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Training and Development in Max Newyork Life Insurance Project Report Submitted to University of Pune In Partial Fulfillment of Requirement

for the Award of Degree of MASTER OF BUSINESS ADMINISTRATION By SWATI YADAV Under the guidance of Mrs. Anima Rathode Sinhgad Institute of Management 2010-2011

DECLARATION

I, the undersigned, hereby declare that the Project Report entitled Training and Development in Max Newyork Life Insurance written and submitted by me to the University of Pune, in partial fulfillment of the requirement for the award of degree of Master of Business Administration under the guidance of Mrs. Anima Rathode is my original work and the conclusions drawn therein are based on the material collected by myself. Place: Date: Swati Yadav

CERTIFICATE

This is to certify that the Project Report entitled Training and Development in Max Newyork Life Insurance which is being submitted herewith for the award of the degree of Master of Business Administration of University of Pune, is the result of the original research work completed by Swati Yadav under my supervision and guidance and to the best of my knowledge and belief the work embodied in this Project Report has not formed earlier the basis for the award of any degree or similar title of this or any other University or examining body. Place: Date: Mrs. Anima Rathode

TRAINING & DEVELOPMENT

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

TRAINING AND DEVELOPMENT NEEDS = STANDARD PERFORMANCEACTUAL PERFORMANCE

TRADITIONAL DEVELOPMENT

AND

MODERN

APPROACH

OF

TRAINING

AND

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

The modern approach The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

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

Functional Objectives maintain the departments contribution at a level suitable to the organizations needs.

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

IMPORTANCE OF TRANING & DEVELOPMENT

1. Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

2. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

3. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

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

5. 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.

6. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

7. 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.

8. Quality Training and Development helps in improving upon the quality of work and work-life.

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

10. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

11. Morale Training and Development helps in improving the morale of the work force.

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

13. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

SIGNIFICANCE OF TRAINING AND DEVELOPMENT

REDUCTION IN COST OF PRODUCTION: - Efficient workers do their works in he best manner. They make the maximum utilization of material and machines. Thus, the cost of production is reduced.

MAXIMUM UTILIZATION OF MATERIAL AND MACHINES: - Training teaches the employees of the enterprise method of doing their job in the best possible manner. As a result of it they make the possible utilization of material and machines of the enterprise available to them.

MINIMUM POSSIBILITY OF ACCIDENT: - Trained workers know the method of doing their job in the required manner. The know-how to use the machines in the best possible manner. It reduces the possibility of accidents to the minimum.

STABILITY IN ORGANISATION: - Training brings stability in the organization, because it reduces the rate of absenteeism and labor turnover. It enables the workers to their work in the absence of any supervision. It brings the stability in the organization.

HIGH MORAL: - As the trained workers are capable in doing their jobs in most suitable manner and can understand the procedures and method easily, it increases their morale. It gives them satisfaction in their work.

IMPROVEMENT IN THE QUALITY AND QUANTITY OF PRODUTION: Training increases the efficiency of employees, which increases the quality of production and improves its quality

DIFFERENCE BETWEEN EFFICIENT AND INEFFICIENT EMPLOYEES: Training provides an opportunity to evaluate the ability and capability of all the employees. An efficient employee learn the methods to do work efficiently while an inefficiently employee learns the methods to do work very late. Thus, Training provides an opportunity to measure the efficiency of workers. In efficient worker may b allocated some light job to do.

MINIMUM NEED OF SUPERVISION: - A Trained worker can do his work Himself efficiently. Thus, The Training reduces the need of supervision to minimum.

HELPFUL TO MANAGERS: - As there is minimum need of supervision, it helps the managers of concentrate enterprise to upon the important problem of enterprise. They have not to waste their valuable time on supervising the workers.

INCREASE IN UNDERSTANDING: - Trained workers can learn the methods and procedures of the production quickly, Training improves the power of understanding among them. They can follow the technical attitudes and changes themselves easily and quickly.

INTRODUCTION OF TRAINING

TRAINING DEFINED
Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personal acquire technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations, like operation of some machine. It is designed primarily for non-managers, it is for short duration, and it is for a specific job-related purpose. Training is the most effective tool for changing the organization to keep pace with developments in the external environment. The need for training for the sake of company as well as for personal development is felt strongly at every level. Not only new entrants but the existing employees also need to be trained continuously. Training is the process of imparting new skills and improving the existing skill in the employee so he can perform his work perfectly. Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. We typically say training can in involve the changing of skills, knowledge, attitudes, or social behaviors. It may mean changing what employees know, how they work, their attitudes toward their work or their interactions with their co-workers or their supervisor. Training is an organized activity for increasing the knowledge and skills of people for the definite purpose. It involves systematic procedure for transferring technical know how to the employees so as to increase their knowledge and skills for drag specific jobs with proficiency.

After the newly appointed employees have joined the organization the next phase of the personnel programmed is to impart necessary training to them to make fully fit for the jobs they are supposed to handle. According to Dale S.Beach, Training is the organized procedure by which learn knowledge and skill for a definite purpose According to Edwin B.Flippo, Training is the organized procedure by which learn knowledge and skill of an employee for doing a particular job.

IMPORTANCE OF TRANNING OBJECTIVES

Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives,

Trainer The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainees mind that actually helps in gaining attention.

Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training.

Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content objective is an important to tool to judge the performance of participants. Accordingly to

achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation.

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IMPORTANCE OF TRAINING OBJECTIVES

Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.

Therefore, without any guidance, the training may not be designed appropriately.

Evaluator It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainee.

NEED OF TRAINING

Training is required on account of the following reasons: 1. Job Requirements-Employees selected for a job might lack the qualifications required to perform the job effectively. New and experienced employees require detailed instruction for effective performance on the job. New employees need to provide orientation training to make them familiar with the job & the organization. 2. Technological Changes- Technology is changing very fast. Now automation & mechanization have are being increasingly applied in offices & services sector. Increasing use of fast changing technology requires training into new technology. For instance. Staff in public sector bank are trained due to computerization of banking operations. No organization can take advantages of latest technology without a well trained personal. New jobs require new skills. 3. Organisational Viability- With increasing economic liberalization & glibalisation in India, business firms are experiencing expansion, growth & diversification. Existing employees need refresher training to keep them abrest of new knowledge.trained staff is the most valuable assets of a company. 4. Internal Mobility- Training becomes necessary when an employees moves from one job to another due to promotion & transfer. Employees chosen for higher level jobs need to be traied befor they are asked to perform the higher responsibility. Training is widely used to prepare employees for higher level jobs.

