Project 1

PONDICHERRY UNIVERSITY PONDICHERRY
CONTENTS
S.NO
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
PARTICULARS
PAGENUMBERS
TITLE PAGE
3
ACKNOWLEDGEMENT
4
PERFACE
5
EXECUTIVE
6
SUMMARY
INDUSTRY PROFILE
8
COMPANY PROFILE
12
PRODUCT PROFILE
18
CHARTS
20
INTRODUCTION
23
SCOPE
27
OBJECTIVES
29
RESEARCH
31
METHODOLOGY
LIMITATIONS
35
REVIEW OF
37
LITERATURE
DATA ANALYSIS &
49
INTERPRETATION
FINDINGS
80
SUGGESTIONS
83
BIBLIOGRAPHY
85
QUESTIONNAIRE
87-91
REPORT ON
MEASURING THE IMPACT OF TRAINING PROGRAM EFFECTIVENESS
AT
NUTRINE CONFECTIONERY COMPANY (P).LTD.CHITTOOR
ACKNOWLEDGEMENT
The dissertation bears inspiration of many persons and well-wishers. It

is my earnest duty to place on record my deep sense of gratitude to the
management of Nutrine confectionery company (P) Ltd, Chittoor, for
having accorded me permission to carry out the project work in their
established company and for their kind help and co-operation in
particular to Sri B.GIASUDDIN, Vice-president , personnel and Mr
G.S.SRINIVAS, Assistant Manager for their kind co-operation, help and
able guidance extended me for the successful completion of this

dissertation work. I am also thankful to Sri Balagangadhar for his kind
co-operation.
My sincere thanks to Sri Anuja Thamas,M.Com,M.Phil Head of the
Department, INDIAN ACADEMY GROUP OF INSTITUTIONS BANGALORE,
for his kind co-operation, help and able guidance. She has bean a
constant source of inspiration for me .She is the woman behind my
success, without whom this work would not have been completed so
successfully.
I m very much thankful to all the employees of Nutrine Confectionery
company Ltd, chittoor who extended their kind co-operation and help in
collection of data for my research work.
My special thanks goes to all Faculty Members, INDIAN ACADEMY
GROUP OF INSTITUTIONS BANGALORE for generously sharing their
insight and experience for completion of my project work.
My humble and grateful thanks are due to my beloved parents for their
invaluable encouragement, moral support and kind co-operation in
successful completion of this research work.
PREFACE:
Human resources are the most valuable and unique assets of an

organization. The successful management of an organizations human
resources is an exciting, dynamic and challenging task, especially at a
time when the world has become a global village and economics are in
a state of flux. The scarcity of talented resources and the growing
expectations of the modern day have further increased the complexity of
the human resources function. But the organization need well trained
and experienced people to perform the activities that have to be done.
Moreover, inadequate job performance or decline in productivity or
changes in job redesigning or a technological break through require
some type of training and developing efforts. As the jobs become more
complex the importance of training to the employees also increases. In
rapidly changing situation employees training is not only an activity
but also an activity that an organization must commit resource to if it is

to maintain a viable and knowledgeable workforce.
The present study is thus exploratory in character, starting with a brief
introduction to the rationale of this project, followed by a Company
profile, Objectives, Scope and Limitations of the study, Research
methodology in terms of sampling procedure adopted, Statistical tools
used such as Histogram, Data Analysis and Interpretations, Findings of
the study and Appropriate Suggestions and Recommendations to the
company that sponsored the project.
There was zeal and zest of the researcher, as a management student,
duly supported by the executives of the Nutrine Confectionery (P)
Ltd .It is ardently hoped that the report is of immense use to the
company that sponsored the project.
Executive Summary
Human Resources, for any Organization are the lifeblood,
which is very much required for the success, survival and existence of
the Organization. But it needs to have well-trained and experienced
people to perform the activities that have to be done. Training has
become a major growth industry in a rapidly changing society,
employee training is not only an activity that is desirable but also an
activity than an organization must commit resources to, if it is to
maintain a viable and knowledge workforce.
Planned development training programme will return
values to the organization in terms of increased productivity, heightened
morale, reduced costs and greater organizational stability and flexibility
to adopt to changing external requirements. Such programmes and
assignments add up to life long careers. Our society as a whole is also
vitally interested in training and educational programmes in order to
promote employment and utilize the talents of its citizens. One of the
earlier Legislative attempts in this regard was the Manpower
Development and Retraining Act of 1962, which was designed to
assist in the conversion to new skills of those persons thrown out of
work by changing job requirements. In 1964 Economic Opportunity
Act was directed towards providing training assistance for young
entrants in the job market.
As jobs have become more complex, the importance of employee
training has increased. When jobs were simple, easy to learn and
influenced to only a small degree by technological changes there was
little need for employees to upgrade or alter their skills.
But, the rapid changes taking place during the last quarter century in our
highly sophisticated and complex society have created increased
pressures for organizations to readapt the products and services
in which products and services are produced and offered. The types of
job performance required and types of skills necessary to complete
these jobs.
INDUSTRY PROFILE
In India, confectionery industry is one among the earliest established

industries. It has a large market and potential to grow many folds. The
national companies that are in market are Nutrine, Parrys,Cadbury,
Ravalgon, Parley, Perfetty, Vanmelle, National products etc.
Confectionery consumption is primarily confined to children,though
every one likes to consume it.Competition is growing rapidly and hence
companies are trying out to bring new range of various products.
Confectionery as a product in early growth state.But the demand has
been observed to be increasing gradually over a long period of time.
The word confectionery was derived from the word confection which
means preparation and this is derived from conference which means
to make up in literary sense. Confectionery means preparation of hard
boiled sweets and pastries.
Confectionery is of two types
1. Sugar Confectionery
2. Flour Confectionery
1. Sugar Confectionery
Sugar Confectionery means sweets in which sugar is the main
ingredient .It comprises of
fine crystal from of flavored sugar
solutions such as chocolate cream.. Sugar maintained in a solution of

carefull blend of different types of flavor such as sweets, toffees and
caramel.Cocoa and chocolate are derived from cocoa bean of free
theabroma cocoa, originally cultivated in Central America which is
now cultivated in the tropical area too.
2. Flour Confectionery
It consists of pastries, sweets and like cakes having flour on the
sweetened and mixed with various diary products such as chees, butter
and eggs.
a. Moulded confectionery
b. Covertures confectionery
In covertures for the covering of fruits, nuts, biscuits persevering the
needs high proportion of butter than chocolate to mould into blocks.
The manufacture of sugar coated nuts etc., known as dragger is said to
have been introduced by ROMAN JULIUS, Dredeatris Banbans

which were first made in 13 th century. Pastilles was made in the 15 th
and Found ants was introduced in 17th century. The highest volume of
manufacture , is to meet t the present demand ,is due to the introduction
of Automatic machines in the middle of the 21st century.
About Confectionery Industry in India

