SUMMER INTERNSHIP

PROJECT REPORT
ON
TRAINING & DEVELOPMENT
AT
ITC
SUBMITTED TO
QUANTUM UNIVERSITY
IN THE PARTIAL FULFILLMENT FOR THE DEGREE
OF
BACHELOR OF BUSINESS ADMINISTRATION
(THREE YEAR REGULAR DEGREE PROGRAMME)

BATCH - 2022-2025

SUBMITTED TO :- SUBMITTED BY:-

Mr. Rampravesh Rashi Sharma
(Assistant Professor) BBA 3rd Year
QID- 22080031
Roll No:- 2202301109
 ACKNOWLEDGEMENT

It is our privilege to express our deep sense of gratitude and indebtedness to

our Supervision Mr. Ram Parvesh Faculty of Business Studies , Quantum
University, Roorkee for Bachelor of Commerce.

I also thankfully acknowledge the Dean, Faculty of Business Studies who

gave us their valuable suggestions from their busy schedule.

Our heartiest gratitude to our parents, family members and mentors for their
continuous encouragement and blessings ,best wishes and moral support
which was a constant source of assurance, guidance, strength and inspiration
to us.

Finally, we would like to express our deepest gratitude to all mighty and
thank him from the bottom of our heart.

Place: Quantum University Roorkee

Date:

Rashi Sharma
Signature of Student
 DECLARATION

I the undersigned solemnly declare that the project report Training &

Development in ITC is based on my own work carried out during the course

of our study under the supervision of .

I assert the statements made and conclusions drawn are an outcome of my

research work.

I further certify that I. The work contained in the report is original and has been

done by me under the general supervision of my supervisor.

II. The work has not been submitted to any other Institution for any other

degree/diploma/certificate in this university or any other University of India or

abroad.

Rashi Sharma

B.B.A. IInd year

EXECUTIVE SUMMARY:

Stationery Industry which is basically my concern industry around which my project has to
be revolved is really a very complex industry. The project titled “Understanding the strategy
& requirements for ITC Stationery Supplies, for penetrating ITC offers into Institutions” was
basically a research-based project. The main motive behind doing this project is to

 know the industry,


 have an overview of how ITC Products could penetrate the various Institutions,

 know the working of distributors and TSIs (Territory Sales In charge) in ITC Products.

My project was totally based on secondary data. The project started with a visit to various
websites in order to gain information about the stationery they use. This was done thoroughly
in order to understand about scope of ITC products to generate leads in those Institutions,
before this I was given a thorough overview of different products of ITC Products.

My next step was to visit Stationery retail stores and gather information about stocks and
problems faced by stores. My basic objective was to find out if the supply chain could be
made better. In this survey I had to visit stationery shops with the ITC products TSIs
(Territory Sales In charge).

My findings through this project were that there is a huge market and there is can be scope of
improvement. Institutions have the capacity to give good business to the ITC Products and
more sales could be achieved if the services given by the TSIs are improved.
 INDEX

Sr. No. Particulars Page No

1 ITC Limited 1
2 Introduction 2
3 Origination Profiler 3
4 Work Flow Model 12
5 Ownership Pattern 15
6 Training Process 23
7 Training & Development 24
8 Training Method 34
9 Formal Training 41
10 Research Methodology 45
11 Data Analysis & Interpretation 47
12 Findings 59
13 Suggestions 60
14 Conclusion 61
 ITC LIMITED

Native name ITC Limited

Type Public company

Industry Diversified Presence

Predecessor None

Founded 24 August 1910

Headquarters Kolkata, India

Area served Indian Subcontinents

Key People Sanjiv Puri (chairman&MD)

Products Cigrates, Foods, Personal care prod

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INTRODUCTION

“We don’t want satisfied customers…We want delighted customers.” It is the new marketing
mantra today. The same applies to stationery industry as well. Stationery Industry is a very
heterogeneous group of business usually associated with the Schools, Colleges, and Office
and plays a very crucial role in working of any organization across the globe. It includes
Paper stationery which comprises of a vast collection of products like exercise books, note
books, stitch, glued & tape pads, refill pads, flap over pads, subject books, plastic cover
books etc. The huge greeting card market, autograph books, party invites etc., is also a part of
this segment.

Paper and paper related products are tremendously gaining demand in the market. Out of
which paper stationery market over the years has gained immense popularity in the school
and office segment throughout the world. Revolution for these products has come to birth
from the past few year’s majorly in developing nations and it's having immense value in
terms of export and import. It is expected that Stationery industry has a flourishing future in
its coming years in India and over a period is estimated to grow at 10 to 15% p.a. To achieve
this objective, one can actually see that how acceptance of Internet technology has opened
plethora of opportunities of sourcing the desired supplier in any part of the world. The
manufacturers of various countries including India, China, Indonesia etc have started building
new product strategies, which helps in reducing their overall cost without compromising on
quality thus producing a good quality product at competitive price.

Falling under the category of Small and Medium Enterprises (SMEs) in majorly most of the
countries, this sector has lot to offer in terms of employment, tax revenues, it can be an
important source of new innovative products, extensive local knowledge of resources, and
can be a major service provider to the larger organizations. However, this sector like other
sectors have certain bottlenecks which hinder the growth of this sector like Burdensome
regulatory frameworks, Lack of tax incentives and subsidies, Absence of investor-friendly
environment, Lack of access to finance, Lack of capacity- building programs and inadequate
provision of vocational training etc.

2
ORGANISATIONAL PROFILE

ITC Limited or ITC is an Indian public conglomerate company headquartered in Kolkata,

West Bengal, India. Its diversified business includes four segments: Fast Moving Consumer
Goods (FMCG), Hotels, Paperboards, Paper & Packaging and Agri Business. ITC's annual
turnover stood at $7 billion and market capitalization of over $33 billion. The company has
its registered office in Kolkata. It started off as the Imperial Tobacco Company, and shares
ancestry with Imperial Tobacco of the United Kingdom, but it is now fully independent, and
was rechristened to India Tobacco Company in 1970 and then to I.T.C. Limited in 1974.

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The company is currently headed by Yogesh Chander Deveshwar. It employs over 26,000
people at more than 60 locations across India and is listed on Forbes 2000. ITC Limited
completed 100 years on 24 August 2010.

ITC has a diversified presence in FMCG (Fast Moving Consumer Goods), Hotels, Paperboards
& Specialty Papers, Packaging, Agri-Business and Information Technology.
While ITC is an outstanding market leader in its traditional businesses of
Hotels, Paperboards, Packaging, Agri-Exports and Cigarettes, it is rapidly
gaining market share even in its nascent businesses of Packaged Foods &
Confectionery, Branded Apparel, Personal Care and Stationery.