IMPORTANCE OF TRAINING

A well planned & well executed program cam provide the following advantages: 1. Higher Productivity- Training helps to improve the level of performance. Training employees perform better by using better method of work. Improvements in manpower productivity in developed nations can be attributed in no small measure to their education & industrial training program.

2. Better Quality of Work- In formal training the best methods are standardized & taught to employees. Uniformity of work methods and procedure helps to improve the quality of product. Trained employees are likely to make operational mistake.

3. Less Learning Period- A systematic training program helps to reduce the time & cost involved in learning. Employees can more quickly reach the acceptable level of performance. They need not waste their time & efforts of learning through trial & error.

4. Cost Reduction- Trained employees make more economical use of material & machinery. Reduction in waste & spoilage together with increase in productivity help to minimize cast of operation per unit.

5. Reduction Supervision- Well trained employees tend to be self-reliant & motivated. They needs less guidance & control. Therefore, supervisory burden is reduced & the span of supervision can be enlarged.

6. Low Accident Rate- Trained personnel adopt the right work methods & make use of the prescribed safety devices. Therefore, the frequency of accidents is reduced.

7. High Moral- Proper training can develop positive attitude among employees. Job satisfaction & moral are improved due to a rise in the earning & jib security of employees.

8. Personal Growth- Training enlarge the knowledge skills of the participants. Therefore, well trained personnel can grow faster in their career. Training prevents obsolescence of knowledge & skills.

9. Organizational Climate- A sound training program helps to improve the climate of an organization. Industrial relation & discipline are improved. Therefore, decentralization of authority & participative management can be introduced.

ROLE OF THE CHIEF TRAINING MANAGER

The conventional view about the role of a trainer is to conduct training programmers. A good trainer must necessarily be able to take sessions in different training courses. His ratings in these training programmed would mostly determine his success or otherwise as a trainer. Personnel managers and manpower Development managers working in the manufacturing culture of organizations took a manufacturing approach to development of human resource. This approach starts with the belief that as a raw material by processing is converted into the final product, so is a human resource, which when put through different management development programmed, is converted into a good management resource. Thus, the trainer became a manufacturer of training programmed. In the office of the CTM, each form is thoroughly scrutinized and the training needs of various departments are noted.

TRAINING BENEFITS

Well planned well executed training programmed should result in: Reduction in waste and spoilage Improvement in methods of work Reduction in learning in time Reduction in machine breakage and maintenance cost Reduction in accident rate Improvement in production rate Improvement in quality of products Improvement of morale and reduction in grievances Improvement in efficiency Personal growth Self confidence Higher Earning Safety Adaptability Promotion New skills

PROCESS OF TRAINING
The training programmed in VARUN BEVERAGES LTD. INSURANCE LTD Kosi not only in that but also in each concern is a costly affair and a time- consuming process.

Therefore, it must be devised very carefully so that it achieves its objectives with least possible cost. In order to make a training programmed effective, it should proceed through a sequence of steps as written below:

IDENTIFYINF TRAINING NEEDS

SETTING TRAINING OBJECTIVES & POLICIES

EVALUATION CRITERIA

DESIGNING TRAINING PROGRAMME

CONDUCTING THE PROGRAMME

FOLLOW UP & EVALUATION

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PROCESS OF TRAINING

a). TRAINING NEED IDENTIFICATION: The basic aim of training is to induce a suitable change in the individual concerned. It can be useful in improving tine transformation process that takes place in the organization in terms of processing of input to output. Therefore training needs have to be related both in terms of the organizations demand and that of individuals. Hence to identify the training is very essential which head of the department of every department does. The first phase in the planning process is the identification of training needs which evolves the following:

1). Organizational Analysis: The organizational analysis include the following steps: Analysis of objectives: Analysis of organizations objectives provides a clear understanding of short and long-term objectives as well as the priorities that are accorded to various objectives. Resource utilization Analysis: The second step involves evaluating the process of allocation of various human and physical resources and the extent of their efficient utilizations in meeting the specific operational targets across the organization. Environmental Scanning: This involves analysis of the enterprise as an organization or a subsystem operating in a distinct socio-cultural, economic and political environment. Organization Climate Analysis: The climate of an organization is a reflection of its

members attitude toward various aspects of work, supervision, and company procedures, goals and objectives ands membership in the organization.

2). Role Analysis: It requires an orderly, systematic collection of data about the job, role or position, and its purpose is to sellouts, in as much detail as possible, what tasks constitute the job, how they are to be have to perform certain specified tasks. In the collection of job information are available such as: questionnaires, interviews, personnel records, observation, business and production reports, tests, etc.

3). Manpower Analysis: The focus of this analysis is on the individual in a given job, rather than on the job itself. Three basic issues are involved in a manpower analysis for training purpose: First, through appropriate observation, supervisory evaluation and diagnostic Testing we need to determine whether performance is substandard and training is needed. Second, we need to know whether current employees are capable of being trained, and the specific areas I which training is required. Finally, we need to ask whether current employees with substandard performances can improve their work through appropriate training or should be transferred to make room for those who can already do the job

b). PREPARING TRAINING PROGRAMME

In this step yearly calendar for training program is prepared and they are after monthly calendar is prepared. c). PREPARING THE LEARNERS: Before starting the actual training exercise, there should be preparation of the learners. So that they may derive maximum benefits out of the training programmed. E.g. explaining the importance of the job and its relationship to total workflow and arousing their motivation to learn. d). IMPLEMENTING THE TRAINING PROGRAMME: This is the most crucial stage of a training program. When the learner are ready for the training. They should be expose to various training program.

e). PERFORMANCE TRY OUT: At this stage the learners are advised to perform the job on their own albeit with slow speed. Initially, there is likelihood that they commit mistake. Such mistake may be overcome with the help of trainer. After certain period of time, the learners become more efficient in performing the job through continuous practices, as the job involved is a repetitive one. f). FOLLOW UP ACTION: This stage is ensuring that the trainees have learned the job fully and they can work independently without the help of the trainer.

MODELS OF TRANING

Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM


A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization. The System Approach views training as a sub system of an organization. System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a logical logical relationship between the sequential stages in the process of training need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems. Under systematic approach, training is undertaken on planned basis. Out of this planned effort, one such basic model of five steps is system model that is explained below. Organization are working in open environment i.e. there are some internal and external forces, that poses threats and opportunities, therefore, trainers need to be aware of

these forces which may impact on the content, form, and conduct of the training efforts. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies. The three model of training are:

MODEL -1. SYSTEM MODEL TRANING

The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows:

STEP1. Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. STEP2. Design and provide training to meet identified needs. This step requires developing objectives of training, identify the learning steps, sequencing and structuring the contents. STEP3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training

material, validating information to be imparted to make sure it accomplishes all the goals & objectives

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SYSTEM MODEL TRANING

STEP4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program STEP5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

MODEL 2INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL

Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages:

STAGE1. Analysis This phase consist of training need assessment, job analysis, and target audience analysis. STAGE2. Planning This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content. STAGE3. Development This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material FORthe trainee including handouts of summary.

