MET PGDM (E-BUSINESS) 2012-2014

SUBJECT: HUMAN RESOURCE MANAGEMENT

TOPIC: FINDINGS ON THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT PROGRAMME IN AN ORGANISATION

SUBMITTED BY: ANAHITA DOTIVALA PGDM DIV A ROLL NO 42

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PARTICULARS

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ACKNOWLEDGEMENT SYNOPSIS OBJECTIVES OF THE STUDY COMPANY PROFILE METHODOLOGY USED QUESTIONNAIRES COLLECTION OF DATA DATA ANALYSIS FINDINGS FROM THE DATA CONCLUSION BIBLIOGRAPHY

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ACKNOWLEDGEMENT
Through this acknowledgement, I express my sincere gratitude to all those people who have been associated with this project and helped me with it and made it a worthwhile experience. Firstly, I would like to thank Mr V.S. Shetty, for allowing me to visit his company and providing his valuable time and helped me with information I needed. I also extend my thanks to the various people in the Company who have shared their opinions and experiences through which I received the required information crucial for my project. Finally, I express my special thanks of gratitude to Prof. D.I. Cabral for giving me an opportunity to undertake this project .

SYNOPSIS

The quality of employees and their development through training and education are major factors in determining long-term profitability of any business. It is important for a company to not only hire and keep the good employees but also invest in the development of their skills, so they can increase their productivity. Initially training was only considered for new employees. But, as times changed it was not just limited to the new employees but was extended to the existing employees as well. This helped because in a rapid changing environment the employees, be it new or existing, had to be abreast with the changing job requirements. Now, for any company to be competitive they need to have the best workforce who are constantly updated with their knowledge and use their skills to different situations in the best possible manner. Thus, organisations have started taking training and development seriously and consider it to be an important part of their long-term strategy. Based on this concept, I have prepared this project to know the effectiveness of training and development programme for an organisation. I have prepared a questionnaire based on this concept and tried to find out whether the organisations training and development programme is effective. For this purpose, a survey of 10 employees of Axis Bank, Vile Parle (E) Branch, Mumbai was done by me. The results of the questionnaire have helped me prove that the companys indeed consider training and development as an important part of their strategy.

OBJECTIVES OF THE STUDY

This Project is undertaken to find out:

1) To find the effectiveness of training and development in an organisation.

2) To find out whether training and development is indeed important for an organisation.

3) To find out whether the trainees are really satisfied with the training and development programme of the organisation.

4) To find out whether it is worth spending money and time for a training and development programme.

Company Profile
Axis Bank, formerly UTI Bank, is a financial services firm that had begun operations in 1994, after the Government of India allowed new private banks to be established. The Bank was promoted jointly by the Administrator of the Specified Undertaking of the Unit Trust of India (UTI-I), Life Insurance Corporation of India (LIC), General Insurance Corporation Ltd., National Insurance Company Ltd., The New India Assurance Company, The Oriental Insurance Corporation and United India Insurance Company UTI-I holds a special position in the Indian capital markets and has promoted many leading financial institutions in the country. The bank changed its name to Axis Bank in April 2007 to avoid confusion with other unrelated entities with similar name. The Bank's Registered Office is at Ahmedabad and its Central Office is located at Mumbai. At the end of September 2010, The Bank has a very wide network of more than 1281 branches and Extension Counters (as on 31st December, 2010). The Bank has a network of over 5303 ATMs (as on 31st December, 2010). The Bank has loans now (as of June 2007) account for as much as 70 per cent of the banks total loan book of Rs 2,00,000 crore. The Bank today is capitalized to the extent of Rs. 409.90 crores with the public holding (other than promoters and GDRs) at 53.63%. After the Retirement of Mr. P. J. Nayak, Shikha Sharma was named as the bank's managing director and CEO on 20 April 2009.
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METHODOLOGY USED
Survey Method The employees, who were the participants to the survey, fall in the age group of 26-52yrs. Males and females, both, were selected as the sample. Education qualification and Designation of the employees were not considered. TOTAL NO. OF PEOPLE SURVEYED - 10

DATA GATHERING METHOD

QUESTIONNAIRE METHOD The reason I selected this method is because it can be administered to many people simultaneously and is less costly and less time-consuming than other measuring instruments.

PROCEDURE FOLLOWED TO GATHER DATA For the purpose of this study, I visited the branch office of Axis Bank in Vile Parle (E), Mumbai. I presented 10 employees of Axis Bank with a close ended questionnaire. The questionnaire had 4 or 5 options out of which one had to be selected. In order to get the best response the questions were kept as simple as possible so that it could be easily read and answered. The questionnaire were as follows:
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QUESTIONNAIRE ON TRAINING AND DEVELOPMENT

Name:

1) Do you think that your organisation considers training and development as an important part of their strategy? Strongly agree Agree Somewhat agree Disagree

2)

Training is given more in your organization to? Senior staff Junior staff New staff Based on requirement

3)

What mode of training method is normally used in your organization? Class room training from senior staff Lectures given by hr department External consultants Job rotation Online training

4)

What do you think is an important barrier to training and development in your organisation? Time Money Non availability of skilled trainer Lack of involvement by senior management

5)

The time duration given for the training period is? Sufficient To be extended To be shortened Manageable

6)

What are the general complains about the training session? Takes away precious time of employees 8 too many gaps between session

It is unplanned

It is boring and not useful

7) Do you think your training and development programme should be outsourced (No would mean your satisfied with your current training and development programme in your organisation)? Yes No

8) future.

