Galla Foods

A STUDY ON TRAINING AND DEVELOPMENT
INTRODUCTION
INTRODUCTION TO TOPIC:
Dale S. Beach defines the training as organized procedure by
which people learn knowledge / or skills for a definite purpose.
Employee training is the most important subsystem of human
resource development. Training is the specialized function and is one
of the fundamental and operative functions of resource management.
Hence my study is Training and Development i.e., how for the
organization is able to achieve the goals, improving its productivity
and also employee efficiency. What are the benefits the employees are
getting from training? How is the training policy .procedure and
budget, what are various view points of the employees on the training
and development programs .Their interest about training and
development,
how
much
time
require
for
the
training
and
development. How for it is useful, are you decreasing of job tension,

stress like this, all the aspects are covered in my study.
The study helps to the effectiveness of training and development
programs and also helps the organization to design the training and
development programs in a much more effective and efficient manner.
DEFINITIONS:
In simple terms training refers to imparting to specific skills,
abilities and knowledge to a particular job.
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Meaning of training of the different author has explained the

meaning of the training in the following ways.
Training is the act of increasing the knowledge and skills of
employee for doing particular job.
Edwin B. Flippo.
The organized procedure is which people learn knowledge and
skills for definite purpose.
Dale S.Beach.
The term of training is used to indicates the process by which
aptitudes skills and abilities of employees to perform specific
jobs are increased.
Michal J. Jucius.
Training in a short process utilizing systematic and organized
procedure by which non
- managerial personnel learn
technical knowledge and skills for a definite purpose.
L. L. Feinmetz.
THE IMPORTANCE OF TRAINING AND DEVELOPMENT:

The importance of human resources management to a large
extends depends on human resources developing and training is
its important technique.
Training works towards value addition to the company through
HRD.
No organizations can a candidate who exactly matches the job
and
the
organizational
requirements.
Hence
training
is
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important to develop the employee and may him suitable to the

job.
Trained employees would be a valuable asset to an organization.
Organization efficiency, productivity, progress and development
to a greater extend depend on training. If the required training
is not provided, it leads to performance failures of the employee.
Organizational objectives like viability, stability and growth can
also be achieved through training.
OBJECTIVES OF THE STUDY
To study the status of the employees based on the past training

and development from the employer.
To give better idea to the management regarding the employee
performance on the basic of past training and development.
To study the opinions of the employees regarding training
programmers.
To know
the satisfaction and dissatisfaction levels of the
employees with the training programs in GFL.

To study the various training and development programs
conducted in GFL.
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NEED FOR THE STUDY

Now a days the study is utmost important in the corporate
sector to identify and at the same time to fulfill the needs of the needs
of the employees at various level. The study has a vital role in the
organization science the top management only on this bases can take
the training decision.
Need for the study is to know how the
department adopts
training and development activities in the organization. The need for

training and development is determined by the employee performance
deficiency computed as
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Training and development= standard performance actual

performance
SCOPE OF THE STUDY

This study is conducted to know the various types of training
and
development programmes in Indo National Limited.The study
includes managers and workers of all departments excluding

contract labours.
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RESEARCH METHODOLOGY
Research is scientific and systematic search pertinent
information on a specific topic the meaning of research is a careful
Page 6
investigation (or) inquiry especially through search for new facts in

any branch of knowledge.
1.
Research Design
2.
Data Sources:
Descriptive type
One of the important tools for conducting research is

the availability of necessary and useful data collection is more of an
art that science. The source of information fall under two categories.
a)
Primary Data:
Primary data is the data which has been collected directly
from the people of the organization it is also called as first hand data.
Primary data constitutes collecting data from all officers
and supervises in different departments to know their view about
existing system and recommendations and suggestions through
prepared questionnaires. It constitutes direct approach to the
employees and knowing there personal views and suggestions.
b)
Secondary Data:
Secondary data is those which have been already collected by
some agency and which have been processed.

Secondary data constitutes organizations profiles, HR systems
in the organization and collecting data from various records
maintained by the personnel department and manuals of the
organizations.
Collection of the data was commenced on 2ndJune and
completed on 5th July 2009.
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3. Research Instrumen
: structured undisguised questionnaires
4. Sampling plan
i.
Sampling size
100
ii.
Sampling Unit
Executives
iii.
Sampling Method
Simple Random Method.
5.
Contact method
the
Personal interview with

help of understand
quetionnaires
TOOLS OF ANALYSIS:
The collected data was first codified and then crystalised
into tables which are further elucidated by dint and by pie chats. The
conventional statistical techniques used in this survey are the
percentage analysis and the graphical representation. Percentage
analysis has been used as the main tool and graphs are helpful to
analysis and interpret the data. Suggestions and recommendations
were made at the end of the report.
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LIMITATIONS OF THE STUDY
This study limited to the time factor it is difficult to examine all

the employees with in 8 weeks of time.
Different views and suggestions provided by the respondents are
subjected to personal bias.
Since the sample size limited and also due to time constraint,
the overall opinion of the study is not attributing to the total
organization.
Scope of the questionnaire was limited.
Employees feel fear of management, to reveal facts related to the
organization, so there may arise bias.
Page 9
COMPANY PROFILE
Amara raja group founded by Mr.Ramachandra.N Galla
with a vision of offer quality products/solutions to the power sector by
installing manufacturing facilities in Rural India.
Amara Raja Batteries Ltd
Amara Raja power Systems Ltd
Mangal Precisions Products Ltd
Amara Raja Electronics Ltd
Galla Foods Ltd
Amara Raja Batteries Ltd:

Amara Raja Batteries Ltd(ARBL) is the flagship company
of the group of as a joint venture with Johnson controls Inc
(USA).USD 35 Billion fortunes 500 organization. ARBL is a dominant
player in the Indian ocean Rim market under the renowned Amaron
brand also offering products in the industrial segment.
Amara Raja power System Ltd:

Amara Raja Power Systems Ltd (ARPSL), first company to
be established in the group offers the following.
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Design
and
Development
of
power
electronic
products
Power Electronics systems integration and testing
Magnetics manufacturing
Mangal Precisions Products Ltd:

Mangal Precision Products Ltd (MPPL) are situated at
patamitta in Chittoor District in Andhra Pradesh. India. MPPL
manufactures the following products.
fasteners.
Fabrication of advanced sheet metal products and
Plastic component and compounds with technological support
nedschroef.Belgium.
Amara Raja Electronics Ltd:

Amara
Electronics
Ltd
(AREL)
is
located
at
Diguvamagham near Chittoor in Andhra Pradesh. India . AREL

manufactures battery charges. Digital inverters and trickle chargers
and also provides solutions to the Parent company by offering its
services for assembly and testig.
Galla Foods Ltd:

