Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ON
TRAINING AND DEVLOPMENT
KHANDELWAL EDIBLE OILS
Research Methodology:-
Secondary research: - Reports, Websites, Newspapers & journals.
Primary research: - Personal Interviews.
Data Analysis:-
Analysis using Pie charts & other graphical tools was done on both Primary &
Secondary data.
Suggestions:-
Change the entire approach from Commodity Selling to
Consultative Selling.
Market Mapping & Segmentation.
Effective Channel Strategy.
Appropriate organizational structure and decision making
authority.
INTRODUCTION
INTRODUCTION
With a history that goes back to 50 years, Khandelwal Edible Oil . is
a company with a simple corporate objective - to manufacture,
package and market the purest possible edible oil that would offer
healthier and tastier solution to millions of consumers. Currently,
Khandelwal Edible Oil is in the business of Refining, Quality
Control, Packaging and Marketing of branded mustard and other
edible oils.
COMPANY PROFILE
VISION
To be a way of life for every Indian.
MISSION
To be the benchmark in purity and perfection. To achieve a leadership position
in the Indian market and to become the preferred Indian edible oil name
globally.
QUALITY
Khandelwal Edible Oil . is committed to total customer satisfaction, and
compliance with regulatory bodies at all times and at maximum effectiveness.
We aim to-Consistently enhance our understanding of market dynamics and
changing customer needs so as to offer finest quality products that at all times
meet our customers' expectations and the ever changing demands of the
market place.
Provide a high level of service to our customers with minimum cause for
complaint.
Maintain a healthy & constructive work environment that enables
Personnel to produce optimal output.
Continually comply with the requirements of ISO 9001:2000, ISO
14002:2004, HACCP and other government regulations and continuously
improve the effectiveness of our Quality Management System.
With a history that goes back to 50 years, Khandelwal Edible Oil . is a
company with a simple corporate objective - to manufacture, package and
market the purest possible edible oil that would offer healthier and tastier
solution to millions of consumers.
MANAGEMENT
the foundations of Khandelwal Edible Oil were laid half a century ago by its
Managing Director, Shri Ghanshyan Khandelwal-a veteran of the Indian
mustard industry. Since then the management of Khandelwal Edible Oil has
gained an unmatched, in-depth insight of the industry and the continuously
evolving customer needs. The leadership at Khandelwal Edible Oil has a vision
for the future and their acumen in adapting to the changing times has translated
into consistent growth by the company.
However, the most important attribute of the Khandelwal Edible Oil leadership
is the un-fallible commitment towards quality, towards customers and towards
community at large.
At Khandelwal Edible Oil 'No Compromise with Quality' is a guiding
philosophy.And the management takes it as there.
Another distinctive characteristic of the Khandelwal Edible Oil management
team is their strong belief that Success and growth do not mean much unless
accompanied by trust and respect from the community. And over the years this
belief has ensured that as a corporate citizen, Khandelwal Edible Oil . earns an
image of one of the most respected and revered organization in its region of
activity.
GROWTH SO FAR
Having started as a mustard trading house in 1958, Khandelwal Edible Oil has
come a long way today. During the course of its journey, 1999 proved to be a
landmark year which transformed the business house from a commodity trading
organization to an FMCG company. The year witnessed the birth of
Khandelwal Edible Oil Oils as a registered company and also marked its
advent into quality control, packaging and marketing of consumer packs of their
flagship brand - Chakra Kachchi Ghani Mustard Oil. Achieving an astonishing
turnover of Rs. 60 crores in the first year itself, the company has not looked
since.
Expansion and up-gradation has been a continuous process for Khandelwal
Edible Oil . The marketers of a single mustard oil brand subsequently started
rolling out multiple varieties of mustard oil - thus catering to a much wider
consumer base. As the product range swelled, the competencies, capabilities
and capacities were continuously enhanced to meet the growing challenges.
However even with its ever-expanding size, Khandelwal Edible Oil never lost
sight of its ultimate goal that of providing only the highest product quality -
and hence set up its own advanced quality control systems and packing
facilities.
Later, the company took another stride when being a player in the lone mustard
oil segment; Khandelwal Edible Oil diversified into Refined Soyabean oil and
then further to various blended edible oils. In 2006, Khandelwal Edible Oil
achieved yet another milestone when it established its own state-of-the-art
Refinery.
