Joshi Bedekar college

Training and Development -Kotak Bank

Name:-Amar Ravi Itagi Std:-T.Y.BMS Div:-A Roll no:-31 Submitted to:-Purva Gaikwad

Acknowledgement
I are very grateful to our institution for encouraging me and making me understand the value of making project file on different subject. I got wide information about the subject and especially about the respective topic that has been selected. My special thanks to Mrs. Purva Gaikwad for her kind cooperation and proper guidance and valuable contribution. Further I also thanks to our principal & coordinator for supporting me to carry out this activity with great interest. Thus I appreciate the cumulative affords of all mentioned above in preparing this project file and contributing their valuable time to make it a successful one.

VIDYA PRASARAK MANDALS

K.G. JOSHI COLLEGE OF ARTS & N.G. BEDEKAR COLLEGE OF COMMERCE

THANE NAAC ACCREDITED (A)*****

Certificate
This is to certify that S.no 1. Amar Ravi Name R.No. 31

of the T.Y.BMS -A class has satisfactorily carried out the required project work in Human Resource Management and that this project file represents their bonafied work during the year 2012-2013.

Date ________

Professor in-charge

Contents
Introduction of Kotak Mahindra group
HISTORY OF KOTAK GROUP BOARD OF DIRECTORS KOTAK GROUP OF COMPANIES KOTAK MAHINDRA GROUP

Training and Development

1)Traning Need for Training Steps in training Program Training Methods and techniques On the job Training Off the job training Follow up 2) Development On the job technique Off the job training

Questionnaire

Introduction of Kotak Mahindra group

HISTORY OF KOTAK GROUP
The kotak Mahindra group was born in 1985 as Kotak capital management finance limited 1986- Kotak Mahindra financial limited starts the activity of bill discounting

1990- The auto finance division is started

1995- Brokerage and distribution businesses incorporated in to a separate company Kotak Securities

1996- The auto finance business is hived off in to a separate company- Kotak Mahindra Prim Limited (formally known as Kotak Mahindra Primus Limited)

1998- Enters the mutual fund market with the launch of Kotak Mahindra Asset Management

2000- Kotak Mahindra ties up with old mutual plc for the life insurance business. A Kotak security launches its on-line broking site (now www.kotaksecurities.com).

2003- Kotak Mahindra finance ltd converts to a commercial bank- the first Indian company to do so 2006- Bought the 25% stake held by Goldman Sachs in Kotak Mahindra Capital Company and Kotak Securities

BOARD OF DIRECTORS
1. Dr. Shankar Acharya Chairman 2. Mr. Uday Kotak executive Vice chairman and managing director 3. Mr. Anand Mahindra 4. Mr. Cyril shroff 5. Mr. pradip Kotak 6. Mr. shivaji Dam 7. Mr. C. Jayaram executive director 8. Mr. Dipak Gupta- executive director 9. Mr. Asim Ghosh 10.Ms. Bina Chandarana secretary and senior Vice President

KOTAK GROUP OF COMPANIES

KOTAK MAHINDRA OLD MUTUAL LIFE INSURANCE KOTAK MAHINDRA ASSET MANAGEMENT COMP. LTD. (MUTUAL FUND): KOTAK CAR FINANCE KOTAK SECURITIES KOTAK SECURITIES INSTITUTIONAL EQUITIES KOTAK MAHINDRA CAPITAL COMP. LTD. (INVESTMENT BANKING) KOTAK MAHINDRA INTERNATIONAL BANKING KOTAK MAHINDRA WEALTH MANAGEMENT

KOTAK MAHINDRA GROUP

Established in 1985, The Kotak Mahindra group has been long of Indias most reputed financial organizations. In February 2003, Kotak Mahindra Finance ltd, the groups flagship company was given the license to carry on banking business by the Reserve Bank of India (RBI). This approval creates banking history since Kotak Mahindra Financial Ltd is the first company in India to convert to a bank.

