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A young nurse, Alma, is put in charge of Elisabeth Vogler: an actress who is seemingly healthy in all respects, but will not talk. As they spend time together, Alma speaks to Elisabeth constantly, never receiving any answer. Alma eventually confesses her secrets to a seemingly sympathetic Elisabeth and finds that her own personality is being submerged into Elisabeth's persona.
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Belle True Story - Meet And Fuck Beauty And The Beast | Горска Вода
Explore movies based on true stories as we pit History vs. Hollywood. See photos of the real people, watch interviews and learn the truth behind movies based.
Awards judge Bruce Sterling called it "Archly transgressive, anonymous hooker is definitely manipulating the blog medium, word by word, sentence by sentence far more Belle True Story than any of her competitors She is in a league by herself as a blogger.
Reviews of the books compared her writing to the works of Martin Amis and Nick Hornby[26] Belle True Story she frequently quotes from the poems jessica rabbit games Philip Larkin. Themes Bellee the blog and books focus on isolation and personae. Belle's prickly disbelief in any lasting togetherness picks up an almost existential heft.
It attracted positive reviews, with The Guardian listing it among the best recent crime novels [30] and Belle True Story Times noting "Magnanti's writing is Belel and entertaining. When her victims are laid out on that slab, her unspeakably detailed descriptions are good enough to put the pokГ©mon porn up Patricia Cornwell.
In Magnanti was selected Trur ambassador for the Inverness Whisky Festival [39] and was ambassador for the festival's gin section in Since she group sex games been contributing blogger to The Daily Telegraph.
It was submitted in September and the degree was awarded in After her pseudonymous publishing career Magnanti was identified to be working as a research associate Belle True Story developmental neurotoxicology and cancer epidemiology at the Bristol Initiative for Research of Child Health BIRCH at Bristol University.
Belle True Story
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In earlyMagnanti published a non-fiction popular science book under her real name entitled The Belle True Story Myth. It covered topics in sexuality studies and sociological research in the effects of adult entertainment and sex work.
Reviewing for The Observer Catherine Hakim wrote "Magnanti offers Bellle pretty adult simulation game analysis of sexual politics: In Brooke Magnanti Storg a statistical re-analysis criticising the Lilith Report on Lap Dancing and Striptease Belle True Story the Borough of Camden[55] a study Belle True Story had claimed that sexual crimes increased after the opening of lap dancing venues in the area; the analysis showed this was not the case.
Magnanti met Piper in the course of preparing for the role but maintained her pseudonymity. Magnanti is married and used to live in Lochaber in the Scottish Highlands.
In Junean ex-boyfriend issued a libel writ against The Sunday Times Belle True Story a claim of defamation caused by his mention in the paper. The writ, filed by Flight Lieutenant Owen Morris [63] of RAF Lossiemouthclaimed that Belle True Story www.hentiagame3d.com outing, he was identified Bells her former boyfriend and therefore mentions of his harassment in the articles had been damaging even though they did not mention him by name.
From Wikipedia, the free encyclopedia. Brooke Magnanti Brooke Magnanti on 7 June Research scientist blogger former call girl.
Retrieved 30 August Retrieved 6 October Play this sex game online for free. Their voices turned to stone their hearts froze and alone Beloe a room with strange men.
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So far as our psychological deduction goes, it would suggest that the pupil s eagerness to know how well he does is in the line of his normal completeness.
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Belle True Story And all this is delivered in a tone that says to the reader: Nov 03, littleM rated it really Belpe it.
I don't get it In this one, which is definitely after the last one cos South America was mentioned, she's still a CG, the Boy almost moves in, but then she breaks up with him.
And Giles is re-introduced as a new character, but he was mentioned in the other one WTF This one was infinitely better Totally confused about the I Belle True Story get it Totally confused about the timeline Jan 05, Cassandra rated it did not like it Shelves: I wonder if the real Belle actually wrote any of this or if it was ghost written and she was paid Belle True Story the use of her name? Whatever the case the writing was a poor imitation of Belle's elana champion of lust alpha tone in the first two books.
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It seemed forced and exaggerated. Instead of being natural and edgy, it came off as trying too hard to titillate.
I'd say Sory Belle True Story this one and just read the first two. The third part of the Call Girl series by Belle de Jour, and allthough not bad, I can't really say that I liked it all that much.
The Memphis Belle: A Story of a Flying Fortress: A Netflix Original This documentary centers on the crew of the B Flying Fortress Memphis Belle as it prepares to This drama series tells the astonishing true story of Israel's most prominent spy, Teen virgin Otis channels his sex therapist mom when he teams up with.
Stkry was quite a slow read. However I did enjoy Belle True Story langage and the way Belle de Jour writes, but for me this is the weakest book in the series I have yet to read no 4.
I can Belle True Story add that I have read some chapters of this before in the "Belle's Best Bits" book and I did enjoy the shortened version more. Constantly amazes me april oneil hentai often I get shocked by this woman, but a good read if a very saucy one. I think the fact that Belle True Story have Beole a photo of this woman has ruined it for me though.
I did have a image in my head of her appearance and now I know she does not Beloe it, it just doesn't wok for me anymore. Rather like a actor who is nothing like how you envisioned the character in the book Belle True Story appear like.
Dec 09, Lee rated it really liked it. A lot less raunch in this one than her Belle True Story book I haven't read the second but I still found it very engaging probably due to the short chapters and her personable style of writing.
Dec 05, Amanda Milburn Storg it it was ok. In this book, Belle has given up prostitution and adjusts to everyday life. I hate to say it because it was well written, but I found this really Belle True Story.
I Belle True Story to hear about her life as a call girl! Also, of her three novels this is almost completely fiction compared to the other two, which were autobiographical.
This made me enjoy it less, too. Oct 15, Edmund Bloxam rated it did not like it.
Pride, '71 and Belle head prizes at British independent film awards
I loved the wit and intelligence of the real life version: Not even a hint of the intriguing, smart woman in the actual memoir. It seems like the first half of the book she lifted almost word for word from Sfory previous memoir "The Belle True Story Adventures of a London Call Girl" with just a few details changed.
It wasn't until halfway through that I thought I was reading something original.
new comment 1


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Topic : Reflective essay on 9/11.
Author : Corbyn Wright.
Published : Sat, Jan 5 2019 :10 AM.
Format : jpg/jpeg.
While an essay gives you the freedom to thank and express your feelings, it also tests your ability to substantiate your opinion or feeling on the subject you had chosen. In general, a personal essay should start with an introductory paragraph, followed by three paragraphs illustrating your point, and one final paragraph summarizing your opinion.
Though each type of an essay has its own style and writing technique, at the same time all of them have lots of common features and one writing scheme. Before getting started to write your piece of writing, study the major features of essay types writing style.
The personal essay format is as important as the content of a personal essay. As stated earlier, a good essay would follow the standard personal essay format. As a general rule, a typical essay format would consist of an opening paragraph, three main paragraphs, and one concluding paragraph. Students should stick to the standard personal essay format. The given outline holds true for all personal essay topics, unless otherwise stated.
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Villanova downs Seton Hall in Big East Tournament final
Villanova remains the class of the Big East as the Wildcats beat Seton Hall 74-72 on Saturday to win the conference tournament championship for the fourth time in five seasons.
More to come.
Copyright © 2019 Score Media Ventures Inc. All rights reserved. Certain content reproduced under license.


text: The Liberty Men's Basketball program began in 1972 under head coach Dan Manley. Liberty University is the second youngest school in NCAA Division I, founded in 1971 (Florida Gulf Coast University founded in 1991). The Flames finished 13–14 in the inaugural season. As of the 2009–2010 season, the Flames have had 8 different head coaches of their Men's Basketball team (Dan Manley 1972–77, Harley Swift 1977–78, Dale Gibson 1978–81, Jeff Meyer 1981–97, Randy Dunton 1997–98 and 2003–2007, Mel Hankinson 1998–2003, Ritchie McKay 2007–09, Dale Layer 2009–2015). As of the end of the 2008–2009 season, the Flames had an overall record of 524–555 (48. 6%).


