training

INTRODUCTION TO TRAINING

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

Training is the short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.

Training enables employees to develop and rise within the Organization and increase their Market Value earning capacity and job Security.

Meaning:

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

Thus, training bridges the difference between job requirement and employees present.

Definition:

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

NEED FOR THE STUDY

Employees being the main source for production the success of an organization depend on its employees. Since employees contribution plays a significant role in shaping modern organization. It is the duty of an organization to care of its employees skills. Abilities and performance and develop them in a more prospective way for the development of the employees which indirectly contributes to the organization.

Employee can develop their performance only when they are given training in particular skills which they are lacking.

OBJECTIVE OF THE STUDY

The aim of the project is to focus on the identification of the training Needs, process of the training, techniques of the training, needs of training programs in THE K.D.M.P.M.A.CO-OP.U.LTD.. And to study how it helps the people growing in the organization in order that as far as possible its future personnel need s can be met and the goals by proper utilization of human resource and to increase the productivity and improve the quality.

a. To study and evaluate the essence of training program.b. To know how often training programs are conducted & maintaining the records.c. To know the training methods given for employees.d. To know the performance level of employees after training.e. To know the guidance given by trainers while training.f. To know how training helps in understanding and carrying out Organizational policies.

SCOPE OF THE STUDY

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

NEED FOR TRAININGa. To improve the current job performance of employeesb. To familiarize employees with the policies and procedures of the organization.c. To enhance the creativity, adaptability and versatility of the employees and to facilitate learning at the work placed. To prepare employees for future job.e. To change the skills, knowledge and attitudes of the employees on a permanent basis.f. To help employees manage their careers.g. To maintain knowledgeable work force.h. To gain competitive advantage through a knowledgeable work force.i. To promote organizational growth through individual growth.

AREAS OF TRAINING Company policies and procedures Human relations training Skill based training Problem solving training

RESEARCH METHODOLOGY

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

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

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

Sampling Technique:The technique used for selecting the sample is non probabilistic convenience sampling. I have surveyed some of the employees based on my convenience. Each employee has been given with one questionnaire to fill.

Sample size:A sample of 100 respondents is selected each employee filled up the questionnaire and helped the researcher to carry out the survey effectively.

Data Collection:The Researcher has wide varieties of methods to consider either single or in combination they were grouped first according to whether this uses secondary or primary sources of data.

Primary Data:Data originally collected for an investigation are known as primary data concluding personal interviews though questionnaire. Most of the Study for this project is based on primary data itself.

Secondary Data:Data, which is not originally collected rather obtain from published on unpublished sources, it known as secondary data it can be defined as data collected by someone else for purpose other than solving the problems. Secondary data for the present study is retrieved from company profile and text books.

Limitations of the Study :-

a. The study was conducted for a limited period of time.b. The study pertains to only employee of the THE K.D.M.P.M.A.CO-OP.U.LTD.c. Limited sample, size taken for the study i.e. 100.d. The result cant the generalized to the whole universe.e. There is chance of bias to present as employees may be busy with their.

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

The world's largest development program over undertaken, the operation flood undertook the gigantic task of upgrading and modernizing with production, procurement, processing and marketing with the assistance provided by the world bank and other external agencies, designed and implanted by the National Dairy Development Board(NDDB) and the Indian dairy corporation. The project was launched in July 1970. Its basic concept compromises the establishment of co-operative structure on Anand pattern.

OPERATION FLOOD-1:Operation flood-1 also referred to as white revolution is a gigantic project profounded by government of India for developing Dairy industry in the country. The operation flood-2 originally meant to be completed in 1975 for its completion at total cost of about Rs.l 16 crores. The operation flood-1 was wholly financed by setting in Indis free metric tones of bottle oil donated out of the surpluses of European Economic CommunityANAND PATTERN-1:Under the operation flood-1 the program for increasing milk production was taken up in ice hinterlands of various breeding tracks on Anand pattern and loudly proclaimed with a trample. The co-operative were started originally in 18 of Indian milk shed districts and later on mine more milk shed areas were added to make a total of 27 in 10 states of the country viz, Maharastra, Tamilnadu, Andhra Pradesh , West Bengal, Bihar, Hariyana , Punjab, Uttar Pradesh and Rajasthan.Those dairy co-operatives are based on a model known as Anand pattern of dairy co-operative. Under Anand pattern concept rural co-operative infrastructure was to be built in the village, the milk producers were and keep their animals. In each participating village, the milk producers were to form their own village dairy co-operative. Thus Anand pattern dairy co-operative union organizes mobile veterinary and artificial insemination counters.In the sphere of co-operativisation the no of Anand pattern organized societies under operation flood was 63121 on April 1st 1991 as age INST 60753 a year ago indicate one that years as many as 2368 new dairy co-operatives were formed. OPERATION FLOOD-2:The operation flood-2 which was started in July 1978 is scheduled to be completed in 1985 at a cost of 483 crores.

A humble attempt has been made in it sufficient appraisal of the achievements made in some sufficient field during operation flood-1. These achievements if as all made particularly the anand pattern dairy co-operative unions are to serve now bedrock of operation flood. Their unions are to act to the starting. Nucleuses for co-operative cluster federation. The main instrument for this gigantic project operation food-2. The average nucleus cluster federation would six districts unions registered and unregistered.

