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Every Company is built on its pillars who are its employees. The employees
sail the company’s ship by maintaining its pre-planned path, forecasting future
contingencies, estimating the load and allotment of work, adapting its path in
highly variable global conditions and navigating it through the storms of
economical crises. The life cycle of a company has n no. of different

Facing these challenges demands training of employees. Ensuring that training

is bringing about the desired changes in performance is going to continue to be
a challenge for training personnel in any industry. In addition to being plagued
by turnover, all businesses are also subject to pressures of increased
competition. Customers have many options to choose from, and hence
increased service needs to be a priority. There is also the problem of attracting
good people to work in the industry. Continual training and development will
be important to attracting and retaining these good and qualified people.
Formidable training will increase the quality of goods and services, and so
become a competitive advantage for the business.

In this project report, an attempt has been made to analyse the training and
development function in an organization. Financial Insights, being a financial
services company, has to invest a lot in order to ensure that its workforce is
well-updated as far as domain knowledge is concerned. This project report also
gives the insights as to how various activities concerned with this function are
carried out in the company both for the new entrants and existing employees.
Over a period of time, Financial Insights has successfully created a talented
pool of people in its Indian subsidiary which has resulted in strong fundamental
growth for the company.


I truly acknowledge the contributions of all the people whose due support,
guidance, knowledge and experience has helped me in completion of this
project report.

It is with a deep sense of gratitude that I acknowledge the opportunity given by

Financial Insights to undertake this study on the Training and Development
aspect in the company.

I would like to express my profound gratitude to Mr. Vidhata Bhide,

Manager - Human Resources, for taking some time out from his busy
schedule and providing me with all the required information regarding the
company. His kind support has helped me a lot to bring out this project report. I
would also like to acknowledge the support of the employees of Financial
Insights who by providing their feedback on training and development
function, have helped me to complete this study.

I am also very thankful to our Prof. D. I. Cabral, faculty, Sydenham Institute

of Management Studies, Research and Entrepreneurship Education, for having
given me this great opportunity to study the practical aspects of Training and
Development, thereby enabling me to study the unique functioning approach
applied by the organizations.

Last but not the least, I would also like to thank all our friends, colleagues and
all those who have directly or indirectly helped me in this endeavour.

Company Information

Financial Insights, an IDC company, is a leading independent and global

provider of research-based advisory and consulting services that enable
financial services industry executives to maximize the business value of their
technology investments; minimize technology risk through accurate planning;
benchmark themselves against industry peers; adopt industry best practices and
drive technology-enabled business innovation. They deliver relevant results in
the practice areas of banking services, capital markets, and insurance.

Financial Insights provides industry business leaders with informed opinions

on the technologies required to create a competitive advantage. Its research
covers topics of strategic importance to banks, insurance companies, asset
management firms, securities brokerages, and diversified financial institutions
globally. Clients use their research to guide their internal investment decisions,
help them plan for future technology needs, benchmark against competitors,
and stay current on solution offerings. They provide customers an open
dialogue with their expert analysts to support key investment decisions.

Objective of Study:

For any organization to be successful it is very important to have a workforce

which can use its skills, knowledge and capabilities to achieve the
organizational goals and objectives.

This project was done mainly to understand how much importance

organizations attach to the training and development aspect of human resource
management. The training and development needs of any organization depend
upon the activities it is involved in. In this project study, an attempt has been
made to analyse the effectiveness of the various aspects of the training and
development function in Financial Insights.


The methodology adopted to study the Training and Development function was
as follows:

Discussion with the HR Manager:

A major part of this project report was taken from the information provided by
the Human Resource Manager at Financial Insights.

Discussion with the Program Manager:

The information was also collected from couple of Program Managers in order
to know the various training and development activities carried out at different
levels of organization.

Feedback from the Employees

Apart from the above, the feedback from Analysts was also collected by
making them rate the various aspects of training and development function
carried out in the company.

