Training and Development at Investleaf

A STUDY ON

ACKNOWLEDGEMENT

This study will be incomplete without acknowledging my sincere gratitude to all those who have contributed in some way or other in completing this study.

I express a word of gratitude to the management of _________________________university for giving me an opportunity to conduct this study.

I wish to express my profound gratitude to Mr. _________________________ for his valuable guidance precious time spent and help rendered during my study. I am grateful to him for his advice and support throughout my study which has enabled me to complete my project paper successfully.

A special word of thanks to Mr. I. K. Sharma- Manager HR ( Investleaf Management Solutions Pvt. Ltd.) for his continuous help and encouragement.

I am also thankful to my friends who with their valuable advice and support have contributed for the success of this study. My sincere gratitude to my parents for their great help in the completion of this project. Finally I thank all those who have directly indirectly helped me in completion this project.

PREFACE

In this age of globalization hyper competition has become a regular feature. Today the markets are no less then battlegrounds and one has to strive very hard for survival and growth.

Due to very rapid industrialization all over the world the demand for the managerial personnel and the administrative personnel has increased. The perfect study of management involves both theoretical as well as practical aspects. To survive in this highly competitive market Practical Knowledge is as relevant as the Theoretical.

The significance of MBA Degree is that the Theoretical aspects, which a student learns throughout the year in the class sessions, can be practically applied through different projects, which one undertakes. Keeping in tune with this doctrine, I have tried to apply theoretical aspects throughout the project, which I learned under the course of management.

This project report contains detailed information about training and development concept and training and development activities carried out at Investleaf Management Solutions Pvt. Ltd. I have tried my best to get the necessary information for project which includes secondary as well as primary data.

TABLE OF CONTENT

Chapter No.ContentPage No.

Executive summary

1Design of the study

Introduction of the study

Need for the Study

Objectives of the study

Research Methodology

Limitations of the study

2Company Profile

Introduction

Vision

Mission

Services offered

3Theoretical background of training and development

Training

Development

Distinction between training and development

Importance of training

Need for training

Objective of training

Types of Training

Methods of training

4

Training and development at Investleaf Management Solutions Pvt. Ltd.

Types of training

Need for training

Training process- an overview

5Data Analysis and interpretation

6Findings

7Suggestion

8Annexure

9Bibliography

EXECUTIVE SUMMARY

In todays scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to success or failure of an organization they are the cornucopia of ideas. So it high time the organization realize that train and retain is the mantra of new millennium.

In the era of globalization and liberalization companies adopt new techniques for production, new concepts in management, new ideas and styles to get work done from the employees. To cope up with these changes and environment employees need training. Training is an important instrument through which employees become competent enough to accept new challenges to increase productivity and to improve the quality of work and product or services. The implementation of training serves as a transformation into capable workers and present workers are developed to assume new responsibilities.

Training activities, which are ill directed and inadequately focused, do not serve the purpose of the trainers. Hence identification of training needs becomes the top priority of every progressive organization. Identification of training needs, if done properly, provides the basis on which all other training activities can be considered and will lead to multiskilling, fitting people to take extra responsibilities increasing all round competence and preparing people to take on higher level responsibility in future. Training clarifies job duties and responsibilities, increases an individual's job competence, provides the foundation for further development, and assists in conducting an accurate performance appraisal. It Enhances teamwork and team building, Produces a strong sense of commitment to the organization, achieves higher levels of employee motivation, assists in cross-training/job rotationThis project is about training and development activities carried out at Investleaf Management Solutions Pvt. Ltd. Project starts with introduction of the study, objectives and research methodology. Second chapter deals with company information, vision, mission and products. Third chapter is about the theoretical understanding of training and development concept, its objectives and methods etc. Fourth chapter is about how training and development activities are carried in Investleaf Management Solutions Pvt. Ltd. Last part is about the survey made of 50 employees of the co. to know whether they are satisfied with training and development activities carried out in the organization or not. Data is analysed with the help of tabulation and simple percentage method. Findings suggests that majority of the employees are satisfied with training and development activities carried out at Investleaf Management Solutions Pvt. Ltd.CHAPTER -1DESIGN OF THE STUDY

INTRODUCTION OF THE STUDYHuman Resource Management has become a key function in Management Process and the importance it has received after the liberalization of the economic policy of the Government has given a booster thrust to the subject. The Indian Managers have accepted the challenges of the changed times and business environment brought out by the globalization of Business.

Human Resource Development has in recent years become the focus of the attention of planners, policy makers and administrators. Human Resource Development may be defined as the process of increasing the knowledge, skills and capacities of people, it is important not only for enterprise but for a nation to develop its human resources. A country can develop only when its human resources are developed through health, nutrition, training and executive development are main areas of human resource development.

Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skills for a definite purpose. The purpose of training is basically to bridge the gap between job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is never ending or continuous process. Training is closely related with education and development but needs to be differentiated from these terms.

Training is a learning experience, in that it seeks a relatively permanent change in an individual which will improve his (or) her ability to perform on the job. We typically say training can change the skill, knowledge, attitude and social behavior. It means changing what employees know, how they work, their attitude towards their work or their interaction with their co-workers or their supervisors.

NEED FOR THE STUDY:The global economy of the day has endangered the survival of every organization and in particular those who want to have a competitive edge over the others. The competitive edge may be a distant dream in the absence of Superior Quality Products which otherwise is the function of well-trained employees. Today resources are scarce and have to be used carefully and trainers of all kinds are required to justify their position and account for their activities. Training activities, which are ill directed and inadequately focused, do not serve the purpose of the trainers, the trainees or the organization. Hence identification of training needs becomes the top priority of every progressive organization. Identification of training needs, if done properly, provides the basis on which all other training activities can be considered and will lead to multi skilling, fitting people to take extra responsibilities, increasing all round competence and preparing people to take on higher level responsibility in future.

Every organization needs to have well trained and experienced people to perform the activities that have to be done. If current or potential job occupants can meet this requirement, training is not important. When this not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees.

It is being increasing common for individual to change careers several times during their working lives. The probability of any young person learning a job to day and having those skills go basically unchanged during the forty or so years if his career is extremely unlikely, may be even impossible. In a rapid changing society employee training is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force.

