Final Hr Project

Synopsis Every Company is built on its pillars who are its employees. The employees sail the company’s ship by maintaining its pre-planned path, forecasting future contingencies, estimating the load and allotment of work, adapting its path in highly variable global conditions and navigating it through the storms of economical crises. The life cycle of a company has n no. of different challenges. Facing these challenges demands training of employees. Ensuring that training is bringing about the desired changes in performance is going to continue to be a challenge for training personnel in any industry. In addition to being plagued by turnover, all businesses are also subject to pressures of increased competition. Customers have many options to choose from, and hence increased service needs to be a priority. There is also the problem of attracting good people to work in the industry. Continual training and development will be important to attracting and retaining these good and qualified people. Formidable training will increase the quality of goods and services, and so become a competitive advantage for the business. In this project report, an attempt has been made to analyse the training and development function in an organization. Financial Insights, being a financial services company, has to invest a lot in order to ensure that its workforce is well-updated as far as domain knowledge is concerned. This project report also gives the insights as to how various activities concerned with this function are carried out in the company both for the new entrants and existing employees. Over a period of time, Financial Insights has successfully created a talented pool of people in its Indian subsidiary which has resulted in strong fundamental growth for the company.

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Acknowledgement I truly acknowledge the contributions of all the people whose due support, guidance, knowledge and experience has helped me in completion of this project report. It is with a deep sense of gratitude that I acknowledge the opportunity given by Financial Insights to undertake this study on the Training and Development aspect in the company. I would like to express my profound gratitude to Mr. Vidhata Bhide, Manager - Human Resources, for taking some time out from his busy schedule and providing me with all the required information regarding the company. His kind support has helped me a lot to bring out this project report. I would also like to acknowledge the support of the employees of Financial Insights who by providing their feedback on training and development function, have helped me to complete this study. I am also very thankful to our Prof. D. I. Cabral, faculty, Sydenham Institute of Management Studies, Research and Entrepreneurship Education, for having given me this great opportunity to study the practical aspects of Training and Development, thereby enabling me to study the unique functioning approach applied by the organizations. Last but not the least, I would also like to thank all our friends, colleagues and all those who have directly or indirectly helped me in this endeavour.

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Company Information

Financial Insights, an IDC company, is a leading independent and global provider of research-based advisory and consulting services that enable financial services industry executives to maximize the business value of their technology investments; minimize technology risk through accurate planning; benchmark themselves against industry peers; adopt industry best practices and drive technology-enabled business innovation. They deliver relevant results in the practice areas of banking services, capital markets, and insurance. Financial Insights provides industry business leaders with informed opinions on the technologies required to create a competitive advantage. Its research covers topics of strategic importance to banks, insurance companies, asset management firms, securities brokerages, and diversified financial institutions globally. Clients use their research to guide their internal investment decisions, help them plan for future technology needs, benchmark against competitors, and stay current on solution offerings. They provide customers an open dialogue with their expert analysts to support key investment decisions.

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Objective of Study: For any organization to be successful it is very important to have a workforce which can use its skills, knowledge and capabilities to achieve the organizational goals and objectives. This project was done mainly to understand how much importance organizations attach to the training and development aspect of human resource management. The training and development needs of any organization depend upon the activities it is involved in. In this project study, an attempt has been made to analyse the effectiveness of the various aspects of the training and development function in Financial Insights.

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Methodology The methodology adopted to study the Training and Development function was as follows: Discussion with the HR Manager: A major part of this project report was taken from the information provided by the Human Resource Manager at Financial Insights. Discussion with the Program Manager: The information was also collected from couple of Program Managers in order to know the various training and development activities carried out at different levels of organization. Feedback from the Employees Apart from the above, the feedback from Analysts was also collected by making them rate the various aspects of training and development function carried out in the company.

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Training and Development: Study undertaken Training is an integral part of the culture at Financial Insights. From initial training programs to senior leadership programs, the company is committed to educating and developing our people. The company offers educational programs for every stage of the employee’s career — from product and technical training to developing industry expertise to advanced leadership skills. The training and development programs at Financial Insights fall into one of four general categories: •

Product and technical training.

•

Leadership and management development.

•

Professional skills training.

•

Programs that support Firm-wide initiatives, such as ethics and diversity education.

Their commitment to the employees is evidenced by the significant resources we devote to our initial and ongoing training programs. Their initial training programs combine rigorous on-the-job and technical training sessions with cross-divisional Firm presentations on their organization and culture. Senior managers from relevant business areas lead the ongoing training programs. In fact, managers at Financial Insights dedicate a significant amount of time to employee development, becoming coaches and mentors to help you realize your potential and build upon existing skills and experiences.

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Feedback and Performance Review Financial Insights has established formal and informal feedback processes for all employees. One can expect to receive formal performance reviews from his/her business manager, likely twice a year. These reviews provide them with an opportunity to understand where an employee excels and where he/she can improve. The reviews are also a time to discuss the employee’s goals. At Financial Insights, performance reviews are a two-way dialogue and are an excellent opportunity to voice any concerns, requests or other issues that may be on employee’s mind. The best feedback, however, is often provided on the job. This is why the company encourages its employees to solicit regular feedback on their performance from their respective managers. The program managers also work with department managers to help them provide constructive feedback on a regular basis.

