Académique Documents
Professionnel Documents
Culture Documents
ON
1
DECLARATION
Lucknow), hereby declare that the research project entitled “Training &
completed by me.
The information, facts & findings in this report are based on my indigenous
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Serial no. Chapters Page No.
3. Company Profile 39
5. 68
Research methodology
9. Bibliography
96
10. Annexure 98
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4
PREFACE OF THE STUDY
Research report is the inseparable aspect of the professional course today. This is the basic
criteria which makes it mandatory for the participants in any curriculum that he/she carries
out in his/her own thought and blends it with the officials data on the basis of which a
With the philosophy in mind my research report is based on the training and development
The entire study has been based on the accomplishment of the following objectives.
Specific and proper methodology was needed to make the project report successful.in this
research report the methodology adopted has been concerned with techniques for
collecting primary and secondary data. This project report work of mine was centered in
employee.primary data have been gathered on the basis of the structural questionnaire
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which are designed under the guidance of the company concerned people. The secondary
information have been gathered from the company’s internal files and records.
There are certain limitations, which cannot be ruled out after taking all possible
• First of all, the scope of study is limited as it come only important provisions laid down
• The sample size was small here, the conclusion might not be right for the remaining
workers.
• No consolidate date available; means students depend upon the secondary data.
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TRAINING AND DEVELOPMENT
AN INTRODUCTION
upgrade their work methods, works norms, technical and managerial skills, and employees
motivation to face the challenges due to which an employee training is most important in the
changing environment because a need for highly specialized workmen is felt in the global
way. Organisation and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every modern management has to develop the
organisation through human resource development. Employee training is the important sub-
new machines is installed in a factory, it is operated on the trial basis before going into actual
production. After an employee is selected, placed and introduced he or she must be provided
with training facilities. Training is the act of increasing the knowledge and skill of an
employee for doing a particular job. Training is a short-term educational process and utilizing
a systematic and organised procedure by which employees learn technical knowledge and
aptitude, and attitude towards the requirements of the job and organisation. Training refers to
the teaching and learning activities carried on for the primary purpose of helping members of
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an organisation, to acquire and apply the knowledge, skills, abilities and attitudes needed by a
TRAINING
Training is a short term process utilizing a systematic and organized procedure by which non
managerial person acquire technical knowledge and skill for a definite purpose. It refers to
designed primarily for non managers, short duration and specific job related purposes.
irrespective of their qualification, skill, suitability for the job etc. Thus, no organisation can
require up-dating the skills and knowledge. As such an organisation has to retrain the old
employees.
An employee’s specification may not exactly suit to the requirements of the job
and the organisation irrespective of his past experience, qualification, skills, knowledge etc.
Thus every management finds deviations between employee’s present specifications and the
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The primary goal or most of the organisations is their viability is continuously
influenced by environmental pressure. If the organisation desires to adapt these changes, first
it has to train the employees to impart specific skills and knowledge in order to enable them to
contribute to the organisational efficiency and to cope with the changing environment.
Every organization in order to survive and to be effective should adopt the latest
technological means and methods will not be complete until they are manned by employees
possessing skill to operate them. So, organisation should train the employees to enrich them
in the areas of changing technical skills and knowledge from time to time.
This creates the complex problems of co-ordination and integration and integration
of activities adaptable for and adaptable to the expanding and diversifying situations. This
situation calls for training in the skills of co-ordination, integration and adaptability to the
training in human relations is necessary to deal with human problems and to maintain human
relations.
Training is also necessary when the existing employee is promoted to the higher
level in the organisation and when there is some new job or occupation due to transfer,
techniques or technology.
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The need for training also arises to:
o Increase productivity.
o Prevent obsolescence.
The factors discussed above are mostly external factors and they are beyond the personnel
manager’s control. These factors often determine the success of training objectives as shown.
Factors Purposes
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Personnel Functions
TRAINING OBJECTIVES:
Generally line managers ask the personnel manager to formulate the training
policies. The Personnel Manager formulates the following training objectives in seeping with
To prepare the employee both new and old to meet the present as well as the
To prevent obsolescence.
To impart the new entrants the basic knowledge and skill they need for an
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to correcting the narrowness of outlook that may arise from over
specialistaion.
TRAINING METHODS:
Some of these are new methods, while others are improvements over the traditional methods.
The training programmes commonly used to train operative and supervisory personnel are
discussed below. These programmes are classifield into on the job and off the job training
programmes.
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* Training through * Conference or
Step-by-step Discussion
* Case Studies
* Brainstorming
This type of training, also known as job instruction training, is the most commonly
used method. Under this method, the individual is placed on a regular job and taught the skills
necessary to perform that job. The trainee learns under the supervision and guidance of a
qualified worker or instructor. On the job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. On-the-job training methods
include job rotation, coaching, job instruction or training through step-by-step and committee
assignments.
