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Project Study Report

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Company Name

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Training and developmentSubmitted in partial fulfillment for theAward of degree ofBachelor of Business Administration Submitted to: Submitted by:

Ms.Kajal Chandni Kanoujia

BBA 3rd Year

APEX INSTITUTE OF MANAGE MENT & SCIENCE, JAIPUR

2010-2012

PREFACE

This policy provides Organization with set of Training and development practices for the effective resourcing of employees in an efficient and fair manner. This policy takes into account current employment legislation and must be implemented in conjunction with the Equal Opportunities Policy.

All employees concerned with the recruitment of all established and temporary employees, whether this is in a management or specialist role or providing administrative support for a manager concerned with recruitment must become familiar with this policy and ensure that they comply with the procedures, as detailed below.

Organization are committed to constantly improving the academic standing, performance and efficiency of the Candidate by attracting and recruiting high caliber staff, who are the best candidates available for the job.ACKNOWLEDGEMENT

It is a good opportunity for any aspirant who wants to enter the corporate world to work on a project like this. The project enables to understand the importance of recruitment process in the functioning of an organization.

First of all I would like to thank Ms. Nutan togarina who gave us this opportunity to learn the subject in a more practical manner. I would also like to thank MR. K.C.Kabra (Head - HR) from Saras Dairy who helped me in understanding the recruitment in a more practical manner.

I would also like to thank the supporting Faculty Ms.Kajal for their help and cooperation throughout her project.

EXCLUSIVE SUMMARY

Training and development is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and recruitment depends largely on the quality of new employees attracted through the training and development process.

Policies should always be reviewed as these are affected by the changing environment. Management should get specific training to increase their awareness in the organization.

HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system. The HR should indicate disagreement in the event that biasing toward certain candidates is creeping in and point out the repercussions that may follow in terms of performance and motivation.

It is the authors conviction that, the training and development process should be seen in the context of ongoing staff planning that is linked to the strategic and financial planning of the organization.

TABLE OF CONTENTS. NO.DescriptionsPage no.

1. Introduction to the industry

2. Introduction to the Organization

3. Research Methodology

1. Title of the Study

2. Duration of the Project

3. Objective of the Study

4. Types of Research

5. Collection Method and Sample Size

6. Scope of Study

7. Limitation of Study

4. Facts and Findings

5. Data Analysis and Interpretation

6. Swot Analysis

7. Conclusion

8. Recommendation and Suggestion

9. Appendix

10. BIBLIOGRAPHY

RAJASTHAN COOPRATIVE DAIRY FEDERATION JAIPUR

Dairy development was initiated by the state government in the early seventies under the auspices of Rajasthan State Dairy Development Corporation (RSDDC) registered in 1975. Two years later RCDF assumed responsibility for many of the functions of RSDDC. It became the nodal agency for implementation of operation flood in the state. Rajasthan Cooperative Dairy Federation (RCDF) set up in 1977 as the implementing agency for dairy development programmer in Rajasthan is registered as a society under the Rajasthan cooperative societies act 1965.STATE PROFILERajasthan with a geographical area of 3,42,239 sq. kms is India's largest state with population of 56 million and a density of 165 persons per sq. kms. The state is characterised by diverse terrain ranging from desert and semi-arid regions of western Rajasthan to the greener belts east of the Aravalis and the hilly tribal tracts in the south-east.More than 60 percent of the state's area is desert with sparsely distributed population. Agriculture is dependent on rainfall and failure of monsoon causes severe drought and scarcity conditions. It is deficient in water (the state has only 1% of total surface water). Ground water at many places is unfit for human & livestock consumption. After agriculture, cattle and other livestock are the most important sources of livelihood in the state, especially for the poor. In the western regions of the state, with limited farming potential, livestock provides livelihood security. Animal husbandry is a more stable source of livelihood than farming since it is less affected by failure of rains than is agriculture.Agriculture and dairying have always been inter-dependent in the state. The cultivator depends largely on bullock power for tillage, irrigation and carting. Milk and milk products constitute the only source of animal protein for a sizable vegetarian population. Milk is also an item of cultural importance. Milk products are a integral constituent of religious ceremonies.

Animal husbandry contributes over 13% to the gross domestic product. Rajasthan with the highest livestock population in India contributes nearly 40% of wool production and 10% of all milk production in the country.

Notable cattle breeds of the state are Gir in Ajmer and Bhilwara, Tharparkar in Jaisalmer, Barmer & Jodhpur, Haryana in Sikar, Jhunjhunu, Jaipur & Ganganagar, Kankrej in Barmer, Jalore, Sanchor & Jodhpur, Rathi in Bikaner & adjoining areas.Amongst buffaloes surti buffalo is a distinguished breed found in Udaipur and adjoining area.

BRIEF HISTORYThe program will equip the students with practical application skills relevant to various situations.

The program is an attempt to bridge the gap between the professional world and the academic institutions. It is a simulation of the real work environment and enables students to experience the rigors of a professional organization.

I have completed my 2nd week project in Jaipur Dairy. I got different type of knowledge in Jaipur Dairy. And met different type of workers in Jaipur Dairy they gave me lot of knowledge day to day about financial system of Jaipur Dairy reported in Jaipur dairy day to day when I did not go to Jaipur Dairy such condition I reported to my faculty guide he have information about my day to day performance in Jaipur dairy. Now I am mentioning report which I learned there till now.

I started my project in Jaipur dairy and met Mr. R.N.Mittal who is a Dy. Manager (F&A) .He gave me a project title Training and development and he gave me annual report. Logistic of procuring milk from various rural areas. And I learned about various types of milk collection centers. And they collect the milk from different societies in Jaipur distt. in base of (1) Taking Sample (2) Testing Fat and (3) SNF (Solid Note Fat) and they told me that Society members and Jaipur Dairy follow this system. They take two types of milk, Cow and Buffalo. Also got an opportunity to learn the Tally system and its advantages in accounting system.

There are 2000 societies, there are 26 Dairies in Rajasthan, Head Office of all Rajasthan dairies is RCDF (Rajasthan Cooperative Dairy Federation) and about Establishment of society.

There are two types of suppliers of the milk regular and non regular suppliers called POURER and non regular suppler called NON POURER. .Per day milk collection is 5.75 lac/ltr in non session and in session 7.80 lac/ltr.which one Pourer who supply daily then he can take Bonus.

EMT it is Fat Testing Machine, MCC:- Milk Collection Center, Cow milk fat measurement point is 3.0% to 5.2% and buffalo 5.3% to10%.secratry have available purchase register to note day to day Transaction of Milk. And pourer has pass books. Society collects the milk two time morning and evening. After receiving milk by Jaipur dairy it decides three qualities sweet sour and curdle and according to this payment to society is done. Women empowerment is given a due weight age.