ORGANIZATION STRUCTURE &
HIERARCHY
Chairmen
BOARD OF
DIRECTORS
MANAGING DIRECTOR
TRANSPORT
ADVISOR
Dy. Audit
Regional
Managers
Controller
Dy.Accounts
Accoun e
Manag
t
er
Manag
ers
Staffs Assistant Assistant Assistant Assistant
Manager Manager Manager Manager
We collect the best quality oil from all over the States of India, then a sample is
collected from every tanker and approved only after its fulfills our stringent
norms and specification by testing the oil in our Gas Liquid Chromatograph
(GLC), Scientific Laboratory under the quality control team with highly
scientific quality checking process, we ensure the supreme quality of our edible
India is responsible for conducting checks of the incoming oil tankers. After
getting a fair report from lab we unloaded it in our Oil Tanks in Storage Unit,
then after processing it from double filtration the second stage tests are also
conducted at the time of packaging. After all this process of ensuring best
keenly observe every stage, ensuring that you can enjoy the best quality
Units
Product Name
Pouch Bottle / Jar Tin
TULSI
MOHAN GOLD
CLASSIC
CHAKRA
MOHAN CLASSIC
Refined Soyabean Oil 15 ltr
SWASTIC
SHREE
JAI JAWAN
MORE
BANSURI
DEEP
SASTA KOLHU
Agmark Blended Edible
15 ltr
Vegetable Oil
GRAHINI
MOHAN TARANG
MOHAN BLUE
24 CARAT
GOLDEN LINE
SAKHI
Our Company has owns good Infra Structure facility, automated / modern plant
& having agmark, ISO 9001, 2000 ISO 14001, 2004 & HACCP certification.
We have all Advance Equipment to insure the best quality of the product as per
Our products are hygienic and completely safe for health. In order to provide
customers with best quality and to promote Tulsi Kachhi Ghani Agmark
Mustard Oil, Mohan Gold Agmark Mustard Oil Classic Refined Soyabean
adulteration.
packaging and supplying of consumer packs of pure and fresh edible oil. Our
oil possesses antiseptic and bactericidal qualities; Shelf life of mustard oil is
Our flagship brands like Tulsi Kachhi Ghani Mustard Oil and Mohan
Gold agmark mustard oil are getting highly appreciated by the consumers.
The secret of our success lies in our close relationship with our customers, in
understanding their needs and this has motivated us into new innovations and
introducing products that recognize the need of people everywhere. Our
energies are synergized on integrating our skills to reach out to our customers,
to satisfy their needs and to ensure delivery in the most convenient manner.
have come a long way. A state of the art plant with contemporary machinery
delivers high level of efficiency and superior product quality. We are delivering
only the best quality of edible oil, which passes several quality checks at our
packaging plant. We offers a high quality, PFA certified product for our
Mustard Oil, Refined Oil and Blended Vegetable Oil are packed in good quality
bottles and tins of various sizes. To ensure no compromise is made, we have set
up our own unit for manufacturing the packaging material as well Tins are
impeccable standards.
MEASURE BRANDS
Tulsi Kachhi Ghani Mustard Oil provides natural pungency and contains right
ratio omega-3 and omega 6 that is good for human body. Low saturated fatty
acids maintained health. Every drop of Tulsi Mustard Oil is pure as Diamond.
Tulsi Mustard Oil is low in fat and rich in essential nutrients that will give good
health. This oil makes your food delicious and pungency will add good flavor to
food.
Team
Mr. Dileep Khandelwal the Managing Director and Chief Executive Officer of
Khandelwal Edible Oils Ltd. from the last 7 years. He has completed his
primary & higher education from Bareilly. Under his kindly and friendly
Company has equipped with a Masters degree in Finance & Packaging from
Beside an efficient Clerical Staff of 100, the team includes experts like
executives.
From the initial processing stage to the final packaging of the products we
keenly observe every stage, ensuring that you can enjoy the best quality
With all these the whole business is computerized, with latest technological
This entire strong infrastructure combined with our skilled and experienced
workforce enables us to serve you with the best products and earn your
satisfaction
Contact Us
Khandelwal Edible Oils Ltd.
What are the Quality, Price, and Promotion of the Bail kolh product.Finding
the Price, Quality and Promotion of Edible oils of Khandelwal Edible Oil &
other competitors in Bareilly region & proposing a Total Solutions Approach to
help achieve sustenance & sufficiency.
(Chakra)Product in Bareilly.
METHODOLOGY
RESEARCH METHODOLOGY
An exploratory research focuses on the discovery of ideas and is generally
based on secondary data. It is primarily investigation which does not have a
rigid design. This is because a researcher engaged in an exploratory study may
have to change his focus as a result of new ideas and relationship among the
variables.
Problem Identification
To carry out the promotion requires preparing a database of corporate houses,
and specific location in different part in Bareilly. Kanpur and find out contact
name and phone number of concerned person.
Research Design
Respondents
Since the research objectives demand the feedback from the Retailer and
Customer, the respondents are the Consumer and Retailer of Khandelwal
Edible Oil (Chakra) in Bareilly.
