FGHM
FGHM
FGHM
CHAPTER 1
INTRODUCTION
efficiency and effectiveness of their business operations. As there are several factors
be carried out in every factor. They are required to bring every factor in
synchronization with other factors. TQM, TPM, BPR and other similar initiatives
Good managers are generally aware about different qualities a person must
possess to do a job effectively, and they make use of their knowledge to select and
train their subordinates. Competency mapping helps to develop objective system for
assigned tasks.
HR functions entrusted with the responsibility to find right person for every
job and development of the employed person to do the assigned job effectively, have
1
1.2 INDUSTRY PROFILE
In today`s world FMCG companies are growing at a great pace and has established a
(FMCG) are popularly named as Consumer Packaged Goods (CPG). Items in this
category include all consumables (other than groceries/pulses) that people buy at
regular intervals. The most common in the list are toilet soaps, detergents, shampoos,
accessories and extends to certain electronic goods. These items are meant for daily or
frequent consumption and have a high return. A major portion of the monthly budget
of each household is reserved for FMCG products. The volume of money circulated in
the economy against FMCG products is very high, as the number of products the
consumer use is very high. Competition in the FMCG sector is very high as well
networks. New entrants who wish to bring their products in the national level need to
A recent phenomenon in the sector was entry of multinationals and cheaper imports.
Also the market is more pressurized with presence of local players in rural areas and
state brands.
The middle class and the rural segments of the Indian population are the most
promising market for FMCG, and give brand makers the opportunity to convert them
to branded products. Most of the product categories like jams, toothpaste, skin care,
shampoos, etc, in India, have low per capital consumption as well as low penetration
level, but the potential for growth is huge. The Indian economy is surging ahead by
leaps and bounds, keeping pace with rapid urbanization, increased literacy levels, and
2
rising per capita income. The Indian FMCG sector with a market size of US$13.1
characterizes the Indian FMCG sector. FMCG is expected to grow by over 60% by
2010. That will translate into an annual growth of 10% over a 5-year period. It has
been estimated that the FMCG sector will rise to Rs.92, 100 crores in 2020. Though
the sector witnessed a slower growth in 2002-2004, it has been able to make a fine
According to CRISIL anticipation, FMCG sector could touch around INR 140,000
Crores by 2015.
3
Characteristics of FMCG Sector:
promotions to push the otherwise undifferentiated products, places to sell them, and
the product, which has to be sold. This industry is high volume, low value driven in
most categories. It is also brand driven, rather than product driven. The capital
investment required in plant and machinery is not high and any reasonably sized
It has been one of the first to use the concept of outsourcing‘ since the core
competency of a true blue FMCG company lies not in the manufacture of its
products(which in most cases is simple and known), but in its ability to brand,
the country. Manufacturing is not expensive, but marketing of FMCG products is. In a
vast and complex country like India, plagued by poor infrastructure and a mass of
laws, distribution networks of dealers, wholesalers and agents are often the key source
of success.
4
Indian Competitiveness & Comparison with the world markets
in India, there is a large raw material base suitable for food processing industries.
India is the largest producer of livestock, milk, sugarcane, coconut, spices and cashew
producer of rice, wheat and fruits &vegetables. India also produces caustic soda and
soda ash, which are required for the production of soaps and detergents. The
Labor cost comparison - Low cost labor gives India a competitive advantage.
India's labor cost is amongst the lowest in the world, after China & Indonesia. Low
labor costs give the advantage of low cost of production. Many MNC's have
established their plants in India to outsource for domestic and export markets.
Presence across value chain - Indian companies have their presence across the
value chain of FMCG sector, right from the supply of raw materials to packaged
goods in the food-processing sector. This brings India a more cost competitive
supplies milk as well as dairy products like cheese, butter, etc. Likewise RSPL
5
REASONS TO BUY
To understand the impact of key government policies on the overall industry and key
defensive bet because of India’s consumption-driven growth story. This helps the
companies to grow at a decent pace, despite the business cycle they are in. However,
these companies have recently faced some issues in terms of volume growth as a
result of lower disposable income from the consumers’ end. According to media
reports, even the rural sales are declining, hurting the companies’ topline.
With the forthcoming Budget, FMCG companies have some expectations from the
Finance Minister (FM), which could revive the consumer sentiments helping the
sector to perform well going ahead. However, before going through this year’s wish
list, let’s take look at the FMCG-specific announcements made in last year‘s budget.
Following are some of the key Budget announcements made for FY13 with respect to
I The excise duty was increased to 12 per cent (FY13) from the earlier 10 per
cent (FY12). The industry players had not expected this hike as it created
inflationary pressures.
II A clear guidance was not provided about the Goods and Services tax (GST)
implementations.
III Excise duties were also increased in case of tobacco products against the
expectations.
6
V Further, the FM retained the interest subvention scheme for providing short-
term crop loan to farmers at a 7 per cent interest rate. An additional subvention
VI The exemption limit for general tax payers was enhanced from Rs 1.8 lakh to
Rs 2 lakh, giving a tax relief of Rs 2,000. Further, the upper limit of 20 per
cent tax slab was raised from Rs 8 lakh to Rs 10 lakh. The additional income
generated from this helped the individuals to spend more, thus benefiting the
sector
Following are the key Budget expectations from the FMCG space for this year's
Budget (2014-15):
I A clear roadmap for Goods and Services Tax (GST) from the FM. various
media reports suggest that GST would be implemented from the next year
(April 2014), but the industry expects a positive development in the area. This
is because the GST will bring down the distribution costs of the FMCG
turnover.
consumers, which will further fuel inflation. Also, hike in prices may reduce
7
III An increased allocation of funds to rural infrastructure development and
IV Higher exemption limit for tax payers, which would leave consumers with
more cash and thus be a positive sign for the consumer space.
applicable rate of interest on the funds specifically borrowed for the activities
of replanting.
