Cadburyrtraining&Development

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A

TRAINING REPORT

On

“TRAINING & DEVELOPMENT’’

AT

For the partial Fulfillment of the award of Bachelor of Business Administration

(2010-2013)

Submitted to submitted by

Miss. Apupama Pipraiya Aashima Baveja

Dept. of HR BBA V Sem.



DECLARATION

I Aashima Baveja, student of BBA Vth Semester of BOSTON COLLEGE Gwalior, hereby

declare that the project is my original piece of work and not the copy of any such work

undertaken by someone else, all the information , facts and figures presented in the report are

first hand in nature. They are actually based on my intense efforts conducted in CADBURY

INDIA LTD. I have completed this project under the guidance of MISS. ANUPAMA

PIPRAIYA.

AASHIMA BAVEJA

Date: BBA – V Sem



CERTIFICATE

This is to certify that AASHIMA BAVEJA Student of BBA Vth Semester programme has

completed her summer training of 30 Days and prepared this report of “CADBURY” under

my guidance.

Date: MISS. ANUPAMA PIPRAIYA



ACKNOWLEDGEMENT

The present work is dedicated to the persons who not only taught me, but continue

inspire me in knowing the clandestine facts of workmanship. I bow in honor before thesegreat teachers. The accomplishment of the present study became possible by the invaluable

assistance and guidance of my professional guides to whom I may gratefully indebted. Firstly

I would like to express my sincere gratitude to my faculty guide MISS. ANUPAMA

PIPRAIYA without whose invaluable guidance, moral support and encouragement my work

would have ever assumed the present shape, research. I was indebted to my parents and

friends for their moral support and possible efforts they made for me.

Date: AASHIMA BAVEJA

BBA – V Sem



INDEX

History of the Organisation & Objective

Organisational Structure Financial Performance

Training & Development

Production & Operations

Marketing

Strength & Weakness of the Organisation.

Suggestion Special Point

Names of the CEO/MD/Department Head

Chapter -1

Introduction

Chapter – II

Objective of The Study

Chapter – III

Result & Discussion

Chapter – IV

Suggestion

Chapter – V

Conclusion



HISTORY OF THE ORGANISATION AND OBJECTIVE

CADBURY INDIA

Cadbury began its operations in 1948 by importing chocolates and then re-packing

them before distribution in the Indian market. After 59 years of existence, it today has

five compay-owned manufacturing facilities at Thane, Induri (Pune) and Malanpur

(Gwalior) , Bangalore and Baddi (Himachal Pradesh) and 4 sales offices (New Delhi,

Mumbai, Kolkota and Chennai). The corporate office is in Mumbai. Our core purpose

“Working together to create brands people love” captures the spirit of what we are

ttrying to achieve as a business. We collaborate and work as teams to convert products

into brands. Simply put, we spread happiness! Currently Cadbury India operates in

three sectors viz. Chocolate Confectionery, milk food Drinks and in the Candy

category.

In the Chocolate Confectionery business, Cadbury has maintained its undisputed

leadership over the years. Some of the key brands are Cadbury Dairy Milk, 5 Star,

Perk, Eclairs and Celebrations. Cadbury enjoys a value market share of over 70% the

highest Cadbury brand share in the world! Our flagship brand Cadbury Dairy Milk isconsidered the “gold standard” for chocolates in India. The pure taste of CDM defines

the chocolate taste for the Indian consumer.

In the Milk food drinks segment our main product is Bournvita – the leading Malted

Food Drink (MFD) in the country. Similarly in the medicated candy category Halls is

the undisputed leader. We recently entered the gums category with the launch of our

worldwide dominant bubble gum brand Bubbaloo. Bubbaloo is sold in 25 countries

worldwide. The Cadbury India Brand Strategy has received consistent support through

simple but imaginative extensions to product categories and distribution. A good

example of this is the development of Bytes. Crispy wafers filled with coca cream in

the form of a bagged snack, Bytes is positioned as “The new concept of sweet

snacking”. It delivers the taste of chocolate in the form of a light snack, and thus

heralds the entry of Cadbury India into the growing bagged Snack Market, which has

been dominated until now by Salted Bagged Snack Brands. Bytes was first launched

in South India in 2003.



MALANPUR FACTORY

In 1989 the company stated manufacturing operations from its third and newest

factory at Malanpur near Gwalior in M.P.