Galla Foods Limited, belongs to an innovative, and
successful AmaraRaja Group Companies, is now progressing in
establishing a 100% Export Oriented World class food processing
Unit near RangamPet, Puthalapattu mandal, Chittoor dt, AP. The
Company is aiming to establish one of the best food processing
industry in India on par with the International Standards.
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India is one of the largest producers of Tropical fruits in

the world and has established the image in the international market.
Due to its own advantages in climatic conditions, India can produce
wide variety of fruits and vegetables. Unfortunately, the processing
technologies and storage facilities, available are still primitive and
enough importance has not been accorded for this industry, which
has tremendous growth potential. Only recently, both the central and
state governments have realized the importance and taken steps
through wide variety of measures for the growth of the industry.
Andhra Pradesh, where the plant is coming up, is known for variety of
quality fruits particularly for Mango, Papaya, Guava, etc.,
With the support of Govt. bodies, many small-scale
industries (overall capacity of upto 1000M.Tons of fruit pulp by
canning process) have been established since 1970 by leading formers
and fruit traders for processing the tropical fruits. In the early 1970s
India started exporting this tropical fruit products to Gulf countries.
However, could not able to meet advanced international market
requirements to enter into Europe and American countries due to
inferior product quality. Even the response in the GULF countries has
not seen the potential growth year by year due to quality related
issues. From the year 1995, Indian manufacturers realized on the
technological gap in meeting the international standards when
compared with competitive producers of same products from North
America, Peru, Brazil & Ezypt. Necessary steps were then initiated in
establishing the new technologies called Aseptic Fruit Pulp to
compete in international markets. Nevertheless, today there are many
small scale industries producing low quality fruit pulps(canned pulp)
and struggling to approach advanced international markets. Though,
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the successful organizations like Foods & Inns, Clean foodsetc could
establish Aseptic process with latest technologies at that point of time,
the plants have not been designed completely to meet international
standards.
Ever since, the AmaraRaja Group is committed to bring
innovative/advanced technologies/concepts/manufacturing practices
to India and produce premium quality products in any area where
ever we have been. This has been well demonstrated in our earlier
projects and group will continue to maintain its commitment in all the
projectsall the time. As part of Groups business diversification,
GFPL is being established with latest technological developments in
Fruit processing. GFPL is confident that, this new approach will bring
revolutionary changes in present Industry practices and translates the
benefits to Formers, Industry and Nation.
SCOPE OF THE PROJECT:

GFL plans to process the Tropical fruits mainly such as
Mango, Guava and Papaya and produce natural fruit purees, Byproducts and finished products. The total project will be established in
phased manner.
FIRST PHASE:
State-of the art fruit processing plant will be set up in
first phase to produce natural purees and concentrates from Tropical
fruits. These products are targeted to export into international
markets such as Europe, North America, Far East and Southeast Asia
for use in Food & beverage industries. The first phase of the project is
expected to be commissioned by January 2005 with an investment of
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about Rs.25 crores on Machinery, building and working capital.

Phase-1 will be established with the high capacity line of 10Tons ripen
fruit/hr, a overall yearly capacity of 10000 M.Tons of natural fruit
puree.
In-house R&D facility with the technical assistance from
fore front research institutes in food industry will be established
parallel to support the farmers in achieving the better quality and
higher yields. The farmers will be assisted technically in deploying
the gardening & harvesting techniques to achieve improved yields

from the present level of 3.5M.tons per acre.
SECOND PHASE:
Deployment of innovative technologies to produce Byproducts from the waste generated in fruit processing. The present
estimated waste from the above process is about 45-50% of the fruits
consumed and for which there is no price. Additionally the waste is
contributing to environment pollution. Focus is aimed in this area to
produce by products, which can support the industry economics as
well. Possibilities are being explored to consume the waste generated
even from the gardening stage. Our Preliminary survey indicates, As
such there is no established technology available for adaptation
anywhere from the world and GFL is committed to put efforts on
research and technology establishment in association with renowned
research institutes. The By-products can be related to industrial
products, edible products and Fertilizers. The second phase is aimed
to follow the establishment of first phase.
THIRD PHASE:
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This phase will be the key in whole project by connecting

former manufacturer and end user in India. In India there are about
Billion people and if the products are affordable to consume, there is
no need for India to look for international market. In addition to this
with the recent developments in business relations with Chaina, the
market is open for India and potential growth is expected for the fruit
products. The value addition to the tropical food products will create
more wealth to the industry and former as well. GFL has two
concepts in bringing the end products as indicated below.
A. Formulated mixed/blended/energetic fruit juices(all tropical
fruits) in pet bottles or tetra packs for direct consumption.
B. Expansion of operations in food industry by formulating and
bringing the packaged food product from the tropical products
starting from cereals, nuts to fruits/vegetables.
Infrastructure:
Facility:
Galla Foods processing facility is located in Chittoor,

spread over an area of 150 acres. This place has been earmarked to
host an integrated food complex of international standards. The
facility currently has a tropical fruit puree/concentrate processing
plant and the pack house for preparing the fresh fruits and
vegetables.
Cutting-edge Technology:
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Galla Foods plant is equipped with state-of-the-art fruit

puree processing aseptic filling line of SIG Manzini, Italy to produce
natural fruit pulps&concentrates. The plant has one of the Indias
single largest fruit processing line-10 TPH ripped fruit processing with
Aseptic packaging.
Galla Foods Technology Initiatives span the following

disciplines:
PLC
operated
equipments
for
better
control
over
monitoring and operations with supervisory units.
Two stage washing of fruits ensure HACCP quality

requirement.
Two stage Sterilization to retain the natural flavor and

aroma.
High speed advanced monoblock aseptic fillin machine

supplied.
Integrated Enterprise Resources Planning System is in

place to automate business processes and provide data
for analysis and reporting, allowing a closer control on
quality and operations.
Efficient Plant Layout:

Minimal drop in power and stream transfer.
Straight line process flow design to maintain the

hygiene and control in respective areas.
Special food grade self leveling epoxy flooring to

maintain optimum hygienic conditions.
Curved corners and food grade epoxy painted walls to

avoid dust accumulation and to facilitate easy washing.
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Advanced high raise insulated roofing with double layer

GI
sheeting
with
air
extractors
to
maintain
temperature inside the plant.
Utility lines are routed otside the plant to keep the

interiors free from dust accumulation.
Valuable Industrial Expertise:
Galla Foods is backed with strong support and service

from its team of highly qualified technical personnel and domain
experts with perceptive knowledge and skill. Powered by priceless
hands on experience the professionals are upgrading themselves
continuously to identify and introduce improved and innovative
product offerings that would delight.
Galla Foods Pvt.Ltd
E.O.U
DTA
PACK
PULP
PACKING
BEVERAGES
HOUSE
PUREE
CONCENT
VHT
NON-VHT
RATE
Page 17
Divisions in Galla Foods:

1)E.O.U:
Export oriented unit-this is for 100% export. This export
unit is divided into two segmentations as,
- Pulp division
- Pack house division
a) Pulp:
In pulp production we process two kinds of products as,
Puree:
Galla Foods offers finest tropical fruit purees including
mango, Guava, Papaya ect. Fruits are carefully graded, sorted and are
directly sourced from the farmers to a large percentage. We ensure
direct interaction with the farmers and share knowledge on pre & post
harvesting practices, resulting in better quality, better yield and
highest satisfaction.
Mango
Totapuri
Alphanso
White Guava
Pink Guava
Red Papaya
Guava
Papaya
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Yellow Papaya
Tomato
Concentrate:
Galla Foods offers finest tropical fruit purees including
mango, Guava,Papaya etc. Fruits are carefully graded, sorted and are
directly sourced from the farmers to a large percentage. We ensure
direct interaction with the farmers and share knowledge on pre & post
harvesting practices, resulting in better quality, better yield and
highest satisfaction.
Mango
Guava
Papaya
b) Pack house:
Pack house was divided into 3 sections as,
VHT:
To enable Fresh mango exports to countries like japan
and Korea. Galla Foods has commissioned the VHT facility. This
ensures irradiation of the fruit flies in the fresh fruit. Galla foods is
the first private organization to set up this facility in the country.
NON VHT:
To enable fresh mango exports to countries other than
Japan&Korea, through swapping the fruit.
2) DTA:
This is domestic tariff area where the process is for the
domestic country.
Page 19
PACKING:
Galla foods has a set up a Fresh fruit &vegetable
processing facility from Greefa. Spain Fresh Fruit including Mangoes.
Bananas are processed along with tropical vegetable like Okra, Lemon,
Bitter gourd etc. the facility also wholes ripening chambers, precooling chambers & cold storage to handle fresh fruits & vegetables.
For domestic market we will process the fresh fruits &
vegetables. Fresh fruits includes mangoes, banana along with tropical
vegetables like Okra, Lemon etc.
BEVERAGES:
In this division Galla Foods have recently started the
beverage production of Mango thick nectar.
PRODUCT PROFILE
Seasonal fruits and Vegetables:
Mango:
Alphonso
Totapuri
Banganapalli
Kneeler
Mulgova
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Guava:
White Guava
Pink Guava
Papaya:
Yellow Papaya
Red Papaya
Banana
Ladies Finger/Okra
Lemon
Drum Stick
Beans
Bitter Guord
Egg plant
Puree:
Galla foods offers finest tropical fruit purees including
Mango, Guava and are directly sourced from the farmers to a large
percentage.
We share knowledge on pre and post harvesting practices
resulting in better satisfaction.
Mango:
Alphonso
Totapuri
Guava:
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White Guava
Pink Guava
Papaya:
Yellow Papaya
Red Papaya
Tomato:
o Tomato
Concentrate:
Galla foods offers finest tropical fruit purees including
Mango, Guava and are directly sourced from the farmers to a large
percentage.
We share knowledge on pre and post harvesting practices
resulting in better satisfaction.
Mango:
Totapuriu
Guava:
White and Pink Guava
Papaya:
Yellow and Red Papaya
Tropical fresh fruits:

