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AN INTERNSHIP REPORT

TRANING AND DEVELOPMENT OF

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

This is the project report on a study on “Traning and Development”. The


objective of the study is gain knowledge about how children are reacting regarding
convenience goods.
The project report has assigned by during the project report researched on how
children are reacting well and what’s an effect.
A report was also done for understanding the selection or preferring of
convenience goods by human resource management.

(Thus the project reports are brand on.)


Acknowledgement

It is my proud privilege to express my deepest gratitude to a number of helping

hands for their indefatigable cooperation that enabled me to shape my study.

Indeed this page of acknowledgement shall never be able to touch the horizon of

generosity of those, who rendered help to me.

It’s my utmost pleasure to extend my sincere gratitude to Brindavan Beverages

Pvt. Limited for offering me an opportunity to undergo summer internship

program in this esteemed organization.

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

importance of what I have been taught in my college.

I would like to express my heartiest gratitude to my project guide

and mentor, without whom this compilation wouldn’t have been possible

and also to for her guidance. His invaluable experience and exceptional

mentoring provided us with gainful insights on practical applications of the

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

the course of program.

I express my gratitude to all of them.

ASHISH MISHRA
LIST OF CONTENTS PAGES

1. INTRODUCTION

o BRIEF OF THE ORGANISATION 5-27

o LITERATURE REVIEW 28-56

2. RESEARCH PROBLEM 57

3. OBJECTIVE OF THE STUDY 58

4. RESEARCH METHODOLOGY 59-65

5. DATA PRESENTATION AND ANALYSIS 66-80

6. FINDINGS 81

7. SUGESSTIONS AND RECOMMENDATION 82

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

The Coca-Cola Company exists to benefit and refresh everyone it touches.


Coca-Cola, the product that has given the world its best- known taste was born in
Atlanta, Georgia on May 8, 1886. Coca-Cola Company is the world’s leading
manufacturer, Marketer and distributor of non-alcoholic beverage concentrates and
syrups, used to produce nearly 400 beverage Type Public(NYSE:KO)

brands. The corporate headquarters are in Industry Beverage


Founded 1886, USA
Atlanta, with local operations in over 200
Headquarters Atlanta, Georgia , USA
countries around the world. The Coca-Cola Area served Worldwide
Company began building its global network in Key People Muhtar Kent
(Chairman and CEO)
the 1920s.Coca-Cola system has successfully
Products Coca Cola
applied a formula on a global scale “Provide a Carbonated Soft Drinks
Water
moment of refreshment for small amount of Other non alcoholic beverages

money a billion times a day”.


Employees 92,400 (October 2009)
Website KO.com
When launched Coca-Cola two key ingredients
were cocaine (benzoyl methylecgonine) and caffeine. The cocaine was derived from the
coca leaf and the caffeine from kola nut, leading to the name Coca-Cola (the "K" in Kola
was replaced with a "C" for marketing purposes Coca-Cola often referred to simply as
Coke (a registered trademark of The Coca-Cola Company in the United States since
March 27, 1944)was invented in May 1886 by Dr. John Stith Pemberton in Atlanta,
Georgia. The name "Coca-Cola" was suggested by Dr. Pemberton's bookkeeper, Frank
Robinson. He penned the name Coca-Cola in the flowing script that is famous today.

Coca-Cola was first sold at a soda fountain in Jacob's Pharmacy


in Atlanta by Willis Venable. The first sales were at Jacob's
Pharmacy in Atlanta, Georgia, on May 8, 1886.It was initially sold
as a patent medicine for five cents a glass at soda fountains,
which were popular in the United States at the time due to the belief that carbonated
water was good for the health.
Pemberton claimed Coca-Cola cured many diseases, including morphine addiction,
dyspepsia, neurasthenia, headache, and impotence.
Pemberton ran the first advertisement for the beverage on May 29 of the same year in
the Atlanta Journal. The company was formed to sell three main products: Pemberton's
French Wine Cola (later known as Coca-Cola), Pemberton's Indian Queen Hair Dye,
and Pemberton's Globe Flower Cough Syrup.[The Coca-Cola formula and brand was
bought in 1889 by Asa Candler who incorporated The Coca-Cola Company in 1892.

