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A
PROJECT REPORT
ON
TRAINING NEED IDENTIFICATION
(In Hem Securities LTD., JAIPUR)
A Study Project
Submitted to University of Pune, Pune
in partial fulfilment of the Requirements
for the Award of the Degree
MASTER OF
PERSONNEL MANAGEMENT
(2009-2011)
Under Guidance of: Submitted by:
(Prof. Sheema Shankar) (Ram Niwas Yadav)
MPM
SINHGAD INSTITUTE OF BUSINESS ADMINISTRATION & COMPUTER
APPLICATION (SIBACA)
LONAVALA
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DECLARATION
I, the undersigned, hereby declare that Project Report entitled
TRAINING NEED IDENTIFICATION at Hem Securities LTD. Written
and submitted by me to the University of Pune, Pune in partial
fulfilment of the requirements for the award of Master Degree Course
in Personnel Management under the guidance of Prof. Seema Shankar
is my original work and the conclusions drawn therein are based on
the material collected by myself.
Date: - Signature:-
RAM NIWAS YADAV
SIBACA, LONAVALA
MPM
(2009-2011)
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A C K N O W L E D G E M E N T
Some Says Managers are born and some says managers are made. I
was also in some dilemma before commencing my summer internship.
But after the successful completion of my summer internship I came to
know that managers are made if they are guided properly and are
motivated to work willingly towards fulfilment of specific goal. It is
with a sage sense of gratitude, I acknowledge the efforts of whole
hosts of well - wishers who have in some way or other contributed in
their own special ways to the success and completion of this project.
This Project report could not have been completed without the
guidance of my company internal guide and my project guide PROF.
SEEMA SHANKAR. I express my sincere thanks and gratitude to the
above stated persons who have helped me directly and also to those
who have indirectly helped me.
Once again I express my gratitude to Hem Securities LTD. for their
kind cooperation.
Place: - SIGNATUREDate: - RAM NIWAS YADAV
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CHAPTER CONTENT
1. Introduction
1.1 Overview of Industry as a Whole
1.2 Profile of the Organization
2. Training and Its Need Identification
2.1 Introduction to Training
2.2 Training Need Identification
2.3 Types of Training given by Hem Securities
3. Research Methodology
3.1 Introduction to Study
3.2 Scope of Study
3.3 Defining Research Objectives
3.4 Defining Research Plan
4. Data Analysis
5. Findings6. Recommendation and Suggestions
7. Limitations
8. Conclusion
Bibliography
Annexure
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EXECUT VE SUMM
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objectives of this research project are as follows.
y Whether training emphasis should be placed in theorganization?
y Whether the performance ofan individual is sub standard ortraining is needed?
y Whether the employee is capable of being trained?y What are the specific areas in which they require training?y Whether the training will improve their performance or not?
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9 T H F V I H y I G E
C @ P o G E I H y C o D H P @ R Primary source include Questionnaire in the form
ofPerformance Appraisal Forms and Recommendation Forms from
H.O.Ds and the Secondary source include Old research reports,
Internet etc.
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This research work is purely based on analysis of the facts and figures
and some suggestions are also been given to make the training of the
employee more efficient and as per the requirement for the
accomplishment of organizational goal. These suggestions are based
on both my opinion and the analysis results
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CHAPTER-1
INTRODUCTION
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1.1OVERVIEW OF THE INDUSTRY
Introduction
The X inance is the science of money management. We can say that
finance is something related to management of money and other
assets. X inance represents the resources by way funds needed for a
particular activity. X inance is also referred to as " X unds" or "Capital",
when referring to the financial needs of a corporate body. Now you
can finance anything that you want for example you can have home
loans, business loans, education economic development of a nation i s
reflected by the progress of the various economic units, broadly
classified into corporate sector, government and household sector.
While performing their activities these units will be placed in a
surplus/deficit/balanced budgetary situations.
There are areas or people with surplus funds and there are those with
a deficit. A financial system or financial sector functions as an
intermediary and facilitates the flow of funds from the areas of surplus
to the areas of deficit. A X inancial System is a composition of various
institutions, markets, regulations and laws, practices, money manager,
analysts, transactions and claims and liabilities.
The word "system", in the term "financial system", implies a set of
complex and closely connected or interlined inst itutions, agents,
practices, markets, transactions, claims, and liabilities in the economy.
The financial system is concerned about money, credit and finance -the
three terms are intimately related yet are somewhat different from
each other. Indian financial system consists of financial market,
financial instruments and financial intermediation. These are briefly
discussed below;
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Financial system overview
A Y inancial Market can be defined as the market in which financial
assets are created or transferred. As against a real transaction that
involves exchange of money for real goods or services, a financial
transaction involves creation or transfer of a financial asset. Y inancial
Assets or Y inancial Instruments represents a claim to the payment of a
sum of money sometime in the future and /or periodic payment in the
form of interest or dividend.
Money Market- The money market ifs a wholesale debt market for
low-risk, highly-liquid, short-term instrument. Y unds are available in
this market for periods ranging from a single day up to a year. This
market is dominated mostly by government, banks and financial
institutions.
Capital Market - The capital market is designed to finance the long-
term investments. The transactions taking place in this market will befor periods over a year.
Forex Market - The Y orex market deals with the multicurrency
requirements, which are met by the exchange of currencies.
Depending on the exchange rate that is applicable, the transfer of
funds takes place in this market. This is one of the most developed
and integrated market across the globe.
Credit Market- Credit market is a place where banks, Y Is and NB Y Cs
purvey short, medium and long-term loans to corporate and
individuals.
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Financial Intermediaries-
Having designed the instrument, the issuer should then ensure that
these financial assets reach the ultimate investor in order to garner
the requisite amount. When the borrower of funds approaches the
financial market to raise funds, mere issue of securities will not
suffice. Adequate information of the issue, issuer and the security
should be passed on to take place. There should be a proper channel
within the financial system to ensure such transfer. To serve this
purpose, financial intermediariescame into existence. inancial
intermediation in the organized sector is conducted by a widerange of
institutions functioning under the overall surveillance o f the Reserve
Bank of India. In the initial stages, the role of the intermediary was
mostly related to ensure transfer of funds from the lender to the
borrower. This service was offered by banks, Is, brokers, and dealers.
However, as the financial system widened along with the
developments taking place in the financial markets, the scope of its
operations also widened. Some of the important intermediaries
operating ink the financial markets include; investment bankers,
underwriters, stock exchanges, registrars, depositories, custodians,portfolio managers, mutual funds, financial advertisers financial
consultants, primary dealers, satellite dealers, self regulatory
organizations, etc. Though the markets are different, there may be a
few intermediaries offering their services in move than one market e.g.
underwriter. However, the services offered by them vary from one
market to another.
Intermediary - Market-Role
Stock Exchange -Capital Market -Secondary Market to securities
Investment Bankers - capital Market, credit Market - corporate advisory
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services, Issue of securities Registrars,Depositories,custodian - Capital
Market - Issue securities management
Primary dealers satellite Dealers - Money Market - share transfer
activity market making for govt. a orex Dealers - a orex Market - Ensure
exchange ink currencies
Financial tools-
Money Market Tools-
The money market can be defined as a market for short-term money
and financial assets that are near substitutes for money. The term
short-term means generally a period upto one year and near
substitutes to money is used to denote any financial asset which can
be quickly converted into money with minimum transaction cost.
