A PROJECT REPORT ON

“TRAINING AND DEVELOPMENT”

Submitted to
DEPARTMENT OF COMMERCE

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR

THE AWARD OF THE DEGREE OF “MASTERS OF COMMERCE”

BY
P.REVATHI
DEPARTMENT OF COMMERCE
HT. No. 0011708027
(2017-2018)

Under the Esteemed Guidance of

Dr. L.RAJANI
DEPARTMENT OF COMMERECE
YOGI VEMANA UNIVERSITY, KADAPA
 CERTIFICATE

Certified that this project report titled “TRAINING AND DEVELOPMENT, with reference to

RELIENCE INDUSTRIES LTD” Submitted by UNDER THE GUIDANCE OF Dr. L.RAJANI for

the reward of MASTER OF COMMERCE, to YOGI VEMANA UNIVERSITY KADAPA, is a

record of independent research work undertaken by his, under the my supervision and guidance.

Dr. L. RAJANI

(CO-ORDINATOR) (Project Guide)

ACKNOWLEDGEMENT

I would like to thank Dr. G. VIJAYA BHARATHI, Coordinator, Department of commerce, YOGI

VEMANA UNIVERSITY, KADAPA who helped me to meet my project objective and match the time and

resource framework.

I am deeply indebted to my project director, Dr. L. RAJANI Faculty in the DEPARTMENT OF

COMMERCE for his valuable guidance and suggestions in giving shape to this project work.

I will remain always indebted to all the Faculty, my Parents and Friends for their moral support and have

been the most caring and the best critics during the course of my project.

I am also thankful to all those who have helped me directly or indirectly in various ways for preparation and

submission of this project work.

 CONTENTS

S. No Chapter No. Particulars Page No

1 Chapter1 Introduction

2 Chapter2 Company Profile and Industrial

Profile

3 Chapter3 Learning and Training

4 Chapter4 Research Methodology

5 Chapter5 Data Analysis & Interpretation

Annexure

 Bibliography
Chapter 1

INTRODUCTION
TRAINING AND
DEVELOPMENT
 Introduction
The duration of my project was of two months during these two months I did many things regarding my

project as I was also the part of operations I also understands how the operations department works at

Reliance money. How the shares of the client are kept in electronic form in the client’s account and how

it is dematerialized by operations department at Reliance money.

TRAINING AND DEVELOPMENT -

It is a subsystem of an organization. It ensures that randomness is reduced and learning or

behavioral change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT-

Traditional Approach: Most of the organizations before never used to believe in training. They were

holding the traditional view that managers are born and not made. There were also some views that

training is a very costly affair and not worth. Organizations used to believe more in executive pinching.

But now the scenario seems to be changing. The modern approach of training and development is that

Indian Organizations have realized the importance of corporate training. Training is now considered as

more of retention tool than a cost. The training system in Indian Industry has been changed to create a

smarter work force and yield the best results.

 TRAINING DEFINED-

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.

Training is activity leading to skilled behavior:

 It’s not what you want in life, but it knows how to reach it.

 It’s not where you want to go, but it’s knowing how to get there

 It’s not how high you want to rise, but it’s knowing how to take off

 It may not be quite the outcome you were aiming for, but it will be an outcome

 It’s not what you dream of doing, but it’s having the knowledge to do it

 It's not a set of goals, but it’s more like a vision

 It’s not the goal you set, but it’s what you need to achieve it


 Training is about knowing where you stand (no matter how good or bad the current situation looks) at
present, and where you will be after some point of time.

 Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional
development.
Importance of Training and Development
 Optimum Utilization of Human Resources – Training and Development helps in optimizing the
utilization of human resource that further helps the employee to achieve the organizational goals as well
as their individual goals.

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 expand the horizons of 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


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.


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 workforce.

 
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.

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 in turn, enhances the

individual contribution to an organization.

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

effectiveness.

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

needs.

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

challenges of the society.

 Importance of Training Objectives
Training objective is one of the most important parts of training program. While some people think of training

objective as a waste of valuable time. The counterargument here is that resources are always limited and the

training objectives actually lead the design of training. It provides the clear guidelines and develops the

training program in less time because objectives focus specifically on needs. It helps in adhering to a plan.

Training objectives tell the trainee that what is expected out of him at the end of the training program. Training

objectives are of great significance from a number of stakeholders.

Perspectives.

1. Trainer

2. Trainee

3. Designer

4. Evaluator

Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress

of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship

between objectives and particular segments of training.

Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the

trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that

can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings,

rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to

make the training successful. The objectives create an image of the training program in trainee’s mind that

actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the

likelihood of achieving those goals is much higher than the situation in which no goal is Set. Therefore,

training objectives helps in increasing the probability that the participants will be successful in training.

