Professional Documents
Culture Documents
TABLE OF CONTENT 1. Executive summary 2. Introduction to Training and Development 3. Importance of Training and Development 4. Need for the study Title of the project Statement of the problem Purpose of the study Scope of the study Objectives of the study Sampling plan Area covered Methodology Primary data Secondary data Statistical tool Statistical package
5. Research methodology
6. Data collection
7. Data Analysis
8. Limitation of the study 9. Theoretical aspects of training and development 10. Introduction to the company 11. Analysis and interpretation 12. Findings 13. Suggestions 14. Conclusion 15. Bibliography 16. Annexure BABASAB PATIL Page 1
S. N
QUESTIONS
1.
Training helps in increasing productivity of employees, to achieve organizational goals. Training programs are wellplanned. Training programs are of sufficient duration. Training is periodically evaluated and improved. Training programs emphasis on developing technical & managerial capabilities of employees. Training of workers is given adequate importance in your organization.
2. 3. 4.
1 1 1 1
2 2 2 2
3 3 3 3
4 4 4 4
5 5 5 5
5.
6.
7.
Employees are sponsored for 1 training programs after carefully identified developmental needs. Those who are sponsored for the 1 training programs take the training seriously Employees in the organization participate in determining the training they need. The quality of training programs in your organization is excellent. 1
8.
9.
10.
1 1
2 2
3 3
4 4
5 5
External training programs are carefully chosen after collecting 11. enough information about their quality and suitability.
BABASAB PATIL
Page 2
1.
BABASAB PATIL
Page 3
EXECUTIVE SUMMARY Telecommunication is a technology intensive industry with a high probability of obsolescence. Our country has witnessed a number of technologies varying from magneto exchanges to the modern New Technology Digital Switches. We have also seen changes in the transmission technology starting from carrier systems to the DWDM systems providing long distance circuits across the length and breadth of the country. Telecommunications today is both a public utility and a vital infra-structure. Therefore an in house training center is an essential institution for continuous training of the officers and employees in this key technological field. Training is a process through which a person enhances and develops his efficiency, capacity and effectiveness at work by improving and updating his knowledge and understanding the skills relevant to perform his or her job. Training also helps a person cultivate appropriate and desired behavior and attitude towards the work and people. Unless training is provided, the jobs and lives of employees in organizations are at stake. It gives people an awareness of the Rules & Procedures to guide their behavior. It is an application of knowledge to improve the performance on the Current job or to prepare one for an intended job. Organization & individual for their survival & attainment of mutual goals should develop & progress simultaneously; this can be done mainly through training technique because training is the most important technique & it is a value addition to the organization through Human Resource Development for the development of the employee. The employee she/he been selected, placed & introduced in an organization should be provided with training
BABASAB PATIL
Page 4
The trained employees are the valuable assets to any organization. Training at BSNL is given when there is a difference between the job requirements & employees present specifications. Thus employee training is the most important sub-system, specialized & one of the fundamental operative functions of Human Resource Development. Organizational efficiency, productivity, progress & development, also organization viability, stability & growth to greater extent depend on training. If the required training is not provided it leads to the performance failure of the employees. Training enhances the Competence, Commitment, and Creativity & Contribution to the organization. The first step in my study is to find out the effectiveness of training and development in achieving the goals of the company, to study the different methods of training followed at BSNL, The basis on which training programmees are planned and scheduled and how the performance appraisal helps in identifying training needs.
The second step was data collection through various sources I used both primary and secondary data for the study as both are quiet essential in any type of survey. primary data was collected through survey and personal interview, whereas secondary data made use of certain reports from the HRD department provided the information as to the total no of employees, schedule of training programs, number of persons attending it and other such things. The secondary data also included textbooks, company data, internet. The analysis of the questionnaire was carried out through which the purpose of the study was served. The analysis was done by using statistical tool in which the study made use of two test that is : frequency test and correlation.
BABASAB PATIL
Page 5
This study gives a detailed idea about the employees attitude towards the training program and how the employees apply the knowledge, skills and attitude in job performance.
Therefore through the analysis the study could be interpreted that the training and development programs are quiet effective but still needs to be improved on some of the aspects mentioned above.
BABASAB PATIL
Page 6
INTRODUCTION TO 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 nonbusiness 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. TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT
BABASAB PATIL
Page 7
The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
BABASAB PATIL
Page 8
Importance of Training and Development Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. BABASAB PATIL Page 9
Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.
Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.
