Study , Analyze & Evaluate Training & Development Imparted by mr. alok at Reliance Communications by...

8/8/2019 Study , Analyze & Evaluate Training & Development Imparted by mr. alok at Reliance Communications by Sadiya

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A

PROJECT REPORT

ON

To study, analyze and evaluate Training and development practices

imparted by NIS- Sparta at Reliance Communication (JuneAugust

2008)

AT

Reliance Communication

In partial Fulfillment of

MASTERS DEGREE IN BUSINESS ADMINISTRATION

SUBMITTED TO

UNIVERSITY OF PUNE

BY

MS Sadiya A. Contractor

MBA-II

[20072009]

ALLANA INSTITUTE OF MANAGEMENT SCIENCES.

PUNE-411001.


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COMPANY CERTIFICATE


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GUIDE CERTIFICATE


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ACKNOWLEDGEMENT

Words are inadequate to express my gratitude to the Reliance CommunicationNISSparta for giving me an opportunity to undergo the practical training in their companyand extend me full cooperation, enabling me to successfully complete this projectreport.

I am thankful to my family and friends who have helped and supported me to makethis project a success.

I am particularly grateful to Mr. Amit Kumar Girdhar, Head - State Operations(Maharashtra & Goa) - NIS Sparta for his cooperation extended to me by providingnecessary information & timely help.

I am also obliged and indebted to Dr. K.K. Singh Director, Allana Institute of

Management Sciences, Pune and Prof. S.D.Bagade,my internal guide for the valuablesuggestions and encouragement in completing this project successfully.

Sadiya A. Contractor


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DECLARATION

I am very well aware of the ethics and guidelines one has to follow whileworking on a project in a disciplined manner.

Being aware of a project regarding its Factuality and Authenticity, I havetried my best to perform my task.

All the information mentioned here throughout the project is true to thebest of my knowledge.

And I declare it as true and the collection made through own website andby my own personal observation and experience.

The theoretical part is gathered from various Human Resource referencebooks whose quotations have been mentioned in bibliography.

Sadiya A.Contractor

-----------------------


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Project Title: To study, analyze and evaluate Training and development practices impa

NIS- Sparta at Reliance Communication (JuneAugust

2008)

Organization: Reliance Communication, 7 loves chowk, Swargate ,Pune

Name: Sadiya A Contractor

Course Persuading: MBA

Specialization: Human Resource Management

Institute: Allana Institute Of Management Sciences

Objective of the project:

To study the effectiveness of the training imparted by NIS- Sparta and its resultant inthe performance of the employees.

To know the perception of the employees regarding training methods in RelianceCommunication

To identify how training assists the employees to acquire skills,knowledge and attitudeand also enhance the same.

To study whether training helps to motivate employees and helps in avoiding mistakes.

Research methodology:


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For our project we required information like knowledge about the employees understanding ,skills

generated and the mastery gained during the training. Hence we have taken a insight at theperformance of the employees through evaluation of performance, through questionnaires and data

received by the management.

QUESTIONNAIRE:

In this method, a list of questions related to subject is prepared and given to participants. The

questionnaire contains questions and provides space. A request is made to participants to fill up the

questionnaire and send it back within a specified time.

Advantages:

Can reach many people in a short time. Is relatively inexpensive. Gives opportunity of expression

without fear of embarrassment. Yields data easily summarized and reported.

Limitations:

Little provision for free expression of unanticipated responses. May be difficult to construct. It has

limited effectiveness in getting at the causes of problems and possible solutions.

SCOPE OF THE PROJECT:


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The scope/range of this project report is not too far stretching to the whole of RelianceCommunication, Pune rather it only covers the training and development activities conducted

By NISSparta for its employees.

My project mainly deals with the present method of training given at RelianceCommunication during my tenure of the project, JulyAugust 2008.

This project covers training, training programmed, and training evaluation and excludes allother human resources activities conducted before and after training.

Research tool:

Questionnaires and the evaluation of the performance to check the effectiveness of training imparted.

The questions were both structured and unstructured.

1. Population and Sample size:

The number of employees working in Reliance communication, Pune, swargate is nearly 200

employees and it is still expanding. Out of which I have selected a sample of 25 people who have

undergone the training programme in the last six months to have a flavor of the new practices in

training.

2. Major findings:

Employees are content with the way the training is conducted.


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The cooperation between the colleagues and the level of support they share with eachother binds them in an attachment towards the company.

Regional behavior and language influence is higher during training and even afterdelivering their language; the desired effects are not seen.

Some of the superiors do not bother to make Development Action Plans and submit tothe trainers.

The training is mainly conducted all around India, the trainers have to travel butsometimes the logistics and arrangement is non-satisfactory.

The findings from the data analysis from the questionnaire show a positive

improvement, enhancing and overall rating about the training programme.

The reality learning and simulations were thoroughly enjoyed by the employees whohave received it.

3. Suggestions

In todays competitive world, attitude is the factor which is the dividing line between failureand success. Thus recruitment of the employees must be made not only on skills and attitude

but also the attitude of the employee. If an employee has a positive attitude then training for

him can be more effective, he has a positive effect on the climate.


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The raining records must be maintained, preserved properly and updated timely.

Proper care should be taken while selecting the trainers.

Nis Sparta trainers must be given continuous feedback and the training should be performedas a continuous planned activity.

New and different trainers should be invited so that the maximum impact can be got fromthe training programmes.

Co ordination and interaction of the employees of all levels must be encouraged to locatenew talents among employees.

Solution to some of the problems faced by the employees, should be suggested by theemployees themselves to make them feel valued at the organization.

The DAP( Development Action Plans) must be prepared and given to the trainers as soon aspossible for further follow up from the side of the trainers.

4. Conclusion

Analysis of all the facts & figures, the observations and the experience during the training period

gives a very positive conclusion/ impression regarding the training imparted by the NIS Sparta

trainers. The NIS Sparta is performing its role up to the mark and the trainees enjoy the training

imparted especially the reality learning and simulation.

The training imparted meets the objectives like:

Effectiveness of the training and its resultant in the performance of the employees.


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Assists the employees to acquire skills, knowledge and attitude and also enhance thesame.

Helps to motivate employees and helps in avoiding mistakes.

It becomes quite clear that there is no other alternative or short cut to the development of human

resources. If we have to meet the challenges of technology, social and economic we have to train the

HR irrespective to their category at which they work in the organization.

As it is recognized fact that we cannot survive in tomorrow businesss world with yesterdays

method. And hence the continuous development of HR is prime need of todays organization.


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CONTENT/INDEX.

HEAD TITLE PAGE NO

NO

01 EXECUTIVE SUMMARY

02 INTRODUCTION

03 COMPANY PROFILE

04 OBJECTIVES OF THE STUDY

05 LITERATURE REVIEW

07 RESEARCH METHODOLOGY

08 DATA ANALYSIS & INTERPRETATION

09 FINDINGS

10 CONCLUSION

11 SUGGESTIONS

12 APPENDICES


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INTRODUCTION

INTRODUCTION TO THE STUDY


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HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It

comprises of the functions and principles that are applied to retaining, training, developing, and

compensating the employees in organization. It is also applicable to non-business organizations,

such as education, healthcare, etc Human Resource Management is defined as the set of activities,

programs, and functions that are designed to maximize both organizational as well as employee

effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into

an organization until he leaves, come under the horizon of HRM.

