“A STUDY ON EMPLOYEE’S PERCEPTION TOWARDS TRAINING AND

DEVELOPMENT AT HINDUSTAN COCA-COLA BEVERAGES PRIVATE LIMITED”

Dissertation

Submitted to

FAKIR MOHAN UNIVERSITY

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

MUKTESWAR DAS
Roll No: 13201FM194005

Regd. no: 05807/15

(2019-2021)

Under guidance of DR.

DEBADUTTA DAS

P G Department of Business Management

Fakir Mohan University, Vyasa Vihar
Balasore-755019, Odisha, India, 2021
 DECLARATION

I hereby declare that the research work presented in this thesis entitled, “A
study on employee’s perception towards training and development at hindustan coca-
cola beverages private limited” is original and was carried out by me under the
supervision of DR. Debadutta Das (Assistant professor), P.G. Department of Business
Management, Fakir Mohan University, Balasore. The work ids original and has not
been submitted for any degree of this or other university.

Dr. Debadutta Das

Signature of the Guide

Signature of the candidate
(With date and seal)
Roll no:- 13201FM194005

Dr. Padmalita Routray Date :-

Signature of the Head of the Department
Place :-
(With date and seal)
 P.G.DEPARTMENT OF BUSINESS MANAGEMENT
FAKIR MOHAN UNIVERSITY
Vyasa Vihar, Balasore-756019, Odisha, India
Telephone- 06782-241842(0)
E-Mail:[email protected]
Website: www.fmuniversity.nic.in

GUIDE CERTIFICATE

This is to certify that the thesis entitled, “ A study on employee’s perception towards
training and development at hindustan coca-cola beverages private limited” is being
submitted by Mukteswar Das in fulfillment for the award of MASTER OF BUSINESS
ADMINISTRATION IN MANAGEMENT to fakir Mohan University, Balasore is a record
of boafide work carried out by his under my guidance and supervision.
The results embodied in this thesis have not been submitted to any other University
or institute for the award of any degree or diploma.

Dr..Debadutta Das
Signature of the Guide

(With place date and seal)

 ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a word, and on the
other hand one can make a simple expression of gratitude”

First and foremost, I thank the almighty God for bestowing me with good health
and confidence to complete the project on time.

I extend my Special gratitude to Dr. Padmalita Routray, Head of Department

Business Management Department for giving me this opportunity.

I am extremely thankful to Dr. Debadutta Das, Professor for helping me on

my project.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and
member of my family, who have always supported me morally as well as economically.

At last but not least gratitude goes to all of my friends who directly or indirectly helped me
to complete this project report.

(MUKTESWAR DAS)

Roll No. 13201FM194005

Date:-
P.G. Department of Business Management
Place: - Balasore
Fakir Mohan University, Balasore
 CHAPTER-1

1.1 INTRODUCTION-

As organizations strive to compete in the global economy, differentiation on the basis of

the skills, knowledge, and motivation of their workforce takes on increasing importance.
According to a recent industry report by the American Society for Training and
Development (ASTD), U.S. organizations alone spend more than $126 billion annually
on employee training and development (Paradise 2007). “Training” refers to a systematic
approach to learning and development to improve individual, team, and organizational
effectiveness (Goldstein & Ford 2002). Alternatively, Development refers to activities
leading to the acquisition of new knowledge or skills for purposes of personal growth. I
believe that training in work organizations is an area of applied psychological research
that is particularly well suited for making a clear contribution to the enhancement of
human well-being and performance in organizational and work settings as well as in
society in general.
Training: the systematic approach to affecting individuals’ knowledge, skills, and
attitudes in order to improve individual, team, and organizational effectiveness.
Development: systematic efforts affecting individuals’ knowledge or skills for purposes
of personal growth or future jobs and/or roles.

