Government Engineering College, Jhalawar

A PROJECT REPORT ON

“Para banking (Saving Schemes)”
FROM Sahara India Pariwar’s Sahara Bank of India, Khanpur (2228)
Submitted to Hitesh Sharma (Lecturer Dept. of management studies) Submitted By Renu Rathore Roll No. Division IN PARTIAL FULFILLMENT OF (BBA PART FIRST 2008-2009)

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Declaration

I, Miss Renu Hereby declare that this project report is the record of authentic work carried out by me during the period of 2 Months and has not been submitted to any other University or Institute for the award of any degree/ diploma etc.

Signature: Name of the student: Date:

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ACKNOWLEDGEMENT

This is serve gratitude to all those people without whom this PROJECT would have never seen the light of day. An endeavour is difficult to even initiate without the help of many souls who are always there by the grace of God. Researcher project is a result of help provided by many people. First of all I acknowledge our sincere gratitude and indebtedness to Mr. Nand Kishore Chittora Manager of Sahara Bank, Khanpur, for giving us invaluable opportunity to make this project report on and there after providing me constant guidance. I also want acknowledge how much I have learn from working with my colleagues who provide me with the time support and inspiration needed to prepare this project. I would also like to thank all the members of security equipment division who spent their valuable time to cooperate with me. Last but not the least; Researcher would also like to express his sincere thanks to other colleagues and trainees at Sahara bank, Khanpur. Who provided me with the necessary congenial atmosphere for the timely completion of his project and for the encouragement and support throughout the course of training. Finally I would like to thank the August Person Mr.Hitesh Sharma, Lecturer, Department of management studies. It is my foremost duty to express my deep sense of Grattitude. Thanking You ! Khanpur Date/ / 2009 Yours sincerely, Priyanka Soni

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Lastly I am giving thanks to Mr. Thanking You. Khanpur Date/ / 2009 Yours sincerely.K. but because of the good image of the Sahara India Pariwar. data collection method and questionnaire. Khnapur.in the market the people attended us positively. For accomplishment of the project report I daily think about the conditions and views and then I used to compose the whole thing on computer. It hoped that the findings and the suggestions will help the company.PREFACE I want to express my experience and practical knowledge that I gained during the training at Sahara Bank. N. Mahendra Gautam. The basic need of these Schemes is to ensure about the policies and the strategies in the market.Chittora and Mr. Priyanka Soni 4 . It was my first experience when I went to the market not to buy any thing but to do the survey and to promote the Investment Plans and Para Banking Schemes in the market. Many people came themselves to us for knowing the details about the product. who gave me their precious time to make project successful. On first day I was nervous. The project flows logically consisting of market research. In making the project report theoretical knowledge was needed more than the practical which was given to us by my professors in our institutes. confidently to formulate its strategy in comparison to its competitors. In the market the experience relating to the practical knowledge was very good which realized us about the real conditions of the marketing.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 23 24 Content Declaration Acknowledgement Preface Executive Summary Chapter-1 Introduction Overview and Keys Four Drivers in Parabanking Brands and Products Pattern About Different Chases Successful keys of Sahara Introduction of Training and Development Training Systems Transitional Models Chapter-2 Research Methodology Data Collection Primary Data Sampling Methodology Secondary Data Chapter-3 Data analysis and Interpretation Analysis of Secondary Data Chapter-4 Findings Key Findings Chapter-5 Suggestions and Recommendations Recommendations Chapter-6 Conclusions Conclusion on the basis of all above steps Chapter-7 Annexure Questionnaires Chapter-8 Bibliography Websites and Books Pg. 2 3 4 6 7 9 10 11 12 13 14 15 16 17 18 19 20 20 21 22 23 24 25 26 27 28 29 30 33 34 5 . No. No.Chapter Scheme S.

