products?

TABLE-11
Options No. of Respondents Percentage
Excellent 18 36%
Good 15 30%
Average 13 26%

Poor 4 8%
Total 50 100

CHART-11

Percentage
40%
36%
35%
30%
30%
26%
25%

20%

15%

10% 8%

5%

0%
Excellent Good Average Poor

VIMAT, Dept. of Management Studies, Chittoor Page 63

A study on Training and Development

Inference:
From the above graph it is been analysed that 36 % of respondents have
excellent opinion on Training and Development program.30 % of respondents have
good opinion on Training and Development programs conducted by their company.
26 % of respondents have normal and 8 % of respondents have poor opinion on
programs conducted by their company.
12.How the topics are discussed during Training and Development
programs?

TABLE-12
Options No. of Respondents Percentage
Excellent 14 28%

Good 16 32%

Average 15 30%

Poor 5 10%

Total 50 100

CHART-12

Percentage
35%
32%
30%
30% 28%

25%

20%

15%
10%
10%

5%

0%
Excellent Good Average Poor

VIMAT, Dept. of Management Studies, Chittoor Page 64

A study on Training and Development

Inference:
From the above graph it is been analysed that 28 % of respondents said that
the topics discussed during Training program excellently.32 % of respondents said
that good and 30 % said that average and 10 % of respondents said that the topics are
discussed poorly.

13.Do you agree that the training and development improves the
quality of work life?

TABLE- 13
Options No. of Respondents Percentage
Strongly agree 30 60%
Agree 10 20%
Neutral 5 10%
Disagree 5 10%
Strongly disagree 0 0%
Total 50 100

CHART-13

Percentage
70%
60%
60%

50%

40%

30%
20%
20%
10% 10%
10%
0%
0%
Strongly agree Agree Neutral Disagree Strongly disagree

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A study on Training and Development

Inference:
From the above graph it is been analyzed that, 60 % of the respondents are
strongly agreed that quality of work life, 20 % of the respondents are agreed that
Training decreases tension stress.10 % of respondents are disagreed that Training
decreases stress, tension.10 % of respondents are strongly disagreed that Training
decreases stress, tension.

14.Do you agree that the training and development programme

influence the motivational level and morale of employee?

TABLE-14
Options No. of Respondents Percentage
Strongly agree 13 26%
Agree 21 42%
Disagree 10 20%
Strongly disagree 6 12%
Total 50 100

CHART-14

Percentage
45% 42%
40%

35%

30%
26%
25%
20%
20%

15% 12%
10%

5%

0%
Strongly agree Agree Disagree Strongly disagree

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A study on Training and Development

Inference:
From the above graph it is been inferred that 26 % of respondents strongly
Agreed that Training motivational level of Employees. 42 % of respondents agreed
that Training improves morale of employee.20 % of respondents have disagreed and
12 % have strongly disagreed that Training motivational and morale of employee.

15.How frequently the training program is conducted?

TABLE-15

Options No. of Respondents Percentage

Quarterly 10 20%

Half Yearly 30 60%

Yearly 10 20%

Total 50 100

CHART-15

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A study on Training and Development

Percentage
70%
60%
60%

50%

40%

30%
20% 20%
20%

10%

0%
Quarterly Half Yearly Yearly

Inference:
From the above graph it is been stated that 20 % of respondents said that
trainers provide Training program conducted by quarterly. 60 % said that Training
program conducted by half yearly. Only 20 % of respondents said that trainers
provide Training on the basis of yearly.

16.Whether the duration of training program is sufficient?

TABLE-16
Options No. of Respondents Percentage
Yes 47 94%

No 3 6%

Total 50 100

CHART-16

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A study on Training and Development

Percentage
100% 94%
90%
80%
70%
60%
50%
40%
30%
20%
10% 6%
0%
Yes No

Inference:
From the above graph it is been analysed that 94 % of the respondents having
duration on Training and Development in their company, but 4 % of respondents do
not have duration on Training and Development in their company.

17.Which type of training method is under gone

TABLE-17

Options No. of Respondents Percentage

On the Job 30 60%

Experience 20 40%

Total 50 100

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A study on Training and Development

CHART-17

Percentage
70%
60%
60%

50%
40%
40%

30%

20%

10%

0%
On the Job Experience

Inference:
From the above graph it is been stated that 60 % of respondents said that
trainers provide Training and development on the basis on the job.40 % said that
Training provided on the basis off the job method.

