The document is a project report submitted by Abhishek Roy Choudhury for the partial fulfillment of an MBA degree. The report analyzes the training and development programs at Bharat Sanchar Nigam Limited (BSNL), the largest public sector telecommunications company in India, in their Assam Circle office in Guwahati. The report contains an introduction to the telecom industry and BSNL, the research methodology used which involved primary and secondary data collection through questionnaires and documents. The data analysis and interpretation section analyzes the responses to questions on how training and development programs help increase productivity and whether the programs in BSNL were well planned.
Vice President
General Manager
Deputy General Manager
Manager
Assistant Manager
Supervisor
Executive
Trainee
The management structure of Airtel is very flat and empowering. The employees
are given a lot of freedom and responsibility. The focus is on performance and
results rather than process. There is a culture of openness, transparency and
meritocracy. The top management is highly approachable and encourages
feedback and ideas from all levels.
The key to Airtel's success has been its ability to attract, retain and motivate top
talent. It provides a challenging and learning environment where people are
given opportunities to take on higher responsibilities.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Study , analyze & evaluate training & development imparted by nis sparta at r...iqbal0090
This document provides a project report on training and development practices at Reliance Communication conducted by NIS Sparta between June to August 2008. It includes an introduction to the topic, objectives of the study, research methodology used involving questionnaires, data analysis and findings. The report finds that training is effective in improving employee performance and helps motivate employees. It provides suggestions like maintaining proper training records and selecting effective trainers. The conclusion is that training is crucial for developing human resources to meet business challenges.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
Cd 8-project on effectiveness of training on employees performanceShilpa Singh
Here are the key advantages and disadvantages of on-the-job training summarized:
Advantages:
- Most cost effective method of training
- Employees are productive while learning
- Opportunity to learn by actually doing the job
- Training occurs in the real work environment
Disadvantages:
- Depends on the ability and time available of the trainer
- Risk of learning bad habits from the trainer
- Work environment may not be optimal for learning
- May disrupt workflow if not planned properly
So in summary, on-the-job training provides a practical and low-cost way to train employees but carries some risks regarding trainer quality and disruption to work. Careful planning is needed to maximize the benefits
Project Report of performance appraisal of bsnl.docxAjinkyaSatkar1
ABSTRACT
The Bharat Sanchar Nigam Limited located in Sakkardhara Telephone Exchange, Nagpur, BSNL is India’s oldest and largest communication Service Provider. Currently BSNL has a customer base of 64.8million (basic and mobile telephony). It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are managed by MTNL.
Objectives of the study are to find out the satisfaction level of the performance appraisal system, to analyze the level of achievement, to estimate the benefit of the performance appraisal system to the organization and to the individual.
The study is conducted by survey method using structured questionnaire with five point rating scale. Total population study was adopted. Data was analyzed using simple percentage and chi-square test.
The study had been conducted to analyze the effectiveness of performance Appraisal system on the managerial employees of the Bharat Sanchar Nigam Limited.
Effective performance appraisal method encourages employees in work and it also helps in improving their individual responsibility which in turn improves profitability of the organization.
summer internship project on Training Need Assessment for Industrial employee...Zubair Inam Barbhuiya
The document summarizes a training needs assessment report submitted as part of an MBA internship. It includes an acknowledgement section thanking various individuals for their support and guidance. The executive summary provides an overview of the internship project, which involved assessing the training needs of industrial employees at Metal & Steel Factory in Ishapore through questionnaires and interviews. The objectives were to identify any training needs, areas where training is needed, and how to address gaps through training. The scope covered training programs and practices at the company. The methodology included exploratory and descriptive research using primary and secondary data collection.
Vice President
General Manager
Deputy General Manager
Manager
Assistant Manager
Supervisor
Executive
Trainee
The management structure of Airtel is very flat and empowering. The employees
are given a lot of freedom and responsibility. The focus is on performance and
results rather than process. There is a culture of openness, transparency and
meritocracy. The top management is highly approachable and encourages
feedback and ideas from all levels.
The key to Airtel's success has been its ability to attract, retain and motivate top
talent. It provides a challenging and learning environment where people are
given opportunities to take on higher responsibilities.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Study , analyze & evaluate training & development imparted by nis sparta at r...iqbal0090
This document provides a project report on training and development practices at Reliance Communication conducted by NIS Sparta between June to August 2008. It includes an introduction to the topic, objectives of the study, research methodology used involving questionnaires, data analysis and findings. The report finds that training is effective in improving employee performance and helps motivate employees. It provides suggestions like maintaining proper training records and selecting effective trainers. The conclusion is that training is crucial for developing human resources to meet business challenges.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
Cd 8-project on effectiveness of training on employees performanceShilpa Singh
Here are the key advantages and disadvantages of on-the-job training summarized:
Advantages:
- Most cost effective method of training
- Employees are productive while learning
- Opportunity to learn by actually doing the job
- Training occurs in the real work environment
Disadvantages:
- Depends on the ability and time available of the trainer
- Risk of learning bad habits from the trainer
- Work environment may not be optimal for learning
- May disrupt workflow if not planned properly
So in summary, on-the-job training provides a practical and low-cost way to train employees but carries some risks regarding trainer quality and disruption to work. Careful planning is needed to maximize the benefits
Project Report of performance appraisal of bsnl.docxAjinkyaSatkar1
ABSTRACT
The Bharat Sanchar Nigam Limited located in Sakkardhara Telephone Exchange, Nagpur, BSNL is India’s oldest and largest communication Service Provider. Currently BSNL has a customer base of 64.8million (basic and mobile telephony). It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are managed by MTNL.
Objectives of the study are to find out the satisfaction level of the performance appraisal system, to analyze the level of achievement, to estimate the benefit of the performance appraisal system to the organization and to the individual.
The study is conducted by survey method using structured questionnaire with five point rating scale. Total population study was adopted. Data was analyzed using simple percentage and chi-square test.
The study had been conducted to analyze the effectiveness of performance Appraisal system on the managerial employees of the Bharat Sanchar Nigam Limited.
