Project Report on

“A study on impact of training and development on

staff in HDFC Bank ”

A Project submitted to
University of Mumbai for partial completion of the degree of
Bachelor of Management Studies
Under the faculty of commerce

By
Mr. Vishal Krishna Bomble
Seat No.
Under the guidance of

Prof. Hema Chetwani

T.Z.A. Shikshan Prasarak Mandal’s

Pragati College of Arts & Commerce Dombivli (E), Maharashtra- 421
201

March 2019-2020
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 Project Report On

“A study on impact of training and development on

staff in HDFC Bank ”

A Project submitted to
University of Mumbai for partial completion of the degree of
Bachelor of Management Studies
Under the faculty of commerce

By
Vishal Krishna Bomble
Seat No.

Under the guidance of

Prof. Hema Chetwani

T.Z.A. Shikshan Prasarak Mandal’s

Pragati College of Arts & Commerce
Dombivli (E), Maharashtra- 421 201

March 2021-
2022
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 T.Z.A. SHIKSHAN PRASARAK MANDAL’S PRAGATI
COLLEGE OF ARTS & COMMERCE, DOMBIVLI (E)

CERTIFICATE

(2019-20)
This is to certify that Mr. Vishal krishna Bomble has worked and duly completed his Project Work for the
degree of Bachelor in Management Studies under the faculty of Commerce in the subject of Human
Resource―To A study on impact of training and development on staff in HDFC Bank Dombivli East ‘‘
under my supervision.

I further certify that entire work has been done by the learner under my guidance and that no part of it has
been submitted previously for any Degree or Diploma of any University.

It is her own work and facts reported by his personal findings and investigations.

PROF. SNEHA MHATRE DR. JYOTI POHANE

(Course Co-ordinator) (Principal)

PROF. HEMA CHETWANI

(Internal Guide) (External Examiner)

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 DECLARATION BY LEARNER

I undersignedMR.Vishal Krishna Bomble here by, declare that the work embodied in this project work
titled ― A study on impact of training and development on staff in HDFC Bank’’forms of own contribution
to the research work carried out under the guidance of Prof. HEMA CHETWANI is a result of own
research work and has not been previously submitted to any other University for any other Degree/Diploma
to this or any other University.

Wherever reference has been made to previous work of others, it has been clearly indicated as such and
included in the bibliography.

I, here by further declare that all information of this documents has been obtained and presented in
accordance with academic rules and ethical conduct.

Yours Faithfully,

RAJSHRI MAHARANA

Certified by,

PROF.HEMA CHETWANI
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 ACKNOWLWDGEMENT

To list who all have helped me in Difficult because they are so numerous and the depth is so enormous.

I would like to acknowledge the following as being idealistic channels and fresh dimensions in the
completion of this project.

I take this opportunity to thank the University Of Mumbai for giving me chance to do this project.

I would like to thank my principal DR. JyotiPohane for providing the necessary facilities required for
completion of this project.

I take this opportunity to thank our Co-ordinator Sneha Mhatre, for her moral support and guidance.

I would also like to express my sincere gratitude towards my project guide Prof. Hema Chetwani whose
guidance and care made the project Successful.

I would like to thank my College Library , for having provided various reference books andmaganines
related to my project.

Lastly, I would like to thank each and every person who directly or indirectly helped me in the completion of
the project especially My Parents and Peers who supported me throughout my project.

Student signature

(Vishal Krishna Bomble)

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 INDEX
CHAPTER TITLE OF THE CHAPTER PAGE
NO.
NO.

EXECUTIVE SUMMARY
1. 9-35

1.1 9
1.2 9
1.3 10
1.4 10-13
1.5 13-16
1.6 16-18
1.7 18-31
1.8 31-34
1.9 34-35

2. 36-37
2.1 36
2.2 36
2.3 36
2.4 36-37
2.5 37
3. REVIEW OF LITERATURE 38-39
4. DATA ANALYSIS AND 40-54
INTERPRETATION

5. CONCLUSION AND SUGGESTIONS 55-56

WEBILIOGRAPHY 57
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BIBILIOGRAPHY 57
ANEXURE 58-59
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 EXECUTIVE SUMMARY

