IDEA FOUNDATION

3rd Floor, Kamar Education Trust Building,

Nr. Hotel Fortune Landmark, Usamanpura,

Ahmedabad- 380 013.

Gujarat, India.

Code No. 01535

“TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL”

BY:

DHARA PATEL

520956041

A Project report submitted in partial fulfilment of the requirement for the degree of Master
of Business Administrator of Sikkim Manipal University, India.

Sikkim Manipal University of Health,

Medical and technological & Technology sciences

Distance education wing,

Syndicate House,

Manipal – 576104.
 ANNEXURE – B

(STUDENT DECLRATION)

I hereby declare that the project entitled

“TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL”

submitted in partial fulfillment of the requirement for the degree of Master Of Business
Administrator of Sikkim Manipal University, India, is my original work and not submitted
for the award of any other degree, diploma, fellowship, or any other similar or another
similar title or prizes.

I also declare that this project includes my own findings & done on my own efforts.

Place: Ahmedabad Name- DHARA PATEL

Date: Registration No: 520956041

 ANNEXURE – C

The project report of Name

“TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL”

Is approved and is acceptable in quality and forms.

Internal Examiner External Examiner

 ANNEXURE – D

This is to certify that the project report entitled

TRAINING NEED ANALYSIS OF EMPLOYEE IN VADILAL

Submitted in partial fulfilment of the requirement for the degree of Master Of Business
Administrator of Sikkim Manipal University of Health, Medical and Technological sciences.

DHARA PATEL

Has worked under my supervision and guidance and that no part of this report has been
submitted for the award of any other degree, diploma, fellowship, or any other similar or
another similar title or prizes and that the work has not been published in journal or
magazines.

(Reg. No: )

520956041

Certified by:

( )
 PREFACE

“ONE MUST LEARN THING BY DOING IT”.

It is a great opportunity for management students of Sikkim Manipal University to get exposure to
the real corporate world as a part of academic curriculum of M.B.A. and get wide exposure to the
real corporate world during industrial project.

The procedure, process of and systematic approach of this company inspires me to make report on
“Training Need Analysis” situated at Vadilal Industries Ltd., Vadilal House, Navarangpura
railway crossing, Ahmedabad.

Overall background of the company can be viewed precisely. Through this report as it covers
complete process of “Training Need Analysis” of candidate in the organization.
 ACKNOWLWDGEMENT

With great zeal, I present my individual Grand Project Report in MBA (SEM IV) on VADILAL
INDUSTRY LTD. at Ahmedabad.

My Acknowledgement remains incomplete without great thanking to Mr. Kiran Patel (HR
Executive) employee of Vadilal Industry.

I wish to express my sincere thanks to Mr. Trilok Sharma, the Director of IIMT, Ahmedabad and
also my pleasures to my project guide Ms. Anu Gupta who providing relevant information of my
project. It is due to his encouragement, valuable guidance and direction for this project work,
which would not be finished without their help. It give me the immense pleasure to
acknowledgement the thanks to all the persons who have given me their support and guidance for
preparation of this project “Training Need Analysis”.

The prime objective of the training is to acquire comprehensive & analytical study of industrial
environment.
 EXCUTIVE SUMMERY

Vadilal group had its humble beginning, more than 80 year ago, when its founder, late Shri
Vadilal GANDHI STARTED MANUFACTURING ice-cream with a hand cranked machine.

Today is the age of globalization, and competition has become a regular feature in every industry.
Every player in the market has to strive hard to sustain. Good marketing strategies are always
assisting the companies to survive and growth.

Consumers are the king of the market today. He is the one who chooses from all the available
brands and selects the company of his will. The impact of digital revolution on consumer
behaviour sets the tone for setting up the modern marketing strategies that includes the study of
consumer behaviour, its diversity and its development.

The companies today use the training help of the employees. It is the important part of the
employees, because it is help in better future progress in job.

Vadilal is one of the leading companies in the organized sector of ice-cream industry in India. I
have tried conducting a survey on “Training needs analysis in Vadilal employees”. For this
purpose I have prepared a questionnaire that includes most of the questions giving information
about the overall what employees needs for training. The sample size was 35 employees the report
also includes the important facts about the entire ice cream industry and SWAT analysis of all the
major ice cream players of Gujarat including Vadilal.
 INTRODUCTION TO VADILAL GROUP

VADILAL the name of conjures up image of ice-cream laden bowls and plethora of new
flavours. Starting foam one man show with a hand cranked machine in 1926 as a small retail
outlet, the ice-cream division now has a production caption of 1 lake 1 trs/day at 3 sophisticated
plants, locked at Ahmadabad, Pundhara and Bareilly. These ISO 9002 certified plants for
Pundhara and Bareilly are established in such a way that they are in consonance with the market
expansion strategies of the division.

Vadilal has one of the largest cold chain networks in India, Comprising of 12 C&F agents, 250
distributors‟ 15000 retailers. The network is kept alive by large fleet of refrigerated vehicles.
Refrigeration equipment and freezer alive by large fleet of refrigerated vehicles. Refrigeration
equipment and freezer are sourced from world leaders in the technology so as to deliver quality
products to the consumers, which is a commitment at Vadilal.

Vadilal has 25% of the India ice-cream market as its share. But that‟s no surprise considering
that the group has the largest range of ice-cram in the country in a variety of flavours, packs &
forms. The group has a product matrix of over 200 SKUs comparing of cones of “flavours of the
mouth” Under which the company develops and market one new flavour every month for its
customers delight.

“To provide products and services at an affordable price without compromising the
quality,” says Shri Ramchandrabhai Gandhi
 Company History - Vadilal Industries

YEAR EVENTS 1961 - Vadilal Ice-cream Pvt. Ltd. was Incorporated on 12th June, to carry on
the business of manufacture of ice cream candy.

1982 - The Company was incorporated in the name of Vadilal Oxygen Pvt. Ltd., on 28th April to
carry on the business of purification and refilling of oxygen gas and selling the same. The
Company objects in Processing of frozen fruits, vegetables and manufacture of ice cream.

1985 - The Company was amalgamated with Vadilal Oxygen Pvt. Ltd. effective 1st July.

1989 - Name of the Company was subsequently changed to Vadilal Industries Pvt. Ltd. and it
became a Public Ltd., company from 4th August. It was promoted by Ramchandra R. Gandhi and
Laxmanbhai R. Gandhi.

1991 - The processed foods and frozen vegetable division commenced activities in May. - The
products such as canned/frozen tropical fruit juices and pulp canned/frozen vegetables are mainly
exported. The commodities division comprises HPS groundnuts, soybeans extraction, sesame
seeds, non-basmati rice etc.

1993 - The ice-cream division had introduced 300 flavours in 600 different packs. The company
entered into a marketing arrangement with a leading Company in U.P. to manufacture and sell the
products under the brand name and as per the quality stipulated. Similar arrangements are to be
entered into with Companies in Tamil Nadu, Punjab, M.P., W.Bengal. –

In future, it was proposed to include extruded products, frozen desserts, low priced varieties like
milk, lollies, mini milk fingers, fruit based ice creams etc. - The Company proposed to
manufacture concentrated fruit juices/ pulps aseptically packed with an annual capacity of 16,200
TPA. Also frozen dessert an item containing vegetable fat and in low cholesterol was to be
manufactured in novelty shapes and bulk packs in various flavours.

1994 - Exports of agricultural commodities such as HPS, soya bean natural and hulled sesame
seeds and also vegetable and fruit pulps rose by 61% to Rs.18.46 crores when compared on an
annualized basis and the overall working were reported to be satisfactory. - The company
launched low fat calorie ice-cream `Vadilal Lite' in different flavours manufactured at
Ahmedabad, Gujarat. - The Company undertook to install new machineries for IQF project (for
manufacturing frozen vegetables and fruits) at Dharampur, Dist. Valsad, Gujarat. The Company
launched mango pulp, mixed fruit and pineapple jam, tomato ketchup sauce, sweet corn soup
(cream style) and baked beans. - The Company installed wind farm unit with total capacity of 1.28
MW consisting of 4 Wind Turbine Generators (WTG) of 320 KW each and 400 KVA
transformers at village Lamba, Dist. Jamnagar, Gujarat.

