Training and development in axis bank

A
SUMMER TRAINING REPORT
ON
TRAINNING AND DEVELOPMENT IN AXIS BANK
Submitted in the partial fulfillment of the Degree requirement of
MASTER OF BUSINESS ADMINISTRATION (MBA)
SESSION (2015-2016)
Submitted By: Faculty Guide:
Amrinder singh Mr. Kunal Chaudhary
MBA-(3rd sem) Assistant Professor
Roll No. xxxxxxxxxx Faculty of Management
SURAJMAL COLLEGE OF ENGINEERING & MANAGEMENT
KICHHA, DISTT U.S. NAGAR (U.K.) 263148
Affiliated to
UTTRAKHAND TECHNICAL UNIVERSITY, DEHRADUN

STUDENT’S DECLARATION
I Amrinder singh hereby declare that the work presented in this report titled “A STUDYOF
TRAINNING AND DEVELOPMENT IN AXIS BANK’ in fulfillment of the requirements for the
award of degree of master of business Administration, submitted in the Faculty of Management at
Surajmal college of Engineering and management affiliated to Uttarakhand Technical University ,
Dehradun, is an authentic record of my own research work under the supervision of Mr-Kunal
Chaudhary. I also declare that the work embodied in the present report:
(1) Has my original work and has not been copied from any Journal/thesis/book, and
(2) Has not been submitted by me for any other Degree/Diploma in any University.
Name ofstudent Name ofGuide
Amrinder singh Mr-Kunal Chaudhary
Project coordinator
Ms. Amanpreet kaur
Head ofDepartment
P.P. Tripathi

Acknowledgement
This project report bears the imprint of those who had rendered their wholehearted support and
encouragement without whose help this effort of mine would be in vain. I express my deep sense
of gratitude and sincere thanks to my project guide MR Kunal Chaudhary for his directions,
suggestion and information provided which were of utmost importance for the successful
completion of the project. I am also thankful of HR manager for his proper guidance. I am
thankful to the employees of Axis Bank for assisting me in the timely completion of project.
At last, I also thank to my family and my friends those helped me in my training period
and in the completion of project.
AMRINDER SINGH

PREFACE
“The theory without practical is lame and practical without theory is blind.”
The concept of Training & Development has become a strategic option in overall growth of an
organisation.
A management student needs practical hands on experience to succeed as a manager. Practical
knowledge in a student’s life is very important. It helps a student to know the real life situation
and problems of life. Training helps a student to interact with the experienced people of the
corporate world and hence lean more from them. Here the student learns how to apply theoretical
knowledge in practice.
Being a student of MBA it was a very valuable and memorable experience at AXIS LIMITED.
We learnt the management subject, came across to various day to day activities of various
department in the organization.
The wonderful experience has given me a new light to what I had studied.

CONTENTS
TITLE PAGE
TO WHOM IT MAY COCERN
COMPANY CERTIFICATE
STUDENT DECLARATION
ACKNOWLEGEMENT
PREFACE
TOPIC
CHAPTER 1- INTRODUCTION OF PROJECT
1.1 INTRODUCTION OF PROJECT
1.2 SCOPE OF THE STUDY
1.3 OBJECTIVE OF THE STUDY
CHAPTER 2-
2.1 LITERATUREVREVIEW
CHAPTER 3- COMPANYPROFILE
3.1 AXIS BANK
3.2 EVOLUTION
3.3 BUSINESS DESCRIPTION & CORPORATE PROFILE
3.4 SUBSIDIRIES
3.5 PROMOTERS
3.6 CAPITAL STRUCTURE AND DISTRIBUTION NETWORK
3.7 HUMAN RESOURCES

3.8 BOARD OF DIRECTORS
3.9 MISIION, VISION & VALUES
CHAPTER 4- TOPIC PROFILE
4.1 TRAINING EDUCATION & DEVELOPMENT
4.2 IMPORTANCE OF TRAINING AND DEVELOPMENT
4.3 METHODS OF TRAINING
4.4 INPUTS UDES FOR TRAINING AND DEVELOPMENT
4.5 HOW TRAINING BENEFITS AXIS BANK RUDRAPUR
CHAPTER 5- RESEARCHMETHODOLOGY
5.1 RESEARCH METHODOLOGY
5.2 RESEARCH DESIGN
5.3 DATA COLLECTION
5.4 DATA ANALYSIS
CHAPTER 6-
6.1 DATA ANALYSIS & INTERPRETATION
CHAPTER 7-
7.1 FINDINGS
7.2 SUGGESTIONS
7.3 LIMITATIONS
7.4 CONCLUSION
 BIBLIOGRAPHY
 ANNEXURE

