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list of the skills and knowledge required.

It can be compared with the actual skills and knowledge that the job holder processes. Another approach could be to look at critical incidents over, say, the past three months that were particularly challenging or stressful. The training can then be directed at the areas that are most relevant. Managers will also be able to identify training for their subordinates. One of the best ways of achieving this is through the appraisal interview, where agreed training needs can be identified. Individuals may request training that they perceive will equip them for a change of job, either laterally or through promotion. At the organizational level

4) Planning Training Programs Every training program needs to be designed individually, and the design will continually evolve as new learning needs emerge, or when feedback indicates that changes are required. According to Kempton, before consideration is given to special aspects of training programs for managers, team leaders, craft and technical trainees, and office staff, decisions are necessary in the Determining what is required to complete the work activity; Determining the existing skill levels of the staff completing the work: Determining the training gap (if any).

Training need analysis is done at three levels 1. Organizational analysis 2. Personal Analysis 3. Task Analysis

LEVELS OF TRAINING NEED ANALYSIS What is the Who needs the training? In what do they need training?

2) Creating A Training Budget 1

Managing the Budget Once approved, your training budget will need careful management to ensure that costs stay on track. Unforeseen events can lead to changing costs. A specially trained staff member might unexpectedly leave the company before their knowledge is passed on to others. Training costs will increase if you need to rely on external resources. How Much to Spend? Ways to Save Securing Commitment . 3) Selecting Of A Training Methods. The best type of training methods has to be selected keeping in mind the employees needs and capabilities. Lecture Case method Simulations Apprenticeship . Internships Coaching and Mentoring Discussions Games Role playing Computer-based Multimedia

. Video Training Vestibule training 3) Delivering The Training. The training program that results from assessment should be a direct response to an organizational problem or need. Approaches vary by location, presentation, and type. These are summarized below the 1. Location Options a. On the job: Training is at the actual work site using the actual work equipment b. Off the job: Training away from the actual work site. Training is at a Training facility designed specifically for Training. For the delivery of the training it must be taken care that the best methods, faculty, and environment are chosen so as the training get absorbed. Success of the training is directly related to absorption and implementation of the training information given. It should be well designed and well planned. 4) Evaluating Training The credibility of training is greatly enhanced when it can be shown that the organization has benefited tangibly from such programs. Organizations have taken several approaches in attempting to determine the worth of specific programs. In this phase, the effectiveness of the training is assessed. Effectiveness can be measured in monetary or non-monetary terms. It is important that the training be assessed on how well it addresses the needs it was designed to address. Participants Opinions: Extent of Learning: Behavioral Change: Accomplishment of Training Objectives: Benchmarking A Case for Simplicity:

Chapter -2
Research Methodology Meaning of Research Review of Literature Objective of Research Sources of Data Collection Limitations of Study
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Research Methodology

IF A MAN WILL BEGIN WITH CERTAINITIES HE SHALL END IN DOUBTS; BUT IF HE WILL BE CONTENT TO BEGIN WITH DOUBTS HE SHALL END IN CERTAINITIES .(Francis Bacon) Research is a scientific and systematic search for pertinent information on a specific topic. 5

Research is an art of scientific investigation. It is an academic activity and thus the term should be used in a technical sense. Research comprises defining the problem, formulating hypothesis or suggesting solutions; collecting organizing and evaluating data; making deductions and reaching conclusions to determine whether they fit the formulating hypothesis. Research is thus, an original contribution to the existing body of knowledge, making for its advancement.. Research methodology is a way to systematically solve the research problem. The research methodology included the various methods and techniques for conducting a research. Research is a systematic designing, collection, analysis, and reporting of data and finding relevant solution to a specific situation or problem. Research is thus, an original contribution to the existing stock of knowledge making for its advancement, the purpose of research is to discover answers to the questions through the application of scientific procedure. Research can be defined as the search for knowledge or any systematic investigation to establish facts. The primary purpose for applied research (as opposed to basic research) is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method. Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. Kind of research The research is done by Exploratory research This kind of research has the primary objective of development of insight into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate course of action. My research project has a specified framework for collecting the data in an effective manner. Such framework is called RESEARCH DESIGN. The research process which was followed by me consisted of following steps: A. DEFINING THE PROBLEM & RESEARCH OBJECTIVES It is said, A problem well defined is half solved. The first step is to define the problem under study and decide the research objective. The definition of problem is to get the feedback of employees regarding the training and development given to them in JCBL. B. DEVELOPING THE RESEARCH PLAN: The second stage of research calls for developing the efficient plan for gathering the needed information. Designing a research plan calls for decision on the data sources, research approach, research instruments, sampling plan and contacts method. 6

The development of Research plan has the following Steps: DATA SOURCES Two types of data were taken into consideration i.e. primary data and secondary data. My major emphasis was on gathering the primary data. Secondary data has also been used to make things more clear. i. PRIMARY DATA: Direct collection of data from the source of information, personal interviewing, survey etc. ii. SECONDARY DATA: Indirect collection of data from sources containing past or recent information like, publication in newspapers, magazines and data availability on company website.

