A

PROJECT REPORT

ON

“A STUDY OF TRAINING & DEVELOPMENT”

GOVIND MILK & MILK PRODUCTS PVT. LTD. PHALTAN
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF
THE DEGREE BACHELOR OF BUSINESS ADMINISTRATION (BBA)

SUBMITTED BY
MISS. NEVASE PRACHI SHIVAJI
B.B.A. III (H.R.)

UNDER THE GUIDANCE OF

PROF DR. DIPALI R. JADHAV.

S.V.P.M’S
COLLEGE OF COMMERCE, SCIENCE & COMPUTER EDUCATION
MALEGAON (BK) BARAMATI. DIST. PUNE-413115
2019-20
 DECLARATION

I am, Miss. Nevase Prachi Shivaji a student of SVPM’s CCSCE , Malegaon Bk.
the undersigned, hereby declare that the project report entitled “A Study Of Training &
Development” written and submitted by me to the Savitribai Phule Pune University, in
partial fulfillment of the requirements for the awards of degree Bachelor of Business
Administration.
Under the guidance of Prof. Dr. Dipali R. Jadhav it is my original workand the
conclusions drawn therein are based on material collected by myself. Further also declare
that tried to my best to complete this project with almostsincerity, honesty, and accuracy.
Even then if, any mistake or error has crept in project report, I shall most humbly request
to reader to point out those error. Anysuggestion regarding this project report will be
most welcome. It is an authentic work and has not been submitted to any other
university/institute for award ofany degree/diploma.

Date:- / /2020 MISS. NEVASE PRACHI SHIVAJI

Place:- Malegaon(Bk)
 ACKNOLEDGEMENT

It is great pleasure to acknowledging my deep sense of gratitude to all those who

have helped is completing project successfully.
Firstly, I would like to thanks to Savitribai Phule Pune University.I would like to
thank company manager providing may an opportunity to work and necessary
information about organization. There co-operation and guidance in developing my
project.
I also express my sincere gratitude and thank to Principal Dr. Pawar R. G.
College of Commerce Science & computer Education Malegaon BK And my internal
guide Prof. Dr. Dipali R. Jadhav for her guidance support through this two month for
her suggestion and support for betterment of the project.
Every work is an outcome of full proof planning, continuous and organized effort.
This is combination of all the through put together sincerely.
Last but the not least I would like to express my gratitude to my classmates for
their encouragement and moral support.

Thank you!

Place:- Malegaon(Bk)
Date:- / /
MISS. NEVASE PRACHI SHIVAJI
T.Y.B.B.A
 INDEX

SR.NO CHAPTER NAME PAGE NO

1. INTRODUCTION 1-4

1.1 Introduction 01
1.2 Objectives of the study 02
1.3 Scope of the study 03
1.4 Hypothesis of the study 03
1.5 Advantages of the study 03
1.6 Limitation of the study 04

2. COMPANY PROFILE 5-10

2.1 Company History 05

2.2 Vision and Mission 06
2.3 Board of Directors 06
2.4 Awards 06
2.5 Branches 07
2.6 Products and Technologies 08
2.7 Product profile 09

3. CONCEPTUAL BACKGROUND 12-18

3.1 Definition 12
3.2 Types of training 12
3.3 Importance of training 13
3.4 Scope of training 13
3.5 Challenges of training 13
3.6 Benefit of training 15
 Review of Literature 16

4. RESEARCH METHODOLOGY 19-20

4.1 Meaning 19
4.2 Definition 19
4.3 Collection Of Data 19
4.4 Nature Of Research 20
4.5 Questionnaire 20

5. DATA ANALYSIS AND INTERPRETATION 21-31

6. OBSERVATION FINDING AND SUGGESTIONS 32-33

6.1 Observation and Finding 34

6.2 Suggestion 35

7. CONCLUSION 34

BIBLIOGRAPHY 35
ANNEXURE 36-38
 INDEX

SR NO CHAPTER NAME PAGE NO

1. INTRODUCTION 1-3

1.1 Introduction 1
1.2 Objectives of the study 2
1.3 Scope of the study 2
1.4 Research hypothesis 3
1.5 Limitation of the study 3

2. COMPANY PROFILE 4-12

2.1 Company History 4

2.2 Vision and Mission 7
2.3 Board of Directors 7
2.4 Awards 8
2.5 Branches 8
2.6 Product and Technologies 9
2.7 Product Profile 10

3. CONCEPTUAL BACKGROUND 13-17

3.1 Introduction 11
3.2 The concept of motivation 13
3.3 Definition of motivation 14
3.4 Advantages Of motivation 14
3.5 Significance of motivation 14
3.6 Motivation of Process 15
3.7 Types of motivation 15
3.8 Theories of motivation 16
3.9 Review of Literature 17