1995 - The Company was on the lookout for a foreign collaboration. - Additional WTGs of 320
KW each was installed at village Bhogat, Dist. Jamnagar, Gujarat. - The company received
necessary permission for developing commercial building project name `Mahalay' off C.G. Road,
Navrangpura, Ahmedabad at a cost of Rs.9 crores.

1996 - The company has installed IQF facilities at Dharampur plant at a total cost of Rs.6 crores
by using fluidised bed-belt type continuous freezing technology imported from U.K. with a
capacity of process 2 MT of fruits and vegetables per hour. - The Company has launched
Manga/Pulp/Ral, frozen green peas into domestic market.
 GLOBAL SCENARIO OF THE INDUSTRY

India is the world‟s largest producer of milk, the second largest producer of fruits and vegetables,
a major producer of spices, tea and coffee and has a large livestock population and vast marine
wealth. In fact, India, one can say, is almost sitting on a goldmine of processed food. There is not
only a potential for vast domestic market but also huge overseas market.

Today, vadilal is the familiar name in every Indian household. What started as a one man show
with a hand cranked ice-cream maker in a small retailer outlet has today grown to employ over
700 people. What started with the earning that could easily fit into a pocket, has today risen to an
annual turnover of Rs 1250 million of which around 25% is contributing by the export? What
started as a parlour with homemade ice-cream has already branched out into processed foods,
chemical and specific gases, construction and real estate, forex advisory services.

Vadilal has decided to be the major player of international processed food business from India.
Vadilal has adopted some of the high quality standards like ISO 9001:2000&ISO
22000(HACCP) with advanced production techniques like IQF.

Vadilal‟s products are exported to more than 45 countries.

Today, companies have dynamic sales force of over 150 sales and marketing professionals. The
company has effected change in its organizational structure and training inputs from time to time,
in order to infuse a competitive spirit among peers and built a consolidated force of live wire
professionals. Target achievement in monitored through an elaborate management information
system across the rank and file. Vadilal has to challenge of time held its own in the country, even
in the presence of global giants.

The company is exporting nearly 60 products in USA, UK, Canada, Kuwait, UAE, Singapore and
New Zealand. The company has also started selling processed food products in domestic market.
Among the products, one is Choc-bar and King Cone –all time favourites which have today
attained the generic status. Another one is Kulfi-traditional Indian milk sweet. Some of their
products are combination with confectioneries.

Since their products are highly perishable, quick transport and proper storage are of paramount
importance. Hence the refrigeration equipment and deep freezes are imported from companies,
which are world leaders in their respective fields. To ensure sufficient, timely and constant ice-
cream supply, they have a cold chain network comprising there manufacturing plants (totaling a
production capacity of 1.25 lack liter per day), about 23c&FA more than 500 distributors and over
40,000 Retailers.
 NATIONAL SCENARIO OF THE INDUSTRY

The “vadilal “philosophy of providing its customers with products and services at affordable
prices has resulted in the brand being a household name in India. Vadilal group has plans to set up
a new ultra modern and highly sophisticated ice-cream manufacturing plant in the state of west
Bengal. The plant would have a small unit for food processing. The plant would have a capacity
of 50,000liters/day and will be located about at Sakhalin Industries Estate, Howrah 15 kms, from
Kolkata. In 1982 the company was incorporated in the name of vadilal oxygen pvt.ltd. On 28 th
April to carry on the business of purification and refilling of oxygen gas and selling the same.

Head Quartered in Gujarat, the most industrialized state in India, the group had a turnover (1989-
99) exceeding Rs 200 crores. Major companies of the group are listed in several Stock Exchange
in India. The group has a larger investor base and it brand name “Vadilal” commands an excellent
equity.

Vadilal group is divided into two parts:

Vadilal Industries Ltd:

Vadilal Enterprise Ltd:

An excellent product would be of little use if it didn‟t have somebody to maintain that excellence
and give it to the world. That is how Vadilal enterprises –the marketing arm of Vadilal Industries
came into existence.

There are four plants of VADILAL INDUSTIES LTD

1 Pundra

2 Bareilly (UP) (These plant was establish for ice-cream division)

3 Dharampur (Valsad) (These plant was established for processed food division)
 History of Vadilal Group in Gujarat

Gujarat based Vadilal group has strongly denied that the company is up for sale.

Vadilal Icecream is an almost 50-year old brand with two manufacturing facilities, in Gujarat and
UP.

Also, "Vadilal is over 80 years old company and has the largest cold chain network at national
level. The brand sales is Rs 165 crore and has ambitious expansion plans with investment of over
Rs 46 crore," the denial added.

Its turnover in 2006 was Rs 97 crores, while its profit was a mere Rs 2 crores. Though, Vadilal is
a major player in western India, with a 35% share of the market, nationally, it has just 7-8%.
Sources say the company could fetch a total valuation of over Rs 200 crore and sources say the
company could earn over Rs 100 crore.

It may not be tough for Vadilal to find buyers. It is heard that domestic giant, ITC food tempted
by the ice cream market and may soon launch its own ice cream brand.
 History of Vadilal in Ahmedabad

Ahmedabad- based Vadilal is the third largest ice-cream brand in India.

AHMEDABAD: In 1907, a certain unassuming gentleman started a soda fountain outlet in

Ahmedabad. He, later on, passed on the business to his son Ranchod, who ran a one-man show,
and, with a hand-cranked machine, started a small retail outlet in 1926. What was started in 1907
by Vadilal Gandhi has now turned out to be third-largest ice-cream brand in India, which boasts of
500 distributors and more than 40,000 retailers. With its 120-plus flavours, Vadilal has one of the
largest ranges of ice-creams in the country.

Brand Vadilal firmly established itself in the early 1960s. With the entry of Vadilal's grandsons,
the Gandhi family decided to ramp up operations and incorporated the company in 1961. Before
introducing automatic machines around 1960, Gandhi family used to manufacture ice cream in
wooden drums called Kothis.
 CURRENT STATE OF THE INDUSTRY

The ice-cream industry in India today has a turnover of Rs. 15 billion (US$330 million). A quarter
of this comes from the house of Vadilal alone. But that‟s no surprise, considering that they have
the largest range of Ice-cream in the country-120 plus flavour, in variety of more than 250 packs
and forms. The range includes cones, candies, bars, ice-lollies, small cups, big cups, family packs.
Something for all tastes, preferences and brand.

To make it convenient for the customer to relish complete range under one roof, they have set up a
chain of happinezz Parlours „Ice-cream Boutiques‟ so to say. Presently Vadilal has about 80
parlours across the country that ensures amazing Ice-cream preparation for its consumers. Number
of people visits these parlours daily because they know that vadilal products contain the purest
and creamiest milk, and the freshest and tastiest fruits and nuts.

The vadilal industries Ltd is also for export department. The industry exports the process food.
Vadilal industries ltd is also very famous for their ice-cream all over India. Vadilal also develops
the chemical, gas and manufacturing activity also.

Vadilal industries Ltd have achieved 25%market share of all over Indian Ice-Cream.

There are six divisions in Vadilal Industries ltd:

1. Ice-cream division
2. Process food division
3. Chemical division
4. Real estate
5. Forex division
6. Happinezz parlour
 FUTURE SCOPE OF THE INDUSTRY

Vadilal observes a very strong market standing in the international front. Success at international
market is attributed to systematic induction of marketing orientation and strengthening of
marketing &distribution efforts.

In the arena of Indian exporters, Vadilal is acknowledged as a visionary force. The products are
being distributed under „Vadilal Quick Treat‟ brand in nearly thirty countries, which speaks loud
enough about its popularity and global acceptance.

Also, in this area of globalization, competition and professionalization have bundle of

opportunities available all over the world. Who would not want to grow and emerge as a winner in
this corporate world? Today‟s employees are more ambitious and have bigger aspiration than the
„baby boomers‟. They want to grow fast and achieve their goals soon; they set higher goals and do
not compromise in achieving these goals. They are hard working, sincere, enthusiastic, energetic
and passionate and the most important is they dare to dream, to touch the sky. Today, employees
are not stick to just one post and one organization throughout their working life. They want
change Development in their career. This scenario had lead to the situation that no organization
can afford to ignore the importance of inculcating career development in the organization if it
desires to retain its performers and prevent the competitors to poach them.
 PROSPECTS OF THE INDUSTRY

The manufacturing retail industry has given a boom to retailing of ice-creams as well. Ice-cream
parlours have grown across the country. Be it after dinner or a celebration, ice-cream are for all
occasions.

