CONTENTS CHAPTER-1 STATEMENT OF THE PROBLEM SCOPE OF THE STUDY OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS

CHAPTER-2
INDUSTRY PROFILE COMPANY PROFILE

CHAPTER-3 REVIEW OF LITERATURE CHAPTER-4 OVERVIEW OF TRAINING PROGRAMME

DATA ANALYSIS AND INTERPRETATION

CHAPTER-5 FINDINGS SUGGESTIONS CONCLUSION BIBLOGRAPHY

QUESSIONAIRE

CHAPTER -1 INTRODUCTION

Statement of the problem

I n the present scenario Human Resource Management plays a dominant role. And in that Training and Development plays a major role. There is need for training and retraining personal in order to enable them to adopt new situations. In this era of knowledge every person needs to embrace a life time of learning and it is up to the organizations to give their employees this opportunities. To find the development of human resource, the T&D functions are combined together for development skills as well as basic aptitudes leading to a continued personnel growth to meet the changing job requirements more than the routine activities. So, the Training and Development regarding HDFC Standard Life Insurance. I want to do the project work of HDFC Standard Life Insurance, and how the HDFC Standard Life Insurance is providing the Training and Development to their Employees.

Scope of the Study

HDFC standard life insurance will come to know about the effectiveness of training, which it

gives for its employees. It will also come to know whether further improvement be made for better productivity. The questionnaire is used to conduct the study of effectiveness of training. The training provides an opportunity to increase the individual skills as well as organization goals. It also covers productivity improvement. So, The training leads high productivity in the organization.

OBJECTIVES OF THE STUDY

To study the existing training programs in HDFC standard life insurance To study the effectiveness of training program To ascertain about the changes required in training program To find what type of training is required to different level of employees in HDFC standard life insurance To suggest and recommend the measures for effective training and development programs.

RESEARCH METHODOLOGY
INTRODUCTION: In common , research refers to a search for knowledge. Infact research is an art of scientific investigation. Research Methodology is way to systematically solve the problems. Its guides us how research is done scientifically. It consists of the different steps that are generally adopted by the researcher to study this research problem along with logic behind them. It is necessary for the researcher to develop certain tests ,how to calculate the mean, the mode, the median or the standard deviation or chi-square.

DATA COLLECTION: The required data was collected through primary and secondary data

PRIMARY DATA
The data for the present study will be collected from the HDFC Standard Life Insurance at Bangalore.The data was collected through questionnaire and face-to-face interaction with the employees.

SECONDARY DATA
Secondary data was obtained from the past reports of the HDFC Standard Life Insurance and from the books, magazines, newspapers and generals.

SAMPLE SIZE: The sample size is 100

TYPE OF SAMPLING:
The sampling units are chosen on the basis of convenience sampling which has been taking as the method to select sampling respondents. Due and utmost care has been taken to cover all the segment, status and age etc.,

TOOLS USED FOR ANALYSIS:

1. Percentage Method 3. Charts and Diagrams. 1. Percentage Method: Percentage is special kind of ratio, which is used in making comparison between two or more series of data. . Charts and Diagrams.

LIMITATIONS
1. Since the study is conducted for 45 days therefore time is the major constraint. 2. Due to the management fear we may get the average response from the employees.. opinions clearly. 3. Since, the employees are busy in their work, it is also a limiting factor to discuss their

