TRAINING AND DEVELOPMENT

Meaning & Definitions of Human Resources:According to Leon C.Megginson, the term human resources can be thought of as, the
total knowledge, skills, creative abilities, talents & aptitudes of an organisations work force,
as well as the value, attitudes and beliefs of the individuals involved.
The term human resources can also be explained in the sense that it is a resource like
any other natural resources. It does means that the management can get and use the skill,
knowledge, ability etc., through the development of skills, tapping and utilising them again
and again. Thus, it is a long- term perspective where as personnel is a short-term perspective.
Human resources are also regarded as human factor, human asset, human capital and
the like. The term labour and man power had been used widely denoting mostly the physical
abilities and capacities of employees. The term personnel had been used widely in the recent
past to denote persons employed in any organisations. Thus, this term denotes the employee
as a whole but it does not clearly denote various components of human resources like skill,
knowledge, values.

Management
It is rather difficult to say spontaneously what management means, though we have
studied course in management. But it is necessary to recall what management is before
studying Human Resource Management.
Management has been defined by Mary Parker Follett as, the art of getting things
done through people.

Human Resource Management

Human Resource Management is a process of management which develops and
managers the human elements of an enterprise.
Human Resource is the total knowledge, abilities, skills, talent and attitudes of an
organisations workforce. The values, ethics, beliefs, of the individuals working in an
organisation also from a part of human resources.

Page | 1

Different terms are used to denote human resource management. They are: labour
management, labour administration, labour-management relations, employee-employer
relations, industrial relations, personnel administration, personnel management, human
capital management, human asset management, human resources management and the like.
In simple sense, human resources management means employing people, developing
their resources, utilising, maintaining & compensating their services in tune with the job &
organisational requirements.

Definitions of Human Resource Management:According to Flippo, HRM is the planning, organising, directing and controlling of
the procurement, development, compensation, integration, maintenance and reproduction of
human resources to the end that individual, organisational and societal objectives are
accomplished.
According to Pulapa Subba Rao, HRM is managing the functions of employing,
developing and compensating human resources resulting in creating and developing human
relations and utilisation of human resources with a view to contribute proportionately to the
organisational, individual and social goals.

Nature and Scope of Human Resources:People in any organisation manifest themselves not only through individual sections
but also through group interactions. When individuals come to work place, they come with
not only technical skills, knowledge, etc., but also with their personal feelings, perception,
desires, motives, attitude, values, etc. Setting general and specific management policy for
organisational relationships and establishing and maintaining a suitable organisational for
leadership and cooperation.

Collective bargaining control negotiation, contract administration and grievance

handling.
Staffing the organisation finalling, getting and nothing prescribed types and no. of

workers.
Developing and maintain motivation for workers by providing incentives.

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Significance of HRM:Human resources play a crucial role in the development process of modern
economics. Arthur Lewis observed there are great differences in development between
countries which seem to have roughly equal resources, so it is necessary to enquire into the
difference in human behaviour.
The significance of HRM can be discussed at four levels. They are as follows:

Significance for an enterprise.

Professional significance.
Social significance.
National significance.

1. Significance for an enterprise:

Creating right attitude among the employees through effective motivation.

Utilizing effectively the available human resource.

2. Professional significance:

Maintaining the dignity of the employees as Human being.

Providing maximum opportunity to employees
Providing good relationship between the work groups.
Developing the working skills and capacity of employees.

3. Social significance:

Maintaining a balance between the job available and the job seeker according to the

qualifications and needs.

Providing suitable and most productive employment which might bring them

psychological satisfaction.
By helping people make their own decisions in their own interests.

Need for HRM Approach:

Develop organisational commitments.

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Coping with change in environment.

Change in political philosophy.
Increased pressure on employees.

Functions of HRM:

Managerial functions &

Operative functions.

1. Managerial functions:Managerial functions of personnel management involve planning, organising,

directing & controlling. All these functions influence the operative functions.

Planning:- It is a pre-determined course of action. Planning is determination of

personnel programmes and changes in advance that will contribute to the

organisational goals.
Organising:-An organisation is a means to an end. It is essential to carry out the

determined course of action.

Directing:-The next logical function after completing planning & organising is the
execution of plan. The basic function of personnel management at any level is
motivating, commanding, leading & activating people.

FIG NO: 1
FUNCTIONS OF HRM

Managerial Functions

Operative Functions

Planning
Organising
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Directing
Controlling

Procurement

Development

Compensation

1. Job Analysis

1.Performance -

1.Job Evaluation

1.Motivation

1.Health

2. Human Res-

Appraisal

2.Wage & Salary-

2.Job Satisfac-

2.Social Sec-

Ource Planning

2.Training

Administration

3. Recruitment

3.Management -

3.Incentives

Integration

Maintenance

tion

3.Greiviance

urity

3.Welfare -

Development
Schemes
4. Selection

4.Career Planning

4.Bonus

4.Redressal

4.Personal -

5. Placement

& Development

5.Fringe Benefits

5.Discipline,

Records

6. Induction &

5.Organisation & 6.Social Security

etc.

5. Personal -

Orientation

Development

Measures

Audit

Controlling:-After planning, organizing & directing the various activities of the

personnel management, the performance is to be verified in order to know that the
personnel functions are performed in conformity with the plans & directions.

2. Operative functions:The operative functions of human resource management are related to specific
activities of personnel management, via, employment, development, compensation &
relations. All these functions are interacted by managerial functions. Further these
functions are to be performed in conjunction with management functions.

Employment:- It is the first operative function of HRM. Employment is concerned

with securing and employing the people possessing required kind and level of human
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resources necessary to achieve the organisational objectives. It covers the functions

such as job analysis, human resource planning, recruitment, selection, placement,

induction and internal mobility.

Job analysis:- It is the process of study & collection of information relating to the

operations & responsibilities of a specific job.

Human resource planning:- It is a process for determination & assuring that the
organisation will have an adequate number of qualified persons, available at proper
times, performing jobs which would meet the needs of the organisation & which

would provide satisfaction for the individuals involved.

Recruitment:- It is the process of searching for prospective employees & stimulating

them to apply for jobs in an organisation.

Selection:- It is the process of ascertaining the qualifications, experience, skill,

knowledge etc., of an applicant with a view to appraising his/her suitability to a job.

Placement:- It is the process of assigning the selected candidate with the most
suitable job in terms of job requirements. It is matching of employee specifications

with job requirements.

Induction & orientation:- Induction & orientation are the techniques by which a new
employee is rehabilitated in the changed surrounding& introduced to the practices,

policies, purposes of the organisation.

Development:- It is the process of improving, moulding & changing the skills,
knowledge, creative ability, aptitude, attitude, values, commitments, etc. based on

present & future job & organisational requirements. This function includes:Performance appraisal:- It is the systematic evaluation of individuals with respect to

their performance on the job & their potential for development.

Training:- It is the process of imparting the employees, the technical & operating

skills & knowledge.

Management development:- It is the process of designing & conducting suitable
executive development programmes

so as develop the managerial and human

relations skill of employees.

Career planning & development:- It is the planning of ones career &
implementation of career plans by means of education, training, job search &

acquisition of work experiences.

Organisation development:- It is a planned process designed to improve
organisational effectiveness & health through modifications in individual & group
behaviour, culture & systems of the organisation using knowledge & technology of
applied behavioural science.
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Compensation:- It is the process of providing adequate, equitable & fair

remuneration to the employees. It includes job evaluation, wage & salary

administration, incentives, bonus, fringe benefits, social security measures etc .

Job evaluation:- It is the process of determining relative worth of jobs.
Wage & salary administration:- This is the process of developing & operating a

suitable wage & salary programme.

Incentives:- It is the process of formulating, administering & reviewing the schemes

of financial incentives in addition to regular payment of wages & salary.

Bonus:- It includes payment of statutory bonus according to the payment of Bonus

Act, 1965, and its latest amendments.

Fringe Benefits:- These are the various benefits at the fringe of the wages.
Management provides these benefits to motivate the employees and to meet their

lifes contingencies.
Social security measures:- Managements provide social security to their employees

in addition to the fringe benefits.

Human relations:- Practising various human resources policies & programmes like
employment, development & compensation & interaction among employees, creates a
sense of relationship between the individual worker & management, along workers &
trade unions & management.

Human relations are the process of interaction

among human beings. Human relations is an area of management in integrating

people into work situation in a way that motivates them to work together productively,

cooperatively & with economic, psychological & social satisfaction.

Effectiveness of Human Resource Management:- Effectiveness of various
personnel programmes & practices can be measured or evaluated by means of
organisational health & human resources accounting etc.

OBJECTIVES OF HRM:Objectives are pre-determined goals to which individual or group activity in an

organisation is directed. Objectives of personnel management are influenced by
organisational objectives and individual and social goods. Institutions are established to attain
certain specific objectives. The objectives of the economic institutions are mostly to earn
profits, and of the educational institutions are mostly to impart education and /or conduct
research so on and so forth. However, the fundamental objective of any organisation is
survival. Organizations are not just satisfied with this goal. Further, the goal of most of the
organizations is growth and/or profits.
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The objectives of HRM may be as follows:

To create and utilize an able & motivated workforce, to accomplish the basic

organisational goals.
To attain an effective utilization of human resources in the achievement of

organisational goals.
To provide an opportunity for expression & voice in management.
To provide fair, acceptable & efficient leadership.

TRAINING &DEVELOPMENT:
Introduction of training:Organisation & individual should develop & progress simultaneously for their
survival & attainment of mutual goals. So every modern management has to develop the
organisation through human resource development. Employee training is the important subsystem of human resource development. Employee training is a specialized function & is one
of the fundamental operative functions for human resource management.

Meaning:After an employee is selected, placed & introduced he or she must be provided with
training facilities. Training is the act of increasing the knowledge & skill of an employee for
doing a particular job. Training is a short-term educational process & utilising a systematic
and organized procedure by which employees learn technical knowledge & skills for a
definite purpose. Dale S. Beach define training as ..the organized procedure by which
people learn knowledge and/or skill for a definite purpose.

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In other words, training improves, changes, moulds the employees knowledge, skill,
behaviour, aptitude, & attitude towards the requirements of the job & organisation. Training
refers to the teaching & learning activities carried on for the primary purpose of helping
members of an organisation, to acquire & apply the knowledge, skills, abilities & attitudes
needed by a particular job & organisation.
Thus, training bridges the differences between job requirements & employees present
specifications.

