AProject Study ReportOn“Training Need Identification"Submitted in partial fulfillmentThe for the paper-406 for Award degre...
PREFACEBachelor of Business Administration (B.B.A.), one of the most reputed professionalcourses includes both theory & pr...
AcknowledgementI express my sincere thanks to Ms.Nidhi Behl, Assistant professor Department ofmanagement studies ,and my p...
DECLARATIONI’m SATNAM SINGH Student of B.B.A. II Year Siddhi Vinayak College of Science &Higher Education, MIA Alwar (Raja...
TABLE OF CONTENTSSATNAM SINGH Page 5S. No PARTICULARS Page No.IIIIIIIVV1.2.3456TITLE PAGEPREFACEACKNOWLEDGGEMENTDECLARATIO...
INTRODUCTION TO THE INDUSTARYProducts of the Alcoholic Beverages Industry fall into the categories of Beer . The IndianIMF...
were keywords from the very beginning, and it was important for Carlsberg that the oldbrewery’s unique historical heritage...
The two onsite private gardens of Carlsbergs founders will both be opened to the public.Three additional urban gardens are...
Sustainable ambitionsThe Carlsberg development will be the very first in Denmark in which all new buildingsare constructed...
invited, continuing through meetings with stakeholders, dialogue‐meetings andnumerous presentations for various groups of ...
kind of a multi‐purpose city will appeal not only to our generation, but also to futuregenerat2. INTRODUCTION TO THE ORGAN...
The Carlsberg beer portfolio includes more then 500 brands.they vary significantaly involume price , target audience and g...
2.1 COMPANY PROFILE:-SATNAM SINGH Page 13
SATNAM SINGH Page 14Company name Carlsberg India private limitedAddress Carlsberg A/S100 NY Carlsberg vei DK-1760 Cpengen ...
2.2 BOARD OF DIRECTORSSATNAM SINGH Page 15
Managing Director:Pradeep GidwaniDirector of Finance:Dheeraj MishraThe Executive Board of Carlsberg Breweries A/SPaul Berg...
At the end of 2011, Carlsberg entered into a joint venture - called Carlsberg India PrivateLimited - to build a green fiel...
Company name : Carlsberg India private limitedCompanies address : SP 1-4 & B5-8, MIA Extn.,: Alwar301030Rajasthan,IndiaLoc...
1) Step change innovation-bigger, better, fasterCarlsberg will excel in step change innovation and value engineering .the ...
borders and functions and promotes committed in people ‘s everyday work a set ofthe winning behavior will guide the way bu...
More than 50000,people work for the Carlsberg Group, and our products are sold inmore than 200 markets. In 2010 the Group ...
Meaning of training:-“Training is the process of increasing the knowledge and skillsfor doing a particular job .it is job ...
• Tackled during the training.• Woodworking career training will expose you to different technical knowledge,like cabinetm...
1. E-learning solutions,2. Online training programs,3. Interactive training classes in real time, and4. Visual hands-on pr...
2) Avoiding obsolescence: - recent economic liberalization programmers ofgovernment of India are necessitating organizatio...
6) Stabilizing the workforce:-throughout the world the importance of training isnow increasingly felt for stabilizing the ...
(b) Presenting the job operations or instructions I terms of what the trainee is requiredto do. The trainee is put at work...
trainees. Classroom training is suitable for teaching concepts and problem solvingskills. It is also useful for orientatio...
and resources provided in the training to solving problems that are relevant totheir day to day experiences.9. Case studie...
1. higher productivity :- Training helps to improve the level of performanceTrained employees perform better by using bett...
5. Reduced supervision: - Well trained employees tend to be self- reliant andmotivated. They need less guidance and contro...
sources. Organizational stability is enhanced because training helps to reduceemployee turnover and absenteeism. Training ...
The Class room lectures should broadly cover the following topics: - Personal safety andsafe working methods, Railway traf...
(ii) Rails and fastenings, Sleepers and fastenings, Ballast, Points and crossings, Bridges,Curves, Level Crossings, Annual...
COMPONENTSREQUIRED COMPONENTS OF SUCCESSFUL TRAINING PROGRAMMEARE:-1. Insight:-the success of training programme depends o...
3. Opportunity to Learn:-the necessary conditions for systematicdevelopment of employees must be provided by the organizat...
preparedness, infrastructure, economics, human rights, environment and issuesassociated with theseInternational developmen...
In organizational development, the related field of training and development (T & D)deals with the design and delivery of ...
(2) It is an ongoing or never ending exercise rater than a one shot affair. Itcontinues throughout an executive’s entire p...
positions to know the type of knowledge, skills, training and experience requiredfor each position.2. Appraisal of Present...
nominates the executives who will participates in these programmes at the cost ofthe company.7. Evaluating Development Pro...
Coaching method offers several advantages(I) it is learning by doing(ii) Every executive can coach his subordinate even if...
(ii) It facilitates inter departmental cooperation and coordination(iii) It infuses new concepts and ideas into elder pers...
(ii) The Committee or board contributes to the productivity andhuman relations in the organization(iii) The method is not ...
3. SWOT ANALYSISStrengths High brand equity. Quality products. Strong marketing network. Mature and high growth busine...
 No advertisement through media. Small brand rang in India as compare to UB group. The product line is small (Beers & S...
 Many companies of beers are come in the market. Indian wine companies producing more or more brands . Quality of India...
5. Recommendation and Suggestions In the production area it is much better then its competitors but there is a needto imp...
 CSL can give practical training to their employee’s i.e. by role play companycan give training on fire, first aid and sa...
 Improve the supervisory level we can improve the productivity 15-20% only byincreasing the supervisory level. Set clear...