4. RESEARCH METHODOLOGY 18-19

4.1 Sampling Design 18

4.2 Sample size 18
4.3 Methods of data collection 18
4.4 Nature of research 19
4.5 Questionnaire 19

5. DATA ANALYSIS AND INTERPRETATION 20-29

6. OBSERVATION FINDING AND SUGGESTION 30-31

6.1 Observation and finding 30
6.2 Suggestion 31

7. CONCLUSION 32

BIBLIOGRAPHY 33

ANNEXURE 34-36
 CHART INDEX

SR.NO CHART CHART NAME PAGE NO

NO
1 5.1 Respondent based working in this organization. 23

2 5.2 Respondent based on training needs identify by 24

organization.
3 5.3 Respondent based on duration of the training 25
period.
4 5.4 Respondent based on schedule of the training 26
programme.
5 5.5 Respondent based on last year training 27
programmes.
6 5.6 Respondent based on infrastructure facilities of 28
the place.
7 5.7 Respondent based on benefits of the training. 29

8 5.8 Respondent based on recently completed training 30

program.
9 5.9 Respondent based on feedback of the training. 31

10 5.10 Respondent based on enhancement of 32

performance.
11 5.11 Respondent based on instructions of the trainer. 33
 TABLE INDEX

SR.NO TABLE TABLE NAME PAGE NO

NO
1 5.1 Respondent based working in this organization. 23

2 5.2 Respondent based on training needs identify by 24

organization.
3 5.3 Respondent based on duration of the training 25
period.
4 5.4 Respondent based on schedule of the training 26
programme.
5 5.5 Respondent based on last year training 27
programmes.
6 5.6 Respondent based on infrastructure facilities of 28
the place.
7 5.7 Respondent based on benefits of the training. 29

8 5.8 Respondent based on recently completed training 30

program.
9 5.9 Respondent based on feedback of the training. 31

10 5.10 Respondent based on enhancement of 32

performance.
11 5.11 Respondent based on instructions of the trainer. 33
 To Study Training & Development

CHAPTER 1
INTRODUCTION
1.1 Introduction:
Training and development plays an important role in the effectiveness of
organisations and to the experiences of people in work. Training has implications for
productivity, health and safety at work and personal development. All organisations
employing people need to train and develop their staff. Most organisations are
cognisant of this requirement and invest effort and other resources in training and
development. Such investment can take the form of employing specialist training and
development staff and paying salaries to staff undergoing training and development.
Investment in training and development entails obtaining and maintaining space and
equipment. It also means that operational personnel, employed in the organisation’s
main business functions, such as production, maintenance, sales, marketing and
management support, must also direct their attention and effort from time to time
towards supporting training development and delivery. This means they are required
to give less attention to activities that are obviously more productive in terms of the
organisation’s main business. However, investment in training and development is
generally regarded as good management practice to maintain appropriate expertise
now and in the future.
Contributing to training has long been one of the main concerns of
occupational psychology – this is not surprising given that training involves learning
and that learning is a central issue in psychology. Training is one of the core skills of
occupational psychology. People with qualifications in and experience of
occupational psychology have been employed in different capacities in training and
development roles in government organisations, private companies and consultancy
groups. The discipline offers many benefits and perspectives to help resolve training
issues and problems and has also been at the root of many methods and techniques
that have now become part of the routine practices within human resource
management. Training specialists must be alert to the wider issues regarding the
problems presented to them and need the skills and confidence to deal with them.
They must understand how training fits into the wider organisational context. An

2019-20 Page 1
 To Study Training & Development

occupational psychology perspective is extremely beneficial in helping the

practitioner to understand how training relates to other interventions aimed at
improving job performance.
Title of the Project:
The project is carried out in the Govind milk & milk product Pvt. Ltd. Phaltan.
And the title of the project is “Training and Development.”

1.2 Objective of the Project:

Primary Objective:

The objective of the project is to study Training and Development as an

important tool in the hand of managers to develop the will and skill of the Employees
at Govind milk & milk product Pvt. Ltd. Phaltan, which shall result in
 To study the existing training methods.
 Job satisfaction
 To test the effectiveness of training efforts undertaken
 To find the training needs of the employees.

Secondary Objective:
The secondary objectives of the project include:

 To study and analyze the training programmers undertaken in past years.

 To make statistical study of the same to find out the star areas as well as the
Problem areas.
 To know the attitude of the workers towards training programmers arranged
for them.
 To give suggestion to improve the procedure of training and development.
 To provide valuable inputs to HR department for lining future training
decision.

2019-20 Page 2
 To Study Training & Development

1.3 Scope of training:

The scope of training depends upon the categories of employees to be trained. As
we all know that training is a continuous process and not only needed for the newly
selected personnel but also for the existing personnel at all levels of the organisation.

 The development of any organisation depends on the employees. For

organisational productivity training and development assumes great
significance.
 The study is conducted to know the level of knowledge and skills given to the
employees in the organization.
 This will help the management to know the satisfaction levels of employees
and they can take measures to increase productivity.
 This study may help the management students to prepare their own report.

1.4 Hypothesis

 Training reduces various problems of organization.