The industry can be broadly classified into two sectors
Organized sector:
It consists of large-scale unit of confectionery whole scale of operation
is very large. Major firms producing confectionery in the organized
sector are as follows
1. Nutrine Confectionery Company Limited Chittoor, A.P.
2. Parrys Confectionery Company Limited, Mellukuppam, South
Arcot, Tamilnadu
3. National Products Company Limited, Bangalore
4. Nestle Company
5. Morton Confectionery Company, Mumbai.
6. Cadbury India Limited
7. ITC group of confectionery company
Unorganized Sector:
It consists of small-scale units, whole scale of operation is limited to
local areas.
COMPANY PROFILE
Name of the company

: Nutrine Confectionery company limited
Name of the proprietorship
Chairman
Directors
M. D.
Executive Director
:
:
:
Shri V.Dwarkanadha Reddy

V.MadhusudhanReddy,V.Dinesh
Mr. Vikram Reddy
Mr. K. Shiva Mohan Reddy
COMPANY ADDRESS
Head Office
B.V.Reddy colony,
P.B. No. 38,
Chittoor 517 001.
LOCATIONS:
Nutrine Confectionery Limited is situated in the border

of the Chittoor, on the National highway in A.P. The company is
established in an area where the basic raw materials like milk,sugar etc
are available in plenty.
.
Sugar boiled Confectionery
Nature of Business
Year of Establishment: Nutrine Confectionery limited was established

In the Year 1952 by late B.VenkatramaReddy,
Graduate from Adyar University
Company Capital 30 Crores in 2003
Company Status
INDIAS LARGEST SELLING SWEETS

The leader in the confectionery industry in India as
Well as Organized sector.
It has 38% market share in India.
Production Capacity
2000 tones per month
Annual sales turnover
150 crores in 2004
No. of workers
787 only production /1306 in all depts .
COMPETITORS
In the confectionery field the major competitors of the Nutrine are
PARLE
PARRYS
RAVALGON
CADBURY
NESTLE
VANMELLE
ITC
PRINCIPAL EXPORT MARKET
NCCL, Exports Naturo Mango fruit bar and other confectionery

products to various International Markets like Australia, Middle East
Europe, South Africa, and New Zealand. Every effort is being made to
establish Nutrine household name as a International player in order to
establish the brand strength in many International markets.
Distribution
Main outlets
Every state in India has more than 2400 distributors appointed.

More than 425000 retail outlets are covered.
Production Setup
NCCL produces its confectionery with a main
factory inChittoor and with subsidiary unit arrangements located at
Hyderabad, Bangalore and at Pulicherla of Chittoor.
No. of Machines
Toffee 15
Confectionery - 3-line continuous
auto line
2 line semi auto lines
Wrapping: High speed 9/ Low

speed 17
Unit running machine
3
Imported from Germany, U.K. U.SA
Departments
NCCL has various departments like

1. Raw materials
2. Production
a. Confectionery dept
b. Toffee dept
c. Wrapping dept
3. Quality control
4. Workshop
5. Finance
6. Personnel
7. Marketing
8. Research and Development
NCCL has as well equipped research and development laboratory where

continuous product testing and product development is organized.
EDP Department
NCCL has a well-equipped EDP dept maintaining the day today
operations of payroll, financial accounting, raw materials, inventory
control, finished products, Attendance Recording system, materials
management system, bills of materials.
All the above said systems were developed by in house programmers
Growth and Performance
NCCL started as a small unit, manufacturing different candies with Rs.
5 lakhs as initial capital. After the demise of Sri B.V.Reddy.His son
sri V.Dwarakanadh Reddy took up the reigns of the business.
Mr. V.Dwarkanadh Reddy who is an Ms in Chemical Engineering from
Louisiana State University, USA held the helm of affairs till recently.
Mr. V. Vikram Reddy nephew of Dwarakanadh Reddy took up the

management of NCCL in the year 1977 and became the M.D. in 1984.
Nutrine is exporting confectionery biscuits, chewing gums and fruit bars
to Australia, Bangladesh, Canada, New Zealand, Norway, Saudi Arabia,
Singapore, Srilanka, UAE and USA.
The company has raised 2000 employees directly employed by the
company and over 25000 families are directly or indirectly depending
on the company.
NCCL become deemed public limited company on 15-6-1988 under
Section 43(A) of Companys Act.
Nutrine has a wide range of products of candies, toffees, lozenges etc.,
being the leader in the industry for more than a decade, Nutrine has also
endeavored to satisfy the customers changing wants and desires with its
own emphasis,quality , range and cost effectiveness . Since 1985
Nutrine has diversified into other food products like biscuits, chewing
gums, fruit bars etc.,
Nutrine Confectionery Company has received BEST MANAGEMENT
AWARD on May Day 2003 from The Labor Department,Government
of Andhra Pradesh
About HR Department
Effective management of human resources is essential to the survival

and growth of organizations. The HR department plays an important
role in the efficient and effective functioning of an organization. In
NCCL the HR manager provides sound advice, valid information, useful
assistance and every other possible support to the line managers. He
also handles various functions such as employment, training,
development, wage and salary administration, grievance, redressed,
collective bargaining etc.
HR Department in Nutrine confectionery company (P) Ltd.
The HR department in Nutrine confectionery company acts as bridge

between the employees and the management. It gives advise to the
management including the top management on various people related
issues.
The HR department facilitates the design and implementation of many
developmental activities like training, management development and
performance appraisal.
HR department takes initiative in preparing the organization and its
employees to face new challenges successfully.
HR department ensures the compliance of various laws and regulations
which govern the organization environment.
There 26 employees working for HR department from top level to
lower level.
Social Obligations
The social service activities of Nutrine are,