Sampling method
It is not possible to get the information from each and every Consumer and
Retailer under the limited time and limited resources. Therefore a relevant and
sizeable sample is drawn from the total number of customers and Retailer.
Area sampling method is used along with judgment sampling via Market
Search and the data were collected.
Primary Data
Observation
Behavioral-data
OBSERVATION RESEARCH
Fresh data can be gathered by, observing the relevant actors and settings.
SURVEY RESEARCH
Surveys are best suited for descriptive research. Companies undertake surveys
to learn about people's knowledge, beliefs, preferences, and satisfaction, and to
measure these magnitudes in the general population.
Secondary Data
Sources: reports, websites, Newspapers & Journals
Company website:
RESEARCH INSTRUMENT
And
Development
TRAINING AND DEVELOPMENT
TRAINING& DEVELOPMENT
Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job.
Trainingis the process of learning a sequence of programmed behaviour.
DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Patterns of Development
Patterns of development help us sort out information and shape paragraphs or essays. They
can help organize an outline, or depending on the purpose they can determine the form that a
paper will take. Remember that most paper will use a combination of methods, working
together in function of each other.
Given the topic "environmental issues," these are some examples of how the methods can
help limiting the topic, developing a thesis statement, and writing an outline.
1. Narration means to tell a story: The history of the Love Canal A narration deals with
people, places, events, dates, etc.
2. Description means to tell what something is like.
Describe the damage done by pollution to a river, lake, forest, etc. A good description will
revolve around a "dominant impression."
3. Illustration with examples means that a generalization is supported by specific instances.
Food industries do not encourage consumers to produce less litter.
4. Definition means to explain what something is.
Define "ozone layer"
5. Comparison means to identify the ways in which two "different" items are similar.
Contrast means to identify the ways in which two "similar" items are different. This means
that there is no purpose in comparing or contrasting two items that do not share some
common characteristic (apples and books). Compare the environmental advantages of paper
bags as opposed to plastic bags
6. Classification means to sort items in order to group together those with similar
characteristics and to distinguish them from those with different characteristics.
Provide examples of how we can reduce waste by reducing, reusing, recycling.
7. Causal analysis means to find the reasons that produced a certain result or to identify the
results produced by a certain phenomenon.
Effects of acid rain on vegetation
8. Argumentation means to provide enough reasons and proof to convince the reader that a
certain opinion is valid.
Industries do not receive enough incentives to reduce waste.
9. Process analysis means to explain how to do something.
How to start a compost pile.
More examples:
Thesis statements
Topic: food
1. Narration: Baking and sharing Christmas cookies is my favorite holiday tradition.
2. Description: The table at my grandmother's Thanksgiving dinner is covered with
delicious, great smelling, and colorful holiday dishes.
3. Exemplification: Because they cannot easily prepare their own food, many college
students who live in the dorms are on a diet of fast food, junk food, or snacks.
4. Definition: A pizza is a flat bread, which may be covered with tomato sauce, cheeses, and
a variety of toppings.
5. Comparison: Real Italian food, the kind that is eaten in Italy, is very different from
American Italian food.
6. Classification: Although traditionally pizza is an Italian dish, Greek pizza, Mexican
pizza, and Hawaiian are becoming increasingly popular.
7. Cause and effect: Italian food in Italy is very different from American Italian food
because of regional variations and because of availability of ingredients.
8. Process: Baking bread is a process which consists of three main steps: kneading, shaping,
and baking.
Training is one of the most profitable investments an organization can make. No matter what
business or industry you are in the steps for an effective training process are the same and
may be adapted anywhere.
If you have ever thought about developing a training program within your organization
consider the following four basic training steps. You will find that all four of these steps are
mutually necessary for any training program to be effective and efficient.
This step identifies activities to justify an investment for training. The techniques necessary
for the data collection are surveys, observations, interviews, and customer comment cards.
Several examples of an analysis outlining specific training needs are customer dissatisfaction,
low morale, low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers to the following
questions:
By determining training needs, an organization can decide what specific knowledge, skills,
and attitudes are needed to improve the employees performance in accordance with the
companys standards.
The needs analysis is the starting point for all training. The primary objective of all training
is to improve individual and organizational performance. Establishing a needs analysis is,
and should always be the first step of the training process.
Before presenting a training session, make sure you have a thorough understanding of the
following characteristics of an effective trainer. The trainer should have:
For a training program to be successful, the trainer should be conscious of several essential
elements, including a controlled environment, good planning, the use of various training
methods, good communication skills, and trainee participation.
This step will determine how effective and profitable your training program has been.
Methods for evaluation are pre-and post- surveys of customer comments cards, the
establishment of a cost/benefit analysis outlining your expenses and returns, and an increase
in customer satisfaction and profits.
