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Training & development survey at bsnl mba hr project report

Training & development survey at bsnl mba hr project report



Training & development survey at bsnl mba hr project report

Training & development survey at bsnl mba hr project report



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    Training & development survey at bsnl mba hr project report Training & development survey at bsnl mba hr project report Document Transcript

    • 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. AnnexureBABASAB PATIL Page 1
    • TRAINING & DEVELOPMENT SURVEY AT BSNL TRAINING & DEVELOPMENT SURVEY AT BSNL Strongly Somewhat Neither Some StronglyS.N QUESTIONS disagree disagree agree nor what agree disagree agree Training helps in increasing productivity of 1 2 3 4 51. employees, to achieve organizational goals.2. Training programs are well-planned. 1 2 3 4 53. Training programs are of sufficient duration. 1 2 3 4 5 Training is periodically evaluated and 1 2 3 4 54. improved. Training programs emphasis on developing 1 2 3 4 55. technical & managerial capabilities of employees. Training of workers is given adequate 1 2 3 4 56. importance in your organization. Employees are sponsored for training 1 2 3 4 57. programs after carefully identified developmental needs. Those who are sponsored for the training 1 2 3 4 58. programs take the training seriously9. Employees in the organization participate in 1 2 3 4 5 determining the training they need. The quality of training programs in your 1 2 3 4 510. organization is excellent. External training programs are carefully 1 2 3 4 511. chosen after collecting enough information about their quality and suitability. There is a well-designed and widely shared 1 2 3 4 51. training policy in the company. BABASAB PATIL Page 2
    • TRAINING & DEVELOPMENT SURVEY AT BSNLEXECUTIVE SUMMARYTelecommunication is a technology intensive industry with a high probability ofobsolescence. Our country has witnessed a number of technologies varying from magnetoexchanges to the modern New Technology Digital Switches. We have also seen changesin the transmission technology starting from carrier systems to the DWDM systemsproviding long distance circuits across the length and breadth of the country.Telecommunications today is both a public utility and a vital infra-structure. Therefore anin house training center is an essential institution for continuous training of the officersand 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 andunderstanding the skills relevant to perform his or her job.Training also helps a person cultivate appropriate and desired behavior and attitudetowards the work and people. Unless training is provided, the jobs and lives of employeesin organizations are at stake.It gives people an awareness of the Rules & Procedures to guide their behavior. It is anapplication of knowledge to improve the performance on the Current job or to prepareone for an intended job. Organization & individual for their survival & attainment of mutual goals shoulddevelop & progress simultaneously; this can be done mainly through training techniquebecause training is the most important technique & it is a value addition to theorganization through Human Resource Development for the development of theemployee. The employee she/he been selected, placed & introduced in an organizationshould be provided with training facilities in order to adjust & make them suitable for theBABASAB PATIL Page 3
    • TRAINING & DEVELOPMENT SURVEY AT BSNLJob 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 isgiven when there is a difference between the job requirements & employees presentspecifications. 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 organizationviability, stability & growth to greater extent depend on training. If the required trainingis not provided it leads to the performance failure of the employees. Training enhancesthe Competence, Commitment, and Creativity & Contribution to the organization.The first step in my study is to find out the effectiveness of training and development inachieving the goals of the company, to study the different methods of training followed atBSNL, The basis on which training programmees are planned and scheduled and how theperformance appraisal helps in identifying training needs.The second step was data collection through various sources I used both primary andsecondary data for the study as both are quiet essential in any type of survey.primary data was collected through survey and personal interview, whereas secondarydata made use of certain reports from the HRD department provided the information as tothe total no of employees, schedule of training programs, number of persons attending itand 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 studywas served. The analysis was done by using statistical tool in which the study made useof two test that is : frequency test and correlation.BABASAB PATIL Page 4
    • TRAINING & DEVELOPMENT SURVEY AT BSNLThese tests gave the clear idea about the most significant factors which are positivelycorrelated 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 foreffective training and development in the organization.This study gives a detailed idea about the employee’s attitude towards the trainingprogram and how the employees apply the knowledge, skills and attitude in jobperformance.Therefore through the analysis the study could be interpreted that the training anddevelopment programs are quiet effective but still needs to be improved on some of theaspects mentioned above.BABASAB PATIL Page 5
    • TRAINING & DEVELOPMENT SURVEY AT BSNLINTRODUCTION TO TRAINING AND DEVELOPMENTHUMAN RESOURCE MANAGEMENTHuman Resource Management is defined as the people who staff and manageorganization. It comprises of the functions and principles that are applied to retaining,training, developing, and compensating the employees in organization. It is alsoapplicable to non-business organizations, such as education, healthcare, etc HumanResource Management is defined as the set of activities, programs, and functions that aredesigned 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 ofhis entry into an organization until he leaves, come under the horizon of HRM.Thedivisions included in HRM are Recruitment, Payroll, Performance Management, Trainingand Development, Retention, Industrial Relation, etc. Out of all these divisions, one suchimportant division is training and development.TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures thatrandomness is reduced and learning or behavioral change takes place in structuredformat.BABASAB PATIL Page 6
    • TRAINING & DEVELOPMENT SURVEY AT BSNLTRADITIONAL AND MODERN APPROACH OF TRAINING ANDDEVLOPMENTTraditional Approach – Most of the organizations before never used to believe intraining. 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 tobe changing.The modern approach of training and development is that Indian Organizations haverealized the importance of corporate training. Training is now considered as more ofretention tool than a cost. The training system in Indian Industry has been changed tocreate a smarter workforce and yield the best results TRAINING AND DEVELOPMENT OBJECTIVESThe principal objective of training and development division is to make sure theavailability of a skilled and willing workforce to an organization. In addition to that, thereare 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 bringingindividual effectiveness.Functional Objectives – maintain the department’s contribution at a level suitable to theorganization’s needs.BABASAB PATIL Page 7