CHAPTER-1
INTRODUCTION OF PROJECT
1.1 INTRODUCTION OF PROJECT
1.2 SCOPEOF THE STUDY
1.3 OBJECTIVE OF THE STUDY

INTRODUCTION OF PROJECT
The report contains the organizational study done at AXIS Bank. The report title is
“TRAINNING AND DEVELOPMENT PROGRAMME AT AXIS BANK”.
The report gives an overview of the banking Sector and company profile. This study was
conducted to find out the awareness of training and development programmes conducted at
AXIS bank for improving the workforce at the bank.
The methodology adopted for the study was through a structured questionnaire, which is targeted
to the bank employees in Rudrapur. For this purpose sample size of 25 staff members was taken.
The data collected from the different persons was analyzed thoroughly and presented in the form
of charts and tables.
Training and development is the framework for helping bank employees to develop their
personal and organizational skills, knowledge, and abilities. The focus of all aspects of Human
Resource Development is on developing the most superior workforce so that the organization
and individual employees can accomplish their work goals in service to customers. The present
study aimed that to know the opinion on training and development programmes of bank
employees in Rudrapur district. All employees want to be valuable and remain competitive in the
labour market at all times. This can only be achieved through employee training and
development. Employees will always want to develop career-enhancing skills, which will always
lead to employee motivation and retention.
There is no doubt that a well trained and developed staff will be a valuable asset to the banks
and thereby increasing the chances of his efficiency in discharging his or her duties

SCOPE OF THE STUDY
There are many banks operating in our country. Some of they are public sector banks some
others are private sector banks where as some others are foreign banks. All these banks are doing
very good business all over the country and they have acquired good market share in the country.
They are offering good services and products.
Employee training and development in banking sector is not only an activity that is desirable but
also an activity that an organization must commit resources to if it has to maintain a viable and a
knowledgeable workforce. Training is an attempt to improve the employee’s performance on the
current job or prepare them for an intended job. In other words training improves, changes, and
moulds the employee’s knowledge, skill, behavior, aptitude and attitude towards the requirement
of job and organization.
Thus training bridges the gap between the job requirements and employee’s present
specifications

OBJECTIVES OF THE STUDY
The specific objectives of the study are:
To know the opinion of the respondents on training and development measures.
To find out the effectiveness of training and development programmes among bank
employees.
To provide suggestions for better ways and means to improve the training and
development programme.
To analyze the influences of the training and development on human resource of the
bank.

CHAPTER-2
LITERATURE REVIEW
1.1 Literature review

LITERATURE REVIEW
Gonchkar K. Pramod 2012 done empirical (Survey) study covers only the public sector banks
(PSB’s) operating in Bangalore, India and their officers regarding the impact of training and
development of officers on their performance. Training in public sector banks is traditional in
approach and normally concentrates on the improvement of operative skills, interpersonal skills,
decision-making skills, or a combination of these yes, wonder of wonders, any mention of
customer or customer service is absent. The staff here is assured of a permanent job with
benefits, and there is no incentive for customer care or high performance. The survey method has
been used for this study. Data required for the research was collected from both primary and
secondary sources. Secondary data was collected from the web sites of the ministry of finance of
the government of India, the Reserve Bank of India and the respondent PSBs themselves. In
addition, inputs were gathered from the financial press. The random sampling technique has been
applied since every PSB stands an equal and independent chance of being selected. Duly
completed Schedules received from the first four PSB respondents and the first 400 PSB officer
respondents were selected for the study. The collected primary data was processed manually.
Statistical tools like averages were used to analyse and interpret the data, duly supplemented by
graphical and tabular representation. Appropriate interpretations were added to the tabulated and
charted data. Chi-squared tests were conducted to test hypotheses. A majority of the officer
respondents believe that the quality of the T&D programmes arranged by the banking terms of
improving the productivity of the officers has been average It is time the banks realized that it
does not pay to be penny-wise and pound-foolish. Even if they are not able to design quality
T&D programmes, they can get such programmes designed by reputed professionals for a fee.
Ndulue Theresa I.2012 - examines the impact of training and development on workers
performance in an organization. However, for some years now it appears training in the Nigerian
Public Service is haphazard, unplanned and unsystematic, and several of its employees have not
qualified for any form of training nor is there any systematic process of staff development in
place. In the absence of training of employees; staff sponsored themselves in furtherance of their
education to obtain professional or higher level certificates. Employees who expressed the desire
to pursue university education were not given any form of assistance like study leave with pay.
Those who sought for part-time programs were disengaged after their studies as management

