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PREFACE
The report represents the work done during the summer training which constitute an important part of MBA degree. The objective of the training is to enable the trainee to observe management problems and situation in a real life organization and to report the facts, observation and inferences. As my area of interest is Human resource, a project was provided to me titled Training and development in ING vysya Life insurance, Jaipur , so that I can understand and learn the Human resource management and problems in the company in insurance field. I did my summer training under the guidance of Mr. R.K.Shashi(Branch manager). I am pleased to work in this organization. The main emphasis of this training programme was to develop awareness about the insurance industry, so that we can understand its process, procedure, working conditions and its future prospects. I have tried my best to make this report a reader friendly and also did my level best to fulfill the objective of the summer training.
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Chetan Rathore

ACKNOWLEDGEMENT
I had sincerely expressed my ineptness gratitude towards Mr. R.K.Shashi ING Vysya Life Insurance for giving me an opportunity to join this

esteem organization for 45 days of summer training.

My summer training in ING Vysya Life Insurance JAIPUR, of duration 45 days has been quite successful. During my stay for 45 days, I had received full co-operation from employees and officers OF ING vysya Life insurance The practical visualization of the summer training has helped me to understand a lot of practical things.

In order to acquire myself to the task of the organization and to analyze them, I met staff who helped by their kind co-operation and guidance. During the trainingthey have been giving the practical knowledge.

I would be special thank to our college faculty Mr. Ankur Rastogi (HOD) under supervision this topic.

Last but not least I would be special gratitude to our all friends who hearteningme to complete this project.

Chetan Rathore

EXECUTIVE SUMMARY
This project is based on the annual reports of the ING Vysya Life Insurance. It is done to find out whether the ING Vysya Life Insurance are improving capital structure or not.

Further, this Project Includes the introduction of the company wherein I told about the Objectives of the study and profile of the ING Vysya Life Insurance. Includes the Research Methodology wherein I have discussed the Research Design and Various sources of the Data Collection. Includes the Data analysis and Findings wherein I have analyze the data collected from the departmental records, annual reports and web site records. Represents the conclusion and the suggestions based on the departmental records and annual report.

CONTENTS
Preface Acknowledgement Executive Summary INDUSTRY PROFFILE.05-15 Introduction of Insurance..06 Definition...06 Advantages of Insurance...08 Classification of Insurance.09 Objectives of Insurance..10 History of Insurance.11 COMPANY PROFILE........16-27 About ING..17 Mission, value and Personality.....18 Brand Positioning. ..20 Product Portfolio..21 TRAINING AND DEVELOPMENT.....28-41 Introduction .29 Approaches of Training and Development ..31 Objectives of Training and Development ..32 Process of Training and Development ..33 Importance of Training and Development .34 Methods of Training and Development ..36 Evaluation of Training and Development ...39 Purpose of training evaluation..40 Research Methodology42-49 Data Analysis and Findings Data Collection .43 Data Analysis & Interpretation46 Conclusion and Suggestions.50-55 Limitations..51 Suggestion .52 Conclusion .53 Questionnaire .56 Bibliography 59

INDUSTRY PROFILE

INTRODUCTION INTRODUCTION OF INSURANCE:

Insurance is commerce. Insurance product is a financial contract entered into by parties with a define consensus of mind. Insurance, in its purest from, is a risk management tool, a security blanket. It provides financial protection against unexpected events. When we buy insurance, effectively a portion of risk is transferred to the insurer. This protection comes at a price, but it's a function of what we might otherwise find ourselves burdened with. Whatever stage of life we are at, chances are, and we need insurance.

DEFINITION:
Insurance can be define as" a contract by which insurance agrees to pay the insured a compensation for specified damage loss or injury

suffered in exchange for periodic payment called premium" Insurance cannot prevent the happening of the event; it can protect a person from the financial losses he may suffer after the happening of the event. Therefore, insurance if aimed at compensating the financial loss suffered an insured event.

WHY INSURANCE?
You need Life Insurance because typically the need for income continues for those who are financially dependent on you, but there is no guarantee of your ability to earn consistently and for the rest of your life. Life insurance can help you safeguard the financial needs of your family.

This need has become even more important due to steady disintegration of the prevalent joint family system, and emergence of nuclear families. The need to protect your familys ever growing needs is why you need Life Insurance.

