A research on effectiveness of training & development programme at t. t. minerals pvt

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A research on effectiveness of training & development programme at t. t. minerals pvt

  1. 1. Effectiveness Of Training And Development INTRODUCTION Indian industry is waking up to the challenges thrown in by market economy. To survive in this highly competitive scenario, managers are being pressurized to improve quality, increase productivity, cut down waste and eliminate inefficiency. The collective efforts of the employer and the employee assume relevance in this context .And this is where human resource management can play crucial role. Human Resource Management (H.R.M) is management functions that helps manager’s recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organization. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue organizational objectives. This is true regardless of the type of organization –Government, Business, education, health or recreation. Thus, HRM refers to a set of programmes, functions & activities designed and carried out in order to maximize both employee as well as organizational effectiveness. H.R. Institute of Higher Education, Hassan 1
  2. 2. Effectiveness Of Training And Development STATEMENT OF THE PROBLEM: Management development is aimed at preparing employees for future jobs with the organization or at solving organization wide problems concerning, Acquiring or sharpening capabilities required performing various tasks and functions associated with their present or expected future roles. The motive behind this study is to understand and learn the impact of training and development programmes on the employees of T .T. Minerals Pvt. Ltd. Hence the study is under taken up to measure effectiveness of Training & Development at Executive and Non- executive level at SSS, Pvt Ltd Bangalore. Training cannot be measured directly but change in attitude and behavior that occurs as a result of Training. So employee assessment should be done after Training session by the management, to know the effectiveness of Training given to the employee. Hence the statement of problem is, “A Research on Effectiveness of Training & Development Programme at T. T. Minerals Pvt. Ltd.” OBJECTIVES OF THE STUDY  To know and evaluate the skills of the employees required to perform his/ her job or operate a machine.  To study the various training programmes organized by the company.  To understand the programmes and their impact on the employees of T .T. Minerals Pvt. Ltd  To analyze the views and opinions of the employees regarding the programmes provided at T .T. Minerals Pvt. Ltd.  To find out the satisfaction levels of the employees. H.R. Institute of Higher Education, Hassan 2
  3. 3. Effectiveness Of Training And Development SCOPE OF THE STUDY The study is conducted on the employees in T .T. Minerals Pvt. Ltd Bangalore. The study will help the organization;  To Know the present condition of the Training & Development programmes .  To know the expectations of the employees towards Training and Development programmes.  To know the willingness of the employees towards Training and development programmes. DESIGN OF THE STUDY The Design of the Study is the conceptual within which research/ study is conducted. It constitutes the blue print for the collection, measurement and analysis of data. RESEARCH DESIGN: Research design has characteristics, problem definition, specific methods of data collection and analysis, time required for research project. RESEARCH METHODOLOGY: • Explorative H.R. Institute of Higher Education, Hassan 3
  4. 4. Effectiveness Of Training And Development • Descriptive • Experimental DATA SOURCES: • Primary data: Is generated in an investigation with the help of questionnaires. • Secondary data: Is collected from books, internet, articles, journals and other sources. SAMPLING: SAMPLE POPULATION: There are 600 employees in the organization. SAMPLE SIZE: We are taking 50 employees sample. SAMPLE AREA: We are conducting in the production department. SAMPLE METHOD: The method we are using here is survey method, descriptive research design is used to collect the information TOOLS FOR DATA COLLECTION: Questionnaire is used for data collection. A pilot study is done by administering a questionnaire to sample of respondents fond out the validation of the study. After the study company’s manager and the guide was consulted and incorporated the ideas, in the final questionnaire. The questionnaire contains the objective of the study. H.R. Institute of Higher Education, Hassan 4
  5. 5. Effectiveness Of Training And Development LIMITATION OF THE STUDY:  As the study is carried out for academic purpose, due to constraints of time and cost, a comprehensive study was not possible.  The Sample size was restricted to only 50. If it were increased many more varied answers and suggestions would have been expected.  Fear of expressing the true facts among the respondents could be a limitation.  The employees found difficult to understand few questions. H.R. Institute of Higher Education, Hassan 5
  6. 6. Effectiveness Of Training And Development 2. INDUSTRY PROFILE 2.1 INTRODUCTION The kingfisher Company is the largest bottle water manufacturer in the country. Kingfisher has 10 manufacturing units spread across different locations. Kingfisher packaged drinking Water had got 40 contract packers in various cities. 2.1.1 INDUSTRIAL BACKGROUND H.R. Institute of Higher Education, Hassan 6
  7. 7. Effectiveness Of Training And Development The origin of Kingfisher in India the brand owes is named its founder Mr. Vital Malya an Indian entrepreneur. He first brought the idea of selling water in India. In1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water, which did not quite worked. By 1959 Kingfisher wanted to exit the company. Being a returnable package owing to various other problems such as breakage and weight, in 1962-63, Kingfisher was made available in PVC (Poly Vinyl Chloride) bottles. After this plastic packaging was introduced, things started to change, and sales increased rapidly. 2.1.2 Packaged water business: H.R. Institute of Higher Education, Hassan 7
  8. 8. Effectiveness Of Training And Development Bottled water or packaged water sector is considered to be one of the fastest growing business sectors in India. Several big Indian and multi national corporations have entered into the water business sector in a big way. This market is estimated at US $104 to 145 million and the sales had increased from 95 to 935 million litres between 1992 and 2002. The growth rate of this sector is put in the range of 30-70 percent per year. The growth of this market is predicated upon the failure of the governments to provide clean drinking water to the citizens and the increase in demand for clean water due to environmental pollution. This industry has seen as many as 180 players in the market selling as much as 1,000 million litres of water each year. The government agencies are also encouraging consumption of bottled water instead of consuming municipal water in the official meetings. The government estimated that by March 2001, about 6540 million cold drink bottles were sold annually, which means a per capita of 6 bottles for the billion Indian population. The consumption in Delhi is estimated to be as high as 50 bottles per capita. With the companies now busy in wooing rural markets, 'colanization is here to happen' in India. In the forefront are Bisleri, Bailley, Yes, Kinley, KingFisher and Aquafina. There are numerous other regional and local brands across the country meeting local demands. Many multi-nationals have entered the bottled water market and have increased the marketing activity to tap the unexploited potential. Most of the brands had been competing in a very narrow market segment, comprising predominantly the areas of travel, tourism, caterers, restaurants, hospitals etc. Their attention is now focused towards tapping the vast potential presented by affluent / upper middle class households. 2.1.3 Manufacturers in the water war: H.R. Institute of Higher Education, Hassan 8
  9. 9. Effectiveness Of Training And Development The Indian packaged drinking water market is worth Rs.1500 Crores and it is growing at the rate of 30- 70% a year. In the last one year, the world largest colour water companies Coco Cola and Pepsi have made in road into a market previously dominated by Mr. Mallya Brothers. In March 2000, Pepsi, Aquafina had negligible presence in the market, Coke Kinley was yet to be launched and Ramesh Chauhan’s Bisleri and Prakash Chauhan’s Bailley accounted Three out of every Four bottle of water sold. A year later, in March 2001 Kinley had a 20% share of the market, Aquafina 14% and share of King Fisher had come down to 10%. By June 2001, number provided by the companies to ‘Business Today’ indicates that it had come down to 7%. Not only Coke and Pepsi the world’s largest water player Danone and Nestle have a presence in the Indian market too. In March 2003, Kinley had a 30% share of the market, Aquafina 16% and share of Bisleri had come down to 30%, Bailley 10% and other local brands like Cauvery, Ganga Crystal had 10%. The following figures showing the declining market share due to impact of Coke and Pepsi in the Indian water market. At present, coke having 8 bottling plants, by the end of 2007 the company would have doubled number of water bottling plant to 16. Kinley boosted a market share of 19% in June 2001. It already contributes 5% to Cokes revenue in India and available in 5 Lakhs retail outlet across the country. The company expects to invest Rs.70 –75 Crores in its water business in the next three years. Pepsi would have added 7 Crores, a 5% share of the market and contributing 7% Pepsi revenue in the country. It is having 2,50,000 retail outlets and the company will invest Rs.80-100 Crores in its water business in the next three years. 2.1.4 VARIETY OF PRODUCTS OF KINGFISHER PACKAGED DRINKING WATER. QUALITY (ml) Per Case 200ml 48 pieces 500ml 20 pieces 1ltr 12 pieces 21tr 9 pieces 20ltr Can H.R. Institute of Higher Education, Hassan 9
