training & development---hdfc standart life
TRANSCRIPT
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CONTENTS
CHAPTER-1
STATEMENT OF THE PROBLEM
SCOPE OF THE STUDY
OBJECTIVES OF THE STUDY
RESEARCH METHODOLOGY
LIMITATIONS
CHAPTER-2
INDUSTRY PROFILE
COMPANY PROFILE
CHAPTER-3
REVIEW OF LITERATURE
OVERVIEW OF TRAINING PROGRAMME
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
CHAPTER-5
FINDINGS
SUGGESTIONS
CONCLUSION
BIBLOGRAPHY
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QUESSIONAIRE
CHAPTER -1
INTRODUCTION
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Statement of the problemIn the present scenario Human Resource Management plays a dominant role. And in that
Training and Development plays a major role. There is need for training and retraining personal
in order to enable them to adopt new situations. In this era of knowledge every person needs to
embrace a life time of learning and it is up to the organizations to give their employees this
opportunities.
To find the development of human resource, the T&D functions are combined
together for development skills as well as basic aptitudes leading to a continued personnel
growth to meet the changing job requirements more than the routine activities.
So, the Training and Development regarding HDFC Standard Life Insurance. I want
to do the project work of HDFC Standard Life Insurance, and how the HDFC Standard Life
Insurance is providing the Training and Development to their Employees.
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Scope of the Study
HDFC standard life insurancewill come to know aboutthe effectiveness of training, which it
gives for its employees. It will also come to know whether further improvement be made for
better productivity. The questionnaireis used to conduct the study of effectiveness of training.
The training provides an opportunity to increase the individual skills as well as
organization goals. It also covers productivity improvement. So, The training leads high
productivity in the organization.
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OBJECTIVES OF THE STUDY
To study the existing training programs in HDFC standard life insurance
To study the effectiveness of training program
To ascertain about the changes required in training program
To find what type of training is required to different level of employees in
HDFC standard life insurance
To suggest and recommend the measures for effective training and
development programs.
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RESEARCH METHODOLOGY
INTRODUCTION:
In common , research refers to a search for knowledge. Infact research is an art of scientificinvestigation. Research Methodology is way to systematically solve the problems. Its guides us
how research is done scientifically. It consists of the different steps that are generally adopted by
the researcher to study this research problem along with logic behind them. It is necessary for
the researcher to develop certain tests ,how to calculate the mean,
the mode, the median or the standard deviation or chi-square.
DATA COLLECTION:
The required data was collected through primary and secondary data
PRIMARY DATA
The data for the present study will be collected from the HDFC Standard Life Insurance at
Bangalore.The data was collected through questionnaire and face-to-face interaction
with the employees.
SECONDARY DATA
Secondary data was obtained from the past reports of the HDFC Standard Life Insurance and
from the books, magazines, newspapers and generals.
SAMPLE SIZE:
The sample size is 100
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TYPE OF SAMPLING:
The sampling units are chosen on the basis of convenience sampling which has been taking as
the method to select sampling respondents.
Due and utmost care has been taken to cover all the segment, status and age etc.,
TOOLS USED FOR ANALYSIS:
1. Percentage Method3. Charts and Diagrams.
1. Percentage Method:
Percentage is special kind of ratio, which is used in making comparison between two or moreseries of data.
. Charts and Diagrams.
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LIMITATIONS
1. Since the study is conducted for 45 days therefore time is the major constraint.
2. Due to the management fear we may get the average response from the employees..
3. Since, the employees are busy in their work, it is also a limiting factor to discuss their
opinions clearly.
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CHAPT
ER-2
COMPANY
PROFILE
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___________________________________________________________
INDUSTRY PROFILE
What is insurance?
Insurance is concerned with protection of economic value of assets. Every asset has a value
and it is created at considerable cost. They have a lifetime during which time they are
expected to perform but they can be destroyed or made nonfunctional through accidentaloccurrences. Such terrible occurrences are called perils.
