Académique Documents
Professionnel Documents
Culture Documents
Coca-COLA
Submitted By:
ASHISH MISHRA
CERITIFICATE
This is to certify that ASHISH MISHRA is a regular student MBA & he has
completed the project on the topic “Traning and Development” under my
supervision.
It is certificated that the hole “project Report” is based on his individual efforts &
the analysis are found up to mark.
I therefore recommend that the project report prepared by the candidate be sent for
evaluation.
()
PREFACE
Indeed this page of acknowledgement shall never be able to touch the horizon of
I offer my sober and earnest regards to .), I would also like to take this opportunity
to thank.), for having provided me with the wonderful and stimulating environment
to work in and to help me to step up for project and to understand the practical
and mentor, without whom this compilation wouldn’t have been possible
and also to for her guidance. His invaluable experience and exceptional
topic, which was indispensable for the successful completion of the project.
I acknowledge special thanks to all the employees and staff members of different
departments in BBPL for their ready to help attitude and support extended during
ASHISH MISHRA
LIST OF CONTENTS PAGES
1. INTRODUCTION
2. RESEARCH PROBLEM 57
6. FINDINGS 81
8. LIMITATION 83
9. CONCLUSION 84
EXECUTIVE SUMMARY
The scope of the project is to study the 300ml of Coca-Cola in Bareilly. From the last
three months or so our group is in the process of a continuous research on marketing
functions and strategies adopted by ‘Coca Cola’. These marketing functions mainly
include the marketing mix i-e, Product Strategy and OPPORTUNITY MAPPING as
well as other market strategies.
By looking into this study, the company will be able to take corrective measures to avoid
the loopholes provided by the company in earlier period as a result the market share of
the company will increase.
Moreover the project also discusses the analysis of competition, market growth and
trend, opportunity analysis and strategies for creating competitive advantage adopted
by ‘Coca Cola’.
We will like to add that the project will provide the readers and listeners very high profile
information about the marketing strategies as a whole and also about the Coca Cola
Company. Therefore the company is the market leader among all beverages in 21st
century.
In the end we hope that the project will result very profitable for the readers and Coca
Cola. Your feedback in the end either critical or substantial will be very highly
appreciated
INTRODUCTION
In 2010 it was announced that Coca-Cola had become the first brand to top £1 billion in
annual UK grocery sales
Ingredients
Carbonated water
Sugar (sucrose or high-fructose corn syrup depending on country of origin)
Caffeine
Phosphoric acid v. Caramel (E150d)
Natural flavorings
The exact formula of Coca-Cola's natural flavorings (but not its other ingredients which
are listed on the side of the bottle or can) is a trade secret. The original copy of the
formula is held in SunTrust Bank's main vault in Atlanta. Its predecessor, the Trust
Company, was the underwriter for the Coca-Cola Company's initial public offering in
1919. A popular myth states that only two executives have access to the formula, with
each executive having only half the formula. The truth is that while Coca-Cola does
have a rule restricting access to only two executives, each knows the entire formula and
others, in addition to the prescribed duo, have known the formulation process.
Logo
The famous Coca-Cola logo was created by John Pemberton's bookkeeper, Frank
Mason Robinson, in 1885. Robinson came up with the name and chose the logo's
distinctive cursive script. The typeface used, known as Spencerian script, was
developed in the mid 19th century and was the dominant form of formal handwriting in
the United States during that period.
Robinson also played a significant role in early Coca-Cola advertising. His promotional
suggestions to Pemberton included giving away thousands of free drink coupons and
plastering the city of Atlanta with publicity banners and streetcar signs.
From the beginning, Coke understood the importance of branding and the creation of a
distinct personality. Its catchy, well-liked slogans (“It’s the real thing” (1942, 1969),
“Things go better with Coke” (1963), “Coke is it” (1982), “Can’t beat the Feeling” (1987),
and a 1992 return to “Can’t beat the real thing”) linked that personality to the core
values of each generation and established Coke as the authentic, relevant, and trusted
refreshment of choice across the decades and around the globe.
Indian History
India is home to one of the most ancient cultures in the world dating back over 5000
years.At the beginning of the twenty-first century, twenty-six different languages were
spokenacross India, 30% of the population knew English, and greater than 40% were
illiterate. Atthis time, the nation was in the midst of great transition and the dichotomy
between the oldIndia and the new was stark. Remnants of the caste system existed
alongside the world’s topengineering schools and growing metropolises as the
historically agricultural economyshifted into the services sector. In the process, India
had created the world’s largest middleclass, second only to China.
