8/3/2019 t&d- fmcg

1/47

1.1-Introduction

You can have the greatest business model in the world and the best systems, but if your

people cant handle the growth, youre still toast. If your company isnt investing in

training, think about all the companies you admire as models for doing business right.

Youll not only find that theyve got a good training program, but training is a part of

their culture. If you ask them why they train, they probably would look at you like you

were from Mars, because its like asking them why they breathe. If you want to breathe

some life into your operation, start by investing in your people: train them.

During this research I tried to understand how training program assist newcomers inlearning about the organization in the wider context so that they become integrated

swiftly and effectively and make a contribution to companys business as quickly as

possible.

Training is often included as an essential element of an organizations strategy to gain a

competitive advantage. Regulatory agencies require that employees be trained certain

topics and personal development/career paths often specify skill and knowledge areaswhich must be mastered.

These are the factors that influence an organizations overall training program. With all

these sometimes-divergent factors competing for resources training systems can become

stressed, ineffective, inefficient and fragmented. Organizations need a structure approach

when developing/improving their training system.

1

8/3/2019 t&d- fmcg

2/47

1.2-Need of the study:

Most managers recognize that continuous learning in today's marketplace is essential.

They know they are in the "Information Age." They want a competitive high performance

organization but they just don't know where to begin.

To know the training concept further and its implement on real working I choose that

topic.

1.3-Objective of the study:

i. The main objective is to study the training and development activities carried by

the Northern Aromatic Ltd. is to study the training procedures provided by the

company.

ii. To evaluate the effectiveness of training programs.

iii. To evaluate training Program how much make new worker feels comfortable and

promote a positive attitude.

1.4- Sample size:

24 members of staff are taken into consideration for training purpose.

2

8/3/2019 t&d- fmcg

3/47

1.5- Period of the study:

This project was executed during the summer break after fourth semester the researcher

was associated with Northern Aromatic Ltd.

The period of the study consists of days from 1st July 2008 to 25th August 2008.

(a) 4 Weeks adjusted to collect primary data.

(b) Two weeks adjusted to analysis the data and remaining project work.

1.6- Research Methodology:

Methodology of data collection:

i. Going through the records:

I gone through relevant files and the company has carried out documents from

where can get an idea about the different types of training and development that

used in the company.

ii. Preliminary discussion:

In this regard at the beginning, I talked about the training and development in

charge to enquire for the identification of the needs of training and development

programs at present scenario.

iii. Feedback from the employees through the interview and written

questionnaire.

For evaluation the effectiveness of training and development programs I took

feedback from employees that how much they get benefit from those programs.

At last I took suggestions for future improvement.

3

8/3/2019 t&d- fmcg

4/47

1.7- Sources of data

Primary data was collected through

Questionnaires

Personal observations

Secondary data was collected through

Newspapers

Magazines

Journals

Internet

1.8 Tools of analysis:

The tool of Analysis adopted by me is Pie Charts" which I have prepared on the basis of

my questionnaire

1.9- Scope of the study:

In this project I have tried to present briefly the Training and Development appraisal at

Northern Aromatic Ltd. Also tried to collect some information from the employeesand get their feedback on the existing system. My aim of the training has been to get a

better insight into the HR department activities i.e. Training and Development.

This report can be a useful guide to researchers in future in this field.

4

8/3/2019 t&d- fmcg

5/47

1.10 Limitation of the study:

Although I completed my summer training in a very effective and fruitful manner but still

I think that due to some limitations I was not able to collect some more information. I

could not get some required information about the company and procedure of personal

administrator in company. Due to several reasons such as:-

The respondents were too busy to provide the proper time that was required for

study.

The company maintains too much privacy so regarding policy information was

provided to me in very limited manner.

The company management was not very interested to interact with the trainee

The trainees of one department were not allowed to go an interaction with other

department.

5

8/3/2019 t&d- fmcg

6/47

1.11 Chapter Arrangement:

CHAPTER-1

This chapter of the project report includes the introduction, objective, and sample size,

period of study, methodology, and limitation of the study.

CHAPTER-2

This part of project report states the theoretical background and profile of the company.

CHAPTER-3

This part of project report contains data analysis on the basis of questionnaire and

Findings.

CHAPTER -4

In this part of the project report I finally conclude the project with some recommendation.

