CHAPTER I INTRODUCTION TRAINING AND DEVELOPMENT

Training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, learning and development. An organization which aspires to grow must be in tune with the changing needs of the society. Training has become relevant in the context since it is only through training that the gap between performance of the organization and the felt of a changing society can be neutralized. Training reduces the gap by increasing employees knowledge, skill, ability and attitude. Training and development are terms which are sometimes used interchangeably. Development was seen as an activity associated with managers. In contrast training has immediate concern and has been associated with improving the knowledge and skill of nonmanagerial employees in the present job. Training is a vehicle for human resource development and is concerned with improving the skills of the employees and enhancing their capacity to cope up with ever changing demands of the work situation. It also makes a positive contribution to the empowerment of the employees. Every organization needs the services of trained persons for performing the activities in a systematic way. The fast changing technological development makes the knowledge of employees obsolete. They require constant training to cope with the needs of jobs. After selecting the employees, the next task of management is to give them proper training. Training is differ from college education since management is relating experience to learning go from experience and concept. Training is purely vocational in contrast to education. The main purpose of which is the development of general culture. The term training indicates the process involved in improving the aptitude, skills, and abilities of the employees to perform specific jobs. Raw human resource can make only limited contribution towards the achievements of the organization objectives. Hence the demand for the developing human resource is continuously increasing thus training is a kind of investment. Training is a vital phase of management control. It helps in reducing accidents eliminating wastages and increases the quality of work. Thus training programs must focus on soft skill such as interpersonal communication, team work, innovation and leadership. Most importantly the training has to be comprehensive,
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systematic and strategy with which the company is planning to fight the competition. In the future it is training that will act as between customers and the organization. Training refers to methods used to give new or present employees the skills they need to perform their jobs. Training might their mean showing a machinist how to operate his new machine, a new salesmen how to sell firm product or a new supervisor how to interview the employee. Training focus has broadened in the past few years. Training used to focus mostly on teaching technical skills such as training assembles to solder wires or teacher to devise lesson plan. However technical training like that is no longer sufficient. Thus, it can be concluded that training is a process that tries to improve skills, or add to the existing level of knowledge. So that the employee will be better equipped to do his present job. Training makes a very important contribution to the development of the organization human resource and hence to the achievement of its aims and objectives. To achieve its purpose training needs to be effectively managed so that right training is given to the right people in the right form at the right time and at the right cost. Definition According to Edwin B. Flippo, Training is the act of increasing the knowledge and skills of an employee for doing a particular job. According to Michael J. Jucious, Training is any process by which the attitudes skills and abilities of employees to perform specific jobs are improved. Importance of Training Better performance Training improves employees ability, skills and in turn improve employees performance both quality and quantity. Better or increased employee performance directly leads to increased operational productivity and increased organizational profits. Employee Development Training also helps in the development of employees. It first helps in locating talent in them and then development it to the maximum. The adaptability of a worker will help him in working on new and improving jobs. If a worker learns fast then he will be able to his talent and improve his performance.

Personal Growth Training improves employees ability, knowledge and skills and this prevents employees obsolescence. This makes employee growth oriented. Less supervision A trained worker is self reliant. He knows his work and way to perform it will. Therefore his work requires less supervision. The supervisor can devote his time on more urgent work. High morale Training is not only improves the ability and skill of the employees but also changes employee attitude toward positive. Higher performance, job satisfaction, job security and avenues for internal promotion lead to high morale among the employees. NEED OF THE STUDY It is very important for any organization to conduct training program for the employees. Training is very important for employees in doing the job and it improves the performance or skills. Training strongly influences the productivity, efficiency, innovative ideas and complete knowledge about the job. Therefore, it is necessary to know the training given to the employees in the organization provide them level of acceptance, care and confidence after the training program and their satisfaction about the training program. SCOPE OF THE STUDY In this survey, the emphasis is to identify the effectiveness of training program among the employees in Bharat Sanchar Nigam Limited. This extends to enable the management to conduct better training program and to adopt new methods of training program.

