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INTRODUCTION

1.1 TRAINING AND DEVELOPMENT Training It is an educational process. People can learn new information, re-learn and reinforce existing time to think and knowledge and skills, and most importantly have what new options can help them improve

consider

their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the work place. The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a for enhancing skill development and improving workplace

means

behaviors. Organizational Development Is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them. OD work implies creating and sustaining change. An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything “wrong” at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the OD process aims to find ideas and 1

solutions

that

can effectively These two

return

the group to a state of high Training and Organizational

performance.

processes,

Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff . Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they problem. become identifiable

1.1.2 APPROACH OF TRAINING & DEVELOPMENT 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.

Modern approach - 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 workforce and yield the best results

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1.1.3 SCOPE OF TRAINING Training can pave way for increasing quality both in the production and service sectors. Training can facilitate employee retention and faster customer service. If designed and delivered well it will facilitate achievement of organizational objective - the main purpose of organizational existence.

1.1.4 OBJECTIVES OF TRAINING AND DEVELOPMENT 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.

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1.1.5 PROCESS OF TRAINING AND DEVELOPMENT     Determine the mission of the organization.

Define the job functions and requirements of each employee.

Determine the training needs of the department.

Decide which are the most important objectives and priorities of the organization.

 

Know how much time and money is available.

Evaluate the curriculum. Does it mirror the objectives, needs, and mission of the Organization.

Evaluate the results of the training.

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team spirit. Team spirit – Training and Development helps in inculcating of team work. and inter-team collaborations. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. and peers.6 IMPORTANCE OF TRAINING Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee goals. 5 . subordinates.1. It also helps the employees in attaining personal growth. Organization Climate – develop and Training and Development helps building the positive perception and feeling about the organization. to achieve the organizational goals as well as their individual Development of Human Resources – Training and Development helps to provide an opportunity human and broad structure for the development of resources‟ technical and behavioral skills in an organization. It the sense in helps inculcating the zeal to learn within the employees.1. Organization Culture – Training and Development helps to improve the organizational health culture and effectiveness. The employees get these feelings from leaders. Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

It helps to build good employee. Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. 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.Quality – Training and Development helps in improving upon the quality of work and work-life. 6 . Healthy work environment – Training and Development helps increasing the healthy working environment. Morale – Training and Development helps in improving the morale of the work force. Image – Training and Development helps in creating a better corporate image.

The various methods that come under Cognitive approach are:        lectures.1. which can be divided into: Cognitive and behavioural methods Trainers need to understand the pros and cons of each method. The various methods under Cognitive approach provide the rules for how to do something. These methods are associated with changes in knowledge and attitude by stimulating learning. 7 . DEMONSTRATIONS. INTELLEGENT TUTORIAL SYSTEM(ITS). VIRTUAL REALITY. PROGRAMMED INSTRUCTION (PI).1. The various methods under Behavioral approach allow the trainee to behavior in a real fashion.7 METHODS OF TRAINING There are various methods of training . Cognitive methods are more of giving theoretical training to the trainees. DISCUSSIONS. written or verbal information. etc. also its impact on trainees keeping their background and skills in mind before giving training. COMPUTER BASED TRAINING (CBT). These methods are best used for skill development . Behavioural methods are more of giving practical training to the trainees. demonstrate relationships among concepts.

EQUIPMENT STIMULATORS. BEHAVIOR-MODELING. CASE STUDIES. ROLE PLAYS. BUSINESS GAMES. IN-BASKET TECHNIQUE. 8 . Both the methods can be used effectively to change attitudes. but through different means.The various methods that come under Behavioral approach are:        GAMES AND SIMULATIONS.

CASE STUDIES. For jobs. FILMS. OFF THE JOB: Off-the-job training covers a number of techniques such as       CLASSROOM LECTURES. JOB ROTATION. PROGRAMMED INSTRUCTION. JOB INSTRUCTION TECHNIQUE. It is learning by doing. that either are difficult to simulate or can be learn quickly by watching and doing on-the job training makes sense.1. MENTORING.     COACHING. SIMULATION EXERCISES. 9 .8 TRAINING ORGANIZATIONS AND DEVELOPMENT METHOD ADOPTED BY The training methods which are generally used in an organization are classified into two:- ON THE JOB: On the job training places the employees in an actual work situation and makes them appear to be immediately productive. DEMONSTRATION.1.

