Training and Development at Investleaf

ACKNOWLEDGEMENT
This study will be incomplete without acknowledging my sincere gratitude to all those who
have contributed in some way or other in completing this study.
express
word
of
gratitude
to
the
management
of
_________________________university for giving me an opportunity to conduct this study.
I wish to express my profound gratitude to Mr. _________________________ for his

valuable guidance precious time spent and help rendered during my study. I am grateful to
him for his advice and support throughout my study which has enabled me to complete my
project paper successfully.
A special word of thanks to Mr. I. K. Sharma- Manager HR ( Investleaf Management

Solutions Pvt. Ltd.) for his continuous help and encouragement.
I am also thankful to my friends who with their valuable advice and support have
contributed for the success of this study. My sincere gratitude to my parents for their great
Training & Development
help in the completion of this project. Finally I thank all those who have directly indirectly
helped me in completion this project.
PREFACE
In this age of globalization hyper competition has become a regular feature. Today the
markets are no less then battlegrounds and one has to strive very hard for survival and
growth.
Due to very rapid industrialization all over the world the demand for the managerial
personnel and the administrative personnel has increased. The perfect study of management
involves both theoretical as well as practical aspects. To survive in this highly competitive
market Practical Knowledge is as relevant as the Theoretical.
The significance of MBA Degree is that the Theoretical aspects, which a student learns
throughout the year in the class sessions, can be practically applied through different
projects, which one undertakes. Keeping in tune with this doctrine, I have tried to apply
theoretical aspects throughout the project, which I learned under the course of management.
This project report contains detailed information about training and development concept
and training and development activities carried out at Investleaf Management Solutions Pvt.
Ltd. I have tried my best to get the necessary information for project which includes
secondary as well as primary data.
TABLE OF CONTENT
Chapter No.
1
Content
Page No.
Executive summary
Design of the study
Introduction of the study
Need for the Study
Objectives of the study
Research Methodology
Limitations of the study
Company Profile
Introduction
Vision
Mission
Services offered
Theoretical background of training and
development
Training
Development
Distinction between training and
development
Importance of training
Need for training
Objective of training
Types of Training
Methods of training
Training and development at Investleaf
5
6
7
8
9
Management Solutions Pvt. Ltd.

Types of training
Need for training
Training process- an overview
Data Analysis and interpretation
Findings
Suggestion
Annexure
Bibliography
EXECUTIVE SUMMARY
In todays scenario change is the order of the day and the only way to deal with it is to learn
and grow. Employees have become central to success or failure of an organization they are
the cornucopia of ideas. So it high time the organization realize that train and retain is the
mantra of new millennium.
In the era of globalization and liberalization companies adopt new techniques for
production, new concepts in management, new ideas and styles to get work done from the
employees. To cope up with these changes and environment employees need training.
Training is an important instrument through which employees become competent enough to
accept new challenges to increase productivity and to improve the quality of work and
product or services. The implementation of training serves as a transformation into capable
workers and present workers are developed to assume new responsibilities.
Training activities, which are ill directed and inadequately focused, do not serve the purpose
of the trainers. Hence identification of training needs becomes the top priority of every
progressive organization. Identification of training needs, if done properly, provides the
basis on which all other training activities can be considered and will lead to multiskilling,
fitting people to take extra responsibilities increasing all round competence and preparing
people to take on higher level responsibility in future. Training clarifies job duties and
responsibilities, increases an individual's job competence, provides the foundation for
further development, and assists in conducting an accurate performance appraisal. It
Enhances teamwork and team building, Produces a strong sense of commitment to the
organization, achieves higher levels of employee motivation, assists in cross-training/job
rotation
This project is about training and development activities carried out at Investleaf
Management Solutions Pvt. Ltd. Project starts with introduction of the study, objectives and
research methodology. Second chapter deals with company information, vision, mission and
products. Third chapter is about the theoretical understanding of training and development
concept, its objectives and methods etc. Fourth chapter is about how training and
development activities are carried in Investleaf Management Solutions Pvt. Ltd. Last part is
about the survey made of 50 employees of the co. to know whether they are satisfied with
training and development activities carried out in the organization or not. Data is analysed
with the help of tabulation and simple percentage method. Findings suggests that majority of
the employees are satisfied with training and development activities carried out at Investleaf
CHAPTER -1
DESIGN OF THE STUDY
INTRODUCTION OF THE STUDY
Human Resource Management has become a key function in Management Process and
the importance it has received after the liberalization of the economic policy of the
Government has given a booster thrust to the subject. The Indian Managers have accepted
the challenges of the changed times and business environment brought out by the
globalization of Business.
Human Resource Development has in recent years become the focus of the
attention of planners, policy makers and administrators. Human Resource Development may
be defined as the process of increasing the knowledge, skills and capacities of people, it is
important not only for enterprise but for a nation to develop its human resources. A country
can develop only when its human resources are developed through health, nutrition, training
and executive development are main areas of human resource development.
Training is the process of increasing the knowledge and skills for doing a
particular job. It is an organized procedure by which people learn knowledge and skills for a
definite purpose.
The purpose of training is basically to bridge the gap between job
requirements and present competence of an employee. Training is aimed at improving the

behavior and performance of a person. It is never ending or continuous process. Training is
closely related with education and development but needs to be differentiated from these
terms.
Training is a learning experience, in that it seeks a relatively permanent change in an
individual which will improve his (or) her ability to perform on the job. We typically say
training can change the skill, knowledge, attitude and social behavior. It means changing
what employees know, how they work, their attitude towards their work or their interaction
with their co-workers or their supervisors.
NEED FOR THE STUDY:
The global economy of the day has endangered the survival of every organization
and in particular those who want to have a competitive edge over the others. The
competitive edge may be a distant dream in the absence of Superior Quality
Products which otherwise is the function of well-trained employees. Today
resources are scarce and have to be used carefully and trainers of all kinds are
required to justify their position and account for their activities. Training activities,
which are ill directed and inadequately focused, do not serve the purpose of the
trainers, the trainees or the organization. Hence identification of training needs
becomes the top priority of every progressive organization. Identification of training
needs, if done properly, provides the basis on which all other training activities can
be considered and will lead to multi skilling, fitting people to
take extra
responsibilities, increasing all round competence and preparing people to take on

