Training & Development

MADAVI EDIBLE BRAWN OILS PVT LIMITED TRAINING AND DEVELOPMENT
INTRODUCTION TO HUMAN RESOURCES

MANAGEMENT
It is rather difficult to say spontaneously what management means,

though we have studied a course in Management. But it is necessary to
recall to what management is before studying Human Resource
Management.
Management has been defined by Marry Parker Follett as “ the art

of getting things done through people”. But Management is further
defined as “that field of human behavior in which plan organize, staff,
direct and control human, Physical and financial resources in an
organization effort. In order to achieve desired individual and group
objectives with optimum efficiency and effectiveness.
It is clear from this definition that management is concerned with

accomplishment of objectives by utilizing Physical and financial
resources through the efforts of human resources.
Thus Human resources is a crucial Sub system on the process of

management. The term human resource is quite popular in India with the
Institution of Ministry of Human Resource Development in the Union
Cabinet. But most of people may not known what exactly the resources.
The term human resources can be thought of as the total

knowledge, skill, creative abilities, talents and aptitudes of an
organizations work force as well as the value attitudes and beliefs of the
individual involved. The term Human Resource can also be explained the
V.S.M. COLLEGE 1 ANDHRA UNIVERSITY

sense that it is resource like any natural human factors, human asset,
human capital and the like.
The terms Labour and Manpower had been used widely denoting
mostly the physical abilities and capacities of employees. The term
personal
has been used widely in the recent post to denote persons employed in
any services.
NATURE AND SCOPE OF HUMAN RESOURCE MANAGEMENT
People in any organization manifest themselves not only through

individual sections but also through group interactions when individuals
come to work place, they come with not only technical skills, Knowledge
etc. But also with their personal feelings, perception desires, motivates
attitude, values etc., Therefore employee management in organization
skills but also other factors of the human resources.
MEANING OF HUMAN RESOURCE MANAGEMENT
Different terms are used to denote human resources management.

They are labour administration, Labour Management relations, employee
– employer relations, industrial relations personal administration,
personal management, human capital management, human asset
management, human resource management and the like. Though these
terms of distinction lies in the scope or coverage and evolutionary stage.
In simple sense, human resource management means employing people,
human resources, utilizing, maintaining and compensating their services
in tune with the job and organizational requirements.

Personal management as defined by the Institute of personal

management in UK and subsequently adapted by Indian Institute of
personal management is as follows.
Personal management is a responsibility of all those who manage

people as well as description of the work of those who are employed as
specializes. It is that part of the management which is concerned with
people work and with their relationships with an enterprise. It applies not
only to industry and commerce but also to all fields of employment
This definition can be summarized as follows
1. Personal management is a responsibility of all line managers in an

organization like General Manager, Production Manager,
Marketing Manager, Finance Manager etc…. and it is a staff
function. i.e., it is the function of Personal Manager who is appoint
as a special.
2. Personal Management is a pert of management.
3. This applies to all organizations in the universe.
Personnel Management as “The field of management which has to do
with planning organizing, directing and controlling the functions of
procuring, developing, maintaining and utilizing a labour force, such
that the
a) Objectives for which the company is established are attained
economically and effectively.
b) Objectives of all levels of personal are served to the highest
possible degree.

c) Objectives of Society are duly considered and served. Six Human

Resource Managements can be defined as managing (planning,
organizing, directing and controlling. Employing, developing and
compensating human resources resulting in the creating and development
of human relations with a view to contribute proportionately to the
organizational, individual and social gains.
Management Development:
A business Organization has to develop the potential of all those

who are in Mgmt position (or) who are fresh from management
institutions and have the potential for development.
Development is Necessary Because of the Following Reasons:

Due to rapid change I technology and social change. Mgmt
personnel need to be developed as they have to tackle problems arising
out of introduction of automation, intense market competition. Growth of
new markets. Business leaders are recognizing their social and public
responsibilities which call for much broader outlook on management. To
understand and adjust to change in social – economic forces including
change in public policy, social justice, Industrial democracy, Problems of
Ecology.

Objectives of Management:
 To assure the Organization of availability of required number of

managers with the required skills to meet the Present and
anticipated future needs of business.
 To improve managers performance at all levels of the job.
 To sustain good performance of managers through their careers.
 Management development should be dynamic and qualitative.
Rather than static replacement based on Mechanical rotation.

NEED FOR THE STUDY
Training is one of main functions of human resource management.

Training constitutes an ongoing process in any organization. Workers,
supervisors, managers and executives need to be developed in order to
enable them go grow and acquire maturity of thought of action.
Global competitiveness cannot be reached through tools of

technology, but through workers performing with global standards. These
global standards can be acquired only through training programmes.
So, study is made to understand the training activities in Madhavi

Edible Brawn Oils Pvt Limited, Mandapeta and to know to what extent
these activities have been successful in organization development.

OBJECTIVES OF THE STUDY
In order to carry out the present study in a effective manner, I have

set the following objectives.
1. To Study the training activities in Madhavi Edible Brawn Oils Pvt

Limited.
2. To find out effectiveness of training programmes.
3. To offer suggestions for the improvement of the training
programmes.
4. To find out different types of training methods.
5. To evaluate the advantages occurring to employees from training.
6. To study how training programmes contribute to the goals of the
organization.

METHODOLOGY
The following methodology was adapted to conduct the study.
DATA COLLECTION
The required data was collected both from primary as well as secondary
sources. The primary data collected from the employees through
questionnaire of personal interview and secondary data collected from
manuals and company records.
1) PRIMARY DATA:
The primary data comprises information obtained by the candidate
during discussions with Heads of Departments and from the meeting with
officials and staff.
2)SECONDARY DATA:
The secondary data has been collected from information through
Annual Reports, Public Report, Bulleting and other Printed Materials
supplied by the Company.
In the present study 1/4th of the total information of time is from
primary data and the rest is from the secondary data.
SAMPLE DESIGN
A sample of 50 employees was taken to collect the data pertaining to
training activities in Madhavi Edible Brawn Oils Pvt Limited.

SAMPLING METHOD
Stratified random sampling method has been adopted and the
employees are divided into 3 strata i.e., (Executives, supervisors and
workers) and data was collected from each strat at random.
DATA ANALYSIS
Using statistical tools i.e., tables and bar graphs analyzed data.
SCOPE
This survey has been confined to the employees of Madhavi Edible
Brawn Oils Pvt Limited the problems so found are specific to Madhavi
Edible Brawn Oils Pvt Limited.

LIMITATIONS OF THE STUDY
The following are the limitations which are faced while

carrying on survey in regard to Training and development process.
1) The study is confined to the Madhavi Edible Brawn Oils PVT

Limited, in Mandapeta.
2) The sample size is only 15.88% of the total employees.
3) The sample taken is from Executives, Supervisors and Workers
cadre only.
4) Due to busy schedule of the Human Resources manager it was
difficult to collect full data.

