1

Introduction of training and development:In simple term training and development refer to the importing of specific skills, abilities and knowledge to an employee. A formal definition of training and development is.

Definition:It is any attempt to improve current or future employee performance by increasing an employee ability to perform through learning usually by changing the employees attitude or increasing his skills or knowledge. The need for training and development is determined by the employees performance. Deficiency, computed as follows. Every organization needs to have well trained and experienced people to perform the activities that have to be done. If the current or potential job occupant can meet this requirement, training is not important but when this is not case, if is necessary to raise the skill levels and increase the versatility and adaptability of employees. In a rapidly changing society, employee training and development are not only an activity that is desirable but also an activity that an organization must commit resources to if it to maintain a viable and knowledgeable work force.

Concept of training: - After employees have been selected for

various in an organization training them for the specific tasks to which they have been assigned assumed great importance. If is true in many organization that before an employee is filled into a harmonious working relationship with other employees. He is given adequate training. Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of training is basically to bridge the gap b/w job requirement and present competence of an employee. Training culmed at improving the behavior and performance of a person. It is a never ending or continuing process.

Feature of training: Increasing knowledge & skills for doing a particular job it bridges and. Focuses attention on the current job. It is job specific and addresses particular performance deficits or problems. Concentrates on individual employee- changing what employee know, how they work, their attitudes toward their work or their interactions with their co-workers or supervisors. Tends to be more atrocity focused and oriented toward shorter performance concerns. the gap b/w job need and employee skills knowledge

Training should be distinguished from education. Training is any process by which the aptitudes, skills and abilities of employed to perform specific jobs or increased. On the other hand, education is the process of increasing the go and understanding of employees. thus education is wide inscape and more general in purpose than training, training is job oriented or occupational having an immediate utilization objectives and the major burden of training tells upon the employers. Education is person oriented while training is job oriented. Education generally refers to formal instruction in a school or college where training is often imparted at the work place.

Training Vs development:Employee training is distinct from management development. Training is a short term process utilizing systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for definite purpose. It is designed primarily for non-managers. It is for a short duration and for a specific job related purpose. Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. It involves philosophical and theoretical educational concepts and it is designed for managers. It involved broader education and its purpose is long term development.

Need for training:4

1. Job requirements: - Employees selected for a job might lack

the qualification required to perform the job effectively. Now and inexperienced employee require detailed instruction for effective performance on the job. New employees need to provide orientation training to make them familiar with the job and the organization.

2. Technological changes: - Technology is changing very fast.

Now automation and mechanization have are being increasingly applied in offices and services sector. Increasing use of fast changing techniques requires training into new technology.

3. Internal mobility: - Training becomes necessary when an

employee moves from one job to another due to promotion and transfer. Training is widely used to prepare employees for higher level jobs.

Importance of training:-

1. Higher productivity: - Training helps to improve the

level of performance. Trained employees perform better by using better method of work.

2. Better Quality of work: - In training, the best methods

are standardized and taught to employees. Uniformity of work methods and procedures helps to improve the quality of product or service,

3. Less Learning period: - A systematic training

programme helps to reduce the time and cost involved in learning, employees can more quickly reach the acceptable level of performance.

4. Cost reduction: - Trained employee makes more

economical use of materials and machinery. Reduction in wastage and spoilage together with increase in productivity help to minimize cost of operations per unit.

5. Low accident rate: - Trained personnel adopt the right

work methods and make use of the prescribed safety devices. Therefore, the frequency of accidents is reduced. Health and safety employees can b improved.

6.High morale :- Proper training can develop positive

attitudes among employees, job satisfaction and morale are improved due to a rise in the earnings and job security of employees,

7. Personnel Growth: - Training enlarges the knowledge

and skills of the participants. Therefore well trained personnel can grow faster in their career. Training prevents obsolescence of knowledge and skills.

Introduction of executive development: Managers are the indispensable resources, the priceless assets of an organization. They generate creative ideas, translate them into concrete action plans and produce results. When they succeed, they are able to keep everyone in good humor- including shareholders, employees and the general public. They are hailed as invincible corporate heroes and Even treated as prized possessions of a country. When they fail, they destroy the scarce corporate resources and make everyone cry. The outcomes of managerial actions, thus, are going to be deep, profound and decisive. To get ahead in the race especially in a complex, dynamic and ever changing world, managers need to develop their capabilities that go beyond by the current job.