REVIEW OF LITERATURE
1. Indian Journal of Training and Development xxxv No.1 (January March 2005) Employment structure and Training need in the emerging Business process outsourcing (BPO) Industry (Sujatha Sony) The existing favourable conditions and the rate at which is expected to grow the BPO sector requires large number of trained and well groomed employees. This has to be suitably taken by the appropriate entity in accost effective way. Any attempt which undermine the importance of training could adversely affect the quality of service provided and turn. Determined to the outsourcing business itself. Hence it is significant not only to identify the training needs of this sector but also the appropriate mode of training. 2. According to Casse and Banahan (2007), the different approaches to training and development need to be explored. It has come to their attention by their own preferred model and through experience with large Organizations. The current traditional training continuously facing the challenges in the selection of the employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for the environment of work and by recognizing this, they advising on all the problems, which reiterates the requirement for flexible approach. Usually the managers have the choice to select the best training and development programme for their staff but they always have to bear in mind that to increase their chances of achieve the target they must follow the five points highlighted by Miller and Desmarais (2007). 3. According to Davenport (2006), mentioned in his recent studies that its easy to implement strategy with the internet supported software. Some of the Training theories can be effective immediately on the future of the skill and developments. The content and the access are the actual factors for the process. It is a representation itself by the Access on main aspect what is effective to the adopted practice in training development. As per the recent theories to access the knowledge is changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the new meaning of information with electronic learning use. There is a survey confirmation for using classroom to deliver the training would drop dramatically, (Meister, 2001). 4. Indian Journal of Training and Development xxxv2 (April June 2005) Training as an effective HRD Technique in Banking sector an opinion survey Dr.T.Raju. While gender, educational background experience and salary did not influence the opinion on the impact on individual such as enhancement of self-confidence, improvement or individual, competence, decision making ability, problem solving significant difference were noticed among the different position and age groups. The employees in the Junior level and those in the age group of less than 30 years are recorded.
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5. Indian Journal of Training and Development xxxv3 (September 2005) Manager as Training parameters Dr. Udai Pareek Supportive orientation to Training: Some top management and other managers in the work system may have a positive attitude towards training. Such person may have intrinsic belief that training develops competency and is a very useful function. Their positive attitude may be based on their past experience and their belief that development of individual and teams through training is important for the achievement of long term goals of the organization. 6. Indian Journal of Training and Development xxxvii No.3 (July-September 2007) (S.Sundarajan) The Training and Development programs are essential to private sector Industries. The management of those organizations realized that the necessity of training for better performance from the employees point of view toward competitive business environment. Employees are motivated to attend the training programs by the management for self development as well as organization development employees realize the importance of training needs of training to achieve the organizational goals. Special training programs must be arranged in an attractive and fruitful manner. 7. Indian Journal of Training and Development xxxvii No.3 (July-September 2007) (Dr.Manju Gupta) The Training is Important for each and every individual to perform his job effectively. Training means to educate a person so as to be fit, qualified and proficient in doing some jobs. It equips the individual with necessary knowledge, skills and attitudes to perform his job efficiently. Training is a planned and systematically organized effort to increase and update knowledge, improve skills.

CHAPTER II COMPANY PROFILE

COMPANY PROFILE BSNL, formed in October, 2000, is worlds 7th largest telecommunications company providing comprehensive range of telecom services in India: Wire line, CDMA mobile, GSM mobile, internet, broadband, carrier services, MPLS-VPN, VSAT, VoIP services, IN services etc. within a span of five years it has become one of the largest public sector units in improving it, expanding the network, introducing new telecom services with ICT applications in villages and winning customer confidence. VISION Be the leading telecom service provider in India with global presence Create a customer focused organization with excellence in customer care, sales and marketing Leverage technology to provide affordable and innovative telecom services / products across customer segments

MISSION: a) Be the leading telecom service provider in India with global presence Generating value for all stakeholders employees, shareholders, vendors & business associates Maximizing return on existing assets with sustained focus on profitability Becoming the most trusted, preferred and admired telecom brand To explore International markets for Global presence

b) Creating a customer focused organization with excellence in sales, marketing and customer care Developing a marketing and sales culture that is responsive to customer needs Excellence in customer service-friendly, reliable, time bound, convenient and courteous service

c) Leveraging technology to provide affordable and innovative products/services across customer segments Offering differentiated products/services tailored to different service segments Providing reliable telecom services that are value for money

d) Providing a conducive work environment with strong focus on performance Attracting talent and keeping them motivated Enhancing employees skills and utilizing them effectively Encouraging and rewarding individual and team/group performance
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e) Establishing efficient business processes enabled by IT Changing policies and processes to enable transparent, quick and efficient decision making Building effective IT systems and tools

