SUMMER INTERNSHIP

ON
TRAINING AND DEVELOPMENT: A STUDY ON FOOD
PROCESSING COMPANY (ZYDUS WELLNESS)

BY

NABILA SIDDIQUI
ENROLLMENT NO.2409011042

MBA(Gen)

In partial fulfilment of the requirements for the Degree of

Masters of Business Administration (MBA)

At

Mahatma Jyotiba Phule Rohilkhand University,

(BAREILLY)
 Letter of Endorsements

The Industrial training Report entitled “Training and Development In ZYDUS

WELLNESS Pvt Limited” has been submitted to the MJPRU, . The submission
partially fulfills the requirements for the degree of Masters of Business
Administration (MBA), of Mahatma Jyotiba Phule Rohilkhand University.
It is submitted on July 27th, 2019 by Nabila Siddiqui, ID-2409011042. The
report has been carried out successfully under the supervision and guidance of
Mr. Nadeem Ahmed.

(Any opinions, suggestions, made in this report are entirely that of the author of
the report. The university does not condone nor reject any of these opinions or
suggestions)

___________________

Internship Supervisor

Mr. Nadeem Ahmed

ZYDUS WELLNESS

ALIGARH
 ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who

directly or indirectly contributed in the development of this work and
who influenced my thinking, behavior, and acts during the course of
study.
I express my sincere gratitude to Prof. P.B.Singh Sir
(Head & Dean) for providing me an opportunity to undergo summer
training at ZYDUS WELLNESS.
I am thankful to Mr Nadeem Ahmad for his support ,
cooperation, and motivation provided to me during the training for
constant inspiration, presence and blessings.
I also extend my sincere appreciation to Mr Nadeem
Ahmad who provided his valuable suggestions and precious time in
accomplishing my project report.
Lastly, I would like to thank the almighty and my
parents for their moral support and my friends with whom I shared
my day-to-day experience and received lots of suggestions that
improved my quality of work.

(Nabila Siddiqui)
 DECLARATION
Title of summer internship-
TRAINING AND DEVELOPMENT
I the undersigned, hereby declare the Project Report entitled
“Training and Development” written and submitted by me
to MJP Rohilkhand University (Bareilly) in partial fulfilment
of the requirements for the award of degree of Masters of
Business Administration under the guidance of Mr. Nadeem
Ahmad .
This is my original work and the conclusions drawn therein
are based on material collected by myself.

NABILA SIDDIQUI
2409011042
MBA(gen)
3rd sem
 CERTIFICATE

This is to certify that Ms Nabila Siddiqui studying in Masters of

Business Administration , MJPRU has successfully completed
this project entitled TRAINING AND DEVELOPMENT OF
EMPLOYEES IN ZYDUS WELLNESS PVT. LTD. From
13th june to 27th july 2019
She was very sincere and honest in her work.
We wish her all the best for her future endeavours.

Mr Nadeem Ahmad Professor P.B Singh

(Project Guide) (Dept of Business Administration)

 PREFACE
It is said that without theory, practice is blind and without practice
theory is meaningless.

Hence practical training has been made integral part of the

management education in India. The summer training programmers
are designed to give a manager the future of the corporate happenings
and work culture.

It exposes the potential of the manager of the future to the actual tune
of the working environment present is dynamic organization.

Personnel management is that part of management concerned with the

people at work and with their relationships within the organization.

Training is the process of increasing the knowledge and skill for

doing a particular job. It is an organized procedure by which people
learn knowledge and skill for a definite purpose. The purpose of
training is basically to bridge the gap between job requirements and
present competency of an employee.

I am fortunate project I tried to find out the working methods and

techniques, which is enough to get the opportunity of vocational
training at Zydus Wellness Foods Pvt. Ltd.,Aligarh.
 Contents
S.NO. CHAPTERS PAGE NO.
1 Company Profile 7-14
2 Brands 15-17
3 Training And 18-41
Development
4 Objective of the 42
project
5 Research 43-49
Methodology
6 Data Analysis and 50-60
Interpretation
7 Findings 61
8 Conclusion 62
9 Suggestions 63

