To Study, Analyze and Evaluate Training and Development

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A PROJECT REPORT ON

“To study, analyze and evaluate Training and development

practices imparted by NIS- Sparta at Reliance Communication



GUIDE CERTIFICATE 4



DECLARATION

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EXECUTIVE SUMMARY

EXECUTIVE SUMMARY 7



Project Title: ―To study, analyze and evaluate Training and development practices imparted by

Research methodology: 8



Research methodology: 8

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

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

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

questionnaire contains questions and provides space. A request is made to participants to fill up thequestionnaire and send it back within a specified time.

Advantages:

Can reach many people in a short time. Is relatively inexpensive. Gives opportunity of expressionwithout fear of embarrassment. Yields data easily summarized and reported.

Limitations:

Little provision for free expression of unanticipated responses. May be difficult to construct. It haslimited effectiveness in getting at the causes of problems and possible solutions.

SCOPE OF THE PROJECT: 9



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

– Sparta for its employees.

during my tenure of the project, July – August 2008.

xcludes all other human resources activities conducted before and after training.

Research tool:

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

The questions were both structured and unstructured.

1. Population and Sample size:

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

employees and it is still expanding. Out of which I have selected a sample of 25 people who haveundergone the training programme in the last six months to have a flavor of the new practices intraining.

2. Major findings:

Employees are content with the way the training is conducted.

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The cooperation between the colleagues and the level of support they share with each other

binds them in an attachment towards the company.

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

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

trainers.

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

The findings from the data analysis from the questionnaire show a positive improvement,enhancing and overall rating about the training programme.

The reality learning and simulations were thoroughly enjoyed by the employees who have

received it.

3. Suggestions

In today‘s competitive world, attitude is the factor which is the dividing line between failure andsuccess. Thus recruitment of the employees must be made not only on skills and attitude but also the

attitude of the employee. If an employee has a positive attitude then training for him can be moreeffective, he has a positive effect on the climate.

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

Proper care should be taken while selecting the trainers.

Nis Sparta trainers must be given continuous feedback and the training should be performed as a

continuous planned activity.

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

Co – ordination and interaction of the employees of all levels must be encouraged to locate newtalents among employees.

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

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

4. Conclusion

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

gives a very positive conclusion/ impression regarding the training imparted by the NIS – Spartatrainers. The NIS – Sparta is performing its role up to the mark and the trainees enjoy the training

imparted especially the reality learning and simulation.The training imparted meets the objectives like:

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same.

It becomes quite clear that there is no other alternative or short cut to the development of humanresources. If we have to meet the challenges of technology, social and economic we have to train the

HR irrespective to their category at which they work in the organization.As it is recognized fact that we cannot survive in tomorrow business‘s world with yesterdays method.

And hence the continuous development of HR is prime need of todays organization. 13



CONTENT/INDEX.

HEAD TITLE PAGE NO

NO

01 EXECUTIVE SUMMARY

02 INTRODUCTION

03 COMPANY PROFILE

04 OBJECTIVES OF THE STUDY

05 LITERATURE REVIEW

07 RESEARCH METHODOLOGY

08 DATA ANALYSIS & INTERPRETATION

09 FINDINGS

10 CONCLUSION

11 SUGGESTIONS

12 APPENDICES

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INTRODUCTION

INTRODUCTION TO THE STUDY 15



HUMAN RESOURCE MANAGEMENT

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

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

compensating the employees in organization. It is also applicable to non-business organizations, suchas education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee

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

an organization until he leaves, come under the horizon of HRM.The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and

Development, Retention, Industrial Relation, etc. Out of all these divisions, one such importantdivision is training and development.

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

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

Hence I have taken this topic for my project. My project deals with training and development

of the employees at reliance communication. The training is imparted by NIS Sparta. On July

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

Solutions organization, making yet another addition to the Reliance family.Following are the areas of Training & Development I tried to cover-up in my work.1) Studying training activities

2) Analyzing training programme

3) Evaluating the training.

The study shows the scope in the field of T & D ranges rights from recruiting an employee at anylevel and how to treat them throughout their working year till the time he discharged or retired fromthe organization. 16



MY PROJECT

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

employees in the organization.

Training and development is always an important aspect of the growth of a company and theindividual employees as well. Due to daily changing business environment, manufacturing process,technological advancement and rapid growth in the demand of the products and services etc the

workforce of any organization has to be very well equipped with the skills, ability, and talentrequired to cope up with the market competition.

Now a days many organizations are conducting training programme to improve the productivity of employees.