INDUSTRY PROFILE
Oils have come to play vital role in the economy of our country.
These Oils not only for human diet but also provide essential raw
materials for industrial products like soaps, paints varnishes and
lubricants. There are many reasons for ever growing demand for Oils.
The main reason is due to various factors such as increase in

population, rapid industrialization of the country and improved standard
of living with the recent liberalization of licensing and trade control
policies of the government, there is going to be further increase in the
demand for oils human consumption and industrial purpose now a-days
India has been facing the problem of shortage and raises in the prices of
oils. It is the burning problem form the 20 years. The situation is due to
the production of major oil seeds ground nut, mustered, sesame,
sunflower, soybean and linseed & Caster seed.
The presently available sources of oil in India can be divided as

follows.
1. Perennial Oil seed plant like coconut and palm.

2. Annual oil seed like groundnut, rapeseed, mustered, sesame, Niger,
Sunflower, soybean caster and linseed out of these caster and
linseed are non – edible types.
3. Minor Oil seed, like Sal, neem, karanja, kusum, maharaj etc.
4. Oils obtained through technological process such as extraction
from rice bran, cotton Seeds.
We are at present tapping about 25% to 30% of the available potential

for production in all the above sources. All these various oil seeds have
different yields of oil per unit area, depending in their Oil content and
yields of oil seeds per unit area.
The following table gives the average yield of oils per unit area for
various oil seeds.

Average yields of oil pert unit area table:
OIL SEED AVERAGE OIL YIELD
Palm 3200-3500
Coconut 1900-2000
Niger 175-200
Castor 200-225
Sesame 300-325
Mustard 350-375
Linseed 400-450
Ground Nut 600-625

In India most of the production comes form rainfall areas, and

hence there are wide fluctuation in production owing to monsoons-
progress in the evaluation and introduction of high yielding hybrid
varieties are poor when compared to when rice and cotton etc. Owing to
these factors, yield projector is very low.
In these circumstances oil seeds production has to be stepped up

and self efficiency should be achieved as early as possible hence our goal
is to achieve self-sufficiency in the production of the oils with in the
shortest possible span of time.

ROLE OF CO-OPERATIVE SECTOR:-
Co-operative sector is assisted by N.C.D.C and N.D.D.B. having

Oil seed producers as their members have been supporting co-operative
endeavor in integrated development, storage and marketing. The
approach adopted by then is comprehensive enough to associated oil seed
growers co-operatives at the gross root level with oil seed producers as
the participants and beneficiaries. It is important that the formers who are
actually engaged in production of oil seeds are associated with any
strategies adopted for segment actions of oil seeds through co-operatives.
There active involvement would entire then to give further inputs for
production of oils.
IMPORTANCE OF THE PRODUCT:
Non – trading oil can play an important part in the achievement of

oil self sufficiency in our country cotton seed has already established it
self as an important oil source. Rice bran is fast catching up with cotton
seed. Rice bran has great potential in the future. The minor oil seeds of
free origin are slowly gaining importance mainly because of their low
cost. If the policy makers can encourage at even force to the industries to
exploit the vast qualities of minor seeds the edible in wild as non-edible
(industries) oil demand can be satisfactory.

OILS FROM BY-PRODUCTS OF OTHER INDUSTRIES:-
There are several by-products of various agro-based industries

which and can be utilized to obtain oil either industries or edible purpose
cotton seed, grossed nut cake, rice bran are presently the important
sources.
ABOUT THE PRODUCT RICE BRAN OIL:-
The spectra of scarcity if oils has been hunting our national

economy in deferent degrees every since the beginning of seventies lately
since 1977 huge be ports of oils have becomes a necessity to arrest the
raise in prices and met the demand and supply gap by spending huge
foreign exchange to crude oil.
The crisis has become the more serious on account of standard in

the production of traditional oil seeds mainly ground nut and mustard on
one hand and ineffective utilization of the vast of resources of oils which
can available by taping rice bran and minor oil seed of origin and not
adopting a concrete national policy has made the crisis serious.
In fact the rice bran oil can argument substantial quantity of oil in
the country like many Asian countries including Japan Herman’s thus
land where rice bran oil has came to stay as a cooking medium and also
for industrial purposes.

State wise processing capacity of rice bran in India:-
Daily production Annual production

State
(MT) (MT)
Andhra Pradesh 7425 22,27,500
Assam 110 33,000

Delhi 30 9,000
Gujarat 1740 5,22,000
Haryana 1685 5,05,000

Karnataka 2050 6,15,000
Kerala 470 1,41,000
Madhya Pradesh 2690 8,07,000

Maharastra 1715 5,14,500
Orissa 140 42,000
Punjab 2580 7,74000
Rajasthan 2680 2,04,000
Tamilnadu 1330 3,99,000

Uttar Pradesh 2932 879,600
West Bengal 720 2,16,000
Pondicherry 150 45,000

A conference organized by the solvent extract association of India

on 1977 on rice bran oil is of the significant trails taken up by or
industrial organizations on the field of oils, since a slightest hike in
import price of crude oils brings a marked change in Indian markets
especially of oils.
Solvent extraction industry in India:
Solvent extraction is pre-dominantly on agricultural on agricultural

based industry. In solvent extracting the oil contents in various
agricultural products. That is Rice bran, soybean, saluted-decorticated oil
cakes etc., is extracted without changing the other properties of the input
material. In view of the agricultural depend this industry occupies a
significant place in Indian economy. The overall installed capacity of the
industry in India 2, 66,10,000 MTS per year and the total no of solvent
interaction plant in India is 42%.
The following is the state wise advent extraction plant and their
processing capacity.

State Wise Solvent Extraction Plants in India:
Daily
No. of Solvent Annual Processing
State Processing
Extraction plants Capacity (MTS)
Capacity(MTS)
Andhra
57 10,610 31,83,000
Pradesh
Assam 1 150 45,000
Delhi 1 45 13,500
Gujarat 55 11,645 34,93,500
Haryana 20 2,290 66,87,000
Karnataka 6 750 2,25,00
Madhya
67 27,475 82,42,500
Pradesh
Maharastra 60 11,803 35,41,500
Orissa 5 330 99,000
Punjab 22 3,510 10,53,000
Rajasthan 27 7,125 21,37,500
Tamilnadu 21 2,660 7,98,000
Uttar
26 4,000 12,00,000
Pradesh
West
12 1,060 3,18,000
Bengal
Pondicherry 1 200 60,000
Total 421 88,700 2,66,10,000
In view of the growing demand for oils and for cattle