Some of the important money market instruments are briefly
discussed below;
1.Call/Notice Money
2. Treasury Bills
3. Term Money
4. Certificate of Deposit
5. Commercial Papers
1. Call /Notice-Money Market
Call/Notice money is the money borrowed or lent on demand for a
very short period. When money is borrowed or lent for a day, it is
known as Call (Overnight) Money. Intervening holidays and/or Sunday
are excluded for this purpose. Thus money, borrowed on a day and
repaid on the next working day, (irrespective of the number of
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intervening holidays) is "Call Money". When money is borrowed or lent
for more than a day and up to 14 days, it is "Notice Money". No
collateral security is required to cover these transactions.
2. Inter-Bank Term Money
Inter-bank market for deposits of maturity beyond 14 days is referred
to as the term money market. The entry restrictions are the same as
those for Call/Notice Money except that, as per existing regulations,
the specified entities are not allowed to lend beyond 14 days.
3. Treasury Bills.
Treasury Bills are short term (up to one year) borrowing instruments of
the union government. It is an IOU of the Government. It is a promise
by the Government to pay a stated sum after expiry of t he stated
period from the date of issue (14/91/182/364 days i.e. less than one
year). They are issued at a discount to the face value, and on maturity
the face value is paid to the holder. The rate of discount and the
corresponding issue price are determined at each auction.
4. Certificate of Deposits
Certificates of Deposit (CDs) is a negotiable money market instrument
nd issued in dematerialized form or as a Usance Promissory Note, for
funds deposited at a bank or other eligible financial institution fo r a
specified time period. Guidelines for issue of CDs are presently
governed by various directives issued by the Reserve Bank of India, as
amended from time to time. CDs can be issued by (i) scheduled
commercial banks excluding Regional Rural Banks (RRBs) and Local
Area Banks (LABs); and (ii) select all-India b inancial Institutions that
have been permitted by RBI to raise short-term resources within the
umbrella limit fixed by RBI. Banks have the freedom to issue CDs
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depending on their requirements. An c I may issue CDs within the
overall umbrella limit fixed by RBI, i.e., issue of CD together with other
instruments viz., term money, term deposits, commercial papers and
interoperate deposits should not exceed 100 per cent of its net owned
funds, as per the latest audited balance sheet.
5. Commercial Paper
CP is a note in evidence of the debt obligation of the issuer. On
issuing commercial paper the debt obligation is transformed into an
instrument. CP is thus an unsecured promissory note privately placed
with investors at a discount rate to face value determined by market
forces. CP is freely negotiable by endorsement and delivery. A
company shall be eligible to issue CP provided - (a) the tangible net
worth of the company, as per the latest audited balance sheet, is not
less than Rs. 4 crore; (b) the working capital (fund-based) limit of the
company from the banking system is not less than Rs.4 crore and (c)
the borrowal account of the company is classified as a Standard Asset
by the financing bank/s. The minimum maturity period of CP is 7 days.
The minimum credit rating shall be P-2 of CRISIL or such equivalentrating by other agencies.
The capital market generally consists of the following long term period
i.e., more than one year period, financial instr uments; in the equity
segment Equity shares, preference shares, convertible preference
shares, non-convertible preference shares etc and in the debt segment
debentures, zero coupon bonds, deep discount bonds etc.
Hybrid Instruments
Hybrid instruments have both the features of equity and debenture.
This kind of instruments is called as hybrid instruments. Examples are
convertible debentures, warrants etc.
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In India money market is regulated by Reserve bank of India and
Securities Exchange Board of India (SEBI) regulates capital market.
Capital market consists of primary market and secondary market. All
Initial Public Offerings comes under the primary market and all
secondary market transactions deals in secondary market. Secondary
market refers to a market where securities are traded after being
initially offered to the public in the primary market and/or listed on
the Stock Exchange. Secondary market comprises of equity markets
and the debt markets. In the secondary market transactions BSE and
NSE plays a great role in exchange of capital market instruments.
Conclusion-
d
inancial System of any country consists of financial markets, financialintermediation and financial instruments or financial products.
d inancial system is An information system, comprised of one or more
applications, that is used for any of the following: collecting,
processing, maintaining, transmitting, and reporting data about
financial events supporting financial planning or budgeting activities;
accumulating and reporting cost information.
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1.2 PROFILE OF THE ORGANIZATION
The Hem Group is one of the leading broking Network in India. It
provides trading platform in all the leading exchanges namely - BSE,
NSE, MCX , NCDEX & MCX-SX.
Group Companies
y Hem Securities ltd.- member (BSE, CDCL) & Category 1 merchantbanking, MCX-SX
y Hem e inlease Pvt. Ltd. Member (NSE)y Hem Multicommodities Pvt. Ltd. Member (MCX, NCDEX)y Hem f inancial Services Ltd. NB f C Registered With RBI y Rajmala g inlease Pvt. Ltd. Member (BSE)
Achieving excellence through superior services
y More than 29 years of rich experiencey One of the largest broking network in the country covering 16
states with more than 325 outlets
y Leading IPO and M h Distributor Pan-Indiay One of the Biggest Depository Participant with CDSLy Dedicated In-house Research Departmenty Robust & Hi-tech Trading Platformy Ethical & Transparent Business Practicesy Featured in Indias /leading Equity Broking Houses 2008 by Dun
& Bradsheet
At Hem, what clients find best and advantageous is its warehouse of
knowledge and research in equities and commodities, which of course
adds to their amours in making investment decisions.
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Real strength of HEM has been the faith and confidence of its clients in
its organizational commitment and performance.
This faith and confidence, of numerous investors have been gained
through transparent & highly reliable financial services over the last 29years period.
Apart from faith and confidence of clients, its own sound net-worth
has been the other important business assets at theHEM GROUP.
Milestones1981 - HEM group started its journey with commencement of
proprietorship firm H.C Jain & CO.1983 - H.C Jain & Co. becomes member of Jaipur Stock Exchange
Hem Groups Chairman Mr. H.C Jain was one of the founder
Directors of Jaipur Stock Exchange
1995 - Hem Securities Ltd., the flagship company of the HEM Group,
acquired the membership of The Stock Exchange, Mumbai
Hem Share Brokers Ltd., another HEM Group company,
acquired the membership of OTC Exchange of India.
1999 - Hem Securities Ltd., acquired upgraded membership of the
BSE to the level of the Composite Corporate Membership
2000 - Hem Securities Ltd., became the Trading Member of the BSE,
for the Derivatives Segment of the BSE, enabling the HEM
Group to spread and carry its broking network, providing
new avenues for investment and profit making, to the
doorstep of rural masses in the countryside.
Hem Finlease Pvt Ltd., became the member of The National
Stock Exchange of India Ltd., to enable the group to provide
rose-petals in the bouquet of financial services to its
business associates and entire investing clientele at their
finger tips with steaming market quotations enabling even
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the smallest - retail investor client to widen one's scope for
profit making and capital appreciation.
2001 - Hem Finlease Pvt Ltd., acquired the membership ofFutures
& Options segment of The National Stock Exchange of India
Ltd., enabling the Hem Financial Group to present more
beautiful variety of flowers in the form of still more financial
services products to its end-user investors and business
associates.
2004 - HEM Group acquired the membership of the National
Commodities & Derivatives Exchange Ltd. & Multi
Commodity Exchange in name of Hem Multi Commodities
Pvt. Ltd.
2006 - Acquisition of merchant banking category 1 license under "
HEM FINANCIAL SERVICES LTD."
Introduction of online IPO & Internet trading
2007 - Hem Group was featured in India Leading Equity Broking
Houses 2007 by- Agency- Dun & Bradstreet.
Hem Group became 15 largest Depository Participant with
CDSL2008 - Hem Group mark its presence Pan India through more than
325 Business Outlet covering more than 100 cities.
Hem Group ventured into Institutional Broking by getting
empanelment with various institutions.
