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: Mr.Sanjeev Mehant (H.O.D)

SUBMITTED BY:
Ramandeep kaur Rajni Hardeep kaur

DECLARATION
I hereby declare that the research project titled ANALYSIS OF FEEDBACK OF THE INCOMPANY 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 kaur Rajni Hardeep kaur

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.

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 CHAPTER 4

REVIEW OF LITERATURE RESEACH METHODLOGY OBJECTIVES OF STUDY LIMITATIONS

CHAPTER 5

ANALYSIS AND INTERPRETATION

CHAPTER-ONE INTRODUCTION COMPANY PROFILE

INTRODUCTION

Human Resource Development has in recent years become the focus of attention of planners, 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.

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.

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

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. ii. iii. iv. v. vi. vii. viii.

BSNL LANDLINE BSNL MOBILE BSNL WLL (WIRELESS IN LOCAL LOOP) BSNL INTERNET BSNL BROADBAND VIDEO CONFERENCING WEB CONFERENCING BSNL 3G SEVICES

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 the vast 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

10

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 one call 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 mobile handset.

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) 11

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 volumebased 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 webcam. 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,

12

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

13

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.

14

Particulars Cost of SIM (Inclusive of Service Tax) in Rs. Talk Value in Rs. Initial Validity in days Migration from 2-G to 3-G Migration from 2-G to 3-G (Postpaid) Migration from 2-G to 3-G (Prepaid) Migration from 3-G to 2-G Applicable to

Amount 300* NIL 7 Migration from 2G to 3G is allowed subject to technical feasibility Rs110.(Excluding Service tax) Free Free Voice & Data plan

Recruitment procedure in BSNL

15

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:

16

o o

To provide information about the organization. To build up confidence in the employee. To create a sense of security. To promote the feeling of belongingness. 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:

17

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 Paste your Pass port size photograph here

Signature

Signature & designation of Attesting Officer (With date)

18

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.

19

-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.

20

-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. f. To provide opportunities to work in different disciplines. To enhance productivity and obviate monotony. 21

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
22

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;

23

CHAPTER 2

SPECIFIC OBJECTIVE CONCEPT OF TRAINING CONCEPT OF EXECUTIVE DEVELOPEMENT PROCEDURE ADOPTED BY BEL

24

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.

25

Following are the training modules emphasized in BEL :

i) ii) iii) iv) v) vi) vii) viii)

Higher Productivity Art of Negotiation Energy Conservation Six Sigma Inventory Control Stress Management Industrial Engineering Training 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.

26

OBJECTIVES OF TRAINING
The objectives of training are as follows : i) ii) To increase the knowledge of workers in doing specific jobs. 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) v) To improve the overall performance of the organisation. 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.

27

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 new methods 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.

28

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 29

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.

30

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 :

31

i) ii) iii)

Organisational analysis Task analysis 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-term objectives 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.

32

(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 trainee should 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

33

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 :

34

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 :

35

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.

36

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) ii) iii) iv) 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. Secondly, this method is very economical because no additional space, equipment, personnel or other facilities are required. Thirdly, the trainee learns the rules, regulations and procedures by observing their day to day applications. 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 :
37

i) ii) iii) iv)

In on the job training, the learner finds it difficult to concentrate due to noise of the actual work place. Secondly, this method is often haphazard and unorganized. Thirdly, in this method the trainee may cause damage to costly equipment and materials. 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) ii) iii) iv) v) Trainee can concentrate on learning without disturbance of the work place noise. Secondly, the interest and motivation of the trainee are high as the real job conditions are duplicated. Thirdly, correct method can be taught effectively by the trained instructor who knows how to teach. Fourthly, it permits the trainee to practice without the fear of being observed by the superior. 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 :

38

i) ii) iii)

Expensive method because of additional investment in classroom, equipment and expert trainers. Secondly, the training situations is somewhat artificial and the trainee does not get a feel of the real job. 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)
i. ii. iii. iv.

MERITS:
Simple and efficient method. Suitable for analyzing problems and issues and examining them. Promotes analytical thinking. Encourages open mindedness

B)
i. ii. iii. iv. v.