Galla foods have a set up a fresh fruit processing pack
house in addition to the state of the art Fruit Puree and Concentrate
processing.
Page 22
Fresh fruits including mangoes, Bananas are processed.

The facility also holds ripening chambers, pre cooling chambers and
cold storage to handle fresh fruits are Mangoes, Bananas, Papaya,
Pine apple, Guava, Pomegranates etc.
Alphonso Mango Pulp

Product Description:
The product derived from fresh, sound ripe, Alphonso

Mango
fruit
(Mangifera
Indica
Anacardiacae
VAR
Alphonso).Practically free from any objectionable factor affecting

quality of the fruit. Product prepared by thermal treatment to render it
Commercially sterile and completely free from any additives and any
pathogenic / spoilage micro organism and any other hazard.
Organoleptical, Physical And Chemical Analysis:

Appearance:
Uniform, homogeneous smooth, free from fibers and any
foreign and extraneous matter.
Aroma & Flavor:

Characteristic prominent aroma of natural ripe Alphonso
Mango and free from any fermented & offensive flavour, particularly
free scorched or caramelized flavour.
Taste:
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Characteristic typical acidic sweet taste of natural ripe

Alphonso Mango. Free from any off taste.
Colour:
Golden to Orangish Yellow
Totapuri Mango Pulp
The product derived from fresh, sound ripe, Totapuri
Mango Fruit ( Mangifera
Indica L Anacardiacae VAR Totapuri)
Practically free from any objectionable factor affecting quality of the

fruit.
Product
prepared
by
thermal
treatment
to
render
it

Appearance:
Uniform, homogeneous smooth, free from fibers and any
foreign and extraneous matter.
Aroma & Flavour:

Characteristic prominent aroma of natural ripe Totapuri
Mango free from any fermented & offensive flavour, particularly free
scorched or caramelized flavour.
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Taste:
Characteristic typical acidic sweet taste of natural ripe
Totapuri Mango. Free from any off taste.
Colour:
Golden Yellow Deep Yellow
Pink & White Guava Pulp

The product derived from fresh, sound ripe, Pink and
White Guava Fruit (Psidium guava mytraceaevar , pink & white.),
fruit.
Product
prepared
by
thermal
treatment
to
render
it

Appearance:
Uniform, homogeneous smooth, slightly thin consistency,
free from grit, fibers and any foreign and extraneous matter.
Aroma & Flavour:

Characteristic prominent, well-expressed aroma of natural
ripe Pink/white Guava and free from any offensive flavour, particularly
free scorched, oxidized or caramelized flavour.
Taste:
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Characteristic, Pleasant typical acidic sweet taste of

natural ripe Pink / White. Free from any Objectionable off taste and
after taste.
Colour:
Deep Pinkish / Milky to Creemy white.
Red / Yellow Papaya Pulp

The product derived from fresh, sound ripe, Red Papaya
fruit (Carica papaya L.) Practically free from any objectionable factor
affecting quality of the fruit. Product prepared by thermal treatment to
render it Commercially sterile and completely free from any additives
and any pathogenic / spoilage micro organism and any other hazard.

Appearance:
Uniform, homogeneous smooth, thin consistency, free
from fibers and any foreign and extraneous matter.
Aroma & Flavour:

Characteristic prominent, well-expressed aroma of natural
ripe
Red/yellow
Papaya
and
free
from
any
offensive
flavour,
particularly free scorched, oxidized or caramelized flavour.
Taste:
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natural ripe Red/Yellow Papaya. Free from any Objectionable off taste
and after taste.
Colour:
orangish Red /Yellow
Tomato Paste
The product derived from fresh, sound ripe, Tomato fruits
fruit.
Product
prepared
by
thermal
treatment
to
render
it

Appearance:
Uniform, homogeneous smooth, thick consistency, free
from fibers and any foreign and extraneous matter.
Aroma & Flavour:

Characteristic prominent, well expressed aroma of
natural ripe Tomato and free from any offensive flavour, particularly
free scorched, oxidized or caramelized flavour.
Taste:
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natural ripe tomato free from any objectionable off taste and after
taste.
Colour:
Blood Red.
Production process of pulp:

The fruit processing aseptic line is from SIG Manzini of
Italy. The line has a capacity to process 10 metric tones per hour
ripened fruits. The processing line is fully integrated and controlled by
PLC. For this season i.e. 2008-09 the company has started one new
line of same capacity for the production of puree&concentrate. The
production of the puree & concentrate is as shown in the below flow
chart.
Flow chart of Pulp production

Fruit Feeding
Fruit Washer
Scalder
Brush Washer
Fruit inspiration
And cutting
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De-Stoner
Aseptic Treatment
Vegetables:
Galla foods have a set up a fresh Vegetables processing
pack house in addition to the state of the art. Fresh Vegetables
including Okra, Egg plant, lemon, Bitter Gourd etc, ate processed.
Farmers around the facility grow tropical vegetables. Galla foods has
entered into contract farming with the farmers to ensure quality
produce. Galla foods also enriches the farming community by sharing
with farmers pre and post harvesting techniques.
Beverages:
Galla thick mango:
The thickest, juiciest mangoes, bottled just for you! Made
from the fattest and juiciest mangoes; Galla thick mango is a delicious
treat for you.
Galla thick Mango Cocktail:

Pure, true and un matched Galla thick mango cocktail
is a sumptuous blend of exotic fruits with the quintessential king of
the fruits
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Galla thick Mango Magic:

Experience true magic rush in your mouth with the
inimitable blend of Galla thick mango with apple or orange. Add to
this the multiple benefits of these exotic fruits
RESPONSIBILITIES:
Water management:
Effluent Treatment:
Our Factory is equipped with aerobic effluent
treatment plant of 250 kl capacity. Effluent from all locations of water
use is collected through inter connected drains in ET plant. It is
aerated here & transgerred to settlement tand for sedimentation of
solid particles. The treated effluent is sent to oxidation pond. From
pond, water is used for gardening and civil construction.
The sludge is transferred to drying bed. The
dried sludge is used as manure in our garden.
The main feature of our company is that know
effluent treated or untreated is released in public drains & therefore,
does not pose any danger to surrounding environment & public.
The Solid Waste consists of the following

Seeds of fruits
Stem ends & skin/peel of fruits & Vegetables
Pomace consists of fibres & embedded pulp
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Spoiled fruits & vegetables