Designer – The training objective is beneficial to the training designer because if the designer is aware what

is to be achieved in the end then he’ll buy the training package according to that only. The training designer

would then look for the training methods, training equipments, and training content accordingly to achieve

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

Consider an example; the objective of one training program is to deal effectively with customers to increase

the sales. Since the objective is known, the designer will design a training program that will include ways to

improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e.

when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training

may not be designed appropriately.

Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the

objectives define the expected performance of trainees. Training objective is an important to tool to judge the

performance of participants.

Training and Human Resource Management-

The HR functioning is changing with time and with this change, the relationship between the training function

and other management activity is also changing. The training and development activities are now equally

important with that of other HR functions. Gone are the days, when training was considered to be futile, waste

of time, resources, and money. Now-a-days, training is an investment because the departments
such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not

considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a

company has effectively carried out HRM. Training actually provides the opportunity to raise the profile

development activities in the organization. To increase the commitment level of employees and growth in

quality movement (concepts of HRM), senior management team is now increasing the role of training. Such

concepts of HRM require careful planning as well as greater emphasis on employee development and long

term education. Training is now the important tool of Human Resource Management to control the attrition

rate because it helps in motivating employees, achieving their professional and personal goals, increasing the

level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a

multitude of courses.

Role of HRD Professionals in Training-

This is the era of cut-throat competition and with this changing scenario of business; the role of HR

professionals in training has been widened. HR role now is:

1. Active involvement in employee education

2. Rewards for improvement in performance
3. Rewards to be associated with self esteem and self-worth
4. Providing pre-employment market oriented skill development education and post employment support
for advanced education and training.
5. Flexible access i.e. anytime, anywhere training.

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

production, finance, etc depends on training for its survival. Training is a transforming process that requires

some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).
 THE TRAINING SYSTEM
A System is a combination of things or parts that must work together to perform a particular function.

An organization is a system and training is a sub system of the organization. The System Approach views

training as a sub system of an organization.

System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a

logical relationship between the sequential stages in the process of training need analysis (TNA), formulating,

delivering, and evaluating. There are 4 necessary inputs i.e. technology, man, material, time required in every

system to produce products or services. And every system must have some output from these inputs in order

to survive. The output can be tangible or intangible depending upon the organization’s requirement. A system

approach to training is planned creation of training program. This approach uses step-by-step procedures to

solve the problems. Under systematic approach, training is undertaken on planned basis. Out of this planned

effort, one such basic model of five steps is system model that is explained below. Organization are working

in open environment i.e. there are some internal and external forces, that poses threats and opportunities,

therefore, trainers need to be aware of these forces which may impact on the content, form, and conduct of

the training efforts.

The internal forces are the various demands of the organization for a better learning environment; need to be

up to date with the latest technologies.

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model
 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,

2. employees requirement, who needs training, what do they need to learn, estimating training cost, etc

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

evaluated.

3. Design and provide training to meet identified needs. This step requires developing objectives of

training, identifying the learning steps, sequencing and structuring the contents.

4. Develop- This phase requires listing the activities in the training program that will assist the participants

to learn, selecting delivery method, examining the training material, validating information to be imparted

to make sure it accomplishes all the goals &objectives.

5. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole

training program.

6. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance.

Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.
 Instructional System Development Model(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, and delivering media for the types of training

objectives to be achieved.

The Instructional System Development 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 hand outs, workbooks, visual aids,

demonstration props, etc, course material for the trainee including hand outs of summary.

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

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. 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 model, 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.

The mission, vision, and values precede the objective in the inner loop. This model considers the organization

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

further implemented.
Chapter II

Company profile

Reliance Anil Dhirubhai Ambani Group

The Reliance – Anil Dhirubhai Ambani Group is among India’s top three private sector business houses on

all major financial parameters, with a group market capitalization of Rs 200,000 crore (US$ 50 billion), and

net worth to the tune of Rs 58,000 crore (US$ 13 Billion) Across different companies, the group has a customer

base of over 150 million, the largest in India, and a shareholder base of over 12 million, among the largest in

the World. Through its products and services, the Reliance - ADA Group touches the life of 1 in 8 Indians

every single day. It has a business presence that extends to over 5000 towns and Cities in India, and served by

12,000 distribution outlets, 500,000 business partners and 30,000 strong motivated work force.

The interests of the Group range from communications (Reliance Communications) and Financial services

(Reliance Capital Ltd), to generation, transmission and distribution of Power (Reliance Energy),

infrastructure, media and entertainment.

