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SRM UNIVERSITY(UNDER SECTION 3 OF UGC ACT 1956)

BONAFIDE CERTIFICATE

Certified that this project report titled “HR PROCESS UNDER TRAINING

DEVELOPMENT IN UNICON SECURITIES PVT. LIMITED ” is the

bonafide work of Ms. Priyanka under the guidance of Ms.R. Raji B.B.A.,

M.B.A. Asst Prof SRM School of Management who carried out the project under

my supervision. Certified further, that to the best of my knowledge the work

reported herein does not form part of any other project report or dissertation on the

basis of which a degree or award was conferred on an earlier occasion on this or

any other candidate.

Internal Guide ` Signature of Dean-MBA

Ms. Raji Dr. Ms. Jayshree Suresh

Viva voce to be held on _____________

Internal Examiner External Examiner



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ACKNOWLEDGEMENT

This project report has been the imprint of many people who made a

significant contribution to its development to the present form.

I express my gratitude to Ms. Jayashree Suresh, Dean, SRM School of

Management, for providing an amazing environment to complete this project

successfully.

It is with profound sense of respect that I wish to reveal my overwhelming

gratitude to my guide Ms. Raji for granting this opportunity to have a wide spread

view and experience in the form of project work.

My genuine thanks to Mr. SHAZIYA AHMED, HR executives for giving

me an opportunity to be associated with UNICON securities pvt. limited in

carrying out the project.

I thank my staff and friends for their assurance and encouragement. I’m

deeply indebted to my loving parents for their endurance and perseverance during

the course of my study.



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DECLARATION

I PRIYANKA (Reg. No. 3511010533) hereby declare that the project entitled

―HR PROCESS UNDER TRAINING AND DEVELOPMENT IN UNICON

SECURITIES PVT .LTD”. under the supervision and guidance of Ms. Raji (Asst.

Professor in SRM University, Kattankulathur) department of management studies

SRM, is the result of the original work done by me and to the best of my

knowledge, a similar work has not been submitted to any universiy or any other

institution.

Place: ChennaiPRIYANKA

Date: s



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CHAPTER-1

INTRODUCTION

1.1 COMPANY PROFILE

Unicon Investment Solutions:

UNICON is a financial services company which has emerged as a one-stop

investment solutions provider. It was founded in 2004 by two visionary and hard

working entrepreneurs, Mr. Gajendra Nagpal and Mr. Ram M. Gupta, who possess

expertise in the field of Finance. The company is headquartered in New Delhi, and

has its corporate office in Mumbai with regional offices in Kolkata, Chennai,

Hyderabad and Noida

UNICON is a professionally managed company led by a team with

outstanding managerial acumen and cumulative experience of more than 400 man

years in the financial markets The Company is supported by more than 4500

Unicon and has a extensive network of over 500 business offices in 235 cities

across India.

With a customer base of over 200,000 the Unicon Group has an eye for the

intricate financial needs of its clients and caters to both their short – term and long

– term financial needs through a comprehensive bouquet of investment services. It

has been founded with the aim of providing world class investing experience to the

investing community. These services range from offline & online trading in equity,

commodities and currency derivatives to debt markets to corporate finance and

portfolio management services. The company has a sizable presence in the



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distribution of 3rd party financial products like mutual funds, insurance products

and property broking. It also provides expert Advisory on Life Insurance, General

Insurance, Mutual Funds and IPO’s. The distribution network is backed by in-

house back office support to provide prompt and efficient customer service

The Equity broking arm – UNICON Securities Pvt. Ltd offers personalized

premium services on the NSE, BSE & Derivatives market. The Commodity

broking arm Unicon Commodities Pvt. Ltd offers services in Commodity trading

on NCDEX and MCX. The UNICON group also has a PCG division providing

investments solutions for High Net Worth Individuals. The Corporate Advisory

Services arm – Unicon Capital Services (P) Ltd offers entire gamut of Investment

Banking services to corporate.

UNICON can boast of some of the most respected names in the private

equity space like Sequoia Capitals, Nexus India Capital and Subhkam Ventures as

its shareholders.

Unicon customers have the advantage of trading in all the market segments

together in the same window, as we understand the need of transactions to be

executed with high speed and reduced time. At the same time, they have the

advantage of having all Advisory Services for Life Insurance, General Insurance,

Mutual Funds and IPO’s also.

Unicon is a customer focused financial services organization providing a

range of investment solutions to our customers. We work with clients to meet their

overall investment objectives and achieve their financial goals. Our clients have

the opportunity to get personalized services depending on their investment profiles.

Our personalized approach enables clients to achieve their Total Investment

Objectives.



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Our key product offerings are as follows:

o Equity

o Commodity

o Depository

o Distribution

o NRI Services

o Back Office

o Fixed Income

o Investment Banking

o Currency Derivatives

o Portfolio Management

CEO OF THE COMPANY:

Mr. Gajendra Nagpal is the Founder and Chief Executive Officer of

Unicon Financial Intermediaries Pvt. Ltd. a financial services company which has

emerged as a one-stop investment solutions provider.

Under his dynamic leadership, Unicon has grown from strength to strength and he

has helped shape the company into one of the most recognized names in the

financial services space. With Unicon, Mr. Nagpal has brought to life his vision of

a company that provides the most useful and ethical investment solutions and

which will be guided by values driven approach to growth, client service and

employee development.



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Mr. Nagpal brings with him over 16 years of experience in the stock market

including the rich experience of building a retail broking network. He is well

respected in the industry for his stock broking experience. Prior to founding

Unicon, Mr. Nagpal has held senior positions at the regional and national levels

with Kotak Securities and Indiabulls. At Indiabulls, Mr. Nagpal was a member of

the core management team and played a leading role in the growth of the

company’s networ k to 100 locations and employee strength of 1500.

Mr. Nagpal is a management graduate by qualification. In his spare time he likes to

swim and listen to old Hindi film music.

Mr. Ram M. Gupta is the President and Co-Founder,

Unicon Group and a member of the core leadership team of the organisation. Mr.

