What is Training and Development ?

Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups inorganizationalsettings. It has been known by several names, including human resource development, and learning and development.Training and Developmentis a subsystem of an organization. It ensures that randomness is reduced and learning or behavioural change takes place in structured format.

The need for Training and Development

Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organisation apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things.

The following are the two biggest factors that contribute to the increased need to training and development in organisations:

1. Change:The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.

2. Development:It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enrol himself / herself in a course on self awareness, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.

Training and development encompasses three main activities: Training, Education, and Development.

Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.

Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.

Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

The "stakeholders" in training and development are categorized into several classes. Thesponsorsof training and development are senior managers. The clientsof training and development are business planners. Line managers are responsible for coaching, resources, performance. Theparticipantsare those who actually undergo the processes. Thefacilitatorsare Human Resource Management staff. And theprovidersare specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others.

The conflicts that are the best part of career consequences are those that take place between employees and their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John Hoove points out, "Tempting as it is, nobody ever enhanced his or her career by making the boss look stupid." Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or customer.

Typical roles in the field include executive and supervisory/management development, new-employee orientation, professional-skills training, technical/job training, customer-service training, sales-and-marketing training, and health-and-safety training. Job titles may include vice-president of organizational effectiveness, training manager or director, management development specialist,blended-learningdesigner, training-needs analyst, chief learning officer, and individual career-development advisor.

Talent development is the process of changing anorganization, itsemployees, itsstakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization. Roth well notes that the name may well be a term in search of a meaning, like so much in management, and suggests that it be thought of as selective attention paid to the top 10% of employees, either by potential or performance.While talent development is reserved for the top management it is becoming increasingly clear that career developmentis necessary for theretentionof any employee, no matter what their level in the company. Research has shown that some type of career path is necessary forjob satisfactionand hence job retention. Perhaps organizations need to include this area in their overview of employee satisfaction.

The termtalent developmentis becoming increasingly popular in several organizations, as companies are now moving from the traditional termtraining and development. Talent development encompasses a variety of components such as training, career development, career management, and organizational development, and training and development. It is expected that during the 21st century more companies will begin to use more integrated terms such astalent development.TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

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.

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 to create a smarter workforce and yield the best results.TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to anorganization. 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.Difference between Training and Development

1. Training refers to the process of practicing specific skills whereas the development refers to the learning opportunity designed to help the employees growth .2. Training is offered to operative whereas Development programmes are meant for employees in higher position.

3. Training is primarily skill oriented whereas the Development provides general knowledge and attitude will be helpful to employees.

4. Training stress on skill development for doing a particular job whereas development stress on knowledge about business environment principles and techniques, human relation, specific industry analysis which will be for better managing of an organisation .5. Training is concerned with maintaining and improving current job performance thus it has a short term perspective whereas development seeks to develop competence and skill for future performance thus it has a long term perspective.

6. Training is job centred in nature whereas is development is carrier centred.Importance of training1. Training plays a very important role in human resource development. It is useful and the productive for the all categories of employees and supervisory staff every organisation has to introduce a systematic training programmes for the employees this is because the trained personnel are like valuable assets of the organisations.

2. Better performance Training improves employees ability skill and improves the employees performance.3. Improved quality In formal training programmes the best method of performing jobs are standardised and top to employees this help in bringing uniformity in work performance and in creating better informed trained employees.

4. Less supervision A trained employees is self reliant and hence required less supervision.

5. High morale Training not only improves the ability and skill of employees but also changes the employees attitude towards person thus boost their morale .6. Personal group - Training improves the ability and skill of employees but also changes employee attitude towards the person thus boost their morale.