RESEARCH APPROACH Surveys are best suited for Descriptive Research. Surveys are undertaken to learn about peoples knowledge, beliefs, preferences, satisfactions and so on and to measure these magnitudes in the general public. Therefore I have done this Survey for the Descriptive Research Process. 1. RESEARCH INSTRUMENT A Questionnaire consists a set of statements was presented to respondents for their answers . 2. SAMPLING PLAN The sampling plan calls for two decisions. (a) Sampling unit: Who is to be surveyed? The employees at the SARAS Company. (b) Sample Size: How many people have to be surveyed? Sample Size: For the purpose of the study, the selection of the Managers is done with the help of department. The samples are selected randomly. The following table summarized the sample size in terms of units in nature of job.

NATURE OF SAMPLE RESPONDENTS

NO OF SAMPLE 100

NEED FOR THE STUDY Training and development is an attempt to improve current and future performance by increasing 7

an employees ability to perform through learning, usually by changing the employees attitude or increasing his/her skills and knowledge. 1. The quality and variety of the training provided is the key for motivation. 2. Training and development helps to remove performance deficiencies in employees. 3. It is very important to change negative attitude with respect to job satisfaction, resistance to change and job commitment. PURPOSE OF THE STUDY The broad based objectives of undertaking the studies to explore the areas where training of workers is required in the organization.

SCOPE OF THE STUDY:Different head of departments have given their points on this problem. The study will help in reducing the turnover of employees in the organization. With the help of this study it will become easier to know the perception of employees regarding satisfaction by the organizations system. After going through the results, the study will help to look after the overall development of the organization. The study would also be helpful to the organization as well as for the betterment of the employees in the organization DATA COLLECTION TECHNIQUE:The collection of data is a tedious task. For conducting any sort of research. Data was needed. So for my research, there was plenty of primary data. I have collected the information from the respondents with the help of questionnaire. A) COLLECTION OF PRIMARY DATA: Primary Data is the data collected from the original source Questionnaire and personal interviews were the main instruments, which were used for collecting primary data. Research Design in This Case:- Interview and interaction with the officers and officials of the corporation has been conducted in order to find out the existing system of training and development and to suggest feasible improvements in the system of JCBL. Discussions with the officials of the company have provided detail insight into these discussions. Sampling Procedure:- Random & Convenience Sample Size:-100 respondents. COLLECTION OF SECONDARY DATA: Secondary Data is the one which has already been collected by someone else and some other person is using that information. The source of secondary data was, the records maintained about the employees who have left the organization. Research Design in This Case:- The secondary data has been collected from the company records already available like Annual report, budgetary performance report and data available on 8

internet. Research Design: The Survey Research Method is the basic research design. The source of data is primary. Each respondent is required to fill a questionnaire, interviews are conducted wherever necessary. Survey questions are framed so as to obtain objectivity in the respondent aspects. The nature of research is primarily and exploratory research qualitative data. Sample Design: The survey of approximately 100 respondents is conducted. Information is collected using self-administered, voluntary and anonymous questionnaire.

Review of Literature
Training and Development Programme in Knowledge Station India HUMAN RESOURCE MANAGEMENT Human resource management, (HRM), a relatively new term, that emerged during the1930s. Many people used to refer it before by its traditional titles, such as personnel administration or personnel management. But now, the trend is changing. It is now termed as human resource management (HRM). Human resource management encompasses those activities designed to provide for and co-ordinate the human resources of an organization. The human resources of an organization represent its largest investment. In fact, government report shows that approximately 73% of national income is used to compensate employees. In addition to wages and salaries, organizations often make other sizeable investment in their human resources. Recruiting, hiring and training represent some of the more obvious examples. Human resource management is a modern term for what has traditionally been referred toes personnel administration or personnel management. Organizations are made up of functions through people. Without people organization cant exist. The resources of men, material, money and organization or machinery are collected, co-ordinate and utilized through people. These resources by themselves cant fulfil the object of an organization. They need to be united into a team. It is through the complaint efforts of the people that material and monetary resources are attainment of a goal. All the activities of an organization are initiated and completed by the persons who make up the organization. HRM may be defined as a set of policies, practices and programs designed to maximize both personnel and organizational goal. It is the process of binding people and organization together. So the objectives of each are achieved. According to Flipped HRM is the planning, organizing, staffing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resource them and that individual organizational and social objectives are accomplished. According to national 9

institute of personnel management of India, HRM is that part of management concerned with people at work and with their relationship within the organization. It seeks to bring together men and women who makeup an enterprise, enabling each to make his own best contribution to it success both as an individual and as a member of a working group.

OBJECTIVES OF THE STUDY


1. To understand the importance of the training program at the SARAS 2. To know the barriers of training programs in the SARAS. And organization steps to remove barriers. 3. To know the mode and benefits of training programs used in SARAS 4. To understand the organization efforts to make training program more effective. 5. To know whether the employees and the advisors are satisfied or not amongst the training and development program.

LIMITATIONS OF STUDY
During the working of the project, I faced some problems, which have led to the limitation of the work. These limitations could not be controlled even after taking enough preventing measures. I hope the following limitations would not affect the project and its analysis: The main problem faced at the time of study was the shortage of time. Some of the employees were hesitating to give information due to fear of the management. Some of the employees were not able to provide their views because of their busy schedule. Each organization has different values, work culture and the policies, so in general the result may not apply to each situation

Chapter -3
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COMPANY PROFILE (Bhilwara Zila Dugdh Utpadak Sahkari Sang Ltd., Saras Dairy)

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ABOUT Rajasthan Cooperative Dairy Federation [RCDF]:

Dairy development was initiated by the state government in the early seventies under the auspices of Rajasthan State Dairy Development Corporation (RSDDC) registered in 1975. Two years later RCDF assumed responsibility for many of the functions of RSDDC. It became the nodal agency for implementation of operation flood in the state.