NEED FOR THE STUDY:

The study is essential to understand and improve the employees training through
human resource development.
Training and development is needed to decide upon employee promotion/transfer,
salary administration and the like.
It indicates the level of desire development, level of actual performance and the gap
between the two.
It provides systematic judgments to backup salary increases, transfers or terminations.
It ensures organizations effectiveness through correcting the employee for standard
and improves performance and suggesting the change in employee behaviour

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SCOPE OF THE STUDY:

The scope of training and development helps to know about different

techniques used by the organization and whether it is appropriate for the organization. It helps
to improve employee knowledge, skills and also their morale.

When employees are appraised they know they stand and what is expected from them. If
these techniques are used properly the employee attrition rate can also be reduced. Retraining
can also be plan for employee to find technical gap in the especially for multi functional skill
employees.

OBJECTIVES OF THE STUDY

To examine and find out the effectiveness of training and development programmes of

capol.
To study various Training and Developmental methods followed by capol.
To study the employee satisfaction regarding Training and Development program.
To study the motivation level of trainees before and after Training and Development

programmes.
To understand how far Training and Development programs are helpful to the

employees in their day to day work.

To evaluate various training programs of employees at capol.
To study the impact of training program on the employees of HR, Finance,
Administration, Production and other departments.

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RESEARCH AND METHODOLOGY

Meaning of Research:Research is composed of re and search which indicates search again & again to meet
meaningful objectives.
The dictionary meaning of research is careful study or investigation.
Research composed of many activities i.e. rectify the social issues or problems,
collection of information with clearly defined steps, analysis of data, presenting data, etc.,
Definitions of Research:Research is an systematic investigation to find solution to a problem.---Kothari
Research may to defined has systematic and objective analysis & recording of
controlled observations that may lead to development of organizations, principles &
possibility ultimate control of events.

---John W. Best

Research in any organization is the inquiry carried out to provide information for
solving problems.

---Cooper & Schindler

Objectives of Research:The purpose of research is to discover answers to questions through the application of
scientific procedures. The man aim of research is to find out the truth which is hidden &
which has not been discovered as yet. Though each research study has its own specific
purpose, we may think of research objectives as falling in to a number of following broad
groupings:

To gain familiarity with a phenomenon or to achieve new insights in to it.

To portray accurately the characteristics of a particular individual, situation or a

group.
To determine the frequency with which something occurs or with which it is

associated with something else.

To test a hypothesis of a causal relationship between variables.

Types of Research:Page | 11

The basic types of research are as follows:

Descriptive & analytical:- Descriptive research includes surveys & facts-finding

enquiries of different kinds. The major purpose of descriptive research is description
of the state of affairs as it exists at present. In social science & business research we
quite often use. In analytical research, the researches have to use facts or information

already available, and analyze these to make a critical evaluation of the material.
Applied vs Fundamental:- Research can either be applied or fundamental research.
Applied research aims at finding a solution for an immediate problem facing a society
or an industrial/ business organization, where as fundamental research is mainly

concerned with generalization & with the formulation of a theory.

Quantitative vs Qualitative:- Quantitative research is based on the measurement of
quantity or amount. It is applicable to phenomena that can be expressed in terms of
quantity.

Qualitative research is concerned with qualitative phenomena i.e.

phenomena relating to or involving quality or kind.

Conceptual vs. Empirical:- conceptual research is that related to some abstract
idea(s) or theory. It is generally used by philosophers & thinkers to develop new
concepts or to reinterpret existing ones.
Empirical research relies on experience or observation alone, often

without due regard for system & theory.

Some other types of research:- All other types of research are variations of one or
more of the above stated approaches, based on either the purpose of research, or the
time required to accomplish research. On the environment in which research is done,
or on the basis of some other factor.

Method of study:The sample method or plan is the procedure or way in which the sampling has been
done. As no project or research can be done taken to consideration the whole of the
population or universe, the concept of sampling is used. As per the concept of sampling, only
some sample is taken from the universe in order to findout the result. Convenience method is
taken as the sampling method.
Research Design:The best statistics cannot save an inferior design! This is the foundation of a good
dissertation.
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Historical Research Design:The purpose is to collect verify, synthesize evidence to establish facts that defined or
refute your hypothesis. It uses primary sources, secondary sources, & lots of qualitative data.
Sources such as logs, diaries, reports, etc. The limitation is that the sources must be both
authentic & valid.
Case & Field Research design:It is also called ethnographic research, it uses direct observation to give a complete
snapshot of a case that is being studied. It is useful when not much is known about a
phenomenon.
Sampling:Simple random sampling is a technique of drawing the sample in such a way that each
unit of the population having an equal & independent of chance.
Data Collection:Interviewing employees in the organization has collected data. The tools used for the
collection of data in the present study are Questionnaire & Observation.
Sources of Data:

Source of data collection.

Sample plan.
Source of data.

Data can be broadly classified as:

Primary data.
Secondary data.

Primary data: - Primary data are those that are original in character & are collected a fresh
as the primary data is information collected for the first time, there are several methods in
which the data is completed.
The methods are:

Questionnaire.
Schedule.
Interview.
Page | 13

Observation.

Of these 4 methods, personal interview and questionnaire are used for collecting the data.

QUESTIONNAIRE:
It is a formalized set of questions which are logically & systematically and arranged
to collect the information useful for the proposed study. The questionnaire in this study is
structured containing a limited number of questions, which are easy to understand. The layout
of this quest is framed in such a way that confusing & recording errors & minimized. The
questionnaire is mainly designed to measure the effectiveness of the performance appraisal
system for executives in the company. This study is carried with the help of a structured
questionnaire.
Personal Interview:It is the face to face systematic conversation between the interviewer & the
respondents to elicit information. This method is chosen because through this more
information can be gathered easily. Bias is less & there is increased accuracy & flexibility.
Sources of secondary data:

Annual report of the company.

Performance appraisal report.
Leaflets Brochures.
Textual information available in the library.
Web sites.

LIMITATIONS OF STUDY:

The sample size is very small & does not constitute entire organization.
It was difficult to extract the practical information.
Due to shortage of time & money research was very confined.

PROFILE OF AGRO INDUSTRY

INTRODUCTION:

Page | 14

The word Agro Industries broadly means industries manufacturing inputs for
agriculture or the industries processing agricultural outputs. Agencies supporting agriculture
by designing and manufacturing inputs are termed as Agro Industries and those supporting
by agricultural products are termed as Agro based Industries. Modern Agro industries
manufacture chemicals and supply agricultural input either on each basis or realize the value
in instalments.
According to planning commission Any enterprise producing and supplying
chemicals inputs to agriculture is an Agro based industry. Due to rapid changes in
technology. The output of agriculture.
Agro industries and Agro based industries has increased in the same manner. We
found the improvement not only in output of cotton and titles, but also in the whole range of
plantations like tea, coffee, groundnuts, cash nut and course juts.
Generally most of the industries use agriculture output as basic raw materials. But this
concept defers in case of Agro industries. It is conformed to those industries that are engaged
in processing the agriculture product either for consumption or for the use of industry.
Since Agro industries directly influence the cost structure of forming Agro based
industries.
They have their impact on the receipts of the farmer Agro industries also serve as a
mean for providing better employment opportunities to the labour during off season.
The purpose of establishing Agro industries co-operation is not only to equip former
with modern implements, but also to train them in the operation of machines, which in the
early state of mechanization and nationalization of agriculture. Agro processing could be
defined as set of techno-economic activities carried out for conservation and handling of
agricultural produce and to make it usable as food, feed, fibre, fuel or industrial raw material.
Hence, the scope of the agro-processing industry encompasses all operations from the
stage of harvest till the material reaches the end users in the desired form, packaging,
quantity, quality and price. Ancient Indian scriptures contain vivid account of the post harvest
and processing practices for preservation and processing of agricultural produce for food and
medicinal uses. Inadequate attention to the agro-processing sector in the past put both the
producer and the consumer at a disadvantage and it also hurt the economy of the Country.
Page | 15

Agro-processing is now regarded as the sunrise sector of the Indian economy in view
of its large potential for growth and likely socio economic impact specifically on employment
and income generation. Some estimates suggest that in developed countries, up to 14 per cent
of the total work force is engaged in agro-processing sector directly or indirectly.
However, in India, only about 3 per cent of the work force finds employment in this
sector revealing its underdeveloped state and vast untapped potential for employment.
Properly developed, agro-processing sector can make India a major player at the global level
for marketing and supply of processed food, feed and a wide range of other plant and animal
products.
By the middle of the nineteenth century, common agro processing industries included
hand pounding units for rice, water power driven flour mills, bullock driven oil ghanies,
bullock operated sugarcane crushers, paper making units, spinning wheels and handloom
units for weaving. In British India, during the year 1863, a note was written by the Governor
of Madras state, Sir William. Denison to the government of Madras state for laying greater
stress on agriculture and agro processing (Royal Commission, 1928). Based on this, a set of
improved machinery was brought from England for demonstration and adoption. It included
threshing machines, winnowers, chaff cutters, besides steam ploughs, steam harrows,
cultivators, seed drills and horse shoes. The demonstration continued at Said pet near Madras
till 1871 with little outcome.
Importance of agro-processing sector was first realized and documented after the
disastrous famine of Bengal during 1870s. Report of the Famine Commission, set up by the
British Government, in its report submitted in 1880, clearly stated the need for agricultural
improvement and improved post harvest infrastructural development specifically, rail
network.

ORIGIN OF THE INDUSTRY:

India one of worlds leading producers of oil seeds (9.3%) and oil.
Technology Mission on oilseeds set up in 1996.
Page | 16

Oilseeds have support price mechanisms.

India Second largest importer of edible oils (2million MT)
Vanaspathi- a substitute for ghee, formed by hydrogenation of crude vegetable oil.
Free pricing in vanaspathi since 1989; de-licensed in 1992.
Oil Season- November to October
MAJOR PLAYERS
TABLE NO:4
Edible Oils

Vanaspathi

National Dairy Development Board(Anand)

ITC Agro-Tech (Secunderabad)
Marico Industries (Mumbai)
Ahed Mills(Mumbai)

Hindustan Lever(Mumbai)
Wipro (Bangalore)
Rasoi (Calcutta)
Avi Industries (Mumbai)

Source: annual report of agro-industry

MARKET:

Highly fragmented industry

Over 600 oil extraction units, 166 vanaspathi manufacturing units-Only 10 edible oil

unitsvanaspathi units have national reach.

Over 50% of the units- sick or under utilized due to surplus capacity
Idle capacities among these units due to shortage in feedback supply
Major oil brands- SundropDhara, Saffola, Sweekar, postman
Vanaspathi brands-DaldaRath.