feed, the importance of the solvent extraction industry is very significant

and it plays a very import role in Indian Economy. The present growth
rate of industry is around 5%.
The inflation rate of general goods is above 20%. It is
surprised that in case of oils the inflation is above 30%. There is still a
danger in as government has no other growth expect to resort to fix the
inflationary to be standard prices in order to fill reservoir of resources and
to meet the budget.
Many learned and eminent industries, technologist and
manufactures about manufactures about modernization of rice bran.
Processing to produce quality with low concern by installing stabilizers
of three or four varieties and to extract oil with 10% to 15% suitable for
industrial purpose by refining scope of exploitation of complete bran
available in Indian for production of bran oil, problems formed by rice
mills, solvent extraction industries types of stabilizer to install to control
T.T.A. rice bran is problem in refining the bran oil like Maxellaiming,
dewoding neutralization bleaching and deodorization and physical
refining etc.
In view of the growing demand for oils and for cattle feed,
the importance of the solvent extraction industry is very significant and it
plays a very import role in Indian Company. The present growth rate of
industry is around 5%.
Previously the oils obtained by solvent extraction are used in
the manufacture of soaps, detergents, but with the recount development in
technology and the solvent extraction plants are able to produce edible
grade oils. Which the fit for refining in order produce refined cooling
grade oils, which is a source commodity in India. Thus this industry has
major role to pay in India’s oil trade. The activities of the industry are
monitored by the solvent extractors’ moderation of India, located at
Bombay.
COMPANY PROFILE

Madhavi Edible Brawn Oils Limited was formally known as

Madhavi Edible Brawn Oils Private limited. It was incorporated in the
year 1993 with an installed capacity of 150 TPD.
Sri.V.PattabhiramayyaChowdary, Sri.V.V.V.S.S.Babu and their
associates are the major promoters of the company. The company was
renamed after as m/s.Madhavi Edible Brawn Oils Limited in 1999. The
factory is located at Mandapeta . The land of Mandapeta is very much
Fertile for the cultivation of paddy, Mandapeta is connected by road and
canal. The company’s installed capacity was increased from 150 TPD to
200 TPD in the year 1997 by adding additional machinery .Again in
2002-2003 the installed capacity was increased from 200 TPD to 250
TPD and then from 250 TPD to 290 TPD.
The affairs of the company were previously managed by

Sri.V.Rudra Prabhakara Chowdary, Manging Director,
Sri.M.Tirumala Rao, Managing Director and other partners of the
company along with other functional heads under the chairman ship of
sri.V.Pattabhi Raamaya Chowdary up to August 1996.
The company restructured its board of directors in the month of

August 1996 wit a view to strengthen its management.
INFRASTRUCTURE FACILITIES :-

All the infrastructure and productions facilities are available to the

unit and the availability of the raw material rice Brawn is assured on
account of large number of large rice mills operating in the East Godavari
District.
RAW MATERIAL:-
The Directors and their associates are having their ricemills
and there is no problem to anticipate in producing raw material rice
Brawn ,as the crop is good in rabbi and khariff Seasons.
HEXANE :-
Hexane, which is one of the critical raw materials used in solvent
Extraction process (SEP) units, is at present available freely from Indian
Oil Corporation (IOC)
And no difficulties are foreseen in producing the same in required
quantities.
POWER:-
450 KVA Transformer has been installed for the plant and this will
be sufficient for the requirements of Madhavi edible brawn oils pvt
limited .The company also has a 250 KVA generator set as an alternative
to meet power cuts and power shortages.
TRANSPORT:-

The company owns three vehicles to transport oils and also

engages the services of local transport contractors. They are located near
Rajamundry Railway Station and Kakinada ports, through which De Oil
Brawn(DOB) is exported.
LABOUR:-
There is no problem of storage of labour in the district,the company
engages contract labour without any difficulty.
WATER:-
The Company has a bore-well and also a permit from PWD to get
water from the near by canal.
MANUFACTURING PROCESS:-
The Manufacturing process comprises of converting raw rice Brawn
into pellets by feeding rice brawn through palletizes. The Solvent plant
consists of two separate extractions, one for edible grade and other for
non-edible into which then rice Brawn pallets are charged. in each of the
Extractors are the extraction process takes place continuosly,counter
current flow of normal Hexane and for finally the miscellaneous(RB OIL
+ HEXANE’S MIXTURE) in withdrawn by means of pumps into two
separate miscelle-holding tanks.
The two Extractors then discharge the extracted men (de oiled rice
Brawn into a common conveyor, which takes the material to stream
heated dryers where the hexane is re-circulated into the extractors by
means of pumps.The dried de oiled meal from the dryers drops in to
streaming pans where the final traces of hexane is stripped off by direct

injecting streams and such de oiled meal is taken by means of a conveyor

to conditioning section when it is bagged.
Manufacturing cycle starts with the purchase and use of raw

material and completes with the production of finished goods. Longer the
manufacturing cycles, large will be the firms working capital
requirements. An extended manufacturing time span means a larger tie-up
of finds in inventories. Thus if there are alternative ways if manufacturing
a product, the process with the shortest manufacturing cycle should be
choosen.Once a manufacturing process has been selected it should be
ensured that manufacturing cycle is completed within the specified
period. This needs proper planning and co-ordination at all levels of
activity. Any delay in manufacturing process will result in accumulation
of work in process of waste of time.Inorder to specifically to firms
manufacturing industrial products, have a policy of asking for advance
payments from their customers.Non-Manufacturing firms, service and
financial enterprises do not have any manufacturing cycle.
MANUFACTURING ACTIVITIES:-
Madhavi Edible Brawn Oils Pvt Limited has been producing oils
from rice brawn.The consumption of edible oils of Madhavi Edible
Brawn Oils Pvt Limited improves the standard of living.The edible oils is
directly sent to the dealers without any product features like
packing,branding etc.The company process both the raw and boiled
qualities of rice brawn continuosly 60% of raw brawn and 40% of boiled
brawn.Being an agro based industry Madhavi Edible Brawn Oils Pvt
Limited mainly depends upon rice brawn which can be procured from the
local rice millers,mainly from East and West Godavari and Krishna
Districts.Hexane is an intermediate raw material,which can easily be

produced through HPCL,IOC etc. Madhavi Edible Brawn Oils Pvt

Limited’s main product is crude edible oil,it has demand,which out strips
its supply.There are no government controls on any of the product to the
marketed by Madhavi Edible Brawn Oils Pvt Limited.
Madhavi Edible Brawn Oils Pvt Limited has been maintaining its
own pricing strategy. Madhavi Edible Brawn Oils Pvt Limited has been
paying 3% tax as APGST on die oil rice Brawn to state government.
All the products of Madhavi Edible Brawn Oils Pvt Limited are
chanalized through STC and distributed to the vanaspathi units and to
public through public distribution system. Madhavi Edible Brawn Oils
Pvt Limited has been maintaining these authorized brokers.
1) Navajeevan Brokers at Hyderabad.
2) Lakshmi Agencies at mumbai and
3) Bromex at Chennai.
Madhavi Edible Brawn Oils Pvt Limited has been paying 1.5%
commission on sales to the brokers.