    • TRAINING & DEVELOPMENT SURVEY AT BSNLSocietal Objectives – ensure that an organization is ethically and socially responsible tothe needs and challenges of the society.Importance of Training and Development• Optimum Utilization of Human Resources – Training and Development helps inoptimizing the utilization of human resource that further helps the employee to achievethe organizational goals as well as their individual goals.• Development of Human Resources – Training and Development helps to provide anopportunity and broad structure for the development of human resources’ technical andbehavioral skills in an organization. It also helps the employees in attaining personalgrowth.• Development of skills of employees – Training and Development helps in increasingthe job knowledge and skills of employees at each level. It helps to expand the horizonsof Human intellect and an overall personality of the employees.• Productivity – Training and Development helps in increasing the productivity of theemployees that helps the organization further to achieve its long-term goal.BABASAB PATIL Page 8
    • 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 withinthe employees.• Organization Culture – Training and Development helps to develop and improve theorganizational health culture and effectiveness. It helps in creating the learning culturewithin the organization.• Organization Climate – Training and Development helps building the positiveperception and feeling about the organization. The employees get these feelings fromleaders, subordinates, and peers.• Quality – Training and Development helps in improving upon the quality of work andwork-life.• Healthy work-environment – Training and Development helps in creating the healthyworking environment. It helps to build good employee, relationship so that individualgoals aligns with organizational goal.• Health and Safety – Training and Development helps in improving the health and safetyof 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 morepositive attitudes towards profit orientation.BABASAB PATIL Page 9
    • TRAINING & DEVELOPMENT SURVEY AT BSNL• Training and Development aids in organizational development i.e. Organization getsmore effective decision making and problem solving. It helps in understanding andcarrying 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 scienceand technology and competition from private sector. India has nearly one-sixth of theworlds population. This over abundant human resource needs to be converted to asset.This is possible only through proper training and development. The former PrimeMinister Rajiv Gandhi rightly sensed this need and had established a separate Ministryfor Human Resource Development in 1985. He stressed on the development of humanresources and because of his initiatives, training had taken a front seat in the nationaleconomy. Later on, most of the PSEs realized the need and importance of training theiremployees for better and improved results. The human resource development approach isessential in order to have the optimum utilization of manpower for the benefit of both, theemployees and the organization.After opening up of the economy, there has been tremendous amount of pressure on thePSEs to increase productivity of their employees on one hand and reduce surplusmanpower on the other. PSEs have found out the route to reduce their manpower strengthBABASAB PATIL Page 10
    • TRAINING & DEVELOPMENT SURVEY AT BSNLby adopting Voluntary Retirement Scheme (VRS). The biggest challenge in VRS is tosafeguard talent drain. Talented employees see this as an opportunity and are movingaway 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 sumcompensation package by opting for VRS and on the other side they will be attracted byMNCs and other private sector enterprises (The Indian Express, January 25, 2001;Business Line, June 08, 2000; www.syndicatebank.com). Nearly 40% of the employeesin Reliance Petroleum were drawn from the public sector (Vittal, 2001). This againemphasizes the need and importance of training and employee retention in PSEs.Research conducted by TVRLS on VRS also proves that good outside opportunity is oneof 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 thefirst Prime Minister Jawahar Lal Nehru. As a result, reservation for socially andeducationally weaker sections of the society was introduced in public sector jobs. Thegovernment has banned de-reservation of vacancies meant for the reserved categoriessince 1989 and reservation for other backward classes were introduced in 1993. NowPSEs are required to recruit up to 50% of their manpower from the reserved categories. Inthe event of candidates from reserved categories not meeting the required standards,reserved seats are filled after relaxing the standards (Naik, 1998). This is another reasonto concentrate more on training and development activities in PSEs and to provide propertraining and development opportunities to persons recruited on relaxed standards, so thatthey can come up on par with the required standards.In the year 2000, 11th Finance Commission emphasized that the second phase ofstructural reforms should concentrate on the extensive restructuring of PSEs. Thisrestructuring should not only give PSEs the same benefits of autonomy and freedom asthe private sector, but also free them from the shackles of ministries from which theyoriginally emerged. In one of its recommendations, this Commission said that it a publicsector enterprise fails to demonstrate its sustainability and cannot come out of the zone ofchronic losses after five years of structurally reformed existence, it should be sold of atBABASAB PATIL Page 11
    • TRAINING & DEVELOPMENT SURVEY AT BSNLwhatever price it can fetch. This further emphasized the need for training anddevelopment in PSEs to improve their performance. (Sudhman, 2000)IMPORTANCE OF TRAINING AT TELECOM SECTORTelecom is one of the fastest growing sectors in India with a growth of 21% and revenueof 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, HutchisonEssar, 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 isconstant need of updating of knowledge, skills, and attitudes.With this rapid growth in Telecom Sector, the need for trained professionals in bound torise and so is the training need. The total training market in Telecom Sector is estimatedto Rs 400 crore.Many top players are spending a huge amount on training and development, for exampleBSNL alone spends more than 100 crore on training and development of its employeesthrough the Advanced Level Telecommunications Training Centre (ALTTC) and 43BABASAB PATIL Page 12
    • TRAINING & DEVELOPMENT SURVEY AT BSNLother regional training institutes. Reliance has also established Dhirubhai AmbaniInstitute of Information and Communication Technology. In addition to that, Bharti hasalso tied-up with IIT Delhi for the Bharti School of Telecommunication Technology andManagement.With the increase in competition, availability of huge amount of information throughinternet, magazines, newspapers, TV, etc, and increased awareness among customers, thedemand to impart proper training in non-technological areas like customer care andmarketing 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 inthe priority catalog.TRAINING AND DEVELOPMENT AT Bharat Sanchar Nigam Ltd (BSNL)DoT-BSNL MoU: Training of minimum 20% BSNL officials-: BSNL has signed MoUwith DoT vide which at least 20% staff has to imparted training in 2006-07. To achievethis, 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 onlinenomination facility has been made operational after clearance by IT cell of BSNL. Thissoftware eases the process of nomination by SSAs, Circles and other BSNL units, as it isa paperless system with capability of online nomination & approval. A-circular andapproved nomination list are available online. Through online post training evaluationmodule Trainees and their controlling officers can give their feedback regardingeffectiveness of the training. In the last two months many BSNL units have startedreaping the benefit of this system.BABASAB PATIL Page 13
