SUMMER TRAINING REPORT

on
A Study on the Training and Development in the workplace.

Submitted in partial fulfilment of the requirements

for the award of the degree of

Master of Business Administration (MBA)

To
Guru Gobind Singh Indraprastha University, Delhi

Submitted by
Guide Name: Ms. Shilpa Sandhu Student Name: Garima Goyal
Associate Professor Roll No.: 04714903922

Maharaja Surajmal Institute

Department of Management
New Delhi -110058
Batch 2022-24
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 Declaration

I, Ms. Garima Goyal, Roll No.04714903922 declare that the Summer

Training Report (Paper Code MS-201) entitled “Training and Development
in the workplace of Vibgyor Advisor Pvt Ltd.” is done by me and it is an
authentic work carried out by me at Vibgyor Advisor Pvt Ltd. The matter
embodied in this Report has not been submitted earlier for the award of
any degree or diploma to the best of my knowledge and belief.

Signature of the Student: Date: 12-12-23

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3
 ACKNOWLEDGEMENT

I extend my sincere gratitude to the faculty members of Maharaja

Surajamal Institute for their unwavering support and guidance throughout
the duration of my summer training project. Their expertise,
encouragement, and valuable insights have played a pivotal role in shaping
my understanding of the subject matter.
I would like to express my deepest appreciation to Mrs. Taruna Mittal for
their exceptional mentorship and constant support during the execution of
my summer training project. Their guidance has been instrumental in
navigating challenges and refining the project to its successful completion.
I am also thankful to Ms. Shilpa Sandhu Ma’am who have provided
assistance and resources that contributed significantly to the project's
success.
Furthermore, I express my gratitude to Vibgyor Advisor Pvt. Ltd. for
providing me with the opportunity to apply theoretical knowledge in a
practical setting and gain invaluable real-world experience.
Lastly, I want to acknowledge the support of my family and friends for their
understanding, encouragement, and patience throughout this learning
journey.
To everyone who has played a role, whether directly or indirectly, in the
realization of this project, I offer my heartfelt thanks. Your support has
been indispensable.

Name- Garima Goyal

Roll no- 04714903922

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 TABLE OF CONTENTS

S.NO Particulars/Topic Page No.

1 Declaration 2

2 Certificate(S) 3

3 Acknowledgement 4

4 Executive Summary 8 TO 9

5 Chapter-I
Profile of The Firm/Company
1.1Introduction 10
1.2 Industry Type And Services 11 TO 14
1.3 Company’s vision and mission 15
1.4 Organization Structure of the company 15
1.5 Market size of the company 16
1.6 Source of the data collection 17

6 Chapter-II
Literature Review and SWOT Analysis
2.1 Literature Review 18 TO 28
2.2 SWOT Analysis 29 TO 35

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7 Chapter-III
Data Presentation and Analysis
3.1 Data Collection 36 TO 37
3.1.1 Research methodology
3.2 Data Presentation and Interpretation 37 TO 43

8 CHAPTER-IV
Summary and conclusion
Findings 44 TO 46
Lesson learnt
Suggestion

9 References/ Bibliography 47

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 LIST OF TABLES

Table No Particulars Page.no

Table 1 Age Percentage of respondent 37

Pre and post training result on the job 38

Table 2 satisfaction and job performance.

Table 3 Changes in Job Performance Scores by Training 40

Program Type

Table 4 Themes Emerging from Focus Group Discussions 41

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 EXCECUTIVE SUMMARY

During my internship I gained practical knowledge on how the human

resource division of an organization operates and coordinates its activities
to ensure smooth functioning of the organization at all levels by ensuring
right numbers of people are available at the right time to do the right job.
Not only that I have also gained insight into the working culture of the
organization and observed how Vibgyor handles its employees with value
and empowerment to ensure they are motivated to give their best to the
organization.
The report starts with an organization profile of Vibgyor Advisor giving its
background, mission, vision, its products and services, the hierarchy and
organogram of the organization.
The next section is the comprises the project, Human Resource
Management in Vibgyor Advisor. The project encompasses introduction to
the topic training and development in the workplace.
Each chapter contains detailed discussion of the HR role in employee’s
training and development followed by Organization Practice at Vibgyor
Advisor which basically conveys how things are done in the HR
Department.
The next part of the project carries out SWOT Analysis that touches upon
strengths, weakness, opportunities and threats to the organization
followed by findings and recommendation on critical factors regarding
Human Resource Management of Vibgyor Advisor

Scope of the Report

This report has been prepared through extensive discussion with company
employees. Prospectus provided by the asset management company also
helped in preparing the report. At the time of preparing the report, I had a
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great opportunity to have an indepth knowledge of all the investment
activities practiced by the Vibgyor Advisory.

Objective of the Report

There have been some objectives set forward in doing this report so that it
can be determined what tasks have to be done. The objectives of the report
are:

• To familiarize with the Vibgyor Advisor, its operation and

activities, management style and endeavours to realize the gap
between the theoretical knowledge with the real business world

• Analyse the employee training and development program effect

on their job performance and job satisfaction.

• Analyse the effectiveness of training and learning opportunities

in employees’ career.

• Training and development program role in retaining and hiring

new talent.

• In the report we got to see the employees’ desire to learn new

skills in order to perform task efficiently.

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 CHAPTER-I
Profile Of the Firm/Company
1.1 INTRODUCTION
Vibgyor Advisors is a first-generation firm focusing on financial services. It works
across various segments, providing a wide range of financial services to its esteemed
clients. It advises individuals as well as corporates on their various requirements with a
client-centric approach.