Wednesday 29th April 2009, Mr. Kailash Khangarot the corporate guide briefed about some systems of milk collection in Jaipur Dairy :-

(1) Reception dock

(2) Lock Sheet

(3)Online programmed

(4) Variety of milk

(5) Plunger of milk

(6) EMT System

There are nine Chilling center under Jaipur dairy. Standard SNF is 8.7% . The Jaipur Dairy milk rates will be very important. The new rates would be affected from 21-4-09.

Internal Audit is an important part of this system. Mr.R.D.Jat (Designation Cashier ).briefed about the transaction e.g. telephone, mobiles, medical claim bills, of the employees and staffs. It is not more than 20,000 and about deposits, about employees salary. How it is made.

Acquainted With The Dairy Industry In IndiaIndian Dairy Scenario:-Lot of Indian people start day with tea & milk. Milk is an essential factor of our daily life. In Indian milk business is very old business. Dairy business adopt modern concept in 1970 with the help of national dairy develop board through operation flood plan. in first section of this plane, ten state selected.

Our country is on first position in production of milk. But in field per capita availability of milk we are very behind. In America per capita availability of milk is almost 900gm while in India it is almost 200 gm. The ideal average per capita availability of milk should be at least 250gm.

General review:- India dairy emerging as sunrise industry and contributes significantly in generating small and marginal farmers of rural India, beside s providing food security.

India is blessed with huge bovine population of 196million cattle and 80 million buffaloes accounting for 51% if Asia and 19% of world bovine population the largest in the world.

Milk production in India has increased from 20 million tones to during 1970 to 77 million in 1999 which account for 20% of the worlds milk production and stood in the worlds milk production and registering an annual growth rate of 5% per year.

Indias dairy industry generates an annual business of nearly Rs. 88000 crore.

Dairy sector provides regular employment to 9.8 million people in principal status and 8.6 million people in subsidiary status , which together constitute 5% of total work force.

Dairy development owes much to the an and pattern of cooperative.

The dairy infrastructure now comprises 26 states federation, 170 district milk unions and around 100000 village cooperative societies, through which rural milk production and procurement system have been effectively linked to urban markets consumption centers.

Of every 100 litters of milk produced, 44 liters were retained by the rural fold and 56 liters were the marketable surplus for the urban area. Of which only 10 liters was handled by the organized sector cooperative and remaining by traditional sector.

Operation flood brought milk revolution in the country by transforming dairying into a core economic activity. The main challenges before the Indian dairy sector to improving quality, developing international accepted products and stepping up global marketing strategy.

The future of Indian dairy industry is promising, since its de-licensing in 1992,the intrest of multinationals and Indian corporate in the industry has been growing, and the industrys growth potential is high as there is sufficient domestic demand and good scope for exports of milk and milk products.

India is emerging as one of the largest and fastest growing consumers market in the world with high income elasticity of demand of dairy product. Indian dairying is energy efficient, labor intensive and ecological sound.

Over 80% of milk sold in urban & semi urban areas is non pasteurized from unorganized sector. The overall market for liquid milk is growing 4% per anum.

Similarly in Rajasthan, there is a co-operative federation, known as the Rajasthan co-operative dairy federation (RCDF) which provides the milk to whole Rajasthan with the help of the dairy unions, established in the different parts of the state.

So before the starting we should know about the RCDF.INTRODUCTION ABOUT RCDF Dairy development was initiated by the state government in the early seventies under the auspices of Rajasthan State Dairy Development Corporation (RSDDC) registered in 1975. two year later RCDF assumed responsibility for many of the function of RSDDC. It became the nodal agency for implementation of operation flood in the state.

Rajasthan Cooperative Dairy Federation (RCDF) set up in 1977 as the implementing agency for dairy development programs in Rajasthan is registered as a society under the Rajasthan cooperative societies 1965

JAIPUR DAIRY AN OVERVIEW

Towards fulfillment of the national objective of making India self sufficient in milk production, a small step was taken in March 1975 and Jaipur Zila Dugdh Utpadak Sahakari Sangh Ltd., Jaipur (popularly known as Jaipur Dairy) was registered under Cooperative Act 1965 to work in then Jaipur District. Initially this union did not have the processing facilities. It started with a modest beginning of procuring 250 liters of milk per day.

In june1981, Jaipur Dairy ltd. Plant was commissioned as a unit of Rajasthan cooperative dairy federation ltd.Jaipur for processing and manufacturing milk products. The initial handling capacity of the dairy plant was 1.5 Lakh Lt. per day with a powder plant of 10 MT scapacities. Processing facilities of the dairy plant presently include multidimensional activities like chilling, Pasteurization, standardization, sterilization, production of Ghee, Butter (Salted / Unsalted), Skimmed Milk Powder(SMP), Indigenous fresh Milk Products (Paneer, Shrikhand, Chhach (Plain / Salted), Lassi, Mawa (Khoa)& Dahi (Plain / Mishti) and Aseptic Milk (which was handed over to Jaipur Dairy only in 1997-98).

The Dairy procures milk through its strong network of over 1200 Village level Dairy Co-operative spread in Jaipur & Dausa district. Dairy arranges transportation of milk from doorsteps of milk producers to the receiving point at

dairy plant and its chilling centers. Payments of milk are disbursed to the milk producers on ten-day basis.Procurement and input activities include Farmer's Organization, Input Services like Animal Health Coverage, and Supply of balanced cattle feed and improved fodder seeds to the members, Cooperative program,Training etc.

IN 1992, the Jaipur dairy ltd. Plant was handed over to Jaipur Zila Dugdh Utpadak Sahakari Sangh Ltd., Jaipur. With the multiple increases in marketing of milk and milk products and also in milk procurement, the capacity of the plant was increased to 2.5 Lakh Lt. per day in 1998-99. To improve the quality of raw milk, the Dairy has commissioned three chilling centers at Kaladera, Dudu & Shahapura apart from enhancing the capacity Dausa milk chilling center.

Over the years, there has not been looking back for Jaipur Dairy and the significant growth has been achieved during the year 1998-1998,monthaly sale has been 143000 liter./day with peak milk procurements during besides the near by sale milk unions like Sikar , Tonk , Sawaimadhopur and Bharatpur also sent their milk to Jaipur Dairy ltd. For processing during peak flush season

The plant is managed and operated by well-qualified, competent and experienced managerial cadre and highly motivated work force to provide highest quality of products and best of the services to our esteemed customers.

