“EFFECT OF TRAINING & DEVELOPMENT ON

EMPLOYEE PERFORMANCE”
SUMMER INTERNSHIP PROJECT REPORT

APS INSURANCE & BROKING SERVICE COMPANY

MADHYA PRADESH

SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENT FOR THE AWARD OF
MASTER OF BUSINESS ADMINISTRATION
BATCH YEAR: 2023- 25

Submitted by:
MEENASKSHI SHEJWAL

Roll No. 1123067

Enrollment No. R200300250003

Corporate Guide: Faculty Guide:

Miss. Niviya Sheikh Dr. Jessy John

(HR) HOD

APS insurance company BSSS-IAS, Bhopal

 Certification

Certified that this project report entitled “EFFECT OF TRAINING &

DEVELOPMENT IN EMPLOYEE PERFORMANCE” is a record of project
work done independently by Ms. Meenakshi Shejwal under my guidance and
supervision and that it has not previously formed the basis for the award of any
degree/ diploma, fellowship to her.

Date Faculty guide:

Dr. Jessy John
HOD BSSS IAS
 DECLARATION

I, Meenakshi Shejwal, hereby declare that this project report entitled effect of
training & development in employee performance is a Bonafede record of work
done by me during the course of summer internship and that it has not previously
formed the basis for the award to me, for any degree/diploma, associate ship,
fellowship or other similar title, of any other institute/ society.

Meenakshi Shejwal
(R200300250003)
 ACKNOWLEDGEMENT

I have great pleasure in presenting two months industrial training report that I had
undergone in “APS INSURANCE BROKING SERVICES PRIVATE LIMITED.” Before
presenting the report, I place my acknowledgement to those who gave a helping hand in
fulfillment of training at APS INSURANCE LTD.

I would like to thank respected Mr. Srijan Kumar Singh (CEO) for providing the
opportunity to work in APS Insurance ltd with facilities being provided of international
standards.

I would like to thank Niviya sheikh (HR Manager), APS Insurance Ltd.) For
providing the opportunity for internship in the APS INSURANCE LTD. And providing the
base to learn and understand the basics of quality.

I am thankful to all the team leaders, Executives and Supervisors for their support and
encouragement.

Finally, I have immense pleasure in expressing my deep sense of gratitude, indebtedness

and sincere thanks to Prof. Jessy John Ma’am (HOD Faculty of BSSS Institute of Advanced
Studies, Bhopal (M.P.) for offering me an opportunity to undergo in HR Department training at
APS INSURANCE LTD.
 CONTENT

S.NO TITILE PAGE NO.

1. Introduction 8-13

Introduction of the Company 14-27

2.

3. Review of Literature 28-30

4. Research Methodology 31-34

5. Data Analysis & Interpretation 35-44

6. Findings 45-47

7. Conclusion & Suggestions 48-50

8. Learnings 51-53

9. References & Annexure 54-63

 Executive Summary

The report titled “Effect of Training & Development on Employee Performance” explores how
structured training initiatives affect workforce productivity, job satisfaction, and overall
organizational efficiency at APS Insurance & Broking Services in Madhya Pradesh. Utilizing a
descriptive research design, the study gathered data from 40 employees through questionnaires,
concentrating on the effectiveness of training programs, skill application, and their influence on
motivation and job performance. The findings indicate that while 53% of employees rated training
programs as moderately to highly relevant, 20% felt that the skills acquired were not directly
applicable, underscoring the need for better alignment of content with job responsibilities. Training
programs moderately enhanced job performance for 56% of employees, showcasing their
effectiveness while also revealing areas for improvement. Furthermore, training positively
influenced key aspects such as communication (26%), efficiency (21%), and productivity (20%),
with 57% of participants noting an overall improvement in their skills.

The workforce at APS Insurance is relatively inexperienced, with 74% of employees having less
than a year of tenure, highlighting the critical role of training for onboarding and skill development.
However, challenges in long-term retention point to the necessity for targeted development
programs. To bridge these gaps, the report suggests tailoring training content to closely match job
roles, incorporating hands-on training to boost practical skill application, and introducing
motivational elements like recognition and rewards. It also recommends regular updates to training
programs to adapt to changing business needs, stress management modules to promote work-life
balance, and a variety of training formats, including hybrid, online, and in-person methods, to cater
to different learning preferences.
CHAPTER-1
INTRODUCTION
 Human Resource Management Practices

