training

INTRODUCTION TO TRAINING
Training refers to the teaching/learning carried on for the primary Purpose of helping
members of all origin to acquire and apply the Knowledge, skills, abilities and attitudes needed
by that organization.
 Training is the short-term process utilizing a systematic and organized procedure
by which non-managerial personnel learn technical knowledge and skills for a
definite purpose.
 Training enables employees to develop and rise within the Organization and
increase their “Market Value” earning capacity and job Security.

Meaning:
Training is the act of increasing the knowledge and skills of an Employee for doing a
particular job. In other words, training improves, Changes, moulds the employees knowledge,
skills behavior aptitude and attitude towards the requirement of the job and organization.
Thus, training bridges the difference between job requirement and employees present.

Definition:
Dale S.Beach define the training as “As the Organized Procedure by which people
knowledge &/or skill for definite purpose”.

NEED FOR THE STUDY
Employees being the main source for production the success of an organization depend
on its employees. Since employee’s contribution plays a significant role in shaping modern
organization. It is the duty of an organization to care of its employee’s skills. Abilities and
performance and develop them in a more prospective way for the development of the employees
which indirectly contributes to the organization.
Employee can develop their performance only when they are given training in particular skills
which they are lacking.

OBJECTIVE OF THE STUDY
The aim of the project is to focus on the identification of the training Needs, process of
the training, techniques of the training, needs of training programs in THE K.D.M.P.M.A.COOP.U.LTD.. And to study how it helps the people growing in the organization in order that as
far as possible its future personnel need s can be met and the goals by proper utilization of
human resource and to increase the productivity and improve the quality.
a. To study and evaluate the essence of training program.
b. To know how often training programs are conducted & maintaining the records.
c. To know the training methods given for employees.
d. To know the performance level of employees after training.
e. To know the guidance given by trainers while training.
f. To know how training helps in understanding and carrying out Organizational policies.

SCOPE OF THE STUDY
The management of man is very important and challenging job. Important because it is a
job, not of a managing a man. No two persons are Similar in mental abilities, traditions
sentiments and behavior.
People are responsive they feel, think and act, therefore they cannot Be operated like a
machine or shifted and altered like a template to room layout. They need a fact file handling by
management for is makes employees more effective and productive.

NEED FOR TRAINING
a. To improve the current job performance of employees
b. To familiarize employees with the policies and procedures of the organization.
c. To enhance the creativity, adaptability and versatility of the employees and to facilitate
d.
e.
f.
g.
h.
i.

learning at the work place
To prepare employees for future job.
To change the skills, knowledge and attitudes of the employees on a permanent basis.
To help employees manage their careers.
To maintain knowledgeable work force.
To gain competitive advantage through a knowledgeable work force.
To promote organizational growth through individual growth.

AREAS OF TRAINING





Company policies and procedures
Human relations training
Skill based training
Problem solving training

RESEARCH METHODOLOGY
Research:

Research In this project, Conclusive research methodology is

used. In

conclusive research, data was collected by Descriptive research method. My study was
concerned with the effectiveness of the Training Program at THE K.D.M.P.M.A.COOP.U.LTD.
The objective of my research is to know how much effective is the Training Program at
THE K.D.M.P.M.A.CO-OP.U.LTD.., and to enhance the training program for business
development.
Presently, there are lots of insurance industries in the Indian Market, trying to achieve
more and more market share. In this situation is very important to sustain in the market
and increase share. Business enhancement is possible if employees are trained effectively.
For this purpose I have done a research on the same.

Methodology:
The data used for analysis & interpretation is received from the responses of
employees for the questionnaire. Comparison of response is used for interpreting the data.
The project is presented by using tables, bar charts, with their interpretation. A survey is
under taken to know the facts about the training.

Questionnaire:
Questionnaire is the testing tool of this study. A questionnaire is a formalized set
of questions for collecting information. Its function is measurement the questionnaire is
administered by the means of personal interview.
The questionnaire constrained clear concept of the needed information about the
training. It contains two or five are more options for a question. I used this for the
purpose of getting absolute response from the respondent

Sampling Technique:

The technique used for selecting the sample is non probabilistic convenience
sampling. I have surveyed some of the employees based on my convenience. Each
employee has been given with one questionnaire to fill.
Sample size:
A sample of 100 respondents is selected each employee filled up the questionnaire
and helped the researcher to carry out the survey effectively.
Data Collection:
The Researcher has wide varieties of methods to consider either single or in
combination they were grouped first according to whether this uses secondary or primary
sources of data.
Primary Data:
Data originally collected for an investigation are known as primary data
concluding personal interviews though questionnaire. Most of the Study for this project is
based on primary data itself.
Secondary Data:
Data, which is not originally collected rather obtain from published on
unpublished sources, it known as secondary data it can be defined as data collected by
someone else for purpose other than solving the problems. Secondary data for the present
study is retrieved from company profile and text books.

Limitations of the Study :a. The study was conducted for a limited period of time.

b. The study pertains to only employee of the THE K.D.M.P.M.A.COOP.U.LTD.
c. Limited sample, size taken for the study i.e. 100.
d. The result can’t the generalized to the whole universe.
e. There is chance of bias to present as employees may be busy with their.

CHAPTER-II
INDUSTRY PROFILE
Industry Scenario:
Dairying has been of life in India since the ancient Vedic times. The modern dairy
industry took roots in 1950 with the sale of bottled milk in Bombay from array milk colony. The
first large scale milk products factory was started in 1945 at Anand a cooperative venture, with
the assistance of UNICEF, for the production of milk powder, table butter and ghee. These
products were made from the buffalo milk.

The world's largest development program over undertaken, the operation flood undertook
the gigantic task of upgrading and modernizing with production, procurement, processing and
marketing with the assistance provided by the world bank and other external agencies, designed
and implanted by the National Dairy Development Board(NDDB) and the Indian dairy
corporation. The project was launched in July 1970. Its basic concept compromises the
establishment of co-operative structure on Anand pattern.
 OPERATION FLOOD-1:
Operation flood-1 also referred to as white revolution is a gigantic project profounded by
government of India for developing Dairy industry in the country. The operation flood-2
originally meant to be completed in 1975 for its completion at total cost of about Rs.l 16 crores.
The operation flood-1 was wholly financed by setting in Indis free metric tones of bottle oil
donated out of the surpluses of European Economic Community
ANAND PATTERN-1:
Under the operation flood-1 the program for increasing milk production was taken up in
ice hinterlands of various breeding tracks on Anand pattern and loudly proclaimed with a
trample. The co-operative were started originally in 18 of Indian milk shed districts and later on
mine more milk shed areas were added to make a total of 27 in 10 states of the country viz,
Maharastra, Tamilnadu, Andhra Pradesh , West Bengal, Bihar, Hariyana , Punjab, Uttar Pradesh
and Rajasthan.
Those dairy co-operatives are based on a model known as Anand pattern of dairy cooperative. Under Anand pattern concept rural co-operative infrastructure was to be built in the
village, the milk producers were and keep their animals. In each participating village, the milk
producers were to form their own village dairy co-operative. Thus Anand pattern dairy cooperative union organizes mobile veterinary and artificial insemination counters.
In the sphere of co-operativisation the no of Anand pattern organized societies under operation
flood was 63121 on April 1st 1991 as age INST 60753 a year ago indicate one that years as many
as 2368 new dairy co-operatives were formed.
 OPERATION FLOOD-2:

The operation flood-2 which was started in July 1978 is scheduled to be completed in 1985 at
a cost of 483 crores.
A humble attempt has been made in it sufficient appraisal of the achievements made in some
sufficient field during operation flood-1. These achievements if as all made particularly the
anand pattern dairy co-operative unions are to serve now bedrock of operation flood. Their
unions are to act to the starting. Nucleuses for co-operative cluster federation. The main
instrument for this gigantic project operation food-2. The average nucleus cluster federation
would six districts unions registered and unregistered.
The Indian dairy co-operative, National possible are not required to indicate the basis on
which the state wise allocations were made in operation flood-2 up to end of the 11,979 Gujarat
state alone got the lion's shares of 1666. 70,00,000 five states Haryana, Bihar, Rajasthan and
Andhra Pradesh put together the total disbursement in their case was 1732 lakhs only. This trend
is going to be maintained in operation flood-2.
 OPERATION FLOOD-3:
The Indian dairy industry is growing rapidly and may become a string competitor to world
dairy powder. The milk sector is the second largest contribution to the agricultural economy in
terms of produce phenomenal growth is a result of national airy development board through the
operation Flood programs.
Operation flood-2 now in its closing phase only consolidated the procurement affords to
boost production. The projection for milk output for 200 AD is nearly 90 tones at on 5% growth
rate. It is now 5-8% dairy factories established under operation flood, which cover 170 milk
sheds can handle 14.3 millions liters milk daily. They have a milk drying capacity of about 696
tones per day.
The rapid growth in milk production did way with import of milk powder except for a (26400
tones) during the brought years
NATIONAL DAIRY DEVELOPMENT BOARD:
At the time of industrialization at cattle feed factory at kanjari in October 1964. the late
sri LALBAHADUR SHASTRY , the Prime Minister of India paid unscheduled visit producers

co-operative societies and stated there overnight .He was impressed by the social economic
changes brought milk co-operatives in Krishna district and desired to have a National level
organization to milk producers co-operative societies replicate anansin other part of the country.
Thus the National Dairy Development Board was set up under the empowerment of ministry of
agriculture and irrigation, Govt of India in Sep 1965 under the society registration act 1860 and
the Bombay trust act 1950.
The president of India nominates the board of directors including chairman, secretary;
National Dairy Development Board is the chief of the organization.
ANAND PATTERN DAIRY DEVELOPMENT:
The information Anand pattern of milk co-operative was launched with the organization
of Krishna district co-operative milk producer's union ltd. In this pattern the function of dairy is
milk procurement, processing and marketing are controlled by the milk producers themselves.
PLANNING INVESTMENT:
1. 33.43 Crores

4. 349.00 Crores

2. 247.53 Crores

5. 116.00 Crores

3. 187.00 Crores

6. 600.00 Crores
DAIRY INDUSTRY IN ANDHRA PRADESH

The program dairy industry was mooted with commendable help of the united national
international children's emergency fund, food and agriculture organization and freedom from
hunger company campaign Organization of the U.K. these organization insisted lot of the
establishment of the dairy units at hydria and vijayawada in 1967 and 1969 respectively, which
led to pioneer dairy development program in Andhra Pradesh? Later to set cooling and chilling
centers have been set up to feed these two gigantic units.
The government of Andhra Pradesh started dairy development corporation to interest of
milk producers and ensuring adequate supply of fresh milk at reasonable price to the urban
consumers as A.P.D.D.C ., come in to the existence on 2nd April 1974. A.P.D.D.C ., providing
employment to nearly 20 employees and organism easy many as 87 dairy units including seven

milk factories , 13 district dairies, 22 chilling centers , 18 cooling centers and 15 mini cooling
centers.
In addition to that the private units have been contributing their little mite in the
development of dairy industry M/s Hindustan milk foods that has started a malted milk product
factory in Rajamundry. Further to enhance working efficiency and to increase the turnover, the
government has constituted on autonomous dairy development corporation on the
recommendation measure the dairy industry improving towards massive milk production and
milk collection.
DAIRY DEVELOPMENT:
In 1960 pilot milk supply scheme was started in the state for the dairy development. Its
initial capacity was 100 liters a day at the time of starting. Now its daily collection increased to
11 lakhs liters per day. It is also working as alien between milk producers of the towns by
providing reasonable price to the producers to maintain stable market.

A.P.DAIRY DEVELOPMENT CO-OPERTIVE FEDERATION (A.P.D.D.C.F):
A.P.D.D.C.F was formed in October, in 1981 to implement operation flood-2 program
through active involvement of producers in organization milk production, procurements,
processing and marketing on "three-tier". Co-operative structure as per the national government
of India. The three-tier system consists of primary dairy cooperatives societies 13 village level,
cooperative unions at district level and federation at state level.
OPERATION FLOOD:
In our state operation flood was divided in three types "Anand level".
1. Village level

- D.C.S

2. District level

- M.P.C.V

3. State level

- A.P.D.D.C.F

OPERATION FLOOD PROGRAMME:

Indian dairy development corporation own the responsibility of implementations of
operation flood programs, which provides money assistance put 70% towards loans and 30% as
subsidy. National Dairy Development Corporation selected district of the state for
implementation of operation flood. It divided the districts into ten milk collecting mandals.
DISTRICT SELECTED UNDER OPERATION
District
Milk sheds/unions
Krishna
Krishna
Srikakulam
Vishaka
Vijayanagaram
Vishaka
Visakapatnam
Vishaka
East Godavari
Godavari
West GodavariGodavari
Chitoor
Chitoor
Kurnool
Kurnool
Cuddapah
Cuddapah
Nalgonda
Nalgonda
Rangareddy
Rangareddy
Medak
Medak
Nizamabad
Nizamabad

CHAPTER-III
COMPANY` PROFILE
ORIGIN & HISTORY:
Organization dairying in Krishna commenced in 1965 with integrated milk project
assisted by UNICEF. A milk conversation plan first of its on kind in south India was
commissioned in April 1969. The organization of dairy industry took basic changes beginning

with husbandry department; it was integrated with project (1960), dairy development (1991),
A.P.Dairy development cooperation (1974), A.P. dairy development cooperative federation
(1981).
Krishna district milk producers cooperative union got registered in 1983district have 450
organized dairy cooperative societies with 67000 member's producers. There are 340 producers'
association centers.
 COMPANY'S MISSION:
Farmer's prosperity through technical innovations and customer orientation with specific
focus on quality and cost.
 COMPANY'S VISION:
Dairying in the district to be the major instrument of strengthening rural economy & making
available safe milk and milk products.
SAILENT FEATURES:
1.
2.
3.
4.
5.
6.
7.