Introduction to Reliance Money


Reliance Money provides investors with the facility of anytime-anywhere online trading in all

major asset classes, namely:

 Equities, Equities and Commodity derivatives


 IPOs, Mutual Funds

 Life and General Insurance products

 Foreign exchange derivatives

 Money transfer, Money changing,

  Precious metal retailing

 Credit Cards

 Loans

 Wealth Management products
 
Network of kiosks have been set up across the country to facilitate the above trading activities


commodity related services such as broking distribution and
Reliance Money provides entire
Ware house receipt financing



Expanded its presence to 20,000 touch points. It has 10,000 outlets across 5,000 towns and
cities across India.
 
Currently 2200+ employees across 162 locations spread across the country.


  Office at Worli, Mumbai has approx 350 people belonging to these various
The Corporate
Functions.
 
 Acquired 2.5 million customers
 
Accounts for daily traded volumes of over Rs 2,000 crore ( US$ 454 million ), or3-4% of the

average daily volume of transactions logged on the stock exchanges

 
 Among the Top 3 private sector companies in financial services sector
 
Moved into International arena- West Asia, South East Asia, Africa and Europe.
Chapter III
SCOPE OF THE STUDY
The scope of the study covers in depth, the various training practices, modules, formats being followed and is

limited to the company Reliance Money and its employees. The different training programmes

incorporated/facilitated in Reliance Money through its faculties, outside agencies or professional groups. It

also judges the enhancement of the knowledge & skills of employees and feedback on its effectiveness.

OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in Reliance Money is to study the impact of training on

the overall skill development of workers. The specific objectives of the study are:

1. To examine the effectiveness of training in overall development of skills of

workforce.

2. To examine the impact of training on the workers.

3. To study the changes in behavioral pattern due to training.

4. To measure the differential change in output due to training to

compare the cost effectiveness in implanting training programmers.

Our Mission

…. is to attract, nurture & retain a team of competitive, growth oriented talent who:-

 
 consistently deliver share-holder returns of 20%+year-on-year
 
are responsive to Employee Needs & achieving an employee satisfaction index

of 90%+ and…


are committed to making Reliance Capital among the top 3 “Best Employers to
work for” in India through Transparent & Robust HRprocesses.
 Our Chairman’s Vision

“We live in a world where the young are reaching higher, dreaming bigger and Demanding more; a world
that is challenging the limits of hope and possibility. Now here is this more strikingly visible than in India
– a country that wakes up every morning a little younger in age, but infinitely more ambitious in spirit.”

Achievements

List of recent achievements-

 In two successive joint surveys by The Economic Times’ Brand Equity and

ACNielsen, Reliance was recognized as India’s Most Trusted Mutual Fund.

 The company also walked away with seven other scheme prizes – five of them being

outright winners – in the Gulf 2007 Lipper Awards. These included the Fund House of

the Year by Lipper GCC as well as ICRA Online and the Most Improved Fund House

by Asia Asset Management.


 It also received the NDTV Business Leadership Award 2007 in the mutual fund

category and runners’ up recognition as the Best Fund House in the Outlook Money-

NDTV Profit Awards.


 In addition, the company received the coveted CNBC Web18 Genius of the Web

distinction for the Best Mutual Fund Website in the country. RCAM was awarded the

India Onshore Fund House 2008 instituted by the Asian Investor magazine.

 The company also won the India Equities award in the 5-yearPerformancecategory.

Other achievements-
 • Reliance Money generated revenues of Rs. 35 billion (US$ 767 million) for the year March 31, 2009 as

against Rs. 24 billion of the corresponding previous period, an increase of 48%. It also achieved a net profit

of Rs. 368 million (US$ 8 million) for the same period, as against net profit of Rs. 1 million for the corresponding

previous period

• Reliance Money is the one of the leading brokerage and distributor of financial products in India with

more than 3 million customers

• Reliance Money has tied up with global partners like Reuters, Vasco, Valcambi, Webaroo, options Xpress

Holdings, Goldride Securities, World Gold Council, Wincor Nixdorf and DBS Vickers to facilitate better access to

wider world class choices to its customers

• It is amongst the leading Mutual fund distributors of the country distributing products of 20 AMCs. It

is the the largest private sector partner for Western Union Money Transfer in India

• To further improve its position in the money changing and money transfer business, Reliance Money

has acquired a significant share holding in Wall Street Finance Ltd, a leading provider of money changing and

money transfer services in the Country

• Reliance Money has tied up with Kuoni India and plans to retail its forex products/services through the

national network of over 70 Kuoni outlets

• Reliance Money has tied up with India Post and World Gold Council to sell gold coins

through the post office network across the country

• Reliance Money has obtained Category I Merchant Banking License from the Securities and