(a) JOB ROTATION: This type of training 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. Though this
positions, trainees can also be rotated from job to job in workshop jobs. This
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(b) COACHING: The trainee is placed under a particular supervisor functions as a
coach in training the individual. The supervisor provides who feedback to the
trainee on this performance and offers him some suggestions for improvement.
Often the trainee shares some of the duties and responsibilities of the coach and
relieves him of his burden. A limitation of this method of training is that the
trainee may not have the freedom or opportunity to express his own ideas.
(c) JOB INSTRUCTION: This method is also known as training through step by
step. Under this method, trainer explains 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.
trainees are given and asked to solve an actual organisational problem. The
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Off- The- Job Training Methods:
Under this method of training, trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job performance. Since the
trainee is not distracted by job requirements, he can place his entire commutation on learning
the job rather than spending his time in performing it. There is an opportunity for freedom of
(a) VESTIBULE TRAINING: In this method, actual work conditions are simulated
in a classroom. Material, files and equipment those are used in actual job
performance are also used in training. This type of training is commonly used for
action, doing and practice. The participants play the role of certain characters, such
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as the production manager, mechanical engineer, superintendents, maintenance
engineers, quality control inspectors, foreman, workers and the like. This method
instruction. The instructor organise 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. An advantage of lecture method is that it is direct and can be
used for a large group of trainees. Thus, costs and time involved are reduced.
who pose ideas, examine and share facts, ideas and data, test assumptions, and
planned sequential units. These units are arranged from simple to more complex
levels of instruction. The trainee goes through these units by answering questions
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THE TRAINING PROCEDURE:
One of the parts of this programme was the job instruction-training course, which was
concerned with how to teach? The training procedure discussed below is essentially an
adoption of the job instruction training course, which has been proved to have a great value.
(a) Preparing the Instructor: The instructor must know both the job to be taught and
how to teach it. The job must be divided into logical parts so that each can be
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• Have a pleasing personality and capacity for leadership,
• Be a permanent student, in the sense that he should equip himself with the latest
(b) Preparing the Trainee: As in interviewing, the first step in training is to attempt to
place the trainee at ease. Most people are somewhat nervous when approaching an
unfamiliar task.
(c) Getting Ready to Teach: This stage of the programme is class hour
(d) Presenting the Operation: There are various alternative ways of presenting the
methods of explanation.
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Explain the sequence of the entire job.
sequence given above, the trainee should be asked to start the job or operative
procedure.
(f) Follow-up: The final step in most training procedures is that of follow-up. When
PRINCIPLES OF TRAINING:
trainee will acquire a new skill or knowledge thoroughly and quickly if he or she is highly
motivated. Thus, the training must be related to the desires of the trainee.
It has been found by various research studies that there is a relation between learning
rapidly and effectively and providing right information specifically, and as such the trainer
should not give excessive information or information that can be misinterpreted. The trainee
also wants to learn a new skill without much difficulty and without handing too much or
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receiving excessive information or wrong type of progressive information. So, the trainer has
to provide only the required amount of progressive information specifically to the trainee.
The effectiveness of the trainee in learning new skills or acquiring new knowledge
should be reinforced by means of rewards and punishments. Punishments are also called
negative reinforcements. Management should take care to award the successful trainees.
A trainee should actively participate in the training programmes in order to make the
learning programme an effective one. Continuous and long practice is highly essential for
effective learning.
It is not clear whether it is best to teach the complete job at a stretch or dividing the
job into parts and teaching each part at a time. If the job is complex and requires a little to
long to
learn, it is better to teach part of the job separately and then put the parts together into an
Difference: Individual training is costly, and group training is economically viable and
advantageous to the organisation. But individuals very in intelligence and aptitude from
person to person. So the trainer has to adjust the training programme to the individual abilities
and aptitude.
Areas of Training:
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Organisations provide training to their employees in the following areas:
6) Apprentice Training.
Company policies and procedures: This area of training is to be provided with a view to
acquainting the new employee with the Company Rules, Practices, Procedures, Tradition,
This acquaintance enables the new employee to adjust himself with the changing
situations. Information regarding company rules and policies creates favorable attitudes of
confidence in the minds of new employee about the company and its products/services, as
well as it develops in him a sense of respect for the existing employees of the company and
the like.
The company also provides first hand information to the employee about the skills needed by
the company, its development programmes, quality of product/services and the like. This
enables the new employees to know his share of contribution to the organization’s growth and
development.
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Training in Specific Skills: This area of training is to enable the employee more effective
on the job. The Trainer trains the employee regarding various skills necessary to do the actual
job. For example, the clerk in the bank should be trained in the skills of making entries
correctly in the edge, skills and arithmetical calculations, quick comparison of figures, entries
and the like. Similarly, the technical officers are to be trained in the skills of project appraisal,
organizations as employees have to maintain human relations not only with other employees
but also with their customers. Employees are to be trained in the areas of self-learning,
grievance redressal, disciplinary procedure and the like. This training enables the employees
for better team work, which leads to improved efficiency and productivity of the organization.
to the employees dealing the same activity at different levels of the organisation. Further
some of the problems of different managers may have the same root cause. Hence,
management may call together all managerial personnel to discuss common problems so as to
arrive at effective solutions across the table. This not only helps in solving the problems but
also serves as a forum for the exchange of ideas and information that could be utilised. The
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trainer has to organise such meetings, train and encourage the trainees to participated actively
in such meetings.
