Professional Documents
Culture Documents
It is concerned with the structure and delivery of acquisition of knowledge to improve the
efficiency and effectiveness of organization. It is concerned with improving the existing skills
and exploring the potential skills of the individual i.e. upgrading the employees’ skills and
extending their knowledge. Therefore, training is a key to optimizing utilization human
intellectual technological and entrepreneurial skills
• Developing the employee’s capabilities so that they may be able to discover their potential
and exploit them to full their own and organizational development purpose.
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Development defined
It helps the individual handle future responsibilities, with less emphasis on present job duties.
Introduction of training
Any training and development programme must contain inputs which enable the participants
to gain skills, learn theoretical concepts and help acquire vision to look into the distant future.
Skills: Training is imparting skills to employees. A worker needs skills to operate machines,
and use other equipments with least damage and scrap. This is a basic skill without which the
operator will not be able to function. Employees, particularly supervisors and executives, need
interpersonal skills.
Education: The purpose of education is to teach theoretical concepts and develop a sense of
reasoning and judgment.
Ethics: There is need for imparting greater ethical orientation to a training and development
programme. Ethical attitude help managements make better decisions which are in the
interests of the public, the employees and in the long term-the company itself.
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Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others.
Attitude affects motivation, satisfaction and job commitment. Negative attitude need to be
converting into positive attitude. Attitude must be changed so that employees feel committed
to the organization, are motivated for better performance, and derive satisfaction from their
jobs and the work environment.
Decision making and problem solving skills: It focus on methods and techniques for
making organization decision-making and solving work related problems.
The principal objective of training and development division is to make sure the availability
of a skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.
Individual objectives – help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives – assist the organization with its primary objective by bringing
individual effectiveness.
Societal Objectives – ensure that an organization is ethically and socially responsible to the
needs and challenges of the society.
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• 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.
• Quality – Training and Development helps in improving upon the quality of work and
work-life.
• 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.
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• 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.
MODELS OF TRAINING
Training is a sub-system of the organization because the departments such as, marketing &
sales, HR, production, finance, etc depends on training for its survival. Training is a
transforming process that requires some input and in turn it produces output in the form of
knowledge, skills, and attitudes.
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1. System Model
3. Transitional model
The system model consists of five phases and should be repeated on a regular basis to make
further improvements. The training should achieve the purpose of helping employee to
perform their work to required standards. The steps involved in System Model of training are
as follows:
1. ANALYZE and identify the training needs i.e. to analyze the department, job, employees
requirement, who needs training, what do they need to learn, estimating training cost, etc The
next step is to develop a performance measure on the basis of which actual performance
would be evaluated.
2. DESIGN and provide training to meet identified needs. This step requires developing
objectives of training, identifying the learning steps, sequencing and structuring the contents
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3. DEVELOP- This phase requires listing the activities in the training program that will
assist the participants to learn, selecting delivery method, examining the training material,
validating information to be imparted to make sure it accomplishes all the goals &
objectives.
4. IMPLEMENTING is the hardest part of the system because one wrong step can lead
to the failure of whole training program.
5. EVALUATING each phase so as to make sure it has achieved its aim in terms of
subsequent work performance. Making necessary amendments to any of the previous
stage in order to remedy or improve failure practices
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TRANSITIONAL MODEL
Transitional model focuses on the organization as a whole. The outer loop describes the
vision, mission and values of the organization on the basis of which training model i.e.
inner loop is executed.
VISION – focuses on the milestones that the organization would like to achieve after the
defined point of time. A vision statement tells that where the organization sees itself few
years down the line. A vision may include setting a role mode, or bringing some internal
transformation, or may be promising to meet some other deadlines.
MISSION – explain the reason of organizational existence. It identifies the position in the
community. The reason of developing a mission statement is to motivate, inspire, and
inform the employees regarding the organization.The mission statement tells about the
identity that how the organization would like to be viewed by the customers, employees,
and all other stakeholders.
VALUES – is the translation of vision and mission into communicable ideals. It reflects
the deeply held values of the organization and is independent of current industry
environment. For example, values may include social responsibility, excellent customer
service, etc
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The mission, vision, and values precede the objective in the inner loop. This model
considers the organization as a whole. The objective is formulated keeping these three
things in mind and then the training model is further implemented
Instructional System Development model was made to answer the training problems. This
model is widely used now-a-days in the organization because it is concerned with the
training need on the job performance. Training objectives are defined on the basis of job
responsibilities and job description and on the basis of the defined objectives individual
progress is measured. This model also helps in determining and developing the favorable
strategies, sequencing the content, and delivering media for the types of training
objectives to be achieved. The Instructional System Development model comprises of five
stages:
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1. ANALYSIS – This phase consist of training need assessment, job analysis, and target
audience analysis.