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Around 50,000 German gay men were jailed between 1933 and 1945, and 5,000–15,000 are estimated to have been sent to concentration camps. It is not known how many died during the Holocaust.[413][449] James Steakley writes that what mattered in Germany was criminal intent or character, rather than acts, and the "gesundes Volksempfinden" ("healthy sensibility of the people") became the guiding legal principle.[450] In 1936, Himmler created the Reich Central Office for the Combating of Homosexuality and Abortion.[451] The Gestapo raided gay bars, tracked individuals using the address books of those they arrested, used the subscription lists of gay magazines to find others, and encouraged people to report suspected homosexual behavior and to scrutinize the behavior of their neighbors.[450] Lesbians were left relatively unaffected;[413] the Nazis saw them as "asocials", rather than sexual deviants.[452] Gay men convicted between 1933 and 1944 were sent to camps for "rehabilitation", where they were identified by pink triangles.[450] Hundreds were castrated, sometimes "voluntarily" to avoid criminal sentences.[453] Steakley writes that the full extent of gay suffering was slow to emerge after the war. Many victims kept their stories to themselves because homosexuality remained criminalized in postwar Germany.[450]
While these massacres were happening, the Nazis elsewhere were laying plans for an overall 'solution to the Jewish question'. Death camp operations began in December 1941 at Semlin in Serbia and Chelmno in Poland, where people were killed by exhaust fumes in specially modified vans, which were then driven to nearby sites where the bodies were plundered and burnt. 250,000 Jews were killed this way at Chelmno and 15,000 at Semlin.
Some ghettos were initially open, which meant that Jews could leave the area during the daytime but had to be back by a curfew. Later, all ghettos became closed, meaning that Jews were not allowed to leave under any circumstances. Major ghettos were located in the cities of Polish cities of Bialystok, Lodz, and Warsaw. Other ghettos were found in present-day Minsk, Belarus; Riga, Latvia; and Vilna, Lithuania. The largest ghetto was in Warsaw. At its peak in March 1941, some 445,000 were crammed into an area just 1.3 square miles in size.
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Peter Longerich argues that the search for a finite date on which the Nazis embarked upon the extermination of the Jews is futile, in his book Holocaust: The Nazi Persecution and Murder of the Jews (2011). Longerich writes: "We should abandon the notion that it is historically meaningful to try to filter the wealth of available historical material and pick out a single decision" that led to the Holocaust.[116][117]
During the era of the Holocaust, German authorities also targeted other groups because of their perceived racial and biological inferiority: Roma (Gypsies), people with disabilities, and some of the Slavic peoples (Poles, Russians, and others). Other groups were persecuted on political, ideological, and behavioral grounds, among them Communists, Socialists, Jehovah's Witnesses, and homosexuals.
Timothy D. Snyder (Bloodlands: Europe Between Hitler and Stalin, 2010): "In this book the term Holocaust signifies the final version of the Final Solution, the German policy to eliminate the Jews of Europe by murdering them. Although Hitler certainly wished to remove the Jews from Europe in a Final Solution earlier, the Holocaust on this definition begins in summer 1941, with the shooting of Jewish women and children in the occupied Soviet Union. The term Holocaust is sometimes used in two other ways: to mean all German killing policies during the war, or to mean all oppression of Jews by the Nazi regime. In this book, Holocaust means the murder of the Jews in Europe, as carried out by the Germans by guns and gas between 1941 and 1945."[23]
"One of the things that I always say is you leave room for the next generation of technology to do things that you can't fathom," Freund said. "Look, I'm doing things that my teachers never thought of. I don't have the chutzpah to think that I know all the answers, and maybe in another generation the technology will improve, people will have better ideas, you know?"
^ Markiewicz, Marcin. "Bezirk Białystok (in) Represje hitlerowskie wobec wsi białostockiej" [Bezirk Białystok (in) Nazi repressions against the Białystok countryside]. Komentarze Historyczne. Biuletyn Instytutu Pamięci Narodowej. Biuro Edukacji Publicznej IPN. Nr 35-36 (12/2003-1/2004). 68/96 in PDF. ISSN 1641-9561. Archived from the original on 11 June 2011. Retrieved 9 February 2016 – via direct download 873 KB from the Internet Archive. Also in: Roseman, Mark (2002). The Villa, the Lake, the Meeting: Wannsee and the Final Solution. Penguin Press. p. 111. ISBN 071399570X. During the Wannsee meeting, the number of Jews in Białystok (i. e., in Bezirk Bialystok) – subject to Final Solution – was estimated by Heydrich at 400,000. In Lithuania: 34,000. In Latvia: 3,500. In White Russia (excluding Bialystok): 446,484, and in USSR: 5,000,000. Estonia was listed in the minutes as being already Judenfrei (see Wannsee Protocol, Nuremberg).
This isn't a review- I'm not going to go into my reasons for giving this book 2 stars. That would not do anybody any good. I will simply say that I feel extremely guilty rating the book this low, but I hope people understand that it doesn't reflect my view of the Holocaust as a whole, or my views of Anne Frank as a person. I have the utmost respect for both.
In 1950, the Dutch translator Rosey E. Pool made a first translation of the Diary, which was never published.[26] At the end of 1950, another translator was found to produce an English-language version. Barbara Mooyaart-Doubleday was contracted by Vallentine Mitchell in England, and by the end of the following year, her translation was submitted, now including the deleted passages at Otto Frank's request. As well, Judith Jones, while working for the publisher Doubleday, read and recommended the Diary, pulling it out of the rejection pile.[27] Jones recalled that she came across Frank's work in a slush pile of material that had been rejected by other publishers; she was struck by a photograph of the girl on the cover of an advance copy of the French edition. "I read it all day", she noted. "When my boss returned, I told him, 'We have to publish this book.' He said, 'What? That book by that kid?'" She brought the diary to the attention of Doubleday's New York office. "I made the book quite important because I was so taken with it, and I felt it would have a real market in America. It's one of those seminal books that will never be forgotten", Jones said.[28] The book appeared in the United States and in the United Kingdom in 1952, becoming a best-seller. The introduction to the English publication was written by Eleanor Roosevelt.
Wonderful book, the like of which I haven't seen elsewhere. So many wonderful passages, insights into life such as you rarely find anywhere. Anne's ruminations captured here were for herself, from the heart. Writing this helped so much in making her life tolerable during this very difficult period in her life. Toward the end, I found it difficult to plow to the end, knowing that she tragically did not survive. However, she was unaware that their arrest was imminent, so the unfortunate ending is not implicit in Anne's writing. She just may as well have survived and gone on to have the wonderful life and career she very much deserved. I have read a lot about WW II, but this book succeeded in doing what all the other readings did not for me -- it made me feel that I was living through it myself.