1.5 The advantages of study:
 To improve quality of work
 Frees up others time
 Motivation
 Help build relationships
Sample Size.
Number of the sampling units selected from the population is called the size
of the sample. Sample of 60 respondents were obtained from the population.
In common, language research refers to a search for knowledge. We can also
define Research as a scientific and systematic search for pertinent information on a
specific topic. Thus, research is an original contribution to the existing stock of
knowledge making for its advancement. It is a purposive investigation. The main aim
of research is to find out the truth which is hidden and which has not been discovered
yet. Research process involves defining the problem, formulating the hypothesis,

2019-20 Page 3
 To Study Training & Development

organizing and evaluating the data, deriving inference and conclusion after careful
testing.
1.6 Limitations:
Time
Unfortunately, training staff takes a lot of time. This time is usually taken out
of a working day, which could affect the work and productivity levels. Depending on
how many people you are training, it may affect work progress. If you are training a
full team for a full day, this is a full loss of business for that day. This can be very
costly for the company not just financially but also in terms of productivity.
Cost
Although in-house training is often free, sometimes advanced training is
required: this often comes at a cost. External training providers and advanced courses
can sometimes be pricey and, though the training is worth the expense, the company
may not have the budget to accommodate it.

2019-20 Page 4
 To Study Training & Development

CHAPTER 2
COMPANY PROFILE OF GOVIND MILK & MILK PRODUCTS
PVT. LTD.
2.1 Company History:
Govind milk was established in September 1997 in the premises of Malojiraje
Agriculture School & junior college, Phaltan. At that time first milk collection was
250 liters of cow milk within couple of months, further it reaches up to 5000
liters/day. Thus company starts making progress. After two years company became
Govind Milk & Milk products Pvt. Ltd. When the collection reaches up to 40000
liters/day. Then it was shifted to present location i.e. at Ganeshsheri, Pandarpur road
Phaltan. Systematical milk collection and processing was stared here. In 2000 the first
byproduct batch of 10kg shrikhand was produced. Thus company was making
progress in milk products.

At present company is situated in naturally healthy atmosphere in the 4 acres of

land. Today the total milk collection is 2000000 liters of cow milk & 5000 liters of
buffalo milk per day. A sale of byproducts is reaches up to 2 crores per month.
Shrikhand, Amrakhand, Paneer, Cow ghee, milk powder, Lassi, Basundi, Mango
Magic, Table Butter and flavored milk is the product range of the company which
becomes very popular in Maharashtra. There is a network of milk & milk products

2019-20 Page 5
 To Study Training & Development

distributors & dealers in Pune, Mumbai, Satara, Solapur, Sangali, Kolhapur, Konkan,
a part of Marathwada.

2.2 Vision & Mission

Vision
To bring value to the farmer and quality to the consumer, always. To make all stake
holders, along the entire value chain, happy.
Mission
To implement state-of-the-art dairy farm management systems and improve general
well-being of farmers by giving them all necessary support and training on cattle
feed, genetics, herd management resulting in improved quality and quantity of milk
yield.
To continuously improve milk processing facilities to produce the best quality milk
and milk products in the most efficient way and under most hygienic conditions.
To be among the most loved brand by the consumers; most envied by the competitors
and the most valued brand from the perspective of the share holders.
2.3 Board of directors

2.4 Awards
Govind Milk and Milk Products was Awarded the Prestegious Vasantrao Naik
Award for the year 2010 by the Vasantrao Naik Krushi Sanshodhan Gramin Vikas
Prathishthan(V N Agricultural Research And Rural Development Foundation) in

2019-20 Page 6
 To Study Training & Development

Mumbai on the 1st of July.They received this Award for the good work done in the
field of Animal Husbandary & Dairy Development.It was awarded by Honorable
Minister of Maharashtra Shri Anilji Deshmukh.The award was received by Mr
Sanjeev Naik Nimbalkar (Chairman Govind Milk & Milk Products) and Dr SP
Gaikwad(Head of the Veterinary Dept Govind)on behalf of the Dairy.
Govind Milk receives -LEADING INDIAN MILK ENTERPRISE AWARD
from INDIAN ECONOMIC DEVELOPMENT & RESEARCH ASSOCIATION
(IEDRA) on the occasion of National seminar on outstanding contribution to national
development held at new Delhi on 29 August 2014 . The award was received by Mr.
Shivshankar patil( Chief Executive Officer)on behalf of the Dairy.
2.5 Branches:

In which Phaltan & Lonand are the only production plants.

Govind milk & milk products is established in the year 1996 for upliftment
of the farmers of Phaltan taluka. The company is located at Phaltan, district Satara in
Maharashtra state. Company is spread in four acres of land in a clean environment &