claimed their programs were not relevant to the job. The few ones who were retained had no
promotion to match their added skills and competencies. The study evaluates the significance of
training and development on workers performance in an organization; evaluates the challenges
associated with training and development on workers performance in an organization; and
recommends suggestions to the problems identified as it relates training and development on
workers performance in an organization. On methodology, the study used secondary method of
gathering data: this involves academic books, the Internet, academic journals etc. The study
opines that some of the symptoms that call for training manifest themselves in a variety of ways.
The most common ones are lack of interest in one’s job, negative altitude to work, low
productivity, tardiness, excessive absenteeism rate, excessive complaints, high rejects or low
quality output, high incident of accidents, insubordination amongst several others. The study
recommends that everyone involved in training should agree exactly to what the trainees are
lacking: what skill is needed, and what attitudes need to be changed toward work performance.
The needs identified should emanate from strategic plan, which also cover
departmental/sectional/teams and individual plans. Organisations should see learning, training
and development as a continuous process for organizational development and survival.
Chahal Aarti 2013 - analyzes the status of various need analysis based training and
development practices in Punjab National Bank and HDFC bank and explores the proposed link
between the training and employees’ productivity by adopting development based theory. The
study makes use of statistical techniques such as percentage, mean, standard deviation, standard
error and coefficient of variation in analyzing the data for finding the result. The result shown
that the Training in PNB & HDFC is average and there is scope for improvement in training. The
perception of employees regarding the Training and Development somewhat differs significantly
on the basis of gender and designation. Consequently the recommendations support for the
noteworthy of needs assessment of training which will bring a constructive worth in banking
sector.

Training and development in axis bank

CHAPTER-3
COMPANY PROFILE
3.1 Axis bank
3.2 Evolution of Axis bank
3.3 Business description & Corporateprofile
3.4 Subsidiaries
3.5 Promoters
3.6 Capital structure & Distribution network
3.7 Human Resources
3.8 Board of directors
3.9 Mission, Vision & Values
AXIS BANK
Axis Bank is India’s first bank to begin operations as new private banks in 1994 after the
Government of India allowed new private banks to be established. Axis Bank was jointly
promoted by the Administrator of the specified undertaking of the

 Unit Trust of India (UTI-I)
 Life Insurance Corporation of India (LIC)
 General Insurance Corporation Ltd.
Also with associates viz. National Insurance Company Ltd., the New India Assurance Company,
The Oriental Insurance Corporation and United Insurance Company Ltd.
EVOLUTION
UTI was established in 1964 by an Act of Parliament; neither did the Government of India own it
nor contributes any capital. The RBI was asked to contribute one-half of its initial capital of Rs 5
crore, and given the mandate of running the UTI in the interest of the unit-holders. The State
Bank of India and the Life Insurance Corporation contributed 15 per cent of the capital each, and
the rest was contributed by scheduled commercial banks which were not nationalized then. This
kind of structure for a unit trust is not found anywhere else in the world. Again, unlike other unit
trusts and mutual funds, the UTI was not created to earn profits.
In the course of nearly four decades of its existence, it (the UTI) has succeeded phenomenally in
achieving its objective and has the largest share anywhere in the world of the domestic mutual
fund industry. '' The emergence of a "foreign expert" during the setting up of the UTI makes an
interesting story. The announcement by the then Finance Minister that the Government of India
was contemplating the establishment of a unit trust caught the eye of Mr. George Woods, the
then President of the World Bank. Mr. Woods took a great deal of interest in the Indian financial
system, as he was one of the principal architects of the ICICI, in which his bank, First Boston
Corporation Bank, had a sizeable shareholding. Mr. Woods offered, through Mr. B.K. Nehru,
who was India's Executive Director on the World Bank, the services of an expert. The Centre
jumped at the offer, and asked the RBI to hold up the finalization of the unit trust
Proposals till the expert visited India. The only point Mr. Sullivan made was that the provision to
limit the ownership of units to individuals might result in unnecessarily restricting the market for
units. While making this point, he had in mind the practice in the US, where small pension funds

are an important class of customers for the unit trusts. The Centre accepted the foreign expert's
suggestion, and the necessary amendments were made in the draft Bill. Thus, began corporate
investment in the UTI, which received a boost from the tax concession given by the government
in the 1990-91 Budget. According to this concession, the dividends received by a company from
investments in other companies, including the UTI, were completely exempt from corporate
income tax, and provided the dividends declared by the investing company were higher than the
dividends received.
The result was a phenomenal increase in corporate investment which accounted for 57 per cent
of the total capital under US-64 scheme. Because of high liquidity the corporate sector used the
UTI to park its liquid funds. This added to the volatility of the UTI funds. The corporate lobby
which perhaps subtly opposed the establishment of the UTI in the public sector made use of it for
its own benefits later. The Government-RBI power game started with the finalization of the UTI
charter itself. The RBI draft of the UTI charter stipulated that the Chairman will be nominated by
it, and one more nominee would be on the Board of Trustees. While finalizing the draft Bill, the
Centre changed this stipulation. The Chairman was to be nominated by the Government, albeit in
Consultation with RBI. Although the appointment was to be made in consultation with the
Reserve Bank, the Government could appoint a person of its choice as Chairman even if the
Bank did not approve of him.
Later on in 2002 the UTI was renamed to Axis Bank.

