training report in HRM

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TRAINING PROJECT REPORT

ON

TRAINING AND DEVELOPMENT IN BSNL

(A Study of BSNL, Ambala)

In partial fulfillment of the request for the diploma of

Business Managament

Kalpana chawala government polythecnic,Ambala city

(SESSION 2010-2013)

SUBMITTED TO: SUBMITTED BY:Mr.Sanjeev Mehant Ramandeep kaur

(H.O.D) RajniHardeep kaur

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DECLARATION

I hereby declare that the research project titled ANALYSIS OF FEEDBACK OF THE IN-

COMPANY DEVELOPMENT PROGRAMME.

This report is submitted in the partial fulfillment of the requirement for the diploma of

Business management. This report is a bonafide research work carried out by me. No part of

this report has been submitted for the award or any other diploma/degree/fellowship or any

other similar title or prize. This report is based upon my personal opinion. Hence, it cannot

be referred to for official or legal purposes.

Ramandeep kaurRajni

Hardeep kaur

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ACKNOWLEDGEMENT

The success for the completion and execution of a job depends much on the motivation,

drive and enthusiasm of individuals. The real sprit of achieving is through the way of

excellence.

I specially like to thank my guide Mrs. Anita Bhandari for their valuable help,

stimulating guidance and proficient supervision extended to me during the project study

I deeply grateful to all the staff members and employees of the company for proper

information and encouraging attitude, which helps me in research project.

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TABLE OF CONTENT

CHAPTER 1 INTRODUCTION

COMPANY PROFILE

BEL- AT A GLANCE

CUSTOMERS BASE

PRODUCTS

CHAPTER 2 SPECIFIC OBJECTIVE

CONCEPT OF TRAINING

CONCEPT OF EXECUTIVE DEVELOPEMENT

PROCEDURE ADOPTED BY BEL

CHAPTER 3 REVIEW OF LITERATURE

CHAPTER 4 RESEACH METHODLOGY

OBJECTIVES OF STUDY

LIMITATIONS

CHAPTER 5 ANALYSIS AND INTERPRETATION

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CHAPTER-ONE

INTRODUCTION

COMPANY PROFILE

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INTRODUCTION

Human Resource Development has in recent years become the focus of attention ofplanners, policy makers and administrators. It may be defined as the process of increasing

the knowledge, skills and capabilities of people. At enterprise level, employee training and

executive development are main areas of human resource development.

Training is an organized procedure by which people learn knowledge and skill for a

definite purpose. The purpose of training is to bridge the gap between job requirements and

present competence of the employee. In order to give training to the workers, it is very

important to identify the training needs of the organization. This can be judged by two ways,

one from the companys point of view, where company will consider whether identification

of training among workers is necessary to achieve organizational goal. Second from workers

point of view, where we consider the potential workers who are interested in undergoing

training. When these two criterions are met we can identify the training needs among

workers in organization.

Employees training are distinct from management development. Training is a short

term process utilizing a systematic and organized procedure by which non managerial

personnel learn technical knowledge and skills for a definite purpose. Development on the

other hand is a long term educational process utilizing a systematic and organized procedure

by which managerial personnel learn conceptual and theoretical knowledge for general

purpose. Development complements training because human resource can exert their full

potential only when the learning process goes for beyond simple routine.

More and more organizations are training and developing their employees in a way

to make them stand at par with others or to have an edge over their competiton.

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Companys Profile

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest

Telecommunications Company providing comprehensive range of telecom services in India:

Wire line, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, VSAT, VoIP

services, IN Services etc. Within a span of five years it has become one of the largest public

sector unit in India.

Today, it has about 47.3 million line basic telephone capacity, 4 million WLL capacity, 20.1

Million GSM Capacity, more than 37382 fixed exchanges, 18000 BTS, 287 Satellite

Stations, 480196 Rkm of OFC Cable, 63730 Rkm of Microwave Network connecting 602

Districts, 7330 cities/towns and 5.5 Lakhs villages.

BSNL cellular service, Cell One, has more than 17.8 million cellular customers, garnering

24 percent of all mobile users as its subscribers. That means that almost every fourth mobile

user in the country has a BSNL connection. In basic services, BSNL is miles ahead of its

rivals, with 35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base

and 92 percent share in revenue terms.

BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who

access Internet through various modes viz. Dial-up, Leased Line, DIAS, Account Less

Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.

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Scaling new heights of success, the present turnover of BSNL is more than Rs.351,820

million (US $ 8 billion) with net profit to the tune of Rs.99,390 million (US $ 2.26

billion) for last financial year.

The infrastructure asset on telephone alone is worth about Rs.630,000 million (US $ 14.37

billion).

BSNL plans to expand its customer base from present 47 millions lines to 125 million lines

by December 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$

16.67 million) in the next three years.The turnover, nationwide coverage, reach,

comprehensive range of telecom services and the desire to excel has made BSNL the No. 1

Telecom Company of India.

Vision

To become the largest telecom Service Provider in Asia

Mission

To provide world class State-of-art technology telecom services to its

customers on demand at competitive prices

To provide world-class telecom infrastructure in its area of operation and to

contribute to the growth of the country's economy.

OBJECTIVES OF BSNL

To be the Lead Telecom Services Provider

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To provide quality and reliable fixed telecom service to our customer and there by

increase customer's confidence.

a. To provide point of interconnection to other service provider as per their requirement

promptly.

b. To facilitate R & D activity in the country.

c. Contribute towards:

National Plan Target of 500 million subscriber base for India by 2010.

Broadband customers base of 20 million in India by 2010 as per Broadband

Policy 2004.

Providing telephone connection in villages as per government policy.

VARIOUS SERVICES OFFERED BY BSNL

i. BSNL LANDLINE

ii. BSNL MOBILE

iii. BSNL WLL (WIRELESS IN LOCAL LOOP)

iv. BSNL INTERNET

v. BSNL BROADBAND

vi. VIDEO CONFERENCING

vii. WEB CONFERENCING

viii. BSNL 3G SEVICES

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BSNL LANDLINE: BSNL is the largest telecom operator in India and is known to

everybody for Basic Telephony Services. Presently the Plain old, countrywide telephone

service is being provided through 32,000 electronic exchanges. BSNL's telephony network

expands throughout thevast expanses of the country reaching to the remotest part of the

country.

