Professional Documents
Culture Documents
NCRD’S
PROJECT REPORT ON
“TRAINING AND DEVELOPMENT IN RELIANCE
MONEY”
SUBMITTED BY
“TALVINDERKAUR LUBHANA”
PROJECT GUIDE
PROF. MEGHA MAHAJAN
IN PARTIAL FULFILLMENT FOR THE COURSE OF
BACHELOR OF MANAGEMENT STUDIES (B.M.S)
T.Y.B.M.S (SEMESTER VI)
ACADEMIC YEAR 2018 - 2019
DECLARATION
INDUSTRY”
And has not been submitted to any other University or Institute for the award of any
degree, diploma etc. The information is submitted by me is true and original to the best of my
knowledge.
Date:
2
National Centre for Rural Development’s
CERTIFICATE
This is to certify TALVINDER KAUR LUBHANA of Bachelor of Management Studies has
undertaken and completed the project work titled “TRAINING AND DEVELOPMENT IN
RELIANCE INDUSTRY” during the academic year 2018 - 2019 under the guidance of PROF.
MEGHA MAHAJAN submitted on to this college in fulfilment of the curriculum
Of Bachelor of Management Studies(sem-v) University of Mumbai.
This is a bonafide project work and the information presented is true and original to the
best of our knowledge and belief.
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ACKNOWLEDGEMENT
I would like to extend my sincere gratitude to all those people who helped me in the successful
completion of my project entitled " TRAINING AND DEVELOPMENT IN RELIANCE
INDUSTRY ". First and foremost I wish to take this opportunity to express my deep sense of
gratitude to PROF. MEGHA MAHAJAN for her valuable guidance in this endeavor. He has
been a constant source of inspiration and I sincerely thank him for his suggestions and help to
preparation this project.
I am grateful to our coordinator and head of department for giving me valuable information
regarding project.
I would also like to express my gratitude to all the authors of the books, newspaper articles and
magazines articles, which I have referred to collect information regarding my project.
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INDEX
SR
CONTENT PAGE NO.
NO.
DECLARATION
CERTIFICATE
ACKNOWLEDGEMENT
EXECUTIVE SUMMARY
1 CHAPTER-1 8
INTRODUCTION
COMPANY PROFILE
● MISSION STATEMENT
● VISION STATEMENT
● VALUES
2 CHAPTER-2 27
REVIEW OF LITERATURE
3 CHAPTER-3 33
RESEARCH METHODOLOGY
● BACKGROUND OF THE STUDY
● NEED AND IMPORTANCE
● SCOPE
● OBJECTIVES
● LIMITATIONS
● SOURCE OF DATA
● HYPOTHESIS
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4 CHAPTER-4 48
CHAPTER-5
5 61
QUESTIONNAIRE
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BIBLIOGRAPHY
8
EXECUTIVE SUMMARY
Every organization needs to have well trained and experienced people to perform
the activities that have to be done. If current or potential job occupants can meet
this requirement, training is not important. When this not the case, it is necessary
to raise the skill levels and increase the versatility and adaptability of employees.
It is being increasing common for individual to change careers several times
during their working lives. The probability of any young person learning a job
today and having those skills go basically unchanged during the forty or so years
if his career is extremely unlikely, may be even impossible. In a rapid changing
society employee training is not only an activity that is desirable but also an
activity that an organization must commit resources to if it is to maintain a viable
and knowledgeable workforce.
The entire project talks about the training and development in theoretical as
well as new concepts, which are in trend now.
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Here we have discussed what would be the input of training if we ever go for
and how can it be good to any organization in reaping the benefits from the
money invested in terms like (ROI) i.e. return on investment. What are the ways
we can identify the training need of any employee and how to know what kind
of training he can go for? Training being covered in different aspect likes
integrating it with organizational culture. The best and latest available trends in
training method, the benefits which we can derive out of it. How the evaluation
should be done and how effective is the training all together.
