Training And Development.docx

UNIVERSITY OF MUMBAI NCRD’S

STERLING COLLEGE OF ARTS, COMMERCE & SCIENCE NERUL, NAVI MUMAI

COLLEGE CODE: 552 PROJECT REPORT ON “TRAINING AND DEVELOPMENT IN RELIANCE MONEY” SUBMITTED BY “TALVINDERKAUR LUBHANA” PROJECT GUIDE PROF. MEGHA MAHAJAN IN PARTIAL FULFILLMENT FOR THE COURSE OF BACHELOR OF MANAGEMENT STUDIES (B.M.S) T.Y.B.M.S (SEMESTER VI) ACADEMIC YEAR 2018 - 2019

DECLARATION

I TALVINDERKAUR LUBHANA OF NCRD’S STERLING COLLEGE OF ARTS, COMMERCE & SCIENCE, studying in B.M.S (Semester V) hereby declare that I have completed this project report on “TRAINING AND DEVELOPMENT IN RELIANCE INDUSTRY” And has not been submitted to any other University or Institute for the award of any degree, diploma etc. The information is submitted by me is true and original to the best of my knowledge.

Date:

Place: Nerul, Navi Mumbai

(TALVINDERKAUR LUBHANA )

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National Centre for Rural Development’s

Sterling College of Arts, Commerce & Science Affiliated to University of Mumbai & Approved by Govt. of Maharashtra CERTIFICATE This is to certify TALVINDER KAUR LUBHANA of Bachelor of Management Studies has undertaken and completed the project work titled “TRAINING AND DEVELOPMENT IN RELIANCE INDUSTRY” during the academic year 2018 - 2019 under the guidance of PROF. MEGHA MAHAJAN submitted on

to this college in fulfilment of the curriculum

Of Bachelor of Management Studies(sem-v) University of Mumbai. This is a bonafide project work and the information presented is true and original to the best of our knowledge and belief.

PROJECT GUIDE

PRINCIPAL

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ACKNOWLEDGEMENT

I would like to extend my sincere gratitude to all those people who helped me in the successful completion of my project entitled " TRAINING AND DEVELOPMENT IN RELIANCE INDUSTRY ". First and foremost I wish to take this opportunity to express my deep sense of gratitude to PROF. MEGHA MAHAJAN for her valuable guidance in this endeavor. He has been a constant source of inspiration and I sincerely thank him for his suggestions and help to preparation this project. I am grateful to our coordinator and head of department for giving me valuable information regarding project. I would also like to express my gratitude to all the authors of the books, newspaper articles and magazines articles, which I have referred to collect information regarding my project.

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INDEX SR NO.

CONTENT

PAGE NO.

DECLARATION CERTIFICATE ACKNOWLEDGEMENT

EXECUTIVE SUMMARY 1

CHAPTER-1

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INTRODUCTION COMPANY PROFILE ● MISSION STATEMENT ● VISION STATEMENT ● VALUES 2

CHAPTER-2

27

REVIEW OF LITERATURE 3

CHAPTER-3 ● ● ● ● ● ● ●

RESEARCH METHODOLOGY BACKGROUND OF THE STUDY NEED AND IMPORTANCE SCOPE OBJECTIVES LIMITATIONS SOURCE OF DATA HYPOTHESIS

5

33

4

5

CHAPTER-4

CHAPTER-5

48

61

ANALYSIS & INTERPRETATION OF DATA 6 7 8

CONCLUSION QUESTIONNAIRE BIBLIOGRAPHY

EXECUTIVE SUMMARY

Every organization needs to have well trained and experienced people to perform the activities that have to be done. If current or potential job occupants can meet this requirement, training is not important. When this not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. It is being increasing common for individual to change careers several times during their working lives. The probability of any young person learning a job today and having those skills go basically unchanged during the forty or so years if his career is extremely unlikely, may be even impossible. In a rapid changing society employee training is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable workforce. The entire project talks about the training and development in theoretical as well as new concepts, which are in trend now. 6

Here we have discussed what would be the input of training if we ever go for and how can it be good to any organization in reaping the benefits from the money invested in terms like (ROI) i.e. return on investment. What are the ways we can identify the training need of any employee and how to know what kind of training he can go for? Training being covered in different aspect likes integrating it with organizational culture. The best and latest available trends in training method, the benefits which we can derive out of it. How the evaluation should be done and how effective is the training all together.

