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A

PROJECT REPORT

ON

EMPLOYEES TRAINING AND DEVELOPMENT

IN BMA WEALTH CREATORS

LIMITED PUNE

IN PARTIAL FULLFILMENT OF THE REQUIREMENTS

FOR

THE AWARD OF THE DEGREE IN

MASTER OF PERSONEL MANAGEMENT

SUBMITTED

TO

UNIVERSITY OF PUNE

BY

AMIT PAHWA

MPM

2010-2012

MATRIX BUSINESS SCHOOL, PUNE


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CERTIFICATE

This is to certify that Project Report titled EMPLOYEES TRAINING AND

DEVELOPMENT IN BMA WEALTH CREATORS LTD PUNE is a

bonafide work carried out by AMIT PAHWA student ofMPM of MATRIX

BUSINESS SCHOOL under our guidance and direction.

Date:

Location- Pune


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DECLARATION

I hereby declare that the report titled EMPLOYEES TRAINING AND DEVELOPMENT is

a bonafide record of the summer project done by me at BMA WEALTH CREATORS LTD.,

PUNE during the period of starting of JUNE to the end of JULY as part of my master in

Personnel management (MPM) program at MATRIX Business School, PUNE. This study has

been undertaken in partial fulfillment of the requirement for the award of MPM by MATRIX

business school, PUNE.

This information has been used for purely academic purpose.

Amit Pahwa

MPM IIIrd Sem


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ACKNOWLEDGEMENT

Success is not a destination But a journey, it isoften said.

The satisfaction that is generated by the successful completion of a task would remain unfulfilled

without mentioning people who have encouraged and guided at every step toward the completion

of the task.

I take this opportunity to express my gratitude towards those, whose guidance and co- operation

has helped me immensely during the completion of this project. This project bears the imprint of

many people who are directly or indirectly involved in successful completion of this endeavor.

I would like to express my heartfelt sincere gratitude, to the management of BMA WEALTH

CREATORSLTD. PUNE for giving me the opportunity to do my summer training from the

organization, I had a wonderful as well as great learning experience during 60 days of internship.

I am also thankful to Mr. Nitin kodmur (External Guide) under whose guidance I did my

training.

I am extremely thankful to Dr. J.N. Pol (Director) and Prof. Amrita Rath (Internal Guide), for her

valuable suggestions and guidance.

I humbly acknowledge there is always some scope for further improvement and to that end

sincerely I invite valuable suggestions

AMIT PAHWA


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INDEXSr. No. Title Page No.

1 Executive Summary

2 Objectives of the study

3 Introduction

4 Company Profile

5 Literature Review

6 Research Methodology

7 Data Analysis & Interpretation

8 Finding &Suggestion

9 Conclusion

10 Annexure

11 Bibliography


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EXECUTIVE SUMMARY

With the world-wide expansion of companies and changing technologies, Indian Organizations

have realized the importance of corporate training. Training is considered as more of retentiontool than a cost.

Today, human resource is now a source of competitive advantage for all organizations.

Therefore, the training system in Indian Industry has been changed to create a smarter workforce

and yield the best results. With increase in competition, every company wants to optimize the

utilization of its resources to yield the maximum possible results. Training is required in every

field be it Sales, Marketing, Human Resource, Relationship building, Logistics, Production,

Engineering, etc. It is now a business effective tool and is linked with the business outcome

With increase in awareness of corporate training in Indian Industry, a gradual shift from generalto specific approach has been realized

In Indian market, 50% of the training companys revenue comes from the retail training and rest

from other segments

On the other hand, in many organizations training is regarded as non-essential or a need based

activity. Some organizations start a training department in order to look modern. In fact, some

organizations are headed by unwanted employees rather than employees of outstanding merit.

While some organizations do not have a separate budget to hire highly qualified trainers for

training and development

Trainers play a very important role for an effective training to be delivered. They themselves

should posses many attributes so as to imbibe and transfer those to the trainees. The pre-

requisites of a good trainer should be surely filled in by a trainer. He must possess all the skills

required for delivering an efficient training.


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OBJECTIVE OF THE STUDY

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 departments contribution at a level suitable to the

organizations needs.

