INTRODUCTION

1.1 TRAINING AND DEVELOPMENT Training It is an educational process. People can learn new information, re-learn and reinforce existing time to think and knowledge and skills, and most importantly have what new options can help them improve

consider

their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the work place. The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a for enhancing skill development and improving workplace

means

behaviors. Organizational Development Is a process that strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them. OD work implies creating and sustaining change. An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything wrong at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the OD process aims to find ideas and 1

solutions

that

can effectively These two

return

the group to a state of high Training and Organizational

performance.

processes,

Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff . Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they problem. become identifiable

1.1.2 APPROACH OF TRAINING & DEVELOPMENT Traditional Approach - Most of the organizations before never used to believe in training .They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.

Modern approach - that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results

1.1.3 SCOPE OF TRAINING Training can pave way for increasing quality both in the production and service sectors. Training can facilitate employee retention and faster customer service. If designed and delivered well it will facilitate achievement of organizational objective - the main purpose of organizational existence.

1.1.4 OBJECTIVES OF TRAINING AND DEVELOPMENT The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives : Individual, Organizational Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist

the

organization

with

its

primary

objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

1.1.5 PROCESS OF TRAINING AND DEVELOPMENT Determine the mission of the organization.

Define the job functions and requirements of each employee.

Determine the training needs of the department.

Decide which are the most important objectives and priorities of the organization.

Know how much time and money is available.

Evaluate the curriculum. Does it mirror the objectives, needs, and mission of the Organization.

Evaluate the results of the training.

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

Development of Human Resources Training and Development helps to provide an opportunity human and broad structure for the development of resources technical and behavioral skills in an organization. It

also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. Productivity Training

and

Development

helps

in

increasing

the

productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating of team work, team spirit, and inter-team collaborations. It

the

sense in

helps

inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to improve the organizational health culture and effectiveness. Organization Climate

develop and

Training

and Development helps building

the

positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps increasing the healthy working environment. It helps to build good employee,

relationship so that individual goals aligns with organizational goal.

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

Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

1.1.7 METHODS OF TRAINING There are various methods of training , which can be divided into: Cognitive and behavioural methods Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under

Cognitive approach are: lectures.

DEMONSTRATIONS.

DISCUSSIONS.

COMPUTER BASED TRAINING (CBT).

INTELLEGENT TUTORIAL SYSTEM(ITS).

PROGRAMMED INSTRUCTION (PI).

VIRTUAL REALITY.

Behavioural methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development .

The various methods that come under Behavioral approach are:

GAMES AND SIMULATIONS.

BEHAVIOR-MODELING.

BUSINESS GAMES.

CASE STUDIES.

EQUIPMENT STIMULATORS.

IN-BASKET TECHNIQUE.

ROLE PLAYS.

Both the methods can be used effectively to change attitudes, but through different means.

1.1.8 TRAINING ORGANIZATIONS

AND

DEVELOPMENT

METHOD

ADOPTED

BY

The training methods which are generally used in an organization are classified into two:-

ON THE JOB: On the job training places the employees in an actual work situation and makes them appear to be immediately productive. It is learning by doing. For jobs, that either are difficult to simulate or can be learn quickly by watching and doing on-the job training makes sense.

COACHING. MENTORING. JOB ROTATION. JOB INSTRUCTION TECHNIQUE.

OFF THE JOB: Off-the-job training covers a number of techniques such as

CLASSROOM LECTURES. FILMS. DEMONSTRATION. CASE STUDIES. SIMULATION EXERCISES. PROGRAMMED INSTRUCTION.

1.1.9 INPUTS IN TRAINING AND DEVELOPMENTS IN AN ORGANIZATION

Any

training and

development program

must

contain

inputs

which

enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future. In addition to these, there is a need to impart ethical orientation emphasize on attitudinal changes and stress upon decision making and problem solving abilities.

