Professional Documents
Culture Documents
The training objectives are designed in accordance with the company goals and
objectives. The general objectives of any training program are:
To inculcate the basic knowledge and skill to the new entrants and to enable
them to perform their jobs well.
To enable the employee to meet the changing requirements of the job and the
organization.
To demonstrate the employees the new techniques and ways of performing the
job or operations.
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OBJECTIVES OF THE STUDY
To know the employees awareness & level of satisfaction about the training
program in the organization
2
NEED OF THE STUDY
There is need to know the impact of training that organization can equip
its employees with new skills and knowledge to meet challenges thus
the study is undertaken.
3
SCOPE OF THE STUDY
The study is an analysis on the Training and development program followed
Investleaf .
The survey was conducted on the method of training system that was
followed in Investlef.
The study has only made a humble attempt on the employees feedback on
training based on different criteria
The survey conducted will provide the details about the feedback of
employees towards training process at Investleaf .
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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 hypothesis”1
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.
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.
Sample
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Methods of Data Collection
The data was collected through Primary and secondary sources.
Primary data
Primary data is personally developed data and it gives latest information and
offers much greater accuracy and reliability.
There are various sources for obtaining primary data i.e., Mail survey,
personal interview,
Secondary data
Secondary data is the published data. It is already available for using and its
saves time. The mail source of secondary data are published market surveys,
government publications advertising research report and internal source such as sales,
sales records orders, customers complaints and other business record etc. the study
has also depended on secondary data to little extent, which is collected through
internal source.
Research Instrument:
For this survey personal interview method was used for collecting primary data. This
survey was conducted by face to face interview with employees and found to be best
suited to collect the primary data for this project.
The data are presented through charts , Tables, percentage method and chi2 Test.
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LIMITATIONS
The limitations of the study are the following
The data was collected through questionnaire. The responds from the
respondents may not be accurate.
The sample taken for the study was only 50 and the results drawn may not be
accurate.
Since the organization has strict control, it acts as another barrier for getting
data.
The study covers the office premises of Investleaf at Hyderabad only. Due to
the limited sample size, the facts relabeled in the study may not generalize.
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INDUSTRY PROFILE
Financial Markets
Finance is the pre-requisite for modern business and financial institutions play
a vital role in the economic system. It is through financial markets and institutions that
the financial system of an economy works. Financial markets refer to the institutional
arrangements for dealing in financial assets and credit instruments of different types
such as currency, cheques, bank deposits, bills, bonds, equities, etc.
Financial market is a broad term describing any marketplace where buyers and
sellers participate in the trade of assets such as equities, bonds, currencies and
derivatives. They are typically defined by having transparent pricing, basic regulations
on trading, costs and fees and market forces determining the prices of securities that
trade.
In a nutshell, financial markets are the credit markets catering to the various
needs of the individuals, firms and institutions by facilitating buying and selling of
financial assets, claims and services.
8
CLASSIFICATION OF FINANCIAL MARKETS
Financial
markets
Primary Commercial
Market Bill Market
Government
Securities
Market
Long-term
loan
market
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Capital Market
The capital market is a market for financial assets which have a long or
indefinite maturity. Generally, it deals with long term securities which have a period of
above one year. In the widest sense, it consists of a series of channels through which
the savings of the community are made available for industrial and commercial
enterprises and public authorities. As a whole, capital market facilitates raising of
capital.
Primary market:
Primary market is a market for new issues or new financial claims. Hence it is
also called as New Issue Market. It basically deals with those securities which are
issued to the public for the first time. The market, therefore, makes available a new
block of securities for public subscription. In other words, it deals with raising of fresh
capital by companies either for cash or for consideration other than cash. The best
example could be Initial Public Offering (IPO) where a firm offers shares to the public
for the first time.
Secondary market:
Money markets are the markets for short-term, highly liquid debt securities.
Money market securities are generally very safe investments which return relatively
low interest rate that is most appropriate for temporary cash storage or short term time
needs. It consists of a number of sub-markets which collectively constitute the money
market namely call money market, commercial bills market, acceptance market, and
Treasury bill market.
