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PROJECT REPORT

ON

TRAINING & DEVELOPMENT PROCESS


AT
IDBI FEDERAL

Submitted Towards the Fulfillment of the Requirement for the Degree


Of Graduation in Business Administration(General)
Batch: (2014-2017)

SUBMITTED BY:
ANKIT SHARMA
Enrollment : 03251101714

ACADEMIC YEAR: (2014-17)

1
ACKNOWLEDGEMENT

Gratitude is a hearts memory and putting the feeling of the heart


into words, is an art. Those who excel in this art are ultimately
successful.

Determination, hard work and patience are the key to success.


Completing a project would not have been possible without the
encouragement and support of many people. At this point of time,
I would like to acknowledge all those who have made a major
contribution its development.

I am grateful to Mr. Dinesh Jain, Jt. President - HR Offi cer, IDBI


FEDERAL for his valuable guidance.

ANKIT SHARMA

2
INDEX
CONTENTS PAGE NO.

1.Chapter 1(Topic Clarification) 4

O b j e c t i ve o f t h e s t u d y 6
C o m p a n y p r o fi l e 7
Vis i o n m i s s i o n & va l u e 11
H i s t o r y o f c o mp a n y 15
In t r o d u c t i o n t o Tra i n i n g & D e ve l o p me n t 17
N e e d & Im p o r t a n c e 27

2.Chapter 2 39

R e s e a r c h M e t h d o l o g y & Li mi t a t i o n O f S t u d y & Li t e r a t u r e R e vi e w 4 0

3.Chapter 3 47
A n a l ys i s a n d F i n d i n gs 48

4.Chapter 4 54
R e c o m me n d a t i o n s a n d C o n c l u s i o n s 55

5.Chapter 5 59
Bibliography 60

Appendix 62

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4
5
OBJECTIVES OF THE STUDY

To find out the training & development program requirement for the
company.

Find out the strength and weakness of the individual, which provide basis
for their development and improvement programme.

Obtaining feedback on training & development programs requirement.

Which method is applied for training & development programs.

6
COMPANYS PROFILE

7
IDBI Federal Life Insurance Co Ltd. is a joint-venture of IDBI Bank, India's
premier development and commercial bank, Federal Bank, one of India's
leading private sector banks and Ageas, a multinational insurance giant
based out of Europe. In this venture, IDBI Bank owns 48% equity while
Federal Bank and Ageas own 26% equity each. Having started in March
2008, in just five months of inception, IDBI Federal became one of the fastest
growing new insurance companies by garnering Rs.100 Cr in premiums.
Through a continuous process of innovation in product and service delivery
IDBI Federal aims to deliver world-class wealth management, protection and
retirement solutions that provide value and convenience to the Indian
customer. The company offers its services through a vast nationwide network
2,308 partner bank branches of IDBI Bank and Federal Bank in addition to a
sizeable network of advisors and partners. As on 31st December 2013, the
company has issued nearly 5.5 lakh policies with a sum assured of over Rs.
32,110.48 crores.

ABOUT THE SPONSORS OF IDBI FEDERAL LIFE INSURANCE


CO. LTD.
IDBI Bank Ltd. continues to be, since its inception, India's premier
industrial development bank. It came into being as on July 01, 1964 to
support India's industrial backbone. Today, it is amongst India's foremost
commercial banks, with a wide range of innovative products and services,

8
serving retail and corporate customers in all corners of the country from
1201 branches and 2156 ATMs. The Bank offers its customers an extensive
range of diversified services including project finance, term lending, working
capital facilities, lease finance, venture capital, loan syndication, corporate
advisory services and legal and technical advisory services to its corporate
clients as well as mortgages and personal loans to its retail clients. As part of
its development activities, IDBI Bank has been instrumental in sponsoring
the development of key institutions involved in India's financial sector -
National Stock Exchange of India Limited (NSE) and National Securities
Depository Ltd, SHCIL (Stock Holding Corporation of India Ltd), CARE (Credit
Analysis and Research Ltd).

Federal Bank is one of India's leading private sector banks, with a dominant
presence in the state of Kerala. It has a strong network of over 1,142
branches and 1,312 ATMs spread across India. The bank provides over four
million retail customers with a wide variety of financial products. Federal
Bank is one of the first large Indian banks to have an entirely automated and
interconnected branch network. In addition to interconnected branches and
ATMs, the Bank has a wide range of services like Internet Banking, Mobile
Banking, Tele Banking, Any Where Banking, debit cards, online bill payment
and call centre facilities to offer round the clock banking convenience to its
customers. The Bank has been a pioneer in providing innovative
technological solutions to its customers and the Bank has won several
awards and recommendations.

