Acknowledgement

This project report entitled A STUDY OF TRAINING AND DEVELOPMENT IN HDFC STANDARD LIFE INSURANCE has done under the guidance of Dr.S.E.V. Subramanyam, M.B.A, PhD, Head of the department of the department of the M.B.A, SITAMS, with great cooperation. I express my sincere gratitude to him for his valuable guidance, help and bestowed upon me in the preparation of this report.

I wish to express my sincere thanks to Dr. T. Sairama, principal SITAMS, and Chittoor. for providing the opportunity to take up this report.

I express my sincere thanks to Mr.R.K.Ghosh,Terrytory Manager, Mr.D.Venkateshan, Branch Manager, Mr . Naveenmanohar, Branch Training Manager of HDFC Standard Life Insurance Banasankari Branch.

I express my special thanks to my friends who supported in the completion of my project work.

( Ms.A.GEETHA )

( Reg.no.06751E0009)

Declaration

I here by declare that the project report entitle A STUDY OF TRANING AND DEVELOPMENT IN HDFC STANDARD LIFE INSURANCE has done by me in partial fulfillment for the award of Master Degree in Business Administration (MBA) under Jawaharlal Nehru technological university Hyderabad. This work and that have not submitted these results in any from previously for the award of my degree.

A.GEETHA

(REG NO:06751E0009)

INDEX

S.No

CONTENTS

page no:

1. INTRODUCTION

01-07 Scope of the Study

Objectives of the Study

Methodology of the Study

Limitations of the Study

2. INDUSTRY PROFILE

08-13

3. COMPANY PROFILE

14-42

4. REVIEW OF LITERATURE

43-52

5. DATA ANALYSIS AND

53-95

INTERPRETATION

6. SUGGESTION & CONCLUSION

96-98

QUESTIONNAIRE

BIBLIOGRAPHY INTRODUCTION

In the present scenario Human Resource Management plays a dominant role. And in that Training and Development plays a major role. There is need for training and retraining personal in order to enable them to adopt new situations. In this era of knowledge every person needs to embrace a life time of learning and it is up to the organizations to give their employees this opportunities.

To find the development of human resource, the T&D functions are combined together for development skills as well as basic aptitudes leading to a continued personnel growth to meet the changing job requirements more than the routine activities.

So, the Training and Development regarding HDFC Standard Life Insurance. I want to do the project work of HDFC Standard Life Insurance, and how the HDFC Standard Life Insurance is providing the Training and Development to their Employees.

Scope of the Study

HDFC standard life insurance will come to know about the effectiveness of training, which it gives for its employees. It will also come to know whether further improvement be made for better productivity. The questionnaire is used to conduct the study of effectiveness of training.

The training provides an opportunity to increase the individual skills as well as organization goals. It also covers productivity improvement. So, the training leads high productivity in the organization.

Importance of the study

It is one of the important responsibilities to periodically evaluate and identify training needs, design programs and implement them.

Training is a planned process to modify attitude, knowledge, and skill, behavior through learning experience to achieve effective performance in an activity or range of activities.

Its purpose in work situation is to develop the abilities of individual and satisfy the urgent and future needs of the organization.

The need of training for any employee is to improve or enhance the skills and knowledge towards their goals.

Management education and training has been widely accepted as a crucial input for improving managerial competence, which ultimately increase organization efficiency and effectiveness.

Mere establishment of training institutions and conduct of a variety of training programs every year are not the proper solutions to the problems of training.

It requires integrated and systems approach which is potential enough not only to settle several problems of training but also in meeting growing demand for quality personnel.

Training is the systematic process of enhancing job related skills, attitudes and knowledge of personnel for the purpose of improving individual and organizational performance.

Training provides the direction and guidance for this perfected learning process.

METHODOLOGY:

The study covers the data collection at corporate office and one area HDFC covering both the primary data and Secondary data.

The research methodology to be followed in this project includes

Exploratory research through experience surveys and analysis of insight stimulating examples.

Non-probability sampling method (judgment method) in choosing samples.

Primary data collection by interviewing key persons in different sections of mine and departments with structured and unstructured questionnaire.

Utilization of secondary data available in the form of annual report, Training expenditure, Training man days Year etc.

Statistical analysis with suitable data presentation.

LIMITATIONS:

1. Study is mainly based on corporate data it may not fulfil all

the training data at HDFC.

2. As it was project on Training need analysis in HDFC Software Solutions Pvt limited. Visiting different workplace would have added further value to this report.

3. Limited knowledge in mining and due to short duration of the study, the data presentation may not give the true picture.

4. The budget provision is discussed in secondary data analysis but the details of budget allocation to individual training program are not discussed due to organisational constraints.