The Sample unit was the residential places where I accomplished my training programme. So Khanpur is my universe.Executive Summary Research can be defined as a systemized effort to gain new knowledge. To know awareness of these products among people. is also used in a rather more specific sense. Khanpur. 6 . Research Methodology which gives the guideline that how to conduct the Market Survey from the specified area. To know the different aspects about field work. The term Research Methodology. Research Methodology The project report made on “Para Banking (Saving Scheme)” at Sahara Bank. It is also important to evaluate the ethical issues inherent in the research and to explain the practical strategies which will be undertaken to ensure that the research complies with these ethical principles. To study the different types of methods/techniques used to evaluate the training. Research methodology is a way to solve research in study and solving research problems along with logic behind them are defined through research methodology. According to available resources. A research is carried out by different methodologies which have their own pros and cons. Objective of the study        Study and identify the current features of the Investment Plans Analysis of general individual investment patterns. process. functions of the post training evaluation. The research work was accomplished in Khnapur. To study the diversification of products. as almost a synonym for research design. To study the purpose. however. principle. In this sense it indicates the practical way in which the whole management thesis has been organized.

CHAPTER-1 (INTRODUCTION) 7 .

I am the world's only person whose family is so vast. Perhaps. Introduction of Parabanking in Sahara. Infrastructure & Housing. tourism & hospitality. as we have always done in the past. Such a vast family as Sahara India Pariwar has a grand and infinite future and I am sure that we will sustain our duty. through money invested in Government Securities. Sahara India. I feel proud of the fact that I am the Guardian of the World's largest family.1. discipline and dutifulness with a sense of dedication.3. Media & Entertainment. Manufacturing. Today. real estate. India. so disciplined. media & entertainment. 8 . Banks & Institutions.a corporate. team work and a commitment of excellence.Introduction Managing Worker & Chairman – “Saharasri” Subrato Rai Sahara. Sahara India Pariwar is a multi-business conglomerate with diversified business interest that includes finance.  Number of deposit accounts as on July 2009 . consciousness. which believe that quality. and service & trading. Consumer Products. Services & Trading. Sahara India Pariwar is a major entity on the corporate scene having diversified business interests that include Finance.25 crore  1508 Service Centres  Succeeded in inculcating the savings habit amongst the common manmiddle/lower middle/lower class of the society with even a minimum daily deposit of Re. so that together we could build an India full of energy and radiance. In 1978 at Gorakhpur.  Sponsor of Sahara Mutual Fund.  Contributing to the national economy for the overall development of the country. so dedicated and so committed. is never an accident it is a result of planning. India’s largest residuary non-banking company in the private sector with the highest yearly deposit level.

 Conducts mass marriage ceremony of 101 underprivileged girls every year.  Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go.  Holds the Guinness world record for planning 125. Our Keys         Emotion Discipline Duty No discrimination Quality Give respect Self-respect Truth 9 .000 workers/ employees and no trade union.256 trees by 1400 volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city. OVERVIEW  The employees at Sahara India Pariwar greet each other by saying “Sahara Pranam”.  Sahara India Pariwar has been the official sponsors of the Indian cricket team and Indian hockey team. republic day and independence day is celebrated as Bharat Parv ( national festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar( family).  Sahara India Pariwar in often referred as the world’s largest family. Co-promoter of Life Insurance business under the name and style of Sahara India Life Insurance Company Limited.  910.  Every year.  Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar less clear-to-sky dome of its kind.  Subrato Roy Sahara is also referred as “Saharasri”.

AUTHENTICATION : The above pattern of investment is authenticated on a quarterly basis by the statutory auditors and the auditors' certificate issued at the end of every March. September & December. SECURITY FOR DEPOSITORS : All these securities are to be valued at their current market price and the realisable value of all these assets should at any point of time be 100% or more of the aggregate deposit liabilities alongwith interest accrued thereon. SAFETY OF THE INVESTED SCRIPS : To keep scrips in safe custody with a nationalised bank. Various other returns as per statutory requirements are also furnished regularly. is submitted to the Reserve Bank of India within a specified time. 10 . June. Not even a single paisa withdrawal from its investments for its expenses or other use. Collective Materialism  Religion  Absolute Honesty Four Drivers in Parabanking THE DIRECTION : To invest and keep invested 100% of deposit liabilities along with interest accrued thereon in high quality securities as specified/approve d by Reserve Bank Of India (including Government Securities and/or Government Guaranteed Bonds and Fixed/Certificate of Deposit of Scheduled Commercial Banks and/or Government Financial Institutions). Thus there is a full cover for all the depositors. Withdrawals can only be possible for discharge of liabilities to the depositors.

