Government Engineering College,

Jhalawar

A PROJECT REPORT
ON
“Para banking (Saving Schemes)”

FROM
Sahara India Pariwar’s Sahara Bank of India,
Khanpur (2228)

Submitted to
Hitesh Sharma (Lecturer Dept. of management studies)

Submitted By
Renu Rathore
Roll No.
Division

IN PARTIAL FULFILLMENT OF
(BBA PART FIRST 2008-2009)

1
 Declaration

I, Miss Renu

Hereby declare that this project report is the record of authentic work carried out by me during the
period of 2 Months and has not been submitted to any other University or Institute for the award of
any degree/ diploma etc.

Signature:

Name of the student:

Date:

2
 ACKNOWLEDGEMENT

This is serve gratitude to all those people without whom this PROJECT would
have never seen the light of day.

An endeavour is difficult to even initiate without the help of many souls who are
always there by the grace of God. Researcher project is a result of help provided by many
people.

First of all I acknowledge our sincere gratitude and indebtedness to Mr. Nand
Kishore Chittora Manager of Sahara Bank, Khanpur, for giving us invaluable
opportunity to make this project report on and there after providing me constant
guidance.

I also want acknowledge how much I have learn from working with my
colleagues who provide me with the time support and inspiration needed to prepare this
project. I would also like to thank all the members of security equipment division who
spent their valuable time to cooperate with me.

Last but not the least; Researcher would also like to express his sincere thanks to
other colleagues and trainees at Sahara bank, Khanpur. Who provided me with the
necessary congenial atmosphere for the timely completion of his project and for the
encouragement and support throughout the course of training.

Finally I would like to thank the August Person Mr.Hitesh Sharma,

Lecturer, Department of management studies. It is my foremost duty to express my
deep sense of Grattitude.

Thanking You !

Khanpur Yours sincerely,

Date- / / 2009 Priyanka Soni

3
 PREFACE

I want to express my experience and practical knowledge that I gained during the
training at Sahara Bank, Khnapur. It was my first experience when I went to the market
not to buy any thing but to do the survey and to promote the Investment Plans and Para
Banking Schemes in the market.

The basic need of these Schemes is to ensure about the policies and the strategies
in the market. On first day I was nervous, but because of the good image of the Sahara
India Pariwar.in the market the people attended us positively. Many people came
themselves to us for knowing the details about the product.

For accomplishment of the project report I daily think about the conditions and
views and then I used to compose the whole thing on computer. In making the project
report theoretical knowledge was needed more than the practical which was given to us
by my professors in our institutes. In the market the experience relating to the practical
knowledge was very good which realized us about the real conditions of the marketing.

The project flows logically consisting of market research, data collection

method and questionnaire. It hoped that the findings and the suggestions will help the
company, confidently to formulate its strategy in comparison to its competitors.

Lastly I am giving thanks to Mr. N.K.Chittora and Mr. Mahendra Gautam,

who gave me their precious time to make project successful.

Thanking You,

Khanpur Yours sincerely,

Date- / / 2009 Priyanka Soni

4
 Chapter Scheme
S. No. Content Pg. No.
1 Declaration 2
2 Acknowledgement 3
3 Preface 4
4 Executive Summary 6
5 Chapter-1 Introduction 7
6 Overview and Keys 9
7 Four Drivers in Parabanking 10
8 Brands and Products Pattern 11
9 About Different Chases 12
10 Successful keys of Sahara 13
11 Introduction of Training and Development 14
12 Training Systems 15
13 Transitional Models 16
14 Chapter-2 Research Methodology 17
15 Data Collection 18
16 Primary Data 19
17 Sampling Methodology 20
18 Secondary Data 20
19 Chapter-3 Data analysis and Interpretation 21
20 Analysis of Secondary Data 22
21 Chapter-4 Findings 23
22 Key Findings 24
23 Chapter-5 Suggestions and Recommendations 25
24 Recommendations 26
25 Chapter-6 Conclusions 27
26 Conclusion on the basis of all above steps 28
27 Chapter-7 Annexure 29
28 Questionnaires 30
23 Chapter-8 Bibliography 33
24 Websites and Books 34

5
 Executive Summary

Research can be defined as a systemized effort to gain new knowledge. A

research is carried out by different methodologies which have their own pros and cons.
Research methodology is a way to solve research in study and solving research problems
along with logic behind them are defined through research methodology.

