A PROJECT REPORT ON To study, analyze and evaluate Training and development practices at Reliance Communication (June August 2008)

) AT Reliance Communication BY Snehal Patel(NR11114) Vijay Prakash Kuldeep sondarva(NR11156)

Submitted to: Sweta bambuwala

Objective of the project:

To study the effectiveness of the training imparted by NIS- Sparta and its resultant in the performance of the employees.

To know the perception of the employees regarding training methods in Reliance Communication

To identify how training assists the employees to acquire skills,knowledge and attitude and also enhance the same.

To study whether training helps to motivate employees and helps in avoiding mistakes.

Introduction
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 Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development. MY PROJECT

The project report presented here is primarily concerned with training and development part of employees in the organization. Training and development is always an important aspect of the growth of a company and the individual employees as well. Due to daily changing business environment, manufacturing process, technological advancement and rapid growth in the demand of the products and services etc the workforce of any organization has to be very well equipped with the skills, ability, and talent required to cope up with the market competition. Now a days many organizations are conducting training programme to improve the productivity of employees. The quality of employees and their development through training and education are major factors in determining long term profitability of a business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only; this is mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Evaluation is the systematic appraisal by which we determine the worth, value or meaning of something to someone , In case of training we are concerned with providing information on the effectiveness of the training activity to decision makers who will make decision based on the information . Evaluation plays a significant part in every step of the training process. It is important that evaluation be a planned or systematic effort that is built from the start of the training process. The main objective of training programme to determine if they are accomplishing specific training objectives, i.e.,correcting performance deficiencies

IMPORTANCE OF TRAINING AND DEVELOPMENT

Training and development is a routine based, non-stop practice, which a growing business organization must conduct to achieve their production target.

From organizational point of view it is very crucial to assure the quality, quantity, and effectiveness etc of the product by the means of suitable training.

Development of the employee comes handy with training activities, making them much more capable in out performing various activities with high professions and accuracy by using advance technical/mechanical tools and equipments.

As a management trainee I myself come through various aspects like performance appraisal, payroll management, labors related laws and issues etc during my training and development project.

Evaluating the productivity of the employees can very well recognize how to distribute your workforce. This information gathered after conducting training programmed which is immensely helpful for the human resources manager and the whole department. Training helps measure the performance of the employees by evaluating the training given and comparing the individual and group's latest output with the output given before training programmed. Company Profile Reliance Communications is a service industry and it daily launches new products with new technologies. Dealing with foreign market they required people who help them to increase productivity of the organization and sales of product.So, they frequently organize the training programme for newly joined and current employee. As they conduct the training programm frequently ,each time they required to evaluate the recently completed training programme.So they have given me that apportunity to evaluate the training programme. Reliance Communication was launched on December 28,2002.the 70th birthday of the Reliance group founder, Shri. Dhirubhai H Ambani . Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group (ADAG) of companies. Listed on the National Stock Exchange and the Bombay Stock Exchange, it is Indias leading integrated telecommunication company with over 55 million customers.

History

In the year 2000, the Infocomm plans were announced.which.by far,was the largest infocom structure that the country had seen so far Reliance Communication launched first Reliance India Mobile on December 28,2002 . Taking in to consideration the changing lifestyles and the end users habits Reliance Communications will disseminate information at a low cost. Make a telephone call cheaper than a post card. Create new customer experiences. Constantly strive to be ahead of the world. Reliance Communications will transform thousands of villages and hundreds of towns and cities across the country. Above all, Reliance Communications will pave the way to make India a global leader in the knowledge age. We will create the next generation communication network and information technology infrastructure that will bring immense value to every Indian, and leapfrog India into the center stage of global infocomm space Late Dhirubhai Ambani built Reliance from scratch and in 25 year got it a place among the worlds top Fortune 500 corporations. The fact that he took barely a quarter of a century to do that is what makes this achievement special..Make the tools of infocomm available to people at an affordable cost.They will overcome the handicaps of illiteracy and lack of mobility Dhirubhai firmly believed the country could use information and communication technology to overcome its backwardness and underdevelopment. Mr, Anil Dhirubhai Ambani is the Chairman of Reliance Infocomm Ltd (RIC) Said, Growth has no limit at reliance. I keep revising my vision. Only when you dream it you can do it. RIC today finds itself on the threshold of a transformation as it strives to meet the challenges of an ever changing and competitive environment to emerge as a performance oriented, system driven, and professional organization. The only way forward is to focus on our Customer & Customer Service.