6

8/3/2019 t&d- fmcg

7/47

1.12 Theoretical Background

1.12.1- Training Need Identification

Identification of training needs (ITN), if done properly, provides the basis on which all

other training activities can be considered. Also requiring careful thought and analysis, it

is a process that needs to be carried out with sensitivity: peoples learning important to

them, and the success or the organization may by to stake.

It is important to know exactly what you are doing, and why, when undertaking ITN.

This is the reason we have included material to help you make considered decision and

take thoughtful action. You will find, however, that the return on the investment you

make in fully understanding what ITN is all about will make it well worth while.

Why train employees?

Employee training and development initiatives can transform organizations with

providing extra skills to your employees to not only increase safety and productivity but

training leads to higher job satisfaction, which shows up in better corporate performance.

Valuable training also includes situational training that provides personnel the skill sets

That allows them to make timely, knowledgeable decisions that benefit both the customer

and the company.

Reasons why Most Managers Don't Train Employees

There are five key reasons why managers don't train their employees.

They Don't Have the Time they are so busy doing more and more with less and

less that they simply don't have the time. And, of course, this can be fatal to an

organization over time. What happens to a company in today's competitive

marketplace who doesn't continually invest in upgrading the skills of their

7

8/3/2019 t&d- fmcg

8/47

employees? It's the same thing that would happen to a championship football or

baseball team that doesn't practice every day. Soon, they are no longer a winner.

They Don't Know How to Do it many managers are confronted by employees

who want training. These people want to develop their skills and help their

companies succeed. Their managers just don't know how to respond. So, like

many people, when they don't know how to do something they will avoid it.

They Don't Know What Material to Use there are literally thousands of books and

videos available to companies for training purposes. So, which ones do they

choose? This is why my management, sales, and motivational materials are so

valuable. We have carefully selected the materials, modularized the content so

that each video is full of good ideas that can be easily applied in the workplace.

They Don't Know How to Follow It up One big concern many mangers express is

they don't know how to measure the value of the training that their employees

receive.

Gain an "action commitment" from employees such that the manager needs only

to follow up on that commitment.

They Don't Know How to Get People to Apply the New Skills Learned Again, the

way to justify the investment in training

In any company some factor effect the training:

Strategies changes

Technical changes Matter of cost saving

If the top management of the company wants to change their strategies, then here

company wants trained people for work. So firstly company looked for the experienced

8

8/3/2019 t&d- fmcg

9/47

people, but it is very difficult to get trained people. So they hired semi- skilled people and

after joining them they give them training.

And so this can work effectively and according to the requirement of the company.

If company wants some technical change in product, they also require trained people for

work. Technical change requires more technical people. If company wants to retain the

same people who are working form last some times then company has to give them

training. After getting training a worker can adjust in any environment and work

effectively.

Todays era is the cost cutting era. In the intensive competition cost of the product is very

important. We cant survive in the market with high cost. So we need to cut the cost of

the product. For cutting the cost we need more trained worker who can work faster and

quickly, to reduce the production time. At lastly we can get the low price product.

So that in every area we need trained people. For getting trained people we have to make

them trained by giving training.

9

8/3/2019 t&d- fmcg

10/47

1.12.2- Methodology of Training

There is various methodology of training. No single technique is always best.

The best method depends on

Cost effectiveness

Desired program content

Learning principles

Appropriateness of the facilities

Trainee preferences and capabilities

Trainer preferences and capabilities

There is a range of teaching methods available to trainer. The choice of a method is a

matter of experience and competence of the instructor and his judgment of how much and

what a particular group of trainees would learn from using one method or another.

On the basis of its nature training is of two types:

1. On the job training

2. Off the job training

On the job training:

On the fob techniques are conducted in the real job settings. On the job methods usually

involve training in the total job. These methods are typically conducted by individuals,

workers, supervisors. The main advantage is that the trainees learn while actually

performing their work, which may minimize the training cost. They also learn in the same

physical and social environment in which they will be working once the formal training

period is completed.

10

8/3/2019 t&d- fmcg

11/47

Types of on the job techniques:

Job instruction training

Job rotation

Apprenticeship

Coaching

Vestibule training

Off the job Training:

Off the job method are those training and development programs that take place away

from the daily pressures of the job and conducted by highly competent outside resource

people who often serve as trainers, which is one of the main advantages of this method.

The major drawback of this is the transfer problem.