LITERATURE ON TRAINING AND DEVELOPMENT

Background:

Designing a training and development program involves a sequence of steps that can be grouped into five phases: needs assessment, instructional objectives, design, implementation and evaluation. To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, the training manager must determine the who, what, when, where, why and how of training. To do this, the training manager must analyze as much information as possible about the following.

Organization and its goals and objectives.

Jobs and related tasks that need to be learned.

Competencies and skills that are need to perform the job.

Individuals who are to be trained. Overview of Training and Development The first step in designing a training and development program is to conduct a needs assessment. The assessment begins with a "need" which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future. Gaps can include discrepancies/differences between:

What the organization expects to happen and what actually happens.

Current and desired job performance.

Existing and desired competencies and skills.

Needs assessment can also be used to assist with:

Competencies and performance of work teams.

Problem solving or productivity issues.

The need to prepare for and respond to future changes in the organization or job duties.

The results of the needs assessment allows the organization/ training manager to set the training objectives by answering two very basic questions: who, if anyone, needs training and what training is needed. Sometimes training is not the solution. Some performance gaps can be reduced or eliminated through other management solutions such as communicating expectations, providing a supportive work environment, arranging consequences, removing obstacles and checking job fit.

Once the needs assessment is completed and training objectives are clearly identified, the design phase of the training and development process is initiated.

Select the internal or external person or resource to design and develop the training.

Select and design the program content.

Select the techniques used to facilitate learning (lecture, role play, simulation, etc.).

Select the appropriate setting (on the job, classroom, etc.).

Select the materials to be used in delivering the training (work books, videos, etc.).

Identify and train instructors (if internal).

After completing the design phase, the training is ready for implementation:

Schedule classes, facilities and participants.

Schedule instructors to teach.

Prepare materials and deliver them to scheduled locations.

Conduct the training.

The final phase in the training and development program is evaluation of the program to determine whether the training objectives were met. The evaluation process includes determining participant reaction to the training program, how much participants learned and how well the participants transfer the training back on the job. The information gathered from the training evaluation is then included in the next cycle of training needs assessment. It is important to note that the training needs assessment, training objectives, design, implementation and evaluation process is a continual process for the organization.

Needs Assessment:

There are three levels of needs assessment: organizational analysis, task analysis and individual analysis.

Organizational analysis looks at the effectiveness of the organization and determines where training is needed and under what conditions it will be conducted.

The organizational analysis should identify:

Environmental impacts (new laws such as EIA, Environmental regulations, Occupational health and Safety etc.).

State of the economy and the impact on operating costs.

Changing technology and automation.

Changing work force demographics and the need to address cultural or language barriers.

Increasing global/world market places.

Organizational goals (how effective is the organization in meetings its goals), resources available (money, facilities; materials on hand and current, available expertise within the organization).

Climate and support for training (top management support, employee willingness to participate, and responsibility for outcomes).

Work analysis. Analysis of the tasks being performed. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis Task analysis provides data about a job or a group of jobs and the knowledge, skills, attitudes and abilities needed to achieve optimum performance.

Individual analysis: Analyzes how well the individual employee is doing the job and determines which employees need training and what kind.

The information needed to conduct an analysis can be obtained from a variety of sources including:

Organizational goals and objectives, mission statements, strategic plans.

Staffing inventory, succession planning, long and short term staffing needs.

Skills inventory: both currently available and short and long term needs, organizational climate indices: labor/management relationships, grievances, turnover rates, absenteeism, suggestions, productivity, accidents, short term sickness, observations of employee behavior, attitude surveys, customer complaints.

Analysis of efficiency indices: costs of labor, costs of materials, quality of products, equipment utilization, production rates, costs of distribution, waste, down time, late deliveries, repairs.

Changes in equipment, technology or automation.

Annual report.

Plans for reorganization or job restructuring. Reward systems.

Planning systems.

Delegation and control systems.

Employee attitudes and satisfaction.

Training: Training is the act of increasing the knowledge and skill of an employee for doing a particular job. It is the process of learning a sequence of programmed behavior. It is the application of knowledge. Training is short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite process. The next step of the personnel management after selecting the candidate is to arrange for training.

All types of jobs require some type of training for their efficient performance and therefore all employees new or old should be trained or retrained. Special occasions for retraining arise when an employee is transferred or promoted, or when jobs change and new skills must be learnt. The training is valuable to the employees in terms of better job security and greater opportunity for advancement. A skilled thus acquired by the employee through training is an asset to the organization and the employer. Thus establishing a sound training program is necessary for every organization for the development of the personnel.

The trainees will acquire new manipulative skills, technical knowledge, problem solving ability or attitudes etc. it is not a one step process but it is a continuous or never ending process. It makes newly recruited workers fully productive in the minimum of time.

