CADBURyrTRAINING&DEVELOPMENT priyanka

8/7/2019 CADBURyrTRAINING&DEVELOPMENT priyanka

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A PROJECT REPORT

ON

TRAINING &

DEVELOPMENT

At

For the partial fulfillment of the award of

Bachelor of Business Administration

(2007-2010)

Submitted To Submitted by

JIWAJI UNIVERSITY GWALIOR PRIYANKA PARIHAR

BBA-V Sem.

PRESTIGE INSTITUTE OF MANAGEMENT, GWALIOR

Airport Road, Near Deen Dayal Nagar, Gwalior-474020

Email: [email protected]; Website: www.prestigegwl.org
http://images.google.co.in/imgres?imgurl=http://www.prestigegwl.org/use/logo.jpg&imgrefurl=http://www.prestigegwl.org/main/director.htm&usg=__GflNHZm6rdTcW7f9tS871hSPCGE=&h=110&w=115&sz=7&hl=en&start=3&um=1&tbnid=UBAsDOupzbxbCM:&tbnh=83&tbnw=87&prev=/images?q=PRESTIGE+GWALIOR&hl=en&lr=&rlz=1G1GGLQ_ENIN346&sa=N&um=1


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DECLARATION

I PRIYANKA PARIHAR, student of BBA V Semester of Prestige Institute of

Management, Gwalior, hereby declare that the project is my original piece of work

and not the copy of any such work undertaken by someone else, all the

information , facts and figures presented in the report are first hand in nature. They

are actually based on my intense efforts conducted in CADBURY INDIA LTD . I

have completed this project under the guidance ofProf. SHAILJA BHAKAR

( Faculty PIMG)

Date: PRIYANKA PARHIAR

BBA V Sem


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CERTIFICATE

This is to certify that Miss PRIYANKA PARIHAR Student of BBA Vth

Semester programme has completed her summer training of 4 weeks and prepared

this report of TRAINING & DEVELOPMENT under my guidance .

Date: Prof. SHAILJA BHAKAR

(Faculty Guide)


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ACKNOWLEDGEMENT

The present work is dedicated to the persons who not only taught me, but continue

inspire me in knowing the clandestine facts of workmanship. I bow in honor before

these great teachers. The accomplishment of the present study became possible by

the invaluable assistance and guidance of my professional guides to whom I may

gratefully indebted. Firstly I would like to express my sincere gratitude to my

faculty guide Prof. SHAILJA BHAKAR without whose invaluable guidance,

moral support and encouragement my work would have ever assumed the presentshape, research. I were indebted to my parents and friends for their moral support

and possible efforts they made for me.

Date: PRIYANKA PARIHAR

BBA V Sem


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INDEX

History of the Organisation & Objective

Organisational Structure

Financial Performance

Training & Development

Production & Operations

Marketing

Strength & Weakness of the Organisation.

Suggestion

Special Point

Names of the CEO/MD/Department Head

Chapter -1

Introduction

Chapter II

Objective of The Study

Chapter III

Result & Discussion

Chapter IV

Suggestion

Chapter V


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Conclusion


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HISTORY OF THE ORGANISATION AND OBJECTIVE

CADBURY INDIA

Cadbury began its operations in 1948 by importing chocolates and

then re-packing them before distribution in the Indian market. After 59

years of existence, it today has five compay-owned manufacturing

facilities at Thane, Induri (Pune) and Malanpur (Gwalior) , Bangalore

and Baddi (Himachal Pradesh) and 4 sales offices (New Delhi,

Mumbai, Kolkota and Chennai). The corporate office is in Mumbai.

Our core purpose Working together to create brands people love

captures the spirit of what we are ttrying to achieve as a business. We

collaborate and work as teams to convert products into brands.

Simply put, we spread happiness! Currently Cadbury India operates in

three sectors viz. Chocolate Confectionery, milk food Drinks and in

the Candy category.In the Chocolate Confectionery business, Cadbury has maintained its

undisputed leadership over the years. Some of the key brands are

Cadbury Dairy Milk, 5 Star, Perk, Eclairs and Celebrations. Cadbury

enjoys a value market share of over 70% the highest Cadbury brand

share in the world! Our flagship brand Cadbury Dairy Milk is

considered the gold standard for chocolates in India. The pure taste

of CDM defines the chocolate taste for the Indian consumer.