The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and

Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important

division is training and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness

is reduced and learning or behavioral change takes place in structured format.

Hence I have taken this topic for my project. My project deals with training and developmentof the employees at reliance communication. The training is imparted by NIS Sparta. On July

7, 2004, Reliance Infocomm acquired NIS Sparta, Asia's premier Performance Enhancement

Solutions organization, making yet another addition to the Reliance family.

Following are the areas of Training & Development I tried to cover-up in my work.

1) Studying training activities

2) Analyzing training programme

3) Evaluating the training.

The study shows the scope in the field of T & D ranges rights from recruiting an employee at any

level and how to treat them throughout their working year till the time he discharged or retired from

the organization.


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MY PROJECT

The project report presented here is primarily concerned with training and development part of

employees in the organization.

Training and development is always an important aspect of the growth of a company and the

individual employees as well. Due to daily changing business environment, manufacturing process,

technological advancement and rapid growth in the demand of the products and services etc the

workforce of any organization has to be very well equipped with the skills, ability, and talent

required to cope up with the market competition.

Now a days many organizations are conducting training programme to improve the

productivity of employees.

The quality of employees and their development through training and education are major

factors in determining long term profitability of a business. If you hire and keep good

employees, it is good policy to invest in the development of their skills, so they can increase

their productivity. Training often is considered for new employees only; this is mistake

because ongoing training for current employees helps them adjust to rapidly changing job

requirements.

Evaluation is the systematic appraisal by which we determine

the worth, value or meaning of something to someone , In case of training we are concerned

with providing information on the effectiveness of the training activity to decision makers who

will make decision based on the information . Evaluation plays a significant part in every step

of the training process.

It is important that evaluation be a planned or systematic effort that is built from the start of the

training process.

The main objective of training programme to determine if they are accomplishing

specific training objectives, i.e.,correcting performance deficiencies.

.

IMPORTANCE OF TRAINING AND DEVELOPMENT


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Training and development is a routine based, non-stop practice, which a growing

business organization must conduct to achieve their production target.

From organizational point of view it is very crucial to assure the quality, quantity, and

effectiveness etc of the product by the means of suitable training.

Development of the employee comes handy with training activities, making them much

more capable in out performing various activities with high professions and accuracy by

using advance technical/mechanical tools and equipments.

As a management trainee I myself come through various aspects like performance

appraisal, payroll management, labors related laws and issues etc during my training and

development project.

Evaluating the productivity of the employees can very well

recognize how to distribute your workforce. This information gathered after conducting training

programmed which is immensely helpful for the human resources manager and the whole

department.

Training helps measure the performance of the employees by evaluating the training given and

comparing the individual and group's latest output with the output given before trainingprogrammed.

SCOPE OF THE PROJECT :

The scope/range of this project report is not too far stretching to the whole of Reliance

Communication, Pune rather it only covers the training and development activities conducted By

NISSparta for its employees.

My project mainly deals with the present method of training given at Reliance Communication

during my tenure of the project, JulyAugust 2008

This project covers training, training programmed, and training evaluation and excludes all other

human resources activities conducted before and after training.


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HYPOTHESIS:

Training and Development activities conducted by NIS Sparta

Reliance Communication are effective and the employees are better performers after the training isimparted.

LIMITATIONS:

The project is a collection of study, observation, and practical experience during my summer

internship programmed where i was a member of the team working in the training and development

of employees


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I tried to perform this project in best possible manner to avoid any lacuna or lack ness. In spite of all

my efforts

In this regard but due to the far stretching activities conducted at Reliance Communications, my

project lack in some of the following heads

Where there is a chance of further elaborating study on the same subject.

Some information being very sensitive as far as organization is concerned is left untouched

and not mentioned in any way.

Top-level strategic type of decisions and information too are not taken under study to avoid

any favor to the business counter parts.

My project does not concerned about the designing and planning of training activities which

forms a crucial and major part of this field hence a full fledge study can be done in this area.

The data presented here is taken by prepared questionnaire (open ended and closed ended)

and information and feedback received from the management.

No research has been conducted on this topic for the purpose of this project thus holds a

complete field research and development.

Due to Time Constraints, I was not able to touch all aspects of training and development.

Due to security reasons, I could not attend the training conducted which would give me a

practical experience.


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COMPANY PROFILE

COMPANY PROFILE

Reliance Communications Ltd.,Pune was launched on December

28,2002.the 70th

birthday of the Reliance group founder,Shri Dhirubhai H Ambani.

Reliance Communications is a service industry and it daily launches new

products with new technologies. Dealing with foreign market they required people who help


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them to increase productivity of the organization and sales of product.So, they frequently

organize the training programme for newly joined and current employee.

As they conduct the training programm frequently ,each time they required to evaluate

the recently completed training programme.So they have given me that apportunity to evaluate

the training programme.

Reliance Communication was launched on December 28,2002.the 70th

birthday of the Reliance

group founder, Shri. Dhirubhai H Ambani .

Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group

(ADAG) of companies. Listed on the National Stock Exchange and the Bombay Stock

Exchange, it is Indias leading integrated telecommunication company with over 55 million

customers.

History

In the year 2000, the Infocomm plans were announced.which.by far,was the largest infocom

structure that the country had seen so far

Reliance Communication launched first Reliance India Mobile on December 28,2002 .

Taking in to consideration the changing lifestyles and the end users habits Reliance

Communications will disseminate information at a low cost. Make a telephone call cheaper

than a post card. Create new customer experiences. Constantly strive to be ahead of the world.

Reliance Communications will transform thousands of villages and hundreds of towns and

cities across the country.

Above all, Reliance Communications will pave the way to make India a global leader in the

knowledge age.

We will create the next generation communication network and information technology

infrastructure that will bring immense value to every Indian, and leapfrog India into the center

stage of global infocomm space


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Late Dhirubhai Ambani built Reliance from scratch and in 25 year got it a place among the

worlds top Fortune 500 corporations. The fact that he took barely a quarter of a century to do

that is what makes this achievement special..Make the tools of infocomm available to people at

an affordable cost.They will overcome the handicaps of illiteracy and lack of mobility

Dhirubhai firmly believed the country could use information and communication technology to

overcome its backwardness and underdevelopment.

Mr, Anil Dhirubhai Ambani is the Chairman of Reliance Infocomm Ltd (RIC) Said,

Growth has no limit at reliance. I keep revising my vision. Only when you dream it you can

do it.

RIC today finds itself on the threshold of a transformation as it strives to meet the challenges

of an ever changing and competitive environment to emerge as a performance oriented, system

driven, and professional organization. The only way forward is to focus on our Customer &

Customer Service.

Vision

We will leverage our strengths to execute complex global-scale projects to facilitate leading-edge

information and communication services affordable to all individual consumers and businesses in

India.

We will offer unparalleled value to create customer delight and enhance business productivity.

We will also generate value for our capabilities beyond Indian borders and enablemillions of India's knowledge workers to deliver their services globally.

Mission

Reliance Communication will offer a complete range of telecom services, covering

mobile and fixed line telephony including broadband, national and international long distance

services, data services and a wide range of value added services and app;ications that will

enhance productivity of enterprises and individuals.