The Indian dairy co-operative, National possible are not required to indicate the basis on which the state wise allocations were made in operation flood-2 up to end of the 11,979 Gujarat state alone got the lion's shares of 1666. 70,00,000 five states Haryana, Bihar, Rajasthan and Andhra Pradesh put together the total disbursement in their case was 1732 lakhs only. This trend is going to be maintained in operation flood-2. OPERATION FLOOD-3:The Indian dairy industry is growing rapidly and may become a string competitor to world dairy powder. The milk sector is the second largest contribution to the agricultural economy in terms of produce phenomenal growth is a result of national airy development board through the operation Flood programs.Operation flood-2 now in its closing phase only consolidated the procurement affords to boost production. The projection for milk output for 200 AD is nearly 90 tones at on 5% growth rate. It is now 5-8% dairy factories established under operation flood, which cover 170 milk sheds can handle 14.3 millions liters milk daily. They have a milk drying capacity of about 696 tones per day.The rapid growth in milk production did way with import of milk powder except for a (26400 tones) during the brought years

NATIONAL DAIRY DEVELOPMENT BOARD:At the time of industrialization at cattle feed factory at kanjari in October 1964. the late sri LALBAHADUR SHASTRY , the Prime Minister of India paid unscheduled visit producers co-operative societies and stated there overnight .He was impressed by the social economic changes brought milk co-operatives in Krishna district and desired to have a National level organization to milk producers co-operative societies replicate anansin other part of the country.Thus the National Dairy Development Board was set up under the empowerment of ministry of agriculture and irrigation, Govt of India in Sep 1965 under the society registration act 1860 and the Bombay trust act 1950.

The president of India nominates the board of directors including chairman, secretary; National Dairy Development Board is the chief of the organization.

ANAND PATTERN DAIRY DEVELOPMENT:The information Anand pattern of milk co-operative was launched with the organization of Krishna district co-operative milk producer's union ltd. In this pattern the function of dairy is milk procurement, processing and marketing are controlled by the milk producers themselves.PLANNING INVESTMENT:1. 33.43 Crores4. 349.00 Crores2. 247.53 Crores5. 116.00 Crores3. 187.00 Crores6. 600.00 CroresDAIRY INDUSTRY IN ANDHRA PRADESH

The program dairy industry was mooted with commendable help of the united national international children's emergency fund, food and agriculture organization and freedom from hunger company campaign Organization of the U.K. these organization insisted lot of the establishment of the dairy units at hydria and vijayawada in 1967 and 1969 respectively, which led to pioneer dairy development program in Andhra Pradesh? Later to set cooling and chilling centers have been set up to feed these two gigantic units.

The government of Andhra Pradesh started dairy development corporation to interest of milk producers and ensuring adequate supply of fresh milk at reasonable price to the urban consumers as A.P.D.D.C ., come in to the existence on 2nd April 1974. A.P.D.D.C ., providing employment to nearly 20 employees and organism easy many as 87 dairy units including seven milk factories , 13 district dairies, 22 chilling centers , 18 cooling centers and 15 mini cooling centers.

In addition to that the private units have been contributing their little mite in the development of dairy industry M/s Hindustan milk foods that has started a malted milk product factory in Rajamundry. Further to enhance working efficiency and to increase the turnover, the government has constituted on autonomous dairy development corporation on the recommendation measure the dairy industry improving towards massive milk production and milk collection.

DAIRY DEVELOPMENT:In 1960 pilot milk supply scheme was started in the state for the dairy development. Its initial capacity was 100 liters a day at the time of starting. Now its daily collection increased to 11 lakhs liters per day. It is also working as alien between milk producers of the towns by providing reasonable price to the producers to maintain stable market.

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

OPERATION FLOOD: In our state operation flood was divided in three types "Anand level".1. Village level - D.C.S2. District level - M.P.C.V3. State level - A.P.D.D.C.F

OPERATION FLOOD PROGRAMME: Indian dairy development corporation own the responsibility of implementations of operation flood programs, which provides money assistance put 70% towards loans and 30% as subsidy. National Dairy Development Corporation selected district of the state for implementation of operation flood. It divided the districts into ten milk collecting mandals.

DISTRICT SELECTED UNDER OPERATIONDistrictMilk sheds/unionsKrishnaKrishnaSrikakulamVishakaVijayanagaramVishakaVisakapatnamVishakaEast GodavariGodavariWest GodavariGodavariChitoorChitoorKurnoolKurnoolCuddapahCuddapahNalgondaNalgondaRangareddyRangareddyMedakMedakNizamabadNizamabad

CHAPTER-IIICOMPANY` PROFILE

ORIGIN & HISTORY:Organization dairying in Krishna commenced in 1965 with integrated milk project assisted by UNICEF. A milk conversation plan first of its on kind in south India was commissioned in April 1969. The organization of dairy industry took basic changes beginning with husbandry department; it was integrated with project (1960), dairy development (1991), A.P.Dairy development cooperation (1974), A.P. dairy development cooperative federation (1981).Krishna district milk producers cooperative union got registered in 1983district have 450 organized dairy cooperative societies with 67000 member's producers. There are 340 producers' association centers.

COMPANY'S MISSION:Farmer's prosperity through technical innovations and customer orientation with specific focus on quality and cost.