Training is the process of developing skills, habits, knowledge and attitude in employees for the purpose of increasing the effectiveness of employees in their percent government positions as well as preparing employees for future government positions.

The organized procedure by which people learn knowledge and or skills for a definite purpose.

Training aims at opening the minds of students by bringing them into direct contact with concrete problems and with different human and social conditions so as to give them a feel of life and reality especially of social reality.

IMPORTANCE OF TRAINING:

Training makes employees more effective and productive. It is actively and intimately connected with all the managerial activities. It is an integral part of the whole management program. With all its activities functionally inter-related.

Training is a practical and vital necessity because it enables employees to develop and rise with in the organization, and increase their market value. Earning power and job security. It moulds the employees attitude and helps them to achieve a better Co-operation with the company and a greater loyalty to it higher standards of quality achieved.

DEVELOPMENT:Development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. It refers to philosophical and theoretical educational concepts, it is the process by which managers and executives acquire not only skills an competency in their present jobs, but also capabilities future managerial tasks.

Development is career oriented. It may come from a management course on effective leadership. Managers frequently receive assistance in developing their capabilities for future job responsibilities.

Development should be continuous in the sense that the professional should always be actively seeking to improve performance Development should be owned and managed by the individual learner Development should begin from the individuals current learning state Learning objectives should be clear and wherever possible should serve organizational or client needs as well as individual goals Regular investment of time in learning should be seen as an essential part of professional life, not an optional extra.

The process is one of self-development. The key to self development is that learners take responsibility for their own learning what they learn, when they learn, with whom they learn, where they learn and how they learn, In so doing, the learner accepts the consequences of choosing a programme or programmes of self-development. What is Training?Training encompasses a gamut of learning activities:

Classroom training programs

Distance learning

Projects

Brainstorming sessions / Group discussions

Informal conferences / other Coaching opportunities

Training elements within regular staff meetings

Corporate communication events

Computer-based-training

Web-/Tele-conferences; Interactive Video

Action learning / On-the-job learning

In short, any activity where learning can happen, can be clubbed under the head of Training. For the purpose of discussion in this program, the terms training event and learning event will be used interchangeably. Similarly, the terms trainee, learner and participant will be also be used interchangeably.

Training as an Organizational Sub-System:As we know, any organization consists of several Systems (also known as Functions, Departments, Units, etc). These Functions are inter-related and inter-dependent. For an organization to be effective, not only do various Functions have to be effective in their own working, but also have to support and enable each other to be effective. From this perspective, the Training Functions plays a key role in building capacity (i.e., competencies, knowledge, skills, abilities, etc) throughout the organization. All these Functions operate under an over-arching umbrella, i.e., the organizations Vision, Values, Priorities, etc., which are driven by the top management.

Learning Vs. Training:At a conceptual level, Learning & Development is a much deeper, wider concept than Training. The purpose of all learning is to improve competence in terms of Knowledge. Physical skills, Behavior skills and Attitudes. The Learning & Development process encompasses the following steps:

Impart Knowledge / Skills / Attitudinal inputs

Enhance expectations / Demand better performance

Give opportunities to put newly-learned skills into practice

Accept initial mistakes

Allow Learner to see what he doesnt know

The approach helps the learner to develop an attitude of humility and yearning for learning, and therefore ensures that such learning is permanent and highly beneficial for him.

Training Need Analysis

A structured Training Need Analysis (TNA) is based on a balanced view of:

The organizations needs:

The employees needs ; and

The natural of the problems being addressed

It is all about asking the right questions, and making sense of the answer.A structured TNA has 8 steps:

1.Identify the customer,

2.Clarify expectations,

3.Design the TNA program,

4.Arrange access to data,

5.Collect the data

6.Make sense of the findings,

7.Write a Draft Report, and

8.Produce and distribute Final Report with recommendations.Priority Setting:Once training needs are identified, they need to be prioritized. The following factors tend to influence the process of prioritization:

Money / resources availability Legal / Regulatory requirements - e.g., Safety training Policy selecting training options most closely related to org. strategy Org. politics who shouts loudest, gets most Trainer preferences running the courses they most enjoy Special situations which warrant special consideration for priority even over riding a finalized calendar, e.g. a M & A situation.Final list of programs to be conducted should be arrived at, after considering the above and ensuring that no factor has had an undue influence. Programs have to be sequenced appropriately. Resource allocation between different training options should be treated like any other investment decision

Setting Learning Objectives:To be able to market a program better, it is necessary to lay out clearly what the trainees will be able to do differently as a result of the training the clearer the objectives, the easier it is to plan the means, and hence, better are the prospects of success.