The damage the perils may cause to the asset is the risk. Risk only means that there is apossibility of loss or damage. There has to be uncertainty of risk; Insurance is relevant only
where there is uncertainty. The occurrences have to be random. Accidental and not
deliberately created.
Brief history:
The business of insurance started with marine business. Traders who used to gather in the
Loyds caf in London agreed to share the losses to their goods while being carried by ships.The losses were on account of ships being pirated or damaged to goods because of whether
conditions or sinking of the ships. The first insurance policy was issued in 1583 in England
.In India, insurance began in 1818 with Life insurance being transacted by an Englishcompany, the European and Albert. The first Indian Insurance company was formed in 1870
Bombay mutual assurance society limited
How it works:
People facing common risks come together and make a small contribution. The contribution
is made on the assumption that all of them are exposed to the risk, but who will become the
victim is not known. By studying events for long time it is possible for forecast happening of
the future, and as an average how many persons will suffer losses. The following example
explains this concept.
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____________________________________________________________________
Example:-
Suppose in a town there are one lakh huts. It is found that ten of them are getting
destroyed by fire accident every year. Assuming the cost of constructing each hut
Rs.1000/-,suppose all the huts man dwellers decide to contribute 10 paisa each, they can have a
fund of Rs.10,000/- with which all the persons, who lost the huts, can be compensated.
Thus insurance business is all about sharing. A risk which cannot be born by a person is
spread over the entire community, so the risk becomes bearable. The contribution paid by an
individual is called premium. The likely loss for which a person wants risk cover is called sum
insured and the amount paid in the event of a loss is called claim.
Coming to life insurance even though death is certain the time of death is uncertain. A
human being is unique income generating asset. He earns not only for him self but supports the
family. It is likely somebody may die before he is able to full fill his family responsibilities, in
which case his family is in difficulties. Some times a person is not able to earn but lives for a
long time, the risk of living to long. In the days when joint family system has collapsed this
person can face hardship. Thus a human being is exposed to types of risks-pre mature death and
risks of living to long.
Utility:-
Insurance acts as a social security tool: even though the govt. is expected to look after the
social security of people, it is often not possible. Insurance companies supplement the efforts of
the govt. in regard.
Role in the economic development: insurance companies collect huge amounts by way of
premiums. Thus funds are available for a long time. Insurance companies can invest in projects
with long gestation period. The help in development of infra structure like roads,
Bridges, irrigation projects, power plants etc.
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______________________________________________________________________
Common risks faced by human beings:
1. Ill health of serious nature involving heavy medical expenses for a recuperation of
normal health
2. Disability caused by an accident resulting in incapacity of earns;
3. Higher education of children when educational expenses are mounting;
4. Marriages of dependent daughters &sons involving huge expenditure;
5. Own a home for living either by construction or purchase;
6. Premature death
These contingencies can be taken care by insurance.
Advantages of life insurance:
Life insurance has no competition from any other business. When a person saves in any
instrument, the fund available is what is saved. In insurance, the fund available is what is
saved. In insurance, the fund available is not what is paid by way of premium but the
target amount which chosen as sum insured.
In insurance settlement is easy because of nomination .The heirs can collect the money
easily because of nomination or assignment
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___________________________________________________________________
There is a certain amount of compulsion to go through the plan of savings.
Creditors cannot claim the life insurance money. They can be protected against
attachment by courts.
There are tax benefits.
Marketability and liquidity are better. A life Insurance policy is property. It can be
transferred of mortgaged. Loans can be raised against the policy.
1. From the agents point of view.
Life insurance is the only way for family protection.
It takes care of the UN certainties of futures.
The value of human life is far greater then the value of property.
Only insurance can protect it.
Life insurance is not surpassed by any other instruments in terms of security,
marketability, stability of value and liquidity.
Life insurance enhances the existing standards of living.
Life insurance helps peoples like financially solvent lives.
Types of insurance:
# Life insurance
# Non-life insurance
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__________________________________________________________
COMPANY PROFILE
HDFC Standard Life is a joint venture between India's leading housing finance company
HDFC and Europe's Largest Mutual Insurance Company Standard Life.
