PROJECT SYNOPSIS

THE STUDY OF
TRAINING AND DEVELOPMENT AT PEPSICO
PEARL DRINKS LIMITED

Submitted for the partial fulfillment towards the awards of the

degree in Master of Business Administration Uttar Pradesh
Technical University
Submitted by:
NAME
Roll No.
Under the supervision of
Mr.

DEPARTMENT OF MBA
Noida Institute of Engineering And
Technology(NIET), 19 Knowledge Park II
Greater Noida, G.B.Nagar (UP), India-201306
 Introduction

Training and Development Employee training is distinct from management development.

Training is a short-term process utilizing a systematic ark] organized procedure by which
non-managerial personnel learn technical": knowledge and skills for a definite purpose. It
refers to instructions in technical and mechanical operations like operation of a machine. It
is designed primarily for non-managers. It is for a short duration and for a specific job-
related people. On the other hand, development is a long-term educational process utilizing
a systematic and organized procedure by which managerial personnel learn conceptual and
theoretical knowledge for general purpose.It involve, philosophical and theoretical
educational concepts and it is designed for managers. It involves broader education and its
purpose is Iong term develop merit. In the words of Compbell, "training courses are
typically designed for a short-term, stated set purpose, such as the operation of some
piece(s) of machinery 2 while development involves a broader education for long-term
purposes. Training involves helping an individual learn how to perform his present k,
satisfactorily. Development involves preparing the individual for a future and growth of
the individual in all respects. Development complements training because human resources
can exert their full potential only when tile learning process goes far beyond simple
routine.

Scope of The Study

1. Job Requirements. Employees selected for a job might lack the qualifications
required to perform the job effectively. New and inexperienced employees require
detailed instruction for effective performance on the job.
 2. Technological Changes. Technology is changing very fast. Now-automation and
mechanization have are being increasingly applied in offices and service sector.
Increasing use of fast changing techniques requires training into technology.

3. Organizational Viability. In order to survive and grow an organization must

continually adopt itself to the changing environment. With increasing economic
liberalization and globalization in India, business firms are experiencing expansion,
growth and diversification.

4. Internal Mobility. Training becomes necessary when an employ moves from one
job to another due to promotion and transfer. Employ chosen for higher level jobs need
to be trained before they are asked to perform the higher responsibilities.

The objective of the research was

The main objectives of the study are:

(A)To examine the effectiveness of training of the workforce of PepsiCo Pvt. Ltd.

(B) To examine the impact of training on workers.

(C) To study the changes in behavioral pattern due to training.

 (D)To find out new methods of training and development in PEPSICO Pvt. Ltd

(E) To examine the impact of training on workers.

Research Methodology

Data Sources: Primary and Secondary data is used in this survey.

Design of the Study:

In order to achieve the training objectives, an appropriate training policy is necessary. A training
policy represents the commitment of top management to employee training. It consists to
rules and procedures concerning training. A training policy is required:

(a) To indicate the company's intention to develop its employee~.

(b) To guide the design and implementation of training programme,.

(c) To identify the critical areas where training is to be given on a pri basis; and

(d) To provide appropriate opportunities to employees for their betterment.

A sound training policy clearly defines the following issues:

(i) The results expected to be achieved through training

(ii) The responsibility for the training function

(iii) The priorities for training

(iv) The type of training required

(v) The time and place of training

(vi) The payments to be made to employees during the training period

The Design of the study is the conceptual within which research /study is conducted. It

constitute the pepsico the collection , measurement and analysis of data.

Training Methods and Techniques

The methods employed for training Operatives may be describe:

1. On-the-job Training (OJT). In this method the trainee is placed on job and taught

the skills necessary to perform it. The trainee learns under the guidance and supervision

the superior or an instructor. The trainee learns by observing and handling the job.

Therefore, it is called learning by doing.

2. Vestibule Training. In this method a training centre called vestibule set up and actual

job conditions are duplicated or simulated in it. Expert employed to provide training with

the help of equipment and which are identical with those in used at the workplace.

3. Apprenticeship Training. In this method, theoretical instruction and has established

Industrial Training Institute for this pound the Apprenticeship Act 1962 employers in
 specified industries are d to train the prescribed number of persons in 'designated trades'.

The to develop all-round craftsmen. Generally a stipend is paid during the period. Thus, it

is an "earn when you learn" scheme.

4. Class room Training. Under this method, training is provided company classrooms

or in educational institutions.

5. Internship Training. It is a joint programme of training in when educational

institutions and business firms cooperate. Selected candidate carry on regular studies for

the prescribed period. This method of training is used in profession work e.g., MBBS,

CA, ICWA, Company Secretaries, etc.

6. Internship Training. It is a joint programme of training in when educational

institutions and business firms cooperate. Selected candidate carry on regular studies for

the prescribed period. e.g., MBBS, CA, ICWA, Company Secretaries, etc.

1.4 Methods of Evaluation: Several methods can be employed to collect data

outcomes of training. Some of these are:

1. The opinions and judgments of trainers, superiors and peers. Asking the trainees to fulfill

evaluation forms, using a questionnaire to know, the reactions of trainees,

2. Arranging structured interviews with the trainees,

3. Comparing trainees performance on the job before and after

4. Studying profiles and career development charts of trainees,

5. Measuring levels of productivity, wastage, costs, absenteeisms employee turnover after

training,

6. Trainees' comments and reactions during the training period,

7. Cost benefits analysis of the training programme.

Feedback

After the evaluation, the situation should be analyzed identify the possible causes for a difference
between the expected out and the actual outcomes.And implementing future training
programmes so as to avoid these causes. Outcomes of a training programme should justify the
time, money and invested by concerned with the designing and implementation of training pro
action is required to ensure implementation of evaluation every stage.

RESEARCH DESIGN

A research design is defined, as the specification of methods and procedures for acquiring the

Information needed. It is a plant or organizing framework for doing the study and collecting the

data. Designing a research plan requires decisions all the data sources, research approaches,

Research instruments, sampling plan and contact methods.

Research design is mainly of following types: -

Exploratory research
 CONCLUSION

Employees are stepping stones towards success of any organization So their contribution in
smoothing running of an organization cannot be denied. As for as PEPSICO is concerned, it is
conducting training and performance appraisal programmer and activities for the continuous
growth and development of its people. Activities are well organized by the HR department. In
fact, they are quiet effective also. According to survey conducted, by me, I can conclude that
almost all the training and development plus performance appraisal activities of the company are
highly beneficial to employees in giving their best contribution to their personal growth and
development also. Last but not the least; the company is fulfilling al the obligations towards their
employees, which is helping in the continuous growth of organization as well as the society. Well
defined procedure of assessment for various forms makes this system competent to achieve its
objective effectively.

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