ITC is one of India’s foremost private sector companies and a diversified conglomerate with
interests in Consumer Goods, Hotels, Paperboards and Packaging, Agri Business and Information
Technology. With a market capitalisation of around US$ 35 billion and a turnover of nearly US$
7 billion, ITC has been rated among the World’s Best Big Companies, Asia’s ‘Fab 50’ and
among India’s Most Valuable Companies by Business Today. It has been ranked as the world’s
6th largest ‘sustainable value creator’ among consumer goods companies globally, according to a
report by the Boston Consulting Group (BCG).
These achievements are an extension of ITC’s continuing story of transformation, from a
single product company to a diversified conglomerate with multiple drivers of growth. ITC is
today the leading FMCG marketer in India, the second largest Hotel chain, the leader by a
distinct margin in the Paperboard and Packaging industry, and the foremost Agri business
player in the country. ITC’s wholly owned subsidiary, ITC Infotech India Limited is one of
India’s fast-growing IT companies in the mid-tier segment.
ITC’s exemplary performance along the Triple Bottom Line is powered by its overarching
vision, its robust corporate strategies and its relentless pursuit to create enduring and
sustainable value chains. This is fundamentally inspired by a larger national purpose to build
societal capital.
Indeed, ITC’s achievements in the environmental and social dimensions have been remarkable.
ITC has been Carbon Positive for 7 consecutive years, sequestering twice its emissions; Water
Positive for 10 years, having created freshwater potential that is more than twice its consumption;
and has remained Solid Waste Recycling Positive for over 5 years now. These achievements
remain unparalleled globally, with ITC being the only enterprise in the world of its dimensions to
have accomplished and sustained these environmental distinctions.
For its transformational rural initiatives in social and farm forestry, ITC was conferred the World
Business and Development Award 2012 at the historic Rio+20 United Nations Summit.

4
ITC’s businesses help in generating over 5 million livelihoods across value chains that touch
the lives of many who live at the margin in rural India. ITC’s inclusive business models have
transformed lives in such meaningful ways for the weakest sections of our society.

BACKGROUND:

ITC was formed on August 24, 1910 under the name Imperial Tobacco Company of India
Limited. Later the name of the Company was changed from Imperial Tobacco Company of
India Limited to India Tobacco Company Limited in 1970 and then to I.T.C. Limited in 1974.
ITC contains a wide range of businesses - Cigarettes & Tobacco, Hotels, Information
Technology, Packaging, Paperboards & Specialty Papers, Agri-business, Foods, Lifestyle
Retailing, Education & Stationery and Personal Care. Finally, the company changed its name
to 'ITC Limited’ on September 2001.

The earlier decades of the Company's existence were mainly depending on growth and
consolidation of the Cigarettes and Leaf Tobacco businesses, In the Seventies it started to
transform into a corporate. In 1975 the Company launched its Hotels business with the
acquisition of a hotel in Chennai which was rechristened 'ITC-Welcomgroup Hotel Chola'.
The objective of ITC's entry into the hotels business was rooted in the concept of creating
value for the nation. In 1979, ITC entered the Paperboard business by promoting ITC
Bhadrachalam Paperboards Limited, which today has become the market leader in India.

In 1985, ITC set up Surya Tobacco Co. in Nepal as an Indo-Nepal and British joint venture.
Since inception, its shares have been held by ITC, British American Tobacco and various
independent shareholders in Nepal. In August 2002, Surya Tobacco became a subsidiary of
ITC Limited and its name was changed to Surya Nepal Private Limited (Surya Nepal). Also,
in 1990, leveraging its agri- sourcing competency, ITC set up the Agri Business Division for
export of agri-commodities. The Division is today one of India's largest exporters. ITC's
unique and now widely acknowledged e- Choupal initiative began in 2000 with soya farmers
in Madhya Pradesh. Now it extends to 10 states covering over 4 million farmers. ITC's first
rural mall, christened 'Choupal Saagar' was inaugurated in August 2004 at Sehore. On the
rural retail front, 24 'Choupal Saagars' are now operational in the 3 states of Madhya Pradesh,
Maharashtra and Uttar Pradesh.

5
In 2000, ITC forayed into the Greeting, Gifting and Stationery products business with the
launch of Expressions range of greeting cards. A line of premium range of notebooks under
brand “Paperkraft” was launched in 2002. To augment its offering and to reach a wider
student population, the popular range of notebooks was launched under brand “Classmate” in
2003. “Classmate” over the years has grown to become India’s largest notebook brand and
has also increased its portfolio to occupy a greater share of the school bag. Years 2007- 2009
saw the launch of Children Books, Slam Books, Geometry Boxes, Pens and Pencils under the
“Classmate” brand. In 2008, ITC repositioned the business as the Education and Stationery
Products Business and launched India's first environment

friendly premium business paper under the “Paperkraft” Brand. “Paperkraft” offers a diverse
portfolio in the premium executive stationery and office consumables segment. Paperkraft
entered new categories in the office consumable segment with the launch of Textliners,
Permanent Ink Markers and White Board Markers in 2009.

ITC also entered the Lifestyle Retailing business with the Wills Sport range of international
quality relaxed wear for men and women in 2000. The Wills Lifestyle chain of exclusive
stores later expanded its range to include Wills Classic formal wear (2002) and Wills Clublife
evening wear (2003).

In 2000, ITC spun off its information technology business into a wholly owned subsidiary, ITC
Infotech India Limited, to more aggressively pursue emerging opportunities in this area. Today
ITC Infotech is one of India’s fastest growing global IT and IT-enabled services companies and
has established itself as a key player in offshore outsourcing, providing outsourced IT solutions
and services to leading global customers across key focus verticals - Manufacturing, BFSI
(Banking, Financial Services & Insurance), CPG&R (Consumer Packaged Goods & Retail), THT
(Travel, Hospitality and Transportation) and Media & Entertainment.

ITC's foray into the Foods business is an outstanding example of successfully blending multiple
internal competencies to create a new driver of business growth. It began in August 2001 with the
introduction of 'Kitchens of India' ready-to-eat Indian gourmet dishes. In 2002, ITC entered the
confectionery and staples segments with the launch of the brands mint-o and Candyman
confectionery and Aashirvaad atta (wheat flour). 2003 witnessed the introduction of Sunfeast as
the Company entered the biscuits segment. ITC's entered the fast-growing branded snacks
category with Bingo! in 2007. In just over a decade, the Foods business has grown to a

6
significant size with over 200 differentiated products under six distinctive brands, with an
enviable distribution reach, a rapidly growing market share and a solid market standing.

In 2002, ITC's philosophy of contributing to enhancing the competitiveness of the entire

value chain found yet another expression in the Safety Matches initiative. ITC now markets
popular safety matches brands like iKno, Mangaldeep, Aim, Aim Mega and Aim Metro.
ITC's foray into the marketing of Agarbattis (incense sticks) in 2003 marked the
manifestation of its partnership with the cottage sector. ITC's popular agarbattis brands
include Spriha and Mangaldeep across a range of fragrances like Rose, Jasmine, Bouquet,
Sandalwood, Madhur, Sambrani and Nagchampa.

ITC introduced Essenza Di Wills, an exclusive range of fine fragrances and bath & body care
products for men and women in July 2005. Continuing with its tradition of bringing world class
products to Indian consumers the Company launched 'Fiama Di Wills', a premium range of
Shampoos, Shower Gels and Soaps in September, October and December 2007 respectively.
The Company also launched the 'Superia' range of Soaps and Shampoos in the mass-market
segment at select markets in October 2007 and Vivel De Wills & Vivel range of soaps in
February and Vivel range of shampoos in June 2008.

NATURE OF BUSINESS

ITC is one of India's foremost private sector companies and a diversified conglomerate with
businesses spanning Fast Moving Consumer Goods, Hotels, Paperboards and Packaging, Agri
Business and Information Technology. The Company is acknowledged as one of India's most
valuable business corporations with a market capitalization of nearly US $ 35 billion (as on
30.06.2020) and a gross sales value of US $ 10.74 billion (as on 31.03.2020). ITC was ranked
as India's most admired company, according to a survey conducted by Fortune India, in
association with Hay Group.

