CONTENTS

TOPIC PAGE NO

CHAPTER 1 : INTRODUCTION

1.1 Training and Development …………………………………...3.

1.2 Scope of the study…………………………………….……….4.

1.3 Objective of the study……………………………….………..5.

1.4 Methodology of the project………………………….……….6.

1.5 Meaning and Definition of the Concept ………………….…7.

1.6 Executive Summary…………………………….……………..8.

CHAPTER 2 : HISTORY OF THE ORGANISATION ……………....10.

CHAPTER 3 : STUDY ON TRAINING AND DEVELOPMENT IN

RELIANCE MONEY

3.1 Training and Development in Reliance money . . . . . . . . . . . .…13.

3.2 Importance of Training and Development . . .………..…….14.

3.3 Training and Development Objectives ……………..……..17.

3.4 Training and Human Resource Management ………..……18.

3.5 Benefits of training……………………...…..….…………..19.

3.6 Methods of training……………………….………….……..20.

3.7 Methods of Development………………………………..….24.

3.8 Training Effectiveness………….……………………..…...27.

CHAPTER 4 : DATA ANALYSIS AND INTERPRETATION . . . . . . . . .28.

CHAPTER 5 : FINDINGS, CONCLUSIONS,

SUGGESTIONS ……………………………………….…..….34.

CHAPTER 6 : BIBLIOGRAPHY …………………………………….….…..38.

CHAPTER 7 : ANNEXURE ……………………………………………..…….39.

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CHAPTER-1

INTRODUCTION

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1.1 TRAINING AND DEVELOPMENT

Employee training tries to improve skills, or add to the existing level of

knowledge so that employee is better equipped to do his present job, or to

prepare him for a higher position with increased responsibilities. However

individual growth is not and ends in itself. Organizational growth need to be

measured along with individual growth. Training refers to the teaching /learning

activities done for the primary purpose of helping members of an organization to

acquire and apply the knowledge skills, abilities, and attitude needed by that

organization to acquire and apply the same. Broadly speaking training is the act

of increasing the knowledge and skill of an employee for doing a particular job.

In today’s scenario change is the order of the day and the only way to deal with

it is to learn and grow. Employees have become central to success or failure of

an organization they is the cornucopia of ideas. So it high time the organization

realize that “train and retain is the mantra of new millennium.”

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1.2 SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, and

modules; formats being followed and is limited to the company Reliance Money

and its employees. The different training programmes incorporated/facilitated in

Reliance Money through its co faculties, outside agencies or professional

groups. It also judges the enhancement of the knowledge & skills of employees

and feedback on its effectiveness.

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1.3 OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in Reliance Money is to

study the impact of training on the overall skill development of workers. The

specific objectives of the study are:

To examine the effectiveness of training in overall development of skills

of workforce.

To examine the impact of training on the workers.

To study the changes in behavioral pattern due to training.

To measure the differential change in output due to training.

To compare the cost effectiveness in implanting training programmes.

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1.4 METHODOLOGY OF THE PROJECT

Preparation of the summary expressed

Recommendation of fall back site

Questionnaire design

RESEARCH DESIGN

Descriptive design

Sample Size

To understand the training and development scenario at Reliance Mobile and

what the trainee really feels about the training they have undergone and further

what kind of training they look for. Do they really look for any kind of training

or not? To study the above aspect we covered almost about 40 people from

almost all the department at of the company Reliance Mobile

TOOLS USED FOR DATA COLLECTION

Primary data collected through questionnaires and informal interviews.

Secondary data collected through magazines, journals, websites, and other

corporate publications .

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1.5 MEANING AND DEFINITION OF THE

CONCEPTS

MEANING

Training is the act of increasing the knowledge and skills of an employee for

performing the job assigned to him. It is a short-term process. After an

employee is selected, placed and introduced in an organization he must be

provided with training facilities so that he can perform his job efficiently and

effectively.  

Development is a long-term educational process utilizing an organized and

systematic procedure by which managerial personnel learn conceptual and

theoretical knowledge for general purpose. It covers not only those activities

which improve job performance but also those activities which improve the

personality of an employee.

DEFINITION

According to Elippo, Training is the act of increasing the knowledge and skill of

an employee for doing a particular job.

According to Dale Yoder, "Training is the process by which manpower is filled

for the particular jobs it is to perform."

According to Beach, "Training is the organized procedure by which people learn

knowledge and skills for definite purpose."