Founded by Mr. Sachin Neema who is a management graduate from JBIMS, Mumbai and
a mechanical engineer from VJTI, Mumbai. With 22 years of experience in equity
markets and having worked as Analyst, Head of Research and Fund Manager, he has
been instrumental in running business segments for some of the leading companies in
the industry like HDFC Sec, IIFL and Tata.

Address:
Vibgyor Advicorp Private Limited, 202,
Shivai Industrial Estate,
Saki Naka, Andheri (E), Mumbai 400072.

EMAIL:
[email protected]
[email protected]

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1.2 NATURE OF THE COMPANY
INDUSTRY PROFILE
The financial services sector provides financial services to people and corporations.
This segment of the economy is made up of a variety of financial firms including banks,
investment houses, lenders, finance companies, real estate brokers, and insurance
companies. As noted above, the financial services industry is probably the most
important sector of the economy, leading the world in terms of earnings and equity
market capitalization. Large conglomerates dominate this sector, but it also includes a
diverse range of smaller companies.
According to the finance and development department of the International Monetary
Fund (IMF), financial services are the processes by which consumers or businesses
acquire financial goods. For example, a payment system provider offers a financial
service when it accepts and transfers funds between payers and recipients. This
includes accounts settled through credit and debit cards, checks, and electronic funds
transfers.
Companies in the financial services industry manage money. For instance, a financial
advisor manages assets and offers advice on behalf of a client. The advisor does not
directly provide investments or any other product, rather, they facilitate the movement
of funds between s avers and the issuers of securities and other instruments. This
service is a temporary task rather than a tangible asset.
Financial goods, on the other hand, are not tasks. They are things. A mortgage loan may
seem like a service, but it's actually a product that lasts beyond the initial provision.
Stocks, bonds, loans, commodity assets, real estate, and insurance policies are examples
of financial goods.

The Importance Of The Financial Services Sector.

The financial services sector is the primary driver of a nation's economy. It provides the
free flow of capital and liquidity in the marketplace. When the sector is strong, the
economy grows, and companies in this industry are better able to manage risk.
The strength of the financial services sector is also important to the prosperity of a
country's population. When the sector and economy are strong, consumers generally
earn more. This boosts their confidence and purchasing power. When they need access
to credit for large purchases, they turn to the financial services sector to borrow.
A strong financial services sector can lead to economic growth, while a failing system
can drag down a nation's economy.

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If the financial services sector fails, though, it can drag a country's economy down. This
can lead to a recession. When the financial system starts to break down, the economy
starts to suffer. Capital begins to dry up as lenders tighten the reins on lending.
Unemployment rises, and wages may even drop, leading consumers to stop spending. In
order to compensate, central banks lower interest rates to try to boost economic
growth. This is primarily what happened during the financial crisis that led to the Great
Recession.

Financial Services in India

India has a diversified financial sector undergoing rapid expansion, both in terms of
strong growth of existing financial services firms and new entities entering the market.
The sector comprises commercial banks, insurance companies, non -banking financial
companies, co- operatives, pension funds, mutual funds and other smaller financial
entities. The banking regulator has allowed new entities such as payment banks to be
created recently, thereby adding to the type of entities operating in the sector. However,
financial sector in India is predominantly a banking sector with commercial banks
accounting for more than 64% of the total assets held by the financial system.
The Government of India has introduced several reforms to liberalise, regulate and
enhance this industry. The Government and Reserve Bank of India (RBI) have taken
various measures to facilitate easy access to finance for Micro, Small and Medium
Enterprises (MSMEs). These measures include launching Credit Guarantee Fund
Scheme for MSMEs, issuing guideline to banks regarding collateral requirements and
setting up a Micro Units Development and Refinance Agency (MUDRA). With a
combined push by Government and private sector, India is undoubtedly one of the
world's most vibrant capital markets.

SERVICES

1. Loans:
• Home Loans
• Business Loans
• Personal Loans
• Loan Against Property
• Loan Against Security

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2. Insurance
• Vehicle Insurance
• Health Insurance

3. Investment Banking
• Startups
• Fund Raising
• Corporate Advisory
• Asset Sale
• Brand Acquisition
• Project Advisory

4. Equity Subscription
• Mutual Funds
• Equity Broking

5. Real Estate
• Project Funding
• Direct and Client Investment
• Agency Business
• Special Projects

6. Portfolio Management

7. Wealth Management
• Equity Advisory Services
• Portfolio Construction
• Research and Industry Analysis
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• Real Estate
• Debt Investments and Lending

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1.3 COMPNAY’S VISION AND MISSION
VISION OF Vibgyor Advisor
To create a world of financially liberated, contended and happy souls who understand
the importance of acting today, for a better and comfortable tomorrow.
Over the years, Mr. Sachin Neema has helped many friends, family members, individuals
and clients in building a corpus and realize the value of investing prudently through his
advice. With Vibgyor, Sachin aims to achieve a greater level of success as a financial
mentor and make Indian investors well-educated in terms of investment and financial
matters. Driven by a clear and transparent approach, Team Vibgyor believes that the
following core mantras should be followed for building a corpus:
• Always be LOGICAL in your financial decisions instead of being EMOTIONAL
• Always Adopt GOAL-based approach towards financial planning
• Always aim for inflation adjusted corpus for every Financial Goal
• Take a Hard Call Today, for a comfortable tomorrow!!!
• Never invest on leveraging even if the returns are better
• Always have 80% of your total investment portfolio in liquid instruments and
20% in non-liquid instruments like real estate/bullion/arts, etc.
• Start early and leverage the golden principle of incremental SIPs.

