effectiveness of training (riya bhatia) (2)
TRANSCRIPT
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
1/77
ON
Effectiveness of trainingIN
Britannia INDUSTRIES LIMITED
PLOT NO.1; SECTOR -1 INDUSTRIALSTATE,
PANTNAGAR,RUDRAPUR(U.S.NAGAR)
FORTHE PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE
DEGREE OF MASTER OF BUSINESS ADMINISTRATION (2010-12)
SUBMITTED TO: SUBMITTED BY:
MS. NEHA AGARWAL RIYA BHATIA
(FACULTY OF MANAGEMENT) MBA II SEM
ROLL NO.- 010290500050
SARASWATI INSTITUTE OF MANAGEMENTANDTECHNOLOGY
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
2/77
ACKNOWLEDGEMENT
I take this opportunity to express my profound and sincere gratitude to
SARASWATI INSTITUTE OF MANAGEMENT AND
TECHNOLOGY,RUDRAPUR for providing me with the opportunity to
explore the corridors of the corporate world and gather invaluable
information and practical experience via sung training project in human
resource .
I express my sincere gratitude Mr.ShekharSinha (HR Manager,
BRITANNIAPVT LTD, RUDRAPUR, UTTRAKHAND) for his guidance
during the course of my training. I am highly indebted and appreciate his
relentless and valuable support, and the creative inputs given for the
completion of my summer training. Words are insufficient to express my
gratitude towards MR. MOHD. ALI JINNAH (director). I would like to give
my heartily Thanks to Mrs. POOJA JOHRI, (head of management department),
who permitted me for the same. I am very thankful to Ms. Neha Agarwal, (my
project guide), who helped me at every step whenever needed.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
3/77
PREFACE
The project report in based on my industry Training in BRITANNIA PVT
LTD,SIDCUL, PANTNAGAR, RUDRAPUR,producing biscuits under the
brand name BRITANNIA.
The summer -training is to acquaint the study with the real life situation of the
organization.
The most valuable critical aspect of any organization is dealing with its
financial matters. Fulfillment of legal requirements and maintaining timely
and proper accounts and preparing budgets are some of the critical and
complex part of finance department's duties. Maintaining cash and handling
funds is also important for the survival and growth of any organization
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
4/77
STUDENT DECLARATION
I hereby certify that the work which is being presented in the project
entitled, EFFECTIVENESS OF TRAINING IN BRITANNIA In
partial Fulfillment of the requirements for the award degree of Master
of Business Administration (MBA) course, SARASWATI INSTITUTE
OF MANAGEMENT AND TECHNOLOGY (Affiliated to
UTTRAKHAND TECHNICAL UNIVERSITY, DEHRADUN), is anauthentic Record of my own Work carried out under the supervision of
Mr. SHEKHER SINHA (H.R.Manager In Britannia, Rudrapur) and Mr.
Rakesh Vohra (training Head in Britannia, Rudrapur).The matter
presented in this Project Report has not been submitted by me for the
Award of any other degree of this or any other University.
Supervisor sign Student sign
Ms.Neha Agarwal Riya Bhatia
HOD
Mrs. Pooja johri.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
5/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
6/77
CERTIFICATE OF COMPANY
This is to certify that the project work done on EFFECTIVENESS OF
TRAINING PROCESS IN BRITANNIA submitted to Saraswati; Rudrapur
by Riya Bhatia in partial fulfillment of requirement for the award of degree of
MBA is a bonafied work carried out by her under my supervision and
guidance. This work has not be been submitted anywhere else for other
degree/diploma. The original work was carried during in Britannia.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
7/77
CERTIFICATE OF COLLEGE
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
8/77
LIST OF CONTENT
CHAPTER ARRANGEMENT
CHAPTER-1
INTRODUCTION OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS OF THE STUDY SCOPE OF THE STUDY
CHAPTER-2
INDUSTRIAL PROFILE COMPANY PROFILE
CHAPTER-3
FINDING DATA ANALYSIS AND INTERPRETATION
CHAPTER-4
CONCLUSION SUGGESTION & RECOMMENDATION BIBLIOGRAPHY QUESTIONNAIRE
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
9/77
CHAPTER -1
INTRODUCTION
Training is a means of communicating new knowledge and skills and
changing attitudes. It can raise awareness and provide people with the
opportunity to explore their existing knowledge and skills. There are many
different kinds of training for many different audiences, including service
providers and service users. This newsletter concentrates on planning,
preparing, delivering and reviewing training sessions designed for employees
like health workers.
Training is the process of bringing a person to an agreed Standard of skill bypractice and instruction. Another definition is a trainer and Participant
working together to transfer information from the trainer to the Participant, todevelop the participants knowledge, attitudes or skills so they can performwork tasks better.
The term training refers to the acquisition ofknowledge, skills, and
competencies as a result of the teaching ofvocational or practical skills and
knowledge that relate to specific useful competencies. It forms the core of
apprenticeships and provides the backbone of content at institutes of
technology (also known as technical colleges or polytechnics). In addition to
the basic training required for a trade, occupation or profession, observers of
the labor-market[who?]
recognize as of 2008 the need to continue trainingbeyond initial qualifications: to maintain, upgrade and update skills
throughout working life. People within many professions and occupationsmay refer to this sort of training as professional development.
http://en.wikipedia.org/wiki/Knowledgehttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Competence_(human_resources)http://en.wikipedia.org/wiki/Vocational_educationhttp://en.wikipedia.org/wiki/Apprenticeshiphttp://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Trade_(profession)http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Professionhttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Careerhttp://en.wikipedia.org/wiki/Professional_developmenthttp://en.wikipedia.org/wiki/Professional_developmenthttp://en.wikipedia.org/wiki/Careerhttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Professionhttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Trade_(profession)http://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Apprenticeshiphttp://en.wikipedia.org/wiki/Vocational_educationhttp://en.wikipedia.org/wiki/Competence_(human_resources)http://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Knowledge -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
10/77
Management Games / Role Plays:
Management Games & Role Plays help to bridge the gap between "Knowing
& Doing", "Insight & Action" thus pushing you to hear more, see more, feelmore and act more. The participants are thus aligned with the concepts being
taught and feel more alive as the exercise inspires enthusiasm for learning.
The exercises are designed to involve all types of learners:
Visual
Auditory
Kinesthetic
Experiential Learning:
Our Outdoor Experiential Learning Division has been designed to tackle
some of the most pressing issues in organizations.
The objective of Outbound Training is to focus on the overall physical andmental development of the trainee through experiential approach towards
education. There has been tremendous growth in outdoor education during
the last few years due to its immediate results and continued effectiveness.
In our residential outdoor training programs, we replace the participants
typical home or work environments and take them on a journey into the
nature, where the earth, skies and mountains serve as their black boards and
power point presentations are replaced by self serving physical and mentalassignments. The outdoor experience is a key condition for outdoor activities
to become learning experiences; the unfamiliar environment facilitates
participants in developing new perspectives about themselves and their
normal environments.