Several resistance groups were formed, such as the Jewish Combat Organization in the Warsaw Ghetto and the United Partisan Organization in Vilna.[310] Over 100 revolts and uprisings occurred in at least 19 ghettos and elsewhere in Eastern Europe. The best known is the Warsaw Ghetto Uprising of 1943, when around 1,000 poorly armed Jewish fighters held the SS at bay for four weeks.[311][q] During a revolt in Treblinka on 2 August 1943, inmates killed five or six guards and set fire to camp buildings; several managed to escape.[316][317] In the Białystok Ghetto on 16 August 1943, Jewish insurgents fought for five days when the Germans announced mass deportations.[318] On 14 October 1943, Jewish prisoners in Sobibór, including Jewish-Soviet prisoners of war, attempted an escape,[319] killing 11 SS officers and a couple of Ukrainian camp guards.[320] Around 300 escaped, but 100 were recaptured and shot.[321] On 7 October 1944, 300 Jewish members of the Sonderkommando at Auschwitz, who learned they were about to be killed, attacked their guards and blew up crematorium IV. Three SS officers were killed, one of whom was stuffed into an oven, as was a German kapo. None of the Sonderkommando rebels survived the uprising.[322]
The Nazis used the phrase Lebensunwertes Leben (life unworthy of life) in reference to the disabled and mentally ill.[92] On 14 July 1933, the Law for the Prevention of Hereditarily Diseased Offspring (Gesetz zur Verhütung erbkranken Nachwuchses), the Sterilization Law, was passed, allowing for compulsory sterilization.[93][94] The New York Times reported on 21 December that year: "400,000 Germans to be sterilized".[95] There were 84,525 applications from doctors in the first year. The courts reached a decision in 64,499 of those cases; 56,244 were in favor of sterilization.[96] Estimates for the number of involuntary sterilizations during the whole of the Third Reich range from 300,000 to 400,000.[97]
From the earliest years of the Nazi regime, German authorities persecuted homosexuals and others whose behavior did not match prescribed social norms. German police officials targeted thousands of political opponents (including Communists, Socialists, and trade unionists) and religious dissidents (such as Jehovah's Witnesses). Many of these individuals died as a result of incarceration and maltreatment.
(CNN) -- On Friday, August 4, 1944 -- a beautiful summer morning, not unlike the one on which I am writing this now -- a car pulled up in front of a spice warehouse at 263 Prinsengracht in Amsterdam. Inside the car were an Austrian Gestapo officer and his Dutch subordinates, who, acting on a tip-off (whose source has never been identified), had come to arrest the eight Jews who had been hiding for two years in an attic above the warehouse.
"For the survivor who chooses to testify, it is clear: his duty is to bear witness for the dead and the living. He has no right to deprive future generations of a past that belongs to our collective memory. To forget would be not only dangerous but offensive; to forget the dead would be akin to killing them a second time. The witness has forced himself to testify. For the youth of today, for the children who will be born tomorrow. He does not want his past to become their future." Elie Wiesel, Night, Preface to the New Translation (New York: Hill and Wang, c2006), page xv.
After the U.S. government refused to permit the passenger's refuge, the St. Louis left Cuba for Europe. The St. Louis sailed so close to Florida that they could see the lights of Miami. The passengers were able to find refuge in other European countries so they didn't have to return to Germany. Great Britain took 288, the Netherlands admitted 181; Belgium took 214, and 224 passengers found temporary refuge in France. When Germany invaded Western Europe, 532 of the original passengers were trapped. Just over half survived the Holocaust.
Born on March 16, 1911 in Günzburg, Germany to a prosperous family, Josef Mengele was the eldest of 3 children. In 1935, he earned a PhD in physical anthropology from the University of Munich, and 2 years later he became the assistant of Dr. Otmar von Verschuer, a leading scientific figure known for his research with twins, at the Institute for Hereditary Biology and Racial Hygiene in Frankfurt. That same year, Mengele joined the Nazi Party, and in 1938, joined the SS. In 1940, he was drafted into the military, where he volunteered for medical service in the Waffen-SS. However, his time in the military was cut short after being wounded while on campaign and he was sent back to Germany, where he resumed work with von Verschuer at the Kaiser Wilhelm Institute for Anthropology.
Romania implemented anti-Jewish measures in May and June 1940 as part of its efforts towards an alliance with Germany. Jews were forced from government service, pogroms were carried out, and by March 1941 all Jews had lost their jobs and had their property confiscated.[169] After Romania joined the invasion of the Soviet Union in June 1941, at least 13,266 Jews were killed in the Iași pogrom,[170] and Romanian troops carried out massacres in Romanian-controlled territory, including the Odessa massacre of 20,000 Jews in Odessa in late 1941. Romania also set up concentration camps under its control in Transnistria, where 154,000–170,000 Jews were deported from 1941 to 1943.[169]
According to the copyright laws in the European Union, as a general rule, rights of authors end seventy years after their death. Hence, the copyright of the diary expired on 1 January 2016. In the Netherlands, for the original publication of 1947 (containing parts of both versions of Anne Frank's writing), as well as a version published in 1986 (containing both versions completely), copyright initially would have expired not 50 years after the death of Anne Frank (1996), but 50 years after publication, as a result of a provision specific for posthumously published works (1997 and 2036, respectively).
Since 1963, a commission headed by a justice of the Supreme Court of Israel has been charged with the duty of awarding the honorary title "Righteous Among the Nations". Guided in its work by certain criteria, the commission meticulously studies all documentation including evidence by survivors and other eyewitnesses, evaluates the historical circumstances and the element of risk to the rescuer, and then decides if the case meets the criteria. Those criteria are:[1]
The logistics of the mass murder turned Germany into what Michael Berenbaum called a "genocidal state".[34] Eberhard Jäckel wrote in 1986 that it was the first time a state had thrown its power behind the idea that an entire people should be wiped out.[h] Anyone with three or four Jewish grandparents was to be exterminated,[36] and complex rules were devised to deal with Mischlinge ("mixed breeds": half and quarter Jews).[37] Bureaucrats identified who was a Jew, confiscated property, and scheduled trains to deport them. Companies fired Jews and later used them as slave labor. Universities dismissed Jewish faculty and students. German pharmaceutical companies tested drugs on camp prisoners; other companies built the crematoria.[34] As prisoners entered the death camps, they were ordered to surrender all personal property, which was catalogued and tagged before being sent to Germany for reuse or recycling.[38] Through a concealed account, the German National Bank helped launder valuables stolen from the victims.[39]
The men worked in shifts throughout the night, with saws, files and spoons stolen from the burial pits. Under the cover of darkness, they smuggled wood planks into the lengthening tunnel to serve as struts; as they dug, they brought sandy earth back out and spread it across the bunker floor. Any noise was concealed by the singing of the other prisoners, who were frequently forced to perform for the Sturmbannführer—arias from The Gypsy Baron, by the Austrian composer Johann Strauss II, were a favorite.
Haaretz.com, the online edition of Haaretz Newspaper in Israel, and analysis from Israel and the Middle East. Haaretz.com provides extensive and in-depth coverage of Israel, the Jewish World and the Middle East, including defense, diplomacy, the Arab-Israeli conflict, the peace process, Israeli politics, Jerusalem affairs, international relations, Iran, Iraq, Syria, Lebanon, the Palestinian Authority, the West Bank and the Gaza Strip, the Israeli business world and Jewish life in Israel and the Diaspora.
After invading Poland, the Germans established ghettos in the incorporated territories and General Government to confine Jews.[143] The ghettos were formed and closed off from the outside world at different times and for different reasons.[196][197] For example, the Łódź ghetto was closed in April 1940,[143] to force the Jews inside to give up money and valuables;[198] the Warsaw ghetto was closed for health considerations (for the people outside, not inside, the ghetto),[199] but this did not happen until November 1940;[143] and the Kraków ghetto was not established until March 1941.[200] The Warsaw Ghetto contained 380,000 people[143] and was the largest ghetto in Poland; the Łódź Ghetto was the second largest,[201] holding between 160,000[202] to 223,000.[203] Because of the long drawn-out process of establishing ghettos, it is unlikely that they were originally considered part of a systematic attempt to eliminate Jews completely.[204]
Title bestowed by Yad Vashem (the Israeli Holocaust remembrance authority) on certain gentiles who rescued Jews in opposition to Nazi efforts to annihilate them. The distinction is granted according to stringent criteria requiring conclusive evidence. Depending on the nature and extent of help, special kinds of recognition are bestowed upon Christians who saved Jews. To qualify for any one of the distinctions, Christian actions had to involve "extending help in saving a life; endangering one's own life; absence of reward, monetary and otherwise; and similar considerations which make the rescuers' deeds stand out above and beyond what can be termed ordinary help." In part ambiguous, the criteria leave no doubt that those who saved Jews primarily because of payment do not fit the definition of righteous Christians.