Human resource management practices focus on applying management principles to

effectively oversee an organization's personnel, which may have both shared and
unique objectives. HRM highlights the importance of human resources in generating
value and maintaining a competitive advantage. It involves aligning HR policies and
practices with the organization's strategies at both corporate and functional levels.
By recognizing the value of human resources, organizations can harness the benefits
of diversity that come with internationalization. Key HR functions include
developing human capital, which consists of the intellectual skills and knowledge
that significantly influence a firm's performance.
• Training: This entails implementing comprehensive programs designed to
enhance the performance of individuals and groups within the organization. Training
focuses on equipping employees with the necessary skills and job methods to
perform their tasks efficiently while minimizing resource waste.
• Performance appraisal: This serves as an effective means of providing feedback
and guidance to employees. A well-structured performance appraisal system can
significantly impact both individual and team behavior within the organization.
• Teamwork: This involves the collaborative effort of working together with a
group to achieve a common goal. Problem-solving teams function in a supportive
environment, tackling recurring issues within the organization. At times,
organizations may need to equip individuals with new skills and knowledge to
promote effective teamwork. Teamwork fosters cooperation by allowing individuals
to leverage their unique skills while providing constructive feedback, thereby
enhancing personal development
 Job Satisfaction

Job satisfaction is the level of contentment or fulfillment a person experiences in

their job. It includes various elements of an employee’s experience, such as their
responsibilities, relationships with coworkers, work environment, pay, and chances
for advancement. When job satisfaction is high, employees tend to have positive
attitudes toward their work, whereas dissatisfaction can result in disengagement and
higher turnover rates. Several factors affect job satisfaction. A safe, comfortable, and
supportive workplace promotes satisfaction, as does fair pay and benefits that reflect
an employee’s contributions and industry standards. Clear job expectations,
alignment with personal skills and interests, and the freedom to make decisions are
also crucial. Opportunities for growth, like training and promotions, along with
regular recognition and constructive feedback, help foster a sense of achievement
and motivation. Additionally, a good work-life balance, supported by flexibility and
reasonable workloads, significantly boosts overall satisfaction.
In today’s dynamic workplace, the growth and success of an organization hinge
heavily on the skills, knowledge, and motivation of its employees. Training and
development play a central role in enhancing these qualities, directly influencing
individual and organizational performance. Effective training programs equip
employees with the latest skills and tools, empowering them to perform their tasks
more effectively and adapt to changing industry trends. Development initiatives, on
the other hand, focus on nurturing employees’ long-term potential, preparing them
for future roles and leadership positions. Employees who receive ongoing training
often demonstrate higher productivity, increased job satisfaction, and greater
engagement in their roles. These outcomes not only benefit individual workers but
also translate into tangible results for the organization, such as improved operational
efficiency, enhanced customer satisfaction, and stronger competitiveness. This
report explores the impact of training and development on employee performance,
examining how structured learning opportunities contribute to a more capable, agile,
and motivated workforce.
 Background of the Problem

Organizations are facing increased competition due to globalization, changes in

technology, political and economic environments and therefore prompting these
organizations to train their employees as one of the ways to prepare them to adjust
to the increases above and thus enhance their performance. It is important to not
ignore the prevailing evidence on growth of knowledge in the business corporate
world in the last decade. This growth has not only been brought about by
improvements in technology nor a combination of factors of production but
increased efforts towards development of organizational human resources. It is,
therefore, in every organizations responsibility to enhance the job performance
of the employees and certainly implementation of training and development is
one of the major steps that most companies need to achieve this.

Relevance of the study for managers

The research on the "Effect of Training & Development on Employee

Performance" is crucial for both managers and organizations. For managers,
it provides valuable insights into how focused training can improve employee
skills, making them more effective and productive in their roles. It also helps
in performance management by pinpointing skill and knowledge gaps,
enabling the creation of tailored training programs to meet those needs.
Furthermore, the study indicates that development opportunities can enhance
employee motivation, engagement, and job satisfaction. For organizations,
investing in training results in increased overall productivity, higher quality
of work, and better employee retention, as trained employees often feel more
valued and are more inclined to stay. Additionally, the study emphasizes that
ongoing development keeps the workforce equipped with the latest skills,
giving the organization a competitive advantage in the market. Therefore,
investing in training and development is advantageous for both managers and
the organization as a whole.
 CHAPTER-2

INTODUCTION OF THE
COMPANY
APS Insurance company

APS Insurance Company was established on September 15, 2020, and officially incorporated on
October 18, 2023, marking an important milestone in its development. In just three years, APS
has quickly made a name for itself in the Indian insurance sector, driven by its ambition to
become the largest insurance broking company in the country. Based in Indore, Madhya Pradesh,
APS plans to extend its services to all states across India. The company is dedicated to its core
principle of "Customer Delight & Business Partner Delight," aiming to surpass expectations and
provide exceptional service. Over the past three years, APS has earned a strong reputation by
building trustworthy relationships with customers and business partners, which have played a
significant role in its consistent growth and stability. Consequently, APS has secured a robust
position in the insurance industry, with aspirations for rapid expansion. In the next decade, APS
intends to emerge as the largest and fastest-growing corporate insurance service provider in
India, with a focus on innovation, customer satisfaction, and excellence to reach its ambitious
objectives.
History/Evolution of APS Company

APS Insurance Broking Services Private Limited is a private, non-government company based in
Indore, Madhya Pradesh, India. The company was incorporated on October 18, 2023, and operates
under the classification of "Other Financial Activities." It is registered with the Ministry of
Corporate Affairs (MCA) under the corporate identification number (CIN)
U66220MP2023PTC068251.