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CHAPTER NO :- 1
INTRODUCTION
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Reliance Anil DhirubhaiAmbani Group
The Reliance – Anil Dhirubhai Ambani Group is among India’s top three private
sector business houses on all major financial parameters, with a group market
capitalization of Rs 200,000 crore (US$ 50 billion), and net worth to the tune of
Rs 58,000 crore (US$ 13 Billion)
Across different companies, the group has a customer base of over 150
million, the largest in India, and a shareholder base of over 12 million, among the
largest in the World. Through its products and services, the Reliance - ADA Group
touches the life of 1 in 8 Indians every single day. It has a business presence that
extends to over 5000 towns and Cities in India, and served by 12,000 distribution
outlets, 500,000 business partners and 30,000 strong motivated workforce.The
interests of the Group range from communications (Reliance Communications)
and Financial services (Reliance Capital Ltd), to generation, transmission and
distribution of Power (Reliance Energy), infrastructure, media and entertainment.
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Introduction to Reliance Money
❑ Expanded its presence to 20,000 touch points. It has 10,000 outlets across
5,000 towns and cities across India.
❑ Currently 2200+ employees across 162 locations spread across the country.
❑ The Corporate Office at Worli, Mumbai has approx 350 people belonging to
these various functions
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❑ Acquired 2.5 million customers
❑ Accounts for daily traded volumes of over Rs 2,000 crore, or 3-4 % of the
average daily volume of transactions logged on the stock exchanges
❑ Moved into International arena- West Asia, South East Asia, Africa and
Europe.
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MISSION STATEMENT
Is to attract, nurture & retain a team of competitive, growth oriented talent who:-
VISION STATEMENT
“We live in a world where the young are reaching higher, dreaming bigger
and Demanding more; a world that is challenging the limits of hope and
possibility. Now here is this more strikingly visible than in India – a country that
wakes up every morning a little younger in age, but infinitely more ambitious in
spirit.”
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· TRAINING METHODS IN RELIANCE MONEY
The training methods adopted in reliance money which are generally used in an
organization are classified into two i.e.
1) 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.
One of the drawbacks to on-the-job training can be low productivity while the
employees develop their skills. Another drawback can be the errors made by the
trainees while they learn. However, when the damage the trainees can do is
minimal, where training facilities and personnel are limited or costly, and where it
is desirable for the workers to learn the job under normal working conditions, the
benefits of on-the-job training frequently offset its drawbacks.
(ii) Job Instruction Training: JIT consists of four basic steps:
a. Preparing the trainees by telling them about the job and over coming their
uncertainties
b. Presenting the instruction, giving essential information in a clear manner;
c. Having the trainees try out the job to demonstrate their understanding; and
d. Placing the workers into the job, on their own, with a designated resource
person to call upon should they need assistance.
2) Off the job: Off-the-job training covers a number of techniques – classroom
lectures, films, demonstrations, case studies and other simulation exercises, and
programmed instruction. The facilities needed for each of these techniques vary
from a small make shift classroom to an elaborate development center with large
lecture halls, supplemented by small conference rooms with sophisticated
audiovisual equipment, two-way mirrors, and all the frills.
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i. Classroom lectures/conferences: The lecture or conference approach is
well adapted to conveying specific information – rules, procedures, or methods.
The use of audiovisuals or demonstrations can often make a formal classroom
presentation more interesting while increasing retention and offering a vehicle for
more interesting while increasing retention and offering a vehicle for clarifying
more difficult points. The lecture’s liabilities include possible lack of feedback and
the lack of active involvement by the trainees.
ii. Simulation exercises: Any training activity that explicitly places the
trainee in an artificial environment that closely mirrors actual working conditions
can be considered a simulation. Simulation activities include case exercises,
experimental exercises, complex computer modeling, and vestibule training.
(iii)Vestibule training: In vestibule training, employees learn their jobs on the
equipment they will be using, but the learning is conducted away from the actual
work floor. In the 1980s many large retail chains train cashiers on their new
computer cash registers – which are much more complex because they control
inventory and perform other functions in addition to ringing up orders – in specially
created vestibule labs that simulated the actual checkout-counter environment.
Training, as a process of long term learning is essentially a developmental tool.. By
effectively utilizing this tool, the organization expects to achieve career objectives.
Contribute towards the career progressions of the employees by importing
knowledge of an additional or reinforcing nature, developing skills and bringing about
desired attitudinal changes among them. This would not merely prove effective in
assisting them to achieve organizational goals but also enable enhancement of their
self esteem and self confidences to face external challenges.
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ASSESSMENT OF TRAINING NEEDS
There are five steps towards the assessment and analysis of training and
development of the organization.
Segregate identified problems into problems requiring staff development action such
as training and into problems requiring other management actions, so that these
problems are accurately addressed.
