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Learning methods of BSNL
- 1. Learning Methods of BSNL SubmittedBy: Bhanu Arora
- 2. Introduction Bharat SancharNigam Limited (abbreviated BSNL) is an Indian state-owned telecommunications company headquartered in New Delhi. It was incorporated on 15 September 2000 and assumed the business of providing telecom services and network management from the erstwhile CentralGovernment Departments ofTelecom Services (DTS) andTelecom Operations (DTO) as of 1 October 2000 on a going-concern basis. BSNL is India's oldest communication service provider and its history can be traced back to the British era. During the British era, the first telegraph line, was established between Calcutta and Diamond Harbour.
- 3. Training and Development Trainingand Development is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.
- 4. Training and Development Objectives Theprincipal 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: 1. Individual 2. Organizational 3. Functional 4. Societal
- 5. 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. With increase in competition between the major players like BSNL, MTNL,Vodafone, Jio, Idea, BhartiTele services,Tata, etc, the requirement for mobile analysts, software engineers, and hardware engineers for mobile handsets has increased.
- 6. Training and Development at Bharat Sanchar NigamLtd (BSNL) ComputerizedTraining Management System at ALTTC (Advanced LevelTelecomTraining Centre):This system with online nomination facility has been made operational after clearance by IT cell of BSNL. 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 (JuniorTelecom Officer) Induction program: BSNL corporate office has approved the JTO InductionTraining Structure.
- 7. Field Courses:It is always the endeavor of ALTTC to take all possible steps to meet the training needs of BSNL family. Many times BSNLCircles have special need for customized trainings. Training of all BSNL officials in Customer interface on Internet: BSNL Corporate office has directed ALTTC to conduct courses on training for BSNL officials.
- 8. Methods of Trainings Seminars& Workshops:The institute conducts seminars on the latest topics in new telecommunication technologies.The institute also conducts workshops on important topics concerning DoT (Department ofTelecom Services). InductionTraining:The induction training is imparted in various disciplines for the newly recruited staff as a pre-job training. In-serviceTraining:The purpose of in-service training is to give the necessary knowledge and know how about the new systems/technologies inducted into the network from time to time.
- 9. Apprenticeship training:Apprenticeshiptraining is normally given to artisans, electricians, plumbers and alike.The duration is mainly 6 months to 2 years; this is carried out under the guidance and intimate supervision of master craftsman, expert worker and supervisor. Job Rotation:This involves the movement of the trainee from one job to another.The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments. Coaching:The trainee is placed under a particular supervisor who functions as a coach in training the individuals.The supervisor provides feedback to the trainee on his or her performance and offers him some suggestions for improvements.
- 10. Job Instruction:Thismethod is also known as training through step by step.The trainer explains to the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee. 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. Off the job training:The trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance.
- 11. Vestibule training:Actualwork conditions are simulated in the classroom. Material, files and equipment, which are used in actual job performance, are also used in training.This type of training is commonly used for training personal for clerical and semi-skilled jobs. Role-playing: It is a method of human interactions that involves realistic behavior in imaginary situations.This method of training involves certain characters.This method is mostly used for developing inter-personal interactions and relations. Lecture Method:The instructor organizes the material and gives it to a group of trainees in the form of a talk.To be effective, the lecture must motivate and create interest among the trainees. This method is direct and can be used for a large group of trainees.
- 12. Programmed Instruction:Thesubject matter to be learned is presented in a series of carefully planned sequential units.These units are arranged from simple to more complex levels of instruction.
- 13. TypicalTopics of Employee Training Communications Computer skills Customer service Diversity Ethics Human relations Quality Initiatives Safety Sexual harassment
- 14. Benefits from Employee Training Increasedjob 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 Risk management, e.g., training about sexual harassment, diversity.
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