1.
2.
3.
4.
5.
6.
Conducting under- 13 super star cricket tournament to

latest
Cricketing talent in younger generation of our country
It has Set up schools for children
It provides Financial assistance to association of blind
people
It has set up number of traffic dividers and traffic islands
in Chittoor town
It has also developed a children park in B.V.Reddy
colony, chittoor.
A planned NutrineNagar near the Bangalore Highway at
Iruvaram, and offering Company quarters for employees
of Nutrine
Sponsoring for Games and Sports
Nutrine sponsored many games and sports.It sponsered inter college

hockey tournaments in kerala.
It sponsored sixth national Womens Hockey Tournament held

inTirupathi.
It sponsored the 55th National Basket Ball Tournament..
PRODUCT PROFILE
Product Name
Product Code
Chocolate clairs
CHE
Nutrine clairs
NEC
Wild Koffy
WK
Carmella
CML
NutrineGold
NGL
Assay
ASA
Nutrine Mahalacto
NML
Honey fab
HFB
Mangocreamcandy
MCC
Kokonaka cookies
CKS
Pistacookies
PCK
Eaichicookies
ECK
Milk cookies
MCK
Mangosoftcenter
MSC
Gulkhand
GKD
Nutrine Lollipop
NLLP
Double hit
DH
HR DEPARTMENT CHART
VP Personnel
Gen.Manager
(Administration)
Manager
(Administration)
Executive
(public relations)
Asst.Manager
(Head Office)
Asst.Manager
(Head office)
Officers
clerks
clerks
Drivers
Asst.Manager
(Factory)
Welfare Officer
Assistants
Attenders
clerks
Attenders
Canteen
Security
Cant. sup
Sec.sup
Cooks
Head Guards
Helpers
Tea boys
Security guard
Time Office
Head Time Keeper
Timekeeper
Cycle stand
Workmen
INTRODUCTION:
Training has become a major growth industry in recent years. Every
organization needs to have well trained and experienced people to
perform the activities that have to be done .In rapidly changing society
employee training is not only an activity that is desirable but also an

activity that an organization must commit resources to ,if it is to
maintain a viable and knowledge workforce. Planned development
training programme will return values to the organization in terms of
increased productivity, heightened morale, reduced costs and greater
organizational stability and flexibility to adopt to changing external
requirements. Such programmes and assignments that can add up to
lifelong careers.
Training is a learning experience which seeks a relatively permanent
change in an individual that will improve his or her ability to perform
the job. We typically say training can involve the changing of skills,
knowledge, attitudes or social behavior. It may mean changing what
employees know, how they work or their interactions with their coworkers or their supervisors.
Training is the systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a given task or
jobs. Training can involve learning of various kinds and in various
situations i.e. on the job, off the job, in the company or outside the
company. It can involve the use of many techniques like demonstration,
practice, coaching guided reading, lectures, discussions, case studies,
roleplaying, assingmnets, projects, group exercises, programmed
learning etc., These techniques can be deployed by many people,
specially by company Trainers, Managers, Supervisors, colleagues or
External Trainers and Educationists.
TRAINING CONSISTS OF:
The identification and analysis of training needsAll T raining
Programmes must be directed towards the satisfaction of defined

needs: for the company as a whole, for specific functions or groups of
employees, or for individual.
The definition of training objective Training must aim to achieve
measurable goals expressed in terms of the improvement or changes
expected in corporate, function, departmental or individual

performance.
The preparation of training plansThese plans must describe the
overall schemes of training and its costs and benefits. It also provide
for the development of training programmes and facilities, the
selection and use of appropriate training methods and the selection
of trainers.
The implementation of Training plans: This includes the
maintenance of training records.
The measurement and analysis of results: This refers to the

validation of the achievements of each Training Programme against
its objective and the education of the effect of the whole Training
scheme on company or departmental performance.
The feedback of the results :This refers that getting feedback of

validation and evaluations so that training plans, programmes and
techniques can be improved.
The sequence of Training

Identify the Training Needs
Prepare Training Plans
Programs
Facilities
Methods
Implement the Training Plans
Validate
Evaluate
Trainers
Scope of the study:

The study covers 100 respondents at worker level. The study Training
programmes covers whether the training programmes conducted by
the company
are useful for employees overall development i.e.
Individual development and organizational development. The study
benefits for the employees and management for further changes in the
programmes for their improvement.
Objectives
of the study
Primary objective
To measure the impact of Training Programmes and

their
effectiveness on employees in Nutrine
Confectionery Company Ltd.
Secondary objectives
To find out the improvement of the employees work skills
based upon the training programmes.
To find out the level of improvement of the
employees knowledge and confidence after the
Training Programmes.
To find out the employees relationship with their
subordinates.
To study the scope for employee advancement and

career
development
oppournities
in
Nutrine
Confectionery (p) Ltd.

To find out whether the employee is benefited from
the programmes.
To get feed back on the Training Programmes of Nutrine
Confectionery Company Limited.
RESEARCH METHODOLOGY
In any study of research a proper reason of analysis is essential for
reaching the goal or an effective solution to the problem. This
reasoning can be done in a research study with the help of research
methodology.
Research methodology is a way to systematically solve the problem.It
may be understood as a science of studying how research is done
scientifically.
The present study is on MEASURING THE
EFFECTIVENESS OF TRAINING PROGRAMMES IN NUTRINE
CONFECTIONRERY COMPANY LIMITED. The research was done
to find out whether the company is providing the Training Programmes
to employees which are useful to set the goals to achieve their
objectives.
Sample Size :
The Sample constituted of 100 workers form various departments of the

company.
Survey Design :
The survey is based on the primary source of data. Three methods of

primary data were selected to conduct the study i.e., Questionnaire,
Observation and Personal Interviews methods. Since the statements in
the Questionnaire and Schedule were qualitative, they are quantified on