2019-20 Page 7
 To Study Training & Development

pollution free surrounding. The Govind plant is located 280 km from Mumbai & 110
km from Pune.
The dairy has since grown from a merger milk collection of 240 liters. Now it
is a fully equipped dairy with processing capacity of 200000 liters of cow milk &
5000 liters of buffalo milk per day within short span of seven years.
2.6 Products & Technologies:
The company is involved in the business of milk processing. The raw milk is
collected from the villages covering 50 km around the Phaltan. The milk processing
unit
is well equipped with pasteurizer & homogenizer. The pasteurizer & homogenizer
milk pouch filled and sent in the markets of satara, sangali, solapur, Pune & Mumbai.
Also the part of the milk is sent in bulk quantity to Pune, Mumbai, Kolhapur, Goa &
Karnataka through the various trading agencies.
Govind dairy ensures the quality standards. The technologies are absolutely
with most of the equipment sources based in the dairy industries. Company has a well
equipped milk testing laboratory with technical staff. We have highly qualified
technical staff that maintains the quality & hygiene of milk & milk products. The
advanced machinery & purchased from Alfa Laval, APV Gavlin, Nichrome &
Kirloskar which are well known international companies.
The products produced include Ghee, SMP, Shrikhand, Amrakhand, Paneer, Flavored
Milk, Table Butter, Dahi, Lassi, Basundi etc.
Our team veterinarians are working on a clean milk production. In extension
work they will give the complete knowledge to farmers about health of the animal
feeding housing and managements, artificial insemination. Vaccination and FMD in
September and may-June are carried farmers visit to other dairy farms to get technical
information. Free camps of animal health and treatment full demonstration of
management and medicines. Company also followed a special program known as
‘Community Milking System’ at Vidni village in Phaltan.
We have daily supplied 30000 liters of milk to Cadburys India Ltd. For more
than 4 years. Our milk sale to retailers that is in pouches is 70000 liters per day.
Company is also supplying SMP to Gitz India Pvt. Ltd.

2019-20 Page 8
 To Study Training & Development

Our cow milk average fat contents is 3.8-4.0 and S.N.F 8.5 and toned milk of
chaitanya brand name fat is 3.0 and S.N.F 8.6.
2.7 Product Profile:

There are number of milk product producing by govind milk & milk Product
pvt ltd . The products produced include Ghee, SMP, Shrikhand, Amrakhand, Paneer,
Flavored Milk, Table Butter, Dahi, Lassi, Basundi etc.These product following are.
GHEE

Govind Ghee is made from cow's milk, maintaining its natural aroma and
flavour. It is easily digestible and rich in the natural vitamins and antioxidants
available in milk fat. It provides good health to you and your family.

2019-20 Page 9
 To Study Training & Development

PANIR

Paneer is prepared from standardized buffalo milk by heat and acid

coagulation of the casein component of milk. Rich in taste and used for direct
consumption and in preparation of various culinary dishes. Ingredient: Milk solids.

SHRIKHAND AMRAKHAND

Govind's shrikhand comes in three flavors: badam & pista, keyshar and
plain.It is made from fresh curd prepared from fresh buffalo milk. Shrikhand is rich in
milk nutrients, such as proteins, calcium and vitamin B .Amrakhand is mango-
flavored shrikhand. It is a seasonal product.

2019-20 Page 10
 To Study Training & Development

FLAVOURS MILK

Govind's flavored milk is available in the following flavors:

 mango
 pista
 keshar
 strawberry
 chocolate
 coffee
 butterscotch
 masala

2019-20 Page 11
 To Study Training & Development

CHAPTER 3
CONCEPTUAL BACKGROUND
3.1 Definition
Training is process of learning a sequence of programmed behavior. It is
application of knowledge. It gives people awareness of the rules and procedures to
guide there behavior. It improves there performance on the present job or prepare
them for an intended job. Training is set of increasing knowledge and skill of an
employee for doing a particular Job.
According to J.P.Champbell
Training refuges only to instruction in the technical and mechanical questions
specifically stated training to organization procedure by which people learn
knowledge and skill for definite purpose.
3.2 Types

2019-20 Page 12
 To Study Training & Development

3.3 Importance of Training:

Training of employees and mangers are absolutely essential in this changing
environment. It is an important activity of HRD which helps in improving the
competency of employees. Training gives a lot of benefits to the employees such as
improvement in efficiency and effectiveness, development of self confidence and
assists every one in self management.
The stability and progress of the organization always depends on the training
imparted to the employees. Training becomes mandatory under each and every step
of expansion and diversification. Only training can improve the quality and reduce
the wastages to the minimum. Training and development is also very essential to
adapt according to changing environment.

3.4 Scope of training:

The scope of training depends upon the categories of employees to be trained. As
we all know that training is a continuous process and not only needed for the newly
selected personnel but also for the existing personnel at all levels of the organisation.
 The development of any organisation depends on the employees. For
organisational productivity training and development assumes great
significance.
 The study is conducted to know the level of knowledge and skills given to the
employees in the organization.
 This will help the management to know the satisfaction levels of employees
and they can take measures to increase productivity.
 This study may help the management students to prepare their own report.

3.5 Challenges

 Hectic employee schedules

 A dispersed workforce
 Different learning habits
 Lack of engagement
 Training that isn’t relevant

2019-20 Page 13
 To Study Training & Development

Why training needs?