CHAPT ER-2 COMPANY PROFILE

___________________________________________________________

INDUSTRY PROFILE
What is insurance? Insurance is concerned with protection of economic value of assets. Every asset has a value and it is created at considerable cost. They have a lifetime during which time they are expected to perform but they can be destroyed or made nonfunctional through accidental occurrences. Such terrible occurrences are called perils. The damage the perils may cause to the asset is the risk. Risk only means that there is a possibility of loss or damage. There has to be uncertainty of risk; Insurance is relevant only where there is uncertainty. The occurrences have to be random. Accidental and not deliberately created. Brief history: The business of insurance started with marine business. Traders who used to gather in the Loyds caf in London agreed to share the losses to their goods while being carried by ships. The losses were on account of ships being pirated or damaged to goods because of whether conditions or sinking of the ships. The first insurance policy was issued in 1583 in England .In India, insurance began in 1818 with Life insurance being transacted by an English company, the European and Albert. The first Indian Insurance company was formed in 1870 Bombay mutual assurance society limited How it works: People facing common risks come together and make a small contribution. The contribution is made on the assumption that all of them are exposed to the risk, but who will become the victim is not known. By studying events for long time it is possible for forecast happening of the future, and as an average how many persons will suffer losses. The following example explains this concept.

____________________________________________________________________ Example:Suppose in a town there are one lakh huts. It is found that ten of them are getting destroyed by fire accident every year. Assuming the cost of constructing each hut Rs.1000/-,suppose all the huts man dwellers decide to contribute 10 paisa each, they can have a fund of Rs.10,000/- with which all the persons, who lost the huts, can be compensated. Thus insurance business is all about sharing. A risk which cannot be born by a person is spread over the entire community, so the risk becomes bearable. The contribution paid by an individual is called premium. The likely loss for which a person wants risk cover is called sum insured and the amount paid in the event of a loss is called claim. Coming to life insurance even though death is certain the time of death is uncertain. A human being is unique income generating asset. He earns not only for him self but supports the family. It is likely somebody may die before he is able to full fill his family responsibilities, in which case his family is in difficulties. Some times a person is not able to earn but lives for a long time, the risk of living to long. In the days when joint family system has collapsed this person can face hardship. Thus a human being is exposed to types of risks-pre mature death and risks of living to long.

Utility:Insurance acts as a social security tool: even though the govt. is expected to look after the social security of people, it is often not possible. Insurance companies supplement the efforts of the govt. in regard. Role in the economic development: insurance companies collect huge amounts by way of premiums. Thus funds are available for a long time. Insurance companies can invest in projects with long gestation period. The help in development of infra structure like roads, Bridges, irrigation projects, power plants etc.

______________________________________________________________________

Common risks faced by human beings: 1. Ill health of serious nature involving heavy medical expenses for a recuperation of normal health 2. Disability caused by an accident resulting in incapacity of earns; 3. Higher education of children when educational expenses are mounting; 4. Marriages of dependent daughters &sons involving huge expenditure; 5. Own a home for living either by construction or purchase; 6. Premature death These contingencies can be taken care by insurance. Advantages of life insurance: Life insurance has no competition from any other business. When a person saves in any instrument, the fund available is what is saved. In insurance, the fund available is what is saved. In insurance, the fund available is not what is paid by way of premium but the target amount which chosen as sum insured. In insurance settlement is easy because of nomination .The heirs can collect the money easily because of nomination or assignment

___________________________________________________________________ There is a certain amount of compulsion to go through the plan of savings. Creditors cannot claim the life insurance money. They can be protected against attachment by courts. There are tax benefits. Marketability and liquidity are better. A life Insurance policy is property. It can be transferred of mortgaged. Loans can be raised against the policy. 1. From the agents point of view. Life insurance is the only way for family protection. It takes care of the UN certainties of futures. The value of human life is far greater then the value of property. Only insurance can protect it. Life insurance is not surpassed by any other instruments in terms of security, marketability, stability of value and liquidity. Life insurance enhances the existing standards of living. Life insurance helps peoples like financially solvent lives.