The Concept: Development is an education process as it tries to enhance ones ability to understand and interpret knowledge in a useful way. Development is different form training in that it is often the result of experience and the maturity that comes with it. It is possible to train most people to drive a vehicle, operate a comp, or assemble a radio.

However, development in such areas as judging what is right or wrong, taking responsibility for results, thinking logically, understanding Cause and effect relationships, synthesizing experiences to visualize relationships, improving communication skill, etc. may or may not come through over time. Executive development focuses more on the managers personnel growth. It is more future oriented and more concerned with education than is employee training.

Definition: Executive or management development is a planned, systematic and continuous process and growth by which managers develop their conceptual and analytical abilities to manage. It is the result of not only participation in formal courses of instruction but also of actual job experience. It is primarily concerned with improving the performance of managers by giving them stimulating opportunities for growth and development.

Features of executive development

It is a planned effort to improve executives ability to handle a variety of assignments. It is not a one shot deal, but a continuous, ongoing activity. It aims at improving the total personality of an executive

It aims at meeting future needs unlike training, which seeks to meet current needs,

It is a long term process, as managers take time to acquire and improve their capabilities

It is proactive in nature as it focuses attention on the present as well s future requirements of both the organization and the individual.

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Importance: Executives development has become indispensable to modern organizations in view of the following reasons: For any business, executive development is an invaluable investment in the long run. It helps managers to acquire knowledge, skills and abilities required to grapple with compel Become more useful versatile and productive. The rich experience that they gain over a period of time would help them into the shoes of their superiors easily. The special course, projects, committee assignment, job rotation and other exercise help manager to have a feel of how to discharge their duties without rubbing people(subordinates, peers, superiors, competitors, customers, etc.) the wrong way.

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Steps in the organization of a management development programmer:A. Analysis of organizational development needs: - after deciding to launch a management development programs, a close and critical and critical examination of the present and future development needs of the organization has to be made. We should know how many and what type of manager are required meet the present future requirement. B. Appraisal of present management talents: - in order to make the above suggested comparison, a qualitative assessment of the existing executive talents should be made and an estimate of their potential for development should be added to that. C. Inventory of management manpower:-This is prepared to have a complete set of information about each executive in each position. For each member of the executive team, a card is prepared listing such data as name, age, length of service, education, work experience, health record, psychological test result and performance appraisal data; etc the selection of individuals for a management development programmer is made on the basis of the kind of background they possess. Such information, when analyzed, discloses the strengths as

12

well as weaknesses or deficiencies of managers in certain function relating to the future needs of the organization. D. Planning of individual development programmer: - guided by the results of the performance appraisal that indicates the strengths and weaknesses of the executives, this activity of planning of individual development programmer can be performed. E. Establishment of development programmer: - it is the duty of the hr department to establish the development opportunities .The hr .department has to identify the existing level of skills, knowledge, etc. of various executives and compare them with their respective job requirement. Thus it identifies development needs and requirements and establishes specifics development programmer, like leadership courses, management games, sensitivity training etc. F. Evaluation of results: - executive development programmers consume a lot of time money and effort. It is , therefore , essential to find out whether programmer have been on track or not programs evaluation will cover the areas where changes need to be undertaken so that the participants would find the same to be relevant and useful for enriching their knowledge and experience in future.

Methods and techniques of training & executive development

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Training and executive development

On-the-job-techniques Coaching Under study Position rotation Project assignment Committees Multiple management Selected reading

off-the-job-technique Lectures Case studies Group discussions Conferences Role playing games in basket exercise Sensitivity training Programmed instruction

On the job training is most suitable when the aim is to improve on the job behavior of executives. Such trainings are inexpensive and time savings. The motivation to learn is high as training takes place in the real job situation. On the-training is given-through the following methods.