The company has an authorized and paid-up capital of ₹5 crores, and its operations are currently
active. The directors of the company are Gargi Singh and Srijan Kumar Singh. Its registered office
is located at 68 Sundar Nagar Extension, Indore, Madhya Pradesh, PIN 452010.
APS Insurance Broking Services provides services related to insurance broking, although specific
details about its products and market position are currently limited due to its recent incorporation.
Mission

• To be one of the MOST preferred insurance intermediaries to ensure fair treatment to

policyholders.
• To ensure that the customers receive precise, prompt and up to date information on

insurance products and developments.

• To be a single window contact point for insuring public/policy holders and insurers.

• To be a vital link between the insurer and the insured to forge a win-win situation for all

concerned.
• To spread the awareness of insurance in the rural sector.

Vision

• To become the most preferred professional insurance intermediary, providing peace of

mind to the clientele through innovative product offerings, risk management, policy
audit, claims management, customer service, effective solutions and superior service
with cost saving. All our services are available to yours without any additional costs with
its special feature of broking services.
 Services

• Fire Insurance
Fight Fire with Insurance!
“Fire” is a peculiar natural phenomenon. Fire helps humanity for cooking and also for heating the
premises in cold regions. At the same time fire when accidentally happens the result will be
devastating since it likely to spread very quickly causing major losses of lives and properties. We
can fight the fire with prevention and also by taking a fire insurance policy from us

• Motor Insurance
Motor insurance safeguards your liabilities and vehicle against unpredictable losses due to
accidents or unforeseen risks.
At APS Insurance, the users are guaranteed of the most reliable and authenticated insurance
options for multiple types of vehicles.
• Private car
• Two-wheeler
• Three-wheeler
• Passenger carrying (Bus/Auto/Cabs)
• Goods carrying (Trucks/Tankers/Trailers/Tippers)
 APS Insurance ltd. 2023-24 Annual Report Analysis

Income Statement Analysis

▪ Operating income during the year rose 34.4% on a year-on-year (YoY) basis.
▪ The company's operating profit was by NA YoY during the fiscal. Operating profit margins
witnessed a growth and down at 5.5% in FY24 as against 25.9% in FY23.
▪ Depreciation charges increased by 39.0% and finance costs increased by 23.7% YoY,
respectively.
▪ Other income grew by 46.9% YoY.
▪ Net profit for the year declined by NA YoY.
▪ Net profit margins during the year grew from 19.1% in FY23 to 1.9% in FY24.

Income Statement 2023-24

No. of Months Year Ending 12 Mar-23 12 Mar-24 % Change

Net Sales Rs m 25,579 34,377 34.4%

Other income Rs m 2,590 3,806 46.9%

Total Revenues Rs m 28,168 38,183 35.6%

Gross profit Rs m -6,615 -1,880 NA

Depreciation Rs m 638 887 39.0%

Interest Rs m 216 267 23.7%

Profit before tax Rs m -4,880 771 NA

Tax Rs m 0 127 NA
 Profit after tax Rs m -4,879 644 NA

Gross profit margin % -25.9 -5.5

Effective tax rate % 0.0 16.5

Net profit margin % -19.1 1.9

Balance Sheet Analysis

▪ The company's current liabilities during FY24 stood at Rs 6 billion as compared to Rs 6

billion in FY23, thereby witnessing an increase of 9.5%.
▪ Current assets rose 17% and stood at Rs 48 billion, while fixed assets fell 10% and stood
at Rs 19 billion in FY24.
▪ Overall, the total assets and liabilities for FY24 stood at Rs 67 billion as against Rs 63
billion during FY23, thereby witnessing a growth of 8%.

Balance Sheet as on March 2024

No. of Months Year Ending 12 Mar-23 12 Mar-24 % Change

Net worth Rs m 46,714 48,644 4.1

Current Liabilities Rs m 5,509 6,032 9.5

Long-term Debt Rs m 0 0 0.0

Total Liabilities Rs m 62,540 67,412 7.8

Current assets Rs m 41,222 48,225 17.0

Fixed Assets Rs m 21,318 19,188 -10.0

Total Assets Rs m 62,540 67,412 7.8

 CSR activity of APS Insurance Ltd.