The quality of employees and their development through training and education are major factors indetermining long term profitability of a business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training

often is considered for new employees only; this is mistake because ongoing training for currentemployees helps them adjust to rapidly changing job requirements.Evaluation is the systematic appraisal by which we determine the worth, value or meaning of something to someone , In case of training we are concerned with providing information on the

effectiveness of the training activity to decision makers who will make decision based on theinformation . Evaluation plays a significant part in every step of the training process.It is important that evaluation be a planned or systematic effort that is built from the start of thetraining process.

The main objective of training programme to determine if they are accomplishing specific trainingobjectives, i.e.,correcting performance deficiencies. .

IMPORTANCE OF TRAINING AND DEVELOPMENT 17



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

organization must conduct to achieve their production target.

From organizational point of view it is very crucial to assure the quality, quantity, and effectivenessetc of the product by the means of suitable training.

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

in out performing various activities with high professions and accuracy by using advancetechnical/mechanical tools and equipments.

As a management trainee I myself come through various aspects like performance appraisal, payrollmanagement, labors related laws and issues etc during my training and development project.

Evaluating the productivity of the employees can very well recognize how to distribute your workforce. This information gathered after conducting training programmed which is immenselyhelpful for the human resources manager and the whole department.

Training helps measure the performance of the employees by evaluating the training given andcomparing the individual and group's latest output with the output given before training programmed.

SCOPE OF THE PROJECT :

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

Communication, Pune rather it only covers the training and development activities conducted By NIS – Sparta for its employees.

My project mainly deals with the present method of training given at Reliance Communicationduring my tenure of the project, July – August 2008

This project covers training, training programmed, and training evaluation and excludes all other human resources activities conducted before and after training. 18



HYPOTHESIS:

Training and Development activities conducted by NIS Sparta Reliance Communication are effective

and the employees are better performers after the training is imparted.

LIMITATIONS:

The project is a collection of study, observation, and practical experience during my summer internship programmed where i was a member of the team working in the training and development

of employees 19



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

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

project lack in some of the following headsWhere there is a chance of further elaborating study on the same subject.Some information being very sensitive as far as organization is concerned is left untouched and not

mentioned in any way.

Top-level strategic type of decisions and information too are not taken under study to avoid any favor to the business counter parts.

My project does not concerned about the designing and planning of training activities which forms acrucial and major part of this field hence a full fledge study can be done in this area.

The data presented here is taken by prepared questionnaire (open ended and closed ended) andinformation and feedback received from the management.

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

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

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

experience.20



COMPANY PROFILE

COMPANY PROFILE

Reliance Communications Ltd.,Pune was launched on December 28,2002.the 70th birthday of the

Reliance group founder,Shri Dhirubhai H Ambani.Reliance Communications is a service industry and it daily launches new products with newtechnologies. Dealing with foreign market they required people who help 21



them to increase productivity of the organization and sales of product.So, they frequently organizethe training programme for newly joined and current employee.

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

completed training programme.So they have given me that apportunity to evaluate the training programme.Reliance Communication was launched on December 28,2002.the 70th birthday of the Reliance group

founder, Shri. Dhirubhai H Ambani .Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group (ADAG) of

companies. Listed on the National Stock Exchange and the Bombay Stock Exchange, it is India‘sleading integrated telecommunication company with over 55 million customers.

History

In the year 2000, the Infocomm plans were announced….which.by far,was the largest infocomstructure that the country had seen so far…

Reliance Communication launched first Reliance India Mobile on December 28,2002 .Taking in to consideration the changing lifestyles and the end users habits Reliance Communicationswill disseminate information at a low cost. ―Make a telephone call cheaper than a post card‖. Createnew customer experiences. Constantly strive to be ahead of the world.

Reliance Communications will transform thousands of villages and hundreds of towns and citiesacross the country.Above all, Reliance Communications will pave the way to make India a global leader in theknowledge age.

―We will create the next generation communication network and information technologyinfrastructure that will bring immense value to every Indian, and leapfrog India into the center stage

of global infocomm space‖ 22



Late Dhirubhai Ambani built Reliance from scratch and in 25 year got it a place among the wor ld‘stop Fortune 500 corporations. The fact that he took barely a quarter of a century to do that is what

makes this achievement special..Make the tools of infocomm available to people at an affordable

cost.They will overcome the handicaps of illiteracy and lack of mobility‖Dhirubhai firmly believed the country could use information and communication technology toovercome its backwardness and underdevelopment.

Mr, Anil Dhirubhai Ambani is the Chairman of Reliance Infocomm Ltd (RIC) Said,―Growth has no limit at reliance. I keep revising my vision. Only when you dream it you can do it‖.