Using the most modern state of the art technology, the unit today manufactures range

of liqud milk chocolate and a variety of enrobed chocolate products.

Factory in 8 phases

1988-89 - Eclairs & Gems

1994-95 - 5 Star

1997 - Perk

2001 - Chocolate expansion

2005 - Fruity Gems

2006 - Ulta Perk

2008 - Short

2009 - Éclair Sticks

LOCATION : Plot No. 25, Malanpur Industrial area, Malanpur distt. –

Bhind.Telephone No. : 07539-83803, 83804

Parent Company : Cadbury Schweppes International UK

Total Area 24 Acres – Constructed 8.5 Acre



HISTORY OF ORGANISATION

Fifty years ago, the real taste of chocolate as we know it today, landed on Indian

shores. An event that carried forward the entrepreneurship and vision born as far back

as 1824, when John Cadbury set up shop in Birmingham (UK) to sell among other things – his own cocoa concoction. From these modest beginnings emerged Cadbury

Schweppes – that is today the leading manufacturer of confectionery and beverages in

the United Kingdom. A company that has its presence in over 200 countries

worldwide and has made the name „Cadbury‟ synonymous with cocoa products in

countries across the planet.

This is the brand that came to India in 1947 to a nation that was in its infancy, a

market that was ready for the world and a people that were open to new ideas, new

products.

Within a year of being set up as a trading concern, Cadbury fry India was incorporated

as a Private Limited company, set up for processing imported chocolates and Bourn

vita. The same year saw the launch of Cadbury‟s Milk chocolate for millions of Indians.

Through 50 years of investment in capital and marketing, the scale and scope of our

operations has expaned to cover a range of brands in the chocolate, sugar

confectionery and malted food drinks segments. We have a majority share in the

Indian chocolate market and a significant presence in sugar confectionery and food

drinks.

Today Cadbury India Ltd, a subsidiary of Cadbury Schweppes employs over 200

people across the country. And operates in one of the fastest growing chocolate

markets for Cadbury Schweppes group across the globe.



ORGANISATION STRUCTURE

Chairman

C Y PalChairman - Non Executive

Managing Director

Anand Kripalu

Managing Director

Non-Executive Directors

Harsh MariwalaRadhakrishnan B. MenonSuresh Talwar

Executive Directors

Atul Bhatia Executive Director -

Science & Technology

Rajesh Garg Executive Director -

Finance & Commercial

Jaiboy Phillips Executive Director - Supply

Chain

Sanjay Purohit Executie Director - Marketing







TRAINING & DEVELOPMENT

What I s Training And Development?

Training is an educational process. People can learn new information, re-learn

and reinforce existing knowledge and skills, and most importantly have time to

think and consider what new options can help them improve their effectiveness

at work. Effective trainings convey relevant and useful information that inform

participants and develop skills and behaviors that can be transferred back to theworkplace.

The goal of training is to create an impact that lasts beyond the end time

of the training itself. The focus is on creating specific action steps and

commitments that focus people‟s attention on incorporating their new skills and

ideas back at work.

Training can be offered as skill development for individuals and groups.In general, trainings involve presentation and learning of content as a means for

enhancing skill development and improving workplace behaviors.

Organizational Development is a process that “strives to build the capacity to

achieve and sustain a new desired state that benefits the organization or

community and the world around them.” (from the Organizational Development Network website) OD work implies creating and sustaining change.

An OD perspective examines the current environment, the present state,

and helps people on a team, in a department and as part of an institution identify

effective strategies for improving performance. In some situations, there may

not be anything “wrong” at the present time; the group or manager may simply

be seeking ways to continue to develop and enhance existing relationships and



performance. In other situations, there may be an identifiable issue or problem

that needs to be addressed; the OD process aims to find ideas and solutions that

can effectively return the group to a state of high performance.

These two processes, Training and Organizational Development, are

often closely connected. Training can be used as a proactive means for

developing skills and expertise to prevent problems from arising and can also be

an effective tool in addressing any skills or performance gaps among staff.

Organizational Development can be used to create solutions to workplace

issues, before they become a concern or after they become identifiable problem



Traditional And Modern Approach Of Training &

Development

Traditional Approach – Most of the organizations before never used to believe

in training. They were holding the traditional view that managers are born and

not made. There were also some views that training is a very costly affair and

not worth. Organizations used to believe more in executive pinching. But now

the scenario seems to be changing.