OBJECTIVES OF THE STUDY

Following were the objectives of the study:-

To study the training and development activities carried out by Investleaf Management Solutions Pvt. Ltd.

To evaluate the effectiveness of the training programmes imparted by Investleaf Management Solutions Pvt. Ltd.

To know the employees awareness & level of satisfaction about the training program in the organization To identify the factors influence to increase skills of an employee To know the areas of improving training program for employees To provide suggestions to the management in improving Performance Appraisal SystemRESEARCH METHODOLOGY

Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody, research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis

Research Design A research design is a framework to prepare plan or study. It is useful as a guide to collect the data and analyzing it. It is a blue print that is followed in completing the study. Research design is the conceptual structure within which the research will be conduct.

Type of Research : The study is descriptive in nature.

Sampling DesignA sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study.

Universe

The universe chooses for the research study is the employees of Investleaf Management Solutions Pvt. Ltd.

Sample Size

Number of the sampling units selected from the population is called the size of the sample. Sample of 50 respondents were obtained from the population.

Sampling Procedure

The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the sample.

Methods of Data Collection

The data was collected through Primary and secondary sources.

a. Primary SourcesPrimary data is in the form of raw material to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, data collected through questionnaire. A well-defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance. The questionnaire consists of open ended, dichotomous, rating and ranking questions.b. Secondary SourcesSecondary datas are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data was also collected from journals, magazines and books.

Tools and Techniques for Analysis

Data analysis was done with the help of

1. Percentage Method

2. Pie and Bar Chart

3. Correlation and Chi Square Test

LIMITATIONS

The limitations of the study are the following

1). This project is restricted to study purpose only and can be used keeping in view the object that is made for.

2).The respondent in the project may not reveal important / confidential information pertaining to the company policy and for this the project should be used keeping in view the said limitation.

3) Sample size is very less.

4).All the secondary data required will not be available.

5).Finding of the study will be based on the assumptions that respondents have given correct information.

6).The study is not necessarily the solution to the problem that exists.

7).The study is focused on a very general level rather than a full scale detailed report

CHAPTER -2COMPANY PROFILE

IntroductionInvestleaf Management Solutions incorporated as Private Limited company has established itself as one of the Premier Investment Consultancy Firms, known for making investing simpler, more understandable and profitable for the investors. The company directly and through its affiliate programs offers a wide range of products & services viz: Equity, Derivatives, Currency Futures, Commodities Trading, IPO's, Mutual Funds, Insurance, Real Estate, Portfolio Management Services & Depository Services all under one roof, for the convenience and benefit of its customers.

Investleaf Management Solutions was formed as a partnership firm in 2007 and later incorporated a private limited company in 2010. Its corporate office is located in Hyderabad, while the company also marketing teams in US and UK. Investleaf Management Solutions is a fully integrated management services company that employs the most advanced and prudent principles for its working.Attaining its vision requires superior and continually improving performance in every area and at every level of the organization.

Investleaf's performance will be guided by a clear and concise strategic statement for each business unit and by an ongoing Quest for Excellence within all operational and staff functions.

This Quest for Excellence requires hiring, developing and retaining a diverse workforce of the highest caliber. To support this Quest, each function employs metrics to define, and implements processes to achieve, world-class status.Vision

Investleaf Management Solutions' Vision is to build brand Value by innovating to deliver consumer value and customer leadership faster, better and more completely than our competition. This Vision is supported by two fundamental principles that provide the foundation for all of our activities: Organizational Excellence and Core Values.Mission

The mission of Investleaf Management Solutions is to provide results-oriented advertising, public relations, and marketing designed to meet our client's objectives by providing strong marketing concepts and excelling at customer service. We seek to establish a long lasting partnership with our clients. We desire to measure success for our clients through awareness, increased service, or other criteria mutually agreed upon between the agency and the clients. We are committed to maintaining a rewarding environment in which we can accomplish our mission.

Services offered:

1. Equities

Investleaf offers the best 3-IN-1 online trading accounts from different online trading firms, blending the best of technology with traditional broking. Investleaf offers Equity Trading through its business partner Investleaf Management Solutions Ltd. Investleaf Management Solutions provided the prospect of researched investing to its clients, which was hitherto restricted only to the institutions. Research for the retail investor did not exist prior to Investleaf Management Solutions.

2. Mutual Funds

Investleaf has a dedicated team of research analysts specializing in mutual funds. This is a unique feature not found in many other firms. The team comprises analysts from different fields such as economics, statistics and finance among others. This diverse background helps to analyze funds and performance on a variety of parameters both conventional as well as unconventional. Co. has developed a proprietary ranking of mutual funds which is a combination of quantitative and qualitative factors. The team is equipped to serve both institutional and retail clients. Co.s research includes independent objective analysis as well as interactions with fund managers and asset management companies.

3. Commodities

Investleafhas a dedicated team of analysts specializing in commodities and commodities trading. The team comprises analysts from different fields such as economics, agriculture science, statistics, and finance among others. This diverse manpower mix helps us to do a multi perspective analysis of all commodities and filter the information as per the duration of the trading call. The team is equipped to serve both institutional and retail clients. Co.s research, well recognized in the industry is based on primary surveys, interactions with physical markets players, fundamental, derivatives, technical and statistical analysis, giving it a sense of completeness.Analysts have access to the latest market data, charts, market intelligence etc. constantly analyzing the data to facilitate investors trading decisions. Co.s research is aimed not only at the long-term traders & investors, but also caters to the needs of short term / intra day traders. The research calls are disseminated to clients through SMS Alerts, RM calls and email.

4. Real Estate

Investleaf brings together a range of services under a single roof.

New Projects aggregated across builders and pass our stringent project and builder selection criteria and could be Commercial, Industrial or Residential properties.

Facilities Management for Commercial and Residential Complexes for housekeeping, building management and office support solutions.

Finance for Commercial and Residential Properties that call for specialist expertise.

Property Insurance Advisory on the right Insurance solutions.

5. Investment Research

Investleaf offers the most comprehensive deal coverage that covers Indias investment eco-system. Investleaf offers information and reports on M&A, Project Financing, Initial Public Offerings, Private Placements, Private Equity and Venture Capital transactions including transaction terms, structures, deal amounts and valuations. It also contains entity information on all companies involved in these transactions including target companies, investors and advisors. The hosted platform provides information on demand and helps reduce research time, allowing users to spend more time on analysis.