7
Multiple Drivers of Growth

ITC is the country's leading FMCG marketer, the clear market leader in the Indian
Paperboard and Packaging industry, a globally acknowledged pioneer in farmer
empowerment through its wide-reaching Agri Business, a pre-eminent hotel chain in India
that is a trailblazer in 'Responsible Luxury'. ITC's wholly-owned subsidiary, ITC Infotech, is
a specialized global digital solutions provider.
Over the last decade, ITC's new Consumer Goods Businesses have established a vibrant
portfolio of 25 world- class Indian brands that create and retain value in India. ITC's world
class FMCG brands including Aashirvaad, Sunfeast, Yippee! Bingo! B Natural, ITC Master
Chef, Fabelle, Sunbean, Fiama, Engage, Vivel, Savlon, Classmate, Paperkraft, Mangaldeep,
Aim and others have garnered encouraging consumer franchise within a short span of time.
While several of these brands are market leaders in their segments, others are making
appreciable progress.

Leveraging Institutional Strengths

8
The competitiveness of ITC's diverse businesses rest on the strong foundations of
institutional strengths derived from its deep consumer insights, cutting-edge Research &
Development, differentiated product development capacity, brand-building capability, world-
class manufacturing infrastructure, extensive rural linkages, efficient trade marketing and
distribution network and dedicated human resources. ITC's ability to leverage internal
synergies residing across its diverse businesses lends a unique source of competitive
advantage to its products and services.

'Nation First: Sab Saath Badhein'

ITC's 'Nation First: Sab Saath Badhein' philosophy underlines its core belief in building a
globally competitive and profitable Indian enterprise that makes an exemplary contribution to
creating larger societal value. As a company deeply rooted in Indian soil, ITC is inspired by
the opportunity to serve larger national priorities. A global exemplar in Sustainability, ITC is
the only enterprise in the world of comparable dimensions to be carbon-positive, water-
positive and solid waste recycling positive for over a decade now. ITC has created over 6
million sustainable livelihoods. Nearly 41% of the total energy consumed in ITC is from
renewable sources. ITC's premium luxury hotels have the unique distinction of being LEED
Platinum certified.

ITC's Well-being Out of Waste programme (WOW) that comprehensively addresses the
problem of solid waste management, of which plastic waste is a significant component,
provides an end-to-end sustainable and scalable solution that has reached out to over 1 crore
citizens in the country.

Together with farmers and local communities, ITC has implemented largescale interventions
in climate-smart and sustainable agriculture that make a meaningful contribution to the
Hon'ble Prime Minister's vision of doubling farmer incomes. Towards this, ITC has launched
an integrated programme titled 'Baareh Mahine Hariyali' (maximising farm utilisation over
12 months of the year) to give a new dimension to the complex task of multiplying farmer
incomes. ITC is collaborating with NITI Aayog to progressively build capacity of 2 million
farmers in 27 Aspirational Districts to help enhance rural incomes.

ITC is investing in India's future by building world-class consumer goods factories and iconic
hospitality assets that will contribute to the country's competitive capacity. These investment
projects underpin the Company's support to the Government's "Make in India" vision.

9
VISION:

Sustain ITC's position as one of India's most valuable corporations through world class
performance, creating growing value for the Indian economy and the Company's stakeholders.

MISSION:

To enhance the wealth generating capability of the enterprise in a globalizing environment,

delivering superior and sustainable stakeholder value.

Quality Policy:

We, the staff of ITC Labs is totally committed to comply with the requirements of ISO
17025:2005 and ISO 9001:2008 standards as an instrument of continual improvement in their
services related to Chemical, Biological and Mechanical testing leading to meet the needs
and expectations of customer. The followings are the key policy statements:

 The laboratory management is committed to good professional practice and to the

quality of testing in servicing its customers.

 The laboratory is committed to provide prompt and reliable service.

 The purpose of quality management system is to provide accurate analytical services.

 Alf the laboratory personnel familiarize themselves with the quality documentation and
implement the policies are procedures pertaining to their roles and responsibilities.

 Laboratory management is committed to comply with ISO/IEC 17025:2005, all
applicable regulatory & statutory requirements and will continually improve the
effectiveness of its management system.

 To this end the Company has established and maintains a quality system which meets
the Australian/New Zealand and International Standards ISO 9001: 2008 “Quality

Management Systems – Requirements”.

 The responsibility for quality lies with every employee and relies on their own
commitment that all products are totally operational, functional and comply with the
design and customer's specification.

 All levels of employment are encouraged to be pro-active in their approach and
continually review the Quality System and suggest changes in manufacturing or
inspection techniques to improve efficiency, productivity and reliability of supply of
quality products both to our customers and from our suppliers.

10
 It is the management's clear intent that this policy and its objectives are properly
adhered to, that resources are provided to an adequate level and the Quality System is
continually reviewed for improvements to enable ITC Products to maintain its
competitive position without prejudicing its reputation for supplying service and
equipment of the highest standard.

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Workflow model:

12
Product/Service Profile:

In FMCG, ITC has a strong presence in:

Cigarettes:
W. D. & H. O. Wills,
Gold Flake Kings,
Gold Flake Premium,
Navy Cut,
 Insignia,

 India Kings,

 Classic

 Verve,

 Menthol,

 Menthol Rush,

 Regular,Citric Twist,

 Mild & Ultra Mild,

555,
Benson & Hedges,
Silk Cut,
 Scissors,

Capstan,
 Berkeley,

 Bristol,

 Lucky Strike,

 Players and

 Flake.

 Foods:

 Aashirvaad,

 Minto,

 Sunfeast,

 Candyman,

 Bingo,

 Yippee,

Sunfeast Pasta brands in Ready to Eat, Staples, Biscuits, Confectionery, Noodles
and Snack Foods

13
  Apparel:

Wills Lifestyle and
John Players ;
 Personal care:

Fiama di Wills;
 Vivel;

Essenza di Wills;
 Superia;

Vivel di Wills brands of products in perfumes, hair care and skincare
 Stationery:

Classmate and
PaperKraft brands
 Safety Matches and Agarbattis:

iKno;
Mangaldeep;
 Aim brands




Other businesses include:

Hotels: ITC's hotels (under brands including WelcomHotel) have evolved into
being India's second largest hotel chain with over 80 hotels throughout the
country. ITC is also the exclusive franchise in India of two brands owned by
Sheraton International Inc.- The Luxury Collection and Sheraton which ITC uses
in association with its own brands in the luxury 5 star segment.
Brands in the hospitality sector owned and operated by its subsidiaries
include Fortune and Welcome Heritage brands.
 Paperboard, Specialty Paper, Graphic and other Paper;

 Packaging and Printing for diverse international and Indian clientele.

Infotech (through its fully owned subsidiary ITC Infotech India Limited which is
a SEI CMM Level 5 company)

14
OWNERSHIP PATTERN:

Details of Board of Directors and Company Secretary:

CHAIRMAN

Y C Deveshwar

EXECUTIVEDIRECTORS

Nakul Anand P V Dhobale K N Grant

NON-EXECUTIVEDIRECTORS

A Baijal S S Banerjee AV Girija Kumar

H Khan S B Mathur D K Mehrotra

H G Powell P B Ramanujam Anthony Ruys

Basudeb Sen K Vaidyanath B Vijayaraghavan

ACHIEVEMENTS/AWARDS RECEIVED BY ITC LIMITED:

 ITC won the prestigious Porter Prize 2017 for 'Excellence in Corporate Governance
and Integration' and for its exemplary contribution in 'Creating Shared Value'.

