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WELCOME

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A

STUDY ON

TRAINING AND DEVELOPMENTWith Reference to

TIRUMALA MILK PRODUCTS PVT LTDSubmitted to

JAWAHARLAL NEHURU TECHNOLOGICAL UNIVERSITY, ANANTAPUR

In partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

BY

T.RAMEEJAH.NO: 085P1E0079

Under the Guidance ofMr.S.M.D.AZASH, Asst. Prof

Department Of Business Administration

DEPARTMENT OF BUSINESS ADMINISTRATION

ANNAMACHARYA P.G.COLLEGE OF MANAGEMENT STUDIES(Affiliated to J.N.T.U, AnantapurNew Boyanapalli,

Rajampet-516126

(2008-2010)

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TIRUMALA MILK PRODUCTSPVT.LTD

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INTRODUCTION

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1.1 INTRODUCTION

TRAINING AND DEVELOPMENT

In simple terms, training and development refer to the imparting of specific skills, abilities and

knowledge to an employee.

[Training and development need = Standard Performance Actual Performance]

Definition:

Training is the act of increasing the knowledge and skills of an employee for doing a particular job.

EDWIN B FLIPPO.

Importance of training

Reduction in wastage leading to improved profitability

Improves the morale of the workforce

Improve the job knowledge and skills at the levels of the organization

Improves qualityImproves labor management relations

Creates an appropriate climate for growth and communication

Aid in improving organizational communication

Helps the individual in making better decisions and effective problem solving

Improves production rate

Aids in encouraging and achieving self development and self-confidence

Helps a person handle stress, tension, frustration and conflict

Training and development refers to the imparting of specified skills, abilities and knowledge to an employee.

Training and development means, it is an attempt, which improves the current and future performance of an

employee through learning or by increasing his skills and knowledge.

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Organizational objectives

and strategies

Assessment of training needs

Establishment of training goals

Designing training programme

Implementation of training programme

Evaluation of results

Training process

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Who are the

trainees?

Who are the

trainers?What methods

and techniques?

What should be

the level of

training?

What principles

of learning?

Where to

conduct the

programme?

Methods of training and techniques

On The Job Training Off the Job Training

a) Job rotation a) Vestibule Training

b) Coaching b) Role Playing

c) Job instruction c) Lecture Method

d) Training through step by step d) Conference or Discussion

e) Committee assignments e) Programmed instruction

STEPS IN TRAINING PROGRAMME

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1.2 INDUSTRY PROFILE

INTRODUCTION:

The first and foremost requirement of modern marketing is to understand the customer needs, and

create need develop strategies to bring the customers right elements of the that., product offering

,positioning distribution channels etc. to satisfy the needs.

The modern dairy emerged in the middle of the 19 the century. Among the many factors, which

have played important roles in the evaluation of the modern dairy industry, the following may be

mentioned. 1. The factory system.

2. Improved machinery.

3. Transportation.

4. Economic factors

5. Research and scientific investigation.

6. Improved live stock.

India has the potential to become a leading exporter of milk and milk products. Due to low labor cost,

the cost of milk production is significantly low here to boost exports; the dairy industry needs to focus on

quality and productivity. Significant investment has to be made in milk procurement equipment and chilling

and refrigeration facilities.

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Importance of dairy industries:

Data collected by bureau of human nutrition and home economics for the year 1944 and 1945 showed that

dairy products contained 75% of the calcium and 45%of riboflavin in the total food supply as well as 24% of

the total protein,17% of the vitamins and 17% calories.

In 1946 the first company was established in kava District co-operative milk produces known as

AMUL throughout the Nation wide and their different companies were developed throughout country form

Govt. side and also private side. In Andhra Pradesh the leading companies are A.P. dairy development under

the brand names TIRUMALA, Doddle, Revile, Heritage, Jerry, Cream lines, and Mother Dairy etc

Dairy is developed as a separate industry. The main reason for developing of this industry is above to

increase in population of urban areas and more consumption of milk in the areas of soft drinks.

Milk industry in India:

Today India is the largest milk producing country in the world. The milk producing state in are Punjab,

Haryana, Rajasthan, Gujarat, Maharashtra, Andhra Pradesh, Karnataka and Tamil nadu. A cattle farming is one of

the important aspects of the overall development process in India. It is said that it is one of the bounded sectors of

agriculture. It has been the important of the National Economic Development Process all these years. Nearly 5%

of the Indian population of the country directly or indirectly depends on milk production and it`s sales for their

livelihood.

