Summer training report
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Apr 01, 2020
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About This Presentation
Effectiveness of Training and development in Parle Biscuits
Slide Content
1
A
SUMMER TRAINING PROJECT REPORT
ON
“Effectiveness of Training and Development”
At
“Parle Biscuits Pvt. Limited Sitarganj”
For The Partial Fulfillment of the Requirement for the Award Of
(MASTER OF BUSINESS ADMINISTRATION )
UNDER THE GUIDANCE OF:-
MR. (PRAKASH KUNDNANI)
SUBMITTED BY:-
SHASHANK DWIVEDI
(1801170154)
(2018 – 2020)
UNITED INSTITUTE OF MANAGEMENT
A-31, UPSIDC INDUSTRIAL AREA, NAINI PRAYAGRAJ
A
SUMMER TRAINING PROJECT REPORT
ON
“Effectiveness of Training and Development”
At
“Parle Biscuits Pvt. Limited Sitarganj”
For The Partial Fulfillment of the Requirement for the Award Of
(MASTER OF BUSINESS ADMINISTRATION )
UNDER THE GUIDANCE OF:-
MR. (PRAKASH KUNDNANI)
SUBMITTED BY:-
SHASHANK DWIVEDI
(1801170154)
(2018 – 2020)
UNITED INSTITUTE OF MANAGEMENT
A-31, UPSIDC INDUSTRIAL AREA, NAINI PRAYAGRAJ
2
ACKNOWLEDGEMENT
This summer training project report is a result of efforts, time and
skills contributed by a number of people. I would like to take this
opportunity to thanks all of them who have worked towards
successful completion of this project report.
Firstly, I would like to thank HR Head of Parle Biscuits (Mrs Amrita Kaur)
and Professor. (Prakash Kundnani) Faculty of UIM College who provided
me the opportunity under his guidance on the report entitled as
“TRAINING AND DEVELOPMENT AT PARLE BISCUITS”
I am grateful to my Principal, (Mr KK Malviya) Sir and other faculty
members and friends for their valuable suggestions in the execution of
report presentation.
I am also thankful to safety department for giving me valuable
information necessary to be take care of while plant visit.
I am also thankful to other staff that guided and helped us very kindly at
each and every step whenever I required. I also acknowledge and convey
thanks to the library staff, computer department of UIM for their kind
and valuable support.
SHASHANK DWIVEDI
ACKNOWLEDGEMENT
This summer training project report is a result of efforts, time and
skills contributed by a number of people. I would like to take this
opportunity to thanks all of them who have worked towards
successful completion of this project report.
Firstly, I would like to thank HR Head of Parle Biscuits (Mrs Amrita Kaur)
and Professor. (Prakash Kundnani) Faculty of UIM College who provided
me the opportunity under his guidance on the report entitled as
“TRAINING AND DEVELOPMENT AT PARLE BISCUITS”
I am grateful to my Principal, (Mr KK Malviya) Sir and other faculty
members and friends for their valuable suggestions in the execution of
report presentation.
I am also thankful to safety department for giving me valuable
information necessary to be take care of while plant visit.
I am also thankful to other staff that guided and helped us very kindly at
each and every step whenever I required. I also acknowledge and convey
thanks to the library staff, computer department of UIM for their kind
and valuable support.
SHASHANK DWIVEDI
3
PREFACE
Industrial training helps a lot in smooth flow of good work culture. It
provides linkage between the student and the industry in order to
develop the awareness of industrial approach to problem solving
based on understanding of plant, process, product and mode of
operations of Industrial Organization.
During this project I studied Training & development of Parle
Biscuits. This study is based on Training & Development programmed
of Parle Biscuits. Training implies learning the basic skills &
knowledge required for a particular job. On the other hand,
development involves the growth of individual in all aspects.
In Training, Non–Managerial employees are the primary focus on
imparting manual skills, technical procedure and routine methods.
But managers require generalized conceptual skills.
Training is job centered where as development, is career bound.
Management aims at increasing the capacity for further task of
greater difficulty. Therefore, the contents and techniques of
employee training may be differing from the development
techniques. Development is keener to education than to training. It
involves developing the whole person physically, mentally & socially.
The purpose of training is to improve the current performance. It is a
continuous process because, a person never stops learning. Training
is thus, a process of increasing the knowledge & skills of employee
for doing a particular job.
SHASHANK DWIVEDI
PREFACE
Industrial training helps a lot in smooth flow of good work culture. It
provides linkage between the student and the industry in order to
develop the awareness of industrial approach to problem solving
based on understanding of plant, process, product and mode of
operations of Industrial Organization.
During this project I studied Training & development of Parle
Biscuits. This study is based on Training & Development programmed
of Parle Biscuits. Training implies learning the basic skills &
knowledge required for a particular job. On the other hand,
development involves the growth of individual in all aspects.
In Training, Non–Managerial employees are the primary focus on
imparting manual skills, technical procedure and routine methods.
But managers require generalized conceptual skills.
Training is job centered where as development, is career bound.
Management aims at increasing the capacity for further task of
greater difficulty. Therefore, the contents and techniques of
employee training may be differing from the development
techniques. Development is keener to education than to training. It
involves developing the whole person physically, mentally & socially.
The purpose of training is to improve the current performance. It is a
continuous process because, a person never stops learning. Training
is thus, a process of increasing the knowledge & skills of employee
for doing a particular job.
SHASHANK DWIVEDI
4
DECLARATION
I hereby declare that the training report entitled, “Effectiveness of
Training & Development at Parle Biscuits” submitted by me to United
Institute of Management, Allahabad in Fulfillment of the award of
Masters of Business Administration is a record of my original work
carried out by me under the guidance of Prof. Prakash Kundnani.
I further declare that the work in this report has been submitted,
and will not be submitted, Either in part or in full, for the award of
any degree or diploma of this institute or to any other university.
Date:-
Place:-
Name: - SHASHANK DWIVEDI
Roll No:- 1801170154
DECLARATION
I hereby declare that the training report entitled, “Effectiveness of
Training & Development at Parle Biscuits” submitted by me to United
Institute of Management, Allahabad in Fulfillment of the award of
Masters of Business Administration is a record of my original work
carried out by me under the guidance of Prof. Prakash Kundnani.
I further declare that the work in this report has been submitted,
and will not be submitted, Either in part or in full, for the award of
any degree or diploma of this institute or to any other university.
Date:-
Place:-
Name: - SHASHANK DWIVEDI
Roll No:- 1801170154
5
EXECUTIVE SUMMARY
“A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT”
The Biscuits Industry presents one of the most energy intensive sectors within
the Indian economy and is therefore of particular interest in context of both
local and global environmental discussions. It increases in productivity through
sector objectives.
CHAPTER - 1
The first chapter is introduction which gives a brief description of Parle Biscuits
Sitarganj Uttarakhand. The history of the company and the details of product
(Biscuits) being manufactured there, it also explains the process of
manufacturing biscuits and the current scenario of Indian cookies Industry.
CHAPTER – 2
The second chapter is conceptual framework. It explains the basic objective &
purpose of training importance and methods of Training & Development and
need for rational Training. It also gives a clear insight of Training &
Development practices followed by Parle Biscuits to improve the performance
of its employees.
CHAPTER - 3
In this chapter I define what the main purpose of my research project is?
I included some of the point like –
Research Design
Data collection Method
EXECUTIVE SUMMARY
“A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT”
The Biscuits Industry presents one of the most energy intensive sectors within
the Indian economy and is therefore of particular interest in context of both
local and global environmental discussions. It increases in productivity through
sector objectives.
CHAPTER - 1
The first chapter is introduction which gives a brief description of Parle Biscuits
Sitarganj Uttarakhand. The history of the company and the details of product
(Biscuits) being manufactured there, it also explains the process of
manufacturing biscuits and the current scenario of Indian cookies Industry.
CHAPTER – 2
The second chapter is conceptual framework. It explains the basic objective &
purpose of training importance and methods of Training & Development and
need for rational Training. It also gives a clear insight of Training &
Development practices followed by Parle Biscuits to improve the performance
of its employees.
CHAPTER - 3
In this chapter I define what the main purpose of my research project is?
I included some of the point like –
Research Design
Data collection Method
6
Data sources
Sample area
Sample size
Sample Unit
Type of Questionnaire
Research instrument
Statistical Tools
CHAPTER - 4
In this chapter I analysed the data by the statistical tools like Geographic
presentation, Pie charts, bar diagram. In each question I have given the
interpretation for overall questions. At the end I made out the possible
suggestions and conclusions.
CHAPTER – 5 & 6
It contains the findings and recommendations of the research. This is based on
the data analysed and interpreted in the previous chapter. This is the most
important section of the research report is evaluated on the validity and
correctness of findings.
CHAPTER - 7
It concludes the whole report, which gives a brief description of the process
employed so far.
CHAPTER - 8
At last bibliography is there. It describes the list of sources from where the
matter and information is collected. It contains the list of books, authors, web
sites use etc……
Data sources
Sample area
Sample size
Sample Unit
Type of Questionnaire
Research instrument
Statistical Tools
CHAPTER - 4
In this chapter I analysed the data by the statistical tools like Geographic
presentation, Pie charts, bar diagram. In each question I have given the
interpretation for overall questions. At the end I made out the possible
suggestions and conclusions.
CHAPTER – 5 & 6
It contains the findings and recommendations of the research. This is based on
the data analysed and interpreted in the previous chapter. This is the most
important section of the research report is evaluated on the validity and
correctness of findings.
CHAPTER - 7
It concludes the whole report, which gives a brief description of the process
employed so far.
CHAPTER - 8
At last bibliography is there. It describes the list of sources from where the
matter and information is collected. It contains the list of books, authors, web
sites use etc……
7
TABLE OF CONTENTS
S.No.
Particular
Page No...
1
Objective of the study
08
2
Review of Literature
09 – 10
3
Company Profile
11 – 43
4
SWOT Analysis
44 – 46
5
Introduction about Topic
47 – 70
6
Research Methodology
71 – 77
7
Data analysis and Interpretation
78 – 93
8
Findings
94
9
Suggestions
95
10
Conclusion
96
11
Limitation of the Study
Bibliography
97
98
12
Annexure
99-103
TABLE OF CONTENTS
S.No.
Particular
Page No...
1
Objective of the study
08
2
Review of Literature
09 – 10
3
Company Profile
11 – 43
4
SWOT Analysis
44 – 46
5
Introduction about Topic
47 – 70
6
Research Methodology
71 – 77
7
Data analysis and Interpretation
78 – 93
8
Findings
94
9
Suggestions
95
10
Conclusion
96
11
Limitation of the Study
Bibliography
97
98
12
Annexure
99-103
8
Objectives of The study
1. To study and assess the effectiveness of training & development in the
organization.
2. To find the perception and attitudes of employees regarding the training
and development programs.
3. To identify the number of employees and the workers who had attended
the training programs.
4. To know the level of awareness of the employees about the various
training programs attended by them.
5. Types of training at different levels at organization.
Objectives of The study
1. To study and assess the effectiveness of training & development in the
organization.
2. To find the perception and attitudes of employees regarding the training
and development programs.
3. To identify the number of employees and the workers who had attended
the training programs.
4. To know the level of awareness of the employees about the various
training programs attended by them.
5. Types of training at different levels at organization.
9
Review of Literature
According to Michael Armstrong:-
He defines training as “the systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a given task or job”.
(Source: A handbook of human resource management practice, Kogan Page, 8
th
Ed. 2001.
According to Edwin B Flippo:-
“Training is the act of increasing the skills of an employee for doing a particular
job”.
(The term training indicates the process involved in improving the aptitudes,
skills and abilities of the employees to perform specific jobs. Training helps in
updating old talents and developing new ones. Successful candidates placed on
the jobs needs training to perform their duties effectively.
(Source: Ashwathapa, K. Human resource and Personnel Management.
The principal objectives of training are to make sure the availability of a skilled
and willing workforce to the organization. In addition to that, there are four
other objectives:
Objectives of Training & Development
Individual Objectives:-
It helps employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives:-
Review of Literature
According to Michael Armstrong:-
He defines training as “the systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a given task or job”.
(Source: A handbook of human resource management practice, Kogan Page, 8
th
Ed. 2001.
According to Edwin B Flippo:-
“Training is the act of increasing the skills of an employee for doing a particular
job”.
(The term training indicates the process involved in improving the aptitudes,
skills and abilities of the employees to perform specific jobs. Training helps in
updating old talents and developing new ones. Successful candidates placed on
the jobs needs training to perform their duties effectively.
(Source: Ashwathapa, K. Human resource and Personnel Management.
The principal objectives of training are to make sure the availability of a skilled
and willing workforce to the organization. In addition to that, there are four
other objectives:
Objectives of Training & Development
Individual Objectives:-
It helps employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives:-
10
It assists the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives:-
It maintains the department’s contribution at a level suitable to the
organization’s needs.
Societal Objectives:-
It ensures that an organization is ethically and socially responsible to the
needs and challenges of the society.
Some More Definitions
• Acquisition and sharpening of employees capabilities that is required to
perform various obligations, tasks and functions.
• Developing the employee’s capabilities so that they may be able to discover
their potential and exploit them to full their own and organization.
• Developing an organizational culture where superior-subordinate relationship,
team work, and collaboration among different sub units are strong and
contribute to organizational wealth, dynamism and pride to the employees.
It assists the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives:-
It maintains the department’s contribution at a level suitable to the
organization’s needs.
Societal Objectives:-
It ensures that an organization is ethically and socially responsible to the
needs and challenges of the society.
Some More Definitions
• Acquisition and sharpening of employees capabilities that is required to
perform various obligations, tasks and functions.
• Developing the employee’s capabilities so that they may be able to discover
their potential and exploit them to full their own and organization.
• Developing an organizational culture where superior-subordinate relationship,
team work, and collaboration among different sub units are strong and
contribute to organizational wealth, dynamism and pride to the employees.
11
CHAPTER - 01
P - PERFECT
A - ATTRACTIVE
R - RELISHING
L - LEARNING
E - EATABLES
Source: - Slide Share
CHAPTER - 01
P - PERFECT
A - ATTRACTIVE
R - RELISHING
L - LEARNING
E - EATABLES
Source: - Slide Share
12
History of the Organization and its Objectives
PARLE PRODUCTS
Vijay Chauhan
Owner of Parle Products
History of the Organization and its Objectives
PARLE PRODUCTS
Vijay Chauhan
Owner of Parle Products
13
Industry Food
Founded 1929
Founder(s) Chauhan family
Headquarter Mumbai, India Vile Parle (East)
Products Parle-G, 20-20 Cookies, Happy -Happy, Hide & Seek,
Krack jack, Magix Crème, Milano, Monaco
Parle has been India's largest manufacturer of biscuits and confectionery for
almost 80 years. Makers of the world's largest selling biscuit, Parle-G, and a
host of other very popular brands, the Parle name symbolizes quality, nutrition
and great taste.
With a reach spanning even to the remote villages of India, the company has
definitely come a very long way since its inception. With a 40% share of the
total biscuit market and a 15% share of the total confectionary market in India,
Parle has grown to become a multi-million dollar company.