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CHAPTER NO :- 1

INTRODUCTION

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Reliance Anil DhirubhaiAmbani Group

The Reliance – Anil Dhirubhai Ambani Group is among India’s top three private sector business houses on all major financial parameters, with a group market capitalization of Rs 200,000 crore (US$ 50 billion), and net worth to the tune of Rs 58,000 crore (US$ 13 Billion) Across different companies, the group has a customer base of over 150 million, the largest in India, and a shareholder base of over 12 million, among the largest in the World. Through its products and services, the Reliance - ADA Group touches the life of 1 in 8 Indians every single day. It has a business presence that extends to over 5000 towns and Cities in India, and served by 12,000 distribution outlets, 500,000 business partners and 30,000 strong motivated workforce.The interests of the Group range from communications (Reliance Communications) and Financial services (Reliance Capital Ltd), to generation, transmission and distribution of Power (Reliance Energy), infrastructure, media and entertainment.

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Introduction to Reliance Money

❑ Reliance Money provides investors with the facility of anytime-anywhere

online trading in all major asset classes, namely: ● Equities, Equities and Commodity derivatives ● IPOs, Mutual Funds ● Life and General Insurance products ● Foreign exchange derivatives ● Money transfer, Money changing, ● Precious metal retailing ● Credit Cards ● Loans ● Wealth Management products

❑ Reliance Money provides entire commodity related services such as broking

distribution and warehouse receipt financing ❑ Expanded its presence to 20,000 touch points. It has 10,000 outlets across

5,000 towns and cities across India. ❑ Currently 2200+ employees across 162 locations spread across the country. ❑ The Corporate Office at Worli, Mumbai has approx 350 people belonging to

these various functions

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❑ Acquired 2.5 million customers ❑ Accounts for daily traded volumes of over Rs 2,000 crore, or 3-4 % of the

average daily volume of transactions logged on the stock exchanges ❑ Moved into International arena- West Asia, South East Asia, Africa and

Europe.

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MISSION STATEMENT Is to attract, nurture & retain a team of competitive, growth oriented talent who:-

❑ consistently deliver share-holder returns of 20%+ year-on-year ❑ are responsive to Employee Needs & achieving an employee satisfaction

index of 90%+ and ❑ are committed to making Reliance Capital among the top 3

“Best Employers to work for” in India through Transparent & Robust HR processes.

VISION STATEMENT “We live in a world where the young are reaching higher, dreaming bigger and Demanding more; a world that is challenging the limits of hope and possibility. Now here is this more strikingly visible than in India – a country that wakes up every morning a little younger in age, but infinitely more ambitious in spirit.”

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·

TRAINING METHODS IN RELIANCE MONEY

The training methods adopted in reliance money which are generally used in an organization are classified into two i.e. 1) On the job: On-the-job training places the employees in an actual work situation and makes them appear to be immediately productive. It is learning by doing. For jobs, that either are difficult to simulate or can be learn quickly by watching and doing on-the-job training makes sense. One of the drawbacks to on-the-job training can be low productivity while the employees develop their skills. Another drawback can be the errors made by the trainees while they learn. However, when the damage the trainees can do is minimal, where training facilities and personnel are limited or costly, and where it is desirable for the workers to learn the job under normal working conditions, the benefits of on-the-job training frequently offset its drawbacks. (ii) Job Instruction Training: JIT consists of four basic steps: a. Preparing the trainees by telling them about the job and over coming their uncertainties b. Presenting the instruction, giving essential information in a clear manner; c. Having the trainees try out the job to demonstrate their understanding; and d. Placing the workers into the job, on their own, with a designated resource person to call upon should they need assistance. 2) Off the job: Off-the-job training covers a number of techniques – classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each of these techniques vary from a small make shift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated audiovisual equipment, two-way mirrors, and all the frills. 13