COMPANY'S VISION:Dairying in the district to be the major instrument of strengthening rural economy & making available safe milk and milk products.

SAILENT FEATURES:1. Daily average milk procurement: 163794 litres.2. Turnover of business has reached to 200 crores.3. Daily milk sales average reached to 1600001itres.4. Obtained ISO 9001:2000, 14000 and H.A.C.C.P certification.5. Earning profits and distributing bonus to its members6. Paying RS.68 crores per year to farmer as cost of milk procured from them.7. Strengthened the rural economy by avoiding middlemen and making available safe milk and milk products to the consumer.8. Provided self employment to the rural women.

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

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

MILK PRODUCT FACTORY-VIJAYAWADA DATA SPECIFICATIONArea occupied by the factory 27.3 acresValue of factory building 400 lakhsMoney given by UNICEF53 lakhs MachineryInvestment on equipment600 lakhs BuildingsOpened on11-4-1969Workers1538Date of formation of union6-7-1983Date of transfer of management 8-2-1985Of the union Annual turnover60 crores

Production power:Milk500001ts/dayGhee 5 tonnesButter7tonnesMilk powder 4tonnesPacket filling 160000packets/dayRefrigeration capacity 1.5tonnesContracted maximum demand900 chillingProcessing150000

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

S.W.O.T ANALYSIS STRENGTHS1. Milk production potential in Krishna district substantial.2. Ability to handle highly perishable product milk.3. Adequate infrastructure facilities available.4. Availability of well experienced professionals.5. Ability to meet any consumer demand for milk and milk products.6. Ability to offer quality aseptic products with high profitability.7. Established bondage with farmers.8. Access to developmental funds and grants.9. Access to other co-operatives. WEAKNESSES1. 1 High fixed costs occupyingl 5% of business turnover.2. Milk and milk products are high priced using competitive edge.3. Product manufacturing facilities are outdated due to lack of modern facilities.4. Work culture not compatible with growing for customer service.5. Employee's skills at various levels require upgradation.6. Business systems and modern management culture is yet to be adopted.7. Managers lack of business experience. OPPORTUNITIES:1. Increased purchasing capacity.2. Rapid urbanization.3. Growing food service sector.4. Responsive state government.5. Export opportunities for long life aseptic milk.6. Responsive milk producer base.

THREATS: Intense competition in liquid milk market. Entry of organized private sector. Increasing competition for the marketable surplus milk in rural areas. Employee's resistance to change.

SUCCESS STORY:District Krishna is on the river rain track of Krishna a butting Bay of Bengal. Krishna District is known for its quality cattle. In milk cattle population it ranks second in the state.Organized dairying in Krishna commenced in 1965 with integrated Milk product assisted by the UNICEF, a milk conservation plant 1.25 LL Pd was commenced in April, 1969 at VIJAYAWADA. The dairy industry in the District had its beginning under state govt as part of animal husbandry activity. It was integrated milk project (1960), dairy development department (1971), Andhra Pradesh dairy development corporation (1974) and A.P. Dairy Development Co- operative Federation (1981).Union collects milk from about 1 lakh milk producers covering 800 villages organized through 20 routes. District union has 6 milk chilling centers one each operating at Pamarru, Hanuman Junction, Veerankilock, Gudlavalleru, Chillakollu and Tiruvuru with total processing capacity of 1,22 lakh Its/day.It has milk products factory with the facilities to manufacture different milk products. Milk Processing 2.5 lakhs Its/dayMilk Drying 22 MT/dayButter 22 MT/dayGhee 18 MT/dayThe milk products factory at Vijayawada handles surplus milk from all coastal districts. About 1.73 lakh kgs/day with peak touching 3.18 lakh kgs/day. The factory conserves fat in the shape of white butter usually to the extent of 1000 MTs per year.An Aseptic Packing Station (APS) was set up in the, Milk Products Factory to pack 50000 liters of long the milk (UHT MILK) per day. Union has also 2 cattle feed mixing plants with a total capacity of 50 Mt/day.

RANKING OF THE DISTRICT IN ANDHRA PRADESH:Milk production 3rd Processing 4th Marketing 3rd Krishna district has milk procurement ranging from 45000 kgs to 105000 kgs per day from 1969 to 1998 District being buffalo concentrated has wide procurement fluctuations. The District Co-operative Milk Union provides the following inputs to the farmers for increasing milk production. Premixed cattle feed. Cattle insurance at 2/3 subsidies. Veternity first aid facilities. Fodder seeds at subsidized rates. Animal vaccines & medicines at subsidize prices. AI facilities. Breeding bulls Extension services.