Brands and Product Patterns :  Para Banking  Mass Communication  Rashtriya Sahara  Aviation 11 . without any need for human reconciliation. It has over 61 million esteemed depositors.  Each and every payment at all branches is through a computer processed advice issued from the headquarters. It is the first Residuary Non-Banking Company (RNBC) to be granted a certification of registration by the Reserve Bank of India.Sahara India Financial Corporation Limited is the largest deposit mobilisation company in the private sector with the highest yearly deposit level in India.  Over 1500 establishments have online connectivity through a network of VSAT points making communication fast and reliable. error free & secure services to our esteemed depositors.  All receipts and payments are possible only after a set of foolproof controls. Controls & Checks  Customized application software are being used to provide prompt.

general entertainment channel and a Hindi movie channel Filmy. There are various agencies. all business associates and Sahara India Family Members. Under the flagship real estate project Sahara City Homes chain of townships is proposed to be developed across 217 cities in India.. Recently Sahara has launched its Sahara Grace brand of residential complex at Kochi. nine editions of Urdu Daily Newspaper Roznama Rashtriya Sahara and one International Urdu Weekly. In print industry Sahara has one national weekly magazine in English. It owns a National Hindi News Channel Samay. Lucknow and Sahara Mall.. Life Insurance. WHAT A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody . 6 editions of Hindi Daily Newspaper Rashtriya Sahara. NEED India needs effective consumer protection and protection of workers' genuine rights. newspaper reader. Gorakhpur. Sahara TV  Sunder Ban Project  Infrastructure and Housing  IT and E-Commerce  Consumer Products  Projects and Properties WE CHASE QUALITY.. consumer . But no external body can provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as 12 . Hyderabad and Bhopal. Brand malls – Sahara Ganj.Be it to a depositor. Sahara is also active in Media & Entertainment businesses. QUANTITY CHASES US Under its finance businesses Sahara operates in Parabanking. After Sahara Grace at Gurgaon and Lucknow the Kochi project is the third under this brand which is positioned to provide a product mix of apartments and penthouses to its residents. Mutual Funds and Home Loans sectors. Other ventures of Sahara real estate business are Sahara States – Lucknow. Gurgaon. Sahara Samay received the "Broadcast Engineering Excellence Award" in 2008 for its network newsroom technology. Sahara has recently launched FIRANGI channel which is positioned as World Television in Hindi. bouquet of 36 city specific regional news channels Sahara Samay. Sahara One. promising protection & action. Sahara has also forayed into the print medium.

which are given by our CONSCIENCE. reasonable wishes & thoughts” with an open and receptive mind and warmth. social and professional healths. to generate genuine & warm feelings for oneself among others on a continuous basis. reactions. from their point of view. Values.be it a matter of the tiniest imperfection or injustice in our COMMITMENT . workers' genuine satisfaction. Duty The enthusiastic obedience of laws and orders. Commitments. attitudes. Fairness. productive performance of duty "KARTAVYA' towards the consumer'. mental. MOTTO We not only believe but practice NO DISCRIMINATION.means enthusiastic. 13 . JUSTICE & HIGH QUALITY . i. in any of our expressions while caring for the “six healths” of other human beings. No Discrimination Never should we discriminate in any of our actions. attitude and all other expressions and the conviction to follow the right course. Regulations. Successful Keys Of Sahara India Pariwar : Emotion Emotion is in Performance of genuine duties towards the loved ones primarily in their benefit. which are given by the rightful authority. emotional.its very dominating nature. conclusions. short term or long term. decisions. reaction. Give Respect To definitely make others feel important and respected by giving “sincere regard” to others' “feelings. Truth Means total transparency in action. direct or indirect. Discipline The enthusiastic obedience of laws and orders. material. AIM To provide justice .e. Performance of Duties by honestly balancing one's own and others' reasonable point of view in the matters of Material & Emotional aspects.products or services. Quality Results from honouring Rules. Self-Respect To develop a sense of respect for oneself in others' mind. namely physical. “EMOTION” is THE “KEY” that generates the required energy and enthusiasm for desired quality performance.