Types of off the job training:

Lecture Method

Audio-visual techniques

Conference or discussion method

Role playing

Case Study

Simulation

Counseling

Understudies System

11

8/3/2019 t&d- fmcg

12/47

Factors which affect the choice of training method:

The choice of methods depends on the knowledge and experience of the teacher

or trainer.

The choice of the methods should take into consideration the intellectual level and

educational background of the participants and the participants age practical

experience.

Some methods are more effective than others in achieving certain objective.

Choice methods depend on the social and cultural factors in the environment.

Now many participative methods are accepted and used in management training.

It also depends on the time and the availability of resources and infrastructural facilities.

12

8/3/2019 t&d- fmcg

13/47

2.1- Industry Profile

FMCG Sector

The Indian FMCG sector is the fourth largest sector in the economy with a total market

size in excess of US$ 13.1 billion. It has a strong MNC presence and is characterized by a

well-established distribution network, intense competition between the organized and

unorganized segments and low operational cost. Availability of key raw materials,

cheaper labor costs and presence across the entire value chain gives India a competitive

advantage. The FMCG market is

set to treble from US$ 11.6 billion in 2003to US$ 33.4

billion in 2015. Penetration level

as well as per capital

consumption in most product

categories like jams, toothpaste,

skincare, hair wash etc in India is

low indicating the untapped

market potential. Burgeoning Indian population, particularly the middle class and the

rural segments, presents an opportunity to makers of branded products to convert

consumers to branded products. Growth is also likely to come from consumer 'upgrading'

in the matured product categories. With 200 million people expected to shift to processed

and packaged food by 2010, India needs around US$ 28 billion of investment in the food-

processing industry

INDIA - A real hub

Large domestic market

India is one of the largest emerging markets, with a population of over one billion. India

is one of the largest economies in the world in terms of purchasing power and has a

strong middle class base of 300 million.

13

8/3/2019 t&d- fmcg

14/47

Rural and urban potential (2001-02)

Rural-urban profile

Urban Rural

Population 2001-02 (mn household) 53 135

Population 2009-10 (mn household) 69 153

% Distribution (2001-02) 28 72

Market (Towns/Villages) 3,768 627,000

Universe of Outlets (mn) 1 3.3

Around 70 per cent of the total households in India (188

million) reside in the rural areas. The total number ofrural households is expected to rise from 135 million in

2001-02 to 153 million in 2009-10. This presents the

largest potential market in the world. The annual size of

the rural FMCG market was estimated at around US$

10.5 billion in 2001-02. With growing incomes at both

the rural and the urban level, the market potential is

expected to expand further.

India - a large consumer goods spender

An average Indian spends around 40 per cent of

his income on grocery and 8 per cent on

14

8/3/2019 t&d- fmcg

15/47

personal care products. The large share of fast moving consumer goods (FMCG) in total

individual spending along with the large population base is another factor that makes

India one of the largest FMCG markets. Even on an international scale, total consumer

expenditure on food in India at US$ 120 billion is amongst the largest in the emerging

markets, next only to China

Demand-supply gap

Currently, only a small percentage of the raw materials in India are processed into value

added products even as the demand for processed and convenience food is on the rise.

This demand supply gap indicates an untapped

opportunity in areas such as packaged form,

convenience food and drinks, milk products

etc. In the personal care segment, the low

penetration rate in both the rural and urban

areas indicates a market potential.

INDIAN COMPETITIVENESS AND COMPARISON WITH THE

WORLD MARKETS

Materials availability

India has a diverse agro-climatic condition due to which there exists a wide-ranging and

large raw material base suitable for food processing industries. India is the largest

producer of livestock, milk, sugarcane, coconut, spices and cashew and is the second

largest producer of rice, wheat and fruits & vegetables. India also has an ample supply of

caustic soda and soda ash, the raw materials in the production of soaps and detergents

India produced 1.6 million tones of caustic soda in 2003-04. Tata Chemicals, one of the

15

8/3/2019 t&d- fmcg

16/47

largest producers of synthetic soda ash in the world is located in India. The availability of

these raw materials gives India the locational advantage.

Leveraging the cost advantage

Global major, Unilever, sources a major portion of its product requirements from its

Indian subsidiary, HLL. In 2003-04, Unilever outsourced around US$ 218 million of

home and personal care along with food products to leverage on the cost arbitrage

opportunities with the West. To take another case, Procter & Gamble (P&G) outsourced

the manufacture of Vicks Vaporub to contract manufacturers in Hyderabad, India. This

enables P&G to continue exporting Vicks Vaporub to Australia, Japan and other Asian

countries, but at more competitive rates, whilst maintaining its high quality and cost

efficiency.