Societal Objectives ensure that an organization is ethically and socially responsible to the

needs and challenges of the society


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INTRODUCTION

What is the training and development?

Training is an educational process. People can learn new information, re-learn and reinforce

existing knowledge and skills, and most importantly have time to think and consider what new

options can help them improve 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

workplace.

The goal of training is to create an impact that lasts beyond the end time of the training itself. Thefocus is on creating specific action steps and commitments that focus peoples 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 means for enhancing skill

development and improving workplace 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. (from the Organizational Development

Network website) 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 solutions that can effectively

return the group to a state of high performance.

These two processes, Training and Organizational 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 become identifiable problem


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COMPANY PROFILE


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BMA WEALTH CREATORS LIMITED

Corporate Profile

About BMA Wealth CreatorsA premier financial services organization providing individual and corporates with

customized financial solutions. We work towards understanding your financial goals

and risk profile. Our expertise combined with thorough understanding of the financial

markets results in appropriate investment solutions for you. At Wealth Creators werealize your dreams, needs, aspirations, concerns and resources are unique. This is

reflected in every move we make with and for you. We have deep appreciation for

the Value of building an everlasting relationship with YOU.

Our financial services corporate entities are represented by :

BMA WEALTH CREATORS LTD. - which holds corporate membership in

National Stock Exchange Ltd, Bombay Stock Exchange Ltd. and Central

Depositories Securities Ltd

BMA COMMODITIES PVT. LTD.

Which holds corporate membership in commodities exchange of NCDEX and MCX.

It is also is SEBI approved AMFI registered Mutual Fund advisory and intermediary.

We inherit the legacy of BMA group which has been one of the dominant entities inFerrous and Ferro Alloy industry in India. The BMA Group has created its niche in by

promoting successful ventures in the fields of coal mining, refractory, steel and Ferroalloy. The strive to achieve excellence and dynamic growth has been possible through

optimum mix of technology, customer orientation, best business practices, forging

alliances, high quality standards and proactive business culture.

MISSION

To be a premier financial supermarket providing integrated investment services

VISIONTo provide integrated financial services building investor wealth and confidence


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Members of the Management

Anubhav Bhatter

Managing Director & CEO Avinash Agarwal

Director

Sudhanshu AgarwalDirector

Asit Kumar GhoshDirector

Shiv Kumar Damani

Director Saikat Ganguly

COO

Product and Services

Equities & Equity Derivatives (NSE, BSE)

Commodity Futures (MCX, NCDEX)

Currency Futures (MCXSX)

Depository Services (NSDL, CDSL)

Mutual Funds (AMFI)

InsuranceLife and Non Life / Group Insurance (IRDA)

IPOs , Bonds and fixed Deposits


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Product and Services

Equity Broking

BMAWC, as a member of the National Stock Exchange and the Bombay Stock Exchange, offers

you equity trading through a network of various offices across the country. It is our objective tooffer you a range of services to suit your trading needs. Therefore, apart from investment

activity, you can undertake day trading at both the above exchanges.

Seamless Execution

BMAWC provides unmatched flexibility and the power of choice to the clients for executing

trades through multiple channels, viz., through our main office or branches, at any of our

franchise centers or over telephone. A client may use any of these secured channels to

communicate his/her orders, and he/she would be identified by his/her account code. We haveendeavored to design all our processes and systems with a client-centric focus to provide a client

the convenience of transacting with us through the mode and channel of his/her preference.

Technical AnalysisBMAWC has its own Equity Research team with rich experience in identifying

and analyzing attractive investment opportunities with fundamental long-term

growth potential. The team also has a division specializing in Technical

Analysis, which offers technical tips for short term and day trading.

Daily AnalysisOutlines the days market outlook, latest domestic and international market

developments, our call on the upcoming economic and market environmentand highlights the stocks which we expect to outperform over the months

ahead.

Derivatives TradingBMAWC provides trading facilities in Equity Derivatives at National Stock Exchange

(NSE) since 200 and over the years, been able to generate substantial revenues withrising volumes from wide scale participation of retail investors in this segment.