A British colony since 1769 when the East India Company gained control of all
Europeantrade in the nation, India gained its independence in 1947 under Mahatma
Ghandi and hisprinciples of non-violence and self-reliance. In the decades that followed,
self-reliance wastaken to the extreme as many Indians believed that economic
independence was necessary tobe truly independent. As a result, the economy was
increasingly regulated and many sectorswere restricted to the public sector. This
movement reached its peak in 1977 when the Jantaparty government came to power
and Coca-Cola was thrown out of the country.
OUR VISION
We will achieve this through our commited and capable team, always stretching
CORE IDEOLOGY
To provide the best quality of carbonate soft drink and non carbonated soft drink.
OUR MISSION
We share the vision and belief that our customers and stakeholders shall be served only
economic development.
We shall maintain the infusion global brands with confidence.
900 million people; the Indian soft drinks market was only of 200 cases per
year. This was very low even compared to Pakistan and Philippines.
Population and potential market are two major reasons for major
coupled with low consumption can only lead to an increase in the soft drink
market. Another increase in the sale of soft drinks in the scorching heat and
the climate of India, which is suitable for high sale of soft drinks. All these
factors together have contributed to a 30% growth in the soft drinks industry.
If the demand continues growing at the same rate, within two years the
All these factors are the reasons for the entry two giant of the soft drink
industry of the world to enter the Indian market. These two giants Pepsi and
Coca-Cola, themselves share 96% of the soft drink market share. Cadbury’s
Schweppes, Campa Cola and other soft drink brands share rest. But was the
scene same 20 years ago? The answer is No. 1970 was the year of pure soft
general terms non-alcoholic drinks are considered as soft drinks this name
soft drink was given by Americans as against hard which is mainly alcoholic.
drink are concentrate and syrup producers, bottlers and retail channel.
channel refers to business location that tells or serves the products directly to
consumers.
Soft drink is not a product, which a person plans to buy before hand, but is an
It all begin in 1977, a change in government at the center led the exit of Coca-
Cola which preferred to quit rather diluting its equity to 40% in compliance
with the Foreign Exchange Regulation Act (FERA). The first national cola
drink to pop up was double seven. In the meantime, Pure Drinks, Delhi on
The beginning of 1980’s saw the birth of another cola drink, Thums up,
was Double Cola, which entered in India market, as a NRO – run out fit with
its plant in Nasik {Maharashtra}, in 1978 Parley, Indian soft drinks market
(Share 33%) with its Gold Spot and Limca brands. Later Thumsup also
started Thumsup. At the same time the threat to the Indian soft drinks was
that of fruit drinks. In 1988, fruit drinks market was valued at Rs. 40 crores
Coca-Cola entered Indian by buying up to 69% of the 1800 crore soft drink
market (i.e. 5 Parle Export brands of Thumsup’s, Limca, Gold Spot, (Citra&
Maaza ). Today the scene has changed making it a direct battle between two
giant Coca-Cola and Pepsi. The picture will become clearer by looking at the
salesmen, have an authority to take whatever steps he or she feels will make
the consumers aware of the brand and increase its consumption. Thus coke
led to a high growth in the Indian market and constantly increasing market.
THE FUTURE OF COCA-COLA
also has its own disadvantages. The economic slowdown in various overseas
markets and the strong dollar had their impact on Coca-Cola revenues and
bottom line in 1998. But the company optimistic about the future.
says, “The past year 1998 has been a challenging period for the Coca-Cola
of 1998, and we strongly believe that our fundamental opportunities for long
As long as maximization of share holder wealth remain Coke’s focus for its
future is assured Goizueta had stated and proven to the world that focus on
shareholder wealth does more good to the company than focus on revenues
and it is not that coke does not enjoy volumes for it is world’s No. 1 soft drink
manufacture. It is not content with this title and is aiming at higher volumes
year after year. Surely coke will continue to grow. Point on Roberto had
reduced the company basically to its trademark and the returns are so
their performance.
Thums Up is known for its strong, fizzy taste and its confident, mature
and uniquely masculine attitude. This brand clearly seeks to separate the
men from the boys.
World's favorite drinks,the most valuable brand and the most recognizable word across
the world after OK.
Lime n' lemony Limca , the drink that can cast a tangy refreshing spell on anyone,
anywhere. Born in 1971, Limca has been the original thirst choice, of millions of
consumers for over 3 decades. The brand has been displaying healthy volume growths
year on year and Limca continues to be the leading flavors soft drink in the country.