Training is the acquisition of the technology which permits employees to perform to

standard. Thus, training may be defined as an experience, a discipline, or a regimen that
causes people to acquire new, predetermined behaviours. Whenever employees need new
behaviours, then we need a training department.

Why have a T&D department? Because to achieve desired results, organizations need
to appoint employees responsible for:

• Training people to do their present tasks properly.

• Educating certain employees so they can assume greater responsibilities in

the future.

• Developing people and entire organizations for the foreseeable and

Unforeseeable future.
Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organization's point of view, it is
important because an organization has objectives that it wants to achieve for the benefit
of all stakeholders or members, including owners, employees, customers, suppliers, and
neighbours. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development. Therefore,
people must know what they need to learn in order to achieve organizational goals.
Similarly, if seen from an individual's point of view, people have aspirations, they want to
develop and in order to learn and use new abilities, and people need appropriate
opportunities, resources, and conditions. Therefore, to meet people's aspirations, the
organization must provide effective and attractive learning resources and conditions.
And it is also important to see that there is a suitable match between achieving
organizational goals and providing attractive learning opportunities. As we know Retail
Sector is an emerging concept in India where Future Group has made its place in the
market. Most of the people (employees) are unaware of its working, so they face
problems in carrying out their work in a most effective way

1.2 BACKGROUND OF THE STUDY-

Training is effort initiated by an organization to foster learning among its workers, and
development is effort that is oriented more towards broadening an individual’s skills for
the future responsibility. (George & Scott, 2012). Training and development are a
continuous effort designed to improve employees’ competence and organize performance
as a goal to improve on the employees’ capacity and performance. Human Resource
Management has played a significant role in the economic development of most
developed countries like Britain America and Japan. In a developing country like
Cameroon, with its rich natural resources and financial support, one can also experience
such economic success if the appropriate attention is given to the development and
training of her human resources. Every aspects and activities in an organization involves
people. For instance, a manager will not be successful if he has subordinates who are not
well equipped with skills, knowledge, ability, and competence (SKAC).

1.3 IMPORTANCE OF THE STUDY-

In spite of rapid growth technology, HR has become a critical factor in making the
technology efficient enough to compete in the market. To make the HR more competitive
training and development has gained lots of importance in making HR a success factor.
The organizational personnel at different levels. Require different skills these skills can
be developed though various training and development programmes. This project is to be
helpful for HCCBPL to find out the perception on training and development.

1.4 PURPOSE & SCOPE OF THE STUDY-

Training is a long-term investment in human resource management. So, when proper

training methods are designed, it reflects on both employees’ productivity and morale of
the employees’
This project will help the management in understanding the employees’ perception on
training and development module. This will reveal the satisfaction level, the performance
on training method / trainer / period and etc.
The above information will contribute a lot in redesigning the training module that will
balance the organization need and personnel needs.

1.5 SEQUENCE OF THE STUDY-

Chapter-1-Introduction: THE chapter will deal with the introduction of the subject,
background of the study, importance of the study, purpose of the study and sequence of
the study.
Chapter-2-Review of literature: The chapter will pertain to employee’s perception
towards training and development
Chapter-3-Theoritical framework: This chapter proposes with introduction, theoretical
framework and conceptual methods for analysis.
Chapter-4-Research Methodology: This chapter proposes to present introduction,
statement of the problem, research objectives, research design, sampling design,
sampling design, source & method of data collection and tool & technique of data
analysis.
Chapter-5-company profile: This chapter proposes to detail overview of sample
organization.
Chapter-6-Data analysis: This chapter will analyze the demographic background of
respondent.
Chapter-7-Summary of finding & conclusion: this chapter will present a summary of
the study and major findings that emerged from the study also will offer suggestions.
 CHAPTER-2

2.1 INTRODUCTION-
Training is a process of learning a sequence of programmed behaviour. It is application of
knowledge. It attempts to improve their performance of their current job or prepare them for an
intended job.