2. PLANNING – This phase consist of setting goal of the learning outcome, instructional
objectives that measures behavior of a participant after the training, types of training
material, media selection, methods of evaluating the trainee, trainer and the training
program, strategies to impart knowledge i.e. selection of content, sequencing of content,
etc
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5. EVALUATION – The purpose of this phase is to make sure that the training program
has achieved its aim in terms of subsequent work performance. This phase consists of
identifying strengths and weaknesses and making necessary amendments to any of the
previous stage in order to remedy or improve failure practices.
The ISD model is a continuous process that lasts throughout the training program. It also
highlights that feedback is an important phase throughout the entire training program. In
this model, the output of one phase is an input to the next phase.
PROCESS OF TRAINING
TRAINING
PROCESS
TRAINING TRAINING
EVALUATION IMPLEMENTAT
ION
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An analysis of training need is an essential requirement to the design of effective training. The
purpose of training need analysis is to determine whether there is a gap between what is
required for effective performance and present level of performance.
• Organizational level
• Individual level
• Operational level
Corporate need and training need are interdependent because the organization performance
ultimately depends on the performance of its individual employee and its subgroup.
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Individual level – Training need analysis at individual level focuses on each and every
individual in the organization. At this level, the organization checks whether an employee is
performing at desired level or the performance is below expectation. If the difference between
the expected performance and actual performance comes out to be positive, then certainly
there is a need of training. However, individual competence can also be linked to individual
need. The methods that are used to analyze the individual need are:
• Peer appraisal
• Competency assessments
• Subordinate appraisal
• Client feedback
• Customer feedback
• Self-assessment or self-appraisal
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Operational level – Training Need analysis at operational level focuses on the work that is
being assigned to the employees. The job analyst gathers the information on whether the job
is clearly understood by an employee or not. He gathers this information through technical
interview, observation, psychological test; questionnaires asking the closed ended as well as
open ended questions, etc. Today, jobs are dynamic and keep changing over the time.
Employees need to prepare for these changes. The job analyst also gathers information on the
tasks needs to be done plus the tasks that will be required in the future. Based on the
information collected, training Need analysis (TNA) is done.
Training programs are designed to achieve specific goals that meet felt needs. There are many
benefits of need assessment:
TRAINING-DESIGN
The design of the training program can be undertaken only when a clear training objective
has been produced. The training objective clears what goal has to be achieved by the end of
training program i.e. what the trainees are expected to be able to do at the end of their
training. Training objectives assist trainers to design the training program.
The trainer – Before starting a training program, a trainer analyzes his technical,
interpersonal, judgmental skills in order to deliver quality content to trainers.
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The trainees – A good training design requires close scrutiny of the trainees and their
profiles. Age, experience, needs and expectations of the trainees are some of the important
factors that affect training design.
Training climate – A good training climate comprises of ambience, tone, feelings, positive
perception for training program, etc. Therefore, when the climate is favorable nothing goes
wrong but when the climate is unfavorable, almost everything goes wrong.
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TRAINING-DESIGN
Trainees’ learning style – the learning style, age, experience, educational background of
trainees must be kept in mind in order to get the right pitch to the design of the program.
Training strategies – Once the training objective has been identified, the trainer translates
it into specific training areas and modules. The trainer prepares the priority list of about what
must be included, what could be included.
Training topics – After formulating a strategy, trainer decides upon the content to be
delivered. Trainers break the content into headings, topics, ad modules. These topics and
modules are then classified into information, knowledge, skills, and attitudes.
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• Dependent relationship
Training tactics – Once the objectives and the strategy of the training program becomes
clear, trainer comes in the position to select most appropriate tactics or methods or techniques.
The method selection depends on the following factors:
• Trainees’ background
• Time allocated
Support facilities – IT can be segregated into printed and audio visual. The various
requirements in a training program are white boards, flip charts, markers, etc.
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Constraints – The various constraints that lay in the trainers mind are:
• Time
• Budget
TRAINING IMPLEMENTATION
To put training program into effect according to definite plan or procedure is called training
implementation. Training implementation is the hardest part of the system because one wrong
step can lead to the failure of whole training program. Even the best training program will fail
due to one wrong action. Training implementation can be segregated into:
Once the staff, course, content, equipments, topics are ready, the training is implemented.