The sharp fizz and lemony bite combined with the single minded positioning of the
brand as the ultimate refresher has continuously strengthened the brand franchise.
Limca energizes refreshes and transforms. Dive into the zingy refreshment of Limca
and walk away a new person.
RGB PET Can
200 ml, 300 ml, 1000 500 ml, 1.5 L,
330 ml
ml 2L
Over the years, brand Maaza has become synonymous with Mango. This has been the
result of such successful campaigns like "Taaza Mango,Maaza Mango" and
"BotalmeinAam, Maaza hainNaam". Consumers regard Maaza as wholesome, natural,
fun drink which delivers the real experience of fruit.
‘’Orange juice with real orange pulp” with this slogan, Coca cola
launched its minute maid brand of orange juices for the first time in the
country at Hyderabad. Though Coca cola India had in its portfolio the highly successful
Maaza brand in the juices segment (which it got from the chouhans), this is the first time
the company is introducing some of the products from its own Minute maid portfolio.
The roll out of the naturally refreshing orange beverage with real pulp has been
designed to extend the Company’s market leadership in the juice segment and with this
launch; it is expected to further extend its leadership.
PET
400ML,1.25 L
Water is thirst quencher that refreshes, life giving force that washes all the toxins away.
A ritual purifier that cleanses, purifies, transforms. Water the most basic need of life, the
very sustenance of life, a celebration of life itself. The importance of water can never be
understated. Particularly in a nation such as India where water governs the lives of the
millions, be it as part of everyday rituals or as the monsoon which gives life to the sub-
continent.
Kinley water understands the importance and value of this life giving force. Kinley water
thus promises water that is as pure as it is meant to be. Water you can trust to be truly
safe and pure. Kinley water comes with the assurance of safety from the Coca-Cola
Company. That is why we introduced Kinley with reverse-osmosis along with the latest
technology to ensure the purity of our product. That's why we go through rigorous
testing procedures at each and every location where Kinley is produced.
Because we believe that right to pure, safe drinking water is fundamental.
All 200ml and 300ml bottles are produced in RGB (Returnable Glass Bottles)
All bottles having quantity more than 600ml are produced in PET
CRITICISM:
The Coca-Cola Company has been involved in a number of crime controversies and
lawsuits related to its relationship with human rights violations and other alleged unethical
practices.
A number of lawsuits have been issued in relation to its allegedly monopolistic and
discriminatory practices, some of which have been dismissed, some of which have caused
The Coca-Cola Company to change its business practices, and some of which have been
settled out of court. It has also been involved in a discrimination case. There have been
continuing criticisms regarding the Coca-Cola Company's relation to the Middle East and
An issue with pesticides in groundwater in 2003 led to problems for the company when an
Indian NGO, Centre for Science and Environment, announced that it had found cancer
causing chemicals in Coca-Cola as well as other soft drinks produced by the company, at
levels 30 times that considered safe by the European Economic Commission. This caused
an 11 percent drop in Indian Coca-Cola sales. The Indian Health Minister said the CSE
tests were inaccurate, and said that the government's tests found pesticide levels within
India's standards but above EU standards The UK-based Central Science Laboratory,
commissioned by Coke, found its products met EU standards in 2006 Coke and the
Energy and Resources Institute (TERI), which reported in 2008 no unsafe chemicals in the
water supply, though it criticized Coke for the impact of its water usage on local supply
The company has been criticised on a number of environmental issues. Critics claim that
the company's overuse of local water supplies in some locations has led to severe shortages
for regional farmers and the forced closure of some plants. Packaging used in Coca-Cola's
products have a significant environmental impact. However, the company strongly opposes
There are charges that the Coca-Cola Company was involved in the violent repression of a
union at several of its bottling plants in Colombia, South America. As of August 2005,
when PBS's Frontline ran a story on the controversy, Coca-Cola strenuously denied all
allegations of union-busting and murder of union leaders. Shareholders and U.S. colleges
have boycotted Coca-Cola to try to put pressure on the company to approve a full-scale,
On December 10, 2008, the US Food and Drug Administration (FDA) wrote to Mr. Muhtar
Kent, President and Chief Executive Officer, to warn him that the FDA had concluded that
Coca-Cola's product Diet Coke Plus 20 FL OZ was is in violation of the Federal Food, Drug,
and Cosmetic Act. During an interview with Reuters, the Coca Cola company's spokesman,
Scot Williams, stated, "This does not involve any health or safety issues, and we believe the
label on Diet Coke Plus complies with FDA's policies and regulations."