BABASAB PATIL
Page 10
Indian Public Sector is passing through massive changes due to advancement in science and technology and competition from private sector. India has nearly one-sixth of the world's population. This over abundant human resource needs to be converted to asset. This is possible only through proper training and development. The former Prime Minister Rajiv Gandhi rightly sensed this need and had established a separate Ministry for Human Resource Development in 1985. He stressed on the development of human resources and because of his initiatives, training had taken a front seat in the national economy. Later on, most of the PSEs realized the need and importance of training their employees for better and improved results. The human resource development approach is essential in order to have the optimum utilization of manpower for the benefit of both, the employees and the organization. After opening up of the economy, there has been tremendous amount of pressure on the PSEs to increase productivity of their employees on one hand and reduce surplus manpower on the other. PSEs have found out the route to reduce their manpower strength by adopting Voluntary Retirement Scheme (VRS). The biggest challenge in VRS is to safeguard talent drain. Talented employees see this as an opportunity and are moving away from PSEs in search of high paid jobs in private and multinational companies, which leads to scarcity of trained manpower. On the one side they get lump sum compensation package by opting for VRS and on the other side they will be attracted by MNCs and other private sector enterprises (The Indian Express, January 25, 2001; Business Line, June 08, 2000; www.syndicatebank.com). Nearly 40% of the employees in Reliance Petroleum were drawn from the public sector (Vittal, 2001). This again emphasizes the need and BABASAB PATIL Page 11
BABASAB PATIL
Page 12
IMPORTANCE OF TRAINING AT TELECOM SECTOR Telecom is one of the fastest growing sectors in India with a growth of 21% and revenue of Rs 86,720 crore in the year 2006. The sector is expected to grow over 150% by 2012. With increase in competition between the major players like BSNL, MTNL, Hutchison Essar, BPL, Idea, Bharti Tele services, Tata, etc, the requirement for mobile analysts, software engineers, and hardware engineers for mobile handsets has increased. However, holding an engineering degree is not enough to survive in the Telecom Sector. There is constant need of updating of knowledge, skills, and attitudes. With this rapid growth in Telecom Sector, the need for trained professionals in bound to rise and so is the training need. The total training market in Telecom Sector is estimated to Rs 400 crore. Many top players are spending a huge amount on training and development, for example BSNL alone spends more than 100 crore on training and development of its employees through the Advanced Level Telecommunications Training Centre (ALTTC) and 43 other regional training institutes. Reliance has also established Dhirubhai Ambani Institute of Information and Communication Technology. In addition to that, Bharti has also tied-up with IIT Delhi for the Bharti School of Telecommunication Technology and Management. With the increase in competition, availability of huge amount of information through internet, magazines, newspapers, TV, etc, and increased awareness among customers, the demand to impart proper training in non-technological areas like customer care and marketing has increased too.
BABASAB PATIL
Page 13
TRAINING AND DEVELOPMENT AT Bharat Sanchar Nigam Ltd (BSNL) DoT-BSNL MoU: Training of minimum 20% BSNL officials-: BSNL has signed MoU with DoT vide which at least 20% staff has to imparted training in 2006-07. To achieve this, all BSNL units have been asked to fix the target to train 25% of their staff & officers. The training report has to be compiled under various heads such as indu ction, seminar, workshop, behavior & Attitudinal etc. Computerized Training Management System at ALTTC: This system with online nomination facility has been made operational after clearance by IT cell of BSNL. This software eases the process of nomination by SSAs, Circles and other BSNL units, as it is a paperless system with capability of online nomination & approval. A-circular and approved nomination list are available online. Through online post training evaluation module Trainees and their controlling officers can give their feedback regarding effectiveness of the training. In the last two months many BSNL units have started reaping the benefit of this system. E-learning implementation: Keeping pace with technological changes, leveraging the IT infrastructure, e-learning methodology is being put in place at major training centers of BSNL. JTO Induction program: BSNL corporate office has approved the JTO Induction Training Structure & Syllabus vide its letter no 4-1/04/Trg dated 23/6/2006. Field courses: It is always the endeavor of ALTTC to take all possible steps to meet the training needs of BSNL family. Many times BSNL Circles have special need for customized trainings. ATTC is always willing to conduct customized field course/programs BABASAB PATIL Page 14
NATFM, Hyderabad: BSNL Corporate office has again sought applications of willing officers having B.Tech & MBA qualification for -JAG/ DEs/ SDEs /TTS Group B & Group A officers its letter NO.22-6/2005 - Trg Dated: 21.3.2006
BABASAB PATIL
Page 15
Training Methods At Bharatiya Sanchar Nigam Ltd (BSNL) a) Seminars & Workshops The institute conducts seminars on the latest topics in new telecommunication technologies. The institute also conducts workshops on important topics concerning DoT. For the seminars and workshops luminaries from leading technical organisations and academic institutions are called. b) Induction Training The induction training is imparted in various disciplines for the newly recruited staff as a pre-job training. The cadres for which the training is given in the training centre are ADET (Probationers), Asstt. Manager (Probationers)(Telecom Factory) , Junior Engineers (Telecom Factories) and Junior Accounts Officers. c) Inservice Training The purpose of inservice training is to give the necessary knowledge and know how about the new systems/technologies inducted into the network from time to time. The institute offers in-service training in latest technologies and techniques. JTO specialization batches conducted are a part of in-service training. The courses are monitored continuously and the utility of these in-service courses is assessed from time to time and courses which are not in demand are weeded out and new courses are introduced. d) Field Training Programmes Considering the need to update the knowledge and skills of the technical maintenance personnel in specific disciplines of technology from time to time, a system of short-term practical oriented training programmes has been developed by this institute. For conducting these courses the trainers go to the field stations. These programmes called Field Training Programmes (FTPs) are for a maximum of 5 days duration and conducted with the help of the equipment available in the field. Besides training the lower staff on job, this also helps the trainers getting acquainted with the day to day problems in the
BABASAB PATIL
Page 16
Infrastructure
In the main building all the administrative offices, class rooms and laboratories etc. are housed. There are several faculties viz. Electronic Switching I (OCB - 283, E-10B), Electronic Switching -II (C-DOT, ILT, NEAX), Radio Transmission, Transmission lines, Telecom External Plant, Computer, ITMS. The technical faculties are supported by the three sections namely Programming, Works and Administration. There are 15 class rooms for lecture sessions fully equipped with facilities like overhead/slide projectors. There are 66 laboratories for practicals. They are equipped with a wide variety of latest technology telecommunication equipments like OCB-283, E-10B, C-DOT 512P, ILT 512P, Digital Microwave, Optical Fibre, V-SAT, Digital UHF, EKB & EKBC, SFMS, Local Area Network, Pentium/486 computers, Window based PC software , Commercial service and other latest software. The Support facilities for teaching/labs, available in the BRBRAITT are : i) A big library having about 32189 books and 236 technical journals. ii) A Video lab, equipped with sound proof studio, editing video and audio chain & Computerised video animation. iii) Instructional Technology (I.T.) lab fully equipped with micro teaching equipment like Video Cameras, TV monitors, VCRs etc. iv) Desk Top Publishing unit fully equipped with Computers, Laser Printers, Scanner, where the text processing of course material / handouts is done.