The reason for an evaluation system is simple. The evaluation of training programs are
without a doubt the most important step in the training process. It is this step that will
indicate the effectiveness of both the training as well as the trainer.
There are several obvious benefits for evaluating a training program. First, evaluations will
provide feedback on the trainers performance, allowing them to improve themselves for
future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations
are an efficient way to determine the overall effectiveness of the training program for the
employees as well as the organization.
The importance of the evaluation process after the training is critical. Without it, the trainer
does not have a true indication of the effectiveness of the training. Consider this information
the next time you need to evaluate your training program. You will be amazed with the
results.
The need for training your employees has never been greater. As business and industry
continues to grow, more jobs will become created and available. Customer demands,
employee morale, employee productivity, and employee turnover as well as the current
economic realties of a highly competitive workforce are just some of the reasons for
establishing and implementing training in an organization. To be successful, all training must
receive support from the top management as well as from the middle and supervisory levels
of management. It is a team effort and must be implemented by all members of the
organization to be fully successful.
Training and development can be initiated for a variety of reasons for an employee or group
of employees, e.g.,:
There are numerous sources of online information about training and development. Several
of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:
Introduction
Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should
be placed on needs as opposed to desires of the employees for a constructive outcome. In
order to emphasize the importance of training need identification we can focus on the
following areas: -
To pinpoint if training will make a difference in productivity and the bottom line.
To decide what specific training each employee needs and what will improve his or
her job performance.
To differentiate between the need for training and organizational issues and bring
about a match between individual aspirations and organizational goals.
Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to
them,and the reputation of the organization is also at stake.
Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organizations point of view it is
important because an organization has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbors. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development. Therefore people
must know what they need to learn in order to achieve organizational goals.
Similarly if seen from an individual's point of view, people have aspirations, they want to
develop and in order to learn and use new abilities, people need appropriate opportunities,
resources, and conditions. Therefore, to meet people's aspirations, the organization must
provide effective and attractive learning resources and conditions. And it is also important to
see that there is a suitable match between achieving organizational goals and providing
attractive Identification of training needs is important from both the organizational point of
view as well as from an individual's point of view. From an organizations point of view it is
important because an organization has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbors. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development. Therefore people
must know what they need to learn in order to achieve organizational goals. Similarly if seen
from an individual's point of view, people have aspirations, they want to develop and in order
to learn and use new abilities, people need appropriate opportunities, resources, and
Conditions. Therefore, to meet people's aspirations, the organization must provide effective
and attractive learning resources and conditions. And it is also important to see that there is a
suitable match between achieving organizational goals and providing attractive learning
opportunities.
The following are the important steps in the organization of a management development
program:
A comparison of the already existing talents with those that are required to meet the
projected needs will help the top management to take a policy decision as to whether it
wishes to fill those positions from within the organizations or from outside sources.
Appraisal of present management talents: In order to make the above suggested comparison,
a qualitative assessment of the existing executive talents should be made and an estimate of
their potential for development should be added to that. Only then can it compare with the
projected required talents.
Evaluation of results: executive development programs consume a lot of time, money and
effort. It is therefore, essential to find out whether the program has been on track or not.
Program evaluation will cover the areas where changes need to be undertaken so that the
participants would find the same relevant and useful or enriching their knowledge and
experience in future. Opinion surveys, tests, interviews, observation of trainee reactions,
rating of the various components of training etc would be used to evaluate executive
development programs.
Methods of Developing
1) in basket
2) Business game
3) Case study
Interpersonal skills
1) Role play
2) Sensitivity training
3) Behavior Modeling
Job knowledge
1) On the job experiences
2) Coaching
3) Understudy
Organizational knowledge
1) Job rotation
2) Multiple management
General knowledge
1) Special courses
2) Special meetings
3) Specific readings
Specific individuals
1) Special projects
2) Committee assignments
The main job of manager is to make both strategic and routine decisions, his ability to take
effective decisions can be enhanced by developing decision making skills through various
techniques.
Training methods:
Once the training needs are recognized the method in which the training program is
conducted is decided.
The training programmes commonly used to train operative and supervisory personnel re as
follows:
Training Methods
On-the-Job- Off-the-Job-
Methods Methods
Job Rotation Role Playing
Coaching Lecture Methods
Job instruction or Conference or Discussions
Training through Step-by- Programmed Instructions
step
Committee Assignments
Job instruction or
Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments
Coaching: The trainee is placed under a particular supervisor, who functions as a coach
in training the individual. The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for improvement
Job Instruction: This method is also known as training through step by step. Under this
method, trainer explains the trainee the way of doing the job
Committee Assignments: Under this the committee assignment, group of trainees are
given and asked to solve an actual organizational problem. It helps in developing
teamwork.