Hem Group acquired membership of all the currency
derivative exchanges in India introduced by NSE, BSE & MCX.
Hem Group started providing Margin funding facility to its
trading customers enhancing their purchasing power.
2009 - Hem Research Report acknowledged in Media like
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group presently, which is one of the largest broking networks in the
country.
Gaurav Jain -Director
He is a Chartered Accountant by qualification and has 6 years of
experience in Capital market. He looks after Hem's Mumbai corporate
office and is responsible of group's aggressive expansion of retail
network and have also introduced latest financial offering like e -ipo,
Internet trading in the network. His efforts have now enabled Hem
Group to enter into Investment Banking & Institutional Broking by
getting empanelled with various institutions. He is also seen on media,
expressing his views on market.
Anil Bhandari-Director
He is a Chartered Accountant by qualification and has 26 years of
experience. He has taken care of entire administration & marketing
activities from Jaipur head office. He has in-depth knowledge ofregulations of various Exchanges and SEBI, he takes care of various
compliance & statutory aspects in day-to-day working. With his vast
experience & capital market expertise he has positioned Hem Group as
one of the leading national level broking in the country.
Key Personnel
Anil Bhargava - Finance Controller
He has 26 years of experience in the market and have been associated
with the group since last 26 years with deep insights on taxation &
compliance ofService Tax, Stamp Duty, CLB matters, etc.
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Babita Singh - IPO Head
She has 18 years of experience and looks after the IPO distribution
Business of the organization. With her efforts & dedication Hem Group
positions itself among one of the leading Ipo distributors in the
country by handling more than 100000 customers for Ipo applications.
Manoj Sachdeva - Research Head
He is B.SC and PG in Merchant Banking & financial Services. He has 9
years of experience in Equity & Commodity Research. Hem Group
regularly provides several reports on E-mail along with SMS advice to
its customers. He has many research analyst under him all being CA,
MBA & CFA tracking some or the other sectors & technicals. Research
Reports produced by Hem Group are widely acknowledged by itsinvestors and media.
Janak bhatt - Head - Administration Mumbai
He is B.SC and PG in Merchant Banking & financial Services. He has 9
years of experience in Equity & Commodity Research. Hem Group
regularly provides several reports on E-mail along with SMS advice to
its customers. He has many research analyst under him all being CA,
MBA & CFA tracking some or the other sectors & technicals. Research
Reports produced by Hem Group are widely acknowledged by its
investors and media.
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Dinesh Surve - Head Risk Management, Mumbai
He has 11 years of experience and is Bachlor in Commerce by
qualification. He leads the Risk Management group responsible for
online risk management in trading forall customers served from
Mumbai offices.
ON MAP LOCATION OF BUSINESS CENTERS
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Products and Services
Equity
i p q r s t u
y v w x k qu
y u
q HEM GROUP w y w r s t x q k p ow q q o
u
q
t p w p t w v w x k qu
y o
u
q o s pu
x y s x t p u
q w yu
y q w x y o
tu
y
s y t p q y y
q x o s w p w o v w p t q y w p o w yu
o
y o s p o v w t p
k p ow q q
q w s y q
tu
y x
o
q y y t op w
w p w q v q p
u
w p
w p
owq x
w x q
w q w y y t y u
q yu
q t -u
q s x w q t p
x w y
u
x s
u
s x q w t w y q q p
s
u
t p w q wu
w s q w q o yu
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We serve multitude of our retail investing customers through our own
corporate offices in Mumbai and Jaipur with numerous Business
Associates spread over many cities through out our country. We really
feel proud in serving more than 125000 end-use retail investors.
Derivatives
Derivatives are financial contracts, which derive their value from the
underlying assets such as
EquityStock
Indices
Precious
MetalsStocks
Commodities BondsForeign exchange or
any other asset
Broadly four types of derivatives are traded
Forwards Futures Options Swaps
The world over, derivatives are key part of the financial system.
Advantages of Derivatives
y Derivatives help to improve market efficiency because risks canbe isolated and sold to those who are willing to accept taking
these risks at the least cost.
y The use of derivatives breaks risk into pieces, which can bemanaged independently. Thus, from the market prospective,
derivatives offer the free trading of financial risks.
y The Stock Exchange, Mumbai launched its first Exchange tradedfinancial derivative product in Sensex Futures on June 9, 2000.
NSE commenced trading in Index Futures on June 12, 2000.
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y It was one more important step forward in the Capital MarketReforms when Securities & Exchange Board of India (SEBI)
allowed trading in equities-based derivatives on the Stock
Exchanges in the country in June 2000.
y In view of positive market & investors interest in derivatives, NSEintroduced trading in index options on June 4, 2001 while
options on individual securities was launched on July 2, 2001.
In this segment also, HEM GROUP has promptly made
investments to obtain membership of all concerned exchanges
and has upgraded its technology to serve all our Business
Associates and investor-clientele to provide them better and
varied opportunities for profit making and capital appreciation.
y HEM Securities Ltd., has become Trading Member of theStock Exchange, Mumbai (BSE) for Derivatives Segment in
March 2000.
y HEM Finlease Pvt. Ltd., has acquired Membership ofFutures & Options segment of National Stock Exchange of
India Ltd.,(NSE) in 2001.y HEM Multi Commodities Pvt. Ltd., too has acquired
MEMBERSHIP of both MCX and NCDEX for trading in
Commodity Derivatives since January 2004.
And, we feel very happy to pronounce that we have recorded excellent
progress in having very deep and wide client-base from multi-centers
and multi-states in the country with good turnover in a wide spectrumof commodities. We are in the fast-pace growth mode in this vital
segment and we wish to double-up and develop our client base to
many more centers and states to offer better services ofHEM
GROUP resulting in ever increasing profit-making chances to our
existing and prospective clients.
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As regards futures trading in commodities is concerned, it has
resulted in transparent and fair price discovery on account of large
scale participations of entities associated with different value chains
and reflects views and expectations of wider section of people related
to these commodities. Futures trading also provides effective platform
for price risk management for all segments of market participants
ranging from producers, traders, processors, exporters/importers and
end-users of the commodity.
Commodities
Futures Trading in Commodities has opened up spectacular growth
opportunities and advantages not only for large cross section ofmarket participants like: producers, processors, traders, corporates,
trading centers, importers, exporters, co-operatives, industry
associations but for investors community too. It offers unparalleled
efficiencies, unlimited growth and infinite rewarding opportunities to
all market participants and investors.
This market affords us a very dynamic field for diversified investment
& trading opportunities in addition to equity markets. The immensebenefits of futures trading are opened, for all market participants and
investors alike, to be realized.
In our country, Multi Commodity Exchange of India (MCX) and National
Commodity and Derivatives Exchange Ltd. (NCDEX) are the two state -
of-the-art commodity trading platforms for Futures Trading which
commenced operations in November and December 2003 respectively.
Both are national level, hi-tech driven and online commodityexchanges, which provide a very wide spectrum of derivatives driven
by best global practices, professionalism and transparency for all
market participants. Both - MCX & NCDEX - are headquartered in
Mumbai and these are led by expert Management Teams with deep
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domain knowledge of commodity futures market having integrated
dedicated resources and infrastructure.
Following are some of the commodities traded on the MCX &
NCDEX :
Commodities
Bullion Gold, Gold M, Gold HNI, Silver, Silver M...
Oil and Oil Seeds Castor Seed, Soy Seeds, Castor Oil...
Spices Pepper, Red Chilli
Metal Steel long, Steel Flat, Copper...
Fiber Kapas, MediumStaple Cotton, Long
Staple
Cotton...