Training is a set of a systematic processes designed to meet learning
objectives related to trainees' current or future jobs. These processes can be
grouped into the following phases; needs analysis, design, development,
implementation, and evaluation.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
11/77
Training is to make sure the availability of a skilled and willing workforce to
an organization. Training involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviours to enhance
the performance of employees. It aims at helping the workers to work better
in a more meaningful manner, physically, socially, morally, economically
and intellectually.
A significant definition describes training as the acquisition ofknowledge,skills, and competencies as a result of the teaching ofvocational or practical
skills and knowledge that relate to specific useful competencies. It forms the
core ofapprenticeships and provides the backbone of content at institutes of
technology (also known as technical colleges or polytechnics). In addition to
the basic training required for a trade, occupation or profession, observers ofthe labor-market
[who?]recognize as of 2008 the need to continue training
beyond initial qualifications: to maintain, upgrade and update skillsthroughout working life. People within many professions and occupations
may refer to this sort of training as professional development.
In todays environment of increased accountability, the training evaluation
process is a critical component ofan organizations training program.
Organizations administering the -program not only are accountable for what
employees learn, they also are accountable for ensuring that employees
transfer their knowledge to their work performance. While traditional training
evaluation methods focus on using the assessment process to improve
training delivery, information should also be collected to determine whether
training is assisting the organization to improve its business performance
Training Evaluation Approach
Evaluation methods should be determined based on the goals of the trainingprocess and should meet the demands of the various stakeholders involved.
Every organization has multiple stakeholders and not everyone within the
organization has the same information needs. Typically, organizational
stakeholder groups include the training department, employees and businessunits. Their information requirements fall into two categories: whether the
http://en.wikipedia.org/wiki/Knowledgehttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Vocational_educationhttp://en.wikipedia.org/wiki/Apprenticeshiphttp://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Trade_(profession)http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Professionhttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Careerhttp://en.wikipedia.org/wiki/Professional_developmenthttp://en.wikipedia.org/wiki/Professional_developmenthttp://en.wikipedia.org/wiki/Careerhttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Professionhttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Trade_(profession)http://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Institute_of_technologyhttp://en.wikipedia.org/wiki/Apprenticeshiphttp://en.wikipedia.org/wiki/Vocational_educationhttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Knowledge -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
12/77
competencies have been learned and whether the learning has been applied
toward improved performance.Assessment of Competency Learning
The assessment of competency learning, whether the training material has
been learned, is best conducted at the individual level. It is at the individuallevel that organizations are able to assess employees reactions and increased
understanding. Reactions are important because, if students react negatively
to a course, they are less likely to transfer what they learned to their work.
Increased understanding in terms of new or improved knowledge, skills and
abilities is the primary aim of a training event.The training department requires information about competency learning to
determine the effectiveness of training delivery and approach. Data
concerning the overall effectiveness of training procedures, appropriateness
of media and instruction methods and other issues relating to possiblerevisions in instructional design may prove to be very valuable to the training
department and will assist them in better serving the needs of the other
stakeholders involved. This information can be obtained through:Questionnaires- Questionnaires offer a structured tool that may provide
both quantitative and qualitative information about employee reactions
to the training event. The questionnaire should focus on both training
content and delivery. The training content section should targetquestions to ascertain whether the training materials provide useful
information that will assist in performing work tasks and whether theemployee is more knowledgeable about the subject matter following
the training event. The training delivery section should determine
whether the information was presented in a logical order, at the
appropriate level of detail and in an appropriate format.
This information will assist the training department in determining how thetraining material should be revised or supplemented and whether the training
medium used is best suited to the training content. It will also allow the
training department to maintain an internal inventory of training vendors orofferings that have been rated best or least effective.
Knowledge Review- Knowledge reviews offer an objective means of
determining whether training content has been learned. Knowledgereviews refer to a general group of assessment tools in which
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
13/77
employees read questions and respond in writing. The knowledge
reviews may be administered by delivering the tool at the start and end
of the training event. The tool should be developed as a short answer or
multiple-choice instrument using the same questions in each
administration, presented in a different order. The questions on theknowledge review should adequately address the learning objectives ofthe training. The results of each administration of the knowledge
review can be compared to measure knowledge transfer during the
training event. This information will be useful in assisting the training
department to improve the course material.
Observation- Observation is another evaluation method that provides
information regarding employee reactions to the training. Training
department personnel should observe employee interaction, level ofengagement with training instructors and responses to course content.
This evaluation technique may be informal or highly structured.
Informal observation can be used to provide general information about
the training structure. Alternatively, highly structured observationfocuses on monitoring particular points in the training event and
commonly involves the utilization of a checklist of the points to be
observed.
Employees also require information about competency learning. However,the information provided to employees should be related to their ability to do
their job better. These stakeholders will benefit by understanding their own
strengths and weaknesses and how they have been addressed through the
training process. This information can be obtained through:
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
14/77
Employee Portfolio- The employee portfolio is an effective means ofproviding information to employees as well as their managers about the
level of mastery of particular knowledge, skills or abilities following a
training event. The employee portfolio should be designed to be used
for informational purposes only. The results of the portfolio are notintended to be linked to employee performance evaluations.
To implement this concept, employees should be required to identify the
learning objectives of the training and within a 60-day time frame develop a
work sample for review by the manager that demonstrates the application of
their learning. The business unit manager should be required to ensure that
within that time frame employees are assigned activities that will allow them
to produce the portfolio. After receiving the portfolio, the manager should
review it and provide feedback to the employee on strengths and areas forimprovement.
Skill Gap Analysis - Another means of providing employeesinformation about their skill development is to require business unitmanagers to conduct an assessment of each employees level of
knowledge, skills and abilities relative to the level required forsuccessful performance in the position. The Skill Gap Analysis can be
administered using a survey instrument. A skill gap occurs when anemployee is rated with a lower level of skill than the position requires.
This assessment should be used for informational purposes only and
should not be linked to the employee evaluation process. Employees
can use the results of this assessment to track their skill development
over time from their manager's perspective.
Assessment of Competency Application
The assessment of competency application, whether the competencies have
been applied to improve performance and justify the investment, is best
conducted at the organizational level, where performance changes can be
assessed and related to training costs incurred. If, as a result of training,
employees are using appropriate behaviors on the job, this should have a
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
15/77
positive impact on their performance. However, the level of performance
improvement should justify the expenditure.
For the business units, the training evaluation process can provide
opportunities to determine how competencies are being applied on the job.
The information will assist them in making sound business decisions anddetermining training priorities. This information can be obtained through:
Analysis of Organizational Performance Measures - Organizational
performance measures identify the metrics against which successful
business unit operations can be evaluated. These measures will enable
performance tracking to identify trends and areas requiring further
attention and/or interventions.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
16/77
OBJECTIVES OF THE STUDY
The organization must foster the type of training that can encourage the
natural desire of the employees to contribute their services and sincerity
towards their work.