To further improve the efficiency and effectiveness of the plant performance, Jaipur Dairy (Jaipur Zila Dugdh Utpadak Sahakari Sangh Ltd., Jaipur) has embarked on the implementation of ISO-9002 Quality Management Systems and hazard, analysis and critical control points (HACCP) system in the plant operation to eventually get international certificate.

QUALITY POLICYThe dairy believes the delighted customer is the only key for overall development of the organization and their families.

This is achieved by:

Education milk producers for clean production.

Manufacturing and supplying milk and milk products and services of consistent quality at comparative price.

Adopting innovative and modern technologies and system.

Developing committed work force.

Adoption of safety and environment friendly standards with help of application of HACCP Principles.

Jaipur dairy is a registered under Rajasthan cooperative act and is owned by thousands of its milk producers members. It works on world famous Amul pattern. As all other cooperative dairies, Jaipur dairy is a part of three tier structure i.e. dairy cooperative society at village level which form district level milk producer union which are further federated in state level federation. All three entities are autonomous and linked to each other by provisions of their byelaws.

Toward fulfillment of the national objective of making India self sufficient in milk production , a small step was taken in March 1975 and jaipur Zila Dugdh Utpadak sahakari sangh Ltd., Jaipur (populary known as Jaipur Dairy ) was registered under cooperative Act 1965 to work in then Jaipur District. Initially this union did not have the processing facilities . It started with a modest beginning of procuring 250 liters of milk per day.

In june 1981 , Jaipur Dairy plant was commissioned as a unit of Rajasthan cooperative federation Ltd. Jaipur for processing and manufacturing milk and milk products. The initial handling capacity of the dairy plant was 1.5 Lakh Lt. per day with a powder plant of 10 MT per day capacity , which was commissioned in the year 1981 under operation flood program 1 by National Dairy Development Board for service of thousand of rural farmers families of Jaipur.

Over the years, there has not been looking back for Jaipur Dairy and the significant growth has been looking back for jaipur Dairy and the significant growth has been made in all field i.e. procurement , processing and production of various milk and milk products and marketing thereof under the brand name of SARAS . The plant is managed and operated by well-qualified , competent and experienced managerial cadre and highly motivated work force to provide highest quality of products and best of the services to our esteemed customers.

Processing facilities of the dairy plant presently include multidimensional activities like chilling , Pasteurization , standardization , sterilization , production of ghee , Butter (Salted / unsalted) , skimmed milk powder (smp) , indigenous fresh milk products (paneer , shrikhand , chhach (plain / salted) , lassi , mawa(khoa) & dahi(plain /mishti) and aseptic milk which was handed over to Jaipur Dairy only in 1997- 1998.

This dairy procures milk through its network of over 1200 village level dairy cooperation spread in Jaipur and Dausa District . Dairy arranges transportation of milk producers to the receiving point at dairy plant and its chilling centers . Payments of milk are disbursed to the milk producers on ten day basis . Procurement and input activities include farmers organization , input service like Animal Health Coverage and Supply of balance cattle feed and improved fodder seeds to the member Cooperative Develeopment Program Training etc Besides dairy get milk from other sister milk union through sate grid .

In april 1992 the Jaipur Dairy was handed over to Jaipur Zile Dugdh Utpadak Sangh (Jaipur milk union ). With the multiple Procurement the capacity of the plant was increased to 2.5 lakhs It. Per day in 1998-99.

To improve the quality of raw the Dairy has Commissioned Chilling centers/Bulk Coolers at various places in the Shed.

Over the Years, there has not been Looking back for Jaipur Dairy and the significant growth has been made in all fields i.e. Procurement, Processing and Producation of various milk and Products and marketing thereof under the brand name SARAS. The plant is manage and operated by well- qualified , competent and experienced managerial cadre and highly motivated work force to provide highest quality of productcts and best of the services to our esteemed customers.

To further improve the efficient and effectiveness of the plant performance , Jaipur Dairy (Jaipur Zila Dugdh Utpadak sahakari sangh Ltd. , Jaipur) had earlier obtainted the Quality Management Systems Certification as per ISO 9002 : 1994 in combination with IS: 15000 (HACCP) in the year 2000. Now the dairy has upgraded the system in accordance with ISO:9001:2000 in combination with (HACCP) as per IS:15000:1998.THREE TIRE STRUCTURE

The dairy co-operative movement operates on three tier system wherein farmer members own dairy co-operative societies (DCS) which own district milk producer's union. The unions collectively own the RCDF.

It is a vertically integrated structure that establishes a direct linkage between those who produce the milk and those who consume it.

Federation - Provides service & support to unions. Marketing within & outside state, Liaison with government and NGO agencies, mobilization of resources & coordinating & planning programmers / projects.

Union - Develops village milk cooperative network, procures milk from DCS, processes & markets. Sale of cattle feed and related inputs, promotion of cross breeding through AI and NS, promotion of fodder development and general support & supervision to DCS.

DCS - Provides input services(AH, AI) to its members and procurement of milk.

The dairy co-operatives depict the following institutional properties :

Democratically elected board of DCS, milk unions & Federation from among their members.

Adoption of such bye laws which ensure democratic process on the principles of cooperation.

Management & ownership of assets by the cooperatives.

Autonomy in pricing, marketing & appointment of personnel.

Employment of professional.

Total control of the organization is in the hands of its members.

2. INTRODUCTION TO THE ORGANIZATION

VISION:After more than three decades of consolidation , Rajasthan cooperative Dairy Federation (RCDF), ranks today as one of north indias leading milk cooperative institution . This has been achieved by operating effectively and by setting high standards expected by our customers. Enhancing product range to cater to local tastes and national requirement is the foundation of our marketing strategy. RCDF is committed to deliver the best of services to the producer and quality products to the customer.

RCDF is committed to finding innovative methods to improve efficiency , to broaden market base and garner consumer satisfaction. The customer and milk producers have played a key role in the success and will continue to expand on our role and services to help our growing customer-base in their ever-changing needs for improved products.

MISSION:

RCDF had started the year 2008 on a positive note and believe that the efforts and dedication of the team will significantly boost our service delivering capability . Being a cooperative , our mission is to foster and strengthen backward linkages too.

OBJECTIVES:1. To carry out activities for promoting production , procurement , processing and marking of milk & milk products for the economic development of animal husbandry/farming community.

2. Development & expansion of such other allied activities as may be conducive for the promotion of the dairy industry , improvement & protection of milch animal and economic betterment of those engaged in milk production.

