FIELD STUDY REPORT

On

“A Study on effectiveness of Training and

Development at Axis Bank Luckow”

Towards partial fulfillment of

Bachelor of Business Administration (BBA)
School of Management, Babu Banarasi Das University, Lucknow

Submitted by
Musarrat Afreen
3rd Semester
Roll No- 1170671211
Session 2018-2019

School of Management

Babu Banarasi Das University

Lucknow

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 Declaration

I hereby declare that the field work entitled of “A Study on effectiveness of

Training and Development at Axis Bank Luckow” submitted to the BABU

BANARASI DAS UNIVERSITY, Lucknow is a record of an original work done by

me under the guidance of Ms. Shiva Singh (College Guide) and this field study report

is submitted in the partial fulfillment of Bachelor in Business Administration.

MUSARRAT AFREEN

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 ACKNOWLEDGEMENT

No project report ever reflects the efforts of a single individual. The report owes its
existence to the constant support and guidance of a number of people. I am grateful to
all of them.

I would like to thank all the respondents for giving their valuable time and providing
useful insight into finer aspects of retailing and the latest trends.

I am also grateful to all those who have either directly or indirectly contributed
towards the completion of the project, for their support and encouragement.

Musarrat Afreen

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 PREFACE

I have put my sincere efforts to accomplish my objectives within the stipulated time.

Despite all limitations, obstructs, hurdles and hindrances, I have toiled and worked to

my optimum potential to achieve desired goals. I am presenting this hand carved

effort. I tried my level best to conduct a research to gain a thorough knowledge about

the project on topic, “A Study on effectiveness of Training and Development at

Axis Bank Luckow”. I put the best of my efforts and have also tried to be justice

with available. If anywhere something is found unacceptable or unnecessary to the

theme; you are welcomed with your valuable suggestions.

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 TABLE OF CONTENT

Sl. No. Contents Page No.

1. Introduction 1

2. Company profile 2

3. Objectives of the study 4

4. Research Methodology 5

5. Data Analysis & Interpretations 7

6. Findings 19

7. Suggestions/Recommendations 21

8. Conclusion 22

9. Bibliography 23

10. Appendix 24

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 INTRODUCTION

TRAINING AND DEVELOPMENT

Training and Development nowadays constitute an ongoing process in any

organization. Training is a tool for increasing individual performance and overall

organizational growth. The objective of the training is to enable the employees to

grow acquire knowledge of thought and action.

What is “Training”?

Training refers to importing of specific skills, abilities and knowledge to an employee

or it is any attempt to improve present or future, employee performance by increasing

an employee ability to perform, through learning, usually by changing the attitude or

increasing his/her skills and knowledge.

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

jobs to perform the tasks given to them effectively.

Development refers to those learning opportunities designed to help employees grow.

Development is, less skill oriented and stresses on knowledge. Knowledge about

business environment, management, principles and techniques, human relations,

specific industry analysis and like.

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.

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 COMPANY PROFILE

Axis Bank

BSE: 532215

Traded as LSE: AXBC

NSE: AXISBANK

Industry Banking, Financial services

Founded 1993 (as UTI Bank)

Headquarters Mumbai, Maharashtra, India

Key people Shikha Sharma (MD & CEO) SanjivMisra (Chairman)

Credit cards, consumer banking, corporate banking, finance

Products and insurance, investment banking, mortgage loans, private

banking, private equity, wealth management

Revenue 414.0925 billion (US$6.2 billion) (2016)

Net income 83.5759 billion (US$1.2 billion) (2016)

Total assets 5.25468 trillion (US$78 billion) (2016)

Total equity 4.7657 billion (US$71 million)

Number of employees 42,420 (March 2014)

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,

approximately 43% of the shares are owned by Foreign Institutional Investors.

Promoters (UTI, LIC and GIC), who collectively held approx. 34% of the shares, are

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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

has its registered office at Ahmedabad.

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 OBJECTIVE OF THE STUDY

 To study the impact of training and development on employees productivity in the

Axis Bank.

 To study the satisfaction level of employee towards training program.

