Training & Development Project

A STUDY ON

CONTENTS

Chapter No.Name of the conceptPage No.

IIntroduction

Objectives of the study

Scope of the study

Methodology of the study

Limitations of the study

IIReview of Literature

IIIIndustry Profile

IVCompany Profile

VData analysis and interpretation

VIFindings, Suggestions and Conclusion

VIIBibliography

CHAPTER IINTRODUCTIONINTRODUCTIONHuman Resource Management has become a key function in Management Process and the importance it has received after the liberalization of the economic policy of the Government has given a booster thrust to the subject. The Indian Managers have accepted the challenges of the changed times and business environment brought out by the globalization of Business.

Human Resource Development has in recent years become the focus of the attention of planners, policy makers and administrators. Human Resource Development may be defined as the process of increasing the knowledge, skills and capacities of people, it is important not only for enterprise but for a nation to develop its human resources. A country can develop only when its human resources are developed through health, nutrition, training and executive development are main areas of human resource development.

Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skills for a definite purpose. The purpose of training is basically to bridge the gap between job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is never ending or continuous process. Training is closely related with education and development but needs to be differentiated from these terms.

Training is a learning experience, in that it seeks a relatively permanent change in an individual which will improve his (or) her ability to perform on the job. We typically say training can change the skill, knowledge, attitude and social behavior. It means changing what employees know, how they work, their attitude towards their work or their interaction with their co-workers or their supervisors.

Expected Results of Training Programme

Higher Productivity: Training helps to improve the level of Performance. Trained employees perform better by using better method of work.

Better Quality Of Work: In formal training, the best methods are standardized and taught to employees perform better by using better method of work.

Cost Reduction: Trained employees make more economical use of materials and machinery. Reduction in wastages and spoilage together with increase in productivity help to minimize cost of operation per unit.

Reduction Supervision: Well-trained employees tend to be self reliant and motivated.

The training objectives are designed in accordance with the company goals and objectives. The general objectives of any training program are:

To inculcate the basic knowledge and skill to the new entrants and to enable them to perform their jobs well.

To enable the employee to meet the changing requirements of the job and the organization.

To demonstrate the employees the new techniques and ways of performing the job or operations.

OBJECTIVES OF THE STUDY

The objectives of my training are as follows: To understand the importance of the Training & Development program at Investleaf. To know the employees awareness & level of satisfaction about the training program in the organization To identify the factors inducing to increase skills of an employee To know the areas of improving training program for employees To provide suggestions to the management in improving Performance Appraisal SystemSCOPE OF THE STUDYThe study is an analysis on the Training and development program followed Investleaf. The study is carried out by interviewing 50 employees of Investleaf.

The project study covers employees of Investleaf only

The survey was conducted on the method of training system that was followed in Investleaf The study focuses on the evaluation of design, implementation, feedback, participation, parameters of the performance appraisal system To help each employee in understanding more about their role, as well as helping in understanding their strengths and weaknesses with respect to their role and functions in the organization The study has only made a humble attempt on the employees feedback on training based on different criteria

The training and development study is carried out in Dilshuknagar office of Hyderabad

The survey conducted will provide the details about the feedback of employees towards training process at InvestleafMETHODOLOGY

Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody, research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis

Sampling DesignA sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study.

Universe

The universe chooses for the research study is the employees of Hyderabad Industries Ltd.

Sample Size

Number of the sampling units selected from the population is called the size of the sample. Sample of 50 respondents were obtained from the population.

Sampling Procedure

The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the sample.

Methods of Data Collection

The data was collected through Primary and secondary sources.

Primary SourcesPrimary data is in the form of raw material to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, datas collected through questionnaire.

Secondary SourcesSecondary datas are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data was also collected from journals, magazines and books.

Nature of 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. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity.

Questionnaire

A well defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance.Nature of Questions Asked

The questionnaire consists of open ended, dichotomous, rating and ranking questions.

Pre-testingA pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed and all of them were collected back as completed questionnaire. On the basis of doubts raised by the respondents the questionnaire was redialed to its present form.

SampleA finite subset of population, selected from it with the objective of investigating its properties called a sample. A sample is a representative part of the population. A sample of 50 respondents in total has been randomly selected. The response to various elements under each questions were totaled for the purpose of various statistical testing.

Variables of the Study

The direct variable of the study is the employee motivation

Indirect variables are the incentives, interpersonal relations, career development opportunities and performance appraisal system.Presentation of Data

The data are presented through charts and tables.

Tools and Techniques for Analysis

Correlation is used to test the hypothesis and draw inferences.LIMITATIONS

The limitations of the study are the following

The data was collected through questionnaire. The responds from the respondents may not be accurate.

The sample taken for the study was only 50 and the results drawn may not be accurate.

Since the organization has strict control, it acts as another barrier for getting data.

The study covers the office premises of Investleaf at Hyderabad only. Due to the limited sample size, the facts relabeled in the study may not generalize.

Lack of experience of Researcher.

CHAPTER II

REVIEW OF LITERATURE

Definitions:

Training Defined

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance theperformance of employees.Trainingis 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.In the field ofhuman resource management,training and developmentis the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizationalsettings. It has been known by several names, includinghuman resource development, andlearning and development.

Training & Developmentis any attempt to improve current or future employee performance by improving his performance capabilities and potential through learning, usually by changing the employees attitude or increasing his or her skills and knowledge.O.Jeff Harris, Jr. Obseeves states that Training of any kind should have as its objective the redirection or improvement of behavior so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is part/ training normally concentrates on the improvements of either operative skills, interpersonal skills, decision making skills, or a combination of these.

Edwin B.Flippo states that Training is the act of increasing the knowledge and skill of an employee for doing a particular job.

Carter Mcnamara, MBA, Ph.D, Authenticity Consulting, LLC states thatAs a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs.

Penn State Harrisburg defines The Training and Development profession focuses on analyzing and improving employee learning and performance. It encompasses such activities as performance analysis, training, career development, organization development, and program evaluation.CONCEPT OF TRAINING:

Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of training is basically to bridge the gap between job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is a never ending or a continuous process. Training is closely related with education and development but needs to be differentiated from these terms.

OBJECTIVES OF TRAINING: The main objective of training is to bridge the gap between the existing performance ability and desired performance. The training objectives are designed in accordance with the company goals and objectives. The general objectives of any training programme are: To inculcate the basic knowledge and skill to the new entrants and to enable them to perform their jobs well.

To enable the employee to meet the changing requirements of the job and the organization.

To demonstrate the employees the new techniques and ways of performing the job or operations.TYPICAL TOPICS OF EMPLOYEE TRAINING:

Communication: The increasing diversity of today's workforce brings a wide variety of languages and customs.

Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.

Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.

Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity

Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.

Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.

Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc.

Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.

METHODS OF TRAINING:

Generally, the training methods can be classified into two types:

a) On-the-job methods

b) Off-the-job methods

a) On-the-Job Methods:These methods are briefly discussed below:

1. On-the job TrainingIn this training an employee will be placed in a new job and is told how it is to be performed. It aims at developing skills and habits consistent with the existing practices of an organization and by orienting him to his immediate problems.2. Vestibule Training or Training-Centre Training

This is otherwise known as classroom training, which is imparted with the help of equipment and machines identical to those in use at the place of work.3. Simulation

It is more or less like vestibule training. The trainee works in closely duplicated real job conditions. This is essential in cases in which actual on-the-job practice is expensive, might result in serious injury, a costly error or the destruction of valuable material or resources, e.g., in aeronautical industry.

4. Demonstration

Under this method, there will be a description and demonstration of how to do a job. He performs the activity himself, going through a step-by-step explanation of the why, how and what of what he is doing.

