A PROJECT REPORT ON THE EFFECTIVE ANALYSIS OF TRAINING AND DEVOLOPMENT With Special Reference to MARICO LTD

For Partial fulfillment of the degree of (Bachelor of Business Management) BBM

Supervisor

Submitted by SANILA. KS

(H.O.D, Management Department)

B.B.M

GARDEN CITY COLLEGE Indira nagar, Old Mardras road, Banglore (Affiliated to Banglore university, Banglore 49)

STUDENT DECLARATION

This project has been undertaken in partial fulfillment of the requirements for the award of degree of Bachelor of Business Management of Bangalore University.

This project was executed during the 5th semester under the able guidance of Dr. Ashutosh Priya Awasthi (H.O.D, Management Department)

Further, I declare that the dissertation entitled The Effective Analysis of training and development is my original work and not submitted for the award of any other degree or diploma.

Counter Signed By: -

Name & Full Signature of the Student

----------------------(Supervisor)

SANILA.KS

(Signature of HOD, Deptt of Management Studies)

ACKNOWLEDGEMENT

I feel myself privileged at having an opportunity to thank the people who helped me at all stages of my research work. It is with a deep sense of gratitude that I acknowledge valuable guidance and timely suggestions offered to me by Project Guide Dr. VYSAKH

I am indebted to all staff and operational people At MARICO COMPANY for giving me full support and encouragement. Its my sheer pleasure to acknowledge who have directly or indirectly guided and cooperated in one way or other.

PREFACE

Today it is acknowledged and widely accepted facts that beside money, material and machinery the success of an organization greatly depend upon the quality of a human resource. In the wake of increasing competion and the opening of the economy, people have become the pivot around which any successful organization rotates. In the light of above, training and development function in an organization has become more important tool for prolonged development. To develop people to grow in their respective organization. To help establishment retain their staff.

As a part of curriculum of my B.B.M V Semester I undertook my research project in MARICO LTD, PALAKKAD.

CONTENTS

CHAPTER 1 INTRODUCTION OBJECTIVE OF THE STUDY PERIOD OF STUDY METHODOLOGY LIMITATION OF STUDY SCOPE OF STUDY CHAPTER 2 COMPANY PROFILE CHAPTER 3 DATA ANALYSIS & INTERPRETATION FINDINGS CHAPTER 4 CONCLUION SUGGESTION

BIBLIOGRAPHY ANNEXURE

INTRODUCTION

This project work provides me an opportunity to understand the companys training & development strategies and the various training program launched by the company through an enriched environment and experts faculty to help them to achieve maximum growth and development . It analyze various methodologies and training procedure adopted by the company to identify the training needs of its employees and thus based on these requirements, the training imparted to the employees in order to correct deficiencies and to further strengthen their strong points.

OBJECTIVE OF THE STUDY

The principle objectives are as follows: To understand the training and development activities of the company. To find out the impact on the performance of the individual after training. Report the feedback of the employees of the training activity carried on. To know the training methods used in the organization. To know the reasons for employees training and development.

PERIOD OF STUDY
The period of study comprises of One Months (4 weeks) i.e. from 5th Nov 2011 to 30th Dec 2011 in MaricoLtdIndia Ltd, Palakkad.

RESEARCH METHODOLOGY
To conduct any research a scientific method must be followed. The universe of study is very large in which it is difficult to correct information from all the employees. So, the sampling method has been followed for the study. The analysis is based on primary as well as secondary data. Research Area Sample size Data collection Primary data : The data was collected using an appropriate questionnaire and observing employees at Marico ltd palakkad. Secondary data : Internet, books Method of analysis : Pie chart : MaricoLtd Ltd, Palakkad. : 100

