DISSERTATION REPORT

ON

“LEVEL OF TRAINING
IN
Sbi Life Insurance”

DECLARATION
I hereby declare that, the project entitled “Level of Training in Sbi
Insurance Sector” assigned to me for the partial fulfillment of BBA degree
from Kurukshetra University, Kurukshetra. It is the original work done by
me and the information provided in the study is authentic to the best of my
knowledge.

This study has not been submitted to any other institution or university for
the award of any other degree
 INDEX
CHAPTER 1 Introduction to the project
• Introduction to the Insurance sector

CHAPTER 2 Introductions to the Topic

• Introduction to Training
o Definition
o Features of training
o Need for training effectiveness
o Need for training
o Objectives of training

• Importance of Training
o For the Employees
o For the organization

• Types of Training
o Orientation Training
o Job Instruction Training
o Refresher Training
o Vestibule Training

Objectives of the study

CHAPTER 3 History Of Sbi Life Sector

CHAPTER 4 Research Methodologies

Interpretation and Analysis of Data
Findings
Limitations of the study
Recommendations
Conclusion
Bibliography
Annexure
 PREFACE

Practical training is an important part of management courses. Theoretical

studies in classroom are not sufficient to understand the functioning of
complex and large sized organization, managerial climate and the real
problems coming in the way of management of Man, Material, and
Machines and Money.

Practical training supplements the theoretical studies i.e. it covers what is

left uncovered in the classrooms .It offers an exposure to real practice of
management in business organization.

It exposes student to an invaluable treasure of experience.

In the forthcoming pages an attempt has been made to present a

comprehensive report concerning different aspects of my study. The overall
knowledge gained by me will be reflected in the report itself.
 ACKNOWLEDGEMENT
It is not until you undertake a project like this one that you realize how
massive efforts it really takes, or how much you must rely upon the selfless
efforts and goodwill of others.

There are many people who helped me in this project and I want to be
thankful to all for their cooperation and encouragement.

I am deeply indebted to who extended his full Cooperation and support,

subverted his expert guidance wherever necessary which was of paramount
importance to me.

I would be failing in my duties if I don’t convey my special thanks to my

friends for sparing their valuable time in providing me information and their
help.
 INTRODUCTION TO INSURANCE

Insurance is a cover used for protecting oneself from the risk of a financial
loss. It is important to understand that risk is a part of any person’s life and
that it increases as a person increases in age, responsibility and wealth.
Insurance is risk coverage against financial losses and should not be taken as
an investment instrument.

There are mainly two parties involved in this – the insurer and the
insured. The insurer is the insurance company who will provide the cover to
the insured against any financial losses. The insured may be an individual
person or a group of people like an employer, members of a society, etc.

A policy is the contract between the insurer and the insured, which states the
risks covered, the exclusions, if any, and the benefits reimbursed on the
happening of an event like death, illness etc. The policy is paid through what
is called a premium, which is a set amount that must be paid by the insured
on a monthly, semi-annual or annual basis. On the happening of an event
like death, disability, fire, etc, for which the insured is covered, the benefit
amount stated in the policy contract can be claimed by the insured.
DEFINITION

 FUNCTIONAL DEFINITION

According to Encyclopedia Britannica, “Insurance may be defined

as a social device whereby a large group of individuals through a system
of equitable contributions may reduce or eliminate measurable risk of
economic loss common to all members of the group”.

 CONTRACTUAL DEFINITION

According to Justice Tindall, “Insurance is a contract in which a

sum of money is paid to the assured in consideration of the insurer’s
incurring the risk of paying a large sum upon a given contingency”.

PRINCIPLE OF INSURANCE

 BASIC PRINCIPLES

1) PRINCIPLE OF COOPERATION

Insurance company collects premium from large number of people

insured and puts the premium in pool. The claims of those who actually
suffer loss are paid out of the pool. The insured are cooperating by
paying premium in advance to strengthen the pool.