5. Apprenticeship

Under this method, each apprentice or trainee will be given a programme of assignments according to a predetermined schedule, which provides for efficient training in trade skills

6. Job Instruction Training

The JIT Method is a four step instructional process involving preparation, presentation, performance try out and follow up.

7. Coaching and Mentoring

Coaching establishes one-on-one relationship between trainees and supervisors, which offer workers, continued guidance and feedback on how well they are handling their tasks.

8. Job Rotation

It means the movement of trainee from one job to another. This helps him to understand how the job functions.b) Off-the-Job Methods:Under this method, training will be given in company classroom, an outside place owned by the organization, an education institution, or association, which is not the part of the company. The following are the methods.

1. Lectures

These are classroom lectures given by an instructor on specific topics, formally. This method is useful when philosophy, concepts, attitudes, theories and problem solving have to be discussed.

2. Conferences

Normally a conference will be held in accordance with an organized plan. Different topics with their problems relating to training of personnel are discussed.

3. Seminars or Team Discussion

A group will constitute a team for discussion. The group learns through discussion of a subject on a selected subject. 4. Case Discussion

Testing of a real problem will be undertaken under this method. In other words, a real business problem or situation demanding solution is presented to the group and members are trained to identify the problems present, they must suggest various methods for tackling them, analyze each one of these, find out their comparative suitability, and decide for themselves the best solution.

5. Role Playing

This method is also called role reversal, socio drama or psycho drama. Here trainees act out a given role as they would in a given play. Two or more trainees are assigned roles in a given situation, which is explained to the group.

6. Programmed Instruction

Under this method, there will be two essential elements, (a) a step-by-step series of bits of knowledge, each building upon what has gone before, and (b) a mechanism for presenting the series and checking on the trainees knowledge. Questions are asked in proper sequence and indication given promptly whether the answers are correct.

TRAINING AND DEVELOPMENT - DIFFERENCES Below are some of the major differences between training and development:

TrainingDevelopment

Training is skills focusedDevelopment is creating learning abilities

Training is presumed to have a formal educationDevelopment is not education dependent

Training Needs depend upon lack or deficiency in skillsDevelopment depends on personal Drive and ambition

Trainings are generally need basedDevelopment is Voluntary

Training is a narrower concept focusedDevelopment is a broader concept focused on personality development

Training may not include Development Development includes training wherever necessary

Training is aimed at improving job related efficiency and performanceDevelopment aims at overall personal effectiveness including job efficiencies

Training:

Training helpful in technical skills and knowledge where as development helpful in managerial and behavioural skills.

The purpose of training is related to specific job, whereas development is conceptual and general knowledge.

The duration of training period is short, whereas development need is on a long term basis.

Training is mostly given the technical and non-managerial personnel, whereas development is given for managerial personnel.

Knowledge: Knowledge is gleaned by organizing information. Typically, information evolves to knowledge by the learners gaining context, perspective and scope about the information.

Skills:

Skills are applying knowledge in an effective and efficient manner to get something done. One notice skills in an employee by their behaviours.

Task: Task is a typically defined as a unit of work i.e. a set of activities needed to produce some result, e.g. Vacuuming a carpet, writing a carpet, writing a memo, sorting the mail etc. complex position in the organization may include a large number of tasks, which are sometimes referred to as functions.

Job: A job is a collection of tasks and responsibilities that an employee is responsible to conduct.

TRAINING OBJECTIVE:

Once the training needs are identified, the next step is to set training objectives in concrete terms and to decide the strategies to be adopted to achieve these objectives. The overall aim of a training program is to fill the gap between the existing and the desired pool of knowledge, skills and attitudes. Objectives of training express the gap between the present and desired performance levels. Definition of training objectives in both quantitative and qualitative terms will help to evaluate and monitor the effectiveness of training. Involvement of top management is necessary to integrate the training objective with the organizational objective.

The main objectives of training are as follows:

To prepare the employees both new and old to meet their present as well as the changing requirements of both the job and the organization.

To prevent obsolescence.

To prepare employees for higher levels tasks.

To assess employees to function more effective in their present positions by exposing them to the latest concepts, information and developing the skills they will need in their particular fields.

To build a second line of competent officer and prepare them to occupy more responsible positions.

To develop the potentialities of people for the next level job.

To ensure smooth and efficient working of the department.

To ensure economic output of required quality.

To promote individuals motivations and collect morale, a sense of responsibility, to cooperating attitude and good relation ships.

DESIGNING A TRAINING PROGRAM:

In order to achieve the training objectives, an appropriate training policy is necessary. A training policy represents commit of top management to employ training to consist rules and procedures concerning training.

A training policy is required:

To indicate company intention to develop its employees.

To guide the design and implementation of training programs.

To identify the critical areas where training is to be given on priority basis.

To provide appropriate opportunities to employees for their own betterment.

Responsibility for Training:

Training is quite strenuous tasks, which cannot be undertaken by one single department. The responsibility for training has to be shared among:

The top management, who should frame and authorize the basic training policy, review and approve the training plans and programmes and approve training budgets.

The personnel department, which should plan, establishes and evaluates instructional programmes.

The line supervisor who should implement and apply the various development plans.

The employees who should provide feedback revision and suggestions for improvements in the program.

To get effective, a training programmed should be properly organized but good organization alone.

Selecting and motivating the Target Group: It is necessary to decide who is to be trained new or old employee, unskilled or semi skilled workers, supervisors or executives. The type and methods to be used will depend upon the type of persons to be trained. It is also necessary to create a desire for learning. The employees will be interested in training if they believe that it will benefit them personally, trainees will change their behaviour if they become aware of better ways of performing and gain experience in he new pattern of behaviours so that it becomes their normal manner of operation. A climate conductive to learning van also is created through physical and psychological environment. Physically an appropriate location, adequate space, proper lighting and ventilation adequate furniture and audio visual aids are necessary, psychological environment consists of involvement and participation, freedom of social interaction, open communication, friendly and helpful trainees, provision for measuring learners progress etc.

Preparing the training : The success of a training programme depends to a great extent upon the instructors or the resource persons. The trainer must know both the job to be taught and how to teach. He should have an aptitude for teaching and should employ the right training techniques.

Developing training Package: This step involves deciding the content of training, designing support material for training and choosing the appropriate training methods. Training courses may involve specific instruction in the procedures for doing a job. A training course may cover time periods ranging from one week to a few months. In addition to deciding the contents, methods and time required, it is advisable to workout budget for alternative training packages to facilitate choice. Such a training package should also contain detailed syllabus with proper sequencing of contents and an appropriate mix of training methods, support material for training may include study notes, case studies, pamphlets, charts, broachers, etc.

Presentation: This is the action phase of training. Here the trainer tells, demonstrates and illustrates in order to put over the new knowledge and operation. However, before it, the learner should be put at ease. It is necessary to explain why he is being taught to develop his interest in training. The learner should be told of the sequence of the entire job, the need for each step in the job, the relationship of the job to the total workflow, etc. instructions should be clear and complete. Key points should be stressed upon and one point should be explained at a time. Audio-visual aids should be used to demonstrate and illustrate and the trainee should be asked to repeat the operations he should also be encouraged to ask question in order to ensure that he really knows and understands the job.

Performance Throughout:

The trainee is asked to do the job several times slowly. His mistakes are corrected and if necessary, the complicated steps are explained again. As soon as the trainee demonstrates that he can do the job rightly, he is put on his own and the training is over.

Follow Up: In this step, effectiveness of the training program is assessed. The feed back through follow up will help to reveal weakness or errors if any. Necessary corrective action can be taken. If necessary, instruction may be repeated, until the trainer learns whatever has been taught to him. Follow up action reinforces the learning process. It also helps in designing future.

