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UNIVERSITY OF MUMBAI

NCRD’S

STERLING COLLEGE OF ARTS, COMMERCE & SCIENCE


NERUL, NAVI MUMAI

COLLEGE CODE: 552

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

I TALVINDERKAUR LUBHANA OF NCRD’S STERLING COLLEGE OF


ARTS, COMMERCE & SCIENCE, studying in B.M.S (Semester V) hereby declare that I
have completed this project report on “TRAINING AND DEVELOPMENT IN RELIANCE

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:

Place: Nerul, Navi Mumbai (TALVINDERKAUR LUBHANA )

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National Centre for Rural Development’s

Sterling College of Arts, Commerce & Science


Affiliated to University of Mumbai & Approved by Govt. of Maharashtra

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.

PROJECT GUIDE PRINCIPAL

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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

ANALYSIS & INTERPRETATION OF


DATA
CONCLUSION
6

QUESTIONNAIRE
7

BIBLIOGRAPHY
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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

❑ Reliance Money provides investors with the facility of anytime-anywhere

online trading in all major asset classes, namely:


● Equities, Equities and Commodity derivatives
● IPOs, Mutual Funds
● Life and General Insurance products
● Foreign exchange derivatives
● Money transfer, Money changing,
● Precious metal retailing
● Credit Cards
● Loans
● Wealth Management products

❑ Reliance Money provides entire commodity related services such as broking


distribution and warehouse receipt financing

❑ 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:-

❑ consistently deliver share-holder returns of 20%+ year-on-year


❑ are responsive to Employee Needs & achieving an employee satisfaction
index of 90%+ and

❑ are committed to making Reliance Capital among the top 3


“Best Employers to work for” in India through Transparent & Robust HR
processes.

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.

□ Ours is a changing and dynamic organization which has to pay considerable


emphasis on training and retraining its employees to enable them to be competent,
committed and has the capacity to change according to the external and internal
demands and pressures.

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ASSESSMENT OF TRAINING NEEDS

There are five steps towards the assessment and analysis of training and
development of the organization.

Collection of information through interviewing and discussing with key personnel


both inside and outside the organization or specific departments; observing the work
place, working conditions, processes and outcomes; examining records, other written
information and annual employee appraisal.

Compare performances of each department and each employee against objectives,


targets and standards set for them and keeping in mind future work requirements in the
organization.

Identify cause of problems faced by the organization to enable the management to


train the employees in handling the problems as well as solving the problem in a
satisfactory manner.

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

List of recent 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

Staff at Branch Level-


The following hierarchy exists:- ●Three
Centre managers.
● Eight to ten Business Development Executives under each Centre manager.
● Business associates under each Centre Manager their number depending
upon the area allotted to each CM.

● Team leader and PFC”s under him for life insurance.


● One Customer Support Executive and One Senior Finance executive

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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".

How reliance money scored over others?

1. Two way authentication:Reliance offers its customers with a token (an


electronic gadget) that generates a password, which are a third level of
security in addition to the customer log in and a password provided. The
password generated by the token is valid only for a period of 20 seconds. If
the web page expires, for the fresh login, a new password generated by the
token has to be keyed in by the customer.
2. Lowest brokerage: Reliance offers the lowest brokerage of 1 paisa which is
very less with respect to the other DPs in the market.

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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.

Reliance Money Provide the kiosks (similar to ATM’s) Facilities, to their


customer through which the customers can trade on available kiosks at the
particular Branch of Reliance Money. The company are going to open these kiosks
in the market as the ATM’s of the Banks

Reliance Money share trading account


Reliance Money unlike other brokering houses has introduced a new prepaid
system of brokerage for the share trading in which it provides the lowest form of
brokerage charged from an investor.

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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.

TRAINING AND DEVELOPMENT-


It is a subsystem of an organization. It ensures that randomness is reduced
and learning or behavioral change takes place in structured format.

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.

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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.

Training is activity leading to skilled behavior:

• 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 a set of goals, but it’s more like a vision

• 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.

● Training is about the acquisition of knowledge, skills, and abilities (KSA)


through professional development.

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Importance of Training and Development

• Optimum Utilization of Human Resources – Training and Development helps


in optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to


provide an opportunity and broad structure for the development of human
resources’ technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.

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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.

• Team spirit – Training and Development helps in inculcating the sense of


teamwork, team spirit, and inter-team collaborations. It helps in inculcating the
zeal to learn within the employees

• Organization Culture – Training and Development helps to develop and


improve the organizational health culture and effectiveness. It helps in creating
the learning culture within the organization.

• Organization Climate – Training and Development helps building the positive


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

• Quality – Training and Development helps in improving upon the quality of


work

• Healthy work-environment –Training and Development helps in creating the


healthy working environment. It helps to build good employee, relationship so
that individual goals aligns with organizational 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.

• Image – Training and Development helps in creating a better corporate image.