3. Organize and provide technical inputs.

4. Erection of Dairy , chilling plant , cattle feed plants for unions.

5. Study of problems of mutual interest of the federation and milk unions.

6. Impart training and orientation to dairy co-operative members.

7. Advise , assist and guide milk unions.

8. Undertake audit and accounts supervision.

9. Encourage fodder production etc.

ACTIVITIES:This Dairy procures milk through its strong network of over 1200 village level Dairy Co-operative spread in Jaipur & Dausa district. Dairy arranges transportation of milk from door steps of milk producers to the receiving point at dairy plant and its chilling centers. Payments of milk are disbursed to the milk producers on ten-day basis.

Procurement and input activites include Farmers Organization , input services like Animal Health Coverage , animal breeding programme , supply of balanced cattle feed and improved high yielding fodder seeds to the members , Cooperative institution building , Women Dairy cooperative leadership programme and Training of DCS manpower and its committee members etc.

Processing facilities of the dairy plant presently include multi dimensional activities like chilling , pasteurization , standardization , sterilization , production of ghee , butter (salted/unsalted) , skimmed milk powder(SMP) , indigenous fresh milk products (plain/mishit) and aseptic milk (which was handed over to jaipur dairy only in 1998).

To improve the quality of raw milk , the dairy has commissioned chilling centers and installed bulk coolers at various places in the milk shed.PRODUCTION:The installed capacity of jaipur dairy was 1.5 LLPD. The dairy plant was commissioned in the year 1981 under of one . with the multiple increase in marketing of milk and milk products and also in milk procurement , the capacity of the plant was increased o 2.5 lakh Lt. per day in 1998-99 with internal human and financial resources. The production facilities are available and maintained in most hygienic manner as per laid down procedures of quality management system.

Considering the growth in procurement and marketing , jaipur dairy has prepared and initiated expansion plan for expanding the capacity to five lakh ltr. Per day, with the help of NDDB jaipur dairy also has aseptic packing station , which is a State of Art Technology and of very few in the country.

The plant has been well maintain till date by our own technical staff. This fact has been well accepted and acknowledged at recently held milk seminar at Goa , when jaipur dairy was awarded for Best machine Utilization

Jaipur Dairy has always stood to its commitment of fulfilling the demand of Indian forces posted at front in the hour of need. The condition of production facilities and production environment is being maintained in perfect conditions till date.

This has resulted in other sister organization like MP federation and Mother Dairy to enter into time agreement with Jaipur Dairy for manufacturing the products under their respective brand names

MARKETING:Jaipur Dairy sells its milk & milk products through a network of over 1800 retail outlets spread over jaipur city and near by 50 towns. The retailers are the most important segments of jaipur dairy and are given all care and attention . They are regularly trained on various aspects of customer satisfaction . We have ensured that the consumer should not travel / walk more to fetch milk for his / her daily consumption.

With this intention , strong networks of retail outlets have been made. Supply of liquid milk is made twice a day for benefit of the consumer. Liquid milk is dispatched to rural area through a contracted fleet of insulated vehicles. Jaipur Dairy was among the first 8 dairies to be selected by NDDB for country wide launch of Mnemonic symbol campaign. This has further given a big boost to the image of SARAS brand milk.

The milk and milk products are sold through a network of a mix of own , shop agencies , various institutions and saras milk parlors.

Jaipur dairy has taken utmost care to satisfy and delight its customers and consumers. We have launched many consumers incentive and sale promotion schemes during last few years like Double Dhamaka , Tripal Dhamaka , home delivery schemes etc. The customer satisfaction index is an indicator of the performance of the Jaipur Dairy .

Jaipur dairy has also started marketing ghee in rural area through dairy cooperative societies . The result of the same have been overwhelming and presently the firm is selling over 70 MT per month of ghee through DCSs.

SERVICES :QUALITY:

Jaipur dairy has got a sophisticated quality control tests related with milk and milk products . The QC lab also carry quality tests for various packaging material , ingredients , chemicals used in Jaipur dairy . The services of the QC lab is also used for Laboratory , which is equipped to carry out almost all the chemical and bacteriological carryingOur consumer awareness programs like Dudh Ka Dudh pani ka pani . we also have facility for general public for getting their milk/ghee samples tested in our QC lab free of cost.Engineering:

The lifeline of jaipur dairy i.e. steam , water and refrigeration is provided and maintained by the Engineering section . Apart from this , this section does regular maintenance both preventive and corrective , only. Considering the perishable nature of milk , the engineering section has to be on its toes always.

The section is managed by well-qualified and experienced manpower. Which are at par with any professional organization .

Human Resource Development:

Jaipur dairy has always considered its staff member as an asset. Various programs are run on continuous basis for keeping the morale of employees high. Without the positive support of the employees , the success story of jaipur dairy would not have been possible.

For the last few years, more emphasis is being given on employees training in the field of attitude , customer relations, positive thinking , time management , stress management and team building etc. apart from technical subjects. Employees are being made aware of such subjects either by nominating them to various training organizations and workshops & seminars. Also experts are being invited to conduct in house works HRD cell also, which circulate good and readable articles to employees for self-development.

Human Resource Management is the backbone of any organization and its success mainly depends on the manpower. The ability and potentiality of personnel must be matched with the requirement of the positions in the organization. This necessitates the significance of effective and efficient recruitment process. The organization has to see that right person has to get right job. The candidates attitude about the job and organization goals should match. Human Resource Management has become one of the most discussed approaches to the practice and analysis of the employment relationship in western market economies over past few decades.

Human Resource Management has become pervasive and influential approach to the management of employment in a wide range of market economies. Economies, which once seemed to enjoy a distinctive successful pattern of employee management against a background of economic growth, have been attracted to the debate of those economies like India, which, have struggled with a problematic employment relationship and low growth.

In a broad sense, Human Resource management is a responsibility of all those who manage people as well as being a description of the work of those who are employed as specialists. It is that part of management, which is concerned with people at work and with their relationship with an enterprise. It applies not only to industry and commerce but also to all fields of employment.

DEFINITIONS

Human Resource Management is that part of management concerned with people at work and with their relationship into an effective organization; the men and women who makes up an enterprise and having regard for the well-being of the individual and of working groups, to enable them to make their best contribution to its success.

Institute of Personnel Management, London, UK.

Human Resource management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished.

Edward Flippo.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

Objectives are predefined goals to which individual or group activity in an organization is directed. Organizational objectives and individual and social goals influence objectives of HRM. Some of them are as follows.

To create and utilize an able and motivated workforce, to accomplish the basic organizational goals.

To create facilities and opportunities for individual or group developments so as to match it with the growth of the organization.

To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security and status.

To strengthen and appreciate the human assets continuously by providing training and developmental programmers.

To maintain high employee morale and sound human relations by sustaining and improving various conditions and facilities. Also provide fair, acceptable and efficient leadership.

To establish and maintain sound organizational structure and desirable working relationships among all the members of the organization.