We may practise our religions in the confines of our homes. dynamism and pride to the employees.it is Nationality. TRAINI NG AND DEVELOPME NT DEFINED : It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization.e. hear or understand. team work. • Developing the employee’s capabilities so that they may be able to discover their potential and exploit them to full their own and organizational development purpose. we should be Indians and only Indians. and collaboration among different sub units are strong and contribute to organizational wealth. upgrading the employees’ skills and extending their knowledge. decisions and all our expressions should be present in all human dealings INTRODUCTION OF TRAINING & DEVELOPMENT TRAINING AND DEVELOPMENT is a subsystem of an organization. • Developing an organizational culture where superior-subordinate relationship. training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and Development referred to as: • Acquisition and sharpening of employees capabilities that is required to perform various obligations. directions. but outside. Absolute Honesty People generally manipulate and deceive for achieving their unreasonable desires and greed if others do not or can not see. Therefore. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. Religion There is a religion higher than religion itself . tasks and functions. 'Bharatiyata' or Nationalism thus becomes our supreme religion.Collective Materialism Means to progress and prosper together for collective sharing and caring and not individually or for a select group. It is concerned with improving the existing skills and exploring the potential skills of the individual i. But we firmly believe that our mind inside knows the truth and we should be absolutely honest to our mind inside and accordingly our actions. reactions. 14 .

The training should achieve the purpose of helping employee to perform their work to required standards. 15 . identifying the learning steps. who needs training. This step requires developing objectives of training. System Model 2. Transitional model SYSTEM MODEL TRAINING The system model consists of five phases and should be repeated on a regular basis to make further improvements. employees requirement. estimating training cost. 2. what do they need to learn. Instructional System Development Model 3.THE TRAINING SYSTEM The three model of training are: 1. sequencing and structuring the contents. to analyze the department. ANALYZE and identify the training needs i. job. etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. The steps involved in System Model of training are as follows: 1.e. DESIGN and provide training to meet identified needs.

IMPLEMENTING is the hardest part of the system because one wrong step can lead to the failure of whole training program. The reason of developing a mission statement is to motivate. and inform the employees regarding the organization. employees. 5. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. or may be promising to meet some other deadlines. and all other stakeholders. VISION – focuses on the milestones that the organization would like to achieve after the defined point of time. or bringing some internal transformation. excellent customer service. MISSION – explain the reason of organizational existence. It reflects the deeply held values of the organization and is independent of current industry environment.3. examining the training material. A vision statement tells that where the organization sees itself few years down the line. inspire. VALUES – is the translation of vision and mission into communicable ideals.The mission statement tells about the identity that how the organization would like to be viewed by the customers. values may include social responsibility. 4. etc TRAINING NEED ANALYSIS TRAINING DESIGN TRAINING PROCESS TRAINING EVALUATION 16 TRAINING IMPLEMENTATI ON . validating information to be imparted to make sure it accomplishes all the goals & objectives. mission and values of the organization on the basis of which training model i. For example. It identifies the position in the community.This phase requires listing the activities in the training program that will assist the participants to learn. DEVELOP. TRANSITIONAL MODEL : Transitional model focuses on the organization as a whole. selecting delivery method.e. EVALUATING each phase so as to make sure it has achieved its aim in terms of subsequent work performance. inner loop is executed. A vision may include setting a role mode. The outer loop describes the vision.

2. RESEARCH METHODOLOGY 17 .

definitions. and is often formalized through a data collection Plan which often contains the following activity. target data. Pre collection activity – Agree goals.for example as part of a process improvement or similar project.DATA COLLECTION : Data collection is a term used to describe a process of preparing and collecting business data . methods Collection – data collection Present Findings – usually involves some form of sorting analysis and/or presentation. There are two methods of data collection which are discussed below: DATA COLLECTION PRIMARY DATA (Data collection techniques) SECONDARY DATA QUESTIONNAIRE INTERVIEW EXTERNAL SOURCE 18 INTERNET INTERNAL SOURCE . Data collection usually takes place early on in an improvement project.