Exchange Board of India. This new license allows Reliance Money to provide a wide range of

investment banking services such as Issue Management, Underwriting, Private Equity Advisory/ Syndication

and Corporate Finance services in India

• Reliance Money is taking its first steps into the Commodities Exchange business and is in

theprocessofacquiringa15percentstakeinHongKongMercantileExchange (HKMEx). With this

holding, Reliance Money becomes the second-largest shareholder in the commodity exchange and will
have a board membership. Reliance Money is the first Indian firm to acquire a stake in an international

exchange

• One Customer Support Executive and One Senior Finance executive.

Basic structure of Reliance ADA group

 Working at Branch level

Reliance Money vijayavada (Branch office)

 Staff at Branch Level-
At Reliance Money Vijayawada, the following hierarchy exists:-
 
 Three Centre managers.
 
Eight to ten Business Development Executives under each Centre manager.


  under each Centre Manager their number depending upon the area allotted
Business associates
to each C.M.
 
 Remises under each centre manager.
 
Team leader and PFC”s under him for life insurance.



LEARNING
AND
TRAINING
 LEARNING AND TRAINING

Irrespective of the type or method of training, a trainer has to keep in mind some of the principles of learning

or motivation, which would enhance internationalization of what is taught.

Motivation

A trainee needs to have a desire to learn and benefit from the programme. If the is not interested, or is de-

motivated, the learning outcome is going to be insignificant and the company will have spent its money badly.

On the other hand, being too intense about learning and outcome may result in setting over ambitious goals

for the individual.

Reinforcement-

Following on the concept of motivation is that of reinforcement. For learning to take place and be internalized

to the desired extent, a trainee is rewarded or given some encouragement. This reinforcement, or the

acknowledgement that what has been acquired is desirable, can be either an extrinsic or intrinsic reward-

external praise or some tangible reward, or the individual’s feeling of a sense of progress. Current stress is on

positive support and helpful behavior, even when mistakes are made.

Feedback-

During the training process, it is useful for the trainee to be told how he is progressing. Several researchers

have confirmed that knowledge of results is an effective motivator. Constant and periodic feedback has

positive effects on the trainee’s learning. Unless the trainee knows how close his performance comes to the

desired standard, he will not have an opportunity to improve. Feedback therefore provides a basis for

correcting oneself. Secondly, feedback helps to sustain the trainee’s interest in the task, or in each learning

that is taking place, by bringing greater involvement with the learning process. If feedback is to be meaningful,

it should follow a learning segment as quickly as possible.

Transfer of Learning-

The maximum use of training can be made if the trainee is able to transfer his learning to his actual work role.

This is possible if identical elements are incorporated in the training situation from the job role, either existing

or proposed. The more similar the learning situation is to the job situation, the higher the degree of transfer

the trainee can expect, and hence the grater the relevance of the training programme.

Repetition-

Repetition etches a pattern into our memory, e.g., when one studies for an examination, it is necessary to

repeatedly to over ideas so that they can be recalled later.

Relevance-

Relevance relates to the meaningful fuse of material, which aids learning, e.g., trainers usually explain in the

overall purpose of a job to trainees before assigning them a particular task.

TRAINING INPUTS

There are three basic types of inputs; (i) Skills

(ii) Attitude

(iii) Knowledge.

The primary purpose of training is to establishing a sound relationship is at its best when the workers

attitude to the job is right, when the workers knowledge of the job is adequate, and he has developed the

necessary skills.

Training activities in an industrial organization are aimed at making desired modifications in skills,

attitudes and knowledge of employee so that they perform their jobs most efficiently and effectively.
 BEST TIME TO IMPART TRAINING TO EMPLOYEE

1. New Recruits To The Company-

These have a requirement for induction into the company as a whole in terms of its business activities and

personnel policies and provisions, the terms, conditions and benefits appropriate to the particular employee,

and the career and advancement opportunities available.

2. Transferees Within The Company-

These are people, who are moved from one job to another, either with in the same work area,

i.e., the same department or function, or to dissimilar work under a different management.

Under this heading we are excluding promotions, which take people into entirely new levels of responsibility.

3. Promotions

Although similar to the transferee in that there is a new job to be learned in new surroundings, he is dissimilar

in that the promotion has brought him to a new level of supervisory or management responsibility. The change

is usually too important and difficult to make successfully to permit one to assume that the promotes will pick

it up as he goes along and attention has to be paid to training in the tasks and the responsibilities and personal

skills necessary for effective performance.

