Ram Niwas Yadav Ka Project

8/8/2019 Ram Niwas Yadav Ka Project

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A

PROJECT REPORT

ON

TRAINING NEED IDENTIFICATION

(In Hem Securities LTD., JAIPUR)

A Study Project

Submitted to University of Pune, Pune

in partial fulfilment of the Requirements

for the Award of the Degree

MASTER OF

PERSONNEL MANAGEMENT

(2009-2011)

Under Guidance of: Submitted by:

(Prof. Sheema Shankar) (Ram Niwas Yadav)

MPM

SINHGAD INSTITUTE OF BUSINESS ADMINISTRATION & COMPUTER

APPLICATION (SIBACA)

LONAVALA


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DECLARATION

I, the undersigned, hereby declare that Project Report entitled

TRAINING NEED IDENTIFICATION at Hem Securities LTD. Written

and submitted by me to the University of Pune, Pune in partial

fulfilment of the requirements for the award of Master Degree Course

in Personnel Management under the guidance of Prof. Seema Shankar

is my original work and the conclusions drawn therein are based on

the material collected by myself.

Date: - Signature:-

RAM NIWAS YADAV

SIBACA, LONAVALA

MPM

(2009-2011)


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A C K N O W L E D G E M E N T

Some Says Managers are born and some says managers are made. I

was also in some dilemma before commencing my summer internship.

But after the successful completion of my summer internship I came to

know that managers are made if they are guided properly and are

motivated to work willingly towards fulfilment of specific goal. It is

with a sage sense of gratitude, I acknowledge the efforts of whole

hosts of well - wishers who have in some way or other contributed in

their own special ways to the success and completion of this project.

This Project report could not have been completed without the

guidance of my company internal guide and my project guide PROF.

SEEMA SHANKAR. I express my sincere thanks and gratitude to the

above stated persons who have helped me directly and also to those

who have indirectly helped me.

Once again I express my gratitude to Hem Securities LTD. for their

kind cooperation.

Place: - SIGNATUREDate: - RAM NIWAS YADAV


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CHAPTER CONTENT

1. Introduction

1.1 Overview of Industry as a Whole

1.2 Profile of the Organization

2. Training and Its Need Identification

2.1 Introduction to Training

2.2 Training Need Identification

2.3 Types of Training given by Hem Securities

3. Research Methodology

3.1 Introduction to Study

3.2 Scope of Study

3.3 Defining Research Objectives

3.4 Defining Research Plan

4. Data Analysis

5. Findings6. Recommendation and Suggestions

7. Limitations

8. Conclusion

Bibliography

Annexure


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objectives of this research project are as follows.

y Whether training emphasis should be placed in theorganization?

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y Whether the employee is capable of being trained?y What are the specific areas in which they require training?y Whether the training will improve their performance or not?

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C @ P o G E I H y C o D H P @ R Primary source include Questionnaire in the form

ofPerformance Appraisal Forms and Recommendation Forms from

H.O.Ds and the Secondary source include Old research reports,

Internet etc.


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This research work is purely based on analysis of the facts and figures

and some suggestions are also been given to make the training of the

employee more efficient and as per the requirement for the

accomplishment of organizational goal. These suggestions are based

on both my opinion and the analysis results


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CHAPTER-1

INTRODUCTION


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1.1OVERVIEW OF THE INDUSTRY

Introduction

The X inance is the science of money management. We can say that

finance is something related to management of money and other

assets. X inance represents the resources by way funds needed for a

particular activity. X inance is also referred to as " X unds" or "Capital",

when referring to the financial needs of a corporate body. Now you

can finance anything that you want for example you can have home

loans, business loans, education economic development of a nation i s

reflected by the progress of the various economic units, broadly

classified into corporate sector, government and household sector.

While performing their activities these units will be placed in a

surplus/deficit/balanced budgetary situations.

There are areas or people with surplus funds and there are those with

a deficit. A financial system or financial sector functions as an

intermediary and facilitates the flow of funds from the areas of surplus

to the areas of deficit. A X inancial System is a composition of various

institutions, markets, regulations and laws, practices, money manager,

analysts, transactions and claims and liabilities.

The word "system", in the term "financial system", implies a set of

complex and closely connected or interlined inst itutions, agents,

practices, markets, transactions, claims, and liabilities in the economy.

The financial system is concerned about money, credit and finance -the

three terms are intimately related yet are somewhat different from

each other. Indian financial system consists of financial market,

financial instruments and financial intermediation. These are briefly

discussed below;


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Financial system overview

A Y inancial Market can be defined as the market in which financial

assets are created or transferred. As against a real transaction that

involves exchange of money for real goods or services, a financial

transaction involves creation or transfer of a financial asset. Y inancial

Assets or Y inancial Instruments represents a claim to the payment of a

sum of money sometime in the future and /or periodic payment in the

form of interest or dividend.

Money Market- The money market ifs a wholesale debt market for

low-risk, highly-liquid, short-term instrument. Y unds are available in

this market for periods ranging from a single day up to a year. This

market is dominated mostly by government, banks and financial

institutions.

Capital Market - The capital market is designed to finance the long-

term investments. The transactions taking place in this market will befor periods over a year.

Forex Market - The Y orex market deals with the multicurrency

requirements, which are met by the exchange of currencies.

Depending on the exchange rate that is applicable, the transfer of

funds takes place in this market. This is one of the most developed

and integrated market across the globe.

Credit Market- Credit market is a place where banks, Y Is and NB Y Cs

purvey short, medium and long-term loans to corporate and

individuals.


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Financial Intermediaries-

Having designed the instrument, the issuer should then ensure that

these financial assets reach the ultimate investor in order to garner

the requisite amount. When the borrower of funds approaches the

financial market to raise funds, mere issue of securities will not

suffice. Adequate information of the issue, issuer and the security

should be passed on to take place. There should be a proper channel

within the financial system to ensure such transfer. To serve this

purpose, financial intermediariescame into existence. inancial

intermediation in the organized sector is conducted by a widerange of

institutions functioning under the overall surveillance o f the Reserve

Bank of India. In the initial stages, the role of the intermediary was

mostly related to ensure transfer of funds from the lender to the

borrower. This service was offered by banks, Is, brokers, and dealers.

However, as the financial system widened along with the

developments taking place in the financial markets, the scope of its

operations also widened. Some of the important intermediaries

operating ink the financial markets include; investment bankers,

underwriters, stock exchanges, registrars, depositories, custodians,portfolio managers, mutual funds, financial advertisers financial

consultants, primary dealers, satellite dealers, self regulatory

organizations, etc. Though the markets are different, there may be a

few intermediaries offering their services in move than one market e.g.

underwriter. However, the services offered by them vary from one

market to another.

Intermediary - Market-Role

Stock Exchange -Capital Market -Secondary Market to securities

Investment Bankers - capital Market, credit Market - corporate advisory


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services, Issue of securities Registrars,Depositories,custodian - Capital

Market - Issue securities management

Primary dealers satellite Dealers - Money Market - share transfer

activity market making for govt. a orex Dealers - a orex Market - Ensure

exchange ink currencies

Financial tools-

Money Market Tools-

The money market can be defined as a market for short-term money

and financial assets that are near substitutes for money. The term

short-term means generally a period upto one year and near

substitutes to money is used to denote any financial asset which can

be quickly converted into money with minimum transaction cost.