In the Milk food drinks segment our main product is Bournvita the

leading Malted Food Drink (MFD) in the country. Similarly in the

medicated candy category Halls is the undisputed leader. We recently

entered the gums category with the launch of our worldwide dominant

bubble gum brand Bubbaloo. Bubbaloo is sold in 25 countries

worldwide. The Cadbury India Brand Strategy has received consistentsupport through simple but imaginative extensions to product


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categories and distribution. A good example of this is the development

of Bytes. Crispy wafers filled with coca cream in the form of a bagged

snack, Bytes is positioned as The new concept of sweet snacking. It

delivers the taste of chocolate in the form of a light snack, and thusheralds the entry of Cadbury India into the growing bagged Snack

Market, which has been dominated until now by Salted Bagged Snack

Brands. Bytes was first launched in South India in 2003.

MALANPUR FACTORY

In 1989 the company stated manufacturing operations from its third

and newest factory at Malanpur near Gwalior in M.P.

Using the most modern state of the art technology, the unit today

manufactures range of liqud milk chocolate and a variety of enrobed

chocolate products.

Factory in 8 phases

1988-89 - Eclairs & Gems

1994-95 - 5 Star 1997 - Perk

2001 - Chocolate expansion

2005 - Fruity Gems

2006 - Ulta Perk

2008 - Short

2009 - clair Sticks


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LOCATION : Plot No. 25, Malanpur Industrial area,

Malanpur distt. Bhind.

Telephone No. : 07539-83803, 83804

Parent Company : Cadbury Schweppes International UKTotal Area 24 Acres Constructed 8.5 Acre

HISTORY OF ORGANISATION

Fifty years ago, the real taste of chocolate as we know it today, landed on

Indian shores. An event that carried forward the entrepreneurship and vision

born as far back as 1824, when John Cadbury set up shop in Birmingham

(UK) to sell among other things his own cocoa concoction. From these

modest beginnings emerged Cadbury Schweppes that is today the leading

manufacturer of confectionery and beverages in the United Kingdom. A

company that has its presence in over 200 countries worldwide and has made

the name Cadbury synonymous with cocoa products in countries across the

planet.

This is the brand that came to India in 1947 to a nation that was in its

infancy, a market that was ready for the world and a people that were open to

new ideas, new products.

Within a year of being set up as a trading concern, Cadbury fry India was

incorporated as a Private Limited company, set up for processing imported

chocolates and Bourn vita. The same year saw the launch of Cadburys Milk

chocolate for millions of Indians.

Through 50 years of investment in capital and marketing, the scale and scope

of our operations has expaned to cover a range of brands in the chocolate,

sugar confectionery and malted food drinks segments. We have a majority

share in the Indian chocolate market and a significant presence in sugar

confectionery and food drinks.


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Today Cadbury India Ltd, a subsidiary of Cadbury Schweppes employs over

200 people across the country. And operates in one of the fastest growing

chocolate markets for Cadbury Schweppes group across the globe.


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ORGANISATION STRUCTURE

Chairman

C Y PalChairman - Non Executive

Managing Director

Anand KripaluManaging Director

Non-Executive Directors

Harsh MariwalaRadhakrishnan B. MenonSuresh Talwar

ExecutiveDirectors

Atul BhatiaExecutive Director -Science & Technology

Rajesh GargExecutive Director -Finance & Commercial

Jaiboy PhillipsExecutive Director - SupplyChain

Sanjay PurohitExecutie Director - Marketing


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Sunil SethiExecutive Director -Sales & CustomerDevelopment

V ChandramouliExecutive Director -HR & Strategy

Senior Management

Ashish Pisharodi Rajesh Ramanathan

Vice President - Modern TradeVice President - People &Talent

Shivanand Sanadi Dr. Shantanu SamantVice President - Legal Affairs

Vice President -Science & Technology

Vivek Sarbhai Dharmesh JoshiVice President - Logistics &Customer Operations

Vice President -Manufacturing Development

Sherezad Irani Sanjay KurupVP - Procurement VP - Manufacturing (Baddi)

Monaz NobleCompany Secretary


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FINANCIAL PERFORMANCE

Finance holds the key to all human activity . Finance department of

malanpur factory is also working in the same direction and with the

same objective but it has some limitation because morst of the

importance finance related matter are directly dealt and finalized by the

central finance department in the Mumbai head office.