Types of insurance: # Life insurance # Non-life insurance

__________________________________________________________ COMPANY PROFILE

HDFC Standard Life is a joint venture between India's leading housing finance company HDFC and Europe's Largest Mutual Insurance Company Standard Life. HDFC Housing Development Finance Corporation Ltd. 1. It is incorporated in the year 1977. 2. It is the first private housing finance provider in India. 3. It is enlisted in both BSE and NSE. 4. High quality loan portfolio-Gross NPL's less than 1%. 5. Constant technological up gradation of systems 13.3% cost income ratio. HDFC GROUP OF COMPANIES a. HDFC Home Loans b. HDFC Deposits. c. HDFC Bank d. HDFC Standard Life Insurance Company Ltd e. HDFC realty.com f. HDFC CHUBB GENERAL INSURANCE CO. LTD. g. HDFC Mutual Funds h. CIBIL i. CENTRE FOR HOUSING FINANCE j. INTELENET. k. HDFC Securities. l. HDFC Securitization m. HDFC Distribution

______________________________________________________________________ STANDARD LIFE: 1. Founded in 1825 in Edinburgh in United Kingdom. 2. Currently over 5 million Policy Holders benefiting from the service offered. 3. Europe's largest mutual life insurer 4. Assets under management more than 7, 50,000 crores.

ENTRY INTO INDIAN MARKET First Market entry in 1847. Innovative products& processes Lost policy sold in the year 1938 Last claim settled in 1997

GROUP OF COMPANIES: Standard Life Bank: Fast growing banking company in U.K Standard Life Investments: Invest provider 5 star award for the eighth successive year. Standard Life Health Care: U.K's leading health insured. Health insurance Company of the year 2003.

______________________________________________________________________ HDFC STRENGTHS: First private life insurance company to get license from IRDA Only Private Insurance Company to declare Bonuses for the last 6 years consecutively. Most Respected Private Insurer award from Business World.

HDFC SL VISION: We are the most successful and admired life insurance company which means that we are the most trusted company, the easiest to deal with, offer the best value for money, and set the standards in the industry. In short The most obvious choice for all. VALUES OF HDFC: Integrity Innovation Customer Centric People Care Team work Joy & Simplicity

______________________________________________________________________ PRINCIPLES OF LIFE INSURANCE Insurance is a combination three disciplines. These can be described as Mathematical principles called Actuarial principles. Legal principles, and Economic principles. Legal Principles are again divided into two types: 1. Commercial contract 2. Insurance contract principles of Life Insurance:

a. Uberrima fides or utmost good faith b. Insurable Interest c. Economic principles

a.

Economic principles are again divided into four types: Human life value (HLV)

b. Connecting link between generations c. Human life value enhances property values d. Family is an Economic Unit

CHAPTER-3 LITERATURE REVIEW

REVIEW OF LITERATURE OVER VIEW OF TRAINING PROGRAMME INTRODUCTION:

As organization without human resources is incomplete and impossible.Now a-days it is very much important to concentrate on human resource. It is one of the main areas where training is essential. If there is poor or inadequate training practices in organization it leads to mere waste of the resource. The training can be made effective for the better performance of the employees as well as executives and their job work by practically implementing the training programs they have undergone. Since the training is cost effective and an never ending process and also time consuming, there is no need of assessment to find out whether the training programs practically implement it. Organization must highly concentrate on training the employees in the field, which they are poor. After training the employees organization must check for effectiveness of training given to employees. If the program fails in improving the effectiveness and performance of an employee than the company will not be in the process of development and increase in productivity. conducted in the organization has an effective impact on the performance of their work and are able to

Every organization needs to have well trained and experienced people. If the current or potential job occupant. But to adjust with the environmental changes it is necessary to rise the skill levels and increasing the versatility and adaptability of employees. Inadequate job performance or a decline in productivity, changes resulting out of job redefining technological break through requires some type of training and to develop the efforts of employees. As the job becomes more complex, the importance of employee development is not an activity that is desirable but also an activity that an organization must commit resource to meet the needs of change of performance.

MEANING AND DEFINITION

After an employee is selected, placed and introduced he or she must be provided with training facilities. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is an organized procedure by which people learn knowledge and/or skill for a definite. -- BY Dale S.Beach.

In other words training improves changes, moulds, the employees knowledge, skill, behaviour, aptitude, and attitude towards the requirements of the job and organization. Training refers to the teaching and leaning activities carried on for the primary purpose of helping members of an organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job and organization.