Daily average milk procurement: 163794 litres.
Turnover of business has reached to 200 crores.
Daily milk sales average reached to 1600001itres.
Obtained ISO 9001:2000, 14000 and H.A.C.C.P certification.
Earning profits and distributing bonus to its members
Paying RS.68 crores per year to farmer as cost of milk procured from them.
Strengthened the rural economy by avoiding middlemen and making available safe milk
and milk products to the consumer.
8. Provided self employment to the rural women.

COMPANY PRIDE:
o
o
o
o
o
o
o
o
o
o

First powder plant established in south India
Largest democratic functionary in the district serving the farming community
Having more than RS. 1000 crores grass root level production base.
Providing direct and indirect employment to people
First dairy to introduce five varieties of liquid milk.
Fist dairy to introduce liquid ice cream in tetra brick pack.
First dairy cooperative to introduce curd in cups in south India
First dairy to introduce butter milk and lassie in tetra brick pack
Annual turnover more than RS.121 crores with a continuous growth rate.
First dairy to introduce Basundi in cups and milk cake.

MILK – PROCUREMENT:
Milk is being procured twice a day from about 830 villages in the district organized
through 29 routes and 6 chilling centers besides getting raw milk directly to the factory from
certain villages in a radius of 50 km around Vijayawada. Among 480 centers, about 431 are
registered societies as under Anand pattern.
MILK PRODUCT FACTORY-VIJAYAWADA




DATA SPECIFICATION
Area occupied by the factory

27.3 acres

Value of factory building

400 lakhs

Money given by UNICEF

53 lakhs

Machinery
Investment on equipment



600 lakhs

Buildings
Opened on

11-4-1969

Workers

1538

Date of formation of union

6-7-1983

Date of transfer of management

8-2-1985

Of the union Annual turnover

60 crores

 Production power:
Milk
Ghee
Butter
Milk powder
Packet filling
Refrigeration capacity
Contracted maximum demand
Processing

500001ts/day
5 tonnes
7tonnes
4tonnes
160000packets/day
1.5tonnes
900 chilling
150000

 UNIQUE ACHIEVEMENTS:
 The company got ISO 9001 and ISO 14000 trademark for its quality of milk.
 The company recently made record sales of 1.64 lakh Its/day where as its previous sales
record was 1.45m lakh Its/ day.
S.W.O.T ANALYSIS


STRENGTHS

1. Milk production potential in Krishna district substantial.
2. Ability to handle highly perishable product milk.
3. Adequate infrastructure facilities available.
4. Availability of well experienced professionals.
5. Ability to meet any consumer demand for milk and milk products.
6. Ability to offer quality aseptic products with high profitability.
7. Established bondage with farmers.
8. Access to developmental funds and grants.
9. Access to other co-operatives.


WEAKNESSES
1. 1 High fixed costs occupyingl 5% of business turnover.
2. Milk and milk products are high priced using competitive edge.
3. Product manufacturing facilities are outdated due to lack of modern facilities.
4. Work culture not compatible with growing for customer service.
5. Employee's skills at various levels require upgradation.
6. Business systems and modern management culture is yet to be adopted.
7. Managers lack of business experience.



OPPORTUNITIES:
1. Increased purchasing capacity.
2. Rapid urbanization.
3. Growing food service sector.
4. Responsive state government.
5. Export opportunities for long life aseptic milk.
6. Responsive milk producer base.
THREATS:
 Intense competition in liquid milk market.
 Entry of organized private sector.
 Increasing competition for the marketable surplus milk in rural areas.
 Employee's resistance to change.

 SUCCESS STORY:
District Krishna is on the river rain track of Krishna a butting Bay of Bengal. Krishna District
is known for its quality cattle. In milk cattle population it ranks second in the state.
Organized dairying in Krishna commenced in 1965 with integrated Milk product assisted by
the UNICEF, a milk conservation plant 1.25 LL Pd was commenced in April, 1969 at
VIJAYAWADA. The dairy industry in the District had its beginning under state govt as part of
animal husbandry activity. It was integrated milk project (1960), dairy development department
(1971), Andhra Pradesh dairy development corporation (1974) and A.P. Dairy Development Cooperative Federation (1981).
Union collects milk from about 1 lakh milk producers covering 800 villages organized
through 20 routes. District union has 6 milk chilling centers one each operating at Pamarru,
Hanuman Junction, Veerankilock, Gudlavalleru, Chillakollu and Tiruvuru with total processing
capacity of 1,22 lakh Its/day.
It has milk products factory with the facilities to manufacture different milk products.
Milk Processing

2.5 lakhs Its/day

Milk Drying

22 MT/day

Butter

22 MT/day

Ghee

18 MT/day

The milk products factory at Vijayawada handles surplus milk from all coastal districts.
About 1.73 lakh kgs/day with peak touching 3.18 lakh kgs/day. The factory conserves fat in the
shape of white butter usually to the extent of 1000 MTs per year.
An Aseptic Packing Station (APS) was set up in the, Milk Products Factory to pack
50000 liters of long the milk (UHT MILK) per day. Union has also 2 cattle feed mixing plants
with a total capacity of 50 Mt/day.
 RANKING OF THE DISTRICT IN ANDHRA PRADESH:
Milk production

3rd

Processing

4th

Marketing

3rd

Krishna district has milk procurement ranging from 45000 kgs to 105000 kgs per day
from 1969 to 1998 District being buffalo concentrated has wide procurement fluctuations. The
District Co-operative Milk Union provides the following inputs to the farmers for increasing
milk production.


Premixed cattle feed.



Cattle insurance at 2/3 subsidies.



Veternity first aid facilities.



Fodder seeds at subsidized rates.



Animal vaccines & medicines at subsidize prices.



AI facilities.



Breeding bulls



Extension services.

