Training procedure in Britannia

ACKNOWLEDGEMENT

Gratitude is the hardest of emotion to express and often does not find adequate ways to convey the entire one feels. Project making is the one of the important part of MBA course, which has helped me to learn a lot of experiences which will be beneficial in my succeeding career.For this with an ineffable sense of gratitude I take this opportunity to express my deep sense of indebtedness to Respected Ms. Taruna Bhasin, Lecturer of Amrapali Institute of Management & Technology who has provided me an opportunity to learn the corporate culture during my MBA course. At the same time I want to thanks all my faculty members.

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DECLARATION

I, Rahul Bisht, Student of IInd Semester (MBA) Amrapali Institute declare that the project on Training and Development Programme in Britannia Industries pvt. Ltd. is the result of my own efforts and it is based on data collected and guidance given to me.

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INTRODUCTION
BRITANNIA INDUSTRIES PVT. LTD. The story of one of India's favourite brands reads almost like a fairy tale. Once upon a time, in 1892 to be precise, a biscuit company was started in a nondescript house in Calcutta (now Kolkata) with an initial investment of Rs. 295. The company we all know as Britannia today. The beginnings might have been humble-the dreams were anything but. By 1910, with the advent of electricity, Britannia mechanized its operations, and in 1921, it became the first company east of the Suez Canal to use imported gas ovens. Britannia's business was flourishing. But, more importantly, Britannia was acquiring a reputation for quality and value. As a result, during the tragic World War II, the Government reposed its trust in Britannia by contracting it to supply large quantities of "servicebiscuits" to the armed forces.As time moved on, the biscuit market continued to grow and Britannia grew along with it. In 1975, the Britannia Biscuit Company took over the distribution of biscuits from Parry's who till now distributed Britannia biscuits in India. In the subsequent public issue of 1978, Indian shareholding crossed 60%, firmly establishing the Indianness of the firm. The following year, Britannia Biscuit Company was re-christened Britannia Industries Limited (BIL). Four years later in 1983, it crossed the Rs. 100 crores revenue mark. On the operations front, the company was making equally dynamic strides. In 1992, it celebrated its Platinum Jubilee. In 1997, the company unveiled its new corporate identity - "Eat Healthy, Think Better" - and made its first foray into the dairy products market. In 1999, the "Britannia Khao, World Cup Jao" promotion further fortified the affinity consumers had with 'Brand Britannia'. Britannia strode into the 21st Century as one of India's biggest brands and the pre-eminent food brand of the country. It was equally recognized for its innovative approach to products and marketing: the Lagaan Match was voted India's most successful promotional activity of the year 2001 while the delicious Britannia 50-50 Maska-Chaska became India's most successful product launch. In 2002, Britannia's New Business Division formed a joint venture with Fonterra, the world's second largest Dairy Company, and Britannia New Zealand Foods Pvt. Ltd. was born. In recognition its vision and accelerating graph, Forbes Global rated Britannia 'One amongst the Top 200 Small Companies of the World', and The Economic Times pegged Britannia India's 2nd Most Trusted Brand. Today, more than a century after those tentative first steps, Britannia's fairy tale is not only going strong but blazing

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new standards, and that miniscule initial investment has grown by leaps and bounds to crores of rupees in wealth for Britannia's shareholders. The company's offerings are spread across the spectrum with products ranging from the healthy and economical Tiger biscuits to the more lifestyle-oriented Milkman Cheese. Having succeeded in garnering the trust of almost one-third of India's one billion population and a strong management at the helm means Britannia will continue to dream big on its path of innovation and quality. And millions of consumers will savour the results, happily ever after. Britannia in fact is an older company originally incorporated as Britannia Biscuit Company Ltd. in Kolkatta in 1918. Subsequently they moved to Mumbai during early seventies and finally shifted their headquarters to Bangalore. Currently Britannias controlling stake is jointly help by Group Danone & Nusli Wadia of Bombay Dyeing. About 83% of the company business is biscuits. Bread constitutes only about 5% of their business and Cake and Rusk about 2%. Britannia as all of us can recollect had a stated Mission to make every third Indian a Britannia Consumer.