10 Bibliography 64
 COMPANY PROFILE

HISTORY
Zydus Wellness is a strong and emerging player in the health and wellness
space in India. Their brands include Nutralite which is a table margarine; Sugar
Free which is a low calorie sweetener and EverYuth which includes skincare
products. They sell their products in India. They have a plant located in Gujarat.
Zydus Wellness Ltd is a subsidiary of Cadila Healthcare Ltd.Zydus Wellness
Ltd was incorporated on November 1 1994 as a public limited company with
the name Carnation Health Foods Ltd. The company set up a unit to
manufacture Low fat Zero cholesterol Margarine as a Butter substitute and Low
fat Zero Cholesterol Cheese and casienate and milk fat.The name of the
company was changed from Carnation Health Foods Ltd to Carnation Nutra-
Analogue Foods. In December 15 1996 the company started trial runs in their
manufacturing unit and in January 1997 they started commercial production
activity. During the year 1997-98 they set up their marketing channel for the
state of Gujarat. During the year 2005-06 the company increased the production
capacity of Margarine from 3928 MT to 5500 MT. Cadila Healthcare a listed
public limited company acquired 3432138 equity shares through market
purchase and open offer. During the year 2006-07 the company launched a
variant of Nutralite in retail under the brand 'Nutralite Premium' and increased
production capacity of Margarine from 5500 MT to 8500 MT in 2007-
08.During the year 2008-09 as per the scheme of arrangement the consumer
products division of Cadila Healthcare Ltd the holding company was de-merged
and transferred to the company with effect from April 1 2008. In January 5
2009 the name of the company was changed from Carnation Nutra-Analogue
Foods Ltd to Zydus Wellness Ltd in order to recognize them as 'Zydus Cadila'
group company. During the year the company increased the production of
Nutraceuticals from 8500 tonnes to 14600 tonnes. They launched a power brand
Nutra Diet to bring convenience to the consumer. During the year 2009-10 the
equity shares of the company were listed on National Stock Exchange of India
Ltd with effect from November 13 2009. They launched Sugar Free Natura
Flavored sachets in Lemon Mint and Ginger Masala flavours to enhance the
consumer experience and offer a wider choice to the customers. In September
2010 the company extended their niche product basket with the launch of Sugar
Free Mints. The company is planning to launch various value added products to
provide the consumers the Sugar Free experience in various forms. The
company is setting up a manufacturing facility in Sikkim to cater to the growing
demand of Sugar Free and EverYuth which are outsourced at present. This unit
is expected to be commissioned in 2010-11.During the year 2013-14 both
variants of Sugar Free the aspartame based Sugar Free Gold and sucralose
based Sugar Free Natura continued to lead in their respective segments. In the
Facial Mask category EverYuth launched 3 in 1 Neem Face Pack . In the Peel
Off segment the Company drove the category single-handedly and expanded the
portfolio through the launch of a new Fairness Peel Off with Intelligent Target
Delivery Whitening Technology a first in India. This launch was supported with
a new multimedia campaign across TV print and digital and the initial results
have been encouraging. The Company has launched a new and innovative Tulsi
Turmeric Face Wash at an attractive consumer price appealing to young women
seeking high performance products at affordable prices. In the Nutralite
segment a new variant called `Nutralite Yummy' was launched in the retail
segment in North India positioned on the platform of Great Taste at Great
Value. This launch was supported through local media and sampling programs
as well as in-store activation. In 2014 the skin-cleansing category continued
with a slower growth rate putting pressure on the Everyuth franchise. Everyuth
maintained its leadership position in the Mask and Scrub segments by driving
integrated campaigns across multiple mediums. During the year the Company
introduced Stevia a new variant of Sugar Free in limited markets. The Company
strengthened its margarine product portfolio by introducing Nutralite with
Omega 3 benefits. This has further helped build equity of Nutralite amongst
health conscious consumers. Everyuth continues to face stiff competition in the
highly competitive Face Wash category. In keeping with its tradition of
launching innovative products and formats the Company launched a Sachet
pack of EverYuth Tulsi Turmeric face wash which is a first in India and is
intended to provide convenience and better access to the consumer. Capital
expenditure during the year 2014-15 was Rs. 31 million. During the year 2015-
16 to address the challenges in the Face Wash segment Everyuth re-launched its
Face Wash range with fresh new and contemporary looking packaging in March
`16. This re-launch will be supported by communication across mediums. Focus
in 2015-16 was also to further strengthen the Everyuth Tulsi- Turmeric variant
in the market. During the year 2015-16 the Company saw stabilization of its
revamped distribution system in the later part of the year gone by. The company
rolled out distribution expansion program named EnReach during the year
which has resulted into a significant growth in the direct coverage. Through this
program channel wise thrust was provided to strengthen the brand presence
across general trade modern trade and Hotel/Restaurants/Caterers (HORECA)
segments. During the FY 2016-17 in the Face Wash segment Everyuth reported
growth revival following the re-launch of the Face Wash range with fresh new
and contemporary looking packaging. During the last quarter of the financial
year the `Tulsi Turmeric' Face wash was re-launched with improved product
and packaging. The company strengthened the distribution system during the
last financial year. The company rolled out a program named EnReach 2.0 to
drive the next wave of distribution expansion focused on enhancing quality of
direct reach. Through this program a channel-wise thrust helped strengthen
brand presence across the general trade modern trade and Hotel/ Restaurants /
Caterers (HORECA) segments. To build the international business the
Company entered new markets like Saudi Arabia Qatar Oman and Myanmar.
Zydus Wellness reported an improvement in the growth rates of all brands viz.
Sugar Free Everyuth & Nutralite in 2017-18. Its flagship portfolio maintained
leadership across respective categories in 2017-18. The Company collaborated
with popular news channel NDTV on World Health Day to telecast Sugar Free
&150; Health For All program which presented Sugar Free as a safe alternative
to sugar. In the Everyuth skin-cleansing category the company relaunched the
Golden glow peel off with new packaging with support from media activities
and TV campaign in 2017-18.In the Scrub segment the company launched
Neem Papaya scrub in May 2017 for problem-prone skin which was backed by
a new TV campaign in August 2017. In the Face Wash segment a new
advertising campaign was launched to support the Tulsi Turmeric face wash
from May. For Nutralite brand the company continued to use the digital
platform innovatively with digital initiatives like Facebook live (live with Chef
Sanjeev Kapoor) KhaneMe Twist campaign and Nutralite healthy recipes
campaign on Shilpa Shetty's digil assets. The company launched Nutralite
Mayonnaise in three flavors for the retail segment in January 2018. This will be
supported with Print TV digital and on-ground activation campaigns. During the
year under review Zydus Wellness continued its effort to enhance distribution
both in terms of numeric reach as well as depth of products available through
the financial year 2017-18. Significant focuses were given to direct distribution
of new launches and strategic SKUs (stock keeping units) within the existing
portfolio. In an effort to build its international business the company entered
new markets like Tanzania and South Africa and enhanced its portfolio with the
launch of Nutralite in Middle East countries like Oman and UAE. In 2017-18
Zydus Wellness incurred capital expenditure aggregating Rs 99.6 million.

Zydus Wellness Mission Statement

As the trusted leader in nutrition and wellness, Heinz - the original Pure Food
Company - is dedicated to the sustainable health of the people, the planet and
our Company

Zydus Wellness Vision Statement

We define a compelling, sustainable future and create the path to achieve it.

Zydus Wellness Values

 Team Building & Collaboration - We embrace great ideas from
everywhere and everyone and respect all individuals.

 Innovation - We spot consumer and customer needs and meet them with
simple, creative solutions.

 Results - We deliver on commitments, take accountability and balance

the short- and long-term.

 Integrity - We always tell the truth, act with the highest ethical standards
and ensure that our products are of the highest quality.
Zydus to buy iconic brands for Rs 4595
crores
Acquisition of Complan, GluconD, Sampriti, Nycil to
help FMCG major expand portfolio
Zydus Cadila’s wellness arm, Zydus Wellness, said on Wednesday it will
acquire part of Heinz India Pvt Ltd’s business for ₹4,595 crore.

Included in the deal are Heinz’s iconic consumer brands Complan, GluconD,
Nycil and Sampriti Ghee.

These add to Zydus Wellness’ personal care and wellness products such as
Sugar Free, EverYuth and Nutralite. The four acquired Heinz brands saw a
turnover of ₹1,150 crore and EBITDA of ₹225 crore for the 12 months ended
June 30, 2018.

Post acquisition, the turnover of Zydus Wellness will be around ₹1,700 crore,
making it one of the strongest players in the domestic FMCG market.
Portfolio synergies

Speaking to BusinessLine, Sharvil Patel, Chairman of Zydus Wellness, said:

“The segment that Zydus Wellness operates in is well aligned with the four
brands of Heinz. We had very little conflict, and see great amount of synergy in
terms of product positioning and proposition. We were able to provide a clean
and fast executable structure to Heinz, which was important for them.”

Avendus Capital and Khaitan & Co were the financial and legal advisers,
respectively, of Zydus.

