What

is
Development ?

Training

and

Training and development is a function of human resource

management concerned with organizational activity aimed at
bettering the performance of individuals and groups
in organizational settings. It has been known by several names,
including human resource development, and learning and
development.
Training and Development is a subsystem of an
organization. It ensures that randomness is reduced and
learning or behavioural change takes place in structured
format.

The need for Training and Development

Before we say that technology is responsible for increased need
of training inputs to employees, it is important to understand
that there are other factors too that contribute to the latter.
Training is also necessary for the individual development and
progress of the employee, which motivates him to work for a
certain organisation apart from just money. We also require
training update employees of the market trends, the change in
the employment policies and other things.

The following are the two biggest factors that contribute to the
increased need to training and development in organisations:
1. Change: The
word
change
encapsulates
almost
everything. It is one of the biggest factors that contribute
to the need of training and development. There is in fact a
direct relationship between the two. Change leads to the
need for training and development and training and
development leads to individual and organisational
change, and the cycle goes on and on. More specifically it
is the technology that is driving the need; changing the
way how businesses function, compete and deliver.
2. Development: It is again one the strong reasons for
training and development becoming all the more
important. Money is not the sole motivator at work and
this is especially very true for the 21st century. People who
work with organisations seek more than just employment
out of their work; they look at holistic development of self.
Spirituality and self awareness for example are gaining
momentum world over. People seek happiness at jobs
which may not be possible unless an individual is aware of
the self. At ford, for example, an individual can enrol
himself / herself in a course on self awareness, which
apparently seems inconsequential to ones performance at
work but contributes to the spiritual well being of an
individual which is all the more important.

Training and development encompasses

activities: Training, Education, and Development.

three

main

Training: This activity is both focused upon, and evaluated

against, the job that an individual currently holds.
Education: This activity focuses upon the jobs that an
individual may potentially hold in the future, and is
evaluated against those jobs.
Development: This activity focuses upon the activities
that the organization employing the individual, or that the
individual is part of, may partake in the future, and is almost
impossible to evaluate.

The "stakeholders" in training and development are categorized

into several classes. The sponsors of training and development
are senior managers. The clients of training and development
are business planners. Line managers are responsible for
coaching, resources, performance. The participants are those
who actually undergo the processes. The facilitators are Human

Resource Management staff. And the providers are specialists

in the field. Each of these groups has its own agenda and
motivations, which sometimes conflict with the agendas and
motivations of the others.
The conflicts that are the best part of career consequences are
those that take place between employees and their bosses. The
number one reason people leave their jobs is conflict with their
bosses. And yet, as author, workplace relationship authority,
and executive coach, Dr. John Hoove points out, "Tempting as it
is, nobody ever enhanced his or her career by making the boss
look stupid." Training an employee to get along well with
authority and with people who entertain diverse points of view
is one of the best guarantees of long-term success. Talent,
knowledge, and skill alone won't compensate for a sour
relationship with a superior, peer, or customer.
Typical
roles
in
the
field
include
executive
and
supervisory/management
development,
new-employee
orientation, professional-skills training, technical/job training,
customer-service training, sales-and-marketing training, and
health-and-safety training. Job titles may include vice-president
of organizational effectiveness, training manager or director,
management
development
specialist, blendedlearning designer, training-needs analyst, chief learning officer,
and individual career-development advisor.
Talent development is the process of changing an organization,
its employees, its stakeholders, and groups of people within it,
using planned and unplanned learning, in order to achieve and
maintain a competitive advantage for the organization. Roth
well notes that the name may well be a term in search of a
meaning, like so much in management, and suggests that it be
thought of as selective attention paid to the top 10% of
employees, either by potential or performance.
While talent development is reserved for the top management it is
becoming increasingly clear that career development is necessary for
the retention of any employee, no matter what their level in the
company. Research has shown that some type of career path is
necessary for job satisfaction and hence job retention. Perhaps

organizations need to include this area in their overview of

employee satisfaction.
The term talent development is becoming increasingly popular
in several organizations, as companies are now moving from
the traditional term training and development. Talent
development encompasses a variety of components such as
training, career development, career management, and
organizational development, and training and development. It
is expected that during the 21st century more companies will
begin to use more integrated terms such as talent
development.
TRADITIONAL AND MODERN APPROACH OF TRAINING
AND
DEVLOPMENT
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.
The modern approach of training and development is
that Indian Organizations have realized the importance of
corporate training. Training is now considered as more of
retention tool than a cost. The training system in Indian
Industry has been changed to create a smarter workforce
and yield the best results.

