Project 02

A SUMMER TRAINING Project Report ON

TRANING AND DEVELOPMENT

(With special reference to Karvy)

SUBMITTED TO: SUBMITTED BY:

Mr. Pradip Singh Neha Shukla

Regional head (Northern region) PGDM,

KARVY, Kanpur Dr. VSICS, Kanpur

Dr. Virendra Swarup Institute of Computer Studies

810, W-1 Block, Juhi, Saket Nagar, Kanpur-208014

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DECLARATION

I, Neha Shukla do hereby declare that the project report titled “TRAINING AND

DEVELOPMENT (with special reference to Karvy)” is a genuine research work undertaken

by me and it has not been published anywhere earlier.

Date: Aug 21, 2010

Place: Kanpur

Neha Shukla

Dr. VSICS, Kanpur

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Acknowledgement

Sometimes words fall short to show gratitude, the same happened with me during this project.

The immense help and support received from Karvy stock broking limited overwhelmed me

during the project.

My sincere gratitude to Mr.Pradip Singh (Head, northern region, Karvy) and Dr. Arpit

Awasthi (Ex.Director, Dr.VSICS, Kanpur), for providing me with an opportunity to work with

Karvy.

I am highly indebted to Mr. Ashish (team head , northern zone, Karvy) and company project

guide, who has provided me with the necessary information and his valuable suggestion and

comments on bringing out this report in the best possible way.

I also thank Mr. Saurabh Shukla (faculty guide, Dr. VSICS, Kanpur)who has sincerely

supported me with the valuable insights into the completion of this project.

I am grateful to all faculty members (Dr. VSICS, Kanpur) who have helped me in the successful

completion of the training and this project.

Last but not the least; my heartfelt love for my parents, whose constant support a blessings

helped me throughout this project.

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CONTENTS

TOPIC PAGE NO.

A) Introduction

Overview of Industry 7 Overview of Organization 12 Brief History 14 Its Structure 17 Product & Services 19 Marketing Strategies 21 HR Policies 23 Organization Chart 25

B) Environmental Scanning

Competitors Detail 26

Quality Policy of Karvy 28

SWOT Analyses 29

C) Training & Development

Introduction 30

Objectives & Importance 33

Models of Training 36

Process of Training 43

Training Need Analyses & Design 45

Training Evaluation 51

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D) Research Analyses & Interpretation

Research objectives 56 Research Methodology

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EXECUTIVE SUMMARY

This internship report consists of the overall experience of working as a part of Karvy

StockBroking Limited. This experience helped me understand the basic functioning of the

particular Training and Development programs where I was inducted.

My Internship consisted of Training and Development. The best learning experience was that I

started from the very basics of getting tothatposition and not from the position itself. This helped

me get useful insight and understanding of various financial products, the market details

aboutthem and the benefits provided by them to the customers. Emphasis wasgiven in analysis of

the investor behavior of the clients. Another interesting fact was that all these products were

suggested to clients not just based ontheir market performance and returns, but on the client’s

financial conditions well as their risk taking capacity.

Training sessions were held to give me insights about the various programs that Karvy Stock

Broking Limited deals in like: Recruitment and selection, Employee motivation and Training and

Development. Presentations on the same after self-study and analysis were a part of this

internship session.

I provided financial advice and suggestions to the investors for mutual funds which may prove

prudent to them. For other products I studied the client’sinvesting behavior and assisted the

wealth manager, who decided theinvestment options and designed the portfolios.

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OVERVIEW OF INDUSTRY

The financial industry, or financial services industry, includes a wide range of companies

and institutions involved with money, including businesses providing money management,

lending, investing, and insuring and securities issuance and trading services. The following

institutions are a part of the financial industry:

Banks

Credit card issuers

Insurance companies

Investment bankers

Securities traders

Financial planners

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Security exchange

Financial Industry: Demand and Supply Drivers

Demand and supply for financial   products  are driven by risk-reward assessments, which

consider:

1. The major demand drivers are:

Potential Yield

Risk rating

Liquidity

Availability of information

Access to alternatives

2. The major supply drivers are:

Money supply

Interest rates

Inflation

Economic conditions

Government regulations

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Financial Industry: Major Players

The Indian economy is estimated to have grown by 7.4 per cent in 2009-10. According to the

latest Central Statistical Organization (CSO) data, financial services, banking, insurance and real

estate sectors rose by 9.7 per cent in 2009-10.

As per the Securities and Exchange Board of India (SEBI), the total FII inflow in equity during

January to May 2010 was US$ 4.6 billion while it was US$ 5.9 billion in debt. Net investment

made by FIIs in equity between June 1, 2010 and June 14, 2010 was US$ 530.05 million while it

was US$ 875.73 million in debt, as per the latest data released by SEBI.

The average assets under management of the mutual fund industry stood at US$ 170.46 billion

for the month of May 2010, as compared to US$ 135.58 billion in May 2009, according to the

data released by Association of Mutual Funds in India (AMFI).

As on June 4, 2010, India's foreign exchange reserves totaled US$ 271. Billion, an increase of

US$ 9.87 billion over the same period last year, according to the Reserve Bank of India's Weekly

Statistical Supplement.

Also, a study by Project Finance International (PFI), a source of global project finance

intelligence and a Thomson Reuters publication has ranked India on top in the global project

finance (PF) market in 2009, ahead of Australia, Spain and the US.

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The study said the main market for PF in 2009 was the domestic Indian market, which raised

US$ 30 billion, accounting for 21.5 per cent of the global PF market. This was up from US$ 19

billion in 2008.

Finance Companies of India

The top finance companies are playing a key role in the huge growth of the financial sphere in

India. The sector of finance is passing through a rapid phase of alteration. The growth of

economy is the primary factor for the development of the India's financial sector. The best

financial companies in India are the following: 

SBI Capital Markets Limited :

It is one among the oldest organizations in the capital markets sector of India. It is the leading

financial company in India. It was established in the year 1986 as an ancillary of SBI.It ranks

second in Asia's Project Advisory services. The company is a trailblazer in privatization and

securitization. The company’s subsidiaries are SBICAPs Ventures Ltd., SBICAP Trustee Co.Ltd.

Bajaj Capital Limited:

This is among the major financial companies of India. The company offers best investment

advisory and financial planning. It provides institutional investors, NRIs, corporate houses,

individual investors,and high network clients with investment advisory and financial planning

services. It is also the largest provider of finance products offered by public and private

organizations, several government bodies, investment products like bonds, mutual funds, general

insurance etc.