Zydus sees the acquisition enriching its health food and nutrition portfolio,
which contributes more than 80 per cent to its business. Joining the company’s
fold are two large manufacturing facilities, in Aligarh (UP) and Sitarganj
(Uttarakhand), and Heinz teams engaged in operations, research, sales,
marketing and support. Zydus said it now has the combined strength of five
manufacturing facilities, 1,800 distributors and nearly two million sales points.
Retained brands
Heinz India had registered a turnover of ₹1,185 crore for FY18. The company’s
brands that have not been sold to Zydus — such as ketchup, tomato sauce and
mayonnaise — will be carved into a separate business before the transaction is
closed.

Kraft Heinz CEO Bernardo He said in a statement: “The sale of this niche
business fits into our overall global growth strategy and our focus on investing
in and growing brands within our core categories. India continues to be a key
market for Kraft Heinz, and in fact, we’re strengthening our commitment to
expand and grow our Heinz sauces and Kraft business in India.”

Funding the deal

The deal is subject to regulatory approvals. It is likely to be completed in the
fourth quarter of this fiscal and will be funded through a mix of debt and equity.

For the equity portion, Zydus has received commitment from select private
equity firms along with some support coming in from parent Cadila Healthcare.
 Brands
tomato ketchup
Special hybrid tomatoes for high quality pulp, the finest natural vinegar, spices
of the best quality and add them to a recipe created specially for Indian palates
customer get the unique and unbeatable taste of Heinz. The taste that everybody
loves!

Heinz is the only Ketchup that is entirely devoid of artificial preservatives,

colours, flavours and emulsifiers. It is rich in Lycopene, an antioxidant that has
been scientifically proven to reduce the risk of certain types of cancer.

Heinz is almost synonymous with Ketchup around the world. In, India Heinz is
steadily ketching…up with the consumers and their Indian food palate. Its
unique taste with the right blend of spice and sweetness enhances the taste of
snacks from French fries and Burgers to Sandwiches and Samosas. Children
want the flavour of the ketchup even with their meals to make them more
enjoyable and that’s why it is called as Good Food Everyday with “Heinz
Tomato Ketchup”.
Glucon -D
Glucon-D was introduced in 1933 and has been the category creator and
dominant market leader ever since. Glucon-D is a glucose based beverage and is
available in powder form. With 99.4 % of pure glucose it is easily absorbed by
the body and is available for energy instantly.

Glucon-D was adjudged as the 16th most trusted brand in the Brand Equity
Survey 2008. It stood at No.3 amongst beverages. Glucon-D consumption cuts
across Socio Economic Classes, Age groups and geographies and reaches out to
more than 4 Crore Households today.

Sampriti
Sampriti is 100% pure ghee manufactured in Aligarh (Uttar Pradesh) in our own
state-of–the-art production plant, through a complete backward integrated
process of procuring milk directly from farmers.

The ghee is primarily made of buffalo milk and is sold in India through retail,
civil supplies and through bulk ghee channels.

Manek bhara swaad

Nycil
With a heritage of over 34 years, Nycil is one of the most trusted and
recognized power brands in India. Nycil is the leader in the prickly heat powder
category and has driven growth in this category over the years. Nycil
understands the mother’s concerns and offers her the product that can prevent
prickly heat. It has been clinically proven that using Nycil twice a day for 4
weeks prevents prickly heat.

Complan
The complete Planned Food- is a premium health beverage fortified with 23
vital nutrients in balanced proportion including 100% Milk Protein to help
children maximize their growth potential. Complan is a nutrition expert in the
category and its formulation is designed as per Indian RDA. Complan has 18%
protein, which is very critical for the growth of your child. All the protein is
Milk Protein (100% Milk protein) which is one of the best protein for growth.
Complan’s 23 vital nutrients include key nutrients such as essential fatty acids,
iron and iodine which help in your child’s mental development. So give your
child the power of Complan thrice a day and see him/her grow twice as fast.
TRAINING AND DEVELOPMENT
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 Ad mi n i s t r a t i o n o r P e r s o n n e l
M a n a g e me n t . B u t n o w , t h e t r e n d i s c h a n g i n g . I t i s n o w termed
as Human Resource Management (HRM). Human Resource
Management is amanagement function that helps an organization select,
recruit, train and develops.

Scope of HRM without a doubt is vast. All the activities of employee, from the
time of his entry into an organization until he leaves , come under the horizon of
HRM . The divisions includes in HRM are Recruitment, Payroll,
Performance Management, Training and Development, Retention, Industrial
Relation, etc. Out of all these divisions, one such important division is training
and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes
place in structured format.

TRADITIONAL AND MODERN

APPROACH OF TRAINING AND
DEVLOPMENT
Traditional Approach– M o s t o f t h e o r g a n i z a t i o n s b e f o r e n e v e r
u s e d t o b e l i e v e i n training. They were holding the traditional view
that managers are born and not
made.T h e r e w e r e a l s o s o m e v i e w s t h a t t r a i n i n g i s a v e r y c
o s t l y a f f a i r a n d n o t w o r t h . Organizations used to believe more in
executive pinching. But now the scenario seems to be changing.
Modern approach of training and development is that Indian
Organizations have realized the importance of corporate training.
Training is now considered as more of retention tool than a
cost. The training system in Indian Industry has been changed
tocreate a smarter workforce and yield the best results

Training and Development is one of the main functions of the human resource
management department. Training refers to a systematic setup where employees
are instructed and taught matters of technical knowledge related to their jobs. It
focuses on teaching employees how to use particular machines or how to do
specific tasks to increase efficiency.

Whereas, Development refers to the overall holistic and educational growth and
maturity of people in managerial positions. The process of development is in
relation to insights, attitudes, adaptability, leadership and human relations.
 Training and Development Programmes

Training and development programmes are designed according to the

requirements of the organisation, the type and skills of employees being trained,
the end goals of the training and the job profile of the employees. These
programmes are generally classified into two types: (i) on the job programmes,
and (ii)off the job programmes.

TRAINING DEFINED
It is a learning process that involves the acquisition of
knowledge, sharpening of skills,concepts, rules, or changing of
attitudes and behaviours to enhance the performance
of employees.

Training is activity leading to skilled behavior.

• It’s not what you want in life, but it knows how to reach it

• It’s not where you want to go, but it knows how to get there

• It’s not how high you want to rise, but it knows how to take off
 • It may not be quite the outcome you were aiming for, but it will be
an outcome
• It’s not what you dream of doing, but it’s having the knowledge to
do it

• It's not a set of goals, but it’s more like a vision

• It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or
bad the currentsituation looks) at present, and where you will be after
some point of time.

Training is about the acquisition of knowledge, skills, and abilities

(KSA) through professional development.