TRAINING AND DEVELOPMENT OBJECTIVES

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.

Difference
between
Development

Training

and

1. Training refers to the process of practicing specific skills

whereas the development refers to the learning
opportunity designed to help the employees growth .
2. Training is offered to operative whereas Development
programmes are meant for employees in higher position.
3. Training is primarily skill oriented whereas the
Development provides general knowledge and attitude will
be helpful to employees.
4. Training stress on skill development for doing a particular
job whereas development stress on knowledge about
business environment principles and techniques, human
relation, specific industry analysis which will be for better
managing of an organisation .

5. Training is concerned with maintaining and improving

current job performance thus it has a short term
perspective whereas development seeks to develop
competence and skill for future performance thus it has a
long term perspective.
6. Training is job centred in nature whereas is development is
carrier centred.

Importance of training

1. Training plays a very important role in human resource

development. It is useful and the productive for the all
categories of employees and supervisory staff every
organisation has to introduce a systematic training
programmes for the employees this is because the
trained personnel are like valuable assets of the
organisations.
2. Better performance Training improves employees
ability skill and improves the employees performance.
3. Improved quality In formal training programmes the
best method of performing jobs are standardised and
top to employees this help in bringing uniformity in
work performance and in creating better informed
trained employees.
4. Less supervision A trained employees is self reliant
and hence required less supervision.
5. High morale Training not only improves the ability and
skill of employees but also changes the employees
attitude towards person thus boost their morale .
6. Personal group - Training improves the ability and skill
of employees but also changes employee attitude
towards the person thus boost their morale.

Process of training
1.
2.
3.
4.
5.
6.

Identifying training needs

Preparing the instructor
Preparing the trainers
Presentation of operation
Performance try out
Follow up

1. Identifying the Training needs

Analysis of the training needs depends on whether the
training is to be arranged for the new or present
employees . In case of new employees or need to
determine what the job details and the breakdown in to
the subtask and then each of the subtasks is being taught
to the new employees. Analysing current employees
training needs is complex and done with the performance
analysis.
(A)Task analysis
task analysis is done for the new employees it is detailed
study of a job to determine what specific skill the job
requires with the help of job description and job
specification the job specific duties and skills are identified
these acts as the preference point for determining the
training needs.
(B)Performance analysisperformance analysis is the process of verifying that there
is the performance deficiency and determining if such
deficiency is considered through training or through other
some means. There are several methods to identify the
current employees training needs. These are :(1) Supervision, peer and self performance
reviews
(2)job related performance data
(3)observation by supervision

(4)Interview with the employees etc.

2. Preparing the instructor :- The instructor must know both
the job to be taught and how to teach it. The job must be
divided in to logical parts so, that each can be taught at a
proper time once should have in mind the different
techniques of instructions or the methods of instruction
that is best suited such as illustration , demonstration or
explanation.
3. Preparing the trainers :Put the learners at ease relief the tension . explain why he
or she being taught. Create interest find out that what the
learner already know about the job.
4. Presentation of operation :There are various steps to presenting the operation
explanation, demonstration etc. The training should
departed at normal work place between operations the
different parts must be explain thoroughly.
5. Performance try out :After the presentation of the operations the training
should be asked to start the job for operative procedure
so, that as the learners does the job gradually builds up
the skill required. The trainee or the learner may made to
go through the job several times so that the chances of
error can be minimised.
6. Follow up :The final step is most training procedure that is follow up
there should be a check from time to time against quality
standard . The faculty work pattern should be converted
and encouragement to be given to complete the work.