Objective of the study

 Study and identify the current features of the Investment Plans

 Analysis of general individual investment patterns.
 To know awareness of these products among people.
 To know the different aspects about field work.
 To study the diversification of products.
 To study the purpose, process, principle, functions of the post training evaluation.
 To study the different types of methods/techniques used to evaluate the training.

Research Methodology

The project report made on “Para Banking (Saving Scheme)” at Sahara Bank,
Khanpur.

The research work was accomplished in Khnapur. So Khanpur is my universe. The

Sample unit was the residential places where I accomplished my training programme.
According to available resources.

The term Research Methodology, however, is also used in a rather more specific
sense, as almost a synonym for research design. In this sense it indicates the practical
way in which the whole management thesis has been organized.

Research Methodology which gives the guideline that how to conduct the Market Survey
from the specified area. It is also important to evaluate the ethical issues inherent in the
research and to explain the practical strategies which will be undertaken to ensure that the
research complies with these ethical principles.

6
CHAPTER-1 (INTRODUCTION)

7
 Introduction

Managing Worker & Chairman – “Saharasri” Subrato Rai Sahara,

In 1978 at Gorakhpur, India.

Today, I feel proud of the fact that I am the Guardian of the World's largest
family. Perhaps, I am the world's only person whose family is so vast, so disciplined, so
dedicated and so committed. Such a vast family as Sahara India Pariwar has a grand
and infinite future and I am sure that we will sustain our duty, consciousness, discipline
and dutifulness with a sense of dedication, as we have always done in the past, so that
together we could build an India full of energy and radiance.

Sahara India Pariwar is a major entity on the corporate scene having diversified
business interests that include Finance, Infrastructure & Housing, Media &
Entertainment, Consumer Products, Manufacturing, Services & Trading.

Sahara India- a corporate, which believe that quality, is never an accident it is a

result of planning, team work and a commitment of excellence. Sahara India Pariwar is a
multi-business conglomerate with diversified business interest that includes finance, real
estate, media & entertainment, tourism & hospitality, and service & trading.

Introduction of Parabanking in Sahara.

India’s largest residuary non-banking company in the private sector with the highest yearly
deposit level.

 Number of deposit accounts as on July 2009 - 3.25 crore

 1508 Service Centres
 Succeeded in inculcating the savings habit amongst the common man-
middle/lower middle/lower class of the society with even a minimum daily
deposit of Re.1.
 Contributing to the national economy for the overall development of the country,
through money invested in Government Securities, Banks & Institutions.
 Sponsor of Sahara Mutual Fund.

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 Co-promoter of Life Insurance business under the name and style of Sahara
India Life Insurance Company Limited.

OVERVIEW

 The employees at Sahara India Pariwar greet each other by saying “Sahara
Pranam”.

 Every year, republic day and independence day is celebrated as Bharat Parv
( national festival) and Sahara India Pariwar celebrates it as the biggest event of
the pariwar( family).

 Sahara India Pariwar has been the official sponsors of the Indian cricket team and
Indian hockey team.

 Sahara India Pariwar in often referred as the world’s largest family.

 910,000 workers/ employees and no trade union.

 Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar
less clear-to-sky dome of its kind.

 Holds the Guinness world record for planning 125,256 trees by 1400 volunteers in
6 hours and 35 minutes 0n 5th June 1988 at amby vally city.

 Hold the record in India for 25%-50% hike in the gross salary of all of its
employees at one go.

 Conducts mass marriage ceremony of 101 underprivileged girls every year.

 Subrato Roy Sahara is also referred as “Saharasri”.

Our Keys

 Emotion
 Discipline
 Duty
 No discrimination
 Quality
 Give respect
 Self-respect
 Truth

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  Collective Materialism
 Religion
 Absolute Honesty

Four Drivers in Parabanking

THE DIRECTION :

To invest and keep invested 100% of deposit liabilities along with interest accrued
thereon in high quality securities as specified/approve d by Reserve Bank Of India
(including Government Securities and/or Government Guaranteed Bonds and
Fixed/Certificate of Deposit of Scheduled Commercial Banks and/or Government
Financial Institutions).

SAFETY OF THE INVESTED SCRIPS :

To keep scrips in safe custody with a nationalised bank. Not even a single paisa
withdrawal from its investments for its expenses or other use. Withdrawals can only be
possible for discharge of liabilities to the depositors.