Ageas is an international insurance group with a heritage spanning more


than 180 years. Ranked among the top 20 insurance companies in Europe,
Ageas has chosen to concentrate its business activities in Europe and Asia,
which together make up the largest share of the global insurance market.
These are grouped around four segments: Belgium, United Kingdom,

9
Continental Europe and Asia and served through a combination of wholly
owned subsidiaries and partnerships with strong financial institutions and
key distributors around the world. Ageas operates successful partnerships in
Belgium, UK, Luxembourg, Italy, Portugal, Turkey, China, Malaysia, India and
Thailand and has subsidiaries in France, Hong Kong and UK. Ageas is the
market leader in Belgium for individual life and employee benefits, as well as
a leading non-life player through AG Insurance. In the UK, Ageas has a strong
presence as the fourth largest player in private car insurance and the over
50's market. Ageas employs more than 13,000 people and has annual
inflows of more than EUR 21 billion.

COMPANYS VISION, MISSION AND VALUES

VISION

To be the leading provider of wealth management, protection and retirement solutions that meets
the needs of our customers and adds value to their lives.

MISSION

To continually strive to enhance customer experience through innovative product offerings,


dedicated relationship management and superior service delivery while striving to interact with
our customers in the most convenient and cost effective manner.

To be transparent in the way we deal with our customers and to act with integrity.

To invest in and build quality human capital in order to achieve our mission.

VALUES

Transparency: Crystal Clear communication to our partners and stakeholders

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Value to Customers: A product and service offering in which customers perceive value
Rock Solid and Delivery on Promise: This translates into being financially strong,
operationally robust and having clarity in claims
Customer-friendly: Advice and support in working with customers and partners.

11
HONESTY
"Is the heart of the Life Insurance business? IDBI Federal believes that above all, Life Insurance
is based on trust. Transparency, Dependability and Integrity will form the cornerstones of the
IDBI Federal experience."

EXCELLENCE
"In every aspect of work ranging from the in-house training institute to the detailed Personal
Insurance Plan. IDBI Federal is focused on achieving the highest standards of quality in every
aspect of their business".

KNOWLEDGE
"Is what makes experts. IDBI Federal is focused on the Life Insurance business. Perfectly
combining global expertise with local knowledge, IDBI Federal is the Indian Life Insurance
specialist."

CARING
"For the customer IDBI Federal is redefining the Life Insurance paradigm to focus on the needs
of the customers. The IDBI Federal service process is responsive, personalized, humane and
empathetic."

CULTURE
Our "in house culture recipe" has some of the finest ingredients going into its making. Some of
the more prominent aspects of our culture are stated below:

i. Customer comes first

ii. Do it right the first time

iii. Bias for result oriented action

iv. Financial strength and discipline

v. Clarity of purpose

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vi. International quality standards

vii. Inclusive Meritocracy

viii. Learning opportunities

ix. Fun at work

x. Commitment to published value system

TECHNOLOGY
To monitor and manage its network equipment across 34 sites, IDBI Federal uses Tulip Proactive
Managed CE solution. The solution includes device management, proactive troubleshooting and
notification support. With the implementation of the solution, IDBI has reported improvement of
network performance and availability, with a faster, more effective change and configuration
management.

PRODUCTS
IDBI Fortis launched its first set of products across India in March 2008, after receiving the
requisite approvals from the Insurance Regulatory and Development Authority (IRDA). IDBI
Federal offers services through a nationwide network across the branches of IDBI Bank and
Federal Bank in addition to a network of advisors and partners. IDBI Federal has 60 branches
across the country.

SPONSORSHIPS, AWARDS
IDBI Fortis Life Insurance Company was selected as the title sponsor for the India-Sri Lanka
Cricket Series. This was followed by the IDBI Fortis Wealthsurance Twenty20. Wealthsurance
Made Easy (WME), a knowledge aid by IDBI Fortis for its sales force, won The Bronze Dragon
in the category for Best Dealer/Sales Force activity at the Promotion Marketing Awards of Asia
(PMAA). IDBI Federal has also achieved break-even in just 5 years of service whereas it takes
almost 10-15 years or more for other Insurance Companies to do so.

13
PRODUCTS OFFERED

2.4.1. IDBI Federal Childsurance Savings Protection Plan is a non-linked participating


endowment plan that ensures a childs future. Childsurance Savings is designed to give
the customers, guaranteed annual payouts and also aid the important milestones in their
childs life. In the unfortunate event of the parent not being around, the policy will
continue exactly as they had planned it, without any further premiums being paid. .In
other words, this plan ensures that their child gets to live his/her dream exactly as they
have planned, whether or not their parents are around.

