A

SUMMER TRAINING
REPORT
ON
A STUDY ON EFFECTIVENESSS OF TRAINING

PROGRAMME ON EMPLOYEES OF HDFC BANK

WITH REFERNCE TO DURG AND BHILAI
Submitted in partial fulfillment for the award of the degree
Master of Business Administration
Chhattisgarh Swami Vivekanand Technical University, Bhilai
Submitted by,

SUDHA CHAUDHARY
MBA Semester 3
Session 16-17

Approved By,

Guided By,

Dr. Souren Sarkar

MR.PANKAJ BAHETY

Head, FMS

Asst.Professor

Shri Shankaracharya Group of Institutions

Faculty of Management Studies
Approved By AICTE

(Managed by ShriGangajali Education Society, Bhilai)

JUNWANI, BHILAI-490 020 (CHHATTISGARH), INDIA

DECLARATION
I the undersigned solemnly declare that the project report work entitled A STUDY ON
EFFECTIVENESSS OF TRAINING PROGRAMME ON EMPLOYEES OF
HDFC BANK WITH REFERNCE TO DURG AND BHILAI is based on my own
work carried out during the course of my study under the supervision of

MR.PANKAJ

BAHETY
I assure that the statements made and conclusions drowns are an outcome of my
project report work. I further declare that the to the best of my knowledge and belief the report
does not contain any part of any work which has been submitted for the award of MBA degree or
any other degree/diploma/certificate in this university or any other university of India or abroad.

(Signature of the Candidate)

Enrollment No

(i)

CERTIFICATE

This is to certify that the work incorporated in the report A

STUDY

ON

EFFECTIVENESSS OF TRAINING PROGRAMME ON EMPLOYEES OF

HDFC BANK WITH REFERNCE TO DURG AND BHILAI is a record of research
work carried out by MISS.SUDHA CHAUDHARY bearing Enrollment no.

under my/our

guidance and supervision for the part fulfillment for the award of MBA Degree of Chhattisgarh
Swami Vivekananda technical University, Bhilai (C.G.),India.

To the best of my knowledge and belief the Report

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,
iii) Is up to the desired standard both in respect of contents and language for external viva

(Signature of the Supervisor)

(ii)

ACKNOWLEDGEMENT

I would like to take this privilege, to specially thank respected MR.PANKAJ BAHETY for his
kind support and valuable guidance which helped me to complete this project. I am thankful to
Dr. Souren Sarkar Faculty of management studies who has given me opportunity to do this
project and his continuous cooperation for our overall growth.

Date
Place Bhilai

MBA Semester- 3

(iii)

TABLE OF CONTENT

Declaration

(i)

Certificate

(ii)

Acknowledgment

(iii)

Chapter 1. Introduction to the study

1-2

Chapter 2. Industry Profile

3-5

Chapter 3. Literature review

Chapter 4. Research Methodology
a. Objectives
b. Research Plan
Chapter 5

Data Tabulation,Analysis & Results

Chapter 6

Findings of the study

Chapter 7

Recommendations

Chapter 8

Limitations

Chapter 9

Conclusions

References
Appendices

CHAPTER-1
INTRODUCTION TO THE STUDY

1.

INTRODUCTION

Training is a systematic programmes to increases the knowledge, skills, abilities and aptitudes of
workers to perform specific jobs. The purpose of training is to achieve a change in the behaviour
of those trained and to enable them to do their jobs in a better way. Training is not a one-step
process but it is a continuous or never-ending process. Training makes newly recruited workers
fully productive in the minimum of time. Even for older workers, training is necessary to refresh
them and enable them to keep up with new methods and techniques. Development is concerned
with the growth of an employee in all respects. It is the process by which managers and
executives acquire not only competency in their present jobs, but also capabilities for future
managerial tasks. Training is the act of increasing the knowledge and skills of an employee for
performing a particular job.HDFC BANK Academy imparts residential training through three
teaching wings: Credit & IB, HR and Marketing. HDFC BANK's significant training throughput
is testimony to its overarching goal to offer ,an unparalleled service promise to its vast base of
customers, in and outside the HDFC BANK Group. HDFC BANK of India visualises an
unfolding opportunity in the use of new and technology enabled training methods as a
supplemental training medium.