Vadilal stands among the most reputed and popular ice-cream brands in India. The company
brings to you a unique opportunity to be a part of this ice-cream industry though its Happinezz
parlours. These parlours are spread across the country and they serve the most delicious ice-
creams to the ice-cream lovers. As a franchisee not only are you getting associated with this
esteemed brand but also with its high image?
 H.R. PHILOSOPHY OF VADILAL

ENTERPRISES

We believe that investment in human capital is of utmost importance in order to achieve and
sustain growth.

Vadilal Group has a progressive and a dynamic Human Resource (HR) philosophy. We
understand that Human Resource Management is concerned with integrating people into a work
environment, motivating them to work together effectively and providing them social,
psychological and financial satisfaction – this is what we exactly try to do.

We believe in transforming our human capital into a key source of competitive advantage because
we understand its value when tough competition is ruling the market scenario. Our strong value
system is driven by result orientation, adaptability to change, humility and respect for
subordinates and peers. We help the employees to harmonize their personal growth strategy with
the growth strategy of the group.

We believe our people are our most valuable asset who has made Vadilal what it is today; and it is
they who will take us far beyond the horizon, in the days to come. Our Human Resource
Department plays a major role in conducting specialized training programmers, encouraging
innovative ideas, inculcating willingness to accept change and rewarding all this with an attractive
incentive package. The building of which is control all the activities of Vadilal Industries Ltd it
handle of various departments in like HR department, research department, management of
system department etc.
The HR team at Vadilal Group believes that there is immense potential in every individual and
that every individual would always want to achieve the best for himself and his family. The HR
team also believes that success can never be achieved by being self centric but can only be
achieved by aligning one‟s personal goals with the Organizations Goals.

For aligning ones personal goals with the Organizations goals the individual may do the
following:
1. Always keep the Organization‟s Goal and Values in mind.
2 Always have a goal for yourself and see that your goal is helping the organization also in
moving ahead
3. Perform ones individual task to ones fullest ability
4. Give ones full contribution to the team task

The HR team along with other related departments tries to give Va Delights the conducive
environment to work in, challenging Assignments to prove oneself, differential remuneration to
achieve end results and training and development to perform better in your Current job and also
prepare for higher positions.
 VADILAL CULTURE

Organizational Culture is the easiest thing to comprehend and at the same time the most difficult
thing to define. This is because of the aura of mystique that surrounds Organizational Culture.

The company‟s constant endeavour is to create a performance driven work culture with focus on
employee satisfaction and retention.

Development:
Skilled Human Capital is critical for the growth of any organization. We believe in adding value
to s human capital through various HR practices that co-exist in unison with each other.
Performance reviews, training workshops are some of the tools that aid in nurturing the human
capital.

Quality:
Quality is an integral part of the company‟s well-defined and dynamic HR policies and practices.
The entire processes, development, achievement, performance evaluation and appraisals are
driven by quality of output and result orientation.

Work-Life:
We believe in work life balance and hence we have flexible working hours at Corporate Office.
This keeps our employees happy and we are able to achieve greater efficiency and effectiveness.

Open Door:

We have an open door management policy so that our employees are always free to discuss the
problems they face and the management can always extend a helping hand to sort out
 Code of Conduct

The group believes that the image of any Organization perceived by employees and outsiders is
based on multiple factors and one of such factor is the interaction between employees within the
Organization and the interaction between employees and outsiders. Few of the points mentioned
below give guidelines on how to maintain and improve this image.

Self Discipline:

The company believes in high standard of self discipline.

The company expects the employees to be punctual in following work related deadlines.

Employees should use reasonable care and skill in the discharge of duties and responsibilities and
exercise of powers for the benefit and prosperity of the Company. Not to carry on any personal
business in the factory premises during work hours.

Employees should comply with Laws, Rules and Regulations related to their work and conduct.

To keep the work place neat and clean and properly organized. Smoking and Tobaccos are strictly
prohibited in the factory/office premises.

The safety of people in the Workplace is a primary concern of the Company. Safety is every one‟s
responsibility.

Company policy prohibits sexual harassment and harassment based on medical conditions, race,
religious creed, color, national origin or ancestry, physical or mental disability, etc.

Protection and Proper Use of Company‟s Assets, thefts carelessness, and waste of the Company‟s
assets and property have a direct impact on the Company‟s profitability. Company‟s assets should
be used properly and only for legitimate business purposes.
 REMUNERATION

Work Schedule:

We are present a various locations and the work schedule is different for different locations. The
work schedule is based on the needs of the location and the rules governing that particular
location.

The work schedule at the corporate office is from 9.15 am to 6.30 pm and the lunch break is from
1.00 to 1.30 pm. The Corporate Office has holidays on 2nd and 4th Saturdays of the month.

The work schedule at the Manufacturing Facilities is based on shifts and its details are available
with Local P & A depts.

Employee Number:

Every employee shall be given a Employee Number. The employee should remember this and
should always mention this in any communication with P & A and HR dept.

Attendance:

Every employee is informed how his attendance is to be maintained in the company.

Every Employee is given a punching card. The employee should punch this card whenever he
enters or leaves the premises of his work place. If the employee has Vadilal User ID then he can
see his attendance and submit the relevant reports to the P & A dept.

Gate Pass:

If during duty hours, you are going outside for official/personal work, you are required to obtain
Gate Pass from your HOD which is to be handed over at the main gate before leaving the
premises.

Paid Holidays:

The list of paid holidays is circulated to all in the month of December every year. Notices
specifying the days observed by the companies as Holidays and Pay days are posted on the notice
boards.
Leave & Absence:

Your leave eligibility would be governed the rules and regulations governing the different
companies. An informative table below mentions the different eligibility for the leaves.

In case of emergency or if you are sick and unable to come to work, then please make sure that
you inform your HOD about it. In normal circumstances the leaves should be preplanned. All your
leave applications in the prescribed form should be submitted to P & A dept. in time. Prescribed
forms are available with P & A Office. It is the employee‟s responsibility to clear his attendance
regularly and not wait till the final day of salary calculation.

Reimbursements:

The reimbursements are given through separate modes of payment.

Medical Reimbursement

For claiming this medical reimbursement under tax rebate clause you will have to produce
medical bills. These medical bills can be of any expense incurred for medical treatment and is to
be submitted with a forwarding application.
 Company development

On 10th November, 2001 Vadilal Industries ltd. made a record by making the largest I “SUNDAE
ICE-CREAM”. The ice cream was made using 4950 liters of ice cream, 125 kgs dry fruits and 39
liters of sauces. Length of the sundae was 20 feet and height of 9 feet.

 The Bareilly plant has been awarded the coveted ISO 9001 Accreditation and HACCP
certification.
 Vadilal Ice cream has achieved 30%market share among Indian Ice Cream Industry and
60% market share in Gujarat.
 They have been awarded the ISO 9002 certification for quality system, by M/s
Underwriters Laboratories Inc, USA.
 Vadilal was also awarded the certificate of merit for excellent export performance by
APEDA (Agricultural and Processed Foods Export Development Authority)
 Theirs is one of the largest marketing networks for industrial gases in Western India.
 It has larges cold chain network in India
 25 Stock points all across the country
 450 distributors in different cities
 Ice Cream sold through 20000 retail outlets

„Export House‟ status by Govt. of India since 1994.

 Managing Body:
Chairman Mr.Rameshchandra R. Gandhi

Vice-chairman Mr.Virendra R. Gandhi

M.D Mr.Rajesh R. Gandhi

Directors Mr.C.M.Manjar

Mr.V.G.Patel

Mr.M.N Vora

Mr.Laxmikant B.Patel

Mr.Kshitish M.Shatt

Mr.Dilip M.Patel

Company secretary: Mr.Nikhil Patel

Auditors: M/S Kantial Patel

Charted accountant

Ahmadabad.

Bankers: Bank of baroda

State bank of India

UTI Bank

South Indian bank

Textile trader‟s Co-operative

E-mall Address: www.vadilalgroup.com

www.vadilalmarkets.com
 DIVISION OF VADILAL GROUP

VADILAL GROUP

ICE-CREAM
DIVISION

PROCESSED

FOOD

DIVISION
VADILAL
CHEMICAL

LTD.