Cost competitiveness

Apart from the advantage in terms of ample raw material availability, existence of low-

cost labor force also works in favor of India. Labor cost in India is amongst the lowest in

Asian countries. Easy raw material availability and low labor costs have resulted in a

lower cost of production. Many multi-nationals have set up large low cost production

bases in India to outsource for domestic as well as export markets.

Presence across value chain

Indian firms also have a presence across the entire value chain of the FMCG industry

from supply of raw material to final processed and packaged goods, both in the personalcare products and in the food processing sector. For instance, Indian firm Amul's product

portfolio includes supply of milk as well as the supply of processed dairy products like

cheese and butter. This makes the firms located in India more cost competitive.

16

8/3/2019 t&d- fmcg

17/47

Product wise production

Household care

The size of the fabric wash market is estimated to be US$ 1 billion, household cleaners to

be US$ 239 million and the production of synthetic detergents at 2.6 million tones. The

demand for detergents has been growing at an annual growth rate of 10 to 11 per cent

during the past five years. The urban market

prefers washing powder and detergents to

bars on account of convenience of usage,

increased purchasing power, aggressive

advertising and increased penetration of

washing machines. The regional and small

unorganized players account for a major share of the total detergent market in volumes.

Personal care

The size of the personal wash products is estimated at US$ 989 million; hair care

products at US$ 831 million and oral care products at US$ 537 million. While the overall

personal wash market is growing at one per

cent, the premium and middle-end soaps are

growing at a rate of 10 per cent. The leading

players in this market are HLL, Nirma, Godrej

Soaps and Reckitt & Colman. The oral care

market, especially toothpastes, remains under

17

8/3/2019 t&d- fmcg

18/47

penetrated in India (with penetration level below 45 per cent) due to lack of hygiene

awareness among rural markets. The industry is very competitive both for organized and

smaller regional players. The Indian skin care and cosmetics market is valued at US$

274million and dominated by HLL, Colgate Palmolive, Gillette India and Godrej soaps.

This segment has witnessed the entry of a number of international brands, like Oriflame,

Avon and Aviance leading to increased competition. The coconut oil market accounts for

72 percent share in the hair oil market. In the branded coconut hair oil market, Marico

(with Parachute) and Dabur are the leading players. The market for branded coconut oil is

valued at approximately US$ 174 million.

Food

According to the Ministry of Food

Processing, the size of the Indian food

processing industry is around US$

65.6 billion including US$20.6 billion

of value added products. Of this, the

health beverage industry is valued at

US$ 230 billion; bread and biscuits at

US$ 1.7billion; chocolates at US$ 73 million and ice creams at US$ 188million. The size

of the semi-processed/ready to eat food segment is over US$ 1.1 billion. Large biscuits &

confectionery units, Soya-processing units and starch/glucose producing units have also

come up, catering to domestic and international markets. The three largest consumed

categories of packaged foods are packed tea, biscuits and soft drinks.

Beverages

The Indian beverage industry faces over supply in segments like coffee and tea.

However, more than half of this is available in unpacked or loose form. Indian hot

beverage market is a tea dominant market. Consumers in different parts of the country

have heterogeneous tastes. Dust tea is popular in southern India, while loose tea in

preferred in western India. The urban-rural split of the tea market was 51:49 in 2000.

18

8/3/2019 t&d- fmcg

19/47

Coffee is consumed largely in the southern states. The size of the total packaged coffee

market is 19,600 tones or US$ 87 million. The urban rural split in the coffee market was

61:39 in 2000 as against 59:41 in 1995.The total soft drink (carbonated beverages and

juices) market is estimated at 284 million crates a year or US$ 1 billion. The market is

highly seasonal in nature with consumption varying from 25 million crates per month

during peak season to 15 million during off-season. The market is predominantly urban

with 25 per cent contribution from rural areas. Coca cola and Pepsi dominate the Indian

soft drinks market. Mineral water market in India is 65 million crates (US$ 50 million)

industry. On an average, the monthly consumption is estimated at4.9 million crates,

which increases to 5.2 million during peak season.