In 1892 Candler incorporated a second


company, The Coca-Cola Company (the current
corporation), Coca-Cola was sold in bottles for
the first time on March 12, 1894. The first
Outdoor wall advertisement was painted in the
same year as well in Cartersville, Georgia. CAN
of Coke first appeared in 1955. On February 7,
2005, the Coca-Cola Company announced that
in the second quarter of 2005 they planned to launch a Diet Coke product sweetened
with the artificial sweetenersucralose, the same sweetener currently used in Pepsi One.
On March 21, 2005, it announced another diet product, Coca-Cola Zero, sweetened
partly with a blend of aspartame and acesulfame potassium. On July 5, 2005, it was
revealed that Coca-Cola would resume operations in Iraq for the first time since the
Arab League boycotted the company in 1968.In India, Coca-Cola ranked third behind
the leader, Pepsi-Cola, and local drink Thums Up. The Coca-Cola Company purchased
Thums Up in 1993. As of 2004, Coca-Cola held a 60.9% market-share in India.

Coca-Cola was the first commercial sponsor of the Olympic


games, at the 1928 games in Amsterdam, and has been an
Olympics sponsor ever since .Special aluminum bottle
designed exclusively for the Vancouver 2010 Olympic Winter Games Torch Relay.
This corporate sponsorship included the 1996 Summer Olympics hosted in Atlanta,
which allowed Coca-Cola to spotlight its hometown.
Since 1978, Coca-Cola has sponsored each FIFA World Cup, and other competitions
organized by FIFA. In fact, one FIFA tournament trophy, the FIFA World Youth
Championship from Tunisia in 1977 to Malaysia in 1997, was called "FIFA — Coca Cola
Cup".

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

A Can of Coke (12 fl ounces/355ml) has 39 grams of


carbohydrates (all from sugar, approximately
10teaspoons), 50 mg of sodium, 0 grams fat, 0 grams
potassium,140calorie.

Formula of 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.

The World’s Most Powerful Brand


Interbrand’s Global Brand Scorecard for 2003 ranked Coca-Cola the #1 Brand in the
World, estimated its brand value at $70.45 billion .The ranking’s methodology
determined a brand’s valuation on the basis of how much it was likely to earn in the
future, distilling the percentage of revenues that could be credited to the brand, and
assessing the brand’s strength to determine the risk of future earnings forecasts.
Considerations included market leadership, stability, and global reach, incorporating its
ability to cross both geographical and cultural borders.

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

 To be a leader in our business by delivering Quality Products and services through

continuous innovation without compromising our core values of Trust, Integrity,

Passion and excellence.

We will achieve this through our commited and capable team, always stretching

the perceived limits

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

by creating and executing future scenarios in the consumption space leading to

economic development.
 We shall maintain the infusion global brands with confidence.

 We shall be efficient, and commited to quality in whatever we do.

 We ensure our positive attitude.

SOFT DRINK MARKET IN INDIA


Today India is one of the most potential markets, with population of around

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

multinational companies of entering India. They feel that a huge population

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

volume could touch 1 billion cases.

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

drinks Campa Cola and Parle people (Thumsup and Limca).

Soft drink consists of a flavor base, sweetener and carbonated water. In

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.

The major participants involved in the production and distribution of soft

drink are concentrate and syrup producers, bottlers and retail channel.

Concentrate producers manufacture basic soft drink flavors and retail

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

impulse purchase. Lots of sale depends upon the strength of merchandizing

done at the pint of sale.

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

coke’s exit, switched over to Campo Cola.

The beginning of 1980’s saw the birth of another cola drink, Thums up,

Parley the Gold Spot people, launched it in 1978-79, as “Refreshing Cola”. By


the mid-eighties McDowell’s launched Thrill, and by the late eighties three

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

and grew at the rate 20%.

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

Indian market shares in the beverages Industry.

One of the strongest weapons in Coke armory is the flexibility it has

empowered its people with. In coke every employee, may he be a manager or

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

believes in establishing and nurturing creditability of the salesmen and

making commitment to grow business in accounts. All these factors together

led to a high growth in the Indian market and constantly increasing market.
THE FUTURE OF COCA-COLA

While doing business overseas offers Coke wonderful growth opportunities it

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.

M. Douglas investor, the Chief Executive Officer of the Coca-Cola Company

says, “The past year 1998 has been a challenging period for the Coca-Cola

Company as economic environment became more uncertain in the later part

of 1998, and we strongly believe that our fundamental opportunities for long

term growth have not changed”.

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

astronomical as to be off the boards. It just absolutely added a jet engine to

their performance.

BRANDS OF COKE BBPL:


THUMPS- UP is a leading carbonated soft drink and most trusted brand
in India. Originally introduced in 1977, Thums Up was acquired by The
Coca-Cola Company in 1993.

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.