Overall, we believe that the Budget 2013 would be a positive one for the FMCG
space. However, the risk of excise duty hike is hovering over the sector. Such a hike
would improve the financials of the central government which is more focused on
curbing its twin deficit. On the other hand, a hike would fuel inflation which is still
8
CHAPTER 2
COMPANY PROFILE
9
RSPL Limited
manufactures and markets detergents, washing powder, and toilet soaps. In addition,
the company manufactures and markets leather footwear. The company also engages
All the Companies are under the supervision and control of the single management
In the ever changing world where changes are made at fast pace. It is important to
changes in product technology and consumer needs to make our brands the way
consumer desires them to be. We believe that the only constant in history of mankind
is evolution and so should it is our endeavor to give superior brand experience and
most superior value for consumer’s money. Our undeterred pursuit for evolution has
led the company to progress on the path of value during our growth.
Keeping in line with its expansion programme, The company has been established
company to fulfill the demand of its products across the country more effectively.
The company is going to set up a new unit in Raipur, Chhattisgarh for the
manufacturing of detergent cake, powder and acid slurry. The company has applied
for necessary approvals to set up the unit. Within next couple of years the group’s
10
RSPL Limited(RSPL)
is 2000 crores diversified conglomerate, which is committed for value for money
propositions & credited with several innovations over last 3 decades. The sagacity to
weave its business around consumer needs has conferred RSPL with a distinct value
RSPL and enabled the organization to deliver value to consumers. Keeping in line
with its expansion programme, The Company has been established detergent
Locations across the India to enable the company to fulfil the demand of its products
Keeping in view the expanding market of personal & home care products in
India, the company has set up a unit in Hardwar for the manufacturing of personal and
home care products like Shampoo, Hair oil, Toothpaste, Moisturiser, Shaving Cream,
Liquid Hand Wash, Floor Cleaner, Liquid Detergent and Toilet Cleaner..
11
RSPL follows the policy of penetrating its markets deep and then focusing on
geographical expansion. Having achieved strong distribution reach in its core markets,
expanding distribution in other states (most notably in South India .We are
FIGURE-1
Jamnagar,Jamshedpur, Jhansi, Kanpur, New Delhi, Roorkee, Sagar and adding more
12
2.2 VISION, MISSION& QUALITY POLICY
OUR MISSION-
To be a part of consumer’s daily life by giving them best value for money through
Consumer Centricity
Continuous improvement
Integrity
13
2.3 GROWTH AND DEVELOPMENT OF THE ORGANIZATION
History
In 1987, a year before Wheel was launched by HUL, without much attention of media
incorporated ShriMahadeo Soap Industries Pvt. Ltd. under which they started
changed its name to Rohit Surfactants Private Limited (RSPL) in June 2005.
Ghari detergent is a mediocore brand. It is said that Ghari was inspired by Nirma,
which was launched in 1969 and evicted HUL's Surf within four years of its launch to
become the market leader in 1987 having a market share of around 30%. Nirma was
at its peak when Ghari was launched in 1987. In 1988, HUL launched Wheel to take
on Nirma which snatctced top spot from Nirma in 2000. Ghari had to compete against
to big players Wheel and Nirma since its launch. At last Ghari had its day. After 25
Detergent industry had its beginning in 1957. Swastik Oil Mills in Wadala, Mumbai,
was the first Indian factory to manufacture synthetic detergents. The evolution of
detergent powder industry is summarised in the table below keeping focus on Indian
subcontinent.
14
Year What happened
1957 Oil Mills in Wadala, Mumbai. Even though key ingredients are imported, they
HUL (then HLL) enters India accelerating the shift to detergents is persisting
which is effective in washing clothes in 'hard' water. But they also caused
ban.
India, companies like HUL perform plays and puppet shows at mandis. HUL
15
also introduces Rin Bar at about this time. Mindful of the need to conserve the
industry.
industry is still only 84,000 tonnes, far less than the government-sanctioned
1974
capacity of 3.5 lakh tonnes. Queering the pitch, the government begins
Due to the West Asia oil crisis, prices of key petrochemicals skyrocket, by as
like HUL. Such high raw material prices will persist through the 70s.
Point, a detergent brand, achieves history by being the first product in this
1975 Factory of Bangalore (which also makes Mysore Sandal soap). Soap Opera,
25 years after the first domestic factory was established, synthetic detergents
only manage a 25% market share of the total fabric washing market. By
1983
comparison, the market shares in Thailand that time is 99% and in Kenya,
60%.
16
History is made as lower-priced Nirma evicts HUL's Surf from the pole
1985
position in the detergents market.
1987 Gyanchandani launch Ghari, which will eventually come to rival the two
HUL introduces Wheel to take on Nirma. In its battle with Nirma, HUL will
1988
bring its massive marketing and distribution muscle to bear.
Early
Ghari overtakes HUL.
2012
17
2.4 PRESENT STATUS OF THE ORGANIZATION
Financial Reports
Ghari Detergents brand is one of the fastest growing in the FMCG market. The RSPL
Limited Group, inspite of competition, is making great strides in the Indian Detergent
Industry and is currently ranked as largest brand in its category with more than 16%
market share and is striving to better its position by constant endeavor. A family
business which started around 1970 for manufacturing and marketing of oil soap with
a turnover of a couple of Lac turned into a corporate in the year 1988 by entering in
manufacture of Detergents.
With the passage of time, by adopting latest technology and using premium quality
raw material, it developed a product under the brand name ‘GHARI’ to the liking of
the masses. The Company then diversified into the dish wash bar segment and
launched “XPERT”. Further to the success, the company entered into toilet soap
segment and launched toilet soap under the brand name “VENUS”, which is available
in various variants.