BUSINESS DESCRIPTION
The Bank's principal activities are to provide commercial banking services which include
merchant banking, direct finance, infrastructure finance, venture capital fund, advisory,
trusteeship, forex, treasury and other related financial services.
CORPORATE PROFILE
Axis Bank is the third largest private sector bank in India. Axis Bank offers the entire spectrum
of financial services to customer segments covering Large and Mid Corporates, SME,
Agriculture and Retail Businesses.
The Bank has a large footprint of 1787 domestic branches (including extension counters) and
10,363 ATMs spread across 1,139 centres in the country as on 31st December 2012. The Bank
also has 7 overseas branches / offices in Singapore, Hong Kong, Shanghai, Colombo, Dubai,
DIFC - Dubai and Abu Dhabi.
Axis Bank is one of the first new generation private sector banks to have begun operations in
1994. The Bank was promoted in 1993, jointly by Specified Undertaking of Unit Trust of India
(SUUTI) (then known as Unit Trust of India),Life Insurance Corporation of India (LIC), General
Insurance Corporation of India (GIC), National Insurance Company Ltd., The New India
Assurance Company Ltd., The Oriental Insurance Company Ltd. and United India Insurance
Company Ltd. The shareholding of Unit Trust of India was subsequently transferred to SUUTI,
an entity established in 2003.

With a balance sheet size of Rs.2,85,628 crores as on 31st March 2012, Axis Bank is ranked 9th
amongst all Indian scheduled banks. Axis Bank has achieved consistent growth and stable asset
quality with a 5 year CAGR (2007-12) of 31% in Total Assets, 30% in Total Deposits, 36% in
Total Advances and 45% in Net Profit.
The Corporate Office of Axis Bank is located at Axis House Mumbai. Axis House has received
the ‘Platinum’ rating awarded by the US Green Building Council for its environment friendly
facilities and reduction of carbon emission.

SUBSIDIARIES
The Bank has set up six wholly-owned subsidiaries:
 Axis Securities and Sales Ltd.(Since renamed Axis Capital Ltd.)
 Axis Private Equity Ltd.
 Axis Trustee Services Ltd.
 Axis Asset Management Company Ltd.
 Axis Mutual Fund Trustee Ltd.
 Axis U.K. Ltd.

PROMOTERS:
UTI Bank Ltd. has been promoted by the largest and the best Financial Institution of the country,
UTI. The Bank was set up IN 1993 with a capital of Rs. 115 crore, with
 UTI contributing Rs. 100 crore,
 LIC - Rs. 7.5 crore
 GIC and its four subsidiaries contributing Rs. 1.5 crore each.
Axis Bank is today one of the most competitive and profitable banking franchise in India. Which
can be clearly seen by an analysis of its comprehensive portfolio of banking services including
Corporate Credit, Retail Banking, and Business Banking,Capital Markets, Treasury and
International Banking.
CAPITAL STRUCTURE
The Bank has authorized share capital of Rs. 500 crores comprising 500,000,000 equity shares of
Rs.10/- each. As on 31st March, 2012 the Bank has issued, subscribed and paid-up equity capital
of Rs. 413.20 crores, constituting 413,203,952 shares of Rs. 10/- each. The Bank’s shares are
listed on the National Stock Exchange and the Bombay Stock Exchange. The GDRs issued by
the Bank are listed on the London Stock Exchange (LSE).
DISTRIBUTION NETWORK
The Bank has a network of 1787 domestic branches (including extension counters) and 10,363
ATMs across the country, as on 31st December 2012, the network of Axis Bank spreads across
1,139 cities and towns, enabling the Bank to reach out to a large cross-section of customers with
an array of products and services. The Bank’s overseas network consists of 4 branches in
Singapore, Hong Kong,
DIFC – Dubai and Colombo and 3 Representative offices at Shanghai, Dubai, and Abu Dhabi.