INDIAN VEGETABLE OIL INDUSTRY:

TABLE NO: 5
Source of Oil

No. of. Units

Annual

Capacity

Capacity(Million

Utilization

ton)

Page | 17

Oil Mills

15,000

36

40

Solvent Extraction Plants

6,000

37

33

Vegetable Oil Refineries

400

40

Vanaspathi

17.5

2.5

40

(Crushing Units)

Source: annual report on agro-industry

EDIBLE OIL UPDATES
Edible oil imports up by 5% in first 8 months of current oi season edible oil.Imports
in the first 8 months of 2011-2012 oil season (November 2011-20120 is reported at 2.56
million tons against 2.45 million tons for the same period.
The first months of 2010-2011 the import of RBD palmolien had reached at
0.46million tons of same period of last year i.e., by 10% crude palm oil imports were
3,27,407 tons during the period (till last year) soyabean oil imports declined significantly,
while cotton seed oil imports jumped by almost 3 times. Coconut oil imports commenced
from June about 1,260 tons.
Agricultural practices such as irrigation, crop rotation, application of fertilizers and
pesticides, and the domestication of livestock were developed long ago, but have made great
progress in the past century. The history of agriculture has played a major role in human
history, as agricultural progress has been a crucial factor in worldwide socio-economic
change. Division of labour in agricultural societies made commonplace specializations rarely
seen in hunter-gatherer cultures, which allowed the growth of towns and cities, and the
complex societies we call civilizations

GROWTH OF THE INDUSTRY

The growth of Indian economy is based a food grains consumption it is estimated that will
need 235 million tones of grain by 2000 A.D.

Page | 18

during the 1980-81 food grain production increased by about 40 million tones over the next
10 years period this has to be increase by about 60 million tones which is indeed a
challenging task.
Due to population explosion in India, the net per capital available of cultivated land that was
just 0.3 hectares in 1950s reduced to less than 0.14 hectares by turn of the century, during the
past three decades 1960-61 to 1990-91.
The total food grain production increased by about 90 million tones of this marginal increase
in the production of food grains and has been a marginal increase in other commodities
further the crops growth is nearly 70% of countrys rain fed areas contributed to production
of more than 40% of food grains, 80% of maize, 90% of pallet and sorghum.
GROWTH OF INDUSTRY
TABLE NO: 6
Products

November2012

-June2013
RDB palmolein
14,57,846
Crude palm oil
327407
Sun flower
324899
Refined sunflower
---Soyabean oil
304552
Canal/ Rape oil
89670
Cotton seed oil
27397
Refined Soya bean oil
1900
6320
1260
Source: annual report of agro-industry

November 2011June2012
13,22,010
397814
6000
356463
356463
132601
173443
53037
----

% of Change
10.3
---(18.3)
------(14.6)
(32.8)
89.0
88.1
----

EDIBLE OIL PRODUCTION IMPORT AND CONSUMPTION TREND (MILLION TON)

TABLE NO: 7

Years
2004-05
2005-06
2006-07

Oil Seed

Domestic of

Imports of

Total Oil

Production

Availability

Edible Oil

Availability

12.7
18.0
19.9

4.4
5.9
5.9

1.8
0.4
0.6

6.3
6.3
6.5
Page | 19

2007-08 18.6
6.4
2008-09 18.6
6.6
2009-10 20.4
6.9
2010-11 21.5
7.1
2011-12 21.3
7.3
2012-13 22.4
7.3
2013-14 25.0
7.4
Source: annual report of agro-industry

0.1
0.2
0.1
0.1
0.8
1.3
1.8

6.6
6.8
7.0
7.3
8.2
8.5
9.2

OIL SEED PRODUCTION (MILLION TON)

TABLE NO: 8

(For the season November-October)

Kharif
Rabbi
Total Oil seed production
Available for crushing (Kharif Crop)
Domestic Oil availability from Kharif crop

2010-12
13.5
----9.6
7.3

2011-13
12.76
8.5
21.06
9.82
7.4

Source: annual report of agro-industry

The Indian vegetable oil industry comprises over 15,000 oil expellers, 600 solvent
extractors, 175 Vanaspathi manufactures and about 400 refilling units. Tremendous capacity
increased for edible oil, processing and Vanaspathi industry primarily due to excessively
fiscal concessions given to new units Vanaspathi capacity in the companys 2.5 ton per annum
and 10 industry operates only at around 40% capacity utilization. The Vanaspathi market is
estimated to around 1 million ton value at Rs. 32 billion per annum.
India rank as the 4th largest producer in the world during 1991-92 as a result of great
studies made in the development of fertilizers industry.

PROBLEMS OF AGRO-INDUSTRY:The commodity-wise growth of agro-processing industries in the country during the
years 1950 to 2000 has been as given below.
Similarly, in processing sector, the technology has undergone significant changes.
Earlier, hand pounding, pedal operated system and Engleberg huller units were common for
milling of paddy.

Page | 20

Demand for vegetable-oil products soared during World War II. In the early 1940s
Texas cottonseed mills, still faced with overcapacity, imported and crushed a large tonnage of
northern soybeans.
The demand for oilseed encouraged an expansion of peanut production in Texas and
the development of flaxseed cultivation along the Gulf Coast.
The Texas cottonseed industry sponsored oilseed research in cooperation with the
Texas Agricultural Experiment Station, the Texas Research Foundation, and other
organizations, and the Texas Cottonseed Crushers Association provided A&M College with
an experimental mill.
Research in the uses of other oilseeds and their expanded cultivation in turn presented
cottonseed with oilseed competitors. By the late 1950s soybeans had become the largest
oilseed crop in the country, although cottonseed continued to dominate the oilseed category in
Texas
Adoption and development of processes, and equipment for production of protein
rich produces such as full fat soy flour, soy drink/ soy milk, soy paneer (TOFU) and soy
fortified baked products.
Development of equipment such as, leaf cup and dona making machine, multipurpose
mills, mini flour mill, grain pearlers, maize dehuskers, shellers, groundnut decorticators, fruit
graders, juice extractors, high recovery mechanical oil expellers and improved storage
structures for cereals, pulses, oilseeds, onion and potato.

OTHER PLAYERS IN INDUSTRY:MARKET COMPETITORS:

Monsanto
Rallis
H. J. Heinz
Advanta India Ltd.
Phalada Agro Research Foundation Ltd.
Poabs Organic Estates
National Agro Industries
DuPont India
Rasi Seeds
Page | 21

The Andhra Sugars ltd, pericherla.

G.P. Industries ltd, Timmapuram.
Dhanalakshmi cotton & Rice Mills Ltd, Dokiparru.
Kallern Agro Products & Oils Ltd., Kokiparru.
Sri Srinivasa Cotton & Oils Ltd., Pedanandipadu.
BGIT Oils Industries Pericherla.

(Bharat General Textiles Industries). A part from the above said competitors there are
some other oil processors in Andhra Pradesh.

ATR Oils Industries Ltd., - Adoni.

Sri VenkataNarasimha solvent Oils Ltd., - Warangal.
Srba Agro Industries Raningavaram.
Om-Oil Agro Industries Tadepalli.

Through the company is facing competition from the above set competitors, it has good
market for its finished products in the market the competitor is depending upon the quality
and availability of goods, said the competition through around the millers.

OTHER PLAYERS ON INDIA:

TABLE NO: 9
Company
Sector
Products

ABT Industries
Agricultural products and export and import
ghee, processed vegetables, yoghurt, fresh fruits, sweetened khoa and

Net Profit
Company
Sector
Products
Net Profit
Company
Sector

milk based sweets

NA
Raasi Seeds
Seeds
Cotton, vegetables, and field crops
NA
DuPont India
Agricultural products
Crop protection, animal health solutions, pioneer seeds and inoculants,

Products

and agricultural packaging

Gross Profit (as

on December 31, 10,147 million US dollars
2011)
Company

National Agro Industries

Page | 22

Sector

Seed cum fertilizer drills

Zero till ferti- seed drill, Ridge planter, Seed cum fertilizer drill, Raised
bed planter, Seed drill, Vegetable nursery transplanters, Maize / multi

Products

crop planter, Axial flow vegetable seed extractor, Zero till maize / multi
crop planter, Maize Sheller, Zero till happy seeder, Paddy grain planter,
Zero till multi crop planter for controlled tractor traffic, Aluminum

fluted rollers assembly, and Zero till 2 wheel multi crop planter
Net Profit
NA
Source: annual report of agro-industry

INTERNATIONAL SCENARIO OF INDUSTRY:The agro industry is regarded as an extended arm of agriculture. The development of the
agro industry can help stabilise and make agriculture more lucrative and create employment
opportunities both at the production and marketing stages.
The broad-based development of the agro-products industry will improve both the social
and physical infrastructure of India. Since it would cause diversification and
commercialization of agriculture, it will thus enhance the incomes of farmers and create food
surpluses.
The agro-industry mainly comprises of the post-harvest activities of processing and
preserving agricultural products for intermediate or final consumption.
It is a well-recognized fact across the world, particularly in the context of industrial
development, that the importance of agro-industries is relative to agriculture increases as
economies develop.
It should be emphasized that food is not just produce. Food also encompasses a wide variety
of processed products. It is in this sense that the agro-industry is an important and vital part of
the manufacturing sector in developing countries and the means for building industrial
capacities.

Page | 23

In the area of agro-processing of fruits and vegetables, development of tools and techniques
for harvesting, precooling of freshly harvested produce, minimal processing, controlled
ripening, juice extraction, concentration and storage has been done.
Similarly, in the area of spices & condiments, floriculture, production of mushrooms, honey,
eggs and fish, technologies have been developed for post harvest loss reduction and value
addition.

LEGAL FRAME WORK OF AGRO INDUSTRY:Agro-industry refers to the establishment of linkages between enterprises and supply
chains for developing, transforming and distributing specific inputs and products in the
agriculture sector. Consequently, agro-industries are a subset of the agribusiness sector.
Agribusiness and agro-industry both involve commercialization and value addition of
agricultural and post-production enterprises, and the building of linkages among agricultural
enterprises (FAO, 2007b).
The terms agribusiness and agro-industries are often associated with large-scale
farming enterprises or enterprises involved in large-scale food production, processing,
distribution and quality control of agricultural products. Smaller agriculture-related entities
(farms, processors, etc.) are less often thought of as agribusinesses or agro-industries, but
strictly they should also be part of the definition, as considered in this report.
White and Yellow Revolution:The Green revolution in India generated a mood of self-confidence in the agricultural
capability, which led to the next phase which was the Technology Mission.

