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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.
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
CHAPTER 2
SPECIFIC OBJECTIVE CONCEPT OF TRAINING CONCEPT OF EXECUTIVE DEVELOPEMENT PROCEDURE ADOPTED BY BEL
CHAPTER 3 CHAPTER 4
CHAPTER 5
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.
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.
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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speed data capabilities. CDMA is popular with more than 100 million subscribers worldwide, and the number keeps on increasing exponentially.
3-way call conferencing: allows a conference between 3 persons from your mobile handset.
BSNL INTERNET:
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:
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 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
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:
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?
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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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
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 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:
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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 Paste your Pass port size photograph here
Signature
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-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:
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. 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
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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 PROCEDURE ADOPTED BY BEL
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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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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.
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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.
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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 :
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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 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.
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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) ii) iii)
(i)
(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.
(ii)
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(iii)
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.
(i)
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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)
(iii)
(iv)
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 :
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 :
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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 :
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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.
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.
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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 prevent obsolescence of executives by providing them opportunities for updating their knowledge and skills.
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.
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.
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.
TRAINING
DEVELOPMENT
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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.
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Training Calendar :
The HRD department shall establish training schedules on a quarterly basis based on the above information.
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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
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.
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
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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 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.
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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. 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
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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.
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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.
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Poor Fair 0%
Excellent 15%
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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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%
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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Poor Fair 0%
Excellent 16%
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.
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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.
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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.
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No comments 0%
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.
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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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