1-coaching:14

In the method the superior guides and instructs the trainee as a coach. The coach or counselor sets mutually agreed upon goals suggests how to achieve these goals periodically reviews the trainees progress and suggests changes required in behaviors and performance. Coaching method offers several advantages. (I) It is learning by doing. executive development programmer exists. (III) Periodic feedback and evaluation are a part of coaching. (IV) (V) It is very useful for orientation of new executives and developing operative skills. it involves close interactions between the trainee and his boss Disadvantages. (a) It requires that the superior is a good teacher and guide. (b) The training atmosphere is not free from the worries of daily routine. (VI) The trainee many not get sufficient time to make mistakes and learn from experience.

(II) Every executive can coach his subordinate even if no

2. Understudy:-

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An understudy is a person selected and being trained as the heir apparent to assume at a future time the full duties and responsibility of the position presently held by his superior. In this way a fully trained person becomes available to replace a manager during his long absence, on his retirement transfer promotion or death.

Advantages:(I) it is practical and time saving due to learning by doing load (III) the junior and the senior closer to each other

(II) the trainee takes interest and shows the superior work

Disadvantage:(I) it perpetuates the existing managerial practices. (II) As employee is identified in advance as the occupant of a higher level managerial position the motivation of other employee in the unit may be affected. (III) The subordinate staff may ignore the understudy and treat him as an intruder without clear authority and responsibility.

(3) Position rotation: -

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It involves movement or transfer of executives from one position or job to another on some planned basis. These persons are moved from one managerial position to another according to a rotation schedule. Position rotation is also called job rotation.

Advantage: (I) It helps to reduce monotony and boredom by providing variety of work. (II) It infuses new concepts and ideas and into elder personnel.

Disadvantage:(I) job rotation may cause disturbance in established operation. (II) The trainee executive may find it difficult to adjust himself to frequent moves. (III) The new incumbent may introduce ill conceived and hasty innovations causing loss to the organization.

4. Committee assignment: A permanent committee consisting of trainee executives is constituted. The entire trainee participates in the deliberation of the committee. Through discussion in committee meeting they get acquainted with different viewpoint and alternative methods of problem solving them also learn interpersonal skills.

5. Lectures: 17

These are formally organized talks by an instructor on specific topics. Lectures are essential when technical or special information of a complex nature is to be provided .these can be supplemented by discussions, case studies, demonstration, audio visual aids and film show, lecture methods is a simple way of imparting knowledge to a large number of within a short time.

Lecture method can be made effective in the following:(a)

A lecture should be well planned as to its purpose and contents The lecture should be competent and a good speaker. The lecture should not be for more then an hour. The lecture should be made interesting through leading questions guided discussions and audio visual aids.

(b) (d)
(e)

(c) He should keep in mind the listeners needs and interests.

6. Group discussions: It is variant of the lecture method. Under it paper is prepared and presented by one or more trainee on the selected topic. This is followed by a critical discussion .the chairman of the discussion or seminar summaries the contents or the paper and the discussions which follows. Often the material to be discussed is distributed in advance, seminars and conferences enable executives to learn from the experiences of each other and have become quite popular.

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10.case study method:- under this methods a real or hypothetical business problem or situation demanding solution is presented in writing to the trainees they are required to identify and analyze the problem suggest and evaluate alternative courses of action and choose the most appropriate solution.

Advantages:(I) It promotes analytical thinking and problems solving skill. (II) It encourages open mindedness and provides a means of integrating interdisciplinary knowledge (III) Detailed descriptions of real life situation help to create interest of trainees.

Disadvantages: (I) a may degenerated into a dreary history undermining analytical reasoning (ii) It may suppress the critical faculties of mediocre trainees (iii) it is saving and expensive to prepare to prepare god case studies.

7. Role playing: In this method the trainees act out a given role as they would in a stage play. Two or more trainee is assigned part to play before the
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rest of the class. Thus it is method of human interaction which involves realistic behaviors in an imaginary or hypothetical situation. Role playing primarily involves employer employee relationships, hiring, firing, discussing a grievance procedure, conducting a post appraisal interview of disciplining a subordinate or a salesman making a presentation to a customer.

8. In basket exercise: In this method the trainee is provided with a basket or tray of papers and tiles related to his functional area. He is expected to carefully study these and make his own recommendations on the problem situation. The recommendations/observations of different trainee s are compared and conclusions are arrived at these are put down in the from of a report.