HDFC Housing Development Finance Corporation Ltd.
1. It is incorporated in the year1977.
2. It is the first private housing finance provider in India.
3. It is enlisted in both BSE and NSE.
4. High quality loan portfolio-Gross NPL's less than 1%.
5. Constant technological up gradation of systems 13.3% cost income ratio.
HDFC GROUP OF COMPANIES
a. HDFC Home Loans
b. HDFC Deposits.
c. HDFC Bank
d. HDFC Standard Life Insurance Company Ltd
e. HDFC realty.com
f. HDFC CHUBB GENERAL INSURANCE CO. LTD.
g. HDFC Mutual Funds
h. CIBIL
i. CENTRE FOR HOUSING FINANCE
j. INTELENET.
k. HDFC Securities.
l. HDFC Securitization
m. HDFC Distribution
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______________________________________________________________________
STANDARD LIFE:
1. Founded in 1825 in Edinburgh in United Kingdom.
2. Currently over5 million Policy Holders benefiting from the service offered.
3. Europe's largest mutual life insurer
4. Assets under management more than 7, 50,000 crores.
ENTRY INTO INDIAN MARKET First Market entry in 1847.
Innovative products& processes
Lost policy sold in the year1938
Last claim settled in 1997
GROUP OF COMPANIES:
Standard Life Bank: Fast growing banking company in U.K
Standard Life Investments: Invest provider 5 star award for the eighth successive year.
Standard Life Health Care: U.K's leading health insured. Health insurance Company of
the year 2003.
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______________________________________________________________________
HDFC STRENGTHS:
First private life insurance company to get license from IRDA
Only Private Insurance Company to declare Bonuses for the last 6 years consecutively.
Most Respected Private Insurer award from Business World.
HDFC SL VISION:
We are the most successful and admired life insurance company which means that we are
the most trusted company, the easiest to deal with, offer the best value for money, and set the
standards in the industry.
In short The most obvious choice for all.
VALUES OF HDFC:
Integrity
Innovation
Customer Centric
People Care
Team work
Joy & Simplicity
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______________________________________________________________________
PRINCIPLES OF LIFE INSURANCE
Insurance is a combination three disciplines. These can be described as Mathematical principles called Actuarial principles.
Legal principles, and
Economic principles.
Legal Principles are again divided into two types:
1. Commercial contract
2. Insurance contract
principles of Life Insurance:
a. Uberrima fides or utmost good faith
b. Insurable Interest
c. Economic principles
Economic principles are again divided into four types:
a. Human life value (HLV)
b. Connecting link between generations
c. Human life value enhances property values
d. Family is an Economic Unit
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CHAPTER-3
LITERATURE
REVIEW
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REVIEW OF LITERATURE
OVER VIEW OF TRAINING PROGRAMME
INTRODUCTION:
As organization without human resources is incomplete and impossible.Now a-days it is
very much important to concentrate on human resource. It is one of the main areas where
training is essential. If there is poor or inadequate training practices in organization it leads to
mere waste of the resource.
The training can be made effective for the better performance of the employees as well
as executives and their job work by practically implementing the training programs they
have undergone.
Since the training is cost effective and an never ending process and also time consuming,
there is no need of assessment to find out whether the training programs conducted in the
organization has an effective impact on the performance of their work and are able to
practically implement it.
Organization must highly concentrate on training the employees in the field, which they are
poor. After training the employees organization must check for effectiveness of training given to
employees. If the program fails in improving the effectiveness and performance of an employee
than the company will not be in the process of development and increase in productivity.
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Every organization needs to have well trained and experienced people. If the current or potential
job occupant. But to adjust with the environmental changes it is necessary to rise the skill levels
and increasing the versatility and adaptability of employees.
Inadequate job performance or a decline in productivity, changes resulting out of job
redefining technological break through requires some type of training and to develop the efforts
of employees. As the job becomes more complex, the importance of employee development is
not an activity that is desirable but also an activity that an organization must commit resource to
meet the needs of change of performance.
MEANING AND DEFINITION
After an employee is selected, placed and introduced he or she must be provided with
training facilities.