Gupta’s key responsibility areas include driving sales for Equity (Online and

Offline), Commodity, PCG and the Business Alliances divisions. He has over a

decade of stock market experience behind him and has worked with some of the

most prominent names in the financial services space. He started his career with

Karvy Stock broking and went on to hold regional level positions with Indiabulls

Securities. At UNICON, Mr. Gupta has been instrumental in building the sales

team from scratch to its current strength of over 1000 relationship managers spread

across 89 locations. With his aggression and dynamism, Mr. Gupta brings energy

to the team and he believes in leading by example. He holds a Master’s Degree in

Business Management with specialisation in Finance. In his spare

time he enjoys swimming, playing cricket and spending time with his children.



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“UNICON SECURITIES PVT LTD WAS FIRST STARTED IN THE NAME

OF TALENT CAPITAL INDIA PVT LTD(TCI)

OUR VISION

Creating Results with People

Business value cannot be achieved through technology alone. It starts with people:

experts working together to get to the heart of your individual business objectives and

develop the most adapted solutions to fit these requirements. TCI believe this human-

centered approach to technology is what makes the difference for your business.

OUR MISSION

Driving Concrete Business Results

Teamwork is crucial to the way we do business. Our experts join forces with your

people to form a cohesive team. More than just a promise, our capacity to partner

has become a key client expectation. We call this approach the Concert

Experience. It shows in our every interaction and is our way of forging closer,

more effective relationships. Together, we create and deliver technology and

business solutions that fit your needs and generate concrete business results.



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1.2 OBJECsTIVES

Primary objective:

To study of training and development carried by the Unicon securities Pvt.

Ltd.

Secondary objectives:

To know the type of training programmes conducted by Unicon securitie Pvt.

Ltd.

To identify the satisfactory level of the candidate about the training

programme.

To know the suggestion of the employees.



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1.3 SCOPE OF THE STUDY

The development of any organization depends on the employees. The

organization productivity training and development assumes great significance.

The study was conducted in Unicon securities Pvt. Ltd. In Chennai, with a

sample size of 50.

The study is conducted to know the level of knowledge and skills given to the

employee in the organization.

This will help the management to know the level of effectiveness of training

and development in the organization.



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1.4 LIMITATIONS

This study was conducted in Unicon securities pvt. Ltd. The followings are the

limitations :

The study was conducted only on training and development.

The study was conducted on the candidates who were trained by talent

capital India.

The duration for training period was not sufficient to analyze the details of

the company.

Some of the respondents reacted indifferently while filling up the

questionnaire.



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CHAPTER 2

TRAINING AND DEVELOPMENT:

Training plays a very important role in human resource development.

Training involves the development of skills that are usually necessary to perform a

specific job. According to Edwin B. Flippo ―Training is the act of increasing the

knowledge and skills of an employee for doing a particular job‖.

Development means all round improvement in the job performance,

personality growth in proficiency, advancement and progressing all other

personality traits that make an employee a better man and a better citizen.

Training is the process of increasing the knowledge and skills for doing a

particular job. It is an organized procedure by which people learn knowledge and

skill for a definite purpose. The purpose of training is basically to bridge the gap

between job requirements and present competence of the employee. Training is

aimed at improving the behaviour and performance of a person. It is a never

ending or continuous process. Training is closely related with education and

development but needs to be differentiated from these terms.

Training should be distinguished from education. ―Training is any process

by which the aptitudes, skills and abilities of employees to perform specific jobs

are increased. On the other hand, education is the process of increasing the general

knowledge and understanding of employees‖. Training is the systematic process of



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altering the behaviour knowledge, and/or motivation of employees in a direction to

increase organizational goal achievement.

Training may be defined as a planned programme designed to improve

performance and to bring about measurable changes in knowledge, skills, attitude

and social behaviour of employees for doing a particular job.

According to Decenzo and Robbins: ―employee training is a learning

experience in that it seeks a relatively permanent change in employees that will

improve his ability to perform on the job‖.

Thus, training involves changing skills, knowledge, attitudes or behaviour.

Thus a formal program is an effort by the employer to provide opportunities for the

employee to acquire job-related skills, knowledge, attitudes, or behaviour.

Employee training is distinct from management development. Training is

short-term process utilizing a systematic and organized procedure by which non-

managerial technical knowledge and skills for a definite purpose.

Job analysis information is used to design and implement training and

development programs. The job description provides information on what skills

and competencies are required to perform the job. Training and development work

is then conducted to satisfy these skill and competency requirements.

Training is a process of learning a sequence of programmed behaviour. It

is application of knowledge. It gives people an awareness of the rules and

procedures to guide their behaviour. It attempts to improve their performance on

the current job or prepare them for an intended job



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It is a learning process that involves the acquisition of knowledge,

sharpening of skills, concepts, rules, or changing of attitudes and behaviors to

enhance the performance of employees. Training is a process whereby an individual

acquires job-related skills and knowledge. It is a cost to firms to pay for the training

and also to suffer the loss of working hours whilst an employee is being trained.

Evaluating the training effectiveness:

Training is a critical component in any organization's strategy, but

organizations don't always evaluate the business impact of a training program.

Given the large expenditures for training in many organizations, it is important to

develop business intelligence tools that will help companies improve the

measurement of training effectiveness. These tools need to provide a methodology

to measure, evaluate, and continuously improve training, as well as the

organizational and technical infrastructure (systems) to implement the

methodology

Evaluating your training allows you to work towards improving it. There are

several ways to get an accurate picture of what your training has achieved and

what the limitations are.



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Need for employee training:

Training is necessary for improving the quality of work of employees.There are some other factors, giving rise to the need for training.

Increased productivity.

Reduced employee turnover.

Increased efficiency resulting in financial gains.

Decreased need for supervision

Training can help employees better understand the information they

are given and can encourage them to play a fuller part in the way the

organisation conducts its affairs. Training courses in particular can be a

useful way of giving employees factual information about their employment

because they necessarily include a substantial element of explanation and

provide opportunities for questions to be answered.

Importance of Training:

Training is the corner – stone of sound management, for its makes

employees more effective & productive. There is an ever present need for training

men so that new & changed techniques may lie taken advantage & improvementseffected in the old methods, which are usefully inefficient. Training is a practical

& vital necessity because; it enables employees to develop & rise within the

organization, & increase their market value, earning power & job security.

