CHAPTER 1 INTRODUCTION

This report is an attempt to provide a detailed analysis of the process of training program in max newyork life insurance and benefits of training. Max New York Life Insurance Company Ltd is a joint venture between Max India Ltd, one of Indias leading multi-business corporations and New York Life Enterprises, a business unit of New York Life, a Fortune 100 company. Incorporated in 2000, Max New York Life started commercial operation in 2001 and today is one of Indias leading private life insurance companies and has positioned itself on the quality platform. In line with its vision to be the most admired life insurance company in India, it has developed a strong corporate governance model based on the core values of excellence, honesty, knowledge, caring, integrity and teamwork. The company offers long term savings and protection solutions through a suite of individual and group life insurance products and is present across the country through a wide distribution network of multi channel distribution. "Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. Training process moulds the thinking of employees and leads to quality performance of employees. IMPORTANCE OF TRAINING Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well. Performance of employees, it is continuous and never ending in nature. The statement of problem is depends on the employees those who are getting proper training and finally creating awareness of organisation structure and its products to the employee is very important to have an individual as well as organization growth.

Training is given on four basic grounds: New candidates who join an organization are given training. This training familiarizes them with the organizational mission, vision, rules and regulations and the working conditions. The existing employees are trained to refresh and enhance their knowledge.
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If any updations and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing new equipment, changes in technique of production, computer impartment. The employees are trained about use of new equipments and work methods. When promotion and career growth becomes important. Training is given so that employees are prepared to share the responsibilities of the higher level job.

Employee Training and Development is essential to the ongoing success of every organization. Although technology and the internet have enabled global collaboration and competition, people are the organizations competitive advantage. Employee training and development enables employees to develop skills and competencies necessary to enhance bottom-line results for their organization

Objective The main objective of doing this project is to study employee attitude regarding the training program and the benefits of training. The other objectives of the study are following. To find out what is the training needs in the concern area. To find out the benefits of the training program to the employee and to the organization. To find out what will be the result for the organization because of giving the training to the employee.

SCOPE OF THE STUDY This research will provide me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company.

HYPOTHESIS Max newyork is a process oriented company. Training and development in maxnewyork is mainly for agent advisors and maxnewyork provides an excellent training sessions.
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RESEARCH METHODOLOGY Research methodology adopted for the present study is in accordance to the objectives set which has been detailed as below. Nature of research would be based on descriptive and analytical. A structured Questionnaire is used for collecting primary data from the selected 30 employees in Max Newyork Life Insurance Co Ltd. For data analysis statistical tools like weighted average & percentages are used. The questionnaire will be consists of open ended questions, closed ended questions, dichotomous questions, multiple choice questions and ranking questions.

LIMITATIONS The foremost thing which will give negative impact is getting good response from the employees may be difficult because of their busy schedule. Small sample size may not be sufficient to generalize regarding all the employees.

CHAPTER 2 THEORETICAL FRAMEWORK ON TRAINING& DEVELOPMENT

Definition of Training: The systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job. Training refers to efforts that help enhance employee skills for carrying out the present job. According to Edwin B Flippo, training is the act of increasing knowledge and skills of an employee for doing a particular job. Needs for Training:

To improve the current job performance of employees To familiarize employees with the policies and procedures of the organization. To enhance the creativity, adaptability and versatility of the employees and to facilitate learning at the work place To prepare employees for future job. To change the skills, knowledge and attitudes of the employees on a permanent basis. To help employees manage their careers. To maintain knowledgeable work force. To gain competitive advantage through a knowledgeable work force. To promote organizational growth through individual growth.

Areas of training: Company policies and procedures Human relations training

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Skill based training Problem solving training

Onsite Workshops for Leadership Team Employees need more than bosses... They need mentors: Professionals skilled at assessing employee development needs and committed to guiding employees toward professional success. Team Leadership Workshop provides managers with proven techniques for effective personnel management. By helping leaders understand and address their employees' requirements, this interactive seminar offers significant benefit to managers at all levels. New supervisors gain a solid grounding in the concept of ''leadership,'' while more experienced managers refresh their commitment to teaching and coaching their team members. This training program provides healthy perspectives for managers at all levels, making it an ideal morale-boosting leadership development experience for mixed groups of front-line supervisors and senior staff members.

Leadership Training for Success All managers need methods. Leaders need to know the most effective techniques for guiding teams, mentoring individuals, and validating the results. Without solid methods, managers will revert use a one-size-fits-all approach to leadership that reflects the leader's personality, rather than the employees' needs. Committed, mentoring leadership is essential to employee morale, productivity, and retention. A Results-Oriented Training Program Team Leadership Workshop provides proven methods and procedures for successful people management. Participants receive a step-by-step plan for guiding each employee toward success.

This workshop includes elements of Frank Whyte's nationally respected Team Building Workshops expanding upon that foundation to help leaders: Recognize each employee's personality preferences and supervisory needs, Align their leadership style with those of their bosses, colleagues, and subordinates, Develop competent and committed employees by mentoring and guiding their employees toward success, Schedule their management responsibilities to ensure that nothing is left to chance, and Use practiced real-world scenarios to resolve challenges and remove barriers.

Training Cycle Following is the diagrammatic representation of training & development cycle

What are the steps in Training and development? Training is one of the most profitable investments an organization can make.No matter what business or industries you are in the steps for an effective training process are the same and may be adapted anywhere. If you have ever thought about developing a training program within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient.
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Step 1: ESTABLISHING A NEEDS ANALYSIS. This steps identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity and high turnover. The objective in establishing needs analysis is to find out the answers to the following questions: - "Why" is training needed? - "What" type of training is needed? - "When" is the training needed? - "Where" is the training needed? - "Who" needs the training? and "Who" will conduct the training? - "How" will the training be performed? By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee's performance in accordance with the company's standards. The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process. STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS. This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training. STEP 3: DELIVER THE TRAINING PROGRAM. This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods. Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have: - A desire to teach the subject being taught.