2) PRINCIPLE OF PROBABILITY

The occurrence of risk in each type of insurance can be estimated with

the help of theory of probability. The probability tells about the chances
and amount of the loss. The companies collect the large number of data
of previous happenings over a large number of years to form an idea
about the probability of incidence in future.
  LEGAL PRINCIPLES

1) PRINCIPLE OF INSURABLE INTEREST

A contract of insurance affected without insurable interest is void. It means

that the insured must have an actual pecuniary interest and not a mere
anxiety or sentimental interest in the subject matter of the insurance. The
insured must be so situated with regard to the thing insured that he would
have benefit by its existence and loss from its destruction It is the existence
of insurable interest in a contract of insurance, which distinguishes it from a
mere watering agreement.

2) PRINCIPLE OF INDEMNITY

A contract of insurance contained in a fire, marine, burglary or any other

policy (excepting life assurance and personal accident and sickness
insurance) is a contract of indemnity. This means that the insured, in case of
loss against which the policy has been issued, shall be paid the actual
amount of loss not exceeding the amount of the policy, i.e. he shall be fully
indemnified.

3) PRINCIPLE OF CAUSA PROXIMA

The rule of causa proxima means that the cause of the loss must be
proximate or immediate and not remote. If the proximate cause of the loss is
a peril insured against, the insured can recover. When a loss has been
brought about by two or more causes, the question arises as to which is the
causa proxima, although the result could not have happened without the
remote cause. But if the loss is brought about by any cause attributable to the
misconduct of the insured, the insurer is not liable.
4) PRINCIPLE OF SUBROGATION

The doctrine of subrogation is a corollary to the principle of indemnity

and applies only to fire and marine insurance. According to it, when an
insured has received full indemnity in respect of his loss, all rights and
remedies which he has against third person will pass on to the insurer and
will be exercised for his benefit until he (the insurer) recoups the amount
he has paid under the policy

5) PRINCIPLE OF CONTRIBUTION

Where there are two or more insurance on one risk, the principle of
contribution comes into play. The aim of contribution is to distribute the
actual amount of loss among the different insurers who are liable for the
same risk under different policies in respect of the same subject matter.

KINDS OF INSURANCE

 LIFE INSURANCE

Life insurance or life assurance is a contract between the policy owner

and the insurer, where the insurer agrees to pay a sum of money upon the
occurrence of the insured individual's or individuals' death or other event,
such as terminal illness or critical illness. In return, the policy owner (or
policy payer) agrees to pay a stipulated amount called a premium at
regular intervals or in lump sums.

 GENERAL INSURANCE

All other type of insurance are called general insurance or non life
insurance. The common types of general insurance are:

• Marine Insurance

It is the oldest type of insurance. It covers the sea or marine perils. Perils
are the cause of the loss or hazard which is a condition that may increase
the chances of the loss. Marine insurance is the protection against the
marine perils like loss or sinking of the ship, sea piracy, capture by
enemy etc. The loss could be of ship, cargo or freight. Marine insurance
will cover such risks.

• Fire Insurance

It covers the loss due to the fire to the property like houses, shops, goods
factories or godowns etc. It covers loss from the fire and consequent loss
from such fire i.e. loss of work due to fire.

• Liability Insurance

This type of insurance covers the risk of liability against the third parties,
which an insurer might have to pay under certain circumstances. For
example- injury to the property and/of person of third person in road
accident or employer’s liability for an injury or death of a worker while
performing duty etc.

• Social Insurance

This insurance is aimed at providing social security to the weaker

sections of the society. It may take the shape of pension plans, disability
or sickness benefits etc. The premium may come from govt. or employee
and may also be shared by beneficiary.

• Motor insurance

The minimum requirement by law to provide insurance in respect of legal

liability to pay damages arising out of injury caused to any person.
Policies with various level of cover are available.