Derivatives Market:
The derivatives market is the financial market for derivatives, financial instruments
like futures contracts or options, which are derived from other forms of assets. A
derivative is a security whose price is dependent upon or derived from one or more
underlying assets. The derivative itself is merely a contract between two or more
parties. Its value is determined by fluctuations in the underlying asset. The most
common underlying assets include stocks, bonds, commodities, currencies, interest
rates and market indexes. The important financial derivatives are the following:
Forwards: Forwards are the oldest of all the derivatives. A forward contract
refers to an agreement between two parties to exchange an agreed quantity of
an asset for cash at a certain date in future at a predetermined price specified in
that agreement. The promised asset may be currency, commodity, instrument
etc.
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price, so the buyer would want the stock to go down.
It is a market in which participants are able to buy, sell, exchange and speculate
on currencies. Foreign exchange markets are made up of banks, commercial
companies, central banks, investment management firms, hedge funds, and retail forex
brokers and investors. The forex market is considered to be the largest financial market
in the world. It is a worldwide decentralized over-the-counter financial market for the
trading of currencies. Because the currency markets are large and liquid, they are
believed to be the most efficient financial markets. It is important to realize that the
foreign exchange market is not a single exchange, but is constructed of a global network
of computers that connects participants from all parts of the world.
Commodities Market
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Indian Financial Markets
India Financial market is one of the oldest in the world and is considered to be
the fastest growing and best among all the markets of the emerging economies. The
history of Indian capital markets dates back 200 years toward the end of the 18th
century when India was under the rule of the East India Company. The development of
the capital market in India concentrated around Mumbai where no less than 200 to 250
securities brokers were active during the second half of the 19th century.
The financial market in India today is more developed than many other sectors
because it was organized long before with the securities exchanges of Mumbai,
Ahmadabad and Kolkata were established as early as the 19th century.
By the early 1960s the total number of securities exchanges in India rose to
eight, including Mumbai, Ahmadabad and Kolkata apart from Madras, Kanpur, Delhi,
Bangalore and Pune. Today there are 21 regional securities exchanges in India in
addition to the centralized NSE (National Stock Exchange) and OTCEI (Over the
Counter Exchange of India).
However the stock markets in India remained stagnant due to stringent controls
on the market economy that allowed only a handful of monopolies to dominate their
respective sectors. The corporate sector wasn't allowed into many industry segments,
which were dominated by the state controlled public sector resulting in stagnation of
the economy right up to the early 1990s. Thereafter when the Indian economy began
liberalizing and the controls began to be dismantled or eased out; the securities markets
witnessed a flurry of IPO’s that were launched. This resulted in many new companies
across different industry segments to come up with newer products and services.
A remarkable feature of the growth of the Indian economy in recent years has
been the role played by its securities markets in assisting and fuelling that growth with
money rose within the economy. This was in marked contrast to the initial phase of
growth in many of the fast growing economies of East Asia that witnessed huge
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doses of FDI (Foreign Direct Investment) spurring growth in their initial days of market
decontrol. During this phase in India much of the organized sector has been affected by
high growth as the financial markets played an all-inclusive role in sustaining financial
resource mobilization. Many PSUs (Public Sector Undertakings) that decided to
offload part of their equity were also helped by the well-organized securities market in
India.
The launch of the NSE (National Stock Exchange) and the OTCEI (Over the
Counter Exchange of India) during the mid 1990s by the government of India was
meant to usher in an easier and more transparent form of trading in securities. The NSE
was conceived as the market for trading in the securities of companies from the large-
scale sector and the OTCEI for those from the small-scale sector. While the NSE has
not just done well to grow and evolve into the virtual backbone of capital markets in
India the OTCEI struggled and is yet to show any sign of growth and development. The
integration of IT into the capital market infrastructure has been particularly smooth in
India due to the country’s world class IT industry. This has pushed up the operational
efficiency of the Indian stock market to global standards and as a result the country has
been able to capitalize on its high growth and attract foreign capital like never before.
The regulating authority for capital markets in India is the SEBI (Securities and
Exchange Board of India). SEBI came into prominence in the 1990s after the capital
markets experienced some turbulence. It had to take drastic measures to plug many
loopholes that were exploited by certain market forces to advance their vested interests.
After this initial phase of struggle SEBI has grown in strength as the regulator of India’s
capital markets and as one of the country’s most important institutions.
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A well regulated market has the potential to encourage additional investors to
partake, and contribute in, furthering the development of the economy. The chief
capital market regulatory authority is Securities and Exchange Board of India (SEBI).
