Name: Title:

Malti Salonia (2008 -2010) Training and Development Process of BHEL

Executive Summary Training and development is one of the very important process in any organization, companies are spending more and more into this segment, because through this they will get perfect employees for their organization. In this report I tried to give all the possible information about BHEL training and development, how they related with each other? How they relate with the company, what are the possible factory which affect the whole process of training and development. This report also includes various kinds of training program which the company follows, and how those programs will good for the organization or employees. I also tried to include needs of training their objective and conceptual framework of training. This report also includes some training programs which are held in BHEL of the development of employees. By doing this project I am able to understand the satisfaction levels of employees who are the part of the training. After studied this report I conclude some facts about the training needs and make some suggestions and recommendation for their training and development program.

Objectives:

GROWTH:
To ensure a steady growth by enhancing the competitive edge of BHEL in existing businesses, new areas and international operations.

PROFITABILITY:
To provide a reasonable & adequate return on capital employed, primarily through improvement in operational efficiency, capacity utilization & productivity and generate adequate internal resources to finance the companys growth.

CUSTOMER FOCUS:
To build a high degree of customer confidence by providing increased value for his money through internationals standards of products quality, performance and superior customer services.

PEOPLE ORIENTATION :
To enable each employee to achieve his potential, improve his capabilities, perceive his role & responsibilities and participate & contribute positively to the growth and success of the Company. To invest in human resources continuously and be alive to their needs

IMAGE:
To fulfill the expectations which stakeholders like government as owner, employees and the country at large have from BHEL.

Recommendations & Suggestions: Based on the data collected through the questionnaire and interactions with the Officers and Workers of BHEL the following recommendations are made for consideration: The organization may utilize both subjective and objective approach for the training programmes. The organization may consider deputing each employee to attend at least one training programmes each year. The In-house training programmes will be beneficial to the organization as well as employees since it will help employees to attend their official work while undergoing the training. The organization can also arrange part time training programmes in the office premises for short durations, spanning over a few days, in order to avoid any interruption in the routine work. The organization can arrange the training programmes department wise in order to give focused attention towards the departmental requirements.

Limitations: The following are the limitations of the study: The sample size was small and hence the results can have a degree of variation. The response of the employees in giving information was lukewarm. Organizations resistance to share the internal information. Questionnaire is subjected to errors.

Conclusion: The major findings of the project are enumerated as follows: Training is considered as a positive step towards augmentation of the knowledge base by the respondents. The objectives of the training programmes were broadly known to the respondents prior to attending them. The training programmes were adequately designed to cater to the developmental needs of the respondents. Some of the respondents suggested that the time period of the training programmes were less and thus need to be increased. Some of the respondents also suggested that use of latest training methods will enhance the effectiveness of the training programmes. Some respondents believe that the training sessions could be made more exciting if the sessions had been more interactive and in line with the current practices in the market. The training aids used were helpful in improving the overall effectiveness of the training programmes. The training programmes were able to improve on-the-job efficiency. Some respondents also recommended that the number of training programmes be increased.