Effective performance appraisal method encourages employees in work and it also helps in improving their individual responsibility which in turn improves profitability of the organization.
summer internship project on Training Need Assessment for Industrial employee...Zubair Inam Barbhuiya
The document summarizes a training needs assessment report submitted as part of an MBA internship. It includes an acknowledgement section thanking various individuals for their support and guidance. The executive summary provides an overview of the internship project, which involved assessing the training needs of industrial employees at Metal & Steel Factory in Ishapore through questionnaires and interviews. The objectives were to identify any training needs, areas where training is needed, and how to address gaps through training. The scope covered training programs and practices at the company. The methodology included exploratory and descriptive research using primary and secondary data collection.
The document discusses the training policy and programs of Nuclear Power Corporation of India Limited (NPCIL). It aims to study the impact of training on the overall skill development of workers. The objectives are to examine the effectiveness and impact of training, study changes in behavioral patterns, compare output and cost effectiveness of training programs. It describes the methodology, data collection methods, statistical tools used and an overview of NPCIL. It discusses the various training centers, types of training programs organized, and formats for training calendar, notifications and effectiveness surveys.
The document summarizes the telecom industry in India. It discusses the key players in the public and private sector, as well as research and development firms and service providers. It outlines challenges faced by the industry during COVID-19, such as the need for quick customer service and remote working. Future prospects discussed include the Indian government's initiatives to support 5G rollout through policies, investments and reforms.
Project on training and development by karan k kamdi (2)Akshay Bhagat
The document is a project report submitted by Karan K Kamdi to his university on a study of training and development of employees at Indorama Synthetics (India) Ltd located in Butibori, Nagpur. The report includes an introduction, certificate of completion signed by his project guide and university director, declaration by the author, acknowledgements, table of contents, and initial chapters on introduction to human resource management, training and development, types of training, and methods of training. The report was submitted to fulfill requirements for an MBA degree at DMIMS university in Nagpur, India.
This document provides a summary of a summer training project report submitted by Shashank Dwivedi to the United Institute of Management in partial fulfillment of an MBA degree. The report focuses on assessing the effectiveness of training and development programs at Parle Biscuits Pvt. Limited in Sitarganj, Uttarakhand. The report includes an introduction, literature review, company profile, research methodology, data analysis and findings regarding training at Parle Biscuits.
This document provides an overview of the Indian footwear industry. It discusses the history and evolution of footwear production globally and in India. Some key points:
- India is the 2nd largest footwear producer globally, producing over 2 billion pairs annually. The major production centers are in Tamil Nadu, Maharashtra, Uttar Pradesh, and Punjab.
- India exports around 115 million pairs annually. Major export markets include the US, UK, Germany, Italy and UAE. Many global brands source footwear from India.
- The industry employs over 1.1 million people. Key segments include leather footwear, leather shoe uppers, and non-leather footwear like rubber chappals
This document summarizes a study conducted to measure the impact of training and development programs at SM Express Logistics Pvt Ltd in Mumbai. The study used a system level audit to evaluate existing training programs and identify areas for improvement. The objectives were to understand the types of training programs provided and evaluate their effectiveness. Key findings indicated training programs needed more structure and evaluation. Suggestions included committing more resources to training, linking training to business strategies, and providing ongoing skills development opportunities.
Project report on employees satisfactionMonika Deswal
Jio Assistant is an AI assistant developed by Anthropic to be helpful, harmless, and
honest. It aims to be helpful for users, harmless by avoiding offensive, toxic or dangerous
behaviors, and honest about what it can and cannot do.
22
ABOUT RELIANCE JIO WI-FI
Reliance Jio Wi-Fi is a free public Wi-Fi service provided by Reliance Jio Infocomm
Limited across India. It allows users to access high-speed internet through Wi-Fi hotspots set
up by Jio.
Key Features of Reliance Jio Wi-Fi:
- Free of Cost: The Wi-Fi service is completely free for
This internship report summarizes a study conducted on the training and development programs at Larsen & Toubro Infotech in Bangalore. The objectives of the study were to analyze the alignment of the programs with organizational goals and their effectiveness. A questionnaire was administered to 100 employees belonging to different stakeholder groups. The data collected was analyzed using statistical tools to understand the strengths and weaknesses of the current training processes. The findings of the study will help the organization identify areas of improvement and develop a more efficient training system aligned to individual and business needs.
Training report on Training & Development at VSIPLsunil pandey
This document is a report on summer training at Visual Soft India Private Limited submitted for a Master's degree. It includes declarations by the author and acknowledgements. The report contains 5 chapters that discuss the need for training and development in organizations. It examines the effectiveness of training programs at Visual Soft India Private Limited in developing employee skills. The report analyzes data from a training needs assessment survey and provides findings on the impact of training on employee performance, behavior, and productivity. It also evaluates the cost-effectiveness of training methods used by the company.
This document is a project report submitted by Supriya Kumari for her Post Graduate Diploma in Business Management at Xavier Institute of Management and Entrepreneurship, Bangalore. The report studies the recruitment and orientation processes at ITC Limited under the guidance of Ms. Sunitha Kandregula.
The report has three chapters. Chapter 1 provides background information on employee orientation and promotion processes. Chapter 2 focuses on preparing an employee handbook for ITC Limited to help new employees understand company policies. Chapter 3 examines ITC Limited's performance appraisal process and collects feedback from employees. The report aims to streamline recruitment, orientation, and performance evaluation at ITC Limited.
The document is a training report submitted by Ojas Maheshwari after completing a 30-day training at Bharat Sanchar Nigam Limited (BSNL) in Gwalior. It provides an overview of BSNL, describing its services such as basic telephone, mobile, internet, and intelligent network services. It also summarizes the structure of telecom exchanges, mentioning computer units, power plants, air conditioning units, and that exchanges include C-DOT, E-10B, OCB283, and EWSD systems. The report aims to provide knowledge about the latest telecom technologies acquired during the training.
The document summarizes an internship report on the training and development programs at Larsen & Toubro Infotech in Bangalore. It includes an introduction and sections on the company profile, objectives of the study, research methodology, data analysis, findings, suggestions and conclusions. The key findings are that training is important to the company, programs are generally effective but could better align individual learning to organizational goals through new technologies and hands-on training. Suggestions include improving awareness, education, infrastructure and coordination to enhance the impact of training programs.