MISSION OF Vibgyor Advisor

To bring a positive change in people’s lives and empower them in a way that they move
closer to financial freedom by providing valuable and goal -oriented financial advisory
services.

1.4 ORGANIZATION STRUCTURE

The company has 2 directors and no reported key management personnel.
The longest serving director currently on board is Sachin Motilal Neema who was
appointed on 05 December, 2016. Sachin Motilal Neema has been on the board for more
than 7 years. The most recently appointed director is Deepali Sachin Neema, who was
appointed on 04 July, 2020.
Sachin Motilal Neema has the largest number of other directorships with a seat at a
total of 2 companies. In total, the company is connected to 1 other companies through
its directors.
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A basic description of department working in the Vibgyor Advisor.
• Financial analyst
• Managers
• Senior Accountant Executive
• Marketing
• Human Resource Manager
• Finance.

1.5 MARKET SHARE

As of August 2021, AUM managed by the mutual funds industry stood at Rs. 36.59
trillion (US$ 492.77 billion) and the total number of accounts stood at 108.5 million. In
May 2021, the mutual fund industry crossed over 10 crore folios. Inflow in India's
mutual fund schemes via systematic investment plan (SIP) were Rs. 96,080 crores (US$
13.12 billion) in FY21. Equity mutual funds registered a net inflow of Rs. 8.04 trillion
(US$ 114.06 billion) by end of December 2019.
As of September 2021, AUM managed by the mutual funds industry stood at Rs. 36.73
trillion
(US$ 489.11 billion).
Another crucial component of India’s financial industry is the insurance industry.
Insurance industry has been expanding at a fast pace. The total first year premium of
life insurance companies reached Rs. 2.59 lakh crore (US$ 36.73 billion) in FY20.
Furthermore, India’s leading bourse, Bombay Stock Exchange (BSE), will set up a
joint venture with Ebix Inc to build a robust insurance distribution network in the
country through a new distribution exchange platform.

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In FY22*, premiums from new businesses of life insurance companies in India stood at
US$ 17.6 billion.
Between April 2021 and September 2021, gross premiums written off by non -life
insurers reached Rs. 108,705.3 crore (US$ 14.47 billion), an increase of 12.8% over the
same peri od in FY21.
➢ In FY21, US$ 4.25 billion was raised across 55 initial public offerings (IPOs). In
FY21, the number of listed companies on the NSE and BSE were 1,920 and 5,542,
respectively.

According to the statistics by the Futures Industry Association (FI A), a derivatives trade
association, the National Stock Exchange of India Ltd. (NSE) emerged as the world’s
largest derivatives exchange in 2020 in terms number of contracts traded. NSE was
ranked 4th worldwide in cash equities by number of trades as per the statistics
maintained by the World Federation of Exchanges (WFE) for CY2020.
India is expected to have 6.11 lakh HNWIs in 2025.

1.6 SOURCE OF THE DATA COLLECTION

All the information incorporated in this report has been collected from primary sources
as well as secondary sources.
Primary sources:
• Interview with assistant manager of administration & HR-In Charge
• Operations manager and some other employees
• Discussion sessions with senior officers as well

Secondary Sources:
• Vibgyor Advisior Private Ltd Annual Report
• Job description for each employees of Vibgyor Advisior Private Ltd, HR Division.
• Performance appraisal format
• Performance appraisal guideline provided by the Human Resources division

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 CHAPTER 2
LITERATURE REVIEW AND SWOT ANALYSIS

2.1 INTRODUCTION
Human resources are every organization’s backbone and central resource. HR
Management is responsible for all aspects of how businesses recruit and manage
employees and managers. Previous studies find that HR is a beneficial resource whose
abilities and skills promote the development of products and services. According to
Armstrong, HRM fosters employee selection, development, and convenience in
organizations integrative and coherently. Furthermore, the objective of HR management
is to optimize the firm’s HR payoffs while reducing potential material losses. Moreover,
HR managers are accountable for managing tasks and processes efficiently, lawfully,
fairly, and consistently
Training is a quick response to increased job performance, while development is an
extensive course to improve managerial performance. HRM training intends to boost
the needed competencies, while development aims to strengthen the overall character
of the employees.
Managers proceed with the training procedure to cover employees’ skills shortage,
whereas they conduct the development procedure with a potential succession plan in
mind. Training and development activities are highly needed to train newcomers to the
organizations, but at the same time, they must follow the latest trends and innovations.
Moreover, they enable companies to fit, compete, take the initiative, invent,
manufacture, provide better services, and achieve their goals.
Organizations invest billions of dollars annually in Training, allowing their staff to
perform the firm’s-specific work processes and procedures, leading to organizations
accomplishing competitive advantages. At the heart of organizational learning is
developing and propagating tacit knowledge throughout the organization. The
company collects the charges from the skills specific to it while allowing employees to
grow and develop
Furthermore, several studies demonstrate that companies glowing at innovation
have considerable investments in training and development programs. These programs
boost employees’ accommodation and adaptation abilities by enhancing innovation and
resolving issues. Moreover, modernization scholars stressed the necessity of training
and development and exploring new learning at different levels, such as detecting
problems, generating ideas, promoting concepts, and implementing.