2.

CHAPTER-2
INDUSTRY PROFILE

3.

PROFILE

The Housing Development Finance Corporation Limited (HDFC) was amongst the first to
receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the
private sector, as part of RBI's liberalisation of the Indian Banking Industry in 1994. The bank
was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its registered office
in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in
January 1995.
Promoter
Business Focus
Capital Structure
CBoP & Times Bank Amalgamation
Distribution Network
Management
Technology
Businesses
Ratings

4.

Awards

Our single-minded focus on product quality and service excellence has helped us garner the
appreciation of both national and international organizations.

Financial Information

All the facts and figures highlighting the rapid growth of HDFC Bank over the last nine years.

Careers

Join the workforce of India's leading private sector bank that has won accolades from top
national and international magazines, and explore a world of opportunities.

Citizen's Charter

Our Citizen's Charter offers relevant information about the products, facilities and services we
provide.

Corporate Governance

HDFC Bank's Corporate Governance Policy has been adopted keeping in mind the importance
of attaining fairness for all stakeholders, as well as achieving organizational efficiency.

5.

CHAPTER-3
LITERATURE REVIEW

6.

LITERATURE REVIEW

TRAINING
Training is a systematic programmes to increases the knowledge, skills, abilities and
aptitudes of workers to perform specific jobs. The purpose of training is to achieve a
change in the behaviour of those trained and to enable them to do their jobs in a better
way. Training is not a one-step process but it is a continuous or never-ending process.
Training makes newly recruited workers fully productive in the minimum of time.
Even for older workers, training is necessary to refresh them and enable them to keep
up with new methods and techniques.
Training is the act of increasing the knowledge and skills of an employee for performing
a particular job. It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance
the performance of employees.

Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it

Its not where you want to go, but its knowing how to get there.

Its not how high you want to rise, but its knowing how to take off.

It may not be quite the outcome you were aiming for, but it will be an outcome.

Its not what you dream of doing, but its having the knowledge to do it.

It's not a set of goals, but its more like a vision.

Its not the goal you set, but its what you need to achieve it.

 DEFINATION
Training is the organised procedure by which people learn or develop skills for a definite
purpose

EFFECTIVENESS OF A TRAINING PROGRAMME

Evaluation is a essential feature of all programmes for the training of employees. The concept of
evaluation is most commonly interpreted in determining the effectiveness of the programme in
relation to its objectives.
The process of training evaluation has been defined as any attempt to obtain information on the
effects of training performance and to assess the value of training in the light of that information.
Evaluation helps in controlling and correcting the training programme. Hamblin suggested five
levels at which evaluation of training can take place, viz., reactions, learning, job behaviour,
organisation and ultimate value.
1.

Reactions: Trainee's reactions to the overall usefulness of the training including the
coverage of the topics, the method of presentation, the techniques used to clarify things,
often throw light on the effectiveness of the programme. Potential questions to trainees
might include: (i) What were your learning goals for the programme? (ii) Did you achieve
them? (iii) Did you like this programme? (iv) Would you recommend it to others who have
similar learning goals? ( v) what suggestions do you have for improving the programme?
(vi) Should the organisation continue to offer it?

2.

Learning: Training programme, trainer's ability and trainee's ability are evaluated on
the basis of quantity of content learned and time in which it is learned and learner's ability to
use or apply the content learned.

3.

Job behaviour: This evaluation includes the manner and extent to which the trainee
has applied his learning to his job.

4.

Organisation: This evaluation measures the use of training, learning and change in the
job behaviour of the department/organisation in the form of increased productivity, quality,
morale, sales turnover and the like.

5.

Ultimate value: It. is the measurement of ultimate result of the contributions of the
training programme to the company goals like survival, growth, profitability, etc. and to the
individual goals like development of personality and social goals like maximizing social
benefits.