i. Classroom lectures/conferences: The lecture or conference approach is well adapted to conveying specific information – rules, procedures, or methods. The use of audiovisuals or demonstrations can often make a formal classroom presentation more interesting while increasing retention and offering a vehicle for more interesting while increasing retention and offering a vehicle for clarifying more difficult points. The lecture’s liabilities include possible lack of feedback and the lack of active involvement by the trainees. ii. Simulation exercises: Any training activity that explicitly places the trainee in an artificial environment that closely mirrors actual working conditions can be considered a simulation. Simulation activities include case exercises, experimental exercises, complex computer modeling, and vestibule training. (iii)Vestibule training: In vestibule training, employees learn their jobs on the equipment they will be using, but the learning is conducted away from the actual work floor. In the 1980s many large retail chains train cashiers on their new computer cash registers – which are much more complex because they control inventory and perform other functions in addition to ringing up orders – in specially created vestibule labs that simulated the actual checkout-counter environment. Training, as a process of long term learning is essentially a developmental tool.. By effectively utilizing this tool, the organization expects to achieve career objectives. Contribute towards the career progressions of the employees by importing knowledge of an additional or reinforcing nature, developing skills and bringing about desired attitudinal changes among them. This would not merely prove effective in assisting them to achieve organizational goals but also enable enhancement of their self esteem and self confidences to face external challenges. □

Ours is a changing and dynamic organization which has to pay considerable emphasis on training and retraining its employees to enable them to be competent, committed and has the capacity to change according to the external and internal demands and pressures.

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ASSESSMENT OF TRAINING NEEDS There are five steps towards the assessment and analysis of training and development of the organization. Collection of information through interviewing and discussing with key personnel both inside and outside the organization or specific departments; observing the work place, working conditions, processes and outcomes; examining records, other written information and annual employee appraisal. Compare performances of each department and each employee against objectives, targets and standards set for them and keeping in mind future work requirements in the organization. Identify cause of problems faced by the organization to enable the management to train the employees in handling the problems as well as solving the problem in a satisfactory manner. Segregate identified problems into problems requiring staff development action such as training and into problems requiring other management actions, so that these problems are accurately addressed.

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ACHIEVEMENTS List of recent achievements-

● In two successive joint surveys by The Economic Times’ Brand Equity and ACNielsen, Reliance was recognized as India’s Most Trusted Mutual Fund. ● The company also walked away with seven other scheme prizes – five of them being outright winners – in the Gulf 2007 Lipper Awards. These included the Fund House of the Year by Lipper GCC as well as ICRA Online and the Most Improved Fund House by Asia Asset Management. ● It also received the NDTV Business Leadership Award 2007 in the mutual fund category and runners’ up recognition as the Best Fund House in the Outlook Money-NDTV Profit Awards. ● In addition, the company received the coveted CNBC Web18 Genius of the Web distinction for the Best Mutual Fund Website in the country. RCAM was awarded the India Onshore Fund House 2008 instituted by the Asian Investor magazine. ● The company also won the India Equities award in the 5-year Performance category.

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COMPANY PROFILE: Basic structure of Reliance ADA group

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Working At Branch level

Staff at Branch LevelThe following hierarchy exists:- ●Three Centre managers. ● Eight to ten Business Development Executives under each Centre manager. ● Business associates under each Centre Manager their number depending upon the area allotted to each CM. ● Team leader and PFC”s under him for life insurance. ● One Customer Support Executive and One Senior Finance executive

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Product Offering Reliance Money currently deals in the following financial products: Trading Portal Online of

trading

refers

to

buying

and

selling

the shares/stocks/contracts/bonds with the use of internet. In this shares

are not issued in physical form rather they are transferred in the dematerialized form in the Demat account directly

Demat account There are many broking houses doing business in India and they charge a brokerage on every transaction made online or offline. (Buying and Selling are treated as separate transaction). Reliance Money’s advantage over others is that it’s charging the lowest brokerage in the market which is just 1 paisa on every executive trade irrespective of the volume traded.Reliance Money, thebrokerage and distribution arm of Reliance ADA Group, aims to tap investors in the smaller towns and cities through a flat fee structure. The new wonder is Reliance Money's pre-paid card for stock market brokerage. Reliance

Money,

the

financial

services

division

of

Anil

DhirubhaiAmbaniGrouppromoted Reliance Capital, is bringing to the market prepaid cards in denominations of Rs500, Rs1,000, Rs. 2500, Rs. 5,000 and Rs.10,000. ● Equities

Equity investment generally refers to the buying and holding of shares of stockon a stock market by individuals and funds in anticipation of income from dividend sand capital gainas the value of the stock rises. It also sometimes refers to the 19

acquisition of equity (ownership) participation in a private (unlisted) company or a startup(a company being created or newly created).