BSNL MOBILE: India's fastest growing cellular service, along with Postpaid and

prepaid services brings cellular telephony to the masses, through innovative technology and

strategic pricing. Customers have responsed tremendous faith in BSNL and it has enrolled

over 30 Lakh Cellular customers within ten months of launch of Cellular service, an

unprecedented mark in Indian Cellular Market.

POSTPAID

PREPAID

UNIFIED MESSAGING

GPRS/WAP/MMS

DEMOs

TARIFF

SMS & BULK SMS

BSNL WLL (WIRELESS IN LOCAL LOOP): BSNL WLL-M is

acommunication system that connects customers to the BSNL Landline network using radio

frequency signals instead of conventional copper wires, for the full or part connection

between the subscriber and the exchange. This comes with superior voice quality and high

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http://service/mobile_cellone.htmhttp://service/mobile_excel.htmhttp://service/mobile_ums.htmhttp://service/mobile_gprs_wap.htmhttp://service/mobile_demos.htmhttp://service/mobile_tariff.htmhttp://service/sms.htmhttp://service/mobile_cellone.htmhttp://service/mobile_excel.htmhttp://service/mobile_ums.htmhttp://service/mobile_gprs_wap.htmhttp://service/mobile_demos.htmhttp://service/mobile_tariff.htmhttp://service/sms.htm


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speed data capabilities. CDMA is popular with more than 100 million subscribers

worldwide, and the number keeps on increasing exponentially.

SERVICES PROVIDED BY WLL

BSNL WLL-M offers you a host of value-added services:

Voice-mail service: 24 hour personal call answering service

Call waiting: allows you to receive an incoming call while already engaged in onecall

Call hold: allows you to put a current call on hold and make a second call

Call divert: allows you to divert calls

3-way call conferencing: allows a conference between 3 persons from your mobilehandset.

BSNL INTERNET: BSNL is India's no. 1 Internet service provider with

more than 17 lakh subscribers, providing Internet service throughout the entire Country

(except in New Delhi and Mumbai) under the brand name of "Sancharnet". Sancharnet

provides free all India roaming and enables it's users to access their accounts, using the

same access code (172233) and user ID from any where in the Country. In order to make

Internet available through out the Block Headquarters.

BSNL BROADBAND: BSNL is in the process of commissioning of a world class,

multi-gigabit, multi-protocol, convergent IP infrastructure through National Internet

Backbone-II (NIB-II), that will provide convergent services through the same backbone

and broadband access network.

Key Objectives

To provide high speed Internet connectivity (upto 8 Mbps)

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http://www.sancharnet.in/http://www.sancharnet.in/


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To provide multicast video services, video-on-demand, etc. through the Broadband

Remote Access Server (BRAS).

To provide a means to bill for the aforesaid services by either time-based or volume-

based billing. It shall provide the customer with the option to select the services

through web server

To provide both pre-paid and post paid broadband services.

Video Conferencing service allows multiple participants to converse with each other

regardless of their location through the video end-points or Personal computers. It involves

Video and Audio communication. It's about connecting people. A video conference

subscriber can add two or more video participants in a particular conference. The customers

can schedule their video conferences through the Web. The service is available to existing

BSNL subscribers only. Any conference scheduled can have both Dial-in and Dial-out

participants on either IP or ISDN. The customer will have to procure the video end-point

from the market. Personal computer user can download the software called "PVX" from

BSNL's Video Conferencing Portal to avail the Video Conferencing acility with their web-

cam. This software will be made available shortly at BSNL's Video Conferencing Portal.

WEB CONFERENCING: BSNL Web Conferencing Service is made available

on your desktop and enables you to conduct virtual meetings with your partners suppliers,

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employers etc. It has the innovative feature such as Persistent meeting rooms, which

simulates physical room environment wherein authorized users can enter their designated

rooms the way do in physical meetings. The users can access the rich features, apart from

multi-point, multi-media (Audio, Video & Data) conferencing service, BSNL web

Conferencing service provides very powerful data conferencing tools to enhance

collaboration among users such as sharing of PowerPoint Presentation, Whiteboard,

Documents, & Chat facility amongst the conference participants, which will significantly aid

in increasing the effectiveness of your business meetings.

BSNL Web Conferencing Service does not require expensive end points; all that you require

are a PC, Web cam and an ADSL Connection Ideally suited for users at all levels in large

corporate houses, Small and medium businesses, quality conscious individuals to enhance

collaboration, increase productivity and save costs.

BSNL 3G SERVICES:

3 G MOBILE PHONE

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WHAT IS 3G? 3G is the next generation of mobile communications systems.

It enhances the services such as multimedia, high speed mobile broadband, internet access

with the ability to view video footage on your mobile handset. With a 3G phone and access

to the 3G network you can make video calls, watch live TV, access the high speed internet,

receive emails and download music tracks, as well as the usual voice call and messaging

services found on a mobile phone, like person to person video, live streaming,

downloadable video of entertainment, news, current affairs and sport content and video

messaging.

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Recruitment procedure in BSNL

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Particulars Amount

Cost of SIM (Inclusive of Service Tax) in Rs. 300*

Talk Value in Rs. NIL

Initial Validity in days 7

Migration from 2-G to 3-G Migration from 2G to 3G is

allowed subject to technicalfeasibility

Migration from 2-G to 3-G (Postpaid) Rs110.(Excluding Servicetax)

Migration from 2-G to 3-G (Prepaid) Free

Migration from 3-G to 2-G Free

Applicable to Voice & Data plan


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In simple words, recruitment means Discovering the source of manpower to meet the

requirement of staffing of any organization. It is a process of searching employees. It

creates a pool of application. It is a positive process. There are different steps for recruiting

employees:

Step I: Written test First of all a written test is held. Different centres are made for the test.

Proper seating arrangement is made for the participants. Answer sheets are made available.

After the exam is over, all the sheets are collected and are sent to the checking authority.

Step II: Preparation of Merit List

After the written exam a merit list is prepared according to the norms of the organization.

Merit list depends upon the nature of job. It may be different for different posts.

Step III: Selection It involves a series of steps by which the candidates are screened for

choosing the most suitable person for vacant job. It simply means eliminating the unsuitable

candidates. It is a complex process.

