c




Analysis of all the facts & figures, the observations and the experience during the training
period gives a very positive conclusion/ impression regarding the training imparted by the
NIS ± Sparta trainers. The NIS ± Sparta is performing its role up to the mark and the
trainees enjoy the training imparted especially the reality learning and simulation.
The training imparted meets the objectives like:
Effectiveness of the training and its resultant in the performance of the employees.
Assists the employees to acquire skills, knowledge and attitude and also enhance the
same.
Helps to motivate employees and helps in avoiding mistakes.

It becomes quite clear that there is no other alternative or short cut to the development of
human resources. If we have to meet the challenges of technology, social and economic we
have to train the HR irrespective to their category at which they work in the organization.
As it is recognized fact that we cannot survive in tomorrow businessµs world with
yesterdays method. And hence the continuou s development of HR is prime need of
todays organization.

 
  

Employees are content with the way the training is conducted.
10
 The cooperation between the colleagues and the level of support they share with each
other binds them in an attachment towards the company.

Regional behavior and language influence is higher during training and even after
delivering their language; the desired effects are not seen.

Some of the superiors do not bother to make Development Action Plans a nd submit to
the trainers.

The training is mainly conducted all around India, the trainers have to travel but
sometimes the logistics and arrangement is non -satisfactory.

The findings from the data analysis from the questionnaire show a positive improvement,
enhancing and overall rating about the training programme.

The reality learning and simulations were thoroughly enjoyed by the employees who have
received it.

'
 

In todayµs competitive world, attitude is the factor which is the dividing line between
failure and success. Thus recruitment of the employees must be made not only on skills
and attitude but also the attitude of the employee. If an employee h as a positive attitude
then training for him can be more effective, he has a positive effect on the climate.
11
 The raining records must be maintained, preserved properly and updated timely.

Proper care should be taken while selecting the trainers .

Nis Sparta trainers must be given continuous feedback and the training should be
performed as a continuous planned activity.

New and different trainers should be invited so that the maximum impact can be got from
the training programmes.

Co ±ordination and interaction of the employees of all levels must be encouraged to

locate new talents among employees.

Solution to some of the problems faced by the employees, should be suggested by the
employees themselves to make them feel valued at the organization.

The DAP( Development Action Plans) must be prepared and given to the trainers as
soon as possible for further follow up from the side of the trainers.

ß
 

Analysis of all the facts & figures, the observations and the experi ence during the training
period gives a very positive conclusion/ impression regarding the training imparted by the
NIS ± Sparta trainers. The NIS ± Sparta is performing its role up to the mark and the
trainees enjoy the training imparted especially the re ality learning and simulation.
The training imparted meets the objectives like:
Effectiveness of the training and its resultant in the performance of the employees.
12
 Assists the employees to acquire skills, knowledge and attitude and also enhance the
same.
Helps to motivate employees and helps in avoiding mistakes.

It becomes quite clear that there is no other alternative or short cut to the development of
human resources. If we have to meet the challenges of technology, social and economic we
have to train the HR irrespective to their category at which they work in the organization.
As it is recognized fact that we cannot survive in tomorrow businessµs world with
yesterdays method. And hence the continuous development of HR is prime need of
todays organization.

 


 :
³A study of preferences of the investors for investment in mutual funds ´

 



The study was carried out for a period of 6 week, from 28th June 2010 to 12th Aug
2010

  




 To find out the Preferences of the investors for Asset Management Company.
 To know the Preferences for the portfolios.
 To know why one has invested or not invested in ICICI Mutual funds.
 To find out the most preferred channel.
 To find out what should do to boost Mutual Fund Industry.





 Descriptive Research

 

 

Staff training and development has been identified by various scho lars and anchors to be
very crucial to an organization and its effectiveness. In the light of the above, organizations
are therefore encouraged to train and develop their staff to the fullest advantage in order to
enhance their effectiveness. As training reduces the work of the manager in terms of close
supervision it also improves the drive, initiative and quality of work of the employees thus
assist them to be more committed to achieving the goals and objectives of the organization
and this has the tendency of enhancing effectiveness among workers within the
organization.

