Effectiveness of employee training programs

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
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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.

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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

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• 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.

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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.

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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

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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:

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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:

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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

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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:

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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

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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

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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%
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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.

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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.

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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.

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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.

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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

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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:
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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.
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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.

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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.

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2.11 ORGANIZATION STRUCTURE

ORGANISATIONAL CHART

Proprietor

General Manager

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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

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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

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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 :

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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.

27

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.

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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.

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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.

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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

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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:

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 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.

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 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:

34

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:

35

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

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 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

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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.

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 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.

39

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.

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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.

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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:

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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.

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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.

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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
45


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.

46

 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.

47


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.

48


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

49

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.

50


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.

51

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

52

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.
53

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:

54

 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)

55


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.

56

• 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.
57

• 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.

58

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
Obtain and allocate resources to deliver
opportunities, resources and
59 T&D plans

support


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

60


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

61


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:

62

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

63

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,
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:

64

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.

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

65

Effectiveness of employee training programs

Effectiveness of employee training programs

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