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1
A
PROJECT REPORT
ON
To study, analyze and evaluate Training and development practicesimparted by NIS- Sparta at Reliance Communication (June August
2008)
AT
Reliance Communication
In partial Fulfillment of
MASTERS DEGREE IN BUSINESS ADMINISTRATION
SUBMITTED TO
UNIVERSITY OF PUNE
BY
MS Sadiya A. ContractorMBA-II
[2007 2009]
ALLANA INSTITUTE OF MANAGEMENT SCIENCES.
PUNE-411001. 2
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COMPANY CERTIFICATE 3
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GUIDE CERTIFICATE 4
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ACKNOWLEDGEMENT
Words are inadequate to express my gratitude to the Reliance Communication
NIS Sparta for giving me an opportunity to undergo the practical training in
their company and extend me full cooperation, enabling me to successfully
complete this project report.I am thankful to my family and friends who have helped and supported me to
make this project a success.
I am particularly grateful to Mr. Amit Kumar Girdhar, Head - State Operations
(Maharashtra & Goa) - NIS Sparta for his cooperation extended to me by
providing necessary information & timely help.
I am also obliged and indebted to Dr. K.K. Singh Director, Allana Institute of
Management Sciences, Pune and Prof. S.D.Bagade,my internal guide for the
valuable suggestions and encouragement in completing this project successfully.
Sadiya A. Contractor 5
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DECLARATION
I am very well aware of the ethics and guidelines one has to follow while
working on a project in a disciplined manner.
Being aware of a project regarding its Factuality and Authenticity, I have tried
my best to perform my task.All the information mentioned here throughout the project is true to the best
of my knowledge.
And I declare it as true and the collection made through own website and by
my own personal observation and experience.
The theoretical part is gathered from various Human Resource reference
books whose quotations have been mentioned in bibliography.
Sadiya A.Contractor
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EXECUTIVE SUMMARY
EXECUTIVE SUMMARY7
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Project Title: To study, analyze and evaluate Training and developmentpractices imparted by NIS- Sparta at Reliance Communication (June August2008)
Organization: Reliance Communication, 7 loves chowk, Swargate ,Pune
Name: Sadiya A ContractorCourse Persuading: MBA
Specialization: Human Resource Management
Institute: Allana Institute Of Management Sciences
Objective of the project:
- Sparta and its
resultant in the performance of the employees.
To know the perception of the employees regarding training methods in
Reliance Communication
and attitude and also enhance the same.
vate employees and helps in
avoiding mistakes.
Research methodology: 8
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For our project we required information like knowledge about the employees
understanding ,skills generated and the mastery gained during the training.
Hence we have taken a insight at the performance of the employees through
evaluation of performance, through questionnaires and data received by the
management.QUESTIONNAIRE:
In this method, a list of questions related to subject is prepared and given to
participants. The questionnaire contains questions and provides space. A
request is made to participants to fill up the questionnaire and send it back
within a specified time.
Advantages:
Can reach many people in a short time. Is relatively inexpensive. Gives
opportunity of expression without fear of embarrassment. Yields data easily
summarized and reported.
Limitations:Little provision for free expression of unanticipated responses. May be
difficult to construct. It has limited effectiveness in getting at the causes of
problems and possible solutions.
SCOPE OF THE PROJECT: 9
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of Reliance Communication, Pune rather it only covers the training and
development activities conducted By NIS Sparta for its employees.
Reliance Communication during my tenure of the project, July August 2008.
and excludes all other human resources activities conducted before and after
training.
Research tool:
Questionnaires and the evaluation of the performance to check the
effectiveness of training imparted.The questions were both structured and unstructured.
1. Population and Sample size:
The number of employees working in Reliance communication, Pune,
swargate is nearly 200 employees and it is still expanding. Out of which I have
selected a sample of 25 people who have undergone the training programme
in the last six months to have a flavor of the new practices in training.
2. Major findings:
Employees are content with the way the training is conducted.
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The cooperation between the colleagues and the level of support they share
with each other binds them in an attachment towards the company.
Regional behavior and language influence is higher during training and evenafter delivering their language; the desired effects are not seen.
Some of the superiors do not bother to make Development Action Plans and
submit to the trainers.
The training is mainly conducted all around India, the trainers have to travel
but sometimes the logistics and arrangement is non-satisfactory.
The findings from the data analysis from the questionnaire show a positive
improvement, enhancing and overall rating about the training programme.
The reality learning and simulations were thoroughly enjoyed by the
employees who have received it.
3. Suggestions
In todays competitive world, attitude is the factor which is the dividing linebetween failure and success. Thus recruitment of the employees must be
made not only on skills and attitude but also the attitude of the employee. If anemployee has a positive attitude then training for him can be more effective,
he has a positive effect on the climate.