Training and Development: Introduction

Training and development play an important role in the effectiveness of organizations and to the experiences of people in work. Training has implications for productivity, health and safety at work and personal development. All organizations employing people need to train and develop their staff. Most organizations are cognizant of this requirement and invest effort and other resources in training and development. Such investment can take the form of employing specialist training and development staff and paying salaries to staff undergoing training and development. Investment in training and development entails obtaining and maintaining space and equipment. It also means that operational personnel, employed in the organizations main business functions, such as production, maintenance, sales, marketing and management support, must also direct their attention and effort from time to time towards supporting training development and delivery. This means they are required to give less attention to activities that are obviously more productive in terms of the organizations main business. However, investment in training and development is generally regarded as good management practice to maintain appropriate expertise now and in the future.

WHAT IS TRAINING?TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it

Its not where you want to go, but its knowing how to get there

Its not how high you want to rise, but its knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

Its not what you dream of doing, but its having the knowledge to do it

It's not a set of goals, but its more like a vision

Its not the goal you set, but its what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.

TRAINING

PROCESSASSESSMENT PHASE Assess training need of different group of employee

Define objectives PLANING TRAINING Design training programme

Define Methods, content of programme

About trainer

Place and time of training programme CONDUCT OF TRAINING EVALUATION Evaluation of training programme

Check- objective are achieved?

Needs Assessment:

Needs assessment diagnoses present and future challenges to be met through training and development Needs assessment occurs at two levels- Group and individual.

An Individual obviously needs training when her or his performance falls short of standards i.e. when there is performance deficiency

Assessment of training needs occurs at the group level too. Any change in the organizations strategy necessitates training of group of employees.Training Objectives: To raise the productivity: Increased human performance often directly leads to increased operational productivity and increased company profit. To improve quality in work: Improvement in quality may be in relation to companys product / service.

To improve health and safety: Proper training can help prevent industrial accidents.

Outdated prevention: Training and development programmes foster the initiative and creativity of employees and help to prevent manpower

To improve organization climate: An endless chain of positive reactions results from a well-planned training programme. Production and product quality may improve, financial incentives may then be increased, and less supervisory pressure may result.

Personal Growth: Management development programmes seem to give participants a wider awareness, an enlarged skill, and enlightened altruistic philosophy, and make enhanced personal growth.

SELECTION OF TRAINEES Trainees should be selected on the basis of self-nomination, recommendations of supervisors or by the HR department itself.

SELECTION OF TRAINERS Training and development programmes may be conducted by several people, including following

1. Immediate supervisors,

2. Co-worker,

3. Members of the personnel staff,

4. Socialists in other parts of the company,

5. Outside consultants,

6. Industry associations,

7. Faculty members at universities.

Large organizations generally maintain their own training departments whose staff conducts the programmes.Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization.There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems. Under systematic approach, training is undertaken on planned basis. Out of this planned effort, one such basic model of five steps is system model that is explained below.

employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 1. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives.

2 Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program.

3. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary

Transitional model- Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which

The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented.Instructional System Development model

Instructional System Development model or ISD training model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved.

PLANNING This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc.

DEVELOPMENT This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary.

EXECUTION This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories.

EVALUATION The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

Importance of Training and DevelopmentOptimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal

METHODS OF TRAINING:

On-the-job training: Almost every employee, from the clerk to company president gets some on-the-job training ,when he joins a firm. Under this method, an employee is placed in a new job and is told how it may be performed. It is primarily concerned with developing is an employee skills and habits consistent with the existing practices of an organization, and with orienting him to his immediate problems.

Vestibule training (training-centre training): Vestibule training method attempts to duplicate on-the-job situation in a company classroom. It is a classroom training which is often imparted with the help of equipment and machines which are identical with those in use in the place of work. This methods enables the trainee to concentrate on learning the new skill rather than on performing an actual job. Theoretical training is given in the classroom while the practical work is conducted on the production line. t is a very efficient technique of training semi skilled personnel e.g. clerk, machine operation , testers, typists etc. Training is in the form of lectures, conferences, case studies, role-playing and discussion.

Demonstrations and examples: In the demonstration techniques, the trainer describes and displays. When he teaches an employee how to do something by actually performing activities himself and by going through a step-by-explanation of why and what he is doing. Demonstrations are effective techniques in teaching as it is easier to show a person how to do a job then to tell him or ask him to gather instruction from the reading material. Demonstrations are often used in combination with lectures, pictures, text materials, discussions etc.

Simulation : Simulation is a technique which duplicates the actual condition encountered on a job. Trainees interest and employees motivation are high in simulation exercises because he actions of a trainee closely duplicate the real job conditions. This method is essential in cases in which actual on-the-job practice might result in a serious injury, a costly errors. This technique is a very expensive one.

Apprenticeship : Apprenticeship training is the oldest and most commonly used methods. It is a training in crafts, trades and in technical areas. A major part of training time is spent on-the-job production work Classroom training:

a) Lectures: Simplest way of imparting knowledge to trainees is by lecture. Concepts or principles, attitude, method can be useful when large group are to be taught. The lecture method can be useful when large groups are to be trained within a short time, thus reducing the cost per trainee.

b) The Conference Method : In this technique, the participating individuals confer to discuss points of common interest to each other. Conference is a formal meeting, conducted according to organized plan.

c) Seminar or team discussion : There are different methods of conducting seminar. It may be based on paper prepared by one or more trainees on the subject in consulting with the person in charge of the seminar.

d) Case studies : The person in charge of training make out a case, provides necessary explanations, initiates the discussion going. When the trainees are given cases to analyze. They are asked to identify the problem and recommend tentative solutions.

e) Role Playing : in role playing , trainees act out a given role as they would in a stage play. it basically involves employee-employer relationships haring, firing, interviews disciplining etc.

f) Programmed instruction method : A programmed instruction involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning programme or package.

g) T-group training : This comprises of Audio-visual aids and planned reading programmes.Training as Consultancy

Training consultancy provides industry professional to work with an organization in achieving its training and development objectives.

Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is in customer education, while only 42 percent of the market is in employee education.

The training consultancies offer various benefits such as:

The various courses that consultancies offer are:

Business Training Courses Management Development

Conflict Management

Managing Diversity

Project Management

Stress Management

Time Management

Senior Management Workshops Sales

Negotiation Skills

Sales Technique

Customer Care

Customer Care Training

Managing Customers

Human Resource

HR Administration

Induction Training

Recruitment & Selection

Successful Appraising

Personal Development Courses

Workshops on:

Assertive Skills

Building Confidence

Coping with Change

Interview Techniques

Maximize Potential One to One Coaching

Focused entirely on personal objectives

Move forward at individual pace

Material used in tailor made to specific development Need

A strict code of confidentiality

Importance of Training ConsultanciesIt helps in enhancing companys image

It helps in strengthening the team spirit

It helps in applying knowledge, developing core competencies, and reducing work load

It helps in improving the work relations

It helps in developing focused and inspired staff

It leads to greater chances of success

Consultants can provide help on following areas:

Management Development

Team Building Leadership

Health & Safety Training

Interpersonal Skills

Sales Training

Training Implementation

To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action.