Training is the act of increasing the knowledge and skill of an employee for doing a particular
job.
Training is an organized procedure by which people learn knowledge and/or skill for a
definite.
-- BY Dale S.Beach.
In other words training improves changes, moulds, the employees knowledge, skill, behaviour,
aptitude, and attitude towards the requirements of the job and organization. Training refers to the
teaching and leaning activities carried on for the primary purpose of helping members of an
organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a
particular job and organization.
Training is a learning experience in that it seeks relatively permanent changes in an individual
that will improve his or her ability to perform on job.
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Training is a process of learning a sequence of programmed behavior by application of
knowledge.
Development is a related process. It covers not only those activities, which improve job
performance but also those, which bring about growth of personality.
TRAINING AND DEVELOPMENT
Employee training is distinct from management development or executive development. While
former refers to training given to employees in the areas of operation, technical and allied
arias, the later refers to developing an employee in the areas of principles and
techniques of management, administration . Organization and allied areas.
IMPORTANCE OF TRAINING:
The importance of human resource management to a large extent depends on human resource
development. Training is the most important technique of human resource development. As
stated earlier, no organization can get a candidate who exactly matches with the job and the
organizational requirements. Hence, training is important to develop the employee and make him
suitable to the job
BASIC PURPOSE OF TRAINING
Every organization big or small, productive or non-productive. Economic or social, old or
newly established should provide training to all employees irrespective of their qualification,
skill, suitability for the job etc. Thus no organization can choose whether or not to train
employees.
Training is not something that is done once to new employees; it is used continuously in every
well run establishment. Further, technological changes, automation, reuire up-dating the skills
and knowledge. As such an organization has to retain the old employees.
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Specifically, the need for training arises due to the following reasons:
1. To match the employee specification with the job requirements and organizational
Needs.
2. Organizational viability and the transformation process.
3. Technological advances.
4. Organizational complexity.
5. Human relations.
6. Change in the job assignment.
7. Increase productivity.
8. Improve quality of the product/service.
9. Help a company to fulfill its further personnel needs.
10. Improve health and safety.
11. To prevent obsolescence.
12. Effect the personal growth.
13. Minimize the resistance to change.
TRAINING METHODS
1. On-the job training method.
2. Off-the job training method.
1.On-the job training
This type of training ,also known as job instruction training, is the most commonly used
method. Under this method the trainee learns under the supervision and guidance of a qualified
worker or instruction.
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(a). Job rotation.
(b). Coaching.
(c). Job instruction.
(d). Committee assignment.
(a). Job rotation:
This type of training involves the movement of training from one job to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer.
(b). Coaching:
The trainee is placed under a particular supervisor who functions as a coach in training the
individual.
(c). Job instruction:
This method is also known as training through step by step. Under this method, trainer explains
the trainee the way of doing the jobs , job knowledge , skills and allows him to do the job.
(d). Committee assignment:
Under the committee assignment group of trainees are given and asked to solve an actual
organization problem .The trainees solve the problem jointly.
2.Off-the job training
Under this method of trainee is separated from the job situation and his attention is focused
upon the learning the material related to his future jobs performance.
(a). Vestibule training.
(b). Role-play.
(c). Lecture methods.
(d). Conference or Discussion.
(e). Programmed instruction
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(a). Vestibule training
In this method actual work conditions are simulated in a classroom. This type if training
is commonly used.
(b). Role-playing
It is defined as a method of human interaction that involves realistic behavior in
imaginary situations. This method of training involves action doing and practice.
( c).Lecture method:
The lecture is a traditional and direct method of instruction. The instructor organizes the
material and gives it to a group of trainees in the form of a talk.
(d). Conference or discussion:
It is a method in training the clerical, professional and supervisory personnel this involves
a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and
draw conclusions.
(e). Programmed instruction:
In recent years this method has become popular. The subject matter to be learnt is
presented in a series of carefully planned sequential units. These units are arranged from simple
to more complex levels of instruction.