Training is a learning experience in that it seeks relatively permanent changes in an individual that will improve his or her ability to perform on job.

Training is a process of learning a sequence of programmed behavior by application of knowledge. Development is a related process. It covers not only those activities, which improve job performance but also those, which bring about growth of personality.

TRAINING AND DEVELOPMENT

Employee training is distinct from management development or executive development. While former refers to training given to employees in the areas of operation, technical and allied arias, the later refers to developing an employee in the areas of techniques of management, administration . Organization and allied areas. principles and

IMPORTANCE OF TRAINING:
The importance of human resource management to a large extent depends on human resource development. Training is the most important technique of human resource development. As stated earlier, no organization can get a candidate who exactly matches with the job and the organizational requirements. Hence, training is important to develop the employee and make him suitable to the job

BASIC PURPOSE OF TRAINING

Every organization big or small, productive or non-productive. Economic or social, old or newly established should provide training to all employees irrespective of their qualification, skill, suitability for the job etc. Thus no organization can choose whether or not to train employees. Training is not something that is done once to new employees; it is used continuously in every well run establishment. Further, technological changes, automation, reuire up-dating the skills and knowledge. As such an organization has to retain the old employees.

Specifically, the need for training arises due to the following reasons: 1. To match the employee specification with the job requirements and organizational Needs. 2. Organizational viability and the transformation process. 3. Technological advances. 4. Organizational complexity. 5. Human relations. 6. Change in the job assignment. 7. Increase productivity. 8. Improve quality of the product/service. 9. Help a company to fulfill its further personnel needs. 10. Improve health and safety. 11. To prevent obsolescence. 12. Effect the personal growth. 13. Minimize the resistance to change.

TRAINING METHODS
1. On-the job training method. 2. Off-the job training method. 1.On-the job training This type of training ,also known as job instruction training, is the most commonly used method. Under this method the trainee learns under the supervision and guidance of a qualified worker or instruction.

(a). Job rotation. (b). Coaching. (c). Job instruction. (d). Committee assignment. (a). Job rotation: This type of training involves the movement of training from one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer. (b). Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individual. (c). Job instruction: This method is also known as training through step by step. Under this method, trainer explains the trainee the way of doing the jobs , job knowledge , skills and allows him to do the job. (d). Committee assignment: Under the committee assignment group of trainees are given and asked to solve an actual organization problem .The trainees solve the problem jointly.

2.Off-the job training Under this method of trainee is separated from the job situation and his attention is focused upon the learning the material related to his future jobs performance. (a). Vestibule training. (b). Role-play. (c). Lecture methods. (d). Conference or Discussion. (e). Programmed instruction

(a). Vestibule training In this method actual work conditions are simulated in a classroom. This type if training is commonly used. (b). Role-playing It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action doing and practice. ( c).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. (d). Conference or discussion: It is a method in training the clerical, professional and supervisory personnel this involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions. (e). Programmed instruction: In recent years this method has become popular. The subject matter to be learnt is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction.

METHODS OF MANAGEMENT DEVELOPMENT

1. On-the job Techniques. 2. Off-the job Techniques.

1. On-the job Techniques

(a). Coaching. (b). Job Rotation. (c). Under study. (d). Multiple Management.

2. Off-the job Techniques (a). The case study. (b). Incident method. (c). Role-playing. (d). In basket method. (e). Business game. (f). Sensitivity training. (g). Simulation. (h). Grid training. (I). Conferences. ( j). Lecturer.