ROLE OF TRAINING

NEED FOR TRAINING

After employees have been selected for various positions in an organization, training them for
the specific tasks to which they have been assigned assumes great importance. It is true in many
organizations that before an employee is fitted into a harmonious working relationship with other
employees, he is given adequate training. Training is the act of increasing the knowledge and
skills of an employee for performing a particular job. The major outcome of training is learning.
A trainee learns new habits, refined skills and useful knowledge during the training that helps
him improve performance. Training enables an employee to do his present job more efficiently
and prepare himself for a higher-level job. The essential features of training may be stated thus

Increases knowledge and skills for doing a particular job; it bridges the gap between job

needs and employee skills, knowledge and behaviours

Focuses attention on the current job; it is job specific and addresses particular

performance deficits or problems

Concentrates on individual employees; changing what employees know, how they work,

their attitudes toward their work or their interactions with their co-workers or supervisors
Tends to be more narrowly focused and oriented toward short-term performance
concerns.

Training is needed to serve the following purposes:

Newly recruited employees require training so as to perform their tasks effectively.

Instruction, guidance, coaching help them to handle jobs competently, without any

wastage.
Training is necessary to prepare existing employees for higher-level jobs (promotion).
Existing employees require refresher training so as to keep abreast of the latest
developments in job operations. In the face of rapid technological changes, this is an

absolute necessity.
Training is necessary when a person moves from one job to another (transfer). After
training, the' employee can change jobs quickly, improve his performance levels and
achieve career goals comfortably

BENEFITS OF TRAINING TO EMPLOYER:

Trained workers can work more efficiently. They use machines, tools, and materials in a

proper way. Wastage is thus eliminated to a large extent.

There will be fewer accidents. Training improves the knowledge of employees regarding
the use of machines and equipment. Hence, trained workers need not be put under close

supervision, as they know how to handle operations properly.

Trained workers can show superior performance. They can turn out better performance.
They can turn out better quality goods by putting the materials, tools and equipment to
good use.

BENEFITS OF TRAINING TO EMPLOYEES:

Training makes an employee more useful to a firm. Hence, he will find employment more

easily.
Training makes employees more efficient and effective. By combining materials, tools

and equipment in a right way, they can produce more with minimum effort.
Training enables employees to secure promotions easily. They can realise their career
goals comfortably.

IMPORTANCE OF TRAINING AND DEVELOPMENT

1)Productivity Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.

2)Team spirit Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the
employees.

3)Optimum utilisation of human resource - Training and development helps in

optimising the utilisation of human resource that further helps the employee to achieve the
organisational goals and there individual goals.
4)Development of skills of employees -Training and development helps in increasing
job knowledge and skills of employees at each level.

5)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.

TRAINING METHODS
Training methods are usually classified by the location of instruction. On the job training is
provided when the workers are taught relevant knowledge, skills and abilities at the actual
workplace; off-the-job training, on the other hand, requires that trainees learn at a location other
than the real work spot. Some of the widely used training methods are listed below.

ON- THE JOB TRAINING

1) Job Instruction Training (JlT):
The JIT method (developed during World War II) is a four-step instructional process involving
preparation, presentation, performance try out and follow up. It is used primarily to teach
workers how to do their current jobs. A trainer, supervisor or co-worker acts as the coach. The
four steps followed in the JIT methods are:
1.

The trainee receives an overview of the job, its purpose and its desired outcomes,
with a clear focus on the relevance of training.

2.

The trainer demonstrates the job in order to give the employee a model to copy. The
trainer shows a right way to handle the job.

3.

Next, the employee is permitted to copy the trainer's way. Demonstrations by the
trainer and practice by the trainee are repeated until the trainee masters the right way
to handle the job.

4.

Finally, the employee does the job independently without supervision.

2)Coaching:
Coaching is a kind of daily training and feedback given to employees by immediate supervisors.
It involves a continuous process of learning by doing. It may be defined as an informal,
unplanned training and development activity provided by supervisors and peers. In coaching, the
supervisor explains things and answers questions; he throws light on why things are done the
way they are; he offers a model for trainees to copy; conducts lot of decision making meetings
with trainees; procedures are agreed upon and the trainee is given enough authority to make
divisions and even commit mistakes
When to use coaching usefully? Coaching could be put to good use when:

An employee demonstrates a new competency

An employee expresses interest in a different job within the organization

An employee seeks feedback

An employee is expressing low morale, violating company policies or practices or

having performance problems

3)Mentoring :
Mentoring is a relationship in which a senior manager in an organisation assumes the
responsibility for grooming a junior person. Technical, interpersonal and political skills are
generally conveyed in such a relationship from the more experienced person. A mentor is a
teacher, spouse, counsellor, developerr of skills and intellect, host, guide, exemplar, and most
importantly, supporter and facilitator in the realisation of the vision the young person (protege)
has about the kind of 1ife he wants as an adult.

