A case study on traininganddevelopment.

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A case study on traininganddevelopment.

  1. 1. 1
  2. 2. CHAPTER-1 INTRODUCTIONHDFC Standard Life is one of India’s leading private life insurance companies, which offers arange of individual and group insurance solutions. It is a joint venture between HousingDevelopment Finance(HDFC), India’s leading housing finance institution and Standard Life plc,a leading provider of financial services in the United Kingdom. HDFC Standard Life’s productportfolio comprises solutions, which meet various customer needs such as Protection, Pension,Savings, Investment, and Health. Customers have the added advantage of customizing theirPlans, by adding optional benefits called riders, at a nominal price. The company currently has25 retail and 4 group products in its portfolio, along with five optional rider benefits catering tothe savings, investment, protection and retirement needs of customers. HDFC Standard Lifecontinues to have one of the widest reaches among new insurance companies through a networkof 595 offices serving over 720 cities and towns across the country. The company has alsoincreased its depth in existing markets with a strong base of more than 207,000 FinancialConsultants.1.1 HDFC Limited HDFC Limited has set benchmarks for the Indian housing finance industry. Recognition forthe service to the sector has come from several national and international entities including theWorld Bank that has lauded HDFC as a model housing finance company for the developingcountries. HDFC has undertaken a lot of consultancies abroad assisting different countriesincluding Egypt, Maldives, and Bangladesh in the setting up of housing finance companies. 2
  3. 3. Customer Service and satisfaction has been the main stay of the organization. HDFC Limited hasassisted more than 3.3 million families own a home, since its inception in 1977 across 2400 citiesand towns through its network of over 250 offices. It has international offices in Dubai, Londonand Singapore with service associates in Saudi Arabia, Qatar, Kuwait and Oman to assist NRIsand PIOs to own a home back in India.1.2 Business Objectives The primary objective of HDFC is to enhance residential housing stock in the country throughthe provision of housing finance in a systematic and professional manner, and to promote homeownership. Another objective is to increase the flow of resources to the housing sector byintegrating the housing finance sector with the overall domestic financial markets.1.3 Organizational GoalsHDFCs main goals are toa) Develop close relationships with individual households,b) Maintain its position as the premier housing finance institution in the country,c) Transform ideas into viable and creative solutions,d) Provide consistently high returns to shareholders, ande) To grow through diversification by leveraging off the existing client base.1.4 Standard Life Group The Standard Life Group has been looking after the financial needs of customers for over 180years. It currently has a customer base of around 7 million people who rely on the company fortheir insurance, pension, investment, banking and health-care needs. Its investment managercurrently administers £125 billion in assets. It is a leading pensions provider in the UK, and ratedby Standard & Poor as ‘strong’ with a rating of A+ and as ‘good’ with a rating of A1 by 3
  4. 4. Standard Life was awarded the ‘Best Pension Provider’ in 2004, 2005 and 2006 at the MoneyMarketing Awards, and it was voted a 5 star life and pension provider at the Financial AdviserService Awards for the last 10 years running. The ‘5 Star’ accolade has also been awarded toStandard Life Investments for the last 10 years, and to Standard Life Bank since its inception in1998. Standard Life Bank was awarded the ‘Best Flexible Mortgage Lender’ at the MortgageMagazine Awards in 2006. 1.5 HDFC Standard Life HDFC Standard Life is one of India’s leading private life insurance companies, which offers arange of individual and group insurance solutions. It is a joint venture between HousingDevelopment Finance Corporation Limited(HDFC), India’s leading housing finance institutionand Standard Life plc, a leading provider of financial services in the United Kingdom HDFCStandard Life’s product portfolio comprises solutions, which meet various customer needs suchas Protection, Pension, Savings, Investment, and Health. Customers have the added advantage ofcustomizing their Plans, by adding optional benefits called riders, at a nominal price. Thecompany currently has 25 retail and 4 group products in its portfolio, along with five optionalrider benefits catering to the savings, investment, protection and retirement needs of customers.HDFC Standard Life continues to have one of the widest reaches among new insurancecompanies through a network of 595 offices serving over 720 cities and towns across thecountry. The company has also increased its depth in existing markets with a strong base of morethan 207,000 Financial Consultants. 4
  5. 5. 1.6 Vision & Values(A) Vision‘The most successful and admired life insurance company, which means that we are the mosttrusted company, the easiest to deal with, offer the best value for money, and set the standards inthe industry’.‘The most obvious choice for all’.(B) Values• Integrity• Innovation• Customer centric• People Care “One for all and all for one”• Team work• Joy and Simplicity 5
  6. 6. 1.7 Board of Director Mr. Deepak S Parekh is the Chairman of the Company. He is also the ExecutiveChairman of Housing Development Finance Corporation Limited (HDFC Limited). He joinedHDFC Limited in a senior management position in 1978. He was inducted as a whole-timedirector of HDFC Limited in 1985 and was appointed as its Executive Chairman in 1993. He isthe Chief Executive Officer of HDFC Limited. Mr. Parekh is a Fellow of the Institute ofChartered Accountants Mr. Keki M Mistry joined the Board of Directors of the Company in December, 2000. He iscurrently the Managing Director of HDFC Limited. He joined HDFC Limited in 1981 andbecame an Executive Director in 1993. He was appointed as its Managing Director in November,2000. Mr. Mistry is a Fellow of the Institute of Chartered Accountants of India and a member ofthe Michigan Association of Certified Public Accountant. Mr. Alexander M Crombie joined the Board of Directors of the Company in April,2002. He has been with the Standard Life Group for 34 years holding various senior managementpositions. He was appointed as the Group Chief Executive of the Standard Life Group in March2004. Mr. Crombie is a fellow of the Faculty of Actuaries in Scotland. Ms. Marcia D Campbell is currently the Group Operations Director in the Standard Lifegroup and is responsible for Group Operations, Asia Pacific Development, Strategy & Planning,Corporate Responsibility and Shared Services Centre. Ms. Campbell joined the Board ofDirectors in November, 2005. Mr. Keith N Sketch is currently the Chief Executive in Standard Life 6
  7. 7. Investments Limited and is responsible for overseeing Investment Process & Chief ExecutiveOfficer Function. Prior to this, Mr. Sketch was working with M/s. James Chapel & Co. holdingthe positions of UK Economist, Chief Economist, Executive Director, Director of Controls andStrategy HSBS Securities and Managing Director International Equities. He was also responsiblefor Economic and Investment research produced on a worldwide basis. Mr. Sketch joined theBoard of Directors in November, 2005. Mr. Gautam R Divan is a practising Chartered Accountant and is a Fellow of the Instituteof Chartered Accountants of India. Mr. Divan was the Former Chairman and ManagingCommittee Member of Misdeal Group International, an International Association of IndependentAccounting Firms and has authored several papers of professional interest. Mr. Divan has wideexperience in auditing accounts of large public limited companies and nationalised banks,financial and taxation planning of individuals and limited companies and also has substantialexperience in structuring overseas investments to and from India. Mr. Ranjan Pant is a global Management Consultant advising CEO/Boards on Strategy andChange Management. Mr. Pant, until 2002 was a Partner & Vice- President at Bain & Company,Inc., Boston, where he led the worldwide Utility Practice. He was also Director, CorporateBusiness Development at General lectric headquarters in Fairfield, USA. Mr. Pant has an MBAfrom The Wharton School and BE (Honours) from Birla Institute of Technology and Sciences. Mr. Ravi Narain is the Managing Director & CEO of National Stock Exchange of IndiaLimited. Mr. Ravi Narain was a member of the core team to set-up the Securities & ExchangeBoard of India (SEBI) and is also associated with various committees of SEBI and the ReserveBank of India (RBI). 7