Training implementation can be segregated into:

Practical administrative arrangements

Carrying out of the training

Implementing TRAININGOnce the staff, course, content, equipments, topics are ready, the training is implemented. Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program:

The trainer The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach.

Physical set-up Good physical set up is pre requisite for effective and successful training program because it makes the first impression on participants. Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant

Establishing rapport with participants There are various ways by which a trainer can establish good rapport with trainees by:

Greeting participants simple way to ease those initial tense moments

Encouraging informal conversation

Remembering their first name

Pairing up the learners and have them familiarized with one another

Listening carefully to trainees comments and opinions

Telling the learners by what name the trainer wants to be addressed

Getting to class before the arrival of learners

Starting the class promptly at the scheduled time

Using familiar examples

Varying his instructional techniques

Using the alternate approach if one seems to bog down

Reviewing the agenda At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run. The following information needs to be included:

Kinds of training activities

Schedule

Setting group norms

Housekeeping arrangements

Flow of the program

Training Evaluation

The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals

After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.

Techniques of Evaluation

The various methods of training evaluation are:

Observation

Questionnaire

Interview

Self diaries Self recording of specific incident.

Positive Personal Qualities Of Trainee

Willingness to learn Communication/Listening skill. Enthusiasm/Motivation Positive outlook Responsible/Reliable Analytical skills Loyalty/Dedication/Integrity Flexible ConfidentTraining and Development

Training and Development to the various categories of posts and grade there in shall be made in accordance with the Rules appended with these rules and made here-after by the Federation from time to time.

Employee Training Needs Assessment

A "training needs assessment", or "training needs analysis", is the systematic method of determining if a training need exists and if it does, what training is required to fill the gap between the standard and the actual performance of the employee. Therefore, training needs analysis is

Systematic method of determining performance discrepancies

Causes of performance discrepancies

Reasons to conduct training needs analysis Identify the deficiencies

Determine whether employees lack KSAs

Benchmark for evaluation of training

Makes sure training is provided to the right people

Increases the motivation of training

Training needs analysis includes:

ORGANIZATIONAL ANALYSIS It includes the analysis of

Mission & strategies of organization

The resources and their allocation

Internal environment- attitudes of people

OPERATIONAL ANALYSIS Determine KSAs required for standard performance

Job analysis

PERSON ANALYSIS Specific areas of training required by the individual

Whether an individual is capable of being trained

The data regarding the person analysis can be collected through-

Performance data

Behavioral and aptitude tests &

Performance appraisal Performance appraisal can significantly help in identifying the training needs of the employees. Performance appraisal helps to reveal the differences and discrepancies in the desired and the actual performance of the employees. The causes of the discrepancies are also found whether they are due to the lack of adequate training or not. The employee can also tell about his training requirements (if any) in his self appraisal. A performance appraisal after the training program can also help in judging the effectiveness of the program.

Identity Cards, Temporary permits, Entry, Exit and Search:

Every workmen whether permanent, probationer, temporary, casual, apprentice or trainee, or badli shall be issued an identity card or temporary permit, provided that in the cases of casual workmen. Who have to work for a very limited period, a temporary permit may be issued, in the name of the section officer concern to cover a group of them, The identity card / temporary

permit issued to an individual workmen shall bear the workman name, designation, signature any identity marks and his photograph and shall be signed by the authority duty authorized by the managers in this behalf.

The identity cards and temporary permits shall serve as individual Gate passes permitting the holders there of to enter and remain within the precincts of the works posted in connection with their work.

The initial issue of identity cards / temporary permits shall do free of charge. If the identity card / temporary permit is lost or damaged by the workmen, he shall be liable to pay a sum of rupee one for the issue of a new identity card and a sum of 25 paisa for the issue of new permit.

Identity cards / temporary Permits are not transferable and shall be valid only in respect of the particulars workman in whose favor it is issued.

Every workman shall keep in his possession identity card / temporary permit issued inn his favor and he shall show it to any person authorized to inspect it, while the workmen is entering or leaving, the establishment the workshop at any gate put up for the purpose of checking or while in his workshop or the precincts there of and small subject himself to search as may be desired by manager.

The identity card / temporary permit issued to a workman shall remain the property of the federation and every workman shall, on the suspension from services, surrender it to the manager.

If a workman, who surrenders his identity card / temporary permits as results of suspension from service by the order of the employer is required to attend the establishment at his request or under instruction from him a temporary permit shall be issued in his favor.

Publication of working times:

The period and hours of work and intervals for rest for all classes of workman in each shift, each section and weekly days of rest shall be exhibited in Hindi and English on the notice board.

Notice of instruction regarding attendance, departures etc.:

All the workman shall comply with instruction issued from time to time relating to the recordings of time of arrival for work and departure from the place of work, notified on the notice boards.

Shift Working: More then one shift may be worked in any plant or section of an establishment at the disc retain of the Manager or General Manager. Notice showing the shifts worked in each plant or section of an establishment shall be posted on the notice board of the plant or section concerned.

The manager shall be entitled by notice to be pasted on the notice board of the plant or section of the establishment concerned to alter or very the shifts and the hours of workings of each shifts, at its discretion and workman shall be liable to be transferred from one shift to another, at the discretion of the manager.

Workman shall not change their shifts without permission of the head of the action concerned.

Shifts working may be discontinued or the number of shifts reduces at any time, with notice of 21 days in accordance with section 9A of the Industrial Dispute Act.

If shift working is restarted or the reduction in the number of

Shifts is restored, the managers shall give a weeks noticed thereof by posting such notice at the main entrance of the establishment and the Time Keepers office, if any

Publication of Wage Rate:

Rate of wages payable to all classes or workmen in the various categories and grades shall be displayed on the notice board.

Safety and sanitary precautions:

Every workman shall observe all safety and sanitary rules, regulations and orders as notified from time to time and use safety and sanitary equipment and devices provided for the purpose.

Periodical medical examination:

Every workman shall submit himself for periodical medical examination as and when required by the manager.

Festival Holidays:

There shall be eight festival holidays with wages. Out of these eight days, the Republic Day, Independence Day and Mahatma Gandhis birthday shall be allowed without option and the rest of the days shall be fixed by consolation or local custom, which shall be notified in the month of January every year.