The candidates are selected on the basis of interviews, medical examination etc.

Step IV: Induction

It is the welcoming process to make the new employee feel at home and

generate in him the feeling of belongingness to the organization.

Purpose of Induction:

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o To provide information about the organization.

o To build up confidence in the employee.

o To create a sense of security.

o To promote the feeling of belongingness.

o To foster a close relationship.

Step V :Training

Training is the act of increasing the knowledge and skills and attitude of an employee for

doing a particular job. Training is necessary for the new employee so as to learn about the

job. It reduces the number of accidents. It increases the morale of the employees. It

automatically results in the preparation of future managers.

Step VI: Final Placement

After a candidate has clear all the hurdles in the selection process, he is formally appointed

by issuing him an appointment letter or by concluding with him a service agreement. A

service form is made as follows:

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SERVICE FORM

Name in full (Block letters)

Fathers name

Husbands name

Nationality

Whether a member of schedule caste

Date of birth

Educational qualifications

Professional & Technical Qualification

Height

Personal mark of identification

Permanent home address

Signature

Signature & designation of Attesting Officer

(With date)

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Paste your

Pass port size

photograph here


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Different Facilities available to employees

-Medical facility: This is one of the facility given to employees. Various doctors are

referred by the BSNL office for the treatment of their employees. Medical bills are also

reimbursed by the office.

-Leave Travel Concession: This facility is given to employees one time in four years. Under

this facility four groups are made according to ranks of the employees.

-Tuition Fees: A Tuition fee is given to employees for their children. It is given for

maximum two children at Rs. 60 per month.

-Maternity Leave: Maternity leave is given to female employees for four and a half month

for a maximum of two times in the whole employment period. This is a great facility

provided to female employees.

-Paternity Leave: Paternity leave is given to male employees. It is given for a period of 15

days for a maximum of two times in the whole employment life.

-Quarters Facility: Quarters facility is given to employees according to their ranks in the

concern. There are different quarters for different ranks. For technician class two room sets

are there and for officers rank three room quarters are provided.

- Conveyance Allowance: Conveyance allowance is given to those employees whose

residency is at least 1km. far from the office. It is given at the rate of Rs. 200 per month.

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-Tiffin Allowance: Tiffin allowance is given to all the employees irrelevant of their ranks

in the office. It is given at the rate of Rs, 225 per month.

-House Rent Advance: HRA is given on the basic pay of the employees. It is added in the

salary every month of each employee. It is given at the rate of 10% on basic pay.

-House Building Advance: It is given only once in the life time of he service. One basic pay

is given as advance. It can be taken only one time by the employee.

Transfers in BSNL

Transfers are in general necessitated due to requirements of filling up of posts, meeting of

the staff requirements of hard/soft tenure/unpopular/difficult stations, matching employees

qualification / experience with job requirement, gainful deployment of surplus staff within or

outside the recruiting zone, sharing of shortages, even distribution of staff over recruiting

zones, movement of staff from sensitive posts or other administrative requirements, meeting

of requests either personal or tenure related etc.

There are different types of transfers:

-Tenure Transfer: This transfer is mandatory after every three years. This transfer may be

from one branch to another or from one division to another or may be from one section to

another.

-Para 38 Transfer: This transfer is given to employees after five years of service. This

transfer is done from one division to another.

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-In the interest of service: This transfer is given only on the option of General Manager. The

GM can transfer the employee any time at any place.

-Mutual Transfer: As the name suggests, this transfer is done on mutual basis. This can be

done mutually between employees. For instance, if an employee in Amabala-cantt wish to

take transfer in Chandigarh and the employee in Chandigarh wish to join ambala, then hey

can take mutual transfer.

Objectives of transfer policy:

In the changing business environment, the role/profile of employees to be augmented

continuously. Functional managers need to be given on the job training and exposure in

different types of work situations to develop them to be Business Managers. Similarly

non-executive employees need to be retrained and redeployed in new jobs/locations to meet

the technology/market related changes in business of the company.

Transfers/job rotation is required to achieve following objectives:

a. To achieve BSNLs corporate goals through well developed personnel

with an all around personality.

b. To have a mix of personnel positioned at different locations/jobs who

have gained varied experience systematically.

c. To maintain/upkeep the ongoing functional activities/tasks such as

telephone exchanges, customer service centers etc at all times.

d. To distribute the available manpower evenly in the SSA/Circle/service

area of Company as per workload.

e. To provide opportunities to work in different disciplines.

f. To enhance productivity and obviate monotony.

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Managements Right:

The management has the right to move or not to move employee(s) from one post/job to

another, to different locations, to different shifts, temporarily or permanently, as per business

requirements changed or special needs arrived.

Need of transfer:

Transfer can be affected due to anyone of the following criterion.

a) To provide replacement for a specific post/cadre with a specialized or

desired qualification and/or suitable experience, as per company need.

b) To meet the business requirement of BSNL.

c) To bridge manpower deficit or to provide reinforcement in view of business

requirement.

d) Placement under compassionate ground

e) To adhere to government regulation/ ruling/guidelines as applicable (as

amended from time to time).

Social Commitment

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BSNL is committed to provide quality Telecom Services at affordable price to the citizens of

the remotest part of the Country. BSNL is making all effort to ensure that the main

objectives of the new Telecom Policy 1999 (salient points indicated below) are achieved:

Access to telecommunications is of utmost importance for achievement of the country's

social and economic goals.

Strive to provide a balance between the provision of universal service to all uncovered areas,

including the rural areas, and the provision of high-level services capable of meeting the

needs of the country's economy;

Encourage development of telecommunication facilities in remote, hilly and tribal areas of

the country; Transform in a time bound manner, the telecommunications sector to a greater

competitive environment in both urban and rural areas providing equal opportunities and

level playing field for all players;

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CHAPTER 2 SPECIFIC OBJECTIVE

CONCEPT OF TRAINING

CONCEPT OF EXECUTIVE DEVELOPEMENT


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SPECIFIC OBJECTIVE

Once the training needs are identified, the next step is to set training objectives in

concrete terms and to decide the strategies to be adopted to achieve these objectives. Specific

objective include the methods needed to achieve the main objective. In order to fulfill the

requirement of the main objective, I have utilized the method of ROI (Return on

investment). ROI has been calculated on various training modules which have been

generated from different departmental needs.