Pulses Chana, Urad, Yellow Peas...
Cereals Rice, Wheat, Maize
OthersRubber, Guar Seed, Gur, Guargum Bhandni,
Cashew Kernel ..
This Commodity segment has proved to be our one more pillar of
strength of the HEM GROUP, of course due to positive and enthusiastic
response from our Business Associates and our retail clientele spread
over many trading centers in multi-states.
Our constituents in this segment are well served by Hem
MultiCommodities Pvt Ltd., Hem MultiCommodities Pvt Ltd., has
become Trading and Clearing Member of both the commodity
exchanges, viz. MCX & NCDEX since January 2004. HEM GROUP has
made huge investments in acquiring membership of the two
exchanges and technology up-gradation for best of services to all our
constituents.
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The performance of the HEM GROUP in this segment has been very
satisfying one due to whole-hearted involvement and encouraging
response from our Business Associates and retail investor-clients
spread over many trading centres in mult i-states in the country.
The HEM GROUPis in the high gear still to cover many more cities &
trading centres in wider variety of commodities reaching out to more
and more retail end-use investors to realize the countrys dream of
making our India an International Hub of Trading in many agricultural
commodities and precious metals.
Depository
Capital Markets in India have been growing at a tremendous pace in
terms of Market Capitalization and number of investors. So as to
facilitate paperless settlement, involving buying/selling and transfer of
shares and securities in the country, the Government of India
promulgated The Depositories Act, 1996 in August 1996.
The Depositories Act also aimed at improving the efficiency of the
capital markets and the financial system, while protecting the interests
of the investor- community. The Regulations under the act obviate the
host of problems the investors used to face earlier in respect of
delayed transfer of shares, non-receipt of dividends, bonus and rights,
etc. The implementation of the regulations, under the said act, has
helped investors get their lawful dues, in shape of dividends, bonus
and rights, with transfer of shares in their names more promptly and
efficiently. This can be ensured by opening a demat accou nt. Under
the provisions of the said Act, two Depositories have been approved tooperate in India viz. National Securities Depository Ltd., (NSDL)
andCentral Depository Services (India) Ltd., (CDSL).
Depository :
A depository holds shares and securities in electronic form in your
name, just as a bank holds your deposits in your account. Besides
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holding securities, a depository also provides services related to your
transactions in securities.
Central Depository Services (India) Ltd., (CDSL) :
It has received approval from SEBI in February 1999. It is promoted by
The Stock Exchange, Mumbai (BSE) jointly with leading banks such as
State Bank of India, Bank of India, Bank of Baroda, HDFC Bank,
Standard Chartered Bank, Union Bank of India and Centurion Ba nk.
CDSL commenced its operations from July 1999. It has depository
participants (like agents called branches) through out India.
Hem Securities Ltd.,(HSL) as Depository Participant (DP) of CDSL:
Hem Securities Ltd., has got the approval from CDSL and SEBI
authorities under the Depositories and Participants Regulations, 1996
in 2000 for our two main D.P. offices at Mumbai and Jaipur which are
located in our corporate offices. All other Business Outlets our
connected through DP Back office for quicker execution of DP
instructions.
We have, so far, opened more than 75000 demat accounts in which
very sizeable amount of shares/securities are held by our investing
and trading clients. In a short span of 9 years, we have been
successful in opening so many accounts due to our best of services asD.P. to our clients. We charge very competitive fees to our clients in
respect of our host of services.
HSL is in the growth mode, we are likely to open more branches to
reach out to many more of our customers in other important centers.
While at present, we are affiliated to CDSL, we shall also get affiliated
to NSDL as their Depository Participant..
We offer following services as D.P..
y Opening of Demat accounty Dematerializationy Rematerialisationy Maintaining record of holdings in electronic form
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y Settlement of trades by delivering/ receiving underlyingsecurities
y Settlement of trades by delivering/ receiving underlyingsecurities
y Providing electronic credit in respect of securities allotted underIPO
y Receiving non-cash corporate benefits, such as, allotment ofbonus and rights shares, stock split, etc
y Pledging/Un-pledging of securitiesy Providing periodical statement of transactionsy Registering nomination
As our depository clients (BOs), you can submit debit/credit
transaction instructions to effect off-market, on-market, inter-
depository and early pay-in transactions. You can also view your
holdings, value of your holdings ( based on previous days closing
price on BSE ).
You can obtain
y Ttransactions details for preceding seven days andy Print-out of statement of your account.
IPOHem group is one of the leading IPO distributors in the country
Hem business outlets provides following services in IPO
y Timely availability of IPO forms to customersy IPO analysis report by Hem researchy Uploading of IPO forms in exchangey Pre printed clients details on IPO form also available on demand,
providing hassle free service to customers where by client
doesn't have to fill tedious details all time while applying in any
IPO.
y IPO alerts on SMS
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Mutual Funds
Hem group is one of the leadingMUTUAL FUNDdistributors in the
country
Mutual funds are becoming the most popular investment vehicleoffering various kinds of schemes with different investment objectives
as it is one of the most safest, easiest and convenient ways of
successful investment making.
At Hem Mutual Fund Distribution Division, we offers an option to our
clients with varying risk-return profiles & the opportunity to diversify
their investment portfolio by offering a choice of investments schemes
from all major Mutual fund houses.
Hem business outlets provides following services in MUTUAL
FUNDS :
y Wide presence across Indiay Schemes of all major fund houses availabley Latest NFO's, MF News & Fund Manager viewsy Dedicated customer helpdesky Timely availability of MF forms to customersy
MF
analysis report by Hem research
Advisory Services
HEM GROUP has always believed on building wealth for its customers.
Its research department is fully equipped to provide timely advice to
its customers giving them opportunity to invest at the right time and
helping them to achieve their profit target.
This service over a period of time has gained good confidence of its
customers and today it is one of the key elements to Groups Growth.
NRI Services
Welcome to the Hem NRI Desk
Hem, backed with in-depth research & Robust trading infrastructure
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are committed to build wealth for our NRI customers. We provide vast
investment opportunities to the Global investor for wealth creation
Products
NRI / PIO can invest in the following products:
y Investments in Equities under PIS on BSE and NSE Cash Segmenty Investments in IPO & Mutual fundsy Financial Advisory Services
Operational Procedures
y NRI can have only one PIS account with one designated bankonly
y It is compulsory for a NRI to take delivery and give delivery ofthe shares. A NRI can only sell the delivery lying in his demat
beneficiary account. A NRI cannot sell any delivery, which is yet
to be delivered from respective Exchanges.
y Every purchase and sale transaction is to be reported to the RBI.We will submit the original contract notes to the designated
Bank branch, within 24 hours of the transaction, which in turn
will report to RBI.
y A NRI is required to make bill-to-bill payments. No adjustmentsof purchase against sale consideration can be done. Purchase
and Sales will be dealt separately for payments / receipts.
y If a purchase/sale transaction has not been reported / notapproved by RBI then the transaction is not considered
legitimate and the NRI will not be able to credit the saleproceeds to the NRE / NRO savings account. That transaction
will have to be reversed in his account and losses, if any, will be
charged to the client.
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NRIs can invest in equities on NSE & BSE throughhemonline.com. You
can invest from your NRE as well as your NRO funds. As an NRI, it is
mandatory to open a Portfolio Investment Scheme (PIS) account
through any bank approved by RBI. In case, you already have a PIS
account, you can link the same to the trading and demat account
opened through us. At the end of the day, we will report your trades to
the respective designated bank, which in turn, would report the same
to RBI
Hem provide customized services to NRI living in various countries
outside India providing them to access to the Indian capital markets
with our sound research & trade execution & settlement capabilities.
