A Presentation On Topic "Training & Development" With A Interesting Case Study. It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM). The Presentation Consist Of Following Topics :- 1. Key Terms. 2. Introduction Of Training & Development. 3. Inputs In Training & Development. 4. Training Process. 5. Methods Of Training. 6. Techniques Of Training. 7. Case Study On "Reliance Communications".

4. 1. SKILLS
INPUTS IN TRAINING AND DEVELOPMENT
2. EDUCATION
3. DEVELOPMENT
4. ETHICS
5. ATTITUDINAL CHANGES
6. DECISION MAKING &
PROBLEM SOLVING SKILLS

6. METHODS OF TRAINING

10. TECHNIQUES OF TRAINING

12. TRAINING ACTIVITIES AT RELIANCE COMMUNICATION
On July 7, 2004, Reliance Infocomm acquired NIS Sparta, Asia's premier Performance
Solutions organization.
Training is given for three aspects:
1. Skill 2. Knowledge 3. Attitude
1. Skill is required for customer orientation, Customer care, leadership, time management and
behaviour. Such training is imparted by Nis Sparta trainers through simulations and outbound
activities and reality learning like raft building , crazy Olympics and orientation.
2. Knowledge based training revolves around product, process of the company, plans offering to
customers, competition knowledge and Market Intelligence.
3. Attitude is some thing that is within the person itself. It can be positive or negative. Here
attitude training is given by the academy of NIS Sparta. It is a 21 days programme

13. Nis Sparta trainers impart training to all the five business employee namely:
1. PERSONAL 2. ENTERPRISE 3. HOME 4. GLOBAL 5. WORLD
1. Personal : It deals with Pre-paid, post-paid(landline or mobile), data cards vouchers, e-recharge, PCO.
There are channels for retail outlets that sell landline and mobile. They are known as Reliance Web World
expresses.
They also have distributors for pre paid connections and direct sales team for post paid connections.
The distribution takes place at places like Big bazaar, Amway and Subhiksa etc.
Training.
a. Here training is imparted on the products i.e. knowledge based training. They are thought how to deal with
customer care & complaints along with front desk etiquettes which is skill based training.
b. There is an induction programme in which training on reliance products are given and they are put on job for
3 months afer which second level of training is given. This is even more informative and all the necessary training
of products is completed. Then he is on the job for 6 months. After successful completion of both the training ,
he can be considered for career growth in the same business.
c. After the induction reforms training they have to undergo a test in which they have to score at least 70%. This
test is called as MCMP (My Credit My Progress). He gets the certificate of MCMP after that second training is
conducted and he is monitored for one year.

14. 2. ENTERPRISE : It deals with broadbands:
i. Wireless broadbands There is a direct sales team for distribution.
ii. Enterprise wireless groups This caters to the corporate.
iii. Installors The planning team takes the charge which includes the field sales associate and the sales associate.
Training
a. Here training is imparted on the products i.e. knowledge based training. They are thought how to deal with
customer care & complaints along with front desk etiquettes which is skill based training.
b. There is an induction programme in which training on reliance products are given and they are put on job for
3 months after which second level of training is given. This is even more informative and all the necessary
training of products is completed. Then he is on the job for 6 months. After successful completion of both the
training , he can be considered for career growth in the same business.
c. After the induction reforms training they have to undergo a test in which they have to score at least 70%. This
test is called as MCMP (My Credit My Progress). He gets the certificate of MCMP after that second training is
conducted and he is monitored for one year.

15. 3. HOME : It deals with the technical training of wiring, drilling, set up box. It has after sales department to
look into any customer complaints, distribution is done with the sales force and the installers of disc is
done by the field force
4. GLOBAL BUISNESS : It deals with optical fibres i.e. under sea cables connecting different countries for
communication.
a. FLAG( Fibre Link Across Globe ) telecommunications was itself a world renowed and well established
company. Rcom has taken over FLAG.
b. NNOC (National Network Operation Centre) is a reliance baby wher people sit and monitor the optical
fibres. It is at Bombay and Hyderabad.
Training Here knowledge based training is not required as these people of FLAG and NNOC are the best
at their job. Only skill and behavioral and attitude training is imparted
4. World : It deals with web world retails. It has semi company owned outlets.