Completing training design does not mean that the work is done because implementation
phase requires continual adjusting, redesigning, and refining. Preparation is the most
important factor to taste the success. Therefore, following are the factors that are kept in mind
while implementing training program:
The trainer – The trainer need to be prepared mentally before the delivery of content.
Trainer prepares materials and activities well in advance. The trainer also set grounds before
meeting with participants by making sure that he is comfortable with course content and is
flexible in his approach.
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Physical set-up – Good physical set up is pre-requisite for effective and successful training
program because it makes the first impression on participants. Classrooms should not be very
small or big but as nearly square as possible. This will bring people together both physically
and psychologically. Also, right amount of space should be allocated to every participant.
Establishing rapport with participants – There are various ways by which a trainer can
establish good rapport with trainees by:
• Pairing up the learners and have them familiarized with one another
Reviewing the agenda – At the beginning of the training program it is very important to
review the program objective. The trainer must tell the participants the goal of the program,
what is expected out of trainers to do at the end of the program, and how the program will run.
The following information needs to be included:
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• Schedule
• Housekeeping arrangements
TRAINING EVALUATION
The process of examining a training program is called training evaluation. Training evaluation
checks whether training has had the desired effect. Training evaluation ensures that whether
candidates are able to implement their learning in their respective workplaces, or to the
regular work routines.
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Feedback: It helps in giving feedback to the candidates by defining the objectives and linking
it to learning outcomes.
Control: It helps in controlling the training program because if the training is not effective,
then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee) uses the
evaluative data to manipulate it for their own benefits.
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Intervention: It helps in determining that whether the actual outcomes are aligned with the
expected outcomes.
Functions of evaluation:
Training need should be identified and reviewed concurrently with the business and
personal development plan process.
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Training cost can be significant in any business. Most organizations are prepared to incur
these cost because they expect that their business to benefit from employees development and
progress. Whether business has benefited can be assessed by evaluation training.
There are basically four parties involved in evaluating the result of any training. Trainer,
Trainee, Training and Development department and Line Manager.
• The Trainee wants to confirm that the course has met personal expectations and satisfied any
learning objectives set by the T & D department at the beginning of the programme.
• The Trainer concern is to ensure that the training that has been provided is effective or not.
• Training and Development want to know whether the course has made the best use of the
resources available.
• The Line manager will be seeking reassurance that the time hat trainee has spent in attending
training results in to value and how deficiency in knowledge and skill redressed.
The problem for many organizations is not so much why training should be evaluated but
how. Most of the organizations overlook evaluation because financial benefits are difficult to
describe in concrete terms.
The process of evaluation is central to its effectiveness and helps to ensure that:
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Before Training: The learner’s skills and knowledge are assessed before the training
program. During the start of training, candidates generally perceive it as a waste of resources
because at most of the times candidates are unaware of the objectives and learning outcomes
of the program. Once aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning style
During Training: It is the phase at which instruction is started. This phase usually consist
of short tests at regular intervals.
After Training: It is the phase when learner’s skills and knowledge are assessed again to
measure the effectiveness of the training. This phase is designed to determine whether
training has had the desired effect at individual department and organizational levels. There
are various evaluation techniques for this phase.
Techniques of evaluation
• Observation
• Questionnaire
• Interview
• Self diaries
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Donald Kirkpatrick developed four level models to assess training effectiveness. According to
him evaluation always begins with level first and should move through other levels in
sequence.
• Reaction Level: The purpose is to measure the individual reaction to the training activity.
The benefit of Reaction level evaluation is to improve Training and Development activity
efficiency and effectiveness.
• Learning Level: The basic purpose is to measure the learning transfer achieved by the
training and development activity. Another purpose is to determine to what extent the
individual increased their knowledge, skills and changed their attitudes by applying
quantitative or qualitative assessment methods
• Behavior Level: The basic purpose is to measure changes in behavior of the individual as
a result of the training and development activity and how well the enhancement of
knowledge, skill, attitudes has prepared than for their role.
• Result Level: The purpose is to measure the contribution of training and development to
the achievement of the business/operational goals.
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INDUSTRY PROFILE
TOBACCO IN INDIA:
India is the third largest tobacco producer in the world in the world and
a significant player in the global market ranking and occupying position ninth in the
export. Tobacco is grown in India for every 400 Hectors. Cigarette tobacco has been
TYPES OF TOBACCO:
1. Flue Curved Tobacco
3. Bidi Tobacco
4. Cigarette Tobacco
5. Burley Tobacco
6. Cheroot Tobacco
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Over 550 million Kg of tobacco is grown annually, with flue curved Virginia (FCV)
of FCV crop is exported, making India . The fourth largest grower and exported of
FCV tobacco in the world. Light soil burley and air- curved tobaccos are also
exported.