HUMAN RESOURCES
 The Bank aims in creating and developing human capital to realise its vision of nurturing
a mutually beneficial relationship with its employees. Employee engagement and
learning, leadership development, enhancing productivity and building multiple
communication platforms thus occupied centre stage in the Bank’s HR objective. The
Bank continues to maintain a strong employer brand in the financial services sector
especially on the campuses of the premier business schools of the country. In a major
initiative, the Bank launched Axis Academic Interface Program (AAIP) with Institutions
to offer youngsters an understanding about the financial services industry, and creating
‘Axis Bankers’. So far, the Bank has tied up with Manipal University, NIIT, IFBI and
Guwahati University.
 Axis Bank has a young workforce with an average age of 29 years. The equal opportunity
employer policy of the Bank contributes strongly to the Axis Bank brand

Board of Directors
PERSON DESIGNATION
Dr. Sanjiv Misra Chairman
Shikha Sharma Managing Director & CEO
Som Mittal Director
Rohit Bhagat Director
Ireena Vittal Director
K. N. Prithviraj Director
V. R. Kaundinya Director
S. B. Mathur Director
Prasad Menon Director
Rabindranath Bhattacharyya Director
Prof. Samir K Barua Director
A.K. Dasgupta Director
Varadarajan Srinivasan ED, Corporate Banking
Somnath Sengupta ED, Corporate Center

Mission
 Customer service and product innovation tuned to diverse needs of individual and
corporate clientele.
 Continuous technology up gradating while maintaining human values.
 Progressive globalization and achieving international standards.
 Efficiency and effectiveness built on ethical practices.
 Customer Satisfaction through providing quality service effectively and efficiently.
VISION AND VALUES
Vision 2016
To be the preferred financial solutions provider excelling in customer delivery through insight,
empowered employees and smart use of technology
Core Values
 Customer Centricity
 Ethics
 Transparency
 Teamwork
 Ownership

.
CHAPTER-4
TOPIC PROFILE
4.1 Training Education & Development
4.2 Importance of training and development
4.3 Methods of training
4.4 Input used for training and development
4.5 How training benefits Axis bank Rudrapur

Training Education and Development
Training:
This activity is both focused upon, and evaluated against, the job that an individual currently
holds.
Education:
This activity focuses upon the jobs that an individual may potentially hold in the future, and is
evaluated against those jobs.
Development:
This activity focuses upon the activities that the organization employing the individual, or that
the individual is part of, may partake in the future, and is almost impossible to evaluate.
The "stakeholders" in training and development are categorized into several classes.
The sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources, and
performance. The participants are those who actually undergo the processes. The facilitators are
Human Resource Management staff. And the providers are specialists in the field. Each of these
groups has its own agenda and motivations, which sometimes conflict with the agendas and
motivations of the others.
The conflicts are the best part of career consequences are those that take place between
employees and their bosses. The number one reason people leave their jobs is conflict with their
bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John
Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by making the
boss look stupid." Training an employee to get along well with authority and with people who
entertain diverse points of view is one of the best guarantees of long-term success. Talent,
knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or
customer.

IMPORTANCE OF TRAINING AND DEVELOPMENT
 OPTIMUM UTILIZATION OF HUMAN RESOURCES- Training and development
helps in optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual’s goals.
 DEVELOPMENT OF HUMAN RESOURCE- Training and development helps to
provide an opportunity and broad structure for the development of human resources
technical and behavioral skills in an organization. It also helps the employees in attaining
personal growth.
 DEVELOPMENT OF SKILLS OF EMPLOYEES- Training and development helps
in increasing the job knowledge and skill of employees at each level. It helps to expand
the horizons of human intellect and an overall personality of the employees.
 ORGANISATION CLIMATE.
 QUALITY.
 HEALTHY WORK-ENVIRONMENT
 HEALTH AND SAFETY.

METHODS OF TRAINING
There are various methods of training, which can be divided in to cognitive and behavioral
methods. Trainers need to understand the pros and cons of each method, also its impact on
trainees keeping their background and skills in mind before giving training. The various methods
that come under cognitive approach are:
LECTURE- A method training
It is one of the oldest methods of training. This method is used to create understanding of a topic
or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form.
Lecture is telling someone about something.
Demonstration training method
This method is a visual display of how something works or how to do something. As an
example, trainer shows the trainees how to perform or how to do the tasks of the job. In order to
be more effective, demonstration method should be accompanied by the discussion or lecture
method.
Discussion training method
This method uses a lecture to provide the learners with context that is supported, elaborated,
explain, or expanded on through interactions both among the trainees and between the trainer
and the trainees.
The discussion method consists a two-way flow of communication i.e. knowledge in the form of
lecture is communicated to trainees, and then understanding is conveyed back by trainees to
trainer.