SEBI is the regulator for the securities market in India. It is the apex body to
develop and regulate the stock market in India It was formed officially by the
Government of India in 1992 with SEBI Act 1992 being passed by the Indian
Parliament. Chaired by C B Bhave, SEBI is headquartered in the popular business
district of Bandra-Kurla complex in Mumbai, and has Northern, Eastern, Southern and
Western regional offices in New Delhi, Kolkata, Chennai and Ahmedabad. In place of
Government Control, a statutory and autonomous regulatory board with defined
responsibilities, to cover both development & regulation of the market, and
independent powers has been set up.
Since its inception SEBI has been working targeting the securities and is
attending to the fulfillment of its objectives with commendable zeal and dexterity. The
improvements in the securities markets like capitalization requirements, margining,
establishment of clearing corporations etc. reduced the risk of credit and also reduced
the market.
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Another significant event is the approval of trading in stock indices (like S&P
CNX Nifty & Sensex) in 2000. A market Index is a convenient and effective product
because of the following reasons:
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Stock exchanges facilitate for the issue and redemption of securities and other
financial instruments including the payment of income and dividends. The record
keeping is central but trade is linked to such physical place because modern markets
are computerized. The trade on an exchange is only by members and stock broker do
have a seat on the exchange.
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COMPANY PROFILE
Investleaf Management Solutions Pvt Ltd 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.
Equities
Investleaf offers you 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 India Infoline Ltd.
India Infoline 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 India Infoline. India Infoline leveraged technology to bring the
convenience of trading to the investor’s location of preference (residence or office)
through computerized access. India Infoline made it possible for clients to view
transaction costs and ledger updates in real time.
Mutual Funds
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interactions with fund managers and asset management companies.
Commodities
Real Estate
New Projects aggregated across builders and pass our stringent project and
builder selection criteria and could be Commercial, Industrial or Residential
properties.
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Investment Research
Investleaf offers the most comprehensive deal coverage that covers India’s
investment eco-system. 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.
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Training & Development at Investleaf Management Solutions
The term training refers to the acquisition of knowledge, skills, and competencies as
a result of the teaching of vocational or practical skills and knowledge that relate to
specific useful competencies.
Training & Development of individuals is a key focus area at Investleaf. Our
Talent Transformation Division handles this. For those with less than one year
of experience a well-structured induction training program is conducted. This
will cover all aspects of software development skills that are required.
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Training
Rapid Learning :-
At Investleaf, we know how critical time is for fulfilling training needs and
hence we have developed competency in the area of Rapid Learning. An emerging form
of content development, Rapid Learning helps to develop content in a short span of
time using various tools; the content delivery can be both synchronous as well as
asynchronous. Investleaf has strategic partnerships with leading technology providers
to help you choose the tool that suits your requirement best. Based on research
conducted in this area, Rapid Content Development can be used for any of the
following content areas:
Critical Training – when the training requirement is critical and
must be addressed immediately
Process Training :-
Large enterprises keep updating their processes to improve the efficacies of their
systems. Business process training is typically a part of any organization’s overall
change management plan. Investleaf Management Solutions provides Process Training
in several fields including HR, Quality, Operation, Payroll, Recruitment, and more. For
a meaningful transition of the process, quality training is extremely critical.
Understanding the complexities involved in rolling out these process trainings, we
bring you quick solutions that help deliver effective training for your organization.
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The components of process training are:
1. Analyze
2. Inform
3. Involve
4. Support
Development
We have 8 Investleaf Leadership Qualities, which are based on Investleaf vision,
values and business strategy. In order to identify and help leaders develop these
competencies we adopt a 360-degree survey process. This is an end-to-end program,
which starts with the obtaining of feedback from relevant respondents and ends with
each leader drawing up a Personal Development Plan (PDP) based on the feedback
received. The PDP is developed through “Winds of Change” which is a seven-step
program that helps in identifying strengths and improvement areas, and determining
the action steps.
Investleaf has developed an approach for Life Cycle Stage Development Plan.
Training and development programs at various stages have been designed by mapping
the competencies to specific roles. Competencies specify the specific success behaviors
at every role.
Investleaf Leaders’ Program (ELP) - This program is for middle level leader
with people, process, business development and project management
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responsibilities. These leaders are like the flag bearers of Investleaf values and
Investleaf way of doing business.
