A Summer Training Report On

Training & Devopelment

Of
HDFC Life Insurance
Submitted To:

CT Institute of Advance Management Studies, Jalandhar.

In partial fullfilment of the Masters of Business Administration (MBA)

Project Guide: Mr. Ramandeep Singh (Lecturer in Management) Submitted By: Simranjeet kaur (MBA SEM-3)

(Session 2010- 2012)

CT Institute of Advance Management Studies Jalandhar TO WHOM IT MAY CONCERN This is to certify that Miss Simranjeet kaur a student of CT institute of Advanced Management & Study Jalandhar bearing Roll no :105742283811 has worked on summer project under my guidance and supervision form 13th jun30th july ,2011. I hereby certify her work excellent to the best of my knowledge. Regards
Nitin Bhardwaj

Regional-HR HDFC Life

DECLARATION
I simranjeet Kaur of MBA 3rd Semester, studying at CT Institute of Advance Management Studies, Jalandhar, hereby declare that this dissertation, titled

Training & Development in HDFC Life insurances has been prepared by me as part of the requirements of the MBA Program of the Punjab Technical University, Jalandhar, (Batch of 2010-2012). My guide for the dissertation has been lect- Mr. Ramandeep Singh.

I further declare that this project report has not been submitted earlier to any other University or Institute for the award of any Degree or Diploma.

Date: Place: Jalandhar

Simranjeet Kaur

PREFACE
There is a famous saying The theory without practical is lame and practical without theory is blind. Human resource is an important part of any business and managing them is an important task .And this is important to check the performance of the individual who is working in the company. Summer training is an integral part of the MBA students have to undergo training session in a business organization for 6 - 8 weeks to gain some practical knowledge in their specialization and to gain some working experience. To the emphasis on practical aspect of management education the faculty of CT Institute of Advance Management Studies, Jalandhar has with a modern system of practical training of repute and following management technique to the student as integral part of MBA. in accordance with the above obligation under going project in HDFC Life Insurances co.Ltd. The title of my project is Training &Development

Certainly this analysis explores my abilities,strength and built my confidances to achieve the organization as well as my personal goal.

Simranjeet Kaur

ACKNOWLEDGEMENT
I would like to add a few heartfelt word of gratitude to people who have helped and contributed in completion of this project on,

Training & DevelopmentProcedure of HDFC LIFE INSURANCE

First of all I would like to thank our HOD Sir Mr.Shalish Tripathi for encouraging us to undertake this project. I would also like to take the opportunity to thank Mr. Nitin Bhardwaj & Mrs.Heena Pura the HR Manager of Hdfc Life Inurance Company for giving me the opportunity to do my summer training in the organization. I am indebted to Mr Ramandeep Singh, faculty of human resource management, CT Institute of Advance Management Studies, for his unfailing support throughout the study. His timely suggestions and novel ideas provided a better insight for the organizational study of the company. I thank CT Institute of Advance Management Studies, for providing me with the opportunity to carry out this dissertation.

Simranjeet kaur

Index
Chapter no
1. 2. 3. 4. 5. 6. 7. 8. 9.

Topic
Introduction --About the company. --About the topic. Research methodology. --Objective of the study. Data interpretation and analysis. Findings. Suggestions Limitations of the study. Conclusion. Bibliography. Annexure

Page no

INTRODUCTION
y

ABOUT THE COMPANY.

y ABOUT THE PROJECT TOPIC

TRAINING AND DEVELOPMENT

Introduction Every organization needs to have well trained and experienced people to perform the activities that have to be done. Training

is a process of learning a sequence of programmed behaviour. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on their current job and prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance, but also which bring about the growth of the personality; help individuals in the progress towards maturity so that and they actualization become not of only their good

potential

capabilities

employees but better men and women. In organizational terms, it is intended to equip person to earn promotions and hold greater responsibility.

Training a person for a bigger and higher job is development. And this may well include not only imparting specific skills and knowledge but also inculcating certain personality and mental attitudes. As the jobs become more complex, the importance of employee society, activity development employee that is also increases. and but In a rapidly are not changing only that an an

training desirable

development also an

activity

organization must commit resources to if it is to maintain a viable and knowledgeable work force.