However, for any organization to succeed, training and re -training of all staff in form of
workshops, conferences and seminars should be vigorously pursued and made
compulsory.
,

Training process ideas and outline process

Here is a relatively simple overview of typical reference models, processes and tools found
in the effective planning and delivery of organizational training.
1. Assess and 2. Create 3. Consider 4. Plan training 5. Design
agree training training or learning styles and evaluation materials,
needs development and personality methods and
specification deliver training

Conduct some Having identified People's 
 Consider

sort of 
 what you want to 
 greatly 

 Consider



. train and affect what type 
 modern
Another method develop in of training they , innovative
example of people, you will find easiest which includes methods - see
assessing and must break and most before-and-after the $&

prioritising down the effective. Look measurements. '
for
training is   training or also at lots of providers


. learning  

 
. The # 
  and ideas.
requirement into Remember you  especially
This commonly manageable are dealing with helps you to ( 
 is an
happens in the elements. people, not structure training important aspect



objects. People design. to delivery.
process. Attach standards have feelings as
or measures or well as skills and Consider See also 
Involve the parameters to knowledge. $  
 and
people in each element. too, so that you  .
identifying and The  can understand
agreeing  
 The     is what sort of )  

 
.  
 wonderful for development * help

 and the understanding you are actually with the design
Consider simple 
 more about this. addressing. of materials.
 


 
 (also in

 and   
) are So is the !
 Consider 
 So do the
aspects of useful tools. " model.

    
 

 % .
  - it's
, and Revisit the   Consider the all about
 

  
 
 team and the See the   meaningful



 


 group. 
  
  
 communication.
  as well as   - they can 
helps. So   below
skills. help organize does the - the internet There is a useful
and training +
 . offers more 
   
Look also at elements opportunities   

your recruitment assessment on than ever. on the sales
processes - a large scale. training page,
there is no point which can be
training people if adapted for all
they are not the sorts of
right people to providers and
begin with. services.

"
   

also helps
identify
development
needs.

If you consider the attributes of really effective people, be they leaders, managers,
operators, technicians; any role at all, the important qualities which make good performers
special are likely to be attitudinal. Skills and knowledge, and the processes available to
people, are no great advantage. What makes people effective and valuable to any
organization is their attitude.

Attitude includes qualities that require different training and learning methods. Attitu de
stems from a person's mind-set, belief system, emotional maturity, self -confidence, and
experience. These are the greatest training and development challenges faced, and there
are better ways of achieving this sort of change and development than putting people in a
classroom, or indeed by delivering most sorts of conventional business or skills training,
which people see as a chore.

This is why training and learning must extend far beyond conventional classroom training
courses. Be creative, innovative, and open-minded, and you will discover learning in
virtually every new experience, whether for yourself, your team, or your organization. If you
want to make a difference, think about what really helps people to change.
All supervisors and managers should enable and provide training and development for their
people - training develops people, it improves performance, raises morale; training and
developing people increases the health and effectiveness of the organization, and the
productivity of the business.

high importance and low competence = high importance and high competence = low
high training priority training priority

low importance and low competence = low importance and high competence = zero
low training priority training priority

Developing people and capabilities

Many organizations face the challenge of developing greater confidence, initiative,

solutions-finding, and problem-solving capabilities among their people. Organizations need
staff at all levels to be more self -sufficient, resourceful, creative and autonom ous. This
behaviour enables staff can operate at higher strategic level, which makes their
organizations more productive and competitive. People's efforts produce bigger results. It's
what all organizations strive to achieve.

However, while conventional skills training gives people new techniques and methods, it
won't develop their maturity, belief, or courage, which is so essential for the development of
managerial and strategic capabilities.

Again, focus on developing the person, not the skills.

Try to see things from the person's (your people's) point of view. Provide learning and
experiences that they'd like for their own personal interest, development and fulfillment.
Performance and capability are ultimately dependent on people's attitude and emotion al
maturity. Help them to achieve what they want on a personal level, and this provides a
platform for trust, 'emotional contracting' with the organization, and subsequent
skills/process/knowledge development relevant to managing higher responsibilities, r oles
and teams.
eneral training tips

These tips apply essentially to traditional work -related training - for the transfer of
necessary job- or work-related skills or knowledge.

These tips do not apply automatically to other forms of enabling personal d evelopment and
facilitating learning, which by their nature involve much wider and various development
methods and experiences.