4, 00,000 hectors of land is under tobacco cultivation. Nearly 6 million people are
Excise collections from the tobacco industry are about $1.2 billion annually with
cigarette tobacco’s accounting for nearly 90%of the revenge generated. Andhra
Pradesh and Karnataka in the southern part of India are main cigarette tobacco
growers.
India has the climate, soil and skills to produce a quality tobacco that is preferred
internationally. Guntur in A.P is the tobacco of the country there cigarette tobacco
growing, auctioning and trading began. The near by port of CHENNAU handles
Strong entry barriers of brand equity and distribution network characterize the
TV and video adverstiment are restricted in India. Some stats have banned
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countries, it has more or less reached a level of stagnation and even experience
duty likes and subsequent price increase had led to a slowdown. Besides
restrictions on smoking are public places ban on sales in railway stations has an
adverse impact on retail cigarette off take. Another area of concern for the
cigarette industry has been the free availability of smuggled brands in the country.
Cigarettes come under the category of fast moving consumer goods. As such
strong brand names and aggressive marketing assume importance. The industry
In India tobacco crop is grown over an area of 4,00,000 hectors, which is hardly
0.3% of the total cropped are India is the third largest producer with production
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2/3rd of Indian tobacco is used in non-cigarette a product of the left over 1/3, half
is exported. Tobacco contributes over Rs.25, 000 million by way of excise revenue
Among various types Virginia Flue curved is the most important. Tobacco yield in
India at around 1,486 Kg per hectares. Cigarette industry is broadly classified into
filter and non-filter and further sub classified based on the length.
The campaign against smoking is mainly directed against cigarettes. The bidi and
chewing product manufactures who primarily fall into the unorganized and small-
Bidi account for about 53%(by weight), chewing of non-smoking products account
for 27% cigarettes as an industry account for around 20% of the tobacco
1997-1998 mainly because of incentive in the form of lower excise duty but a
present cigarette companies are forced to operate under adverse factors both
For the Govt. the cigarette segment accounts for nearly 90% of the total excise
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The growth of the industry largely depends on the excise policies of the govt. price
About 1/3 of the world cigarettes amounting to Rs.1,80,000 million are currently
being smuggled India, like many other developing countries, has become a
cigarette smuggler’s paradise out of 97 billion cigarette sticks sold in India. Each
year about 5 billion are smuggled in leading to a loss of about Rs.20, 000 million
in revenue. Out of every 100 packages of smuggled cigarettes sold in the country,
70 to 80 packages are Marlboro lights produced by US based Philip Morris the top
The tobacco companies will be required to indicate nicotine and tar content in
each cigarette in cigar. This information will need to be published on each packet
in the English & Indian languages. All violations will lead to confiscation of goods.
tobacco pipe tobacco, hukka tobacco, chewing tobacco, panmasala, gutka, or any
India has one of the highest rates of taxation among countries improving a
specific tax on cigarettes. Infect, about 605 of the price of cigarette in India
represents excise cigarette contribute nearly 10% of the total excise to the
exchequer. The industry contribution over Rs. 60 billion a years as excise duty.
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Raising taxes on cigarettes, exports say, will drive people into other form of
tobacco use, particularly bidis, which are even more of a health hazard than
The advertising standards council of India (ASCI) has adopted a code, which
2. Suggest that the use of tobacco products would lead to extra ordinary
4. Imply any link between tobacco use and manliness female emancipation.
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MAJOR PLAYERS:
ITC is the market leader in the country. It has a market share of 67% in
volume terms and the largest distribution networks in the country sale of cigarettes
by ITC feel by 2.37% during 1999-2000 to 77.15 billion sticks from 67.5 billion sticks
in 1998-1999 total revenue increased by 6.18% to Rs.69, 400 from Rest. 65,360
joint venture with global cigarette major Phillip marries. Gpi’s leading brands include
cigarettes. The companies major brands are Chaminar, Charms and Gold
Experts say that the tax on cigarettes should be linked to tar and
either encourage smokers to mover to filter cigarettes or to tie the tax rate to
tar and nicotine context. Tax rate to tar and nicotine content.
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RESEARCH DESIGN
This study is mostly exploratory in nature and it aims at discovering general problems in
functions of management and variables released with it.In this part, an attempt has been
made to explain the research design, the procedure of sample selection,methodology used in
data collection,analysis,presentation.