SECURITY FOR DEPOSITORS :

All these securities are to be valued at their current market price and the realisable value
of all these assets should at any point of time be 100% or more of the aggregate deposit
liabilities alongwith interest accrued thereon. Thus there is a full cover for all the
depositors.

AUTHENTICATION :

The above pattern of investment is authenticated on a quarterly basis by the statutory

auditors and the auditors' certificate issued at the end of every March, June, September &
December, is submitted to the Reserve Bank of India within a specified time. Various
other returns as per statutory requirements are also furnished regularly.

10
 Sahara India Financial Corporation Limited is the largest deposit mobilisation
company in the private sector with the highest yearly deposit level in India. It is the first
Residuary Non-Banking Company (RNBC) to be granted a certification of registration by
the Reserve Bank of India. It has over 61 million esteemed depositors.

Controls & Checks

 Customized application software are being used to provide prompt, error free &
secure services to our esteemed depositors.

 All receipts and payments are possible only after a set of foolproof controls,
without any need for human reconciliation.

 Each and every payment at all branches is through a computer processed advice
issued from the headquarters.

 Over 1500 establishments have online connectivity through a network of VSAT

points making communication fast and reliable.

Brands and Product Patterns :

 Para Banking

 Mass Communication

 Rashtriya Sahara

 Aviation

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  Sahara TV

 Sunder Ban Project

 Infrastructure and Housing

 IT and E-Commerce

 Consumer Products

 Projects and Properties

WE CHASE QUALITY, QUANTITY CHASES US

Under its finance businesses Sahara operates in Parabanking, Life Insurance,

Mutual Funds and Home Loans sectors. Under the flagship real estate project Sahara City
Homes chain of townships is proposed to be developed across 217 cities in India.
Recently Sahara has launched its Sahara Grace brand of residential complex at Kochi.
After Sahara Grace at Gurgaon and Lucknow the Kochi project is the third under this
brand which is positioned to provide a product mix of apartments and penthouses to its
residents. Other ventures of Sahara real estate business are Sahara States – Lucknow,
Gorakhpur, Hyderabad and Bhopal, Brand malls – Sahara Ganj, Lucknow and Sahara
Mall, Gurgaon.

Sahara is also active in Media & Entertainment businesses. It owns a National

Hindi News Channel Samay, bouquet of 36 city specific regional news channels Sahara
Samay, Sahara One, general entertainment channel and a Hindi movie channel Filmy.
Sahara Samay received the "Broadcast Engineering Excellence Award" in 2008 for its
network newsroom technology. Sahara has recently launched FIRANGI channel which
is positioned as World Television in Hindi.

Sahara has also forayed into the print medium. In print industry Sahara has one
national weekly magazine in English, 6 editions of Hindi Daily Newspaper Rashtriya
Sahara, nine editions of Urdu Daily Newspaper Roznama Rashtriya Sahara and one
International Urdu Weekly.

WHAT
A commitment of Sahara India Pariwar to the genuine needs and rights of anybody &
everybody - Be it to a depositor, newspaper reader, consumer .... all business associates
and Sahara India Family Members.

NEED
India needs effective consumer protection and protection of workers' genuine rights.
There are various agencies, promising protection & action. But no external body can
provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH
STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as

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its very dominating nature.

MOTTO
We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH
QUALITY - means enthusiastic, productive performance of duty "KARTAVYA' towards
the consumer', workers' genuine satisfaction.

AIM
To provide justice - be it a matter of the tiniest imperfection or injustice in our
COMMITMENT - products or services. direct or indirect, short term or long term.

Successful Keys Of Sahara India Pariwar :

Emotion
Emotion is in Performance of genuine duties towards the loved ones primarily in their benefit,
from their point of view. “EMOTION” is THE “KEY” that generates the required energy and
enthusiasm for desired quality performance.

Discipline
The enthusiastic obedience of laws and orders, which are given by the rightful authority.

Duty
The enthusiastic obedience of laws and orders, which are given by our CONSCIENCE.

No Discrimination
Never should we discriminate in any of our actions, reactions, attitudes, decisions, conclusions,
in any of our expressions while caring for the “six healths” of other human beings, namely
physical, material, mental, emotional, social and professional healths.