Development is related process and it covers not only those activities, which improve job
performance, but also those, which brings about the growth of the personality and helps the
individuals in the progress towards maturity and actualization of their potential capacity so that
they become not only effective employee but also better citizen.

Training and development is a process that attempts to improve an employee with information,
skills, and an understanding of the organization and its goals. In addition, training and
development are designed to help a person continue to make positive contribution in the forms of
good performance

2.2 REVIEW OF LITERATURE-

A. “Training and development of the employees is not an optional, it is an intrinsic part of
practice of human resource management in people”.

Mr. Keep

B. “Training was treated as a necessary overhead in the past. But in today’s knowledge based
economy, training employees to the changing world is considered mandatory’.

Dr. Amitabh Kodwari, HRM Review Quality of work life

C. “Training is a continuous, systematic development among all levels of employee of that

knowledge and those skills and attitude which contributes to their welfare and that of the
company”

Planty, M.C. Cord

D. “The strategic move to outsourcing the human resource function, especially training and
development, has gained momentum. The key strategic issue in sourcing versus out sourcing
training and development depends on whether a company can achieve competitive advantage by
performing the training and development function internally on a continual basis, or would it gain
more efficiency by out sourcing it

B.Sumalatha – HRM Review Organizational strategy and HR

E. “Training is the act of increasing the knowledge and skill of an Employee for doing a
particular job”. “Development is a broad one. It includes both training and education. Its aim is to
improve the overall personality of an individual”.

Tripath
i

F. “Training is a learning experience in that it seeks a relatively Permanent change in an

individual that will improve his or her Ability to perform on the job”.

David A.Decenzo – Stephen P.Robbins

G. Success of any training programme largely depends upon proper identification of training
needs. Training needs are felt by the managers when they discover/perceive deviation between
standard Performance and actual performance of its employees. It is not that only workers need
training of course workers need training to operate machines reduce scrap and avoid accidents
simultaneously supervisors, managers and executives do need to be trained and development to
grow and acquire maternity of thought and action.
International journal of training and
development
“Training tools and methodologies”
Volume xxii No.1-Jan-mar 2002

H. Training typically involves providing employees the knowledge and skills needed to do a
particular task or job, though attitude Change may also be attempted

Randy c. defimone
John m.
Harris
Thomson publication

I. Most training is directed at upgrading and improving an employee’s technical skills. This
includes basic skills-the ability to read, write, and perform math computations-as well as job
specific competencies.

Stephen P.Robbins& Mary coulter

J.Research basically focused on understanding training practices followed in the company,
employee attitude towards the same and whether it is leading to employee motivation or not.
Outcome of the study stated that training had positive impact on mindset of employees for
performing better at workplace. It enhanced their self confidence and helped them streamline their
efforts in line with changing industrial needs. ( Dr T.N. Murthy and Faiza Fathima)
K. This paper basically focused on understanding employee perception about training
effectiveness, motivation and how it has an impact on job satisfaction. Outcome of the
study stated that it is important to design T & D for the employees based on their
requirement and expectation by which they would be in a better position to implement it at
workplace, which would enhance their job satisfaction and lead to effective performance at
workplace.
Alexandras G, Sahinidis, John Bauris

L. Study is based on incumbent on training and development professionals to design

implement and evaluate the effectiveness of their programs in reducing dispute at
workplace, performance. Study explores relationship between training experiences and
attitude about perceived job proficiency. Outcome of the study stated that employees who
attend training program had positive attitude towards the job and performed better than
employees those who did not undergo training program.
Debra , L Truitt
M. Study basically focused on understanding importance of training and development in
helping employees to cope up with technological changes and gear them up to meet
industry requirements. Outcome of the study stated that training and development had a
major impact on effectiveness of employee performance at workplace and that it helped
them gain self confidence to perform better at workplace. Study stated that every
organization should have separate training and development department which will help
and guide employees to get accustomed to technological and social changes in the
industry.
S. Thanga Helina, Dr R Rathiha
N. The study focused on understanding relationship between training and development
and employee performance and productivity at workplace. Outcome of the study stated
that there is significant relationship between T & D and employee’s performance,
productivity at workplace.
Neelam Thair, Israr Khan Yousafzai, Dr Shahid Jan, Muhammad Hashim
2.3 RESEARCH GAP:-

A research gap is defined as a topic or area for which missing or insufficient information

limits the ability to reach a conclusion for a question. A research need is a gap that limits

the ability of decision-makers from making decisions.