A training need is the gap between the knowledge skill and attitude that the
job demands, on the knowledge, skills and attitudes already possessed by the trainee.
It exists at all levels of the organizations. It so only an employee on one or the other
aspect which changes whether one is growing a new chairman as instructing an
operator, given knowledge skill and attitudes or the chosen criteria around which all
jobs based in the assessment of training needs. It is possible to over stress the need for
overall view if the companies aim, objectives and work force needs, given the
exercise, other determines the priorities for implements training which can off course
be critical.
When does training needs occur?
There are three major area in which the staff displays such gaps as knowledge
skills and attitude that the job demands and the knowledge, skills and attitudes
already possessed.
1. To match the employee specifications with the job requirements and organization
needs: when their performance is their present position does not match up with the
required standards this could not be a fault of their own E.g.:-new job.
2. Organizational viability and the transformation process when the requirement of
job changes due to changing circumstances.
3. When the present job Indus job holder to the change the job created which can be
field up only through training.
4. Technological advance: every organization in order to survive and to be effective
should be adopt the latest technology that mechanization, computerization &
automation.
5. Organizational complexity: with the emergency of increase mechanization,
&automation, manufacturing of multiple product and product or dealing in services
diversified lines, extension of operation to various reason of the country or in
overseas countries , organization of the most companies have become complex. This
leads to growth in number & kinds of employees and layer in organization hierarchy.
This creates the complex problem of coordination and integration of activities
adaptable for and adaptable to the expanding and diversifying situations.

2019-20 Page 14
 To Study Training & Development

6. Human relations: - The trends in approach towards personnel management has

changed from the commodity approach to partnership approach crossing the relation
approach. So, today’s management of most of the organization has maintain human
relations decide maintaining sound industrial relation all though either to the
managers are not accustomed to the deal with workers accordingly. Therefore,
training in human relation is necessary to maintain the industrial peace and deal with
human problems.
7. Change in job assignment: - Training is also necessary when the existing employee
is promoted to the higher level in the organization and when there is some a new job
or occupations due to transfer. Training is also necessary to equip the old employee
with the advance disciplines, techniques or technology.
What is development?
Development is a related process. It covers not only those activates which
improve job Performance but also those, which bring about growth of the personality,
help individuals in the progress towards maturity and actualization of their potential
capacities. So, that the become not only good employees but also better men and
women. In organizational terms, it is imperative to equip persons to earn promotion
and hold greater responsibilities and higher position. Training a person for a bigger
development includes not only imparting specific skills and knowledge but also,
imparting certain personality and interpretation of knowledge. Training and
development opportunities involve active participation by employees. This
approach is stated by following ancient proverb.
 I hear, I forget.
 I see. I remember.
 I do, I understand
3.6 Benefits of training
A well-planned and well-executed training program should result in
 Reduction in waste and spoilage.
 Improvement in methods of work reduction in learning time.
 Reduction in supervisor’s burden.
 Reduction in machines breakage and maintenance.

2019-20 Page 15
 To Study Training & Development

 Reduction in accident rate.

 Improvement in quality of products.
 Improvement in production rate.
 Improvement of moral and reduction in grievance.
 Reduction in manpower obsolescence.
 Enlarge skill personal growth.
3.7 Literature Review:
Introduction:
In the changing phase of the market, all organizations have a number of
opportunities to grab and number of challenges to meet. Due to such environment, the
dynamic organizations are smoothly surviving in the present competition. While
facing these challenges, there is a great pressure of work on the shoulders of
management. It is a responsibility of the management to make necessary changes at
the workplace as per the requirement of the job. To survive in the competition and to
meet the requirements, the management needs to change their policies, rules and
regulations. The organizations face a lot of pressure in the competence for a talented
work force, for constantly improving the production methods, entrants of advanced
technology and for the employees who are inclined to achieve work life balance.
The success of any organization depends upon the quality of the work force,
but in order to maintain the quality of the work force, many organizations come
across a number of obstacles. These obstacles include attraction of the qualitative
workforce towards the organization, recruitment of intelligent, dynamic as well as
enthusiastic people in the organization, motivation of current employees with
different techniques and retention of the current workforce for maintaining the
organizational status in the competitive market. For surviving the business and
becoming a successful pillar in the market; training is a tool that can help in gaining
competitive advantages. Training proves to be a parameter for enhancing the ability
of the workforce for achieving the organizational objectives. Good training programs
thus result in conquering of the essential goals for the business. Hence, training is
significant for giving a dynamic approach to the organization.

2019-20 Page 16
 To Study Training & Development

This dynamic approach is necessary because every organization that

adopts a controlled way of functioning may not be able deliver consistent results but a
dynamic and flexible organization may do so. This is possible only because of
improved quality of work life through implementation of training programs. A high
degree of quality of work life in the organization results in increased profits, higher
employments and accentuating demands in the market. Improving the quality of work
life is a continuous and progressive process of the organization. Quality of work life
concerns with the requirements, needs, working environment and job design of the
employees at workplace. According to Guna Seelan Rethinam Maimunah and
European foundation for the improvement of Living Conditions (2000), Quality of
work life is a multi-dimensional construct, made up of interrelated factors. Quality of
work life is associated with job satisfaction, job involvement, job security,
productivity, health, safety, competence development, professional skills, balance
between work and non work life of the employee.
Training And Development:
According to the Michel Armstrong, “Training is systematic development of
the knowledge, skills and attitudes required by an individual to perform adequately a
given task or job”. (Source: A Handbook of Human Resource
Management Practice, Kogan Page, 8th Ed.,2001)
According to the Edwin B Flippo, “Training is the act of increasing knowledge and
skills of an employee for doing a particular job.”
(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)
The term ‘training’ indicates the process involved in improving the aptitudes, skills
and abilities of the employees to perform specific jobs. Training helps in updating old
talents and developing new ones. ‘Successful candidates placed on the jobs need
training to perform their duties effectively’.
(Source: Aswathappa, K. Human resource and Personnel Management, New Delhi:
Tata Mcgraw-Hill Publishing CompanyLimited,2000, p.189)
The principal objective of training is to make sure the availability of a skilled and
willing workforce to the organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Social.