higher level responsibility in future.
Every organization needs to have well trained and experienced people to perform
the activities that have to be done. If current or potential job occupants can meet
this requirement, training is not important. When this not the case, it is necessary to
raise the skill levels and increase the versatility and adaptability of employees.
It is being increasing common for individual to change careers several times during
their working lives. The probability of any young person learning a job to day and
having those skills go basically unchanged during the forty or so years if his career
is extremely unlikely, may be even impossible. In a rapid changing society
employee training is not only an activity that is desirable but also an activity that an
organization must commit resources to if it is to maintain a viable and
knowledgeable work force.
OBJECTIVES OF THE STUDY

Following were the objectives of the study: To study the training and development activities carried out by Investleaf Management
Solutions Pvt. Ltd.
To evaluate the effectiveness of the training programmes imparted by Investleaf
To know the employees awareness & level of satisfaction about the training program
in the organization
To identify the factors influence to increase skills of an employee
To know the areas of improving training program for employees
To provide suggestions to the management in improving Performance Appraisal

System
RESEARCH METHODOLOGY
Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.
According to Clifford woody, research comprises of defining and redefining problem,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions, testing conclusions to determine whether they fit the formulated
hypothesis1
Research Design
A research design is a framework to prepare plan or study. It is useful as a guide to collect

the data and analyzing it. It is a blue print that is followed in completing the study. Research
design is the conceptual structure within which the research will be conduct.
Type of Research : The study is descriptive in nature.
Sampling Design
A sample design is a finite plan for obtaining a sample from a given population. Simple
random sampling is used for this study.
Universe
The universe chooses for the research study is the employees of Investleaf Management
Solutions Pvt. Ltd.
Sample Size
Number of the sampling units selected from the population is called the size of the sample.
Sample of 50 respondents were obtained from the population.
Sampling Procedure
The procedure adopted in the present study is probability sampling, which is also known as
chance sampling. Under this sampling design, every item of the frame has an equal chance
of inclusion in the sample.
Methods of Data Collection

The data was collected through Primary and secondary sources.
a. Primary Sources
Primary data is in the form of raw material to which statistical methods are applied for the
purpose of analysis and interpretations. The primary sources are discussion with employees,
data collected through questionnaire. A well-defined questionnaire that is used effectively
can gather information on both overall performance of the test system as well as information
on specific components of the system. A defeated questionnaire was carefully prepared and
specially numbered. The questions were arranged in proper order, in accordance with the
relevance. The questionnaire consists of open ended, dichotomous, rating and ranking
questions.
b. Secondary Sources
Secondary datas are in the form of finished products as they have already been
treated statistically in some form or other. The secondary data mainly consists of data and
information collected from records, company websites and also discussion with the
management of the organization. Secondary data was also collected from journals,
magazines and books.
Tools and Techniques for Analysis

Data analysis was done with the help of
1. Percentage Method
2. Pie and Bar Chart
3. Correlation and Chi Square Test
LIMITATIONS
The limitations of the study are the following
1).
This project is restricted to study purpose only and can be used keeping in view the
object that is made for.
2).
The respondent in the project may not reveal important / confidential information
pertaining to the company policy and for this the project should be used keeping in
view the said limitation.
3)
Sample size is very less.
4).
All the secondary data required will not be available.
5).
Finding of the study will be based on the assumptions that respondents have given
correct information.
6).
The study is not necessarily the solution to the problem that exists.
7).
The study is focused on a very general level rather than a full scale detailed report
CHAPTER -2
COMPANY PROFILE
Introduction
Investleaf Management Solutions incorporated as Private Limited company has established itself as
one of the Premier Investment Consultancy Firms, known for making investing simpler, more
understandable and profitable for the investors. The company directly and through its affiliate
programs offers a wide range of products & services viz: Equity, Derivatives, Currency Futures,
Commodities Trading, IPO's, Mutual Funds, Insurance, Real Estate, Portfolio Management Services
& Depository Services all under one roof, for the convenience and benefit of its customers.
Investleaf Management Solutions was formed as a partnership firm in 2007 and later incorporated a
private limited company in 2010. Its corporate office is located in Hyderabad, while the company also
marketing teams in US and UK. Investleaf Management Solutions is a fully integrated management
services company that employs the most advanced and prudent principles for its working.
Attaining its vision requires superior and continually improving performance in every area
and at every level of the organization.
Investleaf's performance will be guided by a clear and concise strategic statement for each
business unit and by an ongoing Quest for Excellence within all operational and staff
functions.
This Quest for Excellence requires hiring, developing and retaining a diverse workforce of
the highest caliber. To support this Quest, each function employs metrics to define, and
implements processes to achieve, world-class status.
Vision
Investleaf Management Solutions' Vision is to build brand Value by innovating to deliver consumer value and
customer leadership faster, better and more completely than our competition. This Vision is supported by two
fundamental principles that provide the foundation for all of our activities: Organizational Excellence and Core
Values.
Mission
The mission of Investleaf Management Solutions is to provide results-oriented advertising, public relations, and
marketing designed to meet our client's objectives by providing strong marketing concepts and excelling at
customer service. We seek to establish a long lasting partnership with our clients. We desire to measure
success for our clients through awareness, increased service, or other criteria mutually agreed upon between
the agency and the clients. We are committed to maintaining a rewarding environment in which we can
accomplish our mission.
Services offered:
1. Equities
Investleaf offers the best 3-IN-1 online trading accounts from different online trading
firms, blending the best of technology with traditional broking. Investleaf offers Equity
Trading through its business partner Investleaf Management Solutions Ltd. Investleaf
Management Solutions provided the prospect of researched investing to its clients, which
was hitherto restricted only to the institutions. Research for the retail investor did not exist
prior to Investleaf Management Solutions.
2. Mutual Funds
Investleaf has a dedicated team of research analysts specializing in mutual funds. This is a
unique feature not found in many other firms. The team comprises analysts from different
fields such as economics, statistics and finance among others. This diverse background
helps to analyze funds and performance on a variety of parameters both conventional as well
as unconventional. Co. has developed a proprietary ranking of mutual funds which is a
combination of quantitative and qualitative factors. The team is equipped to serve both
institutional and retail clients. Co.s research includes independent objective analysis as well
as interactions with fund managers and asset management companies.
3. Commodities
Investleaf has a dedicated team of analysts specializing in commodities and commodities
trading. The team comprises analysts from different fields such as economics, agriculture
science, statistics, and finance among others. This diverse manpower mix helps us to do a
multi perspective analysis of all commodities and filter the information as per the duration
of the trading call. The team is equipped to serve both institutional and retail clients. Co.s
research, well recognized in the industry is based on primary surveys, interactions with
physical markets players, fundamental, derivatives, technical and statistical analysis, giving
it a sense of completeness.
Analysts have access to the latest market data, charts, market intelligence etc. constantly
analyzing the data to facilitate investors trading decisions. Co.s research is aimed not only
at the long-term traders & investors, but also caters to the needs of short term / intra day
traders. The research calls are disseminated to clients through SMS Alerts, RM calls and
email.
4. Real Estate
Investleaf brings together a range of services under a single roof.
New Projects aggregated across builders and pass our stringent project and builder
selection criteria and could be Commercial, Industrial or Residential properties.
Facilities
Management
for
Commercial
and
Residential
Complexes
for
housekeeping, building management and office support solutions.
Finance for Commercial and Residential Properties that call for specialist expertise.
Property Insurance Advisory on the right Insurance solutions.
5. Investment Research
Investleaf offers the most comprehensive deal coverage that covers Indias investment ecosystem. Investleaf offers information and reports on M&A, Project Financing, Initial Public
Offerings, Private Placements, Private Equity and Venture Capital transactions including
transaction terms, structures, deal amounts and valuations. It also contains entity
information on all companies involved in these transactions including target companies,
investors and advisors. The hosted platform provides information on demand and helps
reduce research time, allowing users to spend more time on analysis.
Investleaf uses advanced web tools to provide information in an intuitive and user-friendly
format. Investleaf also provides information in spreadsheet & pdf formats to make life of a
financial researcher easy. Investleaf is supported by a team of highly skilled analysts and
journalists who understand the information needs of clients. Users associated with private
equity, venture capital, investment banking, corporate law, finance and consulting or anyone
else with an interest in the Indian deal landscape will find Investleaf as an indispensable
resource.
CHAPTER-3
THEORETICAL FRAMEWORK OF TRAINING AND
DEVELOPMENT
Training is very important aspect of HRD. Training is used as a tool for