Advantages: (I) the method is simple and in-expensive (ii) The trainees get a better appreciation of different functional area. (iii) Inter-departmental conflicts can be reduced

Disadvantages: (I) the solution arrived at by the participants tend to be abstract devoid of real fife problems

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(ii) The learners may find it difficult to adapt them to rigid situation .and may jack originality. X changes in environment, technology and processes successfully.

Developmental efforts help executives to realize their own career goals and aspirations in a planned way.

Executives can show superior performance on the job. By handling varied jobs of increasing difficulty and scope, they

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COMPANY PROFIL

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Birla ericsson optical limited (BEOL) a company under the mp birla group of industries has entered in to the field of optical communication by way of manufacturing fibre optic cables in the technical and financial collaboration with M/S errection cables AB of Sweden this faint venture company has been promoted by M/S universal cables LTD. a leader In the field of power cables and M/S vindhya telelinks LTD. one of the leading manufacture of jelly field telephone cables and their associates. Ericssion is a leading name in telecommunications for the 110 year with activities ranging from turnkey telecom network to cellular mobile telephone system and business commutation Ericssion is a leader in the complete spectrum of telecommunication technologies including defense system copper cables fiber optics electronic cables AB are the pine or in s-z stranding and ribbon cable technologies for optical fiber cables. BEOL has capacity for producing 8000 optical fibre communication cable KM per and the capability to profuse optical fibre cable consisting of 1 to 48 fibre to start with at BEOL we have complete facilities to manufacture all the

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internationally accepted cable constructions the complete area where optical fibre is stored tested and processed is specially lerigned proviso air conditioned just free and humility controlled enun the factory is equipped with latest state of the are fibre testing facilities. BEOL has a fully computerizes system for process monitoring and quality control in optical fibre cable production to ensure consistency and reliability of transmission parameters. BEOL also has the capability to profuse specialty cables for the use in medical equipment computers and local area networks cable TV network or any other type of special fibre optic based on customer specifications. BEOL has also diversified in to jelly filled cobber cables and switch board cables for the switching equipment capacity exists to profuse cables to any national and international specifications we have annual installed capacity to produce 9.0 lace conductor km. of copper cables latest state of the art plant and machinery has been procured form world renewed cable machinery manufactures for production of copper cables also.

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With this diversification facilities have been created to produce almost any type of cables used in telecommunication network all production activities are carrels out as plan the companys mgt in certain cases is JUST INTIME and is very proactive in this functioning following the proverb ASTITCH IN TIME SAVES NINE

FORMATION:-with

a dream of viewing

a global

VILLAGE BEOL was incorporated on 30th June 1992 at got its certificate of communication 8th January 1993.

LOCATION:-

the company is located near about 6 kms

away from REWA city in an industrial estate developed by Madhya Pradesh aurvedic Kendra vikas nigam limited (m.p.a.k.v.n.) beside national highway no.7 on rewa satna road.

OBJECTIVE:-the

company as stated in its memorandum

of association has following main objectives. (a)-to carry out manufacture trade sale import and export of all types of telecommunication cables like dry core cables coaxial OFC switch board cables bumperueores telephone set.

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(b)-to manufacture trade sole important and exported of all kinds of eclectic cables used in electrical industring and testing equipments all kinds of cables. (c)- To carry on business of electricture supping of and dealers in electrical appliances. (d)- to carry on the manufacture trade sole import and export of all types of optical fibre such as step index graded index and mono mode and other tydes of fibres required for use in fibre optic systems and cables. (e)-to carry on the manufacture trade sole import and export of equipment used for fibre optic network such as line terminal equipment muitible xers opto electric instruments line repeaters donating and terminating equipment materials and accessories. (f)- To design erect consultancy and megaservices it has also covered other objects 4/513(1) (d)

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CAPITAL: - the company limited by theres registered with rs. 50, 00,000000 at its authorized share capital the liaisons of the hares are of 5, 00, 00,000 shores of 10/ each.