- A working knowledge of the subject being taught. - An ability to motivate participants to "want" to learn. - A good sense of humor. - A dynamic appearance and good posture. - A strong passion for their topic. - A strong compassion towards their participants. - Appropriate audio/visual equipment to enhance the training session. For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good communication skills, and trainee participation. STEP 4: EVALUATE THE TRAINING PROGRAM. This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits. The reason for an evaluation system is simple. The evaluation of training programs is without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer. There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainer's performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization. The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results. The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current
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economic realities of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must implemented by all members of the organization to be fully successful.

Management development is based on following on assumptions.

Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. Management development is any kind of learning, is based on the assumption that there, always existing a gap between an individuals performance and his potential for the performance. Management development seldom takes place in completely peaceful and relaxed atmosphere. Management development requires clear setting of goals. Management development required conducive environment.

Typical Reasons for Employee Training and Development

Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.: When a performance appraisal indicates performance improvement is needed To "benchmark" the status of improvement so far in a performance improvement effort As part of an overall professional development program As part of succession planning to help an employee be eligible for a planned change in role in the organization To "pilot", or test, the operation of a new performance management system To train about a specific topic.

Typical Topics of Employee Training Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
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Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc. Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors.

General Benefits from Employee Training and Development There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) Risk management, e.g., training about sexual harassment, diversity training.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.
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The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society. The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Purposes The five main of purposes of Training training Evaluation evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

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Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.

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During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. Techniques of Evaluation

The various methods of training evaluation are:

Observation Questionnaire Interview Self diaries Self recording of specific incidents

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CHAPTER 3 Brief History of Insurance Sector in India

The insurance sector in India has come a full circle from being an open competitive market to nationalization and back to a liberalized market again.

Tracing the developments in the Indian insurance sector reveals the 360-degree turn witnessed over a period of almost 190 years. The business of life insurance in India in its existing form started in India in the year 1818 with the establishment of the Oriental Life Insurance Company in Calcutta.

Some of the important milestones in the life insurance business in India are: 1912 - The Indian Life Assurance Companies Act enacted as the first statute to regulate the life insurance business.

1928 - The Indian Insurance Companies Act enacted to enable the government to collect statistical information about both life and non-life insurance businesses.

1938 - Earlier legislation consolidated and amended to by the Insurance Act with the objective of protecting the interests of the insuring public.

1956 - 245 Indian and foreign insurers and provident societies taken over by the central government and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with a capital contribution of Rs. 5 crore from the Government of India. The General insurance business in India, on the other hand, can trace its roots to the Triton Insurance Company Ltd., the first general insurance company established in the year 1850 in Calcutta by the British. Some of the important milestones in the general insurance business in India are: 1907 - The Indian Mercantile Insurance Ltd. set up, the first company to transact all
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classes of general insurance business. 1957 - General Insurance Council, a wing of the Insurance Association of India, frames a code of conduct for ensuring fair conduct and sound business practices. 1968 - The Insurance Act amended to regulate investments and set minimum solvency margins and the Tariff Advisory Committee set up.

1972 - The General Insurance Business (Nationalization) Act, 1972 nationalized the general insurance business in India with effect from 1st January 1973. 107 insurers amalgamated and grouped into four companies viz. the National Insurance Company Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company Ltd. and the United India Insurance Company Ltd. GIC incorporated as a company. Indian Insurance Industry: Learn about Insurance may be described as a social device to reduce or eliminate risk of life and property. Under the plan of insurance, a large number of people associate themselves by sharing risk, attached to individual. The risk, which can be insured against include fire, the peril of sea, death, incident, & burglary. Any risk contingent upon these may be insured against at a premium commensurate with the risk involved.

Insurance is actually a contract between 2 parties whereby one party called insurer undertakes in exchange for a fixed sum called premium to pay the other party happening of a certain event. Insurance is a contract whereby, in return for the payment of premium by the insured, the insurers pay the financial losses suffered by the insured as a result of the occurrence of unforeseen events. With the help of Insurance, large number of people exposed to a similar risk makes contributions to a common fund out of which the losses suffered by the unfortunate few, due to accidental events, are made good.

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Functions of Insurance The functions of Insurance can be bifurcated into two parts: Other Functions Secondary Functions Primary Functions

The primary functions of insurance include the following: Provide Protection - The primary function of insurance is to provide protection against future risk, accidents and uncertainty. Insurance cannot check the happening of the risk, but can certainly provide for the losses of risk. Insurance is actually a protection against economic loss, by sharing the risk with others. Collective bearing of risk - Insurance is a device to share the financial loss of few among many others. Insurance is a mean by which few losses are shared among larger number of people. All the insured contribute the premiums towards a fund and out of which the persons exposed to a particular risk is paid. Assessment of risk - Insurance determines the probable volume of risk by evaluating various factors that give rise to risk. Risk is the basis for determining the premium rate also Provide Certainty - Insurance is a device, which helps to change from uncertainty to certainty. Insurance is device whereby the uncertain risks may be made more certain. The secondary functions of insurance include the following: Prevention of Losses - Insurance cautions individuals and businessmen to adopt suitable device to prevent unfortunate consequences of risk by observing safety instructions; installation of automatic sparkler or alarm systems, etc. Prevention of losses cause lesser payment to the assured by the insurer and this will encourage for more savings by way of premium. Reduced rate of premiums stimulate for more business and better protection to the insured.