  8. 8. Mr. Deepak M Satwalekar is the Managing Director and CEO of the Company sinceNovember, 2000. Prior to this, he was the Managing Director of HDFC Limited since 1993. Mr.Satwalekar obtained a Bachelors Degree in Technology from the Indian Institute of Technology,Bombay and a Masters Degree in Business Administration from The American University,Washington DC. Ms. Renu S. Karnad is the Executive director of HDFC Limited, is a graduate in lawand holds a Masters degree in economics from Delhi University. She has been employed withHDFC Limited since 1978 and was appointed as the Executive Director in 2000. She isresponsible for overseeing all aspects of lending operations of HDFC Limited.1.8 What is Life Insurance? Life insurance is a contract for payment of a sum of money to the person assured (orfailing him/her, to the person entitled to receive the same) on the happening of the event insuredagainst. Usually the contract provides for the payment of an amount on the date of maturity or atspecified intervals or at unfortunate death. The contract also provides for payment of premiumperiodically to the corporation by the assured. A family is generally dependent for its food,clothing and shelter on the income brought in at regular intervals by the breadwinner of thefamily. So long as he lives and the income is received steadily, that family is secure, but deathmay occur suddenly at any time and the family may be left in a very difficult situation andsometimes, in stark poverty. Uncertainty of death is inherent in human life. It is this uncertaintythat is risk, which gives rise to the necessity for some form of protection against the financialloss arising from death. Insurance substitutes this uncertainty by certainty. 8
  9. 9. Object Of InsuranceThe corporation would normally entertain the proposals for assurance where the object ofassurance is:1. Family protection;2. Provision for old age, or3. In exceptional cases, the object of insurance may be:(a.) to serve as security to educational funds in respect of loans advanced for educationalpurposes, or(b.) to provide donations to charitable institutions like hospitals and schools.Advantages of Life Insurance 1. It is superior to an ordinary saving plan: Unlike other saving plans, it affords fullprotection against risk of death. In case of death, the full sum assured is made available under alife assurance policy; whereas under saving scheme the total accumulated saving alone will beavailable2. Easy settlement & protection against creditors: The life assured can name a person orpersons nominated to whom the policy money would be payable in the event of his death. Theproceeds of a Life Insurance Policy can be protected against the claim of the creditors of the lifeassured by effecting a valid assignment of the policy.3. Ready marketability & suitability for quick borrowing: After an initial period, if thepolicy holder finds him unable to continue payment of premiums, he can surrender the policy for 9
  10. 10. a cash sum. Alternatively, ha can tide over a temporary difficulty by taking loan on the solesecurity of the policy without delay. Further, a life insurance policy is sometimes acceptable assecurity for a commercial loan. 4. Tax Relief: The Indian Income-Tax Act allows deduction of certain portion of the taxableincome which is diverted to payment of life insurance premiums from the total income taxliability. When this tax relief is taken into account, it will be found that the assured is in effectpaying a lower premium for his insurance.1.9 Insurance Regulatory and Development Authority Reforms in the Insurance sector were initiated with the passes of the IRDA Bill in Parliament inDecember 1999. The IRDA since its incorporation as a statutory body in April 2000 hasfastidiously such to its schedule of framing regulations and registering the private sectorinsurance companies. The other decision taken simultaneously to provide the supporting systemsto the insurance sector and in particular the life insurance companies was the launch of the IRDAonline service for issue and renewal of licenses to agents.1.10 What is IRDA? IRDA is Insurance Regulatory Development Authority, that has been set up to protect theinterests of the policy holders, to regulate, promote and ensure orderly growth of theinsurance industry and for matters connected therewith or incidental thereto.1.11Composition of Authority 10
  11. 11. The Authority is a ten member team consisting of (a) a Chairman; (b) five whole-time members; (c) four part-time members,(all appointed by the Government of India)1.12 Duties, powers and functions of IRDA• Issue to the applicant a certificate of registration, renew, modify, withdraw, suspend or cancel such registration;• Protection of the interests of the policy holders in matters concerning assigning of policy, nomination by policy holders, insurable interest, settlement of insurance claim, surrender value of policy and other terms and conditions of contracts of insurance;• Specifying requisite qualifications, code of conduct and practical training for intermediary or insurance intermediaries and agents;• Specifying the code of conduct for surveyors and loss assessors;• Promoting efficiency in the conduct of insurance business;• Promoting and regulating professional organizations connected with the insurance and re-insurance business;• Levying fees and other charges for carrying out the purposes of this Act;• Calling for information from, undertaking inspection of, conducting enquiries and investigations including audit of the insurers, intermediaries, insurance intermediaries and other organisations connected with the insurance business; 11
  12. 12. • Control and regulation of the rates, advantages, terms and conditions that may be offered by insurers in respect of general insurance business not so controlled and regulated by the Tariff Advisory Committee;• Regulating investment of funds by insurance companies;• Adjudication of disputes between insurers and intermediaries or insurance intermediaries;• Supervising the functioning of the Tariff Advisory Committee;• Specifying the percentage of premium income of the insurer to finance schemes for promoting and regulating professional organizations;• Specifying the percentage of life insurance business and general insurance business to be undertaken by the insurer in the rural or social sector; and exercising such other powers as may be prescribed. 12
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  14. 14. CHAPTER-2 ORGANIZATIONAL STRUCTURE AND HIERARCHY2.1- Meaning of Organizational structureA hierarchical organization is an organizational structure where every entity in the organization,except one, is subordinates to a single other entity. This arrangement is a form of a hierarchy. Inan organization, the hierarchy usually consists of a singular/group of power at the top withsubsequent levels of power beneath them. This is the dominant mode of organization amonglarge organizations; most corporations, governments, and organized religions are hierarchicalorganizations with different levels of management, power or authority. For example, the broad,top-level overview of the general organization of the Catholic Church consists of the Pope, thenthe Cardinals, then the Archbishops, and so on.Members of hierarchical organizational structures chiefly communicate with their immediatesuperior and with their immediate subordinates. Structuring organizations in this way is usefulpartly because it can reduce the communication overhead by limiting information flow; this isalso its major limitation2.2- Importance of Organizational StructureSometimes this question arises as that as to why an organization needs to have a structure? It isnecessary because it offers following advantages to have an structure in organization rather thanleaving it as a haphazardly managed organization with no clear structure.Advantages of organization structure are:1) More easy control over the resources because with it resources can be rationed and allocatedto different units to use them to their most productive uses at micro level.2) Clearly defined reporting lines make it easy for employees to know to whom to report. 14
  15. 15. ORGANIZATIONAL STRUCTURE OF BAREILLY BRANCH 15
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  17. 17. CHAPTER-3 PRODUCTS & SERVICESProducts of HDFC standard life insurance Individual Group Social(A) Individual ProductsWe at HDFC Standard Life realize that not everyone has the same kind of needs. Keeping this inmind, we have a varied range of Products that you can choose from to suit all your needs. Thesewill help secure your future as well as the future of your family. 1. Protection PlansYou can protect your family against the loss of your income or the burden of a loan in the eventof your unfortunate demise, disability or sickness. These plans offer valuable peace of mind at asmall price. Our Protection range includes our Term Assurance Plan & Loan Cover TermAssurance Plan. 2. Pension PlansOur Pension Plans help you secure your financial independence even after retirement.OurPension range includes our Personal Pension Plan, Unit Linked Pension, Unit Linked PensionPlus. 17
