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 project Statement of the problem Purpose of the study Scope of the study Objectives of the study 5. Research methodology Sampling plan Area covered Methodology 6. Data collection Primary data Secondary data 7. Data Analysis Statistical tool Statistical package 8. Limitation of the study 9. Theoretical aspects of training and development 10. Introduction to the company 11. Analysis and interpretation 12. Findings BABASAB PATIL Page 1
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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 project
Statement of the problem
Purpose of the study
Scope of the study
Objectives of the study
5. Research methodology
Sampling plan
Area covered
Methodology
6. Data collection
Primary data
Secondary data
7. Data Analysis
Statistical tool
Statistical package
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
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TRAINING & DEVELOPMENT SURVEY AT BSNL
S.N QUESTIONSStrongly disagree
Somewhat disagree
Neither agree nor disagree
Somewhat agree
Strongly agree
1. Training helps in increasing productivity of employees, to achieve organizational goals.
1 2 3 4 5
2. Training programs are well-planned. 1 2 3 4 5
3. Training programs are of sufficient duration. 1 2 3 4 5
4. Training is periodically evaluated and improved.
1 2 3 4 5
5.Training programs emphasis on developing technical & managerial capabilities of employees.
1 2 3 4 5
6. Training of workers is given adequate importance in your organization.
1 2 3 4 5
7.Employees are sponsored for training programs after carefully identified developmental needs.
1 2 3 4 5
8. Those who are sponsored for the training programs take the training seriously
1 2 3 4 5
9. Employees in the organization participate in determining the training they need.
1 2 3 4 5
10. The quality of training programs in your organization is excellent.
1 2 3 4 5
11. External training programs are carefully chosen after collecting enough information about their quality and suitability.
1 2 3 4 5
1. There is a well-designed and widely shared training policy in the company.
1 2 3 4 5
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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 facilities in order to adjust & make them suitable for the
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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.
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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.
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 employee’s 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.
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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 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.
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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
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.
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Functional Objectives – maintain the department’s contribution at a level suitable to the
organization’s needs.
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.
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• 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.
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• 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 Sector
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
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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, but also free them from the shackles of ministries from which they
originally emerged. In one of its recommendations, this Commission said that it a public
sector enterprise fails to demonstrate its sustainability and cannot come out of the zone of
chronic losses after five years of structurally reformed existence, it should be sold of at
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whatever price it can fetch. This further emphasized the need for training and
development in PSEs to improve their performance. (Sudhman, 2000)
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
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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.
Rapid technological changes, network security threat, mobile application development,
growing IP deployment in the sector have brought back the training and development in
the priority catalog.
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.
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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 as per the need of BSNL field units. Circle HQ of field units may write
to CGM ALTTC for such requests. Summary of field programs conducted by ALTCC in
the last quarter is given for reference.
Training of all BSNL officials in Customer interface on GSM & Broadband: BSNL
Corporate office has directed ALTTC to conduct courses on training of trainers for all
RTTC/CTTC so that training on GSM & broadband is disseminated to all BSNL officials
working in positions of customer interface. The feature of this training is not just
technical inputs but also the focus on information from customer’s point of view. One
batch of trainers has already been trained in GSM & Broadband. Two more batches will
be trained soon.
Behavior and Attitude revitalization Training: BSNL corporate office has reiterated
its drive to train all BSNL executives in this program vide its letter 2-4/05-Trg dated
5/1/2006.
Panel of volunteers for posting in ALTTC, Ghaziabad, BRBRAITT, Jabalpur and
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
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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
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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
field which can later be taken care of in the training modules being developed in the
Training Centre.
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.
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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.
v) A seminar hall with a capacity of about 40 participants fully equipped with P.A.
system, Video and Computer projector on a wide screen and slide/tape projector.
vi) Screening room with facility for projecting 16 mm films and video films with a
capacity of 25 audience.
vii) An Audio Visual hall for bigger gatherings upto 200 persons for A/V programmes
and cultural functions.
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.
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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.
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 ?
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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.
REGISTRATION PROCEDURE FOR THE COURSES
The Course Directory 1999 gives the necessary information about the various training
courses planned to be conducted in the different RTTCs & BRBRAITT Jabalpur.
The HRD officers of the Telecom Circles are requested to assess the training needs of
their circles and submit to this office the consolidated requirements of seats for each
course, for the entire year 1999 with specific remarks that how many candidates can be
spared at a time for each batch. The requirement of seats from your Circle must reach this
office before 31.12.98 if not submitted earlier.
Requirements received from subordinate Units/Minor Telecom District/SSAs of your
Circle will not be considered for allotment.
Seats are allotted to your Circle for each course through separate allotment orders called
'A' Circular which are normally released three months in advance to the actual dates of
commencement of each batch. You may depute the participants for the respective courses
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after the fulfillment of various conditions as laid down in the allotment orders and
confirmation of the nomination in 'B' Circular.
For trainees from other Departments and organisations in non DOT a fee of
Rs. 10,950/- per trainee per week excluding boarding and lodging shall be charged. The
lodging charges are Rs. 100/- to 200/- per bed per day & are likely to be revised. For
foreign trainees a fee of U.S. Dollar 650 (six hundred fifty U.S. Dollar only) per trainee
per week excluding boarding and lodging shall be charged. For boarding and lodging
charging will be done separately. In addition charges for study tours outside Jabalpur are
also payable. (The above rates are under revision and latest rates may be checked at the
time of nomination of candidates).
LOCATION OF REGIONAL TELECOM TRAINING CENTRES OF BSNL
Ahmedabad Bhubaneshwar Chennai
Guwahati Hyderabad Jaipur
Kalyani Lucknow Mysore
Nagpur Patna Pune
RajpuraThiruvanathapura
m
LOCATION OF CIRCLE TELECOM TRAINING CENTRES OF BSNL
Ahmedabad Bhopal Bhubaneshwar
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Calcutta Chennai Guwahati
Jaipur Jammu Kakinada
Kurukshetra Lucknow Mysore
Meerut Nasik Patna
Rajpura Shillong Sunder Nagar
Thiruvanantpuram
LOCATION OF DISTRICT TELECOM TRAINING CENTRES OF BSNL
Ahmedabad Bangalore Calcutta
Chhenai Hyderabad Pune
NEED FOR THE STUDY
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i. For the organizational viability & transformation process the organization has to
train its employees to impart specific skills & knowledge in order to contribute to
organizational efficiency & to cope with the changing environment.
ii. For the organizational complexity which occurs because of the increased
mechanization & automation manufacturing the products & by-products or
dealing in services of diversified lines extension of operations to various regions
& overseas countries. This creates a complex problem & this situation calls for
training in the skills of coordination, integration, & adaptability to the
requirement of growth, diversification & expansion.
iii. Training is necessary when existing employees are promoted to higher level in the
organization or when there is some new job due to transfer. It is also necessary to
equip the old employees with the new techniques or technology & advanced
disciplines.
iv. It is necessary for maintaining human relation besides maintaining sound
industrial relations & also to deal with the human problems.
Title of the project: A study on “Effectiveness of Training and Development” in
Public Sector - BSNL Belgaum”
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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.
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According to this study investigation was conducted for some definite purpose with the
help of a structural & personal interview to gather primary information as much as
possible than the most appropriate research design for the study is descriptive research
design.
The study is an evaluative & diagnostic attempt to discover empirically the nature of
relationship between performance appraisal and training and development within the
extensively draw domain of the problem of the question.
Following are the steps in the research design.
Sampling Plan
Sampling frame: the respondents are the employees of the public