THE TRAINING SYSTEM:

When some people see or hear the word system, they think of mega methodologies that require several book cases and intense training to use. A system Approach to Training is not that difficult or complicated.

The Institutional System Development (ISD) was designed to solve training problems. Below flow chart shows the ISD model. It was first established by the Department of Defense, but can now be found in almost any type organization. It grew out of the systems analysis concepts that became popular after World War-II. It is probably the most extensively used instructional design model in use today.

ISD is concerned with the identification of training requirements based on the analysis of job performance requirements data obtained from experts in the job to be performed. Training objectives are formulated as a result of the job analysis process and tests are developed to be used to access the learners to bring structure to the instructional design process when determining the optimal instructional strategies, instructional sequencing, and instructional delivery media for the types of training objectives involved.

THE ISD MODEL: The flowchart used in following figure below shows the five phases with their steps listed below them.

THE ISD MODEL FLOW CHART:

Figure 1: ISD Model Flow Chart

Source: Secondary Data

The ISD model is a clear representation of the training deeds. This flow chart clearly illustrates the training needs and requirements. This flow chart makes us clearly understand the training requirements. This ISD model is designed in 5 phases and is divided into the various requirements.

The below figure highlights the importance of evaluation and feedback throughout the entire training program. It also stresses the importance of gathering and distributing information in each of the five phases and shows the training is NOT a static (waterfall) model, but a iterative flow of activities ( dynamic or spiral).

The five phases are ongoing activities that continue throughout the life of a training program. After building a training program, the other phases do not end once the training program is implemented. The five phases are continually repeated on a regular basis to see if further improvements can be made.

A brief description of the ISD process:

1. Analyze

Analyze system (department, job etc. to gain a complete understanding of it.

Compile a tasks inventory of all tasks associated with each job (if needed).

Select tasks that need to be trained (needs analysis).

Build performance measures for the tasks to be trained.

Choose instructional setting for the tasks to be trained. E.g. classroom, on-the-job, self-study. etc.

Estimate what is going to cost to train the tasks.

2. Design

Develop the learning objectives for each task, to include both terminal and enabling objectives.

Identify and list the learning steps required to perform the task.

Develop the performance tests to show mastery of the tasks to be trained, e.g. written, hands onset.

List the entry behaviours that the learner must demonstrate prior to training.

Sequence and structure the learning objectives, e.g. easy tasks first.

3. Develop

List activities that will hold the students learn the task.

Select the delivery method such as tapes, handouts, etc.

Review existing material so that you do not reinvent the wheel.

Develop the instructional courseware.

Synthesize the courseware into a viable training program.

Validate the instruction to ensure it accomplishes all goals and objectives.

4. Implement

Create a management plan for conducting the training.

Conduct the training.

5. Evaluate

Review and evaluate each phase (analyze, design, develop, implement) to ensure it is accomplishing what it is supposed to.

Perform external evaluations, e.g. observe that the tasks were trained can actually be performed by the learner on the job.

Revise training system to make it better.

Making the System Effective:

The ISD Model the flow chart model used in figure 2 below shoes the five phases with their basic steps listed below them. Although the above model shows the processes, it does not really how making the system Effective to make a training program usable, the following activities must take place in its development.

An early focus on the clients must be maintained. This is done by direct contact with the clients through interview, observations, surveys, and participatory design and development methods. You must ensure that the clients are made the owners of the training program throughout the entire ISD process. If they feel the program is being shoved down their throats or their turf is being invaded, the program will fail.

The five phases-analysis, design, development, implementation, and evaluation should be under one management team to ensure that a symmetrical program is constructed.

The design must be an empirical one. This requires observation, measurement of behaviour, careful evaluation of feedback, and a strong motivation to make design changes when needed.

The process of implementation, testing, feedback, evaluation and change must be repeated throughout the training systems live to improve upon it. Do not fall into the old adage. if it isnt broke dont fix it. Make it better before your competitors do !

Records must be maintained. The audit trail should contain the data gathered in the analysis, the reasons for developing a piece of courseware, and documents that explain why certain decisions were made. This information could prove invaluable in the future when changes are needed or when a similar program must be built.

Identifying Training Needs

Training needs can be assessed by analyzing three major human resource areas. The organization as a whole, the job characteristics and the needs of the individuals. This analysis will provide answers to the following questions:

Where is training needed?

What specifically must an employee learn in order to be more productive?

Who needs to be trained?

Begin by assessing the current status of the company how it does what it does best and the abilities of your employees to do these tasks. This analysis will provide some benchmarks against which the effectiveness of a training program can be evaluated. Your firm should know where it wants to be in five years from its long-range strategic plan. What you need is a training program to take your firm from here to there.

Second, consider whether the firm is financially committed to supporting the training efforts. If not, any attempt to develop a solid training program will fail. Next, determine exactly where training is needed. It is foolish to implement a company-wide training effort without concentrating resources where they are needed most. In summary, the analysis should focus on the total organization and should tell you where training is needed and where it will work within the organization. Once you have determined where training is needed, concentrate on the content of the program. Analyze the characteristics of the job based on its description, the written narrative of what the employee actually does. Training based on job description, the written narrative of what the employee actually does. Training based on job descriptions should go into detail about how the job is performed on a task by task basis. Actually doing the job will enable you to get a better feel for what is done.

Individual employee can be evaluated by comparing their current skill levels or performance to the organizations performance to the organizations performance standards or anticipated needs. Any discrepancies between actual and anticipated skill levels identify a training need. Selection of trainees once you have decided what training is necessary and where it is needed. The next decision is who should be trained? For a small business, this question is crucial. Training an employee is expensive, especially when he or she leaves your firm for a better job. Therefore, it is important to carefully select who will train.

Training programs should be designed to consider the ability of the employee to learn the material and to use it effectively, and to make the most efficient use of resources possible. It is also important that employees be motivated by the training experience. Employee failure in the program is not only damaging to the employee but a waste of money as well. Selecting the right trainee is important to the success of the program.

Trainers

Who actually conducts the training depends on the type of training needed and who will be receiving it. On the job training is conducted mostly by supervisors, off-the-training, by either in-house personnel or outside instructors. In-house training is the daily responsibility of supervisors and employees. Supervisors are ultimately responsible for the productivity and, therefore, the training of their subordinates. These supervisors should be taught the techniques of good training. They must be aware of the knowledge and skills necessary to make a productive employee. Trainers should be taught to establish goals and objectives for their training and to determine how these objectives can be used to influence the productivity of their departments. They also must be aware of how adults learn and how best to communicate with adults. Small businesses need to develop their supervisors training capabilities by sending them to courses on training methods. The investment will pay off in increased productivity. There are several ways to select training personnel for off-the job training programs. Many small businesses use in-house personnel to develop formal training program to deliver to employees off line from their normal work activities, during company meetings or individually at prearranged training sessions.

There are many outside training sources, including consultants, technical and vocational schools, continuing education programs, chambers of commerce and economic development groups.

Selecting an outside source for training has advantages and disadvantages. The biggest advantage is that these organizations are well versed in training techniques, which is often not the case with in house personnel. The disadvantage of using outside training specialists is their limited knowledge of the companys product or service and customer needs. These trainers have a more general knowledge of customer satisfaction and needs. In many cases, the outside trainer can develop this knowledge quickly by immersing him or herself in the company prior to training the employees. Another disadvantage of using outside trainers is the relatively high cost compared to in-house training although the higher cost may be offset by the increased effectiveness of the training.

Whoever is selected to conduct the training, either outside or in-house trainers, it is important that the companys goals and values be carefully explained.