Off-the-Job Methods:
Under this method of training, trainee is separated from the job situation and his attention is
focused upon learning the material related to his future job performance.
TRAINING CALENDAR: Training calendar is the basis on which any type of training and
development program is conducted
Purpose
Scope
Definitions
Training needs
Methods of imparting
Evaluation and impact of training... feed back
DOCUMENTATION Need
basis
The employee is given counseling before the training programme. After the training program
is over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.
The training need format is distributed to the employees. The employees fill the required
data and send it to the department head. The department head then checks all the forms and
forwards it to the HRD department; he signs the forms and forwards it to the HRD
department. All the forms are segregated according to the similarities. The training needs are
further analyzed to formulate a definite program to satisfy all the employee needs. This
analysis thus becomes fundamental in identifying needs.
The training needs format is also included in the annual appraisal forms, which are
distributed to the employees. The employees fill these forms and send them to their
respective department heads. They further check the forms and hand them over o the HRD
department.
In this any employee not able to fill or who missed the needs format form is sent the form
during the annual appraisal.
If the training programs do not satisfy the employees, then the training needs are formulated
based on the performance appraisal of the employees.
Work output
Quality of work
Attendance and punctuality
Planning and organizing skills
Decision-making
Evaluation and impact of training... feed back
Documentation
Need basis
The employee is given counseling before the training programme. After the training program
is over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.The training need format is distributed to the employees. The
employees fill the required data and send it to the department head. The department head
then checks all the forms and forwards it to the HRD department; he signs the forms and
forwards it to the HRD department. All the forms are segregated according to the
similarities. The training needs are further analyzed to formulate a definite program to
satisfy all the employee needs. This analysis thus becomes fundamental in identifying needs.
The training needs format is also included in the annual appraisal forms, which are
distributed to the employees. The employees fill these forms and send them to their
respective department heads. They further check the forms and hand them over o the HRD
department.In this any employee not able to fill or who missed the needs format form is sent
the form during the annual appraisal.If the training programs do not satisfy the employees,
then the training needs are formulated based on the performance appraisal of the employees.
The annual appraisal form also includes a self-appraisal form, which is filled by the
employee himself. This gives an opportunity to the employee to assess himself and put
forward his positive and negative points. Here the employee is required to write down his
achievements, any problems if faced, factors which contributed to his growth etc. as an
employee is the best judge of himself he is also required to identify the regions in which he
would want any training.
Hence with the help of the appraisal forms filled by the supervisors and the employees, a
complete picture of the areas in which training programmed is to be conducted is known. A
similar procedure is followed in all the departments. All the forms are then further analyzed
and a common program satisfying all the requirements is conducted for the benefit of the
employees.
The Factors Purpose relationship training is as follows:
FACTORS PURPOSES
Technological Advances
Improved Productivity
Organizational Complexity
Prevention of
Level
Human Relations
Learning Principles
Improved Morale
Personal Functions
Training is not something that is done once to new employees; it is used continuously in
every well-run establishment. Further, technological changes, automation, require up-dating
the skills and knowledge. Training need arises due to the following reasons:
1) To match the employee specifications with the job requirements and organizational needs
3) Technological advances
4) Organizational complexity
5) Human relations
training. The purpose of training need analysis is to determine whether there is a gap
between What is required for effective performance and present level of performance.
Training need analysis is conducted to determine whether resources required are available
or not.
It helps to plan the budget of the company, areas where training is required, and also
highlights
Organizational Level Training need analysis at organizational level focuses on strategic planning,
business need, and goals. It starts with the assessment of internal environment of the organization
such as, procedures, structures, policies, strengths, and weaknesses and external environment such
After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while
strengths can further be strengthened with continued training. Threats can be reduced by identifying
the areas where training is required. And, opportunities can be exploited by balancing it against costs.
For this approach to be successful, the HR department of the company requires to be involved in
strategic planning. In this planning, HR develops strategies to be sure that the employees in the
organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs
Individual Level Training need analysis at individual level focuses on each and every individual in
the
organization. At this level, the organization checks whether an employee is performing at desired level
or the performance is below expectation. If the difference between the expected performance and
actual
However, individual competence can also be linked to individual need. The methods that are used to
analyze the individual need are:
Operational Level Training Need analysis at operational level focuses on the work that is being
assigned to the employees. The job analyst gathers the information on whether the job is clearly
, psychological test; questionnaires asking the closed ended as well as open ended questions, etc.
Today
, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The
job analyst also gathers information on the tasks needs to be done plus the tasks that will be required
in
the future.Based on the information collected, training Need analysis (TNA) is done.