The HDFC Bank has regularly been focusing on the training of its , both on the-job as
well as through training programmes Conducted by internal and external faculty. The bank
lists and recognizes Its human resources as one of its stated core values. The Bank has built
a Strong training infrastructure, which seeks to upgrad e skill levels across Grades and
functions through a combination of in-house and external Programmes. The flagship in-
house programmes include the Induction Programmes for new entrants and Credit and
Foreign Exchange Programmes for building up a pool of sp ecialists in the respective
Domains. External Programmes encompass value -added programmes on Team Building and
Leadership, Organizational Development, Management Development Programmes, People
Management Programmes; all Conducted by premier institutes like the IIMs, Administrative
Staff College of India (ASCI) and ISB Hyderabad. Senior functionaries have Also been
deputed overseas to attend specialized programmes intended to Keep them updated on
developments in the world economy. This study Aims at analysing the training and
development practices in HDFC bank.
Training and development is urgent arranged device for
upgrading worker execution and associations continue expanding preparing monetary
arrangement on yearly premise with trust that it will procure them focused limit. The primary
goal of this examination is to look at an effect of preparing and advancement on worker's
fulfilment at HDFC Bank. Enlightening exploration strategy was received for this examination
utilizing the information of 50 of respondent from representatives which were finished by banks
in rural pieces of Madhya Pradesh utilizing straightforward irregular inspecting system. The
information gathered was cautiously investigated utilizing clear insights to speak to the crude
information in an important way. The discoveries demonstrate that solid relationship exists
among preparing and advancement and representatives work fulfilment. Synopsis of the
discoveries shows that there is solid connection between the tried ward variable and autonomous
build. In any case, bank organization ought not surrender in their investigate and train their staff
to grow new thoughts that will continue cleaning the execution and helps the work fulfilment in
representatives
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CHAPTER.1. INTRODUCTION
1.1 Introduction :-

The HDFC Bank was promoted by the Housing

Development Finance Corporation, a premier housing finance
company of India (setup in 1977) With an init ial share capital of
Rs. 100 million. At present HDFC Bank Has over 2500 branches
and over 3000 ATMs in over 550 cities in India; And all branches
of the bank are linked on an online real -time basis. Initially,
Housing Development Finance Corporation Limited or HDFC
Was founded in 1977 by Ravi Maurya and Hasmukhbhai Parekh.
It is an Indian Non-Banking Finance Corporation (NBFC)
focusing on home Mortgages. HDFC’s distribution network spans
243 outlets that include 49 Offices of HDFC’s distribution
company, HDFC Sales Private Limited. To Cater to non-resident
Indians, HDFC has an office each in London and Dubai; and
service associates in Kuwait, Oman, Qatar, Sharjah, Abu Dhabi,
Al Khobar, Jeddah and Riyadh in Saudi Arabia. The bank
believes in empowering its emplo yees and constantly takes
Various measures to achieve this. The Human Resources (HR)
agenda of The bank aims to create a team of empowered
employees -oriented for the Realization of bank’s vision. During
its life span, the key human resource Issues that were addressed
related to learning a nd skill development, Management of
performance, ensuring an enhanced work – life balance and
Attrition management. The employee engagement initiatives of the
bank Are focused on providing opportunities to staff to seek as
operational roles Through internal job postings and periodic job
rotations, making the Compensation structure more competitive,
streamlining the performance –Linked rewards and incentives,
and generally sending a clear message of Meritocracy.

