A Project Report on

“A Detailed Study on Training and Development of Britannia

Industry Ltd for their Employees and New Entrant”
Carried out at Britannia Industry Ltd.
Submitted By:
PRATUSHA RANJAN ROUTRAY
REGD NO :- 2206299025
MBA(HRM & FINANCE)
In partial fulfilment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
2022-24

Under the Guidance

EXTERNAL GUIDE INTERNAL GUIDE
MR. PURNA PATRA PROF.SUCHARITASUBHADARSHINI
Coordinator Manager H.R.

Britannia, BBSR TITE, BBSR

TEMPLECITY INSTITUTE OF TECHNOLOGY & ENGINEERING (TITE)

(UNDER BPUT) AT/PO- TARABOI, DIST- KHORDHA, BBSR

1
 DECLARATION
I Pratusha Ranjan Routray, Regd No.:- 2206299025 of the TEMPLE CITY
INSTITUTE OF TECHNOLOGY & ENGINEERING, Bhubaneswar
here by declared at the project entitled “A Detailed Study on Training
and Development of Britannia Industry Ltd for their Employees and
New Entrant” is my original work and has not been submitted by any
other person.

I also declare that I have done my work sincerely and accurately even if
any mistake or error kept in, I request to point out these errors and guide
me to remove these errors in future. The interim was made under the
supervision of MR. PURNA PATRA (coordinator). The feasible
suggestion has been only incorporated in consultation with the
supervisor.

PLACE :

DATE: (Pratusha Ranjan Routray)

 ACKNOWLWDGEMENT

I express great sense of gratitude to MR. PURNA

PATRA (coordinator)for pay his kind support, guidance and cooperation for
the successful completion of this study.

His academic excellence, immense interest, scholarly

suggestions and affable temperament have been the source of inspiration
and motivation which helped me to complete this research work. I want to
offer my sincere thanks to all the staff members of Britannia biscuits. I also
indebt to the respondents for their valuable support and cooperation for
the purpose of the study.

I am also thankful to my internal faculty guide special

thanks to Mrs Prof. Sucharita Subhadarshini , Professor of HR to have taken
the pains to guide my project work at all times. Without her help it would
be impossible to complete my project with stipulated knowledge I had.
I express my great sense of gratitude to my caring family and my friends for
their encouragement and moral support which require completing the
study.

Pratusha Ranjan Routray

Regd no: - 2206299025
 PREFACE
In the present scenario we are surviving in the
COMPETITIVE WORLD in the age of GLOBALIZATION. So it is
essential to know the practical knowledge for survive the
competitive era. Beside practical knowledge theoretical is also
essential. Both are two sides of a coin.

In the today’s world the sense marketing is regarded as a

GLOBAL MARKETING. Realizing this practical experience is of
permanent importance for all round developing of a person, as a part
of the mentioned in our curriculum for two years of MBA master
degree, the student has to undergo practical training for 45 days.

As the Britannia Industry Ltd.Khurdha,Odisha ,

producing Good Day,Marie Gold,bour bon etc . It is a great
opportunity for me to know not only the Britannia biscuit
manufacturing process but how their marketing strategy, sales
distribution process and last but not the least what is retailors as well
as the consumer behavior towards Britania Biscuit.

Lastly I want to thank the people who had supported

me in the whole process and my special thanks to my internal as
well as External Guide, friends for their kind support and motivation
which helped me to complete my research.
Sr. No Contents Page. No

1 Introduction 7-15

 Company Profile 17-24

 Need of the study 26

 Objective of the study 28

 Limitation 30

2 Literature Review 32-33

3 Research Methodology 35-36

 Hypothesis 38

 Research Design 40

 Source of Data 42-43

4 Data Collection 45

5 Analysis & Interpretation of Data 47-58

6 Suggestion 60

7 Conclusion 62

8 Findings 64

9 Bibliography And References 66

10 Annexure 70-71
 INTRODUCTION

Training and Development is one of the main functions of

the human resource management department. Training refers to a systematic

setup where employees are instructed and taught matters of technical knowledge

related to their jobs. It focuses on teaching employees how to use particular

machines or how to do specific tasks to increase efficiency.

Whereas, Development refers to the overall holistic and

educational growth and maturity of people in managerial positions. The process

of development is in relation to insights, attitudes, adaptability, leadership and

human relations.