In January 2009, the US consumer group the Center for Science in the Public Interest filed
a class-action lawsuit against Coca-Cola. The lawsuit was in regards to claims made, along
with the company's flavours , of Vitamin Water. Claims say that the 33 grams of sugar are
more harmful than the vitamins and other additives are helpful. Coca-Cola insists the suit
is "ridiculous.
ORGANIZATIONAL STRUCTURE
NAME DESIGNATION
STRUCTURE OF HR DEPARTMENT
(Sr.HR Manager)
1. STRENGTH
plant nearby.
Good quality and innovation of the product for long term customer
relationship
2. WEAKNESS
4. THREATS
Retailers are diverting to Pepsi because they are getting good schemes from
Pepsi.
IN
The design of the training program can be undertaken only when the clear training
objective has been produced. The training objective clears what goal has to be achieved by
the end of the training program i.e what the trainees are expected to be able to do at the
end of their training. Training objectives assist trainers to design the training program.
TRAINING PROGRAM
This program details about the training methodology applicable to each employee.
identification for increasing skill set and competency level of all employees.
Procedure
a) GM will analyse deficiency as per situation and will issue the order for training
schedules as needed.
b) Plant manager in consultation with all HODS, will decide the skill set or level of
competency.
d) The relevant information regarding post/Designation will help in deciding skill set
or skill required.
training need analysis so that the gap of skill level is identified. It also helps in
a) Plant manager in consultation with department heads will define the required skill
level when process any process change , new equipment installation or competencies
gap arise.
c) Difference in required skill and actual skill will give the gap analysis.
d) Gap of 1 or more than 1 will describe the type of training to be given to employee.
area
subject.
Procedure
b) Management will select internal trainer for training on the basis of their skills
c) Personal executive will inform trainer as well as trainee for training about time and
topic.
e) A training effectiveness format will be filled after 30 days and within 60 days.
TRAINING
Employee training is a specialized function and is one of the fundamental operative functions
Acc to FLIPPO,
“Training is the act of increasing the knowledge and skill of an employee for doing a
particular job.”
which employees learn technical knowledge and skills for a definite purpose.
relative permanent change in an individual that would improve his ability to perform the
job.
Training and development go hand in hand and are often used synonymously
intends to improve their performance on the current job and prepares them for
an intended job.
Development is a related process. It covers not only those activities, which
improve job performance, but also those, which bring about growth of the
actualization of potential capabilities so that they can become not only good
To build a line of competent people and prepare them to occupy more responsible
positions
To prevent obsolescence.
The HR functioning is changing with time and with this change, the relationship between
the training function and other management activity is also changing. The training and
development activities are now equally important with that of other HR functions. Gone
are the days, when training was considered to be futile, waste of time, resources, and
money. Now a days, training is an investment because the departments such as,
marketing & sales, HR, production, finance, etc depends on training for its survival. If
training is not considered as a priority or not seen as a vital part in the organization, then
it is difficult to accept that such a company has effectively carried out HRM. Training
actually provides the opportunity to raise the profile development activities in the
organization.
(concepts of HRM), senior management team is now increasing the role of training. Such
development and long term education. Training is now the important tool of Human
employees, achieving their professional and personal goals, increasing the level of job
satisfaction, etc. As a result training is given on a variety of skill development and covers
a multitude of courses.
OUTCOME 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
PRINCIPLES OF TRAINING
MOTIVATION
Learning is enhanced when the learner is motivated. Learning experience must be designed
so learners can see how it will help in achieving the goals of the organization. Effectiveness of
FEEDBACK
Training requires feedback. It is required so the trainee can correct his mistakes. Only
getting information about how he is doing to achieve goals, he can correct the deviations.
REINFORCEMENT
The principle of reinforcement tells the behaviors that are positively reinforced are
encouraged and sustained. It increases the likelihood that a learned behavior well repeated.
PRACTICE
Practice increases a trainee’s performance. When the trainees practice actually, they gain
confidence and are less likely to make errors or to forget what they have learned.