CHAPTER III

INDUSTRY PROFILE

FINANCIAL MARKETSFinance is the pre-requisite for modern business and financial institutions play a vital role in the economic system. It is through financial markets and institutions that the financial system of an economy works. Financial markets refer to the institutional arrangements for dealing in financial assets and credit instruments of different types such as currency, cheques, bank deposits, bills, bonds, equities, etc.

Financial market is a broad term describing any marketplace where buyers and sellers participate in the trade of assets such as equities, bonds, currencies and derivatives. They are typically defined by having transparent pricing, basic regulations on trading, costs and fees and market forces determining the prices of securities that trade.

Generally, there is no specific place or location to indicate a financial market. Wherever a financial transaction takes place, it is deemed to have taken place in the financial market. Hence financial markets are pervasive in nature since financial transactions are themselves very pervasive throughout the economic system. For instance, issue of equity shares, granting of loan by term lending institutions, deposit of money into a bank, purchase of debentures, sale of shares and so on.

In a nutshell, financial markets are the credit markets catering to the various needs of the individuals, firms and institutions by facilitating buying and selling of financial assets, claims and services.

CLASSIFICATION OF FINANCIAL MARKETS

Capital MarketThe capital market is a market for financial assets which have a long or indefinite maturity. Generally, it deals with long term securities which have a period of above one year. In the widest sense, it consists of a series of channels through which the savings of the community are made available for industrial and commercial enterprises and public authorities. As a whole, capital market facilitates raising of capital.

The major functions performed by a capital market are:

1. Mobilization of financial resources on a nation-wide scale.

2. Securing the foreign capital and know-how to fill up deficit in the required resources for economic growth at a faster rate.

3. Effective allocation of the mobilized financial resources, by directing the same to projects yielding highest yield or to the projects needed to promote balanced economic development.

Capital market consists of primary market and secondary market.

Primary marketPrimary market is a market for new issues or new financial claims. Hence it is also called as New Issue Market. It basically deals with those securities which are issued to the public for the first time. The market, therefore, makes available a new block of securities for public subscription. In other words, it deals with raising of fresh capital by companies either for cash or for consideration other than cash. The best example could be Initial Public Offering (IPO) where a firm offers shares to the public for the first time.

Secondary marketSecondary market is a market where existing securities are traded. In other words, securities which have already passed through new issue market are traded in this market. Generally, such securities are quoted in the stock exchange and it provides a continuous and regular market for buying and selling of securities. This market consists of all stock exchanges recognized by the government of India.

Money MarketMoney markets are the markets for short-term, highly liquid debt securities. Money market securities are generally very safe investments which return relatively low interest rate that is most appropriate for temporary cash storage or short term time needs. It consists of a number of sub-markets which collectively constitute the money market namely call money market, commercial bills market, acceptance market, and Treasury bill market.

Derivatives MarketThe derivatives market is the financial market for derivatives, financial instruments like futures contracts or options, which are derived from other forms of assets. A derivative is asecurity whose price is dependent upon or derived fromone or more underlying assets.The derivative itself is merely a contract between two or more parties. Itsvalue is determinedby fluctuationsin the underlying asset.The most common underlying assets includestocks, bonds,commodities,currencies, interest rates and market indexes. The important financial derivatives are the following:

Forwards: Forwards are the oldest of all the derivatives. A forward contract refers to an agreement between two parties to exchange an agreed quantity of an asset for cash at a certain date in future at a predetermined price specified in that agreement. The promised asset may be currency, commodity, instrument etc. Futures: Future contract is very similar to a forward contract in all respects excepting the fact that it is completely a standardized one. It is nothing but a standardized forward contract which is legally enforceable and always traded on an organized exchange. Options: A financial derivativethat representsacontract sold by one party (option writer)to another party (option holder). The contract offers the buyer the right, but not the obligation, to buy (call) or sell (put) a security or other financial assetat an agreed-upon price (the strike price)during a certain period of time or on a specific date (exercise date). Call options give the option tobuy at certain price, so the buyer would want the stock to go up. Put options give the option to sell at a certain price, so the buyer would want the stock to go down. Swaps: It is yet another exciting trading instrument. Infact, it is the combination of forwards by two counterparties. It is arranged to reap the benefits arising from the fluctuations in the market either currency market or interest rate market or any other market for that matter.Foreign Exchange MarketIt is a market in which participants are able to buy, sell, exchangeand speculate on currencies.Foreign exchange marketsare made up of banks, commercial companies, central banks, investment management firms, hedge funds, and retail forex brokers and investors. The forex market is considered to be the largest financial market in the world. It is a worldwide decentralized over-the-counter financial market for the trading of currencies. Because the currency markets are large and liquid, they are believed to be the most efficient financial markets.It is important to realize that the foreign exchange market is not a singleexchange, but is constructed of a global network ofcomputers that connects participants from all parts of the world.Commodities Market

It is a physical or virtual marketplace for buying, selling and trading raw or primary products.For investors' purposes there are currently about 50 major commodity markets worldwide that facilitate investment trade in nearly 100 primary commodities.Commodities are split into two types: hard and soft commodities.Hard commodities are typically natural resources that must be mined or extracted (gold, rubber, oil, etc.), whereas soft commodities are agricultural products or livestock (corn, wheat, coffee, sugar, soybeans, pork, etc.)

INDIAN FINANCIAL MARKETSIndia Financial market is one of the oldest in the world and is considered to be the fastest growing and best among all the markets of the emerging economies. The history of Indian capital markets dates back 200 years toward the end of the 18th century when India was under the rule of the East India Company. The development of the capital market in India concentrated around Mumbai where no less than 200 to 250 securities brokers were active during the second half of the 19th century. The financial market in India today is more developed than many other sectors because it was organized long before with the securities exchanges of Mumbai, Ahmadabad and Kolkata were established as early as the 19th century. By the early 1960s the total number ofzsecurities exchanges in India rose to eight, including Mumbai, Ahmadabad and Kolkata apart from Madras, Kanpur, Delhi, Bangalore and Pune. Today there are 21 regional securities exchanges in India in addition to the centralized NSE (National Stock Exchange) and OTCEI (Over the Counter Exchange of India). However the stock markets in India remained stagnant due to stringent controls on the market economy that allowed only a handful of monopolies to dominate their respective sectors. The corporate sector wasn't allowed into many industry segments, which were dominated by the state controlled public sector resulting in stagnation of the economy right up to the early 1990s. Thereafter when the Indian economy began liberalizing and the controls began to be dismantled or eased out; the securities markets witnessed a flurry of IPOs that were launched. This resulted in many new companies across different industry segments to come up with newer products and services.A remarkable feature of the growth of the Indian economy in recent years has been the role played by its securities markets in assisting and fuelling that growth with money rose within the economy. This was in marked contrast to the initial phase of growth in many of the fast growing economies of East Asia that witnessed huge doses of FDI (Foreign Direct Investment) spurring growth in their initial days of market decontrol. During this phase in India much of the organized sector has been affected by high growth as the financial markets played an all-inclusive role in sustaining financial resource mobilization. Many PSUs (Public Sector Undertakings) that decided to offload part of their equity were also helped by the well-organized securities market in India.

The launch of the NSE (National Stock Exchange) and the OTCEI (Over the Counter Exchange of India) during the mid 1990s by the government of India was meant to usher in an easier and more transparent form of trading in securities. The NSE was conceived as the market for trading in the securities of companies from the large-scale sector and the OTCEI for those from the small-scale sector. While the NSE has not just done well to grow and evolve into the virtual backbone of capital markets in India the OTCEI struggled and is yet to show any sign of growth and development. The integration of IT into the capital market infrastructure has been particularly smooth in India due to the countrys world class IT industry. This has pushed up the operational efficiency of the Indian stock market to global standards and as a result the country has been able to capitalize on its high growth and attract foreign capital like never before. The regulating authority for capital markets in India is the SEBI (Securities and Exchange Board of India). SEBI came into prominence in the 1990s after the capital markets experienced some turbulence. It had to take drastic measures to plug many loopholes that were exploited by certain market forces to advance their vested interests. After this initial phase of struggle SEBI has grown in strength as the regulator of Indias capital markets and as one of the countrys most important institutions.