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Reliances dream is to make a digital revolution in India by becoming a major

catalyst in improving quality of life and changing the face of India. It aims to achieve this by

putting the power of information and communication in the hads of people of India at

affordable costs.

Products:

Reliance Communication is a service industry. Reliance Communications offers a wide range

of applications including hour-to-hour news updates, high quality video streaming,

downloadable multilingual Ring Tones, seasonal updates including festival specials, city & TV

guides, exam results, astrology, mobile banking, credit card transaction from mobile phone, bill

payment and stock prices.

Reliance Communications brings Real Broadband experience to Indians for the first time

through a host of unique applications and services. This includes Video Chat, Multi-location

Video Conference, Multi-player Online Gaming, High Speed Internet, Virtual Office, Digital

Storage, Digital Movie, Digital Customized Music,Digital Electronic News Gathering Service

and E-Learning.

RelianceADA Group

Reliance-

ADA Group


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Reliance Communications Ltd

Infocomm

Business

Associate

Companies

Energy

CompaniesAdlabs Others

Reliance com-

munication

Pvt.LTD

Reliance

Comm

Infrastructure

Ltd-(RCL)

Reliance

Digital WorldPvt Ltd-

(RDWL)

RelianceNext-

Link Pvt Ltd-

(RNL)

Reliance Info

Engg Pvt Ltd

(RIEL)

Reliance

Infostream Pvt

Ltd-(RIPL)RelianceWebstore Pvt

Ltd-(RWSL)

Rrliance Energy

Ltd(REL)

Reliance Energy

Gener

ation Ltd (REGL

BSES Rajdhani

Power LTD

(BRPL)

Yashasvi

Commu Pvt Ltd

(YCPL)

RelianceTelecom Ltd

RTL)

Reliance Capital

Ltd(RCL)

Reliance Capital

Asset Mgmt Ltd

(RCAM)

Reliance Gen Ins

Co Ltd(RGIC)

Reliance Life Ins

Co Ltd(RLIC)

Reliance

Webstore Pvt

Ltd(RWSL)

Synergy

Enterpreneur

Solution-(SESL)

Reliance InfoInfra Pvt Ltd-

(TFIL)

Reliable Internet

Service Ltd

(RISL)

FinneseInnovation Pvt

Ltd-(FIPL

Fiag Telecom

Reliance EnergyEngineers Pvt

(REEP)

Reliance Energy

Mgt. Serv-

(REMS)

Reliance EnergyTransmission-

(RETM)

Reliance Energy

Constructior Pvt

Ltd (RECP)

Reliance Energy

Trad Pvt-(RETP)

Reliance Energy

Automation Pvt

(REAP)

Infocomm

Group

Companies

Getway Systems

(India) Ltd-

(GWSL)

Pragati Value

Added People

(PVAP)

NIS Sparta Ltd

(NISS)


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ORGANIZATION CHART

Director

,CTO

CEODirector

(Project)

Project

Manager

Porject

Maneger

Manager

Finance

Manager

Sales

Team

Leader

Team

Leader

A S

ManagerManager

Admin

Manager

HR

Executive

Sales

Sinior

Manager

Dst HR

executive

Executive

(Salary

unit)

Manager

Training


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Reliance Communications Business

1. Personal

2. Enterprise

3. Home

4. Global

5. World

Reliance Communication envisions a digital revolution that will bring about a new way of

Digital way of life for New India .With mobile devices , netways and broad band systems lin

powerful digital networks,.Reliance Communication will usher fundamental changes in the soci

economical landscape of India Reliance Communication will help men and women to conne

communicate with each other

RelianceAnil Dhirubhai Ambani Group, an offshoot of the Reliance Group founded by Shri

Dhirubhai H Ambani (1932-2002), ranks among Indias top three private sector business houses

in terms of net worth. The group has business interests that range from telecommunications

(Reliance Communications Limited) to financial services (Reliance Capital Ltd) and thegeneration and distribution of power (Reliance Energy Ltd).

RelianceADA Groups flagship company, Reliance Communications, is India's largest private

sector information and communications company, with over 55 million subscribers. It has

established a pan-India, high-capacity, integrated (wireless and wireline), convergent (voice, data

and video) digital network, to offer services spanning the entire infocomm value chain.

Other major group companies Reliance Capital and Reliance Energy are widely


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acknowledged as the market leaders in their respective areas of operation.

Reliance Energy Ltd. Reliance Mutual Fund

Harmony Reliance Communications

Reliance Life Insurance Reliance Anil Dhirubhai Ambani Group

Reliance General InsuranceReliance

BOARD OF DIRECTORS RCOM

Shri Anil D. Ambani - Chairman

Prof. J Ramachandran

Shri S.P. Talwar

Shri Deepak Shourie

Shri A.K.Purwar
http://rel.co.in/http://www.reliancemutual.com/http://www.harmonyindia.org/http://www.rcom.co.in/http://www.reliancelife.co.in/http://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmlhttps://www.reliancepms.com/webfincrm/login.jsp;jsessionid=F0A3B295058BD4A2CDDE976E5C6F4D4Fhttps://www.reliancepms.com/webfincrm/login.jsp;jsessionid=F0A3B295058BD4A2CDDE976E5C6F4D4Fhttp://www.reliancegeneral.co.in/insurance/home.htmlhttp://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancelife.co.in/http://www.rcom.co.in/http://www.harmonyindia.org/http://www.reliancemutual.com/http://rel.co.in/


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Reliance Infocomm acquired NIS Sparta

On July 7, 2004, Reliance Infocomm acquired NIS Sparta, Asia's premier Performance

Enhancement Solutions organization, making yet another addition to the Reliance family. NISSparta has more than a decade of experience in areas like Leadership Development, Sales

Maximization, Process Consultancy, Customer Relationship Management and Content

Development.

Reliance has identified a synergy with NIS in view of its commitment to the retail, telecom,

petroleum and other sectors, consequently seeking the services of NIS Sparta to train about

1,00,000 people across the country. This acquisition further strengthens NIS Sparta's pre-

eminence in all sectors of its involvement, namely Telecom, Petroleum, Insurance, Power and

other Retail sectors.

As a sequel to this association, the Reliance-NIS Academy is being launched with dedicated staff,

engaged in conjunction with Reliance businesses. The Academy will establish 110 centers to

commence training for customer-facing operational staff for different industries under itsoperations. V V Bhat, Group President, Management Services is the new Chairman of the outfit,

while Sanjeev Duggal continues as its CEO and Managing Director.

Welcoming NIS Sparta into the Reliance family, V V Bhat was confident that the organization

would significantly contribute to the strategic learning initiatives of the Reliance Group, further

strengthened by Reliance's Infrastructure and Technology support.

ABOUT NIS SPARTA

NIS Sparta is a division of Mudra Communications Pvt. Ltd., a Reliance ADA group organisation.

NIS Sparta is Asia's leading training, education and learning solutions provider. We partner

organisations in achieving their mission critical goals through enhanced effectiveness of their people

and processes, using proven methodologies.

NIS Sparta offers customised solutions for Top management, Middle management and Supervisory

level; our training modules are based on Knowledge development, Behaviour development, Skill

development and Process design and development.