Skills Training, as was stated earlier, is imparting skills to employees. A worker needs skills to operate machines, and use other equipments with least

damage or scrap. This is a basic skill without which the operator will not be able to function. There is also the need for motor skills. Motor skills refer to performance of specific physical activities. These skills involve training to move various parts of ones body in response to certain external and internal stimuli. Common motor skills include walking, riding a bicycle, tying a shoelace, throwing a ball and driving a car. Motor skills are needed for all employees from the clerk to the general manager. Employees, particularly supervisors and executives , need interpersonal skills popular known as the people skills. Interpersonal skills are needed to understand one self and others better and act accordingly. Examples of interpersonal skills include listening, persuading, and showing an understanding of others feeling.

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Development Another component of a training and development is development which is less skill oriented but stressed on knowledge. Knowledge about business environment , management principles and techniques, human relations, specific industry analysis and is useful for better management of the company.

Ethics There is need for imparting greater ethical orientation to a training and development program. There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices abound in marketing, finance and production function in an organization. They are less see and talked about in the personnel function. If the production, finance and marketing personnel indulge in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need of ethical behavior.

1.1.10 HOW TRAINING BENEFITS :

Leads to improved profitability and/or more positive attitudes towards profit orientation.

Improves the job knowledge and skills at all levels of the organization.

Improves the morale of the workforce.

Helps people identify with organizational goals.

Helps create a better corporate image.

Fosters authenticity, openness and trust. 11

Improves relationship between boss and subordinate.

Aids in organizational development.

Learns from the trainee.

Helps prepare guidelines for work.

Aids in understanding and carrying out organizational policies.

Provides information for future needs in all areas of the organization.

Organization gets more effective decision-making and problem-solving skill.

Aids in increasing productivity and/or quality of work.

Helps keep costs down in many areas, e.g. production, personnel, administration, etc.

Develops a sense of responsibility to the organization for being competent and knowledgeable.

Improves Labour - management relations.

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1.1.11 TRAINING AND DEVELOPMENT AS A SOURCE OF COMPETITIVE ADVANTAGE

Bharti Axa derive competitive advantage from training and development. Training and development program, as was pointed earlier, help remove performance deficiencies in employee. This is particularly true when The deficiency is caused by a lack of ability rather than a lack of motivation to perform, The individuals involved have the aptitude and motivation need to learn to do the job better, and Supervisors and peers are supportive of the desired behaviors.

Training & Development offers competitive advantage to Bharati Axa by removing performance deficiencies; making employees stay long; minimized accidents, scraps and damage; and meeting future employee needs There is greater stability, flexibility, and capacity for growth in an organization. Training contributes to employee stability in at least two ways

Employees become efficient after undergoing

training.

Efficient employees

contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All-rounders can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity which is reflected in increased profits from year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment .Training is an investment in HR 13

with a promise of better returns in future. In Bharti Axa training and development pays dividends to the employee. Though no single

training program yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities and strengthens its competitive edge. At the same time, the employee's personal and career goals are furthered, generally adding to his or her abilities and value to the employer.

1.1.12 HR PRACTICE AT BHARATI AXA The guiding Human Resources principles at Bharti AXA are: Clearly define scope of responsibilities and empower people to deliver.

Provide people with the means to develop their competencies.

Consider individual training and development a priority investment.

Build organizations that are conducive to teamwork and that involve everyone.

Promote ongoing dialogue between managers and the people who report to them.

Make cultural difference a key source of strength.

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1.1.13 TRAINING PROGRAM DONE BY BHARTI AXA LIFE Training is must for every individual when he enters into the organization. Even though the candidate has experience he also should get training.

Because the organization culture, values and beliefs are different from one organization to other. The training program plays a key role in every organization. Training program at Bharti AXA Life Insurance is different at various Levels. The company concentrates on sales manager, executives and telesales. agents, operation

Training program for sales managers: The training program duration is 15 20 days.