Models of Training
Training is a sub-system of the organization because the departments such as, marketing & sales
HR, production, finance, etc depends on training for its survival. Training is a transforming
process that requires some input and in turn it produces output in the form of knowledge, skills,
A System is a combination of things or parts that must work together to perform a particular
function. An organization is a system and training is a sub system of the organization.
The System Approach views training as a sub system of an organization. System Approach can be
used
to examine broad issues like objectives, functions, and aim. It establishes a logical relationship
between the sequential stages in the process of training need analysis (TNA), formulating,
delivering, and evaluating.
There are 4 necessary inputs i.e. technology, man, material, time required in every system to
produce products or services. And every system must have some output from these inputs in
order to survive. The output can be tangible or intangible depending upon the organizations
approach uses step-by-step procedures to solve the problems. Under systematic approach,
training is undertaken on planned basis. Out of this planned effort, one such basic model of
Organization are working in open environment i.e. there are some internal and external
forces, that poses threats and opportunities, therefore, trainers need to be aware of these forces
which may impact on the content, form, and conduct of the training efforts. The internal forces
are
the various demands of the organization for a better learning environment; need to be up to date
with
types of oil
You have
100
90
80
70
% of Retailer
60
50
40
30
20
10
0
Mustard Refined Both(Ref+Mu Blended
st.
% of Retailer 4 0 96 0
Comment; The above chart shows that only 4% customer have only Mustard
Oil. And no one have only Refined Oil. But 96% Customer have both
Mustard Oil and Refined Oil. No one retailer has Blended Oil.
Q.2 - What are the factors influences the buying
60
% of Customer
50
40
30
20
10
0
Price Promotion/Gi Advertiseme Brand
ft nt
% of Cust. 40 8 0 52
COMMMENT; the above chart shows that the entire Retailer says that the
Customer wants quality product. Retailers say that if the company provides to
better quality than the Customer will purchases the product, Customer will give
in case of mustard oil that is Brand. Only 52% follow to the brand when they
40% Retailer says that Price is the main factors influence the buying behavior
No One Retailer says that Advertisement is the main factor influences the
8% Retailer says that the Promotion/gift is the main factor influences the
Finally, we can say that the most factor influence buying behavior of Retailer in
case of mustard oil is Brand, after the brand they choose to price and
for a product, without price we cannot sale our product. Promotion is the part of
attracts you?
60
50
40
30
20
10
0
Very much Not at all To some Depend up on
Extent the Brand
% of Cust 12 0 0 88
Comments; above chart shows that only 12% Retailer said that attractive
packaging attract them. Thats mean only 12% Retailer sees the packaging
No Retailer said that the packaging of edible oils to some extent. That means
88% Retailer says that they do not see the packaging when they buy the edible
oil. 88% Retailer didnt take packaging seriously when they buy the edible oil.
On the basis Retailer response we can say that the packaging does not matter
when they buy the edible oil. But thats not mean that customer not wants better
packaging, firstly they wants quality after the quality they wants packaging so
we can say that firstly the customer wants brand and the packaging of mustard
oil depend upon the brand. The matter doesnt Mustard or refined or blended
attract you?
Attractive Packaging of
Mustard oil
70
60
% of Customer
50
40
30
20
10
0
Yes NO Cant say
% of Cust. 68 24 8
Comment; On the basis of Retailer responses shows that 68% Retailer says that
attractive packaging of mustard oil attract them. We can say that if a company
produces his mustard oil in good packaging then customer thought for bought
24% Retailer says that attractive packaging of mustard oil didnt attract them.
They want only quality. They didnt mind that how is the packaging design of
mustard oil.
Only 8% Retailer has confusion that they mind the packaging design or not for
mustard oil.
So, above the research and response of Retailer perception we analyze that
maximum customer wants better quality with good packaging .the Retailer says
that if a mustard oil company produces his product with different types
packaging than company increase his sale. In the market many types customer
are present there and every customer bought the mustard oil in different types of
So, on the basis of research I suggest to Mustard Oil Company; the attractive
oil?
Yes
No 48%
52%
Comment; Above chart shows that 48% Retailer says that if a mustard oil
company produces its product with a great packaging and it wants to be lot of
sale but company dont know that if company provide a better packaging but
dont give a better quality than company dont sale its product.
52% Retailer says that the mean of better packaging of better quality of oil
didnt right. Its mean 52% Retailer says that if a company produces its better
packaging and company did not provide a better quality they dont purchases to
the product. Retailer says that if a company produces a product and products
quality low but packaging is very good than firstly they buy the product but
Dhara
6% Brands
Nutrela
3%
Fortune+
Dalda Bail kolhu
22% 32%
Ravindra
2% Bail Kolhu
35%
Comment; On the Basis of Research, We can say that Mostly Retailer have
Mostly Retailer says that they dont have single Brand of Mustard oil. The
entire Retailer has minimum two or three types of brand of Mustard oil, no one
The entire Retailer has Chakra Mustard Oil and Fortune Mustard Oil with its
Competitors oil Like Dalda Mustard oil, Dhara mustard Oil, Nutrlla etc.