METHODS OF MANAGEMENTDEVELOPMENT
1. On-the job Techniques.
2. Off-the job Techniques.
1. On-the job Techniques
(a). Coaching.
(b). Job Rotation.
(c). Under study.
(d). Multiple Management.
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2. Off-the job Techniques
(a). The case study.
(b). Incident method.
(c). Role-playing.
(d). In basket method.
(e). Business game.
(f). Sensitivity training.
(g). Simulation.
(h). Grid training.
(I). Conferences.
( j). Lecturer.
Training should
1. Be a systematic process with some planning and control rather than a random learning
from experience.
2. Be concern with changing concepts skills or attitudes of people treated both as individual;
and as groups.
3. Be intended to improve performance in both the present and following jobs and through
this should enhance the effectiveness on the part of the organization, where the
individuals or the group of workers.
Benefits of training can be in terms of
1. Benefits for employees and
2. Benefits for the organization
1. Benefits for employeesImproved job performance
Better career prospects
More job satisfaction
Greater salary expectations
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2. Benefits for organization
Improves work performance
Increase safety to work
More consistent satisfaction
Reinforce staff motivation
Evaluation of training programme
The process of training evaluation has been defined as any attempt to obtain information on the
effects of training performance and to assess the value of training in the light of that information.
Evaluation leads to controlling and correcting the training programme.
1. Reaction
2. Learning
3. Job behavior
4. Organization
5. Ultimate value
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CHAPTER-4
DATA ANALYSISAND
INTERPRETATION
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TABLE:1
1. No of Respondents attended the training programme provided by the organization
yes, 95
No, 5
yes, 95
No, 50
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
Respondents attendance of training
provided by organization
yes
No
INTERPRETATION: The above chart shows that majority of respondents (95%) attended thetraining programme provided by the organization and 5% of respondents not attendance.
Option No. of respondents Percentage (%)
Yes 95 95
No 5 5
Total 100 100
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TABLE:2
2. How frequently the Training programme conducted by the organization
Option No. of respondents Percentage (%)
Quarterly 80 80Half yearly 20 20
Annually 0 0
Bi-annually 0 0
Total 100 100
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0
10
20
30
40
50
60
70
8090
100
No.of
respondents
perce ntage(%)
options
Training programme conducted by the
organization
quarterly
half yearly
annualy
bi-annualy
INTERPRETATION: The above chart shows that majority of respondents (80%) said that the
training programme is conducted quarterly and 20% of respondents said that half -yearly.
TABLE:3
3. What Methods are followed in the training programme.
Option No. of respondents Percentage (%)
Coaching 15 15
Lecture 30 30
Seminars 30 30
Workshops 25 25
Total 100 100
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0102030405060708090
100
No.of
respondents
percentage(%)
options
Training methods followed by
organization
coaching
lecturer
seminar
workshop
INTERPRETATION: The above chart shows that majority of respondents(30%) are said that
lecture and 30% of respondents said that seminar and 25% of the respondents said that workshop
and 15% of respondents said that coaching to the employees in the organization.
TABLE:4
4. The training programme helps in improving skills of the employees in the
Organization.
Option No. of respondents Percentage (%)
Strongly agree 75 75Agree 25 25
Disagree 0 0
strongly disagree 0 0
Total 100 100
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01020304050607080
90100
No.of
respondents
percentage(%)
options
The training programme helps in
improving skills
strongly
agree
agree
disagree
strongly
disagree
INTERPRETATION: The above chart shows that majority of respondents (75%) strongly
agree the training programme help in improving their skills and 25% of the respondents
agree.this show that the 100% the employees are benefited by the training program.
TABLE:5
5. Gaining knowledge at work place after attending the training programme provided by
the organization.
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0102030405060708090
100
No.of
respondents
percentage(%)
options
Gaining knowledge by attending
training programme
yes
No
INTERPRETATION: The above chart shows that majority of respondents (92%) opined
that they gain knowledge at work place after attending training programme and 8% of
respondents said that it is not.