FINANCIAL AND COMMERCIAL POSITION:-

The company has been exclusively hypothecated with state
bank of India right from inception i.e, 1993 and is presently enjoying a
cash credit (Hyp) limit of Rs 200 lakhs with a asublimit of Rs 100 lakhs
as E.P.C besides D.D/Bills/Cheques discounting limit of Rs 200 lakhs
and a guarantee limit of Rs 10 lakhs in SBI Branch, Mandapeta.
In this connection it is to be stated that with the continued

financial that with the continued financial support and needed.Guidance
being provided all along able to grow from strength and have become
eligible to draw a higher level of wirking capital finance of Rs 200 lakhs
in the year 1995 from a mere limit of Rs43 lakhs in the year 1993 in the
backdrop of increased volume of production operations.
The company has strengthened all corners of its administration

and internal controls.Sri.V.R.P.Chowdary, one of the partner of the
company is looking after the internal controls and the cost systems of the
company.
Sri.K.Veerendra, M.B.A is a shareholder of the Madhavi Edible

Brawn Oils Pvt Limited and is looking after the personnel an
administrative matters of the company.
The company is having sufficient experienced staff in the accounts

and other departments for the running and working of the company. The
company proposes to achieve maximum production by utilizing the
services of the abode personal with the main object to utilize 70%
capacity of the plan and to initially and to achieve total capacity
utilization in the coming years. In this connection the student trainee

wants to stay that it is a seasonal industrial unit which needs more

working capital to enable it to store maximum stocks during the
unseasonable period which occurs two times in a year .under these
circumstances the company needs financial assistance with the
enhancement of its working capital limits from Rs 200 Lakhs to Rs 300
lakhs initially and other limits such as D.D/Bills/Cheques discounting and
bank guarantees at the same levels.
PERSONNEL ACTIVITIES:-
The total manpower in Madhavi Edible Brawn Oils Pvt
Limited is 250 out of them 25 are killed workers,36 are semi-skilled
workers and the rest of the workers and the rest of the workers are
contract labour .In addition to this manpower, there are 17 supervisors
working under the different functional managers. The company has been
maintaining a good harmonious relation among workers.
The Management of Madhavi Edible Brawn Oils Pvt Limited

has been providing provident fund, Gratuity and Canteen facilities with
subsidiary rate to the employees.
MADHAVI EDIBLE BRAWN OILS LIMITED.

MANDAPETA.
Name of the Unit : M/s Madhavi Edible Brawn Oils Ltd.

Location : 13-189,
Mandapeta,
East Godavari District,
Andhra Pradesh.
Year of Incorporation : 1993
Installed Capacity : 1993…..150 TPD
: 1997…...200 TPD
: 2002…..250 TPD
: 2005…..290 TPD
Activity : Rice Brawn Oils by solvent extraction process.
Rice Material : Rice Brawn
UTILITIES:-
Power : APSEB AND CAPTIVE GENERATION
Water : Borewell and Open wells
Diesel : Local Market

Steam : Own Boiler
Bankers : STATE BANK OF INDIA, Mandapeta.
Nature of Finance : Cash Credit Hypothecation working capital

loan of Rs
200 lakhs, export packing credit of Rs
150 lakhs.
Authorized Capital : 3,50,500 equality shares of Rs 100/- each
Paid up Capital : 3,25,000 equity shares of Rs 100/-each
BOARD OF DIRECETORS
Sri. V.V.V.S.S.Babu Chairman
Sri. V.P.R.Chowdary Managing Director
Sri. V.Badra Rao Board of Director
Sri.V.R.P.Chowdary Board of Director

Sri.M.Tirumala Rao Board of Director
Sri.V.Srinivas Chowdary Board of Director
Sri.V.ArjunaRao Board of Director
Sri.Y.Yuvaraju Board of Director
Sri.k.V.Veerendra Board of Director
Organization chart of Madhavi Edible Brawn Oils Pvt Limited.
CHAIR MAN
VICE CHAIR MAN

BOARD OF DIRECTORS
COMERCIAL PRODUCTION ADMINISTRATION
TECHNICAL STAFF
AN OVER VIEW OF TRAINING
INTRODUCTION:
Training is a organized procedure, which beings about a semi
permanent change in behavior for a definite purpose. Training is a
process of learning sequence of programmed behavior. It gives awareness
of the rules and procedures to guide their behavior. It attempts to improve
their performance on the current job.

Training is required at every stage and when a person moves from

one assignment to another of a different Nature. It is widely accepted
problem solving device. Training for industry and commerce is concerned
with the acquisition or development of those sill knowledge, attitude and
Experience, which Enable an individual to make his most knowledge,
attitude and Experience. Which Enable an individual to make his most
Effective contribution to the combined Effort of the team of which he is a
member. (In order to attain the mutual goal training plays significant role.
So Every modern management has to develop the Organization through
human resource development.)
Definition:- FLIPPO defines

“Training as the act of Enhancing the Knowledge and
skill of an Employee for accomplishing a specific job”.
CAMPBELL Says
“Training courses are typically designed for short term
stated set purpose. Such as the operation of some piece(s) of machinery.
Development involves a broader Education for long-term, purposes”.
Development:
Development is a long term Educational process utilizing a
systematic and organized procedure by which managerial personnel. Get
conceptual and theoretical knowledge.
Data Analysis: Management development is a systematic process of

training and growth by which managerial personnel gain & supply skill,
knowledge, attitudes and insights to manage the work in their
Organization Effectively & Efficiently.

IMPORTANCE OF TRAINING
From cradle to grave learning is a continuous process in the life of

a person. Similarly training is a continuous process from recruitment to
retirement.
Training is the mot important technique of human resource

development. No organization can get a candidate who exactly matches
with the job of the organizational requirements. Hence training is
important to develop the employees & make them suitable to the Job.
Training is the corner stone of sound management, for it makes

employees more effective and productive. It is actively and intimately
connected with all the personal or managerial activities. It enables
employees to develop and rise within the organization, and increase their
“market value”.
The management is benefited in the sense that higher standards of

quality are achieved, a satisfactory organizational structure is built up, an
authority can be delegated and stimulus for progress applied to
employees. Training moreover, heightens the morale of the employees,
for it helps in reducing dissatisfaction, complains, grievances and
absenteeism, reduces the rate of turnover.
Further trained employees make a better and economical use of

material and equipment; therefore wastage and spoilage are lessened, and
the need for constant supervision is reduced.