The review of literature shows that most of the research on “Employee’s perception

towards training and development” has been done in different countries as well as

different state and different districts of Odisha by using different areas. But much

research has not been done in Bhubaneswar city with relate to employees perception

towards training and developprogram. Therefore this present study is an attempt in this

direction, furthermore this project is to be helpful for HCCBPL to find out the employees

opinion regarding existing training programmes and perception on training and

development programs.
 CHAPTER-3

3.1 INTRODUCTION-

The level of knowledge and skills of the existing manpower and their level of commitment
towards achieving corporate goals is the measure of critical distinctive competence of a firm.
According to Thang (2009) human resource capital is a basic source to achieve competitive
advantage. Human capital is neither duplicated nor bought in the market. Training can provide
abilities, knowledge and skills that enhance individual performance and it ultimately leads
towards organizational performance. Prominent business leaders acknowledge that human
resources are to be more carefully nurtured than ever before, just as with any other capital
resources of a firm. Senyucel’s (2009) sees HRM as a combination of people-centered
management practices that recognize employees as assets and are geared towards creating and
maintaining a skilful and committed workforce for achieving organizational goals.
Contemporary progressive business philosophy advises that the expenditure of the employees’
salary sheet should be considered an investment rather than a cost.

3.2 THEORETICAL FRAMEWARK-

TRAINING

Training is the process of enhancing knowledge developing skills and changing attitudes of
people so that they are effective in their work responsibilities.
Hassling defines “training as a sequence of experience of opportunities
Designed to modify behavior in order to attain a stated objective”.
Oaten define training as any activity, which deliberately attempts to improve persons, a skill at a
task.

DEVELOPMENT

According to Richardson development is a step process and day-to-day growth where the people
define the problem and they plan for the future.

REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT

Training and development can be initiated for a variety of reasons for an

employee or group of employees, e.g.:

• When a performance appraisal indicates performance, improvement is

needed
 • To "benchmark" the status of improvement so far in a performance
improvement effort

• As part of an overall professional development program

• As part of succession planning to help an employee be eligible for a planned

change in role in the organization

• To "pilot", or test, the operation of a new performance management system

• To train about a specific topic.

TRAINING NEED ANALYSIS ARISES THREE LEVELS

Corporate need and training need are interdependent because the organization
Performance ultimately depends on the performance of its individual employee and its subgroup.

Organizational Level –

Training need analysis at organizational level focuses on strategic planning, business need, and
goals. It starts with the assessment of internal environment of the organization such as,
procedures, structures, policies, strengths, and weaknesses and external environment such as
opportunities and threats.

After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while
strengths can further be strengthened with continued training. Threats can be reduced by
identifying the areas where training is required. And, opportunities can be exploited by balancing
it against costs. For this approach to be successful, the HR department of the company requires to
be involved in strategic planning. In this planning, HR develops strategies to be sure that the
employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based
on the future KSAs requirements at each level.

Individual Level –

Training need analysis at individual level focuses on each and every individual in the
organization. At this level, the organization checks

Whether an employee is performing at desired level or the performance is below expectation. If

the difference between the expected performance and actual performance comes out to be
positive, then certainly there is a need of training.