RSPL Limited has achieved a turnover of more than Rupees 1940 Crores during
2014-15 from a mere turnover of Rupees 1.39 Crores in the year 2013-14 with an
18
2.5 functional department of the orgnization
19
2.6 ORGANIZATION STRUCTURE AND ORGANIZATION
CHART
ORGANIZATIONAL CHART
Chairman
Sales Director
Territory
Development
Manager
Accounts
Development
Customer Executive
Staff
0
20
BOARD OF DIRECTORS
21
MANAGEMENT
DIRECTORS ON BOARD
Murli Dhar
His vision and strong dedication laid the foundation of the ‘RSPL Limited’ group. He
has the responsibilities of finalizing Corporate Strategy & Planning for the growth of
the business of the group. Under his leadership the group has established itself
Bimal Kumar
Managing Director
Joined the family business of his father with his elder brother Shri Murli Dhar.
His responsibilities are to supervise and control management of the entire group. His
contribution to the Human Resource Development in the group has been enormous
and his media and advertisement strategy has proved to be superb efficient in terms of
sales response. His ability to spot trends early has helped to identify new segments the
Manoj Kumar
Director
His contribution to the group was the first business diversification in the leather
industry. After establishing Leather and Footwear venture and turning the business
into Rs. 100 crores, he is on his way to create new land marks in Dairy business.
Rahul Gyanchandani
22
Joint Managing Director
His present responsibilities are operations of Soap & Detergent division of the
Company. He is also actively involved in the planning of new projects. All the
expansion plans of soap & detergent division are going under in his able direction. He
has a vision for backward integration. Under his able guidance, the company has
successfully entered into toilet soap segment by launching toilet soap under the brand
Rohit Gyanchandani
Director
He has the responsibility of planning and monitoring advertising and evolving new
strategies for marketing. He is also looking after real estate business of the group. One
of the group company, Nimmi Build Tech Pvt. Ltd. is developing resident.
23
OUR MANAGEMENT-
DIRECTORS ON BOARD
MurliDhar
His vision and strong dedication laid the foundation of the ‘RSPL Limited’ group. He
has the responsibilities of finalizing Corporate Strategy & Planning for the growth of
the business of the group. Under his leadership the group has established itself
24
Bimal Kumar
Joined the family business of his father with his elder brother ShriMurliDhar.
His responsibilities are to supervise and control management of the entire group. His
contribution to the Human Resource Development in the group has been enormous
and his media and advertisement strategy has proved to be superb efficient in terms of
sales response. His ability to spot trends early has helped to identify new segments the
Manoj Kumar
His contribution to the group was the first business diversification in the leather
industry. After establishing Leather and Footwear venture and turning the business
intoRs. 100 crores, he is on his way to create new land marks in Dairy business.
Rahul Gyanchandani
His present responsibilities are operations of Soap & Detergent division of the
Company. He is also actively involved in the planning of new projects. All the
expansion plans of soap & detergent division are going under in his able direction. He
has a vision for backward integration. Under his able guidance, the company has
25
successfully entered into toilet soap segment by launching toilet soap under the brand
RohitGyanchandani
He has the responsibility of planning and monitoring advertising and evolving new
strategies for marketing. He is also looking after real estate business of the group. One
of the group company. Nimmi Build Tech Pvt. Ltd. is developing residential projects
Tara Chand
Director
He takes care of manpower arrangements, day to day affairs & represents company in
legal matters.
VarunSoin
COOLGPL, Banthar
V.N.Desai
President
President- Corporate
H.P.Saxena
26
Sr. Vice President (Operation & Tech.)
He looks after Fatty Acid &Toilet Soap Division, Home & Personal Care Division.
RavinderVashishth
AmitKapoor
Y.N.S. Gaur
Vice President
C.L.Subedar
ParwezAbedin
Plants.
27
He looks after HR & Admin functions of LGPL & NIFPL.
Narendra Mishra
Akhilesh Singh
General Manager
28
Managerial level
Figure -2
29
CHAIRMAN
Managing director
General
Manager GENERAL MANAGER
30
2.7 PRODUCT AND SERVICE PROFILE OF THE
ORGANIZATION
Division Products
Sr.
no
FMCG Ghari detergent and cake , Expert Dish
1
wash Bar, Venus soap, Uni Wash
detergent.
Footwear Industry Red Chief (LGPL)
2
Dairy Products Namaste India Milk, Ghee,
3
Wind Energy Presently the company has installed
4
capacity of producing 26.1 MW wind
energy. The Wind Energy Project is
enjoying 100% exemption from the
Income tax for 10 years.
Real Estate
5 Nimmi Build Tech-the business of construction
Project and real estate.
The Company has set up an IT Software
chnology Park in Noida. The company is developing
residential projects in Kanpur and one residential
project in Lucknow
31
FOOTWEAR PRODUCTS
Red Chief is one of the leading footwear brand in India since 1997, manufacturing
high quality genuine leather footwear at unbeatable price. The company has recorded
an impressive growth through its enthusiastic and highly motivated marketing team;
Company has estimated sales figures of Rs. 900 million in benchmarking standards.
In the domestic market it is one of the most admired footwear brands and holds the
Red chief as a brand is constantly evolving to keep pace with the changing trends,
styles, beliefs, and aspirations of people while maintaining the sanctity of certain
Perfection is a never ending pursuit for us. With quality as the hallmark, it is our
sincere endeavor that each product that comes through our state-of-art production line
should truly act as the ambassador of goodwill, with the consumers-reinforcing their
conviction in Red Chief. Steeped in a philosophy that has at its core innovation,
DAIRY PRODUCTS
32
Namaste India
RSPL Limited is all set to further consolidate its position in the dairy business with
the name of “Namaste India Foods Private ltd.” Along with the taste the milk is full of
calcium, protein, carbohydrates, vitamins, etc. for healthy growth of a human body.