• Theft Insurance

This policy intends to provide compensation to insured in the event of the

loss of property insured.
 ROLE OF INSURANCE IN INDIAN
ECONOMY

CONTRIBUTION TO INDIAN ECONOMY

Insurance is the only sector which garners long term savings

Insurers are increasingly introducing innovative products to meet the

specific needs of the prospective policyholders. An evolving insurance
sector is of vital importance for economic growth. While encouraging
savings habit it also provides a safety net to both enterprises and
Individuals.

Insurance Companies receive, without much default, a steady cash

stream of premium or contributions to pension plans. Various actuary
studies and models enable them to predict, relatively accurately cash
flows.

Liabilities of Insurance companies being long-term or contingent in

nature, liquidity is excellent and their investments are also long-term
in nature. Since they offer more than the return on savings in the
shape of life-cover to the investors, the rate of return guaranteed in
their insurance policies is relatively low. Consequently, the need to
seek high rates of returns on their investments is also low. The risk-
return trade off is heavily tilted in favor of risk.

As a combined result of all this, investments of insurance companies

have been largely in bonds floated by GOI, PSUs, state governments,
local bodies, corporate bodies and mortgages of long term nature.

Generates Long term funds for infrastructure and strong

positive correlation between development of capital markets
and insurance/pension sector

Life insurance penetration in India was less than 1 per cent till 1990-
91. During the 1990s, it was between 1 and 2 per cent and from 2001
it was over 2 per cent. In 2005 it had increased to 2.53 per cent.
 Introduction to the Topic
The word "Training" is an encompassing term, which is often used, in
describing changes occurring in our behaviors because of an experience we
have encountered at some point in our lives. We usually call it Training.
Example, how many time have you’re heard someone say, “Well did that
experience teach you anything?” or “What did you learn from that
experience?”

Webster dictionary defines "training" as, the act, process, or method of

one that trains, the skill, knowledge, or experience acquired by one that
trains, the state of being trained.

According to Flippo: “Training is the act of increasing the knowledge

and skills of an employee for doing a particular job, the major outcome
of training is learning

FEATURES OF TRAINING

-Increase knowledge and skills for doing job

-Bridges the gap between job needs and employees skills, knowledge and
behavior

-Job oriented process, vocational in nature

-Short-term activity designed essentially for operatives

NEED FOR TRAINING

-Newly recruited people requires training so as to perform their task

effectively

-Training is necessary to prepare existing employees for higher-level jobs

(promotions)

-Existing employees require refresher training so as to keep abreast of the

latest development in job operation .In the face of rapid technological
changes, this is an absolute necessary.

-Training is necessary when a person moves from one job to another.

-Training is necessary to make employees mobile and versatile. They can be

placed on various jobs depending on organization needs.

-Training is needed to bridge the gap between what employees have and
what the job demands. Training is needed to make employees more
productive and useful in the long term.

OBJECTIVES OF TRAINING

-To impact the basic knowledge and skills of the new entrant and enables
them to perform their jobs well

-To equip the employee to meet the changing requirements of the jobs and
the organization

-To teach the employees the new technique and way of performing the job or
operation

-To prepare the employees for higher level tasks and build up a second line
of competent managers.
 IMPORTANCE
FOR THE EMPLOYEES

-Training makes an employee more useful to the firm.

-Training makes employees more efficient and effective.

-Training enables employee to secure promotion easily.

-Training helps an employee to move from one organization to another.

-Employees can avoid mistakes, accidents on the job.

-Employees can handle jobs with confidence.

-They will be more satisfied on their jobs and their morale would be high.

FOR THE ORGANIZATION

-Trained workers can work more efficiently.

-Wastages can be eliminated up to a large extent by doing work in proper

way.

-There will be fewer accidents.

-Training improves the knowledge of the regarding the use of machines and
equipment.

-Trained workers can show superior performance.

-Training makes employees more loyal to an organization.

-It reduces the lab our turnover.