This is a basic skill without which the operator will not be able to function.9 INPUTS IN TRAINING AND DEVELOPMENTS IN AN ORGANIZATION Any training and development program must contain inputs which enable the participants to gain skills. as was stated earlier. A worker needs skills to operate machines. Examples of interpersonal skills include listening. These skills involve training to move various parts of one‟s body in response to certain external and internal stimuli.1. There is also the need for motor skills. is imparting skills to employees. Motor skills are needed for all employees – from the clerk to the general manager. 10 . learn theoretical concepts and help acquire vision to look into distant future. and use other equipments with least damage or scrap. riding a bicycle. Common motor skills include walking.1. persuading. particularly supervisors and executives . there is a need to impart ethical orientation emphasize on attitudinal changes and stress upon decision making and problem solving abilities. In addition to these. Motor skills refer to performance of specific physical activities. need interpersonal skills popular known as the people skills. Employees. throwing a ball and driving a car. Skills Training. and showing an understanding of others feeling. tying a shoelace. Interpersonal skills are needed to understand one self and others better and act accordingly.

Fosters authenticity. There is no denial of the fact that ethics are largely ignored in businesses. human relations. Helps create a better corporate image. It is his/her duty to enlighten all the employees in the organization about the need of ethical behavior. finance and marketing personnel indulge in unethical practices the fault rests on the HR manager. management principles and techniques. If the production. Ethics There is need for imparting greater ethical orientation to a training and development program. Helps people identify with organizational goals.Development Another component of a training and development is development which is less skill oriented but stressed on knowledge. Unethical practices abound in marketing. openness and trust. finance and production function in an organization. They are less see and talked about in the personnel function. Improves the morale of the workforce.10 HOW TRAINING BENEFITS :  Leads to improved profitability and/or more positive attitudes towards profit orientation. Knowledge about business environment . specific industry analysis and is useful for better management of the company.      Improves the job knowledge and skills at all levels of the organization.1. 1. 11 .

administration. e. etc. Learns from the trainee. Helps keep costs down in many areas. Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization.g.       Improves relationship between boss and subordinate.  Improves Labour . personnel.   Aids in increasing productivity and/or quality of work. Helps prepare guidelines for work. Organization gets more effective decision-making and problem-solving skill. 12 .management relations. Aids in organizational development. production.  Develops a sense of responsibility to the organization for being competent and knowledgeable.

This is particularly true when –    The deficiency is caused by a lack of ability rather than a lack of motivation to perform. Future needs of employees will be met through training and development programs. Even dissatisfaction. Further. Organizations take fresh diploma holders or graduates as apprentices or management trainees.1. minimized accidents. as was pointed earlier. Training & Development offers competitive advantage to Bharati Axa by removing performance deficiencies.11 TRAINING AND DEVELOPMENT AS A SOURCE OF COMPETITIVE ADVANTAGE Bharti Axa derive competitive advantage from training and development. complaints. They are absorbed after course completion.Training is an investment in HR 13 . Flexibility is therefore ensured. Training makes the employees versatile in operations. and Supervisors and peers are supportive of the desired behaviors. flexibility. and meeting future employee needs There is greater stability. absenteeism. Training and development program.1. The individuals involved have the aptitude and motivation need to learn to do the job better. Growth renders stability to the workforce. Training contributes to employee stability in at least two ways Employees become efficient after undergoing training. and turnover can be reduced if employees are trained well. making employees stay long. help remove performance deficiencies in employee. and capacity for growth in an organization. Efficient employees contribute to the growth of the organization. Who else but well-trained employees can contribute to the prosperity of an enterprise. They seldom leave the company. scraps and damage. trained employees tend to stay with the organization. Growth indicates prosperity which is reflected in increased profits from year to year. All-rounders can be transferred to any job. Training serves as an effective source of recruitment .