    • TRAINING & DEVELOPMENT SURVEY AT BSNLE-learning implementation: Keeping pace with technological changes, leveraging theIT infrastructure, e-learning methodology is being put in place at major training centersof BSNL.JTO Induction program: BSNL corporate office has approved the JTO InductionTraining 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 thetraining needs of BSNL family. Many times BSNL Circles have special need forcustomized trainings. ATTC is always willing to conduct customized fieldcourse/programs as per the need of BSNL field units. Circle HQ of field units may writeto CGM ALTTC for such requests. Summary of field programs conducted by ALTCC inthe last quarter is given for reference.Training of all BSNL officials in Customer interface on GSM & Broadband: BSNLCorporate office has directed ALTTC to conduct courses on training of trainers for allRTTC/CTTC so that training on GSM & broadband is disseminated to all BSNL officialsworking in positions of customer interface. The feature of this training is not justtechnical inputs but also the focus on information from customer’s point of view. Onebatch of trainers has already been trained in GSM & Broadband. Two more batches willbe trained soon.Behavior and Attitude revitalization Training: BSNL corporate office has reiteratedits drive to train all BSNL executives in this program vide its letter 2-4/05-Trg dated5/1/2006.Panel of volunteers for posting in ALTTC, Ghaziabad, BRBRAITT, Jabalpur andNATFM, Hyderabad: BSNL Corporate office has again sought applications of willingofficers having B.Tech & MBA qualification for -JAG/ DEs/ SDEs /TTS Group ‘B’ &Group ‘A’ officers its letter NO.22-6/2005 - Trg Dated: 21.3.2006BABASAB PATIL Page 14
    • TRAINING & DEVELOPMENT SURVEY AT BSNLTraining Methods At Bharatiya Sanchar Nigam Ltd (BSNL)a) Seminars & WorkshopsThe institute conducts seminars on the latest topics in new telecommunicationtechnologies. The institute also conducts workshops on important topics concerning DoT.For the seminars and workshops luminaries from leading technical organisations andacademic institutions are called.b) Induction TrainingThe induction training is imparted in various disciplines for the newly recruited staff as apre-job training. The cadres for which the training is given in the training centre areADET (Probationers), Asstt. Manager (Probationers)(Telecom Factory) , JuniorEngineers (Telecom Factories) and Junior Accounts Officers.c) Inservice TrainingThe purpose of inservice training is to give the necessary knowledge and know howabout the new systems/technologies inducted into the network from time to time. Theinstitute offers in-service training in latest technologies and techniques. JTOspecialization batches conducted are a part of in-service training. The courses aremonitored continuously and the utility of these in-service courses is assessed from time toBABASAB PATIL Page 15
    • TRAINING & DEVELOPMENT SURVEY AT BSNLtime and courses which are not in demand are weeded out and new courses areintroduced.d) Field Training ProgrammesConsidering the need to update the knowledge and skills of the technical maintenancepersonnel in specific disciplines of technology from time to time, a system of short-termpractical oriented training programmes has been developed by this institute. Forconducting these courses the trainers go to the field stations. These programmes calledField Training Programmes (FTPs) are for a maximum of 5 days duration and conductedwith the help of the equipment available in the field. Besides training the lower staff onjob, this also helps the trainers getting acquainted with the day to day problems in thefield which can later be taken care of in the training modules being developed in theTraining Centre.InfrastructureIn the main building all the administrative offices, class rooms and laboratories etc. arehoused. 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 thethree 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 latesttechnology telecommunication equipments like OCB-283, E-10B, C-DOT 512P, ILT512P, Digital Microwave, Optical Fibre, V-SAT, Digital UHF, EKB & EKBC, SFMS,Local Area Network, Pentium/486 computers, Window based PC software , Commercialservice 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.BABASAB PATIL Page 16
    • TRAINING & DEVELOPMENT SURVEY AT BSNLii) 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 likeVideo 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 acapacity of 25 audience.vii) An Audio Visual hall for bigger gatherings upto 200 persons for A/V programmesand cultural functions. TRAINING FACILITIESThe institute plays a key role in human resource development for telecom services. Tomake the training effective, a good infrastructure of well equipped laboratories withexperienced teaching staff has been provided. The equipments are in live condition andthe trainees are free to handle the same to have clear concepts about the working of thesystem. It is always endeavoured that the personnel trained should gain such knowledgeand skill that they are in a position to install, operate and maintain the systems withoutany difficulty after completion of the training.BABASAB PATIL Page 17
    • TRAINING & DEVELOPMENT SURVEY AT BSNLKeeping 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 bythe faculty members. Each lab is maintained by a S.D.E. with the help of J.T.Os.TRAINING PLANNINGThe training opportunities outlined here allow you and your subordinates to developknowledge and skills which are consistent with departmental goals and career plans. Asindividual training needs are identified, the subordinate should be an integral part of theplanning process.As a preliminary step in planning a complete training program, you should seek answersto 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 knowledgeand / 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 ?BABASAB PATIL Page 18
    • TRAINING & DEVELOPMENT SURVEY AT BSNLAnswers to these questions should provide you with sufficient information to identifytraining requirements. As part of the planning process, you should perform the followingactivities :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 COURSESThe Course Directory 1999 gives the necessary information about the various trainingcourses planned to be conducted in the different RTTCs & BRBRAITT Jabalpur.The HRD officers of the Telecom Circles are requested to assess the training needs oftheir circles and submit to this office the consolidated requirements of seats for eachcourse, for the entire year 1999 with specific remarks that how many candidates can bespared at a time for each batch. The requirement of seats from your Circle must reach thisoffice before 31.12.98 if not submitted earlier.Requirements received from subordinate Units/Minor Telecom District/SSAs of yourCircle will not be considered for allotment.Seats are allotted to your Circle for each course through separate allotment orders calledA Circular which are normally released three months in advance to the actual dates ofcommencement of each batch. You may depute the participants for the respective coursesBABASAB PATIL Page 19
    • TRAINING & DEVELOPMENT SURVEY AT BSNLafter the fulfillment of various conditions as laid down in the allotment orders andconfirmation of the nomination in B Circular.For trainees from other Departments and organisations in non DOT a fee ofRs. 10,950/- per trainee per week excluding boarding and lodging shall be charged. Thelodging charges are Rs. 100/- to 200/- per bed per day & are likely to be revised. Forforeign trainees a fee of U.S. Dollar 650 (six hundred fifty U.S. Dollar only) per traineeper week excluding boarding and lodging shall be charged. For boarding and lodgingcharging will be done separately. In addition charges for study tours outside Jabalpur arealso payable. (The above rates are under revision and latest rates may be checked at thetime of nomination of candidates).LOCATION OF REGIONAL TELECOM TRAINING CENTRES OF BSNL Ahmedabad Bhubaneshwar Chennai Guwahati Hyderabad Jaipur Kalyani Lucknow Mysore Nagpur Patna Pune Thiruvanathapura Rajpura m LOCATION OF CIRCLE TELECOM TRAINING CENTRES OF BSNL Ahmedabad Bhopal Bhubaneshwar Calcutta Chennai Guwahati Jaipur Jammu Kakinada Kurukshetra Lucknow Mysore Meerut Nasik Patna Rajpura Shillong Sunder Nagar ThiruvanantpuramBABASAB PATIL Page 20