Training should
1. Be a systematic process with some planning and control rather than a random learning from experience. 2. Be concern with changing concepts skills or attitudes of people treated both as individual; and as groups. 3. Be intended to improve performance in both the present and following jobs and through this should enhance the effectiveness on the part of the organization, where the individuals or the group of workers. Benefits of training can be in terms of 1. Benefits for employees and 2. Benefits for the organization 1. Benefits for employees Improved job performance Better career prospects More job satisfaction Greater salary expectations

2. Benefits for organization Improves work performance Increase safety to work More consistent satisfaction Reinforce staff motivation

Evaluation of training programme 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 leads to controlling and correcting the training programme. 1. Reaction 2. Learning 3. Job behavior 4. Organization 5. Ultimate value

CHAPTER-4 DATA ANALYSIS AND INTERPRETATION

TABLE:1 1. No of Respondents attended the training programme provided by the organization

Option Yes No Total

No. of respondents 95 5 100

Percentage (%) 95 5 100

Respondents attendance of training provided by organization

100 90 80 70 60 50 40 30 20 10 0 No, 5 No, 5 yes No yes, 95 yes, 95

No.of respondents

percentage(%) options

INTERPRETATION: The above chart shows that majority of respondents (95%) attended the training programme provided by the organization and 5% of respondents not attendance.

TABLE:2 2. How frequently the Training programme conducted by the organization

Option Quarterly Half yearly Annually Bi-annually Total

No. of respondents 80 20 0 0 100

Percentage (%) 80 20 0 0 100

Training programme conducted by the organization

100 90 80 70 60 50 40 30 20 10 0

quarterly half yearly annualy bi-annualy

No.of respondents

percentage(%)

options

INTERPRETATION: The above chart shows that majority of respondents (80%) said that the training programme is conducted quarterly and 20% of respondents said that half -yearly.

TABLE:3
3. What Methods are followed in the training programme.

Option Coaching Lecture Seminars Workshops Total

No. of respondents 15 30 30 25 100

Percentage (%) 15 30 30 25 100

Training methods followed by organization

100 90 80 70 60 50 40 30 20 10 0

coaching lecturer seminar workshop

No.of respondents

percentage(%)

options

INTERPRETATION: The above chart shows that majority of respondents(30%) are said that lecture and 30% of respondents said that seminar and 25% of the respondents said that workshop and 15% of respondents said that coaching to the employees in the organization.

TABLE:4 4. The training programme helps in improving skills of the employees in the Organization. Option Strongly agree Agree Disagree strongly disagree Total No. of respondents 75 25 0 0 100 Percentage (%) 75 25 0 0 100

The training programme helps in improving skills 100 90 80 70 60 50 40 30 20 10 0

strongly agree agree disagree strongly disagree

No.of respondents

percentage(%)

options

INTERPRETATION: The above chart shows that majority of respondents (75%) strongly agree the training programme help in improving their skills and 25% of the respondents agree.this show that the 100% the employees are benefited by the training program.

TABLE:5
5. Gaining knowledge at work place after attending the training programme provided by the organization.

Option Yes No Total

No. of respondents 92 8 100

Percentage (%) 92 8 100

Gaining knowledge by attending training programme

100 90 80 70 60 50 40 30 20 10 0 No.of respondents percentage(%) options

yes No

INTERPRETATION: The above chart shows that majority of respondents (92%) opined that they gain knowledge at work place after attending training programme and 8% of respondents said that it is not.

TABLE:6
6. How is the Relationship between the colleagues, trainer during the training period.

Option Excellent Very good Good Poor Tatal

No. of respondents 80 15 5 0 100

Percentage(%) 80 15 5 0 100

The relationship between colleagues and trainer

100 90 80 70 60 50 40 30 20 10 0

excellent verygood good poor

No.of respondents

percentage(%)

options

INTERPRETATION: The above chart shows that majority of respondents (80%) said that excellent 15% of respondents said that very good and 5% of respondents said that good the relationship between the colleagues and trainer during the training period.

TABLE:7

7) What is the employees experience in the organization.

Option <5yrs 5-10yrs 10-15yrs >15yrs Total

No. of respondents 60 30 8 2 100

Percentage(%) 60 30 8 2 100

Experience of the employees 100 90 80 70 60 50 40 30 20 10 0

<5yrs 5-10yrs 10-15yrs percentage(%) >15yrs

No.of respondents

options

INTERPRETATION: The above table shows that majority of respondents(60%) have <5yrs experience,30% of the respondents have 5-10yrs experience,8%of the respondents have 10-15yrs experience and 2% of respondents have >15yrs experience.