NIS Sparta is strategically organised to offer training and learning solutions torganisations andindividuals


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VISION

CORE PURPOSE

Key industry verticals The undisputed leader in the learning solutions domain, NIS Spartas clientele

comprises of industry leaders in a number of key sectors, including:

Automobile Telecom

Banking

Insurance

Pharmaceuticals

Power

Manufacturing

Service sectors

IT

ITeS

Railways

FMCG

Oil & Gas

Recognition and awards

Indira Super Achiever Award 2007 by Indira Group of Institutes, Pune

Udyog Rattan Award by the Institute of Economic Studies


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Senior Gold Director for Outstanding Sales Achievement & Commitment to ProfessionalExcellence by Inscape Publishing

Creating Corporate Advantage in Global Economy by Delhi School of Economics

ITM University Award for Corporate Excellence

OBJECTIVES OF THE STUDY

To study the effectiveness of the training imparted by NIS- Sparta and its resultant in

the performance of the employees.

To know the perception of the employees regarding training methods in RelianceCommunication.




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REVIEW OF LITERATURE

REVIEW OF LITERATURE

When the candidates are recruited from outside or selected, promoted from inside, it is expected that

they must perform their jobs with maximum efficiency and competence. Therefore after selecting the

candidates, the next logical step is to train them for better performance. Era of vocational training

started during industrial revolution, which took place in Britain in 18th

century. The apprenticesworking n different factories use to get vocational training in the form of direct instructions in the

operation of machines. Thereafter specially when use of computers, automatic machines increased

and because of rapidly changing techniques the need of training is recognized as one of the most

important organizational activities.

Training is required to be given to employees to keep them updated effective and efficient.

At present, it is observed that all organizations, of whatever types they may be, need to have well

trained experienced and skilled people to perform various activities. If current job occupants meet

this requirement, in that case, training is not important but if it is not the case, it is very essential to

raise the skill levels, increase the versatility and adaptability of the job occupants by giving themnecessary and appropriate training.

THE TRAINING PROCESS:

ASSESSMENT PHASE

Assess training need of different group of employee

Define objectives

PLANING TRAINING

Design training programme

Define Methods, content of programme

About trainer

Place and time of training programme


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CONDUCT OF TRAINING

EVALUATION

Evaluation of training programme

Check- objective are achieved ?

Needs Assessment: Needs assessment diagnoses present and future challenges to be met

through training and development Needs assessment occurs at two levels- Group and

individual.

An Individual obviously needs training when her or his performance falls short of standars i.e.

when there is performance deficiency

Assessment of training needs occurs at the group level too.Any change in the organizations

strategy necessitates training of group of employees.

Training Objectives:

To raise the productivity :Increased human performance often directly leads to increased

operational productivity and increased company profit.

To improve quality in work : Improvement in quality may be in relation to companys

product / service.

To improve health and safety : Proper training can help prevent industrial accidents.

Outdated prevention : Training and development programmes foster the initiative and

creativity of employees and help to prevent manpower obsolenscence, which may be due to


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age, temperament or mptivation or the inability of a person to adapt himself to technological

changes.

To improve organization climate: An endless chain of positive reactions results from a well-

planned training programme. Production and product quality may improve , financial

incentives may then be increased, less supervisory pressure may result.

Personal growth: Management development programmes seem to give participants

a wider awareness , an enlarged skill, and enlightened altruistic philosophy, and make

enhanced personal growth.

SELECTION OF TRAINEES

Trainees should be selected on the basis of self-nomination, recommendations of supervisorsor

by the HR department itself.

SELECTION OF TRAINERS

Training and development programmes may be conducted by several people, including

following

1. Immediate supervisors,

2. Co-worker,

3. Members of the personnel staff,

4. Soecialists in other parts of the company,

5. Outside consultants,

6. Industry associations,

7. Faculty members at universities.

Large organizations generally maintain their own training departments whose staff conducts

the programmes.

TRAINING METHODS


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On-the-job training : Almost every employee, from the clerk to company president gets

some on-the-job training,when he joins a firm. Under this method, an employee is placed in

a new job and is told how it may be performed.It is primarily concerned with developing is an

employee skills and habits consistent with the existing practices of an organization, and with

orienting him to his immediate problems.

Vestibule training (training-centre training): Vestibule training method attempts to

duplicate on-the-job situation in a company classroom. It is a classroom training which is often

imparted with the help of equipment and machines which are identical with those in use in the

place of work.This methods enables the trainee to concentrate on learning the new skill ratherthan on performing an actual job.Theoretical training is given in the classroom while the

practical work is conducted on the production line.It is a very efficient technique of training

semi skilled personnel e.g.clerk, machine operation , testers,typists etc. Training is in the form

of lectures, conferences, case studies, role-playing and discussion.

Demonstrations and examples : In the demonstration techniques,the trainer describes and

displays. When he teaches an employee how to do something by actually performing activities

himself and by going through a step-by-explaination of why and what he is doing.

Demonstrations are effective techniques in teaching as it is easier to show a person how to do a

job then to tell him or ask him to gather instruction from the reading material. Demonstrations

are often used in combination with lectures,pictures,text materials,discussions etc.

Simulation : Simulation is atechnique which duplicates the actual condition encountered on a

job. Trainees interest and employees motivation are high in simulation exercises because he

actions of a trainee closely duplicate the real job conditions. This method is essential incases in which actual on-the-job practice might result in a serious injury,a costly errors. This

technique is a very expensive one.

Apprenticeship : Apprenticeship training is the oldest and most commonly used methods.It is

a training in crafts,trades and in technical areas.A major part of training time is spent on-the-

job production work

Classroom training:


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a) Lectures: Simplest way of imparting knowledge to trainees is by lecture. Concepts or

principles,attitude,method can be useful when large group are to be taught.The lecture metho

can be useful when large groups are to be trained within a short time, thus reducing the cost per

trainee.

b) The Conference Method : In this technique, the participating individuals confer to

discuss points of common interest to each other. Conference is a formal meeting, conducted

according to organized plan.

c) Seminar or team discussion : There are different methods of conducting seminar. It

may be based on paper prepared by one or more trainees on the subject in consulting with theperson in charge of the seminar.

d) Case studies : The person in charge of training make out a case,provides necessary

explainations, initiates the discussion going. When the trainees are given cases to analyse.

They are asked to identify the problem and recommend tentative solutions.

e) Role Playing : in role playing , trainees act out a given role as they would in a stage

play.It basically involves employee-employer relationships hirind, firing,interviews

disciplining etc.

f)Programmed instruction method : A programmed instruction involves breaking

information down into meaningful units and then arranging these in a proper way to form a

logical and sequential learning programme or package.

g) T-group training : This comprises of Audio-visual aids and planned reading

programmes.

STUDYING TRAINING ACTIVITIES AT RELIANCE

COMMUNICATION

On July 7, 2004, Reliance Infocomm acquired NIS Sparta, Asia's premier Performance

Enhancement Solutions organization.Nis Sparta trainers impart training to all the fivebusiness employee namely:


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1. PERSONAL

2. ENTERPRISE3. HOME4. GLOBAL5. WORLD

Training is given for three aspects:

1. Skill2. Knowledge3. Attitude

Skill is required for customer orientation, Customer care, leadership, timemanagement and behaviour. Such training is imparted by Nis Sparta trainers through

simulations and outbound activities and reality learning like raft building , crazy

Olympics and orientation.

