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SUMMER TRAINING PROJECT REPORT

ON
TRAINING AND DEVLOPMENT
KHANDELWAL EDIBLE OILS

Submitted For The Partial fulfillment For


The Award Of
MASTER OF BUSINESS ADMINISTRATION
Batch (2016-2018)
SUBMITTED BY:
SURBHI JAISWAL
MBA IIIrd SEM

MAHATMA JYOTIBA PHULE


ROHILKHAND UNIVERSITY,BAREILLY
Executive Summary
Objective:-
Finding the Consumer Perception about of Khandelwal Edible Oil & other
competitors in Bareilly region & proposing a Total Solutions Approach to help
achieve sustenance & sufficiency.

Research Methodology:-
Secondary research: - Reports, Websites, Newspapers & journals.
Primary research: - Personal Interviews.

Sample Size: - 50 Respondent in Bareilly Region

Data Analysis:-
Analysis using Pie charts & other graphical tools was done on both Primary &
Secondary data.

Suggestions:-
Change the entire approach from Commodity Selling to
Consultative Selling.
Market Mapping & Segmentation.
Effective Channel Strategy.
Appropriate organizational structure and decision making
authority.
INTRODUCTION
INTRODUCTION
With a history that goes back to 50 years, Khandelwal Edible Oil . is
a company with a simple corporate objective - to manufacture,
package and market the purest possible edible oil that would offer
healthier and tastier solution to millions of consumers. Currently,
Khandelwal Edible Oil is in the business of Refining, Quality
Control, Packaging and Marketing of branded mustard and other
edible oils.
COMPANY PROFILE
VISION
To be a way of life for every Indian.

MISSION
To be the benchmark in purity and perfection. To achieve a leadership position
in the Indian market and to become the preferred Indian edible oil name
globally.

QUALITY
Khandelwal Edible Oil . is committed to total customer satisfaction, and
compliance with regulatory bodies at all times and at maximum effectiveness.
We aim to-Consistently enhance our understanding of market dynamics and
changing customer needs so as to offer finest quality products that at all times
meet our customers' expectations and the ever changing demands of the
market place.
Provide a high level of service to our customers with minimum cause for
complaint.
Maintain a healthy & constructive work environment that enables
Personnel to produce optimal output.
Continually comply with the requirements of ISO 9001:2000, ISO
14002:2004, HACCP and other government regulations and continuously
improve the effectiveness of our Quality Management System.
With a history that goes back to 50 years, Khandelwal Edible Oil . is a
company with a simple corporate objective - to manufacture, package and
market the purest possible edible oil that would offer healthier and tastier
solution to millions of consumers.
MANAGEMENT
the foundations of Khandelwal Edible Oil were laid half a century ago by its
Managing Director, Shri Ghanshyan Khandelwal-a veteran of the Indian
mustard industry. Since then the management of Khandelwal Edible Oil has
gained an unmatched, in-depth insight of the industry and the continuously
evolving customer needs. The leadership at Khandelwal Edible Oil has a vision
for the future and their acumen in adapting to the changing times has translated
into consistent growth by the company.

However, the most important attribute of the Khandelwal Edible Oil leadership
is the un-fallible commitment towards quality, towards customers and towards
community at large.
At Khandelwal Edible Oil 'No Compromise with Quality' is a guiding
philosophy.And the management takes it as there.
Another distinctive characteristic of the Khandelwal Edible Oil management
team is their strong belief that Success and growth do not mean much unless
accompanied by trust and respect from the community. And over the years this
belief has ensured that as a corporate citizen, Khandelwal Edible Oil . earns an
image of one of the most respected and revered organization in its region of
activity.
GROWTH SO FAR
Having started as a mustard trading house in 1958, Khandelwal Edible Oil has
come a long way today. During the course of its journey, 1999 proved to be a
landmark year which transformed the business house from a commodity trading
organization to an FMCG company. The year witnessed the birth of
Khandelwal Edible Oil Oils as a registered company and also marked its
advent into quality control, packaging and marketing of consumer packs of their
flagship brand - Chakra Kachchi Ghani Mustard Oil. Achieving an astonishing
turnover of Rs. 60 crores in the first year itself, the company has not looked
since.
Expansion and up-gradation has been a continuous process for Khandelwal
Edible Oil . The marketers of a single mustard oil brand subsequently started
rolling out multiple varieties of mustard oil - thus catering to a much wider
consumer base. As the product range swelled, the competencies, capabilities
and capacities were continuously enhanced to meet the growing challenges.
However even with its ever-expanding size, Khandelwal Edible Oil never lost
sight of its ultimate goal that of providing only the highest product quality -
and hence set up its own advanced quality control systems and packing
facilities.

Later, the company took another stride when being a player in the lone mustard
oil segment; Khandelwal Edible Oil diversified into Refined Soyabean oil and
then further to various blended edible oils. In 2006, Khandelwal Edible Oil
achieved yet another milestone when it established its own state-of-the-art
Refinery.
ORGANIZATION STRUCTURE &
HIERARCHY
Chairmen

BOARD OF
DIRECTORS

MANAGING DIRECTOR

FINANCE MARKETING EXECUTIVE EXECUTIVE


DIRECTOR DIRECTOR DIRECTOR
DIRECTOR
(PROJECT) (GENERAL
MANAGER)

TRANSPORT
ADVISOR

GENERAL GENERAL GENERAL GENERAL


MANAGER MANAGER MANAGER MANAGER
G.M

Dy. Audit
Regional
Managers
Controller

Dy.Accounts

Productio Plant Quality Personnl


n Manager Manager
Assistant Manager Servic

Accoun e
Manag
t
er
Manag
ers
Staffs Assistant Assistant Assistant Assistant
Manager Manager Manager Manager

Staffs & Staffs & Staffs & Staffs


Workers Workers Workers
PRODUCTS
India has a leading integrated edible oil market serving millions of customers

with its trusted brands and health friendly products!

We have established ourselves as a renowned manufacturer, supplier and

packagers in the range of edible oil product.

We collect the best quality oil from all over the States of India, then a sample is

collected from every tanker and approved only after its fulfills our stringent

norms and specification by testing the oil in our Gas Liquid Chromatograph

(GLC), Scientific Laboratory under the quality control team with highly

scientific quality checking process, we ensure the supreme quality of our edible

oil; our in-house quality assurance department approved by Government of

India is responsible for conducting checks of the incoming oil tankers. After

getting a fair report from lab we unloaded it in our Oil Tanks in Storage Unit,

then after processing it from double filtration the second stage tests are also

conducted at the time of packaging. After all this process of ensuring best

quality we pack it in food grade packing material only.


From the initial processing stage to the final packaging of the products we

keenly observe every stage, ensuring that you can enjoy the best quality

products at highly competitive prices.