  10. 10. Effectiveness Of Training And Development 2.1.5 Regulation for packaged drinking water: Government of India has issued a Gazette Notification GSR No.85(E) dated 3.2.2000 inviting objections and suggestions from the public within 60 days of the date of publication or laying down specifications of packaged drinking water. Previously, a draft notification was issued on updating the existing notification for mineral water, bringing it in the line with the international standards prescribed for that product. The present notification seeks to lay down specification for any packaged drinking water other than mineral water, sold in sachets, bottles, sealed cups etc. These specifications are in line with the international standards fixed for Codex for packaged drinking water. As per the new specification, packaged drinking water can be treated through various processes specified in the notification like decantation, filtration etc. or a combination of these various processes. It shall be sold only in clean colourless, transparent and tamperproof bottles or containers made of polyethylene conforming to BIS standards specifically lay down for this purpose or in sterile glass bottles suitable for preventing possible adulteration or contamination. All such containers shall be BIS- certified. The specification of the product includes permissible levels of contaminants / impurities including micro-biological parameters. Every container used for packing shall be conspicuously labeled as ‘packaged drinking water’ and no claim concerning medicinal effects or other beneficial effects relating to the health of the consumer can be displayed. The draft rules also seek to prohibit the use of any statement or of any pictorial device that can create confusion in the mind of the public or mislead them about the nature, origin, composition or properties of water on the container of the product. The manufacture, sale or exhibiting for sale of packaged drinking water will only be allowed henceforth under the BIS certification mark. This measure will help promote monitoring and enforcement of quality right from the stage of manufacturing. This is yet another measure initiated in the interest of public health. 2.1.6 General report on market study of Indian water bottle business: H.R. Institute of Higher Education, Hassan 10
  11. 11. Effectiveness Of Training And Development A clear differentiation is happening among the water brand in terms of both pricing and positioning. While King Fisher is touting itself as “THE KING OF GOOD TIMES” and is trying to ride the drinking water wave. An Evian launched by French company Damon sells itself as “Water from the French Alps” competing with premium soft drinks. The facts however, remain that almost all players in the category are positioning themselves on the purity platform. In this scenario how Mr. Vijay Mallya differentiate King Fisher from the other and more importantly for how long ? Mr. Vijay Mallya has been trying to differentiate his product by its easy handle system as an assurance of purity and also quality. As he say almost 76% of consumption of bottled drinking water happens in transit. Market research conducted by King Fisher revealed that other overriding concern for this set of buyers is the tampering of the seal and reused bottles. Man has witnessed used bottles being refilled at railway station. So, when a consumer buys bottled water he would like to be assured that the bottle has not been tampered. King Fisher is promoted by an aggressive print and T.V backed by hording and point of sale material. Every interface with the consumer is being used as an opportunity to reinforce the message. For instance all the vehicles used for this supply have been painted in bright blue colour, the King Fisher logo and spot catching base line like King Fisher at same price. Pepsi Co. chairman Rajeev Bakshi says, the bulk water business is a low-volume, but a high-value, category and is now growing faster than the retail segment, attracting a number of major players. With the entry of beverages multinational Pepsi Co. into the bulk water market it looks as if the water market is likely to witness some action soon. PepsiCo India launched the packaged water bottle brand Aquafina about two-and-a-half years ago, in a 750-ml pack. The brand now retails in conventional retail pack sizes of 500-ml and 1-litre bottles. Sources say Pepsi Co .India has been investing in additional capacity at its plants in Bangalore and Chennai for the bulk water foray and, though details of the venture have not been finalized, the soft drinks major is expected to introduce the product under the Aquafina brand. Pepsi’s Aquafina water, in bulk packs of 20 liters, is expected to hit the market after a couple of months. It will be up against stiff competition from Parle’s Bisleri and Coca-Cola India’s Kinley. In line with Pepsi's total commitment to the highest quality standards, Aquafina 25-litre meets stringent international and national standards for water purity benchmarked against the new norms for packaged water effective January 2004, says a company press release. Thanks to Pepsi's venture into the new business of bulk water, the consumer will benefit from great H.R. Institute of Higher Education, Hassan 11
  12. 12. Effectiveness Of Training And Development tasting top-quality water, aseptically packaged with a 100-percent tamper-proof seal with a guarantee of hygienic dispensing. Packaged in premium quality transparent food grade, clear Polycarbonate jars, the Aquafina 25-litre pack is competitively priced at Rs 65. The unique 'tamper and adulteration proof seal' assures the consumer of consistently genuine product and highest quality water which need not be re-boiled. Aquafina also provides several innovative, imported dispenser models to suit every need — from a tabletop model to one fitted with a refrigerator that is competitively price compared to ruling market prices. What's more, the consumer has the option of making cash-less payments for a month's supply of Aquafina, thanks to the electronic prepaid card. Says PepsiCo India Holdings chairman Rajeev Bakshi: "Pepsi's entry into the fast-growing bulk water business segment is slated to redefine quality standards in the category. The unique business model encapsulates our fundamental strengths in product and packaging innovation coupled with marketing and distribution muscle to deliver world-class quality and convenience to consumers." The first entrant in the bulk water category was Bisleri, while Coke, through Kinley, entered the segment two years ago. Over the past five years or so, Bisleri has become a major player in the bulk water segment in the water-starved southern states. Parle Bisleri chairman Ramesh Chauhan has gone on record saying the bulk water market would spearhead Bisleri’s growth over the next few years and would account for 80 per cent of the company’s branded water business within the next five years (double of what it is now). About a month ago, Bisleri announced the re-launch of its 20-litre home pack with a more “consumer-friendly format” in thread fitting and valve cap, against the conventional snap-on fittings. The existing 20-litre Bisleri packs are now being withdrawn and the rollout of the new jars, priced between is on. Bisleri’s focus on the bulk water market has grown in the past few years, mainly owing to the stiff competition posed by innumerable brands in the packaged bottled water market. Not only are there big multinational players like Coke with their huge distribution networks, regional players exist side by side, enjoying local clout. 2.2 Kingfisher in the context H.R. Institute of Higher Education, Hassan 12
  13. 13. Effectiveness Of Training And Development The kingfisher Company is the largest bottle water manufacturer in the country. Kingfisher has 10 manufacturing units spread across different locations. Kingfisher packaged drinking Water had got 40 contract packers in various cities. The origin of Kingfisher in India the brand owes is named its founder Mr. Vital Malya an Indian entrepreneur. He first brought the idea of selling water in India. In1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water, which did not quite worked. By 1959 Kingfisher wanted to exit the company. Being a returnable package owing to various other problems such as breakage and weight, in 1962-63, Kingfisher was made available in PVC (Poly Vinyl Chloride) bottles. After this plastic packaging was introduced, things started to change, and sales increased rapidly. The Indian packaged drinking water market is worth Rs.1500 Crores and it is growing at the rate of 30- 70% a year. In the last one year, the world largest colour water companies Coco Cola and Pepsi have made in road into a market previously dominated by Mr. Mallya Brothers. In March 2000, Pepsi, Aquafina had negligible presence in the market, Coke Kinley was yet to be launched and Ramesh Chauhan’s Bisleri and Prakash Chauhan’s Bailley accounted Three out of every four bottle of water sold. A year later, in March 2001 Kinley had a 20% share of the market, Aquafina 14% and share of King Fisher had come down to 10%. By June 2001, number provided by the companies to ‘Business Today’ indicates that it had come down to 7%. Not only Coke and Pepsi the world’s largest water player Danone and Nestle have a presence in the Indian market too. In March 2003, Kinley had a 30% share of the market, Aquafina 16% and share of Bisleri had come down to 30%, Bailley 10% and other local brands like Cauvery, Ganga Crystal had 10%. The following figures showing the declining market share due to impact of Coke and Pepsi in the Indian water market. At present, coke having 8 bottling plants, by the end of 2007 the company would have doubled number of water bottling plant to 16. Kinley boosted a market share of 19% in June 2001. It already contributes 5% to Cokes revenue in India and available in 5 Lakhs retail outlet across the country. The company expects to invest Rs.70 –75 Crores in its water business in the next three years. Pepsi would have added 7 Crores, a 5% H.R. Institute of Higher Education, Hassan 13
  14. 14. Effectiveness Of Training And Development share of the market and contributing 7% Pepsi revenue in the country. It is having 2,50,000 retail outlets and the company will invest Rs.80-100 Crores in its water business in the next three years. 2.3 COMPANY PROFILE This section deals with the nature of the Company and its area, departments. It also includes a study about the organization. It also includes brief introduction about the Company. 2.3.1 INTRODUCTION: The King Fisher, United Breweries Company is one of the best companies today. It offers many products like bear, packaged drinking water and also it is offering its new airline services. The Company has given the rights of its brand name to T.T minerals for manufacture of King Fisher packaged drinking water and the company profile is limited to T.T Minerals. King fisher has 10 manufacturing units spread across different locations. H.R. Institute of Higher Education, Hassan 14