  18. 18. 3. Savings PlansOur Savings Plans offer you flexible options to build savings for your future needs such asbuying a dream home or fulfilling your children immediate and future needs.Our Savings rangeincludes Endowment Assurance Plan, Unit Linked Endowment, Unit Linked Endowment Plus,Unit Linked Endowment Plus II, Money Back Unit Linked Enhanced Life Protection II,Childrens Plan, Unit Linked Young Star, Unit Linked Young Star Plus, Unit Linked Young StarPlus II.(B) Group ProductsHDFC Standard Life has the most comprehensive list of products for progressive employers whowish to provide the best and most innovative employee benefit solutions to their employees. Weoffer different products for different needs of employers ranging from term insurance plans forpure protection to voluntary plans such as superannuation and leave encashment.We now offer the following group products to our esteemed corporate clients • Group Term Insurance • Group Variable Term Insurance • Group Unit-Linked PlanAn investment solution that provides funding vehicle to manage corpuses with Gratuity, DefinedBenefit or Defined Contribution Superannuation or Leave Encashment schemes of yourcompany. Also suitable for other employee benefit schemes such as salary saving schemes andwealth management schemes. 18
  19. 19. Development insurance planDevelopment Insurance plan is an insurance plan which provides life cover to members of aDevelopment Agency for a term of one year. On the death of any member of the group insuredduring the year of cover, a lump sum is paid to those member beneficiaries to help meet some ofthe immediate financial needs following their loss.Eligibility• Members of the development agency and their spouses with:• Minimum age at the start of the policy 18 years last birthday• Maximum age at the start of policy 50 years last birthdayEmployees of the Development Agency are not eligible to join the group. The group to becovered is only eligible if it contains more than 500 members. 19
  20. 20. Channels of Distribution:To distribute the various insurance products HDFC Standard Life broadly uses the followingchannel of distribution:-Financial consultant: - Financial Consultants are those sources of a company who have their own relations andpersonal contacts among common public that they use to generate business through. Companyhas certain criteria to recruit these Financial Consultants.The steps are as follows.· He should be at least 12th passed.· He should complete IRDA training.· He should clear the IRDA exam.· He should through successfully the exam and training. 20
  21. 21. Banc assurance : - Banc assurance is an innovative distribution channel involving banks to sellinsurance products of Insurance Companies. Banc assurance simply means selling of insuranceproducts by banks. Banc assurance partner of HDFC SL are:- 21
  22. 22. Associate Companies: 22
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  24. 24. Other Companies:· HDFC Trustee Company Ltd.· HDFC Developers Ltd.· HDFC Property Ventures Ltd.·COMPETITORSFollowing is the list of competitors of HDFC SLIC: Life Insurance Corporation ICICI Prudential Life Insurance Max New York Life Insurance Birla Sun Life Insurance OM Kotak Mahindra Life Insurance Reliance Life Insurance Bajaj Allianz Life Insurance ING Vyasa Life Insurance SBI Life Insurance Metlife Insurance Future Generali 24
  25. 25. 25
  26. 26. BUSINESS PROCESS 2 1 MEETING THEPROSPECTING PROSPECT 4 3 PRESENTING ANALYSING AND AND CLOSING PREPARING 26
  27. 27. 1. ProspectingObjectivesExplain the role of segmenting and targetingUnderstand the importance of existing customersProspecting methodsCallingReferencesSeminar sellingExisting customersMail shotsTwo approachesFollow up callNo follow up callAdvertisementBusiness call2. Meeting The ProspectTo introduce a structured format for preparing and reviewing phone calls to suspectsMaking An AppointmentBenefits of using a phone to make appointmentsSave time 27
  28. 28. Can be done anywhereAt anytimeBut BewareCan’t see the clients reactionsControl the interviewSkill ModelThanks client for giving time to meet3. Analyzing And PreparingTell meExplainDescribe“RAISING CUSTOMERS WANTS TO BUYING POINT”The Bigger The ProblemThe Bigger the Premium4. Presenting And ClosingFinancial analysis toolsWhat do they wantWhat is the shortfall?BenefitsIt is easy to use 28
  29. 29. Easy to explainEasy for analyze the factProper Preparation And Planning Prevents Particularly Poor Performance. ObjectivesAPPRECIATE THE IMPORTANCE OF SELLING 29
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  31. 31. CHAPTER 5 SWOT ANALYSISSWOT Analysis is a strategic planning method used to evaluate the strengths ,weaknesses ,opportunities ,and threats involve in a project or in a business venture . it involve specifying theobjective of the business venture or project and identifying the internal and external factor thatare favorable and un favorable to achieving that objective . the technique is credited by AlbertHumphrey who led a research project at Stanford university in 1960 and 1970 using dated fromfortune 500 companies.The aim of SWOT analysis is the identify the key internal and external factor that are importantto achieving the objective . SWOT analysis group key pieces of information into two maincategories:i) Internal Factor : The strengths and weaknesses internal to the organizationii)External Factor : The opportunities and threats presented by external environmentstrength and weakness are relative term . Resources available in plenty may appear to bestrength but if not utilized my cease to be a strength. Corporate strength is a competencies, acompany may exert change mechanisms in an industry. A corporate weakness refer toconstraints or hindrances that tend to stop movement of a company in certain direction decidedas strategic direction for a company and also inhibit a company to achieve core competencies’HDFC and Standard Life first came together for a possible joint venture, to enter the lifeInsurance market, in January 1995. It was clear from the outset that both companies sharedsimilar values and beliefs and a strong relationship quickly formed. In October 1995, thecompanies signed a 3-year joint venture agreement. 31
  32. 32. STRENGTH:-1. Strong and well spread network of qualified intermediaries and sales person.2. Customer focused .3. Provide better facilities than other private insurance companies.4. Huge basket of product range which are suitable to all age and income groups.5.It is the first company, which firstly started with license for IRDA 2000, 14 AUGUST.6.1Million policies sold within 3 and half years.7.According to the change in surrounding environment like change in customer requirement.WEAKNESS: -1. Heavy management expenses and administrative costs.2. Low customer confidence on the private players.3. Minimum advertisement.4.Company does not penetrate on the rural market at a time5.Fees for the advisor is high than the other company.OPPORTUNITIES:-1. Insurance market is very big. Where company can expand its horizon in insurance industry.2.Through good investment and insurance it is easy to top Indian customers.3.The huge insurance market is left so company has opportunity to expand our productsTHREATS:-1. Its still difficult task to win the confidence of public towards private company.2. The company is facing major threats from LIC which is an only government companies3. Plans for all income groups are not available which can create adverse effect later on themarket share of the company. 32
  33. 33. CHAPTER-6 THEORITICAL BACKGROUND A STUDY OF TRAINING AND DEVELOPMENT IN HDFC( SLIC)Training“Training is defined as learning that is provided in order to improve performance on the presentjob.” 33
  34. 34. Education is training people to do a different job. It is often given to people who have beenidentified as being promotable, being considered for a new job either lateral or upwards, or toincrease their potential.Development is training people to acquire new horizons, technologies, or viewpoints. It enablesleaders to guide their organizations on to new expectations by being proactive rather thanreactive. PURPOSE OF TRAINING  1. Focusing energy on issues.  2. Making work and issues visible.  3. Supporting other intervention.  4. Legitimizing issues.  5. Promoting change.  6. Reducing risk.  7. Creating a community based on some shared experience.  8. Building teams.  9. Indoctrinating new staff.  10. Communicating and disseminating knowledge and information.  11. Certifying and licensing.  12. Rewarding past performance.  13. Flagging "Fast Tracker." Importance of TrainingEvery company should be fully committed to the continuous development of its staff, in the sameways as we continuously develop our services. This will be achieved by helping all staff identify 34