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As one can notice, training and development is a significant ongoing investment,
process, and mission for organizations. With training and development, organizations
can achieve a competitive advantage, go along with innovation and global issues, and,
most importantly, work constantly as the organization performs. This literature review
focuses on the importance of training and development and their relationship with
competitive advantages, innovation, and organizational performance and suggests
future studies.
LITERATURE REVIEW ON TRAINING AND DEVELOPMENT
According to the Michel Armstrong, “Training is systematic development of the
knowledge, skills and attitudes required by an individual to perform adequately a given
task or job”.
According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills
of an employee for doing a particular job.”
The term ‘training’ indicates the process involved in improving the aptitudes,
skills and abilities of the employees to perform specific jobs. Training helps in
updating old talents and developing new ones. ‘Successful candidates placed on the jobs
need training to perform their duties effectively’.
The principal objective of training is to make sure the availability of a skilled and
willing workforce to the organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Social.
• Individual Objectives – These objectives are helpful to employees in achieving their
personal goals, which in turn, enhances the individual contribution to the organization.
• Organizational Objectives – Organizational objectives assists the organization with
its primary objective by bringing individual effectiveness.
• Functional Objectives – Functional objectives are maintaining the department’s
contribution at a level suitable to the organization’s needs.
• Social Objectives – Social objectives ensures that the organization is ethically and
socially responsible to the needs and challenges of the society.

Further, the additional objectives are as follows:

• To prepare the employees both new and old to meet the present as well as the
changing requirements of the job and the organization.
• To prevent obsolescence.
• To impart the basic knowledge and skill in the new entrants that they need for an
intelligent performance of a definite job.
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• To prepare the employees for higher level tasks.
• To assist the employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques and developing the
skills they will need in their particular fields.
• To build up a second line of competent officers and prepare them to occupy more
responsible positions.
• To ensure smooth and efficient working of the departments.
• To ensure economical output of required quality.
TYPES OF TRAINING AND DEVELOPMENT PROGRAMS WHICH ARE PROVIDED TO
THE EMPLOYEE:
Different practices are followed in different industries and in different organizations
too. So, the need of training and development programs is depending up on the
requirements of the job profile. Therefore there are various types of programs shared
by different authors. The types of training and development programs are as follows:

➢ ON -THE- JOB TRAINING

• Job Instructions
• Job Rotation
• Committee Assignment
• Internship Training
• Training through step by step
• Apprenticeship & Coaching

➢ OFF -THE -JOB TRAINING

• Case Study Method

• Training through step by step
• Experiential Exercises
• Vestibule training
• Computer Modelling
• Behavioural Modelling
• Role Playing
• Conference/ Discussion Method
• Workshop / Seminars
• Audio- visual Method
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STAGES OF TRAINING AND DEVELOPMENT PROGRAMS:
A typical training program can be classified into 5 steps

1 Need Analysis
2 Instruction Design
3 Validation
4 Implementation
5 Evaluation and Follow-up

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 STAGE 1 STAGE 2 STAGE 3 STAGE 4

• Assessment of • Designing of • Implementatio • Evaluations of

Training Training n of Training Training
Needs Programs Programs Programs
• Instructional • On-the-Job • Reactions
• Organizationa
objectives Methods Learning
l Analysis
• Learning • Off-the-Job • Job Behaviour
• Departmental
Principles Methods • Organization
Analysis
• Teaching • Characteristics • Ultimate Value
• Job Analysis Principles of the
• Employee • Training Instructor
Analysis Principles Conducting the
• Content design Program

1. Need Analysis:
➢ Identify the specific job performance skills needed to improve performance and
productivity.
➢ Analyze the skills and needs of the prospective trainees and to develop specific
measurable knowledge to perform their job.
➢ To ensure that the program will be suited to the trainees specific levels of education,
experience and skills.
Use study report to develop specific measurable knowledge and performance
objective

• Technique to identify Training Needs:

Task analysis and performance analysis are two main techniques for identifying
training needs.

• Task analysis:

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The first step in training is to determine what training, if any, is required. The main task
in assessing the training needs of new employees is to determine what the job entails
and break it down into subtasks, each of which is then taught to the new employee.
So, task analysis is a detailed study of a job to identify skills required so that an
appropriate training program may be instituted.
Task Analysis form contains six types of information-
a) Task list
b) How often performed
c) Quantity, Quality Standards
d) Performance Condition
e) Skills Required
f) Where best learned

• Performance Analysis:
Verifying that there is a performance deficiency and determining whether that
deficiency should be rectified through training or some other means (such as
transferring the employee).

2. Instructional Design:
Gather instructional objectives, methods, media, description of and sequence of content,
examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and participant’s
workbooks, complement each other are written clearly and blend into unified training
geared directly to the stated learning objectives.
Carefully and professionally handle all program elements-whether reproduced on
paper, film or tape to guarantee and effectiveness.

3. Validation:
Introduce and validate the training program before it presented to the trainee.

4. Implementation:
When applicable boost success of training workshop focuses on presentation
knowledge and skills in addition to training content
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5. Evaluation and Follow-Up:
Asses program success-according to-
Reaction: Document the learner’s immediate reactions to the training.
Learning: Use feedback devices or pre and post tests to measure what learners have
actually learned.
Behavior: Note supervisor’s reactions to learner’s performance following
completion of the training. This is one way to the degree to which learners apply new
skills and knowledge to their jobs.
Results: Determine the level of improvement in job performance and assess needed
maintenance

Setting training objective

After training needs have been analyzed, concrete and measurable training objectives
should be set. Objectives specify that what the trainee should be able to accomplish
after successfully completing the training program.