The seeds and peels of good fruits are passed
second time through a pulper to remove the remaining pulpy portion.
The pulp extracted so & pomace are mixed & given an enzymatic
treatment & centrifuge to remove the extraneous materials so that
pulp can be used for making concentrate. This helps in improving the
recovery out of fruits.
Water management:
Our main source of water is bore wells. The water is
potable. Water from all bore wells is collected in a sump. From there it
is pumped to over head tank to supply to various locations of use. To
manage appropriately & conserve the water, we are taking following
steps at various locations of its use.
Fruit washing:
The water is recirculated after filtration up to it becomes
dirty. This water is chlorinated to control the contamination by
continuous dosing of chlorine in the washing tub.
Steam Generation:
Water for boiler feeding is treated in water softener to
reduce the hardness. The steam condensate of evaporator is recucled
to boiler to save water & energy as condensate will have high
temperature Steam condensate from other heating equipments &
vapour condensate from pulp concentration is collected in a tank to
use in crate & floor cleaning.
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INDUSTRY PROFILE
Absence
of
market
strategy,
inadequate
export
infrastructure and unstable supply base are giving Indian mango

growers a run for their money, more Soils, Nutrition, and Fertilizer in
the international markets where the Indian king of fruits is still to
take its place. While India produces over 11m metric tones of mangoes
annually around 63% of world produce, its export share is just 0.11%.
However, APEDA has identified UK, Germany, the Holland, France,
Italy and Belgium for mango exports and plans aggressive marketing
strategies there. APEDA is making all efforts to make available latest
packaging and processing technology for our produce.
EU duty slices local mango pulp export:

EU, the main market for India, has imposed a 3.8%
import duty on Indian pulp this year, already making Indian pulp
mango prices less competitive than Latin American pulp. The EU
preferential treatment to Latin American pulp, along with the high
fresh fruit prices appear to be affecting negatively Indias traditional
pulp export market in the EU, CIS, Africa and in West Asia.
Page 32
Getting high on mango:

A mango champagne concocted by Indias Agricultural
and
Processed
Food
Products
Export
Development
Authority,
launched a mango promotion campaign in London with a mango

dinner. At the launch party at Bombay Brasserie in Central London,
there was an overkill of the mango magic as guests were treated to an
assortment
of mango products-from mango lassi to
pickles,
chutneys and an all mango desert, not forgetting the mango

champagne, which as a connoisseur remarked, was neither mango
nor
champagne.
Half-a-dozen
commercial
varieties
of
mango,
including alphonso, banganpalli, dushehari, langra and chausa are

being promoted as Indias royal heritage. A brochure explaining the
variety of uses to which mango can be put consumed as a table fruit,
as desert, or often between meals and processed for preparing pulps,
juices, nectars, spuashes and jams is being handed our to traders
and potential mango consumers. They are being told that it is Indias
kind fruit and India is the largest producer of mangoes.
BIHAR GOVERNMENT TO PROVIDE
LITCHI FARMERS
WITH MOBILE:
Bihar is giving its litchi farmers facilities to store, process
and transport the succulent fruit with the hope of doubling exports to
over 200 tonnes this summer. The state government will provide the
farmers with mobile refrigerator vans and cold storage facilities, said
APEDA officials. Each van has a five-tonne capacity. Litchi is
cultivated in about 60,000 hectares in the country and Bihar
contributes 74% of the total produce, mainly from Muzaffarpur
Page 33
district. According to the National Horticulture Board, countrys total

litci production in 98-99 was 428.900m tones. Due to the absence of
adequate cold storage facilities and refrigerated transport, hardly 1%
of litchi farmers in Bihar exports their produce. A team of experts
from Kolkata suggested setting up pre-cooling and sulphur treatment
facilities in existing cold storage plants to prevent waste. It also
recommended opening some new cold storage facilities. The centre is
to provide concessions on export and excise duties to litchi products
from the export zone. The Bihar government has also sanctioned the
provision of 67 acres for a litchi research centre near Muzaffarpur
under the litchi export zone programme. The centre would develop
and grow new strains of high yield litchi seeds for supply to farmers at
subsidized rates.
Along with grand production of grapes, pomegranates are
also increasing in production in Nasik District. In Ratnagiri also,
cashew and mangoes are having abundant yields. Foreign countries
are exporting about 70-80% of processed food, while in India it is only
about 2%. In the favor of the same, NABARD officials just now have
taken a primary survey whose report is supposed to come out within
a months period. The average production, requirement of food
processing units, required economic policies etc points are covered in
the survey. Agricultural officers, the farmers engaged in the
development of wine park, bank representative etc persons are being
visited in the survey. A workshop will also be held if there is such
need.
Climate conditions of the state are very much suitable for
cultivation of Lemon & Ginger in large scale and processing technology
is available. Technical manpower in the field of Lemon & Ginger
Page 34
cultivation and processing are available in the State. There shall be

single
window
clearance
whenever
necessary
for
speedy
implementation of the project. Logistic support shall be provided by

the State Government whenever necessary.
INTRODUCTION ABOUT PROMOTERS:

Group, incorporated on 11th March 2004. The Company is
one of the leading manufactures of Natural fruit puree and
Concentrates.
Galla Foods Limited (GFL Foods or Company) is part of
the Amara Raja GFL is a 100% Export oriented Unit (EOU) located in
the Proposed Special Agri Economic Zone of Chittoor (District) Andhra
Pradesh.
The details of the company are as follows:

Name
Galla Foods Limited

Rangempet, Puthalapattu Mandal,
Works
Registered Office
Proposal
Chittoor
Dist. Andhra Pradesh
Renigunta-Cuddapah Road,
Karakambadi-517520
Project Financing & Enhancement of
Working
Capital Credit Facilities
Page 35
Chairman
Dr.Ramachandra N.Galla
Directors
Constitution
Limited
Group
Amara Raja Group of Companies
Jayadev Galla
Dr.G.Ramadevi
Agri Food Processing-Fruit

Sector
Pulp&Concentrate;
Fresh Fruits&Vegetables and Beverages.
PROMOTERS:
Dr. Ramachandra Naidu Galla, a leading industrialist, is
the founder chairman of
the Amara Raja Group of companies, which
comprises of 5 entities across 4 locations with an estimated net sales

turnover of over Rs.1,200 crores for FYO8 and with a team of over
4000 employees. The Amara Raja Group is in business as diverse as
Lead Acid Batteries, Power Solutions, Sheet Metal, High Tensile
Fasteners, PCBs & Home inverters and Foods Processing.
Galla Foods Limited is Promoted by Dr.Ramachandra

Naidu. Galla, Mr.Jayadev Galla and Dr.Ramadevi.
The Amara Raja Group and the promoters are rated
highly in the state of Andhra Pradesh and have a stellar record of
meeting the commitments to financial institution, the Government,
employees and society.
PROFILE
OF
CHAIRMAN
(DR.RAMANCHANDRA
GALLA)
Page 36
The chairman of the Group Dr.Ramanchandra N Galla is

an Ms (Systems Sciences) from Michigan State University, USA.
Dr.Galla has a rich experience of working overseas and has been
responsible for pioneering VRLA technology in India. He is recipient of
the following recognitions.
BEST ENTERPRENEUR OF THE YEAR 1998 by Hyderabad

Management Association, Hyderabad.
ALL
ROUND
PERFORMANCE
IN
INDUSTRIAL
ACTIVITY
INCLUDING PROMITION/EXPANSION EFFORT IN STATE FOR

THE YEAR 1997-98 by the federation of Andhra Pradesh
chambers of commerce and Industry (FAPPCI) , Hyderabad.
INDUSTRIAL ECONOMIST BUSSINESS EXCELLENCE AWARD1999 by the Industrial Economist, Chennai.
EXELLENCE AWARD by institute of Economic Studies (IES),

New Delhi.in 1999 at New Delhi.
UDYOG RATTAN AWARD by institute of Economic Studies, New