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1.3 COMPANYPROFILE

Introduction

Tirumala Milk Product Private Limited was incorporated in the month of 13 th day November 1998. The plant at

Kadivedu village, Chillakuru Mandela, Nellore District was started in the month of September 1999.Initially it

was started with an operating capacity of 70,000 lit. Per day. Further it has increased its capacity and now is

operating with 2, 00, 000 Lts. capacity.

Tirumala Milk Products Private Limited is selling its milk and milk products in Chennai, Bangalore, Tirupati

and towns in A.P, Hyderabad, TIRUMALA wade, Nellore, Gudur, Ongole, and Guntur. Recently the company

has started production in Palamaneru in Chittoor District.Main objectives of the company

To carry on the business of producers, vendors of milk cream, cheese, butter milk, and all other dairy products of all

kinds and to buy sell trade in any goods which are usually needed in any of the above business or any other business

associated with the fore going or other interests of the company.

To provide quality and safe products

To carry on the business with producers, vendors of milk, cream, cheese, butter milk, and all other dairy products of

all kinds and to buy , sell, trade in any goods which are usually needed in any of the above business or any other

business associated with the fore going or other interests of the company

To serve the milk producers of villagers by providing loans for purchasing cattle.

Build customer confidence through quality and reliable service

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SEVEN PRINCIPLES OF THE COMPANY:

1. Contribution to society:

2. Fairness and Honesty:

3. Co-operation and Team Spirit:4. Untiring Effort forImprovement:

5. Courtesy and Humility:

6. Adaptability:

7. Gratitude:

TYPES OF PRODUCTS:

Tirumala Gold Milk

Tirumala Toned Milk

Tirumala Milk

Tirumala Butter Milk

Tirumala Curd

Tirumala Butter

Tirumala Cheese

Tirumala Ghee

Tirumala FCM

Floured milk

Powder

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2. RESEARCH METHODOLOGY

Need for the studyHRD is essential for any organization that wants to bedynamic and growth oriented or to success in a fast changingenvironment. Organization become dynamic and grows onlythrough the efforts of their human resource, the mostimportant resources to any organization.

Scope of the studyThe research covers a major organization. This organization is well known forthe best performance throughout the nation. Therefore, to lend a comprehensiveto this research work TIRUMALA MILK PRODUCTS PVT.LTD was chosen.

Objectives of the study1.To study the present Training and Development procedure

2.To study the factors considered for Training

3.To analyze the satisfaction level of employees with regard Training and Development

4.To suggest measures and recommendations for improvement of Training programme of

employees.

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Sources of Data Collection Primary Data

Secondary Data Questionnaire

Research Design

Percentage AnalysisPercentage = No. of Respondents x 100

Total Respondents

Limitations1. Certain terms used for the purpose of the study are new to the respondents as

they are not in general use.

2. In the process of data collection some of the respondents have expressed

difficulty in answering the schedule.3. The present study is confined to a sample of employes in Tirumala Milk

Products PVT.LTd.

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ANALYSIS

&INTERPRETATION

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3.1 Age of the respondents

Age Respondents Percentage (%)

20-29 70 72

30-39 27 28

Above 40 - -

Total 97 100

Interpretation:

From the above table it is observed that out of 97 respondents, 70 respondents (i.e. 72%) are in 20-

29 age groups, 27 respondents (i.e. 28%) belong to the 30-39 age groups and no respondent belong

to the remaining age group.

Graph 3.1 Age of the respondents

Table no:3.1 Age of the respondents

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3.2 Gender of the respondents

Gender No of respondents Percentage (%)

Male 71 73

Female 26 27

Total 97 100

Graph 3.2 Gender of the respondents

Interpretation:

From the above table it is observed that out of 97 respondents, 71 respondents (i.e. 73%)

are males, remaining 26 respondents (i.e. 27%) are female group.

Table no:3.2 Gender of the respondents

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3.3 Department of the respondents

Department No of respondents Percentage (%)

HR 2 2Production 10 11

Process 5 5

Packing 51 53

Pre-Pack 3 3

Butter & Ghee 2 2

Curd 5 5

Weighing 2 2

Ice Cream 3 3

Lab 4 4

Quality Control Lab 6 6

Dispatch 4 4

Total 97 100

Graph 3.3 Department of the respondents

Interpretation:

From the above table it is observed that out of 97 respondents, the major of respondents are in

packing they are 51 (i.e., 53%) and the 10 respondents (i.e., 11%) are in production and the

remaining 36% of the respondents are in different departments.