PRODUCT DETAILS

Units
Product Name
Pouch Bottle / Jar Tin

TULSI

1, 2, 5, 200 ml, 500


Agmark Mustard Oil 1 ltr, 500 ml 15 kg
ml

MOHAN GOLD

1, 2, 5, 200 ml, 500


Agmark Mustard Oil 1 ltr 15 kg
ml

CLASSIC

1, 2, 5, 200 ml, 500


Refined Soyabean Oil 1 ltr
ml

CHAKRA

Agmark Blended Edible 1, 2, 5, 200 ml, 500


15 ltr
Vegetable Oil ml

MOHAN CLASSIC
Refined Soyabean Oil 15 ltr

SWASTIC

Agmark Mustard Oil 15 kg

SHREE

Agmark Mustard Oil 15 kg

JAI JAWAN

Agmark Blended Edible


15 ltr
Vegetable Oil

MORE

Agmark Blended Edible


15 ltr
Vegetable Oil

BANSURI

Agmark Blended Edible


15 ltr
Vegetable Oil

DEEP

Agmark Blended Edible


15 ltr
Vegetabel Oil

SASTA KOLHU
Agmark Blended Edible
15 ltr
Vegetable Oil

GRAHINI

Refined Palmolein Oil 15 Kg

MOHAN TARANG

Refined Palmolein Oil 15 Kg

MOHAN BLUE

Refined Palmolein Oil 15 Kg

24 CARAT

Refined Palmolein Oil 15 Kg

GOLDEN LINE

Refined Palmolein Oil 15 Kg

SAKHI

Vegetable Oil Mustard 15 Ltr


Analysis

Our Company has owns good Infra Structure facility, automated / modern plant

& having agmark, ISO 9001, 2000 ISO 14001, 2004 & HACCP certification.

We have all Advance Equipment to insure the best quality of the product as per

P.F.A. Specifications and hygienic packaging in food grade packing material.

Our products are hygienic and completely safe for health. In order to provide

customers with best quality and to promote Tulsi Kachhi Ghani Agmark

Mustard Oil, Mohan Gold Agmark Mustard Oil Classic Refined Soyabean

Oil, we have installed Gas Liquid Chromatograph (GLC) laboratory equipped

with the latest technology, approved by Agmark, which is used to prevent

adulteration.

Oil packing by Company is healthy and nutritious. We deal in hygienic

packaging and supplying of consumer packs of pure and fresh edible oil. Our

oil possesses antiseptic and bactericidal qualities; Shelf life of mustard oil is

much longer than other vegetable oils.

Our flagship brands like Tulsi Kachhi Ghani Mustard Oil and Mohan

Gold agmark mustard oil are getting highly appreciated by the consumers.

The secret of our success lies in our close relationship with our customers, in

understanding their needs and this has motivated us into new innovations and
introducing products that recognize the need of people everywhere. Our

energies are synergized on integrating our skills to reach out to our customers,

to satisfy their needs and to ensure delivery in the most convenient manner.

From manual filling and packaging to fully automatic production process, we

have come a long way. A state of the art plant with contemporary machinery

delivers high level of efficiency and superior product quality. We are delivering

only the best quality of edible oil, which passes several quality checks at our

packaging plant. We offers a high quality, PFA certified product for our

consumer. Our company aims to emerge as a preferred choice for a discerning

range of individual and commercial consumers by building a wide distribution

network and consistently proving a quality product at an affordable price.

Mustard Oil, Refined Oil and Blended Vegetable Oil are packed in good quality

bottles and tins of various sizes. To ensure no compromise is made, we have set

up our own unit for manufacturing the packaging material as well Tins are

produced in-house and this production also is continuously monitored to ensure

impeccable standards.
MEASURE BRANDS

"TULSI" KACHHI GHANI AGMARK MUSTARD OIL

"MOHAN GOLD" AGMARK MUSTARD OIL

"CLASSIC" REFINED SOYABEAN OIL

"CHAKRA" AGMARK BLENDED VEGETABLE OIL

Tulsi Kachhi Ghani Mustard Oil provides natural pungency and contains right

ratio omega-3 and omega 6 that is good for human body. Low saturated fatty

acids maintained health. Every drop of Tulsi Mustard Oil is pure as Diamond.

Tulsi Mustard Oil is low in fat and rich in essential nutrients that will give good

health. This oil makes your food delicious and pungency will add good flavor to

food.
Team
Mr. Dileep Khandelwal the Managing Director and Chief Executive Officer of

Khandelwal Edible Oils Ltd. from the last 7 years. He has completed his

primary & higher education from Bareilly. Under his kindly and friendly

guidance with all workforces he stabilized the company with struggle,

Sincerity, humanity courtesy & wisdom.

Following his fathers footstep Mr. Priyank Khandelwal the Director of

Company has equipped with a Masters degree in Finance & Packaging from

U.K. has emerged as a successful young entrepreneur. He manages the

Company with his father.

Beside an efficient Clerical Staff of 100, the team includes experts like

Quality Control Manager (Senior Chemist), two assistant Chemists, a legal

executive, two Agmark Control teams, five accounts executives, a human

resource department, an advertising and marketing executives and sales

executives.
From the initial processing stage to the final packaging of the products we

keenly observe every stage, ensuring that you can enjoy the best quality

products at highly competitive prices.

With all these the whole business is computerized, with latest technological

Machinery and Scientific laboratory, which increases the customers satisfaction

& sales per year

This entire strong infrastructure combined with our skilled and experienced

workforce enables us to serve you with the best products and earn your

satisfaction
Contact Us
Khandelwal Edible Oils Ltd.

Regd. Office : 207, Madhobari Industrial Area Bareilly-243005 (U.P.)Phone

Regd. Office : 0581-2540233, 2541004, 2546270

Fax No. : 0581-2546640

Sales. Office : 80, Shyamganj, Bareilly-243005 (U.P.)

Phone Sales Office : 0581-2571786, 2571956, 2558244

Fax No. : 0581-2558875


KEO Factory
Lab Analysis
Production and Packaging
Accounts and Sales
PROJECT OBJECTIVE
PROJECT OBECTIVE

What are the Quality, Price, and Promotion of the Bail kolh product.Finding
the Price, Quality and Promotion of Edible oils of Khandelwal Edible Oil &
other competitors in Bareilly region & proposing a Total Solutions Approach to
help achieve sustenance & sufficiency.

OBJECTIVE OF THE STUDY

To study of Consumer Perception About the Quality B.L.Agro

(Chakra)Product in Bareilly.

To study of Price of B.L.Agro to another Competitor.

To know the Advertisement Impact on the Customers minds.

Comparative analysis of Khandelwal Edible Oil and other brands.


RESEARCH

METHODOLOGY
RESEARCH METHODOLOGY
An exploratory research focuses on the discovery of ideas and is generally
based on secondary data. It is primarily investigation which does not have a
rigid design. This is because a researcher engaged in an exploratory study may
have to change his focus as a result of new ideas and relationship among the
variables.

Research Methodology is a way to systematically solve the research problem.


When we talk to research methodology we not only talk of research methods
but also consider the logic behind the methods we use in the context of our
research results are capable of being evaluated either by the researchers himself
or by others.
The purpose of this section is to describe the methodology carried out to
complete the work. The methodology plays a dominant role in any research
work. The effectiveness of any research work depends upon the correctness and
effectiveness of the research methodology.

Problem Identification
To carry out the promotion requires preparing a database of corporate houses,
and specific location in different part in Bareilly. Kanpur and find out contact
name and phone number of concerned person.
Research Design

To accomplish the predefined objectives of the research, Descriptive Research


Design is used to collect the require information from the sources. Descriptive
research design is helpful in collecting in depth information, the demographic
characteristics of the customers as well as to get their feedback.