OBJECTIVES To be the Leading Telecom Services provider by achieving higher rate of growth so as to become a profitable enterprise. To provide quality and reliable fixed telecom service to our customer and thereby increase customers confidence. To provide customer friendly mobile telephone service, with focus on Value added service and data services, of high quality and play a leading role as GSM operator in its area of operation. Strategy for: I. Rightsizing the manpower II. Providing greater customer satisfaction Contribute towards: I. Broadband customer base in India as envisaged in draft National Telecom Policy 2011. II. Providing broadband connectivity to 2.5 lakhs Village Panchayats as per Government policy To leverage the existing infrastructure of BSNL for facilitating implementation of other government programmes and initiatives particularly in the rural areas. To look for the opportunity of possible expansion of BSNL footprint globally by exploring international telecom developing markets such as Africa.

CORPORATE SOCIAL RESPONSIBILITY Due to losses, there was no budgetary allocation for CSR Program in 2011-12; but, the unspent allocation of financial year 2010-11 amounting to Rs.9,37,452 was utilized in the CSR Activities during 2011-12 towards Conducting sports and games in rural Govt. High Schools and in Providing PCs with broadband connections to rural primary health centre.

NEW INITIATIVES This company has initiated an array of initiatives for increasing revenues and optimizing capex and opex. While top 100 cities have been kept on monitoring map, top 25 cities have been earmarked for premium services such as 3G, Enterprise. Aggressive push on Data usage and Value Added Services and clear cut segregation of commercial activity from social obligation is some of the major thrust areas for the sustained growth. Your Company is implementing the National Optical Fibre Network (NOFN) Project worth about Rs.14,000 Crores, for M/s Bharat Broadband Networks Limited; and, Network for Spectrum Project worth about Rs.13,300 Crores for the Armed Forces. Aiming to boost the landline business of the Company, the project for conversion of TDM Switches to Next Generation Network (NGN) is underway. Similarly, the implementation of 15 Mn Line GSM Network Expansion project of your Company has commenced, after a gap of about four years. NEW BUSINESS SHARING OF INFRASTRUCTURE This Company foresees a good turnaround in the segment of infra sharing in the coming days. Initiatives to carve out Tower Infra division are underway. At present, against the Targets of raising revenues of Rs.102.19 Crores by leasing out 3500 Towers, 609 towers were let out and Rs.42.67 Crores was earned during 2011 TRAINING OF EMPLOYEES During the year 2011-12, a total number of 80013 employees [Executives-32173, NonExecutives 47840] were imparted various trainings by the Training Centers of the company. INDUSTRY STRUCTURE AND DEVELOPMENTS Emergence of 3G/4G technologies and the thrust of National Telecom Policy 2012 aiming to foster the growth of economy by commitment for improved broadband availability, the Indian Telecom sector is poised for a major shift from voice to data, ushering in the next round of telecom revolution. There is a greater demand for high-speed connectivity. The emergence of next-generation technologies providing for faster data transfer is set to change the overall operating scenario of the industry. Mobile broadband internet market is set to witness a high growth and change the business dimensions of the sector.

STRENGTHS / OPPORTUNITIES/WEAKNESS/THREATS BSNL, being an integrated telecom player with excellent backhaul networks is placed well to meet the challenges thrown by the market. Huge Copper Line Network, OFC Connectivity will enable the Company in tapping the vast broadband opportunities thrown open for grabbing by the changing market dynamics. With BWA License, competition is expected to grow, tariffs are likely to fall and revenues may fall. Customer surrender phenomena witnessed in the previous year may further increase due to 3G/4G. If MPLS backbone is not strengthened both at domestic and international ports level, operators are expected to be badly affected. Being a dominant player in the land-line segment in the past leading to heavy investment in the land-line assets in rural areas; gap in skill sets to suit the current market conditions and gap in sales and marketing areas are of concern.

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CHAPTER III OBJECTIVES OF THE STUDY

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CHAPTER III OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE To analyze the perceived effectiveness of training and development with respect to RGMTTC, BSNL SECONDARY OBJECTIVE 1) 2) 3) 4) To identify the Cost effectiveness of the training. To identify the current need of the training. To know the impact on employee job performance. To offer suggestions and conclusion.