Training and development programmes are designed

according to the requirements of the organisation, the type and skills of

employees being trained, the end goals of the training and the job profile of the

employees. These programmes are generally classified into two types: (i) on the

job programmes, and (ii) off the job programmes.

Different training is given to employees at different

levels. The following training methods are used For the training of skilled

workers and operators Specific job training programmes, Technical training at a

training with live demos, Internship training, Training via the process of rotation

of job.

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People in managerial programmes are given this type of training- Management

Games to develop decision making, Programmes to identify potential executives,

Sensitivity training to understand and influence employee behaviour, Simulation

and role-playing, Programmes for improving communication, human relations

and managerial skills.

In a world where technology is constantly evolving and knowledge is growing,

training has a significant role to play in organizational success. Successful

organisations invest in employee training and development to improve

productivity and morale, thereby generating a positively impact on

organisational bottom line. Today when skills are becoming obsolete quicker

than ever before, training and development of human capital is the tool for

survival across the business spectrum. From an employee’s perspective training

and development is practically mandatory to stay up to date and retain or

increase one’s skills and employability.

A look at the mission and value statement of successful organisation further

reinforces the relevance of training human capital in business. The Vision and

Mission clearly indicate that successful organisations distinguish themselves

from others as they are constantly improving and placing training and

development as an essential tool to drive organisational goals.

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The current market trends have indicated cuts in training budgets so

organisations need to evolve efficient and effective training methods to help

employees develop their skills to make new products, generate innovative ideas,

and provide high quality of customer satisfaction. So, increasingly efficient

methods of training must be adopted, as has happened during the current

pandemic situation by placing more trust on online learning.

Training and development is the field concerned with organizational activity

aimed at bettering the performance of individuals and groups in organizational

settings. It has been known by several names, including employee development.

An organization which aspires to grow must be in tune with the changing needs

of the society. Training become relevant in the context since it is only through

training that the gap between performance of the organization and the felt of a

changing society can be neutralized. Training reduces the gap by increasing

employee’s knowledge, skill, ability and attitude. Training and development are

terms which are sometimes used interchangeably.

Development was seen as an activity associated with managers. In contrast

training has immediate concern and has been associated with improving the

knowledge and skill of non- managerial employees in the present job. Training

which is a vehicle for human resource development is concerned with

improving the skills of the employees and enhancing their capacity to cope up

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 with ever changing demands of the work situation. It also makes a positive

contribution to the empowerment of the employees.

Every organization needs the services of trained persons for performing the

activities in a systematic way. The fast changing technological development

makes the knowledge of employees obsolete. They require constant training to

cope with the needs of jobs. After selecting the employees, the next task of

management is to give them proper training.

Training and development initiatives are educational activities within an

organization that are designed to improve the job performance of an individual

or group. These programs typically involve advancing a worker’s knowledge

and skill sets and instilling greater motivation to enhance job performance.

Training programs can be created independently or with a learning

administration system, with the goal of employee long-term development.

Common training practices include orientations, classroom lectures, case

studies, role playing, simulations and computer-based training, including e-

learning

Sometimes referred to as Human Resource Development

(HRD), most employee training and development efforts are driven by an

organization’s HRD function. These efforts are roughly divided into two types of

programs:
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Employee Training and Development

A strategic tool for improving business outcomes by implementing

internal educational programs that advance employee growth and

retention.

Management Training and Development

The practice of growing employees into managers and managers into effective

leaders by the ongoing enhancement of certain knowledge, skills and abilities.

The corporate marketplace is quickly changing, and businesses must be flexible

and easily adapt to change. Technology is one of the key drivers in this rapid

change, with automation and artificial intelligence (AI) in the forefront.

Recent articles and industry surveys suggest that a lot of corporate training may

be ineffective. Most training won’t be fully retained by learners. Businesses

must build a culture of ongoing self-directed, self-motivated learning with

focused distance learning programs and mobile "just-in-time" training.

Organizations also have to rethink the larger framework of what skills will be

needed in the near future. A recent meta-level IBM study (PDF, 916 KB)

predicts that more than 120 million workers in the world’s twelve largest

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economies may need to be retrained in the next three years because of AI-

enabled automation.

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Several insights from the study include:

 Skilled humans fuel the global economy: Digital skills remain vital,

but soft skills have become more important.