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Housing Development Finance Corporation :

This company offers the best financial solutions and guidance for home loans, property related

services, loans for NRIs etc. in India. The one stop destination for comprehensive information on

personal finance is HDFC. The company has a wide network in India and abroad. The company's

overseas o0ffices are in Singapore, Kuwait, Qatar, Saudi Arabia and many others. 

ICICI Group:

This company offers a wide spectrum of financial products and services in India. The company

provides solutions for all needs like InstaBanking, OnlineTrading, InstaInsure, ICICI Bank etc.

The company keeps up the financial profile healthy and diversifies earnings across geographies

and businesses. The company's philosophy is to deliver high class financial services for all the

cross sections of the society. Their products are Mutual Fund, Private Equity Practice, Securities,

and Life Insurance etc. 

LIC Finance Limited :

It is the leading player in the finance sector of India being the biggest Housing Finance Company

of India. The function of the company is to provide finance to individuals for repair or

construction or renovation of the old or new apartment or house. It also offers finance on the

existing property for personal or business matters. The company has 14 back offices,6 regional

offices and 126 units of marketing in India. 

Karvy Group::

One of the top players in the financial sector is this group. The company has about 575 offices in

375 destinations in India. It offers services like the Mutual Funds Services, DepositoryServices,

Debt Market Services, Investment Banking and many others.

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Organization overview

Introduction:

“Success is a journey, not a destination.” If we look forexamples to prove this quote then we

can find many but there is none like that of karvy. Back inthe year 1981, five people created

history by establishing karvy and company which is todayknown as karvy, the largest financial

service provider of India.

Success sutras of karvy:

The success story of Karvy is driven by 8 success sutras adopted by it namely trust, integrity,

dedication, commitment, enterprise, hard work and team play, learning and innovation,

empathy and humility. These are the values that bind success with Karvy.

Evolution of KARVY:

It is well said that success is a journey not a destination and we can see it being proved by Karvy.

Under this section we will see that how this “Karvy and company” of 1980became “Karvy” of

2008. Karvy blossomed with the setting up of its first branch at Mumbai during the year 1987-

88. The turning point came in the year 1989 when it decided to enter into one of the not only

emerging rather potential field too i.e.; stock broking. It became the member of Hyderabad

Stock Exchange through associate firm Karvy Securities and then Karvy never looked back…it

went on adding services one after another, it entered into retail stock broking in the year 1990.

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Karvy investor service centers were set up in the year 1992. Karvy which already enjoyed a wide

network through its investor service centers, entered into financial product distribution services

in the year1993. One year more and karvy was now dealing into mutual fund services too in the

year 1994 but it didn’t stopped there, it stepped into corporate finance and investment banking in

the year 1995.

Karvy’s strategy has always been being the first entrant in the market. It stepped into the other

most happening sector i.e.; IT enabled services by establishing its own BPO units and at a gap of

just 1 year it took the path of e-Business through its website www.karvy.com. Then it entered

into insurance services in the year 2001 with the launch of its retail arm “karvy- the finapolis:

your personal finance advisor”.

Karvy launched “karvy global services limited” after entering into a joint venture with

Computershare, Australian the year 2004.the year 2004 also saw karvy entering into

commodities marketing through karvy comrade. Karvy realty& services (India) ltd. hence, we

can see now karvy being established as the largest financial service provider of the country.

Vision of Karvy

To achieve & sustain market leadership.

Mission statement:

“Our mission is to be a leading and preferred service provider to our customers, and we

aim to achieve this leadership position by building an innovative, enterprising, and

technology driven organization which will set the highest standards of service and business

ethics.”

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The success ladder:

Karvy was established as Karvy and company by five chartered accountants during the year

1979-80, and then its work was confined to audit and taxation only. Later on it diversified into

financial and accounting services during the year 1981-82 with a capitalof Rs.150000. It

achieved its first milestone after its first investment in technology. Karvybecame a known name

during the year 1985-86 when it forayed into capital market asregistrar.

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Now karvy group consists of 8 highly renowned entities which are as

followed:

:

The first securities registry to receive ISO 9002 certification in India. Registered with SEBI as

Category I Registrar, is Number 1 Registrar in the Country. The award of being ‘Most Admired’

Registrar is one among many of the acknowledgements we received for our customer friendly

and competent services.

Karvy Stock Broking Limited consists of five units namely stock broking services, depository

participant, advisory services, and distribution of financial products, advisory services and

private client groups.

It is registered with SEBI as a category 1 merchant banker. Its clientele includes leading

corporates, State Governments, foreign institutional investors, public and private sector

companies and banks, in Indian and global markets

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Karvy Insurance Broking Limited is also a part of Karvy Stock Broking Limited. At Karvy

Insurance Broking Limited both life and non-life insurance products are provided to retail

individuals, high net-worth clients and corporates.

The company provides investment, advisory and brokerage services in Indian Commodities

Markets. And most importantly, it offers a wide reach through our branch network of over 225

branches located across 180 cities.

Karvy Global is a leading business and knowledge process outsourcing Services Company

offering creative business solutionsto clients globally. Itoperates in banking and financial

services, insurance, healthcare and pharmaceuticals, media, telecom and technology. It has its

sales and business development office in New York, USA and the offshore global delivery center

in Hyderabad, India

Karvy Realty (India) Limited is engaged in the business of real estate and property services

offering:

Buying/ selling/ renting of properties

Identifying valuable investments opportunities in the real estate sector

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Facilitating financial support for real estate and investments in properties

Real estate portfolio advisory services

It is a joint venture between Computershare, Australia and Karvy Consultants Limited, India in

the registry management services industry.

Organizational structure of Karvy

Talking about the organization structure of Karvy, we have the board of directors as the supreme

governing body, the chairman being Mr. C Parthasarthy, Mr. M Yugandhar as the managing

director, and Mr. M S Ramakrishnaand Mr. Prasad V. Poultry as directors.The board of directors

head the Karvygroup, Karvy Computershare limited, KarvyInvestor’sServices ltd.,

KarvyComrade, Karvy Stock Broking Limited., and Karvy Global Services Limited.

Karvy group being the flagship company looks after the functional departments such ascorporate

affairs, group human resources, finance & accounting, training & development, technology

services and corporate quality.