4)Job Rotation :
This kind of training involves the movement of trainee from one job to another. This helps him to
have a general understanding of how the organisation functions. The purpose of job rotation is to

provide trainees with a larger organisational perspective and a greater understanding of different
functional areas as well as a better sense of their own career objectives and interests.

5). Apprenticeship Training

Most craft workers such as plumbers and carpenters are trained through formal apprenticeship
programmes. Apprentices are trainees who spend a prescribed amount of time working with an
experienced guide, coach or trainer. Assistantships and internships are similar to apprenticeships
because they also demand high levels of participation from the trainee. An internship is a kind of
on-the-job training that usually combines job training with classroom instruction in trade
schools, colleges or universities.

6 ) Committee Assignments
In this method, trainees are asked to solve an actual organisational problem. The trainees have to
work together and offer solution to the problem. Assigning talented employees to important
committees can give these employees a broadening experience and can help them to understand
the personalities, issues and processes governing the organisation. It helps them to develop team
spirit and work unitedly toward common goals.

OFF-THE-JOB TRAINING
Under this method of training, the trainee is separated from the job situation and his attention is
focused upon learning the material related to his future job performance. Since the trainee is not
distracted by job requirements, he can focus his entire concentration on learning the job rather
than spending his time in performing it. There is an opportunity for freedom of expression for the
trainees. Off-the-job training methods are as follows:

1)Vestibule training:
In this method, actual work conditions are simulated in a classroom. Material, files and
equipment - those that are used in actual job performance are also used in the training. This type
of training is commonly used for training personnel for clerical and semi-skilled jobs. The

duration of this training ranges from a few days to a few weeks. Theory can be related to practice
in this method.

2)Role playing:
It is defined as a method of human interaction that involves realistic behaviour in imaginary
situations. This method of training involves action, doing and practice. The participants play the
role of certain characters, such as the production manager, mechanical engineer, superintendents,
maintenance engineers, quality control inspectors, foreman, workers and the like. This method is
mostly used for developing interpersonal interactions and relations.

3)Lecture method:
The lecture is a traditional and direct method of instruction. The instructor organizes the material
and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate
and create interest among the trainees. An advantage of lecture method is that it is direct and can
be used for a large group of trainees. Thus, costs and time involved are reduced. The major
limitation of the lecture method is that it does not provide for transfer of training effectively.

4)Conference/discussion approach:
In this method, the trainer delivers a lecture and involves the trainee in a discussion so that his
doubts about the job get clarified. When big organisations use this method, the trainer uses
audio-visual aids such as black boards, mockups and slides; in some cases the lectures are
videotaped or audio taped. Even the trainee's presentation can be taped for self confrontation and
self-assessment. The conference is, thus, a group-centered approach where there is a clarification
of ideas, communication of procedures and standards to the trainees.

5)Programmed instruction:

This method has become popular in recent years. The subject matter to be learned is presented in
a series of carefully planned sequential units. These units are arranged from simple to more
complex levels of instruction. The trainee goes through these units by answering questions or
filling the blanks. This method is, thus, expensive and time-consuming

TRAINING PROGRAMMES OF HDFC BANK

HDFC BANK Academy imparts residential training through three teaching wings: Credit & IB,
HR and Marketing. SBA's significant training throughput is testimony to its overarching goal to
offer ,an unparalleled service promise to its vast base of customers, in and outside the HDFC
BANK Group.
HDFC BANK of india visualises an unfolding opportunity in the use of new and technology
enabled training methods as a supplemental training medium. To this end, it has designed and
launched web based virtual classroom for delivery of training interventions to remote areas.
Technology today offers a hitherto unparalleled cost effective training solution for an institution
as large and as diversified in dispersed locations as the HDFC BANK
TRAINING SYSTEM GOALS - The objectives of our training system are

Maintenance, renewal and updation of knowledge.