Process of training

1. Identifying training needs

2. Preparing the instructor

3. Preparing the trainers

4. Presentation of operation

5. Performance try out

6. Follow up

1. Identifying the Training needs Analysis of the training needs depends on whether the training is to be arranged for the new or present employees . In case of new employees or need to determine what the job details and the breakdown in to the subtask and then each of the subtasks is being taught to the new employees. Analysing current employees training needs is complex and done with the performance analysis.(A)Task analysis task analysis is done for the new employees it is detailed study of a job to determine what specific skill the job requires with the help of job description and job specification the job specific duties and skills are identified these acts as the preference point for determining the training needs.(B)Performance analysis- performance analysis is the process of verifying that there is the performance deficiency and determining if such deficiency is considered through training or through other some means. There are several methods to identify the current employees training needs. These are :- (1) Supervision, peer and self performance reviews

(2)job related performance data (3)observation by supervision

(4)Interview with the employees etc.

2. Preparing the instructor :- The instructor must know both the job to be taught and how to teach it. The job must be divided in to logical parts so, that each can be taught at a proper time once should have in mind the different techniques of instructions or the methods of instruction that is best suited such as illustration , demonstration or explanation.3. Preparing the trainers :- Put the learners at ease relief the tension . explain why he or she being taught. Create interest find out that what the learner already know about the job.4. Presentation of operation :- There are various steps to presenting the operation explanation, demonstration etc. The training should departed at normal work place between operations the different parts must be explain thoroughly.5. Performance try out :- After the presentation of the operations the training should be asked to start the job for operative procedure so, that as the learners does the job gradually builds up the skill required. The trainee or the learner may made to go through the job several times so that the chances of error can be minimised.

6. Follow up :- The final step is most training procedure that is follow up there should be a check from time to time against quality standard . The faculty work pattern should be converted and encouragement to be given to complete the work.

Training Methods

On the job Methods Off the job methods

1. Job rotation

1. Stimulated training

2. Coaching

2. Role playing3. Job instructions 3. Lecture method4. Committee assignment 4. Conference5. Case study methods

ON THE JOB METHODS :-

1. JOB ROTATION :- An employee moves from job to job at planned intervals.

2. COACHING :-

An experienced worker or the trained supervisors trainees the employees under his guidance.

3. JOB INSTRUCTIONS :- This methods is also known as training through step by step instructions the trainer explains to the trainee the way of doing the job and allow him to do the job.

4. COMMITTEE ASSIGNMENT :- A group of trainees are given and asked to solve an actual organisational problems. The trainers solve the problems jointly.

OFF THE JOB METHODS :-

1. SIMULATED TRAINING :-

It is a method in which trainees learn in the actual or simulated equipments they will use in the job but are actually trained off the job. eg:- training of a pilot .

2. ROLE PLAYING :- It is defined as a method of human interaction that involves realistic behaviour in imaginary situations. This method involves action, doing and practice. The participants play the role of certain characters such as production manager, mechanical engineers etc.

3. LECTURE METHOD :- This is a traditional and direct method of instruction. The instructor organise the materials and given it to a group of trainees in the form of a talk.4. CONFERENCE :- This method involves a group of people who pose ideas, examine and share facts, ideas and data , test assumptions and draw conclusion , all of which contribute to the improvement of job performance.

5. CASE STUDY METHOD :- The case study is based up on the belief that managerial competence can best be attained through the study and discussion of concrete case.

Typical Reasons for Employee Training and Development

Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,:

When a performance appraisal indicates performance improvement is needed

To "benchmark" the status of improvement so far in a performance improvement effort

As part of an overall professional development program

As part of succession planning to help an employee be eligible for a planned change in role in the organization

To "pilot", or test, the operation of a new performance management system

General Benefits from Employee Training and Development

There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees

Increased employee motivation

Increased efficiencies in processes, resulting in financial gain

Increased capacity to adopt new technologies and methods

Increased innovation in strategies and products

Reduced employee turnover

Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)

Risk management, e.g., training about sexual harassment, diversity training

INDUSTRIAL PROFILE OF TATA

Founded by Jamsetji Tata in 1868, the Tata group is a global enterprise headquartered in India, and comprises over 100 operating companies, with operations in more than 100 countries across six continents, exporting products and services to over 150 countries. The revenue of Tata companies, taken together, was $103.27 billion (around Rs624,757 crore) in 2013-14, with 67.2 percent of this coming from businesses outside India. Tata companies employ over 581,000 people worldwide.

