PROJECT REPOT

ON

Effectiveness of training & Development Varun Bevrages Ltd.

Submitted By:

Under the Guidance of

Hemlata

Miss Seema Singh

Personal Manager, Varun Bebrages Ltd. Koshi Kalan

TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

TRAINING AND DEVELOPMENT NEEDS = STANDARD PERFORMANCEACTUAL PERFORMANCE

Traditional Approach managers

are born and not made.

The modern approach -

II - TRAINING AND DEVELOPMENT

OBJECTIVES Individual Objectives Organizational Objectives Functional Objectives Societal Objectives

IMPORTANCE OF TRANING & DEVELOPMENT

Optimum Utilization of Human Resources Development of Human Resources Development of skills of employees Productivity Team spirit Organization Culture Organization Climate Quality Healthy work-environment

SIGNIFICANCE OF TRAINING AND DEVELOPMENT

REDUCTION IN COST OF PRODUCTION: MAXIMUM UTILIZATION OF MATERIAL AND MACHINES STABILITY IN ORGANISATION: HIGH MORAL IMPROVEMENT IN THE QUALITY AND QUANTITY OF PRODUTION MINIMUM NEED OF SUPERVISION INCREASE IN UNDERSTANDING

INTRODUCTION OF TRAINING

TRAINING DEFINED: According to Edwin B.Flippo- Training is

the organized procedure by which learn knowledge and skill of an employee for doing a particular job.

IMPORTANCE OF TRATNING OBJECTIVES

Trainer Trainee Designer

NEED OF TRAINING

Job Requirements

Technological Changes Organizational Viability Internal Mobility

IMPORTANCE OF TRAINING

Higher ProductivityBetter Quality of Work Cost Reduction Reduction Supervision Personal Growth Organizational Climate

MODELS OF TRANING

Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). MODEL -1.

STEP1. Analyze and identify the training needs i.e. STEP2. Design and provide training to meet identified needs. STEP3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn STEP4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program STEP5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance.

MODEL 3 * Vision focuses on the milestones that the organization would like to achieve after the defined point of time. *Mission explain the reason of organizational existence. It identifies the position in the community.

STAGE1. Analysis STAGE2. Planning STAGE3. Development STAGE4. Execution STAGE5. Evaluation

MODEL 2- INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL

METHODS OF TRANING

(A) On the job training Method

On the job training Vestibule or training-center training Simulation Apprenticeship

(B)Off the job or Classroom Method

Lectures
The conference Method Seminar or team discussion Case Discussion

TRAINING NEEDS ANALYSIS

(1). TRAINING DESIGN The trainers The trainees Training climate Trainees learning style Training strategies Training topics

(2). TRAINING EVALUATION

Purposes of Training Evaluation

Feedback Research Power games Intervention

Process of Training Evaluation

Before Training During Training After Training

Techniques Observation Questionnaire Interview

of Evaluation

(3) TRAINING IMPLEMENTATION

Practical administrative arrangements Carrying out of the training

Role of Organization in Training and Development

To hire new people

To Expand To increase certain number of staff To enhance the performance of employees Organizations name to be a part of training unit

ROLE OF TRAINEE

Motivation Expectations Knowledge, Skills, and Attitudes (KSAs)

Role

of Trainer

Presentation Skills Business Skills i.e. budgeting, time management, negotiation, etc. Content Development i.e. material production, graphics, layouts, etc Self development i.e. interpersonal skills, good listening skills, flexible, accepting the share of accountability, etc

WHY DOES A TRAINING NEED OCCUR ?