Under White and Yellow Revolution approach, the focus was mainly on conservation,
cultivation, consumption, and commerce. An end-to-end approach was introduced which
Page | 24

involved attention from all links in the production-consumption chain, by which the progress
was steady and sometimes striking as in the case of milk and egg production

FUTURES OF AGRO-INDUSTRY:FUTURE:

Macroeconomics factors: Population growth, per capita income, purchasing power,

oilseeds crop
Influence of brand products - health message
Growing preference for convenience foods
Raw material sourcing : focus an improving yields, getting better quality oilseeds,

ensuring regular supplies through symbiotic relationship with farmer

Oils: Primarily a commodity market- price sensitive
Effective distribution chain- through a complex network of C & F agents, wholesalers

/ stockiest & retailers (kirana shops, supermarkets).

Oil sold in bulk (tin, HDPE containers) to institutions; In retails packs (PET bottles,

cans,jars, pouches) to small customers

Seasonal demand for oils &Vanaspathi September to November (peak season)
Regulation : Under the Edible Oils Packaging (Regulation) Order, 1998, edible oils

cannot be sold loose but can be sold only in packed form

Oil consumption- North is largest market, followed by South, West & East Zones

IMPORT AND PRICES:

Oils and Vanaspathi substitutes can be freely imported under OGL

Import duties :15% basic + 10%surcharge (Oil); 40% basic (Oil seeds)
Page | 25

Large scale imports of oils and Vanaspathi substitutes primarily to check price rise
and meet supply shortage.

USAGE:

Oil and Vanaspathi used as cooking media ( in households, hotels, restaurants,

canteens, institutions)
Vanaspathi used as an industrial input - for making bakery products & confectionery.

MAJOR DEVELOPMENT IN INDUSTRY:

Establishing an enabling environment for agribusiness development - To work on this

potential, the Indian government has taken several initiatives to encourage private
investment in this area like deregulation of the sector from licenses, import duties and
relaxing FDI norms, changing policy regulations for private sector activity in market.
Initiatives to enhance the agricultural infrastructure by investing in Food Parks, Agri

Export Zones, and terminal markets.

All these initiatives are attached on a draft paper on creating an enabling environment for
agribusiness development in India.

As a consequence to the development initiatives taken up by the Indian government,

many large Indian conglomerates are investing in agribusiness through by the way of

agro-exports, processing, organized retailing and marketing.

In recent years agricultural sector has evidenced frantic activity because of huge
investments by companies such as ITC, Bharati's Field Fresh, Reliance Industries
Limited, PepsiCo, M&M's Mahindra Shubhlabh, and Aditya Birla Group among others.

For Ensuring product quality and safety -A big challenge is faced by these Indian
agro-industries is to ensure the availability of quantity and satisfactory quality of raw
materials in order to meet the demands of processing, export and retail markets. Modern
value chains are developed by these companies that are emerging alongside the traditional

value chains to meet their specific quantity and quality requirements.

Many research organizations have documented case studies of successful examples of
modern supply chains where smallholder farmers in India are involved in meeting
international quality standards.

Page | 26

These draft case studies compare these farmers involved in modern value chains with
their counterparts in the traditional markets from the perspective of farmer prices, risk
management, access to inputs and production technology

The role of agro-industry as a sector of the economy has multiple facets and changes in the
course of development.
In the early stages of growth, industrial processing of agricultural products tends to be
limited to a few export crops, while the majority of agricultural products are consumed after
minimal forms of processing that are performed entirely within the agricultural sector.
Upstream processing industries prevail in their more primitive form, such as rice and flour
milling, oil pressing and fish canning.
An example of this stage would also be the plantation economy, where agro-industry and
primary agriculture appear as a vertically integrated activity, with upstream processing taking
over the agricultural base through a production system that is often founded on forms of
disfranchisement of labourers and small cultivators.
The potential for agro-industrial development in the developing countries is largely linked to
the relative abundance of agricultural raw materials and low-cost labour in most of them.
The most suitable industries in such conditions are indeed those that make relatively intensive
use of these abundant raw materials and unskilled labour and relatively less intensive use of
presumably scarce capital and skilled labour.
Many of the industries using agricultural raw materials have in fact those characteristics that
make them particularly suitable for the circumstances of many developing countries.
Where the raw material represents a large proportion of total costs, its ready availability at a
reasonable cost can often offset such disadvantages as a lack of infrastructure or skilled
labour.
Furthermore, for many agro-industries, a small plant may be economically efficient, which is
another important factor in developing countries where the domestic market is limited by low
purchasing power and sometimes by the small size of the market itself.
KEY SUCCESS FACTORS:Page | 27

Branding essential for success (Vanaspathi Dalda, Oils-Sundrop)

Better distribution network to improve reach
Efficiency in operation to become price competent and withstand overseas

competition
Proposed Future trading in edible oils will help curtail price volatility and lend

knowledge based assistance to help farmers of eliminate unofficial markets

In the next five years, the market for

Future

-edible oils will grow by 8% to 12.65 million MT

- Vanaspathi will grow to 1.5 million MT

Free imports, low import duties and slump in global prices- lead to dumping
Domestic industries of edible oils and Vanaspathi affected low realization and idle
capacities in oil and Vanaspathi industries

Business

Production slippages have also forced imports

Concerns

Excessive (cheap) imports of oilseeds- led to Unremunerative prices,

locally

Hence, farmers have shifted to other cash crops

Increasing health awareness impact of oils and Vanaspathi usage in individuals
cholesterol levels.

This industry is a high volume, medium growth sector characterized by excess/ idle
capacities owing to in efficient operations. Imports have been influencing prospects, leading
to domestic industry crisis.
Starting with a small number of processing facilities in 1950-51, a fairly well spread network
of processing facilities has developed in the Country.
Various estimates suggest the number of processing units in 2000-2001 as: atta chakkis and
small hammer mills - 2,70,000, rice hullers - 90,000, rice shellers - 11,000, huller-cumshellers
- 12,000, modern rice mills - 30,000, bullock/electricity operated oil ghannis - 2,00,000.

Oil expellers -55,000, dhal mills - 12,000, roller flour mills - 700, rice flaking and puffing
units - 2,000, bakery units 54,000, solvent extraction plants - 700, vanaspati plants -100,
Page | 28

fruits and vegetables processing plants - 5,000, dairy plants - 450, cold storage units - 3,000,
licensed units in organized sector for meat processing - 165, pork u 117 .

RESEARCH & DEVELOPMENT IN INDUSTRY:

Research & Development (R & D) could be defined as the process of discovering new
knowledge about products and services and application of such knowledge to create new and
improved products / processes to meet market requirements. The phrase research and
development, according to the Organization for Economic Co-operation and Development,
refers to "creative work undertaken on a systematic basis in order to increase the stock of
knowledge, including knowledge of man, culture and society, and the use of this stock of
knowledge to devise new applications".
R&D involves constant revitalisation of knowledge and
expertise, and could result in developments such as:
New / Improved products
Improved operational process
Meeting the changing requirements of customers
Cost reduction
Meeting the changing social and environmental needs Technological progress is an
important contributor to economic growth and plays a vital role in the advancement of
modern economy.
Undoubtedly, companies which persistently invest in R & D outperform others. The pace of
technology is accelerating, specialization and systems requirements are ever increasing,
newer technologies are rapidly becoming important, companies therefore need to focus
heavily on R&D. It is a crucial factor in determining the competitiveness of companies in the
marketplace, nationally and internationally.
Page | 29

The extent of R & D undertaken generally depends upon the Industry, the technological field
in which the company is based and the extent of competition.
R & D is generally undertaken by the industry, academia as well as the Government.
Although businesses have traditionally developed research capabilities in house, they have
also established collaborative links with other organizations, such as universities, and
acquired technology from other enterprises through licensing or takeovers.
R & D in specific areas can yield significant benefit to the nation as a whole, however may
not be cost effective for investment by the private sector. Hence there is a necessity for the
government to step in and support R&D efforts.
Research that is costly and has a high chance of failure may exceed the risk threshold of the
private sector, even though, from a societal point of view, having a certain number of such
projects in the national R&D portfolio is worthwhile because occasional successes can bring
very high gains.
R&D IN AGRO PROCESSING SECTOR :
Significant increase has taken place after early fifties in the number of institutions engaged in
agro processing research. In the area of teaching, presently there are 18 universities/colleges
offering first degree, 11 offer post graduate and 7 offer Ph.D. degree. Among R&D
organizations in the area of agroprocessing, ICAR has 17 Institutes with some component of
Post Harvest Technology (PHT), CSIR has 3 laboratories, State Agricultural Universities
have 18 programmers.
IITs have 2 progammes and 11 other organizations have similar programme. Some of the
leading government funded R&D Institutes (based on their infrastructure and sanctioned
scientific manpower) in 2000-2001 were: CFTRI, Mysore; CIPHET, Ludhiana; IARI, New
Delhi; NDRI, Karnal; DFRL, Mysore; CIAE, Bhopal; IIT, Kharagpur; GPBUA&T,
Pantnagar; IGMRI, Hapur; TNAU, Coimbatore; PAU, Ludhiana; GAU, Anand; RAU,
Udaipur; BCKV, Kalyani;
OTRI, Anantpur; PPRC, Thanjavur; MERADO, Ludhiana; MPKV, Rahuri; ILRI, Ranchi;
IVRI, Izatnagar; NIRJAFT, Kolkata; CIRCOT, Mumbai;IISR, Lucknow; IGFRI, Jhansi;
KVIC Mumbai; HBTI, Kanpur and PHT Institute, Pune. The ICAR has a systemof All India

Page | 30

Coordinated Research Projects (AICRP) in various important areas. In the field of PHT, there
are 4 AICRPs: (1) All India Coordinated Research Project on Post Harvest Technology .
(21 centers in the country, coordinated from CIPHET, Ludhiana), (2) Processing, Handling,
and Storage of Jaggery and Khandsari (5 centers, coordinated from IISR, Lucknow), (3)
Application of Plastics in Agriculture, Plant Environment Control & Agricultural Processing
(5 centers, coordinated from CIPHET, Ludhiana) and (4) Post Harvest Technology of
Horticultural Crops (8 centers, coordinated from IARI, New Delhi).
Also, there are other AICRPs that have a component of PHT. These are (1) Renewable
Sources of Energy for Agriculture and Agro-based Industries (16 centers, coordinated from
CIAE, Bhopal), (2) Farm Implements and Machinery (21 centres, coordinated from CIAE,
Bhopal), (3) Utilization of Animal Energy with Enhanced System Efficiency (6 centers,
coordinated from CIAE, Bhopal), (4) Human Engineering and Safety in Agriculture (4
centers, coordinated from CIAE, Bhopal).
Besides these, there are about 60 ad-hoc research projects operating in different SAUs,
universities, IITs, CSIR Institutes and other laboratories that have been working on problems
related to PHT. A number of Universities have programmes in the area of agro processing.
Some of the state governments also have been supporting R&D activities on agro processing
in a number of their laboratories/departments.
Although nearly 2000 scientists were associated with agro-processing R&D in the year 20002001, only about 200 out of them could be considered as full time R&D workers in agroprocessing.
R&D Work in agro-processing carried out in India
during the last 50 years categorized as follows:
Studies on physical, biochemical, nutritional, and engineering properties/characteristics of
different food, feed, fibre, and industrial raw materials.
Response studies of different biological materials w.r.t. their storage, handling, and
moistureconditioning.