3. Economic TimesSATNAM SINGH Page 51
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  1. 1. AProject Study ReportOn“Training Need Identification"Submitted in partial fulfillmentThe for the paper-406 for Award degree ofBachelor in Business Administration,Submitted To: Submitted By:Mrs. Nidhi Behl SATNAM SINGHAssistant professor BBA PART II(Deptt.Of Mgmt Studies). Enrollment No- No11/40612012-2013Siddhi Vinayak College of Science & Higher EducationE- I, B-1, MIA Alwar, Rajasthan-301001(Affiliated to University of Rajasthan, Jaipur)SATNAM SINGH Page 1
  2. 2. PREFACEBachelor of Business Administration (B.B.A.), one of the most reputed professionalcourses includes both theory & practical as a part of two years curriculum.In this course each student it repute to undergo practical project is an exercise bymeans of which student learn many things which cannot be taught in the classroom.During project students understand the real modus operandi of the concerned areasof interest in the real life situation.The project process is an endeavor to converts all that’s virtual into a real imagei.e. it helps in applying all the theoretical concepts in to the real corporate world. Ithelps in developing the managerial skills using which we can convert into language &convey the taught & ideas from our mind to othersSATNAM SINGH Page 2
  3. 3. AcknowledgementI express my sincere thanks to Ms.Nidhi Behl, Assistant professor Department ofmanagement studies ,and my project guide, Dr. SHILPI SINGH, Director of ManagementStudies, for guiding me right from the inception till the successful completion of theproject. I sincerely acknowledge her for extending their valuable guidance, support forliterature, critical reviews of project and the report and above all the moral support hehad provided to me with all stages of this project..SATNAM SINGH(BBA 2nd.Year)SATNAM SINGH Page 3
  4. 4. DECLARATIONI’m SATNAM SINGH Student of B.B.A. II Year Siddhi Vinayak College of Science &Higher Education, MIA Alwar (Rajasthan) hereby declare that all the information, factsand figures produced in this report is based on my own experience and study inanalysing the “Training Need Identification"I further declare that all the information and facts furnished in this project report arebased on my intensive research findings. They are first hand and original in nature.SATNAM SINGH(BBA II Year)SATNAM SINGH Page 4
  5. 5. TABLE OF CONTENTSSATNAM SINGH Page 5S. No PARTICULARS Page No.IIIIIIIVV1.2.3456TITLE PAGEPREFACEACKNOWLEDGGEMENTDECLARATIONCONTENTSHistory & Introduction to the IndustryIntroduction to the topic2.1 Meaning of training2.2 What is the training2.3 Needs of training2.4 objective of training2.5 Method of training2..6 Roles & importance of trainingSWOT AnalysisConclusionRecommendation and SuggestionsBibliographyIIIIIIIVV
  6. 6. INTRODUCTION TO THE INDUSTARYProducts of the Alcoholic Beverages Industry fall into the categories of Beer . The IndianIMFL industry is estimated to be in the region of 121 million cases of 15 Bulk Liters (BL)each. The segment has an historical Carlberg of more than 75% Contrary to internationaltrends, brown spirits account for 95% of the Indian industry. Whisky dominates theindustry at 54%, followed by rum at 25% and Brandy at 16%. White Spirits comprisingGin, White Rum and Vodka account for the residual 5% of the industry. The CountryLiquor segment of the Alcoholic Beverages Industry is unorganized and thereforeaccurate statistics of its size are not available. In our estimate, he Country Liquor marketwould be in the region of 250 – 275 million cases of 9 BL each. The market size in Indiais expected to expand in the next 5 years as consuming population is expected toincrease by 110 million. This is due to development ofGrowth factors like changes in lifestyle, higher disposable income, and shift inexpenditure pattern in favor of personal consumption items such as food, drinks andentertainment and exposure to global trends.The growth would also be fuelled by changing consumer perception of alcohol and upgradation from Country Liquor to the branded segment of the industry aided byprogressive regulatory changes.In 2006 Carlsberg decided to move the production of beer from Copenhagen toFredericia 200 km west of the capital. More than 160 years of brewing had come to anend, and the door opened for a totally new usage of the site that lies in the heart ofCopenhagen and spans an area of more than 330,000 square meters (80 acres). Thesites history and location presents a clear opportunity to create a new city quarter whichwill arouse international attention and attract visitors from all over the world. Carlsbergdecided to invite both citizens and experts to submit ideas in an international ideascompetition for the design of the new Carlsberg. The intention was to create a diverseand vibrant city quarter with life 24 hours a day. Sustainability, variety and innovationSATNAM SINGH Page 6
  7. 7. were keywords from the very beginning, and it was important for Carlsberg that the oldbrewery’s unique historical heritage would be part of the identity of the new town quarter.A plan for the futureIn May 2007 the small Danish architectural practice "Entasis" won the international ideascompetition in front of 220 other proposals. Their plan "Our Spaces" is based on thecellar plans of Carlsberg, which is a truly unique idea, since the cellars were originallyexcavated for production purposes only. In this way the past is represented in the planfor the future town, where irregular lines and sequences give the town a sense of alabyrinthic, charming, old city quarter. Entasis’ plan emphasizes the spaces, that peopleshare. This is not a place for individual prestige buildings struggling for attention. Urbanspace is essential. For the town’s squares and street sequences, Entasis adds a plan fornine tall, slim characteristic towers between 50 and 120 meters high. The towers willstand as markers for thetown’s most important squares and will build on the capital city’s familiar skyline andinjectnew contents into brewer Carl Jacobsens’s old slogan for Copenhagen as “The citywith the noble towers”. Seen from the centre of the city, Carlsbergs skyline on top ofValby Hill willappear distinctive and conspicuous.Multifunctional and greenIn Carlsberg each square will have its own individual character so the town’s citizens andvisitors, at any time of the day, can find the proper surroundings to suit their needs,whether it be sun or shade, interaction with other people or peace and quiet. In the baseof the buildings there will be shops, cultural activities, service and education – in otherwords all the extroverted activities – which are a natural part of the dialogue with thestreets and the squares. On the buildings upper, more sunny floors, there will behousing and offices for small businesses. A total of 600,000 m2 will be built; 45% forhousing, 45% forbusiness and shops and 10% for sports, culture, art and various institutions.SATNAM SINGH Page 7
  8. 8. The two onsite private gardens of Carlsbergs founders will both be opened to the public.Three additional urban gardens are laid out as well. Lots of trees in 25 larger and smallerurban spaces and along the streets will ensure Carlsberg becoming a "green" city.Public transportationA finely chopped net of bicycle paths crisscrossing the area will offer cyclists fast andsafe connections. Along the railway a new bicycle path ‐ the Carlsberg Route ‐ isconstructed giving cyclists between the suburban district of Valby and the City ofCopenhagen, a fast connection via Carlsberg. Public transportation to and from the areais ensured through the construction of a new and modern commuter railway station ‐ astation that will be among the five busiest in Denmark, when the area of Carlsberg is fullydeveloped.The area holds the possibility for construction of 4.500 parking spaces. These willprimarily be situated in underground car parks, whereas parking above ground will bekept at an absolute minimum.Carlsberg remains on the areaThe vast majority of Carlsbergs historical premises, including the Elephant Gate, will bepreserved. In all, approx. 15% of the future building mass will be preserved, baringreference to the 160 year long history of the brewery.The company of Carlsberg, including the Visitors Centre, Museum, Research Centre andthe Jacobsen Microbrewery, will remain active on site. The Carlsberg CorporateHeadquarters will also continue to be situated in the area.SATNAM SINGH Page 8