Although many people responded with obstructionism and doubt, several rescue operations were run throughout Axis-controlled Europe. Some were the work of prominent individuals like Raoul Wallenberg and Carl Lutz who worked largely alone while other operations were far more complex. A network of Catholic bishops and clergymen organized local protests and shelter campaigns throughout much of Europe that are today estimated to have saved 860,000 lives. Danish fishermen clandestinely ferried more than 7,000 Jews into neutral Sweden while the French town of Chambon-sur-Lignon sheltered between 3,000 and 5,000 refugees.
Sometimes the mere presence of German troops in the vicinity was sufficient to spur a massacre. One example is what happened in the Polish village of Jedwabne, where neighbours murdered their Jewish neighbours. For years the massacre was blamed on the Germans, though many Poles likely knew that the local population had turned against its own Jews. In the Baltics, where the Germans were greeted as liberators by some segments of the population, the lure of political independence and the desire to erase any collaboration with the previous Soviet occupiers led nationalist bands to murder local Jews.
By then, Palestinian terrorism had become Israel's main security challenge, and the Mossad devoted most of its efforts to that threat. For the next 10 years, backed by Eshkol and his successors as prime minister, Golda Meir and Yitzhak Rabin, almost nothing was done about Mengele. The surge in terrorism, the surprise Yom Kippur War in 1973 and the Syrian military buildup with Soviet assistance took precedence.
Wallenberg was a Swedish diplomat who helped save thousands of Hungarian Jews. Wallenberg provided thousands of Jews with special Swedish passports and also set up a bureaucracy in Budapest designed to protect Jews by using "safe houses" where they could receive food and medical supplies. More than 90,000 Budapest Jews were deported to death camps; Wallenberg's efforts may have saved an equal number. Following the liberation of Budapest, Wallenberg was arrested by the Soviets and was never heard from again.
When the copyright duration was extended to 70 years in 1995 – implementing the EU Copyright Term Directive – the special rule regarding posthumous works was abolished, but transitional provisions made sure that this could never lead to shortening of the copyright term, thus leading to expiration of the copyright term for the first version on 1 January 2016, but for the new material published in 1986 in 2036.[7][22]
Political dissidents, trade unionists, and Social Democrats were among the first to be arrested and incarcerated in concentration camps. Under the Weimar government, centuries-old prohibitions against homosexuality had been overlooked, but this tolerance ended violently when the SA (Storm Troopers) began raiding gay bars in 1933. Homosexual intent became just cause for prosecution. The Nazis arrested German and Austrian male homosexuals—there was no systematic persecution of lesbians—and interned them in concentration camps, where they were forced to wear special yellow armbands and later pink triangles. The goal of persecuting male homosexuals was either for reeducation—what might now be called conversion therapy—or punishment. Jehovah's Witnesses were a problem for the Nazis because they refused to swear allegiance to the state, register for the draft, or utter the words "Heil Hitler." As a result, the Nazis imprisoned many of the roughly 20,000 Jehovah's Witnesses in Germany. They could be released from concentration camps if they signed a document renouncing their faith and promising not to proselytize. Few availed themselves of that option, preferring martyrdom to apostasy. Germans of African descent—many of whom, called "Rhineland bastards" by the Nazis, were the offspring of German mothers and French colonial African troops who had occupied the Rhineland after World War I—were also persecuted by the Nazis. Although their victimization was less systematic, it included forced sterilization and, often, internment in concentration camps. The fear was that they would "further pollute" and thereby diminish the race. The Nazis also singled out the Roma and Sinti, pejoratively known as Gypsies. They were the only other group that the Nazis systematically killed in gas chambers alongside the Jews. For the Roma and Sinti, too, racial pollution and their depiction as asocials was the justification for their persecution and murder.
A unique example of anti-Nazi resistance occurred in the Bialystok ghetto, where several anti-Nazi German and Austrian soldiers were sentenced to death for smuggling weapons and wireless sets to the Jewish resistance. One of these men, Otto Busse, survived and settled in the Kibbutz Nes Amin in 1969, devoting his life to Israel as a concrete example of "Christian atonement."
G. Aly, "Final Solution": Nazi Population Policy and the Murder of the European Jews (1999); C.R. Browning (with contributions by J. Matthäus), The Origins of the Final Solution: The Evolution of Nazi Jewish Policy, September 1939- March 1942 (2004); R. Hilberg, The Destruction of the European Jews (20033); P. Longerich, Politik der Vernichtung. Eine Gesamtdarstellung der nationalsozialistischen Judenverfolgung (1998).
Anne Frank's extraordinary diary, written in the Amsterdam attic where she and her family hid from the Nazis for two years, has become a world classic and a timeless testament to the human spirit. Now, in a new edition enriched by many passages originally withheld by her father, we meet an Anne more real, more human, and more vital than ever. Here she is first and foremost ...more
Mengele firmly endorsed Nazi racial theory and engaged in a wide spectrum of experiments which aimed to illustrate the lack of resistance among Jews or Roma to various diseases. He also attempted to demonstrate the "degeneration" of Jewish and "Gypsy" blood through the documentation of physical oddities and the collection and harvesting of tissue samples and body parts. Many of his "test subjects" died as a result of the experimentation or were murdered in order to facilitate post-mortem examination.


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DEVYANI INTERNATIONAL LIMITED SUBMITTED BY: RITIKA BHASIN BBA V SEMESTER SECTION B ENROLLMENT NO. - A7006408016 SPECIALIZATION- HR UNDER GUIDANCE OF: Industry Guides name: Guide: Mr. Abhishek Ram Reshma Bhartiya HR Manager Lecturer Organization:DIL ABS,Lucknow Faculty Mrs. Sr.
Certified that this report is prepared based on the summer internship project undertaken by me in DEVYANI INTERNATIONAL LIMITED from 1ST JUNE 2010 to 30TH JULY 2010 under the able guidance of FACULTY GUIDE MRS.RESHMA BHARTIYA in partial fulfillment of the requirement for award of degree of Bachelors of Business Administration (BBA) from Amity University, Uttar Pradesh.
Signature Ritika Bhasin Student
Signature Professor Reshma Bhartiya Faculty Guide
Signature Professor R P Singh Director (ABS)
Forward here with a summer internship project on HUMAN RESOURCE- Training and Development submiited by RITIKA BHASIN, A7006408016 student of BBA Semester V, Section- B. This project work has been done in partial fulfillment of the Bachelor's in Business Administration from Amity University, Uttar Pradesh.
I express my sincere gratitude to my company guide Mr. Abhishek Ram, Executive Human Resource, Devyani International Limited. For his able guidance, continuous support and co-operation throughout my project, without which the present work, would not have been possible. I would also like to thank the entire team of Devyani International Limited. For the constant support and help in the successful completion of my project. Also, I am thankful to my faculty guide Ms.Reshma Bhartiya of my institute for his continued guidance and invaluable encouragement.
Ritika Bhasin
I hereby declare that the project "Report on Evaluation of training and development" is an authentic work by me under the guidance of Mrs. Reshma Bhartiya for the 5th semester as part of my Bachelor of Business Administration. The data used in the report has been collected from the authentic sources. I also affirm that this study is not plagiarized and does not draw upon the work or conclusion of another individual or Organization.