Providing sales quota.

They get training on product knowledge.

Motivating and encouraging Advisors

Training program for advisors: The training program duration is 7 10 days

They get training on industry behavior. Mock sales.

They get training on product knowledge

How to convince the people.

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Objection Handling

Training program for operations executives: They get training on customer database files

Taking care of the customer files

Training in product information and documentation

Information regarding renewals to customers.

Required skills for employees in Bharti AXA Life Insurance:

Interpersonal skills.

Excellent communication skills.

Understanding nature.

Aggressiveness.

Convincing skills.

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COMPANY PROFILE

Bharti AXA Life Insurance Company Ltd is a joint venture between Bharti, one of Indias leading business groups with interests in telecom, agriculture business and retail, and AXA, world leader in financial protection and wealth management. The joint venture company has a 74% stake from Bharti and 26% stake of AXA. The company launched national operations in December 2006. Its Head office is in Gurgaon (east), Mumbai, India. Today, we have over 5200 employees across over 12 states in the country. Our business philosophy is built around the promise of making people "Life Confident". As we expand our presence across the country to cater to your insurance and wealth management needs with our product and service offerings, we continue to bring 'life confidence' to customers spread across India. Whatever your plans in life, you can be confident that Bharti AXA Life will offer the right financial solutions to help you achieve them.

2.1 VISION To be a leader and the preferred company for financial protection and wealth management in India.

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Graph 2.1 PROFESSIONALISM

TEAM SPIRIT VALUES

INNOVATIO N

PRAGMATISM

INTEGRIT Y

2.2 STRATEGY To achieve a top 5 market position in India through a multi-distribution, multi- product platform. To adapt AXA's best practice blueprints as a sound platform for profitable growth. To leverage Bharti's local knowledge, infrastructure and customer base. To deliver high levels of returns to shareholders. To build long term value with our business partners by enhancing the proposition to their customers. To be the employer of choice and to attract and retain the best talent in India. To be recognized as being close and qualified by our customers.

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2.3 ABOUT BHARTI GROUP Bharti Enterprises is one of Indias leading business groups with interests in telecom, agriculture business, insurance and retail. Bharti has been a pioneering force in the telecom sector with many firsts and innovations to its credit. Bharti Airtel Limited, a group company, is one of Indias leading private sector providers of telecommunications services with an aggregate of 60 million customers, spanning mobile, fixed line, broadband and enterprise services. Bharti Airtel was ranked amongst the best performing companies in the world in the BusinessWeek IT 100 list 2007. Bharti Teletech is the countrys largest manufacturer and exporter of telephone terminals. Bharti has a joint venture with ELRO Holdings India Ltd. Field Fresh Foods Pvt. Ltd - for global distribution of fresh fruits and vegetables. Bharti also has a joint venture Bharti AXA Life Insurance Company Ltd. - with AXA, world leader in financial protection and wealth management. Bharti has recently forayed into the retail business under a company called Bharti Retail Pvt. Ltd. It also has a joint venture Bharti Wal-Mart Private Limited with Wal-Mart, for wholesale cashand-carry and back-end supply chain management operations. 2.4 ABOUT AXA GROUP AXA Group is a worldwide leader in Financial Protection. AXA's operations are diverse geographically, with major operations in Western Europe, North America and the Asia/Pacific area. AXA had Euro 1,315 billion in assets under management as of December 31, 2006. For full year 2006, IFRS revenues amounted to Euro 79 billion, IFRS underlying earnings amounted to Euro 4,010 million and IFRS adjusted earnings to Euro 5,140 million. The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock Exchange. The AXA American Depository Share is also listed on the NYSE under the ticker symbol AXA.