Training and Development: Study undertaken

Training is an integral part of the culture at Financial Insights. From initial

training programs to senior leadership programs, the company is committed to
educating and developing our people. The company offers educational
programs for every stage of the employee’s career — from product and
technical training to developing industry expertise to advanced leadership

The training and development programs at Financial Insights fall into one of
four general categories:

• Product and technical training.

• Leadership and management development.
• Professional skills training.
• Programs that support Firm-wide initiatives, such as ethics and diversity

Their commitment to the employees is evidenced by the significant resources

we devote to our initial and ongoing training programs. Their initial training
programs combine rigorous on-the-job and technical training sessions with
cross-divisional Firm presentations on their organization and culture.

Senior managers from relevant business areas lead the ongoing training
programs. In fact, managers at Financial Insights dedicate a significant amount
of time to employee development, becoming coaches and mentors to help you
realize your potential and build upon existing skills and experiences.

Feedback and Performance Review

Financial Insights has established formal and informal feedback processes for
all employees. One can expect to receive formal performance reviews from
his/her business manager, likely twice a year. These reviews provide them with
an opportunity to understand where an employee excels and where he/she can
improve. The reviews are also a time to discuss the employee’s goals. At
Financial Insights, performance reviews are a two-way dialogue and are an
excellent opportunity to voice any concerns, requests or other issues that may
be on employee’s mind.

The best feedback, however, is often provided on the job. This is why the
company encourages its employees to solicit regular feedback on their
performance from their respective managers. The program managers also work
with department managers to help them provide constructive feedback on a
regular basis.


At Financial Insights, they have created a distinctive and active mentoring

program. The goal of the mentoring program is to provide the employees with a
mentor who can offer advice and provide a broader perspective on their career
outside of the formal management structure to help employees achieve their
personal and career goals. Relationships formed with mentors can become
some of the most treasured relationships the employees will build, on both a
business and personal level. Whether the employees are joining the company
for an internship or a full-time position, all the employees will have the
opportunity to be paired with a mentor to help them make informed decisions,
overcome obstacles, understand complex issues and navigate the Firm.

If any candidates are joining the organization for the summer, they will likely
be assigned two mentors: a “junior” mentor or a “buddy” who can help with
day-to-day issues, and a “senior” mentor who is more experienced in the
industry. The employee networks also provide many opportunities to meet and
network with potential mentors from all levels of the Firm.


Mobility is a part of the fabric at Financial Insights and is encouraged within

divisions, across divisions and across geographic regions. The organization
wants its management team to be well versed in all aspects of its global
business, so it actively rotates managers through different business areas and

To encourage mobility, some divisions have recently launched formal pilot

programs for developing leaders. For example, the Investment Banking
Division has a global mobility program that encourages senior associates and
junior vice presidents to spend two years in a different region while remaining
within their product or industry group.

The hierarchy-wise Training Programs

This table outlines the types of training programs that Financial Insights offers
to its employees at different levels of their careers.

Program General Training Sales Training

Managing Director - Interpersonal/feedback skills
Leadership - Coaching
Development - Managing in complex
- Leadership experts - Client relationship
Senior Vice - Interpersonal/feedback skills
- Cross-selling
President - Development planning
- Institutionalizing
Leadership - Conflict management
client relationships
Development - Organizational dynamics
Vice President -Interpersonal/feedback skills
Leadership - Influence
Development - Lehman Brothers strategy
Management Skills - Communication
- Feedback
- Delegation
Associate/Analyst - Technical/product
Training - Teamwork

Types of training programs

As a new hire, the employee is offered rigorous on-the-job training combined

with sessions that focus on technical skills. The new entrant will also learn
about the Firm’s structure and culture so he/she understands the big picture
from the start and obtain a solid platform on which to build their future success.