FINANCIAL MARKET REGULATIONS

Regulations are an absolute necessity in the face of the growing importance of capital markets throughout the world. The development of a market economy is dependent on the development of the capital market. The regulation of a capital market involves the regulation of securities; these rules enable the capital market to function more efficiently and impartially.

A well regulated market has the potential to encourage additional investors to partake, and contribute in, furthering the development of the economy. The chief capital market regulatory authority is Securities and Exchange Board of India (SEBI).

SEBI is the regulator for the securities market in India. It is the apex body to develop and regulate the stock market in India It was formed officially by the Government of India in 1992 with SEBI Act 1992 being passed by the Indian Parliament. Chaired by C B Bhave, SEBI is headquartered in the popular business district of Bandra-Kurla complex in Mumbai, and has Northern, Eastern, Southern and Western regional offices in New Delhi, Kolkata, Chennai and Ahmedabad. In place of Government Control, a statutory and autonomous regulatory board with defined responsibilities, to cover both development & regulation of the market, and independent powers has been set up.

The basic objectives of the Board were identified as: To protect the interests of investors in securities;

To promote the development of Securities Market;

To regulate the securities market and

For matters connected therewith or incidental thereto.

Since its inception SEBI has been working targeting the securities and is attending to the fulfillment of its objectives with commendable zeal and dexterity. The improvements in the securities markets like capitalization requirements, margining, establishment of clearing corporations etc. reduced the risk of credit and also reduced the market.

SEBI has introduced the comprehensive regulatory measures, prescribed registration norms, the eligibility criteria, the code of obligations and the code of conduct for different intermediaries like, bankers to issue, merchant bankers, brokers and sub-brokers, registrars, portfolio managers, credit rating agencies, underwriters and others. It has framed bye-laws, risk identification and risk management systems for Clearing houses of stock exchanges, surveillance system etc. which has made dealing in securities both safe and transparent to the end investor.

Another significant event is the approval of trading in stock indices (like S&P CNX Nifty & Sensex) in 2000. A market Index is a convenient and effective product because of the following reasons:

It acts as a barometer for market behavior;

It is used to benchmark portfolio performance;

It is used in derivative instruments like index futures and index options;

It can be used for passive fund management as in case of Index Funds.

Two broad approaches of SEBI is to integrate the securities market at the national level, and also to diversify the trading products, so that there is an increase in number of traders including banks, financial institutions, insurance companies, mutual funds, primary dealers etc. to transact through the Exchanges. In this context the introduction of derivatives trading through Indian Stock Exchanges permitted by SEBI in 2000 AD is a real landmark.

SEBI has enjoyed success as a regulator by pushing systemic reforms aggressively and successively (e.g. the quick movement towards making the markets electronic and paperless rolling settlement on T+2 bases). SEBI has been active in setting up the regulations as required under law.

STOCK EXCHANGES IN INDIA

Stock Exchanges are an organized marketplace, either corporation or mutual organization, where members of the organization gather to trade company stocks or other securities. The members may act either as agents for their customers, or as principals for their own accounts.

As per the Securities Contracts Regulation Act, 1956 a stock exchange is an association, organization or body of individuals whether incorporated or not, established for the purpose of assisting, regulating and controlling business in buying, selling and dealing in securities.

Stock exchanges facilitate for the issue and redemption of securities and other financial instruments including the payment of income and dividends. The record keeping is central but trade is linked to such physical place because modern markets are computerized. The trade on an exchange is only by members and stock broker do have a seat on the exchange.

List of Stock Exchanges in India

Bombay Stock Exchange National Stock Exchange OTC Exchange of IndiaRegional Stock Exchanges 1. Ahmedabad 2. Bangalore 3. Bhubaneswar 4. Calcutta 5. Cochin 6. Coimbatore 7. Delhi 8. Guwahati 9. Jaipur

10. Jaipur 11. Ludhiana 12. Madhya Pradesh 13. Madras 14. Magadh 15. Mangalore 16. Meerut 17. Pune 18. VadodaraBOMBAY STOCK EXCHANGE

A very common name for all traders in the stock market, BSE, stands for Bombay Stock Exchange. It is the oldest market not only in the country, but also in Asia. In the early days, BSE was known as "The Native Share & Stock Brokers Association." It was established in the year 1875 and became the first stock exchange in the country to be recognized by the government. In 1956, BSE obtained a permanent recognition from the Government of India under the Securities Contracts (Regulation) Act, 1956.In the past and even now, it plays a pivotal role in the development of the country's capital market. This is recognized worldwide and its index, SENSEX, is also tracked worldwide. Earlier it was an Association of Persons (AOP), but now it is a demutualised and corporatised entity incorporated under the provisions of the Companies Act, 1956, pursuant to the BSE (Corporatisation and Demutualization) Scheme, 2005 notified by the Securities and Exchange Board of India (SEBI).

BSE Vision

The vision of the Bombay Stock Exchange is to "Emerge as the premier Indian stock exchange by establishing global benchmarks."

BSE ManagementBombay Stock Exchange is managed professionally by Board of Directors. It comprises of eminent professionals, representatives of Trading Members and the Managing Director. The Board is an inclusive one and is shaped to benefit from the market intermediaries participation.The Board exercises complete control and formulates larger policy issues. The day-to-day operations of BSE are managed by the Managing Director and its school of professional as a management team.

BSE Network

The Exchange reaches physically to 417 cities and towns in the country. The framework of it has been designed to safeguard market integrity and to operate with transparency. It provides an efficient market for the trading in equity, debt instruments and derivatives. Its online trading system, popularly known as BOLT, is a proprietary system and it is BS 7799-2-2002 certified. The BOLT network was expanded, nationwide, in 1997. The surveillance and clearing & settlement functions of the Exchange are ISO 9001:2000 certified.

BSE FactsBSE as a brand is synonymous with capital markets in India. The BSE SENSEX is the benchmark equity index that reflects the robustness of the economy and finance. It was the First in India to introduce Equity Derivatives

First in India to launch a Free Float Index

First in India to launch US$ version of BSE Sensex

First in India to launch Exchange Enabled Internet Trading Platform

First in India to obtain ISO certification for Surveillance, Clearing & Settlement

'BSE On-Line Trading System (BOLT) has been awarded the globally recognized the Information Security Management System standard BS7799-2:2002.

First to have an exclusive facility for financial training

Moved from Open Outcry to Electronic Trading within just 50 days

BSE with its long history of capital market development is fully geared to continue its contributions to further the growth of the securities markets of the country, thus helping India increases its sphere of influence in international financial markets.

NATIONAL STOCK EXCHANGE OF INDIA LIMITEDOn its recognition as a stock exchange under the Securities Contracts (Regulation) Act, 1956 in April 1993, NSE commenced operations in the Wholesale Debt Market (WDM) segment in June 1994. The Capital Market (Equities) segment commenced operations in November 1994 and operations in Derivatives segment commenced in June 2000.

NSE GROUP

National Securities Clearing Corporation Ltd. (NSCCL)

It is a wholly owned subsidiary, which was incorporated in August 1995 and commenced clearing operations in April 1996. It was formed to build confidence in clearing and settlement of securities, to promote and maintain the short and consistent settlement cycles, to provide a counter-party risk guarantee and to operate a tight risk containment system.