The company aims to provide remunerative returns to the farmers and also serve the
interest of consumers by providing quality product which are good value for money.
commited to supply pure milk & milk products. It is situated at Shivrajpur,31km far
away from Kanpur Nagar, company has established a developed Agriculture & Cattle
farm where Agriculture & cattle farming is done by the scientific method. The unit is
fully automated with international standards. And is planning to collect, process, and
pasteurize 4 lakh litre milk per day. It has collection centres in hundred villages and
every 50 km from its Dairy Plant (around Kanpur). It strictly follow the rules of
I Product Portfolio
II Pasteurized Milk
33
V Cheese
VI Curd
In a way, Namaste India Milk & Milk Products embody the essence of the company’s
the company’s chilling centers after ensuring that the milk is not tampered with &
what you get is pure & fresh milk. Before the milk is delivered to the consumers, it is
kept in hygienic cold chains from where you get fresh & nutritious milk. The milk is
purified in the company’s dairy by experts who use the latest technology in the
Automatic Plant. That’s why Namaste India Milk meets the highest grades of purity.
34
NimmiBuildtech-
The group has interest in Real Estate Industry. One of the group company,
India Pvt. Ltd.), is engaged in the business of construction and real estate.
The company has setup an IT Software Technology Park in Noida. The company is
through SPV.
35
WIND ENERGY-
In the year 2008, with a view to expand the Wind Power Project, the group has
established wind power generation project at Gujrat. The capacity of the project is
During the financial year 2010-11, the company has set up another wind power farm,
Presently the company has installed capacity of producing 26.1 MW wind energy.
The wind energy project is enjoying 100% exemption from the Income Tax since last
10 years.
36
FMCG PRODUCTS-
Household Products-
XpertDishwash Bar
37
GHARI DETERGENT CAKE & POWDER-
Price List
(INR)
60 Gms 3.00
(INR)
3 KG 130.00
1 KG 44.00
95 Gms 5.00
15 Gms 1.00
38
Venus soap-
Sizes MRP
ambassador for Venus Beauty soap.This is the first time that a Bollywood celebrity
will be endorsing the product. Venus Beauty soap is a product of Kanpur based firm,
Rohit Surfactants, the company that also manufactures the Ghari detergent soap and
washing powder.
39
XpertHygiene Dishwash Bar-
Sizes MRP
New Uni Wash Detergent a product by Rohit Surfactants .Powerful detergent to give
40
2.8. MARKET PROFILE OF THE ORGANIZATION
The detergent brand was founded by Muralidhar and Bimal Kumar Gyanchandani in
1987. When Ghari was launched, market was already dominated by big brands
like Surf and Nirma. Over the years since the launch of Ghari detergent powder, till
like HUL and P&G and many local players. It came to limelight in late 2012 when it
surpassed HUL's wheel detergent and grabbed top spot in terms of market share. It
took almost 25 years for Ghari to be the market leader in detergent market. In
November 2012, Ghari had a 17.4% share compared with Wheel's 16.9%.
41
SWOT ANALYSIS
SWOT analysis is a basic, straightforward model that provides direction and serves as
The role of SWOT analysis is to take the information from the environmental analysis
and separate it into internal issues (strengths and weaknesses) and external issues
(opportunities and threats). Once this is completed, SWOT analysis determines if the
information indicates something that will assist the firm in accomplishing its
Strategy, 1998).
42
SWOT PROFILE OF VENUS
STRENGTHS
I 1.Strong Market Research (door to door sampling is done once a year in Urban
II 2.Many variants (Almond Oil, Orchid Extracts, Milk Cream, Fruit Extracts,
new variants (Aromatic Glow and Chocolate Seduction and body wash) and
innovative promotions 7.Perceived to have high value for money (strong brand
popular segment)
across all segments (15% of the soap market captured by Lux (sales / volume)
43
WEAKNESSES
II 2.Usage rate/ wear rate is high and is generally mushy and soggy
III 3.Some variants like the sunscreen, International variant did not do well in the
market
OPPORTUNITIES
indication of this is that Fair and Lovely’s segment is increasing at a fast rate -
IV Retentive strategy required as the soap segment is in the mature stage of its
V Line extension – probably with more variants catering to the beauty segment like
VI Liquid body wash is currently in the growth stage – Lux should come out with
VII Level of servicing is high during sales promotion schemes – this could be
brought down
VIII It has a large market share and hence has a strong hold over the market
44
THREATS
(Camay, P&G)
V Its in the maturity stage in the Product Life Cycle and has a threat of
not carried o
45
PART-II
CHAPTER 3
The purpose of this project is to know the details about the different techniques and
The problem statement include various factors such as knowing the training and
development facilities to the employees and also to know what best effort has been
put by the firm to improve it so that it can be utilized effectively by the employee of
the organization.
Training is an act of increasing the knowledge and skill of an employee for doing a
particular job. It is concerned with imparting specific job related skill to the
reactive process.
II To train the employee to increase his quantity and quality of output. This may
IV To train the bright but dronish employee in the formation of his goals. This
46
V To train employee towards better job adjustment and high morale.
Principles of training:
followed.
Knowledge of results:
andhow well he is doing. He seeks information, appraisal and guidance about his
progressand is made uneasy by the possibility that he may be making some serious
error in hisbehaviour and not knowing that he is doing so. Knowledge of results
Motivation:
A motivated worker learns better than an unmotivated one. Until the worker
hasbecome convinced of the need of training and of the worthwhile ness of the returns
47
Reinforcement:
reward.Punishment tends to fix the undesirable behavior rather than to eliminate it. It
may alsodevelop in the trainee a dislike for the punishment giver. However mild
behavior.