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ACHIEVEMENTS
● In two successive joint surveys by The Economic Times’ Brand Equity and
ACNielsen, Reliance was recognized as India’s Most Trusted Mutual Fund.
● The company also walked away with seven other scheme prizes – five of
them being outright winners – in the Gulf 2007 Lipper Awards. These
included the Fund House of the Year by Lipper GCC as well as ICRA
Online and the Most Improved Fund House by Asia Asset Management.
● It also received the NDTV Business Leadership Award 2007 in the mutual
fund category and runners’ up recognition as the Best Fund House in the
Outlook Money-NDTV Profit Awards.
● In addition, the company received the coveted CNBC Web18 Genius of the
Web distinction for the Best Mutual Fund Website in the country. RCAM
was awarded the India Onshore Fund House 2008 instituted by the Asian
Investor magazine.
● The company also won the India Equities award in the 5-year Performance
category.
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COMPANY PROFILE:
Basic structure of Reliance ADA group
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Working At Branch level
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Product Offering
Reliance Money currently deals in the following financial products:
Trading Portal
Online trading refers to buying and selling
of the shares/stocks/contracts/bonds with the use of internet. In this shares
are not issued in physical form rather they are transferred in the dematerialized
form in the Demat account directly
Demat account
There are many broking houses doing business in India and they charge a
brokerage on every transaction made online or offline. (Buying and Selling are
treated as separate transaction). Reliance Money’s advantage over others is that
it’s charging the lowest brokerage in the market which is just 1 paisa on every
executive trade irrespective of the volume traded.Reliance Money, thebrokerage
and distribution arm of Reliance ADA Group, aims to tap investors in the smaller
towns and cities through a flat fee structure.
The new wonder is Reliance Money's pre-paid card for stock market brokerage.
Reliance Money, the financial services division of Anil
DhirubhaiAmbaniGrouppromoted Reliance Capital, is bringing to the market
prepaid cards in denominations of Rs500, Rs1,000, Rs. 2500, Rs. 5,000 and
Rs.10,000.
● Equities
Equity investment generally refers to the buying and holding of shares of stockon a
stock market by individuals and funds in anticipation of income from dividend
sand capital gainas the value of the stock rises. It also sometimes refers to the
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acquisition of equity (ownership) participation in a private (unlisted) company or a
startup(a company being created or newly created).
● Commodities
A single platform to trade on both the major commodity exchanges i.e. NCDEX
and MCX. In addition In-house research desk shall provide research reports on all
major commodities which shall enable in getting views for trading and diversify
client’s holdings. Trade Execution assistance is also provided to clients.
● Offshore Investments
Offshore investment is the keeping of money in a jurisdiction other than one's
country of residence. Offshore jurisdictions are a commonly accepted solution to
reducing excessive tax burdens levied in most countries to both large and small
scale investors alike. The advantage to this is that such operations are both legal
and less costly than the solutions offered in the investor's country - or "onshore".
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3. User friendly software: The portal offered is very easy to understand and
use.
4. Better research and news: Reliance offers news from the DOW JONES
and REUTERS.
Seeking to bring share trading closer to consumers just like ATMs, Reliance
Capital's stock brokerage arm Reliance Money launched Internet trading services
through web-enabled retail kiosk.
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TRAINING AND DEVELOPMENT
The duration of my project was of two months during these two months I did many
things regarding my project as I was also the part of operations I also understands
how the operations department works at Reliance money. How the shares of the
client are kept in electronic form in the client’s account and how it is
dematerialized by operations department at Reliance money.
DEVLOPMENT-
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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.
TRAINNING_DEFINED
It is a learning process that involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviors to enhance the
performance of employees.
• It’s not what you want in life, but it’s knowing how to reach it
• It’s not where you want to go, but it’s knowing how to get there
• It’s not how high you want to rise, but it’s knowing how to take off
• It may not be quite the outcome you were aiming for, but it will be an
outcome
• It’s not what you dream of doing, but it’s having the knowledge to do it
• It’s not the goal you set, but it’s what you need to achieve it
● Training is about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of
time.
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Importance of Training and Development
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• Development of skills of employees – Training and Development helps in
increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the
employees
Productivity – Training and Development helps in increasing the productivity of
the employees that helps the organization further to achieve its long-term goal.
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• 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.