BABASAB PATIL
Page 17
TRAINING FACILITIES The institute plays a key role in human resource development for telecom services. To make the training effective, a good infrastructure of well equipped laboratories with experienced teaching staff has been provided. The equipments are in live condition and the trainees are free to handle the same to have clear concepts about the working of the system. It is always endeavoured that the personnel trained should gain such knowledge and skill that they are in a position to install, operate and maintain the systems without any difficulty after completion of the training. Keeping in view the rapid development in telecom technologies throughout the world, new labs are being added to the training centre. These are installed and commissioned by the faculty members. Each lab is maintained by a S.D.E. with the help of J.T.Os.
BABASAB PATIL
Page 18
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 are the job requirements ? What 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 ? In what areas is knowledge needed in order to develop potential for future assignments ? 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.
BABASAB PATIL
Page 19
BABASAB PATIL
Page 20
LOCATION OF REGIONAL TELECOM TRAINING CENTRES OF BSNL Ahmedabad Guwahati Kalyani Nagpur Rajpura Bhubaneshwar Hyderabad Lucknow Patna Thiruvanathapura Chennai Jaipur Mysore Pune
m LOCATION OF CIRCLE TELECOM TRAINING CENTRES OF BSNL Ahmedabad Calcutta Jaipur Kurukshetra Meerut Rajpura Thiruvanantpuram LOCATION OF DISTRICT TELECOM TRAINING CENTRES OF BSNL Ahmedabad Chhenai Bangalore Hyderabad Calcutta Pune Bhopal Chennai Jammu Lucknow Nasik Shillong Bhubaneshwar Guwahati Kakinada Mysore Patna Sunder Nagar
BABASAB PATIL
Page 21
Title of the project: A study on Effectiveness of Training and Development in Public Sector - BSNL Belgaum BABASAB PATIL Page 22
Statement of the problem: The study is conducted to find out the overall impact of training and development on the job performance of employees working in different cadre groups in each department. Purpose of the study: The main purpose is to know the effectiveness of training in relation to the job performance of employees and to reduce the resisting forces in employees to new technological advancement. Scope of the study: The scope of the study is restricted to the employees working in different cadre groups in each of the department in the organization - BSNL Belgaum. Objectives: 1. To find out the relevance of training and development in achieving goals of the organization. 2. The basis on which the training is planned and scheduled. 3. To study the different methods of training at BSNL 4. To find out whether the training activities is aligned with overall goals of the organization 5. To study the relationship between performance and training
Research methodology.
BABASAB PATIL
Page 23
Area covered For this survey I have covered all the departments of the organization - BSNL Belgaum. BABASAB PATIL Page 24
Following are the number and name of departments. Sl no Department 1 2 3 4 5 Planning Administration Operations Accounts HRD Total No. of employees 20 20 20 20 20 100
Methodology: A list of questions was prepared by me under the guidance of my mentor. Following were the steps in my study. 1. Questionnaire: a questionnaire was served to all the employees asking their opinion about the effectives of training and development programs at BSNL. 2. Personal interview: a face-to-face talk is carried out with the employees where I asked several employees about their feelings and opinions on various aspects of their jobs and organization. 3. Company data and reports: certain reports from the HRD department provided the information as to the total no of employees, schedule of training programs, number of persons attending it and other such things, which indicated the performance on the job after attending these training programs. employee
Data collection: To produce a reliable questionnaire both primary and secondary information was used.
BABASAB PATIL
Page 25
the effectiveness of training and development. PRIMARY DATA An instrument is used to collect the required information from the employees and also interact the employees personally. Primary data helps us in making observation of employees behaviors, talk gestures which helped me in identifying any the attitude of employees towards the training program and the effectiveness of the training program in the organization. SECONDARY DATA It was collected from the website of the company, and the compaby personnel, certain reports from the HR department. The research also took the help of the books and journal. Both primary and secondary data served the purpose in measuring the effectiveness of training and development at BSNL. Both are equally essential for any type ofsurvey.