Page | 31

 Refinement of traditional equipment and processes for production of different foods, feeds,
fibres and fuel materials for better quality, higher capacity, u 116 . energy efficiency, and
reduced drudgery to workers.

Development of new produces and processes for better nutrition, convenience and taste.
Enhancement of shelf life of the produces, safe storage/packaging and development of
better performing materials.
Better economic utilization of agricultural residues, by-products and recycling of wastes.
Design and Development of instruments and equipment for post harvest operations and their
evaluation, feasibility analysis, field trails/multilocation evaluation etc.
Design, layout planning and development of pilot plants, agricultural produce bulk handling
systems and area specific agro-processing models.
Studies and modeling/simulation of post harvest systems and industry for the purpose of
optimization, forecasting and policy analysis.
Energy auditing and use of non-renewable sources of energy for post harvest operations.
Product quality analysis, sensory evaluation and consumer acceptance studies.
Work conditions, safety and pollution control. Among large number of technologies
developed, the most popular ones include:

Page | 32

PROFILE OF
COROMANDEL AGRO PRODUCTS AND OILS LTD,
CHIRALA.
INTRODUCTION:CAPOL is an oil producing industry at Jandrapet near Chirala. It has acquired much
importance at Prakasam District in A.P. This is because of extensive cultivation of cotton by
the farmers.
Cottonseed is separated from the cotton Kappas in Cotton Ginning Mills and it would
be sold to the Manufacturing Industries/Oil Companies for manufacturing of various by
products like cottonseed hulls, soap stock, animal feed, lint etc. Further, the products of
CAPOL like de-oiled cake are also exported to Japan, Thailand, Malaysia West Germany,
Switzerland etc., Therefore the study on marketing mix of the CAPOL has assumed a greater
significance in recent times.
The Success of any organization depends mainly of three functions of the
management namely production, finance and marketing. Selling has predominant importance
in marketing procedure.
Cottonseed crushing industry is one of the Agro based industries. Cottonseed is used
in the manufacturing of edible oils, cakes, liner, hulls and oil. India is the third largest edible
oil based economy in the world after UNITED States and China. India accounts 9.7% to the
global oil seed production. The main production of this Industry is edilble oil.

Page | 33

Most of the people habitat to use groundnut oil for cooking purpose. To meet the
competition CAPOL is manufacturing cottonseed oil at a lower price than groundnut oil. This
it underlines the importance of marketing activities of CAPOL, Chirala.
CAPOL has been located in Jandrapet village at Chirala and are measuring across
23.68 acres. The plot has acquired from the Government of A.P on the basis of 9 years lease.
The sight is favorably located in respect of all facilities.
This is registered in 12th Dec, 1975 and Commencement of business was started from
5th Jan, 1976. This CAPOL has made a joint venture with APIDC and signed on 1 st Feb, 1976
CAPOL, got the license in 13th Aug, 1975 and it is transferred to 13th Feb, 1976.

VISION OF THE COMPANY:

To become a leader in providing independent, reliable and comprehensive

information, available in public domain across globe in quick and easy to understand
manner which impacts both society and other stakeholders by ensuring transparency
and informed decision making.

The company has a vision to excel in all fields of textile industry and agriculture
produce basis.

We will be intensely customer focused and will offer products and services which
provide the best value for our customers.

MISION OF THE COMPANY:

To manufacture a high quality yarn thereby withstanding high level of

competitiveness.
Developing a long term relationship with our customers and suppliers.
To use latest technological strategies during production thereby forming an

innovative approach.
To provide a safe, fulfilling and rewarding work environment for our employees.
Servicing and supporting the communities in which we operate
Page | 34

POLICIES OF THE COMPANY:Quality is integral to everything at COROMANDEL AGRO PRODUCTS AND OILS LTD we
adopt

holistic quality assurance system and an integrated system which covers the entire

production process. All lots are tested before giving to the mixing.
We believe quality is a continual process. With a focus clearly an delivering quality
products and services, we integrate to constantly innovate and excel. As a result our clients
are assured of top notch quality that is consistent across our product range.
Cottonseed oil is an edible vegetable oil extracted from the seeds of the cotton plant.
This pale yellow oil is generally used for cooking. It is further refined to to remove gossypol,
a naturally occurring toxin that protects the cotton plant from insect damage. Oil thus
obtained, is used in combination with other oils to create many vegetable oil products.
Since cottonseed oil does not require hydrogenation, it is lower in cholesterol than many
other oils and has little to no trans-fats per serving. Since this vegetable oil contains higher
antioxidant content, it lasts for a longer period, if stored properly. It also gives fried foods a
similar, yet lighter flavour when compared to other oils, and food achieves a similar colour
and texture.
Agricultural policy is the set of government decisions and actions relating to
domestic agriculture and imports of foreign agricultural products. Governments usually
implement agricultural policies with the goal of achieving a specific outcome in the domestic
agricultural product markets.

Page | 35

Some overarching themes include risk management and adjustment (including policies
related to climate change, food safety and natural disasters), economic stability (including
policies related to taxes), natural resources and environmental sustainability (especially water
policy), research and development, and market access for domestic commodities (including
relations with global organizations and agreements with other countries).

OBJECTIVES OF THE CAPOL:

To acquire, promote establish and carry on

business of manufacture oils from

cottonseed, Castor linseed, sunflower, Rice bran and other type of edible and non
crushing solvent extraction.

chemical or any other process and to utilize, sell the oils and cakes to be produced or
acquired for edible purpose of in any type or processing.

Ordinary crushing solvent extraction, chemical or any other and to utilize sell the oils
cakes to be produced or acquired for edible purpose or in any industry.

In the manufactured of nutrition tools, soaps, cattle fed,

manure, fatty acids,

perfumes, chemical or any other and to utilize sell the oils cakes to be produced or
acquired for edible purpose.

In any industry in the manufactured of nutrition tools, soaps, cattle fed, manure, fatty
acids, perfumes, chemical and other products in which such oils, cakes are utilized.

To erect, take on lease or otherwise acquire establish plantation and other lands, or
free hold, leasehold, or the other tenure and in particular lands producing or likely to
produce.

Cotton seeds and other seeds and also grants concession claims, licenses and
authorities of any description over any such lands.

Page | 36

To carry on in India or everywhere in any part of the world the business of spinning
weaving of manufacturing or dealing in cotton or other fibrous substances, the
preparations, dyeing or colouring of any of substances, the preparations.

The pressing of sand otherwise dealing with cotton seed and extraction of oil and
other such products.

There fourth refining and treating of such products and subjects them to further
processor of manufacture.

To act as stockiest, a commission agent, representatives or agents, selling and

purchasing agents, distracters, brokers of edible oils.

ANCILLARY OBJECTS OF THE COMPANY:

To manufacture and deal in all kinds of plant machinery apparatus tools utensils,
materials and things necessary or convenient for carrying on any of the main objects
of the company.

To buy, sell, manufacture, plant, prepare, treat, alter, exchange, hire, let on hire,
import, export dispose and or deal in all kinds.

Articles and things which may be required for the purpose of any of the business
which the company is expressly or by implication authorized by this memorandum at
carry on.

To establish, appoint, regulate and discontinue offices, agents, representatives,

distributors or retailers in all such places as the company may from time to time
determine for carrying out all or any of the companys objects and to acts agents for
the other

AWARDS OF THE COMPANY:Page | 37

CAPOL was awarded prize for the best stall in 1978.

In 1978 CAPOL received prize as best exports in C.S. Extractions and Cake from
Union Minister, Government of India.

In 1983-1985 the company was awarded as certificate of merit highest exports of DeOiled in India.

In 1984-85 CAPOL got best production award and Sharma Shakthi award from
Andhra Pradesh Government of India.

In 1992-1993, the company received for All India Cotton seed Crushers Association
for being the Third Highest exporter and second domestic seller of cotton seed
extraction.

KarmikaRatna award was given by A.P. Government for achieving higher

production with low investment in 1955.

CAPOL is the highest exporter and III highest domestic set of cotton seed extraction
for the year 1993-94.

CAPOL is the III highest domestic seller of cotton seed extraction in the year 199495.

CAPOL is the II highest domestic seller of cotton seed extraction in the year 1995-96.

CAPOL is the II highest domestic seller of cotton seed extraction in the year 1997-98

CAPOL is the III highest domestic seller of cotton seed extraction for the year 19992000.

CAPOL is the II highest extraction of cotton linter for the year 2000-01.

CAPOL is the III highest exporter of cotton linter and III highest domestic seller of
cotton seed extraction for the year 2001-02.
Page | 38

The company (CAPOL) has been awarded may commendation led by govt of AP for
its continuous harmonious relations with its employees in the years 1994,95,96,97.

The company (CAPOL) M.D has been facilitated by honourable president of India, Dr
Sankardayalsaram.

TRACK RECORD:

The company has 30 years of performance.

It never failed in meeting the scheduled repayments of loans with

The bank. Rather it postpones most of the loans with the lenders.

From the date of incorporation 1977, till date uninterruptedly

Running in fleshing field.

FUNCTIONAL AREA OF THE COMPANY:The initial investment of ml company is 10, 00,000.

TURN OVER OF THE GROUP:The turnover of the group for the financial year 1989-99 standards at around Rs 800
million. The net earnings after taxes of the group have been maintained at Rs 150/200 million
per annual.
The group has sound assets base having assets spread in most of the prime centres &
ports of south India.
The group has development excellent infrastructure during the past 30 years which
have been yielding a promising regular income of more than Rs 225 million every year.

TURN OVER OF THE COMPANY:Page | 39

The turnover of ML Company for the following years of 2010-2014 is as follows.