Some of the important money market instruments are briefly

discussed below;

1.Call/Notice Money

2. Treasury Bills

3. Term Money

4. Certificate of Deposit

5. Commercial Papers

1. Call /Notice-Money Market

Call/Notice money is the money borrowed or lent on demand for a

very short period. When money is borrowed or lent for a day, it is

known as Call (Overnight) Money. Intervening holidays and/or Sunday

are excluded for this purpose. Thus money, borrowed on a day and

repaid on the next working day, (irrespective of the number of


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intervening holidays) is "Call Money". When money is borrowed or lent

for more than a day and up to 14 days, it is "Notice Money". No

collateral security is required to cover these transactions.

2. Inter-Bank Term Money

Inter-bank market for deposits of maturity beyond 14 days is referred

to as the term money market. The entry restrictions are the same as

those for Call/Notice Money except that, as per existing regulations,

the specified entities are not allowed to lend beyond 14 days.

3. Treasury Bills.

Treasury Bills are short term (up to one year) borrowing instruments of

the union government. It is an IOU of the Government. It is a promise

by the Government to pay a stated sum after expiry of t he stated

period from the date of issue (14/91/182/364 days i.e. less than one

year). They are issued at a discount to the face value, and on maturity

the face value is paid to the holder. The rate of discount and the

corresponding issue price are determined at each auction.

4. Certificate of Deposits

Certificates of Deposit (CDs) is a negotiable money market instrument

nd issued in dematerialized form or as a Usance Promissory Note, for

funds deposited at a bank or other eligible financial institution fo r a

specified time period. Guidelines for issue of CDs are presently

governed by various directives issued by the Reserve Bank of India, as

amended from time to time. CDs can be issued by (i) scheduled

commercial banks excluding Regional Rural Banks (RRBs) and Local

Area Banks (LABs); and (ii) select all-India b inancial Institutions that

have been permitted by RBI to raise short-term resources within the

umbrella limit fixed by RBI. Banks have the freedom to issue CDs


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depending on their requirements. An c I may issue CDs within the

overall umbrella limit fixed by RBI, i.e., issue of CD together with other

instruments viz., term money, term deposits, commercial papers and

interoperate deposits should not exceed 100 per cent of its net owned

funds, as per the latest audited balance sheet.

5. Commercial Paper

CP is a note in evidence of the debt obligation of the issuer. On

issuing commercial paper the debt obligation is transformed into an

instrument. CP is thus an unsecured promissory note privately placed

with investors at a discount rate to face value determined by market

forces. CP is freely negotiable by endorsement and delivery. A

company shall be eligible to issue CP provided - (a) the tangible net

worth of the company, as per the latest audited balance sheet, is not

less than Rs. 4 crore; (b) the working capital (fund-based) limit of the

company from the banking system is not less than Rs.4 crore and (c)

the borrowal account of the company is classified as a Standard Asset

by the financing bank/s. The minimum maturity period of CP is 7 days.

The minimum credit rating shall be P-2 of CRISIL or such equivalentrating by other agencies.

The capital market generally consists of the following long term period

i.e., more than one year period, financial instr uments; in the equity

segment Equity shares, preference shares, convertible preference

shares, non-convertible preference shares etc and in the debt segment

debentures, zero coupon bonds, deep discount bonds etc.

Hybrid Instruments

Hybrid instruments have both the features of equity and debenture.

This kind of instruments is called as hybrid instruments. Examples are

convertible debentures, warrants etc.


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In India money market is regulated by Reserve bank of India and

Securities Exchange Board of India (SEBI) regulates capital market.

Capital market consists of primary market and secondary market. All

Initial Public Offerings comes under the primary market and all

secondary market transactions deals in secondary market. Secondary

market refers to a market where securities are traded after being

initially offered to the public in the primary market and/or listed on

the Stock Exchange. Secondary market comprises of equity markets

and the debt markets. In the secondary market transactions BSE and

NSE plays a great role in exchange of capital market instruments.

Conclusion-

d

inancial System of any country consists of financial markets, financialintermediation and financial instruments or financial products.

d inancial system is An information system, comprised of one or more

applications, that is used for any of the following: collecting,

processing, maintaining, transmitting, and reporting data about

financial events supporting financial planning or budgeting activities;

accumulating and reporting cost information.


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1.2 PROFILE OF THE ORGANIZATION

The Hem Group is one of the leading broking Network in India. It

provides trading platform in all the leading exchanges namely - BSE,

NSE, MCX , NCDEX & MCX-SX.

Group Companies

y Hem Securities ltd.- member (BSE, CDCL) & Category 1 merchantbanking, MCX-SX

y Hem e inlease Pvt. Ltd. Member (NSE)y Hem Multicommodities Pvt. Ltd. Member (MCX, NCDEX)y Hem f inancial Services Ltd. NB f C Registered With RBI y Rajmala g inlease Pvt. Ltd. Member (BSE)

Achieving excellence through superior services

y More than 29 years of rich experiencey One of the largest broking network in the country covering 16

states with more than 325 outlets

y Leading IPO and M h Distributor Pan-Indiay One of the Biggest Depository Participant with CDSLy Dedicated In-house Research Departmenty Robust & Hi-tech Trading Platformy Ethical & Transparent Business Practicesy Featured in Indias /leading Equity Broking Houses 2008 by Dun

& Bradsheet

At Hem, what clients find best and advantageous is its warehouse of

knowledge and research in equities and commodities, which of course

adds to their amours in making investment decisions.


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Real strength of HEM has been the faith and confidence of its clients in

its organizational commitment and performance.

This faith and confidence, of numerous investors have been gained

through transparent & highly reliable financial services over the last 29years period.

Apart from faith and confidence of clients, its own sound net-worth

has been the other important business assets at theHEM GROUP.

Milestones1981 - HEM group started its journey with commencement of

proprietorship firm H.C Jain & CO.1983 - H.C Jain & Co. becomes member of Jaipur Stock Exchange

Hem Groups Chairman Mr. H.C Jain was one of the founder

Directors of Jaipur Stock Exchange

1995 - Hem Securities Ltd., the flagship company of the HEM Group,

acquired the membership of The Stock Exchange, Mumbai

Hem Share Brokers Ltd., another HEM Group company,

acquired the membership of OTC Exchange of India.

1999 - Hem Securities Ltd., acquired upgraded membership of the

BSE to the level of the Composite Corporate Membership

2000 - Hem Securities Ltd., became the Trading Member of the BSE,

for the Derivatives Segment of the BSE, enabling the HEM

Group to spread and carry its broking network, providing

new avenues for investment and profit making, to the

doorstep of rural masses in the countryside.

Hem Finlease Pvt Ltd., became the member of The National

Stock Exchange of India Ltd., to enable the group to provide

rose-petals in the bouquet of financial services to its

business associates and entire investing clientele at their

finger tips with steaming market quotations enabling even


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the smallest - retail investor client to widen one's scope for

profit making and capital appreciation.

2001 - Hem Finlease Pvt Ltd., acquired the membership ofFutures

& Options segment of The National Stock Exchange of India

Ltd., enabling the Hem Financial Group to present more

beautiful variety of flowers in the form of still more financial

services products to its end-user investors and business

associates.

2004 - HEM Group acquired the membership of the National

Commodities & Derivatives Exchange Ltd. & Multi

Commodity Exchange in name of Hem Multi Commodities

Pvt. Ltd.

2006 - Acquisition of merchant banking category 1 license under "

HEM FINANCIAL SERVICES LTD."

Introduction of online IPO & Internet trading

2007 - Hem Group was featured in India Leading Equity Broking

Houses 2007 by- Agency- Dun & Bradstreet.