Factory finance department always endeavors of maximizing the profit

of high company through two possible ways :

1. Reduction in cost

2. Increase in Sales

FINANCIAL FUNCTIONS

1. Preparing variance report

a) Material user variance report

b) Packaging material user variance report

2. Production report

3. Excise related matter

4. Export related matter

5. Payment to small engineering items and other


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goods.


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TRAINING & DEVELOPMENT

What Is Training And Development?

Trainingis an educational process. People can learn new information,

re-learn and reinforce existing knowledge and skills, and most

importantly have time to think and consider what new options can help

them improve their effectiveness at work. Effective trainings convey

relevant and useful information that inform participants and develop

skills and behaviors that can be transferred back to the workplace.

The goal of training is to create an impact that lasts beyond the

end time of the training itself. The focus is on creating specific action

steps and commitments that focus peoples attention on incorporating

their new skills and ideas back at work.

Training can be offered as skill development for individuals andgroups. In general, trainings involve presentation and learning of

content as a means for enhancing skill development and improving

workplace behaviors.

Organizational Development is a process that strives to build the

capacity to achieve and sustain a new desired state that benefits the

organization or community and the world around them. (from the

Organizational Development Network website) OD work implies

creating and sustaining change.

An OD perspective examines the current environment, the

present state, and helps people on a team, in a department and as part of

an institution identify effective strategies for improving performance. In


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Traditional And Modern Approach Of Training &

Development

Traditional Approach Most of the organizations before never used to

believe in training. They were holding the traditional view that

managers are born and not made. There were also some views that

training is a very costly affair and not worth. Organizations used to

believe more in executive pinching. But now the scenario seems to be

changing.

The modern approach of training and development is that Indian

Organizations have realized the importance of corporate training.

Training is now considered as more of retention tool than a cost. The

training system in Indian Industry has been changed to create a smarter

workforce and yield the best results
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Objectives Of Training And Development

The principal objective of training and development division is to make

sure the availability of a skilled and willing workforce to an

organization. In addition to that, there are four other objectives:

Individual, Organizational, Functional, and Societal.

Individual Objectives help employees in achieving their personal

goals, which in turn, enhances the individual contribution to an

organization.

Organizational Objectives assist the organization with its primary

objective by bringing individual effectiveness.

Functional Objectives maintain the departments contribution at a

level suitable to the organizations needs.

Societal Objectives ensure that an organization is ethically and

socially responsible to the needs and challenges of the society.


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Process of Training & Development

Determine the mission of the organization.

Define the job functions/requirements of each employee.

Determine the training needs of the department.

Decide which are the most important objectives/priorities of the

organization.

Know how much time/money is available.

Evaluate the curriculum. Does it mirror the objectives, needs, and

mission of the organization?

Evaluate the results of the training.


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IMPORTANCE OF TRAINING & DEVELOPMENT

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.

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

developand improve the organizational health culture and

effectiveness.
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Organization Climate Training and Development helps building

the positive perception and feeling about the organization. The

employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the

quality of work and work-life.

Healthy work environment Training and Development helps in

creating the healthy working environment. It helps to build good

employee, relationship so that individual goals aligns with

organizational goal.

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 moraleof 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.
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METHODS OF TRAINING

There are various methods of training, which can be divided in to

cognitive and 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.

There are various methods of training, which can be divided in to

cognitive and 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 methods are 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 and attitude by stimulating

learning.