Organizational goal changes from time to time, Government policy

changes from year to year business environment also changes in order to
cope with these changes training plays an important role. Trained
employees are valuable assets to an organization.
The researcher feels that the study of training and development in

Madhavi Edible Brawn Oils Pvt Limited is of vital importance. As the
training and development activity has direct impact over the productivity
of employees, this deserves more importance from the study point of
view.
In spite of several studies conducted on this topic, study to be

conducted by me will add new dimension to the existing research studies.
Realizing the importance of training and development activity in the
success of business organizations, so many interesting aspects relating to
training and development can be brought into limelight through this
study.
Since the present study is bound to throw a light on the relationship

between training and development programme and employee
productivity, the data required for present study will be gathered from the
primary and secondary sources.
Systematic analysis of data with the help of interpretation
culminate in constructive suggestions to be given by me at the end of
report will be of immense use to the company in.
NEED FOR TRAINING:

There are several reasons of need for training. Those are :

1. To make employees more effective and productive.

2. To much the employee specification with the job requirements of
organizational needs.
3. To cope with the technological advancements.
4. To improve the quality of product/ service.
5. To reduce the wastage.
6. To decrease industrial accidents.
7. To prevent obsolescence.
8. To deal with human relations.
9. To increase the market value, earning power & job security of the
employees.
10.It moulds the employees’ attitude and helps them to achieve a
better co-operation with the company and greater loyalty to it.
11.To improve organizational climate.
12.To improve health and safety.
13.To reduce grievances and minimize accident rates.
14.To fulfill the need for additional hands to cope with an increased
production of goods and services.
AREAS OF TRAINING:
Areas of training can be classified into following categories.

1. Induction training.
2. Training in specific skills
3. Problem solving training programs
4. Managerial & supervisory skills.
5. Human relation
6. Apprentice training.

1. INDUCTION TRAINING
Induction training programs are conducted with a view to
acquainting the new employees with the company rules, practices,
procedures, traditions, and management. Organizational structure,
environment, product/ services offered by the company.
2. TRAINING IN SPECIFIC SKILLS

This area of training is given to the employees to improve their
skill, in the present job or the job in which they will be placed in future
by job rotation or transfer or promotion. This type of improves the
efficiency of the employees.
3. PROBLEM SOLVING TRAINING PROGRAMMES

Some training is given to the employees for solving the problems
arising in their unit. Most of the problems in the organization are similar
and common cause. So the supervisors and managers are trained to solve
those problems in the shop Floor level.
4. MANAGERIAL AND SUPERVISORY SKILLS

Sometimes even non-managers perform the managerial and
supervisory functions like decision making, organizing, maintaining inter
personal relationship. Hence they are to be trained some managerial and
supervisory skills.
5. HUMAN RELATIONS
This type of training is provided to the employees in order to keep
the good inter personal relationship among the employees.

6. APPRENTICE TRAINING
The apprentice act 1961 requires industrial units of specified
industries to provide training in basic and knowledge in specific trades to
educate employees/ apprentice with a view to improving their
employment opportunities or to enable them to start their own industry.
This type of training generally ranges between one to four years. This
training is generally used for providing technical knowledge in the areas
like trades, craft etc.,
METHODS OF TRAINING :
1. ON JOB TRAINING METHOD: Under this method an

individual is place don a regular job and taught the skills necessary
to perform the job. The main advantage of the job is the trainee
first gets first hand knowledge of experience under the actual
working conditions.
There are a variety of on the job training methods.

a) Coaching: Under this technique the superior coaches the job

knowledge and skill to his subordinates. He guides the trainees and
tells about what is expected and how to get it. He also watches their
performance and directs them to correct the mistakes.
b) Under Study: Under this system a person is specially designated

as the heir apparent who is called the under study. The under
study’s future depends on what happens to his superior. Such under
study is likely to assume the full duties and responsibilities,
currently held by his superiors, when he leaves his posts due to
promotion, retirement, or transfer. The department manager picks
up one individual from the department to become his under study.
He guides him to learn his job and tackle the problems that
confront the manager.
c) Job Rotation: Under this system an individual is transferred from

one job to another or from one department to another in the
coordinated and planned manner, with a view of broaden the
general background of the trainee in the business the trainee is
rotated from one job to another and thus he acquires a general
background of all jobs in the business.
d) Special Project and Task Force: A special assignment is a highly

useful training device under which a trainee is assigned a project
that is closely related to his job. He studies the problems and
submits the written recommendations upon it. It will provide the
trainee a valuable experience in tackling the problems. Sometimes,
a task force is created consisting of a number of trainees
representing different functions in the organization. He works as a

member of this task force. Trainees not only acquire knowledge,

but also learn how to work with others, having different view
points.
e) Committee Assignments: This system is similar to special project.

Under this system an adhoc committee is constituted and is
assigned a subject related to business to discuss and make
recommendations. After the study, the committee submits the
report containing various suggestions and recommendations.
f) Selective Readings: Some companies have planned reading

programs under which executive read books, journals, articles and
notes with interest and exchange their views with others.
2. OFF THE JOB TRAINING METHODS: Under this

method the trainee is separated from the job situation and his
attention if focused upon learning the material to his future job
performance.
The main techniques under this method are:
a) Lectures: Lectures are formal organized talks by the

training specialist, the formal superior or other individual specific

topics. It is simple and can be used for very large groups, which are
to be trained within a short time, thus reducing the cost per trainee.
b) Conference Method : it is a formal meeting, conducted in

accordance with an organized plan, in which the leader seeks to
develop knowledge and understanding by obtaining a considerable
amount of oral participation of the trainees. Building up on the
ideas contributed by the conferences facilitates learning.
c) Case Studies: The ‘case’ is a set of data (real of fictional)

written or oral miniature description and summary of such data that
present issues and problems calling for solutions or action on the
part of the trainees.
d) Role Playing: It is a method of human interaction, which

involves realistic behavior in the imaginary situations it involves
action, doing and practice.
e) T-group training: This usually comprises association,

audio-visual aids, and planned reading programs. Members of
professional association receive training by it in new techniques
and ideas pertaining to their own vocations, through a regular
supply of professional journals, informal social contacts and
gatherings.
f) Special Courses: The courses may be conducted in a

number of ways:

(i) The organization establishes such courses to be taught to the

trainees by the members of the firm or by the regular
instructors appointed by the firms.
(ii) The second approach to this technique is to send the personnel
to programs established by the colleges or universities. The
organization sponsors some of its members to the courses and
bears the expenses.
(iii) Big organizations can start its own training school like leading
banks in India have their own training colleges. The others are
programmed instruction, seminars and team discussions.
The other training methods are job instruction training (JIT), vestibule
training, demonstrations and examples, simulation, apprenticeship.

ESSENTIAL INGREDIENTS FOR SUCCESSFUL

EVALUATION:
There are three essential ingredients in successful evaluation:
1) Support through out the evaluation process. Support items are,

human resource, time, finance, equipment and adaptability of data
sources, records etc.,
2) Existence of open communication among management,
participants and those involved in providing data etc.,
3) Existence of sound management process.
The training programs can be evaluated on the basis of various

factors like production factor, general observation, human resource
factors, performance test, and cost-value relationship.
Improving its performance in future.

TRAINING ACTIVITIES OF MADHAVI EDIBLE BRAWN OILS

PVT LIMITED, MANDAPETA.
Steps in assessing the training needs and evaluating the training

programmes in Madhavi Edible Brawn Oils Pvt Limited.
I. The training department receives training calendars / brochures

from various institutions.
II. Approval of competent authority will be obtained after receiving

recommendations from the heads of the departments for the
training programmes.
III. Human resource development centre will chalk out a programme.