This step eliminates a weak link between identified needs and training content, viz. that the trainer may easily read through books to find material for presentation, in which case, the material may not really be relevant or address the identified needs : rather, the content becomes generic and academic, and the Training becomes syllabus-led rather then needs-driven:

Setting clear objectives also helps in evaluation of training effectiveness, and hence is a key skill for Training designers.

Participant Profiling:It also important to define the Before and After profiles of the participants. For Before / Input Profiling, following factors should be considered:

1. Who is the program targeted at?

2. Which function, what level

3. Prior experience expected

4. Prior training undergone

5. Prior knowledge / skills expected

Mandatory

Desirable / Preferred

For After / Output Profiling. Following factors should be considered:

1. What visible change is expected?

Demonstrable new knowledge / skills

Changed behavior in specific situations

2. What visible change is expected after return to workplace?

New ways of working

Changed behavior in specific situations

3.Can learning gains be demonstrated by means of a test / certification ?

Program DesignTraining program design has 4 elements:

The curriculum / subject matter to be conveyed to the learners

The methods by which the curriculum is to be presented

The supporting media employed

Assessment mechanism to be used

The commonest cause of low-impact training is Design of training without prior analysis of needs, and no subsequent evaluation of worth of training.

Training material Development:Training material development encompasses the following aspects:

1. Training resource planning identify what resources are

Available, what are not, and where to source them

2. The types of resources to be prepared:a. Pre-Course material

b. Power Point Presentation

c. Handout

d. Individual / Group Exercises.

e. Demonstration / Lab f. Psychometric instruments.g. Case studies.h. Videos / Audios Visualsi. Test / Assessment.j. Post-course assignments.k. Reference / text books.l. Website.m. Posters / ChartsDifferent resources are appropriate for different types of learning items.

Practical skills

Demo: Lab / Practical sessions

Behavior skills

Role plays; Video clips

Problem solving

Case studies; Live examples.

Re-orientation Motivational inputs, Story-telling; Role modeling

Objectives of the study

To study the existing training programs in HDFC standard life insurance.

To study the effectiveness of training program. To ascertain about the changes required in training program. To find what type of training is required to different level of employees in HDFC standard life insurance.

To suggest and recommend the measures for effective training and Development programs.

Research Methodology

DATA COLLECTION:

The required data was collected through direct interview method and primary and secondary data

Primary data: The data for the present study is collected from the HDFC Standard Life Insurance at The data will be collected through questionnaire and face-to-face interaction with the employees.

Secondary data

Secondary data will be obtained from the past reports of the HDFC Standard Life Insurance and from the books, magazines, newspapers and journals. SAMPLE SIZE:

The sample size is 100TYPE OF SAMPLING: The sampling units are chosen on the basis of convenience sampling which has been taking as the method to select sampling respondents. Due and utmost care has been taken to cover all the segments, status and age etc.TOOLS USED FOR ANALYSIS:

1. Percentage Method. 2. Charts and Diagrams.

. Limitations

1. Time is major constraint.

2. The information was collected through interviews and questionnaire.3. The employees are busy with their work schedules; it is also a limiting factor to collect their opinions clearly.

4. According to their knowledge the employees has provided strengths of HDFC.

5. They are utilizing successfully on-the hob and off-the job training methods.6. From the primary and secondary data the research can be done. INDUSTRY PROFILE

What is insurance?

Insurance is concerned with protection of economic value of assets. Every asset has a value and it is created at considerable cost. They have a lifetime during which time they are expected to perform but they can be destroyed or made nonfunctional through accidental occurrences. Such terrible occurrences are called perils.

The damage the perils may cause to the asset is the risk. Risk only means that there is a possibility of loss or damage. There has to be uncertainty of risk; Insurance is relevant only where there is uncertainty. The occurrences have to be random. Accidental and not deliberately created.

Brief history:

The business of insurance started with marine business. Traders who used to gather in the Loyds caf in London agreed to share the losses to their goods while being carried by ships. The losses were on account of ships being pirated or damaged to goods because of whether conditions or sinking of the ships. The first insurance policy was issued in 1583 in England .In India, insurance began in 1818 with Life insurance being transacted by an English company, the European and Albert. The first Indian Insurance company was formed in 1870 Bombay mutual assurance society limitedHow it works:

People facing common risks come together and make a small contribution. The contribution is made on the assumption that all of them are exposed to the risk, but who will become the victim is not known. By studying events for long time it is possible for forecast happening of the future, and as an average how many persons will suffer losses. The following example explains this concept.

Example:

Suppose in a town there are one lakh huts. It is found that ten of them are getting destroyed by fire accident every year. Assuming the cost of constructing each hut Rs.1000/-,suppose all the huts man dwellers decide to contribute 10 paisa each, they can have a fund of Rs.10,000/- with which all the persons, who lost the huts, can be compensated.