Industry Food
Founded 1929
Founder(s) Chauhan family
Headquarter Mumbai, India Vile Parle (East)
Products Parle-G, 20-20 Cookies, Happy -Happy, Hide & Seek,
Krack jack, Magix Crème, Milano, Monaco
Parle has been India's largest manufacturer of biscuits and confectionery for
almost 80 years. Makers of the world's largest selling biscuit, Parle-G, and a
host of other very popular brands, the Parle name symbolizes quality, nutrition
and great taste.
With a reach spanning even to the remote villages of India, the company has
definitely come a very long way since its inception. With a 40% share of the
total biscuit market and a 15% share of the total confectionary market in India,
Parle has grown to become a multi-million dollar company.
14
It has taken years to create this extensive network. Parle’s sales force started
with one salesman in Bombay and some agents in few other cities. Gradually,
Parle Products expanded. Soon sweets and biscuits were being sent by rail to
Calcutta, Delhi, Karachi, Madras and other major cities.
As production increased, distribution was amplified. Full time salesmen were
appointed in different areas. Currently, Parle Products has over 33, 00,000
distribution outlets.
Hygiene is the pre - cursor to every process at Parle. From husking the wheat
and melting the sugar to delivering the final products to supermarkets and store
shelves nationwide, care is taken at every step to ensure the best product of
long-lasting freshness. Every batch of biscuits, confectioneries & snacks are
thoroughly checked by expert staff, using the most modern equipment. This
ensures consistent and perfect quality across the nation and abroad.
History
Over the years, Parle’s sweets and biscuits have become a household name.
From kids to adults, everyone loves and cherishes these treats. It gives us great
pleasure to see our consumers enjoy and embrace Parle products on daily basis.
In 1929, a small company by the name of Parle products emerged in British
dominated India. The goal was to spread joy and cheer to children and adults
alike, all over the country with its sweets and candies.
A small factory was set up in the suburbs of Mumbai to manufacture
confectionery products. A decade later this factory was upgraded to
manufacture biscuits as well. Since then, the Parle name has spread in all
directions and has won international fame.
It has taken years to create this extensive network. Parle’s sales force started
with one salesman in Bombay and some agents in few other cities. Gradually,
Parle Products expanded. Soon sweets and biscuits were being sent by rail to
Calcutta, Delhi, Karachi, Madras and other major cities.
As production increased, distribution was amplified. Full time salesmen were
appointed in different areas. Currently, Parle Products has over 33, 00,000
distribution outlets.
Hygiene is the pre - cursor to every process at Parle. From husking the wheat
and melting the sugar to delivering the final products to supermarkets and store
shelves nationwide, care is taken at every step to ensure the best product of
long-lasting freshness. Every batch of biscuits, confectioneries & snacks are
thoroughly checked by expert staff, using the most modern equipment. This
ensures consistent and perfect quality across the nation and abroad.
History
Over the years, Parle’s sweets and biscuits have become a household name.
From kids to adults, everyone loves and cherishes these treats. It gives us great
pleasure to see our consumers enjoy and embrace Parle products on daily basis.
In 1929, a small company by the name of Parle products emerged in British
dominated India. The goal was to spread joy and cheer to children and adults
alike, all over the country with its sweets and candies.
A small factory was set up in the suburbs of Mumbai to manufacture
confectionery products. A decade later this factory was upgraded to
manufacture biscuits as well. Since then, the Parle name has spread in all
directions and has won international fame.
15
Manufacturing Unit In India
Parle deals with 32 products including biscuits, toffee and candies. Around
10,000 workers are employed in Parle. In all over the world Parle has 7 mother
unit and 65 manufacturing units on contract. It has world’s largest machines at
their manufacturing plant.
Parle plants situated at:-
Neemrana (Rajasthan)
Bangalore (Karnataka)
Bhuj (Gujarat)
Khopoli (Maharashtra)
Pantnagar (Uttarakhand)
Sitarganj (Uttarakhand)
Bahadurgarh (Haryana)
LOGO of the Company:-
Manufacturing Unit In India
Parle deals with 32 products including biscuits, toffee and candies. Around
10,000 workers are employed in Parle. In all over the world Parle has 7 mother
unit and 65 manufacturing units on contract. It has world’s largest machines at
their manufacturing plant.
Parle plants situated at:-
Neemrana (Rajasthan)
Bangalore (Karnataka)
Bhuj (Gujarat)
Khopoli (Maharashtra)
Pantnagar (Uttarakhand)
Sitarganj (Uttarakhand)
Bahadurgarh (Haryana)
LOGO of the Company:-
16
PREPARATION PROCESS
In the formation of Parle biscuits, Parle manufacturing unit has to follow several
stages.
These steps are as follow:
: Receiving raw material
: Storage of raw material
: Mixing of raw material
: Dough preparation
: Moulding and cutting
: Baking
: Cooling
: Stacking
: Sealing of polybags and box filling
: Dispatch of the prepared product
PARLE AT A GLANCE
PARLE
PARLE COMPETITORS
Parent company Parle
Category Biscuits
Sector Food & beverages
PREPARATION PROCESS
In the formation of Parle biscuits, Parle manufacturing unit has to follow several
stages.
These steps are as follow:
: Receiving raw material
: Storage of raw material
: Mixing of raw material
: Dough preparation
: Moulding and cutting
: Baking
: Cooling
: Stacking
: Sealing of polybags and box filling
: Dispatch of the prepared product
PARLE AT A GLANCE
PARLE
PARLE COMPETITORS
Parent company Parle
Category Biscuits
Sector Food & beverages
17
Competitors
1. Britannia
2. Horlicks biscuits
3. Local glucose biscuits
CSR Policy
We as a customer or consumer spends a lot on the products and services of
several companies, so we expect something in return from the companies that
they do something for the welfare of the society and develop the surrounding as
well. Many companies do CSR activity to create and maintain a direct
relationship with their respective customer or consumer.
As being a company there are so many responsibilities regarding to the
customer, consumer, shareholders, employees, stakeholders etc.
They are as follows:-
a. Responsibility Towards Customer :-
True and fair information through advertisements.
Regular supply of goods.
Charge reasonable prices.
Avoid black marketing.
Maintain a good relationship.
b. Responsibility Towards Shareholder:-
A fair return on investment.
Provide full & accurate information regarding business.
Safety of investment.
Improving the public image of company.
Competitors
1. Britannia
2. Horlicks biscuits
3. Local glucose biscuits
CSR Policy
We as a customer or consumer spends a lot on the products and services of
several companies, so we expect something in return from the companies that
they do something for the welfare of the society and develop the surrounding as
well. Many companies do CSR activity to create and maintain a direct
relationship with their respective customer or consumer.
As being a company there are so many responsibilities regarding to the
customer, consumer, shareholders, employees, stakeholders etc.
They are as follows:-
a. Responsibility Towards Customer :-
True and fair information through advertisements.
Regular supply of goods.
Charge reasonable prices.
Avoid black marketing.
Maintain a good relationship.
b. Responsibility Towards Shareholder:-
A fair return on investment.
Provide full & accurate information regarding business.
Safety of investment.
Improving the public image of company.
18
c. Responsibility towards employee:-
Fair wages and salaries.
Good & safe working conditions.
Opportunities for education training & promotion.
Workers participation in decision making.
d. Responsibility towards Government:-
To abide by the laws of the land.
To pay taxes honestly.
To avoid corruption.
To encourage fair trade.
To avoid monopoly
To follow all the rules and regulation related to the pollution.
e. Responsibility towards Back region:-
To contribute to the economic development of backward regions
and weaker sections of society.
To provide basic needs food, shelter, education etc.
f. Responsibility towards itself:-
To create more employment.
Optimum utilization of resources.
Development and Expansion of business.
To avoid the wastage of scarce resources.
c. Responsibility towards employee:-
Fair wages and salaries.
Good & safe working conditions.
Opportunities for education training & promotion.
Workers participation in decision making.
d. Responsibility towards Government:-
To abide by the laws of the land.
To pay taxes honestly.
To avoid corruption.
To encourage fair trade.
To avoid monopoly
To follow all the rules and regulation related to the pollution.
e. Responsibility towards Back region:-
To contribute to the economic development of backward regions
and weaker sections of society.
To provide basic needs food, shelter, education etc.
f. Responsibility towards itself:-
To create more employment.
Optimum utilization of resources.
Development and Expansion of business.
To avoid the wastage of scarce resources.
19
CSR Activity of Parle Products
As we all know Parle products from our childhood, it is a very big and older
company of India. It creates revenue by selling its product within and outside
India to gain maximum profit and increase their sales volume. Parle never
compromise with its quality and taste that’s why Parle gain trust of its
consumer. Parle spend a lot on the CSR activity so that they can easily connect
with their consumer.
CSR Activity by Parle Products are as follows:-
1. Design for Change:-
It is an activity run by the Parle all over India which persuade the
children, who wants to bring a difference in their community and in
their surroundings to make them well educated and aware them to
save the environment.
Parle community believes children have the power to make a
difference. Through Design for Change, we create an environment
where they can feel, imagine and share the changes they'd like to
make in their communities. It is considered one of the largest
children's movements in the world, and addresses topics such as
education, employment, environmentalism, health and more.
For example: - Payakoi primary school, Chametha Baroda Gujarat
India. This is the school in which the Parle gives
Training to the students.
YouTube video link: - https://youtu.be/85tL86mEjKc
2. Olympic Gold Quest:-
CSR Activity of Parle Products
As we all know Parle products from our childhood, it is a very big and older
company of India. It creates revenue by selling its product within and outside
India to gain maximum profit and increase their sales volume. Parle never
compromise with its quality and taste that’s why Parle gain trust of its
consumer. Parle spend a lot on the CSR activity so that they can easily connect
with their consumer.
CSR Activity by Parle Products are as follows:-
1. Design for Change:-
It is an activity run by the Parle all over India which persuade the
children, who wants to bring a difference in their community and in
their surroundings to make them well educated and aware them to
save the environment.
Parle community believes children have the power to make a
difference. Through Design for Change, we create an environment
where they can feel, imagine and share the changes they'd like to
make in their communities. It is considered one of the largest
children's movements in the world, and addresses topics such as
education, employment, environmentalism, health and more.
For example: - Payakoi primary school, Chametha Baroda Gujarat
India. This is the school in which the Parle gives
Training to the students.
YouTube video link: - https://youtu.be/85tL86mEjKc
2. Olympic Gold Quest:-
20
Parle takes very good initiatives for the sports person who belongs from
the rural area and don’t have enough resources to make themselves
eligible for the selection at state as well as national level championship.
Through this initiative Parle recognize the sports person who have the
efficiency to do their best in sports and can easily get to the Olympic and
won medals for India and make the country feel proud on him/her.
Parle provides the sports equipment to this type of sports person so that
they can make themselves eligible to get the training at the national
training centers.
For Example: - Lakshmi Rani Manjhi from Bagula village Jharkhand
(1994) that get the support of this activity of Parle to do
Her best in archery and won the medal in Rio Olympic.
You tube link: - https://youtu.be/RxDBq6KfB6U
3. Parle MTV Junk yard Project:-
This CSR activity of Parle spread awareness about the proper sanitation
in our locality and make our surroundings clean. It mainly target the
teenagers to make the space in which they enjoy and make it clean as it is
the responsibility of teenagers to make the space clean in which they live
and make others aware how to keep clean our surrounding
For Example: - A video is released on the official website of Parle and on
YouTube channel of Parle, a short film in which a
Mother and her son walking on the road, Son had a frooti
In his hand and after finishing it he throws the frooti
Packet On roadside mean while his mother picks that
Packet and Gave it to the boy and said throw it only in the
Dustbins if there is no dustbin on roadside keep it with you
Throw it in the dustbin of our house, boys do as mother
Said to him, later on in next scene a man throw the packet
Of biscuit on road and boy tell him to throw it in the
Dustbin only so that our surrounding will always clean.
Parle takes very good initiatives for the sports person who belongs from
the rural area and don’t have enough resources to make themselves
eligible for the selection at state as well as national level championship.
Through this initiative Parle recognize the sports person who have the
efficiency to do their best in sports and can easily get to the Olympic and
won medals for India and make the country feel proud on him/her.
Parle provides the sports equipment to this type of sports person so that
they can make themselves eligible to get the training at the national
training centers.
For Example: - Lakshmi Rani Manjhi from Bagula village Jharkhand
(1994) that get the support of this activity of Parle to do
Her best in archery and won the medal in Rio Olympic.
You tube link: - https://youtu.be/RxDBq6KfB6U
3. Parle MTV Junk yard Project:-
This CSR activity of Parle spread awareness about the proper sanitation
in our locality and make our surroundings clean. It mainly target the
teenagers to make the space in which they enjoy and make it clean as it is
the responsibility of teenagers to make the space clean in which they live
and make others aware how to keep clean our surrounding
For Example: - A video is released on the official website of Parle and on
YouTube channel of Parle, a short film in which a
Mother and her son walking on the road, Son had a frooti
In his hand and after finishing it he throws the frooti
Packet On roadside mean while his mother picks that
Packet and Gave it to the boy and said throw it only in the
Dustbins if there is no dustbin on roadside keep it with you
Throw it in the dustbin of our house, boys do as mother
Said to him, later on in next scene a man throw the packet
Of biscuit on road and boy tell him to throw it in the
Dustbin only so that our surrounding will always clean.
21
You tube link: - https://youtu.be/3D1pelOvEWQ
Parle Products
BISCUITS
Parle G:
Filled with the goodness of milk and wheat, Parle-G is a source of all round
nourishment. Treat yourself to a pack of yummy Parle-G biscuits to experience
what has nurtured and strengthened millions of people for over 70 years.
A meal substitute for some and a tasty and healthy snack for many others.
Consumed by some for the value it offers, and many others for its taste.
Whatever the occasion, it has always been around as an instant source of
nourishment. Little wonder that it's the largest selling biscuit brand in the world.
You tube link: - https://youtu.be/3D1pelOvEWQ
Parle Products
BISCUITS
Parle G:
Filled with the goodness of milk and wheat, Parle-G is a source of all round
nourishment. Treat yourself to a pack of yummy Parle-G biscuits to experience
what has nurtured and strengthened millions of people for over 70 years.
A meal substitute for some and a tasty and healthy snack for many others.
Consumed by some for the value it offers, and many others for its taste.
Whatever the occasion, it has always been around as an instant source of
nourishment. Little wonder that it's the largest selling biscuit brand in the world.
22
Monaco:
Life Namkeen banaiye! When life hits a dull patch, just pull out a Parle
Monaco to make it exciting. The light, crispy biscuit sprinkled with salt, is the
perfect Namkeen twist you can add to your ordinary boring moments. Go ahead,
Life Namkeen banaiye, anywhere, anytime with Parle Monaco.
Hide n Seek:
Play a game of hide and seek with your taste buds. Indulge in the mouth-
watering delight of India’s best moulded chocolate chip biscuits, Hide & Seek.
All it takes is one bite, and you are transported to chocolate Heaven. Packed
with a bounty of chocolate chips, once you try Hide & Seek, you will never
Monaco:
Life Namkeen banaiye! When life hits a dull patch, just pull out a Parle
Monaco to make it exciting. The light, crispy biscuit sprinkled with salt, is the
perfect Namkeen twist you can add to your ordinary boring moments. Go ahead,
Life Namkeen banaiye, anywhere, anytime with Parle Monaco.