Training is a widely accepted problem solving device.



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Traditional and modern approach of training:s

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 is

that Indian Organisations 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.

Basic Purposes of Training:

To improve productivity

To improve quality

To help a company fulfil its future personnel needs

To improve organizational climate

To improve health and safety

Obsololescence prevention

Personal growth



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IMPORTANCE AND NEED FOR TRAINING

The importance and need for training arises on account of the following reasons:

1. Non- availability of trained personal:

It is a very difficult to find fully trained workers for all categories levels of

jobs in an organisation .then the organisation selects the persons who are having

little training or no training. Adequate training will be given by the employers

themselves to the untrained workers.

2. Suitability for the job:

A worker is assigned a job for which he is not trained. Then a need arises for

giving the same special training to the concerned worker. All type of training is not

provided in a vocational school. Supplement training is also essential to the worker

on the basis of the peculiarity of the job.

3. Getting knowledge by latest methods:

The rapid development of science and technology has made it necessary to

give training to the workers. The reason is that a worker might have been trained in

any one of the methods. It will be useful for a certain period. Further training is

essential due to the innovations of new methods.



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2.1 HUMAN RESOURCE PROCESS UNDER TRAINING

AND DEVELOPMENT:

Human resources (HR) is a general term meant to cover a wide range of

activities. Some of the work that falls to HR professionals includes hiring and

firing employees, creating organizational charts and shaping corporate culture after

a merger or acquisition, managing employee communications, settling employee

disputes, creating benefits programs, navigating government regulations, dealing

with legal issues such as sexual harassment and occupational safety, and setting up

policy and programs for measuring performance, compensating, recognizing, and

training employees. In other words, HR doesn’t consist of a single activity or

function but a huge network of them; basically, HR refers to everything related to

the employer/employee relationship. Both specialists and generalists can find a

home here, with specialist tracks ranging from training to pension planadministration to legal compliance. In HR, there’s something for just about

everyone.

Long considered a support role, in recent years HR has taken on an

increasingly strategic dimension in the world of business as managers have

recognized employees as a source of competitive advantage. Meanwhile,

globalization has complicated the HR role, creating new challenges, such as

managing employees and overseeing employee regulations in different countries

and cultures, while technology has created a new array of opportunities for

streamlining HR administration and practice — everything from putting benefits



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programs online to e-learning to automating payroll and other administrative HR

tasks.

The responsibilities and activities of HR practitioners vary depending on the

size of company. At a small company, the HR professional will usually wear many

hats, whereas at bigger companies you’ll find both generalist and specialist HR

roles. Large Fortune 500 companies, for instance, divide HR into corporate and

field operations, with those on the corporate side setting policy and those in the

field working with divisions to implement programs and handle day-to-day issues.

Many smaller and midsized businesses, or those of less than 1,000 employees, are

increasingly outsourcing some or even all of the HR functions. A few

responsibilities that fall to HR in both small and large organizations, such as

staffing and executive recruitment, compensation and benefits consulting, and HR

systems, have grown into multibillion-dollar service sectors designed to support in-

house HR functions.

Human resources act as the mediator between an organization’s management

and its workers. This requires wearing many hats: It’s an HR administrator’s job to

make sure that employees are working in a safe environment, that disputes are

settled, and that benefits are understood and functioning properly. At the same

time, HR is charged with recruiting new employees who will both fit in well and

help the company achieve profitability. They also represent management when

negotiating for benefits with companies administering these benefits and when

implementing companywide policies that will ultimately lower costs or boost

profits. The needs of HR cover a wide range of tasks and, therefore, require

someone who is not only good with people, but also organized, analytical,

business-minded, and able to juggle many projects at once.

Recruiters need to know what the best ways are to attract potential

employees, such as running ads, searching the Internet, attending job fairs, and



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interviewing at schools. Recruiters communicate with prospective employees about

personnel policies, wages, benefit packages, working conditions, and promotional

opportunities. Recruiters also screen, interview, test, and check the references of

applicants.

In essence, consultants are hired advisors to corporations. They tackle a

wide variety of business problems and provide solutions for their clients.

Depending on the size and chosen strategy of the firm, these problems can be as

straightforward as researching a new market or as complex as totally rethinking the

client’s organization. No matter what the engagement, the power that management

consultants wield is hard to scoff at. They can advise a client to acquire a related

company worth hundreds of millions of dollars, or reduce the size of its workforce

by thousands of employees.

―Consulting‖ is a big, one-size-fits-all term that includes virtually any

form of advice-giving. This industry overview focuses primarily on the flavor

known as management consulting. Often called strategy consulting, this segment

of the industry includes firms that specialize in providing advice about strategic

and core operational issues. Although some of the highest profile firms populate

this segment, they’re not the only ones doing consulting.



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Human Resources Consulting:

Consulting for HR is a huge business. Most of the major consulting firms

offer service lines related to HR. Consultants in these areas work on everything

from creating more effective organizations, to managing change, to developing

training programs, to managing health-care programs for their clients. The work is

often strategic, focusing on the people issues of running a large company. A lot of

it is data-driven; too, such as in actuarial consulting, which involves financial

planning based on the company’s long-term hiring projections.

HR Consulting can include everything from designing an employee

evaluation and compensation system to conducting organizational effectiveness

training to helping an organization through a significant change event, such as a

merger. HR consultants often work as long and travel as much as their counterparts

in general management consulting. Representative firms include Accenture

(Change Management Group), Buck Consultants, Hay Group, Hewitt Associates,

Mercer Human Resource Consulting, Towers Perrin, and Watson Wyatt &

Company.

In the industry, a ―head-hunter‖ is formally known as an executive

recruiter. Typically, a head-hunter earns his or her living by recruiting top-notch

candidates for hard-to-fill corporate positions. The basic premise of executive

recruiting is that really good candidates are happy in their current jobs and are not

likely to read (or respond to) want ads in newspapers or on the Internet. Ideally,

executive recruiters, begin each recruiting assignment by carefully gathering the

specific requirements for the job to be filled. They then attempt to locate the ideal

candidate using their network of contacts in business and industry.