● Commodities

A single platform to trade on both the major commodity exchanges i.e. NCDEX and MCX. In addition In-house research desk shall provide research reports on all major commodities which shall enable in getting views for trading and diversify client’s holdings. Trade Execution assistance is also provided to clients.

● Offshore Investments

Offshore investment is the keeping of money in a jurisdiction other than one's country of residence. Offshore jurisdictions are a commonly accepted solution to reducing excessive tax burdens levied in most countries to both large and small scale investors alike. The advantage to this is that such operations are both legal and less costly than the solutions offered in the investor's country - or "onshore".

How reliance money scored over others?

1. Two way authentication:Reliance offers its customers with a token (an electronic gadget) that generates a password, which are a third level of security in addition to the customer log in and a password provided. The password generated by the token is valid only for a period of 20 seconds. If the web page expires, for the fresh login, a new password generated by the token has to be keyed in by the customer. 2. Lowest brokerage: Reliance offers the lowest brokerage of 1 paisa which is very less with respect to the other DPs in the market.

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3. User friendly software: The portal offered is very easy to understand and use. 4. Better research and news: Reliance offers news from the DOW JONES and REUTERS. Seeking to bring share trading closer to consumers just like ATMs, Reliance Capital's stock brokerage arm Reliance Money launched Internet trading services through web-enabled retail kiosk.

Reliance Money Provide the kiosks (similar to ATM’s) Facilities, to their customer through which the customers can trade on available kiosks at the particular Branch of Reliance Money. The company are going to open these kiosks in the market as the ATM’s of the Banks

Reliance Money share trading account Reliance Money unlike other brokering houses has introduced a new prepaid system of brokerage for the share trading in which it provides the lowest form of brokerage charged from an investor.

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TRAINING AND DEVELOPMENT

The duration of my project was of two months during these two months I did many things regarding my project as I was also the part of operations I also understands how the operations department works at Reliance money. How the shares of the client are kept in electronic form in the client’s account and how it is dematerialized by operations department at Reliance money.

TRAINING AND DEVELOPMENTIt is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENTTraditional 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. TRAINNING_DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

Training is activity leading to skilled behavior: •

It’s not what you want in life, but it’s knowing how to reach it

•

It’s not where you want to go, but it’s knowing how to get there

•

It’s not how high you want to rise, but it’s knowing how to take off

•

It may not be quite the outcome you were aiming for, but it will be an outcome

•

It’s not what you dream of doing, but it’s having the knowledge to do it

•

It's not a set of goals, but it’s more like a vision

•

It’s not the goal you set, but it’s what you need to achieve it

● Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time.

● Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.

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Importance of Training and Development

• Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

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• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. • Team spirit – Training and Development helps in inculcating the sense of teamwork, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees

• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of work

• Healthy work-environment –Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

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• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. • Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies.

• Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

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CHAPTER NO :- 2

LITERATURE REVIEW

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LITERATURE REVIEW Oatey (1970) Training improves a person’s skill at a task. Training helps in socially, intellectually and mentally developing an employee, which is very essential in facilitating not only the level of productivity but also the development of personnel in any organization.

Yoder (1970) Training and development in today’s employment setting is far more appropriate than training alone since human resources can exert their full potentials only when the learning process goes for beyond the simple routine.

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Hesseling (1971) Training is a sequence of experiences or opportunities designed to modify behavior in order to attain a stated objective. Kane (1986) If the training and development function is to be effective in the future, it will need to move beyond its concern with techniques and traditional roles. He describes the strategic approaches that the organization can take to training and development, and suggests that the choice of approach should be based on an analysis of the organization’s needs, management and staff attitudes and beliefs, and the level of resources that can be committed. This more strategic viewpoint should be of use in assessing current efforts as well as when planning for the future.

Raymond (1986) The influences of trainees’ characteristics on training effectiveness have focused on the level of ability necessary to learn program content. Motivational and environmental influences of training effectiveness have received little attention. This analysis integrates important motivational and situational factors from organizational behavior theory and research into a model which describes how trainees' attributes and attitudes may influence the effectiveness of training.

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Adeniyi (1995) Staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization.