Table no:3.3 Department of the respondents

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3.4 Experience of the respondents

Experience (Years) No of respondents Percentage (%)

Less than 5 78 80

5-10 16 1711-15 3 3

Above 15 -

Total 97 100

Graph 3.4 Experience of the respondents

Interpretation:

From the above table it is observed that out of 97 respondents,78 respondents (i.e.,80 %) are

having less than 5 years experience,5-10 years experienced respondents are 16 (i.e., 16%) ,11-

15 years experienced respondents are 3 (i.e., 3 %) and above 15 years experienced respondents

are not at all in any department.

Table no:3.4 Experience of the respondents

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3.5 Qualification of the respondents

Qualificat ion No of respondents Percentage (%)

Post graduate 15 15

Graduate 34 35Intermediate 17 18

S.S.C 31 32

Total 97 100

Graph 3.5 Qualification of the respondents

From the above table it is observed that out of 97 respondents, 15 respondents (i.e.; 15%) are post

graduates, 34 respondents are graduation (i.e.; 35%) and 17 respondents (i.e. 18%) belong to the

intermediate and remaining 31 respondents (i.e. 32%) are S.S.C having qualification.

Interpretation:

Table no:3.5 Qualification of the respondents

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3.6 Salary of the respondents

Salary No of respondents Percentage (%)

Rs2500-Rs5000 47 48

Rs5000-Rs10000 38 39Above Rs10000 12 13

Total 97 100

Graph 3.6 Salary of the respondents

48

39

13

0

10

20

3040

50

60

2500_5000 5000_10000 Above 10000

Salary

Percentage

Interpretation:

From the above table it is observed that out of 97 respondents, 47respondents (i.e.48%) earning

Rs2500-Rs5000 salary, 38 respondents (i.e.; 39%) are earning Rs5000-Rs10000 salary and

remaining 12 respondents (i.e; 13%) are earning above Rs10000 salary.

Table no:3.6 Salary of the respondents

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3.7 Undergo any Training in the organization

Response No of respondents Percentage (%)

Yes 89 91

No 8 9Total 97 100

Graph 3.7 Training in the organization

Interpretation:

From the above table it is observed that out of 97 respondents, 89 respondents (i.e., 91 %) have

been given training in the organization and the remaining 8 respondents (i.e.9%) did not

undergone any training in the organization.

Table no:3.7 Undergo any Training in the organization

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3.8 Need assessment of Training and Development program


Yes 87 89

No 10 10

Total 97 100

Graph 3.8 Need assessment of T &D program

Interpretation:

From the above table it is observed that out of 97 respondents, 87 respondents (i.e., 89 %) are

undergone the training and development program designed according to the needs and the

remaining 10 respondents (i.e., 10%) did not undergone any training and development program.

Table no:3.8 Need assessment of Training and Development program

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3.9 Extent of Training

Parameter No of respondents Percentage (%)

To great extent 78 80

To some extent 11 12To little extent 8 8

No extent 0 -

Total 97 100

Graph 3.9 Extent of Training

From the above table it is observed that out of 97 respondents, 78 respondents (i.e., (80%) are

improved to a great extent, 11 respondents (i.e; 12%) to some extent and little extent 8% are

improved the training.

Interpretation:

Table no:3.9 Extent of Training

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3.10 The Training and Development to gain competitive advantage


Yes 84 86

No 13 14

Not at all 0 -

Total 97 100

Graph 3.10 The T&D to gain competitive advantage

Interpretation:

From the above table it is observed that out of 97 respondents, 84 respondents i.e., (86%) of

employees expressed their satisfaction with regard to the training and development seeks to gain

competitive advantage through a highly skilled and flexible workforce. Only 13 respondents i.e.,

(14%) of employees expressed their dissatisfaction.

Table no:3.10 The Training and Development to gain competitive advantage

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3.11 Benefits derived from Training and Development program


Better understanding of the job 68 71

Renewed Confidence 27 29Better management 2

No benefit 0 -

Total 97 100

Graph 3.11 Benefits derived from T& D program

Interpretation:From the above table it is observed that out of 97 respondents, by the T&D program the respondents

are gained the more benefits like better understanding of the job 68 respondents (i.e;71 %) ,Renewed

Confidence27 (i.e;29%)and remaining respondents 2(i.e;2%) are gained more benefits from the

management.

