Project 2016 17 (shubham)pdf

A
PROJECT REPORT
ON
“TRAINING AND DEVELOPMENT”
OF
HUMAN RESOURCE MANAGEMENT
AT
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILLMENT OF
BACHELOR OF BUSINESS ADMINISTATION
SUBMITTED BY
Mr. VAIRAGAR SHUBHAM SANTOSH
UNDER THE GUIDENCEOF
PROF. GORE A. S.
DEPARTMENT OF BBA
LATE T. D. PATHARE SENIOR COLLEGE, CHANDANNAGAR, PUNE-14.

Date:
CERTIFICATE
This is to certify that Mr. Shubham S. Vairagar student of Late. T. D. Pathare
College Chandannagar, Pune has successfully completed his Project of “Training and
Development” in the year of 2016-17.
In kutwal Foods pvt ltd, from 15th
Dec to 30th
Jan.
During his tenure, he came up with many ideas worth implementing.
We found him sincere and hardworking. We wish him best of luck for his future endeavor.
For
Kutwal Foods,

CERTIFICATE
Exam seat no.:- Date:-
This is to certify that Mr. SHUBHAM SANTOSH VAIRAGAR is bonafide student
of Bachelor of Business Administration (BBA) He has satisfactory completed the Project
Report Title, “TRAININGAND DEVELOPMENT” Prescribed by Savitribai Phule Pune
University during academic year 2016-17.
Project Guide HOD Principal
Internal examiner External examiner

DECLARATION
I, SHUBHAM SANTOSH VAIRAGAR hereby declare that the project title “TRAINING
AND DEVELOPMENT” with reference KUTAWAL FOODS PVT.LTD, is a bonafide work
done by me for the partial fulfillment of BBA from Savitribai Phule Pune University.
All the information depicted is a result of Research carried out by me.
The project has been done under the guidance of Prof. GORE A. S. no part of this project is
submitted elsewhere.
DATE:-
PLACE:-
SHUBHAM VAIRAGAR.

AKNOWLEDGEMENT
The successful and timely completion of this training would not have been possible without
the kind co-operation and support of the various Departments of the KUTAWAL FOODS. As
well as faculty members of SAVITRIBAI PHULE INSTITUTE OF MANAGEMENT
STUDIES and employee of the company who co-operatively provided the honest information
through questionnaires.
Let me began my acknowledgment by thanking the whole staff of KUTAWAL FOODS. For
the co-operation and the support during our summer training specially, MR. ANNASAHEB
WADITKE.
I am grateful to DIRECTOR MR. PRAKASH KUTWAL, of KUTWAL FOODS. Who has
been a source of inspiration for summer project for 45 days?
I also take opportunity to thank PROF. GORE A. S. (project guide) without whom this
project would not have been possible. I really thank every person who guided me and directed
me toward the right path in my project.

INDEX
CHAPTER NO. TITLE PAGE NO.
1.
INTRODUCTION
1
2. EXECUTIVE SUMMARY 3
3. COMPANY PROFILE 4
4. OBJECTIVES 21
5. SCOPE 23
6. RESEARCH METHODOLOGY 24
7. DATA ANALYSIS & RESULT INTERPRETATION 31
8. LIMITATIONS 46
9. FINDINGS 47
10. SUGGESIONS 48
11.
CONCLUSION
49
12.
BIBLOGRAPHY AND REFERENCES
50
13.
ANNEXURE & QUESTIONNAIRE

LIST OF TABLE
SR. NO. TABLE NO. TITLE OF TABLE PAGE NO.
1 Table No. 7.1 Training period 30
2 Table No. 7.2 Training method 31
3 Table No. 7.3 Training policies 32
4
Table No. 7.4
Training evaluation 33
5 Table No. 7.5 Off job training methods 34
6 Table No. 7.6 Barriers to training 35
7 Table No. 7.7 Supervising training method 36
8
Table No. 7.8
Productivity 37
9 Table No. 7.9 Focus on training method 38
10 Table No. 7.10 Opinion 39
11 Table No. 7.11 Time span of training 40
12
Table No. 7.12
Provision of study material 41
13 Table No. 7.13 Training outcomes 42
14 Table No. 7.14 Training helpful for communication 43
15
Table No. 7.15
Effectiveness of training programmer 44

LIST OF GRAPHS
SR. NO.
GRAPH/FIG
NO.
TITLE OF GRAPH PAGE NO.
1 GRAPH 7.1 Training period 30
2 GRAPH 7.2 Training method 31
3 GRAPH 7.3 Training policies 32
4 GRAPH 7.4 Training evaluation 33
5 GRAPH 7.5 Off job training methods 34
6 GRAPH 7.6 Barriers to training 35
7 GRAPH 7.7 Supervising training method 36
8 GRAPH 7.8 Productivity 37
9 GRAPH 7.9 Focus on training method 38
10 GRAPH 1.10 Opinion 39
11 GRAPH 1.11 Time span of training 40
12 GRAPH 1.12 Provision of study material 41
13 GRAPH 1.13 Training outcomes 42
14 GRAPH 1.14 Training helpful for communication 43
15 GRAPH 1.15 Effectiveness of training programmer 44