What is ROI? ROI here refers to return expected by the organization on

investment in training given to the employees. Under this method various departments

numerically calculate the performance of the employees before and after imparting the

training session. This enables them to evaluate whether the training has been effective or

beneficial to the employees or not.

This is a method adopted by many reputed companys. BEL is the recent one in

the list. Before this method was adopted training was given to employees and there was no

noticeable change in performance. This was a total waste of time, money and other

resources. Therefore to begin with the departments were asked to fill the method of

evaluation of training in the need analysis form, so that the after effects of training such as

whether the first time pass in assembly / fabrication has gone up or not. If yes, how much

rework reduced or how many hours saved or reduction in cost and similar any other

measurable parameter. So the training identified is now assessed with quantifiable,

measurable and auditable records.

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Following are the training modules emphasized in BEL :

i) Higher Productivity

ii) Art of Negotiation

iii) Energy Conservation

iv) Six Sigma

v) Inventory Control

vi) Stress Management

vii) Industrial Engineering Training

viii) Work Study and Time Study

CONCEPT OF TRAINING

Training is an organised activity for increasing the knowledge and skills of people for a

definite purpose. It involves systematic procedures for transferring technical know-how to

the employees so as to increase their knowledge and skills for doing specific jobs with

proficiency.

Training is the act of increasing the knowledge and skills of an employee for doing a

particular job. Its purpose is to achieve a change in the behaviour of those trained and to

enable them to do their jobs better. It makes newly appointed workers fully productive in the

minimum of time. The purpose of training is to bring about improvement in the performance

of work.

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OBJECTIVES OF TRAINING

The objectives of training are as follows :

i) To increase the knowledge of workers in doing specific jobs.

ii) To impart new skills among the workers systematically so that they learn

quickly.

iii) To bring about change in the attitudes of the workers towards fellow

workers, supervisor and the organization.

iv) To improve the overall performance of the organisation.

v) To make the workers handle materials, machines and equipment

efficiently and thus check wastage of time and resources.

vi) To reduce the number of accidents by providing safety training to

workers.

vii) To prepare workers for higher jobs by developing advanced skills in

them.

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NEED OF TRAINING

Training is important not only from the point of view of the organization, but also for

the employees. Thus, the need of training arises because of the following reasons :

1. CHANGING TECHNOLOGY: Technology is changing at a fast pace. The

workers must learn new techniques to make use of advanced technology. Thus,

training should be treated as a continuous process to update the employees in newmethods and procedures.

2. GREATER PRODUCTIVITY: It is essential to increase productivity and

reduce cost of production for meeting competition in the market. Effective training

can help increase productivity of the workers.

3. STABLE WORKFORCE: Training creates a feeling of confidence in the

minds of the workers. It gives them a security at the work place. As a result, labour

turnover and absenteeism rates are reduced.

4. QUALITY CONSCIOUS CUSTOMERS: The customers have become

quality conscious and their requirements keep on changing. To satisfy the

customers, quality of products must be continuously improved through training of

workers.

5. BETTER MANAGEMENT: Training can be used as an effective tool of

planning and control. It develops skills among workers for the future and also

prepares them for promotion. It helps in reducing the costs of supervision, wastages

and industrial accidents.

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IMPORTANCE OF TRAINING

A well planned and well executed training programme can provide the following

advantages :

1. HIGHER PRODUCTIVITY :

Training helps to improve the level of performance. Trained employees perform

better by using better method of work. Improvements in manpower productivity in

developed nations can be attributed in no small measure to their educational and

industrial training programmes.

2. BETTER QUALITY OF WORK :

In formal training, the best methods are standardized and taught to employees.

Uniformity of work methods and procedures helps to improve the quality of product

or service. Trained employees are less likely to make operational mistakes.

3. LESS LEARNING PERIOD :

A systematic training programme helps to reduce the time and cost involved in

learning. Employees can more quickly reach the acceptable level of performance.

They need not waste their time and efforts in learning through trial and error.

4. COST REDUCTION :

Training employees make more economical use of materials and machinery.

Reduction in wastage and spoilage together with increase in productivity help to

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minimize cost of operations per unit. Maintenance cost is also reduced due to fewer

machine breakdowns and better handling of equipments. Plant capacity can be put to

the optimum use.

5. REDUCED SUPERVISION :

Well trained employees tend to be self-reliant and motivated. They need less

guidance and control. Therefore, supervisory burden is reduced and the span of

supervision can be enlarged.

6. HIGH MORALE :

Proper training can develop positive attitudes among employees. Job satisfaction and

morale is improved due to a rise in the earnings and job securities of the employees.

7. PERSONAL GROWTH :

Training enlarges the knowledge and skills of the participants. Therefore, well

personnel can grow faster in their career. Training prevents obsolescence. Training

employees are a more valuable asset to any organization.

8. ORGANISATIONAL CLIMATE :

A sound training programme helps to improve the climate of an organization.

Industrial relations and discipline are improved. Resistance to change is reduced.

Organizations having regular training programmes can fulfil their future needs for

personnel from internal sources. Organisational stability is enhanced because training

helps to reduce employee turnover and absenteeism.

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TRAINING PROGRAMME

The training programme is an integral part of human resource management. It consists of the

following inter-related steps which are as follows :

1. Identification of training needs

2. Setting training objectives

3. Organisation of training

4. Evaluation of training results

1. IDENTIFICATION OF TRAINING :

The technological changes taking place is the main cause of identification of training needs

in an organization. Thus it is necessary to identify the training needs because of the

following reasons :

Adoption of new techniques in an organization and introduction of modern working

methods.

Poor performance by the workers as reflected by low output, lack of initiative,

incompetence, bad decisions. This requires systematic training of the work force.

Wide gaps between what workers should be doing and what they are doing.

Analysis of the strengths and weaknesses of an organization may reveal the areas of

weaknesses which need to be handled seriously.

Training needs can be identified through the following types of analysis :

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i) Organisational analysis

ii) Task analysis

iii) Manpower analysis

(i) Organizational analysis : It is a systematic study of the organization in

terms of its objectives, its resources, resource allocation and utilization, growth

potential and its environment. Its purpose is to determine where training

emphasis should be placed in the organization for increasing organisational

effectiveness. Organizational analysis involves the following elements :

(a) Analysis of objectives : The long-term and short-termobjectives and their

relative priorities should be properly analysed. Specific goals for various

departments should be stated which will serve as means for achieving the overall

organizational objectives.