GROWTH OF THE FACTORY:As an integral part of the above project the milk products factory, Vijayawada was commissioned on 11-4-1969. The factory has got an initial handing capacity of 125000 liters in the first stage with provision to handle 250000 liters milk in the second stage. It has crossed the mark of 100000 liters in the very first year of its operation getting admiration form the UNICEF officials.The women has been playing a greater role in the rural dairying i.e. feeding of animals, washing and milking etc To encourage this activity in an organized way the APDCFL of foundation three district viz., Nalgonda, Krishna and Chittoor already 8 women co-operative societies are organized and 200 new members have been enrolled a part from 1000 women members enrolled in other societies. CHILLING CENTERS:The milk products factory Vijayawada has set up 10 chilling centers which are given under centre have been producing chilled milk for the composition of the various segments of the consumers. Chilling centers are very useful to milk products factory following centers are in Krishna District under the location of milk products factory, Vijayawada.1. Pamarru2. Hanuman Junction3. Veerankilock4. Gudlavalleru5. ChillakoJdu6. Tiruvuru7. Gannavaram8. Vuyyuru9. Kaikaluru10. Kankipadu

TownNo of selling boothsDaily sales(in liters)

Vijayawada18568000

Machilipatnam424000

Gudivada251200

Total25273200

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

Following are the facilities available in Milk products factory Vijayawada and its field centers.A. Milk products factory Vijayawada:S.NOName of the FacilityUnitCapacity

1Milk processingLakh Its/day2.5

2Milk dryingMTs/day22.0

3Ghee manufacturingMTs/day18.0

4Butter manufacturingMTs/day22.0

5UHT Milk packingIts/day45000

6Milk packingIts/day200000

7Go down spaceMTs3000

8Butter cold storeMTs500

B. FIELD:S.NOName of the CentreUnitCapacity

1MCC PamarruLts/day50000

2MCC VeerankilockLts/day18000

3MCC GudlavalleruLts/day18000

4MCC Hanuman JunctionLts/day18000

5MCC ChillakalluLts/day12000

6MCC TiruvuruLts/day12000

Total128000

7No of computerized milk

Collection and testing centers25

8No. of bulk coolers operating6

(planned to establish ten more)

9DCS having electronic milk testers450

10No. of A.I centers56

11No. of V.F.A centers240

12No. of DCS Organized630

13No. ofMPAs320

14Exclusive women DCSs103

15Farmer members118689

16Women members23347

17No. of milk routes35

18No of DCS having its own buildings400

C. CATTLE FEED:S.NOName of the plantUnitCapacity

1FMP BuddavaramM.T.s/day30.0

2FMP GudlavalleruM.T.s/day18.0

MILK PROCESSING AND PRODUCTION:Dairy Manager (I/c production) is heading the production division supported by four dairy managers, 11 Asst. Dairy Managers and other production staff engaged in milk reception , milk processing , Butter making, Ghee making , powder making bi- produc its manufacturing and finished goods section. Production operations begin with milk reception at the dairy dock and continued round the clock.

MILK RECEPTION:As soon as milk is arrived at the reception dock either through cans or tankers, the laboratory authorities conduct all the platform / Bacteriological/ Chemical tests and after its quality confirmation the milk is received and sent to storage.

RAW MILK:Milk products factory Vijayawada is directly connected by around 175 villages a radius of around 50 kms around Vijayawada. The milk collected from these villages is collected directly at milk products factory, Vijayawada for which it equipped with a can conveyer, an electrical weighting machine, a dump tank and a straight through can washer with cleaning capacity of 600 cons per hr.

Chilled Milk :Cilled milk from chilling centers and other stations through milk tankers is received at the and after receiving quality confirmation from laboratory the milk is sent for storage.

MILK PROCESSING SECTION:It has 12 storage tanks each of 15000 Its. Four creams vats each of 5000 Its capacity. It is equipped with 3 milk pasteurizer of 20000 Its. Capacity / hour 15000 Its / hour and 10000 Its/ hour respectively. It also has cream pasteurizers with a capacity of 5000 Its/ hour. Altogether it has milk storage capacity of four lakh Its.

OPERATIONS:Separation of required quantity of whole milk to the extent of demand and with admixture of whole milk /cream and skim milk in required proportions, milk is standardized according to their composition and sent them to the packing or products manufacturing divisions.

BUTTER SECTION:It is equipped with three butter churns with drum capacity of 1500 Its each. The cream loaded in the drums is churned for about three hours for separation of liquid butter milk from cream after setting of butter; it was washed with chilled water to remove solids from it. The butter formed is collected and sent back to processing section while the solids in liquid form of butter milk is sent back to processing section for further usage.

GHEE SECTION:There are 7 ghee boilers in ghee section each with 1000 Its capacity in which butter is malted for 3 hours at 120 c. After attaining satisfactory flavor, colour etc the ghee is pumped to ghee setting tanks where it is allowed for eight hours for setting of sediment at the bottom of the tank. There are settling tanks each 8000 Its capacity and two storage tanks each 3000 les capacity. Then the ghee is clarified and filtered with fine filters. After obtaining satisfactory report from lab authorities the final filtered ghee is packed in 51t, 21t, lit and 54 It etc. The total capacity of ghee packing is 18.0 M.T per day. BI-PRODUCTS SECTION:All the fresh milk products like butter milk, sweet lassie. Khova, paneer, yoghurt, milk cake are manufactured and packed under strict hygienic and aseptic conditions in this section.

POWDER SECTION:It has two powder plants. An alia level makes single effects gravity flow milk evaporator plant with drying capacity of 8. M.T s per day and another valcan level double effect gravity flow milk evaporator plant with drying capacity of 14. M.TS per day are under operation. Fine and superior quality ISI grade SMP is packed in 25 kg, 1 kg and Vi kg packs.

MILK PACKING:It has the capacity to pack 200000 Its of various varieties of milk per day. It is equipped with eight sachet packing machines each capacity is 150 tubs per hour. Five varieties of milk in Vi It sachets for direct consumers. Cans for institutions are being packed.