Training Methods
On the job Methods
1.
2.
3.
4.

Job rotation
Coaching
Job instructions
Committee assignment

Off the job methods

1. Stimulated training
2. Role playing
3. Lecture method
4. Conference
5. Case study methods

ON THE JOB METHODS :1. JOB ROTATION :An employee moves from job to job at planned intervals.
2. COACHING :An experienced worker or the trained supervisors trainees
the employees under his guidance.
3. JOB INSTRUCTIONS :This methods is also known as training through step by
step instructions the trainer explains to the trainee the
way of doing the job and allow him to do the job.
4. COMMITTEE ASSIGNMENT :A group of trainees are given and asked to solve an actual
organisational problems. The trainers solve the problems
jointly.

OFF THE JOB METHODS :1. SIMULATED TRAINING :It is a method in which trainees learn in the actual or
simulated equipments they will use in the job but are
actually trained off the job. eg:- training of a pilot .
2. ROLE PLAYING :It is defined as a method of human interaction that
involves realistic behaviour in imaginary situations. This
method involves action, doing and practice. The
participants play the role of certain characters such as
production manager, mechanical engineers etc.
3. LECTURE METHOD :- This is a traditional and direct
method of instruction. The instructor organise the
materials and given it to a group of trainees in the form
of a talk.
4. CONFERENCE :- This method involves a group of people
who pose ideas, examine and share facts, ideas and
data , test assumptions and draw conclusion , all of
which contribute to the improvement of job
performance.
5. CASE STUDY METHOD :- The case study is based up on
the belief that managerial competence can best be
attained through the study and discussion of concrete
case.

Typical Reasons for Employee Training and

Development
Training and development can be initiated for a variety of
reasons for an employee or group of employees, e.g.,:

When a performance appraisal indicates performance

improvement is needed
To "benchmark" the status of improvement so far in a
performance improvement effort

As part of an overall professional development program

As part of succession planning to help an employee be

eligible for a planned change in role in the organization

To "pilot", or test, the operation of a new performance

management system

General Benefits
Development

from

Employee

Training

and

There are numerous sources of online information about

training and development. Several of these sites (they're listed
later on in this library) suggest reasons for supervisors to
conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees

Increased employee motivation

Increased efficiencies in processes, resulting in financial

gain

Increased
methods

Increased innovation in strategies and products

Reduced employee turnover

Enhanced company image, e.g., conducting ethics training

(not a good reason for ethics training!)

Risk management, e.g., training about sexual harassment,

diversity training

capacity

to

adopt

new

technologies

and

INDUSTRIAL PROFILE OF TATA

Founded by Jamsetji Tata in 1868, the Tata group is a global
enterprise headquartered in India, and comprises over 100
operating companies, with operations in more than 100
countries across six continents, exporting products and services
to over 150 countries. The revenue of Tata companies, taken
together, was $103.27 billion (around Rs624,757 crore) in
2013-14, with 67.2 percent of this coming from businesses
outside India. Tata companies employ over 581,000 people
worldwide.
Good corporate citizenship is part of the Tata groups DNA.
Sixty six percent of the equity of Tata Sons, the promoter
holding company, is held by philanthropic trusts, thereby
returning wealth to society. As a result of this unique ownership
structure and ethos of serving the community, the Tata name
has been respected for more than 140 years and is trusted for
its adherence to strong values and business ethics.
Each Tata company or enterprise operates independently and
has its own board of directors and shareholders, to whom it is
answerable. There are 31 publicly-listed Tata enterprises and
they have a combined market capitalisation of about $124.9
billion (as on June 4, 2015), and a shareholder base of 3.9
million. Tata companies with significant scale include Tata Steel,
Tata Motors, Tata Consultancy Services , Tata Power, Tata
Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata
Communications and Indian Hotels.