This document is an internship report submitted to the Independent University, Bangladesh. It explores human resource development practices at Grameenphone, the largest mobile network operator in Bangladesh. The report begins with an introduction to Grameenphone and outlines the objectives of studying its HR practices and their impact on employee performance. It then describes the author's responsibilities during their internship at Grameenphone in the Security Risk and Expat Support department. The remainder of the report involves a literature review on topics related to HR practices and employee performance, research methodology used in the study, data collection and analysis, findings, limitations, and recommendations.
Distribution channel at Bhushan Power and Steels LtdANANDKUMAR TIWARI
The document is a training report submitted by Anandkumar Tiwari to Bhushan Power and Steel Ltd (BPSL) as part of an MBA program. It provides an overview of BPSL's distribution channels. The report includes sections on the steel industry trends in India and globally, BPSL's product portfolio and manufacturing locations, and the objectives and scope of studying BPSL's distribution network. It also outlines the report's structure which will cover distribution channels used by BPSL, intermediaries in the channels, marketing activities and recommendations.
Satisfaction of Employees on Joining Process at Reliance JIO Shakti Prasad Tiwari
Reliance Jio is a telecommunications company in India that provides 4G LTE services including voice, data, and video. The document discusses Reliance Jio's products and services, organizational structure, mission to expand digital access across India, and goals of providing affordable smartphones and digital services. It also briefly outlines Reliance Jio's recruitment and selection process.
The document outlines a training needs assessment that was conducted for Shree Mahuva Pradesh Sahakari Khand Udyog Mandli Ltd. to design a training and development model. It involved assessing needs through a training needs analysis form completed by department heads and discussions with employees. A review of the company profile and organizational analysis was also conducted to understand where training was needed. The needs assessment data was then analyzed to identify behavioral and functional training needs to inform the design of the training program.
- The document is a resume for Stanley Jones.W who currently works as an Assistant Officer of Industrial Relations at Larsen & Toubro Construction Ltd, with over 2 years of experience.
- His role involves administrative and HR responsibilities like managing staff, contractors, payroll and ensuring compliance.
- He has a professional degree in HR management and has participated in conferences and internships in various sectors to gain experience.
This document summarizes a study on training and development programs at Hindustan Petroleum Corporation Limited (HPCL). It discusses that HPCL has training programs at different levels for new, supervisory, and managerial employees. The objectives of the study were to evaluate HPCL's training programs and their effectiveness. Primary and secondary data was collected through questionnaires, interviews, and documents. The findings indicated that employees participated in training mostly to improve job performance and that trainers provided personal attention. Suggestions included providing regular feedback, consulting employees on training needs, and conducting both on-the-job and off-the-job training.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
A FACULTY STUDENT COLLABORATIVE LEARNINGNeha Mohabey
This document is a report on training and development practices in different sector companies and their impact on employees. It includes an introduction, literature review, objectives, methodology, data analysis, findings, conclusions, and appendices. The report was compiled by 5 students for their postgraduate diploma in management. It analyzes data collected through questionnaires distributed to 126 employees across different companies and sectors regarding various aspects of training and development practices. The key areas examined include identification of training programs, frequency, methods, satisfaction levels, impact on performance and attrition. The findings provide insights into how training is impacting companies' workforces.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
The document discusses the training policy and programs of Nuclear Power Corporation of India Limited (NPCIL). It aims to study the impact of training on the overall skill development of workers. The objectives are to examine the effectiveness and impact of training, study changes in behavioral patterns, compare output and cost effectiveness of training programs. It describes the methodology, data collection methods, statistical tools used and an overview of NPCIL. It discusses the various training centers, types of training programs organized, and formats for training calendar, notifications and effectiveness surveys.
The document summarizes the telecom industry in India. It discusses the key players in the public and private sector, as well as research and development firms and service providers. It outlines challenges faced by the industry during COVID-19, such as the need for quick customer service and remote working. Future prospects discussed include the Indian government's initiatives to support 5G rollout through policies, investments and reforms.
Project on training and development by karan k kamdi (2)Akshay Bhagat
The document is a project report submitted by Karan K Kamdi to his university on a study of training and development of employees at Indorama Synthetics (India) Ltd located in Butibori, Nagpur. The report includes an introduction, certificate of completion signed by his project guide and university director, declaration by the author, acknowledgements, table of contents, and initial chapters on introduction to human resource management, training and development, types of training, and methods of training. The report was submitted to fulfill requirements for an MBA degree at DMIMS university in Nagpur, India.
This document provides a summary of a summer training project report submitted by Shashank Dwivedi to the United Institute of Management in partial fulfillment of an MBA degree. The report focuses on assessing the effectiveness of training and development programs at Parle Biscuits Pvt. Limited in Sitarganj, Uttarakhand. The report includes an introduction, literature review, company profile, research methodology, data analysis and findings regarding training at Parle Biscuits.
This document provides an overview of the Indian footwear industry. It discusses the history and evolution of footwear production globally and in India. Some key points:
- India is the 2nd largest footwear producer globally, producing over 2 billion pairs annually. The major production centers are in Tamil Nadu, Maharashtra, Uttar Pradesh, and Punjab.
- India exports around 115 million pairs annually. Major export markets include the US, UK, Germany, Italy and UAE. Many global brands source footwear from India.
- The industry employs over 1.1 million people. Key segments include leather footwear, leather shoe uppers, and non-leather footwear like rubber chappals
This document summarizes a study conducted to measure the impact of training and development programs at SM Express Logistics Pvt Ltd in Mumbai. The study used a system level audit to evaluate existing training programs and identify areas for improvement. The objectives were to understand the types of training programs provided and evaluate their effectiveness. Key findings indicated training programs needed more structure and evaluation. Suggestions included committing more resources to training, linking training to business strategies, and providing ongoing skills development opportunities.
Project report on employees satisfactionMonika Deswal
Jio Assistant is an AI assistant developed by Anthropic to be helpful, harmless, and
honest. It aims to be helpful for users, harmless by avoiding offensive, toxic or dangerous
behaviors, and honest about what it can and cannot do.
22
ABOUT RELIANCE JIO WI-FI
Reliance Jio Wi-Fi is a free public Wi-Fi service provided by Reliance Jio Infocomm
Limited across India. It allows users to access high-speed internet through Wi-Fi hotspots set
up by Jio.