Vision

We will leverage our strengths to execute complex global-scale projects to facilitate leading-edge information and communication services affordable to all individual consumers and businesses in India. We will offer unparalleled value to create customer delight and enhance business productivity. We will also generate value for our capabilities beyond Indian borders and enable millions of India's knowledge workers to deliver their services globally.

Mission

Reliance Communication will offer a complete range of telecom services, covering mobile and fixed line telephony including broadband, national and international long distance services, data services and a wide range of value added services and app;ications that will enhance productivity of enterprises and individuals. Reliances dream is to make a digital revolution in India by becoming a major catalyst in improving quality of life and changing the face of India. It aims to achieve this by putting the power of information and communication in the hads of people of India at affordable costs.

Products:

Reliance Communication is a service industry. Reliance Communications offers a wide range of applications including hour-to-hour news updates, high quality video streaming, downloadable multilingual Ring Tones, seasonal updates including festival specials, city & TV guides, exam results, astrology, mobile banking, credit card transaction from mobile phone, bill payment and stock prices. Reliance Communications brings Real Broadband experience to Indians for the first time through a host of unique applications and services. This includes Video Chat, Multi-location Video Conference, Multi-player Online Gaming, High Speed Internet, Virtual Office, Digital Storage, Digital Movie, Digital Customized Music,Digital Electronic News Gathering Service and E-Learning. Reliance Communications Business 1. Personal 2. Enterprise 3. Home 4. Global 5. World

Reliance Communication envisions a digital revolution that will bring about a new way of life. A Digital way of life for New India .With mobile devices , netways and broad band systems linked to powerful digital networks,.Reliance Communication will usher fundamental changes in the social and economical landscape of India Reliance Communication will help men and women to connect and communicate with each other Reliance Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group founded by Shri Dhirubhai H Ambani (1932-2002), ranks among Indias top three private sector business houses in terms of net worth. The group has business interests that range from telecommunications (Reliance Communications Limited) to financial services (Reliance Capital Ltd) and the generation and distribution of power (Reliance Energy Ltd).

Reliance ADA Groups flagship company, Reliance Communications, is India's largest private sector information and communications company, with over 55 million subscribers. It has established a pan-India, high-capacity, integrated (wireless and wireline), convergent (voice, data and video) digital network, to offer services spanning the entire infocomm value chain. Other major group companies Reliance Capital and Reliance Energy are widely

BOARD OF DIRECTORS RCOM Shri Anil D. Ambani - Chairman Prof. J Ramachandran Shri S.P. Talwar Shri Deepak Shourie Shri A.K.Purwar

THE TRAINING PROCESS:

ASSESSMENT PHASE Assess training need of different group of employee Define objectives

PLANING TRAINING Design training programme Define Methods, content of programme About trainer Place and time of training programme

CONDUCT OF TRAINING

EVALUATION Evaluation of training programme Check- objective are achieved ?

Needs Assessment: Needs assessment diagnoses present and future challenges to be met through training and development Needs assessment occurs at two levels- Group and individual. An Individual obviously needs training when her or his performance falls short of standars i.e. when there is performance deficiency Assessment of training needs occurs at the group level too.Any change in the organizations strategy necessitates training of group of employees. Training Objectives:

To raise the productivity :Increased human performance often directly leads to increased operational productivity and increased company profit.

To improve quality in work : Improvement in quality may be in relation to companys product / service.

To improve health and safety : Proper training can help prevent industrial accidents.

Outdated prevention : Training and development programmes foster the initiative and creativity of employees and help to prevent manpower obsolenscence, which may be due to age, temperament or mptivation or the inability of a person to adapt himself to technological changes.

To improve organization climate: An endless chain of positive reactions results from a well-planned training programme. Production and product quality may improve , financial incentives may then be increased, less supervisory pressure may result.

Personal growth: Management development programmes seem to give participants a wider awareness , an enlarged skill, and enlightened altruistic philosophy, and make enhanced personal growth.

SELECTION OF TRAINEES

Trainees should be selected on the basis of self-nomination, recommendations of supervisorsor by the HR department itself. SELECTION OF TRAINERS

Training and development programmes may be conducted by several people, including following 1. Immediate supervisors, 2. Co-worker, 3. Members of the personnel staff, 4. Soecialists in other parts of the company, 5. Outside consultants, 6. Industry associations, 7. Faculty members at universities.

Large organizations generally maintain their own training departments whose staff conducts the programmes.

TRAINING METHODS

On-the-job training : Almost every employee, from the clerk to company president gets some on-the-job training,when he joins a firm. Under this method, an employee is placed in a new job and is told how it may be performed.It is primarily concerned with developing is an employee skills and habits consistent with the existing practices of an organization, and with orienting him to his immediate problems.