TABLE NO: 10

annual report

S NO

NO of years

AMOUNT IN RS IN
LAKHS

Source:

2010

3,963

of CAPOL

2011

966

2012

2,557

2013

3,606

2014

4,285

PERFORMANCE OF CAPOL:The performance of a firm is based on its profits and loses. The following table shows
the profits made down the past 5 years.
TABLE NO: 11
Year

Profits

2009-2010

Rs.16469728

2010-2011

Rs.15984108

2011-2012

Rs.18169329

2012-2013

Rs.28699684

2013-2014

Rs.10506392

Source: annual report of CAPOL

ANNUAL REPORTS OF CAPOL

Page | 40

TABLE NO: 12

35000000
30000000
25000000
20000000
15000000

2009-10
2013-14

2010-11

2011-12

2012-13

10000000
5000000
0
2006-07

2007-08

2008-09

2009-10

2010-11

Source: annual report of CAPOL

ORGANIZATIONAL STRUCTURE:The CAPOL is organized by a board of Directors, under the board of directors there is
a chairman. The chairman controls the Managing Directors. There are General Manager and
Production Manager under the control of the Managing directors.
The General Manager organizes the overall activities of the company. He has under
his direct control of Finance Department and responsibilities of the company secretary.
Besides he has also under him a Commercial Department.
Under him maintenance engineer material procurement officer, packing section in charge,
personnel officer and security officer. In Finance Department there are two responsible
persons

Page | 41

Under the Production Manager the plant Engineers, In-Charges of C.S.P.Plant, Oil
Mill, Solvent Extraction Plant, Refinery and Laboratory are working. Plant Engineers
functions are to rectify mechanical defects to make machinery run smoothly and maintain cooperation of the production activities.
The Personnel Officers is responsible for recruitment of personnel in organization,
functions and ensure the disciplined working of the employees. The security officer is incharge of watch and time keeping departments.
He is responsible for security of factory assets and equipment. The organizational chart
shows the exact structure of a Management position in CAPOL.

CAPOL ORGANIZATIONAL CHART:

CHART/ FIG: 4

BOARD OF DIRECTORS

MANAGING

DIRECTOR

GENERAL MANAGER

PLANT MANAGER

FINANCIAL MANAGER

PERSONEL

MANAGER

COMMERCIAL MANAGER

COMPANY SECRETARY
Page | 42

 PRODUCTION DEPARTMENT STRUCTURE:

CHART/ FIG: 5
Plant Manager
C.S.P.Plant Manager

Supervisor

Workers

Oil Mill In charge

Supervisor

Workers

Solvent Extraction
Plant In charge

Supervisor

Workers

Refinery in charge

Supervisor

Workers

Laboratory in charge

Workers

Suprevisor

Supervisor
Packing in charge
Workers

Page | 43

PERSONAL DEPARTMENT STRUCTURE:

CHART/ FING : 6

PERSONEL MANAGER

HORTICULTURAL MANAGER
PERSONAL OFFICER
SECURITY PERSONEL

SENIOR CLERK

JUNIOR CLERK

CLERKS

HEAD GUARDS

SECURITY GUARDS

Page | 44

FINANCE DEPARTMENT STRUCTURE:

CHATR/ FIG :7

FINANCIAL MANAGER

PURCHASES

SALES

CASHIER

EXPENDITURE AUDIT

INTERNAL ACCOUNTS

GENERAL STORES

Page | 45

COMMERCIAL DEPARTMENT STRUCTURE:

CHART/ FIG: 8

COMMERCIAL DEPARTMENT

COMMERCIAL OFFICER-CHIRALA
PURCHASING OFFICER-GUNTUR
COMMERCIAL OFFICER-KAKINADA

ASSITANTS

CLERKS

CLERKS

CLERKS

Page | 46

STAFFING POSITION OF THE COMPANY:

COMPANY PROFILE
NAME

: Coramandel Agro Products and Oils Ltd

ADDRESS

Jandrapet (post)
Chirala (Mandal),
Prakasam (Dt), Pin 523 165.

BOARD OF DIRECTORS

Sri Y. VenkataRao, Chairman

Sri Maddi. Lakshmaiah
Sri Maddi Ramesh
V.V.S.Ravi.
Maddi.VenkateswaraRao (M.D).

GENERAL MANAGER AND

SECRETARY

K. Satyanarayana

PERSONNEL OFFICER

I.V.V RamMohanRao

BANKERS

Canara Bank

AUDITORS

M/s. A. RamachandraRao& Co., (C.A)

3-6-369 a/11 floor,Street Bi-1,
Himayat Nagar, Hyderabad-500 029.

REGD., OFFICE

12-B, Skylark Apartments,

Basheerbagh, Hyd-500 029.

FACTORY AND
ADMINISTRATIVE OFFICE

Jandrapet (Village),
Chirala (Mandal),
Prakasam (Dist.,).

MAN POWER

225

ESTABLISHED

1975-1976

AREA

23.68 Acres

PRODUCT

Cottonseed Oil.
Page | 47

PRODUCTS OF THE COMPANY

TABLE NO: 13
PRODUCTS LIST OF THE COMPANY
1.

Cotton Seed Oil

2.

Cotton Seed Cake

3.

Cotton Seed Linters

4.

Cotton Seed Hulls

5.

Acid Oil (Soap Stock)

6.

Animal Feed

7.

Soap Stock

8.

Groundnut Oil and Cake

9.

Rice bran Oil

10.

De-Oiled bran

11.

Tilt Oil

12.

Rice bran Oil

13.

Till Cake

14.

Palmolive Oil
Source: annual report of CAPOL

Page | 48

PRODUCT CAPACITY
TABLE NO: 14
PRODUCT CAPACITIES
1. Lint

4.5% to 5.5%

2. Hulls

25% to 29%

3. De Oiled Cake

48% to 50%

4. Edible Oil

13% to 16%

5. Hard Soap

1.5% to 2%

6. Acid Oil

0.5%

Source: annual report of CAPOL

During the second half of the 20th century, producers using selective breeding
focused on creating livestock breeds and crossbreeds that increased production, while mostly
disregarding the need to preserve genetic diversity.

This trend has led to a significant decrease in genetic diversity and resources among
livestock breeds, leading to a corresponding decrease in disease resistance and local
adaptations previously found among traditional breeds.

Page | 49

Cotton Seed processing Complexes Pan India in last decade. With excellent client track
record this ISO 9001:2008 company invites entrepreneurs to venture in extraction business to
its higher levels by unfolding its expertise in helping out in erecting the plant that would
enable carrying out the business of fine extraction of oil from complex seed processing like
cotton seed processing complex.
The quality check is maintained in raw material stages to the process till the final
output is ready and also before shipping the material the sturdiness is gauged and only on
passing the test the same is delivered to the client. This ensures maximum output in the
shortest possible time span which fulfills the goal of good business with maximum
optimization.
Servotech India Limited offers solutions in erecting the plants for Cottonseed
processing, This multi processed flowchart involves stages like entry of the seeds into the
shaker room for cleaning of cotton seeds, post cleaning, the cleaned cotton seed is passed
through the grin sand for the removal of linters from the cotton seed. As a next step cotton
seeds are passed through hullers for the removal of tough seed coats. The seeds at this stage
in its form are obtained to be crushed in Expellers, this helps in the partial oil recovery from
the seeds. After crushing the seeds the oil is extracted and the left over pulp is called as the
cake, the oil contained in this cake is processed through a solvent extraction for recovery of
the oil in this complex form. Post this process the recovered oil is washed and refined in order
to

obtain

edible

cottonseed

oil.

Servotech India Limited ensures smooth operations which is possible because of

seamless integrations. This possible because of the machines that are designed for the job. Be
it the coating to withstand a robust process environment or be it the costs control as an
alternate solution for uplift of the business. The FRP lining on machine brings about better
resistance quality. The machines have achieved the goal that was the undercurrent while
designing which

Page | 50

TRAINING &DEVELOPMENT
Introduction of training:Organisation & individual should develop & progress simultaneously for their
survival & attainment of mutual goals. So every modern management has to develop the
organisation through human resource development. Employee training is the important subsystem of human resource development. Employee training is a specialized function & is one
of the fundamental operative functions for human resource management.

Meaning:After an employee is selected, placed & introduced he or she must be provided with
training facilities. Training is the act of increasing the knowledge & skill of an employee for
doing a particular job. Training is a short-term educational process & utilising a systematic
and organized procedure by which employees learn technical knowledge & skills for a
definite purpose. Dale S. Beach define training as ..the organized procedure by which
people learn knowledge and/or skill for a definite purpose.
In other words, training improves, changes, moulds the employees knowledge, skill,
behaviour, aptitude, & attitude towards the requirements of the job & organisation. Training
refers to the teaching & learning activities carried on for the primary purpose of helping
members of an organisation, to acquire & apply the knowledge, skills, abilities & attitudes
needed by a particular job & organisation.
Thus, training bridges the differences between job requirements & employees present
specifications.

Page | 51

TABLE NO: 1
Differences between Training & Development:Area

Training

Development

Content

Technical skills & knowledge

Managerial & behavioural

Purpose

Specific job-related

skills & knowledge

Conceptual & general

Duration

Short-term

knowledge
Long-term

For whom

Mostly technical & non-

Mostly for managerial

managerial personnel

personnel

Importance of training:The importance of human resource management to a large extent depends on human
resource development. Training is the most important technique of human resource
development. As stated earlier, no organisation can get a candidate who exactly matches with
the job and the organisational requirements. Hence, training is important to develop the
employee and make him suitable to the job.
Job and organisational requirements are not static, they are changed from time to time
in view of technological advancement & change in the awareness of the Total Quality &
Productivity Management (TQPM). The objective of the TQPM can be achieved only
through training as training develops human skills & efficiency. Trained employees would be
a valuable asset to an organisation. Organisational efficiency, productivity, progress &
development to a greater extent depend on training. Organisational objectives like viability,
stability &growth can also be achieved through training. Training is important as it
constitutes significant part of management control.
Benefits of training:-

Page | 52

Benefits of training are multi-faceted. Training benefits the organisation, individual &
in the formulation of policies & in maintenance of relations. These benefits are:
TABLE NO: 2

Training stages

Stage-1
Needs
Assessmen
t
1
Organisatio
-nal
Analysis
2
Departmen
-tal
Analysis
3. Job
Analysis

Stage-2

Stage-3

Program
Design

Implementa
t-ion

1.Instructio
n-al
Objectives

1.On-TheJob
Methods

2.Learning
Principles

2.Off-TheJob
Methods

3.Teaching
Principles
4.Training
Principles

3.Character
is-tics of
the
Instrucor

Stage-4
Evaluation

1.Reaction
s
2.Learning
3.Job
Behavi-our
4.Organisa
ti-on
5.Ultimate
Value

Stage -1:- Assessment of Training Needs:Training needs are identified on the basis of organisational analysis, job analysis, &
man analysis. Training programme, training methods & course content are to be planned on
the basis of training needs. Training needs are those aspects necessary to perform the job in
an organisation in which employee is lacking attitude/aptitude, knowledge, skill etc.
Training needs = job & organisational - employee specifications
Requirements

Page | 53

TABLE NO: 3
Methods used in Training Needs Assessment:Group or Organizational Analysis