2019-20 Page 17
 To Study Training & Development

 Individual Objectives – These objectives are helpful to employees in

achieving their personal goals, which in turn, enhances the individual
contribution to the organization.
 Organizational Objectives – Organizational objectives assists the organization
with its primary objective by bringing individual effectiveness.
 Functional Objectives – Functional objectives are maintaining the
department’s contribution at a level suitable to the organization’s needs.
 Social Objectives – Social objectives ensures that the organization is ethically
and socially responsible to the needs and challenges of the society.
 Further, the additional objectives are as follows:
 To prepare the employees 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 basic knowledge and skill in the new entrants that they need for
an intelligent performance of a definite job.
 To prepare the employees for higher level tasks.
 To assist the employees to function more effectively in their present positions
by exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
 To build up a second line of competent officers and prepare them to occupy
more responsible positions.
 To ensure smooth and efficient working of the departments.
 To ensure economical output of required quality.

2019-20 Page 18
 To Study Training & Development

CHAPTER 4
RESEARCH METHODOLOGY
4.1 Meaning:
In common, language research refers to a search for knowledge. We can also
define Research as a scientific and systematic search for pertinent information on a
specific topic. Thus, research is an original contribution to the existing stock of
knowledge making for its advancement. It is a purposive investigation. The main aim
of research is to find out the truth which is hidden and which has not been discovered
yet. Research process involves defining the problem, formulating the hypothesis,
organizing and evaluating the data, deriving inference and conclusion after careful
testing.
4.2 Definition:
According to berry “A careful investigation or inquiry specially through search
for new facts in any branch of knowledge”
Redman and mory defined research as “Systematized effort to gain new
knowledge”
For every comprehensive research, a proper research methodology is
indispensable and it has to be properly conceived.
4.3 Collection of data
Initially the informal discussion was administered with personnel manager
and then the sample was fixed as in the second step, the questionnaire was about the
subject Training and Development and its usefulness for the organization with
assistance of personnel manager.
Primary data
Primary data is collected through direct interaction with the employees through
questionnaire.

Secondary data
Through Official documents like -
 Various files of administrator department
 Annual training reports

2019-20 Page 19
 To Study Training & Development

 Data from training department

 Training manual

Sampling Design.
A sample design is a finite plan for obtaining a sample from a given
population. Simple random sampling is used for this study.
Universe.
The universe chooses for the research study is the employees of Govind Milk
& Milk products Pvt. Ltd.
Sample Size.
Number of the sampling units selected from the population is called the size
of the sample. Sample of 60 respondents were obtained from the population.
Sampling Procedure.
The procedure adopted in the present study is probability sampling, which is
also known as chance sampling. Under this sampling design, every item of the frame
has an equal chance of inclusion in the sample.
4.4 Nature of Research.
Descriptive research, also known as statistical research, describes data and
characteristics about the population or phenomenon being studied. Descriptive
research answers the questions who, what, where, when and how.
Although the data description is factual, accurate and systematic, the research
cannot describe what caused a situation. Thus, descriptive research cannot be used to
create a causal relationship, where one variable affects another. In other words,
descriptive research can be said to have a low requirement for internal validity.
4.5 Questionnaire
A well defined questionnaire that is used effectively can gather information on
both overall performance of the test system as well as information on specific
components of the system. A defeated questionnaire was carefully prepared and
specially numbered. The questions were arranged in proper order, in accordance with
the relevance.

2019-20 Page 20
 To Study Training & Development

CHAPTER 5
DATA ANALYSIS

1) How long have you been working in this organization?

Below Above Total

OPTION 2years 2 to 5 years 5 to 10 years 10years

NO OF EMP 6 10 6 38 60
PER % 10% 17% 10% 63% 100%
Table No: 5.1

NO OF EMPLOYEES

10%
17% Below 2years
2 to 5 years
5 to 10 years
63% 10% Above 10years

Chart No: 5.1

Analysis: There are 10% of employees are working Below 2 years, 17% of
employees are working 2 to 5 years and 10% of employees are working 5 to 10
years.Around 63% of employees are working from last 10 years.

2019-20 Page 21
 To Study Training & Development

2) How your training needs identified by your organization?

