PRESENTED BY: Anurag Krishana MBA,III Sem 11008169

COMPANY PROFILE
 Established in 1985, it has been a pioneering force in the

telecom sector.  India largest integrated and the first private telecom services provider  Bharati airtel have been structured into three individual SBUs - Mobile service, Airtel telemedia services and enterprise services  India's leading private sector providers of telecommunications services based on an aggregate of 66,689,943 customers  Approx 64,370,434 GSM mobile subscribers.  Approx 23,19,509 Bharti Telemedia subscribers.

Awards and Recognition

 The Asia Pacific Award for the most innovative HR practices 2000.  The Golden Peacock National Training Award for excellence in training practices 2000.  The Golden Peacock National Quality Award 2006.  Bharati Airtel ranked 3rd on shareholder return in business week IT 100 list.

Objective of my Study
y To understand the training procedure and practices

prevailing in Airtel y To study the satisfaction level of trainees (the employees) of Airtel. y To identify the loopholes in the training program and recommend the ways to overcome them.

INTRODUCTION TO TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT
 Training refers to the process of imparting specific knowledge and skills in order to perform a existing task better.  Development refers to learning opportunities design to help employees grow and perform the future tasks.  Training and development helps employees to achieve standard performance.

TRAINING PROCESS IN AIRTEL

Identify and analyze the training needs Setting up of training objectives Selection and designing of programme Selection and developing of training tools (audio-visual aids) Implementing training programme Evaluation of the training Feedback

1. IDENTIFICATION OF TRAINING NEEDS

Communication with the individual Communication with the superior

INDIVIDUAL NEEDS Communication with peers Communication with subordinates

CONTINUE
Structured survey Unstructured survey

Group needs

2. SETTING UP OF OBJECTIVES
Acquired knowledge of subject matter Change in attitude and behavior of trainee Interaction among trainees Enhance capacity of trainees Bridge the gap between expected and actual level of performance

3.DESIGNING OF TRAINING PROGRAMME

FACTORS IN DESIGNING TRAINING PROGRAMME
Effectiv e trai i et o dolo y

evel of artici atio

Co te t of t e ro ra e

Faculty resourc es

Evaluat io syste

Bud et rovisi o s

4.SELECTION AND DEVELOPING OF TRAINING METHODS AND AIDS

Lecture through AV aid
Induction

5.IMPLEMENTATION OF TRAINING PROGRAMME

 Programme design is implemented within a specified

period.
 Trainees were motivated during the training process.  Trainee were facilitated to test their skills and

knowledge through questions and practical exercises.

6. EVALUATION OF TRAINING
Implic ation of evalua tion

Conte xt evalua tion

Input evalua tion

Proces s evalua tion

Produ ct evalua tion

Impac t evalua tion

7. FEEDBACK
 Feedback report is prepared by:

Communicating with participants 2. Communicating with trainers

1.  Helps in improving effectiveness of participants and

trainers.

Satisfaction level of the employees from the existing program.

y Research methodology y Descriptive and exploratory y Sample Size - 50 employees (a mix of junior and

middle level employees) y Tools used Structured Questionnaire y Analysis technique Univarient (mean/median/mode/standard deviation) y Extensive use of pie chart is done

Questionnaire
y How much are you satisfied with the relations with co-workers?
y Does Top-level management have sincere interest in the training concern? y Does communication process exit between high level & lower level

management?
y Are you satisfied with your training conditions? y Does you boss give your reward for your good performance? y Does your supervisor lay down instructions to you very clearly? y Does your supervisor lay down instructions to you very clearly? y Are there any trouble makers in your group? y Does the tools & equipment s provided to you are better quality? y Does your supervisor encourage you to give new ideas & suggestions?

FINDINGS
y Most (approximately 70%) of employees were satisfied

with the training process conducted at the Airtel y Trainees were satisfied of the relationship with Top management y Complains were also guided by training supervisor

SUGGESTIONS
y As there was lack of coordination amongst the

employees; more training on team building can be done. y New joiners should be given more time to induct and orient with the company. y There should be developmental targets for each of the employees. y Trainings can be linked to rewards in order to get the better output.