2.4.2. IDBI Federal Incomesurance Guaranteed Money Back Insurance Plan is a non-
linked non-participating money back plan which gives guaranteed returns on an
investment, so that the customer stops worrying about the future. With Incomesurance,
they can guarantee a secure future for their families even when they are not around.

2.4.3. IDBI Federal Lifesurance Savings Insurance Plan is a fixed term non-linked
participating plan that provides twin benefits of long-term savings and life cover. With
Lifesurance Savings, customers small savings will help them realise their big dreams that
they have for their selves and their family. This plan also offers the benefit of life cover
that will provide financial security to their family in their absence.

HISTORY OF THE ORGANIZATION

2006:-

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-IDBI signs MoU with Fortis
-IDBI - Tripartite MOU with Federal Bank & Forties Insurance
International
-IDBI, Federal Bank and Fortis Sign Joint Venture Agreement To
Establish A New Life Insurance Company In India

2009:-

- IDBI Federal Life launches new plan for senior citizens.


- IDBI Fortis redefines endowment & money back with Incomesurance
- IDBI Fortis launches Termsurance Protection Plan
- IDBI Fortis bags bronze Dragon at 'PMAA 2009'
- IDBI Fortis Life Insurance uses an interactive application to help users easily calculate their
taxes
- IDBI Fortis launches Incomesurance Immediate Annuity
- IDBI Fortis launches Retiresurance Pension Plan
- 'IDBI Fortis' Boss-Ka-Boss bags PRCI Award
- IDBI Fortis announces Rs 250cr capital infusion

2010:-

- IDBI Federal launches brand new campaigns!


- IDBI Federal introduces a cover for loans, Loansurance
- IDBI Federal launches Wealthsurance Milestone Plan
- IDBI Fortis Life Insurance is now IDBI Federal Life Insurance

2011:-

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- IDBI Federal heralds the New Year with Childsurance
- IDBI Federal unveils 3-in-1 Lifesurance Savings Plan
- IDBI Federal launches insured wealth plan
- IDBI Federal pioneers Medical Test-free Term Plan for Seniors
- IDBI Federal launches unit linked Pension Plan
- IDBI Federal targets HNIs with Wealthsurance Premier
- IDBI Federal launches Retiresurance Guaranteed Pension Plan
- IDBI Federal-Samhita financial literacy drive a big hit in MP

2012:-

- IDBI Federal launches a plan with double life cover and no medicals
- IDBI Federal makes its online debut
- IDBI Federal Bondsurance plan offers attractive guaranteed Tax-Free Returns, Life
Cover
- IDBI Federal and IDBI Bank reaches out to Surli through Termsurance Grameen
Suraksha

2013:-

-IDBI Federal breaks-even in Five years; posts maiden profit of Rs 9.24 crore
- IDBI Federal in association with Phoenix Foundation organises a trek for the physically
challenged.

16
INTRODUCTION TO TRAINING

&

DEVELOPMENT PROGRAM

17
CONCEPT OF TRAINING AND DEVELOPMENT

PROGRAMS

Meaning of Training :

Working force is the most valuable asset of the business enterprise. If they
have understanding, competence and skill to accomplish their piece of work
faultlessly in order to develop such proficiency in the work, proper training of
employees is must. Training acquaints the workers with the intricacies of the
work and makes him more efficient, productive and meaningful.

The employee must have the theoretical and practice knowledge of the work,
he is required to perform. The theoretical knowledge can be gained in
educational institutions but for the practical knowledge training is required. In
this way, the training acquaints the employee with the requisite skill, real
situations of the work and helps him in the faultless accomplishments of the
work.

The term training is used here to indicate only process by which the aptitudes,
skill and abilities of employees to perform specific jobs are increased.

- Jucius

Training is the organized procedure in which people learn knowledge and / or


skill for definite purpose.

- Dale, S. Beach

18
Thus training is an organised procedure by which the knowledge, ability,
competence, skill personality and productivity is increased.

Training Defined :

Training is defined as learning that is provided in order to improve performance


on the present job.
A person's performance is improved by showing her how to master a new or
established technology. The technology may be a piece of heavy machinery, a
computer, a procedure for creating a product, or a method of providing a service

Notice that the last part of the definition states that training is provided for the
present job. This includes training new personnel to perform their job,
introducing a new technology, or bringing an employee up to standards.

Earlier it was stated that there are four inputs to a system: people, material,
technology, and time. Training is mainly concerned with the meeting of two of
these inputs -- people and technology. That is, having people learn to master a
given technology.

Features of Training :

Training increases knowledge and skills for doing a job.

It bridges the gap between job needs and employee skills , know ledge and
behavior.

Job oriented process, vocational in nature.

Short-term activity designed essentially for operatives.