  15. 15. Effectiveness Of Training And Development 2.3.2 Industrial Background: The kingfisher, united breweries company is one of the best companies today. It offers many products like bear, packaged drinking water and also it is offering its new airline services. The company has given the rights of its brand name to T .T Minerals which is the only company for manufacturing King Fisher packaged drinking water. The company profile is limited to T.T Minerals. The origin of kingfisher in India the brand owes is named its founder Mr. Vital Mallya an Indian Entrepreneur. He first brought the idea of selling bottled water in India. In 1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water, which did not quite worked. Later by 1959 kingfisher wanted to exit the company. But later things started to change and it gave its brand rights to company called T. T Minerals. Being a returnable package owing to various other problems such as breakage and weight, in 1962-63, kingfisher was made available in PVC (poly Vinyl Chloride) bottles. After this plastic packaging was introduced, things started to change, and sales increased rapidly. H.R. Institute of Higher Education, Hassan 15
  16. 16. Effectiveness Of Training And Development The bottling and marketing plant in Bangalore was set up in the year 1982 with work force .In the starting the production rate was 600 cases per day. The work force has become double in numbers due to the sincere commitment given by the top management and thus the production capacity could able to increase up to 5000 cases per day. The company is doing their distribution and marketing function with help of self and contract vehicles. 2.3.4 Distribution: Distribution involves the flow of product from the manufacturer to the ultimate end user through the distribution channel. A distribution channel is defined as a set of firms and individual that assists in transferring the title to the particular customer. These firms which are marketing intermediaries perform a number of key functions viz. gathering information is necessary for facilitating exchange, promotion, contacting prospective buyers to cover the cost of channel work. Therefore, it is very necessary that appropriate distribution channel be chosen. The purpose of using intermediaries is largely to market the goods properly and to make it available and accessible to target market. Distribution does not end with selling but also intensifies the relationship with the buyers after the sales, which is to determine the buyer’s choice next time onwards. 2.3.5 Distribution muscle of T.T Mineral. Distribution plays a crucial role in successful marketing of the bottled water. The consumer has the tendency of picking up whatever is conveniently available. Kingfisher has indeed a strong distribution network. H.R. Institute of Higher Education, Hassan 16
  17. 17. Effectiveness Of Training And Development The company is presently using distribution channel which involves: Manufacturer Distributor Retailer Consumer As we already know that distribution is the key factor, and the consumer tends to pickup whatever is conveniently available and is pushed by the retailer. Therefore, a lot depends on the availability of the product and the profit margin given to the retailers. Thus, T .T Minerals introduces attractive schemes for one liter two liter and 20 liter can. The company as 40 distributors in various areas. Through distributors the company tries to distribute its products and increases the sales as well as acquire the market. From the production unit, the stock is transferred to warehouses, which is known as crystal marketing and operates distribution function by using their vehicles. A salesman and one delivery boy accompany each vehicle. They visit daily according to the requirement of the market. 2.3.6 Marketing Function: The marketing function carried out for King Fisher packaged drinking water is simple. The company T.T Minerals which is the franchisee of united breweries has given the marketing rights to Ice Berg Foods Ltd keeping in view its busy schedule of work and to make sure that its product are reached in each and every corner. The marketing division receives the order from the distributors based on the requirement. H.R. Institute of Higher Education, Hassan 17
  18. 18. Effectiveness Of Training And Development The marketing department sends the message to the stores department and there the cases are loaded to trucks as per the order and then distributed. Early morning 20Ltr can are first supplied and then other packages. The distributors supply the product mainly to retailers, bars, industries, hospitals and hotels. Major of the selling is done in hotels and bars. 2.3.7 Warehousing: Storage facility is necessary because there is a time gap between production and consumption. At T.T Minerals they have central warehouse system. They follow First-in First-out system in managing the stock of the finished goods. They also do continuous stock checking and periodic data files are maintained. 2.3.8 Transportation: The company requires transportation for the direct flow of products from the factory to the distributors and to the customers. For transportation company uses their own vehicles and also have vehicles on contract basis. The company is having 22 trucks and other vehicles for distribution of their products. 2.4 Product manufacturing process: Water from the bore well is taken and stored in large 10 tanks and each tanks capacity of carrying water is 7000 liters. Then the water from the bore well is passed through sand filters to remove sediments and dust particles. Then water is made to pass through activated carbon filters which have highly porous bituminous coal carbon for the removal of tastes, odor, chlorine, color and other organic material from water. Then this water made to pass through ultra violet sterilization. Further the water is passed through micron filters for more filtration. Then finally this water is treated with ozonization which is an oxidation agent which is easily soluble in water and eliminates completely the micro organisms. The main purpose of this is to increase the life of the water. After this H.R. Institute of Higher Education, Hassan 18
  19. 19. Effectiveness Of Training And Development chlorination and reverse osmosis is done. At last the treated water is bottled and marketed. The service provided is good they take all the precautionary measures to satisfy the customers taking into account the product certification mentioned as per the Indian Standards. The product certification is as follows – BIS (Bureau of Indian Standards) operate a product certification scheme under which licenses are granted to manufacturers who wish to claim conformity of these products to relevant Indian Standards. It enables manufacturers to use the standard mark (popularly known as ISI mark) under BIS act. The scheme was voluntary in nature and aimed at providing third party assurance to the customer but after the Union Minister of Health and Family Welfare issued a Notification NO.759 (E) an amendment to the prevention of Food Adulteration Rules 1954, the BIS certification mark has become mandatory for packaging drinking water. Separate Standards have been formulated for packaged drinking water (IS 14543:98) and for packaged natural mineral water (IS13428:98). These Standards give parameters to be tested and the requirements to be met in respective category of packaged water. According to the Standards, the manufacturers should see that the total pesticides residue is not more than 0.0005mg per liter. 2.4.1 Purification processes: Purity and safety are two major factors taken care in sourcing and processing King Fisher water. Great care goes in tapping this source. Only water below 25 metres is tapped, this is to avoid any surface contamination to percolate and mix with underground water source. Area surrounding water collection tube at the surface is protected and kept clean. There are 7 stages in purification process. They are: 1. Sand filtration: H.R. Institute of Higher Education, Hassan 19
  20. 20. Effectiveness Of Training And Development Sand filtration system removes contamination by forcing the water through a vessel of sand. These require backwashing about once a month and have no need for replacement of chemicals. 2. Carbon filtration: A filter that uses a piece of activated carbon to remove odors, contaminants and impurities. It removes organic and inorganic chemicals that RO unit cannot. 3. Micron filter: Micron filters functions is it removes solid particles from water. This filter gets its name from its ability to trap micron size particles at a very high efficiency rate. 4. Reserve osmosis (RO): Reserve osmosis is a water treatment method whereby water is forced through a semi permeable membrane which filters out impurities. Reserve osmosis unit removes inorganic chemicals such as salts, metals and minerals as well as micro organisms and many (but not all) organic compounds. 5. Ultra filtration: Ultra violet radiation is used to destroy contaminants in water. Ultra violet light is also used to create ozone molecules for destroying contaminants in water. 6. Ionizations (O3): Ionizations is a type of gas which as a variety of oxygen. Ozone treatment is used to kill microbes in water. Ozone is a form of oxygen containing 3 molecules. 7. Chlorination : Chlorination is addition of chlorine to water to destroy micro-organisms. 2.4.2 Processing and quality assurance: 1. The casing tube itself is protected with stainless steel mesh to give a preliminary filtration to the water. H.R. Institute of Higher Education, Hassan 20