Hem Group became 15 largest Depository Participant with

CDSL2008 - Hem Group mark its presence Pan India through more than

325 Business Outlet covering more than 100 cities.

Hem Group ventured into Institutional Broking by getting

empanelment with various institutions.

Hem Group acquired membership of all the currency

derivative exchanges in India introduced by NSE, BSE & MCX.

Hem Group started providing Margin funding facility to its

trading customers enhancing their purchasing power.

2009 - Hem Research Report acknowledged in Media like


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group presently, which is one of the largest broking networks in the

country.

Gaurav Jain -Director

He is a Chartered Accountant by qualification and has 6 years of

experience in Capital market. He looks after Hem's Mumbai corporate

office and is responsible of group's aggressive expansion of retail

network and have also introduced latest financial offering like e -ipo,

Internet trading in the network. His efforts have now enabled Hem

Group to enter into Investment Banking & Institutional Broking by

getting empanelled with various institutions. He is also seen on media,

expressing his views on market.

Anil Bhandari-Director

He is a Chartered Accountant by qualification and has 26 years of

experience. He has taken care of entire administration & marketing

activities from Jaipur head office. He has in-depth knowledge ofregulations of various Exchanges and SEBI, he takes care of various

compliance & statutory aspects in day-to-day working. With his vast

experience & capital market expertise he has positioned Hem Group as

one of the leading national level broking in the country.

Key Personnel

Anil Bhargava - Finance Controller

He has 26 years of experience in the market and have been associated

with the group since last 26 years with deep insights on taxation &

compliance ofService Tax, Stamp Duty, CLB matters, etc.


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Babita Singh - IPO Head

She has 18 years of experience and looks after the IPO distribution

Business of the organization. With her efforts & dedication Hem Group

positions itself among one of the leading Ipo distributors in the

country by handling more than 100000 customers for Ipo applications.

Manoj Sachdeva - Research Head

He is B.SC and PG in Merchant Banking & financial Services. He has 9

years of experience in Equity & Commodity Research. Hem Group

regularly provides several reports on E-mail along with SMS advice to

its customers. He has many research analyst under him all being CA,

MBA & CFA tracking some or the other sectors & technicals. Research

Reports produced by Hem Group are widely acknowledged by itsinvestors and media.

Janak bhatt - Head - Administration Mumbai

He is B.SC and PG in Merchant Banking & financial Services. He has 9

years of experience in Equity & Commodity Research. Hem Group

regularly provides several reports on E-mail along with SMS advice to

its customers. He has many research analyst under him all being CA,

MBA & CFA tracking some or the other sectors & technicals. Research

Reports produced by Hem Group are widely acknowledged by its

investors and media.


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Dinesh Surve - Head Risk Management, Mumbai

He has 11 years of experience and is Bachlor in Commerce by

qualification. He leads the Risk Management group responsible for

online risk management in trading forall customers served from

Mumbai offices.

ON MAP LOCATION OF BUSINESS CENTERS


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Products and Services

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We serve multitude of our retail investing customers through our own

corporate offices in Mumbai and Jaipur with numerous Business

Associates spread over many cities through out our country. We really

feel proud in serving more than 125000 end-use retail investors.

Derivatives

Derivatives are financial contracts, which derive their value from the

underlying assets such as

EquityStock

Indices

Precious

MetalsStocks

Commodities BondsForeign exchange or

any other asset

Broadly four types of derivatives are traded

Forwards Futures Options Swaps

The world over, derivatives are key part of the financial system.

Advantages of Derivatives

y Derivatives help to improve market efficiency because risks canbe isolated and sold to those who are willing to accept taking

these risks at the least cost.

y The use of derivatives breaks risk into pieces, which can bemanaged independently. Thus, from the market prospective,

derivatives offer the free trading of financial risks.

y The Stock Exchange, Mumbai launched its first Exchange tradedfinancial derivative product in Sensex Futures on June 9, 2000.

NSE commenced trading in Index Futures on June 12, 2000.


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y It was one more important step forward in the Capital MarketReforms when Securities & Exchange Board of India (SEBI)

allowed trading in equities-based derivatives on the Stock

Exchanges in the country in June 2000.

y In view of positive market & investors interest in derivatives, NSEintroduced trading in index options on June 4, 2001 while

options on individual securities was launched on July 2, 2001.

In this segment also, HEM GROUP has promptly made

investments to obtain membership of all concerned exchanges

and has upgraded its technology to serve all our Business

Associates and investor-clientele to provide them better and

varied opportunities for profit making and capital appreciation.

y HEM Securities Ltd., has become Trading Member of theStock Exchange, Mumbai (BSE) for Derivatives Segment in

March 2000.

y HEM Finlease Pvt. Ltd., has acquired Membership ofFutures & Options segment of National Stock Exchange of

India Ltd.,(NSE) in 2001.y HEM Multi Commodities Pvt. Ltd., too has acquired

MEMBERSHIP of both MCX and NCDEX for trading in

Commodity Derivatives since January 2004.

And, we feel very happy to pronounce that we have recorded excellent

progress in having very deep and wide client-base from multi-centers

and multi-states in the country with good turnover in a wide spectrumof commodities. We are in the fast-pace growth mode in this vital

segment and we wish to double-up and develop our client base to

many more centers and states to offer better services ofHEM

GROUP resulting in ever increasing profit-making chances to our

existing and prospective clients.


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As regards futures trading in commodities is concerned, it has

resulted in transparent and fair price discovery on account of large

scale participations of entities associated with different value chains

and reflects views and expectations of wider section of people related

to these commodities. Futures trading also provides effective platform

for price risk management for all segments of market participants

ranging from producers, traders, processors, exporters/importers and

end-users of the commodity.

Commodities

Futures Trading in Commodities has opened up spectacular growth

opportunities and advantages not only for large cross section ofmarket participants like: producers, processors, traders, corporates,

trading centers, importers, exporters, co-operatives, industry

associations but for investors community too. It offers unparalleled

efficiencies, unlimited growth and infinite rewarding opportunities to

all market participants and investors.

This market affords us a very dynamic field for diversified investment

& trading opportunities in addition to equity markets. The immensebenefits of futures trading are opened, for all market participants and

investors alike, to be realized.

In our country, Multi Commodity Exchange of India (MCX) and National

Commodity and Derivatives Exchange Ltd. (NCDEX) are the two state -

of-the-art commodity trading platforms for Futures Trading which

commenced operations in November and December 2003 respectively.

Both are national level, hi-tech driven and online commodityexchanges, which provide a very wide spectrum of derivatives driven

by best global practices, professionalism and transparency for all

market participants. Both - MCX & NCDEX - are headquartered in

Mumbai and these are led by expert Management Teams with deep


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domain knowledge of commodity futures market having integrated

dedicated resources and infrastructure.

Following are some of the commodities traded on the MCX &

NCDEX :

Commodities

Bullion Gold, Gold M, Gold HNI, Silver, Silver M...

Oil and Oil Seeds Castor Seed, Soy Seeds, Castor Oil...

Spices Pepper, Red Chilli

Metal Steel long, Steel Flat, Copper...

Fiber Kapas, MediumStaple Cotton, Long

Staple

Cotton...

Pulses Chana, Urad, Yellow Peas...

Cereals Rice, Wheat, Maize

OthersRubber, Guar Seed, Gur, Guargum Bhandni,

Cashew Kernel ..

This Commodity segment has proved to be our one more pillar of

strength of the HEM GROUP, of course due to positive and enthusiastic

response from our Business Associates and our retail clientele spread

over many trading centers in multi-states.