Companies can participate in a variety of Corporate Social Responsibility (CSR) activities that not
only align with their business goals but also provide benefits to society and the environment. Here
are some ideas:

1. Road Safety Awareness Campaigns:

Host workshops focused on road safety for drivers, students, and local communities. Collaborate
with local governments or NGOs to encourage responsible driving habits. Sponsor educational
materials or digital campaigns that raise awareness about road safety.

2. Support for Accident Victims:

Offer financial aid or free insurance coverage to accident victims from low-income backgrounds.
Invest in rehabilitation centers or support programs for those recovering from traffic accidents.
Work with hospitals to provide discounted or free medical services for injuries related to accidents.

3. Eco-Friendly Initiatives:

Encourage the use of eco-friendly vehicles by providing incentives for electric or hybrid vehicle
insurance. Organize tree-planting events to help offset vehicle emissions. Support research or
awareness campaigns aimed at reducing vehicular pollution.

4. Skill Development Programs:

Implement training programs for unemployed youth to help them become skilled drivers or
mechanics. Partner with driving schools to offer affordable or free training for women and
economically disadvantaged individuals.

5. Community Engagement Programs:

Offer free vehicle check-up camps, particularly in rural areas. Distribute safety kits (including
helmets, first aid kits, and seatbelt reminders) to promote safe driving practices. Encourage
carpooling or public transport initiatives to alleviate traffic congestion and reduce pollution.

8. Disaster Relief:

Provide insurance benefits or aid to customers affected by natural disasters that impact their
vehicles.

Donate to relief funds or provide vehicles for transportation in disaster-stricken areas.

9. Awareness on Insurance Literacy:

Educate people, especially in rural or underserved areas, about the importance of vehicle insurance
and its benefits.

Offer simplified, affordable insurance products for marginalized communities.

SWOC Analysis

SWOC Analysis of APS Insurance & Broking Limited Company

Strengths

1. Established Market Presence: With three years of experience in the Indian insurance sector, APS
Insurance has successfully established a strong foothold.

2. Strong Customer and Partner Relationships: The company has cultivated a loyal customer base
and maintained dependable business partnerships, which have contributed to its steady growth.

3. Clear Vision and Focus: APS operates with a clear vision centered on "Customer Delight &
Business Partner Delight," ensuring that satisfaction for both customers and partners is a top
priority.

4. Ambitious Expansion Goals: APS's well-defined strategy for nationwide expansion reflects its
commitment to growth, potentially increasing its market share in the future.

5. Reputation in Corporate Insurance: The company holds a strong position in corporate insurance
services, enhancing its credibility in this specialized area.

Weaknesses

1. Limited Geographic Presence: Currently, APS primarily operates from Indore, Madhya Pradesh,
which restricts its market influence to a regional level.

2. Relatively New Company: Being only three years old, APS may encounter challenges in
building a reputation compared to more established competitors.

3. Limited Product Range: If APS focuses on a narrower selection of insurance types, it might miss
out on opportunities in a broader insurance market.

Opportunities

1. National Expansion: APS has the chance to broaden its operations across all states in India,
which could greatly enhance its customer base and market presence.

2. Growing Insurance Market in India: The insurance sector in India is experiencing rapid growth,
with rising awareness and demand for various insurance products, creating a favorable
environment for APS to expand.

3. Technological Advancements: Utilizing digital platforms, online sales, and technology for
customer service can boost efficiency and attract tech-savvy clients.

4. Corporate Insurance Growth: With its expertise in corporate insurance, APS can take advantage
of the increasing demand for corporate insurance solutions among businesses in India.

Challenges

1. High Competition: The Indian insurance market is very competitive, with many established
players, making it difficult for APS to stand out and gain a larger market share.

2. Regulatory Changes: The insurance industry is subject to strict regulations, and any shifts in
government policies could affect the company's operations.

3. Economic Uncertainty: Economic ups and downs can influence consumer spending on
insurance, which may hinder growth.

4. Scalability Risks: Rapid growth could lead to challenges in maintaining consistent service
quality, particularly if infrastructure and staffing are not scaled effectively.
PESTEL Analysis

A PESTEL analysis (Political, Economic, Social, Technological, Environmental, and Legal)

provides a comprehensive view of the external factors that could impact APS Insurance & Broking
Limited.