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INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL

STAGE4. Execution This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. STAGE5. Evaluation The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phases.

MODEL 3TRANSITIONAL MODEL

Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed.

* Vision focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines.

*Mission explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders.

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TRANSITIONAL MODEL

The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemention.

METHODS OF TRANING

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

Management development method is further divided into two parts:

A) On the job training Method

1. On the job training- An employee is placed in a new job and is told how it is to be performed. It aims at developing skills and habits consistent with the existing practices of an organization and by oriented him to his immediate problems. Coaching and instructing is done by skilled workers, by supervisors, or by special training instructors. A variety of training aids and techniques are used such as procedure charts, lecture manuals, samples, demonstrations, oral and written explanations taps recorders, etc. 2. Vestibule or training-center training- It involves classrooms training imparted with the help of equipment and machines identical to this in use such at the place of work. Theoretical training is given in the classroom, while practical work is conducted on the production line. It is often used to train clerks, banks tellers, inspectors, machine operators, typists, etc.

3. Simulation- This is essential in cases in which actual on-the-job practical is expensive, might result in serious injury, a costly error or the destruction of valuable material or resources, e.g. in aeronautical industry. 4. Demonstration and Examples- Here the trainer describes and demonstrates how to do a certain work. He performs the activity himself, going through a stepby-step explanation of the why, how, and what of what he is doing. Demonstration are often used In combination with lectures, pictures, text material, discussion, etc. The emphasis under this method is on know-how. The principles and theory of a job must be taught by some other methods. 5. Apprenticeship- A major part of training time is spent on the on-the-job

productive work. Each apprentice is given a program of assignment according to a predetermined schedule which provides for efficient training in trade skills. This methods is appropriate for training in crafts, trades and technical areas, specially when proficiency in a job is the result of a relatively long training or apprenticeship period, e.g. job of a craftsman, a machinist, a printer, a tools maker, a pattern, designer, a mechanic, etc.

b)Off the job or Classroom Method

1. Lectures- These are formally organized talks by an instructor on specific topics. This method is useful when philosophy, concepts, attitudes, theories and problem solving have to be discussed. the lectures are supplemented with discussions, film shows, case studies, role-playing, etc.

2. The conference Method- Under this methods, a conference is held in accordance with an organized plan, mutual problems are discussed and participants pool their ideas and experiences in attempting to arrive methods of dealing with these problems. The members of the group come to teach each other and to learn together. This method is ideally suited for analyzing problems and issues, and examining them from different viewpoint. It helps in developing conceptual knowledge, reducing dogmatism and modifying attitudes. 3. Seminar or team discussion- The group learns through discussion of a paper on a selected subject. The paper is written by one or more trainees. Discussion may be on a statement made by the person in charge of the seminar or on a document prepared by an expert. The material to be analyzed is distributed in advance in the form of required reading. 4. Case Discussion- The trainers only guides the discussion, and adequate time is spend on each aspect. This method promotes

analytical thinking and problem-solving ability. It enables trainees to become increasingly aware of obscurities, contradiction and uncertainty encountered in a business. This method is executively training programs in industry.

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TRAINING DESIGN

(2). TRAINING EVALUATION

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

Purposes of Training Evaluation

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

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

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

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

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

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PURPOSE OF TRAINING EVALUATION

Process of Training Evaluation

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

b) During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals.

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PROCESS OF THE TRAINING EVALUATION

c) After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. Techniques of Evaluation The various methods of training evaluation are: Observation Questionnaire

Interview Self diaries Self recording of specific incidents (3) TRAINING IMPLEMENTATION To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action.

Training implementation can be segregated into: Practical administrative arrangements Carrying out of the training

Implementing Training Once the staff, course, content, equipments, topics are ready, the training is implemented. Completing training dysphasia requires continual adjusting, redesigning, and refining. Therefore, following are the factors that are kept in mind while implementing training program: The trainer The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content. Physical set-up Good physical set up is pre-requisite for effective and successful

training program because it makes the first impression on participants. Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant on does not mean that the work is done because implementation Establishing rapport with participants There are various ways by which a trainer can establish good rapport with trainees by: Greeting participants simple way to ease those initial tense moments Encouraging informal conversation Remembering their first name Pairing up the learners and have them familiarized with one another Listening carefully to trainees comments and opinions Telling the learners by what name the trainer wants to be addressed Getting to class before the arrival of learners Starting the class promptly at the scheduled time Using familiar examples Reviewing the agenda At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run. The following information needs to be included: Kinds of training activities Schedule Setting group norms

Housekeeping arrangements Flow of the program Handling problematic situation

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THE TRANSFER OF TRAINING TO THE FIELD

But the problem arises when the organization outsource the training process. In this situation the organization assumes that the trainer must be aware of the type of training need s of the participants and their organization and their content will meet those needs. This leads to failure of the program, which results in collusion. Therefore, its a foremost

duty of the organization to make the trainer and their organization aware of their culture, climate, responsibilities of organization.

b) ROLE OF TRAINEE

Facilitation of Transfer of Training through Focus on Trainee and Organization Intervention 1). Focus on Trainee

Training is successful not only with good training design and training objectives but also with the readiness and willingness of the trainees. For the training to be successful, three things are required,

Motivation If the trainee is not motivated to learn, no learning is likely to occur no matter how good the training methods are, or how talented the trainees are. Therefore, it is important to intervene before training and provide them the information about the learning outcome that they can expect and how the learning outcome will help in achieving the objectives. This increases the motivation to learn and to be successful in training.

Expectations Positive expectations matter a lot in a training program. If the trainee perceives the training as waste of time, and waste of resources, no learning is likely to occur. No learning is possible with negative perception. On

the other hand, if the trainee believes and expects that the training would help him to improve upon his professional skills and would further help him in achieving his personal goals, the probability of training to meet the objective increases.