Apprentice Training: The Apprentice Act, 1961 requires industrial units of specified
industries to provide training in basic skills and knowledge in specified trades to educated
them to start their own industry. This type of training generally ranges between one year to
four years. This training is generally used for providing technical in the areas like trades,
crafts etc.
ADVANTAGES OF TRAINING:
and quantity of output. However, the increasingly technical nature of modem jobs
Heightened Morale: Possession of needed skills help to meet such basic human needs as
security and ego satisfaction. Collaborate personnel and human relations programmes can
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make a contribution toward morale, but they are hollow shells if there is no solid core of
Reduced Supervision: The trained employee is one who can perform with limited
supervision. Both employee and supervisor want less supervision but greater
deficiencies in equipment and working conditions. Proper training in both job skills and
effectiveness despite the loss of key personnel can be developed only through creation of
volume of work requires personnel with multiple skills to permit their transfer to jobs
IMPORTANCE OF TRAINING:
orientation.
• Improves the job knowledge and skills at all levels of the organisation.
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• Aids in understanding and carrying out organisational policies.
• Helps keep costs down in many areas, e.g. production, personnel, administration, etc.
knowledgeable.
• Benefits to the Individual, Which in Turn Ultimately Should Benefit the Organisation:
• Helps the individual in making better decisions and effective problem solving.
operationalised.
attitudes.
• Provides the trainee an avenue for growth and a say in his/her own future.
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• Benefits in Personnel and Human Relations, Intra and Inter group Relations and
Policy Implementation:
• Aids in orientation for new employees and those taking new jobs through transfer or
promotion.
• Improves morale.
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TRAINING THE TRAINERS:
When an instructor is required for a training programme, the person should have a
comprehensive understanding of the training material, the subject matter, and the techniques
necessary for the effective presentation of the material. The roles of instructors can very
widely depending upon the training developer’s design for the instructor. Typical roles for the
instructor are those of traditional lecturer, administrator, facilitators, expert, and feedback
provider. An instructor may assume all the roles in a single programme or session or may rely
solely on one for a training programme. Trainer Training, Therefore, must include the entire
array of activities from classroom demeanor to discipline. Formal training for trainer
generally takes a three-fold course training principles and practices; techniques of classroom
behavior; and observation and practice; in the classroom. Trainer must also be taught the
methods used for providing feedback. In a simple stimulus-response situation, such as in the
target shooting example where shooter must know where he hit in previous round to improve,
the feedback is simple. The trainer must suppress value judgment in giving feedback.
very real sense; the success or the training programme is dependent on the persons who
perform the training task. These are little doubt that trainers themselves need to be trained and
a group of trained trainers could from the nucleus around which the entire trainer effort of the
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Another planning factor is the selection of trainees who will participate in the
programmes. In a large number of cases, this is fairly because many straining programmes are
resigned and developed with a particular segment or category of employees in mind. In other
cases, where more general courses are designed, groups of workers may be rotated through
them so that over a period of time, a large cross section is exposed to such programmes.
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DEVELOPMENT
procedure by which managerial personnel get conceptual and theoretical knowledge it is not
considered more general than training and more oriented to individuals needs in addition to
organized needs and it is most often aimed towards management people. Usually the intent of
Development:
Successful candidate placed on the job need training to perform their duties
effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It
which is less skill oriented but stresses on knowledge about business environment,
management principles and technique, human relations, specific industry analysis and the like
is useful for better management of a company. Supervisors, managers and executives also
need to be developed in order to enable them to grow and acquire maturity of though and
action.
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Training and development constitute an ongoing process in an organisation. In
simple terms, training and development refer to the importing of specific skills abilities and
knowledge to an employee.
In simple terms training and development refers to the imparting of specific skill and abilities
ability to perform through learning usually by changing the employee attitude and increasing
his or her knowledge. The need for training and development is determined by the employee
PERFORMANCE.
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TRAINING AND DEVELOPMENT DISTINCTION
knowledge and their skills and attitude which contribute to their welfare and their company.
Manager development concerns the mean by which person cultivate those skills which
application will improve the efficiency and effectiveness with which the anticipated result of
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Development is a systematic process of training and growth by which an individual gain or
apply knowledge skill etc. in short development brings about a change in personality also.
