A Study of the Effectiveness Of

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H ISTORY OF

V IMSONS CHICORY CORPORATION

In 1975 it was started by Vithhalbhai Patel andBindubahi V. Patel.On an average staff around 60 to 70.

y In chicory season it goes to around 100 to 120.In 2004 they expand and new implement newtechnology.Plant capacity is 2000 M.T. year

Develop new center at Sanjya and Vadatal topurchase chicory.



P RODUCT AND S UPPLY ·S

Products:-y Roasted Chicory Rootsy Roasted Chicory

Powdery Roasted Chicory Grainy Roasted Chicory

Extracty Liquid Chicory

Company·s Supply:-y M/s. Nestle India

Limitedy

M/s Hindustan LeverLimitedy M/s Shree Nivasa

Coffee Suppliery M/s Swani

Corporationy M/s Nestle(S.A.) Pvt.

limited





D EFINITION O F D EVELOPMENT :-

Development Development refers to formal education, job experiences,relationships, and assessments of personalities and abilities that helpemployees prepare for the future.



W HY IS EMPLOYEE DEVELOPMEN TIMPOR TA N T ?

E mployee development is anecessary component of a company¶s

efforts to:Improve qualityRetain key employeesMeet t h e ch allenges of global competition and social

ch angeIncorporate tec h nological advances and c h anges inwork design



7

Developing anevaluation plan

Monitor and Evaluatethe Program

Training Design Process

Conducting NeedsAssessment

EnsuringEmployees·

Readiness for Training

Creating aLearning

Environment

S elect TrainingMethod



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 employeeSample size:- 60

Variables: dependent variable like reward &

experience, independent variables like age &incomeTool for data collection:- structured

Questionnaire

Data analysis :- frequency tablesLimitation:- time constraints, authenticity and

disclosure of data



INFORMATION OF SURVEYED EMPLOYEE

Age group:- 40% are above age of 40 , while thenext 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 TOWARDSTRAINING PROGRAM

Better productivity & efficiency:- 78% feel thatthey 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% eitherstrongly or to major extent disagree with thisnotion.Benefits evident to employee from training:- 27%are strongly see the benefits while almost 52%identify the benefits.





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%) tothis.



E FFECTS & EFFECTIVENESS OFTRAINING (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 speaksthat training has been effective which is reflectedby 87% opinion in favor.



E FFECTS & EFFECTIVENESS OFTRAINING (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 thisassumption.Post training time to plan improvement:-59%disagree to this and so management shouldseriously work in this direction.



S UGGESTION

Sufficient time must be provided after trainingfor employee to plan and improve performance.Preparation for each training program must have

sufficient significance to ensure success.Induction training being the first step toimprovement must be prioritized in all aspects.



CONCLUSIONS

Training program increase capacity for growthand ensure flexibility.Effective Coordination of HR dept. and faculty

are equally or more important then improvementin training need assessment.Evaluations of training program through formaltrainee feedback, observing behavior &supervisor feedback is better then co-workersfeedback and watch on productivity.



THANK Y OU

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A Study of the Effectiveness Of