Following are the reasons:

Replacement of Income Lifestyle Maintenance Costs of Education Retirement Expenses Mortgage and Debt protection Hardships Protection

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Advantages of Life Insurance

It is superior to an ordinary saving plan: Unlike other saving plans, it affords full protection against risk of death. In case of death, the full assured is made available under a life assurance policy; here as under saving scheme the total accumulated saving alone will be available. The later will be considerably less than the sum assured, if death occurs during early years.

Easy settlement & protection against creditors: The life assured can name person(s) called Nominee to whom the policy money would be payable in the event of his death. The proceeds of a life policy can be protected against the claim of the creditors of the life assured by effecting a valid assignment of the policy.

Ready marketability & suitability for quick borrowing: After an initial period, if the policyholder finds him unable to continue payment of premiums, he can surrender the policy for a cash sum. Alternatively, he can tide over a temporary difficulty by taking loan on the sole security of the policy without delay. Further, a life insurance policy is sometimes acceptable as security for a commercial loan.

Tax Relief

: The Indian Income-Tax Act allows deduction of certain

portion of the taxable income, which is diverted to payment of life insurance premiums from the total income tax liability. When this tax relief is taken into account, it will be found that the assured is in effect paying a lower premium for his insurance.
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CLASSIFICATION OF INSURANCE:
Insurance is basically classified into two categories.

INSURANCE

LIFE INSURANCE

GENERAL INSURANCE

Life insurance:
This is provided for the payment of sum money on the death of the insured person due to natural causes or on the expiry of a certain number of years if the insured person is then alive. Death and life neither of them can be compensated. Life insurance aims to compensate the 'Income Earning Capacity' of the person.

Events covered in Life Insurance:

In Life Insurance, income -earning capacity of the person is covered. The loss of the income earning capacity can be on the happening of the following events when the life is assured. 1. Death. 2. Sickness (critical illness). 3. Accident (Death or permanent disability due to accident). 4. Retirement.

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Objectives and advantages of life insurance:

Protection against Risk of Untimely Death: Protection during old age: Forced savings: Educational Requirement and Charity: Nomination and Assignment: Marketability and Suitability for Borrowing: Loan from the Insurance Company: Investment Option. Tax Benefits:

Protection to Wife and Children: General Insurance:

Insurance other than life fall under general insurance. It covers loss of every other physical or non-possession. The loss may be due to fire, theft, accident etc.

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The general insurance is further classified into-

General Insurance Marine Insurance Miscellaneous Insurance

Fire Insurance

Insurance began as a way of reducing the risk of traders, as early as 5000 BC and 4500 BC in. Life insurance dates only to ancient Rome; "burial clubs" covered the cost of members' funeral expenses and helped survivors monetarily. Modern life insurance started in late 17th century, originally as insurance for traders: merchants, ship owners and underwriters met to discuss deals at Lloyd's Coffee House, predecessor to the famous.

The first insurance company was formed in 1732, but it provided only fire insurance. The sale of life insurance in the U.S. began in the late 1760s. The Synods in and created the Corporation for Relief of Poor and Distressed Widows and Children of Presbyterian Ministers in 1759; Episcopalian priestsorganized a similar fund in 1769. Between 1787 and
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1837 more than two dozen life insurance companies were started, but fewer than half a dozen survived. Prior to, many insurance companies in the United States for their owners, in response to bills passed in 2001 and in 2003, the companies have been required to search their records for such policies for example reported that Nautilus sold 485slaveholder life insurance policies during a two-year period in the 1840s; they added that their trustees voted to end the sale of such policies 15 years before the General information:

Human have always sought securities. This quest for security was an important motivating force in the earliest formation of families, clans, tribes, and other groups. Indeed, groups have been the primary source both emotional and physical security since the beginning of humankind. They ensured a less volatile source of life necessities then that which ensures isolated human & families could provide and help their less fortunate members in the time of crises. The principle kinds of insurance are as follows: Life-term, ordinary, endowment, limited payment, group industrial and annuities, with a variety of combinations of the four basic forms. Fire & marine-fire, ocean marine, motor vehicle, inland navigation, and transportation, tornado and windstorm, sprinkler leakage, earthquake, riot and civil commotion, explosion rain, hale, flood, aircraft, etc. Causality and surety -automobile liability, liability other than
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automobile workers, compensation, fidelity and surety, burglary and theft, automobile property damage, accident in health, steam boiler, machinery, plate glass, etc.