1. INTRODUCTION TO DAIRY INDUSTRY
1.1 THE WORLD DAIRY SITUATION – 2014-15
According to a report published by International Dairy Federation (IDF) on the
World Dairy Situation 2014, the worldwide milk production is expected to
grow at a slower pace in 2007-08 and is estimated at 655 million tones, only 9
million tones more than the production of 2006-07. The strongest growth would
be in Asia, notably in China and India. Milk production is projected at 36
million tons in China and 94.60 million tons in India. India would continue to
be the largest milk producer, followed by the US, with projected production of
82.60 million tones
Major changes are not expected in dairy products basket. World butter
production increased for two years, in 2009 and 2010 and then declined in
2011-12. It is expected to decline again in 2014-15. Industrial cheese
production is continuing to grow. The major cheese producing regions are
Europe and North America and both areas are expected to have a faster growth
rate.
The production of condensed and evaporated milks is subject to a declining
trend for many years in the developed market. It has been replaced by many
other dairy products, especially liquid milks of UHT type, coffee cream and
coffee whitener including some of the non-dairy origin. Production of milk
powders increased last year and is expected to continue in the year 2016-17.
However, this growth is mainly restricted to whole milk powder (WMP) and
semi-skimmed milk powder, while skim favor of WMP was the ongoing fat
surplus problem in EU, together with the reduction of butter intervention price.
This trend would continue to remain despite the price increase for butter. For
SMP, despite high market price, production is likely to decline in 2007-08.

The reasons are that milk production would grow only modestly and in most
major producing areas of the world, less skim milk would be available for
drying, because of the on-going growth of the other product markets. In EU, the
subsidy for processing skim milk into casein was set at zero, in October 2006,
which dampened the production of SMP. This is good news for Indian dairying,
which has created a large capacity for SMP production.
Export of butter and butter-oil recovered in 2006-07 and this recovery
continued in early 2007-08. The total volume of the world trade in cheese has
accelerated and this trend is likely to continue in the year 2016.
The price rise in 2011 and 2012 was unprecedented and therefore no experience
is available on which to base conclusions as to what might happen in future!
Nevertheless, it can be assumed that much would however depend on the farm
policies of the big players. These policies are mainly oriented towards
supporting their protected domestic markets and not, with the exception of few,
aiming at the new opportunities which are offered by the growing demand of
milk and its product by the world's population and its growing purchasing
power. The IDF has also published prevailing milk producers' price trend to
reflect the development of product prices as well. Looking back at the year
2006, the farm gate prices continued to descent in the many parts of the world
and farmers were faced with reduced prices. The lowest prices were paid in
India and rural China; it being Euro 21 per 100 kg, in comparison to Euro 28 in
US; Euro 33 in New Zealand; Euro 34 in EU; Euro 56 in Norway; Euro 58 in
Canada and Euro 68 per 100 kg in Japan.
In India, the milk producers are already demanding better prices and it is the
responsibility of the processing industry, especially those engaged in the
production of export-oriented products to share the benefits of high prices of
milk products prevailing in the international markets with their milk producer
suppliers. This would lead to equity in development at the end of both
producers and processor.

EXECUTIVE SUMMARY OF PROJECT
The purpose of this study is to research the training and development process in kutwal
foods. The main objective was to study training process and its performance, satisfaction
level and Quality of work in the plant.
The research methodology used is Descriptive Research. Both Data collection
techniques i.e. Primary and secondary are used to collect data. Primary techniques
include the Questionnaire which has different types of closed-ended questions such as,
Leading Questions, Dichotomous Questions along with open-ended questions at the end.
Secondary data has been taken from the booklet, information manual, website, Journal,
Books etc. The sample population was selected from plant. The Sample size taken in this
research was 20. Random sampling method is used for sampling purpose. The analysis
and interpretation is done using various facts and figures collected from survey. These
are represented using various graphs like bar chart, pie chart etc.

ESTABLISH
Kutwal product pvt Ltd. is a prestigious enterprise of the Kutwal group. with keen
understanding of the modern society and the changing shape of the future, the company stands
on the strength of visionary directors and Avant- grade technology.
Ram and Prakash Kutwal, a self-motivated duo of brothers gave birth to kutwal foods pvt
ltd. A company dedicated to delivering only high quality products in the dairy industry. With
quality as a one point agenda and ethical business practices as a mandatory rule to follow, the
duo decided to launch their own business in 2002.
Since 2002, under the brand name URJA, the company has brought out range of product such
as milk, ghee, shrikhand, amrakhand, flavoured milk, lassi, curd, butter milk, packaged
drinking water, pickle etc...
URJA is a flourishing brand across 5 states with 350 distributers and 25000 outlets. On the
foundation of professional management, efficient distribution, dynamic, innovative scale
management and a stringent quality policy, the company has made a commendable mark on
all strata of society.
LOCATION OF KUTWAL FOODS:-
Kutwal Foods Pvt Ltd has its head office in pune.
Office Address-
1st
floor nanaknivas building, balajinagar, dhankawadi, pune, Maharashtra 411043
Plant Address-
Sai Nagar Andhalgaon near ShirurTal.Shirur Dist. Pune, Maharashtra. 411043