INPUTS USED FOR TRAINING AND DEVELOPMENTS IN AXIS BANK
RUDRAPUR, U S NAGAR
Any training and development program must contain inputs which enable the participants to gain
skills, learn theoretical concepts and help acquire vision to look into distant future. In addition to
these, there is a need to impart ethical orientation, emphasize on attitudinal changes and stress
upon decision-making and problem-solving abilities.
Skills
Training, as was stated earlier, is imparting skills to employees. A worker needs skills to operate
machines, and use other equipments with least damage or scrap. This is a basic skill without
which the operator will not be able to function. There is also the need for motor skills. Motor
skills refer to performance of specific physical activities. These skills involve training to move
various parts of one’s body in response to certain external and internal stimuli. Common motor
skills include walking, riding a bicycle, tying a shoelace, throwing a ball and driving a car. Motor
skills are needed for all employees – from the clerk to the general manager. Employees,
particularly supervisors and executives, need interpersonal skills popular known as the
people skills. Interpersonal skills are needed to understand one self and others better, and act
accordingly. Examples of interpersonal skills include listening, persuading, and showing an
understanding of others’ feelings.
Education
The main purpose of AXIS BANK RUDRAPUR, U S NAGAR is to provide education to teach
theoretical concepts and develop a sense of reasoning and judgment. That any training and
development program must contain an element of education is well understood by HR specialist.
Any such program has university professors as resource persons to enlighten participants about
theoretical knowledge of the topic proposed to be discussed. In fact organizations depute or
encourage employees to do courses on a part time basis. Chief Executive Officers (CEO’s) are
known to attend refresher courses conducted by business schools. Education is important for
managers and executives than for lower-cad reorders.

Development
Another component of a training and development is development which is less skill oriented but
stressed on knowledge. Knowledge about business environment, management principles and
techniques, human relations, specific industry analysis and the like is useful for better
management of the company.
Ethics
There is need for imparting greater ethical orientation to a training and development program.
There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices
abound in marketing, finance and production function in an organization. They are less see and
talked about in the personnel function. If the production, finance and marketing personnel indulge
in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all the
employees in the organization about the need of ethical behavior.

How Training Benefits AXIS BANK RUDRAPUR, U S NAGAR
 Leads to improved profitability and/or more positive attitudes towards profit orientation.
 Improves the job knowledge and skills at all levels of the organization
 Improves the morale of the workforce.
 Helps people identify with organizational goals.
 Helps to create a better corporate image.
 Fosters authenticity, openness and trust.
 Improves relationship between boss and subordinate.
 Aids in organizational development.
 Helps prepare guidelines for work.
 Aids in understanding and carrying out organizational policies.
 Provides information for future needs in all areas of the organization.
 Organization gets more effective decision-making and problem-solving skill.
l
 Aids in increasing productivity and/or quality of work.
 Helps keep costs down in many areas, e.g. production, personnel, administration, etc.

 Develops a sense of responsibility to the organization for being competent and
knowledgeable.
 Improves management relations.
 Reduces outside consulting costs by utilizing competent internal consultation.
 Stimulates preventive management as opposed to putting out fires.
 Eliminates suboptimal behavior (such as hiding tools).
 Creates an appropriate climate for growth, communication.
 Aids in improving organizational communication.

CHAPTER-5
RESEARCH METHODOLOGY
5.1 Research Methodology
5.2 Research Design
5.3 Data Collection
5.4 Data Analysis & Interpretation

RESEARCH METHODOLOGY
Research is a careful investigation or inquiry especially through search for new facts in branch
of knowledge: market research specifies the information. Required to address these issues:
designs the method for collecting information: manage and implements the data collection
process analyses the results and communicates the finding and their implications.
Research problem is the one which requires a researcher to find out the best solution for the
given problem that is to find out the course of action, the action the objectives can be obtained
optimally in the context of a given environment.
RESEARCH DESIGN
A framework or blueprint for conducting the research project, it specifies the details of the
procedures necessary for obtaining the information needed to structure and/or solve research
problems. A good research design lays the foundation for conducting the project. A good
research design will ensure that the research project is conducted effectively and efficiently.
Typically, a research design involves the following components, or tasks:
 Define the information needed.
 Design the research.
 Specify the measurement and scaling procedures.
 Construct and present a questionnaire or an appropriate form for data collection.
 Specify the sampling process and sampling size.
 Develop a plan of data analysis.