Business Leaders’ Program (BLP) - This is for senior leaders with business
responsibility. At this level, people are trained up for revenue generation; and
Profit & Loss responsibilities. The program covers commercial orientation,
client relationship development, and team building and performance
management responsibilities among other things.
Application Training
Process Training
Product Training
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THEORETICAL PERSPECTIVE
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”.
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.
Introduction To HRM
HRM is that process of management which develops and manages the human
element of an enterprise. It is not only the management of skills, but also the
attitudes and aspirations of people.
Definition:
O.Jeff Harris, Jr. Obseeves states that “Training of any kind should have as
its objective the redirection or improvement of behavior so that the performance
of the trainee becomes more useful and productive for himself and for the
organization of which he is part/ training normally concentrates on the
improvements of either operative skills, interpersonal skills, decision making
skills, or a combination of these”.
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OVERVIEW ON TRAINING & DEVELOPMENT:
HRD programs are divided into three main categories; Training, Development
and Education. Although some organizations lump all learning under “ Training “ or ‘
Training and Development”, dividing it into three distinct categories makes the desired
goals and objects more meaningful and precise.
It is learning for growth of the individual, but not related to a specific present
of future job. Unlike training and education, which can be completely evaluated,
development cannot always be fully evaluated. This does not mean that we should
abandon what keeps an organization in the cutting edge of competitive environments.
Development can considered the forefront of what many now call the Learning
Organizations.
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effectively due to lack of nutrition. While development would be compared to this
metaphor-if I do not eat, then I will starve to death. The survival of the organization
requires development throughout the ranks in order to survive, while training makes
the organization more effective and efficient in its day-to-day operations. Also, do not
confuse development with change.
Change refers to alterations that occur over time in the learners internal
cogitative or affective characteristics. These changes may be quantitative or qualitative
and it implies no directionality, encompassing both regression and progression.
Development is always progressive.
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TRAINING AND DEVELOPMENT - DIFFERENCES
Below are some of the major differences between training and development:
Training Development
Training is skills focused Development is creating learning abilities
Training:
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Knowledge:
Skills:
Task:
Job:
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TRAINING OBJECTIVE:
Once the training needs are identified, the next step is to set training objectives
in concrete terms and to decide the strategies to be adopted to achieve these objectives.
The overall aim of a training program is to fill the gap between the existing and the
desired pool of knowledge, skills and attitudes. Objectives of training express the gap
between the present and desired performance levels. Definition of training objectives
in both quantitative and qualitative terms will help to evaluate and monitor the
effectiveness of training. Involvement of top management is necessary to integrate the
training objective with the organizational objective.
To prepare the employees both new and old to meet their present as well as the
changing requirements of both the job and the organization.
To prevent obsolescence.
To build a second line of competent officer and prepare them to occupy more
responsible positions.
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DESIGNING A TRAINING PROGRAM:
The top management, who should frame and authorize the basic training
policy, review and approve the training plans and programmes and approve
training budgets.
The line supervisor who should implement and apply the various
development plans.
The employees who should provide feedback revision and suggestions for
improvements in the program.
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Selecting and motivating the Target Group:
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Presentation:
This is the action phase of training. Here the trainer tells, demonstrates and
illustrates in order to put over the new knowledge and operation. However, before
it, the learner should be put at ease. It is necessary to explain why he is being taught
to develop his interest in training. The learner should be told of the sequence of the
entire job, the need for each step in the job, the relationship of the job to the total
workflow, etc. instructions should be clear and complete. Key points should be
stressed upon and one point should be explained at a time. Audio-visual aids should
be used to demonstrate and illustrate and the trainee should be asked to repeat the
operations he should also be encouraged to ask question in order to ensure that he
really knows and understands the job.
Performance Throughout:
The trainee is asked to do the job several times slowly. His mistakes are
corrected and if necessary, the complicated steps are explained again. As soon as
the trainee demonstrates that he can do the job rightly, he is put on his own and the
training is over.
Follow Up:
In this step, effectiveness of the training program is assessed. The feed back
through follow up will help to reveal weakness or errors if any. Necessary corrective
action can be taken. If necessary, instruction may be repeated, until the trainer learns
whatever has been taught to him. Follow up action reinforces the learning process.