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The raining records must be maintained, preserved properly and updated
timely.
Proper care should be taken while selecting the trainers.
Nis Sparta trainers must be given continuous feedback and the training
should be performed as a continuous planned activity.
New and different trainers should be invited so that the maximum impact
can be got from the training programmes.
Co ordination and interaction of the employees of all levels must beencouraged to locate new talents among employees.
Solution to some of the problems faced by the employees, should be
suggested by the employees themselves to make them feel valued at the
organization.
The DAP( Development Action Plans) must be prepared and given to the
trainers as soon as possible for further follow up from the side of the trainers.
4. Conclusion
Analysis of all the facts & figures, the observations and the experience during
the training period gives a very positive conclusion/ impression regarding the
training imparted by the NIS Sparta trainers. The NIS Sparta is performingits role up to the mark and the trainees enjoy the training imparted especially
the reality learning and simulation.
The training imparted meets the objectives like:
employees.
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the employees to acquire skills, knowledge and attitude and also
enhance the same.
It becomes quite clear that there is no other alternative or short cut to the
development of human resources. If we have to meet the challenges of
technology, social and economic we have to train the HR irrespective to their
category at which they work in the organization.
As it is recognized fact that we cannot survive in tomorrow businesss worldwith yesterdays method. And hence the continuous development of HR is
prime need of todays organization. 13
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CONTENT/INDEX.
HEAD TITLE PAGE NO
NO
01 EXECUTIVE SUMMARY
02 INTRODUCTION
03 COMPANY PROFILE
04 OBJECTIVES OF THE STUDY
05 LITERATURE REVIEW
07 RESEARCH METHODOLOGY
08 DATA ANALYSIS & INTERPRETATION
09 FINDINGS
10 CONCLUSION
11 SUGGESTIONS
12 APPENDICES14
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INTRODUCTION
INTRODUCTION TO THE STUDY15
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HUMAN RESOURCE MANAGEMENT
Human Resource Management is defined as the people who staff and manage
organization. It comprises of the functions and principles that are applied to
retaining, training, developing, and compensating the employees in
organization. It is also applicable to non-business organizations, such aseducation, healthcare, etc Human Resource Management is defined as the set
of activities, programs, and functions that are designed to maximize both
organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the
time of his entry into an organization until he leaves, come under the horizon
of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance
Management, Training and Development, Retention, Industrial Relation, etc.
Out of all these divisions, one such important division is training and
development.TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures
that randomness is reduced and learning or behavioral change takes place in
structured format.
Hence I have taken this topic for my project. My project deals with
training and development of the employees at reliance communication.
The training is imparted by NIS Sparta. On July 7, 2004, Reliance
Infocomm acquired NIS Sparta, Asia's premier Performance
Enhancement Solutions organization, making yet another addition to the
Reliance family.Following are the areas of Training & Development I tried to cover-up in my
work.
1) Studying training activities
2) Analyzing training programme
3) Evaluating the training.
The study shows the scope in the field of T & D ranges rights from recruitingan employee at any level and how to treat them throughout their working
year till the time he discharged or retired from the organization. 16
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MY PROJECT
The project report presented here is primarily concerned with training and
development part of employees in the organization.
Training and development is always an important aspect of the growth of a
company and the individual employees as well. Due to daily changing businessenvironment, manufacturing process, technological advancement and rapid
growth in the demand of the products and services etc the workforce of any
organization has to be very well equipped with the skills, ability, and talent
required to cope up with the market competition.
Now a days many organizations are conducting training programme to
improve the productivity of employees.
The quality of employees and their development through training and
education are major factors in determining long term profitability of a
business. If you hire and keep good employees, it is good policy to invest in the
development of their skills, so they can increase their productivity. Trainingoften is considered for new employees only; this is mistake because ongoing
training for current employees helps them adjust to rapidly changing job
requirements.
Evaluation is the systematic appraisal by which we determine the worth,
value or meaning of something to someone , In case of training we are
concerned with providing information on the effectiveness of the training
activity to decision makers who will make decision based on the information .
Evaluation plays a significant part in every step of the training process.
It is important that evaluation be a planned or systematic effort that is builtfrom the start of the training process.
The main objective of training programme to determine if they are
accomplishing specific training objectives, i.e.,correcting performance
deficiencies. .
IMPORTANCE OF TRAINING AND DEVELOPMENT 17
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Training and development is a routine based, non-stop practice, which a
growing business organization must conduct to achieve their production
target.
From organizational point of view it is very crucial to assure the quality,
quantity, and effectiveness etc of the product by the means of suitable
training.