Respondents

Since the research objectives demand the feedback from the Retailer and
Customer, the respondents are the Consumer and Retailer of Khandelwal
Edible Oil (Chakra) in Bareilly.

Sampling method

It is not possible to get the information from each and every Consumer and
Retailer under the limited time and limited resources. Therefore a relevant and
sizeable sample is drawn from the total number of customers and Retailer.
Area sampling method is used along with judgment sampling via Market
Search and the data were collected.

Sample Size: - Around 50 (Retailers & Consumer)


Data source
Two types of data sources are used in this project work:

Primary Data

Observation

Survey Research (Questionnaires)

Behavioral-data

OBSERVATION RESEARCH

Fresh data can be gathered by, observing the relevant actors and settings.

SURVEY RESEARCH

Surveys are best suited for descriptive research. Companies undertake surveys
to learn about people's knowledge, beliefs, preferences, and satisfaction, and to
measure these magnitudes in the general population.

Secondary Data
Sources: reports, websites, Newspapers & Journals

Company website:
RESEARCH INSTRUMENT

Marketing Researchers have a choice of main research instruments in collecting

primary data is questionnaires.


Training

And

Development
TRAINING AND DEVELOPMENT

TRAINING& DEVELOPMENT
Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job.
Trainingis the process of learning a sequence of programmed behaviour.

In earlier practice, training programme focused more on preparation for improved


performance in particular job. Most of the trainees used to be from operative levels like
mechanics, machines operators and other kinds of skilled workers. When the problems of
supervision increased, the step were taken to train supervisors for better supervision.

DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.

Thus, management development is a combination of various training programme, though


some kind of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.

Development an activity designed to improve the performance of existing managers and to


provide for a planned growth of managers to meet future organizational requirements
ismanagement development.

Training and development


In the field of human resource management, training and development is the field which is
concerned with organizational activity aimed at bettering the performance of individuals and
groups in organizational settings. It has been known by several names, including human
resource development, and learning and development.
Harrison observes that the name was endlessly debated by the Chartered Institute of
Personnel and Development during its review of professional standards in 1999/2000.
"Employee Development" was seen as too evocative of the master-slave relationship between
employer and employee for those who refer to their employees as "partners" or "associates"
to be comfortable with. "Human Resource Development" was rejected by academics, who
objected to the idea that people were "resources" an idea that they felt to be demeaning to
the individual. Eventually, the CIPD settled upon "Learning and Development", although that
was itself not free from problems, "learning" being an overgeneral and ambiguous name.
Moreover, the field is still widely known by the other names.
Training and development (T&D) encompasses three main activities: training, education, and
development. Garavan, Costine, and Heraty, of the Irish Institute of Training and
Development, note that these ideas are often considered to be synonymous. However, to
practitioners, they encompass three separate, although interrelated, activities.
Training: This activity is both focused upon, and evaluated against, the job that an
individual currently holds.
Education: This activity focuses upon the jobs that an individual may potentially hold in
the future, and is evaluated against those jobs.
Development: This activity 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.
The "stakeholders" in training and development are categorized into several classes. The
sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources,
and performance. The participants are those who actually undergo the processes. The
facilitators are Human Resource Management staff. And the providers are specialists in the
field. Each of these groups has its own agenda and motivations, which sometimes conflict
with the agendas and motivations of the others.
The conflicts are the best part of career consequences are those that take place between
employees and their bosses. The number one reason people leave their jobs is conflict with
their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr.
John Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by
making the boss look stupid." Training an employee to get along well with authority and with
people who entertain diverse points of view is one of the best guarantees of long-term
success. Talent, knowledge, and skill alone won't compensate for a sour relationship with a
superior, peer, or customer.

Patterns of Development

Patterns of development help us sort out information and shape paragraphs or essays. They
can help organize an outline, or depending on the purpose they can determine the form that a
paper will take. Remember that most paper will use a combination of methods, working
together in function of each other.

Given the topic "environmental issues," these are some examples of how the methods can
help limiting the topic, developing a thesis statement, and writing an outline.

1. Narration means to tell a story: The history of the Love Canal A narration deals with
people, places, events, dates, etc.
2. Description means to tell what something is like.
Describe the damage done by pollution to a river, lake, forest, etc. A good description will
revolve around a "dominant impression."
3. Illustration with examples means that a generalization is supported by specific instances.
Food industries do not encourage consumers to produce less litter.
4. Definition means to explain what something is.
Define "ozone layer"
5. Comparison means to identify the ways in which two "different" items are similar.
Contrast means to identify the ways in which two "similar" items are different. This means
that there is no purpose in comparing or contrasting two items that do not share some
common characteristic (apples and books). Compare the environmental advantages of paper
bags as opposed to plastic bags
6. Classification means to sort items in order to group together those with similar
characteristics and to distinguish them from those with different characteristics.
Provide examples of how we can reduce waste by reducing, reusing, recycling.
7. Causal analysis means to find the reasons that produced a certain result or to identify the
results produced by a certain phenomenon.
Effects of acid rain on vegetation
8. Argumentation means to provide enough reasons and proof to convince the reader that a
certain opinion is valid.
Industries do not receive enough incentives to reduce waste.
9. Process analysis means to explain how to do something.
How to start a compost pile.

Combining different methods: "Identifying plastic as a source of pollution"

How plastic was developed (narration/process)


Definition/description of plastic
Different kinds of plastic (classification/illustration)
Consequences of the use of plastic (effects)
Alternative solutions offered (argumentation/comparison)

More examples:
Thesis statements
Topic: food
1. Narration: Baking and sharing Christmas cookies is my favorite holiday tradition.
2. Description: The table at my grandmother's Thanksgiving dinner is covered with
delicious, great smelling, and colorful holiday dishes.
3. Exemplification: Because they cannot easily prepare their own food, many college
students who live in the dorms are on a diet of fast food, junk food, or snacks.
4. Definition: A pizza is a flat bread, which may be covered with tomato sauce, cheeses, and
a variety of toppings.
5. Comparison: Real Italian food, the kind that is eaten in Italy, is very different from
American Italian food.
6. Classification: Although traditionally pizza is an Italian dish, Greek pizza, Mexican
pizza, and Hawaiian are becoming increasingly popular.
7. Cause and effect: Italian food in Italy is very different from American Italian food
because of regional variations and because of availability of ingredients.
8. Process: Baking bread is a process which consists of three main steps: kneading, shaping,
and baking.

BASIC STEPS IN THE TRAINING

THE FOUR PROCESSES

Training is one of the most profitable investments an organization can make. No matter what
business or industry you are in the steps for an effective training process are the same and
may be adapted anywhere.

If you have ever thought about developing a training program within your organization
consider the following four basic training steps. You will find that all four of these steps are
mutually necessary for any training program to be effective and efficient.

STEP 1: ESTABLISHING A NEEDS ANALYSIS.

This step identifies activities to justify an investment for training. The techniques necessary
for the data collection are surveys, observations, interviews, and customer comment cards.
Several examples of an analysis outlining specific training needs are customer dissatisfaction,
low morale, low productivity, and high turnover.

The objective in establishing a needs analysis is to find out the answers to the following
questions:

- Why is training needed?


- What type of training is needed?
- When is the training needed?
- Where is the training needed?
- Who needs the training? and "Who" will conduct the training?
- How will the training be performed?