BABASAB PATIL
Procedure for Analysis Administering questionnaire to all the employees Analyze the rating of employees using the statistical tool (spss software) (i) (ii) simple frequency test(mean & standard deviation) correlation
Limitations of the study: 1. Due to restriction to enter into some of the departments at BSNL I could not cover some of the aspects required for my study. 2. Interaction with the company executive was limited due to their busy schedule. 3. The information collected is mainly primary data and the accuracy is subject to the responses received. .
Theoretical aspects of Training and Development It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. BABASAB PATIL Page 27
Training is an organized procedure which brings about semi-permanent changes in behavior, for a definite purpose. The three main areas involved are skills, knowledge and attitudes (sometimes called social skills) but always with a definite purpose in mind. Training also helps a person cultivate appropriate and desired behavior and attitude towards the work and people. Training is a process through which a person enhances and develops his efficiency, capacity and effectiveness at work by improving and updating his knowledge and understanding the relevant skills relevant to his or her job. Unless training is provided, the jobs and lives of employees in organizations are at stake. Training is activity leading to skilled behavior. Its not what you want in life, but its knowing how to reach it Its not where you want to go, but its knowing how to get there Its not how high you want to rise, but its knowing how to take off It may not be quite the outcome you were aiming for, but it will be an outcome
Its not what you dream of doing, but its having the knowledge to do it It's not a set of goals, but its more like a vision Its not the goal you set, but its what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. BABASAB PATIL Page 28
Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.
OBJECTIVES OF TRAINING: Preparing both the old & new employees to meet the present as well as the changing requirements of the job & the organization. Preventing obsolescence. Preparing employees for the higher-level tasks. Ensuring smooth & efficient working of the department. Ensuring economical output of the required quality. Imparting knowledge & skills for new entrants. Induction Updating Preparing for future assignments Competency development
CLASSIFICATION OF TRAINING:
BABASAB PATIL
Page 29
equipments, which are used in actual job performance, are also used in training. This type of training is commonly used for training personal for clerical and semi-skilled jobs. Theory can be related to practice in this method. 10.Role-playing: It is a method of human interactions that involves realistic behavior in imaginary situations. This method of training involves certain characters. This method is mostly used for developing inter-personal interactions and relations. 11.Lecture Method: The instructor organizes the material and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate and create interest among the trainees. This method is direct and can be used for a large group of trainees. Costs and time involved are reduced. BABASAB PATIL Page 31
14.Internship Training: Here, the organization makes arrangements with technical institutes to get its employees duly trained in the latest theoretical knowledge and other developments relating to trade, this training is provided to the employee in such a way as to bring balance between theory and practice.
15.Professional skill training: Here, training is given to Professional staff such as Accountants, Surveyors, Auditors, and Architects etc. Organization provides this training to newly joined professionals to gain the professionals. professional qualification and it is also given to the existing
HOW TO MAKE TRAINING EFFECTIVE: Determine the training needs through job description, performance appraisal, potential appraisal and discussion with employees.
BABASAB PATIL
Page 32
FACTORS INFLUENCING TRAINING AND DEVELOPMENT: Top management support Commitment from specialists and generalists Technological advances Organizational complexity Learning principles
Training 1. Training is often referred to as importing specific skills. 2. The focus is on improvement in performance after training. 3. The impact of training be experienced and assessed by the organization. 4. Usually, administrative, supervisory and technical workforce may be exposed to training program. BABASAB PATIL 1.
Development Development on the other hand is often focused at overall development of personality. 2. 2.They focus on aspects like leadership skills, managing teams, problem solving, decision making , people skills, time management, etc.
Page 33
BABASAB PATIL
Page 34
The three model of training are: 1.System Model 2.Instructional System Development Model 3. Transitional model SYSTEM MODEL The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.
Instructional System Development Model (ISD) Model Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job BABASAB PATIL Page 35
5. EVALUATION The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices.
BABASAB PATIL
Page 36
BABASAB PATIL
Page 37
TRAINING & DEVELOPMENT SURVEY AT BSNL TYPICAL REASONS FOR EMPLOYEE TRAINING AND
DEVELOPMENT
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,:
When a performance appraisal indicates performance improvement is needed To "benchmark" the status of improvement so far in a performance improvement effort As part of an overall professional development program As part of succession planning to help an employee be eligible for a planned change in role in the organization To "pilot", or test, the operation of a new performance management system To train about a specific topic.
BABASAB PATIL
Page 38
GENERAL
BENEFITS
FROM
EMPLOYEE
TRAINING
AND
DEVELOPMENT
There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:
Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Page 39
BABASAB PATIL
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) Risk management, e.g., training about sexual harassment, diversity.