Training

has

played

very

important

role

in

helping

the Any

corporation to reach the commanding heights of performance. training would be considered to be successful only

when the

knowledge gained by the participants is transferred to the job performance

Training is the main function of HR. To enhance the Corporation's growth and keep the Corporation ready to anticipate all types of competition and face it too, there is a need that Human Resource should play more active role for overall progress of the

Corporation.

The

impact

of

training help them

programme to

is

to

mould

the

employee s goals with

attitude

and

synergies

individual

organizational goals. It also helps in reducing dissatisfaction, complaints, absenteeism and labour turnover.

Definition

According to Flippo,

Training is the act of increasing knowledge

and skills of an employee for doing a particular job" The major outcome of training is learning. refined skills which and useful them A trainee learns new habits, during their training

knowledge to

programme,

helps

improve

their

performance.

Training can also be defined as activities designed to change the behaviour.

Another way of defining training would be a planned programme designed to improve performance and bring about measurable

changes in knowledge, skills, attitudes and social behaviour of employees.

Training

imparts

the

ability

to

detect

and

correct

error.

Further more it provides skills and abilities that may be called on in the future to satisfy organisation s human resources needs.

Management development

Management development is an attempt at improving an individual s managerial effectiveness through a planned and deliberate process of learning. For an individual this means a change through a process of planned learning. This should be the common and

significant aim of development

from the point of view of the

trainer and the trainee in an organisational setting.

All development is self development. It must be generated within the main himself. Development is highly individual. The

development of an individual is due to his day to day experience on a job. Hence, emphasis should be on experiences from day to day work. Any activity designed to improve the performance of existing managers and to provide for a well planned growth of managers to meet future organisational needs is management

development. The change in the individual must take place in those crucial areas which can be considered as output variables:

Knowledge change; Attitude change Behaviour change

Performance change End-operational results (the last two changes being the result of the first three changes)

Nature of Training and Development

In simple words, training and development refers to the imparting of specific skills, abilities, knowledge to an employee. A formal definition of training and development is determined as follows:

It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge.

The need for training and development is determined by the employees performance deficiency, computed as follows:

Training and development needs = Standard performance Actual performance

We can make a distinction among training, education and development. Such distinctions enables us to acquire a better perspective about the meaning if the term training. Which refers to the process of imparting specific skills, Education, on the other hand is confined theoretically learning in classroom

To distinct more, the training is offered in case of operatives whereas development programs are conducted for employees at higher levels. Education however is common to all the employees.

Inputs in Training and Development

Any training and development programme must contain inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into the distant future. The inputs of training and development are as follows:

1) Skills 2) Education 3) Development 4) Ethics 5) Attitudinal Changes 6) Decision making and problem solving skills

1) Skills

Training is imparting skills to the employees. A worker needs skills to operate machines, and use other equipments with least damage and scrap. This is basic skills without which the operator will not function. There is also a need of motor skills or psychomotor skills as they are refer to performance of specific physical activities .These skills involve learning to move various parts of

their body in response to certain external and internal stimuli. Employees particularly like supervisors and executives, need interpersonal skills mostly know as people skills. These skills helps a person understand oneself and others better and act accordingly. Examples of interpersonal skills include listening. Persuading and showing an understanding of others feelings

2) Education

The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development programme must contain an element of education is well understood by the HR specialist. In fact, sometimes, organizations depute or encourage employees to do courses on a part time basis. Chief executive officers (CEOs) are known to attend refresher course conducted in many Business schools. The late Manu Chabria, CMD, Shaw Wallace, attended such a two month programme at the Harvard business school. Education is more important for managers and executives than for lower-cadre workers.

3) Development

Another component of a training and development programme is development which is less skill oriented but stress on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company. Development programme should help an employee to be a self-starter, build sense of commitment, motivation, which should again helps him being self generating. It should make their performance result oriented and help them in being more efficient and effective. It should also help in making the employee sensitive towards the environment that is his work place and outside. This programme should keep the employee aware of him i.e. his potentials and his limitations. Help him see himself as others see him and accept his self image as a prelude to change. It helps teach an individual to communicate without filters, to see and feel points of view different from their own. Also helps them understand the powers in their hands and thereby

develop leadership styles which inspire and motivate others. And finally helps install a zest for excellence, a divine discontent, a nagging dissatisfaction with the status quo.

