Safal Franchisee Training plan

A training plan for a franchisee of Safal

1. Case Study: SAFAL Franchise Training Program Group 8: 1802071 – G Pavankumar 1802072 – Sagar G S 1802073 – Kapil Gavali 1802074 – Gowtham M 1802075 – Lionel Gracias 1802076 – Venkatesh G 1802077 – Harish N 1802078 – Harshit Khare 1802079 – Harshit Sharma 1

2. Summary of the Case Govt. of India conceptualized SAFAL in 1981 to benefit Fruit & Vegetable Producers Urban Consumers Project began in 1986 under National Dairy Development Board (NDDB) Central Distribution Facility, created on 22 acres of land, located in Mangolpuri (Delhi) became it’s 1 st Pilot Location By 1998, the pilot location was in full fledged operation Today the pilot location caters to 400 retail outlets in & around Delhi NCR Products Fruits & Vegetables Processed Foods Milk & milk products Edible oils, Staples, Bakery, Snacks It launched a Pilot Project in Bangalore in 2005 named SAFAL Auction Market Presence of Strong & robust supply chain covering 16 states, 50000 farmers & >200 Farmer Associations SAFAL also contributes towards sustainability in a major way 2

3. Summary of the Case Expansion Plan (1 year) In Delhi NCR from 400  500 outlets In Bangalore twice the number of retail outlets Provide processed products through general trade in Delhi NCR & Northern India, later expanding to other cities of India Franchise Attribute requirements Dynamic, Enterprising & Passionate Entrepreneurs Business Acumen Passion for Retail Strong Credentials Balanced Perspective Experience in Food & Vegetable Retailing Effective Compliance Other Requirements Proper Location (~400 sq ft) with easy accessibility Franchisees should be capable to invest ~5-6 lakh 3

4. PRE TRAINING

5. Need for Web based Training Some relevant factors to be considered before taking up Web based Training Can the training solve the objectives charted out for the franchise? Alignment with goals of the training program Choose relevant topics for the web based program to achieve fruition considering factors of cost, time and location A systematic audit for regular updates and relevance of the program must also be put in place

6. The Web Based Training Approach Convenience based approach, catering to the differences in time as well as difference in location, different location same time Here the main objective is to reduce costs and ensure greater availability of resources Also, this approach helps in regular maintenance of the framework followed for training The Web based approach to training provides an ease of use and is convenient for people to take up these training programs at will – providing a hassle free experience

7. Web-Based Learning Environment and Community The learning environment consists of both administrative infrastructure & technical infrastructure Admin infrastructure – maintains content and updates at regular intervals Technical infrastructure – to upkeep the technical aspects of the training program The actors in the learning community includes – instructor, instructional support team, learners Instructor and his support team develops content and audits at regular intervals to maintain relevance The learners include various employees of the franchise with different strata

8. Technologies incorporated in Web Based Training Cell phone – training on the lines of Kisan call center for catering to the semi-literates Chatrooms and messaging system training for the intermediate employees Desktop video conferencing – specific to the role of employees in the franchisee Listserv – a distribution list for all the employees in the franchise to update them on the various initiatives on regular basis

9. Advantages and Disadvantages of WBI

10. On-the-Job Training Once the management is trained on the strategic objectives, overview and legal aspects, on-the-job training would be pursued during operations 2 experts will arrive at the franchise outlet for a week, going through with the SOPs for operation The experts will recur once a week from 2 nd week onwards to guide the process in right manner On the job training would be for front line workers and first level managers/foremen regarding aspects such as SOPs for storage, supermarket, maintainance , inventory, ordering methods. Other than basic operations, supporting fields such as sales, marketing, promotion etc. would be looked into. Feedback from strategic training and Web Based Trainings will be incorporated to solve pending issues.

11.   Department:  Human Resource Dept. Month:  March       Training Budget S.no Item Description/ Justification Description/ Justification Qty. Unit Cost/Rate (Rs.) Total(Rs) 1 Courseware development  NA    1  28000.00 28000.00 2 Courseware purchase Software required for courseware development.    1  77000.00 77000.00 3 Certification To the certify the employee    1  12500.00 12500.00 4 Train-the-trainer  To keep up the competency  To keep up the co  1  33000.00 33000.00 5 Hardware purchase  Computers and other equipment    1  210000.00 210000.00 6 Facility rental  NA   50 hrs.  150.00/hr. 7500.00 7 Instructional materials Predominantly Stationeries    1  8000.00 8000.00 8 Technical equipment Projectors and other equipment   set  30000.00 30000.00 9 Consulting fees  To identity the shortcomings and clearing the bottlenecks.    8 hrs.  3000.00/hr. 24000.00 10 Instructor fees To train the employee     48 hrs.  2000.00/hr. 96000.00 11 Travel Travel arrangement for the instructor & consultants     /km 20.00/km  16000.00 12 Misc. For other unforeseen costs.     NA NA  10000.00 Grand Total Rs.552000.00 Training Budget