However, individual competence can also be linked to individual need. The methods that are used
to analyze the individual need are:

• Appraisal and performance review

• Peer appraisal

• Competency assessments

• Subordinate appraisal

Client feedback

• Customer feedback

• Self-assessment or self-appraisal

Operational Level –

Training Need analysis at operational level focuses on the work that is being assigned to the
employees. The job analyst gathers the information on whether the job is clearly understood by
an employee or not. He gathers this information through interview, observation, psychological
test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are
dynamic and keep changing over the time. Employees need to prepare for these changes.

THE FIVE STEPS OF TRAINING

Gary Dessler39 is of the opinion that training consists of the five steps:
  Training Needs Analysis (TNA): Identifies the specific job performance skills
needed, assesses the prospective trainees’ skills, and develops specific
measurable knowledge and performance objectives based on any deficiencies.
 Training Instructional Design (TID) is To decide, compile and produce training
programme content, including workbooks, exercises, and activities and some
techniques like computer and on the job training technique
 Training Validation: The bugs are worked out of the training programme by
presenting it to a small representative audience.
 Implementation: Actually training the targeted employee group.
 Evaluation: Management assess the programme’s success or failures.

Importance of training and development

It is an accepted fact that besides money, materials and machines, the success of any
organization depends upon the quality of its human resource. In the wake of increased
competition, opening of the Indian economy, development of global village concept, people
have become pivot around which successful organizations rotate. In the light of these, the
training and development function in organizations gained momentum and recognized as a
tool to help people to grow within the organization and retain them

Objectives of training and development

Many experts have suggested different objectives for training of managers.

But all of them agree on the following points. The common objectives of are:

 To improve the job performance of managers currently in post.

 To provide adequate 'cover' in the event of unexpected short-term
changes such as deaths, transfers, resignations or any other
unanticipated developments.
 To raise the general level of management thinking and understanding
in all branches and at all levels in the organization.
 To provide supply of managerial talent which will fulfill the anticipated
needs of the future development of the organization in terms of
environmental change and growth?
 CHAPTER-4

4.1 Introduction-

Research methodology is a way to systematically solve the research problem is to how

research is done scientifically. It consists of the different steps that are generally adopted by
the researcher to the study his research problem along with logic behind them. It is necessary
to the researcher to develop certain tests.
4.2 Statement of the problem-

 This topic is chosen because training is a key success factor of any organization in
today’s context.
 The organizational personnel at different levels require different skills. So, these can
be developed through various training and development programmes.
 This study helps to identify the opinion regarding the existing training programmes
and perception on training and development programmes.

4.3 Research objectives-

Primary objective –
 To study the employee perception towards training and development in Hindustan
Coca-Cola beverages private limited.

Secondary objective –
 To find out the expectations of employees on the training and development.
 To assess the satisfaction level of employee on training module.
 To know how the employees are implementing what they have learnt at training in
work life.

4.4 Research design-

Research design is a plan to answer whom, when, where, and how the subject under investigation
conceived so as to obtain answers to research questions. Here in order to meet the research
objectives Descriptive research design is used.
 DESCRIPTIVE RESEARCH
It is undertaken when the researcher wants to know the characteristics of certain friars such as
age, educational level, income, occupation etc.
The study, which is carried out, is descriptive in nature, because the researcher is done after an
analysis of the problem and the survey, which is followed in order to collect primary data.
4.5 Instrument design-

Questionnaire:
In this method, a questionnaire is sent to the concerned persons with the request to answer the
through e-mail & WhatsApp and return the questionnaire. A questionnaire consists of number
of questions typed in a definite order on a form.
In the research closed ended questions were used.

4.6 Sampling design-

Sampling is the process of selecting a sufficient number of elements from the population, so
that a study of sample and an understanding of its properties or characteristics would make it
possible for us to generalize such properties or characteristics to the population elements.

4.7 Sampling unit-

Sampling unit is that of “who is to be surveyed”. The survey is on Hindustan Coca-Cola

Beverages Private Ltd.