a five-point Scale using Likert type technique. Respondents are asked to
tick mark the appropriate scope on a five-point continuum.
1
2
3
4
5
Strongly Agree
Agree
Average
Disagree
Strongly Disagree
Method of Sampling
There are many sample methods to collect data. The sampling method
used is simple random sampling.
Sources of data
The data has been collected from both Primary and Secondary sources
for the research work.
Primary Data
The primary data is collected with the help of questions, which consists
of closed ended questions. The questionnaire is choosen for of its
simplicity and reliability. Researchers can expect a straight answer,
which is directly related to the questions asked. Interpretation of data
under this can also be done correctly .It helps the responded to
understand the significance and answer reliabialy. In this method
response rate and reliability is higher. In addition to this the data is
collected through observation method and personal interview.
Secondary Data
Secondary data is collected through the document provided by
Personnel Department such as training schedules, personnel manuals,
reports regarding suggestions, scheme etc., relevant books from various
authors on HRD, magazines, journals and other reports.
Statistical tools used
The design tool used to analyze the data is Percentage method.
Percentage method
The method is very simple to analyze the data. The sample size may be
large . To analyze such large size of data, we change into percentages.
To change that the formula is
No of respondents
Total No of sample size
*100
Plan of Analysis
The data, which was collected from the respondents through a structured
questionnaire, was organized, processed and tabulated on a data sheet.
Separate tables were furnished under specific headings. They were
analyzed with the help of statistical analysis techniques in order to
interpret the data and draw conclusions. Graphs were also drawn to
depict a clear picture of findings and conclusions
Limitations of the Study

1.
Data collected is confined to Nutrine Confectionery Limited,

Chittoor only.
2.
The study is limited to Training Programmes.
3.
The sample chosen for the study was just 100 out of 1500 by
not disturbing their work which was strictly in compliance
with the company rules and regulations.
4.
As the workers are busy with their hectic work, interview was
conducted in fragments, whenever they were free.As a result
the string of continuity was lost and this could have affected
their style of answering.
5.
It was not possible to collect information from all the

employees in the Organization.
6.
Human beings tend to behave artificially particularly. This

happens particularly when they are observed or interviewed.
This might have disorted the findings to some extent.
IMPORTANCE OF TRAINING:
With the advancement in technology and the spread of business on a

global scale, it has become necessary for the organizations to
concentrate on training their employees to meet the global challenges.
Merely selecting employees does not ensure that an organization will be
successful. It has to train them to face the continuous challenges of a
competitive business environment Moreover, the ongoing trends of
greater work force diversify, flatter organization in increased global
competition.This increases the significance of training and development
in helping the employees take up greater responsibilities.
Definition And Purpose of the Training:
Training is an essential need of an oriented program for new recruits in

an organization. Training enhances the skills and capabilities of the
individual in an organization.
According to Michael Armstrong training is the systematic
development of the knowledge, skills and the attitudes required by an
individual to perform adequately a given task or job.
According to Edwin Flippo, training is the act of increasing knowledge
and skills of an employee for doing a particular job.
The main objectives of Training are:
*Improving Employees Performance

*Updating Employee skills
*Avoiding Managerial Obsolesce
*Preparing for promotion and Managerial Succession
*Retaining and Motivating Employees.
*Creating an Efficient and Effective Organization
AREAS OF TRAINING:
Training enhances the overall performance of an organization in

various ways. Training in one area can benefit the organization in many
other areas. The major areas where employees are trained are:
1.Company policies and procedures:
Understanding company policies and procedures is important for an

employee of the organization .An employee should acquaint himself
with the organization s rule, practices, process and procedures, apart
from the organization culture, structure and business.
2. Skilled-Based Training:
Employees should be provided training to match the skill requirements

of the job they perform. Such training helps in improving the
employees job effectiveness. Skilled base training should also be
imparted to enable the employees adapt to technological changes.
3. Human Relation Training:
In an organization, employees interact with their peer, supervisors,

subordinates, suppliers and customers. They might also have to interact
with external agents like Government agencies or legal bodies. It is
important to employees to know how to manage their professional
relationship. Human resources training is essential to improve the
employees skills in the area of self training, interpersonal skills group
dynamics, perception, leadership styles, motivation, disciplinary
procedures, grievances redressal, and so on.
4. Problem Solving Training:
Every employee encounters problems in the course of his work in an

organization. These can range from simple operational problems to
major decision-making problems. Training in problem-solving skills
equips an employee to deal successfully with such problems.
5. Managerial and supervisory Training:
All employees in an organization, at some point of time perform

managerial and supervisory functions such as planning, organizing,
directing, controlling and decision-making. Thus, training in these areas
is essential for employees as they move ahead in their career paths to

assume positions of increase responsibility.
TRAINING INPUTS:
There are three primary types of inputs skills, attitudes and knowledge.
The primary purpose of training is to establish a sound relationship
between the employee and his job. This purpose can be served when the
workers attitude is in favor of the job ,organization is adequate and
when the worker possesses the required skills. Training activities are
therefore aimed at increasing ,modeling and modifying the skills,
attitudes and knowledge of the employees.
1.Skills:
Training programmes give an excellent oppournity for developing the

skills of presentation. Through role-plays, video recording and syndicate
work. Employee can be exposed to the experience of making
presentation in a friendly atmosphere. Training activities encompasses
activities ranging from the acquisition of a sample mechanical skill to a
complex administration one.
2. Attitudes:
Training programmes in industry are aimed at moulding employees

attitudes to achieve support for company activities and to obtain better
cooperation and greater loyalty
3.Knowledge:
The final main benefit to an individual from training programme is the

increase in knowledge. Experience is a great teacher; but people will
only learn from experience the lessons, which happen to emerge from
daily life.
Employee should possess:
1.
Knowledge about the job, the factory, industry and its

organization in general
2.
Specific knowledge about the job, knowledge relating to the

quality and standard of the products/services and knowledge
about the particular discipline relating to the job. The company
has to provide this knowledge through the training programme.
TRAINING METHODS:
The most popular training methods used by organizations can be