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1.6 EXECUTIVE SUMMARY

Every organization needs to have well trained and experienced people to

perform the activities that have to be done. If current or potential job occupants

can meet this requirement, training is not important. When this not the case, it is

necessary to raise the skill levels and increase the versatility and adaptability of

employees. It is being increasing common for individual to change careers

several times during their working lives. The probability of any young person

learning a job today and having those skills go basically unchanged during the

forty or so years if his career is extremely come unlikely, may be even

impossible. In a rapid changing society employee training is not only an activity

that is desirable but also an activity that an organization must commit resources

to if it is to maintain a viable and knowledgeable work force. The entire project

talks about the training and development in theoretical as well as new concepts,

which are in trend now. Here we have discussed what would be the input of

training if we ever go for and how can it be good to any organization in reaping

the benefits from the money invested in terms like (ROI) i .e. return on

investment. What are the ways we can identify the training need of any

employee and how to know what kind of training he can go for? Training being

covered in different aspect likes integrating it with organizational culture. The

best and latest available trends in training method, the benefits which we can

derive out of it . How the evaluation should be done and how effective is the

training all together. Some of the companies practicing training in unique

manner a lesson for other to follow as to how to train and retain the best

resource in the world to reap the best out of it . Development is integral part of

training if somebody is trained properly and efficiently the developments of that

individual and the company for whom he is working. Here we discussed about

development of employee, how to identify the needs, and after developing how

to develop executive skill to sharpen their knowledge. Learning should be the

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continuous process and one should not hesitate to learn any stage. Learning and

developing is fast and easy at Reliance Money.

CHAPTER-2

HISTORY OF

ORGANISATION

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2.1 INTRODUCTION TO RELIANCE MONEY

Reliance Money provides investors with the facility of anytime-anywhere

online trading in all major asset classes, namely:

Equities, Equities and Commodity derivatives IPOs,

Mutual Funds

Life and General Insurance products

Foreign exchange derivatives

Money transfer,

Money changing,

Precious metal retailing

Credit Cards Loans

Wealth Management products

Network of kiosks have been set up across the country to facilitate the

above trading activities

Reliance Money provides entire commodity related services such as

broking distribution and warehouse receipt financing

Expanded its presence to 20,000 touch points. It has 10,000 outlets across

5,000 towns and cities across India.

Currently 2200+ employees across 162 locations spread across the

country.  

The Corporate Office at Worli, Mumbai has approx 350 people belonging

to these various functions

Acquired 2.5 million customers

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Accounts for daily traded volumes of over Rs 2,000 crore ( US$ 454

million ), or 3-4 % of the average daily volume of transactions logged on

the stock exchanges

Among the Top 3 private sector companies in financial services sector

Moved into International arena- West Asia, South East Asia, Africa and

Europe. 

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CHAPTER-3

STUDY ON

TRAINING AND

DEVELOPMENT IN

RELIANCE MONEY

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3.1 TRAINING AND DEVELOPMENT IN

RELIANCE MONEY

It is a subsystem of an organization. It ensures that randomness is reduced and

learning or behavioral change takes place in structured format.

There are two approaches of Training and Development

Traditional approach

Modern approach

TRADITIONAL APPROACH OF TRAINING AND

DEVLOPMENT

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 OF TRAINING AND

DEVLOPMENT

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.

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3.2 IMPORTANCE OF TRAINING AND

DEVELOPMENT

Training presents a prime opportunity to expand the knowledge base of all

employees, but many employers find the development opportunities expensive.

Employees also miss out on work time while attending training sessions, which

may delay the completion of projects. Despite the potential drawbacks, training

and development provides both the company as a whole and the individual

employees with benefits that make the cost and time a worthwhile investment.

OPTIMUM UTILIZATION OF HUMAN RESOURCES

Training 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 EMPLOYEES

Training and Development helps in increasing the job knowledge and

skills of employees at each level. It helps to expand the horizons of human

intellect and an overall personality of the employees

PRODUCTIVITY

Training and Development helps in increasing the productivity of the

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

TEAM SPIRIT

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Training 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. It helps in creating the

learning culture within the organization.

ORGANIZATION CLIMATE

Training and Development helps building the positive perception and

feeling about the organization. The employees get these feelings from

leaders, subordinates, and peers.

QUALITY

Training 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 SAFETY

Training and Development helps in improving the health and safety of the

organization thus preventing obsolescence.

MORALE

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Training and Development helps in improving the morale of the work

force.

IMAGE

Training and Development helps in creating a better corporate image.