1. New Plant or Equipment-

Even the most experienced operator has everything to learn when a computer and electronic controls replace

the previous manual and electro-mechanical system on the process plant on which he works. There is no less

a training requirement for the supervisors and process management, as well as for technical service production

control and others.

 2. New Procedures-

Mainly for those who work in offices in commercial and administrative functions but also for those who we

workplace is on the shop floor or on process plant on any occasion on which there is a modification to existing

paperwork or procedure for, say the withdrawal of materials from stores, the control of customer credit the

approval of expense claims, there needs to be instruction on the change in the way of working in many

instances, a note bringing the attention of all concerned the change is assume to be sufficient, but there are

cases, such as when total new systems in corporating IT up dates are installed, when more thorough training

is needed.

1. Standards, Rules and Practices-

Changes in any one these are likely to be conveyed by printed note or by word of mouth by the manager to

his subordinates, and this can be the most satisfaction way of dealing with the change from the point of view

of getting those affected to understand their new responsibility. However not all changes under this heading

can be left to this sort of handling. Even the simplest looking instruction may be regarded as undesirable or

impracticable by whoever has to perform it he may not understand the purpose behind the change and lose

confidence in a management which he now believes to be ‘messing about’, or he may understand the purpose

and have a better alternative to offer if it is not too late.

1. New Relationship and Authorities-

These can arise, as a result of management decisions, in a number of ways. In examples, the recognition of

the accounts department can result in a realization of responsibilities between the section leaders of credit

control, invoicing and customer records, although there is no movement of staff between the sections (i.e. no

transfers). Although the change in work content for each clerk and supervisor is defined clearly for each person

in the new procedures, there is nevertheless a need for each person to know where he stands in the
new set up, which is responsible for what, and where to direct problems and enquiries as they arise in the

future.

2. Maintenance of Standards-

We are here concerned with maintenance of standards through training, for it must be remembered that

supervision and inspection and qualify control are continuously responsible for standards and exercise their

own authorities to this end. Although it is generally agreed

that some retraining from time to time, taking varied forms even for the on group of employees, does act as

both a reminder and a stimulus, there is not much agreement on the next frequency and form that such

retraining should take, of there is as yet little scientific knowledge on this subject which is of much use in

industrial situations.

3. The Maintenance of Adaptability-

Again, whilst there is little scientific study of the loss of ability to learn new skills in those cases where people

spend a long time without change, and without the need to learn, there is increasing evidence in current

experience to suggest that this is the case in industrial employment. Add, of course, there is the inference

arising from the laboratory experiments of psychologists.

4. The Maintenance of Management Skills & Standards-

Skills in supervising, employee appraisal, communications, leadership etc are important in all companies.

Some of these skills are seen to be critical to major developments in company organization, culture, employee

empowerment and so on. Initial training in these skills is not uncommon in the largest companies on

appointment into management and supervision. But continuous training and performance monitoring is rare,

despite the common knowledge that standards are as varied as human nature.

5. Retirement and Redundancy-

Employees of any position in the company who are heading towards retirement will benefit from learning

about health, social life, work opportunities money management etc, Internal or external courses are best
attended a year or two before retirement date, in a few companies a member of Personnel will act as a

counselor as required.

BENEFITS OF TRAINING

Employees and the organization need to realize the importance of contribution and learning for mutual growth

and development. Training is the answer to deal with stagnation stage by constantly updating it in every field.

Other benefits of training include:

 
 Hiring appeal: companies that provide training attract a better quality Workforce.

 
Assessing and addressing any performance deficiency.



Enhancing workforce flexibility. Cross-cultural training is essential for them for better
adjustment in the new environment.


 when
Increasing commitment: Training acts as a loyalty booster. Employee motivation is also enhanced
 the employee knows that the organization would provide them opportunities to increase their

skills and knowledge.



 a competitive edge by keeping abreast of the latest changes; it acts as a
It gives the organization
catalyst for change.



Higher customer satisfaction and lower support cost results through improved service, increased
productivity and greater sufficiency.
 
Training acts as benchmark for hiring promoting and career planning.

Computer-Based Training (CBT)

With the world-wide expansion of companies and changing technologies, the demands for knowledge and

skilled employees have increased more than ever, which in turn, is putting pressure on HR department to

provide training at lower costs. Many organizations are now implementing CBT as an alternative to classroom

based training to accomplish.

 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.