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ORGANISATION INTERVENTION

INTRODUCTION OF DEVELOPMENT
The term 'Development' usually refers to improving the intellectual or emotional abilitieneeded to do a better job. Development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel get conceptual and theoretical knowledge. In other words it refers not too technical knowledge and skills in operation but to philosophical and theoretical educational concepts it involves broader education and its purpose is long term development. The Development of the executives or managers has becomes one of the most important and complex tasks of personnel management. Tremendous emphasis has been given to it since the end of the Second World War and it has been named as the management revolution because a sudden dramatic change took place in the area of the management development. There is recognition that qualified executives needs throughout the industry do not just emerge from labor-force without consciously planned action on the part of the organizations. Executive or management development consists of all activities by which executives learn to improve their behavior and performance.

DEFINITIONS: According to Chhabra, Development whether management or organization development is the process by which managers acquire not only skills and

competencies in their present jobs but also capabilities for future managerial tasks of increasing difficulty and scope. According to Flippo, Management Development includes the process by which managers and executive acquire not only skills and competency in their present jobs but also capacities for future managerial tasks. According to Dale S. Beach, Management Development is a systematic process of training and growth by which individuals gain apply knowledge, skills insights and attitudes to manage orientation effectively.

(3) USEFULNESS & IMPORTANCE OF THE STUDY

Usefulness & Importance of Study

As it is mentioned above that the topic of this project report is evergreen therefore this study is important & useful for the company as well as the employees of the company also. It is also good for the employees. It increases the productivity & decreases the staff turnover. Employee training satisfaction is also correlated with patient satisfaction and by this study we can know what are the reasons for the dissatisfaction level of the employees training about their job.

It is also very important for company:

To know that at what extent training is effective in the company. To know the satisfaction level with respect to training condition.

(4)

ABOUT THE COMPANY

INTRODUCTION
Max New York Life Insurance Company Ltd. is a joint venture between New York Life, a Fortune 100 company and Max India Limited, one of India's leading multi-business corporations. Max New York Life is one of the fastest growing private life insurance companies in India. As a leading life insurance company it provides innovative and customized life insurance solutions backed by New York Lifes rich experience of over 160 years. Max New York Life is the first life insurance company in India to be awarded the IS0 9001:2000 certifications. An ever-increasing presence of offices across the country reinforces our commitment to serving the nation. We have over 5000 employees, 172 offices spread over in more than 120 cities. We were among top five most respected private insurance companies in India according to a 2004 & 2006 Business World survey. In 2006, we were nominated as best IndoAmerican joint venture in Financial & Services sector by Indo-American Chamber of Commerce. We were also nominated for Avaya Global Customer Responsiveness Award in 2006. Max New York Life offers exciting, fast-forward careers in areas such as legal, compliance, accounting, actuarial, auditing, communications, customer service, operations, finance, financial management, human resources, information systems, marketing, advertising and branding and many other professional fields. We are very passionate about our values and endeavor to create an environment where each employee is able to fulfill his/her dreams while helping the organization achieves its mission and vision.

Our Vision
To become the most admired life insurance Company in India.

Our Mission
Become one of the top quartile life insurance companies in India Be a national player Be the brand of first choice Be the employer of choice Become principal of choice for agents

Max New York Life partners with Symbiosis


Institute of Business Management Wednesday, April 09, 2008 at 1608 hrs Max New Life Insurance in partnership with Symbiosis Institute of Business Management (SIBM) announced the launch of a Post Graduate Diploma in Business Management with specialization in Life Insurance [PGDBM (LI)]. The program offers professional training in specialized subjects such as Insurance Sales Practices and Management, Insurance Products, Legal and Regulatory Aspects of Life Insurance and will also cover the fields of General and Marketing management. The Memorandum of

Understanding was signed between Mr. Sunil Sharma, Executive Director and Chief Operating Officer, Max New York Life Insurance and Dr. M. S. Raste, Vice Chancellor, Symbiosis International University

Speaking on the occasion, Mr. Rajit Mehta - Executive Director, Human Resources, Training and Internal Communications, Max New York Life Insurance said, ''With the rapid growth in the Indian insurance industry over the last few years, there is an increasing need for skilled professionals in the sector. One of the most effective ways to provide a ready pool of productive talent is to establish a strong industry-academia partnership. Keeping this approach in mind, we have designed our strategy to partner with niche institutes to train and develop insurance professionals.''

''Our tie-up with Symbiosis Institute of Business Management is a part of this initiative and we look forward to providing a strong platform for graduates to learn and build careers in specialized functions of life insurance. On successful completion of the course, they will be offered the position of Associate Sales Manager at Max New York Life Insurance. '', he added.

Dr. Arun Mudbidri, Director, Symbiosis Institute of Business Management and Dean Faculty of Management, Symbiosis International University said, ''As a leading institute in business management, we design courses to cater to the ever increasing learning and development needs of industry. We are privileged to partner with Max New York Life Insurance to launch a program in insurance management.

The course is designed to provide students, a thorough understanding of the specialized functions of Life Insurance Management and to enable them to take on challenges from the very first day at work''.

In order to bring in the industry perspective in a classroom environment, the course curricula have been developed by incorporating both the industry and the academic perspective. The duration of the executive programme is one academic year. Those who are admitted to this course would be offered the position of Associate Sales Manager subject to successful completion of the course as per the criteria jointly decided...

Max New York Life plans expansion


Monday , March 31, 2008 at 0214 hrs Max New York Life Insurance Co Ltd, a joint venture between New York Life, a Fortune 100 company, and Max India Ltd, is planning to increase the number of its offices and agent advisors in the eastern region as part of its latest expansion plan, Mission Everest. "We plan to increase our agent advisor strength from 2475 to 5500 and number of offices to 31 in the eastern region by the end of this year," Kenneth Sannoo, senior vice-president, head-agency (north & east), told reporters at an insurance seminar organized by the company here. As per Mission Everest, the company proposes to set up 500 offices by 2011 to boost health and pension schemes, said Sannoo. According to him, the company aims to set up build at least 100 offices per year. At present, Max New York has 230 offices across the country. The company expects add another 100 by this year-end, he said. The mission also targets to increase the number of direct agents from the existing 30,000 to 2 lakh by 2011, he said. At present, the eastern region has got 24 offices. Out Of that, three are in West Bengal, he said. "The company aims to sell more than

64,000 policies through direct agents in the eastern region by December 2008," Sannoo said. This region generates around 17% of the company's total revenue. On Max New York's future plans, Sannoo said, "We plan to introduce an insurance policy for the underserved within 90 days."

Max New York Life launches mobile payment service

NEW DELHI: Private sector insurer Max New York Life (MNYL) on Tuesday launched a payment solution using which policyholders can make premium payments through mobile phones.