Knowledge based training revolves around product, process of the company, plans offering to the

customers, competition knowledge and Market Intelligence.

Attitude is some thing that is within the person itself. It can be positive or negative.

Here attitude training is given by the academy of NIS Sparta. It is a 21 days programme.

TRAINING BY NIS SPARTA

Under each and every business of RCom, training imparted differs at each vertical and for each

business. Let us begin with the businesses one by one:

PersonalIt deals with Pre-paid, post-paid(landline or mobile), data cards vouchers, e-recharge, PCO.

There are channels for retail outlets that sell landline and mobile. Thay are known asReliance Web World expresses.

They also have distributors for pre paid connections and direct sales team for post paid

connections.

The distribution takes place at places like Big bazaar, Amway and Subhiksa,etc.

Training

Here training is imparted on the products i.e. knowledge based training. They are thought

how to deal with customer care & complaints along with front desk etiquettes which is skill

based training.


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There is an induction programme in which training on reliance products are given and they

are put on job for 3 months afer which second level of training is given. This is even more

informative and all the necessary training of products is completed. Then he is on the job for6 months. After successful completion of both the trsining , he can be considered for career

growth in the same business.

After the induction reforms training they have to undergo a test in which they have to score

at least 70%. This test is called as MCMP (My Credit My Progress). He gets the certificate of

MCMP after that second training is conducted and he is monitored for one year.

Enterprise :

It deals with broadband `s:i. Wireless broadbands

There is a direct sales team for distribution.

ii. Enterprise wireless groupsThis caters to the corporate.

iii. InstallorsThe planning team takes the charge which includes the field sales associate and the sales

associate.

Training

Here training is imparted on the products i.e. knowledge based training. They are thought

how to deal with customer care & complaints along with front desk etiquettes which is skill

based training.

There is an induction programme in which training on reliance products are given and they

are put on job for 3 months after which second level of training is given. This is even more

informative and all the necessary training of products is completed. Then he is on the job for

6 months. After successful completion of both the training , he can be considered for career

growth in the same business.

After the induction reforms training they have to undergo a test in which they have to score

at least 70%. This test is called as MCMP (My Credit My Progress). He gets the certificate of

MCMP after that second training is conducted and he is monitored for one year.

HomeIt deals with the technical training of wiring, drilling, set up box.

It has after sales department to look into any customer complaints, distribution is done with the

sales force and the installers of disc is done by the field force


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Global businessIt deals with optical fibres i.e. under sea cables connecting different countries for

communication.

a. FLAG( Fibre Link Across Globe ) telecommunications was itself a world renowedand well established company. Rcom has taken over FLAG.

b. NNOC (National Network Operation Centre) is a reliance baby wher people sit andmonitor the optical fibres. It is at Bombay and Hyderabad.

Training

Here knowledge based training is not required as these people of FLAG and NNOC are the

best at their job. Only skill and behavioral and attitude training is imparted

NATIONAL NETWORK OPERATION CENTRE

World

It deals with web world retails. It has semi company owned outlets.

NIS Sparta imparts training:

1. Reality training2. Enterprise business groups3. Academy

Reality learning

NIS Sparta has pioneered Reality Learning, a revolutionary new concept in learning effectiveness.

Evolved by NIS Sparta after over eleven years of research and development, Reality Learning

covers a wide variety and facets of learning methodologies.


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1. Outbound Training Programmes2. Business Simulations

Adventure Based Learning Experience (ABLE)

One of the ways in which Reality Learning is executed is through

Adventure Based Learning Experiences (ABLE). ABLE is a war

simulation scenario drawing from the learning of strategy and tactics

applied in military science. Participants in the learning intervention

are placed in a highly competitive and uncertain environment where

the need is to achieve a pre-determined objective.

ABLE uses multiple simulation formats to address differing

requirements. For instance, ABLE can be designed as a Leadership

Program, a Team Building Program, a Management Development

Program and even a programme designed to develop the Killer

Instinct in sales teams. ABLE equipment comprises of wireless

sets, laptops, maps, compass, and other select equipments.

ABLE becomes especially unique as it also captures emotions like disappointment, stress, anger,

enthusiasm and joy, apart from skills, to facilitate the process of translating learning into practice.

A glimpse at some of the outbound activities offered by NIS Sparta in Reality Learning:

Orienteering

Orienteering comprises of an expedition with two teams, each

attempting to operate within limited resources and having to deal

with multiple contingencies, leadership crisis as well as to

accomplish defined goals before proceeding ahead. Two observers

from NIS Sparta accompany each team.

Objectives of the activity

Strategy Implementation Process

Communication Effectiveness

Team Effectiveness

Goal Orientation

Role of individual members

Dealing with Change

Breaking existing paradigms

Out-of-the box thinking

Crazy Olympics
http://www.nissparta.com/LMDP.htm#business#businesshttp://www.nissparta.com/LMDP.htm#business#business


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Crazy Olympics is a multi-faceted sport, requiring that competitors

possess a very diverse set of skills and abilitiesthe most importantof these are: Agility, explosiveness, coordination, balance,

endurance, confidence, responsiveness, intelligence, assertiveness,

foresight and the ability to perform a variety of movements with the

body involving strength, technique and a mastery of energy and

weight transfer.

It is the truest test of an individuals athleticism, thinking skills,

material strengths and the ability to persevere. Hence, the reason

Crazy Olympics are deployed as a one of the primary training tools

by Armed Forces around the world.

Unlike may other sports that are a learned art and difficult to

perfect, Crazy Olympics requires participants to master their

instinctive talents, and raise their body consciousness/ awareness

levels to new heights.


To encourage the team members to commit to assisting one

another in performing tasks and using skills

To assist the team members in working through the issuessurfaced during the activity

To provide a way to objectively examine the participation of

team members

Raft Building

This activity is best used with a newly formed team or an ongoing

team that is experiencing difficulties in interpersonal relations.

Each team consists of at least four members and no more than eight

members, of an ongoing work team, a task force, or a project team.


To foster effective team performance

To provide an opportunity to establish the practice of

explicitly discussing not only how things should be done in

the team but also how things actually are done

To foster interpersonal communication in the team

To generate workable solutions


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Business Simulations

Experiential learning forms the basis of Business Simulations. Experiential learning is a key driverof everything we do, and is a distinct point of difference in the marketplace. Experiential learning

fosters an environment of accelerated learning through self-discovery and participation.

All Business Simulations enable people to make permanent, effective changes in behaviour by

understanding the wide range of consequences of their choices and accepting responsibility for

them. Powerful learning emerges in debrief when the participants experiences are linked to their

real-world situations. People see, understand and experience how their own behavior can change

to significantly and positively impact their performance back on their job.

EBG

1. Enterprise Business Group (EBG) - addresses the needs of organisations in variousindustry verticals. The solutions offered by the business unit include training and delivery,

creation of customised content, research based projects and experiential learning.

2. Employability Solutions Group (ESG) - the business unit operates The NIS Academy tocreate and enhance employability of individuals through a number of short and long-term

educational programmes.