  35. 35. and meet their own job and business related development needs. This policy will ensure that wehave the adaptability and flexibility to thrive and succeed as a business. To do this, all linemanagers, through the Performance Review process, will• Ensure that staff have a level of knowledge and skill to fully perform their role• Encourage staff to develop within their current role• Look for potential, and find ways for staff to demonstrate potential• Recognize and reward staff development (utilizing it wherever possible)• Create a learning culture by providing opportunities for learningShould be trained Thus training requires  Practice  Feedback  Motivation to learnTraining has to be done on the basis of identified resources in three phases :1. PRE TRAINING -Clear understanding of the situation that calls for more effective behavior2. TRAINING- - Implementing the effectiveness in behavior3. POST TRAINING- -The management has to handle a person who is more confident, post training A lot of adjustment is needed on both sides.Once someone has experienced a training and development activity or learning, we will measureits impact and effectiveness on individual performance and the organization. Again, line 35
  36. 36. managers are expected to be part of this process by defining the performance standards (ormeasures) when setting objectives and deciding on the methods that they will use to evaluate thelearning. (Personnel Services will of course be available throughout the process to provideguidance and support).There are three key stages that will be used to evaluate training and development:Reaction: At this level, evaluation provides information on the attitudes of a participant tolearning, but it does not measure how much they have actually learned. That being said, if aparticipant has a positive reaction to the learning experience they are more likely to implementwhat they have learned. Evaluation at this level will be measured by a post-learningquestionnaire, which will be completed immediately after the learning activity has taken place.Normally, Personnel Services will be responsible for issuing this type of questionnaire.Performance: Evaluation at this level looks at the impact of a learning experience on individualperformance at work. Key to this area of evaluation will be the need to have established smartlearning objectives prior to the learning experience so that when evaluation takes place there aremeasures to use. For example, an important learning objective for a junior secretary attending aWord training course may be “to produce typed correspondence with no spelling ortypographical errors.” In this example, a manager would be able to evaluate the secretary’sperformance using a measure of “no spelling or typographical errors”. Ideally, evaluation onperformance should take place approximately 3 – 4 months after the learning activity. Linemanagers should undertake this evaluation and send a copy of the results to Personnel Services. 36
  37. 37. Organizational impact: At this level evaluation assesses the impact of learning on organizationaleffectiveness, and whether or not it is cost-effective in organizational terms. Personnel Serviceswill undertake this evaluation as part of a wider training and development evaluation process.In summary then, Personnel Services will evaluate training and development at the reaction andorganizational levels, and line managers will be responsible for evaluating the effectiveness oftraining and development at the performance level. However, there will be some types oflearning activities, for example attending conferences or seminars, where it may not beappropriate to undertake any evaluation. If any doubt, please contact Personnel Services.To assist line managers, there are a variety of methods that can be used to measure theeffectiveness of the learning. Some of these include:• Participant self-assessment• Written or practical tests• Structured interviews• Questionnaires• Feedback – for example, internally from colleagues, peers, and managers and/or externally from partners, customers or clients• Qualifications obtainedLine managers should contact Personnel Services, who will be pleased to help set-up anevaluation method to use to measure the effectiveness of a training activity. 37
  38. 38. FundingFunding for training and development will be paid from a central training budget, therefore theHead of Personnel Services must approve any training and development that involves a financialcost before any financial commitment is made. Details of how to apply for a training anddevelopment are explained under the section headed “Selecting a training provider and applyingfor training”.In addition to job-related training and development, company also recognises the need to helpindividuals to improve within their chosen career path by encouraging individuals to gainprofessional/vocational/academic qualifications. With this in mind, company has established acompany sponsorship scheme whereby full or partial sponsorship will provided. Informationabout the scheme can be found under the section headed “Company sponsorship”.Where an individual needs to attend a training course funded by company, time off duringworking hours will be given to attend the course. Individuals are expected to travel to and froma training venue within the normal course of the day. Where company is providing sponsorshiptowards a professional qualification, time off to attend lectures/workshops/summer school willbe agreed on an individual basis, taking account of the business needs. The Head of PersonnelServices will approve any such requests, in full consultation with line managers.Non-training course learning activitiesTypically, a training course is designed to transfer new skills or knowledge to an individual.Invariably new skills and knowledge will be developed over time to improve performance.However, not all learning has to be addressed through a training course. There is a wide range ofdevelopment methods available that can be used without leaving the office. For example, being 38
  39. 39. coached by a fellow colleague or manager; using a computer aided training package; on-the jobtraining; reading books; undertaking research or practicing a particular skill.Finding out about training courses or alternative learning methodsPersonnel Services is building up a range of literature from training suppliers and a selection ofbooks/videos/computer discs available for individual use. To find out more, please contactPersonnel ServicesSelecting a training provider and applying for training before booking a training event,individuals should research the costs and course availability with possible training providers.Personnel Services will be happy to help as they keep details of various training providers, soplease contact them for information/advice. Company organized training programmers, forexample Customer Service Training, Team Building training, will be co-ordinate throughPersonnel Services (so individuals do not have to complete any forms). All other training anddevelopment activities must be authorized by Personnel Services before any training is booked.Company sponsorshipCompany recognizes the need for continuous professional development and is pleased to be ableto offer a sponsorship scheme to all permanent and fixed-term employees (whose contracts arefor at least one year). The scheme covers professional, academic or NVQ (or equivalent)qualifications. The following guidelines are designed to give individuals an idea of the sort offunding that may be available and how individuals may apply. PHASE ONE: Needs IdentificationThe first phase is the identification and analysis of an organizations training needs. As aminimum, the organization should be able to accomplish the following four things: 39
  40. 40. 1. Systematic review of each trade, occupation or process by a team of knowledgeableindividuals2. Conduct verbal and/or written surveys of managers, supervisors, leaders, technicians andworkers3. Conduct a complete review of legislated training requirements4. Review the results of Hazard Analyses, Occupational Health surveys and other survey orprocess analyses. METHODOLOGY OF TRAININGThere is various methodology of training. No single technique is always best.The best method depends on  Cost effectiveness  Desired program content  Learning principles  Appropriateness of the facilities  Trainee preferences and capabilities  Trainer preferences and capabilities There is a range of ‘teaching methods’ available to trainer. The choice of a method is a matter of experience and competence of the instructor and his judgment of how much and what a particular group of trainees would learn from using one method or another. Factors which affect the choice of training method: The choice of methods depends on the knowledge and experience of the teacher or trainer. 40