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Small capital to cover larger risks - Insurance relieves the businessmen from security investments, by paying small amount of premium against larger risks and uncertainty. Contributes towards the development of larger industries - Insurance provides development opportunity to those larger industries having more risks in their setting up. Even the financial institutions may be prepared to give credit to sick industrial units which have insured their assets including plant and machinery. The other functions of insurance include the following: Means of savings and investment - Insurance serves as savings and investment, insurance is a compulsory way of savings and it restricts the unnecessary expenses by the insured's For the purpose of availing income-tax exemptions also, people invest in insurance. Source of earning foreign exchange - Insurance is an international business. The country can earn foreign exchange by way of issue of marine insurance policies and various other ways. Risk Free trade - Insurance promotes exports insurance, which makes the foreign trade risk free with the help of different types of policies under marine insurance cover. The end of the year 2000 marks a significant change and growth of 'India Insurance' industry scenario. Monopoly of Public Sector Insurance company marks an end and Private companies makes inroad. Foreign companies, both Life and General flocked, collaborated and helped astronomical growth of 'Insurance Industry in India'. 'India Insurance' growth was long overdue. Within 1st 12 months of liberation of 'Indian Insurance Industry' 10 licenses for selling life insurance products and 6 licenses for selling non-life products were issued to private companies. The Public sector giant LIC started losing its market share at the cost of stupendous growth of private players. Now 'India Insurance' industry has more than a dozen private life insurance players and 9 private general insurance companies. Aggressive and penetrative marketing strategy coupled with wide product bandwidth was an instant success among the ignorant masses. Most of the private companies registered more than 100% growth till then and are still continuing with such monstrous growth figures. Although, 'Insurance in India' is not regarded as a basic need but it is getting popular among semi urban to rural masses. Top rank private companies like ICICI Prudential Life Insurance, Tata AIG, Bajaj Allianz etc are aggressively researching and innovating products for huge untapped rural 'India Insurance' market. Collaboration with micro finance companies, post offices, rural banks and village management authorities for selling insurance is doing wonders.

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Present Scenario

The Government of India liberalized the insurance sector in March 2000 with the passage of the Insurance Regulatory and Development Authority (IRDA) Bill, lifting all entry restrictions for private players and allowing foreign players to enter the market with some limits on direct foreign ownership. Under the current guidelines, there is a 26 percent equity cap for foreign partners in an insurance company. There is a proposal to increase this limit to 49 percent. The opening up of the sector is likely to lead to greater spread and deepening of insurance in India and this may also include restructuring and revitalizing of the public sector companies. In the private sector 12 life insurance and 8 general insurance companies have been registered. A host of private Insurance companies operating in both life and non-life segments have started selling their insurance policies since 2001.

Insurance companies:

IRDA has so far granted registration to 12 private life insurance companies and 9 general insurance companies. If the existing public sector insurance companies are included, there are currently 13 insurance companies in the life side and 13 companies operating in general insurance business. General Insurance Corporation has been approved as the "Indian reinsurer" for underwriting only reinsurance business.

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CHAPTER 4 COMPANY PROFILE OF MAX NEWYORK LIFE

Max New York Life wants people to view insurance as a financial protection and wealth creation instrument and not just a tax-saving tool. Max New York Life Insurance Company Ltd. is a joint venture between New York Life, a Fortune 100 company and Max India Limited, one of India's leading multibusiness corporations. The company has positioned itself on the quality platform. In line with its vision to be the most admired life insurance company in India, it has developed a strong corporate governance model based on the core values of excellence, honesty, knowledge, caring, integrity and teamwork. The strategy is to establish itself as a trusted life insurance specialist through a quality approach to business.

New York Life is a Fortune 100 company that has over 160 years of experience in the life insurance business. Max India Limited is a multi-business corporate dealing in Clinical Research, IT and Telecom Services, and Specialty Plastic Products businesses.

Max New York Life Insurance started its operations in India in 2000. It is the first life insurance company in India to be awarded the IS0 9001:2000 certifications. Max New York offers customized products tailored to suit individual's needs. With its various Products and Riders, there are more than 400 product combinations to choose from. Today, Max New York Life Insurance has a network of 57 offices spread over 37 cities all over India.

In line with its values of financial responsibility, Max New York Life has adopted prudent financial practices to ensure safety of policyholder's funds. The Company's paid up capital is Rs. 657 crore, which is more than the norm laid down by IRDA. Max New York Life has identified individual agents as its primary channel of distribution. The Company places a lot of emphasis on its selection process, which comprises four stages -Screening, psychometric test, career seminar and final interview. The agent advisors are trained in-house to ensure optimal control on quality of training.

Max New York Life invests significantly in its training program and each agent is trained for 152 hours as opposed to the mandatory 100 hours stipulated by the IRDA before beginning to sell in the marketplace. Training is a continuous process for agents
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at Max New York Life and ensures development of skills and knowledge through a structured program spread over 500 hours in two years. This focus on continuous quality training has resulted in the company having amongst the highest agent pass rate in IRDA examinations and the agents have the highest productivity among private life insurers. It has established a wide agency distribution network with 172 offices and representatives across 120 cities in India. The company has established additional channel with 22 bancassurance relationships, corporate tie-ups and a strong Direct Sales Team. Through its wide network of highly competent life insurance agent advisors, flexible product solutions and strong customer focus, Max New York life is creating a partnership for life with its customers in India.