4) Ethics

There is a need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. They are less seen and talked about in the personnel function this does not mean that the HR manager is absolved if the responsibility. If the production, finance or marketing personnel indulge in unethical practices the fault rest on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need for ethical behavior.

5) Attitudinal Changes

Attitudinal represents feelings and beliefs an individual towards others. Attitudes affect motivation, satisfaction and job commitment. Negative attitudes needs to be converted into positive attitudes. Changing negative attitudes is difficult because of (1) (2) (3) Employees refuse to change They have prior commitments and Information needed to change attitudes may not be sufficient.

Attitude must be changed so that the employee feels committed to the organization and give better performance.

6) Decision making and problem solving skills

Decision making and problem solving skill focus on methods and techniques for making organizational decision and solve work related problems. Learning related to decision making and problem solving skills seeks to improve trainees abilities to define and structure problems,

collect and analysis information, generate alternatives. Training of this type is typically provided to potential managers, supervisors and professionals

Importance of Training and development for the organization

There are many benefits of Training and Development to the organization as well as employee. We have categorized as under 1) Benefits for the organization 2) Benefits for the individual 3) Benefits for personnel and human relation, intra group and internal group relation and policy implementation

1) Benefits for the organization a) Improves communication between group and individuals.

b) Aid in orientation of new employee and those taking new job through transfer or promotion. c) Provides information on equal opportunities and affirmative action. d) Provides information on other government laws and administration policies. e) Improve interpersonal skills. f) Makes organizational policies, rules and regulations viable. g) Builds cohesiveness in group. h) Provides a good climate for learning, growth and co ordination. i) Makes the organization a better place to work and live.

2) Benefits for the individual a) Helps and individual in making better decision and effective problem solving. b) Through training and development, motivational variables of recognition

achievement, growth, responsibility and advancement are internalized and operationalised. c) Aid in encouraging and achieving selfdevelopment and self confidence. d) Helps a person handle stress, tension, frustration and conflict. e) Provides information for improving leadership, knowledge, communication skills and attitudes. f) Increases job satisfaction and recognition. g) Moves a person towards personal goals while improving interactive skills. h) Satisfies personal needs of a trainee. i) Provides the trainee an avenue for growth in his or her future.

j) Develops a sense of learning. k) Helps eliminate fear in attempting new task. l) Helps a person improve his listening skill, speaking skills also with his writing skills.

3) Benefits for personnel and human relation, intra group and internal group relation and policy implementation a) Improves communication between group and individuals. b) Aid in orientation of new employee and those taking new job through transfer or promotion. c) Provides information on equal opportunities and affirmative action. d) Provides information on other government laws and administration policies. e) Improve interpersonal skills. f) Makes organizational policies, rules and regulations viable. g) Builds cohesiveness in group. h) Provides a good climate for learning, growth and co ordination. i) Makes the organization a better place to work and live.

Training Process
The steps of Training Process are as under:

Organizational Objectives and Strategies

Assessment of Training Needs

Establishment of Training Goals

Implementation of Training programme

a) Organizational objectives and strategies

The first step in the training process is an organization in the assessment of its objectives and strategies. What business are we in? At what level of quality do we wish to provide this product or service? Where do we what to be in the future? Its only after answering these and other related questions that the organization must assess the strength and weakness of its human resources. b) Needs assessment Needs assessment diagnoses present problems and future challenge to be met through training and development. Needs assessment occurs at two levels i.e. group level and individual level, an individual obviously needs training when his or her performance falls short or standards that is when there is performance deficiency. Inadequate in performance may be due to lack of skills or knowledge or any other problem. The following diagram explains performance deficiency Performance Deficiency

Lack of skills Or knowledge

other causes

Training

Non training measures

c) Training and development objectives

Once training needs are assessed, training and development goals must be established. Without clearly-set goals, it is not possible to design a training and development programme and after it has been implemented, there will be no way of measuring its effectiveness. Goals must be tangible, verifying and measurable. This is easy where skilled training is involved

d) Designing training and development program Who are the trainees? Who are the trainers? What methods And techniques? where to conduct the program

What is the level of training e) Conducting training activities

what are the principles of learning

Where is the training going to be conducted and how? y y y At the job itself. On site but not the job for example in a training room in the company. Off site such as a university, college classroom hotel, etc.

f) Implementation of the training programme

Program implementation involves actions on the following lines:

Deciding the location and organizing training and other facilities.

y y y

Scheduling the training programme. Conducting the programme. Monitoring the progress of the trainees.

g) Evaluation of the results The last stage in the training and development process is the evaluation of the results. Since huge sums of money are spent on training and development, how far the programme has been useful must be judge/determined. Evaluation helps determine the results of the training and development programme. In the practice, however organizations either overlook or lack facilities for evaluation.