The overall training programs evolve to match the knowledge and experience
levels. For example, individuals in sales roles receive selling skills and client
relationship management training. At the vice president level, management and
leadership skills are emphasized, while professional development programs are
offered to senior vice presidents and managing directors. This level of training
is equivalent to graduate courses in business management, stressing topics such
as organizational dynamics, managing in complex environments and coaching

In addition, their training platform includes frequent seminars and lectures on

business-related topics and professional skills building. Their employees have
the opportunity to take advantage of these offerings on an ongoing basis.

Training techniques represent the medium of imparting skills and knowledge to

employees. A multitude of methods of training are used to train employees.
The most commonly used methods are as follows:

On-the-Job Training (OJT)

Majority of training is of the on-the-job-training type. OJT is conducted at the
workstation and in the context of the job. Often, it is informal, as when an
experienced worker shows a trainee how to perform the job tasks. The trainee
is highly motivated to learn since he or she is aware of the fact that his or her
success on the job depends on the training received. Finally, the training is free
from an artificial situation of a classroom. This contributes to the effectiveness

of the programme. This particular approach is undertaken through the
application of following methods:
• Orientation training
• Job-instruction training
• Internships
• Job rotation
• Coaching and mentoring

Off-the-Job Methods (OFT)

Under this method of training, trainee is separated from the job situation and
his attention is focused upon learning the material related to his future job
performance. Since the trainee is not distracted by job requirements, he can
place his entire concentration on learning the job rather than spending his time
in performing it. There is an opportunity of freedom of expression of trainees.
The various OFT Methods followed in the company are:
• Vestibule
• Lecture
• Films & Television
• Conference or Discussion
• Case Study approach
• Role Playing and Simulation
• Programmed instruction

Partnership with Spelman College

In 2007, Financial Insights announced a groundbreaking partnership with

Spelman College. Spelman is the #1-ranked institution among all historically
Black colleges and universities in the United States by U.S. News and World
Report. The development of the Financial Insights Center for Global Finance
and Economic Development at Spelman College will create a new model that
will prepare students for active participation in the global marketplace and
increase the pipeline of women ready to enter the financial sector.

As part of this endeavor, Financial Insights has committed $10 million as well
as ongoing funding support and professional expertise to create the Center. In
support of the Center’s enhanced curriculum offerings, Financial Insights and
Spelman are working together to attract and retain top faculty to develop a rich
interdisciplinary curriculum, prioritizing core subjects that have not been
traditionally offered by the college. Additionally, this partnership will:

• Create a new interdisciplinary minor, focused on global finance and

economic development, that will evolve into a full major over the next
several years;
• Establish a Financial Insights Scholars Program to provide scholarships
to help talented students complete their education;
• Provide opportunities for international internships in finance;
• Offer an investment banking immersion program for Spelman
sophomores to introduce them to a career in global finance;
• Conduct periodic simulated portfolio management competitions;
• Match Spelman students focused on business and finance to Financial
Insights career mentors;
• Collaborate with Spelman faculty and other experts to develop
initiatives around economic development / urban development /
microfinance as well as diversity issues; and
• Leverage Financial Insights’ in-house expertise and network of global
experts to create a speaker series, among many other projects.

Like our partnerships with Harlem Children’s Zone in New York, the Financial
Insights Centre for Women in Business at London Business School, and
Oaklands School in London, our collaboration with Spelman College
underscores the Firm’s commitment to leveraging our institutional knowledge
and expertise to ensure the future success of this initiative.

Analyst Leadership Program (ALP)

Financial Insights recently launched its first-ever Analyst Leadership Program.

One-of-a-kind, this opportunity is offered to Capital Markets and Investment
Banking analysts who are selected for their leadership capabilities and passion.

Corporate Generalist Analyst Program (CGAP)

The Corporate Generalist analyst program is a two-year rotational development

program recently established in the Firm’s Europe offices. The program is
designed to attract, develop and retain a pool of talented future leaders who
understand the factors required for the organization to manage complex and
interrelated products.