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. 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

• Time allocated

• Style preference of trainer

• Level of competence of trainer

• Availability of facilities and resources, etc,

Facilitation Of Training-

Facilitation of Transfer of Training through Focus on Trainee and Organization :

 Intervention

 Focus on Trainee

 Focus on Organization Intervention

 Focus on Trainee

Training is successful not only with good training design and training objectives but also with the readiness

and willingness of the trainees. For the training to be successful, three things are required,

1. Motivation

2. Knowledge, Skills, and Attitudes(KSAs)

3. Expectations towards Training

Expected Performance is directly proportional to the multiplication of motivation, required KSAs, and

expectations towards training i.e.

Motivation – If the trainee is not motivated to learn, no learning is likely to occur no matter how good the

training methods are, or how talented the trainees are. Therefore, it is important to intervene before training

and provide them the information about the learning outcome that they can expect and how the learning

outcome will help in achieving the objectives. This increases the motivation to learn and to be successful in

training.
Expectations – Positive expectations matter a lot in a training program. If the trainee perceives the training

as waste of time, and waste of resources, no learning is likely to occur. No learning is possible with negative

perception. On the other hand, if the trainee believes and expects that the training would help him to improve

upon his professional skills and would further help him in achieving his personal goals, the probability of

training to meet the objective increases.

Knowledge, Skills, and Attitudes (KSAs) – It is important that the selected trainees should have the right

KSAs for the training because even if the methods and contents of the training is good but the candidates do

not have the right KSAs, the training program will fail. Also the training methods would not be effective if

the candidates are lacking the desired skills. Therefore, proper selection technique is must that would ensure

that hired have the requisite KSAs to be successful in training.

Facilitation of Training Through Organization Intervention

Failure of training is not always because of lack of KSAs but sometimes it is because of the organizational

forces also. These forces also hold back the transfer of training, and learning. Therefore, it is important to

keep in check those forces. For the successful transfer of training, it is necessary to have supervisor support,

trainer support, peer support, reward system, climate and culture.

PEERS SUPPORT – Peer support can also help in transfer of training, for example, if the trainee is the only

one who is receiving training in the department then probably the experienced peers might put pressure on

trainee to forget the training and work. This situation also hampers in transfer of training. However, this

situation can be avoided by involving the entire department in training, also by encouraging the learning

culture in the organization.

SUPERVISOR SUPPORT – can affect their employees’ learning in number of ways, for example, if the

trainee is motivated to learn and receives full support from their supervisor, then this support in turn

encourages the employee to learn as much as possible. Also, supervisor can also reduce the negative factors

of training, such as, the work that piles up during training that makes the employee uncomfortable and

employees’ negative perception about the training program.

TRAINER SUPPORT – can also have a positive impact on the transfer of training. Gone are the days, when

the trainers’ role used to get over once the training program is done. Trainers’ role is now extended to the

work place also. Besides training, trainer’s role is to keep a check on how trainees are performing and help

them and discuss with them if they encounter any problem in the workplace.

CLIMATE – Apart from supervisor support, peers support, trainer support, Climate factor also comprises of

company polices, attitude of upper management towards employee, towards training. If these factors are

positive then the climate will also support the transfer of training. It is the organizations foremost duty to make

the employees realize through these factors that adequate amount of time and resources are spent on them for

their professional and personal development.

CULTURE – also have the impact over the transfer of training. If the culture of the organization provides

enough opportunities to its employees to implement what they have learnt in the workplace and provide them

variety of others factors such as, social support, challenging jobs, etc then the likelihood of the transfer of

training increases.

NEW ELECTRONIC TECHNOLOGIES IN TRAINING

1) Interactive computer video technology:

The use of computers and videotapes in the field of training is now well established. Some leading

institution like MANAGE, Hyderabad is using this technology in training programme.

2) Broadcast television / cable television:

Televisions system in which programme is sent out by radio wave and are seen on television. Indira Gandhi

National Open University (IGNOU) is very well using this technology its educational and training

programme.

3) Computer aided instruction:

An educational concept which places the student in a conversational mode with a computer which has

programmed study plan. The programmed course selects the next topic or phase of study according to previous

responses from the student allowing each student to progress at pace directly to his or her learning capability.

4) Interactive video /interactive compute:

The phrase ‘interactive video’ refers to a video programme with which user (trainee) can interact.

Interactivity takes place between user and the system, something for IC

also, the system composed of four basic components

(1) monitor or video display unit

(2) video tape or videodisc

(3) a computer

(4) a disc drive, the computer controls the video or video disc. Disc drive loads a programme into the

computer.