The modern approach of training and development is that Indian

Organizations have realized the importance of corporate training. Training is

now considered as more of retention tool than a cost. The training system in

Indian Industry has been changed to create a smarter workforce and yield the

best results

http://traininganddevelopment.naukrihub.com/training.html



http://traininganddevelopment.naukrihub.com/training-development.html






Objectives of Training And Development

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Societal.

Individual Objectives – help employees in achieving their personal goals,

which in turn, enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective

by bringing individual effectiveness.

Functional Objectives – maintain the department‟s contribution at a level

suitable to the organization‟s needs.

Societal Objectives – ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.



Process of Training & Development

Determine the mission of the organization.

Define the job functions/requirements of each employee.

Determine the training needs of the department.

Decide which are the most important objectives/priorities of the

organization.

Know how much time/money is available.

Evaluate the curriculum. Does it mirror the objectives, needs, and mission

of the organization?

Evaluate the results of the training.



IMPORTANCE OF TRAINING & DEVELOPMENT

Optimum Utilization of Human Resources – Training and Development

helps in optimizing the utilization of human resource that further helps theemployee to achieve the organizational goals as well as their individual

goals.

Development of Human Resources – Training and Development helps to

provide an opportunity and broad structure for the development of human

resources‟ technical and behavioral skills in an organization. It also helps the

employees in attaining personal growth.

Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level.

Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieveits long-term goal.

Team spirit – Training and Development helps in inculcating the sense of

team work, team spirit, and inter-team collaborations. It helps in inculcating

the zeal to learn within the employees.

Organization Culture – Training and Development helps to developand

improve the organizational health culture and effectiveness.

Organization Climate – Training and Development helps building the

positive perception and feeling about the organization. The employees get

these feelings from leaders, subordinates, and peers.

http://traininganddevelopment.naukrihub.com/organization.html








METHODS OF TRAINING

There are various methods of training, which can be divided in to cognitive

and behavioral methods. Trainers need to understand the pros and cons of

each method, also its impact on trainees keeping their background and skills in

mind before giving training.

There are various methods of training, which can be divided in to cognitive

and behavioral methods. Trainers need to understand the pros and cons of

each method, also its impact on trainees keeping their background and skills in

mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The

various methods under Cognitive approach provide the rules for how to do

something, written or verbal information, demonstrate relationships among

concepts, etc. These methods are associated with changes in knowledge and

attitude by stimulating learning.The various methods that come under Cognitive approach are:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

INTELLEGENT TUTORIAL SYSTEM(ITS)

PROGRAMMED INSTRUCTION (PI)

VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. The

various methods under Behavioral approach allow the trainee to behavior in a

real fashion. These methods are best used for skill development.

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http://traininganddevelopment.naukrihub.com/methods-of-training/lectures.html

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http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/programmed-instruction.html

http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/its.html

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http://traininganddevelopment.naukrihub.com/trainee.html



The various methods that come under Behavioral approach are

GAMES AND SIMULATIONS

BEHAVIOR-MODELING

BUSINESS GAMES

CASE STUDIES

EQUIPMENT STIMULATORS

IN-BASKET TECHNIQUE

ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through

different means.

Another Method is MANAGEMENT DEVELOPMENT METHOD –

MANAGEMENT DEVELOPMENT –

The more future oriented method and more concerned with education of the

employees. To become a better performer by education implies that

management development activities attempt to instill sound reasoning processes.

Management development method is further divided into two parts:

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http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/behavior-modeling.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/business-games.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/case-studies.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/equipment-stimulators.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/in-basket-technique.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/role-plays.html

http://traininganddevelopment.naukrihub.com/methods-of-training/management-development.html

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http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/role-plays.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/in-basket-technique.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/equipment-stimulators.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/case-studies.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/business-games.html

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/behavior-modeling.html




ON THE JOB TRAINING –

The development of a manager's abilities can take place on the job. The four

techniques for on the job development are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

OFF THE JOB TRAINING –

There are many management development techniques that an employee can take

in off the job. The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

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http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/coaching.html

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http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-rotation.html

http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-instruction-technique.html

http://traininganddevelopment.naukrihub.com/methods-of-training/sensitivity-training.html

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http://traininganddevelopment.naukrihub.com/methods-of-training/transactional-analysis.html

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http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-instruction-technique.html

http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-rotation.html

http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/mentoring.html

http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/coaching.html




TRAINING & EVALUATION

The process of examining a training program is called training evaluation.