―RIC today finds itself on the threshold of a transformation as it strives to meet the challenges of anever changing and competitive environment to emerge as a performance oriented, system driven, and

professional organization. The only way forward is to focus on our Customer & Customer Service.‖

Vision

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

information and communication services affordable to all individual consumers and businesses inIndia.We will offer unparalleled value to create customer delight and enhance business productivity.We will also generate value for our capabilities beyond Indian borders and enable millions of India's

knowledge workers to deliver their services globally.‖Mission

Reliance Communication will offer a complete range of telecom services, covering mobile and fixedline telephony including broadband, national and international long distance services, data services

and a wide range of value added services and app;ications that will enhance productivity of enterprises and individuals. 23



Reliance‘s dream is to make a digital revolution in India by becoming a major catalyst in improvingquality of life and changing the face of India. It aims to achieve this by putting the power of

information and communication in the hads of people of India at affordable costs.

Products:

Reliance Communication is a service industry. Reliance Communications offers a wide range of applications including hour-to-hour news updates, high quality video streaming, downloadable

multilingual Ring Tones, seasonal updates including festival specials, city & TV guides, examresults, astrology, mobile banking, credit card transaction from mobile phone, bill payment and stock

prices.Reliance Communications brings Real Broadband experience to Indians for the first time through a

host of unique applications and services. This includes Video Chat, Multi-location VideoConference, Multi-player Online Gaming, High Speed Internet, Virtual Office, Digital Storage,Digital Movie, Digital Customized Music,Digital Electronic News Gathering Service and E-

Learning.

Reliance – ADA Group

Reliance-ADA Group 24



Pragati Value Added People – (PVAP)

NIS Sparta Ltd – (NISS)Reliable Internet Service Ltd – (RISL)

Getway Systems (India) Ltd-(GWSL)

Infocomm Group CompaniesReliance Energy Constructior Pvt Ltd (RECP)

Reliance Energy Automation Pvt – (REAP)Reliance Webstore Pvt Ltd – (RWSL)

Infocomm Business Associate CompaniesEnergy Companies

Adlabs

OthersReliance com-

munication Pvt.LTD – (RCPL)Reliance Comm Infrastructure Ltd-(RCL)

Reliance Digital World Pvt Ltd-(RDWL)

RelianceNext-Link Pvt Ltd-(RNL)

Reliance Info Engg Pvt Ltd (RIEL)

Reliance Infostream Pvt Ltd-(RIPL)

Reliance Webstore Pvt Ltd-(RWSL)Rrliance Energy Ltd – (REL)

Reliance Energy Gener

ation Ltd (REGL

BSES Rajdhani Power LTD (BRPL)

Yashasvi Commu Pvt Ltd – (YCPL)Reliance Telecom Ltd – RTL)Reliance Capital Ltd – (RCL)

Reliance Capital Asset Mgmt Ltd – (RCAM)

Reliance Gen Ins Co Ltd – (RGIC)Reliance Life Ins Co Ltd – (RLIC)

Reliance Info Infra Pvt Ltd-(TFIL)

Reliance Energy Engineers Pvt (REEP)Synergy Enterpreneur Solution-(SESL)

Reliance Energy Mgt. Serv-(REMS)

Fiag TelecomFinnese Innovation Pvt Ltd-(FIPL

Reliance Energy Trad Pvt-(RETP)

Reliance Energy Transmission-(RETM)

Reliance Communications Ltd 25



Project Manager Porject Maneger

Manager Finance

Manager SalesDirector (Project)

Director ,CTOCEO

Executive SalesA S Manager

Team Leader Team Leader Manager Admin

Manager HR Executive(Salary unit)Manager Training

Dst HR executiveSinior Manager

ORGANIZATION CHART 26



Reliance Communications Business1. Personal

2. Enterprise

3. Home

4. Global

5. World

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

Digital way of life for New India .With mobile devices , netways and broad band systems linked to powerful digital networks,.Reliance Communication will usher fundamental changes in the social

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

and communicate with each other Reliance – Anil Dhirubhai Ambani Group, an offshoot of theReliance Group founded by Shri Dhirubhai H Ambani (1932-2002), ranks among India‘s top three private sector business houses in terms of net worth. The group has business interests that rangefrom telecommunications (Reliance Communications Limited) to financial services (Reliance

Capital Ltd) and the generation and distribution of power (Reliance Energy Ltd).

Reliance – ADA Group‘s flagship company, Reliance Communications, is India's largest privatesector information and communications company, with over 55 million subscribers. It hasestablished a pan-India, high-capacity, integrated (wireless and wireline), convergent (voice, dataand video) digital network, to offer services spanning the entire infocomm value chain.

Other major group companies — Reliance Capital and Reliance Energy — are widely

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