SUMMER TRAINING REPORT

ON
The study of training and development at AIM Pvt Ltd
Submitted in partial fulfilment of the requirement of Bachelors of
Business
Administration (BBA)

Guru Gobind Singh Indraprastha University, Delhi

Session 2021-24

Submitted by-
Under the Guidance of:
Adarsh Raj
Dr. Reema Aggarwal
BBA-V Semester
Associate professor
Enrollment No.-
03625501721

JIMS ENGINEERING MANAGEMENT TECHNICAL CAMPUS

48/4Knowledge Park III, Greater Noida-201306 (U.P.)

 DECLARATION

I hereby declare that this Summer Training Report Titled “The study of
Training and Development at Aim Pvt Ltd” submitted by me to JIMS
Engineering Management Technical Campus, Greater Noida is a
bonfirework undertaken during the period from 14 th November 2023 to 5th
December 2023 by me and has not been submitted to any other University
or Institution forthe award of any degree diploma / certification published
any time before.

(Signature of the Student) Date: 5th December 2023

Name: Adarsh Raj

Enrolment. No.:

03625501721
 ACKNOWLEDGEMENT
I offer my sincere thanks and humble regards to JIMS Engineering
Management Technical Campus, Greater Noida for imparting us very
valuable professional training in BBA.

I pay my gratitude and sincere regards to” Dr. Reema Aggarwal “my project
Guide for giving me the cream of his knowledge. I am thankful to her as he
has been a constant source of advice, motivation and inspiration. I am also
thankful to her for giving his suggestions and encouragement throughout
the project work.

I take the opportunity to express my gratitude and thanks to our computer

Lab staff and library staff for providing me opportunity to utilize their
resources for the completion of the project. I am also thankful to my family
and friends for constantly motivating me to complete the project and
providing me an environment, which enhanced my knowledge.

Date :- 5/11/23
Name:- Adarsh Raj
Enrollment number :- 03625501721
Course :-BBA

Signature of the student

 BONAFIDE CERTIFICATE

This is to certify that as per best of my belief the project entitled “(THE
STUDY OF TRAINIG AND DEVELOPMENT AT OUTLOOK)” is the confide
research work carried out by (Adarsh Raj Enrolment
Number:03125501721) student of BBA, JIMS Engineering Management
Technical Campus, Greater Noida, in partial fulfilment of the requirements
for the Summer Training Report for the Degree of Bachelor of Business
Administration. She has worked under my guidance. I wish her a success
in all her future career endeavours.

Faculty Guide
Name:- Mrs. Reema Aggarwal
Designation :- Associate Profeesor

Signature
S.No. Topic Pageno.

1 Declaration II

2 BonafideCertificate III

3 Acknowledgement IV

4 CompanySummerInternshipCertificate VI

6 ExecutiveSummary VII

7 Chapter-1:Introduction 1

8 Chapter-2:Company Profile 15

9 Chapter-3:LiteratureReview 35

10 Chapter-4:ResearchMethodology 40

11 Chapter-5:DataAnalysisandPresentation/Studyoftopic 43

12 Chapter-6:Finding 57

13 Chapter-7:Conclusion 59

14 Appendices 62

15 References/Bibliography 65
SUMMER INTERNSHIP CERTIFICATE
Executive Summary

Training is a process through which a person enhances and develops his

efficiency, capacity and effectiveness at work by improving and updating his
knowledge and understanding the skills relevant to perform his or her job.

Training also helps a person cultivate appropriate and desired behaviour and
attitude towards the work and people. Unless training is provided, the jobs and
lives of employees in Organizations are at stake. It gives people an awareness of
the Rules & Procedures to guide their behaviour. It is an application of
knowledge to improve the performance on the Current job or to prepare one for
an intended job

The first step in my study is to find out the effectiveness of training and
development in achieving the goals of the company, to study the different
methods of training followed at AIM PVT.

The second step was data collection through various sources I used both primary
and Secondary data for the study as both are quiet essential in any type of
survey his study gives a detailed idea about the employee’s attitude towards the
training program and how the employees apply the knowledge, skills and
attitude in job performance.

Therefore through the analysis the study could be interpreted that the training
and development programs are quiet effective but still needs to be improved on
some of the aspects mentioned above.
 CHAPTER – 1
INTRODUCTION
 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

According to Likert, ’’Every aspect of firm’s activities is determined by the

competence, motivation and general effectiveness of its human organization.
Of all the tasks of management, managing the human component are the
central and most important task because all depends upon how well it is
done.’This quotation sums up the importance of human component in an
organization and need for managing it effectively.

Human Resources are the most important assets of an organization. Its

objective is the maintenance of better human relations in the Organization by
the development, application and evaluation of policies, procedures and
programmes relating to human resources to optimize their contribution
towards the realisation of organizational objectives. It is concerned with
getting better results with the collaboration of people.

Human Resource Management has been defined by various eminent authors.

Some of them are mentioned below:-

‘’The policies and practices needed to carry out the people or human resources
aspects of a management position including recruiting, screening, training,
rewarding and appraising.

’’ Dictionary of Human Resource Management and Personnel Management.