Summarizing it in a diagram, it can be presented as:

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Karvy Values

Integrity

Responsibility

Reliability

Unity

Understanding

Excellence

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KARVY SERVICES – AN OVERVIEW

1. Stock broking

2. Demat services

3. Investment product distribution

4. Investment advisory services

5. Corporate finance & Merchant banking

6. Insurance

7. Mutual fund services

8. IT enabled services

9. Registrars & Transfer agents

10. Loan

Behind the Picture: What Customers matter for KARVY?

The underlying picture forming answer for above question is givenbelow.

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CUSTOMER VALUE

RELATIONSHIPSOUR COMPETITIVE ADVANTAGE

MARKET POWER

BRAND PREFERENCE

Every year with this picture keeping in mind ‘Karvy accelerate with Recovery, Revival and

Reappearance.’Karvy has started 2004 on a strong note with the realization to signal some of the

challenges it faced previous year. In a competitive market and a branded business, Karvy need to

carefully manage itself to avoid down trading or brand shifts by consumers.Some competitive

advantages are long lasting. These are intangible, difficult to replicate and thus more sustainable.

Karvy has focused on some of these to gain competitive advantages. There are:

Winning culture and a desire to excel in everything Karvy do.

Strong meaningful relationships with Customers along with Strategic

Partners in which Karvy operate and above all, its own staff. Karvy value and carefully nurture

relationships with customers. Karvy truly believe that more than technological prowess and

business process innovations, it is the ‘focus on relationships’ which has been the corner stone of

satisfying and successful presence in India over many years.

This has been possible with deep insight of consumer behavior as well as market demand drivers,

understanding of the arena where to operate and quality execution – all thanks to a ‘greater team’

that makes this happen.

Karvy’s customers consider themselves part of Karvy family and share their experiences and

dreams with other customers and thus Karvy becomes successful not only in relating customers

but also gains new customers from satisfied prevailing customers. Karvy want to create a strong

emotional bond with new customers promoted by prevailing customers.

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MARKETING STRATEGY OF KARVY

Market Positioning :

Market positioning statements of Karvy are “At Karvy we give you single window service” and

“We also ensure your comfort”. So, Karvy focus on the consumers who prefer almost all

investmentactivities at same place by providing number of various financialservices. At Karvy a

person can purchase or sell shares, debentures etc. and at the same place also demat it. Karvy

also provides otherinvestment option to the same person at same place like Mutual Fund,

Insurance, Fixed Deposit, and Bonds etc. and help the person in designing his portfolio. By this

way Karvy provides comfort to its customers. Karvy is also positioned according to Rise and

Trout. Karvy is promoted as a no. 1 investment product distributor and R & T agent of India.

Target Market :

Karvy uses demographic segmentation strategy and segment people based on their occupation.

Karvy uses selective specialization strategy for market targeting. Target person for the Karvy

Stock Broking and Karvy Investment Service are persons who can work as sub-broker for the

companies. Companies focus on Advisors of Insurance and post office, Tax consultants and CAs

for making sub-broker.

Marketing channel System:

Karvy uses one level marketing channel for investment product distribution. Sub-brokers work

as intermediary between consumer and company. Company has both forward and backward flow

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of activity through channel. Company distributes stationery, brokerage, and information forward

to its sub-broker. The sub-brokers send filled forms, queries, amount of investment etc. back to

the company.

Training Channel Members:

Karvy provides training to the sub-brokers because they will be viewed as the company by the

investors. The executives of Karvyexplainvarious new schemes of investment to the sub-brokers

with its objective, risk factors and expected return. Company also periodically arrange seminar to

guide sub-brokers.

Advertising and Promotion :

The objective of advertising of Karvy is to create awareness about services of Karvy among

investors and sub-brokers and increase subbrokers of Karvy.

Company doesn’t give advertisement in media like TV, Newspapers, and Magazines etc.

Karvy’s advertisement is made indirectly by the companies associate with it. Karvy is R & T

agent of around 700 companies. They publish name, address and logo of Karvy on their annual

report. Karvy also publish its weekly Stock Market Newsletter ‘Karvy Bazaar Baatein’ and

monthly magazine ‘The Finapolis’ to guide investors and sub-brokers about market.

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HR POLICY OF KARVY

Karvy’s HR Department is located at Hyderabad.

Recruitment and Selection Policy:

The upper level members like zonal managers, regional managers, branch managers and

senior executives are recruited by publishing recruitment advertisement in leading

national level newspaper. The qualified applicant are then called for interview and

selected. The regional manager has authority to select lower level employee like peon,

marketing executives, accountant etc. by approval of zonal manager.

Training and Development :

Continuous training and upgrading technical, behavioral and managerial skills is a way of life in

Karvy. Karvy encourages employees to hone their skills regularly to enable them to face the

challenges of the changing requirements of customers that fit market up and down.

Training needs analysis is done on a regular basis and systematic methodologies are ensured that

skills and capabilities of all employees are constantly upgraded to enable them to perform in the

challenging work environment.

New employee has given training under experienced employee. The new employee work under

experience employee and observe his all activities. When company employs new technology or

there is any change in the working of company the training program is arranged.

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Employee Motivation:

Karvy’s employees are highly empowered. They don’t have to report any person of the

same branch but they report upper level branch. i.e. Marketing executive of Jamnagar

branch directly reports Senior Marketing executive of Baroda zonal office. If particular

branch earn certain profit then Karvy gives them special incentives. E.g. last year Karvy

had arranged two days tour of Div for their employees of Rajkot, Jamnagar, Junagadh

and Bhavnagar branch which was totally free of cost. This also helps in maintaining

cooperation between employees.

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ORGANIZATION CHART

GG G

.

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CM & MD(Hyderabad)

GM (MARKETING)

GM (FINANCE)

GM (HRM)

Zonal Manager

Regional Manager

Branch Manager Branch Manager Branch Manager

Sr. Executives Accountant

Executives

COMPETITORS DETAILS

1. Bajaj Capital

It was established in 1964 at Delhi. In 1965 it innovates a new financial instrument ‘Companies

Fixed Deposits’ and becomes the first company to raise Fixed Deposits. The objective of

company is to provideprofessional guidance to investors on where, when and how to investand to

assist the corporate sector in its resource raising activities.

Bajaj Capital became the first company to set up ‘Investment Centers’ all over India for this

purpose. Today, Bajaj Capital has 90 offices in over 40 important Indian Cities and has a team of

around 500 employees nationwide.