HRD centre in consultation with competent authority will decide
whether the training programme should be an in-house /
institutional / specialized programme required to be invited for
training. Then, the HRD department prepares Schedules of the
programme.
IV. The intimations will be sent to the employees nominated to attend

the training programme. There will be separate intimation for
employees who are attending in-house training programmes and
separate intimation to these who are selected to attend
institutional training programmes.

Training Methods and Programmes held in Madhavi Edible

Brawn Oils Pvt Limited:
Training is provided at all levels of the employees namely workers,

supervisors, and executives. Training programmes in the company are
designed for career development commensurate with the company’s
growth and particularly in updated technology.
A) WORKERS: The company imparts various training to the workers

and technicians.
a) Induction programmes: On engagement in the company for the first

time.
b) Apprenticeship training: Under the apprenticeship Act.
c) On the Job training: with special emphasis on the skill
development programmes on jelly-filled cables, as well as
sophisticated technologies to be adopted under the diversification
plants of the company.
d) Job enrichment / job rotation.
e) Training through the worker’s education programme under the
worker’s education scheme of Government of India.
B) SUPERVISORS: Supervisors inducted from outside and promoted

from the rants are subjected to supervisory skills development
programme in specific technological areas like production,
maintenance management and quality control. Supervisors are also
sent abroad for training as required.

C) EXECUTIVES: Executive Development programmers in the

company is a five-tier program both in house and institutional
programs are availed of.
D) Tier –I : Exposure to up dates the technological advances and

practices both at the National and International level including
participation at the International Conferences will be on continual
basis.
Tier – II : General management are sent for advanced management

programme and for courses organized by renowned management
institutes in India and abroad.
Tier – III : A good number of senor middle level executives are

being exposed annually to inter disciplinary programmes either
through in house programmes or in selective cases through
institutional programmes and specialized training in high
technology and general management.
Tier – IV : Middle management executives are being exposed skill

development in respective functional areas through in house
programmes. Selective institutional programmes are being availed
of mostly for interdisciplinary programmes.
Tier – V : Junior level executive and trainee officer and being

given introduction training to familiarize them with the company’s
business and associated rules, regulations, procedures for one-year.
Internship training in their functional areas to adopt themselves to

the functional needs of the respective jobs to be assigned to them,

receives greater weightage.
Skill development programmes like introduction to

company’s product manufacturing. Maintenance management,
cable design, production management, quality control and R&D
activities etc., are being imparted to the training officers in the
engineering cadre on an annual calendar basis. The training lays
great emphasis on the on the job assignments in the company’s unit
and Turnkey sites and general exposure to the company’s practices
and procedures.
Training officer in their disciplines example, finance,

commerce, personal administration are being exposed to
programmes covering introduction to the company’s practices and
procedures and further exposure to the company’s product,
manufacturing process through visits to various units of the
company and in the R&D centre and turnkey installation sites are
required.

EXPENSES ON TRAINING :
The Company spends around 0.26% of the total budget towards
training annually.
Training facilities in Madhavi Edible Brawn Oils Pvt

Limited:
Madhavi Edible Brawn Oils Pvt Limited, Mandapeta has well-

developed training centres comprising of two classrooms and a technical
library. In addition to this it has a well-equipped library. The training
center is also equipped with the following equipments.
a. Color television
b. VCRs
c. Video Cameras
d. Slide Projectors with synchronizers
e. 16mm projectors
f. OHPs and audio systems.

TRAINING FACULTY OF MADHAVI EDIBLE BRAWN OILS

PVT LIMITED:
Madhavi Edible Brawn Oils Pvt Limited has highly skilled and
experienced faculty who normally takes care of the company’s in house
training programme. The company does requisition the service of outside
experts from reputed academics/ premier institution like.
 Advanced Training Institute, Hyderabad .

 J.N.T.U University, kakinada.
 Indian Statistical Institute, Hyderabad.
 National Productivity Council, Hyderabad.

ROLE OF MADHAVI EDIBLE BRAWN OILS PVT LIMITED IN

PROVIDING TRAINING FACILITIES TO OTHER OIL
COMPANIES
As a part of informal understanding between various Oil
companies at surroundings to mutually benefit from training facilities
available with other Oil company, Madhavi Edible Brawn Oils Pvt
Limited has been extending it’s training facilities to the executives of the
other Oil Companies. The company sends its training calendars to other
Oil Companies and enable them to sponsor their candidates for training at
it’s training centre. Similarly, it also sponsors its employees to the
training centre of other Oil Companies based on mutually agreed cost.
ROLE OF TRAINING DEPARTMENT IN GETTING ISO-9002

CERTIFICATE:
HRD center has played a major role in getting ISO-9002
certification. Periodically it provides training to the employees regarding
quality of the furnished products and raw materials. Every year the ISO
audit is being conducted and the certificate is renewed in every four
years.

DESIGNING OF TRAINING AND DEVELOPMENT AT

MADHAVI EDIBLE BRAWN OILS PVT LIMITED
• Collect the databases of the participants
• Sending nomination letter to the training coordinators
• Getting nomination
• Going through literature
• Design the programme
• Fixing up of faculty
• Finalizing the programme
• Arrange for study material
• Conduct the programme
• Taking feed back from employees.

1) The number of respondents who have attended the training

programmes?
TABLE NO -1
S.No Responses No.of Percentage (%)

Respondents
1 Yes 35 70%
2 No 15 30%
Total 50 100%
Interpretation:
When enquired in a sampling of 50 employees, 70% of them have

said that they attended training programmes while 30% have not attended
any training programmes.

GRAPH NO -1
The above table shown the following pie-chart.
N o .o f r e s p o n d e n ts a tte n d e d t o
th e tr a in in g p r o g r a m m e s
30%
Y es
No
70%

2) Type of training programmes attended?

TABLE NO -2
Respondents
1 On the job 28 56%
2 Off the job 12 24%
3 Both 10 20%
Total 50 100%
Interpretation:
When enquired among attended persons those training

programmes, 56% are on the job holders, 24% are the off the job
members and 20% are the both on the job and off the job candidates in
the training programme.