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THE TRAINING PROCESS
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ORGANISATIONAL
OBJECTIVE
ASSESSMENT OF
TRAINING NEEDS
ESTABLISHMENT OF
TRAINING GOALS
DEVISING OF TRAINING
PROGRAMME
IMPLEMENTATION OF
TRAINING PROGRAMME
EVALUATION OF
RESULT
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EVALUATION OF TRAINING PROGRAMME:
The specification of values forms a basis for evaluation. The basis of evaluation and
the mode of collection of information necessary for evaluation should be determined at the
planning stage. The process of training evaluation has been defined as “any attempt to obtain
information of the effects of training performance, and to assess the value of training in the
light of that information.” Evaluation leads to controlling and correcting the training
programme. Hamblin suggested five levels at which evaluation of training can take place, via
the usefulness of coverage of the matter, depth of the course content, method of
II. Learning: Training programme, trainer’s ability and trainee ability are evaluated
on the basis of quantity of content learned and time in which it is learned and learner’s
III. Job Behaviour: This evaluation includes the manner and extent to which the trainee
IV. Organisation:This evaluation measures the use of training, learning and change in the
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V. Ultimate Value: It is the measurement of ultimate result of the contributions of the
training programme to the Company goals like survival, growth, profitability etc., and
to
the individual goals like development of personality and social goals like maxmising
social benefit.
(a) Support throughout the evaluation process. Support items are human resources,
Bases of Evaluation:
Training programme can be evaluated on the basis of various factors like production factor,
general observation, human resource factor, performance, tests, cost-value relationship etc.
Production Factors: In operative training, the prime measure of worth is that of productivity.
Productivity rates covering both quantity and quality are good indicators of the values of
training. In most business situations these rates will have to be obtained before and after
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training. In an experimental situation, a control group that does not receive training could be
compared with the one that does in order to ascertain the effect of training. Management will
generally look first at production and wastage rates to determine the worth of operative
training. The other production factors are decrease in unit time and unit cost of production
evaluation. The immediate supervisor is often a good judge of the skill level of his
subordinates. For on-the-job training programmes, the supervisor is, in effect, the judged of
his or her own efforts. If the supervisor is treated as a part of the professional management of
the organisation and is properly selected and trained, this self-analysis and appraisal can be
quite accurate and objective. The efficient supervisor observes accurately the level of skill
and knowledge acquired by the trainee during the training programme. Me also observe how
effectively the trainees apply the acquired skill and knowledge to the present and future jobs.
Human resource Factor: Training programme can also be evaluated on the basis of
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(f) Reduction in time to earn piece rates.
Performance Tests: In the immediate sense, the specific source of training can be evaluated
in terms of written and performance tests. The test is supported by a sample of what the
trainee knows or can do. Successful accomplishment of the tests would indicate successful
training. But the true test is whether or not what has been learned in training is successfully
transferred and applied to the job. It is dangerous to rely upon tests alone to demonstrate the
true value of training. Performance appraisal on the job before and after training may be
evaluating the training effectiveness. Cost of various techniques of training and their value in
the form of reduced learning time, improved learning and higher performance can be taken
into account. Cost of training includes cost of employing trainers, and trainees, providing the
means to learn, maintenance and running of training centers, wastage, low level of
production, opportunity cost of trainers and trainees etc. The value of the training includes
increased value of human resources of both the trainee and trainer and their contribution to
a. Determining the priorities for training (for present and potential managers, age
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b. Matching the employee and job through training.
e. And one of the possible combinations of the methods of training evaluation listed
below can be used by an organisation for evaluation depending upon the need and
convenience.
III. Knowing trainees’ expectations before the training programme and collection
IV. Seeking opinion of trainee’s superior regarding his/her job performance and
VII. Examination of testing system before and after sometime of the training
programme.
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X. Seeking opinion of trainee’s colleagues regarding his/her job performance and
behavior.
breakage of the machinery during pre and post period of the training programme.
and behaviour.
instructors, trainees and all other parties concerned for control, correction and improvement
implementation of the evaluation reported every stage. Feedback information can be collected
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PHASES IN TRAINING PROGRAMS
customer.
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of time, and most of all setting specific objective,
closing techniques.
WHEN SHOULD After field experience, Push them of the dock (delayed)
TRAINING TAKE PLACE
continual.
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Centralized, Decentralized field sales office, Senior
WHERE SHOULD
TRAINING BE DONE sales people, On- The- Job training, Local sales school,
Questionnaire, Observational,
WHAT MEASURES WOULD
BE USED ROR EVALUATION Performance Appraisal Reports, Ranking
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Lectures, Discussion, Demonstration, Role playing, Audio cassette, Video
enhance training, On- The –Job training, Company assistance training, Business TV.
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RESEARCH METHODOLOGY
be understood as a science of studying how research is done. and it to study the various steps
that are generally adopted by a researcher in studying his research problem it is necessary for
the researcher to design the methodology form the problem as a method differ from problem-
problem.
RESEARCH PROCESS
Before embarking on the detail of research methodology and the techniques it seems
appropriate to present the brief overview of the research process. Research process consists of
series of action or steps necessary to effectively carried out the research and the desired
sequencing of these steps one should remember that the desired sequencing of these steps.
