A STUDY OF THE EFFECTIVENESS OF

TRAINING AND DEVELOPMENT

VIMSONS CHICORY
CORPORATION

Shatrushailyasinh Jethva
Roll No. 30 L.J.I.M.S.
HISTORY OF
VIMSONS CHICORY CORPORATION
 In 1975 it was started by Vithhalbhai Patel and
Bindubahi V. Patel.
 On an average staff around 60 to 70.
 In chicory season it goes to around 100 to 120.
 In 2004 they expand and new implement new
technology.
 Plant capacity is 2000 M.T. year

 Develop new center at Sanjya and Vadatal to purchase

chicory.
PRODUCT AND SUPPLY’S
 Products:-  Company’s Supply:-
 Roasted Chicory Roots  M/s. Nestle India Limited
 Roasted Chicory Powder  M/s Hindustan Lever
 Roasted Chicory Grain Limited
 Roasted Chicory Extract  M/s Shree Nivasa Coffee

 Liquid Chicory Supplier

 M/s Swani Corporation
 M/s Nestle(S.A.) Pvt.
limited
 DEFINITION OF TRAINING:-

• Training refers to a planned effort by a company to facilitate

employees’ learning of job-related competencies.

• The goal of training is for employees to , master the knowledge,

skill, and behaviors emphasized in training programs , apply them
to their day-to-day activities
DEFINITION OF DEVELOPMENT:-

Development refers to formal education, job experiences,

relationships, and assessments of personalities and abilities that help
employees prepare for the future.
WHY IS EMPLOYEE DEVELOPMENT
IMPORTANT?
 Employee development is a
necessary component of a company’s
efforts to:
 Improve quality
 Retain key employees
 Meet the challenges of global competition and social
change
 Incorporate technological advances and changes in work
design
Training Design Process
Ensuring
Conducting Needs Employees’ Creating a
Assessment Readiness for Learning
Training Environment

Developing an
evaluation plan

Select Training Monitor and Evaluate

Method the Program

7
OBJECTIVE OF STUDY
 To know training policy, budget and time of
organization.
 To study procedure of T&D activity.

 To study employee expression regarding T&D.

 To understand feedback process & assessment of T&D

programs.
RESEARCH METHODOLOGY
• Sample:-bottom level employee
• Sample size:- 60
• Variables: dependent variable like reward & experience,
independent variables like age & income
• Tool for data collection:- structured
Questionnaire
• Data analysis :- frequency tables
• Limitation:- time constraints, authenticity and
disclosure of data
INFORMATION OF SURVEYED
EMPLOYEE
 Age group:- 40% are above age of 40 , while the next
major age group is 26-30 yrs with 25%.
 Experience:-a fresh pool of 0-5 yrs of experience is 55%
while other major experience group is of 21-30 years.
 All the surveyed employees are male.
IDENTIFICATION OF EMPLOYEE
TOWARDS TRAINING PROGRAM
• Better productivity & efficiency:- 78% feel that they do
meet the objective.
• Progressive development of individuals:-30% are
strongly attached to this sentiment while 53 % agree
with it.
• Shear waste of money & time? :-73% either strongly or
to major extent disagree with this notion.
• Benefits evident to employee from training:- 27% are
strongly see the benefits while almost 52% identify the
benefits.
IMPORTANCE OF TRAINING FROM
ORGANIZATIONAL PERSPECTIVE
 Based on need of organization:- only 3% of the
employees are uncertain of it.
 Ornamental purpose?:- 83% either somewhat
disagree(65%) or stronglt disagree(18%).
 Helps to know hidden talent :-20% disagree to this while
78 % agree that it helps in the discovery process.
COMPANY’S APPROACH TO TRAINING
 Need for training policy? :- 89% almost agree (57%) or
strongly agree (32%) to this.
 Criteria used for employee selection:- 72% almost agree
(62%) or strongly agree (10%) to this.
 Methods adopted to carry out training:- 79% almost
agree (67%) or strongly agree (12%) to this.
EFFECTS & EFFECTIVENESS OF
TRAINING(I)
 Return of investment from training?:- 77% believe that it
yields desired outcomes.
 Disturbs continuity of work?:-52% believe it disturbs the
work while 48% disagree to this.
 Yielded positive results in past:-history speaks that
training has been effective which is reflected by 87%
opinion in favor.
EFFECTS & EFFECTIVENESS OF
TRAINING(II)
• Proper feedback taken & worked upon:-85% either
strongly agree(53%) or almost agree(32%) to this.
• Are they helped by training to acquire skill &
knowledge? :-it’s working, 95% believe in this
assumption.
• Post training time to plan improvement:-59% disagree to
this and so management should seriously work in this
direction.
SUGGESTION
 Sufficient time must be provided after training for
employee to plan and improve performance.
 Preparation for each training program must have
sufficient significance to ensure success.
 Induction training being the first step to improvement
must be prioritized in all aspects.
CONCLUSIONS
• Training program increase capacity for growth and
ensure flexibility.
• Effective Coordination of HR dept. and faculty are
equally or more important then improvement in training
need assessment.
• Evaluations of training program through formal trainee
feedback, observing behavior & supervisor feedback is
better then co-workers feedback and watch on
productivity.
THANK YOU