TYPES OF RESEAERCH Research methodology is the way to systematically solve the research problem. It consists of various steps that are generally adopted by a researcher in studying the research problem along with logic behind it. Research Design: A research design is a master plan specifying the methods and procedures for collecting and analyzing the needed information. It is a framework or blueprint that plans the action for the research project. Descriptive Research: This study is descriptive research because it includes survey fact finding enquiries of different kinds to the purpose of descriptive research. Questionnaire design: Questionnaire is considered as the heart of survey operation. The questionnaire is highly structured contained closed, open ended and multiple choice questions.

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Methods of Data Collection Primary Data The primary data is collected fresh in nature. The structured questionnaire is used to collect opinion from the employees. Secondary Data Secondary data are refers to those data which are gathered for some other purpose and are already available in the firm internal records and company library. In this research the informations are collected from the magazine of textbook for secondary source by the researcher. SAMPLING METHOD Stratified Random Sampling Stratified sampling technique is generally applied in order to obtain a representative sample. Under stratified sampling the population is divided into several sub-populations that are individually more homogeneous than the total population and then we select from each stratum to constitute a sample. Here we use stratified sampling for selecting employee collecting data. Sample size For this study looking at a sample size of about 60 employees working in BSNL Period of the Study The study on training and development was carried on 90 days in RGMTTC, BSNL Statistical Tools Used Chi Square One-way ANOVAs Limitation of the Study: The study is limited to one day training program involving 60 employees The perception of the employees may not reflect the facts due to fear and apprehension.

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CHAPTER IV DATA ANALYSIS AND INTERPRETATION

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Table No 4.01 Classification of respondents on the basis of Age. Criteria 20-30 30-40 40-50 Above 50 Total Inference: The above table clearly shows about the details of the age group of the respondents. From the above table 33% of the respondents are belonging to the age category of 20-30 years. 35% of the respondents are belonging to the age group between 30 40 years. 24% of the respondents are belonging to the age group between 40 50 years.08% of the respondents are belonging to the age group of above 50 years. No. of. Respondents 20 21 14 05 60 Percentage (in %) 33 35 24 08 100

.Chart No 4.01 Classification of respondents on the basis of Age.

Age of the respondents

8 33 24 20-30 30-40 40-50 above 50

35

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Table No 4.02 Classification of respondents on the basis of Gender. Criteria Male Female Total Inference: The above table clearly shows about the details of the gender of the respondents taken for this study. From this table it is cleared that 68% of the respondents are male and 32% of the respondents are female. No. of. Respondents 68 32 60 Percentage (in %) 68 32 100

Chart No 4.02 Classification of respondents on the basis of Gender.

Gender of the respondents

32 male female 68

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Table No 4.03 Classification of respondents on the basis of Educational Qualifications. Criteria No. of. Respondents Percentage (in %)

Diploma Graduate Postgraduate others Total

18 21 11 10 60

30 35 18 17 100

Inference: The above table clearly shows about the details of the educational Qualification of the respondents taken for this study. From this table it is cleared that 30% of the respondents arediploma. 35% of the respondents are having educational qualification at graduation level. 18% of the respondents are at post graduate standard and 17% of the respondents are in other qualification. Chart No 4.03 Classification of respondents on the basis of Educational Qualifications

Educational qualification
40 35 35 30 30 25 21 20 15 11 10 5 0 diploma graduate postgraduate others 10 18 18 17 no of the respondents percentage

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Table No 4.04 Classification of respondents on the basis of marital status. Criteria single married Total Inference: The above table clearly shows about the details of the marital status of the respondents taken for this study. From this table it is cleared that 83% of the respondents are married and 17% of the respondents are single. No. of. Respondents 10 50 60 Percentage (in %) 17 83 100

Chart No 4.04 Classification of respondents on the basis of Marital status.

Marital status
17

Married single 83

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Table No 4.05 Classification of respondents on the basis of Experience. Criteria Below 5 05-10 10-20 20-30 Total No. of. Respondents 22 17 13 08 60 Percentage (in %) 37 28 22 13 100

Inference: The above table clearly shows about the details of the experience of the respondents taken for this study. From this table it is cleared that 37% of the respondents are having below 5 yearsexperience.28% of the respondents are having 5-10 years experience. 22% of the respondents are having 10-20 years experience. 13% of the respondents are having 20-30 years experience.

Chart No 4.05 Classification of respondents on the basis of experience level.