with a promise of better returns in future. 1.  Promote ongoing dialogue between managers and the people who report to them. Though no single training program yields all the benefits. Provide people with the means to develop their competencies. At the same time. In Bharti Axa training and development pays dividends to the employee. 14 . Build organizations that are conducive to teamwork and that involve everyone. the organization which devotes itself to training and development enhances its HR capabilities and strengthens its competitive edge. the employee's personal and career goals are furthered. generally adding to his or her abilities and value to the employer. Consider individual training and development a priority investment.12 HR PRACTICE AT BHARATI AXA The guiding Human Resources principles at Bharti AXA are:     Clearly define scope of responsibilities and empower people to deliver.  Make cultural difference a key source of strength.1.

They get training on product knowledge. Providing sales quota.1. Motivating and encouraging Advisors Training program for advisors:      The training program duration is 7 – 10 days They get training on industry behavior. operation Training program for sales managers:     The training program duration is 15 – 20 days. executives and telesales. values and beliefs are different from one organization to other. Training program at Bharti AXA Life Insurance is different at various Levels. Mock sales. They get training on product knowledge How to convince the people. Even though the candidate has experience he also should get training. The training program plays a key role in every organization. The company concentrates on sales manager.13 TRAINING PROGRAM DONE BY BHARTI AXA LIFE Training is must for every individual when he enters into the organization. agents.1. Because the organization culture. 15 .

Required skills for employees in Bharti AXA Life Insurance:      Interpersonal skills. 16 . Convincing skills. Aggressiveness. Understanding nature. Objection Handling Training program for operations executives:     They get training on customer database files Taking care of the customer files Training in product information and documentation Information regarding renewals to customers. Excellent communication skills.

agriculture business and retail. 2.COMPANY PROFILE Bharti AXA Life Insurance Company Ltd is a joint venture between Bharti. India. Our business philosophy is built around the promise of making people "Life Confident". 17 .1 VISION To be a leader and the preferred company for financial protection and wealth management in India. we have over 5200 employees across over 12 states in the country. Its Head office is in Gurgaon (east). Mumbai. and AXA. Today. The joint venture company has a 74% stake from Bharti and 26% stake of AXA. you can be confident that Bharti AXA Life will offer the right financial solutions to help you achieve them. The company launched national operations in December 2006. Whatever your plans in life. one of India‟s leading business groups with interests in telecom. world leader in financial protection and wealth management. As we expand our presence across the country to cater to your insurance and wealth management needs with our product and service offerings. we continue to bring 'life confidence' to customers spread across India.

To adapt AXA's best practice blueprints as a sound platform for profitable growth. To be the employer of choice and to attract and retain the best talent in India. multi. To be recognized as being close and qualified by our customers.product platform.Graph 2.2 STRATEGY        To achieve a top 5 market position in India through a multi-distribution. To deliver high levels of returns to shareholders. To leverage Bharti's local knowledge. To build long term value with our business partners by enhancing the proposition to their customers. 18 . infrastructure and customer base.1 PROFESSIONALISM TEAM SPIRIT VALUES INNOVATIO N PRAGMATISM INTEGRIT Y 2.

3 ABOUT BHARTI GROUP Bharti Enterprises is one of India‟s leading business groups with interests in telecom. fixed line. Bharti has recently forayed into the retail business under a company called Bharti Retail Pvt. Bharti also has a joint venture „Bharti AXA Life Insurance Company Ltd. Bharti has a joint venture with ELRO Holdings India Ltd.with AXA. For full year 2006. The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock Exchange.‟ . It also has a joint venture – „Bharti Wal-Mart Private Limited‟ – with Wal-Mart.140 million. AXA had Euro 1. 2006. agriculture business.for global distribution of fresh fruits and vegetables. AXA's operations are diverse geographically. broadband and enterprise services. The AXA American Depository Share is also listed on the NYSE under the ticker symbol AXA. for wholesale cashand-carry and back-end supply chain management operations. North America and the Asia/Pacific area. with major operations in Western Europe. IFRS underlying earnings amounted to Euro 4. 19 . IFRS revenues amounted to Euro 79 billion. 2. Bharti Airtel was ranked amongst the best performing companies in the world in the BusinessWeek IT 100 list 2007. – „Field Fresh Foods Pvt. Ltd‟ . a group company.2. is one of India‟s leading private sector providers of telecommunications services with an aggregate of 60 million customers. Bharti Airtel Limited.315 billion in assets under management as of December 31. Bharti has been a pioneering force in the telecom sector with many firsts and innovations to its credit. Ltd.4 ABOUT AXA GROUP AXA Group is a worldwide leader in Financial Protection. insurance and retail. Bharti Teletech is the country‟s largest manufacturer and exporter of telephone terminals. world leader in financial protection and wealth management.010 million and IFRS adjusted earnings to Euro 5. spanning mobile.