The main objectives of the study are:
To understand the pattern of training programme at Britannia.To understand the effectiveness of the training programme conducted
by a company.
To understand the impact of training programme on employees.
To know the satisfaction level of employees with the work followed inBIL
To provide guidelines for changes/ improvement of work system ofemployees within the related area or department.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
17/77
RESEARCHMETHODOLOGY
Research Design
Acc. to Kerlinger,Research design is the plan structure & strategy of
investigation conceived so as to obtain answers to research questions and to
control variance.
Research design refers to the pattern or outline of a project. It comprises a
series of decisions that are taken together and provide a plan for the execution
of the project.
PopulationWorkers of Britannia
SampleThe work on whole population is done through a sample of
population, considering that sample represent the characteristics ofpopulation. Stratified random sampling method is used.
Random sample of 60 employees is taken into consideration.
DATA COLLECTION:-
When research problem has been defined or research plan has been chalked
out, the task of data collection begins.
There are two types of data-
1- PRIMARY DATA
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
18/77
2- SECONDARY DATA
PRIMARY DATA:
Primary data are those which are collected fresh and for the first time and
original in character.
METHODS OF COLLECTING PRIMARY DATA:-
1- OBSERVATION METHOD2- INRTVIEW METHOD3- QUESTIONNAIRE4- SCHEDULES
SECONDARY DATA:-
Secondary data are those which have already been collected by someone and
this data has already been passed through a statistical process.
COLLECTION OF SECONDARY DATA:-
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
19/77
Secondary data means that are already available i.e., they refer to the data
which have already been collected and analyzed by someone else. When the
researcher utilizes secondary data, then he has to look into various sources
from where he can obtain them. In this case he is certainly not confronted
with the problems that are usually associated with the collection of original
data. Secondary data may either be published data or unpublished data.
Usually published data are available in:
Various publications of the control state are local government. Various publications of foreign government or of international bodiesand their Subsidiary organization. Technical and trade journals, books, magazines and newspapers. Reports prepared by research scholars, unadvertised, economists etc indifferent fields.
Public record and statistics, historical document, and other sources ofpublished information. The sources of unpublished data are many; they maybe found in diaries, letter, published biographies and autobiographies and
also may be available with scholarship and research workers, trade
association, labour bureaus and public/ private individuals and organizations.
Preparation of the questionnaire
An extensive questionnaire covering the minute details of the responses of the
workers was prepared. The respondents were personally contacted and the
information was received.
Various guidelines for constructing a questionnaire were kept in mind like:
Various aspects related to problems in study
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
20/77
Closed ended questions Simplicity Straightforward questionsAvoidance of technical and vague terms Crosscheck questions Use of proper scale Pilot studyDesign of the questionnaire Concrete question to conform as much as possible the respondents
way of thinking
Number and length of questionsIntensive literature survey
LIMITATIONS OF THE STUDY
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
21/77
Every search work has limitations. During course of study, although every
effort has been made to make the study as precise & accurate as possible, but
one cannot guarantee 100% accuracy & preciseness because of limitation one
has to undergo during the study. Even though the necessary measure have
been taken in conducting this research, it in culminates several limitations:
Whole population is not considered to avoid in the analysis. As thecomplete enumeration of the whole population would not have
justifiably increased the accuracy.
Sample has been taken out according to personal judgment, which maynot be accurate.
Respondents might not have answered few questions correctly out fearof management and unstated biasness.
Difficulty was faced in getting the resources to various questionsbecause respondents could not devote enough time to us.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
22/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
23/77
CHAPTER - 2
INDUSTRIAL PROFILE
FMCG covers the industry overview, general economic environment, food
inflation, food and beverages industry, household care and personal care. Italso covers the market trends and outlook, Union Budget 2010-2011, e-Choupal, growth in rural areas, regulatory issues namely National Food
Processing Policy, FDI Policy in Retail Trading and government policies and
initiatives, plus the comparative matrix and SWOT of the industry leading
players: Hindustan Unilever Ltd, Nirma Ltd Dabur India Ltd, Colgate-
Palmolive India Ltd, and Godrej Consumer Products Ltd
Summary
In 2008, India's FMCG sector had a value of INR86,000cr and analysts
projected a growth of 15% in 2010 (2009: 12%) as the economy shows signs
of recovery. With a total market size in excess of USD14.7 billion, India's
FMCG industry is the fourth largest sector in its economy and plays a vital
role in India's socio-economic front with nearly eight million stores selling
FMCG and employing about 25 million people as wholesalers, distributors
and others. Besides that, the FMCG sector purchases nearly INR9,600crworth of agricultural products and processes them into value-added products
while the sector accounted for nearly 40% of the media industry's revenue.
In India, the retail price for rice in Bangalore had the most drastic hike in
price, where its price increased two-fold from INR12 per kg in 2007 to
INR36 per kg two years later. India's food industry accounted for nearly 65%
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
24/77
of the nation's retail market and has an estimated value of USD182 billion.
On the other hand, exports of fresh and processed vegetables, fruits, livestock
and cereals increased by 10% to reach USD8.67 billion in 2008-09. India's
INR3, 360cr oral care market (includes toothbrush and tooth powder)
experienced a 10.8% growth during the first quarter of 2009-10. Meanwhile,the hair care market size (includes hair oils, shampoos, creams, conditioners,hair dyes and etc.) was approximately INR8, 000cr with strong growth of
14.68% in the first quarter of 2009-10.
COMPANY PROFILE
The present report is based on Britannia Industries ltd. SIDCUL in which I
would like to pursue my internship. The summary training is to acquaint the
study with real life situation of the organization. It gives an opportunity to
utilize and integrate the theoretical knowledge acquired in the classroom with
the practical experiences acquired from the organization.
Britannia is among the top ten FMCG companies in India and is positionedsuccessfully on the specialist biscuits platform. Britannia had proven its
expertise in the fields of Food product, Diary product, Health product,
Biscuits flavors.
The company has 3 manufacturing units in India. In India Britannia industries
are located in Rudrapur (Uttarakhand), Kolkata, & Delhi.
More importantly, Britannia was acquiring a reputation for quality and value.
It celebrated its Platinum Jubilee. In 1997, the company unveiled its new
corporate identity Eat Healthy, Think Better and made its first
foray into the dairy products market. In 1999, the Britannia Khao,
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
25/77
World Cup Jao promotion further fortified the affinity consumers had
with Brand Britannia The Company is pursuing for ISO14001
certificate and it is ISO 22000 certified.
Britannia strode into the 21st Century as one of Indias biggest brands
and the pre-eminent food brand of the country. It was equally
recognized for its innovative approach to products and marketing: the
Lagaan Match was voted Indias most successful promotional activity of
the year
Registered office of Britannia Industries Limited is situated in West
Bengal. This company is registered under Companies Act, 1956.