Delhi.
UGADI
POORASKARAM
by
Chittoor
Collector
Academy,
Chittoor.
HONORARY DOCTORATE from Sri Venkateswara University,

Tirupati.
PROFILE OF DIRECTOR: Mr. Jayadev Galla

Mr. Jayadev Galla has served as an international sales
executive in GND Battery Technologies, Inc., USA. He holds a
bachelors degree in political Science and Economics from university

of lllinois at Urbana Champaign, USA. He has been responsible for the
diversification of Amara Raja Batteries Limited (ARBL) into Automotive
Batteries and has been the brain behind the success of Amaron
Page 37
conceptualization and driving the product, engineering and marketing

strategy. He is a member of the confederation of India Industry (CII)
Southern Regional council, the Co-Chairman of CIIs family business
sub committee and a member of the Madras Round Table No.1 . He
was a founder member of the National Governing council of CIIs
young
Indians
and
also
founder
member
of
the
Young
enterpreneursOrganization, Hyderabad Chapter.
PROFILE OF DIRECTOR: Dr. G.Ramadevi

Dr. Ramadevi Gourineni completed her Medical education
in Kurnool medical college, Andhra Pradesh in1989. She has been
trained in Neurology at University of lllinois in Chicago followed by
fellowship training in EEG and sleep Medicine at Loyola University
Maywood, lllinois. She is currently serving as an assistant professor of
Neurology at Northwestern University, USA. She is also a director of
medical education in Neurology and director of Insomnia program at
Northwestern University.
Page 38
BOARDS OF DIRECTORS:
The present directors and company secretary of the Galla

Foods Ltd and position held are given below:
NAME OF THE DIRECTOR
POSITION
STATUS
Dr.Ramachandra N Galla
Chairman
Promoter
Jayadev Galla
Director
Promoter
Dr.G.Ramadevi
Director
Promoter
Satyanarayan Nayak
Company
Secretary
Executive
Page 39
REVIEW OF LITERATURE
HUMAN RESOURCES MANAGEMENT:
Human resource management means managing the
functions of people, developing their resources, utilizing, maintaining
and compensating human resources in the creation and development
of human relation with a view to contribute proportionately to the
organization, individual and social goals.
Functions of HRM:
The functions of HRM can be broadly classified into two
categories are in below figure,
Functions of HRM
Managerial functions:
Operative functions:
Planning
Employment
Organizing
Human resource
Directing
Development
Controling
Compensation
Human relations
Recent trends in HRM
Page 40
Managerial functions:
Managerial functions of personnel management involve
planning, organizing, directing and controlling. All these functions
influence the operative functions.
Planning:
It is a pre-deterrmined course of action. Planning pertains
to formulating strategies of personnel programmes and changes in
advance that will contribute to the organizational goals(human
resources, requirements, selection, training etc).
Organiging:
An organization is a means to an end. An organization is
a structure and a process by which a co-operative group of human
beings allocates its task among its members, identifies relationships
and integrates its activities towards a common objective
Directing:
The basic function of personnel management at any level
is motivating, commanding, leading and activating people. The willing
and effective co-operation of employees for the attainment of
organizational goals is possible through proper direction.
Controlling:
Controlling involves checking, verifying and comparing of
the actual with the plans, identification of deviations if any and
Page 41
correcting of identified deviations. Thus, action and operation are

adjusted to pre-determined plans and standards trough control. It
covers auditing training programmes, analyzing labour turnover
records, directing morals surveys, conducting separate interviews are
some of the means for controlling the personnel management function
and making it effective.
Operative functions:
The operative functions of human resources management
are
related
to
specific
activities
of
personnel
management,
employment, development, compensation and relations. All these

functions are interacted with managerial functions.
Employment:
Employment is concerned with securing and employing
the people possessing the required kind and level of human resources
necessary to achieve the organizational objectives. It covers such as
job analysis, human resources planning, recruitment, selection,
placement, induction and internal mobility.
Human Resource Development:

It is the process of improving, moulding and changing
the skills, knowledge, creative ability, aptitude, attitude, values,
commitment etc based on present and future job and organizational
requirements. This function includes performance appraisal, training,
management development, career planning and development, internal
mobility, transfer, promotion, demotion, change and organization
development.
Page 42
Compensation:
It is the process of providing adequate, equitable and fair
remuneration to the employees. It includes job evaluation, wage and
salary administration, incentives, bonus, fringe benefits, social
security measures.
Human relations:
Practicing various human resources policies and
programmes like employment,
development and interaction among
employees create a sense of relationship between the individual worker

and management, among workers and trade unions and the
management. It includes understanding between them, motivating the
employees, boosting employee, developing the communication skills
and leadership skills, redressing employee grievances, handling
disciplinary, improving quality of work life.
Industrial relation:
It refers to the study of relations among employees,
employer, government and trade unionism, collective bargaining,
industrial conflicts, workers participation in management and quality
circles.
Recent trends in HRM:

Human resources management has been advancing at
a fast rate. The recent trends in HRM include quality of work life, total
Page 43
quality in human resources, HR accounting, audit and research and

recent techniques of HRM.
TRAINING& DEVELOPMENT
Organizations and individual should develop and progress
simultaneously for their survival and attainment of manual goals. So
every modern management has to develop the organization through
human resources development. Employees training are the most
important sub-system of human resources development. Training is a
specialized function and is one of the fundamental operative functions
for human resources management.
MEANING:
After an employees is selected, placed and introduced in an
organizations he/she must be provided with training facilities in order
to adjust him to the job .training is the act of increasing the
knowledge and skill of an employee for doing particular job. Training is
a short-term educational process and utilizing a systematic and
organized procedure by which employees learn technical knowledge
and skills for a definite purpose. Dale S Beach defines
The training as The organized procedure by which people learn
knowledge and/or skill for a definite purpose.
In other words training improves changes and moulds the

employees knowledge, skill, behavior and aptitude and attitude
towards the requirements of the job and organization. Training refers
to the teaching and learning activities carried on for the primary
purpose of helping members of an organization to acquire and apply
the knowledge, skills, abilities and attitudes needed by a particular
Page 44
job and organization. Thus, training bridges the difference between job
requirements and employees present specifications.
GOAL OF TRAINING:
Training has certain goal, where the main aim is a train the
employees
with the best
of the
knowledge
available
so
that
performance is achieved to the maximum and as well it leads to higher

job satisfaction. The questions in this section are designed to held the
ownet-manager define the objective or goal to be achieved by a training
program. Whether the objective is to conduct initial training, to
provide for upgrading employees, or to retrain for changing job
assignments, the goal should be spelled out before developing the plan
for the training program.
Do you want to improve the performance of your employees?
Will you improve your employees by training them to perform
their present tasks better?
Do you need to prepare employees for newly developed or
modified jobs?
Is training needed to prepare employees for promotion?
Is the goal to reduce accidents and increase safety practices?
Should the goal be to improve employee attitudes especially
about waste and spoilage practices?
Do you need to improve the handling of materials in order to
break production bottlenecks?
Are the goal t orient new employees to their jobs?
Will you need to teach new employees about overall operations?
Do you need to train employees so they can help teach new
workers in an expansion programs?
Page 45
TYPES OF TRAINING:
The type of training to be offered has an important bearing on
the balance of the program. Some types lead themselves to achieving
all of the objectives or goals, wills others are limited. Therefore the
organization should review the advantages of each type in relation to
your objective or goal.
Can you train on-the-job so that employees can produce will
they learn?
Should you have classroom training conducted by a paid
instructor?
Will a combination of scheduled on-the-job training and
vocational classroom instruction work best for you?
Can you goal be achieved will a combinations of on-the-job,
training and correspondence courses?
DIFFERENCES
BETWEEN
TRAINING
AND
DEVELOPMENT:
S. No
Area
1.
Content
Training
Technical Skills and
Knowledge
Development
Managerial and
behavioral skills and
knowledge
Conceptual and
2.
Purpose
Specific job-related
3.
Duration
Short-term
Mostly technical and
general knowledge
Long-term
Mostly for managerial
For whom
non-managerial
personnel
personnel
Page 46
IMPORTANCE OF TRAINING:
The importance of human resources management to large extent
depends on human resources development and training is its most
important technique. No organization can get a candidate who exactly
matches with the job and the organization requirements. Hence,
training is important to develop the employee and make him suitable
to the job. Training works towards value addition to the company
through HRD.
Job and organizational requirements are not static; they are
changed from time to time in view of technological advancement and
change in the awareness of the total Quality an productivity
Management (TQPM). The objectives of the TQPM can be achieved only
through
training,
which
develops
human
sills
and
efficiency.
Organizational efficiency, productivity, progress and development to a