FINANCERS: state bank of India.

the main financers of the company are

PRODUCTS: - the company manufacture Optical fibred cables up to 96 fibres. Polythene insulated felly filled telephone cables up to 1600 pairs Rang: 24 km (OFC). : Maximum up to 1100 mtr (PTJF). PRODUCTION: - The company started its commercial production of dally filled cables in the year 1994 at its registered plan the limit all capacity of the company was 9.00lacs ckm per annum far PIJF cable and 8000 lec ckm for OFC then on wards the company has been attaining a continuous ignorers in its capacity for 40.57 lakes for PIJF and 36414 LCKM for OFC fuel to diversify action and technical collaboration with M/S ERICSSON cable AB of send.

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PRODUCTS MANUFACTURING: - the company

is mainly concerned with the manufacturing of optical fibre cables and polyethylene insulated felly (PIJF) underground copper telephone cables. ACCESSARIES USED Fibre termination box (OFTB) Patch card pigtail Tool kit Fibre distribution frame (FDF) Splice font closure.

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OPTICFIBRE CABLES Fibre coloring

PIJFCABLE Conductor

Primary coating

Insulation

Secondary coating

Units & super units

S-Z standing

Stranding

Sheathing

Filling Core wrapping &screening

Jacketing Sheathing Printing Quality control Armoring

Dispatch

Jacketing

Quality control Dispatch

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Plant and machinery (FOR PIJFCABLE) The main plant and machinery include highs peed precision insulating lines polyethylene felly filling equipments with application systems telephone cable testing equipments high speed precision drum armoring machines wire drawing machines high speed group turning machines quaffing machines and p[dizzy back exteriors. OFC- secondary coating no. I and no II stranding sheathing faceting cable test equipments.

LAND AND BUILDINGThe company is constructed and 1-42 hectares f land for the purpose of felly filled telephone cable and OFC project taken from Madhya Pradesh auryadic Kendra vikas nigam LTD. (rewa) on 99 year lease.

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TECHNOLOGY
M/S BEOL optical LTD. Is a public limited company set up in to technical collaboration with M/S ERICSSON CABLES AB f send who are one of the world leaders in telecommunication cables for the manufacture of felly fitted telephone cables and improvement in technology imported by foreign collaboration is a continuous process besides this till the year loud the company had following up gradations.

(A) CONSERVATION OF ENERGYO

1- Optimum utilization of production machines resulting in substrate reduction in energy cost per unit of production. 2- Company obtained is 140001 certification.

(B) TECHNOLOGY AB SORPTION

1-

Process improvement and subscription of improved spares. Quality improvement productivity improvement and better availability of spares.
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2-

3-

It has adopted total PRIDUCTIVE MAINTENANCE SYSTEM which will ensure improved results in future.

The company has awarded IS/ISO 9002 certification by the bureau of Indian standard (accredited by road boor decertification nether lands) for the manufacture and supply of felly field telephone cables and optic fibre cables state of the art telephone is used to produce quality cables it has won the confidence and appreciation of its user like BSNL MYNL railways defense SAIL and various the client. Besides these technological the company has also upgraded it self in BEOL has right from its birth has laid stress on the use of computers for managing its manufacturing its manufacturing process and for regulating with the computerization of all Department having a separate electronic data prosing department the company keeps its system updated keeping a shard eye tore move any sort of salience it has also connected its various department for inter connect ions CONSUMERS- the consumers of the companys prefect can be categorized in to two categories wiz not using network fibers within the depts. And with JFC for inter connect ions CONSUMERS- the consumers of the companys prefect can be categorized in to two categories wiz

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FACTORS RELATED TO BEOL

33

34

Object of the study:There are some object of the study of training & development in Birla Errection Optical Limited (1). the first object of the study is I want to know how the Birla Errection Optical Limited (2). The second object of the study is I want to know which method use in Birla Errection Optical Limited For the training and development. (3). the tired object of the training and development method which is used by the BEOL is it good or not. (4). the forth object of the study is I want to know the method which is used by the basic it increase the employee efficiency. (5). and the last object of the study is I want to know is the employees are satisfied with the training and development program.

Meaning of research:Research in common parlance refers to a search for knowledge. One can also define research as a specific topic. In fact research is an arte of scientific investigation. Research as a careful investigation or inquire specially through search for new fact in any branch of knowledge. Redman and moray define research as a Systematized effort to gain new knowledge. Some people consider research as a movement from the known to the unknown.