Other Training Programmes

Technical Training – Technical training is that type of training that is aimed at
teaching employees how a particular technology or a machine.
Quality Training – Quality training is usually performed in companies who
physically produce a product. Quality training teaches employees to identify
faulty products and only allow perfect products to go out to the markets.

Skills Training – Skills training refers to training given to employees so as to

perform their particular jobs. For e.g. A receptionist would be specifically taught
to answer calls and handle the answering machine.

Professional Training – Professional Training is done for jobs that have

constantly changing and evolving work like the field of medicine and research.
People working in these sectors have to be regularly updated on matters of the
industry.

Team Training – Team training establishes a level of trust and synchronicity

between team members for increased efficiency.
QUALITY & POLICY SAFETY

 All ingredients used at ZYDUS WELLNESS will always meet specified

quality standards and applicable legal statutory requirements.

 Factory shall maintain high standards of hygiene which ensure that our
products are healthy and safe for consumption.

 Our manufacturing processes always ensure delivery of

products consistent with product and pack specifications which are free
from contamination.

 We will fulfill these objectives through:

 Investing in appropriate technology and equipping factory adequately.

 Deploying processes which enable consistent delivery of quality products

to our customers.

 Continuous training to employees to enhance quality and food safety

 Concept of training
The efficiency of an organization depends directly on the capability and talent
of its personnel, and how motivated they are. Capability of a person depends on
his ability to work and the type of training he receives. While his personal
capability is evaluated through proper selection procedure, his training is taken
care of by the organization. Since training inputs may vary from on-the-job
experience to off-the-job training, most of the organizations undertake some
kind of training for their employees. In Indian organizations, training and
development activities have assumed high importance in recent years because of
their contributions to the achievement of organizational objectives.

Training is an educational process. People can learn new information, re-learn

and reinforce existing knowledge and skills, and most importantly have time to
think and consider what new options can help them improve their effectiveness
at work. Effective trainings convey relevant and useful information that inform
participants and develop skills and behaviors that can be transferred back to the
workplace.

The goal of training is to create an impact that lasts beyond the end time of the
training itself. The focus is on creating specific action steps and commitments
that focus people’s attention on incorporating their new skills and ideas back at
work.

Training can be offered as skill development for individuals and groups. In

general, trainings involve presentation and learning of content as a means for
enhancing skill development and improving workplace behaviors.
 PROCESS OF TRAINING

These steps are included in training and development programs as bel

ow:

1.Identification of training needs and priorities

2.Organization all analysis.

3.Man Analysis.

4.Statement of training needs.

5.Establishment of training goals and selection of trainees.

6 .S e l e c t i o n a n d t r a i n i n g o f t r a i n i n g p e r s o n n e l .

7 .Ap p l i c a t i o n o f s e l e c t e d t r a i n i n g t e c h n i q u e s .

8 .Ev a l u a t i o n o f t r a i n i n g P r o g r a mme .
Relation of Training and development

Human potential represents the greatest asset of any organization. Human

potential, however, can only be considered an asset if it is consistently developed.
Training and development are vital functions for any organization. The purpose of
training is to impart knowledge and skills necessary to effectively fulfill the
everyday operations of the organization. The purpose of development, on the other
hand, is to enhance the use of the organization’s untapped, human potential.
Increased productivity is directly related to the development of the organization’s
untapped, human potential.
Many organizations unwittingly spend a lot of money on training while ignoring
development; then ask the question, “Where is the return and how can we measure
it?” Training will never deliver a return in the absence of development.
Development is a process which permanently impacts those behaviors, attitudes,
actions, and systems directly related to enhanced organization performance. Notice
that development is a permanent process. Notice also that development is directly
related to performance and is measurable.

Training imparts knowledge and skills while development enhances behaviors and
improves performance. Every organization needs both in order to see return and
measure results. The measurement of results must be directly related to
performance.

“Training imparts knowledge and skills while development

enhances behaviors and improves performance. Every
organization needs both in order to see return and measure
results.”
 Importance Of Training & Development

Optimum Utilization of Human Resources – Training and development helps in

optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals.

Development of Human Resources – Training and Development helps to

provide an opportunity and broad structure for the development of human
resources’ technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.

Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level.

Productivity – Training and Development helps in increasing the productivity

of the employees that helps the organization further to achieve its long-term
goal.

Team spirit – Training and Development helps in inculcating the sense of term
work, team spirit, and inter-team collaborations. It helps in inculcating the zeal
to learn within the employees.

Organization Culture – Training and Development helps to develop and

improve the organizational health culture and effectiveness.

Organization Climate – Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings
from leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality of

work and work-life.

Healthy work environment – Training and Development helps in creating the

healthy working environment. It helps to build good employee, relationship so
that individual goals aligns with organizational goal.
Health and Safety – Training and Development helps in improving the health
and safety of the organization thus preventing obsolescence.

Morale – Training and Development helps in improving the morale of the work
force.

Image – Training and Development helps in creating a better corporate image.

Profitability – Training and Development leads to improved profitability

and more positive attitudes towards profit orientation.

Distinction between Training and Development:

TRAINING DEVELOPMENT

It means learning skills and knowledge It means growth of the employees in all
for doing a specific job. respect.

It has short-term perspective. It has long-term perspective.

Role of trainer is very important . The executives has to be motivated

internally for self development.

It is job- centered in nature. It is career -centered in nature.

Types of training
Training may be broadly categorized into two types:-

 On-the-job training
 Off-the-job-training

On-the-job-training
On-the-job training is one of the best training methods because it is planned,
organized, and conducted at the employee's worksite. On-the-job training takes
place in a normal working situation, using the actual, equipment, documents or
materials that trainees will use when fully trained. On-the-job training has a
general reputation as most effective for vocational work.

On-the-job training is generally being the primary method used for broadening
employee skills and increasing productivity. It is particularly appropriate for
developing proficiency skills unique to an employee's job - especially jobs that
are relatively easy to learn and require locally-owned equipment and facilities.

Morale, productivity, and professionalism will normally be high in the

organizations which have sound on-the-job training program.

An analysis of the major job requirements and related knowledge, skills, and
abilities form the basis for setting up an on-the-job training plan. To be most
effective, an on-the-job training plan should include:

 The subject to be covered;

 Number of hours;
 Estimated completion date; and
 Method by which the training will be evaluated
Advantages of on the job training
 Generally on the job training are more cost effective.
 Less disruptive to the business - i.e. employees are not away from work.
 Training an employee in their own working environment, with equipment
they are familiar with.
 Managers or supervisors can assess improvement and progress over a
period of time and this makes it easier to identify a problem intervene and
resolve problems quickly.
 On the job training is also productive, as the employee is still working as
they are learning.
 As training progresses and the employee begins to feel more confident,
this confidence would allow them to work at a higher standard and
ultimately be more productive.
 On the job training provides an opportunity to get to know staff they
might not normally talk to.