NSE.IT Ltd.

It is also a wholly owned subsidiary of NSE and is its IT arm. This arm of the NSE is uniquely positioned to provide products, services and solutions for the securities industry. NSE.IT primarily focuses on in the area of trading, broker front-end and back-office, clearing and settlement, web-based, insurance, etc. Along with this, it also provides consultancy and implementation services in Data Warehousing, Business Continuity Plans, Site Maintenance and Backups, Stratus Mainframe Facility Management, Real Time Market Analysis & Financial News.

India Index Services & Products Ltd. (IISL)It is a joint venture between NSE and CRISIL Ltd. to provide a variety of indices and index related services and products for the Indian Capital markets. It was set up in May 1998. IISL has a consulting and licensing agreement with the Standard and Poor's (S&P), world's leading provider of investible equity indices, for co-branding equity indices.National Securities Depository Ltd. (NSDL)

NSE joined hands with IDBI and UTI to promote dematerialization of securities. This step was taken to solve problems related to trading in physical securities. It commenced operations in November 1996.

NSE Facts It uses satellite communication technology to energize participation from around 400 cities in India.

NSE can handle up to 1 million trades per day.

It is one of the largest interactive VSAT based stock exchanges in the world.

The NSE- network is the largest private wide area network in India and the first extended C- Band VSAT network in the world.

Presently more than 9000 users are trading on the real time-online NSE application.

Today, NSE is one of the largest exchanges in the world and still forging ahead. At NSE, we are constantly working towards creating a more transparent, vibrant and innovative capital market.OVER THE COUNTER EXCHANGE OF INDIA

OTCEI was incorporated in 1990 as a section 25 company under the companies Act 1956 and is recognized as a stock exchange under section 4 of the securities Contracts Regulation Act, 1956. The exchange was set up to aid enterprising promotes in raising finance for new projects in a cost effective manner and to provide investors with a transparent and efficient mode of trading Modeled along the lines of the NASDAQ market of USA, OTCEI introduced many novel concepts to the Indian capital markets such as screen-based nationwide trading, sponsorship of companies, market making and scrip less trading. As a measure of success of these efforts, the Exchange today has 115 listings and has assisted in providing capital for enterprises that have gone on to build successful brands for themselves like VIP Advanta, Sonora Tiles & Brilliant mineral water, etc.

Need for OTCEI:

Studies by NASSCOM, software technology parks of India, the venture capitals funds and the governments IT tasks Force, as well as rising interest in IT, Pharmaceutical, Biotechnology and Media shares have repeatedly emphasized the need for a national stock market for innovation and high growth companies.

Innovative companies are critical to developing economics like India, which is undergoing a major technological revolution. With their abilities to generate employment opportunities and contribute to the economy, it is essential that these companies not only expand existing operations but also set up new units. The key issue for these companies is raising timely, cost effective and long term capital to sustain their operations and enhance growth. Such companies, particularly those that have been in operation for a short time, are unable to raise funds through the traditional financing methods, because they have not yet been evaluated by the financial world.

CHAPTER IV

COMPANY PROFILEINVESTLEAF MANAGEMENT SOLUTIONS PVT LTD

Investleaf Management Solutions incorporated as Private Limited company has established itself as one of the Premier Investment Consultancy Firms, known for making investing simpler, more understandable and profitable for the investors. The company directly and through its affiliate programs offers a wide range of products & services viz: Equity, Derivatives, Currency Futures, Commodities Trading, IPO's, Mutual Funds, Insurance, Real Estate, Portfolio Management Services & Depository Services all under one roof, for the convenience and benefit of its customers. Equities

Investleaf offers you the best 3-IN-1 online trading accounts from different online trading firms, blending the best of technology with traditional broking. Investleaf offers Equity Trading through its business partner Investleaf Management Solutions Ltd. Investleaf Management Solutions provided the prospect of researched investing to its clients, which was hitherto restricted only to the institutions. Research for the retail investor did not exist prior to Investleaf Management Solutions.

Mutual Funds

Investleaf has a dedicated team of research analysts specializing in mutual funds. This is a unique feature not found in many other firms. The team comprises analysts from different fields such as economics, statistics and finance among others. This diverse background helps us to analyze funds and performance on a variety of parameters both conventional as well as unconventional. We have developed a proprietary ranking of mutual funds which is a combination of quantitative and qualitative factors. The team is equipped to serve both institutional and retail clients. Our research includes independent objective analysis as well as interactions with fund managers and asset management companies.

Commodities

Investleafhas a dedicated team of analysts specializing in commodities and commodities trading. The team comprises analysts from different fields such as economics, agriculture science, statistics, and finance among others. This diverse manpower mix helps us to do a multi perspective analysis of all commodities and filter the information as per the duration of the trading call. The team is equipped to serve both institutional and retail clients. Our research, well recognized in the industry is based on primary surveys, interactions with physical markets players, fundamental, derivatives, technical and statistical analysis, giving it a sense of completeness.Analysts have access to the latest market data, charts, market intelligence etc. constantly analyzing the data to facilitate your trading decisions. Our research is aimed not only at the long-term traders & investors, but also caters to the needs of short term / intra day traders. The research calls are disseminated to clients through SMS Alerts, RM calls and email.

Real Estate

Investleaf brings together a range of services under a single roof.

New Projects aggregated across builders and pass our stringent project and builder selection criteria and could be Commercial, Industrial or Residential properties.

Facilities Management for Commercial and Residential Complexes for housekeeping, building management and office support solutions.

Finance for Commercial and Residential Properties that call for specialist expertise.

Property Insurance Advisory on the right Insurance solutions.

Investment Research

Investleaf offers the most comprehensive deal coverage that covers Indias investment eco-system. Investleaf offers information and reports on M&A, Project Financing, Initial Public Offerings, Private Placements, Private Equity and Venture Capital transactions including transaction terms, structures, deal amounts and valuations. It also contains entity information on all companies involved in these transactions including target companies, investors and advisors. The hosted platform provides information on demand and helps reduce research time, allowing users to spend more time on analysis.

Investleaf uses advanced web tools to provide information in an intuitive and user-friendly format. Investleaf also provides information in spreadsheet & pdf formats to make life of a financial researcher easy. Investleaf is supported by a team of highly skilled analysts and journalists who understand the information needs of clients. Users associated with private equity, venture capital, investment banking, corporate law, finance and consulting or anyone else with an interest in the Indian deal landscape will find Investleaf as an indispensable resource.

VisionInvestleaf Management Solutions' Vision is to build brand Value by innovating to deliver consumer value and customer leadership faster, better and more completely than our competition. This Vision is supported by two fundamental principles that provide the foundation for all of our activities: Organizational Excellence and Core Values.

Attaining this Vision requires superior and continually improving performance in every area and at every level of the organization.

Investleaf's performance will be guided by a clear and concise strategic statement for each business unit and by an ongoing Quest for Excellence within all operational and staff functions.

This Quest for Excellence requires hiring, developing and retaining a diverse workforce of the highest caliber. To support this Quest, each function employs metrics to define, and implements processes to achieve, world-class status.

Mission

The mission of Investleaf Management Solutions is to provide results-oriented advertising, public relations, and marketing designed to meet our client's objectives by providing strong marketing concepts and excelling at customer service. We seek to establish a long lasting partnership with our clients. We desire to measure success for our clients through awareness, increased service, or other criteria mutually agreed upon between the agency and the clients. We are committed to maintaining a rewarding environment in which we can accomplish our mission.