Training and Development

Need for Training:To improve Productivity To improve Quality To help company fulfill in future personal needs To improve Organizational climate To improve health and safety Personal Growth

Steps in training Program

Step1 Discovering and identifying the training need Step2 Getting ready for the job Step3 Preparation of the learner Step4 Presentation of the operation and knowledge Step5 Performances try out

Step6 Follow up

Training Methods and techniques

There are main two types of training 1) On the job Training 2) Off the job training

1) On the job Training i) Job instruction Training This method is very popular in the states for preparing supervisors to train operatives The JIT method requires skilled trainers, extensive job analysis, training schedule, and prior assessment of trainees job knowledge. This method is also known as training by step by step learning

ii) Vestibule training In this method the duplication of on the job situation is developed This is done in the classroom of the company This is often imparted with the help of equipment and machines which are identical to those on the work place

Merits The training is done in a separate room, thus it reduces distraction A trained instructor who knows how to teach can be effectively utilized The correct method can be taught without interruption

Demerits Splitting of responsibilities will lead to organizational problems Additional investment is required The method is less useful as its the duplication of work and not the actual work.

iii) Training by experienced workmen The training is imparted by experienced senior Fellow member. It is adopted when experienced workman need helper In kotak bank In kotak Mahindra bank this method is followed. The fresh employees are trained by the area manager The training is given for around 2 weeks or 21 days This helps the employees to gain enough knowledge and carry out their work in a satisfactory manner

iv) Training by supervisor This type of training is provided by workers immediate supervisor It provides trainee to the opportunity to get acquainted the boss

v) Demonstration In this method the trainer describes and displays something as and when he teaches the employee how to do something by actually performing the activity He explains step by step why and what he is doing

vi) Simulation In this technique The situation at the work place is almost duplicated at the classroom The actual condition which is encountered in the job is duplicated It is most widely used in aeronautical industry

2) Off the job training

i) Lectures It is one of the most simplest way of implementing knowledge in the minds of the traniees especially when it comes to implementing theoretical ,principal, problem solving types of knowledge Its a formal type of implementing knowledge

In kotak bank The lecture are provided to the employees who are Freshers that is the Graduates These lectures are given to the employees for around a month These lectures help to develop the basic knowledge regarding the organization

ii) Group Discussion In this method the Participants individuals confer to discuss point of common interest to each other A conference is basic to most participative group centered method of development Its a formal meeting conducted in accordance to organization pan

iii) Seminar or team discussion It is based on paper prepared by the trainees on a subject selected in consultation with the person in charge of seminar It may be based on the statement made by the person in charge of the seminar or on a document prepared by a expert, who is invited to participate in the discussion

iv) Case Study The case study is based on the belief that managerial concepts can be embedded The case is a set of data which is summarized and contains problem which require solution

v) Role Play In this method trainees act out the role given to them It is similar to stage plays This involves instant action It donts have memorization

Follow up:After the training is done the follow up of the training are seen/recorded. This is done by the supervisors, the supervisors gives the feedback to the HR head who then decides on the appraisal. The appraisal is then given in the form of increments only.

2) Development
There are two types of development:a) On the job technique b) Off the job technique

a)On the job technique

1) The coaching Method Coaching is a method which is used in developing managerial thinking process as well as operative skill The objective of coaching is not only to teach and guide a subordinate in performance of his immediate assignment but also provide him with diversified workshop that he may grow and progress

In kotak bank This method is provide to the experienced people This is done to provide the detailed information about the latest technologies upgrading adopted This type of training is given for a week and a half

2) Job rotation method of development It refers to the transfer or movement of executive from on one plant to other for some basic leaning purpose Such rotation may continue from a period of 6 months to 24 months Under this method trainers are rotated over various routine jobs

3) Understudy assignment or attachment method An understudy is a person who is under training to assume, at a future time, the full duties and responsibilities of the position currently heald by the supervisor It may be picked by the supervisor for a large number of candidates Such understudy learns the complexity of the problem and how to solve them

b) Off the job training 1) Case study Its an excellent medium for developing analytical skill In this method actual business situation is described in an summery The trainee are asked to appreciate and solve the problem this method represents a dynamic and powerful approach to learning

2) Role playing It is a situation creating a more realistic situation It requires person to vary out a thought or decision he may have reach It makes the person aware of the feeling of the others

3) In basket method In this method each team of the trainee is given a file correspondence bearing on a functional area of management Each has to study the file and make his own recommendation on the situation If further info is required by him, it is supplied by members of team Later the observation of each individual members are compared and conclusion on different functional are reached They are then put down on the form of paper For this purpose such teaching methods as the incident process, role playing the conference method are used.

Questionnaire
Q1) Which type of technique is followed for freshers in the organization

Q2) How is the follow up done after such type of traning

Q3) Is any appraisal provided to the employee if they perform well after traning?

Q4) How much hours/days does this training program take place?

Q5) Is any development program setup for the higher level employee?

Q6) What kind of development program is provided?

Q7) What is the duration of traning?