RGB PET Can


200 ml, 300 ml, 1000 500 ml, 1.5 L,
330 ml
ml 2L
Internationally, FANTA - The 'orange' drink of The Coca-Cola
Company, is seen as one of the favorite drinks since 1940's. Fanta
entered the Indian market in the year 1993.
Over the years Fanta has occupied a strong market place and is
identified as "The Fun Catalyst".
Perceived as a fun youth brand, Fanta stands for its vibrant color,
tempting taste and tingling bubbles that not just uplifts feelings but
also helps free spirit thus encouraging one to indulge in the moment. This positive
imagery is associated with happy, cheerful and special times with friends.

RGB PET Can

500 ml, 1.5 L,


200 ml, 300 ml, 330 ml
2L

World's favorite drinks,the most valuable brand and the most recognizable word across
the world after OK.

COCA-COLA returned to India in 1993 and over


the past ten years has captured the imagination of
the nation, building strong associations with
cricket, the thriving cinema industry, music etc.
Coca-Cola has been very strongly associated with
cricket, sponsoring the World Cup in 1996 and
various other tournaments, including the Coca-Cola Cup in Sharjah in the late nineties.
Coca-Cola's advertising campaigns “Jo Chaho Ho Jaye” and “Life ho to Aisi” were very
popular and had entered the youth's vocabulary. In 2002, Coca-Cola launched the
campaign "ThandaMatlab Coca-Cola" which sky-rocketed the brand to make it India's
favorite soft-drink brand. In 2003, Coke was available for just Rs. 5 across the country
and this pricing initiative togetherwith improved distribution ensured that all brands in
the portfolio grew leaps and bounds.

Coca-Cola had signed on various celebrities including movie stars such as


KarishmaKapoor, cricketers such as Srinath, SouravGanguly, southern celebrities like
Vijay in the past and today, its brand ambassadors are Aamir Khan and HrithikRoshan.

RGB PET Can


200 ml, 300 ml 500 ml, 1.5 L,
330 ml
1000ml 2L

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

Maaza was launched in 1976. Here was a drink that


offered the same real taste of fruit juices and was available throughout the year.
In 1993, Maaza was acquired by Coca-Cola India. Maaza currently dominates the fruit
drink category.

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.

The current advertising of Maaza positions it as an enabler of fun friendship moments


between moms and kids as moms trust the brand and the kids love its taste. The
campaign builds on the existing equity of the brand and delivers a relevant emotional
benefit to the moms rightly captured in the tagline "YaariDostiTaaza Maaza".
RGB Tetra pack PET

250 ml 200 ml 1.2 L

Worldwide Sprite is ranked as the No. 4 soft drink


&is sold in more than 190 countries.
In India, Sprite was launched in year 1999 & today it has grown to be one of the fastest
growing soft drinks, leading the Clear lime category.
Today Sprite is perceived as a youth icon. Why? With a strong appeal to the youth,
Sprite has stood for a straight forward and honest attitude. Its clear crisp refers hing
taste encourages the today's youth to trust their instincts, influence them to be trueto
who they are and to obey their thirst.

RGB PET Can


500 ml, 1.5 L,
300 ml 330 ml
2L

‘’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.

Kinley water Soda


500ml, 1L 1L

 All 200ml and 300ml bottles are produced in RGB (Returnable Glass Bottles)

 All bottles having quantity more than 600ml are produced in PET

(polyethylene Teryphthlene) bottles.

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

U.S. foreign policy.

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

University of Michigan commissioned an independent study of its bottling plants by 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

attempts to introduce mechanisms such as container deposit legislation

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,

independent investigation of the charges.

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

Mahesh yadav C.E.O.

K. K. Chandrakar Vice President

Rakesh Kumar Verma Finance Manager

Sunil Ghai General Manager

A. Raja Rao Plant Manager


A. Raja Rao Production manager

Amrees Dewedi Legal officer

V. S. Chohan Manager- Plant Maintainance

Raj Kumar Sharma Sr. Manager-HR

STRUCTURE OF HR DEPARTMENT

(Sr.HR Manager)

VINOD SINGH ANIL SINGH


(Sr. Executive) (Sr. Executive)

ANJALI GUPTA ARVIND KR.PALI


ARVIND PALI
(HR Assistant) (HR Assistant)
(Executive - H.R)
SWOT ANALYSIS

1. STRENGTH

 Plant location-company is making profit, because there is no other bottling

plant nearby.

 Advanced plant technology

 Coca cola potential brand position in the market.

 Good quality and innovation of the product for long term customer

relationship

 High quality products

 Good inventory system

2. WEAKNESS

 Lack of proper distribution in many areas

 Retailers are not getting scheme time to time

 Insufficient distribution to retailers

 Lack of proper Incentives


3. OPPORTUNITIES

 Can gain large market share

 Can improve marketing mix

4. THREATS

 Pepsi is the major competitor

 Retailers are diverting to Pepsi because they are getting good schemes from

Pepsi.