Individual Analysis

Organizational goals & objectives

Performance appraisal

Personnel /skills inventories

Work sampling

Organizational climate indices

Interviews

Efficiency indices

Questionnaires

Exit interviews

Attitude survey

MBO or work planning system

Training progress

Quality circles

Rating scales

Customer survey/ satisfaction data

Observation of behaviour
Consideration of current & projected changes

Stage 2:- Designing the Training Program:After assessing the training needs, the organization has to design the training
programme that would meet the needs. The success of designing the training programme
depends on the accurate training needs assessment and designing the training programme
based on the on needs. Design of the training programme should focus on:

Instructional objectives.
Principles of learning & teaching.
Principles of training.
Characteristics of the instructor.
Content of the program.
Page | 54

Training Methods:As a result of research in the field of training, a number of programmes are available.
Some of these are new methods which others are improvements over the traditional methods.
These programmes are classified into on- the- job & off- the-job training programmes.
FIG NO: 2
Training Methods

On-the-job Methods

job Rotation
coaching
job Instruction
training through step-by-step
committee Assignments
internship Training

Off-the-job Methods

Vestibule Training
Role Playing
Lecture Methods
Conference or Discussion
Programmed Instruction
Audio-Visual Methods
Computer Based Training & Elearning

FIG NO: 3
Team Training Skills

Process Skills

Meeting
Problem Solving
Brain Storming
Decision-Making
Negotiating
Goal Setting
Presentation
Process Analysis
Task Evaluation
Customer Analysis
Project Planning
Information
-Management
creativity

Behaviour Skills

Member

Communications
Conflict Resolutions
Building Trust
Establishing Norms
Handling
Difficult
-Members
Diversity Awareness
Team Development
stages
Team Issues/Concerns
Team Benefits
Features of Good
Teams
negotiations

Page | 55

The following guidelines would help the managers in providing team training:

Overtime should be provided for team training.

Team development need not be in a linear sequence of forming, storming,

norming & performing.

Provide additional training for new members.
Use participative exercises for behavioural & process skills.

Diversity Training:The number of employees from varied ethnic groups as well as diverse backgrounds
has been increasing. In fact, diverse background brings varied knowledge that helps the
organization in making accurate & efficient decisions. Organizations need to provide
diversity training in order to get the advantages of diversity. Diversity training is of two
types. Viz.

Awareness building to enlighten the employees about the benefits of diversity.

Skill building that provides knowledge, skills & attitudes necessary for working with
people of diverse backgrounds.

All the dimensions of diversity like race, gender, age, disabilities, lifestyles, culture,
education, ideas & backgrounds should be considered in designing the training program.

Characteristics of Effective Diversity Training Programs:Link the diversity training to organizational strategies.
Engage qualified & experienced trainer.
Training programme should reflect organizational goals.
Document individual & organizational benefits.
Committee for training should reflect all levels & groups.
Managers should be accountable for achieving the goals of the training.

Page | 56

Introduction of Development:What is Management Development?

Management Development is a systematic process of growth & development by
which the managers develop their abilities to manage. So it is the result of not only
participation in formal courses of instruction but also of actual job experience. It is concerned
with improving the performance of the managers by giving them opportunities for growth &
development.
Evolution of Management Development:Efficient & loyal workers were promoted to the supervisory or management positions
& it was soon realised that superior workers do not necessarily make superior managers.
This realisation necessitated the need for planned programmes for the selection, training &
development of managerial personnel.
Formal management development programmes started emerging in the late 1940s &
1950s. Several forces have operated to cause the expansion of management development
activities. To name only a few:

Shift from owner managed to professionally managed enterprise.

Management has been recognised as a distinct kind of occupation consisting of
acquired skills & a unified body of knowledge.

Objectives of Management Development:The management development programmes are organised with a view to achieving
specific objectives. They are:

To overhaul the management machinery.

To improve the performance of the managers.
To identify the persons with the required potential & prepare them for senior

positions.
To increase the morale of the members of the management group.
To increase the versatility of the management group.
To improve thought process & analytical ability.
To understand the conceptual issues relating to social, economic & technical areas.
Page | 57

To stimulate creative thinking.

Achievement of the above stated objectives is very difficult as some factors inhibit the
management development process.
Essential Ingredients of the Management Development Programme:The essential ingredients of the management development programme can be
explained through the steps of management development process.
The important steps (or) ingredients of a management development programme are:

Analysis of organisational present & Development Needs.

Appraisal of present management Talent.
Inventory of Management Manpower.
FIG NO: 4
Important Techniques of Management Development

On-the-job Techniques

Coaching

Job Rotation

Off-the-job Techniques

Under Study

Multiple

Management
The Case

Incident

Role

Method

Method

Playing

Simulation

Grid
Training

In Basket
Method

Business
Game

Conferences

Lectures

Sensitivity
Training

Behaviour
Modelling

Page | 58

Coaching:- In coaching the trainee is placed under a particular supervisor who acts as
an instructor & teaches job knowledge & skills to the trainee. He tells him what he
wants him to do, how it can be done & follows up while it is being done & corrects

errors.
Job Rotation:- The transferring of executives from job to job & from 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 programme, it is not merely an orientation assignment. He

has to assume the full responsibility & perform all kinds of duties.
Under Study:- An under study is a person who is in training to assume at a future
time, the full responsibility of the position currently held by his superior. This
method supplies the organisation a person with as much competence as the superior to

fill his post which may fall vacant because of promotion, retirement or transfer.
Multiple Management:- Multiple Management is a system in which permanent
advisory committees of managers study problems of the company & make
recommendations to higher management. It is also called junior-board of executives
system. These committees discuss the actual problems & different alternative
solutions after which the decissions are taken.

Off-the-job Techniques:Because of the fact that on-the-job techniques have their own limitations, these offthe-job techniques are considered important to fill those gaps. The following are some of the
important off-the-job techniques.

The Case Study.

Incident Method.
Role Playing.
In Basket Method.
Simulation.
Grid Training.
Conferences.
Lectures.
Behaviour Modelling.

The Case Study:- Case is a description of management problem/situation as viewed

or presented to a decision-maker. Cases are prepared on the basis of actual business
situations that happened in various organisations.
Page | 59

Incident Method:- This method was developed by Paul Pigours. It aims to develop

the trainee in the areas of intellectual ability, practical judgement & social awareness.
Role Playing:- A problem situation is a simulated by asking the participants to
assume the role of particular person in the situations. The participants interacts with
other participants assuming different roles.

In Basket method:- The trainees are first given back-ground information about a
simulated company, its products, key personnel, various memoranda,requests & all
data pertaining to the firm.

Business Games:- Under this method, the trainees are divided into groups or different
teams. Each team has to discuss & arrive at decisions concerning such subjects as
production, pricing, research expenditure, advertising, etc. assuming itself to be the
management of a simulated firm.

Sensitivity Training:- The main objective of the sensitivity training is the

Development of awareness of and sensitivity of behavioural patterns of oneself &
others.

Simulation:- Under this technique the situation is duplicated in such a way that it
carries a closer resemblance to the actual job situation.

Managerial Grid:- It is a six phase programme lasting from 3 to 5 years. It starts

with upgrading managerial skills, continues to group improvement, improves inter
group relations, goes into corporate planning, develops implementation method &
ends with an evaluation phase.

Conferences:- A conference is a meeting of several people to discuss the subject of

common interest. But contribution from members can be expected as each one builds

upon ideas of other participants.

Lectures:- It is the simplest of all techniques. This is the best technique to present &
explains series of facts, concepts, & principles. The lecturer organizes the material &
gives it to a group of trainees in the form of talk.

Behaviour Modelling:- It is an approach that demonstrates desired behaviour &

provides trainees the chance to practise & role/imitate those behaviours & receive
feedback.

Selection of Techniques:Page | 60

The success of any management development programme largely depends on the

selection of the techniques. However, it should also be remembered that no single technique
can prove to be sufficient, but only the combination of the

techniques makes any

management development programme effective. This is because all managers at all levels
require all kinds of skills but in various proportions.
Training & Development for International Assignments:The announcements of economic liberalizations by the Government of India opened
the country to the rest of the globe. The globalization of business led to the international
assignments to the business executives. The social & cultural factors, natural environment,
legal environment & the government policies vary from country to country. The executives
delegated with international assignments are expected to acquire the knowledge in
international environment. Training & development programmes are organized by the
managements to equip these executives.

Electronic MDPs:Rapid development of technology has made the computer & internet integral parts of
Management Development Programme (MDPs). High quality generic packages for MDPs are
available on CD ROM covering areas like stress management, time management &
communication skills. Cyber Media & systems, multimedia HRD & microwave computer
services companies developed the CD ROMs.
There is an increasing tendency to dovetail with new communication technologies.
The future trends in MDPs include: video conferencing, sharing networked resources &
interest. Multimedia based MDPs will increase in the future.
Benefits of Multimedia:Benefits of multimedia include:

Low cost.
Learner has the flexibility of the content.
Learning convenience.
Increase in learning efficiency.
Uniform input to all the participants.

Evolution of Management Development Programmes:Page | 61

Management Development Programmes should be evaluated in order to find out

whether the objectives of the programmes are achieved or not. The development programmes
would be effective, if the contribute to the organizational group & individual goals.
Evaluation should not only immediately be after the completion of the programmes
but also at specific intervals in the long run in order to find out the impact of the MDP on the
job behaviour & efficiency of the training. Further, the evaluation may also measure the
improvement in decision-making skills, inter-personal relations, strategy making &
implementation skills, role modelling skills, etc. these areas depend upon the content of each
MDP.

DATA ANALYSIS AND INTERPRETATION

TABLE NO: 4.1
1. Employee working relationship with the organization.
Serial No

Description

No. of respondents

% of respondents

1 year

12

12

1 to 3 years

20

20

Page | 62

3 to 5 years

60

60

Above 5 years

Total

100

100

Interpretation:The above table reveals that majority of the employees 60% are working with the
company 3 to 5 years.
GRAPH NO: 4.1
60%
50%
40%
30%
20%

% of respondents

10%
0%

Conclusion:
The above graphical representation shows that the employee relationship with the
company is very good. Because, majority of the employees are working more than 3 years.

TABLE NO: 4.2

2. Employees are attending for training program in the organization.
Serial No

Description

No. of respondents

% of repondents

Yes

92

92%

No

8%

Page | 63

Total

100

100%

Interpretation:The above table reveals that 92% employees are attend for the training program and
8% employees are not attend for the training program in the organization.
GRAPH NO: 4.2

100%
90%
80%
70%
60%
% of respondents

50%
40%
30%
20%
10%
0%
yes

no

Conclusion:The above graphical representation shows that training program is compulsory to the
employees in the organization.