This new service is an attempt at streamlining timely payments by policyholders to ensure that they remain financially protected throughout the term of the policy, said MNYL Executive Director Sunil Sharma. 00"Our customers can now use this ubiquitous channel and transact on a 24X7 basis," he said. Powered by Citibank and Mchek (mobile payments company), the solution would enable policyholders to pay their renewal premiums, subscribe to and top-up investments in ULIPs, he said adding that the company would link the charges to the customer's preferred bank account or credit card. Product list updated as on 02.05.2008

Note:- For further details in respect of any of the products/riders listed below, please visit company's website: www.maxnewyorklife.com

List0 of Products/Riders with UIN's: 0 Remarks, Name Financial Year Name of Insurer of the Product/Rid er UIN In operation From (opening date) Products Five Year Renewal & Max Life 2000-01 Co. Ltd. Max Life 2000-01 Co. Ltd. Max Life 2000-01 2000-01 Co. Ltd. New York year Endowment 104N003V0 1 20-Feb-01 20-Feb-01 New York 104N002V0 Easy Term Policy 1 20-Feb-01 New York Convertible Term (Non 104N001V0 1 29-Dec-00 To (closing date) if any, by IRDA

Product/Rider

Insurance Insurance Participating)

Insurance

Insurance 20

Participating Insurance

Max

New

York Whole Life Participating 104N004V0

Life Co. Ltd. Max Life 2000-01 Co. Ltd. Max Life 2001-02 Co. Ltd. Max Life 2001-02 Co. Ltd.

Insurance Insurance

New

York Life Non 104N005V0 1 20-Feb-01 Withdraw 31-Jan-06 n

Insurance Whole

Participating Insurance York

New

Insurance Life Shield York

104N006V0 1 29-Nov-01

New

Insurance Endowment to age 60 104N007V0 Participating Insurance Children's Endowment 1 11-Jan-02

Max Life 2001-02

New

York Participating Insurance to

Insurance age 18/24 with whole life 104N008V0 option York Level Term Policy (Non104N009V0 1 16-Aug-02 1 11-Jan-02

Co. Ltd. Max Life New

Insurance Participating/NonConvertible) York

2002-03

Co. Ltd. Max Life New

Insurance Single Premium Bond

104N010V0 1 24-Sep-02

Withdraw 16-Jan-03 n

2002-03

Co. Ltd.

2002-03

Max

New

York Easy

Life

Retirement 104N011V0

25-Feb-03

Life Co. Ltd.

Insurance Plan Premium/Single Premium Policy

Regular 1

(Participating)

Max Life 2003-04

New

York 104N012V0 Max Suraksha York Stepping Stones Insurance 104N013V0 1 13-Oct-03 1 22-Sep-03

Insurance

Co. Ltd. Max Life New

Insurance Participating Plan York Gain

2003-04

Co. Ltd. Max Life New

Insurance Life

Plus

20 104N014V0 1 13-Oct-03

2003-04

Co. Ltd. Max Life New York

Participating Plan

Insurance Life

Gain

Plus

25 104N015V0 1 13-Oct-03

2003-04

Co. Ltd. Max Life New York

Participating Plan

Insurance Group

Gratuity

cum 104N016V0 1 24-Nov-03

2003-04

Co. Ltd. Max Life New York

Term Assurance

Insurance Life Maker Unit Linked 104L017V0 Investment plan 1 25-Jun-04 28-Apr-07

2004-05

Co. Ltd.

Max Life 2007-08

New

York 104L017V0 Life Maker Gold York 104N018V0 Group Credit life York Amsure Bonus 104N019V0 1 7-Jul-04 1 1-Jul-04 2 28-Apr-07

Insurance

Co. Ltd. Max Life New

Insurance

2004-05

Co. Ltd. Max Life New

Insurance Max Builder York

2004-05

Co. Ltd. Max Life New

Insurance Max Builder York

Amsure

Future 104N020V0 1 19-Jul-04

2004-05

Co. Ltd. Max Life New

Insurance Max Amsure Business 104N021V0 Builder York 1 13-Aug-04

2004-05

Co. Ltd. Max Life New

Insurance Life Pay Money Back 104N022V0 (Participating Plan) York Gain Endowment 104N023V0 1 15-Dec-04 19-Oct-05 1 13-Aug-04

2004-05

Co. Ltd. Max Life New

Insurance Life

2004-05 2005-06

Co. Ltd.

(Participating Plan) Immediate Annuity

Max

New

York

104N024V0

Life Co. Ltd. Max Life 2005-06 Co. Ltd. Max Life 2005-06 Co. Ltd. Max Life 2006-07 Co. Ltd. Max Life 2005-06 Co. Ltd. Max Life 2005-06 Co. Ltd. Max Life 2005-06 Co. Ltd.

Insurance

New

York 104N025V0 Super Saver Bond York 104L026V0 Life Maker Pension Plan 1 York 104L026V0 Life Maker Pension Plan 2 York 1-Jul-06 Withdraw 1-Nov-07 n 25-Nov-05 1-Jul-06 1 3-Nov-05

Insurance

New

Insurance

New

Insurance

New

Insurance Max Mangal Endowment 104N027V0 Plan York 1 27-Feb-06

New

Insurance Max Vriksha Money Back 104N028V0 Plan York Life Partner Plus Limited 1 14-Mar-06

New

Insurance Pay Endowment to age 104N029V0 75 Unit Linked 1 Group 104L030V0 1 17-Apr-06 17-Mar-06

Max 2006-07 Life

New

York

Insurance

Gratuity Plan

Co. Ltd. Max Life 2006-07 Co. Ltd. Max Life 2006-07 Co. Ltd. Max Life 2006-07 Co. Ltd. Max Life 2006-07 Co. Ltd. Max Life 2007-08 Co. Ltd. Max Life 2007-08 Co. Ltd. Max Life 2007-08 Co. Ltd. New York 104N037V0 SMART Steps 1 8-Aug-07 New York 104N036V0 Max Bhavishya 1 11-Jul-07 New York 104L035V0 Life Maker Platinum 1 28-Apr-07 New York Maker Premium 104L034V0 1 8-Feb-07 New York Linked Group 104L033V0 1 23-Jan-07 New York Amsure Secure 104L032V0 1 4-Oct-06 New York 104L031V0 Life Invest Plan 1 29-Jun-06

Insurance

Insurance Max

Returns Builder

Insurance Unit

Superannuation Plan

Insurance Life

Investment plan

Insurance

Insurance

Insurance

Max Life 2007-08

New

York 104N038V0 SMART Steps Plus York Steps Single 104N039V0 1 8-Aug-07 1 8-Aug-07

Insurance

Co. Ltd. Max Life New

Insurance SMART Premium York

2007-08

Co. Ltd. Max Life New

Insurance SMART Invest Pension York

104L040V0 1 13-Aug-07

2007-08

Co. Ltd. Max Life New

Insurance Capital Builder York

104L041V0 1 11-Feb-08

2007-08

Co. Ltd. Max Life New

Insurance LifeLine Wellness Plus 104N042V0 Plan York 104N043V0 LifeLine SafetyNet Plan 1 York 104N044V0 Medi Cash Plan Medi Cash Plus Plan 1 28-Feb-08 28-Feb-08 28-Feb-08 1 28-Feb-08

2007-08

Co. Ltd. Max Life New

Insurance

2007-08

Co. Ltd. Max Life New

Insurance

2007-08 2007-08

Co. Ltd.