Techniques of training program:

After determine employees training needs, set training objectives and designed the
program, the training program can be implemented. Most popular training techniques
are:
▪ On the job training
▪ Off the job training

❖ ON-THE-JOB TRAINING
On the job training is like having a person learns a job by actually performing it.
Virtually every employee, from mailroom clerk to company president gets some on the
job training when he or she joined the firm.
A useful step by step job instruction approach for giving a new employee on the job
training is as follows-
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o Preparation of learner
o Presentation of the operation
o Performance try out
o Follow-up

On the job training has several advantages-

• Expand Training With Real Experience
On-the-job training promotes faster learning of company tools and processes,
particularly when supplementing off-the-job training methods and as part of a training
programme. Employees pick up essential skills more quickly when given a visual
demonstration of their applicability within the workplace and retain information better
with hands-on experience.

• Easily Applicable
Training someone on the job is easier to implement and provides more direct results
than a collection or scattering of different training methods. Instead, employees can
refer back to old training modules or ask a supervisor. Additionally, practical experience
under the guidance of a senior employee can help new hires reduce mistakes before
going into a live environment.

• Saves Money and Time

On-the-job instruction helps mitigate typical onboarding costs such as training rooms,
reference material, presenters and travel. Employees have easy access to all necessary
materials while supervisors provide them with expert guidance. And once their training
is complete, they can immediately transition into live work.

• Increases Productivity
Employees retaining more information and having hands-on experience with company
processes means they can become productive faster after transitioning into real work
situations. Additionally, the adjustment period is shortened by their practical
experience and easy access to reference material or experienced help from a peer.

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 • Increases Employee Retention
When employees aren’t clear on the expectations and responsibilities, it can cause
stress that affects job performance and retention rates. On-the-job training mitigates
that by providing a clear visual breakdown of all relevant aspects of the position.

• Flexibility
On-the-job training is moulded around an employee’s needs, with the supervisor
providing new information when it’s relevant to the lesson. The less rigid instruction
means that the supervisor can adjust training on the fly to accommodate unforeseen
changes or new knowledge. Additionally, it helps keep new hires from learning
company details that aren’t relevant to their positions.

• Promotes Teamwork
Completing training within the workplace helps new employees build relationships
with their peers before they officially start working. New hires can help each other
when facing a difficult problem in training, and this collaborative ethic carries over to
real work situations.

On the job management development techniques:

On the job training is one of the most popular development methods. Important
techniques here include-
o Job rotation
o Coaching/ under-study approach
o Junior boards
o Action learning

❖ OFF -THE -JOB TRAINING

Off-the-job training refers to an education method where employees learn more about
their job or the latest advancements in their field at a location away from their
workplace. This type of training essentially helps employees perform their job more
efficiently. Unlike on-the-job training, off-the-job training can take place near the
26
workplace or somewhere further away, such as at a resort or at a training center. When
employers hold training away from the workplace, it helps minimize distractions so
employees can fully focus on the material they're learning.
During this type of training, employees express their views and opinions and explore
new ideas to bring to the workplace. Before the conclusion of the training, employees
typically receive some form of evaluation. For example, they may receive an evaluation
that tests their understanding of the knowledge the instructor taught them during the
off-the-job training. The evaluation measures the performance and participation of each
trainee.

Benefits of off-the-job training

Off-the-job training comes with many benefits for both employees and employers.
Understanding these benefits as an employee can help you feel more valued and help
you take your training more seriously. Here are some of the benefits that off-the-job
training provides:

• Decreased employee turnover

Employee training gives you an opportunity to learn new or advanced skills or
knowledge pertaining to your job. This means employers may not feel the need to
replace their less knowledgeable staff with new candidates since they're teaching them
everything they need to know to keep their job.

• Fewer distractions
With training held away from the workplace, employees don't face as many disruptions
or distractions. This means they're able to focus on the learning material and receive
the most benefit from the training.

• Feeling valued
When employers invest in employee training, it means they value their employees'
success. Feeling like your employer cares about your performance and you as an
employee can help increase your job satisfaction. It can also make you feel more
motivated and loyal to your organization.

• Opportunity to learn from others

27
Staff training allows you to learn from everyone's experiences. For example, a colleague
may discuss their challenges at work and discover new solutions from their colleagues.
Therefore, this type of training can provide you with helpful tips you may need or may
not have previously considered if it weren't for input from other sources.

In addition, off-the-job training gives you the opportunity to learn from experts in your
field that you may never have interacted with otherwise. When you receive expert
guidance and instruction, you're more apt to feel equipped for your job.

• Feeling of confidence
When you're more knowledgeable about your role, it helps you feel more confident
about your abilities. This can lead to an increase in motivation and productivity.

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2.2 SWOT ANALYSIS

➢ STRENGTHS
The strengths of a company are the most important building blocks required for
growth to take place. The following are a few of the most prevalent strengths that has
at the present time.

• Recruitment: Their recruitment and selection policy is very strong. Vibgyor

recruits talented candidates from the market through proper testing- written and
interview.

• Work environment: During my stay I found the work environment very

satisfactory. Everyone is cordial and helpful and cooperative. There is less
internal conflict or politics at play which is essential for conducting a productive
working environment.

• Transparency: For clear communication to the employees of the HR Practice

in vibgyor, they have a service rule book which they give to every employee. The
guide articulates important and covers all HR Practice followed by the
organization. This is very helpful both for the employees and the
employer as it removes chances of misinterpretation, bias etc.

• Leave Management: They Provide a 44 days leave balance which include earn
leave 20 days, Casual leave 10 days and Medical leave 14 days. So employees have
no worries regarding having leave.

• Training and development system of Vibgyor is a prime reason of their

success: Vibgyor Advisor private Ltd gives regular training to the officer of both
middle and lower levels. Again if there is any strategy or technology change, there
29
 will be special training program arranged based on individual needs. They
arrange special training on their software also which they use in the office to
operate their system, which eventually becomes beneficial not only for the
employee but also for the organization, because if they do not know the exact
procedure of carrying out work in their system then that might affect them both
the employee end into making mistake, and as a result the reputation of the
organization also might get hampered.