Ritika Bhasin ABS, Amity University Lucknow
1 2 3 4 8 8 8 8 10 6. 2.TABLE OF CONTENTS S.NO PARTICULARS 1. 4. Chapter-2 Introduction to the topic • Meaning of Training and Development 6 . 5. 3. Students certificate Certificate by faculty guide Acknowledgment Declaration Chapter-1 Executive summary • • On job training Off job training PAGE NO.
YUM Restaurant International 7 . Chapter-4 Training methods and technique for employees • • On job training Off job training 9. Chapter-5 Research methodology • • • • • • • • Objectives of Research Research approaches Research process Formulating Research Repairing research design Means of obtaining information Determining sample design Steps involved 10.• Benefits of Training for the Organisation 11 13 16 16 17 21 22 23 23 23 23 23 23 24 25 26 26 26 26 26 7. Chapter-3 Objectives 8. Chapter-6 Company profile • • • • • RJ corp DIL: overview DIL: vision DIL: mission Introduction to YRI.
Conclusions 14. Data analysis and interpretation 12. Bibliography CHAPTER. Findings 13.• • YUM brands Other brands of DIL 27 27 32 42 43 44 45 11.1 EXECUTIVE SUMMARY 8 . Questionnaire 15.
For the purpose of survey. About 60 employees were considered for the sample size out of 150 employees. On job Training: 1. Apprenticeship Programme/Training. It also aims to know and study obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. the training was divided into two groups. since the surveyor are given very limited time. Class room lectures 9 . Off the Job Training: 1. Internship 4. Job rotation 3. In the course of study. Coaching B. This survey was carried out in various sections of the Restaurants. The in depth study of the welfare measures adopted by the company revealed that majority of the employees were fairly satisfied with the training and Development programmers. A. it was found that the training programmes analyzed were provided to all the employees of Devyani International Limited and was not specific to particular category of employees.EXECUTIVE SUMMARY The summer project entitled 'Review on Techniques adopted by HR Management to Improve the effectiveness of Training and Development is an attempt to understand the opinion and attitudes of the various categories of employees of the Devyani International Limited towards the maintenance of effectiveness of Training services provided by the Company. The data was collected through well structured questionnaires. 2.
6.2. Vestibule school Films Case study Computer modeling Programmed instructions CHAPTER-2 INTRODUCTION 10 . 4. 5. 3.
It focuses on personal growth and successful employee's development. The effective combination of all these factors results to way for success. they have to be trained in an effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. Materials.INTRODUCTION An organization either Business or Industrial Enterprises needs many factors for its growth. The most important factors are Capital. further development and for its very survival. Features of training : 11 . TRAINING AND DEVELOPMENT Meaning: "Training means equipping the employees with the required skill to perform the job. Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. The candidates are sent for training so that they can perform the job in the expected manner". Since all the others factors are handled by the human resources. Development refers to overall growth of the employees. Managing all other factors is comparatively easier than managing Human Resources. Development is much wider in concept as compared to training as training is only one part of development. The Human Resources are most important and need to be handled carefully.
Objective of training : • To prepare the employee both new and old to meet the present as well as the changing requirements of the job and organization. • Training support form of work organization that emphasize broadening employee skills and empowering employees.• Training objectives are tied to organization's business objectives and industry skills standard. formal training is still essential for most organizations or teaches them how to perform in their initial assignment. • Training is developed based upon an assessment of the target employee's knowledge. Training is evaluated based on both performance outcomes and the quality and effectiveness of the training process. Nevertheless. In recent years. to 12 . cooperative attitudes and good relationships. To ensure smooth and efficient working of a department.There is increasing recognition that employees can and should learn continuously. the scope of Training and Development has broadened from simply provided training programs in facilitating learning programs throughout the organization in variety of ways. To ensure economical output of required quality. • • Evaluation is used to assured training quality. skills and ability. and that they can learn from experience and from each other as well as from formally structured training programs. To promote individual and collective morale a sense of responsibility. • • • • To develop the potentialities of people for the next level job. • Training objectives are derived from and continuously aligned with the organization over all performance objectives and specific job requirements.
to prepare employees for future promotions and increased responsibilities. lack of team work etc. Managing manpower need: Some organizations have specialized technique of production and the ready staff is not available. In that case the organizations hire untrained people and train them with the required skill according to their organization's need. As a result there is less wastage of resources and higher productivity in the organizations. Better performance: The performance of trained employees is always better than the performance of untrained employees as in the training programmes their qualities and capabilities are improved and employees get some experience of working on the job before they are actually assigned the job. dissatisfaction of employees. wastage of resources. 4. performance appraisal. and to motivate them to be ready to take the initiative and result in better support and co-operation among the employees. 13 . By training they solve long term problem if manpower requirement. the organization faces various problems such as problem of absenteeism. Attitude formation: The training and development aim at molding the employees so that they develop positive attitude for the organization. Many organization provide 'Train-the trainer' courses for superiors or peers who will in turn provide on-the-job training to others. Aids in or help in solving operational problems: While performing various activities in the organization. Reduced learning time: A trained employee takes less time in learning the job as compared to untrained employee. Through the supervisory level training these operational problems can be avoided or removed in the organization because supervisors are trained for improvement of superior. interviewing. 5. The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership. 2. and problem solving were also commonly taught. 3. Training and Development is also one of the most expensive. BENEFITS OF TRAINING FOR ORGANISATIONS: 1. This improves their performance and efficiency level. Besides being one of the most important HRM functions.subordinate relationship and for encouraging and motivating their subordinates.improve the current performance of employees who may not be working as effectively as desired.
co 15 . help grading skills and knowledge and employees estimate career planning of the company.Its basic objective is to prepare the employee both new and old to meet the present as well as the changing requirements of the job and organization. • To study new entrants of knowledge and skill • To study customer education. Ultimately.OBJECTIVES Training and Development can help an organization in a number of ways. To promote individual and collective morale sense of responsibility. Training has become an integral requirement in the organization for its growth and development . • To enhance and update knowledge and skill level of employee in the organization. it is employees knowledge and skill that produce the organization's product or service. • To study the work culture of DIL • To understand the behavior of the employees. to ensure smooth and efficient working of a department and to ensure economical output of required quality. Training focuses to develop the potentialities of people for the next level job.
Training and development of an organization is mainly concerned with Human Resource Development & also for developing skills. Here emphasis has been made to organizational culture of DIL with regards to its HRD. In this context as a trainee in HR department we have been asked to examine the work of each personnel in the organization and to see the scope of training to be imparted for better understanding of work and work environment. • Acquire or sharpen capabilities require for performing various function association with their present or expected future role:• Develop their general capabilities as individual and discover and exploit their own/and organizational development purposes. HRD is a process in which the employees of any organization are helped motivated to acquire and develop technical. 16 . team work and collaboration sub-units. Training sessions generally take place in 3-4 months every year . managerial and behavioral knowledge. and competencies of people. • Develop an organizational culture in which superior.subordinate relationship.operative attitudes and good relationships. Since it is a government organization there is no fresh recruitment and as such training is given to the existing work force. Training and Development. • Thus. skills and abilities. knowledge.
TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES There are mainly two methods of training: 1. In the Apprenticeship Programme. When the trainee becomes perfect in doing the job then master worker 18 . The common and popular techniques of training under on the job training are: (A) Apprenticeship training: The workers seeking to enter skilled jobs are sent for apprenticeship training programme which is an on-the-job method of training. This method is suitable only for technical jobs and the advantage of this method is employees can learn the practical problems while working on the job. a master worker or a trainer is appointed who guides the workers or learner regarding the skill of job. When the learner learns all the skills then slowly he starts taking up the job step by step and master worker becomes the observer. The master worker performs the job and the trainee observes him performing. Under this method the employees learn by doing. On-the-job training: When the employees are trained while they are performing the job then it is known as On-the-Job training.