‘’Human Resource Management is that part of the management’s

processwhich is primarily concerned with the human constituents of an
organization.’’
 INTRODUCTION OF THE TOPIC
One of the most talked subjects in corporate circles, in recent times is how to
optimize the contributions of human resources in achieving organizational
goals. An efficient and satisfied workforce is the most significant factor in
organizational effectiveness and marginal excellence. But experiences in
business and service organizations however indicate that management,
comparatively speaking, bestow more time and attention to policies and
systems relating to production, technology, investment, inventory, marketing,
etc., than to human resources.

Compulsion of modern business environment is however promoting corporate

managements to systematically review their current attitudes, beliefs and
policies towards human resources for they contribute most significantly to the
survival and growth of organization. Enlightened and progressive
managements have therefore come to believe that people are not problems
but opportunities. Training and Development activities are important part of
exploring these opportunities.

Training and Development activities are designed to impart specific skills,

abilities and knowledge to employees. Training is a planned effort by an
organization to facilitate employee’s learning of job related knowledge and
skills for the purpose of improving performance. Development refers to
learning opportunities designed to help employees grow and evolve a vision
for future.
TRAINING AND DEVELOPMENT
 DISTINCTION BETWEEN TRAINING AND DEVELOPMENT
TRAINING
1. Training means learning skills and
knowledge for doing a specific job.
2. It is concerned with maintaining
and improving current job
performance.
3. It is job-cantered in nature.
4. Role of trainer is very important.
DEVELOPMENT
1. Development means growth
of employees in all respects.
2. It seeks to develop competence
and skills for future performance.
Thus, it has a long-term perspective.
3. It is career-centred in nature.
4. The executives has to be
motivated internally for self-
development.

TRAINING AND DEVELOPMENT MEANING OF TRAINING AND DEVELOPMENT:-

In simple terms, training and development refer to imparting specific skills,

abilities and knowledge to an employee. A formal definition of training and
development is:-

“It is any attempt to improve current or future employee performance by

increasing an employee’s ability to perform through learning, usually by changing
the employee’s attitude or increasing his skills and knowledge.”

The need of training and development is determined by employee’s performance

deficiency, compute as follows:-

Training and development need = Standard performance – Actualperformance.

Training is an organised activity for increasing the knowledge and skills of
people for a definite purpose. It involves systematic procedure for transferring
technical knowhow to employees so as to increase their knowledge and skills
for doing specific jobs with proficiency

According to Edwin B. Flippo, “Training is the act of increasing the knowledge

and skills of an employee for doing a particular job.” Training involves the
development of skills that are usually necessary to perform a specific job. Its
purpose is to achieve a change in the behaviour of those trained and to enable
them to do their jobs better. It makes newly appointed workers fully
productive in the minimum of time. It is equally important for the old
employees due to frequent changes in technology.

PROCESS OF TRAINING AND DEVELOPMENT

Process of training and development is a well-planned process. The following
graph represents this in a graphical manner:-

TRAINING AND DEVELOPMENT PROCESS

ORGANISATIONALOBJECTIVESANDSTRATEGIES

ASSESSMENTOFTRAININGNEEDS

ANDDEVELOPMENT
PROGRAMME

TRAININGANDDEVELOPMENT
GOALS
 TRAININGANDDEVELOPMENT
PROGRAMME

EVALUATIONOFRESULTS

Needs of training and development

Training is important not only from the point of view of organization; but also
for the employees. Training is valuable to the employees because it will give
them greater job security and opportunity for advancement. The need of
training arises in an enterprise due to following reasons:-.

CHANGING TECHNOLOGY:-Technology is changing at a fast pace. The workers

must learn new techniques to make use of advanced technology. Thus, training
should be treated as a continuous process to update the employees in new
methods and procedures

QUALITY CONSCIOUS CUSTOMERS:-Customers have become quality conscious

and their requirements keep on changing. To satisfy the customers, quality of
products must be continuously improved through training of workers.

GREATER PRODUCTIVITY:-It is essential to increase productivity and Reduce

cost of production for meeting competition in the market. Effective training
can help increase productivity of workers.

STABLE WORKPLACE:-Training creates a feeling of confidence in the minds of

the workers. It gives them a security at the work-place. As a result, labour
turnover and absenteeism rates are reduced.
 TRAINING AND DEVELOPMENT OBJECTIVES
• Training objectives are formed keeping in view company’s goals

and Objectives.

• To prepare the employee [both new and old] to meet the present as well

as Changing requirements of job and organization.

• To impart to the new entrants the basic knowledge and skill needed for

the Performance of a definite job.

• To assist employees to function more effectively in their present positions by

Exposing them to latest concepts, information and techniques and developing

the skill sets that may need further.

• To develop the potentialities of people for the next level of job.

• To ensure smooth and efficient working of department.

• To bridge the gap between “existing performance ability” and

“desired Performance”.

• To improve organizational climate since an endless chain of positive

reactions can result from a well-planned training programme.
 IMPORTANCE OF TRAINING AND DEVELOPMENT

Training plays an important role in human resource department. It is necessary,

useful and productive for all categories of workers and supervisory staff.

The importance of training and development in an enterprise are:-

• OPTIMUM UTILIZATION OF RESOURCES:-Training and development

helps in optimizing the utilization of human resources that further helps the

employees to achieve the organizational as well as their individual goals.