Mentoring At Financial Insights, they have created a distinctive and active mentoring program. The goal of the mentoring program is to provide the employees with a mentor who can offer advice and provide a broader perspective on their career outside of the formal management structure to help employees achieve their personal and career goals. Relationships formed with mentors can become some of the most treasured relationships the employees will build, on both a business and personal level. Whether the employees are joining the company for an internship or a full-time position, all the employees will have the opportunity to be paired with a mentor to help them make informed decisions, overcome obstacles, understand complex issues and navigate the Firm.

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If any candidates are joining the organization for the summer, they will likely be assigned two mentors: a “junior” mentor or a “buddy” who can help with day-to-day issues, and a “senior” mentor who is more experienced in the industry. The employee networks also provide many opportunities to meet and network with potential mentors from all levels of the Firm. Mobility Mobility is a part of the fabric at Financial Insights and is encouraged within divisions, across divisions and across geographic regions. The organization wants its management team to be well versed in all aspects of its global business, so it actively rotates managers through different business areas and regions. To encourage mobility, some divisions have recently launched formal pilot programs for developing leaders. For example, the Investment Banking Division has a global mobility program that encourages senior associates and junior vice presidents to spend two years in a different region while remaining within their product or industry group.

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The hierarchy-wise Training Programs This table outlines the types of training programs that Financial Insights offers to its employees at different levels of their careers.

Program

General Training

Managing Director Leadership Development

- Interpersonal/feedback skills - Coaching - Managing in complex environments - Leadership experts

Senior Vice President Leadership Development

- Interpersonal/feedback skills - Development planning - Conflict management - Organizational dynamics

Vice President Leadership Development

-Interpersonal/feedback skills - Influence - Lehman Brothers strategy

Management Skills - Communication - Feedback - Delegation Associate/Analyst Training

- Technical/product - Teamwork

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Sales Training

- Client relationship management - Cross-selling - Institutionalizing client relationships

Types of training programs As a new hire, the employee is offered rigorous on-the-job training combined with sessions that focus on technical skills. The new entrant will also learn about the Firm’s structure and culture so he/she understands the big picture from the start and obtain a solid platform on which to build their future success. The overall training programs evolve to match the knowledge and experience levels. For example, individuals in sales roles receive selling skills and client relationship management training. At the vice president level, management and leadership skills are emphasized, while professional development programs are offered to senior vice presidents and managing directors. This level of training is equivalent to graduate courses in business management, stressing topics such as organizational dynamics, managing in complex environments and coaching skills. In addition, their training platform includes frequent seminars and lectures on business-related topics and professional skills building. Their employees have the opportunity to take advantage of these offerings on an ongoing basis. Training techniques represent the medium of imparting skills and knowledge to employees. A multitude of methods of training are used to train employees. The most commonly used methods are as follows: On-the-Job Training (OJT) Majority of training is of the on-the-job-training type. OJT is conducted at the workstation and in the context of the job. Often, it is informal, as when an experienced worker shows a trainee how to perform the job tasks. The trainee is highly motivated to learn since he or she is aware of the fact that his or her success on the job depends on the training received. Finally, the training is free from an artificial situation of a classroom. This contributes to the effectiveness

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of the programme. This particular approach is undertaken through the application of following methods: • • • • •

Orientation training Job-instruction training Internships Job rotation Coaching and mentoring

Off-the-Job Methods (OFT) Under this method of training, trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity of freedom of expression of trainees. The various OFT Methods followed in the company are: • Vestibule • Lecture • Films & Television • Conference or Discussion • Case Study approach • Role Playing and Simulation • Programmed instruction

Partnership with Spelman College In 2007, Financial Insights announced a groundbreaking partnership with Spelman College. Spelman is the #1-ranked institution among all historically Black colleges and universities in the United States by U.S. News and World Report. The development of the Financial Insights Center for Global Finance and Economic Development at Spelman College will create a new model that will prepare students for active participation in the global marketplace and increase the pipeline of women ready to enter the financial sector.

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As part of this endeavor, Financial Insights has committed $10 million as well as ongoing funding support and professional expertise to create the Center. In support of the Center’s enhanced curriculum offerings, Financial Insights and Spelman are working together to attract and retain top faculty to develop a rich interdisciplinary curriculum, prioritizing core subjects that have not been traditionally offered by the college. Additionally, this partnership will: •

Create a new interdisciplinary minor, focused on global finance and economic development, that will evolve into a full major over the next several years;

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Establish a Financial Insights Scholars Program to provide scholarships to help talented students complete their education;

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Provide opportunities for international internships in finance;

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Offer an investment banking immersion program for Spelman sophomores to introduce them to a career in global finance;

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Conduct periodic simulated portfolio management competitions;

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Match Spelman students focused on business and finance to Financial Insights career mentors;

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Collaborate with Spelman faculty and other experts to develop initiatives around economic development / urban development / microfinance as well as diversity issues; and

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Leverage Financial Insights’ in-house expertise and network of global experts to create a speaker series, among many other projects.