Hide n Seek:
Play a game of hide and seek with your taste buds. Indulge in the mouth-
watering delight of India’s best moulded chocolate chip biscuits, Hide & Seek.
All it takes is one bite, and you are transported to chocolate Heaven. Packed
with a bounty of chocolate chips, once you try Hide & Seek, you will never
23
want any other biscuit again. A treat for the mouth, and the heart, khate hi dill
aajaye!
Hide n Seek Bourbon:
The name itself suggests everything. The moment you take a bite your tongue
starts playing hide n seek with the rich chocolaty cream resting between two
lovely sugar-coated biscuits. The melting chocolate cream will feel rich and
luscious in your mouth. It’s a complete treat for your taste buds. Moreover, it's
like falling in love at first bite.
Parle Marie:
There are two types of people in this world. Those who love to talk, and those
who love to listen. Not surprisingly, both types love Parle Marie. Because it's
much more than a Marie biscuit. It's as light as the jokes your best friend cracks.
As crisp as your uncle’s commentary on politics. It is the perfect
accompaniment to chats, arguments, discussions and gossip sessions it’s healthy
too.
want any other biscuit again. A treat for the mouth, and the heart, khate hi dill
aajaye!
Hide n Seek Bourbon:
The name itself suggests everything. The moment you take a bite your tongue
starts playing hide n seek with the rich chocolaty cream resting between two
lovely sugar-coated biscuits. The melting chocolate cream will feel rich and
luscious in your mouth. It’s a complete treat for your taste buds. Moreover, it's
like falling in love at first bite.
Parle Marie:
There are two types of people in this world. Those who love to talk, and those
who love to listen. Not surprisingly, both types love Parle Marie. Because it's
much more than a Marie biscuit. It's as light as the jokes your best friend cracks.
As crisp as your uncle’s commentary on politics. It is the perfect
accompaniment to chats, arguments, discussions and gossip sessions it’s healthy
too.
24
Nimkin:
Crispy, zingy, salted crackers. The perfect accompaniment for tea times. Move
over bland biscuits, tea time just got so much more interesting. Tasty crackers
baked to a golden perfection, sprinkled with salt for that added zest. Nimkin is
the perfect tea time snack. But with a cracker so tasty, why just leave it for tea;
you can have it any time of the day. Crisp salted crackers, baked to a golden
perfection
Golden Arcs:
Introducing irresistible Golden Arcs filled with rich Strawberry, Apple, and
Orange & Choco Fillings. They are best described as 'melt-in-your-mouth', soft
shelled fruit rolls and crunchy Choco fills which are perfect for an anytime
snack.
Nimkin:
Crispy, zingy, salted crackers. The perfect accompaniment for tea times. Move
over bland biscuits, tea time just got so much more interesting. Tasty crackers
baked to a golden perfection, sprinkled with salt for that added zest. Nimkin is
the perfect tea time snack. But with a cracker so tasty, why just leave it for tea;
you can have it any time of the day. Crisp salted crackers, baked to a golden
perfection
Golden Arcs:
Introducing irresistible Golden Arcs filled with rich Strawberry, Apple, and
Orange & Choco Fillings. They are best described as 'melt-in-your-mouth', soft
shelled fruit rolls and crunchy Choco fills which are perfect for an anytime
snack.
25
Top:
It is the ultimate crispy cracker with the finest taste of butter, especially made to
mesmerize you with its smoothness. The unspoken dream or the wildest
imagination gets real, with the smooth texture of butter. So take a bite and
escape into your own world where it will be just about you and everything else
fades into oblivion. Let no one come between you and "Buttery Taste & Buttery
Dreams".
Fab:
Choco Chip Sandwich Cookies. Right after you relish the delicious cream,
comes the heavenly taste of delicious Choco chip cookies. Available in 4
exciting flavours! Truly, a creamy beginning and chocolate end for your taste
buds!
Top:
It is the ultimate crispy cracker with the finest taste of butter, especially made to
mesmerize you with its smoothness. The unspoken dream or the wildest
imagination gets real, with the smooth texture of butter. So take a bite and
escape into your own world where it will be just about you and everything else
fades into oblivion. Let no one come between you and "Buttery Taste & Buttery
Dreams".
Fab:
Choco Chip Sandwich Cookies. Right after you relish the delicious cream,
comes the heavenly taste of delicious Choco chip cookies. Available in 4
exciting flavours! Truly, a creamy beginning and chocolate end for your taste
buds!
26
Krack Jack:
Parle introduced India’s first & original sweet and salty biscuit –Krack jack in
1972, which went on to become one of the most loved biscuits. It’s a crispy and
delicious biscuit with a perfect balance of sweetness and saltiness. The unique
dual tastes of sweet and salty have a perfect analogy with the dual personality of
an individual, be it a politician or a mother-in law…Taste ka double role jo khol
sakta aapki bhi pole.
Kreams:
Finally a biscuit that's perfect for every occasion and for everybody's
preferences. Parle's Cream biscuits come in different shapes, sizes and flavours,
giving you the freedom to choose, based on your needs. For a tangy delight,
choose the Orange cream or try the perfect tropical treat with the Pineapple
flavour.
Krack Jack:
Parle introduced India’s first & original sweet and salty biscuit –Krack jack in
1972, which went on to become one of the most loved biscuits. It’s a crispy and
delicious biscuit with a perfect balance of sweetness and saltiness. The unique
dual tastes of sweet and salty have a perfect analogy with the dual personality of
an individual, be it a politician or a mother-in law…Taste ka double role jo khol
sakta aapki bhi pole.
Kreams:
Finally a biscuit that's perfect for every occasion and for everybody's
preferences. Parle's Cream biscuits come in different shapes, sizes and flavours,
giving you the freedom to choose, based on your needs. For a tangy delight,
choose the Orange cream or try the perfect tropical treat with the Pineapple
flavour.
27
No longer will you need to wait for the whole year for a taste of the summer
thanks to delicious Mango cream; and indulge your taste buds with the
goodness of Elaichi with mouth-watering Elaichi cream biscuits. And last but
not the least, the chocolate lovers can find solace in the delightful Chocolate
cream biscuits , or the sugar coated chocolate cream centre biscuit Parle Kreams
Bourbon.
Milano:
There’s most definitely a secret. After all, behind every prized cookie is a well-
guarded recipe. That's because the Milano is no ordinary cookie. Available in
Chocolate Chip, Butterscotch, Butter Nut and Coconut, every Milano is as rich
and exotic as it is premium and delicious. Indulge in the sinful taste of Milano, a
cookie with a reputation for romance, and enjoy everything that follows.
Parle Act fit Digestive Marie:
No longer will you need to wait for the whole year for a taste of the summer
thanks to delicious Mango cream; and indulge your taste buds with the
goodness of Elaichi with mouth-watering Elaichi cream biscuits. And last but
not the least, the chocolate lovers can find solace in the delightful Chocolate
cream biscuits , or the sugar coated chocolate cream centre biscuit Parle Kreams
Bourbon.
Milano:
There’s most definitely a secret. After all, behind every prized cookie is a well-
guarded recipe. That's because the Milano is no ordinary cookie. Available in
Chocolate Chip, Butterscotch, Butter Nut and Coconut, every Milano is as rich
and exotic as it is premium and delicious. Indulge in the sinful taste of Milano, a
cookie with a reputation for romance, and enjoy everything that follows.
Parle Act fit Digestive Marie:
28
Now say 'goodbye' or at least 'see-you-later’ to the couch, the video games, the
computer and the TV. And enter the Act fit world where you say 'Hi. Hello,
Good morning' to the gym, the roads, the pool. And to help you stay this active,
you need Act fit Digestive Marie. It's a biscuit that's packed with 5x more fibre
(than other Marie biscuits) and 67% less fat. And it's a biscuit that will help you
commit to a healthier you.
Milk Shakti:
Milk Shakti is a power-packed biscuit fortified with the goodness of milk and
honey. Kids today are growing up quicker than before. They can run faster,
throw further, hit harder and jump higher.
Move over Mr Dhoni, kids today are super confident, because they aren't kids
anymore, they are young adults. Milk Shakti is a power packed biscuit that can
be part of your breakfast, a mid-morning snack or anytime when you need a
burst of energy for that extra edge, maybe before a cricket match, or a tennis
tournament.
Milk Shakti is India's first milk biscuit that comes fortified with the goodness of
honey.
20-20 cookies:
Now say 'goodbye' or at least 'see-you-later’ to the couch, the video games, the
computer and the TV. And enter the Act fit world where you say 'Hi. Hello,
Good morning' to the gym, the roads, the pool. And to help you stay this active,
you need Act fit Digestive Marie. It's a biscuit that's packed with 5x more fibre
(than other Marie biscuits) and 67% less fat. And it's a biscuit that will help you
commit to a healthier you.
Milk Shakti:
Milk Shakti is a power-packed biscuit fortified with the goodness of milk and
honey. Kids today are growing up quicker than before. They can run faster,
throw further, hit harder and jump higher.
Move over Mr Dhoni, kids today are super confident, because they aren't kids
anymore, they are young adults. Milk Shakti is a power packed biscuit that can
be part of your breakfast, a mid-morning snack or anytime when you need a
burst of energy for that extra edge, maybe before a cricket match, or a tennis
tournament.
Milk Shakti is India's first milk biscuit that comes fortified with the goodness of
honey.
20-20 cookies:
29
are baked to a golden brown crispiness to melt in the mouth and leave you with
the taste of perfection .It cookies can be eaten at any time of the day, but may
we suggest you avoid tea times! You don't want to share it with anyone at all.
Festo:
Being a kid is super exciting! Masti is expected of you, dhamaal is your birth
right and turning a boring day into an adventure is as easy as savouring the
cream within the biscuit. Tangy orange, creamy chocolate, traditional Elaichi,
zingy pineapple or sweet mango; there’s a flavour for any bit of naughtiness
you can think of. So, whatever you get up to, Festo will be there to go crazy
with you.
Happy - Happy:
Experience a world of happiness with Parle Happy Happy Cookies. Baked to
perfection, these cookies are topped with delicious Choco-chips to give you that
are baked to a golden brown crispiness to melt in the mouth and leave you with
the taste of perfection .It cookies can be eaten at any time of the day, but may
we suggest you avoid tea times! You don't want to share it with anyone at all.
Festo:
Being a kid is super exciting! Masti is expected of you, dhamaal is your birth
right and turning a boring day into an adventure is as easy as savouring the
cream within the biscuit. Tangy orange, creamy chocolate, traditional Elaichi,
zingy pineapple or sweet mango; there’s a flavour for any bit of naughtiness
you can think of. So, whatever you get up to, Festo will be there to go crazy
with you.
Happy - Happy:
Experience a world of happiness with Parle Happy Happy Cookies. Baked to
perfection, these cookies are topped with delicious Choco-chips to give you that
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never-ending feeling of unbridled joy. Just open a pack of Parle Happy - Happy
Choco-Chip Cookies, pop one in your mouth and feel your senses come alive.
Jam-In:
Parle Jam In is a fruit-flavoured cream sandwich biscuit with real fruit jam.
Relish the tasty fusion of biscuit and cream with a sugar topping. With every
bite, experience a party of flavours in your mouth as the delicious cream melts
along with the lingering taste of jam. All this bundled up with crispy biscuits on
both the sides.
Gold Star:
Made from the choices of ingredients, Parle Gold Star comes in 4 delicious
variants – Butter, Cashew and Butter, Chocolate Chip and Chocolate & Nut.
Perfectly baked cookies with the richness of butter, nuts and chocolate make it
never-ending feeling of unbridled joy. Just open a pack of Parle Happy - Happy
Choco-Chip Cookies, pop one in your mouth and feel your senses come alive.
Jam-In:
Parle Jam In is a fruit-flavoured cream sandwich biscuit with real fruit jam.
Relish the tasty fusion of biscuit and cream with a sugar topping. With every
bite, experience a party of flavours in your mouth as the delicious cream melts
along with the lingering taste of jam. All this bundled up with crispy biscuits on
both the sides.
Gold Star:
Made from the choices of ingredients, Parle Gold Star comes in 4 delicious
variants – Butter, Cashew and Butter, Chocolate Chip and Chocolate & Nut.
Perfectly baked cookies with the richness of butter, nuts and chocolate make it
31
an indulging experience, the delightful taste lingering long after you’ve relished
it with pleasure.
Magix:
Imagine a biscuit with the goodness of a health biscuit and fun of rich cocoa and
crunchy cashews. Magix is an eclectic mix of taste and health. Brimming with 7
vital vitamins and 2 minerals, there's no way that moms can refuse to let you
have something that is crunchy, healthy and tasty.
Coconut Cookies:
As you revel in the taste of freshly baked Parle Coconut Cookies, its goodness
will transport you to the beautiful sandy beaches and swaying palm trees. With
each bite the rich taste of coconut will delight your senses even more. And in no
time you will be left with an empty pack and a deep craving for a few more. It’s
an indulging experience, the delightful taste lingering long after you’ve relished
it with pleasure.
Magix:
Imagine a biscuit with the goodness of a health biscuit and fun of rich cocoa and
crunchy cashews. Magix is an eclectic mix of taste and health. Brimming with 7
vital vitamins and 2 minerals, there's no way that moms can refuse to let you
have something that is crunchy, healthy and tasty.
Coconut Cookies:
As you revel in the taste of freshly baked Parle Coconut Cookies, its goodness
will transport you to the beautiful sandy beaches and swaying palm trees. With
each bite the rich taste of coconut will delight your senses even more. And in no
time you will be left with an empty pack and a deep craving for a few more. It’s
32
delicious divine taste will always drive you back to the lite breeze of the sea,
just like these lite Parle coconut cookies adorning your coffee table. Stock up
some today and begin this delectable journey, now.
CANDIES
Londonderry:
Get a taste of the rich English-Irish culture, right here in India. With
Londonderry, an exquisite hard-boiled candy made from Milk and Caramel.
With a name inspired by an actual town in Ireland, the creamy, exotic taste of
this delicious candy will make you discover the glories of the majestic English-
Irish culture. Just pop-in a Londonderry candy and experience the magical
world of Londonderry.
Melody:
Caramel meets chocolate to yield an outcome nothing less than delectable. Parle
Melody comes with an irresistible layer of caramel on the outside and a
delicious divine taste will always drive you back to the lite breeze of the sea,
just like these lite Parle coconut cookies adorning your coffee table. Stock up
some today and begin this delectable journey, now.
CANDIES
Londonderry:
Get a taste of the rich English-Irish culture, right here in India. With
Londonderry, an exquisite hard-boiled candy made from Milk and Caramel.
With a name inspired by an actual town in Ireland, the creamy, exotic taste of
this delicious candy will make you discover the glories of the majestic English-
Irish culture. Just pop-in a Londonderry candy and experience the magical
world of Londonderry.
Melody:
Caramel meets chocolate to yield an outcome nothing less than delectable. Parle
Melody comes with an irresistible layer of caramel on the outside and a
33
delightful chocolate filling within. Pop it in your mouth and relish the unique
experience. It won’t be too long before you find yourself asking the age old
question ‘Melody itni chocolaty kyo hai?'