Disadvantages of on the job training

 Teaching or coaching is a specialist skill in itself; unless the trainer has
the skills and knowledge to train, this would mean that the training will
not be done to a sufficient standard.
 The trainer may not be given the time to spend with the employee to
teach them properly, which would mean substandard training has been
achieved and learning has only been half done.
Off-the-job training
Off-the-job training takes place away from normal work situations — implying
that the employee does not count as a directly productive worker while such
training takes place. Off-the-job training has the advantage that it allows people
to get away from work and concentrate more thoroughly on the training itself.
This type of training has proven more effective in inculcating concepts and
ideas.
Off the job training courses might be run by the business' training department or
by external providers.

The main types of off the job training courses are:

- Day release (where the employee takes time out from normal working hours to
attend a local college or training centre).

- Distance learning / evening classes.

- Revision courses (e.g. in the accountancy profession, student employees are

given blocks of around 5-6 weeks off on pre-exam courses).

- Block release courses - which may involve several weeks at a local college.

- Sandwich courses - where the employee spends a longer period of time at

college (e.g. six months) before returning to work.

- Sponsored courses in higher education.

- Self-study, computer-based training (an increasingly popular option - given

that attendance at external courses.
Advantages of off-the-job training
 This type of training gets employees away from their work environment
to a place where their frustrations and bustle of work are eliminated.
This more relaxed environment can help employees to absorb more
information as they feel less under pressure to perform.
 Can be a source to supply the latest information, current trends, skills and
techniques for example current employment legislation or other company
law and regulations, current computer software or computerized
technologies or improved/innovative administrative procedures. These
new skills can be brought back and utilized within the company.
 Experts in their field would cover these courses, and this would mean that
training for staff members would be taught to a reasonable standard.
 As the courses are held externally, our company would not have added
costs incurred as a result of extra equipment or additional space.
 Sending an employee on a course could help to make an employee feel
more valued as they would feel as if they are receiving quality training.
 As many courses or seminars invite employees form other companies to
attend, this would allow employees to network and perhaps drum-up
business.

Disadvantages of off-the-job training

 Depending on the course, the overall cost could prove quite expensive for
example; many courses may require an overnight stay at a hotel if the
course is outside the area or the course itself may prove to be expensive
due to the level of expertise or equipment need to deliver the course.
 As there is no real way to know the abilities both as a trainer and their
subject knowledge of the people delivering the external training courses,
there is no guarantee that sufficient skills of knowledge will be transfers
or valuable.
 Many courses do not have a system of assessment or standardization of
learning, so there is no set yardstick that can be guarantee learning has
been achieved to a specified standard.
 Training needs Assessment
Training needs
For any assessment of training needs, it is mandatory to know meaning of
training needs. The gap between the actual and desired performance, behaviour
and attitude leads to birth of training needs of employees at workplace. Hence,
arousal of training needs is a “condition of requirement” of moving to desired
level of performance, behaviour and attitude from existing level of performance,
behaviour and attitude. This condition of requirement is specific to all
organization.

Knowledge
Attitude
Knowledge Skills

GAP
Attitude
Training need
Skills

REQUIRED Knowledge
Attitude
Skills
AVAILABLE

Training needs arise when there is a condition of requirement to move to a level

of performance, attitude and skills. This leads to fulfillment of the objectives of
any organization.
When do training needs arise
 When existing level of performance, behaviour and attitude of employees
is not contributing to the success of the organization.

 When the level of motivation and morale is low among the employees in
the organization.

 When there is a special need due to some technological innovation in the

organization like introduction of ISO quality systems.

 When the employees themselves convey to the organization through

management about the key areas in which they are not much competent.

 When there is a need for updating the knowledge of employees as per the
industry scenario. This is especially the case in relation to market
scenario and legislations.

 When the organization takes special interest in some employees, thereby

intending his development, for promotion or succession purposes.

 0When business plan or business strategy demands new orientation in

knowledge, skills, attitude or behavioural orientation.

 When there is a change in policies, systems, priorities, procedures,

management expectation and focus in the organization.

 When external changes have impact in the organization.

Whom to train
Training is imparted to employees for whom the training needs have been
recognized. Training needs can arise for employees at all levels. It can be top
level employees, middle level employees and operational level employees.
Concept of Training Need Assessment (TNA)

A Training Needs Assessment is used to assess an organization’s training needs.

The root of the TNA is the gap analysis. This is an assessment of the gap
between the knowledge, skills and attitudes that the people in the organization
currently possess and the knowledge, skills and attitudes that they require to
meet the organization’s objectives.

The training needs assessment is best conducted up front, before training

solutions are budgeted, designed and delivered. The output of the needs analysis
will be a document that specifies why, what, who, when, where and how. More
specifically, the document will need to answer these questions:

 Why do people need the training?

 What skills need imparting?
 Who needs the training?
 When will they need the new skills?
 Where the training may be conducted?
 How may the new skills be imparted?

There are so many ways for conducting a Training Needs Analysis, depending
on situation. One size does not fit all.

The purpose of the needs assessment:

 lead to the design of a specific purpose improvement initiative (e.g.,

customer complaint reduction)
 Enable the design of the organization’s training calendar
 Identify training and development needs of individual staff during the
performance appraisal cycle and so on.
Training Needs Analysis Method
Below are three scenarios in which organization may find the necessity to
conduct a Training Needs Analysis.

Employee Performance Appraisal

In many organizations, each employee’s manager discusses training and
development needs during the final part of the performance appraisal
discussion. This method suits where training needs are highly varied amongst
individual employees. Typically, the manager constructs an employee
Performance Development Plan in collaboration with the employee being
appraised. The Plan takes into consideration:

 the organization's strategies and plans

 agreed employee goals and targets
 the employee’s performance results
 the employee’s role description
 feedback from internal/external customers and stakeholders, and
 the employee’s stated career aspirations

The employee’s completed Performance Development Plan should document

the area that requires improvement, the actual development activity, resource
requirements, expected outcomes and an agreed time frame in which the
development outcome will be achieved.