DEPARTMENTS IN THEIR ORGANISATION:-
Totally Fivedepartment are there:-
 FLAVOURED MILK DIVISION
 DAIRY DEPARTMENT
 PACKAGE DRINKING WATER
 MILK PRODUCT DIVISION
 FRUIT PLANT DEPARTMENT
And in each department 25-30 workers working. So, totally 100-150 people work in whole
kutwal Foods Company.
A strong point in the KFPL operation is its network of retail outlets operating under its
flagship brand urea. Currently there are over 50 plus retail outlets and the number are growing.
The urea retail outlet house all the product from liquid milk, milk bi product, PED, soft drink
and fruit drinks.
SUPPLY AND MARKETING –
KFPL has a strong supply chain. Management system that acts as a very plus point in the
KFPL business. KFPL believes in having its own product carriage with an objective to have an
efficient system of processes.
DISTRIBUTION NETWORK :-
Kutwal foods private limited has a strong distribution network. Company has more than 300
distributors in Maharashtra and boarding towns of Karnataka.

 HISTORY OF KUTWAL FOODS
MR. PRAKASH KUTWAL, FOUNDER,
CHAIRMAN.
Mr.Prakash kutwal is a dynamic first generation
entrepreneur, with a rich experience in the dairy
industry; he always wanted to make a difference
to the existing range of milk and milk bi product
category. With his magnanimous vision and
dynamism he has received 26 awards in the dairy
sector and for his social initiatives too.
MR. RAM KUTWAL, MANAGING DIRECTOR.
Ram kutwal is dedicated marketing professional and has a focused expertise in innovative
marketing practices. This dynamic team leader has motivated and inspired the KFPL (Kutwal
Foods Pvt. Ltd.) team to achieve great marketing success and continues to drive the
organisation towards higher goals in a brand dominated market. He is having 20 year
experience production and marketing of food products.
HISTORY

 PLANT INFRASTRUCTURE
In 2002, the company set up its liquid milk plant at Andhalgaon near Shirur in pune, district.
Today the plant has come a long way and boasts of a state of the art milk and milk bi product
processing plant. The plant is located in 5 acre land with a total built up space 70,000 soft. It
has separate plants for liquid milk processing, milk bi product processing, packaged drinking
water and soft drinks.
 MACHINERY
a) The plant also houses well equipped and specious administrative block.
b) Automated machineries used from processing to packaging.
c) To produce quality product consistently, the plant has its very own well-equipped test
lab.
d) The lab is constantly upgraded to newer technologies and equipment.

PRODUCTS OF URJA
 Milk
 Milk by products
 Fruit beverages
 Aerated beverages
 Package drinking water

THERE ARE 5 DIVISION’S OF PRODUCTION PROCESS-
 Dairy department
 Milk by product division
 Flavoured milk division
 Fruit panel division
 Packaged drinking water
Divisions of production process
MILK
MILK BY
PRODUCT
FRUIT
BEVERAGES
AERATED
BEVERAGES
PACKAGED
DRINKING
WATER

LITERATURE REVIEW
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human resource management (HRM or simply HR) is the management of human
resources. It is designed to maximize employee performance in service of an
employer's strategic objectives. HR is primarily concerned with the management of
people within organizations, focusing on policies and on systems. HR departments are
responsible for overseeing employee benefits design, employee recruitment, training
and development, performance appraisal, and rewarding (e.g., managing pay and
benefit systems). HR also concerns itself with organizational change and industrial
relations, that is, the balancing of organizational practices with requirements arising
from collective bargaining and from governmental laws.
HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. It was initially dominated by transactional work, such
as payroll and benefits administration, but due to globalization, company
consolidation, technological advances, and further research, HR as of 2015 focuses on
strategic initiatives like mergers and acquisitions, talent management, succession
planning, industrial and labour relations, and diversity and inclusion.
Human Resources are a business field focused on maximizing employee productivity.
Human Resources professionals manage the human capital of an organization and
focus on implementing policies and processes. They can be specialists focusing in on
recruiting, training, employee relations or benefits. Recruiting specialists are in charge
of finding and hiring top talent. Training and development professionals ensure that
employees are trained and have continuous development. This is done through
training programs, performance evaluations and reward programs.

INTRODUCTION TO TRAINING AND DEVELOPMENT
The concept of Training and development emerged in the mid 1980’s against the background
of the works of famous writers on management, Pascal and Ethos (1981) and Peters and
Waterman (1982), who produced lists of the attributes that they claimed Characterized
successful companies.
Liberalization, privatization and globalization has brought in considerable change in market
condition as well as change in social, economic and technology spheres which further enhance
the challenges to human resources management. There are new techniques and methodology
of human resources development adopted by the introduction of multinational companies
which train the workers and managers to make them able to cope with these changes one of
the practices among them is training of the managerial and supervisory staff in the latest
technique this methodology has been widely accepted for increasing management competence
which ultimately increases the organizational efficiency and effectiveness.
It is difficult to decide which topic should be selected so that it would be beneficial for both
the organization as well as myself so as to gain maximum practical knowledge Human factor
is one of the most valuable asset of any organization therefore, Management has to take
initiative to develop employees Skills, Knowledge, Training & Development activities are the
main mechanism through which individual goals & aspirations can be integrated with
organizational goals, such integration’s can be achieved only when training & development is
linked with organizational requirements, which should be carried out in a systematic manner.
Taking into consideration all these points the topic selected is “TRAINING NEED
IDENTIFICATION” as my project title in KUTWAL FOODS PVT. LTD.