Four classes of insurance business:

LIFE INSURANCE

FIRE INSURANCE

MARINE INSURANCE

MISCELLANEOUS INSURANCE

Life insurance Fire insurance Marine insurance Miscellaneous insurance.

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Customer Protection:
Insurance industry has ombudsmen in 12 cities. Each ombudsman is empowered to redress customer grievances in respect of insurance contracts on personal lines where the insurance amount is less than 20 Lakhs, in accordance with the ombudsmen scheme. Address can be obtained from the officers of LIC and other insurers.

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MAJOR PLAYERS IN INSURANCE SECTOR

LIFE INSURANCE BUSINESS

Life Insurance Corporation ICICI Prudential Life Insurance HDFC Standard Life Insurance Max New York Life Insurance Birla Sun Life Insurance OM Kotak Mahindra Life Insurance Reliance Life Insurance Allianz Bajaj Life Insurance Dabur CGU Life Insurance ING Vyasa Life Insurance SBI Life Insurance

NON-LIFE INSURANCE BUSINESS

General insurance Corporation National Insurance Company The New India Assurance Company The Oriental Insurance Company United India Insurance Company Reliance General Insurance TATA AIG Insurance Royal Sundaram Alliance General Ins. Bajaj Allianz General Insurance ICICI Lombard Insurance

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COMPANY PROFILE

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COMPANY PROFILE
Introduction:
ING is a professionally managed organization with a board of directors consisting of eminent persons who represent various fields including finance, taxation, construction and urban policy & development. The board primarily focuses on strategy formulation, policy and control, designed to increasing value to shareholders. ING is a global financial institution of Dutch origin offering banking, insurance and asset management to over 85 million private, corporate and institutional clients in over 40 countries. With a diverse workforce of approximately 125,000 people, ING is dedicated to setting the standard in helping our clients manage their financial future.

About ING:
ING Vysya Life Insurance (ING Life), a part of the ING Group the world's largest financial services corporation entered the private life insurance industry in India in September 2001. Headquartered at Bangalore, ING Life India is staffed by over 6,000 employees and services more than 8 lakhs customers. ING Life India is a joint venture between ING Group (ING Insurance International B.V.), Exide Industries, Ambuja Cements Limited and Enam Group. ING Life has a pan India network, and distributes its products through two channels, the Tied Agency Force and the Alternate Channel. The Tied Agency force comprises of over 60,000 ING Life Advisors, spread
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across the country. The channel has branches in 234 cities, and 366 sales teams across the country. The Alternate Channels business within ING Life is one of the fastest growing distribution channels. The company currently has tie ups with over 200 cooperative bank across the country. The

Alternate Channels division has Bancassurance (ING Vysya Bank), Referral Banks, Corporate Agents, Brokers and SMINCE.

About ING in India:

ING operates through three businesses in India, ING Vysya Life Insurance, ING Vysya Bank and ING Investment Management. ING Vysya Bank is a premier private sector bank with over 76-year heritage and 1.5 million satisfied customers. ING Investment Management believes in providing investors with the knowledge & opportunity to manage their future easily.

Mission Values and Personality:

Our mission At ING Life, our mission is 'To set the standard in helping our customers manage their financial future.' Our business is driven on our values of Optimism, Knowledgeable, Trustworthy and Transparent. Optimism: We bear an approach of 'Optimism' towards our company, towards each other, in our products and in our care for our customer's interests. Knowledgeable: We cultivate the knowledgeable value through our robust way of working, sharing and actively communicating.
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 Trustworthy: We deliver trustworthiness by doing the 'right things in right way', by delivering an 'easier' customer experience and by being a socially responsible corporate. Transparent: Our value of 'transparent' drives our actions, reflects in our products and services.

Values and personality:

Our values are personified by our people through a set of 'Personality aspects'. These personality aspects are: Positive, Professional,

Accountable and Transparent.