To start availing financial services outside India, kindly contact our
specially trained NRI broking relationship officer at
Investment Banking
Hem Groups company - Hem Securities Limited is SEBI registered
Category 1 merchant banker
Services:
Merchant banking services bouquet primarily includes:
y Managing the IPO as Lead Managery Underwritingy Syndicating IPOs and FPOsy Project counseling and advisory assistancey Private Equity Placements
Dealing with capital markets requires specialized expertise. HEM
SECURITIES LIMITED would offer the promising companies an
opportunity to access the capital markets and recognition through
their listing on stock exchanges. The process of coming up with an IPO
and beyond is well handled and escorted by individuals of great caliber
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and experience. HEM SECURITIES LIMITED strength lies in making sure
that the company is optimally priced and positioned well in the
financial market place to procure the right profile of institutional and
retail investors.
Institutional Banking
HEM GROUP companies are members of both The Bombay Stock
Exchange and The National Stock Exchange of India Limited, providing
equity broking and research services, as well as marketing of equity
related products, including IPOs/FCCBs, to domestic and foreign
institutional investors. Our mission is to provide services to Financial
Institutions, Mutual funds, Foreign Institutional Investors and Private
Equity Firms.
The key highlights of our service are:
y Highly skilled, dedicated dealing, research and sales teams.y Dealing capabilities on the NSE, BSE in the cash and derivatives
segment.
y At Hem, what clients find best and advantageous is itswarehouse of knowledge and research in equities and
commodities, which of course adds to their armour in making
investment decisions.
Insurance
HemSecurities has spread its wings by entering into a very
challenging and exciting field of promoting, marketing and selling of
Life Insurance Products.
Hem Securities believes in aiming high and touching new horizons and
it is therefore, we are just a call away from you to assist, support and
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serve you with details of all Life Plans offered by us and would ensure
that you get our value added services as per your convenience at your
door step.
Life is full of aspirations, challenges and responsibilities but at the
same time It is so uncertain and un foreseen. We cannot afford to
neglect this fact of life and hence want you to be timely and
adequately insured.
y Future Secure pensiony Life Aspire life plusy Life Bright Star plusy Life merit plus edge
Financial Arrangement
Hem Group through one of its group companies provides Finanical
Arrangement to its customers.
Salient features for availing Finanical Arrangement :
y Separate Registration is required to be done for setting up limitbased on IT return, Net worth, Bank statement, DP statement
etc.
y Finanical Arrangement is up to 50% of purchase value.y Finanical Arrangement is done only in scrips traded on NSE.y Competitive interest is charged on the funds utilized by client.
Currency DerivativesCURRENCY FUTURE
Hem Group has always believed in addition of new products as an
when introduced in the Market. It has started providing Currency
derivative trading platform to all its clients right from day one, when it
first started by NSE on 29Th August 2008.
Hem Group through its group companies has taken membership of all
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the three prominent Currency derivative exchanges in India which are
introduced by NSE MCX BSE
The main feature of trading in Currency Derivatives are as
follows:
y Market timings: 9.00 A.M. to 5.00 P.M. Monday to Fridayy Trading : US$-INR (initially) Bid/Offer will be 4 decimal point e.g.
Rs. 43.2345
y Market Lot : 1000 USDy Tick size : Rs.0.0025y Contract Cycle : 12 - month trading cycle.y Base Price : Calculated on the basis of last half-hour weighted
average price
y Price Operating Range : +/- 3% of base price -- Tenure upto 6months +/- 5% of base price -- Tenure greater than 6 months
y Minimum Initial Margin : Approx. margin will be around 3%.y Last Trading day : Two working days prior to the last business
day of the expiry month.
y Final Settlement Price :Final Settlement Price for a futurecontract shall be the RBI Reference Rate on the last trading day
of such future contract. The expiry day will be announced by the
Exchange at the opening of every new contract.
y Expiry date : The monthly expiry date will be 2 working daysbefore last working days of month . There will be 12 months
contract available for trading. The contract will expire at 12
noon on expiry day.
y Daily Pay-in/Pay-out settlement : T+1 day
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HUMAN RESOURCE
AT
Hem Securities LTD.
INTRODUCTION TO HUMAN RESOURCE ATHem Securities LTD.
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Excellence and innovation should not only be discussed but also be
practised by proceeding infrastructure facilities, keeping persistence,
patience, monitoring continuously, supporting rewarding success.
A huge and talented pool of human resource is the strength of
organization. Competent human resource is one of the factors for
undisputed leadership of Hem Securities Ltd. The Human Resource
Management is very sensitive and responsive for needs and difficulties
of its workforce and similarly, its employees have reciprocated its
whole effort for achieving common goal in terms of productivity,
quality, cost-efficiency, Industrial peace and customer satisfaction.
The management provides all facilities not just to conform to labour
laws but far beyond them. Human Resource management at He m
Securities Ltd. , provides all opportunities for training and
development of their employees. Management is not only looking after
welfare of employees but also for community development.
It provides the adequate atmosphere to employees to grow so that
they can show their creative talent for individual and company benefit.
Their families too are brought within the ambit of companys welfareschemes, by vocational training opportunities, personality
development programmes, and community centers.
Hem Securities provides all facilities not only make employees happy
but also to improve the standards of living of employees. Hem
Securities provides career development opportunities to employees
and thus, clear the way for talent growth.
HR DEPARTMENTS AT Hem Securities
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HUMAN RESOURCE DEVELOPMENT -
HR DEPARTMENTS
HR
EMPLOYEERELATION
ADMINISTRATION
SAFETY
SECURITY
MEDICAL
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Human Resource is the backbone of any organization. Properly
trained and highly skilled human resource is perceived as the
greatest asset of an organization. Skilled personnel contribute
to efficiency, growth, increased productivity and marketreputation of an organization. This has been realized by Hem
Securities as well. Invariably, a separate Human Resource
Development department exists in the organization to attend to
the matters relating to recruitment, induction, performance
management system and deployment.
EMPLOYEE RELATIONS:-
IR Manager is responsible for team members monthly
communication meeting, salary and wage administration, team
members management, contact labor management, statutory
compliances, maintaining personal files of all the team
members, employee discipline, grievance handling.
ADMINISTRATION:-
In Hem Securities there is a very large workforce of Direct &
Indirect employees & workers working, as a department they are
responsible for their day to day needs such as good Quality of
food, the environment in & around the Work Area is Green &
clean, the visitors & guests visiting gets proper attention.
Administration is all about managing people and their
aspirations. The Administration Department at Jaipur supports
the operations by facilitating the day to day needs of the
employees and guests of the organization to its fullest.
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For managing such a large workforce & their needs they have
divided their work & team into different areas such as Canteen,
Housekeeping, Guest House, Transportation, Horticulture,
Liasioning & General Administration (Event Management,
Uniform, Shoes, Pooja Havens etc.)
SAFETY:-
Safety Dept. is committed towards Health & Safety of all the
Employees. Its major role is to prevent fire accidents by making
people aware about various safety hazards. It takes care of the
legal compliances of safety, environment and training anddevelopment of employees.
SECURITY:-
Security plays a major role in any organization. They are
responsible for safeguarding of men, machine & materials. They
are vigilant 24 hours round the clock. They also monitor entry &exit of visitors, contact labours & employees. They keep a very
close watch of all the activities going on inside the plant so that
any mishappening or wrong doings can be detected on time.