The different Biscuits which are manufactured by Britannia are: 50-50, Jim Jam, Bourbon, Good Day, Greetings, Little Hearts, Marie Gold, Milk Bikis, Nice Time, Tiger, Time Pass and Treat. The Bread which is manufactured by Britannia is Premium Bake White Sandwich Bread. The Rusk which is manufactured by Britannia is Premium Rusk . Bake Cake and

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Britannia Industries Ltd., constantly on its toes to improve its bottom-line, is working out a product strategy. The company is bullish about the on-the-go segment and is planning to roll out smaller packs under its major sub-brands. It would be gradually expanding its ticki-packs (packs of 2 or 4 biscuits) concepts across its product range. The market today is heterogeneous, hence we need to adopt a segmented approach to reach out to customer, said Ms. Vinita Bali, CEO. Speaking about the onthe-go segment, Mr. Neeraj Chandra , Marketing Head said It is priced in Rs. 1 to 5 range. Britannia hopes to bring our key brand under this packaging. Britannia is lot more than just biscuits. Its other segments: Bread, cakes, rusks and dairy are doing equally well

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The Management Team:

Name
Mr. Nusli Neville Wadia Ms. Vinita Bali Mr. Neeraj Chandra Mr. P. Shyam Sunder Mr. Rajesh Kumar Lal Mr. Raju Thomas Mr. Alagu Balaraman Mr. Atul Sinha

Designation
Chairman Managing Director VP & Chief Operating Officer VP & Head of Quality VP & Chief Technology Officer Chief Financial Officer VP- Human Resource & Process Architect VP- New Business Development

The new logo was born is the core essence of Britannia- healthy, nutritious, optimistic and combining it with a delightful product range to offer variety and choice to consumers.

Then came another logo that is being used now-a-days:

Britannia is a first industry awarded with Certification of ISO-22000.

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Milestones:
1892 The Genesis - Britannia established with an investment of Rs. 295 in Kolkata. 1910 Advent of electricity sees operations mechanized. 1921 Imported machinery introduced; Britannia becomes the first company East of the Suez to use gas ovens. 1939-44 Sales rise exponentially to Rs.16, 27,202 in 1939. During 1944 sales ramp up by more than eight times to reach Rs.1.36 crore. 1975 Britannia Biscuit Company takes over biscuit distribution from Parry's. 1978 Public issue - Indian shareholding crosses 60%. 1979 Re- christened Britannia Industries Ltd. (BIL). 1983 Sales cross Rs.100 crore. 1989 The Executive Office relocated to Bangalore. 1992 BIL celebrates its Platinum Jubilee.

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1993 Wadia Group acquires stake in ABIL, UK and becomes an equal partner with Group Danone in BIL. 1994 Volumes cross 1,00,000 tons of biscuits. 1997 Re- birth - new corporate identity 'Eat Healthy, Think Better' leads to new mission: 'Make every third Indian a Britannia consumer'. BIL enters the dairy products market. 1999 "Britannia Khao World Cup Jao" - a major success! Profit up by 37%. 2000 Forbes Global Ranking - Britannia among Top 300 small companies. 2001 BIL ranked one of India's biggest brands. No.1 food brand of the country. Britannia Lagaan Match: India's most successful promotional activity of the year. Maska Chaska: India's most successful FMCG launch. 2002 BIL launches joint venture with Fonterra, the world's second largest dairy company. Britannia New Zealand Foods Pvt. Ltd. is born. Rated as 'One amongst the Top 200 Small Companies of the World' by Forbes Global. Economic Times ranks BIL India's 2nd Most Trusted Brand. Pure Magic -Winner of the Worldstar, Asiastar and Indiastar award for packaging. 2003 'Treat Duet'- most successful launch of the year. Britannia Khao World Cup Jao rocks the consumer lives yet again.

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2004 Britannia accorded the status of being a 'Superbrand'. Volumes cross 3, 00,000 tons of biscuits. Good Day adds a new variant - Choconut - in its range. 2005 Re- birth of Tiger - 'Swasth Khao, Tiger Ban Jao' becomes the popular chant! Britannia launched 'Greetings' range of premium assorted gift packs. The launch of yet another exciting snacking option - Britannia 5050 Pepper Chakkar. 2007 Britannia industries formed a joint venture with the Khimji Ramdas Group and acquired a 70 percent beneficial state in the Dubai-based Strategic Foods International Co. LLC and 65.4% in the Oman-based Al Sallan Food Industries Co. SAOG. Britannia ranks No. 1 Brand in the Metros across all categories. Britannia rated as the No. 1 MOST TRUSTED FOOD BRAND in a survey conducted by AC Nielsen ORG0-Marg and published in Economics Times. 2008 Britannia launched Iron fortified 'Tiger Banana' biscuits, 'Good Day Classic Cookies', Low Fat Dahi and renovated 'MarieGold'.