REAL ESTATE

FOREX AVISIORY
SERVICES &FFMC

VADILAL
HAPPINEZZ

LTD.
 1. ICE-CREAM DIVISION

Vadilal Ice Cream division has always been a hot favorite with the people both inside and outside
the organization. In India, the name Vadilal is synonymous with Ice Cream.

Vadilal is the first organization sector that is making Ice Cream. A Vadilal industry is very
popular for their Ice Cream. The name of Vadilal has connected with different types of Ice Cream
and their flavour. Vadilal offers the widest range of Ice Cream flavours and frozen desert above
200 in the category in packs including cups, party pack family bricks, cones and candies. The Ice-
cream Division now has a production capacity of 60,000 litters per day at three sophisticated
manufacturing facilities in the country. The geographical locations of these facilities are such that
they are in consonance with the market expansion strategies of the Division.
 2. PROCESS FOOD DIVISION

Ahmedabad-based Vadilal Industries, known for its famous brand of ice cream, is all set to ramp
up its frozen-food business. The company plans to launch frozen Naan and Tandoori, Paratha
under the Quick Treat brand name within three months. South Indian food items like Dosa, Idli
and Uttapam are also on the cards.

In the first phase, we will launch the items in export markets like US and European countries
including UK. Subsequently, we will explore the domestic market," Devanshu Gandhi, managing
director, Vadilal Industries, said. He declined to divulge details about investment for the new
project.

"In the second phase, we will tie-up with domestic retail players to market the frozen food.

At present, we are focusing more on north India and expanding our dealer base. We have set
targets for exports and revenue but it is too early to comment," he added.
 3. CHEMICAL DIVISION

Vadilal Chemicals Ltd. is a multilocational, multiproduct company of the Group. Since 1970 the
company is engaged in manufacturing of Industrial and specialty gases, petroleum products are
Nitrogen, VCL Argon, VCL Hydrogen, VCL Helium, Anhydrous Ammonia, and Liquor
Ammonia Liquid Argon.

A Vadilal chemical limited is a leading player in the industrial gas business that supplies pure
gases, industrial gases mixtures and specialty gases. We carry a high degree of commitment
towards quality, safety and services to ensure full customer satisfaction.
 4. REAL ESTATE

Vadilal, a name to reckon with in Ice Creams has always been at the forefront of innovation.
Vadilal forayed in construction business in 1994. With the ever-increasing rapid growth of
commercial sector, the persistent need for real estate is now getting more urgent. In spite of the
various complexes coming up all across the city, there is a lot left to be desired, in terms of
architecture, design and other details. This is the prime reason behind Vadilal‟s foray into real
estate and construction.

Company constructs the houses for selling purpose, for construction purpose organization has
plant in THALTEJ near Ahmedabad .
 5. FOREX DIVISION

Foreign Exchange Management, Commodity Market Advisory, is gaining importance now a days
on account of its complexity, as also requires expert comments, advise, guidance, and also utmost
important in view of the fact that the whole of FOREX and Commodity markets becoming very
close. Treasury Management concept has been accepted by large organizations. Forex Advisory as
a tool is also accepted widely by Exporters, Importers and Commodity Traders, because of timely
and appropriate advise in relation to movements of the currency, commodity and money markets.

VADILAL, a Company popularly known by VADILAL brand ICECREAM, has established

FOREX Advisory and Exposure Management service. The basic idea of such establishment is to
provide effective and relevant knowledge, advise, and guidance to Importers and Exporters and
Commodity traders.

BULLION Informative services of Gold, Silver, and Precious metals on International trading,
quotes, rates, forwards, futures, etc.

www.vadilalmarkets.com is prescribed by many as complete FOREX portal. It is a complete

portal of information, interactive and intelligence providing multiple uses to Exporter, Importer
and those trading in commodities.
 6. HAPPINEZZ PARLOUR

Vadilal‟s concept of serving ice creams with a difference was launched in 1991 with the name
“Happinezz”.

Happinezz parlours are now popular hangout places for all age groups.

The Happinezz Parlours are the places to go to besides their stand-alone parlours, they also have a
presence in many multiplexes and malls.. You can also get single scoop ice creams including
seasonal specialities, milkshakes and ice-cream sodas at the parlours.

Vadilal, a leading ice-cream maker of the nation is planning to increase the number of Happinezz
Parlours and expand its horizons via franchising confirms Rajesh Gandhi, MD, Vadilal Industries
Ltd.

The company is soon going to launch one outlet each in Agra, Noida (UP), Faridabad and
Gurgaon. In the coming two years, the brand will be focusing hard to open franchise Happinezz
Parlours in various cities of Rajasthan, Haryana, Uttar Pradesh and Delhi. Vadilal is also looking
at increasing the presence of the company owned stores that are currently limited to Ahmedabad
only.

Presently, the company is operating through 150 franchised outlets in different cities of Gujarat
and Rajasthan. Presently Vadilal has about 88 parlours across the country that ensures amazing ice
cream preparations for its consumers.
 DEPARTMENT OF
FROZEN FOOD

ICE-CREAM PRODUCTION QUALITY P&A STORE MAINTAINANCE REFREZERATIO

MARKETING DEPARTMEN DEPARTMEN DEPARTMENT & SERVICE
T CONTROL DEPARTMENT T DEPARTMENT

(RSD)
 PROCESS FOOD DIVISION HISTORY

Vadilal entered the Horticulture Processing Industry in May 1991. Keeping pace with the
changing times, our operations were expanded, supported by in-depth knowledge of export market
and its dynamics. It did not take us long to add Processed Foods to the existing domain of Ice-
cream. No wonder, the efforts resulted into our recognition as one of the pioneers in exports of
Indian Frozen Food Products.

Just adding one more business was not enough. No stone was left unturned in order to achieve
highest standards of quality control. Equal importance was given to optimum cost-effectiveness,
too. To accomplish these vital tasks, efficient support services were developed, where
transportation and global distribution networks were put on top priority.

India identifies with its rich traditions, diverse customs and culinary expertise along with
kaleidoscopic people. Freshness of food is a backbone for winning the hearts. We were
determined to strengthen the same and to enhance the shelf life. So, to process the food, we use
“Individually Quick Frozen” (IQF) technique, which involves fluidized belt type continuous
freezing.
Maintaining the highest standards of quality is the foundation stone at Vadilal. We always ensure
to employ state-of-the-art production technology and strive to adhere to the international standards
of quality. This attitude has nourished the basic objective of the company to become a global
leader in Ethnic Indian Foods.

There is no secret behind these milestones. It is nothing but our persistent and committed efforts
to improve the quality of product as well as the same of customer service. The outstanding range
of processed food presented to you by Vadilal ends your search for the food you crave for. And,
the wide range of processed vegetables will erase the pre-conceived notion, if any, and will be an
excellent daily substitute for the relishing preparations.

Our endeavours to provide quality products are endorsed by ISO 9001:2000 and ISO 22000
(HACCP) certifications. We are also awarded the certificate of merit for excellence in export
performance by APEDA. Our aim is also set to obtain the British Retail Consortium (BRC)
certificate.
At Vadilal, the team of professionals is guided by the golden maxim “Good people make Good
products”. Here, each and every activity is a remarkable result of effective TQM. It is a pride to
mention that Vadial is a live know-how manual in Market Leadership.

In the arena of Indian exporters, Vadilal is acknowledged as a visionary force. This is essential to
be noted at the moment when the Ethnic Foods market, especially the Indian Ethnic Foods market,
is growing at startling rate, globally.

Brand franchise and supermarket promotions in USA, Canada, UK, Australia, New Zealand,
Japan and Gulf Countries have given a head start to our brand.

Today, Vadilal exports around 175 products, which include Canned and Frozen Vegetables
such as Pigeon Peas, Lima Beans, French Beans, Surati Papdi Lilva, Okra, Bitter Gourd, Yam,
Chilies etc., Curried Vegetables (Ready-to-eat) like Palak Paneer, Mutter Paneer, Dal Makhani,
Punjabi Kadhi, Rajma, Punjabi Chhole, Undhiu, Patra, Pav Bhaji, Mix Veg. etc., Ready-to-cook
(frozen) Parathas & Samosas along with Mango and other tropical fruit pulps, Slices & Dices, just
to name a few.