By determining training needs, an organization can decide what specific knowledge, skills,
and attitudes are needed to improve the employees performance in accordance with the
companys standards.

The needs analysis is the starting point for all training. The primary objective of all training
is to improve individual and organizational performance. Establishing a needs analysis is,
and should always be the first step of the training process.

STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.


This step establishes the development of current job descriptions and standards and
procedures. Job descriptions should be clear and concise and may serve as a major training
tool for the identification of guidelines. Once the job description is completed, a complete list
of standards and procedures should be established from each responsibility outlined in the
job description. This will standardize the necessary guidelines for any future training.

STEP 3: DELIVER THE TRAINING PROGRAM.


This step is responsible for the instruction and delivery of the training program. Once you
have designated your trainers, the training technique must be decided. One-on-one training,
on-the-job training, group training, seminars, and workshops are the most popular methods.

Before presenting a training session, make sure you have a thorough understanding of the
following characteristics of an effective trainer. The trainer should have:

- A desire to teach the subject being taught.

- A working knowledge of the subject being taught.

- An ability to motivate participants to want to learn.

- A good sense of humor.


- A dynamic appearance and good posture.

- A strong passion for their topic.

- A strong compassion towards their participants.

- Appropriate audio/visual equipment to enhance the training session.

For a training program to be successful, the trainer should be conscious of several essential
elements, including a controlled environment, good planning, the use of various training
methods, good communication skills, and trainee participation.

STEP 4: EVALUATE THE TRAINING PROGRAM.

This step will determine how effective and profitable your training program has been.
Methods for evaluation are pre-and post- surveys of customer comments cards, the
establishment of a cost/benefit analysis outlining your expenses and returns, and an increase
in customer satisfaction and profits.

The reason for an evaluation system is simple. The evaluation of training programs are
without a doubt the most important step in the training process. It is this step that will
indicate the effectiveness of both the training as well as the trainer.

There are several obvious benefits for evaluating a training program. First, evaluations will
provide feedback on the trainers performance, allowing them to improve themselves for
future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations
are an efficient way to determine the overall effectiveness of the training program for the
employees as well as the organization.

The importance of the evaluation process after the training is critical. Without it, the trainer
does not have a true indication of the effectiveness of the training. Consider this information
the next time you need to evaluate your training program. You will be amazed with the
results.
The need for training your employees has never been greater. As business and industry
continues to grow, more jobs will become created and available. Customer demands,
employee morale, employee productivity, and employee turnover as well as the current
economic realties of a highly competitive workforce are just some of the reasons for
establishing and implementing training in an organization. To be successful, all training must
receive support from the top management as well as from the middle and supervisory levels
of management. It is a team effort and must be implemented by all members of the
organization to be fully successful.

Development Typical Reasons for Employee Training

Training and development can be initiated for a variety of reasons for an employee or group
of employees, e.g.,:

When a performance appraisal indicates performance improvement is needed


To "benchmark" the status of improvement so far in a performance improvement effort
As part of an overall professional development program
As part of succession planning to help an employee be eligible for a planned change in
role in the organization
To "pilot", or test, the operation of a new performance management system
To train about a specific topic (see below)

Typical Topics of Employee Training

1. Communications: The increasing diversity of today's workforce brings a wide variety of


languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting
administrative and office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical
that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have
different perspectives and views, and includes techniques to value diversity
5. Ethics: Today's society has increasing expectations about corporate social responsibility.
Also, today's diverse workforce brings a wide variety of values and morals to the
workplace.
6. Human relations: The increased stresses of today's workplace can include
misunderstandings and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts, guidelines and
standards for quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous
chemicals, repetitive activities, etc., but can also be useful with practical advice for
avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of
the organization's policies about sexual harassment, especially about what are
inappropriate behaviors.

General Benefits from Employee Training and Development

There are numerous sources of online information about training and development. Several
of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:

Increased job satisfaction and morale among employees


Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
Risk management, e.g., training about sexual harassment, diversity training
Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot programme but


continues though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that


there, always existing a gape between an individuals performance and his potential
for the performance
.
3. Management development seldom takes place in completely peaceful and relaxed
atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.


Training Need Identification for a company

Introduction

Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should
be placed on needs as opposed to desires of the employees for a constructive outcome. In
order to emphasize the importance of training need identification we can focus on the
following areas: -

To pinpoint if training will make a difference in productivity and the bottom line.

To decide what specific training each employee needs and what will improve his or
her job performance.

To differentiate between the need for training and organizational issues and bring
about a match between individual aspirations and organizational goals.

Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to
them,and the reputation of the organization is also at stake.

Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organizations point of view it is
important because an organization has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbors. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development. Therefore people
must know what they need to learn in order to achieve organizational goals.

Similarly if seen from an individual's point of view, people have aspirations, they want to
develop and in order to learn and use new abilities, people need appropriate opportunities,
resources, and conditions. Therefore, to meet people's aspirations, the organization must
provide effective and attractive learning resources and conditions. And it is also important to
see that there is a suitable match between achieving organizational goals and providing
attractive Identification of training needs is important from both the organizational point of
view as well as from an individual's point of view. From an organizations point of view it is
important because an organization has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbors. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development. Therefore people
must know what they need to learn in order to achieve organizational goals. Similarly if seen
from an individual's point of view, people have aspirations, they want to develop and in order
to learn and use new abilities, people need appropriate opportunities, resources, and
Conditions. Therefore, to meet people's aspirations, the organization must provide effective
and attractive learning resources and conditions. And it is also important to see that there is a
suitable match between achieving organizational goals and providing attractive learning
opportunities.

Steps in the Organization of a Management Development Program

The following are the important steps in the organization of a management development
program:

Analysis of organizational development needs: After deciding to launch a management


development program a close and critical examination of the present and future development
needs of the organization has to be made. We should know how many and what type of
managers are required to meet the present and future requirements.

A comparison of the already existing talents with those that are required to meet the
projected needs will help the top management to take a policy decision as to whether it
wishes to fill those positions from within the organizations or from outside sources.

Appraisal of present management talents: In order to make the above suggested comparison,
a qualitative assessment of the existing executive talents should be made and an estimate of
their potential for development should be added to that. Only then can it compare with the
projected required talents.

Inventory of management manpower: this is prepared to have a complete set of information


about each executive in each position. For each members of the executive team, a card is
prepared listing such data as name age, length of service, education, work experience, health
record, psychological test results and performance appraisal data etc. The selection of
individuals for a management development program is made on the basis of the kind of
background they possess. Such information, when analyzed discloses the strengths as well as
weaknesses or deficiencies of managers in certain functions relating to the future needs of the
organization.
Planning of individual development program: Guided by the results of the performance
appraisals that indicate the strengths and weaknesses of each of the executives this activity of
planning of individual development program can be performed.

Establishment of development programs: It is the duty of the HR department to establish


development opportunities. The HR department has to identify the existing levels of skills,
knowledge etc of various executives and compare them with their respective job
requirements. Thus, it identifies development needs and requirements and establishes specific
development programs, like leadership courses, management games, sensitivity training etc.