(b) Resource utilization analysis : The allocation of human and physical resources

and their efficient utilization in meeting the operational targets should be analysed.

(c) Climate analysis : Organisational climate reflects the attitudes of organizational

members as regards trust, loyalty, openness, commitment to organizational goals.

Analysis of organizational climate should aim at determining whether the

environment in different departments is conducive to fulfillment of their goals. This

will help in knowing areas where training is needed to improve the climate of the

organization.

(ii) Task analysis : It is a systematic analysis of jobs to identify job contents,

knowledge, skills and aptitudes required to perform the job. Questionnaires,

interviews, personnel records, observation and other methods can be used to

collect information about jobs in the organization. Task analysis requires the

study of various types of skills and training required to perform the job

effectively.

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(iii) Manpower analysis : The quality of manpower required by the organization

has to be carefully analysed. The economic, social, technological and political

environment of the organization should be properly scanned to determine the

quality of human resources desired. To achieve these quality standards, specific

training needs should be determined on the following lines :

Specific areas where individuals need training.

The capability of present workforce to learn new skills and behaviours.

The time frame within which training must be imparted.

Job designing and redesigning, introduction of new work methods and technology.

2. SETTING TRAINING OBJECTIVES :

Once the training needs are identified, the next step is to set training objectives in concrete

terms and to decide the methods to be adopted to achieve these objectives. The overall aim

of any training programme is to increase organizational effectiveness. However , each

training programme must also have specific objectives such as increased productivity,

improved quality, better human resource planning, better health and safety, prevention of

obsolescence and enhanced personal growth.

3. ORGANISATION OF TRAINING PROGRAMME :

Every training programme includes trainees, trainers, a training period and training material.

These constituents of training are as follows :

(i) Selection of the trainees : The proper selection of trainees is of major

importance if permanent & gainful results are to be obtained. A traineeshould be trained for the kind of job he likes & is fitted to pfrform. In this

respect, training is closely related to the selection of personnel. While

giving training to an employee, the first step is to attempt to place him at

ease. The instructor should not forget the newness of the training

programme to the trainee though he has repeated experience of this. In

addition to minimize any possible apprehension, the trainer should

emphasise the importance of job, its relationship to the work-flow & the

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importance of rapid 7 effective learning. Thus, the trainee must be given

the proper background information before he starts learning.

(ii) Preparation of the instructor : The instructor is a key figure in an

effective training programme. Qualified instructor may be obtained from

inside or outside the organigation. The trainer needs professional

expertise in order to fulfill his responsibility. If he is ill-informed about

the training process or if he knows little about possible connection

between training and good management, then he may indeed deserve the

casual treatment that he frequently receives. Therefore, it is desirable that

the trainer must have at least a minimum knowledge about the job for

which he is going to instruct the trainees. The trainer should explain and

demonstrate the operations step by step and should also encourage the

trainees in order to be sure that the trainees understand the job.

(iii) Determination of training period : The length of the training period

depends upon the skill to be acquired, the trainees learning capacity and

the training methodology used. To maintain interest and secure maximum

accomplishment, no single session should last longer than two hours. The

use of effective and visual material usually helps to reduce the training

time.

(iv) Training methods and material : There are several on-the-job and

off-the-job methods of training. The choice of any method would depend

upon the specific objectives of the training programme. To increase the

effectiveness of training, some written material is usually desirable as a

basis for instruction, review and reference. A complete outline of the

whole course should be made. The training material should be distributed

among the trainees well in advance so that they may come prepared in the

lecture class and may be able to understand the subject quickly and may

remove their doubts.

4. EVALUATION OF TRAINING :

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Training is indispensable for both the organization and the individuals working therein. It is

essential to determine its effectiveness in terms of achievement of specific training

objectives. The sooner employees know the results of a quiz or test, the sooner they can

assess their progress. Self-graded tests and programmed learning kits provide the necessary

feedback to a person on his progress on a particular subject.

Evaluation of training would provide useful information about the effectiveness of training

as well as about the design of future training programmes. It will enable an organization to

monitor the training programme and also to modify its future programmes of training. The

evaluation of training also provides useful data on the basis of which relevance of training

and its integration with other functions of human resource management can be examined.

TYPES OF TRAINING

Training is required for several purposes. According training programmes may be of the

following types:

1. ORIENTATION TRAINING :

Induction or orientation training seeks to adjust newly appointed employees to the work

environment. Every new employee needs to be made fully familiar with his job, his

superiors and subordinates and with the rules and regulations of the organization.

Employee orientation or induction training is nothing but introduction of the organization

to the newly employed person. It creates self confidence in the employees. It is brief and

informative.

2. JOB TRAINING :

Job training relates to specific job which the worker has to handle. It gives information

about machines, process of production, instruction to be followed. It develops skills and

confidence among the workers and enables them to perform the job efficiently. Such

training helps to reduce accidents, waste and inefficiency in the performance of the job.

3.APPERENTICESHIP TRAINING :

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This training programme tends more towards education. Under this, both knowledge and

skills in doing a job are involved. The government of various countries have passed laws

which make it obligatory on certain classes of employers to provide apprenticeship training

to the young people. The trainees receive wages while learning and acquire valuable skills

which command a high wage in the market.

4. INTERNSHIP TRAINING :

Under this, the educational or vocational institute enters into arrangement with an industrial

enterprise for providing practical knowledge to its students. It is usually meant for such

vocations where advanced theoretical knowledge is to be backed up by practical experience

on the job.

5. REFRESHER TRAINING :

When existing techniques become obsolete due to the development of better techniques,

employees have to be trained in the use of new methods and techniques. With the passage of

time employees may forget some of the methods of doing work. Refresher training is

designed to revive and refresh the knowledge and to update the skills of the existing

employees.

6. PROMOTIONAL TRAINING :

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

Employees with potential are selected and 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.