The various methods that come under Cognitive approach are:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

INTELLEGENT TUTORIAL SYSTEM(ITS)

PROGRAMMED INSTRUCTION (PI)

VIRTUAL REALITY

Behavioral methods are more of giving practical training to the

trainees. The various methods under Behavioral approach allow the
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The development of a manager's abilities can take place on the job. The

four techniques for on the job development are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

OFF THE JOB TRAINING

There are many management development techniques that an employee

can take in off the job. The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES
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TRAINING & EVALUATION

The process of examining a training program is called training

evaluation. Training evaluation checks whether training has had the

desired effect. Training evaluation ensures that whether candidates are

able to implement their learning in their respective workplaces, or to the

regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the

objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired

knowledge, transfer of knowledge at the work place, and training.
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Control: It helps in controlling the training program because if the

training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative

employee) uses the evaluative data to manipulate it for their own

benefits.

Intervention: It helps in determining that whether the actual outcomes

are aligned with the expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed

before the training program. During the start of training, candidates

generally perceive it as a waste of resources because at most of the

times candidates are unaware of the objectives and learning outcomes

of the program. Once aware, they are asked to give their opinions on

the methods used and whether those methods confirm to the candidates

preferences and learning style


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PERSONAL POLICIY

QUALITY ASSURANCE OF CADBURY

1. Market high quality, superior value products that consistently meet

our specifications and comply with local regulatory requirements, while

continuously improving and exceeding our consumers expectations.

2. Guarantee that our customers and consumers come first

by actively listening and understanding their quality and value

expectations at the points of purchase and consumption.

3. Ensure that any representation of our company image, including our

products and trademarks, meet approved standards, reinforce our

commitment to quality and safeguard the reputation of Cadbury.

4. Maintain a right first time culture that consistently embraces

quality and food safety, where everyone understands their

responsibilities and accountabilities.

5. Operate audited quality management systems that continually

improve processes to deliver this policy and our standards.

6. Assign clear management accountability for setting and meeting

measurable goals and targets for quality and food safety.

7. Work with our supply chain and business partners to assure

compliance with our quality policy and systems, ensuring quality

throughout our supply chain.

8. Place continuous improvement at the heart of our performance

enabling us to deliver superior products and service to our consumers

and customers.

9. Create a passion for quality where success and achievement are

communicated, recognised and celebrated.


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ENVIRONMENT, HEALTH AND SAFETY POLICY

At Cadbury PLC , we see sound and responsible

environmental, health and safety (EHS) management as an integral

part of achieving our goal to grow the value of our confectionery and

beverages businesses for our shareowners.

We believe that such an approach will generate and sustain significant

environmental, social and financial benefits, thereby contributing to our

objective of long-term sustainability.

1. Conduct our business in compliance with environmental, health and

safety laws and with our global standards, and regularly assess

the compliance of our operations against these requirements.

2. Maintain and continually improve systems to manage our EHS

responsibilities, establishing and ensuring employee accountability for

our EHS performance at all levels of the organisation.

3. Set clear targets for continual improvement in our EHS performance

and monitor these targets to ensure that they are met.

4. Strive to prevent pollution and to minimise the environmental costs

and impacts of our global operations.

5. Provide a safe and healthy environment for our employees,contractors and other visitors to our sites

6. Train and motivate our employees to understand their EHS

responsibilities and to participate actively in our EHS programmes

7. Communicate with our shareowners, employees, customers and other

interested parties by regularly reporting on our EHS performance and

maintaining an open dialogue.

8. Review and update this policy regularly.
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PRODUCTION & OPERATION

PRODUCT OF MALANPUR FACTROY

The story of Cadbury Dairy Milk started way back in 1905 at

Bournville, U.K., but the journey with chocolate lovers in India

began in 1948.

The pure taste of Cadbury Dairy Milk is the taste most Indians

crave for when they think of Cadbury Dairy

Recently, Cadbury Dairy Milk Desserts was launched, specifically

to cater to the urge for 'something sweet' after meals.