18.DO you feel that the training increase inter personal skills, team
spirit among employees

TABLE-18
Options No. of Respondents Percentage
Strongly agree 25 50%
Agree 14 28%
VIMAT, Dept.Disagree 7
of Management Studies, Chittoor 14% Page 70
Strongly disagree 4 8%
Total 50 100
A study on Training and Development

CHART-18

Percentage
70%
60%
60%

50%

40%

30%
20%
20%
10% 10%
10%

0%
Strongly agree Agree Neutral Disagree

Inference:
From the above graph it is been analyzed that 50 % of the respondents are
strongly agreed that Training helps them to increase knowledge, confidence and
morale.28 % of respondents agreed that Training increases knowledge, confidence
and morale.14 % of respondents disagreed that Training increases knowledge,
confidence, and morale. Only 8 % of respondents are strongly disagreed.

19. How do you rate the arrangement at the training program

TABLE-19
Options No. of Respondents Percentage
Excellent 14 28%

Good 16 32%

Average 15 30%
VIMAT, Dept. of Management Studies, Chittoor Page 71
Poor 5 10%

Total 50 100
A study on Training and Development

CHART-19

Percentage
35%
32%
30%
30% 28%

25%

20%

15%
10%
10%

5%

0%
Excellent Good Average Poor

Inference:
From the above graph it is been analysed that 28 % of respondents said that
the rate arrangement Training program excellently.32 % of respondents said that good
and 30 % said that average and 10 % of respondents said that the rate arrangement
poorly.

20.Will the training and session involve only theory concepts or even
practical?

TABLE-20

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A study on Training and Development

Options No. of Respondents Percentage

Only theory 10 20%

Only Practicals 30 60%

Both Theory and 10 20%

practicals
Total 50 100

CHART-20

Percentage
70%
60%
60%

50%

40%

30%
20% 20%
20%

10%

0%
Only theory Only Practicals Both Theory and practicals

Inference:
From the above graph it is been stated that 20 % of respondents said that
trainers provide Training program session by theory. 60 % said that Training program
session by practical’s. Only 20 % of respondents said that trainers provide Training on
the both basis.

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A study on Training and Development

21.Does the training offered by the shruthi milk pvt.ltd helps you to
cope up with the constantly changing technology for performing the
job
TABLE-21
Options No. of Respondents Percentage
Strongly agree 13 26%
Agree 21 42%
Disagree 10 20%
Strongly disagree 6 12%
Total 50 100

CHART-21

Percentage
45% 42%
40%

35%

30%
26%
25%
20%
20%

15% 12%
10%

5%

0%
Strongly agree Agree Disagree Strongly disagree

Inference:
From the above graph it is been inferred that 26 % of respondents strongly
Agreed that Training changing technology of Employees. 42 % of respondents agreed
that Training changing technology of employee.20 % of respondents have disagreed
and 12 % have strongly disagreed that Training technology of employee for
performing the job

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A study on Training and Development

FINDINGS

 70 % of the respondents felt that the training is useful for the

career development.
 84 % of the respondents were satisfied with the level of
training.
 90 % of the employees are satisfied with the topics discussed
at the training programs.
 It is clear that 78 % of employees are strongly agree or agreed
with the statement that Training and development helps in increasing
employees knowledge confidence morale.
 Only 60 % of employees feel that Training improves the
productivity.
 94 % of employees having awareness on Training and
Development programs conducted by the company.
 Most of the employees it means 44 % of employees strongly
agreeing and 38 % of employees agreeing that the organisation is
developed by conducting Training.
 92 % of the employees are motivated by Training and

Development programs conducted by the company.

 36 % of people agreeing that management provides their

support to the employees to attend Training programs great extent.
 Only 68 % of the employees accepted that Training improves
the skills and knowledge to deal with day to day problems.
 64 % of employees said that Trainers provide Training and
Development based upon experience.

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A study on Training and Development

SUGGESTIONS

 Trainees should be selected on the basis of their own interest and

not for the benefits of the organization.
 I recommended to the HR department that the trained employees
can get immediate feedback from the workers.
 Training awareness should be created among the workers.
 Periodical reviews should be done by trainees to ensure that the
matter is reached in the right way.
 For effective training output the HR department should provide
training to workers with in their working hours.

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A study on Training and Development

CONCLUSION

The organisation is helping the employees to increase their skills by

conducting the Training and Development programs regularly and by assessing
training needs effectively.

The organisation has a strong linkage with the Training and Development
programs and these programs are helpful in their self development and organisational
development.

From the study made in assessing the effectiveness of Training and

Development methods, the organisation has certainly tried its level best to import
Training and Development which makes the employees acquire skills and knowledge
about their job and importance which results in their job satisfaction.

Hence Training and Development plays a vital role in increasing knowledge

and creates skilful employees for the organisation.