Thus insurance business is all about sharing. A risk which cannot be born by a person is spread over the entire community, so the risk becomes bearable. The contribution paid by an individual is called premium. The likely loss for which a Person wants risk cover is called sum insured and the amount paid in the event of a loss is called claim.

Coming to life insurance even though death is certain the time of death is uncertain. A human being is unique income generating asset. He earns not only for him self but supports the family. It is likely somebody may die before he is able to full fill his family responsibilities, in which case his family is in difficulties. Some times a person is not able to earn but lives for a long time, the risk of living to long. In the days when joint family system has collapsed this person can face hardship. Thus a human being is exposed to types of risks-pre mature death and risks of living to long.

Utility:-

Insurance acts as a social security tool: even though the govt. is expected to look after the social security of people, it is often not possible. Insurance companies supplement the efforts of the govt. in regard.

Role in the economic development: insurance companies collect huge amounts by way of premiums. Thus funds are available for a long time. Insurance companies can invest in projects with long gestation period. The help in development of infra structure like roads,

Bridges, irrigation projects, power plants etc. Common risks faced by human beings:

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

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

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

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

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

6. Premature death

These contingencies can be taken care by insurance.

Advantages of life insurance:

Life insurance has no competition from any other business. When a person saves in any instrument, the fund available is what is saved. In insurance, the fund available is what is saved. In insurance, the fund available is not what is paid by way of premium but the target amount which chosen as sum insured. In insurance settlement is easy because of nomination .The heirs can collect the money easily because of nomination or assignment

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

Creditors cannot claim the life insurance money. They can be protected against attachment by courts. There are tax benefits.

Marketability and liquidity are better. A life Insurance policy is property. It can be transferred of mortgaged. Loans can be raised against the policy.

1. From the agents point of view.

Life insurance is the only way for family protection.

It takes care of the UN certainties of futures.

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

Only insurance can protect it.

Life insurance is not surpassed by any other instruments in terms of security, marketability, stability of value and liquidity.

Life insurace enhances the existing standards of living.

Life insurance helps peoples like financially solvent lives.

Types of insurance:

# Life insurance

# Non-life insurance

COMPANY PROFILE

HDFC Standard Life is a joint venture between India's leading housing finance company HDFC and Europe's Largest Mutual Insurance Company Standard Life.

HDFC Housing Development Finance Corporation Ltd.

1. It is incorporated in the year 1977.

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

3. It is enlisted in both BSE and NSE.4. High quality loan portfolio-Gross NPL's less than 1%.5. Constant technological up gradation of systems 13.3% cost income ratio.HDFC GROUP OF COMPANIESa. HDFC Home Loans

b. HDFC Deposits.

c. HDFC Bank

d. HDFC Standard Life Insurance Company Ltd

e. HDFC realty.com

f. HDFC CHUBB GENERAL INSURANCE CO. LTD.

g. HDFC Mutual Funds.h. CIBIL

i. CENTRE FOR HOUSING FINANCE

j. INTELENET.

k. HDFC Securities.

l. HDFC Securitization

m. HDFC Distribution

STANDARD LIFE:1. Founded in 1825 in Edinburgh in United Kingdom.2. Currently over 5 million Policy Holders benefiting from the service offered.

3. Europe's largest mutual life insurer

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

ENTRY INTO INDIAN MARKET First Market entry in 1847.

Innovative products& processes

Lost policy sold in the year 1938

Last claim settled in 1997GROUP OF COMPANIES:

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

Standard Life Investments: Invest provider 5 star award for the eighth successive year. Standard Life Health Care: U.K's leading health insured. Health insurance Company of the year 2003.

HDFC STRENGTHS: First private life insurance company to get license from IRDA

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

Most Respected Private Insurer award from Business World.

HDFC SL VISION:

We are the most successful and admired life insurance company which means that we are the most trusted company, the easiest to deal with, offer the best value for money, and set the standards in the industry.

In short The most obvious choice for all.

VALUES OF HDFC:

Integrity

Innovation

Customer Centric

People Care Team work

Joy & Simplicity

PRINCIPLES OF LIFE INSURANCE

Insurance is a combination three disciplines. These can be described as

HDFC the HDFC principles called Actuarial principles.

Legal principles, and

Economic principles.

Legal Principles are again divided into two types: 1. Commercial contract

2. Insurance contract principles of Life Insurance:a. Uberrima fides or utmost good faith

b. Insurable Interest

c. Economic principles

Economic principles are again divided into four types:

a. Human life value (HLV)

b. Connecting link between generations.c. Human life value enhances property values. d. Family is an Economic Unit INTRODUCTION:

As organization without human resources is incomplete and impossible. Now a-days it is very much important to concentrate on human resource. It is one of the main areas where training is essential. If there is poor or inadequate training practices in organization it leads to more wastage of the resources.