  21. 21. Effectiveness Of Training And Development 2. Ultra filtration is used to remove the bacteria in the water. 3. Activated carbon purifier is to remove colour and odour in water and remove chlorine in the water. To ensure King Fisher water is held safe free from contamination, ultra-violet treatment and Ionization process is carried out. Ozone is unstable trivalent oxygen which is done within couple of hours for the preservative purpose. Sterilisation effect of ionized water continues even after is water is packaged, thereby ensuring safety of King Fisher water up to its final packing. To ensure high quality packing materials, components like caps and bottles are manufactured in-house from resins of quality suppliers. Good manufacturing practices are stringently followed at all times. Processing is religiously monitored at every stage. 2.5 Technology development: To make sure that the product that reaches the consumers is always of high quality and also meets international standards. King Fisher has always been involved in improving its product packaging. One such recent development is the tamperproof seal and easy carry handle. 2.6 Future plans: Now as King Fisher water as perhaps already steps ahead of its competitors it will endeavour to widen its gap in the months to come. King Fisher brand positioning stresses on pure and clean drinking water. Some of the future plans to maintain the top spot that King Fisher commands in the Indian market are;  New pack sizes in bottles and cups.  Increase the distribution network with an investment in terms of crores.  Strengthening its traditionally weak areas by setting up of new bottling facilities at a cost of Rs. 150 crores. H.R. Institute of Higher Education, Hassan 21
  22. 22. Effectiveness Of Training And Development 2.7 Vision: To be a premier UB-company with a clear focus to become globally competitive through growth and technology up gradation committed to excellence in quality service and environment management. 2.8 Mission: • To be the recognized leader in our target markets. • To be preferred employer wherever we operate. • To recognize the value of our human assets. • To be the partner of choice for customers, suppliers and other creators of innovative concepts. 2.9 Goals and objectives • To act with integrity, probity, honesty transparency and with utmost good faith. • Actively assist in implementing the companies’ objectives and creating an organization that is responsive, positive and driven by business and social needs. 2.10 Competitors information Some of the competitors in this field KINGFISHER PACKAGED DRINKING WATER are  KINLEY.  BAILLEY.  AQUAFINA.  BISLERI.  CAUVERY.  GANGA.  CRYSTAL. H.R. Institute of Higher Education, Hassan 22
  23. 23. Effectiveness Of Training And Development 2.11 ORGANIZATION STRUCTURE ORGANISATIONAL CHART Proprietor General Manager H.R. Institute of Higher Education, Hassan 23
  24. 24. Effectiveness Of Training And Development Marketing Production Finance Personal Manager manager manager manager Sales officer Plant supervisor Supervisor In charge Administration Salesman Foreman Accounts clerk Clerks Workers Proprietor - T Ashwathnarayana General Manager - A marnath Marketing manager - K P Udupa Production manager - K P Suresh H.R. Institute of Higher Education, Hassan 24
  25. 25. Effectiveness Of Training And Development Finance manager - A Deepak Human Resource manager - R Nagaraj Marketing sales officer - Karum Bahia Plant Supervisor - Thukaram Finance Supervisor - A Deepak Personnel In charge Administration - R Nagaraj 2.11.1Functional departments at T.T Minerals: 1. Human Resource Department 2. Production Department  Filling section  Blowing section H.R. Institute of Higher Education, Hassan 25
  26. 26. Effectiveness Of Training And Development 3. Stores department 4. Quality Control Department 5. Finance or Accounts Department 6. Sales or Marketing Department  Dispatch section 2.11.2 Human Resource Department T T Minerals has been divided into various departments for the smooth functioning of all activities here Human Resource Management is also one of the important departments. Structure of Human Resource Management in T .T Minerals : H.R. Institute of Higher Education, Hassan 26
  27. 27. Effectiveness Of Training And Development Managing director (T. Ashwathnarayana) AGM (A .Amaranth) HRD Manager (R. Nagaraj) Supervisor Workers Kingfisher recognizes its employees as the most important asset for its continued growth. Human Resource Management in kingfisher strives to ensure continuous organizational growth by nurturing the strengths of its employees and providing the environment and opportunity for every individual to rise to his or her highest potential, identify and achieve his personal goal within the frame work of organizational, societal and national objectives. T.T.Minerals has been divided into various departments for the smooth functioning of all activities here Human Resource Departments is also one of the important departments. The main functions of human resource department in T.T.Minerals are: a) Recruitment. b) Retention. c) Retirement. d) Promotion. e) Transfer. f) Demotion. H.R. Institute of Higher Education, Hassan 27
  28. 28. Effectiveness Of Training And Development The human resource department has two divisions, namely, a) Personnel Department. b) Welfare Department. The personnel department consists of: 1. Maintenance of personnel files and employees master records. 2. Processing of confirmation in respect of employees appointed/promoted; • Checking of personnel records. • Follow-up probationer rating sheets. • Putting up of notes to the concerned competent authority. • Issue of confirmation letters to the concerned employees. • Informing accounts officers (pay rolls) for granting annual progress Increments. • Entering in the personal records. 3. Extension of probationary period on grounds of unsatisfactory probation. 4. Entering annual progress increment dates and rates in the personal records/ employee master records in respect of eligible employees. 5. Employee service records; • Follow-up of employee service records from the department. • Pointing out the deficiencies to the employee who have been rated below 331/3% after obtaining competent authorities approval. 6. Annual confidential reports; • Follow-up of annual confidential reports in respect of officers and putting up to the divisional hands before sending it to corporate office. • Communication of adverse remarks to the officers who have been rated low average/below average or corrective action. H.R. Institute of Higher Education, Hassan 28
  29. 29. Effectiveness Of Training And Development 7. Fixation on pay on promotion in respect of employee promoted option cases to the date of next drawl of annual progress increment and making necessary entries in the records. 8. Processing of incentives. • For acquiring additional qualification. • For undergoing family planning operation (incentive/special increment). 9. Preparing superannuation statement of employees retiring during the year and arranging procurement action for presentation of mementoes. 10. Feeding seniority date in respect of all employees to corporate office for computerizing. 11. Preparing seniority lists-reviewing the personal records, putting recommendations for promotions up to wage Group-E under career development plan. 12. Wage fixation entries in the records of employees and officers. 13. Completing the formalities of checking of documents, getting clearance from accounts/corporate office in respect of employees / officers for availing loan. 14. Preparing list of employees who will be completing 10/15 of service, writing of certificates, obtaining CMD’s signature on the certificate, and arranging procurement action for wrist watches and gold plated steel strap and distribution to employees. 15. Transfers. • Inter departmental transfers. • Inter divisional transfers. 16. Resignations/Termination. 17. Forwarding of application to out side organization. H.R. Institute of Higher Education, Hassan 29
  30. 30. Effectiveness Of Training And Development 18. Court attachment/service of summons. 19. Issue of service certification for various purpose such as educational authorities, banks, rationing officer, Life Insurance Corporation of India Authorities, Etc. 20. Issue of No Objection Certificate for pass port authorities, employment exchange, contesting for elections for taking-up higher studies etc. 21. Up-dating seniority registers/strength registers. 22. Incorporation of additional qualification. 23. Company leased accommodation for officers. 24. Trade Union is responsible for fixing the canteen requirements under the Karnataka Company Act of 1969. 2.11.3 The Welfare Department consists of: • Administration of personnel policies, rules and regulations. • Implementation of service condition. • Training of filter/welders in machine shop traders. • Giving clarification to employees regarding LTC’s, family planning, HDFC, confirmations, fixation of pay, etc. • Punishment cases- affect of reduction in pay or grade and reckoning of seniority. • Release of reservists for Re-survey Medical Board and Ex-Serviceman for periodical training. H.R. Institute of Higher Education, Hassan 30
  31. 31. Effectiveness Of Training And Development 2.12 Suggestion Awards: • Feeding information to house margins. • Recommendation for Prime Ministers Sharm Awards. • Recommendation for Physically Handicapped Awards. • Leave Rules. • Study leave for employees/sponsoring. • Payment of gratuity. • Maintenance policy files. • Processing of loan application forms for purchase of vehicles. • Annual inventory. • Change of name of employees. • Nomination/wills. • Uniforms. • Wage anomalies. 2.13 PRODUCT PROFILE H.R. Institute of Higher Education, Hassan 31
  32. 32. Effectiveness Of Training And Development The company kingfisher offer variety of services to the customers. The services like Airline services, beverages etc, but as my project is restricted only to packaged drinking water, I will be giving the product related to the packaged drinking water. The kingfisher as given its brand rights to T T Minerals for the marketing of the packaged drinking water and the marketing rights to ICE BERG FOODS LTD. The variety of products comes in 200ml, 500ml, 1000ml, 2000ml, 5000ml, 20ltr can and also they manufacture soda. The table is shown below: Different Qualities of Kingfisher Packaged Drinking Water with prices. Quality Per case Price (in Rs) 200m 48 pieces 3.50 500ml 12 pieces 08-00 1000ml 12 pieces 14-00 2000ml 09 pieces 20-00 5000ml 01 Can 35-00 20ltrs 01 Can 60-00 Above all the varieties, it is said that 20ltrs jar has high profit margin because the jars can be recycled and repeatedly used for many times. The cost of jars Rs120. For one liter Bottle the total production cost involved is around Rs5.75, for two liter bottle is around Rs6.30 for half liter bottle is around Rs5.20. 2.14 ORGANIZATIONAL SWOT ANALYSIS STRENGTHS: H.R. Institute of Higher Education, Hassan 32
