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Transcript of 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.?
S.N. Response NO. of
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?
S.N. Response NO. of
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?
S.N. Response NO. of
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. ?
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:-
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. ?
S.N. Response NO. of
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. ?
S.N. Response NO. of
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. ?
S.N. Response NO. of
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. ?
S.N. Response NO. of
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. ?
S.N. Response NO. of
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