Experience level
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% below 5 05-10 years 10-20 years 20-30 years 22 17 13 8 percentage no of the respondents 37 28 22 13

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Table No.06 Classification of the respondents on the basis of salary. Criteria Below 10,000 10,000-20,000 20,000-30,000 Above 30,000 Total No. of. Respondents 27 14 11 08 60 Percentage (in %) 45 24 18 13 100

Inference: The above table clearly shows about the details of the salary of the respondents taken for this study. From this table it is cleared that 45% of the respondents are receiving salary below 10,000.24% of the respondents are getting 10,000-20,000 income. 18% of the respondents are receiving 20,000-30,000.and 13% of the respondents are receiving salary above 30,000

Chart No 4.06 Classification of respondents on the basis of salary.

Salary
80 70 60 50 40 30 20 10 0 Below 10,000 10,000-20,000 20,000-30,000 Above 30,000 27 14 11 24 18 13 8 45 Percentage (in %) No. of. Respondents

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Table No 4.07 Classification of respondents on the basis of Opinion towards awareness of the training program. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 40 20 00 00 00 60 Percentage (in %) 67 33 00 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards awareness of the training program. From the above table it is inferred that 67% of the respondents are gives their opinion as strongly agree, and 33% of respondents as agree.

Chart No 4.07 Classification of respondents on the basis of Opinion towards awareness of the training program.

Awarness of the training program

80 60 40 20 0 Strongly agree Agree 20 0 0 Neutral 0 Dis Agree 0 0 Strongly dis Agree 0 No. of. Respondents Percentage (in %) 40 67

33

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Table No 4.08 Classification of respondents on the basis of Opinion towards one day seminar fees. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 20 18 11 05 06 60 Percentage (in %) 33 30 18 09 10 100

Inference: The above table clearly shows about the details of respondents opinion towards one day seminar fees. From the above table it is inferred that 33% of the respondents are gives their opinion as strongly agree, and 30% of respondents as agree,, 18% of respondents as neutral,09% of respondents as disagree and 10% of respondents gives their opinion as strongly disagree.

Chart No 4.08 Classification of respondents on the basis of Opinion towards one day seminar fees.

One day seminar fees

35 30 25 20 15 11 10 5 0 Strongly agree 9 5 10 6 20 18 18 No. of. Respondents Percentage (in %) 33 30

Agree

Neutral

Dis Agree

Strongly dis Agree

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Table No 4.09 Classification of respondents on the basis of Opinion towards three day course fee and schedule . S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 22 16 10 07 05 60 Percentage (in %) 37 27 16 12 08 100

Inference: The above table clearly shows about the details of respondents opinion towards three days course fee and schedule. From the above table it is inferred that 37% of the respondents are gives their opinion as strongly agree, and 27% of respondents as agree,, 16% of respondents as neutral,12% of respondents as disagree and 08% of respondents gives their opinion as strongly disagree. Chart No 4.09 Classification of respondents on the basis of Opinion towards three day course fee and schedule .

Three days course fee and schedule

Strongly dis Agree 5 8

Dis Agree

12 No. of. Respondents Percentage (in %)

Neutral

10

16

Agree

16

27

Strongly agree 0

22 10 20 30

37 40 50 60 70

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Table No 4.10 Classification of respondents on the basis of Opinion towards three day management course and schedule . S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 19 19 12 05 05 60 Percentage (in %) 32 32 20 08 08 100

Inference: The above table clearly shows about the details of respondents opinion towards three days management course fee and schedule. From the above table it is inferred that 32% of the respondents are gives their opinion as strongly agree, and 32% of respondents as agree,, 20% of respondents as neutral,8% of respondents as disagree and 08% of respondents gives their opinion as strongly disagree. Chart No 4.10 Classification of respondents on the basis of Opinion towards three day management course fee and schedule .

Three days management course fee and schedule

35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Dis Agree Strongly dis Agree 19 32 19 12 5 32 20 8 5 8 No. of. Respondents Percentage (in %)

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Table No 4.11 Classification of respondents on the basis of Opinion towards five day management course and schedule . S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 18 19 14 09 00 60 Percentage (in %) 30 32 23 15 00 100

Inference: The above table clearly shows about the details of respondents opinion towards five days management course fee and schedule. From the above table it is inferred that 30% of the respondents are gives their opinion as strongly agree, and 32% of respondents as agree,, 23% of respondents as neutral,15% of respondents as disagree.