• 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 productivity

of the employees that helps organization to achieve its long-term goals.

• TEAM SPIRIT:-Training and development helps in inculcating the sense of

Team-work, team spirit, and inter-team collaborations.

• QUALITY:-Training and development helps in improving upon quality of

work and work-life.

 TYPES OF TRAINING

On the basis of purpose, several types of training programmes are offered to

employees. The important types of training programmes are as follows:
INDUCTION TRAINING:-Induction is concerned with introducing a new
employee to the organization and its procedures, rules and regulations. Whena
new employee reports for work, he must be helped to get acquainted with the
work environment and fellow employees. It is better to give him a friendly
welcome when he joins the organization, get him introduced to the
organization and help him to get a general idea about rules and regulations,
working conditions, etc. of the organization.

JOB TRAINING:-Job training relates to specific job which a worker has to

handle. It gives information about machines, process of production,
instructions to be followed, methods to be used and so on. It develops skills
and confidence among the workers and enables them to perform the
jobefficiently. It is the most common of formal implant training programmes. It
helps in creating interest of the employees in their jobs.

APPRENTICESHIP TRAINING:-Apprenticeship training programmes tend more

towards education than merely on vocational training. Under this, both skills
and to young people. The usual apprenticeship programmes combine on the
job training and experience with class room instructions in particular subjects.
This training is desirable in an industry which requires a constant flow of new
employees expected to become all round craftsmen. It is very much prevalent
in printing trades, building and construction and crafts like mechanics,
electricians, welders, etc.

INTERNSHIP TRAINING:-Under this method, the educational and vocational

institute enters into arrangement with an industrial enterprise for providing
practical knowledge to its students. This training is usually meant for such
vocations where advanced theoretical knowledge is to be backed up by
practical experience on the job. For instance, engineering students are sent to
big industrial enterprises for gaining practical work experience and medical
students are sent to hospitals to get practical knowledge. The period of such
training varies from six months to two years

REFRESHER TRAINING:-As the name implies, the refresher training is meant for
the old employees of the enterprise. The basic purpose of this training is to
acquaint the existing work-force with the latest methods of performing their
jobs and improve their efficiency further. In the words of Dale Yoder,
“Retraining programmes are designed to avoid personnel obsolescence.” The
skills with the existing employees become obsolete because of technological
changes and of the human tendency to forget.

TRAINING FOR PROMOTION:-

The talented employees may be given adequate training to make them eligible
for promotion to higher jobs in the organization. Promotion means a significant
change in the Responsibilities and duties. Therefore, it is essential that
employees are provided sufficient training to learn new skills to perform their
jobs more efficiently. The purpose of training for promotion is to develop the
existing employees to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to the employees

METHODS OF TRAINING
The various methods of training may be classified into the following categories:
On-the-job training
Vestibule training
Off-the-job training
ON-THE-JOB TRAINING:-On-the-job training is considered to be the most
effective method of training the operative personnel. Under this method, the
worker is given training at the work place by his immediate supervisor. In other
words, the worker learns in the actual work environment. It is based on the
principle of “learning by doing”

There are four methods of on-the-job training described below:-

COACHING:-Under this method, the supervisor imparts job knowledge andskills

to his subordinate. The emphasis in coaching the subordinate is on learning by
doing. This method is very effective if the superior has sufficient time to
provide coaching to his subordinates.

UNDERSTUDY:-The superior gives training to a subordinate as his assistant. The

subordinate learns through experience and observation. It prepares the
subordinate to assume the responsibilities of the superior’s job in case the
superior leaves the organization. The purpose of understudy is to prepare
someone to fill the vacancy caused by death, retirement, transfer, or
promotion of the superior.

POSITION ROTATION: The purpose of position rotation is to broaden the

background of the trainee in various positions. The trainee is periodically
rotated from job to job instead of sticking to one job so that he acquires a
general background of different jobs. However, rotation of an employee from
one job to another should not be done frequently. He should be allowed to
stay on a job for sufficient period so that he may acquire the full knowledge of
the job
JOB ROTATION:-Job rotation is used by many firms to develop all-round
workers. The employees learn new skills and gain experience in handling
different kinds of jobs. They also come to know interrelationship between
different jobs. It is also used to place workers on the right jobs and prepare
them to handle other jobs in case of need.

VESTIBULE TRAINING
The term ‘vestibule training’ is used to designate training in a class-room for
semiskilled workers. It is more suitable where a large number of employees
must be trained at the same time for the same kind of work. Where this
method is used, there should be well qualified instructors in charge of training
programmes. Here the emphasis tends to be on learning rather than
production. It is frequently used to train clerks, machine operators, typists, etc.

Vestibule training is adapted to the general type of training problem that is

faced by on-the-job training. An attempt is made to duplicate, as nearly as
possible, the materials, equipment’s and conditions found in real work place.
The human resources department makes arrangements for vestibule training
when the training work exceeds the capacity of the line supervisors. Thus, in
vestibule training, the workers are trained on specific jobs as they would be
expected to perform at their work place.