PROFITABILITY

Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

Training and Development aids in organizational development i .e.

Organization gets more effective decision making and problem solving. It

helps in understanding and co carrying out organizational policies.

Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that successful

workers and managers usually display.

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3.3 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 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 department’s

contribution at a level suitable to the organization’s needs.

SOCIETAL OBJECTIVES: ensure that an organization is ethically

and socially responsible to the needs and challenges of the society.

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3.4 TRAINING AND HUMAN RESOURCE

MANAGEMENT

The HR functioning is changing with time and with this change, the relationship

between the training function and other management activity is also changing.

The training and development activities are now equally important with that of

other HR functions. Gone are the days, when training was considered to be

futile, waste of time, resources, and money. Now-a-days, training is an

investment because the departments such as, marketing & sales, HR, production,

finance, etc depends on training for its survival. If training is not considered as

a priority or not seen as a vital part in the organization, then it is difficult to

accept that such a company has effectively carried out HRM. Training actually

provides the opportunity to raise the profile development activities in the

organization.

To increase the commitment level of employees and growth in quality movement

(concepts of HRM), senior management team is now increasing the role of

training. Such concepts of HRM require careful planning as well as greater

emphasis on employee development and long term education.

Training is now the important tool of Human Resource Management to control

the attrition rate because it helps in motivating employees, achieving their

professional and personal goals, increasing the level of job satisfaction, etc. As

a result training is given on a variety of skill development and covers a

multitude of courses.

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3.5 BENEFITS OF TRAINING

Employees and the organization need to realize the importance of contribution

and learning for mutual growth and development. Training is the answer to deal

with stagnation stage by constantly updating it in every field. Other benefits of

training include:

Hiring appeal: companies that provide training attract a better quality

Workforce.

Assessing and addressing any performance deficiency.  

Enhancing workforce flexibility. Cross-cultural training is essential for t

them for better adjustment in the new environment.

Increasing commitment: Training acts as a loyalty booster. Employee

motivation is also enhanced when the employee knows that the

organization would provide them opportunities to increase their skills and

knowledge.

It gives the organization a competitive edge by keeping abreast of the

latest changes; it acts as a catalyst for change.  

Higher customer satisfaction and lower support cost results through

improved service, increased productivity and greater sufficiency.  

Training acts as benchmark for hiring promoting and career planning.  

It acts act as a retention tool by motivating employee to the vast

opportunities for growth available in an organization.

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3.6 METHODS OF TRAINING

There are various methods of training, which can be divided in to:

COGNITIVE METHODS

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 :

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. FOCUSES- changes in knowledge and attitude by

learning.

Methods that come under Cognitive approach:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

LECTURES:

This method is used to create understanding of a topic or to influence

behavior, attitudes through lecture. A lecture can be in printed or oral

form. Lecture is given to enhance the knowledge of listener or to give him

the theoretical aspect of a topic. It is difficult to imagine training without

lecture format. There are some variations in Lecture method. The

variation here means that some forms of lectures are interactive while

some are not.

DEMONSTRATION:

20

This method is a visual display of how something works or how to do

something. Example, trainer shows the trainees how to perform or how to

do the tasks of the job. Helps the focusing their attention on critical

aspects of the task.

DISCUSSION METHOD:

This method uses a lecturer to provide the learners with context that is

supported, elaborated, explains, or expanded on through interactions both

among the trainees and between the trainer and the trainees. Discussion

method is a two-way flow of communication knowledge in the form of

lecture is communicated to trainees Then understanding is conveyed back

by trainees to trainer.

COMPUTER BASED TRAINING (CBT):

Providing training to employees through Intranet or Internet. CBT does

not require face-to-face interaction with a human trainer.

BENEFITS OF CBT TRAINING:

BEHAVIORAL METHODS:

21

Behavioral methods are more of giving practical training to the trainees

The various methods in this allows the trainee to behavior in a real

fashion. These methods are best used for skill development.

Methods that come under Behavioral approach:

GAMES AND SIMULTATIONS

GAMES AND SIMULTATIONS:

Game is defined as spirited activity or exercise in which trainees compete

with each other according to the defined set of rules. Simulation is

creating computer versions of real-life games. It is about imitating or

making judgment or opining how events might occur in a real situation.

BUSINESS GAMES:

These are based on the set of rules, procedures, plans, relationships,

principles derived from the research. In business games, trainees are given

some information that describes a particular situation and are then asked

to make decisions that will best suit in the favour of the company.