 GROWTH OF THE FACTORY:
As an integral part of the above project the milk products factory, Vijayawada was
commissioned on 11-4-1969. The factory has got an initial handing capacity of 125000 liters in
the first stage with provision to handle 250000 liters milk in the second stage. It has crossed the

mark of 100000 liters in the very first year of its operation getting admiration form the UNICEF
officials.
The women has been playing a greater role in the rural dairying i.e. feeding of animals,
washing and milking etc To encourage this activity in an organized way the APDCFL of
foundation three district viz., Nalgonda, Krishna and Chittoor already 8 women co-operative
societies are organized and 200 new members have been enrolled a part from 1000 women
members enrolled in other societies.
 CHILLING CENTERS:
The milk products factory Vijayawada has set up 10 chilling centers which are given under
centre have been producing chilled milk for the composition of the various segments of the
consumers. Chilling centers are very useful to milk products factory following centers are in
Krishna District under the location of milk products factory, Vijayawada.
1. Pamarru
2. Hanuman Junction
3. Veerankilock
4. Gudlavalleru
5. ChillakoJdu
6. Tiruvuru
7. Gannavaram
8. Vuyyuru
9. Kaikaluru
10. Kankipadu
Town
Vijayawada
Machilipatnam
Gudivada
Total

No of selling booths
185
42
25
252

Daily sales(in liters)
68000
4000
1200
73200

 INFRASTRUCTURE AND FACILITIES:
Milk products factory Vijayawada is located on 27.3 acres of land which houses of dairy
plant, Aseptic packing station, Administration office, effluent treatment plant, electrical
substation and residential quarters.

Following are the facilities available in Milk products factory Vijayawada and its field centers.
A. Milk products factory Vijayawada:
S.NO
1
2
3
4
5
6
7
8

Name of the Facility
Milk processing
Milk drying
Ghee manufacturing
Butter manufacturing
UHT Milk packing
Milk packing
Go down space
Butter cold store

Unit
Lakh Its/day
MTs/day
MTs/day
MTs/day
Its/day
Its/day
MTs
MTs

Capacity
2.5
22.0
18.0
22.0
45000
200000
3000
500

Unit
Lts/day
Lts/day
Lts/day
Lts/day
Lts/day
Lts/day
Total

Capacity
50000
18000
18000
18000
12000
12000
128000

B. FIELD:
S.NO
1
2
3
4
5
6

Name of the Centre
MCC Pamarru
MCC Veerankilock
MCC Gudlavalleru
MCC Hanuman Junction
MCC Chillakallu
MCC Tiruvuru

7

No of computerized milk
Collection and testing centers
No. of bulk coolers operating
(planned to establish ten more)

25
6

9

DCS having electronic milk testers

450

10

No. of A.I centers

56

11

No. of V.F.A centers

240

12

No. of DCS Organized

630

13

No. ofMPAs

320

14

Exclusive women DCSs

103

15

Farmer members

118689

8

16

Women members

23347

17

No. of milk routes

35

18

No of DCS having its own buildings

400

C. CATTLE FEED:
S.NO

Name of the plant

Unit

Capacity

1

FMP Buddavaram

M.T.s/day

30.0

2

FMP Gudlavalleru

M.T.s/day

18.0

 MILK PROCESSING AND PRODUCTION:
Dairy Manager (I/c production) is heading the production division supported by four dairy
managers, 11 Asst. Dairy Managers and other production staff engaged in milk reception , milk
processing , Butter making, Ghee making , powder making bi- produc its manufacturing and
finished goods section. Production operations begin with milk reception at the dairy dock and
continued round the clock.
 MILK RECEPTION:
As soon as milk is arrived at the reception dock either through cans or tankers, the laboratory
authorities conduct all the platform / Bacteriological/ Chemical tests and after its quality
confirmation the milk is received and sent to storage.
 RAW MILK:
Milk products factory Vijayawada is directly connected by around 175 villages a radius of
around 50 kms around Vijayawada. The milk collected from these villages is collected directly at
milk products factory, Vijayawada for which it equipped with a can conveyer, an electrical
weighting machine, a dump tank and a straight through can washer with cleaning capacity of 600
cons per hr.

 Chilled Milk :
Cilled
centers

milk
and

other

received at the and after

from
stations

through

chilling

milk

tankers

is

receiving quality confirmation

from
laboratory

the

milk

is

sent for storage.
 MILK
PROCESSING
It has 12 storage
each

SECTION:
tanks each of 15000 Its. Four creams vats
of 5000 Its capacity. It is equipped

with 3 milk

pasteurizer
20000

of
Its.

Capacity /
hour

15000 Its /

hour

and 10000 Its/

hour

respectively. It

also

has

cream

with

pasteurizers
a capacity of

5000 Its/ hour. Altogether it has milk storage
capacity of four lakh Its.
OPERATIONS:
Separation of required quantity of whole milk to the extent of demand and with admixture of
whole milk /cream and skim milk in required proportions, milk is standardized according to their
composition and sent them to the packing or products manufacturing divisions.
 BUTTER SECTION:

It is equipped with three butter churns with drum capacity of 1500 Its each. The cream loaded
in the drums is churned for about three hours for separation of liquid butter milk from cream
after setting of butter; it was washed with chilled water to remove solids from it. The butter
formed is collected and sent back to processing section while the solids in liquid form of butter
milk is sent back to processing section for further usage.
 GHEE SECTION:
There are 7 ghee boilers in ghee section each with 1000 Its capacity in which butter is malted
for 3 hours at 120° c. After attaining satisfactory flavor, colour etc the ghee is pumped to ghee
setting tanks where it is allowed for eight hours for setting of sediment at the bottom of the tank.
There are settling tanks each 8000 Its capacity and two storage tanks each 3000 les capacity.
Then the ghee is clarified and filtered with fine filters. After obtaining satisfactory report from
lab authorities the final filtered ghee is packed in 51t, 21t, lit and 54 It etc. The total capacity of
ghee packing is 18.0 M.T per day.
 BI-PRODUCTS SECTION:
All the fresh milk products like butter milk, sweet lassie. Khova, paneer, yoghurt, milk cake are
manufactured and packed under strict hygienic and aseptic conditions in this section.
 POWDER SECTION:
It has two powder plants. An alia level makes single effects gravity flow milk evaporator
plant with drying capacity of 8. M.T s per day and another valcan level double effect gravity
flow milk evaporator plant with drying capacity of 14. M.TS per day are under operation. Fine
and superior quality ISI grade SMP is packed in 25 kg, 1 kg and Vi kg packs.
 MILK PACKING:
It has the capacity to pack 200000 Its of various varieties of milk per day. It is equipped with
eight sachet packing machines each capacity is 150 tubs per hour. Five varieties of milk in Vi It
sachets for direct consumers. Cans for institutions are being packed.
 ASEPTIC PACKAGING STATION (APS):

Special officer is heading the APS unit. The APS was established in 1988 with the financial
assistance of NDDB in the existing campus of milk products factory, Vijayawada with a total
outlay of 22 crores. Milk is treated in high temperature plant for 2-3 seconds at about 1400 C
under low pressure followed by rapid cooling. This enables milk to be free of micro organisms
which are liable to proliferate during storage. Tetra Brick is a compact, sterile; pilfer proof,
unbreakable and long shelf life pack that retains freshness and goodness of milk for 3-4 months.
 SALES AND MARKETING:
Dy.Director (S&M) is heading the sales and marketing wing supported by a sales manager
and three Asst. sales Managers with a network of 700 booths, 300 round the clock cold chain
parlors. The sales and marketing wing of the union functions round the clock for the distribution
and marketing of milk and milk production.
DISTRIBUTION NETWORK:
1) LIQUID MILK DISTRIBUTION:
Vijayawada city is divided into 24 zones. Each zone is connected by a separate milk route
operating both morning and evening to distribute the milk to the commission agents and cold
chain points.
2) PRODUCT DISTRIBUTION:
a) Local distribution with in the district: Through distributors, stockiest and retailers.
Products are delivered to these Distributors /stockiest /retailers.
b) Distribution to outside district: Through stockiest and EX-factory direct sales through
out the country.
 PERSONNEL AND HRD:
Personnel officer is heading the personnel department. HRD activities are carried out for the
benefit of the employees. It is looking after the service/ administration matter of the staff of this
union besides implementation of the following Acts for their welfare.
1.
2.
3.
4.