A Britannia biscuit Company Limited was originally incorporated on
21st March 1918 under Indian Companies Act under the name The
Britannia Biscuits Company Limited under section 21 of Companies
Act and approval of Central Government.
The main aim of the Company is to make available good and
improved quality biscuits to each and every part of the country.
The Company has got ISO14001 certificate and as well as ISO 22000
certificate also.
The Company was established at the Pantnagar branch on 1April2005
mainly for production with a production coverage area of approximately
20 acres.The control of management is through Board of Directors.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
26/77
GROWTH AND DEVELOPMENT OF COMPANY
The story of one of Indias favorite brands reads almost like a fairy
tale. Once upon a time, in 1892 to be precise, a biscuit company was
started in a nondescript house in Calcutta (now Kolkata) with an initial
investment of Rs.295. The company we all know asBRITANNIA today.
The beginnings might have been humble-the dreams were anything but. By
1910, with the advent of electricity, Britannia mechanized its
operations, and in 1921, it became the first company east of the Suez
Canal to use imported gas ovens. Britannias business was flourishing.
But, more importantly, Britannia was acquiring a reputation for quality
and value. As a result, during the tragic World War II, the
Government reposed its trust in Britannia by contracting it to supply
large quantities of service biscuits to the armed forces .
As time moved on, the biscuit market continued to grow and
Britannia grew along with it. In 1975, the Britannia Biscuit Company
took over the distribution of biscuits from Parrys who distributed
Britannia biscuits in India. In the subsequent public issue of 1978,
Indian shareholding crossed 60%, firmly establishing the Indian ness of
the firm. The following year, Britannia Biscuit Company was re-
christened Britannia Industries Limited (BIL). Four years later in 1983,
it crossed the Rs.100 crore revenue mark. On the operations front, the
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
27/77
company was making equally dynamic strides. In 1992, it celebrated its
Platinum Jubilee. In 1997, the company unveiled its new corporate
identity Eat Health Think Better and made its first foray into the
dairy products market.
In 1999 the Britannia Khao, World Cup Jao promotion further
fortified the affinity consumers had with Brand Britannia.
Britannia strode into the 21st
Century as one of Indias biggest brands
and the pre-eminent food brand of the country. It was equally
recognized for its innovative approach to products and marketing: the
Lagaan Match was voted Indias most successful promotional activity of
the year 2001 while the delicious Britannia 50-50 Maska-Chaska
became Indias most successful product launch. In 2002, Britannias
New Business Division formed a joint venture with Fonterra, the
worlds second largest Dairy Company, and Britannia New Zealand
Foods Pvt. Ltd.was established. In recognition of its vision and
accelerating graph, Forbes Global rated BRITANNIA One amongst the
Top 200 Small Companies of the World, and The Economic Times
pegged BRITANNIA Indias 2nd Most Trusted Brand.
Today, more than a century after those tentative first steps, Britannias
fairy tale is not only going strong but blazing new standards, and that
miniscule initial investment has grown by leaps and bounds to crores of
rupees in wealth for Britannias shareholders. The companys offerings
are spread across the spectrum with products ranging from the healthy
and economical Tiger biscuits to the more lifestyle-oriented Milkman
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
28/77
Cheese. Having succeeded in garnering the trust of almost one-third of
Indias one billion populations and a strong management at the helm
means Britannia will continue to dream big on its path of innovation
and quality. And millions of consumers will favor the results, happily
ever after.
The success formula of India's leading bakery Products Company
Zindagi Mein Life. That may be a hard-to-digest tag line, but that's
precisely what Britannia has been attempting to follow. The mantra of
India's leading bakery products firm is to continuously infuse more
zindagi into its lifeline - the seven pillar brands, each of which does
more than Rs 200 crore business.
The vigour in the company's operations seems to have increased after
two important events in the past couple of months - first, the Wadias
bought out French foods major GroupeDanone's stake in the company;
and second, Britannia ended its joint venture with New Zealand-based
Fonterra for the dairy business.
Britannia Managing Director Vinita Bali, of course, doesn't want to
talk about the tumultuous relationship the company had with Danone as
it's strictly a shareholder issue. "It never affected the running of the
business," she says.
She could well be right as despite the past problems, Britannia controls
a third of the Rs 8,000 crore biscuits market in India and the seven
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
29/77
pillar brands - Tiger, Good Day, Marie, Treat, 50:50, Milk Bikis and
Nutritive - have already become household names across the country.
The only thing it is seeking to do now is to keep pace with India's
fast evolving consumption patterns and needs. In keeping with the
underlying theme that the company produces good food that is fun to
eat, the company is offering products spanning across segments - right
from a basic glucose biscuit to a wholesome wheat grain to a richer
creamy chocolate biscuit.
This perhaps is the specific insight that has made Britannia morph its
glucose-only brand 'Tiger' into a much larger brand by offering variety.
The company has been in the glucose market since the past decade and
has managed to garner around 17 per cent share in this high volume
segment, lagging behind Parle's share of around 65 per cent.
"Glucose is part of Tiger, but Tiger is more than glucose. We are
leaders in all segments except glucose biscuits. It is the biggest
turnover generator as volume is high. With Tiger we are looking at a
broader canvas of kids' nutrition, and glucose is a part of it. Under the
Tiger brand, we are offering a range of other varieties including
cream, banana flavour, fortified with iron and others. Glucose is a big
chunk. It is growing but others are also showing good growth," chandra
says.
But wanting to move away from a historical only-glucose offering,
Britannia is also leveraging the fact that children want to have fun
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
30/77
along with nutrition. "It is a combination of positioning as a brand
which is more enjoyable and good for you. The reason is kids like
variety in any kind of segment and that is our approach behind
expanding the Tiger brand, " Chandra says.
The company is also constantly expanding its list of brands with a
sharp focus. Example: Three years ago, broadly two to three brands
were active - Goodday, Tiger and to an extent Marie. But the base has
now been enlarged to seven powerful brands.
But some brand and marketing consultants wonder whether Britannia is
spreading itself too thin. Says a consultant: "It's a two-way sword and
it depends on how well they are able to execute this strategy in the
market place."
But Chandra counters this by saying "For the past 12 quarters, we
have been recording a 20 per cent compounded growth rate and it is a
reasonable period. So far so good, but how it will pan out in the
future, we do not know. But we are working to ensure growth.
THE ORIGIN OF EAT HEALTHY THINK BETTER
Britanniathe biscuit leader with a history-has withstood the tests of time.
Part of the reason for its success has been its ability to resonate with the
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
31/77
changes in consumer needs-needs that have varied significantly across its
100+ year epoch. With consumer democracy reaching new levels, the one
common thread to emerge in recent times has been the shift in lifestyles and a
corresponding awareness of health. People are increasingly becoming
conscious of dietary care and its correlation to wellness and matching the
new pace to their lives with improved nutritional and dietary habits. This new
awareness has seen consumers seeking foods that complement their lifestyles
while offering convenience, variety and economy, over and above health and
nutrition.
