training and compensation in telecom
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Source:http://traininganddevelopment.naukrihub.com/training-scenario/telecom/training.html
Holding an engineering degree is not enough to survive in the Telecom Sector. There is
constant need of updating of knowledge, skills, and attitudes.
With this rapid growth in Telecom Sector, the need for trained professionals in bound to rise
and so is the training need. The total training
market in Telecom Sector is estimated to be Rs 400 crore.
Many top players are spending a huge amount on training and development, forexample BSNL alone spends more than 100 crore on training and developmentof its employees through the Advanced Level Telecommunications TrainingCentre (ALTTC) and 43 other regional training institutes.
Training Institutes
Some of the major training institutes in Telecom Sector are:
Bharat Ratna Bhim Rao Ambedkar Institute of Telecom Training
National Academy of Telecom, Finance, and Management
Advanced Level Telecom Training Centre
Usha martin Academy of Communication Technology Initiatives
Dhirubhai Ambani Institute of Information and Communication Technology
Preferred Training methods
On-the-job training
Brainstorming sessions
Distant learning
Workshop
Short-term interactive sessions
Seminar
Online eLearning
CBT training program
Computer Lab Work
Group study
Instructor lead class room training
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feedback information and corrects the trainee.
(d) Committee Assignments: Under the committee assignment, group of trainees are
given and asked to solve an actual organisational problem. The trainees solve the problemjointly. It develops team work.
(e) Apprenticeship: Apprenticeship is a formalized method of training curriculum program
that combines classroom education with on-the-job work under close supervision. The
training curriculum is planned in advance and conducted in careful steps from day to day.
Most trade apprenticeship programs have a duration of three to four years before an
apprentice is considered completely accomplished in that trade or profession. This method is
appropriate for training in crafts, trades and technical areas, especially when proficiency in a
job is the result of a relatively long training or apprenticeship period, e.g., job of a
craftsman, a machinist, a printer, a tool maker, a pattern designer, a mechanic, etc.
Off the job
Vestibule , conference , lecture method, role playing
Lectures/Conferences:- This approach is well adapted to convey specific information, rules,
procedures or methods. This method is useful, where the information is to be shared among a large
number of trainees. The cost per trainee is low in this method.
Films: - can provide information & explicitly demonstrate skills that are not easily presented by other
techniques. Motion pictures are often used in conjunction with Conference, discussions to clarify &
amplify those points that the film emphasized.
Simulation Exercise: - Any training activity that explicitly places the trainee in an artificial
environment that closely mirrors actual working conditions can be considered a Simulation. Simulation
activities include case experiences, experiential exercises, vestibule training, management games &
role-play.
Cases: - present an in depth description of a particular problem an employee might encounter on the
job. The employee attempts to find and analyze the problem, evaluate alternative courses of action &
decide what course of action would be most satisfactory.
Experiential Exercises: - are usually short, structured learning experiences where individuals learn
by doing. For instance, rather than talking about inter-personal conflicts & how to deal with them, an
experiential exercise could be used to create a conflict situation where employees have to experience
a conflict personally & work out its solutions.
Vestibule Training: - Employees learn their jobs on the equipment they will be using, but the training
is conducted away from the actual work floor. While expensive, Vestibule training allows employees to
get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of
transferring learning to the job.
Role Play: -Its just like acting out a given role as in a stage play. In this method of training, the
trainees are required to enact defined roles on the basis of oral or written description of a particular
situation.
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Conveyance
Organizations provide for cab facilities to their employees. Few organizations also provide vehicles and
petrol allowances to their employees to motivate them
SpecialAllowance
Special allowance such as overtime, mobile allowances, meals, commissions, travelexpenses, reduced interest loans; insurance, club memberships, etc are provided to
employees to provide them social security and motivate them which improve theorganizational productivity.
indirect in the form of non-monetary benefits known as perks, time
off(http://payroll.naukrihub.com/compensation/indirect-compensation.html
Traditional approach in compensation:employees were expected to work
hard and obey the bosses orders. In return they were provided with job security,
salary increments and promotions annually. The salary was determined on the basis
of the job work and the years of experience the employee is holding.
MODERN APPRAOCH designed aligned to the business goals and strategies. The
employees are expected to work and take their own decisions. Authority is being
delegated. Employees feel secured and valued in the organization. Organizations
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offer monetary and non-monetary benefits to attract and retain the best talents in
the competitive environment
RECRUITMENT FORMS:
CENTRALIZED RECRUITMENT
Recruitment decisions for all the business verticals and departments of an organisation are carried out by the
one central HR department at the head office OF THE ORGANISATION.
Centralized from of recruitment is commonly seen in government organisations.
Benefits of the centralized form of recruitment are:
Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office
DECENTRALIZED RECRUITMENT
Decentralized recruitment practices are most commonly seen in the case of conglomerates operatingin different and
diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to
understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department
carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of
particular organization. In some cases combination of both is used.
Lower level staffs as well as top level executives are recruited in a decentralized manner.