MEDICAL:- :
Medical Dept. is responsible for:
y Pre-employment and periodic examination of all employeesy Annual health examination of all employeesy Providing First-Aid and general medical consultation,
ensuring immediate management of injuries
y Training ofFirst-Aid and health awareness programmes
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y Occupational health survey, medical examinationsy Recommendations : Advisory services for Industrial Hygiene,
Housekeeping, Canteen and overall sanitation
y Preventive health care Immunizations etc..
Some important HR Initiatives undertaken at Hem
Securities
y Recruitment.y Career Development and Retention Initiatives.y
Employee training & development.y Performance & Potential Appraisal.y Deploymenty Employee Welfare Activities.y Induction
Recruitment and selection:
1. Campus Recruitment BE and MBA2. Newspaper Advertisements3. Placement Agencies4. Employee Referral Systems5. Walk Ins
HR MISSION STATEMENT AT Hem Securities
We aim to provide opportunities to develop and unleash humanpotential; become employer of choice and benchmark of HRpractices
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2.TRAINING
AND
ITS NEED IDENTIFICATION
2.1INTRODUCTION TO TRAINING AT Hem Securities
Training is the process of increasing the knowledge and skills for
doing a particular job. It is an organized procedure by which people
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learn knowledge and skill for a definite purpose. The purpose of
training is basically to bridge the gap between job requirements and
present competence of an employee. It is a never ending and
continuous process. Training is aimed at improving the behavior and
performance of a person.
Training is an integrated function of HR to improve current or future
employees performance by increasing an employees ability to
perform through learning, usually by changing the employees attitude
or increasing their skills and knowledge.
In Hem Securities Ltd. Training Initiatives are emphasized. With the
Companys expansion in the global arena, the manpower of the
Company has become a global workforce and hence they need to
possess internationally competitive skills. This has redefined job
requirements in terms of skills, competencies and qualifications.
Today development of the employees is a prerequisite to make the
employees work for the company rather than in the company. Today,
training is a means to enhance productivity and effectiveness by
optimum man-task relationship.
Training is a short term process utilizing a systematic and
organized procedure by non managerial staff and the personnel
learn technical knowledge and skills for a definite purpose
C.B Memoria
IMPORTANCE OF TRAINING: -------
To organization:-
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1) Higher productivity.2) Better quality of work3) Less learning Period4) Cost reduction5) Reduced supervision6) Low accident rate7) High Morale8) Personal growth9) Organizational climate
To employees:-
1) Self confidence2) Higher earnings3) Safety4) Adaptability5) Promotion6) New skills
2.2TRAINING NEED IDENTIFICATION
Training needs analysis process is a series of activities
conducted to identify problems or other issues in the workplace,
and to determine whether training is an appropriate response.
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The needs analysis is usually the first step taken to cause a
change. This is mainly because a needs analysis specifically
defines the gap between the current and the desired individual
and organizational performances.
Who Conducts Needs Analysis & Why?
An in-house trainer or a consultant performs a needs analysis to
collect and document information concerning any of the
following three issues
y Performance problems
y Anticipated introduction of new system, task ortechnology
y A desire by the organization to benefit from a perceivedopportunity
In all three situations, the starting point is a desire to effect a
change. Given this, you must know how the people who will
experience change perceive it. In the absence of a needs
analysis, you may find employees resistant to change andreluctant to training. They may be unable to transfer their newly
acquired skills to their jobs because of the organizational
constraints.
A needs analysis often reveals the need for well-targeted
training areas. However, we must keep in mind that training is
not always the best way to try to close a particular gap between
an organizations goals and its actual performance. Thoseconducting the needs analysis must get a clear idea of the
problem, look at all possible remedies and report on their
findings to management before deciding on the best solution.
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Process of conducting a training needs analysis is a systematic
one based on specific information-gathering techniques. Needs
analysis proceeds in stages, with the findings of one stage
affecting and helping to shape the next one. There is no easy or
short-cut formula for carrying out this process. Each particular
situation requires its own mix of observing, probing, analyzing
and deducting.
Training needs can be identified through the following
types of analysis:---
(1) Organizational Analysis:-It involves a study of the organization in terms of its
objectives, its resources, resource allocation and utilization,
growth potential and its environment. Its purpose is to
OrganizationalAnalysis
ManpowerAnalysis
Task & RoleAnalysis
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determine where training emphasis should be placed in the
organization. Organizational analysis consists of the
following elements:-
1)Analysis of objectives
2) Resources utilization analysis3) Organization climate analysis4) Environment scanning
(2) Task or Role Analysis:-Its a systematic and detailed analysis of jobs to identify job
contents, the knowledge, skills and aptitudes required and
the work behavior. on the part of the job holder particular
attention to be paid to the tasks to be performed, the
methods to be used, the way employees have learnt these
methods and the performance standards required of
employees.
(3) Manpower Analysis:-In this analysis, it is decided whether the performance of an
employee is sub standard or training is needed, whether the
employee is capable of being trained, and what are the
specific areas in which they required training.
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A SYSTEMATIC APPROACH TO TRAINING
TECHNIQUES FOR DETERMINING SPECIFIC NEEDS
Follow Up and Evaluation
Conducting The Training
Designing Training Programme
Setting Training Objectives and Policy
Identifying Training Needs
job
Present Performance Desired Performance
Gap
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There are a number of practical methods you can use to gather
data about employees performance. Each works well in given
circumstances; therefore, we must determine which the best be
for you.
1. Observation
In this approach, an employees performance itse lf is you source
of information. You evaluate a workers performance through
first-hand observation and analysis. This is best accomplished
by watching the worker and playing the role of non-participating
observer.
2. Interviews
The use of interviews in conducting the needs analysis is
strongly urged. The interview guide is forced to ask each
worker a number of predetermined questions. so he must select
those questions that are essential to learn.
Interviews allow you to meet employees face to face to discuss
their impressions of performance. In this way, he obtain a full
understanding of their performance deficiencies.
3. Questionnaires
A questionnaire is a sort of interview on paper. You create your
own questionnaire by writing down all the questions you want
employees to answer for you. Then you mail it to them and
await their responses.
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Questionnaires can be useful in obtaining a big picture of what
a large number of employees think while allowing everyone to
feel that they have had an opportunity to participate in the
needs analysis process.
4. Job Descriptions
Before establishing a job description, a job analysis must be
made. This job analysis involves a thorough study of all
responsibilities of the relevant job. After the job analysis phase
has been completed, the writing of job description and needs
analysis is a relatively simple task. When an employees job
description has been defined, the trainer can easily tailor his
training curriculum to a very close proximity of what will be
expected of the employees.
5. The Difficulty Analysis
The Difficulty Analysis establishes which of the duties cause the
employee the greatest amount of troubles and how this trouble
can be reduced through better training.
6. Problem Solving Conference
Another time-tested technique for gathering needs analysis
material from employees is to conduct periodic problem solving
conferences which may take the form of or be part of a plan for
a new product, task or technology, or tied in with a training
program
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7. Appraisal Reviews
During the periodic counseling performance interview, an
employee should be questioned regarding the duties andtraining of a worker. Comments rendered during the appraisal
interviews normally are genuine, and can frequently assist i n
establishing the needs, variations and penetrations that a
training program should include.
8. Analysis of Organizational Policy
Organization policy will affect the amount of training offered. An
explanation of various policies should be covered in the training
program. Of particular concern are those policies that involve
change, alteration and major revamping of training programs.