The training can be made effective for the better performance of the employees as well as executives and their job work by practically implementing the training programs they have undergone.

Since the training is cost effective and an never ending process and also time consuming, there is no need of assessment to find out whether the training programs conducted in the organization has an effective impact on the performance of their work and are able to practically implement it.

Organization must highly concentrate on training the employees in the field .

Which they are poor. After training the employees organization must check for effectiveness of training given to employees. If the program fails in improving the effectiveness and performance of an employee than the company will not be in the process of development and increase in productivity.

Every organization needs to have well trained and experienced people. Adjust with the environmental changes it is necessary to rise the skill levels and increasing the versatility and adaptability of employees.

Inadequate job performance or a decline in productivity, changes resulting out of job redefining technological break through requires some type of training and to develop the efforts of employees. As the job becomes more complex, the importance of employee development is not an activity that is desirable but also an activity that an organization must commit resource to meet the needs of change of performance.

Meaning and definition: After an employee is selected, placed and introduced he or she must be provided with training facilities.

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

Training is the organized procedure by which people learn knowledge and/or skill for a definite.

-- BY Dale S.Beach.

In other words training improves changes, moulds, the employees knowledge, skill, behavior, aptitude, and attitude towards the requirements of the job and organization. Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job and organizationTraining is a learning experience that it seeks relatively permanent changes in an individual that will improve his or her ability to perform on job.

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

Development is a related process. It covers not only those activities, which improve job performance but also those, which bring about growth of personality.

Training and Development

Employee training is distinct from management development or executive development. While former refers to training given to employees in the areas of operation, technical and allied areas, the later refers to developing an employee in the areas of principles and techniques of management, administration , Organization and allied areas.

Importance of Training:

The importance of human resource management to a large extent depends on human resource development . Training is the most important technique of human resource development. As stated earlier, no organization can get a candidate who exactly HDFCches with the job and the organizational requirements. Hence, training is important to develop the employee and make him suitable to the jobBasic Purpose of Training: Every organization big or small, productive or non-productive, Economic or social, old or newly established should provide training to all employees irrespective of their qualification, skill, suitability for the job etc. Thus no organization can choose whether or not to train employees.

Training is not something that is done once to new employees; it is used continuously in every well run establishment. Further, technological changes, automation, require up-dating the skills and knowledge. As such an organization has to retain the old employees.

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

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

2. Organizational viability and the transformation process.

3. Technological advances.

4. Organizational complexity.

5. Human relations.

6. Change in the job assignment.

7. Increase productivity.

8. Improve quality of the product/service.9. Helps a company to fulfill its further personnel needs.

10. Improves health and safety.11. To prevent obsolescence.

12. Effect the personal growth.

13. Minimize the resistance to change.Training methods

1. On-the job training method.2. Off-the job training method.

1. On-the job training

This type of training, also known as job instruction training, is the most commonly used method. Under this method the trainee learns under the supervision and guidance of a qualified worker or instruction.

(a). Job rotation.

(b). Coaching.

(c). Job instruction.

(d). Committee assignment.

(a). Job rotation: This type of training involves the movement of training from one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer.(b). Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individual.

(c). Job instruction:

This method is also known as training through step by step. Under this method, trainer explains the trainee the way of doing the jobs , job knowledge , skills and allows him to do the job.

(d). Committee assignment:

Under the committee assignment group of trainees are given and asked to solve an actual Organization problem .The trainees solve the problem jointly.

2. Off-the job training

Under this method, trainee is separated from the job situation and his attention is focused upon the learning the material related to his future jobs performance.

(a). Vestibule training.

(b). Role-play.

(c). Lecture methods.

(d). Conference or Discussion.

(e). Programmed instruction

(a). Vestibule training

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

(b). Role-playing

It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action doing and practice.

( c).Lecture method:

The lecture is a traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainees in the form of a talk.

(d). Conference or discussion:

It is a method in training the clerical, professional and supervisory personnel this involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions.

(e). Programmed instruction:

In recent years this method has become popular. The subject matter to be learnt is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction.

Methods of Management development

1. On-the job Techniques.

2. Off-the job Techniques.

1. On-the job Techniques

(a). Coaching:The superior place the role of the guy and the instructor. The coach sets some mutually agreed upon goals and tells the trainee what he wants to be done, and suggests how it might be done, follows up suggestion and correct errors. Coaching demands that the superior should render assistance when the subordinate seats.

(b). Job Rotation:It designed for beginning level managers while planed progression is more likely to occur at higher managerial levels. Period ranging from 6 months to 24 months.