Max

New

York

104N045V0

Life Co. Ltd. Max Life 2007-08 Co. Ltd. Max Life 2007-08 Co. Ltd. Max Life 2008-09 Co. Ltd. Max Life 2008-09 Co. Ltd.

Insurance

New

York 104N046V0 LifeLine Wellness Plan York 104L047V0 Smart Assure York 104N048V0 Max Super Life York 104N049V0 Max Shakti Riders 1 21-Apr-08 1 15-Apr-08 1 25-Mar-08 1 29-Feb-08

Insurance

New

Insurance

New

Insurance

New

Insurance

Max Life 2000-01

New

York 104B001V0 5 year Term Rider York 104B002V0 10 Year Term Rider 1 20-Feb-01 Withdraw 31-Mar-05 n 1 20-Feb-01 Withdraw 31-Mar-05 n

Insurance

Co. Ltd. Max Life New

Insurance

2000-01

Co. Ltd.

Max Life 2000-01

New

York 104B003V0 Term to age 60 Rider York Withdraw 20-Feb-01 24-Dec-03 n 1 20-Feb-01 Withdraw 31-Mar-05 n

Insurance

Co. Ltd. Max Life New

Insurance Term Waiver of Premium 104B004V0 Rider York Waiver of 104B005V0 1 20-Feb-01 1

2000-01

Co. Ltd. Max Life New

Insurance Endowment

Withdraw 24-Dec-03 n

2000-01

Co. Ltd. Max Life New York

Premium Rider

Insurance Waiver of premium Rider 104B006V0 for (WLP) York Death & 104B007V0 1 20-Feb-01 25-Jun-04 1 20-Feb-01

2000-01

Co. Ltd. Max Life New

Insurance Accident

2000-01

Co. Ltd. Max Life New York

Disability Rider

Insurance Personal Benefit Rider York

Accident 104C007V0 2 25-Jun-04

2004-05

Co. Ltd. Max Life New

Insurance Option to Participate in 104B008V0 Progressive Bonus 1 12-Oct-01 20-Feb-01

2000-01 2000-01

Co. Ltd.

Max

New

York Guaranteed

Insurability 104B009V0

Life Co. Ltd. Max Life 2000-01 Co. Ltd. Max Life 2004-05 Co. Ltd. Max Life 2000-01 Co. Ltd.

Insurance Option Rider

New

York 104B010V0 Dread Disease Rider York 104C010V0 Dread Disease Rider York 104B011V0 Spouse Rider Five Year Renewable Term (Non- 104B012V0 1 11-Jan-02 1 21-Feb-01 Withdraw 19-Jul-05 n 2 25-Jun-04 1 20-Feb-01 25-Jun-04

Insurance

New

Insurance

New

Insurance

Max Life 2001-02

New

York and

Convertible

Insurance Insurance Participating) Rider York

Co. Ltd. Max Life New

Insurance Payor Rider York

104B013V0 1 11-Jan-02 13-Oct-03

2001-02

Co. Ltd. Max Life New

Insurance Payor Rider

104B013V0 2 13-Oct-03 24-Feb-03

2003-04 2002-03

Co. Ltd.

Max

New

York Group Accidental Death 104B014V0

Life Co. Ltd. Max Life 2002-03 Co. Ltd. Max Life 2002-03 Co. Ltd. Max Life 2002-03 Co. Ltd. Max Life 2003-04 Co. Ltd. Max Life 2004-05 Co. Ltd.

Insurance Benefit Rider

New

York Group

Total

and

Insurance Permanent Rider York

Disability 104B015V0 1 24-Feb-03

New

Insurance Group

Accidental 104B016V0 1 24-Feb-03

Dismemberment Rider York Critical

New

Insurance Group Rider York

Illness 104B017V0 1 24-Feb-03

New

Insurance

104B018V0 Waiver of premium Rider 1 13-Oct-03

New

York 104B019V0 Term Rider 1 15-Dec-04

Insurance

MAX NEW YORK LIFE INSURANCE LAUNCHES LIFELINE

HEALTH INSURANCE PLANS

Mumbai, Maharashtra, India Max New York Life Insurance, one of India's leading and most progressive insurance companies, today took health insurance services to a new level with the introduction of its LIFELINE health insurance plans. Max New York Life Insurance's LIFELINE series, launched all across the country today, brings long term insurance coverage for hospitalisation, surgeries and critical illness. It also introduces some significant firsts to India:

-- Fixed premiums for a five-year period,

-- No Claim Discount on revised premiums for leading a healthy life

-- Coverage for the largest range of ailments

-- Free second opinion from the best hospitals in the country on diagnosis of illness

-- Free telephonic medical helpline

The LIFELINE series comprises of 3 distinct groups of solutions

The Medicash Plans are hospital cash plans that provide the customer a fixed per day benefit for hospitalisation, ICU admission, recuperation benefit and a lump sum benefit against an unlimited number of surgeries.

The Wellness Plans are critical illness covers against as many as 38 critical medical conditions - from Alzheimer's to liver disease, deafness to permanent disability, cancer to heart ailments, a range offered by no other insurer in India under one plan.

The Safety Net is a comprehensive term plus health protection plan, offering the policyholder protection from any losses arising from Critical illness, accident, disability and death. It is the only plan of its nature in the Indian marketplace.

"We are excited to be able to offer health insurance products that actually respond realistically to consumer's needs which are far from being met. With the growing incidence of diseases due to lifestyle changes, health insurance is recognized as one of the primary protection needs for all the members of the family," said Max New York Life Insurance Managing Director and CEO Gary Bennett. Announcing the launch of the LIFELINE series, Gary Bennett added: "With a range of flexible products backed by best in class services we have emerged as a leader in setting quality benchmarks. Offering the most transparent documentation for our life insurance products and are one of the quickest in

settling claims. Launching health insurance products is a natural progression in our journey to offer the consumer a complete choice of protection plans to suit their various needs."

