complite project

8/3/2019 Complite Project

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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.

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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 the gap b/w job need and employee skills knowledge

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.

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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:-

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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:-

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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 moreeconomical 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.

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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.

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Introduction of executive development: -

Managers are the indispensable resources, the priceless assets of anorganization. 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, theydestroy 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.

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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.

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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

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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 off-the-job-technique

Coaching Lectures

Under study Case studies

Position rotation Group discussions

Project assignment Conferences

Committees Role playing

Multiple management games

Selected reading 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:-

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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.

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

executive development programmer exists.

(III) Periodic feedback and evaluation are a part of coaching.

(IV) It is very useful for orientation of new executives and

developing operative skills.

(V) 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.

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

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

load

(III) the junior and the senior closer to each other

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: -

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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

(b) The lecture should be competent and a good speaker.

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

(d) The lecture should not be for more then an hour.

(e) The lecture should be made interesting through leading

questions guided discussions and audio visual aids.

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 problemssolving 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 fibrecommunication 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 cablemachinery 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 co-

axial 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: - the main financers of the company are

state bank of India.

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 PIJFCABLE

Fibre coloring

Primary coating

Secondary coating

S-Z standing

Sheathing

Jacketing

Printing

Quality control

Dispatch

Conductor

Insulation

Units & super units

Stranding

Filling

Core wrapping &screening

Sheathing

Armoring

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 withapplication 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 BUILDING-

The 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 insubstrate 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.

2- Quality improvement productivity improvement and

better availability of spares.

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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- theconsumers of the companys prefect can be categorized in to

two categories wiz

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FACTORS RELATED TO BEOL

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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 youcan 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

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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 moreinconvenient 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.

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56%

20%

24%

1 Yes

2 No

3 some time

Questionnaire

(1). is training programme increase your confidence

S.N. Response No. of

RespondentPercentage

1. Yes 28 56%

2. No 10 20%

3. Some Time 12 24%

Total 50 100%

Some time

Yes

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

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50%

20%

30%

1 Yes

2 No3 some time

(2). is training programme reduced supervision?

S.N. Response No. of

RespondentPercentage

1. Yes 28 56%

2. No 10 20%

3. Some time 12 24%

Total 50 100%

Some time

Yes

No

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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30%

60%

10%

1 Yes

2 No

3 some time

S.N. ResponseNO. of

respondentpercentage

1. Yes 15 30%

2. No 30 60%

3. Some time 5 10%

Total 50 100%

Sometime

Yes

No

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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perecentage

50%

10%

40% Yes 25

No 5

some time 20

S.N. ResponseNO. of

respondentpercentage

1. Yes 25 50%

2. No 5 10%

3. Some time 20 40%

Total 50 100%

Sometime

Yes

No

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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50%

10%

40%1 Yes

2 No

3 some time

(5). Many companies spend considerable time and money on

training in inter personal skills. Do you think such training

really work?

S.N. Response

NO. of

respondent percentage

1. Yes 30 60%

2. No 5 10%

3. Some time 15 30%

Total 50 100%

Sometime

Yes

No

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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52%

20%

28%

1 Yes

2 No3 Some time

(6). is job rotation a good method for training and development

the employees?

S.N. Response NO. of

respondent

percentage

1. Yes 26 52%

2. No 10 20%

3. Some time 14 28%

Total 50 100%

Sometime

Yes

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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70%

10%

20%

1 Yes

2 No

3 Some time

(7). Are you satisfied with your training and development

program which is provided by the organization.

S.N. Response NO. of respondent

percentage

1. Yes 35 70%

2. No 5 10%

3. Some time 10 20%

Total 50 100%

Sometime

No

Yes

Interpretation:-

The most of employees means 70% of employees says that yeswe 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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56%

24%

20%

1 Yes

2 No

3 some time

(8). which method of training and development is useful for the

employee of Birla Ericssion Optical Limited.?


respondent

percentage

1. Yes 28 56%

2. No 12 24%

3. Some time 10 20%

Total 50 100%

Sometime

Yes

No

Interpretation:-

The most of employees means 56% of employees are says thatfor 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

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10%

60%

30%

1 Yes2 No

3 some time

(9). Training and development programme is extra Burdon of

the organization?


respondent

percentage

1. Yes 5 10%

2. No 30 60%

3. Some time 15 30%

Total 50 100%

Yes

Sometime

No

Interpretation:-

The 60% of employees says that no training anddevelopment 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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0%

96%

4%

1 Yes

2 No3 some time

(10). is the development done for those person who is closed to

boss?


respondent

percentage

1. Yes 0 0%

2. No 48 96%

3. Some time 2 4%

Total 50 100%

Yes

Sometime

NO

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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60%

10%

30%

1 Yes

2 No3 some time

(11). Successful development requires stop management

support and an understanding of the relationship of

development to other H.R. activities. ?


respondent

percentage

1. Yes 30 60%

2. No 5 10%

3. Some time 15 30%

Total 50 100%

Sometime

Yes

No

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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70%

12%

18%

1 yes

2 No

3 some time

(12). is the company evaluate the result of training and

development programme. ?


respondent

percentage

1. Yes 35 70%

2. No 6 12%

3. Some time 9 18%

Total 50 100%

Sometime

No

Yes

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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50%

10%

40%1 yes

2 No

3 some time

(13). for the successful training is it necessary there is better

relation between training & trainee. ?


respondent

percentage

1. Yes 25 50%

2. No 5 10%

3. Some time 20 40%

Total 50 100%

Sometime

Yes

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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64%

16%

20%

1 yes

2 No3 some time

(14). for the training and development is the trainer appraisal

your present talent. ?


respondent

percentage

1. Yes 32 64%

2. No 8 16%

3. Some time 10 20%

Total 50 100%

Sometime

No

Yes

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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50%

10%

40% 1 yes

2 No

3 some time

(15). for the implementation of any change in working there is

need of training. ?


respondent

percentage

1. Yes

2. No 26 52%

3. Some time 4 8%

Total 20 40%

50 100%

Sometime

Yes

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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76%

8%

16%

1 yes

2 No

3 some time

(16). is training & development programme increased

employee cooperation. ?


respondent

percentage

38 76%

4 8%

8 16%

50 100%

Sometime

No

Yes

Interpretation:-

76% employee says it increased co-operation 16%

says some time and only 8% says no.

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50%

10%

40%

1 yes2 No

3 some time

(17). is the trained employee gives help to solution for

operational problem. ?

S.N. Response

NO. of

respondent percentage

1. Yes

2. No 30 60%

3. Some time 5 10%

Total 15 30%

50 100%

Sometime

Yes

No

Interpretation:-

60% means most of the employee says yes, 30% says some time

& only says no.

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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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BIBLOGRAPHY

1- Human resource management

V.S.P Rao

2- Personal management (text & cases) C.B.Mamoria

/S.V.Gankar

3- Human resource management Dr. C.B.Gupta

4- Human resource personal management K.Aswathappa

5- Research methodology 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

complite project

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