  9. 9. Sustainable ambitionsThe Carlsberg development will be the very first in Denmark in which all new buildingsare constructed as low‐energy buildings, in order to ensure a sustainable city and tomeet the ambition of CO2‐neutrality. Environmental, social and economical sustainabilityare important factors for Carlsberg. This clear ambition applies to buildings, trafficservices and use of theareas. The goals include people living active urban lives, providing good economy in thearea on the basis of social diversity and special care of the environment.Breaking new groundCarlsberg town will not be completed for another 15‐20, perhaps 25 years, and from thevery beginning, Carlsberg has been aware of the fact, that this way of development isbreaking new ground. People living in Copenhagen have strong feelings towards thisparticular area, and subsequently their interest in the future of the area is enormous.Carlsberg wants to acknowledge this fact by involving all stakeholders in the project.Starting from the competition, where both professionals and non‐professionals wereSATNAM SINGH Page 9
  10. 10. invited, continuing through meetings with stakeholders, dialogue‐meetings andnumerous presentations for various groups of people, Carlsberg A/S Properties hasbeen open to suggestions. Our website www.carlsbergbyen.com has been monitoringand contributing to this as well. We knew from the very beginning, that if we were tohope for other people’s involvement in the development of the new city in Copenhagen,we needed to invite them into the work. And to listen carefully to what they said.Carlsberg had been a private area for 160 years, now a whole new era was about tobegin.Room for everyoneBut this project is not only about communicating a city. More than anything it is a wish todevelop a city – or a society for that matter – with room for everyone. In total, 3.000homes are built ‐ all varying in size, shape and form of ownership ‐ hereby ensuringhomes fitting all age and income groups.To support and ensure diversity, Carlsberg will construct 300 decentralized affordablehomes, in accordance with the model being applied in the Municipality of Copenhagen.The City of Carlsberg is going to contribute to and support a society, where people withdifferent backgrounds will be able to live peacefully side by side and find themselves athome in amultifunctional, dense, modern city, that lends elements from the old city, that we all likeso much: We want to be able to shop next to our apartment, to meet with friends on thecity square and to be able to go to work within a walking distance. In our opinion, thisSATNAM SINGH Page 10
  11. 11. kind of a multi‐purpose city will appeal not only to our generation, but also to futuregenerat2. INTRODUCTION TO THE ORGANIZATIONThe Carlsberg group is a Danish brewing company founded in 1847 byJC Jacobsen. After the name of his son carls.The head quarters are inCopenhagen, Denmark but in India head office situated in gurgon. Thecompany’s main brand is Carlsberg beer, but it also brews tuborg as wellas local beers after merging with he brewery assets of Norwegianconglomerate orkla ASA in January 2001,Carlsberg became the 5thlargest brewery group in the world. In 2009 carlsberg is the 4thlargestbrewery group in the world employing around 50000 people.Company activities are focused on the market where the group has theexpertise and the right products to secure a leading position. Thebusiness portfolio consist of brewery activities in three geographicalregions:Northen & Western group, Eastern Europe and Asia. In countries whereCarlsberg has no breweries.the group sells its products throught exports and licensingagreements. Company aims to establish and develop strong market positions for ourinternational premium brands through dynamics partnership with licensing, export and dutyfree partners around the world.SATNAM SINGH Page 11
  12. 12. The Carlsberg beer portfolio includes more then 500 brands.they vary significantaly involume price , target audience and geographic penetration. The brand portfolio includes thewell known international premium brands Carlsberg ,tuburg, baltika and 1664 and strong localbrands such as gingnes(Norway), feldschosschen(Switzerland),lav(Serbia)and wusu(westernchina).an important strength of Carlsberg brand portpolio is highlighted by the fact that fourbrands(baltika, Carlsberg ,tuborg and krovenbourgare among the ten biggest brands inEurope with baltika as number one. In 2010, Carlsberg A/S acquired Orkla’s 65%shareholding in Carlsberg Breweries, which thus became a 100% owned CarlsbergCompany.Today Carlsberg’s strategy is concentrated on the three key focus areas: Northern& Western Europe, Eastern.SATNAM SINGH Page 12
  13. 13. 2.1 COMPANY PROFILE:-SATNAM SINGH Page 13
  14. 14. SATNAM SINGH Page 14Company name Carlsberg India private limitedAddress Carlsberg A/S100 NY Carlsberg vei DK-1760 Cpengen VDenmark.Website: Www. Carlsberg.comPhone & Fax +4533273300+4533274808year established 1847Head Quarters Copenhagen, DenmarkNumber of Employees Above 50,000 Peoplekey people Jorgen Buhl Rasmussen(president and CEO) PovlKrogsgaard-larsen(chairman)Business Type Beverages, Soft DrinksIndustry BeveragesType of the Company PrivateNet Income 3.206 Billon DKKRevenue 59.944 Billon DKKProducts Beers and Soft Drinks
  15. 15. 2.2 BOARD OF DIRECTORSSATNAM SINGH Page 15
  16. 16. Managing Director:Pradeep GidwaniDirector of Finance:Dheeraj MishraThe Executive Board of Carlsberg Breweries A/SPaul Bergvist (left), Nils S. Andersen (centre) and Bjørn Erik Naess (right)Carlsberg India private limited headquarter in gurgaon, national capital region, India is aforeign direct investment company formed to brew and market Carlsberg beer in India.the company has also brought the Carlsberg ,polone,tuborg brands in India .pal one issold as a strong beer with 75%alcohal by volume .strong beer dominate theindianb market ,estimated in 2011 to total approximately 19 million hectotitres withover a 75%share .Carlsberg is available in most states of India ,goa with threeoperational,breweries in alwar rajasthan ;aurangabad ; maharashtra both ofwhich started in the summer of 2008 and the former hackebeck brewery inpantasahib; himachal Pradesh where brewing commenced in july 2009.carlsbergIndia pvt ltd alwar currently employee over 250 professionals.SATNAM SINGH Page 16
  17. 17. At the end of 2011, Carlsberg entered into a joint venture - called Carlsberg India PrivateLimited - to build a green field brewery in the state of Rajasthan, India.There is significant potential for growth in the Indian beer market. The annual beerconsumption per person is among the lowest in Asia, at only 45 litres per year, and theannual GDP growth rate is more than 75% The total beer market in India is currently 200million hl, however it is among the top three Asian markets in terms of expected growthrates.KEY DATES:2009 South Asia Breweries joint venture established2010 The brewery in Rajasthan became operational2011 Name change to Carlsberg India2.6 Plant profile (ALWAR)Carlsberg India private limited took over a manufacturing unit at Alwar,(Rajasthan)for beer.SATNAM SINGH Page 17
  18. 18. Company name : Carlsberg India private limitedCompanies address : SP 1-4 & B5-8, MIA Extn.,: Alwar301030Rajasthan,IndiaLocation : Matsya Industrial Area Alwar.Head office : NO. 52, Institutional Area,Sector 32 Gurgaon 122001Haryana, IndiaYear established : 2008Number of employees : 500Products : BeerBrands of manufacturing : Carlsberg, tuborg , poloneCarlsberg strategy:-Carlsberg strategy stands on four pillars:SATNAM SINGH Page 18
  19. 19. 1) Step change innovation-bigger, better, fasterCarlsberg will excel in step change innovation and value engineering .the aspiration is forfewer but more efficient and visible product news across more countries .this will bewithin the beer category as well with malt-based beverages but also includes packing,marketing and execution.Carlsberg will sharpen its focus not only on developing and launching new products butalso an enhancement and innovations for existing products such as new flawer or newtypes of packaging in response to growing sales from convenience stores.2) Commercial execution- brands, categories, route to marketOutstanding brand execution entails areas such as: Consistent brand execution. Converting unique shopper insights into actionable strategies Developing sales and marketing resources with highest possible effectiveness Excellence in value management Converting deep customers understanding into value creation Ensuring optimized route to market control in all market3) Efficiency –group,, regional, localCarlsberg will continuously adjust and optimize the cost base, including the brewerystructure in all markets.In recent year a number of excellence programme have covered systematicstreaming of process and procedures across the whole value chain in areas such asproduction, procurement administration and logistics4) Winning behavior- leadership and organizationCarlsberg is committed to enhancing the skills of managers and employees and todeveloping strong winning behavior which pulls the company together across nationalSATNAM SINGH Page 19