Key Features of Reliance Jio Wi-Fi:
- Free of Cost: The Wi-Fi service is completely free for
This internship report summarizes a study conducted on the training and development programs at Larsen & Toubro Infotech in Bangalore. The objectives of the study were to analyze the alignment of the programs with organizational goals and their effectiveness. A questionnaire was administered to 100 employees belonging to different stakeholder groups. The data collected was analyzed using statistical tools to understand the strengths and weaknesses of the current training processes. The findings of the study will help the organization identify areas of improvement and develop a more efficient training system aligned to individual and business needs.
Training report on Training & Development at VSIPLsunil pandey
This document is a report on summer training at Visual Soft India Private Limited submitted for a Master's degree. It includes declarations by the author and acknowledgements. The report contains 5 chapters that discuss the need for training and development in organizations. It examines the effectiveness of training programs at Visual Soft India Private Limited in developing employee skills. The report analyzes data from a training needs assessment survey and provides findings on the impact of training on employee performance, behavior, and productivity. It also evaluates the cost-effectiveness of training methods used by the company.
This document is a project report submitted by Supriya Kumari for her Post Graduate Diploma in Business Management at Xavier Institute of Management and Entrepreneurship, Bangalore. The report studies the recruitment and orientation processes at ITC Limited under the guidance of Ms. Sunitha Kandregula.
The report has three chapters. Chapter 1 provides background information on employee orientation and promotion processes. Chapter 2 focuses on preparing an employee handbook for ITC Limited to help new employees understand company policies. Chapter 3 examines ITC Limited's performance appraisal process and collects feedback from employees. The report aims to streamline recruitment, orientation, and performance evaluation at ITC Limited.
The document is a training report submitted by Ojas Maheshwari after completing a 30-day training at Bharat Sanchar Nigam Limited (BSNL) in Gwalior. It provides an overview of BSNL, describing its services such as basic telephone, mobile, internet, and intelligent network services. It also summarizes the structure of telecom exchanges, mentioning computer units, power plants, air conditioning units, and that exchanges include C-DOT, E-10B, OCB283, and EWSD systems. The report aims to provide knowledge about the latest telecom technologies acquired during the training.
The document summarizes an internship report on the training and development programs at Larsen & Toubro Infotech in Bangalore. It includes an introduction and sections on the company profile, objectives of the study, research methodology, data analysis, findings, suggestions and conclusions. The key findings are that training is important to the company, programs are generally effective but could better align individual learning to organizational goals through new technologies and hands-on training. Suggestions include improving awareness, education, infrastructure and coordination to enhance the impact of training programs.
This document is an internship report submitted to the Independent University, Bangladesh. It explores human resource development practices at Grameenphone, the largest mobile network operator in Bangladesh. The report begins with an introduction to Grameenphone and outlines the objectives of studying its HR practices and their impact on employee performance. It then describes the author's responsibilities during their internship at Grameenphone in the Security Risk and Expat Support department. The remainder of the report involves a literature review on topics related to HR practices and employee performance, research methodology used in the study, data collection and analysis, findings, limitations, and recommendations.
Distribution channel at Bhushan Power and Steels LtdANANDKUMAR TIWARI
The document is a training report submitted by Anandkumar Tiwari to Bhushan Power and Steel Ltd (BPSL) as part of an MBA program. It provides an overview of BPSL's distribution channels. The report includes sections on the steel industry trends in India and globally, BPSL's product portfolio and manufacturing locations, and the objectives and scope of studying BPSL's distribution network. It also outlines the report's structure which will cover distribution channels used by BPSL, intermediaries in the channels, marketing activities and recommendations.
Satisfaction of Employees on Joining Process at Reliance JIO Shakti Prasad Tiwari
Reliance Jio is a telecommunications company in India that provides 4G LTE services including voice, data, and video. The document discusses Reliance Jio's products and services, organizational structure, mission to expand digital access across India, and goals of providing affordable smartphones and digital services. It also briefly outlines Reliance Jio's recruitment and selection process.
The document outlines a training needs assessment that was conducted for Shree Mahuva Pradesh Sahakari Khand Udyog Mandli Ltd. to design a training and development model. It involved assessing needs through a training needs analysis form completed by department heads and discussions with employees. A review of the company profile and organizational analysis was also conducted to understand where training was needed. The needs assessment data was then analyzed to identify behavioral and functional training needs to inform the design of the training program.
- The document is a resume for Stanley Jones.W who currently works as an Assistant Officer of Industrial Relations at Larsen & Toubro Construction Ltd, with over 2 years of experience.
- His role involves administrative and HR responsibilities like managing staff, contractors, payroll and ensuring compliance.
- He has a professional degree in HR management and has participated in conferences and internships in various sectors to gain experience.
This document summarizes a study on training and development programs at Hindustan Petroleum Corporation Limited (HPCL). It discusses that HPCL has training programs at different levels for new, supervisory, and managerial employees. The objectives of the study were to evaluate HPCL's training programs and their effectiveness. Primary and secondary data was collected through questionnaires, interviews, and documents. The findings indicated that employees participated in training mostly to improve job performance and that trainers provided personal attention. Suggestions included providing regular feedback, consulting employees on training needs, and conducting both on-the-job and off-the-job training.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
A FACULTY STUDENT COLLABORATIVE LEARNINGNeha Mohabey
This document is a report on training and development practices in different sector companies and their impact on employees. It includes an introduction, literature review, objectives, methodology, data analysis, findings, conclusions, and appendices. The report was compiled by 5 students for their postgraduate diploma in management. It analyzes data collected through questionnaires distributed to 126 employees across different companies and sectors regarding various aspects of training and development practices. The key areas examined include identification of training programs, frequency, methods, satisfaction levels, impact on performance and attrition. The findings provide insights into how training is impacting companies' workforces.
Similar to Summer Internship Project ppt (MBA) (20)
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
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The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
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1. PRESENTATION
ON
“ TRAINING & DEVELOPMENT PROGRAMS IN BSNL, ASSAM CIRCLE, GUWAHATI”
A Project Report submitted in partial fulfilment of the requirement of the Degree of Master of Business Administration
(MBA), in NERIM Group of Institution under Dibrugarh University.
SUBMITTED BY
ABHISHEK ROY CHOUDHURY
MBA 3rd Semester, Roll No: 08/22
Session: 2022-2024
2. Under the Guidance of
ORGANISATIONAL GUIDE
Mr. S. Aundhekar
AGM HR (Admin.)