TYPES OF TRAINING
A wide variety of training programs are used in different organization,
depending on requirements and size of their manpower. Some of the
commonly used programs are as follows:

1. ORIENTATION TRAINING

Orientation training tries to put the new recruit are ease. Each new employee
is usually taken on a formal tour of the facilities, introduced to key personnel
and informed about company policies, procedures and benefits. To be
effective, orientation training should be well planned and conducted within
the first week of employment. Such a pre-job training helps the recruit to
familiarize with the job and its settings.

2 JOB INSTRUCTION TRAINING

Job Instruction Training (JIT) was popular during World war 11 JIT was
offered to white and blue –collar employees and technicians, with a view to
improve their job-specific skills .The approach, basically, considered of four
steps:

-Orientation trainees to the jobs, using the services of experienced trainers.

-Demonstrate the entire job, using the services of experienced trainers

-Ask trainees to do the job as often as necessary until satisfactory

performance is obtained.

-Evaluate employee performance periodically and offer supplementary

training .If necessary.
3. REFRESHER TRAINING

Rapid changes in technology may force companies to go in for this kind of

training .By organizing short-term courses which incorporate the latest
developments in a particular field, the company may keep its employees up-
to-date and ready to take on emerging challenges .It is conducted at regular
intervals by taking the help of outside consultants who specialize in a
particular descriptive.

4. APPRENTICESHIP TRAINING

Commonly found in industry such as carpentry and plumbing , apprentices

are trainees here who spend a prescribed period of time working with an
experienced, master worker.

5. VESTIBULE TRAINING

It is training offered on an actual equipment used on the job but conducted

away from the actual work setting-a simulated work s

6 On- The- Job- Training

The most frequently used method in smaller organizations that is on the job
training. This method of training uses more knowledgeable, experienced
and skilled employees, such as mangers, supervisors to give training to less
knowledgeable, skilled, and experienced employees. OJT can be delivered
in classrooms as well. This type of training often takes place

on the job Training is characterized by following points

1 It is done on ad-hoc manner with no formal procedure, or content

2 At the start of training, or during the training, no specific goals or

objectives are developed

3 Trainers usually have no formal qualification or training experience for

training
4 Training is not carefully planned or prepared

5 The trainers are selected on the basis of technical expertise or area

knowledge

ADVANTAGES

• Low cost - does not require the development of potentially expensive

training materials or classroom/computer-based instruction.
• Task-based - Since OJT is performed at the work area, training tends
to be focused on performing real job tasks.
• Well suited for small groups - OJT is often the most practical training
method when you only need to train one or two employees at a time.

DISADVANTAGES

• Inconsistent - Traditional OJT relies heavily on an experienced

employee to provide the instruction based on what they feel are the
most important topics. What is important to one employee may not be
important to another. The result is what is learned may vary greatly,
depending on who is assigned as the trainer.
• Incomplete - Without a structured lesson guide, OJT trainers often
forget to cover important information. What is learned is likely to be
based on what happened that day rather than on what a new employee
needs to know to be safe and productive.
• Lack of founding principles - While the hands-on aspect of OJT may
appeal to the practical learner, often the underlying theories of
operation are not covered in sufficient detail or accuracy. Without this
foundation of knowledge, trainees often learn what to do, not why
they are doing it, resulting in poor decision making when things don't
go exactly right.
• Bad habits - The trainee observes and may adopt the trainer's habits
and attitudes about all aspects of the job including safety, quality,
customer service, and relationship with management. Poorly selected
trainers can have many unintended consequences
7 Off-the-job training

The employee is sent to another location outside the business to learn a skill
or acquire important knowledge. Off-the-job training may include
(1) lectures and demonstrations;
(2) simulations, role-plays and games;
(3) self-study;
(4) attending external courses, for example, on day-release;
(5)secondement, which means that the employee is temporary taken away
from his/her routine job in order to gain further experience elsewhere

.ADVANTAGES

(1) specialists can be used to instruct the employees;

(2) training can be more concentrated;
(3) it is more suitable for theoretical instruction;
(4) it can be less stressful.