GRAPH NO -2
Type of training programmes
20%
On the job
Off the job
56% Both
24%

3) The methods used in training Programmes?
TABLE NO -3
Respondents
1 Lectures 20 40%
2 Lectures with 30 60%

case studies and
practical
Total 50 100%
Interpretation:
When enquired as to the used in training programmes, 40% said

lectures and 60% said lectures with case studies, slide shown and
practical.
GRAPH NO -3

Various methods used in

training programmes
Lectures
40%
60% Lectures with

case studies
and practical
4) Opinion of the respondents about the “Training Environment” in

which training programmes are held?
TABLE NO – 4
S.No Respondents No.of Percentage (%)
Respondents
1 Very good 10 20%
2 Good 25 50%
3 Fair 10 20%
4 poor 5 10%
Total 50 100%
Interpretation:
When enquired about the “Training Environment” in which

training programmes in Madhavi Edible Brawn Oils Pvt Limited. are held
20% feel that it is very good. 50% feel that it good, 20% feel it is fair and
10% feel it is poor.
GRAPH NO -4

Opinion of employees about

training environment
10% 20% Very good

20%
Good
Fair
50% poor

5) The kind of improvement the respondents got after attending the

training programmes?
TABLE NO -5
Respondents
1 Awareness
knowledge and 30 60%
new techniques
2 Work efficiency
and productivity 20 40%
Total 50 100%
Interpretation:
When enquired as to what kind of improvement the

respondents got after attending the training programmes, 60% said there
was awareness, improvement in knowledge & new techniques, 40% felt
there was improvement in quality and work efficiency and increased
productivity.
GRAPH NO -5

T y p e o f i m p r o v e m e n t a fte r tr a i n i n g
p r o g r a m m Ae sw a r e n e s s
k n o w le d g e
a nd ne w
40%
te c h n i q u e s
W o rk
60% e ffi c i e n c y
a nd
p r o d u c ti v i ty

6) Opinion of the respondents whether training programmes has

played a major role in getting ISO-9002 Certification?
TABLE NO -6
Respondents
1 Role of training 45 90%

programmes
2 No role of 5 10%
training
programmes
Total 50 100%
Interpretation:
When enquired whether training programme has played a major

role in getting ISO-9002 Certification, 90% said yes and 10% said no.

GRAPH NO-6
R o le o f tr a in in g p r o g r a m m e s in g e ttin g IS O -
9 0 0 2 c e r tific a tio n
10%
R o le o f t ra in in g
p ro g ra m m e s
N o ro le o f t ra in in g
p ro g ra m m e s
90%

7) Opinion of the employees regarding effect of ISO-9002

Certification on the training programmes?
TABLE NO -7
Respondents
1 Increased 40 80%
training
programmes
2 No effect 10 20%
Total 50 100%
Interpretation:
When enquired that attain ISO-9002 Certification has increased the

number programmes 80% said yes while 20% said no.

GRAPH NO -7
E f f e c t o f IS O - 9 0 0 2 c e r t if ic a t io n o n
t r a in in g p r o g r a m m e s
20%
In c r e a s e d t r a in in g
p ro g ra m m e s
N o e ffe c t
80%
8) Opinion of the employees regarding the effect of training

programmes on production?

TABLE NO -8
Respondents
1 Halt in 12 24%
production
2 Not halt in 38 76%

production
Total 50 100%
Interpretation:
When enquired if training programmes halt production activities.

76% felt there was no halt in production and 24% felt it halts productions.
GRAPH NO -8

E f f e c t o f T r g .P r o g .o n p r o d u c t io n
24%
H a lt in p ro d u c t io n
N o t h a lt in
p ro d u c t io n
76%

9) Whether the respondents interact with the trainees after the latter
attend the training programme?
TABLE NO -9
Respondents
1 Interest 27 54%
2 Do not 23 46%
interest
Total 50 100%
Interpretation:
When enquired if they interact with the trainees after they attend
the training programmer, 54% said they do interact, while 46% said they
don’t.

GRAPH NO -9
Intrest of the respondents to interact

w ith trainnes
46% Interes t
Do not interest
54%
10) Opinion of the respondents regarding the training and

development process in the organization?
TABLE NO -10
Respondents
1 Support 34 68%
2 Do not 16 32%
support
Total 50 100%
Interpretation:
When enquired if they supported the training and development process in

the organization 68% of employees are supported, 32% are opposed.
GRAPH NO -10

O p in io n o f th e r e s p o n d e n ts r e g a r d in g
tr a in in g p r o g r a m m e s
32%
s u p p o rt
D o n ’t s u p p o rt
68%

11) Opinion of the respondents regarding the role of HRD

department in the employment of available human resources?
TABLE NO -11
Respondents
1 Yes 37 74%
2 No 13 26%
Total 50 100%
Interpretation:
When enquired if they thought that the HRD department would

have a vital role in the redeployment of available human resources, 74%
said yes while 26% said no.

GRAPH NO -11
Opinion of respondents regarding role of H.R.

department
26%
Yes
No
74%

12) Opinion of the respondents regarding the skills of employee are

increase / decrease after training programmes?
TABLE -12
Respondents
1 Increase 42 84%
2 Decrease 8 16%
Total 50 100%
Interpretation:
When enquired if training programmes have to be increased /

decreased after disinvestments, 84% of the respondents say they should
be increased while 16% said they should be decreased.

GRAPH NO -12
O p in i o n o f t h e r e s p o n d e n t s r e g a r d in g o f
t h e i r s k il ls
16%
In c r e a s e
D e c re a s e
84%

13) Opinion of the employees regarding the best method in the

organization to possess training needs?
TABLE NO -13
Respondents
1 Questionnaires 15 30%
2 Performance 5 10%
appraisal
3 Identifying 20 40%
specific problems
4 Identifying 10 20%
company’s priorities
Total 50 100%
Interpretation:
When enquired about the best method in the organization to assets

training needs, 30% said by questionnaires. 10% said through
performance appraisals. 40% said by identifying specific problems and
2% said by identifying the company’s priorities.
GRAPH NO -13

Q u e s t io n n n a ire s
B e s t m e th o d o f tr a in in g n e e d s
20% P e rfo rm a n c e
30% a p p ra is a ls
Id e n t ify in g
S p e c ific p ro b le m
10% Id e n t ify in g
40% c o m p a n y 's
p rio rit ie s
14) what type of Topics interested is to include in your training

programmes?

TABLE NO-14
S.no Responses
No.of Percentage
Respondents (%)
1 Job related 28 56%
2 General topics 10 20%
3 both 12 24%
TOTAL 50 100%
Interpretation:
When enquired about the topics interested is to include in their

training programmes 56% of them feeling it is job related, 20% of them
feeling general topics, remaining 24% feel both of the two.
GRAPH NO -14

T o p ic s in tr e s te d to in c lu d e in tr a in in g
p ro g ra m m e s
24%
J o b re la t e d
G e n e ra l t o p ic s
5 6 % both
20%
FINDINGS

As the study on training and development programmed made by me in
Madhavi Edible Brawn Oils Pvt Limited, Mandapeta. I was found the
following things.
1. It was found that the training needs are identified by most of the
executives.
2. The training needs are identified by some of them are by themselves
and some of them by their boss.
3. It was observed that the most of the executives believed the MAP is
successful in assessing training requirements.
4. It was found that the area coordinator is not completely successful in
assessing training requirements.
5. Most of the executives believed that the HRDC objectives are fulfilled
to some extent only.
6. It was observed that the most of the executives do not undergo
training.
7. Executives say that notice is given to them before one week about the
programme.
SUGGESTIONS
1. Training programs should be held regularly as per requirement.