  41. 41.  The choice of the methods should take into consideration the intellectual level and educational background of the participants and the participants’ age practical experience. Some methods are more effective than others in achieving certain objective. Choice methods depend on the social and cultural factors in the environment. Now many participative methods are accepted and used in management training. It also depends on the time and the availability of resources and infrastructural facilities. Types of trainingInduction or Orientation training: Induction or orientation may be defined as a process of guiding and counseling theemployee to familiarize him with job situations. The induction process accomplishes severalobjectives including formation of a favorable impression and attitude, development of the feelingof belongingness and facilitation of learning and teamwork on the part of the employees. Thecontent of the induction program should be predetermined in the form of a checklist specifyingthe topics to be covered.Rank-and-File job training:This is based on similarities in training on several specific jobs. This type of training can beimparted in a classroom or on the job. It is performed by a foreman or a group leader. Itsadvantages arise in so far as it is realistic and economical. Limitations of rank-and-file job training:  The trainer may be an incompetent teacher  The shop floor may be busy  There may arise heavy production losses. 41
  42. 42. Supervisory training:Supervisory training needs reveal utmost divergence in view of divergent duties of supervisors.Employee attitude surveys help in identifying area of supervisory training. Likewise, supervisorsthemselves may be requested to indicate the areas where they need training. Frequently, thesesurveys indicate that supervisors need training in human relations, production control, companypolicies and how to instruct. Supervisory courses consist of job methods training (JMT) and jobrelations training (JRT).ON THE JOB TRAINING:On the fob techniques are conducted in the real job settings. On the job methods usually involvetraining in the total job. These methods are typically conducted by individuals, workers,supervisors. The main advantage is that the trainees learn while actually performing their work,which may minimize the training cost. They also learn in the same physical and socialenvironment in which they will be working once the formal training period is completed.Types of on the job techniques:  Job instruction training  Job rotation  Apprenticeship  Coaching  Vestibule trainingJob instruction training: 42
  43. 43. Job instruction training (JIT) is received directly on the job and so it is called “on the jobtraining” it is used primarily to teach workers how to do their current jobs. The worker learns tomaster the operation involved on the actual job situation under the supervision of his immediateboss who has to carry the primary burden of conducting the training. Usually no specialequipment or space is needed, since now employees are trained at the actual job location.Steps of job instruction training:1.The trainee receives an overview of the job, its purpose and its desired outcomes with anemphasis on the relevance of the training. Since the employee is shown the action that the jobrequires, the training is transferable to the job.2. The employee is allowed to mimic the trainer’s example. Demonstration by the trainer andpractice by the trainee are repeated until the job is mastered. Repeated demonstrations andpractice provide repetition and feedback. Finally the employee performs the job withoutsupervision, although the trainer may visit the employee to see if there are any lingeringquestions.Advantages: Easy organized Realistic Stimulates high motivation Speeds up worker’s adjustment Less costlyDisadvantages:The disadvantage of this method is that the assigned instructor may be a poor teacher. Theworker may haste for immediate production, so the actual cost may increase. 43
  44. 44. JOB ROTATION:Some trainers move a trainee from job to job. Each worker move normally is preceded by jobinstruction training. This is a method of training wherein workers rotate through a variety ofjobs. Thereby providing them a wide exposure. Trainees are placed in different jobs in differentparts of the organization for a specified period of time. They may spend several days or evenyears in different company locations. In this way they get an overall perspective of theorganization. It is used with both blue-collar production workers and white collar managers andit has many organizational benefits. Job rotation creates flexibility, during manpower shortages,workers have the skills to step in and fill open slots. The method also provides new and differentwork on a systematic basis, giving employees a variety of experiences and challenges.Employees also increase their flexibility and marketability because they can perform a widearray of tasks.Limitation of job rotation:The major drawback of this, it is time consuming and expensive too.Apprenticeship:An apprentice is a worker who is learning a trade but who has not reached the state where he iscompetent to work without supervision. It is particularly common in the skilled trades. Inorganization a new worker is “tutored” by an established worker for a long period of time. Anapprenticeship lasts from two to five years. Each apprentice is usually given a workbookconsisting of reading materials, tests to be taken and practice problem to be solved. This trainingis used in such trades, crafts and technical fields in which proficiency can be acquired after a 44
  45. 45. relatively long period of time in direct association with the work and under the direct supervisionof experts. Training is intense, lengthy and usually on a one to one basis.Increasing national attention is being paid to workforce preparation in the United States. Thisstems from the growing realization that Americas ability to occupy a leading competitiveposition in the emerging global economy hinges, to a large degree, on assuring that the nationsworkforce is second to none. Today, unfortunately, this is not the case. Employers frequentlyreport that significant numbers of young people and adults alike exhibit serious educationaldeficiencies and are ill-equipped to perform effectively in the workplace. As a consequence,leaders from industry, labor, education, and government are all grappling with how to designeducational reforms and education/training strategies that will improve the skills of Americascurrent and future workforce.In the spirit of this reform, one particular training strategy -- apprenticeship -- has captured theinterest of many policy makers, educators, and others who are involved in the national reformmovement. Its growing appeal comes as no surprise and, perhaps, is long overdue. Experienceboth in the U.S. and growing abroad has repeatedly demonstrated that apprenticeship is a highlyeffective strategy for preparing people for work. The bulk of apprenticeship programs offered inthe U.S. and its territories are in the building trades and manufacturing industries, but there issignificant potential to develop apprenticeship programs in a variety of other industries.The rush to embrace apprenticeship, however, is leading to efforts that could undermine the verypillars of its value. For example, in some instances, apprenticeship is being viewed as a genericconcept -- one that can be loosely applied to a variety of learning situations. Likewise, others 45
  46. 46. have coined such terms as "youth apprenticeship" to characterize various school-to-worktransition programs. Such thinking, while understandable in an environment that begs forcreativity and innovation, may be more harmful than helpful to the cause.What Apprenticeship Is: The Essential Components1. Apprenticeship is a training strategy that a) combines supervised, structured on-the-jobtraining with related theoretical instruction and b) is sponsored by employers or labor.Management groups that have the ability to hire and train in a work environment.2. Apprenticeship is a training strategy that prepares people for skilled employment byconducting training in a bona fide and documented employment setting. The content of training,both on-the-job and related instruction, is defined and dictated by the needs of the industry,which refers to all types of business/workplace settings. The length of training is determined bythe needs of the specific occupation within an industry. In the building trades, for example, someapprenticeship programs are as long as five years with up to 240 hours of related instruction peryear.3. Apprenticeship is a training strategy with requirements that are clearly delineated in Federaland State laws and regulations. The National Apprenticeship Act of 1937 (also known as theFitzgerald Act) and numerous State laws provide the basis for the operation of formalapprenticeship training programs in the U.S.; regulations that implement these laws are in forcetoday. These laws and regulations establish minimum requirements for protecting the welfare ofthe apprentice such as the length of training, the type and amount of related instruction,supervision of the apprentice, appropriate ratios of apprentices to journeypersons, apprenticeselection and recruitment procedures, wage progression, safety, etc. 46