One should remember that various steps involve in a research process are not mutually
exclusive nor they are separate and distinct they do not necessarily follow each other. any
specific order and researcher have to be constantly anticipating at each steps in the research
process however the following order concerning various steps provide a useful procedural
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DEFINING THE PROBLEM :
The objective of the project was to undertake a study on the training and development of the
improvement in the performance after the training programme was imparted to them.
the blue print for a collection of data, measurement and analysis of data. “A research design
is the arrangement of conditions for collection and analysis of data in manner that aims to
finding and enquiries of different kinds with a major purpose of description of affairs as it
exist in present.
Data collection.
I have used primary and secondary data for which a comprehensive questionnaire was
prepared and was got filled up by the employee of the organization
Primary data
Questionnaires: A formal list of the questions answered by the employee of
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We have used structured questionnaire as a formal list of question produces
secondary data
Internet
Books
Journal
Manuals
Annual reports
SAMPLING
Sampling procedure includes finite types of universe with random sampling which comes
under probability method of sampling because under this method every item of the universe
has a equal chance of being selected and no place for biases ness.
SAMPLING DESIGN
A sampling design is a definite plan for obtaining a sample for a given population. It refers to
the techniques and procedure the researcher would adopt in selecting items for sample design
is determined before data is collected. The sample size should also be ascertained before
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DATA COLLECTION
The task of data collection begins after research problem has been defined and research
design/ plan chalked out while deciding about the data collection to be used for studying two
Primary data: Are those which are collected fresh and for first time and thus happen to be
original in character
Secondary data: On the other hand are those which have already been collected by some one
the method of collecting primary and secondary data differs since primary data are to
be originally collected while in case in secondary data the nature of data collections works is
The data after collection have to be processed and analyzed in accordance with the outline
laid down for the purpose of the time of developing the research a plan this is essential for a
scientific study and for insuring that we have all relevant data for making comparison and
analysis. The term analysis refers to the computation of certain measures along with
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searching for patterns of relationship that exist among the data groups the term processing
technically speaking implies editing, coding, classification and tabulation of collected data.
INTERPRETATION
It refers to the task of drawing inferences from the collected facts after a study. No research is
complete until and unless its results are extracted and shown in a presentable form. Thus the
next steps is to show findings in crystal clear manner with the help of graphs and chart that
data and finding must be presented in a manner so that one could easily make out things for
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COMPANY PROFILE
52
COMPANY PROFILE
Reliance Communications is the outcome of the late visionary Dhirubhai
vast population.
they will overcome the handicaps of illiteracy and lack of mobility", Dhirubhai
Ambani charted out the mission for Reliance Communications in late 1999. He
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VISION OF THE COMPANY
With mobile devices, netways and broadband systems linked to powerful digital
men and women connect and communicate with each other. It will enable
citizens to reach out to their work place, home and interests, while on the move.
It will enable people to work, shop, educate and entertain themselves round the
clock, both in the virtual world and in the physical world. It will make available
new simulated virtual worlds with exhilarating experiences behind the screens
audiotapes and CDs to listen to music. Videotapes and DVDs would not be
necessary to see movies. Books and CD ROMs would not be needed to get
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Reliance Communications will disseminate information at a low cost. "Make a
telephone call cheaper than a post card". These prophetic words of Dhirubhai
towns and cities across the country. Above all, Reliance Communications will
business productivity.
We will also generate value for our capabilities beyond Indian borders and
NETWORK
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Telecommunication networks are the infrastructure for provisioning
continue their day-to-day operations. The range and quality of services that can
fiber cables spanning the length and breadth of India. These cables can carry
thousands of billions of bits per second and can instantly connect one part of the
country with another. This physical network and its associated infrastructure
will cover over 600 cities and towns in 18 of the country's 21 circles, 229 of the
An interesting aspect of the network is the manner in which these fibers are
chances of failure are virtually nil. Reliance's ring and mesh architecture
topology is the most expensive component to implement, but assures the highest
segment of the network. Reliance has 77 such rings across the country with at
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least three alternative paths available in metros. Connected on this topology, the
Reliance's objective is to create value for our customers. Reliance will innovate
customer. Our network has wire line access technologies based on fiber as well
as copper. Fiber in the access network makes broadband services easy to deploy.
The wireless access network deployed for CDMA 1X is spectrum efficient and
provides better quality of voice than other networks and higher data rates.
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INDIA ’S LEADING INTEGRATED TELECOM COMPANY
international long distance services and data services along with an exhaustive
individuals we serve.
2002, coinciding with the joyous occasion of the late Dhirubhai Ambani’s 70th
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We endeavour to further extend our efforts beyond the traditional value chain by
developing and deploying complete telecom solutions for the entire spectrum of
society
three private sector business houses in terms of net worth. The group has
integrated (wireless and wireline), convergent (voice, data and video) digital
Other major group companies — Reliance Capital and Reliance Energy — are
operation.
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Reliance Mutual Fund
Reliance Energy Ltd.
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CHAIRMAN'S PROFILE
Anil D. Ambani
Till recently, he also held the post of Vice Chairman and Managing Director of
Reliance Industries Limited (RIL), India’s largest private sector enterprise.