This method of training is more suitable for managerial job positions as conferences. seminars are held to train the managers. the students get chance to practice under the real work situations. in banks the employees are shifted from one counter to other so that they learn the requirements of all the counters. superior suggest the changes required in the behaviour and performance of the employee. Generally the time period for apprenticeship programme may vary from 2 to 5 years. 2. 19 .goes and trainee get the full charge of job position. In short we can say under internship the class room sessions are backed with practical training. (C) Internship: Internship is an agreement between the professional institutes and the corporate sector where professional institutes send their students to various companies. how he can over-come his weaknesses and make his strength more strong. The coach gives due importance to the objectives of individuals as well as objectives of organization. Under this training programme the organizations get people with fresh ideas and latest knowledge and the companies have to pay very less amount of salary which is called stipend.so that they can practice the theoretical knowledge acquired by them through professional institutes. On the other hand. (D) Coaching: In this method superior guides and instructs the trainee as a coach. Through effective coaching you can motivate the employees to perform to their best ability. He guides employee. For example. (B) Job rotation: Job rotation is an on-the-job method of training in which the employee is shifted from one job position to other for short interval of time to make him aware of requirements of all the job positions. Off-the-job training: Off-the-job training means training the employees by taking them away from their work position which means employees are given a break from the job and sent for training.
20 . (B) Vestibule School: : Vestibule school means duplicate model of organization. It is a highly structured way to convey a message or specific information with the help of audio-visual aids formal classroom sessions of training can be made more interesting. A dummy model of machinery is prepared and instead of using original machinery employees are trained on dummy model. Sometimes the accountants who have to make entries in inventory register or cash register they are first supplied the duplicate registers with the same columns as in original registers and when they become perfect in making entries in duplicate register then they are handled over original register.The common and popular techniques of training under off the job training are: (A) Conference/Class room lectures: Literal meaning of conference is consultation. (D) Case Study: Under this method managers discuss real problems that they have faced and trainees are asked to give their suggestions and alternatives to solve the problem. (E) Computer Modeling: Under this method a computer is programmed to show real problems of job and how to overcome such problems. when the expensive and delicate machineries are involved then the employers avoid using on-the-job methods of training. The case study provides the bridge between theoretical knowledge and its practical applications. (C) Films: Showing films is also a very effective method in certain cases. Films can give important information on various techniques through demonstrative skills. Vestibule school is an off-the-job method of training which makes use of benefit of on-the-job method. Generally.
in particular or dramatically affecting the conduct of all business function. A worker needs skills to operate machines. The employers who are to be trained can be different types and each type would require types training. The most effective way to achieve success is for executive to take an active part in the training and provide the needed sources. Employees at all levels must continuously upgrade their expertise in a dramatically changing and increasingly competitive environment. Training Skills : Training is impartial skills to employers. Without of management support a training and development program succeeded. 2. Commitment from specialist and generalist : In addition to top management all manager whether they be specialist or generalist should be committed to and involve in the training and development process. 3. and other equipment with least damage and scrap. The computer and the internet. 21 . Technological advances: Perhaps no factors have influence training and development more than technology. The primary responsibility for training a development lies with line managers from the precedent and chai9rman of the board on down. 4 .Factors influencing training and development : 1. Technology has played a huge role in changing the way knowledge is delivered to employees. Top management support : For training and development to be successful. leadership support at the top is a requirement.Learning Style : The general function of training and development involves skills and knowledge acquisition. Training and development merely provide the technical expertise.
Young graduates recruited find it difficult . rationalization. sardars or foremen. These employees are given training either in their own section or departments. 2. and technical process. Training in necessary for all three types of employee. Such employees are given training on the job itself and the training by their immediate superior others. ruler workers and managerial personnel. When the first employee was employed on the job and systematic method where thereafter evolved for increasing the new employees knowledge and his skill. Semi-skilled workers : These workers require training to cope with the requirements of can industry arising out of the adoption of mechanization. 3. To improve the work skill of young workers apprenticeship training is must for rural workers training is necessary so that they can adjust themselves with workplace and in the social life of the urban environment. The training period ranges from 3 weeks to 6 weeks.1. Such training is also known as tradesmen or craftsman training. Skilled workers : Skilled workers are given training through the system of apprenticeship. Unskilled Workers: Unskilled workers require training is improved methods of training methods and materials to reduce the cost production and waste and to do the job in the most economical way. 22 . For devising adequate4 training program for individual it is necessary to conduct an accurate analysis of individual's aptitude and performance levels. which varies in duration form a fear to three or five years. In addition industry we find three types of employees-young workers.
DETERMINATION OF TRAINING NEED Job Recruitment Training need Initial Behavior Trainee Analysis of overall System Measure of proficiency Job description 23 .
24 .Job specification Aptitude & Attainment of Training Training Recruitment Training method CHAPTER-5 .
It is the pursuit of truth with the help of study. Research is .RESEARCH METHODOLOGY RESEARCH METHODOLOGY Research can be defined as "a scientific and systematic search for pertinent information in any branch of knowledge'. thus. an original contribution to the existing stock of knowledge making for its advancement. situation or a group (Descriptive research studies) 25 . observation. OBJECTIVES OF RESEARCH: • • To gain familiarity with a phenomenon or to achieve new insights into it (Exploratory or formularize research studies) To portray accurately the characteristics of a particular individual. comparison and experiment.
which are no subjected to rigorous quantitative analysis. The questionnaires circulated to collect the relevant information have been analyzed ion the basis of rating given to each question and then. The former involves the generation of data in quantitative form. RESEARCH APPROACHES There are two basic approached to research. This research follows both the inferential quantitative and qualitative approach. In the process. quantitative approach and the qualitative approach. This approach is further sub-divided into inferential approach is to form a database form which to infer characteristics or relationship of a population. it also aims to collect more detailed information on the subject of training and development itself. as it reflects on the present satisfaction level of the employees at Pizza Hut /KFC regarding the various training and development programmes being conducted here. Such an approach to research generates results either in non-quantitative form or in the form. which can be subjected to rigorous quantitative analysis in a formal and rigid manner. 26 . Research in such a situation is a function of researcher's insight and impressions.• • • To determine the frequency with which something occurs or with which it is associated with something else. This usually means survey research where a sample of population is studied to determine it's characteristics and it is then inferred that the population has the same characteristics. To test a hypotheses of a casual relationship between variables (hypothesis testing research studies) This research is an amalgamation of both formularize as well as descriptive research. Qualitative approach to research is concerned with subjective assessment of attitudes. opinions and behaviour.
a structure red questionnaire was used with close-ended questions with the exception of three questions that required descriptive answers. The training and development policies were studies from the personal manual as well as some information brochures made available by the training department at Pizza Hut/ KFC. But the way of achieving all this depends mainly on the purpose of the research. manuals etc. FORMULATING THE RESEARCH PROBLEM At the very beginning the researcher. the time limit was 25 days. The various steps involved in are search process are not mutually exclusive. RESEARCH PROCESS FOLLOWED: Research process consists of a series of actions or steps necessary to effectively carryout research and the desired sequencing of these steps. However. singles out the problem. No literature was available of any study conducted earlier on a similar topic. the following order concerning various steps provides a useful procedural guideline regarding the research process and has been used to carry out this research. After specifying the problem. he / she wants to study in specific terms. The subject matter related to the topic. time and money. REPAIRING THE RESEARCH DESIGN: The function of research design is to provide for the collecting of the relevant information and data with minimal expenditure of effort. for this purpose and extensive study of available literature was done. "Training and Development" was also examined from the available literature i. 27 . The time available for research 15 days and for the completion of this research. Here. the purpose of the study is both exploration and description THE MEANS OF OBTAINING INFORMATION: In this research case. It is determined before the data is collected. DETERMINING SAMPLE DESIGN: A sample design is a definite plant for obtaining a sample from the given population.e. Here. books.aggregate of the rating of all the questions of a group has been taken to find out the percentage of each response to that group. by this review the extent of available of the data of other materials was known and this led to a specification of the problem in a more meaningful context. not are they separate or distinct. Explanation of the way in which selected means of obtaining information will be organized and the reasoning for the selection. a synopsis was submitted to the company for approval.
a sample size of 30 was taken which is approximately 20% of the population. the employees of Pizza Hut/KFC Sample: The respondents that have been selected for the purpose of the study Sampling unit: the individual unit of the selected sample Sample frame: this contains the list of all the items of the universe. in this case. the employee lists of Pizza Hut/KFC Limited are the sample frame.STEPS INVOVLED: Population: All items under consideration in the field of enquiry. For the purpose of this study. For this project. CHAPTER-6 28 . Size of the sample: this refers to the number of items selected from the universe to constitute the sample.