Mango Bite:
This was not only India's first mango candy, but even today, is the only candy
with the richness of real, juicy sweet mangoes. Pop in a Mango Bite and you
will want to make it last longer and longer, don't be in a hurry to eat it up.
Mango Bite is India's first mango candy with real mango
Chox:
Bite into a gigantic bite of the most chocolicious bar ever. It's called Chox and
its lip smacking, chocolaty flavour will leave you lost in a fabulous, new world -
a big, almost un-ending chocolate world. So chocoholics got a craving, big or
small? Thank god there's Chox.
delightful chocolate filling within. Pop it in your mouth and relish the unique
experience. It won’t be too long before you find yourself asking the age old
question ‘Melody itni chocolaty kyo hai?'
Mango Bite:
This was not only India's first mango candy, but even today, is the only candy
with the richness of real, juicy sweet mangoes. Pop in a Mango Bite and you
will want to make it last longer and longer, don't be in a hurry to eat it up.
Mango Bite is India's first mango candy with real mango
Chox:
Bite into a gigantic bite of the most chocolicious bar ever. It's called Chox and
its lip smacking, chocolaty flavour will leave you lost in a fabulous, new world -
a big, almost un-ending chocolate world. So chocoholics got a craving, big or
small? Thank god there's Chox.
34
Poppins:
Pinky loves red. Rahul loves yellow. Mini always asks for green. And naughty
Vicky fights for purple. So many flavours and so many colours there’s always
something for everyone. So share your favourite Poppins with friends for a
really colourful time. All you need to do is ask, "Doon Kya?"
Mazelo:
Parle Mazelo is a fruity-flavoured deposited candy. Available in five mouth-
watering flavours - Apple, Guava, Watermelon, Banana and Litchi. The sweet
and tangy taste will tickle your taste buds and quench your fruity craving. Just
pop-in any of these flavours and enjoy the delicious fruity loops in your mouth.
Bas khaao aur Mazelo!
Poppins:
Pinky loves red. Rahul loves yellow. Mini always asks for green. And naughty
Vicky fights for purple. So many flavours and so many colours there’s always
something for everyone. So share your favourite Poppins with friends for a
really colourful time. All you need to do is ask, "Doon Kya?"
Mazelo:
Parle Mazelo is a fruity-flavoured deposited candy. Available in five mouth-
watering flavours - Apple, Guava, Watermelon, Banana and Litchi. The sweet
and tangy taste will tickle your taste buds and quench your fruity craving. Just
pop-in any of these flavours and enjoy the delicious fruity loops in your mouth.
Bas khaao aur Mazelo!
35
Kismi:
It’s everything that the Kismi Toffee Bar is, only smaller. Wrapped in the
distinct flavour of Elaichi (cardamom) this toffee is sure to send your sweet
tooth on a joyride.
Kismi Gold:
With a perfect blend of Caramel &Elaichi, the new Parle Kismi Gold is bound
to take romance to an entirely different level and make it more irresistible than
ever before. Have one to experience romance at its best.
Fruit Drops:
Kismi:
It’s everything that the Kismi Toffee Bar is, only smaller. Wrapped in the
distinct flavour of Elaichi (cardamom) this toffee is sure to send your sweet
tooth on a joyride.
Kismi Gold:
With a perfect blend of Caramel &Elaichi, the new Parle Kismi Gold is bound
to take romance to an entirely different level and make it more irresistible than
ever before. Have one to experience romance at its best.
Fruit Drops:
36
Parle brings to you ‘Fruit Drops’, a mouth-watering range of pulpy fruit chews
with a high quotient of fruit in it. The jelly-based chews exude fresh fruit juice
with each bite. The mouth-watering fruit chews are available in four exciting
variants – Mango, Kaccha Mango, and Litchi & Strawberry.
SNACKS
Wafers:
Made with the choicest of handpicked potatoes, it's lip-smashingly delicious,
delightfully crunchy and comes in four exciting flavours - Masala Masti, Red
Chilli Achaar, Classic Salted, Aloo-Chaat, Cream and Onion, Tangy Tomato,
Khatta-Meetha and Piri-Piri. Grab one. Whenever you want, wherever you
please. We're sure you'll enjoy it from the very first chip till the very last.
Namkeen:
Make those everyday boring moments colourful! Just open a pack of Parle
Namkeen. Made from the choicest ingredients, this crunchy, crispy snack is
available in 5 mouth-watering varieties. Along with the exciting taste customers
are assured of topmost quality too! Parle Products is known for its highest
quality standards. So, pick your favourite Parle Namkeen snack aur Life Banaao
Rangeen!
Parle brings to you ‘Fruit Drops’, a mouth-watering range of pulpy fruit chews
with a high quotient of fruit in it. The jelly-based chews exude fresh fruit juice
with each bite. The mouth-watering fruit chews are available in four exciting
variants – Mango, Kaccha Mango, and Litchi & Strawberry.
SNACKS
Wafers:
Made with the choicest of handpicked potatoes, it's lip-smashingly delicious,
delightfully crunchy and comes in four exciting flavours - Masala Masti, Red
Chilli Achaar, Classic Salted, Aloo-Chaat, Cream and Onion, Tangy Tomato,
Khatta-Meetha and Piri-Piri. Grab one. Whenever you want, wherever you
please. We're sure you'll enjoy it from the very first chip till the very last.
Namkeen:
Make those everyday boring moments colourful! Just open a pack of Parle
Namkeen. Made from the choicest ingredients, this crunchy, crispy snack is
available in 5 mouth-watering varieties. Along with the exciting taste customers
are assured of topmost quality too! Parle Products is known for its highest
quality standards. So, pick your favourite Parle Namkeen snack aur Life Banaao
Rangeen!
37
MUNCHIES
Jeffs:
Crunchy, salted biscuits flavoured with cumin seed (Zeera) for that extra boost
of flavour. The perfect snack for just about anywhere.
Sixer:
MUNCHIES
Jeffs:
Crunchy, salted biscuits flavoured with cumin seed (Zeera) for that extra boost
of flavour. The perfect snack for just about anywhere.
Sixer:
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Think Square is boring? Then what you need is a Sixer. This six-sided, salted
delight cuts out the boring from a biscuit. A unique shape coupled with an
equally unique crunchy, munchy, salty taste that leaves you asking for more!
Cheese lings:
For the love of cheese and only cheese! Parle pulls out ‘Cheese lings’ from its
pool of innovative products. It’s a baked snack, light on tongue and high on its
Cheesecious taste. Its fluffy form makes it very crunchy yet it actually melts in
your mouth, leaving behind the lingering flavour of cheese. Each bite opens the
doors to that nostalgic feel everyone would love to savour.
Think Square is boring? Then what you need is a Sixer. This six-sided, salted
delight cuts out the boring from a biscuit. A unique shape coupled with an
equally unique crunchy, munchy, salty taste that leaves you asking for more!
Cheese lings:
For the love of cheese and only cheese! Parle pulls out ‘Cheese lings’ from its
pool of innovative products. It’s a baked snack, light on tongue and high on its
Cheesecious taste. Its fluffy form makes it very crunchy yet it actually melts in
your mouth, leaving behind the lingering flavour of cheese. Each bite opens the
doors to that nostalgic feel everyone would love to savour.
39
Marketing Mix of Parle Products Limited
Product strategy Product Levels
1) Core benefit-
The core benefit of biscuits is to satisfy hunger of the consumer
2) Basic product-
In the second level, the basic product is biscuits.
3) Expected product-
The consumers expect the product to have a good taste and also give
nutrition.
4) Augmented product-
Parle biscuits increase a person’s energy levels. This is not always expected
by the consumers and hence exceeds customer’s expectations.
5) Potential product-
In the future parle could come up with different products such as a snack
which could be a combo of chocolate and biscuit.
Classification of products
1) Based on tangibility-
Parle biscuits are tangible, i.e. one can see and touch them.
2) Based on functional life-
Parle biscuits are consumables since biscuits form apart of food and have a
short life.
3) Based on price and quality-
Marketing Mix of Parle Products Limited
Product strategy Product Levels
1) Core benefit-
The core benefit of biscuits is to satisfy hunger of the consumer
2) Basic product-
In the second level, the basic product is biscuits.
3) Expected product-
The consumers expect the product to have a good taste and also give
nutrition.
4) Augmented product-
Parle biscuits increase a person’s energy levels. This is not always expected
by the consumers and hence exceeds customer’s expectations.
5) Potential product-
In the future parle could come up with different products such as a snack
which could be a combo of chocolate and biscuit.
Classification of products
1) Based on tangibility-
Parle biscuits are tangible, i.e. one can see and touch them.
2) Based on functional life-
Parle biscuits are consumables since biscuits form apart of food and have a
short life.
3) Based on price and quality-
40
Most of Parle biscuits such as Parle-G, Monaco, Krack-jack are mass
products but a few Parle biscuits such as Parle hide and seek and Milano are
premium or prestige products.
4) Based on utility-
Parle biscuits are convenience goods. They are staples since they are bought
by consumers regularly. Also they are partly impulse products
Parle-G being a consumable product is not influenced by factors like cultural
factors. As shown above, social factors are further sub divided into 3 parts
namely reference groups, family & social role & status.
1) Reference Group -
People, especially kids are always influenced by the people around them. They
are influenced by friends, relatives, family member’s especially elder siblings,
etc. so if they see anyone around them having parle-G biscuit, they too want to
eat it.
2) Family-
In his case also, if it’s a usual habit of the family members to have Parle-G with
tea or coffee, the kids in the growing stage or any new member joining the
family for tea will form a similar habit or the later will be offered the same
biscuits.
Most of Parle biscuits such as Parle-G, Monaco, Krack-jack are mass
products but a few Parle biscuits such as Parle hide and seek and Milano are
premium or prestige products.
4) Based on utility-
Parle biscuits are convenience goods. They are staples since they are bought
by consumers regularly. Also they are partly impulse products
Parle-G being a consumable product is not influenced by factors like cultural
factors. As shown above, social factors are further sub divided into 3 parts
namely reference groups, family & social role & status.
1) Reference Group -
People, especially kids are always influenced by the people around them. They
are influenced by friends, relatives, family member’s especially elder siblings,
etc. so if they see anyone around them having parle-G biscuit, they too want to
eat it.
2) Family-
In his case also, if it’s a usual habit of the family members to have Parle-G with
tea or coffee, the kids in the growing stage or any new member joining the
family for tea will form a similar habit or the later will be offered the same
biscuits.
41
UNIT - PROFILE
1. Total No. Of Employees: - 430
2. Year of Establishment: - July 2007
3. Year of Commercial Production: - June 2008
4. Total Production Capacity: - 3500 Tonnes
5. Total Products Manufactured:- 4
6. Unit Location: - Plot No D-10, ESIP, Sitarganj Dist., Mirabara
Rana, Uttarakhand, 263151
7. Variety of Products: - : Parle –G manufactured in 5&10 Rupees
Pack.
: Happy-Happy manufactured in 5&10 pack.
: T20-20 cookie in 5 rupee packs.
: Magix Cream in only 5 Rupee packs.
: Fab-Cream in 10 & 35 Rupee packs.
UNIT - PROFILE
1. Total No. Of Employees: - 430
2. Year of Establishment: - July 2007
3. Year of Commercial Production: - June 2008
4. Total Production Capacity: - 3500 Tonnes
5. Total Products Manufactured:- 4
6. Unit Location: - Plot No D-10, ESIP, Sitarganj Dist., Mirabara
Rana, Uttarakhand, 263151
7. Variety of Products: - : Parle –G manufactured in 5&10 Rupees
Pack.
: Happy-Happy manufactured in 5&10 pack.
: T20-20 cookie in 5 rupee packs.
: Magix Cream in only 5 Rupee packs.
: Fab-Cream in 10 & 35 Rupee packs.
42
CSR Activity at Parle Biscuits Pvt. Limited Sitarganj
1. Parle Sitarganj unit done various types of CSR activity for the local
people and adopted three schools in Sisona, Sidhgarbayang, Chorgaliya
where Parle donates sports equipment’s and stationary items.
Items Venue Village
Sweater, Blanket, Mat Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Sets of Bench & Desk Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Free Eye checkup
Camp
Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Arrangement Of water
Supply
Toilet
Kitchen Area
Rajkiy Prathmik
Vidyalaya
Sisona
Chorgaliya
Stationary And sports
Items
Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Parle Sitarganj Manufacturing unit spread over area of 20 acres.
Parle Sitarganj unit follows all the guidelines of Factories Act
Management is very conscious about their employee’s safety and health
as they take care the surrounding should be very clean and hygienic.
CSR Activity at Parle Biscuits Pvt. Limited Sitarganj
1. Parle Sitarganj unit done various types of CSR activity for the local
people and adopted three schools in Sisona, Sidhgarbayang, Chorgaliya
where Parle donates sports equipment’s and stationary items.
Items Venue Village
Sweater, Blanket, Mat Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Sets of Bench & Desk Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Free Eye checkup
Camp
Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Arrangement Of water
Supply
Toilet
Kitchen Area
Rajkiy Prathmik
Vidyalaya
Sisona
Chorgaliya
Stationary And sports
Items
Rajkiy Prathmik
Vidyalaya
Sisona
Sidhgarbayang
Chorgaliya
Parle Sitarganj Manufacturing unit spread over area of 20 acres.
Parle Sitarganj unit follows all the guidelines of Factories Act
Management is very conscious about their employee’s safety and health
as they take care the surrounding should be very clean and hygienic.
43
Unit works on the optimum utilization of resources with minimum
wastage of resources.
Unit follows the 5s policy to avoid the misplace of thing and to do the
work effectively and efficiently.
Unit gives a proper training to their employee for their safety and
cleanliness during office hours.
Employees are well satisfied with the company policy and working of
management.
Unit is strictly against the child labour.
Unit works on the optimum utilization of resources with minimum
wastage of resources.
Unit follows the 5s policy to avoid the misplace of thing and to do the
work effectively and efficiently.
Unit gives a proper training to their employee for their safety and
cleanliness during office hours.
Employees are well satisfied with the company policy and working of
management.
Unit is strictly against the child labour.
44
SWOT Analysis of Parle - G
Strengths in the SWOT analysis of Parle G:-
Most widely distributed Indian biscuit brand – Parle G is without a doubt
the most widely distributed Indian biscuit brand.
It crossed Rs 5000 crore in retail sales a couple of years back and it is
increasing since then.
Within India, Parle G has the highest market share. Quite simply, this is
the strongest advantage for Parle G because it is the largest sold biscuit
brand in the largest market for biscuits.
Amazing Packaging – Parle G is appreciated for its packaging because it
has small 5 rupees variants as well as large variants which package 10
biscuit packets together. It even has a small 2 rupees packaging.
Parle’s market share – 28% of the total biscuit market of India is covered
by Parle which includes Parle G, Milano and others. Parle forms 50% of
this 28% share of its mother brand Parle.
Weaknesses in the SWOT analysis of Parle G:-
Missing premium range biscuits – Parle G is missing the essential part
which can make it an all-round brand – Premium range biscuits.
SWOT Analysis of Parle - G
Strengths in the SWOT analysis of Parle G:-
Most widely distributed Indian biscuit brand – Parle G is without a doubt
the most widely distributed Indian biscuit brand.