So we can say that no one Retailer has single Brand of oil and Fortune
Mustard Oil is a close Competitors of Chakra Mustard Oil.
Retailer says that Chakra and Fortune Mustard Oil is the Main brand of Mustard
oil. Every retailer has Chakra or Fortune Mustard oil with its helpful brand like
70
60
50
% of Customer
40
30
20
10
0
Yes No Cant say
% of cust 68 32 0
Comment; when we ask to the Retailer that Customer ask for a particular brand
Retailer says that when Customer come to the market for purchases the oil then
Mainly customer asks for a particular brand is Chakra than fortune than dhara.
32% Retailer says that the Customer did not ask for a particular brand of oil in
his region. They said that which brand a shop owner give him they use it. They
think a shop owner well known to the brand and quality of a product so they
40
35
30
% Of Customer
25
20
15
10
5
0
Bail Fortune Ravindr Dalda Dhara Engine
Kolhu a
% Of Cust 40 28 12 8 8 4
We show with the help of chart that which a particular brand and how many
Mustard Oil; 8% customer ask for Dalda Mustard Oil and 8% customer ask
for Dhara
Mustard Oil, 12% customer asks for Ravindr Kolhuand 4% Customer Ask
So we can say that now time mostly Customer asks for a particular brand of oil
Your home?
70
60
50
% of Customer
40
30
20
10
0
Yes No
% Cust. 68 32
Comment; on the basis of Retailers perception we show the availability of
Chakra in the Retailer Shop.64% customer have Chakra in their home,and 32%
68% Retailer have the Chakra Mustard oil in his shop because they says that
mostly customer like to Chakra Mustard oil and they currently use this oil But
32% Retailer dont have Chakra ,the reasons are given below:-
and price is high, so they dont sale the Chakra Mustard Oil.
Oil in his shop because in this Particular area the demand of Chakra Oil
So we can say that please correction these reason and please promote the
Chakra and give some attractive offer and scheme for making new customer. I
suggest to company please remove these Problem and give some attractive gift
Nature Price Of
Oil Sensitive
60
50
% Of Customer
40
30
20
10
0
Very Much Some Time No
% Of Cust. 60 40 0
Comment On the Basis of research 60% Retailer says that the Nature Price of
oil is very much sensitive and 40% Retailer says that the Nature Price of oil is
some time sensitive and No one Retailer says that the nature price of oil is not
sensitive.
So we can say that mostly Retailer says that the price of natural oil is sensitive.
Q.10 -How are Khandelwal Edible Oil products priced in
70
60
% Of Customer
50
40
30
20
10
0
Competitve Low Price High Price
% Of Cust. 68 12 20
Chakra and other competitive brand than the response of Retailers that 68%
customer says that the price of Chakra is competitive than other brand.
20% Retailer says that the Price of Chakra is High than other brand and 12%
Retailer says that the price of Chakra is low than other competitive brand.
So we can say that the price of Chakra is competitive .Mostly customer says
30
25
20
15
10
5
0
Bail Kolhu Dalda Fortune Ravindra Other
% of Cust. 20 16 40 8 16
The above chart shows that 40% Retailers says that Fortune Mustard Oil have
the best Packaging. According to Retailers, they say that the Fortune Mustard
Oil have best packaging design, its poly pack is also good.
Retailers says that Fortune have modern packaging design. The Retailers says
20% Retailers like the Packaging of Chakra. For the Chakra the Retailers said
that its have many types of Packaging like 100ml, 200ml, 500ml, and 1ltr. Etc.
and the Packaging Design also shows that its name. Its poly pack is strong and
16% Retailers like the Packaging of Dalda Mustard Oil .according to the
customer , Dalda mustard oil has very good packaging design , its packaging
16% Retailers like the Packaging of many other Brand of Mustard oil Like
Baba ji, Jai Jawan and engine etc.
Finally we can say that Retailers firstly like the Packaging of Fortune Mustard
Oil. Secondly they like Chakra and then they like the packaging of Dalda
Mustard oil.
Q.12 -Which brand of edible oils has the best branding
/Graphic? What does it? Apply to you?
Best Brand
45
40
35
30
% of Customer
25
20
15
10
0
Bail Kolhu Fortune Dalda avindra Dhara Engine
% of Cust. 40 28 8 12 8 4
Comment; on the basis of Retailers response, the above chart shows that 40%
Retailers says that Chakra is the best brand. Retailers says that Chakra is very
that Chakra provide the best quality of mustard oil than other competitive brand
of mustard oil.