TRAINING AND DEVELOPMENT

IN

BRINDAVAN BEVERAGES PVT. LTD.

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

Training program is developed in order to promote a safe, eco friendly Effective

performance and to improve quality and productivity by providing training to providing

training to employees in order to develop their skills.

This program details about the training methodology applicable to each employee.

STEPS IN TRAINING PROGRAM

1. SKILL SET IDENTIFICATION – It provides a set of guidelines for skill set

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.

c) HRD personnel will provide all relevant documents of employees.

d) The relevant information regarding post/Designation will help in deciding skill set

or skill required.

2. TRAINING NEED ANALYSIS – It provide set of guidelines for execution of

training need analysis so that the gap of skill level is identified. It also helps in

identifying the type of training required for a employee.


Procedure

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.

b) Plant Manager, Department heads and immediate supervisor in conjugation will

define actual skill level.

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.

e) The plant describes all the skills in 1-5 scale as:

SKILL RATING DETAILS

Little skills 1 Overview of topic

Average skills 2 Basic knowledge of subject with

minimum impact knowledge in own job

area

Good skills 3 Subject skills with aspect and impact in

own job area and monitoring


Very good 4 Execution and implementation of subject

skills with aspect and impact

Excellent skills 5 Detailed subject knowledge, review of

aspect and impact of subject in aspect of

work area, policy making and overcome

the disadvantage to implement the

subject.

3. DEVELPOMENT OF TRAINING CALENDER – It provides procedure for

conduction of internal training.

Procedure

a) A training calendar must be developed after completion of skill gap analysis.

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.

d) During the training training record should be maintained by personal executive.

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

of Human Resource Management.

Training & Development need = Standard performance – Actual performance

Acc to FLIPPO,

“Training is the act of increasing the knowledge and skill of an employee for doing a

particular job.”

It is a short-term educational process and utilizing a systematic and organized procedure by

which employees learn technical knowledge and skills for a definite purpose.

Training refers to the organization’s efforts to improve an individual’s ability to perform a

job or organizational role. It can be defined as a learning experience in which it seeks a

relative permanent change in an individual that would improve his ability to perform the

job.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

Training and development go hand in hand and are often used synonymously

but there is a difference between them. Training is the process of learning a

sequence of programmed behavior. It is an application of knowledge. It gives

people an awareness of the rules and procedures to guide their behavior. It

intends to improve their performance on the current job and prepares them for

an intended job.
Development is a related process. It covers not only those activities, which

improve job performance, but also those, which bring about growth of the

personality. It helps individual in the progress towards maturity and

actualization of potential capabilities so that they can become not only good

employees but better human beings.

NEED FOR TRAINING


 To impart to the new entrants the basic knowledge and skills they need for definite tasks.

 To assist employees to function more effectively in their present positions by exposing

them to new concepts.

 To build a line of competent people and prepare them to occupy more responsible

positions

 To reduce the supervision time, wastage and spoilage of new material.

 To reduce the defects and minimize the industrial accidents.

 To ensure the economical output of the required quality.

 To prevent obsolescence.

 To promote individual and collective morale, responsibility and cooperative attitudes

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.

To increase the commitment level of employees and growth in quality movement

(concepts of HRM), senior management team is now increasing the role of training. Such

concepts of HRM require careful planning as well as greater emphasis on employee

development and long term education. Training is now the important tool of Human

Resource Management to control the attrition rate because it helps in motivating

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

of knowledge, skills, and attitudes (KSAs).

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

training depends on motivation.

 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

Individual training is costly. Group training is advantageous to the organization. Individuals

vary in intelligence and aptitude from person to person. Training must be geared to the

intelligence and aptitude of individual trainee.

TYPES OF TRAINING

Training is required for several purposes. Accordingly training programmes may be of the

following types

 Orientation training: Induction or orientation training seeks to adjust newly appointed

employees to the work environment. Every new employee needs to be made fully familiar

with his job, his superiors and subordinates and with the rules and regulations of the

organization. Induction training creates self-confidence in the employees. It is also knows

as pre-job training. It is brief and informative.


 Job training: It refers to the training provided with a view to increase the knowledge and

skills of an employee for performance on the job. Employees may be taught the correct

methods of handling equipment and machines used in a job. Such training helps to

reduce accidents, waste and inefficiency in the performance of the job.

 Safety training: Training provided to minimize accidents and damage to machinery is

known as safety training. It involves instruction in the use of safety devices and in safety

consciousness.