Vestibule training (training-centre training): Vestibule training method attempts to duplicate on-the-job situation in a company classroom. It is a classroom training which is often imparted with the help of equipment and machines which are identical with those in use in the place of work.This methods enables the trainee to concentrate on learning the new skill rather than on performing an actual job.Theoretical training is given in the classroom while the practical work is conducted on the production line.It is a very efficient technique of training semi skilled personnel e.g.clerk, machine operation , testers,typists etc. Training is in the form of lectures, conferences, case studies, role-playing and discussion.

Demonstrations and examples : In the demonstration techniques,the trainer describes and displays. When he teaches an employee how to do something by actually performing activities himself and by going through a step-by-explaination of why and what he is doing. Demonstrations are effective techniques in teaching as it is easier to show a person how to do a job then to tell him or ask him to gather instruction from the reading material. Demonstrations are often used in combination with lectures,pictures,text materials,discussions etc. Simulation : Simulation is atechnique which duplicates the actual condition encountered on a job. Trainees interest and employees motivation are high in simulation exercises because he actions of a trainee closely duplicate the real job conditions. This method is essential in cases in which actual on-the-job practice might result in a serious injury,a costly errors. This technique is a very expensive one.

Apprenticeship : Apprenticeship training is the oldest and most commonly used methods.It is a training in crafts,trades and in technical areas.A major part of training time is spent on-the-job production work Classroom training:

a) Lectures: Simplest way of imparting knowledge to trainees is by lecture. Concepts or principles,attitude,method can be useful when large group are to be taught.The lecture metho can be useful when large groups are to be trained within a short time, thus reducing the cost per trainee. b) The Conference Method : In this technique, the participating individuals confer to discuss points of common interest to each other. Conference is a formal meeting, conducted according to organized plan.

c) Seminar or team discussion : There are different methods of conducting seminar. It may be based on paper prepared by one or more trainees on the subject in consulting with the person in charge of the seminar. d) Case studies : The person in charge of training make out a case,provides necessary explainations, initiates the discussion going. When the trainees are given cases to analyse. They are asked to identify the problem and recommend tentative solutions. e) Role Playing : in role playing , trainees act out a given role as they would in a stage play.It basically involves employee-employer relationships hirind, firing,interviews disciplining etc. f) Programmed instruction method : A programmed instruction involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning programme or package. g) T-group training : This comprises of Audio-visual aids and planned reading programmes.

STEPS OF TRAINING (1). IDENTIFICATION OF TRAINING:

The training needs are identified by Concern Validation Studies (CVS) and the gaps are filled by providing training. The training needs can be identified by the immediate superiors or by the employees performance appraisal. The training needs are identified: At the time of interview

Annual appraisal

Training identification format

Specific recommendations by functional head

(2) DECIDING THE OBJECTIVE OF TRAINING: The gathered information is forwarded to human resources officials for consultation and then the training objectives are established. The training objective is prepared after finding the requirement of training whether the gaps are about knowledge, skill or attitude. Then the objective of training is established and efforts to accomplish started.

(3) TRAINING PLAN Based on the collected data and discussions with hr manager training plan is prepared. The training plan is prepared. The training calendar is prepared monthly with the name of the trainees and the trainer.

(4) TRAINING METHODS & TOOLS

Considering the type of training, a suitable training method and required tools and equipments are finalized. The venue is finalized and all logistics are prepared. The methods and tools are also finalized once the type of training is decided whether it is knowledge, skill or attitude.

(5) TRAINING IMPLEMENTATION:

List of employees are first of all collected with there name, designations and department and than a proper schedule with date, day and time and venue is finalized and all the employees are made aware of. The training is conducted and completed as per the schedule. At Reliance communication training is conducted for each business: Personal, Enterprise, Global, Home and World.

The training given mainly resolves around Knowledge of the products and processes for each vertical and level. The Concern Validation Studies (CVS) is done to identify the gaps and then here we see that he is suitable for that job or he requires more training to do the job. We consider his previous skill and qualifications etc.

When candidate is appearing for an interview, we ask him about the training which he has undergone in previous program. If there is necessity for any specific skill then we are training him accordingly. In annual appraisal there are two types of appraisals. One is self-appraisal and other head of department appraisal. In appraisal there is point mentioned if they require any specific training for updating their job. Like wise, head of department is asked to write that did he require any specific training to update his job requirement.

The skill and attitude training is imparted by reality learning and NIS Academy teaches attitude only .In that we sent training identification form to the concerned head of the department with his departmental list along with list the training programs.