These products are being distributed under „Vadilal Quick Treat‟ brand in nearly 45 countries,
which speaks loud enough about its popularity and global acceptance.

Quality and Food Safety Objectives

 To achieve continual improvement in customer satisfaction by 5% during the year

 To train all employee in food hygiene during the year.
 To reduce the packing material losses by 5% during the year
 To ensure no product recall during the year with respect to the food hazards.
 To save 5% water per unit of production during the year.
 To save energy by 5% during the year
 Quality and Food Safety Policy

 We at vadilal industries limited firmly believe in providing quality and safe food products.
 We shall achieve these goals by continual improvements and updating process, system &
skills of our employees.
 We aim to be the leader in the ice cream industry by recognizing and adopting the changing
needs of our customers and win their confidence.
 We shall be there the statutory and regulatory requirements.
 We shall establish effective internal & external communication.
 We shall adopt quality and food safety standards ISO 9001:2000, ISO 22000:2005 & BRC
global food standard.
 Processed Food Division (GDP)

Agriculture represents almost one third of India‟s GDP, which is highest among developed and
developing countries. Moreover, India is world‟s 2nd largest producer of vegetables and fruits.
Food processing sector is the single largest organized customer of the agriculture sector. With
focused approach of GOI for development

of processed food industry, the production of processed Fruits & Vegetables in the country has
increased a lot in recent years. The food processing sector is growing at 8 to 8.5 %. The prominent
processed items are fruit pulps and juices, frozen fruits and vegetables, fruit based ready-to-serve
beverages, canned fruits and Vegetables, jams, squashes, pickles, chutneys and dehydrated
vegetables.

Future of the Industry looks very bright due to the developmental measures taken by Government.
Due to recent WTO implementation of Agricultural treaties, now subsidies on Food products
being given by European countries will be discontinued, therefore, Asian and other countries
would be more competitive in international markets.

In its recent policies, Government of India has recognised the importance of Processed Food
sector and decided to give boost to this industry through various policy measures. The excise duty
on certain ready-to eat packaged foods is reduced to 8% from 16%. The sector has also been
accorded priority sector status for the purpose of lending by Banks. This will result in increased
credit flow to this industry segment.

The Ministry of Food Processing Industries is the main agency of the government responsible for
developing a strong and vibrant food processing sector, with a view to create increased job
opportunities in rural areas, enable the farmers to reap benefit from modern technology, create
surplus for exports and stimulating demand for processed food. Agriculture & Processed Foods
Export Development Authority (APEDA), an autonomous body under Ministry of Commerce,
facilitates exports of agricultural & processed food products from India.
 HR OVERVEIW IN VADILAL (FROZEN FOOD)

1. INDUCTION PROCESS:
In Vadilal one day induction programme is done by H.R. department. Following points
including in induction programme.
 Company overview
 Policies & procedure
 Joining formalities
 Introduction with different department heads
 Introduction with superior, subordinates & colleagues.

2. TRAINING PROCESS:
In Vadilal training calendar is prepared by HR department with consultation of different
department head.
 Technical as well as behavioural training given at Dharampur plant.
 In marketing department motivational training is organized by H.R. department.
 Internal as well as external training is given by the employee

3. MAN POWER PLANNING:

In Vadilal manpower planning is done after discussion with different head of department.
Different department head submit the requirement to HR department before the season.
Higher management finalize the requirements.

4. RECRUITEMENT PROCESS:
Based on the requirement submitted by the department head and arises due to resign, vacant
HR department get the resume from.
 E-portals
 Consultants
 News paper advertisement
 References
 Campus recruitment
5. SELECTION PROCESS:
In Vadilal following process has been followed for select the candidate.
 Preliminary interview by HR department.
 Final interview by department head.

6. PERFORMANCE APPRAISAL PROCESS:

Appraisal forms issued to employee in July. Self evaluation is done by the employee. Face
to face discussion with HOD and HOD review the performance on the bases of rating
system.

7. COMPENSATION:
 Salary
 Incentive
 P.F.
 Gratuity
 Insurance
 Bonus
“Remember, training is not what is ultimately important …. Performance is”.

- Mare Rosenberg
 AIM OF THE TITLE

To understand and evaluate the Training Need Analysis procedure at Vadilal Industries
Ltd. in the Vadilal employees.

To make recommendation for better and positive results to the organization.

To give proper training as per their abilities and views.

To analysis the finding of the study.

 INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

Human resource management is a management function that helps manager to understand,

develop and maintain required no of members for an organization. It is a function to deal
with people, by people and for people. An organization must have set policies, definite
procedures and well defined principle which contribute towards the effectiveness,
continuity and stability of the organization.

The principle is an important function of management because; a good personnel policy of

an organization ensures availability and maintenance of required types of candidate and
also the removal of any dispute arising among the management and employees.

By observing the personnel policy at vadilal we can say that it has very good because the
relations between the management and the employees are very good and the personnel
department is able to obtain the personnel of the required qualification.

Their human resource department plays a major role in conducting specialized training
programmers, encouraging innovative ideas, including willingness to accept change and
rewarding all this with an attractive incentive package. They believe their people are the
most valuable asset who has made vadilal what it is today, and it is they who will take us
far beyond the horizon, in the days to come….
 DEFINITION OF TRAINING NEED ANALYSIS

“A need assessment is the process of identifying performance requirement and the “gap” between
what performances is required and what presently exists”.

“Training is the act of increasing the knowledge and skills of an employee for doing a particular
Job”

- FLIPPO

“Training is the systematic modification of behaviour through learning which occurs as a result of
education, instruction, development and planned experience.”

- MICHAEL ARMSTRONG
 TRAINING NEED ASSESMENT FUNCTION

The training needs assessment is a critical activity for the training and development function.
Background: - Designing a training and development program involves a sequence of steps that
can be grouped into five phases:

1) Training need Assessment

2) Instruction objectives
3) Designing Programmed for Training
4) Implementation Training Programmed
5) Evaluation of Training Programmed

To be effective and efficient, all training programs must start with a needs assessment.
Long before any actual training occurs, “The training manager must determine the who, what,
when, where, why and how of training.” The training manager must analyze as much information
as possible about the following.

Organization and its goals and objectives.

Jobs and related tasks that need to be learned.
Competencies and skills that are need to perform the job.
Individuals who are to be trained.
 INSTRUCTONAL DESIGN PROCESS

ANALYZE DESIGN

DEVELOP IMPLEMENT

EVALUATE

The system model consists of five phases and should be repeated in a regular basis to make
further improvements. The training should achieve the purpose of helping employees to perform
their work to required standards. The steps involved in system model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job, employees
requirement, who needs training, what do they need to learn, estimating training cost, etc.
The next step is to develop a performance measure on the basis of which actual
performance would be evaluated.

2. Design and provide training to meet identified needs. This step requires developing

objectives of training identify the learning steps, sequencing and structuring the company.

3. Develop This phase requires listing the activities in the training program that will assist.

The participants to learn, selecting delivery method, examining the training material,
validating information to be imparted to make sure it accomplishes all the goals &
objectives.
4. Implementing is the hardest part of the system because one wrong step can lead to the

failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent

work performance. Making necessary amendments to any of the previous stage in order to
remedy or improve failure practices.
 LEVEL OF NEED ANALYSIS

There are the three levels of needs analysis: ORGANIZATION ANALYSIS, TASK
ANALYSIS, And INDIVIDUAL ANALYSIS.

TRAINING NEED
ANALYSIS

ORGANIZATONAL INDIVIDUAL OPERATIONAL

LEVEL LEVEL LEVEL

1) Organization analysis:

It looks at the proposed training within the context of the organization. A prime
consideration is whether or not the proposed training will be compatible with the
organization strategy, goals and culture and whether employees are likely to transfer the
skills they learn in training to their actual jobs.

If training is to be provided to a large number of employees throughout the organization,

analysis should know which units should receive. The training first answers which units
need it most. Alternatively, one may decide to begin with units known to be especially
receptive to training in order to develop a record of success and a positive image for the
training program among others in the organization.

The organization‟s future plans must also be considered. For instance a training specialist
would not want to plan a massive training effort for a product process that top management
plans to discontinue in a year of two. Finally the availability of trainers‟ facilities, financial
resources and the priorities of competing training programs must be considered as part of
the organizational analysis.
2) Task analysis:

The duties and responsibilities of the job, together with the knowledge, skills and abilities
needed to perform them are the focus of the second stage of needs analysis called task
analysis.