Anil D Ambani joined Reliance in 1983 as Co-Chief Executive Officer, and was
centrally involved in every aspect of the company’s management over the next
22 years.
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forays into the overseas capital markets with international public offerings of
global depositary receipts, convertibles and bonds. Starting in 1991, he directed
Reliance Industries in its efforts to raise over US$ 2 billion. He also steered the
100-year Yankee bond issue for the Company in January 1997.
He is a member of:
Conferred the ‘CEO of the Year 2004’ in the Platts Global Energy
Awards.
Rated as one of ‘India’s Most Admired CEOs’ for the sixth consecutive
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establishment of Reliance as a global leader in many of its business areas,
December 2001
Selected by Asia week magazine for its list of ‘Leaders of the Millennium
in Business and Finance’ and was introduced as the only ‘new hero’ in
Business and Finance from India, June 1999.
Board of Directors:
Prof. J Ramachandran
Shri A.K.Purwar
Corporate Governance:
Organizations, like individuals, depend for their survival, sustenance and growth
on the support and goodwill of the communities of which they are an integral
part, and must pay back this generosity in every way they can...
This ethical standpoint, derived from the vision of our founder, lies at the heart
of the CSR philosophy of the Reliance – ADA Group.
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we have with our entire body of stakeholders: From employees, customers and
vendors to business partners, eco-system, local communities, and society at
large.
We evaluate and assess each critical business decision or choice from the point
of view of diverse stakeholder interest, driven by the need to minimize risk and
to pro-actively address long-term social, economic and environmental costs and
concerns.
For us, being socially responsible is not an occasional act of charity or that one-
time token financial contribution to the local school, hospital or environmental
NGO. It is an ongoing year-round commitment, which is integrated into the very
core of our business objectives and strategy.
Because we believe that there is no contradiction between doing well and doing
right. Indeed, doing right is a necessary condition for doing well.
Privacy Policy
Personal information
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2. We collect personal information from our visitors on a voluntary basis.
Personal information may include name, title, company, address, phone number,
email address, and other relevant data. Questions or comments submitted by
visitors may also include personal information.
That you may download product information, order products and take
your e-mail address or, where you wish it to be sent by post, to your name
and postal address.
you.
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4. We will not use or share, either within Reliance Communications or with a
third party, any information collected at this page for direct marketing purposes.
Because of the nature of the Internet, we may transmit the information to
another country, but among Reliance Communications and its affiliates, for
purposes other than direct marketing, such as for storage, or for carrying out the
processing detailed above, or because of where our servers are located, but we
do not provide or use personal information to unrelated businesses for direct
marketing purposes.
5. To the extent required or permitted by law, we may also collect, use and
disclose personal information in connection with security related or law
enforcement investigations or in the course of cooperating with authorities or
complying with legal requirements.
6. We may also remove all the personally identifiable information and use the
rest for historical, statistical or scientific purposes.
7. If you e-mail us, you are voluntarily releasing information to us. Your e-mail
address will be used by Reliance Communications to respond to you. We will
not use the information that can identify you, such as your e-mail address, for
direct marketing purposes.
8. In addition, we may have collected similar information from you in the past.
By entering this website you are consenting to the terms of our information
privacy policy and to our continued use of previously collected information. By
submitting your personal information to us, you will be treated as having given
your permission for the processing of your personal data as set out in this policy.
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Non personal information
1. At this web site, information sent by your web browser, may be automatically
collected. This information typically includes your domain name (the site after
the @ in your e-mail address). It may also contain your user name (the name
before the @ in your e-mail address). Other examples of information collected
by our server include the Internet protocol (IP) address used to connect the
visitor's computer to the Internet, operating system and platform, the average
time spent on our website, pages viewed, information searched for, access times,
websites visited before and a visitor visits our website, and other relevant
statistics. The amount of information sent depends on the settings you have on
your web browser; please refer to your browser if you want to learn what
information it sends.
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effort to present the website content that visitors are seeking in a format they
find most helpful.
We may store some information such as cookies on your computer when you
look at our website. Cookies are pieces of information that a website transfers to
the hard drive of a visitor's computer for record-keeping purposes. This
information facilitates your use of our website and ensures that you do not need
to re-enter your details every time you visit it. You can erase or choose to block
this information from your computer if you want to; please refer to your browser
settings to do so. Erasing or blocking such information may limit the range of
features available to the visitor on our website. We use also use such
information to provide visitors a personalized experience on our website. We
may use such information to allow visitors to use the website without logging on
upon returning, to auto-populate email forms, to make improvements and to
better tailor our website to our visitors' needs. We also use this information to
verify that visitors meet the criteria required to process their requests.