4.8Sample size determination-

The total numbers of respondents are termed as sample size. The sample size for this analysis
is 100 respondents.

4.9 Source and methods of data collection-

The research was made by the survey in accordance to the convenience of the employees. So
the sample type is convenient sampling.
The research was conducted by using contact methods through Questionnaire.
4.10 Tools and technique of data analysis-

 Tools Used for analysis:

A structured Questionnaire is used, and the type of questionnaire is target questions.

 Data Analysis Techniques:

The data is analyzed through simple analysis technique. The data tool is percentage method.
Percentage method is used in making comparison between two or sense of Data. This Method
is used to describe relationship.
Percentage of Respondents No. of Respondents/ Total no of Respondents X 100
 Chapter-5

Company profile
Soft drinks are one of the common drinks which are basically used for thirst quenching
purpose. It was introduced in the 17th century. Due to the changing life scenario it is now
positioned as a fun drink and virtually luxury. Soft drink is consumed by almost every section
of the society for its cool and tasty attributes.
HISTORY
The first marketed soft drinks (non-carbonated) appeared in the 17 century. They were made
from water and lemon juice sweetened with honey. In 1676, the campaign de Limonadiers of
Paris were granted a monopoly for the sale of lemonade soft drinks. Vendors would carry
tanks of lemonade on their backs and dispensed cups of the soft drink to thirsty Parisians.
Joseph Priestley
In 1776, Englishmen created the first drinkable man-made glass of carbonated water three
years later, Swedish chemist Torbern Bergman invented a generating apparatus that made
carbonated water from chalk by the use of sulphuric acid. Bergman’s apparatus allowed
imitation mineral water to be produced in large amounts.
John Mathews
In 1810, the first united states patent was issued for the means of mass manufacturer of
imitation mineral waters’ to Simons and rundell of Charleston south Carolina however,
carbonated beverages did not adhesive great popularity in America until 11832, when john
Mathew invented his apparatus for the making carbonated water. John Mathews then mass
manufactured his apparatus for a sale to soda fountain owners.

PRESENT SCENARIO

Latter on when globalizing our economy opening it up for MNC’s like Pepsi, Coca-Cola, and
Cadbury etc to enter the real cola war had begun. Although the import and manufacture of
international brands like coke and Pepsi is enhanced in India, the local brands are being
stabilized by advertisement good quality and low cost.
Ever since the entry of Pepsi, the competition between Pepsi and Parle was a battle of small
arms, as the alliance of Parle with coke and constant reveal of sophisticated management
techniques by Coke and full fledge highly innovative promotional activates by Pepsi has
really made the industry as a battle field of cannons.
One can make above statement by seeing advertisement expenditure and investment of Coke
and Pepsi. Coke is expected to pump 2400 crores and Pepsi 300 crores into the Indian
markets apart their initial investment of 250 crores and 500 crores respectively.

MARKET SHARE

Cola products account for nearly 61-62% of the total soft drink market. The brands that fall in
the this category are Pepsi, Thumps Up, Diet Coke, Diet Pepsi, Bovonto etc. Non-Cola
segments which constitute 36% can be divided into four categories based on the types of
flavours available namely orange, cloudy Lime, Clear Lime and mango. Coca Cola, king of
soft drinks industry boasts a global market share of around 50% followed by Pepsi Company
at about 21% and Cadbury Schweppes at 7%.

COCA-COLA IN INDIA

After a 16 years absence, Coca-Cola returned to India in 1993 Coca-Cola India has made
significant investments to build and continually improve its business in India including new
production facilities, waste water treatment plants and distribution systems and marketing
equipment. During the past decade the Coca-Cola system has invested more than US $ 1
billion in India. In2003 Coca-Cola India pledged to invest further US$100 million in its
operations. Coca-Cola business system directly employees approximately 6000 local people
in India and indirectly created employment for more than 125,000 people in related industries
through their various Vast supply and distribution system.