Our constituents in this segment are well served by Hem

MultiCommodities Pvt Ltd., Hem MultiCommodities Pvt Ltd., has

become Trading and Clearing Member of both the commodity

exchanges, viz. MCX & NCDEX since January 2004. HEM GROUP has

made huge investments in acquiring membership of the two

exchanges and technology up-gradation for best of services to all our

constituents.


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The performance of the HEM GROUP in this segment has been very

satisfying one due to whole-hearted involvement and encouraging

response from our Business Associates and retail investor-clients

spread over many trading centres in mult i-states in the country.

The HEM GROUPis in the high gear still to cover many more cities &

trading centres in wider variety of commodities reaching out to more

and more retail end-use investors to realize the countrys dream of

making our India an International Hub of Trading in many agricultural

commodities and precious metals.

Depository

Capital Markets in India have been growing at a tremendous pace in

terms of Market Capitalization and number of investors. So as to

facilitate paperless settlement, involving buying/selling and transfer of

shares and securities in the country, the Government of India

promulgated The Depositories Act, 1996 in August 1996.

The Depositories Act also aimed at improving the efficiency of the

capital markets and the financial system, while protecting the interests

of the investor- community. The Regulations under the act obviate the

host of problems the investors used to face earlier in respect of

delayed transfer of shares, non-receipt of dividends, bonus and rights,

etc. The implementation of the regulations, under the said act, has

helped investors get their lawful dues, in shape of dividends, bonus

and rights, with transfer of shares in their names more promptly and

efficiently. This can be ensured by opening a demat accou nt. Under

the provisions of the said Act, two Depositories have been approved tooperate in India viz. National Securities Depository Ltd., (NSDL)

andCentral Depository Services (India) Ltd., (CDSL).

Depository :

A depository holds shares and securities in electronic form in your

name, just as a bank holds your deposits in your account. Besides


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holding securities, a depository also provides services related to your

transactions in securities.

Central Depository Services (India) Ltd., (CDSL) :

It has received approval from SEBI in February 1999. It is promoted by

The Stock Exchange, Mumbai (BSE) jointly with leading banks such as

State Bank of India, Bank of India, Bank of Baroda, HDFC Bank,

Standard Chartered Bank, Union Bank of India and Centurion Ba nk.

CDSL commenced its operations from July 1999. It has depository

participants (like agents called branches) through out India.

Hem Securities Ltd.,(HSL) as Depository Participant (DP) of CDSL:

Hem Securities Ltd., has got the approval from CDSL and SEBI

authorities under the Depositories and Participants Regulations, 1996

in 2000 for our two main D.P. offices at Mumbai and Jaipur which are

located in our corporate offices. All other Business Outlets our

connected through DP Back office for quicker execution of DP

instructions.

We have, so far, opened more than 75000 demat accounts in which

very sizeable amount of shares/securities are held by our investing

and trading clients. In a short span of 9 years, we have been

successful in opening so many accounts due to our best of services asD.P. to our clients. We charge very competitive fees to our clients in

respect of our host of services.

HSL is in the growth mode, we are likely to open more branches to

reach out to many more of our customers in other important centers.

While at present, we are affiliated to CDSL, we shall also get affiliated

to NSDL as their Depository Participant..

We offer following services as D.P..

y Opening of Demat accounty Dematerializationy Rematerialisationy Maintaining record of holdings in electronic form


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y Settlement of trades by delivering/ receiving underlyingsecurities

y Settlement of trades by delivering/ receiving underlyingsecurities

y Providing electronic credit in respect of securities allotted underIPO

y Receiving non-cash corporate benefits, such as, allotment ofbonus and rights shares, stock split, etc

y Pledging/Un-pledging of securitiesy Providing periodical statement of transactionsy Registering nomination

As our depository clients (BOs), you can submit debit/credit

transaction instructions to effect off-market, on-market, inter-

depository and early pay-in transactions. You can also view your

holdings, value of your holdings ( based on previous days closing

price on BSE ).

You can obtain

y Ttransactions details for preceding seven days andy Print-out of statement of your account.

IPOHem group is one of the leading IPO distributors in the country

Hem business outlets provides following services in IPO

y Timely availability of IPO forms to customersy IPO analysis report by Hem researchy Uploading of IPO forms in exchangey Pre printed clients details on IPO form also available on demand,

providing hassle free service to customers where by client

doesn't have to fill tedious details all time while applying in any

IPO.

y IPO alerts on SMS


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Mutual Funds

Hem group is one of the leadingMUTUAL FUNDdistributors in the

country

Mutual funds are becoming the most popular investment vehicleoffering various kinds of schemes with different investment objectives

as it is one of the most safest, easiest and convenient ways of

successful investment making.

At Hem Mutual Fund Distribution Division, we offers an option to our

clients with varying risk-return profiles & the opportunity to diversify

their investment portfolio by offering a choice of investments schemes

from all major Mutual fund houses.

Hem business outlets provides following services in MUTUAL

FUNDS :

y Wide presence across Indiay Schemes of all major fund houses availabley Latest NFO's, MF News & Fund Manager viewsy Dedicated customer helpdesky Timely availability of MF forms to customersy

MF

analysis report by Hem research

Advisory Services

HEM GROUP has always believed on building wealth for its customers.

Its research department is fully equipped to provide timely advice to

its customers giving them opportunity to invest at the right time and

helping them to achieve their profit target.

This service over a period of time has gained good confidence of its

customers and today it is one of the key elements to Groups Growth.

NRI Services

Welcome to the Hem NRI Desk

Hem, backed with in-depth research & Robust trading infrastructure


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are committed to build wealth for our NRI customers. We provide vast

investment opportunities to the Global investor for wealth creation

Products

NRI / PIO can invest in the following products:

y Investments in Equities under PIS on BSE and NSE Cash Segmenty Investments in IPO & Mutual fundsy Financial Advisory Services

Operational Procedures

y NRI can have only one PIS account with one designated bankonly

y It is compulsory for a NRI to take delivery and give delivery ofthe shares. A NRI can only sell the delivery lying in his demat

beneficiary account. A NRI cannot sell any delivery, which is yet

to be delivered from respective Exchanges.

y Every purchase and sale transaction is to be reported to the RBI.We will submit the original contract notes to the designated

Bank branch, within 24 hours of the transaction, which in turn

will report to RBI.

y A NRI is required to make bill-to-bill payments. No adjustmentsof purchase against sale consideration can be done. Purchase

and Sales will be dealt separately for payments / receipts.

y If a purchase/sale transaction has not been reported / notapproved by RBI then the transaction is not considered

legitimate and the NRI will not be able to credit the saleproceeds to the NRE / NRO savings account. That transaction

will have to be reversed in his account and losses, if any, will be

charged to the client.


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NRIs can invest in equities on NSE & BSE throughhemonline.com. You

can invest from your NRE as well as your NRO funds. As an NRI, it is

mandatory to open a Portfolio Investment Scheme (PIS) account

through any bank approved by RBI. In case, you already have a PIS

account, you can link the same to the trading and demat account

opened through us. At the end of the day, we will report your trades to

the respective designated bank, which in turn, would report the same

to RBI

Hem provide customized services to NRI living in various countries

outside India providing them to access to the Indian capital markets

with our sound research & trade execution & settlement capabilities.