• Profitability – Training and Development leads to improved profitability and


more positive attitudes towards profit orientation.
• Training and Development aids in organizational development i.e.
Organization gets more effective decision making and problem solving. It helps in
understanding and carrying out organizational policies.

• Training and Development helps in developing leadership skills, motivation,


loyalty, better attitudes, and other aspects that successful workers and managers
usually display.

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CHAPTER NO :- 2

LITERATURE REVIEW

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LITERATURE REVIEW

Oatey (1970)

Training improves a person’s skill at a task. Training helps


in socially, intellectually and mentally developing an
employee, which is very essential in facilitating not only the
level of productivity but also the development of personnel
in any organization.

Yoder (1970)

Training and development in today’s employment setting is


far more appropriate than training alone since human
resources can exert their full potentials only when the
learning process goes for beyond the simple routine.

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Hesseling (1971)

Training is a sequence of experiences or opportunities


designed to modify behavior in order to attain a stated
objective.

Kane (1986)

If the training and development function is to be effective in


the future, it will need to move beyond its concern with
techniques and traditional roles. He describes the strategic
approaches that the organization can take to training and
development, and suggests that the choice of approach
should be based on an analysis of the organization’s needs,
management and staff attitudes and beliefs, and the level of
resources that can be committed. This more strategic view-
point should be of use in assessing current efforts as well as
when planning for the future.

Raymond (1986)

The influences of trainees’ characteristics on training


effectiveness have focused on the level of ability necessary to
learn program content. Motivational and environmental
influences of training effectiveness have received little
attention. This analysis integrates important motivational
and situational factors from organizational behavior theory
and research into a model which describes how trainees'
attributes and attitudes may influence the effectiveness of
training.

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Adeniyi (1995)

Staff training and development is a work activity that can


make a very significant contribution to the overall

effectiveness and profitability of an organization.

Chris (1996)

Training and development aim at developing competences


such as technical, human, conceptual and managerial for the
furtherance of individual and organization growth.

Seyler, Holton III,Bates, Burnett and Carvalho (1998)

The continuous changing scenario of business world, training


is an effective measure used by employers to supplement
employees’ knowledge, skills and behaviour.

Akinpeju (1999)

The process of training and development is a continuous one.


The need to perform one’s job efficiently and the need to
know how to lead others are sufficient reasons for training
and development and the desire to meet organizations
objectives of higher productivity, makes it absolutely
compulsory.

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Oribabor (2000)

Training and development aim at developing competencies


such as technical, human, conceptual and managerial for the
furtherance of individual and organization growth.

Isyaku (2000)

The process of training and development is a continuous


one. It is an avenue to acquire more and new knowledge and
develop further the skills and techniques to function
effectively.

Tan, Hall and Boyce (2003)

Companies are making huge investment on training


programmes to prepare them for future needs. The
researchers and practitioners have constantly emphasised on
the importance of training due to its role and investment.

Stavrou et al., (2004)

The main goal of training is to provide, obtain and improve


the necessary skills in order to help organizations achieve
their goals and create competitive advantage by adding
value to their key resources – i.e. managers.

Chih , Li and Lee (2008)

Training programme is dependent on the following


parameters for its success (i) perceived value of leaning
programme (ii) attitude to teacher (iii) response to learning
conditions (iv) desire to learn: the degree to

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which trainees really want to

learn and do well.

Giangreco, Sebastiano, and Peccei


(2009)

The key determinants of overall satisfaction with training


(OST) are perceived training efficiency (PTE) and
Perceived usefulness of training (PUT).

Bates and Davis (2010)

Usefulness of training programme is possible only when


the trainee is able to practise the theoretical aspects
learned in training programme in actual work
environment. They highlighted the use of role playing,
cases, simulation, mediated exercises, and computer based
learning to provide exposure to a current and relevant
body of knowledge and real world situations.

Kalaiselvan and Naachimuthu (2011)

Training cost and business benefits are drawn on X and Y


axis respectively. Four quadrants were identified to
highlight (i) strategic (Lower training cost and higher
business benefits), (ii) Payback (Higher training cost and
higher business benefits) (iii) Think (Lower training cost
and lower business benefits) (iv)Drop (Higher training
cost and higher business benefits).

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Karthik R (2012)

Training objectives tell the trainee that what is expected


out of him at the end of the training program. Training
objectives are of great significance from a number of
stakeholder perspectives; Trainer, trainee, designer,
evaluator.

CHAPTER NO :- 3

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RESEARCH METHODOLOGY

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OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in Reliance Money is to


study the impact of training on the overall skill development of workers. The
specific objectives of the study are:
1. To examine the effectiveness of training in overall development of skills of
workforce.
2. To examine the impact of training on the workers.

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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.

SCOPE OF THE STUDY

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.

RESEARCH METHOD OR TYPE OF STUDY


The Research method used is descriptive research.
Descriptive research, also known as statistical research, describes data and
characteristics about the population or phenomenon being studied. Descriptive
research answers the questions who, what, where, when and how.
In the present Research I have collected data through Survey of 50 respondents

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

Data collection method

Research Instrument used in this research was Questionnaire.