The key point here is that the data you collect is unique to you and your research and.Unstructured PRIMARY DATA In primary data collection. DATA COLLECTION TECHNIQUE :  Questionnaire: Questionnaire are a popular means of collecting data. The key point here is that the data collected is unique and research and. no one else has access to it. I have tried to collect the data using methods such as interviews and questionnaires. until you publish. It is done to get the real scenario and to get the original data of present. you collect the data yourself using methods such as interviews and questionnaires. but are difficult to design and often require many rewrites before an acceptable questionnaire is produced. no one else has access to it. The features included in questionnaire are: • • • • Theme and covering letter Instruction for completion Types of questions Length 19 .

Quantitative data may often be 20 . who had attended the personality development workshop. SAMPLING METHODOLOGY Sampling technique: Initially. statistics or financial) or qualitative data (usually words or text). I encourage the respondent to talk freely. Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling units. I have used an unstructured format. Interview: This technique is primarily used to gain an understanding of the underlying reasons and motivations for people’s attitudes. Thus my sampling came out to be judgmental and continent. The interview was done by asking a general question. These comprise of Sahara Bank Branch Khanpur. and come to know what is its initial problem is. preferences or behavior. The final questionnaire was arrived only after certain important changes were done. a rough draft was prepared keeping in mind the objective of the research. the subsequent direction of the interview being determined by the respondent’s initial reply. SECONDARY DATA All methods of data collection can supply quantitative data (numbers. Sahara India Pariwar .

DATA ANALYSIS & INTERPRETATION 21 . 3.presented in tabular or graphical form. Secondary data is data that has already been collected by someone else for a different purpose to yours.

ANALYSIS OF SECONDARY DATA Training and development functions SAHARA INDIA PARIWAR TEAM-HEAD Training calander Training budget Training feedback Training manuals Networking TEAM MEMBER 1 IT support Project/Summer training Training feedback or evaluation Admin task Database management TEAM MEMBER 2 Module design Module development Products Training Best HR practices TEAM MEMBER3 Training initiative Internal External Concept Development Training Evaluation 22 TEAM MEMBER4 Library mgmt Books Journal Dak(In/out) database Record Maintenance .

FINDINGS 23 .4.

sahara India Pariwar -induction training and soft skill development training.  Most of the Students feel that interview is the most appropriate method of evaluating the training program.  Post training evaluation focus on result rather than on the effort expended in conducting the training and it worth the time. time to time training is provided to all the training students and it is continuous process. It motivated them to do better. helped them to increase their job performance and is an aid to future planning.  Questionnaire is the most popular mean of evaluating the training program in Sahara India Pariwar.  Two types of training is provided to the Students of Sahara Bank.  Most of the participants are benefitted by giving feedback after attended the training. Sahara India Pariwar .They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill.  Sahara Bank’s Staff. 24 . money and effort.KEY FINDINGS :  Mostly all the Clients and investors are well aware of the role and importance of the training.

5.SUGGESTIONS AND RECOMMENDATIONS : 25 .

observation and supplement test.  Ensure that there is proper linkage among organizational.  Ensure that training contribute to competitive strategies of the firm.Recommendations :  The management must commit itself to allocate major resources and adequate time to training. operational and individual training needs.  Besides questionnaire other methods of post training evaluation should also be used like interviews.  The evaluation procedure must be implemented concerning trainer.  Skill based training (product/process training) should also be provided. self diaries.  Ensure that a comprehensive and systematic approach to training exists. Different strategies need different Investment skill for implementation. Let training help employees at all levels acquire the needed skill. and training and retraining are done at all levels on a continuous and ongoing basis. 26 . trainee and subject.

Conclusion 27 .6.