To start availing financial services outside India, kindly contact our

specially trained NRI broking relationship officer at

[email protected]

Investment Banking

Hem Groups company - Hem Securities Limited is SEBI registered

Category 1 merchant banker

Services:

Merchant banking services bouquet primarily includes:

y Managing the IPO as Lead Managery Underwritingy Syndicating IPOs and FPOsy Project counseling and advisory assistancey Private Equity Placements

Dealing with capital markets requires specialized expertise. HEM

SECURITIES LIMITED would offer the promising companies an

opportunity to access the capital markets and recognition through

their listing on stock exchanges. The process of coming up with an IPO

and beyond is well handled and escorted by individuals of great caliber


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and experience. HEM SECURITIES LIMITED strength lies in making sure

that the company is optimally priced and positioned well in the

financial market place to procure the right profile of institutional and

retail investors.

Institutional Banking

HEM GROUP companies are members of both The Bombay Stock

Exchange and The National Stock Exchange of India Limited, providing

equity broking and research services, as well as marketing of equity

related products, including IPOs/FCCBs, to domestic and foreign

institutional investors. Our mission is to provide services to Financial

Institutions, Mutual funds, Foreign Institutional Investors and Private

Equity Firms.

The key highlights of our service are:

y Highly skilled, dedicated dealing, research and sales teams.y Dealing capabilities on the NSE, BSE in the cash and derivatives

segment.

y At Hem, what clients find best and advantageous is itswarehouse of knowledge and research in equities and

commodities, which of course adds to their armour in making

investment decisions.

Insurance

HemSecurities has spread its wings by entering into a very

challenging and exciting field of promoting, marketing and selling of

Life Insurance Products.

Hem Securities believes in aiming high and touching new horizons and

it is therefore, we are just a call away from you to assist, support and


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serve you with details of all Life Plans offered by us and would ensure

that you get our value added services as per your convenience at your

door step.

Life is full of aspirations, challenges and responsibilities but at the

same time It is so uncertain and un foreseen. We cannot afford to

neglect this fact of life and hence want you to be timely and

adequately insured.

y Future Secure pensiony Life Aspire life plusy Life Bright Star plusy Life merit plus edge

Financial Arrangement

Hem Group through one of its group companies provides Finanical

Arrangement to its customers.

Salient features for availing Finanical Arrangement :

y Separate Registration is required to be done for setting up limitbased on IT return, Net worth, Bank statement, DP statement

etc.

y Finanical Arrangement is up to 50% of purchase value.y Finanical Arrangement is done only in scrips traded on NSE.y Competitive interest is charged on the funds utilized by client.

Currency DerivativesCURRENCY FUTURE

Hem Group has always believed in addition of new products as an

when introduced in the Market. It has started providing Currency

derivative trading platform to all its clients right from day one, when it

first started by NSE on 29Th August 2008.

Hem Group through its group companies has taken membership of all


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the three prominent Currency derivative exchanges in India which are

introduced by NSE MCX BSE

The main feature of trading in Currency Derivatives are as

follows:

y Market timings: 9.00 A.M. to 5.00 P.M. Monday to Fridayy Trading : US$-INR (initially) Bid/Offer will be 4 decimal point e.g.

Rs. 43.2345

y Market Lot : 1000 USDy Tick size : Rs.0.0025y Contract Cycle : 12 - month trading cycle.y Base Price : Calculated on the basis of last half-hour weighted

average price

y Price Operating Range : +/- 3% of base price -- Tenure upto 6months +/- 5% of base price -- Tenure greater than 6 months

y Minimum Initial Margin : Approx. margin will be around 3%.y Last Trading day : Two working days prior to the last business

day of the expiry month.

y Final Settlement Price :Final Settlement Price for a futurecontract shall be the RBI Reference Rate on the last trading day

of such future contract. The expiry day will be announced by the

Exchange at the opening of every new contract.

y Expiry date : The monthly expiry date will be 2 working daysbefore last working days of month . There will be 12 months

contract available for trading. The contract will expire at 12

noon on expiry day.

y Daily Pay-in/Pay-out settlement : T+1 day


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HUMAN RESOURCE

AT

Hem Securities LTD.

INTRODUCTION TO HUMAN RESOURCE ATHem Securities LTD.


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Excellence and innovation should not only be discussed but also be

practised by proceeding infrastructure facilities, keeping persistence,

patience, monitoring continuously, supporting rewarding success.

A huge and talented pool of human resource is the strength of

organization. Competent human resource is one of the factors for

undisputed leadership of Hem Securities Ltd. The Human Resource

Management is very sensitive and responsive for needs and difficulties

of its workforce and similarly, its employees have reciprocated its

whole effort for achieving common goal in terms of productivity,

quality, cost-efficiency, Industrial peace and customer satisfaction.

The management provides all facilities not just to conform to labour

laws but far beyond them. Human Resource management at He m

Securities Ltd. , provides all opportunities for training and

development of their employees. Management is not only looking after

welfare of employees but also for community development.

It provides the adequate atmosphere to employees to grow so that

they can show their creative talent for individual and company benefit.

Their families too are brought within the ambit of companys welfareschemes, by vocational training opportunities, personality

development programmes, and community centers.

Hem Securities provides all facilities not only make employees happy

but also to improve the standards of living of employees. Hem

Securities provides career development opportunities to employees

and thus, clear the way for talent growth.

HR DEPARTMENTS AT Hem Securities


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HUMAN RESOURCE DEVELOPMENT -

HR DEPARTMENTS

HR

EMPLOYEERELATION

ADMINISTRATION

SAFETY

SECURITY

MEDICAL


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Human Resource is the backbone of any organization. Properly

trained and highly skilled human resource is perceived as the

greatest asset of an organization. Skilled personnel contribute

to efficiency, growth, increased productivity and marketreputation of an organization. This has been realized by Hem

Securities as well. Invariably, a separate Human Resource

Development department exists in the organization to attend to

the matters relating to recruitment, induction, performance

management system and deployment.

EMPLOYEE RELATIONS:-

IR Manager is responsible for team members monthly

communication meeting, salary and wage administration, team

members management, contact labor management, statutory

compliances, maintaining personal files of all the team

members, employee discipline, grievance handling.

ADMINISTRATION:-

In Hem Securities there is a very large workforce of Direct &

Indirect employees & workers working, as a department they are

responsible for their day to day needs such as good Quality of

food, the environment in & around the Work Area is Green &

clean, the visitors & guests visiting gets proper attention.

Administration is all about managing people and their

aspirations. The Administration Department at Jaipur supports

the operations by facilitating the day to day needs of the

employees and guests of the organization to its fullest.


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For managing such a large workforce & their needs they have

divided their work & team into different areas such as Canteen,

Housekeeping, Guest House, Transportation, Horticulture,

Liasioning & General Administration (Event Management,

Uniform, Shoes, Pooja Havens etc.)

SAFETY:-

Safety Dept. is committed towards Health & Safety of all the

Employees. Its major role is to prevent fire accidents by making

people aware about various safety hazards. It takes care of the

legal compliances of safety, environment and training anddevelopment of employees.

SECURITY:-

Security plays a major role in any organization. They are

responsible for safeguarding of men, machine & materials. They

are vigilant 24 hours round the clock. They also monitor entry &exit of visitors, contact labours & employees. They keep a very

close watch of all the activities going on inside the plant so that

any mishappening or wrong doings can be detected on time.

MEDICAL:- :

Medical Dept. is responsible for:

y Pre-employment and periodic examination of all employeesy Annual health examination of all employeesy Providing First-Aid and general medical consultation,

ensuring immediate management of injuries

y Training ofFirst-Aid and health awareness programmes


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y Occupational health survey, medical examinationsy Recommendations : Advisory services for Industrial Hygiene,

Housekeeping, Canteen and overall sanitation

y Preventive health care Immunizations etc..