3. Strategic Employability Group (SEG) - the business unit fulfills our group companiestraining needs.

NIS SPARTA ACADEMY


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The NIS Academy is a premier educational institution, set up by NIS Sparta

Ltd. Established in 1991; The NIS Academy has facilitated the growth and

development of over 50,000 students and aspirants, till date. Currently, theacademy operates learning centres in 42 cities in the country, with plans to

open more centres across the country.

The academy performs two key roles in the education sector, one as an

education provider to individuals seeking basic skills, and second, providing

for industries - competent manpower and recruitment services for enhancing

their skills and building their knowledge base.

The NIS Academy equips students to excel in the area of Customer Care, Sales & Marketing.

Professional skills of students are honed in areas like team building, enhancing flexibility and

adaptability, increasing their ability to deal with ambiguity and stress, tackling challenges andtaking initiatives.

The NIS Academys programmes are based on innovative and interactive teaching methodologies

derived from the experiences gained while training the corporate world.

CONDUCTING A TRAINING PROGRAMME

Now-days, training programs are gaining importance because

they help to solve various problems, which out of the introduction, of new lines of production,

severe competition, changes in design and technique of production, change in the volume of

business, etc. Training programs enhance overall organizational efficiency and effectiveness.

Training has become a very significant management tool for bringing about desired changes in order

to solve organizational problems and also to achieve organizational goals. Therefore to be very

effective, the training function is required to be organized properly and systematically.

Training programs consists of five steps .the first, or need analysis step, identifies the specific job

performance skills needed, assesses the prospective training skills, and develops specific, measurableknowledge and performance objectives based on any deficiencies. In the second step, instructional

design, you decide on, compile and produce the training program content. There may be a third

validation step, in which bugs are worked out of the training program by presenting it to a small

representative audience. The fourth step is to implement the program by actually training the

targeted employee group. Fifth step is an evaluation step, in which management assesses the

program's successes or failures.


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TRAINING FLOWCHART:

TRAINING IDENTIFICATION

TRAINING PLAN

TRAINING PROGRAMME

TRAINING

TRAINING EVALUATION

FEEDBACK TO THE NIS -SPARTA

STEPS OF TRAINING

i. IDENTIFICATION OF TRAINING:

The training needs are identified by Concern Validation Studies (CVS) and the gaps are filled by

providing training. The training needs can be identified by the immediate superiors or by theemployees performance appraisal.

The training needs are identified:

At the time of interview

Annual appraisal

Training identification format

Specific recommendations by functional head

(2) DECIDING THE OBJECTIVE OF TRAINING:


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The gathered information is forwarded to human resources officials for consultation and then thetraining objectives are established.

The training objective is prepared after finding the requirement of training whether the gaps are

about knowledge, skill or attitude. Then the objective of training is established and efforts to

accomplish started.

(3) TRAINING PLAN

Based on the collected data and discussions with hr manager training plan is prepared.

The training plan is prepared. The training calendar is prepared monthly with the name of the

trainees and the trainer.

(4) TRAINING METHODS & TOOLS

Considering the type of training, a suitable training method and required tools and equipments are

finalized. The venue is finalized and all logistics are prepared. The methods and tools are also

finalized once the type of training is decided whether it is knowledge, skill or attitude.

(5) TRAINING IMPLEMENTATION:

List of employees are first of all collected with there name, designations and department and than a

proper schedule with date, day and time and venue is finalized and all the employees are made aware

of.

The training is conducted and completed as per the schedule.

At Reliance communication training is conducted for each business:

Personal, Enterprise, Global, Home and World.

The training given mainly resolves around Knowledge of the products and processes for each

vertical and level.


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The Concern Validation Studies (CVS) is done to identify the gaps and then here we see that he is

suitable for that job or he requires more training to do the job. We consider his previous skill and

qualifications etc.

When candidate is appearing for an interview, we ask him about the training which he has

undergone in previous program. If there is necessity for any specific skill then we are training him

accordingly.

In annual appraisal there are two types of appraisals. One is self-appraisal and other head of

department appraisal. In appraisal there is point mentioned if they require any specific training for

updating their job. Like wise, head of department is asked to write that did he require any specific

training to update his job requirement.

The skill and attitude training is imparted by reality learning and NIS Academy teaches attitude only

.In that we sent training identification form to the concerned head of the department with his

departmental list along with list the training programs.

We sent candidates for training in house/ external depending upon the nature of training.

After identification of training needs, we prepare the training calendar on yearly basis. For this we

seek the following information. Nominate the persons for program, finding the faculty, venue for the

program and training. Based on this we are preparing annual calendar.

Based on the annual calendar we prepare annual budget for training and seek the approval.

After training calendar is ready, we inform the nominee, faculties and book venue for training

program and the logistics involved is arranged.

POST TRAINING

After completion of training we take feedback from the participant about the trainers. After one

month we are taking feedback of the concerned participant about his improvement in his skill or

reschedule program.

After the individual feedback is received by the trainees, the PTR is prepared. Post Training Report.

The PTR is forwarded to the immediate superiors.

It is the duty of the superiors to prepare the DAP i.e. The Development Action Plan which mentions

how well the training has been achieved and the next course of action if a refresher is needed to the

trainees who have not performed as per the standards required.

The DAP is sent to the NIS Sparta trainers to do the needful and the trainers after doing the needful,

they follow up with the superiors.


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Based on these we are preparing quarterly graphs for presentation to the top management. There we

highlight what is our target and what we have achieved.

In training and development activities we are conducting employee's satisfaction survey, where

general points about company like his improvement in his working, safety awareness in his

department, salary package, work environment of the company, and work culture of the company

etc. In this survey we conclude that where the management is lacking or any steps are required to

improve the satisfaction of our employees.

Like this we are also taking employees awareness report from eachemployee in which we cover certain point about his job awareness. Based on this report we also see

that is it necessary to improve our employee awareness level.

After completion of training we keep his training record in his personal file and also in soft copies.

TRAINING EVALUATION

Evaluation means the assessment of value or worth. It simply means the act of judging whether ornot the activity has achieved the set target. In training field evaluation has been taken not only to

assessment of value but also collection and analysis of data.

Evaluation of training is the last but very important stage of any training program. Training

evaluation is very essential because of the following reasons:

The organization giving training to there employee can come to know what returns they are

getting for efforts and expenditure it has committed to the training and it can find out from it

whether the training efforts are in correct direction or not.

The training evaluation can justify the expenditure incurved in giving training and help theorganization to determine to what extent, objectives have been achieved, whether the results

are far away from the target or are nearby the target.

Evaluation of training helps in assess the quality of training imparted and also suggests what

changes in training plan should be made to make it more effective. Weakness within the

established training program can be identified and accordingly training programs can be

modified and improved properly. Less effective program can be withdrawn in order to save

time, money and efforts.


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Kirkpatricks learning and training evaluation theory

Donald L Kirkpatrick's training evaluation model - the fourlevels of learning evaluation

Reactions of the employees after training

Learning abilities

Behavioral changes

And the results generated in performance

The training imparted should affect the above mentioned points of the trainee.

What was his reaction to the training, how much he has learned and are there any changes in the

behavior and the results in his performance.

Soon after conducting the training program we conducted some immediate activities to collect the

feedbacks of the employee's undergone training and we really come across many useful facts and

figures.

My data is based on questionnaire prepared as well as the data available by the management.

Evaluation gives the correct image of development of the employee and its ability skills and the

productivity, which was design to achieve.