There may be some commonality amongst individual training and development

needs identified in the various performance appraisals. In this case, it may pay
the organization to review and classify each of the needs and convert them into
appropriate training courses (or other interventions). The next step is to
prioritize their importance and aggregate the results so that you end up with a
list of courses and participant numbers against each. Then negotiate a delivery
schedule that fits in with managers/supervisors and employees whilst keeping
an eye on your budget
Improvement Project
Most, if not all, improvement projects have some employee training associated
with them. Examples of improvement projects include planned and structured
attempts to reduce the incidence of product defects, increase sales volume and
decrease the number of customer complaints. Here, the Training Needs Analysis
begins by clarifying the measurable organizational improvement targets and the
employee behaviors required to meet these targets. For example, the
organization might set a target of a 50 percent reduction in customer complaints
by the end of the year. Employee behaviors required to achieve this target might
be:

 empathetic listening to customer complaints

 regular follow up of complaint resolution

To get to this point, though, the cause of the underperformance needs to be

determined through a series of structured questions. If there is no one else to
perform this initial diagnosis, you as the training professional may be called
upon to do this job. A performance consulting approach can help you here. With
this approach, the person doing the diagnosis first asks managers to identify
their problems in concrete terms. Next, possible causes and solutions are
discussed and training solutions identified, where appropriate.

To do this successfully, the performance consultant needs to be well-versed in

process improvement methods and employee motivation theory and practice.
For small projects, you can use a simple employee performance flow chart in
working with managers to help identify the cause of performance deficiencies.

Where training is identified as an appropriate solution or as part of the solution,

we then recommend that you work through a training needs analysis
questionnaire with the appropriate stakeholders. This will give you the
information you need to move to the training program design phase.
Constructing a Training Calendar
When constructing an annual training calendar, be wary of simply asking
managers what training they want delivered. Assessing training needs this way,
you will most probably get a wish list with little connection to the real needs of
the organization. When the time comes and they and their workers are pressed
for time, you may find it difficult to fill seats. Training is expensive, and there is
no better method for wasting your scare training dollars.

Why is this so? We find that many managers are not skilled in identifying which
of their problems can be solved by training and which cannot. For a training
calendar to be effective, it needs to be tailored for your specific organization’s
real needs. Ask your managers what training they need. However, make sure
you engage them in constructive dialog about what their real problems are and
which of them can realistically be addressed through training. If the
performance shortfall is a one-off problem, such as an increasing number of
customer complaints, it may be more effective and cost efficient to address the
issue on an improvement project basis.

Training calendars are best suited to repeatable and regular demand, such as
refresher skills training for infrequently performed technical tasks and for new
recruits joining the organization. In these cases, review what training is required
on a regular basis and look at what new recruits need to be proficient at soon
after they join your organization. Generally speaking, consult with your
management team by checking off which of the following areas require
inclusion in your training calendar:

 management, leadership and supervision skills

 soft skills, such as communication and conflict resolution
 environment, health and safety
 human resource processes, such as performance management
 business skills, such as strategy, planning and process improvement
 technical line and staff skills such as telephone etiquette and inventory
management
In constructing your training calendar, we suggest you also consider looking at
one or more of the data sources listed in the next section. Once you have
composed your list of courses, assess demand for each course and the required
frequency, all the while, keeping an eye on your budget. With a limited budget,
we suggest you get your management team to help you assess priorities.

Data Sources

In conducting your training needs analysis, you may have a variety of data
sources available to you. Which data sources you use will depend on a number
of factors. These factors include:

 the amount of time you have available

 the human resources you have available
 the level of accuracy you require
 the reliability of each data source
 the accessibility of each data source

The data sources that you have available may include:

 interviews/surveys with supervisors/managers

 interviews/surveys with employees
 employee performance appraisal documents
 organization’s strategic planning documents
 organization/department operational plans
 organization/department key performance indicators
 customer complaints
 critical incidents
 product/service quality data

For example, if you are considering providing training in project management to

project managers, you may want to interview the prospective participants, the
project managers, and their managers on what problems they are facing. It may
also pay to review planning and procedural documents to ascertain what project
management methodology and tools your organization is using, or is planning
on using.

Data sources that may show light on where the training needs to focus the most
are project performance data and post-implementation reviews. Which sources
you will actually use and how much time and effort you expend on each will
depend on your particular circumstances. Needless to say, there is no magic
formula and you will need to exercise a fair amount of judgment in most cases.
 TNA of a large manufacturing unit like Zydus Wellness

Employees

Management levels Non-management

Mo1
TNA FORMS CIRCULATED FOR
Mo2 Appraisal forms are referred for
IDENTIFYING TRAINING NEEDS
Mo3 data collection
Mo4

Mo5 APPRAISAL FORMS REFERRED FOR

IDENTIFICATION
Mo6

Mo7

DATA COLLECTED FOR ASSESSING TRAINING NEEDS

MAKING ANALYSIS FOR CATEGORISATION INTO BEHAVIOURAL AND FUNCTIONAL AREAS

BEHAVIOURAL AREAS AND GENERAL FUNCTIONAL AREAS

MANAGEMENT

COMMUNICATION SKILLS OPERATIONS

MANAGERIAL SKILLS MARKETING

SUPERVISORY SKILLS FINANCE

TEAMWORK AND LEADERSHIP HUMAN RESOURCES

INNOVATION AND CREATIVITY MATERIALS

COMPUTER KNOWLEDGE

MOTIVATIO N

PERSONALITY DEVELOPMENT
SUMMARY GENERATION FOR ASSESSMENT OF TRAINING NEEDS

MANAGEMENT COMMITTEE’S APPROVAL FOR TRAINING NEEDS

 LIST OF EMPLOYEES TO BE SENT FOR EXTERNAL TRAINING

 LIST OF PREMIER INSTITUTES WHERE OUTBOUND
TRAININGS COULD BE ADRESSED FOR REQUIRED
EMPLOYEES
 LIST OF TRAINING PROGRAMMES TO BE CONDUCTED IN-
HOUSE
 PROPOSED BUDGET FOR TRAINING

ASSENT GIVEN BY THE MANAGEMENT COMMITTEE

ADDRESSAL OF IDENTIFIED NEEDS AND CONDUCTION OF

TRAINING PROGRAMMES (IN-HOUSE AND EXTERNAL
ACCORDINGLY)

FEEDBACK EVALUATION PROCESS

RECORD-KEEPING OF THESE TRAINING FOR FUTURE REFERENCE

AND MANAGEMENT INFORMAYION SYSTEM
 OBJECTIVE OF THE PROJECT

1.The main objective of the study is to find out the influential

factors which pursued by employees in training and
development.

2. To identify the relationship between employee satisfaction and

training and development.
3.To identify the general information of training and development
and employee perceptions.
4. To understand the present practices enforced in respect of
training at the personnel department and recommend any
changes if necessary.
5. To analyze the existing training practices, its effectiveness and
recommend measure to improve the training practices.
RESEARCH METHODOLOGY :
MEANING OF RESEARCH:-
Research as “ the manipulation of things, concepts of
symbols for the purpose of generalizing to extend, correct or verify knowledge,
whether that knowledge aids in construction of theory or in the practice of an
art.”