Chart No 4.11 Classification of respondents on the basis of Opinion towards five day management course fee and schedule.

Five day mangement course fee and schedule

40 30 20 10 0 Strongly agree Agree 0 Neutral Dis Agree Strongly dis Agree 18 19 14 9 0 30 32 23 15 No. of. Respondents Percentage (in %)

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Table No 4.12 Classification of respondents on the basis of Opinion towards faculty. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 20 29 11 00 00 60 Percentage (in %) 33 49 18 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards faculty. From the above table it is inferred that 33% of the respondents are gives their opinion as strongly agree, and 49% of respondents as agree,, 18% of respondents as neutral.

Chart No 4.12 Classification of respondents on the basis of Opinion towards faculty.

Faculty
100% 90% 80% 70% 60% 50% 40% 30% 20% 20 10% 0% Strongly agree 33 29 18 11 0 Dis Agree 0 Strongly dis Agree 49 Percentage (in %) No. of. Respondents

Agree

Neutral

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Table No 4.13 Classification of respondents on the basis of Opinion towards the resource used in the training program. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 13 14 23 7 3 60 Percentage (in %) 22 23 38 12 5 100

Inference: The above table clearly shows about the details of respondents opinion towards resource used in the training program. From the above table it is inferred that 22% of the respondents are gives their opinion as strongly agree, and 23% of respondents as agree,, 38% of respondents as neutral,12% of respondents as disagree and 05% of respondents gives their opinion as strongly disagree. Chart No 4.13 Classification of respondents on the basis of Opinion towards resource used in the training program.

Resource used
70 60 50 40 30 20 10 0 Strongly agree Agree Neutral Dis Agree 13 14 23 12 7 5 3 Strongly dis Agree 22 23 38 Percentage (in %) No. of. Respondents

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Table No 4.14 Classification of respondents on the basis of Opinion towards the information gained from the training program. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 12 26 13 9 0 60 Percentage (in %) 20 43 22 15 0 100

Inference: The above table clearly shows about the details of respondents opinion towards information gained from the training program.. From the above table it is inferred that 20% of the respondents are gives their opinion as strongly agree, and 43% of respondents as agree,, 22% of respondents as neutral,15% of respondents as disagree .

Chart No 4.14 Classification of respondents on the basis of Opinion towards information gained from the training program.

Information gained from the training program

70 60 50 40 30 20 10 0 Strongly agree Agree Neutral Dis Agree 20 26 12 13 22 15 9 43 Percentage (in %) No. of. Respondents

0 Strongly dis Agree

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Table No 4.15 Classification of respondents on the basis of Opinion towards the training environment. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 10 18 22 10 00 60 Percentage (in %) 20 43 22 15 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training environment.. From the above table it is inferred that 20% of the respondents are gives their opinion as strongly agree, and 43% of respondents as agree,, 22% of respondents as neutral,15% of respondents as disagree .

Chart No 4.15 Classification of respondents on the basis of Opinion towards training environment.

Training environment
50 40 30 20 10 0 Strongly agree 0 Agree Neutral Dis Agree Strongly dis Agree 10 20 18 2 2 22 3 10 0 22 15 5 No. of. Respondents Percentage (in %) 43

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Table No 4.16 Classification of respondents on the basis of Opinion towards the training and development is well planned. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 11 21 17 11 00 60 Percentage (in %) 18 36 28 18 00 100

Inference: .The above table clearly shows about the details of respondents opinion towards training and development is well planned.From the above table it is inferred that 18% of the respondents are gives their opinion as strongly agree, and 36% of respondents as agree,, 28% of respondents as neutral,18% of respondents as disagree . Chart No 4.16 Classification of respondents on the basis of Opinion towards training and development is well planned

Training and development is well planned

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Strongly agree Agree Neutral Dis Agree 0 Strongly dis Agree 11 21 17 11 Percentage (in %) No. of. Respondents 18 36 28 18

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Table No 4.17 Classification of respondents on the basis of Opinion towardsthe over all training program. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 13 21 16 06 04 60 Percentage (in %) 22 35 26 10 07 100

Inference: The above table clearly shows about the details of respondents opinion towards the over all training program. From the above table it is inferred that 22% of the respondents are gives their opinion as strongly agree, and 35% of respondents as agree,, 26% of respondents as neutral,10% of respondents as disagree and 7% of the respondents are strongly disagree. Chart No 4.17 Classification of respondents on the basis of Opinion towards overall training program.

