Training & Development---HDFC Standart Life

7/30/2019 Training & Development---HDFC Standart Life

1/57

CONTENTS

CHAPTER-1

STATEMENT OF THE PROBLEM

SCOPE OF THE STUDY

OBJECTIVES OF THE STUDY

RESEARCH METHODOLOGY

LIMITATIONS

CHAPTER-2

INDUSTRY PROFILE

COMPANY PROFILE

CHAPTER-3

REVIEW OF LITERATURE

OVERVIEW OF TRAINING PROGRAMME

CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

CHAPTER-5

FINDINGS

SUGGESTIONS

CONCLUSION

BIBLOGRAPHY


2/57

QUESSIONAIRE

CHAPTER -1

INTRODUCTION


3/57

Statement of the problemIn the present scenario Human Resource Management plays a dominant role. And in that

Training and Development plays a major role. There is need for training and retraining personal

in order to enable them to adopt new situations. In this era of knowledge every person needs to

embrace a life time of learning and it is up to the organizations to give their employees this

opportunities.

To find the development of human resource, the T&D functions are combined

together for development skills as well as basic aptitudes leading to a continued personnel

growth to meet the changing job requirements more than the routine activities.

So, the Training and Development regarding HDFC Standard Life Insurance. I want

to do the project work of HDFC Standard Life Insurance, and how the HDFC Standard Life

Insurance is providing the Training and Development to their Employees.


4/57

Scope of the Study

HDFC standard life insurancewill come to know aboutthe effectiveness of training, which it

gives for its employees. It will also come to know whether further improvement be made for

better productivity. The questionnaireis used to conduct the study of effectiveness of training.

The training provides an opportunity to increase the individual skills as well as

organization goals. It also covers productivity improvement. So, The training leads high

productivity in the organization.


5/57

OBJECTIVES OF THE STUDY

To study the existing training programs in HDFC standard life insurance

To study the effectiveness of training program

To ascertain about the changes required in training program

To find what type of training is required to different level of employees in

HDFC standard life insurance

To suggest and recommend the measures for effective training and

development programs.


6/57

RESEARCH METHODOLOGY

INTRODUCTION:

In common , research refers to a search for knowledge. Infact research is an art of scientificinvestigation. Research Methodology is way to systematically solve the problems. Its guides us

how research is done scientifically. It consists of the different steps that are generally adopted by

the researcher to study this research problem along with logic behind them. It is necessary for

the researcher to develop certain tests ,how to calculate the mean,

the mode, the median or the standard deviation or chi-square.

DATA COLLECTION:

The required data was collected through primary and secondary data

PRIMARY DATA

The data for the present study will be collected from the HDFC Standard Life Insurance at

Bangalore.The data was collected through questionnaire and face-to-face interaction

with the employees.

SECONDARY DATA

Secondary data was obtained from the past reports of the HDFC Standard Life Insurance and

from the books, magazines, newspapers and generals.

SAMPLE SIZE:

The sample size is 100


7/57

TYPE OF SAMPLING:

The sampling units are chosen on the basis of convenience sampling which has been taking as

the method to select sampling respondents.

Due and utmost care has been taken to cover all the segment, status and age etc.,

TOOLS USED FOR ANALYSIS:

1. Percentage Method3. Charts and Diagrams.

1. Percentage Method:

Percentage is special kind of ratio, which is used in making comparison between two or moreseries of data.

. Charts and Diagrams.


8/57

LIMITATIONS

1. Since the study is conducted for 45 days therefore time is the major constraint.

2. Due to the management fear we may get the average response from the employees..

3. Since, the employees are busy in their work, it is also a limiting factor to discuss their

opinions clearly.


9/57

CHAPT

ER-2

COMPANY

PROFILE


10/57

___________________________________________________________

INDUSTRY PROFILE

What is insurance?

Insurance is concerned with protection of economic value of assets. Every asset has a value

and it is created at considerable cost. They have a lifetime during which time they are

expected to perform but they can be destroyed or made nonfunctional through accidentaloccurrences. Such terrible occurrences are called perils.