Retailers says that no one of brand provide quality as bail; kolhu. Its smell is
28% Retailers likes Fortune Mustard Oil. The Retailers says that Fortune
Mustard oil is light oil, its smell also very good. The quality of fortune mustard
oil also is a very good taste is better than other mustard oil. Retailers says that
the packaging design of fortune mustard oil looking modern. Its packaging
8% Retailers likes Dalda Mustard Oil .it is a rising brand in Bareilly region of
Mustard oil brand. Retailers says that this brand provide to better quality, better
smell, better taste. Packaging design of this oil looking also very good.
Retailers say that this oil has different packaging design to other oil.
On the basis of research 8% Retailers likes Dhara Mustard Oil. According to
8% Retailers they said that it is very good oil for health and it have better taste,
Ravindra Kolhu Mustard Oil provides to best Quality than other Mustard Oil
Brand.
2) Price and Brand are two major factors that are taken into
consideration while purchasing.
11) Chakra have No. one brand of Mustard oil than Fortune is
Mustard oil.
LIMITATION OF THE STUDY
Though I have tried my level best to make the study and the report writing
qualitative and excellent, the following limitation overcome in the study
Chakra has a huge market at national level, which has sold lots of
products, but this study is limited to Bareilly highway.
The time period allotted for the study i.e. 2 months is a short period for
completing this type of activities.
found that Chakra holds numeric first position in khandelwal Edible Oils. This
supremacy is due to its sound and promotes after sales services, which are also
In this survey research we can get the response of our Customer and Retailer
and mostly Respondent says that the Quality of is Very good, smell, color and
competition.
Weakness
Chakra products because of their price factor over other companies and
Lower rates of different models give opportunities to Chakra for grab the
assemblers market
Threat
Chakra facing a big challenge because of their delays in service facility.
Many other Local brands are doing the Best services in the Mustard Oil
sector.
According to the customers need Some local brands give the different types
of packaging.
SUGGESTIONS
SUGGESTIONS
Relationship
To do any business requires a bridging between buyer and seller so Chakra
should appoint a term of dynamic marketing executive who can establsh a good
relationship with dealers. Frequent follow ups will certainly prove fruitful for
in the long run
Brand Image
Chakra has a strong brand image in the market. Brand image always help in
pushing a product into the market.
Hoarding of companys product should be at kept at prime locations
where maximum people can see it.
Chakra is also not advertising much for its products frequently in print
media and in television channel etc. Advertising should be made frequent
to let the people remembered the name of Chakra.
Distribution Network
A strong distribution network always helps in becoming the front-runner for
any product in a market. Though Chakra has a good network it has to strengthen
it to a greater extend.
The time taken for delivery should be minimized to a larger extent in
order to make the faster deliveries.
They should enhance the number of channel partner in this
reason
LEARNING FROM THE STUDY
It was a great opportunity for me to do my internship in at Khandelwal
Edible Oil . which is one of the prestigious companies in India. It was a
starting for me to get the knowledge of real corporate world. Today experience
and knowledge of things is much more important than the degrees in hand.
Although the learnings were numerous in number but I have concluded a few
as major learnings and they are as follows:
I got such a good project at Khandelwal Edible Oil . which gave me
the opportunity to meet the various people in the corporate as well as
Government offices. I have visited few organizations but the experience
of these visits has been and will be of tremendous help in my career.
came to know how to tackle people of different attitude and of different
mindsets, which will definitely help me in future. Planning a day in
advance and the activities that I performed during that day gave me
confidence in my planning and implementation. This project also
exposed me and my skill sets to the corporate world, where I came to
know my flaws and rectified them, but a chance may be there.
I was an active member at customer demonstrations, which gave me
confidence and knowledge about how to convince a customer and handle
all sorts of queries.
I learned real marketing and sales experience during this time period. I
learnt how to make good relationships with customer as well as
colleagues. The practical aspects of marketing theories are materialized
during the course of this study.
BIBLIOGRAPHY
BIBLIGRAPHY
BOOKS
Education, Inc.)
WEBSITES
http://www.keo.com
http://www.google.com
http://www.idcindia.com
http://www.dqindia.coms
MAGAZINES
Business Today
Business Standards
Outlook
QUESTIONNAIRE
Respondent`s Details
Age___________________________Gender___________________
region?
Q.8 - Khandelwal Edible Oil (Chakra) products are available in your shop?
Ans.___________________________________________________
___________________________________________________
____________________________________________________
_________________________________________________
_________________________________________________
Competitive brand?
(Thank You)