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Interestingly, Indians in the US, after their failed foray into the

consulting and body-shopping businesses have taken to headhunting. Many

consultants and IT professionals also moonlight as ―middlemen‖ placing their

friends and colleagues into positions they become aware of. Of course the slowing

economy means that such moonlighters are giving way to value added recruiters.

With projects increasingly being outsourced to India, companies there

are probably starting to look for talented individuals with the right skills who can

hit the ground running. Use of Internet websites and e-mails helps them remain

relatively anonymous. The flip side is that since most of the big recruitment push is

coming from Indian companies and not international players, it will be hard for the

bad apples to survive in the long run.



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2.2 REVIEW OF LITERATURE

MEANING:

Training refers to programme that facilitates an employee to perform the

job effectively through acquiring increased knowledge and skills.

Training is the process of imparting skill or job knowledge to a person. It

takes an individual from where he is to where he should be.

DEFINITIONS:

The term training is used here to indicate the only process by which the

aptitudes, skill and abilities of employees to perform specific jobs are increased –

Jucius

Training is organised procedure in which people learn knowledge and/or

skill for definite purpose – Dale S.Beach.

Training is the act of increasing the knowledge and skills of employees for

doing a particular job – Edwin B.Flippo.



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BENEFITS OF TRAINING :

Increased productivity:

An increase in skill usually results in an increment in both qualities and

quantity of output. However, the increasingly technical nature of modern jobs

demands systematic training to make possible even minimum level of

accomplishment.

Heightened morale:

Possession of needed skills helps to meet such basic human needs as security

and ego satisfaction. Collaborate personnel and human relations programmes can

make a contribution towards morale.

Reduced supervision:

The trained employee is one who can perform with limited supervision but

greater independence is not possible unless the employee is adequately trained

.



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Reduced accidents:

More accidents are caused by deficiencies in people than by deficiencies in

equipment and working conditions. Proper training in both job skills and

safety attitudes should contribute towards a reduction in accident rate.

Increased organizational stability:

The outcomes of training help for organizational stability by enhancing

organizations human capital. The ability of an organization to sustain its

effectiveness despite the loss of key personnel can be developed only through

creation of a reservoir of trained employees.

TRAINING PURPOSE:

The purpose of training includes:

To prepare the employee, both new and old to meet the present

as well as the changing requirements of the job and the

Organization

To prevent obsolescence.



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To impart the new entrants the basic knowledge and skills, they

need for an intelligent performance of a definite job.

To prepare employees for higher level tasks.

To assist employees to function more effectively in their

present positions by exposing them to the latest concepts,

information and techniques and developing the skills they will

need in their particular fields.

To build up a second line of competent officers and prepare

them to occupy more responsible positions.

To broaden the minds of senior managers by providing them

with opportunities for an interchange of experiences within and

outside with a view to correcting the narrowness of outlook that

may arise from over-specialization.

To develop the potentialities of people for the next level jobs.

To ensure smooth and efficient working of the department.

To ensure economical output of required quality.

To promote individual and collective morale, a sense of

responsibility, co-operative attitudes and good relationships.



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TYPES OF TRAINING METHODS

On-the-job Methods:

On specific job

Rotation of position

Special project

Apprenticeship

Off-the-j ob Methods:

Role playing

Case study

Management games

Brain storming

On-the-job training:

It refers to learning while actually performing a particular work or job. This

type of training is more suitable to every type of employees. These are briefly

explained below.



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On specific job:

A person can learn when he is actually put in a job for which he is selected.

This is the most common method of training in every organization, where the

employee can developed his skills for doing the job in better way. Critical

evaluation and correction of the methods are some of the techniques adopted in this

type of training. Any individual can learn the job very quickly.

Rotation of position:

A person is given jobs in various sections of the organizations at various

levels the main objective of this type of training is to broaden the knowledge

background of these training of the trainee. Working in various sections helps the

trainee to develop an integrated view of the functioning of the organization.

Special projects:

An existing employee is deputed to special project. He is expected to work

under special project up to the finishing stage. Then he learns the jobs under

special projects and he gets an opportunity to move with other different types of

persons.



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Apprenticeship:

It is other wise called as under study. Here, the training is put under the

supervision of an expert. Today in India, many organizations provide training to

employees under the Apprenticeship act. These apprentices are used to fill up the

places of skilled personnel.

Off-the-j ob Methods:

Under the off-the- job training system, a trainee is removed from his normal

working place and spends his full times for training purpose in any other place.

During the training period, there is no contribution of trainee to organization.

Normally, this type of training is provided outside the organization and rarely

within the organization but not in the working place. This type of training is briefly

explain below.

Role playing:

Role play is a simulation in which each participant is given a role to play. Trainees

are given with some information related to description of the role, concerns,

objectives, responsibilities, emotions, etc. Then, a general description of the

situation, and the problem that each one of them faces, is given. For instance,

situation could be strike in factory, managing conflict, two parties in conflict,

http://traininganddevelopment.naukrihub.com/trainee.html

http://traininganddevelopment.naukrihub.com/trainee.html



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scheduling vacation days, etc. Once the participants read their role descriptions,

they act out their roles by interacting with one another.

Case study:

A technique where the participants are asked to investigate a situation or

problem and report their findings, causes and/or solutions. Participants gather and

organize relevant materials and report their findings.

Normally the cases are discussed by many groups. The instructor asks each

member of the group to present his analysis and critical comment on the view of

others. Besides, member of the group should answer the queries of the instructor

and members of the group. This process helps the trainee to develop and improve

both analytical and decision making skill.

Management games:

Management games are used to stimulate the thinking of people to develop their

skills to run a company or a department. These games are used to develop the skill

in the area of investment. Production, sales, collective bargaining, etc. A game

consists of situation. Each team tries to win unless there is a draw. A period is

fixed for this training and it is made known to all the terms.

Various situations are explained to the teams and they are requested to take

decisions on such given situation.



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Brain storming:

Brainstorming is the name given to a situation when a group of people meet to

generate new ideas around a specific area of interest. Using rules which remove

inhibitions, people are able to think more freely and move into new areas of

thought and so create numerous new ideas and solutions. The participants shout out

ideas as they occur to them and then build on the ideas raised by others. All the

ideas are noted down and are not criticized. Only when the brainstorming session

is over are the ideas evaluated.