Good corporate citizenship is part of the Tata groups DNA. Sixty six percent of the equity of Tata Sons, the promoter holding company, is held by philanthropic trusts, thereby returning wealth to society. As a result of this unique ownership structure and ethos of serving the community, the Tata name has been respected for more than 140 years and is trusted for its adherence to strong values and business ethics.

Each Tata company or enterprise operates independently and has its own board of directors and shareholders, to whom it is answerable. There are 31 publicly-listed Tata enterprises and they have a combined market capitalisation of about $124.9 billion (as on June 4, 2015), and a shareholder base of 3.9 million. Tata companies with significant scale include Tata Steel, Tata Motors, Tata Consultancy Services , Tata Power, Tata Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata Communications and Indian Hotels.

Many Tata companies have achieved global leadership in their businesses. For instance, Tata Communications is the worlds largest wholesale voice carrier and Tata Motors is among the top five commercial vehicle manufacturers in the world. Tata Steel is among the top 10 best steelmakers and TCS is amongst the top 10 global IT services companies. Tata Global Beverages is the second-largest player in tea in the world and Tata Chemicals is the worlds second-largest manufacturer of soda ash. Employing a diverse workforce in their operations, Tata companies have made significant local investments in different geographies.

In tandem with the increasing international footprint of Tata companies, the Tata brand is also gaining international recognition. Brand Finance, a UK-based consultancy firm, valued the Tata brand at $21.1 billion and ranked it 34th among the top 500 most valuable global brands in their BrandFinance Global 500 2014 report.

With its pioneering and entrepreneurial spirit, the Tata group has spawned several industries of national importance in India: steel, hydro-power, hospitality and airlines. The same spirit, coupled with innovativeness, has been displayed by entities such as TCS, Indias first software company, and Tata Motors, which made Indias first indigenously developed car, the Tata Indica and the smart city car, the Tata Nano. Pursuit of excellence has similarly been manifested in recent innovations like the SilentTrack technology developed by Tata Steel Europe and the next-generation Terrain Response, including infrared laser scanning to predict terrain, and Wade Aid to predict water depth, by Jaguar Land Rover.

The Tata trusts, majority shareholders of Tata Sons, have endowed institutions for science and technology, medical research, social studies and the performing arts. The trusts also provide aid and assistance to non-government organisations working in the areas of education, health care and livelihoods. Tata companies themselves undertake a wide range of social welfare activities, especially at the locations of their operations, as also deploy sustainable business practices.

Going forward, Tata companies are building multinational businesses that seek to differentiate themselves through customer-centricity, innovation, entrepreneurship, trustworthiness and values-driven business operations, while balancing the interests of diverse stakeholders including shareholders, employees and civil society.

TypePrivate

IndustryGlobal Diversified Enterprise (company)

1868

FounderJamshedji Tata

HeadquartersMumbai, Maharashtra,India

Area servedWorldwide

Key peopleCyrus Pallonji Mistry(Chairman)[1]

ProductsAirline, Automotive, steel, IT, Electricity generation, Chemicals, Beverages, Telecom, Hospitality, Retail, Consumer goods, Engineering, Construction, Financial services

RevenueUS$ 103.27billion (2014)

ProfitUS$ 5.31billion (2014)

Total assetsUS$ 116.32billion (2014)

OwnerTata Sons

Number of employees581,473 (2014)

SubsidiariesList of subsidiaries

Slogan"Improving the quality of life of the communities we serve

PROFILE OF TATA AIATata AIA Life Insurance Company Limited (Tata AIA Life) is a joint venture company, formed by Tata Sons Ltd. and AIA Group Ltd. (AIA). Tata AIA Life combines Tatas pre-eminent leadership position in India and AIAs presence as the largest, independent listed pan-Asian life insurance group in the world spanning 17 markets in Asia Pacific. Tata Sons holds a majority stake (74 per cent) in the company and AIA holds 26 per cent through AIA International Limited. Tata AIA Life Insurance Company Limited was licensed to operate in India on February 12, 2001 and started operations on Board of Directors April 1, 2001.Mr. Ishaat Hussain

ChairmanMr. Ishaat Hussain is a Chartered Accountant from England and Wales. Mr. Hussain attended the Advanced Management Programme at the Harvard Business School. He joined the Board of The Indian Tube Company (a Tata Steel associate company) in 1981, and thereafter, moved to Tata Steel in 1983. Mr. Hussain is the Finance Director of Tata Sons Ltd. and Director of several Tata Group companies. He is a member on the Primary Markets Advisory Committee of the Securities and Exchange Board of India.