2. The management and the HRD center should take the opinion and
suggestion of the workers or the employees.
3. The employees should be given more chance to interact and clear

their doubts during the training programs.
4. The training programs should be easy to understand. Some of the

employees told that if the faculty gives the lecture.
5. The organization should conduct more of practical training

programs so that each employees are given a change to learn
practically and clear his or her doubt.
6. As the employee acquires new knowledge, skills or attitude and

applies them on his job, he should be significantly rewarded for his
efforts.
7. Most of the training programs are held in the form of lectures. But
only lecture method cannot satisfy all types of training methods.
8. Training Programmes should be designed in such a way that fulfills

organizational requirement and the individual needs.

CONCLUSION
Most of employee are having more than 10-15 years

experience but in this period of their service most of them have attend
only 2-5 and some of them haven’t attended any kind of training
programme so far. Training programs held are mostly of short
duration and they are mostly in-house programs. The method used in
most of these programs is lectures. Most of the employees agreed that
training programs help in achieving individual as well as organisation
goals.
Most of the employees have agreed that the faculty and the training
environment of Madhavi Edible Brawn Oils Pvt Limited are good. Most
of the employees agreed that the lectures should be in the languages
understood by them. Most of the employees agreed that Madhavi Edible
Brawn Oils Pvt Limited is mostly organizing on the job training
programs.
Most of the employees have undergone both in-house &

institutional training programs. Most of the employees agreed that
Madhavi Edible Brawn Oils Pvt Limited is mostly organizing on the job
training programs. Training programs have played a major role in getting
the organisation the ISO-9002 certificatin & after attaining the
certification the number of training programs has also increased.

BIBLIOGRAPHY
P.SUBBA RAO HUMAN RESOURCE MANAGEMENT
1. C.B.GUPTA HUMAN RESOURCE MANAGEMENT
2. EDWIN B.FLIPPO PERSONNEL MANAGEMENT
3. LEN HOLDEN HUMAN RESOURCE MANGEMENT
5. GARY DESSLER HUMAN RESOURCE MANGEMENT
4. ANNUL REPORTS OF THE COMPANY.
Web site:
www.madhavibrawnoils.com.
www.solventoils.com.

QUESTIONNAIRE
MARNI SUJATHA, Final M.B.A student of V.S.M. College doing my

project works in TRAINING AND DEVOLOPMENT. So I kindly
request you to spare your valuable time and fill the questionnaire.
Employee name:
Department :
Age :
1. The number of respondents who have attended the training

programmes? [ ]
(a) yes (b) No
2. Type of training programmes attended? [ ]

(a) On the job method (b) Off the job method (c) both
3. The methods used in training Programmes? [ ]

(a) Lectures (b) lectures with case studies and practices
4. Opinion of the respondents about the “Training Environment” in

which training programmes are held? [ ]
(a) very good (b) good (c) fair (d) poor
5. The kind of improvement the respondents got after attending the

training programmes? [ ]
(a) Awareness knowledge and new techniques
(b) Work efficiency and productivity
6. Opinion of the respondents whether training programmes has played a

major role in getting ISO-9002 Certification?[ ]
(a) Role of training programmes
(b) No role of training programmes
7. Opinion of the employees regarding effect of ISO-9002 Certification

on the training programmes? [ ]

(a) Increased training programmes (b) No effect
8. Opinion of the employees regarding the effect of training programmes

on production? [ ]
(a) Halt in production (b) No halt in production
9. Whether the respondents interact with the trainees after the later attend
the training programme? [ ]
(a) Interest (b) Do not interested
10. Opinion of the respondents regarding the training and development

process in the organization? [ ]
(a) Support (b) Do not support
11. Opinion of the respondents regarding the role of HRD department in

the employment of available human resources?[ ]
(a) Yes (b) No
12. Opinion of the respondents regarding the skills of employee are

increase / decrease after training programmes ? [ ]
(a) Increase (b) Decrease.
13. Opinion of the employees regarding the best method in the

organization to possess training needs? [ ]
(a) Questionnaires (b) Performance appraisal
(c) Identifying specific problems (d) Identifying company’s priorities.
14. what type of topics you are interested is to include in your training
programmes? [ ]
(a) Job related (b) General topics (c) Both.

Training &amp; Development

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MADAVI EDIBLE BRAWN OILS PVT LIMITED TRAINING AND DEVELOPMENT

INTRODUCTION TO HUMAN RESOURCES

It is rather difficult to say spontaneously what management means,

Management has been defined by Marry Parker Follett as “ the art

It is clear from this definition that management is concerned with

Thus Human resources is a crucial Sub system on the process of

The term human resources can be thought of as the total

V.S.M. COLLEGE 1 ANDHRA UNIVERSITY

NATURE AND SCOPE OF HUMAN RESOURCE MANAGEMENT

People in any organization manifest themselves not only through

MEANING OF HUMAN RESOURCE MANAGEMENT

Different terms are used to denote human resources management.

V.S.M. COLLEGE 2 ANDHRA UNIVERSITY

Personal management as defined by the Institute of personal

Personal management is a responsibility of all those who manage

This definition can be summarized as follows

1. Personal management is a responsibility of all line managers in an

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c) Objectives of Society are duly considered and served. Six Human

A business Organization has to develop the potential of all those

Development is Necessary Because of the Following Reasons:

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 To assure the Organization of availability of required number of

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NEED FOR THE STUDY

Training is one of main functions of human resource management.

Global competitiveness cannot be reached through tools of

So, study is made to understand the training activities in Madhavi

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OBJECTIVES OF THE STUDY

In order to carry out the present study in a effective manner, I have

1. To Study the training activities in Madhavi Edible Brawn Oils Pvt

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The following methodology was adapted to conduct the study.

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LIMITATIONS OF THE STUDY

The following are the limitations which are faced while

1) The study is confined to the Madhavi Edible Brawn Oils PVT

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The main reason is due to various factors such as increase in

The presently available sources of oil in India can be divided as

1. Perennial Oil seed plant like coconut and palm.

We are at present tapping about 25% to 30% of the available potential

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Average yields of oil pert unit area table:

OIL SEED AVERAGE OIL YIELD

Ground Nut 600-625

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In India most of the production comes form rainfall areas, and

In these circumstances oil seeds production has to be stepped up

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ROLE OF CO-OPERATIVE SECTOR:-

Co-operative sector is assisted by N.C.D.C and N.D.D.B. having

IMPORTANCE OF THE PRODUCT:

Non – trading oil can play an important part in the achievement of

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OILS FROM BY-PRODUCTS OF OTHER INDUSTRIES:-

There are several by-products of various agro-based industries

ABOUT THE PRODUCT RICE BRAN OIL:-

The spectra of scarcity if oils has been hunting our national

The crisis has become the more serious on account of standard in

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Training & Development

Training & Development