classified as either,
On the job training
Off the job training
On-the-Job training
On the job training takes place in a real environment where the trainee is
exposed to an actual work situation. The major advantage of this
method is that the trainee will get hands-on experience. This form of
direct learning helps the employees understand and imbibe the training
lessons better. This will also help in better application of the knowledge
and skills gained during the training. The disadvantage of on-the- job
training is that, as the trainee is still going through the learning process,
any mistakes he commits on the job might result in a loss to the
organization. Hence while choosing this method, the organization
should asses the damage caused due to the mistakes by the trainees.
Some widely used on- the-job programmes are
a. Job instruction training
b. Apprenticeship& coaching
c. Job rotation
d. Committee Assignments
a. Job instruction training:
In this method of training, the trainee is given instruction by their trainer

while performing the job on the site and any doubts of the trainee are
cleared immediately. This method is very popular because the trainee
can discuss his problem in performing the job immediately with the
trainer. Job instruction training follows a systematic sequence of

activities.
As the first step, the trainee is prepared for the training by
giving him clear information about the training to be
imparted, the job to be performed and the venue and the time
of training, any doubt regarding the training should be cleared
at this stage.
After the training is imparted to the trainee, in the form of
instruction, the trainee is asked to demonstrate the job. This
will help in assessing the trainees understanding of the
instruction and his learning.
After the trainer is satisfied with the performance of the
trainee, the trainee is left on his own, with someone
designated to be called upon when he requires any assistance
or help.
b. Apprenticeship & coaching:
Individuals seeking to enter skilled trades, like those of carpenters,

electricians, etc, are required to go through formal apprenticeship under
experienced employees, before they join their regular jobs. The
apprenticeship period typically ranges from one year to five years.
Apprenticeships are not employees of the organization and are not
governed by any of the laws that are applicable to regular employees.
They do not even figure on the organizations rolls.
Coaching is similar to apprenticeship where the coach acts as a model
for the trainee to emulate. Typically, the supervisors or HRprofessionals
function as coaches . Coaching is provided for employees when
needed, rather than being a part of a more planned, structured program.
Participation, feedback and knowledge transfer to job are generally high
in coaching.
c. Job Rotation:
This is a training method where the trainee is placed on various jobs

across different functions in the organization .The trainee gains cross-
functional knowledge and is equipped to take up different jobs .The

time spent on each of the jobs ranges from one to two days to several
weeks. Under job rotation, the trainee moves from his
trainers/supervisors in each of the different job assignments.
d. committee assignments:
Under the committee assignments method, groups of employee are

given an actual organizational problem and are asked to find a solution.
The trainee develops their team-management skills, interpersonal skills,
communications skills, problem- solving skills and leadership while
solving the problem as a group.
OFF-THE-JOB- TRAINING
While the training is performed on the job, any mistake by the trainee
might result in damage to the organization, especially if it involves a
customer or something of value. To avoid such situations, off the-job
training is used. An advantage of off the job training is that the
employees are free from distractions of his job requirements and would
be able to concentrate better on learning the job rather than just
performing it. Off-job-training refers to the training imparted away from
the employees immediate work area.
Methods of Off-The-Job-Training:
1. Class Room Lectures:
The lecture or conference approach is well adapted to conveying

specific information rules, procedures or methods. The use of
audiovisuals or demonstrations can often make a formal classroom
presentation more interesting while increasing retention and offering a
vehicle for clarifying more difficult points. The lecture liabilities
include possible lack of feedback and the lack of active involvement by
the trainee. However, this can be partially offset by reducing the
structured lecture format and allowing trainee to provide feedback to the
lecturer or creating discussions groups under the direction of a
conference leader.
2. Simulation Exercises:
In this method of training, the trainee is exposed to an artificial work

situation that closely resembles the actual work situation. In situations
where the organizations cannot afford any mistakes by the trainee
during on-the-job training, simulation exercises are great help.
Simulation exercises can be in the form of :
a. Case exercises- In this method, a real-life problem encountered
in the organizations is presented to the trainees in the form of a

case study. They are then asked to analyze the case and present
their views and recommendations for solving the problem. They
also have to suggest alternative courses of action to provide for
contingencies that might arise.
b. Experimental exercises- In these exercises, the trainer

simulates situations where the employees are exposed to
actual work problems. For example, the trainer can create a
situation where the employees are required to work in teams.
After the exercise is complete, the trainer discusses the
behavior of the employees during the exercise, with the
group. He appraises the trainees about their performance and
discusses the exercise with the help of the theoretical
concepts. In this way, the employees learn quickly and also
understand their mistakes or problems easily. Hence, in
experiential exercises, employees learn through direct
experience.
c. Computer modeling- Complex computer modeling
simulates the work environment by programming a computer
to imitate some of the realities of the job. Computer modeling
is widely used by airlines in the training of pilots. The
computer simulates a number of critical job dimensions and
allows learning to take place with out the risk or high costs
that would be incurred if mistakes were made in a real life
flying situations. An error during a simulation offers an
opportunity to learn through ones mistakes. A similar error
under real life conditions might cost a number of lives and the
loss of a multimillion dollar aircraft quite a high price for
learning exercise. Obviously, complex computer modeling is

expensive and can be justified only where programmes are
formal. A number of trainees will be developed and the costs
of allowing the individual to learn on the job are prohibitive.
d. Vestibule training- This is a training method where the
actual work conditions are simulated and the equipment used

by the trainees is similar to what is used on the job. In this
way, the trainees gain experience of using the equipment
with out any pressure of work or cost involved. Though
expensive, vestibule training helps employee sgain
knowledge about the actual job situations .It also reduces the
problem of transferring learning to the job, since the trainee
uses the same materials and equipment during training, as on
the job.
e. Role playing- Role-playing is described as a method of
human interaction .It involves realistic behavior in imaginary

situations. The trainee assumes the role of different characters
in the organizational context. For example, some trainees may
form the HRDepaertment while others form the labour union.
The ensuring role-play of negotiation can help them improve
their negotiating skills, communications skills etc. A roleplay
basically helps in improving the communications, peoplemanagement and relationship management skills of the
trainees.
3.Programmed instructions:
In this method of training the trainee is given a series of questions after

he studies the relevant material required for the accomplishment of the
job. After the trainee answers questions, he is given immediate feedback
whether it is right or wrong. If the answer is correct, he is asked to
proceed to the next questions but if it is wrong, he is asked to refer back
to the material. This kind of program promotes continuous interaction
between the trainer and the trainee and facilitates learning.
EVALUATION OF THE TRAINING PROGRAM