It also helps in designing future.
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THE TRAINING SYSTEM:
When some people see or hear the word system, they think of mega
methodologies that require several book cases and intense training to use. A system
Approach to Training is not that difficult or complicated.
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THE ISD MODEL:
The flowchart used in following figure below shows the five phases with
their steps listed below them.
The ISD model is a clear representation of the training deeds. This flow chart clearly
illustrates the training needs and requirements. This flow chart makes us clearly understand
the training requirements. This ISD model is designed in 5 phases and is divided into the
various requirements.
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The below fingure highlights the important of evaluation and feedback
throughout the entire training program. It also stresses the importance of gathering
and distributing information in each of the five phases and shows the training is
NOT a static (waterfall) model, but a iterative flow of activities ( dynamic or spiral).
The five phases are ongoing activities that continue throughout the life of
a training program. After building a training program, the other phases do not end
once the training program is implemented. The five phases are continually repeated
on a regular basis to see if further improvements can be made.
1. Analyze
Compile a tasks inventory of all tasks associated with each job (if needed).
Choose instructional setting for the tasks to be trained. E.g. classroom, on-
the-job, self-study. etc.
2. Design
Develop the learning objectives for each task, to include both terminal and
enabling objectives.
Identify and list the learning steps required to perform the task.
List the entry behaviours that the learner must demonstrate prior to training.
Sequence and structure the learning objectives, e.g. easy tasks first.
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3. Develop
List activities that will hold the students learn the task.
4. Implement
5. Evaluate
Perform external evaluations, e.g. observe that the tasks were trained can
actually be performed by the learner on the job.
The ISD Model the flow chart model used in figure 2 below shoes the
five phases with their basic steps listed below them. Although the above model
shows the processes, it does not really how making the system Effective to make a
training program usable, the following activities must take place in its development.
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An early focus on the clients must be maintained. This is done by direct
contact with the clients through interview, observations, surveys, and participatory
design and development methods. You must ensure that the clients are made the
owners of the training program throughout the entire ISD process. If they feel the
program is being shoved down their throats or their turf is being invaded, the
program will fail.
Records must be maintained. The audit trail should contain the data
gathered in the analysis, the reasons for developing a piece of courseware, and
documents that explain why certain decisions were made. This information could
prove invaluable in the future when changes are needed or when a similar program
must be built.
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Identifying Training Needs
Training needs can be assessed by analyzing three major human resource areas.
The organization as a whole, the job characteristics and the needs of the individuals.
This analysis will provide answers to the following questions:
Begin by assessing the current status of the company – how it does what it does
best and the abilities of your employees to do these tasks. This analysis will provide
some benchmarks against which the effectiveness of a training program can be
evaluated. Your firm should know where it wants to be in five years from its long-
range strategic plan. What you need is a training program to take your firm from here
to there.
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skill levels identify a training need. Selection of trainees once you have decided what
training is necessary and where it is needed. The next decision is who should be
trained? For a small business, this question is crucial. Training an employee is
expensive, especially when he or she leaves your firm for a better job. Therefore, it is
important to carefully select who will train.
Trainers
Who actually conducts the training depends on the type of training needed and
who will be receiving it. On the job training is conducted mostly by supervisors, off-
the-training, by either in-house personnel or outside instructors.
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There are many outside training sources, including consultants, technical and
vocational schools, continuing education programs, chambers of commerce and
economic development groups.
Selecting an outside source for training has advantages and disadvantages. The
biggest advantage is that these organizations are well versed in training techniques,
which is often not the case with in house personnel. The disadvantage of using outside
training specialists is their limited knowledge of the company’s product or service and
customer needs. These trainers have a more general knowledge of customer satisfaction
and needs. In many cases, the outside trainer can develop this knowledge quickly by
immersing him or herself in the company prior to training the employees. Another
disadvantage of using outside trainers is the relatively high cost compared to in-house
training although the higher cost may be offset by the increased effectiveness of the
training.
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The Training Process:
Organizational Objectives
Needs Assessment
Is there a gap?
Training objectives
Administer Training
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Training design that promise to improve their chances of success. Why? The
five reasons most often identified are:
Time: Small business managers find that time demands do not allow them to
train employees.
Getting Started: Most small business managers have not practices training
employees. The training process is unfamiliar.