TABLE NO: 4.3

3. Employees satisfaction towards promoting training programme.
Serial No

Description

No. of respondents

% of respondents

Highly Satisfied

20

20%

Some Extent Satisfied

68

68%

Page | 64

Average

8%

Not Satisfied

4%

Total

100

100%

Interpretation:The above table reveals that 20% are highly satisfied & 68% are some extent satisfied
with training program.
GRAPH NO: 4.3

70%
60%
50%
40%
30%
20%
10%
0%

% of respondents

Conclusion:Majority of the employees are satisfied with the training program offered by the
company towards the employees. It shows that the employees are satisfied with the
organization.
TABLE NO: 4.4
4. Need for training program.
Serial No

Description

No. of respondents

% of respondents

New Employees

20

20%

Page | 65

To Retain Employees

8%

Both A & B

72

72%

Total

100

100%

Interpretation:The above table reveals that 20% are new employees, 8% are to retain employees &
72% are both types of employees.
GRAPH NO: 4.4

80%
70%
60%
50%
40%
30%
20%
10%
0%

% of respondents

Conclusion:The company provides training to the new & existing employees to gain effective
employees, which is an asset to the organization.
TABLE NO: 4.5
5. Periodicity of the training program at CAPOL
Serial No

Description

No. of respondents

% of respondents

Page | 66

Once in a year

12

12%

Twice in a year

12

12%

Three times in a year

32

32%

When job needs

44

44%

Total

100

100%

Interpretation:The above table reveals that 44% are when job needs & 12% were said that the
training program is once and twice in a year.
GRAPH NO: 4.5

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%

% of respondents

Conclusion:Organization provides the training to the employees when that particular job needs
training it shows that training will be provided to the employees when ever it is necessary for
the job.
TABLE NO: 4.6
6. Type of training program providing in the organization.

Page | 67

Serial No

Description

No. of respondents

% of respondents

On the job

32

32%

Off the job

8%

Both

60

60%

Total

100

100%

Interpretation:The above table reveals that 32% are on the job method, 60% are both methods.
GRAPH NO: 4.6

60%
50%
40%
% of respondents

30%
20%
10%
0%
On the job

Off the job

Both

Conclusion:Organization providing both i.e. on the job & off the job training programs to the
employees& organization get mutually benefited in all aspects.
TABLE NO: 4.7
7. Employee preference for training program.

Page | 68

Serial No

Description

No. of respondents

% of respondents

On duty hours

32

32%

Off duty hours

4%

Both

64

64%

Cant say

0%

total

100

100%

Interpretation:The above table reveals that majority of the employees 64% prefer both i.e. on duty &
off duty hours for attending training program.
GRAPH NO: 4.7

70%
60%
50%
40%
30%
20%

% of respondents

10%
0%

Conclusion:The above graphical representation shows that the organization & employee get
benefited by not wasting the working hours for training program.

TABLE NO: 4.8

Page | 69

8. Training program has improved employee level of performance.

Serial No

Description

No. of respondents

% of respondents

Agree

84

84%

Average

12

12%

Disagree

4%

Total

100

100%

Interpretation:The above table reveals that 84% are agreed, 12% are at average level & 4% are
disagreed.
GRAPH NO; 4.8

90%
80%
70%
60%
50%

% of respondents

40%
30%
20%
10%
0%
Agree

Average

Disagree

Conclusion:Majority of the employees are agreed with training programmes offered by the
company towards the employees for improving their level of performance. It shows that the
employees are agreed with the organization.
TABLE NO: 4.9
Page | 70

9. Employee working relationships with the colleagues & associates of the

organization have improved their skills
Serial No

Description

No. of respondents

% of respondents

Agree

80

80%

Average

12

12%

Disagree

8%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 80% are agreed & only 8%
are disagreed.
GRAPH NO: 4.9

80%
70%
60%
50%
% of respondents

40%
30%
20%
10%
0%
Agree

Average

Disagree

Conclusion:The above graphical representation shows that the employee working relationships
with the colleagues & associates of the organization have improved their skills.

Page | 71

TABLE NO: 4.10

10. Program has helped to identify employee strength & weaknesses.
Serial No

Description

No. of respondents

% of respondents

Agree

56

56%

Average

28

28%

Disagree

16

16%

Cant say

0%

Total

100

100%

Interpretation:From the above table reveals that 56% are agreed, 28% are average, 16% are
disagreed.
GRAPH NO: 4.10

60%
50%
40%
30%

% of respondents

20%
10%
0%
Agree

Average

Disagree

Cant say

Conclusion;The employees are agreed that the training programs are helpful to identify their
strength & weakness. With the training program, the employee gets benefited in all aspects.

Page | 72

TABLE NO: 4.11

11. Selection of employees for training program.
Serial No

Description

No. of respondents

% of respondents

Management choice

12

12%

On request of self

0%

Through performance

52

52%

appraisal
Training department

36

36%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 52% are nominated for the
training program through performance appraisal, 36% are nominated through training
department & 12% are nominated through management choice.
GRAPH NO: 4.11

60%
50%
40%
30%
20%
10%
0%
% of respondents

Conclusion:The above graphical representation shows that the nomination of employees on what
basis is necessary for training program.
Page | 73

TABLE NO: 4.12

12. Duration of training program for employees in CAPOL
Serial No

Description

No. of respondents

% of respondents

1 month

8%

45 days

24

24%

2 months

32

32%

More than 2 months

36

36%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 36% were prefer that the
duration of their training program is more than two months in this company according to their
jobs.
GRAPH NO: 4. 12

40%
35%
30%
25%
20%
15%
10%
5%
0%

% of respondents

Conclusion:Page | 74

The duration of training program for employees in capol is more than 2 months. The
period of training program is very sufficient to employees.
TABLE NO: 4.13
13. The training would help for employees in better prospects in future.
Serial No

Description

No. of respondents

% of respondents

Very much true

32

32%

True to some extent

52

52%

Not at all

16

16%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 52% said true to some
extent & 16% said that, it is not at all true.
GRAPH NO: 4.13

60%
50%
40%
30%
20%
10%

% of respondents

0%

Conclusion:Page | 75

The training program would help to employees in better job prospects in the future. It
is very useful to employees.
TABLE NO: 4.14
14. The latest developments & improvements in different functional areas are
communicated to employees.
Serial No

Description

No. of respondents

% of respondents

Yes

80

80%

No

8%

Often

12

12%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 80% are said that the
organization is communicated to the employees about the latest developments and
improvements in different functional areas of the company.
GRAPH NO: 4.14

80%
70%
60%
50%
% of respondents

40%
30%
20%
10%
0%
Yes

No

Often

Conclusion:
Page | 76

It is necessary to know for employees about the changes in the organization. This
would help them to learn new things.
TABLE NO: 4.15
15. Encouragement for employees in implementing skills & knowledge.
Serial No

Description

No. of respondents

% of respondents

Yes

20

20%

No

60

60%

Often

20

20%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 60% were said that there is
no encouragement from the organization in implementing skills & knowledge to the
employees.
GRAPH NO: 4.15

60%
50%
40%
% of respondents

30%
20%
10%
0%
Yes

No

Often

Page | 77

Conclusion:The above graphical representation shows that there is no encouragement from

organization to the employees.
TABLE NO: 4.16
16. The duration of the course is sufficient to fulfill the training needs.
Serial No

Description

No.of respondents

% of respondents

More than sufficient

20

20%

Sufficient enough

56

56%

Not at all sufficient

24

24%

Total

100

100%

Interpretation:The above table reveals that the majority of the employees 60% were said that there is
no encouragement from the organization in implementing skills & knowledge to the
employees.
GRAPH NO: 4.16

60%
50%
40%
30%
20%
10%
0%

% of respondents

Page | 78

Conclusion:The above graphical representation shows that the majority of the employees were
prefer that the duration of the course is sufficient to them.
TABLE NO: 4.17
17. Training heightens the morale, reduces dissatisfaction, complaints &
absenteeism.
Serial No

Description

No. of respondents

% of respondents

Yes

80

80%

No

8%

Often

12

12%

Total

100

100%

Interpretation:From the above table reveals that the majority of the employees 80% were heighten
their morale, & reduces dissatisfaction, complaints & absenteeism with training program.
GRAPH NO: 4.17

80%
70%
60%
50%
% of respondents

40%
30%
20%
10%
0%
Yes

No

Often

Page | 79

Conclusion:Based on the above information, the training program conducted by the organization
is useful for employees.
TABLE NO: 4.18
18. Collection of feedback from employees by the organization.
Serial No

Description

No. of respondents

% of respondents

Yes

92

92%

No

8%

Total

100

100%

Interpretation:The above table reveals that 92% feedback should be collected for training program.
GRAPH NO: 4.18

100%
90%
80%
70%
60%
% of respondents

50%
40%
30%
20%
10%
0%
Yes

No

Page | 80

Conclusion:Employees revealed that the feedback, opinions & suggestions which were collected
from the employees be presented & must be analyzed to give a shape to the feedback. This is
useful for decision-making purpose for the organization.

FINDINGS, SUGGESTIONS & CONCLUSIONS

FINDINGS:

The majority of the employees are working in the organization are in between 3 to 5

years.
Most of the employees are satisfied with their working place and colleagues behavior

also.
Training program is useful to employees for improving their skills & knowledge.
Organization provides training for different kinds of employees.
In organization, the training is being given when job demands.
Employees are feeling good satisfactory about the training programs of the company.
Organization is providing both on-the-job and off-the-job training methods for

employees.
Majority of the employees prefer both on duty and off duty hours for attending

training program.
Training program is useful for employees to identifying their strength and

weaknesses.
Majority of the employees are nominated through performance appraisal in this

company.
The duration of the course of training program is sufficient for employees.

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SUGGESTIONS:

Training methods must be oriented with more audio-visual aids as they make

training programs more interesting and reduce boredom.

There is a need to select suitable training program rightly suited to the jobs.
It is suggested to conduct more sessions for juniors.
It is suggested to undertake improvements in sending employees for external

classes.
The employees are satisfied with the existing training programs so the same may
be continued.

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CONCLUSION

Training and development play an important role in the development of human

resources in any organization. Because no organization get the people who are exactly suit to
the jobs provided by the company. So, every organization should give training to their
employees.
This study reveals that the Training and Development methods offered in vijaya dairy
Limited is good. Majority of the employees in the company are satisfied with training and
development followed by the company. It is observed that the company has satisfied with the
performance of the employees after training. To motivate the employees, company was
offering good incentive schemes and promotions through yearly increments. This helps them
in maintaining good employee relations it leads to the effectiveness of the organization.

Page | 83