greater extent depend on training. If the required training is not
provided,
it
leads
to
performance
failure
to
the
employees.
Organizational objectives like viability, stability and growth can also be

achieved through training. Training is important, as it constitutes a
significant part of management control. Training enhances 4Cs for the
organization viz.
Competence
Commitment
Creativity and
Contribution
Benefits of Training:
How Training Benefits the Organizations:

Page 47
Leads to improved profitability and/or more positive attitudes

towards profits organization.
Improves the job knowledge and skills at all levels of the
organization.
Improves the morale of the workforce
Help people identify with organizational goals.
Helps create a better corporate image
Fosters authenticity, openness and trust
Improves the relationship between boss and subordinate
Aids in organizational development
Learns from the trainee
Helps prepare guidelines for work
Aids in understanding and carrying out organizational policies
Provides information for future needs in all areas of the
organization.
Organization
gets
more
effective
in
decision-making
and
problem solving.
Aids in development for promotion from within.
Improves labour-management relations.
Reduces outside consulting costs by utilizing competent internal
consulting.
Stimulates preventive management as opposed to putting out
fires.
Eliminates sub-optimal behavior (such as hiding tools).
Creates an appropriate climate for growth and communication.
Helps employees adjust to change.
ASSESSMENT OF TRAINING NEEDS:

Training needs are identified on the basis of organizational
analysis, job analysis and manpower analysis. Training programme,
Page 48
training methods and course content are to be planned on the basis of

the
job
in
an
organization
in
which
employee
is
lacking
attitude/aptitude, knowledge and skill.

1Training Needs = Job and Organizational requirements Employees.
Specifications
Assessment of Training Needs:

The following methods are used to assess training needs:
Requirements/weakness.
Departmental requirements/weaknesses.
Job specifications and employee specifications.
dentifying specific problems
Antic Organisation repeating future problems.
Managements requests.
Observation.
Interviews.
Group conferences.
Questionnaire surveys.
Test or examinations.
Check list.
Performance appraisal.
TRAINING METHODS
The training programs commonly used to train operatives and
supervisory personnel in the organization. These training programs
are classified into on-the-job and off-the-job programs.
TRAINING METHODS
Page 49
ON THE JOB METHODS
OFF - THE JOB METHODS
- Job rotation
- Vestibule training
- Coaching
- Role Playing
- Job instruction
- Lecture Methods
- Training Through step-by-step
- Conference or
Discussions
- Committee Assignments
- Programmed
Instruction.
ON - THE- JOB TRAINING METHODS:

This type of training also known as job instructions training is
the most commonly used method. Under this method, the individual
is placed on a regular job and taught the skills necessary to perform
that job. The trainee learns under the supervision and guidance of a
qualified worker or instructor. On the job training has the
advantage of giving first hand knowledge and experience under the
actual working conditions. While the trainee learns how to perform a
job, he is also a regular worker rendering the services for which he is
paid. The problem of transfer of trainee is also minimized as the
person learns on the job. The emphasis is placed on rendering
services in the most effective manner rather than learning how to
perform the job. On the job training methods include job rotation,
coaching, job instruction or training through step by step and
committee assignments.
I. JOB ROTATION:
This type of training involves the movement of trainee from one
job to another. The trainee receives job knowledge and gains
experience from his supervisor of trainer in each of the different job
Page 50
assignments. Though this method of training is common in training

managers for general management positions, trainees can also be
rotated from job to job in workshop jobs. This method gives an
opportunity to the trainee to understand the problems of employees
on other jobs and respect them.
II. COACHING:
The trainee is placed under a particular supervisor who
functions as a coach in training the individual. The supervisor
provides feed back to trainee on his performance and offers in some
suggestion for improvement. Often the trainees share some of the
duties and responsibilities of the coach and relive him on his burden.
A limitation of this method training is that the trainee may be not
having the freedom or opportunity to express his own ideas.
III. JOB INSTRUCTION:

This method is also known as training through step-by-step.
Under this method trainer explains to the trainee the way of doing the
job, jobs, job knowledge and skills and allows him to the jobs. The
trainer appraises the performance of trainee, provides feed back
information and corrects the trainee.
IV. COMMITTEE ASSIGNMENT:

Under the committee assignment, a group of trainees are given
and asked to solve to a actual organizational problem. The trainees
salve the problems jointly. It develops teamwork.
OFF THE JOB METHODS:
Page 51
Under this method of trainee the trainee is separated from the

job situation on his attentions is focused upon learning the material
related to his future job performance. Since the trainee is not
distracted by the job requirements, he came place his entire
concentration on learning the job rather then spending his time in
performing it. There is an opportunity for freedom expressions for the
trainees. Companies have started using multimedia technology and
information technology in training off the Job training methods
are.
I.
VESTIBULE TRAINING:
In this method actual work conditions are simulated in a class
room, Material, files and equipment which are used in actual job
performance are also used in training. This type of training is
commonly used for training personnel for clerical and semi-skilled
jobs. The duration of this training ranges from days to a few weeks.
Theory can be related to practice in this method.
II.
ROLE PLAYING:
It is defined as a method of human interaction that involves
realistic behavior in imaginary situations. This method of training

involves action, doing and practice. The participants play the role of
certain characters such as the production managers, mechanical
engineer, superintendents, maintenance engineers, quality control
inspectors, foremen, workers and the like. This method is mostly used
for developing inter personal interactions and relations.
III.
LECTURE METHOD:
Page 52
The lecture is traditional and direct method of instruction. The

instructor organizes the material and gives it to a group of trainees in
the form of a talk. To be effective, the lecture must motivate and create
interest among the trainees. An advantage of the lecture method is
that it is direct and can be used for a large group oft trainees. Thus,
costs and time involved are reduced. The major limitation of the
lecture method is that it does not provide for transfer of training
effectively.
IV.
CONFERENCE OR DISCUSSION:
It is a method in training the clerical, professional and
supervisory personnel. This method involves a group of people who

pose
ideas,examine
and
share
facts,
ideas
and
datam
test
assumptions and draw conclusions, all of which contribute to the

improvement
of
job
performance.
Discussion
has
the
distinct
advantage over the lecture method, in that the discussion involves

tow-way communication and hence
feedback is provided. The
participants feel free to speak in small groups. The success of this

method depends on the leadership qualities of the person who leads
the group.
V.
PROGRAMMED INSTRUCTION:
In recent years, this method has become popular. The subject
matter to be learned is presented in a series of carefully planned

sequential units. These units are arranged from simple to more
complex levels of instruction. The trainee goes through these units by
answering questions or filling the blanks. This method is expensive
and time consuming.
DATA ANALYSIS AND INTERPRETATION