The Research Methodology followed for further work can be primarily

classified into two stages namely Exploratory and Descriptive. The stepwise
details of the research are as follows:

Stage - I

Exploratory Study:
Since we always lack a clear idea of the problems one will meet during the
study, carrying out an exploratory study is particularly useful. It helped develop
my concepts more clearly, establish priorities and in improve the final research
design. Exploratory study will be carried out by conducting:

Secondary data analysis which included studying the website

(www.___________.com) of the company and also going through the various
articles published in different sources (magazines, books, internet, newspapers)
on Small and Medium Scale Enterprises and Training and development process.
Experience surveys also conduct with Assistant-Manager Human Resources and
the General Manager and Personnel Officer of ________________ to gain
knowledge about the nature of Training and development process followed in
the organization.

Stage – II

Descriptive Study:
After carrying out initial Exploratory studies to bring clarity on the subject
under study, Descriptive study will be carried out to know the actual Training
and Development method being followed. The knowledge of actual training and
development process is needed to document the process and suggest
improvements in the current system to make it more effective. The tools used to
carry out Descriptive study included both monitoring and Interrogation.

Sample Selection :
To know the Training and development process of the ZYDUS WELLNESS,
for identifying through Exploratory and Observational studies that the Assistant
Manager Human Resources, the General Manager at Head office and The
Esteemed Managing Director of the company are the right persons who
provides training to the employees.

Research has shown specific benefits that a small business

receives from training and developing its workers, including:

• Increased productivity.

• Reduced employee turnover.

• Increased efficiency resulting in financial gains.

• Decreased need for supervision.

Limitations:
 In view of the limited time available for the study, only the Training and
Development process could be studied.
 The sample size is too small to reflect the opinion of the whole
organization.
 The answers given by the respondents have to be believed and have to be
taken for granted as truly reflecting their perception
Sample Design

There are different types of sample designs based on two factors viz., the
representation basis and the element selection technique. On the representation
basis, the sample may be probability sampling or it may be non-probability
sampling. Probability sampling is based on the concept of random selection,
whereas non-probability sampling is ‘non-random’ sampling. On element
selection basis, the sample may be either unrestricted or restricted. When each
sample element is drawn individually from the population at large, then the
sample so drawn is known as ‘unrestricted sample’, whereas all other forms of
sampling are covered under the term ‘restricted sampling’. The following chart
exhibits the sample designs as explained above.
Thus, sample designs are basically of two types viz., non-probability sampling
and probability sampling. We take up these two designs separately.

The difference lies between the above two is whether the sample selection is
based on randomization or not. With randomization, every element gets equal
chance to be picked up and to be part of sample for study.
Definition of Probability Sampling

In statistics, probability sampling refers to the sampling method in which all the
members of the population has a pre-specified and an equal chance to be a part
of the sample. This technique is based on the randomization principle, wherein
the procedure is so designed, which guarantees that each and every individual of
the population has an equal selection opportunity. This helps to reduce the
possibility of bias.

Statistical inferences can be made by the researchers using this technique, i.e.
the result obtained can be generalised from the surveyed sample to the target
population. The methods of probability sampling, are provided below:

 Simple Random Sampling

 Stratified Sampling
 Cluster Sampling
 Systematic Sampling

Definition of Non-Probability Sampling

When in a sampling method, all the individuals of the universe are not given an
equal opportunity of becoming a part of the sample, the method is said to be
Non-probability sampling. Under this technique as such, there is no probability
attached to the unit of the population and the selection relies on the subjective
judgment of the researcher. Therefore, the conclusions drawn by the sampler
cannot be inferred from the sample to the whole population. The methods of
non-probability sampling are listed below:

 Convenience Sampling
 Quota Sampling
 Judgment or Purposive Sampling
 Snowball Sampling

Universe may be finite or infinite .The universe in this project is Finite. The
population involved in this project is employees of ZYDUS WELLNESS PVT
LTD.
Sample Size
This refers to the number of item to be selected from the universe to constitute a
sample size. In this research the sample size constitute 25 employees in the
ZYDUS WELLNESS PVT LTD. Organization.

Sampling Technique
Sampling helps a lot in research. It is one of the most important factors
which determines the accuracy of your research/survey result. If anything
goes wrong with your sample then it will be directly reflected in the final
result. There are lot of techniques which help us to gather sample
depending upon the need and situation. This blog post tries to explain
some of those techniques.

To start with, let’s have a look on some basic terminology

Population

Sample

Sampling

Population is the collection of the elements which has some or the other
characteristic in common. Number of elements in the population is the
size of the population.

Sample is the subset of the population. The process of selecting a sample

is known as sampling. Number of elements in the sample is the sample
size.
Convenience Sampling Technique is to be used in this project.

Here the samples are selected based on the availability. This method is used
when the availability of sample is rare and also costly. So based on the
convenience samples are selected.

For example: Researchers prefer this during the initial stages of

survey research, as it’s quick and easy to deliver results.

Research Design
Description research is used to observe and describe a research subject or
problem without influencing or manipulating the variables in any way. Hence,
these studies are really correlational or observational, and not
truly experimental. This type of research is conclusive in nature, rather than
exploratory.

This research is based on descriptive research design.

Area of Research
The research is to be conducted in Aligarh area.

Sources of Data
Two kinds of data was collected. Both primary and secondary data shall be
used to satisfy the objectives of study.
PRIMARY DATA
Data are those, which were to be collect a fresh & for the first time and thus
happen to be original in character. Methods are :

 Questionnaire
 Informal interview
 Observation

SECONDARY DATA
Data collected by someone else for some other purpose (but being utilized by
the investigator for another purpose).Methods are:

 Text Books
 Articles
 Websites

TOOLS FOR DATA ANALYSIS

For analysis and interpretation of primary data percentage analysis is to be
mainly used due to qualitative nature of data and bar diagram are to be used to
represent them in pictures.
 Anexxure 1
QUESTIONNAIRE TO STUDY TRAINING AND
DEVELOPMENT IN ZYDUS WELLNESS
NAME:

SEX:

AGE: Below 25 yrs 

25-35 yrs 
35-45 yrs 
45-55 yrs 
Above 55 yrs 

EDUCATIONAL
QUALIFICATION : Below SSLC 
SSLC 
PDC 
Graduate 
Post Graduate 

DEPARTMENT:
DESIGNATION:
EXPERIENCE :Less than 5 yrs 
5-10 yrs 
10-15 yrs 
15-20 yrs 
Above 20 yrs 
DATA ANALYSIS AND INTERPRETATION

Data Analysis
1. For how many years you are working in Zydus Wellness India Pvt. Ltd?