Methods of training
A multitude of techniques are used to train employees. Training techniques represent the medium of imparting skills and knowledge to employees. Training techniques are means employed in the training methods. They are basically of two types.

1) Lectures

It is the verbal presentation of information by an instructor to a large audience. The lecturer is presumed to possess knowledge about the subject. A virtue in this method is that it can

be used for large groups and hence the cost of training per employee is very low. However, this method violates the principle of learning by practice. Also this type of communication is a oneway communication and there is no feedback from the audience because in case of very large groups it is difficult to have interactive sessions. Long lectures can also cause Boredom.

2) Audio Visuals

This is an extension of the lecture method. This method includes slides, OHPs, video tapes and films. They can be used to provide a range of realistic examples of job conditions and situations in the condensed period of time. It also improves the quality of presentation to a great extent.

3) On- the Job- Training

It is used primarily to teach workers how to do their present jobs. Majority of the industrial training is on the job training. It is conducted at the work site and in the context of the job. Often, it is informal, as when experienced worker shows a trainee how to perform tasks. In this method, the focus of trainers focus is on making a good product and not on good training technique. It has several steps; the trainee first receives an overview of the job, its purpose and the desired outcomes. The trainer then demonstrates how the job is to be performed and to give trainee a model to copy. And since a model is given to the trainee, the transferability to the job is very high. Then the employee is allowed to mimic the trainers example. The trainee repeats these jobs until the job is mastered.

4) Programmed Instruction (PI)

In this method, training is offered without the intervention of the trainer. Information is provided to the employee in blocks, in form of books or through teaching machine. After going through each block of material, the trainee goes through a test/ answers a question. Feedback in the form of correct answers is provided after each response. Thus PI involves: y Presenting questions, facts, and problems to the learner.

y y y

Allowing the person to respond Providing feedback on the accuracy of the answers If the answers are correct, he proceeds to the next block or else, repeats the same.

However it is an impersonal method and the scope of learning is less as compared to other methods of training. Also the cost of preparing books, manuals and machinery is very high.

5) Computer Assisted Instruction (CAI)

This is an extension of the PI method. In this method, the learners response determines the frequency and difficulty level of the next frame. This is possible thanks to the speed, memory and the data manipulation capabilities of the computer.

6) Simulation

It is any equipment or technique that duplicates as nearly as the possible the actual conditions encountered at the job. It is an attempt to create a realistic for decision-making. This method is most widely used in Aeronautical Industry.

7) Vestibule Training

This method utilizes equipment which closely resembles the actual ones used in the job. It is performed in a special area set aside for the purpose and not at the workplace. The emphasis is placed on learning skills than on production. It is however difficult to duplicate pressures and realities of actual situations. Even though the kind of tension or pressure may be the same but the employee knows it is just a technique and not a real situation. Also the employees behave differently in real situations than in simulations. Also additional investment is required for the equipment.

8) Case study

It is a written description of an actual situation in the business, which provokes the reader to think and make decisions/ suggestions. The trainees read the case, analyze it and develop alternative solutions, select the best one and implement it. It is an ideal method to promote decision making skills. They also provide transference to an extent. They allow participation through discussion. This is the most effective method of developing problem solving skills.

The method /approach to analysis may not be given importance. Many a times only the result at the end of the case may be considered and not the line of thinking to approach it. This is a major disadvantage since case studies must primarily be used to influence or mend the attitude or thinking of an individual.

9) Role Playing and Behavior Modeling

This method mainly focuses on emotional (human relation) issues than other ones. The essences are on creating a real life situation and have trainees assumed parts of specific personalities (mostly interchanged roles of boss and subordinate to create empathy for one another). The consequence is better understanding of issues from the others point of view. Concept of Behavior Modeling:

Fundamental psychological process by which new patterns of behavior can be acquired and existing ones can be altered.