  20. 20. borders and functions and promotes committed in people ‘s everyday work a set ofthe winning behavior will guide the way business is done across markets and regionsThe winning behavior includes: All decisions are based on the needs and preferences of consumers andcustomers. Employees are empowered to promote a work environment where goodideas and passion to deliver are recognized and rewarded Despite the local market position Carlsberg acts as a entrepreneur fast,proactive and action oriented.MARKETS OF CARLSBERG GROUPSATNAM SINGH Page 20• Africa • Australia & NZ • Austria• Azerbaijan • Belarus • Belgium• Bulgaria • Cambodia • Canada• China • Croatia • Cyprus• Denmark • Estonia • Finland• France • GermanyGreece• Greenland• Hong Kong • Hungary • Iceland• India • Ireland • Israel• Italy • Japan • Kazakhstan• Laos • Latin America • Latvia• Lithuania • Malawi • Malaysia• Malta Middle East • Nepal • Norway• Poland • Romania • Russia• Serbia • Singapore • Spain• Sri Lanka • Sweden • Switzerland• Turkey • UK • Ukraine• USA • Uzbekistan • Vietnam
  21. 21. More than 50000,people work for the Carlsberg Group, and our products are sold inmore than 200 markets. In 2010 the Group sold more than 300 million hectoliters of beer,which is about 180 million bottles of beer a day.The Carlsberg Group’s broad portfolio of beer brands includes Carlsberg, known asProbably the best beer in the world, and strong regional brands such as Tuborg, Baltikaand Kronenbourg. We also have a wide range of leading brands in our local markets.In markets where we dont have our own breweries, operations are handled by ourExport, License and Duty Free division.Introduction to the topicThe term training refers to the acquisition of knowledge, skills, and competencies as aresult of the teaching of vocational or practical skills and knowledge that relate to specificuseful competencies. It forms the core of apprenticeships and provides the backbone ofcontent at technical colleges and polytechnics. In addition to the basic training requiredfor a trade, occupation or profession, observers of the labor-market recognize today theneed to continue training beyond initial qualifications: to maintain, upgrade and updateskills throughout working life. People within many professions and occupations may referto this sort of training as professional development.2.1 Meaning of trainingSATNAM SINGH Page 21
  22. 22. Meaning of training:-“Training is the process of increasing the knowledge and skillsfor doing a particular job .it is job oriented.”“Training is any process by which the aptitudes, skills and abilities of employees toperform specific jobs are increased “Training involves helping an individual learn how to perform his present job satisfactorily.Some commentators use a similar term for workplace learning to improve performance:training and development. One can generally categorize such training as on-the-job oroff-the-job:• On-the-job training takes place in a normal working situation, using the actualtools, equipment, documents or materials that trainees will use when fully trained.On-the-job training has a general reputation as most effective for vocational work.• Off-the-job training takes place away from normal work situations — implying thatthe employee does not count as a directly productive worker while such trainingtakes place. Off-the-job training has the advantage that it allows people to getaway from work and concentrate more thoroughly on the training itself. This typeof training has proven more effective in inculcating concepts and ideasAlthough training schools vary according to the career training programs that theyare offering to the public, the following career training can be found in mosttraining schools across the United States.- Automotive Technology career training will help you in the repair of automobiles.It includes the diagnosis and repair of different automobile parts such as brakes,suspension, electrical, air-conditioning, and overall engine performance system.The skills and knowledge that you will acquire here will help you in getting nationaland state certifications.- Business Support Services career training will teach you to compose and editbusiness-type documents using the computer. Different aspects of businesssupport, such as communication, accounting, and human relations, are alsoSATNAM SINGH Page 22
  23. 23. • Tackled during the training.• Woodworking career training will expose you to different technical knowledge,like cabinetmaking and millwork. You will be trained in the operation of differentprocessing equipment as well as power tools and techniques in working withwood.Culinary Arts career training will teach you about large-quantity food preparation andserving. Particular places of instruction are the school cafeteria and restaurants affiliatedwith the training school. It also offers courses in sanitation, nutrition, and supervision.Drafting career training is where you will learn all about technical vocabularies, technicaldrawing, and its application. In addition, you will be working with the• Latest equipment and software in the field of drafting.- In Electronics career training, you will learn to install, troubleshoot, and repairdifferent types of equipment. There are also courses specializing in radio,telephone, and data transmission circuits.- You will be trained to be a Certified Nursing Assistant in Health career training. You willbe working with a nursing home facility after you have completed the training. After that,you will be prepared for your State Certification examination.- In Machine Technology career training, you will be trained in handling different kinds ofmachines such as lathes, milling machines, and grinders. You will also learn to use thehand tools required to finish or assemble different parts.- Retail marketing career training will teach you about customer service, cash handling,inventory, and promotion or advertising.* What training resources are available online?There are several training resources that are available to you online, whatever line ofwork you want to engage in. These include:SATNAM SINGH Page 23
  24. 24. 1. E-learning solutions,2. Online training programs,3. Interactive training classes in real time, and4. Visual hands-on programs that include online tutorials and training methods2.3Needs of trainingThe needs for the Carlberg in an organization may be categorized as follows:1. Updating knowledge :-technological advancement, business environmentalchanges and new management philosophies have now made it imperative for theorganization to renew and update the knowledge and skills of the employees so that theydo not become redundant for obvious functional incompetence .the first and foremostneed for training therefore, is to renew and update knowledge and skills of employees tosustain their effective performance and so also to develop them for future managerialpositions.SATNAM SINGH Page 24
  25. 25. 2) Avoiding obsolescence: - recent economic liberalization programmers ofgovernment of India are necessitating organizational restructuring, which inter alias, callsfor training the employees, irrespective of their redeployment in restructured jobs.therefore; the second important need for training is to avert functional obsolescence.3) Improving performance: - continuous training being required to renew andupdate knowledge and skills of employees, it makes them functionally effective. The thirdneed is therefore, to make employees effective in their performance through continuoustraining.4) Developing human skills:-apart from emphasizing on technical skills andconceptual skills, new training programmers also emphasize on developing human skillsof employees .such human skills is necessary for effective interpersonal relations andsustaining healthy work environment .this need for training therefore, also cannot betogether ignored.5)Imparting trade specific skills :-in industrial employment ,the convention isto recruit workers and employees through compulsory apprenticeship training .suchapprenticeship training enables an organization to impart industry and trade specificskills to workers .this also .therefore, is an important need for manpower training .SATNAM SINGH Page 25
  26. 26. 6) Stabilizing the workforce:-throughout the world the importance of training isnow increasingly felt for stabilizing the workforce to withstand technological change andfor making the organization dynamics in this changed process.2.4 Methods of TrainingThe methods employed for training of operatives may be described as under.1. Job instruction Training (JIT). In this method, the trainee is placed on aregular job and taught the skills necessary to perform it. The Trainee learns underthe guidance and supervision of the superior or an instructor. The trainee learnsby observing and handling the Job. Therefore, it is called learning by doing.Several methods are used to provide on the job training, e.g., coaching, job rotation,committee assignments, etc. 1 A Popular form of on the job training is job states toprepare supervisors. It is appropriate fro acquisition or improvement of motor skills androutine and repetitive operations. The JIT involves the following steps:(a) Preparing the trainee for instruction. This involves putting the trainee at ease,securing his interest and attention, stressing the importance of the job, etc.SATNAM SINGH Page 26