Page 53
EMPLOYEE UNDERGONE TRAINING
SERIAL
NUMBER
NO. OF
OPINION
RESPONDENT
S
% OF
RESPONDENTS
Yes
90
90%
No
10
10%
TOTAL
100
100%
INTERPRETATION:
The above graph shows that 90% of the respondents feel that
they are under gone training and 10% respondents are feel that they
are not undergone training.
Page 54
TRAINING FREQUENCY SUFFICIENT OR NOT
SERIAL
NUMBER
OPINION
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Yes
100
100%
No
0%
TOTAL
100
100%
INTERPRETATION:
The above graph shows that 100% of the respondents feel that
their training frequency is sufficient.
Page 55
ON WHAT BASIC OF TRAINEES SELECTE
SERIAL
NUMBER
1
2
3
4
5
NO. OF
OPINION
Self Motivation
Boss
Recommendation
Skill Inventory
Training
Evaluation
Organizational
Requirement
TOTAL
RESPONDENT
S
5
% OF
RESPONDENTS
5%
15
15%
20
20%
20
20%
40
40%
100
100%
Page 56
INTERPRETATION:
The above graph shows that the opinions of responds about on
what basis of trainees are selected as given below,
Self motivation 5% Boss Recommendation 15%, Skill inventory
20 %, Training Evaluation 20%, Organizational Requirement 40%.
THE MANAGEMENT IS ORGANIZING TRAINING

PROGRAMMERS
SERIAL
NUMBER
OPINION
NO. OF
% OF
RESPONDENTS
10%
Internal
RESPONDENTS
10
External
20
20%
Overseas
10
10%
Both
60
60%
Coaching
0%
TOTAL
100
100%
Page 57
INTERPRETATION:
The above graph shows that the responds opinion about the
management organization training programmes is as shown below.
Internal 10%, External 20%, Overseas 10% and both internal &
external 60%.
WHAT KIND OF TRAINING AND DEVELOPMENT

UNDERGONE IN THE FORM (ON-THEJOB TRAINING)
SERIAL
NUMBER
NO. OF
OPINION
RESPONDENT
S
% OF
RESPONDENTS
Job Rotation
50
50%
Under Study
Job
20
20%
20
20%
10
10%
100
100%
3
4
Instruction
Coaching
TOTAL
Page 58
INTERPRETATION:
The above graph shows that the responds opinion about what
kind of training and development undergone in the form (on-thejob
training) as given bellow,
JOB ROTATION
50% UNDER STUDY
20%
COACHING
10% JOB INSTRUCTION
20%
WHAT KIND OF TRAINING METHODS USED IN THE

ORGANIZATION
SERIAL
NUMBER
1
2
3
4
5
6
OPINION
Role Playing
Lecture Method
Conference
Method
Incident Method
Case Study
Group
NO. OF
% OF
RESPONDENTS
20
60
RESPONDENTS
20%
60%
10
10%
0
10
0
0%
10%
0%
Page 59
Instruction
TOTAL
100
100%
INTERPRETATION:
From the above table gives the opinion of the respondents about
which type training method is using in the organization.
BY WHOM YOU ARE TRAINED?

SERIAL
NUMBER
1
2
3
RESPONSE
Superior
Outside
Executive
Co-Employee
NO. OF
% OF
RESPONDENTS
RESPONDENTS
30
30%
40
40%
30
30%
Page 60
TOTAL
100
100%
INTERPRETATION:
From the above graph we observed that Superior 30% outside
executive 40%, Co-Employee 30% gives the training to the employees.
BY WHOME WOULD LIKE TO BE TRAINED?

SERIAL
NUMBER
1
2
RESPONSE
Superior
Outside
Executive
NO. OF
% OF
RESPONDENTS
RESPONDENTS
20
20%
50
50%
Page 61
Co-Employee
30
30%
TOTAL
100
100%
INTERPRETATION:
From the above graph we observed that employee opinion about
the trainer is as follows,
Superior
20% Outside Executive
Co-Employee
30%
50%
MANAGEMENT EVALUATING EFFECTIVENESS OF

TRAINING
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Page 62
Yes
90
90%
No
10
10%
TOTAL
100
100%
INTERPRETATION:
The above graph shows that the employees opinion about
Management Evaluation effectiveness agreed employees 90% and
disagree 10%.
UPTO WHICH EXTEND THIS TRAINING USEFUL TO

EMPLOYEE SKILL & PERSONNEL DEVELOPMENT?
Page 63
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Really Useful
10
10%
Not Useful
90
90%
100
100%
Useful For
3
Career
Development
TOTAL
INTERPRETATION:
The above graph shows that the 10% of employees feel training
is really useful to the organization, 90% of employees feel useful for
career development.
Page 64
HOW DO THE EMPLOYEES FEEL ABOUT THE TRAINING

PROGRAM CONDUCTED BY THE COMPANY?
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Highly Satisfied
40
40%
Satisfied
60
60%
Dissatisfied
TOTAL
100
100%
INTERPRETATION:
The above graph shows that the 40% of employees feel training
conducted by the company is highly satisfied, 60% of employees feel
training conducted by the company is satisfied.
Page 65
TRAINING IMPROVES RELATIONSHIP BETWEEN

WORKERS AND MANAGEMENT
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Strongly Agree
30
30%
Agree
60
60%
Disagree
10
10
TOTAL
100
100%
INTERPRETATION:
The above graph shows that 30% of the respondents strongly
agree that the training improves the relationship between workers,
40% of the respondents agree that the training improves the
Page 66
relationship
between
workers
respondents
and
10%
of
the
respondents disagree that the training improves the relationship

between workers.
THAT TRAINING DECREASING STRESS, TENSION,

FRUSTRATION AND CONFLICT
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Strongly Agree
10
10%
Agree
70
70%
Disagree
20
20%
TOTAL
100
100%
INTERPRETATION:
Page 67
The above graph shows that 10% of the respondents strongly

agree that the that training decreasing stress, tension, frustration and
conflict, 70% of the respondents agree that the training that training
decreasing stress, tension, frustration and conflict and 20% of the
respondents disagree that the that training decreasing stress, tension,
frustration and conflict.
INCENTIVE IS PROVIDED FOR EMPLOYEE AFTER

TRAINING
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Yes
50
50%
No
50
50%
TOTAL
100
100%
Page 68
INTERPRETATION:
The above graph shows that 50% of the respondents opinion
was incentives are provided for the employee after training and 50% of
the respondents opinion was incentives are not provided for the
employee after training.
TIME REQUIRED FOR THE PURPOSE OF TRAINING IN

THE ORGANIZATION
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
3 Days
60
60%
3-10 Days
30
30%
10
10%
100
100%
More Than 1
Months
TOTAL
Page 69
INTERPRETATION:
The above graph shows that 60% of the respondents opinion
was 3 days required for the training in the organization, 30% of the
respondents opinion was 3-10 days required for the training in the
organization and 10% of the respondents opinion was more than one
month is required for the training in the organization.
EMPLOYEE FEEL ANY INCREASED JOB SATISFACTION

AND RECOGNITION IN THE ORGANIZATION AFTER
SUCCESSFUL TRAINING
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Yes
80
80%
No
20
20
TOTAL
100
100%
Page 70
INTERPRETATION:
The above graph shows that 80% of the respondents was feel
that training increased job satisfaction and recognition in the
organization after successful training and 20% of the respondents
was feel that training not increased job satisfaction in the organization
after successful training.
EMPLOYEE THINK THAT THE TRAINING PROVIDES

NECESSARY INFORMATION SUPPORTING YOUR JOB
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Yes
100
100%
No
0%
Page 71
TOTAL
100
100%
INTERPRETATION:
The above graph shows that 100% of the respondents was

feeling that employee think that the training provides necessary
information supporting your job.
EMPLOYEE AGREE THAT TRAINING BECOME PATH WAY