(RCDF) set up in 1977 as the implementing agency for dairy development programmes in Rajasthan is registered as a society under the Rajasthan cooperative societys act 1965.

THE ORGANISATION:

The Federation is a State level apex co-operative organization owned by its member unions each of which, in turn, is owned the dairy co-operative societies in its area of operation which are themselves owned by farmer members.

The Federation has a board of directors which has overall responsibility for the planning policies, financial resource mobilization and management, member and public relations as well as liaison with agencies of the state and central government, financing institutions etc. The Federation has a chief executive designated as Managing Director.

OBJECTIVES:

To carry out activities for promoting production, procurement, processing and 12

marketing of milk & milk products for the economic development of animal husbandry/ farming community.

Development & expansion of such other allied activities as may be conducive for the promotion of the dairy industry, improvement & protection of milch animals and economic betterment of those engaged in milk production.

Organise and provide technical inputs. Erection of Dairy, chilling plant, cattle feed plants for unions.

THREE TIER STRUCTURE: The dairy co-operative movement operates on three tier system wherein farmer members own dairy co-operative societies (DCS) which own district milk producer's union. The unions collectively own the RCDF. It is a vertically integrated structure that establishes a direct linkage between those who produce the milk and those who consume it. Federation - Provides service & support to unions. Marketing within & outside state, Liaison with government and NGO agencies, mobilisation of resources & coordinating & planning programmes / projects. Union - Develops village milk cooperative network, procures milk from DCS, processes & markets. Sale of cattle feed and related inputs, promotion of cross breeding through AI and NS, promotion of fodder development and general support & supervision to DCS. DCS - Provides input services(AH, AI) to its members and procurement of milk. 13

The dairy co-operatives depict the following institutional properties

Democratically elected board of DCS, milk unions & Federation from among their members.

Adoption of such bye laws which ensure democratic process on the principles of cooperation.

Management & ownership of assets by the cooperatives. Autonomy in pricing, marketing & appointment of personnel. Employment of professional. Total control of the organisation is in the hands of its members.

TECHNICAL INPUT:

In addition to provision of regular and remunerative market for milk to the farmers the dairy cooperative development programme also provides input and services for promoting animal health and production enhancement of milch animals

A. Animal Health Programme (AH) Veterinary services like first aid, medical treatment and vaccinations are being Provided to the members by the milk unions.First aid is provided at the village at the DCS. . Emergeny services provide veterinary care at the farmer's doorstep. B. Breed Improvement 14

1. Artificial Insemination Programme (AI): Artificial Insemination Programme has been undertaken by RCDF. To supply the frozen semen to the AI Centres of Milk Unions as well as to A.H. Department, an ultramodern Frozen Semen Station is established at Bassi which supplies the Semen of high pedigree exotic and native breeds.

2. Natural Services (NS): Bulls of improved breeds are provided at dairy cooperative societies where AI activities are not much feasible.

C. Cattle Feed

Balanced cattle feed is being manufactured by four cattle feed plants viz. Ajmer, Bikaner, Jodhpur and Nadbai. The milk unions make feed available to the farmers via village cooperative societies. The available range of Cattle Feed are balanced cattle feed, high energy feed, calf starter & Cattle feed supplements like Urea molasses bricks (UMB) and Mineral mixture.

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D. Fodder Development : Under the recent major input programme the fodder development activities have been taken by RCDF through which the major fodder crops and their seed is grown on Rojhri, Bassi and Pal Farms and seed is supplied to the dairy farmers on no profit-no loss basis. The major fodder crops are lucerne, oat, bajra, barseem Sorghum Sudan Grass etc. The federation also procures quality seeds from other agencies & provides them to the farmers.

TRAINING & EXTENSION: Eight milk unions viz Ajmer, Bhilwara, Bikaner, Ganganagar, Jaipur, Jodhpur, Kota and Udaipur are operating centres where training is provided for several area related to DCS operations viz DCS secretary, Management Committee member, AI workers, milk tester, first aid worker, chairman orientation, dairy animal management and various refresher courses etc. To enhance active participation of the producer members in the DCS, to create awareness about improved animal husbandry practices viz feeding, crossbreeding, animal management and stimulate fodder production, extension activities are carried out at DCS and at milk unions. Under farmer's induction & orientation programme, visits to the dairy plants are arranged to demonstrate the process & disposal of the milk collected from the producers. Producers also taken to visit the model Indian dairy cooperative-Anand Milk Cooperative Union (AMUL ) in Gujarat and they in turn educate other milch animal owners in their area about the practices and benefits of cooperatives. Audio-visual aids, field demonstrations, extension camps are used to explain feeding, breeding , fodder development and clean milk production practices.

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ABOUT SARAS IN BHILWARA:

The marketing activities of the Federation include providing support to the Milk Unions in milk and milk products within and outside the State. RCDF is presently marketing milk & milk products under Saras brand :

Fresh milk of different compositions and long shelf life tetra pak milk is being marketed in rural and urban areas. The Federation is a major supplier of tetra pak milk (UHT) to the armed forces.