It crossed Rs 5000 crore in retail sales a couple of years back and it is
increasing since then.
Within India, Parle G has the highest market share. Quite simply, this is
the strongest advantage for Parle G because it is the largest sold biscuit
brand in the largest market for biscuits.
Amazing Packaging – Parle G is appreciated for its packaging because it
has small 5 rupees variants as well as large variants which package 10
biscuit packets together. It even has a small 2 rupees packaging.
Parle’s market share – 28% of the total biscuit market of India is covered
by Parle which includes Parle G, Milano and others. Parle forms 50% of
this 28% share of its mother brand Parle.
Weaknesses in the SWOT analysis of Parle G:-
Missing premium range biscuits – Parle G is missing the essential part
which can make it an all-round brand – Premium range biscuits.
45
Marketing is very less – Marketing of Parle G is very less. It came as
a product placement during the “Shaktimaan” series.
Manufacturing bottlenecks – Massive distribution requires massive
manufacturing and this creates problem if its own with consistent
manufacturing bottlenecks coming up. Because of the huge demand,
Parle G has to cater to exports as well as domestic sales.
Regional players – There are many regional competitors for Parle G
which affects the brand in regional markets.
Opportunities in the SWOT analysis of Parle G
Increase marketing communications – A first step which Parle G can
take is to increase its efforts of marketing communications.
Start a premium range – Parle G can start a premium range or a mid-
tier separate range to have an even better market share.
Use distribution for more mass products – Parle G can use its
distribution potential for other products which also attract the customers.
Tie ups with schools and hospitality segment to increase sale – There
are many schools which need breakfast at low prices and Parle G is one
component which can be a part of this because of the glucose component
of the biscuit.
Threats in the SWOT analysis of Parle G
Consistent competition – Parle and Britannia are evergreen FMCG
competitors and ITC is close behind.
Marketing is very less – Marketing of Parle G is very less. It came as
a product placement during the “Shaktimaan” series.
Manufacturing bottlenecks – Massive distribution requires massive
manufacturing and this creates problem if its own with consistent
manufacturing bottlenecks coming up. Because of the huge demand,
Parle G has to cater to exports as well as domestic sales.
Regional players – There are many regional competitors for Parle G
which affects the brand in regional markets.
Opportunities in the SWOT analysis of Parle G
Increase marketing communications – A first step which Parle G can
take is to increase its efforts of marketing communications.
Start a premium range – Parle G can start a premium range or a mid-
tier separate range to have an even better market share.
Use distribution for more mass products – Parle G can use its
distribution potential for other products which also attract the customers.
Tie ups with schools and hospitality segment to increase sale – There
are many schools which need breakfast at low prices and Parle G is one
component which can be a part of this because of the glucose component
of the biscuit.
Threats in the SWOT analysis of Parle G
Consistent competition – Parle and Britannia are evergreen FMCG
competitors and ITC is close behind.
46
Rising Income – Because of the rising income, Parle G becomes out-
dated when someone can afford other biscuits.
Rising Costs – Parle G’s major selling point is that it is cheap with a
good taste. However, with rising costs of distribution and
manufacturing, the high price of the final product might become a
threat to the brand.
Mature market – There comes a time when people become bored by a
taste and they want to try new tasting things.
Further reading – Here is an excellent Economic times article on
the Journey of Parle G.
Rising Income – Because of the rising income, Parle G becomes out-
dated when someone can afford other biscuits.
Rising Costs – Parle G’s major selling point is that it is cheap with a
good taste. However, with rising costs of distribution and
manufacturing, the high price of the final product might become a
threat to the brand.
Mature market – There comes a time when people become bored by a
taste and they want to try new tasting things.
Further reading – Here is an excellent Economic times article on
the Journey of Parle G.
47
CHAPTER – 02
TRAINING & DEVELOPMENT
CHAPTER – 02
TRAINING & DEVELOPMENT
48
INTRODUCTION
Employee must be trained to operate machines, reduce scrap and avoid
accidents. It is not only the workers who need training.
Supervisors, managers and executives also need to be developed in order to
enable them to grow and acquire maturity of thought and action.
Training and development constitute an ongoing process in any organization.
This chapter is devoted to a detailed discussion on the nature and process of
training and development in a typical industrial establishment.
Workers must be trained to operate machines, reduce scrap and avoid accidents.
It is not only the workers who need training. Supervisors, managers and
executives also need to be developed in order to enable them to grow and
acquire maturity of thought and action.
Training and development constitute an ongoing process in any organization.
This chapter is devoted to a detailed discussion on the nature and process of
training and development in a typical industrial establishment.
Training could be compared to this metaphor – “if I miss one meal in a
day, then I will starve to death. The survival of the organization requires
development throughout the ranks in order to survive, while training
makes the organization more effective and efficient in its day-to-day
operations”.
INTRODUCTION
Employee must be trained to operate machines, reduce scrap and avoid
accidents. It is not only the workers who need training.
Supervisors, managers and executives also need to be developed in order to
enable them to grow and acquire maturity of thought and action.
Training and development constitute an ongoing process in any organization.
This chapter is devoted to a detailed discussion on the nature and process of
training and development in a typical industrial establishment.
Workers must be trained to operate machines, reduce scrap and avoid accidents.
It is not only the workers who need training. Supervisors, managers and
executives also need to be developed in order to enable them to grow and
acquire maturity of thought and action.
Training and development constitute an ongoing process in any organization.
This chapter is devoted to a detailed discussion on the nature and process of
training and development in a typical industrial establishment.
Training could be compared to this metaphor – “if I miss one meal in a
day, then I will starve to death. The survival of the organization requires
development throughout the ranks in order to survive, while training
makes the organization more effective and efficient in its day-to-day
operations”.
49
Definition of Training & Development
According to Michael Armstrong:-
He defines training as “the systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a given task or job.”
According to Edwin Flippo:-
Training is the act of increasing the skills of an employee for doing a particular
job.
Some More Definitions
• Acquisition and sharpening of employees capabilities that is required to
perform various obligations, tasks and functions.
• Developing the employee’s capabilities so that they may be able to discover
their potential and exploit them to full their own and organization.
• Developing an organizational culture where superior-subordinate relationship,
team work, and collaboration among different sub units are strong and
contribute to organizational wealth, dynamism and pride to the employees.
Training is the acquisition of technology, which permits employees to perform
their present job to standards. It improves human performance on the job the
Definition of Training & Development
According to Michael Armstrong:-
He defines training as “the systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a given task or job.”
According to Edwin Flippo:-
Training is the act of increasing the skills of an employee for doing a particular
job.
Some More Definitions
• Acquisition and sharpening of employees capabilities that is required to
perform various obligations, tasks and functions.
• Developing the employee’s capabilities so that they may be able to discover
their potential and exploit them to full their own and organization.
• Developing an organizational culture where superior-subordinate relationship,
team work, and collaboration among different sub units are strong and
contribute to organizational wealth, dynamism and pride to the employees.
Training is the acquisition of technology, which permits employees to perform
their present job to standards. It improves human performance on the job the
50
employee is presently doing or is being hired to do. Also, it is given when new
technology in introduced into the workplace.
Definition of Development
Organizational Development is a process that “strives to build the capacity to
achieve and sustain a new desired state that benefits the organization or
community and the world around them.
Development is training people to acquire new horizons, technologies, or
viewpoints. It enables leaders to guide their organizations onto new
expectations by being proactive rather than reactive.
It enables workers to create better products, faster services, and more
competitive organizations. It is learning for growth of the individual, but not
related to a specific present or future job.
Unlike training and education, which can be completely evaluated, development
cannot always be fully evaluated. This does not mean that we should abandon
development programs, as helping people to grow and develop is what keeps an
organization in the cutting edge of competitive environments.
Development can be considered the forefront of what many now call the
Learning Organization. Development involves changes in an organism that are
systematic, organized, and successive and are thought to serve an adaptive
function.
employee is presently doing or is being hired to do. Also, it is given when new
technology in introduced into the workplace.
Definition of Development
Organizational Development is a process that “strives to build the capacity to
achieve and sustain a new desired state that benefits the organization or
community and the world around them.
Development is training people to acquire new horizons, technologies, or
viewpoints. It enables leaders to guide their organizations onto new
expectations by being proactive rather than reactive.
It enables workers to create better products, faster services, and more
competitive organizations. It is learning for growth of the individual, but not
related to a specific present or future job.
Unlike training and education, which can be completely evaluated, development
cannot always be fully evaluated. This does not mean that we should abandon
development programs, as helping people to grow and develop is what keeps an
organization in the cutting edge of competitive environments.
Development can be considered the forefront of what many now call the
Learning Organization. Development involves changes in an organism that are
systematic, organized, and successive and are thought to serve an adaptive
function.
51
Figure 1. Steps to Check Overall Development
Development refers to those learning opportunities designed to help employees
grow. Development is not primarily skills-oriented. Instead, it provides general
knowledge and attitudes, which will be helpful to employees in higher
positions. Efforts towards development often depend on personal drive and
ambition.
Difference between Training & Development
Learning Dimension Training Development
Who Non-managers Managers
What Technical /
Mechanical Operation
Theoretical /
conceptual ideas
Why
Specific job related
information
General knowledge
Identify
Training
Needs
Establish
Objectives
Select
Training
Methods
Conduct And
Deliver
Training
Evaluate
Performance
Figure 1. Steps to Check Overall Development
Development refers to those learning opportunities designed to help employees
grow. Development is not primarily skills-oriented. Instead, it provides general
knowledge and attitudes, which will be helpful to employees in higher
positions. Efforts towards development often depend on personal drive and
ambition.
Difference between Training & Development
Learning Dimension Training Development
Who Non-managers Managers
What Technical /
Mechanical Operation
Theoretical /
conceptual ideas
Why
Specific job related
information
General knowledge
Identify
Training
Needs
Establish
Objectives
Select
Training
Methods
Conduct And
Deliver
Training
Evaluate
Performance
52
When
Short term Long term
Training is also necessary for the individual development and progress of the
employee, which motivates him to work for a certain organisation apart from
just money. We also require training update employees of the market trends, the
change in the employment policies and other things
.
The following are the two biggest factors that contribute to the increased need
to training and development in organisations:-
Change:
It is one of the biggest factors that contribute to the need of training and
development. There is in fact a direct relationship between the two.
Change leads to the need for training and development and training and
development leads to individual and organisational change, and the cycle
goes on and on. More specifically it is the technology that is driving the
need; changing the way how businesses function, compete and deliver.
Development:-
Money is not the sole motivator at work and this is especially very true
for the 21st century. People who work with organisations seek more than
just employment out of their work. They look at holistic development of
self-spirituality and self-awareness. People seek happiness at jobs which
may not be possible unless an individual is aware of the self.
For Example:- At FORD an individual can enrol himself / herself in a
course on ‘self-awareness’, which apparently seems inconsequential to
When
Short term Long term
Training is also necessary for the individual development and progress of the
employee, which motivates him to work for a certain organisation apart from
just money. We also require training update employees of the market trends, the
change in the employment policies and other things
.
The following are the two biggest factors that contribute to the increased need
to training and development in organisations:-
Change:
It is one of the biggest factors that contribute to the need of training and
development. There is in fact a direct relationship between the two.
Change leads to the need for training and development and training and
development leads to individual and organisational change, and the cycle
goes on and on. More specifically it is the technology that is driving the
need; changing the way how businesses function, compete and deliver.
Development:-
Money is not the sole motivator at work and this is especially very true
for the 21st century. People who work with organisations seek more than
just employment out of their work. They look at holistic development of
self-spirituality and self-awareness. People seek happiness at jobs which
may not be possible unless an individual is aware of the self.
For Example:- At FORD an individual can enrol himself / herself in a
course on ‘self-awareness’, which apparently seems inconsequential to
53
ones performance at work but contributes to the spiritual wellbeing of an
individual which is all the more important.
Inputs in Training & Developments Programmes
Training and development refers to the imparting of specific skills, abilities and
knowledge to an employee. A formal definition of training & development is…
it is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by
changing the employee’s attitude or increasing his or her skills and knowledge.
Inputs are as follows:-
Skills: -
A worker needs skills to operate machines, and use other equipment’s
with least damage or scrap. This is a basic skill without which the
operator will not be able to function. There is also the need for motor
skills. Motor skills refer to performance of specific physical activities.
These skills involve training to move various parts of one’s body in
response to certain external and internal stimuli.
Education: -
The purpose of education is to teach theoretical concepts and develop a
sense of reasoning and judgment. That any training and development
programme must contain an element of education is well understood by
HR specialist.
Development: -
Development, which is less skill oriented but stressed on knowledge.
Knowledge about business environment, management principles and
ones performance at work but contributes to the spiritual wellbeing of an
individual which is all the more important.
Inputs in Training & Developments Programmes
Training and development refers to the imparting of specific skills, abilities and
knowledge to an employee. A formal definition of training & development is…
it is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by
changing the employee’s attitude or increasing his or her skills and knowledge.
Inputs are as follows:-
Skills: -
A worker needs skills to operate machines, and use other equipment’s
with least damage or scrap. This is a basic skill without which the
operator will not be able to function. There is also the need for motor
skills. Motor skills refer to performance of specific physical activities.
These skills involve training to move various parts of one’s body in
response to certain external and internal stimuli.
Education: -
The purpose of education is to teach theoretical concepts and develop a
sense of reasoning and judgment. That any training and development
programme must contain an element of education is well understood by
HR specialist.
Development: -
Development, which is less skill oriented but stressed on knowledge.
Knowledge about business environment, management principles and
54
techniques, human relations, specific industry analysis and the like is
useful for better management of the company.
Ethics:-
There is need for imparting greater ethical orientation to a training and
development program. Unethical practices abound in marketing, finance
and production function in an organization. They are less see and talked
about in the personnel function. If the production, finance and marketing
personnel indulge in unethical practices the fault rests on the HR
manager. It is his/her duty to enlighten all the employees in the
organization about the need of ethical behavior.
Attitudinal Changes: -
Attitudes represent feeling and beliefs of individuals towards others.
Attitude affects motivation, satisfaction and job commitment. Negative
attitudes need to be converted into positive attitudes. Changing negative
attitudes is difficult because;
Employees refuse to changes
They have prior commitments
And information needed to change attitudes may not be sufficient
Decision Making & Problem Solving Skills:-
Decision making skill and problem solving skills focus on method and
techniques for making organizational decisions and solving work-related
problems. Learning related to decision-making and problem-solving skills
seeks to improve trainees’ abilities to define structure problems, collect
and analysis information, generate alternative solution and make an
optimal decision among alternatives.
Objectives Of Training & Development
Individual Objectives:-
techniques, human relations, specific industry analysis and the like is
useful for better management of the company.
Ethics:-
There is need for imparting greater ethical orientation to a training and
development program. Unethical practices abound in marketing, finance
and production function in an organization. They are less see and talked
about in the personnel function. If the production, finance and marketing
personnel indulge in unethical practices the fault rests on the HR
manager. It is his/her duty to enlighten all the employees in the
organization about the need of ethical behavior.
Attitudinal Changes: -
Attitudes represent feeling and beliefs of individuals towards others.