19

8/3/2019 t&d- fmcg

20/47

2.2- Company Profile

NORTHERN AROMATICS

LIMITED

Plot No. 16, Sector- 2, IIE Pant Nagar,RudrapurDisst. Udham Singh Nagar,UttarakhandPhone: 91-2770536, 4371747,4372747

The Northern Aromatic Ltd. is situated at newly developed industrial area of

Rudrapur named SIDCUL. Company acts as a vendor of the third largest FMCG

Company operating in India named Dabur India Pvt. Ltd. Aim of the company is to

provide its maximum contribution to Dabur in production of certain fmcg products. It has

small production units for the production of fmcg items such as Dabur Vatika Shampoo,

Dabur Glucose, Dabur Lal Hair Oil, and other seasonal products such as Dabur Sharbat-

e-azam.

Company is being controlled by Mr. T.K. Bannerjie, the unit head of Dabur IndiaLtd. at SIDCUL. And all the internal affairs are being looked after by Mr. M.M. Sharma,

the factory manager of Northern Aromatic Ltd.

The production unit of Northern Aromatic ltd. is spread over to 4 acre of land.

Well established building fulfills the E.I.A. needs of global industrialization. Full

20

8/3/2019 t&d- fmcg

21/47

emphasize is on the plantation inside the factory area and also outside. Company is

having its own quality control department run by various experts.

Prefaces to the Company

At Northern Aromatic, the employees are considers most valuable assets and strength for

sustained growth in the development of the company. It is believed in Northern Aromatic

that the investment on human resource for employee's personal growth, leads the

company.

Like other organizations, Northern Aromatic has also framed rules, regulations, policies

and system for running the business smoothly. Northern Aromatic has also introduced

various schemes for labour welfare. For smooth business operations and to take

advantage of the benefits under the scheme, it is necessary that every employee

understand these rules, regulations, policies and system fully and clearly.

Brief view

Importers of Agro Chemical, Natural Essential Oils, Cosmetics Raw Material,

Essential Oils & Aromatics, Aromatic Compounds, Aromatic Chemicals.

Business Type Importer and vendor

Main Markets Asia

Annual Sales Below US$1 MillionDepartments Production, H.R.D., R & D, Quality MgtProducts Shampoo, Hair Oil, Glucose, etc.

Corporate philosophy

Company believes to bring value addition to self, organization and its customer through

improving quality, identifying opportunities and minimizing errors and wastage of scarce

resources.

That philosophy of company helps it to perform according to the standard. And to

achieve those standards company uses following tools:-

21

8/3/2019 t&d- fmcg

22/47

Positive attitudes

Being sensitive and responsive

Continuous self- up gradation

Positive approach

Creativity

DETAILS OF DEPARTMENT AND SECTION AT WORKS

PRODUCTION

DistilleryWashing pumpRefineryBottling Plant

Filling plantAssembly line

PERSONAL AND ADMINISTRATION

Human Resource DevelopmentPersonnel and Industrial RelationsAdministrationMedicalSecurity

UTILITIESBoilerPower House

TECHNICAL SERVICES

Technical ServicesEngineeringQuality control

COMMERCIAL

CommercialAccounts

22

8/3/2019 t&d- fmcg

23/47

CATEGORY OF EMPLOYEES

Clerical StaffWorkersTraineesApprentices

23

8/3/2019 t&d- fmcg

24/47

2.3-Observation

Evaluation of training & development

Evaluation means the assessment of value or worth. Evaluation of training is the act of

judging whether or not it is worthwhile in terms of set criteria. Evaluation of training and

development programmes provides assessment of various methods and techniques, sells

training to management, identities the weaknesses of training programmes and helps to

accomplish the closest possible correlation between the training and the job. A

comprehensive and effective evaluation plan is a critical component of any successful

training programmes. It should be structured to generate information of the impact of

training on the reactions; on the amount of learning that has taken place; on the trainees

behavior; and its contribution to the job/ organization. Therefore, evaluation is a measure

of how well training has met the needs of its human resources.

To verify programmes success, HR managers increasingly demand that training and

development activities be evaluated systematically. A lack of evaluation may be the most

serious flaw in most training and development efforts. There are many reasons for this

neglecting activity; firstly, many training directors do not have the proper skills to

conduct a rigorous evaluation research. Secondly, some managers are just reluctant to

evaluate something which they have already convinced themselves is worthwhile.