6. 2. drafting of policy bonds and sales models. Indonesia.2. Philippines. 2. China. Thailand.3% owned by AXA SA. looks after all the legal matters right from due diligence. AXA APH is responsible for AXA SA‟s life insurance and wealth management businesses in the Asia-Pacific region.0 million for the six months ended 30 June 2007. It liaises with the Insurance Regulatory and Development Authority (IRDA).6 DEPARTMENTS OF BHARTI AXA 2. It is responsible for swift detection and closure of fraud and 20 . India and Malaysia. commission structures. Hong Kong. 2. to drafting agreements and documents to statutory compliances and corporate governance. It has operations in Australia. AXA APH had A$106. product design.3 Internal Audit The team provides assurance to the management and shareholders on control environment.5 ABOUT ASIA PACIFIC HOLDINGS AXA Asia Pacific Holdings Ltd (AXA APH) is listed on the Australian stock exchange and is 52.1 Legal The legal department. New Zealand. emerging risks and recommendations to mitigate risks and strengthen controls. Singapore.6.6.4 billion in total funds under management and administration at 30 June 2007 and reported a profit after tax before non-recurring items of A$374.2 Compliance The main function of this team is to ensure compliance with laws and regulations.

This includes property sourcing.6.6. 2. partners.4 Finance Control The main function of the team is to design controls and processes for recording of accurate financial information. monitoring the budget and much more. be it . They also strive to build long-term relationships with internal and external customers. which includes allocating project work to vendors. agents or the customers. vendors. from customer claims to employees' allowances.employees. 2. It also implements the mandate of management with respect to financial control policies. vendor management. They also play a key role in contributing to an effective corporate governance framework. 21 . which includes its legal clearance. They manage all the outward payments of the company. travel desk.5 Infra and Admin The department is responsible for a diverse range of functions. empanelling them for branch rollout.whistle-blower cases. This team is primarily responsible for payouts to all the company stakeholders.

After the final product is developed. Ensure that the features of the products sold by the company are clearly defined and illustrated in the benefit illustrations and all sales related material. along with the Actuary team. Declare bonuses in participating products which are in line with policyholder‟s reasonable expectations.2. They are responsible for developing and releasing new and relevant products for our customers.1 Responsibilities towards stake holders 1. Ensure that the company sets aside reserves to meet future policy liabilities. The products team is responsible for conceptualization of the product idea by identifying various gaps and opportunities in the Actuary space. Towards Policy holders   Price products which provide value to the policyholders.7. the actuarial and the pricing team work to get and give a proper construct to the product.7 ACTUARY PRODUCTS The products and the actuary team is the floor workshop for new products in any life insurance company. After the idea generation. 2. 22 .    Ensure that the company‟s administration system calculates benefits to the policyholders in exactly the same way as written in the policy bond. Post that the products team work closely with the Actuary teams in conducting various consumers and distributor researches to fine tune the product construct and get a product ready that is well accepted by the Actuary‟s. product team is responsible for developing the Actuary launch kit for the product.