2. N.J.India Investments Pvt. Ltd .

NJ India Invest (formerly known as NJ Capital stocks) was started in 1994 to cater to the

growing financial services sector. NJ India Invest evolved out as a client focused need based

investment advisory firm. NJ regards mutual fund as one of the best investment avenue available

to satisfy any kind of investment need. NJ India Investment has 11 branches in Gujarat including

3 branches in Maharashtra:

Rajkot

Jamnagar

Bhavnagar

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3. ICICI Securities Ltd .

ICICI Securities Limited (i-SEC) is a wholly owned investment-banking subsidiary of ICICI

Limited. ICICI is the only non-Japanese Asian financial institution to be listed on the New York

Stock Exchange (NYSE). ICICI Securities was formed on 22nd Feb. 1993, ICICI Brokerage

Services Limited (IBSL) set up in March 1995and itis registered with the National Stock

Exchange of India Limited and The Stock Exchange, Mumbai.

ICICI has started a website ICICIdirect.com which is the most comprehensive website, which

allows you to invest in Shares, Mutual funds, Derivatives (Futures and Options) and other

financial products.ICICI has a large network of branches all overIndia.

4. HDFC

HDFC is the leading financial company in India. IT has large network of branches all over India.

HDFC Securities which is fully subsidiary of HDFC provides demat service.

5. Kotak Securities Ltd.

Kotak Securities needs no introduction as one of the largest stock broking houses in the country

and a leading distributor of primary market offerings. Kotak Securities limited is a joint venture

between Kotak Mahindra Bank and Goldman Sachs, the international investment banking and

brokerage firm.Kotak Securities is a corporate member of both the BSE and the NSE.It is also a

depository participant with the National Securities Depository Limited (NSDL) for trading and

settlement of dematerialized shares.

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Quality Policy OfKarvy

To achieve and retain leadership, Karvy shall aim for complete customer satisfaction, by

combining its human and technological resources, to provide superior quality financial services.

In the process, Karvy will strive to exceed Customer’s expectations.

Quality Objectives of Karvy

Build in-house processes that will ensure transparent and harmonious relationships with

its clients and investors to provide high quality of services.

Establish a partner relationship with its investor service agents and vendors that will help

in keeping up its commitments to the customers.

Provide high quality of work life for all its employees and equip them with adequate

knowledge & skills so as to respond to customer's needs.

Continue to uphold the values of honesty & integrity and strive to establish unparalleled

standards in business ethics.

Use state-of-the art information technology in developing new and innovative financial

products and services to meet the changing needs of investorsand clients.

Strive to be a reliable source of value-added financial products and services and

constantly guide the individuals and institutions in making a judiciouschoice of same.

Strive to keep all stake-holders (shareholders, clients, investors,employees, suppliers and

regulatory authorities) proud and satisfied

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SWOT ANALYSIS OF KARVY

Strengths:

Employees are highly empowered.

Strong Communication Network.

Good co-operation between employees.

Number 1 Registrar and Transfer agent in India.

Number 1 dealer of Investment Products in India.

Weakness:

High Employee Turnover.

Opportunity:

Growth rate of mutual fund industry is 40 to 50% during last year and it expected that

this rate will be maintained in future also.

Marketing at rural and semi-urban areas.

Threat:

Increasing number of local players.

Past image of Mutual Fund.

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TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structuredformat. It is

concerned with the structure and delivery of acquisition of knowledge to improve the efficiency

and effectiveness of organization. Therefore, training is a key to optimizing utilization human

intellectual technological and entrepreneurial skills.

There are four phases of training in Karvy - Training needs analysis, Training design, Training

implementation and Training evaluation. Training evaluationis the most important part of

training process which refers to activities aimed at finding out the effectiveness of training

programs after they are conducted, against the objective for which such programs were

organized.

Training evaluation techniques give us solution to answer questions like where was the

capability level of learners before the program and where is it now, what was intended to be

achieved by particular program and where is really achieved now, and what is the monitory value

of training outcome against the cost incurred for conducting the training program. The key issues

involve staffing policies selecting and retaining talented employee, training and

developmentwhilst encouraging employees to be innovative and creative, culture barriers, and

legal framework. Karvy provides soft skill development training to their employees. But still

they need to work on providing product/process development training. To evaluate the

trainingprogram, questionnaire is the most popular method in Karvy.Training initiatives and

programs have become a priority for Human Resources. As business markets change due to an

increase in technology initiatives, companies need to spend more time and money on training

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employees. In today’s business climate employee development is critical to corporate success

and organizations are investing more in their employees training and development need

Training and Development referred to as:

Acquisition and sharpening of employees capabilities that is required to perform various

obligations, tasks and functions.

Developing the employee’s capabilities so that they may be able to discover

theirpotential and exploit them to full their own and organizational development purpose.

Developing an organizational culture where superior-subordinate relationship, teamwork,

and collaboration among different sub units are strong and contribute toorganizational

wealth, dynamism and pride to the employees.

Development defined

It helps the individual handle future responsibilities, with less emphasis on present job duties.

Introduction of training

It is a learning process that involves the acquisition of knowledge, sharpening of skills,concepts,

rules, or changing of attitudes and behaviors to enhance the performance of employees.

INPUTS IN TRAINING AND DEVELOPMENT

Any training and development program must contain inputs which enable theparticipants to gain

skills, learn theoretical concepts and help acquire vision to look intothe distant future.

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Skills:Training is imparting skills to employees. A worker needs skills to operate machines, and

use other equipment with least damage and scrap. This is a basic skill without which the operator

will not be able to function. Employees, particularlysupervisors and executives, need

interpersonal skills.

Education:The purpose of education is to teach theoretical concepts and develop asense of

reasoning and judgment.

Development:It is less skill-oriented but stresses on knowledge. Knowledge aboutbusiness

environment, management principles and techniques, human relations,specificindustry analysis

is useful for better management of a company.

Ethics: There is need for imparting greater ethical orientation to a training and development

program. Ethical attitude help managements make better decisionswhich are in the interests of

the public, the employees and in the long term-the companyitself.

Attitudinal Changes:Attitude represents feelings and beliefs of individuals towardsothers.

Attitude affects motivation, satisfaction and job commitment. Negative attitudeneed to be

converting into positive attitude. Attitude must be changed so that employees feel committed to

the organization, are motivated for better performance, and derive satisfaction from their jobs

and the work environment.