Evaluation of results: executive development programs consume a lot of time, money and
effort. It is therefore, essential to find out whether the program has been on track or not.
Program evaluation will cover the areas where changes need to be undertaken so that the
participants would find the same relevant and useful or enriching their knowledge and
experience in future. Opinion surveys, tests, interviews, observation of trainee reactions,
rating of the various components of training etc would be used to evaluate executive
development programs.

Methods / Techniques of management development programs:

Management development programs help in acquiring and developing different types of


managerial skills and knowledge. Different types of techniques are used to acquire and
develop various types of managerial skills and knowledge. They are

Methods of Developing

Decision making skills

1) in basket
2) Business game
3) Case study

Interpersonal skills
1) Role play
2) Sensitivity training
3) Behavior Modeling

Job knowledge
1) On the job experiences
2) Coaching
3) Understudy

Organizational knowledge
1) Job rotation
2) Multiple management

General knowledge

1) Special courses
2) Special meetings
3) Specific readings

Specific individuals

1) Special projects
2) Committee assignments

Decision making skills:

The main job of manager is to make both strategic and routine decisions, his ability to take
effective decisions can be enhanced by developing decision making skills through various
techniques.
Training methods:
Once the training needs are recognized the method in which the training program is
conducted is decided.
The training programmes commonly used to train operative and supervisory personnel re as
follows:

Training Methods

On-the-Job- Off-the-Job-

Methods Methods
Job Rotation Role Playing
Coaching Lecture Methods
Job instruction or Conference or Discussions
Training through Step-by- Programmed Instructions
step
Committee Assignments

On the job Methods:


This type of training, also known as job instruction training, is the most commonly used
method. Under this method, the individual is placed on a regular job and taught the skills
necessary to perform the job.

Job instruction or
Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments
Coaching: The trainee is placed under a particular supervisor, who functions as a coach
in training the individual. The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for improvement
Job Instruction: This method is also known as training through step by step. Under this
method, trainer explains the trainee the way of doing the job
Committee Assignments: Under this the committee assignment, group of trainees are
given and asked to solve an actual organizational problem. It helps in developing
teamwork.

Off-the-Job Methods:

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

Role Playing: It is defined as a method of human interaction that involves realistic


behavior in imaginary situations. This method involves action, doing and practice
Lecture methods: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk.
Conference or Discussion: This method involves a group of people who pose ideas, examine
and share facts, ideas and data, test assumptions, and draw conclusions, all of which contribute
to the improvement of job performance.
Programmed Instruction: The subject matter learned is presented in a series of carefully
planned sequential units. The trainee goes through these units by answering questions or filling
the blanks.

The Training Procedure

The training procedure generally followed is:


Needs analysis
Choosing the right instructor (faculty or trainer)
Preparing the trainee
Planning the training sessions
Presenting the operation
Follow-up (feedback)

TRAINING CALENDAR: Training calendar is the basis on which any type of training and
development program is conducted

Purpose
Scope
Definitions
Training needs
Methods of imparting
Evaluation and impact of training... feed back

DOCUMENTATION Need
basis
The employee is given counseling before the training programme. After the training program
is over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.
The training need format is distributed to the employees. The employees fill the required
data and send it to the department head. The department head then checks all the forms and
forwards it to the HRD department; he signs the forms and forwards it to the HRD
department. All the forms are segregated according to the similarities. The training needs are
further analyzed to formulate a definite program to satisfy all the employee needs. This
analysis thus becomes fundamental in identifying needs.
The training needs format is also included in the annual appraisal forms, which are
distributed to the employees. The employees fill these forms and send them to their
respective department heads. They further check the forms and hand them over o the HRD
department.
In this any employee not able to fill or who missed the needs format form is sent the form
during the annual appraisal.
If the training programs do not satisfy the employees, then the training needs are formulated
based on the performance appraisal of the employees.

Annual employee appraisal:


This is the appraisal form of the employees, filled by the superiors. Two people are involved
in the evaluation of an employee, the unit chief and the HR & OD head. The employee is
evaluated on the following dimensions:

Work output
Quality of work
Attendance and punctuality
Planning and organizing skills
Decision-making
Evaluation and impact of training... feed back

Documentation
Need basis
The employee is given counseling before the training programme. After the training program
is over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.The training need format is distributed to the employees. The
employees fill the required data and send it to the department head. The department head
then checks all the forms and forwards it to the HRD department; he signs the forms and
forwards it to the HRD department. All the forms are segregated according to the
similarities. The training needs are further analyzed to formulate a definite program to
satisfy all the employee needs. This analysis thus becomes fundamental in identifying needs.
The training needs format is also included in the annual appraisal forms, which are
distributed to the employees. The employees fill these forms and send them to their
respective department heads. They further check the forms and hand them over o the HRD
department.In this any employee not able to fill or who missed the needs format form is sent
the form during the annual appraisal.If the training programs do not satisfy the employees,
then the training needs are formulated based on the performance appraisal of the employees.
The annual appraisal form also includes a self-appraisal form, which is filled by the
employee himself. This gives an opportunity to the employee to assess himself and put
forward his positive and negative points. Here the employee is required to write down his
achievements, any problems if faced, factors which contributed to his growth etc. as an
employee is the best judge of himself he is also required to identify the regions in which he
would want any training.
Hence with the help of the appraisal forms filled by the supervisors and the employees, a
complete picture of the areas in which training programmed is to be conducted is known. A
similar procedure is followed in all the departments. All the forms are then further analyzed
and a common program satisfying all the requirements is conducted for the benefit of the
employees.
The Factors Purpose relationship training is as follows:

FACTORS PURPOSES

Technological Advances

Improved Productivity

Organizational Complexity

Prevention of

Obsolescence Job Requirement

Preparation of Higher Jobs

Level

Human Relations

Top Management Support

Learning Principles
Improved Morale
Personal Functions

Training program is conducted every month on an average.


When a new employee is recruited into the company, he is given on-the-job training,
followed by off-the-job training in the form of lectures and seminars doubt.

Training is not something that is done once to new employees; it is used continuously in
every well-run establishment. Further, technological changes, automation, require up-dating
the skills and knowledge. Training need arises due to the following reasons:

1) To match the employee specifications with the job requirements and organizational needs

2) Organizational viability and transformation process

3) Technological advances

4) Organizational complexity

5) Human relations

6) Change in job assignments


Training Need Analysis(TNA)

An analysis of training need is an essential requirement to the design of effective

training. The purpose of training need analysis is to determine whether there is a gap

between What is required for effective performance and present level of performance.

Training need analysis is conducted to determine whether resources required are available
or not.

It helps to plan the budget of the company, areas where training is required, and also
highlights

The occasions where training might not be appropriate

Training Need arises at three levels:


Corporate need and training need are interdependent because the organization performance ultimately
depends on the performance of its individual employee and its sub group.

Organizational Level Training need analysis at organizational level focuses on strategic planning,

business need, and goals. It starts with the assessment of internal environment of the organization

such as, procedures, structures, policies, strengths, and weaknesses and external environment such

as opportunities and threats.

After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while

strengths can further be strengthened with continued training. Threats can be reduced by identifying

the areas where training is required. And, opportunities can be exploited by balancing it against costs.

For this approach to be successful, the HR department of the company requires to be involved in

strategic planning. In this planning, HR develops strategies to be sure that the employees in the

organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs

requirements at each level.