We sent candidates for training in house/ external depending upon the nature of training. After identification of training needs, we prepare the training calendar on yearly basis. For this we seek the following information. Nominate the persons for program, finding the faculty, venue for the program and training. Based on this we are preparing annual calendar. Based on the annual calendar we prepare annual budget for training and seek the approval. After training calendar is ready, we inform the nominee, faculties and book venue for training program and the logistics involved is arranged.

POST TRAINING
After completion of training we take feedback from the participant about the trainers. After one month we are taking feedback of the concerned participant about his improvement in his skill or reschedule program. After the individual feedback is received by the trainees, the PTR is prepared. Post Training Report. The PTR is forwarded to the immediate superiors. It is the duty of the superiors to prepare the DAP i.e. The Development Action Plan which mentions how well the training has been achieved and the next course of action if a refresher is needed to the trainees who have not performed as per the standards required.

The DAP is sent to the NIS Sparta trainers to do the needful and the trainers after doing the needful, they follow up with the superiors. Based on these we are preparing quarterly graphs for presentation to the top management. There we highlight what is our target and what we have achieved.

In training and development activities we are conducting employee's satisfaction survey, where general points about company like his improvement in his working, safety awareness in his department, salary package, work environment of the company, and work culture of the company etc. In this survey we conclude that where the management is lacking or any steps are required to improve the satisfaction of our employees.

Like this we are also taking employees awareness report from each employee in which we cover certain point about his job awareness. Based on this report we also see that is it necessary to improve our employee awareness level.

After completion of training we keep his training record in his personal file and also in soft copies.

TRAINING EVALUATION

Evaluation means the assessment of value or worth. It simply means the act of judging whether or not the activity has achieved the set target. In training field evaluation has been taken not only to assessment of value but also collection and analysis of data.

Evaluation of training is the last but very important stage of any training program. Training evaluation is very essential because of the following reasons:

The organization giving training to there employee can come to know what returns they are getting for efforts and expenditure it has committed to the training and it can find out from it whether the training efforts are in correct direction or not.

The training evaluation can justify the expenditure incurved in giving training and help the organization to determine to what extent, objectives have been achieved, whether the results are far away from the target or are nearby the target.

Evaluation of training helps in assess the quality of training imparted and also suggests what changes in training plan should be made to make it more effective. Weakness within the established training program can be identified and accordingly training programs can be modified and improved properly. Less effective program can be withdrawn in order to save time, money and efforts.

Major findings:
Employees are content with the way the training is conducted.

The cooperation between the colleagues and the level of support they share with each other binds them in an attachment towards the company.

Regional behavior and language influence is higher during training and even after delivering their language; the desired effects are not seen.

Some of the superiors do not bother to make Development Action Plans and submit to the trainers.

The training is mainly conducted all around India, the trainers have to travel but sometimes the logistics and arrangement is non-satisfactory.

The findings from the data analysis from the questionnaire show a positive improvement, enhancing and overall rating about the training programme.

The reality learning and simulations were thoroughly enjoyed by the employees who have received it.

Suggestions
In todays competitive world, attitude is the factor which is the dividing line between failure and success. Thus recruitment of the employees must be made not only on skills and attitude but also the attitude of the employee. If an employee has a positive attitude then training for him can be more effective, he has a positive effect on the climate.

The raining records must be maintained, preserved properly and updated timely.

Proper care should be taken while selecting the trainers.

Nis Sparta trainers must be given continuous feedback and the training should be performed as a continuous planned activity.

New and different trainers should be invited so that the maximum impact can be got from the training programmes.

Co ordination and interaction of the employees of all levels must be encouraged to locate new talents among employees.

Solution to some of the problems faced by the employees, should be suggested by the employees themselves to make them feel valued at the organization.

The DAP( Development Action Plans) must be prepared and given to the trainers as soon as possible for further follow up from the side of the trainers.

Conclusion

Analysis of all the facts & figures, the observations and the experience during the training period gives a very positive conclusion/ impression regarding the training imparted by the NIS Sparta trainers. The NIS Sparta is performing its role up to the mark and the trainees enjoy the training imparted especially the reality learning and simulation. The training imparted meets the objectives like:

Effectiveness of the training and its resultant in the performance of the employees.

Assists the employees to acquire skills, knowledge and attitude and also enhance the same.

Helps to motivate employees and helps in avoiding mistakes.

It becomes quite clear that there is no other alternative or short cut to the development of human resources. If we have to meet the challenges of technology, social and economic we have to train the HR irrespective to their category at which they work in the organization.

As it is recognized fact that we cannot survive in tomorrow businesss world with yesterdays method. And hence the continuous development of HR is prime need of todays organization.