By Individual Based on Any Total

systematic Assessment & Based On feed back of other
OPTION Analysis requirements P. appraisal you superior
NO OF
EMP 8 16 14 18 4 60
PER% 13% 27% 23% 30% 7% 100%

Table No: 5.2

By systematic Analysis

7% 13% Individual Assessment

and requirements
30%
Based On p.appraisal
27%
Based on feed of you
23% superior
Any other(please
specify)

Chart No: 5.2

Analysis: Around 13% of the employee said that their training needs identified by the
systematic analysis. Around 27% of the employee said that their training needs
identified by the individual assessment and requirements. Around 23% of the
employee said that their training needs identified by the p.appraisal. Around 30% of
the employee said that their training needs identified by the feed back of immediate
superior. Around 7% of the employee said that their training needs identified by the
any other.

2019-20 Page 22
 To Study Training & Development

3) Whether the duration of the training period in Govind Milk & Milk products Pvt.
Ltd. is?

Option Adequate Long Short. Total

No
employees 28 14 18 60
Percentage 47% 23% 30% 100%

Table No: 5.3

30%
47% Adequate
Long
Short.

23%

Chart No: 5.3

Analysis: 47% of employees are working for adequate training period, 23% of
employees are working for long training period and 30% of employees are working
for short training period.Most of the employees are satisfied with the duration of the
training programme.

2019-20 Page 23
 To Study Training & Development

4) Are you satisfied by the schedule of the training program ?

Option Yes No Can’t say. Total

No
employees 44 6 10 60
Percentage 70% 10% 20% 100%

Table No: 5.4

20%

Yes
No
10%
Can’t say.
70%

Chart No: 5.4

Analysis: 70% of employees are satisfied with the training schedule.10% of

employees are not satisfied with the training schedule.and 20% can not comment on
the schedule. Most of the employees satisfied with the training schedule of Govind
Milk & Milk products Pvt. Ltd.. However, there can be improvement in program.

2019-20 Page 24
 To Study Training & Development

5) How many training programmers have you undergone in the last year?

1 2-3 4- more then Total

Options program programs 6programes 6programes
No of
employees 16 24 12 8 60
Percentage 27% 40% 20% 13% 100%
Table No: 5.5

13%
27% 1 program
20% 2-3 programs
4-6programes
more then 6programes
40%

Chart No: 5.5

Analysis: Around 27% of the employees undergone the training programmes for
once. Around 40% of the employees undergone the training programmes for twice to
thrice. Around 20% of the employees undergone the training programmes for four to
six times. Around 13% of the employees undergone the training programmes for
more than six times.

2019-20 Page 25
 To Study Training & Development

6) Rate the infrastructure facilities of the place where training programme is

conducted?

Options Excellent Satisfactory Good Not satisfied Total

No of
employees 12 26 22 0 60
Percentage 20% 43% 37% 0% 100%
Table No: 5.6

0% 20%
37% Excellent
Satisfactory
Good
Not satisfied
43%

Chart No: 5.6

Analysis:
20% of the employees excellent with the infrastructure facilities of the place where
training program is conducted. 43% of the employees satisfied with the infrastructure
facilities of the place where training program is conducted. 37% of the employees
good with the infrastructure facilities of the place where training program is
conducted. Nobody is not satisfied with the infrastructure facilities of the place
where training program is conducted.

2019-20 Page 26
 To Study Training & Development

7) Whom does the training is benefit?

Options Organization Employee Both. Total

No of
employees 14 12 34 60
Percentage 23% 20% 57% 100%

Table No: 5.7

23%

Organization
Employee
57% Both.
20%

Chart No: 5.7

Analysis: 23% of the employees said that training is benefited to organization and
20% of the employees said that training is benefited to employee.Around 57% of the
employees said that training is benefited to organization as well as employees.

2019-20 Page 27
 To Study Training & Development

8) Which option suits the best with the recently completed training program?

Options Excellent Satisfactory Not satisfied. Total

No of
employees 16 36 8 60
Percentage 27% 60% 13% 100%

Table No: 5.8

13%
27%
Excellent
Satisfactory
Not satisfied.

60%

Chart No: 5.8

Analysis:27% of the employees excellent with recently completed program. 60% of

the employees satisfed with recently completed program.13 %of the employeesare
not satisfied with recently completed program.

2019-20 Page 28
 To Study Training & Development

9) Do you receive feedback from the trainer after the training?

Options Yes No Total

No of
employees 40 20 60
Percentage 67% 33% 100%

Table No: 5.9

33%

Yes
No

67%

Chart No: 5.9

Analysis: 67% of the employees receiving feed back after training period.
33% of the employees are not receiving feed back after training period.

2019-20 Page 29
 To Study Training & Development

10) After training you feel that you are able to enhance your performance?

Options Yes No To some extent Total

No of employees 36 8 16 60
Percentage 60% 13% 27% 100%

Table No: 5.10

27%
Yes
No
60% To some extent
13%

Chart No: 5.10

Analysis: Around 60% of the employees improve their performance after training.
Around 13% of the employees are unable to enhance performance after training.

2019-20 Page 30
 To Study Training & Development

11) Are you satisfied with the training instructions of the trainer?