The purpose of this step is to verify that task is important and employees should be trained
for the same and also to develop in depth information about the task knowledge and
procedures that should be taught. The trainer will need to call on subject matter experts
such as superior and high performing employees to generate this information.

3) Individual analysis :

The final level of analysis looks at the individual to be trained. The individual analysis
attempts to determine which employees should receive training and what their current
levels of skill and knowledge. The trainer may single out individuals on the basis of their
past performance or select an entire work group or all incumbents with a specific job title.
Then the trainer assesses, or at least estimates, the skill and knowledge levels of the chosen
trainees, so that the training is their too simple or too complex.
 NEED OR IMPORTANT OF TRAINING

Training is a vital and necessary activity in all organizations. It plays a large part in determining
the effectiveness and efficiency of the establishment. The need of or importance of training to a
business firm or industry may be explained as follows:

Heightens morale: Possession of needed skills helps to meet such basic human needs as
security and ego satisfaction. Elaborate personnel and human relations programmed can
make a contribution towards morale, but hollow shells if there is no solid core of
meaningful work done with knowledge, skill and pride.

Reduces supervision: The trained employee is one who can supervise himself. Both
employee and supervisor want less supervision. But greater independence is not possible
unless the employee is adequately trained.

Reduce labour problem: Employees are so well trained that they can experience the
direct satisfaction associated with a sense of achievement and knowledge that they are
developing their inherent capabilities at work.

Minimum accident and wastage: An important advantage of training is that accident,

spoiled work and damage to machinery and equipment can be kept to minimum by well
trained employees.

Increases productivity: Increased productivity is possible only when there is an increase

in quantity of output. Training programmed by increasing skill, aptitude and abilities of
workers result in increased productivity.
Increase organizational stability and flexibility: Stability, the ability of an organization
to sustain its effectiveness despite the loss of key personnel can be developed only through
creation of a reservoir of trained replacement, flexibility, the ability to adjust to short run
variation in the volume of work, requires personnel with multiple skills to enable their
transfer to jobs, where the demand is highest. There is no great organizational asset than of
trained motivated personnel.

Fulfils to manpower needs: When the skills are required by a company, it often finds it
most practical to select and train from within the organization rather than seek the skilled
personnel from the outside labour market.

Benefits to employees: As employees acquire new knowledge and jobs skills, they
increase their market value and earning power. The possession of useful skills changes
their value to their employer and thereby increases their job security. Training may also
qualify them for promotion to more responsible jobs. This of course, increases their pay
and status.

Obsolescence prevention: Training and development programmed foster the indicative

and creativity of employees and help to prevent manpower obsolescence which may be
due to age, temperament or lack of motivation or the inability of a person to adapt himself
to technological changes.

Learning time education: A well knit training programme reduces learning time to reach
the level of acceptable performance.
 TYPES OF NEED ANALYSIS

Many needs assessments are available for use in different employment contexts. Sources that can
help you determine which needs analysis is appropriate for your situation are described below.

1) Context analysis:-
An analysis of the business needs or other reason the training is desired. The important questions
being answered by this analysis are who decided that training should be conducted, why a
training program is seen as the recommended solution to a business problem, what the history of
the organization has been with regard to employee training and other management interventions.

2) User analysis:-
Analysis dealing with potential participants and instructors involved in the process. The
important questions being answered by this analysis are who will receive the training and their
level of existing knowledge on the subjects, what their learning style is and who will conduct the
training.

3) Work analysis:-
Analysis of the tasks being performed. This is an analysis of the job and the requirements for
performing the work. Also known as a task analysis, this analysis seeks to specify the main
duties and skill level required. This helps ensure that training which is developed will include
relevant links to the content of the job.

4) Content analysis:-

Analysis of documents, laws, procedures used on the job. This analysis answers questions about
knowledge or information is used on this job. This information comes from manuals, documents
or regulations. It is important that the content of the training does not conflict job requirements.
An experienced works can assist in determining the appropriate content.
5) Training suitability analysis:-

Analysis of whether training is the desired solution. Training of one of several solutions to
employment problems. However, it may not always be the best solution. It is important to
determine if training will be effective in its usage.

6) Cost benefit analysis:-

Analysis of the return on investment of training. Effective training in a return of value to the
organization that is greater than the initial investment to procedure or administer the training.
There are some essential elements for the identification of a training need.

7) Young people:-
New entrants, who are undergoing intensive training before posting, People new to the job, new to
the department of section will need special treatment when the time comes to integrate them into
the work atmosphere.

Newcomers need helps to adjust to their new surroundings. Those who have served as an
apprentice in another industry will have to learn to apply their skills in the new technical field.
The dame applies to people who are transferred from another department of location.

8) People who are established in the job:-

We live in an age of accelerating change. People themselves experience change as they grow
older. The implication is that people have to learn to cope with the change in their environment
and with themselves.

9) People in groups:-
People spend a lot of time working in groups, attending meetings, working in conjunction with
people from other departments. Meeting are very often ineffective or group problems occur on
account of differences in objective. E.g the operations department seeks to maximize its output,
maintenance at any cost, while the accounts department would like to impose cuts in expenditure.
 TECHNIQUES FOR DETERMINING SPECIFIC TRAINING NEEDS

There are a number of practical methods you use to gather data about employees‟ performance.
Each words well in given circumstance; therefore, you must determine which the best be for you.
None of these methods can stand alone. Always use at least two, if for no other reason to validate
your findings. One of those should always be observation.

1) Observation:
In this approach, an employee‟s performance itself is you source of information. You evaluate a
worker‟s performance through first-hand observation and analysis. This is best accomplished by
watching the worker and playing the role of non-participating observer. This means that you
watch and listen and evaluate what you see and hear, but do not get involved in this work process
in any way.
To make this activity more productive, use a checklist to remind you of what to look for and take
notes.
The objective during observations is to identify both the strengths to build on and the deficiencies
to overcome. A key advantage of using direct observation in the needs analysis is that you gain
first- hand knowledge and understanding of the job being performed and the strength and
weaknesses of the relevant worker.

2) Interviews:
The use of interviews in conducting the needs analysis is strongly urged. The prime value of
interview guides is that they ensure the same types of data from all sources. This allows you to
determine whether a piece of information is one person‟s opinion, or part of a widespread
perception. Since the interview guide forces you to ask each worker a number of predetermine
question, you must select those question that are essential to what you are trying to learn.
Interviews allow you to meet employees face to discuss their impressions of performance.
Because you are in conversation with workers, you can explore their responses in depth. You can
ask or clarification of comments and for examples of what they mean. In this way, you obtain a
full understanding of their performance deficiencies.
3) Questionnaires:
A questionnaire is a short of interview on paper. You create your own questionnaire by writing
down all the question you want employees to answer for you. Then you mail it to them and await
their responses.

The key advantage of a questionnaire is that you can include every person from whom you want
input. Employees can complete the questionnaire when and where they choose. You need not
travel and spend time with all respondents. Every employee is asked the identical questions, and
consequently data is very easy to compile and analyze.

Questionnaires can be useful in obtaining „big picture‟ of what a large number of employees think
while allowing everyone to fell that they have had an opportunity to participate in the needs
analysis process.

4) Job description:
Before establishing a job description, a job analysis must be made. This job analysis involves a
thorough study of all responsibilities of the relevant job. It is companywide in scope and should be
detail to such a degree that those conducting the training can use the job analysis as a yardstick for
their course content. After the job analysis phase has been completed, the writing of the job
description and needs analysis is a relatively simple task. When an employee‟s job description has
been defined, the trainer can easily tailor his training curriculum to a very close proximity of what
will be expected of the employees.

5) The difficulty analysis:

The job analysis will focus attention on enumerating the numerous duties that a worker must
perform. On the other hand, the difficulty analysis establishes which of the duties cause the
employees the greatest amount of troubles and how this trouble can be reduce through better
training.
6) Problem solving conference:
Another time-tasted technique for gathering needs analysis material from employees is to conduct
periodic problem solving conferences which may take the form of or be part of a plan or a new
product, task or technology, or tied in with a training program. It is always helpful to utilise an
outside consultant to moderate such session. This outside sponsorship has a tendency of letting the
worker express the felling about his organization, and the session can then be geared to training
needs. The current problem will evolve that represent potential areas for training.