Increase India’s market share in the international tobacco market and project
Ensure a crop size of required varieties and qualities, which would meet
To play a proactive role in balancing the crop size in relation to supply and
demand situation.
Explore cheaper and effective financing options and strengths cost control
measures.
division.
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continuous and appropriate investments (time, effort & money) in human resource
for competence enhancement with a view to making them effective and comtempary
and thus help achieve the division’s objective in an increasingly competitive cigarette
tobacco market.
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Due to lack of time the study could not cover the entire employees.
The survey may not reflect the opinion of the entire employees.
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The data pertaining to the opinions and feedback of the employees has
been obtained from the primary source. The information about profile-integrated
plan etc, have been obtained from secondary sources. An exhaustive study has been
SOURCES:
Primary Data:
employees, by questionnaires.
Secondary data:
Internet
Sample size:
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1. Percentages
2. Pie charts
COMPANY PROFILE
August 1910 by name “Imperial Tobacco Company of India Ltd.”. Later the company
Company. In the year 1970 it changed its name to “India Tobacco Company (ITC)”
billion.
the world’s best big companies by Forbes Magazine, Itc ranks 3rd on all major profit
parameters among India’s private sector corporations. Itc has a diversified presence
and specialty papers, packaging, agri businesses, packaged foods and confectionery,
branded apparel, greeting cards and other FMCG products. While ITC is an
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cards.
source of this inspiration “a commitment beyond the market”. In his own words: “ITC
belives that its aspiration to create enduring value for the nation provides the motive
force to sustain growing share holder value. Itc practices this philosophy by not only
of which it is a part”.
ITC’s diversified status originates from its corporate strategy aimed at creating
multiple drives of growth anchored on its time- tested core competencies: and
chain management and acknowledged service services in hoteliering. Over time, the
strategic forays into new business are expected to garner a significant share of these
ITC is one of the countries biggest foreign exchange earns (US $ 2 billion last
power of the internet. This transformation strategy, which has already become the
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ITC’s production facilities and hotels have won numerous national and
management systems. ITC was the first company in India to be rated for corporate
second highest rating, signifying “a high level of assurance on the quality of corporate
governance”.
ITC employees over 20000 people at more than 60 locations across India.
Ranked among India’s most valuable companies by the ‘Business Today’ magazine,
fulfill the aspirations of its state holders and meet societal expectations. This over-
statement: “Enduring value. For the nation. For the share holder.”
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Today ITC group has evolved into a multi-market, multi technology and multi-
project organization. Today’s ITC’s business is identified with several divisions and
each is having its own divisional head quarters with registered office at 37,
chowringhee, Calcutta.
plans fro times to time as a part of its business strategy. At present the following are
ITC INFOTECH INDIA LIMITED India base call/ contact center services.
SRINIVASA RESORTS LIMITED The company owns the “ITC Hotel Kakatiya
Sheraton” at HYD, which is operated by ITC
limited.
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at three levels.
Each DMC is responsible for and totally focused on the management of its
assigned business.
wholesome balance between the need for focus and executive freedom, and the
PRODUCT GROUPS:
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23,000 crs.
ITC is the market leader in cigarettes in India. With its wide range of
market. It’s highly popular portfolio of brands includes India Kings, Gold
just the last 5 years, ITC has made capital investments of over Rs.7 billion
India, the consumer is still the King. The company continuously endeavors
quality. This strategic focus on the consumer has paid ITC handsome
dividends.
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brands Checkers, Hi-Val, Royal Classic and Gold Crest- in the extremely
competitive US market. Recently ITC has launched Royal Classic, Gold Cut
these brands has been encouraging. ITC’s cigarettes are produced in its
These factories are known for their high levels of productivity and very
ITC pioneered the manufacture of cigarettes in India and has since 1910
division makes the widest range of cigarettes in the country with brand
leaders in every segment of the market five of its trade marks Gold Flake,
Wills Scissors, Bristol & Capstan features among the top six in the industry.
ITC also boasts of a dominant market share by its popular trade marks. The
consumer product sector and wills is the largest free standing consumer
product brand in India in the premium segment, India Kings and Classic
enjoy preeminence.
LIST OF AWARDS:
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5 star rating from the British Safety Council for the Bangalore and
Saharanpur factories.