Options Fully satisfied Satisfied Good Not satisfied Total

No of
employees 180 40 80 0 60
Percentage 60% 13% 27% 0% 100%

Table No: 5.11

0%
27%
Fully satisfied
Satisfied
Good
60% Not satisfied
13%

Chart No: 5.11

Analysis: 60% of the employees are fully satisfied by the instructions of the trainer.
40% of the employees are satisfied by the instructions of the trainer. 27% of the
employees are good by the instructions of the trainer

2019-20 Page 31
 To Study Training & Development

CHAPTER 6
OBSERVATION, FINDINGS & SUGGESTIONS

6.1 Observation and Findings-

1) A majority of employees feel that they satisfactorily from the

training programmes offered by Govind Milk & Milk products Pvt. Ltd..
2) A majority of employees agreed to the fact that training improves
their skill and knowledge and supports them in career
development.
3) Most of the employees feel that they require further training in
latest methods to enhance their skills.
4) Most of the employees satisfied with the duration and schedule of
training program.
5) Most of the employees attended between 2-3 training programs in a
year.
6) All most all employees satisfied with facilities of training center.
7) Most of the employees moderately satisfied with training methods
followed by Govind Milk & Milk products Pvt. Ltd..
8) 60% of the employees satisfied with recently completed program.
9) Most of the employees receive the feed back after training period
completed.
10) 10) Most of the employees satisfied with training instructions of the
trainer.

2019-20 Page 32
 To Study Training & Development

6.2 Suggestions

1. It has been observed that the training programs, especially the behavioral once
have been highly accepted by the employees. In order to maintain high moral and
ethics among the employees this program should be undertaken more frequently.
2. Training programs should be made more innovative and interesting to make
attractive to the workers.
Example: - Environment can be made informal by cracking jokes, inviting participant
to deliver speech on given topic. Training program can also be arranged in different
location to override the boredom of the employees.
3. Quality of instructors should be very high a man with proven record of
accomplishment should given training.
4. Training modules should be meticulously designed to make more objects oriented.
5. Maximums no. of employees should be brought within the ambit for the training
program. Functional area to use ones knowledge. There was lot of learning is which
are mentioned in the report.
6. Conduct the training programs that helpful to shop floor people i.e. Technical.
7. Training with example.
8. Required more training programs enhanced trainee performance at work place.
9. It should be mutually interactive succession with more discussions.
10. Conduct the training programs frequently.
11. After training trainer must be available at any time for trainee to doubts
clarification.
12. Organization should increase training programs towards technical areas for more
technical people.
13. Take the feedback from the trainees and it must be implementing for next training
program.

2019-20 Page 33
 To Study Training & Development

CHAPTER 7
CONCLUSION

The careful analysis of available data shows that the training practices in Govind
Milk & Milk products Pvt. Ltd. are more or less same with standard training
practices. In the rat race of business, every organization tries to have a competitive
advantage over its rivals. In this regard proper training & development activities can
play a very crucial role. The training practices in Govind Milk & Milk products Pvt.
Ltd. mainly comprises of training need identification, preparation of training
calendar, conduction of training programs, feedback & evaluation and final
evaluation by respective HOD. The training program generally includes both on-the-
job & off-the-job techniques. In the end, the project like this requires a complete
support from the organization & I received it in a very professional manner in Govind
Milk & Milk products Pvt. Ltd. it means that due to such support from the
organization I was able to achieve the objectives set by me before starting my project.

2019-20 Page 34
 To Study Training & Development

BIBLIOGRAPHY

Web Sites:

www.drreddys.com
www.hrguru.com
www.google.com

Books:

HRM Review – ICFAI University

Training & Development By: - S.K. Bhatia

Training Evaluation for Results By: - A.K.Saxena

Human Resource Management By: - Anjalis Ghanekar

2019-20 Page 35
 To Study Training & Development

ANNEXURE
Questionnaire for Govind Milk & Milk products Pvt. Ltd. Employees

1) How long have you been working in this organization?

a) Below 2 years b) 2to 5 years

c) 5 to10 years d) Above 10 years.

2) How your training needs identified by your organization?

a) By systematic analysis.

b) Individual assessment and requirements.

c) Based on performance appraisal.

d) Based on feed back of your supervisor / in charge.

e) Any other (please specify).

3) Whether the duration of the training period in Govind Milk & Milk products Pvt.
Ltd. is?

a) Adequate

b) Long

c) Short.

2019-20 Page 36
 To Study Training & Development

4) Are you satisfied by the schedule of the training program?

a) Yes

b) No.

c) Can’t say.

5) How many training programmes have you undergone in the last year?

a) 1 programme b) 2-3 programmes

c) 4-6 programmes d) More than 6 programmes.

6) Rate the infrastructure facilities of the place where training programme is

conducted?

a) Excellent b) Satisfactory

c) Good d) Not satisfied.

7) Whom does the training is benefit?

a) Organization

b) Employee

c) Both.

2019-20 Page 37
 To Study Training & Development

8) Which option suits the best with the recently completed training program?

a) Excellent

b) Satisfactory

c) Not satisfied.

9) Do you receive feedback from the trainer after the training?

a) Yes

b) No.

10) After training you feel that you are able to enhance your performance?

a) Yes

b) No

c) To some extent.
11) Are you satisfied by the training instructions of the trainer?

a) Fully satisfied b) Satisfied

c) Good d) Not satisfied.

2019-20 Page 38