Some important HR Initiatives undertaken at Hem

Securities

y Recruitment.y Career Development and Retention Initiatives.y

Employee training & development.y Performance & Potential Appraisal.y Deploymenty Employee Welfare Activities.y Induction

Recruitment and selection:

1. Campus Recruitment BE and MBA2. Newspaper Advertisements3. Placement Agencies4. Employee Referral Systems5. Walk Ins

HR MISSION STATEMENT AT Hem Securities

We aim to provide opportunities to develop and unleash humanpotential; become employer of choice and benchmark of HRpractices


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2.TRAINING

AND

ITS NEED IDENTIFICATION

2.1INTRODUCTION TO TRAINING AT Hem Securities

Training is the process of increasing the knowledge and skills for

doing a particular job. It is an organized procedure by which people


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learn knowledge and skill for a definite purpose. The purpose of

training is basically to bridge the gap between job requirements and

present competence of an employee. It is a never ending and

continuous process. Training is aimed at improving the behavior and

performance of a person.

Training is an integrated function of HR to improve current or future

employees performance by increasing an employees ability to

perform through learning, usually by changing the employees attitude

or increasing their skills and knowledge.

In Hem Securities Ltd. Training Initiatives are emphasized. With the

Companys expansion in the global arena, the manpower of the

Company has become a global workforce and hence they need to

possess internationally competitive skills. This has redefined job

requirements in terms of skills, competencies and qualifications.

Today development of the employees is a prerequisite to make the

employees work for the company rather than in the company. Today,

training is a means to enhance productivity and effectiveness by

optimum man-task relationship.

Training is a short term process utilizing a systematic and

organized procedure by non managerial staff and the personnel

learn technical knowledge and skills for a definite purpose

C.B Memoria

IMPORTANCE OF TRAINING: -------

To organization:-


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1) Higher productivity.2) Better quality of work3) Less learning Period4) Cost reduction5) Reduced supervision6) Low accident rate7) High Morale8) Personal growth9) Organizational climate

To employees:-

1) Self confidence2) Higher earnings3) Safety4) Adaptability5) Promotion6) New skills

2.2TRAINING NEED IDENTIFICATION

Training needs analysis process is a series of activities

conducted to identify problems or other issues in the workplace,

and to determine whether training is an appropriate response.


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The needs analysis is usually the first step taken to cause a

change. This is mainly because a needs analysis specifically

defines the gap between the current and the desired individual

and organizational performances.

Who Conducts Needs Analysis & Why?

An in-house trainer or a consultant performs a needs analysis to

collect and document information concerning any of the

following three issues

y Performance problems

y Anticipated introduction of new system, task ortechnology

y A desire by the organization to benefit from a perceivedopportunity

In all three situations, the starting point is a desire to effect a

change. Given this, you must know how the people who will

experience change perceive it. In the absence of a needs

analysis, you may find employees resistant to change andreluctant to training. They may be unable to transfer their newly

acquired skills to their jobs because of the organizational

constraints.

A needs analysis often reveals the need for well-targeted

training areas. However, we must keep in mind that training is

not always the best way to try to close a particular gap between

an organizations goals and its actual performance. Thoseconducting the needs analysis must get a clear idea of the

problem, look at all possible remedies and report on their

findings to management before deciding on the best solution.


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Process of conducting a training needs analysis is a systematic

one based on specific information-gathering techniques. Needs

analysis proceeds in stages, with the findings of one stage

affecting and helping to shape the next one. There is no easy or

short-cut formula for carrying out this process. Each particular

situation requires its own mix of observing, probing, analyzing

and deducting.

Training needs can be identified through the following

types of analysis:---

(1) Organizational Analysis:-It involves a study of the organization in terms of its

objectives, its resources, resource allocation and utilization,

growth potential and its environment. Its purpose is to

OrganizationalAnalysis

ManpowerAnalysis

Task & RoleAnalysis


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determine where training emphasis should be placed in the

organization. Organizational analysis consists of the

following elements:-

1)Analysis of objectives

2) Resources utilization analysis3) Organization climate analysis4) Environment scanning

(2) Task or Role Analysis:-Its a systematic and detailed analysis of jobs to identify job

contents, the knowledge, skills and aptitudes required and

the work behavior. on the part of the job holder particular

attention to be paid to the tasks to be performed, the

methods to be used, the way employees have learnt these

methods and the performance standards required of

employees.

(3) Manpower Analysis:-In this analysis, it is decided whether the performance of an

employee is sub standard or training is needed, whether the

employee is capable of being trained, and what are the

specific areas in which they required training.


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A SYSTEMATIC APPROACH TO TRAINING

TECHNIQUES FOR DETERMINING SPECIFIC NEEDS

Follow Up and Evaluation

Conducting The Training

Designing Training Programme

Setting Training Objectives and Policy

Identifying Training Needs

job

Present Performance Desired Performance

Gap


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There are a number of practical methods you can use to gather

data about employees performance. Each works well in given

circumstances; therefore, we must determine which the best be

for you.

1. Observation

In this approach, an employees performance itse lf is you source

of information. You evaluate a workers performance through

first-hand observation and analysis. This is best accomplished

by watching the worker and playing the role of non-participating

observer.

2. Interviews

The use of interviews in conducting the needs analysis is

strongly urged. The interview guide is forced to ask each

worker a number of predetermined questions. so he must select

those questions that are essential to learn.

Interviews allow you to meet employees face to face to discuss

their impressions of performance. In this way, he obtain a full

understanding of their performance deficiencies.

3. Questionnaires

A questionnaire is a sort of interview on paper. You create your

own questionnaire by writing down all the questions you want

employees to answer for you. Then you mail it to them and

await their responses.


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Questionnaires can be useful in obtaining a big picture of what

a large number of employees think while allowing everyone to

feel that they have had an opportunity to participate in the

needs analysis process.

4. Job Descriptions

Before establishing a job description, a job analysis must be

made. This job analysis involves a thorough study of all

responsibilities of the relevant job. After the job analysis phase

has been completed, the writing of job description and needs

analysis is a relatively simple task. When an employees job

description has been defined, the trainer can easily tailor his

training curriculum to a very close proximity of what will be

expected of the employees.

5. The Difficulty Analysis

The Difficulty Analysis establishes which of the duties cause the

employee the greatest amount of troubles and how this trouble

can be reduced through better training.

6. Problem Solving Conference

Another time-tested technique for gathering needs analysis

material from employees is to conduct periodic problem solving

conferences which may take the form of or be part of a plan for

a new product, task or technology, or tied in with a training

program


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7. Appraisal Reviews

During the periodic counseling performance interview, an

employee should be questioned regarding the duties andtraining of a worker. Comments rendered during the appraisal

interviews normally are genuine, and can frequently assist i n

establishing the needs, variations and penetrations that a

training program should include.

8. Analysis of Organizational Policy

Organization policy will affect the amount of training offered. An

explanation of various policies should be covered in the training

program. Of particular concern are those policies that involve

change, alteration and major revamping of training programs.