Investleaf uses advanced web tools to provide information in an intuitive and user-friendly format. Investleaf also provides information in spreadsheet & pdf formats to make life of a financial researcher easy. Investleaf is supported by a team of highly skilled analysts and journalists who understand the information needs of clients. Users associated with private equity, venture capital, investment banking, corporate law, finance and consulting or anyone else with an interest in the Indian deal landscape will find Investleaf as an indispensable resource.

CHAPTER-3

THEORETICAL FRAMEWORK OF TRAINING AND DEVELOPMENT

Training is very important aspect of HRD. Training is used as a tool for upgrading human resources in some organization by design and in many others by default. It attempts to improve the performance of employees on the current job or prepare them for the future job.

Training and development being the most vital tool of HRD, generally forms a major part of the present HRD. It is essential from top to bottom. Training is a process of assisting managers to learn and improve their ability or perform managerial tasks with emphasis on learning management from the organization point of view and not the individual view point of learning.

Training and development plan are learning experiences that teach how to perform their current as well as the future jobs more effectively. Training and development practices are designed to improve the organization performance through enhancing knowledge and skills of employees. It is essential that all the activities relating to should be in tune with the specific needs of both the organization and the employees.

TRAINING

Training makes a very important contribution to the development of the organization human resources and hence to the achievement of its aims and objectives. To achieve its purpose, training needs to be effectively managed so that the right training is given to the right time and at the right cost.

The term training includes the process involved in improving the attitudes, skills and abilities of the employees to perform specific jobs. Training helps in updating old talents and developing new ones.

According to Edwin b. Flippo, "training is the act of increasing the knowledge and skills of an employee for doing a particular job. Training involves the development of skills that usually necessary to perform a specific job. Its purpose is to achieve a change in the behavior of those trained and to enable them to do their jobs better training is necessary employees to machines and equipments are introduced in fact training is a continuous process.

Training is 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. We typically say training involve the changing of skills knowledge attitudes or social behavior.

Training is typically focuses on providing employees with specific skills or helping those correct deficiencies in their performance.

DEVELOPMENT

Development in contrast is considered to be more general than training and more oriented to individual needs in addition to organizational needs and its most often aimed towards management people. Usually the intent of development is to provide knowledge and understanding that will enable people to carry out non technical organizational functions more effectively, such as problem solving, decision making and relating to people.

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

TRAINING:

Training is short term process utilizing a systematic and organized procedure by which non - managerial personnel learn technical knowledge and skills for a definite purpose.

DEVELOPMENT:

Development is long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and methods.

IMPORTANCE OF TRAINING

HIGHER PRODUCTIVITY: Training helps to improve the level of performance. Trained employees perform better by using better methods of work.

BETTER QUALITY OF WORK:

Uniformity of work methods and procedure helps to improve the quality of product and services. Trained employees are less likely to make operational mistakes.

COST REDUCTION:

Trained employees make more essential use of materials and machinery. Reduction in wastage and spoilage together with in productivity helps to minimize the cost of operation per unit. Maintenance cost also reduces due to power machine breakdowns and better handling of equipments .

REDUCED SUPERVISION:Well trained employees tend to be self- reliant and motivated. They need less guidance and control.

LOW ACCIDENT RATE:

Trained persons adopt the right work method and make use of prescribed safety devices. Therefore the frequency of accidents is reduced.

HIGH MORALE:

Proper training can develop the positive attitude among employees .Job satisfaction and moral are improved due to rise in the earning and job security of the employees.

PERSONAL GROWTH:Training enhance knowledge and skill of the participants . Training prevents obsolescence of knowledge and skill. Training helps to develop people for promotion to higher posts and to develop future manager.

ORGANISATIONAL CLIMATE :

A sound training programme helps to improve industrial relation and discipline. Resistance to change is reduced. Organizational stability is enhanced because training helps to reduce improper turnover and absenteeism. Training is an investment in people and therefore, systematic training is a sound business investment. NEED FOR TRAININGTraining is mainly job oriented, it aims at maintaining and improving current job performance Training is needed to achieve the following purposes.

1) Newly recruited employee need training so as to perform their tasks effectively . Instruction guidance help them to handle job completely without any wastage.

2) Training is necessary to prepare existing employees for higher level jobs (promotion).

3) Existing employee requires refresher training so as to keep abreast of the latest developments in job operations.

4) Training is necessary when a person moves from one job to another.

5) Training is necessary to make employees mobile and versatile. They can be placed on various jobs depending upon organizational needs.

6) Training is needed to bridge the gap between what the employee has and what the job Demands.

7) Training is necessary to make employees more productive and useful in the long run. OBJECTIVES OF TRAINING

1) To impart basic knowledge and skill to the new entrants and enable them to perform their jobs well.

2) To equip the employees to meet the changing requirements of the job and the organization.

3) To teach the employees the new techniques and ways of performing the job or operations.

4) To prepare the employees for higher level tasks and built up a second line

. of component managers.

TYPES OF TRAINING

A. ORIENTATION TRAINING:

It seeks to adjust newly appointed employees to work environment. Every new employee to be fully familiar with his job, his superiors and subordinates and with the rules and regulations of the organization needs orientation training. It creates self-confidence in the employees. It is also called pre-job training.B. JOB TRAINING:

The training provided with a view to increase the knowledge and skill of the employees to improve the performance on the job, such training helps to reduce accidents, wastes and losses thereby increasing the efficiency in the performance of the job.

C. SAFETY TRAINING:Training provided to minimize accidents and damages to machinery is known as safety training. It involves instruction in the use of safety devices and safety consciousness.

D. PROMOTIONAL TRAINING:

It involves training of existing employees to enable them to perform higher level jobs.

E. REFRESHER TRAINING:When existing techniques becomes obsolete due to the development of better techniques, employees have to be trained in the use of new methods and techniques. Refresher training is designed to refresh revise the knowledge and to update the skills of the existing employees.