Joining the analyst program provides the employees with exposure to the
different functions and areas that support their client-facing divisions, enabling
the employees to help these support teams in delivering the best solutions to
their clients. The program provides an excellent opportunity to embark on a
career path full of challenges and varied experiences, in a corporate
environment that thrives on innovation, celebrates diversity and inspires
individuals to achieve their personal best.

Analysts are assigned a program manager. The program manager guides

through the rotation and group placement process, and monitor the career
development by facilitating the review and advancement processes.

Employees’ feedback on Training and Development

10 Analysts feedback was taken with reference to each of the following 6

aspects of training and development. The analysts were made to rate these 6
aspects on a scale of 1-5, (1-Excellent, 2-Good, 3-Satisfactory, 4-Average, 5-
Below average)

Training Subject Excellent Good Satisfactory Average Below average

Induction 7 2 1 - -
On-the-job 8 1 1 - -
Performance 7 2 1 - -
Team Building 6 2 1 1 -
Customer service 8 2 - - -
External training 7 1 2 - -

Graphical Representation

Analysis of the data:

1. Most of the employees thought that the training provided during
induction is excellent.
2. Employees had a good view about the on-the-job training provided to
3. Employees feedback on the training provided with reference to the
Performance Management was excellent.
4. 60% of the respondents rated the training on Team building as excellent,
whereas, 20% of them rated it to be good. Company can make an
improvement as far as this aspect of training is concerned.
5. The feedback on the Customer service aspect was really good. 80% of
the respondent thought that this training is excellent whereas 20% of
them thought that it good.
6. The feedback on external training was also good. However, there is a
scope for improvement.


Training is an investment of capital resources at the present time for a return in

the future that is more valuable than the present expense. This is the way the
top management at Financial Insights sees training.

After reviewing the training policy and the training calendar, the Tasty Bites
management team is convinced that training is reflected in services and that’s
what differentiates you from your competitors.

Training benefits the organization in the following ways–

 Improves the job knowledge and skills at all levels of the

 Helps workforce identify with organizational goals
 Improves labour management relations
 Helps cut down costs
 Generate authenticity, openness and trust.
 Creates an appropriate climate for growth and development

Training benefits the individual in the following ways-

 Helps in making better decisions and effective problem-solving

 Encourages self-development and self-confidence
 Helps handling stress, tension, frustration and conflict
 Increases job satisfaction and recognition
 Helps eliminate fear in attempting new tasks.


Induction Handout – Financial Insights

Organisational Behaviour - Fred Luthans

(To be filled by Sectional Head-Personnel and sent to Dept. Head after 40 ~ 50 days of training.)






nNo ON 0 ~ 10 SCALE

1. Improvement in

2. Improvement in skill.

3. Generate awareness

4. Build confidence

5. Develop positive attitude

towards the subject

6. Development as trainer

7. Other ( Please Specify )

Total Rating

General Comments :

Training Effectiveness : Not Effective Effective Highly Effective Excellence

Is further training required on the subject : YES / NO

Sign Of Department Head

Comments from Head – Human Resources :

( In case further training / refresher training required )

Rating Criteria
Understand the subject completely and utilising the knowledge /
skill with full confidence at work place. Get trained all the
personnel in the company on the subject putting concrete efforts to
spread the knowledge / skill in the company.

6-8 Understand the subject fairly and utilising the knowledge / skill
with confidence. Needs further guidance on subject rarely. Get
trained the personnel in his area of responsibility, putting efforts to
develop knowledge / skill in the colleagues & subordinate(s).

3-5 Subject understanding is satisfactory. Utilising knowledge / skill

but requires support and guidance occasionally. Putting some
efforts to enhance knowledge / skill on the subject in colleagues &

1-2 A little understanding on the subject. Very less implementation of

knowledge / skill gained through the training. No efforts to
enhance , discuss about the subject with colleagues &

0 The gain in understanding the subject is observed negligible or not at

all. Never discussed the subject with colleagues' sub-ordinate.

A Effectiveness Index = Total Rating x 100___________

10 x No. of Objectives Evaluated