ASEPTIC PACKAGING STATION (APS):Special officer is heading the APS unit. The APS was established in 1988 with the financial assistance of NDDB in the existing campus of milk products factory, Vijayawada with a total outlay of 22 crores. Milk is treated in high temperature plant for 2-3 seconds at about 1400 C under low pressure followed by rapid cooling. This enables milk to be free of micro organisms which are liable to proliferate during storage. Tetra Brick is a compact, sterile; pilfer proof, unbreakable and long shelf life pack that retains freshness and goodness of milk for 3-4 months.

SALES AND MARKETING:Dy.Director (S&M) is heading the sales and marketing wing supported by a sales manager and three Asst. sales Managers with a network of 700 booths, 300 round the clock cold chain parlors. The sales and marketing wing of the union functions round the clock for the distribution and marketing of milk and milk production.

DISTRIBUTION NETWORK: 1) LIQUID MILK DISTRIBUTION:Vijayawada city is divided into 24 zones. Each zone is connected by a separate milk route operating both morning and evening to distribute the milk to the commission agents and cold chain points.2) PRODUCT DISTRIBUTION:a) Local distribution with in the district: Through distributors, stockiest and retailers. Products are delivered to these Distributors /stockiest /retailers.b) Distribution to outside district: Through stockiest and EX-factory direct sales through out the country.

PERSONNEL AND HRD:Personnel officer is heading the personnel department. HRD activities are carried out for the benefit of the employees. It is looking after the service/ administration matter of the staff of this union besides implementation of the following Acts for their welfare.1. 1 Industrial Dispute Act 19472. 2 Payment of wages Act 19363. 3 Minimum Wage Act 19484. 4 Equal Remuneration Act5. 5 Gratuity 19726. 6 Workmen Compensation Act7. 7 ESI Act 19488. 8 Trade Union Act 1926 etc.,

FINANCE:Sr. Accounts officer is heading the finance who is assisted by four Asst. Account Superintendent and finance staff. The union has started its operations independently from 8-02-1985 on wards after taking the fixed assets from the state federation at their book values as on that date. SHARE CAPITAL:Authorized share capital Rs. 500 lakhs. The unions paid up share capital at present are Rs. 106.24 lakhs and Rs. 31.87 lakhs are share suspense waiting for conversion.

LONG TERM LOANS:The National dairy development board has provided loans to the union under O.F.2/3 program for capital projects in the union total R.s707.20 lakhs was financed for various projects to the union under70:30 loans cum grant basis.

ORGANIZATIONAL STRUCTURE:STAFF POSITION:Managing Director 1Deputy Director 2Sr. Accounts officer 1Dairy Managers 6Asst. Dairy Engineers 2Quality Control Officers 1Asst. Dairy Manager 15Fodder Development Officers 1Junior Engineers 4Technical Staff 58Transport 30Finance 20Administration 70Field Staff 55Others (Non Technical) 304TOTAL 570

CHAPTER-IVTHEORETICAL FRAMEWORK

INTRODUCTION

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

Meaning:

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

IMPORTANCE OF TRAINING:

The importance of Human resource management to a large extent Depends on Human Resource development. Training is the most important technique of Human Resource development.

As stated earlier, no organization can get a candidate who exactly Matches with job and the organizational requirements. Hence, training is Important to develop the employee and make him/her suitable to the job.

Job and organizational requirement are not static, they are changed from time to time in view of Technological Advancement and change in the awareness of the total quality and productivity management (TQPM).The objective of the TQPM can be achieved only through training. As training develops human skills and efficiency. Trained employees would be a valuable asset to an organization. Organizational efficiency, productivity progress and development to a greater can also be achieved through training. Training is important as it constitutes significant Part of management control.

The increasing competition, among other things increased the significance of training. Training matches the employee with the job from Time to time. Further, the trained employees invite organizational change And ready to take up any type of assignment. The success of any Organization, to greater extent depends on the amount, qualitative and Timely training provided by an organization. Further, the importance of training can also be viewed from the need for training and the advantages of training .

NEED FOR TRAINING:

A program of training becomes essential for the purpose of meeting the specific problems of a particular organization arising out of the introduction of new lines of production, changes in design, the demand of competition and economy etc.,

Therefore the following are the basic needs of Training.

To increase productivity. To improve quality. To help a company to fulfill its future personal needs. To improve organizational climate. To meet technological advance.Training Policy:

Every company or organization should have established training policy. such a policy represents the top managements commitment to the training of its employees and compromise rules and procedure governing the standard of scope training.

A training policy is considered necessary for following reasons:

To improve suitable opportunities to the employee for his own betterment. To discover critical areas where training is to be given on a priority basis. To indicate a companys intention to develop its personnel. To provide guidance in framing and implementation of programs.

TRAINING INPUTS

SKILLS:

Training an employee for a particular skill is undertaken to enable the employees to be more effective on the job.

Attitude:Training programs in industry are aimed at moulding employee attitudes to achieve support for company activities and greater loyality.

Knowledge:Training aimed at imparting knowledge to employees in the organization provides for understanding of all the problem of modern industry knowledge for managerial personnel may be related to complexity of problem in organizing, placing. Directing and controlling

Training objectives:

Generally Line mangers ask the personnel mangers to formulate the training policies. The personnel managers formulate the following Training objectives in keeping with the companys goals and objectives.