Broad Expertise: Managers tend to have broad expertise rather than the
specialized. Skills needed for training and development activities.
A well conceived training program can help your firm succeed. A program
structured with the company’s strategy and objectives in mind have a high probability of
improving productivity and other goals that are set in the training mission.
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Training Methods:
This type of training programmes job instruction training, is the most commonly
used method. Under this method, the individual is placed on regular job & 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 giving first hand
knowledge and experience under the actual working conditions.
1. Job Rotation
2. Coaching
3. Job instruction
4. Committee Assignments
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1. Job Rotation :-
This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge & gains experience from his supervisor or
trainer in each of the different job assignments. Though this method of training is common
in training managers for general management positions, trainees can also be rotated from
job to job in workshop jobs. This method gives an opportunity to the trainee to understand
the problems of employees on other jobs and respect them.
2. Coaching:-
3. Job Instruction :-
This method is also known as training though step by step. Under this method,
the trainer explains to the trainee the way of doing the jobs, job knowledge and skills and
allows him to do the job.
4. Committee Assignment :-
Under the Committee assignments, a group of trainees are given and asked to
solve an actual organizational problem. The trainees solve the problem jointly. It develops
team work.
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Off-theJob Training:-
Under this method of training, the trainee is separated from the job situation and
is focused upon leaving 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 is performing it. Trainee is opportunity for freedom of
expression for the trainees.
1. Vestibule Training,
2. role playing
3. lecture method
4. Programmed instruction.
1. Vestibule Training :
In this method, actual work conditions are simulated in a class room. Material,
tiles and equipment which are used in actual job performance are also used in training.
This type of training is commonly used for training personnel for electrical and semi-
skilled jobs. The duration of this training ranges from days to a few weeks. Theory can
be related to practice in this methods.
2. Role Playing :
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3. Lecture Method :
4. Programmed Instructions :
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 instruction. The trainee goes through
these units by answering questions or filling the blanks. This method is expensive and
time consuming.
Conference or Discussion :
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ORIENTATIONS
Orientations are for new employees. The first several days on the job are crucial
in the success of new employees. This point is illustrated by the fact that 60 percent of all
employees who quit do so in the first ten days. Orientations training should emphasize the
following topics :
The key members in the department, and how the department helps fulfil the
Mission of the company.
Lecturers present training material verbally and are used when the goal is to
present a great deal of material to any people. It is more cost effective to lecture to a group
than to train people individually. Lecturing is a one way communication and as such may
not be the most effective way to train. Also, it is hard to ensure that the entire audience
understand a topic on the same level, by targeting the average attendee you may under
train some and lose others. Despite these drawbacks, lecturing is the most cost-effective
way of reaching large audiences.
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Experienced Employees can describe real world experiences, and can help in
and learn from developing the solutions to these simulations. This method is cost effective
and is used in marketing and management training.
Audiovisual methods such as television, videotapes and films are the most
effective means of providing real world conditions and situations in a short time. One
advantage is that the presentation is the same no matter how many times it’s played. This
is not true with lectures, which can change as the speaker is changed or can be influenced
by outside constraints. The major flaw with the audiovisual method is that it does not allow
for questions and interactions with the speaker, nor does it allow for changes in the
presentation for different audiences.
Internships and assistantships are usually a combination of class room and on-
the-job training. They are often used to train prospective managers or marketing
personnel.
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METHODS OF EVALUATION
Several methods can be employed to collect data on the outcomes of training.
Some of these are :
Giving oral and written tests to trainees to ascertain how far they have learnt.
Trainee’s comments and reactions during the training period. Costs benefit
analysis of training program.
Feedback:
After the evaluation, the situation should be analyzed to identify the possible
causes for difference between the expected outcomes and the actual outcomes.
Necessary precautions should be taken in designing and implementing future training
programs so as to avoid these causes. The outcomes of training program should justify
the time, money and efforts invested by the organization in training, information
collected during evaluation should be provided to the trainees on trainers as well as to
others concerned with designing an implementation of training programs. Follow up
action is required to ensure implementation of evaluation report in every stage.
51
DATA ANALYSIS & INTERPRETATIONS
52
Inference
The above table shows that 28% of the respondents are at the age group from
18-25years, 32% respondents are from 25-30years of age, 28% of the respondents are
from 30-35 years of age and 12% of the respondents are above 35 years of age.