F. REMEDIAL TRAINING:

Such training is arranged to overcome the shortcoming in the behavior and performance of the old employees. Employees are taught new appropriate style of working. Remedial training should be conducted by psychological methods.

METHODS OF TRAINING SHAPE \* MERGEFORMAT

1. ON THE JOB TRAINING METHOD

This type training is also known as job instruction. Training is the most commonly used method. The individual is also placed on a regular job and taught the skills necessary to perform that job. The trainee learns under the supervision and guidance of a qualified worker or instructor. On the job training has the advantage of a giving firsthand knowledge and experience under the actual working conditions.

While the trainee learns how to perform a job, he is also a regular rending the service for which he is paid the problem of transfer of trainee is also minimized as the person learns on the job. On the job training methods include job rotation, coaching, job instruction or training through step by step and company assignments.a) Job rotation

This type of training involves the movement of trainee from one job to another. The trainee receives job knowledge and gains experience from his supervision of trainer in each of the different job assignment. Through this method of training is common in training managers for general management positions, Trainees can also be rotated from job to job in working jobs. This method gives an opportunity to trainee to understand the problems of employees on other jobs and respect them.

b) Coaching

The trainee is placed under a particular supervision that functions as a coach in training the individual. The supervision provides feedback to the trainee on his performance and offers him some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves him to his burden. A limitation of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas.

c) Job instruction

This method is also known as training through step by step. Under this method, the trainer explains to the trainee the way of doing the jobs, job knowledge and allows him to do the job. The trainer appraises the performance of the trainee, provides feed back information and corrects the trainee.

d) Committee assignment Under the committee assignment, a group of trainees are given and asked to solve an actual organization problem. The trainee solves the problem jointly. It depends on team work.

2. OFF THE JOB TRAINING METHODS

Under this method of training the trainee is separated job situation and his attention is focused upon learning the material related to his future job performance since the trainee is not distracted by job Requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees. Companies have started using multimedia technology and information technology in training off the job training method.

a) Vestibule training

In this method actual working conditions are simulated in a class room. Material, files and equipment which are used in actual job performance are also used in training. This type of training is commonly used for clerical and semi skilled jobs. The duration of this training ranges from days to a few weeks theory can be related to practice in this method.

b) Role playing

It is defined as method of human interactions that involves realistic behavior in imaginary situations. This method of training involves action, doing and practice. The participants play the role of certain characters such as production managers, mechanical engineer, superintendents, maintenance engineer, quality control inspector, foreman, workers and the like. This method is mostly used for developing inter personal interactions and relations.

c) Lecture method

The lecture is traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainees in the form of talk. To be effective, the lecture must motivate and create interest among the trainees. An advantage of the lecture method is that it is direct and can be used for large group of trainees. Thus costs and time involved are reduced.

d) Conference

It is a method of training the clerical, professional and supervisory personnel. This method involves a group of people who propose ideas, examine and share facts, ideas data, test assumption and draw conclusions, all of which contribute to the distinct advantage over the lecture method, in that the discussion involves two way communication and hence feedback is provided. The participants feel free to speak in small groups. The success of this method depends on the leadership qualities of the person who leads the group.

e) Programmed instruction

In recent years, this method has become popular. The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instructions. The trainee goes through these units by answering questions or filling the blanks. This is expensive and time consuming.

CHAPTER - 4TRAINING AND DEVELOPMENT AT INVESTLEAF MANAGEMENT SOLUTIONS PVT. LTD.The main objective of training program is to develop a SMART trainee i.e. Specific, Measurable, Action-oriented, Realistic & Time- related to minimize of risk of errors.

Types of training:Following types of training is given in Investleaf Management Solutions Pvt. Ltd.:

INTERNAL TRAINING:- It is the training, imparted by the competent in house trainer is known as internal training which includes SOP training, on the job training.

INDUCTION TRAINING:- The objective of this training is to get new joiner to be introduced with the other departmental activities & employee of the organization & organizational overview. This is imparted by Human Resource Department.

ON THE JOB TRAINING: This is conducted by the respective department head before assigning the jobs. After completion of it, the trainee is evaluated through questionnaires.

EXTERNAL TRAINING: When an external faculty imparts training to employee of the organization.NEED FOR TRAINING:

Orientation training:- Induction & orientation training seeks to adjust newly appointed employees to the work environment. In Investleaf, every new employee is made fully familiar with the job, his superiors & subordinates & with the rules & regulations of the organization. This training creates self-confidence among the employees. It is also known as pre-job training. Job training:- It refers to the training provided with a view to increase the knowledge & skills of an employee for improving performance on the job. Employee may be taught the new software used in a job. Such training helps to increase efficiency.

Promotional training:- It involves training of existing employee to enable them to perform higher level jobs. Employee with potential are selected & they are given training before their promotion, so that they do not find it difficult to shoulder the higher responsibilities of the new positions to which they are promoted. Refresher training:- When existing technique become obsolete due to the development of better techniques, employees have to be trained in the use of new methods & techniques. Remedial training:- Such training is arranged to overcome the shortcomings in the behavior & performance of old employees. Some of the experienced employees might have picked up appropriate methods & styles of working. Such employees are identified & correct work methods & procedures are taught to them. Remedial training should be conducted by psychological experts. TRAINING PROCESS: AN OVERVIEW

Training is most effective when it is planned, implemented and evaluated in a systematic way. Unplanned, uncoordinated and haphazard training efforts greatly reduce the learning that can be expected. Hence systematic approach is followed at Investleaf, so as to reap maximum benefit out of a training programme.

A. Assessment B. ImplementationC. Evaluation

1.Determine training needs

2.Identify training objectives1.Select training methods

2.Conduct training 1.Compare training outcomes against criterion.

The table below shows the three major components of the systemstic approach to training at Investleaf:

A). TRAINING NEEDS ASSESSMENT:

1. Determining Training NeedsTraining must aim at:

Meeting the requirements of the organization (long term).

Meeting the requirements of the individual employees (short term).

Identifying training needs involves questions such as :

When and where the training is needed?

Which training is needed?

At Investleaf the main tool for identifying training needs is performance appraisals. Through the performance appraisals, the management is able to identify the strengths and weaknesses of its employees. The management analyses the appraisals further to get familiar with the positive attitudes as well as the negative qualities of its employees. Various areas in which training is needed are identified. The training needs are identified at three different levels.