Attitude affects motivation, satisfaction and job commitment. Negative
attitudes need to be converted into positive attitudes. Changing negative
attitudes is difficult because;
Employees refuse to changes
They have prior commitments
And information needed to change attitudes may not be sufficient
Decision Making & Problem Solving Skills:-
Decision making skill and problem solving skills focus on method and
techniques for making organizational decisions and solving work-related
problems. Learning related to decision-making and problem-solving skills
seeks to improve trainees’ abilities to define structure problems, collect
and analysis information, generate alternative solution and make an
optimal decision among alternatives.
Objectives Of Training & Development
Individual Objectives:-
55
It helps employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives:-
It assists the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives:-
It maintains the department’s contribution at a level suitable to the
organization’s needs.
Societal Objectives:-
It ensures that an organization is ethically and socially responsible to the
needs and challenges of the society.
Importance Of Training & Development
Increased productivity:-
Productivity usually increases when a company implements training
courses. Increased efficiency in processes will ensure project success
which in turn will improve the company turnover and potential market
share.
Higher employee morale:-
The training creates a supportive workplace. Employees may gain access
to training they wouldn’t have otherwise known about or sought out
themselves.
Improved Employee Performance:-
The training will give the employee a greater understanding of their
responsibilities within their role, and in turn build their confidence. This
It helps employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives:-
It assists the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives:-
It maintains the department’s contribution at a level suitable to the
organization’s needs.
Societal Objectives:-
It ensures that an organization is ethically and socially responsible to the
needs and challenges of the society.
Importance Of Training & Development
Increased productivity:-
Productivity usually increases when a company implements training
courses. Increased efficiency in processes will ensure project success
which in turn will improve the company turnover and potential market
share.
Higher employee morale:-
The training creates a supportive workplace. Employees may gain access
to training they wouldn’t have otherwise known about or sought out
themselves.
Improved Employee Performance:-
The training will give the employee a greater understanding of their
responsibilities within their role, and in turn build their confidence. This
56
Methods of Training
confidence will enhance their overall performance and this can only
benefit the company.
Addressing Weakness:-
Most employees will have some weaknesses in their workplace skills. A
training program allows you to strengthen those skills that each employee
needs to improve.
Consistency:-
A robust training and development program ensures that employees have
a consistent experience and background knowledge. The consistency is
particularly relevant for the company’s basic policies and procedures.
Increased innovation in new strategies and products :-
Ongoing training and up skilling of the workforce can encourage
creativity. New ideas can be formed as a direct result of training and
development.
Reduced employee turnover:-
Staff is more likely to feel valued if they are invested in and therefore,
less likely to change employers. Training and development is seen as an
additional company benefit. Recruitment costs therefore go down due to
staff retention.
Enhances company reputation and profile:-
Training also makes a company more attractive to potential new recruits
who seek to improve their skills and the opportunities associated with
those new skills.
Optimum Utilization of Human Resources :-
Training and Development helps in optimizing the utilization of human
resource that further helps the employee to achieve the organizational
goals as well as their individual goals.
On-The-Job Training
Methods
Off The Job Training
Methods
Case study
method
Methods of Training
confidence will enhance their overall performance and this can only
benefit the company.
Addressing Weakness:-
Most employees will have some weaknesses in their workplace skills. A
training program allows you to strengthen those skills that each employee
needs to improve.
Consistency:-
A robust training and development program ensures that employees have
a consistent experience and background knowledge. The consistency is
particularly relevant for the company’s basic policies and procedures.
Increased innovation in new strategies and products :-
Ongoing training and up skilling of the workforce can encourage
creativity. New ideas can be formed as a direct result of training and
development.
Reduced employee turnover:-
Staff is more likely to feel valued if they are invested in and therefore,
less likely to change employers. Training and development is seen as an
additional company benefit. Recruitment costs therefore go down due to
staff retention.
Enhances company reputation and profile:-
Training also makes a company more attractive to potential new recruits
who seek to improve their skills and the opportunities associated with
those new skills.
Optimum Utilization of Human Resources :-
Training and Development helps in optimizing the utilization of human
resource that further helps the employee to achieve the organizational
goals as well as their individual goals.
On-The-Job Training
Methods
Off The Job Training
Methods
Case study
method
57
ON the Job Training Methods:-
This is the most common method of training in which a trainee is placed on a
specific job and taught the skills and knowledge necessary to perform it.
On The Job Training Methods are as Follows:-
I. Job Rotation:-
This training method involves movement of trainee from one job to
another gain knowledge and experience from different job assignments.
This method helps the trainee understand the problems of other
employees
II. Coaching:-
Under this method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee.
Sometimes the trainee may not get an opportunity to express his ideas.
III. Job Instructions:-
ON the Job Training Methods:-
This is the most common method of training in which a trainee is placed on a
specific job and taught the skills and knowledge necessary to perform it.
On The Job Training Methods are as Follows:-
I. Job Rotation:-
This training method involves movement of trainee from one job to
another gain knowledge and experience from different job assignments.
This method helps the trainee understand the problems of other
employees
II. Coaching:-
Under this method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee.
Sometimes the trainee may not get an opportunity to express his ideas.
III. Job Instructions:-
58
Also known as step-by-step training in which the trainer explains the way
of doing the jobs to the trainee and in case of mistakes, corrects the
trainee.
IV. Committee Assignments:-
A group of trainees are asked to solve a given organizational problem by
discussing the problem. This helps to improve team work.
V. Internship Trainings:-
Under this method, instructions through theoretical and practical aspects
are provided to the trainees. Usually, students from the engineering and
commerce colleges receive this type of training for a small stipend.
Off The Job Training:-
The methods of training which are adopted for the development of employees
away from the field of the job are known as off-the-job methods.
Off The Job Training methods are as follows:-
i. Case Study methods:
Usually case study deals with any problem confronted by a business
which can be solved by an employee. The trainee is given an opportunity
to analyse the case and come out with all possible solutions. This method
can enhance analytic and critical thinking of an employee.
ii. Incident methods:-
Also known as step-by-step training in which the trainer explains the way
of doing the jobs to the trainee and in case of mistakes, corrects the
trainee.
IV. Committee Assignments:-
A group of trainees are asked to solve a given organizational problem by
discussing the problem. This helps to improve team work.
V. Internship Trainings:-
Under this method, instructions through theoretical and practical aspects
are provided to the trainees. Usually, students from the engineering and
commerce colleges receive this type of training for a small stipend.
Off The Job Training:-
The methods of training which are adopted for the development of employees
away from the field of the job are known as off-the-job methods.
Off The Job Training methods are as follows:-
i. Case Study methods:
Usually case study deals with any problem confronted by a business
which can be solved by an employee. The trainee is given an opportunity
to analyse the case and come out with all possible solutions. This method
can enhance analytic and critical thinking of an employee.
ii. Incident methods:-
59
Incidents are prepared on the basis of actual situations which happened in
different organizations and each employee in the training group is asked
to make decisions as if it is a real-life situation.
iii. Role Play:-
In this case also a problem situation is simulated asking the employee to
assume the role of a particular person in the situation. The participant
interacts with other participants assuming different roles.
iv. Business Games:-
According to this method the trainees are divided into groups and each
group has to discuss about various activities and functions of an
imaginary organization. They will discuss and decide about various
subjects like production, promotion, pricing etc.
v. Grid Trainings:-
It is a continuous and phased programme lasting for six years. It includes
phases of planning development, implementation and evaluation. The
grid takes into consideration parameters like concern for people and
concern for people.
vi. Lectures:-
This will be a suitable method when the numbers of trainees are quite
large. Lectures can be very much helpful in explaining the concepts and
principles very clearly, and face to face interaction is very much possible.
vii. Simulation:-
Under this method an imaginary situation is created and trainees are
asked to act on it. For e.g., assuming the role of a marketing manager
solving the marketing problems or creating a new strategy etc.
viii. Management Education:-
At present universities and management institutes gives great emphasis
on management education. For e.g.:- Mumbai University has started
bachelors and postgraduate degree in Management.
ix. Conferences:-
Incidents are prepared on the basis of actual situations which happened in
different organizations and each employee in the training group is asked
to make decisions as if it is a real-life situation.
iii. Role Play:-
In this case also a problem situation is simulated asking the employee to
assume the role of a particular person in the situation. The participant
interacts with other participants assuming different roles.
iv. Business Games:-
According to this method the trainees are divided into groups and each
group has to discuss about various activities and functions of an
imaginary organization. They will discuss and decide about various
subjects like production, promotion, pricing etc.
v. Grid Trainings:-
It is a continuous and phased programme lasting for six years. It includes
phases of planning development, implementation and evaluation. The
grid takes into consideration parameters like concern for people and
concern for people.
vi. Lectures:-
This will be a suitable method when the numbers of trainees are quite
large. Lectures can be very much helpful in explaining the concepts and
principles very clearly, and face to face interaction is very much possible.
vii. Simulation:-
Under this method an imaginary situation is created and trainees are
asked to act on it. For e.g., assuming the role of a marketing manager
solving the marketing problems or creating a new strategy etc.
viii. Management Education:-
At present universities and management institutes gives great emphasis
on management education. For e.g.:- Mumbai University has started
bachelors and postgraduate degree in Management.
ix. Conferences:-
60
A meeting of several people to discuss any subject is called conference.
Each participant contributes by analyzing and discussing various issues
related to the topic. Everyone can express their own view point.
Types of Training
Various types of training can be given to the employees such as induction
training, refresher training, on the job training, vestibule training, and training
for promotions.
Some of the commonly used training programs are listed below:
I. Induction Training:-
It is also known as orientation training given for the new recruits in order
to make them familiar with the internal environment of an organization.
II. Job Instruction Training:-
This training provides an overview about the job and experienced trainers
demonstrates the entire job. Addition training is offered to employees
after evaluating their performance if necessary.
III. Vestibule Training:-
It is the training on actual work to be done by an employee but conducted
away from the work place.
IV. Refresher Training:-
This type of training is offered in order to incorporate the latest
development in a particular field. This training is imparted to upgrade the
skills of employees.
V. Apprenticeship Training:-
Apprentice is a worker who spends a prescribed period of time under a
supervisor.
A meeting of several people to discuss any subject is called conference.
Each participant contributes by analyzing and discussing various issues
related to the topic. Everyone can express their own view point.
Types of Training
Various types of training can be given to the employees such as induction
training, refresher training, on the job training, vestibule training, and training
for promotions.
Some of the commonly used training programs are listed below:
I. Induction Training:-
It is also known as orientation training given for the new recruits in order
to make them familiar with the internal environment of an organization.
II. Job Instruction Training:-
This training provides an overview about the job and experienced trainers
demonstrates the entire job. Addition training is offered to employees
after evaluating their performance if necessary.
III. Vestibule Training:-
It is the training on actual work to be done by an employee but conducted
away from the work place.
IV. Refresher Training:-
This type of training is offered in order to incorporate the latest
development in a particular field. This training is imparted to upgrade the
skills of employees.
V. Apprenticeship Training:-
Apprentice is a worker who spends a prescribed period of time under a
supervisor.
61
Categories of training in Parle Biscuits (Sitarganj)
Training
Staff Team Mates
Work Related
Parle Quality
Any up gradation In Food Safety
System Human Safety & Environment
Work Related Training:-
It means the job which is assign to the employee should have a brief
knowledge about that What and how he would do the work.
For e.g.: An engineer, whose job is to operate the machinery, should be
familiar and very well known about the machine and know how to
operate it.
Parle Quality:-
Training is organized by the management team to aware the employees
about the quality and taste of Parle as per the FSSAI rules and regulation
and as there is any up gradation in the rules management gives a proper
training on that.
Food Safety Training:-
Categories of training in Parle Biscuits (Sitarganj)
Training
Staff Team Mates
Work Related
Parle Quality
Any up gradation In Food Safety
System Human Safety & Environment
Work Related Training:-
It means the job which is assign to the employee should have a brief
knowledge about that What and how he would do the work.
For e.g.: An engineer, whose job is to operate the machinery, should be
familiar and very well known about the machine and know how to
operate it.
Parle Quality:-
Training is organized by the management team to aware the employees
about the quality and taste of Parle as per the FSSAI rules and regulation
and as there is any up gradation in the rules management gives a proper
training on that.
Food Safety Training:-
62
Food Safety and Standards Authority of India (FSSAI) is responsible for
the food safety and to maintain a proper safety (FSSAI) always provide
some guidelines to the companies on which they should work.
Human Safety & Environment:-
Parle Sitarganj unit is very conscious about the human safety and the
management pastes various types of safety tips on the wall of the
company.
This type of training is given Internal as well as external.
Safety training basically divided into many parts so that they can
easily train the employee.
Induction Training (It gives a brief knowledge of first aid so
that the employees can use the first aid kit in emergency
times.
Electrical Safety:- In this training they show practically how
to handle the electronic equipment’s and avoid the short
circuit.
Procedure to Conduct Training In parle Sitarganj
Pre Post evaluation
Training Need
Training Calendar
Training conduct on schedule Date
Training Feedback
Training effectiveness
Result positive
Repeat the same
Food Safety and Standards Authority of India (FSSAI) is responsible for
the food safety and to maintain a proper safety (FSSAI) always provide
some guidelines to the companies on which they should work.
Human Safety & Environment:-
Parle Sitarganj unit is very conscious about the human safety and the
management pastes various types of safety tips on the wall of the
company.
This type of training is given Internal as well as external.
Safety training basically divided into many parts so that they can
easily train the employee.
Induction Training (It gives a brief knowledge of first aid so
that the employees can use the first aid kit in emergency
times.
Electrical Safety:- In this training they show practically how
to handle the electronic equipment’s and avoid the short
circuit.
Procedure to Conduct Training In parle Sitarganj
Pre Post evaluation
Training Need
Training Calendar
Training conduct on schedule Date
Training Feedback
Training effectiveness
Result positive
Repeat the same
63
Pre & Post evaluation:-
Training Evaluation checks whether the training has had the desired
effect. Training evaluation ensures that whether candidates are able to
implement their learning in their respective workplaces, or to the regular
work routines.
Process of training evaluation:-
Before Training:-
During the start of training, candidates generally perceive it as a
waste of resources because at most of the times candidates are
unaware of the objectives and learning outcomes of the program.
Once aware, they are asked to give their opinions on the methods
used and whether those methods confirm to the candidates
preferences and learning style.
During Training:-
It is the phase at which instruction is started. This phase usually
consist of short tests at regular intervals.
After Training:-
It is the phase when learner’s skills and knowledge are assessed
again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at
individual department and organizational levels.
Training Need:-
Training Need Analysis (TNA) is the process of identifying the gap
between employee training and needs of training. Training needs analysis
is the first stage in the training process and involves a series of steps that
reveal whether training will help to solve problem which has been
identified.
Training Calendar:-
It is a type of excel sheet which include the date venue employee name
and the type of training etc. is included in this excel sheet.
Pre & Post evaluation:-
Training Evaluation checks whether the training has had the desired
effect. Training evaluation ensures that whether candidates are able to
implement their learning in their respective workplaces, or to the regular
work routines.
Process of training evaluation:-
Before Training:-
During the start of training, candidates generally perceive it as a
waste of resources because at most of the times candidates are
unaware of the objectives and learning outcomes of the program.