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Parameters in research methodology 1. Sales efficiency. 2. Discipline of work. 3. Ability of group new things. 4. Capacity of assuming responsibility. 5. Knowledge of procedures &system. 6. experience 7. Educational qualification.

Design of sample:For the sample design we are selected various IC STEM, executive from Birla Errection Optical Limited Rewa for the project we are used random sampling method. I think this method is more comparatively for large group for the questionnaire we have selected -10 executive and 40 IC or STM from the Birla Errection Optical Limited Rewa Tool for data collection The following primary & secondary data collection tools are used for the collection of data in Birla Errection Optical Limited Rewa.

Primary data:The primary data are those which are collected a fresh and for the first time or primary data are to be original in character. We are used primary data collection tools for the project I am also use primary data tool just as questionnaire observation or survey.

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 Questionnaires: - we are prepare a questionnaire and distributed all the executives ic`s or stm`s with a request to return after completing the question. The following characteristics are kept in mind to prepare the questionnaire. 1. The questionnaires are formed in an optimum form. 2. The question should be simple. 3. The question should be directly related to the objectives or investigation. 4. The question should be capable of being easily answered by the respondent. 5. The question should be made in a proper sequence. 6. The nature of question should be short and simple.

Survey: through the market survey or public opinion we

find out the career planning & development of Birla Ericssion Optical Limited Company. BEOL is also provide opportunity to the customers in short time of period you can increase your money with insurance of life through survey we find out what he practice what he profess. Secondary data: - the data collected and used by some other persons for an investigation in the past when used for the investigation of a current
37

problem is known as secondary data. With the help of executives we find out secondary data just as company profile. Technique of data analysis.

Classification of data:After collection of data was have classified in the form of table of related facts.

Tabulation:-tabulation

is a systematic presentation of numerical

data in rows and fit for statistical analyses it is simplify the presentation and facilitate comparison. Table involved systematic presentation of numerical data for easy to analyzed. For the presentation of datas we used simple table have full information about related facts.

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**Diagrammatic presentation**
It is an important of statistics is the diagrammatic presentation. Through the diagrams we easier to understand the problem. Classification and tabulation are the techniques that help in presenting the data in an intelligible form. But with increase in volume of data. It become more and more inconvenient to understand even after its classification and tabulation data presented in the form of diagrams are able to attract the attention of a common man. It may be difficult for a common man to understand and remember the data presented in the form of figures but diagrams create an attractive impression upon his mind. Due to their attractive impression diagrams are very frequently used by many persons.

39

40

Questionnaire (1). is training programme increase your confidence

S.N. 1. 2. 3. Response Yes No Some Time Total No. of Percentage Respondent 28 10 12 50 56% 20% 24% 100%

Some time
2% 4

Yes
5% 6 2% 0

1Y s e 2N o 3s m tim o e e

No

Interpretation:56% employee says that training programme increases their confidence 24% employees says that something and only 20% employee says that its not increases their confidence

41

(2). is training programme reduced supervision? S.N. 1. 2. 3. Response Yes No Some time Total No. of Percentage Respondent 28 10 12 50 56% 20% 24% 100%

Some time
30%

Yes
50%

1 Yes 2N o 3 som tim e e

No
20%

Interpretation:Most of employee means 50% employee says that training programme reduced supervision, 30% employee says that sometime and only 20% employee says that its not reduces supervision. (3). is without training the development is possible?
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S.N. 1. 2. 3.

Response Yes No Some time Total

NO. of percentage respondent 15 30 5 50 30% 60% 10% 100%

Sometime
10%

Yes
30% 1 Yes 2 No 3 some time

No
60%

Interpretation:The 60% employees says that no without training the development is not possible, 30% says that yes it is possible and only 10%says that it is sometime possible. (4). is time money saved from proper training programme?
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S.N. 1. 2. 3.

Response Yes No Some time Total

NO. of percentage respondent 25 5 20 50 50% 10% 40% 100%

perecentage

Sometime
40% 50%

Yes

Yes 25 N 5 o som tim 20 e e

No

10%

Interpretation:The 50% of employees say proper training program saved time and money, 40% employees says that sometime it saved money and time only 10% of employees says no.