Vicarious process learning takes place not by own experience but by observation or imagination of others action.

It is referred to as copying, observational learning or imitation implying that it a behavior is learned or modified through observation of others experiences.

This change may be videotaped and showed to the trainee and he can review and critique it.

It also helps him see the negative consequences that result from not using the behavior as recommended.

10) Sensitivity Training

It uses small number of trainees usually less than 12 in a group. They meet with a passive trainer and get an insight into their own behavior and that of others. These meetings have no agenda and take place away from the workplace. The discussions focus on why participants behave the way they do and how others perceive them. The objective is to provide the participants with increased awareness of their own behavior, the perception of others about them and increased understanding of group process. Examples: Laboratory training, encounter groups. Laboratory training is a form of group training primarily used to enhance interpersonal skills. It can be used to develop desired behaviors for future job responsibilities. A trained professional serves as a facilitator. However once the training is over employees get back to being the way they are.

11) Apprenticeships and Coaching

It is involved learning from more experienced employee/s. This method may be supplemented with other off-the-job methods for effectiveness. It is applied in cases of most craft workers, carpenters, plumbers and mechanics. This approach uses high levels of participation and facilitates transferability. Coaching is similar to apprenticeships. But it is always handled by a supervisor and not by the HR department. The person being trained is called understudy. It is very similar to on the job training method. But in that case, more stress is laid on productivity, whereas here, the focus is on learning.

In this method skilled workforce is maintained since the participation, feedback and job transference is very high. Immediate returns can be expected from training almost as soon as the training is over the desired outcomes can be seen in the trainee.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

OBJECTIVES OF THE STUDY

Objectives are guiding lighting of a project in the light of which all relevant steps are taken. Objectives of the study were as given below-

y y y y y

To evaluate HDFC Life Insurance Co. Ltd, Amritsar. To describe the use of Training & Development in organization. To know how often Training was done in organization. To know what type of Training was provided to the employees by organization. To know whether Training & Development effected job performance of employees.

RESEARCH METHODOLOGY
Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts in the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem based on collected data. Thus formulation of the problem is the first and foremost step in the research process followed by the collection, recording, tabulation and analysis and drawing the conclusions. The problem formulation starts with defining the problem or number of problems in the functional area. To

detect the functional area and locate the exact problem is most important part of any research as the whole research is based on the problem. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions: collecting, organizing and evaluating data: making deductions and reaching conclusions: and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. Research can be defined as the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art In short, the search for knowledge through objective and systematic method of finding solution to a problem is research.

A. DEFINING OBJECTIVES

THE

RESEARCH

PROBLEM

AND

RESEARCH

The definition of the problem includes the study of Tranining& Developmentin the company.

B. DEVELOPING THE RESEARCH PLAN.

It has the following types: 1. DATA SOURCES Two types of data were taken into consideration i.e., primary data and secondary data. But major emphasis was given on gathering primary data. The secondary data was used only to supplement the primary and make things clear. a) Primary Data: the collection of data for this source includes personal interviews of employees by the filling of questionnaire.

b) Secondary Data: In this study the secondary data is collected from the following.

Sources:
Companys website. Reports of company. Discussion with official person.

2. SAMPLING PLAN
An integral component of a research design is the sampling plan. Specifically the sampling plan address three questions: whom to survey, how many to survey, and how to select them. The following procedure is give below accordingly.

Population:
The population interviewed in the research is employees of the HDFC life Insurance co.ltd, in the Amritsar City.

Sample Size:
The sample size covered during the research is of 50.

Sample Element:
The sample element of the research is officials.

Research Duration:
The duration of the study was eight weeks.

Sample Extent:
The sampling procedure followed is random sampling.

Research Instrument: In this study the research instrument is Questionnaire: It consists of a set of 13
questions presented to respondents. The questionnaire is considered as the most important thing in a survey operation. Hence it should be carefully constructed. Structured questionnaire consist of only fixed alternative

questions. Such type of questionnaire is inexpensive to analysis and easy to administer. All questions are closed ended.