ROLE PLAYS:

22

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

Information is given to Trainees 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. Example, Situation could be strike in factory, Managing conflict

between two parties Scheduling vacation days, etc.

IN BASKET TECHNIQUES:

In this technique, trainee is given some information about the role to be

played such as, description, responsibilities, general context about the

role. The trainee is then given the log of materials that make up the in-

basket and asked to respond to materials within a particular time period.

After all the trainees complete in-basket, a discussion with the trainer

takes place.

EQUIPMENT SIMULATORS:

Equipment simulators can be used in giving training to:

Taxi Drivers, Telephone Operators, Maintenance Workers, Product

Development Engineers, Airline Pilots.

CASE STUDY:

The trainee is given with some written material, and the some complex

situations of a real or imaginary organization.

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3.7 METHODS OF DEVELOPMENT

MEANING OF 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 install sound reasoning processes.

Two parts of development:

ON THE JOB TRAINING

OFF THE JOB TRAINING

ON 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)

COACHING:

Coaching is one of the training methods, which is considered as a

corrective method for inadequate performance. Coaching is the best

training plan It is one-to-one interaction It can be done on phone,

meetings, through mails, chat etc.

MENTORING:

Mentoring is an ongoing relationship that is developed between a senior

and junior employee. Mentoring provides guidance and clear

understanding of how the organization goes to achieve its vision and

mission to the junior employee.

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JOB ROTATION:

This approach allows the manger to operate in diverse roles and

understand the different issues that crop up. It is the process of preparing

employees at a lower level to replace someone at the next higher level.

JOB INSTRUCTION TECHNIQUE(JIT):

Job Instruction Technique (JIT) uses a strategy with focus on knowledge

(factual and procedural), skills and attitudes development.

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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

SENSITIVITY:

Training Sensitivity training is about making people understand about

themselves and others reasonably, which is done by developing in them

social sensitivity and behavioral flexibility.

TRANSACTIONAL ANALYSIS:

Transactional Analysis provides trainees with a realistic and useful

method for Analyzing and understanding the behavior of others. In every

social interaction, there is a motivation provided by one person and a

reaction to that motivation given by another person. This motivation-

reaction relationship between two persons is a transaction.

LECTURE:

A Method of Training Lecture is given to enhance the knowledge of

listener or to give him the theoretical aspect of a topic. Training is

basically incomplete without lecture.

SIMULATION EXERCISES:

Any training activity that explicitly places the trainee in an artificial

environment that closely mirrors actual working conditions can be

considered a co simulation. Simulation activities include case exercises,

experimental exercises, complex computer modeling, and vestibule

training.

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3.8 TRAINING EFFECTIVENESS

Cutting edge of competition today demands every organization, to measure its

activities in terms of effectiveness, efficiency, excellence (triple E). To achieve

this triple C a lot of investment is made by the organization but the sword of

sure short success hangs on the head of the HRD manager, this is because he has

to handle the most complex resource i.e. human resource. The next toughest

thing is to maintain is the ROI (return on investment) of training and

development. It is not only the ROI but the performance management, retention

level, motivation, morale, creativity, innovation conflicts, loyalty and

commitment etc. of the manpower which are not easy to handle. Keeping all

these factors in mind the focus of vision falls on training and development. The

training effectiveness is obviously in terms of enhanced skill and knowledge to

achieve the present goals, through the increased learnt behavior. In the process

of training effectiveness is the most important /vital area, where by the

individual and organizational goals are integrated to bring about the desired

performance levels.

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CHAPTER-4

DATA ANALYSIS

AND

INTERPRETATION

28

4.1 DATA PRESENTATION & ANALYSIS

1. Your Organization considers training as a part of organizational strategy. Do

you agree with this statement?  

Response No. Of Respondents PercentageAgree 13 52

Disagree 1 4

Partly Agree 4 16

Can’t say 7 28

Total 25 100

INTERPRETATION:

The above graph indicates that Organization considers training as a part of

organizational strategy.

2. How many training programmes will you attend in a year?

29

Response No. Of Respondents PercentageLess than 10 14 56

10-20 2 8

20-40 6 24

More than 40 3 12

Total 25 100

INTERPRETATION:

The above chart indicates that less training programmes are held in the

organization.

3. To whom the training is given more in your organization?

30

Response No. Of Respondents PercentageSenior Staff 3 12

Junior staff 5 20

New staff 6 24

Based on recruitment 13 52

Total 25 100

INTERPRETATION:

Training is provided on the basis of requirement.