Vestibule training has certain demerits also. The artificial training atmosphere
may create adjustment problem for the trainees when they are sent to their
actual work place. It is relatively expensive as there is duplication of materials,
equipment’s and conditions found in the real work place.
 AIM INDIA PVT
OFF-THE-JOB TRAINING:-
It requires the workers to undergo training for a specific period away from the work place.
Off- the-job methods are concerned with both knowledge and skills in doing certain jobs. The
workers are free of tension of work when they are learning. There are several off-the-job
methods of training as described below:-
SPECIAL LECTURE CUM DISCUSSION:-Training through special lectures is also known as “class-
room training”. It is more associated with imparting knowledge than skills. The special
lectures may be delivered by some executives of the organization or specialists from
vocational and professional institutes. Many firms also follow the practice of inviting experts
for special lectures for the staff on matters like health, safety, productivity, quality, etc.

CONFERENCE TRAINING:-A conference is a group meeting conducted According to an

organised plan in which the members seek to develop Knowledge and understanding by oral
participation. It is an effective training device for persons in the positions of both conference
member and conferenceleader. As a member, a person can learn from others by comparing
his opinions with those of others. He learns to respect the viewpoints of othersand also
realizes that there is more than one workable approach to any problem.
CASE STUDY:-The case method is a means of stimulating experience in the classroom. Under
this method, the trainee is given a problem or case which is more or less related to the
concepts and principles already taught. They analyse the problem and suggest solutions
which are discussed in the class. The instructor helps them reach a common solution to the
problem. This method gives the trainee an opportunity to apply his knowledge to the
solution of realistic problems
 CHAPTER -2

COMPANY PROFILE .
AIM INDIA PVT LTD .
My experience with AIM India Pvt Ltd has been an eye opening one in terms of teaching me
the various complexities the insurance company undergoes in creating a perfect financial
product, pitching it to potential consumer and yet unable to match the consumers’ abstract
needs.
AIM India Pvt Ltd is a third-party agent company which provides the insurance plan of
“INDIAFIRST LIFE CO.” to the potential consumers. The whole work methodology of the
organization rotates on the shifts and all year hiring of the interns. The main work of the firm
is “Wealth Management” i.e., “Helping the individual reach the state of financial
independence”. To do this they provide the assistance of insurances to the clients.

In brief, AIM India Pvt Ltd provides exemplary insurance service extension to the consumers.
Aim India deals in life insurance.
At initial period of our internship, we were taught various aspects to be aware of while a
consumer invests, these are:
Lock in Period
Value for
money Goodwill
Protection of Loved
one Privacy statement
USPs
Market Stability
Rights of Policy
Holder
Types of Death
covered NRI
Applicability
Services Portfolio of AIM India

Internship

We provide domestic & international level internship. We have a team of experienced

educational and training professionals who can provide services/solutions for clients.
Exposure to interns in mixed specialization i.e. HR and Marketing which will result in the
implication of their theoretical knowledge into corporate world.

Wealth Advisory

We are having experts who are helping individuals in managing their wealth. These
 experts are also providing consultancy services regarding financial and investment
sector to individuals so that they can secure the financial future for themselves and
their family.

AIM (Accrual Intelligence Manuals) INDIA PVT. LTD. is leading wealth advisor in India and
Abroad. Comprehensive wealth management is a high level professional services hat
combines financial and investment advice in taxation service, wealth management and
etirement planning, along with this AIM INDIA delivers one stop solution/services to achieve
financial independence. Wealth Management services of AIM INDIA is much more than an
investment advice. The coordinate all the services needed to manage client’s money and plan
for their personal and family’s current and future needs.We maintain and increase their
wealth based on individual’s financial situation’s goals and comfort level of risk.
AIM INDIA PVT. LTD. has a knowledge driven approach and offers a superior customer
experience for its retail, corporate and emerging corporate clients. Understanding customer
needs intimately, providing a complete product range for clients and total commitment to
service delivery is their hallmark.
AIM INDIA PVT. LTD. is aims to make personal finance decisions easy, convinient and
transparent for its customers. AIM INDIA compares product offerings on the basis of key
criteria such as processing fees, interest rates, tenures and other features that matters the
most to the customers. Apart from providing unbiased comparison insights, the company
also provides customers with best-in-class assistance so that customers can get the best
possible deal with minimum hassles.

MISSION & VISION

• To become an organisation that is knowledge centric and offer expert advice to our
clients. The aim of the organisation is to protect customer’s wealth or the hard earned
money. It further aims to achieve the following:
• To provide 360 degree financial solution to its customer and partners.
• To provide additional income to its partners.
• To provide financial assistance and independence to their customers and partners.

USP OF AIM INDIA

• A wide range of Products:
AIM INDIA offers a complete spectrum of financial products, ranging from retail lending
products to investment products. AIM INDIA partners with over 50+ banks and other
financial institutions, catering to all segments with varied demographics.

• Unbiased & Customized Advise:

The company offers customized solution to all lending and investment needs of a customer.
The comparison engine is an intuitive platform that provides unbiased choices to their
customers, based on profile and needs. After processing the latest financial number from
virtually all banks and fiscal organisations, this engine helps sers arrive at a smarter decision
instantly.