After a training program has been implemented, the organization
should evaluate the program. This evaluation helps the organization
identify the areas for improvement, which can help in designing future
training programs.
Factors that can be used to evaluate a training program are:
Trainees feedback on the content and process of training
Changes in job performance or behavior as a result of
training.
Measurable improvements or results seen in individuals
or the organization like decreased absenteeism or fewer
accidents
Knowledge or learning acquired by the trainee as a result
of the training experience.
The method to be used for evaluating a training program has to be
determined at the planning itself .Evaluating helps in auditing and
redesigning a training program.
Methods of Evaluation:
It is an accepted fact that besides money, material and machine, the

success of any organization depends up on its human resources. In light
of these training is more important to employees under heads which are
specific and planned properly.
Test-rest Method:
The first approach is referred to as test-rest method. Participants are
given a test before they begin the program. After the program is
completed, the participants retake the test .The difficulty arises in an
attempting to substantiate the changes in the test scores.This will be
reflected in performance and that whatever changes has occurred can be
fully attributed to the instruction. .
Pre-post performance method:
The utilization of tests as proxies (substitute
for job performance)
create the opportunity for error. Our second approach, the pre-post
performance method is designed to correct these errors. In this method,
each participant is evaluated prior to training and rated on actual job
performance. After the instruction is completed the participants are reevaluated .As with the test-rest method ,the increase is assumed to be
attributed to the instruction .However, in contrast to test rest, the
prepost performance method deals directly with the job behavior.
Experimental control group method:
The most sophisticated evaluate approach is the experimental control
group method. Two groups are established comparably as skills,
intelligence and learning abilities are evaluated on actual job
performance. Members of the control group work on the job but do not
undergo instruction. The experimental control group is given
instructions .At the conclusion of training the two groups are
reevaluated. If the training is really effective, the experimental group

performance will have improved. And its performance will be
substantially better than that of the control group. This approach
attempts, to correct other than instruction programmes that influence job
performance.
Of the three methods mentioned, the experimental control group
method is preferred.
TABLE-1
Showing the Number of persons attended the training programs
S.No
1
2
Particulars No of respondents
Yes
90
No
10
% of respondents
90%
10%
Inference:
The above said table denotes that 80% of the respondents have attended
the training programmes and 20% of the respondents have not attended
the programme.
Graph-1
Graph showing the NO. of respondents attended the Training
Program.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes
No
TABLE-2
Showing the percentage of respondents benfitted from the Training
Programe improving their knowledge.
S.No
1
2
3
4
Particulars
Strongly
agree
agree
Disagree
Strongly
disagree
Total
No. of
respondents
75
% of
respondents
75
20
5
-
20%
5%
-
100
100
Inference:
The above table denotes that out 100, 75% strongly agree
that training programmes will help to improve their knowledge, 20%
agree that they will help in some occasions and 5% disagree that they
will not help in gaining knowledge.
Graph-2
Graph showing the percentage of respondents benefited from the
Training Programs in improving their knowledge.
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 stronly agree
2 agree
3 disagree
4 strongly disagree
TABLE-3
Table showing relationship with their colleagues/ subordinates/

workers?
SNo
1
2
3
4
Particulars
Excellent
Good
Average
poor
Total
No. of respondents
50
25
20
5
100
% of respondents
50%
25%
20%
5%
100%
Interference:
From the above table it is clear that 50% of the respondents felt that
their relationship with their colleagues\ subordinates\workers was
excellent and 25% felt that it was very good and 20% felt that it was
good and 5%felt that it was average.
Graph-3
Graph showing the relationship with
collegues/workers/subordinates of the respondents.
60%
50%
40%
30%
20%
10%
0%
1 Excellent
2 Good
3 Average
4 Poor
TABLE-4
Table showing how far the management considers the employees
ideas, suggestions etc
S.NO
1
2
3
4
5
Particulars
Always
In most occasions
On some occasions
Very few occasions
Never
Total
No.of respondents
20
30
35
12
3
100
% of respondents
20%
30%
35%
12%
3%
100%
INFERENCE:
From the above table it is clear that 20% respondents said that
management considers their ideas at all times and 30% said that in most
cases, 35% said that in some occasions and 12% said that in very few
occasions the management considers their idea and 3% said that the
management never considers their ideas.
Graph -4
Graph showing how far the management considers the employees

ideas, suggestions etc
40%
35%
30%
25%
20%
15%
10%
5%
0%
1 Always
2 In most Occasions
3 On some Occasions
4 Very few Occasions
5 Never
TABLE-5
Table showing the respondents opinion about the recognition they

get from your management for their work.
SNo
1
Particulars
Highly satisfied
No. of respondents
45
% of respondents
45%
Satisfied
50
50%
3
4
Dissatisfied
Highly dissatisfied
Total
5
-100
5%
-100%
INFERENCE:
From the above table it is clear that 45% of the respondents are highly
satisfied with the recognitions they get from the management.50% of
the respondents are satisfied with the management and 5% dissatisfied
from the recognition they get from the management.
Graph-5
Graph showing the respondents opinion about the recognition they
get from your management for their work.
60%
50%
40%
30%
20%
10%
0%
1 Highly satisfied
2 satisfied
3 dissatisfied
4 highly dissatisfied
TABLE-6
Quality of training programme in terms of