Training evaluation checks whether training has had the desired effect.

Training evaluation ensures that whether candidates are able to implement their

learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the

objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge,

transfer of knowledge at the work place, and training.

http://traininganddevelopment.naukrihub.com/training-evaluation.html





Control: It helps in controlling the training program because if the training is

not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee)

uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are

aligned with the expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the

training program. During the start of training, candidates generally perceive it

as a waste of resources because at most of the times candidates are unaware of

the objectives and learning outcomes of the program. Once aware, they are

asked to give their opinions on the methods used and whether those methods

confirm to the candidates preferences and learning style





ENVIRONMENT, HEALTH AND SAFETY POLICY

At Cadbury PLC, we see sound and responsible environmental,

health and safety (EHS) management as an integral part of achieving our

goal to grow the value of our confectionery and beverages businesses for our

shareowners.

We believe that such an approach will generate and sustain significant

environmental, social and financial benefits, thereby contributing to our

objective of long-term sustainability.1. Conduct our business in compliance with environmental, health and

safety laws and with our global standards, and regularly assess the

compliance of our operations against these requirements.

2. Maintain and continually improve systems to manage our EHS

responsibilities, establishing and ensuring employee accountability for

our EHS performance at all levels of the organisation.3. Set clear targets for continual improvement in our EHS performance and

monitor these targets to ensure that they are met.

4. Strive to prevent pollution and to minimise the environmental costs and

impacts of our global operations.

5. Provide a safe and healthy environment for our employees, contractors

and other visitors to our sites6. Train and motivate our employees to understand their EHS

responsibilities and to participate actively in our EHS programmes

7. Communicate with our shareowners, employees, customers and other

interested parties by regularly reporting on our EHS performance and

maintaining an open dialogue.

8. Review and update this policy regularly.

http://www.cadburyschweppes.com/







PRODUCTION & OPERATION

PRODUCT OF MALANPUR FACTROY

The story of Cadbury Dairy Milk started way back in 1905 at Bournville, U.K., but

the journey with chocolate lovers in India began in 1948.

The pure taste of Cadbury Dairy Milk is the taste most Indians crave for when they

think of Cadbury Dairy

Recently, Cadbury Dairy Milk Desserts was launched, specifically to cater to the

urge for 'something sweet' after meals.

Cadbury Dairy Milk has exciting products on offer - Cadbury Dairy Milk Wowie,

chocolate with Disney characters embossed in it, and Cadbury Dairy Milk 2 in 1, a

delightful combination of milk chocolate and white chocolate. Giving consumers

an exciting reason to keep coming back into the fun filled world of Cadbury.

Our Journey:

Cadbury Dairy Milk has been the market leader in the chocolate category for years.

And has participated and been a part of every Indian's moments of happiness, joy

and celebration. Today, Cadbury Dairy Milk alone holds 30% value share of the

Indian chocolate market.

In the early 90's, chocolates were seen as 'meant for kids', usually a reward or a bribe for children. In the Mid 90's the category was re-defined by the very popular

`Real Taste of Life' campaign, shifting the focus from `just for kids' to the `kid in

all of us'. It appealed to the child in every adult. And Cadbury Dairy Milk became

the perfect expression of 'spontaneity' and 'shared good feelings'.



The 'Pappu Pass Ho Gaya' campaign also went on to win Silver for The Best

Integrated Marketing Campaign and Gold in the Consumer Products category at

the EFFIES 2006 (global benchmark for effective advertising campaigns) awards.

Did You Know:

Cadbury Dairy Milk emerged as the No. 1 most trusted brand in Mumbai for the

2005 edition of Brand Equity's Most Trusted Brands survey.

During the 1st World War, Cadbury Dairy Milk supported the war effort. Over 2,000 male employees joined the armed forces and Cadbury sent books.



MARKETING OF CADBURY

Dairy Milk has always tried to keep a strong association with milk, with slogans

such as "a glass and a half of full cream milk in every half pound" and advertisements that feature a glass of milk pouring out and forming the bar.

A campaign for the Fruit & Nut variety ("everyone's a fruit and

nutcase") was particularly memorable and featured the writer, radio and

television personality Frank Muir.

