training and compensation in telecom

Upload: prashant-giri

Post on 05-Apr-2018

218 views

Category:

Documents


0 download

TRANSCRIPT

  • 7/31/2019 Training and Compensation in Telecom

    1/6

    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

    http://traininganddevelopment.naukrihub.com/training-scenario/telecom/training.htmlhttp://traininganddevelopment.naukrihub.com/training-scenario/telecom/training.htmlhttp://traininganddevelopment.naukrihub.com/training-scenario/telecom/training.htmlhttp://traininganddevelopment.naukrihub.com/training-scenario/telecom/training.html
  • 7/31/2019 Training and Compensation in Telecom

    2/6

  • 7/31/2019 Training and Compensation in Telecom

    3/6

    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.

  • 7/31/2019 Training and Compensation in Telecom

    4/6

  • 7/31/2019 Training and Compensation in Telecom

    5/6

    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

    http://payroll.naukrihub.com/compensation/indirect-compensation.htmlhttp://payroll.naukrihub.com/compensation/indirect-compensation.htmlhttp://payroll.naukrihub.com/compensation/indirect-compensation.htmlhttp://payroll.naukrihub.com/compensation/indirect-compensation.html
  • 7/31/2019 Training and Compensation in Telecom

    6/6

    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.