Security
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Third Parties
1. For your convenience, this page may contain certain hyperlinks to other
Reliance Communications pages as well as to websites outside Reliance
Communications. In addition, you may have linked to our website from another
website. We cannot be responsible for the privacy policies and practices of other
websites, even if you access them using links from our website. We can make
no promises or guarantees regarding data collection on the hyper-linked pages
and on websites that are not owned by Reliance Communications. We
recommend that you check the policy of each website you visit, or link from,
and contact the owners or operators of such websites if you have any concerns
or questions.
Contacting us
2. If you are concerned about our use of your personal information, please
contact us at customercare@relianceada.com, with the subject line, "privacy."
3. If at any time you would like to contact us, you can do so by emailing us at
customercare@relianceada.com
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OVERVIEW OF THE COMPANY
Our service is based on a very simple principle: provide the world's best
customer experience.
Our mission of changing lives across India meant that we needed to have a
nationwide presence — something we achieved in a relatively short span of
time. Our dream of helping people create, transfer and apply knowledge
challenged us to bring together contemporary communication technology from
across the world.
Now our operations are spread across 673 cities and span a host of various kinds
of services. Our business is organized around the following categories: wireless,
wire line, wholesale, the Reliance World/Reliance Communications outlets and
village telephony. The work is executed through different work centers like
Engineering, Internet data centers, Billing and Collection centers, Systems and
Application centers in ERP, CRM, OSS billing, revenue assurance and functions
like Commercial, Finance, HR and IT. We manage this integrated diversity by
leading with trust. What differentiates us and fuels our growth is leadership.
Customer centricity.
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Passion for excellence and an ability to energies.
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AN OVERVIEW OF TRAINING AND DEVELOPMENT PROGRAMME IN
RELIANCE INDIA LIMITED
employee can be improved, to meet the organizational needs in term of their knowledge,
skills and attitude required in performing organizational tasks and functions, within a relative
short period of time. Therefore, training and development is concerned with acquisition or
development of those skills techniques, attitude and experience which enables an individual to
make his most effective contribution to the combined effort of the team of which he is a
member. Thus, training and development entails the bringing up of the knowledge skills
ability of the employee not only to perform the better, the job assigned to them bur also to
responsibilities.
Several enterprises largely depend upon the effective performance of the employees.
The personnel requires certain skills and abilities to perform his duties as efficiently as
possible. The progress of enterprise depends upon technical know how and selling skill are
most important for the for operating the functional employees while management skills are
significant for the senior and top level need improvement and who are likely to improve
through a process of training. Through the importance of the specification or skills is well
recognized all over the world, yet there is no consensus on the specification of skills require
Different situations call for different executive performance and require different
skills and abilities. There is no single executive’s personality which could prove effective in
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all situations. Hence we would not expect traits to be generalized from one situation to
another.
There are certain skills, which enables personnel to perform his job more efficiently.
Eminent authorities have discussed several types of skills required for an efficient sales
executives .however, the most accepted classification of skills for the sales executives are
Increased sales
Improved performance
Heightened morale
Reduction in supervision
ORIENTATION OF TRAINING
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Product familiarization
TRAINING POLICY
It is very important that management has a policy with respect to training and that this
should be well defined and clear cut. More specifically, it should in this rules and
procedures that or influence the standard and scope of training and development in the
successful implementation.
to all employees.
Provision for annual/periodic surveys in order to insure that training is need based
Identification of priority areas since resources are always scarce & programmes
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Communication to all employees of the firm intention regarding each individual’s
promotional prospects.
Expression of the organizational faith and belief that training and development are
as crucial to the organization as to the individual and that the company’s growth is
The training and development policy encompasses all levels of employees. Human resource is
considered as the most valuable resource and the company is committed to provide possible
opportunities for growth and development. Its scope lies in its being pro-active for the
For development of employees at all levels various types of training programmes are
conducted by company which includes general awareness, personality development, yoga etc.
Therefore not any separate developments programmes are conducted by the company accept
programme, which are conducted within the organization including both internal trainers as
well as outsider guest experts. In training and development programmes the organization
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To increase sale
Personal growth
Obsolesce prevention.
To bring about attitudinal change, gradually, from the non competitive system
obsolesce.
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TYPES OF TRAINING & DEVELOPMENT PROGRAMMES:
In Reliance India Limited various types of training programmes are conducted which in turn
Company conducts training programmes within the organization in which the faculty may
consist of internal trainers & outside guest experts. Generally company conducts training
programme through outside faculty due to some reason. In the external training company
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SYSTEM PROCEDURE: Personnel department has allocated every permanent sales person
a token no./staff code for identification of the hourly rated workman and staff member
respectively.
The personnel department maintains the personal data of every sales persons regarding their
Personnel department has maintained a list of activities and minimum competency criteria for
performance.
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ANALYSIS AND INTERPRETATION OF
QUESTIONNAIRE
Questionnaire was prepared in a view to study the changes in the performance skills and
was imparted to them. For this I have taken a sample size of 50 employees and made an
analysis.