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(5). Many companies spend considerable time and money on training in inter personal skills. Do you think such training really work? NO. of S.N. Response percentage respondent 1. 2. 3. Yes No Some time Total 30 5 15 50 60% 10% 30% 100%

Sometime Yes
40% 50% 1 Yes 2 No 3 some time

No
10%

Interpretation:The 60% of employees says that the training program really work it increase inter personal, the 30% employees says that sometime it increase employee inter personal skills and only 10% employees says that No its not increase inter personal skills

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(6). is job rotation a good method for training and development the employees? S.N. Response NO. of percentage respondent 1. Yes 26 52% 2. 3. No Some time Total 10 14 50 20% 28% 100%

Sometime
28%

Yes
52%

1 Yes 2 No 3 Some time

20%

No Interpretation:The 52% of employees says that yes the job rotation is good method for training & developing the employees the 28% employees says that sometime the job rotation is good and only 20% employees says that No its not good method for training and developing the employees.

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(7). Are you satisfied with your training and development program which is provided by the organization. S.N. 1. 2. 3. Response Yes No Some time Total NO. of percentage respondent 35 70% 5 10 50 10% 20% 100%

Sometime
20%

1 Yes 10% 2 No 3 Some time

No Yes
70%

Interpretation:The most of employees means 70% of employees says that yes we are satisfied with the training and development program which is provide by the organization and 20% of employees says that some time satisfied and only 10% of employees says that No we are not satisfied.

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(8). which method of training and development is useful for the employee of Birla Ericssion Optical Limited.? S.N. 1. 2. 3. Response Yes No Some time Total NO. of percentage respondent 28 56% 12 10 50 20% 100% 24%

Sometime 20%

Yes
56% 24%

1 Yes 2 No 3 some time

No

Interpretation:The most of employees means 56% of employees are says that for the training & development. On the job method is usedful, 24% of employees says that off the job method is useful and only 20% says that both method are useful

48

(9). Training and development programme is extra Burdon of the organization? S.N. 1. 2. 3. Response Yes No Some time Total NO. of percentage respondent 5 30 15 50 10% 60% 30% 100%

Yes
10%

Sometime
30% 1 Yes 2 No 3 some time

No

60%

Interpretation:The 60% of employees says that no training and development program is not extra burden of the organization, 30% of employees say some time and only! 0% of employees says that yes training and development program is extra is burden of the organization.

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(10). is the development done for those person who is closed to boss? S.N. 1. 2. 3. Response Yes No Some time Total NO. of percentage respondent 0 0% 48 2 50 96% 4% 100%

Yes 0% Sometime 4%

1 Yes 2 No 3 some time

NO

96%

Interpretation:The 96% means most of the employees say that the development done for that person, who is able 4% says sometime there is done partiality.
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(11). Successful development requires stop management support and an understanding of the relationship of development to other H.R. activities. ? S.N. Response NO. of percentage respondent 1. Yes 30 60% 2. 3. No Some time Total 5 15 50 10% 30% 100%

Sometime
30% 1 Yes

Yes
60%

2 No 3 some time

No 10%

Interpretation:60% employees says that successful development requires top management support and an understanding of the relationship of development to other H.R. Activities, 30% says sometime and only 10% says No.

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(12). is the company evaluate the result of training and development programme. ? S.N. 1. 2. 3. Response Yes No Some time Total NO. of percentage respondent 35 6 9 50 70% 12% 18% 100%

Sometime

18%

No

12%
Yes

1 yes 2 No 3 some time

70%

Interpretation:70% employee says yes the company evaluate the result of T & D 18% says some time and only 12% says N
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(13). for the successful training is it necessary there is better relation between training & trainee. ? S.N. Response NO. of percentage respondent 1. 2. 3. Yes No Some time Total 25 5 20 50 50% 10% 40% 100%

Sometime 40% Yes 50% 1 yes 2 No 3 some time

10% No

Interpretation:50% employees says yes for successful training programme it is necessary there is better relation b/w trainer & trainee, 40% says some time and only 10% says No.