BABASAB PATIL
Page 40
BABASAB PATIL
Page 41
INDUSTRY PROFILE
BABASAB PATIL
Page 42
Bharat Sanchar Nigam Limited (known as BSNL, India Communications Corporation Limited) is a public sector communications company in India. It is the largest telecommunication company in India and the sixth largest in the world[citation needed]. Its headquarters are at Bharat Sanchar Bhawan, Harish Chandra Mathur Lane, Janpath, New Delhi. It has the status of Mini-ratana - a status assigned to reputed Public Sector companies in India. BSNL is India's oldest and largest Communication Service Provider (CSP). Currently BSNL has a customer base of 65.3 million (Basic & Mobile telephony). It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are managed by MTNL. As on July 31, 2007 BSNL commanded a customer base of 32.7 million Wireline, 3.7 million CDMA-WLL and 28.9 million GSM Mobile subscribers. BSNL's earnings for the Financial Year ending March 31, 2007 stood at INR 397.15b (US$ 9.67 b) with net profit of INR 78.06b (US$ 1.90 billion). Today, BSNL is India's largest Telco and one of the largest Public Sector Undertaking of the country with authorized share capital of US$ 4.26 billion (INR 17,500 Crores) and assets of US$ 14.74 billion. The foundation of Telecom Network in India was laid by the British sometime in 19th century. The history of BSNL is linked with the beginning of Telecom in India. In 19th century and for almost entire 20th century, the Telecom in India was operated as a BABASAB PATIL Page 43
BABASAB PATIL
Page 44
Key Players In Indian Telecom Industry: 1) Reliance Communications Limited 2) Bharti Airtel Limited 3) BSNL 4) MTNL 5) Hutchison Essar 6) Ericsson 7) Nokia 8) Siemens Communications 9) Idea Cellular Limited 10) Tata Teleservices
BABASAB PATIL
Page 45
CHALLENGES
During Financial Year 2006-2007 (From April 01, 2006 to March 31, 2007) BSNL has added 9.6 million new customers in various telephone services taking its customer base to 64.8 million. BSNL's nearest competitor Bharti Airtel is standing at a customer base of 39 million. However, despite impressive growth shown by BSNL in recent times, the Fixed line customer base of BSNL is declining. In order to woo back its fixed-line customers BSNL has brought down long distance calling rate under OneIndia plan, however, the success of the scheme is not known. However, BSNL faces bleak fiscal 2006-2007 as users flee, which has been accepted by the CMD BSNL. Presently there is an intense competition in Indian Telecom sector and various Telcos are rolling out attractive schemes and are providing good customer services. However, BSNL being legacy operator and its conversion from a Government Department, earns lot of criticism for its poor customer service. Although in recent past there have been tremendous improvement in working of BSNL but still it is much below the Industry's Expectations. A large aging (average age 49 years(appx)) workforce (300,000 strong), which is mostly semi-illetrate or illeterate is the main reason for the poor customer service. Further, the Top management of BSNL is still working in BSNL on deputation basis holding Government employee status thus having little commitment to the organisation. Although in coming years the retirement profile of the workforce is very fast and around 25% of existing workforce will retire by 2010, however, still the workforce will be quite large by the industry standards. Quality of the workforce will also remain an issue. BABASAB PATIL Page 46
BABASAB PATIL
Page 47
BABASAB PATIL
Page 48
Key Objectives To provide high speed Internet connectivity (upto 8 Mbps) To provide Virtual Private Network (VPN) service to the broadband customers To provide dial VPN service to MPLS VPN customers. To provide multicast video services, video-on-demand, etc. through the To provide a means to bill for the aforesaid services by either time-based or
Broadband Remote Access Server (BRAS). volume-based billing. It shall provide the customer with the option to select the services through web server To provide both pre-paid and post paid broadband services
BABASAB PATIL
Page 49