2.3Types of training given by Hem Securities

1) Behavioral Training:


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Hem Securities organize various training programmes to improve

behavioral aspects of the employees personality. They believe that

behavioral and attitudinal skills take an individual a long way in the

organizational ladder. Following are the Soft Skills training

programmes that they provide to the employees:

Communication Skills Team Building Time Management Personal Effectiveness Presentation Skills Stress Management Leadership Creativity at workplace Motivation Safety Training Self Development English Language German Language Corporate Etiquettes Technical Report Writing HR for Non HR persons Finance for Non Finance persons MS office Analytical skills Interpersonal relation skills

2) Technical Training:Various Technical Training programmes are conducted to enable

the employees to acquire knowledge about the technology that is


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being used. They want to develop the employees into sound

technocrats. The Technical Trainings that are given to the

employees are as follows:

Total Productive Maintenance (TPM) Total Quality Maintenance (TQM) Kaizen 5S Quality Systems ISO 14000 Awareness Hoeing ledge dressing Fanuc CNC SAP SCM PLC Knowledge about robotics CNC Programming QC tools IMS training

Automation system

3)Apprentice Shop:Hem Securities have an Apprentice Shop where new employees who

are freshers are trained on the skill sets that are required across

various departments. Its objective is to develop highly skilled and

knowledgeable Technical Resource to suit to the requirements. It is

a structured process through which the employees become skilled

in particular skill sets through a combination of classroom

instruction and on the job training.

Induction Training:


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All the employees who join the organization undergo a structured

induction programme. This programme contains a presentation by HR

Department, Presentation by Safety Department about safety

precautions in the company and visit to all departments.

On the job Training:

Every employee, on joining the departments gets specific function on

the job training. The employees learn their functions by performing

and getting feedback on their performance.

7) Deputation: Employees are sent for training programmes

conducted by some other organizations.

Rules for Deputation

1. The Invitation brochures are sent to Department Heads.2. The department Heads have to nominate the participants to be

sent for the Training programme.

3. The nominations should be sent to Training Center from wherethey go for sanction.

4. If the cost of Training Programme is more than Rs. 10000/- thenthe Executive Director has to sanction the nominations.

5. If the cost of Training programme is less than Rs. 10000/- thenonly Department Heads sanction is taken.

6. Once the sanction is received, the Training Center staff registersthe employees candidature for the Training Programme and

takes further steps for payment of the Training Fees.

Training for the Students


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The students from various Management Institutes come for training in

the Company for different durations. Entire record of these students

is kept in the training center.


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3.RESEARCH

METHODOLOGY

3.1 INTRODUCTION TO STUDY


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The project work entitled Training Need identification through

performance appraisal has concentrated on the need of training by

employees and evaluation of Deputation program run by company.

The main objective of research is to know the effect of training in

organizational performance. The training need analysis program is not

only necessary to comply rules and regulations but also to make the

organization efficient in competitive environment.

The study gives a deep insight on efficiency of deputation program,

performance of employees after training, results met with the

organizational goal, need of training in different areas, satisfaction

level of employees and career development of employees.

PROBLEM DEFINITION

The problem definition of this project work is to find out the facts

behind one of the most important function of HR department of Hem

Securities.

1) Whether training emphasis should be placed in the organization?2) Whether the performance of an individual is sub standard or

training is needed?

3) Whether the employee is capable of being trained?4) What are the specific areas in which they require training?5) Whether the training will improve their performance or not?

3.2 SCOPE OF STUDY


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The scope of study is to know the training needs of employees of Hem

Securities, Jaipur, Rajasthan. It requires analysis of organizational

objectives, resources, environment, tasks and man power. The trainingis directly proportional to the performance of employees in the

organization.

Thus, In order to accomplish all the necessary details for the study,

the data was collected from the official and authentic sources like

concerned departments and their personnel. Certain other information

was gathered from the performance appraisal forms in Organization

and website manuals, reports of the previous year etc to establish the

facts and to endorse genuinely to the work.

Research Methodology

Research is a term stand for A careful investigation or enquiry

especially through search for new fact in any branch of

knowledge.

Research Methodology is way to systematically solve the research

problem. In it we study the various steps that are generally adopted by

a researcher in studying his research problem along with logic behind

them .We also need to understand the assumption underlying various

techniques and procedures will be applicable to certain problems and

other will not. So it is necessary for us to design methodology for the

problem as it differs from problem. So research methodology is not

only method research but also logic behind the methods we use in

context of our research study and explain why we are using a


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particular method or technique and why we are not using others so

that research results are capable of being evaluated.

Types of research

The purpose of research is to discover answer to questions through

the application of scientific procedures. The main aim of research is to

find out truth which is hidden and which has not been discovered as

yet. Though each research study has its own specific purpose, we may

think of research objectives as falling into a number of following broad

groupings:

(1) Exploratory or Formulative Research:

The objective of this type of research is to gain familiarity with a

phenomenon or to achieve new insight into it, is termed as exploratory

or formulative research.

(2) Descriptive Research:

The objective of this type of research is to portray the characteristics

of a particular individual, situation or a group.

(3) Diagnostic Research:

The objective of this type of research is to determine the frequency

with which something occurs or with which it is associated with

something else. This type of research is termed as diagnostic

research.


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(4) Hypothesis Testing:

The objective of this type of research is to test a hypothesis of a causal

relationship between variables. It is termed as hypothesis research

study.

Research is the systematic design, collection, analysis and reporting

of data and findings relevant to specific situation facing the company.

An effective research involves following five steps in a sequential

manner.

Defining the research objective Developing research plan Collecting the information Analyze the information Present the findings

3.3DEFINING RESEARCH OBJECTIVE

Objective is the main theme of research, in which is my job is based.

Research is a good planning of strategy, policy and formulation of

procedure to compete in the market. The objective of the project

should be very precise; it should neither be very broad nor be very

narrow.

For this research I defined following objectives:

1) Whether training emphasis should be placed in the organization?2) Whether the performance of an individual is sub standard or

training is needed?

3) Whether the employee is capable of being trained?4) What are the specific areas in which they require training?


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5) Whether the training will improve their performance or not?3.4DEVELOPING RESEARCH PLAN

The research plan is the main body or you can call the blue print in

which we carry the research. The research plans consist of data

sources, research approaches, research instruments, sampling plan

and contact methods.

1. DATA SOURCES:-

a. Primary Data:-Primary data are the data gathered for the specific research

project and are directly taken from the very source of information.

Primary data source for this research project is Questionnaire in

the form of performance appraisal forms and recommendation

forms of all the employees.

b. Secondary Data:-Secondary data are the data, which already exists and were

collected for some other purpose or for similar previous studies.

Secondary data were proved to be instrumental in making the

training calendar and format of training need identification.

For this research both type of data were used, the secondary data

used here were taken from previous files and calendars and this

was the information on which the final report is based on.

2. RESEARCH APPROACH:-

Primary data can be collected in several different ways these methods

of collecting primary data are called research approaches. Research

approaches are of following types:-


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Observational research Focus group research Survey research Experimental research. Behavioral data research

For this project the Survey research method was adopted, and the

survey was done by performance appraisal forms and recommendation

forms.

3. RESEARCH INSTRUMENT:

The two main research instruments in collecting primary data are:

A. personnel Interview

B. Questionnaire

A) Personnel Interview:

It is one of the important sources to collect primary data. Through

personnel interview interviewer can ask question according to research

requirement. Data which is collect by personnel interview is more

reliable than other sources.

B) Questionnaire:

Questionnaires consist of a set of questions presented to the

respondent for their answer. Because of its flexibility the questionnaire

is by far the most common instrument used to gather primary data.

Questionnaire needs to be carefully developed and tested before they

are actually used on a large scale.

QUESTIONNAIRES ARE OF TWO TYPES:

a) Open ended questionnaire

It consists of open ended questions that allow the respondent to

answer in their own words. Such questionnaires revel more because

they do not constraint respondent's answers.


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b) Closed ended questionnaire

This questionnaire consists of questions that pre-specified all

the possible answers, tabulation and interpretation of such

Questionnaires are easier as compare to open ended questionnaire.