INDIVIDUAL DIFFERENCES
vary in intelligence and aptitude from person to person. Training must be geared to the
TYPES OF TRAINING
Training is required for several purposes. Accordingly training programmes may be of the
following types
employees to the work environment. Every new employee needs to be made fully familiar
with his job, his superiors and subordinates and with the rules and regulations of the
skills of an employee for performance on the job. Employees may be taught the correct
methods of handling equipment and machines used in a job. Such training helps to
known as safety training. It involves instruction in the use of safety devices and in safety
consciousness.
higher-level jobs. Employees with potential are selected and they are given training
before their promotion, so that they do not find it difficult to shoulder the higher
Refresher training: When existing techniques become obsolete due to the development of
better techniques, employees have to be trained in the use of new methods and
techniques. With the passage of time employee may forget some of the methods of doing
work. Refresher training is designed to revive and refresh the knowledge and to update
the skills of the existing employees. Short-term refresher courses have become popular on
COMPETITIVEADVANTAGE
(1) The d e f i c i e n c y i s c a u s e d b y a l a c k o f a b i l i t y r a t h e r t h a n
a l a c k o f m o t i v a t i o n t o perform,
(2) The individual(s) involved have the aptitude and motivation need to learn
organization. T r a i n i n g c o n t r i b u t e s t o e m p l o y e e s t a b i l i t y i n a t l e a s t
returns in future.
METHODS OF TRAINING:-
METHODS OF
TRAINING
represent the medium of imparting skills and knowledge to employees. Training techniques
are means employed in the training methods. They are basically of two types.
1) Lectures
lecturer is presumed to possess knowledge about the subject. A virtue in this method is that
it can be used for large groups and hence the cost of training per employee is very low.
However, this method violates the principle of learning by practice. Also this type of
because in case of very large groups it is difficult to have interactive sessions. Long lectures
2) Audio Visuals
This is an extension of the lecture method. This method includes slides, OHPs,
video tapes and films. They can be used to provide a range of realistic examples of job
conditions and situations in the condensed period of time. It also improves the quality of
presentation to a great extent.
It is used primarily to teach workers how to do their present jobs. Majority of the
industrial training is on the job training. It is conducted at the work site and in the context
of the job. Often, it is informal, as when experienced worker shows a trainee how to
perform tasks. In this method, the focus of trainer’s focus is on making a good product and
not on good training technique. It has several steps; the trainee first receives an overview of
the job, its purpose and the desired outcomes. The trainer then demonstrates how the job is
to be performed and to give trainee a model to copy. And since a model is given to the
trainee, the transferability to the job is very high. Then the employee is allowed to mimic
the trainer’s example. The trainee repeats these jobs until the job is mastered.
machine. After going through each block of material, the trainee goes through a test/
answers a question. Feedback in the form of correct answers is provided after each
determines the frequency and difficulty level of the next frame. This is possible thanks to
the speed, memory and the data manipulation capabilities of the computer.
6) Simulation
It is any equipment or technique that duplicates as nearly as the possible the actual
7) Vestibule Training
This method utilizes equipment which closely resembles the actual ones used in the job. It
is performed in a special area set aside for the purpose and not at the workplace. The
emphasis is placed on learning skills than on production. It is however difficult to duplicate
pressures and realities of actual situations. Even though the kind of tension or pressure
may be the same but the employee knows it is just a technique and not a real situation. Also
the employees behave differently in real situations than in simulations. Also additional
8) Case study
reader to think and make decisions/ suggestions. The trainees read the case, analyze it and
develop alternative solutions, select the best one and implement it. It is an ideal method to
promote decision making skills. They also provide transference to an extent. They allow
participation through discussion. This is the most effective method of developing problem
solving skills.
The method /approach to analysis may not be given importance. Many a times only
the result at the end of the case may be considered and not the line of thinking to approach
it. This is a major disadvantage since case studies must primarily be used to influence or
This method mainly focuses on emotional (human relation) issues than other ones.
The essences are on creating a real life situation and have trainees assumed parts of specific
personalities (mostly interchanged roles of boss and subordinate to create empathy for one
another). The consequence is better understanding of issues from the other’s point of view.
Concept of Behavior Modeling:
other’s experiences.
This change may be videotaped and showed to the trainee and he can
It also helps him see the negative consequences that result from not using
It uses small number of trainees usually less than 12 in a group. They meet with a
passive trainer and get an insight into their own behavior and that of others. These
meetings have no agenda and take place away from the workplace. The discussions focus
on why participants behave the way they do and how others perceive them. The objective is
to provide the participants with increased awareness of their own behavior, the perception
primarily used to enhance interpersonal skills. It can be used to develop desired behaviors
for future job responsibilities. A trained professional serves as a facilitator. However once
the training is over employees get back to being the way they are.
supplemented with other off-the-job methods for effectiveness. It is applied in cases of most
craft workers, carpenters, plumbers and mechanics. This approach uses high levels of
always handled by a supervisor and not by the HR department. The person being trained is
called understudy. It is very similar to on the job training method. But in that case, more
In this method skilled workforce is maintained – since the participation, feedback and job
transference is very high. Immediate returns can be expected from training – almost as
soon as the training is over the desired outcomes can be seen in the trainee.