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2.5 ABOUT ASIA PACIFIC HOLDINGS AXA Asia Pacific Holdings Ltd (AXA APH) is listed on the Australian stock exchange and is 52.3% owned by AXA SA. AXA APH is responsible for AXA SAs life insurance and wealth management businesses in the Asia-Pacific region. It has operations in Australia, New Zealand, Hong Kong, Singapore, Indonesia, Philippines, Thailand, China, India and Malaysia. AXA APH had A$106.4 billion in total funds under management and administration at 30 June 2007 and reported a profit after tax before non-recurring items of A$374.0 million for the six months ended 30 June 2007.

2.6 DEPARTMENTS OF BHARTI AXA 2.6.1 Legal The legal department, looks after all the legal matters right from due diligence, to drafting agreements and documents to statutory compliances and corporate governance. 2.6.2 Compliance The main function of this team is to ensure compliance with laws and regulations, product design, commission structures, drafting of policy bonds and sales models. It liaises with the Insurance Regulatory and Development Authority (IRDA). 2.6.3 Internal Audit The team provides assurance to the management and shareholders on control environment, emerging risks and recommendations to mitigate risks and strengthen controls. It is responsible for swift detection and closure of fraud and

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whistle-blower cases. They also play a key role in contributing to an effective corporate governance framework. 2.6.4 Finance Control The main function of the team is to design controls and processes for recording of accurate financial information. It also implements the mandate of management with respect to financial control policies. They also strive to build long-term relationships with internal and external customers. This team is primarily responsible for payouts to all the company stakeholders, be it - employees, vendors, partners, agents or the customers. They manage all the outward payments of the company, from customer claims to employees' allowances. 2.6.5 Infra and Admin The department is responsible for a diverse range of functions. This includes property sourcing, which includes its legal clearance; vendor management, which includes allocating project work to vendors, empanelling them for branch rollout; travel desk, monitoring the budget and much more.

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2.7 ACTUARY PRODUCTS The products and the actuary team is the floor workshop for new products in any life insurance company. They are responsible for developing and releasing new and relevant products for our customers. The products team is responsible for conceptualization of the product idea by identifying various gaps and opportunities in the Actuary space. After the idea generation, the actuarial and the pricing team work to get and give a proper construct to the product. Post that the products team work closely with the Actuary teams in conducting various consumers and distributor researches to fine tune the product construct and get a product ready that is well accepted by the Actuarys. After the final product is developed, along with the Actuary team, product team is responsible for developing the Actuary launch kit for the product.

2.7.1 Responsibilities towards stake holders 1. Towards Policy holders Price products which provide value to the policyholders. Ensure that the features of the products sold by the company are clearly defined and illustrated in the benefit illustrations and all sales related material. Ensure that the companys administration system calculates benefits to the policyholders in exactly the same way as written in the policy bond. Ensure that the company sets aside reserves to meet future policy liabilities. Declare bonuses in participating products which are in line with policyholders reasonable expectations.

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2. Towards Share holders Price products which provide value to the shareholders. Try to minimize the financial impact of the risks associated with the products. Ensure that shareholders are aware of the residual risks which cannot be managed and the impact it will have on the financials of the company. Assess the capital required for the company through business planning Regularly report to the shareholders about the hygiene of the business written by the company covering the following: Persistency of the policies sold Profitability of the in force policies Solvency position of the company Mortality experience

3. Towards Regulators Ensure that the products priced are in accordance to the Insurance Regulations. Ensure that the specifications of the products sold are not different from the product approved by the regulators. Regularly report the following to the regulators: Solvency position of the company. Reserves held by the company to meet future policy liabilities. Reinsurance strategy adopted by the company and the amount of business reinsured. Mortality experience

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2.8 MCKINSEYs 7s FRAMEWORK OF BHARTI AXA 1. Structure The Structure of the organization represents the hierarchy of the organization. It represents the reporting system of the organization. Thus, organization structure is the pattern of relationships among various activities and positions. From the structure or organ gram of the organization we can have clear picture of the responsibility of the personnel working in the organization. It refers to the differentiation and integration of activities and authority, role and relationships in the organization. Hence organization structure is the basic framework within which the managers decision-making behavior takes place. In Bharti Axa the structure is from top to bottom, which means to say that they follow a vertical structure in the organization. This structure also ensures that similar activities are grouped together in the organization, thus ensuring specialization of activities, easier control over functions, easier way for pinpointing needs of the managers and maintaining the relative importance of functions in the organization.