upgrading human resources in some organization by design and in many others by default. It
attempts to improve the performance of employees on the current job or prepare them for
the future job.
Training and development being the most vital tool of HRD, generally forms
a major part of the present HRD. It is essential from top to bottom. Training is a process of
assisting managers to learn and improve their ability or perform managerial tasks with
emphasis on learning management from the organization point of view and not the
individual view point of learning.
Training and development plan are learning experiences that teach how to
perform their current as well as the future jobs more effectively. Training and development
practices are designed to improve the organization performance through enhancing
knowledge and skills of employees. It is essential that all the activities relating to should be
in tune with the specific needs of both the organization and the employees.
TRAINING
Training makes a very important contribution to the development of the
organization human resources and hence to the achievement of its aims and objectives. To
achieve its purpose, training needs to be effectively managed so that the right training is
given to the right time and at the right cost.
The term training includes the process involved in improving the attitudes,
skills and abilities of the employees to perform specific jobs. Training helps in updating old
talents and developing new ones.
According to Edwin b. Flippo, "training is the act of increasing the

knowledge and skills of an employee for doing a particular job. Training involves the
development of skills that usually necessary to perform a specific job. Its purpose is to
achieve a change in the behavior of those trained and to enable them to do their jobs better
training is necessary employees to machines and equipments are introduced in fact training
is a continuous process.
Training is learning experience in that it seeks a relatively permanent change in an
individual that will improve his or her ability to perform on the job. We typically say
training involve the changing of skills knowledge attitudes or social behavior.
Training is typically focuses on providing employees with specific skills or
helping those correct deficiencies in their performance.
DEVELOPMENT
Development in contrast is considered to be more general than training and
more oriented to individual needs in addition to organizational needs and its most often
aimed towards management people. Usually the intent of development is to provide
knowledge and understanding that will enable people to carry out non technical
organizational functions more effectively, such as problem solving, decision making and
relating to people.
DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

TRAINING:
Training is short term process utilizing a systematic and organized procedure
by which non - managerial personnel learn technical knowledge and skills for a definite
purpose.
DEVELOPMENT:
Development is long term educational process utilizing a systematic and
organized procedure by which managerial personnel learn conceptual and methods.
IMPORTANCE OF TRAINING
HIGHER PRODUCTIVITY:
Training helps to improve the level of performance. Trained employees perform better by
using better methods of work.
BETTER QUALITY OF WORK:

Uniformity of work methods and procedure helps to improve the quality of product and
services. Trained employees are less likely to make operational mistakes.
COST REDUCTION:
Trained employees make more essential use of materials and machinery. Reduction in
wastage and spoilage together with in productivity helps to minimize the cost of operation
per unit. Maintenance cost also reduces due to power machine breakdowns and better
handling of equipments .
REDUCED SUPERVISION:
Well trained employees tend to be self- reliant and motivated. They need less guidance and
control.
LOW ACCIDENT RATE:

Trained persons adopt the right work method and make use of prescribed safety devices.
Therefore the frequency of accidents is reduced.
HIGH MORALE:
Proper training can develop the positive attitude among employees .Job
satisfaction
and moral are improved due to rise in the earning and job security of the employees.
PERSONAL GROWTH:
Training enhance knowledge and skill of the participants . Training prevents obsolescence of
knowledge and skill. Training helps to develop people for promotion to higher posts and to
develop future manager.
ORGANISATIONAL CLIMATE :
A sound training programme helps to improve industrial relation and discipline. Resistance
to change is reduced. Organizational stability is enhanced because training helps to reduce
improper turnover and absenteeism. Training is an investment in people and therefore,
systematic training is a sound business investment.
NEED FOR TRAINING

Training is mainly job oriented, it aims at maintaining and improving current job
performance Training is needed to achieve the following purposes.
1) Newly recruited employee need training so as to perform their tasks effectively .
Instruction guidance help them to handle job completely without any wastage.
2) Training is necessary to prepare existing employees for higher level jobs
(promotion).
3) Existing employee requires refresher training so as to keep abreast of the
latest
developments in job operations.

4) Training is necessary when a person moves from one job to another.
5) Training is necessary to make employees mobile and versatile. They can be placed
on various jobs depending upon organizational needs.
6) Training is needed to bridge the gap between what the employee has and what the
job Demands.
7) Training is necessary to make employees more productive and useful in the long run.
OBJECTIVES OF TRAINING
1) To impart basic knowledge and skill to the new entrants and enable them to perform
their jobs well.
2)
To equip the employees to meet the changing requirements of the job and the
organization.
3)
To teach the employees the new techniques and ways of performing the job or
operations.
4) To prepare the employees for higher level tasks and built up a second line
.
of component managers.
TYPES OF TRAINING
A. ORIENTATION TRAINING:
It seeks to adjust newly appointed employees to work environment. Every new employee to
be fully familiar with his job, his superiors and subordinates and with the rules and
regulations of the organization needs orientation training. It creates self-confidence in the
employees. It is also called pre-job training.
B. JOB TRAINING:
The training provided with a view to increase the knowledge and skill of the employees to
improve the performance on the job, such training helps to reduce accidents, wastes and
losses thereby increasing the efficiency in the performance of the job.
C. SAFETY TRAINING:
Training provided to minimize accidents and damages to machinery is known as safety
training. It involves instruction in the use of safety devices and safety consciousness.
D. PROMOTIONAL TRAINING:
It involves training of existing employees to enable them to perform higher level jobs.
E. REFRESHER TRAINING:
When existing techniques becomes obsolete due to the development of better techniques,
employees have to be trained in the use of new methods and techniques. Refresher training
is designed to refresh revise the knowledge and to update the skills of the existing
employees.
F. REMEDIAL TRAINING:
Such training is arranged to overcome the shortcoming in the behavior and performance of
the old employees. Employees are taught new appropriate style of working. Remedial
training should be conducted by psychological methods.
METHODS OF TRAINING
Training Methods
On the job training

method
Job Rotation
Apprenticeship and coaching
Job Instruction
Committee assignment
Off the job training

method
Vestibule training
Role playing
Lecture and video
presentation
Management games
Self study
1. ON THE JOB TRAINING METHOD

This type training is also known as job instruction. Training is the most
commonly used method. The individual is also placed on a regular job and taught the skills
necessary to perform that job. The trainee learns under the supervision and guidance of a
qualified worker or instructor. On the job training has the advantage of a giving firsthand
knowledge and experience under the actual working conditions.
While the trainee learns how to perform a job, he is also a regular rending the
service for which he is paid the problem of transfer of trainee is also minimized as the
person learns on the job. On the job training methods include job rotation, coaching, job
instruction or training through step by step and company assignments.
a) Job rotation
This type of training involves the movement of trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervision of
trainer in each of the different job assignment. Through this method of training is common
in training managers for general management positions, Trainees can also be rotated from
job to job in working jobs. This method gives an opportunity to trainee to understand the
problems of employees on other jobs and respect them.
b) Coaching
The trainee is placed under a particular supervision that functions as a coach
in training the individual. The supervision provides feedback to the trainee on his
performance and offers him some suggestions for improvement. Often the trainee shares
some of the duties and responsibilities of the coach and relieves him to his burden. A
limitation of this method of training is that the trainee may not have the freedom or
opportunity to express his own ideas.
c) Job instruction
This method is also known as training through step by step. Under this
method, the trainer explains to the trainee the way of doing the jobs, job knowledge and
allows him to do the job. The trainer appraises the performance of the trainee, provides feed
back information and corrects the trainee.
d) Committee assignment
Under the committee assignment, a group of trainees are given and asked to
solve an actual organization problem. The trainee solves the problem jointly. It depends on
team work.
2. OFF THE JOB TRAINING METHODS
Under this method of training the trainee is separated job situation and his
attention is focused upon learning the material related to his future job performance since
the trainee is not distracted by job Requirements, he can place his entire concentration on
learning the job rather than spending his time in performing it. There is an opportunity for
freedom of expression for the trainees. Companies have started using multimedia
technology and information technology in training off the job training method.
a) Vestibule training
In this method actual working conditions are simulated in a class room.
Material, files and equipment which are used in actual job performance are also used in
training. This type of training is commonly used for clerical and semi skilled jobs. The
duration of this training ranges from days to a few weeks theory can be related to practice in
this method.
b) Role playing
It is defined as method of human interactions that involves realistic behavior
in imaginary situations. This method of training involves action, doing and practice. The
participants play the role of certain characters such as production managers, mechanical
engineer, superintendents, maintenance engineer, quality control inspector, foreman,
workers and the like. This method is mostly used for developing inter personal interactions
and relations.
c) Lecture method
The lecture is traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of talk. To be effective,
the lecture must motivate and create interest among the trainees. An advantage of the lecture
method is that it is direct and can be used for large group of trainees. Thus costs and time
involved are reduced.
d) Conference
It is a method of training the clerical, professional and supervisory personnel.
This method involves a group of people who propose ideas, examine and share facts, ideas
data, test assumption and draw conclusions, all of which contribute to the distinct advantage
over the lecture method, in that the discussion involves two way communication and hence
feedback is provided. The participants feel free to speak in small groups. The success of this
method depends on the leadership qualities of the person who leads the group.
e) Programmed instruction
In recent years, this method has become popular. The subject matter to be
learned is presented in a series of carefully planned sequential units. These units are
arranged from simple to more complex levels of instructions. The trainee goes through these
units by answering questions or filling the blanks. This is expensive and time consuming.
CHAPTER - 4
TRAINING AND DEVELOPMENT
SOLUTIONS PVT. LTD.
AT
INVESTLEAF
MANAGEMENT
The main objective of training program is to develop a SMART trainee i.e. Specific,
Measurable, Action-oriented, Realistic & Time- related to minimize of risk of errors.
Types of training:
Following types of training is given in Investleaf Management Solutions Pvt. Ltd.:
INTERNAL TRAINING:- It is the training, imparted by the competent in house