Thirdly, some of the organizations are involved in training not because it is necessary but

simply because their competitors are doing it or the unions are demanding it. Fourthly, as

training itself is very expensive, the organizations do not want to spend even a penny on

the evaluation. Fifthly, some of the training programmes are very difficult to evaluate

because the behavior taught is itself very complex and ambiguous.

24

8/3/2019 t&d- fmcg

25/47

Study of Needs of Training

In Northern Aromatic Ltd., training is customized product wise. If any defect comes in

a product or process, a training session is initiated to eradicate root cause.

There are normally two work stations in production,

1. Critical station

2. Normal station

At critical work station an efficient worker should produce 5000 to 6000 units in one

shift. At this work station minor job is done.

At normal work station an efficient worker should be produce 8000 to 10000 units in one

shift in normal circumstances.

In this company there are two types of worker are working.

1. Permanent worker

2. Temporary worker

A worker get the permanent job after the good and consistent performance in the

company, these people are well experienced in their relative jobs.

Temporary worker is a layman. They dont know any thing about the work, so these

types of people require training.

When a new person joins the company, he got the training about the safety and

maintenance. For getting these training he is send in technical training cell (TTC). In

TTC he has to go some basic knowledge and instruction, which is given by the just senior

boss. That person is called line in charge. During the training a person gets the job. He is

watched by the line in charge. At any point the line in charged found any fault in the

25

8/3/2019 t&d- fmcg

26/47

work, the line in charge instructed at that time, so that the worker does the job in a proper

way and come out with zero-defect product.

After the TTC training employees are divided among various teams and send to the

different operations, on the different operations. A line-in charge is there, who will watch

each and every steps during the work. If any fault in the work is found, he takes that

serious and instructs to remove the fault immediately.

After some experience the worker is transferred from one operation to another operation

area, where same procedure is performed. He works and if any confusion gets regarding

the job, he may ask the line in charge or if line in charge sees any fault during the

Operation, he educates the worker to do the job better. This process is repeated on each

and every operation. This is how each and every employee is familiarized to the job. The

main advantage of this job rotation is, if any worker does not come on the particular day,

that place can be filled by any other worker and the works progress without any

interruption.

After job rotation and getting experienced the entire worker divided into three groups,

Highly efficient

Efficient

Adequate

If a person can handle the entire machines related to any particular job; that worker is

called highly efficient worker. After getting training 40% out of them became as highly

efficient worker. These workers are very efficient and can handle any situation during the

work. He can work on any machine at any time without any problem. These people can

take decision at the critical point of time. So that these type of worker are called highly

efficient worker.

After highly efficient the second category is called efficient. In this category those type

of person are master in their job. He is master in one job. In this category 50% worker

26

8/3/2019 t&d- fmcg

27/47

comes. These types of people are well known people in their particular job. They are not

able to handle the different machines. They feel problem in some job.

After that the third category comes, that is called adequate. This type is not beneficial for

the company. Thats why they are not acceptable. They have less knowledge and not will

to work.

Highly efficient person is well-known about his job. He can handle any situation. So that

these type of people dont require training.

Efficient people are master of just on job. Thats why they need training to be highly

efficient worker.

27

8/3/2019 t&d- fmcg

28/47

Methods of training in company

In Northern Aromatic Rudrapur, Need based system of importing training is followed.

Training is based on the frequency of defects found during the production. Job supervisor

is vigilantly watching each and every product. If he finds any defect in the product, he

instructs the worker to do right way. If no. of worker are doing same mistake, then all of

them are taken in a group and provided training spontaneously & the process in recurred.

This way only defective based training is provided by the company.

Company is giving training to the efficient worker. For them there are three types of

training;

Counseling

Give the opportunity to work with highly efficient worker.

Give the expert knowledge about the work.

In counseling the instructor or line in charge counsel the worker. A line in charge tries to

motivate the worker to do their job in proper way. This is a verbal communication. With

the help of words a senior person tries to make them as effective as highly efficient

worker.

The second option provide them opportunity to work with highly efficient people helps

those people to learn. During the work he can watch how the highly efficient people

work? How can they handle the situation? They got the idea about the problem, which

may be arising during the work. They also get the idea about dealing those types of

problems. This way an efficient worker is developed to be highly efficient worker.

Before start working every worker should get the knowledge about the job profile.

Without proper knowledge no one can perform better. There must be some defective in

the product due to less knowledge about the production process. So a specific knowledge

is essential for zero-defect product. This is the duty of management to educate them and

provide full knowledge about the production process and quality control.