Chris (1996) Training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth. Seyler, Holton III,Bates, Burnett and Carvalho (1998) The continuous changing scenario of business world, training is an effective measure used by employers to supplement employees’ knowledge, skills and behaviour. Akinpeju (1999) The process of training and development is a continuous one. The need to perform one’s job efficiently and the need to know how to lead others are sufficient reasons for training and development and the desire to meet organizations objectives of higher productivity, makes it absolutely compulsory.

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Oribabor (2000) Training and development aim at developing competencies such as technical, human, conceptual and managerial for the furtherance of individual and organization growth.

Isyaku (2000) The process of training and development is a continuous one. It is an avenue to acquire more and new knowledge and develop further the skills and techniques to function effectively.

Tan, Hall and Boyce (2003) Companies are making huge investment on training programmes to prepare them for future needs. The researchers and practitioners have constantly emphasised on the importance of training due to its role and investment. Stavrou et al., (2004) The main goal of training is to provide, obtain and improve the necessary skills in order to help organizations achieve their goals and create competitive advantage by adding value to their key resources – i.e. managers.

Chih , Li and Lee (2008)

Training programme is dependent on the following parameters for its success (i) perceived value of leaning programme (ii) attitude to teacher (iii) response to learning conditions (iv) desire to learn: the degree to

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which trainees really want to learn and do well.

Giangreco, Sebastiano, and Peccei (2009) The key determinants of overall satisfaction with training (OST) are perceived training efficiency (PTE) and Perceived usefulness of training (PUT).

Bates and Davis (2010) Usefulness of training programme is possible only when the trainee is able to practise the theoretical aspects learned in training programme in actual work environment. They highlighted the use of role playing, cases, simulation, mediated exercises, and computer based learning to provide exposure to a current and relevant body of knowledge and real world situations. Kalaiselvan and Naachimuthu (2011) Training cost and business benefits are drawn on X and Y axis respectively. Four quadrants were identified to highlight (i) strategic (Lower training cost and higher business benefits), (ii) Payback (Higher training cost and higher business benefits) (iii) Think (Lower training cost and lower business benefits) (iv)Drop (Higher training cost and higher business benefits).

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Karthik R (2012) Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives; Trainer, trainee, designer, evaluator.

CHAPTER NO :- 3

33

RESEARCH METHODOLOGY

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OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in Reliance Money is to study the impact of training on the overall skill development of workers. The specific objectives of the study are: 1. To examine the effectiveness of training in overall development of skills of workforce. 2. To examine the impact of training on the workers.

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Training and Human Resource ManagementThe HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions.Now-a-days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization. To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional

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and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.

SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, modules, formats being followed and is limited to the company Reliance Money and its employees. The different training programmes incorporated/facilitated in Reliance Money through its faculties, outside agencies or professional groups. It also judges the enhancement of the knowledge & skills of employees and feedback on its effectiveness.

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LIMITATIONS

Every scientific study has certain limitations and the present study is no more exception. These are: 1. The terminology used in the subject is highly technical in nature and creates a lot of ambugity. 2. All the secondary data are required were not available. 3. Respondents were found hesitant in revealing opinion about supervisors and management.

RESEARCH METHOD OR TYPE OF STUDY The Research method used is descriptive research. Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how. In the present Research I have collected data through Survey of 50 respondents

SAMPLING PLAN Sample unit The sampling units are various areas of MUMBAI which have been approached to collect data from different people 38

Sampling method Sampling method used in this research is simple random sampling which is also known as probability sampling. Under this sampling design every item of universe has an equal chance of inclusion in sample. It is say to a lottery method. Sample size The size of the sample was restricted to 50, as to just get a quick analysis

Contact Method Personal interview is used as a method of contacting people. It is a market research technique for gathering information through face-toface contact with individuals. Personal interviews take place in a variety of settingsin homes, at shopping malls, in a business office. This type of research is relatively costly, because it requires a staff of interviewers, but it provides the best opportunity to obtain information through probing for clearer explanations. It is the best technique to use early on in the research process when the researcher is not yet 39

sure which questions need to be asked, because new and better questions can come out of the dialogue

Data collection method

Research Instrument used in this research was Questionnaire. A questionnaire is a formalized set of questions for eliciting information. It is one of the most common instruments used for primary data collection. The questionnaire can be administered in various ways. It can be administered by means of a personal interviewer as well as by the telephone, Mail. Here, the questionnaire was administered by a personal interview

Tools of analysis

For the proper analysis of data, Quantitative Technique such as percentage method was used. In addition, Microsoft excel was also used for preparing charts for deducing inferences.