AIA Group Limited and its subsidiaries (collectively "AIA" or the "Group") comprise the largest independent publicly listed pan-Asian life insurance group. It has operations in 17 markets in Asia-Pacific wholly-owned branches and subsidiaries in Hong Kong, Thailand, Singapore, Malaysia, China, Korea, the Philippines, Australia, Indonesia, Taiwan, Vietnam, New Zealand, Macau, Brunei, a 97 per cent subsidiary in Sri Lanka, a 26 per cent joint venture in India and a representative office in Myanmar.

The business that is now AIA was first established in Shanghai over 90 years ago. It is a market leader in the Asia-Pacific region (ex-Japan) based on life insurance premiums and holds leading positions across the majority of its markets. It had total assets of US$159 billion as of 31 May 2014.

AIA meets the long-term savings and protection needs of individuals by offering a range of products and services including life insurance, accident and health insurance and savings plans. The Group also provides employee benefits, credit life and pension services to corporate clients. Through an extensive network of agents, partners and employees across Asia-Pacific, AIA serves the holders of more than 28 million individual policies and over 16 million participating members of group insurance schemes.

AIA Group Limited is listed on the Main Board of The Stock Exchange of Hong Kong Limited under the stock code "1299" with American Depositary Receipts (Level 1) traded on the over-the-counter market (ticker symbol: "AAGIY"). AIAAIA Group Limited is an investment holding company. The Company and its subsidiaries are engaged in provision of products and services to individuals and businesses for their insurance, protection, savings, investment and retirement needs. The Company operates life insurance business, providing life insurance, accident and health insurance and savings plans throughout Asia, and distributing related investment and other financial services products to its customers. The Company also provides employee benefits, credit life and pension services to corporate clients. It has operations in 17 markets in Asia-Pacific: wholly-owned branches and subsidiaries in Hong Kong, Thailand, Singapore, Malaysia, China, Korea, the Philippines, Australia, Indonesia, Taiwan, Vietnam, New Zealand, Macau, Brunei, a 97 per cent subsidiary in Sri Lanka, a 26 per cent joint venture in India and a representative office in MyanmaMr. Janki Ballabh

Independent Director

Mr. Madhusudan Kannan

Non-Executive Director

Mr. Kishor A. Chaukar

Non Executive Director

Mr. Pratip Kar

Independent Director

Mr. Simeon Preston

Non Executive Director

Mr. Gordon Timmins Watson

Non Executive Director

Mr. D K Mehrotra

Non Executive Director

Ms. Roopa Kudva

Independent Director

Mr. Naveen Tahilyani

Chief Executive Officer & Managing DirectorThere are many different policies are introduced by the company like :-

1. PROTECTION SOLUTION2. SAVINGS SOLUTIONS3. WEALTH SOLUTIONS4. RIDERSProtection Solutions

Being the sole earner of your family is a big responsibility. Now consider an unfortunate event, if something were to happen to you. Who will provide safety and security to your family in your absence?

It is important to ensure your loved one's financial security to meet the uncertainties and make your family feel fully protected. One of the best ways to do this is through Term plans, the purest form of our insurance.

SOME PRODUCTS ARE AS FOLLOWING WHICH COMES UNDER PROTECTION SOLUTIONS :-1. TATA AIA LIFE INSURANCE MAHA LIFE SUPREME

2. TATA AIA LIFE INSURANCE MAHA LIFE GOLD

3. TATA AIA LIFE INSURANCE MAHA RAKSHA SUPREME

SAVINGS SOLUTIONFinancial planning is the key to fulfilling your dreams and aspirations. From providing for your family to buying a home or a car, good planning ensures lifetime financial security for your family, even in case of an unfortunate event of the death of an earning member of your family. The sign of a sound financial plan is the inclusion of adequate life insurance coverage in the plan, with an element of savings built along side.