The damage the perils may cause to the asset is the risk. Risk only means that there is apossibility of loss or damage. There has to be uncertainty of risk; Insurance is relevant only

where there is uncertainty. The occurrences have to be random. Accidental and not

deliberately created.

Brief history:

The business of insurance started with marine business. Traders who used to gather in the

Loyds caf in London agreed to share the losses to their goods while being carried by ships.The losses were on account of ships being pirated or damaged to goods because of whether

conditions or sinking of the ships. The first insurance policy was issued in 1583 in England

.In India, insurance began in 1818 with Life insurance being transacted by an Englishcompany, the European and Albert. The first Indian Insurance company was formed in 1870

Bombay mutual assurance society limited

How it works:

People facing common risks come together and make a small contribution. The contribution

is made on the assumption that all of them are exposed to the risk, but who will become the

victim is not known. By studying events for long time it is possible for forecast happening of

the future, and as an average how many persons will suffer losses. The following example

explains this concept.


11/57

____________________________________________________________________

Example:-

Suppose in a town there are one lakh huts. It is found that ten of them are getting

destroyed by fire accident every year. Assuming the cost of constructing each hut

Rs.1000/-,suppose all the huts man dwellers decide to contribute 10 paisa each, they can have a

fund of Rs.10,000/- with which all the persons, who lost the huts, can be compensated.

Thus insurance business is all about sharing. A risk which cannot be born by a person is

spread over the entire community, so the risk becomes bearable. The contribution paid by an

individual is called premium. The likely loss for which a person wants risk cover is called sum

insured and the amount paid in the event of a loss is called claim.

Coming to life insurance even though death is certain the time of death is uncertain. A

human being is unique income generating asset. He earns not only for him self but supports the

family. It is likely somebody may die before he is able to full fill his family responsibilities, in

which case his family is in difficulties. Some times a person is not able to earn but lives for a

long time, the risk of living to long. In the days when joint family system has collapsed this

person can face hardship. Thus a human being is exposed to types of risks-pre mature death and

risks of living to long.

Utility:-

Insurance acts as a social security tool: even though the govt. is expected to look after the

social security of people, it is often not possible. Insurance companies supplement the efforts of

the govt. in regard.

Role in the economic development: insurance companies collect huge amounts by way of

premiums. Thus funds are available for a long time. Insurance companies can invest in projects

with long gestation period. The help in development of infra structure like roads,

Bridges, irrigation projects, power plants etc.


12/57

______________________________________________________________________

Common risks faced by human beings:

1. Ill health of serious nature involving heavy medical expenses for a recuperation of

normal health

2. Disability caused by an accident resulting in incapacity of earns;

3. Higher education of children when educational expenses are mounting;

4. Marriages of dependent daughters &sons involving huge expenditure;

5. Own a home for living either by construction or purchase;

6. Premature death

These contingencies can be taken care by insurance.

Advantages of life insurance:

Life insurance has no competition from any other business. When a person saves in any

instrument, the fund available is what is saved. In insurance, the fund available is what is

saved. In insurance, the fund available is not what is paid by way of premium but the

target amount which chosen as sum insured.

In insurance settlement is easy because of nomination .The heirs can collect the money

easily because of nomination or assignment


13/57

___________________________________________________________________

There is a certain amount of compulsion to go through the plan of savings.

Creditors cannot claim the life insurance money. They can be protected against

attachment by courts.

There are tax benefits.

Marketability and liquidity are better. A life Insurance policy is property. It can be

transferred of mortgaged. Loans can be raised against the policy.

1. From the agents point of view.

Life insurance is the only way for family protection.

It takes care of the UN certainties of futures.

The value of human life is far greater then the value of property.

Only insurance can protect it.

Life insurance is not surpassed by any other instruments in terms of security,

marketability, stability of value and liquidity.

Life insurance enhances the existing standards of living.

Life insurance helps peoples like financially solvent lives.