Over the eighteen years the group has grown exponentially and in the year 2008.COMPANY PROFILE OF DIL COMPANY PROFILE DEVAYANI INTERNATIONAL LIMITED RJ CORP • • • Led by Mr. RJ Corp is a Transnational Company with its roots in India and presence in Uganda. with 72 Pizza Hut/KFC stores North and Eastern India. Nepal and Mauritius. Ravi Kant Jaipuria. Opening Pizza Hut/KFC stores in Nepal and Nigeria in 2009. the group turnover exceeded Rs. RJ Corp began operations in 1991. 29 . 1500crores. Nigeria. DIL: An Overview • • DIL is the largest franchisee of YUM.
Master franchisee of Costa Coffee with 53 outlets in India. long term shareholder and franchisee value. Inc. with revenues in excess of $11 billion in 2008. based in Louisville.leading. brand positions.• • • Fastest growing franchisee of YUM in India. consistency and returns.S. At YUM! they building a vibrant global business by focusing on four key business strategies: • • • • Build leading brands across China in every significant category. DIL: VISION To be the most preferred Restaurant Company for people and customer alike. Dramatically improve U. is the world's largest restaurant company in terms of system restaurants with more than 36000 restaurants in over 110 countries and territories and more than 1million associates. 30 . Kentucky. Drive aggressive international expansion and build strong bonds everywhere. More than 3200 personnel on the rolls. DIL: MISSION • • • To be people centric Customer focused Process – driven operations INTRODUCTION TO YRI – YUM RESTURANT INTERNATIONAL YUM! Brands. Drive industry. YUM! Is ranked #239 on the fortune 500 list.
it is a fever that has caught the Indian foodie. Pizza Hut sells more than 1. so overwhelmingly indulging is the taste of such foods. Burgers. people just can't resist the temptation of digging their teeth into these cheesy marvels. these have almost become like staple diet for many.off lands. Pizzas have always been a perennial favourite of the Italians. A phenomenon that has spread across the world. and since it have crossed these shores. soft drinks. To capitalize on RJ Corp's significantly important relationship with Pepsi food. pizzas. which was the second largest business for Pepsi 31 . ice-creams. it has found its lovers in far.YUM! BRANDS The five brands of YUM! Are: • • • • • PIZZA HUT KFC A&W LONG JOHN SILVER's TACO BELL PIZZA HUT The Pizza Fever Fast food for the young and the young at heart. And thanks to such discipline chains as Pizza Hut. delivery carry out units and kiosks in more than 86 countries. to approximate 4 million customers worldwide. it decided to venture into the food sector. Pizza Hut is the world's largest pizza restaurant chain.7million pizzas every day. with nearly 12000 restaurants.
extra crispy. when it opened the first KFC Restaurant at Salt Lake. Serving the original Colonel recipe of 11 herbs and spices which till date remains one of the biggest secret in the world. It has franchisee rights for Northern and Eastern India. Chicken created by Colonel Harland Sander. KFC has in its menu and host of delicacies. The group became the first franchisee for YUM Restaurant International in India. The place has people thronging it. Kentucky is the world's most popular chicken restaurant chain. 32 . Kolkata. Kolkata. specializing in original recipe. Indians are food lovers and the exciting KFC menu comes as a blessing for them. Other stores are at Park Street. KENTUCKY FRIED CHICKEN Finger Lickin' Good!!! KFC corporation part of the YUM brand based in Louisville.all over the world. the juicy chicken pieces wrapped in crunchy cramps are absolute bliss for the taste buds. 72 Restaurants are owned and run by the company. Catering to eight million customers around the globe other than the original recipe. Today KFC has more than 80 countries and territories around the world. Twister and Colonel's crispy strips chicken with home style sides. KFC is part of the YUM brands as such it was just an extension of RJ Corp's role of franchisee for the same.
Inc. Inc.A&W: ALL AMERICAN FOOD A & W Restaurants. distinguished by its draft root beer and root beer floats.based fast food restaurants that specialize in sea food. The company name was taken from the last name initials of partner Roy Allen and Frank Wright. serving typical fast food menu of hamburgers and french-fries. 33 . Kentucky. The first restaurant was opened in 1969 in Lexington. A number of its outlets are drive in restaurants with carhops. as well as hot dogs. is a United States. is a chain of fast food restaurants. The chain is currently owned by YUM! Brands. The name and concept were inspired by Robert Louis Stevenson's book Treasure Island. It is fast food franchisee company with locations throughout the world. LONG JOHN SILVER'S Long John Silver's.
And other specialty items such as the crunch wrap supreme. The group manufactures and markets carbonated and non-carbonated soft drinks and mineral water under the pepsi brand. Evervess soda and Aquafina. The collest drink no earth. The various flavours and sub. It serves tacos. nachos. A subsidiary of YUM! Brands. Mirinda Orange. Mirinda Lemon. Mountain Dew. 7up. quesadillas. RJ Corp has been responsible for bringing universal drink home. It is opening around 50 outlets every year. Inc.S.TACO BELL Taco Bell is a restaurant chain based in Irvin's. COSTA COFFEE Two Italian brothers founded costa coffee in 1971 based in the United Kingdom. Other brands associated with DIL: PEPSI : Lifeline of generation X Pepsi has been a universal flavour for decades. The family has in total 18 bottling plants in India and Nepal and is responsible for producing and marketing 44% of pepsi requirement in India. having quenched the thirst of whole generation of young men and women across the globe. it specializes in Mexican-style food and quick service. It has grown to over 350 costa outlets in United Kingdom. in addition to a wide variety of Big Bell Value Menu items. RJ Corp is india's leading supllier of carbonated and non-carbonated softdrinks with beverages manufacturing facilities in India and Nepal.brands are Pepsi. It serves more than 2 billion customers each year in more than 5800 restaurants in the U. burritos. grilled stuff burritos. California. 34 . signature.
CREAM BELL: Pure Indulgence RJ Corp has made it presence felt in the ice-cream segment since 1991. Disney stores today is network of over 600 exclusive shops worldwide. After working for 10 years in this field. Jammu & Kashmir. RJ Corp joint hand with DCP for retiling of Disney Artist brand Merchandise in India. CRYOBANKS INTERNATIONAL: Exilir Of Life Cryo International is a pioneer and worldwide leader in the collection processing and banking of umbilical cord blood stem cell. KFC and Costa Coffee. Is joint venture between Cryobanks International. Cream bell operates through a network of 80 distributors in the above 9 states.During 2003 it launched its own brand. DELHI PUBLIC SCHOOL: Feel Enlightened RJ Corp has long been associated with excellence in education. The company currently operates in the states of Delhi.RJ Corp opened its first oulet in Cannaught Place. when it started manufacturing and marketing ice-cream under the brand name of "GAYLORD" in the state UP During 1996 it sold its brand to Brook Bond and started supplying to Hindustan Lever as their ice-cream sourcing plant. 35 . The Walt Disney Company sells its entire range of merchandised under the Disney brand. Ltd. Himanchal Pradesh. New Delhi. Madhya Pradesh and Rajasthan. Punjab. The year 2001 witnessed the expansion of their corporate portfolio with the opening its first school at gurgaon under the management agreement with the DPS society. Uttranchal. Cryobanks International provides a private cord blood storage program for expecting families that wish to privately store their baby's precious stem cell and a public blood cord donation program for those who prefer to donate. DISNEY: Little Hearts The Walt Disney Company began its merchandising business in 1929. through tis division Disney Consumer Products(DCP's). Haryana. Uttar Pradesh. Devayani International Limited. Cryobanks International India Pvt. which has turnover of over 2 billion is the master franchisee for Pizza Hut.