Reorientation of attitudes for better management and marketing.

To be proactive, progressive, preparative and educative.

To act as an agent of change when required.

Provide feedback to corporate office to assist in policy formulation and product

development.

To act as a think-tank and an internal consultant.

To provide organizational development interventions at Bank and branch levels.

To conduct customized on-site programmes at our branches/offices.

Research and development.

ROLE, TASKS & OBJECTIVES

In harmony with the Vision and Mission statements as well as the Bank's training philosophy, following thrust areas
have been identified for the Academy.

1)Institution for advanced learning

To provide state-of-the-art training in financial products to senior level and middle level
executives, and to re-equip them with contemporary skills and reorient their attitudes in tune
with market realities.
2)Internal Consultant/Change Agent
To act as a catalyst for change in attitudes and orientation of banking staff and to provide
expertise and consultative support to the HDFC BANK community and the Corporate Office.
3) Feedback supplier
To capture and structure feedback from trainees and from the market on the Bank's policy and
business processes and to validate and transmit structured feedback to the Corporate Office for
use in the formulation of both policy and strategy.
4) Think Tank
To provide expert and informed suggestions, model business strategies, analysis of market
developments from a Banker's perspective and to leverage its unique position and capability as a
repository of senior bankers' experience drawn from their diverse exposure profiles.
5)Research & Development Role

To carry out research (by in-house faculty and research officers) on contemporary subjects
which are relevant to the Bank's short-term and medium-term business and operational needs
and policy formulation.
6)Overviewing HDFC BANK Learning Centers (SBLCs)
To liaise, validate and closely monitor the SBLCs (spread all over the country) in seven Circles
attached to the Academy so as to ensure the quality of inputs and the efficacy and relevance of
training provided at these Centres, as also to extend support in the form of trainers' kits, reading
material and other training aids.

COURSE DESIGN:
Basis- Our courses are designed taking into account the Bank's mission, policies and
guidelines, regulatory and market factors, feedback from the trainees, individual
development and trainee needs and development of expertise and preparation for future in
the context of competition and change.
Objectives- Each programme has clearly defined objectives and goals from which course
design and content flow. Trainees' feedback is used for continuous improvement.
Course content- The choice of inputs is appropriate for the programmes, arranged to
facilitate smooth and easy dissemination.
Session plans- Sessions are inter-linked and sequenced in such a way as to optimize
learning.
Reading and reference material- At the beginning of a programme, relevant pre-course
material is provided to trainees. Separate material for different subjects is available.
TRAINING FACILITIES PROVIDED BY BANK

12 experienced full-time faculty members

Technical Support by Specialist Officers

Guest Speakers drawn from within and outside the Bank

4Class room cum Labs equipped with

Pentium IV PCs of latest configuration.
- State-of-the-art training aids viz.,
-Colour LCD projectors, Smart Boards,
Multimedia PCs, LAN and Internet
connectivity.

A Multi-media lab with 16 systems.

24 hours Internet connectivity.

Centralized Air-conditioned Server room.

Hosting 7 servers.

Platforms include Windows 2000, and a varieties of Unix flavours including LINU
TRAINING METHODOLOGY:

The training methodology at our College encompasses the various aspects of learning
facilitated through the use of audio-visual teaching aids and computer-aided learning:

Knowledge enhancement - The methods involved are lectures, exercises, questionnaires,

quiz programmes, group work and interface/panel discussions, among others.

Skill upgradation - The processes include case studies, exercises and group work.
Attitudinal orientation - This vital part of training is aided by small group work, role play,
exercises, interface/panel discussions and customer interaction.

PROGRAMMES
Attention of the Institute is on training managers on intricate and widespread rural banking,
Micro Credit, High Tech agriculture and Agribusiness. The Training programmes at the
Institute can be classified into four groups:

1)Technical programmes,
2)Management programmes,
3)General / Role Specific programmes and
4)Area specific programmes.
HDFC BANK conduct on-site activity specific programmes at selected centres.
PROGRAMME FEEDBACK & REVIEW
The Institute obtains feedback on an ongoing basis, on the effectiveness of its training
programmes. It reviews the existing programmes periodically and develops new programmes
in the context of changes in the agricultural and rural economic scenario.