Max New York Life, one of Indias leading life insurance companies, expanded its presence in the southern region by opening its first general office in the city of Mysore. Max New York Life now has established a countrywide network of 172 offices and representatives across 120 cities in India.

Max New York Life, which has till date sold over 1.53 million policies and recorded a sum assured of over Rs. 46,000 crore, has positioned itself on the quality platform. The company has developed a strong corporate governance model based on defined core values of caring, knowledge, excellence and honesty. Its strategy is to establish itself as a trusted life insurance specialist on the bedrock of quality of advice. The company has over 25,300 agent advisors, who are widely considered the best in the business. Max New York Life aspires to be the "life insurance brand of first choice" amongst Indian consumers. To achieve this company will draw on New York Life's demonstrated competence in developing and managing a superior personal sales network. For the last 46 years consecutively, the largest number of agents qualifying for membership to the Million Dollar Round Table (MDRT) have been from New York Life. The MDRT is the industry's most prestigious organization comprising the world's most successful insurance agents. Max New York Life, a merit oriented and equal opportunities employer, is looking for a few good men and women who will spearhead the effort to realize this vision. Max New York Life wants people to view insurance as a financial protection and wealth creation instrument and not just a tax-saving tool. Since the launch of our operations, our focus has always been on providing risk protection and long-term wealth creation solutions to our customers. With a diverse product portfolio to meet customer requirements, it is evident that we are setting benchmarks in the marketplace and are
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well on course of realizing our vision to become Indias most admired Life Insurance Company. An ever expanding presence of Max New York Life offices across India reinforces our commitment to serving the nation. We are extremely pleased with our progress in the region and feel that opening an office in Mysore would help us educate people about the true potential and benefits of life insurance. As life insurance specialists, Max New York Life will continue to help consumers make the right choices to meet their financial goals, both for the short and long-term, through sound quality advice offered by our agent advisors and a right mix of product offerings. he added. Max New York Life has been instrumental in changing the paradigm of life insurance in India. It is the first life insurance company in India to introduce because related marketing.

Children are at the very heart of Max New York Life's strategy. SOS Children's Villages of India is internationally recognized for its work in giving underprivileged children a wholesome life. The mission of SOS is "to help orphaned and abandoned children, by providing them with a family, a permanent home, education and strong foundation for an independent life." Its mission ties in with Max New York Life's philosophy of helping people secure the future of their near and dear ones. Vision: Vision statement is "Most Admired Life Insurance Company in India".

Mission: Become principal of choice for agents Be the employer of choice Be the brand of first choice Be a national player Become one of the top quartile life insurance companies in India

Max New York Life Values and Beliefs

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Excellence "In every aspect of work. Ranging from the in-house training institute to the detailed Personal Insurance Plan. Max New York Life is focused on achieving the highest standards of quality in every aspect of their business". Honesty "Is the heart of the Life Insurance business. Max New York believes that above all, Life Insurance is based on trust. Transparency, Dependability and Integrity will form the cornerstones of the Max New York Life experience." Knowledge "Is what makes experts? Max New York Life is focused on the Life Insurance business. Perfectly combining global expertise with local knowledge, Max New York Life is the Indian Life Insurance specialist." Caring "For the customer. Max New York Life is redefining the Life Insurance paradigm to focus on the needs of the customers. The Max New York service process is responsive, personalized, humane and empathetic."

Culture: Our "in house culture recipe" has some of the finest ingredients going into its making. Some of the more prominent aspects of our culture are stated below:

Customer comes first Do it right the first time Bias for result oriented action Financial strength and discipline
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Clarity of purpose International quality standards Inclusive Meritocracy Learning opportunities Fun at work Commitment to published value system

Achievements Max New York Life is the first life insurance company in India to be awarded the IS0 9001:2000 certifications. Max New York Life was among the top 25 companies to work with in India, according to 2003 Business World magazine, "Great Workplaces in India", Max New York Life was ranked at the 20th position. This survey is the local version of the "Great Places to Work" survey carried out every year in 22 countries.

Benefits

A career at Max New York Life has innumerable advantages. With low start up investment you can become a part of a world-class organization and make a positive difference to peoples lives. Our agents sell more policies and make more money than agents of any other life insurance company. The financial rewards are in the form of Referral commissions
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Commissions on new sales Ongoing renewal commissions Performance linked bonus