Quality
Results from honouring Rules, Regulations, Commitments, Values, Fairness, Performance of
Duties by honestly balancing one's own and others' reasonable point of view in the matters of
Material & Emotional aspects.

Give Respect
To definitely make others feel important and respected by giving “sincere regard” to others'
“feelings, reasonable wishes & thoughts” with an open and receptive mind and warmth.

Self-Respect
To develop a sense of respect for oneself in others' mind, i.e. to generate genuine & warm
feelings for oneself among others on a continuous basis.

Truth
Means total transparency in action, reaction, attitude and all other expressions and the
conviction to follow the right course.

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Collective Materialism
Means to progress and prosper together for collective sharing and caring and not individually
or for a select group.

Religion
There is a religion higher than religion itself - it is Nationality. We may practise our religions
in the confines of our homes, but outside, we should be Indians and only Indians.
'Bharatiyata' or Nationalism thus becomes our supreme religion.

Absolute Honesty
People generally manipulate and deceive for achieving their unreasonable desires and greed if
others do not or can not see, hear or understand. But we firmly believe that our mind inside
knows the truth and we should be absolutely honest to our mind inside and accordingly our
actions, reactions, directions, decisions and all our expressions should be present in all human
dealings

INTRODUCTION OF TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured
format.

TRAINI NG AND DEVELOPME NT DEFINED :

It is concerned with the structure and delivery of acquisition of knowledge to

improve the efficiency and effectiveness of organization. It is concerned with improving
the existing skills and exploring the potential skills of the individual i.e. upgrading the
employees’ skills and extending their knowledge. Therefore, training is a key to
optimizing utilization human intellectual technological and entrepreneurial skills
Training and Development referred to as:

• Acquisition and sharpening of employees capabilities that is required to perform various

obligations, tasks and functions.

• Developing the employee’s capabilities so that they may be able to discover their
potential and exploit them to full their own and organizational development purpose.

• Developing an organizational culture where superior-subordinate relationship, team

work, and collaboration among different sub units are strong and contribute to
organizational wealth, dynamism and pride to the employees.

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THE TRAINING SYSTEM

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

SYSTEM MODEL TRAINING

The system model consists of five phases and should be repeated on a regular
basis to make further improvements. The training should achieve the purpose of helping
employee to perform their work to required standards. The steps involved in System
Model of training are as follows:

1. ANALYZE and identify the training needs i.e. to analyze the department, job,
employees requirement, who needs training, what do they need to learn, estimating
training cost, etc The next step is to develop a performance measure on the basis of which
actual performance would be evaluated.

2. DESIGN and provide training to meet identified needs. This step requires developing
objectives of training, identifying the learning steps, sequencing and structuring the
contents.

15
3. DEVELOP- This phase requires listing the activities in the training program that
will assist the participants to learn, selecting delivery method, examining the training
material, validating information to be imparted to make sure it accomplishes all the goals
& objectives.

4. IMPLEMENTING is the hardest part of the system because one wrong step can lead
to the failure of whole training program.

5. EVALUATING each phase so as to make sure it has achieved its aim in terms of
subsequent work performance. Making necessary amendments to any of the previous
stage in order to remedy or improve failure practices.

TRANSITIONAL MODEL :

Transitional model focuses on the organization as a whole. The outer loop

describes the vision, mission and values of the organization on the basis of which training
model i.e. inner loop is executed.

VISION – focuses on the milestones that the organization would like to achieve after the
defined point of time. A vision statement tells that where the organization sees itself few
years down the line. A vision may include setting a role mode, or bringing some internal
transformation, or may be promising to meet some other deadlines.

MISSION – explain the reason of organizational existence. It identifies the position in

the community. The reason of developing a mission statement is to motivate, inspire, and
inform the employees regarding the organization.The mission statement tells about the
identity that how the organization would like to be viewed by the customers, employees,
and all other stakeholders.

VALUES – is the translation of vision and mission into communicable ideals. It reflects
the deeply held values of the organization and is independent of current industry
environment. For example, values may include social responsibility, excellent customer
service, etc

TRAINING NEED TRAINING

ANALYSIS
DESIGN

TRAINING
PROCESS

TRAINING 16 TRAINING
EVALUATION IMPLEMENTATI
ON
2. RESEARCH METHODOLOGY

17
DATA COLLECTION :

Data collection is a term used to describe a process of preparing and

collecting business data - for example as part of a process improvement or similar
project.