On 9 March 1976, American singer Neil Diamond performed a concert

televised throughout Australia during which he did a humorous live

commercial for Dairy Milk. This concert, including the ad as a bonus

selection, was released on DVD on 1 July 2008.

http://en.wikipedia.org/wiki/Milk

http://en.wikipedia.org/wiki/Advertisement



http://en.wikipedia.org/wiki/Frank_Muir

http://en.wikipedia.org/wiki/March_9

http://en.wikipedia.org/wiki/Neil_Diamond

http://en.wikipedia.org/wiki/July_1



http://en.wikipedia.org/wiki/Neil_Diamond



http://en.wikipedia.org/wiki/Frank_Muir







In 2004, Cadbury's started a series of television advertisements in the United

Kingdom and Ireland f eaturing a person and an animal representing the

person's happiness debating whether to eat one of a range of bars including

Dairy Milk.

In 2005, Cadbury's original Dairy Milk bar celebrated its 100th birthday, being

first sold in 1905. It remains the UK's biggest selling chocolate brand. Dairy

Milk is sold in the United States under the Cadbury label, but it is manufactured

by the Hershey's company in Pennsylvania.

On 28 March 2008, the second Dairy Milk advert produced by Glass and a Half Full Productions aired. It features several trucks at night on an empty runway at

a Mexican airport racing to the tune of Queen's "Don't Stop Me Now". The ad

campaign ran at the same time as the problems at Heathrow Terminal 5 with

baggage handling; in the advert baggage was scattered across the runway.

On 5 September 2008, the Gorilla advert was relaunched with a new soundtrack – Bonnie Tyler's "Total Eclipse of the Heart" – a reference to online mash-ups

of the commercial. Similarly, a version of the truck advert appeared, using Bon

Jovi's song "Livin' on a Prayer".

News Related to Cadbury

1.Cadburys relaunches Bournville chocolates news 15 October, 2008

Bournville, a much neglected dark chocolate bar from Cadburys' has been

relaunched as a new category of dark chocolates in India.

"Dark chocolate is one of the fastest growing categories abroad. However, in

India, it is still in a nascent stage.

http://en.wikipedia.org/wiki/Television

http://en.wikipedia.org/wiki/United_Kingdom


http://en.wikipedia.org/wiki/Ireland

http://en.wikipedia.org/wiki/United_States

http://en.wikipedia.org/wiki/Hershey's

http://en.wikipedia.org/wiki/Pennsylvania


http://en.wikipedia.org/wiki/Queen_(band)

http://en.wikipedia.org/wiki/Don't_Stop_Me_Now

http://en.wikipedia.org/wiki/London_Heathrow_Terminal_5

http://en.wikipedia.org/wiki/Bonnie_Tyler

http://en.wikipedia.org/wiki/Total_Eclipse_of_the_Heart

http://en.wikipedia.org/wiki/Mashup_(video)

http://en.wikipedia.org/wiki/Bon_Jovi


http://en.wikipedia.org/wiki/Livin'_on_a_Prayer

http://en.wikipedia.org/wiki/Livin'_on_a_Prayer



http://en.wikipedia.org/wiki/Mashup_(video)

http://en.wikipedia.org/wiki/Total_Eclipse_of_the_Heart

http://en.wikipedia.org/wiki/Bonnie_Tyler

http://en.wikipedia.org/wiki/London_Heathrow_Terminal_5

http://en.wikipedia.org/wiki/Don't_Stop_Me_Now

http://en.wikipedia.org/wiki/Queen_(band)



http://en.wikipedia.org/wiki/Pennsylvania

http://en.wikipedia.org/wiki/Hershey's

http://en.wikipedia.org/wiki/United_States

http://en.wikipedia.org/wiki/Ireland



http://en.wikipedia.org/wiki/Television



Thus, we are almost doing category creation with this launch," said Sanjay

Purohit , executive director- marketing and international business, Cadbury

India

2.Festive campaigns by Coca Cola and Cadburys news 03 October 2008

Coca Cola has launched a special festive season communication drive of its

carbonated drink brand Thums Up. While the "Taste the Thunder" TV

commercial features Akshay Kumar performing acts like mountaineering and

roller coaster ride, the company is also launching a similar initiative for themarket in southern states featuring Tollywood star Mahesh Babu.