TRAINING OF AN OFFICER:-
Identification
of Approval from
Training needs the Personnel
Department
Consolidation
of Annual
Training needs Training
Budget
Annual Imparting
Training Training
Calendar
Collecting Monitoring of
Feedback for Actual Training
Further Vis -a- vis the
Improvement Identified needs
TRAINING OF A WORKER:-
Approval from
Company
the Personnel
Strategy and
Department
Policy
Identification
Of
Organizational Training needs
Thrust Annual
Areas Training
Budget
Collecting
Feedback for
Annual Further Training
Training
Calendar
Monitoring of
Actual vs the
Identified
Training needs.
TRAINING PROCEDURE:
Identification of Needs
Imparting Training
Feedback
Training Effectiveness
On the basis of identified training needs, the annual training calendar is prepared by the
Personnel officer and approved by the Personnel Head. Annual Training Budget is prepared
by Branch Personnel Head and is approved by Executive Office. This gives the final list of
training activities in a particular year. It is attempted to carry out all the programmes to
fulfill the identified needs. The Head of the Personnel Department monitors the actual
IMPARTING OF TRAINING
Actual training is imparted with the help of in-house and outside agencies. The selection of
these agencies is done on the basis of reputation; programmes offered by them, past
Training is also imparted by nominating the concerned employee for an external training
programme. All records of the training are maintained at branch as per Record of Training
in the Personnel folder and the same is intimated to the Executive Office Personnel through
FEEDBACK
A feedback is taken from the participants through a questionnaire on the programme and
INDUCTION TRAINING
Officer/ Manager level. The department prepares a schedule for the employee as per which
he is required to spend specific time in each department. During such period, he is reporting
familiarize the participant to the function of different department. The copies of the same are
sent to the General Manager and all concerned. At the end of the induction, the trainee has
working of each department at various locations as per the programme given by the
Corporate HR
TRAINING EFFECTIVENESS
For each training programme conducted in-house for COCA COLA Bareilly branch
following information:
- Programme objectives: Need of the training and what are the objectives that this training
aims to achieve, what likely outcomes are expected to come out of impact of this training.
- Methodology adopted.
- Programme faculty.
- Personnel to be covered.
- Training methodology.
This lists down the measurement indicators, achievement of which will ensure that
A person gets nominated for the training programme in the following two ways:
b) Training programme for testing out the training/ increased awareness/ general
orientation. Improves the job knowledge and skills at all levels of the organization
Helps keep costs down in many areas, e.g. production, personnel, administration,
etc.
knowledgeable
Benefits to the Individual Which in Turn Ultimately Should Benefit the Organization:
Helps the individual in making better decisions and effective problem solving
operationalised
and attitudes
Provides the trainee an avenue for growth and a say in his/her own future
Helps a person develop speaking and listening skills; also writing skillswhen
Benefits in Personnel and Human Relations, Intra-group & Inter-group Relations and
Policy Implementation:
Aids in orientation for new employee and those taking new jobs through transfer or
promotion
Improves morale
Human resource development programmes are divided into three main categories:
Although some organisation treat them under training or both training and development,
but by dividing them desired goals and objects more meaningful and precise.
perform their present job to standards. It improves human performance on the job the
employees is presently doing or is being hired to do .it is also given when new technology in
Although training and education are closely connected, these concepts differ in crucial
ways. While the term Training relates to imparting specific skills for specific objectives, the
term Education involves the development of the whole individual socially, intellectually and
physically. Accordingly, training forms only a part of the entire educational process. And
the term Development can be defined as the nature and direction of change taking place
TRAINING EDUCATION
Training and education differ in nature and orientation but they are
complimentary.
grow.
sense of reasonining and judgement that any training and development programme must
Research Problem
Management and administration ,So That knowledge and skills can be improved
Productivity can be improved ,reduce the accidents, maintenance cost and time
Objectives Of Study
challenges.