Over all training program

40 30 20 10 0 Strongly agree Agree Neutral 6 4 13 22 21 16 10 7 No. of. Respondents Percentage (in %) 35 26

Dis Agree

Strongly dis Agree

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Table No 4.18 Classification of respondents on the basis of Opinion towards interval timings in training program. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 11 21 17 11 00 60 Percentage (in %) 18 36 28 18 00 100

Inference: The above table clearly shows about the details of respondents opinion towards interval timings in the training program. From the above table it is inferred that 18% of the respondents are gives their opinion as strongly agree, and 36% of respondents as agree,, 28% of respondents as neutral,18% of respondents as disagree Chart No 4.18 Classification of respondents on the basis of Opinion towards interval timings in the training program.

Interval timings
100% 80% 60% 40% 20% 11 21 17 18

36

28

18 Percentage (in %) No. of. Respondents 11 0 Dis Agree Strongly dis Agree

0% Strongly agree

Agree

Neutral

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Table No 4.19 Classification of respondents on the basis of Opinion towards training helps for career. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 23 20 17 00 00 60 Percentage (in %) 38 34 28 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training helps for career. From the above table it is inferred that 38% of the respondents are gives their opinion as strongly agree, and 34% of respondents as agree,, 28% of respondents as neutral. Chart No 4.19 Classification of respondents on the basis of Opinion towards training helps for career.

Career development
Strongly dis Agree 0 0 0 0 28 17 34 20 38 23 0 5 10 15 20 25 30 35 40 Percentage (in %) No. of. Respondents

Dis Agree

Neutral

Agree

Strongly agree

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Table No 4.20 Classification of respondents on the basis of Opinion towards training mainly for organizational development S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 25 22 13 00 00 60 Percentage (in %) 42 36 22 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training mainly for organizational development. From the above table it is inferred that 42% of the respondents are gives their opinion as strongly agree, and 36% of respondents as agree,, 22% of respondents as neutral.

Chart No 4.20 Classification of respondents on the basis of Opinion towards training mainly for organizational development.

Organizational development
70 60 50 40 30 20 25 10 0 Strongly agree Agree Neutral 22 13 0 Dis Agree 0 Strongly dis Agree 42 36 Percentage (in %) 22 No. of. Respondents

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Table No 4.21 Classification of respondents on the basis of Opinion towards the training minimize the damage S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 17 19 11 13 00 60 Percentage (in %) 28 32 18 22 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training minimize the damage.From the above table it is inferred that 28% of the respondents are gives their opinion as strongly agree, and 32% of respondents as agree,18% of respondents as neutral,22% of respondents as disagree.

Chart No 4.21 Classification of respondents on the basis of Opinion towards training minimize the damage.

Minimize the damage

Strongly disAgree 0

Dis Agree 18

22

Neutral

Percentage (in %) No. of. Respondents 32

Agree 28

Strongly agree 0 5 10 15 20 25

30

35

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Table No 4.22 Classification of respondents on the basis of Opinion towards the latest training in telecommunication industries. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 22 13 16 09 00 60 Percentage (in %) 37 22 26 15 00 100

Inference: The above table clearly shows about the details of respondents opinion towards the latest training in telecommunication industries. From the above table it is inferred that 37% of the respondents are gives their opinion as strongly agree, and 22% of respondents as agree,,26% of respondents as neutral,15% of respondents as disagree.

Chart No 4.22 Classification of respondents on the basis of Opinion towards the latest training in telecommunication industries.

Latest training in telecommunication industries

40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Dis Agree Strongly dis Agree 0 0 13 9 22 22 16 15 No. of. Respondents Percentage (in %) 26 37

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Table No 4.23 Classification of respondents on the basis of Opinion towards training helps to develop new skills. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 24 23 13 00 00 60 Percentage (in %) 40 38 22 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training helps to develop new skills. From the above table it is inferred that 40% of the respondents are gives their opinion as strongly agree, and 38% of respondents as agree,, 22% of respondents as neutral.

Chart No 4.23 Classification of respondents on the basis of Opinion towards training helps to develop new skills.