 Skills availability and quality are in jeopardy: The half-life of skills

continues to shrink, while the time it takes to close a skills gap has

ballooned, forcing organizations to find ways to stay ahead of skills

relevancy.

 Intelligent automation is an economic game changer: Millions of

workers will likely require retraining and learning new skills, and most

companies and countries are ill-prepared for the task.

 Organizational cultures are shifting: The digital era has introduced

the need for a new business model, new ways of working and a flexible

culture that fosters the development of critical new skills.

Training and Development is the continuous process of improving skills,

gaining knowledge, clarifying concepts and changing attitude through

structured and planned education by which the productivity and

performance of the employees can be enhanced. Training and

Development emphasize on the improvement of the performance of

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 individuals as well as groups through a proper system within the

organization which focuses on the skills, methodology and content

required to achieve the objective. Good & efficient training of employees

helps in their skills & knowledge development, which eventually helps a

company improve its productivity leading to overall growth.

Training is about knowing where you are in the present and after some

time where will you reach with your abilities. By training, people can

learn new information, new methodology and refresh their existing

knowledge and skills. Due to this there is much improvement and adds up

the effectiveness at work. The motive behind giving the training is to

create an impact that lasts beyond the end time of the training itself and

employee gets updated with the new phenomenon. Training can be

offered as skill development for individuals and groups.

Training and Development Process

Training and development is a continuous process as the skills, knowledge and

quality of work needs constant improvement. Since businesses are changing

rapidly, it is critical that companies focus on training their employees after

constantly monitoring them & developing their overall personality.

Steps for training and development processes are:

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1. Determine the need of training and development for individuals or teams

First of all the need has to be seen for training and development. it has to align

with the company's goals and objectives. If a company is trying to start a new

department or strengthen existing sales team in new products, then an

appropriate training is needed.

2. Establish specific objectives & goals which need to be achieved

The goals and objectives of the training and development have to be

established. Whether the goal is awareness about new products or even

installation is required to be learnt.

3. Select the methods of training

Next, methods have to be defined. The training can be done as a :

a. Classroom Training

b. Online Self paced courses

c. Course with certification

d. Instructor led online training

4. Conduct and implement the programs for employees

After the plan and methods are finalized, the training and development

programs have to be executed where courses, instructions are taught to the

employees, partners or vendors.

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5. Evaluate the output and performance post the training and development
sessions

Training and Development is incomplete without proper monitoring.

Monitoring can be done through evaluation of the instructor as well as

attendees. Instructor evaluation can be done through feedback or ratings but

attendees can be evaluated through internal or external certifications or scores.

6. Keep monitoring and evaluating the performances and again see if more

training is required

Based on the evaluation results in the previous step, management needs to

ascertain that if the training and development program was sufficient for now or

more training and enablement would be required. Also, if future trainings are to

be planned.

Why is training and development important?

Successful businesses understand that it’s more beneficial and cost-effective to

develop their existing employees instead of seeking out new talent.

The top ten benefits of employee training and development programs include:

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1. Increased productivity: When employees stay current with new

procedures and technologies, they can increase their overall output.

2. Reduced micromanagement: If workers feel empowered to perform

a task, they typically require less oversight and work more

independently.

3. Train future leaders: Organizations must have a solid pipeline of

well-trained and innovative potential leaders to grow and adapt over

time.

4. Increased job satisfaction and retention: Well-trained employees

gain confidence in their abilities, leading to greater job satisfaction, a

reduction in absenteeism and overall employee retention.

5. Attract highly skilled employees: Top recruits are attracted to

firms with an identifiable career path based on consistent training

and development.

6. Increased consistency: Well-organized training ensures tasks

are performed uniformly, resulting in tight quality control that

end users can trust.

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7. Increased camaraderie: Training and development helps create a

sense of team work and collaboration.

8. Bolstered safety: Continuous training and development helps

ensure employees have the knowledge and skills to perform a task

safely

9. Ability to cross-train: Providing consistent training creates a

knowledgeable team overall where employees can help train or

assist each other as needed.

10. Added innovation: Consistently trained employees can help develop

new strategies and products, contributing to the company’s bottom line

and continued success.

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 Company Profile

The story of one of India's favourite brands reads almost like a fairy tale. Once

upon a time, in 1892 to be precise, a biscuit company was started in a

nondescript house in Calcutta (now Kolkata) with an initial investment of Rs.