Identify the gaps in skill matrix and to reduce gaps and raise the
level of expertise
Research Methodology
or steps necessary to effectively carry out research and the desired sequencing
Problem definition
Secondary
Primary sources
Sampling techniques
identify the truth and for this certain step should be taken in a systematic order and these
The use of right methodology is necessary because if the right methods are not adopted and
thoughts are not arranged in a logical order the exact truth might not be expressed. Thus
Conceptually the purpose of research is to discover the answers for the questions through
application of scientific procedures .the main aim of the research is to find out the truth
Though Each Research Study Has Its Own Specific Purpose,But Generally Researches
Are Done:
something else.
original contribution to the existing stock of knowledge making for its advancement;it is
In short the search of knowledge through objectives and systematic method of finding
Research Design
A research design is a framework or blueprint for conducting the research project .it
details the procedures necessary for obtaining the information needed to structure or solve
development of employees .for this purpose we prepared questionnaire so as to find out the
The research design is the plan ,structure and strategy of investigation conceived so as to
The definition of theree important terms-plan, structure and strategy. The plan is an
outcome of the research scheme on which the researcher is to work the structure of the
research is a more specific outline or scheme and strategy shows how that research will be
carried out ,specifying the methods to be used in collection and analysis of data.
Research design is the specialisation of methods and the procedures for acquiring the
information needed .it is the operational pattern or framework of the projects that stipulate
what information is to be collected from which sources by the procedures .the importance
of research design lies in the fact that it makes a statement of what is to be done in order to
achieve the research objectives and how it is to be done.it is an expression of what of the
excersice in terms of results and the analytical input needed to convert data into research
findings.
A design may be suitable in one case but could not fit in some other research problem.one
design cannot sertve the purpose of all types of research problem.also most of the research
problems are complex in nature and cannot bev solved by aspecific research design hence a
The research design when chosen correctly prevents deviation in the study .the present
study is the cross sectional descriptive type with fields study and partly casual in nature as
it seeks to find out consumer behaviour with respect to mobile and correlate them with
income ,age, education ,professions etc .and formulate marketing strategies based on the
study.
This research is primarily conclusive due to the fact that information needed is clearly
defined .research process is formal and structured .sample is representative and data
analysis is quantitative.
Conclusive research can be further classified into descriptive and casual research.
specific hypothesis and methods used for the purpose are primary data analysis, surveys
and observations.
Tools Used:
Sample Selection
Sample selection in any research is quiet important as it directly influences the results in a
Greater manner than thought off. The sample for conducting this analysis was decided on
Area Coverage: The sample taken is collected from Brindavan Beverages Pvt Ltd.
employees Bareilly.
Benchmarking: As the data collected sometimes may have some samples which are not
complete on the parameters of analysis, therefore the data which has semi-filled data which
Sample Size
Summary of methodology:-
Research method - survey of Brindavan Beverages Pvt .Ltd employees and associates
Sample size - 50
Primary Sources
Secondary Sources
Website
company
It is not possible to examine every item in the population hence interferences is drawn
about a large numbers of items possessing a particular attribute based on based analysis of
The population covered was heterogeneous with respect to background. therefore in order
sampling method is used in the proposed survey and the population under the study was
Quality Department
It Department
Hr Department
Accounts Department
Preform Department
Maintenance Department
This was an important aspect of survey and the decision regarding choice of data collection
was obtained after careful consideration of accuracy, practicability and cost. There are
many methods of data collection ,but as our survey is based on opinion of population ,I
40%
46%
14%
TABLE:
On the job 20 40
INTERPRETATION:
46%people said that both on and off the job type of training is effective and 40%people
said on the job and 14% are with off the job.
16%
20%
4%
60%
TABLE:
Strongly agree 8 16
agree 30 60
Strongly disagree 2 4
disagree 10 20
INTERPRETATION:
60%people said that enough practice is given in training sessions and 20%
does not agree to it and 16% was agree and only 4% was dissatisfied with it.
DEVELOPMENT IN FUTURE.
Technical presentation marketing Any other
3%
12%
41%
44%
TABLE:
Technical 17 34
Presentation 18 36
Marketing 5 10
Any other 11 22
INTERPRETATION:
36% wants presentation skills should be increased with the help of training programs,
34%people want technical,22% people said that any other and 10% want that marketing
skills to be increased.
LEARN.