Britannia saw the writing on the wall. Its SwasthKhao Tan Man Jagao (Eat
Healthy, Think Better) re-position directly addressed this new trend by
promising the new generation a healthy and nutritious alternative that was
also delightful and tasty.
Thus, the new logo was born, encapsulating the core essence of Britannia
healthy, nutritious, and optimistic and combining it with a delightful
product range to offer variety and choice to consumers.
CODE OF CONDUCT
The reputation that Britannia has built over the years for high ethical
standards is one of our greatest business assets. To share the responsibility
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
32/77
To preserve and enhance this asset, the company has documented the code of
business conduct (COBC) for its employees. This handbook covers the code
of details.
The COBC outline the principle, policies, and the laws that govern the
activities of the company, and to which employee of Britannia and other who
work with, or represent Britannia directly or indirectly, must adhere,
The code is distributed to all employee and director and other associated
With the business of the company, and offers and guidance for professional
Conduct under six main headings, which include the following key points :
1. Responsibility of Employee
Maintaining ethical standard, including appropriate accounting controls Identify, surface and resolve ethical issues with great speed. Corporate assets (physical and intellectual) must not be used for
personal Benefit
Exercise good judgment and standard of good taste when creating Company Maintain company record accurately and remain retain them in
accordance with law
2. Workplace Responsibility
Being committed to far employment practices. Being committed to the safety of our employee. Being committed to discipline at workplace
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
33/77
Compliance with appropriate laws and internal regulation3. Representing Britannia to customer and other external constituencies
Treating customer, supplier and competitor. Fairly, Maintaining high standard of quality. Preparing accounts accurately and maintaining records. Ensuring not to use unfair and misleading statements when marketing Britannia product and services.
4. Privacy / Confidentially
Product proprietary and confidential information at all the times inaccordance with applicable law
Keep employees information confidential
5. Corporate Social Responsibility
Catering to the national interest. Committed to be a good corporate citizen. The company prohibits any payment of bribes.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
34/77
OBJECTIVES OF THE COMPANY
The objectives of the company are as follows:
1. To acquire and take over as a going concern the biscuit manufacturingbusiness now carried on at Dum dum junction under the styles or firms of
V.S Brothers and company, Gupta and company and Britannia biscuits
company and all or any of the lands, buildings, plant and machinery,
assets and liabilities of the proprietors of that business in connection there
with and with a view thereto to enter into the agreement referred to in
clause 3 of the companies article of association and to carry the same into
effect with or without modification.
2. To manufacture, buy, sell, prepare for market and deal in farinaceousfoods for all kinds and in particular biscuits, breads, cakes and
confectionary and food of every description suitable for individuals.
3. To carry on business as millers and grain merchants, dealers in flour, riceand other produces.
4. To carry on business as bakers and confectioners and to manufacture buy,sell, refine prepare, grow, import export and deal in provisions of all kinds
of wholesale and retail, whether solid or liquid.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
35/77
WHAT MAKES A BRITANNIA
If you think Britannias are extraordinary individuals who are passionate about
everything they docreate inspiration through everything they doand succeed
in everything they doyoure probably right. Britannias are hand-picked for a
singular purposeto perpetually ensure Market Leadership and generate
exemplary performance in every function. Britannias exhibit the following
leadership behaviors (we fondly call Bulbs Britannia Universal Leadership
Behaviors) :
Integrity Team Orientation People Development Learning Orientation
Customer Orientation
Quality Orientation Drive for Results Entrepreneurial Spirit System and Process Orientation
Communication
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
36/77
ACTIVITIES OF COMPANY
Activities of
the company
Sales
Marketing
Quality
Assurance
Exports
Technical
& Operations
Finance
&
IT
Human
Resources &
Legal
Research &
Development
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
37/77
IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources - Training and Development
helps in optimizing the utilization of human resource that further helps the
employee to achieve the organizational goals as well as their individual goals.
Development of Human Resources - Training and Development helps to
provide an opportunity and broad structure for the development of human
resources' technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.
Development of skills of employees - Training and Development helps in
increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the
employees.
Productivity - Training and Development helps in increasing the
productivity of the employees that helps the organization further to achieve
its long-term goal.
Team spirit - Training and Development helps in inculcating the sense of
team work, team spirit, and inter-team collaborations. It helps in inculcating
the zeal to learn within the employees.
Organization Culture - Training and Development helps to develop and
improve the organizational health culture and effectiveness. It helps in
creating the learning culture within the organization.
Organization Climate - Training and Development helps building the
positive perception and feeling about the organization. The employees get
these feelings from leaders, subordinates, and peers.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
38/77
Quality - Training and Development helps in improving upon the quality of
work and work-life.
Healthy work-environment - Training and Development helps in creating
the healthy working environment. It helps to build good employee,
relationship so that individual goals aligns with organizational goal.
Health and Safety - Training and Development helps in improving the
health and safety of the organization thus preventing obsolescence.
Morale - Training and Development helps in improving the morale of the
work force.
Image - Training and Development helps in creating a better corporate
image.
Profitability - Training and Development leads to improved profitability
and more positive attitudes towards profit orientation.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
39/77
TRAINING PROCESS
Training is one of the most profitable investments an organization canmake. No matter what business or industry you are in the steps for an
effective training process are the same and may be adapted anywhere.
If you have ever thought about developing a training program within your
organization consider the following four basic training steps. You will find
that all four of these steps are mutually necessary for any training program
to be effective and efficient.
STEP 1- ESTABLISHING A NEEDS ANALYSIS.This step identifies activities to justify an investment for training. The
techniques necessary for the data collection are surveys, observations,
Establishing a needanalysis
Developing training
programs
Deliver the training
ro ram
Evaluate training
ro ram
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
40/77
interviews, and customer comment cards. Several examples of an analysis
outlining specific training needs are customer dissatisfaction, low morale,
low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers tothe following questions:
- Why is training needed?- What type of training is needed?
- When is the training needed?
- Where is the training needed?- Who needs the training? And "Who" will conduct the training?
- How will the training be performed?
By determining training needs, an organization can decide what specificknowledge, skills, and attitudes are needed to improve the employees
performance in accordance with the companys standards.
The needs analysis is the starting point for all training. The primaryobjective of all training is to improve individual and organizational
performance. Establishing a needs analysis is, and should always be the
first step of the training process.
TRAINING NEED ANALYSIS (TNA)
An analysis of training need is an essential requirement to the design of
effective training. The purpose of training need analysis is to determine
whether there is a gap between what is required for effective performance
and present level of performance.