295. The company we all known as Britannia today. The beginnings might have

been humble-the dreams were anything but. By 1910, with the advent of

electricity, Britannia mechanized its operations, and in 1921, it became the first

company east of the Suez Canal to use imported gas ovens. Britannia's business

was flourishing. But, more importantly, Britannia was acquiring a reputation for

quality and value. As a result, during the tragic World War II, the Government

reposed its trust in Britannia by contracting it to supply large quantities of

"service biscuits" to the armed forces. As time moved on, the biscuit market

continued to grow… and Britannia grew along with it. In 1975, the Britannia

Biscuit Company took over the distribution of biscuits from Parry's who till now

distributed Britannia biscuits in India. In the subsequent public issue of 1978,

Indian shareholding crossed 60%, firmly establishing the Indianness of the firm.

The following year, Britannia Biscuit Company was re-christened Britannia

Industries Limited (BIL). Four years later in 1983, it crossed the Rs. 100 crores

revenue mark. On the operations front, the company was making equally

dynamic strides. In 1992, it celebrated its Platinum Jubilee. In 1997, the

company unveiled its new corporate identity- "Eat Healthy, Think Better" - and
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made its first foray into the dairy products market. In1999, the "Britannia Khao,

World Cup Jao" promotion further fortified the affinity consumers had with

'Brand Britannia'. Britannia strode into the 21st Century as one of India's biggest

brands and the pre-eminent food brand of the country. It was equally

recognized for its innovative approach to products and marketing: the Lagaan

Match was voted India's most successful promotional activity of the year 2001

while the delicious Britannia 50-50 Maska-Chaska became India's most

successful product launch. In 2002, Britannia's New Business Division formed a

joint venture with Fonterra, the world's second largest Dairy Company, and

Britannia New Zealand Foods Pvt. Ltd. was born. In recognition of its vision

and accelerating graph, Forbes Global rated Britannia 'One amongst the Top

200Small Companies of the World', and The Economic Times pegged Britannia

India's 2ndMost Trusted Brand. Today, more than a century after those tentative

fi rst steps, Britannia's fairy tale is not only going strong but blazing new

standards, and that miniscule initial investment has grown by leaps and bounds

to crores of rupees in wealth for Britannia's shareholders. The company's

offerings are spread across the spectrum with products ranging from the healthy

and economical Tiger biscuits to the more lifestyle-oriented Milkman Cheese.

Having succeeded in garnering the trust of almost one-third of India's one

billion population and a strong management at the helm means Britannia will

continue to dream big on its path of innovation and quality. And millions of

consumers will savour the results, happily ever after. Britannia in fact is an
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older company originally incorporated as “Britannia Biscuit Company Ltd.” in

Kolkatta in 1918. Subsequently they moved to Mumbai during early seventies

and finally shifted their headquarters to Bangalore. Currently Britannia’s

controlling stake is jointly help by Group Danone & Nusli Wadia of Bombay

Dyeing. About 83% of the company business is biscuits. Bread constitutes only

about 5% of their business and Cake and Rusk about 2%. Britannia as all of us

can recollect had a stated Mission to make every third Indian a Britannia

Consumer. The different Biscuits which are manufactured by Britannia are:50-

50, Jim Jam, Bourbon, Good Day, Greetings, Little Hearts, Marie Gold, Milk

Bikis, Nice Time, Tiger, Time Pass and Treat. The Bread which is

manufactured by Britannia is “Premium Bake White Sandwich Bread.”

The Rusk which is manufactured by Britannia is ‘‘Premium Bake Cake and Rusk’’
Britannia Industries Ltd., constantly on its toes to improve its bottom-line, is working out a

product strategy. The company is bullish about the “on-the-go” segment and is planning to roll

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out smaller packs under its major sub-brands. It would be gradually expanding

its “ticki-packs” (packs of 2 or 4 biscuits) concepts across its product range.

“The market today is heterogeneous, hence we need to adopt a segmented

approach to reach out to customer”, said Ms. Vinita Bali, CEO. speaking about

the “on-the-go” segment, Mr. Neeraj Chandra, Marketing Head said “It is priced

in Rs. 1 to 5 range. Britannia hopes to bring our key brand under this packaging.

