A SYNOPSIS

On IMPORTANCE OF TRAINING METHODS IN TELECOM INDUSTRY RELIANCE

Submitted in Partial Fulfillment Of the Requirement For the Degree of MASTER OF BUSINESS ADMINISTRATION (2011-2013)

Under The Guidance of:

Mrs. Pratima Sharma

Submitted by:
Sujata teotia
(MBA 4TH Sem) ROLL NO. 1168470151

GNIT Management School

6-C, Knowledge Park-II, Greater Noida ( G. B. Nagar)

CONTAINTS

INTRODUCTION OBJECTIVE OF THE STUDY PROBLEM/SCOPE OF THE STUDY REVIEW OF LITERATURE RESEARCH METHODOLOGY DATA ANALYSIS USE & IMPORTANCE OF THE STUDY SUGGESTIONS CONCLUSION BIBLIOGRAPHY

INTRODUCTION

TRAINING
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job. In todays scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to success or failure of an organization they are the cornucopia of ideas. So it high time the organization realize that train and retain is the mantra of new millennium. It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

Types Of Training Methods Adopted By Reliance

The training methods which are generally used in an organization are classified into two i.e. 1) On the job: On-the-job training places the employees in an actual work situation and makes them appear to be immediately productive. It is learning by doing. For jobs, that either are difficult to simulate or can be learn quickly by watching and doing on-the-job training makes sense. One of the drawbacks to on-the-job training can be low productivity while the employees develop their skills. Another drawback can be the errors made by the trainees while they learn. However, when the damage the trainees can do is minimal, where training facilities and
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personnel are limited or costly, and where it is desirable for the workers to learn the job under normal working conditions, the benefits of on-the-job training frequently offset its drawbacks. (ii) Job Instruction Training: JIT consists of four basic steps: (a) Preparing the trainees by telling them about the job and over coming their uncertainties (b) Presenting the instruction, giving essential information in a clear manner; (c) Having the trainees try out the job to demonstrate their understanding; and 2) Off the job: Off-the-job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each of these techniques vary from a small make shift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated audiovisual equipment, two-way mirrors, and all the frills. OFF THE JOB TRAINING There are many management development techniques that an employee can take in off the job. The few popular methods are:

SENSITIVITY TRAINING TRANSACTIONAL ANALYSIS STRAIGHT LECTURES/ LECTURES SIMULATION EXERCISES

Importance of Training Methods

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees

OBJECTIVE OF THE STUDY

The broad objective of the study of training methods in Reliance is to study the impact of training on the overall skill development of workers. The specific objectives of the study are: 1. To examine the effectiveness of training in overall development of skills of workforce. 2. To examine the impact of training on the workers. 3. To study the changes in behavioral pattern due to training. 4. To measure the differential change in output due to training 5. To compare the cost effectiveness in implanting training programs

SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, modules, formats being followed and is limited to the company Reliance and its employees. The different training programs incorporated/facilitated in Reliance through its faculties, outside agencies or professional groups. It also judges the enhancement of the knowledge & skills of employees and feedback on its effectiveness.

Review of Literature
Review of related literature is an important aspect of every study. It serves multiple Purposes and is essential for a well-designed research study. It helps the investigator To acquaint him with current knowledge in the area in which he is going to conduct The research. It is a valuable guide in defining the problem, recognizing its scope And significance, suggesting relevant hypotheses, gathering devices, making Appropriate study design and sources of data. The Importance of Training Methods The significance and value of training has long been recognized. Consider the popular and often repeated quotation, Give a person a fish and you feed him for a day. Teach a person to fish and you feed him for a lifetime. This simple but profound saying is attributed to the wisdom of Confucius who lived in the 5th century BC. Given todays business climate and the exponential growth in technology with its effect on the economy and society at large, the need for training is more pronounced than ever. Training, in the most simplistic definition, is an activity that changes peoples behavior. Increased productivity is often said to be the most important reason for training. But it is only one of the benefits. Training is essential not only to increase productivity but also to motivate and inspire workers by letting them know how important their jobs are and giving them all the information they need to perform those jobs (Anonymous, 1998). McNamara (n.d.) lists the following as general benefits from employee training: increased job satisfaction and morale increased motivation increased efficiencies in processes, resulting in financial gain increased capacity to adopt new technologies and methods increased innovation in strategies and products Reduced employee turnover

RESEARCH METHODOLOGY

RESEARCH OBJECTIVE: To get details about the Training from the employees of Reliance communication Limited.

RESEARCH TECHNIQUE: A research technique refers to the behavior and instruments we use in performing research operations. Here, regarding this project the techniques of Questionnaire is used.

RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of data in manner that aims to combine relevance to the research purpose with economy in procedure.