5) Tele-conferencing:

A two way audio and one way video system. It is used nowadays by many institutions for education and

training purpose.
 TRAINING EFFECTIVENESS

Cutting edge of competition today demands every organization, to measure its activities in terms of

effectiveness, efficiency, excellence (triple E). To achieve this triple C a lot of investment is made by the

organization but the sword of sure short success hangs on the head of the HRD manager, this is because he

has to handle the most complex resource i.e. human resource. The next toughest thins is to maintain is the

ROI (return on investment) of training and development. It is not only the ROI but the performance

management, retention level, motivation, morale, creativity, innovation conflicts, loyalty and commitment etc.

of the manpower which are not easy to handle.

Keeping all these factors in mind the focus of vision falls on training and development. The training

effectiveness is obviously in terms of enhanced skill and knowledge to achieve the present goals, through the

increased learnt behavior. In the process of training effectiveness is the most important /vital area, where by

the individual and organizational goals are integrated to bring about the desired performance levels. How to

reduce the gap?

 RESEARCH
METHODOLOGY
 Research Methodology

Need of the study

The need of the study arises because of the reason that a trainee must understand the company, its

achievements and tasks, products and services and also to collect information about its competitors.

But the major focus was on making a customer profile for Reliance Money and study the position of Reliance

Money in the market as well as among its competitors. In addition, investors were to be made aware about

various products and services offered by Reliance Money and checking the satisfaction level of present

customers

Objectives of the study

 To create awareness about the products offered by Reliance Money in the Market

 To know about the investment preference or style of investors.

 To know about the awareness of demat account.

 To collect the real time information about preference level of customers using Demat

account and their inclination towards various other brokerage firms e.g. Reliance Money, ICICI,

Religare, Angel , Unicon, Sharekhan etc.


 As an intern at Reliance Money, to know about response of investors towards Reliance

Money


 To know about the awareness of Reliance Money as a brand and services offered

 To know about the availability of Reliance Money Franchisee

 Sources of Data (Primary & Secondary)

In this project work primary and secondary data sources of data has been used.

Primary data-

Primary data is collected through observation, or through direct communication or doing experiments.

Under this, Survey method has been used.

For this report primary data was collected by personal interview with investors and potential investors in

different areas of Vijayawada.

Secondary data-

Secondary data refers to existing primary data that was collected by someone else or for a purpose other than

the current one. It means already available through books, journals, magazines, newspaper, websites. Data has

been collected through various websites the list of which has been given in the end of report.
 Research Method of the study

The Research method used is descriptive research. Descriptive research, also known as statistical research,

describes data and characteristics about the population or phenomenon being studied. Descriptive research

answers the questions who, what, where, when and how.

In the present Research I have collected data through Survey of 50 respondents

Sampling plan

Sample unit

The sampling units are various areas of Vijayawada which have been approached to collect data

from different people

Sampling method

Sampling method used in this research is simple random sampling which is also known as probability

sampling. Under this sampling design every item of universe has an equal chance of inclusion in sample. It is

say to a lottery method.

Sample size

The size of the sample was restricted to 50, as to just get a quick analysis

Contact Method

Personal interview is used as a method of contacting people.

It is a market research technique for gathering information through face-to-face contact with

individuals. Personal interviews take place in a variety of settings-in homes, at shopping malls, in a business

office. This type of research is relatively costly, because it requires a staff of interviewers, but it provides the

best opportunity to obtain information through probing for clearer explanations. It is the best technique to
use early on in the research process when the researcher is not yet sure which questions need to be asked,

because new and better questions can come out of the dialogue.

Data collection method

Research Instrument used in this research was Questionnaire.

A questionnaire is a formalized set of questions for eliciting information. It is one of the most common

instruments used for primary data collection.

The questionnaire can be administered in various ways. It can be administered by means of a personal

interviewer as well as by the telephone, Mail. Here, the questionnaire was administered by a personal interview

Tools of analysis

For the proper analysis of data, Quantitative Technique such as percentage method was used. In

addition, Microsoft excel was also used for preparing charts for deducing inferences.
.

Chapter IV

DATA ANALYSIS
DATA ANALYSIS AND INTERPRETATIONS

Q1.Your Organization considers training as a part of organizational strategy. Do you agree with this

statement?

Response No. Of Respondants Percentage

Agree 13 52

Disagree 1 4

Partly Agree 4 16

Can’t Say 7 28

Total 25 100
Interpretation:-

The above graph indicates that Organization considers training as a part of organizational strategy.

Q 2. How many training programmes will you attend in a year?

Response No. of respondants Percentage

Less than 10 14 56

10 - 20 2 8

20 – 40 6 24

More than 40 3 12

Total 25 100
INTERPRETATION:-

The above chart indicates that less training programmes are held in the organization.

Q 3. To whom the training is given more in your organization?