 Training reimbursement

Max New York Life Various Plans offered by Max New York Life Insurance are as follows Life Plans - Currently available products to purchase 1. Max New York Life Platinum Protect It is a comprehensive solution that fulfills all your protection needs for your family and yourself. 2. Whole Life Participating Plan: Is a policy which you can avail till the age of 100years.Its a lifetime security plan. 3. 20year Endowment (Par) Plan : Is an endowment plan where on its maturity at the end of 20 years, this policy gives you a guaranteed sum also any bonus it accumulates. 4. Endowment to age 60 (Par) Plan : is a policy that helps you to save mainly for your retired life. The policy matures after your 60th birthday and you can use the funds in any way you wish. 5. Life Gain Plus 20 participating plan : Is a plan that provides with an insurance cover that is guaranteed for 20 years. 6. Life Gain Plus 25: is a limited pay endowment plan to meet your financial goal and save for any need after 25years. 7. Life Pay Money Back Plan: Is a plan where it keeps paying part of the Sum Assured at regular intervals and the balance keeps growing to take care of your long term saving needs. Besides it also provides insurance coverage till maturity. 8. Life Gain Endowment Plan: Is a plan which provides an insurance cover that is guaranteed during the tenure of the policy. 9. Max New York Guaranteed Monthly Income Plan: The Guaranteed Monthly Income plan not just ensures safety of your investments but also ensures that your savings are cushioned from ill-effects of inflation. 10. Max New York Life Gain Endowment - It provides you with an insurance cover that is guaranteed during the tenure of the policy. Health Plans - Currently available products to purchase
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 1. Max New York Life LifeLine Medicash Plus It is provide you support by giving you hospital cash benefit, whenever you are hospitalized. 2. Max New York Life LifeLine Safety Net Its offers you a term cum health insurance - LifeLine-Safety Net , the new age insurance covering death, disability, disease and accident under one single plan. 3. Max New York Life LifeLine Healthy Family - The Most Comprehensive Health Insurance Plan. 4. Max New York Life LifeLine Wellness Plus Its provide a wonderful benefit system in terms of long tenure of coverage, coverage for 38 critical illnesses and tax benefit. Children Plans - Currently available products to purchase 1. Max New York Life Shiksha Plus II It is a 360 degree child plan that provides for over all development of your child in all the circumstances. 2. Max New York Life College Plan - A Guaranteed Money Back Life Insurance plan designed to meet the rising cost of college education of your child. Children Plans - Old products not available for fresh purchase 1. Smart Steps: Is a regular premium unit linked life insurance children plan. 2. Smart Steps Plus: A regular premium unit linked life insurance plan to fulfill for your childrens future requirements. 3. SMART Steps Single Premium: Is a policy which will help you plan for your child's future in an orderly manner. 4. Children's Endowment Participating Insurance to age 18 : Is a life insurance plan where it helps you to provide for your child higher education. 5. Children's Endowment Participating Insurance to age 24 : This plan helps to provide for various events in your childs life such as a marriage and other needs. 6. Max New York Life Smart Bond - The smartest way to ensure maximum protection for your family with minimum investment. Retirement Plan - Currently available products to purchase. 1. Life Partner plus Plan: Is a limited pay endowment plan to Age 75. The benefits of this plan are gives you maturity benefits at the age of 75, provides you
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a life coverage insurance and helps in financial needs to the family of the policyholder in case of his death. Retirement Plans - Old products not available for fresh purchase 1. Easy Life retirement (par) Plan: Is a plan with regular premium or single premium policy to meet your future needs that is at the time of your retirement. 2. Smart Invest Pension Plan: Is a comprehensive unit linked pension plan to meet your post retirement financial needs. Growth Plans - Currently available products to purchase 1. Max New York Life Flexi Fortune Its allows you to customize your plan as per your requirements, investment choices, and type of cover. 2. Max New York Life Fast Track Plan - You want to maximize your savings, enabling you to lead a relaxed lifestyle where you can live life to the fullest and focus on fulfilling your wishes, and realizing your own dreams. Not Available 1. Max New York Life Shubh Invest It is a simple yet powerful solution for you, and is an ideal plan to start your journey towards financial independence. Max New York Life Insurance - Old available for products not fresh purchase Protection Plans - Old products not available for fresh purchase 1. Five Year Renewable and Convertible Term Insurance : provide you with a low cost insurance cover during its tenure of five years and secures your family future needs. 2. Level Term Policy: Is a very low cost plan which offers insurance cover. Investment Plans - Old available for products not fresh purchase 1. Smart Assure : Is a unit linked insurance plan that combines insurance and investment 2. Life Invest: Is based on the different needs of an individual and provides comprehensive protection. 3. Life Maker Premium : Is an investment-cum-insurance plan where you can invest your funds in various schemes like equities and debts. 4. Life Maker Gold: is a unit linked plan which provides insurance as well as investment options. 5. Life Maker Platinum: Is a unit linked plan to meet your financial goals.
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Group Plans - Currently available products to purchase 1.Group Credit 2. Max Super 3. Group Gratuity cum Term 4. Unit Linked Group Gratuity 5. Unit Linked Superannuation 6. Group Term 7. Employee Deposit Linked Insurance Life Life Assurance Plan. Plan. Life

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CHAPTER 5 A DESCRIPTION OF TRAINING PROGRAMS CONDUCTED BY MNYL

Training is must for every individual when he enters into the organization. Even though the candidate has experience he also should get training. Why because the organization culture, values and beliefs are different from one organization to other. Thats why the training program plays a key role in every organization. Training program following by Max New York Life Insurance is different at various levels. Mainly in training program the company concentrates on sales managers, agents, operations executives and telecallers.

Training program for sales managers: The training program duration is 15 20 days They get training on product knowledge. Motivating and encouraging Advisors

Training program for Advisors: The training program duration is 15 20 days They get training on product knowledge How to convince the people. Objection Handling

Training program for operations executives: They will get training on customer database files
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Taking care of the customer files Well trained in product information and documentation Renewals will be informed periodically.

Required skills for employees in Max New York Life Insurance: Interpersonal skills Excellent communication skills Understanding nature Aggressiveness Convincing skills Ability to motivate others Interest to learn

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CHAPTER 6 DATA ANALYSIS & INTERPRETATION

Analysis of the Questionnaire
Methodology used for analysis of the questionnaire is percentage methods. Tables and graphs are also used for the purpose.

6.1Analysis of office staff who are having sufficient Knowledge on life Insurance.
Following table shows the analysis of office staff who is having sufficient Knowledge on life insurance Table 6.1 Category New Advisors Advisors Tele callers Marketing Executives Total Source: Primary Data Figure

No of Respondents 6 18 4 2 30

6.1

Category
20 18 16 14 12 10 8 6 4 2 0 New Advisors Advisors Tele callers Marketing Executives No of Respondents

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Inference: The above chart shows that advisors only have more knowledge than telecallers, marketing executives and new advisors. Advisors will complete the deals. But after that everything will be taken care by operations executives and telecallers. Without sufficient knowledge these both people cant work well. When a telecaller is calling to customer for renewal premium that person should have a knowledge how the premium should calculate, and they should know any extra charges for late payment, and how much grace period will be these things should be known even by telecallers and operations executives too.