Life Insurance is also an important saving instrument. Insurance saving plans can help you organise specific needs like saving for your child's education, marriage, settlement in life, purchase of a house, retirement and other financial goals.PRODUCTS COMES UNDER SAVINGS SOLUTIONS :-

1. TATA AIA INSTA WEALTH PLAN

2. TATA AIA MONEY BACK PLUS

3. TATA AIA LIFE INSURANCE MAHA LIFE GOLD PLUS

4. TATA AIA LIFE INSURANCE MAHA LIFE GOLD

5. TATA AIA LIFE INSURANCE MONEY MAXIMA

Wealth Solutions

We all have dreams and aspirations like buying a house, giving our children's the best education and having a comfortable life after retirement. These dreams can be fulfilled only by planning our finances well. One of the key steps in financial planning is investing in Wealth Creation Plans.

Wealth creation plans offer more liquidity options and are ideal for customers who are risk savvy and want the protection of a life insurance cover along with the returns of market-linked instruments.PRODUCTS COMES UNDER WEALTH SOLUTIONS :-

1. TATA AIA LIFE INSURANCE FORTUNE MAXIMA

2. TATA AIA LIFE INSURANCE WEALTH PRO

3. TATA AIA LIFE INSURANCE WEALTH MAXIMA

4. TATA AIA LIFE INSURANCE FORTUNE PRO

Riders

Different Individuals have different needs and we at Tata AIA Life Insurance recognize this. To give you the flexibility to enhance your life cover, we offer a set of Riders which you may opt for along with your basic policy to suit your needs.

Riders are add-on options (benefits) that can be added to a basic Life Insurance Policy - to enhance protection and security.

The basic purpose of an Insurance Rider is to give you more than what your base policy offers you. Riders are definitely a cost effective way to get extra protection from your Insurance Policy.SOME PRODUCTS WHICH COMES UNDER RIDERS ARE AS FOLLOWING :-

1.ULIP Riders

a.Tata AIA Life Insurance

Waiver Of Premium Plus

(Linked) Rider

b.Tata AIA Life Insurance

Waiver Of Premium

(Linked) Rider

c.Tata AIA Life Insurance Accidental Death And Dismemberment (Long Scale) (ADDL) Linked Rider

2.Traditional Riders

a.Tata AIA Life Insurance Accidental Death And Dismemberment (Long Scale) (ADDL) Rider

ACKNOWLEDGEMENT

The internship opportunity I had with TATA AIA LIFE INSURANCE COMPANY was a great chance for learning and professional development. Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.

Bearing in mind previous I am using this opportunity to express my deepest gratitude and special thanks to the LALIT SIR & JAYANT SIR who in spite of being extraordinarily busy with his duties, took time out to hear, guide and keep me on the correct path and allowing me to carry out my project at their esteemed organization and extending during the training.It is my radiant sentiment to place on record my best regards, deepest sense of gratitude to Mr. VIKAS sir, Mr. FALGUNI sir and Mr. Ali sir , for their precious guidance which were extremely valuable for my study both theoretically and practically. I perceive as this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, Hope to continue cooperation with all of you in the future.

Sincerely,Shalini Singh

CONCLUSIONTotally this internship was successful. The aim of internship has been achieved and the scope of the internship has been finished as well. Besides, during the internship many things had been done and had been learned. In review this internship has been an excellent and rewarding experience. I have been able to meet and network with so many people that I am sure will be able to help me with opportunities in the future.

One main thing that I have learned through this internship is time management skills as well as self-motivation. When I first started I did not think that i was going to be able to make myself do the task in an office but finally i was done everything. I learned alot about training and development process.This was an excellent experience and I hope that other interns got as much out of it as I did!

THANK YOU