1. Management level

2. Junior level

3. Trainee level

1) MANAGEMENT LEVEL: It includes the unit head and head of all the departments viz. Personnel department, Software department, Hardware Department, Quality control department, Maintenance department etc.

2) JUNIOR LEVEL: It includes supervisor at various stages of software development and the middle staff which support the work of the various departments.

3) TRAINEE LEVEL: The lowest level of employees forms the trainee level. For trainees the recommendations for training are made by the supervisor from time to time.

2. Training objectives

Once training needs are identified, objectives should be set to begin meeting these needs. The training objectives can be of three types:

Innovative

Problem solving

Regular

The main objectives of training are:-

The personal development: Much emphasis is laid on the overall personality development of the employees.

Enhancing Effective Working: This is done through teaching them various job related techniques which helps them to do their work with more efficiency and accuracy.

Upgrading the knowledge, skills and attitudes of the employees: This is done by imparting technical training, managerial training and personality development workshops.

Motivating the workforce: The most important of all objectives is to raise the motivation level of the employee

B). IMPLEMENTATION:1. TRAINING METHODS:

The company provides two types of training to its employees.

A. On the job training B. Off the job training

1. Computer training 1. Seminars

2. Mentorship training 2. Conferences

3. Group Discussions

4. Lecture method

A. ON THE JOB TRAINING:

1. Computer training: Computer learning program are generally designed for the employees at trainee level. They aim at

Upgrading the skills of the trainee.

For the personality development of the trainee.

2. Mentoring Training: Mentoring is a particular form of training in which experienced executives groom junior employees. A senior manager act as a friend, philosopher and guide to new recruits and juniors. The senior assigns the junior with various assignments and supervises him well. He teaches him and tones his juniors skills in a specific area. B. OFF THE JOB TRAINING:

a) Seminars and conferences: The company management organizes seminars and conferences from time to time on various topics. The seminars are conducted by outside faculty which is hired by the company. These are conducted mostly for higher level employees.

b) Group discussions: A paper is presented by one or more trainees on the selected topic. This is followed by a critical discussion. The leader of the group summarizes the contents of the paper. This type of discussion enables the executives to learn from the experience of each other.

c) Lecture method: The training is mainly provided to the employees and the trainees through lectures. Lecture is a verbal presentation of information by an instructor to a large audience. The lecture is presumed to possess a considerable depth of knowledge of subject at hand and a virtue of this method is that it can be used for very large groups and hence the cost par trainee is low.

2. CONDUCTING TRAINING:Training programs are conducted at three levels.

Managerial

Junior level

Trainee

TRAINING METHODOLOGY:

Training is mainly provided to the employees and the workers through lectures.

Even if the advantage of this method is much but also there are some disadvantage which is associated it e.g.

1). It constitutes a one way communication.

2). There is no feedback.

3). Lectures are likely to bore the audience.

To overcome these disadvantages certain programmes are now introduced i.e. audio visuals overheads etc. and to relate with the one way communication drawback or lack of feedback

C). EVALUATION:

The process of training evaluation has been defined as Any attempt to obtain information on the effects of training programs and assess the value of training in the light of that information. Evaluation helps in controlling and correcting the training program.

METHODS OF EVALUTION

At Investleaf various methods are used to collect data on the outcomes of training. Some of them are:

.1. QUESTIONAIRES: Comprehensive questionnaires are used to obtain options, reactions and various views of trainees. A training evaluation form is formed and circulated among all the trainees. The trainees fill in their responses asked in the form. The responses are then analyzed and an evaluation of the training programme is done.

2. TESTS: Standard tests are used to find out whether trainee has learnt anything during and after training or not.

3. INTERVIEWS: Personal interviews of the employees are conducted in order to find usefulness of the training offered to operatives.

4. STUDIES: Comprehensive studies are carried out eluting the opinions and guidelines of the trainers superiors and peer groups about the training.

5. COST BENEFIT ANALYSIS: The cost of training (cost of hiring trainers, tools to learn, training centres, work stoppage, opportunity cost of trainers and trainees) are compared with its value (in terms of reduced learning time, improved learning, superior performance) in order to evaluate a training program.

6. FEEDBACK: A feedback report is prepared by evaluation at every stage of training.

CHAPTER 5DATA ANALYSIS AND INTERPRETATIONS1. What is your age?Table 1:Investleaf, Age Of Employees

S. No.Age No. of RespondentsPercentage (%)

1Less than 251428%

225-301632%

331-351428%

4Above 35612%

Total50100%

Source: Primary Data

Figure 1: Investleaf, Age Of Employees


InferenceThe above table shows that 28% of the respondents are at the age group from 18-25years, 32% respondents are from 25-30 years of age, 28% of the respondents are from 30-35 years of age and 12% of the respondents are above 35 years of age.2. GenderTable 2:Gender Proportion At Investleaf

S. No.Gender No. of RespondentsPercentage (%)

1Male3162%

2Female1938%

Total50100%


Figure 2: Gender Proportion At Investleaf


Inference

The above table shows that 62% of the respondents are male and 38% of the respondents are female.

3. Are you satisfied with the training program conducted in Investleaf?Table 3:Training Satisfactory Levels

S. No.Opinion No. of RespondentsPercentage (%)

1Dissatisfied510%

2Somewhat Dissatisfied1224%

3Neutral510%

4Satisfied1836%

5Somewhat Satisfied1020%

Total50100%


Figure 3: Training Satisfactory Levels


Inference

The graph shows that 10% of the people are not satisfied with the training programs, while 36% of the people are satisfied. 10% of the respondents are neutral, 24% of the people towards somewhat dissatisfaction, and 20% towards somewhat satisfaction.4. How is the quality of training offered in the organisation?Table 4:Quality of Training


1Dissatisfied48%


3Neutral816%

4Satisfied2040%


Total50100%


Figure 4: Quality of Training


Inference The graph depicts that 40% of the people are satisfied with the quality of the training given, followed by somewhat satisfied people with 20%. Overall dissatisfaction shows 24% and 16% are neutral.5. Your opinion the training program?