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(14). for the training and development is the trainer appraisal your present talent. ? S.N. 1. 2. 3. Response Yes No Some time Total NO. of percentage respondent 32 64% 8 10 50 16% 20% 100%

Sometime

20%

No 16% 64% Yes

1 yes 2 No 3 some time

Interpretation:64% employees says that the trainer firstly appraisal his/her present talent, 20% says some time and only 16% says No.
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(15). for the implementation of any change in working there is need of training. ? S.N. 1. 2. 3. Response Yes No Some time Total
26 4 20 50 52% 8% 40% 100%

NO. of percentage respondent

Sometime
40% 50% 1 yes

Yes

2 No 3 some time

10%

Interpretation:52% employees says means most of the of employees says yes for the implementation of any change in work there is need of training, but 40% says some time and only 8% says No.

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(16). is training & development programme increased employee cooperation. ? S.N. Response NO. of percentage respondent
38 4 8 50 76% 8% 16% 100%

Sometime
16%

No

8%

1 yes 2 No 3 some time

Yes
76%

Interpretation:76% employee says it increased co-operation 16% says some time and only 8% says no.
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(17). is the trained employee gives help to solution for operational problem. ? S.N. 1. 2. 3. Response Yes No Some time Total 30 5 15 50 60% 10% 30% 100% NO. of percentage respondent

Sometime
40%

Yes
50%

1 yes 2 No 3 some time

10%

No

Interpretation:60% means most of the employee says yes, 30% says some time & only says no.

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58

CONCLUSION
With the study of the view of workers and management. I come to the conclusion that the importance of training & development is very essential for improving the skill of employees the and with the help of it the development is presale. A skill holder employee is very essential for the success an any origination. The Birla Errection Optical Limited Is a life insurance company there is given much importance to those person who are easily attract the customers to purchase there policies for this the training and development is done and with the help research I am clarify that the training and development program is very good in Birla Errection Optical Limited Because it really increase the efficiency of employees & ICs and there is no favoritism and development is done for there person how is able.

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Hence, i would like to conclude that there is given much importance to training & development programs. Because it increases efficiency it provides skill of product increase the profit of the company which is prime requirements.

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61

BIBLOGRAPHY

1-

Human

resource

management

V.S.P Rao
2-

Personal management (text & cases)

C.B.Mamoria /S.V.Gankar

345-

Human resource management Human resource personal management Research methodology

Dr. C.B.Gupta K.Aswathappa C.R. Kothari

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QUESTIONNAR
Q1:- It is training and propgramme increase your confidence? Yes No Some time

Q2:- It is training and propgramme reduce supervision? Yes No Some time

Q3:- Is with out training the development is possible? Yes No Some time

Q4:- Is time money saved from proper training programme? Yes No Some time

Q5:- Many companies spend considerable time and money on training in inters personal skills. Do you think such training really work? Yes No Some time

Q6:- Is jobbing rotation a good method for training and development the employees? Yes No Some time

Q7:- Are you satisfied with your training and development programme which is providing by the organization?
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Yes

No

Some time

Q8:- Which method training and development is useful fore the employee of Birla Errection Optical Limited. ? On the job Of the job Both

Q9:-Traning & development programme is extra burdon of the origination. ? Yes No Some time

Q10:-Is the development done for that person who is closed to boss. ? Yes No Some time

Q11:- Successful development requires stop management support and an understanding of the relationship of development to other H.R. activity. ? Yes No Some time

Q12:- Is the company evaluates the result of training and development programme. ? Yes No Some time

Q13:-Fore the successful training programme is it necessary there is better relation between training & trainee. ? Yes No Some time

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Q14:-For the training and development is the trainer appraisal your present talent. ? Yes No Some time

Q15:- Fore the implementation of any change in working there is need of training. ? Yes No Some time

Q16:-Is training and development programme increased employee cooperation. ? Yes No Some time

Q17:-Is the trained employee gives help to solution for operational problems. ? Yes No Some time

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SUGGESTION
1. In my opinion the improving performance of the staff you should used outside trainer for providing effective training. 2. I think you should performance appraisal for the effective training. 3. For encourage team work you should used open communication with your staff members. Fore increase employee cooperation there is needed effective training and development programme because it increases employee attitude and behavior

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