➢ WEAKNESS

Though Vibgyor advisor private Ltd is a company that has many strengths but it also has
some weakness. The followings are few of the most common weakness that Vibgyor advisor
has at the present time:

Inadequate human resources:

The human resources are not sufficient in terms of its service providing system. It has
to maintain a number of formalities to recruit employees.

Lack of Job Analysis:

It is the important part of HR practice in an organization but not implanted in which means
they are less informed about current market trends and that could lead to loss of potential
talents from their pool

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➢ OPPORTUNITIES
In an organization opportunities are positive external environmental factors. An organization
should explore all possible opportunities available to it. These opportunities are intended to
improve the organization. By making improvements, the organization should be able to become
more competitive in the market. The following are available opportunities to Vibgyor advisor in
order for it to become more aggressive:

Recruitment:
Most recruitment in here is through internal recruitment, they can spread the pool of entry level
employees through campus recruitment.

➢ THREATS

An organization’s threats are negative external factors. An organization should explore all
possible threats available to it. These threats are intended to diminish the organization. By
making improvements and proper monitoring of the threats, the organization should be able
to turn more competitive in the market. The following are threats are available to Vibgyor
advisor in order to threaten its existence.

Volatile economy:
The market can be volatile, and a sudden drop in prices will weaken client confidence &
portfolio performance. Rise in interest rate and events like terrorist attacks are likely to affect
the economy and the margin of leasing companies may also suffering this. The changing
nature of share market also affect the smooth operation of the company.

Government Policy:
The changes of policy connected to the operation of finance companies might create an
unfavorable impact on the investment industry. The decision to withdraw the accounting

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 practices accelerated depreciation and extra shift depreciation has decreased the profitability of
the Mutual Funds.

The Lack of Motivation of Employees:

Sometimes the lack of motivation in employees can create a threat to the organization.
Employees may be overburdened with tasks that are not their core-competencies. As a result,
the quality and accuracy of deliverables duties may fall. Employee turnover may have a
negative effect on the overall performance of organization

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 CORE VALUES

➢ INTEGRITY: Fairness, transparency, and honesty in our conduct

Upholding the highest of ethical standards in our deals.

➢ CREATIVITY: We create an environment where employees can think big and have
fun. With our minds afresh, our work brings out new and innovative solutions

➢ TRUST: Our loyalty towards our clients is paramount and our honesty and
dedication knows no bounds.

➢ DEDICATION: Our passion for work helps us to put in consistent efforts.

Our dedicated efforts bring the best solutions

➢ SOULTION-BASED APPROACH: We understand our client’s requirements and direct

our efforts in fulfilling them. We assure to find the best possible solution

➢ CLIENT-CENTRIC APPROACH: Our clients are our top-most priority. Always!

USP of the VIBGYOR ADVISOR

Invest For A More Comfortable Life, Invest For A Happier Life.

Vibgyor equity specializes in finding some of the best opportunities available in

the market to create wealth with a risk-managed, realistic and systematic
approach.

Training and Development Variation - Problem and Solution

Problem: Lack of Alignment with Evolving Skill Needs

Description:
The Vibgyor advisory company has historically conducted annual training programs for
its employees, focusing on general skills applicable to their roles. However, due to rapid
technological advancements and shifts in the financial industry landscape, employees
have expressed concerns that the current training programs are not sufficiently
addressing emerging skills and technologies needed for their roles.

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Solution: Adaptive Training and Continuous Learning Initiatives

Steps to Address the Problem:

• Skills Gap Analysis:
Problem Assessment: Conduct a comprehensive skills gap analysis to identify the
specific areas where employees feel there is a misalignment between their current skills
and the evolving requirements of their roles.
Solution: Implement regular surveys, feedback sessions, and performance reviews to
continuously assess skills gaps and evolving needs.
• Agile Curriculum Development:
Problem Assessment: The traditional annual training schedule may be too rigid to adapt
quickly to emerging needs identified through the skills gap analysis.
Solution: Develop an agile curriculum development process that allows for the rapid
creation and deployment of training modules based on real-time feedback and emerging
industry trends.

• Digital Learning Platforms:

Problem Assessment: The current training delivery methods may not be leveraging the
full potential of digital learning tools and platforms.
Solution: Invest in modern digital learning platforms that offer a variety of content
formats, including online courses, webinars, and interactive modules. This allows
employees to access training materials at their own pace and convenience.

• Cross-Functional Training:
Problem Assessment: Employees may feel that training programs are too siloed and
don't provide opportunities to gain insights into other areas of the organization.
Solution: Introduce cross-functional training initiatives where employees from different
departments collaborate on training projects or attend workshops together. This
promotes a more holistic understanding of the organization's functions.

• Continuous Learning Culture:

Problem Assessment: The current training model may be perceived as a one-time event
rather than part of an ongoing learning culture.

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Solution: Foster a continuous learning culture by encouraging employees to engage in
self-directed learning, participate in knowledge-sharing sessions, and reward
continuous improvement in skills through recognition programs.

• Flexible Training Schedules:

Problem Assessment: The rigid timing of training programs may pose challenges for
employees with varying schedules or remote work arrangements.
Solution: Offer flexibility in training schedules, allowing employees to access training
materials when it best suits their work commitments. This could include asynchronous
online courses and recorded webinars.