53
1. Gender?
70%
60%
62%
50%
40%
38%
30%
20%
10%
0%
Male Female
Inference
The above table shows that 62% of the respondents are male and 38% of the
respondents are female.
54
2. Are you satisfied with the training program conducted in Investleaf?
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 dissatisfaction, and 56% towards satisfaction.
55
3. How is the quality of training offered in the organisation?
Training Satisfaction
24 45%
40%
35%
No. of Respondents
16 40% 30%
25%
20%
8 15%
16% 20% 10%
16% 5%
8%
0 0%
Dissatisfied Some what Neutral Satisfied Some what
Dissatisfied Dissatisfied
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%.
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4. Your opinion the training program?
30 60%
25 50%
20 52% 40%
15 32% 30%
10 20%
5 16% 10%
0 0%
Good Neutral Poor
Inference
The above table shows that 52% of the employees find the training programme
mostly related to their work.16% of employees find it in general and 32% find it is not
related to work.
57
5. Do you agree that the training program helps in improving Technical skills?
40 80%
35 70%
30 60%
72%
25 50%
20 40%
15 30%
10 20%
0 0%
Agree Neutral Disagree
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 well
at the technical training and development. 16% are neutral in expressing their views.
58
6. Do you agree that the training program helps in improving Leadership
skills?
30 60%
25 50%
20 40%
50%
15 34% 30%
10 20%
5 16 10%
%
0 0%
Agree Neutral Disagree
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 well
at the leadership skills training and development. 16% are neutral in expressing
their views.
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7. Do you agree that the training program helps in improving Communication
skills?
20 40%
18
36% 35%
16
30%
14 36%
12 28% 25%
10 20%
8 15%
6
10%
4
2 5%
0 0%
Agree Neutral Disagree
Inference
The graph shows that the company is providing communication skills related
training program with a response of 36%. 36% of the people are not feeling well
at the communication skills training and development. 28% are neutral in
expressing their views.
60
8. |Do you agree that after completion of training, can you perform better?
40
35
30
72%
25
20
15
10
16%
5
12%
0
Agree Neutral Disagree
Inference
The graph illustrates that 72% of the employees will perform better after training
and development program. 12% are neutral and 16% are not agreeing with training
effects.
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9. Do you agree training program will help in developing customer service
skills?
30 60%
25 50%
56%
20 40%
15 34 30%
%
10 20%
5 10%
10%
0 0%
Agree Neutral Disagree
Inference
Among the 50 respondents, most of the people agreed that Investleaf is giving
customer oriented training, and 34% are neutral. Remaining 10% said that the company
is not giving customer oriented training,
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10. Do you agree training program will help in getting promoted?
35 70%
30 60%
25 50%
62%
20 40%
15 30%
10 20%
24%
5 14% 10%
0 0%
Agree Neutral Disagree
Inference
The graph illustrates that 62% of the employees will get promoted with the skills
learned after training and development program. 24% are neutral and 14% are not
agreeing with training effects.
63
11. The topics covered in the program are relevant, interesting, and pertinent to
work?
40 80%
35 70%
30 60%
25 68% 50%
20 40%
15 30%
10 24% 20%
5 10%
0 8% 0%
Agree Neutral Disagree
Inference
The graph illustrates that 68% of the employees feel that the training and
development program is relevant to the company’s work. 8% are neutral and 24%
are saying it is not related to the company work.
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12. Do you agree that relevent topics related to the program objectives are
covered in training program?
25 50%
45%
44%
20 40%
35%
44%
15 30%
25%
10 20%
15%
5 10%
12%
5%
0 0%
Agree Neutral Disagree
Inference
The graph illustrates that 44% of the employees feel that the training and
development program is relevant to the company’s business objective. 12% are
neutral and 24% are saying it is not related to the company business objective.
65
13. Do you think that right amount of time was spent on each topic covered in
the training program?
30 60%
25 52% 50%
20 40%
15 30%
36%
10 20%
5 10%
12%
0 0%
Agree Neutral Disagree
Inference
The graph illustrates that 33% of the employees feel that the training timeline
is sufficient and 12 % are neutral. 52% are saying time is not sufficient for training
schedule.