Table no:3.11 Benefits derived from Training and Development program

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3.12 Facilities provided for conducting training and development program


Fully Employed 55 56

Partially 32 32 Not equipped 10 11

Total 97 100

Graph 3.12 Facilities provided for conducting T&D program

Interpretation:

From the above table it is observed that out of 97 respondents, 55 respondents (i.e.; 56%) are fully

equipped by the facilities, 32 respondents (i.e.; 32%) are partially equipped and not equipped are

10 respondents (i.e.; 11%) by the facilities.

Table no:3.12 Facilities provided for conducting training and development program

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3.13 Duration of Training and Development program was good


Good 47 48

Satisfactory 45 46

Poor 5 6

Total 97 100

Graph 3.13 Duration of T& D program was good

Interpretation:From the above table it is observed that out of 97 respondents, 47respondents (i.e.; 48%) of the

respondents expressed good with the duration of Training and Development program, 5

respondents (i.e.; 46%) are satisfactory and poor 5 respondents (i.e;6%) with the duration of

Training and Development program.

Table no:3.13 Duration of Training and Development program was good

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3.14 Emphases on Training and Development programme


Accuracy 21 22

Speedup 32 33Appropriateness 29 30

Have skill & knowledge 15 15

Total 97 100

Graph 3.14 Emphases on T&D programme

Interpretation

:

From the above table it is observed that out of 97 respondents, 21 respondents (i.e.22%) of the

employees have emphases their accuracy, 32 respondents (i.e; 33%)have speedup, 29 respondents

(i.e.30%) emphasized appropriateness and 15 respondents(i.e;15%) have skill and knowledge in the

T&D program.

Table no:3.14 Emphases on Training and Development programme

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3.15 Nomination procedure to the Training and Development


Strongly agree 33 34

Agree 54 55 Neutral 5 6

Disagree 3 3

Strongly Disagree 2 2

Total 97 100

Graph 3.15 Nomination procedure to the T&D

Interpretation:

From the above table it is observed that out of 97 respondents, 33 respondents (i.e;34%) of the

employees are strongly agree with regard to the nomination procedure to the T&D programme, 54

respondents(i.e;55%) are agree,5 respondents(i.e;6%) are neutral, 3 respondents(i.e;3%) are

disagree and 2 respondents (i.e;2%) are strongly disagreed.

Table no:3.15 Nomination procedure to the Training and Development

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3.16 Adequate methodology on Training and Development




Disagree 4 4


Total 97 100

Graph 3.16 Adequate methodology on T&D

Interpretation:From the above table it is observed that out of 97 respondents, 47 respondents (i.e;48%) of the

employees are strongly agree with regard to the methodology adopted to the T&D programme, 54

respondents(i.e;55%) are agree,6 respondents(i.e;7%) are neutral, 4 respondents(i.e;4%) are disagree

and 3 respondents (i.e;3%) are strongly disagreed.

Table no:3.16 Adequate methodology on Training and Development

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3.17 Course structure on Training and Development well organized



Agree 37 39

Neutral 6 6

Disagree 3 3


Total 97 100

Graph 3.17 Course structure on T&D

3 2

50

39

6

01020304050

60

Strongly

agree

Agree Neutral Disagree Strongly

Disagree

Parameter

Percentage

Interpretation:

From the above table it is observed that out of 97 respondents, 49respondents (i.e;50%) of the

employees are strongly agree with the course structure of the T&D programme, 37

respondents(i.e;39%) are agree,6 respondents(i.e;6%) are neutral, 3 respondents(i.e;3%) are disagree

and 2 respondents (i.e;2%) are strongly disagreed.

Table no:3.17 Course structure on Training and Development well organized

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3.18 The Training and Development imparted considering the change in job factor.




Disagree 4 4


Total 97 100

Graph 3.18 The T&D imparted considering the change in job factor.

Interpretation:

From the above table it is observed that out of 97 respondents, 64respondents (i.e;66%) of the

employees are strongly agree with T&D programme imparted considering the change in job

factor,22respondents(i.e;22%) are agree,5 respondents(i.e;5%) are neutral, 4 respondents(i.e;4%)

are disagree and 2 respondents (i.e;2%) are strongly disagreed.

Table no:3.18 The Training and Development imparted considering the change in job factor

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3.19 Considering the change in individuals responsibility.



Agree 56 58

Neutral 5 5

Disagree 3 3


Total 97 100

Graph 3.19 Considering the change in individuals responsibility

Interpretation:From the above table it is observed that out of 97 respondents, 31respondents (i.e;32%) of the

employees are strongly agree with T&D programme imparted considering the change in individuals

responsibility ,56 respondents(i.e;58%) are agree,5 respondents(i.e;5%) are neutral,

3respondents(i.e;3%) are disagree and 2 respondents (i.e;2%) are strongly disagreed.