SCOPE OF STUDY
The strength of any organization is its people. If people are attended to properly by recognizing their talents, developing their capabilities and utilizing them appropriately, organizations are likely to be dynamic and grow fast. Ultimately the variety of task in any organization has to be accomplished by the people. Some of them have capabilities to do certain tasks better than other tasks, and some of them may not have capabilities to do the task assigned to them. In any case one of the important process goals of any dynamic organization is to assure that its people are capable of doing the variety of tasks associated their role/position. Development of their capabilities keeps them psychologically vital. This development needs to be monitored in terms of matching it with the organizational requirements. Therefore, any organization; interested in developing the capabilities its employee should understand the nature of capabilities required to perform different functions as well as dynamics underlying the development of these capabilities in an and organizational context. Thus proper and timely training programs should be conducted in an organization. In this report I have presented by study on T&D at MaricoLtd Ltd, Palakkad.. The study limit to understanding the existing system and through a survey of employees to know their feedback of the T&D system & procedure. The study for time and other resources is limited in its scope but is a sound preliminary work for a researcher in this field.

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LIMITATION OF THE STUDY

Besides the success of my research work, there are certain limitations which I faced during the tenure of my work. These are: Training requirements can change so rapidly. The employees were not interested in filling questionnaire because of their busy schedule. Moreover the whole procedure of data collection was too much time consuming as direct and accurate information was nowhere found in totality. Further it required a detailed consultation of various books, websites that really needed a lot of time. Data collected during a research, can become outdated fairly quickly.

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COMPANY PROFILE

UNIT PROFILE Marico is one of India's leading Consumer Products & Services companies in the global beauty and wellness space. From its foundations, Marico has worked outside the box, to bring innovation to its customers through the careful creation of continuous and sustainable change. Today, 1 out of 4 Indians uses a Marico product. From cooking oil with 'LoSorb Technology', to rice that keeps you active, personalized skinscription services and hair oil that comes with a battery-powered head massager, Marico believes that it pays to think

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differently. At our offices, everyone is a member, not an employee. We have a flat organisational structure, with just five levels between the Managing Director and the shop floor operator. We believe in transforming the lives of all stakeholders be it our suppliers, farmers, distributors or shareholders by helping them maximise their true potential and it truly articulates the true Mariconian spirit to be more. Every day. Marico is present in more than 25 countries across Asia and the African continent. The company recorded a turnover of Rs. 31.3 billion (~USD 695 Million) in 2010-11. Our vast portfolio of enduring brands such as Parachute Advansed, Saffola, Hair & Care, Nihar, Mediker, Revive and Manjal are leading household names today. Marico's international portfolio includes brands like Fiance, Haircode, Camelia, Aromatic, Caivil, Hercules, BlackChic, Code 10 and Ingwe. We are also present in the Skin Care Solutions segment through Kaya Skin Clinics in India, Middle East and Bangladesh and Derma Rx in Singapore. Our consumers transcend countries and customs. We are a company that believes in challenging the status quo, to create growth and continuity in change.

Products Over years, been the past 20 has and Consumer Business well-known such as

Marico

continually

improvising Marico's Products houses brands

building new brands.

Parachute, Saffola, Hair & Care, Nihar, Mediker, Revive, among others, which occupy leadership positions in most categories- Coconut Oil, Hair Oils, Post wash hair care, Antilice Treatment, Premium Refined Edible Oils, niche Fabric Care etc. Every month, over 70 Million consumer packs from Marico reach approximately 130 Million consumers in about 23 Million households, through a widespread distribution network of more than 2.5 Million outlets in India and overseas. 14

MANAGEMENT SYSTEMS POLICY Our commitment is to excellence. The evolving needs of our customers drive us to continual improvement in our processes and systems. We are committed to: Apply state of the art technology and processes to enhance productivity that ensures quality at competitive price. Apply processes for clean production, pollution prevention and optimize resource utilization in all operations. Follow food safety management system and apply HACCP (Hazard Analysis Critical Control Points) principles to provide safe products to customers. Comply with applicable regulations and legislations. We pledge to provide quality and safe products under clean and hygienic environment. Environment and Safety Marico palakkad, is committed to the protection of environment by Prevention of

Pollution and continual improvement in our processes and systems to improve Environmental Performance.. The following steps are taken and on going efforts are continuously made as per our "Management Systems Policy" Minimise Waste generation Conservation of resources Use of renewable energy Recycling & re-use

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TRAINING AND DEVELOPMENT

INTRODUCTION

If you don't know where you are going, any road will take you there.
- Lewis Carroll in Alice's Adventure in Wonderland (1865).