• Feedback Mechanism:
Problem Assessment: Employees may not feel that their feedback about training
programs is adequately considered.
Solution: Implement a robust feedback mechanism where employees can provide input
on the relevance, effectiveness, and delivery of training programs. Use this feedback to
make continuous improvements.
By addressing these aspects, the Vibgyor advisory company can create a more adaptive,
employee-centric, and effective training and development program that aligns with the
dynamic needs of both the industry and its workforce.

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 CHAPTER – 3
DATA PRSENTATION AND ANALYSIS

Effects of training and development on employee attitude impacting

Job performance

The literature strongly suggests a direct relationship between job training and job
performance as well as job training and employee attitudes, there is little empirical support
for this suggestion. Clearly, there is a need to provide such empirical support. The purpose
of the present study was to explore the relationship between training and development and
its perceived impact on employee attitudes and perceived job performance proficiencies.
The empirical data suggest a perceived gap by the employees between training attitudes and
job proficiencies. This gap could then result in conflict between the employee and
employer relationship. The present study elaborates and extends previous research by
exploring participant attitudes in an academic institution as well as in three businesses, one
of which is a small-to-moderate size business that is usually overlooked in other research
studies. The hypotheses in this study specifically address the relationship between
employees with training experiences who have positive attitudes about training (training
attitudes), and those positive training attitudes are perceived to improve job proficiency.

Methodology for Assessing Training & Development Impact on Job Satisfaction and
Job Performance
Objective: To assess the impact of training and development (T&D) programs on job
satisfaction and job performance.

Target Population: Employees who have participated in T&D programs within the past year.

Data Collection Methods:

➢ Pre- and Post-Training Surveys:

Collect data on job satisfaction and job performance before and after participating in T&D
programs. This allows for a comparison of changes over time.
Use validated instruments such as the Job Satisfaction Survey (JSQ) and the Job Performance
Evaluation (JPE) for accurate and reliable data.
Include open-ended questions to gain qualitative insights into participants' experiences and
perceptions of the T&D program.

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 ➢ Focus Group Discussions:
Conduct focus groups with employees who have participated in T&D programs to gather
richer data and explore their experiences in detail.
Use guided questions to encourage participants to share their thoughts and feelings about the
program's impact on their job satisfaction and performance.
➢ Performance Management Data:
Analyze performance data, such as productivity metrics, quality indicators, and error rates,
before and after participation in T&D programs.
This data can provide objective evidence of changes in job performance.
➢ HR Records:
Analyze data on employee turnover, absenteeism, and engagement to assess the impact of
T&D programs on overall employee well-being and commitment to the organization.

Data Analysis:

Quantitative Analysis:
Analyze pre- and post-training survey data using statistical methods to determine if there is a
significant difference in job satisfaction and job performance scores.
Analyze performance data using statistical tests to determine if there is a significant change in
performance after participation in T&D programs.
Qualitative Analysis:
Analyze data from focus group discussions using thematic analysis to identify recurring
themes and patterns in participants' experiences.
Triangulate findings from different data sources to create a comprehensive understanding of
the impact of T&D programs.

table 1: age dynamic of respondent

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Figure 1

Age percentage of respondent

18 - 20
13%

above 30
37%

20- 30
50%

Interpretation: people participated in the questionnaire are fall into these age categories

Charts & Tables:

Table 2: Pre- and Post-Training Scores on Job Satisfaction and Job Performance Measures

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Figure 2

Interpretation of the table 2 and chart 2

Job Satisfaction:
• Job satisfaction scores increased significantly after training.
• The average score increased from 3.2 to 3.8, representing a 0.6 point increase.
• This suggests that the training program had a positive impact on employee
satisfaction.
• The p-value of <0.001 indicates that this increase is statistically significant.

Job Performance:
• Job performance scores also improved significantly after training.
• The average performance score increased from 72% to 78%, representing a 6%
increase.
• This suggests that the training program helped employees to improve their skills and
knowledge, leading to better performance.
• The p-value of 0.002 indicates that this increase is also statistically significant.

Overall:

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The data suggests that the training program was effective in improving both job satisfaction
and job performance. This is a positive outcome for the organization, as it can lead to
increased productivity, employee engagement, and retention.

Table 3: Changes in Job Performance Scores by Training Program Type

Interpretation of Data on Training Program Types and Performance Scores:

This data suggests that Technical Skills Training had the greatest impact on employee
performance, with an average 8% increase in performance scores. This is followed by
Management Skills Training with a 5% increase and Soft Skills Training with a 3% increase.

Here are some possible explanations for these findings:

Technical Skills Training: This type of training likely provides employees with the specific
skills and knowledge they need to perform their jobs more efficiently and effectively. This
can lead to increased productivity, decreased errors, and improved quality of work.
Management Skills Training: While the performance increase is not as significant as
Technical Skills Training, it still suggests that developing skills such as leadership,
communication, and decision-making can have a positive impact on employee performance.
Soft Skills Training: The smallest increase in performance scores observed in Soft Skills
Training might be due to the fact that these skills are often intangible and difficult to measure.
Additionally, the impact of soft skills on performance might be more indirect and long-term,
impacting factors like teamwork, collaboration, and employee morale.
However, it is important to consider the following limitations when interpreting this data:

Limited sample size: This data only includes three training program types, and it is possible
that other types of training may have a different impact on performance.
Lack of details: The data does not provide information about the specific content or design of
the training programs, which could influence their effectiveness.

40
Uncontrolled variables: Other factors, such as employee motivation, job complexity, and
access to resources, might also play a role in performance and could explain some of the
differences observed between training program types.
Despite these limitations, this data suggests that Technical Skills Training and Management
Skills Training can have a significant impact on employee performance. While the impact of
Soft Skills Training appears to be smaller, it is still worth considering as these skills can
contribute to a more positive and productive work environment.
Further research is needed to confirm these findings and to investigate the impact of different
training program types in more detail.