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Decision making and problem solving skills:It focus on methods and techniques for making

organization decision-making and solving work related problems.

Decision making and problem solving skills:It focus on methods and techniques for making

organization decision-making and solving work related problems.

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.

Individual objectives – help employees in achieving their personal goals, which inturn,

enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective bybringing

individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable tothe

organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the

needs and challenges of the society.

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IMPORTANCE OF TRAINING AND DEVELOPMENT

It helps to develop human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work, team

spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the

employees.

• 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.

• 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.

• Quality – Training and Development helps in improving upon the quality of work and work-

life.

• Healthy work-environment – Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual goals

aligns with organizational goal.

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• Health and Safety – Training and Development helps in improving the health and safety of the

organization thus preventing obsolescence.

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

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

• Profitability – Training and Development leads to improved profitability and more positive

attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets more

effective decision making and problem solving. It helps in understanding and carrying out

organizational policies

• Training and Development helps in developing leadership skills, motivation, loyalty,better

attitudes, and other aspects that successful workers and managers usually display.

• Optimum Utilization of Human Resources – Training and Development helps in optimizing

the utilization of human resource that further helps the employee to achievethe organizational

goals as well as their individual goals.

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• Development of Human Resources – Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical and

behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees – Training and Development helps in increasing the

job knowledge and skills of employees at each level. It helps to expandthe horizons of

human intellect and an overall personality of the employee

MODELS OF TRAINING

Training is a sub-system of the organization because the departments such as, marketing & sales,

HR, production, finance, etc.depend 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

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

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SYSTEM MODEL TRAINING

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:

1. ANALYZE and identify the training needs i.e. to analyze the department, job, employee

requirement, who needs training, what do they need to learn, estimatingtraining cost, etc. The

next step is to develop a performance measure on the basis of which actual performance would

be evaluated.

2. DESIGNand provide training to meet identified needs. This step requires developing

objectives of training, identifying the learning steps, sequencing and structuring the contents

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3. DEVELOP- This phase requires listing the activities in the training program thatwill 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.

4. IMPLEMENTINGis the hardest part of the system because one wrong step can lead to the

failure of whole training program.

5. EVALUATINGeach phase so as to make sure it has achieved its aim in terms ofsubsequent

work performance. Making necessary amendments to any of the previous stage in order to

remedy or improve failure practices.

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TRANSITIONAL 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.

VALUES – is the translation of vision and mission into communicable ideals. It reflects the

deeply held values of the organization and is independent of current industry environment. For

example, values may include social responsibility, excellent customer service, etc.

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The mission, vision, and values precede the objective in the inner loop. This modelconsiders the

organization as a whole. The objective is formulated keeping these three things in mind and then

the training model is further implemented

INSTRUCTIONAL SYSTEM DEVELOPMENT (ISD) 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,

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and delivering media for the types of training objectives to be achieved. The Instructional

SystemDevelopment model comprises of five stages:

1. ANALYSIS – This phase consist of training need assessment, job analysis, and target

audience analysis.

2. 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, etc.

3.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 for the trainee including handouts of summary.

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4. EXECUTION – This phase focuses on logistical arrangements, such as arrangingspeakers,

equipment, benches, podium, food facilities, cooling, lighting, parking,and other training

accessories.

5. 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 phase.

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PROCESS OF TRAINING

TRAINING NEED ANALYSIS (TNA) / TRAINING NEED IDENTIFICATION (TNI)

An analysis of training need is an essential requirement to the design of effective training. The

purpose of training need analysis is to determine whether there is a gap between what is required

for effective performance and present level of performance.

Training Need arises at three levels:

Organizational level

Individual level

Operational level

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Corporate need and training need are interdependent because the organization performance

ultimately depends on the performance of its individual employee and its subgroups.

Benefits of need assessment

Training programs are designed to achieve specific goals that meet felt needs. There are many

benefits of need assessment:

1. Trainers may be informed about the broader need of the trainees.

2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees.

3. Assessment makes training department more accountable and more clearly linked to other

human resource activities, which make the training programs easier to sell to line managers.

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TRAINING-DESIGN

The design of the training program can be undertaken only when a clear training objective has

been produced. The training objective clears what goal has to be achieved by the end of training

program i.e. what the trainees are expected to be able to do at the end of their training. Training

objectives assist trainers to design the training program.

The trainer– Before starting a training program, a trainer analyzes his technical, interpersonal,

judgmental skills in order to deliver quality content to trainers.

The trainees– A good training design requires close scrutiny of the trainees and their profiles.

Age, experience, needs and expectations of the trainees are some of the important factors that

affect training design.

Cost of training– It is one of the most important considerations in designing a training

program. A training program involves cost of different types. These may be in the form of direct

expenses incurred in training, cost of training material to be provided, arrangement of

physical facilities and refreshment, etc. Besides these expenses the organization has to bear

indirect cost in the form of loss of production during training period. Ideally, a training program

must be able to generate more revenues than the cost involved.

Training climate– A good training climate comprises of ambience, tone, feelings, positive

perception for training program, etc. Therefore, when the climate is favorable nothing goes

wrong but when the climate is unfavorable, almost everything goes wrong.

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Trainees’ learning style– the learning style, age, experience, educational background of

trainees must be kept in mind in order to get the right pitch to the design of the program.

Training strategies– Once the training objective has been identified, the trainer translates it

into specific training areas and modules. The trainer prepares the priority list of about what must

be included, what could be included.

Training topics– After formulating a strategy, trainer decides upon the content to be delivered.

Trainers break the content into headings, topics, ad modules. These topics and modules are then

classified into information, knowledge, skills, and attitudes.

Sequence the contents– Contents are then sequenced in a following manner:

• From simple to complex

• Topics are arranged in terms of their relative importance

• From known to unknown

• From specific to general

• Dependent relationship

Training tactics– Once the objectives and the strategy of the training program becomes clear,

trainer comes in the position to select most appropriate tactics or methods or techniques. The

method selection depends on the following factors:

• Trainees’ background

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• Time allocated

• Style preference of trainer

• Level of competence of trainer

• Availability of facilities and resources, etc

Support facilities– IT can be segregated into printed and audio visual. The various

requirements in a training program are white boards, flip charts, markers, etc.