a. Faculty
S.NO
1
2
3
4
Particulars No.of respondents

Excellent
Good
Average
Poor
Total
72
18
7
3
100
% Of respondents
72%
18%
7%
3%
100%
INFERENCE:
From the above table it is evident that 72%of the respondents felt that
the faculty was excellent,18% felt that the faculty was good and 7% felt
that that the faculty was average and 3% felt it was poor.
Graph-6
Graph showing Quality of training programme in term of faculty.
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 Excellent
2 Good
3 Average
4 Poor
TABLE-7
b. Training Environment
S.NO
1
2
3
4
Particulars
Excellent
Good
Average
Poor
Total
No. of respondents
40
15
15
30
100
% Of respondents
40%
15%
15%
30%
100
INFERENCE:
From the table it is evident that 40% are highly satisfied with the
training environment and 15% felt that the environment was good
and15% felt that the training environment was average and 30 % felt
that it has to be modified or improved.
Graph-7
Quality of Training Programme in term of Environment.
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
1 Excellent
2 Good
3 Average
4 Poor
TABLE-8
Table showing that the number of respondents felt t that it becomes

easy in goal setting after attending the Training Programmes?
S.No
1
2
Particulars
Yes
No
Total
No. of respondents
70
30
100
% of
respondents
70%
30%
100%
INFERENCE:
From the above table it is clear that 70% of the respondents felt easy in
goal setting 30% felt that it was difficult.
Graph-8
Graph Showing that the number of respondents felt that it becomes

easy in goal setting after attending the Training Programmes?
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 Yes
2 No
TABLE-9
Opinion about the Training Programmepositive work culture.
S.no
1
2
3
4
Particulars
Excellent
Good
Average
Poor
Total
No. of workers
56
18
24
2
100
Percentage of workers
56%
18%
24%
2%
100%
INTERFERENCE:
From the table it is known that 56% of the employees are satisfied with
the program and 18% felt the program was good and 24% felt the
program is average and 2% dissatisfied with the programme. Most of
the employees are satisfied with the programme.
Graph-9
Opinion about the Training Programmepositive work culture.
60%
50%
40%
30%
20%
10%
0%
1 Excellent
2 Good
3 Average
4 Poor
TABLE-10
Easy in goal setting after attending the programme self

development and organization development.
S.no
1
2
Particulars
Yes
No
Total
No. Of workers
80%
20%
100
Percentage of workers
80%
20%
100%
Inference
From the above table it is clear that 80%the workers felt that the
program helped them and 20%say no.
Graph-10
Easy in goal setting after attending the programme self

development and organization development.
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 Yes
2 No
TABLE-11
Do you find any change in the attitude of your spouse after
attending the programme Quality of life- quality of work?
S.no
1
2
Particulars
Yes
No
Total
No of workers
70
30
100
Percentage
70%
30%
100
Interference:
From the above table it made clear that 70% of the workers say yes to
the programme and 30% say No.
Graph-11
Do you find any change in the attitude of your spouse after

attending the Programme?
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 Yes
2 No
TABLE-12
Positive changes of workers after attending the Training
Programmes(observed by the management).
S.no
Particulars NO. of workers
1
2
Yes
No
85
15
Percentage of
workers
85%
15%
Inference:
The management observed that 85% of the employees developed
positive work culture after attending the programme. The Management
observed the following changes:
*Attending duty regularly
*Improving the skills & aspects
*Increasing work productivity
*Reducing the scrap& wastage
Graph-12
Positive changes of workers after attending the Training

Programmes(observed by the management)
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 Yes
2 No
TABLE-13
Good friend of you is interested to join in your company. What will
you suggest?
S.NO
1
2
3
4
5
Particulars
Always encourages
Highlight the
pros&crons
No opinion
Advice him to rethink
Advice him to join
No. of workers
Percentage of
workers
40
44
40%
44%
8
6
2
8%
6%
2%
Inference:
40% of the employees encourages their friend to join the company,44%
highlight the pros &cons and 6% advice to rethink,2% advice him to
join. Where as 8% have no opinion.
Graph-13
Good friend of you is interested to join in your company. What will

you suggest?
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
1 Always encourages
2 Highlight pros &cons
3 No opinion
4 Advice him to rethink
5 Advice him to join
TABLE-14
Table showing about different activities ( Welfare activities) that
has been taken by the management,opinion of the employees.
S.No
1
2
3
4
Particulars
No. of workers
Percentage of
workers
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
60
28
12
60%
28%
12%
100
100%
Inference:
From the above table it iss cleared that 60% of the employees are
highly satisfied with the facilities provided by the management and 28%
are satisfied with the facilities 12% of the employees are dissatisfied
with the facilities ,as they need some additional benefits from the
management.
Graph-14
Graph showing about different activities I,e welfare activities that

has been taken by the management,opinion of the employees
70%
60%
50%
40%
30%
20%
10%
0%
1 Highly satisfied
2 satisfied
3 dissatisfied
4 highly dissatisfied
TABLE-15
Table showing that the respondents need to conduct the same
programmes which may useful in improving their performance in
future also?
S. No Particulars
1
2
Yes
No
Total
No of workers
80
20
100
Percentage of
workers
80%
20%
100%
Inference:
From the above it is clear that 80% of the employees feel the need to
continue the programmes for their further development.20%
program difficult.
the
Graph-15
Graph showing that the respondents need to conduct the same
programmes which may useful in improving their performance in
future also?
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1 Yes
2 No
FINDINGS:
Majority of the employees in Nutrine Confectionery (P)Ltd
are satisfied with Training programmes.
85% of the employees strongly believe that the training
programmes will help them in improving their knowledge.
Almost all the employees (all departments) of Nutrine
agreed that Training Programmes are helping them to
achieve individual as well a organizational goals.
15% of the employees are not satisfied with the Training
environment.
70% of the employees are satisfied with the topics
discussed at the Training Programmes.
Majority of the employees of Nutrine identified positive
changes after attending the Training Programmes.
Majority of the employees with their families change their
life style after attending the Training Programme - quality
of life and quality of work .
Many of the employees felt easy in setting their goal due to
the programmes.
Relationship between the superiors and subordinate has
increased due to the programmes.
The faculty was good and the employees were satisfied
with the way that they were teaching.
Most of the employees want the company to continue the
programmes such as Career opportunities, Goal setting etc.,
so that they improve their relationship with their superiors
and manage their work for better performance
Impact perceived by the Management about the training
programmes:
The management observed the following changes from the
employees after attending the programmes:
90% employees have changed their attitudes positively

