Professional Documents
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S. No. Contents Page No
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1. Introduction 1
2. Company profile 2
4. Research Methodology 5
6. Findings 19
7. Suggestions/Recommendations 21
8. Conclusion 22
9. Bibliography 23
10. Appendix 24
INTRODUCTION
INTRODUCTION
What is “Training”?
Training is needed not only for technicians who work in the shop floor but also for
supervisors, managers and executives. After training, candidates will be placed on the
Development is, less skill oriented and stresses on knowledge. Knowledge about
Any training & development programme must contain inputs, which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to look in to the
distant future. Training is an investment in HR with a promise of better returns in future.
COMPANY PROFILE
COMPANY PROFILE
Axis Bank
BSE: 532215
NSE: AXISBANK
Website www.axisbank.com
Axis Bank Limited is the third largest private sector bank in India. Axis Bank's stake
holders include prominent national and international entities. As of 31 Dec. 2013,
Promoters (UTI, LIC and GIC), who collectively held approx. 34% of the shares, are
all entities owned and controlled by the Government of India. The remaining 23%
shares are owned by corporate bodies, financial institutions and individual investors
among others. The bank offers financial services to customer agent covering Large
and Mid-Sized Corporates, MSME, Agriculture and Retail Businesses. Axis Bank
OBJECTIVE OF THE STUDY
To study the impact of training and development on employee’s productivity in the
Axis Bank.
RESEARCH METHODOLOGY
Research is a common parlance which refers to search for knowledge. It is a
general and overall questions of a study and scientific technique, which provide
precise tools, specific procedures, and technical rather philosophical means for getting
and ordering the data prior to their logical analysis and manipulating different type of
research designs are available depending upon the nature of research project,
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. In fact, the research design is the conceptual structure within which
DESCRIPTIVE RESEARCH:
The research undertaken was a descriptive research as it was concerned with specific
Sample Size- 20
The two main sources of data for the present study have been primary data and
secondary data.
1. Primary Data:
The primary data for this research study was collected through a direct survey with
the viewers guided by a structured questionnaire. The questions were structured and
2. Secondary Data:
having been collected for specific purpose in the study. The secondary data for this
study collected from various books, company websites, and from company
brochures.
prompts for the purpose of gathering information from respondents. Although they are
often designed for statistical analysis of the responses, this is not always the case.
DATA ANALYSIS & INTERPRETATION
DATA ANALYSIS & INTERPRETATION
PARTICULARS % OF RESPONDENTS
YES 70%
NO 30%
TOTAL 100%
% of respondents
0.6; 30%
YES
NO
1; 50%
TOTAL
0.4; 20%
Interpretation: -70% respondents say yes, they get the training and 30% said no.
2) Is the prior performance on employees considered for identifying
training need?
PARTICULARS % OF RESPONDENTS
YES 85%
NO 15%
TOTAL 100%
% of respondents
YES
30% YES
TOTAL NO
50% TOTAL
NO
20%
PARTICULARS % OF RESPONDENTS
YES 60%
NO 40%
TOTAL 100%
% of respondents
30% YES
NO
50%
TOTAL
20%
PARTICULARS % of respondents
YES 75%
NEUTRAL 10%
NO 15%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
Interpretation: - 75% 0f respondents said yes 10% neutral and 15% said no.
5) Is it necessary to train each employee?
PARTICULARS % of respondents
YES 50%
NEUTRAL 0%
NO 50%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
PARTICULARS % of respondents
YES 70%
NEUTRAL 20%
NO 10%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
Interpretation: - 70% of respondents said yes, 20% neutral and 10% said no.
7) Are you satisfied with the duration of training period?
PARTICULARS % of respondents
YES 65%
NEUTRAL 0%
NO 25%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
PARTICULARS % of respondents
YES 80%
NEUTRAL 5%
NO 15%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
Interpretation: - 80% of respondents said yes, 5% neutral and 15% said no.
9) Are you able to do more work in less time?
PARTICULARS % of respondents
YES 40%
NEUTRAL 10%
NO 50%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
Interpretation: -40% of respondents said yes, 10% neutral and 50% said no.
10) Does the training programme help in fulfilling the objectives of the
organisation?
PARTICULARS % of respondents
YES 60%
NEUTRAL 0%
NO 40%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
PARTICULARS % of respondents
YES 55%
NEUTRAL 0%
NO 45%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
PARTICULARS % of respondents
YES 90%
NEUTRAL 0%
NO 10%
TOTAL 100%
% of respondents
30% YES
NEUTRAL
50% NO
TOTAL
20%
Mostly all the employees of corporate HR are well aware of the role and
interpersonal skill.
Corporate HR, of Axis Bank, time to time training is provided to all the
Axis Bank
Post training evaluation focus on result rather than on the effort expended in
conducting the training and it worth the time, money and effort.
Most of the participants are benefitted by giving feedback after attended the
me of employee's education
encouraged and each supervisor has to give a report on the employees under
the essentially like certificates for the training done to be given so that an
· The Management must ensure that the training outputs should be implemented.
· It may be suggested that the training program be conducted away from their area
of work.
· The training program should be more be more practical rather than giving
lectures.
· The training program must have problem solving techniques as part of them of
program.
· The company must help the employees to overcome their weakness at the time of
training program.
and kill relevant for performing excellently within a specific functional department.
This competence ensures that technical knowledge is both present and used within a
firm for the welfare of its stake-holders. To develop this competence regular Training
increase in technology initiatives, companies need to spend more time and money on
success and organizations are investing more in their employees training and
provides a feedback and helps the sponsors and the resource persons for improvement
at the level of individual performance and in the strategy formulation for training and
development. Post training evaluation can be used to identify the effectiveness and
the need of retraining and to provide the points to improve the training.
BIBLIOGRAPHY
BIBLIOGRAPHY
Book
· Bhatti, M. and Kaur, S. (2009). “The Role of Individual and Training Design
(7), 656-672.
Websites
Ø https://en.wikipedia.org/wiki/Training_and_development
Ø http://www.hrwale.com/training-development/
QUESTIONNAIRE
QUESTIONNAIRE
I) Name……………………………………. ____________________________
ii) Designation………………………………. __
iii) Age ________________________________
iv) Contact No. ……………………. ________
Yes
No
Yes
NO
Yes
NO
Yes
No
Yes
Neutral
No
Yes
Neutral
No
7) Are you satisfied with the duration of training period?
Yes
Neutral
No
Yes
Neutral
No
Yes
Neutral
No
10) Does the training programme help in fulfilling the objectives of the
organization?
Yes
Neutral
No
11). After completion of training where you asked to fill a feedback from?
Yes
Neutral
No
Yes
Neutral
No