Table 4 : Themes Emerging from Focus Group Discussions

This data reveals the five most frequently mentioned themes by participants in focus group
discussions about their training program experiences:

1. Increased job confidence (12 mentions): This suggests that the training program helped
participants feel more confident in their abilities to perform their jobs effectively. This
increased confidence can lead to improved performance, higher job satisfaction, and
increased motivation.

2. Improved skills and knowledge (10 mentions): This theme indicates that participants
acquired new skills or improved existing skills through the training program. This improved
knowledge base can contribute to better decision-making, problem-solving, and overall job
performance.

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3. Enhanced teamwork and collaboration (8 mentions): This theme suggests that the training
program fostered a more collaborative work environment. Improved teamwork can lead to
increased productivity, better communication, and improved problem-solving through diverse
perspectives.

4. Greater sense of autonomy and control (7 mentions): This theme indicates that participants
felt empowered and trusted to make decisions and take ownership of their work. This sense of
autonomy can lead to increased job satisfaction, motivation, and creativity.

5. Increased motivation and engagement (5 mentions): This theme suggests that the training
program motivated participants to learn and grow in their careers. This increased motivation
can lead to better job performance, higher levels of engagement, and increased commitment
to the organization.

Overall, these themes paint a positive picture of the training program's impact on participants.
It suggests that the program helped participants develop their skills and knowledge, increased
their confidence and motivation, and fostered a more collaborative work environment. These
positive outcomes can translate into improved performance, increased job satisfaction, and a
more engaged workforce.

Additional considerations:

The frequency of mentions does not necessarily reflect the relative importance of each theme.
Some themes may be more impactful than others, even if they are mentioned less frequently.
The focus group discussions may have attracted participants who had particularly positive
experiences with the training program, leading to an overrepresentation of positive themes.
Further research would be needed to confirm these findings and to explore the impact of the
training program on other aspects of employee experience.
Despite these limitations, this data provides valuable insights into the perceived benefits of
the training program. By understanding the key themes identified by participants,
organizations can tailor their training programs to address specific needs and maximize their
positive impact on employees and the organization as a whole.

Limitations of the study:

Self-reported data: Surveys rely on participants' accurate recall and honest reporting.

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Attribution bias: Participants may attribute changes in job satisfaction or performance to
factors other than the T&D program.
Selection bias: Participants who choose to participate in T&D programs may differ from
those who do not, making it difficult to generalize findings to the entire population.
Conclusion:
This methodology provides a framework for assessing the impact of T&D programs on job
satisfaction and job performance. By employing a mixed-methods approach and utilizing
various data sources, organizations can gain valuable insights into the effectiveness of their
training initiatives and make informed decisions about future investments in employee
development.

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 CHAPTER – 4
SUMMARY AND CONCLUSION

From the above discussion it can conclude such a way that since human
resource management is a continuously practicing issue so it plays a
significant role on organizations overall performance. If an organization
wants to gain full benefit from human resource management it should
follow all the sections of HRM. As a small company few persons are
recruited for its operations and performances. But it will expand soon or
later and then the number of HR employee may not be enough to run the
company.

Committed and trustworthy employees are the most significant factors to

becoming an employer of choice, it is no surprise that companies and
organizations face significant challenges in developing energized and
engaged workforces. However, there is abundance of research to
demonstrate that increased employee commitment and trust in leadership
can positively impact the company’s bottom line. In fact, the true potential
of an organization can only be realized when the productivity level of all
individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization. Thus, the objective of
every company should be to improve the desire of employees to stay in the
relationship they have with the company.

Findings of the study:

• Compensation and Benefits: Compensation basically consists of direct

and indirect compensation and Vibgyor Advisory is very much concerned
about both these types of compensation. They offer attractive package that
is in per with current market practice in similar sector. They also offer
bonuses and yearly incremental.
• Training and Development: the vibgyor advisor is critical about its
employee learning and development, so they try to enhance their

44
understanding of the work by providing them required training in the field
of their work.

• Officers of the organization are competent even though many of them

simply know the working procedure of what they are doing but don’t know
the philosophy behind doing those.
• Service quality of Alliance Capital is commendable. It is very
important for every organization serve its customers so that it create a loyal
customer base who will repeatedly buy its products and carry a long time
relationship with the company as well as work as a spoken person to
promote the products of the company to peers, friends, relatives, etc. This
organization is really good at its service quality.

LESSON LEARNT:

The working environment of the company is work friendly and positive.

Vibgyor advisor care about its employee’s wellbeing, learning or entailing
new knowledge to advance in their career and growth within the company.
During my internship in the vibgyor I learnt a lot; mostly about the human
resource importance in the organization; Its functioning specifically. There I
got the understanding on how valuable learning and development can be
for the employees. Their existence can change the organization’s
Productivity in the form of high returns, better outlook on work, job
satisfaction for the employees.
Every organization should consider adding learning program for the
employees, no matter old or new employee. Both of them need
advancement in their career.
One more important thing that I learned from the company is , if training
are imparted on the right time it can have an undeniable impact on the
growth of an individual and organization as whole.

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Suggestion:
• Vibgyor was an amazing experience or me. I have learnt a lot on
human resource management and its operation.

• Company’s human resource practices are not advance like any big
organizations have today.
Still, I would say; you can do your internship in the vibgyor , it will
give you a fresh start for your career.

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 BIBLIOGRAPHY

Company’s website: https://vibgyoradvisors.com/

www.wikipedia.com

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