Types of insurance:

# Life insurance

# Non-life insurance


14/57

__________________________________________________________

COMPANY PROFILE

HDFC Standard Life is a joint venture between India's leading housing finance company

HDFC and Europe's Largest Mutual Insurance Company Standard Life.

HDFC Housing Development Finance Corporation Ltd.

1. It is incorporated in the year1977.

2. It is the first private housing finance provider in India.

3. It is enlisted in both BSE and NSE.

4. High quality loan portfolio-Gross NPL's less than 1%.

5. Constant technological up gradation of systems 13.3% cost income ratio.

HDFC GROUP OF COMPANIES

a. HDFC Home Loans

b. HDFC Deposits.

c. HDFC Bank

d. HDFC Standard Life Insurance Company Ltd

e. HDFC realty.com

f. HDFC CHUBB GENERAL INSURANCE CO. LTD.

g. HDFC Mutual Funds

h. CIBIL

i. CENTRE FOR HOUSING FINANCE

j. INTELENET.

k. HDFC Securities.

l. HDFC Securitization

m. HDFC Distribution


15/57

______________________________________________________________________

STANDARD LIFE:

1. Founded in 1825 in Edinburgh in United Kingdom.

2. Currently over5 million Policy Holders benefiting from the service offered.

3. Europe's largest mutual life insurer

4. Assets under management more than 7, 50,000 crores.

ENTRY INTO INDIAN MARKET First Market entry in 1847.

Innovative products& processes

Lost policy sold in the year1938

Last claim settled in 1997

GROUP OF COMPANIES:

Standard Life Bank: Fast growing banking company in U.K

Standard Life Investments: Invest provider 5 star award for the eighth successive year.

Standard Life Health Care: U.K's leading health insured. Health insurance Company of

the year 2003.


16/57

______________________________________________________________________

HDFC STRENGTHS:

First private life insurance company to get license from IRDA

Only Private Insurance Company to declare Bonuses for the last 6 years consecutively.

Most Respected Private Insurer award from Business World.

HDFC SL VISION:

We are the most successful and admired life insurance company which means that we are

the most trusted company, the easiest to deal with, offer the best value for money, and set the

standards in the industry.

In short The most obvious choice for all.

VALUES OF HDFC:

Integrity

Innovation

Customer Centric

People Care

Team work

Joy & Simplicity


17/57

______________________________________________________________________

PRINCIPLES OF LIFE INSURANCE

Insurance is a combination three disciplines. These can be described as Mathematical principles called Actuarial principles.

Legal principles, and

Economic principles.

Legal Principles are again divided into two types:

1. Commercial contract

2. Insurance contract

principles of Life Insurance:

a. Uberrima fides or utmost good faith

b. Insurable Interest

c. Economic principles

Economic principles are again divided into four types:

a. Human life value (HLV)

b. Connecting link between generations

c. Human life value enhances property values

d. Family is an Economic Unit


18/57

CHAPTER-3

LITERATURE

REVIEW


19/57

REVIEW OF LITERATURE

OVER VIEW OF TRAINING PROGRAMME

INTRODUCTION:

As organization without human resources is incomplete and impossible.Now a-days it is

very much important to concentrate on human resource. It is one of the main areas where

training is essential. If there is poor or inadequate training practices in organization it leads to

mere waste of the resource.

The training can be made effective for the better performance of the employees as well

as executives and their job work by practically implementing the training programs they

have undergone.

Since the training is cost effective and an never ending process and also time consuming,

there is no need of assessment to find out whether the training programs conducted in the

organization has an effective impact on the performance of their work and are able to

practically implement it.

Organization must highly concentrate on training the employees in the field, which they are

poor. After training the employees organization must check for effectiveness of training given to

employees. If the program fails in improving the effectiveness and performance of an employee

than the company will not be in the process of development and increase in productivity.


20/57

Every organization needs to have well trained and experienced people. If the current or potential

job occupant. But to adjust with the environmental changes it is necessary to rise the skill levels

and increasing the versatility and adaptability of employees.