DISADVANTAGES
:
(1) there may be no direct link between the training and the job;
(2) it can be artificial;
(3) trainers may not know the specific conditions of the employment;
(4) it is usually more expensive;
(5) employees cannot work whilst they are being trained.
 NEED FOR EVALUATION
The main objective of the evaluating the training programs is to determine if
they are accomplishing the specific training objectives, that is, correcting the
performance deficiencies .A second reason for evaluation is to ensure that
any changes in trainee capabilities are due to the training program and not to
other condition .Training programs should be evaluated to determine their
cost effectiveness. Evaluation is useful to explain the program failure,
should it occur. Finally, credibility of training and development is generally
enhanced when it is proved that the organization has benefited tangibly from
it.

PRINCIPLES OF EVALUTION

-Evaluation of the training programs must be based upon the following

principles

-Evaluation specialist must be clear about the goals and purpose of

evaluation.

-Evaluation must be continuous.

-Evaluation must be specific

-Evaluation must be based on objective methods and standards.

CRITERIA OF EVALUATION

HR professional should try to collect four types of data while evaluating

training programs:

-Measure of reaction
-Learning
-Behavior change
Organization results
TECHNIQUES OF EVALUATION

Several techniques of evaluation are being used in organization .It may be

stated that usefulness of the methods is inversely proportional to the case
with which the evaluation can be done.

--Experimental and control groups

--Longitudinal or Questionnaire
--Time series analysis

Experimental and control groups

In this technique, there are two groups, each group is randomly selected.
One group is to receive the training (experimental) and other not to receive
the training (control).Measure are taken of the relevant indicators of success
before and after training for both the groups .If the gains demonstrated by
the experimental groups are better than those by the control group, the
training programs is labeled as successful.

Longitudinal or time-series analysis

In this technique, measurements are taken before the program begin and are
continued during and after the program is completed. These results are
plotted on a graph to determine whether changes have occurred as a result as
a result of the training effort .To further validate that the changes as a result
of training and not due to some other variables ,a control group may be
included.

Questionnaire method

One simple method of evaluation is to send a questionnaire to the trainees

after the completion of the program to obtain their opinion about the
program worth. Their opinion could also be obtained through interviews .A
variation of this method is to measure the knowledge and/or skills that the
employees possesses at the commencement and the completion of a
training .If the measurement revels that the results after training are
satisfactory, then the training may be taken as successful.
 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE:

-To analyze the training effectiveness and methodology in the insurance

sector.

-To analyze the kind and level of training provided in the insurance sector.

SECONDARY OBJECTIVE:

-How the training needs are accessed in the insurance sector

-To analyze the usefulness of the training provided to the employees.

-To give suggestion for improving the training methodology.

- To find whether the employees are satisfied with the training process.

-To know whether the training program suits the future needs of the job of
employees.
 HISTORY OF SBI LIFE INSURANCE

Our Mission"To emerge as the leading company offering a comprehensive

range of life insurance and pension products at competitive prices, ensuring
high standards of customer satisfaction and world class operating efficiency,
and become a model life insurance company in India in the post
liberalisation

Our Values :

• Trustworthiness
• Ambition
• Innovation
• Dynamism
• Excellence

SBI Life Insurance Company Limited is a joint venture between the State
Bank of India and BNP Paribas Assurance. SBI Life Insurance is registered
with an authorized capital of Rs 2000 crores and a Paid-up capital of Rs
1000 Crores. SBI owns 74% of the total capital and BNP Paribas Assurance

State Bank of India enjoys the largest banking franchise in India. Along with
its 6 Associate Banks, SBI Group has the unrivalled strength of over
16,000 branches across the country, arguably the largest in the world.

BNP Paribas Assurance is the life and property & casualty insurance unit of
BNP Paribas - Euro Zone’s leading Bank. BNP Paribas, part of the world’s
top 6 group of banks by market value and a European leader in global
banking and financial services, is one of the oldest foreign banks with a
presence in India dating back to 1860. BNP Paribas Assurance is the fourth
largest life insurance company in France, and a worldwide leader in Creditor
insurance products offering protection to over 50 million clients. BNP
Paribas Assurance operates in 41 countries mainly through .