15
  ITC Limited was the only Corporate to receive the India Today Safaigiri Award 2016
 in the 'Corporate Trailblazer' category.
 ITC Limited won two 'ASSOCHAM Waste Management Excellence Awards 2017' in
the 'Best Corporate Initiative in Swachh Bharat Abhiyan' and 'Best Outreach Strategy
 in Waste Management' categories.
 ITC Grand Bharat, Gurugram, was ranked No. 1 Resort in Asia by the Conde Nast
 Traveler USA Readers' Choice Awards 2016, for the second consecutive year.
 ITC Limited won the Intel AIM Corporate Responsibility Award, 2016, accorded by
 the Asian Institute of Management-RVR CSR Center and the Asia Inc Forum.
 ITC was adjudged the 'Best in Supply Chain Sustainability' at the Asian Corporate
Sustainability Summit 2016.

 ITC's Packaging and Printing Division was declared the 'Green Printing Company of
 the Year 2016' by Print Week India.
 ITC's Paperboards & Specialty Papers Business was adjudged the 'Winner' under the
'Process Innovation Leadership' category in the Manufacturing sector at Frost &
Sullivan's Project Evaluation and Recognition Programmed (PERP).

 ITC won the FICCI Water Awards 2016 in the 'Community Initiatives by Industry'
category. Also won FICCI CSR Award 2016 for Environment Sustainability and
Health, Water & Sanitation programmers.

 ITC won the prestigious 12th Business world FICCI CSR Award in the Large
Enterprise category. The Award recognizes the most socially responsible Indian
corporates in CSR.

 ITC won the FICCI Outstanding Vision Corporate Triple Impact Award, presented by
 the then Prime Minister, Dr. Manmohan Singh (2008).
 ITC was ranked 2nd among top Indian companies in the first-of-its-kind Standard &
 Poor Environmental, Social and Corporate Governance ratings (2008).
 ITC was the 1st Indian Company and 2nd in the world to win the Development
Gateway Award for its trail-blazing e-Croupal initiative (2005).

 ITC was presented the World Business and Development Award at the historic
 Rio+20 UN Summit for its Social and Farm Forestry initiative.
 ITC was presented the AIM Asian CSR Award by the Asian Forum on Corporate
Social Responsibility (AFCSR), in recognition of its contribution to the creation of
sustainable livelihoods and fostering economic growth in rural communities in India.

 ITC won the prestigious 12th Business world FICCI CSR Award in the Large
Enterprise category. The Award recognizes the most socially responsible Indian
 corporates in CSR.
 ITC won the FICCI Outstanding Vision Corporate Triple Impact Award, presented by
 the then Prime Minister, Dr. Manmohan Singh (2008).
 ITC won the FICCI Award for Outstanding Achievement in Rural and Community
Development, presented by the then Finance Minister, Shri Pranab Mukherjee (2010).

 ITC won the National Award for Excellence in Corporate Governance from the
Institute of Company Secretaries of India (2007).

16
  ITC was ranked the world's 6th largest sustainable value creator among consumer
 goods companies, according to a Report by Boston Consulting Group (2010).
 ITC won the top UNIDO Award at the International Conference on Sharing
Innovative Agri Business Solutions at Cairo (2008).

 ITC was conferred the Corporate Social Responsibility Crown Award for Water
Practices from UNESCO and Water Digest (2008).

 ITC won the Asian CSR Award for Environmental Excellence, given by the Asian
 Institute of Management (2007).
 ITC was the 1st Indian Company and 2nd in the world to win the Development
 Gateway Award for its trail-blazing e-Choupal initiative (2005).
 ITC won the inaugural World Business Award by UNDP for its e-Choupal initiative
(2004).

 All of ITC's super premium luxury hotels are accorded LEED® Platinum certification,
making ITC Hotels the 'Greenest Luxury Hotel Chain in the World' (2011).

 ITC's Paperboards and Specialty Papers Units at Bhadrachalam, Bollaram, Kovai and
 Tribeni became FSC Chain of Custody certified (2011).
 ITC's Unit in Bhadrachalam was awarded the Forest Stewardship Council Forest
Management (FSC-FM) certification by the SmartWood Programme of the Rainforest
Alliance (2011).

FUTURE GROWTH PROSPECTS OF ITC LIMITED:

CORE BUSINESS FOR FUTURE

17
Your Board believes that as a first step, Company's portfolio should comprise four sectors,
namely, tobacco, travel and tourism, packaging and paper. This portfolio will be subject to
periodic review against the objective of international competitiveness.

In this context, your Board recognizes that international alliances can provide your Company
with access to the latest developments in know-how, technology and best practice.

Foreign exchange earnings will remain an area of focus, not only because it is a national priority,
but also because it will enable your Company's businesses to test their competitiveness
and prepare for the growing sophistication of the Indian market.

Your Company also plans to realize full value from the real estate investments, taking
advantage of the skills developed while growing the hotel business.

Further, your Company's most valuable assets are its trademarks. These may not be
separately valued in your Company's accounts, but remain the basis of future income streams.
For many of your Company's customers, their only connection with your Company is through
these trademarks.

Research has shown that these trademarks carry considerable goodwill which can be more
effectively exploited by entry into new lines of business. It is with the exploration of this new
opportunity in mind that we have placed the Special Resolution for your sanction today.

In respect of your Company's other businesses it is the intention to induct world-class

partners and thus reposition them for growth. This will also provide your Company the option
to redeem its investments in these ventures in a responsible manner. In the first instance, this
programmed will cover ITC AgroTech, ITC Classic Finance and the Tribeni Tissues
Division. ITC Global is already under judicial Management in Singapore, at the instance of
the creditors of that company.

ECONOMIC POTENTIAL OF THE TOBBACO SECTOR:

It is not widely known that the tobacco industry makes an invaluable contribution to the
national economy.

18
  Over 26 million people are dependant for their livelihood on the tobacco industry. This
includes a million small and marginal tobacco farmers, 5 million farm labour and 1.5
million retailers, not to mention a vast ancillary sector in goods and services.

 The sector contributes over 10% of the excise collected by the Central Government, and
about 4% of its tax revenue, even though it comprises a mere 0.3% of arable land.

 Further, the sector contributes nearly 4% of the value of India's agri-exports. What is even
more remarkable is that the economic potential of this sector is largely unrealised.

 Cigarette tobaccos constitute just a third of the total tobacco crop in India, and cigarettes
represent less than 20% of tobacco consumption in India. Yet this minority segment
contributes 90% of Government revenues and exports from this sector.

 Any conversion from traditional tobacco products to cigarettes will modernise and
upgrade tobacco consumption in the country, sharply improve Government revenues and
export prospects for Indian tobaccos. The modernisation of this sector will multiply
Government revenues and contribute to strengthening the social infrastructure, which
suffers from lack of funds.

 It is worth highlighting that China generates Government revenues seven times that of
India from its tobacco sector. This has been made possible by moderation in excise duties
which are half that obtaining in India.

Your Company is the market leader in the cigarette segment of the tobacco industry, and its
brands occupy a leadership position in all categories. In recognition of a growing demand for
international brands, your Company has entered into a licensing agreement within BAT for
manufacturing and marketing two of its international trademarks in India. The agreement is
awaiting Government approval. This initiative will also help to curb the growth of smuggled
foreign cigarettes, which results in an estimated foreign exchange loss of Rs. 300 crores and
an estimated excise loss of Rs. 200 crores. It is hoped that, over time, the entire value chain
for international brands will shift to India, with a multiplier impact to be shared among Indian
farmers, Indian suppliers, Indian labour, together with additional revenues for the
Government, and in the process creating a largest surplus for you, shareholders.


