Professional Documents
Culture Documents
Every Company is built on its pillars who are its employees. The employees
sail the company’s ship by maintaining its pre-planned path, forecasting future
contingencies, estimating the load and allotment of work, adapting its path in
highly variable global conditions and navigating it through the storms of
economical crises. The life cycle of a company has n no. of different
challenges.
In this project report, an attempt has been made to analyse the training and
development function in an organization. Financial Insights, being a financial
services company, has to invest a lot in order to ensure that its workforce is
well-updated as far as domain knowledge is concerned. This project report also
gives the insights as to how various activities concerned with this function are
carried out in the company both for the new entrants and existing employees.
Over a period of time, Financial Insights has successfully created a talented
pool of people in its Indian subsidiary which has resulted in strong fundamental
growth for the company.
1.
Acknowledgement
I truly acknowledge the contributions of all the people whose due support,
guidance, knowledge and experience has helped me in completion of this
project report.
Last but not the least, I would also like to thank all our friends, colleagues and
all those who have directly or indirectly helped me in this endeavour.
2.
Company Information
3.
Objective of Study:
4.
Methodology
The methodology adopted to study the Training and Development function was
as follows:
A major part of this project report was taken from the information provided by
the Human Resource Manager at Financial Insights.
The information was also collected from couple of Program Managers in order
to know the various training and development activities carried out at different
levels of organization.
Apart from the above, the feedback from Analysts was also collected by
making them rate the various aspects of training and development function
carried out in the company.
5.
Training and Development: Study undertaken
The training and development programs at Financial Insights fall into one of
four general categories:
Senior managers from relevant business areas lead the ongoing training
programs. In fact, managers at Financial Insights dedicate a significant amount
of time to employee development, becoming coaches and mentors to help you
realize your potential and build upon existing skills and experiences.
6.
Feedback and Performance Review
Financial Insights has established formal and informal feedback processes for
all employees. One can expect to receive formal performance reviews from
his/her business manager, likely twice a year. These reviews provide them with
an opportunity to understand where an employee excels and where he/she can
improve. The reviews are also a time to discuss the employee’s goals. At
Financial Insights, performance reviews are a two-way dialogue and are an
excellent opportunity to voice any concerns, requests or other issues that may
be on employee’s mind.
The best feedback, however, is often provided on the job. This is why the
company encourages its employees to solicit regular feedback on their
performance from their respective managers. The program managers also work
with department managers to help them provide constructive feedback on a
regular basis.
Mentoring
7.
If any candidates are joining the organization for the summer, they will likely
be assigned two mentors: a “junior” mentor or a “buddy” who can help with
day-to-day issues, and a “senior” mentor who is more experienced in the
industry. The employee networks also provide many opportunities to meet and
network with potential mentors from all levels of the Firm.
Mobility
8.
The hierarchy-wise Training Programs
This table outlines the types of training programs that Financial Insights offers
to its employees at different levels of their careers.
9.
Types of training programs
The overall training programs evolve to match the knowledge and experience
levels. For example, individuals in sales roles receive selling skills and client
relationship management training. At the vice president level, management and
leadership skills are emphasized, while professional development programs are
offered to senior vice presidents and managing directors. This level of training
is equivalent to graduate courses in business management, stressing topics such
as organizational dynamics, managing in complex environments and coaching
skills.
10.
of the programme. This particular approach is undertaken through the
application of following methods:
• Orientation training
• Job-instruction training
• Internships
• Job rotation
• Coaching and mentoring
11.
As part of this endeavor, Financial Insights has committed $10 million as well
as ongoing funding support and professional expertise to create the Center. In
support of the Center’s enhanced curriculum offerings, Financial Insights and
Spelman are working together to attract and retain top faculty to develop a rich
interdisciplinary curriculum, prioritizing core subjects that have not been
traditionally offered by the college. Additionally, this partnership will:
Like our partnerships with Harlem Children’s Zone in New York, the Financial
Insights Centre for Women in Business at London Business School, and
Oaklands School in London, our collaboration with Spelman College
underscores the Firm’s commitment to leveraging our institutional knowledge
and expertise to ensure the future success of this initiative.
12.
Analyst Leadership Program (ALP)
Joining the analyst program provides the employees with exposure to the
different functions and areas that support their client-facing divisions, enabling
the employees to help these support teams in delivering the best solutions to
their clients. The program provides an excellent opportunity to embark on a
career path full of challenges and varied experiences, in a corporate
environment that thrives on innovation, celebrates diversity and inspires
individuals to achieve their personal best.
13.
Employees’ feedback on Training and Development
Graphical Representation
14.
1. Most of the employees thought that the training provided during
induction is excellent.
2. Employees had a good view about the on-the-job training provided to
them.
3. Employees feedback on the training provided with reference to the
Performance Management was excellent.
4. 60% of the respondents rated the training on Team building as excellent,
whereas, 20% of them rated it to be good. Company can make an
improvement as far as this aspect of training is concerned.
5. The feedback on the Customer service aspect was really good. 80% of
the respondent thought that this training is excellent whereas 20% of
them thought that it good.
6. The feedback on external training was also good. However, there is a
scope for improvement.
15.
Conclusion
After reviewing the training policy and the training calendar, the Tasty Bites
management team is convinced that training is reflected in services and that’s
what differentiates you from your competitors.
16.
Bibliography:
17.
TRAINING EFFECTIVENESS EVALUATION REPORT
(To be filled by Sectional Head-Personnel and sent to Dept. Head after 40 ~ 50 days of training.)
TRAINING SUBJECT :
NAME OF PARTICIPANT :
1. Improvement in
knowledge
2. Improvement in skill.
3. Generate awareness
4. Build confidence
6. Development as trainer
Total Rating
General Comments :
18.
Comments from Head – Human Resources :
Rating Criteria
9-10
Understand the subject completely and utilising the knowledge /
skill with full confidence at work place. Get trained all the
personnel in the company on the subject putting concrete efforts to
spread the knowledge / skill in the company.
6-8 Understand the subject fairly and utilising the knowledge / skill
with confidence. Needs further guidance on subject rarely. Get
trained the personnel in his area of responsibility, putting efforts to
develop knowledge / skill in the colleagues & subordinate(s).
19.