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6.2 How do you feel about the Training Programme?

Following table shows the rating of various respondents about training programme. Table 6.2 Rating Very good Good Fine Bad Time waste Process Total Source: Primary Data Figure 6.2 No of Respondents 15 8 4 2 1 30

Rating
16 14 12 10 8 No of Respondents 6 4 2 0 Very good Good Fine Bad Time waste Process

Inference: Here 50% of the employees feel very good about the program and another 50% says that it is not up to that extent which was expected. That means training process should still more be improved.
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6.3. How far is the training effective?

A question was asked on the effectiveness of training conducted by Max New York Life. Following table shows the opinion of respondents. Table 6.3 Rating Very helpful Helpful Fine Can be done from other sources Time waste process Total Source: Primary Data Figure 6.2 No of Respondents 17 8 2 3 0 30

Rating
18 16 14 12 10 8 6 4 2 0 Very helpful Helpful Fine Can be Time waste done from process other sources No of Respondents

Inference: This shows that the training process is very effective and it is very much needed. Training of agents in Insurance Industry almost decides its success and failure. Therefore, training to Advisors is very important.
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6.4 did you understand about all the products during the process?
Following Table shows the no of respondents who understand about all the products during the Training. Table 6.4 Rating All the products Few products No product Total Source: Primary Data Figure 6.4 No of Respondents 10 17 2 30

Rating
18 16 14 12 10 8 6 4 2 0 All the products Few No product products No of Respondents

Inference: The above picture shows that around 57% of employees having knowledge about few products.

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6.5After the training do you think you improved your interpersonal skills?
Following Table shows the no of respondents who think that training program helped to improve their interpersonal skills. Table 6.4 Rating Very helpful Helpful Fine Time waste process Total Source: Primary Data Figure 6.5 No of Respondents 15 8 5 2 30

Rating
16 14 12 10 8 No of Respondents 6 4 2 0 Very helpful Helpful Fine Time waste process

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Inference: The data shows that around 50% of employees has a tremendous improvement in their interpersonal skills.

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6.6 during the process, is there any training program, which can improve your communication skills?
Following table shows the no of respondents think that training will improve their communication skills Table 6.6 Rating Yes No Total Source: Primary Data Figure 6.6 No of Respondents 10 20 30

Rating
25

20

15 No of Respondents 10

0 Yes No

Inference: To communicate the products well to our customer we should have very good communication skills, but here there we can see that the no of respondents who gave 10% as its minimum.67.67% of respondents says there were no good sessions to practice and improve communication skills.

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6.7 Are you satisfied with the training process in terms of teaching, and environment?
A question was asked to the respondents to elicit the information regarding satisfaction in terms of teaching, and environment Table 6.7 Rating Very much satisfied Satisfied Needs improvement Not at all Cant say Total Source: Primary Data Figure 6.7 No of Respondents 8 10 10 2 0 30

Rating
12

10

No of Respondents

0 Very much satisfied Satisfied improvement allCant say Needs Not at

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Inference: Teaching environment is good but it still needs more improvement because more agents are not completely satisfied with the environment and they complained about its punctuality.

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6.8

Is the approach of your trainer with you is good and friendly?

A question was asked to the respondents to elicit the information regarding the approach of trainer. Table 6.8 Rating Good Fine Bad Rude Total Source: Primary Data Figure 6.8 No of Respondents 15 8 5 2 30

Rating
16 14 12 10 8 No of Respondents 6 4 2 0 Good Fine Bad Rude

Inference: About 67 % of the employees has opinion that trainer has maintains a good relationship with the trainees.
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6.9 Do you think, you have made any improvement in your performance after the training?
A question was asked to the respondents to elicit the information regarding ,is there is any improvement happens after training. Table 6.9 Rating Lot of improvement No improvement Instead deteriorated Dont know Total Source: Primary Data Figure 6.9 No of Respondents 8 10 10 2 30

Rating
12

10

No of Respondents

0 Lot of improvement No improvement Instead deteriotatedknow Dont

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Inference:

This is a mixture of comments. These people here were not able assist themselves. But anyway the majority gave positive results.

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6.10 Who needs much knowledge regarding the company and its products?
A question was asked to the respondents to elicit the information regarding company and its products. Table 6.10 Category Agents Telecallers Operational Executives Recruitment Consultants All the above Total Source: Primary Data Figure 6.10

No of Respondents 5 4 1 0 20 30

Category
25

20

15

No of Respondents 10

0 Agents Telecallers Recruitment Consultants Operational Executives All the above

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Inference: This table shows that all the people related to Insurance companies should be having Sufficient knowledge about the company and its products. When a customer approaches he may not have idea about his designation, so everyone should be aware of the same.

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6.10 For which areas agent needs Training?

A question was asked to the respondents to elicit the information regarding at which areas agent needs Training? Table 6.10 Category Company policies and procedures Skill based training Problem Solving skills/Objection handling Communication skills All Total Source: Primary Data Figure 6.10

No of Respondents 2 2 5 1 20 30

Category
25

20

15 No of Respondents 10

0 Agents Telecallers Recruitment Consultants Operational Executives All the above

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Inference: The survey tells us that, an agent should take training for all the areas. It is not sufficient to have proper knowledge only about the products when you dont know how to present them. He should be talented enough to answer or solve all the odd questions a customer asks. So, agent should get training for all the areas mentioned.