trainer is known as internal training which includes SOP training, on the job training.
INDUCTION TRAINING:- The objective of this training is to get new joiner to be

introduced with the other departmental activities & employee of the organization &
organizational overview. This is imparted by Human Resource Department.
ON THE JOB TRAINING: This is conducted by the respective department head

before assigning the jobs. After completion of it, the trainee is evaluated through
questionnaires.
EXTERNAL TRAINING: When an external faculty imparts training to employee

of the organization.
NEED FOR TRAINING:
Orientation training:- Induction & orientation training seeks to adjust newly

appointed employees to the work environment. In Investleaf, every new employee is
made fully familiar with the job, his superiors & subordinates & with the rules &
regulations of the organization. This training creates self-confidence among the
employees. It is also known as pre-job training.
Job training:- It refers to the training provided with a view to increase the
knowledge & skills of an employee for improving performance on the job.
Employee may be taught the new software used in a job. Such training helps to
increase efficiency.
Promotional training:- It involves training of existing employee to enable them to
perform higher level jobs. Employee with potential are selected & they are given
training before their promotion, so that they do not find it difficult to shoulder the
higher responsibilities of the new positions to which they are promoted.
Refresher training:- When existing technique become obsolete due to the

development of better techniques, employees have to be trained in the use of new
methods & techniques.
Remedial training:- Such training is arranged to overcome the shortcomings in the

behavior & performance of old employees. Some of the experienced employees
might have picked up appropriate methods & styles of working. Such employees are
identified & correct work methods & procedures are taught to them. Remedial
training should be conducted by psychological experts.
TRAINING PROCESS: AN OVERVIEW
DETERMINE
THE TRAINING
NEEDS
IDENTIFY THE
TRAINING
SOURCE
JOB
PERFORMANCE
ASSESMENT
APPLY
TO THE JOB
TRAINING
SCHEDULE
IMPLEMENTION
OF TRAINIG
PROGRAM
Training is most effective when it is planned, implemented and evaluated in a systematic

way. Unplanned, uncoordinated and haphazard training efforts greatly reduce the learning
that can be expected. Hence systematic approach is followed at Investleaf, so as to reap
maximum benefit out of a training programme.
A. Assessment
1.Determine
B. Implementation
training 1.Select training methods
needs
C. Evaluation
1.Compare training outcomes
against criterion.
2.Identify
training 2.Conduct training
objectives
The table below shows the three major components of the systemstic approach to training at
Investleaf:
A). TRAINING NEEDS ASSESSMENT:
1. Determining Training Needs
Training must aim at:
Meeting the requirements of the organization (long term).
Meeting the requirements of the individual employees (short term).
Identifying training needs involves questions such as :
When and where the training is needed?
Which training is needed?
At Investleaf the main tool for identifying training needs is performance appraisals. Through
the performance appraisals, the management is able to identify the strengths and weaknesses
of its employees. The management analyses the appraisals further to get familiar with the
positive attitudes as well as the negative qualities of its employees. Various areas in which
training is needed are identified. The training needs are identified at three different levels.
1. Management level
2. Junior level
3. Trainee level
1) MANAGEMENT LEVEL:
It includes the unit head and head of all the departments
viz. Personnel department, Software department, Hardware Department, Quality control

department, Maintenance department etc.
2) JUNIOR LEVEL: It includes supervisor at various stages of software development and
the middle staff which support the work of the various departments.
3) TRAINEE LEVEL: The lowest level of employees forms the trainee level. For trainees
the recommendations for training are made by the supervisor from time to time.
2. Training objectives
Once training needs are identified, objectives should be set to begin meeting these needs.
The training objectives can be of three types:
Innovative
Problem solving
Regular
The main objectives of training are:The personal development: Much emphasis is laid on the overall personality development
of the employees.
Enhancing Effective Working: This is done through teaching them various job related
techniques which helps them to do their work with more efficiency and accuracy.
Upgrading the knowledge, skills and attitudes of the employees: This is done by
imparting technical training, managerial training and personality development workshops.
Motivating the workforce: The most important of all objectives is to raise the motivation
level of the employee
B). IMPLEMENTATION:
1. TRAINING METHODS:
The company provides two types of training to its employees.
A. On the job training