RCDF is also marketing various fresh milk products in Saras brand, which are, Chhach, Lassi, Shrikhand, Flavoured Milk, Mawa, Paneer and Dahi. Long life products such as Cow ghee, Ghee, Table Butter, Dairy Whitener, Skim Milk Powder, WMP and Tetra Pak Milk (Cow Milk, Taza Milk and Fit and Fine) are also being marketed.

Saras Milk Parlours serving a complete range of milk products are operational at 442 points in Rajasthan. Presently Saras brand is being marketed through a network of 17484 outlets

SARAS - PRODUCTS Long Shelf Life Milk 17

Fresh Milk Products Chaach Lassi Dahi

Paneer Shrikhand Icecream Rasgulla Flavored Mawa

Product s Ghee Cow milk Ghee Table Butter SMP WMP Cheese Dairy Whitener White Butter

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step was taken in March 1972 and Bhilwara Chittorgarh Dugdh Utapadak Sahakari Sangh Ltd., Bhilwara was registered under cooperative Act 1965. Initially this union did not have the 19

processing facilities. It started with a modest beginning of procuring 100 lit of milk per day. The initial handling capacity of the dairy plant was 1.5 lac lit per day with a powder plant of 10 mt per day capacity, which was commissioned in the year 1983, under operation flood program by NDDB for service of thousands of rural farmers families of Bhilwara Chittorgarh. Over the years, there has not been looking back for Bhilwara Chittorgarh dairy and significant growth has been made in all fields i.e. procurement, processing and production of various milk and milk products and marketing thereof under the brand name of SARAS. The plant is managed and operated by well qualified, competent and experienced managerial cadre and highly motivated workforce to provide highest quality of products and best of the services to our esteemed customers. To future improvement of the efficiency and effectiveness of the plant performance, Bhilwara Chittorgarh had earlier obtained the quality management systems certification as per ISO 9001 : 2000 in combinations IS : 15000 (HACCP). Bhilwara dairy sangh was established on Anand pattern under operation floor and it was registered under co-operative Act in the year 1972. DR. A. C. MATHUR was first M.D. On the first day of its opening Bhilwara dairy sangh procured 100 lit of milk and in the year 1997 the sangh started marketing of milk as well as selling of loose milk. In the year 1984, with the expansion of sangh, the business of packed milk was also started and 1200 lit of milk was sold in this year by the sangh. In present time 185000 COMPANY PROFILE SARAS DAIRY SANGH A BRIEF INTRODUCTION: Towards fulfilment of the national objective of marketing India self-sufficient in milk production, a small lit milk per day is being sold in Bhilwara, Chittorgarh, M.P. & adjoining district/areas. It have feeder balancing dairy plant with 1 lac lit per day capacity which was commissioned in 1983 being managed by Rajasthan Cooperative Dairy Federation Ltd. Jaipur, it was handed to Bhilwara Dugdh Sangh in 1990. Last couple of year has witnessed tremendous growth in milk 20

procurement, processing, and marketing and rural development activities. Now, Bhilwara Chittorgarh Dugdh Utapadak Sahakari Sangh Ltd., is one of the forerunners among cooperative dairys not only in Rajasthan but also in north India. 0 Sangh now has 1126 registered DCS with 74415 members and procuring average 1.85 lac lit pf milk per day and out of which 107 thousand lit of milk are selling with the 2 districts along with some parts of M.P. Bhilwara Chittorgarh Dugdh Utapadak Sahakari Sangh has got ISP 15000 (HACCP) recently in Feb. 2001. At the turn of millennium, the cooperative diaries are in a demanding situation as never before, a liberalization and open market policy poses stiff competition not only from local private diaries but also from international giant. Co-operative are saddled with the dual responsibilities of socio economic uplifting of milk producers on one hand and satisfying the requirements of fully aware and demanding consumers on the other hand. SARAS Dairy is HACCP organisation. Sangh had also received national productivity award for the year 1999 2000. SARAS Dairy is HACCP organisation. Sangh had also received National Productivity award for the year 1999 2000. SARAS have fourteen plants in different districts of Rajasthan: Bhilwara Jaipur Ajmer Udaipur Alwar Sikar Banswara Jodhpur Bharatpur Jhunjhunu Pali Kota Raniwada Bikaner . USP OF SARAS Bhilwara milk union was established in 1972 and registered under cooperative -operative societies at village level. To

enhancement activities such as artificial insemination, distribution of balance cattle feed,

milk and products to consumer at reasonable price. SPECIAL FEATURES OUALITY:Bhilwara dairy has got a sophisticated quality control 21