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Employee Training and Development:

Reasons and Benefits

Training involves an expert working with learners to transfer to them


certain areas of knowledge or skills to improve in their current jobs.
Development is a broad, ongoing multi-faceted set of activities (training
activities among them) to bring someone or an organization up to another
threshold of performance, often to perform some job or new role in the future.

Typical Reasons for Employee Training and Development

Training and development can be initiated for a variety of reasons for an


employee or group of employees, e.g.:

a.) When a performance appraisal indicates performance improvement is needed.

b) To "benchmark" the status of improvement so far in a performance


improvement effort.

c) As part of an overall professional development program.

d) As part of succession planning to help an employee be eligible for a planned


change in role in the organization.

e) To "pilot", or test, the operation of a new performance management system.

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f) To train about a specific topic .

Typical Areas of Employee Training :

1. Communications: The increasing diversity of today's workforce brings a


wide variety of languages and customs.

2. Computer skills: Computer skills are becoming a necessity for conducting


administrative and office tasks.

3. Customer service: Increased competition in today's global marketplace


makes it critical that employees understand and meet the needs of customers.

4. Diversity: Diversity training usually includes explanation about how people


have different perspectives and views, and includes techniques to value
diversity.

5. Ethics: Today's society has increasing expectations about corporate social


responsibility. Also, today's diverse workforce brings a wide variety of values
and morals to the workplace.

6. Human relations: The increased stresses of today's workplace can include


misunderstandings and conflict. Training can people to get along in the
workplace.

7. Quality initiatives: Initiatives such as Total Quality Management, Quality


Circles, benchmarking, etc., require basic training about quality concepts,
guidelines and standards for quality, etc.

8. Safety: Safety training is critical where working with heavy equipment,


hazardous chemicals, repetitive activities, etc., but can also be useful with
practical advice for avoiding assaults, etc.

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General Benefits from Employee Training and

Development

There are numerous sources of on-line information about training and


development. Several of these sites (they're listed later on in this library)
suggest reasons for supervisors to conduct training among employees. These
reasons include:

1. I ncreased job satisfaction and morale among employees.

2. I ncreased employee motivation.

3. I ncreased efficiencies in processes, resulting in financial gain .

4. I ncreased capacity to adopt new technologies and methods.

5. I ncreased innovation in strategies and products.

6. R educed employee turnover .

7. E nhanced company image, e.g., conducting ethics training (not a good reason
for ethics training).

DEVELOPMENT:
The modern business environment requires that the business enterprise should go
on developing its own employees to take up higher positions. It is rightly said

22
that development of employees, capable of efficiently taking higher position is
more important producing goods at cheaper rates.

According to Peter. F. Drucker, An institution which cannot its own managers


will die. From an overall point of view the ability of an institution to produce
managers is more important than its ability to produce goods efficiently and
cheaply.

Development of Personnel includes:

a) Training of employees;
b) Evaluation of employee qualities;
c) Transfer of employees;
d) Promotion of employees;

Thus, Development of employees is planned and organised process and


programme of employees training and growth at every level of management.
Employees development is thus an organised activity of employees
professional growth.

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TRAINING vs. DEVELOPMENT

Training is an activity to increase understanding, skill and attitude to


perform specific job in better ways.
While Development means the growth of employees at every level of
management by planned and organised process.

The best possible performance of the specific job by the employee is the
aim of training.
While Development aims at utilization of employees capability.

Training is the part of Development and also limited in its scope.


Where as Development is a wider term. It includes education, learning and
training.

Training is imparted for a fix time period.


Development is a continuing process and unending activity in the industry.

Training is mostly the result of initiatives taken by management. It is


result of some outside motivation.
Development is result of internal motivation.

Training seeks to meet the current requirements of the job and the
individual. In other words it is a reactive process.
Development seeks to meet future needs of the job and individual, In other
words, development is a proactive process. Development is future oriented
where as training focuses on the personal growth of the employees.

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PRINCIPLES OF TRAINING

1. Principle of Motivation:
The trainee must learn to work with courage, patience and
aspirations. If the learner is himself unwilling to learn nobody can make
him learn. Therefore it is necessary that the trainee should be told the
objective of the work and benefits he will derive with the successful
completion of training, so that he may be motivated to contribute his best
efforts in learning the job.

2. Principle of Cooperation:
The effective training can be imparted by developing a sense of fellow
feeling with the trainee. He should be provided with the tools and equipments
he requires, guidance he seeks and the treatment he deserves.

3. Principle of Reinforcement:
After evaluation of progress in training, the trainee should be reward
for better performance and punished for the substandard performance.
This arrangement will enable workers to render better performance to get
rewards.