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METHODS OF TRAINING

The methods of training may be described as under :

1. ON THE JOB TRAINING :

In this method the training is placed on a regular job and taught skills necessary to

perform it. The trainee learns under the guidance and supervision of the superior or

an instructor. The trainee learns by observing and handling the job. Therefore, it is

called learning by doing.

A) MERITS :

i) He gets a feel of the actual job. Therefore, he is better motivated to learn

and there is no problem of transfer of training skills to the job.

ii) Secondly, this method is very economical because no additional space,

equipment, personnel or other facilities are required.

iii) Thirdly, the trainee learns the rules, regulations and procedures by

observing their day to day applications.

iv) Fourthly, this is the most suitable method for teaching knowledge and

skills which can be acquired through personal observation in short time

period.

v) Fifthly, line supervisors take an active part in training their subordinates.

B) DEMERITS :

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i) In on the job training, the learner finds it difficult to concentrate due to

noise of the actual work place.

ii) Secondly, this method is often haphazard and unorganized.

iii) Thirdly, in this method the trainee may cause damage to costly

equipment and materials.

iv) Fourthly, the superior or experienced employee may not be a good

trainer.

2. VESTIBULE TRAINING :

In this method a training center called vestibule is set up and actual job conditions

are duplicated or simulated in it. Expert trainers are employed to provide training with the

help of equipment and machines which are identical with those in used at the work place.

A) MERITS :

i) Trainee can concentrate on learning without disturbance of the work

place noise.

ii) Secondly, the interest and motivation of the trainee are high as the

real job conditions are duplicated.

iii) Thirdly, correct method can be taught effectively by the trained

instructor who knows how to teach.

iv) Fourthly, it permits the trainee to practice without the fear of being

observed by the superior.

v) Lastly, it is a very efficient method of training a large number of

employees of the same kind of work at the same kind.

B) DEMERITS :

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i) Expensive method because of additional investment in classroom,

equipment and expert trainers.

ii) Secondly, the training situations is somewhat artificial and the

trainee does not get a feel of the real job.

iii) Thirdly, separation of training from the supervisory responsibilities

may lead to problems in the organization.

2) OFF THE JOB TRAINING:

In off the job method, training is not the part of everyday job activity. A trainee has

to leave his place of work and devote his entire time for training purposes. He does not

contribute anything for the organization during training. This type of training may be

arranged in the organization or may be acquired from specialized institutes giving such

training.

A) MERITS:

i. Simple and efficient method.

ii. Suitable for analyzing problems and issues and examining them.

iii. Promotes analytical thinking.

iv. Encourages open mindedness

B) DEMERITS:

i. Limited to small group of people.

ii. All the trainees may not have same analytical thinking and knowledge.

iii. Involves time and money.

iv. It calls for special speaking skills for providing them lectures.

v. Loaded with facts and figures.

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CONCEPT OF EXECUTIVE DEVELOPMENT

Executive development consists of all activities by which executives learn to improve

their behaviour and performance. It is designed to improve the effectiveness of managers in

their present jobs and to prepare them for higher jobs in future.

Executive or Management development is the process by which managers acquire not

only skills and competencies in their present jobs but also capabilities for future managerial

tasks of increasing difficulty and scope. It is planned, systematic and continuous process of

learning and growth designed to induce behavioural change in individuals by cultivating

their mental abilities and inherent qualities through the acquisition, understanding and use of

new knowledge, insights and skills as they are needed for effective managing.

OBJECTIVES OF EXECUTIVE DEVELOPMENT

The objectives of executive development are as follows :

To increase the overall knowledge and conceptual and decision making skills

of executives.

To improve the performance of managers in their present positions.

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To ensure an adequate reserve of capable well trained managers for future

needs.

To influence the behaviour of workers through the executives.

To introduce change in the organisation by developing executives into

change agents or facilitators.

To provide opportunities to the managers for their career advancement.

To prevent obsolescence of executives by providing them opportunities for

updating their knowledge and skills.

IMPORTANCE OF EXECUTIVE DEVELOPMENT

Executive development is necessary for the following reasons :

i) The size and complexity of organizations, both business and non-business are

increasing. Managers need to be developed to handle the problem of gaint and

complex organizations in the face of increasing competition.

ii) Business and industrial leaders are increasingly recognizing their social and

public responsibilities. They require a much broader outlook to discharge these

new responsibilities. Executive development is required to broader the outlook

of managers.

iii) The rapid rate of technological & social change in society required training of

managers so that they are able to cope with the changes.

iv) Labour management relations are becoming increasingly complex. Executives

require new and better skills in union negotiations, collective bargaining,

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grievance redressal etc. More competent managers are needed to manage the

modern workforce.

v) There is a noticeable shift from owner managed to professionally managed

enterprises, even in family business houses. Executive development

programmes are required to train and develop professional managers.

vi) Management of public utilities, state enterprises and civic bodies is being

professionalized in order to improve operational efficiency. Similarly,

agriculture-rural development and public administration require professional

executives.

EXECUTIVE DEVELOPMENT OBJECTIVES AT THREE LEVELS

OF AUTHORITY

A. TOP MANAGEMENT :

ii) To improve thought processes and analytical ability in order to

uncover and examine problems and take decisions in the best

interests of the country and organization.

iii) To broaden the outlook of the executive in regard to his role,

position and responsibilities in the organization and outside.

iv) To think through problems which may confront the organization

now or in the future.

v) To understand economic, technical and institutional forces in

order to solve business problems.

vi) To acquire knowledge about the problems of human relations.

B. MIDDLE LINE MANAGEMENT :

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vii) To establish a clear picture of executive functions and

responsibilities.

viii) To develop the ability to analyse problems and to take appropriate

action.

ix) To develop familiarity with the managerial uses of financial

accounting, psychology, business law and statistics.

x) To inculcate knowledge of human motivation and relationships.

xi) To develop responsible leadership.

C. MIDDLE FUNCTIONAL EXECUTIVES AND SPECIALISTS

xii) To increase knowledge of business functions and operations in

specific fields in marketing production, finance, personnel.

xiii) To stimulate creative thinking to improve methods and

procedures.

xiv) To understand the functions performed in a company.

xv) To understand industrial relations problems.

xvi) To develop the ability to analyse problems in ones area or

functions.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

TRAINING DEVELOPMENT

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1. Training means learning skillsand knowledge for doing a

particular job. It increases jobskills.2. The term training is generallyused to denote imparting specific

skills among operative workersand employees.3. Training is concerned withmaintaining and improvingcurrent job performance. Thus, ithas a short-term perspective.4. Training is job-centered innature.5. The role of trainer or

supervisor is very important intraining.