Technical Capability of the Backbone The Broadband Service will be given through the state of the art Multi Protocol Label Switching (MPLS) based IP Infrastructure, which is designed to provide reliable routes to cover all possible destinations within and outside the country. Layer 1 of the network will consist of a high speed Backbone comprising of 24 powerful Core Routers connected with high speed 2.5 Gbps(STM-16) links. The routers are located on the national DWDM network interfacing at STM-16 optical level to provide for high transmission speeds. Advantage of MPLS over other Technologies MPLS VPN is a technology that allows a service provider like BSNL to have complete control over parameters that are critical to offering its customers service guarantees with regard to bandwidth throughputs, latencies and availability. Services available through Broadband High speed Internet Access: This is the always-on Internet access service with speed ranging from 256 kbps to 8 Mbps. Bandwidth on Demand: This will facilitate customer to change bandwidth as per his / her requirement. For example a customer with 256 kbps can change to 1 Mbps during the video Conferencing session. Multicasting: This is to provide video multicast services for application in distance education, telemedicine etc Dial VPN Service: This service allows remote users to access their private network securely over the NIB-II infrastructure. Video and Audio Conferencing: Content based Services: Like Video on Demand, Interactive Gaming, Live and time shifted TV
BABASAB PATIL
Page 50
BSNL LANDLINE BSNL MOBILE POSTPAID PREPAID UNIFIED MESSAGING GPRS/WAP/MMS DEMOs TARIFF SMS & BULK SMS PHONE PLUS SERVICE NEW TELEPHONE CONNECTION PERMANENT CONNECTION CONCESSION IN RENTALS SHIFT OF TELEPHONE TRANSFER OF TELEPHONE TELEPHONE TARIFF
BABASAB PATIL
Page 51
INTERNET SERVICES NETWORK BROADBAND TYPES OF ACCESS WI-FI CO-LOCATION SERVICE BSNL WEB HOSTING INTERNET TARIFF DIAL UP INTERNET SMS& BULK SMS
BSNL BROADBAND REGISTER ONLINE TARIFF FAQ CHECK USAGE BSNL MPLS-VPN ISDN ISDN TARIFF Page 52
BABASAB PATIL
BABASAB PATIL
Page 53
BABASAB PATIL
Page 54
T r a in in g T r a in in g h e lp s to P ro g ra m E m p lo y e e s E x te r n in c r e a s e T r a in i n g T r a in in g e m p h a s is T rna i n in g is a r e is o S p o n s o r e E m p lo y e e s d tr a in in p r o d u c tiv ity T & a in in g P r o g r a m a reer io d ic a m a n a g e r ia l g iv e n s p o n s o r e ed m p lo y e eps a r ti c ip a tiE n e q u a lity o g r a r p lly & oh pr a c h ie v e op rrgo g r a m s o fr e u f f ic ieenvta lu a te d & c h n ic a l a d e q u a te f o r tr a in ig k e tr a in in gd e te r m i no in tr a in in g r e w a s te ta in f g a g o a l w e ll p la n n eddu r a ti o n im p r o v e d c a p a b ilitiei m p o r ta n c pe r o g r a m s s e r io u s ly a in in g n eis de sx c e llee nx ta m in s tr e T r a in i n g h e lp s to P in c r e a s e C o r r e la tio .0 0 0 ea son 1 n .1 7 2 .2 8 *4* .2 7 *5 .0 7 9 .2 9 *1 .4 0* 2 * .3 1 *5 .1 4 1 .0 5 5 .0 9 p r o d u c tiv ity & a c S iig .v e 2 -ta gile d ) h e ( or . .0 8 8 .0 0 4 .0 2 8 .5 3 7 .0 2 0 .0 0 1 .0 1 1 .2 6 8 .6 6 3 .4 4 goal N 100 100 100 64 64 64 64 64 64 64 64 T r a in i n g p r o g r a mP se a r s o n C o r r e la tio.1n 7 2 e 1 .0 0 0 .2 5*2 .2 8 *0 -.0 3 7 - .1 4 1 .2 0 9 .0 4 4 .0 7 7 .1 2 9 .1 6 w e ll p la n n e d S ig . ( 2 -ta ile d ) .0 8 8 . .0 1 1 .0 2 5 .7 7 3 .2 6 7 .0 9 8 .7 3 0 .5 4 5 .3 1 0 .1 9 N 100 100 100 64 64 64 64 64 64 64 64 T r a in i n g P r o g r a mP ea ar e s o fn C o r r e la tio.2n 8 *4* r .2 5*2 1 .0 0 0 .3 6 *5* .4 3*4* .5 1* 2 * .4 2*7* .3 7 *8* .3 5 *7* .4 5*6 * .2 9* s u f f ic ie n t d u r a ti o n ig . ( 2 -ta ile d ) S .0 0 4 .0 1 1 . .0 0 3 .0 0 0 .0 0 0 .0 0 0 .0 0 2 .0 0 4 .0 0 0 .0 1 N 100 100 100 64 64 64 64 64 64 64 64 T r a in i n g is p e r io d ic a rlly o n C o r r e la tio.2n 7 *5 Pe s e v a lu a te d & im p rSo ig e d 2 -ta ile d ) v. ( .0 2 8 N 64 T r a in i n g P r o g r a mP e a r s o n C o r r e la tio.0n 7 9 e m p h a s i s o n m a S a g. e( 2 ia l ile d ) n ig r -ta .5 3 7 & te c h n ic a l c a p a N ilitie s b 64 T r a in i n g is g iv e n P e a r s o n C o r r e la tio.2n 9 *1 a d e q u a te im p o r ta nigc .e ( 2 -ta ile d ) S .0 2 0 N 64 E m p lo y e e s a r e P e a r s o n C o r r e la tio.4n 0* 2 * s p o n s o r e d f o r tr aS in ig ( 2 -ta ile d ) ig . .0 0 1 p ro g ra m s N 64 S p o n s o r e d