DATA INTERPRETATION AND ANALYSIS

Data interpretation and analysis is basically deals with the data which is collected for the research purpose is here evaluated and then the data which is relevant is to be used for the research purpose and finally is should be used for the data interpretation with help of various diagrams and tables which is being used for the properly defining the data which is collected from the various respondents accordingly.

The entire project is base upon training & its effectiveness. It was therefore necessary to check the effectiveness of training programmes conducted by kosmo motors. To fulfill this purpose , a questionnaire was designed & distributed to employees. The sample size taken was 50. The questionnaire is attached at the end of report. The analysis & findings are as follows:1. Are training needs assessed in HDFC Life Insurances through

organizational goals and objective? No. of Respondents %age of Respondents

Particulars Agree Disagree Total 45 5 50 90 10 100

10%

agree disagree

90%

INTERPRETATION: 45% respondents agree that training needs in kosmo Tvs are assessed through organizational goals & objectives.5% respondents do not agree 2. Does training provide exposure to different work environment aimed at career development?

Particulars Agree Disagree Total

No. of Respondents 45 5 50

%age of Respondents 90 10 100

10%

agree disagree

90%

INTERPRETATION: 90% respondents thinks that training provide exposure to different work environment aimed at career development & remaining 10% respondents do no agree with this statement

3. Is productivity of the trainees measured after training?

Particulars Yes No Total

No. of Respondents 50 0 50
0%

%age of Respondents 100 0 100

Yes No

100%

Interpretation: 100% respondents feel that efficiency of trainee is measured after training.

4. Is there any improvement in productivity after getting training?

Particulars Agree Disagree Total

No. of Respondents 45 5 50

%age of Respondents 90 10 100

10%

agree disagree

90%

INTERPRETATION: 90% respondents agree that there improvement in productivity after training while 10% respondents do not agree

5.Are the trainees who show there improvement in productivity after getting

training, given any kind of incentives?

Particulars Yes No Total

No. of Respondents 45 20 50

%age of Respondents 60 40 100

30% Yes No 70%

Interpretation: From the sbove graph it is clear that 60% respondents have shown improvement in there productivity after getting training ,so they are provided with incentives while 40% respondents are not given incentives

6. Are the training contents relevant to your needs?

Particulars Yes No Total

No. of Respondents 45 5 50

%age of Respondents 90 10 100

10%

agree disagree

90%

Interpretation: From the sbove graph it is clear that 90% of the respondents think think that training content relevant to there needs & remaining 10% think that training contents are not relevant to there needs

7. Do you training should be application oriented?

Particulars Yes No Total

No. of Respondents 46 4 50

%age of Respondents 92 8 100

30% Yes No 70%

Interpretation: From the above graph it is clear that training should be application oriented & remaining 8% respondents do not agree.

8. Do you think training given to you helps you in achieving your personnel goals in addition to achievement of organizational goals?

Particulars Yes No Total

No. of Respondents 35 15 50

%age of Respondents 70 30 100

30% Yes No 70%

Interpretation: From the above graph it is clear that 70% respondents think that training helps in achieving goals in addition to achievement of the organizational goals.30% think that training doesnt help in achieving personal & organizational goals.

9.At what level you are working at present?

Particulars Lower level

No. of Respondents 20

%age of Respondents 40 34 26 100

Lower middle level 17 Middle level Total 13 50

Lower level Lower middle level Middle level

Interpretation: From the above graph it is clear that majority 40% of the respondents working at lower level while 34 % are working at lower middle level & remaining 26% are working at middle level of organinzatoin 10.Does your organization provide training to the employees? Particulars Yes No. of Respondents 50 %age of Respondents 100

No Total

0 50

0 100

0%

Yes No

100%

Interpretation: From the above chart it is clear that 100% of the employed surveyed are aware of the training pogrammes conducted by company. 11. What kind o training facility is provided by the company? Particulars No.of respondents %age of respondents On the job Off the job Both Total 15 10 25 50 30 20 50 100

30% On the job 50% Off the job Both

20%

Interpretation:From the above graph it is clear that 50% respondents are provided both on/off training while 30% respondents are provided with on job training & remaining 20% are provided with off job training.