Area.” used within a firm for the welfare of its stake-holders. It provides a feedback and help the sponsors and the resource persons for improvement at the level of individual performance and in the strategy formulation for training and development. 28 . LUCKNOW. expertise and skill relevant for performing excellently within a specific functional department. Post training evaluation can be used to identify the effectiveness and valuation of training programme.Conclusion on the base of all above steps : Professional competence describes the state-of-the-art. “This competence insures that technical knowledge as well as insures about the investment policies and techniques which implies all bonds. saving schemes and sales promotions. Training evaluation is the important part of training process. So the study is subject to the limitation of area. to identify the need of retraining and to provide the points to improve the training. SAHARA INDIA PARIWAR. LIMITATION OF THE STUDY :  The study is limited to the Sahara Bank.knowledge. to identify the ROI (return on investment).

 The study is based only on secondary & primary data so lack of keen observations and interactions were also the limiting factors in the proper conclusion of the study.ANNEXURE 29 . Sahara India Pariwar only provides soft skill development training.. The time period of the study was only Eight weeks which may provide a deceptive picture in comparison of the study based on long run & time-investment plans. So how can one evaluate the skill based training is still unresolved.  Sahara Bank. not skill based (product/process) training. 7.

a) Completely agree b) Partially agree c) Disagree 30 .QUESTIONNAIRE 1) What do you understand by training? a) b) c) d) Learning Enhancement of knowledge. skill and aptitude Sharing information All of above 2) Training is must for enhancing productivity and performance.

which module of soft skill development training? a) b) c) d) e) f) Personality and positive attitude Business communication Team building and leadership Stress management and work-life balance Business etiquettes and corporate grooming All of above 4) (i) After the training . through which method?(can select more than one) a) b) c) d) Questionnaire Interview Supplement test If any other please specify _______________ 5) Which method of post training feedback according to you is more appropriate? a) b) c) d) e) Observation Questionnaire Interviews Self diaries Supplement test 6) (i) Do you think that the feedback can evaluate the training effectiveness? a) Yes b) No 31 .have you given feedback of it? a) Yes b) No (ii) If yes.d) Unsure 3) (i) Have you attended any training programme in the last 01 year? a) Yes b) No (ii) If yes .

how can the post training feedbacks can help the participants?(can select more than one) a) b) c) d) e) Improve job performance An aid to future planning Motivate to do better All of the above None 7) Post training evaluation focus on result rather than on the effort expended in conducting training.(ii) If yes. a) b) c) d) Completely agree Partially agree Disagree Unsure 8) What should be the approach of the post training evaluation?(can select more than one) a) b) c) d) Trainer centered Trainee centered Subject Centered All of the above 9) What should be the ideal time to evaluate the training? a) b) c) d) Immediate after training After 15 days After 1 month Cant say 10) Should the post training evaluation procedure reviewed and revised periodically? a) Yes b) No 32 .

BIBLIOGRAPHY 33 . money and effort? a) Yes b) No c) Cant say 12) The post training feedbacks can be used : a) b) c) d) e) To identify the effectiveness and valuation of the training programme To identify the ROI( return on investment) To identify the need of retraining To provide the points to improve the training All of above 8.c) Cant say 11) Is the whole feedback exercise after the training worth the time.

1.org http://www.managementhelp. Shah SERVICE MARKETING AND MARKET PLANS – Mr.Mr.sahara. BOOKS/MAGAZINES: SALES AND DISTRIBUTION MANAGEMENT . Rampal Gupta 2.org/search/management_help_search.sahara.Mr. WEBSITES: • • • http://www.co.html? zoom_query=training+and+development 34 .Panda Sahadev FINANCIAL MANAGEMENT AND ACCOUNTING .in http://www.

com/ 35 .• • http://www.inc.about.naukrihub.com/od/trainingtrends/Future_Education_and_Traini ng_Trends.htm • http://humanresources.about.com/magazine/19930201/3393_pagen_7.html http://humanresources.com/od/training/Training_Development_and_Educat ion_for_Employees.htm • http://traininganddevelopment.

PRIYANKA SONI ------------------------- 36 .Regards.

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