Political Factors

• Regulatory Environment: The Indian insurance industry operates under stringent

regulations established by the Insurance Regulatory and Development Authority
of India (IRDAI). Adhering to licensing requirements, maintaining transparency,
and meeting other industry standards is essential for APS.
• Government Support: Initiatives from the Indian government focused on
improving financial inclusion and expanding insurance access in rural areas
create growth opportunities for APS. Furthermore, government policies regarding
Foreign Direct Investment (FDI) in the insurance sector may influence potential
partnerships and investments.
• Political Stability: The relatively stable political environment in India fosters
business continuity. However, any major political shifts could lead to policy
changes that might impact the insurance sector.

Economic Factors

• Economic Growth: With India's economy experiencing growth and disposable incomes on
the rise, there is an increasing demand for various insurance products, offering significant
growth potential for APS. Economic stability is vital in shaping customer spending on
insurance.

• Inflation and Interest Rates: Variations in inflation and interest rates can significantly affect
the insurance industry, influencing both claim costs and investment returns. APS needs to
 consider these factors when determining product pricing and managing financial reserves.
• Employment and Income Trends: As income levels rise, more individuals are seeking
insurance coverage, resulting in a larger potential customer base for APS.

Social Factors
• Consumer Awareness: More and more people in India are realizing how important
insurance is. APS can take advantage of this trend by offering a diverse range of products
and focusing on educating customers.
• Demographic Shifts: The young and growing middle class in India is becoming a
significant target market for insurance. APS has the chance to tailor products to meet the
needs of this group, including offering digital solutions.
• Customer Preferences: With the shift towards online and digital services and increasing
expectations for personalized products and quick service, APS must adapt and provide
modern, customer-focused solutions.

Technological Factors

• Digital Transformation: Embracing technology in operations, such as utilizing AI for

claims processing and blockchain for secure transactions. Online platforms are being
leveraged for customer engagement and sales.
• Data Analytics: Employing big data for risk assessment, creating personalized insurance
products, and enhancing fraud detection.
• Cybersecurity: Significant investments are being made in strong security measures to
protect sensitive customer data.
• Innovative Products: The launch of usage-based insurance options, like pay-as-you-drive,
is being facilitated through telematics.
Environmental Factors

• Climate Change: More claims are arising from natural disasters such as floods and
hurricanes. There is a growing focus on creating insurance products that are resilient to
climate impacts.
• Sustainability Initiatives: The company is making eco-friendly investments within its
portfolio. There is an increasing demand for green insurance products that promote
sustainable practices.
• Regulatory Pressure: Companies must comply with environmental regulations, particularly
concerning their investments and operational impact.

Legal Factors

• Compliance: Following insurance regulations such as licensing, anti-money laundering

(AML), and data protection laws is crucial. Legal disputes or lawsuits can harm both
reputation and financial stability.
• Consumer Protection: It is essential to comply with laws that guarantee fair pricing, clear
terms, and prompt claim settlements.
• Global Trade Laws: If APS Insurance conducts business internationally, it must adhere to
international trade and tax regulations.
 CHAPTER-3
REVIEW OF LITERATURE
1. Goldstein & Ford (2002)

Study Focus: Training frameworks and their influence on performance outcomes.

Key Finding: Well-structured training programs significantly improve both individual and
organizational performance.

2. Aguinis & Kraiger (2009)

Study Focus: Benefits of training on individual and team performance.

Key Finding: Training enhances technical skills, interpersonal abilities, and innovation,
contributing to overall performance enhancement.

3. Tharenou, Saks, & Moore (2007)

Study Focus: Relationship between training investment and organizational outcomes.

Key Finding: Companies that invest more in training observe greater employee commitment and
job satisfaction, leading to higher productivity.

4. Niazi (2011)

Study Focus: Impact of training and development on employee productivity in Pakistan's telecom
sector.

Key Finding: Continuous training programs have a direct correlation with improved job
performance and productivity.

5. Jehanzeb & Bashir (2013)

Study Focus: Training and development impact in the banking sector.

Key Finding: Training increases employee morale, reduces turnover, and enhances performance.

6. Appiah (2010)

Study Focus: Influence of training on employee performance in the insurance sector in Ghana.
Key Finding: Training led to better employee performance, higher motivation, and increased
customer satisfaction.

7. Khan, Khan, & Khan (2011)

Study Focus: Impact of training on employee performance in Pakistan's service sector.

Key Finding: Training improves employee efficiency, job satisfaction, and service quality.

8. Kraiger, McLinden, & Casper (2004)

Study Focus: Psychological mechanisms linking training to performance.

Key Finding: Training enhances cognitive, affective, and skill-based outcomes, positively
impacting performance.

9. Sung & Choi (2014)

Study Focus: Role of innovative training methods on performance.

Key Finding: Innovative and technology-based training leads to higher adaptability and
performance.

10. Aragón-Sánchez, Barba-Aragón, & Sanz-Valle (2003)

Study Focus: The relationship between training and business outcomes in European firms.