28

8/3/2019 t&d- fmcg

29/47

For adequate people company has some other way for giving them training. The work

pressure is the best way for make them work. Under this the adequate person is send to

work between two highly efficient workers. Highly efficient people can work faster than

adequate person. So from both sides he faces the pressure for work faster and effectively.

This way an adequate worker can be the efficient and highly efficient worker for

company.

Northern Aromatics Ltd. basically provides three types of training to its staffs. There

are 24 staffs in all who have gone through these training programs. These training

programs are:

i. Skill Enhancement

ii. Personality Development

iii. IT Related

29

8/3/2019 t&d- fmcg

30/47

3.1 Data analysis and interpretations

Question 1:- What types of training have you gone through?

IT related Skill enhancement and

personality development

Skill enhancement , personality

development and it related

1 13 10

Findings:-Out of the24 staffs only one underwent the IT related training program. 13 got

the training in personality development and IT related both. And 10 got all the three

training. It exhibits that most of them had all the three training program, skill

enhancement, personality development and IT related.

30

1

13

10

IT related

Skill enhancement and

personality development

Skill enhancement ,

personality development and

it related

8/3/2019 t&d- fmcg

31/47

Question 2:-When the study material should be provided either before the training or

after?

Before the training After the training

19 5

Findings:-In the analysis of the training program, Out of 24, 19 trainees state that study

material should be given before the training. And just 5 want the study material to be

provided after the training.

31

19

5

Before the training

After the training

8/3/2019 t&d- fmcg

32/47

Question 3:- Before any training program should there be any test for the purpose of

selection of the trainees?

Test should be Test should not be

13 11

Findings: - Regarding this out of 24, 13 trainees replies in the favor of the test and 11

were against any such test. There is a mall difference between both the views. So it is

difficult to choose any one. In my opinion, before selecting a trainee there must be a test

conducted by the trainer. It will help him to identify better trainees.

32

13

11

Test should be

Test should not be

8/3/2019 t&d- fmcg

33/47

Question 4:-What are the competences of the training program on the practical value

aspects?

Average Good Outstanding

2 17 5

Findings: - On the practical value aspect just 2 out of 24 found that the program was

average.17 found that the training program was good and rest 5 thought that it was out

standing.

33

2

17

5

Average

Good

Outstanding

8/3/2019 t&d- fmcg

34/47

Question 5:- How will you rate that program on the aspect of gaining of new ideas in the

training?

Poor Good Outstanding

1 11 12

Findings: - Most of them found that, they got new ideas. The no. of staffs that had this

type of thought is 12. Out of 24, 11 trainees think that new ideas gaining through the

program was outstanding. Just one person thought that, he didnt get any idea in the

training program.

34

1

1112

Poor

Good

Outstanding

8/3/2019 t&d- fmcg

35/47

Question 6:- How will you rate that program on the aspect of Self development?

Good Outstanding

13 11

Findings: - There is a little difference between good and outstanding. Out of 24, 13trainees said that the training program is good for self development and rest 11 thinks that

the training program is outstanding.

35

13

11

Good

Outstanding

8/3/2019 t&d- fmcg

36/47

Question 7:- Was the entire training program relevant to the current job of worker or

staffs?

Relevant Very much relevant

10 14

Findings:- It was found that out of 24 trainees 10 thinks, that while training program

what-ever they got was relevant the current job. Rest 14 thinks that the program is

outstanding in the relation of current job. This will be very helpful in the future to

perform their job in a better way.

36

10

14

Relevant

Very much relevant

8/3/2019 t&d- fmcg

37/47

Question 8:- How will you rate the experience of uses of time during the training?

Good Outstanding

10 14

Findings: - 10 out of 24 trainees experienced good use of time during the training. Rest14 experienced the excellent use of time.

37

10

14

Good

Outstanding

8/3/2019 t&d- fmcg

38/47

Question 9:- How will you rate the Maintenance of the interest during the training?

Poor Good Outstanding

1 8 15

Findings: - It was found that only 1 trainee says that he didnt have any interest in the

training program. Out of 24, 8 trainees say that in the program; their interest was good.

Rest 15 says that, their interest in training program was outstanding and they are

benefited more.

38

1

8

15

Poor

Good

Outstanding

8/3/2019 t&d- fmcg

39/47

Question 10:- How will you rate the clarity of the training programs?