  47. 47. a. Apprenticeship is a training strategy that by virtue of a legal contract (indenture) leads to a Certificate of Completion and official journeyperson status. These credentials have explicit meaning, recognition and respect in the eyes of Federal and State governments and relevant industries.b. Apprenticeship is a training strategy that involves tangible and generally sizable investment on the part of the employer or labor/management program sponsor.c. Apprenticeship is a training strategy that pays wages to its participants at least during the on- the-job training phase of their apprenticeship and that increases these wages throughout the training program in accordance with a predefined wage progression scale.d. Apprenticeship is a training strategy that involves a written agreement and an implicit social obligation between the program sponsor and the apprentice. The written agreement, which is signed by both the apprentice and the program sponsor and is ratified by government, details the roles and responsibilities of each party. The implicit social obligation gives employers or program sponsors the right to expect to employ the apprentice upon completion of training given the investment in training and gives the apprentice a reasonable right to expect such employment. Labor market conditions should guide the size of training programs to enable each party to maintain his or her side of the obligation.What Apprenticeship Is NotUnless they conform to the essential components described previously, apprenticeship is nocooperative education, vocational education, tech prep, two plus two (three or four), summer orpart-time work experiences or any other myriad training strategies that many are promoting asways to assure adequate workforce preparation. Such strategies undoubtedly have value in theirown right, but they are not apprenticeship. What distinguishes apprenticeship from most of these 47
  48. 48. other approaches are such fundamental qualities as training program sponsorship and location,the skills required, the value attached to the credential earned, curricula content that is definedexclusively by the workplace, wage requirements, the written agreement, and the implicit socialcontract that exists between program sponsors and their participants. No other training strategyprovides for this unique combination of characteristics. When a person completes a registeredapprenticeship program, he or she is prepared to go to work as a fully trained, competentjourneyperson whose skills enable him or her to perform effectively in the workplace. Few, ifany, other types of educational programs can make this claim.COACHINGAt management levels Coaching of immediate subordinates by their managers is common. Acoach attempts to provide a model for the trainee to copy it tends to be less formal than anapprenticeship program. Coaching is almost always handled by the supervisor or manager. It islikely not to be as directive approaches such as nondirective counseling or sensitivity training. Ifthe trainee’s shortcomings are emotional or personal. Coaching will be ineffective if relationsbetween trainee and coach are ambiguous in that the trainee cannot trust the coach.Coaching thrives in a “climate of confidence”, a climate in which subordinates respect theintegrity and capability of their superiors.Vestibule training:Vestibule training is a type of instruction often found in production work. A vestibule consists oftraining equipment that is set up a short distance from the actual production line. Trainees can 48
  49. 49. practice in the vestibule without getting in the way or slowing down the production line. Thesespecial training areas are usually used for skilled and semiskilled jobs, particularly thoseinvolving technical equipment.Vestibule is small, so relatively few people can be trained at the same time. The method is goodfor promoting practice a learning principle involving the repetition of behaviorOFF-THE JOB TRAINING:Off the job method are those training and development programs that take place away from thedaily pressures of the job and conducted by highly competent outside resource people who oftenserve as trainers, which is one of the main advantages of this method. The major drawback ofthis is the transfer problem.Types of off the job training:Lectures consist of meeting in which one small number of those present actually plays an activepart. The lecture method is a popular form of instruction in educational institution. The lecturermay be a member of the company or a guest speaker.Before preparing the lecture some points should be considered. • Who is your audience? • What is your audience? • What is the time available? • What is the subject matter?The lecture should be brief and to the point, presenting the theme of the subject in a manner thatarouses the interest of the audience from the start. The speaker should be poised, courteous and 49
  50. 50. sincere. The action should be spontaneous. The role of a lecturer is make difficult things simple,not the reverse.Limitation of the lecture method:It gives very little opportunity for active practice, development, over learning, knowledge orresults or transfer of learning. In this method trainee himself or herself have to understand andpersonalize the content of the lecture. It is not suitable for courses where people with workexperience are participating. This method involves one-way communication, which is notinteraction of the audience. This method can’t readily adopt itself to individual differences,which may arise farthest from reality.Audio-visual techniques:Audio-visual techniques cover an array of tainting techniques, such as films, slides andvideotapes. It allows seeing while listening and is usually quite good at capturing their interests.These methods allow a trainer’s message to be uniformly given to numerous organizationallocations at one time and to be reused as often a required.Available devices used in lecture techniques:  Blackboard  Flip chart  Magnetic board  Flannel board  Overhead projectorConference or discussion method: 50
  51. 51. This method encourages the participation of all members of the group in an exchange ofopinions, ideas and criticisms. It is a small group discussion in which the leader plays a neutralrole providing guidance and feedback. Inspire of the intention to encourage general participationthe conferences are frequently dominated by a few, with the majority no more active than theywould be at a lecture. It is more effective than the lecture in changing adult behavior and alsomodifying attitudes. The conference method can draw on the learning principles of motivationand feedback. It is used to enhance knowledge or attitudinal development.Main objectives of conference method:  Developing the decision making and problem solving skills of personnel  Changing or modifying attitudes  Presenting new and sometimes complicated materialRole playingActive participation rather than passive reception facilitate learning. Role-playing believes inactive participation. This is a training method often aimed at enhancing either human relationsskills or sales techniques. Role-playing can be defined as an educational or therapeutic techniquein which some problems involving human interaction, real or imaginary is presented and thenspontaneously acted out. Participants suggest how the problem should be handled moreeffectively in the future. This “acting out” is followed by discussion and analysis to determinewhat happened and why and, if necessary, how the problem could be better handled in future. 51
  52. 52. Role-playing is less tightly structured than acting; where performers have to say set lines on sue.Participants are assigned roles in the scenario to be enacted, so, in this way, it is a device thatforces trainees to assume different identities.Case Study MethodBy studying a case situation, trainees learn about real of hypothetical circumstances and theactions others take under those circumstances. Besides learning from the content of the case, aperson can develop decision making skills. Case method is an excellent medium for developinganalytical skills.Cases are usually organized around one or more problems or issues that are confronted by anorganization. Cases can range from one page to over fifty pages Feedback and repetition, areusually lacking. One inherent difficulty is personal bias. This method calls for skills withlanguage. But many people are sent to case study courses primarily because they lackcommunication skill When cases are meaningful an similar to work related situations, there issome transference. There also is the advantage of participation through discussion of the caseSimulationSimulation is an approach that replicates certain essential characteristics of the real worldorganization so that the trainees can react to it as if it were the real thing and then consequentlytransfer what has been learned to their job. Simulation training is based on a reproduction ofsome aspect of job reality. Simulation usually enhances cognitive skills, particularly decisionmaking. A very popular training technique for higher level hobs in which the employee mustprocess large amounts of information. 52