Few questions are of general types consisting of employee name and their designation, age
sex etc.
yes
no
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2).what identify the need of training
a. prior performance of employee -60%
c. both -20%
20%
The main factor which determines the need of training is prior performance of the
employee.
a. Yes-70% b. No-30%
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Comfortable in discussing training needs with
superiors
30%
Yes
No
70%
Both -15%
Objective of training
15%
15% Improving salesmanship
Improving prospecting
Both
70%
prospecting because the training programme was designed for sales persons of the company.
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Necessary to get trained each employee
yes
no
All employee-10%
Existing salesperson-20%
80
70
60
50
40
70
30
20
10 20
10
0
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Basically new recruits need training as they are new in their job thus they are selected for the
training.
2%
33%
2-3 days
1 week
1 month
65%
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8).The basic method of training and development are
a. Lecture based-40% b. Group discussion-30%
c. Demonstration-20% d. Other-10%
45
40
35
30
25
20 40
15 30
10 20
5 10
0
As training programme was designed for the sales persons the lecture was considered to be
the best basic method of training followed by the group discussion.
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9).Trainer comes from outside or company’s personnel is trainer
a. Trainer from outside-60%
b. Company’s trainer -30%
c. Both-10%
60%
Company’s trainer are basically responsible for giving training to the sales persons and for
some specific purpose the trainer comes from outside.
c. Time management-10%
Content of training
60%
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b. No-10%
10
yes
no
c
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90% of the employees are asked to fill the feedback form as to know the effectiveness of the
training programme. It also help in improving the training programme design for future.
a. Questionnaire-35%
b. Observational-35%
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Suitable method for the evaluating the training
programme
a. Questionnaire
30% 35%
a. Observational
a. Performance appraisal
report
35%
Questionnaire and observation was considered to be the suitable method for the evaluating
This was the open ended question and was asked every employee to give their views.as
training programme was based on the need of the employee needed. The method are
basically designed which fulfill the need and achieve the objective of training.
90
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FINDING OF THE STUDY
The benefits of training and development are clear to the top management.
The top management rewards superiors for carrying out effective training.
Trainers provide limited counseling and consulting services to the rest of the
organization.
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PROBLEMS
and development to their personnel. There are several problems are related to it which act as a
tumbling blocks hampering the effectiveness of their employees. These problems can be
summarized as follows:
Employees do not enjoy the training because same old patterns of training are used
has been made to find out the magnitude of the improvement in an employees’s
capabilities after the completion of the course. Without proper evaluation system, we
cannot measure the worth of the training programmes for an organization and its
personnel.
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SUGGESTIONS
In the era of the globalization the organization has to face new challenges in the
present context and achieve its objectives. It must be dynamic, desalinated efficient especially
in the training, development placement and promotion of its personnel. The huge investment
in the industrial sectors demand better operational efficiency, better management of capital
For enhancing the effectiveness of training & development programme there are few useful
suggestion which is implemented earnestly & sincerely may hopefully add to the luster &
improve the planning execution and follow-up of the training and development programme
in particular.
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The programme should be frequently revised so as to be in tune with the ever
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CONCLUSION
pacesetter for the rest of the economy. It has expanded enormously and contributed a lot
towards the economic growth of country by adding a major share in the net national product
generating gainful employment & growth of every organization depends on the quality of the
manpower,& its people improvement & utilization in suitable challenging jobs. Training and
doubt that training and development can do lot for development of its personnel. Training and
Development can do lot for its personnel. Training and Development is an integral part of the
Human Resource Development HRD. It is an important tool for the organization. To sharpen
executive knowledge with the object of strengthening & profit maximization of the
organization.
In Reliance India Limited also training is very helpful towards organization and
employees. The employee attended training programme of the company the were also
benefited by it in terms that their performance increased, also almost 70% of the employees
also found changes in terms of productivity i.e they gained more professional knowledge also
almost all of them can discuss their needs with their superiors. We can therefore say , that
training programs discuss their needs with their superiors. We can therefore say, that training
programs are not only beneficial for the company but also beneficial for the employees
working and personal life. Therefore training programs should be implemented in every
organization for the survival in the world and achievement of the objectives.
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BIBLIOGRAPHY
Books referred
Edition)
Pareek U. – Training Instruments for HRD and OD (Tata McGraw Hill) , 2nd
Edition
Websites
www.ril.com
www.google.com
www.astd.org/astd
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QUESTIONNAIRE
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i) Name of the organization_____________
iii) Designation_______________________
v) Date __________________
a. Yes b. No
e. company growth
f. both
3).Were you comfortable in discussing your training needs with your superiors
b. Yes b. No
a. Improving salesmanship
b. Improving prospecting
c. Both
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5).Is it necessary to get trained each employee
c. Yes b. No
a. All employee
b. New recruits
c. Existing salesperson
d. 2-3 days
e. 1 week
f. 1 month
b. Lecture based
c. Group discussion
d. Demonstration
e. Other
e. Company’s trainer
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f. Both
f. Time management
c. Yes
d. No
12).What may be the suitable method for the evaluating the training programme
d. Questionnaire
e. Observational
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