e m p lo y e e ss o n C o r r e la tio.3n 1 *5 Pear ta k e tr a in in g s e r io u s. ly 2 -ta ile d ) S ig ( .0 1 1 N 64 E m p lo y e e s p a r ticPip a ti s o n C o r r e la tio.1n 4 1 e ro n in d e te r m in in g tr aS in in (g2 -ta ile d ) ig . .2 6 8 needs N 64 E h e q u a lity o f tr a Pi nein rg s is n C o r r e la tio.0n 5 5 a o e x c e lle n t S ig . ( 2 -ta ile d ) .6 6 3 N 64 E x te r n a l tr a in i n g Pp er o g sr a m C o r r e la tio.0n 9 8 ar on a r e w e ll e x a m in eSd ig . ( 2 -ta ile d ) .4 4 3 N 64 T r a in i n g p r o g r a mP e a wseolln C o r r e la tio.2 2 8 is r n d e s ig n e d & w id e Sl yig s. h( a -ta d d ) 2 r e ile .0 7 0 N 64 .2 8 *0 .0 2 5 64 -.0 3 7 .7 7 3 64 - .1 4 1 .2 6 7 64 .2 0 9 .0 9 8 64 .0 4 4 .7 3 0 64 .0 7 7 .5 4 5 64 .1 2 9 .3 1 0 64 .1 6 4 .1 9 6 64 .0 0 2 .9 8 7 64 .3 6 *5* .0 0 3 64 .4 3*4* .0 0 0 64 .5 1* 2 * .0 0 0 64 .4 2*7* .0 0 0 64 .3 7 *8* .0 0 2 64 .3 5 *7* .0 0 4 64 .4 5*6 * .0 0 0 64 .2 9*3 .0 1 9 64 .4 9*0 * .0 0 0 64 1 .0 0 0 . 64 .2 9 *9 .0 1 7 64 .3 8 *6* .0 0 2 64 .3 4 *9* .0 0 5 64 .0 6 6 .6 0 6 64 .1 9 5 .1 2 2 64 .2 3 0 .0 6 7 64 -.0 2 6 .8 4 1 64 .2 1 9 .0 8 3 64 .2 9 *9 .0 1 7 64 1 .0 0 0 . 64 .3 0 *0 .0 1 6 64 .2 2 7 .0 7 2 64 .4 4 *1* .0 0 0 64 .1 3 7 .2 8 0 64 .3 4 *4* .0 0 5 64 .2 1 5 .0 8 8 64 .3 6 *9* .0 0 3 64 .3 8 *6* .0 0 2 64 .3 0 *0 .0 1 6 64 1 .0 0 0 . 64 .3 6 *0* .0 0 3 64 .3 6 *1* .0 0 3 64 .4 4 *1* .0 0 0 64 .4 2*4* .0 0 0 64 - .0 5 0 .6 9 6 64 .5 3*5* .0 0 0 64 .3 4 *9* .0 0 5 64 .2 2 7 .0 7 2 64 .3 6 *0* .0 0 3 64 1 .0 0 0 . 64 .5 2*2 * .0 0 0 64 .6 2*9* .0 0 0 64 .4 4*0 * .0 0 0 64 .2 9 *8 .0 1 7 64 .3 2*0 .0 1 0 64 .0 6 6 .6 0 6 64 .4 4*1* .0 0 0 64 .3 6 *1* .0 0 3 64 .5 2*2* .0 0 0 64 1 .0 0 0 . 64 .5 0*7* .0 0 0 64 .4 8* 3 * .0 0 0 64 .3 9 *6* .0 0 1 64 .4 2*3* .0 0 0 64 .1 9 5 .1 2 2 64 .1 3 7 .2 8 0 64 .4 4 *1* .0 0 0 64 .6 2*9* .0 0 0 64 .5 0 *7* .0 0 0 64 1 .0 0 0 . 64 .6 4 *0* .0 0 0 64 .1 2 5 .3 2 7 64 .3 5 *0* .0 0 5 64 .2 3 0 .0 6 7 64 .3 4 *4* .0 0 5 64 .4 2*4* .0 0 0 64 .4 4*0 * .0 0 0 64 .4 8* 3 * .0 0 0 64 .6 4*0 * .0 0 0 64 1 .0 0 0 . 64 .2 7 *6 .0 2 7 64 .5 4*8 * .0 0 0 64
-.0 2 .8 4 64 .2 1 .0 8 64 - .0 5 .6 9 64 .2 9* .0 1 64 .3 9* .0 0 64 .1 2 .3 2 64 .2 7* .0 2 64 1 .0 0 . 64 .3 7* .0 0 64
Interpretation: the correlation test is used to link one factor with all the other factors in order to know which the most significant factor and which factor is most positively BABASAB PATIL Page 55
BABASAB PATIL
Page 56
Training helps to increase productivity & achieve org goal Frequency 33 67 100 Percent 33.0 67.0 100.0 Valid Percent 33.0 67.0 100.0 Cumulative Percent 33.0 100.0
Valid
Percent
BABASAB PATIL
Page 57
Training programs are well planned Frequency 8 3 21 68 100 Percent 8.0 3.0 21.0 68.0 100.0 Valid Percent 8.0 3.0 21.0 68.0 100.0 Cumulative Percent 8.0 11.0 32.0 100.0
Valid
somewhat disagree neither agree nor disagree somewhat agree strongly agree Total
T in g p ra s a w p n ed ra in rog m re ell la n
8 0
6 0
4 0
Percent
2 0
0 s m w t d a re o e ha is g e ne r a re no d ithe g e r i s m w t a re o e ha g e s ng a re tro ly g e
T in g p ra in rogra s a w ll p n e m re e la n d
BABASAB PATIL
Page 58
Training Program are of sufficient duration Frequency 5 6 51 38 100 Percent 5.0 6.0 51.0 38.0 100.0 Valid Percent 5.0 6.0 51.0 38.0 100.0 Cumulative Percent 5.0 11.0 62.0 100.0
Valid
somewhat disagree neither agree nor disagree somewhat agree strongly agree Total
T in gP g ma o su ra in ro ra re f fficie t d ra n n u tio
6 0 5 0
4 0
3 0
2 0
Percent
1 0 0 s m w a d a re o e h t is g e n ith r a re no d e e g e r i s m w t a re o e ha g e s ng a re tro ly g e
BABASAB PATIL
Page 59
Training is periodically evaluated & improved Frequency Valid neither agree nor disagree somewhat agree strongly agree Total System 8 39 17 64 36 100 Percent 8.0 39.0 17.0 64.0 36.0 100.0 Valid Percent 12.5 60.9 26.6 100.0 Cumulative Percent 12.5 73.4 100.0
Missing Total
Percent
BABASAB PATIL
Page 60
Training Program emphasis on managerial & technical capabilities Frequency strongly disagree 1 neither agree nor 2 disagree somewhat agree 22 strongly agree 39 Total 64 System 36 100 Percent 1.0 2.0 22.0 39.0 64.0 36.0 100.0 Valid Percent 1.6 3.1 34.4 60.9 100.0 Cumulative Percent 1.6 4.7 39.1 100.0
Valid
Missing Total
Percent