2.3Types of training given by Hem Securities
1) Behavioral Training:
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Hem Securities organize various training programmes to improve
behavioral aspects of the employees personality. They believe that
behavioral and attitudinal skills take an individual a long way in the
organizational ladder. Following are the Soft Skills training
programmes that they provide to the employees:
Communication Skills Team Building Time Management Personal Effectiveness Presentation Skills Stress Management Leadership Creativity at workplace Motivation Safety Training Self Development English Language German Language Corporate Etiquettes Technical Report Writing HR for Non HR persons Finance for Non Finance persons MS office Analytical skills Interpersonal relation skills
2) Technical Training:Various Technical Training programmes are conducted to enable
the employees to acquire knowledge about the technology that is
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being used. They want to develop the employees into sound
technocrats. The Technical Trainings that are given to the
employees are as follows:
Total Productive Maintenance (TPM) Total Quality Maintenance (TQM) Kaizen 5S Quality Systems ISO 14000 Awareness Hoeing ledge dressing Fanuc CNC SAP SCM PLC Knowledge about robotics CNC Programming QC tools IMS training
Automation system
3)Apprentice Shop:Hem Securities have an Apprentice Shop where new employees who
are freshers are trained on the skill sets that are required across
various departments. Its objective is to develop highly skilled and
knowledgeable Technical Resource to suit to the requirements. It is
a structured process through which the employees become skilled
in particular skill sets through a combination of classroom
instruction and on the job training.
Induction Training:
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All the employees who join the organization undergo a structured
induction programme. This programme contains a presentation by HR
Department, Presentation by Safety Department about safety
precautions in the company and visit to all departments.
On the job Training:
Every employee, on joining the departments gets specific function on
the job training. The employees learn their functions by performing
and getting feedback on their performance.
7) Deputation: Employees are sent for training programmes
conducted by some other organizations.
Rules for Deputation
1. The Invitation brochures are sent to Department Heads.2. The department Heads have to nominate the participants to be
sent for the Training programme.
3. The nominations should be sent to Training Center from wherethey go for sanction.
4. If the cost of Training Programme is more than Rs. 10000/- thenthe Executive Director has to sanction the nominations.
5. If the cost of Training programme is less than Rs. 10000/- thenonly Department Heads sanction is taken.
6. Once the sanction is received, the Training Center staff registersthe employees candidature for the Training Programme and
takes further steps for payment of the Training Fees.
Training for the Students
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The students from various Management Institutes come for training in
the Company for different durations. Entire record of these students
is kept in the training center.
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3.RESEARCH
METHODOLOGY
3.1 INTRODUCTION TO STUDY
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The project work entitled Training Need identification through
performance appraisal has concentrated on the need of training by
employees and evaluation of Deputation program run by company.
The main objective of research is to know the effect of training in
organizational performance. The training need analysis program is not
only necessary to comply rules and regulations but also to make the
organization efficient in competitive environment.
The study gives a deep insight on efficiency of deputation program,
performance of employees after training, results met with the
organizational goal, need of training in different areas, satisfaction
level of employees and career development of employees.
PROBLEM DEFINITION
The problem definition of this project work is to find out the facts
behind one of the most important function of HR department of Hem
Securities.
1) Whether training emphasis should be placed in the organization?2) Whether the performance of an individual is sub standard or
training is needed?
3) Whether the employee is capable of being trained?4) What are the specific areas in which they require training?5) Whether the training will improve their performance or not?
3.2 SCOPE OF STUDY
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The scope of study is to know the training needs of employees of Hem
Securities, Jaipur, Rajasthan. It requires analysis of organizational
objectives, resources, environment, tasks and man power. The trainingis directly proportional to the performance of employees in the
organization.
Thus, In order to accomplish all the necessary details for the study,
the data was collected from the official and authentic sources like
concerned departments and their personnel. Certain other information
was gathered from the performance appraisal forms in Organization
and website manuals, reports of the previous year etc to establish the
facts and to endorse genuinely to the work.
Research Methodology
Research is a term stand for A careful investigation or enquiry
especially through search for new fact in any branch of
knowledge.
Research Methodology is way to systematically solve the research
problem. In it we study the various steps that are generally adopted by
a researcher in studying his research problem along with logic behind
them .We also need to understand the assumption underlying various
techniques and procedures will be applicable to certain problems and
other will not. So it is necessary for us to design methodology for the
problem as it differs from problem. So research methodology is not
only method research but also logic behind the methods we use in
context of our research study and explain why we are using a
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particular method or technique and why we are not using others so
that research results are capable of being evaluated.
Types of research
The purpose of research is to discover answer to questions through
the application of scientific procedures. The main aim of research is to
find out truth which is hidden and which has not been discovered as
yet. Though each research study has its own specific purpose, we may
think of research objectives as falling into a number of following broad
groupings:
(1) Exploratory or Formulative Research:
The objective of this type of research is to gain familiarity with a
phenomenon or to achieve new insight into it, is termed as exploratory
or formulative research.
(2) Descriptive Research:
The objective of this type of research is to portray the characteristics
of a particular individual, situation or a group.
(3) Diagnostic Research:
The objective of this type of research is to determine the frequency
with which something occurs or with which it is associated with
something else. This type of research is termed as diagnostic
research.
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(4) Hypothesis Testing:
The objective of this type of research is to test a hypothesis of a causal
relationship between variables. It is termed as hypothesis research
study.
Research is the systematic design, collection, analysis and reporting
of data and findings relevant to specific situation facing the company.
An effective research involves following five steps in a sequential
manner.
Defining the research objective Developing research plan Collecting the information Analyze the information Present the findings
3.3DEFINING RESEARCH OBJECTIVE
Objective is the main theme of research, in which is my job is based.
Research is a good planning of strategy, policy and formulation of
procedure to compete in the market. The objective of the project
should be very precise; it should neither be very broad nor be very
narrow.
For this research I defined following objectives:
1) Whether training emphasis should be placed in the organization?2) Whether the performance of an individual is sub standard or
training is needed?
3) Whether the employee is capable of being trained?4) What are the specific areas in which they require training?
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5) Whether the training will improve their performance or not?3.4DEVELOPING RESEARCH PLAN
The research plan is the main body or you can call the blue print in
which we carry the research. The research plans consist of data
sources, research approaches, research instruments, sampling plan
and contact methods.
1. DATA SOURCES:-
a. Primary Data:-Primary data are the data gathered for the specific research
project and are directly taken from the very source of information.
Primary data source for this research project is Questionnaire in
the form of performance appraisal forms and recommendation
forms of all the employees.
b. Secondary Data:-Secondary data are the data, which already exists and were
collected for some other purpose or for similar previous studies.
Secondary data were proved to be instrumental in making the
training calendar and format of training need identification.
For this research both type of data were used, the secondary data
used here were taken from previous files and calendars and this
was the information on which the final report is based on.
2. RESEARCH APPROACH:-
Primary data can be collected in several different ways these methods
of collecting primary data are called research approaches. Research
approaches are of following types:-
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Observational research Focus group research Survey research Experimental research. Behavioral data research
For this project the Survey research method was adopted, and the
survey was done by performance appraisal forms and recommendation
forms.
3. RESEARCH INSTRUMENT:
The two main research instruments in collecting primary data are:
A. personnel Interview
B. Questionnaire
A) Personnel Interview:
It is one of the important sources to collect primary data. Through
personnel interview interviewer can ask question according to research
requirement. Data which is collect by personnel interview is more
reliable than other sources.
B) Questionnaire:
Questionnaires consist of a set of questions presented to the
respondent for their answer. Because of its flexibility the questionnaire
is by far the most common instrument used to gather primary data.
Questionnaire needs to be carefully developed and tested before they
are actually used on a large scale.
QUESTIONNAIRES ARE OF TWO TYPES:
a) Open ended questionnaire
It consists of open ended questions that allow the respondent to
answer in their own words. Such questionnaires revel more because
they do not constraint respondent's answers.