TRAVEL AND TOURISM SECTOR

When the country is targeting a GDP growth rate in excess of 7% per annum, the infrastructure to
support this growth must also keep pace. By infrastructure, I refer not only to power, roads, ports
and telecommunications but also to the tourism infrastructure that supports business and

19
 leisure travel. The economic potential and the associated opportunity presented by this sector
can be gauged by the following:
 Travel and tourism are already the largest industry in the world, that earns over US$ 3700
billion in revenues and continues to grow rapidly.

 This sector provides the highest potential for generating employment per unit of investment
and has a very large multiplier impact on the economy.

 Moreover, this sector generates US$ 3 billion in foreign exchange earnings for India, at a
time when tourist arrivals in India are a fraction of their potential.

 If India's share of world tourism grows from the current 0.3% to 1%, it will call for
investments upwards of Rs. 20,000 crores in the accommodation sector alone, indicative of
the size of the opportunity in this sector.

The market standing of the Welcomgroup chain, managed by ITC Hotels Ltd. provides a very
promising opportunity for growth. Your Company has focused the Welcomgroup chain to the
up-market business and leisure segments, and is already the revenue leader in most locations
where it operates. The association with Sheraton nurtured over the last 20 years has assisted
in inducting state-of-the-art know-how and best practice in hoteliering, apart from providing
a cost-effective access to their marketing and distribution network worldwide. This
accumulated strength laces your Company in a unique position to exploit the growth
opportunities in this sector.

Foreign exchange earnings constitute as much as 60% of the Welcomgroup chain's turnover
and is therefore an important contributor to the national effort on foreign exchange earnings.
Your Company's subsidiary, ITC Hotels, has charted out growth plans in the Heritage
segment for up-market tourists, as well as in the mid-priced business and leisure travel
segments. To fully exploit the growth opportunities presented by this sector, future
investments are planned both directly by your Company, as well as through ITC Hotels.


PACKAGING AND PAPERBOARD SECTOR

Your Company's Packaging & Printing Division is India's leading supplier to the cigarette
and liquor industries, with a small nucleus focused on high value-added food products.


This sector is expected to grow rapidly, in line with the growing sophistication of the Indian
market, presenting an attractive opportunity. your Company plans to develop its packaging

operations into a leadership position in the Asia-Pacific region.

20
Your Company promoted ITC Bhadrachalam Paperboards Limited nearly 20 years ago. This
Company has grown to acquire a strong presence in the paper board segment of the paper
industry. The long-term growth prospects of the paper industry are significant given the low per
capita consumption in India of a mere 4 kgs per annum compared to the world average of 55 kgs
per annum. The growing sophistication of the consumer goods industry is expected to create an
attractive market for international quality paperboard used for printed packaging.

Your Company has supported the modernization programmed of ITC Bhadrachalam's mill which
involves an outlay of Rs. 620 crores. A state-of-the-art paperboard machine is being installed
together with captive power generating capacity. On successful completion of the project, it is
expected that the mill will rank among the foremost mills in the world in its category and will be
internationally competitive both in quality and cost.

In order to improve access to cost effective fibrous raw material, ITC Bhadrachalam is engaged in an
extensive social and farm forestry programmed in the command areas of the mill.

The world paper industry is currently going through a severe recession. Coupled with this, the
dramatic reduction in import duties to 20% has intensified price competition in the Indian
market. Although this will inevitably prolong the gestation of the new investment in the medium
term, the long-term prospects of ITC Bhadrachalam look attractive. The merits of an
international alliance for this sector are being examined.

21
TRAINING DIFFERENT EMPLOYEES
Employees at different levels required training. Un skilled required training
in improved methods of handling machines and materials to reduce the cost
production and waste and to do the job in the most economical way. Such
employees given training on the job itself and the training is imported by their
immediate superior officers, foreman. The training period range from 3 weeks to 6
weeks.
Semi skilled workers
Requires training to copy with the requirements of an industry arising out of
the adoption of mechanization, rationalization and technical process. These
employees are given training in their own sections of dependants or in segregated
training shops where machines and other facilities are usually available.
Skilled Workers
Skilled workers are given training through the system of apprentices ship
which various in duration from a year to 3 or 5 years such training. It also known
as trades man or craftsman training and is particularly useful for such trades in
industry which require highly sophisticated skills as in carpentry, drilling boring,
planning and host of other industrial job and operations.

Other employees
Besides the above types of employees other typists, stenographers, accounts
clerk and those who handled computers need training in their particular fields but
such training is usually provided out side an industry.

22
Training Process
The steps to be followed in ITC in conducting the training process would be:
Setting Evaluation Criteria

Assessing the knowledge prior to training

Trained or developed Workers

Assessing the knowledge after training

Transfer to the Job

Follow up Studies
Management development Methods Used In ITC
On The Job Experience
 Coaching
 Multiple Of Management
 Under Study
Formal training
 Incident method
 Conference
 In basket method
23
 TRAINING & DEVELOPMENT

INTRODUCTION:
Organization and individual should develop and progress simultaneously
for their survival and attainment of mutual goals. So, every modern
management has to develop the organization through human resources
development. Employee training is the most important sub-system of Human
Resources Development Training is a specialized function and is one of the
fundamental operative functions for human resources management.

MEANING:
After an employee is selected, placed and introduced in an organization
he/she must be provided with training facilities in order to adjust him her to the
job. Training is the act of increasing the knowledge and skill of an employee for
doing a particular job. Training is a short-term Educational process and utilizing
a systematic and organized procedure by which employees learn technical
knowledge and skills for a definite purpose.

DEFINITION:
Dale S beach defines the training as “The organized procedure by which
people learn knowledge and/or skill for a definite purpose’’.

In other words “training improves changes and moulds the employee’s

knowledge, skills, behavior, aptitude and attitude towards the requirements of
the job and the organization. Training refers to the teaching and learning
activities carried on for the primary purpose of helping members of an

24
 organization to acquire and apply the knowledge, skills, abilities and
attitude needed by a particular job and organization. Thus, training bridges the
difference between job requirements and employee’s present specifications.

GOAL OF TRAINING:

Training has certain goal, where the main aim is to train the employees
with the best of the knowledge available so that performance achieved to the
maximum and as well, It lead to higher job satisfaction. The questions in this
section have designed to help the owner-manager define the objectives or goals
to be achieved by training program. Whether the objective is to conduct initial
training, to provide for upgrading employees, or to retain for changing job
assignments, the goal should be spelled out before developing the plan for
training program.

 Will you improve your employees by training them to perform their

present tasks better?

 Do you need to prepare employees for newly developed or modified

jobs?

 Do you need to improve the handling of materials in order to break

production bottlenecks?

 Do you need to train employees so they can help teach new workers in an
expansion program?

25
WHAT SHOULD THE EMPLOYEES LEARN?

Once the objective or goal of the program is set, you will need to
determine the course or the subject. The following questions will help us to
decide what the employee needs in terms of duties, responsibilities, and
attitudes.
 Are there standards of quality which trainee can be taught?

 Are there certain skills and techniques that trainees must learn?

 Are there hazards and safety practices that must be taught?

 Are there performance standards that employees must meet?

 Are there attitudes that need improvement or modifications?

 Should the training include information about the location, use tool cribs,
and so on?

 Will the employee need instruction about departments other than his or
her own?

26
TYPE OF TRAINING:

The type of training to be offer has an important bearing on the balance of

the program. Some types lend themselves to achieving all of the objective or
goals, while others are limited. Therefore, you should review the advantages of
each type in relation to your objective or goal.