After evaluating all the activities during the study stage conductivity training program

most of the employees find themselves equipped with the information received after trainingprogram and feels a sense of development on their personal levels.


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RESEARCH METHODOLOGY

Definition : Research Methodology is a systematic way of investigation directed to the discovery of

some facts by careful study of a subject, a course of critical and scientific inquiry.

(A) Scope

The scope/range of this project report is not too far stretching to the whole of Reliance

Communication, Pune rather it only covers the training and development activities conducted By

NISSparta for its employees.

My project mainly deals with the present method of training given at Reliance Communication

during my tenure of the project, JulyAugust 2008.

This project covers training, training programmed, and training evaluation and excludes all other

human resources activities conducted before and after training.

(B) REQUIREMENT: -

For our project we required information like knowledge about the employeesunderstanding, skills generated and the mastery gained during training.

So we have to look insight the performance of the employees through evaluation of their

performance, through questionnaire and data given by the management

(C) SOURCE OF INFORMATION:-

Primary data: The data is collected for the first time hence is fresh and happens to beoriginal in nature.

Secondary data: The data is the collected and processed information by some other personor organization.

Primary data were collected from employees already have gone by these method of training

and the ability to perform accordingly and the already available data given by management.

Secondary data are gathered from the official website of the company and from reference

books .


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(D) RESEARCH TOOL:-

For the data collection we used structured close-ended questionnaire as well as open endedquestions.

(E) METHOD USED FOR DATA COLLECTION:-

Questionnaire and data available with the management.

Formulation Of Objective:-

After taken the project we formulate the objective.

Objective of the project:

To study the effectiveness of the training imparted by NIS- Sparta and its resultant inthe performance of the employees.

To know the perception of the employees regarding training methods in RelianceCommunication.



6. Sample Size:-

Sample can be defined as the selection of a part or a group or an aggregate with a view in

obtaining information about the whole population.

For knowing the mind share of different brands we should target more population but because

of lack of time we took sample of25 people.

(3)Design Of The Questionnaire:-The questionnaire is the most common tool in collecting data, so it should be carefully developed,

tested and debugged before they are administered on a large scale.

(4)Research Instrument:-

Questionnaires and information from the management

(5)Analyzing The Information:-


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For analyzing the data, which gather, first we need to arrange that in table as the questionnaire; it

was mainly open ended so we had not face much problem.

(6)Data Tabulation:-

We arrange the data in the form of table.

(7)Analysis:-

After tabulation we analyze the data with the help of pie chart

because in pie chart it was easy to understand every thing in

percentage as well as it gives better picture.

(8)Conclusion:-

On the basis of finding there should be a short summary.

(9)Recommendation:-

Should write some suggestion, as given by analysis of the data by the

management and the questionnaire.

Data Analysis and interpretation


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Training program in business organizations are taking new shapes and dimensions, which one has to

consider while dealing with the activities of training and development in the field of human

resources.

Training is so crucial that there is no need to mention its significance to the organization and as well

as to the individual employees. Training begins right from the recruitment of an employee and

follows thought the life span of the job of each employee of that organization.

Training has bundles of numbers of actions to be performed in daily routine work and hence lot of

quality, efficiency depends upon the performance level of the employee.

Organization are very keen as far as training of employees are concerned and are always ready to

spend what it takes to train and develop the employees in best concerned with the favor of the

organization.

Here we come to know the willingness of the organization regarding the employees and the cost they

are bearing for that purpose. A good management always tries to cut down the unnecessary and

unwanted expenditure of money. Hence if this area of management is taken care of and a very well

planned and a highly systematic initiative can result in heavy saving, in other words earning a

healthy profit.

Analysis and interpretation of trainees questionnaire:

Table 1 :Represents the different methods of training and its convenience to the employees.

Method On Job

Training

Classroom

training

Both

No of

employees

50 35 15


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Methods of training

50

35

15

0

10

20

30

40

50

60

On Job Training Classroom training Both

INTERPRETATION

The above figures show preference on the modes of training and it is found people prefer more on

the job training.

Table 2 : Represents the rating of training schedule.

Rating of

training

Convenient Disturbing Average

No of

employees

65 30 05


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65

30

5

0

10

20

30

40

50

60

70

Convenient Disturbing Average

INTERPRETATION

Large number of employees find the training convenient while others think it is disturbing the daily

work.

Table 3 : Represents the satisfaction level of employees undergone training.

Satisfaction of

employees

YES NO

No of

employees

80 20


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satisfaction of employees

80

20

YES

NO

INTERPRETATION

Almost all the employees say that they were satisfied with the way the training activities are

conducted while some people were dissatisfied.

Table 4: Represents the degree of development among the employees after the training was

given.

Employees

response

Yes No May be

No of

employees

70 10 20

0

10

20

30

40

50

60

70

Yes No May be

Development of the employees


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INTERPRETATION

Maximum numbers of employees show a positive response in terms of their development, some feel

they are not at all developed and others showed a passive response.

Table 5: Represents the improvement in skill and attitude and future aspects.

Improvement

status

Progressed Non progresses Cant say

No of

employees

70 10 20

0

10

20

30

40

50

6070

Progressed Non progresses Cant say

Improvement status

INTERPRETATION

Large number of employees experienced progress in their skills and its future aspects whereas

some feel that they have not progressed and others cannot say now.

Table 6:Represents the degree to which the employees have successfully achieved their training

objectives.


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Degree ofachievement Completely Partially Not at all

No of

employees

60 15 25

Degree of achievement

Completely

60%Partially

15%

Not at all

25%

Completely

Partially

Not at all

INTERPRETATION:

The degree of achievement of training objectives is higher among the employees and even in the

least case the achievement case is above average.

Table 7) Represents the response of the employees regarding training aids provided for the

training.

Training aid

status

Yes No

No of

employees

90 10


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Yes No

0

10

20

30

40

50

60

70

80

90

Training aids status

INTERPRETATION: mostly all the employees are in full satisfaction regarding the right type of

training aids are provided for training and a very few of them feel otherwise.

Table 8) Represents the level of support from the superiors to the sub-ordinates in completing

the training

Support level

of superiors

Full Average

No of

employees

80 20

FullAverage

0

20

40

60

80

Level of support


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INTERPRETATION: Superiors seem to be very supportive in Training programmes, as maximum

number of employees responses are positive regarding support from the superiors.

Observation and findings.

Observation and findings

Though by and large, substantial number of employees are content with the way thetraining is conducted, still there is a scope to analyze at micro level whether the

negatives respondents were either non attentive confronted confused or otherwise.

based up on the data there is a scope to take corrective action.

The cooperation between the colleagues and the level of support they share with eachother binds them in an attachment towards the company. However progressive

feedback relating to change in the behavioral pattern and scope for redesigning

subsequent training programs need to be examined & explored in proper perspective

Regional behavior and language influence is higher during training and even afterdelivering their language; the desired effects are not seen.

Some of the superiors do not bother to make Development Action Plans and submit to

the trainers. The statc and superficial approach of the supervision needs to be dealtwith appropriately


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The training is mainly conducted all around India, the trainers have to travel but

sometimes the logistics and arrangement is non-satisfactory. Rescheduling theprogrammed in advice and informing the participant with due lead time may alleviate

the logistic problem the proximity, approachability and accessibility are the three

majar parameter while considering the venue

The findings from the data analysis from the questionnaire show a positiveimprovement, enhancing and overall rating about the training programmed.