 Promotional training: It involves training of existing employees to enable them to perform

higher-level jobs. Employees with potential are selected and they are given training

before their promotion, so that they do not find it difficult to shoulder the higher

responsibilities of the new positions to which they are promoted.

 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

account of rapid changes in technology and work methods. Refresher or re-training

programmes are conducted to avoid obsolescence of knowledge and skills.


TRAINING AND DEVELOPMENT AS SOURCE OF

COMPETITIVEADVANTAGE

Companies derive competitive advantage from training and

d e v e l o p m e n t . Training and development programmers’, as was pointed out earlier,

help remove performance deficiencies in employee. This is

particularly true when –

(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

to do the job better, and

(3) Supervisors and peers are supportive of the desired behaviors.

There is greater stability, flexibility, and capacity for growth in an

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

t w o w a y s . E m p l o y e e s become efficient after undergoing training. Efficient

employees contribute to the growth of the organization. Growth renders

stability to the workforce. Further, t r a i n e d e m p l o y e e s t e n d t o s t a y w i t h

t h e o r g a n i z a t i o n . T h e y s e l d o m l e a v e t h e company. Training makes the

employees versatile in operations. All rounder scan be transferred to any job.

Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in

increased profits from year to year.


Accidents, scrap and damage to machinery and equipment can be avoided or

minimized through training. Even dissatisfaction, complaints, absenteeism, and

turnover can be reduced if employees are trained well. Future needs of

employees will be met through training and development.

Organizations take fresh diploma holders or graduates

as apprentices or management trainees. They are

absorbed after c o u r s e completion. Training serves as an effective

source of recruitment. Training is an investment in HR with a promise of better

returns in future.

METHODS OF TRAINING:-

METHODS OF
TRAINING

ON- THE- JOB OFF- THE- JOB


METHODS METHODS
Methods of training

A multitude of techniques are used to train employees. Training techniques

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

It is the verbal presentation of information by an instructor to a large audience. The

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

communication is a one-way communication and there is no feedback from the audience

because in case of very large groups it is difficult to have interactive sessions. Long lectures

can also cause Boredom.

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.

3) On- the – Job- Training

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.

4) Programmed Instruction (PI)

In this method, training is offered without the intervention of the trainer.

Information is provided to the employee in blocks, in form of books or through teaching

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

response. Thus PI involves:

Presenting questions, facts, and problems to the learner.


Allowing the person to respond

Providing feedback on the accuracy of the answers

If the answers are correct, he proceeds to the next block or

else, repeats the same.

However it is an impersonal method and the scope of learning is less as

compared to other methods of training. Also the cost of preparing books,

manuals and machinery is very high.

5) Computer Assisted Instruction (CAI)

This is an extension of the PI method. In this method, the learner’s response

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

conditions encountered at the job. It is an attempt to create a realistic for decision-making.

This method is most widely used in Aeronautical Industry.

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

investment is required for the equipment.

8) Case study

It is a written description of an actual situation in the business, which provokes the

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

mend the attitude or thinking of an individual.

9) Role Playing and Behavior Modeling

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:

Fundamental psychological process by which new patterns of behavior

can be acquired and existing ones can be altered.

“Vicarious process” learning takes place not by own experience but by

observation or imagination of others’ action.

It is referred to as “copying”, “observational learning” or “imitation”

implying that it a behavior is learned or modified through observation of

other’s experiences.

This change may be videotaped and showed to the trainee and he can

review and critique it.

It also helps him see the negative consequences that result from not using

the behavior as recommended.

10) Sensitivity Training

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

of others about them and increased understanding of group process. Examples:

Laboratory training, encounter groups. Laboratory training is a form of group training

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.

11) Apprenticeships and Coaching

It is involved learning from more experienced employee/s. This method may be

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

participation and facilitates transferability. Coaching is similar to apprenticeships. But it is

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

stress is laid on productivity, whereas here, the focus is on learning.

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

New Consolidation Imparting


Emerging Of Training
Areas Training needs

Collecting
Feedback for
Annual Further Training
Training
Calendar

Monitoring of
Actual vs the
Identified
Training needs.
TRAINING PROCEDURE:

Identification of Needs

Preparation of Training Plan

Imparting Training

Feedback

Training Effectiveness

PREPARATION OF TRAINING PLAN

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

training conducted vis-à-vis the identified training needs on a monthly basis.

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

experience and feedback received from the earlier participants.

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

the Monthly Personnel Report.

FEEDBACK

A feedback is taken from the participants through a questionnaire on the programme and

their impressions in order to further improve upon the same..