Inadequate job performance or a decline in productivity, changes resulting out of job

redefining technological break through requires some type of training and to develop the efforts

of employees. As the job becomes more complex, the importance of employee development is

not an activity that is desirable but also an activity that an organization must commit resource to

meet the needs of change of performance.

MEANING AND DEFINITION

After an employee is selected, placed and introduced he or she must be provided with

training facilities.

Training is the act of increasing the knowledge and skill of an employee for doing a particular

job.

Training is an organized procedure by which people learn knowledge and/or skill for a

definite.

-- BY Dale S.Beach.

In other words training improves changes, moulds, the employees knowledge, skill, behaviour,

aptitude, and attitude towards the requirements of the job and organization. Training refers to the

teaching and leaning activities carried on for the primary purpose of helping members of an

organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a

particular job and organization.

Training is a learning experience in that it seeks relatively permanent changes in an individual

that will improve his or her ability to perform on job.


21/57

Training is a process of learning a sequence of programmed behavior by application of

knowledge.

Development is a related process. It covers not only those activities, which improve job

performance but also those, which bring about growth of personality.

TRAINING AND DEVELOPMENT

Employee training is distinct from management development or executive development. While

former refers to training given to employees in the areas of operation, technical and allied

arias, the later refers to developing an employee in the areas of principles and

techniques of management, administration . Organization and allied areas.

IMPORTANCE OF TRAINING:

The importance of human resource management to a large extent depends on human resource

development. Training is the most important technique of human resource development. As

stated earlier, no organization can get a candidate who exactly matches with the job and the

organizational requirements. Hence, training is important to develop the employee and make him

suitable to the job

BASIC PURPOSE OF TRAINING

Every organization big or small, productive or non-productive. Economic or social, old or

newly established should provide training to all employees irrespective of their qualification,

skill, suitability for the job etc. Thus no organization can choose whether or not to train

employees.

Training is not something that is done once to new employees; it is used continuously in every

well run establishment. Further, technological changes, automation, reuire up-dating the skills

and knowledge. As such an organization has to retain the old employees.


22/57

Specifically, the need for training arises due to the following reasons:

1. To match the employee specification with the job requirements and organizational

Needs.

2. Organizational viability and the transformation process.

3. Technological advances.

4. Organizational complexity.

5. Human relations.

6. Change in the job assignment.

7. Increase productivity.

8. Improve quality of the product/service.

9. Help a company to fulfill its further personnel needs.

10. Improve health and safety.

11. To prevent obsolescence.

12. Effect the personal growth.

13. Minimize the resistance to change.

TRAINING METHODS

1. On-the job training method.

2. Off-the job training method.

1.On-the job training

This type of training ,also known as job instruction training, is the most commonly used

method. Under this method the trainee learns under the supervision and guidance of a qualified

worker or instruction.


23/57

(a). Job rotation.

(b). Coaching.

(c). Job instruction.

(d). Committee assignment.

(a). Job rotation:

This type of training involves the movement of training from one job to another. The trainee

receives job knowledge and gains experience from his supervisor or trainer.

(b). Coaching:

The trainee is placed under a particular supervisor who functions as a coach in training the

individual.

(c). Job instruction:

This method is also known as training through step by step. Under this method, trainer explains

the trainee the way of doing the jobs , job knowledge , skills and allows him to do the job.

(d). Committee assignment:

Under the committee assignment group of trainees are given and asked to solve an actual

organization problem .The trainees solve the problem jointly.

2.Off-the job training

Under this method of trainee is separated from the job situation and his attention is focused

upon the learning the material related to his future jobs performance.

(a). Vestibule training.

(b). Role-play.

(c). Lecture methods.

(d). Conference or Discussion.

(e). Programmed instruction


24/57

(a). Vestibule training

In this method actual work conditions are simulated in a classroom. This type if training

is commonly used.

(b). Role-playing

It is defined as a method of human interaction that involves realistic behavior in

imaginary situations. This method of training involves action doing and practice.

( c).Lecture method:

The lecture is a traditional and direct method of instruction. The instructor organizes the

material and gives it to a group of trainees in the form of a talk.