Individual Level Training need analysis at individual level focuses on each and every individual in
the

organization. At this level, the organization checks whether an employee is performing at desired level

or the performance is below expectation. If the difference between the expected performance and
actual

performance comes out to be positive, then certainly there is a need of training.

However, individual competence can also be linked to individual need. The methods that are used to
analyze the individual need are:

Appraisal and performance review


Peer appraisal
Competency assessments
Subordinate appraisal
Client feedback
Customer feedback
Self-assessment or self-appraisal

Operational Level Training Need analysis at operational level focuses on the work that is being

assigned to the employees. The job analyst gathers the information on whether the job is clearly

understood by an employee or not. He gathers this information through technical interview,


observation

, psychological test; questionnaires asking the closed ended as well as open ended questions, etc.
Today

, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The

job analyst also gathers information on the tasks needs to be done plus the tasks that will be required
in

the future.Based on the information collected, training Need analysis (TNA) is done.
Models of Training

Training is a sub-system of the organization because the departments such as, marketing & sales
HR, production, finance, etc depends on training for its survival. Training is a transforming

process that requires some input and in turn it produces output in the form of knowledge, skills,

and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular
function. An organization is a system and training is a sub system of the organization.

The System Approach views training as a sub system of an organization. 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 products 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 organizations

requirement. A system approach to training is planned creation of training program. This

approach uses step-by-step procedures to solve the problems. Under systematic approach,
training is undertaken on planned basis. Out of this planned effort, one such basic model of

five steps is system model that is explained below.

Organization are working in open environment i.e. there are some internal and external

forces, that poses threats and opportunities, therefore, trainers need to be aware of these forces

which may impact on the content, form, and conduct of the training efforts. The internal forces
are

the various demands of the organization for a better learning environment; need to be up to date
with

the latest technologies.


ANALYSIS
&
INTERPRETATION
Q.1 - Which types of oil you use in cooking?

types of oil
You have
100
90
80
70
% of Retailer

60
50
40
30
20
10
0
Mustard Refined Both(Ref+Mu Blended
st.
% of Retailer 4 0 96 0

Comment; The above chart shows that only 4% customer have only Mustard

Oil. And no one have only Refined Oil. But 96% Customer have both

Mustard Oil and Refined Oil. No one retailer has Blended Oil.
Q.2 - What are the factors influences the buying

behavior of consumer in case of mustard oil?

Factors Influence the


Behavior of Buying

60
% of Customer

50
40
30
20
10
0
Price Promotion/Gi Advertiseme Brand
ft nt
% of Cust. 40 8 0 52

COMMMENT; the above chart shows that the entire Retailer says that the

Customer wants quality product. Retailers say that if the company provides to

better quality than the Customer will purchases the product, Customer will give

some extra money for better quality.


The above chart shows that the factors influence buying behavior of Retailer

in case of mustard oil that is Brand. Only 52% follow to the brand when they

Purchases the mustard oil.

40% Retailer says that Price is the main factors influence the buying behavior

of consumer in case of mustard oil.

No One Retailer says that Advertisement is the main factor influences the

buying behavior of consumer in case of mustard oil.

8% Retailer says that the Promotion/gift is the main factor influences the

buying behavior of consumer in case of mustard oil.

Finally, we can say that the most factor influence buying behavior of Retailer in

case of mustard oil is Brand, after the brand they choose to price and

promotion/ gift. Price is most important thing of a product, it is very important

for a product, without price we cannot sale our product. Promotion is the part of

sale; companies promote his products for increase the sale.


Q.3 - Does attractive packaging in edible oils

attracts you?

How much attractive


Packaging attract you
90
80
70
% of Customer

60
50
40
30
20
10
0
Very much Not at all To some Depend up on
Extent the Brand
% of Cust 12 0 0 88

Comments; above chart shows that only 12% Retailer said that attractive

packaging attract them. Thats mean only 12% Retailer sees the packaging

when they buy the edible oil.

No Retailer said that the packaging of edible oils to some extent. That means

4% customer takes lightly to Packaging when they buy edible oil.

88% Retailer says that they do not see the packaging when they buy the edible

oil. 88% Retailer didnt take packaging seriously when they buy the edible oil.

They only wants brand.


The 88% Retailer says that the packaging of edible oil Depend upon the brands

.the packaging doesnt matter when they buying edible oil.

On the basis Retailer response we can say that the packaging does not matter

when they buy the edible oil. But thats not mean that customer not wants better

packaging, firstly they wants quality after the quality they wants packaging so

we can say that firstly the customer wants brand and the packaging of mustard

oil depend upon the brand. The matter doesnt Mustard or refined or blended

oil but the customer wants only brands.


Q.4 -Does attractive packaging in mustard oil could

attract you?

Attractive Packaging of
Mustard oil
70
60
% of Customer

50
40
30
20
10
0
Yes NO Cant say
% of Cust. 68 24 8

Comment; On the basis of Retailer responses shows that 68% Retailer says that

attractive packaging of mustard oil attract them. We can say that if a company

produces his mustard oil in good packaging then customer thought for bought

the mustard oil.

24% Retailer says that attractive packaging of mustard oil didnt attract them.
They want only quality. They didnt mind that how is the packaging design of
mustard oil.
Only 8% Retailer has confusion that they mind the packaging design or not for

mustard oil.
So, above the research and response of Retailer perception we analyze that

maximum customer wants better quality with good packaging .the Retailer says

that if a mustard oil company produces his product with different types

packaging than company increase his sale. In the market many types customer

are present there and every customer bought the mustard oil in different types of

packaging as well as customer wants.

So, on the basis of research I suggest to Mustard Oil Company; the attractive

packaging of mustard oil companies attract the Retailer


Q.5 -Does better packaging means better quality of

oil?

Better Packaging means


Better quality oil

Yes
No 48%
52%

Comment; Above chart shows that 48% Retailer says that if a mustard oil

company produces its product with a great packaging and it wants to be lot of

sale but company dont know that if company provide a better packaging but

dont give a better quality than company dont sale its product.

52% Retailer says that the mean of better packaging of better quality of oil

didnt right. Its mean 52% Retailer says that if a company produces its better

packaging and company did not provide a better quality they dont purchases to

the product. Retailer says that if a company produces a product and products
quality low but packaging is very good than firstly they buy the product but

after this they dont buy the product.


Q.6 - Which brands of oil you have?

Dhara
6% Brands
Nutrela
3%

Fortune+
Dalda Bail kolhu
22% 32%

Ravindra
2% Bail Kolhu
35%

Comment; On the Basis of Research, We can say that Mostly Retailer have

Chakra, with Fortune Mustard oil.

Mostly Retailer says that they dont have single Brand of Mustard oil. The

entire Retailer has minimum two or three types of brand of Mustard oil, no one

retailer has a single Brand of Mustard oil.

The entire Retailer has Chakra Mustard Oil and Fortune Mustard Oil with its
Competitors oil Like Dalda Mustard oil, Dhara mustard Oil, Nutrlla etc.
So we can say that no one Retailer has single Brand of oil and Fortune
Mustard Oil is a close Competitors of Chakra Mustard Oil.

Retailer says that Chakra and Fortune Mustard Oil is the Main brand of Mustard

oil. Every retailer has Chakra or Fortune Mustard oil with its helpful brand like

that Dhara ,Dalda, Nutrella, Ravindra Kolhu Mustard Oil etc.


