TOPIC-TRAINING AND DEVELOPMENT

IN-BHARAT HEAVY ELECTRICAL LIMITED

SUBMITTED BY:MANISHA GAUTAM

17MBA1119
 ABOUT COMPANY
BHEL is the largest engineering and manufacturing enterprise in
India in the energy related infrastructure sector today . BHEL was
established more than 45 years ago ushering in the indigenous
Heavy Electrical Equipment industry in India, a dream which has
been more than realized with a well-recognized track record of
performance. It has been earning profit continuously since 1971-
1972 and achieved a sales turnover of rs.14525 crores with a
profit before tax of rs. 2564 crores .BHEL’s caters to core sectors
of the Indian economy viz. power generation and transmission
industry , transportation , renewal energy , defense , etc. The
wide network of BHEL’s 14 manufacturing divisions , 4 power
sector regional centers , 8 service centers and 15 regional offices
and a large no. of projects sites spread all over India and a abroad
enables the company to promptly serve its customer and provide
them suitable products , system and services efficiently and at
competitive prices.
 MEANING OF TRAINING
Training is vital part of the human resource development. It is
assuming ever important role in wake of the advancement of
technology which has resulted in ever increasing competition,
rise in customer’s expectation of quality and service and a
subsequent need to lower costs.
Importance of Training
OPTIMUM UTILISATION OF HUMAN RESOURCES
DEVELOPMENT OF HUMAN RESOURCES
DEVELOPMENT OF SKILLS OF EMPLOYEES
QUALITY
HEALTHY WORK –ENVIRONMENT
HEALTH AND SAFETY
 STEPS IN TRAINING PROGRAM OF
BHEL
1.Identify goals.
It’s hard to be successful without knowing exactly what they are trying to achieve. That’s
why brainstorming sessions to determine their business’s needs are important in BHEL.
2.Acquire training resources.
In this company appropriate training resources and training material are made available
for the employees at the time of their training program. It include computer software, an
online course, or books.
3. Create a schedule.
According to the needs of the company,the length and complexity of a training program, it
might take a few days to several weeks to complete. Figure out roughly how long it will
take and create a schedule.
4. Find a trainer.
The company recruit an experienced professional to guide team members throughout
their orientation to keep things running smoothly. The preference of company in HR in
their business or they may want to use an in-house manager who has direct experience
in their business, or they can hire a professional trainer.
 5. Communicate effectively.
It’s a tradition of company to hold a meeting with employees before
the start of training program. The HR department provide a brief
rundown on what the training program will entail and what canhave
discussions with the employees and their expectation from training
program
6. Track progress.
The company framed metrics to monitor what’s been completed. The
program breakdown into sections so that HR will know how far employees
have covered information and what’s left.
7. Encourage feedback.
After the completion of training program HR department meet and discuss
with employees to obtain feedback from trainees. This is the time when
employees discuss the strengths and weaknesses of the program, what they
learned, their overall experiences.
 OBJECTIVES OF THE STUDY
1.To conduct and study a Training Need Analysis with special
reference to BHEL .
2.To understand the employees perception about training needs.
3.To identify the specific sectors or avenues for employee training .
4.To develop an effective and viable training system according to the
requirement.
5. To examine the effectiveness of training in overall development of
skills of workforce.
6.To examine the impact of training on the workers.
7. To study the changes in behavioral pattern due to training.
8.To measure the differential change in output due to training
 Research Methodology
Research Methods refers to all the techniques that have been
used to conduct the research. The
science of methods is termed as research methodology.
Data Collection
The collection of data is as follows:
Primary Data:
Interview
Questionnaires
Personal Observation.
Secondary Data:
Newspapers , journals , magazines
Booklets of company
Internet
Website of the company (www.bhel.com)
 SELECTION OF SAMPLE SIZE

• In order to take a reasonable sample size and not to disturb

the functioning of the organization, a sample size of
reasonable strength of the company has been taken in order
to arrive at the present practices of training in the company.
• Accordingly,20 officers and 40workers have been selected at
random from all the departments of the organization and
feedback forms (questionairs) have been obtained. The data
has been analyzed in order to arrive at present training
practices in the organization.
 SAMPLING TECHNIQUE NEEDS

The technique of random sampling has been

used in the analyses of the data. Random
sampling from a finite population refers to
that method of sample selection, which gives
each possible sample contribution an equal
chance of being included in the sample. This
sampling is without replacement , i.e. once
an item is selected for the sample , it cannot
appear in the sample again .
 DATA ANALYSIS
Table No.1
Showing number of Male and Female in BHEL who were surveyed.

PARTICULARS NO. OF PERCENTAGE

RESPODENTS
MALE 16 32%
FEMALE 34 68%
TOATAL 50 100%

Table no.1 indicates

that 32% male and 68% NO. OF RESPODENTS
female works in BHEL.
MALE
FEMALE
TOTAL
 Table No.2
Showing qualification of employee who filled the
questionnaire
PARTICULARS NO.OF RESPODENTS PERCENTAGE
BELOW MATRIC 10 20%
MATRIC 18 36%
HIGHER SENIOR SECONDARY 22 44%
TOTAL 50 100%

NO. OF RESPODENTS
Table no.2 indicates that : BELOW
1. 20% of employees are below MATRIC
matric
2. 36% of the employees MATRIC
passed matric examination.
3. 44% of employees passed
higher senior secondary HIGHER
examination SENIOR
SECONDARY
 Table No.3
Showing work experience as per training of employees
PARTICULARS NO. OF RESPODENTS PERCENTAGE
PURSUING TRAINING 19 38%
COMPLETE TRAINING 31 62%
TOTAL 50 100%

Table no. 3 indicates NO. OF RESPODENTS

that there are 44% PURSUING
employees who are TRAINING
pursuing training while COMPLETE
56% of the employees TRAINNG
say that they completed
their training.
 Conclusions/ findings
On the basis of the analysis made, the following conclusions are
drawn:
Maximum number of employees find healthy environment at the
work place.
Maximum employees said that they get help whenever they
required.
Lack of interest in employees act as barrier in training program.
Employees are satisfied with training and development program
me's given to them.
The training program has helped in developing skills of employees.
After attending training program most of the workers find their
attitude better towards the job.
Most of the employees wants to the workplace to be redesigned
where the training sessions are been conducted.
THANK
YOU