BSNL, Assam Telecom Circle, Office,
Guwahati- 781001
INSTITUTIONAL GUIDE
Dr. Karabi Goswami
Asstt. Professor
Dept. of Business Administration
NERIM Group of Institutions
Guwahati-781022
NERIM Group of Institutions
Padma Nath Sarmah Bhawan
Jayanagar, Khanapara, Guwahati-781022
4. ACKNOWLEDGEMENT
I am fortunate enough to get a chance to do my Summer Internship Project titled “A Study on Training &
Development Programs in BSNL, Assam Telecom Circle, Panbazar, Guwahati” in BSNL, Assam Circle,
BSNL Bhawan, Panbazar, Guwahati-781001 for the period of 2 months with effect from 1st July to 31st
August 2023. I would like to extend my thanks to Mr. Bipul Agarwal (CGMT) & Mr. J P Singh (GM
HR/Admin.), BSNL,Assam Telecom Circle,Guwahati for providing me the opportunity.
I would also like to express my gratitude to the Chairman of NERIM Dr. Zoiinath Sarma, Director of
NERIM Group of Institutions, (Prof.) Dr. Sangeeta Tripathi, HOD of the Department of Business
Administration & my internal guide Dr. Karabi Goswami, Cordinator &Placement Officer of Training &
Placement Cell, Mr. Sagar Sakia & Ms. Suman Agarwal for giving me this opportunity to do my Summer
Internship Project.
Then, I would like to thank the officers of BSNL who guided me in the organisation for completion of my
Summer Internship Project. I would like to thank my organisational guide Mr. S. Aundhekar (AGM HR),
Mr. Vivek Dathe (ADT Staff), Mr. Jyotish Baishya (ADT Legal), Mr. Pritam Sarmah (SDE Training), Mr.
Nitin Bhavaskar (AGM, ZTTC Guwahati).
1
5. 2
I would also like to thank the employees of BSNL who have
provided their honest feedback through the questionnaires which
helped me to analysis the data & interpret these in my project.
Last but not the least, I would like to express my sincere thanks to
everyone who extended their co-operation & helped me for timely
completion of my assigned project.
Abhishek Roy Choudhury
MBA 3rd Semester, NERIM
7. PART A-ABOUT THE INDUSTRY
1.A.1: INTRODUCTION TO TELECOM
INDUSTRY
The Telecom Industry in India is one of the largest
and most profitable telecom markets in the world.
The industry has been growing at a faster pace and
the latest developments are transforming the
industry at every level.
According to TRAI, the revenue for service
provider has been decreasing steadily, after it peaked
to Rs.73,344.66 cr & Rs.53,383.55 cr in the April-
June 2016 quarter with ARPU of Rs.140.88.
The telecom industry in India grew significantly
over the last few years by 65%, with total
installations increasing from 400,000 in 2014 to
660,000 by 2021.
4
8. 5
The number of Mobile Base Trans receiver Stations (BTS) has
grown rapidly, increasing by 187% from 2014 to 2021.
There are 7, 10,000 employees working in the Telecom
Companies in India whereas the count for the same in the world
is 80,00,000.
There are 8500 Telecom Companies in India and 2, 30,000
Telecom Companies in the world.
9. PART B-COMPANY PROFILE
1.B.1: COMPANY OVERVIEW
Company Logo
Name of the company- Bharat Sanchar Nigam Limited
Tagline- Connecting India Faster
Type- Communication Service Provider
Availability- PAN India
Owner- Government of India
Status of the company- PSU under Companies Act
1956
Corporate ID No. U74899DL2000GOI107739
Key People- (CMD) P.K Purwar
Founded- 1st October 2000
Official Website- https://www.bsnl.co.in
6
10. 7
1.B.2: HISTORY OF BSNL
• The foundation of telecom network in India was laid down by the British sometimes during the 19th
century.
• During the British era, the first telegraph line was established between Calcutta & Diamond Harbour
in 1850.
• The British East India Company started using the telegraph in 1851& until 1854 telegraph lines were
laid across the country.
• In 1854, the telegraph service was opened to the public & the first telegram was sent from Bombay to
Pune. In 1885, the Indian Telegraph Act was passed by the British Imperial Legislative Council.
• After the bifurcation of Post & Telegraph department in the 1980s, the creation of Department of
Telecom (DoT) eventually led to the emergence of the government owned telegraph &telephone
enterprise which led the foundation of BSNL.
11. 8
• For 160 years, BSNL had operated as the public telegram service.
• In 2010 the telex network between it’s182 offices was replaced with the
“Web Based Telegram Messaging System” which relied on internet
connections rather than telex lines (which are more reliable where power
outages are more common).
• This led to a decline in service & the company applied the title
“diminished service” to telegrams in 2010.
• Finally, on 15 July 2013 the public telegram service was shut down
completely.
12. PART C-ABOUT THE TOPIC
Topic-“A STUDY ON TRAINING & DEVLOPEMENT PROGRAMS AT BSNL, ASSAM
CIRCLE, GUWAHATI”
1.C.1: INTROUCTION TO HRM
Human Resource Management (HRM) is defined as a set of policies, practices & programs designed to
maximise both personal & organisational goals. It is the process by which the people & organisation are
bound together in such a way that both of them are able to achieve their objectives.
In short, Human Resource Management comprises of the functions & principle that are applied to
retaining, training, developing & compensating the employees in organisation. It is also applicable to non-
business organisations, such as education, healthcare etc. It also includes employee’s safety & security,
orientation & induction etc.
1.C.2: INTRODUCTION TO TRAINING & DEVELOPMENT
Training & development is the subsystem of an organisation. It ensures that randomness is reduced &
learning or behavioural changes takes place in structured format.
9
13. 10
1.C.2.1: TRAINING
Training is teaching or developing in oneself or others, any skills & knowledge or
fitness that relate relate to specific useful competencies. Training has specific goals of
improving one’s capability, capacity, productivity & performance
1.C.2.2: DEVELOPMENT
Development is a process that creates growth, progress, positive change or the addition
of physical, economical, environmental, social & demographic components. The
purpose of development is a rise in the level & quality of life of the population & the
creation or the expansion of local regional income & employment opportunities, without
damaging the resources of the environment. Development is visible & useful, not
necessarily immediately & includes an aspect of quality change & the creation of
conditions for a continuation of that change.