(d). Conference or discussion:

It is a method in training the clerical, professional and supervisory personnel this involves

a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and

draw conclusions.

(e). Programmed instruction:

In recent years this method has become popular. The subject matter to be learnt is

presented in a series of carefully planned sequential units. These units are arranged from simple

to more complex levels of instruction.

METHODS OF MANAGEMENTDEVELOPMENT

1. On-the job Techniques.

2. Off-the job Techniques.

1. On-the job Techniques

(a). Coaching.

(b). Job Rotation.

(c). Under study.

(d). Multiple Management.


25/57

2. Off-the job Techniques

(a). The case study.

(b). Incident method.

(c). Role-playing.

(d). In basket method.

(e). Business game.

(f). Sensitivity training.

(g). Simulation.

(h). Grid training.

(I). Conferences.

( j). Lecturer.

Training should

1. Be a systematic process with some planning and control rather than a random learning

from experience.

2. Be concern with changing concepts skills or attitudes of people treated both as individual;

and as groups.

3. Be intended to improve performance in both the present and following jobs and through

this should enhance the effectiveness on the part of the organization, where the

individuals or the group of workers.

Benefits of training can be in terms of

1. Benefits for employees and

2. Benefits for the organization

1. Benefits for employeesImproved job performance

Better career prospects

More job satisfaction

Greater salary expectations


26/57

2. Benefits for organization

Improves work performance

Increase safety to work

More consistent satisfaction

Reinforce staff motivation

Evaluation of training programme

The process of training evaluation has been defined as any attempt to obtain information on the

effects of training performance and to assess the value of training in the light of that information.

Evaluation leads to controlling and correcting the training programme.

1. Reaction

2. Learning

3. Job behavior

4. Organization

5. Ultimate value


27/57

CHAPTER-4

DATA ANALYSISAND

INTERPRETATION


28/57

TABLE:1

1. No of Respondents attended the training programme provided by the organization

yes, 95

No, 5

yes, 95

No, 50

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

Respondents attendance of training

provided by organization

yes

No

INTERPRETATION: The above chart shows that majority of respondents (95%) attended thetraining programme provided by the organization and 5% of respondents not attendance.

Option No. of respondents Percentage (%)

Yes 95 95

No 5 5

Total 100 100


29/57

TABLE:2

2. How frequently the Training programme conducted by the organization


Quarterly 80 80Half yearly 20 20

Annually 0 0

Bi-annually 0 0

Total 100 100


30/57

0

10

20

30

40

50

60

70

8090

100

No.of

respondents

perce ntage(%)

options

Training programme conducted by the

organization

quarterly

half yearly

annualy

bi-annualy

INTERPRETATION: The above chart shows that majority of respondents (80%) said that the

training programme is conducted quarterly and 20% of respondents said that half -yearly.

TABLE:3

3. What Methods are followed in the training programme.


Coaching 15 15

Lecture 30 30

Seminars 30 30

Workshops 25 25

Total 100 100


31/57

0102030405060708090

100

No.of

respondents

percentage(%)

options

Training methods followed by

organization

coaching

lecturer

seminar

workshop

INTERPRETATION: The above chart shows that majority of respondents(30%) are said that

lecture and 30% of respondents said that seminar and 25% of the respondents said that workshop

and 15% of respondents said that coaching to the employees in the organization.

TABLE:4

4. The training programme helps in improving skills of the employees in the

Organization.


Strongly agree 75 75Agree 25 25

Disagree 0 0

strongly disagree 0 0

Total 100 100


32/57

01020304050607080

90100

No.of

respondents

percentage(%)

options

The training programme helps in

improving skills

strongly

agree

agree

disagree

strongly

disagree

INTERPRETATION: The above chart shows that majority of respondents (75%) strongly

agree the training programme help in improving their skills and 25% of the respondents

agree.this show that the 100% the employees are benefited by the training program.

TABLE:5

5. Gaining knowledge at work place after attending the training programme provided by

the organization.