TO EMPLOYEE CAREER
SERIAL
NUMBER
RESPONSE
NO. OF
% OF
RESPONDENTS
RESPONDENTS
Page 72
Strongly Agree
50
50%
Agree
50
50%
Disagree
TOTAL
100
100%
INTERPRETATION:
The above graph shows that 50% of the respondents were
strongly agree that training become path way to employee career and
50% of the respondents were agree that training become path way to
employee career.
FINDINGS
90% of the respondents feel that they are under gone training.
Page 73
100% of the respondents feel that their training frequency is

sufficient.
40% of the trainees are selected by basis of organizational
requirement.
60% of the employees said that agree that external and internal
training program were conducted.
50% of the employees responds to job-rotation of training and
development undergone in the form of on-the job training.
60% of the employees responds to lecture method in the form of
off-the job-method.
40% of the employees said that outside executive type of
training is given.
50% of the employees opinion is outside executive is the good
trainer.
90% of employees agreed to management evaluation of training.
90% of employees feel training is useful for career development.
60% of employees said that satisfied with the training program
conducted by the company.
60% of the employees said that agree that the training improves
relationship.
70% of the respondents agree that the training decreasing
stress, tension, frustration and conflicts.
60% of the respondents opinion was 3 days required for the
training in the organization.
80% of the respondents was feel that training increased job
satisfaction.
50% of the respondents were strongly agree that training
become path way to employee career.
Page 74
SUGGESTIONS
It is suggested that Sufficient training frequency must be given

to employees.
It is suggested that trainees must be selected on the basis of
their own interest and not for the benefit of the organization.
It is suggested That training programmes must be conducted in
the external areas.
It is suggested that all the on-the-job and off-the-job training
methods must teach to the employees to give a better view about
job. There must be a need to call the outside executives to give
any guest Lecturers or seminars to the employees.
Page 75
CONCLUSION
The training and development opinions are the terms have given
views
opinions
on
training
policies,
procedures,
techniques
implementation schedules of GALLA LTD.
Trainees
in
improvement
Galla
in
opinioned
their
that
there
performance
is
after
an
excellent
training
and
development.
Most of employees are the present training system in practice
and respondent that the organization providing good provision
for learning the new techniques and procedures there training
to do work most effectively and efficiently to meet their targets
with in the scheduled time.
Page 76
BIBLIOGRAPHY
BOOKS:
Biswajeeth Patnaik,
_____Human Resource Management
K.Ashwathappa,
_____Human Resource & Personnel

Management
p. Subba Rao,
_____Personnel & Human Resource

Management
The Magazines & Journal
H.R.D. News Letters:

A Joint Publication of National HRD Network and Center of H.R.D.
Evaluating Training Effectives.
Indian Journal of Training & Development January 2001.
Website:
www.google.com Training And Development.
www.amaron.nets
Page 77
QUESTIONNAIRE
TRAINING AND DEVELOPMENT IN GALLA FOODS Ltd
PERSONAL DATA
Employee name
Working company& place
Employee designation
Employee experience
Employee department
1) Have you undergone training?

a) Yes
b) No
2) Is training frequency sufficient or not?
a) Yes
b) No
3) On what basis trainees are selected?
a) Self Motivation
Page 78
b) Boss Recommendation
c) Skill Inventory
d) Training Evaluation
e) Organizational Requirement.
4) How the management is organizing training programmes?
a) Internal
b) External
c) Overseas
5) What kind of training and development programme you has
undergone in the form of on the job training?
a) Job Rotation
b) Under Study
c) Coaching
d) Committee Assignments
e) Job Instruction
6) What kind of training methods used during the training?
a) Role Playing
b) Lecture Method
c) Conference Method
d) Incident Method.
e) Case Study
f) Group Instruction
7) By whom you are trained?
a) Superior
b) outside Executive
c) Co - Employee
8) By whom you would like to be trained?
a) Superior
Page 79
b) outside Executive
c) Co Employee.
9) Is Management evaluation the effectiveness of training?
a) Yes
b) No
10) Up to which extent this training is being useful to improve
employee skill and personal development?
a) Really useful
b) Not useful
c) Useful for career development.
11) How do you feel about the training programmes conducted
by the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied.
12) Do you feel that training improves relationship between
workers and management?
a) Strongly agree
b) Agree
c) Disagree
13) Do you feel that training is decreasing stress, tension,
frustration and conflict?
a) Strongly agree
b) Agree
c) Disagree
14) Any incentive is provided for you after training?
a) Yes
b) No
Page 80
15) In your opinion, how much time must be contributed for

the purpose of training?
a) 3days
b) 3-10 days
c) More than 1 month.
16) Have you got any increased job satisfaction and recognition
in the organization after successful training?
a) Yes
b) No.
17) Do
you
think
that
the
training
provides
necessary
information supporting your job?

a) Yes
b) No.
18) Do you agree that the training becomes a pathway to your
career?
a) Strong Agree
b) Agree
c) Disagree.
Page 81

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A STUDY ON TRAINING AND DEVELOPMENT

development. How for it is useful, are you decreasing of job tension,

A STUDY ON TRAINING AND DEVELOPMENT

Meaning of training of the different author has explained the

- managerial personnel learn

technical knowledge and skills for a definite purpose.

THE IMPORTANCE OF TRAINING AND DEVELOPMENT:

A STUDY ON TRAINING AND DEVELOPMENT

important to develop the employee and may him suitable to the

OBJECTIVES OF THE STUDY

To study the status of the employees based on the past training

the satisfaction and dissatisfaction levels of the

employees with the training programs in GFL.

A STUDY ON TRAINING AND DEVELOPMENT

NEED FOR THE STUDY

Need for the study is to know how the

training and development activities in the organization. The need for

A STUDY ON TRAINING AND DEVELOPMENT

Training and development= standard performance actual

SCOPE OF THE STUDY

development programmes in Indo National Limited.The study

includes managers and workers of all departments excluding

A STUDY ON TRAINING AND DEVELOPMENT

A STUDY ON TRAINING AND DEVELOPMENT

investigation (or) inquiry especially through search for new facts in

One of the important tools for conducting research is

some agency and which have been processed.

A STUDY ON TRAINING AND DEVELOPMENT

: structured undisguised questionnaires

Simple Random Method.

Personal interview with

A STUDY ON TRAINING AND DEVELOPMENT

LIMITATIONS OF THE STUDY

This study limited to the time factor it is difficult to examine all

A STUDY ON TRAINING AND DEVELOPMENT

Amara Raja Batteries Ltd:

Amara Raja power System Ltd:

A STUDY ON TRAINING AND DEVELOPMENT

Power Electronics systems integration and testing

Mangal Precisions Products Ltd:

Fabrication of advanced sheet metal products and

Plastic component and compounds with technological support

Amara Raja Electronics Ltd:

Diguvamagham near Chittoor in Andhra Pradesh. India . AREL

Galla Foods Ltd:

A STUDY ON TRAINING AND DEVELOPMENT

India is one of the largest producers of Tropical fruits in

A STUDY ON TRAINING AND DEVELOPMENT

SCOPE OF THE PROJECT:

A STUDY ON TRAINING AND DEVELOPMENT

about Rs.25 crores on Machinery, building and working capital.

the gardening & harvesting techniques to achieve improved yields

A STUDY ON TRAINING AND DEVELOPMENT

This phase will be the key in whole project by connecting

Galla Foods processing facility is located in Chittoor,

A STUDY ON TRAINING AND DEVELOPMENT

Galla Foods plant is equipped with state-of-the-art fruit

Galla Foods Technology Initiatives span the following

monitoring and operations with supervisory units.

Two stage washing of fruits ensure HACCP quality

Two stage Sterilization to retain the natural flavor and

High speed advanced monoblock aseptic fillin machine