laboratory, which is equipped to carry out of almost all the chemical and bacteriological tests related with milk and milk products. SARAS Dairy possesses a specialised central quality control laboratory, which monitors adherence to quality standards through random sampling of milk, milk products, cattle feed, packing material etc. Dairy plant has its own laboratory the QC lab also carries quality tests for various packaging material, ingredients, and chemical used in Bhilwara Dairy. The services of the QC lab are also used for carrying our consumer awareness programs like Dudh ka Dudh Pani Ka Pani. Dairy also has facility for general public for getting their milk/ghee sample tested in QC lab free of cost. ENGINEERING:The lifeline of Bhilwara Dairy i.e. steam, water and refrigeration is provided and maintained by the engineering section. Apart from this, This section does regular maintenance both preventive and corrective. Only considering the perishable nature of milk the engineering section has to be on its toes always. The section is managed by well-qualified and experienced manpower, which is at par with any professional organization. HUMAN RESOURCE DEPARTMENT:Bhilwara Dairy has always considered its staff members as an asset. Various programs are run on continuous basis for keeping the moral of employees high without the positive efforts of the employees; the success story of Bhilwara Dairy would not have been possible. Yearly get together of all officers and employees is one of the most important events of bhilwara dairy. For the last few years, more emphasis is being given on employees training in the field of attitude, customer relation, positive thinking, time management, stress management and team building etc. apart from technical subjects. Employees are being made aware of such subject by nominating them to various training, workshops and seminars. Also experts are being invented to conduct in house workshop and seminars. Bhilwara Dairy has a HRD cell also,, which circulate 22

good and readable articles to employee for self-development. . AWARDS: Dairy sangh has received recognition as an ISO 9001: 2000 and IS 15000 (HACCP) organisation. Sangh has also received the National Productivity Award for the year 1999 2000. RAJASTHAN WOMEN DAIRY PROJECT:An income generation, asset creation and self-concept enhancing program for the rural women. Rajasthan has a high percentage of livestock ownership and cattle population is the highest in country. Traditionally, in the village, women undertake day to day care of the cattle feeding, milking and hygiene. Women also treat the livestock during their illness. Dairying is thus eminently suitable, for the rural women, ass a convenient and regular source of income. The Rajasthan Women Dairy Project (RWDP) was launched in 1991 under the support to Training and Employment Programme (STEP) of government of India to utilize dairy cooperative societies as means towards economic and social improvement in the status of the rural women. The Rajasthan Co-operative Dairy Federation is the implementing agency for the project. The RWDP, in addition to providing market for milk, also conduct program like : Literacy. Rural health and Sanitation. Animal health, breeding and fodder development. Ecology awareness. Supplemental income generation through rural craft. FOR MAIN DEPARTMENT OF BHILWARA DAIRY AND THEIR WORKING 1) Procurement And Input Department :This department deals mainly with procurement and collection of milk. The basic function of department are formation of DCS in village, collection of milk, organising F.O.P programmes, payments to DCS (T.K.P.D), technical input through training, institutional development activities. 2) Production and Plant Department:The procured milk is sent to the plant by the P&I department. Main work of this department is processing and packaging of milk and utilizing the rest of the milk either for making buy products like Panner, 23

Ghee, Chaach, and Srikhand or for inter union sale (RMG/NMG). 3) Marketing Department:The main function of this department is to sell the packaged milk and milk byproducts in the market. Other subsidiary function of this department is to is to organise customer orientation programme, milk testing camps, advertisement and sales promotional activities. Marketing department also deals with appointment of booth agents and dealers for selling the SARAS dairy products. The milk is distributed to them through insulted milk van, refrigerator van and other cargo. Marketing department had captured Bhilwara, Chittorgarh, M.P. and adjoining areas as their target market. The booth agents of Bhilwara city are called retailers while the booth sellers of up-country are called dealers. Both are paid 65 paisa commissioned. For selling the by-products distributed are appointed, 2 in Bhilwara city. On by-products commissioned rates are fixed according to the type of products supplied. Every year many incentives scheme are also launched for the retailers and dealers by the marketing department. Marketing department also deals with sales promotional activities and customer complement handling. 4) Accounts And Finance Department :These two departments deal with financial matters of SARAS DAIRY SANGH. All the funds are made available to different department through finance department. All the cash receipt, bill payments, voucher entries, are handled by accountants department. Thus their department heads under monitoring of managing director controls these entire departments. 13 | P a g e Organisational Structure of The Dairy Sangh Managing Director Manager Procurement Manager plant & production dept. Manager marketing dept. Manager finance & accounts dept. Dy. Manager Plant & production dept. Dy. Manager marketing dept. Dy. Manager Finance & accounts dept. Ast. Manager plant & production dept. Ast. Manager marketing dept. Ast. Manager finance & accounts dept. Supervisor plant & production dept. Supervisor marketing dept. Supervisor finance & accounts dept. & input dept. Dy. Manager Procurement & input dept. 24

Ast. Manager Procurement & input dept. Supervisor Procurement & input dept. . MARKETING STRATEGIES SARAS Dairys marketing dept. is putting its efforts towards achieving the target of sale of milk & by products. To bring a remarkable rise in the sales following Marketing Strategies had been formulated. INSTITUTIONAL MARKETING:Institutional customers ensure a large and regular take off of milk from the union. Apart from this being associated with either famous hotels or hospitals will boost the image of the union in the mind of the customer. The milk sold by the union will automatically be associated with freshness & pureness. The word of mouth publicity that is generated by these institutional sales is very helpful in converting non-buyers. Some of the institutional customers that the union can focus on are as follows:Hostels Hospitals Hostels Industrial, colleges & school canteens Clubs Defence Railway contractors Many times it becomes imperative for organisations to appoint distributors for handling the institutional customers that the union can focus on are as follows: RURAL MARKETING: Packaged milk is not acceptable to a semi urban consumer is a myth. Essentially what a semi-urban consumer is look for is: Value for money. Consistent and regular supply. The semi-urban consumer is changing very evident from the fact that the rate of growth for washing machines and TV sets is more in the rural markets than in class 1 cities. Rural marketing can give the unions the following advantages: It gives the unions an opportunity to sell other dairy products along with the liquid milk. If unions sell pack milk in rural markets the sale of loose milk is bound to go down. Hence, the unions have more milk available for their procurement. If the procurement of the unions increases it will automatically prevent the loose milk from entering into the city market. . RURAL MARKET DEVELOPMENT:All the unions must remember the fundamental rule that 25