Give a man a fish, and you have given him meal. Teach man to catch fish, and you have given him a livelihood. This ancient Chinese proverb seems to describe the underlying rationale of all training and development programme. No industrial organization can long ignore the training and development needs of its employees without seriously inhibiting its performance. Even the most careful selection does not eliminate the need for training, since people are not moulded to specifications and rarely meet the demands of their jobs adequately. Poverty stricken India spends $45 billion on training each year. Expenditures of such magnitudes call for a periodic sharp look. Training in particular needs such scrutiny. TRAINING

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It refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills. It forms the core of apprenticeships and provides the backbone of content at technical colleges and polytechnics. Today it is often referred to as professional development. Training is primarily concerned with preparing people for certain activities delineated by technology and by the organization and settings in which they work. Education helps students to choose their activities. Training helps participants to improve their performance. Education deals mostly knowledge and understanding. Training deals mostly with understanding, skill and action. Training embraces an understanding of the complex processes by which various factors that make up a situation interact. Training is the most important activity or plays an important role in the development of human resources. To put the right man at the right place with the trained personnel has now become essential in todays globalize market. No organization has a choice on whether or not to develop employees. Therefore training has nowadays become an important and required factor for maintaining and improving interpersonal and intergroup collaboration. Human resource is the life blood of any organization. Only through well-trained personnel, can an organization achieve its goals. Training is defined as learning that is provided in order to improve performance on the present job. A person's performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service. 17

Training is provided for the present job. This includes training new personnel to perform their job, introducing a new technology, or bringing an employee up to standards. Training is mainly concerned with the meeting of two of these inputs -- people and technology. That is, having people learn to master a given technology. DEVELOPMENT This term is often viewed as a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance. This development often includes a wide variety of methods, e.g., orienting about a role, training in a wide variety of areas, ongoing training on the job, coaching, mentoring and forms of self-development. Some view development as a life-long goal and experience. Training & Development is the field concerned with workplace learning to improve performance. Such training can be generally categorized as on-the-job or off-the-job. On-the-job describes training that is given in a normal working situation, using the actual tools, equipment, documents or materials that they will use when fully trained. On-the-job training is usually most effective for vocational work. Off-the-job training takes place away from normal work situation which means that the employee is not regarded as productive worker when training is taking place. An advantage of off-the-job training is that it allows people to get away from work and totally concentrate on the training being given. This type of training is most effective for training concepts and ideas. At a glance, we find that training gives the following results:

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1)

Growth, expansion and modernization cannot take place without trained manpower.

2)

It increases productivity and profitability, reduces cost and finally enhances skill and knowledge of the employee.

3) 4) 5)

Prevents obsolescence. Helps in developing a problem solving attitude. Gives people awareness of rules and procedures.

6) Builds better communications skills. 7) Develops hidden talent. 8) Ensures consistent quality. 9) Provides greater focus. 10) Produces more effective/productive efforts. 11) Clarifies the concept of marketing as a business process. TYPICAL REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.

When a performance appraisal indicates performance improvement is needed. To "benchmark" the status of improvement so far in a performance improvement effort.

As part of an overall professional development program. As part of succession planning to help an employee be eligible for a planned change in role in the organization.

To "pilot", or test, the operation of a new performance management system. 19

To train about a specific topic.

GENERAL BENEFITS FROM EMPLOYEE TRAINING AND DEVELOPMENT There are numerous reasons for supervisors to conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training. Risk management, e.g., training about sexual harassment, diversity training

DETERMINATION OF TRAINING NEEDS In order to determine the training needs of an organization the HRD manager should seek information on the following points: a) Whether training is needed? b) Where training is needed? c) Which training is needed? Whether training is needed? Training result from problems such as:

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Standards of work performance not being met; Accidents; Excessive scrap; High rate of transfer and turnover; Too many low ratings on employee evaluation reports; Many people using different methods to do the same job; Excessive fatigue, fumbling, struggling with the job; Bottlenecks and deadlines not being met;

In many organizations the determination of training needs is predominantly done through observations. One common method for recording observations is the check- list of training needs. It provides for indicating by a Yes or No check. Where training is needed? After determining the need for training the manager should determine where the organization training emphasis can and should be placed. This involves a detailed analysis of the following factors: i. ii. iii. iv. Structure of the organization, Objectives, Human resource and future plans, and Cultural milieu.