Positive: ING Life India employees live its value of optimism by bearing a positive and can-do attitude to their work. Professional: At ING Life India, we expect the highest standard of professional behavior by providing professional advice to customers, by treating customers equitably, abide by company's culture and act with compliance. Accountable: ING Life India expects employees to be accountable for their words and decisions such that it builds their personal integrity and fosters ING Life India's value of trustworthiness. Straightforward: ING Life India expects employees to be straightforward in their conduct and work while dealing with customers and colleagues.
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actions,

Brand Positioning:
The Brand Essence of ING Life is, 'Experience the joy of fulfilling your responsibility'. This essence is captured in the unique brand positioning 'Mera Farz', developed in 2007. This positioning means, ING Life helps its customers fulfill their responsibilities as provider towards themselves and their families.

As part of the ING Group, the world's largest financial services company, INGLife provides its customers with the strength, reliability and the right balance between long-term savings, security & reasonable returns.

This powerful positioning has helped ING Life create a distinct identity for itself. The latest brand campaign in 2008 portrays how key life-stages in our lives, such as marriage, birth of a child, children's education,retirement, bring unexpected financial worries along with happiness. However, we can overcome these burdens with prudent financial planning and a helping hand from ING Life, thus fulfilling our responsibilities towards our family.

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Product Portfolio:
ING Life follows a "customer centric approach" while designing its products. The Company's product portfolio offers products that cater to every financial requirement, at all life stages. ING an exclusive tool Life has developed

the LifeMaker TM a simple tool which helps our

customers choose a plan most suitable to them, based on their needs, requirements and current life stage. This tool helps build a complete financial plan for life at every lifestage, whether the requirement is Protection, Savings, Retirement or Investment.

Individual Life Insurance Products

ING Life Insurance aims to make customers look at life insurance afresh, not just as a tax saving device but as a means to live life to the fullest. It believes in enhancing the very quality of life, in addition to safeguarding an individual's security.

The Company follows a "customer centric approach" while designing its products. The ING Life product portfolio offers products that cater to every financial requirement, at all life stages.

Go ahead and pick your requirement to find life insurance plans that best match your needs.

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Protection Secure your familys Financial future Investment Invest now for a better future

Savings Save for your aspirations and life goals Retirement Lead your retired life on your own terms.
.

Protection Plans
Our Protection Plans help you ensure that your family continues to enjoy acomfortable lifestyle even in your absence. We make available a variety of plans to provide you with the flexibility of choosing one that fits your and your family's needs the best. We recognize protection as the basic insurance need and have therefore kept our products comprehensive yet economical for you. So go ahead, get an ING Protection Plan and secure your family's financial future! ING Term Life Simplest and most economical form of term life insurance. Large sum assured at highly affordable premium rates.

ING Term Life Plus Term insurance product with return of premium. Large sum assured at affordable premium rates.

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Saving Plans
Our Saving Plans help you achieve your life goals making them cherished moments for you and your family. They provide you with the flexibility to save for your future requirements while you continue to improve your current lifestyle. Our plans help discipline your savings

approach and point your efforts towards defined goals so that whatever stage of life you are in, you are always in control and self-reliant. So go ahead, get an ING Savings Plan to achieve your life goals! ING New Prime Life (Unit Linked Insurance Plan) Saving cum protection plan with features like loyalty additions, increasing sum assured, accidental coverage and option to extend term. Reassuring Life Endowment Plan (Reversionary Bonus) Savings plan with a highly reliable safety net for your family in case something happens to you.

Creating Life Child Protection Plan

Ideal savings plan for new parents. Payment to child in case of death of parent and at maturity. Future premiums waived in case of death of parent.

Creating Life Money Back Plan

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Savings plan for new parents with money back. Double benefit of a life cover along with periodic cash returns during the term of the policy.

Safal Jeevan Endowment Plan

Comprehensive protection and savings plan with an in-built accident cover. Option to choose from a pre-packaged range of fixed terms and premiums.

Safal Jeevan Money Back Plan

Ideal plan as a first life insurance policy. Choose a suitable policy term from pre-packaged solutions. Payouts at regular intervals during policy term.

ING New Creating Star (Unit Linked Insurance Plan)

A perfect plan that helps to ensure that your child has financial support when it is needed the most.