• A Seamless Journey:
It also helps customers to make the right choice and assist them throughout the transaction
process with the bank. A seamless product journey and assistance over the phone from the
sales force, makes the entire buying process at AIM INDIA simple and speedy.

• Paperless and Presence less Process:

AIM INDIA is focused on using technology to build presence-less and paperless solution in
the financial services aggregation space. Riding on the Indian Government’s India Stack
Initiative that aims to digitize customer identification and verification, AIM INDIA is
developing solutions where processes are completed on its platform without the need for
customer to either visit banks or do multiple sheets of paperwork.

AIM INDIA Pvt Ltd deals with consumer on the sale of India first Life Insurance company’s
products. The various financial products that company sells are
“India First Life Company” Mahajeevan Plan

We were briefed with the history of Indiafirst Life Company which is actually JOINT

VENTURE between “Bank of Baroda”. Indiafirst life co. on its independent performance offers
Group insurance product, Individual insurances which are spanned over by 2.4 lakh service
distributors due to the presence of the bank branches of its ventured banks. Hence, it works
on the principle of “Bank assurance.”

Mahajeevan PLAN:

i. “sixteen time” index is also dependent on age. The younger the life insured is higher is the
 probability to receivethe sum closer to sixteen times.
Under the sections of Income Tax of Indian Constitution, the specific tax benefits are offered via
Income Tax Act 80C and full tax saving on the maturity amount on 10(10(D This is actually a
traditional plan i.e., non-linked insurance plan which offers both deaths as well as
maturity benefits to the insurer. It offers life protection plus saving and equally provides
revisionary bonuses to enhance the policy holder’s wealth. In an occurrence of untimely
demise of life insured, death benefits are offered. In case the time period is over, the
maturity benefits are offered.
The policy holders receive “Terminal bonuses” as well as “Revisionary bonuses”.

Various key points of this policy are as follow

ii. Rider benefit: A rider option is also provided to insured life.

The maturity benefit is equal to the guaranteed sum assured plus the bonuses.

The death benefit is the assured sum i.e., equal to sixteen times the first premium paid plus
accrued revisionary bonus and terminal bonus. But usually this)).
The Entry age is 5 years of life assured and policy term is 15 years.

The lock in period of the plan is 3year. However, the co has provided a loan feature for
utilization of cash invested in case of any work. Post two year, the proposer can take 90% OF
the sum money as loan, which would be free of interest and next year it has to be paid via
renewal.
EMI feature is available to proposer to put in the premium from second year withoutany
hassle of interest payments.
Any person with Indian passport can buy this product.

This is a traditional plan fee of market risks.

Types of death covered include suicide as well but only after lock in period is completed and
scrutiny report is submitted over by concerned officials.
The market return is 8% (4% + 2% + 2%).

There is provision to expand it to 25 years.

There is ownership transfer scheme provided.

Flexibility is provided pan India for nominee change.

In case of Divorce cases, this plan comes under “Marriage Human Act”, whereby the liability
to pay for spouse is no more.
The pitching of the product was taught on the categorization of

Child Category
Youngster Plan
Retirement
Plan

The child pitching actually consists of the age benefit whereby the proposer can continuously
keep investing even after the maturity occurs via taking out some fund and reinvestment.
For the youngsters, the pitching could involve “Good return”, “Tax benefit”, “and Life
Security”, “Ownership transfer”, “Loan feature”.

For the elderly, the plan could be rolled out to someone around 40-45 year. There is provision
of investment for 15year and at the end the maturity amount could be either blocked for 8
years which would give double money at end or the interest on whole amount if kept with
company can be provided as monthly premiums.
COMPETITORS OF INDIA FIRST LIFE INSURANCE COMPANY

● LIC India Life Insurance

● New India Assurance

● National Insurance

● Bajaj Allianz Life Insurance

● United India Insurance

● Oriental Insurance

● ICICI Prudential Life Insurance

● HDFC Life Insurance

● Max life insurance

● SBI Life Insurance

● Birla Sun Life Insurance

● Apollo Munich Insurance

 ● IFFCO Tokyo Insurance

● Bharti AXA Life Insurance

● HDFC Ergo Insurance

● Tata AIA Life Insurance

● Max Bupa Insurance

● PNB MetLife Insurance

● Kotak Mahindra Insurance

● Future Generali Insurance

● Reliance Life Insurance

● United India Insurance

● Star Health Insurance

● Cigna TTK Insurance

● Aviva India Insurance

● SWOT Analysis
It is a tool that identifies the strengths, weakness, opportunity and threats of an
organization specifically. SWOT is a basic, straightforward model that assesses what
an organization can and cannot do as well as its potential opportunities and threats.
Strengths:
Independence of access to time
and place Impartiality
Enhancing the individual and
group participation.
Exposure to Global standard of services
Opportunities:
Great perks - Had an
international visit sponsored by
company.
Time saving and cost efficient
for learners.
Education to all category of pupil.
Weakness:
Lack of space
Access to unsupportive information:
Students’ assessment and feedback is
limited
Lack of physical assets.
Threats:
Threat to Uniqueness and consistency
High implantation and maintenance
cost Growing as start-ups
Security and authorization
issues. Large no. of
competitors.
CHAPTER -3