THE TRAINING PROCEDURE:

The training procedure discussed below is essentially an adoption of the job

instruction training course, which has been proved to have a great value. The

detailed training procedure is shown.

The important steps in the training procedure are discussed below:

(i) PREPARING THE INSTRUCTOR:

The instructor must know both the job to be taught and how to teach it. The

job must be divided into logical parts so that each can be taught at a proper time

without the trainee losing plan. For each part, one should have in mind the desiredtechnique of instruction, that is, whether a particular point is taught by illustration,

demonstration or explanation.

A serious and committed instructor must ,

1. Know the job or subject he is attempting to teach.



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2 .Have the aptitude and ability to teach.

3. Have willingness towards the profession.

4. Have a pleasing personality and capacity of leadership.

5 .Have the knowledge of teaching principles and methods.

6. Be a permanent student, in the sense that he should equip himself with the latest

concepts and knowledge.

(ii)PREPARING THE TRAINEE:

As in interviewing, the first step in training is to attempt to place the trainee

at ease. Most people are somewhat nervous when approaching an unfamiliar task.

Though the instructor may have executed this training procedure, many times he or

she never forgets its newness to the trainee. The quality of empathy is a mark of

good instructor.

(iii) GETTING READY TO TEACH:

This stage of the programme is class hour teaching involving the following

activities:

1. Planning the programme.

2. Preparing the instructors outline.

3. Do not try to cover too much material

4. Keep the sessions moving along logically?

5. Discuss each item in depth.

6. Repeat, but in different words



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7. Take the material from standardized texts when it is available.

8. When the standardized text is not available, develop the programme and course

content based on group approach. Group consists of employer, skilled employees,

supervisors, trade union leaders and other familiar with job requirements. Group

prepares teaching material.

9. Teach about the standard for the trainee like quality, quantity, waste or scrap,

ability to work without supervision, knowledge or procedure, safety rules, human

relations etc..,

10. Remember your standard, before you teach.

(iv) PRESENTING THE OPERATION:

There are various alternative ways of presenting the operation, viz.

explanation, demonstration etc. An instructor mostly uses these methods of

explanation. In addition, one may illustrate various points through the use of

picture, charts, diagrams and other training aids.

(v) TRY OUT THE TRAINEE’S PERFORMANCE:

As a continuation of the presentation sequence given above, the trainee

should be asked to start the job or operative procedure. Some instructors prefer that

the trainee explains each step before doing it, particularly if the operation involves

any danger. The trainee, though repetitive practice, will acquire more skill.



35

(vi) FOLLOW-UP:

The final step in most training procedure is that of follow-up. When people

are involved in any problem or procedure, it is unwise to assume that things are

always constant. Follow-up can be adapted to a variable reinforcement schedule as

suggested in the discussion of learning principles. Every thing programmed should

have a follow-up; other wise the training programmes in the future cannot be

improved.



36

CHAPTER – 3

RESEARCH METHODOLOGY

MEANING:

Research refers to search for knowledge research methodology is a way to

systematically solve the research problem. It may be understood as a science of

studying how research in done scientifically.

DEFINITION:

The advances LEARNERS dictionary of current English lays down the

meaning of research as ―a careful investigation or inquiry through search for new

facts in any branch of knowledge‖.

REDMAN and MORY define research as a ―systematical effort to gain

new knowledge‖.

Research Design:

Descriptive research has been used in the study. Descriptive research

includes survey and fact-finding by consulting the respondents through

questionnaire direct interview. The major purpose of descriptive research is

description of the state affairs as it exists at presents.



37

SAMPLING:

Sampling is the process of selecting a sufficient number of elements from

the population, so that a study of the sample and understanding of its properties or

characteristics would make it possible for us to generalize such properties or

characteristics to the population elements.

POPULATION:

Population refers to the entire group of people, events or things of interest

that the researcher wishes to investigate.

SAMPLE SIZE:

A sample is a subset of the population. Size of sample refers to the number

of samples chosen from the population for investigation.

The sample size adopted for this study is 100.

SAMPLING TECHNIQUE:

Sampling technique refers to the decision about the technique to be used in

selecting the items for the sample. The method of sampling which is adopted for

this study is simple random sampling.

SIMPLE RANDOM SAMPLING:

In statistics, a simple random sample is a subset of individuals (a sample)

chosen from a larger set of population. Each individual is chosen randomly and

entirely by chance, such that each individual has the same probability of being

http://en.wikipedia.org/wiki/Statistics



http://en.wikipedia.org/wiki/Individuals



http://en.wikipedia.org/wiki/Sample_(statistics)



http://en.wikipedia.org/wiki/Statistical_population



http://en.wikipedia.org/wiki/Randomization



http://en.wikipedia.org/wiki/Probability











38

chosen at any stage during the sampling process. This process and technique

is known as simple random sampling.

In other words, A simple random sample gives each member of the

population an equal chance of being chosen.

DATA COLLECTION METHOD:

Primary data

Secondary data

PRIMARY DATA:

The primary data which are collected a fresh and for the first time, and thus

happen to be original in character. The method which is used for collecting

primary data is Questionnaire method. A questionnaire consists of a number of

questions printed or typed in a definite order on a form or set of forms. The

respondents have to answer the questions on their own.

Questionnaire:

Dichotomous scales

Closed ended question

Secondary data:

Secondary data means data that are already available i.e. they refer to the

data which have been collected and analyzed by someone else.



39

CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

TABLE: 3.1.1

AGE GROUP OF THE RESPONDENT:

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

21-25

26-30

31-35

Above 35

44

06

00

00

88%

12%

0%

0%

Total 50 100%

INFERENCE:-

It is found that 88% of the respondents belong to the age group of 21-25, 12% of the

respondents are from 26-30.

0%

10%

20%

30%

40%

50%

60%

70%

80%90%

100%

21-25 26-30 31-35 Above 35

P E R C E N T A G E

AGE GROUP

AGE GROUP OF THE RESPONDENTS

PERCENTAGE



40

TABLE: 3.1.2

GENDER OF THE RESPONDENTS:


Male

Female

42

08

84%

16%

Total 50 100%

INFERENCE:-

It is found that 84% of the respondents are male and 16% of the respondents are female.