1 Industrial Dispute Act 1947
2 Payment of wages Act 1936
3 Minimum Wage Act 1948
4 Equal Remuneration Act

5.
6.
7.
8.

5 Gratuity 1972
6 Workmen Compensation Act
7 ESI Act 1948
8 Trade Union Act 1926 etc.,

FINANCE:
Sr. Accounts officer is heading the finance who is assisted by four Asst. Account
Superintendent and finance staff. The union has started its operations independently from 8-021985 on wards after taking the fixed assets from the state federation at their book values as on
that date.
 SHARE CAPITAL:
Authorized share capital Rs. 500 lakhs. The unions paid up share capital at present are Rs.
106.24 lakhs and Rs. 31.87 lakhs are share suspense waiting for conversion.
 LONG TERM LOANS:
The National dairy development board has provided loans to the union under O.F.2/3
program for capital projects in the union total R.s707.20 lakhs was financed for various projects
to the union under70:30 loans cum grant basis.

 ORGANIZATIONAL STRUCTURE:
STAFF POSITION:
Managing Director
1
Deputy Director
2
Sr. Accounts officer
1
Dairy Managers
6
Asst. Dairy Engineers
2
Quality Control Officers
1
Asst. Dairy Manager
15
Fodder Development Officers 1
Junior Engineers
4
Technical Staff
58
Transport
30

Finance
Administration
Field Staff
Others (Non Technical)
TOTAL

20
70
55
304
570

CHAPTER-IV
THEORETICAL FRAMEWORK

INTRODUCTION
Training refers to the teaching/learning carried on for the primary Purpose of
helping members of all origin to acquire and apply the Knowledge, skills, abilities and
attitudes needed by that organization.

Training is the short-term process utilizing a systematic and organized procedure
by which non-managerial personnel learn technical knowledge and skills for a definite
purpose. Training enables employees to develop and rise within the Organization and
increase their “Market Value” earning capacity and job Security.

Meaning:
Training is the act of increasing the knowledge and skills of an Employee for
doing a particular job. In other words, training improves, Changes, moulds the employees
knowledge, skills behavior aptitude and attitude towards the requirement of the job and
organization.
Thus, training bridges the difference between job requirement and employees
present.

IMPORTANCE OF TRAINING:
The importance of Human resource management to a large extent Depends on
Human Resource development. Training is the most important technique of Human
Resource development.
As stated earlier, no organization can get a candidate who exactly Matches with
job and the organizational requirements. Hence, training is Important to develop the
employee and make him/her suitable to the job.
Job and organizational requirement are not static, they are changed from time to
time in view of Technological Advancement and change in the awareness of the total
quality and productivity management (TQPM).The objective of the TQPM can be
achieved only through training. As training develops human skills and efficiency. Trained

employees would be a valuable asset to an organization. Organizational efficiency,
productivity progress and development to a greater can also be achieved through training.
Training is important as it constitutes significant Part of management control.
The increasing competition, among other things increased the significance of
training. Training matches the employee with the job from Time to time. Further, the
trained employees invite organizational change And ready to take up any type of
assignment. The success of any Organization, to greater extent depends on the amount,
qualitative and Timely training provided by an organization. Further, the importance of
training can also be viewed from the need for training and the advantages of training .

NEED FOR TRAINING:
A program of training becomes essential for the purpose of meeting the specific
problems of a particular organization arising out of the introduction of new lines of
production, changes in design, the demand of competition and economy etc.,
Therefore the following are the basic needs of Training.
 To increase productivity.
 To improve quality.
 To help a company to fulfill its future personal needs.
 To improve organizational climate.
 To meet technological advance.

Training Policy:

Every company or organization should have established training policy. such a
policy represents the top management’s commitment to the training of its employees and
compromise rules and procedure governing the standard of scope training.
A training policy is considered necessary for following reasons:
 To improve suitable opportunities to the employee for his own betterment.
 To discover critical areas where training is to be given on a priority basis.
 To indicate a company’s intention to develop its personnel.
 To provide guidance in framing and implementation of programs.
TRAINING INPUTS
SKILLS:
Training an employee for a particular skill is undertaken to enable the employees
to be more effective on the job.
Attitude:
Training programs in industry are aimed at moulding employee attitudes to
achieve support for company activities and greater loyality.
Knowledge:
Training aimed at imparting knowledge to employees in the organization provides
for understanding of all the problem of modern industry knowledge for managerial
personnel may be related to complexity of problem in organizing, placing. Directing and
controlling

Training objectives:
Generally Line mangers ask the personnel mangers to formulate the training policies.
The personnel managers formulate the following Training objectives in keeping with the
company’s goals and objectives.
 To prepare the employee both new and old to meet the present as well as the
changing requirements of the job and the organization.
 To prevent obsolescence
 To impart the new entrants the basic knowledge and skill they need for an
intelligent performance of definite job.
 To prepare employees for higher level tasks.
 To build up a second line of competent officers and prepare them to occupy more
responsible positions.
 To develop the potentialities of people for the next level job.
 To ensure smooth and efficient working of a department.
 To ensure economical output of required quality.
 To promote, individual and collective morale, a sense of responsibility ,
cooperative attitudes and good relationships.
 To broaden the minds of senior mangers by providing them which opportunities
for an interchange of experiences within and outside with a view correcting the
narrowness of outlook that may arise from over specialization.
 To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques.

TRAINING METHODS:

The training Programs are classified into two types are
1. on the job methods.
2. off the job methods.
1) On the Job Methods:
This type of training also known as job instruction training. Is the most commonly
used method under this method, the individual is placed on a regular job and taught the
skills necessary to perform that job. The trainee learns under the supervision and
guidance of a qualified worker or instructor. On the job training methods include job
rotation, coaching, job instruction and committee assignment.

a. Job rotation: the type of training involves the movement of trainee from on job to
another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different hob assignments.
b. Coaching: the trainee is placed under a particular supervisor functions as a coach
in training the individual. The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for improvement.

c. Job instruction : This method is also known as training through step by step.
Under this method, trainer explains the trainee the way of doing the job, job
knowledge and skills and allows him to do the job.

d. Committee Assignments : Under this method, group of trainees are given and
asked to solve an actual original problem. The trainees solve the problem jointly, it
develops team work.