 Can you train on-the-job so that employees can produce while learn?

 Will a combination of scheduled on-the-job training and vocational

classroom instruction work best for you?

 Can your goal is to be achieving with a combination of on-the job

training and correspondence courses?

27
METHODS OF INSTRUCTION:

One or more methods of instruction may be used. Some are better for one
type of training than another. For example, lectures are for imparting
knowledge, and demonstrations are good for teaching skills.

 Does the subject matter call for a lecture or series of lectures?

 Should the instructor follow up with discussion sessions?

 Does the subject matter lend itself to demonstrations?

 Can operating problems be simulated in a classroom?

 Can the instructor direct trainees while they are perform the job?

IMPORTANCE OF TRAINING:

The importance of human resources management largely depends on

Human Resource Department and training is its most important technique. No
organization can get a candidate who exactly matches with the job and the
organization requirements. Hence, training is important to develop the employee
and make him suitable to the job. Training works towards value addition to the
company through HRD.
28
 Job and organizational requirements are not static; they are changing
from time to time in view of technological advancement and change in the
awareness of the Total Quality and Productivity Management (TQPM). The
objectives of the TQPM can be achieved only through training, which develops
human skill and efficiency. Trained employees would be valuable asset to the
organization. Organizational efficiency, productivity, progress and development
largely depend on training. If the required training not provided, it leads to
performance failure the employees. Organizational objectives like viability,
stability and growth can also be achieved through training. Training is
important, as it constitutes a significant part of management control. Training
enhances 4C’s for the organization viz,

 Competence

 Commitment

 Creativity and

 Contribution

BENEFITS OF TRAINING

 Leads to improved profitability and/or more positive attitudes towards

profit organization.
 Improve the morale, job knowledge and skills at all levels of the
organization.
 Aids in understanding and carrying out organizational policies.
 Provides information for future needs in all areas of the organization.
 Organization gets more effective in decision-making and problem
solving.
29
 
 Aids in developing leadership skill, motivation, loyalty, better attitudes
and other aspects that’s successful workers and managers usually display.
 Develops a sense of responsibility to the organization for being
competent and knowledgeable.
 Reduces outside consulting costs by utilizing competent internal
consulting - Eliminates sub-optimal behavior such as hiding tools.
 Aids in handling conflict, thereby helping to prevent stress and tension
benefits to the individual, which in turn ultimately should benefit the
organization.
 Through training and development, motivational variables of
recognition, achievements, growth, responsibility and advancement of
internalizes and operationalized.
 Provides information for improving leadership knowledge,
communication skills and attitudes.
 Increases job satisfaction and recognition.

Provides information to understand the situation between inter and intra

relations among the personnel.

NEED FOR TRAINING:

The need for the Training arises due to the following reasons.

1. To match the employee specification with the job requirement and

organizational need:

Management finds deviations between employee’s present specification

and job requirements and organizational needs.
30
2. Organizational Viability and the transformation process:

The primary goal of most of the organizations is that their viability is

continuously infected by environment procedure.

3. Technological Advances:

Every organization in order to survive and to do effective should adopt

the latest technology, computerization and automation.

4. Organizational complexity:

This creates the complex problem of coordination and integration of

activities adoptable to the expanding and diversifying situations.

5. Human Relations:

Most of the organizations have to maintain human relations besides

maintaining sound industrial relations although higher to the managers’ do not
deal with the workers accordingly.

6.Changing the Job Assignment:

Training is also necessary when the existing employee is promoted to the

higher level in the organization and when there is some new job or occupation
due to transfer.

Training is also necessary to equip old employees with the advanced

disciplines, techniques or technology.

The need for training also arises to:

31
  Improve quality of the product /service, organizational culture, health and
safety.
 Prevent obsolescence and minimize the resistance to change.
 To act as mentor and Increase productivity.

TRAINING OBJECTIOVES:

 To prepare the employees of new and old, to meet the present as well as
the changing requirements of the job of the organization.
 To impart the new entrance the basic knowledge and skills they need for
an intelligent performance of the definite job.
 To assist employees to function more effectively in their present positions
by exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
 To promote individual and collective morale, a sense of responsibility,
cooperative attitude and good relationships.
 To ensure economical output of required quality.
 To broaden the minds of senior managers by providing them with
opportunities for an interchange of experience within and outside with a
view to corresponding the narrowness of outlook that may arise from
over-specialization.

ASSESSMENT OF TRAINING NEED:

Training need is identified on the basis of organizational analysis, job

analysis and manpower analysis. Training program, training methods and course
content are to be planned on the basis of training needs. Training needs are2
 those aspects necessary to perform the job in an organization in which
employee is lacking attitude/aptitude, knowledge and skill.

Training Needs=Job and Organizational requirements-Employees Specification

METHODS USED IN TRAINING NEEDS ASSESSMENT:

The following methods are used to assess training,

Group or organizational analysis Individual analysis

Organizational goals and objectives Performance appraisal

Personnel / skills inventories Work sampling

Organizational climate indices Interviews

Efficiency indices Questionnaires

Exit interviews Attitude survey

Quality circles Rating scales

Customer survey / satisfaction data Observation of behavior

Consideration of current and

projected changes.
Individual Group Organizational
Training Need Training Need Training Need

33
TRAINING METHODS:

The Training programs commonly used to train operative and supervisory

personnel in the organization. These training programs are classified into On-
the-job and Off-the-job programs.
Training Methods

-On-the-job Method -Off-the-job Method

-Job Rotation -Vestibule Training
-Coaching -Role Playing
-Job instruction -Lecture Method
-Training through step-by-step -Conference or Discussion
-Committee Assignment -Programmed instruction

34
TRAINING PROCEDURE:

The following training procedure is essential an adoption of the job

instruction training course, which has been proved to have great values. The
important steps in the training procedure are:

1. PRERARING THE INSTRUCTOR:

The instructor must know both the job to be taught and how to teach it.
The job must be divided into logical parts so that each can be taught at a proper
time without the trainee-losing plan. For each part, one should have in mind the
desired technique of instruction, that is, whether a particular point is best taught
by illustration, demonstration or explanation.
A series and committed instruction must:

 Know the job or subject he is attempting to teach.

 Have the aptitude and ability to teach and willingness towards the profession.

 Have a pleasing personality and capacity for leadership.

2. PREPARING THE TRAINEE:

As in interviewing, the first step in training is to attempt to place the

trainee at ease. Most people are somewhat nervous when approaching an
unfamiliar task. Though the instructor may have executed this training
procedure, many times he or she never forgets its newness to the trainee. The
quality of empathy is a mark of the good instructor.

35
 3.GETTING READY TO TEACH:

This stage of the program is class hour teaching involving the following
activities:

 Planning the program

 Preparing the instructor’s outline.

 Don’t try to cover too much material

 Keep the session moving along logically

 Discuss each item in depth

 Repeat, but in different words.

 Take care, the material form standardized texts when it is available.

 When the standardized text is not available, develop the program and
course content based on group consists of employer, skilled employees,
supervisors trade union leaders and other familiar with job requirements.

 Teach about the standard for the trainee like quality, quantity, waste or
scrap ability to work without supervision, knowledge or procedure, safety
rules, human relations etc.