Cadbury Dairy Milk has exciting products on offer - Cadbury Dairy

Milk Wowie, chocolate with Disney characters embossed in it, and

Cadbury Dairy Milk 2 in 1, a delightful combination of milk chocolate

and white chocolate. Giving consumers an exciting reason to keep

coming back into the fun filled world of Cadbury.

Our Journey:

Cadbury Dairy Milk has been the market leader in the chocolate

category for years. And has participated and been a part of every

Indian's moments of happiness, joy and celebration. Today,

Cadbury Dairy Milk alone holds 30% value share of the Indian

chocolate market.

In the early 90's, chocolates were seen as 'meant for kids', usually

a reward or a bribe for children. In the Mid 90's the category was

re-defined by the very popular `Real Taste of Life' campaign,


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shifting the focus from `just for kids' to the `kid in all of us'. It

appealed to the child in every adult. And Cadbury Dairy Milk

became the perfect expression of 'spontaneity' and 'shared good

feelings'.

The 'Pappu Pass Ho Gaya' campaign also went on to win Silver for

The Best Integrated Marketing Campaign and Gold in the

Consumer Products category at the EFFIES 2006 (global

benchmark for effective advertising campaigns) awards.

Did You Know:

Cadbury Dairy Milk emerged as the No. 1 most trusted brand in

Mumbai for the 2005 edition of Brand Equity's Most Trusted Brands

survey.

During the 1st World War, Cadbury Dairy Milk supported the war

effort. Over 2,000 male employees joined the armed forces and

Cadbury sent books.


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MARKETING OF CADBURY

Dairy Milk has always tried to keep a strong association with milk, with

slogans such as "a glass and a half of full cream milk in every half

pound" and advertisements that feature a glass ofmilkpouring out andforming the bar.

A campaign for the Fruit & Nut variety ("everyone's a fruit

and nutcase") was particularly memorable and featured the writer,

radio and television personality Frank Muir.

On 9 March 1976, American singer Neil Diamond performed a

concert televised throughout Australia during which he did a

humorous live commercial for Dairy Milk. This concert,

including the ad as a bonus selection, was released on DVD on 1 July

2008.
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In 2004, Cadbury's started a series of television advertisements in the

United Kingdom and Ireland featuring a person and an animal

representing the person's happiness debating whether to eat one of a

range of bars including Dairy Milk.

In 2005, Cadbury's original Dairy Milk bar celebrated its 100th

birthday, being first sold in 1905. It remains the UK's biggest selling

chocolate brand. Dairy Milk is sold in the United States under the

Cadbury label, but it is manufactured by the Hershey's company in

Pennsylvania.

On 28 March 2008, the second Dairy Milk advert produced by Glass

and a Half Full Productions aired. It features several trucks at night on

an empty runway at a Mexican airport racing to the tune of Queen's

"Don't Stop Me Now". The ad campaign ran at the same time as the

problems at Heathrow Terminal 5 with baggage handling; in the advert

baggage was scattered across the runway.

On 5 September 2008, the Gorilla advert was relaunched with a new

soundtrack Bonnie Tyler's"Total Eclipse of the Heart" a reference

to online mash-ups of the commercial. Similarly, a version of the truck

advert appeared, using Bon Jovi's song "Livin' on a Prayer".News Related to Cadbury