33/57

0102030405060708090

100

No.of

respondents

percentage(%)

options

Gaining knowledge by attending

training programme

yes

No

INTERPRETATION: The above chart shows that majority of respondents (92%) opined

that they gain knowledge at work place after attending training programme and 8% of

respondents said that it is not.

TABLE:6

6. How is the Relationship between the colleagues, trainer during the training period.


Yes 92 92

No 8 8

Total 100 100


34/57

Option No. of respondents Percentage(%)

Excellent 80 80

Very good 15 15

Good 5 5

Poor 0 0

Tatal 100 100

0102030405060708090

100

No.of

respondents

percentage(%)

options

The relationship between colleagues and

trainer

excellent

verygood

good

poor

INTERPRETATION: The above chart shows that majority of respondents (80%) said that

excellent 15% of respondents said that very good and 5% of respondents said that good the

relationship

between the colleagues and trainer during the training period.

TABLE:7


35/57

7) What is the employees experience in the organization.

0102030405060708090

100

No.of

respondents

percentage(%)

options

Experience of the employees

15yrs


15yrs 2 2

Total 100 100


36/57

INTERPRETATION: The above table shows that majority of respondents(60%) have 15yrs experience.

TABLE:8

8) How is the training programme is rated in the organization.

Option No. of respondents Percentage(%)Excellent 10 10

Very good 70 70

Good 20 20

Poor 0 0

Total 100 100

0102030405060708090

100

No.ofrespondents

percentage (%)

options

Training programme in the organization

excellent

verygood

good

poor


37/57

INTERPRETATION: The above chart shows that majority of respondents (70%) said that the

training programme is very good, 20% of respondents said that the training programme is good

and very least per centage members said that excellent.

TABLE:9

9)How many employees says that the training programme helps in achieving individual

goals as well as organization Organizational goals.


Yes 95 95

No 5 5

Total 100 100


38/57

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

Achieving individual goals and organizational

goals

yes

No

INTERPRETATION: The above chart shows that majority of the respondents(95%) said

that the training programme helps in achieving both individual goals and organization

goals.

TABLE: 10

10) What are the Individual goals and organizational goals achieved by agreed

respondents.


Improving skills 70 73.7

Increasing productivity 20 21

No absenteeism 5 5.3

Any other 0 0

Total 100 100


39/57

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

Individual and organizational goals achieved by

ageed respondents

improving skills

increasing

productivity

No absenteeism

any other

INTERPRETATION: The above chart shows that majority of respondents (73.7%) agree the

training programme helps in improving skills , 21% of respondents agree it helps in increasing

productivity and 5.3% of respondents said that no absenteeism in the organization.

TABLE:11

11) How far training programme is applicable in the job.


Yes 88 88

No 12 12

Total 100 100


40/57

0102030405060

708090

No.of

respondents

percentage(%)

options

Applicability of training techniques

yes

No

INTERPRETATION: The above chart shows that majority of respondents(88%) said that the

training programme is applicable in organization and 12% of respondents disagree.

TABLE:12

12) how far the training methods are beneficial for the new comers


41/57

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

Training me thods for ne w comers

coaching

lecturer

seminar

workshop

INTERPRETATION: The above chart shows that majority of respondents (60%) said that

coaching method is followed for new comers in the organization,20% of respondents said that

lecturer and 10% of respondents said that seminar and remaining respondents said that work

shop for new comers in the organization.


Coaching 60 60

Lecture 20 20

Seminars 10 10

Work shop 10 10

Total 100 100


42/57

TABLE:13

13) How the training programme helps to new comers in the organization.


Excellent 10 10

Very good 68 68

Good 22 22

Poor 0 0

Total 100 100

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

The training programme helps to new comers

excellent

very good

good

fair

The above chart shows that majority of respondents(68%) said that very good, 22% of

respondents said that good and 10% of respondents said that excellent the training programme

help to new comers in the organization.