12. Are you aware about the following on job training method? Particulars No.of respondents %age of respondents On specific job Apprenticeship method Job rotation Total 17 10 23 50 34 20 46 100

34% 46% On specific job Apprenticeship method Job rotation

20%

Interpretation: From the above graph it can be seen that 46% respondents are aware of job rotation method,34%respondents are aware of on specific job method & 20% respondents are aware of apprenticeship method. 13.Are you aware about the following off the job training mrthods? Particulars No.of respondents %age of respondents Conference method Lecture method Brain storming Total 30 15 5 50 60 30 10 100

10%

Conference method 30% 60% Lecture method Brain storming

Interpretation : From the above data it can be seen that 60% of respondents are aware of conference method while 30% respondents are aware of lecture method & remaining 10% aware of brain storming.

y FINDINGS y CONCLUSION AND RECOMMENDATIONS

FINDINGS OF THE STUDY

From the above tables, figures and the list of factor analysis explains the awareness, need and benefits of performance appraisal among the employees of Bajaj Allianz Life Insurance Co.Ltd, Kapurthala. Based on the analysis the following results had been found outy y y y y y y Every organization provide the training to employees. Most of the employees know what exactly is expected from him at work. Mostly Training & Development programs being conducted in organization is on requirements of employees. There is different kinds of Training which is provided to employees. Training & Development programs is conducted by immediate supervisor. Most of the employees believe that Training provide the effectiveness in his work. Training & Development also increase the knowledge of the employees.

Conclusion
Training & Development has transformed from an add-on function to a core function of companies. It has become more of a science with systematic rules and formats guiding the companies on how to go about training and development. And that is the way it should be.

Training and development is a necessity for both the trainer and the trainee. The trainer (the company) would want to make its staff more efficient in this highly competitive world. It would want its employees to know the latest trends and technologies and use them according to the companys principles and objectives. The trainees (staff) on the other hand, view training and development as a stepping stone for enriching their career and fulfilling their personal needs. Training and development is another round of education for them, the knowledge from which is to be applied later. So, its more of a mutual necessity and agreement between the companies and their respective employees when it comes to training and development.

The future would demand more from the employees as well as the companies in terms of productivity. New technology, multi-tasking, group culture, etc. will be more emphasized upon. This means training and development is going to be even more important, complex and rigorous. Companies already foresee this and are already in preparations to make their staff

better equipped. On this we conclude our report with the following words Education ends with school but learning ends with life.

RECOMMENDATIONS

After carrying on the study, the following recommendations had been made:y y y y y The Training & Development should be done more effectively. Performance of the employees are increase through training & development. Much employee involvement should be there. With the help of training, skills,knowledge & ability of the employees are increase. Time to time effectiveness should be checked for these programs.

Bibliography BOOKS:

WEB ADDRESS:
y y y www.HDFC Life Insurance.com www.wikipedia.com www.google.com

ANNEXURE

QUESTIONNAIRE
I am a student of MBA from CT institute of Advance Management Studies, Jalandhar. I am undertaking a project titled: Study on Training & Development I request you to kindly spend few minutes to fill this Questionnaire which will help me in completing my Project. I assure you the information provided will be kept confidential and will only be used for the as said above purpose. Thanking You. Simranjeet kaur

General information
Name Age Gender Qualification What is your job title? ......................... Work experience ......................

Q1:Are training needs assessed in HDFC Life Insurances through organizational goals and objective? Yes No

Q2:Does training provide exposure to different work environment aimed at career development? Yes
Q3:Is

No

productivity of the trainees measured after training? Yes No

Q4: Is there any improvement in productivity after getting training? Yes No

Q5:Are the trainees who show there improvement in productivity after getting training, given any kind of incentives? Yes No

Q6: Are the training contents relevant to your needs? Yes No

Q7:Do you training should be application oriented?

Yes

No

Q8:Do you think training given to you helps you in achieving your personnel goals in addition to achievement of organizational goals? Yes No

Q9:At what level you are working at present? Lower level Lower middle level Middle level

Q10:Does your organization provide training to the employees? Yes No

Q11: What kind o training facility is provided by the company? On the job Off the job Both Q12:Are you aware about the following on job training method? On specific job Apprenticeship method Job rotation Q13:Are you aware about the following on job training method?

Lecture method Conference method Brain storming

THANK YOU SO MUCH