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Depository Services

BMAWC is a depository participant with CDSL and NSDL. BMAWC offers a range of

services including :< Account opening facilities

< Dematerialization of physical shares

< Re-materialization< Pledging

Financial Products Distribution

Product Basket

Our Financial Products Distribution (FPD) desk handles all types of primary market

investments you may require. Be it a Mutual Fund, Life Insurance, General Insurance ,Bonds, Fixed Deposits of blue chip corporates or IPO's of Equities. A strong distribution

channel across the country providing easy access to our clients is dispersed over several states.

Mutual FundsOur team tracks the performance of Mutual Funds across the gamut of investor options

and advises investors. In addition to tracking the key performing funds and analyzing theportfolios and maturity profiles of different funds, our FPD team is geared to advice

investors on the available options / NFOs to best suit their investment needs.

InsuranceBMAWC is a leading intermediary in the LIFE and General Insurance market licensed by

Insurance Regulatory and Development Authority of India.At BMAWC, we analyze the client's requirement and capacity to understand their risk

exposure and then evaluate their insurance portfolio in terms of its adequacy to protect

the same. Our focus is to develop cost effective and near foolproof insurance package for ourclients. In the event of a claim, our team facilitates the process to ensure speedy

settlements. BMAWC has professional relationships with major Life and non-life insurance

companies in the country and is well poised to provide its clients a comprehensive riskmanagement strategy.

(Reliance Life Insurance, Birla Sun Life Insurance, Apollo DKV Health Insurance,

National Insurance Company and Reliance General Insurance are our Key Partners)

BondsFor investors who prefer risk-free returns without the tension of volatile markets, the best option

is the GoaI Savings Bond. These bonds have sovereign guarantee and thus give safe returns.

BMA WC takes the help of its own Research Desk in order to choose and cater Fixed

Deposits of blue chip corporates.


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IPO's

In case of IPOs of Equities, PSL markets almost all the major issues that hit the Indian

Capital Market.

Customised Services

And if you are interested in any of the above investments, we would be privileged to beof assistance to you to invest your money safely. All you have to do is to call your

nearest BMAWC Office and any of our team members will get in touch with you.

.

Competitive Strength

Regional management (regional hub and spoke topology) for retail operation

Large and diverse distribution network

Strong track record of high growth and profitabilityStrong risk management system

Well established brand

Existing Business Networks

BMA WEALTH CREATORS LTD has 25 strategically located own offices in India, with its

headquarters in Salt Lake and 700 plus business outlets in all prime locations of India

Eastern Region Southern Region Western Region Northern RegionKolkata, Chennai, Baroda, Delhi, Siliguri, Salem, Mumbai, Noida, Burdwan, Bangalore, Pune,

Kanpur, Durgapur, Hyderabad, Varanasi, Cuttack, Coimbatore, Lucknow, Bhubhaneshwar,

Jamshedpur, Tamluk


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LITREATURE REVIEW


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Training and development?

Training is an educational process. People can learn new information, re-learn and reinforce

existing knowledge and skills, and most importantly have time to think and consider what new

options can help them improve 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

workplace.

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 peoples 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 means for enhancing skill

development and improving workplace behaviors. Organizational Development is a process that

strives to build the capacity to achieve and sustain a new desired state that ben efits the

organization or community and the world around them. (from the Organizational Development

Network website) 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 solutions that can effectively

return the group to a state of high performance.

These two processes, Training and Organizational Development, are often closely connected.

Training can be used as a proactive means for developing skills and expertise to preventproblems 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 become identifiable problem


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2.2 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 - The modern approach of training and development is 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 tocreate a smarter workforce and yield the best results.

2.5 Importance Of Training & Development

Optimum Utilization of Human ResourcesTraining and Development helps in optimizing

the utilization of human resource that further helps the employee to achieve the organizational

goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an

opportunity and broad structure for the development of human resources technical and

behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employeesTraining and Development helps in increasing the job

knowledge and skills of employees at each level.

Productivity Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.


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Team spiritTraining and Development helps in inculcating the sense of team work, team

spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the

employees.

Organization Culture Training and Development helps to develop and improve the

organizational health culture and effectiveness.

Organization ClimateTraining and Development helps building the positive perception and

feeling about the organization. The employees get these feelings from leaders, subordinates, and

peers.