43/57

TABLE:14

13. What is the impact of training programme on the employees personality development.

0102030405060708090

100

No.ofrespondents percentage(%)

options

Impact of training programme on the employees

personality development

excellent

very good

good

poor


Excellent 25 25

Very good 60 60

Good 15 15

Poor 0 0

Total 100 100


44/57

The above chart shows that majority of respondents (60%) said that very

good, 25% of respondents said that excellent and 15% of respondents said that good the impact

of training programme on their personality development.

TABLE:15

14. how far the self morale is developed at the work place by the training programme.

Option No. of respondents Percents(%)

Excellent 10 10

Very good 72 72

Good 18 18Poor 0 0

Total 100 100

0

10

20

30

40

50

60

70

8090

100

No.of

respondents

percentage(%)

options

Self morale at work place by training

programme

excellent

very good

good

poor

INTERPRETATION: The above chart shows that majority of respondents(72%) said that very

good ,18% of respondents said that good and 10% of respondents said that excellent the training

boost up the self morale at work place.


45/57

TABLE:16

15. Is Discipline prevailed at the work place.


Yes 87 87

No 13 13Total 100 100

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

Discipline at work place by training

programme

yes

No

INTERPRETATION: The above chart shows that majority of respondents (87%) are agree

the training programme helps in developing the discipline at work place and 13% of respondents

disagree.


46/57

TABLE: 17

17) Are the Well designed &widely shared training policies provided to the employees.


Yes 89 89

No 11 11Total 100 100

0

10

20

30

40

50

60

7080

90

100

No.of

respondents

percentage(%)

options

Well des igned and widely shared training

policies

yes

No

INTERPRETATION : The above chart shows that majority of respondents (89%) agree they

are getting well designed and widely shared policies from the organization and 11% of

respondents disagree.


47/57

TABLE: 18

18. How far are the employees Satisfied with the present training programme.


Fully satisfied 12 12

Satisfied 88 88

Dissatisfied 0 0

Up to some extent 0 0Total 100 100

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

satisfaction of employees on present training

programme

fully satisfied

sastisfied

dissatisfied

upto some e xtent

INTERPRETATION: The above chart shows that majority of respondents (88%) are satisfied

with present training and 12% of respondents are fully satisfied with the training programme.


48/57

TABLE: 19

19. Is the capability of the an employee been checked after the training programme.


Yes 93 93

No 7 7

Total 100 100

0102030405060

70

8090

100

No.of

respondents

percentage(%)

options

Evaluation of capability after training

yes

No

INTERPRETATION: The above chart shows that majority of respondents (93%) opined that

their capabilities are assessed and 7% of respondents are not evaluating their capabilities after

training programme.


49/57

TABLE:20

20.Is the communication among peers, subordinates and management during the

training period takes place.

Option No. of respondents Percentage (%)Yes 96 96

No 4 4

Total 100 100

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

communication between peers,subordinates and

management

yes

No


50/57

INTERPRETATION: The above chart shows that majority of respondents (96%) opined that,

they have good communication with peers ,subordinates and management and 4% of respondents

disagree.

TABLE:21

20.Is there any Need for extra training.


Yes 66 66

No 34 34

Total 100 100

0

10

20

30

40

50

60

70

80

90

100

No.of

respondents

percentage(%)

options

Need for extra training

yes

No


51/57

INTERPRETATION: The above chart shows that majority of respondents (66%) need extra

training and 34% of respondents do not need extra training.

CHAPTER-5

FINDINGS,

SUGGESTIONS AND

CONCLUTION


52/57

FINDINGS

1. most of the employees said that they are satisfied with the present training programme.

2. most of employees said that the communication with the peers and management

3. during the training programme is good.

4. Most of employees assessing their capability after training.

5. employees agree they are getting well designed and widely shared training policy.

6. Mostly lecture and seminar training methods are following in the organization.

7. Majority of employees are attending the training programme provided by the

organization.

8. Majority of employees strongly agree the training programme helps in improving their

skills.

9. Majority of employees said that the relationship between colleagues, trainer during the

training programme is excellent.

10. Majority of employees agree the training programme helps in achieving both individual

goals and organizational goals.