Like our partnerships with Harlem Children’s Zone in New York, the Financial Insights Centre for Women in Business at London Business School, and Oaklands School in London, our collaboration with Spelman College underscores the Firm’s commitment to leveraging our institutional knowledge and expertise to ensure the future success of this initiative.

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Analyst Leadership Program (ALP) Financial Insights recently launched its first-ever Analyst Leadership Program. One-of-a-kind, this opportunity is offered to Capital Markets and Investment Banking analysts who are selected for their leadership capabilities and passion.

Corporate Generalist Analyst Program (CGAP) The Corporate Generalist analyst program is a two-year rotational development program recently established in the Firm’s Europe offices. The program is designed to attract, develop and retain a pool of talented future leaders who understand the factors required for the organization to manage complex and interrelated products. Joining the analyst program provides the employees with exposure to the different functions and areas that support their client-facing divisions, enabling the employees to help these support teams in delivering the best solutions to their clients. The program provides an excellent opportunity to embark on a career path full of challenges and varied experiences, in a corporate environment that thrives on innovation, celebrates diversity and inspires individuals to achieve their personal best. Analysts are assigned a program manager. The program manager guides through the rotation and group placement process, and monitor the career development by facilitating the review and advancement processes.

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Employees’ feedback on Training and Development 10 Analysts feedback was taken with reference to each of the following 6 aspects of training and development. The analysts were made to rate these 6 aspects on a scale of 1-5, (1-Excellent, 2-Good, 3-Satisfactory, 4-Average, 5Below average) Training Subject Induction On-the-job Performance Management Team Building Customer service External training

Excellent

Good

Satisfactory

Average

Below average

7 8 7

2 1 2

1 1 1

-

-

6 8 7

2 2 1

1 2

1 -

-

Graphical Representation

Analysis of the data: 14.

1. Most of the employees thought that the training provided during induction is excellent. 2. Employees had a good view about the on-the-job training provided to them. 3. Employees feedback on the training provided with reference to the

Performance Management was excellent. 4. 60% of the respondents rated the training on Team building as excellent, whereas, 20% of them rated it to be good. Company can make an improvement as far as this aspect of training is concerned. 5. The feedback on the Customer service aspect was really good. 80% of the respondent thought that this training is excellent whereas 20% of them thought that it good. 6. The feedback on external training was also good. However, there is a scope for improvement.

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Conclusion Training is an investment of capital resources at the present time for a return in the future that is more valuable than the present expense. This is the way the top management at Financial Insights sees training. After reviewing the training policy and the training calendar, the Tasty Bites management team is convinced that training is reflected in services and that’s what differentiates you from your competitors. Training benefits the organization in the following ways–  Improves the job knowledge and skills at all levels of the organization  Helps workforce identify with organizational goals  Improves labour management relations  Helps cut down costs  Generate authenticity, openness and trust.  Creates an appropriate climate for growth and development Training benefits the individual in the following ways Helps in making better decisions and effective problem-solving  Encourages self-development and self-confidence  Helps handling stress, tension, frustration and conflict  Increases job satisfaction and recognition  Helps eliminate fear in attempting new tasks.

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Bibliography: Induction Handout – Financial Insights http://www.financial-insights.com Organisational Behaviour - Fred Luthans

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TRAINING EFFECTIVENESS EVALUATION REPORT (To be filled by Sectional Head-Personnel and sent to Dept. Head after 40 ~ 50 days of training.) TRAINING SUBJECT

:

NAME OF PARTICIPANT

:

TRAINING DATE & VENUE : FACULTY TRAINING AGENCY : Sr. nNo

OBJECTIVES OF TRAINING

1.

Improvement in knowledge

2.

Improvement in skill.

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Generate awareness

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Build confidence

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Develop positive attitude towards the subject

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Development as trainer

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Other ( Please Specify )

EFFECTIVENESS RATING ON 0 ~ 10 SCALE

REMARKS

Total Rating General Comments : Training Effectiveness : Not Effective

Effective

Is further training required on the subject : YES / NO Sign Of Department Head

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Highly Effective

Excellence

Comments from Head – Human Resources : ( In case further training / refresher training required )

Rating 9-10

Criteria Understand the subject completely and utilising the knowledge / skill with full confidence at work place. Get trained all the personnel in the company on the subject putting concrete efforts to spread the knowledge / skill in the company.

6-8

Understand the subject fairly and utilising the knowledge / skill with confidence. Needs further guidance on subject rarely. Get trained the personnel in his area of responsibility, putting efforts to develop knowledge / skill in the colleagues & subordinate(s).

3-5

Subject understanding is satisfactory. Utilising knowledge / skill but requires support and guidance occasionally. Putting some efforts to enhance knowledge / skill on the subject in colleagues & subordinate.

1-2

A little understanding on the subject. Very less implementation of knowledge / skill gained through the training. No efforts to enhance , discuss about the subject with colleagues & subordinates.

0

The gain in understanding the subject is observed negligible or not at all. Never discussed the subject with colleagues' sub-ordinate.

A

Effectiveness Index =

Total Rating x 100___________ 10 x No. of Objectives Evaluated

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