The reality learning and simulations were thoroughly enjoyed by the employees whohave received it.

5. Suggestions

In todays competitive world, attitude is the factor which is the dividing line between failureand success. Thus recruitment of the employees must be made not only on skills and attitude

but also the attitude of the employee. If an employee has a positive attitude then training forhim can be more effective, he has a positive effect on the climate.

The raining records must be maintained, preserved properly and updated timely.

Proper care should be taken while selecting the trainers.

Nis Sparta trainers must be given continuous feedback and the training should be performedas a continuous planned activity.

New and different trainers should be invited so that the maximum impact can be got from

the training programmes.

Co ordination and interaction of the employees of all levels must be encouraged to locatenew talents among employees.

Solution to some of the problems faced by the employees, should be suggested by theemployees themselves to make them feel valued at the organization.

The DAP( Development Action Plans) must be prepared and given to the trainers as soon aspossible for further follow up from the side of the trainers.


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6. Conclusion

Analysis of all the facts & figures, the observations and the experience during the training period

gives a very positive conclusion/ impression regarding the training imparted by the NIS Sparta

trainers. The NIS Sparta is performing its role up to the mark and the trainees enjoy the training

imparted especially the reality learning and simulation.

The training imparted meets the objectives like:

Effectiveness of the training and its resultant in the performance of the employees.

Assists the employees to acquire skills, knowledge and attitude and also enhance thesame.

Helps to motivate employees and helps in avoiding mistakes.

It becomes quite clear that there is no other alternative or short cut to the development of human

resources. If we have to meet the challenges of technology, social and economic we have to train the

HR irrespective to their category at which they work in the organization.

As it is recognized fact that we cannot survive in tomorrow businesss world with yesterdays

method. And hence the continuous development of HR is prime need of todays organization.

Appendices

Format Post Training Report Code RNA:FR:28:01

Title of the programme: ReFoRMS

Start Date: 22 Aug 08Error! Not a valid link.

End Date: 28 Aug 08

Error! Not a valid link.


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Location: PUNE

Number of Participants: 11

Channel Partner Type: RMS CREs

Observers: NA

Signature of PC: Ajit Hiray Date: 29 Aug 08Name of PC: Ajit HirayError! Not a valid link.


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Key Skills and Behaviors Acquired(Please capture all such observations by participants in form of bullet points)

Through this training we got good information about

- Reliance Communications and the ADA group.

- Our roles and responsibilities as a CRE and how a CRE is BRAND Reliance.

- The productMobiles, FWP, Data Cards, VAS, calling cards, etc.

- Prepaid & Postpaid tariff plans.

- Various systems like RCC, Simplify, Clarify, LMS, ICCM used in our RMS.

This training also helped in improving our selling skills and customer handling

skills.

Learned how to handle different types of customers.

Learned how to find out the customers requirement and how to offer the right

solution to customers requirement.


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2. FEEDBACK ON PARTICIPANTS:

Please ensure that the following documents are attached with the PTR, where applicable andthe following table is filled completely, as applicable:

S No Item Quantity Details

1. Attendance Sheet 1 Maximum Attendance: 11Number of Drop-outs: 2

2. Participant Test Papers

Session Name: Day 2 Written

Test

Day: 2 Average Test Score: 19


Test



Test


Session Name: Day 6 Final

Test


Session Name: Day 6 Role

Play Assessment


3. List of Certified

Participants

Total Participants: 11

Number of People Certified and

to be issued clarify id: 9

not to be issued clarify id: NA


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DEVELOPMENT ACTION PLAN FOR PARTICIPANTS

SNo

Participant Name ClarifyID

ChannelPartnerName / ZEname

Ability toImplementAcquired Skillsat Work(1:Very Poor10:Excellent)

CRITICAL DEVELOPMENT ACTION PLAN(Please outline any further training, coaching or support requirements)

1.VISHALPALKARError!Not a valid link.

YESPRABHACOMM.

8Vishal has performed good. Has good mobile product, process and systemknowledge. Is customer focused and has good selling skills. Needs to improve hidata product knowledge and presentation skills.

2. VINOD BIRAJDAR YESMOONLIGHT GALLERY

8Vinods overall performance has been good. Has good process and productknowledge. Needs to be more proactive in proving information to customers. Alsoneeds improvement in his communication skills

3.PRASHANTPUKALE

YESVITHALLACOMM.

7Prashant has performed good. Has grasped well. Is customer focused. Needs toimprove his product, process and systems knowledge. Also needs to improve hisverbal communication.

4.NAMRATAJAGTAP

YESAKENDRACOMM.

6

Namrata has performed very good in written exams. Has grasped well. Needs toimprove her VAS, handset feature, systems and process knowledge. Also needscustomer focused while interacting with customer and improve her communicatioskills.

5.PRAVEENMITHAPELLI

YESNIDHICOMM.

7Praveen has performed well. Has good system and product knowledge. Needs toimprove his process knowledge. Also communication and selling skills need to beimproved. Needs to be more polite. Is a little aggressive.

6.SHARANUJANGLI

YESORBITCOMM.

7Sharnus performance has been good. Is very confident in sales. Has to improve tariff plan, system and process knowledge. Also needs to improve his presentatioskills.

7. PALLAVI PAWAR YESYASHCOMM.

6Pallavi has performed good. Has grasped well. Has good product, process andsystem knowledge. Needs to improve on her communication, presentation and seskills.

8. SUKRITI SPRIHA YES R.S. COMM. 5Sukriti has scored fairly. Has good communication skills. However needs to put inof efforts to learn about products, processes and systems. Has been able to gras

fairly. Needs to improve her understanding and selling skills.9. SANDIP PATIL NO

SHREEENT.

0 ABSCONDING

10.RACHANAPHANSE

NOSWIFTCOMM

0 ABSENT

11. DIPTI SAPKAL YESTRIPURACOMM.

9Diptis overall performance was very good. Has good product, process, system acustomer handling knowledge. Needs to be a little more polished in hercommunication and presentation skills.


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3. FEEDBACK ON INFRASTRUCTURE & LOGIsTICS:

Please enter the overall rating for the following parameters:

Area of Feedback Overall Rating1

Low

2 3 4

Venue *Food *IT Support & connectivity *Discipline (Dress code, start time etc) *Material availability & adequacy *

4. FEEDBACK ON EXTERNAL BLOCKS:

Please list any external bottlenecks for improvement,

mentioning specific cases, in the following areas:

PROCESSES : NA

POLICIES : NA

INFRASTRUCTURE : NA

COMPETITION (SCHEMES) : NA

COMPETENCY OF PARTICIPANTS : NA


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ANY OTHER : NA


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5. FEEDBACK ON CONTENT:

(Please fill this up if this is your first/second program)

Please enter the overall rating for the following parameters relating to

content:

Area of Feedback Overall Rating1

Low2 3 4

Language* *

Concept & Simplicity of Application *Exercises (Quantity and Quality) *Cultural Sensitivity (are the exercises, examples, role-plays etc

Study , Analyze & Evaluate Training & Development Imparted by mr. alok at Reliance Communications by...

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