TRAINING
Training is process of learning a sequence of programmed behavior. It is application of
knowledge. It gives people awareness of the rules and procedures to guide their behavior. It
improves their performance on the present job or prepared them for an intended job. Training
is set of increasing knowledge and skill of an employee for doing a particular Job.
- J. P. CHAMPBELL
“Training refuges only to instruction in the technical and mechanical questions specifically
stated training to organization procedure by which people learns knowledge and skill for
definite purpose.”

DEVELOPMENT
Development is a related process. It covers not only those activities which improve job Performance
but also those, which bring about growth of the personality, help individuals in the progress towards
maturity and actualization of their potential capacities. So, that the become not only good employees
but also better men and women. In organizational terms, it is imperative to equip persons to earn
promotion and hold greater responsibilities and higher position. Training a person for a bigger
development includes not only imparting specific skills and knowledge but also, imparting certain
personality and interpretation of knowledge.

 WHEN DOES TRAINING NEED OCCUR-
There are three major areas in which the staff displays such gaps as knowledge skills and
attitude that the job demands and the knowledge, skills and attitudes already possessed.
1. To match the employee specifications with the job requirements and organization needs
when their performance is their present position does not match up with the required
standards this could not be a fault of their own e.g. new job.
2. Organizational viability and the transformation process when the requirement of job
changes due to changing circumstances.
3. When the present job Indus job holder to the change the job created which can be field
up only through training.
4. Technological advance every organization in order to survive and to be effective should
be adopting the latest technology that mechanization, computerization & automation.
5. Organizational complexity with the emergency of increase mechanization,
6. And automation, manufacturing of multiple product or dealing in services diversified
lines, extension of operation to various reason of the country or in overseas countries,
organization of the most companies have become complex.

 FIVE STEP OF TRAINING AND DEVELOPMENT PROCESS
1. Needs analysis
2. Instructional design
3. Validation
4. Implementation
5. Evaluation and follow-up.

AREAS OF TRAINING
1. Company policies
2. Specific skills
3. Human relation
4. Problem solving
5. Managerial and supervisor skill

PURPOSE OF TRAINING AND DEVELOPMENT
Training is defined by Wayne Casio as “training consists of planed programs undertaken to
improve employee knowledge, skills, attitude, and social behavior so that the performance of
the organization improves considerably.”
1. Improving quality of work force: - Training and development help companies to
improve the quality of work done by their employee.
2. Enhance employee’s growth: - Every employee who takes development program
becomes better his job. Training provides perfection and required practice, therefore
employee’s area able to develop them professional.
3. Prevents obsolescence: - Through training and development the employees is up to
date with new technology and the fear of being thrown out of the job is reduced.

4. Assisting new comer: - Training and development programs greatly help new
employees to get accustomed to new methods of working, new technology, the work
culture of the company etc.
5. Bridging the gap between planning and implementation: - Plans made by
companies expect people to achieve certain targets within certain time limit with
certain quality for this employee performance has to be accurate and perfect. Training
helps in achieving accuracy and perfection.
6. Health and safety measures: - Training and development program clearly identifies
and teaches employees about the different risk involved in their job, the different
problems that can arise and how to prevent such problems.
 METHODS OF TRAINING
On the job training method:-on the job training method refers to training given to personnel
inside the company. There are different methods of on the job training.
1. Job rotation: - This method enables the company to train managerial personnel in
departmental work. They are taught everything about the department. Starting from the
lowest level job in the department to the highest level job.
2. Planned progression: - In this method juniors are assigned a certain job of their senior in
addition to their own job. The method allows the employee to slowly learn the job of his
senior so that when he is promoted to his senior job it becomes very easy for him to adjust
to the new situation. It also provides a chance to learn higher level jobs.
3. Coaching and counseling: - Coaching refers to actually teaching a job to a junior. The
senior person who is the coach actually teaches his junior regarding how the work must
be handle and how decisions must be taken, the different techniques that can be used on

the job, how to handle pressure. There is active participation from the senior. Counseling
refers to advising the junior employees as and when he faces problems. The counselor
superior plays an advisory role and does not actively teach employees.
4. Under study: - In this method of training a junior is deputed to work under a senior. He
takes orders from the senior, observes the senior, attends meetings with him, learns about
decision making and handling of day to day problems. The method is used when the
senior is on the verge of retirement and the job will be taken over by the junior.
5. Junior board: - In this method a group of junior level managers are identified and they
work together in a group called junior board. They function just like the board of
directors. They identify certain problem, they have to study the problem and provide
suggestions. This method improves team work and decision making ability. Its gives and
idea about the intensity of problem faced by the company.
Off the job training method:-Off the job training refers to method of training given
outside the company. The different methods adopted here are
1. Classroom method: - The classroom method is used when a group of managers
have to be trained in theoretical aspects. The training involves using lectures, audio
visuals, case study, role play method, group discussion etc. The method is interactive
and provides very good results.
2. Simulation:-Simulation involves creating atmosphere which is very similar to the
original work environment. The method helps to train manager handling stress,
taking immediate decisions, handling pressure on the jobs etc. An actual feel of the
real job environment is given here.
Business games: - This method involves providing a market situation to the trainee
manager and asking him to provide solutions. If there are many people to be trained
they can be divided into groups and each group becomes a separate team and play
against each other.