Literature
Review
Ali et al. (2014) considered diversity among sexual orientation and age as an employee
retention technique, although managers should select new employees that fit the
organization and job attributes. Another study discussed various strategies to improve
employee retention such as Oladipo(2014) who conducted a study in the IT field to know the
retention strategies used and the retention rates in the IT (Information Technology) industry
and founded Five main retention strategies which are compensation, organization
environment, opportunities for advancement, relationship and job security.
Oladipo (2014) found that the turnover rate is high in the IT industry and this occurs because
of weak growth parameters, unhealthy relationships, work stress, and less guidance,
therefore many firms adopted retention strategies to reduce this turnover such as perfect
communications, Knowing employees expectations and needs andreword system depends on
performance, therefore, the researcher conducted an exploratory study on the impact of
training, organization environment and culture and job factors on voluntary turnover and
involuntary turnover, then the findings assured that all previous factors impact involuntary
turnover significantly, therefore, the study recommended to all managers to ensure that
retention strategies decrease.

Aruna and Anitha (2015) considered employee retention as a technique by which there are
some training and development programs provided to employees who then become experts
in their work and be committed to their job, and this adds to the advantage of the firm.
Therefore, the ultimate target for any firm is employee retention starting from recruiting
qualified persons, although employee retention is more important than recruiting as training
new employees’ costs more than retaining old ones, as the new employees would cost
training and take a long time to get perfect performance which decreases the production
(Alshurideh, 2019).

Muhammad Zahid Iqbal (2011) An empirical analysis of the relationship between

characteristics and formative evaluation of training. Analysis is about the relationship
between characteristics and formative evaluation of Training. This paper attempted to signify
the useof formative training evaluation. The authors have carried out a study at three public-
sector training institutions to empirically test the predicted
relationship between the training characteristics and formative training evaluation under the
Kirkpatrick model (reaction and learning) . This study explains the causal linkage between
components of formative training evaluation, the mediating role of reaction in the
relationships between training characteristics and learning was also investigated. The
principal finding revealed that a set of seven training characteristics explained 59% and 61%
variance in reaction and learning respectively. All training characteristics were found to have
a positive impact on reaction and learning except training contents. The study concluded with
areas of future research emphasizing on linking formative evaluation with summative one i.e.
Behaviour and results.

Georgiadis and Pitelis (2016) conducted a study to explore the relationship between
employee training and profitability through random training of small and medium firms’
employees in the UK, then the results showed that there is a positive relationship between
employee training and their productivity. Hygiene factors that describe the relationship
between the worker and work environment to managers and colleagues, salary, work
conditions, and the company's policy

(Alshmemri et al., 2017). According to Alshmemri et al. (2017), work growth and opportunity
for advancement depend on the actual opportunities gained by employees to experience
personal growth and promotion through learning new skills, professional knowledge, and
getting training programs.

Hur (2018) conducted a study to test the applicability of Herzberg’s two factors theory on
public sector managers. The study confirms that theory can be applied to public managers
and helps in motivating them. So, the theory can be conducted in any organization and the
two factors should be implemented with each other as they affect each other.
: Duah and Danso (2017) conducted a study on the impact of training and development of
retention in the capital bank in Ghana, where data was collected through questionnaires
from one hundred people as a sample. He found that most employees stated that training
influences their retention, and this training applies to their work, but they also
complained about poor communication, poor compensation, lack of career path, and
appraisal system.

Jaseel (2019) in his investigation stated that training of employees affects their wages and
makes them happy with their current job which enhances employee retention and therefore
enhances the performance of the firm and profitability then the employee will be part of the
company's competitive advantage.

Akther and Tariq (2020) considered that the ability to keep employeesis influenced by many
factors; the most influential are seven factors which are performance appraisal and future
growth, leadership support with the work environment, training and development,
recruitment policy, employee benefits, management support to employees, and job security.
Besides, training provided by the organization benefits employee knowledge and skills as a
retention tool, and this diminishes the gap between standard and desired performance which
increases the rate of employee retention.

Aleem and Bowra (2020) in their study in Pakistan especially in the bank sector including
public, private, foreign, and Islamic banks found that training and development impact
employee retention and commitment significantly. Aleem and Bowra (2020) illustrated that
there is an important role of training in employee career growth, skills enhancement, and
capacity building to enhance the quality of services provided to clients to achieve firm goals.

Koteswari et al. (2020) conduct a study using a structured questionnaire to collect data from
a random sample of various employees working in start-ups from India. The sample size was
270 respondents. The study found job satisfaction influences employee retention, besides
that, the study stated that training affected job satisfaction; job satisfaction is a mediating
factor in the relation betweentraining and job retention (Koteswari et al., 2020). Training
does not have a direct impact on employee retention but training and other factors such as a
healthy work environment influence job satisfaction which leads to an increase in retention
rate in the organization (Koteswa
CHAPTER -4

Research
Methodology
4.1 Overview

The research on training and development starts with evaluating the

training in true effective manner, the evaluation process must be
appropriate for workers and the situation.

The training evaluation and changes in development pull out more skills
and knowledge required for the job or organisation or qualification.
Effective training and development to the workers must also consider:
individual potential (natural abilities often hidden or suppressed);
individual learning styles; and whole person development (life skills, in
other words).