QualityTraining and Development helps in improving upon the quality of work and work-

life.

Healthy work environment Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual goals

aligns with organizational goal.

Health and SafetyTraining and Development helps in improving the health and safety of the

organization thus preventing obsolescence.

MoraleTraining and Development helps in improving the morale of the work force.

ImageTraining and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more positive

attitudes towards profit orientation


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2.6 Methods Of Training

There are various methods of training, which can be divided in to cognitive and behavioral

methods. Trainers need to understand the pros and cons of each method, also its impact on

trainees keeping their background and skills in mind before giving training.

There are various methods of training, which can be divided in to cognitive and behavioral

methods. Trainers need to understand the pros and cons of each method, also its impact on

trainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methods

under Cognitive approach provide the rules for how to do something, written or verbal

information, demonstrate relationships among concepts, etc. These methods are associated with

changes in knowledge and attitude by stimulating learning.

Cognitive approach for T&D:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

INTELLEGENT TUTORIAL SYSTEM(ITS)

PROGRAMMED INSTRUCTION (PI)

VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. The various methods

under Behavioral approach allow the trainee to behavior in a real fashion. These methods are

best used for skill development.


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Behavioral approach for T&D

GAMES AND SIMULATIONS

BEHAVIOR-MODELING

BUSINESS GAMES

CASE STUDIES

EQUIPMENT STIMULATORS

IN-BASKET TECHNIQUE

ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through different means.

Another Method is MANAGEMENT DEVELOPMENT METHOD

MANAGEMENT DEVELOPMENT

The more future oriented method and more concerned with education of the employees. To

become a better performer by education implies that management development activities attempt

to instill sound reasoning processes.

Management development method is further divided into two parts:

ON THE JOB TRAINING

The development of a manager's abilities can take place on the job. The four techniques for on

the job development are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)


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OFF THE JOB TRAINING

There are many management development techniques that an employee can take in off the job.

The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

2.7 Training & Evaluation

The process of examining a training program is called training evaluation. Training evaluation

checks whether training has had the desired effect. Training evaluation ensures that whether

candidates are able to implement their learning in their respective workplaces, or to the regular

work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it

to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of

knowledge at the work place, and training.


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Control: It helps in controlling the training program because if the training is not effective, then

it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative

data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the

expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the training program.

During the start of training, candidates generally perceive it as a waste of resources because at

most of the times candidates are unaware of the objectives and learning outcomes of theprogram. Once aware, they are asked to give their opinions on the methods used and whether

those methods confirm to the candidates preferences and learning style


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RESEARCH METHODOLOGY


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Research is a scientific & systematic search for pertinent information on a specific topic. It is an

art of scientific investigation. Research is a voyage of discovery. It is also said to be the pursuit

of truth with

The role of research in several fields of applied economics, whether related to business or to

economy as a whole, has greatly influenced in modern times. The increasing complex nature of

business & government has focused attention on the use of research in solving problems.

The stages which are there in research process are as follows:

1. Problem formulation or Objectives of the Study

2. Preparation of the research design

3. Data Sources

4. Data Collection Techniques

5. Market Segmentation

6. Fieldwork & Sample Design

7. Data Analysis & Interpretation

8. Developing Logical Conclusion

1. Objectives of the Study-

To understand the effect of training and development program on working of the organization.

2. Preparation of the Research Design-

A research design is the arrangement of the conditions for collection & analysis of data. Actually

it is the blue print of research project. The research design is as follows:

Descriptive Research

a. Survey Method

b. Questionnaire Method


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3. Data Sources-

The data collection process was carried out in various stages. These stages can be clubbed under

two major heads.

1. Primary Source-Survey

2. Secondary Sources

1. Primary Source-Survey:

A random survey was carried out while going out to contact the respondents.

2. Secondary Sources:

Here the data collection tools were: directories, special publications, yellow pages, etc. There

were still many such potential clients who were not listed in such publication so we had to find

out about them through personal references & by generating leads from the various clients who

gave us the names of various influential people.

4.Data Collection Techniques-

The Data was collected through questionnaire & telephone interviewing.

Questionnaire:

The data was collected on a printed questionnaire, in which questions were asked in a logical

order. Each question has a specific meaning. The data analysis is based on the data collected

through these questions.