after attending the programmes.
Discipline has improved
Communication methods improved
Absenteeism has reduced
Teamwork has improved
SUGGESTIONS & RECOMMENDATIONS
The organization should initiate certain measures and encourage

seniors/officers in turn to encourage their juniors.
Training programmes should create friendly environment so

that employee can discuss their personal problems freely.
Nutrine Confectionery Company Ltd should strive to furnish

feedback to its employees as soon as their training programme
ends.
Nutrine Confectionery Company Ltd, should seriously consider

implementing Management By Objectives(MBO) where by
both the boss and the subordinates sit in conjunction with each
other and set sequel to mutual consultations
The company has recognized the efficiency of the employers so

as to reward properly at the efficient employees of the
organization.
The communication gap should be reduced so that the workers

can have positive opinion regarding each other
A formal get together functions should be conducted by the

company so as to reduce the gap between seniors and sub
ordinates.
Enough freedom should be given by the management to the

employees for their creativity
The company should organize enough awareness programs in the

premises of the organization about career development activities.
1PERSONNELMANAGEMENT MEMORIA
2.PERSONNEL MANAGEMENT-TRIPATI
3.HUMAN RESOURCE MANAGEMENT- ICFAI CENTER FOR
MANAGEMENT AND RESEARCH
4.Human Resouce and Personnel Management Mc Graw-Hill
QUESTIONNAIRE
Name
Age
Department
Designation
Experience
Qualification
1. Did you attend any training programme organised by Nutrine

Confectionery limited?
a. Yes
b. No
2. If yes specify the name of the Training Programme
3. What is your Opinion about the training programme?

a.
b.
c.
d.
Excellent
Very good
Average
Poor
4. Do you think that the Training Programme will help you in

improving your knowledge?
a.
b.
c.
d.
Strongly agree
Agree
Strongly disagree
Disagree
5. How is your relationship with your colleagues /subordinates

/workers?
a.
b.
c.
d.
Excellent
Good
Average
Poor
6. How far does the management considers your ideas and

suggestions etc.?
a.
b.
c.
d.
e.
Always
In most occasions
On some occasions
Very few occasions
Never
7. Are you satisfied with the recognition you get from the
management for your work?
a.
b.
c.
d.
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
8. If a good friend of you is interested to join in your company

what will you advise him?
a.
b.
c.
d.
e.
Always encourage him to join

Highlight the pros and cons
No opinion
Advice him to rethink
Advice him to join
9.Did you get any benefit (self) from the training programme?
a. Yes
b. No
If yes what benefits did you get?
10. How do you feel about the quality of training programme in

terms of
Faculty and training environment?
a.
b.
c.
d.
Excellent
Good
Average
Poor
11. Have you identified any positive changes in workers after

attending training
Programme?
a. Yes
b. No
if yes specify the positive change observed like
Attending duty regularly [ ]
Improving the skills and aspects [ ]
Increasing work productivity [ ]
Reduction in scrap and wastage [ ]
Above all [ ]
12. To what extent are you satisfied with the following.

Highly
satisfied
Satisfied
Avg
highly
satisfied
Dissatisfie
d
Rules&
regulations
Working
conditions
Safety
conditions
Medical
facilities
Transport
Recreation
Canteen
Housing
facilities
Drinking
water
Urinals
13. Did you feel that it becomes easy in goal setting after attending a
programme onself-development and organization
development?
14.
What is Your opinion about the Training Programme on positive

work culture
15.
Did you find any change in the attitude of your spouse after
attending the programme by you?
a. Yes
b. No
If yes what type of change have you observed?
16. Do you suggest any other Training Program me which the
company can arrange for you?.

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PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

MEASURING THE IMPACT OF TRAINING PROGRAM EFFECTIVENESS

The dissertation bears inspiration of many persons and well-wishers. It

PONDICHERRY UNIVERSITY PONDICHERRY

able guidance extended me for the successful completion of this

Human resources are the most valuable and unique assets of an

PONDICHERRY UNIVERSITY PONDICHERRY

but also an activity that an organization must commit resource to if it is

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

In India, confectionery industry is one among the earliest established

PONDICHERRY UNIVERSITY PONDICHERRY

fine crystal from of flavored sugar

solutions such as chocolate cream.. Sugar maintained in a solution of

PONDICHERRY UNIVERSITY PONDICHERRY

have been introduced by ROMAN JULIUS, Dredeatris Banbans

PONDICHERRY UNIVERSITY PONDICHERRY

About Confectionery Industry in India

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

Name of the company

Shri V.Dwarkanadha Reddy

Nutrine Confectionery Limited is situated in the border

Year of Establishment: Nutrine Confectionery limited was established

INDIAS LARGEST SELLING SWEETS

2000 tones per month

PONDICHERRY UNIVERSITY PONDICHERRY

Annual sales turnover

150 crores in 2004

787 only production /1306 in all depts .

NCCL, Exports Naturo Mango fruit bar and other confectionery

Every state in India has more than 2400 distributors appointed.

PONDICHERRY UNIVERSITY PONDICHERRY

Wrapping: High speed 9/ Low

NCCL has various departments like

NCCL has as well equipped research and development laboratory where

PONDICHERRY UNIVERSITY PONDICHERRY

Mr. V. Vikram Reddy nephew of Dwarakanadh Reddy took up the

Effective management of human resources is essential to the survival

HR Department in Nutrine confectionery company (P) Ltd.

PONDICHERRY UNIVERSITY PONDICHERRY

The HR department in Nutrine confectionery company acts as bridge

The social service activities of Nutrine are,

Conducting under- 13 super star cricket tournament to

Sponsoring for Games and Sports

Nutrine sponsored many games and sports.It sponsered inter college

PONDICHERRY UNIVERSITY PONDICHERRY

It sponsored sixth national Womens Hockey Tournament held

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

PONDICHERRY UNIVERSITY PONDICHERRY

employee training is not only an activity that is desirable but also an

TRAINING CONSISTS OF:

The identification and analysis of training needsAll T raining

Programmes must be directed towards the satisfaction of defined