Training need analysis is conducted to determine whether resources required
are available or not. It helps to plan the budget of the company, areas where
training is required, and also highlights the occasions where training might
not be appropriate but requires alternate action.Corporate need and training need are interdependent because the organization
performance ultimately depends on the performance of its individualemployee and its sub group.
Organizational LevelTraining need analysis at organizational level
focuses on strategic planning, business need, and goals. It starts with the
assessment of internal environment of the organization such as, procedures,
http://www.selfgrowth.com/productivity.htmlhttp://www.selfgrowth.com/productivity.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
41/77
structures, policies, strengths, and weaknesses and external environment such
as opportunities and threats.
After doing the SWOT analysis, weaknesses can be dealt with the training
interventions, while strengths can further be strengthened with continuedtraining. Threats can be reduced by identifying the areas where training is
required. And, opportunities can be exploited by balancing it against costs.
For this approach to be successful, the HR department of the company
requires to be involved in strategic planning. In this planning, HR develops
strategies to be sure that the employees in the organization have the required.
Knowledge, Skills, and Attributes (KSAs) based on the future KSAs
requirements at each level.
Individual LevelTraining need analysis at individual level focuses on each
and every individual in the organization. At this level, the organization
checks whether an employee is performing at desired level or the
performance is below expectation. If the difference between the expected
performance and actual performance comes out to be positive, then certainly
there is a need of training.
However, individual competence can also be linked to individual need. The
methods that are used to analyze the individual need are:
Appraisal and performance review Peer appraisal Competency assessments Subordinate appraisal Client feedback Customer feedback Self-assessment or self-appraisal
Operational LevelTraining Need analysis at operational level focuses on
the work that is being assigned to the employees. The job analyst gathers the
information on whether the job is clearly understood by an employee or not.
He gathers this information through technical interview, observation,
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
42/77
psychological test; questionnaires asking the closed ended as well as open
ended questions, etc. Today, jobs are dynamic and keep changing over the
time. Employees need to prepare for these changes. The job analyst also
gathers information on the tasks needs to be done plus the tasks that will be
required in the future.
Based on the information collected, training Need analysis (TNA) is done.
STEP 2- DEVELOPING TRAINING PROGRAMS AND MANUALS.
This step establishes the development of current job descriptions and
standards and procedures. Job descriptions should be clear and concise and
may serve as a major training tool for the identification of guidelines. Oncethe job description is completed, a complete list of standards and procedures
should be established from each responsibility outlined in the job description.
This will standardize the necessary guidelines for any future training.
TRAINING DESIGN
The design of the training program can be undertaken only when a clear
training objective has been produced. The training objective clears what goal
has to be achieved by the end of training program i.e. what the trainees are
expected to be able to do at the end of their training. Training objectivesassist trainers to design the training program.
The trainerBefore starting a training program, a trainer analyzes his
technical, interpersonal, judgmental skills in order to deliver quality content
to trainers.
The traineesA good training design requires close scrutiny of the trainees
and their profiles. Age, experience, needs and expectations of the trainees are
some of the important factors that affect training design.
Training climateA good training climate comprises of ambience, tone,
feelings, positive perception for training program, etc. Therefore, when the
http://traininganddevelopment.naukrihub.com/trainee.htmlhttp://traininganddevelopment.naukrihub.com/trainee.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
43/77
climate is favorable nothing goes wrong but when the climate is unfavorable,
almost everything goes wrong.
Trainees learning style the learning style, age, experience, educational
background of trainees must be kept in mind in order to get the right pitch tothe design of the program.
Training strategiesOnce the training objective has been identified, the
trainer translates it into specific training areas and modules. The trainer
prepares the priority list of about what must be included, what could be
included.
Training topicsAfter formulating a strategy, trainer decides upon the
content to be delivered. Trainers break the content into headings, topics, ad
modules. These topics and modules are then classified into information,
knowledge, skills, and attitudes.
Sequence the contentsContents are then sequenced in a following manner:
From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationship
Training tactics Once the objectives and the strategy of the training
program becomes clear, trainer comes in the position to select most
appropriate tactics or methods or techniques. The method selection depends
on the following factors:
Trainees background
Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources, etc
http://traininganddevelopment.naukrihub.com/trainer.htmlhttp://traininganddevelopment.naukrihub.com/trainer.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
44/77
Support facilitiesIt can be segregated into printed and audio visual.The various requirements in a training program are white boards, flip
charts, markers, etc.
ConstraintsThe various constraints that lay in the trainers mind are:
STEP 3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery of the training
program. Once you have designated your trainers, the training
technique must be decided. One-on-one training, on-the-job training,
group training, seminars, and workshops are the most popular methods.
Before presenting a training session, make sure you have a thoroughunderstanding of the following characteristics of an effective trainer. The
trainer should have:
- A desire to teach the subject being taught. - A working knowledge of the subject being taught. - An ability to motivate participants to want to learn. - A good sense of humor. - A dynamic appearance and good posture. - A strong passion for their topic. - A strong compassion towards their participants. - Appropriate audio/visual equipment to enhance the training session. For a training program to be successful, the trainer should be conscious of
several essential elements, including a controlled environment, good
planning, the use of various training methods, good communication skills,and trainee participation.
http://www.selfgrowth.com/passion.htmlhttp://www.selfgrowth.com/comm.htmlhttp://www.selfgrowth.com/comm.htmlhttp://www.selfgrowth.com/passion.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
45/77
TRAINING IMPLEMENTATION
To put training program into effect according to definite plan or procedure is
called training implementation. Training implementation is the hardest part of
the system because one wrong step can lead to the failure of whole training
program. Even the best training program will fail due to one wrong decision.
Training implementation can be segregated into:
Practical administrative arrangements Carrying out of the training
Implementing Training
Once the staff, course, content, equipments, topics are ready, the training is
implemented. Completing training design does not mean that the work is
done because implementation
phase requires continual adjusting, redesigning, and refining. Preparation is
the most important factor to taste the success. Therefore, following are the
factors that are kept in mind while implementing training program:
The trainerThe trainer need to be prepared mentally before the delivery of
content. Trainer prepares materials and activities well in advance. The trainer
also set grounds before meeting with participants by making sure that he is
comfortable with course content and is flexible in his approach.
Physical set-upGood physical set up is pre requisite for effective and
successful training program because it makes the first impression on
participants. Classrooms should not be very small or big but as nearly square
as possible. This will bring people together both physically and
psychologically. Also, right amount of space should be allocated to every
participant.
http://traininganddevelopment.naukrihub.com/trainer.htmlhttp://traininganddevelopment.naukrihub.com/trainer.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
46/77
Establishing rapport with participantsThere are various ways by which
a trainer can establish good rapport with trainees by:
Greeting participants simple way to ease those initial tense moments
Encouraging informal conversation Remembering their first name Pairing up the learners and have them familiarized with one another Listening carefully to trainees comments and opinions Telling the learners by what name the trainer wants to be addressed Getting to class before the arrival of learners Starting the class promptly at the scheduled time Using familiar examples Varying his instructional techniques Using the alternate approach if one seems to bog down
Reviewing the agenda At the beginning of the training program it is very
important to review the program objective. The trainer must tell the
participants the goal of the program, what is expected out of trainers to do at
the end of the program, and how the program will run. The following
information needs to be included:
Kinds of training activities
Schedule Setting group norms Housekeeping arrangements Flow of the program Handling problematic situations
STEP 4: EVALUATE THE TRAINING PROGRAM.