The Kolkata factory has won the prestigious Greentech safety Gold award for
the high level of performance that the unit has achieved in environment
awarded the OHSAS: 18001 Certificate by Det Norske Veritas (DNV) for their
The Kolkata factory has been placed First in Category ‘B’ for having made the
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Corporate social responsibility award from the energy and resources institute
(TERI) 2005.
VISION:
through world class performance, creating growing value for Indian Economy and the
company’s shareholders.
MISSION:
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development and export marketing have enabled India to become the fifth largest
cigarette tobacco producer and the eighth largest exporter of cigarette type tobaccos
in the world.
unique competitive advantage that will enable you to win in the global market place.
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a) FOODS:
ITC made its entry into the branded & packaged foods business in August 2001
with the launch of the Kitchens of India brand. A more board entry has been
made since June 2002 with brand launches in confectionery, Staples and
The foods business carries forward this proud tradition to deliver quality food
products to the consumer. All products of ITC’s Food business available in the
market today have been crafted bade on consumer insights developed through
several new and innovative products are under development in ITC’s state-of-
chain for agricultural produce. ITC has over the last 90 years established a very
global markets, through the e-Choupal initiative, and produced the quality
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Over the lat six years, ITC’sLife style retailing Business Division has
established a Nation wide retailing presence through its Wills Lifestyle chain of
exclusive specialty stores. Beginning with its initial offering of Wills sport
relaxed wear from the first store at South Extension, New Delhi in July 2000,
it has expanded its basket of offering to the premium consumer with Wills
Classic work wear, Wills Club life eveningwear and a tempting range of
With a distinctive presence across segment at the premium end, ITC has
wardrobe to the youth of today. With its brands, ITC aspires to build a
offerings.
ITC’s Wills Life style believes in the philosophy of ‘Enjoying the Change’-
the change that comes through actively exploring one’s own multifaceted ness
and stretching one’s limits. This season, Wills Life Style presents a complete
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of packaging and graphic series of boards. ITC’s Paper Boards business has a
manufacturing capacity of3, 60,000 tones per every year and is India’s market
beverages, personal care, pharmacy & toiletries, durables and match shells.
for coated boards. This production line incorporated paper machine 4, which
was equipped with a capacity of 1, 20,000 tones per annum (TPA), and
machine has been fitted with a sophisticated Web Detection and inspection
system.
capacity of 80, 00 tpa and will help the business offer and UN beatable value
proposition in both virgin and recycled boards. This will further strengthen
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d) SPECIALITY PAPERS:
to the Tribeni Unit ITC- PSPD. ISO 9001 accreditation in November 1999 from
Lloyds Register, which has certified most of the leading cigarette paper
import duties on the most grades of paper following the 1996 union budget.
Accreditation to quality bodies in UK, and UKAS and RAB. The Gold Award
for safety in 1999 from Royal Society for prevention of Accidence (RoSPA),
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round corner and pillow packs while also enabling conservation of foreign
SIGNIFICANT AWARD:
World star, Asia start and India Start Awards for excellence in packaging.
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f) NEW BUSINESS:
consumer franchise. Its goodwill has been built over decades and repents an
Today, tech ITC LTD is providing direct employment for more than
for its 3 lakh share holders, 150 lakhs retailers and 5 lakh farmer communities.
in India and 10 Countries across the world. The ITC group is family which
embraces in its ambit both village retailers and financial analysis, farmers and
chief executives, serving thousands of Indian families in one way or the other,
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is a unique achievement made by the company even though there are certain
its core business, the company exited the seeds business and substantially
disengaged from the edible oils and financial services section, the alter by
supporting the merger of ITC Classic Finance Limited (classic finance) with
outlay of nearly Rs.88 crores this includes Rs. 350 crore towards preference
absorbing a one time restructuring charge of Rs. 53.5 crores in the year under
even through it had no legal obligation to do so, recognize that the financial
sector and has disrupted orderly economic growth. That would neither have
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ITC is one the very few companies in India to receive the covered
All business in the ITC portfolio is mandated to engage with over-seas markets
amounted to nearly USD 22. Billion, of which agri exports accounted for about
USD 1.6 billion. Earnings from agri exports are an indicator of your company’s
ITC welcome group hotel chain together Rs.1378 crs in foreign exchange.
Direct foreign exchange earned by the company amounted to Rs.1269 crs. The
comprising purchase of raw material, spares and other expenses at Rs. 531 crs,
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2004-05 indicates a real GDP growth of 6.9% - well above the exceptions at
the commencement of the year. This growth has been achieved despite a less
global oil prices and fears of de growth in outsourced IT services from India.
to exceed Kharif production for the first time since 1950-51. the potentially
inflationary impact of rising World crude prices has so far been ameliorated
through a combat ion of agile fiscal policy and prudent monetary management.