RESEARCH
The Institutes research cell takes up projects relevant to corporate planning, policies and
operations in the areas of agricultural finance and rural banking.
Institute's library is equipped with more than 6000 books on technical and management
subjects. It subscribes to a large number of national and international journals. A good
number of video films and CDs on agriculture and allied activities and management subjects
are maintained.
PUBLICATIONS

Booklets are prepared on techno-economic aspects of activities like poultry, dairy, sheep &
goat rearing, inland fisheries, shrimp farming, sericulture, vermiculture, farm mechanisation
etc. for the guidance of operating functionaries. The Institute also brings out a quarterly
journal titled "Rural Banker". It contains articles, book reviews etc. on issues of topical
interest relating to agriculture & allied activities, new technologies, and various aspects of
rural development.

EXECUTIVE LEARNING CENTRE

For Top Executives of the bank.
Familiarisation with computers.
To update with the latest developments in I.T.
Training

On-demand,
Interactive,
One-to-One basis.
Training on topics of his/her choice.

Web based

Internet / Intranet

E-mail

Corporate E-mail, Mail clients

Application Packages

MS-Office suite

Banking Applications

Core Banking, Trade Finance

Communication packages

SFMS

Opearting System

Windows XP/2000

Networking

LAN, WAN, ISDN

CHAPTER-4
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It deals with the
objective of a research study, the method of defining the research problem, the type of hypothesis
formulated, the type of data collected, method used for data collecting and analyzing the data etc.
The methodology includes collection of primary and secondary data.

OBJECTIVES OF THE STUDY

1) To identify the factor affecting the effectiveness of training and development programme.
2) To analyse the affect of training on employee performance.
3) To compare the efficiency of concerned person before and after training programme.

RESEARCH PLAN

RESEARCH PLAN
Research Design:

Descriptive

Research Method Used

Survey

Research Technique Used

Questionnaire

Data Collection (location)

From Durg, Bhilai

Sampling Plan

Non probability
(convenient sampling)

Sample Size

50

Definition of research:
Research is the systematic process of collecting and analyzing information (data) in order
to increase our understanding of the phenomenon about which we are concerned or
interested.

Descriptive:
The descriptive study is typically concerned determining frequency with which some things
occurs or variable very together this study is guided by an initial hypothesis. In this report
descriptive research design is used because the existing data is studied .

Involves collecting data in order to test hypotheses or answer questions regarding the
subjects of the study
Data is numerical and is typically collected through a questionnaire, an interview, or
through observation
The investigator reports the numerical results for one or more variables on the subjects of
the study.
Provides an accurate snapshot of some aspect of the market environment.

Survey method:

Survey method has been used to conduct this research study. Surveys are usually appropriate in
case of social and behavioural science because many type of behaviour that interests the
researcher cannot be arranged in realistic setting. The study has been conducted using
questionnaire.

Data Collection:
METHODS OF DATA COLLECTION:
There are two types of data
Primary data
secondary data

Primary data:
Primary data do not exist in record and publication. The researcher has been to gather
primary data a fresh for the specific study, under taken by him.
Source of primary data:
survey approach
observation approach
Panel approach
Experimental research

The demographic characteristics of the respondents:

Measure

Item

Number of Respondents

Age

0-20

21-30

10

31-40

22

>40

18

CHAPTER-5
DATA TABULATIONS AND
RESULTS

DATA ANALYSIS

1.Are training programmes helpful in Maintainence, Renewal and Updation of knowledge?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
21
23
1
3
2

%
42
46
2
6
4

Maintainence, Renewal & Updation

2%

6% 4%

strongly agree
agree

42%

dis agree
neutral

46%

cann,t say

INTERPRETATION:
46% of employees agree that training program are helpful in Maintenance, Renewal and
Updating of knowledge, 42% of employee strongly agree, 2% of employees disagree, 4% of
employee cant say and 6% of employee say neutral.

2. Are training programmes helpful in preparing for higher level of job (promotion)?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
15
24
6
2
3

%
30
48
12
4
6

4%

6%
30%

12%

strongly agree
agree
disagree
neutral
can,t say

48%

INTERPRETATION:
48% of employees agree that training programme are helpful in higher level of job, 30% of
employee strongly agree, 12% of employee disagree,4% say neutral and 6% cant say.