66
14. Do you feel that the topics covered are easy to understand?
30 60%
25 52% 50%
20 40%
15 30%
40%
10 20%
5 10%
8%
0 0%
Agree Neutral Disagree
Inference
The graph illustrates that 40% of the employees feel that the training and
development program is understandable to employees. 8% are neutral and 52%
are saying that training is not in easily understandable.
67
15. Which rating will you giver for overall quality?
Table 16: Overall Rating
Training Satisfaction
24 40%
35%
30%
No. of Respondents
16 36% 25%
20%
26%
15%
8
16% 10%
10% 5%
12%
0 0%
Dissatisfied Some what Neutral Satisfied Some what
Dissatisfied Dissatisfied
Inference
Overall rating given is good with a response of 62%, including satisfied and
somewhat satisfied. 16% are neutral. 12% of the respondents are sowewhat
dissatisfied and 10% are totally not satisfied with the training and development
program.
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16. What do you suggest for the training programs?
Training Satisfaction
32 60%
56% 50%
24
40%
No. of Respondents
16 30%
24% 20%
8
10%
8% 12%
0 0%
No Make the content Shorten the Lengthen the
improvements more relevant training training
needed programme programme
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 that make the content relavant, 8% suggested to shorten
the training program, and 12% suggested to increase the time line for training
and development programs.
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QUALITY OF TOPICS COVERED AND SATISFACTORY
LEVEL OF EMPLOYEES
[USING CHI SQUARE]
Observed Count
SATISFACTORY LEVEL
neither
satisfied
very nor
OPINION satisfied satisfied unsatisfied Total
excellent 8 8 2 18
QUALITY Good
OF TOPICS 12 13 7 32
COVERED
Total 20 21 9 50
Expected Count
SATISFACTORY LEVEL
neither
satisfied
very nor
OPINION satisfied satisfied unsatisfied Total
QUALITY OF excellent 7.2 7.6 3.2 18.0
TOPICS good
COVERED 12.8 13.4 5.8 32.0
Total 20.0 21.0 9.0 50.0
NULL HYPOTHESIS:
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ALTERNATE HYPOTHESIS:
TOTAL 0.870
Calculated value=0.870
Level of Significance= 5%
Tabulated value=0.920
Calculated value=0.870
The calculated value is less than tabulated value. Null hypothesis is accepted
INFERENCE
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FINDINGS
The data collected were analysed carefully and the following findings were drawn.
From the study it is inferred that Investleaf is offering all types of training to the
employees, but satisfactory levels for all the employees is not excellent.
Most of the employees find the training Programme is related to their work, but
the time allocation is low.
72% of the employees feel that attending training programme leads them to
perform better at work. 36% of the employees find the topics relevant to the
training programme and they also find the topics covered during the Training
Programme are easy to understand.
36% of the respondents accept that the topics taken for the training programme
are covered within the right time. Some of respondents are feeling that the
topics covered in training and development program are not relevant to the
company business objective.
People are showing interest towards all types of training programs like
technical, leadership, and communication skills. The company is focusing more
on technical skills program rather than leadership and communication skills.
72
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.
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CONCLUSION
Training programme is also set up to help employees get used with new roles
and responsibilities usually after promotion. When an employee gets promoted
from one level to next level, the skills required to do his/her job changes and
training programmes are essential in equipping the employee with the new skills.
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BIBLIOGRAPHY
BOOKS:
WEBSITES:
1. www.managementhelp.org
2. www.gooogle.com
3. www.investleaf.com
4. www.citrhr.com
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QUESTIONNAIRE
A STUDY ON EFFECTIVENESS OF TRAINING PROGRAMME AT
INVESTLEAF
I. General Questions:
1. Name:
a) Dissatisfied
b) Somewhat Dissatisfied
c) Neutral
d) Satisfied
e) Somewhat Dissatisfied
a) Dissatisfied
b) Somewhat Dissatisfied
c) Neutral
d) Satisfied
e) Somewhat Dissatisfied
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3. What is your opinion the training program?
a) Related work
c) General
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
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
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8. Do you agree training program will help in developing customer service
skills?
a) Agree
b) Neutral
c) Disagree
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
78
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
a) Dissatisfied
b) Somewhat Dissatisfied
c) Neutral
d) Satisfied
e) Somewhat Dissatisfied
15 Do 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