When planning training think about:

÷ your objectives - keep them in mind all the time

÷ how many people you are training
÷ the methods and format you will use
÷ when and how long the training lasts
÷ where it happens
÷ how you will measure its effectiveness
÷ how you will measure the trainees' reaction to it

When you give skills training to someone use this simple five -step approach:

1. prepare the trainee - take care to relax them as lots of people find learning new
things stressful
2. explain the job/task, skill, project, etc - discuss the method and why; explain
standards and why; explain necessary tools, equipment or systems
3. provide a demonstration - step-by-step - the more complex, the more steps - people
cannot absorb a whole complicated task all in one go - break it down - always show
the correct way - accentuate the positive - seek feedback and check understanding
4. have the trainee practice the job - we all learn best by actually doing it - ('I hear and I
forget, I see and I remember, I do and I understand' - Confucius)
5. monitor progress - give positive feedback - encourage, coach and adapt according to
the pace of development

Creating and using progress charts are helpful, and are essential for anything complex - if
you can't measure it you can't manage it. It's essential to use other training tools too for
planning, measuring, assessing, recording and following up on the person's training.
.

Some tips to make training (and learning, coaching, mentoring) more enjoyable and
effective:

÷ keep instructions positive ('do this' rather than 'don't do this')

÷ avoid jargon - or if you can't then explain them and better still provide a written
glossary
÷ you must tailor training to the individual, so you need to be prepared to adapt the
pace according to the performance once training has begun
÷ encourage, and be kind and thoughtful - be accepting of mistakes, and treat them as
an opportunity for you both to learn from them
÷ focus on accomplishment and progress - recognition is the fuel of development
÷ offer praise generously
÷ be enthusiastic - if you show you care you can expect your trainee to care too
÷ check progress regularly and give feedback
÷ invite questions and discussion
÷ be patient and keep a sense of humour
The company and the management allow their employee in case of mistakes as they
believe that those mistakes make an employee aware about their job.
Here in this industry, mostly the training is provided by superior to their subordinates. When
a new worker joins the industry, the superior staff guides him in his job.

New employee is supposed to work under guideline for few days, like how to complete his
job, which to report, time management, and other relat ed routine.
It is quite easy technique of training. Here an employee can easily adopt new things. By this
method, an employee is trained under the direct supervision of supervisor. It is also cost
effective method.
  analysis is a observation report wh ich is being prepared by the trainee when he/she
completed his/her training in any particular organization. Through this   Analysis, a
trainee expresses his Suggestions for the improvement in any area of the company. A
trainee finds out the strengths of the company. He/she also finds Weakness of the company
where the company should take corrective measures. Also a trainee suggests some proven
methods to the company so that they can grab it with proper planning. And finally, a trainee
finds out threats of the company & tries to eliminate/minimize them.

These all information of   analysis can help the organization in many ways.
During the 45 days training in the !" 
# $
% &
I have observed so many things. And accordingly I would like to arrange them in   .
Analysis.




÷ Availability of Low Cost and Skilled Manpower provides competitive advantage to
industry.
÷ A powerful management team that leads the industry towards the easy success in
every operation.
÷ Advanced technological infrastructure.
÷ The powerful industrial relation of the company.
÷ Huge network around the globe.
÷ Well set Organization Structure
÷ Welfare activities for workers
 $



÷ Dependence on job work for special features of the products.
÷ Excess Manpower.
÷ Lack of Promotions.

  



÷ Large, potential domestic and international market.
÷ New product development as they have latest and advanced technological
infrastructure.
÷ Subs dial canteen facility.
÷ Residential facility with subsidized electricity & free water supply.
÷ Free medical facility for workers at their working place.
÷ The company provide free safety equipment
÷ Security of employee through Provident fund, Gratuity scheme, insurance &
Accidental claims.
÷ Welfare activity for society.

HINDUSTAN ZINK LIMITED

 A
PROJECT REPORT
ON

'()(*
'(
+,+%-+(

At

")(.'(
#)(/
%))+

Debari, Udaipur

2010-2011

Submitted to:- Submitted by:-

Mr. Mohammed Ali Ms. AshaGarhwal
(Associate Manager HR) (MBA ± JEC, Jaipur)


According to the result of my research in employee¶s job satisfaction I have found

that the employees of the company are highly satisfied with the company¶s HR policies and
other related matter. Some of their employees are yet not that much satisfied but the
company assured me that they will try their best to win those
employee¶s good turn as soon as possible. They are interested in considering my research
and SWOT analysis as a supportive tool to overcome the hurdles related to their staff and
company. It was really a wonderful felling to be part of management in any organization and
work for them. I enjoyed my training in the company and learnt many practical aspects and
also I have amplified my portfolio of knowledge under the guidelines of respective
authorities of the company.
.