16. NIS Sparta imparts training:
1. Reality training
2. Enterprise business groups
3. Academy
1. Reality learning
NIS Sparta has pioneered Reality Learning®, a revolutionary new concept in learning
effectiveness. Evolved by NIS Sparta after over eleven years of research and
development, Reality Learning® covers a wide variety and facets of learning
methodologies.
1. Outbound Training Programmes
2. Business Simulations

17. A glimpse at some of the outbound activities offered by NIS Sparta in Reality Learning®:
1. Orienteering
Orienteering comprises of an expedition with two teams, each attempting to operate within limited resources and
having to deal with multiple contingencies, leadership crisis as well as to accomplish defined goals before
proceeding ahead. Two observers from NIS Sparta accompany each team.
Objectives of the activity
Strategy Implementation Process Communication Effectiveness Team Effectiveness Goal Orientation
Role of individual members Dealing with Change Breaking existing paradigms Out-of-the box
thinking
2. Crazy Crazy Olympics
Crazy Olympics is a multi-faceted sport, requiring that competitors possess a very diverse set of skills and abilities –
the most important of these are: Agility, explosiveness, coordination, balance, endurance, confidence,
responsiveness, intelligence, assertiveness, foresight and the ability to perform a variety of movements with the
body involving strength, technique and a mastery of energy and weight transfer.
It is the truest test of an individual‘s athleticism, thinking skills, material strengths and the ability to persevere.
Hence, the reason Crazy Olympics are deployed as a one of the primary training tools by Armed Forces around
the world.
Objectives of the activity
To encourage the team members to commit to assisting one another in performing tasks and using skills
To assist the team members in working through the issues surfaced during the activity
To provide a way to objectively examine the participation of team members

18. 3. Raft Building
This activity is best used with a newly formed team or an ongoing team that is
experiencing difficulties in interpersonal relations.
Each team consists of at least four members and no more than eight members, of
an ongoing work team, a task force, or a project team.
Objectives of the activity
To foster effective team performance
To provide an opportunity to establish the practice of explicitly discussing not only
how things should be done in the team but also how things actually are done To
foster interpersonal communication in the team To generate workable solutions

19. 2. Business Simulations
Experiential learning forms the basis of Business Simulations. Experiential learning is a key driver of
everything we do, and is a distinct point of difference in the marketplace. Experiential learning fosters
an environment of accelerated learning through self-discovery and participation.
All Business Simulations enable people to make permanent, effective changes in behaviour by
understanding the wide range of consequences of their choices and accepting responsibility for them.
Powerful learning emerges in debrief when the participant‘s experiences are linked to their real-world
situations. People see, understand and experience how their own behavior can change to significantly
and positively impact their performance back on their job.
EBG
1. Enterprise Business Group (EBG) - addresses the needs of organisations in various industry
verticals. The solutions offered by the business unit include training and delivery, creation of
customised content, research based projects and experiential learning.
2. Employability Solutions Group (ESG) - the business unit operates The NIS Academy to create and
enhance employability of individuals through a number of short and long-term educational
programmes.
3. Strategic Employability Group (SEG) - the business unit fulfills our group companies‘ training
needs.

20. 3. NIS SPARTA ACADEMY
The NIS Academy is a premier educational institution, set up by NIS Sparta Ltd. Established in
1991; The NIS Academy has facilitated the growth and development of over 50,000 students
and aspirants, till date. Currently, the academy operates learning centres in 42 cities in the
country, with plans to open more centres across the country.
The academy performs two key roles in the education sector, one as an education provider to
individuals seeking basic skills, and second, providing for industries - competent manpower
and recruitment services for enhancing their skills and building their knowledge base.
The NIS Academy equips students to excel in the area of Customer Care, Sales & Marketing.
Professional skills of students are honed in areas like team building, enhancing flexibility and
adaptability, increasing their ability to deal with ambiguity and stress, tackling challenges and
taking initiatives.
The NIS Academy‘s programmes are based on innovative and interactive teaching
methodologies derived from the experiences gained while training the corporate world.