Britannia is lot more than just biscuits. Its other segments: Bread, cakes, rusks

and dairy are doing equally well”

The Management Team:

Name Designation

Mr. Nusli Neville Wadia Chairman

Ms. Vinita Bali Managing Director

Mr. Neeraj Chandra VP & Chief Operating Officer

Mr. P. Shyam Sunder VP & Head of Quality

Mr. Rajesh Kumar Lal VP & Chief Technology Officer

Mr. Raju Thomas Chief Financial Officer

Mr. Alagu Balaraman VP- Human Resource & Process

Architect Mr. Atul Sinha VP- New Business Development

The new logo was born is the core essence of Britannia- healthy, nutritious, optimistic

– and combining it with a delightful product range to offer variety and choice to

consumers
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Britannia is a first industry awarded with Certification of ISO-22000.

Milestones
1892

• The Genesis - Britannia established with an investment of Rs. 295 in Kolkata.

1910

• Advent of electricity sees operations mechanized.

1921

• Imported machinery introduced; Britannia becomes the first company East of

the Suez to use gas ovens.

1939-44

• Sales rise exponentially to Rs.16, 27,202 in 1939.

• During 1944 sales ramp up by more than eight times to reach Rs.1.36 crore.

1975

• Britannia Biscuit Company takes over biscuit distribution from Parry's.

1978

• Public issue - Indian shareholding crosses 60%.

1979

• Re-christened Britannia Industries Ltd. (BIL).

1983

• Sales cross Rs.100 crore.

1989

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• The Executive Office relocated to Bangalore.
1992
• BIL celebrates its Platinum Jubilee.
1993
• Wadia Group acquires stake in ABIL, UK and becomes an equal

partnerwithGroup Danone in BIL.

1994
• Volumes cross 1,00,000 tons of biscuits.
1997

• Re-birth - new corporate identity 'Eat Healthy, Think Better' leads to new

mission:'Make every third Indian a Britannia consumer'.

• BIL enters the dairy products market.

1999
•"Britannia Khao World Cup Jao" - a major success! Profit up by 37%.
2000
• Forbes Global Ranking - Britannia among Top 300 small companies.
2001
• BIL ranked one of India's biggest brands.
• No.1 food brand of the country.
• Britannia Lagaan Match: India's most successful promotional activity of the year.

• Maska Chaska: India's most successful FMCG launch.

2002

• BIL launches joint venture with Fonterra, the world's second largest dairy company.

• Britannia New Zealand Foods Pvt. Ltd. is born.

• Rated as 'One amongst the Top 200 Small Companies of the World' by Forbes Global.

• Economic Times ranks BIL India's 2nd Most Trusted Brand.

• Pure Magic -Winner of the World star, Asia star and India star award for packaging.

2003

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• 'Treat Duet'- most successful launch of the year.

• Britannia Khao World Cup Jao rocks the consumer lives yet again.

2004

• Britannia accorded the status of being a 'Super brand'.

• Volumes cross 3, 00,000 tons of biscuits.

• Good Day adds a new variant - Choconut - in

its range 2005

• Re-birth of Tiger - 'Swasth Khao, Tiger Ban Jao' becomes the popular chant!

• Britannia launched 'Greetings' range of premium assorted gift packs.

• The new plant in Uttaranchal, commissioned ahead of schedule.

• The launch of yet another exciting snacking option - Britannia 50-50 Pepper Chakkar.
• Britannia industries formed a joint venture with the Khimji Ramdas Group and

acquired a 70 percent beneficial state in the Dubai-based Strategic Foods

International Co. LLC and 65.4% in the Oman-based Al Sallan Food Industries

Co. SAOG.

• Britannia ranks No. 1 Brand in the Metros across all categories.

• Britannia rated as the No. 1 “MOST TRUSTED FOOD BRAND” in a survey

conducted by AC Nielsen ORG0-Marg and published in Economics Times.

2008

• Britannia launched Iron fortified 'Tiger Banana' biscuits, 'Good Day Classic

Cookies', Low Fat Dahi and renovated 'Marie Gold'.

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 Need of the Study

1) To increase efficiency: Training and development increases skills for

doing a job in better way.

2) To Increases Morale: Training and development increases morale of

employees. High morale is evidenced by employee enthusiasm.

3) Better Human Relations: Training increases the quality of human

relations in an organization.