CEO

ASSOCIATE VICE- PRESIDENT/ VICE- PRESIDENT/ SENIOR VICE-PRESIDENT

ASSOCIATE MANAGER/MANAGER

EXECUTIVE/SENIOR EXECUTIVE

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2. System A system means all the procedures, formal and informal, that make the organization go day-by-day, year-by-year. The organization is an open system organization because they interact with environment. From the very nature of business they carry out the open system is the best option at hand.

The developments in Information System are working wonders in all fields of activity. It becomes possible to send and receive information almost instantaneously. If circular do not reach the agents on time or doubts are not cleared quickly, or the agent does not have details of new plans announced in the press, the agents may face awkward situations with the prospects. These problems can be totally avoided with the use of IT. Insurers traditionally, have been quick to adapt latest advances in technology. This is happening in the area of IT as well. The extent of IT application will vary between insurers.

With the help of IT applications Bharti Axa is in a better position to market their products online. The introduction of ABASCUS for the purpose of premium calculation is blessing in disguise. It has made the functionality of insurance business more vivid and at the same time transparent to the customers.

3. Strategy Strategy sets out vision, mission, objectives, major action plans and policies of the entire enterprises. These set out the picture of the strategy, the SBU strategy and the functional strategies. This sets out a broad frame work to guide managers at all levels in all functions in their specific short term objectives.

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Bharti AXAs vision is To be a leader and the preferred company for financial protection and wealth management in India. In order to achieve the following strategies have been chalked out: To achieve a market position among the top 5 in India through a multidistribution, multi-product platform. To adapt AXA's best practice blueprints as a sound platform for efficient and profitable growth. To leverage Bharti's local knowledge, infrastructure and customer base. To deliver high levels of shareholder return. To build long term value with our business partners by enhancing the proposition to their customers. To be the employer of choice to attract and retain the best talent in India. To be recognized as being close and qualified by our customers.

4. Style One element of mangers is how he/she chooses to spend time, another aspect is symbolic behavior. This suggests a second attribute that is by no means confused to those at top. The style is a reflection of culture, more then to change the organization or performance. The Bharti Axa is basically a participating and democratic type of system. Before taking any decision meeting is conducted and the final decision is taken with the consent of all. Every employee gets change to five his/her opinion. Every employee can participate in decision making of the organization. The final decision is taken with consent of all.

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The Bharti Axa is a unit has a union body and hence it takes people into confidence. It does not take any decision unilaterally. Since every employees ideas and opinions are taken by the managers before arriving at a final decision effective decisions can be taken. Managers are evaluated on the basis of quality of their decision making. Hence participative and democratic type of a system is the best system for such a big organization like the Bharti Axa.

5. Staff Organization requires the service of a large number of personnel. These personnel occupy the various positions created through the process of organizing. These personnel comprises of the staff of the organization. Each position of the organization makes certain specific contributions to achieve organizational objectives. Hence the person occupying the position should have sufficient ability to meet its requirements. Hence staffing is necessary to match jobs and the individuals. In Bharti Axa, it has roughly around 15 permanent workers and more than 125 agents are there who are working for company. Agency Manager can manage the Unit Manager, Clerical Staff as well as Insurance agents.

6. Shared Value The values of the company are: Professionalism: To provide an outstanding service to the customers so that they return for more. Pragmatism: To approach practically too every problem and provide lasting solution to it.