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

TRAINING METHODS:

The training Programs are classified into two types are

1. on the job methods.2. off the job methods.

1) On the Job Methods:

This type of training also known as job instruction training. Is the most commonly used method under this method, the individual is placed on a regular job and taught the skills necessary to perform that job. The trainee learns under the supervision and guidance of a qualified worker or instructor. On the job training methods include job rotation, coaching, job instruction and committee assignment.

a. Job rotation: the type of training involves the movement of trainee from on job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different hob assignments.

b. Coaching: the trainee is placed under a particular supervisor functions as a coach in training the individual. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement.

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

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

2 ) Off the job methods : -

Under this method of training, trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance since the trainee is not distracted by the job requirements. He can place his entire concentration on learning the job rather than spending his time in performing it.

Vestibule Training: - In the method, actual work conditions are simulated in a class room. Materials files and equipment those are used in actual job performance are also used in training.

Role Playing: - It is defined in imaginary situations. This that involves realistic behavior in imaginary situations. This method of training involves action, doing and practice, the participations play the role of certain characters such as the production manager, mechanical engineer, maintenance engineers, quality control inspectors, foreman, workers and the like.

Lecture Method: - The lecture is a traditional organizer the material and instruction. The instructor organizes the material and gives it to a group of trainees in the form of a talk. An advantage of lecture method is that it is direct and can be used for a large group of trainees.

Conference of Discussion: - It is a method in training the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to the improvement of job performance.

Programmed Instruction: - In recent years this methods has become popular. The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks.

Need of training in KCP:The purpose of training in KCP .is to develop the abilities of the individuals and to satisfy the current and future manpower needs of the organization. The aim of providing training to the employees in KCP .is:

To see that skills and knowledge of all employees in the company should cope up with the latest technology and development.

To enable to do the job in more effective way to reduce time, supervisory time, waste, and spoiling or raw material.

To increase the employees level of performance through instructions, which directly leads to increase in productivity and companys profit.

To prevent the industrial accidents this ultimately leads to safer work environment.

To improve the quality and avoid the operational mistakes.

To meet the needs of human resources within organization when the need arises.AREAS OF TRAINING AT KCP :

A) Induction Training:It is process of training the new employees about the organization personnel policies and procedures and its core values, indicating to them the standards of performance expected in such as quality and customer service and spelling out requirement for flexibility.

B) Training in Skills:In KCP .training in skills is undertaken to enable the employee about the changed techniques and improvements affected the old methods, keeping in view training is given to.

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

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

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

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

D) Managerial Training:Training is given to all managerial to given them a wide in plant experience like holding of staff meetings. Visits to other industrial units. Participation in work with other departments. And they are generally given training in leadership qualities, appraisal of employees and their rating and the maintenance of personal records.

E) Apprentice Training:Apprentice training is provided and some technical training to the workers in order that the employment opportunity enhanced and the Duration of apprenticeship training is one year and the fields offered are electricians, welders, machinists etc.

F) Sales Department:Training is given to all the employees of sales department to know the nature and quality of product and also in handling the customers.

G) Administrators Department:In KCP .Employees like typist clerks, accountants EDP persons. Stenographers are given training in their respective fields either in house or out door.

Training Process in KCP

Assessment of Training needs

Calendar

Plan the training program

Techniques-Location-Trainers

Feedback

Training Record

Training Effectiveness form

The process of training the employees in KCP .involves six steps and it maintains the records regularly to continue the process these records are maintained by the HRD & IR officer.

The steps are as follows:-

1. Assessment of Training needs:-The process first begins with assessing the employees in order to find out where they are lacking in perfection. This process is carried out by sending ATN forms to all the departments which is filled by the HRD &IR manager (personal department) evaluates the filled forms and identifies the need for training of the employee in their respective field.2. Calendar:As soon as the training need is identified or discovered in a particular department, the number of workers belonging to different departments are divided into different batches according to their respective fields and entered into the monthly calendar which consists of:SL No., Date, Time, Venue, Duration, Topic, Entry level.

3. Plan the training programs:This is developed to meet the needs and objectives by using the right combination of training techniques, location and the trainers.

4. Feed Back:Once the training programme is conducted feedback form are sent to the department head in order to make the forms to be filled by the workers who availed training in their respective fields in order to know what has learnt and also learners are able to do after the training programme.

5. Training Record:This record is maintained in order to know the actual number of training programmes conducted and the number of training programmes attended by the employees either on functional or development and duration of the programmes, faculty and also consists of profile of the employee.

CHAPTER-V DATA ANALYSIS1. Is your training requirement identified and defined.Table no: 1SL NoOpinionNo of Respondents%of Respondents

1Yes9090%

2No1010%

3Dont Know--

Total100100%

Interpretation:

From the above data it is clear that 90% of the respondents are expressed that the training requirement is identified and 10% said that it is not identified.

2. What method you suggest will be better for training ?

a) On the job b)off the job c)Both

Table no : 2S. noOpinionNo of Respondents% of Respondents

1On the job2020 %

2Off the job2020 %

3Both 6060 %

Total100100 %

Graph no: 2

Interpretation: - Form the above data it is evident that the 60 % of the respondents are in favor of both the methods., 20 % suggested on the job method and 20 % suggested on off the job method3 ) How often the training programs are being arranged.