Many Tata companies have achieved global leadership in their

businesses. For instance, Tata Communications is the worlds
largest wholesale voice carrier and Tata Motors is among the
top five commercial vehicle manufacturers in the world. Tata
Steel is among the top 10 best steelmakers and TCS is amongst
the top 10 global IT services companies. Tata Global Beverages
is the second-largest player in tea in the world and Tata
Chemicals is the worlds second-largest manufacturer of soda
ash. Employing a diverse workforce in their operations, Tata
companies have made significant local investments in different
geographies.
In tandem with the increasing international footprint of Tata
companies, the Tata brand is also gaining international
recognition. Brand Finance, a UK-based consultancy firm,
valued the Tata brand at $21.1 billion and ranked it 34th among
the top 500 most valuable global brands in their
BrandFinance Global 500 2014 report.

With its pioneering and entrepreneurial spirit, the Tata group

has spawned several industries of national importance in India:
steel, hydro-power, hospitality and airlines. The same spirit,
coupled with innovativeness, has been displayed by entities
such as TCS, Indias first software company, and Tata Motors,
which made Indias first indigenously developed car, the Tata
Indica and the smart city car, the Tata Nano. Pursuit of
excellence has similarly been manifested in recent innovations
like the SilentTrack technology developed by Tata Steel Europe
and the next-generation Terrain Response, including infrared
laser scanning to predict terrain, and Wade Aid to predict water
depth, by Jaguar Land Rover.
The Tata trusts, majority shareholders of Tata Sons, have
endowed institutions for science and technology, medical
research, social studies and the performing arts. The trusts also
provide aid and assistance to non-government organisations
working in the areas of education, health care and livelihoods.
Tata companies themselves undertake a wide range of social
welfare activities, especially at the locations of their operations,
as also deploy sustainable business practices.
Going forward, Tata companies are building multinational
businesses that seek to differentiate themselves through
customer-centricity,
innovation,
entrepreneurship,
trustworthiness and values-driven business operations, while
balancing the interests of diverse stakeholders including
shareholders, employees and civil society.

Type

Private

Industry

Global Diversified Enterprise

(company)
1868

Founder

Jamshedji Tata

Headquarters Mumbai, Maharashtra, India

Area served

Worldwide

Key people

Cyrus Pallonji Mistry

(Chairman)[1]

Products

Airline, Automotive, steel, IT,

Electricity generation,
Chemicals, Beverages,
Telecom, Hospitality, Retail,
Consumer goods,
Engineering, Construction,
Financial services

Revenue

US$ 103.27 billion (2014)

Profit

US$ 5.31 billion (2014)

Total assets

US$ 116.32 billion (2014)

Owner

Tata Sons

Number of
employees

581,473 (2014)

Subsidiaries

List of subsidiaries

Slogan

"Improving the quality of life

of the communities we serve

PROFILE OF TATA AIA

Tata AIA Life Insurance Company

Limited (Tata AIA Life) is a joint venture company, formed by
Tata Sons Ltd. and AIA Group Ltd. (AIA). Tata AIA Life combines
Tatas pre-eminent leadership position in India and AIAs
presence as the largest, independent listed pan-Asian life
insurance group in the world spanning 17 markets in Asia
Pacific. Tata Sons holds a majority stake (74 per cent) in the
company and AIA holds 26 per cent through AIA International
Limited. Tata AIA Life Insurance Company Limited was licensed
to operate in India on February 12, 2001 and started operations
on Board of Directors April 1, 2001.
Mr. Ishaat Hussain
Chairman

Mr. Ishaat Hussain is a Chartered Accountant from England and

Wales. Mr. Hussain attended the Advanced Management
Programme at the Harvard Business School. He joined the
Board of The Indian Tube Company (a Tata Steel associate
company) in 1981, and thereafter, moved to Tata Steel in 1983.
Mr. Hussain is the Finance Director of Tata Sons Ltd. and
Director of several Tata Group companies. He is a member on
the Primary Markets Advisory Committee of the Securities and
Exchange Board of India.
AIA Group Limited and its subsidiaries (collectively "AIA" or the
"Group") comprise the largest independent publicly listed panAsian life insurance group. It has operations in 17 markets in
Asia-Pacific wholly-owned branches and subsidiaries in Hong
Kong, Thailand, Singapore, Malaysia, China, Korea, the
Philippines, Australia, Indonesia, Taiwan, Vietnam, New