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Innovation: Recognizing the different needs of our customers, we will be offering a range of innovative products to meet these needs

Integrity: Steadfast adherence to a strict moral or ethical code. Team Spirit: To foster the feeling of pride and loyalty that exists among the members of a team and that makes them want their team to do well or to be the best.

7. Skill The Bharti Axa is having roughly around 6 departments, which has personnel with variety of skills .They should have the ability to take right decisions. They should manage the personnel and make then carry out their responsibility. The various designations include Branch Manager, Manager of agency and advisors.

The Bharti Axa unit has personnel with a variety of skill for different fields they have personnel with different talents, skills and experience. It is a participative democratic system so every decision is taken after discussion with the personnel. Hence the personnel have good communication skills.

A corporate communication department also known as public relation department is also there in the Bharti Axa. It takes care in building the image of the organization both by external communication and internal communication and also having development department. It increasing strength of the employees and arranging programs.

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2.9 SWOT ANALYSIS OF BHARTI AXA 1. Strengths The benefit of brand name and brand affinity of Bharti Airtel, the largest telecom player in India. The local market knowledge and region-specific marketing skill as part of advantage of the huge presence of Bharti Airtel in India. Association with AXA Group, one of the leaders in global insurance business and having great managerial and asset management expertise, to sail through the extremely competitive market condition.

2. Weaknesses One of the late entrants in the market when other private players had already made up their mark in the market. Thin distribution network all over the nation. No distinctiveness in the products being offered. Lack of financial market background of the parent company does not elicit confidence in the customers.

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3. Opportunities Largely untapped rural market and under-covered urban and semi-urban markets. Strong resurgence of the life insurance market due to demand of ULIP based products. In an insurance market flush with banal kind of products of different life insurers, any innovative financial instrument with some form of insurance as one of its features and promising value for money can give the company competitive advantage over its peers.

4. Threats Competitive pricing of life insurance products by competitors may further reduce the profitability margin. New players to crowd the market and increase competition. The credibility of public sector life insurer, i.e. LIC is still unmatched within the customers. Uncertainty about future policy of the government regarding FDI limit in the sector, which if liberalized, would infuse capital for expansion, but would also add competitors and their capital strength.

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RESEARCH METHODOLOGY
3.1 STATEMENT OF THE PROBLEM

"A Study on Training and Development" Training and development play vital and important role in any given organization in the modern day. Considering it, my study On training and development in Bharti Axa gives me a scope to know in detail about the different techniques and method adopted by Bharti Axa to train their employees very effectively and efficiently.

The problem statement included various factors such as knowing the training and development facilities to the employees and also to know what best effort has been put in by the firm to improvise it so that it can be utilized effectively and efficiently by the employees in the organization.

Bharti Axa being a firm with large number of employees should give more concentration On its employees with regard to train them. Some amount of concentration has been given to the training of employees, however the consistency needs to be maintained in order to make Sure all the employees are well knowledged and are in a better position to carry on their work with much more effectiveness in case of any unexpected issues Or obstacles

3.2 SCOPE OF THE STUDY

The development of any organization depends On the employees. For organizational significance. The study is conducted to know the level of knowledge and skills given to the employees in the organization. productivity training and development assumes great

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This will help the management to know the satisfaction levels of employees and they can take measures to increase productivity.

3.3 OBJECTIVES OF THE STUDY

Following are the objectives of the study with special reference to Bharti Axa Life Insurance Company Ltd.: To examine the effectiveness of training in overall development of skills of workforce. To examine the impact of training on the workers. To study the changes in behavioral pattern due to training. To compare the cost effectiveness in implanting training programs.

3.4 METHODOLOGY

This part explains the methodology used in this study. The methodology includes data and sources of data, sample size, area of the study and framework of analysis.

3.4.1 Data Collection

PRIMARY DATA: These include the data collected from the respondents by administering a structured questionnaire and also through observations, interviews and discussion with management team.

SECONDARY DATA: These data has been collected from textbooks, records of Bharti Axa life insurance, and internet.