Transfer:

Workman may be transferred due to exigencies of work from one Dairy, Department, section or job to another belonging to the Federation provided that the pay, grade, continuity and conditions of service are not adversely affected by such transfers.

Leave:

Annual leave with wages will be allowed according to provisions in chapter-viii of the factories Act, 1948. Worker who desired to obtain leave of absence shall apply to the Manager in writing stating therein the purpose for which leave is requested. The period of leave and also the address where the leave is sought to be enjoyed shall be stated in the application.

Application for leave must in normal case be made a week before the date the leave is to commence and the applicant-shall not enjoy such leave unless it is sanctioned in writing.

In case of refusal to grant the leave the authority refusing leave shall also state the reason for such refusal in the register to be maintained for this purpose. If the applicant so desires, a copy of the entry in the register shall be supplied to him.

Absence beyond the period of the original leave or extension if not granted shall render the workman as absentee and he shall lose his lien in his appointment unless:-

He returns within eight days of the expiry of the leave and

Explains to the satisfaction of the Manager of his inability to return in time.

Leave account of the workers shall be maintained by the Manager.

Casual Leave:

A workman, who has completed 240 days in a calander year, shall be granted casual leave of absence not exceeding 10 days in the aggregate in the subsequent calendar year. Such leave shall not be for more then three days at a time expect in case of sickness.

Maternity leave will be regulated by the Rajasthan Maternity Benefit Act,1953.

Age of Superannuation:

The age of retirement on superannuation of a workman shall be 55 years.

Retiral BenefitsThe retirement benefits will be paid in accordance with the payment of gratuity Act, 1972 and Employees Provident Fund Act, 1952.

Termination of employment:For terminating employment of a permanent workman, one months notice in writing shall be given either by the employer or the workman or one months pay may be paid in lieu of notice, as the case may be.

Workman employed on a special contract shall be governed by the terms of that contract.

The services of a workman shall not be terminated as a punishment unless he has been given an opportunity of explaining the charges of misconduct alleged against him, in the manner prescribed in Rule No. 26.

The sevices of the workman having continuous absence for more than 7 days without permission or without satisfactory cause shall automatically stand terminated and his lien to the service will stand broken.

A probationer shall not be entitled to any notice or pay in lieu thereof if his services are terminated.3. REASEARCH METHODOLOGYAs the title of the project suggests the purpose to study the training in saras Jaipur.

Research comprise defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating Hypothesis.

In short, the search for Knowledge through Objective and Systematic method of finding solutions to a problem is Research.3.1 Title of the study Training and Development

3.2 Duration of the project The duration of the programme was of 45 days,

As there was lots of experienced to be gained in those 15 days.

3.3 OBJECTIVE OF THE PROJECTPrimary objective

To find out the process of training in the organization for the overall development of the employees in the organization.Secondary objective

Find out the importance of training in the organization. Understand critically the various methods of training for the executives

Find out the necessity of training in the organization

3.4 RESEARCH DESIGN

Type of Research: - Descriptive research

Descriptive research is also called Statistical Research. The main goal of this type of research is to describe the data and characteristics about what is being studied. The idea behind this type of research is to study frequencies, averages, and other statistical calculations. Although this research is highly accurate, it does not gather the causes behind a situation.

The regular training of the employees and the Line Managers revealed about the various strategies involved in performing business activities and gathering data using various techniques and software applications

Descriptive research includes Surveys and fact-finding enquiries of different kinds. The main characteristic of this method is that the researcher has no control over the variables; he can only report what has happened or what is happening.

3.5 SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

There are two types of data:

PRIMARY DATA

The data that is collected first hand by someone specifically for the purpose of facilitating the study is known as primary data. So in this research the data is collected from respondents through questionnaire.

SECONDARY DATA.

For the company information I had used secondary data like brochures, web site of the company etc.

The Method used by me is Survey Method as the research done is Descriptive Research. METHOD USED FOR DATA COLLECTION:- Questionnaire and data available with the management.

Formulation Of Objective:- After taken the project we formulate the objective.

Objective of the project:

To study the effectiveness of the training imparted by NIS- Sparta and its resultant in the performance of the employees.

To know the perception of the employees regarding training methods in Reliance Communication.

To identify how training assists the employees to acquire skills,knowledge and attitude and also enhance the same.

To study whether training helps to motivate employees and helps in avoiding mistakes.

6. Sample Size:- Sample can be defined as the selection of a part or a group or an aggregate with a view in obtaining information about the whole population. For knowing the mind share of different brands we should target more population but because of lack of time we took sample of 25 people. (3) Design Of The Questionnaire:- The questionnaire is the most common tool in collecting data, so it should be carefully developed, tested and debugged before they are administered on a large scale. (4) Research Instrument:- Questionnaires and information from the management (5) Analyzing The Information:- (6) Data Tabulation:- We arrange the data in the form of table. (7) Analysis:- After tabulation we analyze the data with the help of pie chart because in pie chart it was easy to understand every thing in percentage as well as it gives better picture. (8) Conclusion:- On the basis of finding there should be a short summary. (9) Recommendation:- Should write some suggestion, as given by analysis of the data by the management and the questionnaire.RESEARCH INSTRUMENTS

Selected instrument for Data Collection for Survey is Questionnaire.SAMPLE SIZE:

The survey is conducted among 155 respondents.

Simple statistical tools have been used in the present study to analyze and interpret the data collected from the field. The study has used percentile method and the data are presented in the form of diagrams.3.6 SCOPE OF THE STUDY

This study helps in finding out the satisfaction of most important resource that is human resource in SARAS

This also helps in finding the effect nessecity of human resource policies in organization.

The study provides knowledge of various products & turnover of the SARAS .

The study helps to learn of work culture of organization.

The study also helps to learn what are the various benefits available to the advisor in an organization.

The study also helps the company to be aware of important that its has to make in its incentives plan.

3.7 Limitations of study

The study could not be made that comprehensive due to time constraints. Some customers feel uncomfortable to reveal some personal information relating to income etc. it might have happened that some more essential information could have been collected.

( Time consuming.

( Biases and non-cooperation of the respondents.

( Financial constraint.

( Geographical selectivity in study limiting to Delhi city only.

( People are not interested in training.4. Facts & Findings The following trends are being seen in training and development:

4.1 Major findings: Employees are content with the way the training is conducted.

The cooperation between the colleagues and the level of support they share with each other binds them in an attachment towards the company.

Regional behavior and language influence is higher during training and even after delivering their language; the desired effects are not seen.

Some of the superiors do not bother to make Development Action Plans and submit to the trainers.