Ensure that the specifications of the products sold are not different from the product approved by the regulators. Towards Share holders      Price products which provide value to the shareholders. Reserves held by the company to meet future policy liabilities. Regularly report the following to the regulators:     Solvency position of the company. Ensure that shareholders are aware of the residual risks which cannot be managed and the impact it will have on the financials of the company. Try to minimize the financial impact of the risks associated with the products. Towards Regulators    Ensure that the products priced are in accordance to the Insurance Regulations. Reinsurance strategy adopted by the company and the amount of business reinsured. Assess the capital required for the company through business planning Regularly report to the shareholders about the hygiene of the business written by the company covering the following:     Persistency of the policies sold Profitability of the in force policies Solvency position of the company Mortality experience 3.2. Mortality experience 23 .

PRESIDENT/ VICE. In Bharti Axa the structure is from top to bottom. thus ensuring specialization of activities. role and relationships in the organization. It refers to the differentiation and integration of activities and authority. Thus.2. Hence organization structure is the basic framework within which the manager‟s decision-making behavior takes place. easier way for pinpointing needs of the managers and maintaining the relative importance of functions in the organization.8 MCKINSEYs 7s FRAMEWORK OF BHARTI AXA 1. This structure also ensures that similar activities are grouped together in the organization. It represents the reporting system of the organization. From the structure or organ gram of the organization we can have clear picture of the responsibility of the personnel working in the organization. easier control over functions. organization structure is the pattern of relationships among various activities and positions. which means to say that they follow a vertical structure in the organization. Structure The Structure of the organization represents the hierarchy of the organization.PRESIDENT/ SENIOR VICE-PRESIDENT ASSOCIATE MANAGER/MANAGER EXECUTIVE/SENIOR EXECUTIVE 24 . CEO ASSOCIATE VICE.

This is happening in the area of IT as well. or the agent does not have details of new plans announced in the press. that make the organization go day-by-day.2. With the help of IT applications Bharti Axa is in a better position to market their products online. the agents may face awkward situations with the prospects. 3. mission. If circular do not reach the agents on time or doubts are not cleared quickly. major action plans and policies of the entire enterprises. This sets out a broad frame work to guide managers at all levels in all functions in their specific short term objectives. formal and informal. the SBU strategy and the functional strategies. The introduction of ABASCUS for the purpose of premium calculation is blessing in disguise. It has made the functionality of insurance business more vivid and at the same time transparent to the customers. have been quick to adapt latest advances in technology. Insurers traditionally. These problems can be totally avoided with the use of IT. From the very nature of business they carry out the open system is the best option at hand. objectives. System A system means all the procedures. The developments in Information System are working wonders in all fields of activity. 25 . The extent of IT application will vary between insurers. The organization is an open system organization because they interact with environment. year-by-year. These set out the picture of the strategy. It becomes possible to send and receive information almost instantaneously. Strategy Strategy sets out vision.

   To leverage Bharti's local knowledge.  To adapt AXA's best practice blueprints as a sound platform for efficient and profitable growth. This suggests a second attribute that is by no means confused to those at top. To be recognized as being close and qualified by our customers. The style is a reflection of culture. Before taking any decision meeting is conducted and the final decision is taken with the consent of all. another aspect is symbolic behavior. more then to change the organization or performance. The final decision is taken with consent of all. Every employee can participate in decision making of the organization.   To be the employer of choice to attract and retain the best talent in India.Bharti AXA‟s vision is “To be a leader and the preferred company for financial protection and wealth management in India. infrastructure and customer base. 4. multi-product platform. 26 . Style One element of mangers is how he/she chooses to spend time.” In order to achieve the following strategies have been chalked out:  To achieve a market position among the top 5 in India through a multidistribution. The Bharti Axa is basically a participating and democratic type of system. To build long term value with our business partners by enhancing the proposition to their customers. To deliver high levels of shareholder return. Every employee gets change to five his/her opinion.

5. Hence staffing is necessary to match jobs and the individuals. 27 . Agency Manager can manage the Unit Manager. In Bharti Axa. it has roughly around 15 permanent workers and more than 125 agents are there who are working for company. Hence participative and democratic type of a system is the best system for such a big organization like the Bharti Axa. Since every employee‟s ideas and opinions are taken by the managers before arriving at a final decision effective decisions can be taken. Staff Organization requires the service of a large number of personnel. Shared Value The values of the company are:  Professionalism: To provide an outstanding service to the customers so that they return for more. Hence the person occupying the position should have sufficient ability to meet its requirements.The Bharti Axa is a unit has a union body and hence it takes people into confidence.  Pragmatism: To approach practically too every problem and provide lasting solution to it. Managers are evaluated on the basis of quality of their decision making. 6. Each position of the organization makes certain specific contributions to achieve organizational objectives. It does not take any decision unilaterally. Clerical Staff as well as Insurance agents. These personnel comprises of the staff of the organization. These personnel occupy the various positions created through the process of organizing.