SBI Life has a unique multi-distribution model encompassing vibrant

Bancassurance, Retail Agency, Institutional Alliances and Corporate .

SBI Life extensively leverages the SBI Group as a platform for cross-selling
insurance products along with its numerous banking product packages such
as housing loans and personal loans. SBI’s access to over 100 million
accounts across the country provides a vibrant base for insurance penetration
across every region and economic strata in the country ensuring true
financial inclusion.

Agency Channel, comprising of the most productive force of more than

68,000 Insurance Advisors, offers door to door insurance solutions to
customers
 RESEARCH METHODOLOGY
Research methodology is systematic representation of research or any other
Problem. It is a written game plan for conducting research. It tends to
describe the step taken by researcher in studying the research problem along
With logical background.

In planning and designing a specific research project, it is necessary to

anticipate all the steps that must be undertaken if the project is to be
successful in collecting valid and reliable information. For successful
completion of any project, there should be some steps that are necessary to
be taken out. This step-by-step process is called research process. It consists
of the following steps: -

• Formulating the problem or research objectives

• Research design
• Sources of data
• Designing the data collection form
• Sample size determination
• Area of research
• Organizing the data
• Analyzing the collected data
• Reporting the findings or preparing research report.

1. FORMULATING THE RESEARCH PROBLEM-

Formulating the research problem means defining the research objectives in

the specific way. The objective of the research should be clear and specific.
It includes who, when, where, what. In this project:

Here,

WHO- Employees of insurance sector.

WHAT- Level of training?

 2. RESEARCH DESIGN

A research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure. The research design used in my study is
basically descriptive in nature.

3. SOURCES OF DATA

Mainly there are two types of sources from which data can be collected.
These are:

• Primary data
• Secondary data

PRIMARY DATA COLLECTION: The survey is undertaken on the lines of

interaction with customers.

SECONDARY DATA COLLECTION: Secondary data is collected from

various sources involving broachers, Internet etc that will be of considerable
help to me.

4. SAMPLING DESIGN:

A sample design is a definite plan for obtaining a sample from a given

population .It refers to the technique or the procedure the researcher would
adopt in selecting items for the sample i.e. the size of the sample.
Convenience sample method is adopted to select the sample

.
5. SAMPL E SIZE:
Hundred Employees

6. AREA OF RESEARCH

Area of research is Ambala. Research has been conducted in this zone of

industrial area. This zone will provide me with the respondents, which will
be used for the findings.
 7. ORGANIZATION OF THE DATA

Data once collected needed to be organized for further

processing. Data collected by me was carefully gone through then the
relevant and useful matter was assorted and properly organized.

8. ANALYSING THE COLLECED DATA

After all the surveys and observations have been made, the completed data-
collection forms must be processed in a way that will yield the information
the project was designed to obtain. Firstly see that all collected data are
consistent and logical. Then data must be prepared for tabulations. This
means the data must be assigned to categories and then coded so that data
can be put into the computer.

9. REPORTING THE FINDINGS

After tabulating and analyzing we must prepare a report on the findings.

Report is clear and concise which shows the whole result in the research
project. It also shows that the findings are clear to its objectives and results
are clearly mentioned.
What is the method of accessing the training needs in your
organization?

No. Of Respondents
By the HR Department 35
By the supervisor 26
On your Wish 20
Any other 11

response

By the HR
Department
12%
By the supervisor
38%
22%
On your Wish
28%
Any other

Interpretation:

It shows that training needs are mostly accessed by HR department of

insurance sector and then by the immediate supervisor of employees.
What is the kind of training provided to you?

No. Of Respondents
On the Job training 46
Off the Job training 37
Both 17

response

17%

On the Job training

46%
Off the Job training
Both
37%

Interpretation:

Most of the employees are provided with on the job training and
very less number of employees is provided with both type of
training.
Which level of training is provided to you?