Constraints– The various constraints that lay in the trainers mind are:

• Time

• Accommodation, facilities and their availability

• Furnishings and equipment

• Budget

• Design of the training, etc

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

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• Carrying out of the training

Once the staff, course, content, equipments, topics are ready, the training is

implemented.Completing training design does not mean that the work is done because

implementation phase requires continual adjusting, redesigning, and refining.

Preparation is the most important factor to taste the success. Therefore, following are the factors

that are kept in mind while implementing training program:

The trainer– The trainerneeds 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 and is flexible in his

approach.

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.

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

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• Encouraging informal conversation

• Remembering their first name

• Pairing up the learners and have they 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

• Varying his instructional techniques

• Using the alternate approach if one seems to bog down

Reviewing the agenda– At the beginning of the training program it is very importantto 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 situations

In general program implementation involves action on the following lines:

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Deciding the location and organizing training and other facilities.

Scheduling the training program.

Conducting the program.

Monitoring the progress of the trainees.

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

The five main purposes of training evaluation are:

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

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Control: It helps in controlling the training program because if the training is noteffective, 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.

Principles of Training Evaluation :

Training need should be identified and reviewed concurrently with the business and personal

development plan process.

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a) Evaluation must be continuous.

b) Evaluation must be specific.

c) Evaluation must be based on objective methods and standards.

d) There should be correlation to the needs of the business and the individual.

e) Organizational, group and individual level training need should be identified and evaluated.

f) Techniques of evaluation should be appropriate.

g) The evaluation function should be in place before the training takes place.

h) The outcome of evaluation should be used to inform the business and training process.

Need of evaluation of Training:

Training cost can be significant in any business. Most organizations are prepared to incur these

cost because they expect that their business to benefit from employees development and

progress. Whether business has benefited can be assessed by evaluation training. There

arebasically four parties involved in evaluating the result of any training. Trainer,Trainee,

Training and Development department andLine Manager.

The Traineewants to confirm that the course has met personal expectations and satisfied any

learning objectives set by the T & D department at the beginning of the program.

The Trainerconcern is to ensure that the training that has been provided is effective or not.

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Training and Developmentwant to know whether the course has made the best use of the

resources available.

The Line managerwill be seeking reassurance that the time hat trainee has spent in attending

training results in to value and how deficiency in knowledge and skill redressed. The problem for

many organizations is not so much why training should be evaluated but how. Most of the

organizations overlook evaluation because financial benefits are difficult to describe in concrete

terms.

The process of evaluation is central to its effectiveness and helps to ensure that:

Whether training budget is well spent

To judge the performance of employee as individual and team.

To establish culture of continuous learning and improvement.

PROCESS OF TRAINING EVALUATION

Before Training : The learner’s skills and knowledge are assessed before the training program.

During the start of training, candidates generally perceive it as a waste of resources because at

most of the times candidates are unaware of the objectives and learning outcomes of theprogram.

Once aware, they are asked to give their opinions on the methods used and whether those

methods confirm to the candidates preferences and learning style

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During Training: It is the phase at which instruction is started. This phase usually consist of

short tests at regular intervals.

After Training : It is the phase when learner’s 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.

Techniques of evaluation

The various methods of training evaluation are:

• Observation

• Questionnaire

• Interview

• Self diaries

• Self-recording of specific incidents

WHAT TO EVALUATE/LEVEL OF EVALUATION

Donald Kirkpatrick developed four level models to assess training effectiveness. According to

him evaluation always begins with level first and should move through other levels in sequence.

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Reaction Level: The purpose is to measure the individual reaction to the training

activity. The benefit of Reaction level evaluation is to improve Training and

Development activity efficiency and effectiveness.

Learning Level: The basic purpose is to measure the learning transfer achieved by the

training and development activity. Another purpose is to determine to what extent the

individual increased their knowledge, skills and changed their attitudes by applying

quantitative or qualitative assessment methods

Behavior Level: The basic purpose is to measure changes in behavior of the individual

as a result of the training and development activity and how well the enhancement of

knowledge, skill, attitudes has prepared than for their role.

Result Level: The purpose is to measure the contribution of training and development

to the achievement of the business/operational goals.

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RESEARCH ANALYSES & INTERPRETATION

RESEARCH OBJECTIVES

OBJECTIVES OF THE STUDY

The first & foremost step in any research work is to identify the problems or objectives on which

the researcher has to work on.

MAJOR OBJECTIVES

To analyze the existing training practices, its effectiveness and recommend measures to

improve the training practices in Karvy.

To take feedback and analyze the level of satisfaction amongst the employees in respect

of training activities and suggest alternatives.

RESEARCH METHODOLOGY

Every project work is based on certain methodology, which is a way to systematically solve the

problem or attain its objectives. It is a very important guideline and lead to completion of any

project work through observation, data collection and data analyses .

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According to Clifford Woody, “Research Methodology comprises of defining & redefining

problems, collecting, organizing &evaluating data, making deductions &researching to

conclusions.”

Accordingly, the methodology used in the project is as follows: -

Defining the objectives of the study

Framing of questionnaire keeping objectives in mind (considering the objectives)

Feedback from the employees

Analysis of feedback

Conclusion, findings and suggestions

DATA COLLECTION

Data collection is a term used to describe a process of preparing and collecting business data -

for example as part of a process improvement or similar project.

Data collection usually takes place early on in an improvement project, and is often formalized

through a data collection Plan which often contains the following activity.

1. Pre collection activity – Agree goals, target data, definitions, methods

2. Collection – data collection

3. Present Findings – usually involves some form of sorting analysis and/or presentation.

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There are two methods of data collection which are discussed below:

DATA COLLECTION

PRIMARY DATA SECONDARY DATA

(Data collection techniques)

QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL

SOURCE SOURCE

PRIMARY DATA

In primary data collection, you collect the data yourself using methods such as interviews and

questionnaires. The key point here is that the data you collect is unique to you and your research

and, until you publish, no one else has access to it.

I have tried to collect the data using methods such as interviews and questionnaires. The key

point here is that the data collected is unique and research and, no one else has access to it. It is

done to get the real scenario and to get the original data of present.

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Unstructured

DATA COLLECTION TECHNIQUE

Questionnaire :

Questionnaire are a popular means of collecting data, but are difficult to design and often require

many rewrites before an acceptable questionnaire is produced. The features included in

questionnaire are:

Theme and covering letter

Instruction for completion

Types of questions

Length

Interview:

This technique is primarily used to gain an understanding of the underlying reasons and

motivations for people’s attitudes, preferences or behavior. The interview was done by asking a

general question. I encourage the respondent to talk freely. I have used an unstructured format,

the subsequent direction of the interview being determined by the respondent’s initial reply, and

come to know what is its initial problem is.