1. Development means the growth ofan employee in all respects. It shapesattitudes.

2. The term development is associatedwith the overall growth of the

executives.

3. Executive development seeks todevelop competence and skills forfuture performance. Thus, it has along-term perspective.4. Development is career-centered innature.

5. All development is self-development. The executive has to beinternally motivated for selfdevelopment.

TRAINING AND DEVELOPMENT


Training and Development procedure in BEL includes the following steps :

1. Need Identification :

a. The training and development needs will be identified based on the

information provided by the employees themselves and / or the supervisory /

reviewing officers in the performance appraisal form. They can also be

identified by the departmental loads on an annual basis based on their day to

day experience. These will be communicated to the head of HRD of the unit.

For this purpose the HRD department will circulate the training need analysis

proforma to all departmental heads to obtain the above information every year

in the month of January.

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Training Calendar :

The HRD department shall establish training schedules on a quarterly basis based on

the above information.

1. Organising and Evaluating Training Programme :

The HRD department will organize the scheduled programmes and evaluate them

based on the feedback obtained from the participants through the prescribed format. The

effectiveness of the training programme will be assessed by the department lead during 3

month of the conduct of the programme and information in this regard will be sent to head

of HRD immediately.

2. Maintenance of Training Records :

The HRD department in conjuction with departmental heads shall validate the

training programmes. These training records will be consolidated and made available to

each individual by HRD department. However the departmental heads are responsible for

maintenance and availability of records of various training given to their personnel in their

respective departments.

RESPONSIBILITY AND AUTHORITY

i) Departmental heads / product groups are responsible for the training and

development of personnel within their own departments and identifying the

training needs in consultation with head of quality management.

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ii) The head of HRD in co-operation with the various departmental heads on in

consultation will head of quality management is responsible for designing and

development of training programme and also for the provision of the training

budget and delivery of training to meet identified needs.

iii) Departmental heads are responsible for arranging and executing on the job

training to the personnel in their own groups.

iv) The departmental heads are responsible for maintenance and availability records

in respect of the above personnel.

Under mentioned formats are used for obtaining the following information from the

Division / Departmental heads for participants.

Format Information

Feed back format /appraisal

For getting feed back participants for the training programmesconducted.

Evaluation For obtaining effectiveness of training given to the participantsto be obtained from Division / Departmental heads of thoseparticipants.

Training need analysisformat

For obtaining the training needs of the employees and executivethrough their Division / Departmental heads.

LIST OF TRAINING FIELDS

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BEHAVIORAL PROGRAMMES :

Motivation

Human Resource Management

Co-ordial Industrial Relations

Supervisory Development

Team Building Suggestion Scheme

Positive Attitude

Negotiation Skills

Inter-personal Communication Skills

Personality Development A/C Maintenance

TECHNICAL/SAFETY/QUALITY/PRODUCTIVITY PROGRAMMES:

Quality Tools / Techniques

Finance For Non Finance Personnel

Effective Inventory Control

Industrial Safety

SMD Machines & Operation

Energy Conservation

Supply Chain Management

SMD Devices & Handling

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ESD Devices & Handling

Productivity Improvement Techniques

Contractual Obligations

ISO 140001

5S (House Keeping)

ISO 9001-2000

Self Inspection

LT/HT Panels & Maintenance

CNC Operation & Programming

Tool Grinding

Inspection Techniques

Computers Education

Microprocessors & Applications

CNC Maintenance

SQC Techniques

Material Handling

Latest Soldering & Wave Soldering Techniques

CHAPTER 3 REVIEW OF LITERATURE

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REVIEW OF LITERATURE

Relevant literatures pertaining to the present study on training and development are included

in this chapter. The literatures in this chapter help either to solve the problem or identify

similar problem and how the problem was solved by the other companies.

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Empowering Your Library: Training and Professional Development, A Library

Imperative!

This paper explores the purpose and the need for professional development staff training and

job-related training for academic libraries, and librarians, investigating the following:

(a) What are the purposes and the needs for staff training and development for academic

librarians?

(b) What are the differences between staff development and training?

(c)What other benefits does training bring to the overall healthy and growth of an

organization?

(d) How should academic libraries identify and access training and development needs?

This paper also documents a successful example of a very successful cooperative

cataloguing training programme, launched recently by an academic library com

Training and Development, and Business Growth: A Study of Australian

Manufacturing SmallMedium Sized Enterprises

The principal objectives in this paper are to compare and contrast training and

development initiatives for a longitudinal sample of 871 small and medium-sized

enterprises in the Australian manufacturingsector that have embarked upon different

growth development pathways; and to examine possible connections between small

and medium-sized enterprise growth, and training and development. Statistical

analysis reveals highly significant differences in management training and

qualifications, training changes, as well as training methods, providers and fields,

across the low-, moderate and high-growth small and medium-sized enterprise

development pathways. Furthermore, training is a relatively consistent concomitant

with small and medium-sized enterprise growth.

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International Journal of Training and Development

The effective use of human resources is seen as a prerequisite for improving national and

corporate economic performance. This has led to training and development increasing its

importance as an academic subject. International Journal of Training and Developmentis

an international forum for the reporting of high-quality research, analysis and debate for the

benefit of the academic and corporate communities, as well as those engaged in public

policy formulation and implementation.

RESEARCH METHODOLOGY

The quality and reliability of research study is dependent on the information collected in a

scientific & methodological manner. Scientific planning r designing of research method is a

blue print for any research study, therefore proper time and attention should be given in

designing the plan of research. While proper definition of problem tells the researcher where

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he has o go proper design tells him how he should go. Selection of methodology for a

particular project is made easy for sorting out a number of alternatives approaches, each of

them having its own advantages or disadvantages.

Efficient design is that which ensure that the relevant data is collected accurately. The

researcher has to think about what procedure and techniques should be adopted in the study.

He/she should arrive at the final choice by seeing that the methodology chosen for project is

indeed the best one when compared with others.

The studies are widely conducted for knowing the vital issues like

How employees get training?