Once aware, they are asked to give their opinions on the methods
used and whether those methods confirm to the candidates
preferences and learning style.
During Training:-
It is the phase at which instruction is started. This phase usually
consist of short tests at regular intervals.
After Training:-
It is the phase when learner’s skills and knowledge are assessed
again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at
individual department and organizational levels.
Training Need:-
Training Need Analysis (TNA) is the process of identifying the gap
between employee training and needs of training. Training needs analysis
is the first stage in the training process and involves a series of steps that
reveal whether training will help to solve problem which has been
identified.
Training Calendar:-
It is a type of excel sheet which include the date venue employee name
and the type of training etc. is included in this excel sheet.
64
Format of Training Calendar:-
Training Sheet:-
Format of Training Calendar:-
Training Sheet:-
65
66
Training Feedback:-
Feedback Form
Participant Name:- Date of Training:-
Name of Trainer:-
Training On:-
Venue:-
External Training
Please tick the Following aspect of the training
1. Trainer Knowledge on the Subject
Average
Satisfactory
Excellent
Good
2. Trainer Presentation and content
Average
Satisfactory
Excellent
Good
3. Trainer Language and communication.
Average
Satisfactory
Excellent
Good
4. Trainers interaction with trainee
Training Feedback:-
Feedback Form
Participant Name:- Date of Training:-
Name of Trainer:-
Training On:-
Venue:-
External Training
Please tick the Following aspect of the training
1. Trainer Knowledge on the Subject
Average
Satisfactory
Excellent
Good
2. Trainer Presentation and content
Average
Satisfactory
Excellent
Good
3. Trainer Language and communication.
Average
Satisfactory
Excellent
Good
4. Trainers interaction with trainee
67
Average
Satisfactory
Excellent
Good
5. Trainers Approach
Average
Satisfactory
Excellent
Good
Please tick the following aspects of the training:-
1. Venue
Average
Satisfactory
Excellent
Good
2. Administration And time management
Average
Satisfactory
Excellent
Good
3. Food & arrangement Quality
Average
Satisfactory
Excellent
Good
Question:-
Did Training session meet Your expectation:-_____________________
What was the benefit of the training:-___________________________
In what ways training can be improved:-__________________________
Average
Satisfactory
Excellent
Good
5. Trainers Approach
Average
Satisfactory
Excellent
Good
Please tick the following aspects of the training:-
1. Venue
Average
Satisfactory
Excellent
Good
2. Administration And time management
Average
Satisfactory
Excellent
Good
3. Food & arrangement Quality
Average
Satisfactory
Excellent
Good
Question:-
Did Training session meet Your expectation:-_____________________
What was the benefit of the training:-___________________________
In what ways training can be improved:-__________________________
68
5’S training in Parle (Sitarganj)
What is 5’S?
5S is a system for organizing spaces so work can be performed efficiently,
effectively, and safely. This system focuses on putting everything where it
belongs and keeping the workplace clean, which makes it easier for people
to do their jobs without wasting time or risking injury.
5’S Translation:-
The term 5’S comes from 5 Japanese words:-
5’S training in Parle (Sitarganj)
What is 5’S?
5S is a system for organizing spaces so work can be performed efficiently,
effectively, and safely. This system focuses on putting everything where it
belongs and keeping the workplace clean, which makes it easier for people
to do their jobs without wasting time or risking injury.
5’S Translation:-
The term 5’S comes from 5 Japanese words:-
69
Japanese Words English
Translation
Seiri : Sort
Seiton : Set in Order
Seiso : Shine
Seiketsu : Standardise
Shitsuke : Sustain
5S involves assessing everything present in a space, removing what are
unnecessary, organizing things logically, performing housekeeping tasks, and
keeping this cycle going. Organize, clean, repeat.
Sort:-
The first step of 5S, Sort, involves going through all the tools, furniture,
materials, equipment, etc. in a work area to determine what needs to be
present and what can be removed.
Set in Order:-
The first step of 5S, Sort, involves going through all the tools, furniture,
materials, equipment, etc. in a work area to determine what needs to be
present and what can be removed.
Shine:-
The Shine stage of 5S focuses on cleaning up the work area, which means
sweeping, mopping, dusting, wiping down surfaces, putting tools and
materials away, etc.
Standardize:-
Standardize makes 5S different from the typical spring-cleaning project.
Standardize systematizes everything that just happened and turns one-
time efforts into habits. Standardize assigns regular tasks, creates
schedules, and posts instructions so these activities become routines.
Japanese Words English
Translation
Seiri : Sort
Seiton : Set in Order
Seiso : Shine
Seiketsu : Standardise
Shitsuke : Sustain
5S involves assessing everything present in a space, removing what are
unnecessary, organizing things logically, performing housekeeping tasks, and
keeping this cycle going. Organize, clean, repeat.
Sort:-
The first step of 5S, Sort, involves going through all the tools, furniture,
materials, equipment, etc. in a work area to determine what needs to be
present and what can be removed.
Set in Order:-
The first step of 5S, Sort, involves going through all the tools, furniture,
materials, equipment, etc. in a work area to determine what needs to be
present and what can be removed.
Shine:-
The Shine stage of 5S focuses on cleaning up the work area, which means
sweeping, mopping, dusting, wiping down surfaces, putting tools and
materials away, etc.
Standardize:-
Standardize makes 5S different from the typical spring-cleaning project.
Standardize systematizes everything that just happened and turns one-
time efforts into habits. Standardize assigns regular tasks, creates
schedules, and posts instructions so these activities become routines.
70
Sustain:-
Sustain refers to the process of keeping 5S running smoothly, but also of
keeping everyone in the organization involved. Managers need to
participate, as do employees out on the manufacturing floor, in the
warehouse, or in the office.
Sustain:-
Sustain refers to the process of keeping 5S running smoothly, but also of
keeping everyone in the organization involved. Managers need to
participate, as do employees out on the manufacturing floor, in the
warehouse, or in the office.
71
CHAPTER – 03
RESEARCH METHODOLOGY
“Research is to see what everyone else has seen and to
Think what no one else thought”
“Research is search for knowledge”
CHAPTER – 03
RESEARCH METHODOLOGY
“Research is to see what everyone else has seen and to
Think what no one else thought”
“Research is search for knowledge”
72
RESEARCH METHODOLOGY
Research Design
Limitation
Sampling Technique
Source of data Collection
Research Design:-
A research design is purely and simply the framework or plan for the study
guides the collection and analysis of data.
Research design is some statement is specification of procedures for collecting
and analysing the information required for the solution of some specified
problem. It provides a scientific framework for conducting some research
investigation.
Decision regarding what, where and much by what means concerning an
enquiry as a research study constitutes in research design.
For defining the problem conclusive research design was used. The first reason
for selecting such design is that we seek to satisfaction level of PARLE-G Pvt.
Ltd. concerning with the existing training and development system.
The research design must be able to explain the modification intended by the
employees of the organization in the training system.
It can be explained by showing or finding the cause and effect relationship
among various factors.
Research design : Primary data
Data source : Survey method
Research approach : Questionnaire Technique
Sample area : Different department of PARLE-G.
Contact method : Personal interview done through Questionnaire
RESEARCH METHODOLOGY
Research Design
Limitation
Sampling Technique
Source of data Collection
Research Design:-
A research design is purely and simply the framework or plan for the study
guides the collection and analysis of data.
Research design is some statement is specification of procedures for collecting
and analysing the information required for the solution of some specified
problem. It provides a scientific framework for conducting some research
investigation.
Decision regarding what, where and much by what means concerning an
enquiry as a research study constitutes in research design.
For defining the problem conclusive research design was used. The first reason
for selecting such design is that we seek to satisfaction level of PARLE-G Pvt.
Ltd. concerning with the existing training and development system.
The research design must be able to explain the modification intended by the
employees of the organization in the training system.
It can be explained by showing or finding the cause and effect relationship
among various factors.
Research design : Primary data
Data source : Survey method
Research approach : Questionnaire Technique
Sample area : Different department of PARLE-G.
Contact method : Personal interview done through Questionnaire
73
SAMPLING TECHNIQUE
The sample size was selected, so that it could be used to explain the training and
development system used in PARLE-G and the perception of employees about
that system.
For that purpose employees were randomly selected from different department
of organization.
Sampling allows us to concentrate our attention upon a relatively smaller
number of people, items and hence to denote more energy to ensure that the
information collected from them is accurate.
The steps involved in determining the sampling techniques are:
Defining Population
The group of individuals or their attributes, which can be directly
Specified
Numerically, is known as population.
It covers elements, units, extent and time.
For the given project these are as follows:-
Element : Employees
Units : Various departments
Extent : PARLE-G (Sitarganj)
Time : June to July 2019
SAMPLING TECHNIQUE
The sample size was selected, so that it could be used to explain the training and
development system used in PARLE-G and the perception of employees about
that system.
For that purpose employees were randomly selected from different department
of organization.
Sampling allows us to concentrate our attention upon a relatively smaller
number of people, items and hence to denote more energy to ensure that the
information collected from them is accurate.
The steps involved in determining the sampling techniques are:
Defining Population
The group of individuals or their attributes, which can be directly
Specified
Numerically, is known as population.
It covers elements, units, extent and time.
For the given project these are as follows:-
Element : Employees
Units : Various departments
Extent : PARLE-G (Sitarganj)
Time : June to July 2019
74
Data Collection
Data collection is a term used to describe a process of preparing and
collecting business data - for example as part of a process
improvement or similar project.
Data collection usually takes place early on in an improvement project,
and is often formalized through a data collection Plan which often
contains the following activity.
1. Pre collection activity – Agree goals, target data, definitions,
methods
2. Collection – data collection
3. Present Findings – usually involves some form of sorting analysis
and/or presentation.
There are two methods of data collection which are discussed below:
Primary data:-
In primary data collection, you collect the data yourself using methods
such as interviews and questionnaires. The key point here is that the data
you collect is unique to you and your research and, until you publish, no
one else has access to it.
I have tried to collect the data using methods such as interviews and
questionnaires. The key point here is that the data collected is unique and
Data Collection
Data collection is a term used to describe a process of preparing and
collecting business data - for example as part of a process
improvement or similar project.
Data collection usually takes place early on in an improvement project,
and is often formalized through a data collection Plan which often
contains the following activity.
1. Pre collection activity – Agree goals, target data, definitions,
methods
2. Collection – data collection
3. Present Findings – usually involves some form of sorting analysis
and/or presentation.
There are two methods of data collection which are discussed below:
Primary data:-
In primary data collection, you collect the data yourself using methods
such as interviews and questionnaires. The key point here is that the data
you collect is unique to you and your research and, until you publish, no
one else has access to it.
I have tried to collect the data using methods such as interviews and
questionnaires. The key point here is that the data collected is unique and
75
research and, no one else has access to it. It is done to get the real
scenario and to get the original data of present.
Secondary Data:-
All methods of data collection can supply quantitative data (numbers,
statistics or financial) or qualitative data (usually words or text).
Quantitative data may often be presented in tabular or graphical form.
Secondary data is data that has already been collected by someone else
for a different purpose to yours.
Need Of using Secondary Data:-
Data is of use in the collection of primary data.
research and, no one else has access to it. It is done to get the real
scenario and to get the original data of present.
Secondary Data:-
All methods of data collection can supply quantitative data (numbers,
statistics or financial) or qualitative data (usually words or text).
Quantitative data may often be presented in tabular or graphical form.
Secondary data is data that has already been collected by someone else
for a different purpose to yours.
Need Of using Secondary Data:-
Data is of use in the collection of primary data.
76
They are one of the cheapest and easiest means of access to
information.
Secondary data may actually provide enough information to
resolve the problem being investigated.
Secondary data can be a valuable source of new ideas that can be
explored later through primary research.
Limitation Of Secondary Data:-
1. May be out-dated.
2. No control over data collection.
3. May not be reported in the required form.
4. May not be reported in the required form.
5. May not be very accurate.
6. Collection for some other purpose.
Analysis Of primary Data
I am doing my research work on effectiveness of training and
development in Parle Biscuits Private Limited (Sitarganj)
manufacturing unit Uttarakhand.
For proper and effective feedback on training program in Unit I do
a questionnaire session and take a feedback from the employees of
parle.
I ask 10 question related to training and development from 50
employees who get the training in parle and they answer the
question very honestly.
Questionnaire:-
They are one of the cheapest and easiest means of access to
information.
Secondary data may actually provide enough information to
resolve the problem being investigated.
Secondary data can be a valuable source of new ideas that can be
explored later through primary research.
Limitation Of Secondary Data:-
1. May be out-dated.
2. No control over data collection.
3. May not be reported in the required form.
4. May not be reported in the required form.
5. May not be very accurate.
6. Collection for some other purpose.
Analysis Of primary Data
I am doing my research work on effectiveness of training and
development in Parle Biscuits Private Limited (Sitarganj)
manufacturing unit Uttarakhand.
For proper and effective feedback on training program in Unit I do
a questionnaire session and take a feedback from the employees of
parle.
I ask 10 question related to training and development from 50
employees who get the training in parle and they answer the
question very honestly.
Questionnaire:-
77
A questionnaire is a research instrument consisting of a series
of questions (or other types of prompts) for the purpose of
gathering information from respondents.
Questionnaire mainly consist number of question with four different
option related to the given question.
Questionnaire is used to take the feedback from the respondents who are
the participants and share their view on particular question.
A questionnaire is a research instrument consisting of a series
of questions (or other types of prompts) for the purpose of
gathering information from respondents.
Questionnaire mainly consist number of question with four different
option related to the given question.
Questionnaire is used to take the feedback from the respondents who are
the participants and share their view on particular question.
78
CHAPTER - 04
Data Analysis and Interpretation
QUESTIONNAIRES FOR MANAGERS AND/OR OFFICERS
CHAPTER - 04
Data Analysis and Interpretation
QUESTIONNAIRES FOR MANAGERS AND/OR OFFICERS
79
Q1. Is your organization conducting training programs Frequently?
A. Yes B. No
Interpretation:-
The above result shows that management of parle (Sitarganj) always organise
training program in regular interval of time.
YES NO
48% employee agree to the statement 2% employees disagree with the statement
Q2. How many training programs are conducted in a year?
A. 2 B. 3
48
2
0
Training Programs
Q1. Is your organization conducting training programs Frequently?
A. Yes B. No
Interpretation:-
The above result shows that management of parle (Sitarganj) always organise
training program in regular interval of time.
YES NO
48% employee agree to the statement 2% employees disagree with the statement
Q2. How many training programs are conducted in a year?
A. 2 B. 3
48
2
0
Training Programs
80
C. 4 D. More than 5
Interpretation:-
The above result shows that the management of Parle (Sitarganj) conduct
training program more than 5 times in a year.
Q3. How many training sessions have you attended?
5
3
12
30
Training in a year
C. 4 D. More than 5
Interpretation:-
The above result shows that the management of Parle (Sitarganj) conduct
training program more than 5 times in a year.
Q3. How many training sessions have you attended?
5
3
12
30
Training in a year
81
A. 2 B. 3
C. 4 D. All
Interpretation:-
The above result shows that most of the employees attended the training-
Program almost every time.
Q4. Do you feel the training session, helped you to improve
Your work efficiency?