TABLE:8 8) How is the training programme is rated in the organization.

Option Excellent Very good Good Poor Total

No. of respondents 10 70 20 0 100

Percentage(%) 10 70 20 0 100

Training programme in the organization 100 90 80 70 60 50 40 30 20 10 0

excellent verygood good poor

percentage(%)

No.of respondents

options

INTERPRETATION: The above chart shows that majority of respondents (70%) said that the training programme is very good, 20% of respondents said that the training programme is good and very least per centage members said that excellent.

TABLE:9 9)How many employees says that the training programme helps in achieving individual goals as well as organization Organizational goals.

Option Yes No Total

No. of respondents 95 5 100

Percentage(%) 95 5 100

Achieving individual goals and organizational goals 100 90 80 70 60 50 40 30 20 10 0

yes No

No.of respondents

percentage(%) options

INTERPRETATION: The above chart shows that majority of the respondents(95%) said that the goals. training programme helps in achieving both individual goals and organization

TABLE: 10 10) What are the Individual goals and organizational goals achieved by agreed respondents.

Option Improving skills Increasing productivity No absenteeism Any other Total

No. of respondents 70 20 5 0 100

Percentage(%) 73.7 21 5.3 0 100

Individual and organizational goals achieved by ageed respondents 100 90 80 70 60 50 40 30 20 10 0 No.of respondents options percentage(%)

improving skills increasing productivity No absenteeism any other

INTERPRETATION: The above chart shows that majority of respondents (73.7%) agree the training programme helps in improving skills , 21% of respondents agree it helps in increasing productivity and 5.3% of respondents said that no absenteeism in the organization.

TABLE:11 11) How far training programme is applicable in the job.

Option Yes No Total

No. of respondents 88 12 100

Percentage(%) 88 12 100

Applicability of training techniques

90 80 70 60 50 40 30 20 10 0

yes No

No.of respondents

percentage(%) options

INTERPRETATION: The above chart shows that majority of respondents(88%) said that the training programme is applicable in organization and 12% of respondents disagree.

TABLE:12 12) how far the training methods are beneficial for the new comers

Option Coaching Lecture Seminars Work shop Total

No. of respondents 60 20 10 10 100

Percentage(%) 60 20 10 10 100

Training methods for new comers 100 90 80 70 60 50 40 30 20 10 0 No.of respondents percentage(%)

coaching lecturer seminar w orkshop

options

INTERPRETATION: The above chart shows that majority of respondents (60%) said that coaching method is followed for new comers in the organization,20% of respondents said that lecturer and 10% of respondents said that seminar and remaining respondents said that work shop for new comers in the organization.

TABLE:13 13) How the training programme helps to new comers in the organization.

Option Excellent Very good Good Poor Total

No. of respondents 10 68 22 0 100

Percentage(%) 10 68 22 0 100

The training programme helps to new comers 100 90 80 70 60 50 40 30 20 10 0

excellent very good good fair percentage(%) options

No.of respondents

The above chart shows that majority of respondents(68%) said that very good, 22% of respondents said that good and 10% of respondents said that excellent the training programme help to new comers in the organization.

TABLE:14 13. What is the impact of training programme on the employees personality development.

Option Excellent Very good Good Poor Total

No. of respondents 25 60 15 0 100

Percentage(%) 25 60 15 0 100

Impact of training programme on the employees personality development

100 90 80 70 60 50 40 30 20 10 0

excellent very good good poor

No.of respondents

percentage(%)

options

The above chart shows that majority of respondents (60%) said that very good, 25% of respondents said that excellent and 15% of respondents said that good the impact of training programme on their personality development.

TABLE:15 14. how far the self morale is developed at the work place by the training programme.