The Coca-Cola system in India companies comprises 27 wholly owned company-owned

bottling operations another 17 franchise owned bottling units. A network of 29 contract
packers also manufactures a range of product for the company.

Coca-Cola India has 50% market share nationally in the soft drink segment. Despite
accumulating losses of Rs.2,086 crores in its bottling subsidiary, Hindustan Coca-Cola
Beverages in the last two years, the coal giant has signaled its intention to stay the long haul
in India. Coca-Cola India’s biggest has come from Kinley, it packaged water brand Kinley
has a market share of 35.1% nationally in this segment.
MISSION STATEMENT

OUR MISSION:

“To refresh the world… in mind body and spirit. To inspire moments of optimism… through
our brands and our actions. To create value and make a difference… everywhere we engage.”
QUALITY POLICY
“We at Chennai unit will ensure customer and consumer satisfaction by
Providing the best quality products and services through continuous
Improvement of our system and processes.”

ENVIRONMENT POLICY
“We at Coca-Cola India are in the business of beverages that refresh people. We will carry
out our operations in ways that Protect, Preserand Enhance the Environment we work in. Our
activities are guided by Coca-Cola eKOsystem, which provides a framework to transform this
principle in actions.”
Unit organization Structure-
PRODUCT PROFILE

Coca cola from an average six drinks a day at the time of invention is consumed currently at
the rate of more than 834 million drinks per day generating sales over $15 billion a year. The
objective of the Coca-Cola is to benefit and refresh everyone. Founded in 1886, Coca Cola
Company is the world’s leading
Manufacturer, marketer and distributor of non-alcoholic beverage concentrates and syrup,
owns nearly 400 beverage brands. The corporate headquarters is located at Atlanta, with local
operations in over 200 countries around the world. Another aspect involving Coca-Cola
distribution system is the company’s ambitious product line.
These beverages are classified into four separate groups, which consist of the following:
carbonated Soft Drinks (CSD) – Coke, Sprite, Limca, Fanta, Mazza, Dr.pepper etc., No-carb-
Nestea juices, Fruitopia etc., Isotonic – PowerAde and Water-Desani (filtered water) and
Evian (pure spring water is imported from Sweden).

Products of Coca-Cola Beverages:

Coca-Cola HBC products are alcohol-free beverages. The majority of sales. (approximately
77%) are carbonated soft drinks (CSDs) from The Coca-Cola Company that are among the
most famous brands in the world.\
We have the right, in the countries where we operate, to produce,
package, distribute and sell specific beverages of The Coca-Cola Company,
principally Coca-Cola, Coca-Cola light, Fanta, Sprite, Minute Maid, BonAqua
and Lift. Four of these brands—Coca Cola, Coca-Cola light, Fanta, Sprite-are
four of the world’s top five CSD brands. Coca-Cola HBC’s product line also
includes juices, water, sports and energy drinks (Burn and Power), and ready-
to-drink beverages such as teas and coffees.

We are constantly expanding our product range in response to changing consumer

preferences. A prime example of this is the Fanta brand. Coca-Cola HBC now offers Fanta in
34 flavours that are tailored to satisfy local tastes. In Greece, we introduced limited edition
flavours of Fanta, including Fanta, Madness and Fanta Mandarin. Hungary has launched
Fanta Blue-Grape and Fanta Wild Berry, and the Fanta line was extended in Italy by adding
Fanta Bitter Orange, Fanta Blood Orange and Fanta Chinotto. Nigeria, celebrated the
country's 40th anniversary by presenting consumers with Fanta Black Currant. The Fanta
range is now the second largest brand in Nigeria, after Coca-Cola.
DIFFERENT FLAVORS COCA-COLA PRODUCT
 Coca-Cola
 Thums Up
 Sprite
 Fanta
 Diet Coke
 Limca
 Maaza

WATER & SODA:

 Kinley
 Schweppes (Soda water)
 Data analysis and interpretation

Introduction

The analysis is based on the Questionnaire given to the employees working in HAMUL. A
questionnaire consisting of 17 questions were distributed in the company. The analysis and
interpretation are done on the following basis:
A question followed with four options were given that is
 Strongly Agree
 Agree
 Disagree
 Strongly Disagree

The respondent had to tick on whichever answer he or she found relevant.