Development of the employee comes handy with training activities, making
them much more capable in out performing various activities with high
professions and accuracy by using advance technical/mechanical tools and
equipments.
As a management trainee I myself come through various aspects likeperformance appraisal, payroll management, labors related laws and issues
etc during my training and development project.
Evaluating the productivity of the employees can very well recognize how to
distribute your workforce. This information gathered after conducting
training programmed which is immensely helpful for the human resources
manager and the whole department.
Training helps measure the performance of the employees by evaluating the
training given and comparing the individual and group's latest output with theoutput given before training programmed.
SCOPE OF THE PROJECT :
The scope/range of this project report is not too far stretching to the whole of
Reliance Communication, Pune rather it only covers the training and
development activities conducted By NIS Sparta for its employees.My project mainly deals with the present method of training given at Reliance
Communication during my tenure of the project, July August 2008This project covers training, training programmed, and training evaluation
and excludes all other human resources activities conducted before and aftertraining. 18
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HYPOTHESIS:
Training and Development activities conducted by NIS Sparta Reliance
Communication are effective and the employees are better performers after
the training is imparted.
LIMITATIONS:The project is a collection of study, observation, and practical experience
during my summer internship programmed where i was a member of the
team working in the training and development of employees 19
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I tried to perform this project in best possible manner to avoid any lacuna or
lack ness. In spite of all my efforts
In this regard but due to the far stretching activities conducted at Reliance
Communications, my project lack in some of the following heads
Where there is a chance of further elaborating study on the same subject.Some information being very sensitive as far as organization is concerned is
left untouched and not mentioned in any way.
Top-level strategic type of decisions and information too are not taken under
study to avoid any favor to the business counter parts.
My project does not concerned about the designing and planning of training
activities which forms a crucial and major part of this field hence a full fledge
study can be done in this area.
The data presented here is taken by prepared questionnaire (open ended and
closed ended) and information and feedback received from the management.
No research has been conducted on this topic for the purpose of this project
thus holds a complete field research and development.
Due to Time Constraints, I was not able to touch all aspects of training and
development.
Due to security reasons, I could not attend the training conducted which
would give me a practical experience.
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COMPANY PROFILE
COMPANY PROFILE
Reliance Communications Ltd.,Pune was launched on December 28,2002.the
70th birthday of the Reliance group founder,Shri Dhirubhai H Ambani.
Reliance Communications is a service industry and it daily launches newproducts with new technologies. Dealing with foreign market they required
people who help 21
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them to increase productivity of the organization and sales of product.So, they
frequently organize the training programme for newly joined and current
employee.
As they conduct the training programm frequently ,each time they required to
evaluate the recently completed training programme.So they have given methat apportunity to evaluate the training programme.
Reliance Communication was launched on December 28,2002.the 70th
birthday of the Reliance group founder, Shri. Dhirubhai H Ambani .
Reliance Communications is the flagship company of the Anil Dhirubhai
Ambani Group (ADAG) of companies. Listed on the National Stock Exchange
and the Bombay Stock Exchange, it is Indias leading integratedtelecommunication company with over 55 million customers.
History
In the year 2000, the Infocomm plans were announced.which.by far,was the
largest infocom structure that the country had seen so farReliance Communication launched first Reliance India Mobile on December
28,2002 .
Taking in to consideration the changing lifestyles and the end users habits
Reliance Communications will disseminate information at a low cost. Make atelephone call cheaper than a post card. Create new customer experiences.
Constantly strive to be ahead of the world.
Reliance Communications will transform thousands of villages and hundreds
of towns and cities across the country.
Above all, Reliance Communications will pave the way to make India a globalleader in the knowledge age.
We will create the next generation communication network and informationtechnology infrastructure that will bring immense value to every Indian, and
leapfrog India into the center stage of global infocomm space 22
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Late Dhirubhai Ambani built Reliance from scratch and in 25 year got it a
place among the worlds top Fortune 500 corporations. The fact that he tookbarely a quarter of a century to do that is what makes this achievement
special..Make the tools of infocomm available to people at an affordable
cost.They will overcome the handicaps of illiteracy and lack of mobilityDhirubhai firmly believed the country could use information and
communication technology to overcome its backwardness and
underdevelopment.
Mr, Anil Dhirubhai Ambani is the Chairman of Reliance Infocomm Ltd (RIC)
Said,
Growth has no limit at reliance. I keep revising my vision. Only when youdream it you can do it.
RIC today finds itself on the threshold of a transformation as it strives tomeet the challenges of an ever changing and competitive environment to
emerge as a performance oriented, system driven, and professionalorganization. The only way forward is to focus on our Customer & Customer
Service.