TABLE:6
6. How is the Relationship between the colleagues, trainer during the training period.
Option No. of respondents Percentage (%)
Yes 92 92
No 8 8
Total 100 100
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Option No. of respondents Percentage(%)
Excellent 80 80
Very good 15 15
Good 5 5
Poor 0 0
Tatal 100 100
0102030405060708090
100
No.of
respondents
percentage(%)
options
The relationship between colleagues and
trainer
excellent
verygood
good
poor
INTERPRETATION: The above chart shows that majority of respondents (80%) said that
excellent 15% of respondents said that very good and 5% of respondents said that good the
relationship
between the colleagues and trainer during the training period.
TABLE:7
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7) What is the employees experience in the organization.
0102030405060708090
100
No.of
respondents
percentage(%)
options
Experience of the employees
15yrs
Option No. of respondents Percentage(%)
15yrs 2 2
Total 100 100
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INTERPRETATION: The above table shows that majority of respondents(60%) have 15yrs experience.
TABLE:8
8) How is the training programme is rated in the organization.
Option No. of respondents Percentage(%)Excellent 10 10
Very good 70 70
Good 20 20
Poor 0 0
Total 100 100
0102030405060708090
100
No.ofrespondents
percentage (%)
options
Training programme in the organization
excellent
verygood
good
poor
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INTERPRETATION: The above chart shows that majority of respondents (70%) said that the
training programme is very good, 20% of respondents said that the training programme is good
and very least per centage members said that excellent.
TABLE:9
9)How many employees says that the training programme helps in achieving individual
goals as well as organization Organizational goals.
Option No. of respondents Percentage(%)
Yes 95 95
No 5 5
Total 100 100
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0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
Achieving individual goals and organizational
goals
yes
No
INTERPRETATION: The above chart shows that majority of the respondents(95%) said
that the training programme helps in achieving both individual goals and organization
goals.
TABLE: 10
10) What are the Individual goals and organizational goals achieved by agreed
respondents.
Option No. of respondents Percentage(%)
Improving skills 70 73.7
Increasing productivity 20 21
No absenteeism 5 5.3
Any other 0 0
Total 100 100
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0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
Individual and organizational goals achieved by
ageed respondents
improving skills
increasing
productivity
No absenteeism
any other
INTERPRETATION: The above chart shows that majority of respondents (73.7%) agree the
training programme helps in improving skills , 21% of respondents agree it helps in increasing
productivity and 5.3% of respondents said that no absenteeism in the organization.
TABLE:11
11) How far training programme is applicable in the job.
Option No. of respondents Percentage(%)
Yes 88 88
No 12 12
Total 100 100
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0102030405060
708090
No.of
respondents
percentage(%)
options
Applicability of training techniques
yes
No
INTERPRETATION: The above chart shows that majority of respondents(88%) said that the
training programme is applicable in organization and 12% of respondents disagree.
TABLE:12
12) how far the training methods are beneficial for the new comers
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0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
Training me thods for ne w comers
coaching
lecturer
seminar
workshop
INTERPRETATION: The above chart shows that majority of respondents (60%) said that
coaching method is followed for new comers in the organization,20% of respondents said that
lecturer and 10% of respondents said that seminar and remaining respondents said that work
shop for new comers in the organization.
Option No. of respondents Percentage(%)
Coaching 60 60
Lecture 20 20
Seminars 10 10
Work shop 10 10
Total 100 100
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TABLE:13
13) How the training programme helps to new comers in the organization.
Option No. of respondents Percentage(%)
Excellent 10 10
Very good 68 68
Good 22 22
Poor 0 0
Total 100 100
0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
The training programme helps to new comers
excellent
very good
good
fair
The above chart shows that majority of respondents(68%) said that very good, 22% of
respondents said that good and 10% of respondents said that excellent the training programme
help to new comers in the organization.
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TABLE:14
13. What is the impact of training programme on the employees personality development.
0102030405060708090
100
No.ofrespondents percentage(%)
options
Impact of training programme on the employees
personality development
excellent
very good
good
poor
Option No. of respondents Percentage(%)
Excellent 25 25
Very good 60 60
Good 15 15
Poor 0 0
Total 100 100
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The above chart shows that majority of respondents (60%) said that very
good, 25% of respondents said that excellent and 15% of respondents said that good the impact
of training programme on their personality development.