Zealand, Macau, Brunei, a 97 per cent subsidiary in Sri Lanka, a

26 per cent joint venture in India and a representative office in
Myanmar.
The business that is now AIA was first established in Shanghai
over 90 years ago. It is a market leader in the Asia-Pacific
region (ex-Japan) based on life insurance premiums and holds
leading positions across the majority of its markets. It had total
assets of US$159 billion as of 31 May 2014.
AIA meets the long-term savings and protection needs of
individuals by offering a range of products and services
including life insurance, accident and health insurance and
savings plans. The Group also provides employee benefits,
credit life and pension services to corporate clients. Through an
extensive network of agents, partners and employees across
Asia-Pacific, AIA serves the holders of more than 28 million
individual policies and over 16 million participating members of
group insurance schemes.

AIA Group Limited is listed on the Main Board of The Stock

Exchange of Hong Kong Limited under the stock code "1299"
with American Depositary Receipts (Level 1) traded on the overthe-counter market (ticker symbol: "AAGIY"). AIA
AIA Group Limited is an investment holding company. The
Company and its subsidiaries are engaged in provision of
products and services to individuals and businesses for their
insurance, protection, savings, investment and retirement
needs. The Company operates life insurance business,
providing life insurance, accident and health insurance and
savings plans throughout Asia, and distributing related

investment and other financial services products to its

customers. The Company also provides employee benefits,
credit life and pension services to corporate clients. It has
operations in 17 markets in Asia-Pacific: wholly-owned branches
and subsidiaries in Hong Kong, Thailand, Singapore, Malaysia,
China, Korea, the Philippines, Australia, Indonesia, Taiwan,
Vietnam, New Zealand, Macau, Brunei, a 97 per cent subsidiary
in Sri Lanka, a 26 per cent joint venture in India and a
representative office in Myanma
Mr. Janki Ballabh
Independent Director

Mr. Madhusudan Kannan

Non-Executive Director

Mr. Kishor A. Chaukar

Non Executive Director

Mr. Pratip Kar

Independent Director
Mr. Simeon Preston
Non Executive Director

Mr. Gordon Timmins Watson

Non Executive Director

Mr. D K Mehrotra

Non Executive Director

Ms. Roopa Kudva

Independent Director

Mr. Naveen Tahilyani

Chief Executive Officer & Managing Director

There are many different policies are introduced by the

company like :-

1.
2.
3.
4.

PROTECTION SOLUTION
SAVINGS SOLUTIONS
WEALTH SOLUTIONS
RIDERS

Protection Solutions
Being the sole earner of your family is a big responsibility.
Now consider an unfortunate event, if something were to
happen to you. Who will provide safety and security to your
family in your absence?
It is important to ensure your loved one's financial security to
meet the uncertainties and make your family feel fully
protected. One of the best ways to do this is through Term
plans, the purest form of our insurance.
SOME PRODUCTS ARE AS FOLLOWING WHICH COMES UNDER
PROTECTION SOLUTIONS :-

1. TATA AIA LIFE INSURANCE MAHA LIFE SUPREME

2. TATA AIA LIFE INSURANCE MAHA LIFE GOLD

3. TATA AIA LIFE INSURANCE MAHA RAKSHA SUPREME

SAVINGS SOLUTION
Financial planning is the key to fulfilling your dreams and
aspirations. From providing for your family to buying a home or
a car, good planning ensures lifetime financial security for your
family, even in case of an unfortunate event of the death of an
earning member of your family. The sign of a sound financial
plan is the inclusion of adequate life insurance coverage in the
plan, with an element of savings built along side.
Life Insurance is also an important saving instrument.
Insurance saving plans can help you organise specific needs
like saving for your child's education, marriage, settlement in
life, purchase of a house, retirement and other financial goals.
PRODUCTS COMES UNDER SAVINGS SOLUTIONS :-

1.
2.
3.
4.
5.