3. Committee: - A committee refers to a group of people who are officially appointed
to look into a problem and provide solution. Trainee managers are put in the
committee to identify how they study a problem and what they learn from it.
4. Conference: - Conferences are conducted by various companies to have elaborate
discussions on specific topics. The company which organizes the conference invites
trainee manager and calls for experts in different field to give presentation or lecture.
The trainee manager can ask their doubts to these experts and understand how
problems can be solving on the job.
5. Readings: - This method involves encouraging the trainee manager to increase his
subjects and then ask him to make a presentation on what he has learned. Information
can be collected by trainee manager from books, magazines and internet etc.

 METHODS OF TRAINING AND DEVELOPMENT USED IN KUTWAL
FOODS PVT. LTD:-
 On job training method-
1. Job rotation
2. Coaching and counselling

 OBJECTIVE OF TRAINING AND DEVELOPMENT
PRIMARY OBJECTIVE
The primary objective of my study in kutwal foods pvt ltd. To lay down the foundation of
training and development.
SECONDARY OBJECTIVE
The objective of my study about employees training and development to improve the current
process of employees training and development at kutwal foods pvt.ltd.
My objective is to apply my learning in the area of human resource so that I gain significant
practical and understand the nature and importance of training and development and identify
the inputs that should go into any program.
Delineate the different stages in a training and development program and describe each step.
Understand the need for and the way of training and international assignments.
1. Induce new employees: Induce employee is the main aim of training and this is
the most essential for a company.
2. Gain knowledge on new method: Training and development help to gain
knowledge on new method.
3. Obtain knowledge on company policy: Employee should have sufficient
knowledge about company policy for best performance. Training and development
help employee to obtain knowledge on company policy.
4. Earn knowledge on customer relations: Gather information about customer
relations is the major objectives of training and development.
5. Change attitude: It help to change attitude so, that an employee can give their best
to organization.
6. Ensure personal growth: Training and development give an employee everything
which needed to be a good professional. And when he becomes a good employee it
ensures his personal good employee it ensures his personal growth.

7. Ensure ensuring loyalty: Aim of training and development is to make an
employee loyal to his/ her company.
8. Reduce labor turnover: Another objectives of training and development is to
reduce labor turnover.
9. Increase productivity: training develop a person’s skill to professional level so, it
is easy to say obviously training and development process increase productivity.
10. Improve quality: Improve quality of employee is the main objective of training
and development.
11. Help Company to fulfill future growth: Growth of a company depends on their
employee. So, development process helps the company to fulfill future growth.
12. Improve organizational climate: Improving organizational climate is the greatest
objective of training development.
13. Improve health care: without good heath employee can’t serve properly to his /
her company. So, training and development improve health care.
14. Prevent obsolesce: Prevent obsolesce is one the most important objectives of
training and development.
15. Change behavior: Training and development has a great impact on employee
behavior. It polishes employee’s behavior so, that he / she can fit with internal and
external environment.

 SCOPE OF THE STUDY
1. The scope of the study covers in depth.
2. The Various training practises modules formats being followed and is limited to
the company kutwal foods pvt.ltd. And its employees.
3. The different training programmes in facilitated in kutwal foods pvt.ltd. Through
its faculties outside agencies or professional groups.
4. It also judges the enhancement of the knowledge and skills of the employees and
feedback on its effectiveness.
5. This research provides me with an opportunity to explore in the field of human
resource.
6. This research also provides the feedback of people involved in the training and
development process.
7. Apart from that it would provide me a good deal of exposure to interact with the
high profile manager of the company Mr Annasaheb waditke.
HYPOTHESIS
Training techniques are classified into behavioural or On-the-job (orientations, job
Instruction training, apprenticeships, internships and assistantships, job rotation
and coaching) and cognitive or Off-the-job (Lectures, computer-based training, games
and simulations etc. These tend to influence employees’ performance and organizational
competitiveness.

CHAPTER:-6
RESEARCH
METHODOLOGY

6.1 PROCESS OF RESEARCH FIGURE
DEFINE RESEARCH
OBJECTIVES
RESEARCH DESIGN
SOURCES OF DATA
PRIMARY
DATA
SECONDARY
DATA
DATA COLLECTION
DATA ANALYSIS AND
INTERPRETATION
FINDINGS
SUGGESTIONS AND
RECOMENDATIONS

6.2 RESEARCH METHODOLOGY:-
Research in a layman language means a search for acknowledges. One can also define
research as a scientific and systematic search for potential information on a specific topic.
Infect research is an art of scientific investigation. The dictionary meaning of research is “a
careful investigation or inquiry especially through search for new facts in any branch defines
research as a “systematized effort to gain new knowledge”. Some people consider research as
a movement from known to unknown.
Research is an academic activity and as such the term must be used in a technical sense.
Research is an original contribution to the existing stock of the knowledge making for its
advancement.
It’s a well-known fact that no business can exit without customers. In the business of Website
design, it’s important to work closely with your customers to make sure the site or system you
create for them is as close to their requirements as you can manage. What follows are a
selection of tips that will make your clients feel valued, wanted and loved.
Definition of Research Methodology:-
“Research comprises of defining and redefining problem, formulating hypothesis or suggested
solution, organizing, evaluating data making deduction and reaching conclusion, and at least
carefully testing the conclusion to determine whether they fit the formulating hypothesis.
--- Clifford woody.