it is costlier for unions to forego customer than to reach them. To a consumer today convenience is everything. The same is with purchasing of milk. Here also the consumer looks for convenience in terms of proximity to home, availability etc. Hence the best system for distribution of milk today is door delivery. Some of the reasons why consumers still prefer loose milk over packed milk are as follows:Door delivery Personalized service Credit Flexibility in decision making. If a union is able to establish a retail network that ensures that all the above benefits are made available to the consumer, the union is bound to sell large quantities of milk. I. HOME DELIVERY:To provide milk to doorstep of customer dairy is planning to encourage home delivery system in Bhilwara. For this incentive would be given to the quantity being home delivered. II. MODIFICATION OF COM-MISSION/TRADE MARGIN:Marketing dept. had proposed to revise the commission structure for to increase the profit margin of - In bhilwara booth agents, are appointed these are appointed these are either run in dairy booth /shop agency or pacca booth. Dairy is passing 1.10 - Dealers system in running up, in up-country market. In these system dealers are appointed in villages/kasbahs and cities. Dealers sells milk either to his on outlet or through sub dealers appointed by him. In big cities where selling of milk is in town or three stages there are need to revise the existing commission structure i.e., 1.10 paisa/litre. III. EFFORTS TO INCREASE VOLUME (TLPD) :Simultaneous efforts are being made to increase milk sales TLPD (Thousand litres per day) by the dairy. A figure below shows the current sales, proposed sales and rise in TLPD. THE CURRENT FIGURE OF SALES (TLPD) AREA PRESENT SALE Bhilwara 113.92 PROPOSED SALE 116.00 RISE IN TLPD PRODUCT AND PACKAGING R&D:The second important area for which marketing 26

strategies are formulated. Under this head new products are introduced to increase the visibility of SARAS and viability of milk sellers. As well as consistent measures are taken to increase the sales of existing by products for achieving the targeted growth. MILK AND MLK

Saras ice cream. 1kg/ 500gm. It is also planning to introduce the following:Panner in 100 gm vacuum pack and Lassi in 200 ml glass pack. RETAILERS/DEALERES/TRAPOTER/STAFF TRAINING: Quarterly training would be arranged by SANGH to educate about selling aptitude, detail about product and their handling customer dealing through some outside agencies. . Saras future plan Planning means looking ahead or deciding in advance what to be done. Planning include forecasting. According to Henry Fayol purveyance, which is essential element of planning covers not merely looking into the future but making provision for it. A plan is then a project course of action. According to Theo Haiman planning to deciding in advance what is to be done. When a manager plans, he projects a course of action, for the future a, attempting to achieve a consistent , co-coordinated structure of operation aimed at desired result. In reference to this context Bhilwara SARAS dairy marketing plan is elaborative and comprehensive. This marketing plan was generated on the basis of questionnaire, personal interviews and references available regarding bhilwara dairy. Marketing plan is designed, keeping in view the feature aspect, opportunities and threats to the organization Saras marketing plan The main objective of 27

the sangh, behind adequate planning is to increase the sales graph and to earn maximum profit with Dealers/ Customers /Retailers satisfaction. MONTHWISE BREAK UP OF MARKETING PLAN OF BHILWARA MILK UNION FOR THE YEAR 2013Marketing plan for the month of April-13, May-13,& June-13:1. For boosting up the milk sale 4 new outlets will be open every month. 2. New ghee dealers will be recruited at uncovered tehsils like Dhariyabad, Gangrar, Pipal khutt for increasing the ghee sale. 3. Facilitating new products like Cheese, Milk cake, Ice cream, Softy, Thick milk shake etc all time on Saras parlours. 4. 8 milk testing camps & 5 Customer Orientation Programme will be organised every month for promoting our sale. 5. Proposal is under consideration for boosting up the milk sale, to increase

Marketing plan for the month of July-13, August-13,& September-13:1. Again in the month of July, Aug, Sept for increasing the milk sale 4 new outlets & 2 Saras parlours will be opened. . Saras authorised dealers will be appointed in newly developed Industrial colonies, govt. schools & college canteens for raising the sale of product. 3. Mid-Day Meal Campaign in Rajasthan- A proposal will be put up by the Bhilwara milk union to District authorities, for supply of Saras products in this campaign. 4. 8,5,3 nos. of milk testing camp will be organised in the month of July-13, August-13,& September-13 as well as minimum 5 nos. of Customer orientation program will be organised every month for increasing the milk sale. 5. Route wise dealer & retailer meeting will be organised, for solving the grievances, receiving suggestions & feedback from dealers & retailers. Marketing plan for the month of Oct-13, Nov-13,& Dec-13:1. Supply of Saras product on special occasion like festivals, marriages etc to milk societies on their demand. 2. New schemes will be launched for customers & booth agents. 3. Total 12 new outlets & one parlour will be opened 28

during these 3 months. 4. 5 customer orientation programs will be organised for targeting the customers. 5. A campaign will be run by the marketing section under which a team will be formulated who will personally visit govt. agencies and schools for promoting our product sale. 6. For increasing bulk purchase of Saras products management is planning to launch schemes for bulk purchasers like Halwais/Caterer/Restaurant/Hotels etc. 7. Kray Vikray Sahakari Samitie,