A ) Regularly B ) Very often c ) OAI

To scope up with the advancement in technology the organization have to conduct the training intervals so this point is based to know at what intervals the training programs are being conducted in the organization.

Table no : 3Based on frequency and arrangement of training programs.

SnoOpinionNo of Respondents% of Respondents

1Regularly 6060 %

2Very often2424 %

3Only after induction 16 16 %

Total 100 100 %

Interpretation :

From the above table we can see that.

60 % of the respondents said that training program is being arranged regularly.

24 % of the respondents said that training programs are arranged very often.

16 % said that training programs are conducted only after induction.

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

How often the training programs are being arranged.

4 ) By what methods, you have been given training.

A ) on the job B ) off the job c ) Both.

As different jobs exists in the organization so according to the job the training method should be there. So, this point concentrates on to know through which method the training has been given.

Table no : 4

Based on the adopted methods for training.

SL NoOpinionNo of Respondents% of Respondents

1On the job8 8 %

2Off the job1212 %

3Both 8080 %

Total100100 %

Interpretaion:

From the above table we can see that.

80 % of employees said they are given training in both the methods.

12 % of employees said they are given training by off the job method.

8 % of the respondents are expressed that the training is given by the method of on the job method.

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

By what methods, you have been given training.

5 ) How often you are maintaining the records of which you are learning.

A ) Regularly B ) Very often c ) Not maintaining

To know whether the employees are maintaining the records are not when they are leaving.

Table No 5 :

Maintaining the records of methods of learning.

SL NoOpinionNo of Respondents% of Respondents

1Regularly 2020 %

2Very often7676 %

3Only after induction 4 4 %

Total 100 100 %

Interpretation : -

From the above table we came to know that.

76 % of employees are regularly maintaing the records. 20 % of employees are regularly maintaing the records. 4 % of employees are not regularly maintaing the records.

From the above data we can say that 76 % of employees are not regularly maintaining the records.

How often you are maintaining the records of what you are learning.

6 ) How do you find your performance, after training.

A ) Improved B ) Not Much C ) Stable

To know whether the employees are self assessing their performance after training or not.

Table no 6 :

Based on the evaluation of post training performance in the organization .

SL NoOpinionNo of Respondents% of Respondents

1Improved 8484 %

2Not much improved16 16 %

3Stable --

Total 100 100 %

Interpretation : -

From the above table we can see that

84 % of the respondents are saying that their performance is improved after the training. 16 % of the respondents are saying that their performance is not much improved .From the above data we observe that 84 % of the respondents are saying that their performance is improved after that training.

How do you find your performance, after training.

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

A ) Yes B ) No C ) Dont know

To know from the employees that whether the training improves the job knowledge and skills at all levels of the organization.

Table no : 7

Based on the impact of training on job knowledge and skills at all levels :

SL NoOpinionNo of Respondents% of Respondents

1Yes 7676 %

2No -

3Dont know 2424 %

Total 100 100 %

Interpretation : -

76 % of total respondents are saying that training improves the job knowledge and skills.

24 % of respondents said that they dont know.

From the above data we can say that 76 % of the respondents havfe expressed that the training improves the job knowledge and skills.

Training improves the job knowledge and skills at all levels of the organization.

8) After the training, how will be the behavior other employees towards each other. A) Excellent B) Good C) Satisfactory To know how the inter personal relations are existing in the orgainzation. If the inter personal relations are existing in the company then the employees are satisfied or not. Table No : 8The behavior of employees towards each other.

SnoOpinionNo of Respondents% of Respondents

1Excellent 5050 %

2Good 3434 %

3Satisfactory 1616 %

Total 100 100 %

Interpretation :

From the above table we can see that

50 % of respondents said that after training behaviour of employees towards each other excellent. 34 % of respondnets said that the relations are satisfactory. 16 % respondents said that the relations are satisfactory. Half of the employees are i. e. 50 % are expressed that the relations are excellent.

After the training how will be the behavior of employees towards each other.

9) How is the guidance from your trainers while training.

A) Excellent B) Good C ) Satisfactory

To know whether the trainers are guiding while training or not. If they are guiding what is the satisfaction levels of trainees.

Table No 9 :

Guidance from the trainers while training.

SL NoOpinionNo of Respondents% of Respondents

1Excellent 5656 %

2Good 4040 %

3Satisfactory 44 %

Total 100 100 %

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

10) Training helps to analyze the problems and to solve them. A) Yes B ) No C ) Dont knowTo know whether the training helps to solve the problems.Table no : 10 Based on the impact of training analysis and solving of problems.

SL NoOpinionNo of Respondents% of Respondents

1Yes 7070

2No

3Dont know 3030 %

Total 100 100 %

Interpretation : - From the above table we can see that. 70 % of total respondents are saying that training helps to analyze problems and to take appropriate actions. 30 % of respondents said that they dont know.70 % of total respondents are saying that training helps to analyze problems and to take appropriate actions. Training helps to analyze the problems and to solve them.