Good Outstanding

10 14

Findings:-10, out of 24 trainees say that the program is very good on clarity. Rest 14says that the training program was very much clear.

39

10

14

Good

Outstanding

8/3/2019 t&d- fmcg

40/47

The training program has mainly been areas rated on three parameters.

i. Skill Enhancement

ii. Personality Enhancement

iii. IT Related

All the trainees have rated the training program differently on the basis of all the three

parameters.

Skill Enhancement:

Good Excellent

10 14

Findings: According to the development of skills out of 24 trainees 10 have experienced

good and rest 14 have experienced excellent.

40

10

14

Good

Excellent

8/3/2019 t&d- fmcg

41/47

Personality Enhancement:

Good Excellent

11 13

Findings: On the basis of personality enhancement 11, out of 24 trainees rated this

training program good and rest 13 rated this program excellent.

41

11

13

Good

Excellent

8/3/2019 t&d- fmcg

42/47

IT development:

Good Outstanding

10 14

Findings: According to the development in Information technology related areas out of

24, 10 staffs rated this training program good and rest 14 rated excellent.

42

10

14

Good

Excellent

8/3/2019 t&d- fmcg

43/47

Question 11:- In your opinion what should be the frequency of the training programmes

in your company?

Every month Every three month Every six moth Once in a year

7 9 5 3

Findings:-7, out of 24 trainees want this type of training in every month .On the other

hand 9 trainees want such program once in every three month. 5 out of them want to hold

such types of program twice in a year. Rest of them wants to hold this once a year. In my

opinion it should be twice a year.

43

7

9

5

3

Every month

Every three month

Every six month

Once in a year

8/3/2019 t&d- fmcg

44/47

Question 12:- In your opinion what should be the duration of this training programmes?

8 Hours 12 Hours 16 hours

12 7 5

Findings: - All trainees who had attended the training program have different thoughts

about that. 12 out of 24 trainees want the duration of these programs to be 8 hours. 7 of

them want 12 hours and 5 want the duration to be 16 hours.

44

12

7

5

8 Hours

12 Hours

16 Hours

8/3/2019 t&d- fmcg

45/47

4.1 Summary of Findings:

After observation and analysis of the collected data during my research I analyze that

there is no gainsay regarding the training programs enhance the quality of the

performance. No one is perfect in his respective field. A full flazed training program

makes trainees complete performer in their respective areas.

Every company looks for a worker, who can work effectively. They are in search of a

person who has the maximum skills required for the job. After selecting the right person,

the companys main aim is to make that person a perfect workman. For this they provide

them training.

First of all the management should look for that areas where workers needs training. For

this purpose management should keep eyes on each and every activity of the workers and

staffs whosoever may need training. This is a long and time taking process. In this way

the next step would be to select the trainees. There should develop a mechanism for

selecting the trainees. There should be a test for this purpose. This will give the idea about

the weak and strong points of trainees. It will be very fruitful in designing the contents of

training program.

45

8/3/2019 t&d- fmcg

46/47

4.2 Suggestions

The printed material is very useful in training. These materials should be given

before the training. Written material would provide the overall idea about the training and

make the trainees understand better.

Before developing the training contents some points should be taken care of.

There should be some practical values in that. The training should include new ideas and

should be helpful in the development of trainees. It must be relevant to the hob of workers

and staffs. In the training process the efficient use of time should be made as time is the

most important factor in any job.

The frequency of training program is according to the requirement and

convenience of the trainees as well as the management. Workers require more training so

they need one in every six month. Staffs required less training in the compression of

workers, so they required at least on training program every year.

The duration of any event is the most important, which maker any program

successful or fail. It should be according to the needs of the trainees of participants. In my

opinion the duration of the training would be 16 hours.

46

8/3/2019 t&d- fmcg

47/47

4.3 Conclusions

Training is a costly affair for the management. It needs a handsome amount and long

time. So management has to play safe game for the benefits of the company as well as the

workers. One wrong decision may enforce the company to fall into deep troubles. So

selecting the weak areas of staffs and workers should be done very carefully. For that the

management should be conduct a test.

For providing an effective training, company requires a knowledgeable trainer. Selecting

a particular trainer is again a difficult job. Trainer demands handsome money. Training

needs time and cost both.

To conclude, it is very clear that training should be provided but not at the loss of the

company. It is very costly and time taking affair. But it is most important for the

development of the company. So management cant avoid it at any cost.