Where training seeks to develop people rather than merely being focused
on a specific qualification or skill, the development must be approached on
a more flexible.

1. 2 Research Design and Collection of Data

Research Design is the plan and structure of the in ventilation to obtain

answer to research question the plan is the overall scheme, which will be
done from writing of the hypothecates to the final analysis.

Research design is often dependent on the steps which we referred as

research design. In research design the researcher decides hour his
objectives will be revised by the research. In research design we find
answer of same question that we what would be the study. Where would
the study take place, which data to be studied, what method should be
adopted and how much should be collected of tells us how the data will be
collected Research Design start from the writing of hypothesis & it ends to
writing of report.

The significance of research design is so given maximum results and

effectively researches to be carried to avoid trial error. Thus, preparation of
the research design should be done with great care as any error may affect
the whole study.

OBJECTIVE

● To study of training and development of employees with the

specialreference to Outlook.

● To study & analyse the kind of training preform by the employees.

● To study & analyse the strategies adopted by Outlook

for training anddevelopment of employees.

● To conduct a comprehensive analysis of the current

training and development programs at Outlook to identify

strengths, weaknesses, opportunities, and threats.

● To design and implement a needs assessment survey to

gather feedback from employees regarding their skill gaps,

training preferences, and professional development
aspirations.

● To Develop a customized training curriculum based on the

identified needs, incorporating innovative and engaging

learning methods to enhance employee knowledge and
skills.
● To evaluate the effectiveness of existing training modules

and propose modifications or updates to ensure alignment

with organizational goals and industry best practices.
Tools for analysis:
The tools that we used for analysis the data that have been collected
through the questionnaire and other sources as follow.

● Pie chart

● Column chart
 Chapter:-5
DATA
ANALYSIS
AND

PRENTATION
 Q1. Does training helps to increase the motivational level of employees?

TABLE 1

YES 24 80%

NO 6 20%

FIGURE 1

30

25

INTERPERTATION
20

According
15 to survey, 80% employees said yes, 20% employees said no
10

YES NO
Q2. Are you satisfied with present method of selection of candidates for training?

TABLE 2

YES 21 70
%
NO 9 30
%

FIGURE 2

25

20

15

INTERPRETATION: -
10

According to survey 70% employee said yes and 30% employee said no

YES NO
Q3. How often the training program are conducted in your organisation?

TABLE 3

EVERY MONTH 15 50%

EVERY QUARTER 3 10%

HALF YEARLY 6 20%

ONCE IN A YEAR 6 20%

FIGURE 3

16

14
INTERPRETATION:
12
According to survey 50% employees said every month, 10% employees every quarter,
20%employees10said half yearly and 20%employees said once in a year

EVERYMONTHEVERYQUARTER HALFYEARLY ONCE INAYEAR

Q4. On what basis selection of the training programme has been done?

TABLE 4

PERFORMANCE 15 50%

SENIORITY 9 30%

BOTH 6 20%

FIGURE 4

16

14
INTERPRETATION: -
12
According to survey 50% employee said performance and 30% employee said seniority
and 10
20% employee said both

PERFORMANCE SENIORITY BOTH

Q5. What is the general complain about the training session?

TABLE 5

statement No. of respondent percentage

TAKE AWAY THE 18 60%

PRECIOUS TIME
OF
EMPLOYEES
TRAINING SESSION 6 20%
ARE UNPLANNED
BORING AND NOT 6 20%
USEFUL

FIGURE 5

INTERPRETATION: -

According to survey 60% employee said TAKE AWAY THE PRECIOUS TIME OF
EMPLOYEES and 20% employee said TRAINING SESSION ARE UNPLANNED and 20%
employee said BORING AND NOT USEFUL

TAKEAWAYTHEPRECIOUSTIMEOFEMPLOYEESTRAININGSESSIONAREUNPLANNEDBORINGANDNOTUSEFUL
Q6. Development program is future oriented?

statement No. of respondent percentage

STRONGLY AGREE 12 40%

AGREE 9 30%

NEUTRAL 3 10%

DISAGREE 3 10%

STRONGLY 3 10%
DISAGREE

14

12

10

STRONGLYAGREE AGREE NEUTRAL DISAGREE STRONGLYDISAGREE

FIGURE 6

INTERPRETATION: -

According to survey 40% employee said strongly agree and 30% employee said agree and
10% employee said neutral and 10% said disagree and 10% said strongly disagree
Q7. Does training and development activities will help the organization to maintain employee

Statement No. of percenta

respondent ge
STRONGLY AGREE 12 40%

AGREE 6 20%

NEUTRAL 6 20%

DISAGREE 3 10%

STRONGLY 3 10%
DISAGREE
relation rate?

TABLE 7

FIGURE 7

INTERPRETATION: - According to survey 40% employee said strongly agree and 20%
employee said agree and 20% employee said neutral and 10% said disagree and 10% employee
said strongly disagree

STRONGLYAGREEAGREENEUTRALDISAGREESTRONGLYDISAGREE
Q8. What do you understand by training?