11) Does training improve the relationship between Boss and Subordinate.a) Yes b) Noc) Dont knowTo know whether the training improves Boss and Sub-ordinate relationship or Not.Table no 11Training impact on Boss and Sub-Ordinate relationship

SnoOpinionNo of Respondents% of Respondents

1Yes 6868 %

2No 0808%

3Dont know 2424 %

Total 100 100 %

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

12) How is the procedure which is being used for getting feedback after training?a) Excellent b) Goodc) SatisfactoryAs knowing the feedback is the most great thing to know the satisfaction levels of employees after training Table no 12Effectiveness of procedure adopted after training

Sl noOpinionNo of Respondents% of Respondents

EExcellent 7676 %

2Good 2020%

3Dont know 44%

Total 100 100 %

Interpretation:From the above clear that. 76% of total respondents said the feedback is excellent in the organization. 20% of the respondents said that the feedback is good. 4% of the respondents are satisfied with the feedback.From the above data it is observed that 76% of the respondents expressed that the feed back is excellent.The procedure, which is being used for getting feedback after training.

13) Does the training helps employees adjust to change.a) Yes b) Noc) Dont knowAs changes certain the organizations employees have to change according to the change so this point covers. To know whether the training helps the employee adjust according to changes or not.Table no .13Training and its impact on change management.

Sl NoOpinionNo of Respondents% of Respondents

1Yes 4545%

2No 3535%

3Dont know 2424%

Total 100 100 %

Interpretation:From the above table it is inferred that. 45% of respondents said that training helps them to adjust to change . 25% of the respondents said NO 20% of respondents said that they dont know . It is concluded that. 45% respondents said that training helps then to adjust changes.Does the training helps employees adjust to change.

14) Does training helps a person to handle stress, tension and conflict.a) Yes b) Noc) dont knowTo know from the employees the impact of training over stress.Table no.14Training and its assistance in handling stress, tension and conflict.

Sl NoOpinionNo of Respondents% of Respondents

1Yes 5252%

2No 0808%

3Dont know 4040%

Total 100 100 %

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

The above data mentions that 52% of the employees said that training helps a person to handle stress.Training helps a person to handle stress, tension and conflict.

15) Does training helps in understanding and carrying out organizational policiesa) Yes b) Noc) dont knowTo know whether the training program helps in understanding and to cary out organizational policies.Table no.15Training and its support in understanding and carrying out its Organizational policies.

SL NoOpinionNo of Respondents% of Respondents

1Yes 7575%

2No --

3Dont know 2525%

Total 100 100 %

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

25% said that they dont know.The above data is clear about that 75% of total respondents said that training helps in understanding the original policies.Does training helps a person to handle stress, tension and conflict.

16) Are you satisfied with the training programs, which you have gone through?a) Very much satisfiedb) Satisfiedc) Not muchTo know the satisfaction of respondents after under going training program.Table no 16.Based of the Satisfaction of trainees about the training programme.

SL NoOpinionNo of Respondents% of Respondents

1Very much satisfied 3434 %

2Satisfied4646%

3Not much2020%

Total 100 100 %

Interpretation:From the above table it is clear that. 46% of the respondents are satisfied. 34% of the employees are very much satisfied. 20% of the respondents said that the satisfaction with the training is not much.The above data is evident about the 46% of the respondents are satisfied.Satisfaction with the training programs, which you have gone through.

FINDINGS:

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

SUGGESTIONS1. It is better if the management takes actions for the improvement of the behavior of the employees towards each other the training.2. It is better if the management conducts the training programs regularly.3. It is suggestive that training may helps the employees in order to overcome stress.4. It might be better if the organization finds the reason behind it and take actions to improve the satisfaction of employees regarding the training.5. Training in a specific method is not sufficient in fulfilling the required training needs in the organization.

QUESTIONNAIRE & BIBLOGRAPHY

Questionnaire

1) Is your training requirement identified and defined?a) Yes b) Noc) dont know2) Method you what for training? suggest will be bettera) On the jobb) off the job c)Both3) How often the training programs are being arranged?a) Regularly b) Very oftenc) OAI4) By what methods, you have been given training?a) On the jobb) off the jobc) both5) How often you are maintaining the records of which you are learning?a) Regularly b) very often c) Not maintaining 6) How do you find your performance, after training?a) Improvedb) Not muchc) Stable7) Does training improve the job knowledge and skills at all level of the organization?a) Yes b) Noc) dont know

8) After the training, how will be the behavior of other employees towards each other?a) Excellent b) good c)Satisfactory9) How is the guidance from your trainers while training?a) Excellent b) good c) Satisfactory10) Training helps to analyze the problems and to solve them?a) Yes b) Noc) dont know11) Does training improves the relationship between Boss and Sub-ordinate.a) Yes b) Noc) Dont know12) How is the procedure, which is being used for getting feedback after training?a) Excellentb) goodc) satisfactory13) Does the training helps employees adjust to change?a) Yes b) Noc) dont know14) Does training helps a person to handle stress, tension and conflict?a) Yes b) Noc) dont know

15) Does training helps in understanding and carrying out organizational polices?a) Yes b) Noc) dont know16) Are you satisfied with the training programs, which you have gone through?a) Very much satisfiedb) satisfied c) not much17) Does the training program makes a useful contribution to organization by encouraging people to perform better?a) Yes b) some extentc) no18) Does training make the organization a better place to work and live?a) Yes b) Noc) dont know

BIBLOGRAPHY

1. Personal ManagementC.B MAMORIAS.V. GANKAR 2. Personal Practice of Management L.M. PRASAD

3. Personal and Human Resource Management P.SUBBA RAO