  27. 27. (b) Presenting the job operations or instructions I terms of what the trainee is requiredto do. The trainee is put at work site and each step of the job is explained to himclearly.(c) Applying and trying out the instructions to judge how far the trainee hasunderstood the instructions.(d) Following up the training to identify and correct the deficiencies, if any.JIT method provides immediate feedback. Permits quick correction of errors andprovides extra practice when required. But it needs skilled trainers and preparation inadvance.2. Vestibule Training: - In this method, a training centre called vestibule is setup and actual job conditions are duplicated or simulated in it. Expert. Trainers. areemployed to provide training With the Help of equipment and machines which areidentical with those in use at eh workplace.3. Apprenticeship Training. In this method, theoretical instruction and practicallearning are provided to trainees in training institutes (ITIs) for this purpose. Underthe Apprenticeship Act., 1962 employers in specified industries are required totrain the prescribed number of persons in ‘designated trades. The aim is todevelop all round craftsmen generally; a stipend is paid during the training period.Thus, it is a “earn when you learn” Scheme.Apprenticeship training is the oldest method of training. It is particularly suitablefor scanning crafts and technical trades wherever job proficiency is the result of arelatively long training period. Draughtsman, Machinist, printer, Tool maker,pattern designer, mechanic, carpenter, weaver, fitter, jeweler, engraver,electrician etc. are examples of such areas.4. Classroom Training: - Under this method, training is provided in companyclassrooms or in educational institutions. Lectures, case studies, groupdiscussions and audio visual aids are used to explain Knowledge and skills to theSATNAM SINGH Page 27
  28. 28. trainees. Classroom training is suitable for teaching concepts and problem solvingskills. It is also useful for orientations and safety training programmers. Somecompanies maintain their own training institutes or schools. Special trainingcourses are designed e.g. management course for fore men, computer coursefoe typists, etc. courses5. Internship Training: - it is a joint programmed of training in which educationalinstitutions and business firms cooperate. Selected candidates carry on regularstudies for the prescribed period. They also work in some factory or office toacquire practical knowledge and skills. This method helps to provide goodbalance between theory and practice. But it involves a long time period due toslow process. This method of training in used in professional work, e.g. MBBS.CA. ICWA, Company Secretaries etc.6. Job Rotation: job rotation involves the movement of employees through a rageof jobs in order to increase interest and motivation .job rotation can improve multiskilling but also involves the need for greater training . in a sense, job rotation issimilar it job enlargement .this approach widens the activities of an employee byswitching him around a range of work .7. Lecture method: the lecture method is a widely used method of training,where the instructor becomes the sole disseminator of information. The instructorpresents information to the learners systematically in this method .it is an oralpresentation in which the trainer or other speaker presents facts, opinion, events,principles, or explanations.8. Small group activity method: the small group method is based on theprinciple that adults learn best by doing. This approach places the learners in aseries of carefully constructed problem solving or discovery situations where theyare asked as a group to apply their own experiences combined with informationSATNAM SINGH Page 28
  29. 29. and resources provided in the training to solving problems that are relevant totheir day to day experiences.9. Case studies :-case studies are descriptions of a real life experience, relatedto the field study or training, which are used to make points, raise issues orotherwise enhance the participants understanding and learning experience theaccount usually follows a realistic scenario, such as management or technicalproblem , from start to finish. Because they provide practical examples ofproblems and solutions, challenges and strategies, they support more theoreticalmaterial and often make the lessons more memorable and believable for theparticipants.10. Role plays: - a Role play is an extremely valuable method of training. itencourages thinking and creativity, lets participants develop and practice newlanguage and behavioral skill in a relatively non threatening setting , and cancreate the motivation and involvement necessary for learning to occur .learnersact out or perform a dramatization of a situation, opinion ,agents, andcharacterizations .11. programmed instruction :-programmed instructions are self-studyprogrammers, usually printed comprised instructional material divided up in tosmall segments .participants complete a series of questions; answers areimmediately provided. Programmed instruction method involves presenting newknowledge and skills to participants in a sequence of controlled steps.2.6 Role & importanceA well- planned and well executed training programmed can provide the followingRole & importanceSATNAM SINGH Page 29
  30. 30. 1. higher productivity :- Training helps to improve the level of performanceTrained employees perform better by using better method of Improvements inmanpower productivity in developed nations can be attributed in no smallmeasure to their educational and industrial training programmers.2. Better Quality of WORK: - In formal training, the best methods arestandardized and taught to employees. Uniformity of work methods andprocedures helps to improve the quality of service. Trained employees are lesslikely to make operational mistakes.3. Less Learning PERIOD: - A systematic training programmed helps to reducethe time and cost involved in learning. Employees can more quickly reach theacceptable level of performance. They need not waste their time and efforts inlearning through trial and error.4. Cost REDUCTION: - Trained employees make more economical use ofmaterials and machinery. Reduction is wastage and spoilage together withincrease in productively help to minimize cost of preparation per unit. Maintenancecost is also reduced due to fewer machine breakdown and better handling ofequipments. Plant capacity can be put to the optimum use.SATNAM SINGH Page 30
  31. 31. 5. Reduced supervision: - Well trained employees tend to be self- reliant andmotivated. They need less guidance and control. Therefore, supervisory burden isreduced and the span of supervision can be enlarged.6. Low Accident RATE: - trained personnel adopt the right work methods andmake use of the prescribed safety devices. Therefore, the frequency of accidentsis reduced. Health and safety of employees can be improved.7. High moral: - Proper training can develop positive attitudes among employees.Job satisfaction and morale are improved due to rise in the earnings and jobsecurity internal promotion are available to well – trained personnel.8. Personal growth: - Training enlarges the knowledge and skills of theparticipants. Therefore, well- trained personnel can grow faster in their career.Training prevents obsolescence of knowledge and skills trained employees are amore valuable asset to any organization. Training helps to develop people forpromotion to higher posts and to develop future managers.9. Organizational CLIMATE: - A sound training programmed helps to improvethe climate of an organization. Industrial relations and discipline are improved.Therefore, Decentralization of authority and participative management can beintroduced. Resistance to change is reduced. Organizations having regulartraining programmers can fulfill their future needs for personnel form internalSATNAM SINGH Page 31