1. Computer training
B. Off the job training

1. Seminars
2. Mentorship training
2. Conferences
3. Group Discussions
4. Lecture method
A. ON THE JOB TRAINING:

1. Computer training: Computer learning program are generally designed for the
employees at trainee level. They aim at
Upgrading the skills of the trainee.
For the personality development of the trainee.
2. Mentoring Training: Mentoring is a particular form of training in which experienced
executives groom junior employees. A senior manager act as a friend, philosopher and guide
to new recruits and juniors. The senior assigns the junior with various assignments and
supervises him well. He teaches him and tones his juniors skills in a specific area.
B. OFF THE JOB TRAINING:
a) Seminars and conferences: The company management organizes seminars and
conferences from time to time on various topics. The seminars are conducted by outside
faculty which is hired by the company. These are conducted mostly for higher level
employees.
b) Group discussions: A paper is presented by one or more trainees on the selected topic.
This is followed by a critical discussion. The leader of the group summarizes the contents of
the paper. This type of discussion enables the executives to learn from the experience of
each other.
c) Lecture method: The training is mainly provided to the employees and the trainees
through lectures. Lecture is a verbal presentation of information by an instructor to a large
audience. The lecture is presumed to possess a considerable depth of knowledge of subject
at hand and a virtue of this method is that it can be used for very large groups and hence the
cost par trainee is low.
2. CONDUCTING TRAINING:
Training programs are conducted at three levels.
Managerial
Junior level
Trainee
TRAINING METHODOLOGY:
Training is mainly provided to the employees and the workers through lectures.
Even if the advantage of this method is much but also there are some disadvantage
which is associated it e.g.
1). It constitutes a one way communication.
2). There is no feedback.
3). Lectures are likely to bore the audience.
To overcome these disadvantages certain programmes are now introduced i.e. audio
visuals overheads etc. and to relate with the one way communication drawback or lack
of feedback
C). EVALUATION:
The process of training evaluation has been defined as Any attempt to obtain information
on the effects of training programs and assess the value of training in the light of that
information. Evaluation helps in controlling and correcting the training program.
METHODS OF EVALUTION
At Investleaf various methods are used to collect data on the outcomes of training. Some of
them are:
.1. QUESTIONAIRES: Comprehensive questionnaires are used to obtain options, reactions
and various views of trainees. A training evaluation form is formed and circulated among all
the trainees. The trainees fill in their responses asked in the form. The responses are then
analyzed and an evaluation of the training programme is done.
2. TESTS: Standard tests are used to find out whether trainee has learnt anything during and
after training or not.
3. INTERVIEWS: Personal interviews of the employees are conducted in order to find
usefulness of the training offered to operatives.
4. STUDIES: Comprehensive studies are carried out eluting the opinions and guidelines of
the trainers superiors and peer groups about the training.
5. COST BENEFIT ANALYSIS: The cost of training (cost of hiring trainers, tools to learn,
training centres, work stoppage, opportunity cost of trainers and trainees) are compared with
its value (in terms of reduced learning time, improved learning, superior performance) in
order to evaluate a training program.
6. FEEDBACK: A feedback report is prepared by evaluation at every stage of training.
CHAPTER 5
DATA ANALYSIS AND INTERPRETATIONS
1.
What is your age?

Table 1:
Investleaf, Age Of Employees
S. No.
No. of Respondents
Percentage (%)
Less than 25
25-30
31-35
Above 35
14
16
14
6
28%
32%
28%
12%
Total
Source: Primary Data
50
100%
1
2
3
4
Age
Figure 1: Investleaf, Age Of Employees

Inference
The above table shows that 28% of the respondents are at the age group from 1825years, 32% respondents are from 25-30 years of age, 28% of the respondents are from 3035 years of age and 12% of the respondents are above 35 years of age.
2. Gender
Table 2:
Gender Proportion At Investleaf
S. No.
Gender
No. of Respondents
Percentage (%)
Male
31
62%
Female
19
38%
50
100%
Total
Figure 2: Gender Proportion At Investleaf
Inference
The above table shows that 62% of the respondents are male and 38% of the respondents are
female.
3. Are you satisfied with the training program conducted in Investleaf?

Table 3:
Training Satisfactory Levels
S. No.
Opinion
No. of Respondents
Percentage (%)
Dissatisfied
10%
Somewhat Dissatisfied
12
24%
Neutral
10%
Satisfied
18
36%
Somewhat Satisfied
10
20%
50
100%
Total
Figure 3: Training Satisfactory Levels

Inference
The graph shows that 10% of the people are not satisfied with the training programs,
while 36% of the people are satisfied. 10% of the respondents are neutral, 24% of the people
towards somewhat dissatisfaction, and 20% towards somewhat satisfaction.
4. How is the quality of training offered in the organisation?

Table 4:
Quality of Training
S. No.
Opinion
No. of Respondents
Percentage (%)
Dissatisfied
8%
16%
Neutral
16%
Satisfied
20
40%
10
20%
50
100%
Total
Figure 4: Quality of Training
Training Satisfaction
24
45%
40%
35%
tsn 16
e
d
no
ps
e
R 8
f
o.
o
N
0
30%
40%
25%
20%
15%
20%
16%
8%
Dissatisfied
16%
10%
5%
0%
Some what
Dissatisfied
Neutral
Satisfied
Some what
Satisfied
Inference
The graph depicts that 40% of the people are satisfied with the quality of the training
given, followed by somewhat satisfied people with 20%. Overall dissatisfaction shows 24%
and 16% are neutral.
5. Your opinion the training program?

Table 5:
Opinion on Training
S. No.
Opinion
No. of Respondents
Percentage (%)
Good
26
52%
Neutral
16%
Poor
16
32%
50
100%
Total
Figure 5: Opinion on Training

Inference
The above table shows that 52% of the employees find the training programme good and
mostly related to their work.16% of employees have neutral view about training program
and 32% find it poor and is not related to work.
6. Do you agree that the training program helps in improving Technical skills?
Table 6:
Technical Skills Orientation
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
36
72%
Neutral
16%
Disagree
12%
50
100%
Total
Figure 6: Technical Skills Orientation
Inference
The graph shows that the company is providing good technical skills related training
program with a response of 72%. Only 12% of the people are not feeling that training helps
in improving technical skill.16% are neutral in expressing their views.
7. Do you agree that the training program helps in improving Leadership skills?
Table 7:
Leadership Skills Orientation
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
25
50%
Neutral
16%
Disagree
17
34%
50
100%
Total
Figure 7: Leadership Skills Orientation

Inference
The graph shows that the company is providing leadership skills related training
program with a response of 50%. 34% of the people are not feeling that training program
helps in improving leadership skill. 16% are neutral in expressing their views.
8. Do you agree that the training program helps in improving Communication skills?
Table 8:
Communication Skills Orientation
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
18
36%
Neutral
14
28%
Disagree
18
36%
50
100%
Total
Figure 8: Communication Skills Orientation