The initiative comes as a follow-up to the company's announcement of

venturing into the 350 ml pack segment of all its major brands.

3.Cadbury and Tamil Nadu Agricultural University join hands for cocoa

research project news 30 May 2008

Mumbai: Cadbury Asia Pacific, the Asian arm of UK confectionery giant

Cadbury Plc, has recalled 11 types of its Chinese-made chocolate as a

precaution, the Hong Kong government said in a statement.

In a statement, issued from its Singapore office, Cadbury said it has

recalled 11 chocolate products as tests ''cast doubt on the integrity of a range

of our products manufactured in China.''

The products were meant for distribution in Taiwan, Hong Kong and Australia,

its said.



Tests ''cast doubt on the integrity of a range of our products manufactured in

China,'' Cadbury said in the statement issued from its office in Singapore.

4.Cadbury, others recall China-made confectionery news 29 September

2008

Mumbai: Cadbury Asia Pacific, the Asian arm of UK confectionery giant

Cadbury Plc, has recalled 11 types of its Chinese-made chocolate as a

precaution, the Hong Kong government said in a statement.

In a statement, issued from its Singapore office, Cadbury said it

has recalled 11 chocolate products as tests ''cast doubt on the integrity of a

range of our products manufactured in China.''

5.Worm turns for Cadburynews Mohini Bhatnagar 28 November 2003 Hyderabad: The worms in the chocolate bars controversy has hit Cadbury

India where it hurts most and that is in sales. The company today

faces tough times ahead as the business environment for its chocolates

becomes increasingly negative with rising raw material prices and low

consumer sentiments, post the worms controversy in October this year.

6.Cadbury India net profit at Rs 190 million news 13 July 2002

Mumbai: Cadbury India Ltd has posted a net profit of Rs 190 million for the

quarter ended 16 June 2002 as compared to Rs 93.60 million for the quarter

ended 17 June 2001.





STRENGTH & WEAKNESS

Strengths

Cadbury is the largest global confectionery supplier, with 9.9% of global

market share.

Strong manufacturing competence, established brand name and leader in

innovation.

Advantage that it is totally focused on chocolate, candy,

chewing gum, unique understanding of consumer in these segments.

Weaknesses

The company is dependent on the confectionery and beverage market,

whereas other competitors e.g. Nestle have a more diverse product

portfolio, where profits can be used to invest in other areas of the

business and R&D.

Other competitors have greater international experience - Cadbury has

traditionally been strong in Europe. New to the US, possible lack of

understanding of the new emerging markets compared to competitors.





SPECIAL POINT

Use of Advertising'

No. 1 FMCG Company

Cadbury India has been ranked as the 7th Great Place to Work and the

No. 1 FMCG company in India in 2008, by the Great Place to Work

Institute.

Great Place to Work 2007'

Cadbury India' has been awarded the "Bronze Award for Excellence in

People Management" in the 'Great Place to Work 2007' survey

conducted by Grow Talent Company Limited and Business world. The

award recognizes Cadbury India as a national leader in the

area of Human Resource Management.

Great Place to Work 2007'

Cadbury India' has been awarded the "Bronze Award for

Excellence in People Management" in the 'Great

Place to Work 2007' survey conducted by GrowTalent Company Limited and Business world. The award recognizes

Cadbury India as a national leader in the area of Human

Resource Management.

Cadbury India received a bronze award at the Cannes Lions

International Advertising Festival for partnering with a mobile phone

operator in 2005 to provide exam results via SMS to school children.



Reader's Digest Award recognizes Bournvita

Bournvita won the 'Reader's Digest Trusted Brands'

Gold Award for the vitamin health supplement category

in Indian in 2006. The merit was based on 7000 responses from

questionnaires and telephone interviews across Asia.

Suraksha Puraskar Award – 2005

Cadbury India's Bangalore factory has received

the "Suraksha Puraskar" safety award from the National

Safety Council - Karnataka chapter.

ABBY Award wins for India.

The prestigious ABBY awards, held in March, recognise

creative excellence in the Indian Advertising Industry. The Ulta Perk

campaign won four Silver Awards in total and the Cadbury

Dairy Milk Campaign, Miss Palampur, also won a Silver

Award. This year Cadbury also sponsored the new 'Young ABBY'

Award.