  32. 32. sources. Organizational stability is enhanced because training helps to reduceemployee turnover and absenteeism. Training is an investment in people andtherefore systematic training is a sound business investment. In fact, “noorganization can choose whether or not to train employees. …Permanent way staff need to be trained for their jobs both through theoretical class roomtraining and practical work at site using the tools and equipments of the particular trade.Training is a continuous process right from the time of recruitment. Following four typesof training courses should be organized in the Training Institutes run by the RailwayAdministration:-(1) Initial/Induction Courses.(2) Promotional Courses.(3) Refresher Courses.(4) Special Courses.Initial / Induction Courses - (1) General - The Initial Courses is for new entrantsand should include induction course as well. It is meant for directly recruited categoriessuch as Gagmen, Permanent Way Mistries and Apprentice Permanent Way Inspectors.The syllabi and the training programmer for the initial course should be drawn up by theRailway Administration, keeping in mind the guidelines given in the subsequent parasbelow.(2) Induction Course for Gangmen/Gatemen - This course is intended to beheld at the Divisional Training Centre under the direction of a Permanent Way Inspector.The course should be of about two week’s duration. The course content should, inaddition to field training, include class room lectures during which time the new entrant isfirst introduced to the working of the Departments in general and to the gang work, inparticular. It should include introduction to the subject of permanent way in a clear andsimple manner.SATNAM SINGH Page 32
  33. 33. The Class room lectures should broadly cover the following topics: - Personal safety andsafe working methods, Railway traffic movements, Basic signaling, and action in case ofemergencies. Emphasis should be more on the job-training in the field, which shouldinclude the following items:-Maintenance of track, Protection of track in emergencies, Track renewals, Levelcrossings and patrolling.(3) Initial/Induction Course for Permanent Way Mistries –(a) Initial/Induction Course for Permanent Way Mistries should be held at the ZonalRailway Training Schools. The duration of the course should be six months. The coursecontent should include class room lectures as well as training in the field.(b) The Class Room lectures should include the following items:-(i) General - General working of the various departments of the Railways.Labour relations. Personnel rules pertaining to Salary, Leave, Discipline and AppealRules, Payment of Wages Act, Muster Roll maintenance and Channels of Promotion etc.(ii) Permanent Way - Organization of Permanent Way, Maintenance and Incidentalworks connected with Permanent Way including renewals.(iii) The lectures should cover - The Systems and Methods of maintenanceBallast, Sleepers and fastenings, Rails and fastenings, Points and Crossings, Curves,Monsoon protection and Patrolling, Level Crossings, Track on Bridges, working ofpush/material trolley, Schedule of dimensions, Accidents and Breaches, Re-timbering ofgirder bridges, Maintenance of welded track, Speed restrictions and Re-conditioning ofPermanent way materials. It should also include instructions contained in G. and S.R.pertaining to protection of Permanent Way, the duties of various Permanent WayOfficials and Safety in Permanent Way works.(c) Practical training - Practical training in the field should receive high priority and shouldinclude the following items:-Identification of various permanent way materials and tools and their use.SATNAM SINGH Page 33
  34. 34. (ii) Rails and fastenings, Sleepers and fastenings, Ballast, Points and crossings, Bridges,Curves, Level Crossings, Annual maintenance programmer, Different systems andmethods of maintenance, Maintenance of welded track, Lubrication of rail joints,Diversions, Track renewals and Re-conditioning of Permanent Way Materials.(4) Initial Course for Apprentice Permanent Way Inspectors - (a) This course should beheld at the Zonal Training School and the period of training should be one year. Thecourse content should include class room lectures, field demonstrations and practicaltraining.(b) The Class Room lectures should include - (i) General working of the railways andorganization of various departments.All establishment matters including extant rules and various Acts viz., Workmen’sCompensation Act, Factories Act, Industrial Disputes Act, Payment of Wages Act, Hoursof Employment Regulations, Discipline and Appeal Rules, Labour Relations, andPermanent Negotiating Machinery, Rules regarding leave, salary and passes.(iv) Transportation - General Rules, fixed and detonating signals, various systems oftrain working and signaling, Failure of communication on single, double and Multiplelines.(v) Office work - Correspondence, Recruitment of Casual Labour, Submission of returns,Accounted of stores and Permanent Way Materials, Impress, Tools and Plants, StockVerification, Classification and disposal of surplus material and Materials at site Account.(c) Practical Training - Practical training shall include visits to various sites wherePermanent Way maintenance/Construction workSATNAM SINGH Page 34
  35. 35. COMPONENTSREQUIRED COMPONENTS OF SUCCESSFUL TRAINING PROGRAMMEARE:-1. Insight:-the success of training programme depends on the extends towhich trainers and trainees understand the goal of training and openly sharefeedback. Employees must know what needs to be developed and how toacquire the knowledge and skills they needs .this requires employees tounderstand and analyze their developmental needs keeping in vieworganizational needs and career vision.2. Motivation: - employees must be willing to invest time and energy todevelop them. Unless employees are self motivated to make conscious effortto develop their skills and competencies, training and developmentprogrammers will yield little result. Motivated employees actively pursuelearning to improve their skills and competencies for improving overallperformance .they will invest more time, energy and effort in training anddevelopment programmers if they know that the competencies they willacquire and transfer to work place will be appropriately rewarded.SATNAM SINGH Page 35Insight MotivationOpportunity to learnOpportunity to practicein real worldFollow up
  36. 36. 3. Opportunity to Learn:-the necessary conditions for systematicdevelopment of employees must be provided by the organizations. Learningprovides the much needed skills to improve job related competencies andemployees would acquire competencies for enhanced contribution to thebottom line of the organization. Without opportunity for learning, employeesskills and competencies will become obsolete.4. opportunity to practice in real world:-employees must haveopportunist for typing out their skills at work .often training and developmentprogrammers are rendered ineffective due to lack of opportunity to practicethe new skills and competencies acquired by employees in the training anddevelopment programs .a conductive environment at workplace allowsemployees to apply new knowledge and skills and further develop and refinethem.5. follow up :- employees must internalize their new capabilities to actuallyimprove performance and results .trainers must conduct follow up studies toexamine the degree of transfer of training skills to job they should guideemployees wherever the employees has difficulty in application of newknowledge and skills being acquired through training and developmentprogramme also employees needs to be given positive feedback on progressand improvement made in job related skills and competencies periodicallyafter training to reinforce continual application of learning and motivatingthem to sharpen and skills.DEVELOPMENTInternational development is a concept that lacks a universally accepted definition, but itis most used in a holistic and multi-disciplinary context of human development - thedevelopment of livelihoods and greater quality of life for humans. It thereforeencompasses governance, healthcare, education, gender equality, disasterSATNAM SINGH Page 36