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SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics or financial) or

qualitative data (usually words or text). Quantitative data may often be presented in tabular or

graphical form. Secondary data is data that has already been collected by someone else for a

different purpose to yours.

Need of using secondary data

1. Data is of use in the collection of primary data.

2. They are one of the cheapest and easiest means of access to information.

3. Secondary data may actually provided enough information to resolve the problem being

investigated.

4. Secondary data can be a valuable source of new ideas that can be explored later through

primary research.

Limitation of secondary data

1. May be outdated.

2. No control over data collection.

3. May not be reported in the required form.

4. May not be very accurate.

5. Collection for some other purpose.

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STATISTICAL TOOLS USED

The main statistical tools used for the collection and analyses of data in this project are:

Pie Charts

SAMPLE DESIGN

SAMPLE UNIT

The respondents who were asked to fill out questionnaires are the sampling units. These

comprise of employees of Karvy, who had attended the personality development workshop.

SELECTION OF SAMPLE SIZE

In order to take a reasonable sample size and not to disturb the functioning of the organization, a

sample size of reasonable strength of the Company has been taken in order to arrive at the

present practices of training in the Company.

Accordingly, 50 employees have been selected at random from all the departments of the

organization and feedback forms (questionnaire) have been obtained. The data has been analyzed

in order to arrive at present training practices in the organization.

SAMPLING TECHNIQUE USED

The technique of Random Sampling has been used in the analysis of the data. Random

sampling from a finite population refers to that method of sample selection, which gives each

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possible sample combination an equal probability of being picked up and each item in the entire

population to have an equal chance of being included in the sample. This sampling is without

replacement, i.e. once an item is selected for the sample, it cannot appear in the sample again.

SCOPE OF THE STUDY

Training Effectiveness is the process wherein the management finds out how effective it has

been at training and developing the employees in an organization.

This study gives some suggestions for making the present training and development

system more effective.

It gives organization the direction, how to deal differently with different employees.

It identifies the training & development needs present among the employees

.

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DATA ANALYSIS & INTERPRETATION

The major activities performed by the Training and Developing function in KARVY are as

follows:

(1) Training needs identification/ assessment: From employees through interviews,

questionnaires, etc. and secondly through HOD recommendation.

(2) Training (Internal/External): Training depends upon its scope, whether needs of the

training can be met within the organization or whether has to be taken to an environment outside

the organization.

(3) Certified corporate trainer: Certified corporate trainers are the employees of the company

itself. It is their voluntary involvement. If they feel like in their service tenure that they can, for

some time, train the employees of the company on the base of their experience, then send in their

CVs and on approval by the respective authority, become certified corporate trainers.

(4) Types of training given in Karvy :

Induction/Orientation training

Soft skill development training

Project training

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(5) Training evaluation :

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ANALYSIS OF PRIMARY DATA

1) How many training programs have you attended in last 5 years in

Karvy?

INTERPRETATION

45% of the officers have attended 6-15 training programs in the last 5 years, which is an

indication of an effective training policy of the organization. However, 40% of the officers have

attended only 0-5 training programs, which need to be evenly monitored by the organization.

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2) How many training programs have you attended during the last year?

INTERPRETATION

35% of the workers have attended 3-8 training programs in the last year, which is the clue of a

useful training policy of the organization. However, 62% of the workers have attended only 0-2

training programs, which should be effectively seen by the organization. Also, every worker

should be given chances to attend as many training programs as possible.

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3) The program objectives were known to you before attending it.

INTERPRETATION

35% of the respondents moderately agree to the fact of knowing the training objectives

beforehand, in addition to 25% who strongly agree. But a small population disagrees as 20%

strongly disagree to this notion. Training objectives should therefore be made known

compulsorily before imparting training in the organization.

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3) The training program was relevant to your developmental needs.

INTERPRETATION

70% of the respondents feel that the training programs were in accordance to their developmental

needs. 15% respondents could not comment on the question and 15% think that the programs are

irrelevant to their developmental needs and the organization must ensure programs that satisfy

the developmental needs of the officers.

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4) The period of training session was sufficient for the learning.

INTERPRETATION

52% respondents feel that the time limit of the training program was adequate but 25% feel that

it was insufficient. Also, 21% could not comment on the question. All the respondents though

felt that increase in time limit of the programs would certainly be beneficial and the organization

should plan for this to be implemented in the near future.

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5) The training methods used during the training were effective for

understanding the subject.

INTERPRETATION

40% of the respondents believe that the training methods used during the programs were helpful

in understanding the subject, yet 25% disagree to this notion. The organization should use better,

hi-tech methods to enhance the effectiveness of the methods being used during the training

programs.

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6) The training sessions were exciting and a good learning experience.

INTERPRETATION

65% respondents believe that the training sessions were exciting and a good learning experience.

10% respondents could not comment on this while 25% differ in opinion. They feel that the

training sessions could have been more exciting if the sessions had been more interactive and in

line with the current practices in the market.

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7) The training aids used were helpful in improving the overall effectiveness of

the program.

INTERPRETATION

40% of the respondents believe that the training aids used were helpful in improving the overall

effectiveness, yet 20% disagree to this notion. 35% respondents did not comment on the issue.

Yet the total mindset of the respondents was that the organization should use better scientific

aids to enhance the presentation and acceptance value of the training program.

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8) The training was effective in improving on- the- job efficiency.

INTERPRETATION

45% respondents believe that the training programs increase their job efficiency but 35%

disagree to this. The view of the respondents were towards having more technological and

current topics for the training programs which could help them satisfy their creative urge and

simultaneously increase their on-the-job efficiency.

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9) How many training programs have you attended during the last year?

INTERPRETATION

35% of the workers have attended 3-8 training programs in the last year, which is the clue of a

useful training policy of the organization. However, 62% of the workers have attended only 0-2

training programs, which should be effectively seen by the organization. Also, every worker

should be given chances to attend as many training programs as possible.

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10) In your opinion, the numbers of training programs organized during the

year were sufficient for employees of Karvy.