1.Cadburys relaunches Bournville chocolates news 15 October,

2008

Bournville, a much neglected dark chocolate bar from Cadburys' has

been relaunched as a new category of dark chocolates in India.
http://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/United_Kingdomhttp://en.wikipedia.org/wiki/Irelandhttp://en.wikipedia.org/wiki/United_Stateshttp://en.wikipedia.org/wiki/Hershey'shttp://en.wikipedia.org/wiki/Hershey'shttp://en.wikipedia.org/wiki/Pennsylvaniahttp://en.wikipedia.org/wiki/March_28http://en.wikipedia.org/wiki/March_28http://en.wikipedia.org/wiki/2008http://en.wikipedia.org/wiki/March_28http://en.wikipedia.org/wiki/Queen_(band)http://en.wikipedia.org/wiki/Don't_Stop_Me_Nowhttp://en.wikipedia.org/wiki/London_Heathrow_Terminal_5http://en.wikipedia.org/wiki/Bonnie_Tylerhttp://en.wikipedia.org/wiki/Total_Eclipse_of_the_Hearthttp://en.wikipedia.org/wiki/Mashup_(video)http://en.wikipedia.org/wiki/Bon_Jovihttp://en.wikipedia.org/wiki/Livin'_on_a_Prayerhttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/United_Kingdomhttp://en.wikipedia.org/wiki/United_Kingdomhttp://en.wikipedia.org/wiki/Irelandhttp://en.wikipedia.org/wiki/United_Stateshttp://en.wikipedia.org/wiki/Hershey'shttp://en.wikipedia.org/wiki/Pennsylvaniahttp://en.wikipedia.org/wiki/March_28http://en.wikipedia.org/wiki/2008http://en.wikipedia.org/wiki/Queen_(band)http://en.wikipedia.org/wiki/Don't_Stop_Me_Nowhttp://en.wikipedia.org/wiki/London_Heathrow_Terminal_5http://en.wikipedia.org/wiki/Bonnie_Tylerhttp://en.wikipedia.org/wiki/Total_Eclipse_of_the_Hearthttp://en.wikipedia.org/wiki/Mashup_(video)http://en.wikipedia.org/wiki/Bon_Jovihttp://en.wikipedia.org/wiki/Livin'_on_a_Prayer


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"Dark chocolate is one of the fastest growing categories abroad.

However, in India, it is still in a nascent stage.

Thus, we are almost doing category creation with this launch," said

Sanjay Purohit , executive director- marketing and international

business, Cadbury India

2.Festive campaigns by Coca Cola and Cadburys news 03 October

2008

Coca Cola has launched a special festive season communication drive

of its carbonated drink brand Thums Up. While the "Taste the

Thunder" TV commercial features Akshay Kumar performing

acts like mountaineering and roller coaster ride, the company is also

launching a similar initiative for the market in southern states featuring

Tollywood star Mahesh Babu.

The initiative comes as a follow-up to the company's announcement of

venturing into the 350 ml pack segment of all its major brands.

3.Cadbury and Tamil Nadu Agricultural University join hands for

cocoa research project news 30 May 2008

Mumbai: Cadbury Asia Pacific, the Asian arm of UK confectionery

giant Cadbury Plc, has recalled 11 types of its Chinese-made chocolate

as a precaution, the Hong Kong government said in a statement.


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In a statement, issued from its Singapore office, Cadbury said

it has recalled 11 chocolate products as tests ''cast doubt on the

integrity of a range of our products manufactured in China.''

The products were meant for distribution in Taiwan, Hong Kong and

Australia, its said.

Tests ''cast doubt on the integrity of a range of our products

manufactured in China,'' Cadbury said in the statement issued from its

office in Singapore.

4.Cadbury, others recall China-made confectionery news 29

September 2008

Mumbai: Cadbury Asia Pacific, the Asian arm of UK confectionery

giant Cadbury Plc, has recalled 11 types of its Chinese-made chocolate

as a precaution, the Hong Kong government said in a statement.

In a statement, issued from its Singapore office, Cadbury

said it has recalled 11 chocolate products as tests ''cast doubt on

the integrity of a range of our products manufactured in China.''

5.Worm turns for Cadburynews Mohini Bhatnagar 28 November

2003

Hyderabad: The worms in the chocolate bars controversy has hit

Cadbury India where it hurts most and that is in sales. The

company today faces tough times ahead as the business

environment for its chocolates becomes increasingly negative with

rising raw material prices and low consumer sentiments, post the


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worms controversy in October this year.

6.Cadbury India net profit at Rs 190 million news 13 July 2002

Mumbai: Cadbury India Ltd has posted a net profit of Rs 190 million

for the quarter ended 16 June 2002 as compared to Rs 93.60 million for

the quarter ended 17 June 2001.


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STRENGTH & WEAKNESS

Strengths

Cadbury is the largest global confectionery supplier, with 9.9%

of global market share.

Strong manufacturing competence, established brand name and

leader in innovation.