Speaking on the occasion, Max New York Life Insurance Executive Director Distribution Rajesh Sud commented: "Max New York Life works on the principle of trust and imparts the same values to our Agent advisors. We work with our Customers, and the process of aiming to providing solutions the needs begins with understanding the consumer and recognising those needs. The LIFELINE health insurance plans is founded on same principle. The Plans not only provide protection against medical expenses related to hospitalisation but also provide recuperation benefits."

"The Lifeline Series is being launched with comprehensive training to all agent advisors across the country to provide need-based solutions to our customers. The launch will also be backed by elaborate marketing efforts to create awareness about health insurance and its importance to all consumers in the new emerging India."

(5) RESEARCH DESIGN

METHODOLOGY ADOPTED

1. RESEARCH DESIGN-

The study is all about the training & Development

of

MAX NEWYORK LIFE INSURANCE. The basics of the study is to inculcate the satisfaction level of the employees regarding TRAINING & DEVELOPMENT

procedure that is adopted by the company to train its employees. The data collection took place with the help of the primary i.e. questionnaires as well as the secondary data. Exploratory design is used for this research.

2. SAMPLE DESIGN

UNIVERSE OF STUDY- Universe cover the whole defined finite on which the study is the based. The whole study is carried in MAX NEW YORK LIFE INSURANCE. the universe of the study was i.e. employees .

SAMPLING UNITES- The sampling units of my research study was within the organization that is MAX NEW YORK LIFE INSURANCE

SOURCE LIST- The research source list is all the employees working in the MAX NEW YORK LIFE INSURANCE.

SAMPLE SIZE- Sample size of my research is 50 samples. SAMPLE METHODS- The sample has been collected by the questionnaire, and through observation. Random sampling is used.

3. TOOLS FOR DATA COLLECTION-In this study; used

primary data through

questionnaires and as well as observational methods. Secondary data through web sites, technical & trade journals, books magazines & newspapers. 4. TOOLS FOR ANALYSIS- The responses were collected & then, were applied to the software in which a non-parametric test i.e. Chi-square test was applied to their significance

HYPOTHESIS

Hypothesis is framed to find out, whether MAX NEW YORK LIFE INSURANCE insurance is imparting an effective training & development programs & that are too at the satisfaction level of the employees.

NULL HYPOTHESIS: H0 : MAX NEW YORK LIFE INSURANCE doesnt imparts effective training development programs at the satisfaction level of employees

ALTERNATE HYPOTHESIS: H1 : MAX NEW YORK LIFE INSURANCE imparts effective training & development programs at the satisfaction level of employees

Hence, Effective training > ineffective training

Since the tabulated value is less then the calculated value therefore we reject null hypothesis & accept alternative hypothesis. i.e. MAX NEW YORK LIFE INSURANCE imparts effective training & development programs at the satisfaction level of employees

OBJECTIVES OF STUDY

The main objectives of my projects was to identify that training & development is effective among the employees of MAX NEW YORK LIFE INSURANCE following are the objectives of my research:-

Identify the existing training system in MAX NEW YORK LIFE INSURANCE.

Assessing the satisfaction level of employees for present training system.

Finding out the areas of problems related with present system.

To suggest some improving measures improvement for effective training programs

TOOLS & TECHNIQUES USED

1. Sources of Data
Questionnaire were prepared for the study conducted to analyzed factors

affecting the level of training with in the organization. These questionnaires are the main sources of data. Various information was also collected from secondary data, like general magazine, previous reports and other printed materials. The primary data was collected from the sample size of 50 employees of managerial level through a structured close end questionnaire.

2. Sampling: The technique of sampling used to conduct the study on training was convenience sampling. It was used to select the total of 50 respondents from a total of 120 managerial staff. They were classified by dividing them in to live areas of organizations.

3. Questionnaire These questionnaire, were prepared by taking in to consideration within the organization of the employee. Questionnaire used were structured and well - defined.

4. Tools used (Satisfactions)

Ranking Method: The attributes are ranked on a four-point scale ranging from unsatisfactory to very good. The save of attributes are taken and then ranked in descending order

GEOGRAPHICAL AREA COVERED

The sample size studied is 50 including employees of the MAX NEW YORK LIFE INSURANCE.

The geographical area covered is:

MAX NEW YORK LIFE INSURANCE organization i.e. in MATHURA branch. EMPLOYEES ( employees) of the organization. Training & development department in MAX NEW YORK LIFE INSURANCE.

(6) DATA ANALYSIS AND INTERPRETATION

SURVEY FROM EMPLOYEES POINT OF VIEW

RESPONSE SHEET FOR EMPLOYEES


NAME: AGE: GENDER: INSTITUTION: CONTACT NO:

1. Are you satisfy with your profile? a) YES = 40 b) NO. = 10 = 80% = 22%

satisfy with profile

80% 70% 60% 50% 40% 30% 20% 10% 0% yes no Series1

6.1 INTERPRETATION- This diagram shows the views of the respondents about the satisfaction which profile they belong. Out of 50 respondents only 10 respondents are dissatisfy with the profile. Here it impacts a positive attitude towards the organization.

2.

Are you satisfied with the Training environment? a) YES = 45 = 90% b) NO = 5 = 10%

satisfaction level of training envirnment

no 10% yes no yes 90%

6.2 INTERPRETATION- This pie-chart shows that at what extend employees are satisfy with the training environment. 45 respondents say that company provide effective training environment i.e. 90%. But 5 respondents i.e. 10% says that training should be more attractive by adopting some measures & they cant arrange with training environment.

3.

Do you agree you are getting personal as well as professional growth in this

business? a) Agree b) Strongly agree c) Neutral d) Disagree = 10 = 20% = 30 = 60% =5 =5 = 10% = 10% =0

e) Strongly disagree = 0

personal as well as professional growth level

strongly disagree disagree agree neutral 10% 0% 20% 10% 0% strongly agree 60%

agree strongly agree neutral disagree strongly disagree

6.3 INTERPRETATION- This pie-chart identifies that companys training & development program provides personal as well as professional growth

level.80%employeestotallyagree this statement because MAX COMPANY provides a requirement material for the personality development.

4. Are the trainers provides you sufficient knowledge relating insurance & its environment? a) b) YES = 48 = 96% NO = 2 = 4%

knowledge gained by trainers regarding insurance

100% 80% 60% 40% 20% % 0% yes no % %

6.4 IMPLEMENTATION- This bar graph shows that trainers provide sufficient knowledge regarding insurance & its environment. 96% respondents are agree & only 4% employees are not agree.