7) Appraisal reviews:

During the periodic counselling performance interview, an employee should be questioned

regarding the duties and training of our worker. Comments rendered during the appraisal
interviews normally are genuine, and can frequently assist in establishing the needs, variations and
penetrations that training program should include. Feedback at appraisal interview time is
valuable since it is timely information. Training needs differ from worker to worker, and appraisal
session allows the employees and supervisor/manager to uncover the cause of weaknesses in
performance. These deficiencies represent areas for training.
Whatever the method used to identify training needs, at least the following three
points must be kept in view:

1) These methods should be used in combination; that is, there should never be reliance on
only one method

2) They may be used to identify training needs of each of the various groups of employees

3) They should be applied to individual employees since training needs will vary with the
individual employee.
 APPROACHES OF THE TITLE

There are TWO approaches (proactive and reactive) to training need analysis:

Proactive TRAINING NEEDS ANALYSIS:-

The proactive TNA focuses human resources requirements. The HR function needs to be
involved in the development of a strategic plan (SWAT analysis). From the resulting unit
objectives, HR must develop unit strategies and tactics to be sure the organization has
employees with the required KSA (Knowledge, Skills, and Abilities) in each of the critical
jobs based on future KSA requirements. Two approaches can be taken to develop needed
KSA.

 Prepare employees for promotions/ transfers to different jobs.

 Prepare employees for changes in their current jobs.

An effective, proactive procedure used for promotion and transfers is succession planning.
Succession planning is the identification and development of employees who are perceived
to be of high potential. The first step in development of a succession plan is to identify key
positions in the organization. These positions, if left vacant for any length of time, would
negatively affect organizational functioning. In practice, these positions often are high-level
management positions such as vice president of finance, plant manager and so forth, but
they could be at any level. Once the positions are identified, employees with the potential to
fill these key positions are identified. Information is then provided on employees‟ readiness
to fill the position if it becomes vacant. This information becomes the TNA.

When preparing employees for change in their current jobs, it is important that the TNA
identify the changes that are expected based on strategic objectives. Once expected changes
are determined, new KSA required for that job can be identified. These future KSA can be
compared with the incumbent‟s current KSA, and any discrepancies can then be addressed
through training.
 MEANING OF RESEARCH

Research is composed of two syllables, a prefix RE and a verb SEARCH.

RE means again, anew, over again.

SEARCH means to examine closely and carefully, to test and try, to probe.

The two words form a noun to describe a careful and systematic study in some field of
knowledge, undertaken to establish facts or principles.

Research is an organized and systematic way of finding answers to questions.

DEFINITION OF RESEARCH

In the broadest sense of the word, the definition of research includes any gathering of data,
information and facts for the advancement of knowledge.

The Wheel of Science:-

Theory – Hypotheses – Observation – Empirical Generalization

 DEFINITION OF METHOD

Methods are techniques – for data collection, for data analysis, and so forth. They are practical,
but are theoretically informed.

DEFINITION OF METHODOLOGY

This refers to theories of how research proceeds, and includes, for instance, consideration of
methods, of participants, but also what role the research has, ethics and so forth. Feminists, for
instance, have pointed to the interdependence of researcher and research. It is broader and more
theoretically or politically informed that methods are seen to be. Methods can be used in new
methodologies in new or alternative ways from those in which they are traditionally used.
 OBJECTIVES OF RESEARCH

The purpose of research is to discover answers to questions through the application of scientific
procedures. The main aim of research is to find out the truth which is hidden and which has not
been discovered as yet. Though each research study has its own specific purpose, we may think of
research objectives as falling into a number of following broad groupings:

1) To gain familiarity with a phenomenon or to achieve new insights into it (studies with this
objective in view are termed as Exploratory or Formulative research).

2) To portray accurately the characteristics of a particular individual, situation or a group

(studies with this object in view are known as descriptive research studies).

3) To determine the frequency with which something occurs or with which it is associated
with something else (studies with this object in view are known as diagnostic research).

4) To test a hypothesis of a casual relationship between variables (such studies are known as
hypothesis –testing research studies).
 Types of Research

1) Exploratory Research:
Undertaken with the aim of clarifying ambiguous problems
General problems usually known but not sufficiently understood
The purpose is to get more information, not to uncover specific courses of action
(subsequent research).
Determining a specific course of action to follow is not a purpose of exploratory
research!

Example: Child-Care support programme for employees

2) Descriptive Research:
undertaken with the aim of determining the characteristics of a population or
phenomenon
Previous knowledge of problem exists
High degree of precision or accuracy required
Examples:

Who are the main consumers of organic foods?

How many students read the prescribed course literature?

Where do most holiday-makers travelling overseas go?

When do petrol stations tend to raise their prices?

3) Causal Research:
undertaken with the aim of identifying cause and effect relationships amongst variables
are normally preceeded by exploratory and descriptive research studies
Often difficult to determine because of the influence of other variables (concommitant
Variation and the presence of other hidden variables)
Example: Higher ice-cream consumption causes more people to drown (indicative of a
causal relationship (?)
 STEGES IN RESEARCH PROCESS

DEFINE
PROBLEM

PLANNING A CONCLUSION AND

RESEARCH DESIGN REPORT

PLANNING A
PROCESSING AND
SIMPLE
ANALYSIS THE DATA

GATHERING THE
DATA
 CHARECTRISTICS OF A GOOD SAMPLE DESIGN

From what has been stated above, we can list down the characteristics of a good sample design as
under:

 Sample design must result in a truly representative sample.

 Sample design must be such which results in a small sampling error.
 Sample design must be variable in the context of funds available for the research study.
 Sample design must be such so that systematic bias can be controlled in a better way.
 Sample should be such that the results of the sample study can be applied, in general, for
the universe with a reasonable level of confidence.
 OBJECTIVES OF STUDY

To study the TRAINING NEED ANALYSIS of Vadial (frozen food) Industry‟s employees of
Ahmedabad.

SUB OBJECTIVE

To study significance of various attributes of training need is effective in frozen food‟s

employees.
To study these employees needs training.

RESEARCH DESIGN OF THE STUDY

Research design is basic plan. This guides the data collection and analysis phases of the
project it is the frame work.

I have used descriptive cross sectional design in my project.

A type of research design involving the collection of information from any given sample of
population elements only once. I have collected information from 35 employees feel that
training is needed.
 DATA COLLECTIN

Data sources:-

Make research data can be broadly classified as primary data and secondary data.
Secondary data is either internal or external. So it is cheaper and more quickly obtain the
primary data and may also be available where primary data could not be obtain at all.

PRIMARY DATA:-

We collect primary data during the course of doing experiments in an experimental research
but in case we do research of the descriptive types and perform surveys, whether sample
surveys or census survey, then we can obtain primary data either through observation or
through direct communication with respondents in one form or another or through personal
interviews. This in other words, means that there are several methods of collecting primary
data, particularly in surveys and descriptive researches.

In this research topic, to collect primary data through direct contact with the
Employees (Questionnaire).
 COLLECTION OF DATA THROUGH QUESTIONNAIRES:

This method of data collection is quite popular, particularly in case of big enquiries. It is
being adopted by private individual, research workers, private and public organizations and
even by governments.

In this method a questionnaire is sent to the persons concerned with a request to answer the
questions and return the questionnaire. A questionnaire consists of a number of questions
printed or typed in a definite order on a form or set of forms.

The questionnaire is mailed to respondents:

Who are expected to read and understand the questions and write down the reply in the
space meant for the purpose in the questionnaire itself? The respondents have to answer the
questions on their own.

The method of collecting data by mailing the questionnaire to respondents in most

extensively employed in various economic and business surveys.
 SECONDARY DATA

Secondary data means data that are already available i.e. they refer to the data which have already
been collected and analyzed by someone else. When the researcher utilizes secondary data, then
he has to look into various sources from where he can obtain them. In this case he is certainly not
confronted with the problems that are usually associated with the collection of original data.
 LIMITATION OF THE STUDY

 Total allotted time of three month for the research work is too short for reaching over
concrete conclusion. It is quite difficult to complete the research study in such short
duration.

 As our selected topic is “Training Need Analysis”, it is compulsory for us to collect the
data personally. It is quite difficult that all persons are available on the right time at their
place.