Table 5:Opinion on Training


1Good2652%

2Neutral816%

3Poor1632%

Total50100%


Figure 5: Opinion on Training


Inference

The above table shows that 52% of the employees find the training programme good and mostly related to their work.16% of employees have neutral view about training program and 32% find it poor and is not related to work.

6. Do you agree that the training program helps in improving Technical skills?Table 6:Technical Skills Orientation

S. No.OpinionNo. of RespondentsPercentage (%)

1Agree3672%

2Neutral816%

3Disagree612%

Total50100%


Figure 6: Technical Skills Orientation


Inference

The graph shows that the company is providing good technical skills related training program with a response of 72%. Only 12% of the people are not feeling that training helps in improving technical skill.16% are neutral in expressing their views. 7. Do you agree that the training program helps in improving Leadership skills?Table 7:Leadership Skills Orientation


1Agree2550%

2Neutral816%

3Disagree1734%

Total50100%


Figure 7: Leadership Skills Orientation


Inference

The graph shows that the company is providing leadership skills related training program with a response of 50%. 34% of the people are not feeling that training program helps in improving leadership skill. 16% are neutral in expressing their views.8. Do you agree that the training program helps in improving Communication skills?Table 8:Communication Skills Orientation


1Agree1836%

2Neutral1428%

3Disagree1836%

Total50100%


Figure 8: Communication Skills Orientation


Inference

The graph shows that the company is providing communication skills related training program with a response of 36%. 36% of the people dont agree that training program improves the communication skills. 28% are neutral in expressing their views.9. |Do you agree that after completion of training, can you perform better?

Table 9:Performance After Training


1Agree3672%

2Neutral612%

3Disagree816%

Total50100%


Figure 9: Performance After Training


Inference The graph illustrates that 72% of the employees agree with that they will perform better after training and development program. 12% are neutral and 16% are not agreeing with training effects.10. Do you agree training program will help in developing customer service skills?

Table 10:Customer Service Orientation


1Agree2856%

2Neutral1734%

3Disagree510%

Total50100%


Figure 10: Customer Service Orientation


Inference

Among the 50 respondents, most of the people agreed that Investleaf is giving customer oriented training and agreed that training program helps in developing customer service skill, 34% are neutral. Remaining 10% said that the company is not giving customer oriented training.11. Do you agree training program will help in getting promoted?

Table 11:Employee Oriented Training


1Agree3162%

2Neutral1224%

3Disagree714%

Total50100%


Figure 11: Employee Oriented Training


Inference The graph illustrates that 62% of the employees agreed with that training program will help to get promoted, 24% are neutral and 14% are not agreeing with training effects.12. The topics covered in the program are relevant, interesting, and pertinent to work?Table 12:Training Relevant to Company Business


1Agree3468%

2Neutral48%

3Disagree1224%

Total50100%


Figure 12: Training Relevant to Company Business


Inference The graph illustrates that 68% of the employees feel that the training and development program is relevant to the companys work and interesting. 8% are neutral and 24% are saying it is not related to the company work.13. Do you agree that relevent topics related to the program objectives are covered in training program?Table 13:Training objectives


1Agree2244%

2Neutral612%

3Disagree2244%

Total50100%


Figure 13: Training objectives


InferenceThe graph illustrates that 44% of the employees feel that the relevant topics related to the program objectives are covered in training program. 12% are neutral and 44% are saying it is not related to the company business objective.

14. Do you think that right amount of time was spent on each topic covered in the training program?Table 14:Training Timelines


1Agree1836%

2Neutral612%

3Disagree2652%

Total50100%


Figure 14: Training Timelines


InferenceThe graph illustrates that 33% of the employees feel that right amount of time is spent on each topic covered in training program. 12 % are neutral. 52% are saying time is not sufficient for training schedule.15. Do you feel that the topics covered are easy to understand?Table 15:Training Understandability


1Agree2040%

2Neutral48%

3Disagree2652%

Total50100%


Figure 15: Training Understandability


InferenceThe graph illustrates that 40% of the employees feel that topics covered in the training and development program is easy to understand to employees. 8% are neutral and 52% are saying that topic covered in training is not in easily understandable.16. Are you satisfied with overall quality of training program?Table 16:Overall Rating


1Dissatisfied510%


3Neutral816%

4Satisfied1836%

5Somewhat Satisfied1326%

Total50100%


Figure 16: Overall Rating

e


Inference

Overall rating given is good with a response of 62%, including satisfied and somewhat satisfied. 16% are neutral. 12% of the respondents are somewhat dissatisfied and 10% are totally not satisfied with the training and development program.

17. What do you suggest for the training programs?Table 17:Suggestions for Training


1No improvements needed2856%

2Make the content more relevant1224%

3Shorten the training programme48%

4Lengthen the training programme612%

Total50100%


Figure 17: Suggestions for Training


InferenceFrom the survey, most of the employees suggested that no improvement is required in the training and development program. 24% of the respondents suggested to make the content relavant, 8% suggested to shorten the training program, and 12% suggested to increase the time line for training and development programs.CHAPTER -6

FINDINGSThe data collected were analysed carefully and the following findings were drawn.

28% of the respondents are at the age group from 18-25years, 32% respondents are from 25-30 years of age, 28% of the respondents are from 30-35 years of age and 12% of the respondents are above 35 years of age.

62% of the respondents are male and 38% of the respondents are female. 10% of the people are not satisfied with the training programs, while 36% of the people are satisfied. 10% of the respondents are neutral, 24% of the people towards somewhat dissatisfaction, and 20% towards somewhat satisfaction. 40% of the people are satisfied with the quality of the training given, followed by somewhat satisfied people with 20%. 52% of the employees find the training programme good and mostly related to their work. 72% of the people agree that training helps in improving technical skill. 50% of the people agree that training program helps in improving leadership skill. 36% of the people agree that training program improves the communication skills. 36% of the people dont agree that training program improves the communication skills 72% of the employees agree with that they will perform better after training and development program. Most of the people agreed that Investleaf is giving customer oriented training and agreed that training program helps in developing customer service skill. 62% of the employees agreed with that training program will help to get promoted. 68% of the employees feel that the training and development program is relevant to the companys work and interesting. 44% of the employees feel that the relevant topics related to the program objectives are covered in training program. 33% of the employees feel that right amount of time is spent on each topic covered in training program. 40% of the employees feel that topics covered in the training and development program is easy to understand to employees. 62% are satisfied and somewhat satisfied with the training and development program. Most of the employees suggested that no improvement is required in the training and development program.CHAPTER - 7

SUGGESTIONSFollowing are the suggestions: Few employees are not satisfied with any type of training and development program offered by Investleaf. The company should identify the requirements of such persons. The company needs to implement modern training methods that help in boosting the self-morale of the employee at work place.

