project report on Bsnl

  • Published on
    10-May-2015

  • View
    4.395

  • Download
    0

Embed Size (px)

DESCRIPTION

mms sem 4 project report on bsnl

Transcript

  • 1.TRAINING & DEVELOPMENT SURVEY AT BSNL 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 projectStatement of the problemPurpose of the studyScope of the studyObjectives of the study5. Research methodology Sampling planArea coveredMethodology6. Data collection Primary dataSecondary data7. Data Analysis Statistical toolStatistical package8. 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

2. TRAINING & DEVELOPMENT SURVEY AT BSNL 16. Annexure TRAINING & DEVELOPMENT SURVEY AT BSNLS.NQUESTIONSStrongly disagreeSomewhat disagreeNeither agree nor disagreeSome what agreeStrongly agree1.Training helps in increasing productivity of employees, to achieve organizational goals.123452.Training programs are well-planned.123453.Training programs are of sufficient duration.123454.Training is periodically evaluated and improved.12345123455.Training programs emphasis on developing technical & managerial capabilities of employees.6.Training of workers is given adequate importance in your organization.12345Employees are sponsored for training programs after carefully identified developmental needs.123457.8.Those who are sponsored for the training programs take the training seriously12345Employees in the organization participate in determining the training they need.1234510.The quality of training programs in your organization is excellent.12345External training programs are carefully chosen after collecting enough information about their quality and suitability.1234511.1.There is a well-designed and widely shared training policy in the company.123459. 3. TRAINING & DEVELOPMENT SURVEY AT BSNLEXECUTIVE 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 facilities in order to adjust & make them suitable for the 4. TRAINING & DEVELOPMENT SURVEY AT BSNL Job as no organization can get a candidate who exactly matches with the job & organizational requirements.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. 5. TRAINING & DEVELOPMENT SURVEY AT BSNL These tests gave the clear idea about the most significant factors which are positively correlated and those factors which are not so significant and are not positively correlated. Hence it helped the study to identify the important factors which are quiet essential for effective training and development in the organization.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. 6. TRAINING & DEVELOPMENT SURVEY AT BSNLINTRODUCTION 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 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. 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. 7. TRAINING & DEVELOPMENT SURVEY AT BSNL TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.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. 8. TRAINING & DEVELOPMENT SURVEY AT BSNL Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.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. 9. TRAINING & DEVELOPMENT SURVEY AT BSNL 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. 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. 10. TRAINING & DEVELOPMENT SURVEY AT BSNL 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.Training in Public SectorIndian 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 11. TRAINING & DEVELOPMENT SURVEY AT BSNL 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 importance of training and employee retention in PSEs. Research conducted by TVRLS on VRS also proves that good outside opportunity is one of the important reasons for employees opting for VRS (www.tvrls.com). Government of India promoted PSEs to fulfill the social objectives since the time of the first Prime Minister Jawahar Lal Nehru. As a result, reservation for socially and educationally weaker sections of the society was introduced in public sector jobs. The government has banned de-reservation of vacancies meant for the reserved categories since 1989 and reservation for other backward classes were introduced in 1993. Now PSEs are required to recruit up to 50% of their manpower from the reserved categories. In the event of candidates from reserved categories not meeting the required standards, reserved seats are filled after relaxing the standards (Naik, 1998). This is another reason to concentrate more on training and development activities in PSEs and to provide proper training and development opportunities to persons recruited on relaxed standards, so that they can come up on par with the required standards. In the year 2000, 11th Finance Commission emphasized that the second phase of structural reforms should concentrate on the extensive restructuring of PSEs. This restructuring should not only give PSEs the same benefits of autonomy and freedom as the private sector,...