2 ) Off the job methods : Under this method of training, trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job performance since
the trainee is not distracted by the job requirements. He can place his entire concentration
on learning the job rather than spending his time in performing it.
Vestibule Training: - In the method, actual work conditions are simulated in a class
room. Materials files and equipment those are used in actual job performance are also
used in training.
Role Playing: - It is defined in imaginary situations. This that involves realistic behavior
in imaginary situations. This method of training involves action, doing and practice, the
participations play the role of certain characters such as the production manager,
mechanical engineer, maintenance engineers, quality control inspectors, foreman,
workers and the like.
Lecture Method: - The lecture is a traditional organizer the material and instruction. The
instructor organizes the material and gives it to a group of trainees in the form of a talk.
An advantage of lecture method is that it is direct and can be used for a large group of
trainees.

Conference of Discussion: - It is a method in training the clerical, professional and
supervisory personnel. This method involves a group of people who pose ideas, examine
and share facts, ideas and data, test assumptions and draw conclusions, all of which
contribute to the improvement of job performance.
Programmed Instruction: - In recent years this methods has become popular. The subject
matter to be learned is presented in a series of carefully planned sequential units. These
units are arranged from simple to more complex levels of instruction. The trainee goes
through these units by answering questions or filling the blanks.

Need of training in KCP:
The purpose of training in KCP .is to develop the abilities of the individuals and to
satisfy the current and future manpower needs of the organization. The aim of providing
training to the employees in KCP .is:
 To see that skills and knowledge of all employees in the company should cope up
with the latest technology and development.
 To enable to do the job in more effective way to reduce time, supervisory time,
waste, and spoiling or raw material.
 To increase the employee’s level of performance through instructions, which
directly leads to increase in productivity and company’s profit.
 To prevent the industrial accidents this ultimately leads to safer work environment.
 To improve the quality and avoid the operational mistakes.

 To meet the needs of human resources within organization when the need arises.
AREAS OF TRAINING AT KCP :
A) Induction Training:
It is process of training the new employees about the organization personnel policies
and procedures and its core values, indicating to them the standards of performance
expected in such as quality and customer service and spelling out requirement for
flexibility.
B) Training in Skills:
In KCP .training in skills is undertaken to enable the employee about the changed
techniques and improvements affected the old methods, keeping in view training is given
to.
i)

Unskilled Workers:
Unskilled workers in the company are given training in improved methods of
handling machines and materials to reduce the cost of production and wastage
and to do the job in the most economical way.

ii)

Semiskilled Workers:
Training to semiskilled workers is given to cope up with the system of the
industry arising out of the adoption of latest machineries and technical Process.

iii)

Skilled Workers:
Training to skilled workers in the company is given to the system of
apprenticeship particularly useful for such trades in industry which requires
highly sophisticated skills.

c)

Supervisory Training:
The training programs for supervisor in KCP .are under taken to enable the
supervisors to cope up with increasing demands of the company in what they
are employed and to ensure their technical competence with increasing
demands of the company in what they are employed and to ensure their
technical competence with a view to understand all about operations in which
their workers participate.

D) Managerial Training:
Training is given to all managerial to given them a wide in plant experience like
holding of staff meetings. Visits to other industrial units. Participation in work with other
departments. And they are generally given training in leadership qualities, appraisal of
employees and their rating and the maintenance of personal records.
E) Apprentice Training:
Apprentice training is provided and some technical training to the workers in order
that the employment opportunity enhanced and the Duration of apprenticeship training is
one year and the fields offered are electricians, welders, machinists etc.
F) Sales Department:
Training is given to all the employees of sales department to know the nature and
quality of product and also in handling the customers.
G) Administrators Department:
In KCP .Employees like typist clerks, accountants EDP persons. Stenographers
are given training in their respective fields either in house or out door.

Training Process in KCP

Assessment of Training needs
Calendar
Plan the training program
Techniques-Location-Trainers
Feedback
Training Record
Training Effectiveness form
The process of training the employees in KCP .involves six steps and it maintains the
records regularly to continue the process these records are maintained by the HRD & IR
officer.
The steps are as follows:1. Assessment of Training needs:The process first begins with assessing the employees in order to find out where
they are lacking in perfection. This process is carried out by sending ATN forms to
all the departments which is filled by the HRD &IR manager (personal

department) evaluates the filled forms and identifies the need for training of the
employee in their respective field.
2. Calendar:
As soon as the training need is identified or discovered in a particular department,
the number of workers belonging to different departments are divided into
different batches according to their respective fields and entered into the monthly
calendar which consists of:
SL No., Date, Time, Venue, Duration, Topic, Entry level.
3. Plan the training programs:
This is developed to meet the needs and objectives by using the right combination
of training techniques, location and the trainers.
4. Feed Back:
Once the training programme is conducted feedback form are sent to the
department head in order to make the forms to be filled by the workers who
availed training in their respective fields in order to know what has learnt and also
learners are able to do after the training programme.
5. Training Record:
This record is maintained in order to know the actual number of training
programmes conducted and the number of training programmes attended by the
employees either on functional or development and duration of the programmes,
faculty and also consists of profile of the employee.

CHAPTER-V
DATA ANALYSIS
1. Is your training requirement identified and defined.

Table no: 1
SL No

Opinion

1
2
3

Yes
No
Don’t Know
Total

No of

%of

Respondents

Respondents

90
10
100

90%
10%
100%

GRAPH
Yes
No

Interpretation:
From the above data it is clear that 90% of the respondents are expressed
that the training requirement is identified and 10% said that it is not
identified.
2. What method you suggest will be better for training ?
a) On the job

b)off the job

c)Both

Table no : 2
S. no

Opinion

1
2
3

On the job
Off the job
Both
Total

No of

%

Respondents

Respondents

20
20
60
100

20 %
20 %
60 %
100 %

of

Graph no: 2

GRAPH
70
60
50
40
30
20
10
0

No of Respondents

On the job

Off the job

Both

Interpretation: Form the above data it is evident that the 60 % of the respondents are in favor of
both the methods., 20 % suggested on the job method and 20 % suggested on off
the job method
3 ) How often the training programs are being arranged.
A ) Regularly B ) Very often c ) OAI

To scope up with the advancement in technology the organization have to
conduct the training intervals so this point is based to know at what intervals the
training programs are being conducted in the organization.
Table no : 3
Based on frequency and arrangement of training programs.
Sno

Opinion

1
2
3

Regularly
Very often
Only

No of

%

Respondents

Respondents

60
24
after 16

induction
Total

100

of

60 %
24 %
16 %
100 %

Interpretation :
From the above table we can see that.
 60 % of the respondents said that training program is being arranged
regularly.
 24 % of the respondents said that training programs are arranged very often.
 16 % said that training programs are conducted only after induction.