TABLE:15
14. how far the self morale is developed at the work place by the training programme.
Option No. of respondents Percents(%)
Excellent 10 10
Very good 72 72
Good 18 18Poor 0 0
Total 100 100
0
10
20
30
40
50
60
70
8090
100
No.of
respondents
percentage(%)
options
Self morale at work place by training
programme
excellent
very good
good
poor
INTERPRETATION: The above chart shows that majority of respondents(72%) said that very
good ,18% of respondents said that good and 10% of respondents said that excellent the training
boost up the self morale at work place.
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TABLE:16
15. Is Discipline prevailed at the work place.
Option No. of respondents Percentage(%)
Yes 87 87
No 13 13Total 100 100
0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
Discipline at work place by training
programme
yes
No
INTERPRETATION: The above chart shows that majority of respondents (87%) are agree
the training programme helps in developing the discipline at work place and 13% of respondents
disagree.
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TABLE: 17
17) Are the Well designed &widely shared training policies provided to the employees.
Option No. of respondents Percentage(%)
Yes 89 89
No 11 11Total 100 100
0
10
20
30
40
50
60
7080
90
100
No.of
respondents
percentage(%)
options
Well des igned and widely shared training
policies
yes
No
INTERPRETATION : The above chart shows that majority of respondents (89%) agree they
are getting well designed and widely shared policies from the organization and 11% of
respondents disagree.
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TABLE: 18
18. How far are the employees Satisfied with the present training programme.
Option No. of respondents Percentage(%)
Fully satisfied 12 12
Satisfied 88 88
Dissatisfied 0 0
Up to some extent 0 0Total 100 100
0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
satisfaction of employees on present training
programme
fully satisfied
sastisfied
dissatisfied
upto some e xtent
INTERPRETATION: The above chart shows that majority of respondents (88%) are satisfied
with present training and 12% of respondents are fully satisfied with the training programme.
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TABLE: 19
19. Is the capability of the an employee been checked after the training programme.
Option No. of respondents Percentage(%)
Yes 93 93
No 7 7
Total 100 100
0102030405060
70
8090
100
No.of
respondents
percentage(%)
options
Evaluation of capability after training
yes
No
INTERPRETATION: The above chart shows that majority of respondents (93%) opined that
their capabilities are assessed and 7% of respondents are not evaluating their capabilities after
training programme.
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TABLE:20
20.Is the communication among peers, subordinates and management during the
training period takes place.
Option No. of respondents Percentage (%)Yes 96 96
No 4 4
Total 100 100
0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
communication between peers,subordinates and
management
yes
No
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INTERPRETATION: The above chart shows that majority of respondents (96%) opined that,
they have good communication with peers ,subordinates and management and 4% of respondents
disagree.
TABLE:21
20.Is there any Need for extra training.
Option No. of respondents Percentage(%)
Yes 66 66
No 34 34
Total 100 100
0
10
20
30
40
50
60
70
80
90
100
No.of
respondents
percentage(%)
options
Need for extra training
yes
No
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INTERPRETATION: The above chart shows that majority of respondents (66%) need extra
training and 34% of respondents do not need extra training.
CHAPTER-5
FINDINGS,
SUGGESTIONS AND
CONCLUTION
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FINDINGS
1. most of the employees said that they are satisfied with the present training programme.
2. most of employees said that the communication with the peers and management
3. during the training programme is good.
4. Most of employees assessing their capability after training.
5. employees agree they are getting well designed and widely shared training policy.
6. Mostly lecture and seminar training methods are following in the organization.
7. Majority of employees are attending the training programme provided by the
organization.
8. Majority of employees strongly agree the training programme helps in improving their
skills.
9. Majority of employees said that the relationship between colleagues, trainer during the
training programme is excellent.
10. Majority of employees agree the training programme helps in achieving both individual
goals and organizational goals.