  33. 33. Effectiveness Of Training And Development  Acting with integrity, probity, honesty, transparency and with utmost good faith.  Actively assist in implementing the company’s objectives and creating an organization that is responsive, positive and driven by business and social needs.  It is most useful mineral water.  Quality of the product is good compare to other mineral water.  Brand image of the product is good compare to other bottled water manufacturers.  Motivation of customer satisfaction.  Kingfisher bottled water is sharing the competitive market effectively. WEAKNESS:  Shrinking damaged of blowing section.  Other limitation is maintaining the marketing.  Less co-ordination between employees & organization.  Less use in advance technology. OPPORTUNITIES:  Adequate Scope for development activities. H.R. Institute of Higher Education, Hassan 33
  34. 34. Effectiveness Of Training And Development  Entering places such as science parts and rural areas, where brand awareness can be created by better promotional activities  Better utilization of resources which in turn results in effective productivity  Implementation of better and upgraded technology THREATS:  Tuff and strong competition from the respective industry  Threat from foreign players  Competition among the distributers or retailers  Fluctuation in the rate of inflation Review of Literature 3. Human Resource Management: H.R. Institute of Higher Education, Hassan 34
  35. 35. Effectiveness Of Training And Development 3.1 INTRODUCTION: Different terms are used to denote human resource management they are : Labour management, Labour administration, Labour management relations, employee employer relations, industrial relations, personal administration, personnel management and like these terms can be widely the basic nature of distinction lies in the spoke are coverage and evolutionary stage. 3.1.1 MEANING: Human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements. Human resource management is concerned with the management of people in organizations. It represents that part of an organization’s activities concerned with the recruitment, development and management of its employees. Managing human resources is an integral part of general management and is critical to the success of all types of organizations. Human resources are the essential constituents in any organization. No organization stands on its own without them. Thus, human resource management is the process of acquiring, training, developing, motivating and evaluating a sufficient number of employees to perform the activities required for an organization’s objectives, generation of satisfaction and optimal productivity and effectiveness of employees. The primary functions of human resource management are human resource planning, recruitment and selection, training and management development, performance appraisal, compensation and providing employee benefits and satisfaction. Therefore, human resource management comprises the activities. 3.1.2 DEFINITIONS: H.R. Institute of Higher Education, Hassan 35
  36. 36. Effectiveness Of Training And Development According to Ronald J. Ebert, “Human Resource Management refers to attracting, developing and maintaining an effective workforce” According to Wood and Wall ,” Human Resource Management is a term used to represent that part of an organization’s activities concerned with the recruitment, development and management of its employees. According to P.S Van Dyk “ Human Resource Management signifies a process of management whereby a sustained synergy is maintained between the employees, the assigned task, the organization and the environment. This is to ensure that organizational goals are attained and the employee achieves a competent level of performance and an agreeable degree of gratification. According to Michael Armstrong and Angela Baron “ Human Resource Management can be defined as a strategic and coherent approach to the management of an organization’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives for sustainable competitive advantage” 3.2 NATURE OF HRM: Human resource management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. It may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features:  Pervasive force  Action Oriented  Individually Oriented  People Oriented H.R. Institute of Higher Education, Hassan 36
  37. 37. Effectiveness Of Training And Development  Future Oriented  Development Oriented  Integrating mechanism  Comprehensive function  Auxiliary service  Inter-disciplinary function 3.3. CHARACTERISTICS OF HUMAN RESOURCE MANAGEMENT:  HRM is an organization wide strategic activity  HRM is goal- oriented rather than established/ maintenance focused.  HRM seeks to develop individual capacity and capability in order to contribute their best to the organization.  HRM is a people oriented process for assimilating individual efforts with organization’s competitive priorities  HRM emphasizes individual as a core element of its competitive strategy  HRM is an integrating and integrative framework which links people resources, business process and customers effectively  HRM is an ongoing set of activities and requires commitment of top management H.R. Institute of Higher Education, Hassan 37
  38. 38. Effectiveness Of Training And Development 3.4. SCOPE OF HRM: The scope of HRM is very wide Research in behavioral sciences, new trends in managing knowledge workers and advances in the field of training have explained the scope of HR function in recent years. The Indian Institute of Personnel Management has specified the scope of HRM thus: 3.4.1 Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentives, productivity, etc. 3.4.2 Welfare aspect: It deals with working conditions and amenities such as canteens, crèches, rest and lunch rooms , housing transport, medical assistance, education, health and safety, recreation facilities, etc. 3.4.3 Industrial relation aspect: This covers union- management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. 3.5 OBJECTIVES OF HRM :  To help the organization reach its goals  To employ the skills and abilities of the workforce efficiently  To provide the organization with well-trained and well-motivated employees  To increase to the fullest the employee’s job satisfaction and self- actualization  To develop and maintain a quality of work life  To communicate HR policies to all employees  To be ethically and socially responsive to the needs of society.  To facilitate in maintenance of cordial relationship between management and employees. H.R. Institute of Higher Education, Hassan 38
  39. 39. Effectiveness Of Training And Development  To devise programmes for meeting economic, social and psychological needs of the employees.  To create an enabling climate in which employees are inspired to harness and deploy their skills and competencies to the fullest. 3.6 IMPORTANCE OF HRM : People have always been central to organizations, but their strategic importance is growing in today’s knowledge-based industries. An organization’s success increasingly depends on the knowledge, skills and abilities (KSAs) of employees, particularly as they help establish a set of competencies that distinguish an organization from its competitors. With appropriate HR policies and practices an organization can hire, develop and utilize best brains in the marketplace, realize its professed goals and deliver results better than others.  At the Enterprise level  At the Individual level  At the National level 3.6.1 At the enterprise level: Good human resource practices can help in attracting and retaining the best people in the organization. Planning alerts the company to the types of people it will need in the short, medium and long run. It helps in training people for challenging roles, developing right attitudes towards the job and the company, promoting team spirit among employees and developing loyalty and commitment through appropriate reward schemes. H.R. Institute of Higher Education, Hassan 39
  40. 40. Effectiveness Of Training And Development 3.6.2 At the individual level: It promotes team work and team spirit among employees. It offers excellent growth opportunities to people who have the potential to rise It allows people to work with diligence and commitments 3.6.3 At the society level: Employment opportunities multiply Scarce talents are put to use. Companies that pay and treat people always race ahead of others and deliver excellent results 3.6.4 At the national level Effective use of human resources helps in exploitation of natural, physical and financial resources in a better way. People with right skills, proper attitudes and appropriate values help the nation to get ahead and compete with the best in the world leading to better standard of living and better employment. • Attract and retain talent • Train people for challenging roles • Develop skills and competencies • Increase productivity and profits • Improve job satisfaction • Enhance standard of living and generate employment opportunities. • Human resources help in transforming the lifeless factors of production into useful product. H.R. Institute of Higher Education, Hassan 40
  41. 41. Effectiveness Of Training And Development 3.7 INFLUENCING FACTORS OF HRM:  Size of the workforce  Composition of workforce  Employee expectations  Changes in technology  Life- style change  Environmental challenges  Personnel functions in future • Job redesign • Career opportunities • Productivity • Recruitment and Selection • Training and Development • Rewards • Safety and welfare  Changes in 21st century impacting HRM • HR as a spacing board for success • Talent hunting, developing and retaining • Lean and mean organization • Labour relations and health care benefits. H.R. Institute of Higher Education, Hassan 41
  42. 42. Effectiveness Of Training And Development 3.8 A STUDY ON TRAINING AND DEVELOPMENT INTRODUCTION If you don't know where you are going, any road will take you there. - Lewis Carroll in Alice's Adventure in Wonderland (1865). “Give a man a fish, and you have given him meal. Teach man to catch fish, and you have given him a livelihood”. This ancient Chinese proverb seems to describe the underlying rationale of all training and development programme. No industrial organization can long ignore the training and development needs of its employees without seriously inhibiting its performance. Even the most careful selection does not eliminate the need for training, since people are not moulded to specifications and rarely meet the demands of their jobs adequately. Successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action .Training & Development constitute an ongoing process in any organization. In simple terms, Training & Development refer to the imparting of specific skills and abilities and knowledge to an employee. Thus, it is an attempt to improve current or future employee performance by increasing an employee’s attitude or increasing his or her skills and knowledge. The need for Training and Development is determined by the employee’s performance deficiency, computed as follows: H.R. Institute of Higher Education, Hassan 42