Data Collection
The objectives of the project are such that both primary and secondary data is required to
achieve them. So both primary and secondary data was used for the project. The mode of
collecting primary data is questionnaire mode and sources of secondary data are various
magazines, books, newspapers, & websites etc.
1. Primary Data: The primary data was collected to measure the customer satisfaction and their
perception regarding AXIS Bank. The primary data was collected by means of questionnaire
and analysis was done on the basis of response received from the customers. The questionnaire
has been designed in such a manner that the consumer’s satisfaction level can be measured and
consumer can enter his responses easily.
2. Secondary Data: The purpose of collecting secondary data was to achieve the objective of
studying the recent trends and developments taking place in banking.
Sample size –
25
Sampling Unit –
staff members of Axis bank Rudrapur (U.S. NAGAR)
Sampling Technique –
Convenient sampling.
Types of used research design –
Exploratory research design
Analysis and Interpretation
After the data collection, it was compiled, classified and tabulated manually and with help of
computer. Then the task of drawing inferences was accomplished with the help of percentage
and graphic method

CHAPTER-6
DATA ANALYSIS &INTERPRETATION

DATA ANALYSIS &INTERPRETATION
1-Your organization considers training as a part of organizational strategy. Do you agree
with this statement?
RESPONSE NO. OF RESPONDENTS PERCENTAGE
STRONGLY AGREE 13 52
AGREE 1 4
SOME WHAT AGREE 4 16
DISAGREE 7 28
TOTAL 25 100
INTERPRETATION
The above graph indicates that majority in organization considers training as a part of
organizational strategy.
13
1 4 7
25
52
4
16
28
100
0
20
40
60
80
100
120
N
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
training as a part of oraganisation strategy
NO. OF RESPONDENTS
PERCENTAGE

QUES 2): How many training programs will you attend in a year?
RESPONSE NO. OF RESPONDENT PERCENTAGE
LESS THEN 00-10 14 56
10- 20 2 8
20-40 6 24
MORE THAN 40 3 12
TOTAL 25 100
INTERPRETATION
The above chart indicates that 14 respondents attend less training programs held in the
organization.
14
2 6 3
25
56
8
24
12
100
0
20
40
60
80
100
120
LESS
THEN 10
10 20 20-40 MORE
THAN 40
TOTAL
n
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
no. of training programs in a year
NO. OF RESPONDENT
PERCENTAGE

QUES 3): To whom the training is given more in your organization?
SENIOR STAFF 3 12
JUNIOR STAFF 5 20
NEW STAFF 6 24
BASED ON REQUIRTMENT 13 52
TOTAL 25 100
INTERPRETATION
The above chart shows indicates that training is provided on the basis of requirement.
3 5 6
13
25
12
20 24
52
100
0
20
40
60
80
100
120
n
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
to whom traning is given
NO. OF RESPONDENT
PERCENTAGE

QUES 4): what are all the important barriers to training and development in your organization?
RESPONSE
NO. OF
RESPONDENT PERCENTAGE
TIME 4 16
MONEY 5 20
LACK OF INTEREST BY STAFF 6 24
NON-AVAILABILITY OF SKILL
TRAINER 10 40
TOTAL 25 100
INTERPRETATION
The graph indicates that the important barriers to training and development in the organization
are non-availability of skilled trainers.
5 6 10
2520 24
40
100
0
20
40
60
80
100
120
n
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
barriers to training and development
NO. OF RESPONDENT
PERCENTAGE

QUES 5): Enough practice is given for us during training session? Do you agree with this
statement?
 STRONGLY AGREE 14 56
 AGREE 2 8
 SOME WHAT AGREE 6 24
 DISAGREE 3 12
25 100
INTERPRETATION
The above graph indicates that enough practice is given for employees during training sessions.
14
2 6 3
25
56
8
24
12
100
0
20
40
60
80
100
120
STRONGLY
AGREE
AGREE SOME
WHAT
AGREE
DISAGREE TOTAL
n
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
practice given during training period
NO. OF RESPONDENT
PERCENTAGE

QUES 6): The training session conducted in your organization is useful. Do you agree with this
statement?
AGREE 5 20
DISAGREE 0 0
TOTAL 25 100
INTERPRETATION
The above graph indicates the training sessions conducted in the organization is useful.
15
5 5
0
25
60
20 20
0
100
0
20
40
60
80
100
120
STRONGLY
AGREE
AGREE SOME
WHAT
AGREE
DISAGREE TOTAL
n
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
training is useful
NO. OF RESPONDENT
PERCENTAGE

QUES 7): Employees are given appraisal in order to motivate them to attend the training. Do it
agree with this statement?
AGREE 6 24
DISAGREE 2 8
TOTAL 25 100
INTERPRETATION
The above graph indicates employees are given appraisal in order to motivate them to attend the
training.
14
6 3 2
25
56
24
12 8
100
0
20
40
60
80
100
120
n
o
.
o
f
e
m
p
l
o
y
e
e
s
%age
training is motivation for employee
NO. OF RESPONDENT
PERCENTAGE

QUES 8): How well the work place of training is physically organization?
RESPONSE
NO. OF
EXCELLENCE 8 32
GOOD 6 24
AVERAGE 6 24
BAD 5 20
TOTAL 25 100
INTERPRETATION
This graph indicates the trainers should possess technical skill to make the training effective.
8 6 6 5
25
32
24 24 20
100
0
20
40
60
80
100
120
n
o
o
f
e
m
p
l
o
y
e
e
s
%age
place of training
NO. OF RESPONDENT
PERCENTAGE