3. Are training programmes helpful in coping with rapid technological changes?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
16
25
4
3
2

%
32
50
8
6
4

Technological Changes
strongly agree

6% 4%
8%

32%

agree
disagree
neutral
can't say

50%

INTERPRETATION:
50% of employee agree that training programmes are helpful in coping with technological
changes, 32% of employees strongly agree, 6% of employees say neutral change,4% of
employees cant say and 8% of employees disagree.

4. Are training programmes helpful in coping with social changes?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
11
14
4
16
5

%
22
28
8
32
10

Social changes
10%

strongly agree

22%

agree
disagree

32%

neutral

28%

can'tsay

8%

INTERPRETATION:
32% of employees say that that training programme are neutral in coping with social changes,
28% of employees agree, 22% of employees strongly agree,10% of employee cant say and 8%
of employee disagree.

5. Are training programmes help you to be proactive, progressive, preparative and educative?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
18
23
1
5
3

%
36
46
2
10
6

Proactive, Progressive, Preparative,

Educative
strongly agree
10%
2%

agree

6%

dis agree
36%

neutral
can't say

46%

INTERPRETATION
46% of employee agree that training programme helps in proactive, progressive, preparative and
educative, 36% of employee strongly agree, 10% of employee say neutral, 2% of employee
disagree and 6% of employee cant say.

6. Are you satisfied with the course material provided during training programme?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
11
28
0
5
6

%
22
56
0
10
12

Course matertial
12%

strongly agree

22%

10%

agree
disagree
neutral
can'tsay

56%

INTERPRETATION
56% of employees agree that they are satisfied with the course material provided, 22% of
employee strongly agree, 12 of employee cant say, 10% of employee say neutral and 0% of
employee disagree.

7. Are you satisfied with the training methodology used in training programme?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

TOTAL
13
26
1
5
5

%
26
52
2
10
10

satisfy with training methodology

strongly agree

10%

agree

26%

10%

disagree

2%

neutral
can't say

52%

INTERPRETATION:
52% of employees agree that they are satisfied with the research methodology used in training
programme, 26% of employees strongly agree, 10% of employees cant say, 10% of employees
say neutral and 2% of employees disagree.

8. Does the training atmosphere promote learning during training programme?

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL

TOTAL
18
23
1
5

%
36
46
2
10

CANNT SAY

Learning

10%
2%

strongly agree

6%

agree
36%

dis agree
neutral
can't say

46%

INTERPRETATION:
36% of employee strongly agree that training programme promote learning, 46% of employees
agree, 6% of employees cant say, 10% of employee say neutral and 2% of employees disagree.

9. Are the training programme are properly structured ?

STRONGLY AGREE
AGREE

TOTAL
17
17

%
34
34

DISAGREE
NEUTRAL
CANNT SAY

7
8
1

14
16
2

Are taining programme structured

16%

strongly agree

2%

agree

34%

disagree

14%

neutral
can'tsay

34%

INTERPRETATION:
34% of employees strongly agree that training programme are structured, 34% of employees
agree, 16% of employees say neutral and 14% of employees disagree.

10.Are training programmes arranged as per your skill and qualification level ?

TOTAL

STRONGLY AGREE
AGREE
DISAGREE
NEUTRAL
CANNT SAY

19
24
3
2
2

38
48
6
4
4

Skills and qualification

6% 4%

strongly agree

4%
38%

agree
disagree
neutral

48%

can'tsay

INTERPRETATION:
48%

of employees agree that training programme are arranged as per their skills and

qualification, 38% of employees strongly agree, 6% of employees disagree, 4% of employees

say neutral and 4% of employees cant say.

CHAPTER-6
FINDINGS OF THE STUDY

FINDINGS OF THE STUDY

1)

2)

46% of employees agree that training program is helpful in Maintenance, Renewal and
Updating of knowledge.
48% of employees agree that training programme is helpful in higher level of job.

3)

50% of employee agrees that training programmes are helpful in coping with
technological changes.

4)

28% of employees say that that training programme are neutral in coping with social
changes.