Key Finding: Training investments are linked to improved business performance metrics such as
revenue growth and profitability.
 CHAPTER-4
RESEARCH
METHODOLOGY
 Research Methodology

Rationale of the study

This study explores the essential role of training and development in boosting employee
performance in the face of challenges such as globalization, technological advancements, and
competitive pressures. It highlights how organized training influences employee skills, stress
management, and job satisfaction, offering practical insights for enhancing workforce
productivity. By filling gaps in current research, the study seeks to assist managers in creating
effective training programs that align with organizational objectives, ultimately supporting
sustainable growth and employee engagement.

Objectives of the study

• To analyses the job satisfaction level of the employee.

• Analyze the impact of training and development programs on employee performance and
productivity.
• Measure the contribution of training to key performance metrics.
• Evaluate the role of training programs in improving employee engagement.

Statement of the Problem

Organizations today encounter growing challenges due to globalization, rapid technological

changes, and shifting political and economic landscapes. These factors demand ongoing employee
development to stay competitive. Although training and development are essential for boosting
employee performance, many organizations find it difficult to create effective programs that tackle
skill gaps, enhance job satisfaction, and boost productivity. This study seeks to explore how
training and development influence employee performance at APS Insurance & Broking Services,
highlighting the crucial areas where these initiatives foster both workforce and organizational
success.

Research Design of the Study

The research design for the study on “Effect of training and development in employee
performance" is descriptive research. This design will allow the study to measure the
relationship between training and development on employee performance and employee job
satisfaction, quantifying the extent of their impact.
This is descriptive research where questionnaire method is adopted to collect primary
information from the company and its employees using different scales as required and the
required secondary information for the analysis.

Primary Data

A questionnaire was prepared and the primary data was collected through Questionnaire method.

Secondary Data
• Company website
• Related information from net

2. Population of the study / Universe

The population for the study consisted of employees working in APS Insurance Pvt. Ltd.

3.Sampling procedure
For the purpose of the present study, limited number of 40 respondents have been approached,
who are working as employees at various levels in APS Insurance Pvt. Ltd. located Indore, MP.
The respondents are targeted based on non-random sampling to collect enough data so as to
conduct research and reaching a meaningful conclusion regarding the training and development of
employee and their job satisfaction level. While filling up the questionnaire efforts are made to
avoid biasness, by reaching male and female, married and unmarried and the different employees
belonging to different age group and different income level are approached.

4. Data Collection:
The data is collected using close ended questionnaires that measure employee perceptions of
employee performance and their levels of job satisfaction. The questionnaire has three major
sections:

Variables
1. Independent Variables: These are factors that are manipulated or measured to observe
their effect on the dependent variable.
o Training and Development

2. Dependent Variable: This is the outcome that the study seeks to understand or predict,
based on the independent variables. the dependent variable is:
o Employee Job Satisfaction

The various elements associated with employee performance, such as training, rewards, and job
design, affect employee job satisfaction. The independent variables consist of different HR
practices and strategies, while the dependent variable represents the degree of satisfaction
employees experience in their roles. The aim is to identify which factors most significantly
contribute to improving job satisfaction.
 CHAPTER-5
DATA ANALYSIS AND
INTERPRETATION
 Data Analysis and Interpretation

Fig. 5.1 Duration of association with the company.

7 Entry-Level
Mid-Level
Senior-Level

23

The chart indicates that most of the feedback from the survey likely comes from entry-level
employees, who make up the largest group. This suggests that the results may reflect the
experiences and opinions of newer or less experienced staff. The smaller number of mid-level and
senior-level respondents could mean their views are not fully represented in the analysis. To gain
insights that are relevant to all experience levels, it would be helpful to collect more data from
mid-level and senior-level employees to ensure a more balanced perspective. This kind of analysis
can assist in tailoring training and development programs to address the needs of the dominant
group or highlight areas that may require targeted strategies for less represented job levels.
Fig. 5.2 Number of training and development programs attended over the past
year.

1-3 years
1 4-7 years
Less than 1 year

25

The chart indicates that 74% of employees have been with the company for less than a year,
pointing to a relatively new workforce. Meanwhile, 23% have been with the company for 1 to 3
years, and only 3% have tenure of 4 to 7 years, which may suggest potential challenges in retaining
employees long-term.
 Fig. 5.3 The overall relevance of the training programs

13
18
1-2
3
3-4
None

The chart indicates that the majority of respondents (53%) found the training programs moderately
to highly relevant. About 38% rated them as somewhat relevant, and only 9% considered them
irrelevant. This suggests that the training programs are generally well-received, with a significant
portion of participants finding them beneficial.
Fig. 5.4 Relevance of training content with current job responsibilities.