    • TRAINING & DEVELOPMENT SURVEY AT BSNL LOCATION OF DISTRICT TELECOM TRAINING CENTRES OF BSNL Ahmedabad Bangalore Calcutta Chhenai Hyderabad PuneNEED FOR THE STUDY 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.BABASAB PATIL Page 21
    • TRAINING & DEVELOPMENT SURVEY AT BSNLTitle of the project: A study on “Effectiveness of Training and Development” inPublic Sector - BSNL Belgaum”Statement of the problem: The study is conducted to find out the overall impact oftraining and development on the job performance of employees working in differentcadre groups in each department.Purpose of the study: The main purpose is to know the effectiveness of training inrelation to the job performance of employees and to reduce the resisting forces inemployees to new technological advancement.Scope of the study: The scope of the study is restricted to the employees working indifferent 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 BSNLBABASAB PATIL Page 22
    • TRAINING & DEVELOPMENT SURVEY 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 trainingResearch methodology.According to this study investigation was conducted for some definite purpose with thehelp of a structural & personal interview to gather primary information as much aspossible than the most appropriate research design for the study is descriptive researchdesign.The study is an evaluative & diagnostic attempt to discover empirically the nature ofrelationship between performance appraisal and training and development within theextensively 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 sector –Bharat Sanchar Nigam Ltd (BSNL) Belgaum SSA. • Sampling unit: the sampling unit is an individual employee of all the departments of the organization – Bharat Sanchar Nigam Ltd(BSNL)BABASAB PATIL Page 23
    • TRAINING & DEVELOPMENT SURVEY AT BSNL • Sample size: sample size taken for this study is 100 employees covering all the departments of the organization.Area coveredFor this survey I have covered all the departments of the organization - BSNL Belgaum.Following are the number and name of departments.Sl no Department No. of employees1 Planning 202 Administration 203 Operations 204 Accounts 205 HRD 20 Total 100Methodology: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.BABASAB PATIL Page 24
    • TRAINING & DEVELOPMENT SURVEY 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 employee performance on the job after attending these training programs.Data collection:To produce a reliable questionnaire both primary and secondary information was used.Primary data is the first hand information; the questionnaire was prepared by me underthe guidance of the mentor wherein I used likert five-point scale and closed endedquestions for measuring attitudes of the employees for my study.The questionnaire comprised 12 questions which covered all the aspects of measuring“the effectiveness of training and development”. PRIMARY DATAAn instrument is used to collect the required information from the employees and alsointeract the employees personally.Primary data helps us in making observation of employee’s behaviors, talk gestureswhich helped me in identifying any the attitude of employees towards the trainingprogram and the effectiveness of the training program in the organization.BABASAB PATIL Page 25
    • TRAINING & DEVELOPMENT SURVEY AT BSNL SECONDARY DATAIt was collected from the website of the company, and the compaby personnel, certainreports from the HR department. The research also took the help of the books andjournal.Both primary and secondary data served the purpose in measuring the effectiveness oftraining and development at BSNL. Both are equally essential for any type ofsurvey.DATA ANALYSISStatistical tool: • Correlation test • Frequency testStatistical package • SPSS softwareProcedure for Analysis • Administering questionnaire to all the employees • Analyze the rating of employees using the statistical tool (spss software) (i) simple frequency test(mean & standard deviation) (ii) correlation • Interpretation of analyzed information Limitations of the study:BABASAB PATIL Page 26
    • TRAINING & DEVELOPMENT SURVEY AT BSNL 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 DevelopmentIt 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 ofemployees.Training is an organized procedure which brings about semi-permanent changes inbehavior, for a definite purpose. The three main areas involved are skills, knowledge andattitudes (sometimes called social skills) but always with a definite purpose in mind.Training also helps a person cultivate appropriate and desired behavior and attitudetowards 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 andunderstanding 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.BABASAB PATIL Page 27
    • TRAINING & DEVELOPMENT SURVEY AT BSNL• It’s not what you want in life, but it’s knowing how to reach it• It’s not where you want to go, but it’s knowing how to get there• It’s not how high you want to rise, but it’s knowing how to take off• It may not be quite the outcome you were aiming for, but it will be an outcome• It’s not what you dream of doing, but it’s having the knowledge to do it• Its not a set of goals, but it’s more like a vision• It’s not the goal you set, but it’s what you need to achieve itTraining is about knowing where you stand (no matter how good or bad the currentsituation looks) at present, and where you will be after some point of time.Training is about the acquisition of knowledge, skills, and abilities (KSA) throughprofessional 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.BABASAB PATIL Page 28
    • TRAINING & DEVELOPMENT SURVEY AT BSNL  Induction  Updating  Preparing for future assignments  Competency developmentCLASSIFICATION OF TRAINING: There are a number of training methods available; Use of a particular methoddepends on the type of trainees viz. worker, supervisor and manager. Basically thesemethods can be classified into following categories:1.Induction training: Here, training is given to newly joined employees. The main objective of thistraining is to give an idea to the employee about the particular work. It is concerned withorienting a new employee to a new environment.2.On-the-job training: Here, the individual is placed on a regular job and taught the skills necessary toperform that job. The trainee learns under the supervision and guidance of a qualifiedworker or instructor. It gives first hand knowledge and experience under the actualworking conditions.BABASAB PATIL Page 29
    • TRAINING & DEVELOPMENT SURVEY AT BSNL3.Apprenticeship training: Apprenticeship training is normally given to artisans, electricians, plumbers and alike. The duration is mainly 6 months to 2 years; this is carried out under the guidanceand intimate supervision of master craftsman, expert worker and supervisor. Duringtraining period the trainee is paid less than that of a qualified worker.4.Job Rotation: This involves the movement of the trainee from one job to another. The traineereceives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments. This method gives an opportunity to the trainee tounderstand the problems of employees on other jobs.5.Coaching: The trainee is placed under a particular supervisor who functions as a coach intraining the individuals. The supervisor provides feedback to the trainee on hisperformance and offers him some suggestions for improvements. But the trainee may nothave the freedom or opportunity to express his own ideas.6.Job Instruction: This method is also known as training through step by step. The trainer explainsto the trainee the way of doing the jobs, job knowledge and skills and allows him to dothe job. The trainer appraises the performance of the trainee, provides feedbackinformation and corrects the trainee.7.Committee Assignments: A group of trainees are given and asked to solve an actual organizational problem.The trainees solve the problem jointly. It develops teamwork.8.Off the job training: The trainee is separated from the job situation and his attention is focused uponlearning the material related to his future job performance. Since the trainee is notdistracted by job requirements, he can place his entire concentration on learning the jobBABASAB PATIL Page 30