28 . Manager of agency and advisors. which has personnel with variety of skills . A corporate communication department also known as public relation department is also there in the Bharti Axa. Hence the personnel have good communication skills. Innovation: Recognizing the different needs of our customers. skills and experience. It increasing strength of the employees and arranging programs. It takes care in building the image of the organization both by external communication and internal communication and also having development department. The Bharti Axa unit has personnel with a variety of skill for different fields they have personnel with different talents.They should have the ability to take right decisions. Team Spirit: To foster the feeling of pride and loyalty that exists among the members of a team and that makes them want their team to do well or to be the best. Skill The Bharti Axa is having roughly around 6 departments. 7. They should manage the personnel and make then carry out their responsibility. The various designations include Branch Manager. we will be offering a range of innovative products to meet these needs   Integrity: Steadfast adherence to a strict moral or ethical code. It is a participative democratic system so every decision is taken after discussion with the personnel.

to sail through the extremely competitive market condition.9 SWOT ANALYSIS OF BHARTI AXA 1.2. the largest telecom player in India. Lack of financial market background of the parent company does not elicit confidence in the customers. one of the leaders in global insurance business and having great managerial and asset management expertise. 2. Strengths  The benefit of brand name and brand affinity of Bharti Airtel.  The local market knowledge and region-specific marketing skill as part of advantage of the huge presence of Bharti Airtel in India. 29 .    Thin distribution network all over the nation. No distinctiveness in the products being offered. Weaknesses  One of the late entrants in the market when other private players had already made up their mark in the market.  Association with AXA Group.

LIC is still unmatched within the customers. 30 .  In an insurance market flush with banal kind of products of different life insurers.e. but would also add competitors and their capital strength. The credibility of public sector life insurer.  Uncertainty about future policy of the government regarding FDI limit in the sector. 4.  Strong resurgence of the life insurance market due to demand of ULIP based products. any innovative financial instrument with some form of insurance as one of its features and promising value for money can give the company competitive advantage over its peers. Threats  Competitive pricing of life insurance products by competitors may further reduce the profitability margin. would infuse capital for expansion. which if liberalized. Opportunities  Largely untapped rural market and under-covered urban and semi-urban markets.3.   New players to crowd the market and increase competition. i.

 The study is conducted to know the level of knowledge and skills given to the employees in the organization. productivity training and development assumes great 31 . however the consistency needs to be maintained in order to make Sure all the employees are well knowledged and are in a better position to carry on their work with much more effectiveness in case of any unexpected issues Or obstacles 3.RESEARCH METHODOLOGY 3. Some amount of concentration has been given to the training of employees. The problem statement included various factors such as knowing the training and development facilities to the employees and also to know what best effort has been put in by the firm to improvise it so that it can be utilized effectively and efficiently by the employees in the organization. my study On training and development in Bharti Axa gives me a scope to know in detail about the different techniques and method adopted by Bharti Axa to train their employees very effectively and efficiently. For organizational significance. Considering it.2 SCOPE OF THE STUDY The development of any organization depends On the employees.1 STATEMENT OF THE PROBLEM "A Study on Training and Development" Training and development play vital and important role in any given organization in the modern day. Bharti Axa being a firm with large number of employees should give more concentration On its employees with regard to train them.