TATA
TATA
TATA
TATA
TATA

AIA
AIA
AIA
AIA
AIA

INSTA WEALTH PLAN

MONEY BACK PLUS
LIFE INSURANCE MAHA LIFE GOLD PLUS
LIFE INSURANCE MAHA LIFE GOLD
LIFE INSURANCE MONEY MAXIMA

Wealth Solutions
We all have dreams and aspirations like buying a house, giving
our children's the best education and having a comfortable life
after retirement. These dreams can be fulfilled only by planning
our finances well. One of the key steps in financial planning is
investing in Wealth Creation Plans.
Wealth creation plans offer more liquidity options and are ideal
for customers who are risk savvy and want the protection of a

life insurance cover along with the returns of market-linked

instruments.
PRODUCTS COMES UNDER WEALTH SOLUTIONS :-

1.
2.
3.
4.

TATA
TATA
TATA
TATA

AIA
AIA
AIA
AIA

LIFE
LIFE
LIFE
LIFE

INSURANCE
INSURANCE
INSURANCE
INSURANCE

FORTUNE MAXIMA
WEALTH PRO
WEALTH MAXIMA
FORTUNE PRO

Riders
Different Individuals have different needs and we at Tata AIA
Life Insurance recognize this. To give you the flexibility to
enhance your life cover, we offer a set of Riders which you may
opt for along with your basic policy to suit your needs.
Riders are add-on options (benefits) that can be added to a
basic Life Insurance Policy - to enhance protection and security.
The basic purpose of an Insurance Rider is to give you more
than what your base policy offers you. Riders are definitely a
cost effective way to get extra protection from your Insurance
Policy.
SOME PRODUCTS WHICH COMES UNDER RIDERS ARE AS
FOLLOWING :-

1.

ULIP Riders

a.

Tata AIA Life Insurance

Waiver Of Premium Plus
(Linked) Rider

b.

Tata AIA Life Insurance

Waiver Of Premium

(Linked) Rider
c.

Tata
AIA
Life
Insurance
Accidental
Death
Dismemberment (Long Scale) (ADDL) Linked Rider

2.

Traditional Riders

a.

Tata
AIA
Life
Insurance
Accidental
Dismemberment (Long Scale) (ADDL) Rider

Death

And

And

ACKNOWLEDGEMENT
The internship opportunity I had with TATA AIA LIFE INSURANCE
COMPANY was a great chance for learning and professional
development. Therefore, I consider myself as a very lucky
individual as I was provided with an opportunity to be a part of
it. I am also grateful for having a chance to meet so many
wonderful people and professionals who led me though this
internship period.

Bearing in mind previous I am using this opportunity to express

my deepest gratitude and special thanks to the LALIT SIR &
JAYANT SIR who in spite of being extraordinarily busy with his
duties, took time out to hear, guide and keep me on the correct
path and allowing me to carry out my project at their esteemed
organization and extending during the training.

It is my radiant sentiment to place on record my best regards,

deepest sense of gratitude to Mr. VIKAS sir, Mr. FALGUNI sir and
Mr. Ali sir , for their precious guidance which were extremely
valuable for my study both theoretically and practically. I
perceive as this opportunity as a big milestone in my career
development. I will strive to use gained skills and knowledge in
the best possible way, Hope to continue cooperation with all of
you in the future.
Sincerely,

Shalini Singh

CONCLUSION

Totally this internship was successful. The aim of internship has

been achieved and the scope of the internship has been
finished as well. Besides, during the internship many things had
been done and had been learned. In review this internship has
been an excellent and rewarding experience. I have been able
to meet and network with so many people that I am sure will be
able to help me with opportunities in the future.
One main thing that I have learned through this internship is
time management skills as well as self-motivation. When I first
started I did not think that i was going to be able to make
myself
do the task in an office but finally i was done
everything. I learned alot about training and development
process.

This was an excellent experience and I hope that other interns

got as much out of it as I did!

THANK YOU