No. Of Respondents
Individual Level 25
Group Level 52
Both 23

reponse

60

50

40
No. Of
30
Respondents
20

10

0
Individual Group Both
Level Level

Interpretation:

Training is provided mostly at group level and both group and

individual level.
Who provides training to you?

No. Of Respondents
Internal faculty 33
External faculty 48
Both 19

reponse

60

50

40
No. Of
30
Respondents
20

10

0
Internal External Both
faculty faculty

Interpretation:
In the Insurance sector training is mostly provided by external
faculty.
 Are you aware of the training programme explained to you at
the time of commencement of the programme?

No. Of Respondents
Yes 60
No 40

response

80
60
No. Of
40
Respondents
20

0
0 1 2 3

Interpretation:
Most of the employees are aware of the training program at the
time of commencement of the program?
Are the training programmes are compatible to your needs?

No. Of Respondents
Yes 63
No 37

response

80
60
No. Of
40
Respondents
20
0
Yes No

Interpretation:
Training program is compatible to needs of employees and only
37% employees are not satisfied with the training program.
What do you think about the relative coverage of various topics?

No. Of Respondents
Inadequate 17
Sufficient 28
Average 24
Ideal 31

response

17%
31% Inadequate
Sufficient
Average
28%
Ideal
24%

Interpretation:
31% employees say that the coverage of topics is ideal and only
17% says that it is inadequate.

Are the material used for training sufficient?

No. Of Respondents
Yes 65
No 35

response

80
60
No. Of
40
Respondents
20
0
Yes No

Interpretation:
65% employees say that training material used is sufficient and
only 35% says that it is insufficient.
 Are the objectives of the training progarmmes explained to
you at the time of commencement of the programme?

No. Of Respondents
Yes 54
No 46

response

46%
Yes

54% No

Interpretation:
54% say that the objectives of the training program are explained
at the time of commencement of the program?
Is the training faculty effective?

No. Of Respondents
Yes 84
No 16

response

16%

Yes
No

84%

Interpretation:
Most of the employees say that training faculty is effective and
only 16 % says that it is ineffective.

Do you gain new skills/knowledge from the training programme?

No. Of Respondents
Yes 88
No 12

response

100

No. Of
50 Respondents

0
Yes No
Interpretation:
88% employees say that they gain new skills/knowledge from the
training program.

Do you utilize new skills/knowledge gained into workforce?

No. Of Respondents
Yes 76
No 24

response

24%

Yes
No

76%

Interpretation:
76% employees utilize new skills/knowledge gained into
workforce.

Do you find the training useful?

No. Of Respondents
Yes 83
No 17

response

No
No. Of
Respondents
Yes

0 50 100
Interpretation:
84% employees find the training useful and 16% does not find it
useful.

Are you satisfied with the training process?

No. Of Respondents
Yes 80
No 20

response

80
60
No. Of
40
Respondents
20
0
Yes No

Interpretation:
80% employees are satisfied with the training process and 20%
that they are not satisfied.
Does the training programme suit the future needs of you job?

No. Of Respondents
Yes 92
No 8

response

8%

Yes
No

92%

Interpretation:
92% of employees says that the training program suit the future
needs job.
 FINDINGS

 Training needs are well identified and training programs are well
managed. Employees are quite interested in taking the part in the
training programs.

 According to survey, majority of the employees are satisfied with the

training process adapted by Insurance sector. Though there are few
exceptions. The majority of the employees are unable to suggest any
change in the present training process because they lack the complete
knowledge of training policies of Insurance sector.

 Mostly training needs are accessed in the Insurance sector by the HR

department then by the immediate supervisor.

 More than 70 of employees are satisfied with the training process

because the training is provided both at the individual and the group
level.

 Training needs suits the future needs of the employees because they
are aware of the objective of the training program at the
commencement of the program.

 A mixed response has been received regarding the orientation training

given at Insurance sector. Those who have undergone orientation-
training program want certain modifications which are as follows:

 Orientation training programs should be taken more seriously and

must me accomplished by tours. It should be given to each and every
employee.