From the above data its clear that 60 % of the respondents said that training
program are being arranged regularly.
How often the training programs are being arranged.

GRAPH
70
60
50
40
30
20
10
0

No of Respondents

4 ) By what methods, you have been given training.
A ) on the job B ) off the job c ) Both.

As different jobs exists in the organization so according to the job the
training method should be there. So, this point concentrates on to know through
which method the training has been given.
Table no : 4
Based on the adopted methods for training.
SL No

1
2
3

Opinion

On the job
Off the job
Both
Total

No of

%

Respondents

Respondents

8
12
80
100

8%
12 %
80 %
100 %

of

Interpretaion:
From the above table we can see that.
 80 % of employees said they are given training in both the methods.
 12 % of employees said they are given training by off the job method.
 8 % of the respondents are expressed that the training is given by the method
of on the job method.

From the above data it is clear that, 80% of respondents are said that the training
is given by both the methods.
By what methods, you have been given training.

GRAPH
100
80
No of Respondents

60
40
20
0
On the job

Off the job

Both

5 ) How often you are maintaining the records of which you are learning.
A ) Regularly B ) Very often c ) Not maintaining

To know whether the employees are maintaining the records are not when
they are leaving.
Table No 5 :
Maintaining the records of methods of learning.
SL No

1
2
3

Opinion

Regularly
Very often
Only
induction
Total

No of

%

Respondents

Respondents

20
76
after 4
100

of

20 %
76 %
4%
100 %

Interpretation : From the above table we came to know that.
 76 % of employees are regularly maintaing the records.
 20 % of employees are regularly maintaing the records.
 4 % of employees are not regularly maintaing the records.
From the above data we can say that 76 % of employees are not regularly
maintaining the records.
How often you are maintaining the records of what you are learning.

GRAPH
80
70
60
50
40
30
20
10
0

No of Respondents

6 ) How do you find your performance, after training.
A ) Improved B ) Not Much C ) Stable

To know whether the employees are self assessing their performance after
training or not.
Table no 6 :
Based on the evaluation of post training performance in the organization .

SL No

Opinion

1
2

Improved
Not

3

improved
Stable
Total

No of

%

Respondents

Respondents

84
much 16
100

Interpretation : From the above table we can see that

84 %
16 %
100 %

of

 84 % of the respondents are saying that their performance is improved after
the training.
 16 % of the respondents are saying that their performance is not much
improved .
From the above data we observe that 84 % of the respondents are saying that
their performance is improved after that training.
How do you find your performance, after training.

GRAPH

Improved
Not much improved

7 ) Does training improve the job knowledge and skills at all levels of the
organization.

A ) Yes

B ) No

C ) Don’t know

To know from the employees that whether the training improves the job
knowledge and skills at all levels of the organization.
Table no : 7
Based on the impact of training on job knowledge and skills at all levels :
SL No

Opinion

1
2
3

Yes
No
Don’t know
Total

No of

%

Respondents

Respondents

76

76 %
24 %
100 %

24
100

of

Interpretation :  76 %

of total

respondents are saying that training improves the job

knowledge and skills.

 24 % of respondents said that they don’t know.
From the above data we can say that 76 % of the respondents havfe expressed
that the training improves the job knowledge and skills.
Training improves the job knowledge and skills at all levels of the organization.

GRAPH

Yes
Don’t know

8) After the training, how will be the behavior other employees towards each
other.
A) Excellent B) Good

C) Satisfactory

To know how the inter personal relations are existing in the orgainzation. If
the inter personal relations are existing in the company then the employees are
satisfied or not.
Table No : 8
The behavior of employees towards each other.
Sno

Opinion

1
2
3

Excellent
Good
Satisfactory
Total

No of

%

Respondents

Respondents

50
34
16
100

50 %
34 %
16 %
100 %

of

Interpretation :
From the above table we can see that
 50 % of respondents said that after training behaviour of employees towards
each other excellent.
 34 % of respondnets said that the relations are satisfactory.
 16 % respondents said that the relations are satisfactory.
Half of the employees are i. e. 50 % are expressed that the relations are
excellent.
After the training how will be the behavior of employees towards each other.

GRAPH
60
50
40

No of Respondents

30
20
10
0
Excellent

Good

Satisfactory

9) How is the guidance from your trainers while training.
A) Excellent B) Good C ) Satisfactory

To know whether the trainers are guiding while training or not. If they are guiding
what is the satisfaction levels of trainees.
Table No 9 :
Guidance from the trainers while training.
SL No

1
2
3

Opinion

Excellent
Good
Satisfactory
Total

No of

%

Respondents

Respondents

56
40
4
100

56 %
40 %
4%
100 %

of

Interpretation :
From the above it is evident that
 56 % of respondents said that the guidance is excellent.
 40 % of respondents said that the trainer’s guidance is good.
 4 % of respondents expressed that the trainers guidance is satisfactory.
From the above data it is evident that 56 % of employees are expressed that the
trainers are excellent.
How is the guidance from your trainers while training

GRAPH
60
50
40

No of Respondents

30
20
10
0
Excellent

Good

Satisfactory

10) Training helps to analyze the problems and to solve them.
A) Yes B ) No

C ) Don’t know

To know whether the training helps to solve the problems.
Table no : 10
Based on the impact of training analysis and solving of problems.
SL No

1
2
3

Opinion

Yes
No
Don’t know
Total

No of

%

Respondents

Respondents

70

70
30 %
100 %

30
100

of

Interpretation : From the above table we can see that.
 70 % of total respondents are saying that training helps to analyze problems
and to take appropriate actions.
 30 % of respondents said that they don’t know.
70 % of total respondents are saying that training helps to analyze problems
and to take appropriate actions.
Training helps to analyze the problems and to solve them.

GRAPH

Yes
Don’t know

11) Does training improve the relationship between Boss and Subordinate.
a) Yes

b) No

c) Don’t know

To know whether the training improves Boss and Sub-ordinate relationship or Not.
Table no 11
Training impact on Boss and Sub-Ordinate relationship
Sno

Opinion

1
2
3

Yes
No
Don’t know
Total

No of

%

Respondents

Respondents

68
08
24
100

68 %
08%
24 %
100 %

of

Interpretation:
From the above tables it is clear that.
 68% of respondents said that training improves the relationship between
Boss and Sub-ordinate.
 24% of respondents said that they don’t know
 8% of respondents said that training does not improve the relationship.
68% of respondents said that training improves the relationship between Boss
Sub-ordinate.
Does training improves the relationship between Boss and Sub-ordinate

GRAPH
80
70
60
50

No of Respondents

40
30
20
10
0
Yes

No

Don’t know

12) How is the procedure which is being used for getting feedback after
training?
a) Excellent

b) Good

c) Satisfactory

As knowing the feedback is the most great thing to know the satisfaction levels of
employees after training
Table no 12
Effectiveness of procedure adopted after training
Sl no

Opinion

E
2
3

Excellent
Good
Don’t know
Total

No of

%

Respondents

Respondents

76
20
4
100

76 %
20%
4%
100 %

of

Interpretation:
From the above clear that.
 76% of total respondents said the feedback is excellent in the organization.
 20% of the respondents said that the feedback is good.
 4% of the respondents are satisfied with the feedback.
From the above data it is observed that 76% of the respondents expressed that
the feed back is excellent.