DATA ANALYSIS
Questionnaires in one form or another do appear in this kinds of research. Hence it is extremely vital that the questionnaire is framed with utmost care so that it measures the variable in exactly the way it has been designed for. Once the initial design has been properly framed, a pre _ test must be conducted to find out whether the questions mean the same thing to the trainer and the trainee. If found inappropriate, the questionnaire should be redesigned and a pilot survey should be conducted. If found appropriate. Full survey should be conducted and if found inappropriate the questionnaire should be redesigned again. The reliability and validity of the questionnaire should be properly evaluated before going in for full survey. In regard to collection of data. It may be observed, As with any method of data collection it is vital to plan how the data is to be collected. However with this method, since it does not usually involve the design of some sort of formal survey instrument such as questionnaire. It is all too easy to leap straight in without a plan. This can lead to a considerable waste of time and without a plan. This can lead to a considerable waste of time and even worse the wrong data being collected-so the message is plan and design your desk research in the same way as you would any more formal survey. Thus whatever technique or method we adopt, the validity and reliability of data must be determined. As a matter of fact must look at three factors to determine the reliability and validity of the collected data. According to Frances and bee, three key aspects must be considered in any evaluation study. These key aspects are as follows;

The first factor is concerned with the internal stability of an evaluation study. It is concerned with how well the study measures what we want or are aiming to find out. This usually involves the adequacy and appropriateness of the measuring tool. The instrument, used. What needs to be considered is that whatever instruments we use for the purpose of collecting data, we must make sure that the terminology being used actually measures the variable that we intend to measure. Whether the instrument be interview or questionnaire, the terms must elicit the kind of information that is required.

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The second factor is concerned with the external validity. It is concerned with the extent that the findings can be applied beyond the group involved in the study. The conclusions drawn on the basis of collocated should not be applicable only to the group that was the basis of collection of data. On the contrary, the collected data should have the reliability and validity to the extent that its conclusions are applicable to other similar situations.

The third factor that needs to be considered is concerned with reliability. The reliability of an evaluation study is the extent to which the results can be replicated, i.e. if the study was repeated the results would be the same. The obvious approach to dealing with this issue is to repeat tests and observations. Also techniques, such as including the same question but in different forms, using multiple observes, etc. can be helpful.

TOOLS USED FOR DATA COLLECTION Primary data collected through questionnaires and informal interviews. Secondary data collected through magazines, journals, websites, and other corporate publications PROCEDURE FOR DATA COLLECTION. Communication, asking questions and receiving a response in person Visiting the various organizations, libraries, internet and also preparation of the questionnaire with the help of the project guide

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IMPORTANCE OF THE STUDY

Collection of information through interviewing and discussing with key personnel both inside and outside the organization or specific departments; observing the work place, working conditions, processes and outcomes; examining records, other written information and annual employee appraisal. Compare performances of each department and each employee against objectives, targets and standards set for them and keeping in mind future work requirements in the organization. Identify cause of problems faced by the organization to enable the management to train the employees in handling the problems as well as solving the problem in a satisfactory manner. Segregate identified problems into problems requiring staff development action such as training and into problems requiring other management actions, so that these problems are accurately addressed.

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SUGGESTION

The training objective are in keeping with needs and abilities of the trainee and it is this that proves to be the major reason for success of the training as whole...

The trainee fill the feedback form and from time to time test are conducted to know the gauge the effectiveness of training to employee to check their memory if they retain anything or not.

We think that time management is one of the thing on which Reliance team must emphasis so that there employee can be more productive as it was found during the visit to the corporate office people they lack in managing themselves.

Stress management training is more important for employee as it was observed that people are all the time in tension like situation as to how to do what to do when to do, no time and things like that which kept them tensed all time. Last but not least behavioral training is more important as while doing the study it was found that people are less cooperative and outgoing to help out.

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CONCLUSION
The conclusion of the research is summarized in the following lines. Training is necessary for the existence of organizations and may be called as its soul. The research shows that employees know the importance training and relate it with their Productivity. They also agree with the positive impact of Training over Organizational Performance. More over they are happy to get advanced Training for their Promotion, which they believe necessary for it. As Training increases Job Skills, so the Job performance has also strong relationship with it. The Return on Training Investment is low as compared to its output, which was noted from the employees response. In short, Training plays a vital role in the betterment of worker and over all productivity of organizations. In Pakistani scenario, it would be better if said that organizations should maintains check and balance over the Training contents and cost to make it more beneficial and productive.

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BIBLIOGRAPHY

Company Profile. Retrieved from www.reliancecommunications.com. Kothari C.R ,Research Methodology, New Delhi, New Age International Publication,2nd Edition Aswathappa.K -Human Resource Management and Personnel Management.

NEWSPAPERS:

The Times of India. Hindustan Times Economic Times

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