Management Team

Investleaf Management Solutions was founded by Srinivas Gattupalli and Vamshi Battini. Investleaf believes in successfully delivering value for its customers, partners and shareholders by way of superior products, services and timely execution.

Srinivas GattupalliAn MBA Graduate & Financial Research Expert over 12 years of proven skill-sets in leading Research & Financial services companies and currently pioneering his entrepreneurial venture Investleaf Management Solutions. His areas of expertise include Initial Public Offerings, Mergers & Acquisitions, Private Equity and Venture Capital.

Mr. Gattupalli is competent in leading functional teams by effectively mentoring and guiding individual members, recruiting personnel, and training new recruits for successfully developing new products. A committed financial expert desirous of assuming wider & more challenging roles for spearheading organizational growth & profitability by utilizing vast domain knowledge & functional abilities.

His other areas of business interest include web site designing, knowledge dissemination through web portals, internet and digital marketing, and content development services. Mr. Gattupalli joined as Research Associate with CapitalIQ in the year 2000 and gradually moved on to work for leading research companies including Factset Research Systems, R.R. Donnelley & Sons Company and GlobalData.Vamshi B

An MCA graduate and co-promoter of Investleaf Management Solutions, Mr. Vamshi is efficient in providing guidance and quality technology services to the organization. Mr. Vamshi is based out in U.S from where he leads the marketing efforts of the organization. His 10 years stint in the industry and his association with major companies has offered him complex challenges which he handled efficiently. Training process at Investleaf Management Solutions

Training at Investleaf is designed to meet the following requirements.

To identify people and process training needs.

To develop and deliver customized training programs.

To meet and exceed internal & external customer expectations.

To adopt changing technologies and business conditions.

To facilitate continues improvement of processes and methodologies.

To build commitment in all employees to take total ownership of customer issues.

To provide ongoing training & skills enhancement to all employees.

CHAPTER V

DATA ANALYSIS & INTERPRETATIONS

1. What is your age?Table 1:Investleaf, Age Of Employees

S. No.Age No. of RespondentsPercentage (%)

1Less than 251428%

225-301632%

331-351428%

4Above 35612%

5Less than 251428%

Total50100%

Source: Primary Data

Figure 1: Investleaf, Age Of Employees

z


InferenceThe above table shows that 28% of the respondents are at the age group from 18-25years, 32% respondents are from 25-30years of age, 28% of the respondents are from 30-35 years of age and 12% of the respondents are above 35 years of age.2. Gender?

Table 2:Gender Proportion At Investleaf

S. No.Gender No. of RespondentsPercentage (%)

1Male3162%

2Female1938%

Total50100%


Figure 2: Gender Proportion At Investleaf


Inference

The above table shows that 62% of the respondents are male and 38% of the respondents are female.

3. Are you satisfied with the training program conducted in Investleaf?Table 3:Training Satisfactory Levels

S. No.Opinion No. of RespondentsPercentage (%)

1Dissatisfied510%

2Somewhat Dissatisfied1224%

3Neutral510%

4Satisfied1836%


Total50100%


Figure 3: Training Satisfactory Levels


Inference

The graph shows that 10% of the people are not satisfied with the training programs, while 36% of the people are satisfied. 10% of the respondents are neutral, 24% of the people towards dissatisfaction, and 56% towards satisfaction.4. How is the quality of training offered in the organisation?Table 4:Quality of Training


1Dissatisfied48%


3Neutral816%

4Satisfied2040%


Total50100%


Figure 4: Quality of Training


Inference The graph depicts that 40% of the people are satisfied with the quality of the training given, followed by somewhat satisfied people with 20%. Overall dissatisfaction shows 24%.5. Your opinion the training program?

Table 5:Opinion on Training


1Related work2652%

2Not related to work816%

3General1632%

Total50100%


Figure 5: Opinion on Training


Inference

The above table shows that 52% of the employees find the training programme mostly related to their work.16% of employees find it in general and 32% find it is not related to work.

6. Do you agree that the training program helps in improving Technical skills?Table 6:Technical Skills Orientation

S. No.OpinionNo. of RespondentsPercentage (%)

1Agree3672%

2Neutral816%

3Disagree612%

Total50100%


Figure 6: Technical Skills Orientation


Inference

The graph shows that the company is providing good technical skills related training program with a response of 72%. Only 12% of the people are not feeling well at the technical training and development. 16% are neutral in expressing their views.7. Do you agree that the training program helps in improving Leadership skills?Table 7:Leadership Skills Orientation


1Agree2550%

2Neutral816%

3Disagree1734%

Total50100%


Figure 7: Leadership Skills Orientation


Inference

The graph shows that the company is providing leadership skills related training program with a response of 50%. 34% of the people are not feeling well at the leadership skills training and development. 16% are neutral in expressing their views.8. Do you agree that the training program helps in improving Communication skills?Table 8:Communication Skills Orientation


1Agree1836%

2Neutral1428%

3Disagree1836%

Total50100%


Figure 8: Communication Skills Orientation


Inference

The graph shows that the company is providing communication skills related training program with a response of 36%. 36% of the people are not feeling well at the communication skills training and development. 28% are neutral in expressing their views.9. |Do you agree that after completion of training, can you perform better?

Table 9:Performance After Training


1Agree3672%

2Neutral612%

3Disagree816%

Total50100%


Figure 9: Performance After Training


Inference The graph illustrates that 72% of the employees will perform better after training and development program. 12% are neutral and 16% are not agreeing with training effects.10. Do you agree training program will help in developing customer service skills?

Table 10:Customer Service Orientation


1Agree2856%

2Neutral1734%

3Disagree510%

Total50100%


Figure 10: Customer Service Orientation


Inference

Among the 50 respondents, most of the people agreed that Investleaf is giving customer oriented training, and 34% are neutral. Remaining 10% said that the company is not giving customer oriented training,11. Do you agree training program will help in getting promoted?

Table 11:Employee Oriented Training


1Agree3162%

2Neutral1224%

3Disagree714%

Total50100%


Figure 11: Employee Oriented Training


Inference The graph illustrates that 62% of the employees will get promoted with the skills learned after training and development program. 24% are neutral and 14% are not agreeing with training effects.12. The topics covered in the program are relevant, interesting, and pertinent to work?Table 12:Training Relevant to Company Business


1Agree3468%

2Neutral48%

3Disagree1224%

Total50100%


Figure 12: Training Relevant to Company Business


Inference The graph illustrates that 68% of the employees feel that the training and development program is relevant to the companys work. 8% are neutral and 24% are saying it is not related to the company work.13. Do you agree that relevent topics related to the program objectives are covered in training program?Table 13:Training objectives


1Agree2244%

2Neutral612%

3Disagree2244%

Total50100%


Figure 13: Training objectives


Inference The graph illustrates that 44% of the employees feel that the training and development program is relevant to the companys business objective. 12% are neutral and 24% are saying it is not related to the company business objective.14. Do you think that right amount of time was spent on each topic covered in the training program?Table 14:Training Timelines


1Agree1836%

2Neutral612%

3Disagree2652%

Total50100%


Figure 14: Training Timelines


Inference The graph illustrates that 33% of the employees feel that the training timeline is sufficient and 12 % are neutral. 52% are saying time is not sufficient for training schedule.15. Do you feel that the topics covered are easy to understand?Table 15:Training Understandability


1Agree2040%

2Neutral48%

3Disagree2652%

Total50100%


Figure 15: Training Understandability


Inference The graph illustrates that 40% of the employees feel that the training and development program is understandable to employees. 8% are neutral and 52% are saying that training is not in easily understandable.16. Which rating will you giver for overall quality?Table 16:Overall Rating


1Dissatisfied510%


3Neutral816%

4Satisfied1836%


Total50100%


Figure 16: Overall Rating

e


Inference

Overall rating given is good with a response of 62%, including satisfied and somewhat satisfied. 16% are neutral. 12% of the respondents are sowewhat dissatisfied and 10% are totally not satisfied with the training and development program.17. What do you suggest for the training programs?Table 17:Suggestions for Training


1No improvements needed2856%

2Make the content more relevant1224%

3Shorten the training programme48%

4Lengthen the training programme612%

Total50100%


Figure 17: Suggestions for Training


InferenceFrom the survey, most of the employees suggested that no improvement is required in the training and development program. 24% of the respondents suggested that make the content relavant, 8% suggested to shorten the training program, and 12% suggested to increase the time line for training and development programs.CHAPTER VI

FINDINGS, SUGGESTIONS & CONCLUSION

FINDINGSThe data collected were analysed carefully and the following findings were drawn.