Fresher 3
1-2 years 1
3-4 years 8
5 years and above 13

2. What is the first thing that strikes your mind when you hear the word
‘training’?

Job requirement 0
Perfection 7
Career progression 6

Skill enhancement 12

3. Which type of training you think is more important for the employees?

Behavioral 15
Functional 10

4. On a scale of 1 to 5 rate the following features on the basis of there

importance for any training?

Good trainer 99
According to training need 95
Relevance of training 91
Effectiveness of training 97
Need should be linked to business mission and
goal 106
 5. Do you think it is difficult for trainees to apply the skills they learned in
training once they return to the job?

Yes 10
No 15

6. Evaluate the following training on the basis of given attributes: (On the
scale of 1 to 10)

Names of training Relevant Effective Development oriented Job specified

GFMP 167.5 164.5 172 151

SAFTY 178 166.5 159 161.5
ETHICS COMPLIANCE 165 141 148 156.5
HEALTH & NUTRITION 165.5 162 166.5 162.5
QRMP 168 174 170.5 167.5

7. What positive consequences are associated with successful completion of

training?

Increased pay 0
Recognition 4
Promotion 0
All the above 19
none of these 2

8. Training programs of Zydus Wellness help a lot to improve your skills?

Strongly agree 9
Agree 14
Neutral 1
Disagree 0
Strongly disagree 1

9. Training programs in Zydus Wellness always give positive output?

Strongly agree 9
Agree 11
Neutral 5
Disagree 0
Strongly disagree 0
10.Individual attention is always given by trainer?

Strongly agree 4
Agree 15
Neutral 4
Disagree 2
Strongly disagree 0

11.Should there be any improvement done in the training programs of the

company?

Yes 19
No 6
 Interpretation

Time period of working in zydus wellness

14
12
10
8
6
4
2
0
Fresher 1-2 years 3-4 years 5 years and
above

Though this research I found 52% of employees from the sample are working
since more than 5 years.

First thought after hearing the word training

12
10
8
6
4
2
0
Job Perfection Career Skill
requirement progression enhancement
Though this research I found that 48% of employees associate training with skill
enhancement. This clearly point out that employees believe that training help to
improve there skills.

Types of training in zydus wellness

15

10

0
Behavioral functional

Through this research I found out that 60% of employees believe that behavioral
trainings are more important for them.

Features of training

110
105
100
95
90
85
80
Good trainer According to Relevance of Effectiveness Need should
training need training of training be linked to
business
mission and
goal

Through this graphs I concluded that employees rate “need should be linked to
business mission and goal” as the most important feature for any training.
,whereas “good trainer” is at number 2nd position in the hierarchy,
“effectiveness of training” at number 3 rd, “according to training need” at
number 4th and “relevance of training” at number 5th.

Difficulties by trainees to apply there

skills

15

10

0
yes no

Only 40% of employees find difficult to apply the skills they learned in training
once they return to the job.

Relevant
178
176
174
172
170
168
166
164
162
160
158

Though this research I found that safety trainings are the most relevant training.
 Effective
175
170
165
160
155
150
145
140
135
130

Though this research I found that QRMP is very effective training.

Development oriented
174
170
166
162
158
154
150
146
142
138
134
130

Though this research I found that GFMP and QRMP are most development
oriented training.
 Job specified

168
166
164
162
160
158
156
154
152
150
148
146
144
142
GFMP SAFETY
ETHICS COMPLIANCE
HEALTH & NUTRITION
QRMP

Though this research I found that QRMP is more job specified.

positve consequences associated with

training

20
18
16
14
12
10
8
6
4
2
0
Increased recognition Promotion All the above none of
pay these

Majority of employees know that there are many positive consequences

associated with training. They have a positive bend towards outcomes of
training. Though this graph I concluded that most of the employees agrees that
training program of Heinz helps to improve there skills.
 Positive output

12
10
8
6
4
2
0
Strongly Agree Neutral Disagree Strongly
agree disagree

80% of employees agree that training program in Zydus Wellness always give
positive output. No one disagree with it. This clearly concludes that training
program of are very effective.

Individual attention by trainer

16
14
12
10
8
6
4
2
0
Strongly Agree Neutral Disagree Strongly
agree disagree

60% of employees agree that individual attention is give by trainers but there
are employees who did not agree. This clear conclude that trainers need to be
efficient.
 Need of improvement

20

15

10

0
yes no

76% of employees from the sample says that there is a need of improvement in
training programs of zydus wellness. They also gave many suggestions.
 FINDINGS

During the research study conducted among the employees of

Zydus Wellness Pvt. Ltd. by the help of my Observations n
Interactions held with them, my findings are:

Training is the most important part of any organization and no

person can think of thedevelopment without it. By training the
attitudinal change in the employee leads to the positive
thinking, a sense of devotion to organizational and also by the help of
technicala n d b e h a v i o r a l t r a i n i n g t h e p e r s o n i n t h e o r g
a n i z a t i o n c a n b e a w a r e o f t h e l a t e s t developments and
how to come up with the best output with minimum
investement and minimum labor waste. This leads to the
increase in the profit of the organization. This view is of the
managerial and staff level employee.

The zydus wellness manager feels that the training needs of the
employees are fulfilled and they are holding on time while
individual workers have different opinion about it. According
to them the trainees need identification is not done on time and
mostly it islate. So it is not so effective.
 CONCLUSION

In conclusion, we all know that training and development programs

are important for an organization to develop the employee. When a
child was born he required constant touch of parents till he stood on
his own feet. An organization though flowered by creams of the
society, still training is required due to rapid technological up
gradation and change in working methods every day. Training aims at
continued self-development of the employees. Employees are
expected to develop themselves continuously in an organization.
When the employees in an organization are developed from time to
time with all updated knowledge, then definitely that organization
will grow to a greater height.
 SUGGESTIONS

1) Suggestion scheme may be opened for staff and technician. The

main advantage is that would help convince the employees that
the organization “listen to them” and they are the part of
organization.

2) Training should aim at improving the skills of the employees

and so that training should be practically given by imparting it
on the job.

3) Suggestion and experience from other business houses &

people from related field should also taken & in calculated if
used.

4) New development programs should be used.

5) External and internal training programs should be connected

with each other.
 BIBLIOGRAPHY

The Collection of data for this report taken by me from various sources that are:

COMPANY PROFILE www.google.com

TRAINING AND DEVELOPMENT by Raymond A. Noe
DATA ANALYSIS AND INTERPRETATION by company
employees
PERSONNEL MANAGEMENT by C.B Mamoria