84%

16%

GENDER OF THE RESPONDENTS

Male

Female



41

TABLE: 3.1.3

HIGHEST QUALIFICATION OF THE RESPONDENTS:


UG

PG

Diploma

Others

27

21

02

00

54%

41.33%

4.66%

0

Total 50 100%

INFERENCE:-

From the above chart, 54% of the respondents are undergraduate. 41.33% of the

respondents are postgraduate. 4.66% of the respondents are diploma holders.

0%

10%

20%

30%

40%

50%

60%

UG PG Diploma Others

54%

41.33%

4.66%0

P e r c e n t a g e

Particulars

HIGHEST QUALIFICATION

PERCENTAGE



42

TABLE: 3.1.4

SATISFACTION LEVEL OF THE RESPONDENTS WITH THE

TRAINING SKILLS:


Highly satisfied

Satisfied

Neutral

DissatisfiedHighly dissatisfied

06

11

19

08

12.66%

22.66%

38.66%

15.33%10.66%

Total 50 100%

INFERENCE:-

From the above chart, 12.66% of the respondents are highly satisfied with the training,

22% of the respondents are satisfied with the training, 38.66% of the respondents are neutral,

15.33% of the respondents are dissatisfied with the training, 10.66% of the respondents are

highly dissatisfied with the training.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

12.66%

22.66%

38.66%

15.33% 10.66%

P E R C E N T A G E

PARTICULARS

SATISFACTION LEVEL OF THE TRAINEES

PERCENTAGE



43

TABLE: 3.1.5

DURATION OF THE TRAINING PERIOD:


Below 1 month

1 month

2 month

3 month

04

15

11

20

8%

30.66%

21.33%

40%

Total 50 100%

INFERENCE:-

From the above chart, 8% of the respondents had their training in less than a month,

30.66% of the respondents finished the training in one month, 21.33% of the respondents

finished the training in two month, 40% of the respondents finished the training in 3 month.

8%

30.66%

21.33%

40%

DURATION OF THE TRAINING PERIOD

Below 1 month

1 month

2 month

3 month



44

TABLE: 3.1.6

BENEFIT OF THE TRAINING PROGRAMME:

PARTICULARS NO. OF RESPONDENTS PERCENTAGElearn technical skill

Develop own skill

A change of attitude towards the work

Increase in confidence level

Others

14

11

09

11

05

28%

22.66%

18%

21.33%

10%

Total 50 100%

INFERENCE:-

From the above chart, 28% of the respondents learnt technical skills, 22.66% of the

respondents developed their skill, 18% of the respondents changed their attitude towards the

work, 21.33% of the respondents increased a confidence level and 10% of the respondents

gained other benefits.

0%

5%

10%

15%

20%

25%

30%

learn

technical

skill

Develop

own skill

A change of

attitude

towards the

work

Increase in

confidence

level

Others

28%

22.66%

18%21.33%

10%

P E R C E N T A G E

PARTICULARS

BENEFITS OF THE TRAINING

PERCENTAGE



45

TABLE: 3.1.7

SATISFACTION LEVEL OF THE TRAINING METERIALS:


Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

05

04

11

17

13

10.66%

8%

22%

34%

25.33%

Total 50 100%

INFERENCE:-From the above chart, 10.66% of the respondents are highly satisfied with the

training materials, 8% of the respondents are satisfied with the training material, 22% of the

respondents are neutral, 34% of the respondents are dissatisfied with the training material, and

10.66% of the respondents are highly dissatisfied with the training material.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

10.66%8%

22%

34%

25.33%

SATISFACTION LEVEL OF THE TRAINING

METERIALS

PERCENTAGE



46

TABLE: 3.1.8

ATITUDE OF THE TRAINER:PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Excellent

Very good

Good

Average

Poor

13

14

14

19

00

24%

28.66%

26%

37.33%

0%

Total 50 100%

INFERENCE:-From the above chart, 24% of the respondents felt that the attitude of the trainer was

excellent, 28.33% of the respondents felt that the attitude of the trainer was very good, 26% of

the respondents felt that the attitude of the trainer was good, 37.33% of the respondents felt that

the attitude of the trainer was average, 0% of the respondents felt that the attitude of the trainer

was poor.

24%

28.66%26%

37.33%

0%0%

5%

10%

15%

20%

25%

30%

35%

40%

Excellent Very good Good Average Poor

P E R C E

N T A G E

PARTICULARS

ATITUDE OF THE TRAINER

PERCENTAGE



47

TABLE: 3.1.9

TRAINING HELPS FOR CAREER DEVELOPMENT:


Yes

No

46

04

92%

8%

Total 50 100%

INFERENCE:-

From the above chart, 92% of the respondents felt the training had helped for the

development of their career, 8% of the respondents felt the training had not helped for the

development of their career.

92%

8%

TRAINING HELPS FOR CAREERDEVELOPMENT

Yes

No



48

TABLE: 3.1.10

TRAINING PROGRAMME IMPROVE SELF CONFIDENCE:


Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

10

20

14

06

0

20.66%

39.33%

28%

12%

0%

Total 50 100%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

Highly

satisfied

Satisfied Neutral Dissatisfied Highly

dissatisfied

TRAINING PROGRAMME IMPROVE SELF

CONFIDENCE

PERCENTAGE



49

INFERENCE:-

From the above chart, 20.66% of the respondents are highly satisfied with the

training programme improved the self confidence,

39.33% of the respondents are satisfied with the training programme improved the self

confidence,

28% of the respondents are neutral level with the training programme improved the self

confidence,

12% of the respondents are dissatisfied with the training programme improved the self

confidence,

0 % of the respondents are highly dissatisfied with the training programme improved the self

confidence.