Need of the study The need of the study arises because of the reason that a trainee must understand the company, its achievements and tasks, products and services and also to collect information about its competitors. But the major focus was on making a customer profile for Reliance Money and study the position of Reliance Money in the market as well as among its competitors. In addition, investors were to be made aware about various products 40

and services offered by Reliance Money and checking the satisfaction level of present customers

Sources of Data (Primary & Secondary In this project work primary and secondary data sources of data has been used.

PRIMARY DATA

Primary data is collected through observation, or through direct communication or doing experiments. Under this, Survey method has been used. For this report primary data was collected by personal interview with investors and potential investors in different areas of Mumbai.

SECONDARY DATA

Secondary data refers to existing primary datathat was collected by someone else or for a purpose other than the currentone. It means already available through books, journals , magazines ,newspaper, websites. Data has been collected various websites the list of which has been given in the end of report

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through

HYPOTHESIS

The firms follows an effective training process ● The training is given to those employees who it ● But the barrier for the training process in the organization is the nonavailability of skilled trainers. ● There are gaps between the training sessions organized by the company that’s why trainees lost touch with that ● As the work load is much on employees therefore less attention is given to training sessions by the employees. ● The organization also appoints trainers from outside or from different firms to ensure better training to its employees

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CHAPTER NO :- 4

DATA ANALYSIS, INTERPRETATION AND PRESENTATION

43

DATA ANALYSIS AND INTERPRETATIONS ● Organization considers training as a part of organizational strategy. Response

No. Of Respondants

Percentage

Agree

13

52

Disagree

1

4

Partly Agree

4

16

Can’t Say

7

28

Total

25

100

● Interpretation:● The above graph indicates that Organization considers training as a part of organizational strategy.

● Training programmed attendant in a year. Response

No. of respondants

Percentage

Less than 10

14

56

10 – 20

2

8 44

20 – 40

6

24

More than 40

3

12

Total

25

100

INTERPRETATION:● The above chart indicates that less training programmes are held in the organization.

Training should be provided according to the designation as per the requirement of the organization. Response

No. of respondants

Percentage %

Senior staff

3

12

Junior staff

5

20

New staff

6

24

Based on requirement

13

52

Total

25

100

50

● INTERPRETATION:● Training is provided on the basis of requirement. ● Training helps to improved employee performance. ● Important barriers for Training and Development in organization. Response

No. of respondants

Percentage

Time

5

20

Money

4

16

Lack of interest by staff Non-availability of skilled trainer

6

24

10

40

Total

25

100

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INTERPRETATION:● The above graph indicates that the important barriers to Training and Development in the organization is Non-availability of skilled trainers. Enough practice should be given during training sessions. Response

No. of respondants

Percentage

Strongly Agree

14

56

Agree

2

8

Somewhat agree

6

24

Disagree

3

12

Total

25

100

52

INTERPRETATION:● This graph indicates that enough practice is given for employees during training sessions.

The training sessions should be useful to employees. So that they can understand the process of organization. Response

No. of respondants

Percentage

Strongly agree

15

60

Agree

5

20

Somewhat

5

20

Disagree

0

0

Total

25

100

INTERPRETATION:● The above graph indicates that the training sessions conducted in the organization is useful.

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● Employees should get appraisal in order to motivate them for development. Response

No. of respondants

Percentage

Strongly Agree

14

56

Agree

6

24

Somewhat

3

12

Disagree

2

8

Total

25

100

● INTERPRETATION:● The above graph shows that Employees are given appraisal in order to motivate them to attend the training.

● Proper skilled should be needed to make training effective. ● Skills needed. Response

No. of respondants

Percentage

Technical skills

8

32

People skills or Soft skills

6

24

54

Generalist makes better

6

24

Fond of talking to people

5

20

Total

25

100

Personnel managers than Specialist

INTERPRETATION:● The above graph indicates that the trainer should possess technical skills to make the training effective

● General complaints about the training session Response

No. of response

Percentage%

Take away precious time of employees

4

25

Too many gaps between the sessions

10

40

Training sessions are unplanned

6

15

Boring and not useful

5

20

Total

25

100

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● INTERPRETATION:● The above graph indicates that there are two many gaps between the training sessions. ● *Reason for shortage of skilled man power at workplace are : Response

No. of respondants

Percentage

Lack of planning

5

20

Lack of support from senior staff

10

40

Lack of proper guidance and training at workplace

8

32

56

Lack of quality education at primary and secondary level

2

8

Total

25

100

● INTERPRETATION: ● The above graph indicates that reason for shortage of skilled man power at workplace are lack of support from senior staff.