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4. What are all the important barriers to Training and Development in your

organization?

Response No. Of Respondents PercentageTime 5 20

Money 4 16

Lack of interest by staff 6 24

Non-availability of skilled trainer

10 40

Total 25 100

INTERPRETATION:

The above graph indicates that the important barriers to Training and

Development in the organization is Non-availability of skilled trainers

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5. The training sessions conducted in your organization is useful. Do you agree

with this statement?

Response No. Of Respondents PercentageStrongly agree 15 60

Agree 5 20

Somewhat 5 20

Disagree 0 0

Total 25 100

INTERPRETATION:

The above graph indicates that the training sessions conducted in the

organization is useful.

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CHAPTER-5 FINDINGS,

CONCLUSION & SUGGESTION

34

5.1 FINDINGS The firms follow an effective training process.

The training is given to those employees who need it .

But the barrier for the training process in the organization is the non-

availability of skilled trainers.

There are gaps between the training sessions organized by the company

that’s why trainees lost touch with that.

As the work load is much on employees therefore less attention is given to

training sessions by the employees.

The Organization also appoints trainers from outside or from different

firms to ensure better training to its employees

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5.2 CONCLUSION

The Project report on “Training and Development” at Reliance Money was a

learning experience for me and I came to know the training and

development  programs in Reliance Money.  

It was positive in response but still  more training and development is needed

in Reliance Money so that the employees  are motivated time by time and they

should know their strength & weakness so that they can work on it  & improve

their  knowledge & skills for the betterment of their organization.

In the last but not the least I conclude that all the training and development

programs of company are highly effective & beneficial to the employees in

giving their best contribution to their  personal growth & development as well

to meet the organizational objective.

I have gained a lot of knowledge during my study on Training and Development

at Reliance Money.

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5.3 SUGGESTIONS

Under noted few suggestions can be taken as for implementation to reap furthers

benefits.  

Making training and development process and entirely in house activity to

reduce cost.

It is found that the average age group of trainees are in their twenties or

early thirties which signifies that the consumer durable industry need

more of young blood as enthusiasm is an integral part of the industry.

The maximum emphasis is given to job instruction methods where the

trainee are made to understand their job thoroughly and the role they are

going to play in performing their job.

Lecture as well as the presentation is the major part of imparting the

education and training them.  

The training objective are in keeping with needs and abilities of the

trainee and it is this that proves to be the major reason for success of the

training as whole.. .  

The trainee fill the feedback form and from time to time test are

conducted to know the gauge the effectiveness of training to employee to

check their memory if they retain anything or not.

37

We think that time management is one of the thing on which Reliance

Mobile team must emphasis so that there employee can be more

productive as it was found during the visit to the corporate office people

they lack in managing themselves.  

Stress management training is more important for employee as it was

observed that people are all the time in tension like situation as to how to

do what to do when to do, no time and things like that which kept them

tensed all time. Last but not least behavioral training is more important as

while doing the study it was found that people are less cooperative and

outgoing to help out.

38

BIBLIOGRAPHY

BOOKS:

David A. Decenzo/Stephen P. Robins (2004) Personal and Human

Resource Management

Monappa (2004),

Personal Management Allan Pepper (1999)

A Handbook on Training and Development

WEBSITES:

www.Reliancemoney.com

www.wikipedia.org

www.naukrihub/training and development.com

39

ANNEXURE1) Your Organization considers training as a part of organizational strategy.

Do you agree with this statement?

o Strongly agree

o Agree

o Somewhat agree

o Disagree

2) How many training programmes will you attend in a year?

o Less than 10

o 10-20

o 20-40

o More than 40

3) To whom the training is given more in your organization?

o Senior staff

o Junior staff

o New staff

o Based on requirement

4) What are all the important barriers to Training and Development in your

organization?

o Time

o Money

o Lack of interest by the staff

o Non-availability of skilled trainer

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5) What mode of training method is normally used in your organization?

o Job rotation

o External training

o Conference/discussion

o Programmed instruction

6) Enough practice is given for us during training session?  Do you agree

with this statement?

o Strongly agree

o Agree

o Somewhat agree

o Disagree

7) The training sessions conducted in your organization is useful. Do you

agree with this statement?

o Strongly agree

o Agree

o Somewhat agree

o Disagree

8) Employees are given appraisal in order to motivate them to attend the

training. Do u agree with this statement?

o Strongly agree

o Agree

o Somewhat agree

o Disagree

41

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