Practice makes a man perfect. In order that the trainee may not revert back to
theold behavior, it is essential that he practice the new learning daily. The
internalenvironments of many organizations are hostile to this. Too often the trainee is
not able toimplement in his work place what he has learned during the training
session.
practicea whole task all at once or whether sub tasks or component tasks should be
comprehensive literaturereview Naylor found that the answer to this question seemed
master. Tasks were seento differ in complexity (the difficulty of each of the separate
48
task component viewedindividually) and organization (the extent to which such tasks
Transfer of learning:
Transfer of learning from the training to the job would depend upon the extent
towhich there are identical elements in two. Thus if the devices used in training
weresimilar to those on the job and there would be positive transfer of learning. This
untrainedindividual. But if the physical and psychological fidelities are wanting there
would benegative transfer of learning. This means that the trained would display
inferiorperformance on the job. If incorrect work methods are learned once, there may
49
Identification of the behavior where change is required
Methods of training
In this method the trainee is placed on a regular job and taught the skills
necessaryto perform it. The trainee learns under the guidance and supervision the
superior or aninstructor. The trainee learns by observing and handling the job.
Several methods are used to provide on the job training e.g. Coaching,
jobrotation, commitment assignments etc., A popular form of the on the job training is
andprovides extra practice when required. But it needs skilled trainers and preparation
inadvance.
Vestibule training:
In this method a training centre called vestibule is set up and actual job conditionsare
duplicated or stimulated in it. Expert trainers are employed to provide training withthe
help of equipment and machines which are identical with those is used at the
workplace.
50
Apprenticeship training:
In this method, theoretical instruction and practical learning are provided totrainees in
TrainingInstitute for this purpose. Under the apprenticeship act 1962 employers in
paid during the trainingperiod. Thus it is an “earn when you learn” scheme.
educationalinstitutions. Lectures, case studies, group discussions and audio visual aids
are used toexplain knowledge and skills to the trainees. Classroom training is suitable
Internship training:
Selected candidates carry on regular studies for the prescribed period. Theyalso work
in some factory or office to acquire practical knowledge and skills. Thismethod helps
Orientation training:
thework environment. Every new employee needs to be made fully familiar with his
job, hissupervisors and sub ordinates and with the rules and regulations of the
51
Job training:
It refers to the training provided with a view to increase the knowledge and skillsof an
employee for improving performance on the job. Employees may be taught thecorrect
methods of handling equipment and machines used in a job. Such training helpsto
Safety training:
safetyconsciousness.
Promotional training:
Employees with potential are selected and they are given training before
Refresher training:
techniques. Withthe passage of time employees may forgot some of the methods of
doing work. Refreshertraining is designed to revive and refresh the knowledge and to
update the skills of theexisting employees. Short term refresher courses have become
52
popular on account ofrapid changes in technology and work methods. Refresher or re
Remedial training:
pickedup appropriate methods and styles of working. Such employees are identified
and correctwork methods and procedures are taught to them. Remedial training should
Process measure:
Number of training conducted against the number of trainings targeted and alsothe
training effectiveness.
53
STEPS IN TRAINING PROGRAMME:
Follow up actions
54
3.2 Review of Literature
1. Muhammad Zahid Iqbal et. Al- in the year (2011) has done their research in
and formative evaluation of Training. This paper attempted to signify the use of
formative training evaluation. The authors have carried out a study at three
between the training characteristics and formative training evaluation under the
Kirkpatrick model (reaction and learning) . This study explains the causal
learning was also investigated. The principal finding revealed that a set of
seven training characteristics explained 59% and 61% variance in reaction and
impact on reaction and learning except training contents. The study concluded
2. Eugen Rotarescu -in the year (2010) has reviewed on the topic
55
decision making processes and the methods applied to human resources
training and development in environments with risk factors. The decisions have
been optimized by the human resources training and development, the decision
makers have readily available with two methods of analysis they are: (1) the
decision matrix and (2) the decision tree method. Both methods compute the
alternatives based on the estimated monetary value (EMV). Finally the decision
matrix and the decision tree analyses represent two viable, scalable and easily
generate the same solution and rely on the accuracy of the expected monetary
value (EMV) method calculated for each course alternative action. Of these
two methods, the selected decision method depends on the circumstances, the
3. Pilar Pineda- in the year (2010) has done his research in this topic
present an evaluation model that has been successfully applied in the Spanish
context that integrates all training dimensions and effects, to act as a global tool
model. The author says that training is a key strategy for human resources
public authorities invest large amounts of resources in training, but rarely have
the data to show the results of that investment. Only a few organizations
evaluate training in depth due to the difficulty involved and the lack of valid
56
instruments and viable models. The paper’s approach is theoretical, and the
industry and in the services sector, which demonstrates its usefulness and
has interesting and practical implications, as a useful tool for training managers
lies in its focus on a key and novel aspect – i.e. the pedagogical dimension,
4. Cary Cherniss et.al. In the year (2010) has done their research in the topic
emotional and social competence. The study involved 162 mangers from nine
nine different groups with nine managers in each group. Each group was
required to follow the identical process. His results indicated that after two
years the intervention group had improved more than the controls on all
strategy and contextual factors that optimize results. This paper describes a
57
leadership development strategy that appears to be more economical and
executive coaching. Although ISO principles are utilized widely in the business
world, this is the first study that has used this approach in the design and
5. Thomas Andersson in the year (2010) has done his research in the topic
from manager’s personal development training)” and has reviewed this paper to
conducted. The study focuses on only five managers in two organizations. This
small sample limits the generalisability of the research. Finally the study puts
58
6. David Mc Guire and Mammed Bagher in the year (2010) has done their
equality, inclusion and fairness in the workplace. Critically, it can help diverse
diversity will improve performance metrics, rather than simply being a socially
59
7. Cody Cox. B in the year (2009) has done his research in the topic “THE
examined for technical and nontechnical content areas. Participants were 109
working age adults (Mean age 38.14 years, SD 12.20 years). Self-efficacy and
age, and frame for technical training and a three-way interaction between
are discussed.