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TRAINING & DEVELOPMENT

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops. Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions,one such important division is training and development. TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The Modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results

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Training procedure in Britannia TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of skills,concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.Training is activity leading to skilled behavior. Its not what you want in life, but it knows how to reach it. Its not where you want to go, but it knows how to get there. Its not how high you want to rise, but it knows how to take off. It may not be quite the outcome you were aiming for, but it will be an outcome. Its not what you dream of doing, but its having the knowledge to do it. It's not a set of goals, but its more like a vision. Its not the goal you set, but its what you need to achieve it. Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of through professional development. knowledge, skills, and abilities (KSA)

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IMPORTANCE OF TRAINING AND DEVELOPMENT

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical andbehavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

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Healthy work-environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies. Training and Development helps in developing leadership skills , motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

PROCESS OF TRAINING
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These steps are included in training and development programs as below: 1. Identification of training needs and priorities. 2. Organization all analysis. 3. Man Analysis. 4. Statement of training needs. 5. Establishment of training goals and selection of trainees. 6. Selection and training of training personnel. 7. Application of selected training techniques. 8. Evaluation of training Programme.

TRAINING PROCESS AT BRITANNIA

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INDUSTRIES PVT. LTD.

QUALITY & POLICY SAFETY
All ingredients used at J. B. Mangharam will always meet specified quality

standards and applicable legal statutory requirements.

Factory shall maintain high standards of hygiene which ensure that our

products are healthy and safe for consumption.

Our manufacturing processes always ensure delivery of products consistent

with product and pack specifications which are free from contamination. We will fulfill these objectives through: Investing in appropriate technology and equipping factory adequately. Deploying processes which enable consistent delivery of quality. products to our customers. Continuous training to employees to enhance quality and food safety.

TRAINING PROGRAMMES
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Training need is defines as a gap, which exists between the required and actual standards of performance in a task that can be bridged by training. With the help of training and development programs organization has improves its productivity & efficiency level to an utmost position. Training is required for several purposes. Accordingly, training programmes that are organized in J. B. Mangharam Foods Pvt. Ltd. are as follows: 1. Orientation Training: Induction or orientation training seeks to adjust newly appointed employees to the work environment. It is brief and informative. 2. Job Training: Employees may be taught the correct method of handling equipments and machines used in a job. 3. Safety Training: Training provided to minimize accidents and damage to machinery. It involves instruction in the use of safety devices. 4. Promotional Training: It involves training of existing employees to enable them to perform higher level jobs. 5. Refresher Training: Employees to be trained in the use of new methods and techniques. This training is designed to revive and refresh the knowledge and to update the skills of the existing employees.

TRAINING PROCEDURE IN BRITANNIA

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IDENTIFYING TRAINING NEEDS

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All training activities must be related to the organization and the individual employees. The effectiveness of training programme can be judged only with the help of training needs identified in advance. In order to identify training needs the gap between the existing and required levels of knowledge, skills, performance and aptitude should be specified. The problem areas that can be resolved through training should also be identified.

Training needs can be identified through the following types of analysis:

Analysis of Objectives long term and short term objectives. Resource Utilization Analysis in meeting the operational targets. Task or Role Analysis skills and aptitude required. to identify job contents, the knowledge,

Manpower Analysis In this, the persons to be trained and the changes requires in the knowledge, skills and aptitude of an employee are determined.