Average
Good
Poor

26

The chart shows how relevant the training content is to the participants' current job responsibilities.
A large majority (76%) of respondents rated the content as average in relevance, while a smaller
group (21%) found it to be good. Only a tiny fraction (1%) deemed the content poor, and 3% chose
not to provide a rating. This indicates that although the training content is mostly seen as relevant,
there is still an opportunity to enhance it to make it more effective and directly applicable to the
participants' roles.
 Fig. 5.5 Application of the skills acquired from training programs to daily
tasks

10

Moderately Relevant
Not Relevant
Slightly Relevant
21
3

The chart shows that most respondents (50%) considered the skills gained from training programs
to be moderately relevant to their daily tasks. A smaller group (30%) rated them as slightly
relevant, while 20% felt they were not relevant at all. This indicates that although the training
programs offer some useful skills, there is room for improvement to enhance their direct
applicability to participants' everyday work.
Fig. 5.6 Impact of training on effectiveness of the Job performance

A Little
Moderately
19 Not At All
10

The chart shows how training affects job performance. Most respondents (56%) noted a moderate
improvement in their job performance as a result of the training. A smaller group (29%)
experienced a slight improvement, while 15% reported no impact at all. This suggests that although
the training benefited many, there is still potential to enhance its effectiveness on job performance.
 Fig. 5.7 The overall impact of the training programs on job
performance

16, 47% 15, 44%

Moderate Impact
No Impact
Slight Impact
3, 9%

The chart displays the overall impact of training programs on job performance. The majority of
respondents (16%) reported a moderate impact, while a smaller number (15%) experienced a slight
impact. Only 3% felt that the training had no impact. This indicates that the training programs have
had a positive influence on job performance, with a significant portion of participants finding them
moderately beneficial.
Fig.5 8. The skills improvement in performance as a result of the training

14 Negative
Neutral
Positive
17

The chart illustrates the perceived impact of training on skills improvement. The majority of
respondents (57%) reported a positive impact on their skills, while 47% remained neutral. Only a
small portion (10%) felt a negative impact. This indicates that the training programs have been
generally effective in enhancing participants' skills, with a significant number experiencing
positive outcomes.
 Fig. 5.9 Effect of training on motivation and job satisfaction.

Communication Skills
Efficiency
Other (please specify)
Problem-Solving Skills
Productivity
Quality of Work

The chart indicates that the training had a positive impact on motivation and job satisfaction. A
significant portion of respondents (26%) reported an increase in communication skills, followed
by efficiency (21%) and productivity (20%). A smaller percentage noticed improvements in
problem-solving skills (15%) and quality of work (15%). This suggests that the training effectively
addressed key areas that contribute to overall motivation and job satisfaction.
CHAPTER-6
FINDINGS
1. Training Program Relevance:
- A significant number of employees (53%) rated the training programs as moderately to highly
relevant to their roles. However, a small percentage (9%) found them irrelevant, indicating a need
for better alignment with specific job requirements.

2. Impact on Job Performance:

- 56% of respondents noted moderate improvements in job performance due to training programs.
This highlights the effectiveness of the initiatives but also points to opportunities for enhancing
their impact.

3. Skill Application:
- While 50% of employees found the skills acquired through training moderately relevant to their
daily tasks, 20% reported that the skills were not relevant, suggesting room for improvement in
tailoring training content to practical applications.

4. Job Satisfaction and Motivation:

- Training positively influenced job satisfaction and motivation. Key areas of improvement
included communication skills (26%), efficiency (21%), and productivity (20%), emphasizing the
role of training in addressing critical employee needs.

5. Workforce Characteristics:
- A large proportion (74%) of the workforce had been with the company for less than a year,
indicating a relatively new employee base. This highlights the importance of training programs in
onboarding and skill-building for new hires.

6. Challenges in Content Relevance:

- 76% of respondents rated the relevance of training content as average, suggesting that while
content is somewhat applicable, there is potential for enhancing its specificity and depth to better
meet employee expectations.
7. Diversity in Participation:
- Efforts were made to include employees from various demographics (age, marital status, and
income levels). This diversity helps ensure that the findings are broadly representative of the
workforce.

These findings effective the training and development programs are at APS Insurance & Broking
Services, highlighting specific areas where improvements can be made.
 CHAPTER-7
CONCLUSION AND
SUGGESTIONS
 CONCLUSION

The project report on the "Effect of Training and Development on Employee Performance" at APS
Insurance & Broking Services emphasizes how structured learning initiatives significantly
influence employee productivity, job satisfaction, and overall performance within the
organization. The results indicate that training programs improve employees' skills and
competencies, allowing them to excel in their roles while boosting motivation and engagement.
While the training content is mostly relevant, there is room for improvement in aligning it more
closely with specific job responsibilities for better applicability.