    • TRAINING & DEVELOPMENT SURVEY AT BSNLrather than spending his time in performing it. There is an opportunity for freedom ofexpression for the trainees.9.Vestibule training: Actual work conditions are simulated in the classroom. Material, files andequipments, which are used in actual job performance, are also used in training. Thistype 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 imaginarysituations. This method of training involves certain characters. This method is mostlyused for developing inter-personal interactions and relations.11.Lecture Method: The instructor organizes the material and gives it to a group of trainees in theform of a talk. To be effective, the lecture must motivate and create interest among thetrainees. This method is direct and can be used for a large group of trainees. Costs andtime involved are reduced.12.Conference or discussion: This method involves a group of people who pose ideas, examine and share facts,ideas and data, test assumptions and draw conclusions, which contribute to theimprovement of job performance.13.Programmed instruction: The subject matter to be learned is presented in a series of carefully plannedsequential units. These units are arranged from simple to more complex levels ofinstruction. The trainee goes through these units by answering questions or filling theblanks.BABASAB PATIL Page 31
    • TRAINING & DEVELOPMENT SURVEY AT BSNL14.Internship Training: Here, the organization makes arrangements with technical institutes to get itsemployees duly trained in the latest theoretical knowledge and other developmentsrelating to trade, this training is provided to the employee in such a way as to bringbalance 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 joinedprofessionals to gain the professional qualification and it is also given to the existingprofessionals.HOW TO MAKE TRAINING EFFECTIVE: Determine the training needs through job description, performance appraisal, potential appraisal and discussion with employees. Prepare a training calendar in discussion with the managers concerned. Define the training objectives specifically. Select the efficient facultyFACTORS INFLUENCING TRAINING AND DEVELOPMENT:  Top management support  Commitment from specialists and generalists  Technological advances  Organizational complexityBABASAB PATIL Page 32
    • TRAINING & DEVELOPMENT SURVEY AT BSNL  Learning principlesDifference between Training and Development Training Development 1. Training is often referred to as 1. Development on the other hand importing specific skills. is often focused at overall 2. The focus is on improvement in development of personality. performance after training. 2. 2.They focus on aspects like 3. The impact of training be leadership skills, managing teams, experienced and assessed by the problem solving, decision making , organization. people skills, time management, etc. 4. Usually, administrative, supervisory and technical workforce may be exposed to training program.Models of Training and DevelopmentTraining is a sub-system of the organization because the departments such as, marketing& sales, HR, production, finance, etc depends on training for its survival. Training is atransforming process that requires some input and in turn it produces output in the formof knowledge, skills, and attitudes (KSAs).THE TRAINING SYSTEMA System is a combination of things or parts that must work together to perform aBABASAB PATIL Page 33
    • TRAINING & DEVELOPMENT SURVEY AT BSNLparticular function. An organization is a system and training is a sub system of theorganization. The System Approach views training as a sub system of an organization.System Approach can be used to examine broad issues like objectives, functions, andaim. It establishes a logical relationship between the sequential stages in the process oftraining need analysis (TNA), formulating, delivering, and evaluating. There are 4necessary inputs i.e. technology, man, material, time required in every system to produceproducts or services. And every system must have some output from these inputs in orderto survive. The output can be tangible or intangible depending upon the organization’srequirement. A system approach to training is planned creation of training program. Thisapproach uses step-by-step procedures to solve the problems. Under systematic approach,training is undertaken on planned basis. Out of this planned effort, one such basic modelof five steps is system model that is explained below. Organization are working in openenvironment i.e. there are some internal and external forces, that poses threats andopportunities, therefore, trainers need to be aware of these forces which may impact onthe content, form, and conduct of the training efforts. The internal forces are the variousdemands of the organization for a better learning environment; need to be up to date withthe latest technologies.The three model of training are:1.System Model2.Instructional System Development Model3. Transitional modelSYSTEM MODELBABASAB PATIL Page 34
    • TRAINING & DEVELOPMENT SURVEY AT BSNLThe system model consists of five phases and should be repeated on a regular basis tomake further improvements. The training should achieve the purpose of helpingemployee to perform their work to required standards. The steps involved in SystemModel of training are as follows:1. Analyze and identify the training needs i.e. to analyze the department, job, employeesrequirement, who needs training, what do they need to learn, estimating training cost, etcThe next step is to develop a performance measure on the basis of which actualperformance would be evaluated.2. Design and provide training to meet identified needs. This step requires developingobjectives of training, identifying the learning steps, sequencing and structuring thecontents.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 withthe training need on the job performance. Training objectives are defined on the basis ofjob responsibilities and job description and on the basis of the defined objectivesindividual progress is measured. This model also helps in determining and developing thefavorable strategies, sequencing the content, and delivering media for the types oftraining objectives to be achieved.The Instructional System Development model comprises of five stages:1. ANALYSIS – This phase consist of training need assessment, job analysis, and targetaudience analysis.BABASAB PATIL Page 35
    • TRAINING & DEVELOPMENT SURVEY AT BSNL2. PLANNING – This phase consist of setting goal of the learning outcome, instructionalobjectives that measures behavior of a participant after the training, types of trainingmaterial, media selection, methods of evaluating the trainee, trainer and the trainingprogram, strategies to impart knowledge i.e. selection of content, sequencing of content,etc.3. DEVELOPMENT – This phase translates design decisions into training material. Itconsists of developing course material for the trainer including handouts, workbooks,visual aids, demonstration props, etc, course material for the trainee including handoutsof summary.4. EXECUTION – This phase focuses on logistical arrangements, such as arrangingspeakers, equipments, benches, podium, food facilities, cooling, lighting, parking, andother training accessories.5. EVALUATION – The purpose of this phase is to make sure that the training programhas achieved its aim in terms of subsequent work performance. This phase consists ofidentifying strengths and weaknesses and making necessary amendments to any of theprevious stage in order to remedy or improve failure practices.The ISD model is a continuous process that lasts throughout the training program. It alsohighlights that feedback is an important phase throughout the entire training program. Inthis model, the output of one phase is an input to the next phase.Transitional ModelTransitional model focuses on the organization as a whole. The outer loop describes thevision, mission and values of the organization on the basis of which training model i.e.inner loop is executed.BABASAB PATIL Page 36