Training evaluation needs to be conducted.

Employees need to have exposure of new environment then they will enhance the knowledge.

Specific training program needs to be given to the selected personnel who are related.

Most of the training is related to weak areas, so the management has to get awareness among the employees regarding training and development.

Stress management training is more important for employee as it was observed that people are all the time in tension like situation as to how to do what to do when to do, no time and things like that which kept them tensed all time.

The satisfaction level of the employees less. So, try to bring new changes in training to satisfy them.

Behavioral training is more important as while doing the study it was found that people are less cooperative and outgoing to help out.

Investleaf is providing best technical skills related training programs, and employees response towards other training programs is not good. Leadership and communication skill programs are showing less response. Training programme should also focus on improving the customer servicing skills of the employees. In this study, most of the people did not feel that their customer servicing skills have improved after attending the training programme. In todays service oriented society, it is important for employees to have a strong customer servicing skills.

CHAPTER 8

ANNEXURE

QUESTIONNAIRE

I. General Questions:

1. Name:

2. Age: a) 18-25 b) 25-30

c) 30-35II. Employees view:1. Are you satisfied with the training program conducted in Investleaf?a) Dissatisfiedb) Somewhat Dissatisfied

c) Neutral

d) Satisfied

e) Somewhat satisfied2. How is the quality of training offered in the organization? a) Dissatisfied

b) Somewhat Dissatisfied

c) Neutral

d) Satisfied

e) Somewhat satisfied

3. What is your opinion the training program?

a) Goodb) Neutralc) Poor4. Do you agree that the training program helps in improving Technical skills?a) Agree

b) Neutral

c) Disagree5. Do you agree that the training program helps in improving Leadership skills?a) Agree

b) Neutral

c) Disagree6. Do you agree that the training program helps in improving Communication skills?a) Agree

b) Neutral

c) Disagree7. Do you agree that after completion of training, can you perform better?a) Agree

b) Neutral

c) Disagree8. Do you agree training program will help in developing customer service skills?

a) Agree

b) Neutral

c) Disagree9. Do you agree that training program will help in getting promoted?

a) Agree

b) Neutral

c) Disagree10. The topics covered in the program are relevant, interesting, and pertinent to work?a) Agree

b) Neutral

c) Disagree11. Do you agree that relevant topics related to the program objectives are covered in training program?

a) Agree

b) Neutral

c) Disagree12. Do you think that right amount of time was spent on each topic covered in the training program?

a) Agree

b) Neutral

c) Disagree13. Do you feel that the topics covered are easy to understand?a) Agree

b) Neutral

c) Disagree14. Which rating will you giver for overall quality?a) Dissatisfied

b) Somewhat Dissatisfied

c) Neutral

d) Satisfied

e) Somewhat satisfied15 Do you think that right amount of time was spent on each topic covered in the training program? What do you suggest for the training programs?

a) No Improvements Needed b) Make the content more relevant and interesting

c) Shorten the training programme d) Lengthen the training Programme

CHAPTER - 9

BIBLIOGRAPHYBOOKS:

1. KOTHARI, C. R RESEARCH METHODOLY PUBLISHED BY TATA MC.GRAW-HILL PUBLISHING COMPANY LTD.,13TH EDITION,1982.

2. GUPTA, S. P. AND GUPTA M.P BUSINESS STATISTICS PUBLISHED BY SULTAN CHAND & SONS, THIRTY FOURTH EDITIONS,2005.

WEBSITES:

1. www.managementhelp.org2. http://www.hbg.psu.edu

3. http://www.hrcouncil.com4. www.investleaf.com

Training Methods

On the job training method

Off the job training method

Job Rotation

Apprenticeship and coaching

Job Instruction

Committee assignment

Vestibule training

Role playing

Lecture and video presentation

Management games

Self study

DETERMINE THE TRAINING NEEDS

IMPLEMENTION OF TRAINIG PROGRAM

APPLY

TO THE JOB

TRAINING SCHEDULE

IDENTIFY THE TRAINING SOURCE

JOB PERFORMANCE ASSESMENT

8%

16%

16%

40%

20%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

0

8

16

24

Dissatisfied

Some what

Dissatisfied

Neutral

Satisfied

Some what

Satisfied

N

o

.

o

f

R

e

s

p

o

n

d

e

n

t

s

Training Satisfaction

10%

12%

16%

36%

26%

0%

5%

10%

15%

20%

25%

30%

35%

40%

0

8

16

24

Dissatisfied

Some what

Dissatisfied

Neutral

Satisfied

Some what

Satisfied

N

o

.