Vision
We will leverage our strengths to execute complex global-scale projects to
facilitate leading-edge information and communication services affordable to
all individual consumers and businesses in India.
We will offer unparalleled value to create customer delight and enhance
business productivity.
We will also generate value for our capabilities beyond Indian borders andenable millions of India's knowledge workers to deliver their services
globally.
Mission
Reliance Communication will offer a complete range of telecom services,
covering mobile and fixed line telephony including broadband, national and
international long distance services, data services and a wide range of value
added services and app;ications that will enhance productivity of enterprises
and individuals. 23
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Reliances dream is to make a digital revolution in India by becoming a majorcatalyst in improving quality of life and changing the face of India. It aims to
achieve this by putting the power of information and communication in the
hads of people of India at affordable costs.
Products:Reliance Communication is a service industry. Reliance Communications
offers a wide range of applications including hour-to-hour news updates, high
quality video streaming, downloadable multilingual Ring Tones, seasonal
updates including festival specials, city & TV guides, exam results, astrology,
mobile banking, credit card transaction from mobile phone, bill payment and
stock prices.
Reliance Communications brings Real Broadband experience to Indians for
the first time through a host of unique applications and services. This includes
Video Chat, Multi-location Video Conference, Multi-player Online Gaming,
High Speed Internet, Virtual Office, Digital Storage, Digital Movie, DigitalCustomized Music,Digital Electronic News Gathering Service and E-Learning.
Reliance ADA Group
Reliance-ADA Group 24
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Pragati Value Added People (PVAP)NIS Sparta Ltd (NISS)Reliable Internet Service Ltd (RISL)Getway Systems (India) Ltd-(GWSL)
Infocomm Group CompaniesReliance Energy Constructior Pvt Ltd (RECP)
Reliance Energy Automation Pvt(REAP)Reliance Webstore Pvt Ltd (RWSL)Infocomm Business Associate Companies
Energy Companies
Adlabs
Others
Reliance com-
munication Pvt.LTD (RCPL)
Reliance Comm Infrastructure Ltd-(RCL)Reliance Digital World Pvt Ltd-(RDWL)
RelianceNext-Link Pvt Ltd-(RNL)
Reliance Info Engg Pvt Ltd (RIEL)
Reliance Infostream Pvt Ltd-(RIPL)
Reliance Webstore Pvt Ltd-(RWSL)
Rrliance Energy Ltd (REL)Reliance Energy Gener
ation Ltd (REGL
BSES Rajdhani Power LTD (BRPL)Yashasvi Commu Pvt Ltd (YCPL)Reliance Telecom Ltd RTL)Reliance Capital Ltd (RCL)Reliance Capital Asset Mgmt Ltd (RCAM)Reliance Gen Ins Co Ltd (RGIC)Reliance Life Ins Co Ltd (RLIC)
Reliance Info Infra Pvt Ltd-(TFIL)
Reliance Energy Engineers Pvt (REEP)
Synergy Enterpreneur Solution-(SESL)Reliance Energy Mgt. Serv-(REMS)
Fiag Telecom
Finnese Innovation Pvt Ltd-(FIPL
Reliance Energy Trad Pvt-(RETP)
Reliance Energy Transmission-(RETM)
Reliance Communications Ltd 25
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Project Manager
Porject Maneger
Manager Finance
Manager Sales
Director(Project)
Director ,CTO
CEO
Executive Sales
A S Manager
Team Leader
Team Leader
Manager Admin
Manager HR
Executive(Salary unit)
Manager Training
Dst HR executive
Sinior Manager
ORGANIZATION CHART 26
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Reliance Communications Business
1. Personal
2. Enterprise
3. Home
4. Global
5. World
Reliance Communication envisions a digital revolution that will bring about
a new way of life. A Digital way of life for New India .With mobile devices ,
netways and broad band systems linked to powerful digital
networks,.Reliance Communication will usher fundamental changes in thesocial and economical landscape of India Reliance Communication will help
men and women to connect and communicate with each other Reliance Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group founded by
Shri Dhirubhai H Ambani (1932-2002), ranks among Indias top threeprivate sector business houses in terms of net worth. The group has business
interests that range from telecommunications (Reliance Communications
Limited) to financial services (Reliance Capital Ltd) and the generation and
distribution of power (Reliance Energy Ltd).
Reliance ADA Groups flagship company, Reliance Communications, isIndia's largest private sector information and communications company,
with over 55 million subscribers. It has established a pan-India, high-
capacity, integrated (wireless and wireline), convergent (voice, data and
video) digital network, to offer services spanning the entire infocomm value
chain.
Other major group companies Reliance Capital and Reliance Energy are
widely