Marketing plan for the month of Jan-13, Feb-13,& Mar-13:1. For boosting sale, Ghee dealers at Tehsil levels are authorized to sale fresh milk products. 2. Nos. of customer orientation programme will be organised every month for upgrading the milk sale. 3. Target is kept to open 12 new outlets & 2 new parlours during these 3 months for boosting up the sale. 4. Transports & vehicle staff meeting will be organised for improving the transportation system. 5. Advertisments in the regarding inviting the applications for new parlours & booths in thrust areas of milk shed for the year 2014-15. 6. For increasing the brand visibility in the mind of customers display of products through attractive hoardings, glow sign boards, pamphlets & banners, as well as participation in trade fairs.

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Chapter -4
Analysis & Interpretation

30

ANALYSIS & INTERPRETATION OF STUDY


TABLE 1
Q1. Your Organization considers training as a part of organizational strategy. Do you agree with this
statement?

31

Parameter Strongly Agree Agree Somewhat agree Disagree Strongly disagree

No. of respondent 13 70 10 2 5

% 13% 70% 10% 2% 5%

INTERPREATION:The given graph shows, the 70% (20) respondent agree on a statement that training is a vital part of the organization. But 5% strongly were opposite to the statement. But result shows the 32

training provides the benefits to the organization..

Q2. To whom the training is given more in your organization? Parameter Senior staff Junior staff New staff Based on requirement No.of respondent 23 29 41 7 % 23% 29% 41% 7%

INTERPRETATION:The given graph shows. 40% in the favor that organization provides the training to new staff to familiar with the working of the organization. And 28% in the favor of junior staff. So it means the organization provides training to entry level employees. Q3. What are all the important barriers to Training and Development in your
organization?

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parameter Time Money Lack of interest by staff Non availability of skilled trainer

No. of respondent 40 21 25

% 40 21 25
25; 25% 14; 14%

14

14

21; 21

INTERPRETATION:The given bar chart shows, the organization faces problem of time (40%) in training & development program. Lack of interest (25%) and non availability of skilled trainer (14%) also an problem for the organization. It reveals the organization willingly wants to provide the training but staff, time and trainer are the problems.

Q4. What tactics organization used to remove the barriers in the training program? That makes success of training program in organization?

parameter Education of employees Off job training Strong budget

No. of respondent 40 15 15

% 40% 15% 15%

34

Hiring efficient trainer

30

30%

50 40 30 20 10 0 Column2

Table 4

Off job training

Strong budget

Hiring efficient trainer

INTERPRETATION:The given pie chart show, the 40% of the favor that organization stress on education of the employees to increase their interest for training programs. And organization likes to provide off job training (15%) to remove the problem of time.

Table 5
21; 21%

79; 79%

Yes

No

Q5. Do you agree that enough time was provided to learn


about the subject covered in the training program?

parameter

No. of respondent

Yes

79

79%

35

No

21

21%

36

Table 6
1 8

35

51

Strongly agree

Agree

Undecided

Disagree

Q6. Do you think that the training leads to


enhancement of your skill?

parameter INTERPRETATION:The given graph shows, 35 and favor that training helps to of the employees. But 1 were rest 8 responded were in against.. Strongly agree Agree Undecided Disagree Strongly disagree

No.of respondent 35 51 1 8 0

% 37% 54% 1% 8% 0 51responded in increase the skills undecided. And

Q7. How many training programs will you attend in a year? parameter Less then 10 10-20 20-30 No. of respondent 15 60 25

37

70 60 50 40 30 20 10 0 Column2

Table 7

10 to 20

20 to 30

Q.8The time duration given for the training period is?

38

parameter Sufficient To be extended To be shortened

No.of respondent 53 30 17

% 53% 30% 17%

17; 17%

30; 30%

Sufficient To be extended To be shorted

53; 53%

INTERPRETATION:The given graph shows, 53 responded in favor that training period is sufficient and 30% in favor the time period is to be extended..

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Q.9 What are the general complaints about the training session?

parameter Too many gaps between session Training session are unplaneed Boring and not usefull Take away precious time of employee

No. of respondent 27

% 27%

30

30%

25 18

25% 18%

Too many gaps between session 18; 18% 25; 25% 30;away 30% precious time of Take employee Training session are unplaneed 27; 27% Boring and not usefull

40

INTERPRETATION:The given graph shows, 30 % responded complaint about training session are unplanned and 27% complaint about gape

Q.10 To perform other jobs in your organisation, what training or experience would you required? parameter No.of respondent % Safety awareness Negotiation skill Machine skill Occupational health 10 54 25 11 10 54 25 11

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Table 10
11; 11% 10; 10%

Safety awareness 25; 25% Negotiation skill Machine skill occupational Health 54; 54%

Q.11What mode of training is normally used in your organization?

method

Job rotation External training Programmed instruction

25 55 20

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Table 11
20 25

55

Job rotation External training Programmed instruction

INTERPRETATION:The given graph shows, the maximum (55%) of the respondents in the favor that organization provides the external training. 25% and 20% in the favor that organization provides the job rotation and programmed instruction..