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Which training is needed? The last question to be answered by the personnel manager is about the type of training needed. This involves determining what knowledge, skills or attitudes each individual employee should develop to be able to perform his task in an effective way. The three major skills which the employees of any organization need to successfully discharge their duties are: the conceptual skill, the human relations skill and the technical skill. Conceptual skill deals with ideas, technical skill with things and human skill with people. WHAT IS GOOD TRAINING The three typical beneficiaries of a training programme are the managers and supervisors of trainees, trainees themselves and external customers. Each beneficiary has his own requirements and perception of what is good training. Thus, the senior managers and supervisors want training to be low in cost, to increase employees job performance, to improve their attitudes and morale and to be minimally disruptive to the work in terms of promotion or compensation. Trainees want the training to be of high quality which can be easily transferred to the job. They want the training venue to be more pleasant than the job venue and expect training work place to benefit them personally. Last, though not the least important are external beneficiaries who want the training to result into high quality products and services, but do not want training to interfere with the fulfillment of their needs for example, a bank customer wants high quality customer service from tellers but

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does not want a trainee teller to take a few moments longer than usual with a transaction. The HRD manager must address all the above needs of different beneficiaries throughout the training process. METHODS OF TRAINING No simple formula defines the form of training to be used for a given purpose. The skills needs of operatives, the size and traditions of the company, the abilities of trainers, the time and the money available for training and the experience of the company about the training activities that have been carried on in the past, will affect the type of training that will be most successful in a given situation. Nevertheless it will be helpful to indicate briefly the principal alternatives from which the manager may choose:1) On- the- job training The most important type of training is On- the job training. The experience of actually doing something makes a lasting impression and has a reality that other types of training cannot provide. The worker in this method learns to master the operations involved on the actual job situation under the supervision of his immediate boss. Some important advantages of this type of training are as follows :a) It can be learned in a relatively short period of time, say, a week or two. b) It is highly economical. c) It is not located in an artificial situation, either physically or psychologically and, therefore, eliminates the possible problem of transfer of learning.

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There are several types of training programmes which make use of on-the-job training concept. Some of them are described below: Job rotation Internship training Apprenticeship

2) Vestibule Training: - This method attempts to duplicate on the job situation in a company classroom training, which is often imparted with the help of equipment and machines, which are identical with those in use in the place of work. It is very efficient method of training semiskilled personnel, particularly when many employees have to be training for the same kind of work. 3) Learning by seeing or demonstration method :- In this method , the trainer describes and display something ,as when he teaches an employee how to do something by actually performing the activity himself and by going through step by step explanation of why and how he is doing . Demonstration are very effective in teaching because it is much easier to show a person how to do a job then ask him to gather instructions from the reading materials, discussion etc. 4) Simulation: - Simulation is a technique, which duplicates, as nearly as possible, the actual conditions encountered on the job. The training is essential in cases which actual on the job practice might result in a serious injury, a costly error, or the destruction of valuable materials or resources.

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5) Class-room or off-the-job training: - Off-the job training is not a part of everyday job activity. The actual location may be in the company classroom or in places which are owned by the company. These methods consists of : Lectures Conferences Group discussions Case studies Role-playing Programmed instructions Laboratory trainings