15. Title-“A STUDY ON TRAINING &
DEVLOPEMENT PROGRAMS AT BSNL, ASSAM
CIRCLE, GUWAHATI”
Objectives-
1.To find out the relevance of training & development
programs in achieving goals of the organisation.
2.The basis on which the training & development
programs are planned & scheduled.
3.To study the impact of training & development
programs in the work life of employees of BSNL.
Scope of Sudy-
The study is conducted at Assam Circle Office,
Guwahati where this survey would help to know the
advantages& disadvantages of training &
development programs & the merits & demerits of the
same in the overall work life of employees in BSNL.
Research Design-Descriptive
Sample size- 120 employees covering all departments of organisation
Sample unit- Employees of BSNL, Assam Telecom Circle
Sampling Technique- Convenience Sampling
Type of data collected- Primary data, Secondary data
Data collection methods-
PRIMARY DATA-
Direct observation, schedule & Questionnaire
SECONDARY DATA-
Journals, government websites & manuals
Limitations-
1.Some of the employees were not cooperative during the study
2.Some of the respondents were not open minded & were biased
during the fillup of questionnaires
3.The employees took long time in returning the questionnaire
4.The number of duely filled questionnaire were low.
12
17. 1.Training & development helps in increasing productivity of employees to
achieve organisational goals.
Analysis- From the above
table, it is seen that 55% of
the respondent strongly
agreed that training &
development helps in
increasing employees
productivity, 25% agreed,
8% disagreed, 4% strongly
disagreed &8% are neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 66 55%
Agree 30 25%
Neither agree nor
disagree
9 8%
Disagree 10 8%
Strongly Disagree 5 4%
Total 120 100%
14
18. Interpretation- It can be
interpreted from the above
analysis that, training &
development helps in
increasing employees
productivity as agreed by
maximum number of
respondents (96
respondents).
66
30
9 10
5
55% 25% 8% 8% 4%
0
10
20
30
40
50
60
70
Strongly Agree Agree Neither agree nor
disagree
Disagree Strongly
Disagree
Frequency
&
Percentage
Options
Frequency Percentage (%)
15
19. 2.The training & development programs in your organisation were well
planned
Analysis- From the above
table, it is seen that 21% of
the respondents strongly
agreed that training &
development programs are
well planned in the
organisation, 61%
agreed,5% disagreed, 9%
strongly disagreed &4% are
neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 25 21%
Agree 73 61%
Neither agree nor
disagree
5 4%
Disagree 6 5%
Strongly Disagree 11 9%
Total 120 100%
16
20. Interpretation- It can be
interpreted from the above
analysis that, training &
development programs in
the organisation were well
planned as agreed by
maximum number of
respondents (98
respondents).
25 73 5 6 11
21% 61% 4% 5% 9%
99%
99%
99%
99%
99%
100%
100%
100%
Strongly Agree Agree Neither agree
nor disagree
Disagree Strongly
Disagree
Frequency
&
Percentage
Options
Frequency Percentage (%)
17
21. 3.The training & development programs in your organisation were of
sufficient duration.
Analysis- From the above
table, it is seen that 17% of
the respondents strongly
agreed that training &
development programs
were of sufficient duration
in the organisation, 67%
agreed, 3% disagreed,
10% disagreed &3% are
neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 20 17%
Agree 80 67%
Neither agree nor
disagree
4 3%
Disagree 3 3%
Strongly Disagree 13 10%
Total 120 100%
18
22. Interpretation- It can be
interpreted from the above
analysis that, training &
development programs
were of sufficient duration
in the organisation as
agreed by maximum
number of respondents
(100 respondents).
20
80
4
3
13
17%
67%
3%
3%
10%
98% 99% 99% 99% 99% 99% 100% 100% 100%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
Frequency & Percentage
Options
Frequency Percentage (%)
19
23. 4.Training is periodically improved
Analysis- From the above
table, it is seen that 20% of
the respondents strongly
agreed that training is
periodically improved, 63%
agreed, 2% disagreed, 7%
strongly disagreed &8%are
neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 25 20%
Agree 75 63%
Neither agree nor
disagree
10 8%
Disagree 2 2%
Strongly Disagree 8 7%
Total 120 100%
20
24. Interpretation- It can be
interpreted from the above
analysis that, training were
periodically improved as
agreed by maximum
number of respondents
(100 respondents).
25
75
10
2
8
20%
63%
8%
2%
7%
0%
10%
20%
30%
40%
50%
60%
70%
0
10
20
30
40
50
60
70
80
Strongly Agree Agree Neither agree
nor disagree
Disagree Strongly
Disagree
Percentage
(%)
Frequency
Options
Frequency Percentage (%)
21
25. 5.Training & development programs emphasis on developing
technical & managerial capacities of employees.
Analysis- From the above
table, it is seen that 25% of
respondents strongly
agreed that T&D programs
emphasis on developing
their technical &
managerial capacities, 50%
agreed, 13% disagreed,
4% strongly disagreed
&8%are neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 30 25%
Agree 60 50%
Neither agree nor
disagree
10 8%
Disagree 15 13%
Strongly Disagree 5 4%
Total 120 100%
22
26. Interpretation- It can be
interpreted from the above
analysis that, T&D
programs emphasis on
developing technical &
managerial capacities of
employees as agreed by
maximum number of
respondents (90
respondents).
30
60
10
15
5
25% 50% 8% 13% 4%
0
10
20
30
40
50
60
70
Strongly Agree Agree Neither agree nor
disagree
Disagree Strongly
Disagree
Frequency
Options
Frequency Percentage (%)
23
27. 6.Training of workers were given adequate importance in your
organisation.
Analysis- From the above
table, it is seen that 67% of
respondents strongly
agreed that adequate
importance is given to
training of workers in the
organisation, 21% agreed,
1% disagreed, 3% strongly
disagreed &8%are neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 80 67%
Agree 25 21%
Neither agree nor
disagree
10 8%
Disagree 1 1%
Strongly Disagree 4 3%
Total 120 100%
24
28. Interpretation- It can be
interpreted from the above
analysis that, adequate
importance is given to
training of workers in the
organisation as agreed by
maximum number of
respondents (88
respondents).