TRAINING CALENDAR
Training Calendar consist of decision about the subjects on which training has to be
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given according to the need and about the Man Days, i.e., time period of training then total man-days in how many months. (Duty of 8 hours = 1 Man-Day). Subjects of training at J. B. Mangharam Foods Pvt. Ltd. are: Food Safety Policy and Objectives General awareness of HACCP & HACCP Plan Personnel Hygiene General Safety Format Filling Monitoring of CCP and Zero FBC Operational PRP Pest Control Participates Cleaning & Sanitation General PRP Glass and Brittle Plastic Food Safety management ISO 22000, key elements & requirements Positive attitude and Food Safety Fire Fighting Art of Timing Food Safety

TRAINING NOTIFICATION

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Notification of training is given to nominated employees by the personnel manager. Notification consists of information regarding Training, Time and Place. Information regarding training means which type of training will have to be given to trainees, i.e., on-the-job training and decision about the trainers i.e. internal or external training on which subject. After this, an appropriate training programme can be designed and conducted.

BRITANNIA INDUSTRIES PVT. LTD. TRAINING NOTIFICATION

To, __________________________________ __________________________________ This is to inform you that you have been nominated for the following training programmes. The description of the training programme is as follows: Subject: Date & Time: Place: Please show the importance of training programme to the Personnel Manager by attending this programme. Personnel Manager Date

BRITANNIA INDUSTRIES PVT. LTD. TRAINING FEEDBACK FORM

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1.WorkersName:__________________________________________ 2.CodeNo.:_______________________________________________ 3.Training in which participated: _____________________________ 4.Place:__________________________________________________ 5.Date:________________________________________

Date: _______________

FINDINGS

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During the research study conducted among the employees of Britannia Industries Pvt. Ltd. by the help of my Observations n Interactions held with them, my findings are: Training is the most important part of any organization and no person can think of the development without it. By training the attitudinal change in the employee leads to the positive thinking, a sense of devotion to organizational and also by the help of technical and behavioral training the person in the organization can be aware of the latest developments and how to come up with the best output with minimum investement and minimum labor waste. This leads to the increase in the profit of the organization. This view is of the managerial and staff level employee. The Britannia Industriess manager feels that the training needs of the employees are fulfilled and they are holding on time while individual workers have different opinion about it. According to them the trainees need identification is not done on time and mostly it is late. So it is not so effective.

SUGGESTIONS

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1. Suggestion scheme may be opened for staff and technicians. The main advantage is that would help convince the employees that the organization Listen to them and they are the part of organization. 2. Training should aim at improving the skills of the employees and so that training should be practically given by imparti9ng it on the job. 3. Suggestion and experience from other business houses & people from related field should also be taken & in calculated if used. 4. New development programs should be used. 5. External and internal training programs should be connected with each other.

CONCLUSION

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Top management feels that training is the essential part of the organization, since it is the key for the attitudinal change and the behavioral and their work in the employees. It should be imparted at least one to every employee. Both managers and workers feel that the training should be imparted by both external and internal faculty. Technical and behavioral training, both are important for the development of the organization. Training and development programs are increasing the output of organization.

BIBLIOGRAPHY

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BOOK REFERENCE:
Personnel Management Human Resource Management by C. B Mamoria by C. B. Gupta

INTERNET REFERENCE:
www.google.com www.naukrihub.com www.smartmanager.com

TABLE OF CONTENTS

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INTRODUCTION The Management Team Milestones DEVELOPMENT TRAINING & DEVELOPMENT IMPORTANCE OF TRAINING AND PROCESS OF TRAINING

TRAINING PROCESS AT BRITANNIA INDUSTRIES PVT. LTD. BRITANNIA

TRAINING PROGRAMMES TRANING PROCEDURE IN IDENTIFYING TRAINING NEEDS TRAINING CALENDAR TRAINING NOTIFICATION

BRITANNIA INDUSTRIES PVT. LTD. TRAINING FEEDBACK FORM FINDINGS SUGGESTIONS CONCLUSION BIBLIOGRAPHY

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A PROJECT REPORT ON TRAINING PROCEDURE IN BRITANNIA INDUSTRIES PVT LTD

FOR THE PARTIAL FULFILLMENT OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION

SUBMITTED TO:
MS. TARUNA BHASIN LECTURER MGMT. DEPT

SUBMITTED BY:
RAHUL BISHT MBA I (B)

AMRAPALI INSTITUTE OF MANAGEMENT AND COMPUTER APPLICATION

Shiksha Nagar, Lamachaur, Haldwani (Affiliated to Uttarakhand Technical University) Dehradun

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