11. Majority of employees said that they apply the techniques learnt during the training

programme.

12. the employees said that the training programme helps the new comers.

13. The impact of training programme on personality development is very good.

14. employees said that the training programme boost up the self morale at work place.

15. The programme is not so effective on those employees who shows less interest.

16. The training would be additional cost for the company if it is conducted every now and

then ,hence should be conducted when strongly required.


53/57

SUGGESTIONS

1. The methods of training needs to be improved by following coaching method.

2. The efficiency of the training programme needs to be improved by good trainer.

3. The training programme is to be improved to help in achieving more individual

Goals.

4. The impact of training programme is to be increase to develop personality of

the employees.

5. The self morale needs to be improving by providing good training facilities.

6. The training policies needs to be improved to know the organizations policies

and procedures.

7. The employee satisfaction is to be improved by the training programme.8. The organization must provide extra training to the employees.


54/57

CONCLUSIONS

I would like to conclude that over all effectiveness of training programmes of HDFC

standard life insurance, could satisfy majority of employees, but some of the employees are

dissatisfied regarding their training methodology, interaction with the trainner and programmes

organized , scheduled and also time allocated to complete the training programme.


55/57

BIBLIOGRAPHY

BOOKS REFERRED AUTHOR

Human Resource Management and P.SUBBARAO

Industrial Relations

(Himalayan publications 2000Edition)

Personal management C.B.MEMORIA

(Tatamacgraw Hill publications Co.Ltd)

Research Methodology C.R.KOTHARI

(Vishwaraprakasam 2nd Edition)

Management Theory and Principles L.M.PRASAD

Web site: www.hdfcinsurance.in

www.google.com
http://www.hdfcinsurance.in/http://www.google.com/http://www.hdfcinsurance.in/http://www.google.com/


56/57

QUESTIONNAIRE

NAME

AGE

QUALIFICATION

DESIGNATION

DEPARTMENT

GENDER

1. Have you attended any training programme provided by this organization?

a. Yes [ ] b. No [ ]2. How often training is conducted?

a. Quarterly [ ] b. half yearly [ ] c. annually [ ] d. bi annually [ ]

3. What are the methods followed while training?

a. Coaching [ ] b. lecturers [ ] c. seminars[ ] d. workshops[ ]

4. Do you think that training programme help you in improving your skills?

a. Strongly agree [ ] b. agree[ ] c. disagree [ ] d. strongly disagree [ ]

5. Have you gained knowledge at work place after attending training program?

a. Yes [ ] b. No [ ]

6. How is your relationship with colleagues, trainer during the training?

a. Excellent [ ] b. very good [ ] c. good [ ] d. poor [ ]

7. Experience?

a. 15yrs[ ]

8. What about of training?


9. Is the training program will help you in achieving both individual goals and

organization goals?

a. Yes [ ] b. No [ ]


57/57

10. All techniques learnt in training program are applicable to your related job?

a. Yes [ ] b. No [ ]

11. What are the training method followed for new comers in the organization?

a. Coaching [ ] b. lecturer [ ] c. seminars [ ] d. work shop [ ]

12. How far training help to new comers in the organization?

a. Excellent [ ] b. very good [ ] c. good [ ] d. fair [ ]

13. What is the impact of training on your personality development?


14. To what extent the training boost up the self morale at work place?


15. Is training program helps in developing the discipline at work place?

a. Yes [ ] b. No [ ]

16. Did you get well designed and widely shared training policy in the organization?

a. Yes [ ] b. No [ ]

17. Are you satisfied with the present training given by an organization?

a. Fully satisfied [ ] b. satisfied [ ]

c. Dissatisfied [ ] d. up to some extent [ ]

18. Are you assessing your capabilities after training?

a. Yes [ ] b. No [ ]

19. Are you have nice communication with peers and management during

The training program?

a. Yes [ ] b. No [ ]

20. Are you happy with the training given by the organization or are you need extra training?

a. Yes [ ] b. No[ ]

Documents

Training & Development---HDFC Standart Life