Table no:3.19 Considering the change in individuals responsibility

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3.20 Duration of Training and Development




Disagree 4 4


Total 97 100

Graph 3.20 Duration of Training and Development

Interpretation:From the above table it is observed that out of 97 respondents, 43 respondents (i.e;44%) of the

employees are strongly agree with the duration of T&D program ,42 respondents(i.e;43%) are

agree,5 respondents(i.e;6%) are neutral, 3respondents(i.e;3%) are disagree and 2 respondents

(i.e;2%) are strongly disagreed.

Table no:3.20 Duration of Training and Development

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3.21. Quality of the course material was good




Disagree 2 2


Total 97 100

Graph 3.21 Quality of the course material was good

Interpretation:


employees are strongly agree with the quality material of T&D program .39 respondents(i.e;40%)

are agree,4 respondents(i.e;4%) are neutral, 2respondents(i.e;2%) are disagree and 1 respondents


Table no:3.21 Quality of the course material was good

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3.22 Training and Development program was sufficient



Agree 29 30

Neutral 3 4

Disagree 2 2


Total 97 100

Graph 3.21 T&D was sufficient

Interpretation:


employees are strongly agree with the quality material of T&D program,41 respondents(i.e;42%)

are agree,4 respondents(i.e;4%) are neutral, 2respondents(i.e;2%) are disagree and 1 respondents


Table no:3.22 Training and Development program was sufficient

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3.23 Training techniques used by the trainer

Parameter No of respondents Percentage (%) Rank

Lecture method 63 64 1

Case study 15 16 3Simulation exercise 19 20 2

Total 97 100

Graph 3.23 Training techniques used by the trainer

Interpretation:

From the above table it is observed that out of 97 respondents, 63 respondents (i.e; 64%) of theemployees are trained through lecture method, 15respondents (i.e; 16%) are through case study

and 19 respondents (i.e; 20%) are through simulation exercise of T&D program.

Table no:3.23 Training techniques used by the trainer

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3.24 The Training and Development program increase the productivity



Agree 41 43

Neutral 5 5

Disagree 4 4


Total 97 100

Graph 3.24 The T & D program increase the productivity

Interpretation:


employees are strongly agree with the increase of T&D program ,41 respondents(i.e;43%) are

agree,5 respondents(i.e;5%) are neutral, 4respondents(i.e;4%) are disagree and 2 respondents (i.e;2%)

are strongly disagreed.

Table no:3.24 The Training and Development program increase the productivity

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FINIDINGS

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It is found that out of 97 respondents, 72% of respondents are in 20-29 years of age, and remaining 28% of

respondents are in 30-39 years of age.

It is found that out of 97 respondents, 73% of respondents are males and remaining 27% of respondents are female

group.

It is found that out of 97 respondents, 53% of respondents are in packing, the 11% of respondents are in production

and the remaining 36% of the respondents are in different departments.

It is found that out of 97 respondents, 80 % of respondents are having less than 5 years experience, 16% of

respondents are in 5-10 years of experience, 3% of respondents are in 11-15 years of experience and above 15 years

experienced respondents are not at all in any department.

It is found that out of 97 respondents, 15% of respondents are post graduates, 35% of respondents are graduates and

18% of respondents belong to the intermediate and remaining 32% respondents are S.S.C having qualification.It is found that out of 97 respondents, 48% of respondents are earning Rs2500-Rs5000 salary, 39% of respondents

are earning Rs5000-Rs10000 salary and remaining 13% of respondents are earning above Rs10000 salary.

It is found that out of 97 respondents, 91% of respondents have been given training in the organization and the

remaining 9% of respondents did not undergo any training in the organization.

It is found that out of 97 respondents, 89% of respondents are undergone the training and development program

designed according to the needs and the remaining 10 % of respondents (i.e., 10%) did not undergone any trainingand development program.

It is found that out of 97 respondents, 80% of respondents are improved to a great extent, 12% of respondents to

some extent and little extent 8% are improved the training.

It is found that out of 97 respondents, 86% of respondents of employees expressed their satisfaction with regard to

the training and development seeks to gain competitive advantage through a highly skilled and flexible workforce.

Only 14% of respondents of employees expressed their dissatisfaction.