DEMERITS:
Limited to small group of people. All the trainees may not have same analytical thinking and knowledge. Involves time and money. It calls for special speaking skills for providing them lectures. Loaded with facts and figures.

39

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.

40

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,

41

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 OF AUTHORITY

AT THREE LEVELS

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) iv) v) vi) To broaden the outlook of the executive in regard to his role, position and responsibilities in the organization and outside. To think through problems which may confront the organization now or in the future. To understand economic, technical and institutional forces in order to solve business problems. To acquire knowledge about the problems of human relations.

B. MIDDLE LINE MANAGEMENT :

42

vii) viii) ix) x) xi)

To establish a clear picture of executive functions and responsibilities. To develop the ability to analyse problems and to take appropriate action. To develop familiarity with the managerial uses of financial accounting, psychology, business law and statistics. To inculcate knowledge of human motivation and relationships. 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) xv) xvi) To understand the functions performed in a company. To understand industrial relations problems. To develop the ability to analyse problems in ones area or functions.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

TRAINING

DEVELOPMENT

43

1. Training means learning skills and knowledge for doing a particular job. It increases job skills. 2. The term training is generally used to denote imparting specific skills among operative workers and employees. 3. Training is concerned with maintaining and improving current job performance. Thus, it has a short-term perspective. 4. Training is job-centered in nature. 5. The role of trainer or supervisor is very important in training.

1. Development means the growth of an employee in all respects. It shapes attitudes. 2. The term development is associated with the overall growth of the executives. 3. Executive development seeks to develop competence and skills for future performance. Thus, it has a long-term perspective. 4. Development is career-centered in nature. 5. All development is selfdevelopment. The executive has to be internally motivated for self development.

TRAINING AND DEVELOPMENT PROCEDURE ADOPTED BY BEL

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.

44

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.

45

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
Feed back format / appraisal Evaluation Training need analysis format

Information
For getting feed back participants for the training programmes conducted. For obtaining effectiveness of training given to the participants to be obtained from Division / Departmental heads of those participants. For obtaining the training needs of the employees and executive through their Division / Departmental heads.

LIST OF TRAINING FIELDS

46

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 47

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

48

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.

49

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 manufacturing sector 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.

50

 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 Development is 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

51

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.

52

It can be: 1. Exploratory 2. Descriptive 3. 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

53

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

54

The main objective of study is the ANALYSIS OF FEEDBACK OF THE INCOMPANY 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 schedule etc. Secondary source: annual reports of an organization newspaper published, records, magazines, annual reports

55

CHAPTER-FOUR ANALYSIS AND INTERPRETATION

56

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

Poor Fair 0%

Excellent 15%

V.Good 23% Good 62%

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.

57

RESPONSE OF PERSONS REGARDING THE PRESENTATION OF TOPICS COVERED:

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

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

Poor Fair 0%

Excellent 15%

Good 62%

Very good 23%

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.

58

RESPONSE REGARDING THE METHOD OF PRESENTATION:

The question which was used in the questionnaire for collecting the data in this context was: Q) What is your impression regarding the method of presentation of the programme? Excellent V.Good Good Fair Poor

Poor Fair 0%

Excellent 16%

Very good 15%

Good 69%

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.

59

RESPONSE REGARDING THE COURSE MATERIAL PROVIDED:

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

Q) Do you think that course material distributed was?

ADEQUATE INADEQUATE

Inadequate 16%

Adequate 84%

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. More material should have to be provided.

60

RESPONSE REGARDING THE COVERAGE OF TOPICS:

The question which was used in the questionnaire for collecting the data in this context was: Q) Do you think that topics covered in the course were? ADEQUATE INADEQUATE

Inadequate 7%

Adequate 93%

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.

61

RESPONSE REGARDING THE EFFECTIVENESS OF PROGRAMME:

The question which was used in the questionnaire for collecting the data in this context was: Q) Do you think that the programme would be of use in discharging your duties more effectively? YES TO SOME EXTENT NO COMMENTS

No comments 0%

To some Extent 46%

Yes 54%

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.

62

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.

63

64