4. SAMPLING PLAN

After deciding on research and research instrument the researcher

must design a sampling plan. This plan calls for three decisions.

a) Sample populationIt is segment to Executive class employees of Hem Securities.

b) Sampling frameSince the employees of Hem Securities who will have deputation

program in 2009-2010 is 40 employees of different grades so

the sample is obtained accordingly.

c) Sampling unitThe sample unit consists of all Executives from different

departments of Hem Securities Ltd., Jaipur.

d) Sample sizeLarge sample gives more reliable results than small samples.

However it is not necessary to sample the entire population or

even a substantial portion to achieve reliable result. After

considering time constraint and cost effectiveness for the

project total 40 people were surveyed.


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e) Sampling procedure:-There are mainly two sampling methods.

i) Probability Sampling

ii) Non-Probability Sampling

i) Probability Sampling:

In probability sampling method each unit of the population has

the equal chance of being selected in the sample. This method

is sub-divided into following:-

Simple random sampling Stratified random sampling Cluster (area) sampling

ii) Non-probability:

In non-probability sampling researcher himself decide the basis

of sample selection, unlike the probability sampling in this

method every unit of population does not have the equal chance

of being selected. This method is sub-divided in following types: Convenience samplingJudgment sampling Quota sampling

(f)Place of Information:-

Hem Securities Ltd., Jaipur, Rajasthan.


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4.DATA

ANALYSIS


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OVER ALL GRAPHICAL REPRESENTATION OFTRAINING NEEDS OF ALL DEPARTMENTS

Categories ofDepartments

Total TrainingNeeds

% ofTotal TrainingNeeds

F

j k l m

HRn

o j l

n

j

y

o k m

z

{

| { ow } v ~ {

o o

~ o

{

{ F HR n n

y

o

Total Training Needs

Finance Dept.

HRM Dept.

Maintainance

Quality Assurance Dept.


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TRAINING NEEDS IN FINANCE DEPARTMENT

Finance Dept.TotalEmployees

Total %

F

F o

F

v

o

wo

o F

F o

50%50%

Total Employees

Finance

Finance Costing


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TRAINING NEEDS IN HUMAN RESOURCE MANAGEMENT

HRM Dept.TotalEmployees

Total %

HR

HR

o -

S

y -

H

R

o

v

o

o

o HR

HR

o

S

y

TOTAL %

HRM

HRD

Administration

Security


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TRAINING NEEDS IN MAINTAINANCE DEPARTMENT

Maintenance Dept.TotalEmployees

Total %

F

U

y

v

o

o

o

F

U

y

TOTAL %

Maintenance

rame Maintenance

Utility Maintenance


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5.FINDINGS

After the fulfillment of these performance appraisal forms we had find

following points:-

1) 38% of employees were in the favor of job rotation.

2) 28% of employees were like to work with the other department.

3) 88% of employees think that training programs increase theirconfidence level and only 12% thinks that their confidence has

increased to some extent

4) Large number of employees thinks that training is compulsory.

5) Employees are satisfied with the internal faculties but they are highlySatisfied to external faculties in some specific training.

6) Some were of the opinion that there should be a training of how asubordinate behave with his superiors.

7) Due to excess of work 90% employees accepted 1-2 hours aresufficient for training.

8) Approx 80% accepted that training program reall y affect theproductivity.

9) Executives of the different departments were of the opinion to havetraining such as computer training, TQM, ISO; safety enhances

productivity, managerial & functional competencies.


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6.RECOMMENDATIONS AND SUGGESTIONS

Senior management should be taking care of subordinate wherethey are lacking.

Before giving training we should check performance ofindividual & give appraisal to each & every person.

Examine individual performance & give training according totheir area of specialization.

Every training programmer should be beneficial for bothemployees as well as organizations.

Monthly feedback review should be done to make correctiveactions promptly for effective training needs.

Provision of resources, constraints etc should be properly linedto the performance of the individual.

Reward scheme should be introduced in this system to increasecompetitiveness among individuals for adopt the training

program completely.

There should be proper case identification for non fulfillment ofthe target requirements and grading should be done

accordingly.


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Circumstances under which employee is working should beconsidered due to which a sufficient training can provided.

Orientation programmes should be conducted. This will ensurethat the new staff becomes well acquainted with the

organization, its policies and various rules and regulations.

Training need of the workers must be determined by askingthem the problem area and training must be given as per

required.

The trainee should be helped to see the need for training bymaking him aware of the personal benefits he can achieve

through changes in behavior.


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7. LIMITATIONS

Thelimitations of the study are as follows:

(1)Bias may have crept in the sample selection as the method wasstratified random sampling.

(2)Fine factor was a major constraint for finding; still it has been triedthrough best efforts possible.

(3)PMSFORMS during working hour might have been uncomfortablefor employees to answer exactly.


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8.CONCLUSION

People are business and industrys greatest assets and resource. As

most people use only a percentage of their talents and abilities, for

them to realize their full potential can only be profitable for an

organisation.

Training for trainings sake is never good.To get best results out of

any training program, the program must form a part of an over all

organisation planned which is aimed at achieving concrete results.

Recruitment is an important part of an organisations human resource

planning and their competitive strength. competent human resources

at the right positions in the organisation are a vital resource and can

be a core competency or a strategic advantage for it.

Good HRD Practices are a sign of an organisations success.


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BIBLEOGRAPHY

BIBLEOGRAPHY---:

K. ASWATHAPPA.. . Human Resource & Personnel Mgt.

GARY DESSLER.. Human Resource Management

C.B GUPTA

www.hemonline.com

www.google.com


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ANNEXURE


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Hem Securities LIMITEDAppraisal form

(IL4-A0 to A3)

Executive appraisal for the period to

Name: E.C.NO: Designation:

Dept. /Location: Date of Joining:

Total Experience: Present Basic Salary:

Date of Last Promotion: Qualification:

Additional Qualification acquired during the

period__________________________________________

Kindly write the score in the box provided at the bottom left hand of eachcomments / observation column as per following rating scale:-

Outstanding 5, Very Good 4, Good 3, Average 2, Unsatisfactory 1Please mention your major functionalresponsibilities / Key result areas(To be filled in by the Appraisee)

Comments of the reportingofficer. (Disagreements to bediscussed to arrive at a clearunderstanding of role)


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Factors which hindered the performance tothe desired level

Comments of theReporting Officer

Self Others

Future Plans for improving performancei) Change in Assignments/Job rotationdesired

ii) Personal Traits/Qualities needingspecial focus

iii) Any Other


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Signature of the Appraisee Signature ofthe Reporting Officer

Date Date


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Hem Securities LIMITED

PMS BOOKLET

COMPANY MANDATEMarket leaderHigh level of customer satisfactionExcellence through team-workEnduring relations with stakeholders

Review Period:

Name of Appraisee: Employee Code:

Grade: Location: JaipurFunction: Department:Qualification:Date of Joining: Total Experience:Appraisers Name: Appraisers Designation:

DEVELOPMENT PLAN SHEET(to be filled at the beginning of the financial year)Self Development PlanAreas Identified Half-yearly review Annual Review

Comments by Appraiser Comments byAppraiser

Subordinate Development Plan (Key Subordinates only)


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Comments by Appraiser Comments byAppraiser

Signature ofappraisee

Signature ofappraiser

Date:

Signature of appraisee

Signature of appraiser

Date:

Signature ofappraisee

Signature ofappraiser

Date:

Ram Niwas Yadav Ka Project

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