  37. 37. preparedness, infrastructure, economics, human rights, environment and issuesassociated with theseInternational development is by definition a process undertaken by countries andcommunities with assistance from other nations governments and communities, frominternational Non-Governmental Organisations (such as charities) or fromintergovernmental organisations (such as the United Nations, the International MonetaryFund and the World Bank). As such it is distinct from development which would takeplace anyway, without international involvement.[citation needed]International development is also distinct from, though conceptually related to, disasterrelief and humanitarian aid. While these two forms of international support seek toalleviate some of the problems associated with a lack of development, they are mostoften short term fixes - they are not necessarily sustainable solutions. Internationaldevelopment, on the other hand, seeks to implement long-term solutions to problems byhelping developing countries create the necessary capacity needed to provide suchsustainable solutions to their problems. A truly sustainable development project is onewhich will be able to carry on indefinitely with no further international involvement orsupport, whether it be financial or otherwise.International development projects may consist of a single, transformative project toaddress a specific problem or a series of projects targeted at several aspects of society.International development is also distinct from, though conceptually related to, disasterrelief and humanitarian aid. While these two forms of international support seek toalleviate some of the problems associated with a lack of development, they are mostoften short term fixes - they are not necessarily sustainable solutions. Internationaldevelopment, on the other hand, seeks to implement long-term solutions to problems byhelping developing countries create the necessary capacity needed to provide suchsustainable solutions to their problems. A truly sustainable development project is onewhich will be able to carry on indefinitely with no further international involvement orsupport, whether it be financial or otherwise.International development projects may consist of a single, transformative project toaddress a specific problem or a series of projects targeted at several aspects of societySATNAM SINGH Page 37
  38. 38. In organizational development, the related field of training and development (T & D)deals with the design and delivery of learning to improve performance, skills, orknowledge within organizations.In some organizations the term Learning & Development is used instead of Training andDevelopment in order to emphasise the importance of learning for the individual and theorganization. In other organizations, the term Human Resource Development is used.CONCEPT EXECUTIVE DEVELOPMENTExecutive development or management development is systematic process of learningand growth by which managerial personnel gain and apply knowledge, skills, attitudesand insights to mange the work in their organizations effectively and efficiently. It is aneducational process throuth with executives learn conceptual and theoretical knowledgeand managerial Skills in an organized manner . Management development involvesrelating experience to learning. The main aim of formal education for manager is toincrease his ability ot learn from experience.Executive development consists of all the mean by which executives learn toimprove their behavior and performance.It is designed to improve the effectiveness ofmanagers in their present jobs and to prepare them for higher jobs in future. Accordingtoflippo, management development includes the process by which managers andexecutive acquire not only skills and competency in their present jobs managers andexecutive acquire not only skills and competency in their present jobs but alsocapabilities for future managerial task of increasing difficulty and scope. Thus, executivedevelopment is any p0lanned effort to improve current and futre managerialperformance. It is an attempt at improving an individual’s managerial effectivenessthrough planned and deliberate process of learning .An analysis of these definitions reveals the following characteristics of executivedevelopment.(1) Executive development is planned and organized process of learning ratherthan haphazard or trail and error approach.SATNAM SINGH Page 38
  39. 39. (2) It is an ongoing or never ending exercise rater than a one shot affair. Itcontinues throughout an executive’s entire professional career because there isno and to learning.(3) Executive development is a long term process as managerial skills cannot bedeveloped overnight.(4) Executive development is guided self – development. An organization canprovide opportunities for development of its present and potential managers. Butthe image for learning has to come from the executive himself. Executivedevelopment is possible only when the individual has that desire to learn andpractice what he learns. No amount of coercion can lead to developmentexecutive development is eventually something that the executive has to attainhimself. But he will do this much better if he is given encouragement guidanceand opportunity by his company.(5) Executive development aims at preparing managers for better performanceand helping them to realize their full potentialPROCESS OF EXECUTIVE DEVELOPMENT:-The essential ingredients of an executive development programme are as follow:1. Analysis of Development Needs. First of all, the present and futuredevelopmental needs of the organization are ascertained. It is necessary todetermine how many and what type of executives are required to meet thepresent and future needs of the enterprise. This call for organizational planning. Acritical analysis of the organization structure in the light of future plans will revealwhat the organization needs in term of departments, function and key executivepositions. Then job description and specifications are prepared for all executiveSATNAM SINGH Page 39
  40. 40. positions to know the type of knowledge, skills, training and experience requiredfor each position.2. Appraisal of Present Managerial Talent. A qualitative assessment of theexisting executives is made to determine the type of executive talent availablewithin the organization. The performance of every executive is compared with thestandard expected of him. His personal traits are also analyzed to estimate hispotential for development.3. Inventory of Executive Manpower. This inventory is prepared to obtaincomplete information about each executive. Data on the age, education,experience, health, test results and performance appraisal results is collected.This information is maintained in cards or replacement tables, one for eachexecutive An analysis of this information will show the strengths as well asdeficiencies of executives in certain functions relative to the future needs of theorganization.4. Planning Individual Development Programmers. Each one of us has a uniqueset of physical, intellectual and emotional characteristics. Therefore, developmentplan should be tailor-made for each individual. Such tailor-made programmersdevelopment should give due attention to the interests and goals of the5. subordinates as well as to the training and development opportunity existing in theorganization6. Establishing Training and Development Programmers. The human recoursedepartment prepares comprehensive and well-conceived programmers’. Thedepartment identifies development needs and may launch specific courses in fieldof leadership, decision-making human relation, etc. It also recommends specificexecutive development programmers organized by well-known institutes ofmanagements. On the basis of its recommendations, the top managementsSATNAM SINGH Page 40
  41. 41. nominates the executives who will participates in these programmes at the cost ofthe company.7. Evaluating Development Programs. Considerable money, time and efforts arespent on executive development programmes. It is , therefore, natural to find out ofwhat extent the programme objectives have been achieved. Programmed evaluationwill reveal the relevance of the development programmes and the changes thatshould be made to make these more useful to organization. Observation of thetrainee’s behavior, rating of the training elements, opinion surveys, interviews testsand changes in productivity, quality, cost, etc . can be used to evaluate developmentprogrammers . General results of development8. Programmed can be measured in the long run. But some specific results maybe assessed during the short terms.METHODS AND TECHNIQUES OF EXECUTIVE DEVELOPMENTVarious techniques of executive development may be classified in to two broadcategories.On the job training is most suitable when the aim to improve on the job behavior ofexecutives. Such training is inexpensive and time saving. The Motivation to learn ishigh as training takes place in the real job situation. The trainee can size up hissubordinates and demonstrate his leadership qualities without artificial support. Butneither the trainer nor the trainee is free form the daily routine and pressure of theirrespective jobs. On the job training is given through the following methods.On the job technique:-1. COACHING: - In this method, the superior guides and instructs the trainee as acoach. The coach or counselor sets mutually agreed upon goals, suggests how toachieve these goals periodically reviews the trainee’s progress and suggestschanges required in behavior and performance.SATNAM SINGH Page 41