Graph A

A.Interpretation:

According to the analysis it shows that 19% of respondents were female who
are the employees of this organisation and 81% of respondents were male.
1.Interpretation-

This table shows that the organization provides training to employees. From the
data collected it can be analyzed that 18% strongly agree, 80% agree, 0%
disagree, and 2% strongly disagree.

2.Interpretation:

This table shows that the organization conducts TNA every year. From the data
collected it can be analyzed that 8% strongly agree, 78% agree, 12% disagree,
and 2% strongly disagree.
3.Interpretation:

This table shows that the organization provides training to every

employees. From the data collected it can be analyzed that 12%
strongly agree, 72% agree, 16% disagree, and 0% strongly disagree.

4.Interpretation:

This table shows that the training is provided for all the new
employees. From the data collected it can be analyzed that 20 %
strongly agree, 78% agree, 2% disagree, and 0% strongly disagree.
5.Interpretation:

This table shows that the organization has all the infrastructure
facilities required for the training program. From the data collected it
can be analyzed that 24% strongly agree, 70% agree, 6% disagree,
and 0% strongly disagree

6.Interpretation:

This table shows that the trainers are well educated and experts. From
the data collected it can be analyzed that 26% strongly agree, 70%
agree, 4% disagree, and 0% strongly disagree.
7.Interpretation:

This table shows that the trainer always understand trainees and start
his program. From the data collected it can be analyzed that 10%
strongly agree, 72% agree, 18% disagree, and 0% strongly disagree.

8.Interpretation:

This table shows that the trainer uses modern aids while training.
From the data collected it can be analyzed that 22% strongly agree,
72% agree, 6% disagreed, and 0% strongly disagree.
9.Interpretation:

This table shows that the trainer is always cool and responds to
trainees in the courteous manner. From the data collected it can be
analyzed that 36% strongly agree, 60% agree, 4% disagree, and 0%
strongly disagree.

10.Interpretation:

This table shows that the trainer encourages doubts and questions.
From the data collected it can be analyzed that 44% strongly agree,
54% agree, 2% disagree, and 0% strongly
11.Interpretation

This table shows that the trainer gives and receives feedback from the
trainees. From the data collected it can be analyzed that 8% strongly
agree, 74% agree, 18% disagree, and 0% strongly disagree.

12.Interpretation:

This table shows that the trainer gives practical exposure to trainees.
From the data collected it can be analyzed that 16% strongly agree,
78% agree, 4% disagree, and 2% strongly disagree.
13.Interpretation:

This table shows that the trainer met his training objectives. From the
data collected it can be analyzed that 10% strongly agree, 74% agree,
14% disagree, and 2% strongly disagree.

14.Interpretation:

This table shows that the trainer evaluated performance/ effect after
training. From the data collected it can be analyzed that 10% strongly
agree, 68% agree, 20% disagree, and 2% strongly disagree.
15.Interpretation:

This table shows that the satisfaction level with the trainer. From the
data collected it can be analyzed that 26% strongly agree, 68% agree,
6% disagree, and 0% strongly disagree.

16.Interpretation:

This table shows that the satisfaction level with the company’s efforts
to fill the gaps by organizing training program. From the data
collected it can be analyzed that 8% strongly agree, 86% agree, 4%
disagree, and 2% strongly disagree.
17.Interpretation:

This table shows that the happy with the training module done in your
organization. From the data collected it can be analyzed that 6%
strongly agree, 84% agree, 8% disagree, and 2% strongly disagree.