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It is found that out of 97 respondents, by the T&D program the respondents are gained the more benefits like better

understanding of the job 71% of respondents, Renewed Confidence29% and remaining 2% of respondents are

gained more benefits from the management.

It is found that out of 97 respondents, 56% of respondents are fully equipped by the facilities, and 32% of

respondents are partially equipped and not equipped are 11% of respondents by the facilities.It is found that out of 97 respondents, 48% of respondents of the respondents expressed good with the duration of

Training and Development program, 46% of respondents are satisfactory and poor 6% of respondents with the

duration of Training and Development program.

It is found that out of 97 respondents, 22% of respondents of the employees have emphases their accuracy, 33% of

respondents have speedup, 30% of respondents; emphasized appropriateness and 15% of respondents have skill and

knowledge in the T&D program.

It is found that out of 97 respondents, 34% of respondents of the employees are strongly agree with regard to the

nomination procedure to the T&D program me, 55% of respondents are agree,6% of respondents are neutral, 3% of

respondents are disagree and 2% of respondents are strongly disagreed.

It is found that out of 97 respondents, 48% of respondents of the employees are strongly agree with regard to the

methodology adopted to the T&D programmed, 55% respondents are agree,7% of respondents are neutral, 4% of

respondents are disagree and 3% of respondents are strongly disagreed.

It is found that out of 97 respondents, 50% of respondents of the employees are strongly agree with the course

structure of the T&D programme, 39% of respondents are agree,6 % of respondents are neutral, 3% of respondents

are disagree and 2% of respondents are strongly disagreed.

It is found that out of 97 respondents, 66% of respondents of the employees are strongly agree with T&D

programme imparted considering the change in job factor,22% of respondents are agree,5% of respondents are

neutral, 4% of respondents are disagree and 2% of respondents are strongly disagreed.

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It is found that out of 97 respondents, 32% of respondents of the employees are strongly agree with T&D

programme imparted considering the change in individuals responsibility ,58% of respondents are agree,5% of

respondents are neutral, 3% of respondents are disagree and 2% of respondents are strongly disagreed.

It is found that out of 97 respondents, 44% of respondents of the employees are strongly agree with the duration of

T&D program ,43% of respondents are agree,6% of respondents are neutral, 3% of respondents are disagree and 2%of respondents are strongly disagreed.

It is found that out of 97 respondents, 53% of respondents of the employees are strongly agree with the quality

material of T&D program .40% of respondents are agree,4% of respondents are neutral, 2% of respondents are

disagree and 1% of respondents are strongly disagreed.

It is found that out of 97 respondents, 53% of respondents of the employees are strongly agree with the quality

material of T&D program ,42% of respondents are agree,4% of respondents are neutral, 2% of respondents are

disagree and 1 % of respondents are strongly disagreed.

It is found that out of 97 respondents, 64% of the employees are trained through lecture method, 16% of respondents

are through case study and 20% of respondents are through simulation exercise of T&D program.

It is found that out of 97 respondents, 46% of the employees are strongly agree with the increase of T&D program

,43% of respondents are agree,5% of respondents are neutral, 4% of respondents are disagree and 2% of

respondents are strongly disagreed.

It is found that out of 97 respondents, 46% of respondents of the employees are strongly agree with the increase

of T&D program,43% of respondents are agree,5% of respondents are neutral, 4% of respondents are disagree

and 2% of respondents are strongly disagreed.

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SUGGESTIONS

1. In view of the response to the nomination procedure, it will be ideal to contact the employees before they are

selected. This will give a feeling of importance to the employee and also enable the organization to cover the

training programmers' based on their need and requirements.

2. Organization should try to deal with resistance to change exhibited by employees. Employees should be

train how to learn.

3. Training programmes may be conducted frequently and for longer period stressing on job skills and

interpersonalskills.

4. More training programmes may be conducted in the field of computers due to increase technological

changes.

5. Training programmes may be imported a manner in which it can be practically implemented in the

organization.

6. Contents of the training may include more about the products, policies, present and future plans of the

company may be job oriented.

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CONCLUSION

It was good learning session for me during my tenure with the company. While doing the

project, I learnt the practical implications of a training programme. I got practical exposure to study

the effectiveness of the changes brought in the training program at TIRUMALA MILK

PRODUCTS PVT LTD.

Employees at TMPPL are satisfied with the training program at TMPPL but if organization

desires to have improved response from employees, it should try to concentrate not just on

technical skills but also on personality development. Employees should learn how to survive in

the present competitive environment.

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THANK YOU

T&D PPT_2

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Transcript of T&D PPT_2