Response No. of respondants Percentage

Senior staff 3 12

Junior staff 5 20

New staff 6 24

Based on requirement 13 52

Total 25 100
INTERPRETATION:-

Training is provided on the basis of requirement.

Q 4. What are all the important barriers to Training and Development in your organization?

Response No. of respondants Percentage

Time 5 20

Money 4 16

Lack of interest by staff 6 24

Non-availability of skilled trainer 10 40

Total 25 100
INTERPRETATION:-

The above graph indicates that the important barriers to Training and Development in the organization is

Non-availability of skilled trainers.

Q 5. Enough practice is given for us during training session? Do you agree with this statement?

Respondants No. of respondants Percentage

Strongly Agree 14 56

Agree 2 8

Somewhat agree 6 24

Disagree 3 12

Total 25 100
INTERPRETATION:-

This graph indicates that enough practice is given for employees during training sessions.

Q6. The training sessions conducted in your organization is useful. Do you agree with this statement?

Respondants No. of respondants Percentage

Strongly agree 15 60

Agree 5 20

Somewhat 5 20

Disagree 0 0

Total 25 100
INTERPRETATION:-

The above graph indicates that the training sessions conducted in the organization is useful.

Q7. Employees are given appraisal in order to motivate them to attend the training. Do u agree with

this statement?

Respondants No. of respondants Percentage

Strongly Agree 14 56

Agree 6 24

Somewhat 3 12

Disagree 2 8

Total 25 100
INTERPRETATION:-

The above graph shows that Employees are given appraisal in order to motivate them to attend the

training. Q8. What are the skills that the trainer should possess to make the training effective?

Respondants No. of respondants Percentage

Technical skills 8 32

People skills or Soft skills 6 24

Generalist makes better

Personnel managers than 6 24

Specialist

Fond of talking to people 5 20

Total 25 100
INTERPRETATION:-

The above graph indicates that the trainer should possess technical skills to make the training effective.

Q9. What are the general complaints about the training session?

Respondents No. of respondents Percentage

Take away precious time of

4 25
employees

Too many gaps between

10 40
the sessions

Training sessions are unplanned 6 15

Boring and not useful 5 20

Total 25 100
INTERPRETATION:-

The above graph indicates that there are two many gaps between the training

sessions. Q10. Reason for shortage of skilled man power at workplace are :

Respondents No. of respondents Percentage

Lack of planning 5 20

Lack of support from senior staff 10 40

Lack of proper guidance and

8 32
training at workplace

Lack of quality education at

2 8
primary and secondary level
INTERPRETATION:-

The above graph indicates that reason for shortage of skilled man power at workplace are lack of support

from senior staff.

Chapter V
Findings, suggestion and Conclusions
FINDINGS

1. The firms follow an effective training process.

2. The training is given to those employees who need it.

3. But the barrier for the training process in the organization is the non-availability of skilled trainers.

4. There are gaps between the training sessions organized by the company that’s why trainees lost

touch with that.

5. As the work load is much on employees therefore less attention is given to training sessions by the

employees.

6. The Organization also appoints trainers from outside or from different firms to ensure better

training to its employees.

LIMITATIONS

Every scientific study has certain limitations and the present study is no more exception. These

are:

1. The terminology used in the subject is highly technical in nature and creates a lot of ambiguity.

2. All the secondary data are required were not available.

3. Respondents were found hesitant in revealing opinion about supervisors and management.
 CONCLUSION & SUGGESTIONS

Under noted few suggestions cum conclusion can be taken as for implementation to reap

furthers benefits.

 
Making training and development process and entirely in house activity to reduce cost.

 It is found that the average age group of trainees are in their twenties or early thirties which signifies
that the consumer durable industry need more of young blood as enthusiasm is an integral part of the
industry.


The maximum emphasis is given to job instruction methods where the trainee are made to understand
their job thoroughly and the role they are going to play in performing their job.
 
Lecture as well as the presentation is the major part of imparting the education and training them.

 of the trainee and it is this that proves to
The training objective are in keeping with needs and abilities
be the major reason for success of the training as whole...

The trainee fill the feedback form and from time to time test are conducted to know the gauge the
effectiveness of training to employee to check their memory if they retain anything or not.

 We think that time management is one of the thing on which Reliance Mobile team must emphasis so
that there employee can be more productive as it was found during the visit to the corporate office people
they lack in managing.
 BIBLIOGRAPHY

BOOKS:

David A. Decenzo/Stephen P. Robins (2004) Personal and Human Resource Management A.

Monappa (2004), Personal Management

Allan Pepper (1999) A Handbook on Training and Development

WEBSITES:

www.Reliancemoney.com

www.wikipedia.org

www.naukrihub/trainingand development.com