    • TRAINING & DEVELOPMENT SURVEY AT BSNLVision – focuses on the milestones that the organization would like to achieve after thedefined point of time. A vision statement tells that where the organization sees itself fewyears down the line. A vision may include setting a role mode, or bringing some internaltransformation, or may be promising to meet some other deadlines.Mission – explain the reason of organizational existence. It identifies the position in thecommunity. The reason of developing a mission statement is to motivate, inspire, andinform the employees regarding the organization. The mission statement tells about theidentity that how the organization would like to be viewed by the customers, employees,and all other stakeholders.Values – is the translation of vision and mission into communicable ideals. It reflects thedeeply held values of the organization and is independent of current industryenvironment. For example, values may include social responsibility, excellent customerservice, etc.The mission, vision, and values precede the objective in the inner loop. This modelconsiders the organization as a whole. The objective is formulated keeping these threethings in mind and then the training model is further implemented.TYPICAL REASONS FOR EMPLOYEE TRAINING ANDDEVELOPMENTTraining and development can be initiated for a variety of reasons for an employee orgroup 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 programBABASAB PATIL Page 37
    • TRAINING & DEVELOPMENT SURVEY AT BSNL • 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.TYPICAL TOPICS OF EMPLOYEE TRAINING 1. Communications: The increasing diversity of todays workforce brings a wide variety of languages and customs. 2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. 3. Customer service: Increased competition in todays global marketplace makes it critical that employees understand and meet the needs of customers. 4. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity 5. Ethics: Todays society has increasing expectations about corporate social responsibility. Also, todays diverse workforce brings a wide variety of values and morals to the workplace. 6. Human relations: The increased stresses of todays workplace can include misunderstandings and conflict. Training can people to get along in the workplace. 7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. 8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.BABASAB PATIL Page 38
    • TRAINING & DEVELOPMENT SURVEY AT BSNL 9. Sexual harassment: Sexual harassment training usually includes careful description of the organizations policies about sexual harassment, especially about what are inappropriate behaviors.GENERAL BENEFITS FROM EMPLOYEE TRAINING ANDDEVELOPMENTThere are numerous sources of online information about training and development.Several of these sites (theyre listed later on in this library) suggest reasons forsupervisors 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 • 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 39
    • TRAINING & DEVELOPMENT SURVEY AT BSNLBharat Sanchar Nigam Limited (BSNL)Bharat Sanchar Nigam Limited (known as BSNL, India Communications CorporationLimited) is a public sector communications company in India. It is the largesttelecommunication company in India and the sixth largest in the world[citation needed]. Itsheadquarters are at Bharat Sanchar Bhawan, Harish Chandra Mathur Lane, Janpath, NewDelhi. It has the status of Mini-ratana - a status assigned to reputed Public Sectorcompanies in India.BSNL is Indias oldest and largest Communication Service Provider (CSP). CurrentlyBSNL has a customer base of 65.3 million (Basic & Mobile telephony). It has footprintsthroughout India except for the metropolitan cities of Mumbai and New Delhi which aremanaged by MTNL. As on July 31, 2007 BSNL commanded a customer base of 32.7million Wireline, 3.7 million CDMA-WLL and 28.9 million GSM Mobile subscribers.BSNLs 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 Indiaslargest Telco and one of the largest Public Sector Undertaking of the country withauthorized share capital of US$ 4.26 billion (INR 17,500 Crores) and assets of US$ 14.74billion.The foundation of Telecom Network in India was laid by the British sometime in 19thcentury. The history of BSNL is linked with the beginning of Telecom in India. In 19thcentury and for almost entire 20th century, the Telecom in India was operated as aGovernment of India wing. Earlier it was part of erstwhile Post & Telegraph Department(P&T). In 1975 the Department of Telecom (DoT) was separated from P&T. DoT wasBABASAB PATIL Page 43
    • TRAINING & DEVELOPMENT SURVEY AT BSNLresponsible for running of Telecom services in entire country until 1985 when MahanagarTelephone Nigam Limited (MTNL) was carved out of DoT to run the telecom services ofDelhi and Mumbai. It is a well known fact that BSNL was carved out of Department ofTelecom to provide level playing field to private telecoms.Subsequently in 1990s thetelecom sector was opened up by the Government for Private investment, therefore itbecame necessary to separate the Governments policy wing from Operations wing. TheGovernment of India corporatised the operations wing of DoT on October 01, 2000 andnamed it as Bharat Sanchar Nigam Limited (BSNL).BSNL operates as a public sector.Employment at BSNLBSNLs employee base comprises of more than 3,57,000 telecom engineers andprofessionals.BSNLs Work CultureTeamwork, leadership, motivation, etc. are the management principles followed atBSNL. The entire staff is divided in four groups.Board of DirectorsBOD of BSNL consists of 6 members.Employee distribution at BSNLBABASAB PATIL Page 44
    • TRAINING & DEVELOPMENT SURVEY AT BSNLKey Players In Indian Telecom Industry:1) Reliance Communications Limited2) Bharti Airtel Limited3) BSNL4) MTNL5) Hutchison Essar6) Ericsson7) Nokia8) Siemens Communications9) Idea Cellular Limited10) Tata TeleservicesBABASAB PATIL Page 45
    • TRAINING & DEVELOPMENT SURVEY AT BSNLCHALLENGESDuring Financial Year 2006-2007 (From April 01, 2006 to March 31, 2007) BSNL hasadded 9.6 million new customers in various telephone services taking its customer base to64.8 million. BSNLs nearest competitor Bharti Airtel is standing at a customer base of39 million. However, despite impressive growth shown by BSNL in recent times, theFixed line customer base of BSNL is declining. In order to woo back its fixed-linecustomers BSNL has brought down long distance calling rate under OneIndia plan,however, the success of the scheme is not known. However, BSNL faces bleak fiscal2006-2007 as users flee, which has been accepted by the CMD BSNL.Presently there is an intense competition in Indian Telecom sector and various Telcos arerolling out attractive schemes and are providing good customer services. However, BSNLbeing legacy operator and its conversion from a Government Department, earns lot ofcriticism for its poor customer service. Although in recent past there have beentremendous improvement in working of BSNL but still it is much below the IndustrysExpectations. 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 customerservice. Further, the Top management of BSNL is still working in BSNL on deputationbasis holding Government employee status thus having little commitment to theorganisation. Although in coming years the retirement profile of the workforce is veryfast and around 25% of existing workforce will retire by 2010, however, still theworkforce will be quite large by the industry standards. Quality of the workforce will alsoremain an issue.BABASAB PATIL Page 46
    • TRAINING & DEVELOPMENT SURVEY AT BSNLAccess Deficit Charges (ADC, a levy being paid by the private operators to BSNL forprovide service in non-lucarative areas especially rural areas) has been slashed by 37%by TRAI, w.e.f. April 01, 2007.The reduction in ADC may hit the bottomlines of BSNL.BABASAB PATIL Page 47