INDUCTION TRAINING

STAFF/ OFFICERS/ MANAGERS


This is carried out as the very first step for any new entrant into the branch at the Staff/

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

to the respective department head. The objective of the induction programme is to

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

to submit a report to the Personnel Department.

MANAGEMENT TRAINEE’S TRAINING

Management trainees are given a fortnight of induction programme. Corporate HR advises

it as per Management Trainee Training programme designed by them. Thereafter, a detailed

training programme is carried out whereby the incumbent is to understand in depth of

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

personnel, a training brochure is developed. The brochure developed consists of the

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.

- Programme content: Topics being covered during the training.

- Methodology adopted.
- Programme faculty.

- Personnel to be covered.

- Training methodology.

- Training effectiveness criteria and scale.

The training effectiveness is measured by measurement of the achievement of the objectives.

This lists down the measurement indicators, achievement of which will ensure that

programme objectives are achieved.

A person gets nominated for the training programme in the following two ways:

a) Training programme flowing from the training needs.

b) Training programme for testing out the training/ increased awareness/ general

information/ omnibus training types etc.

The Benefits of Employee Training

How Training Benefits the Organization:

 Leads to improved profitability and/or more positive attitudes towards profit

orientation. Improves the job knowledge and skills at all levels of the organization

 Improves the morale of the workforce


 Helps people identify with organizational goals

 Helps create a better corporate image

 Fosters authenticity, openness and trust

 Improves relationship between boss and subordinate

 Aids in organizational development

 learns from the trainee

 Helps prepare guidelines for work

 Aids in understanding and carrying out organizational policies.

 Provides information for future needs in all areas of the organization

 Organization gets more effective decision-making and problem-solving skills

 Aids in development for promotion from within


 Aids in developing leadership skills, motivation, loyalty, better attitudes ,and other

aspects that successful workers and managers usually display

 Aids in increasing productivity and/or quality of work

 Helps keep costs down in many areas, e.g. production, personnel, administration,

etc.

 Develops a sense of responsibility to the organization for being competent and

knowledgeable

 Improves Labour-management relations

 Reduces outside consulting costs by utilizing competent internal consultation

 Stimulates preventive management as opposed to putting out fires

 Eliminates suboptimal behaviour (such as hiding tools)

 Creates an appropriate climate for growth, communication

 Aids in improving organizational communication


 Helps employees adjust to change

 Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits to the Individual Which in Turn Ultimately Should Benefit the Organization:

 Helps the individual in making better decisions and effective problem solving

 Through training and development, motivational variables of recognition,

achievement, growth, responsibility and advancement are internalized and

operationalised

 Aids in encouraging and achieving self-development and self-confidence

 Helps a person handle stress, tension, frustration and conflict

 Provides information for improving leadership, knowledge, communication skills

and attitudes

 Increases job satisfaction and recognition

 Moves a person towards personal goals while improving interactive skills


 Satisfies personal needs of the trainer (and trainee)

 Provides the trainee an avenue for growth and a say in his/her own future

 Develops a sense of growth in learning

 Helps a person develop speaking and listening skills; also writing skillswhen

exercises are required. Helps eliminate fear in attempting new tasks

Benefits in Personnel and Human Relations, Intra-group & Inter-group Relations and

Policy Implementation:

 Improves communication between groups and individuals:

 Aids in orientation for new employee and those taking new jobs through transfer or

promotion

 Provides information on equal opportunity and affirmative action

 Provides information on other government laws and administrative policies

 Improves interpersonal skills.


 Makes organizational policies, rules and regulations viable.

 Improves morale

 Builds cohesiveness in groups

 Provides a good climate for learning, growth, and co-ordination

 Makes the organization a better place to work and live

TRAINING, DEVELOPMENT AND EDUCATION

Human resource development programmes are divided into three main categories:

TRAINING, DEVELOPMENT AND EDUCATION.

Although some organisation treat them under training or both training and development,

but by dividing them desired goals and objects more meaningful and precise.

TRAINING: is acquisition of technology, skill or knowledge which permits employees to

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

introduced into the workplace.

Mc Farland defines several concepts used in the development of human resources.

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

among managerial personnel through educational and training process.

Distinction between training and education:

TRAINING EDUCATION

Application Theoretical orientation

Job experience Classroom learning

Specific tasks General concepts

Narrow perspective Broad perspective

 Training and education differ in nature and orientation but they are

complimentary.

 Development refers to learning opportunities which are designed to help employees

grow.