Option Excellent Very good Good Poor Total

No. of respondents 10 72 18 0 100

Percents(%) 10 72 18 0 100

Self morale at work place by training programme 100 90 80 70 60 50 40 30 20 10 0

excellent very good good poor percentage(%) options

No.of respondents

INTERPRETATION: The above chart shows that majority of respondents(72%) said that very good ,18% of respondents said that good and 10% of respondents said that excellent the training boost up the self morale at work place.

TABLE:16 15. Is Discipline prevailed at the work place.

Option Yes No Total

No. of respondents 87 13 100

Percentage(%) 87 13 100

Discipline at w ork place by training program me 100 90 80 70 60 50 40 30 20 10 0 No.of respondents percentage(%) options

yes No

INTERPRETATION: disagree.

The above chart shows that majority of respondents (87%) are agree

the training programme helps in developing the discipline at work place and 13% of respondents

TABLE: 17 17) Are the Well designed &widely shared training policies provided to the employees.

Option Yes No Total

No. of respondents 89 11 100

Percentage(%) 89 11 100

Well designed and w idely shared training policies 100 90 80 70 60 50 40 30 20 10 0 No.of respondents options percentage(%)

yes No

INTERPRETATION : The above chart shows that majority of respondents (89%) agree they are getting well designed and widely shared policies respondents disagree. from the organization and 11% of

TABLE: 18 18. How far are the employees Satisfied with the present training programme. Option Fully satisfied Satisfied Dissatisfied Up to some extent Total No. of respondents 12 88 0 0 100 Percentage(%) 12 88 0 0 100

satisfaction of employees on present training programme

100 90 80 70 60 50 40 30 20 10 0
No.of respondents percentage(%)

fully satisfied sastisfied dissatisfied upto some extent

options

INTERPRETATION: The above chart shows that majority of respondents (88%) are satisfied with present training and 12% of respondents are fully satisfied with the training programme.

TABLE: 19 19. Is the capability of the an employee been checked after the training programme. Option Yes No Total No. of respondents 93 7 100 Percentage(%) 93 7 100

Evaluation of capability after training 100 90 80 70 60 50 40 30 20 10 0

yes No percentage(%)

No.of respondents

options

INTERPRETATION: The above chart shows that majority of respondents (93%) opined that their capabilities are assessed and 7% of respondents are not evaluating their capabilities after training programme.

TABLE:20 20.Is the communication among peers, subordinates and management during the training period takes place. Option Yes No Total No. of respondents 96 4 100 Percentage (%) 96 4 100

comm unication betw een peers,subordinates and m anagem ent 100 90 80 70 60 50 40 30 20 10 0 No.of respondents options percentage(%) yes No

INTERPRETATION: The above chart shows that majority of respondents (96%) opined that, they have good communication with peers ,subordinates and management and 4% of respondents disagree.

TABLE:21 20.Is there any Need for extra training.

Option Yes No Total

No. of respondents 66 34 100

Percentage(%) 66 34 100

Need for extra training 100 90 80 70 60 50 40 30 20 10 0

yes No

No.of respondents

percentage(%)

options

INTERPRETATION: The above chart shows that majority of respondents (66%) need extra training and 34% of respondents do not need extra training.

CHAPTER-5 FINDINGS, SUGGESTIONS AND CONCLUTION

FINDINGS
1. most of the employees said that they are satisfied with the present training programme. 2. most of employees said that the communication with the peers and management 3. during the training programme is good. 4. Most of employees assessing their capability after training. 5. employees agree they are getting well designed and widely shared training policy. 6. Mostly lecture and seminar training methods are following in the organization. 7. Majority of employees are attending the training programme provided by the organization. 8. Majority of employees strongly agree the training programme helps in improving their skills. 9. Majority of employees said that the relationship between colleagues, trainer during the training programme is excellent. 10. Majority of employees agree the training programme helps in achieving both individual goals and organizational goals. 11. Majority of employees said that they apply the techniques learnt during the training programme. 12. the employees said that the training programme helps the new comers. 13. The impact of training programme on personality development is very good. 14. employees said that the training programme boost up the self morale at work place. 15. The programme is not so effective on those employees who shows less interest. 16. The training would be additional cost for the company if it is conducted every now and then ,hence should be conducted when strongly required.

