A PRESENTATION ON

TO STUDY, ANALYZE AND EVALUATE EXECUTIVE TRAINING & DEVELOPMENT PRACTICES AT VODAFONE COMPANY.

SUBMITTED BY:
AANCHAL SRIVASTAVA MBA(FT) 3RD SEM. I.B.M., C.S.J.M.UNIVERSITY, KANPUR

CONTENTS
Introduction: Objectives of the study

About the company

Research Methodology Analysis

Findings
Recommendations

Introduction: Objectives of the study

To study the effectiveness of the training and its resultant in

the Performance of the employees.

To know the perception of the employees regarding training

methods in Vodafone Company.

To identify how training assists the employees to acquire

skills, knowledge and attitude and also enhance the same.

Importance

Training and Development is an essential ingredient

for the success of any business. It helps employees To retain To motivate To make them competent in the changing and challenging environment.

Introduction: About Vodafone

It offers a wide range of products and services including

voice, messaging, data and fixed line solutions and devices to assist customers in meeting their total communications needs.
It is the world's largest mobile telecom company measured

by revenues and the world's second-largest measured by subscribers.

It operates networks in over 30 countries and has partner

networks in over 40 additional countries.

Research Methodology
Source of information: Primary Data

Secondary Data
Sample Size: 25 VMS Executives Research tool: Questionnaire method

Questionnaire type: open & close ended

Analysis
What are the latest methods of training which are provided to employees?
4% 16% 44%

36%

video clipping vestibule training role playing interactive sessions

Interpretation: 44% employee believe that video clipping should be given as latest method of training, 36% believes that vestibule training should be used, 16% suggests that role playing method should be used, 4% employee believe that interactive sessions should be conducted.

Findings
Substantial number of employees are content with the way

the training is conducted, still there is a scope to analyze at micro level. Progressive feedback relating to change in the behavioral pattern and scope for redesigning subsequent training programs need to be examined & explored in proper perspective. 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.

Recommendations

New and different trainers should be invited so that the

maximum impact can be got from the training programs.

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 training should be conducted at the nearest place with

good arrangements.