This research highlights the necessity of ongoing training and development as a strategic approach
for organizations to stay competitive in a rapidly changing business landscape. By addressing the
current gaps in training programs, APS Insurance can further improve workforce efficiency and
retain talent, which will contribute to long-term organizational growth.
 SUGGESTIONS

1. Enhance Training Relevance: Customize training materials to better fit the specific roles and
responsibilities of employees, ensuring that the content is more applicable and engaging.

2. Focus on Practical Skill Application: Create training programs that prioritize hands-on
experiences, helping employees effectively use their new skills in their everyday tasks.

3. Increase Training Frequency: Provide regular training sessions to keep up with changing needs
and continuously address skill gaps.

4. Address Employee Motivation: Add motivational elements to training programs, such as

recognizing achievements, to boost job satisfaction.

5. Collect Feedback for Improvement: Set up a systematic approach to gather and analyze
employee feedback after training sessions to improve the programs.

6. Target Employee Retention: Implement long-term development initiatives aimed at retaining

employees, particularly those in entry-level positions, by offering opportunities for growth and
clear career paths.

7. Diversify Training Methods: Employ a variety of training formats, including online, in-person,
and hybrid options, to accommodate different learning styles and enhance overall effectiveness.

8. Focus on Stress Management: Include stress management training as part of the curriculum to
help employees achieve a better work-life balance and enhance their performance.

These suggestions are designed to improve training and development efforts, ultimately boosting
employee performance and contributing to organizational success.
CHAPTER-8
LEARNINGS
Key Learnings:

Training Program Alignment:

• When training and development programs are closely aligned with job responsibilities,
they can significantly enhance employee performance and job satisfaction.
• Providing regular feedback and customizing training content can improve its relevance and
effectiveness.

Employee Skill Development:

• Training initiatives play a crucial role in enhancing skills such as communication,
efficiency, and productivity.
• Hands-on training experiences lead to better application of skills in everyday tasks.

Workforce Characteristics:
• The high number of new employees underscores the need for focused onboarding
programs.
• A diverse workforce brings to light different training needs and preferences.

Job Satisfaction and Motivation:

• Well-structured training programs can boost motivation and job satisfaction, helping to
alleviate stress and increase employee engagement.
 Organizational Impact:
• Successful training programs can result in moderate gains in job performance and overall
productivity within the organization.
•
Strategic Recommendations:
• Implementing training focused on stress management and soft skills can further enhance
employee well-being and performance.
• Utilizing a variety of training methods (online, hybrid, and in-person) promotes inclusivity
and addresses different learning styles.
 CHAPTER-9
REFERNECES &
ANNEXURES
1. Research on Training Impact:

Kirkpatrick’s Four-Level Training Evaluation Model (1994): This model is used to assess training
impact on four levels—reaction, learning, behavior, and results, which helps in linking training
effectiveness with performance outcomes.

ADDIE Model (1975): Focuses on systematic training development, ensuring relevance to

employee needs.

Studies by Rao (2008), Goldstein & Ford (2002), and Noe (2010): Emphasize structured training’s
influence on employee job knowledge, skills, and job satisfaction.

2. Key Findings:

Effectiveness of Training Programs: 53% of APS employees found the training programs relevant,
with moderate improvements in job performance for 56%.

Workforce Demographics: Majority of the workforce has under one year of tenure, highlighting
the importance of training in onboarding.

Skill Application: While 50% of employees found skills from training applicable, 20% did not,
pointing to a gap in practical training relevance.

3. Employee Motivation & Job Satisfaction:

Theories from Deci & Ryan’s Self-Determination Theory (1985) and research by Becker, Huselid,
& Ulrich (2001) highlight the impact of tailored training on intrinsic motivation, leading to higher
job satisfaction and lower turnover.

4. Data Collection Methodology:

Use of a descriptive research design with primary data gathered from 40 employees using
questionnaires. Sections included demographics, training effectiveness, skill application, and
impact on performance.

5. Statistical Analysis Tools:

The report utilized ordinal and nominal scales to measure training effectiveness and applied
Jamovi Software for data processing.

6. Company Background:

APS Insurance, established in 2020 and incorporated in 2023, is focused on becoming a leading
insurance broker in India, with a mission to provide precise and prompt insurance services.
Suggestions for Improvement:

1. Align training with specific job roles.

2. Enhance skill application through hands-on training.

3. Regular updates to training programs to adapt to changing needs.

4. Add motivational elements and stress management modules.

This report comprehensively connects theoretical models with practical findings from APS
Insurance, detailing the effects of training on employee performance and suggesting actionable
improvements for future training strategies.
Annexures