4. Principle of practice:
Practice definitely makes a man perfect. The human mind learns
with practice only.

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5. Principle of feedback:
A human can anytime make an error; as such the employee will commit
mistakes. His fault should be pointed out and he should be shown the correct
way. He should be explained correctly about his mistake.

26
NEED AND IMPORTANCE OF TRAINING

Newly recruited employee requires training so as to perform


their tasks effectively.

Training is necessary to prepare existing employees for higher-


level jobs (promotion).

Existing employees require the fresher trainings as to keep


abreast of the latest developments in job operations.

Training is necessary when a person moves from one job to


another (transfers).

27
TRAINING PROGRAM AT IDBI FEDERAL :

A general criteria to carry out training program at IDBI FEDERAL is as follows:

Training Objective

Training needs
Assesment

Planning a training
program

Implementing the
program

Evaluation &
follow up

28
Over the period, various training programs are organized at Idbi
Federal . The purpose of these programs was to bring awareness among

the employees on the latest techniques & technical up gradation


&enhancement of their knowledge to improve the productivity,
efficiency, best resources utilization & built positive attitude and
culture in the organization.

TRAINING PROCEDURE AT IDBI FEDERAL :

In order to achieve the desired objectives the Training procedure at IDBI


FEDERAL can be divided into three phases. These are explained as follows:

PHASE 1: NEEDS ASSESMENT AND DEVELOPING THE


TRAINING CALENDER.

This phase can be discussed as follows:

1. Needs assessment or identification of the training needs :


Needs assessment diagnoses present problems and future challenges to
be met through training and development in the company. This is done to
systematically determine who in the organization require training and in
what areas. After the annual appraisal process is complete, the areas of
training for each individual are taken from the appraisal forms of the
personnel and a Data bank is prepared with the help of the same. This

29
exercise is a continuous and an ongoing process. IDBI FEDERAL spends
vast amount of money on Training and development of the employees. At
times external guide is also called to give training to the employees, as in
Kaizen training program.

2. Developing the Training Calendar:


After identifying the need of training a major activity is developing the
training Programme Calendar. IDBI FEDERAL every year modify its
training calendar in accordance with the needs of the employee. Based on
the data bank, a list is prepared of the areas in which most of the people
require training these banks are then incorporated in the training Calendar
on the priority basis.

Training calendar consists the following details:

a) Listing of the training program during the year


b) Faculty assigned to give the training
c) Target group to which training has to be given.
d) Dates are to be mentioned on which the training program has to be
accomplished.

The training needs records will be maintained in a manner suitable as decided


by the HR department.

This training calendar is strictly followed and training program is conducted


accordingly, to fulfill the individual needs and the job requirement. The program
can sometimes be Proponed or Postponed keeping in the view the organizations
constraints. However the same will be conducted whenever possible.

30
PHASE 2 : CONDUCTION OF THE TRAINING PROGRAMMES

Two types of training programs are conducted in IDBI Federal :

1. Internal Training programs


2. External Training programs

A. Conduction of the Internal Training Programs:

The Human Resource department of the company conducts the Internal or


In-house training programs. The following steps can do it:

The participants list is drawn up from the data bank listing, the
individuals who require training in that particular area subject to their
availability on the dates concerned.

For conducting the Training programs either In house training faculty is


used or External faculty is invited to take some sessions like in Kaizen,
an external trainer Mr.J.M. Pant gives the training to the employees

Participants are informed about the training through Emails sent by the
concerned department heads giving the details about the time and venue
of the of the programme, the faculty, the schedule and the final list of
the participants at least three days before the conduction of the
programme
Any sudden changes in the training program are accordingly informed to
the concerned department heads, to the participants and to the faculty

31
The various methods used to impart training are:

a) Short sessions by the Faculty

b) Presentations through LCD projectors

c) PowerPoint slides

d) Group discussions

e) Video presentation

f) Role plays

g) Lectures

32
B. Conduction of the external training programmes:

Besides the internal training programmes there are various External training

programmes, which are been given to the employees. Procedure for the

occurrence of the external training programme is discussed as follows:

The Human Resource Department receives the communication from various

sources such as Training Institutes in the form of Brochures and letters.

This information is being recorded for references.`

The training programmes are either technical or non technical such as-

Health safety management

Six sigma

Creativity &innovation

TPM (Total Productivity Manufacture)

Telephone skills for building the right company image

Training related to RO water treatment etc.

These training have been given to the employees. Organizers for

these training were from various reputed organizations like CII,

ASSOCHAM, Tetratech, India Habitat center etc.

33
If the program is of a Technical subject, the brochure is sent to the

concerned department head for the nominations. If the programs on a

Non-technical subject, then the participants are selected from the data

bank and the possible names are sent to the concerned departmental

heads. Subject to the availability of the person on the concerned dates,

the departmental head to the HRD confirms his nomination.