A questionnaire is a formalized set of questions for eliciting information. It is
one of the most common instruments used for primary data collection.
The questionnaire can be administered in various ways. It can be
administered by means of a personal interviewer as well as by the telephone, Mail.
Here, the questionnaire was administered by a personal interview

Tools of analysis

For the proper analysis of data, Quantitative Technique such as percentage


method was used. In addition, Microsoft excel was also used for preparing charts
for deducing inferences.

Need of the study


The need of the study arises because of the reason that a trainee must
understand the company, its achievements and tasks, products and services and also
to collect information about its competitors.
But the major focus was on making a customer profile for Reliance Money
and study the position of Reliance Money in the market as well as among its
competitors. In addition, investors were to be made aware about various products

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and services offered by Reliance Money and checking the satisfaction level of
present customers

Sources of Data (Primary & Secondary


In this project work primary and secondary data sources of data has been used.

PRIMARY DATA

Primary data is collected through observation, or through direct


communication or doing experiments. Under this, Survey method has been used.
For this report primary data was collected by personal interview with investors and
potential investors in different areas of Mumbai.

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

The firms follows an effective training process

● The training is given to those employees who it

● 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

● As the work load is much on employees therefore less attention is given to


training sessions by the employees.

● The organization also appoints trainers from outside or from different firms
to ensure better training to its employees

42
CHAPTER NO :- 4

DATA ANALYSIS,
INTERPRETATION AND
PRESENTATION

43
DATA ANALYSIS AND INTERPRETATIONS

● Organization considers training as a part of organizational strategy.

Response No. Of Respondants Percentage


Agree 13 52
Disagree 1 4
Partly Agree 4 16
Can’t Say 7 28
Total 25 100

● Interpretation:-

● The above graph indicates that Organization considers training as a part


of organizational strategy.

● Training programmed attendant in a year.

Response No. of respondants Percentage


Less than 10 14 56
10 – 20 2 8
44
20 – 40 6 24
More than 40 3 12
Total 25 100

INTERPRETATION:-

● The above chart indicates that less training programmes are held in the
organization.

Training should be provided according to the designation as per the


requirement of the organization.

Response No. of respondants Percentage %


Senior staff 3 12
Junior staff 5 20
New staff 6 24
Based on requirement 13 52
Total 25 100

50
● INTERPRETATION:-

● Training is provided on the basis of requirement.

● Training helps to improved employee performance.


● Important barriers for Training and Development in organization.
Response No. of respondants Percentage

Time 5 20
Money 4 16
Lack of interest by 6 24
staff
Non-availability of 10 40
skilled trainer

Total 25 100

51
INTERPRETATION:-

● 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.

Response No. of respondants Percentage


Strongly Agree 14 56
Agree 2 8
Somewhat agree 6 24
Disagree 3 12
Total 25 100

52
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.

Response No. of respondants Percentage


Strongly agree 15 60
Agree 5 20
Somewhat 5 20
Disagree 0 0
Total 25 100

INTERPRETATION:-

● The above graph indicates that the training sessions conducted in the
organization is useful.

53
● 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.

● Proper skilled should be needed to make training effective.

● 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

● General complaints about the training session

Response No. of response Percentage%


Take away precious time 4 25
of employees

Too many gaps between 10 40


the sessions

Training sessions are 6 15


unplanned

Boring and not useful 5 20


Total 25 100

55
● INTERPRETATION:-

● The above graph indicates that there are two many gaps between the
training sessions.

● *Reason for shortage of skilled man power at workplace are :

Response No. of Percentage


respondants
Lack of planning 5 20
Lack of support from 10 40
senior staff

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.

57
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

● General complaints about the training session


● The above graph indicates that there are two many gaps between the
training sessions.
● Reason for shortage of skilled man power at workplace are
● The above graph indicates that reason for shortage of skilled man power
at workplace are lack of support from senior staff.

58
QUESTIONAIRE

*1) Your Organization considers training as a part of organizational strategy.


Do you agree with this statement?

Strongly agree
Agree
Somewhat agree
Disagree

59
*2) How many training programmes will you attend in a year?

Less than 10
10-20
20-40
More than 40

*3) To whom the training is given more in your organization?

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
58
Disagree

*6) The training sessions conducted in your organisation is useful. Do you


agree with this statement?

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
59
Talkative

*9) What are the general complaints about the training session?

Take away precious time of employees


Too many gaps between the sessions
Training sessions are unplanned
Boring and not useful

*10) Reason for shortage of skilled man power at workplace are :

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

60
CHAPTER NO :- 5

CONCLUSIONS
AND
SUGGESTIONS

C1ONCLUSION

61
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

62
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

www.naukrihub/training and development.com


http://www.sahara.co.in
http://www.sahara.org
http://www.inc.com/magazines.html
http://www.traininganddevelopment.naukrihub.com

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