    • TRAINING & DEVELOPMENT SURVEY AT BSNLBSNL is in the process of commissioning of a world class, multi-gigabit, multi-protocol,convergent IP infrastructure through National Internet Backbone-II (NIB-II), that willprovide convergent services through the same backbone and broadband access network.The Broadband service will be available on DSL technology (on the same copper cablethat is used for connecting telephone), on a countrywide basis spanning 198 cities.In terms of infrastructure for broadband services NIB-II would put India at par with moreadvanced nations. The services that would be supported includes always-on broadbandaccess to the Internet for residential and business customers, Content based services,Video multicasting, Video-on-demand and Interactive gaming, Audio and Videoconferencing, IP Telephony, Distance learning, Messaging: plain and feature rich, Multi-site MPLS VPNs with Quality of Service (QoS) guarantees. The subscribe will be able toaccess the above services through Subscriber Service Selection System (SSSS) portal.Key ObjectivesTo 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 theBroadband Remote Access Server (BRAS). • To provide a means to bill for the aforesaid services by either time-based or 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 servicesBABASAB PATIL Page 49
    • TRAINING & DEVELOPMENT SURVEY AT BSNLTechnical Capability of the Backbone The Broadband Service will be given through the state of the art Multi ProtocolLabel Switching (MPLS) based IP Infrastructure, which is designed to provide reliableroutes to cover all possible destinations within and outside the country. Layer 1 of thenetwork will consist of a high speed Backbone comprising of 24 powerful Core Routersconnected with high speed 2.5 Gbps(STM-16) links. The routers are located on thenational DWDM network interfacing at STM-16 optical level to provide for hightransmission speeds.Advantage of MPLS over other Technologies MPLS VPN is a technology that allows a service provider like BSNL to havecomplete control over parameters that are critical to offering its customers serviceguarantees 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 TVBABASAB PATIL Page 50
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Correlations Training Training helps to Program Employees External increase Training Training is emphasis on Training is are Sponsored Employees training productivity & Training Program are periodically managerial & given sponsored employees participation Ehe quality program achieve org programs are of sufficient evaluated & technical adequate for trainig take training in determining of training are well goal well planned duration improved capabilities importance programs seriously training needs is excellent examined Training helps to increase Pearson Correlation 1.000 .172 .284** .275* .079 .291* .402** .315* .141 .055 .098 productivity & achieve org Sig. (2-tailed) . .088 .004 .028 .537 .020 .001 .011 .268 .663 .443 goal N 100 100 100 64 64 64 64 64 64 64 64 Training programs are Pearson Correlation .172 1.000 .252* .280* -.037 -.141 .209 .044 .077 .129 .164 well planned Sig. (2-tailed) .088 . .011 .025 .773 .267 .098 .730 .545 .310 .196 N 100 100 100 64 64 64 64 64 64 64 64 Training Program are of Pearson Correlation .284** .252* 1.000 .365** .434** .512** .427** .378** .357** .456** .293* sufficient duration Sig. (2-tailed) .004 .011 . .003 .000 .000 .000 .002 .004 .000 .019 N 100 100 100 64 64 64 64 64 64 64 64 Training is periodically Pearson Correlation .275* .280* .365** 1.000 .299* .386** .349** .066 .195 .230 -.026 evaluated & improved Sig. (2-tailed) .028 .025 .003 . .017 .002 .005 .606 .122 .067 .841 N 64 64 64 64 64 64 64 64 64 64 64 Training Program Pearson Correlation .079 -.037 .434** .299* 1.000 .300* .227 .441** .137 .344** .215 emphasis on managerial Sig. (2-tailed) .537 .773 .000 .017 . .016 .072 .000 .280 .005 .088 & technical capabilities N 64 64 64 64 64 64 64 64 64 64 64 Training is given Pearson Correlation .291* -.141 .512** .386** .300* 1.000 .360** .361** .441** .424** -.050 adequate importance Sig. (2-tailed) .020 .267 .000 .002 .016 . .003 .003 .000 .000 .696 N 64 64 64 64 64 64 64 64 64 64 64 Employees are Pearson Correlation .402** .209 .427** .349** .227 .360** 1.000 .522** .629** .440** .298* sponsored for trainig Sig. (2-tailed) .001 .098 .000 .005 .072 .003 . .000 .000 .000 .017 programs N 64 64 64 64 64 64 64 64 64 64 64 Sponsored employees Pearson Correlation .315* .044 .378** .066 .441** .361** .522** 1.000 .507** .483** .396* take training seriously Sig. (2-tailed) .011 .730 .002 .606 .000 .003 .000 . .000 .000 .001 N 64 64 64 64 64 64 64 64 64 64 64 Employees participation Pearson Correlation .141 .077 .357** .195 .137 .441** .629** .507** 1.000 .640** .125 in determining training Sig. (2-tailed) .268 .545 .004 .122 .280 .000 .000 .000 . .000 .327 needs N 64 64 64 64 64 64 64 64 64 64 64 Ehe quality of training is Pearson Correlation .055 .129 .456** .230 .344** .424** .440** .483** .640** 1.000 .276* excellent Sig. (2-tailed) .663 .310 .000 .067 .005 .000 .000 .000 .000 . .027 N 64 64 64 64 64 64 64 64 64 64 64 External training program Pearson Correlation .098 .164 .293* -.026 .215 -.050 .298* .396** .125 .276* 1.000 are well examined Sig. (2-tailed) .443 .196 .019 .841 .088 .696 .017 .001 .327 .027 . N 64 64 64 64 64 64 64 64 64 64 64 Training program is well Pearson Correlation .228 .002 .490** .219 .369** .535** .320* .423** .350** .548** .372* designed & widely shared Sig. (2-tailed) .070 .987 .000 .083 .003 .000 .010 .000 .005 .000 .002 N 64 64 64 64 64 64 64 64 64 64 64 **. Correlation is significant at the 0.01 level (2-tailed). *. Correlation is significant at the 0.05 level (2-tailed).Interpretation: the correlation test is used to link one factor with all the other factors inorder to know which the most significant factor and which factor is most positivelyBABASAB PATIL Page 55
    • TRAINING & DEVELOPMENT SURVEY AT BSNLcorrelated to each other. and helps us to decide on the factors which are important indesigning the training program Pearson correlation was effective for my study as the study made use of the nominalscale in the questionnaire. in the above correlation table the point at which the row and column intersects andthere is an star mark, that factor is the most significant factor. if there is one star sign thatfactor is positively correlated at 0.01 level of significance and when there is 2 star marksthat factor is positively correlated at 0.05 level of significance. This table gives us the clear idea about the important factors that are essential foreffective training and development programs. when the rows and columns intersect and ithas a negative sign those factors cannot be correlated at all or those factors are not at allsignificant. Therefore we can clearly make out from the above table the significant and not sosignificant factors in the correlation table.BABASAB PATIL Page 56
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training helps to increase productivity & achieve org goal Cumulative Frequency Percent Valid Percent Percent Valid somewhat agree 33 33.0 33.0 33.0 strongly agree 67 67.0 67.0 100.0 Total 100 100.0 100.0 Training helps to increase productivity 70 60 50 40 30 20 Percent 10 0 somewhat agree strongly agree Training helps to increase productivity & achieve org goalBABASAB PATIL Page 57
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training programs are well planned Cumulative Frequency Percent Valid Percent Percent Valid somewhat disagree 8 8.0 8.0 8.0 neither agree nor 3 3.0 3.0 11.0 disagree somewhat agree 21 21.0 21.0 32.0 strongly agree 68 68.0 68.0 100.0 Total 100 100.0 100.0 Training programs are well planned 80 60 40 20 Percent 0 somewhat disagree somewhat agree neither agree nor di strongly agree Training programs are well plannedBABASAB PATIL Page 58