Growth in the India IT sector has continued unabated, with software export
COMPANY PERFORMANCE:
costs of the new business initiative and the gestation cost of new investments
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Gross turnover for the 2004-05 grow by 13% to Rs .13350 crs, driven
by good top line growth across all business of your company. Pretax increased
by 15.3% to Rs. 2673 crs, while post –tax profit at Rs, 1873 crs registered a
growth of 15.3
generation.
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The important point to note in this is that the company has seized the
and miren products the period 1990-1995 and achieved tremendous growth during
this period and also need substantial amount of foreign exchange to our country.
SOCIAL RESPOSIBILITY:
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1. Vijayanagaram 1. Mysore
2. Visakapatnam 2. Yelwual
3. Anaparti 3. Hunsur
4. Rajamantri 4. Penapatna
5. Vijayawada 5. Shimago
6. Guntur
7. Cheerala
8. Onogole.
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Operating cycle is time duration required to convert inventory into sale, after
conversion of resources into inventories and inventories to sales. Operating cycle
starts with the procurement of material and go through stages like:
Tobacco:
1. marketing
2. brand building
3. farmer relationships
4. distribution
Hospitality:
1. people management
2. customer service
3. brand buildings
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4. f&b management
Trading:
1. international marketing
2. firex management
3. sourcing
Paper board:
1. institutional marketing
2. manufacturing marketing
Printing&
Packaging
1. merchentising
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2. institutional marketing
From next 5-7 years ITC wants to change the proportion and generates as
much as 40% of its sales from non tobacco business.
‘ITC”S life style + wills sport – apparel, expressions range of greeting ready to
eat packaged food.
ITC is leveraging competencies from its exiting business the most notable is
the tobacco business distribution expertise – to tap new opportunities.
It all goes well, these diversifications will add Rs 200 corer to ITC’s top line by
2007.
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ILTD ‘S two procession plants at Anaparti and Chirala in A.P compare with the
best in the world and are capable of meeting exacting customers speciation.
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Investments of over $75 million or being made for further enhancing threshing
Classification and storage system for green leaf are being up graduated to state
of the art.
requirements.
The Chirala and Anaparti GLT’s were the first of their kind to receive ISO 9002
accreditation.
The Chirala plant became the first green leaf threshing plant in the world to be
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In ILTD, people are its strategic asset, giving the business and definite competitive
edge. ILTD’S philosophy aims at nurturing and promoting a work culture that fosters
promotes the development of world class talent, skills and expertise. Constant
training and development ensure that ILTD’s people remain at the forefront of
leadership by combing the virtues of tradition with modernity, delivering goods &
services effectively, with a personal and humane touch. ILTD provides a quality of life
position of strength.
service give it the global edge. The company’s emphasis on quality, customer
The range of ILTD’s products decades of partnership woth the farmer, its wide
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dedicated export department have made it a one shop for quality Indian
ILTD’s two processing plants at Anaparthi and Chirala in A.P compare with
the best in the world and are capable of metting extracting customer
spedifications. The plants have a combined capacity of 300 tones per day.
Investments of over $75 million are being made for further enhancing
threshing technology and doubling capacity over the next 4 years. State of the
improving civic amenties, infrastructure, social forestry and sanitation resulting ina
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NO. Of
S.No. Options Percentage
Respondents
1 To acquire knowledge& 15 30%
skills.
2 To learn Behavior in 15 30%
organization
3 To learn abilities attitudes of 10 20%
a particular job
4 All of the above 10 20%
Total 50 100%
Interpretation: -
From above table, it is observed that30% of the employees are felt that
knowledge and skills, and 20% of employees felt that to learn abilities. The
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4.1
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NO. Of
S.No. Options Percentage
Respondents
1 Current project 25 50%
2 Future Project 15 30%
3 Personnel 10 20%
4 All of the above 0 0%
Total 50 100%
Interpretation:
After observing the above table we can understand that most of the
employees felt that the training is needed for the development of their current
said that training is need for the development of future project, remaining
employees are said that training is need for development of Personnel growth.
No single employee said these all three uses they get from the training.
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4.2
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4.3. What are the factors that influence you to participate in Training
program?
NO. Of
S.No. Options Percentage
Respondents
1 Voluntary 20 40%
2 Mandatory 18 36%
3 Through Management 12 24%
Total 50 100%
Interpretation:
the employees are feel that the Factors to participate into training was
taken as voluntary the 40% of the employees are feel like this, and 36%
of the people are it gives Mandatory and remaining employees are feel it
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4.3
program?