11. Majority of employees said that they apply the techniques learnt during the training
programme.
12. the employees said that the training programme helps the new comers.
13. The impact of training programme on personality development is very good.
14. employees said that the training programme boost up the self morale at work place.
15. The programme is not so effective on those employees who shows less interest.
16. The training would be additional cost for the company if it is conducted every now and
then ,hence should be conducted when strongly required.
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SUGGESTIONS
1. The methods of training needs to be improved by following coaching method.
2. The efficiency of the training programme needs to be improved by good trainer.
3. The training programme is to be improved to help in achieving more individual
Goals.
4. The impact of training programme is to be increase to develop personality of
the employees.
5. The self morale needs to be improving by providing good training facilities.
6. The training policies needs to be improved to know the organizations policies
and procedures.
7. The employee satisfaction is to be improved by the training programme.8. The organization must provide extra training to the employees.
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CONCLUSIONS
I would like to conclude that over all effectiveness of training programmes of HDFC
standard life insurance, could satisfy majority of employees, but some of the employees are
dissatisfied regarding their training methodology, interaction with the trainner and programmes
organized , scheduled and also time allocated to complete the training programme.
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BIBLIOGRAPHY
BOOKS REFERRED AUTHOR
Human Resource Management and P.SUBBARAO
Industrial Relations
(Himalayan publications 2000Edition)
Personal management C.B.MEMORIA
(Tatamacgraw Hill publications Co.Ltd)
Research Methodology C.R.KOTHARI
(Vishwaraprakasam 2nd Edition)
Management Theory and Principles L.M.PRASAD
Web site: www.hdfcinsurance.in
www.google.com
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QUESTIONNAIRE
NAME
AGE
QUALIFICATION
DESIGNATION
DEPARTMENT
GENDER
1. Have you attended any training programme provided by this organization?
a. Yes [ ] b. No [ ]2. How often training is conducted?
a. Quarterly [ ] b. half yearly [ ] c. annually [ ] d. bi annually [ ]
3. What are the methods followed while training?
a. Coaching [ ] b. lecturers [ ] c. seminars[ ] d. workshops[ ]
4. Do you think that training programme help you in improving your skills?
a. Strongly agree [ ] b. agree[ ] c. disagree [ ] d. strongly disagree [ ]
5. Have you gained knowledge at work place after attending training program?
a. Yes [ ] b. No [ ]
6. How is your relationship with colleagues, trainer during the training?
a. Excellent [ ] b. very good [ ] c. good [ ] d. poor [ ]
7. Experience?
a. 15yrs[ ]
8. What about of training?
a. Excellent [ ] b. very good [ ] c. good [ ] d. poor [ ]
9. Is the training program will help you in achieving both individual goals and
organization goals?
a. Yes [ ] b. No [ ]
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10. All techniques learnt in training program are applicable to your related job?
a. Yes [ ] b. No [ ]
11. What are the training method followed for new comers in the organization?
a. Coaching [ ] b. lecturer [ ] c. seminars [ ] d. work shop [ ]
12. How far training help to new comers in the organization?
a. Excellent [ ] b. very good [ ] c. good [ ] d. fair [ ]
13. What is the impact of training on your personality development?
a. Excellent [ ] b. very good [ ] c. good [ ] d. poor [ ]
14. To what extent the training boost up the self morale at work place?
a. Excellent [ ] b. very good [ ] c. good [ ] d. poor [ ]
15. Is training program helps in developing the discipline at work place?
a. Yes [ ] b. No [ ]
16. Did you get well designed and widely shared training policy in the organization?
a. Yes [ ] b. No [ ]
17. Are you satisfied with the present training given by an organization?
a. Fully satisfied [ ] b. satisfied [ ]
c. Dissatisfied [ ] d. up to some extent [ ]
18. Are you assessing your capabilities after training?
a. Yes [ ] b. No [ ]
19. Are you have nice communication with peers and management during
The training program?
a. Yes [ ] b. No [ ]
20. Are you happy with the training given by the organization or are you need extra training?
a. Yes [ ] b. No[ ]