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CHAPTER NO :- 2
LITERATURE REVIEW
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LITERATURE REVIEW
Oatey (1970)
Yoder (1970)
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Hesseling (1971)
Kane (1986)
Raymond (1986)
29
Adeniyi (1995)
Chris (1996)
Akinpeju (1999)
30
Oribabor (2000)
Isyaku (2000)
31
which trainees really want to
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Karthik R (2012)
CHAPTER NO :- 3
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RESEARCH METHODOLOGY
34
OBJECTIVE OF THE STUDY
35
Training and Human Resource Management-
The HR functioning is changing with time and with this change, the relationship
between the training function and other management activity is also changing. The
training and development activities are now equally important with that of other
HR functions.Now-a-days, training is an investment because the departments such
as, marketing & sales, HR, production, finance, etc depends on training for its
survival. If training is not considered as a priority or not seen as a vital part in the
organization, then it is difficult to accept that such a company has effectively
carried out HRM. Training actually provides the opportunity to raise the profile
development activities in the organization. To increase the commitment level of
employees and growth in quality movement (concepts of HRM), senior
management team is now increasing the role of training. Such concepts of HRM
require careful planning as well as greater emphasis on employee development and
long term education.
Training is now the important tool of Human Resource Management to control the
attrition rate because it helps in motivating employees, achieving their professional
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and personal goals, increasing the level of job satisfaction, etc. As a result training
is given on a variety of skill development and covers a multitude of courses.
The scope of the study covers in depth, the various training practices, modules,
formats being followed and is limited to the company Reliance Money and its
employees. The different training programmes incorporated/facilitated in Reliance
Money through its faculties, outside agencies or professional groups. It also judges
the enhancement of the knowledge & skills of employees and feedback on its
effectiveness.
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LIMITATIONS
Every scientific study has certain limitations and the present study is no more
exception. These are:
1. The terminology used in the subject is highly technical in nature and creates a lot
of ambugity.
2. All the secondary data are required were not available.
3. Respondents were found hesitant in revealing opinion about supervisors and
management.
SAMPLING PLAN
Sample unit
The sampling units are various areas of MUMBAI which have been
approached to collect data from different people
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Sampling method
Sampling method used in this research is simple random sampling which is
also known as probability sampling. Under this sampling design every item of
universe has an equal chance of inclusion in sample. It is say to a lottery method.
Sample size
The size of the sample was restricted to 50, as to just get a quick analysis
Contact Method
Personal interview is used as a method of contacting people.
It is a market research technique for gathering information through face-to-
face contact with individuals. Personal interviews take place in a variety of settings-
in homes, at shopping malls, in a business office. This type of research is relatively
costly, because it requires a staff of interviewers, but it provides the best
opportunity to obtain information through probing for clearer explanations. It is the
best technique to use early on in the research process when the researcher is not yet
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sure which questions need to be asked, because new and better questions can come
out of the dialogue
Tools of analysis
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and services offered by Reliance Money and checking the satisfaction level of
present customers
PRIMARY DATA
SECONDARY DATA
Secondary data refers to existing primary datathat was collected by someone else or
for a purpose other than the currentone. It means already available through books,
journals , magazines ,newspaper, websites. Data has been collected through
various websites the list of which has been given in the end of report
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HYPOTHESIS
● But the barrier for the training process in the organization is the non-
availability of skilled trainers.
● There are gaps between the training sessions organized by the company
that’s why trainees lost touch with that
● The organization also appoints trainers from outside or from different firms
to ensure better training to its employees
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CHAPTER NO :- 4
DATA ANALYSIS,
INTERPRETATION AND
PRESENTATION
43
DATA ANALYSIS AND INTERPRETATIONS
● Interpretation:-
INTERPRETATION:-
● The above chart indicates that less training programmes are held in the
organization.
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● INTERPRETATION:-
Time 5 20
Money 4 16
Lack of interest by 6 24
staff
Non-availability of 10 40
skilled trainer
Total 25 100
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INTERPRETATION:-
● The above graph indicates that the important barriers to Training and
Development in the organization is Non-availability of skilled trainers.
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INTERPRETATION:-
● This graph indicates that enough practice is given for employees during
training sessions.
The training sessions should be useful to employees. So that they can understand
the process of organization.
INTERPRETATION:-
● The above graph indicates that the training sessions conducted in the
organization is useful.
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● Employees should get appraisal in order to motivate them for
development.