From the study it is inferred that Investleaf is offering all types of training to the employees, but satisfactory levels for all the employees is not excellent.

Most of the employees find the training Programme is related to their work, but the time allocation is low.

72% of the employees feel that attending training programme leads them to perform better at work. 36% of the employees find the topics relevant to the training programme and they also find the topics covered during the Training Programme are easy to understand.

36% of the respondents accept that the topics taken for the training programme are covered within the right time. Some of repondents are feeling that the topics covered in training and development program are not relevant to the company business objective. People are showing interest towards all types of training programs like technical, leadership, and communication skills. The company is focusing more on technical skills program rather than leadership and communication skills.SUGGESTIONS Few employees are not satisfied with any type of training and development program offered by Investleaf. The company should identify the requirements of such persons. Investleaf is providing best technical skills related training programs, and employees response towards other training programs is not good. Leadership and communication skill programs are showing less response. Training programme should also focus on improving the customer servicing skills of the employees. In this study, most of the people did not feel that their customer servicing skills have improved after attending the training programme. In todays service oriented society, it is important for employees to have a strong customer servicing skills.

CONCLUSION

Training programmes main objective is to improve the productivity of the companys employees which in turn will improve the companys profitability. Through training programmes, the employees skill levels are upgraded which will make the employees more productive.

Training programme is also set up to help employees get used with new roles and responsibilities usually after promotion. When an employee gets promoted from one level to next level, the skills required to do his/her job changes and training programmes are essential in equipping the employee with the new skills.

Training programme is also a way for the company to showcase to its employees that it cares for employees self development. This plays a big role in increasing the loyalty that an employee feels towards its organization

Employees feedback on the training programme is essential to understand the effectiveness of training programme. Most times, employees better understand the kind of training programme that would help them. It is important to get employees opinion before the creation of new training programmes.

QUESTIONNAIRE

A STUDY ON EFFECTIVENESS OF TRAINING PROGRAMME AT InvestleafI. General Questions:

1.name:

2.age:a)18-25 b)25-30 c)30-35II. Employees view:1. Are you satisfied with the training program conducted in Investleaf?a) Dissatisfiedb) Somewhat Dissatisfied

c) Neutral

d) Satisfied

e) Somewhat Dissatisfied

2. How is the quality of training offered in the organization? a) Dissatisfied

b) Somewhat Dissatisfied

c) Neutral

d) Satisfied


3. What is your opinion the training program?

a) Related work

b) Not related to work

c) General4. Do you agree that the training program helps in improving Technical skills?a) Agree

b) Neutral

c) Disagree5. Do you agree that the training program helps in improving Leadership skills?a) Agree

b) Neutral

c) Disagree6. Do you agree that the training program helps in improving Communication skills?a) Agree

b) Neutral

c) Disagree7. Do you agree that after completion of training, can you perform better?a) Agree

b) Neutral

c) Disagree8. Do you agree training program will help in developing customer service skills?

a) Agree

b) Neutral

c) Disagree9. Do you agree that training program will help in getting promoted?

a) Agree

b) Neutral

c) Disagree10. The topics covered in the program are relevant, interesting, and pertinent to work?a) Agree

b) Neutral

c) Disagree11. Do you agree that relevant topics related to the program objectives are covered in training program?

a) Agree

b) Neutral

c) Disagree12. Do you think that right amount of time was spent on each topic covered in the training program?

a) Agree

b) Neutral

c) Disagree13. Do you feel that the topics covered are easy to understand?a) Agree

b) Neutral

c) Disagree14. Which rating will you giver for overall quality?a) Dissatisfied

b) Somewhat Dissatisfied

c) Neutral

d) Satisfied


15 Do you think that right amount of time was spent on each topic covered in the training program? What do you suggest for the training programs?

a) No Improvements Needed b) Make the content more relevant and interesting

c) Shorten the training programme d) Lengthen the training Programme

BIBLIOGRAPHYBOOKS:

1. KOTHARI,C.R RESEARCH METHODOLY,PUBLISHED BY TATA MC.GRAW-HILL PUBLISHING COMPANY LTD.,13TH EDITION,1982.

2. GUPTA,S.P.,AND GUPTA M.P,BUSINESS STATISTICS,PUBLISHED BY SULTAN CHAND & SONS, THIRTY FOURTH EDITIONS,2005.

WEBSITES:

1. www.managementhelp.org2. http://www.hbg.psu.edu

3. http://www.hrcouncil.com4. www.investleaf.com

Financial markets

Organized markets

Unorganized markets

Capital Markets

Money Markets

Industrial Securities Market

Government Securities Market

Long-term loan market

Primary Market

Secondary market

Call Money Market

Commercial Bill Market

Treasury Bill Market

Money Lenders, Indigenuos Bankers

PAGE Training & Development

_1361453429.xlsChart1

360.72

60.12

80.16

No. of Respondents

Percentages

Sheet1

No. of Respondents

Dissatisfied48%

Some what Dissatisfied816%

Neutral816%

Satisfied2040%

Some what Dissatisfied1020%

50

No. of RespondentsPercentages

Agree3672%

Neutral612%

Disagree816%

50

S.No.OptionRespondentsNo. of Respondents

1YesMale3162%

2NoFemale1938%

50

Option

Yes10

No40

No. of Respondents

Single2244%

Married2856%

35-451224%

45-5512%

Greater than 5512%

64

No. of Respondents

Television1020%

Hoardings1530%

Newspaper & Magazines816%

Friends & Relatives1020%

Other714%

50

No. of Respondents

Many Times1020%

Often1224%

Some Times1632%

No Idea1224%

50


1YesYes2040%

2NoNo3060%

50

Option

Yes10

No40


1YesYes1836%

No24%

2NoNot Related3060%

50

Option

Yes10

No40


1YesYes2040%

2NoNo3060%

50

Option

Yes10

No40

No. of Respondents

Yes1734%

No1326%

Not Decided2040%

50

No. of Respondents

Sharekhan1428%

Indiabulls1020%

Kotak Securities612%

Motilal Oswal Securities48%

Not Decided1632%

50

No. of Respondents

Less Brokerage1530%

High Speed Access510%

User Friendly Website48%

Others612%

No Idea2040%

50

RespondentsNo. of Respondents

Yes2550%

No1020%

Not Sure1530%

50

Option

Yes10

No40


Yes2040%

No1530%

Not Sure1530%

50

Option

Yes10

No40


Yes4284%

No816%


Offline3264%

Online1836%

No80.16

To Some Extent180.36

Yes240.48

17

34

49

Durga Prasad & Co.1800%3418

Sharekhan1400%3014

India Infoline1200%2512

Indiabulls600%116


Yes1734%

No3366%


Yes1428%

No3672%


Bad36%

Average714%

Good15

Excellent25

zz

13From how long your Demat account is in o

Training & Development Project

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