TRAINING PLAYS THE FOLLOWING ROLES IN AN ORGANIZATION 1) Increase in efficiency: Training plays active role in increasing efficiency of employees in an organization. Training increases skills for doing a job in better way. Though an employee can learn many things while he is put on a job, but he can do much better if he learns how to do the job. This becomes more important specially in the context of changing technology because the old method working may not be relevant. 2) Increase in morale of employees: - Morale is a mental condition of an individual or group, which determines the willingness to cooperate. High morale is evidenced by employee enthusiasm voluntary conformation with regulations and willingness to cooperate with others to achieve organizational objectives. Training increases employee morale by relating their skills with their job requirements. Trained 25

employees can see job in more meaningful ways because they are able to relate their kills with job. 3) Reduced Supervision: Trained employees require less supervision. They require more autonomy and freedom. Such autonomy and freedom can be given if the employees are trained properly to handle their jobs without the help of supervision. 4) Increased organizational viability and flexibility: Trained people are necessary to maintain organizational viability and flexibility. Viability relates to survival of the organization during bad days, and flexibility relates to sustain its effectiveness despite the loss of its key personnel and making short-term adjustment with the existing personnel. Such adjustment is possible if the organization has trained people who can occupy the positions vacated by key personnel. BENEFITS OF TRAINING Training benefits the organization in manifold ways: 1. Benefits to organization: Leads to improved profitability and more positive attitudes toward profit orientation. Improves the job knowledge and skills at all levels of the organization. Improves the morale of the workforce. Helps people identify with organizational goals. Helps create a better corporate image. Fosters authenticity, openness, and trust. Aids in organizational development. 26

Learns from the training. Helps keep costs down in many areas, example production, personnel, administration etc.

Develops a sense of responsibility to the organization for being competent and knowledgeable.

Improves labour management relations. Helps employee adjust to change. Aids in handling conflict, thereby helping to prevent stress and tension.

2. Benefits to the individual which in turn ultimately benefit the organization: Helps the individual in making better decisions an effective problem solving. Through T&D, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and operationalized. Aids in encouraging and achieving self development and self confidence. Helps a person handle stress, tension, frustration and conflict. Provides information for improving leadership knowledge, communication skills and attitudes. Increase job satisfaction and recognition. Satisfy personal needs of the trainer. Helps eliminate fear in attempting new task.

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3. Benefits in personnel and human resources: Improves communication between groups and individual. Aids in orientation for new employees and those taking new jobs through transfer and promotion. Provides information on equal opportunity and affirmative action. Improves inter personal skills. Improves morale. Builds cohesiveness in groups. Provides a good climate for learning, growth and co ordination. Makes organization policies, rules and regulations viable. Makes the organization a better place to work and live.

TRAINING PROCEDURE 1) Identify training needs: - These are certain steps that are performed for training the employees. The first step is to identify T&D needs. In this step we arrange and obtain support for the contribution of T&D to organizational strategy. Then we identify organizational T&D needs. Thereafter we agree priorities for developing the T&D function. These sub steps are followed by identifying the current competence of individuals of individuals and agreeing individuals and group priorities or learning. 2) Design T&D strategies and plans: - The second step is to design T&D strategies and plans. In this step first we identify resources required to implement a strategic

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plans and specify an operational plan that meets organizational requirements and further designing learning programs that meet learning needs and test, adapt and agree learning program designs. 3) Provide learning opportunities resources and support: - The third step is to provide learning opportunities resources and support. In this we obtain and allocate resources to meet the requirement of Training and development plans. Then prepare and present demonstrations and information to co-ordinate and assist the preparation and delivery of learning opportunities. 4) Evaluate effectiveness of T&D:-Fourth step in training is to evaluate the effectiveness of T&D, which involves plan setup, evaluate, and modify the learning plans. Then assess, co-ordinate, verify and identify previously acquired competence. 5) Support T&D advances and practice: - And last step is to support T&D advances and practice. This includes evaluating and disseminating advances in T&D. Then we administer training facilities and after that establish and maintain information system.

BLOCK DIAGRAM OF TRAINING PROCEDURE Identify organizational requirements for T&D Identify the learning needs of individuals and groups.

Identify Training and Development Needs 29

Design T& D strategies and plans.

Design organizational T&D strategies and plans Design strategies to assist individuals and groups to achieve their objectives.

Provide learning opportunities, resources and support

Obtain and allocate resources to deliver T&D plans Provide learning opportunities and support to enable individuals and groups to achieve their objectives

Evaluate the effectiveness of T& D

Evaluate the effectiveness of T&D Evaluate individual and group achievements against objectives. Assess achievements for public certification.