Statement No. of respondent percentage

learning 15 50%

Enhancement 9 30%

sharing information 6 20%

TABLE 8

16

14 FIGURE 8

12

10

INTERPRETATION: -
6
According to survey 50% employee said learning and 30% employee said enhancement and
20% employee said sharing information.

learning Enhancement sharinginformation

Q9. Training is enhancing productivity and performance?

YES 15 50%

NO 9 30%

MAY BE 6 20%

TABLE 9

FIGURE 9

INTERPRETATION: -

According to survey 50% employee said yes and 30% employee said no and 20%
employee said may be.

YESNOMAYBE
 Q10. On the job will provide real environment for training?

Statement No. of respondent percentage

STRONGLY AGREE 15 50%

AGREE 6 20%

NEUTRAL 3 10%

DISAGREE 3 10%

STRONGLY 3 10%
DISAGREE
TABLE 10

16
FIGURE 10
14

12
INTERPRETATION:
10
According to survey 50% employee said strongly agree and 20% said agree and 10% employee
said neutral and 10% said disagree and 10% said strongly disagre

STRONGLYAGREE AGREE NEUTRAL DISAGREE STRONGLYDISAGREE

Q11.Do you think that training program are designed on the basis of specific
training needs?

INTERPRETATION: -

According to survey 60% employee said yes and 20% said no and 20% employee said may b

20

18

16

14

12

10

YES NO MAYBE

Stateme No. of percenta

nt respondent ge
YES 18 60%

NO 6 20%

MAY 6 20%
BE
 CHAPTER 6

FINDING AND
OBSERVATIO
N
 As most of the employee are agree that training is enhancing productivity and
efficiency because Job training promotes a culture of lifelong learning and high-
performance while boost employee productivity. It alsohelps employees know what
is expected of them and what would define their success

 On the job training is a form of training provided at the workplace. During the training,
employees are familiarized with the working environment they will become part of.
Employees also get a hands-on experience using machinery, equipment, tools,
materials, etc.

 65% employees are able to solve doubts regarding the topic through training and they
are able to identify the problem, analysis possible solutions and deciding on the best
course of action.

 Most of theemployees are strongly agree with the statement 36%

 ,agree 34% on the other hand vary few employees are disagree 30%, that shows
development program is consider as future oriented in the organisation.Yes any kind of
jobs, even skilled labours or technician need to gothrough proper training before their
start. Training is the process of enhancing the skills, capabilities and knowledge of
employees for doinga particular job in any organization.

 By helping to establish employee investment, reciprocity, identification, and by limiting

alternative employment options, an effective training program can lead to greater
commitment and less employee turnover.

 Yes there is a helpline email id for customer problem solution that provides relevant
information within 24hours and solves doubts of their customers.
Chapter:- 7

Conclusion
The project has helped me in studying about the company name outlookgroup. I
get to know various things about the company such as about its products and
services that are offered by them. Also various types of magazines provided by
them.

The training evaluation and changes in development pull out more skills and
knowledge required for the job or organisation or qualification. Effective training
and development to the workers must also consider: individual potential (natural
abilities often hidden or suppressed); individual learning styles; and whole person
development (life skills, in other words).

The study then goes on to evaluate and analyse the findings so as to present a
clear picture of trends in the magazine sector. The study then goes on to evaluate
and analyse the findings so as to present a clear picture of trends in the magazine
sector.

I am sure that the company will also find my findings relevant and I sincerely
hope it uses my suggestions and recommendation enlisted, which I hope will take
them miles ahead of competition.
 RECOMMENDATION

 Some advanced training is required in technology department.

 The company should adopt some other ways for nominating thetrainees
like
 Training need identification survey, self-nomination, personalanalysis,

 Organisational analysis, etc.

 Training should be a continuous process i.e., it should be impartedat regular

 Intervals

 The duration of training program should be less and details shouldbe

precise
 and accurate.

 HR department should conduct seminars on some vital topics sothat

 employees are always motivated and encouraged to work

APPENDICES
QUESTIONNIRE

Training and Development at Outlook

1. What do you understand by training?
a) Learning.
b) Enhancement.
c) Sharing information.
d) None of these.

2. Training is enhancing productivity and performance?

a) Completely agree
b) Disagree
c) Partially agree
d) Unsure

3. Do you fell training program is compulsory for the employees?

a) Yes
b) No
c) Can’t say

4. Which method is effective for training of employees?

a) On the job
b) Off the job
c) Both

5. Training will help to solve doubts regarding the topic?

a) Yes
b) No

(1) Please choose the appropriate number against each statement,

according to scale given below. Strongly agree (5)
(2) Agree (4)
(3) Neutral(3)
(4) Disagree(2)
(5) Strongly disagree(1)
6. On the job will provide real
environment for training?a) 1 b)
2
c) 3
d) 4
e) 5

7. Development program is
future oriented?a) 1
b) 2
c) 3
d) 4
e) 5
 Bibliography
BOOKS

o Personnel and Human Resource

Management by P. SubbaRao.
o Personnel Management by C. B. Mamoria.
o Human Resource and Personnel
Management by K.Aswathappa.
o Human Resource Management by Anjali Ghanekar.
o Human Resource Management by T. N. Chhabra.

INTERNET:

● https://www.google.com/

● www.wikipedia.org