ppt of airtel
TRANSCRIPT
8/4/2019 Ppt of Airtel
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PRESENTED BY:
Anurag Krishana
MBA,III Sem
11008169
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COMPANY PROFILE Established in 1985, it has been a pioneering force in the
telecom sector.
India largest integrated and the first private telecom services
provider Bharati airtel have been structured into three individual SBU¶s
- Mobile service, Airtel telemedia services and enterpriseservices
India's leading private sector providers of telecommunications
services based on an aggregate of 66,689,943 customersApprox 64,370,434 GSM mobile subscribers.
Approx 23,19,509 Bharti Telemedia subscribers.
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Awards and RecognitionThe Asia Pacific Award for the most innovative HR practices
2000.
The Golden Peacock National Training Award for excellence intraining practices 2000.
The Golden Peacock National Quality Award 2006.
Bharati Airtel ranked 3rd on shareholder return in business
week IT 100 list.
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Objective of my Studyy To understand the training procedure and practices
prevailing in Airtel
y To study the satisfaction level of trainees (the employees)of Airtel.
y To identify the loopholes in the training program and
recommend the ways to overcome them.
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INTRODUCTION TO TRAINING AND
DEVELOPMENTTRAINING AND DEVELOPMENT
Training refers to the process of imparting specific knowledgeand skills in order to perform a existing task better.
Development refers to learning opportunities design to helpemployees grow and perform the future tasks.
Training and development helps employees to achieve standard performance.
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TRAINING PROCESS IN AIRTEL
Feedback
Evaluation of the training
Implementing training programme
Selection and developing of training tools (audio-visual aids)
Selection and designing of programme
Setting up of training objectives
Identify and analyze the training needs
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1. IDENTIFICATION OF TRAINING
NEEDS
Communication with the
individual
Communication with the
superio
r
Communication withpeers
Communication withsubordinates
INDIVIDUALNEEDS
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CONTINUE
Groupneeds
Structured survey Unstructured
survey
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2. SETTING UP OF OBJECTIVES
Acquired kno wledge of subject matter
Change in attitude and behavior of trainee
Interaction among trainees
Enhance capacity of trainees
Bridge the gap between expected and actuallevel of performance
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3.DESIGNING OF TRAINING
PROGRAMME
F A CTORS IN DESIGNING TRAINING
PROGRAMME
evelof
articiatio
Co tet of t e
ro rae
Eff ectiv
etrai i
et o
dolo y
Faculty resourc
es
Evaluatio
syste
Bud etrovisio s
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4.SELECTION AND DEVELOPING OF
TRAINING METHODS AND AIDS
Lecture through AV aid
Induction
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5.IMPLEMENTATION OF TRAINING
PROGRAMME Programme design is implemented within a specif ied
period.
Trainees were motivated during the training process.
Trainee were f acilitated to test their skills and
kno wledge through questions and practical exercises.
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6. EVALUATION OF TRAINING
Context
evaluation
Inputevaluation
Process
evaluation
Product
evaluation
Impact
evaluation
Implicationof
evalua
tion
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7. FEEDBACK Feedback report is prepared by:
1. Communicating with participants
2. Communicating with trainers
Helps in impro ving eff ectiveness of participants andtrainers.
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Satisfaction level of the employees
from the existing program.
y Research methodology
y Descriptive and exploratory
y Sample Size - 50 emplo yees (a mix of junior andmiddle level emplo yees)
y Tools used Structured Questionnaire
y Analysis technique Univarient
(mean/median/mode/standard deviation)y Extensive use of pie chart is done
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Q uestionnairey Ho w much are y ou satisf ied with the relations with co-workers?
y Does Top-level management have sincere interest in the training concern?y
Does communication process exit between high level & lo wer levelmanagement?
y Are y ou satisf ied with y our training conditions?
y Does y ou boss give y our reward for y our good performance?
y Does y our supervisor lay do wn instructions to y ou very clearly?
yDoes y our supervisor lay do wn instructions to y ou very clearly?
y Are there any trouble makers in y our group?
y Does the tools & equipments pro vided to y ou are better quality?
y Does y our supervisor encourage y ou to give new ideas & suggestions?
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FINDINGSy Most (approximately 70%) of emplo yees were satisf ied
with the training process conducted at the Airtel
y
Trainees were satisf ied of the relationship with Topmanagement
y Complains were also guided by training supervisor
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SUGGESTIONSy As there was lack of coordination amongst the
emplo yees; more training on team building can be
do
ne.y New joiners should be given more time to induct andorient with the company.
y There should be developmental targets for each of the
emplo yees.y Trainings can be linked to rewards in order to get the
better output.