The procedure, which is being used for getting feedback after training.

GRAPH
80
70
60
50

No of Respondents

40
30
20
10
0
Excellent

Good

Don’t know

13) Does the training helps employees adjust to change.
a) Yes

b) No

c) Don’t know

As changes certain the organization’s employees have to change according
to the change so this point covers. To know whether the training helps the
employee adjust according to changes or not.
Table no .13
Training and its impact on change management.
Sl No

Opinion

1
2
3

Yes
No
Don’t know
Total

No of

%

Respondents

Respondents

45
35
24
100

45%
35%
24%
100 %

of

Interpretation:
From the above table it is inferred that.
 45% of respondents said that training helps them to adjust to change .
 25% of the respondents said NO 20% of respondents said that they don’t
know .
 It is concluded that.
 45% respondents said that training helps then to adjust changes.

Does the training helps employees adjust to change.

GRAPH
50
45
40
35
30
25
20
15
10
5
0

No of Respondents

Yes

No

Don’t know

14) Does training helps a person to handle stress, tension and conflict.

a) Yes

b) No

c) don’t know

To know from the employees the impact of training over stress.
Table no.14
Training and its assistance in handling stress, tension and conflict.
Sl No

Opinion

1
2
3

Yes
No
Don’t know
Total

No of

%

Respondents

Respondents

52
08
40
100

52%
08%
40%
100 %

of

Interpretation:
From the above table it is clear that.
 52% of respondents said that training helps a person to handle stress.
 40% of respondents said No.
 8% of the employees are expressed that No.

The above data mentions that 52% of the employees said that training helps a
person to handle stress.

Training helps a person to handle stress, tension and conflict.

GRAPH
60
50
40

No of Respondents

30
20
10
0
Yes

No

Don’t know

15) Does training helps in understanding and carrying out organizational
policies
a) Yes

b) No

c) don’t know

To know whether the training program helps in understanding and to cary
out organizational policies.
Table no.15
Training and its support in understanding and carrying out its Organizational
policies.
SL No

1
2
3

Opinion

Yes
No
Don’t know
Total

No of

%

Respondents

Respondents

75
25
100

75%
25%
100 %

of

Interpretation:
From the above table it is evident that.
 75% of total respondents said that training helps in understanding the
original policies.

 25% said that they don’t know.

The above data is clear about that 75% of total respondents said that training
helps in understanding the original policies.
Does training helps a person to handle stress, tension and conflict.

GRAPH

Yes
Don’t know

16) Are you satisfied with the training programs, which you have gone
through?
a) Very much satisfied

b) Satisfied c) Not much

To know the satisfaction of respondents after under going training program.
Table no 16.
Based of the Satisfaction of trainees about the training programme.
SL No

Opinion

1

Very

2
3

satisfied
Satisfied
Not much
Total

No of

%

Respondents

Respondents

much 34
46
20
100

of

34 %
46%
20%
100 %

Interpretation:
From the above table it is clear that.
 46% of the respondents are satisfied.
 34% of the employees are very much satisfied.
 20% of the respondents said that the satisfaction with the training is not
much.
The above data is evident about the 46% of the respondents are satisfied.

Satisfaction with the training programs, which you have gone through.

GRAPH
50
45
40
35
30
25
20
15
10
5
0

No of Respondents

FINDINGS:

1. The training programs are arranged regularly in the organization.
2. In the organization both on the job and off the job are followed.
3. In the organization training requirement is identified and defined.
4. Employee performance after training is improved.
5. The guidance from trainers while training is excellent.
6. The feedback after training is excellent.
7. Most of the respondent expressed that training improves the job knowledge
and skills.
8. The employees feel that training improves the relationship between Boss and
Subordinate.
9. The employees feel that training helps to understand the original policies.
10.Majority of employees feels that training makes the organization a better
place to work.

SUGGESTIONS

1. It is better if the management take’s actions for the improvement of the
behavior of the employees towards each other the training.
2. It is better if the management conducts the training programs regularly.
3. It is suggestive that training may helps the employees in order to overcome
stress.
4. It might be better if the organization find’s the reason behind it and take
actions to improve the satisfaction of employees regarding the training.
5. Training in a specific method is not sufficient in fulfilling the required
training needs in the organization.

QUESTIONNAIRE & BIBLOGRAPHY

Questionnaire

1) Is your training requirement identified and defined?
a) Yes

b) No

c) don’t know

2) Method you what for training? suggest will be better
a) On the job

b) off the job

c)Both

3) How often the training programs are being arranged?
a) Regularly

b) Very often

c) OAI

4) By what methods, you have been given training?
a) On the job

b) off the job

c) both

5) How often you are maintaining the records of which you are learning?
a) Regularly

b) very often

c) Not maintaining

6) How do you find your performance, after training?
a) Improved

b) Not much

c) Stable

7) Does training improve the job knowledge and skills at all level of the
organization?
a) Yes

b) No

c) don’t know

8) After the training, how will be the behavior of other employees towards
each other?

a) Excellent

b) good

c)Satisfactory

9) How is the guidance from your trainers while training?
a) Excellent
10)

c) Satisfactory

Training helps to analyze the problems and to solve them?

a) Yes
11)

b) good

b) No

c) don’t know

Does training improves the relationship between Boss and Sub-

ordinate.
a) Yes
12)

b) No

c) Don’t know

How is the procedure, which is being used for getting feedback after

training?
a) Excellent
13)

b) No

c) don’t know

Does training helps a person to handle stress, tension and conflict?

a) Yes

15)

c) satisfactory

Does the training helps employees adjust to change?

a) Yes
14)

b) good

b) No

c) don’t know

Does training helps in understanding and carrying out organizational

polices?
a) Yes

b) No

c) don’t know

16)

Are you satisfied with the training programs, which you have gone

through?
a) Very much satisfied
17)

b) satisfied

c) not much

Does the training program makes a useful contribution to organization

by encouraging people to perform better?
a) Yes
18)

b) some extent

c) no

Does training make the organization a better place to work and live?

a) Yes

b) No

c) don’t know

BIBLOGRAPHY

1. Personal Management

C.B MAMORIA
S.V. GANKAR

2. Personal Practice of
Management

L.M. PRASAD

3. Personal and Human
Resource Management

P.SUBBA RAO