5. Are you satisfy with the pattern & schedule of working ? a) YES = 25 = 50% b) NO = 25 = 50%

satisfaction level of training pattern & working condition


60% 50% 40% 30% 50% 20% 10% 0% yes no 50% %

6.5

INTERPRETATION- This shows that the satisfaction level of training pattern & working condition. 50% agree & 50% are not agree because training is in on the room only their was no practical training is provided.

6. For how many days are you provided training in a month? 1 day = 2-4 days = 5 days = More than 6 days No Answer = 8 26 7 = 4 = = = 5 = 16% 52% 14% = 10% 8%

% OF TRAINING PROVIDED IN A MONTH

1 day 2-4 days = 26 = 5 days 14% 52% More Than 6 days = No Answer =

10%

8%

16%

6.6

INTERPRETATION- through my research, identify that 2-4 days training program in a month is provided by the organization. It is satisfactory for the employees because they have no time.

7 Are you satisfied with the time duration of training programs provided to you? Satisfy Unsatisfied Neutral = = = 23 22 5 = = = 46% 44% 10%

time duration of training


47% 46% 46% 45% Series1 45% 44% 44% 43% Satisfy neutral 44% 46%

6.7

INTERORETATION- This shows that, satisfaction level of training duration that is provided by the organization. 46% are fully satisfied but 44% are unsatisfied because they are busy persons like teachers, professionals, lawyers etc. they cant attend the training program.

8. .How many training programs do you receive during 1 year? 12 35 >5 No Answer = = = = 7 39 none 4 = = = = 14% 78% 0% 8%

training program hehd in a year

No Answer >5

12

12 35 >5

35

No Answer

6.8

INTERPRETATION- This shows that, no. of training program that is to be held during a year. Research identifies that only 3-4 program are organized i.e. 74%, even 14% says that it will be only 2-3, left 8% have no idea about this. So, co. provides a good training to employees.

9. Are you satisfied with the number of programs provided to you?

Satisfied Dissatisfied

= =

35 15

= 70% = 30%

satisfied by the no. of training program

40 35 30 25 20 15 10 5 0 = satisfied = Dissatisfied

Series2 Series1

6.9 INTERPRETATION- This shows that the satisfaction level of no. of training program that is provided by the company. 35 respondents are satisfied i.e. 70% but 15 respondents i.e. 30% are not satisfied because they have some problem because of the timing.

10. What do you think about the content of training provided to you?

Satisfaction Unsatisfactory No Answer

= = =

36 12 2

= = =

72% 24% 4%

views of advisors regarding training


80% 70% 60% 50% 40% 30% 20% 10% 0% satisfied unsatisfied no asw unsatisfied, 24% no asw, 4% satisfied, 72% Series1

6.10 INTERPRETATION- This shows that the level of training provided to employees. 72% are satisfied, 24% are unsatisfied, 4% have no idea about that.

11. Do you think you are being provided satisfactory training in your most required area? Yes No = = 43 7 = = 86% 14%

% of required training

90% 80% 70% 60% 50% 40% 30% 20% 10% 0% yes no

Series1

6.11 INTERPRETATION- This graph shows that, Max New York provides a satisfactory training in

the most required area. 86% agree, but rest 14% are not agree with this. The reason behind this is that the sales managers not spend their time with employees. It leads to unsatisfaction.

12. How do you rate the training programs provided to you ? Outstanding Very Good Good Average = = = = 10 30 5 5 = = = = 20% 60% 10% 10%

rate of training program


60% 50% 40% 30% 20% 10% 0% outstand very good good average 20% 10% 10% 60% Series1

6.12

INTERPRETATION- This shows that, how is training program in max. through this graph, 60% says very good but not outstanding. 20% says that, outstanding, & 10% says that average and good only. We can say that max new York provide very good or effective training program to the employees.

(7) FINDINGS

FINDINGS AFTER THE SURVEY

The employees are happy for being in MAX NEW YORK LIFE INSURANCE in all the ways.

The training & development program provided to the employees was effective from the other competitors point of view. The trainers focus on the requirement like insurance knowledge, product knowledge, etc. and actually these are the things where they need focus.

A regular feedback is given that will help employees to know where they are lacking and where they need to improve as well as they achieve their goals with the help of effective training program.

Employees here are given opportunity to look ways to stream like processes and makes them more effective which acts as a motivator for them.

A good training environment is provided to employees for their personal as well as professional growth.

(8) RECOMMENDATION & SUGGESTIONS

RECOMMENDATION & SUGGESTIONS

Whenever in-house training is provided trainer should given sufficient time for preparing himself according to subject so that he can impart effective training.

Training should be related to job related, that could help the employees (employees) in performing their jobs in a better way resulting in personal development.

Before starting a job training regarding job knowledge and its related areas should be provided with companys cooperation.

Practical field training should be provided along with lecture for making employees more aware about training.

Training programs should be conducted as per requirement of individual employees resulting into personal development.

Ice breakers & games related to job should be provided in the employees training. Due to this training more attractive.

The source of presentation should be effective like PPT presentations, audiovisual present etc, this will definitely increase the effectiveness of training.

(9) CONCLUSIONS

CONCLUSION

On the basis of the survey that have conducted in MAX NEW YORK LIFE INSURANCE entitled on Effectiveness of Training Development Program in MAX NEW YORK LIFE INSURANCE of the employees, concluded that:

Although MAX NEW YORK LIFE INSURANCE imparting a good training program to its employees but there are certain basic facts, which came into the light. These are: Employees are not getting the training in accordance to their needs. Employees who are indeed of certain training are not getting in the area in which it is required. The basic purpose is not fulfilled, thus these causes lack of awareness among the employees.

Therefore, the company should enhance itself to take certain initiative step from its side, so that training program provided would be improved and will be fruitful to the employee.

Limitations

The limitation faced during the research was in the beginning at the time of formulating the questionnaire as I was suppose to trace the perception of different employees of the MAX NEW YORK LIFE INSURANCE Hurdle faced during the study was about the response as the research was conducted at the month of June July. Which is supposed to be the busy month of the organizations, so things was becoming difficult to make my responses get filled during this time. Other limitations was described as under-

Because shortage of time very few employees were selected. Study was taken only in Mathura branch. The whole study is based on the respondents response. The employees were not sufficient knowledge regarding the questions that I was asked at that time.

BIBLIOGRAPHY
BUSINESS WORLD INDIA TODAY www.max new life.com www.asianinsurancereview.com www.bimaonline.com www.businessline.com