What are the strategies used by BSNL?

Research methodology here includes:

Main objective of study.

Type of research.

Research problem. Research design.

Sources of data.

Methods of data collection.

Analysis of data.

Limitations.

RESEARCH DESIGN

Research design is the first and foremost step in methodology adopted and

undertaking research studies. It is overall plan for the collection and analysis of data in the

research project .Thus it is organized, systematic approach to the formulation,

implementation and control of research project.

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It can be:

1. Exploratory

2. Descriptive3. Casual or Experimental

Exploratory: - Exploratory research attempts to bring out new relationships .The general

objectives in exploratory research is to gain insights and ideas and helpful in vague

problems. It is used for formulating a problem for more precise investigation or for

developing a hypothesis.

a) Establishing priorities for further research

b) Gathering information for research

c) Clarifying the concepts

Descriptive:-

Research study is concern with determining the frequency with which

something occurs or how the variables vary. It also helps in making specific predictions,

estimating

the proportion of people in a certain way and in certain way.

Casual:-

Research design is concerned with determining cause and effect relationship and

helps in calculating the total effect of some variables on others.

SAMPLE DESIGN

The universe of study being large, researcher has to resort to sampling method of data

collection. On the basis of section of the universe selected in a prescribed manner one is able

to deduce for the universe. For the sample results to be applicable on the universe, sample

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should be accurately chosen so as to make it representative and reliable. Sample design thus

attempts to answer the question regarding

Size of the sample

Sampling Techniques

Size of the sample

It is depends on the degree of accuracy to be reached and the nature of universe. To ensure

greater accuracy, greater size will be needed, keeping in view that above factors the sample

size was fixed at 50 respondents.

Sampling Techniques

Sampling techniques concerned with probability and non-probability techniques adopted

while selecting a sample.

Main objective of study

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The main objective of study is the ANALYSIS OF FEEDBACK OF THE IN-

COMPANY DEVELOPMENT PROGRAMME so that corrective steps can be taken

based on this analysis.

Sources of data:

The data collection begins after a research problem has been defined and research design has

been checked out while deciding about the sources of data collection to be used for the

study, the research problem defines the nature of data.

Basically, there are two types of data:

Primary data: Primary data are those which are collected afresh and for the first

time. It may be described as those data which have been observed and recorded by

the researchers for the first time.

Secondary data: Secondary data are those which have been collected by someone

else and which have already been gone through the statistical process; E.g. literature,

periodicals etc.

I have used primary and secondary data in my study.

Methods of data collection:

There are two methods:

Primary source: observation method, interviews, questionnaires through scheduleetc.

Secondary source: annual reports of an organization newspaper published, records,

magazines, annual reports

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CHAPTER-FOUR

ANALYSIS AND INTERPRETATION

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ANALYSIS AND INTERPRETATION OF DATA

GENERAL AREA:

The question which was used in the questionnaire for collecting the data in this context was:

Q) What is your general impression about the programme as a whole?

Excellent V.Good Good Fair Poor

Excellent

15%

V.Good

23%Good

62%

Fair

0%

Poor

0%

Analysis:From the above we can conclude that the overall impression about the programme was good.

62% persons feel that it was good, 23% rated it very good and remaining 15% excellent.

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RESPONSE OF PERSONS REGARDING THE PRESENTATION OF

TOPICS COVERED:


Q) What is your view requiring the presentation of topics covered in the course?Excellent V.Good Good Fair Poor

Excellent

15%

Very good

23%Good

62%

Fair

0%

Poor

0%

Analysis:From the above we can conclude that the overall impression about the presentation of topics

covered was good. 62% persons feel that it was good, 23% rated it very good and remaining

15% excellent.

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RESPONSE REGARDING THE METHOD OF PRESENTATION:


Q) What is your impression regarding the method of presentation of the programme?

Excellent V.Good Good Fair Poor

Excellent

16%

Very good

15%

Good

69%

Fair

0%

Poor

0%

Analysis:

Overall impression on trainee persons was good. 69% of persons feel that the method of

presentation used was good. 15% feels that the method was very good and 16% rates it

excellent.

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RESPONSE REGARDING THE COURSE MATERIAL PROVIDED:


Q)Do you think that course material distributed was?

ADEQUATE INADEQUATE

Adequate

84%

Inadequate

16%

Analysis:

This question was asked from the persons to know about the feedback regarding the course

material distributed to them during the period for the purpose of study. 84% persons feels

that the course material provided was good and sufficient for the purpose and they are

benefitted from that. But 16% feels that the material provided was not enough. Morematerial should have to be provided.

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RESPONSE REGARDING THE COVERAGE OF TOPICS:


Q) Do you think that topics covered in the course were?

ADEQUATE INADEQUATE

Adequate

93%

Inadequate

7%

Analysis:

This question was asked to see whether the persons are satisfied from the topics covered

under the course or not. 93% feels that the topics covered and content provided during the

course was adequate and they are benefitted from that. But 7% feels that the topics covered

in the course were not adequate and more topics should needs to be covered under the

course.

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RESPONSE REGARDING THE EFFECTIVENESS OF PROGRAMME:


Q) Do you think that the programme would be of use in discharging your duties more

effectively?

YES TO SOME EXTENT NO COMMENTS

Yes

54%

To some Extent

46%

No comments

0%

Analysis:

This question was asked from persons to know that whether the programme is helpful to

them in discharging their duties more effectively or not. 54% persons feel that the

programme is useful to them in discharging their duties more effectively. But, 46% feels that

the programme is of no use to them in discharging their duties.

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CONCLUSIONS

After the proper collection, analysis and tabulation of data from the concerned persons, the

following conclusions can be made:

Overall, the programme conducted was good but, emphasis should be made to

overcome the problems faced by the company in this programme to make it more

effective.

Way of presentation needs to be improved by making the use of Audio-video

content.

The time of the programme need to be more so that the candidates learn more from

the programme.

More topics should be needs to be included in the programme according to the need

of the candidates and before finalizing the topics for the programme, they should be

discussed with them.

Practical examples should also be given along with the theoretical knowledge.

Programme should be designed keeping in mind the duties of the persons

participating in the programme so that it can benefit the concerned in discharging

their duties more effectively.

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training report in HRM

Documents

Transcript of training report in HRM