  43. 43. Effectiveness Of Training And Development Training and Development need = Standard Performance – Actual Performance The term learning experience prefers to purposeful or intentional learning not incidental learning. Training and Development is one of the tools of HRD. Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through Human resources development. Employee training and Management development are the important sub-systems of Human resource development. 3.8.1 EMPLOYEE TRAINING: Employee training is a specialized function and is one of the fundamental operative functions for Human resources Management. After an employee is selected, placed and introduced he or she must be provided with training facilities. Training is the act of increasing the Knowledge and Skill of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. 3.8.2 MANAGEMENT DEVELOPMENT: Management Development is systematic process of growth and development by which the managers develop their abilities to manage. So it is the result of not only participation in formal courses of instruction but also actual job experience. It is concerned with improving the performance of the managers by giving them opportunities for growth and development. Employee Training is distinct from management development or executive development. While the former refers to training given to employees in the areas of operations, technical and allied areas, the latter refers to developing an employee in the areas of principles and techniques of management, administration, organization and allied areas. H.R. Institute of Higher Education, Hassan 43
  44. 44. Effectiveness Of Training And Development WHAT IS GOOD TRAINING? The three typical beneficiaries of a training programme are the managers and supervisors of trainees, trainees themselves and external customers. Each beneficiary has his own requirements and perception of what is good training. Thus, the senior managers and supervisors want training to be low in cost, to increase employees’ job performance, to improve their attitudes and morale and to be minimally disruptive to the work in terms of promotion or compensation. Trainees want the training to be of high quality which can be easily transferred to the job. They want the training venue to be more pleasant than the job venue and expect training work place to benefit them personally. Last, though not the least important are external beneficiaries who want the training to result into high – quality products and services, but do not want training to interfere with the fulfillment of their needs for example, a bank customer wants high quality customer service from tellers but does not want a ‘trainee’ teller to take a few moments longer than usual with a transaction. The HRD manager must address all the above needs of different beneficiaries throughout the training process. 3.9 ASSESSMENT OF TRAINING NEEDS: Training needs are identified on the basis of organizational analysis and manpower analysis. Training programme, training methods are course content are to be planned on the basis of training needs. Training needs are those aspects necessary to perform the job in an organization in which employee is lacking attitude or aptitude, knowledge and skill. H.R. Institute of Higher Education, Hassan 44
  45. 45. Effectiveness Of Training And Development 3.9.1 BENEFITS OF NEEDS ASSESSMENT: Needs Assessment help diagnose the causes of performance deficiency in employees? Causes require remedial actions. There are certain specific benefits of needs assessment. They are: • Trainers may be informed about the broader needs of the training group and their sponsoring organizations. • The sponsoring organizations are able to reduce the perception gap between the participant and his or her boss about their needs and expectations from the training programme. • Trainers are able to pitch their course inputs closer to the specific needs of the participants. 3.9.2 NEEDS ASSESSMENT METHODS: The following methods are useful for needs assessment. They are organizational level needs assessment and individual level needs assessment. Group or Organizational Analysis  Organizational goals and objectives  Personal / skill inventories  Organizational climate indices  Efficiency indices  Exit interviews  MBO or work planning systems  Quality circle  Customer survey or satisfaction data  Consideration of current and projected changes H.R. Institute of Higher Education, Hassan 45
  46. 46. Effectiveness Of Training And Development Individual analysis  Performance appraisal  Work sampling  Interviews  Questionnaires  Attitude survey  Training process  Rating scales 3.10 IMPORTANCE OF TRAINING & DEVELOPMENT: Training & Development programmes, as was pointed our earlier, help remove performance deficiencies in employees. This is true when, • The deficiency is caused by a lack of ability rather than a lack motivation to perform • The individuals involved have the aptitude and motivation needed to learn to do the job better ,and • Supervisors and peers are supportive of the desired behaviors. Employee becomes efficient after undergoing training .Efficient employees contribute to the organization. Growth renders stability to the workforce. Further trained employees tend to stay with the organization .They seldom leave the company thereby decreasing employee turnover. 3.11 OBJECTIVES OF TRAINING:  To prepare the employee, both new and old to meet the present as well as changing requirements of the job and organization.  To improve the obsolescence. H.R. Institute of Higher Education, Hassan 46
  47. 47. Effectiveness Of Training And Development  To provide the basic knowledge and skills to the new entrants.  To prepare employees for higher level of tasks.  To assist the employees to function more effectively in their present position by making them aware of the latest concepts, information and techniques and developing skills they will need in their particular fields.  To develop the potentialities or people for the next job.  To ensure smooth and efficient working of a department.  To ensure economical output of required quality. 3.12 GENERAL BENEFITS FROM EMPLOYEE TRAINING AND DEVELOPMENT: There are numerous reasons for supervisors to conduct training among employees. These reasons include: • Increased job satisfaction and morale among employees • Increased employee motivation • Increased efficiencies in processes, resulting in financial gain • Increased capacity to adopt new technologies and methods • Increased innovation in strategies and products • Reduced employee turnover • Enhanced company image, e.g., conducting ethics training. • Risk management, e.g., training about sexual harassment, diversity training 3.13 BEST TIME TO IMPART TRAINING TO EMPLOYEES: 1. New recruits to the company: These have a requirement for induction into the company as a whole in terms of its business activities and personnel policies and provisions, the terms, conditions and benefits appropriate to the particular employee, and the career and advancement opportunities available. H.R. Institute of Higher Education, Hassan 47
  48. 48. Effectiveness Of Training And Development 2. Transferees within the company: These are people who are moved from one job to another, either within the same work area, i.e. the same department or function, or to dissimilar work under a different management. Under this heading we are excluding promotions, which take people into entirely new levels of responsibility. 3. Promotions: Although similar to the transferee in that there is a new job to be learned in new surroundings, he is dissimilar in that the promotion has brought him to a new level of supervisory or management responsibility. The change is usually too important and difficult to make successfully to permit one to assume that the promotes will pick it up as he goes along and attention has to be paid to training in the tasks and the responsibilities and personal skills necessary for effective performance. 4. New plant or equipment: Even the most experienced operator has everything to learn when a computer and electronic controls replace the previous manual and electro-mechanical system on the process plant on which he works. There is no less a training requirement for the supervisors and process management, as well as for technical service production control and others. 5. New procedures: Mainly for those who work in offices in commercial and administrative functions but also for those who we workplace is on the shop floor or on process plant on any occasion on which there is a modification to existing paperwork or procedure for, say the withdrawal of materials from stores, the control of customer credit the approval of expense claims, there needs to be instruction on the change in the way of working in many instances, a note bringing the attention of all concerned the change is assume to be sufficient, but there are cases, such as when total new systems in corporating ,IT up dates are installed, when more thorough training is needed. H.R. Institute of Higher Education, Hassan 48
  49. 49. Effectiveness Of Training And Development 6. New Standards, Rules And Practices: Changes in any one these are likely to be conveyed by printed note or by word of mouth by the manager to his subordinates, and this can be the most satisfaction way of dealing with the change from the point of view of getting those affected to understand their new responsibility. However not all changes under this heading can be left to this sort of handling. Even the simplest looking instruction may be regarded as undesirable or impracticable by whoever has to perform it he may not understand the purpose behind the change and lose confidence in a management which he now believes to be ‘messing about’, or he may understand the purpose and have a better alternative to offer if it is not too late. 7. New Relationship And Authorities: These can arise, as a result of management decisions, in a number of ways. In examples, the recognition of the accounts department can result in a realization of responsibilities between the section leaders of credit control, invoicing and customer records, although there is no movement of staff between the sections (i.e. no transfers). Although the change in work content for each clerk and supervisor is defined clearly for each person in the new procedures, there is nevertheless a need for each person to know where he stands in the new set up, which is responsible for what, and where to direct problems and enquiries as they arise in the future. 8. Maintenance of standards: We are here concerned with maintenance of standards through training, for it must be remembered that supervision and inspection and qualify control are continuously responsible for standards and exercise their own authorities to this end. Although it is generally agreed that some retraining from time to time, taking varied forms even for the on group of employees, does act as both a reminder and a stimulus, there is not much agreement on the next frequency and form that such retraining should take, of there is as yet little scientific knowledge on this subject which is of much use in industrial situations. 9. The maintenance of adaptability: Again, whilst there is little scientific study of the loss of ability to learn new skills in those cases where people spend a long time without change, and without the need to learn, there is increasing evidence in current experience to suggest that this is the case in H.R. Institute of Higher Education, Hassan 49