The nomination number bearing the code number unique to the

participant, are dispatched by HRD and have information about the

individual being sponsored, his designation and department along with

details of the training Program.

Copies of these nomination letters are sent one to each: -

The organizer of the program.

The Participants

The concerned head of the department.

The Time office (to account for the attendance).

The Accounts department (requesting them to make a cheque for the

participation fee) and,

One copy is retained for the records for future reference.

34
PHASE 3 : EVALUATION OF THE TRAINING PROGRAMMES

After the completion of the training program, the participants are given

feedback forms to fill up in which they evaluate: -

The course content

Objectives met by the training program

Applicability and feasibility of the program to their job

Techniques used by the trainer

The Faculty

Time limit of the program

Employees also give their suggestions for the organized training program,

they tell about the scope of improvement in the program. Based on the

suggestions given by the employees, necessary amendments are done for the

future. The respective employees duly attest evaluation forms and the records

of the feedback summary are maintained as a part of the training records.

In the event of an immediate need of the training to be provided to an

individual whereby the standard procedure cannot be followed the required

training will be provided to an individual on the discretion of the head of the

department and the Manager-HR.

35
TRAINING RECORDS MAINTAINANCE :

The training records maintained are: -

The performance Appraisal forms which are maintained as a part of the

personal files of the individual till his/her service.

List of the participants for every training programme is maintained as a

part of the training records for a period two years.

Signed Attendance sheet of each participant for every programme

conducted is maintained as a part of the training records for a period of

again two years.

Feedback forms filled by the participants are maintained as a part of


the training file for concerned programme for a period of one year.

36
VARIOUS LEVELS AT WHICH TRAINING IS

PROVIDED AT IDBI Federal:

There are five grades at which the training is given these are as follows:

GRADE VI : Supervisors

GRADE VII : Senior Assistants.

GRADE VIII : Assistants

GRADE IX : Junior Assistants

GRADE X : Permanent workers

Subdivisions of these groups are:

OC : Assistant officer

OB : Officer

OA : Senior Officer

7C : Senior Executive

7B : Assistant Manager

7A : Deputy Manager

6B : Manager

6A : Senior Manager

37
Grade OC and above are high-grade employees, they are also provided with the

training e.g. On Attitudinal changes.

Now for the next one year i.e. 2013 IDBI FEDERAL is focusing on Kaizen,

which is discussed in detail in the later sections.

38
39
RESEARCH METHODOLOGY

&

LIMITATIONS OF STUDY

&

LITERATURE REVIEW

40
RESEARCH METHODOLOGY

DATA SOURCES:

Primary data was collected by survey of executives of the company.

Secondary data was collected from historical records and websites of the

company.

PRIMARY SOURCES

Questionnaire: A questionnaire was developed to know the training &

development programs needs at IDBI Federal . It contains the questions and these

questions were pertaining to the job, task, duties & responsibilities, leadership,

discipline etc. It was given to each employee as to provide the answer of the

relevant questions. Thus the relevant information related to the assessment

parameters was helpful to know the training & development programs

requirement of the staff.

41
SECONDARY SOURCES

Historical records : Data regarding the origin and the history of the organization

were obtained from the historical records of the organization.

Websites : www.idbifederal .com from the intranet

SAMPLE SIZE: 20

RESEARCH APPROACH:

Primary data was collected by survey of executives of the company.

Secondary data was collected from historical records and websites of the

company.

RESEARCH INSTRUMENT:

The data was collected through a structured questionnaire developed to gather

information from the staff

SAMPLING PLAN:

Various department of company like H.R, production, quality assurance, and

maintenance.

DATA ANALYSIS:

Percentage method & through the help of charts.

42
LIMITATION OF THE STUDY

Like any other things this study also suffers from various limitations. Out of them
some major limitations of this survey are listed bellow:-

This
survey was conducted in the Sector-18, Noida branch of IDBI
FEDERAL so the findings are applicable to this unit only and cannot
generalized to the whole of IDBI Federal.

Consi
dering the short time duration the sample had to be restricted to 20
respondents.

The
most difficult task was to get the valuable time of the industry
personnel for the face-to-face interview, which was an essential part of
the project.

43
LITERATURE REVIEW

44
(Brown and Read 1984)
It is now almost axiomatic that the strategic goal of modern commercial
organizations is to create more intelligent and flexible firms then their competitors
by hiring and developing more talented human resources and by extending their
skill base It is imperative in the context of new business realities that organization
should be able to continuously innovate be customer- focused and remain cost
competitive to survive grow and excel in the long run. During the 1980s Japanese
management practices clearly indicated that business success based on high
standards of performance which was dependent on a highly trained and developed
workforce Recent research also indicates a causal link between high commitment
practices (including training and development) and improvements in an
establishment performance and competitive advantage.