  53. 53. Simulations have many forms- some use expensive, technical equipment, while others are farless costly. Some simulations need only one participant, others may involve as many as 15-20people working together as a team. Simulations are broad based training techniques that can beadapted to suit a company’s need. By using the equipment simulators, workers can practice newbehaviors and operate certain complex equipment’s free of danger to them. Equipmentsimulators can range from simple mock-ups to computer based simulations of completeenvironments. Some of them are utilized to train a single individual and the others are used forteam training.Programmed instruction is a training approach which makes the advantages of private tutoringavailable to large groups of students beings trained in new skills. Programmed instruction is oneof the innovations in teaching technology developed in recent years. The methods involves anactual piece of equipment, usually calledThe major advantage of programmed instruction is that is reduces the training time. The learningtakes place at the students own pace. Participants get immediate feedback. The participants areactive learners; there is constant exchange of information between themselves and the program.Fast learners do not have to wait for slow ones to catch up. Administrative simplicity andincreased productivity in training result in lower training cost per student.The biggest disadvantage of this method is the absence of a teacher. The book becomes theteacher. Hence it is absolutely essential that the trainee is highly motivated to continue learning.The material has to be broken down into a logical sequence, since there may be several correctways to perform the task. This method does not appear to improve training performance in termsof immediate learning of retention over a time compares with conventional methods. 53
  54. 54. Syndicate MethodWorking in small group to achieve a particular purpose is described as a syndicate method. Theessence of this method is that participants learn from each other and contribute their ownexperience to the fullest. The syndicate method is designed to provide the participant anenvironment that would help him to reflect critically on his own work and experience; to updatehis knowledge of new concepts and techniques with the help of other co-participants; to developsound judgment through greater insight into human behavior. This method is suitable for trainingand development students, without any experience.The participants are divided into groups consisting of about eight to ten participants. Thesegroups are called “syndicates”. Each syndicate functions as a team that can represent variousfunctional as well as interest areas. The syndicates are given assignments which have to befinished and a report submitted by a specified date and time. By rotation each member of thesyndicate becomes the leader for completing a specific task. Each assignment to a syndicate isgiven in the form of a “Brief”. This is a carefully prepared document by the faculty. Generally,each syndicate is required to submit a report which is circulated to other syndicates for criticalevaluationThe advantages of these methods are that it secures a very high level of involvement from theparticipants. Their own experience is the starting point in this method. It is a process of selfbusiness and development for participants. This method also gives the participant a practice incommunicating with his colleagues and understanding them.If the syndicate is not structured properly, it should lead to a lot of wastage of time and causefrustration. In the absence of proper pressure on the participants by trainers or participants 54
  55. 55. themselves, some participants might start dragging their feet. Differences of opinion orviewpoint may be ignored to avoid action.Counseling:It helps the trainees to observe their weaknesses and involves measures to overcome them. It isrelated to periodic appraisals of ratings. Specifically counseling purports to help the subordinatesto do a better job, provides a clear picture of how they are doing, build strong personalrelationships and eliminate, of at least minimize anxiety.Understudies In this the trainees work directly with individuals whom they are likely to replace.However, it is disappointing as training because of a likelihood of an imitation of weak as well asstrong points of the seniors 55
  56. 56. CHAPTER-7 RESEARCH PROBLEMIn Hdfc Limited, across training is customized product wise. If any defect comes in a product orprocess, a training session is initiated to eradicate root cause.There are normally two work stations in production,1. Critical station2. Normal stationAt critical work station an efficient worker should produce 5000 to 6000 units in one shift. Atthis work station minor job is done.At normal work station an efficient worker should be produce 8000 to 10000 units in one shift innormal circumstances.In this company there are two types of worker are working.1. Permanent worker2. Temporary workerA worker get the permanent job after the good and consistent performance in the company, thesepeople are well experienced in their relative jobs. Temporary worker is a layman. They don’tknow any thing about the work, so these types of people require training. When a new personjoins the company, he got the training about the safety and maintenance. For getting thesetraining he is send in technical training cell (TTC). In TTC he has to go some basic knowledgeand instruction, which is given by the just senior boss. That person is called line in charge.During the training a person gets the job. He is watched by the line in charge. At any point theline in charged found any fault in the work, the line in charge instructed at that time, so that theworker does the job in a proper way and come out with zero-defect product. 56
  57. 57. After some experience the worker is transferred from one operation to another operation area.Where same procedure is performed. He works and if get any confusion regarding the job, hemay ask the line in charge or if line in charge see any fault during the operation, he educates theworker to do the job better. This process is repeated on each and every operation. This is howeach and every employee is familiarized to the job. The main advantage of this job rotation is, ifany worker does not come on the particular day, that place can be filled by any other worker andthe works progress without any interruption. 57
  58. 58. 58
  59. 59. CHAPTER-8 RESEARCH METHODOLOGY. Research methodology is a way to systematically solve the research problem. Itincludes two type of research design. • Exploratory Research Design:-  It is a preliminary research, whose objective is to provide insights and understandings. It is used when the problem is not clearly defined and the information needed is only loosely defined because of which a detailed study cannot be undertaken or when the no. of outcomes or possibilities is very large and it is difficult to study each of them in detail.  The research process that is adopted is flexible and unstructured, data collected is qualitative in nature , the findings of exploratory research are regarded as tentative or used as input to further research. It seeks to discover new relationships and is used for developing a hypothesis • Conclusive Research Design :-  The objective of conclusive research is to test hypotheses and examine relationships. Such research is typically more formal and structured. It is used when the information needed is clearly specified. 59
  60. 60.  It is based on large and representative samples and the data obtained are subjected to quantitative analysis. The findings from conclusive research are considered to be conclusive in nature and used as input into managerial decision making.The study is carried on in a proper planned & systematic manner, Thismethodologyincludes Familiarization with the organization. Observation & collection of data Analysis of dataIn this project I have used “EXPLORATORY RESEARCH DESING”. 60
  61. 61. Objectives of Study1) To find out employees awareness for training process in the organization.2) To find out employees have undergone any training session in the organization.3) To find out how employees are feel after training.4) To find out how types training employees are wanted within organization.5) To find out on which skills organization concentrated. 61
