PROJECT REPORT

ON
EFFECTIVENESS OF TRAINING AND
DEVELOPMENT IN THE ORGANIZATION.
By:
ADNAN ANSARI
Roll no:
1304670002

COMPANY PROFILE

ZTE Corporation is a globally-leading provider of

telecommunications equipment and network solutions. With
operations in 160 countries, the company is a leader in
technology innovation, delivering superior products and
business solutions to clients all over the world. Founded in
1985, ZTE is listed on both the Hong Kong and Shenzhen
Stock Exchanges and is Chinas largest listed telecoms
equipment company.

PRESENCE OF ZTE ARROUND

WORLD

PRESENCE OF ZTE IN INDIA.

PRODUCTS AND SOLUTIONS BY ZTE.

Wireless
Fixed Access
VAS
Core Network
Bearer
Energy & Infrastructure

HUMAN RESOURCE
MANAGMENT
&
IMPORTANCE OF TRAINING
AND DEVELOPMENT.

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people

who staff and manage organization. It comprises of the
functions and principles that are applied to retaining,
training, developing, and compensating the employees
in organization. It is also applicable to non-business
organizations, such as education, healthcare etc.

IMPORTANCE OF TRAINING AND

DEVELOPMENT
Optimum Utilization of Human Resources
Development of Human Resources
Development of skills of employees
Productivity
Team spirit
Organization Culture
Organization Climate
Quality
Healthy work
Health and Safety
Morale
Image
Profitability

IMPORTANCE OF TRAINING AT TELECOM

SECTOR.

Telecom is one of the fastest-growing industries in India. Today India

stands as the second-largest telecommunications market in the world.
The mobile phone industry in India would contribute US$ 400 billion in
terms of gross domestic product (GDP) of the country in 2014. This
sector which is growing exponentially is expected to generate about 4.1
million additional jobs by 2020, as per Groupe Speciale Mobile
Association (GSMA).
In the period April 2000 to January 2014, the telecom industry has got
in foreign direct investments (FDI) of about US$ 59,796 million, which is
an increase of 6 per cent to the total FDI inflows in terms of US$, as per
report published by Department of Industrial Policy and Promotion
(DIPP).

TRAINING AND DEVELOPMENT

AT ZTE.

TRAINING METHODS AT ZTE TELECOM INDIA.

Seminars & Workshops

Induction Training

Inservice Training

Field Training Programmes

TRAINING PLANNING

The training opportunities outlined here allow you and your subordinates to develop
knowledge and skills which are consistent with departmental goals and career plans.
As individual training needs are identified, the subordinate should be an integral part
of the planning process.
As a preliminary step in planning a complete training program, you should seek
answers to the following questions.
What
What

are the job requirements ?

past training, job experience and/or education contributes to job

performance ?
What

performance deficiencies or problems could be attributed to a lack of

knowledge and / or skills ?

What

related job functions would be useful to know ?

Answers to these questions should provide you with sufficient

information to identify training requirements. As part of the
planning process, you should perform the following activities.

Step 1 : Identify the areas in which training is needed.

Step 2 : Determine which courses address those needs.

Step 3 : Determine pre-requisites and ensure that they

are met.

Step 4 : Map out the appropriate sequence of courses to

be taken.

Step 5 : Document training planned and scheduled.

Step 6 : Schedule of training.

THE PROCESS OF TRAINING

AND DEVELOPMENT

QUESTIONARE AND FINDINGS

NAME:

DESIGNATION:....

DEPARTMENT:.

1.Are you aware of training and development objective ?

a) Very much
b) Some what
c) Dont know

2.Training and development helps the organization to achieve goals ?

a) Yes
b) No
c) Cant say.

3.Doyouholdmeetingsinbeginningtoexplainandclarifyactivitytaskandgoalsto
beachieved?
a)Yes
B)No
4.Shouldorganizationhavetomakefixeddurationfortraininganddevelopment?
a)Yes
b)No
5.towhatextentareyousatisfiedforthepointallocationonthebasisofKRAand
managerialdimension?

a)Fullysatisfied
b)Satisfied
c)Dissatisfied
d)Uncertain

6.Do training and development system affect the working efficiency of employees?
a)Yes
b)No
7.Do you think that system will also contribute in training and development?
a)Yes
b)No
8.Wheather the training system is able to develop high result?
a)Yes
b)No
9.Promotional process in organization is based on?
a)Performance
b)Experience
c)Both
10.Do you think that present time training system is transparent and free bias?
a)Yes
b)No

TRAINING & DEVELOPMENT SURVEY AT ZTE

TELECOM INDIA.
S.N

QUESTIONS

Strongly
disagree

Somewhatdisagree

Neitheragreenor
disagree

Some
whatagree

Stronglyagree

1.