6.3RESEARCH DESIGN:-
A research design is the arrangement of condition for collection and analysis of a data in a
manner in that aims to combine relevance to the research purpose with economy in procedure.
It is need because it facilitates the smooth saving of the various research operations making
research as efficient as possible. It is plan that specific source and type of information relevant
to research problem.
Research design may be grouped in four categories, viz.
a). Exploration
b). Description
c). Diagnosis
d). Experimentation
6.4METHODS OF DATA COLLECTION:-
Data collection is the most important aspect of every research.
 Primary data
 Secondary data

PRIMARY DATA:-
The primary data has been collected by me was mainly focused on:-
1. Questionnaire method
2. Observation
3. Personal interview with hr head
4. Meeting

SECONDARY DATA:-
The secondary data collected by me was through:-
1. Company database
2. Company documents
3. Files
4. Magazines
5. Journals
6. From internet

6.5SAMPLE SIZE SELECTION AND JUSTIFICATION:-
SAMPLE DESIGN:-
Research technique: - questionnaire
Contact method: - personal interview
6.6SAMPLE SIZE:-
The sample size 30. There are 5 departments in kutwal foods. We take 6 peoples from each
department.
6.7SAMPLING METHOD:-
Random sampling method
6.8 STATISTICAL TECHNIQUE:-
Techniques that are used for analysis of data are:-
1. Tabulation of data.
2. Pie charts
3. Bar graphs

It is a diagrammatic representation of the facts or information taken from the
respondents.
Here on X-axis option were given and on Y-axis numbers of respondents were given.
The percentage was calculated finally from the number of respondents for the options
provided.
Pie diagram:-
It is another diagrammatic representation of the facts or information taken from the
respondents.
The limitations are as follows:-
1. The research carried in this project is an open survey and does not belong to any
confidential corporate information.
2. Information given by the industries is assumed true.

CHAPTER:-7
DATA ANALYSIS &
RESULT
INTERPRETATION

7.1 According to you how frequently the training should be conducted to make workers
more efficient?
Option respondents percentage
6 months 12 40
12 months 8 26.67
18 months 7 23.33
once in two years 3 10
Total 30 100
Table no7.1
Graph no.7.1
Interpretation: - From the above result 40% employees are called training should be
conducted for once in 6 months. 26.67% employees are called training should be
conducted for once in 12 months. 23.33% employees are called training should be
conducted for once in 18 months. 10% employees are called training should be
conducted for once in two years.
40%
27%
23%
10%
Training period
6months
12 months
18 months
once in 2 years

7.2 If you trained under on the job training method then from the following method
which method you had undergone?
Option Respondents Percentage
Job rotation 15 50
Coaching 8 26.67
Other 7 23.33
Total 30 100
Table No:-7. 2
Graph no:-7.2
Interpretation:-From the above result 50% employees responds for job rotation
method.26.67% employees responds for coaching method. 23.33% employees respond
for others methods.
0
10
20
30
40
50
60
Job rotation coaching other
Percentage
Training methods
respondents

7.3 Is training and development policy applicable to all employees?
option Respondents percentage
yes 20 66.67
no 3 10
no comments 7 23.33
Total 30 100
Table no: 7-3
Graph no:-3
Interpretation: - From the above result 66.67% employees says applicable. 10%
employees say not applicable. 23.33% employees are having no comments.
0
10
20
30
40
50
60
70
80
yes no no comments
Percentage
Training policies
respondents

7.4 What should be the ideal time to evaluate training?
immediate after
training 20 66.67
After 15 days 5 16.67
After 1 month 3 10
Can’t say 2 6.66
total 30 100
Table No:-74
Graph No:-4
Interpretation:-From the above result 66.67% employees says immediately after
training. 16.67% employees say after 15 days. 10% employees say after 1 month. 6.66%
employees can’t say.
67%
17%
10%
6%
Training evaluation
immediate after training
after 15 days
after 1 month
cant say

7.5 If you trained under off job training method from the following which method you
had undergone.
lecture 5 16.67
visible 10 33.33
others 15 50
Total 30 100
Table No:-7. 5
Graph No:-7.5
Interpretation: - from above result 16.67% employees underwent with lecture
method.33.33% employees undergone with visible method. 50% employees undergone
with other method.
0
10
20
30
40
50
60
lecture visible others
Percentage
Off job training methods
Respondents