 To analysis the training and development programme undertaken by Axis Bank.

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 RESEARCH METHODOLOGY

Research is a common parlance which refers to search for knowledge. It is a

procedure of logical and systematic application of the fundamentals of science to the

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 is available depending upon the nature of research project,

availability of manpower and circumstances.

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

research is conducted. This research was descriptive in nature

DESCRIPTIVE RESEARCH:

The research undertaken was a descriptive research as it was concerned with specific

predictions, with narration of facts and characteristics concerning a study on Job

satisfaction of employees working in Axis Bank.

 Research design - Descriptive research

 Sampling Unit - Employees of Axis Bank at Lucknow

 Sampling Method - Convenient sampling

 Sources of data - Primary data and secondary data

 Research instrument - Structured questionnaire

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Universe- Axis Bank

Sample Area– Axis Bank in Lucknow City

Sample Size- 20

Data source- Primary data & Secondary Data

The two main sources of data for the present study have been primary data and

secondary data.

1. Primary Data:

Primary data consists of original information collected for specific purpose.

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

direct as to make viewers understand easily.

2. Secondary Data:

Secondary data consists of information that already exists somewhere,

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.

Data Collection Tools: Questionnaire

A questionnaire is a research instrument consisting of a series of questions and other

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.

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 DATA ANALYSIS & INTERPRETATION
1. Do you get the training in the organization?

Particulars % OF RESPONDENTS

YES 70%

NO 30%

TOTAL 100%

0 0

30%

70%

YES NO

Interpretation:-70% respondents say yes they get the training and 30% said no.

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2) Is the prior performance on employees considered for identifying training need?

Particulars % of respondents

YES 85%

NO 15%

TOTAL 100%

15%

85%

YES NO

Interpretation:-85% said yes and 15% said no.

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3) Are employees comfortable in discussing training needs with supervisors?

Particulars % of respondents

YES 60%

NO 40%

TOTAL 100%

% 0f respondents

40%

60%

YES NO

Interpretation:- 60% of respondents said yes and 40% said no.

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4) After training programme does the rate of error come down?

Particulars %. of respondents
YES 75%
NEUTRAL 10%
NO 15%
TOTAL 100%

% of respondents

15%

10% YES
NEUTRAL
NO

75%

Interpretation:- 75% 0f respondents said yes 10% neutral and 15% said no.

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5) Is it necessary to train each employee?

Particulars % of respondents

YES 50%

NEUTRAL 0%

NO 50%

TOTAL 100%

% of respondents

50% 50%

YES NO

Interpretation:- 50% of respondents said yes and 50% said no.

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 6) Does the organization select all the new recruits for training program?

Particulars % of respondents
YES 70%
NEUTRAL 20%
NO 10%
TOTAL 100%

10%

20%
YES
NEUTRAL
NO

70%

Interpretation:- 70% of respondents said yes, 20% neutral and 10% said no.

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 7) Are you satisfied with the duration of training period?

Particulars %of respondents

YES 65%

NEUTRAL 0%

NO 25%

TOTAL 100%

% of respondents
0

25%

YES
NEUTRAL
0 NO

65%

Interpretation:-65% of respondents said yes and 25% said no.

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 8) After training are you able to deal with more customers?

Particulars % of respondents

YES 80%

NEUTRAL 5%

NO 15%

TOTAL 100%

% of respondents
0

15%

5%
YES
NEUTRAL
NO

80%

Interpretation: - 80% of respondents said yes, 5% neutral and 15% said no.

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 9) Are you able to do more work in less time?

Particulars % of respondents
YES 40%
NEUTRAL 10%
NO 50%
TOTAL 100%

% 0f respondents
0

40% YES
NEUTRAL
50%
NO

10%

Interpretation:-40% of respondents said yes, 10% neutral and 50% said no.

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 10) Does the training programme help in fulfilling the objectives of the
organistation?

Particulars % of respondents

YES 60%

NEUTRAL 0%

NO 40%

TOTAL 100%

% of respondents
0 0

40%

60%

YES NO

Interpretation:-60% of respondents said yes and 40% said no.