VIMAT, Dept. of Management Studies, Chittoor Page 77

A study on Training and Development

BIBLIOGRAPHY

Author Title Publisher

C.B.Mamoria Personal management Himalaya Publishers

V.P. Michale Human Resource and Himalaya Publishers

Management

K.V.Subba Rao Human Resource and Himalaya publishers

Industrial relations

G.C. Beri Marketing Research Tata Mc Graw hill

P.Subba Rao Human Resource Konark publishers

Websites

1. www.sruthimilkproducts.com

2. www.google.com

3. www.scribd.com

VIMAT, Dept. of Management Studies, Chittoor Page 78

A study on Training and Development

QUESTIONNAIRES
Put tick mark on your preferred answer:

SOCIO-DEMOGRAPHIC FACTORS

1) Name:

2) Sex: Male ( ) Female ( )

3) Age: Up to 20 years ( ) 20-30 years ( ) 30-40 years ( ) above 40years( )

STUDY-FACTORS:

4)Do you feel Training and development improve productivity ( )

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

5)Do you think that Training & development programmes will help you
Increasing knowledge, confidence and morale ( )

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

6)How do you feel about the Training programme conducted by the company. ( )

a)Highly satisfied b)Satisfied c)unsatisfied d)Highly unsatisfied

7)What are the training methods available at Sruthi Milk Pvt. Ltd., ( )

a)On job b)off job c) workshop d)any other

7. 8)Are you satisfied with the present training program in the company
( )

a) Highly satisfied b)Satisfied c)Dissatisfied d)Highly dissatisfied

9. 9)Are the employees having awareness on Training &Development in Sruthi

Milk Pvt. Ltd.,. ( )

VIMAT, Dept. of Management Studies, Chittoor Page 79

A study on Training and Development

a) Yes b)No

10. 10)On what basis the Training &Development conducted at Sruthi Milk Pvt.
Ltd., ( )

a)Individual training needs b)Group training needs

c)Firm training needs d)Above all

11.11)To what extent the employees aware of their weakness and strength after
attending training programmes ( )

a)Great extent b)Some extent c)Moderate d)Not at all

15.16.Training programmes has improved the skills and knowledge of employee

to deal with day to day problems at work place
( )

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

16.15.How the topics are discussed during Training & Development programs.
( )

a) Excellent b) Good c)Average d)Poor

17.14.Opinon about Training & Development programs at Sruthi Milk Pvt. Ltd.,( )

a)Excellent b)Good c)Average d)Poor

18.13.Do the employees are motivated by Training & Development ( )

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

20.12.Feedback on Training & Development programmes given at Sruthi Milk

Pvt. Ltd., ( )

a)Excellent b)Very good c)Average d)Poor

17.Do you agree that the training and development improves the quality of work
life
a.Strongly agree b.Agree c.Neutral d. Disagree e.Strongly disagree

VIMAT, Dept. of Management Studies, Chittoor Page 80

A study on Training and Development

18.Do you agree that the training and development programme influence the
motivational level and morale of employee
a.Strongly agree b.Agree c.Neutral d.Disagree e.Strongly disagree
19.How frequently the training program is conducted
a.Quarterly b.Half-yearly c.Yearly
20.Whether the duration of training program is sufficient
a.Yes b.No
21.Which type of training method is under gone
a.On the job b.Off the job
22.DO you feel that the training increase inter personal skills, team spirit among
employees
a.Strongly agree b.Agree c.Neutral d.Disagree e.Strongly disagree
23.How do you rate the arrangement at the training program
a.Excellent b.Verygood c.Good d.Satisfactory e.Poor
24.Will the training and session involve only theory concepts or even practical
a.Only theory b.Only practical c.Both theory and practical
25.Does the training offered by the sruthi milk pvt.ltd helps you to cope up with
the constantly changing technology for performing the job
a.Strongly agree b.Neither agree nor disagree
c.Agree d.Disagree e.Stronglydisagree

1. Do you feel that Training is decreasing stress tension & conflict ( )

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

3. Do you agree that technology changes or new technology will require Effective
training. ( )

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

8. Do you feel environment plays an important role in providing training ( )

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

12.Trainers are providing Training &Development based up on ( )

a)Qualification b)Experience c)Good communication d)Behaviour

13. Do the training programmes cultivate competition among workers at Sruthi

Milk Pvt. Ltd., ( )

VIMAT, Dept. of Management Studies, Chittoor Page 81

A study on Training and Development

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

14. To what extent management provides the full support to employees to attend
Training ( )

a)Great extent b)Some extent c)Moderate d)Not at all

19.Do the organization is developed by conducting Training ( )

a)Highly developed b)Developed

c)Poorly Developed d)Not Developed

VIMAT, Dept. of Management Studies, Chittoor Page 82