10
5
10
25
Employees attended Training
A. 2 B. 3
C. 4 D. All
Interpretation:-
The above result shows that most of the employees attended the training-
Program almost every time.
Q4. Do you feel the training session, helped you to improve
Your work efficiency?
10
5
10
25
Employees attended Training
82
A. Yes B. No
Interpretation:-
The above result shows that most of the employees are strongly agree that
the training program is very effective for their career.
40
10
Training increase work Efficiency
A. Yes B. No
Interpretation:-
The above result shows that most of the employees are strongly agree that
the training program is very effective for their career.
40
10
Training increase work Efficiency
83
Q5. Will the training session involve only theory concepts or
even practical?
A. Only Theory B. Practical
C. Both Practical and Theory
Interpretation:-
The above result shows that training consists of both practical and theory
session in Parle (Sitarganj) Unit.
10
15
25
Practical & theory In Training
Q5. Will the training session involve only theory concepts or
even practical?
A. Only Theory B. Practical
C. Both Practical and Theory
Interpretation:-
The above result shows that training consists of both practical and theory
session in Parle (Sitarganj) Unit.
10
15
25
Practical & theory In Training
84
Q.6 How does the organization evaluate the impact of training?
A. Feedback B. Performance
Interpretation:
The above result shows that management team evaluate the impact of training
Through feedback form.
40
10
Feedback process
Q.6 How does the organization evaluate the impact of training?
A. Feedback B. Performance
Interpretation:
The above result shows that management team evaluate the impact of training
Through feedback form.
40
10
Feedback process
85
Q.7 which type of training is provided by Parle Biscuits to its
Employees?
A. On the job B. Off the job
C. Technical D. Non-technical
Interpretation:-
The above result shows that most of the parle (Sitarganj) unit gives both on the job
and Off the job training.
Type of Training
A
B
3rd Qtr
4th Qtr
Q.7 which type of training is provided by Parle Biscuits to its
Employees?
A. On the job B. Off the job
C. Technical D. Non-technical
Interpretation:-
The above result shows that most of the parle (Sitarganj) unit gives both on the job
and Off the job training.
Type of Training
A
B
3rd Qtr
4th Qtr
86
Q.8 What type of training is being imparted for new recruitments in your
Organization?
A. Technical Training B. Management training
C. Communication skill D. Presentation Skill
Interpretation:-
The above result shows that most of the employees of Parle (Sitarganj) get the
Technical management as well as presentation skill training.
5
10
5
30
Training for fresher
Q.8 What type of training is being imparted for new recruitments in your
Organization?
A. Technical Training B. Management training
C. Communication skill D. Presentation Skill
Interpretation:-
The above result shows that most of the employees of Parle (Sitarganj) get the
Technical management as well as presentation skill training.
5
10
5
30
Training for fresher
87
Q.9. Do you think training and development program increase the
Efficiency in employees?
A. Yes B. No
Interpretation:-
The above result shows that most of the employee strongly agree that the
training increase the efficiency in employees.
40
10
Effeciency Increased
A
B
Q.9. Do you think training and development program increase the
Efficiency in employees?
A. Yes B. No
Interpretation:-
The above result shows that most of the employee strongly agree that the
training increase the efficiency in employees.
40
10
Effeciency Increased
A
B
88
Q.10. What are the skills that the trainer should possess to make the
Training effective?
A. The Ability to Measure and Asses Staff Training Needs
B. Strong Communication and Interpersonal skills
C. A Passion for Continuous Learning
D. All of the Above
Interpretation:-
The above result shows that most of the employees agree that all the points are
needed to make the training effective
5
5
10
30
Trainer Skills
A
B
C
D
Q.10. What are the skills that the trainer should possess to make the
Training effective?
A. The Ability to Measure and Asses Staff Training Needs
B. Strong Communication and Interpersonal skills
C. A Passion for Continuous Learning
D. All of the Above
Interpretation:-
The above result shows that most of the employees agree that all the points are
needed to make the training effective
5
5
10
30
Trainer Skills
A
B
C
D
89
Q.11 Whether training and developmental practices support business goals of the
Organization?
A. Yes
B. No
No. Of Respondents Yes No
50 45 5
Interpretation
95% employees says that training and development practice
support business goals of the organization.
5% employees says that training and development practices do
not support business goals of the organization.
Column1
Yes
No
Q.11 Whether training and developmental practices support business goals of the
Organization?
A. Yes
B. No
No. Of Respondents Yes No
50 45 5
Interpretation
95% employees says that training and development practice
support business goals of the organization.
5% employees says that training and development practices do
not support business goals of the organization.
Column1
Yes
No
90
Q.12 Does training practices help organization to reduce the costs of human resource?
A. Yes
B. No
No. Of Respondents Yes No
50 47
Interpretation
97% employees say that training & Development practices help
the organization to reduce the costs of human resources.
3% employees says that training practices do not help the
organization to reduce the costs of human resources.
Column1
Yes
No
Q.12 Does training practices help organization to reduce the costs of human resource?
A. Yes
B. No
No. Of Respondents Yes No
50 47
Interpretation
97% employees say that training & Development practices help
the organization to reduce the costs of human resources.
3% employees says that training practices do not help the
organization to reduce the costs of human resources.
Column1
Yes
No
91
Q.13 Whether the management uses new technologies for training the employees?
A. Yes
B. No
No. of Respondents Yes No
50 49 1
Interpretation
98% employees say that management uses new technologies for
training the employees
2% employees say that management does not uses new technologies
for training the employees
Column1
Yes
No
Q.13 Whether the management uses new technologies for training the employees?
A. Yes
B. No
No. of Respondents Yes No
50 49 1
Interpretation
98% employees say that management uses new technologies for
training the employees
2% employees say that management does not uses new technologies
for training the employees
Column1
Yes
No
92
Q.14 Does the management conduct formative evaluation to improve the training
Process?
A. Not at all
B. Rarely True
C. Sometimes True
D. Mostly True
E. Almost always True
No.of
Respondents
Not at
all true
Rarely
True
Sometimes
True
Mostly
True
Almost
always
True
50 0 15 5 25 5
Interpretation
50% Employee says it is Mostly true
30% employee says it is Rarely true
10% employee says it is sometimes true
10% employee says it is Almost true
Column1
Not at all true
Rarely True
Sometimes True
Mostly True
Almost always true
Q.14 Does the management conduct formative evaluation to improve the training
Process?
A. Not at all
B. Rarely True
C. Sometimes True
D. Mostly True
E. Almost always True
No.of
Respondents
Not at
all true
Rarely
True
Sometimes
True
Mostly
True
Almost
always
True
50 0 15 5 25 5
Interpretation
50% Employee says it is Mostly true
30% employee says it is Rarely true
10% employee says it is sometimes true
10% employee says it is Almost true
Column1
Not at all true
Rarely True
Sometimes True
Mostly True
Almost always true
93
Q.15 Does the developmental activity help the management in identifying
analysing forecasting and planning changes needed in company’s HR area?
No. of respondents Yes No
50 45 5
Interpretation
90% employee says that developmental activity help the management
in identifying analysing forecasting and planning changes needed in
company’s HR area
10% employee says that developmental activity does not help the
management in identifying analysing forecasting and planning changes
needed in company’s HR area
Column1
Yes
No
Q.15 Does the developmental activity help the management in identifying
analysing forecasting and planning changes needed in company’s HR area?
No. of respondents Yes No
50 45 5
Interpretation
90% employee says that developmental activity help the management
in identifying analysing forecasting and planning changes needed in
company’s HR area
10% employee says that developmental activity does not help the
management in identifying analysing forecasting and planning changes
needed in company’s HR area
Column1
Yes
No
94
Key Finding
The training methods used in Parle Biscuits are Coaching, Mentoring, Job
Rotation, Vestibule training etc…
Employees require a strong training which helps to improve employee –
employer relationship.
The workers are attracted towards their jobs because they are actively
involved in learning during training process.
The workers in the organizations accept new changes in the training
practices.
Training program imparts Vocational guidance and practical knowledge.
Key Finding
The training methods used in Parle Biscuits are Coaching, Mentoring, Job
Rotation, Vestibule training etc…
Employees require a strong training which helps to improve employee –
employer relationship.
The workers are attracted towards their jobs because they are actively
involved in learning during training process.
The workers in the organizations accept new changes in the training
practices.
Training program imparts Vocational guidance and practical knowledge.
95
SUGGESTIONS AND RECOMMENDATIONS
Ensure that training contribute to competitive strategies of the firm. Different
strategies need different HR skill for implementation. Let training help
employees at all levels acquire the needed skill.
Ensure that there is proper linkage among organizational, operational and
individual training needs.
Skill based training (product/process training) should also be provided.
Besides questionnaire other methods of post training evaluation should also be
used like interviews, self-diaries, observation and supplement test.
SUGGESTIONS AND RECOMMENDATIONS
Ensure that training contribute to competitive strategies of the firm. Different
strategies need different HR skill for implementation. Let training help
employees at all levels acquire the needed skill.
Ensure that there is proper linkage among organizational, operational and
individual training needs.
Skill based training (product/process training) should also be provided.
Besides questionnaire other methods of post training evaluation should also be
used like interviews, self-diaries, observation and supplement test.
96
CONCLUSION
Professional competence describes the state-of-the-art, Area-
knowledge, expertise and skill relevant for performing excellently within
a specific functional department.
This competence insures that technical knowledge is both present and
used within a firm for the welfare of its stake-holders. To develop this
competence regular Training and Development is required
Training initiatives and programs have become a priority for Human
Resources. As business markets change due to an increase in technology
initiatives, companies need to spend more time and money on training
employees.
In today’s business climate employee development is critical to
corporate success and organizations are investing more in their
employees training and development needs.
CONCLUSION
Professional competence describes the state-of-the-art, Area-
knowledge, expertise and skill relevant for performing excellently within
a specific functional department.
This competence insures that technical knowledge is both present and
used within a firm for the welfare of its stake-holders. To develop this
competence regular Training and Development is required
Training initiatives and programs have become a priority for Human
Resources. As business markets change due to an increase in technology
initiatives, companies need to spend more time and money on training
employees.
In today’s business climate employee development is critical to
corporate success and organizations are investing more in their
employees training and development needs.
97
LIMITATION OF THE STUDY
1. The study is limited to the Corporate HR, Parle Biscuits Pvt Ltd., so
the study is subject to the limitation of area.
2. The time period of the study was only Seven weeks which may
provide a deceptive picture in comparison of the study based on long
run.
3. The study is based only on secondary & primary data so lack of keen
observations and interactions were also the limiting factors in the
proper conclusion of the study.
LIMITATION OF THE STUDY
1. The study is limited to the Corporate HR, Parle Biscuits Pvt Ltd., so
the study is subject to the limitation of area.
2. The time period of the study was only Seven weeks which may
provide a deceptive picture in comparison of the study based on long
run.
3. The study is based only on secondary & primary data so lack of keen
observations and interactions were also the limiting factors in the
proper conclusion of the study.
98
Bibliography
1. Books/Magazines
Human Resource Management by K. Ashwathapa
Business Research Methodology: - C.R. Kothari
Business Research Methodology:- Naval Bajpai
2. Websites:-
Parle Official sites.
https://en.wikipedia.org/wiki/Parle_Products
https://www.slideshare.net/parle-g-company
www.scribd.com
www.citehr.com
www.thefreelibrary.com
Bibliography
1. Books/Magazines
Human Resource Management by K. Ashwathapa
Business Research Methodology: - C.R. Kothari
Business Research Methodology:- Naval Bajpai
2. Websites:-
Parle Official sites.
https://en.wikipedia.org/wiki/Parle_Products
https://www.slideshare.net/parle-g-company
www.scribd.com
www.citehr.com
www.thefreelibrary.com
99
Chapter - 05
Annexure
Chapter - 05
Annexure
100
Questionnaire
Q1. Is your organization conducting training programs frequently?
a. YES
b. NO
Q2. How many training programs are conducted in a year?
a. 2
b. 3
c. 4
d. More than 5 times
Q3. How many training sessions have you attended?
a. 2
b. 3
c. 4
d. All
Q4. Do you feel the training session, help you to improve your work efficiency?
a. YES
b. NO
Q5. Will the training session involve only theory concepts or even practical?
a. Only Theory
b. Practical
c. Both Practical & Theory
Q.6 How does the organization evaluate the impact of training?
Questionnaire
Q1. Is your organization conducting training programs frequently?
a. YES
b. NO
Q2. How many training programs are conducted in a year?
a. 2
b. 3
c. 4
d. More than 5 times
Q3. How many training sessions have you attended?
a. 2
b. 3
c. 4
d. All
Q4. Do you feel the training session, help you to improve your work efficiency?
a. YES
b. NO
Q5. Will the training session involve only theory concepts or even practical?
a. Only Theory
b. Practical
c. Both Practical & Theory
Q.6 How does the organization evaluate the impact of training?
101
a. Feedback
b. Performance
Q.7 which type of training is provided by Parle Biscuits to its
Employees?
A. On the job
B. Off the job
C. Technical
D. Non-technical
Q.8 What type of training is being imparted for new recruitments in your
Organization?
A. Technical Training
B. Management training
C. Communication skill
D. Presentation Skill
Q.9. What are the skills that the trainer should possess to make the
Training effective?
A. The Ability to Measure and Asses Staff Training Needs
B. Strong Communication and Interpersonal skills
C. A Passion for Continuous Learning
a. Feedback
b. Performance
Q.7 which type of training is provided by Parle Biscuits to its
Employees?
A. On the job
B. Off the job
C. Technical
D. Non-technical
Q.8 What type of training is being imparted for new recruitments in your
Organization?
A. Technical Training
B. Management training
C. Communication skill
D. Presentation Skill
Q.9. What are the skills that the trainer should possess to make the
Training effective?
A. The Ability to Measure and Asses Staff Training Needs
B. Strong Communication and Interpersonal skills
C. A Passion for Continuous Learning
102
D. All of the Above
Q.10. Do you think training and development program increase the
Efficiency in employees?
A. Yes
B. No
Q.11 Whether training and developmental practices support business goals of the
Organization?
A. Yes
B. No
Q.12 Does training practices help organization to reduce the costs of human resource?
A. Yes
B. No
Q.13 Whether the management uses new technologies for training the employees?
A. Yes
B. No
Q.14 Does the management conduct formative evaluation to improve the training
Process?
F. Not at all
G. Rarely True
H. Sometimes True
D. All of the Above
Q.10. Do you think training and development program increase the
Efficiency in employees?
A. Yes
B. No
Q.11 Whether training and developmental practices support business goals of the
Organization?
A. Yes
B. No
Q.12 Does training practices help organization to reduce the costs of human resource?
A. Yes
B. No
Q.13 Whether the management uses new technologies for training the employees?
A. Yes
B. No
Q.14 Does the management conduct formative evaluation to improve the training
Process?
F. Not at all
G. Rarely True
H. Sometimes True
103
I. Mostly True
J. Almost always True
Q.15 Does the developmental activity help the management in identifying
analysing forecasting and planning changes needed in company’s HR area?
A. Yes
B. No
I. Mostly True
J. Almost always True
Q.15 Does the developmental activity help the management in identifying
analysing forecasting and planning changes needed in company’s HR area?
A. Yes
B. No
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