Research Design: Descriptive in nature

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3.4.2 Selection of sample

Sample unit is comprises of Bharti Axa Life Insurance Company Ltd. Sample size for this study is 50 units.

3.4.3 Plan of analysis A structured questionnaire is used, and the type of questions are dichotomous and likert scale.

The research was conducted

through Questionnaire, interview and

observation. The information was collected from the employees.

The data is analyzed through Sample analysis technique. The data tool is percentage method.

Percentage method is used in making comparison between two or more criteria.

Percentage of Respondents = No. of Respondents / Total no of Respondents * 100

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3.5 LIMITATIONS OF THE STUDY

Some of the information given by the respondents may be bias.

Could not able to collect the information from all the employees of organization

Analysis is done on the assumption that respondents have given correct information through the Questionnaires.

Due to the limitation of the time the research could not be made more detailed.

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DATA ANALYSIS

Q1. To whom the training is given more in your organization ? Table no. 1: Table showing the people who are getting training Opinion Senior staff Junior staff New staff Based On requirement Total No. of respondents 4 9 22 15 50 Percentage 8% 18% 44% 30% 100%

Graph no. 1: Graph showing the percentage of people getting training

Percentage
50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Senior staff Junior staff New staff Based On requirement

Percentage

INTERPRETATION: From the above chart we can interpret that maximum training are given to new staff and very less training are provided to senior staff because they has to brush up their current performance through training where as the people who joined new to the organization has to undergo

training to know the work culture and responsibilities.

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Q2. What mode of training method is normally used in your organization ? Table no. 2: Table showing training method done by organization Opinion Job rotation External training Conference/discussion Programmed instruction Total No. of respondents 14 10 8 18 50 Percentage 28% 20% 16% 36% 100%

Graph no. 2: Graph showing percentage with regards to training method

Percentage
40% 35% 30% 25% 20% 15% 10% 5% 0%

Percentage

INTERPRETATION: From the above chart we can interpret that most of the time programmed instruction training method is used for the employees to done the training program in a systematic way and apart from that job rotation is used to make the employees fill with higher responsibilities and how they make use of it.

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Q 3. How well the workplace of the training is physically organized ? Table no.3: Table showing the opinion regarding workplace of training Opinion Excellent Good Average Bad Total No. of respondents 6 34 10 0 50 Percentage 12% 68% 20% 0% 100%

Graph no.3: Graph showing percentage of the people regarding the training workplace

Percentage
80% 70% 60% 50% 40% 30% 20% 10% 0% Excellent Good Average Bad Percentage

INTERPRETATION: From the above chart we can see that most of the time training workplace is physically organized in a very good way.

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Q 4. What are the conditions that have to be improved during training Session ? Table no. 3: Table showing the training condition Opinion Redesign job Remove interference Reorganize the work place Upgrade the material of training Total No. of respondents 8 17 9 16 Percentage 16% 34% 18% 32%

50

100%

Graph no. 3: Graph showing the percentage of each training condition

Percentage
40% 35% 30% 25% 20% 15% 10% 5% 0% Redesign the job Remove Reorganize the Upgrade the interference work place material of training Percentage

INTERPRETATION: From the above chart we can see that during training session the interference created by the other employees has shown a big issue in training session and next comes the upgradation of the material .

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Q 5. Whether the training conducted by the management is on the job or off Off the job ? Table no. 5:Table showing the training of organization Opinion On the job Off the job Both Not applicable Total No. of respondents 33 8 9 0 50 Percentage 66% 16% 18% 0% 100%

Graph no.5: Graph showing the percentage over training method

Percentage
70% 60% 50% 40% 30% 20% 10% 0% On the job Off the job Both not applicable Percentage

INTERPRETATION: From the above chart we can analyzed that most of the time on the job training method is preferred for more experience to live work.