4) Reduced Supervision: Trained employees require less supervision.

Autonomy and freedom can be given if the employees are trained properly

to handle their jobs without

Literature Review

Training And Development: According to the Michel Armstrong, “Training is

s36ystematic development of the knowledge, skills and attitudes required by an

individual to perform adequately a given task or job”. (Source: A Handbook of

Human Resource Management Practice, Kogan Page, 8th Ed.,2001) According

to the Edwin B Flippo, “Training is the act of increasing knowledge and skills

of an employee for doing a particular job.” (Source: Personnel Management,

McGraw Hill; 6th Edition, 1984) The term 'training' indicates the process

involved in improving the aptitudes, skills and abilities of the employees to

perform specific jobs. Training helps in updating old talents and developing

new ones. 'Successful candidates placed on the jobs need training to perform

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their duties effectively'. The principal objective of training is to make sure the

availability of a skilled and willing workforce to the organization. In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Social.

Training and development is a subsystem of an organization that emanate from

two independent yet interdependent words training and development. Training

is often interpreted as the activity when an expert and learner work together to

effectively transfer information from the expert to the learner (to enhance a

learner’s knowledge, attitudes or skills) so the learner can better perform a

current task or job. Training activity is both focused upon, and evaluated

against, the job that an individual currently holds (Learner R., 1986). On the

other hand development is often viewed as a broad, ongoing multi-faceted set of

activities (training activities among them) to bring someone or an organization

up to another threshold of performance. This development often includes a wide

variety of methods, e.g., orienting about a role, training in a wide variety of

areas, ongoing training on the job, coaching, mentoring and

forms of self-development. Some view development as a life-long goal and

experience. Development focuses upon the activities that the organization

employing the individual, or that the individual is part of, may partake in the

future, and is almost impossible to evaluate (Nadler Leonard, 1984).

Source

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Personnel Management, McGraw Hill; 6th Edition, 1984

Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata

Mcgraw-Hill Publishing CompanyLimited,2000, p.189

Gomez-Mejia, Luis R., David B. Balkin and Robert L. Cardy, (2008)

Research Methodology

Research is one of its kinds and is a process to acquire knowledge about a

certain topic. Research is done so that systematic analysis can be done and

problem can be effectively solved.

The procedures by which researchers go about their work of describing,

explaining and predicting phenomena are called methodology. Methods

comprise the procedures used for generating, collecting and evaluating data.

Methods are ways of obtaining information useful for assessing explanations.

RESEARCH DEFINITION:

The definition of research given by Creswell is Research is a process of steps

used to collect and analyse information to increase our understanding of a topic

or issue and it consists of three steps: Pose a question, collect data to answer the

question, and present an answer to the question.

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Data Sources:

The data collected for the study is mainly through the distribution of

questionnaire; to be precise the data collected for study is both primary and

secondary sources.

Primary Data:

Primary data is the information collected for the first time; there are several

methods in which the data is complied. In this project it is obtained by

mean of questionnaires.

Questionnaire is prepared and distributed to the employees

Secondary Data:

Secondary data needed for conducting research work is collected from company

websites, library and search engines.

Research Instrument:

In this study the primary data is collected by survey technique. In this we

distributed the questionnaires to the respondents. The researcher structured

the questionnaire in the form of:

1. Close Ended Questions

2. Multiple Choice Questions

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Questionnaire:

A questionnaire is a sheet of paper containing questions relating to contain

specific aspect regarding which the researcher collects the data. Because of

their flexibility

the questionnaire method is by far the most common instrument to collect

primary data. The questionnaire is given to the respondent to be filled up.

Sampling Design:

Sampling design is to clearly define set of objective, technically called the

universe to be studied. Sampling technique used is simple random sampling

method.

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 Hypothesis

A Hypothesis is a tentative statement about the

relationship between two or more variables. It is specific, testable prediction

about what we expect to happen in a study.

Hypothesis can also be divided as below:

 Null Hypothesis

 Alternative Hypothesis

H1: Employees are satisfied with training and

development. H0: Employees are not satisfied with

training and development.

Reasearch Design

The type of research design used in this study is “Descriptive Research”.

Descriptive research design involves summarizing and organizing of the data so

that they can be easily understood.

The main purpose of this descriptive statistics is to provide a brief summary of

the samples. This generally means that the descriptive statistics is not developed

on the basis of probability theory.