 As I have to collect the data from the persons who have joined the company during the
period of last two years, it is quite difficult to find appropriate no of persons in such
category.

 Employees are not ready to share the fact because they have a fear of sharing the data with
their superiors.

 Data has to be collected during the working hours of employee; number of employees was
refused to allot their precious time.

 As our questionnaire was objective, different person had different opinion on the same
questions. So, it becomes difficult to analyze the data.
 HYPOTHESIS OF THE STUDY

WHAT IS A HYPOTHESIS?

„Hypo‟ means „less than‟ & „thesis‟ means „generally field view‟. So, hypothesis is a “less
generally held view”.

Ordinarily, when one talks about hypothesis, one simply means a mere assumption or some
supposition to be proved or disproved. But for a researcher hypothesis is a formal question that he
intends to resolve. Thus a hypothesis may be defined as a proposition or a set of proposition set
forth as an explanation for the occurrence of some specified group of phenomena either asserted
merely as a provisional conjecture to guide some investigation or accepted as highly probable in
the light of established facts. Quite often a research hypothesis is a predictive statement, capable
of being tested by scientific methods, that relates an independent variable to some dependent
variable.
 CHARACTERISTICS OF HYPOTHESIS

 Hypothesis should be clear and precise. If the hypothesis is not clear and precise, the inference
drawn on its basis tested. In a swamp of un testable hypothesis, many a time the research
programs have bogged down. Some prior study may be done by researcher in order to make
hypothesis a testable one. A hypothesis “is testable if other deductions can be made from it
which, in turn, can be confirmed or disproved by observation”.
 Hypothesis should state relationship between variables, if it happens to be a relational
hypothesis.
 Hypothesis should be limited in scope and must be specific. A researcher must remember that
narrower hypothesis are generally more testable and he should develop such hypothesis.
 Hypothesis should be stated as far as possible in most simple terms so that the same is easily
understandable by all concerned. But one must remember that simplicity of hypothesis has
nothing to do with its significance.

NULL HYPTHESIS: - H0

ALTENATIVE HYPOTHESIS: - H1
 VARIABLES

A variable is a measurable characteristic that varies. There are three common variable types:

Dependent variables:
Show the effect of manipulating or introducing the independent variables. The variation in the
dependent

Variable depends on the variation in the independent variable.

Independent variables:
Are those that the researcher has control over. This "control" may involve manipulating
existing variables (e.g., modifying existing methods of instruction) or introducing new
variables (e.g., adopting a totally new method for some sections of a class) in the research
setting.

Control variables:
Research studies are very complex processes. It is not possible to consider every variable in a
single study. Therefore, the variables that are not measured in a particular study must be held
constant, neutralized/balanced, or eliminated, so they will not have a biasing effect on the
other variables. Variables that have been controlled in this way are called control variables.
QUE: 1

Do you feel that training is needed in the organisation?

Yes 31

No 4

11%

yes no

89%

ANALYSIS:-

In Vadilal organization, out of 35 employees 89% are feels that training is required and 11% are
not requires training.

INTERPRETATION:-
Finally I found that maximum employees want the training programme.
QUE: 2

How many training program have you attended in last year?

Zero 18

One 11

Two 5

Six 1

18

16

14

12

10
18
8

6
11
4
5
2
1
0
zero one two six

ANALYSIS:-

During the survey, I found that till now 18 employees are not attended any of training
programmes, 11 employees are one attended training programmes, 1 employee is six attended
training programme.

INTERPRETATION:-

So I found that maximum employees are not attended training programme in last year. Because
only one employee is attended six training programmes.
QUE: 3

What areas listed below would you like to take training?

Communication skill 4
Marketing etiquette 10
Customer satisfaction 16
Negotiation skill 5
Motivation 6
Personality development 7
System related training 4

Communication skill
8% 8%
13% Marketing etiquette
19%
Customer satisfaction
11%
Negotiation skill

10% Motivation
31%
Personality
development
System related training

ANALYSIS:-

According to the survey, 31% employees are customer satisfaction, 19% employees are marketing
etiquette and 13% employees are personality development.

INTERPRETATION:-

Finally I found that maximum employees are wants training customer satisfaction and marketing
etiquette.
QUE: 4

Which method of training do you feel would be most effective?

Class room 22
Video/slide show 8
Outside org. training 3
Work shop 2

6%
8% Class room

Video/slide show

23%
Outside org. training
63%
Work shop

ANALYSIS:-
After the survey, 63% employees are likes training more effective in class room, 23% employees
are likes training more effective in video/slide show.

INTERPRETATION:-
Finally I found that more employees are likes training more effective in class room.
QUE: 5

How often would you like to have opportunity to participate in training?

Weekly 5
Monthly 22
Fortnightly 4
Quarterly 4

25

20

15

22
10

5
5 4 4
0
Weekly Monthly Fortnightly Quarterly

Interpretation-:
During the survey, 22 employees are wants to monthly participate in training and very less
employees are wants to weekly, Fortnightly and quarterly participate in training. Finally I found
maximum employees are monthly participating in training programmes.
QUE:6

Improve my job skills 6 My prime goal for training is to?

Increase my knowledge base 19
Advance my career 4
Improve the system of the 6
organization

Improve my job skills

17% 17%

Increase my knowledge
12% base
Advance my career

Improve the system of the

54% organization

Interpretation-:

In the survey, 54% employees are increase knowledge skill, 17% employees are improve job skill
and improve the system of the organization. Finally I found that 54 % employees are increase
knowledge skills.
QUE:9

At what level the training opportunity help you to do your job better?

Excellent 4
Very good 23
Good 5
Average 3
Bellow average 0

23

5
4
3
0

Excellent Very good Good Average Bellow

average

Interpretation-:
During the survey 23 employees are says that (very good) training to helps better job, 5 employees
says that good training to helps better job. Finally I found that 23 employees are very good
training to helps better job.
QUE: 10

Have you been transferred to one job to another job in organization? And training has been given
for new job profile.

Yes 23

No 12

34%
Yes

No

66%

Interpretation-:

According to the survey, 66% employees says that one job to another job transfer and training has
given in new job, and 34% employees are not transfer a job. Finally I found 66 % employees are
transfer a job and facility of training.
QUE: 11

At what level management takes into consideration of training need whatever you have mentioned
in performance appraisal?

Excellent 10
Very good 16
Good 8
Average 1
Bellow average 0

16

10
8

1 0
Excellent Very good Good Average Bellow
average

Interpretation-:

During the survey, I found that 10 employees found training level excellent, 16 consider them as
very good & 8 consider them as good. So, overall 97 % of employees give positive response
towards training level.
 Hypotheses testing based on chi-squares

Chi-square test

The chi-square is one of the most popular statistics because it is easy to calculate and interpret.
There are two kinds of chi-square tests. The first is called a one-way analysis, and the second is
called a two-way analysis. The purpose of both is to determine whether the observed frequencies
(counts) markedly differ from the frequencies that we would expect by chance.

The observed cell frequencies are organized in rows and columns like a spreadsheet. This table of
observed cell frequencies is called a contingency table, and the chi-square test if part of a
contingency table analysis.

Actually, chi square tests allow us to do a lot more than just test for the quality of several
proportions. I have used chi square test in QUE.3 of the questionnaire to verify whether the
different factors like, (customer satisfaction and marketing etiquette) because it is important for
employees of training.

Formula of chi square=

H0: Employees are interested in training

H1: Employees are not interested in training

 Calculation of chi-square

No of sample = 35

Observation Customer Marketing Total

satisfaction etiquette
Interested area 16 10 26

Non interested 19 25 44
area
Total 35 35 70

Expected

Observation Customer satisfaction Marketing etiquette

Interested area 26*35÷ = 13 26*35÷70 = 13

Non interested area 44*35÷ = 22 44*35÷70 = 22

Chi- square table

Observation E (O-E) (O-E)

2
/E
16 13 3 0.6923
19 22 -3 0.4090
10 13 -3 0.6923
25 22 3 0.4090
2.2026
X2

Level of significance = 5%

Degree of freedom = (no. of rows-1)(no. of columns-1)

= (2-1) (2-1)

= 1tab (3.841)

X2cal = 2.2026

Results: Since X2cal (2.2026) < X2 tab (3.841) Ho is accepted.

Conclusion