1 0 0 s ngly dis re tro ag e neither a gree no di r s m hat agree o ew s ngly a tro gree
BABASAB PATIL
Page 61
Training is given adequate importance Frequency 4 5 26 29 64 36 100 Percent 4.0 5.0 26.0 29.0 64.0 36.0 100.0 Valid Percent 6.3 7.8 40.6 45.3 100.0 Cumulative Percent 6.3 14.1 54.7 100.0
Valid
Missing Total
somewhat disagree neither agree nor disagree somewhat agree strongly agree Total System
T in g is g en a u te im o n ra in iv deq a p rta ce
5 0
4 0
3 0
2 0
Percent
1 0
0 s m w t d a re o e ha is g e ne r a re no d ithe g e r i s m w t a re o e ha g e s ng a re tro ly g e
BABASAB PATIL
Page 62
Employees are sponsored for trainig programs Frequency 4 5 38 17 64 36 100 Percent 4.0 5.0 38.0 17.0 64.0 36.0 100.0 Valid Percent 6.3 7.8 59.4 26.6 100.0 Cumulative Percent 6.3 14.1 73.4 100.0
Valid
Missing Total
somewhat disagree neither agree nor disagree somewhat agree strongly agree Total System
Percent
BABASAB PATIL
Page 63
Sponsored employees take training seriously Frequency 1 2 8 32 21 64 36 100 Percent 1.0 2.0 8.0 32.0 21.0 64.0 36.0 100.0 Valid Percent 1.6 3.1 12.5 50.0 32.8 100.0 Cumulative Percent 1.6 4.7 17.2 67.2 100.0
Valid
Missing Total
strongly disagree somewhat disagree neither agree nor disagree somewhat agree strongly agree Total System
4 0
3 0
2 0
Percent
S o s re e p y e ta etra in s rio s p n o d m lo e s k in g e u ly
BABASAB PATIL
Page 64
Employees participation in determining training needs Frequency 2 7 8 36 11 64 36 100 Percent 2.0 7.0 8.0 36.0 11.0 64.0 36.0 100.0 Valid Percent 3.1 10.9 12.5 56.3 17.2 100.0 Cumulative Percent 3.1 14.1 26.6 82.8 100.0
Valid
Missing Total
strongly disagree somewhat disagree neither agree nor disagree somewhat agree strongly agree Total System
E p y e de rm e tra in n ed m lo e s te in in g e s
6 0 5 0
4 0
3 0
2 0
Percent
BABASAB PATIL
Page 65
The quality of training is excellent Frequency Valid neither agree nor disagree somewhat agree strongly agree Total System 5 16 43 64 36 100 Percent 5.0 16.0 43.0 64.0 36.0 100.0 Valid Percent 7.8 25.0 67.2 100.0 Cumulative Percent 7.8 32.8 100.0
Missing Total
Percent
BABASAB PATIL
Page 66
External training program are well examined Frequency 1 14 20 29 64 36 100 Percent 1.0 14.0 20.0 29.0 64.0 36.0 100.0 Valid Percent 1.6 21.9 31.3 45.3 100.0 Cumulative Percent 1.6 23.4 54.7 100.0
Valid
Missing Total
somewhat disagree neither agree nor disagree somewhat agree strongly agree Total System
4 0
3 0
2 0
Percent
1 0
E te a tra in p g ma w ll e a in d x rn l in g ro ra re e x m e
BABASAB PATIL
Page 67
Training program is well designed & widely shared Frequency 1 4 16 43 64 36 100 Percent 1.0 4.0 16.0 43.0 64.0 36.0 100.0 Valid Percent 1.6 6.3 25.0 67.2 100.0 Cumulative Percent 1.6 7.8 32.8 100.0
Valid
Missing Total
somewhat disagree neither agree nor disagree somewhat agree strongly agree Total System
60
40
20
Percent
BABASAB PATIL
Page 68
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
More priority is given for on the job trainings than the value addition
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.
Performance of every employee undergone training should be evaluated so as to get Improved quality of training activities, Improve ability of the trainers to relate inputs to output know their understanding about the training programme conducted BABASAB PATIL Page 70
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 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. The training session should be made more interactive and participative so that trainees and trainer are in constant interaction and responsibilities
BABASAB PATIL
Page 71
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. BABASAB PATIL Page 72
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 mad 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 REFERENCES Books: Human Resources Management by Gary Dessler Publised by Pearson Education 9th Edition PP 184 - 240
Website: Bibliography
Reference a. Books P L RAO, HRD THROUGH IN-HOUSE TRAINING, Concepts of Training, Methods of Training, Effectiveness of Training PP-3-185 Websites http://www.mckinseyquarterly.com/ Nov 2004 http://www.google.com Reports Annual Report of Bharatiya Sanchar Nigam Limited (BSNL) 2006-2007 PP- 1-10 BABASAB PATIL Page 73
ANNEXURE
BABASAB PATIL
Page 74