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b) Closed ended questionnaire
This questionnaire consists of questions that pre-specified all
the possible answers, tabulation and interpretation of such
Questionnaires are easier as compare to open ended questionnaire.
4. SAMPLING PLAN
After deciding on research and research instrument the researcher
must design a sampling plan. This plan calls for three decisions.
a) Sample populationIt is segment to Executive class employees of Hem Securities.
b) Sampling frameSince the employees of Hem Securities who will have deputation
program in 2009-2010 is 40 employees of different grades so
the sample is obtained accordingly.
c) Sampling unitThe sample unit consists of all Executives from different
departments of Hem Securities Ltd., Jaipur.
d) Sample sizeLarge sample gives more reliable results than small samples.
However it is not necessary to sample the entire population or
even a substantial portion to achieve reliable result. After
considering time constraint and cost effectiveness for the
project total 40 people were surveyed.
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e) Sampling procedure:-There are mainly two sampling methods.
i) Probability Sampling
ii) Non-Probability Sampling
i) Probability Sampling:
In probability sampling method each unit of the population has
the equal chance of being selected in the sample. This method
is sub-divided into following:-
Simple random sampling Stratified random sampling Cluster (area) sampling
ii) Non-probability:
In non-probability sampling researcher himself decide the basis
of sample selection, unlike the probability sampling in this
method every unit of population does not have the equal chance
of being selected. This method is sub-divided in following types: Convenience samplingJudgment sampling Quota sampling
(f)Place of Information:-
Hem Securities Ltd., Jaipur, Rajasthan.
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4.DATA
ANALYSIS
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OVER ALL GRAPHICAL REPRESENTATION OFTRAINING NEEDS OF ALL DEPARTMENTS
Categories ofDepartments
Total TrainingNeeds
% ofTotal TrainingNeeds
F
j k l m
HRn
o j l
n
j
y
o k m
z
{
| { ow } v ~ {
o o
~ o
{
{ F HR n n
y
o
Total Training Needs
Finance Dept.
HRM Dept.
Maintainance
Quality Assurance Dept.
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TRAINING NEEDS IN FINANCE DEPARTMENT
Finance Dept.TotalEmployees
Total %
F
F o
F
v
o
wo
o F
F o
50%50%
Total Employees
Finance
Finance Costing
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TRAINING NEEDS IN HUMAN RESOURCE MANAGEMENT
HRM Dept.TotalEmployees
Total %
HR
HR
o -
S
y -
H
R
o
v
o
o
o HR
HR
o
S
y
TOTAL %
HRM
HRD
Administration
Security
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TRAINING NEEDS IN MAINTAINANCE DEPARTMENT
Maintenance Dept.TotalEmployees
Total %
F
U
y
v
o
o
o
F
U
y
TOTAL %
Maintenance
rame Maintenance
Utility Maintenance
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5.FINDINGS
After the fulfillment of these performance appraisal forms we had find
following points:-
1) 38% of employees were in the favor of job rotation.
2) 28% of employees were like to work with the other department.
3) 88% of employees think that training programs increase theirconfidence level and only 12% thinks that their confidence has
increased to some extent
4) Large number of employees thinks that training is compulsory.
5) Employees are satisfied with the internal faculties but they are highlySatisfied to external faculties in some specific training.
6) Some were of the opinion that there should be a training of how asubordinate behave with his superiors.
7) Due to excess of work 90% employees accepted 1-2 hours aresufficient for training.
8) Approx 80% accepted that training program reall y affect theproductivity.
9) Executives of the different departments were of the opinion to havetraining such as computer training, TQM, ISO; safety enhances
productivity, managerial & functional competencies.
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6.RECOMMENDATIONS AND SUGGESTIONS
Senior management should be taking care of subordinate wherethey are lacking.
Before giving training we should check performance ofindividual & give appraisal to each & every person.
Examine individual performance & give training according totheir area of specialization.
Every training programmer should be beneficial for bothemployees as well as organizations.
Monthly feedback review should be done to make correctiveactions promptly for effective training needs.
Provision of resources, constraints etc should be properly linedto the performance of the individual.
Reward scheme should be introduced in this system to increasecompetitiveness among individuals for adopt the training
program completely.
There should be proper case identification for non fulfillment ofthe target requirements and grading should be done
accordingly.
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Circumstances under which employee is working should beconsidered due to which a sufficient training can provided.
Orientation programmes should be conducted. This will ensurethat the new staff becomes well acquainted with the
organization, its policies and various rules and regulations.
Training need of the workers must be determined by askingthem the problem area and training must be given as per
required.
The trainee should be helped to see the need for training bymaking him aware of the personal benefits he can achieve
through changes in behavior.
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7. LIMITATIONS
Thelimitations of the study are as follows:
(1)Bias may have crept in the sample selection as the method wasstratified random sampling.
(2)Fine factor was a major constraint for finding; still it has been triedthrough best efforts possible.
(3)PMSFORMS during working hour might have been uncomfortablefor employees to answer exactly.
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8.CONCLUSION
People are business and industrys greatest assets and resource. As
most people use only a percentage of their talents and abilities, for
them to realize their full potential can only be profitable for an
organisation.
Training for trainings sake is never good.To get best results out of
any training program, the program must form a part of an over all
organisation planned which is aimed at achieving concrete results.
Recruitment is an important part of an organisations human resource
planning and their competitive strength. competent human resources
at the right positions in the organisation are a vital resource and can
be a core competency or a strategic advantage for it.
Good HRD Practices are a sign of an organisations success.
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BIBLEOGRAPHY
BIBLEOGRAPHY---:
K. ASWATHAPPA.. . Human Resource & Personnel Mgt.
GARY DESSLER.. Human Resource Management
C.B GUPTA
www.hemonline.com
www.google.com
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ANNEXURE
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Hem Securities LIMITEDAppraisal form
(IL4-A0 to A3)
Executive appraisal for the period to
Name: E.C.NO: Designation:
Dept. /Location: Date of Joining:
Total Experience: Present Basic Salary:
Date of Last Promotion: Qualification:
Additional Qualification acquired during the
period__________________________________________
Kindly write the score in the box provided at the bottom left hand of eachcomments / observation column as per following rating scale:-
Outstanding 5, Very Good 4, Good 3, Average 2, Unsatisfactory 1Please mention your major functionalresponsibilities / Key result areas(To be filled in by the Appraisee)
Comments of the reportingofficer. (Disagreements to bediscussed to arrive at a clearunderstanding of role)
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Factors which hindered the performance tothe desired level
Comments of theReporting Officer
Self Others
Future Plans for improving performancei) Change in Assignments/Job rotationdesired
ii) Personal Traits/Qualities needingspecial focus
iii) Any Other
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Signature of the Appraisee Signature ofthe Reporting Officer
Date Date
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Hem Securities LIMITED
PMS BOOKLET
COMPANY MANDATEMarket leaderHigh level of customer satisfactionExcellence through team-workEnduring relations with stakeholders
Review Period:
Name of Appraisee: Employee Code:
Grade: Location: JaipurFunction: Department:Qualification:Date of Joining: Total Experience:Appraisers Name: Appraisers Designation:
DEVELOPMENT PLAN SHEET(to be filled at the beginning of the financial year)Self Development PlanAreas Identified Half-yearly review Annual Review
Comments by Appraiser Comments byAppraiser
Subordinate Development Plan (Key Subordinates only)
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Comments by Appraiser Comments byAppraiser
Signature ofappraisee
Signature ofappraiser
Date:
Signature of appraisee
Signature of appraiser
Date:
Signature ofappraisee
Signature ofappraiser
Date:
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