(c). under study:It may be selected by a manager from amongst a large number of subordinates. Such an understudy learns the complexities of the problem and how to solve it.

(d). Multiple Management:When the junior are assigned to board by the chief executive. The junior get an opportunity to share the managerial decision making to learn by watching others.

2. Off-the job Techniques (a). The case study: It distributes knowledge and facts.

It improves participants skills.

(b). Incident method: Practical judgment.

Social awareness.

(c). Role-playing: It makes persons aware of the feelings of others.

Feedback about their effectiveness and weaknes.

(d). In basket method: Decisions are rapid.

Effect of long term policies can be demonstrated in the game.

(g). Simulation:Which indicates the duplication of organizational situations in a learning environment?

(h). Grid training: The grid represents several possible leadership styles. (i). Business game:Teams of individuals compete against one and other in order to achieve an objective. Management games usually force decision makers. Training should

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

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

3. Be intended to improve performance of individuals or the group of workers.

Benefits of training can be in terms of Benefits for employees and Benefits for the organization.1. Benefits for employees

Improved job performance

Better career prospects

More job satisfaction

Greater salary expectations

2. Benefits for organization

Improves work performance

Increase safety to work

More consistent satisfaction

Reinforce staff motivation

Evaluation of training program The process of training evaluation has been defined as any attempt to obtain information on the effects of training performance and to assess the value of training in the light of that information. Evaluation leads to controlling and correcting the training program.

1. % of attendance of respondents during the training program conducted by organization.

OptionNo. of respondentsPercentage(%)

Yes9595

No55

Total100100

The above chart shows that majority of respondents(95%) attended the training program provided by the organization and 5% of respondents not attended. 2.Duration of Training program conducted by the organization

OptionNo. of respondentsPercentage(%)

Quarterly8080

Half yearly20 20

Annually 00

Bi-annually00

Total100100

The above chart shows that majority of respondents(80%)said that the training program is conducted quarterly and 20% of respondents said that half -yearly training program is conducted by the company. 3. Methods followed while training program.OptionNo. of respondentsPercentage(%)

Coaching1515

Lecturer3030

Seminars3030

Workshops2525

Total100100

The above chart shows that majority of respondents(30%) are said that lecturer and 30% of respondents said that seminars and 25% of the respondents said that workshop and 15% of respondents said that coaching methods are employed to the employees in the organization.

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

Organization.

OptionNo. of respondentsPercentage(%)

Strongly agree7575

Agree2525

Disagree00

strongly disagree00

Total100100

The above chart shows that majority of respondents (75%) strongly agree that the training programme helps in improving their skills and while 25% of the respondents agree with it.5. Gaining knowledge at work place after attending the training programme provided by the organization.OptionNo.of respondentsPercentage(%)

Yes 9292

No88

Total100100

The above chart shows that majority of respondents (92%) opinioned that they gain knowledge at work place after attending training programme and 8% of respondents said that it is no6. Relationship between the colleagues, trainer during the training period.OptionNo. of respondentsPercentage (%)

Excellent8080

Very good1515

Good55

Poor00

Total100100

The above chart shows that majority of respondents (80%) said that excellent 15% of respondents said that very good and 5% of respondents said that good relationship between the colleagues and trainer during the training period.

7. The employees experience in the organization.

OptionNo. of respondentsPercentage (%)

15yrs22

Total100100

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

8.The training programme in the organization.

OptionNo. of respondentsPercentage(%)

Excellent1010

Very good7070

Good2020

Poor00

Total100100

The above chart shows that majority of respondents (70%) said that the training program is very good, 20% of respondents said that the training program is good and very least per centage members said that excellent.

9.The training program helps in achieving individual goals as well as organization Organizational goals.

OptionNo. of respondentsPercentage(%)

Yes9595

No55

Total100100

The above chart shows that majority of the respondents(95%) said that the training programme helps in achieving both individual goals and organization goals.

10. Applicability of training program.

OptionNo. of respondentsPercentage(%)

Yes8888

No1212

Total100100

The above chart shows that majority of respondents (88%) said that the training program is applicable in organization and 12% of respondents disagree.

11. The training methods for new comers.

OptionNo. of respondentsPercentage(%)

Coaching6060

Lecturer2020

Seminars1010

Work shop1010

Total100100

The above chart shows that majority of respondents (60%) said that coaching method is followed for new comers in the organization,20% of respondents said that lecturer and 10% of respondents said that seminar and remaining respondents said that work shop is for followed new comers in the organization.12. The impact of training program on the employees personality development.