Response No. of respondants Percentage
Strongly Agree 14 56
Agree 6 24
Somewhat 3 12
Disagree 2 8
Total 25 100
● INTERPRETATION:-
● The above graph shows that Employees are given appraisal in order to
motivate them to attend the training.
● Skills needed.
Response No. of respondants Percentage
Technical skills 8 32
People skills or Soft 6 24
skills
54
Generalist makes better 6 24
Personnel managers
than Specialist
Fond of talking 5 20
to people
Total 25 100
INTERPRETATION:-
● The above graph indicates that the trainer should possess technical skills
to make the training effective
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● INTERPRETATION:-
● The above graph indicates that there are two many gaps between the
training sessions.
Lack of proper 8 32
guidance and training
at workplace
56
Lack of quality 2 8
education at primary
and secondary level
Total 25 100
●
INTERPRETATION:
● The above graph indicates that reason for shortage of skilled man power
at workplace are lack of support from senior staff.
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FINDINGS:
● The above graph indicates that Organization considers training as a part of
organizational strategy.Training programmed attendant in a year.
● The above chart indicates that less training programmes are held in the organization.
● Training is provided on the basis of requirement.
● Training helps to improved employee performance.
● Important barriers for Training and Development in organization.
● The above graph indicates that the important barriers to Training and Development in
the organization is Non-availability of skilled trainers.Enough practice should be given
during training sessions.This graph indicates that enough practice is given for
employees during training sessions.The training sessions should be useful to
employees. So that they can understand the process of organization.
● Employees should get appraisal in order to motivate them for
development.
● The above graph indicates that the training sessions conducted in the organization is
useful.
● The above graph shows that Employees are given appraisal in order to motivate them
to attend the training.
● Proper skilled should be needed to make training effective.
● Skills needed.
● The above graph indicates that the trainer should possess technical skills to make the
training effective
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QUESTIONAIRE
Strongly agree
Agree
Somewhat agree
Disagree
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*2) How many training programmes will you attend in a year?
Less than 10
10-20
20-40
More than 40
Senior staff
Junior staff
New staff
Based on requirement
*4) What are all the important barriers to Training and Development in your
organization?
Time
Money
Lack of interest by the staff
Non-availability of skilled trainer
*5) Enough practice is given for us during training session? Do you agree
with this statement?
Strongly agree
Agree
Somewhat agree
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Disagree
Strongly agree
Agree
Somewhat agree
Disagree
*7) Employees are given appraisal in order to motivate them to attend the
training. Do you agree with this statement?
Strongly agree
Agree
Somewhat agree
Disagree
*8) What are the skills that the trainer should possess to make the training
effective?
Technical skills
People skills or Soft skills
Generalist
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Talkative
*9) What are the general complaints about the training session?
Lack of planning
Lack of support from senior staff
Lack of proper guidance and training at workplace
Lack of quality education at primary and secondary level
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CHAPTER NO :- 5
CONCLUSIONS
AND
SUGGESTIONS
C1ONCLUSION
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Under noted few suggestions cum conclusion can be taken as for implementation to
reap the benefits.
¾ Making training and development process and entirely in house activity to
reduce cost.
¾ It is found that the average age group of trainees are in their twenties or
early thirties which signifies that the consumer durable industry need more of
young blood as enthusiasm is an integral part of the industry.
¾ The maximum emphasis is given to job instruction methods where the
trainee are made to understand their job thoroughly and the role they are going
to play in performing their job.
¾ Lecture as well as the presentation is the major part of imparting the
education and training them.
¾ The training objective are in keeping with needs and abilities of the trainee
and it is this that proves to be the major reason for success of the training as
whole...
¾The trainee fill the feedback form and from time to time test are conduct to
know the gauge the effectiveness of training to employee to check their
memory if they retain anything or not.
□ We think that time management is one of the thing on which Reliance
Mobile team must emphasis so that there employee can be more productive
as it was found during the visit to the corporate office people they lack in
managing
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BIBLIOGRAPHY
BOOKS/ MAZAZINES
SETH PUBLICATIONS
RISHAB PUBLICATIONS
VIPUL PUBLICATIONS
HUMAN RESOURCE MANAGEMENT BY L.M PRASAD
HUMAN RESOURCE MANAGEMENT BY DIPAK K. BHATACHARYA
WEBSITES:
www.Reliancemoney.com
www.wikipedia.org
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