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FINDINGS: ● The above graph indicates that Organization considers training as a part of organizational strategy.Training programmed attendant in a year.

● The above chart indicates that less training programmes are held in the organization. ● ● ● ●

Training is provided on the basis of requirement. Training helps to improved employee performance. Important barriers for Training and Development in organization. The above graph indicates that the important barriers to Training and Development in the organization is Non-availability of skilled trainers.Enough practice should be given during training sessions.This graph indicates that enough practice is given for employees during training sessions.The training sessions should be useful to employees. So that they can understand the process of organization.

● Employees

should

get

appraisal

in

order

to

motivate

them

for

development.

● The above graph indicates that the training sessions conducted in the organization is useful.

● The above graph shows that Employees are given appraisal in order to motivate them to attend the training.

● Proper skilled should be needed to make training effective. ● Skills needed. ● The above graph indicates that the trainer should possess technical skills to make the training effective

● General complaints about the training session ● The above graph indicates that there are two many gaps between the training sessions. ● Reason for shortage of skilled man power at workplace are ● The above graph indicates that reason for shortage of skilled man power at workplace are lack of support from senior staff.

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QUESTIONAIRE *1) Your Organization considers training as a part of organizational strategy. Do you agree with this statement? Strongly agree Agree Somewhat agree Disagree

59

*2)

How many training programmes will you attend in a year? Less than 10 10-20 20-40 More than 40

*3) To whom the training is given more in your organization? Senior staff Junior staff New staff Based on requirement *4) What are all the important barriers to Training and Development in your organization? Time Money Lack of interest by the staff Non-availability of skilled trainer *5) Enough practice is given for us during training session? Do you agree with this statement? Strongly agree Agree Somewhat agree 58

Disagree

*6) The training sessions conducted in your organisation is useful. Do you agree with this statement? Strongly agree Agree Somewhat agree Disagree

*7) Employees are given appraisal in order to motivate them to attend the training. Do you agree with this statement? Strongly agree Agree Somewhat agree Disagree

*8) What are the skills that the trainer should possess to make the training effective? Technical skills People skills or Soft skills Generalist 59

Talkative

*9)

What are the general complaints about the training session? Take away precious time of employees Too many gaps between the sessions Training sessions are unplanned Boring and not useful

*10) Reason for shortage of skilled man power at workplace are : Lack of planning Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level

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CHAPTER NO :- 5

CONCLUSIONS AND SUGGESTIONS

C1ONCLUSION

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Under noted few suggestions cum conclusion can be taken as for implementation to reap the benefits. ¾ Making training and development process and entirely in house activity to reduce cost. ¾ It is found that the average age group of trainees are in their twenties or early thirties which signifies that the consumer durable industry need more of young blood as enthusiasm is an integral part of the industry. ¾ The maximum emphasis is given to job instruction methods where the trainee are made to understand their job thoroughly and the role they are going to play in performing their job. ¾ Lecture as well as the presentation is the major part of imparting the education and training them. ¾ The training objective are in keeping with needs and abilities of the trainee and it is this that proves to be the major reason for success of the training as whole... ¾The trainee fill the feedback form and from time to time test are conduct to know the gauge the effectiveness of training to employee to check their memory if they retain anything or not. □ We think that time management is one of the thing on which Reliance Mobile team must emphasis so that there employee can be more productive as it was found during the visit to the corporate office people they lack in managing

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BIBLIOGRAPHY

BOOKS/ MAZAZINES SETH PUBLICATIONS RISHAB PUBLICATIONS VIPUL PUBLICATIONS HUMAN RESOURCE MANAGEMENT BY L.M PRASAD HUMAN RESOURCE MANAGEMENT BY DIPAK K. BHATACHARYA

WEBSITES:

www.Reliancemoney.com www.wikipedia.org www.naukrihub/training and development.com http://www.sahara.co.in http://www.sahara.org http://www.inc.com/magazines.html http://www.traininganddevelopment.naukrihub.com

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