  50. 50. Effectiveness Of Training And Development industrial employment. Add, of course, there is the inference arising from the laboratory experiments of psychologists. 10. The maintenance of management skills & standards: Skills in supervising, employee appraisal, communications, leadership etc are important in all companies. Some of these skills are seen to be critical to major developments in company organisation, culture, employee empowerment and so on. Initial training in these skills is not uncommon in the largest companies on appointment into management and supervision. But continuous training and performance monitoring is rare, despite the common knowledge that standards are as varied as human nature. 11. Retirement and redundancy: Employees of any position in the company who are heading towards retirement will benefit from learning about health, social life, work opportunities money management etc. Internal or external courses are best attended a year or two before retirement date, in a few companies a member of Personnel will act as a counselor as required. 3.14 METHODS OF TRAINING A Multitude of methods of training are used to train employees. The most commonly used methods are:- o On – the- job training o Off – the – job training 3.14.1 ON – THE- JOB TRAINING Majority of industrial training is of the on – the – job training type. OJT is conducted at the work site and in the context of the job. Often, it is informal, as when an experienced worker shows a trainee how to perform the job tasks. OJT has advantages. It is the most effective method as the trainee learns by experience, making him highly competent. Further, the method is least expensive since no formal training is organized. The trainee is highly motivated to learn since he or she is aware of the fact that his or her success on the job depends on the training received. Finally, the training is free from an artificial situation of a classroom. This contributes to the effectiveness of the programmme. H.R. Institute of Higher Education, Hassan 50
  51. 51. Effectiveness Of Training And Development OJT suffers from certain demerits as well. The experienced employee may lack expertise or inclination to train the juniors. The training programme itself is not systematically organized. In addition, a poorly conducted OJT programme is likely to create safety hazards, result in damaged products or materials, and bring unnecessary stress to the trainees. This method consists of: o Job –instruction training o Apprentice training o Job rotation o Coaching Job Instruction: This method is also known as training through step-by-step. Under this method, the trainer explains to the trainee the way of doing the job, job knowledge and skills and allows him to do the job. Apprenticeship: Apprenticeship is formal programs used to teach various skilled trades. Typically, the trainee receives both classroom instruction and supervision from experienced employees on the job. The original purposes of apprenticeship training programs were formulated in 1937, by the National Apprenticeship Act, which created the Federal Bureau of Apprenticeship and training (BAT) as part of Department of labor. Job Rotation: This type of training involves the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from the supervisor or trainer in each of the different job assignments. H.R. Institute of Higher Education, Hassan 51
  52. 52. Effectiveness Of Training And Development Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement. 3.14.2 OFF-THE –JOB TRAINING: Off-the – Job training simply means the training is not a everyday job activity. The actual location may be in the company classrooms or in place, which are owned by the company, or in universities, or associations, which have no connection with the company. Under this method of training, the trainee is separated from the situation and his attention is focused upon learning the material related to his future job performance. The trainee is not distracted the job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. Off- the- Job training methods are as follows: This method consists of: Lecture Method Lectures are regarded as one of the simplest way of imparting knowledge to the trainees, especially when facts, concepts or principles, attitudes, theories and problem solving abilities are to be taught. Lectures are formal organized talks by the training specialties, the formal superior or other individual specific topics. This method used to 9give training for every large groups which are to be trained within a short time, thus reducing the cost for training. Conference Method In this method the participating individuals ‘confer’ to discuss points of common interest of each other. A conference is basic to most participative group-centered methods of development. It is a formal meeting, conducted in accordance with an organized plan. Case studies The case study method which is popularized by the Harvard Business School USA is one of common form of training to the employees. In this method instructor describes the actual situations or problems of a specific concern and the participants are encouraged H.R. Institute of Higher Education, Hassan 52
  53. 53. Effectiveness Of Training And Development to taken part in the objective discussion of the problem. This method increases the trainee’s power of observation and also his analytical ability. Role-playing Role-playing primarily involves employee-employer relationship. Role –playing is especially useful in providing new insight and in presenting the trainees with opportunities to develop international skills. T – Group training One of the significant methods of sensitivity training is the T – group training. T – Groups lead to understanding of the self and contribute towards organizational change and development through training in attitudinal changes in the participants and creating better team work Programmed Instructions These instructions involve a sequence of steps, which are often setup through the central panel of an electronic computer as guides in the performance of a desired operation or series of operations. 3.15 TRAINING PLAYS THE FOLLOWING ROLES IN AN ORGANIZATION: 1) Increase in efficiency: Training plays active role in increasing efficiency of employees in an organization. Training increases skills for doing a job in better way. Though an employee can learn many things while he is put on a job, but he can do much better if he learns how to do the job. This becomes more important specially in the context of changing technology because the old method working may not be relevant. 2) Increase in morale of employees: - Morale is a mental condition of an individual or group, which determines the willingness to cooperate. High morale is evidenced by employee enthusiasm voluntary conformation with regulations and willingness to cooperate with others to achieve organizational objectives. Training increases employee morale by relating their skills with their job requirements. H.R. Institute of Higher Education, Hassan 53
  54. 54. Effectiveness Of Training And Development Trained employees can see job in more meaningful ways because they are able to relate their kills with job. 3) Reduced Supervision: Trained employees require less supervision. They require more autonomy and freedom. Such autonomy and freedom can be given if the employees are trained properly to handle their jobs without the help of supervision. 4) Increased organizational viability and flexibility: Trained people are necessary to maintain organizational viability and flexibility. Viability relates to survival of the organization during bad days, and flexibility relates to sustain its effectiveness despite the loss of its key personnel and making short-term adjustment with the existing personnel. Such adjustment is possible if the organization has trained people who can occupy the positions vacated by key personnel. 3.16 SELECTION OF TRAINEES: Although it is true that in selecting persons for training a company generally gives primary consideration to its benefits and secondary consideration to the benefits accruing to the individual, yet the standards used for selecting training programme, participants should be carefully demised and communicated widely throughout the organization. 3.17 HR POLICY OF T. T. MINERALS PVT. LTD. (Bangalore) T. T. Minerals Pvt. Ltd. has adopted the “CARES” model as the framework for development & administration of its HR policies, strategies and systems. As per the “CARES” model, an organization is healthy if it possesses: H.R. Institute of Higher Education, Hassan 54