QUES 9): What are the general complains about the training session?
RESPONSE
NO. OF
TAKE AWAY PRECIOUS TIME OF
EMPLOYEES 4 25
TOO MANY GAPS BETWEEN THE
SESSIONS 10 40
TRAINING SESSIONS ARE UNPLANNED 6 15
BORING AND NOT USEFUL 5 20
TOTAL 25 100
INTERPRETATION
This graph indicates that there are too many gaps between the training sessions.
4
10 6 5
2525
40
15 20
100
0
20
40
60
80
100
120
n
o
o
f
e
m
p
l
o
y
e
e
s
%age
complains about training session
NO. OF RESPONDENT
PERCENTAGE

QUES 10): Time duration given for the training period is;
RESPONSE
NO. OF
SUFFICIENT 5 20
TO BE EXTENDED 10 40
TO BE SHORTENED 8 32
MANAGEABLE 2 8
TOTAL 25 100
INTERPRETATION
This graph indicates the reasons for shortage of skilled manpower at workplace are lacks of
support from senior staff.
5 10 8
2
2520
40
32
8
100
0
20
40
60
80
100
120
n
o
o
f
e
m
p
l
o
y
e
e
s
%age
training period
NO. OF RESPONDENT
PERCENTAGE

CHAPTER-7
FINDINGS & CONCLUSION
1. Findings
2. Suggestions
3. Limitations
4. Conclusion

Suggestions
The training and development programme which is organized by the banks should result
in effective co-ordination among the employees and also adequate training is needed for
the trainee to improve the performance, skills and knowledge regarding object handling.
So the training period should be extended.
Bank employees’ feedback can be obtained about the training given by the banks. So that
training can be improved further to their expectations and thus their services to the
customers could be increased and accomplishment of objectives could be made easier.
The bank employees have to be given a motivation on how important training is in order
to meet the routine problems and rewards can be given to the person who attends the
training consistently.

Limitations
During my training period although the management and plant personnel were very co-
operative & extended their full support, yet there were following limitations associates
with my study which I would like to mention:
 Due to the busy schedule of an organization I was unable to grasp the precious words of
the HRD Manager.
 The research was carried out in a short period.
 Limited sample size.
 The information given by the respondent might be biased some of them might not be
interested to given correct information.
 Some of the respondents of the survey were unwilling to share information.

Conclusion
In order to improve the efficiency of employee in the present job and prepare himself for the
higher level job, the effective training programmes are necessary. It is also needed to banking
policies, new technology and the changing environments. Training and development is now
considered as more of retention tool than a cost.
The training system in banking industry has been changed to create a smarter workforce and
yield the best results. Training and development programmes help remove performance
deficiencies in employees and also they are esteemed resource of the bank and success or failure
of the bank operation relay on the performance of employees. Timely evaluation of the success
of employees’ training and development programmes are most important for the banks

CHAPTER-7
REFRENCE
1. Bibliography
2. Annexure

ANNEXURE
Questionnaire:
Ques 1) - Your organization considers training as a part of organizational strategy. Do
you agree with this statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE
Ques 2)- How many training programs will you attend in a year?
 Less than 10
 10-20
 20-40
 More than- 40
Ques 3)- To whom the training is given more in your organization?
 SENIOR STAFF
 JUNIOR STAFF
 NEW STAFF
 BASED ON REQUIRTMENT
Ques 4)- what are all important barriers to training and development in your
organization?
 Time
 Money
 Lack of interest by the staff
 Non-availability of skilled trainers

Ques 5)- Enough practice is given for us during training session? Do you agree with this
statement?
 JOB ROTATION
 EXTERNAL RATING
 CONFERENCE/DISCUSION
 PROGRAMMED INSTRUCTION
Ques 6)- The training session conducted in your organization is useful. Do you agree with
this statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE
Quest 7)- The training session conducted in your organization is useful. Do you agree with
this statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE
Ques 8)- Employees are given appraisal in order to motivate them to attend the training.
Do you agree with this statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE

Ques 9)- What are the general complains about the training session?
 TAKE AWAY PRECIOUS TIME OF EMPLOYEES
 TOO MANY GAPS BETWEEN THE SESSION
 TRAINING SESSION ARE UNPLANNED
 BORING AND USEFUL
Ques 10)- Time duration given for the training period is:
 SUFFICIENT
 TO BE EXTENDED
 TO BE SHORTEND
 MANAGEABLE
THANKS FOR PARTICIPATING IN SURVEY

Training and development in axis bank

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