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6.11. Are all the benefits, incentives and promotions in MNYL are communicated properly to you? Are you satisfied?
Following table shows if the communication done regarding benefits, incentives and promotions in MNYL to the respondents. Table 6.11 Rating Yes No Total Source: Primary Data Figure 6.11

No of Respondents 25 5 30

Rating
30

25

20

15

No of Respondents

10

0 Yes No

Inference: 87% of the employees are satisfied with the promotions, incentives etc. in Max Newyork ltd.
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6.12 To which level did the training motivates you to give your best performance?
Following table shows the no of respondents which motivates through training program on the basis of their level of performance. Table 6.12 Rating Very strong Fine Didnt get motivated Time waste Total Source: Primary Data Figure6.12

No of Respondents 17 9 2 0 30

Rating
18 16 14 12 10 8 6 4 2 0 Very strong Fine get motivated Didnt Time waiste No of Respondents

Inference: As we know that the training process has been very effective, the trainer has a very good motivating skill which motivates other people very well. This survey tells that after the training they got goose bumps and they felt very strongly motivated and they will be doing their work very efficiently.
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6.13. Group activities are conducted to find out creative ideas and

suggestive from the participants?

A question was asked to the respondents to elicit the information regarding Is there is any group activities conducted to find out creative ideas and suggestions from participants

Table 6.13 Rating Strongly Disagree Agree Neutral Disagree Strongly Disagree Total Source: Primary Data Figure 6.13

No of Respondents 20 5 0 3 2 30

Rating
25

20

15 No of Respondents 10

0 Strongly Disagree NeutralDisagree Disagree Agree Strongly

Inference: As there is a saying, Unity is stronger. It tells that, when a group activity is done it unconsciously creates very good ideas and suggestions which can be very beneficial for the other team members as well as for the organization.
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6.14 Is the environment of MNYL friendly?

Following table shows the rating given by respondents on the environment of MNYL. Table 6.14 Rating Yes No Total Source: Primary Data Figure 6.14

No of Respondents 25 5 30

Rating
30 25 20 15 10 5 0 Yes No

No of Respondents

Inference:

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6.15. The training is very stressful?

A question was asked to the respondents to elicit the information regarding Stress conditions during training program. Table 6.15 Rating Interesting Fine Boring Cant Comment Total Source: Primary Data

No of Respondents 15 10 4 1 30

Figure 6.15

Rating
16 14 12 10 8 6 4 2 0 Interesting Fine Boring Comment Cant No of Respondents

Inference: The agents feel very interesting about the training program which shows good vibes to us. But a very few people find it a bit boring which is negligible.

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6.16. Do you want to make any changes in the training?

Following table shows the no of respondents which wants to change the training program. Table 6.16 Rating Yes No Total Source: Primary Data Figure 6.16

No of Respondents 20 10 30

Rating
25

20

15 No of Respondents 10

0 Yes No

Inference: Maximum people are satisfied with the training and they dont want any changes. But still there are a few people who want some changes in the program.

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6.17. If yes what? 33% of the people wanted changes in the training program. The changes which they wanted are listed below: Some wanted brief description instead of detailed which is taking 10 days.
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Change in timings. Instead of coming every day, they wanted a few holidays in between. Some people wanted to have online training programs.

6.18. Do you think the participants were involved properly during the training process? Yes, all the participants or agents were involved very well in the training programs. Everyone was excited to know the products to play tasks, and they were attentive also. 6.19. Were you are exposed to? Table 6.19 Category Brainstorming sessions Group Discussion Lecture Sessions Business Game All the above Total Source: Primary Data Figure 6.19

No of Respondents 2 8 20 0 0 30

Category
25

20

15 No of Respondents 10

0 Brainstorming sessions Group DiscussionSessions Game above Lecture Business All the

Inference: The survey tells that agents were mostly exposed to Lecture Sessions, which means the
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trainer was giving more information about the projects instead of asking or making icebreaking sessions. But anyway 30% of the people also say that they were exposed to Group Discussions as well.

6.20. During the training, how well you were communicated the objectives of the training programme? Following is the tabular representation of candidates response on how well they were communicated the objectives of the training programme. Table 6.20 Rating Very Good Good Average Poor Total Figure6.20

No of Respondents 2 18 8 2 30

Rating
20 18 16 14 12 10 8 6 4 2 0 Very Good Good Average Poor

No of Respondents

Inference: The survey tells that the objectives were communicated very well for which they were tempted and joined MNYL. And now they were happy to be a member of MNYL family.
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6.21 overall rating about training programmes conducted by MAX

Last but not least, respondents were asked about the overall rating about the training & development programmes conducted by Max Newyork Life. Table 6.21

Table 6.21 Rating Very Good Good Average Poor Total Figure 6.21

No of Respondents 3 17 9 1 30

Rating
20 18 16 14 12 10 8 6 4 2 0 Very Good Good Average Poor No of Respondents

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Inference: According to the overall rating given by the respondents 10% of them has rated as very good, 57% rated it as very good, 30% rated as average and only 3% rated it as poor.

Findings
Training program is good but it should still more be improved. During training program, poor agents who are weak in their communication skills and English are not able to understand. Because of training, employees became more loyal to the organization, as they came to know the vision and mission of the Industry. Training made the employees and agents more useful to the firm. Training improved their interpersonal skills which is very helpful for their career growth and individual growth. But there are no sessions which can improve their communication skills. Training classes are not commencing on time. The trainer is good and friendly. All the members in the Industry should have knowledge about the products. Training can contribute to higher production and fewer mistakes, greater job satisfaction and lower employee turnover. Also, it can enable employees to cope up with organizational, social and technological change.