Q.7 - Do the customer ask for a particular brand of

oil in your region?

Ask for a Particular Brand

70
60
50
% of Customer

40
30
20
10
0
Yes No Cant say
% of cust 68 32 0

Comment; when we ask to the Retailer that Customer ask for a particular brand

of oil in your region? Then 68% Retailer says that yes.

Retailer says that when Customer come to the market for purchases the oil then

they gives a particular name of brand to shop owner.

Mainly customer asks for a particular brand is Chakra than fortune than dhara.
32% Retailer says that the Customer did not ask for a particular brand of oil in

his region. They said that which brand a shop owner give him they use it. They

think a shop owner well known to the brand and quality of a product so they

can take it.

Ask For A Particular Brand

40
35
30
% Of Customer

25
20
15
10
5
0
Bail Fortune Ravindr Dalda Dhara Engine
Kolhu a
% Of Cust 40 28 12 8 8 4

We show with the help of chart that which a particular brand and how many

customer ask in the Retailers region.


stomer ask for Chakra in Retailers region. And 28% customer ask for Fortune

Mustard Oil; 8% customer ask for Dalda Mustard Oil and 8% customer ask

for Dhara

Mustard Oil, 12% customer asks for Ravindr Kolhuand 4% Customer Ask

for Engine Mustard oil in Retailers region.

So we can say that now time mostly Customer asks for a particular brand of oil

in Retailers region. They know that what they want.


Q.8 - Khandelwal Edible Oil (Chakra) products are available
in

Your home?

Availabilty of Bail Kolhu

70

60

50
% of Customer

40

30

20

10

0
Yes No
% Cust. 68 32
Comment; on the basis of Retailers perception we show the availability of

Chakra in the Retailer Shop.64% customer have Chakra in their home,and 32%

Retailer did not have Chakra in his shop.

68% Retailer have the Chakra Mustard oil in his shop because they says that

mostly customer like to Chakra Mustard oil and they currently use this oil But

32% Retailer dont have Chakra ,the reasons are given below:-

Mostly Retailer says that the Quality of Chakra is Poor

and price is high, so they dont sale the Chakra Mustard Oil.

The second reason is that Retailer didnt have Chakra Mustard

Oil in his shop because in this Particular area the demand of Chakra Oil

very low so, they dont have Chakra Mustard oil.

So we can say that please correction these reason and please promote the

Chakra and give some attractive offer and scheme for making new customer. I

suggest to company please remove these Problem and give some attractive gift

and promote the product.


Q.9-Is the Khandelwal Edible Oil nature price sensitive?

Nature Price Of
Oil Sensitive

60
50
% Of Customer

40
30
20
10
0
Very Much Some Time No
% Of Cust. 60 40 0

Comment On the Basis of research 60% Retailer says that the Nature Price of

oil is very much sensitive and 40% Retailer says that the Nature Price of oil is

some time sensitive and No one Retailer says that the nature price of oil is not

sensitive.

So we can say that mostly Retailer says that the price of natural oil is sensitive.
Q.10 -How are Khandelwal Edible Oil products priced in

comparison to the competitive brand?

Price Comparision to the other


Competitve Brand

70
60
% Of Customer

50
40
30
20
10
0
Competitve Low Price High Price
% Of Cust. 68 12 20

Comment; when we asked to the Retailers to compare to the price between

Chakra and other competitive brand than the response of Retailers that 68%

customer says that the price of Chakra is competitive than other brand.
20% Retailer says that the Price of Chakra is High than other brand and 12%

Retailer says that the price of Chakra is low than other competitive brand.

So we can say that the price of Chakra is competitive .Mostly customer says

that the price of Chakra is competitive than other brand.


Q.11 -In the current Khandelwal Edible Oil Market brand of
oil Has the best Packaging? Please share with us why you do
Like that Packaging design?

Best Packaging Brand


45
40
35
% of Customer

30
25
20
15
10
5
0
Bail Kolhu Dalda Fortune Ravindra Other
% of Cust. 20 16 40 8 16

Comment; On the basis of Retailers perception, Mostly Retailers like the

Packaging Design of Fortune Mustard oil.

The above chart shows that 40% Retailers says that Fortune Mustard Oil have

the best Packaging. According to Retailers, they say that the Fortune Mustard

Oil have best packaging design, its poly pack is also good.
Retailers says that Fortune have modern packaging design. The Retailers says

that the look of Fortune Mustard oil also very good.

20% Retailers like the Packaging of Chakra. For the Chakra the Retailers said

that its have many types of Packaging like 100ml, 200ml, 500ml, and 1ltr. Etc.

and the Packaging Design also shows that its name. Its poly pack is strong and

suitable to carry to here and there.

16% Retailers like the Packaging of Dalda Mustard Oil .according to the

customer , Dalda mustard oil has very good packaging design , its packaging

design look like different to other brands.

8% Retailers like the Packaging of Ravindra Kolhu, Its packaging design

looking unique, and its look also very good.

16% Retailers like the Packaging of many other Brand of Mustard oil Like
Baba ji, Jai Jawan and engine etc.

Finally we can say that Retailers firstly like the Packaging of Fortune Mustard
Oil. Secondly they like Chakra and then they like the packaging of Dalda
Mustard oil.
Q.12 -Which brand of edible oils has the best branding
/Graphic? What does it? Apply to you?

Best Brand
45

40

35

30
% of Customer

25

20

15

10

0
Bail Kolhu Fortune Dalda avindra Dhara Engine
% of Cust. 40 28 8 12 8 4

Comment; on the basis of Retailers response, the above chart shows that 40%

Retailers says that Chakra is the best brand. Retailers says that Chakra is very

old and trustable brand, its color is look like pure


Mustard oil. Chakra have better taste and better quality of oil. Retailers says

that Chakra provide the best quality of mustard oil than other competitive brand

of mustard oil.

Retailers says that no one of brand provide quality as bail; kolhu. Its smell is

also very good.

28% Retailers likes Fortune Mustard Oil. The Retailers says that Fortune

Mustard oil is light oil, its smell also very good. The quality of fortune mustard

oil also is a very good taste is better than other mustard oil. Retailers says that

the packaging design of fortune mustard oil looking modern. Its packaging

shows that it is modern oil.

8% Retailers likes Dalda Mustard Oil .it is a rising brand in Bareilly region of

Mustard oil brand. Retailers says that this brand provide to better quality, better

smell, better taste. Packaging design of this oil looking also very good.

Retailers say that this oil has different packaging design to other oil.
On the basis of research 8% Retailers likes Dhara Mustard Oil. According to

8% Retailers they said that it is very good oil for health and it have better taste,

it look pure mustard oil. it is light oil.

12% Retailers likes Ravindra Kolhu Mustard oil.According to Retailer

Ravindra Kolhu Mustard Oil provides to best Quality than other Mustard Oil

Brand.

4% Retailers like engine oil Mustard oil.


CONCLUSION
&
IMPLICATIONS
FINDINGS
Any research which is conducted in the market place flashes back hidden
truths and basic facts, which affects the business of a company directly or
indirectly. These hidden truths are basic facts, which are out coming of the
research, are known as a finding. The information gathered from the market,
which are accountable in the achievement of the objective and for the
company, which makes the project more interesting, are basically known
findings. The result of assigned project in management studies is known as
findings. The findings of this project are as follows:

1) Mostly Retailer & customer use the Mustard oil In Cooking.