Advantage that it is totally focused on chocolate,

candy, chewing gum, unique understanding of consumer inthese segments.

Weaknesses

The company is dependent on the confectionery and beverage

market, whereas other competitors e.g. Nestle have a more

diverse product portfolio, where profits can be used to invest in

other areas of the business and R&D.

Other competitors have greater international experience -

Cadbury has traditionally been strong in Europe. New to the US,

possible lack of understanding of the new emerging markets

compared to competitors.


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Suggestions

1. Necessary knowledge and skills about new learning strategies at all

levels;

2. Accreditation of the current teacher training and staff development

programs offered by various providers;

3. A critical mass of local experts to spread the new knowledge and

skills throughout the teachers in the country;

4. Suitable alternative model for in-service training;

5. A plan for national implementation;

Indication of support and commitment by the government


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SPECIAL POINT

Use of Advertising'

No. 1 FMCG Company

Cadbury India has been ranked as the 7th Great Place to

Work and the No. 1 FMCG company in India in 2008, by

the Great Place to Work Institute.

Great Place to Work 2007'

Cadbury India' has been awarded the "Bronze Award for Excellence in

People Management" in the 'Great Place to Work 2007' survey

conducted by Grow Talent Company Limited and Business

world. The award recognizes Cadbury India as a

national leader in the area of Human Resource

Management.

Great Place to Work 2007'

Cadbury India' has been awarded the "Bronze Award for Excellence in

People Management" in the 'Great Place to Work 2007' survey


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conducted by Grow Talent Company Limited and Business world. The

award recognizes Cadbury India as a national

leader in the area of Human Resource

Management.

Cadbury India received a bronze award at the

Cannes Lions International Advertising Festival for partnering with a

mobile phone operator in 2005 to provide exam results

via SMS to school children.

Reader's Digest Award recognizes Bournvita

Bournvita won the 'Reader's Digest Trusted Brands' Gold Award for the

vitamin health supplement category in Indian in 2006. The merit wasbased on 7000 responses from questionnaires and telephone interviews

across Asia.

Suraksha Puraskar Award 2005

Cadbury India's Bangalore factory has received the "Suraksha

Puraskar" safety award from the National Safety Council - Karnataka

chapter.

ABBY Award wins for India.

The prestigious ABBY awards, held in March, recognise

creative excellence in the Indian Advertising Industry. The Ulta

Perk campaign won four Silver Awards in total and the


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Cadbury Dairy Milk Campaign, Miss Palampur, also won a

Silver Award. This year Cadbury also sponsored the new 'Young

ABBY' Award.

Cadbury wins the Effies 2006

At the recent Effie 2006 awards organized by The Advertising Club of

Mumbai, our 'Pappu Pass Ho Gaya' advertising campaign bagged two

more awards - Gold in the Consumer Products

category and Silver in the integrated advertising

campaign category.


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INTRODUCTION

Cadbury, a subsidiary of Cadbury Schweppes is a dominating player in

the Indian chocolate market with strong brands like Dairy Milk, Five

Star, Perk etc. Dairy milk is in fact the largest chocolate brand in India.

Cadbury India Limited, now stands only second to Cadbury UK Limited

in sales of Dairy Milk. The company is pushing the gifting segment,

through occasion linked gifts. Chocolates contribute to 64% of

Cadburys turnover. Confectionery sales accounting for 12% of turnover,

is contributed largely by Eclairs. Cadbury also has a strong brand Bourn

Vita the malted health drink category, which accounts for 24% of

turnover.

Fifty years ago, the real taste of chocolate as we know it today, landed on

Indian shores. An event that carried forward the entrepreneurship andvision born as far back as 1824, when John Cadbury set up shop in

Birmingham (UK) to sell among other things his own cocoa

concoction. From these modest beginnings emerged Cadbury Schweppes

that is today the leading manufacturer of confectionery and beverages

in the United Kingdom. A company that has its presence in over 200

countries worldwide and has made the name Cadbury synonymous with

cocoa products in countries across the planet.