Inference
The graph shows that the company is providing communication skills related
training program with a response of 36%. 36% of the people dont agree that training
program improves the communication skills. 28% are neutral in expressing their views.
9. |Do you agree that after completion of training, can you perform better?
Table 9:
Performance After Training
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
36
72%
Neutral
12%
Disagree
16%
50
100%
Total
Figure 9: Performance After Training

Inference
The graph illustrates that 72% of the employees agree with that they will perform better
after training and development program. 12% are neutral and 16% are not agreeing with
training effects.
10. Do you agree training program will help in developing customer service skills?
Table 10: Customer Service Orientation
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
28
56%
Neutral
17
34%
Disagree
10%
50
100%
Total
Figure 10: Customer Service Orientation

Inference
Among the 50 respondents, most of the people agreed that Investleaf is giving
customer oriented training and agreed that training program helps in developing customer
service skill, 34% are neutral. Remaining 10% said that the company is not giving customer
oriented training.
11. Do you agree training program will help in getting promoted?

Table 11: Employee Oriented Training
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
31
62%
Neutral
12
24%
Disagree
14%
50
100%
Total
Figure 11: Employee Oriented Training

Inference
The graph illustrates that 62% of the employees agreed with that training program
will help to get promoted, 24% are neutral and 14% are not agreeing with training
effects.
12. The topics covered in the program are relevant, interesting, and pertinent to work?
Table 12: Training Relevant to Company Business
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
34
68%
Neutral
8%
Disagree
12
24%
50
100%
Total
Figure 12: Training Relevant to Company Business

Inference
The graph illustrates that 68% of the employees feel that the training and
development program is relevant to the companys work and interesting. 8% are neutral
and 24% are saying it is not related to the company work.
13. Do you agree that relevent topics related to the program objectives are covered in
training program?
Table 13: Training objectives
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
22
44%
Neutral
12%
Disagree
22
44%
50
100%
Total
Figure 13: Training objectives

Inference
The graph illustrates that 44% of the employees feel that the relevant topics related to the
program objectives are covered in training program. 12% are neutral and 44% are saying it
is not related to the company business objective.
14. Do you think that right amount of time was spent on each topic covered in the
training program?
Table 14: Training Timelines
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
18
36%
Neutral
12%
Disagree
26
52%
50
100%
Total
Figure 14: Training Timelines

Inference
The graph illustrates that 33% of the employees feel that right amount of time is spent
on each topic covered in training program. 12 % are neutral. 52% are saying time is not
sufficient for training schedule.
15. Do you feel that the topics covered are easy to understand?
Table 15: Training Understandability
S. No.
Opinion
No. of Respondents
Percentage (%)
Agree
20
40%
Neutral
8%
Disagree
26
52%
50
100%
Total
Figure 15: Training Understandability

Inference
The graph illustrates that 40% of the employees feel that topics covered in the training and
development program is easy to understand to employees. 8% are neutral and 52% are
saying that topic covered in training is not in easily understandable.
16. Are you satisfied with overall quality of training program?

Table 16: Overall Rating
S. No.
Opinion
No. of Respondents
Percentage (%)
Dissatisfied
10%
12%
Neutral
16%
Satisfied
18
36%
Somewhat Satisfied
13
26%
50
100%
Total
Figure 16: Overall Rating
e
Training Satisfaction
24
40%
35%
tsn 16
e
dn
op
es
R 8
fo
.o
N
30%
36%
25%
26%
20%
15%
16%
10%
10%
5%
12%
Dissatisfied Some what

Dissatisfied
0%
Neutral
Satisfied
Some what
Satisfied

Inference
Overall rating given is good with a response of 62%, including satisfied and somewhat
satisfied. 16% are neutral. 12% of the respondents are somewhat dissatisfied and 10% are
totally not satisfied with the training and development program.
17. What do you suggest for the training programs?

Table 17: Suggestions for Training
S. No.
1
2
3
4
Opinion
No. of Respondents
Percentage (%)
No improvements needed
28
56%
Make the content more relevant
12
24%
Shorten the training programme
8%
Lengthen the training programme
12%
Total
50
100%
Figure 17: Suggestions for Training

Inference
From the survey, most of the employees suggested that no improvement is required in the
training and development program. 24% of the respondents suggested to make the content
relavant, 8% suggested to shorten the training program, and 12% suggested to increase the
time line for training and development programs.
CHAPTER -6
FINDINGS
The data collected were analysed carefully and the following findings were drawn.
28% of the respondents are at the age group from 18-25years, 32% respondents are
from 25-30 years of age, 28% of the respondents are from 30-35 years of age and
12% of the respondents are above 35 years of age.
62% of the respondents are male and 38% of the respondents are female.
10% of the people are not satisfied with the training programs, while 36% of the
people are satisfied. 10% of the respondents are neutral, 24% of the people towards
somewhat dissatisfaction, and 20% towards somewhat satisfaction.
40% of the people are satisfied with the quality of the training given, followed by
somewhat satisfied people with 20%.
52% of the employees find the training programme good and mostly related to their
work.
72% of the people agree that training helps in improving technical skill.
50% of the people agree that training program helps in improving leadership skill.
36% of the people agree that training program improves the communication skills.
36% of the people dont agree that training program improves the communication
skills
72% of the employees agree with that they will perform better after training and
development program.
Most of the people agreed that Investleaf is giving customer oriented training and
agreed that training program helps in developing customer service skill.
62% of the employees agreed with that training program will help to get promoted.
68% of the employees feel that the training and development program is relevant to
the companys work and interesting.
44% of the employees feel that the relevant topics related to the program objectives
are covered in training program.
33% of the employees feel that right amount of time is spent on each topic covered
in training program.
40% of the employees feel that topics covered in the training and development
program is easy to understand to employees.
62% are satisfied and somewhat satisfied with the training and development
program.
Most of the employees suggested that no improvement is required in the training and
development program.
CHAPTER - 7
SUGGESTIONS
Following are the suggestions:

Few employees are not satisfied with any type of training and development program
offered by Investleaf. The company should identify the requirements of such
persons.
The company needs to implement modern training methods that help in boosting the
self-morale of the employee at work place.
Training evaluation needs to be conducted.
Employees need to have exposure of new environment then they will enhance the
knowledge.
Specific training program needs to be given to the selected personnel who are
related.
Most of the training is related to weak areas, so the management has to get
awareness among the employees regarding training and development.
Stress management training is more important for employee as it was observed that
people are all the time in tension like situation as to how to do what to do when to
do, no time and things like that which kept them tensed all time.
The satisfaction level of the employees less. So, try to bring new changes in training
to satisfy them.
Behavioral training is more important as while doing the study it was found that
people are less cooperative and outgoing to help out.
Investleaf is providing best technical skills related training programs, and employees
response towards other training programs is not good. Leadership and
communication skill programs are showing less response.
Training programme should also focus on improving the customer servicing skills of
the employees. In this study, most of the people did not feel that their customer
servicing skills have improved after attending the training programme. In todays
service oriented society, it is important for employees to have a strong customer
servicing skills.
CHAPTER 8
ANNEXURE
QUESTIONNAIRE
I. General Questions:
1. Name:
2. Age: a) 18-25
b) 25-30
c) 30-35
II. Employees view:
1. Are you satisfied with the training program conducted in Investleaf?

a) Dissatisfied
b) Somewhat Dissatisfied
c) Neutral
d) Satisfied
e) Somewhat satisfied
2. How is the quality of training offered in the organization?

a) Dissatisfied
c) Neutral
d) Satisfied
3. What is your opinion the training program?

a) Good
b) Neutral
c) Poor
4. Do you agree that the training program helps in improving Technical skills?
a) Agree
b) Neutral
c) Disagree
5. Do you agree that the training program helps in improving Leadership skills?
a) Agree
b) Neutral
c) Disagree
6. Do you agree that the training program helps in improving Communication skills?
a) Agree
b) Neutral
c) Disagree
7. Do you agree that after completion of training, can you perform better?
a)
Agree
b)
Neutral
c)
Disagree
8.Do you agree training program will help in developing customer service skills?
a)
Agree
b)
Neutral
c)
Disagree
9. Do you agree that training program will help in getting promoted?

a)
Agree
b)
Neutral
c)
Disagree
10. The topics covered in the program are relevant, interesting, and pertinent to work?
a)
Agree
b)
Neutral
c)
Disagree
11. Do you agree that relevant topics related to the program objectives are covered in
training program?
a)
Agree
b)
Neutral
c)
Disagree
12. Do you think that right amount of time was spent on each topic covered in the
training program?
a)
Agree
b)
Neutral
c)
Disagree
13. Do you feel that the topics covered are easy to understand?
a)
Agree
b)
Neutral
c)
Disagree
14. Which rating will you giver for overall quality?

a) Dissatisfied
c)
Neutral
d) Satisfied
15Do you think that right amount of time was spent on each topic covered in the
training program? What do you suggest for the training programs?
a) No Improvements Needed
b) Make the content more relevant and interesting
c) Shorten the training programme
d) Lengthen the training Programme
CHAPTER - 9
BIBLIOGRAPHY
BOOKS:
1. KOTHARI, C. R RESEARCH METHODOLY PUBLISHED BY TATA MC.GRAWHILL PUBLISHING COMPANY LTD.,13TH EDITION,1982.
2.
GUPTA, S. P. AND GUPTA M.P BUSINESS STATISTICS PUBLISHED BY

SULTAN CHAND & SONS, THIRTY FOURTH EDITIONS,2005.
WEBSITES:
1. www.managementhelp.org
2. http://www.hbg.psu.edu
3. http://www.hrcouncil.com
4. www.investleaf.com

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Training and Development at Investleaf

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ACKNOWLEDGEMENT

_________________________university for giving me an opportunity to conduct this study.

I wish to express my profound gratitude to Mr. _________________________ for his

A special word of thanks to Mr. I. K. Sharma- Manager HR ( Investleaf Management

Training & Development

Training & Development

Training & Development

Management Solutions Pvt. Ltd.

Training & Development

Training & Development

Training & Development

The purpose of training is basically to bridge the gap between job

requirements and present competence of an employee. Training is aimed at improving the

Training & Development

NEED FOR THE STUDY:

responsibilities, increasing all round competence and preparing people to take on

Training & Development

OBJECTIVES OF THE STUDY

To identify the factors influence to increase skills of an employee

To know the areas of improving training program for employees

To provide suggestions to the management in improving Performance Appraisal

Research is a systematic method of finding solutions to problems. It is essentially an

Training & Development

A research design is a framework to prepare plan or study. It is useful as a guide to collect

Training & Development

Methods of Data Collection

Tools and Techniques for Analysis

Training & Development

Sample size is very less.

All the secondary data required will not be available.

Training & Development

Training & Development

Training & Development

Training & Development

housekeeping, building management and office support solutions.

Property Insurance Advisory on the right Insurance solutions.

Training & Development

Training is very important aspect of HRD. Training is used as a tool for

Training & Development

According to Edwin b. Flippo, "training is the act of increasing the

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

Training & Development

BETTER QUALITY OF WORK:

LOW ACCIDENT RATE:

Training & Development

NEED FOR TRAINING

developments in job operations.

Training & Development

Training & Development

On the job training

Off the job training

Training & Development

1. ON THE JOB TRAINING METHOD

Training & Development

Training & Development

Training & Development

INTERNAL TRAINING:- It is the training, imparted by the competent in house

INDUCTION TRAINING:- The objective of this training is to get new joiner to be

Training & Development

ON THE JOB TRAINING: This is conducted by the respective department head

EXTERNAL TRAINING: When an external faculty imparts training to employee

NEED FOR TRAINING:

Orientation training:- Induction & orientation training seeks to adjust newly

Training & Development