50

TABLE: 3.1.11

TRAINING HELPS TO DO WORK EFFICIENTLY:


Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

05

25

20

0

0

10.66%

50.66%

38.66%

0%

0%

Total 50 100%

INFERENCE:-

From the above chart, 10.66% of the respondents are highly satisfied

with the statement, 50.66% of the respondents are satisfied with the statement, 30.66% of the

respondents are neutral, 0% of the respondents are dissatisfied with the statement, and 0% of the

respondents are highly dissatisfied with the statement.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

10.66%

50.66%

38.66%

0% 0%

TRAINING HELPS TO DO WORK EFFICIENTLY

PERCENTAGE



51

TABLE: 3.1.12

BASIS OF EFFECTIVENESS OF TRAINING:


Through performance appraisal

Supervision

Feed back and official report

Oral communication

14

08

28

00

27.33%

15.33%

57.33%

0%

Total 50 100%

INFERENCE:-

From the above chart, 58% of the respondents said that the effectiveness of the training

was measured through feedback and official reports, 27% of the respondents said that the

effectiveness of the training was measured through performance appraisal, 15% of the

respondents said that the effectiveness of the training was measured through supervision, no one

said that the effectiveness of the training was measured through oral communication.

27%

15%58%

0%

EFFECTIVENESS OF TRAINING

Through performance

appraisal

Supervision

Feed back and official report

Oral communication



52

TABLE: 3.1.13

TYPES OF TRAINING PROGRAMME:


Induction programme

Technical skill

Soft skill development

programme

All the above

01

18

01

30

2%

35.33%

1.33%

61.33%

Total 50 100%

INFERENCE:-

From the above chart, 35.33% of the respondents are learned technical skill, 61.33% of

the respondents are attend the all the three types of training programme,2% of the respondents

are attend the induction programme, 1.33% of the respondents are learned soft skill.

2%

35.33%

1.33%

61.33%

0%

10%

20%

30%

40%

50%

60%

70%

Induction

programme

Technical skill Soft skill

development

programme

All the above

TYPES OF TRAINING PROGRAMME

PERCENTAGE



53

TABLE: 3.1.14

TRAINING PROGRAMME IS WELL PLANNED:


Sometimes

Often

Always

Not at all

11

14

04

21

21.33%

27.33%

8.66%

42.66%

Total 50 100%

INFERENCE:-

From the above chart, 21% of the respondents said sometimes the training programme was

well planned, 9% of the respondents said always the training programme was well planned, 43%

of the respondents said not at all the training programme was not well planned, 27% of the

respondents said often the training programme was well planned.

21%

27%

9%

43%

TRAINING PROGRAMME IS WELL

PLANNED

Sometimes

Often

Always

Not at all



54

TABLE: 3.1.15

METHODS OF TRAINING PROGRAMME:


On-the-job

Off-the-job

Both

10

08

32

20.66%

16.66%

62.66%

Total 50 100%

INFERENCE:-

From the above chart, 16.66% of the respondents are attend the off-the-job method,

20.66% of the respondents are attend the on-the-job method, 62.66% of the respondents are

attend both of the methods.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

On-the-job Off-the-job Both

20.66%16.66%

62.66%

METHODS OF TRAINING

PERCENTAGE



55

TABLE: 3.1.16

TRAINING PROGRAMME ACCORDING TO CURRENT MARKET

SCENARIO:PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Sometimes

Often

Always

Not at all

18

09

11

12

36%

17.33%

22.66%

24%

Total 50 100%

INFERENCE:-

From the above chart, 36% of the respondents said sometimes the training programme

according to the current market scenario,

17.33% of the respondents said the training programme according to the current market

scenario in often,

22.66% of the respondents said always the training programme according to the current market

scenario,

24% of the respondents said not at all the training programme according to the current market

scenario

0%

5%

10%

15%

20%

25%

30%

35%

40%

Sometimes Often Always Not at all

36%

17.33% 22.66% 24%

TRAINING PROGRAMME ACCORDING TO

CURRENT MARKET SCENARIO

PERCENTAGE



56

TABLE: 3.1.17

TRAINING IS NEEDED IN THE ORGANITATION:


To improve employees knowledge

To make employees awareness about the job

To learn technical skill

All the above

10

14

20

06

19.33%

27.33%

40.66%

12.66%

Total 50 100%

INFERENCE:-

From the above chart, 19.33% of the respondents said training is needed to improve

employees knowledge, 27.33% of the respondents said training is needed to make awareness of

the job, 40.66% of the respondents said training is needed to learn technical skill, 12.66% of the

respondents said training is needed to all the above

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

To improve

employees

knowledge

To make

employees

awareness

about the job

To learn

technical skill

All the above

19.33%27.33%

40.66%

12.66%

TRAINING IS NEEDED

PERCENTAGE



57

TABLE: 3.1.18

TRAINER FOR TRAINING PROGRAMME:


Superiors

Experts inside organization

Experts outside organization

Trainers by profession

18

0

0

32

36%

0%

0%

64%

Total 50 100%

INFERENCE:-

From the above chart, 36% of the respondents said training programme handle the

superior, 64% of the respondents said training programme handle the trainer by profession, no

one was handle the inside & outside organisation.

36%

0% 0%

64%

0%

10%

20%

30%

40%

50%

60%

70%

Superiors Experts inside

organization

Experts outside

organization

Trainers by

profession

TRAINER FOR TRAINING PROGRAMME

PERCENTAGE



58

CHAPTER-5

FINDINGS OF THE STUDY

It is found that 88% of the respondents belongs to the age group of 21-25,

12% of the respondents are from 26-30.

It is found that 84% of the respondents are male and 16% of the respondents

are female.

It is found that 54% of the respondents are under graduate. 41.33% of the

respondents are postgraduate. 4.66% of the respondents are diploma holders.

12.66% of the respondents are highly satisfied with the training, 22% of the

respondents are satisfied with the training, 38.66% of the respondents are

neutral, 15.33% of the respondents are dissatisfied with the training, and

10.66% of the respondents are highly dissatisfied with the training.

28% of the respondents learnt technical skills, 22.66% of the respondents

developed their skill, 18% of the respondents changed their attitude towards

the work, 21.33% of the respondents increased a confidence level and 10%

of the respondents gained other benefits.

10.66% of the respondents are highly satisfied with the training materials,

8% of the respondents are satisfied with the training material, 22% of the

respondents are neutral, 34% of the respondents are dissatisfied with the

training material, and 10.66% of the respondents are highly dissatisfied

with the training material.