  55. 55. Effectiveness Of Training And Development  Customer Orientation: Organization’s ability to understand customer’s expectations develops high quality products and services, establish competitive market positioning and brand preference. This orientation will ensure a competitive advantage.  Achievement Orientation: Organization’s ability to deliver its promises through effective, manpower utilization, goal clarity, empowerment, global performance standards, effective leadership and team building processes. This orientation will ensure achievement of financial performance, customer satisfaction and business growth.  Recognition Orientation: Organization’s ability to retain outstanding performers through effective performance appraisal, career growth, compensation, benefit, speak-up and suggestion systems. This orientation will ensure retention of achievers.  Educational Orientation: Organization’s ability to enhance human capital through effective learning and management information systems and a development culture.  Social Orientation: Organization’s ability to enhance human capital through effective public relation and corporate governance. This orientation will ensure high reputation score for the organization. In order to build the Five Health Orientations , the company has outlined Sixteen Key Result Areas which include Strategic Plan, Customer satisfaction , Product Focus, Quality focus , Values / Vision , Financial Performance , Growth , Performance Appraisal , Retention, Awards , Suggestion, Speak up , Career Growth / Compensation , Training , Information system & Statutory Compliance. Every Member will be responsible for achieving goals in the concerned Key result areas and thereby, contribute to the achievement of the organization Objectives. 3.18 TRAINING IN T. T. MINERALS PVT. LTD. (BANGALORE) H.R. Institute of Higher Education, Hassan 55
  56. 56. Effectiveness Of Training And Development T. T. Minerals Pvt. Ltd. Follows a special pattern of training which is effective for the organization as well as the individual. The forms and types of employee training methods are inter-related. It is difficult if not impossible, to say which of the methods or combination of methods are more useful than the other. The industry provides both On – the Job training and Off- the – Job training to its employees. The personnel and industrial relations are responsible for coordinating the training activities. The employees are provided with all the facilities needed for the programmes. Once the identifier finds out needs, informs the department in – charge , who in turn see the further requirement . The training programmes are commonly used to train operative and supervisory personnel. These programmes are classified on – the – Job training and off- the – Job training programmes. 3.19 BENEFITS OF TRAINING: Training benefits the organization in manifold ways: -  Benefits to organization: - • Leads to improved profitability and more positive attitudes toward profit orientation. • Improves the job knowledge and skills at all levels of the organization. • Improves the morale of the workforce. • Helps people identify with organizational goals. • Helps create a better corporate image. • Fosters authenticity, openness, and trust. • Aids in organizational development. • Learns from the training. • Helps keep costs down in many areas, example production, personnel, administration etc. H.R. Institute of Higher Education, Hassan 56
  57. 57. Effectiveness Of Training And Development • Develops a sense of responsibility to the organization for being competent and knowledgeable. • Improves labour management relations. • Helps employee adjust to change. • Aids in handling conflict, thereby helping to prevent stress and tension.  Benefits to the individual which in turn ultimately benefit the organization: - • Helps the individual in making better decisions an effective problem solving. • Through T&D, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and operational zed. • Aids in encouraging and achieving self – development and self – confidence. • Helps a person handle stress, tension, frustration and conflict. • Provides information for improving leadership knowledge, communication skills and attitudes. • Increase job satisfaction and recognition. • Satisfy personal needs of the trainer. • Helps eliminate fear in attempting new task.  Benefits in personnel and human resources: • Improves communication between groups and individual. • Aids in orientation for new employees and those taking new jobs through transfer and promotion. • Provides information on equal opportunity and affirmative action. • Improves inter – personal skills. • Improves morale. • Builds cohesiveness in groups. • Provides a good climate for learning, growth and co –ordination. • Makes organization policies, rules and regulations viable. H.R. Institute of Higher Education, Hassan 57
  58. 58. Effectiveness Of Training And Development • Makes the organization a better place to work and live 3.20.TRAINING PROCEDURE: 1) Identify training needs: - These are certain steps that are performed for training the employees. The first step is to identify T&D needs. In this step we arrange and obtain support for the contribution of T&D to organizational strategy. Then we identify organizational T&D needs. Thereafter we agree priorities for developing the T&D function. These sub steps are followed by identifying the current competence of individuals of individuals and agreeing individuals and group priorities or learning. 2) Design T&D strategies and plans: - The second step is to design T&D strategies and plans. In this step first we identify resources required to implement a strategic plans and specify an operational plan that meets organizational requirements and further designing learning programs that meet learning needs and test, adapt and agree learning program designs. H.R. Institute of Higher Education, Hassan 58
  59. 59. Effectiveness Of Training And Development 3) Provide learning opportunities resources and support: - The third step is to provide learning opportunities resources and support. In this we obtain and allocate resources to meet the requirement of Training and development plans. Then prepare and present demonstrations and information to co-ordinate and assist the preparation and delivery of learning opportunities. 4) Evaluate effectiveness of T&D:-Fourth step in training is to evaluate the effectiveness of T&D, which involves plan setup, evaluate, and modify the learning plans. Then assess, co-ordinate, verify and identify previously acquired competence. 5) Support T&D advances and practice: - And last step is to support T&D advances and practice. This includes evaluating and disseminating advances in T&D. Then we administer training facilities and after that establish and maintain information system. 3.20.1 BLOCK DIAGRAM OF TRAINING PROCEDURE Identify organizational requirements for T&D Identify Training and Development Needs Identify the learning needs of individuals and groups. Design organizational T&D strategies Design T& D strategies and and plans plans. Design strategies to assist individuals and groups to achieve their objectives. Provide learning H.R. Institute of Higher Education, Hassan Obtain and allocate resources to deliver opportunities, resources and 59 T&D plans support
  60. 60. Effectiveness Of Training And Development Provide learning opportunities and support to enable individuals and groups to achieve their objectives Evaluate the effectiveness of T&D Particulars Evaluate the effectiveness of Respondents Percentage Excellent 5 10 T& D Good 39 Evaluate individual and group 78 Poor 5 achievements against objectives. 10 Can’t say 1 2 Total 50 100 Assess achievements for public certification. Contribute to advances in T&D Support T &D advances and practice. Provide services to support T&D practice. ANALYSIS and INTREPRETATION 1. Was the promotion done by the mgmt regarding the training and development was effective or not? Table – 1 H.R. Institute of Higher Education, Hassan 60
  61. 61. Effectiveness Of Training And Development 90 78 80 70 60 50 Percentage 40 30 20 10 10 10 2 0 Excellent Good Poor Can’t say INTERPRETATIONS: The graphs shows that 10%of the respondents felt that the commitment of SSS Pvt. Ltd; is promoting training and development programme is Excellent, 78% of the respondents felt good, 10% of the respondents felt poor, 2% of the respondents can’t say. 2. Whether the training conducted by the mgmt was on the job or off the job? Table – 2 H.R. Institute of Higher Education, Hassan 61
  62. 62. Effectiveness Of Training And Development Particulars Respondents Percentage On the Job 21 42 Off the Job 05 10 Both 19 38 Not Applicable 05 10 Total 50 100 45 42 40 38 35 30 25 Percentage 20 15 10 10 10 5 0 On the Job Off the Job Both Not Applicable INTERPRETATIONS: H.R. Institute of Higher Education, Hassan 62
  63. 63. Effectiveness Of Training And Development The graphs shows that 42% of the respondents are saying that the company conducted on the job training, 10% of the respondents are saying that the company conducted off the job training, 38% of the respondents are saying that the company conducted on the job and off the job training, the another 10% of the respondents are saying that not applicable in this training and development programme. Particulars Respondents percentage Excellent 2 4 Very good 20 40 Good 27 54 Poor 1 2 Total 50 100 3. How well was the training program introduced by the organization? Table – 3 60 54 50 40 40 30 Percentage 20 10 4 2 0 Excellent Very good Good Poor H.R. Institute of Higher Education, Hassan 63
  64. 64. Effectiveness Of Training And Development INTERPRETATIONS: The graphs shows that 4% of the respondents are rated excellent training programme introduced by the organization, 40% of the respondents are rated Very good training programme introduced by the organization, 54% of the respondents are rated good training programme introduced by the organization, 2% of the respondents are rated poor training programme introduced by the organization, Particulars Respondents Percentage Very interested 36 72 Fairly interested 12 24 Not interested 02 04 Total 50 100 4. Were you interested in undergoing the training program? Table - 4 80 72 70 60 50 40 Percentage 30 24 20 10 4 0 Very Fairly Not interested interrsted interested INTERPRETATIONS: H.R. Institute of Higher Education, Hassan 64
  65. 65. Effectiveness Of Training And Development The graphs shows that 72% of the respondents are seems to be very interested to attend training programme, 24% of the respondents are seems to be fairly interested to attend training programme, 4% of the respondents are seems to be not interested to attend training programme. Particulars Respondents Percentage Highly motivated 17 34 Somewhat motivated 31 62 Not at all motivated 02 04 Total 50 100 5. Has the training program influence the motivation level or morale? Table – 5 70 62 60 50 40 34 Percentage 30 20 10 4 0 Highly Somewhat Not at all motivated motivated motivated INTERPRETATIONS: The graphs shows that 34% of the respondents feel that they are highly motivated with the effectiveness of the training programmes conducted by the organization, 62% of the respondents feel that they are some what motivated with the effectiveness of the H.R. Institute of Higher Education, Hassan 65

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