The training is mainly conducted all around India, the trainers have to travel but sometimes the logistics and arrangement is non-satisfactory.

The findings from the data analysis from the questionnaire show a positive improvement, enhancing and overall rating about the training programme.

The reality learning and simulations were thoroughly enjoyed by the employees who have received it.

Data Analysis and interpretationTraining program in business organizations are taking new shapes and dimensions, which one has to consider while dealing with the activities of training and development in the field of human resources.

Training is so crucial that there is no need to mention its significance to the organization and as well as to the individual employees. Training begins right from the recruitment of an employee and follows thought the life span of the job of each employee of that organization.

Training has bundles of numbers of actions to be performed in daily routine work and hence lot of quality, efficiency depends upon the performance level of the employee.

Organization are very keen as far as training of employees are concerned and are always ready to spend what it takes to train and develop the employees in best concerned with the favor of the organization.

Here we come to know the willingness of the organization regarding the employees and the cost they are bearing for that purpose. A good management always tries to cut down the unnecessary and unwanted expenditure of money. Hence if this area of management is taken care of and a very well planned and a highly systematic initiative can result in heavy saving, in other words earning a healthy profit.

Analysis and interpretation of trainees questionnaire: Table 1 :Represents the different methods of training and its convenience to the employees. Method On Job Training Classroom training Both

No of employees 50 35 15

The above figures show preference on the modes of training and it is found people prefer more on the job training.

Table 2 : Represents the rating of training schedule. Rating of training Convenient Disturbing Average

No of employees 65 30 05

INTERPRETATION Almost all the employees say that they were satisfied with the way the training activities are conducted while some people were dissatisfied. Table 4: Represents the degree of development among the employees after the training was given. Employees response Yes No May be

No of employees 70 10 20

Observation and findings Though by and large, substantial number of employees are content with the way the training is conducted, still there is a scope to analyze at micro level whether the negatives respondents were either non attentive confronted confused or otherwise. based up on the data there is a scope to take corrective action.

The cooperation between the colleagues and the level of support they share with each other binds them in an attachment towards the company. However progressive feedback relating to change in the behavioral pattern and scope for redesigning subsequent training programs need to be examined & explored in proper perspective

Regional behavior and language influence is higher during training and even after delivering their language; the desired effects are not seen.

Some of the superiors do not bother to make Development Action Plans and submit to the trainers. The statc and superficial approach of the supervision needs to be dealt with appropriately.

The training is mainly conducted all around India, the trainers have to travel but sometimes the logistics and arrangement is non-satisfactory. Rescheduling the programmed in advice and informing the participant with due lead time may alleviate the logistic problem the proximity, approachability and accessibility are the three majar parameter while considering the venue

The findings from the data analysis from the questionnaire show a positive improvement, enhancing and overall rating about the training programmed.

The reality learning and simulations were thoroughly enjoyed by the employees who have received it.

5. Suggestions

In todays competitive world, attitude is the factor which is the dividing line between failure and success. Thus recruitment of the employees must be made not only on skills and attitude but also the attitude of the employee. If an employee has a positive attitude then training for him can be more effective, he has a positive effect on the climate.

The raining records must be maintained, preserved properly and updated timely.

Proper care should be taken while selecting the trainers.

Nis Sparta trainers must be given continuous feedback and the training should be performed as a continuous planned activity.

New and different trainers should be invited so that the maximum impact can be got from the training programmes.

Co ordination and interaction of the employees of all levels must be encouraged to locate new talents among employees. 6. SWOT ANALYSIS1. STRENGTH-

The products are very pure.

The products are extremely hygienic.

The plant is certified by ISO 900]-2000 and HACCP 15000

HACCP is a food safety management system that has its the US HACCP is a system that identifies, evaluates and control hazards which are significant for food safety,HACCP stands for

H for Hazard

A for ANALYSIS

C for CRITICAL

C for CONTROL

P for POINTS 2. WEAKNESS- Low availability of raw milk Dependence on farmers

Reduced milk supply in summers

3. OPPORTUNITY -

Milk is an essential commodity, which everybody uses,

4. THERATS- Milk can be produced not manufactured

There is always a possibility of a competitor entering the market. 7. ConclusionThe company provides more convenience transportaion.it provides right time delivery.

The company has tied up with customer through its loyalty. The company also provides good work evionment for working.

. The company has been very successful in enlarging its customer base during the last couple of years.

The biggest competitor of the company are mother dairy & amul

8. RECOMMANDATION & SUGGESTIONS

In SARAS, I found:

1. that the industry offering its best services and opportunities in every sphere,

2. that the employees working in, are satisfied with their jobs as well as treatment of the superior organizational members,

3. that employees are loyal towards the organization resulting enriched and considerable working experience.4. that despite being simply graduated, by maintaining their healthier working experience many of them have been promoted by their hard work and creative expertise.

5. that the management control over the lower management and supervisory section is medium and not high because of the fact that employees are enough to handle their tasks and responsibilities fairly and honestly.

6. that the Daily reporting to the Superior by the corresponding subordinate employee of maintained so as to judge the comparative performance of the particular day

9. APPENDIX NAME ___________________________________________

ADDRESS ________________________________________

AGE

Below 25 years 25 to 40 40 to 55 Above 55 years

OCCUPATION

Business Professional Service Student Others

1. Which process of training do you use in your organization .

On The Job

Off The Job

2.Which department needs trainingH R DFinanceMarketing 3. What factor which intract you with the firm,

4. What personality traits do you have that will make you successful for the organization _________________________5. What would be the most challenging aspect of this job for you,

.

6.Why do you want training for employee.

7. Do you prefer working with,

othersalone

8. What kind of people do you find it difficult to work with,

9. What do you dislike about the training,

..

10. Do you agree with the Your training,

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

11.Do you have a clearly stated Training Process ?

Yes

No

To some extent

12) What are the quality of Birla sun Life Insurance Company Training System:-

Quick Response time for requirement

Bringing in Quality People

C. Proper coordination with other team or department

D. Efficient Maintenance & Updating of Database

13)What Training Methodd are used?

Lectures Role playC.Discussion All of these.

14)Does Birla sun life adopt Training Programme

(i) Yes (ii) No

If Yes than for which type of post.

10. BIBLIOGRAPHY

In order to obtain more information regarding the present study and to substantiate it with theoretical proof, the following references were made: -

Books: -

1. Human resource & Personnel Management CK Awasthi

2. Performance Management and Appraisal systems TV Rao

3. Human resource and Personnel management Aswathappa

Magazines & Newspapers:-The times of India

Business World

The Hindu

Website references:

www.sarasmilkfed.coop

www.ibef.org

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