:     To examine the effectiveness of training in overall development of skills of workforce. This will help the management to know the satisfaction levels of employees and they can take measures to increase productivity. area of the study and framework of analysis.4 METHODOLOGY This part explains the methodology used in this study. To compare the cost effectiveness in implanting training programs.1 Data Collection PRIMARY DATA: These include the data collected from the respondents by administering a structured questionnaire and also through observations. The methodology includes data and sources of data. 3. 3. and internet.3 OBJECTIVES OF THE STUDY Following are the objectives of the study with special reference to Bharti Axa Life Insurance Company Ltd. Research Design: Descriptive in nature 32 . To examine the impact of training on the workers. SECONDARY DATA: These data has been collected from textbooks. 3. To study the changes in behavioral pattern due to training.4. interviews and discussion with management team. records of Bharti Axa life insurance. sample size.

3 Plan of analysis  A structured questionnaire is used. 3. of Respondents / Total no of Respondents * 100 33 .2 Selection of sample Sample unit is comprises of Bharti Axa Life Insurance Company Ltd.3. Sample size for this study is 50 units.  The data is analyzed through Sample analysis technique. interview and observation.4.  Percentage method is used in making comparison between two or more criteria. and the type of questions are dichotomous and likert scale. The information was collected from the employees.4.  Percentage of Respondents = No. The data tool is percentage method.  The research was conducted through Questionnaire.

3.  Due to the limitation of the time the research could not be made more detailed. : 34 . Could not able to collect the information from all the employees of organization  Analysis is done on the assumption that respondents have given correct information through the Questionnaires.5 LIMITATIONS OF THE STUDY   Some of the information given by the respondents may be bias.

1: Graph showing the percentage of people getting training Percentage 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Senior staff Junior staff New staff Based On requirement Percentage INTERPRETATION: From the above chart we can interpret that maximum training are given to new staff and very less training are provided to senior staff because they has to brush up their current performance through training where as the people who joined new to the organization has to undergo training to know the work culture and responsibilities. of respondents 4 9 22 15 50 Percentage 8% 18% 44% 30% 100% Graph no. 35 . 1: Table showing the people who are getting training Opinion Senior staff Junior staff New staff Based On requirement Total No. To whom the training is given more in your organization ? Table no.DATA ANALYSIS Q1.

36 .Q2. What mode of training method is normally used in your organization ? Table no. 2: Graph showing percentage with regards to training method Percentage 40% 35% 30% 25% 20% 15% 10% 5% 0% Percentage INTERPRETATION: From the above chart we can interpret that most of the time programmed instruction training method is used for the employees to done the training program in a systematic way and apart from that job rotation is used to make the employees fill with higher responsibilities and how they make use of it. 2: Table showing training method done by organization Opinion Job rotation External training Conference/discussion Programmed instruction Total No. of respondents 14 10 8 18 50 Percentage 28% 20% 16% 36% 100% Graph no.

3: Table showing the opinion regarding workplace of training Opinion Excellent Good Average Bad Total No.3: Graph showing percentage of the people regarding the training workplace Percentage 80% 70% 60% 50% 40% 30% 20% 10% 0% Excellent Good Average Bad Percentage INTERPRETATION: From the above chart we can see that most of the time training workplace is physically organized in a very good way. How well the workplace of the training is physically organized ? Table no.Q 3. 37 . of respondents 6 34 10 0 50 Percentage 12% 68% 20% 0% 100% Graph no.

3: Table showing the training condition Opinion Redesign job Remove interference Reorganize the work place Upgrade the material of training Total No. of respondents 8 17 9 16 Percentage 16% 34% 18% 32% 50 100% Graph no. 38 .Q 4. What are the conditions that have to be improved during training Session ? Table no. 3: Graph showing the percentage of each training condition Percentage 40% 35% 30% 25% 20% 15% 10% 5% 0% Redesign the job Remove Reorganize the Upgrade the interference work place material of training Percentage INTERPRETATION: From the above chart we can see that during training session the interference created by the other employees has shown a big issue in training session and next comes the upgradation of the material .

5: Graph showing the percentage over training method Percentage 70% 60% 50% 40% 30% 20% 10% 0% On the job Off the job Both not applicable Percentage INTERPRETATION: From the above chart we can analyzed that most of the time on the job training method is preferred for more experience to live work.Q 5. 5:Table showing the training of organization Opinion On the job Off the job Both Not applicable Total No. of respondents 33 8 9 0 50 Percentage 66% 16% 18% 0% 100% Graph no. Whether the training conducted by the management is on the job or off Off the job ? Table no. 39 .