7.6 What are the important barriers to training and development in your organization?
Time 18 60
Money 2 6.67
Lack of interest by the staff 7 23.33
Non-Availability of skilled trainer 3 10
Total 30 100
Table No:-7.6
Graph No. 7.6
Interpretation: - From the above result 60% Employees said time barriers. 6.67%
employees said money barriers. 23.33% employees said lack of interest by the staff.
10% employees said non availability of skilled trainer.
60%
7%
23%
10%
Barriers to training
time
money
Lack of interest by the
staff
non availability of skilled
trainer

7.7 Does the supervisor analyse the training need for specific employee?
Yes 17 56.67
No 9 30
No Comments 4 13.33
Total 30 100
Table No:-7.7
Graph No-7.7
Interpretation: - From the above result 56.67% employees said yes. 30% employees
said no. and 13.33% employees having no comments.
0
10
20
30
40
50
60
Yes No No Comments
Supervising training need
Yes
No
No comments

7.8 Training program help to increase the productivity of both quality and quantity?
Strongly agree 20 66.67
Agree 5 16.67
Strongly
disagree 2 6.66
Disagree 3 10
Total 30 100
Table No. 7.8
Graph No-7.8
Interpretation:-From the above result 66.67% employees strongly agree. 16.67%
employees agree. 6.66% employees strongly disagree. 10% employees disagree
67%
17%
6%
10%
Productivity
Strongly agree
Agree
Strongly disagree
Disagree

7.9 Do the training method focus on developing team work and leadership skills?
Yes 22 73.33
No 4 13.34
No comments 4 13.33
Total 30 100
Table no:-7.9
Graph no. 7.9
Interpretation:-From the above result 73.33% employees said yes. 13.34% employees
said no. 13.33% employees having no comments.
0
10
20
30
40
50
60
70
80
Yes No No comments
percentage
Focus of training method
Yes
No
No comments

7.10 What is your opinion about present training system?
Excellent 21 70
Good 7 23.33
Average 2 6.67
Below average 0 0
Total 30 100
Table no. 7.10
Graph no. 7.10
Interpretation:-From the above result 70% employees responds excellent. 23.33%
employees respond well. 6.67% employees respond average.
70%
23%
7%
0%
Opinion
Excellent
Good
Average
Below average

7.11 How long would you like to attend the training process?
5-10 Days 10 33.33
10-15 days 5 16.67
15-20 days 8 26.67
20-25 days 7 23.33
Total 30 100
Table no. 7.11
Graph no. 7.11
Interpretation: - from above the result 33.33% employees like to attend 5-10
days.16.67% employees like to attend 10-15 days. 26.67% people like to attend 15-20
days. 23.33% employees like to attend 20-25 days.
0
5
10
15
20
25
30
35
5-10 Days 10-15 days 15-20 days 20-25 days
percentage
Time span of training
respondents

7.12 Do company provide study material before the training programme?
Yes 25 83.33
No 0 0
No comments 5 16.67
Total 30 100
Table no.12
Graph no. 7.12
Interpretation: - From the above result 83.33% employees said yes. 16.67% employees
said no comments.
0
10
20
30
40
50
60
70
80
90
Yes No No comments
Percentage
Provision of study material
Respondents

7.13 What do you understand by training?
Learning 4 13.33
Enhancement 3 10
Sharing information 4 13.34
All the above 19 63.33
Total 30 100
Table no. 7.13
Graph no.7.13
Interpretation: - From the above result 13.33% employees understand about learning.
10% employees understand about enhancement. 13.34% employees understand about
sharing information. 63.33% employees understand all the above.
13%
10%
14%
63%
Training outcomes
Learning
Enhancement
Sharing information
All the above

7.14 How training helpful for the communication?
increase the productivity 5 16.67
attention on organizational goal 5 16.67
keep good relationship between employee and employer 5 16.66
all the above 15 50
total 30 100
Table no.14
Graph no. 7.14
Interpretation: - 16.67% employee says training helpful to increase the productivity.
16.67% employee says training helpful to attention on organisational goal. 16.66%
employee says training helpful to keep good relationship between employee and
employer. 50% employee says all the above.
0
10
20
30
40
50
60
increase the
productivity
attention on
organisational goal
keep good
relationship
between employee
and employer
all the above
percentage
Axis Title
Training helpful for communication

7.15 Are you satisfied with the effectiveness of training programme?
Excellent 12 40
Good 13 43.33
Average 3 10
Poor 2 6.67
Total 30 100
Table no. 7.15
Graph no. 7.15
Interpretation: - 40% employee says excellent. 43.33% employee says well. 10%
employee says average. 6.67% employee says poor.
40%
43%
10%
7%
Effectiveness of training programme
Excellent
Good
Average
Poor

LIMITATIONS OF THE STUDY
The Limitations to the study are as follows:-
1. The Time Constraint was a major limitation to the study.
2. The information collected solely depends upon the respondents answers and
accuracy of information could vary.
3. Getting actual information from the respondents was difficult.
4. According to the sample size, the findings might only be suggestive and not
conclusive.
5. The time period of the study was only 45 days which provide a deceptive picture
in comparison of the study based on long run.
6. The study is based only on secondary & primary data so lack of keen
observations and interactions were also the limiting factory in the proper
conclusion of the study