2) Price and Brand are two major factors that are taken into
consideration while purchasing.

3) Attractive Packaging of Mustard could attract to the


Customer.

4) Mostly respondent says That The Better Packaging Means


Better Quality of oil didnt right

5) Chakra is no.1 Mustard oil Brand Whose Customer use in


Cooking and Fortune Is no.2 Mustard oil Brand.

6) Mostly customer and Retailer ask for a particular brand Name


When they purchase.

7) Mostly Retailer & Customer have Chakra in his shop &


Home.
8) The Nature Price of Edible is sensitive.

9) Cost wise Chakra have Competitive price than any other

Mustard oil Brand

10) Fortune Mustard Oil have Best Packaging.

11) Chakra have No. one brand of Mustard oil than Fortune is

second. Quality wise Chakra is considered to be number one

Mustard oil.
LIMITATION OF THE STUDY

Though I have tried my level best to make the study and the report writing
qualitative and excellent, the following limitation overcome in the study

Chakra has a huge market at national level, which has sold lots of
products, but this study is limited to Bareilly highway.

The time period allotted for the study i.e. 2 months is a short period for
completing this type of activities.

The accuracy of the project and conclusion is totally depending


on the accuracy of the data collected and analyzed

The result is not same for all reason

Dealers are too busy to contact

Too much time consumed on each call

It is possible that some potential source may leave untapped


CONCLUSION OF THE STUDY
After the comprehensive study of the secondary and primary data has been

found that Chakra holds numeric first position in khandelwal Edible Oils. This

supremacy is due to its sound and promotes after sales services, which are also

the preference criteria.

In this survey research we can get the response of our Customer and Retailer

and mostly Respondent says that the Quality of is Very good, smell, color and

taste also very good.

Undoubtedly Chakra is leader in Khandelwal edible oils because of its.


SWOT ANALYSIS
Strength

Chakra is a brand itself.

Aggressive Marketing Strategy.

Chakra has strong distribution network as compared to

competition.

Customized products for every type of customer.

It is a very old Brand, so it trustable.

Weakness

Chakra has not been able to establish an entry barrier for


competitors
Services provided by Chakra are not always up to the mark

The Packaging design of Chakra is too old.

Possibility of more new players come in the same business is


expected.
Chakra facing a big challenge because of their delays in service
facility.
Opportunities

Chakra products because of their price factor over other companies and

assembles are gaining popularity

The Quality provided by Chakra is one of the big opportunities it have

Lower rates of different models give opportunities to Chakra for grab the

assemblers market

Chakra not establish in other state, so its a great opportunities to launch

its product in another state.

Threat
Chakra facing a big challenge because of their delays in service facility.

Chakra is not providing varieties and Configuration.

Many other Local brands are doing the Best services in the Mustard Oil

sector.

Some Local brands give a better quality of mustard oil.

According to the customers need Some local brands give the different types
of packaging.
SUGGESTIONS
SUGGESTIONS
Relationship
To do any business requires a bridging between buyer and seller so Chakra
should appoint a term of dynamic marketing executive who can establsh a good
relationship with dealers. Frequent follow ups will certainly prove fruitful for
in the long run

Brand Image
Chakra has a strong brand image in the market. Brand image always help in
pushing a product into the market.
Hoarding of companys product should be at kept at prime locations
where maximum people can see it.
Chakra is also not advertising much for its products frequently in print
media and in television channel etc. Advertising should be made frequent
to let the people remembered the name of Chakra.

Distribution Network
A strong distribution network always helps in becoming the front-runner for
any product in a market. Though Chakra has a good network it has to strengthen
it to a greater extend.
The time taken for delivery should be minimized to a larger extent in
order to make the faster deliveries.
They should enhance the number of channel partner in this
reason
LEARNING FROM THE STUDY
It was a great opportunity for me to do my internship in at Khandelwal
Edible Oil . which is one of the prestigious companies in India. It was a
starting for me to get the knowledge of real corporate world. Today experience
and knowledge of things is much more important than the degrees in hand.
Although the learnings were numerous in number but I have concluded a few
as major learnings and they are as follows:
I got such a good project at Khandelwal Edible Oil . which gave me
the opportunity to meet the various people in the corporate as well as
Government offices. I have visited few organizations but the experience
of these visits has been and will be of tremendous help in my career.
came to know how to tackle people of different attitude and of different
mindsets, which will definitely help me in future. Planning a day in
advance and the activities that I performed during that day gave me
confidence in my planning and implementation. This project also
exposed me and my skill sets to the corporate world, where I came to
know my flaws and rectified them, but a chance may be there.
I was an active member at customer demonstrations, which gave me
confidence and knowledge about how to convince a customer and handle
all sorts of queries.

I learned real marketing and sales experience during this time period. I
learnt how to make good relationships with customer as well as
colleagues. The practical aspects of marketing theories are materialized
during the course of this study.
BIBLIOGRAPHY
BIBLIGRAPHY
BOOKS

Marketing Management - Philip Kotler (Eleventh Edition, Pearson

Education, Inc.)

Principles of Marketing Philip Kotler, Gary Armstrong (Eleventh Edition,

Pearson Education, Inc.)

Marketing Research - G.C. Berry (Third Edition, Tata McGraw Hills)

WEBSITES

http://www.keo.com

http://www.google.com

http://www.idcindia.com

http://www.dqindia.coms

MAGAZINES

Business Today

Business Standards
Outlook

QUESTIONNAIRE
Respondent`s Details

Name/Shop ____________________Address __________________

Age___________________________Gender___________________

Occupation__________________ _Contact No________________

Q.1 - Which types of oil you use in cooking?

Ans. - (a) Mustard oil (b) Refined oil

(c) Blended oil (d) other _________

Q.2 - What are the factors influence the buying behavior of

consumer in case of mustard oil?

Ans. - (a) Price (b) Promotion / gift.

(c)Advertisement (d) Brand

Q.3 - Does attractive packaging in edible oils attracts you?

Ans. (a) Very much (b) Not at all

(c) To some extent (d) Depends upon the brand.


Q.4 -Does attractive packaging in mustard oil could attract you?

Ans. - (a) Yes (b) No (c) Cant say.

Q.5 -Does better packaging means better quality of oil?

Ans. - (a) Yes (b) No

Q.6 - Which brands of oil you preferred?

Ans. - (a) Fortune (b) Chakra

(c)Ravindra kolhu (d) Other_____________

Q.7 - Do the customer ask for a particular brand of oil in your

region?

Ans. - (a) Yes (b) No (c) Cant say.

Q.8 - Khandelwal Edible Oil (Chakra) products are available in your shop?

Ans. - (a) Yes (b) No

Q.9 - If yes than which one?

Ans.___________________________________________________

___________________________________________________

____________________________________________________

Q.10 -If No, than what is the reason?


Ans. - ________________________________________________

_________________________________________________

_________________________________________________

Q.11 -Is the edible oil nature price sensitive?

Ans. - (a) Very much (b) Some time (c) No

Q.12 -How are B.L.Agro products priced in comparison to the

Competitive brand?

Ans. - (a) Competitive (b) Low price (c) High Price

(Thank You)