  62. 62. 6) To find out employees are which types of Trainer wants. 7) To find out What sort of method is adopted by the organization? Data CollectionCollecting the Data:-The information sources were as follows:1) Secondary Information Sources:- a) Training Calendar of HDFC. b) Participants List. c) Various books at HDFC Library d) Company’s websites.2) Primary Information Sources:-a) Survey of the employees who underwent training programs 3-5 months back by giving themQuestionnaires and collecting their feedback.b) Survey of the Reporting Officers of the trainees. 62
  63. 63. Sampling Plan:- 1. Sampling Unit:- Each respondent was considered as a single unit in the whole research work. 2. Sampling size:- The sampling size or the universe of the research work was 100 trainees. 3. Sampling procedure:- To obtain the representation samples, ‘Disproportionate Stratified Random Sampling’ was used. This means that respondents were selected randomly without any well defined proportions from various departments of the organization. 63
  64. 64. CHAPTER-9 DATA ANALYSIS & INTERPRETATIONQ.1. Employees awareness for training process in the organization.Yes 100%No 00% Table No. :- 01 64
  65. 65. Yes NOINTERPRETATIONThe whole population was aware of the training process in their organization.Q.2. EMPLOYEES had undergone any training program in the organization? Yes 80% No 20% Table No. :- 02 65
  66. 66. INTERPRETATIONAfter observation it has been found that majority of employees in the organization haveundergone training session.Q.3. Employees feeling after training? OK 20% Good 40% V.Good 40% Table No. :- 03 66
  67. 67. INTERPRETATIONWith the observation it has been analyzed that the employees normally do not have the commonfeeling either in favor of training or in againstQ.4. What is the frequency of training? Annually 27% Half Yearly 33% Any Other 40% Table No. :- 04 67
  68. 68. INTERPRETATIONAround one third of the total employees undergo half yearly training. 68
  69. 69. Q.5. The skills on which training is concentrated. Human 33% Technical 13% Conceptual 41% All 13% Table No. :- 05INTERPRETATIONIt could be interpreted that the conceptual training is the most occurring training in theorganization. 69
  70. 70. Q.6 The trainer for the employees. Your company person 33% Trainer 40% Both 27% Table No.:- 06INTERPRETATIONMajority of the employees have undergone the Trainer. 70
  71. 71. Q.7. What sort of method is adapted by the organization? On the job 60% Off the job 40% Table No. :- 07 On the job Off the jobINTERPRETATIONMajority of the employees have undergone on the job training program. 71
  72. 72. 72
  73. 73. FINDINGS1) The whole population was aware of the training process in their organization.(Shown in table no. 01).2) After observation it has been found that majority of employees in the organization have undergone training session.(Shown in table no. 02)3) With the observation it has been analyzed that the employees normally do not have the common feeling either in favor of training or in against.(Shown in table no. 03)4) Around one third of the total employees undergo half yearly training.(Shown in table no. 04)5) It could be interpreted that the conceptual training is the most occurring training in the organization.(Shown in table no. 05).6) Majority of the employees have undergone trainer.(Shown in table no. 06).7) Majority of the employees have undergone on the job training program.(Shown in table no. 07). 73
  74. 74. CHAPTER-10 RECOMMANDATIONThere is no gainsay regarding the training programs enhance the quality of the performance. Noone is perfect in his respective field. A full fazed training program makes trainees completeperformer in their respective areas.Every company looks for a worker, who can work effectively. They are in search of a person whohas the maximum skills required for the job. After selecting the right person, the company’s mainaim is to make that person a perfect workman. For this they provide them training.First of all the management should look for that areas where workers needs training. For thispurpose management should keep eyes on each and every activity of the workers and staffswhosoever may need training. This is a long and time taking process. In this way the next stepwould be to select the trainees. There should develop a mechanism for selecting the trainees.There should be a test for this purpose. This will give the idea about the weak and strong pointsof trainees. It will be very fruitful in designing the contents of training program.The printed material is very useful in training. These materials should be given before thetraining. Written material would provide the overall idea about the training and make thetrainees understand better. Before developing the training contents some points should be takencare of. There should be some practical values in that. The training should include new ideas andshould be helpful in the development of trainees. It must be relevant to the hob of workers andstaffs. In the training process the efficient use of time should be made as time is the mostimportant factor in any job. The frequency of training program is according to the requirementand convenience of the trainees as well as the management. Workers require more training so 74
  75. 75. they need one in every six month. Staffs required less training in the compression of workers, sothey required at least on training program every year. The duration of any event is the mostimportant, which maker any program successful or fail. It should be according to the needs of thetrainees of participants. In my opinion the duration of the training would be 16 hours. 75
  76. 76. CONCLUSIONDuring the study of training and development in HDFC SLIC we conclude that1.The performance of employee of positively enhanced by the learning program.2. Employees were satisfied.3. The employees wanted that training should be implied to them regularly.4. Feedback should be taken in order to improve the T&D program.To conclude, it is very clear that training should be provided but not at the loss of the company.It is very costly and time taking affair. But it is most important for the development of thecompany. So management can’t avoid it at any company .This presents the summary of the studyand survey done in relation to the TRAINING AND DEVELOPMENT in HDFC life insurance.The conclusion is drawn from the study and survey of the company regarding the process carriedout there. The TRAINING process at HDFC life insurance to some extent is not doneobjectively. Most of the employees were satisfied but changes are required according to thechanging scenario as TRAINING process has a great impact on the working of the company as afresh blood, new idea enters in the company. 76
  77. 77. LIMITATIONS1. Training is a costly affair for the management.2. It needs a handsome amount and long time. So management has to play safe game for thebenefits of the company as well as the workers.3. One wrong decision may enforce the company to fall into deep troubles. So selecting the weakareas of staffs and workers should be done very carefully. For that the management should beconduct a test.4. For providing an effective training, company requires a knowledgeable trainer.5. Selecting a particular trainer is again a difficult job.6. Trainer demands handsome money.7. Training needs time and cost both. 77
  78. 78. TRAINING & DEVELOPMENT 78
  79. 79. (QUESTIONNAIRE)Name …………………………………………………Department ………………………………………Designation ………………………………………1. Employees. Awareness for training process in the organization. a) Yes b)No2. Have you undergone any training session in the organization a) Yes b)No3. How do you feel after training? a) Very good b) Good c) Ok4. How are types of training you wanted? a) Annually b) Half Yearly c) Any Other 79
  80. 80. 5. On which skills organization concentrated a) Human b) Technical c) Conceptual d) All6. Trainer for the employees. a) Company person b) Outside person c) Both7. What sort of method is adopted by the organization? a) On the job b) Off the job1. Would you like to suggest something for the training programme? _____________________________________________________ _____________________________________________________ _____________________________________________________ _____________________________________________________ _____________________________________________________Date : Signature 80
  81. 81. 81
  82. 82. CHAPTER-11 BIBLIOGRAPHYWEBSITES :1) www.hdfcslic.com2) www.insuranceguide.com3) www.economictimes.comBOOKS:1) HUMAN RESOURCE MANAGEMENT: SHASHI K. GUPTA2) PERSONNEL MANAGEMENT: C. B. MAMORIA3) MAMORIA&MAMORIAJOURNALS:-1) IRDA JOURNAL2) BROUCHERS & REPORTS OF COMPANY 82

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