ING Freedom Plan (Unit Linked Insurance Plan)

Saving cum protection plan with features like flexible investment strategy, loyalty additions, option to avail survival benefits at regular intervals and additional protection through riders

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Investment Plans
Our Investment Plans are created keeping your needs in mind. We appreciatethe flexibility required to suit your risk appetite and the commitments you may want to make. Our global expertise in managing wealth for individuals at all stages in their life ensures that we have products to suit your taste whatever your objective of investing may be.So go ahead, get an ING Investment Plan to reach your goals faster!

ING Flexi Life

A Unit Linked Insurance Plan with an option to increase / decrease regular premium. Offers Flexibility in premium payment.

ING Flexi Life Plus A Unit Linked Insurance Plan with an option to increase / decrease regular premium. Offers Enhanced Accidental Protection Benefit.

Powering Life
Investment plan with high reversionary bonus. Premium payments for a short period of time, life cover for a longer period and high maturity benefits.

New One Life

Single premium unit linked insurance plan. Flexibility to choose your life cover. Top-ups as per your convenience.

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 Platinum Life Plan

Investment plan with a 10 year duration. Simple guaranteed additions on sum assured apart from bonuses and loan facility.

New Fulfilling Life Plan Investment plan with double benefit of periodic cash returns during policy term and maturity or death benefit.

Retirement Plans
Our Retirement Plans ensure that you lead your life after retirement on your own terms, doing things you have always dreamt of. We also believe it is important to be in control of your retirement planning. Our innovative features help you choose your retirement age and also control the way your investments are managed keeping in mind your retirement needs. So go ahead, get an ING Retirement Plan and retire on your own terms!

ING New Best Years

Retirement plan with capital guarantee and plenty of flexibility, to help build a sizeable financial asset for you or your family, in case you're not around.

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 ING Future Perfect (Unit Linked Insurance Plan)

A perfect solution for protection while you earn and regular income after you retire.

ING New Golden Life (Unit Linked Insurance Plan)

A unit linked pension plan that allows you to plan your retirement at your own pace.

Group Plans
A variety of plans to provide a cost effective yet comprehensive cover in an efficient manner to all your employees, helping you attract and retain the best of talent. ING Smart Shield Group Gratuity Employee Deposit Linked Insurance Group Term Life Insurance Plan Single Premium Level Term Plan

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Training & Development

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Introduction
Training is an educational process. People can learn new information, relearnand reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace.

The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people's attention on incorporating their new skills and ideas back at work.

Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors.

Organizational Development is a process that "strives to build the capacity to achieve and sustain a new desired state that benefits the

organization or community and the world around them." (from the Organizational Development Network website) OD work implies

creating and sustaining change.

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An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything "wrong" at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the OD process aims to find ideas and solutions that can effectively return the group to a state of high performance.

These two processes, Training and Organizational Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff.

Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem

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Approach Of Training & Development

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

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

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Objectives Of Training And Development

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual,

Organizational, Functional, and Societal.

Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Functional Objectives maintain the department's contribution at a level suitable to the organization's needs.

Organizational Objectives
Assist the organization with its primary objective by bringing individual effectiveness.

Societal Objectives Ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

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Process of Training & Development

Determine the mission of the organization. Define the job functions/requirements of each employee. Determine the training needs of the department. Decide which are the most important objectives/priorities of the organization. Know how much time/money is available. Evaluate the curriculum. Does it mirror the objectives, needs, and

mission of the organization?

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Importance Of Training & 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. Development of skills of employees - Training and Development helps in increasing the job knowledge and skills of employees at each level. Productivity training and development helps in 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 team work, team spirit, and inter-team collaborations. It helps in inculcatingthe zeal to learn within the employees. Organization Culture - Training and Development developand effectiveness.
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helps to culture and

improve

the

organizational

health

 Organization Climate - Training and Development helps building the positive perception and feeling about the organization. The employees getthese feelings from leaders, subordinates, and peers. Quality - Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment - Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health

and

Safety

Training

and

Development

helps

in

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

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Methods Of Training
There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

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

The various methods that come under Cognitive approach are: o LECTURES o DEMONSTRATIONS o DISCUSSIONS o COMPUTER BASED TRAINING (CBT) o INTELLEGENT TUTORIAL SYSTEM(ITS) o PROGRAMMED INSTRUCTION (PI) o VIRTUAL REALITY
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Behavioral methods are more of giving practical training to the trainees. Thevarious methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development. The various methods that come under Behavioral approach areo GAMES AND SIMULATIONS o BEHAVIOR-MODELING o BUSINESS GAMES o CASE STUDIES o EQUIPMENT STIMULATORS o IN-BASKET TECHNIQUE o ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through different means. Another Method is MANAGEMENT DEVELOPMENT METHOD MANAGEMENT DEVELOPMENT

The more future oriented method and more concerned with education of the employees to become a better performer by education implies that management development activities attempt to instill sound reasoning process.