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NO. Of
S.No. Options Percentage
Respondents
1 Less than 5 years 6 12%
2 5 to 10 years 20 40%
Interpretation: -
From the above table it is very clear that out of 50 employees,2% of employees
service(me).
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4.4
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4.5. Are you satisfied with the training programs given by the TOBACCO
BOARD?
NO. Of
S.No. Options Percentage
Respondents
1 Fully satisfied 20 40%
2 Satisfied 11 22%
3 Neutral 9 18%
4 Dissatisfied 10 20%
Total 50 100%
Interpretation:
employees are highly satisfied with the training programs, the other 40% of
BOARD, and remaining 20% are dissatisfied with the training programs.
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4.5
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TOBACCO BOARD?
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NO. Of
S.No. Options Percentage
Respondents
1 Quarterly 5 10%
2 Half yearly 0 0%
3 Annually 10 20%
4 Specify to the Requirements 35 70%
Total 50 100%
Interpretation:
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4.6
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NO. Of
S.No. Options Percentage
Respondents
1 Increased the productivity 23 46%
2 Enhanced the skill 10 20%
3 Made job easier 7 14%
4 All the above 10 20%
Total 50 100%
Interpretation: -
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4.7
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4.8. Do you realize that further training is necessary for the present job?
NO. Of
S.No. Options Percentage
Respondents
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1 Yes 12 24%
2 NO 38 76%
Total 50 100%
Interpretation: -
76% employees felt that they are satisfied with the present training
programs, which is relevant to this job. So they felt that they don’t require
future liability.
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4.8
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Do you realize that further training is necessary for the present job?
4.9. The need for the development for training programs will be identified
through?
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NO. Of
S.No. Options Percentage
Respondents
1 Feedback from the 27 54%
employees
2 Feedback from the superiors 10 20%
3 Management Requirement 4 8%
4 According to the Company 9 18%
Strategy
Total 50 100%
Interpretation:
are said that training programs will be identified through Feedback from
the superiors, 4% of the employees are said that training programs will
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4.9
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identified through?
4.10. What type of help you got from the CLC (Corporate Learning Centre) in the
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NO. Of
S.No. Options Percentage
Respondents
1 Excellent 11 22%
2 Very good 7 14%
3 Satisfactory 12 24%
4 Poor 20 40%
Total 50 100%
Interpretation: -
From the above table it is very clear that out of 50 employees, 40% of
BOARD,14% of employees said that they have taken Very Good help
employees said that they have taken poor help from CLC in the training
4.10
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1. It was found that the training programs by which they can develop their skills
satisfied employees.
2. It was found that the employees were given committee assignments when they
are on-the-job- training. They also have classroom sessions/ assignments as a
part of the on-the-job training programs.
6. it was observed that they can overcome their weakness in the training
programs and can develop new skills.
7. the study reveals that the training programs are conducted on the basis of
company training needs.
8. it was observed that employees are satisfied with the training program
followed by the organization.
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CONCLUSION
2. All the employees agreed that the training programs are necessary and useful
for personnel at organization.
4. Most of the employees felt that there must be class room sessions/lectures as a
part of the training program.
6. Employees feel that the organization has proper induction and training
programs for new employee.
10. Internal faculty has biasing in the selection process. Majority of respondents
preferred out side consultants to be their trainees.
11. Most of the employees felt that the training improves relationship between
superiors & subordinates.
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SUGGESTIONS
3. It may be suggested that the training program be conducted away from their
area of work.
4. The training program should be more be more practical rather than giving
lectures.
5. The training program must have problem solving techniques as part of their of
program.
6. The company must help the employees to overcome their weakness at the time
of training program.
QUESTIONNAIRE
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COLLEGE, GUNTUR from undergoing summer training in ITC.LTD. Kindly provide the
Yours sincerely,
M.Vijay Gandhi
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QUESTIONNAIRE
1. What is Training& Development to you?
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5 Are you satisfied with the training praogrammes given by the TOBACCO
BOARD management?
C)Neutral D) dissatisfied
8 Do you realize that further training is necessary for the present job?
A) Yes B) No
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9 The need for the development for training programs will be identified
through?
C) Management Requirement
10 What type of help you got from the CLC (Corporate Learning Centre ) in
C) Satisfactory D) poor
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BIBLIOGRAPHY
WEBSITE: www.itcportal.com
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