If given a chance to decide which area of training and development will you give priority in

Stress management Cross cultural training

Counselling Technical training

Team development skills Soft skills development

9)

What do you think is better for the organisation to invest in? Current workforce Recruiting skilled force externally

10)

What is the general feedback polices of your company after the training sessions No feedback taken Surveys and interviews Question and answer session with trainees Feedback from trainers

11) On a scale of 10 rate your organizations use of information and technology ,while giving training to its employees.

12)

On a scale of 10 rate your organizations training and development programme.

Collection of Data
The following is the data collected from the questionnaire.

1) Do you think that your organisation considers training and development as an important part of their strategy?

Agree/Disagree
6 4 2 0 Strongly Agree Agree Somewhat Agree Disagree Agree/Disagree

2)

Training is given more in your organization to? 10% 10% 10% 70%

SENIOR STAFF JUNIOR STAFF NEW STAFF BASED ON REQUIREMENT

3)

What mode of training method is normally used in your organization? Class room training from senior staff Lectures given by HR department External consultants Job rotation Online training

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Mode of Training
Class room training from senior staff 2 External consultants Online training 0 0 Lectures given by hr department Job rotation

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4)

What do you think is an important barrier to training and development in your organisation? Time Money Non availability of skilled trainer Lack of involvement by senior management

TIME NON AVAILABILITY OF SKILLED TRAINER MONEY LACK OF INVOLVEMENT BY SENIOR MANAGEMENT

70% 30%

0% 0%

5)

The time duration given for the training period is? Sufficient To be extended To be shortened Manageable

Training Duration
10 5 0 Sufficient To be Extended To be Manageable shortened Training Duration

6)

What are the general complaints about the training session? Takes away precious time of employees 11 too many gaps between session

It is unplanned

It is boring and not useful

Complaints
6 4 2 0 Takes Precious Too many gaps time Unplanned Boring and not useful Complaints

7) Do you think your training and development programme should be outsourced (No would mean your satisfied with your current training and development programme in your organisation)? Yes YES NO 20% 80% No

8) If given a chance to decide which area of training and development will you give priority in future. Stress management Cross cultural training counselling Technical training Team development skills Soft skills development

Area
6 4 2 0 Stress Management Counselling Team Cross Cultural Development Training Skills Technical Training Soft Skills Development Area

9)

What do you think is better for the organisation to invest in? Current workforce 12 Recruiting skilled force externally

CURRENT WORKFORCE RECRUITING SKILLED FORCE EXTERNALLY

90% 10%

10)

What is the general feedback polices of your company after the training sessions No feedback taken Surveys and interviews Question and answer session with trainees Feedback from trainers

Feedback Policy
8 6 4 2 0 No Feedback Taken Question and Answer with trainees Surveys and Interviews Feedback from Trainers Feedback Policy

11) On a scale of 10 rate your organizations use of information and technology ,while giving training to its employees.

Ratings
10 5 0 1 2 3 4 5 6 7 8 9 10 Ratings

12)

On a scale of 10 rate your organizations training and development programme. 13

Ratings
10 5 0 1 2 3 4 5 6 7 8 9 10 Ratings

DATA ANALYSIS
Out of the 10 people surveyed, 40% of the people strongly agreed that indeed the company considered training and development as an integral part of their strategy while 40 % agreed to it and 20% somewhat agreed to it. 70% of the people surveyed said that time was the biggest barrier to training and development in the organisation while 30% said it was non availability of skilled labour. 80% of the people surveyed that they were happy with their current training and development programme while 20% of them said that it should be outsourced. While 90% of the respondents said that it was better for the company to invest in the current workforce while only 10% said that they should invest in recruiting skilled workforce externally. The respondents have given an average rating of 7.4 to the training and development programme of the organisation which is very good with the minimum being 6 and maximum being 9.

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 With and average rating of 7.7, use of information and technology in training and development is also very well accepted.

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FINDINGS FROM THE DATA

The data shows that people at the company are satisfied with the training and development programme undertaken by the organisation. This is evident from the high rating given by the employee to the organisations training and development policy. Also, it is found out that time is the biggest barrier to the training and development programme in the organisation. So, the company can use effective time management techniques to enhance its training and development programme. The company is making the best possible use of information and technology to train and develop its employees and the employees have give a thumbs up to it. Also the company can give more priority to areas such as stress management, counselling, soft skills development and team development skills in the near future. From the above findings we can say that the company is taking its training and development process seriously and investing good amount of time and money into it. With the help of information technology it is constantly updating its current set of employees which is a good sign for any good company. The company is not only training its new employees but also its current employees so as to develop them for the changing requirements. As done by most banks, Axis Bank also resorts to Job Rotation to train and develop its employees so that they are able to work in different areas of banking and serve the customer and the company well. It can be said that the company is doing very well with its training and development programme and can enhance its programme by constantly updating its employees by using innovative methods of training and making the best possible use of information and technology.

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Conclusion
As per the aim of the project, I have been successfully able to prove that training and development is an important part of an organisation. With an effective training and development programme the organisation can have the best set of employees at their disposal and help them to work in an efficient way. Training and Development also leads to high morale among the employees and this leads to high productivity which leads to high profitability for the organisation. Training and Development also helps the organisation to be competitive in this highly competitive environment. With the help of an effective workforce who are constantly updated not only in their technical skills but also in their soft skills. Therefore I can conclude by saying that training and development is important for all organisations be it small or big. The effectiveness of training and development will depend on the company as to how it will adapt to the constantly changing environment. So, the more effective the training and development programme of a company the more competitive it is.

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BIBLIOGRAPHY

Websites
http://en.wikipedia.org/wiki/Axis_Bank (For Company Profile)

Books
Human Resource Management by Ashwathappa (Used for the purpose of general reading and understanding concepts of training and development).

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