The need for focusing on the international and comparative dimension of corporate
T & D policies has been increasingly felt ever since many nations of the world
such as China, India, Latin America, and East Central Liberalized privatized and
globalize their economic policies. This trend is indicative of the fact that many of
the changes influencing skill deficiencies and acquisition are common to many
countries.

(Meister 1997)
Since the beginning of the 20th century and especially after world war 2nd training
programs have become widespread among organizations involving more and more
employees and also expending in content. By the 1990s 40% of the fortune 500
firms have had a corporate university or learning center According to the 1995
survey of employer provided training center , nearly 93% of the us organization
with 50 or more employees provided formal training and close to 70% of their

45
employees ranging from executive to frontline workers are involved in recent
decades as the us companies are confronted with technological changes domestic
social problems and global economic competition training programs in
organizational have received even more attention touted as almost a panacea for
organizational problems ( carnevale Gainer and villet 1990 )

( Rosenthal, 1995 )
Increasing use of computer technology restructuring of business and a growing
global economy are some of the factor economists cite as contributing to change in
the employment structure of the us economy since the early 1980s Furthermore ,
there is a considerable growth projected to occur in occupations with higher
educational requirements The job classifications that currently use low-skilled
workers are experiencing up killing which translates into a need for more
responsibility more knowledge and ultimately more skill and there has been
stagnation and even a decrease in the number of jobs that are unskilled or very low
skilled ( Barnow , Chasanov and Pande 1990 )

The role of training and development in the service sector, more specifically in the
banking sector is no different from the rest of the organizations in the world.
Operating in the banking sector, the training and development functions plays a
further enhanced role and holds more importance as it deals with knowledge
workers and intelligent customers.

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47
ANALYSIS &FINDINGS

48
ANALYSIS & FINDINGS

Data collected through various manuals & information obtained through


questionnaire reveal the following major analysis and findings regarding the
training effectiveness:

1. Company prepares the annual TRAINING CALENDAR for proper training.

2. The internal faculties in the classroom give most of the trainings. So relevant
and work-oriented examples are given and trainees can more easily relate it to
their job.

3. According to the survey of employees result comes out that most of the
trainings are given in the area of social skills and knowledge then in the area
technical skills. IDBI FEDERAL provide trainings for the techniques also.

4. IDBI FEDERAL gives both types of trainings i.e. on the job trainings & off
the job trainings.

5. According to survey 100% employees said that IDBI FEDERAL provides


training to all employees.

6. The training programs have been integrated with relevant job areas.

7. Due to the very interactive training sessions the trainees have become to clear
their doubts.

8. IDBI FEDERAL provides trainings on other topics also like world


environment day etc.

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9. After studying the qualifications and the designation of the employees of the
different departments, it was concluded that selections of employees are done
very carefully. There was no major deviation in the qualifications and their
designations and hardly any mismatched was found.

10. For the behavioral training internal trainings are generally preferred.

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ARE YOU AWARE ABOUT TRAINING AND DEVELOPMENT PROGRAMS?

60 PEOPLE SAID YES OUT OF 100.


40 PEOPLE SAID NO OUT OF 100.

DO YOU THINK THAT TRAINING AND DEVELOPMENT PROGRAMS


ARE ESSENTIAL FOR ALL EMPLOYEES OF IDBI FEDERAL ?

70 PEOPLE SAID YES OUT OF 100.


30 PEOPLE SAID NO OUT OF 100.

WHO ARE THE TRAINERS IN IDBI FEDERAL ?

MANAGERS - 50%
SUPERVISOR - 5%
TRAINING EXPERT - 5%
PROFESSIONAL TRAINER 0%
OUTSIDE FACULTY 40%

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WHAT MAY BE THE DIFFERENT REASON FOR CONDUCTING T/D
PROGRAMS BY ORGANIZATION?

TO IMPROVE QUALITY & QUANTITY OF PRODUCT 35%


TO IMPROVE KNOWLEDGE & TECHNICAL SKILLS - 30%
TO BOOST UP THE MORALE OF THE EMPLOYEE - 20%
TO MAKE FAMILIAR WITH THE JOB - 15%
TO MINIMIZE THE ACCIDENT - 30%

WHICH METHOD OF T/D IS BEING USED IN IDBI FEDERAL ?

ON THE JOB - 45%


OFF THE JOB - 20%
BOTH - 35%

IS IDBI FEDERAL PROVIDED TRAINING TO THE EMPLOYEES?

80% PEOPLE SAID YES OUT OF 100.


20% PEOPLE SAID NO OUT OF 100.