67%
21%
8%
1% 3%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
25
29. 7.Employees were nominated for training programs as per works &
developmental needs
Analysis- From the above
table, it can be seen that 75%
of respondents strongly agreed
that employees were
nominated for training
programs as per works &
developmental needs, 12%
agreed, 6% disagreed, 2%
strongly disagreed & 5% are
neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 90 75%
Agree 15 12%
Neither agree nor
disagree
6 5%
Disagree 7 6%
Strongly Disagree 2 2%
Total 120 100%
26
30. Interpretation- It can be
interpreted from the above
analysis that, employees
were nominated for training
programs as per works &
developmental needs as
agreed by maximum
number of respondents (87
respondents).
75%
12%
5%
6%
2%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
27
31. 8.Those who were nominated for training programs take the training
sincerely
Analysis- From the above
table, it can be seen that
20% of respondents
strongly agreed that the
employees nominated take
the training programs
sincerely, 75% agreed, 2%
disagreed, 2% strongly
disagreed &1% are neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 24 20%
Agree 90 75%
Neither agree nor
disagree
1 1%
Disagree 2 2%
Strongly Disagree 3 2%
Total 120 100%
28
32. Interpretation- It can be
interpreted from the above
analysis, that those
employees nominated take
the training programs
sincerely as agreed by
maximum number of
respondents (114
respondents).
24
90
1 2 3
20%
75%
1%
2%2%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
29
33. 9.Employees have role in determining the training
they undertake.
Analysis- From the above
table, it is seen that 3% of
respondents strongly
agreed that employees
have role in determining
the training programs, 14%
agreed, 58% disagreed,
4% strongly disagreed
&21% are neutral.
Options Freque
ncy
(sample
size
120)
Percentag
e (%)
Strongly Agree 3 3%
Agree 17 14%
Neither agree nor
disagree
25 21%
Disagree 70 58%
Strongly Disagree 5 4%
Total 120 100%
30
34. Interpretation- It can be
interpreted from the above
analysis that, employees
do not have role in
determining the training
they undertake as
disagreed by maximum
number of respondents (70
respondents).
3%
14%
21%
58%
4%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
31
35. 10.The quality of training programs in your
organisation are just & sufficient.
Analysis- From the above
table, it can be seen that
8% of respondents strongly
agreed that quality of
training programs was just
& sufficient, 71% agreed,
6% disagreed, 3% strongly
disagreed &12% are
neutral.
Options Frequ
ency
Percent
age (%)
Strongly Agree 10 8%
Agree 85 71%
Neither agree
nor disagree
15 12%
Disagree 7 6%
Strongly
Disagree
3 3%
Total 120 100%
32
36. Interpretation- It can be
interpreted from the above
analysis that, the quality of
training programs in the
organisation were just &
sufficient as agreed by
maximum number of
respondents (95
respondents)
8%
71%
12%
6% 3%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
33
37. 11.The external training were provided to the
employees as per requirement
Analysis- From the above
table, it can be seen that, 25%
of respondents strongly agreed
that external training were
provided as per requirement of
the employees, 67% agreed,
3% disagreed, 2% strongly
disagreed &3% are neutral.
Options Frequ
ency
Percenta
ge
(approx.
) (%)
Strongly Agree 30 25%
Agree 80 67%
Neither agree nor
disagree
3 3%
Disagree 5 3%
Strongly Disagree 2 2%
Total 120 100%
34
38. Interpretation- It can be
interpreted from the above
analysis that, external
training were provided to
employees as per
requirements as agreed by
maximum number of
respondents (110
respondents).
30
80
3
5
2
25% 67% 3% 3% 2%
0
10
20
30
40
50
60
70
80
90
Strongly Agree Agree Neither agree nor
disagree
Disagree Strongly
Disagree
Frequency
&
Percentage
Options
Frequency Percentage (%)
35
39. 12.There is well-designed & widely shared training
policy in the company.
Analysis- From the above
table, it can be seen that
8% of respondents strongly
agreed that the company
has well-planned & widely
shared training policy, 83%
agreed, 3% disagreed, 4%
strongly disagreed &2%are
neutral.
Options Frequ
ency
(sampl
e size
120)
Percentage
(approx. %)
Strongly Agree 10 8%
Agree 100 83%
Neither agree nor
disagree
2 2%
Disagree 3 3%
Strongly Disagree 5 4%
Total 120 100%
36
40. Interpretation- It can be
interpreted from the above
analysis that, the company
has well-planned & widely
shared training policy as
agreed by maximum
respondents (110
respondents).
10 100
2 3
5
8% 83%
2% 3%
4%
98%
99%
99%
99%
99%
99%
100%
100%
100%
Strongly Agree Agree Neither agree
nor disagree
Disagree Strongly
Disagree
Frequency
&
Percentage
Options
Frequency Percentage (approx. %)
37
41. 13. There is a proper feedback system in the
training process in the organisation.
Analysis- From the above,
it can be seen that 4%of
respondents strongly
agreed that there is proper
feedback system in training
process in the organisation,
75% agreed, 13%
disagreed, 5% strongly
disagreed &3%are neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx.%)
Strongly Agree 5 4%
Agree 90 75%
Neither agree
nor disagree
4 3%
Disagree 5 13%
Strongly
Disagree
6 5%
Total 120 100%
38
42. Interpretation- It can be
interpreted from the above
analysis that, there is a
proper feedback system in
the training process in the
organisation as agreed by
maximum number of
respondents (95
respondents).
5
90
4
5
6
4%
75%
3%
13%
5%
96% 97% 97% 98% 98% 99% 99% 100% 100%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
Frequency & Percentage
Options
Frequency Percentage (approx.%)
39
43. 14.There were doubt clearing sessions in the
training programs in your organisation.
Analysis-From the above
table, it can be seen that 25%
of respondents strongly agreed
that there were doubt clearing
sessions in the training
programs in the organisation,
57% agreed, 4% disagreed,
6% strongly disagreed &8%are
neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx. %)
Strongly Agree 30 25%
Agree 68 57%
Neither agree
nor disagree
10 8%
Disagree 5 4%
Strongly
Disagree
7 6%
Total 120 100%
40
44. Interpretation- It can be
interpreted from the above
analysis that, there were
doubt clearing sessions in
the training programs in the
organisation as agreed by
maximum number of
respondents (98
respondents).