5. Fieldwork & Sample Design-

Data collection for this project was not an easy job without clearly identifying the exact areas

which have to be included in the data gathering exercise.

For the purpose of sampling, following steps were used:

i. Defining the population or the universe

ii. Developing a sampling frame


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iii. Selecting the sampling procedure

iv. Determining the sample size

v. Selecting the specified sample member

Survey was done in ING.

These steps have been explained below one by one:

i. The Universe: The universe for the research is PUNE CITY

ii. The sampling frame: The sampling frame may be defined as the listing of the general

components of the individual unit that comprise the defined population. For this project thesampling frame was all the people in BMA WEALTH CREATORS ,PUNE

iii. Sampling procedure: Sampling procedure used in the project is non probability sampling.

A purposive type of sampling was done and the required information was collected through

convenience sampling.

iv. The sample size: The sample size when thecomplete data was collected came out to be 120.

Sample Size 120

v. The data: The data was gathered by moving around in the field. This data added up to the

already existing database (through references) which was available with us in the form of

secondary data as directories & walk-ins.

7. Data Analysis & Interpretation:

Analysis of the data was done by drawing inferences through what was collected as input from

the respondents. The data analysis & interpretation part is dealt in detail on the next page.

Interpretation was given on the basis of data analysis


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SUGGESTIONS

Before the training Programme:

Explain to the employee why they were selected for the training programme and discuss the

anticipated benefits for your department or division. This "preview" helps the employee focus on

what is expected of them after the training programme finishes.

Ask the employee to describe the benefits they expect to receive from the programme. Having

the employee focus on their personal expectations prior to the start of training can increase the

learning potential of any programme.

Explain to the staff what is expected from them in terms of punctuality, attendance and

participation in the training programme.

If more than one employee is being sent to a training programme, introduce them to each other

so they feel comfortable with their fellow participants.

Ensure the employee understand how the training programme will benefit both their current job

performance while improving their advancement potential.


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During the Training Programme:

For extended training programmes, have the participants brief their managers as the course

progresses. This can be done via telephone or fax when face-to-face meetings are impossible.

These briefings "force" the participant to evaluate the material on a daily basis, thereby

enhancing their learning outcome.

Managers should discuss any problems or uncertainties that arise in order to help participants

identify examples of how the material can be applied on the job.

If the participants are required to complete an interim assignment the manager should get

personnel that are not attending the course involved. This will maximize the amount of

individuals who benefit from the course.

After the Training Programme:

Meet with course participants to review (1) what they learned, (2) how will they use the new

knowledge in their day-to-day work, (3) suggestions they have for improving the course, and (4)

who else should attend the course.

Ask the employees for suggested company improvements based on the material they learned

during the training programme. Managers must be willing to implement these suggestions on a

trial basis and ensure the employee is involved with the implementation and evaluation process.


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LIMITATION

The following were some of the limitations of our research:-

1> Different methods of training were used in every bank visited. It was

difficult to gauge the experience of satisfaction received by each trainee.

2>We faced problems while collecting information about trainers because

most of the banks outsourced the trainers. There were very less trainers

who were the employees of the organisation.

3>In many banks, we faced the problem of privacy issues. The employees

were not willing to give their feedback or information, since they were

concerned about the misuse of the provided information.

4>Yet another limitation was about the time constraint. This was a dominantproblem. Since, banks being crowded with customers and the employees

busy with providing efficient services, they were not able to give us some

time for filling the questionnaires.

5>Last but not the least, we had to make frequent and everyday visits to the

various banks to collect the information.


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ANNEXURES


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Q1. Has your company organizes a training and development programme?

. Yes

. No

Q 2. On an average, how much time did it used to take for training and developmentprogramme?

One Month

Two Month

Three Month

Q 3. How much training programs has been made in the past one year?

One

Two

Three

Q 4. Do you have any training programs in the coming financial year?

Yes

No

Q 5. Do your top management take feed back?

Yes

No


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Q 6. What do you think the training programs will be run in future?

Yes

No

Q 7. Does your company use a specific training process?

Yes

No

Q 8. Do you satisfy with organizational training and development programmme?

Yes

No


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