4. PRESENTING THE OPERATION:

There are various alternative ways of presenting the operation viz,

explanation; demonstration etc. an instructor mostly uses these methods of
explanation In addition, one must illustrate various points through the use of
pictures, charts, diagrams and other training aids.
36
 1. TRY OUT THE TRAINEE’S PERFORMANCE:

As a Continuation of the presentation sequence given above, the trainee

should be asked to start the job or operative procedure, Some instructor prefers
that the trainee explain each step before doing it, particularly if the operating
involves any danger. The trainee, through respective practice will acquire more
skill.

2. FOLLOW UP:

The final step in most training procedures is that of the follow-up. When
people are involved in any problem or procedure, it is unwise to assume that
things are always constraint. Follow-up can be adapted to a variable
reinforcement schedule as suggested in the discussion of learning principles,
every training program should have a follow-up; otherwise the training
programs in the future can’t be improved.

37
TRAINING NEEDS ASSESSMENT

At start of every financial year, training needs of employees will be

identified approved by the appropriate authorities based on factors such as
recruitment, transfers, promotions, capacity expansions, etc as follows.
1. Performance apprised, which is carried out annually.

2. Job description forms, which are carried out annually.

3. General recommendations from HOD or section head.

4. Comments of HOD in the earlier training feedback and training impact

assessments evaluation form, if any.

5. Immediate supervisor will assess the probationary evaluation from

following traits will be consider to assess the employee.

 Job knowledge & Performance achievements

 Planning skills

 Organizing skills & Communication skills

 Flexibility or team organization & Documentation

 Leadership qualities & Adoptability

Based on the above, the factories HRD will prepare annual training plan
and send it to corporate HRD. Corporate will prepare a consolidated annual
training and plan for the company and certain the approval based on the annual
training plan. HRD will arrange training plan.

PROCEDURE FOR SPONSORING EMPLOYEES FOR

TRAINING PROGRAMS: 38
  Once a person is individual for external training the respective HOD will
have detailed discussions with the employee in the presence of HR
representative to inform the contents of program its usefulness, and the
desired outcomes from the employees after attending the programmed.

 Once the employees comeback from the training program, again the
respective HOD will-have a discussion with employee in presence of HR
representative, to discuss the above his action plan for implementing the
learnt points.

 The employees shall submit a report along with his action plan within a
fortnight after attending the program.

 The HOD should also ensure that the learned points are disseminated.

 HR representative will follow with HOD, for smooth implementations of

the same, thus ensuring that other colleagues in the department and
organization gains maximum benefit from the training programming.

 Employees sponsor for training programming with the duration of one

day or more shall make a presentation to his colleagues on the learning
points.
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT:

S.NO Area Training Development

Technical skills and Managerial and behavioral

1. Content
knowledge skills and knowledge’s
 Conceptual and general
2. Purpose Specific job – related
knowledge

3. Duration short-term Long-term

Mostly technical and non- Mostly for managerial

4. For whom
managerial personnel personnel

40
FORMAL TRAINING:

COACHING:

The coaching, the trainee is placed under a particular supervisor who acts
as an instructor and teaches job knowledge and skills to the trainee. If he feels
what he wants him to do, how it can be done and follows up while it is being
done corrects errors.

JOB ROTATION:

The transferring of executives from job to job and form department to

department in a systematic manner is called job rotation. When a manager is
posted to a new job as part of such a program, it is not merely an orientation
assignment. He has to assume the full responsibility and perform all kinds of
duties.
UNDER STUDY:

“An understudy is a person who is in training to assume as a future time,

the full responsibility of the position currently held by his superior”. This
method supplies the organization a person with as much competence as a
superior to fill his post, which may fall vacant because of promotion, retirement
or transfer.

MULTIPLE OF MANAGEMENT:

Multiple of management is a system in which permanent advisory

committees of managers study problems of the company and make
recommendations with the higher management. It is also called junior board of
executive system. 41
OFF-THE-JOB METHODS:
Off-the-job techniques are considered important to fill on-the-job
technique limitations.

CASE STUDY:
The cases are prepared on the basis of actual business situations that
happened in various organizations. The trainees are given cases for discussing
and deciding upon the case. Then they are asked to identify the apparent and
hidden problems for which they have to suggest solutions.

INCIDENT METHOD:
It aims to develop the trainee the areas of intellectual ability, practical
judgment and social awareness. Incident is prepared on the basis of actual
situations it’s happened in dialogue organizations.

ROLE PLAYING:
Asking the participant to assume the role of a particular person in the situation
simulates a problem situation. The participant interacts with other participants
assuming different roles. The mental set of the role is described but no dialogue
is provided.

SENSITIVITY TRAINING:
The main objective of the sensitivity training is the “development of
awareness of and sensitivity of behavioral patterns of one self and others”. This
development results in the
I. Increased openness with others
II. Greater concern for others
42
All the above development programs have been implanting in the organization
to reach the goals and objectives irrespective category of the personnel.
SCOPE OF THE STUDY

The Scope of the study is confined to Training and Development of

Supervisors, Technicians and Employees. To know the function of the

organization as a whole and as well to know the policies how are made and

implemented and conveyed to the employees. The study is to know in brief

about the following departments.

 Training and Development Center.

 Human Resource Development Department.

The following departments were approached for survey during the project.

 Production Department.

 Quality Control Department

 Manufacturing Department

43
 LIMITATIONS

The study has confined to ITC limited agri business division – ILTD to
training and development programs. In a view of time constraint the study has
shorter period. Information regarding the outcome of training and development
program would be evaluated on general terms but not on scientific terms.

 The time constraint there to study all the policies of ITC limited agri
business division – ILTD.

 This survey is only meant for academic purpose because total survey is
not possible.

The following reasons have been treated for the study.

 Due to constraint of time, the study was conducted with limited sample
size.

 The accuracy of analysis and conclusions drawn entirely depends upon

the reliability of information provided by employees.

 In the fast moving/ changing employee’s behavior, many new and better
thing may emerge in the near future, which cannot be safe guarded in the
report.

 Due to hesitation some of the respondents are hesitated to give responses

to questionnaire.

Data collected cannot be free from errors because of bias on behalf of the
respondents.

44
 RESEARCH METHODOLOGY

Primary source

Survey method was adopted to collect the data. Survey method is concerned
with describing, recording, analyzing & interpreting existing conditions. The
data is collected from primary and secondary sources. Collection of the data is
primary aspect in the research process. Data, which is collected for the purpose
of research, helps in proper analysis to develop findings, which are helpful to
conduct research effectively. The data source, which is very important in the
collection of data, is both primary and secondary.

Secondary source

Secondary data is one which has been already existed, company profiles,
broachers, records & websites.

Various factors are included in the questionnaire to get necessary

information and enough care was taken into consideration while framing out the
questionnaires.

Sample plan

It includes sample unit, sample size, procedure of sample and the research
instrument.

45
Sample size

It constitutes the number of respondents to the study.

Thus 100 employees are the sample size taken.

Sampling procedure

Simple random sampling.

Research instrument

Personal interviews with the aid of structured questionnaire.

The data used in the project is attained through both Primary and Secondary

research.

The Research Methodologies that have been employed are as

follows:

1. Primary data on the training programmes for Managers Supervisors and

Employees conducted at ITC Limited-Agri Business Division, ILTD,

Chirala and their evaluation was collected through interview and direct

observation at the organization.