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Management development method is further divided into two parts-

ON THE JOB TRAINING TRAINING OFF THE JOB TRAINING

ON THE JOB TRAINING:The development of a manager's abilities can take place on the job. The four techniques for on the job development are:

On the job training Job instruction technique

Coaching

Monitoring

Job rotation

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OFF THE JOB TRAINING There are many management development techniques that an employee can take in off the job. The few popular methods are:

Off the job training Sensitivity training Transactional analysis Straight lectures Simulation exercises

Training & Evaluation

The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

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Purpose of training evaluation

The five main purposes of training evaluation are:-

Feedback

Interventions

Research

Purposes of Training evaluation

Powergames

Control

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Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge transfer of knowledge at work place and training.

Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style

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Research Methodology Data Analysis and Findings

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Data Collection
Primary data Secondary data

Primary data
It was collected through questionnaire prepared contains relevant questions that are both close ended and opened. Individual and group interviews also under taken with difference consumers, I have collected mainly the Primary Data for my study by utilizing the questionnaire and interview methods.

Secondary data
These data are collected from published sources such as Magazines, NEWS papers, several books, and also from the help of web site www.inglife.co.in (A)Sampling plan of the study:

Sample size:
Sample size refers to number of elements to be included in the study several qualitative factors should also be taken into consideration when determining the sample size. These include the nature of research, number of variable, and nature of analysis, sample size used in similar studies incidence rates, completion rates, and resources constraints. During the process of the study, survey has been conducted on 100 employees.
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Sampling method:
The researcher had choice between probability and non probability sampling methods. In this study a simple non probability method namely convenience sampling was adopted. For my study I have selected Non-probability method in which I selected convincing sampling method.

(B) FIELD WORK:

Survey was done in ING. The data was collected over a period of six weeks, using well structured questionnaire. The respondents were contacted at their respective retail outlets in various parts of the city.

Plan of the data analysis: Planning and analysis of data can be done through three steps. They are editing coding tabulation. These three are very important in analyzing the data.

Editing:
Editing is the process of examining errors when there is some inconsistency in the responses as entered in the questionnaire or where it contains partial or vague answers.

Coding:
Coding is necessary to carryout the subsequent operations of tabulating and analyzing data. If coding is not done, it will not be possible
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to reduce a large number of heterogeneous responses into meaningful categories with the result that the analysis of data would be weak and ineffective and without proper focus.

Tabulation:
Tabulation comprises sorting of the data into different categories and counting the number of cases that belong to category the simplest way to tabulate is to count the number of responses to one question. This is called univeriate tabulation. Where two or more variables are involved in tabulation, it is called bivariate or multivariate tabulation. In marketing research projects and generally both types of tabulation are used.

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Date Analysis and interpretation:

Age group respondents:-

Age group Below 25 25 to 35 35 to 45 45 and above Total

No. of respondents 31 39 25 5 100

Percentage 35% 39% 25% 5% 100%

Sources: primary data collected through questionnaire

Percentage
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Below 25 25 to 35 35 to 45 45 and above Percentage

Fig-1
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Inference: The above graph shows 39% of respondents having training and development program belong to 25 to 35 age respondents group, 31% of respondents availing belong to below 25 age group and 25% are between 35 to 45age group.

Table 2: Which department are you working Working sector Sales Finance Marketing It Other Total No of respondant 32 16 6 15 31 100 Percentage 32% 16% 6% 15% 31% 100%

Sources: primary data collected through questionnaire

Percentage
35% 30% 25% 20% 15% 10% 5% 0% Sales Finance Marketing It Percentage

Fig.2
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Inference: The above figure reveals that most of the people 32% are working in Sales and 29% are Other sector

Table3: Are you aware of the all types of training program

Awareness Yes No Have some knowledge Total

No of respondants 33 14 53 100

Percentage 33% 14% 53% 100%

Sources: primary data collected through questionnaire

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