INTERPRETATION

25% respondents have the opinion that the frequency of the training programs is sufficient but

50% of the respondents differ to this. They believe that the number of training programs

organized in a year should be increased and some in house training programs should also be

organized by the organization regularly.

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11) The training given is useful to you.

INTERPRETATION

71% of the respondents feel that the training programs were useful. 13% respondents could not

comment on the question and 16% think that the programs were irrelevant to their objective of

being useful. The organization must ensure programs that are useful and prove to cater to the

developmental needs of the workers.

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12) The time limit of the training program was sufficient.

INTERPRETATION

42% respondents feel that the time limit of the training program was adequate but 35% feel that

it was insufficient. Also, 13% could not comment on the question. All the respondents though

felt that increase in time limit of the programs would certainly be advantageous and the

organization should take some steps in this direction.

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13) The time limit of the training program, if increased would make it more

effective.

INTERPRETATION

65% respondents feel that the increase in the duration of the training programs would be

beneficial but 25% differ to this opinion. Going by the majority, the organization should make

required changes to increase the duration of the programs and also take the opinion of the

workers to have an effective training session.

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14) The number of training programs organized for workers in a year is

sufficient.

INTERPRETATION

33% respondents believe that the numbers of training programs organized in a year are

sufficient, but a majority of 57% disagrees to this. The organization should ensure multiple

programs for the workers and hence enable them in improving their skills and knowledge.

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FINDINGS

The major findings of the project are enumerated as follows:

Training is considered as a positive step towards augmentation of the knowledge base by

the respondents.

The objectives of the training programs were broadly known to the respondents prior to

attending them.

The training programs were adequately designed to cater to the developmental needs of

the respondents.

Some of the respondents suggested that the time period of the training programs were

less and thus need to be increased.

Some of the respondents also suggested that use of latest training methods will enhance

the effectiveness of the training programs.

Some respondents believe that the training sessions could be made more exciting if the

sessions had been more interactive and in line with the current practices in the market.

The training aids used were helpful in improving the overall effectiveness of the training

programs.

The training programs were able to improve on-the-job efficiency.

Some respondents also recommended that the number of training programs be increased.

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SUGGESTIONS

The major suggestions for changes in the existing training programs are as follows:-

The frequency of the training programs organized in a year should be increased.

The duration of the training sessions should be amplified.

New programs for personal as well as professional development of the officers should be

developed.

Officers should be referred for the training programs as per their developmental needs.

The training programs should be organized outside the office in order to avoid

disturbance in the work.

Better presentation technologies should be used in order to increase the effectiveness of

the programs.

The course curriculum for the training programs should be current in terms of the new

developments in the world.

The workers were of the opinion that external faculty should be appointed for the training

programs.

The period of the training sessions should be augmented.

The rate of the training programs organized in a year should be increased.

Everyone should get a chance to attend the training programs.

Documentaries and other films relating to issues of motivation, teambuilding should be

screened.

Practical examples should be used to make things easy to understand during the training

sessions.

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LIMITATIONS

Though research based decision making is now considered but still there is gap between the

understanding of researcher and users.

Research is there to help in decision-making, not a substitute of decision-making. Some of the

following limitations have restricted the scope of survey to some extent:

Some respondents gave vague information and were not serious while responding.

Some respondents were hesitant to reveal information about their finances because of

income tax queries.

It was difficult to find whether respondents actually participate in their financial

planning.

Research can provide no. of facts but it does not provide actionable results.

It cannot provide the answer to any problem but can only provide a set of guidelines.

Management rely more on the intuitions and judgment rather than research.

Area of research was restricted to some locations of the city and strata.

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CONCLUSION

The right employee training, development and education at the right

time provides big payoffs for the employer in increased productivity,

knowledge, loyalty, and contribution.

Looking for information about any aspect of human resources, motivation, coaching,

training or education for your business or organization. You've found the right resource

One key factor in employee motivation and retention is the opportunity to continue to

grow and develop job and career enhancing skills

These leadership and management tips will help you create a profitable business and

develop the talented workforce you need for progress, resiliency and agility

We need to equip our employees to handle their employee relations responsibilities

competently. But, for maximum positive impact and learning, we need to make the HR

training motivational and engaging.

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QUESTIONNAIRRE

Dear Sir / Madam

I am a student of Dr. Virendra Swarup Institute of Computer Studies, Kanpur. I am doing my Summer Training. As part of my curriculum of PGDM, I have selected the subject “Training and Development” (with special reference to Karvy) as my project work. Thus, I am submitting my questionnaire to your kind opinion. This questionnaire is only for the study purpose.

Thanking you

Yours Faithfully

NEHA SHUKLA

PGDM

PERSONAL DATA ( OPTIONAL)

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NAME:

DESIGNATION:

QUALIFICATION:

EXPERIENCE:

QUESTIONNAIRRE on “TRAINING AND DEVELOPMENT”

( with special reference to Karvy)

1) How many training programs have you attended in last 5 years?

No. ofPrograms 0-5 6-1010-15More than 15Total

2) The program objectives were known to you before attending it.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

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3) The training program was relevant to your developmental needs.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

4) The period of training session was sufficient for the learning.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

5) The training methods used during the training were effective for understanding

the subject.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

6) The training sessions were exciting and a good learning experience.

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Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

7) The training aids used were helpful in improving the overall effectiveness of the

program.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

8) The training was effective in improving on- the- job efficiency.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

9) How many training programs have you attended during the last year?

Up to 2

3-5

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6-8

More than 8

10) In your opinion, the numbers of training programs organized during the year

were sufficient for employees of Karvy.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

11) The training given is useful to you.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

12) The time limit of the training program was sufficient

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

89

13) The time limit of the training program, if increased would make it more

effective.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

14) The number of training programs organized for workers in a year is sufficient.

Strongly agree

Moderately agree

Can’t Say

Moderately Disagree

Strongly Disagree

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BIBLIOGRAPHY

Books

Human Resource Management V S P Rao (2nd edition)

Human Resource Management L.M. Prasad (2nd edition)

Human Resource Management K.Ashwatthapa (5th edition)

Research Methodology C.R. Kothari (2nd edition)

Human Capital Journal

WEB

http://www.karvy.com/v2/Default.aspx

http://www.google.co.in/search?

hl=en&source=hp&q=amfi+india.com&meta=&aq=f&aqi=g1&aql=&oq=&gs_rfai =

http://www.google.co.in/

http://www.managementparadise.com/home.php

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