AT WHAT TIME PERIOD IDBI FEDERAL PROVIDE TRAINING TO THE


WORKERS?

6 TO 12 MONTHS 15%
1 TO 13 YEARS - 0%
AS PER THE REQUIREMENT 65%
NOT DECIDED - 20%

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AFTER T/D PROGRAMS, HOW WOULD YOU RATE TRAINING
PROGRAM?

GOOD 25%
OUTSTANDING 50%
SATISFACTORY 25%
UNSATISFACTORY 0%

IS THERE ANY METHOD OF GIVING FEEDBACK OF THE T/D


COORDINATOR AFTER THE T/D PROGRAMS?

75 PEOPLE SAID YES THEIR IS A METHOD.


25 PEOPLE SAID NO (AS THEY DONT KNOW).

IF YES WHAT METHOD DOES YOU USE:

QUESTIONNAIRE 95%
DIARY - 2%
INTERVIEW & REPORT 3%

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54
RECOMMENDATION &

CONCLUSION

55
RECOMMENDATION

Following points can be recommended for the growth and development of

staff as on the basis of their evaluation-

In case of job knowledge the staff is well aware about their duties and

responsibilities and handles hazards and additional responsibilities with

great confidence & ease. So job enlargement should be done as to

motivate them and perform a variety of jobs

Employees have self-dependence qualities as they require occasional

supervision so a Self-Directed-Work (only the employee is responsible

for the whole work) should be assigned to them. It will create leadership

qualities in them.

Employees feel comfortable in case of changing working-conditions so

periodic job changes are required as to improve their interdepartmental

co-operation and they will be able to solve each others problems easily.

Most of the staff is in the favor of implementing new technologies and

desire to learn new concepts so new technologies should be implemented

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for their training & development programmes as to expand their

capabilities, knowledge, skills, etc.

As employees have the ability to take responsibilities for taking decision

& feel comfortable with their co-workers so some team-work should also

be assigned to them. It will be helpful in establishing leadership qualities

& they also aware about each others problems.

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CONCLUSIONS

In the new millennium when the corporate world is designing newer techniques

for developing employees and retaining them, the IDBI FEDERAL is no way

behind and the organizational structure is such that people works hand in hand

to align the organizational goals with the individuals goals. A lot of

improvements can be brought about in the company with the help of effective

training and coaching.

Training & development program is helpful as to strengthen the employees

productivity, their promotion, transfer, training & developments needs etc. This

is also helpful for the employees for Self-evaluation. The organization provides

training & development program to employees not only to knowledge of the job

but also for their increment & promotion. By training & development programs

we come to know that the whole staff also performs their job according to the

requirements of job.

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59
BIBLIOGRAPHY

60
BIBLIOGRAPHY

Human Resource Management by C.B.Gupta

www.idbifederal.com site from internet

www.google.com site.

www.altavista.com site.

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APPENDIX

62
63
TRAINING & DEVELOPMENT PROGRAM

IDBI FEDERAL (Noida)

{QUESTIONNAIRE}

NAME .

AGE .

GENDER..

1. Are you aware about training & development programs?

A. Yes ( ) B. No ( )

2. Do you think that training & development is essential for the employees of

IDBI FEDERAL ?

A. Yes ( ) B. No( )

3. Who are the trainers in IDBI FEDERAL ?

A. Managers ( ) B. Supervisors ( )

C. Training Experts ( ) D. Professional Trainer( )

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E. Outsiders Faculty ( )

4. What may be the different reason for conducting T/D programs by

organization?

A. To improve quality & quantity of product ( )

B. To improve knowledge & technical skills ( )

C. To boost up the morale of an employee ( )

D. To make familiar with the job ( )

E. To minimize the accident ( )

5. Which method of T/D is being used in IDBI FEDERAL ?

A. On the job ( ) B. Off the job ( ) C. Both ( )

6. When training is provide by IDBI FEDERAL ?

A. At the time of selection ( )

B. At the time of performance appraisal ( )

C. At the time of promotion ( )

D. At the time of any change ( )

7. Are IDBI FEDERAL provide training to the employees?

A. Yes ( ) B. No ( )

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8. At what time period IDBI FEDERAL provide training to the workers?

A. 6_12 month ( )

B. 1_3 years ( )

C. As per requirement ( )

D. Not decided ( )

9. After T/D programs, how would you rate training program?

A. Good ( )

B. Outstanding ( )

C. Satisfactory ( )

D. Unsatisfactory ( )

10. Is there any method of giving feedback of the T/D coordinator after the T/D

programs?

A. Yes ( ) B. No ( )

I. If yes what method does you use:

i) Questionnaire ( )

ii) Diary ( )

iii) Interview &Report ( )

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67