SUGGESTIONS

1. The methods of training needs to be improved by following coaching method. 2. The efficiency of the training programme needs to be improved by good trainer. 3. The training programme is to be improved to help in achieving more individual Goals. 4. The impact of training programme is to be increase to develop personality of the employees. 5. The self morale needs to be improving by providing good training facilities. 6. The training policies needs to be improved to know the organizations policies and procedures. 7. The employee satisfaction is to be improved by the training programme. 8. The organization must provide extra training to the employees.

CONCLUSIONS I would like to conclude that over all effectiveness of training programmes of HDFC standard life insurance, could satisfy majority of employees, but some of the employees are dissatisfied regarding their training methodology, interaction with the trainner and programmes organized , scheduled and also time allocated to complete the training programme.

BIBLIOGRAPHY
BOOKS REFERRED
Human Resource Management and Industrial Relations (Himalayan publications 2000Edition)

AUTHOR
P.SUBBARAO

Personal management (Tatamacgraw Hill publications Co.Ltd)

C.B.MEMORIA

Research Methodology (Vishwaraprakasam 2nd Edition) Management Theory and Principles

C.R.KOTHARI L.M.PRASAD

Web site: www.hdfcinsurance.in

www.google.com

QUESTIONNAIRE

NAME AGE QUALIFICATION DESIGNATION DEPARTMENT GENDER

1. Have you attended any training programme provided by this organization? a. Yes [ ] a. Quarterly [ ] a. Coaching [ ] b. No [ ] b. half yearly [ ] b. lecturers [ ] b. agree[ ] b. No [ ] b. very good [ ] b. 5-10yrs[ ] b. very good [ ] c. good [ ] d. poor [ ] d. >15yrs[ ] d. poor [ ] c. annually [ ] c. seminars[ ] c. disagree [ ] d. bi annually [ ] d. workshops[ ] d. strongly disagree [ ] 2. How often training is conducted? 3. What are the methods followed while training? 4. Do you think that training programme help you in improving your skills? a. Strongly agree [ ] a. Yes [ ] a. Excellent [ ] 7. Experience? a. <5yrs [ ] a. Excellent [ ] organization goals? a. Yes [ ] b. No [ ] c. 10-15yrs[ ] c. good [ ] 5. Have you gained knowledge at work place after attending training program? 6. How is your relationship with colleagues, trainer during the training?

8. What about of training? 9. Is the training program will help you in achieving both individual goals and

10. All techniques learnt in training program are applicable to your related job? a. Yes [ ] a. Coaching [ ] a. Excellent [ ] a. Excellent [ ] a. Excellent [ ] a. Yes [ ] a. Yes [ ] a. Fully satisfied [ ] c. Dissatisfied [ ] a. Yes [ ] b. No [ ] b. No [ ] b. lecturer [ ] b. very good [ ] c. seminars [ ] c. good [ ] d. work shop [ ] d. fair [ ] d. poor [ ] d. poor [ ] 11. What are the training method followed for new comers in the organization? 12. How far training help to new comers in the organization? 13. What is the impact of training on your personality development? b. very good [ ] b. very good [ ] b. No [ ] b. No [ ] b. satisfied [ ] d. up to some extent [ ] c. good [ ] c. good [ ] 14. To what extent the training boost up the self morale at work place? 15. Is training program helps in developing the discipline at work place? 16. Did you get well designed and widely shared training policy in the organization? 17. Are you satisfied with the present training given by an organization?

18. Are you assessing your capabilities after training? 19. Are you have nice communication with peers and management during The training program? a. Yes [ ] a. Yes [ ] b. No [ ] b. No[ ] 20. Are you happy with the training given by the organization or are you need extra training?