This is the brand that came to India in 1947 to a nation that was in its

infancy, a market that was ready for the world and a people that were

open to new ideas, new products.


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Within a year of being set up as a trading concern, Cadbury fry India was

incorporated as a Private Limited company, set up for processing

imported chocolates and Bourn vita. The same year saw the launch of

Cadburys Milk chocolate for millions of Indians.

Through 50 years of investment in capital and marketing, the scale and

scope of our operations has expaned to cover a range of brands in the

chocolate, sugar confectionery and malted food drinks segments. We

have a majority share in the Indian chocolate market and a significant

presence in sugar confectionery and food drinks.

Today Cadbury India Ltdl, a subsidiary of Cadbury Schweppes employs

over 200 people across the country. And operates in one of the fastest

growing chocolate markets for Cadbury Schweppes group across the

globe.


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OBJECTIVE OF STUDY

OBJECTIVE OF STUDY

1. To highlight the policies and procedures of company.

2. To make a detailed analysis of the strategies adopted by the

company for planning and monitoring costs

3. To identify the vertical areas where greater attention is needed for

better management.

4. To find our better plan for company for controlling material.


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SUGGESTION

Necessary knowledge and skills about new learning strategies at all

levels;

Accreditation of the current teacher training and staff development

programs offered by various providers;

A critical mass of local experts to spread the new knowledge and skills

throughout the teachers in the country;

Suitable alternative model for in-service training;

A plan for national implementation;

Indication of support and commitment by the government


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CONCLUSION

The employers should keep in mind these four rules of thumb when designing

the companys strategy and solution:

Rule #1: Internet technology is the key to a profound revolution in

learning.

The effects of Internet technology on employee training are indeed profound;

however, technology - any technology - should be seen as a tool, not a strategy

or final goal. Just because they have good word processing software doesn't

mean you write well. Likewise, the Internet cannot, in and of itself, improve

the quality of the learning and the content they put on it. The employers need to

use Internet technology combined with high quality, effective learning to

maximize learning and retention levels.

Rule #2: There is an enduring and important role for traditional

classroom instruction.

People who believe technology will totally replace great teachers in front of

classrooms of highly motivated learners are as misguided as those who believe

the Internet is a passing fad. The blended learning solution, i.e., a mixture of

classroom and Web-based training is the most effective and comprehensive

learning strategy.

Rule #3: Learning is a continuous, cultural process - not simply a series of

workshops.

Employees retain about 50% to 60% of what they learn in a formal training

workshop. Often, employees forget what they have learned within two months

of the workshop. Therefore, access and opportunities to learn should be


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available to anyone, anywhere, and at any time within an organization.

Organizational learning is as much about what happens outside formal learning

programs as it is about the programs themselves.

Rule #4: Strategy development and implementation are never really

finished.

Employers change as their business changes. They adjust it as their people

become more skilled and knowledgeable. The employers redefine it as new

technology options become available. And, they constantly test it against the

mission and vision of their business, making sure they are always in alignment.

Due to training there is greater stability, flexibility and capacity for growth in

an organization. Accidents, scrap and damage to machinery and equipment can

be avoided or minimized through training. Even dissatisfaction, complaints,

absenteeism, and turnover can be reduced if employees are trained well. Future

needs of employees will be met through training and development

programmes. Organizational take fresh diploma holders or graduates as

apprentices or management trainees. They are absorbed after course

completion. Training serves as an effective source of recruitment. Training is

an investment in HR with a promise of better returns in future. Though no

single training programme yields all the benefits the organization which

devotes itself to training and development enhances its HR capabilities and

strengthens its competitive edge. At the same time, the employees personal

goals are furthered, generally adding to his or her abilities and value to the

employer. Ultimately, the objectives of the HR department and also of the

organization are also furthered.


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BIBLIOGRAPHY

I concerned the following references in course of my research study

1. Kotari C.R. , Research methodology (Methods & Techniques),

Wishwa Prakashan, 24th Reprint March 1999/

WEB-SITE :-

www.google.com www.rediff.com

CADBURyrTRAINING&DEVELOPMENT priyanka

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