2. Secondary data was collected from referring to internet and Journals.

3. The concept of training and development is extracted from various books.

46
 DATA ANALYSIS AND INTERPRETATION
1. What are the methods followed to identify the training and development
needs?
Methods No of respondents %
Interviews 5 5
questionnaire 15 15

Direct observations 20 20

Performance appraisal 60 60

Total 100 100%

Identifying the training needs

15

INTERVIEWS
QUESTIONNAIRE
DIRECT OBSERVATIONS
60 20 PERFORMANCE APPRAISAL

47
INFERENCE:
From the above table it is revealed that performance appraisal and direct
observations are the two commonly used methods in the organization to identify
training and development needs. Among these two methods, performance
appraisal method is used more to identify training and development needs.

2. What is your opinion about the training needs assessment for the
trainees?

Opinion No of respondents %
Strongly agree 70 70
Agree 25 25
No idea 3 3
Disagree 2 2
Total 100 100%

Training Need Assessment for the trainees

80
70
60
50
40
70
30
20
10 25 3 2
0
Strongly agree Agree No idea Disagree

48
INFERENCE:
From the above diagram, it is revealed that 70% of the employees were
strongly agree, 25% of the employees agree to the organization for the
assessment of the training program to the trainees.

3. What is your opinion about the budget allocation for the training &
development programmes?

Opinion No of respondents %
Excellent 70 70
Good 25 25
Adequate 3 3
Poor 2 2
Total 100 100%

Budget Allocation for the Training and Development Program

80 70

60

40
25
3
20 2
0
Excellent
Good
Adequate
Poor

49
INFERENCE:
From the above diagram, it is felt that 70% of the employees felt excellent, 25%
of the employees were felt well and rest of the employees felt satisfied with
allocation of budget for the training and development programs.

1. What according to you are the basic needs of Training &

Development in your organization?

Basic needs No of respondents %

For advancement & 90 90
technology
To produce quality 10 10
products
To decrease wastage 0 0
For improvement of 0 0
employees
Total 100 100%

Basic needs of Training and Development Program

0 0
10

For advancement & technology

To produce quality products
To decrease wastage
90
For improvement of employees

50
INFERENCE:

From the above diagram, it is observed that Advancement and technology

is the one major basic need of training and development in this organization,
i.e., major 90% of the respondents felt this is the basic need of Training and
Development in the organization.

2. What are the skills you find important for your professional
development?

Skills No of respondents %
Presentation skills 10 10
Communication skills 80 80
Negotiation skills 5 5
Technical skills 5 5
Total 100 100%

Important skills for professional development

80
80

60

40

20 10

0 5
5
Presentation skills %
Communication skills
Negotiation skills
Technical skills
INFERENCE:

From the above diagram, it is deserved that communication skills are the
most important skills, which the respondents fell most important for the
professional development.

3. Are you satisfied with the orientation & training program

received by you at the time of joining this organization?

Opinion No of respondents %
Highly satisfied 80 80
Satisfied 10 10
Neutral 8 8
Dissatisfied 2 2
Total 100 100%

Satisfaction levels with orientation and training program

100%
80%
60% 80
40% 10
8
2
20%
0%
INF Highly
Satisfied
satisfied Neutral
Dissatisfied

52
INFERENCE:

Among the total 100 respondents, 80% were very satisfied with the
orientation and training program received by them at the time of joining the
organization. And nobody was very dissatisfied with the orientation and training
program in the organization

7.What are the key areas of training & development that are
provided in the organization at present?

Key areas No of respondents %

Leadership training 50 50
Technical training 40 40
Personal development 5 5
Safety training 5 5
Total 100 100%

Key areas of Training and Development

5
5
50

40

Leadership training
Technical training
Personal development
Safety training
INFERENCE:

Among the total 100 respondents, 50% think Leadership Training and 40%
think Technical training are the most important key areas of Training and
Development in this organization

8.What is your opinion about the internal & external faculty in the training
& development program?

Opinion No of respondents %
Excellent 80 80
Good 10 10
Adequate 8 8
Poor 2 2
Total 100 100%

Internal & External faculty in the Training and Development Program

10
Excellent
Good
Adequate
Poor

80

56
INFERENCE:

From the above diagram, it is observed that 80% of the employees were
responded and felt excellent with the internal and external faculty and remaining
was satisfied with the internal and external training program.

9. How was your interaction with the supervisors during the training
program?

Interaction No of respondents %
Motivate 70 70
Friendly 20 20
Work environment 5 5
Satisfactory 5 5
Total 100 100%

Interaction with Supervisors

80
70
70

60

50

40

30
20
20

10 5 5

0
Motivate Friendly Work environment Satisfactory

57
INFERENCE:

From the above diagram, 70% of the employees responded motivate, 20%
of the employees responded for friendly nature 5% of the employees felt work
environment and remaining were satisfied with the interaction of the personnel
in the organization.
10.Are you satisfied with the training techniques used in the training
program?

Opinion No of respondents %

Yes 90 90

No 10 10

Total 100 100%

Opinion about Training Techniques

10

Yes
No

90

58
INFERENCE:

From the above diagram I felt that 90% of the employees were felt very
good and rest 10% of the employees were unhappy with the training techniques,
which was used by the trainer during training period.

1. How do you feel about your work place?

Opinion No of respondents %
Excellent 80 80
Good 10 10
Fair 10 10
Poor 0 0
Total 100 100%

Opinion about work place

90
80
70
60
50
40 80
30
20
10
10 10
0
Excellent Good Fair Poor
 FINDINGS

From the “A STUDY ON TRAINING AND DEVELOPMENT IN ITC

LIMITED AGRI BUSINESS DIVISION ILTD, CHIRALA” and I hardly find
out the following things, which are got by using several methods and
techniques.

 Above 3/4th of the employees were thorough knowledge on training and

development programs, and remaining have also aware on these
programs.
 The training assessment program must be needed to the employees.

 Most of the employees were expressed excellent budget allocation

amounts for the training & development program.

 Most of the employees are satisfying with the training and development
program in organization.

 Most of the employees satisfied and very limited employees were not
satisfied with the programs to accelerate their skills and knowledge.

 The organization providing the welfare facilities to the personnel

adequately.

 All most of all the employees are satisfying with the internal and external
faculty in the training programs.

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 SUGGESTIONS

 Proper modern training methods should be introduced in the company to

increase the efficiency of the workmen and increase their productivity.

 Incentives should be given to encourage the employees to work more and

more efficiently.

 Proper budget allocation should be done for training and development.

Especially development programs have to be effectively planned to avert

any future problems.

 Training regarding the safety measures to be taken in the company by the

workmen and supervisors has to be properly planned and given to them.

The workmen should be seen to that they follow the safety measures

thereby mentioned.

 On the job training should be provided to technicians and workmen by

the trainers in the plant so that they can understand the process properly

(practical sessions).

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\
 CONCLUSION

Every organization needs to have trained and experienced people to

perform the activities that have to be done. In rapid changing society, employee
training and development is not only an activity but also an activity that an
organization must commit resources to if it is to maintain a viable and
knowledgeable work force.

Training is the act of increasing the knowledgeable and skill of an

employee for doing a particular job. It is concerned with imparting specific
skills for particular purpose. When we teach a person how to assemble two
objects and tighten a net, we are training him to do specific job.

Training is a process of learning a sequence of programmed behaviorist

is applicable of knowledge it gives people an awareness of rules and procedures
to guide their behavior.
Evaluation of training process would help in measuring the effectiveness
of training and would help in measuring the effectiveness of the training and
would further help in improving the training methodologies.

The study of T&D is very important in present highly competitive

world. To maintain effectively in internal and external environment of the
organization T&D is very important.

In our short research in ITC Limited-Agri Business Division, ILTD,

Chirala we confine our study to the training and development for skilled,
unskilled and semi skilled.
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