8. Franco Gandolfi in the year (2009) has done his research in the topic
actively implemented for the last three decades. While employee reductions
were utilized mainly in response to crises prior to the mid 1980s, downsizing
companies in the mid to late 1980s. Since then, downsizing has transformed the
of individuals around the world. While the overall effects of downsizing have
60
training and development (T&D) during the downsizing process. In particular,
the research depicts the current body of literature associated with the function
of HR and its plans, programs, and policies that firms adopting downsizing
9. David Pollitt in the year (2009) has done his research in the topic “TRAINING
the right product at the right time in a way that is fair to all. AXA sun life
Midshires. Ensuring that its 200 employees have up-to-date skills and
knowledge falls to regulated-sales training manager Paul Ingleby and his team
of four, who operate from AXA’s Coventry head office. We have robust testing
and assessment processes for every program and every delegate. This extends
to the trainers, who also go through an annual process to ensure that they have
the product knowledge themselves, as well as the skills to deliver it. A huge
amount of experience resides within the team, both as trainers and, formerly as
61
10. David Pollitt in the year (2009) has done his research in the topic “THOMSON
threads and aspects of training)” and says that information is the lifeblood of
business, the economy and most aspects of society, from health care to legal
affairs and scientific investigation to the chat by the coffee machine. Thomson
for visualizing processes and projects using a structure that places an objective
as a central image. Mind mapping plays a central role in every aspect of our
performance charting. Hence with such heavy use of mind maps across the
organization, one of the training requirements that Charles Jennings has to meet
is the demand for training on the use of Mindjet products. This is largely met
11 Anupama Narayan and Debra Steele-Johnson in the year (2007) has done a
and some of the authors have said that in today’s organizations, rapid changes, an
62
the work (Cascio, 1998; Goldstein, 2002; Smith et. al 1997). Employee’s
development, and more specifically training, can help individuals and organizations
work more effectively adapt to the changing environment and achieve individual and
students from a Midwestern university. Participation in the study was voluntary and
participants received extra credit points that could be applied to their course grade. So
total 165 participants were taken for the analysis (men, and = 71; women, and = 94)
with a mean age of 20.5 years (SD = 3.14). Hence, results from regression analysis
63
3.3 Statement of the research objective
II To find out the level of satisfaction of employees from the training and
III To find out the expectations of employees from training and development
activities
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3.4 Scope of Study
I The study will help the organization to know present condition of training and
III It develops better relationship among the employee and employer. It creates a
relations.
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3.5 Research design
Research methodology:
Research methodology is a purely and simply the framework or a plans for the study
that guides the collection and analysis of data. Research is the scientific way to solve
the problems and it’s increasingly used to improve market potential. This involves
exploring the possible methods, one by one, and arriving at the best solution,
Research design:
systematically.
Descriptive research:
fact- finding enquiries of different kinds. The major purpose of descriptive research is
Methods of analysis-
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3.6 Sampling Techniques
Sampling technique:-
The method which is adopted to collect the sample obviously has large implications
on the conclusions drawn from that sample. Mentioned below are the techniques
Sample size:
A sample size of 100 has been taken for the purpose of the project study.
Simple random sampling (also referred to as random sampling) is the purest and the
In simple randam sampling every member of the population have equal chance of
selected. The logic behind simple randam sampling it removes bias from the selection
Convenience sampling-
probability sampling method that relies on data collection from population members
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SAMPLE AREA:
Statistical tools:
The collected data were classified and tabulated and analyzed with some of the
Percentage analysis
Graphical analysis
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3.8 Data Collection (Primary & Secondary)
The study is carried out with the help of the following methods of collection.
1. Primary data
2. Secondary data
Primary data
The primary data is collected through the structured questionnaire from the
employees.
Questionnaire
of questions by using a term, which the respondents fill in him. Questionnaire design
Likert scale.
Secondary data
The secondary data are gathered from various sources such as website of event
Sampling design:
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CHAPTER-4
Method used for analysis – Responses from employees have been collected to
3. Efficiency of T&D
Q-1: Are you aware of the various training program provided by the company.
Table-1
program
Strongly agree 48 48
Agree 35 35
Neutral 10 7
Disagree 5 5
Strongly disagree 2 2
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Figure-3 Awareness of training program
5% 2% STRONGLY
AGREE
10%
AGREE
48%
NEUTRAL
35%
DISAGREE
STRONGLY
DISAGREE
Interpretation-
From the above table it is inferred that 48% respondent strongly agree,35% agree 10%
Finding – It is visble from the pie chart that most of the employees are well aware of
Q-.2 Employee have a clear understanding of what they are going to acquire
Table-2
program
Strongly agree 36 36
Agree 49 49
Neutral 12 12
Disagree 2 2
Strongly disagree 1 1
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Total 100 100
1%
2%
12%
36% Strongly agree
Agree
Neutral
49%
Disagree
Strongly disagree
Interpretation-
From the above table it is inferred that 49% of respondents agree and 36% strongly
agreeand 12% neutral 2% disagree and1% strongly disagree that they have clearly
Finding- It is inferred that most of respondents agree that they have clearly
Q-3 : What do you think quality of training program about in your organization.