24% of the respondents felt that the attitude of the trainer was excellent,

28.33% of the respondents felt that the attitude of the trainer was very good,



59

26% of the respondents felt that the attitude of the trainer was good, 37.33%

of the respondents felt that the attitude of the trainer was average.

92% of the respondents felt the training had helped for the development of

their career, 8% of the respondents felt the training had not helped for the

development of their career.

20.66% of the respondents are highly satisfied with the training programme

improved the self confidence, 39.33% of the respondents are satisfied with

the training programme improved the self confidence, 28% of the

respondents are neutral level with the training programme improved the

self confidence, 12% of the respondents are dissatisfied with the training

programme improved the self confidence.

50.66% of the respondents are satisfied with the statement of training helps

to do work efficiently, 30.66% of the respondents are neutral, 10.66% of the

respondents are highly satisfied with the statement of training helps to do

work efficiently.

58% of the respondents said that the effectiveness of the training wasmeasured through feedback and official reports, 27% of the respondents

said that the effectiveness of the training was measured through performance

appraisal, 15% of the respondents said that the effectiveness of the training

was measured through supervision.

35.33% of the respondents are learned technical skill, 61.33% of the

respondents are attend the all the three types of training programme,2% of

the respondents are attend the induction programme, 1.33% of the

respondents are learned soft skill.

21% of the respondents said sometimes the training programme was well

planned, 9% of the respondents said always the training programme was



60

well planned, 43% of the respondents said not at all the training programme

was not well planned, 27% of the respondents said often the training

programme was well planned.

16.66% of the respondents are attend the off-the-job method, 20.66% of the

respondents are attend the on-the-job method, 62.66% of the respondents are

attend both of the methods.

36% of the respondents said sometimes the training programme according to

the current market scenario, 17.33% of the respondents said the training

programme according to the current market scenario in often, 22.66% of the

respondents said always the training programme according to the currentmarket scenario, 24% of the respondents said not at all the training

programme according to the current market scenario.

19.33% of the respondents said training is needed to improve employees

knowledge, 27.33% of the respondents said training is needed to make

awareness of the job, 40.66% of the respondents said training is needed to

learn technical skill, 12.66% of the respondents said training is needed to all

the above.

36% of the respondents said training programme handle the superior, 64%

of the respondents said training programme handle the trainer by profession,

no one was handle the inside & outside organisation.



61

CHAPTER - 6

SUGGESTIONS FOR THE STUDY

In the organization training material provided should be effective.

The training period can have short sessions which make the employees feel

the session interesting.

The training must be given to the staff in the organization based on their

work.

It is recommended that system should clearly set standards of performance.

Motivational training should be a part of organisation’s routine; if possible a

training calendar should be brought out on yearly basis.

The organisation must device suitable training programmes for those

individuals who fall in the average and below average category.

The performance appraisal system must be reviewed at fixed intervals to

keep pace with the changing competitive scenario.

The reporting officer taking into account sub- ordinates area of interest and

organisation’s needs may recommend the training needs. A short discussion

with the sub – ordinates before any recommendation may be helpful in this

regard.

Efforts should be made to impart training unbiased.

Training should be such that effective training is provided in minimum cost.



62

CHAPTER - 7

CONCLUSION OF THE STUDY

The study has helped to understand about the training and

development followed in Unicon Securities Pvt. Ltd.

Most of the candidates are satisfied with the training and

development tools used in the company for improvement of each employee

and also various techniques and methods used for making the employees

perform well at their work. Due to this process the rank of the company also

increases at the high level. The findings resulted positive but also had some

drawbacks and various suggestions have been presented to the organization

for their consideration. There is a continuous search and effort by the top

management for improving training methods.

The findings of the study clearly states that a detailed and a

thorough study have been conducted and the objectives set for this research

has been fully achieved.



63

CHAPTER – 8

BIBLIOGRAPHY

K. ASWATHAPPA - Human resource and personnel management

R. S. DIWEDI - Man power management

Company books and broachers

WEBSITES

www.iasusa.org

www.cisco.com

www.training.com

www.unicon.ac.in

http://www.iasusa.org/


http://www.cisco.com/


http://www.training.com/


http://www.unicon.ac.in/








64

CHAPTER – 9

APPENDICES

Training and development system survey questionnaire

I , PRIYANKA a management student of SRM UNIVERSITY am undertaking a

study on training and development system.

This study is being conducted for academic project and I assure that

everything will be kept confidential.

Thank you for the obiligation.

INSTRUCTIONS : Please make a sign of tick mark ( ) in front of the option you want to choose.

1) NAME :

2) NAME OF DEPARTMENT :

3) Gender : male ( ) female ( )

4) Age

a) 21-25 b) 26-30 c)31-35 d) above 35

5) Educational Qualification

a) UG b) PG c) Diploma d) Others



65

6) Are you satisfied with the training skills?

a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highly dissatisfied

7) The duration of training period should be of

a) below 1 month b) 1 month c) 2 months d) 3 months

8) According to you what is the benefit of training program?

a) learning technical skill b) developing own skill c) change of attitude

towards work d) increase in confidence level e) others

9) What is the satisfaction level of training materials?

a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highly

dissatisfied

10) How was the attitude of trainer?

a) excellent b) very good c) good d) average e) poor

11) Whether training helps in career development?

a) yes b) no

12) Are you satisfied that training program improves self confidence?


dissatisfied

13) Are you satisfied that training helps in doing the work efficiently?


dissatisfied

14) What is the basis of effectiveness of training?

a) performance appraisal b) supervision c) oral communication

d) feedback and official report

15) What kind of training programs is provided?a) induction program b) technical skill c) soft skill developement program

d) all the above

16) Whether training program is well planned?

a) sometimes b) often c) always d) not at all



17) What are the methods of training program adopted?

a) on the job b) off the job c) both

18) The training program which is adopted is it according to the current scenario?

a) sometimes b) often c) always d) not at all

19) Training is needed in organization for im proving……

a) employees knowledge b) job awareness c) technical skill d) all the

above

20) Who are the trainers for the training program?

a) superiors b) experts inside the organization c) trainers by profession

Documents

Unicon Project Hr