FINDINGS
After successful completion of a project on the study of TRAINING AND
DEVELOPMENT and satisfaction of training programme in the organisation of kutwal
foods researcher has drawn some finding they are as follows.
FINDINGS OF THE STUDY:-
1. Employees are overall satisfied by the training and development process of the
company.
2. The coordination in the all branches is good at every level.
3. The image of the company is overall good in view of employees.
4. The project has to be completed in a stipulated time therefore all demerits pertaining to
stipulated time are also applicable to my project.
5. The company did not provide the confidential data to summer trainees which could be
helpful for further analysis.
6. HR department has very ethical traditional approach for training and development.
7. They prefer both external and internal training process.
8. Internal training is important. As it gives confidence as well as employees feels good
for job in organization.
9. As well external training provide the organization well qualified employees from
outside.
10. The overall development programme is good.
11. Most of the employees are satisfy with development program.
12. Sometimes the proper information was not given by the concerned person.
13. At some department the information is given too much given than he need.

SUGGESTIONS
By analyzing the preference of the employees in selected organization for studying the
training and development process, the researcher has suggest some recommendation to the
company they are as follows.
1.The management must commit itself to allocate major resources and adequate
time to training.
2.Ensure that training contribute to competitive strategies of the firm.
3.Different strategies need different HR skills for implementation.
4.Let training help employees at all levels acquire the needed skill.
5.Ensure that comprehensive and systematic training process exists.
6.Training and retraining are done at all levels on a continues and on-going
basis.
7.Ensure that there is proper linkage among organisational, operational and
training needs.
8.Skilled based training should also be provided.
9.The evaluation proceduremust be implemented concerning trainer, trainee and
subject.
10. Besides questionnaire other methods of post training evaluation should also
be used.

CONCLUSIONS
Researcher has undergone 45 days project on “A study of training and development”
process in the company namely kutwal foods pvt.ltd. After studying different parameters
of training and development process therefore researcher has drawn some conclusionsas
follows:-
Professional competence describes the state of the act, area-knowledge, expertise and
skill relevant for performing excellently within a specific functional department. This
competence insures that technical knowledge is both present and use within a firm. To
develop this competence regular Training and Development is required.
Therefore, traininginitiatives and programmes have become a priority for human
resource.
As business markets change due to an increase in technology initiatives, companies need
to spend more time and money on training employees. In today’s business climate
employee development is critical to corporate success and organisations are investing
more in their employees training and development needs.
Then training evolution is an important part of training process. It provides feedback and
helps the sponsors and the resource persons for improvement at the level of individual
performance and in the strategy formulation for training and development. Post training
evaluation can be used to identify the effectiveness and valuation of training programme,
to identify the ROI (Return on Investments), to identify the need of retrainingand to
provide the points to improve the training.

CHAPTER:-12
BIBLIOGRAPHY AND
REFERENCE

BIBLOIOGRAPHY
Websites Visited
Sr. No BOOK NAME AUTHOR
1. Zep Prakash kutwal
SR.NO NAME OF THE WEBSITE
1. www.kutwalfoods.co.in
2. www.indiamart.com/kutwal-foods/
3. www.justdial.com/kutwal-foods/

CHAPTER:-13
ANNEXURE &
QUESTIONNAIRE

QUESTIONNAIRE
Respected sir,
I am SHUBHAM S. VAIRAGAR. 6th
Semester B.B.A student of Late. T. D. Pathare
College Chandannagar. I am conducting a research project on “Study of TRAINING AND
DEVELOPMENT Process” as a part of my study. I would be thankful if you could co-operate
to filling the questionnaire.
The details conducted will be used for academic purpose only.
1) According to you how frequently the training should be conducted to make workers more
efficient?
a) 6 months b) 12 months
c) 18 months d) Once in two year
2) If you trained under on the job training method then from which of the following method
you had undergone?
a) Job rotation b) Coaching
c) Other
3) Is training and development policy applicable to all employees?
a) Yes b) No
c) No comments
4) What should be the ideal time to evaluate training?
a) Immediate after training b) After 15 days
c) After 1 months d) Can’t say

5) If you trained under off job training method from the following which method you
had undergone?
a) Lecture b) Visible
c) Others
6) What are the important barriers to training and development in your organisation?
a) Time b) Money
c) Lack of interest by the staff d) Non availability of skilled trainer
7) Does the supervisor analyse the training need for specific employee?
a) Yes b) No
c) No comments
8) Training program help to increase the productivity of both quality and quantity?
a) Strongly agree b) Agree
c) Strongly disagree c) Disagree
9) Does the training method focus on developing team work and leadership skills?
a) Yes b) No
c) No comments
10) What is your opinion about present training system?
a) Excellent b) Good
c) Average d) Below average

11) How long would you like to attend the training process?
a) 5-10 days b) 10-15 days
c) 15-20 days d) 20-25 days
12) Do company provide study material before the training programme?
a) Yes b) No
c) No comments
13) What do you understand by training?
a) Learning b) Enhancement
c) Sharing information d) All the above
14) How training helpful for the communication?
a) Increase the productivity b) Attention on organisational goal
c) Keep good relationship between employee and d) All the above
Employer
15) Are you satisfied with the effectiveness of training programme?
a) Excellent b) Good
c) Average d) Poor

Project 2016 17 (shubham)pdf

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