Table-3
program
Excellent 31 31
Very good 57 57
Good 7 7
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Average 4 4
Poor 1 1
4% 1%
7%
31%
Excellent
Very good
Good
57% Average
Poor
Interpretation-:
From the above table it is inferred that 57% of the respondents gives very
good 31% gives excellent7% gives good 4% gives averageand 1% gives poor the
Finding- It is inferred that most of of the respondents gives that very good to the
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Q-4: Does the company norms and value are clearly explained to the new
Table-4
Strongly agree 31 31
Agree 45 45
Neutral 21 21
Disagree 3 3
Strongly disagree 0 0
3% 0%
Interpretation-
From the table it is inferred that 45% of the respondents agree, 31% strongly agree,
Finding- It is inferred that most of the respondents agree that they understand the
induction training.
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Q-5: Does training program helps you to improve job satisfaction.
table-5
satisfaction
strongly agree 29 29
agree 46 46
neutral 21 21
disagree 3 3
strongly disagree 1 1
3% 1%
strongly agree 21% neutral,3% disagree 1% strongly disagree that training program
Finding- It is evident that most of the respondents agree that training program help
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Q-6: Does training program help you to improve organisation commitment.
Table-6
you to improve
organization commitment
Strongly agree 35 35
Agree 39 39
Neutral 17 17
Disagree 7 7
Strongly disagree 2 2
Figure- 8
2%
7%
17% 35% Strongly agree
Agree
Neutral
39% Disagree
Strongly disagree
agree,35% strongly agree 17% neutral 7% disagree 2% strongly disagree that training
Finding- It is inferred that most of respondents agree that training program helps to
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Q-7: Does training program helps you to improve awareness.
Table-7
Strongly agree 34 34
Agree 39 39
Neutral 19 19
Disagree 6 6
Strongly disagree 2 2
6% 2%
Interpretation:
From the above table it is inferred that 39% of the respondents agree 34% strongly
agree 19% neutral 6% disagree 2% strongly disagree that training program help them
Finding- It is inferred that most of respondant says that training program help them to
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ON THE PARAMETER OF EXPECTATION-
Table-8
employee.
Theoretical 33 33
Practical 63 63
Both 4 4
4%
33%
Theoretical
Practical
63%
Both
Interpretation-
From the above table it is inferred that 63% of respondents expect that that training
Finding- It is inferred that most of respondents expect that that training session on
practical basis
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Q-9: In which field do you need training programs.
Table-9
training program
Technology 27 27
Quality 60 60
Environmental 8 8
5%
8% 27%
Technology
Quality
60% Environmental
Health and safety
Interpretation-
From the above table it is inferred that 60% of respondent need training in quality,
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ON THE PRAMETER OF EFFICIENCY OF TRAINING &
DEVELOPMENT–
Table-10
program
Strongly agree 48 48
Agree 32 32
Neutral 15 15
Disagree 3 3
Strongly disagree 2 2
3% 2%
Interpretation- It is inferred that 48% respondent strongly agree 32% agree 15%
Finding- It is inferred that most of the respondent strongly agree that they have
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Q-11: The effectiveness of training program made positive difference between
Table-.
performance
Strongly agree 52 52
Agree 42 42
Neutral 5 5
Disagree 1 1
Strongly disagree 0 0
1%
5% 0%
Strongly agree
52% Agree
42%
Neutral
Disagree
Strongly disagree
Interpretation- From the table it is evident that the 52% of the respondents strongly
agree,42% agree 5% neutral 1% disagree that the training program made positive
Finding- It is evident that the most of the respondents strongly agree that the training
program made positive difference between the past and present performance
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Q-12: How importance do you think training and development helps to improve
Table-12
development helps
performance of employee
Most important 25 25
Very important 61 61
Important 12 12
Less important 2 2
Not important 0 0
2%
0%
12% 25% Most important
Very important
Important
61% Less important
Not important
Interpretation- From the above table it is inferred that 61% of respondent saying
that training program is very important 25% says that most important 12% saying that
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Finding- It is inferred that most of respondent saying that training program is very
Table-13
training program
Hours 0 0
Days 10 10
Weekly 15 15
Monthly 35 35
Year 40 40
0%
10%
40% 15% Hours
Days
Weekly
35% Monthly
Year
Interpretation- it is inferred that 40% says that training program is year 35%says that
monthly 15% says that weekly 10% says that days provided o the respondents.
Finding- It is inferred that most of respondant says that periodic gap of the training
program is in year.
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Q-14: How much the innovative technique used in training program.
Table-14
in training program
to a greater extend 45 45
to a some extend 52 52
not at all 3 3
3%
45%
To a greater extend
52% To a some extend
Not at all
Interpretation-
From the above table it is inferred that 52% of the respondents says that innovative
extend. And 45% says that ta a greater extend and 3% nat at all.
Finding- It is inferred that most of the respondents says that innovative technique
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Q-15: Rate your improvement after attending training and development
program.
Table-15
development program.
very high 42 42
High 45 45
Moderate 11 11
Low 2 2
Poor 0 0
2%
0%
11%
42% Very high
High
Moderate
45%
Low
Poor
Interpretation-From the above table it is inferred that 45% of respondents says that
they have high improvemen 42% says that very high 11% says that moderate 2% says
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Finding- It is inferred that most of the respondents says that they have high
Table-16
in reducing absenteeism
strongly agree 28 28
Agree 40 40
Neutral 26 26
Disagree 6 6
strongly disagree 0 0
0%
6%
28% Strongly agree
26%
Agree
Neutral
40% Disagree
Strongly disagree
Interpretation-From the table it is inferred that 40% respondents agree 28% strongly
agree 26% agree 6% disagree that training program helps to reduce absenteeism.