OptionNo. of respondentsPercentage(%)

Excellent2525

Very good 6060

Good1515

Poor00

Total100100

The above chart shows that majority of respondents (60%) said very good, 25% of respondents said excellent and 15% of respondents said good regarding the impact of training program on their personality development.13. Discipline at work place.OptionNo. of respondentsPercentage(%)

Yes8787

No1313

Total100100

The above chart shows that majority of respondents (87%) are agree the training programme helps in developing the discipline at work place and 13% of respondents disagree.

14. Well designed &widely shared training policy to the employees. OptionNo. of respondentsPercentage(%)

Yes8989

No 1111

Total100100

The above chart shows that majority of respondents (89%) agree they are getting well designed and widely shared policies from the organization and 11% of respondents disagree.

14. Satisfaction of employees on present training program.

OptionNo. of respondentsPercentage(%)

Fully satisfied1212

Satisfied8888

Dissatisfied00

Up to some extent00

Total100100

The above chart shows that majority of respondents (88%) are satisfied with present training and 12% of respondents are fully satisfied with the training program.

16. Evaluation of capability after training program.

Option No. of respondentsPercentage(%)Yes 93 93 No 7 7 Total 100 100

The above chart shows that majority of respondents (93%) opinioned that their capabilities are assessed and 7% of respondents are not evaluating their capabilities after training program. FINDINGS 1. Employees of HDFC are satisfied with present training program.

2. The Training program helps to the employees is to develope discipline at work place.3. Organization is mostly using lecture & Seminar method for providing training. 4. Most of the employees have less than 5 yrs of experience.5. Most of the employees agreed that training program helps in achieving conducting both individual and organization goals.6. The company is conducting Trining Program quarterly.7. Overall Training program is very good and it impacts on the personality development of the employees.

SUGGESTIONS1. The methods of training needs to be improved by following coaching method, It is better to adopt the coching2. The efficiency of the training programme needs to be improved.

3. The training programme is to be improved, it to helps in achieving individual goals.

4. The impact of training programme is to be increased to develop personality of the employees.5. The self morale needs to be improved by providing good training facilities.

6. Discipline at work place to be improved by providing excellent training.

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

and procedures.

8. The employee satisfaction is to be improved by the training programme.

9. The organization must provide extra training to the employees. CONCLUSIONS

1. I would like to conclude that over all effectiveness of training programs of HDFC standard life insurance, could satisfy majority of employees.

2. Employee in the organization to adopt employee training is the most important source of the organization.3. Almost all employees in HDFC is to adopt the training in the organization certainly focuses on the career path.4. The management of HDFC is following different methods and techniques to train trainees.5. Company reach the vision to calculate the present and future human resource skill and knowledge. Bibliography

Books referred Author

Human Resource Management and P.SUBBARAO

Industrial Relations

(Himalayan publications 2000Edition) Personal management C.B.MEMORIA

(Tatamacgraw Hill publications Co.Ltd)

Research Methodology C.R.KOTHARI

(Vishwaraprakasam 2nd Edition) Management Theory and Principles L.M.PRASAD

Web site: www.hdfcinsurance.in www.google.com Questionnaire1. Have you attended any training programme provided by this organization?

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

a. Quarterly [ ] b. half yearly [ ]

c.annually [ ] d. bi annually [ ] 3. What are the methods followed while training?

a. Coaching [ ] b. lecturers [ ] c. seminars[ ] d. workshops[ ]4. Do you think that training programme help you in improving your skills?

a. Strongly agree [ ] b. agree [ ] c. disagree [ ] d. strongly disagree [ ] 5. Have you gained knowledge at work place after attending training program?

a. Yes [ ] b. No [ ] 6. How is your relationship with colleagues, trainer during the training?

a. Excellent [ ] b. very good [ ] c. good [ ] d. poor [ ] 7. Experience?

a. 15yrs[ ] 8. What about of training?

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

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

organization goals?

a. Yes [ ] b. No [ ]

10. What are training help to new comers in the organization? a. Coaching [ ] b. lecturer [ ]

c. seminars [ ] d. work shop [ ] 11. How far training help to new comers in the organization?

a. Excellent [ ] b. very good [ ]

c. good [ ] d. fair [ ]

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

a. Excellent [ ] b. very good [ ]

c. good [ ] d. poor [ ]

13. Did you get well designed and widely shared training policy in the

organization? a. Yes [ ] b. No [ ]

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

a. Fully satisfied [ ] b. satisfied [ ]

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

15. Are you assessing your capabilities after training?

a. Yes [ ] b. No [ ]

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

the training program?

a. Yes [ ] b. No [ ]

Top Management

Org. Values / Priorities

Production

R & D

Quality

Control

Marketing /

Commercial

Finance

Warehousing /

Dispatch

HR /

Personnel /

Admin

HDFCerials /

Purchase

Training

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