37 .DATA ANALYSIS AND INTERPRETATION TABLE 1 Showing the response towards the availability of tools and equipments to perform the job. 100 80 60 40 20 0 YES NO Response Yes No No.no.71% of the employees don't have the tools and equipments. whereas the rest 5.28% of the employees have the tools and equipments to perform their job. 2.71% ANALYSIS AND INTERPRETATION OF DATA: From the study it is found that 94. of respondents 66 4 Percentage 94. 1. S.28% 5.
TABLE2 Showing the response towards training and development. S. of respondents 68 2 Percentage 97.no.14% of the employees belief that they receive enough training to do their job well.85 % employees don't belief that the training provided is sufficient for them to perform their task efficiently. Response Yes No No.14% 2. 38 .85% 100 80 60 40 20 0 YES NO ANALYSIS AND INTERPRETATION OF DATA: From the study it is found that 97. 2. while the remaining 2. 1.
85% 80 70 60 50 40 30 20 10 0 GOOD BELOW EXPECTATION EXCELLENT ANALYSIS AND INTERPRETATION OF DATA: From the study it is found that 77. while the remaining 22. Below expectation 2.14% of the employees belief that the training provided by the organization is excellent. Response No.TABLE 3 Showing the response towards effectiveness of training provided. of respondents 1.14% 22.no.85 % employees belief that the training provided is just good. 39 . S. Excellent 16 Percentage 77. Good 54 3.
71% of employees rated it as good.no. While. the remaining 35. of respondents Percentage 35. 40 . 1. Response Below expectation Good Excellent 25 45 No. 3. S.71% 64. 2.28% of the employees belief that the training provided is similar to the actual working environment and rated it as excellent.28% 70 60 50 40 30 20 10 0 BELOW EXPECTATION EXCELLENT GOOD ANALYSIS AND INTERPRETATION OF DATA: From the study it can be analyzed and interpreted that 64.TABLE 4 Showing the response towards training provided v/s actual work environment.
the remaining 35.no.71% were not very satisfied for the same. (B)Interpersonal Skills S. While. of Respondents 70 Percentage 100% - 41 .28% of the employees belief that their trainer has enough job knowledge. 1. of Respondents 45 25 Percentage 64. on the basis of: (a) S. 2.TABLE 5 Showing the response towards the trainer.28% 35.71% 70 60 50 40 30 20 10 0 YES NO ANALYSIS AND INTERPRETATION OF DATA: From the study it can be analyzed and interpreted that 64.no. Response Excellent Below Expectation No. 2. 1. Job Knowledge Response Yes No No.
100 80 60 40 20 0 EXCELLENT BELOW EXPECTATION ANALYSIS AND INTERPRETATION OF DATA: From the study it can be concluded that all the employees are very happy with the interpersonal skill of their trainer. and they are very comfortable with the working atmosphere of the company. 42 .
57% of employees belief that it is not going to be helpful in future. S.42% 8.57% 100 80 60 40 20 0 YES NO ANALYSIS AND INTERPRETATION OF DATA: From the study it can be concluded that about 91. of Respondent 64 6 Percentage 91.no.TABLE 6 Showing the response towards the benefits attained for future prospects. the rest 8. 1. 43 . 2. Response Yes No No.42% of employees belief that the training provided to them will be beneficial to them in future also. While.
3. 44 . Response Below Expectation Good Excellent No. 1. of Respondents 42 28 Percentage 60% 40% 60 50 40 30 20 10 0 Below Expectation Good Excellent ANALYSIS AND INTERPRETATION OF DATA From the above table. while 60% says that to some extent they are confident about the training environment.TABLE 7 Showing the response towards the environment of training at Pizza Hut/ KFC S. it is found that 40% of the respondents say that they are very happy with the training environment of Pizza Hut/ KFC.no. 2.
45 .71% 70 60 50 40 30 20 10 0 Classroom Presentation Discussion ANALYSIS AND INTERPRETATION OF DATA From the above table. 1. it can be concluded that 64.71% of the respondents say that through discussion they can improvise their working style. The practical approach of training not only helps them in understanding things better but it also enhances their performance. 3. Response Classroom Presentation Discussion No. 2. While 35. S.TABLE 8 Showing the response towards the most preferred training method.no.28% 35. of Respondents 45 25 Percentage 64.28% of the respondents say that the most effective method of training is through presentation.
Employees are feeling that the return on investment made for training is more than the expected gain. The Return of investment made on the training and activity are not measured properly. It gives an idea to employee about the subject matter . Maximum respondents have undergone training programs and about 97% of the respondents are satisfied with the training provided to them.FINDINGS • • • • Training and development programs at Pizza Hut/KFC is aimed at systematic development of skills. Training is given to employees by recognizing their area of deficiency. Maximum respondents are satisfied with the availability of tools and equipments for them to perform their task efficiently. knowledge.70% said that the training imparted is very helpful to them in gaining the knowledge. Knowledge is the important factor for any kind of learning. • • 47 . No training is imparted to the employees on the basis of giving promotion upon completion. attitude and team work.
The potential need for practical Training and Development to support development affects across the organization is very great. Overall it was an overwhelming experience and definitely it has helped me to grow as an individual. 48 . As experience is gained the aim is both to improve the use of techniques in training and development and to explore the use of other delivery systems as the range of options provided through continuous growth. Many of the employees across the organization are keen to acquire skills and knowledge to help them improve their standards of performance. The challenge facing the organizational need is to identify practical ways in which traditional approaches to training and development can be combined with new techniques.CONCLUSIONS The experience working with Pizza Hut has taught me the successful implantation of training techniques.
QUESTIONNAIRE 1. Do you think training imparted at Pizza Hut/KFC is beneficial for future? Yes No 49 . How relevant do you find training to actual working environment? Below Expectation Good Excellent 5. Do you receive enough training to do your job well? Yes No 3. How do you rate your trainer in terms of : Below Expectations Excellent (1) (2) (3) Job knowledge Presentation styles Interpersonal relationship Good 7. In terms of effectiveness how would you rate the training of Pizza Hut/KFC? Below Expectation Good Excellent 4. How effective are the training sessions taken by the Pizza Hut/KFC? Below Expectation Good Excellent 6. Do you have the tools and equipments to do your job? Yes No 2.
How could your training be more effective? 50 . What changes do you see in yourself after undergoining the training session at Pizza Hut/KFC? 9. What do you appreciate the most about your trainer? 13. How do you find the environment of training at Pizza Hut/KFC? Below Expectation Good Excellent 10. Which method of training do you prefer the most: (1) (2) (3) Classroom Presentation Discussion 11.8. What according to you could be done by the organization to make the training sessions/modules better? 12.
Author: Robert L.com 51 .N.L.Jackson Devyani International Limited company guide. Tripathi D. CR Kothari Research Methodology PC Tripathi : Personel Management and Human Resource Management Human resources management • • • • L.M.BIBLIOGRAPHY • • • • • • • Phillip Kottler : Human resource management Wikipedia HRM book. Mathis John H. Prasad Aswasthapa P. Dwivedi DIL WEBSITE • firstname.lastname@example.com.