Finding- It is inferred that most of the respondents agree that training program helps
to reduce absenteeism.
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Q-17: Does training program helps in reducing employee turnover.
Table-17
in reducing employee
turnover
Strongly agree 42 42
Agree 35 35
Neutral 21 21
Disagree 2 2
Strongly disagree 0 0
2%
0%
strongly agree,35% agree 21% neutral 2% disagree that training program helps to
Finding- It is inferred that most of the respondents strongly agree that training
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Q-18: Does training program helps in reducing accidents.
Table-18
reducing accidents
Strongly agree 24 44
Agree 42 42
Neutral 32 32
Disagree 2 2
Strongly disagree 0 0
2%
0%
Interpretation-
From the above table it is inferred that 42% of respondents agree 32% neutral 24%
Finding- It is inferred that 42% of respondents agree that training program help to
reduce accidents.
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Q-19 Does training program help you to improve job involvment .
Table-19
Strongly agree 26 26
Agree 45 45
Neutral 23 23
Disagree 4 4
Strongly disagree 2 2
4% 2%
Interpretation-
From the above table it is inferred that 45% of respondents agree 26% strongly agree
23% neutral 4% disagree 2% strongly disagree that training program improve their
job involvement
Finding- It is inferred that 45% of respondents agree that training program improve
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CHAPTER -5
SUMMARY OF FINDINGS
It is inferred that most of the respondent strongly agree that they are aware about
training program.and most of respondents agree that they have clearly understand
what they are going to acquire from training program.and most of of the
respondents gives that very good to the quality of training program.and most of
the respondents agree that they understand the induction training.and most of the
respondents agree that training program help them to improve their job
their job involvement.and most of respondant that training program help them to
It is inferred that most of respondents expect that that training session on practical
PERFORMANCE-
It is inferred that most of the respondent strongly that they have attendant training
program. and most of the respondents strongly agree that the training program
made positive difference between the past and present performance.and most of
respondent saying that training program is very important to improve their job
and most of the respondents says that innovative technique followed in the
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respondents says that they have high improvement after attending training and
development program. and most of respondents agree that training program helps
program help to reduce accidents. and most of respondents agree that training
Final interpretation-
It is inferred that most of the respondents satisfied that the quality of training
practical basis.
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5.2 CONCLUSION AND RECOMMENDATIONS
Analysis of all the facts and figures, the observations and the experience
during the training period gives a very positive conclusion regarding the training
imparted by the RSPL trainers. The RSPL is performing its role up to the mark and
the respondents gives that very good to the quality of training program 63% of
performance. It Assists the employees to acquire skills, knowledge and attitude and
also enhance the same.helps to motivate employees and helps in avoiding mistakes.It
becomes quite clear that there is no other alternative or short cut to the development
of human resources. Training when used in a planned and purposeful manner can be
an extremely effective management tool as they increase the knowledge and skills of
employees and thereby increasing the productivity and wealth of the organization.
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RECOMMENDATION
I The management must commit itself to allocate major resources and adequate
time to training.
III Trainer, training place, training method, trainee are the major things that
program.
There is no activity without limitations so it had too. The main limitation has
I The research was carried out by asking the respondents to fill the questionnaire.
There may be bias in their answer which may lead to inaccuracy of results.
III Due to the hectic schedule of the employees, they were not able to spend adequate
93
BIBLIOGRAPHY
REFERENCE-
iv. Cary Cherniss, et.al., (2010). Process-designed training: A new approach for
493-505.
vii. Cody B. Cox and Margaret E. Beier, (2009). The Moderating effect of
13(4): 247-60.
94
viii. Franco Gandolfi, (2009). Training and Development in an Era of Downsizing.
ix. David pollitt, (2009). Training team shines at AXA sun life. Journal of human
x. David pollitt, (2009). Thomson reuters maps new relationships in learning and
January, 2014)
WEBSITES
www.citehr.com/research/ study
www.google.com/
www.gharidetergent.com/
95
APPENDICES
QUESTIONAIRE
1) Are you aware of the various training programs provided by the company?
(b). Agree
(c). Neutral
(d). Disagree
2) Employee’s have a clear understanding of what they are going to acquire from
training programme?
(b). Agree
(c). Neutral
(d). Disagree
3). What do you think about quality of training program in your organization?
(a). Excellent
(c). Good
(d). Average
(e). Poor
96
4). Does the company’s norms & values are clearly explained to the new employees
during induction?
(b). Agree
(c). Neutral
(d). Disagree
(b). Agree
(c). Neutral
(d). Disagree
(b). Agree
(c). Neutral
(d). Disagree
(b). Agree
(c). Neutral
(d). Disagree
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ON THE PARAMETER OF EXPECTATION-
(a). Theoretical
(b). Practical
(c). Both
(a). Technological
(b). Quality
(c). Environmental
PERFORMANCE-
(b). Agree
(c). Neutral
(d). Disagree
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11) The effectiveness of the training program made positive difference between
(b). Agree
(c). Neutral
(d). Disagree
12). How important do you think of training & development helps to improve your
(b)Very Important
(c) Important
(a). Hours
(b).Days
(c). Weekly
(d).Monthly
(e). Year
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14). How much the innovative techniques followed in the training programme
15). Rate your improvement after attending the training & development program?
(b). High
(c).Moderate
(d).Low
(e). Poor
(b). Agree
(c). Neutral
(d). Disagree
(b). Agree
(c). Neutral
(d). Disagree
100
18) Does training program helps in reducing accident?
(b). Agree
(c). Neutral
(d). Disagree
19) Does the training program help you to improve job involvement?
(b). Agree
(c). Neutral
(d). Disagree
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