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 Sources of Data

Research as a scientific and systematic search for pertinent information on a

specific topic. In fact, research is an art of scientific investigation. It is an

academic activity and as such the term should be used in a technical sense.

Research is, thus an original contribution to the existing stock of knowledge

making for its advancement. It is as per suit of truth with the help of study,

observation, comparison and experiment. In short, the search for knowledge

through objective & systematic method of finding solution to a problem is

“research”.

COLLECTION OF DATA
Primary Data
Secondary

Data Primary

Data

1. Primary data would be collected during the course of asking questions by

performing surveys.

2. Primary data would be either through respondent either through

questionnaire or through personal interview.

3. I will collect the data through both of them.

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 Data Collection
A systematic method was adopted for the collection of data. Both primary

and secondary data were collected for the smooth & successful

completion of the study.

1. PRIMARY DATA

Primary data is the information that has been collected specifically for the

purpose of research project. An advantage of primary data is that it is

specifically tailored to particular research needs. It includes data collected from

Questionnaire

Focus Group

2. SECONDARY DATA

Secondary data refers to the information that has been collected by someone

other than a researcher for purposes other than those involved in the research

project at hand. Books, journals, manuscripts, diaries, letters etc. all become

secondary sources of data as they are written or compiled for a separate

purpose.

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 Data Analysis And Interpretation
1. How many training programs have you attended in last 5 years?

No. of Programs No. of Respondents % Of Responses

0-5 8 40%

6-10 5 25%

10-15 4 20%

More than15 3 15%

Total 20 100%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

0 to 5 6 to 10 10 to 15 More than15 Total

No. of Programs No. of Respondents % Of Responses

Interpretation
45% of the officers have attended 6-15 training programs in the last 5 years, which is an

indication of an effective training policy of the organization. However, 40% of the officers

have attended only 0-5 training programs, which needs to be evenly Monitored by the

35
organization.

2. The program objectives were known to you before attending it.

Options No. of Respondents % Of Responses

Strongly Agree 5 25%

Moderately Agree 7 35%

Can’t Say 3 15%

Moderately Disagree 1 5%

Strongly Disagree 4 20%

Total 20 100%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

StronglyModeratelyCan’t SayModerately Strongly Total

AgreeAgreeDisagree Disagree

No. of Respondents% Of ResponsesColumn1

Interpretation
35% of the respondents moderately agree to the fact of knowing the training objectives beforehand, in

addition to 25% who strongly agree. But a small population disagrees as 20% strongly disagree to this

notion. Training objectives should therefore be made known compulsorily before imparting training
36
in the organization.

3. The training program was relevant to your development needs.

Options No. of Respondents % Of Responses

Strongly Agree 6 30%

Moderately Agree 8 40%

Can’t Say 3 15%

Moderately Disagree 2 10%

Strongly Disagree 1 5%

Total 20 100%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’t Say Moderately Strongly Total

Agree Disagree Disagree

No. of Respondents% Of ResponsesColumn1

Interpretation

70% of the respondents feel that the training programs were in accordance to their

developmental needs. 15% respondents could not comment on the question and 15% think

that the programs are irrelevant to their developmental needs and the organization must

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 ensure programs that satisfy the developmental needs of the officers.

4. Does training help to boost every employee in the organization.

Options No. of Respondents % Of Responses

Strongly Agree 4 20%

Moderately Agree 8 40%

Can’t Say 3 15%

Moderately Disagree 3 15%

Strongly Disagree 2 10%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’t Say Moderately Strongly Total

Agree Disagree Disagree

No. of Respondents% Of Responses

Interpretation

From the above chart it is seen that 20% of employees strongly agree that training help them

to boost every employee in the organization. 40% of employees moderately agree that

training help them to boost every employee in the organization. 15% of employees can’t say

that training help them to boost every employee in the organization. 10% of employees

38
strongly disagree that training help them to boost every employee in the organization.