 The employees are of the view that training played an important role
in their promotions. Also the materials used for training are sufficient.
 LIMITATIONS
Though I have tried my best in collecting the relevant information yet
there are always present some limitations under which a researcher has to
work. Here are some of the limitations under which I had to work as
shown below:-

 The sample size was small.

 Due to limitation of time, I was unable to devote much in Insurance

Sector. So, some shortfalls may be present.

 The lack of experience may have caused errors in administration of

the research because my knowledge is limited as I am a student.

 The result may be biased as the employee does not want to disclose
the accurate information in which they are working.

 Employees of the organization were not cooperative and were not

willing to devote more time to fill the questionnaire because they were
busy in their own work.
 RECOMMENDATITIONS

While doing my project and conducting the survey regarding training

effectiveness evaluation, I came to know a lot about insurance Sector and
the methods of training used by Insurance Sector. There are a few
suggestions which are as follows

 Training program should be properly implemented as per the training

schedule.
 The training program must be conveyed to each and every employee
of the organization. They must be well aware of the changes, if any,
made in the training schedule. The training program schedule can be
displayed at the notice board or information stands, so those, all
employees can have a view of it.

 There are certain employees who feel that there should be some
changes in the training program. So, these employees should be
consulted and their suggestions should be welcomed.

 Proper arrangement should be made for the implementation of the

carrier development in the company so that each and every employee
can get opportunities regarding their career development.
 CONCLUSION
With regard to the information collected by me through
questionnaire regarding training and its effectiveness evaluation,

I found that:

 Most of the employees are satisfied procedure adopted at Insurance

Sector. Also, Training needs are well identified and training programs
are well managed in the company.

 Employees are quite interested in taking the part in training programs.

The company provides both on the job as well as off the job training
to the employees.

 Off the job training is mostly provided by audiovisual mode Insurance

sector arranges both i.e. internal and external faculty as mode of
imparting the training to the employees though most of the training is
imparted by the external faculty.

 The employees find that the training programs are in line with their
needs and the knowledge or new skills gained by them are generally
utilized by them in their work force.
 BIBLIOGRAPHY

Aswathappa K., Human Resource & Personnel Management, Tata Mc

Graw- Hill Publication, 2000 Edition.

Bhatia, S.K., Training & Development, Deep & Deep Publication 2002
Edition.

Bratton John & Gold Jeffery, Human Resource Management,

Macmillion Publication 2005 Edition.

Pepper Allan D, Managing Training & Development Function, Gower

Publication 1999 Edition.
 Questionnaire regarding training effectiveness and training
methodology in Insurance Sector.

Name…………………………………………………
Age………………

1. What is the method of accessing the training needs in your

organization?
a) By the HR Department
b) By your supervisor
c) On your Wish
d) Any other

2. What is the kind of training provided to you?

a) On the job training
b) Off the job training
c) Any other

3. Which level of training is provided to you?

a) Individual Level
b) Group Level
c) Both

4. Who provides training to you?

a) Internal faculty
b) External faculty
c) Both

5. Are you aware of the training programme explained to you at the time
of commencement of the programme?
a) Yes
b) No

6. Are the training programmes are compatible to your needs?

a) Yes
b) No
 7. What do you think about the relative coverage of various topics?
a) Inadequate
b) Average
c) Sufficient
d) Ideal

8. Are the material used for training sufficient?

a) Yes
b) No

9. Are the objectives of the training progarmmes explained to you at the

time of commencement of the programme?
a) Yes
b) No

10. Is the training faculty effective?

a) Yes
b) No

11. Do you gain new skills/knowledge from the training programme?

a) Yes
b) No

12. Do you utilize new skills/knowledge gained into workforce?

a) Yes
b) No

13. Do you find the training useful?

a) Yes
b) No

14. Are you satisfied with the training process?

a) Yes
b) No

15. Does the training programme suits the future needs of you job?
a) Yes
b) No