Support T &D advances and practice.

Contribute to advances in T&D

Provide services to support T&D practice.

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DATA ANALYSIS AND INTERPRETATION

1. Do you feel that training Programmes are necessary for an employee? Yes 1 2 3 4 No 5

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2. Are training needs regularly assessed at your company? Low 1 2 3 4 High 5

3. Would you rate the training programmes at Marico as good ? Low 1 2 3 4 High 5

4. Are you satisfied with your current ob and your current position? Yes 1 2 3 4 No 5

5. You were satisfied with the induction training given to you, when you were a fresher?
Low 1 2 3 4 High 5

6. Has the induction programmes and training helped you to gain self confidence?
Low 1 2 3 4 High 5

7. How do you rate the infrastructural facilities provided during the training?
Low 1 2 3 4 High 5

8. How would you rate the quality of trainers, both internal as well as external?
Low 1 2 3 4 High 5

9. What should be attitude of the trainer with the participant?

Friendly 1 2 3 4 5 Strict

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10. How would you grade the performance evaluation methods adopted during training?
Low 1 2 3 4 High 5

11. The refreshments provided during the training are good?

Low 1 2 3 4 High 5

12. Are employees permitted time of f from work to attend training?

Low 1 2 3 4 High 5

13. Which of the following should be emphasized during the training?

Theoretical 1 2 3 4 5 Practical

14. After attending such program do you feel change in you ? Knowledge 1 2 3 4 5 Skill

15. The in-house training method is the most effective when compared to external training? Low 1 2 3 4 High 5

16. After undergoing the training programme, have you been able to discharge better performance with relatively less time?
Low 1 2 3 4 High 5

17. Has the training programmes helped you to improve your productivity?
Low 1 2 3 4 High 5

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+18. Do you feel training also contributes to personal growth of an employee?

Yes 1 2 3 4 No 5

19. Do you feel training programs helped the company to achieve its objectives?
Yes 1 2 3 4 No 5

20. Was the duration of the training programmes sufficient?

Low 1 2 3 4 High 5

21. Are you satisfied with the skill cap procedure followed in your organization?
Low 1 2 3 4 High 5

22. The internal as well as external trainers are interested to clear your doubts and make you fully understand things?
Low 1 2 3 4 High 5

23. Are your current computer skills relevant to your work?

Yes 1 2 3 4 No 5

24. The training programmes have always helped to improve your technical as well as the

Soft skill along with the overall processes?

Low 1 2 3 4 High 5

25. How often have you felt the training helps to meet the changing requirements of your job as well as the organization?
Low 1 2 3 4 High 5

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26. was the trainer punctual and regular?

Yes 1 2 3 4 No 5

27. Do you consider the training program to be updated and relevant to the current employment scenario? Yes 1 2 3 4 No 5

28. Are you satisfied with the procedure used to analyze the effectiveness of training undergone? Low 1 2 3 4 High 5

29. Are you satisfied with the overall training procedure at Marico? Low 1 2 3 4 High 5

30. Suggestions to the management( if any) ? ..

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CONCLUSION
I conclude that through proper training an employee can become multi skilled and this I have practically noticed through my analysis. Thus, training endeavors to impart knowledge, skill and attitudes necessary to perform job related task. I have found out that because of the training employees are more able to perform their work very effectively. By imparting suitable training to employees the company achieves the target of: Low cost High quality Timely delivery Reliability Value for money Customer satisfaction

SUGGESTIONS

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1) The training circular form can also include a brief introduction about the subject for which the training programme has been organized so that the participants are able to understand the topics being covered in the training programme in advance. 2) It is easier for the trainee to understand the material that is meaningful so all the material should be meaningful and theory can also be made interesting if they include: When material is presented to the employee a variety of similar example should be used. The term and concept that are already familiar to the trainee should be used. 3) Training material should be organized in a logical manner and has meaningful units. 4) A company should implement their training programmes in a manner that 100% of their employees agree that their personal growth increases with training and development.

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