Cadbury wins the Effies 2006

At the recent Effie 2006 awards organized by The Advertising Club of

Mumbai, our 'Pappu Pass Ho Gaya' advertising campaign bagged two

more awards - Gold in the Consumer Products category and

Silver in the integrated advertising campaign category.



INTRODUCTION

Cadbury, a subsidiary of Cadbury Schweppes is a dominating player inthe Indian chocolate market with strong brands like Dairy Milk, Five

Star, Perk etc. Dairy milk is in fact the largest chocolate brand in India.

Cadbury India Limited, now stands only second to Cadbury UK Limited

in sales of Dairy Milk. The company is pushing the gifting segment,

through occasion linked gifts. Chocolates contribute to 64% of

Cadbury‟s turnover. Confectionery sales accounting for 12% of turnover,is contributed largely by Eclairs. Cadbury also has a strong brand Bourn

Vita the malted health drink category, which accounts for 24% of

turnover.

Fifty years ago, the real taste of chocolate as we know it today, landed on

Indian shores. An event that carried forward the entrepreneurship andvision born as far back as 1824, when John Cadbury set up shop in

Birmingham (UK) to sell among other things – his own cocoa concoction.

From these modest beginnings emerged Cadbury Schweppes – that is

today the leading manufacturer of confectionery and beverages in the

United Kingdom. A company that has its presence in over 200 countries

worldwide and has made the name „Cadbury‟ synonymous with cocoa

products in countries across the planet.

This is the brand that came to India in 1947 to a nation that was in its

infancy, a market that was ready for the world and a people that were

open to new ideas, new products.



Within a year of being set up as a trading concern, Cadbury fry India was

incorporated as a Private Limited company, set up for processing

imported chocolates and Bourn vita. The same year saw the launch of

Cadbury‟s Milk chocolate for millions of Indians.

Through 50 years of investment in capital and marketing, the scale and

scope of our operations has expaned to cover a range of brands in the

chocolate, sugar confectionery and malted food drinks segments. We

have a majority share in the Indian chocolate market and a significant

presence in sugar confectionery and food drinks.

Today Cadbury India Ltdl, a subsidiary of Cadbury Schweppes employs

over 200 people across the country. And operates in one of the fastest

growing chocolate markets for Cadbury Schweppes group across the

globe.



OBJECTIVE OF STUDY

OBJECTIVE OF STUDY

1. To highlight the policies and procedures of company.

2. To make a detailed analysis of the strategies adopted by the company

for planning and monitoring costs

3. To identify the vertical areas where greater attention is needed for better

management.

4. To find our better plan for company for controlling material.



SUGGESTION

Necessary knowledge and skills about new learning strategies at all

levels;

Accreditation of the current teacher training and staff development

programs offered by various providers;

A critical mass of local experts to spread the new knowledge and skills

throughout the teachers in the country;

Suitable alternative model for in-service training;

A plan for national implementation;

Indication of support and commitment by the government



CONCLUSION

The employers should keep in mind these four rules of thumb when designing

the company‟s strategy and solution:

Rule #1: Internet technology is the key to a profound revolution in

learning.

The effects of Internet technology on employee training are indeed profound;

however, technology - any technology - should be seen as a tool, not a strategy

or final goal. Just because they have good word processing software doesn't

mean you write well. Likewise, the Internet cannot, in and of itself, improve

the quality of the learning and the content they put on it. The employers need to

use Internet technology combined with high quality, effective learning to

maximize learning and retention levels.

Rule #2: There is an enduring and important role for traditional

classroom instruction.

People who believe technology will totally replace great teachers in front of

classrooms of highly motivated learners are as misguided as those who believe

the Internet is a passing fad. The blended learning solution, i.e., a mixture of

classroom and Web-based training is the most effective and comprehensive

learning strategy.

Rule #3: Learning is a continuous, cultural process - not simply a series of

workshops.

Employees retain about 50% to 60% of what they learn in a formal training

workshop. Often, employees forget what they have learned within two months

of the workshop. Therefore, access and opportunities to learn should be

available to anyone, anywhere, and at any time within an organization.





BIBLIOGRAPHY

I concerned the following references in course of my research study

1. Kotari C.R. , Research methodology (Methods & Techniques), Wishwa

Prakashan, 24th Reprint March 1999/

WEB-SITE :-

www.google.com www.rediff.com

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