  42. 42. Coaching method offers several advantages(I) it is learning by doing(ii) Every executive can coach his subordinate even if no executive developmentprogrammer exists.(iii) Periodic feedback and evaluation are a part of coaching(iv) It is very useful for orientation of new executives and fro developing skills.(V) It involves close interactions between the trainee and his boss.2. Understudy: - An understudy is a person selected and being trained as the heirapparent to assume at a future time the full duties and responsibilities of theposition presently held by hissuperior. In this way , a fully Trained personbecomes available to replace a manger during his long absence or illness, on his3. Retirement transfer, promotion or death. The superior routes much of thedepartmental work through the junior, discuses problems with him and allows himto participate in the decision making process as often as possible .the junior isgenerally assigned tasks which are closely related to the work in his superior.Understudy method provides may advantage: (i) The trainee receives continuousguidance from the senior and gets the opportunity to see the total job (ii) it ispractical and time saving due to learning by doing (ii) the trainee takes interestand shares the superiors workload (iv) The junior and the senior come closer toeach other (v ) it ensures continuity of management when the supervisor leaveshis position .4. Position Rotation: - It involves movement or transfer of executives form oneposition or job to another on some planned basis these persons are moved formis also called job rotation. The aim is to broaden the knowledge, Skills andoutlook of executives. Job rotation. The aim is to broaden the knowledge, skillsand outlook of executives. Job rotation or position rotation is often designed forjunior executives. It may continue for a period ranging form six months to twoyear According to Bennett, job rotation is process of horizontal movement thatwidens the manager’s experience horizon beyond the limited confines of his own.Job rotation method offers the following advantages(I ) It helps to reduce monotony and boredom by providing variety of work.SATNAM SINGH Page 42
  43. 43. (ii) It facilitates inter departmental cooperation and coordination(iii) It infuses new concepts and ideas into elder personnel.(IV) Executives get a chance to move up to higher position by developing theminto generalists.(v) Best utilization can be made of each executive’s skills.5. Project Assignments: - Under this method, a number of trainee executives areput together to work on a project directly related to their functional area. Thegroup called project team or task force will study the problem and find appropriatesolution. For instance, accounts officers may be assigned the task of designingand developing an effective budgetary control system. By working on this project,the trainees learn the work procedures and techniques of budgeting. They alsocome to learn the interrelationships between accounts and other departments.This is a flexible training device due to temporary nature of assignments.6. Committee Assignment: - A permanent committee committee consisting oftrainee executives is constituted. All the trainees participate in the deliberations ofthe committee. Through discussion in committee meetings they get acquaintedwith different view points and alternative methods of problem solving. They alsolearn interpersonal skills.7. Multiple management: - This Technique was developed by Charles p mcCommack of the of the mc Commack corporation of Baltimore, USA. Under it, ajunior board of young executives is constituted. Major problems are analyzed inthe junior board with makes recommend actions to the Board of Directors. Theyoung executives learn decision making Skills and the Board of Directorsreceives the collective wisdom of the executive team vacancies in the Board ofDirectors can be filled form the junior board members who have receivedconsiderable exposure to problems and issues.Committees and union Board offer the following Advantages(i) The participants gain practical experience in group decisionmaking and team workSATNAM SINGH Page 43
  44. 44. (ii) The Committee or board contributes to the productivity andhuman relations in the organization(iii) The method is not suitable for lower level executives.(iv) It is relatively in expensive method.8. Selective Readings. Managing has become a specialized job requiring a closetouch with the latest developments in the field. By reading selected professionalbooks and journals, managers can keep in touch with the latest research findings.Theories and techniques in management can keep him informed of innovations inmanagement. Reading of current management Literature helps to avoidmanagerial obsolescence. Selective readings constitute an individual selfdevelopment programmed for executives. Many to continually read and improvetheir Skills.SATNAM SINGH Page 44
  45. 45. 3. SWOT ANALYSISStrengths High brand equity. Quality products. Strong marketing network. Mature and high growth business. Strong market value. Strong international business department. Excellent execution. Proactive innovation. High growth rate. Availabity of capital. Strong management.WeaknessesSATNAM SINGH Page 45
  46. 46.  No advertisement through media. Small brand rang in India as compare to UB group. The product line is small (Beers & Soft drinks) we need to extend the product line. Less effective domestic marketing strategies as compare to internationalmarketing strategies.Opportunities Large number of potential clients. The wine industry has shown excellent growth. Demand of foreign brands is increasingly. Consistent improvements in product quality and inner urge to achieve aworld .class status have created increased demand for foreign products in theIndian market. Reliability to foreign products is increase.ThreatsSATNAM SINGH Page 46
  47. 47.  Many companies of beers are come in the market. Indian wine companies producing more or more brands . Quality of Indian beers and soft drinks are improving. Many big wine companies already exist in th4. CONCLUSIONThe bird eye view of my project is that in this competitive market human resources arethe major assets of an organization. Therefore Carlsberg private ltd. Alwar, India reallyfocuses to find out the effective sources of Training . The researcher has done enoughresearch on sources of training and development programme of the company. Theresearcher has come up with certain recommendations that are to be adopted, which onimplementation would be beneficial for the company in long run.SATNAM SINGH Page 47
  48. 48. 5. Recommendation and Suggestions In the production area it is much better then its competitors but there is a needto improve its awareness mainly in rural areas. The CSL should adopt professional and trade associations for recruitmentbecause these have experienced person and it is also time saving process. The CSL can increase its PF contribution upto 25.61% and ESI 6.50% it is acompetitor advantage and also increase CTC of an employee. Over Time is a big problem in the front of CSL because it is too much costly(double of wage); for controlling it company can give attendance award i.e.Rs.500/-for 100% attendance and Rs.250/-for one absent in a month. The CSL can give stock option to their employee’s because in this caseemployees feel that the company is their own assets and they are more loyaltowards it. Its also gives motivation and growth.SATNAM SINGH Page 48
  49. 49.  CSL can give practical training to their employee’s i.e. by role play companycan give training on fire, first aid and safety. Company can involve in the selection process of casual workers because it isbeneficial to know the nature and attitude of them and helpful to get good skills. Company can give training to casual workers its beneficial for improvement ofindividual as well as company. Regular training programs should be organized by company in order to improvethe skill level of the employees. This will help in increasing their efficiency andeffectiveness on the job. Company must communicate its long term strategies to the employees & workers,so that they can achieve their targets and hence company can achieve its setstandards. Company must provide adequate authorities, if delegating the responsibility toemployees to complete a particular work. There should not be the interference of superiors in employees work relatedmatters, so that employees can work independently. This will help in increasingtheir attitude towards their job. Company gave attention to the casual worker.SATNAM SINGH Page 49
  50. 50.  Improve the supervisory level we can improve the productivity 15-20% only byincreasing the supervisory level. Set clear goals with the workers (regular & casual) Make a customer relationship with the employees6. BIBLIOGRAPHYBOOKSAnnual Report of the CompanyKothari, C.R, Research Methodology,Publication Company Limited, 3rdEdition.Khan, M.Y.Jain P.K., Financial Management, Tata Mc Graw-HillWEBSITE www. wikipidia .com www. scribed .com www. Hr factor.comDaily Newspaper1.Times of India2. Financial TimesSATNAM SINGH Page 50
  51. 51. 3. Economic TimesSATNAM SINGH Page 51

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