o

f

R

e

s

p

o

n

d

e

n

t

s


PAGE Training & Development

_1361453429.xlsChart1

360.72

60.12

80.16

No. of Respondents

Percentages

Sheet1

No. of Respondents

Dissatisfied48%

Some what Dissatisfied816%

Neutral816%

Satisfied2040%

Some what Dissatisfied1020%

50

No. of RespondentsPercentages

Agree3672%

Neutral612%

Disagree816%

50

S.No.OptionRespondentsNo. of Respondents

1YesMale3162%

2NoFemale1938%

50

Option

Yes10

No40

No. of Respondents

Single2244%

Married2856%

35-451224%

45-5512%

Greater than 5512%

64

No. of Respondents

Television1020%

Hoardings1530%

Newspaper & Magazines816%

Friends & Relatives1020%

Other714%

50

No. of Respondents

Many Times1020%

Often1224%

Some Times1632%

No Idea1224%

50


1YesYes2040%

2NoNo3060%

50

Option

Yes10

No40


1YesYes1836%

No24%

2NoNot Related3060%

50

Option

Yes10

No40


1YesYes2040%

2NoNo3060%

50

Option

Yes10

No40

No. of Respondents

Yes1734%

No1326%

Not Decided2040%

50

No. of Respondents

Sharekhan1428%

Indiabulls1020%

Kotak Securities612%

Motilal Oswal Securities48%

Not Decided1632%

50

No. of Respondents

Less Brokerage1530%

High Speed Access510%

User Friendly Website48%

Others612%

No Idea2040%

50

RespondentsNo. of Respondents

Yes2550%

No1020%

Not Sure1530%

50

Option

Yes10

No40


Yes2040%

No1530%

Not Sure1530%

50

Option

Yes10

No40


Yes4284%

No816%


Offline3264%

Online1836%

No80.16

To Some Extent180.36

Yes240.48

17

34

49

Durga Prasad & Co.1800%3418

Sharekhan1400%3014

India Infoline1200%2512

Indiabulls600%116


Yes1734%

No3366%


Yes1428%

No3672%


Bad36%

Average714%

Good15

Excellent25

zz

13From how long your Demat account is in operation in Durga Prasad & Co.?

12Have you maintained/used any Demat account before this?

11Which stock broking company provided maximum satisfactory services with regard to the Demat account held by you?

10Are you satisfied with the services of Durga Prasad & Co.?

9Does Durga Prasad & Co.s services are better than its competitors?

8How does the customer care respond to your queries? Are you pretty much satisfied?

7Are the brokerage charges reasonable for the Demat account held in Durga Prasad & Co.?

6Which type of service do you prefer in Durga Prasad & Co. - offline or online?

5Are the brokerage schemes and plans of Durga Prasad & Co. better?

4According to you, which company is providing the best stock broking service?

3Did you face any intereppution/problem while trading your account?

2Are you getting any benefits/services from other Demat accounts which Durga Prasad & Co. is not providing?

1What is your opinion on toll-free facility

zz

13The above graph illustrates that Durga Prasad & Co. is maintaining a strong customers relationships with its investors ranging between 0-3 years. 20% of the respondents are maintianing a demat account in Durga Prasad & Co. from 0-1 years, while 23 respond

12The above graph illustrates that 80% of Durga Prasad & Co.s customers have not used/maintained any demat account prior to this. Only 20% have maintained a demat account prior opening an account in Durga Prasad & Co. So, it can be concluded that most of t

11The above graph depicts that 15 of the total 50 respondants have satisfied with the services provided by India Infoline, representing 30%. Indiabulls followed next with 28% and Durga Prasad & Co. with 24%. So, it can be concluded that Durga Prasad & Co. h

10The above graph indicates that 74% of the respondents are satisfied with the demat services provided by Durga Prasad & Co., and only 26% of the respondents are not satisfied with the services. It is suggested that Durga Prasad & Co. need to take precautio

9The above graph indicates that 74% of the respondents voted in favor of the services provided by Durga Prasad & Co. as the best, when compared to its competitors. Only 26% of the respondents were not satisfied for the demat services provided by the comapn

8The above graph illustrates that majority of the customers (58%) of Durga Prasad & Co. are satisfied with the customer care services. Durga Prasad & Co. now need to concentrate more on improving its cusrtomer care services to grab the remaining 42% share

7The above graph indicates that 84% of the respondants are satisfied with the brokerage charges of the Durga Prasad & Co. as better. Only 16% of the respondents were not satisfied by the charges collected by the company for demat accounts

6The above graph indicates that 64% of Durga Prasad & Co.s customers are interested in managing their demat account on offline mode, i.e. either through telephone or mail. Only 36% of the respondants are interested in managing their account through online

5The above graph satisfy illustrates 48% of the respondants were satisfied with the brokerage schemes and plans of Durga Prasad & Co. However, only 16% of the existing customers of the company were dis-satisfied with the schemes and plans of the company.

4The above graph indicates that the stock broking services provided by Durga Prasad & Co. were far better when compared to its competitors, grabbing majority portion of the cake. Overall, 36% of the respondants, representing 18 customers, were pretty much

3The above graph indicates that 66% of customers did not encounter any problem while trading their demat account in Durga Prasad & Co. Only 34% of the respondants reported that they faced problems while trading their accounts.

2From the above graph, 72% of the respondants said that did not find any new benefit/service which Durga Prasad & Co. is offering to its customers, when compared to its competitors.

1The above graph shows that toll free service facility provided by Durga Prasad & Co. is excellent, accounting for 50% of the share. Only 6% of the respondants reported the service facility of the company as bad.

Sheet1

11

#REF!

#REF!

Sheet2

11

&A

Page &P

#REF!

#REF!

Years

No. of Account Holders

Percentage (%)

Durga Prasad & Co., Customer's Demat Account in Operation

Sheet3

No. of Respondents

Gender Proportion At Edlogix

Durga Prasad & Co., Satisfaction Towards Brokerage Charges

Durga Prasad & Co., Customer Preferred Services, Online or Offline

Durga Prasad & Co., Customer Satisfaction Towards Brokerage Schemes & Plans

Durga Prasad & Co. Stock Broking Services vis--vis Competitors

Durga Prasad & Co., Problems Encountered by Customers While Trading Demat Account

Durga Prasad & Co. vis--vis Benefits/Services of its Competitors

Durga Prasad & Co. Toll-Free Service Facility

No. of Respondents

No. of Respondents

Customers Mode of Media

No. of Respondents

No. of Respondents

Listening Frequency Of IIFL Services

No. of Respondents

Demat Account Holding With IIFL

No. of Respondents

Investor Satisfaction Towards The Services Of IIFL

No. of Respondents

Demat Account Holding With IIFL

No. of Respondents

No. of Respondents

Customers Perception Towards Maintaining An Account With IIFL

No. of Respondents

Broking Firm

No. of Respondents

Preferred Broking Firm By Customers

No. of Respondents

Reasons For Maintaining A Demat Account With IIFL

No. of Respondents

Customers Remembrance Of IIFL Online Trading Advertisement

No. of Respondents

Recommendation Of Online Trading Services To Others

No. of Respondents


No. of Respondents

Frequency

No. of Respondents

Employees Marital Status At Edlogix

No. of Respondents

Percentages

Documents

Training and Development at Investleaf