JOB CHANGES PERSON CHANGES PERFORMANCE DEFFICIENCIES

TRAINING STRATEGIES

Measures existing competency level of individual and groups. Identify the gaps compared to short term and long term plans and future requirements of skills and knowledge. Identify weak and strong areas of individuals / groups and their respective training needs. Organize training in the house and external and improve competency level of every employee Bring excellence in quality of training and its process, content and results

INTRODUCTION OF DEVELOPMENT

, Management Development is a systematic process of training and growth by which individuals gain apply knowledge, skills insights and attitudes to manage orientation effectively.
NATURE OF DEVELOPMENT

EDUCATIONAL PROCESS BEHAVIORAL CHANGE SELF-DEVELOPMENT CONTINUOS PROCESS

OBJECTIVES OF DEVELOPMENT

To improve the performance of managers in their present positions; To ensure a adequate reserve of capable welltrained managers for future needs; To influence the behavior of the workers through the executives; DEVELOPMENTAL PROGRAMS
1.

2.
3. 4. 5.

MENTORING: CAREER COUNSELING CAREER PATHING CAREER DEVELOPMENT PROGRAMS INTERNAL MOBILITY

TRAINING VERSUS DEVELOPMENT

TRAINING DEVELOPMENT

Training means learning skills and knowledge for doing a particular job It increases the job skills The term training is generally used to indicate imparting specific skills among operative workers and employees Training is job centered in nature The role of trainer or supervisor is very important in training

Development means the growth of an employee in all respects It shapes attitudes The term development is associated with the overall growth of the executives Development is career centered in nature All development is self development The executives have to be internally motivated for self development

HISTORY OF PEPSICO

PepsiCo is situated at Somars New York in U.S.A. Mr. Christopher A. Sinclair is the President and CEO of Pepsi. Caleb Bradham a North Carolina pharmacist concocted Pepsi-cola in the year 1890, as a cure for Dyspepsia (indignation), in 1903 business strategy worked and in 1909 he had a New York advertising agency.

JAIPURIA GROUP

Jaipuria Group is combined of three brothers.

Mr.Ravi Kant Jaipuria Mr.Chandra Kant Jaipuria Mr. Surya Kant Jaipuria

VARUN BEVERAGES LTD

Varun Beverages Ltd. was the new start, which was born in 1999 among the Jaipuria Group. Mr. Ravi Kant Jaipuria launched this best biggest plant among all other plant, which comes under Jaipuria Group. This is the rising sun of Jaipuria Group. Mr. Ravi Kant Jaipuria who is the chairman of this bottling plant has good result. The complete new plant Varun Beverage Ltd. has structured in plot number 477- 477, 107 K.M. Stone AgraDelhi National Highway, village Dautana, Tehsil - Chhata, Distt- Kosi, Uttar Pradesh. This is not only the bottling plant here, pet bottles are also manufactured. The present filling capacity of this plant is 1000 bottles per minutes with two lines.

PRODUCT MIX OF COMPANY

SOFT DRINKS:

Brand available in 200 ml

Pepsi Mirinda Lemon Mirinda Orange Mountain Dew 7 Up Tetra Slice Soda

Brand available in 300 ml Pepsi Mirinda Lemon Mirinda Orange Mountain Dew 7 Up Slice Soda

Brand available in 600 ml

Pepsi Mirinda Orange Mirinda Lemon Mountain Dew 7- Up 7- Up Ice Soda

Brands available in 2000 ml

Pepsi Mirinda Orange Mirinda lemon Mountain Dew 7- Up

Mineral Water: Brand available in 1000 ml

1.

Aquafina

OBJECTIVES OF STUDY

Identify the existing training system in Varun Beverages Ltd.. Assessing the satisfaction level of employees for present training system. Finding out the areas of problems related with present system. To suggest some improving measures improvement for effective training programs

CONCLUSION

On the basis of the survey that have conducted in Varun Beverages Ltd. insurance entitled on Effectiveness of Training Development Programein VARUN BEVERAGES LTD. of the employees, concluded that:

Employees are not getting the training in accordance to their needs. Employees who are indeed of certain training are not getting in the area in which it is required. The basic purpose is not fulfilled, thus these causes lack of awareness among the employees.