Data collection usually takes place early on in an improvement project, and is often
formalized through a data collection Plan which often contains the following activity.

Pre collection activity – Agree goals, target data, definitions, methods

Collection – data collection

Present Findings – usually involves some form of sorting analysis and/or presentation.

There are two methods of data collection which are discussed below:

DATA COLLECTION

PRIMARY DATA SECONDARY DATA

(Data collection techniques)

QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL

SOURCE SOURCE

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 Unstructured

PRIMARY DATA

In primary data collection, you collect the data yourself using methods such as interviews
and questionnaires. The key point here is that the data you collect is unique to you and
your research and, until you publish, no one else has access to it.

I have tried to collect the data using methods such as interviews and questionnaires. The
key point here is that the data collected is unique and research and, no one else has
access to it. It is done to get the real scenario and to get the original data of present.

DATA COLLECTION TECHNIQUE :

 Questionnaire:

Questionnaire are a popular means of collecting data, but are difficult to design and often
require many rewrites before an acceptable questionnaire is produced. The features
included in questionnaire are:
• Theme and covering letter
• Instruction for completion
• Types of questions
• Length

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  Interview:

This technique is primarily used to gain an understanding of the underlying reasons and
motivations for people’s attitudes, preferences or behavior. The interview was done by
asking a general question. I encourage the respondent to talk freely. I have used an
unstructured format, the subsequent direction of the interview being determined by the
respondent’s initial reply, and come to know what is its initial problem is.

SAMPLING METHODOLOGY

Sampling technique:

Initially, a rough draft was prepared keeping in mind the objective of the research. The
final questionnaire was arrived only after certain important changes were done. Thus my
sampling came out to be judgmental and continent.

Sampling Unit:

The respondents who were asked to fill out questionnaires are the sampling units. These
comprise of Sahara Bank Branch Khanpur, Sahara India Pariwar , who had attended the
personality development workshop.

SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics or
financial) or qualitative data (usually words or text). Quantitative data may often be

20
presented in tabular or graphical form. Secondary data is data that has already been
collected by someone else for a different purpose to yours.

3. DATA ANALYSIS & INTERPRETATION

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 ANALYSIS OF SECONDARY DATA

Training and development functions

SAHARA INDIA PARIWAR

TEAM-HEAD

Training calander
Training budget
Training feedback
Training manuals
Networking

TEAM TEAM
TEAM
MEMBER 1 MEMBER3 TEAM
MEMBER 2
MEMBER4
IT support Training
Module design
Project/Summer initiative Library mgmt
Module
training Internal Books
development
Training External Journal
Products
feedback or Concept Dak(In/out)
Training
evaluation Development database
Best HR
Admin task Training Record
practices
Database Evaluation Maintenance
management

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4.FINDINGS

23
KEY FINDINGS :

 Mostly all the Clients and investors are well aware of the role and importance of the
training,They are self motivated to attend such training program as it will result in their
skill enhancement & improving their interpersonal skill.

 Sahara Bank’s Staff, Sahara India Pariwar , time to time training is provided to all the
training students and it is continuous process.

 Two types of training is provided to the Students of Sahara Bank, sahara India Pariwar
-induction training and soft skill development training.

 Questionnaire is the most popular mean of evaluating the training program in Sahara
India Pariwar.

 Most of the Students feel that interview is the most appropriate method of evaluating the
training program.

 Post training evaluation focus on result rather than on the effort expended in conducting
the training and it worth the time, money and effort.

 Most of the participants are benefitted by giving feedback after attended the training. It
motivated them to do better, helped them to increase their job performance and is an aid
to future planning.

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5.SUGGESTIONS AND RECOMMENDATIONS :

25
Recommendations :

 The management must commit itself to allocate major resources and adequate time to
training.

 Ensure that training contribute to competitive strategies of the firm. Different strategies
need different Investment skill for implementation. Let training help employees at all
levels acquire the needed skill.

 Ensure that a comprehensive and systematic approach to training exists, and training and
retraining are done at all levels on a continuous and ongoing basis.

 Ensure that there is proper linkage among organizational, operational and individual
training needs.

 Skill based training (product/process training) should also be provided.

 Besides questionnaire other methods of post training evaluation should also be used like
interviews, self diaries, observation and supplement test.