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Recommendations
Create awareness: The Company has to take care of awareness creation about the products and services among the Advisors/Agents There should be more sessions which can improve their communication skills. The classes should commence on time.

The company has to give periodic training. Extra training should be given to poor students.

Product promotion strategies should be improved. Company should consider the present competition and should act according to the customer needs. It Should be like long term training like Fundamental Carrier class , Basic Carrier class which helps the advisors in different stages.

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Key Learnings
Before this project my knowledge about the insurance industry was quite bleak. This project in MNYL has immensely helped me in categorizing the different financial products.

Another of my crucial learning has been in the area of communication with the outside world. Finding a possible prospect and then giving them Information about the opportunities available was a really tough challenge.

Majority of the population in Cochin have a negative perception about the insurance industry. Giving them appropriate information about the opportunity to earn in this field was a challenging task.

Along with the information on the job, the staff of MNYL also gave many inputs that would definitely help in the management field.

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CONCLUSION
It has been a great experience working with Max New York Life. I have gained a lot of knowledge and improved immensely on my skills. I got the opportunity to meet and communicate with many people and undertake responsibility. I feel that MNYL is a great organization with plenty scope for growth. One of the main reasons in the success of this project was the constant appreciation and motivation from the concerned guides of company as well as college. The internship was both informative and also interactive.

In this Knowledge-based economy, training helps people to learn how to do the things differently or to the different things. Products are now increasingly knowledgeintensive; for these employers are responsible for providing opportunities for continued learning. To cope with the challenges and competitiveness in the world, every organization needs the services of trained persons for performing the activities in the systemic way. So, training program plays a key role in individual as well as organizational performance.

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BIBLIOGRAPHY

o o o

www.maxnewyorklife.com www.google.com www.encylopedia.com

o IC 33 book of max newyork life o Lynton, R.P. and Pareek, U. Training for development, 2 nd Ed., New Delhi: Vistaar publication, 2002. o Bhatnagar, O.P. Evaluation methodology for training, New Delhi: Oxford and IBH publishing co.pvt.ltd. o Rae, L. The art of training and development, effective planning. Vol. 1, New Delhi. o Tannenbaum, S. A strategic view of organizational training and learning. o A hand book of human resource management practice, 8th ed., 2001.

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APPENDIX
TRAINING AND DEVELOPMENT OF EMPLOYEES IN MAXNEWYORKLIFE INSURANCE COMPANY LTDWITH SPECIAL REFERENCE TO EMPLOYEES IN COCHIN QUESTIONNAIRE

Name: Age: Designation: Work Experience: Income Level Q.1 how do you feel about the Training Programme? A. Very Good B. Good C. Fine D. Bad E. Time waste process

Q.2. How far is the training effective? A. Very helpful B. Helpful C. Fine D. Can be done from other sources E. Time waste process Q.3. Did you understand about all the products during the process?
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A. All the products B. Some products C. Few products D. No clear idea E. Nothing

Q.6. After the training, do you think you improved your interpersonal skills? A. Yes B. No Q.5. Do you think or feel the training program is helpful for your individual growth in your career? A. Yes B. No

Q.6. During the process is there any training program, which can improve your communication skills? A. Yes B. No

If Yes, What is the programme? Q.8. Are you satisfied with the training process in terms of teaching, and environment? A. Very much satisfied B. Satisfied C. Needs improvement
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D. Not at all E. Cant say Q.9. Do you feel the training program is very lengthy and boring? A. Yes B. No Q.10. How many days do you think this training process should take place. A. 4-5 days B. 5-6 C. 6-7 D. 7-8 E. 8-9 Q.11. Is the approach of your trainer with you is good and friendly? A. Good. B. Fine. C. Bad. D. Rude.

Q.12. Does your boss or trainer give you a patient ear and clear all the doubts? A. Yes. B. No. Q.13. Do you think, you have made any improvement in your performance after the training?

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A. Lot of improvement. B. Dont know. C. No improvement. D. Instead deteriorated.

Q.16. Who needs much knowledge regarding the company and its products? A. Agents. B. Tele callers. C. Operational executives. D. Recruitment consultants. E. All. Q.15. For which areas, the agent needs training? A. Company policies and procedures. B. Skill based training. C. Problem solving skills/objections handling. D. Communications skills. E. All the above.

Q.16. Is the environment of MNYL friendly? A. Yes. B. No. Q.17. Are all the benefits, incentives and promotions in MNYL are communicated properly to you? Are you satisfied?
65

A. Yes. B. No. Q.18. to which level did the training motivate you to give your best performance? A. Very strong. B. Fine C. Didnt get motivated. D. Time waste.

Q.19. The training is very stressful? A. Interesting. B. Fine. C. Boring. D. Cant comment. Q.20. Do you want to make any changes in the training? A. Yes. B. No. If yes what? Q.22.3 modules you liked the most?

Q.23.

Do you think the participants are involved properly during the training

Process? Briefly explain?

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Q.26. Group activities are conducted to find out creative ideas and suggestive from the participants? A. Strongly agree. B. Agree. C. Neutral. D. Disagree. E. Strongly disagree.

Q.25. Are you are exposed to A. Brainstorming sessions. B. Group discussion. C. Lecture sessions. D. Business game. E. All the above.

Q.26. During the training, how well you were communicated the objectives of the training programme? A. Very Good B. Good C. Average D. Poor

Q.27 Give the overall rating about training & development programmes conducted by MAX?

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A. Excellent B. Good C. Average D. Poor

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