30
68
10
5
7
25%
57%
8%
4%
6%
0 10 20 30 40 50 60 70 80
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
Frequency & Percentage
Options
Percentage (approx. %) Frequency
41
45. 15.Training programs help in improving job
satisfaction of the employees.
Analysis- From the above
table, it can be seen that
8% of respondents strongly
agreed that job satisfaction
of the employees were
improved by the training
programs, 59% agreed, 4%
disagreed, 8% strongly
disagreed &21% are
neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx. %)
Strongly Agree 10 8%
Agree 70 59%
Neither agree
nor disagree
25 21%
Disagree 5 4%
Strongly
Disagree
10 8%
Total 120 100%
42
46. Interpretation- It can be
interpreted from the above
analysis that, training
programs help in improving
job satisfaction of the
employees as agreed by
maximum number of
respondents (80
respondents).
10 70 25 5 10
8% 59% 21% 4% 8%
99%
99%
99%
99%
99%
100%
100%
100%
Strongly Agree Agree Neither agree
nor disagree
Disagree Strongly
Disagree
Frequency
&
Percentage
Options
Frequency Percentage (approx. %)
43
47. 16.Training programs help in overall development
of the employees in the organisation.
Analysis- From the above
table, it can be seen that 42%
of respondents strongly agreed
that training programs helps in
overall development of
employees in the organisation,
50% agreed, 4% disagreed,
2% strongly disagreed & 2%
are neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx. %)
Strongly Agree 50 42%
Agree 60 50%
Neither agree
nor disagree
2 2%
Disagree 5 4%
Strongly
Disagree
3 2%
Total 120 100%
44
48. Interpretation- It can be
interpreted from the above
analysis that, training
programs helps in the
overall development of
employees in the
organisation as agreed by
maximum no, of
respondents (110
respondents).
42%
50%
2%
4%
2%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
45
49. 17. The training given to trainee helps to cope up with the
constantly changing environment for better performance.
Analysis- From the above
table, it can be seen that 17%
of respondents strongly agreed
that for better performance,
trainees cope up with the
constantly changing
environment, 79% strongly
agreed, 1% disagreed, 1%
strongly disagreed, 2% are
neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx. %)
Strongly Agree 20 17%
Agree 95 79%
Neither agree
nor disagree
2 2%
Disagree 1 1%
Strongly
Disagree
2 1%
Total 120 100%
46
50. Interpretation- It can be
interpreted from the above
analysis that, trainees cope
up with the constantly
changing environment for
better performance as
agreed by maximum
number of respondents
(115 respondents).
17%
79%
2%
1%
1%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
47
51. 18. The training & development programs were
regularly updated as per job requirement.
Analysis- From the above
table, it can be seen that 13%
of the respondents strongly
agreed that training &
development programs are
regularly updated as per job
requirement, 58% agreed, 8%
disagreed, 4% strongly
disagreed &17% are neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx.%)
Strongly Agree 15 13%
Agree 70 58%
Neither agree
nor disagree
20 17%
Disagree 10 8%
Strongly
Disagree
5 4%
Total 120 100%
48
52. Interpretation- It can be
interpreted from the above
analysis that, training &
development programs
were regularly updated as
per job requirement as
agreed by maximum no. of
respondents (85
respondents).
15
70
20
10
5
13%
58%
17%
8%
4%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
49
53. 19.Training helps the employees to understand
their job clearly.
Analysis- From the above
table, it can be seen that
4% of respondents strongly
agreed that training helps
the employees
understanding their job
clearly, 83% agreed, 3%
disagreed, 9% strongly
disagreed &1%are neutral.
Options Frequ
ency
(samp
le size
120)
Percentage
(approx.%)
Strongly Agree 5 4%
Agree 100 83%
Neither agree
nor disagree
1 1%
Disagree 4 3%
Strongly
Disagree
10 9%
Total 120 100%
50
54. Interpretation- It can be
interpreted from the above
analysis that, training helps
employees understand
their jobs clearly as agreed
by maximum no. of
respondents (105
respondents).
4%
83%
1%
3%
9%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
51
55. 20.Training & development programs help in improving
the standard of living of the employees of the
organisation.
Analysis- From the above
table, it can be seen that,
2% of respondents strongly
agreed that training &
development programs
helps in improving standard
of living of employees, 42%
agreed, 5% disagreed,
10% strongly disagreed
&41% are neutral.
Options Frequency
(sample size
120)
Percentage
(approx. %)
Strongly Agree 2 2%
Agree 50 42%
Neither agree
nor disagree
50 41%
Disagree 6 5%
Strongly
Disagree
12 10%
Total 120 100%
52
56. Interpretation- It can be
interpreted from the above
analysis that, training &
development programs
helps employees improve
their standard of living as
agreed by maximum no. of
respondents (52
respondents).
2%
42%
41%
5%
10%
Strongly Agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
53
57. CHAPTER 4-FINDINGS
Objective-To find out the relevance of
training & development programs in
achieving goals of the organisation.
Finding- From the above data analysis &
interpretation it is found that, training &
development programs in BSNL is in
relevance to achieving goals of the
organisation..
Objective-The basis on which the training &
development programs are planned &
scheduled.
Finding- From the above data analysis &
interpretation it is found that training &
development programs in BSNL is well
planned, well scheduled & widely shared.
Objective- To study the impact of training &
development programs in the worklife of
employees of BSNL.
Finding- From the above data analysis &
interpretation it is found that employees in
BSNL have improved standard of living, are
clear about their job & also equipped with
technical & managerial skills with the help of
training & development programs.
54
58. CHAPTER 5-SUGGESTIONS
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 relate 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 interaction
55
59. CONCLUSION
According to the study conducted we can conclude that the overall
satisfaction level of employees in relation to the training programs is
moderate.
The employees agree that the training programs helps to increase
productivity and achieve the organizational goal.
The employees said that the training programs in the organization are well
planned but they are not satisfied with the duration of the training program
and the are also not satisfied with the evaluation process of training program,
they are not evaluated periodically.
The training programs in the organization strongly focus on the technical and
managerial capabilities but these programs are not given adequate
importance sometimes because of the work pressure.
56
Editor's Notes
All slide Nos. are according to the numbers in Number Area of each slides