This step will determine how effective and profitable your trainingprogram has been. Methods for evaluation are pre-and post- surveys of
customer comments cards, the establishment of a cost/benefit analysis
outlining your expenses and returns, and an increase in customer
satisfaction and profits.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
47/77
The reason for an evaluation system is simple. The evaluations of trainingprograms are without a doubt the most important step in the training
process. It is this step that will indicate the effectiveness of both the
training as well as the trainer.
There are several obvious benefits for evaluating a training program. First,evaluations will provide feedback on the trainers performance, allowing
them to improve themselves for future programs. Second, evaluations will
indicate its cost-effectiveness. Third, evaluations are an efficient way to
determine the overall effectiveness of the training program for the
employees as well as the organization.
The importance of the evaluation process after the training is critical.Without it, the trainer does not have a true indication of the effectiveness
of the training. Consider this information the next time you need to
evaluate your training program. You will be amazed with the results. The need for training your employees has never been greater. As business
and industry continues to grow, more jobs will become created and
available. Customer demands, employee morale, employee productivity,
and employee turnover as well as the current economic realties of a highlycompetitive workforce are just some of the reasons for establishing and
implementing training in an organization. To be successful, all training
must receive support from the top management as well as from the middleand supervisory levels of management. It is a team effort and must be
implemented by all members of the organization to be fully successful.
TRAINING EVALUATION
The process of examining a training program is called training evaluation.
Training evaluation checks whether training has had the desired effect.
Training evaluation ensures that whether candidates are able to implement
their learning in their respective workplaces, or to the regular work routines.
Purposes of Training Evaluation
The five main purposes of training evaluation are:
http://www.selfgrowth.com/productivity.htmlhttp://traininganddevelopment.naukrihub.com/training-evaluation.htmlhttp://traininganddevelopment.naukrihub.com/training-evaluation.htmlhttp://www.selfgrowth.com/productivity.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
48/77
Feedback: It helps in giving feedback to the candidates by defining the
objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired
knowledge, transfer of knowledge at the work place, and training.
Control: It helps in controlling the training program because if the training is
not effective, then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee)
uses the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are
aligned with the expected outcomes.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
49/77
PROCESS OF TRAINING EVALUATION
Before Training: The learner's skills and knowledge are assessed before the
training program. During the start of training, candidates generally perceive it
as a waste of resources because at most of the times candidates are unaware
of the objectives and learning outcomes of the program. Once aware, they are
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
50/77
asked to give their opinions on the methods used and whether those methods
confirm to the candidates preferences and learning style.
During Training: It is the phase at which instruction is started. This phase
usually consist of short tests at regular intervals.
After Training: It is the phase when learners skills and knowledge are
assessed again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
51/77
individual department and organizational levels. There are various evaluation
techniques for this phase.
TECHNIQUES OF EVALUATION
The various methods of training evaluation are:
Observation Questionnaire Interview Self diaries
MANAGEMENT TRAINING PROGRAMME AT BRITANNIA
The search for young, enthusiastic talent is always on at Britannia. The work
culture at Britannia is characterized by strong performance focus coupled
with result orientation
Nurturing Talent
An innovative company like Britannia is always on the lookout for
innovative, young minds. The Management philosophy encourages nurturing
of talent through grooming of bright and young entry-level managers. The
organizational culture provides a perfect blend of fun and learning that helpsin the overall development of talented individuals recruited into the system.
Today, with a huge variety of professional institutions spread across the
country, there is a broader canvas to choose from. The main sources ofrecruitment of Management Trainees are:
Business Schools (MBA)Engineering InstitutesFood Technology Institutes
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
52/77
ICAI/ICWAI/ICSI/ICFAI and other such institutes offeringprofessional courses.
An alternative route is for candidates to apply directly to Britannia or through
a recruitment consultant. The distinguishing factor between MTs and otherlateral hires would be in terms of their experience and qualifications. In thiscase, however, candidates may or may not have prior experience. For
experienced candidates, 1 year or less would be the maximum cap to be
eligible for the Management Training Scheme.
Campus - Campus recruitment has two stages, viz. Summer Trainee
Recruitment and Management Trainee Recruitment. Summer Training takes
place for a period of two months where students from Business Schools and
Functional Institutes (Engineering/Food Technology/Finance) work onprojects with Britannia in the following functional areas - Marketing; Sales
and Distribution; Operations and Supply Chain; Human Resource
Management; Finance and Quality Assurance. Summer Trainees at the end of
their training tenure are taken through an evaluation process to assess
placement within the company as Management Trainees. This happens
through a Pre-Placement Interview by a panel that assess the candidate on
his/her project and his/her potential to fit into the organisation.
Management Training - Management Trainees are recruited on the basis of
actual vacancies in the system. They are recruited either through Pre-
placement offers made to exceptional Summer Trainees or through direct
Campus Recruitment. MTs join the covenant grade as Management Trainee -(function), and are absorbed into the following functions - Sales and
Distribution; Operations and Supply Chain; Human Resources; Finance and
Quality Assurance. The Marketing function has so far been insulated from
the Management Training Route as entry level marketing positions requireknowledge of Sales or prior knowledge of Marketing (lateral route).
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
53/77
The Program - Once MTs are on-board, they are taken through a series of
carefully designed Training Modules that encompass almost all functions of
the business. The Training Modules are interspersed with live projects in
different functions to test their knowledge and problem-solving abilities.
Ideally, any Management Trainee would need to complete at least 2 live
projects related to his/her stream of interest and 1 live project in a related
function or a function of choice.
At the end of the training period, all MTs are assessed on the basis of their
learning and project performances by a cross-functional panel consisting of
Functional Heads. On successful completion of their Training Program, MTs
are confirmed as Managers in their respective functions.
The total tenure of Management Training is 18 months for a Technical
Trainee (Engineer/Food Technologist) and 12 months for all other trainees.
METHODS OF TRAINING
There are various methods of training, which can be divided in to cognitiveand behavioral methods. Trainers need to understand the pros and cons of
each method, also its impact on trainees keeping their background and skills
in mind before giving training.
Cognitive methodsare more of giving theoretical training to the trainees. The
various methods under Cognitive approach provide the rules for how to do
something, written or verbal information, demonstrate relationships among
concepts, etc. These methods are associated with changes in knowledge andattitude by stimulating learning.