 The evaluation procedure must be implemented concerning trainer, trainee and subject.

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6. Conclusion

27
Conclusion on the base of all above steps :

Professional competence describes the state-of-the-art, Area- knowledge, expertise and

skill relevant for performing excellently within a specific functional department. “This
competence insures that technical knowledge as well as insures about the investment
policies and techniques which implies all bonds, saving schemes and sales promotions.” used
within a firm for the welfare of its stake-holders.

Training evaluation is the important part of training process. It provides a feedback and
help the sponsors and the resource persons for improvement at the level of individual
performance and in the strategy formulation for training and development. Post training
evaluation can be used to identify the effectiveness and valuation of training programme, to
identify the ROI (return on investment), to identify the need of retraining and to provide the
points to improve the training.

LIMITATION OF THE STUDY :

 The study is limited to the Sahara Bank, SAHARA INDIA PARIWAR, LUCKNOW. So
the study is subject to the limitation of area.

28
 The time period of the study was only Eight weeks which may provide a deceptive
picture in comparison of the study based on long run & time-investment plans.

 Sahara Bank,, Sahara India Pariwar only provides soft skill development training, not
skill based (product/process) training. So how can one evaluate the skill based training is
still unresolved.

 The study is based only on secondary & primary data so lack of keen observations and
interactions were also the limiting factors in the proper conclusion of the study.

7.ANNEXURE

29
 QUESTIONNAIRE

1) What do you understand by training?

a) Learning
b) Enhancement of knowledge, skill and aptitude
c) Sharing information
d) All of above

2) Training is must for enhancing productivity and performance.

a) Completely agree
b) Partially agree
c) Disagree

30
d) Unsure

3) (i) Have you attended any training programme in the last 01 year?
a) Yes
b) No

(ii) If yes ,which module of soft skill development training?

a) Personality and positive attitude

b) Business communication
c) Team building and leadership
d) Stress management and work-life balance
e) Business etiquettes and corporate grooming
f) All of above

4) (i) After the training ,have you given feedback of it?

a) Yes
b) No

(ii) If yes, through which method?(can select more than one)

a) Questionnaire
b) Interview
c) Supplement test
d) If any other please specify _______________

5) Which method of post training feedback according to you is more appropriate?

a) Observation
b) Questionnaire
c) Interviews
d) Self diaries
e) Supplement test

6) (i) Do you think that the feedback can evaluate the training effectiveness?
a) Yes
b) No

31
 (ii) If yes, how can the post training feedbacks can help the participants?(can
select more than one)

a) Improve job performance

b) An aid to future planning
c) Motivate to do better
d) All of the above
e) None

7) Post training evaluation focus on result rather than on the effort expended in
conducting training.

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

8) What should be the approach of the post training evaluation?(can select more
than one)

a) Trainer centered
b) Trainee centered
c) Subject Centered
d) All of the above

9) What should be the ideal time to evaluate the training?

a) Immediate after training

b) After 15 days
c) After 1 month
d) Cant say

10) Should the post training evaluation procedure reviewed and revised
periodically?

a) Yes
b) No

32
c) Cant say

11) Is the whole feedback exercise after the training worth the time, money and
effort?

a) Yes
b) No
c) Cant say

12) The post training feedbacks can be used :

a) To identify the effectiveness and valuation of the training programme

b) To identify the ROI( return on investment)
c) To identify the need of retraining
d) To provide the points to improve the training
e) All of above

8. BIBLIOGRAPHY

33
1. BOOKS/MAGAZINES:

SALES AND DISTRIBUTION MANAGEMENT - Mr.Panda Sahadev

FINANCIAL MANAGEMENT AND ACCOUNTING - Mr. Shah

SERVICE MARKETING AND MARKET PLANS – Mr. Rampal Gupta

2. WEBSITES:

• http://www.sahara.co.in
• http://www.sahara.org
• http://www.managementhelp.org/search/management_help_search.html?
zoom_query=training+and+development

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• http://www.inc.com/magazine/19930201/3393_pagen_7.html

• http://humanresources.about.com/od/trainingtrends/Future_Education_and_Traini
ng_Trends.htm

• http://humanresources.about.com/od/training/Training_Development_and_Educat
ion_for_Employees.htm

• http://traininganddevelopment.naukrihub.com/

35
 Regards,

PRIYANKA SONI

-------------------------

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