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 11) After completion of training were you asked to fill a feedback from?

Particulars % of respondents

YES 55%

NEUTRAL 0%

NO 45%

TOTAL 100%

% of respondents

45%

55%

YES NO

Interpretation:-55% of respondents said yes and 45% said no.

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 12) Is questionnaire a suitable method for evaluating the training programme?

Particulars %of respondents

YES 90%

NEUTRAL 0%

NO 10%

TOTAL 100%

% of respondents

10%

90%

YES NO

Interpretation:-90% yes and 10% of respondents said no.

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 FINDINGS

 Mostly all the employees of corporate HR are well aware of the role and

importance of the training They are self motivated to attend such training

program as it will result in their skill enhancement & improving their

interpersonal skill.

 Corporate HR, of Axis Bank, time to time training is provided to all the

employees and it is continuous process.

 Two types of training is provided to the employees by Corporate HR of both

Bank -induction training and soft skill development training.

 Questionnaire is the most popular mean of evaluating the training program in

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

training. It motivated them to do better, helped them to increase their job

performance and is an aid to future planning.

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 These should be an increase in number of training program me for workers

and employees of different departments so that apart from improving their

output they start believing the organization is making an effort to improve

their condition on the whole.

 Regular pre–employment training has to be a part of comprehensive program

me of employee's education

 More interaction between the managerial staff and employees to be

encouraged and each supervisor has to give a report on the employees under

his supervision to the top management

 The personnel department should give more consideration on the lowest

employee cadre for their social and economical development.

 The essentially like certificates for the training done to be given so that an

employee’s ego is also satisfied.

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 RECOMMENDATION

 Each employee should attend a minimum of three of maximum or five months of

training program conducted by the organization per year.

 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 their of

program.

 The company must help the employees to overcome their weakness at the time of

training program.

 The organization should provide recreation program to the employee in order to

increase their morale.

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 CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge, expertise

and kill relevant for performing excellently within a specific functional department.

This competence insures that technical knowledge is both present and used within a

firm for the welfare of its stake-holders. To develop this competence regular Training

and Development is required Therefore, Training initiatives and programs have

become a priority for Human Resources. As business markets change due to an

increase in technology initiatives, companies need to spend more time and money on

training employees. Business climate employee development is critical to corporate

success and organizations are investing more in their employees training and

development needs. Training evaluation is the important part of training process. It

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

valuation of training program, to identify the ROI (return on investment), to identify

the need of retraining and to provide the points to improve the training.

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 BIBLIOGRAPHY
Book

 Baldwin, T. and J. Ford. (1988). “Transfer of Training: A Review and

Directions for Future Research.” Personnel Psychology, 41, 63-105.

 Bandura, A. (1997). (1997). Self-efficacy: The Exercise of Control. New

York: W.H. Freeman

 Bhatti, M. and Kaur, S. (2009). “The Role of Individual and Training Design

Factors on Training Transfer.” Journal of European Industrial Training. 34

(7), 656-672.

Websites

 https://en.wikipedia.org/wiki/Training_and_development

 http://www.hrwale.com/training-development/

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 QUESTIONNAIRE

i) Name ____________________________
ii) Designation_________________________
iii) Age ________________________________
iv) Contact No. ________________________________

(1) Do you get the training in the organization?

Yes
No
1) Is the prior performance on employees considered for identifying training
needs?
Yes

NO

2) Are employees comfortable in discussing training needs with superiors?

Yes

NO

4) After training programme does the rate of errors come down?

Yes

No

5).Is it necessary to train each employee?

Yes
Neutral
No
6).Do you happily deal with the customers?
Yes

Neutral

No

7) Are you satisfied with the duration of training period?

Yes

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 Neutral
No
8)After training are you able to deal with more customers?
Yes
Neutral
No
9) Is on the job training better than off the job training?
Yes
Neutral
No
10) Does the training programme help in fulfilling the objectives of the
organization?
Yes

Neutral

No

11).After completion of training were you asked to fill a feedback from?

Yes
Neutral
No
12) Is questionnaire a suitable method for evaluating the training programme?

Yes

Neutral

No

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