Q12 what are the conditions that have to be improved during the training sessions?
50 45 40 35 30 25 20 15 10 5 0 Column2 Remove interfrence

Table12

Redesign the job

21

Remove 32 interference Update the 47 information

Update the information

43

INTERPRETATION:The given pie chart shows, the organization doing the lots of practices to make training program more effective. 47% respondent in favor of upgrade the information while training program implemented in the organization. 32% and 21% respondent in favor to remove the interference and redesign the job to make training program more effective.

Q.13 what are the skills that the trainer should possess to make the training more effective?

table 13

fond of talking to people; 23%

Parameter No. of respondent 10 Should should posses posses only only should posses technical only technical technical skill; 10% skill skill people or soft People or 67 skill are more soft skill important aremore fond of talking to people or soft skillpeople importent are more 23 Fond of important talking to ; 67% people

% 10%

67%

23%

INTERPRETATION:The given pie chart shows the different skills of the trainer that should be possess. 67% respondent said, the trainer should possess people skills and soft skills. 23% said fond of talking to people, 10% said should possess only technical skills.

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parameter No.of respondent % 37 37% All objectives are met 25 25% Some objectives are met 30 30% Objective need according to the need 8 8% None objective are met Q.14Comment on the degree to which the training objective are met during the training sessions?

8; 8% All objectives are met SOME objectives are met Met aording to the need None of objectives are met 25; 25%

37; 37% 30; 30%

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Chapter-5
Findings, Recommendations & Conclusion

46

CONCLUSION
It is concluded from the survey on Training & Development that training program conducted in Saras Ltd, is very effective in improving the skill and knowledge of the employee to meet the present and future requirement of the organization. Its found that training place a crucial role in not only the development of employees but also in achieving the overall organizational goals. Through the research work it was found that employees were very satisfied by the training provided to them and strongly agreed that after training their confidence have increased and their skill and knowledge has also been increased and hence, there was remarkable improvement in their performance.

SUGGESTIONS It is recommended that managers must ask their employees from time to time what kind of changes they think should be brought as many employees would like to introduce or accept certain changes in their present job. For the above, managers must hold meetings with officers and executives of their respective departments after at least 3 months and encourage employees to share their views and give suggestions for any kind of change in their job or in the organization. If the capabilities are present and the department wants to have some fun while learning, develop a game. This game can be anything from family feud to jeopardy and more. In either format, the employees have the answer to the questions created by management department relating to work situations or people. It is amazing what people will remember from a fun situation versus a forced learning experience. When conducting the training classes, attempt should be made to keep them informative. While communicating the ideas is important, the goal should also be to keep the employees interest and entertained during the workshop. Through all this, what I would like you to remember is Learning can, and should be a FUN.

47

BIBLIOGRAPHY Books consulted Human Resource and Personnel Management by K. Ashwathapa

Website Consulted http://www.citehr.com/ http://books.google.co.in/books?id=CQYzuwkK1fMC&printsec=frontcover&dq=training+ and+development+process&hl=en&sa=X&ei=1miFTXtBojMrQen5PC6Bg&ved=0CEkQ6AEwAQ#v=onepage&q=training%20and%20develop ment%20process&f=false

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Questionnaire
Q 1. Your Organization considers training as a part of organizational strategy. Do you agree with this statement? A. Strongly agree B. Agree C. Somewhat agree D. Disagre

Q.2 To whom the training is given more in your organization? A. Senior staff requirement Q.3 What are all the important barriers to Training and Development in your organization? A. Time B. Money C .Lack of interest by the staff B. Junior staff C. New staff D. Based on

D. Non-availability of skilled trainer Q.4 What mode of training method is normally used in your organization? A .Job rotation Q.5 B. External training C. Conference/discussion D. Programmed instruction

What are the conditions that have to be improved during the training? B. Remove interference C. Upgrade the information

A. Re-design the job Q.6

What are the skills that the trainer should possess to make the training effective?

A. Should possess only Technical skill B. People skills or Soft skills C. Fond of talking to people Q.7 To perform other jobs in your organization, what training or experience would you required? A. Safety awareness B. Negotiation skills C .Machine operations D. Occupational health

Q.8 The time duration given for the training period is? A. Sufficient B. To be extended C .To be shortened D .Manageable

Q.9 Comment on the degree to which the training objective are met during the training sessions: A. All the objectives are met C. Met according to the need B. Some objectives are met D. None of the objectives are met

Q.10 What tactics organization used to remove the barriers in the training program? That makes 49

success of training program in organization? A. Education of employee B. off job training C. strong budget D. hiring efficient trainer Q.11 Do you agree that enough time was provided to learn about the subject covered in the training program? A. Yes B. NO

Q.12 How many training programs will you attend in a year? A. Les then 10 B.10-20 C. 20-30 Q.13 To perform other jobs in your organization, what training or experience would you required? A Safety awareness B. Negotiation skill C Negotiation skill Occupational health Q.14 What are the general complaints about the training session? A. Too many gaps between session B. Training sessions are unplanned C. Boring and not useful D Take away precious time of employee

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