EDUCATION: The purpose of education is to teach theoretical concepts and develop a

sense of reasonining and judgement that any training and development programme must

contain an element of education is well understood by HR specialist. any such programme


has university professors as resource persons to enlighten participants about theoretical

knowledge of the topics proposed to be discussed. In fact organisations depute or

encourage employees to do courses on a part-time. Chief executive officers are known to

attend refresher courses conducted by business schools. Education is more important

managers and executives than for lower cadre workers.

Research Problem

 Understanding of training and development as a basic responsibility of

Management and administration ,So That knowledge and skills can be improved

 Productivity can be improved ,reduce the accidents, maintenance cost and time

 Employees are able to adapt changing environment and challenges

Objectives Of Study

 Promote an understanding of training and development as a basic

responsibility of management and administration.


 To know what type of training is provided.

 Reduce the maintenance cost and time..

 Help reduce the accidental cases

 To make employees able tyo adapt to the changing problems and

challenges.

 To improve skills, common knowledge and attitude.

 Identify the gaps in skill matrix and to reduce gaps and raise the

level of expertise

 To increase the productivity of employees

Research Methodology

Research methodology is a systematic way, which consists of series of actions

or steps necessary to effectively carry out research and the desired sequencing

of these steps. The research is a process of involving a number of interrelated

activities, which overlap and do rigidly follow a particular sequence .it

consists of the following steps-

 Problem definition

 Approach to the problem

 Type of research design


 Sources of data collection:

 Secondary

 Primary sources

 Sampling techniques

Research methodology can be defined as a systematic way of approaching a problem to

identify the truth and for this certain step should be taken in a systematic order and these

steps are called methods

“research methodology is a process of planning ,acquiring, analyzing and disseminating

relevant data and information”

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

the methodology means correct arrangement of thoughts and knowledge.

Why Research Required

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

which is hidden and which has not been discovered yet.

Though Each Research Study Has Its Own Specific Purpose,But Generally Researches

Are Done:

 To gain familiarities with a phenomenonor to achieve new insights into it.


 To determine the frequency with which something occurs or with which associated with

something else.

 To test the hypothesis of casual relationship between variables

 To take appropriate decisions.

Research is a careful and systematic effort of gaining the new knowledge.research is an

original contribution to the existing stock of knowledge making for its advancement;it is

pursuit of true with the help of study ,observation,comparison and experiment.

In short the search of knowledge through objectives and systematic method of finding

solution to problem is research.

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

research problem.we need information regarding effectiveness of training in overall

development of employees .for this purpose we prepared questionnaire so as to find out the

perception of employees regarding training programme.

The research design is the plan ,structure and strategy of investigation conceived so as to

obtain answer to research questions and to control variance.

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

combination of research design is used to reach a solution .

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.

Type Of Research Design

Type if research design can be either exploratory or conclusive.

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.

This research is a descriptive research because it is marked by the prior formulation of

specific hypothesis and methods used for the purpose are primary data analysis, surveys

and observations.

Tools Used:

The various tools used for this analysis were-

Questionnaire: The questionnaire is aimed to get insightful data of BRINDAVAN

BEVERAGES PVT LTD. company employee’s.

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

the basis of Variable age groups, Variable Experience groups.

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

could not be converted to relevant information for analysis is ignored.

Sample Size

The sample size of respondent is taken as 50 in number.

Summary of methodology:-

Research design - Descriptive

Research method - survey of Brindavan Beverages Pvt .Ltd employees and associates

Data source - Primary & secondary


Data collection method - Questionnaire

Area covered - Bareilly

Sample size - 50

Sources of Data Collection

Primary Sources

 Direct personal observation

 Indirect oral interviews

 Information through questionnaire filled by respondents

Secondary Sources

 Website

 company

Sampling and Sample Design:

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

fraction of such items .it is called a sample..

The population covered was heterogeneous with respect to background. therefore in order

to get sufficient information and to make population homogenous, stratified random

sampling method is used in the proposed survey and the population under the study was

stratified into 6 strata.

Stratum Population Was From Following Departments-

 Quality Department
 It Department

 Hr Department

 Accounts Department

 Preform Department

 Maintenance Department

Method of Collection of Information

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

adopted the “interviewing method” using a prescribed questionnaire.

1-TYPE OF TRAINING YOU THINK IS MOST EFFECTIVE


ON THE JOB OFF THE JOB BOTH ON AND OFF THE JOB

40%
46%

14%

TABLE:

Responses Number of employees Percentage

On the job 20 40

Off the job 7 14

Both On and Off the job 23 46

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.

2-ENOUGH PRACTICE IS GIVEN DURING TRAINING SESSIONS.


Strongly agree agree strongly disagree disagree

16%
20%

4%

60%

TABLE:

Responses No. of employees Percentage

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.