The various methods that come under Cognitive approach are:
LECTURESDEMONSTRATIONS
http://traininganddevelopment.naukrihub.com/trainee.htmlhttp://traininganddevelopment.naukrihub.com/trainee.html -
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
54/77
DISCUSSIONSCOMPUTER BASED TRAINING (CBT):
Intelligent Tutorial system Programmed Instruction (PI) Virtual Reality
Behavioral methods are more of giving practical training to the trainees. The
various methods under Behavioral approach allow the trainee to behavior in a
real fashion. These methods are best used for skill development.
The various methods that come under Behavioral approach are:
GAMES AND SIMULATIONBEHAVIOUR-MODELINGBUSINESS GAMES:
Case studies Equipment stimulators InBasket Technique Role Plays
Both the methods can be used effectively to change attitudes, but through
different mean
Another Method is MANAGEMENT DEVELOPMENT METHOD
MANAGEMENT DEVELOPMENT METHOD
The more future oriented method and more concerned with education of the
employees. To become a better performer by education implies that
management development activities attempt to instill sound reasoning
processes.
Management development method is further divided into two parts:
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
55/77
ON-THE-JOB TRAINING-
The development of a manager's abilities can take place on the job. On-the-
job training is given at the work place by superior in relatively short period of
time. The four techniques for on the job development are:
CoachingMentoringJob rotationJob Instruction Technique (JIT)
OFF THE JOB TRAINING
There are many management development techniques that an employee cantake in off the job. The few popular methods are:
Sensitivity TrainingTransactional AnalysisStraight LecturesSimulation Exercises
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
56/77
CHAPTER -3
FINDINGS
After undergoing my summer training at Britannia my analysis is that the
training process is properly held in the company and the employees are well
benefited from these training activities.
The various findings of my project are as follows:
69% of the workers prefer on the job training and rest 31% prefer offthe job training
Most of the workers feel that company takes training process seriouslyMost of the workers feel restricted by rules, policies and procedures
while training.
Most of the workers thinks consider training as part of organizationalstrategy
Most of the workers said that the training provided in their in theirorganization is planned
The target group for training is mostly new staff.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
57/77
DATA ANALYSIS AND INTERPRETATION
1. Which type of Training program do you prefer?
a) On the job b) off the job
Interpretation
Most of the workers were with on the job training
69% of the workers said on the job
31% of the workers said off the job
2. Do you feel that company takes training process quite seriously?
a) Yes b) No
Interpretation
on the job
of the job
yes
no
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
58/77
Most of the workers replied yes
3. Do you feel restricted by rules, policies and procedures while undergoing
the training process?
a) Yes b) No
Interpretation
Most of the workers replied yes.
4. Your organization consider training as part of organizational strategy, do
you agree with this statement
a) Yes b) no
yes
sometime
no
yes
no
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
59/77
Interpretation
55% of the workers were agree with the statement.
5. Which target group undergoes most of the training process?a) Middle level managersb)Junior staffc) New staff
INTERPRETATION
Target group undergoes in training process 15% for middle level, 35%
of junior staff and 50% for new staff.
middle leveljunior staff
new staff
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
60/77
6. What are the training methods to identify the training needs in yourorganisation
(Yes wherever applicable).
a) self report questionnairesb)observationc) individual interviewsd)performance appraisalse) opinion surveysf) critical incident
7. Do you feel that training has benefited you in any way?a) Yesb)No
8. Rate the quality of training that you received from the training session.a) Very beneficialb)Beneficialc)
Not very beneficiald)unimportant
yes
no
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
61/77
CONCLUSION
very beneficial
beneficial
not very beneficial
unimportant
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
62/77
The most significant impact of BRITANNIA of ambitions plan for growth
and globalization is on the training of employees or HUMAN RESOURCE of
the organization as it is the single most critical resource which helps in the
effective utilization of all the resources.
With the changing business scenario the challenges for the training activities
will be unused that the training policies will align not only with the business
policies of the company, but also with the changing needs & expectations of
its employees.
It will also have to ensure the development of the workers in terms of
empowering them with necessary knowledge, skill, leadership, competencies
and alive the innovative capabilities for facing challenges.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
63/77
SUGGESTIONS
There should be a counseling programme which will help in motivatingemployee's so that they will not lose their performance.
Should make aware about the different types of programme& should beconcluded by the experienced person by seniors.
There should not be biasness among the employee's everything shouldbe clear to employee's in written as well as in oral after the assessment.
Time is not relevant and additional time is not provided if required.
They promote only theoretical knowledge.
Offthe-job training is also required.
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
64/77
BIBLIOGRAPHY
Agrawal, R.D., Dynamics of personnel management in India
K. Aswathapa, Human Resource & Personnel Management, India, 1945
Counseling Skill ManagementPeterson S.
Human Resource ManagementC.B Gupta
Industrial Relation ArunMunnapa
Britannia website and library
WEBSITES
managementhelp.org
appraisals.naukrihub.com
www.britannia.co.in
www.wikepidia.com
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
65/77
QUESTIONNAIRE
1. Personal Information:-
Name of the employee :
Age :
Address :
Designation :
Pay scale :
Experience :
1. Which type of Training program do you prefer?a) On the job b) off the job
2. Do you feel that company takes training process quite seriously?a) Yes b) No
3. Do you feel restricted by rules, policies and procedures whileundergoing the training process?
a) Yes b) No
4. Your organization consider training as part of organizational strategy,
do you agree with this statement
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
66/77
a)Yes b) No
5. Which training is provided in your organisation?a) Plannedb)Provided only when problem occurs
6. Which target group undergoes most of the training process?i. Middle level managers
ii. Junior staffiii. New staff
7. Do you feel that training has benefited you in any way?a. Yesb. No
8. Rate the quality of training that you received from the training session.a. Very beneficialb. Beneficialc. Not very beneficiald. Unimportant
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
67/77
2. What is the class\category of your job?
Executive (L1-L2) Skilled Semi-skilled Unskilled
3. What are the benefits you are availing at your
workplace?
Medical facilitycanteen facility
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
68/77
Shelter & rest facilityRecreational facility
4. What more benefits you think should be provided?
Better working placeMore overtime ratesMore salaryMore facility like LTA,Medical etc.
5. (a) Are you satisfied with the incentive plan and
benefits ?
being provided by the company?
YesNo
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
69/77
(b) Are the plan being communicated to you?
YesNo
(c) What is the satisfaction level?
SatisfactionAverageUnsatisfactory
6. (a)What are the benefits/facility you availing at present
regarding your family welfare?
Education facility
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
70/77
HousingMedicalLoan Transport
(b)What is the satisfaction level?Satisfactory
AverageUnsatisfactory
7 Are you satisfied as an employer of BRITANNIA ?
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
71/77
YESNO
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
72/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
73/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
74/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
75/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
76/77
-
8/2/2019 Effectiveness of Training (Riya Bhatia) (2)
77/77