Traininghelpsinincreasingproductivityofemployees,toachieve
organizationalgoals.

2.

Trainingprogramsarewell-planned.

3.

Trainingprogramsareofsufficientduration.

4.

Trainingisperiodicallyevaluatedandimproved.

Trainingprogramsemphasisondevelopingtechnical&managerial
capabilitiesofemployees.

5.

6.

Trainingofworkersisgivenadequateimportanceinyourorganization.

Employeesaresponsoredfortrainingprogramsaftercarefullyidentified
developmentalneeds.

7.

Thosewhoaresponsoredforthetrainingprogramstakethetraining
seriously

8.

9.

Employeesintheorganizationparticipateindeterminingthetraining
theyneed.

10.

Thequalityoftrainingprogramsinyourorganizationisexcellent.
1

11.

Externaltrainingprogramsarecarefullychosenaftercollectingenough
informationabouttheirqualityandsuitability.

12.

Thereisawell-designedandwidelysharedtrainingpolicyinthe
company.

FINDINGS

Training helps to increase productivity and achieve the goals of the

organization

Training programs are well planned in the organization.

The training given in organization is not of sufficient duration.

The training programs are not evaluated periodically.

The training programs strongly focus on technical and managerial

capabilities..

The training programs are not given adequate importance due to the work
pressure in the organization.

Employees attitude towards the training programs is casual/informal.

There is no involvement of employees in determining the training need analysis.

The quality of training programs in the organization is excellent..

The training programs are well designed and widely shared in the organization.

More priority is given for on the job trainings than the value addition programs
like motivation, stress management, group dynamics.

CONCLUSION
According

to the study conducted we can conclude that the overall satisfaction level
of employees in relation to the training programs is moderate.
the employees agree that the training programs helps to increase productivity and
achieve the organizational goal.
The

employees said that the training programs in the organization are well planned
but they are not satisfied with the duration of the training program and the are also
not satisfied with the evaluation process of training program, they are not evaluated
periodically.

The

training programs in the organization strongly focus on the technical and

managerial capabilities but these programs are not given adequate importance
sometimes because of the work pressure.

The

employees do not take the training programs seriously, as there are no strict
rules and regulations to attend the training programs.

The employees are not involved in determining the training need analysis. The
training programs are fixed by the top management.

The quality of the training programs is excellent but the employees are not making
the best use of it.

Therefore we can conclude that the training programs in the organization are
excellent but they have been not utilized properly by the employees as the training
programs are not made compulsory to all the departments. There is a broader scope
to develop and improve its training programs in future in order to meet the
requirements of the global market

SUGGESTION

Employees should decide and determine the training programs that they need so
that they can work more effectively and efficiently, employees should decide some
of the training they would like to undergo.

The HR department should conduct briefing and debriefing sessions for

employees for Training as to give them an idea as to why this training is been
conducted and what they have to learn in the training program conducted and also
after training completion they should take a feedback as to how effective was the
training so that the necessary improvements in training programs can be
considered and implemented.

Apart from on-job training programs the HR Department should conduct constant
value addition programs such as Time management, Stress management trainings,
group dynamics, grievance redressal, these will help to add value and is also
essential in todays business scenario.

Training program should evaluate the abilities, competencies and potentials of the
trainees for a particular job or work skills.

It should aim to narrow down the gap between expected level of performance and
the actual level of performance.

It should provide new recruits or trainees a scientific pace for imbibing the
knowledge and skills required to discharge their duties and responsibilities
meaningfully and purposefully.

The company should conduct training programs at regular intervals, which helps
the employees to enhance their knowledge for their current jobs.

The company should design the training program based on the current requirement,
which includes development of technical skills, personality development, time
management, computer knowledge etc.

THANK YOU.