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training Program are of sufficient duration Cumulative Frequency Percent Valid Percent Percent Valid somewhat disagree 5 5.0 5.0 5.0 neither agree nor 6 6.0 6.0 11.0 disagree somewhat agree 51 51.0 51.0 62.0 strongly agree 38 38.0 38.0 100.0 Total 100 100.0 100.0 Training Program are of sufficient duration 60 50 40 30 20 Percent 10 0 somewhat disagree somewhat agree neither agree nor di strongly agree Training Program are of sufficient durationBABASAB PATIL Page 59
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training is periodically evaluated & improved Cumulative Frequency Percent Valid Percent Percent Valid neither agree nor 8 8.0 12.5 12.5 disagree somewhat agree 39 39.0 60.9 73.4 strongly agree 17 17.0 26.6 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 Training is periodically evaluated & improved 70 60 50 40 30 20 Percent 10 0 neither agree nor di somewhat agree strongly agree Training is periodically evaluated & improvedBABASAB PATIL Page 60
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training Program emphasis on managerial & technical capabilities Cumulative Frequency Percent Valid Percent Percent Valid strongly disagree 1 1.0 1.6 1.6 neither agree nor 2 2.0 3.1 4.7 disagree somewhat agree 22 22.0 34.4 39.1 strongly agree 39 39.0 60.9 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 emphasis on technical and managerial skills 70 60 50 40 30 20 Percent 10 0 strongly disagree somewhat agree neither agree nor di strongly agree Training Program emphasis on managerial & technical capabilitiesBABASAB PATIL Page 61
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training is given adequate importance Cumulative Frequency Percent Valid Percent Percent Valid somewhat disagree 4 4.0 6.3 6.3 neither agree nor 5 5.0 7.8 14.1 disagree somewhat agree 26 26.0 40.6 54.7 strongly agree 29 29.0 45.3 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 Training is given adequate importance 50 40 30 20 Percent 10 0 somewhat disagree somewhat agree neither agree nor di strongly agree Training is given adequate importanceBABASAB PATIL Page 62
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Employees are sponsored for trainig programs Cumulative Frequency Percent Valid Percent Percent Valid somewhat disagree 4 4.0 6.3 6.3 neither agree nor 5 5.0 7.8 14.1 disagree somewhat agree 38 38.0 59.4 73.4 strongly agree 17 17.0 26.6 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 Employees are sponsored for training programs 70 60 50 40 30 20 Percent 10 0 somewhat disagree somewhat agree neither agree nor di strongly agree Employees are sponsored for trainig programsBABASAB PATIL Page 63
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Sponsored employees take training seriously Cumulative Frequency Percent Valid Percent Percent Valid strongly disagree 1 1.0 1.6 1.6 somewhat disagree 2 2.0 3.1 4.7 neither agree nor 8 8.0 12.5 17.2 disagree somewhat agree 32 32.0 50.0 67.2 strongly agree 21 21.0 32.8 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 Sponsored employees take training seriously 60 50 40 30 20 Percent 10 0 strongly disagree neither agree nor di strongly agree somewhat disagree somewhat agree Sponsored employees take training seriouslyBABASAB PATIL Page 64
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Employees participation in determining training needs Cumulative Frequency Percent Valid Percent Percent Valid strongly disagree 2 2.0 3.1 3.1 somewhat disagree 7 7.0 10.9 14.1 neither agree nor 8 8.0 12.5 26.6 disagree somewhat agree 36 36.0 56.3 82.8 strongly agree 11 11.0 17.2 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 Employees determine training needs 60 50 40 30 20 Percent 10 0 strongly disagree neither agree nor di strongly agree somewhat disagree somewhat agree Employees participation in determining training needsBABASAB PATIL Page 65
    • TRAINING & DEVELOPMENT SURVEY AT BSNL The quality of training is excellent Cumulative Frequency Percent Valid Percent Percent Valid neither agree nor 5 5.0 7.8 7.8 disagree somewhat agree 16 16.0 25.0 32.8 strongly agree 43 43.0 67.2 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 The quality of training is excellent 80 70 60 50 40 30 20 Percent 10 0 neither agree nor di somewhat agree strongly agree Ehe quality of training is excellentBABASAB PATIL Page 66
    • TRAINING & DEVELOPMENT SURVEY AT BSNL External training program are well examined Cumulative Frequency Percent Valid Percent Percent Valid somewhat disagree 1 1.0 1.6 1.6 neither agree nor 14 14.0 21.9 23.4 disagree somewhat agree 20 20.0 31.3 54.7 strongly agree 29 29.0 45.3 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 External training program are well examined 50 40 30 20 Percent 10 0 somewhat disagree somewhat agree neither agree nor di strongly agree External training program are well examinedBABASAB PATIL Page 67
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Training program is well designed & widely shared Cumulative Frequency Percent Valid Percent Percent Valid somewhat disagree 1 1.0 1.6 1.6 neither agree nor 4 4.0 6.3 7.8 disagree somewhat agree 16 16.0 25.0 32.8 strongly agree 43 43.0 67.2 100.0 Total 64 64.0 100.0 Missing System 36 36.0 Total 100 100.0 Training program is well designed & widely shared 80 60 40 20 Percent 0 somewhat disagree somewhat agree neither agree nor di strongly agree Training program is well designed & widely sharedBABASAB PATIL Page 68
    • TRAINING & DEVELOPMENT SURVEY AT BSNL 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 organization.BABASAB PATIL Page 69
    • TRAINING & DEVELOPMENT SURVEY AT BSNL • More priority is given for on the job trainings than the value addition programs like motivation, stress management, group dynamics. 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 today’s 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 relateBABASAB PATIL Page 70
    • TRAINING & DEVELOPMENT SURVEY AT BSNL inputs to output know their understanding about the training programme conducted  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 and responsibilities 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 interactionBABASAB PATIL Page 71
    • TRAINING & DEVELOPMENT SURVEY AT BSNL CONCLUSIONAccording to the study conducted we can conclude that the overall satisfaction level ofemployees in relation to the training programs is moderate.the employees agree that the training programs helps to increase productivity and achievethe organizational goal.The employees said that the training programs in the organization are well planned butthey are not satisfied with the duration of the training program and the are also notsatisfied with the evaluation process of training program, they are not evaluatedperiodically.The training programs in the organization strongly focus on the technical and managerialcapabilities but these programs are not given adequate importance sometimes because ofthe work pressure.The employees do not take the training programs seriously, as there are no strict rules andregulations to attend the training programs.The employees are not involved in determining the training need analysis. The trainingprograms are fixed by the top management.BABASAB PATIL Page 72
    • TRAINING & DEVELOPMENT SURVEY AT BSNLThe quality of the training programs is excellent but the employees are not making thebest use of it.Therefore we can conclude that the training programs in the organization are excellentbut they have been not utilized properly by the employees as the training programs arenot mad compulsory to all the departments. There is a broader scope to develop andimprove its training programs in future in order to meet the requirements of the globalmarket REFERENCESBooks: Human Resources Management by Gary Dessler Publised by Pearson Education 9th Edition PP 184 - 240Website:BibliographyReference a. Books P L RAO, HRD THROUGH IN-HOUSE TRAINING, Concepts of Training, Methods of Training, Effectiveness of Training PP-3-185Websites • http://www.mckinseyquarterly.com/ Nov 2004 • http://www.google.comBABASAB PATIL Page 73
    • TRAINING & DEVELOPMENT SURVEY AT BSNL Reports Annual Report of Bharatiya Sanchar Nigam Limited (BSNL) 2006-2007 PP- 1-10 ANNEXUREBABASAB PATIL Page 74