5. The training aids used were helpful in improving the overall effectiveness of the program.

Options No. of Respondents % Of Responses

Strongly Agree 4 20%
Moderately Agree 5 25%
Can’t Say 7 35%
Moderately Disagree 3 15%
Strongly Disagree 1 5%
Total 20 100%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’t Say Moderately

Agree Disagree

No. of Respondents% Of ResponsesColumn1

Interpretation

From the above chart it is seen that 20% of employees strongly agree that training helpful in

improving the overall effectiveness of the program of the employee in the organization. 25%

of employees moderately agree that training helpful in improving the overall effectiveness of

the program of the employee in the organization. 35% of employees can’t say that training

help them to boost every employee in the organization. 15% of employees moderately
39
 disagree that training help them to boost every employee in the organization. 5% of

employees strongly disagree that training help them to boost every employee in the

organization.

6. The training was effective in improving on-the-job efficiency.

Option No. of Respondents % Of Responses

Strongly Agree 3 15%

Moderately Agree 6 30%

Can’t Say 4 20%

Moderately Disagree 4 20%

Strongly Disagree 3 15%

Total 20 100%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

Strongly AgreeModerately Strongly Total

Agree Disagree

No. of Respondents% Of Responses

Interpretation
From the above chart it is seen that 15% of employees strongly agree that training was effective in
improving on-the-job efficiency for employee in the organization. 30% of employees moderately
agree that training was effective in improving on-the-job efficiency for employee in the organization.

40
 20% of employees can’t say that training was effective in improving on-the-job efficiency for
employee in the organization. 20% of employees moderately disagree that training was effective in
improving on-the-job efficiency for employee in the organization. 15% of employees strongly
disagree that training was effective in improving on-the-job efficiency for employee in the
organization.
7. Do you experience faithful change in yourself after training.
Option No. of Respondents % Of Responses
Strongly Agree 2 10%
Moderately Agree 3 15%
Can’t Say 5 25%
Moderately Disagree 2 10%
Strongly Disagree 8 40%
Total 20 100%

Chart Title

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’t Say Moderately Strongly Total

Agree Disagree Disagree

No. of Respondents% Of Responses

Interpretation
From the above chart it is seen that 10% faithful changes after training. 15% of employees

moderately agree faithful changes after training. 25% of employees can’t say that they

experience faithful changes after training. 10% of employees moderately disagree faithful

41
changes after training. 40% of employees strongly disagree faithful changes after training.

42
 Findings
The major findings of the project are enumerated as follows:

 Training is considered as a positive step towards augmentation

of the knowledge base by the respondents.

 The objectives of the training programmes were broadly known

to the respondents prior to attending them.

 The training programmes were adequately designed to cater to

the developmental needs of the respondents.

 Some of the respondents suggested that the time period of the

training programmes were less and thus need to be increased.

 Some of respondents also suggested that use of latest training

methods will enhance the effectiveness of the production.

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 Suggestion
Suggestion is drawn from the analysis and observation. Few suggestions are
given as under:

Recognizing the need of an organized approach to worker training

and development of an equitable basis for all workers in the company

regardless of the unit/department, the company is committed to the

support and production of activities and finding to achieve this goal.

 As there is an active participation of employees in decision

making but rarely the suggestion given by them are drawn in

action. Hence the confidence of employees gets demotivated.

 So, to motivate the employee’s management can into

consideration some proper suggestion given by the employees.

 Different type of behavioural training programmed should be

organized in a effective on their work.

 Provide appropriate training to enhance the potential

effectiveness of the employee at work place.

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 Conclusion
 Top management feels that training is the essential part of the

organization, since it is the key for the attitudinal change and the

behavioural and their work in the employees. It should be

imparted at least one to every employee.

 Both managers and workers feel that the training should be

imparted by both external and internal faculty. Technical and

behavioural training, both are important for the development of

the organization. Training and development programs are

increasing the output of organization.

 Finally, to make any training program successful the

cooperation of the management .

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 Recommendations

Based on the data collected through the questionnaire the following

recommendations are made for consideration:

 The organization may utilize both subjective and objective

approach for training programmes.

 The organization may consider deputing each employee to

attend at least one training programmes each year.

 The in-house training programmes will be beneficial to the

organization as well as employees since it will help employees

to attend their official work while undergoing the training.

 The organization can arrange the training programme

department wise in order to give focus on the training.

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 References

Books

P. Subba Rao, edition 2010, personnel and human resource

management

K. Aswathappa, 1998, human resource and personnel management

Journal

Human resource management journal (John

willey & sons ltd)

https://onlinelibrary.willey.com/jounal

E-Journal

Websites

https://www.google.coin

https://www.britannica.com

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Thank you

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