5)

46% of employee agrees that training programme helps in proactive, progressive,

preparative and educative.

6)
7)

56% of employees agree that they are satisfied with the course material provided.
52% of employees agree that they are satisfied with the research methodology used in
training programme.

8)

46% of employee agree that training programme promote learning.

9)

34% of employees strongly agree those training programmes are structured.

48% of employees agree that training programme is arranged as per their skills and
qualification
10) 48% of employees agree that training programme is arranged as per their skills and
qualification.

CHAPTER-7
RECOMMENDATIONS

RECOMMEDATION

Training programme made by the bank should be as such that it would help employees in
higher level of job performance.

 The programme should be flexible enough so that it may be adjusted to the changing
circumstances.
Training programme should be designed taking in view the interest of both employer and
employees.
Training should be followed by a reward. A reward should be provided at the conclusion
of the training such as promotion or a better job so that employees may be motivated.
Training programme should be less expensive.

CHAPTER-8
LIMITATION

LIMITATION

It will not be wise to claim that present work is completely perfect as unit of sample were widely
scattered in the study. Thus findings cant be generalized similar study on wider scale is needed.
During the study a number of limitation constraints were faced and it is necessary to point them
at the very outset.

 Since the sample taken out of universe was very small. The conclusion cannot be
generalized for whole Bhilai & Durg city.
Another problem was the time problem. Duration was short to approach each and every
respondent personally.
It takes lot of time to explain each and every questions and getting their choice.
Many often the respondents do not express their true feelings. In such case their habits,
preference, practice cannot be assesses correctly.

CHAPTER-9
CONCLUSION

CONCLUSTION:

In this project effectiveness of the training programme is studied which is provided by HDFC
BANK As training is required for all the employees, whether old or new to enable the workers
and employees to do their work in the best possible manner. On the basis of various factors
which help the employees to enhance their skills, knowledge, capabilities to cope with the
changing dimensions of work is studied in this report.

As per the analysis of the data collected through questionnaire it is found that employees of
HDFC BANK are satisfied with the training provided by HDFC BANK. HDFC BANK should
develop more effective training programme so as to increase the effectiveness of employees in
more efficient manner.

Reference

REFERENCES:

1) Books :
Kothari C.R.- Research Methodology Methods and Techniques (second edition).

Chhabra T.N. - Human Resorce Management

Singh N.K.- Human Resource Management
Dwivedi R.S- Managing Human Resources
Sheikh A.M- Human Resouce and Management

2) Internet site:
www.allprojectreports.com
www.HDFC BANK.co.in
www.wikepidia.HDFC BANK
www.wikipedia.training.com
www.wikipedia.trainingeffectiveness.com
www.chantglobus.com

APPENDICES

QUESTIONNARIE
I am a student of Shri Shankaracharaya institute of management and technology, Bhilai. As a part
of my curriculum I am conducting A study on effectiveness of training programme on
employees of HDFC BANK OF INDIA with reference to Durg and Bhilai. . I would be grateful
to you for providing candid responses. The responses would be kept strictly confidential and
used only for data analysis.

1.Are training programmes helpful in Maintenance, Renewal and Updating of knowledge?

(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

2. Are training programmes helpful in preparing for higher level of job (promotion)?
(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

3. Are training programmes helpful in coping with rapid technological changes?

(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

4. Are training programmes helpful in coping with social changes?

(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

5. Are training programmes help you to be proactive, progressive, preparative and educative?
(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

6.Are you satisfied with the course material provided during training programme.
(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

7.Are you satisfied with the training methodology used in training programme.
(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

8. Does the training atmosphere promote learning during training programme?

(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

9. Are the training programme are properly structured ?

(a) strong agree
(c)Disagree
(e)Cant say

(b)Agree
(d)Neutral

10.Are training programmes arranged as per your skill and qualification level ?
(a)Strong agree
(c)Disagree
(e)Cant say

(b) Agree
(d) Neutral

Any suggestions you like to give:

Please provide the following details which would help in supporting our research. The
information will be kept strictly confidential and for the purpose of analysis only. Please
tick the appropriate option.
1

Name

Gender

Male

Age

<20

Year of service

Female
20-29

30-39

40