7: Graph showing the percentage of motivation level from training Percentage 60% 50% 40% 30% 20% 10% 0% Highly motivated Somewhat motivated Not at all motivated Percentage INTERPRETATION: From the above chart we can analyzed that employees are somewhat motivated from the training and very few a times they get highly motivated because they don‟t take training seriously. Does the training program influence the motivation level ? Table no.6: Table showing the motivation level from training Opinion Highly motivated Somewhat motivated Not at all motivated Total No. 40 . of respondents 22 28 0 50 Percentage 44% 56% 0 100% Graph no.Q 6.

7: Table showing the response against regular training Opinion Yes No Total No.Q 7. Does regular training sessions are arranged in your organization ? Table no. 41 . 7: Graph showing the percentage of response against training sessions Percentage 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes No Percentage INTERPRETATION: From the above graph employees are happy with the regular training process and very few are unhappy because it gives them a chance to improve their performance in which they are lagging behind. of respondent 45 5 50 Percentage 90% 10% 100% Graph no.

8: Table showing no of promotion after training Opinion No. 42 . How many promotion you had after your training ? Table no.Q 8. of respondent Percentage One More than one No promotion Total 32 12 6 50 64% 24% 12% 100% Graph no.8: Graph showing the percentage regarding promotion after training Percentage 70% 60% 50% 40% 30% 20% 10% 0% One More than One No promotion Percentage INTERPRETATION: From the above graph it can be analyzed that after training people are having only one promotion and very few no promotion because very few people are able to utilized their learnings from training which makes a difference.

43 . of respondent 15 14 16 5 50 Percentage 30% 28% 32% 10% 100% Graph no. What are the general complaints about training sessions ? Table no.9: Graph showing percentage of complaints Percentage 35% 30% 25% 20% 15% 10% 5% 0% Take away Too many gaps Training Boring and not precious time between sessions are useful of employees sessions unplanned Percentage INTERPRETATION: From the above graph it can be analyzed most of the time the training sessions are mostly planned and training programs are set with too many gaps in between which makes trainee people the training process boring.Q 9.9: Table showing complaints about training session Opinion Take away precious time Too many gaps between sessions Training sessions are unplanned Boring and not useful Total No.

Appraisal are given to employees in order to motivate them for training.      Most of the time training are instruction based. Employees implement the training process with in less period of time.  The organization considers the training as a part of their competitive strategy. The main problem behind the training programs are due to non availability of skilled trainer to train the employee. Training program is mostly conducted on-the job..FINDINGS  Most of the employees were experience which makes them efficiency in work. Training contributes to the personal growth of the employee.   The trainings are provided more to the new staff.. 44 .

But to get the desired result. Thus. the HR managers must assist the organization in adopting the changes in mix and values. the work force is an instrument of the organization.1 CONCLUSION In todays corporate world. retain and provide them with the organizational culture and process that will allow them to succeed. We must select competent individuals. Hence. and the HR manager provides and shapes that instrument. it is very important that the managers should plan. I conclude that through proper training an employee can become multi skilled and this I have practically noticed through my analysis.On HR to carry the day. we must depend . motivate. skill and altitudes necessary to perform job related task. organize. development. From this point of view. integration. training helps to develop knowledge.CONCLUSIONS & RECOMMENDATIONS 6. develop. compensation. maintenance and separation of work force in order that the organization may accomplish its designed objectives. 45 . direct and control the procurement.

2 RECOMMENDATION  Training and development process should be done entirely in house activity to reduce the cost of organization. Workplace should be properly organized. Proper infrastructure facilities should also be there. Effective communication system should be built in organization which will enhance organizational effectiveness. 46 .     Training program should be properly given.  Employees should be involved in decision making process of an organization.   Stress related training should also be given to the employees.  Management should introduce suggestion scheme and should also invite suggestions from employees.6.  Proper recognition system should be adopted so that employees can continue to perform better. A company should implement their training programs in a way that the growth of all the employees should be equal.