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Q 6. Does the training program influence the motivation level ? Table no.6: Table showing the motivation level from training Opinion Highly motivated Somewhat motivated Not at all motivated Total No. of respondents 22 28 0 50 Percentage 44% 56% 0 100%

Graph no. 7: Graph showing the percentage of motivation level from training

Percentage
60% 50% 40% 30% 20% 10% 0% Highly motivated Somewhat motivated Not at all motivated Percentage

INTERPRETATION: From the above chart we can analyzed that employees are somewhat motivated from the training and very few a times they get highly motivated because they dont take training seriously.

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Q 7. Does regular training sessions are arranged in your organization ? Table no.7: Table showing the response against regular training Opinion Yes No Total No. of respondent 45 5 50 Percentage 90% 10% 100%

Graph no. 7: Graph showing the percentage of response against training sessions

Percentage
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes No

Percentage

INTERPRETATION: From the above graph employees are happy with the regular training process and very few are unhappy because it gives them a chance to improve their performance in which they are lagging behind.

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Q 8. How many promotion you had after your training ? Table no.8: Table showing no of promotion after training Opinion No. of respondent Percentage One More than one No promotion Total 32 12 6 50 64% 24% 12% 100%

Graph no.8: Graph showing the percentage regarding promotion after training

Percentage
70% 60% 50% 40% 30% 20% 10% 0% One More than One No promotion Percentage

INTERPRETATION: From the above graph it can be analyzed that after training people are having only one promotion and very few no promotion because very few people are able to utilized their learnings from training which makes a difference.

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Q 9. What are the general complaints about training sessions ? Table no.9: Table showing complaints about training session Opinion Take away precious time Too many gaps between sessions Training sessions are unplanned Boring and not useful Total No. of respondent 15 14 16 5 50 Percentage 30% 28% 32% 10% 100%

Graph no.9: Graph showing percentage of complaints

Percentage
35% 30% 25% 20% 15% 10% 5% 0% Take away Too many gaps Training Boring and not precious time between sessions are useful of employees sessions unplanned Percentage

INTERPRETATION: From the above graph it can be analyzed most of the time the training sessions are mostly planned and training programs are set with too many gaps in between which makes trainee people the training process boring.

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FINDINGS

Most of the employees were experience which makes them efficiency in work.

The organization considers the training as a part of their competitive

The trainings are provided more to the new staff.

The main problem behind the training programs are due to non availability of skilled trainer to train the employee.

Most of the time training are instruction based..

Appraisal are given to employees in order to motivate them for training..

Training program is mostly conducted on-the job.

Training contributes to the personal growth of the employee.

Employees implement the training process with in less period of time.

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CONCLUSIONS & RECOMMENDATIONS

In todays corporate world, it is very important that the managers should plan, organize, direct and control the procurement, development, compensation, integration, maintenance and separation of work force in order that the organization may accomplish its designed objectives. From this point of view, the work force is an instrument of the organization, and the HR manager provides and shapes that instrument. Hence, the HR managers must assist the organization in adopting the changes in mix and values. But to get the desired result, we must depend .On HR to carry the day. We must select competent individuals, develop, motivate, retain and provide them with the organizational culture and process that will allow them to succeed.

I conclude that through proper training an employee can become multi skilled and this I have practically noticed through my analysis. Thus, training helps to develop knowledge, skill and altitudes necessary to perform job related task.

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6.2 RECOMMENDATION

Training and development process should be done entirely in house activity to reduce the cost of organization.

Stress related training should also be given to the employees.

Effective communication system should be built in organization which will enhance organizational effectiveness.

Management should

introduce suggestion scheme and should also

invite suggestions from employees.

Employees should be involved in decision making process of an organization.

Proper recognition system should be adopted so that employees can continue to perform better.

Training program should be properly given.

Workplace should be properly organized. Proper infrastructure facilities should also be there.

A company should implement their training programs in a way that the growth of all the employees should be equal. 46