1.2 HDFC Bank Profile :-

The Housing Development Finance Corporation Limited (HDFC) was Amongst

the first to receive an ‗in principle‘ approval from the Reserve Bank of India (RBI) to set up
a bank in the private sector, as part of RBI‘s liberalisation of the Indian Banking Industry in
1994. The bank was
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liberalisation of the Indian Banking Industry in 1994. The bank was
incorporated in August 1994 in the name o f 'HDFC Bank Limited', with its
registered office in Mumbai, India. HDFC Bank commenced operations as
a Scheduled Commercial Bank in January 1995.
The report published in site of NDTV Profit 1
states that the HDFC Bank
was incorporated on August 1994 by the name of 'HDFC Bank Limited',
with its registered office in Mumbai, India. HDFC Bank commenced
operations as a Scheduled Commercial Bank in January 1995. The
Housing Development Finance Corporation (HDFC) was amongst the first
to receive an 'in principle' approval from the Reserve Bank of India (RBI)
to set up a bank in the private sector, as part of the RBI's liberalization of
the Indian Banking Industry in 1994.
HDFC Bank is headquartered in Mumbai. The Bank at present has an
enviable network of over 1416 branches spread over 550 cities across
India. All branches are linked on an online real–time basis. Customers in
over 500 locations are also serviced through Telephone Banking. The
Bank also has a network of about over 3382 networked ATMs across these
cities.
The promoter of the company HDFC was incepted in 1977 is India's
premier housing finance company and enjoys an impeccable track record
in India as well as in international markets. HDFC has developed
significant expertise in retail mortgage loans to d ifferent market segments
and also has a large corporate client base for its housing related credit
facilities. With its experience in the financial markets, a strong market
reputation, large shareholder base and unique consumer franchise, HDFC
was ideally positioned to promote a bank in the Indian environment.
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 1.2 Introduction of Training & Development :-
 Training :
Every organisation needs well trained and experienced people to perform the
activities that have to be done. Training is a skill learning required to meet the demand of employees in
updating their knowledge, skills, abilities and technical expertise. Jobs in today's times are becoming
interdependent and challenging which can be acquired only through training Training and development
makes a remarkable difference in facing competition and achieving standards. It provides the
organisation with forecasted knowledge, skills, attitudes, behaviour and competencies which helps in
satisfaction of needs of customers, shareholders and employees..

 DEFINITIONS :

Training is a learning experience in that it seeks a relatively permanent change in an individual that will
improve his or her ability to perform on the job. When one says that training can involve changing of
skills. knowledge, attitudes or social behaviour. It means that changing what employees know, how they
work, their attitude towards work or their interactions with their co-workers or their supervisors.
Hesseling (1971) defines training as a sequence experiences or opportunities deigned to modify
behaviour order to attain a stated objective".
Hamblin (1974) defines training as "any activity whic deliberately attempts to improve a person's skills
on a job a opposed to education which is mainly concerned with personal development and not related
directly to the job".
Hesseling (1971) defines training as a sequence of experiences or opportunities deigned to modify
behaviour order to attain a stated objective”.
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 SCOPE OF TRAINING :

 The organisation find themselves compelled to organise some training activities because many new
entrants lack basic skills.

 The considerable amount is spent by the employers on formal training.

 Training of a company's workforce results in an increase of productivity and reduces wastages.

 It is a cost effective strategy to retrain the workers for

 new jobs than releasing them and hiring new ones.

 The training enhances competency of the workforce, it will result in increased morale.

 It can pave a way for increased quality both in production and service sectors.

 It can facilitate employee retention and faster customer service.

 More and more skills are taught and learnt and few

 skills are regarded as inborn.

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  IMPORTANCE OF TRAINING:

Training is a continuous and perennial activity. Human evolution itself is a part of history of training.
The stone age people got themselves trained to fulfil their basic necessities. The metal age people
had gone one more step further and learnt the art of use of metals and cooking. Thus every stage of
and page of human civilisation will contain a backdrop of training. Even the kings used to send their
wards to Gurukul, which is nothing but a form of esidential training. Even today in the area of skill
training one can see "apprenticeship" as a form of training. The importance of training in an
organisation is as follows:
(1) Helps in addressing employee weaknesses: Most workers have certain weaknesses in their
workplace. which hinder them from giving the best services. (Training assists in eliminating these
weaknesses, by strengthening workers skills.) A well organized development program helps
employees gain similar skills and knowledge, and helps in bringing them all to a higher uniform
level. This simply means that the whole workforce is reliable, so the company or organization
doesn't have to rely only on specific employees.
(2) Improvement in workers performance: A properly.trained employee becomes more informed
about procedures for various tasks/The worker confidence is also boosted by training and
development This confidence comes from the fact that the employee is fully aware of his/her roles
and responsibilities. It helps the worker carry out the duties in better way and even find new ideas
to incorporate in the daily execution of duty.
(3) Consistency) in duty performance: A well-organized training and development program gives the
workers constant knowledge and experience. Consistency is very vital while framing companies
policies and procedures which help in proper execution of the duty.
(4) Ensuring worker satisfaction: Training and development makes the employee also feel satisfied
with the role they play in the organization. This is driven by the great ability they gain to execute
their duties. They feel they belong to the company or th organization that they work for and the
only way t reward it is giving the best services they can.
(5) Increased productivity: Through training and development the employee acquires all the
knowledg and skills needed in their day to day tasks. Workers can perform at a faster rate and with
efficiency thu Increasing overall productivity of the company. They also gain new tactics of
overcoming challenges when they face them.
(6) Improved quality of services and products: Employees gain standard methods to use in their
tasks. They are t also able to maintain uniformity in the output they give. This results with a
company that gives satisfying services or goods
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  OBJECTIVES OF TRAINING:

o The training objectives are formulated in line with the company's goals and
objectives. The following are the objectives of training:
o To train the employees in the companies culture and ethos. (Ethics)
o To prepare the employees both newly recruited and already employed to meet the
present as well as the future requirement of the job in the organisation.
o To train the employees in order to improve the work methods and skills so as to
increase quality and quantity of output.
o To prevent obsolescence.
o To prepare employees for high level responsibilities.
o To increase the efficiencies and effectiveness by updating them on latest concepts
and techniques.
o To facilitate succession planning. To reduce supervision, wastages and accidents.
o To develop inter personal relations.
o To ensure economical output with high quality.
o To foster individual and group morale with positive attitude and cordial relations. To
test the operation of a new performance management

 FEATURES OF TRAINING:

Training is to help the organisation to achieve its objectives by adding value to the human
resources. The following are the features of training as follows:
(1) Determining the training needs assessment: Training is to determine the what, who and how to
determine the need assessment. It should determine: (a) The target employees who needs to be
trained.
(b) What is the aim of the training?
(c) How to achieve the objective?
(2) Identify and communicate purpose, objectives, and outcome: To communicate the purpose of
training in order to get expected results. This will bring a clear understanding of the purpose of
training to the employees and will motivate them to participate actively in the process.
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(3) Relevant content: The training should have relevant content to attain the goal. This
will have a positive impact on the sessions and will lead to success.

(4) Active demonstration: Trainers need to actively. demonstrate the specific skills and
processes included in the training. Conducting these live demonstrations provides trainees
with a model of desired behavior and results in greater learning. For example, if the
training is on interpersonal communications the trainer might demonstrate active listening
skills through a role-play with a willing participant.

(5) Opportunities for practice: Effective training programs include multiple opportunities
for trainees to practice the skills they've learned during class-time. Building application
exercises into the training workshops themselves, will provide trainees with a safe place to
try new skills, where they can make mistakes and not worry about consequences.

(6) Regular feedback during training: Trainers also need to give feedback to employees
while they are practicing their new skills Feedback should be given both during practice and
after exercises have been completed. It should also be directly related to how the trainee
performed the task and never be focused on personal characteristics.

(7) Post-training environment: After training it important that employees are given
opportunities perform the skills they’ve learned. If the post-training environment does not
support then training will have little to no impact on trainee performance and
organizational utility.
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  NEED OF TRAINING:

.Training emphasises on increasing the performance level of employees which will enable
them to develop future responsible positions in the organisations. The need for training are as
follows:

(1) Knowledge Enhancement: Due to advanced technology and changes in the business
environment, the competition is increasing. In order to stand in competition the organisation has to
upgrade the knowledge and skills of the employees on regular basis, hence training is required. So
knowledge enhancement becomes important for effective working in the organisation.
(2) Improving performance of the employees: Regular training will improve the performance of the
employees resulting in better results. It will update the knowledge and skills of the employees.
(3) Avoiding outdated methods: Training will help the employees to avoid outdated methods and
adopt to the new methods of working in order to face competition. Liberalisation programmes of
Government of India necessitates the organisational restructuring that calls for training of the
employees irrespective of their functional level. Hence there is a need for training to avoid outdated
methods.
(4) Developing Human Skills: Human skills plays an important part for sustaining healthy working
environment and developing good interpersonal relations. It will not only emphasise on technical
and conceptual skills but also emphasise on development of human skills.
(5) Imparting Trade specific skills: Apprenticeship training needs to be given for recruiting workers.
It imparts industry and trade skills to the workers which will help minimising wastage of resources
and producing quality products.
(6) Stable workforce: It will help in stabilising the workforce in the rapid changing environment and
making the organisation dynamic in the changed process Management theories agree that it is the
responsibility of the organisation to train and develop the employees as a continuous process.
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 Devlopment
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CHAPTER.5. CONCLUSION AND SUGGESTION:-

SUGGESTION:-
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BIBILIOGRAPHY
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ANEXURE
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