STRONGLY AGREE AGREE STRONGLY DISAGREE DISAGREE
0%
6%
42% 52%
Table:
Strongly agree 26 52
agree 21 42
Strongly disagree 3 6
disagree 0 0
INTERPRETATION:
52% people said that they strongly agree that it helps new comers,42% people agree ,6%
3%
39%
41%
17%
Table:
skills 16 32
performance 7 14
knowledge 17 34
Advance carrier 10 20
Interpretation:
34% people said that training is provided for enhancing knowledge,32% said for
9% 2%
28%
61%
Table:
Strongly agree 13 26
agree 28 56
Strongly disagree 4 8
disagree 5 10
Interpretation:.
56% agree that Training is evaluated and improved periodically,26% strongly agree,8%
6%
2% 20%
72%
Table:
Strongly agree 10 20
Agree 36 72
Strongly disagree 3 6
disagree 1 2
Interpretation:
72%people agree that training sessions are useful,20% strongly agree,6% strongly
8%
92%
Table:
yes 39 78
no 11 22
Interpretation:
78% people are satisfied with the training program and 22% are not satisfied with the
training program.
9- DOES TRAINING HELPS TO INCREASE YOUR PRODUCTIVITY.
3%
4%
40%
53%
Table:
Strongly agree 19 38
agree 25 50
Strongly disagree 2 4
disagree 4 8
Interpretation:
50% people said that productivity ahs increased,38% strongly agree,8% disagree and 4%
strongly disagree.
10- REASON FOR SHORTAGE OF SKILLED MAN POWER AT
WORKPLACE IS:
2%
lack of planning
29%
lack of support from senior
49% staff
lack of proper guidance and
training at work place
lack of quality education at
20% primary and secondary level
Table:
Lack of planning 24 48
senior staff
and training at
workplace
Lack of quality 2 4
education at primary
guidance,20% due to support and 4% due to education quality training is not effective.
APROGRAM AGAIN?
Column1
0%
0%
no
7%
yes
93%
Table:
Yes 43 86
no 7 14
Interpretation: 86% people are willing to participate in such a training program and
PROGRAMME?
12%
18%
10%
60%
Table:
Strongly agree 9 18
agree 30 60
Strongly disagree 5 10
disagree 6 12
Interpretation:
60% agree that company is fulfilling its social responsibilities properly,18% strongly
0%
Table:
sessions
Interpretation:
42% people said that sessions are planned ,32% said that there are too many gaps,26%
said that time is wasted these were the complaints about training sessions.
14- TO WHOM THE TRAINING WAS GIVEN MORE IN AN
ORGANISATION.
8%
8%
senior staff
junior staff
22% new staff
62% based on requirement
Table:
Senoir staff 4 8
Junior staff 4 8
New staff 11 22
Based on requirement 31 62
Interpretation:
62% said that training is provided according to the requriment,22% said to new staff,8% was
AN ORGANISATION.
18%
TIME
MONEY
48%
Table:
Time 24 48
Money 7 14
trainer
Interpretation:
48% said that time plays an important role, 14% money, 20% lack of interest, and 18% due to
3. Training is helpful for new comers and every person is provided with enough training
programme.
5. Most of the people are satisfied with training sessions and their productivity has been
increased.
6. Most of the people said that due to lack of planning, training is not successful sometime.
0ften It So Happens That The Managgement Is So Focussed On Achieving The Targets Set That
Training Takes A Backseat And Is Ignored .This Should Not Happen And Training Shoyld Be
Efforts Should Be Made To Make Training Programmes Bi-Directional And Where Both The
Trainer And Trainee Are Equally At Work.This Can Be Done If Methods Other Than Coaching
More Reading Material Should Be Provided Which Can Be Kept For Later Use.
In My View Leadership Skills Can Be Developed More Effectively By Day To Day Interaction
Generally Programme For Training Are So Designed That A Few Topics Like Communication
And Skill Enhancement Get More Priorty And Others Like Personality Development Is
Ignored.If Training Programme Is Carried On A Regular Basis Probably All Topics Should Get
Equal Importance.
Training Results Must Be Immediately Measured And Stored For Future Reference.This Should
Be Done Keeping In View The Continuous Process Improvement Tenet “Nothing Improves
Untill It Is Measured” .
LIMITATIONS OF STUDY
3) It was difficult to complete a study of this nature and to study all the aspect of problem with
in short period.
CONCLUSION:
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
Some of the respondents also suggested that use of latest training methods will enhance the
had been more interactive and in line with the current practices in the market.
The training aids used were helpful in improving the overall effectiveness of the training
programmes.
Some respondents also recommended that the number of training programmes be increased.