3- TRAINING AREA WHICH IS MORE IMPORTANT FOR

DEVELOPMENT IN FUTURE.
Technical presentation marketing Any other

3%
12%

41%

44%

TABLE:

Responses No. of employees percentage

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.

4- TRAINING PROVIDES AN OPPURTUNITY FOR NEW COMERS TO

LEARN.
STRONGLY AGREE AGREE STRONGLY DISAGREE DISAGREE

0%

6%

42% 52%

Table:

Responses No. of employees Percentage

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%

people does not favour it .

5- PRIMARY GOAL OF TRAINING.


skills performance knowledge advance carrier

3%

39%

41%

17%

Table:

Responses No.of employees percentage

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

skills,20% for advance carrier and 14% for performance to be increased.

6- DOES TRAINING IS EVALUATED AND IMPROVED PERIODICALLY.


strongly agree agree strongly disagree disagree

9% 2%

28%

61%

Table:

Responses No.of employees percentage

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%

strongly disagree and 10% people disagree.

7- TRAINING SESSIONS USEFUL IN ORGANISATION.


strongly agree agree strongly disagree disagree

6%
2% 20%

72%

Table:

Responses No.of employees percentage

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

disagree and 2% disagree.

8- ARE YOU SATISFIED WITH TRAINING PROGRAM?


0% 0%
yes no

8%

92%

Table:

Responses No .of employees percentage

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.

strongly agree agree strongly disagree disagree

3%
4%

40%

53%

Table:

Responses No.of employees percentage

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:

Responses No.of employees percentage

Lack of planning 24 48

Lack of support from 10 20

senior staff

Lack of proper guidance 14 28

and training at

workplace

Lack of quality 2 4

education at primary

and secondary level


Interpretation:48% people said that due to lack of planning,28% said due to improper

guidance,20% due to support and 4% due to education quality training is not effective.

11- WOULD YOU BE WILLING TO PARTICIPATE IN SUCH

APROGRAM AGAIN?

Column1
0%
0%

no
7%

yes
93%

Table:

Responses No.of employees Percentage

Yes 43 86

no 7 14

Interpretation: 86% people are willing to participate in such a training program and

14% are not satisfied.


12- ARE THE ORGANISATION SOCIAL RESPONSIBILITY AND

RESPECT FOR DIVERSITY REFLECTED IN TRAINING

PROGRAMME?

STRONGLY AGREEE AGREE STRONGLY DISAGREE DISAGREE

12%
18%

10%

60%

Table:

Responses No.of employees Percentage

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

agree,10% strongly disagree and 12% disagree.


13- GENERAL COMPLAINTS ABOUT THE TRAINING SESSIONS.

0%

Take away precious time


26%

42% Too many gaps between


the sessions
Training sessions are
planned
Boring and not useful
32%

Table:

Responses No.of employees percentage

Take away precious time 13 26

Too many gaps between the 16 32

sessions

Training sessions are planned 21 42

Boring and not useful 0 0

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:

Responses No.of employees Percentage

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

said for both junior staff and senior staff.


15- IMPORTANT BARRIERS TO TRAINING AND DEVELOPMENT IN

AN ORGANISATION.

18%
TIME

MONEY
48%

20% LACK OF INTEREST BY THE


STAFF
NON AVALIBILITY OF
SKILLED TRAINER
14%

Table:

Responses No.of employees percentage

Time 24 48

Money 7 14

Lack of interest by staff 10 20

Non avalibility of skilled 9 18

trainer

Interpretation:

48% said that time plays an important role, 14% money, 20% lack of interest, and 18% due to

non availability of skilled trainer are the barriers.


FINDINGS
1. Most of the employees said that both on and off the job training is effective.

2. Most of the people want training in presentation.

3. Training is helpful for new comers and every person is provided with enough training

programme.

4. Goal of training is to enhance knowledge and skills.

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.

7. Training are provided to employees according to requirements.

Suggestions & Recommendations

 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

Made A Part Of Regular Organizational Activity.

 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

Such A Role-Plays,Audiovisuals Etc Are Used.

 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

Rather Than Short Term Training Programmes.

 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

 1) The research process was time consuming ad little expensive well.

 2) The sources of data collection were limited.

 3) It was difficult to complete a study of this nature and to study all the aspect of problem with

in short period.

 4) The time factor is important

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

and thus need to be increased.

 Some of the respondents also suggested that use of latest training methods will enhance the

effectiveness of the training programmes.


 Some respondents believe that the training sessions could be made more exciting if the sessions

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.

 The training programmes were able to improve on-the-job efficiency.

 Some respondents also recommended that the number of training programmes be increased.