Develop new skills

Strongly dis Agree 0

Dis Agree 0 No. of. Respondents Percentage (in %) Agree 23 38

Neutral

13

22

Strongly agree 0%

24 20% 40% 60%

40 80% 100%

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Table No 4.24 Classification of respondents on the basis of Opinion towards training helps for self development. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 19 29 08 04 00 60 Percentage (in %) 32 48 13 07 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training helps for self development. From the above table it is inferred that 32% of the respondents are gives their opinion as strongly agree, and 48% of respondents as agree,,13% of respondents as neutral,7% of respondents as disagree .

Chart No 4.24 Classification of respondents on the basis of Opinion towards training helps for self development.

Self development
80 70 60 50 40 30 20 10 0 Strongly agree Agree Neutral 19 32 29 13 8 7 4 Dis Agree 0 Strongly dis Agree Percentage (in %) No. of. Respondents 48

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Table No 4.25 Classification of respondents on the basis of Opinion towards training helps to get technical skill. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 19 26 15 00 00 60 Percentage (in %) 32 43 25 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training helps to get technical skill.From the above table it is inferred that 32% of the respondents are gives their opinion as strongly agree, and 43% of respondents as agree,,25% of respondents as neutral.

Chart No 4.25 Classification of respondents on the basis of Opinion towards training helps to get technical skill.

Technical skill
70 60 50 40 30 20 10 0 Strongly agree Agree Neutral 19 26 15 0 Dis Agree 0 Strongly dis Agree 32 25 43 Percentage (in %) No. of. Respondents

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Table No 4.26 Classification of respondents on the basis of Opinion towards training gives job satisfaction. S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 18 26 16 00 00 60 Percentage (in %) 30 43 27 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training helps to gives job satisfaction. From the above table it is inferred that 30% of the respondents are gives their opinion as strongly agree, and 43% of respondents as agree,,27% of respondents as neutral.

Chart No 4.26 Classification of respondents on the basis of Opinion towards training gives job satisfaction.

Jobsatisfaction
Strongly dis Agree Dis Agree Neutral Agree Strongly agree 0 18 10 20 30 0 0 16 26 30 40 50 60 70 27 43 No. of. Respondents Percentage (in %)

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Table No 4.27 Classification of respondents on the basis of Opinion towards training provides work development S.No 1 2 3 4 5 Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total No. of. Respondents 30 30 00 00 00 60 Percentage (in %) 50 50 00 00 00 100

Inference: The above table clearly shows about the details of respondents opinion towards training provides work development From the above table it is inferred that 50% of the respondents are gives their opinion as strongly agree, and 50% of respondents as agree.

Chart No 4.27 Classification of respondents on the basis of Opinion towards training provides work development.

50 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Strongly agree 30 1

50

Work development

30

Percentage (in %) No. of. Respondents

Agree

0 Neutral

0 Dis Agree

0 Strongly dis Agree

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Table No 4.28 Representing relationship between Age of Respondents and Opinion towards awareness of the training program. Assumption: Ho: There is no relationship between the age of respondents and the Opinion towards awareness of the training program. H1: There is a relationship between the age of respondents and the Opinion towards awareness of the training program. Age*awareness of the training program
Crosstab count

Awareness of the training program strongly agree Age 20-30 30-40 40-50 ABOVE 50 Total Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 55.714(a) 68.341 42.310 60 df 3 3 1 Asymp. Sig. (2-sided) .000 .000 .000 20 20 0 0 40 Agree 0 1 14 5 20 Total 20 21 14 5 60

a 3 cells (37.5%) have expected count less than 5. The minimum expected count is 1.67. Inference: Pearsons Chi-Square value is 55.714 for 3 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the relationship between the age of respondents and the Opinion towards awareness of the training program is accepted.
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Table No 4.29 Representing relationship between Age of Respondents and Opinion towards training environment. Assumption: Ho: There is no relationship between the age of respondents and the Opinion towards training environment. H1: There is a relationship between the age of respondents and the Opinion towards training environment. Age*training environment
Crosstab Count

Training environment strongly agree Age 20-30 30-40 40-50 ABOVE 50 Total 10 0 0 0 10 agree 10 8 0 0 18 neutral 0 13 9 0 22 disagree 0 0 5 5 10 Total 20 21 14 5 60

Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 75.267(a) 85.273 43.904 60 df 9 9 1 Asymp. Sig. (2-sided) .000 .000 .000

a 11 cells (68.8%) have expected count less than 5. The minimum expected count is .83. Inference: Pearsons Chi-Square value is 75.267 for 9 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the relationship between the age of respondents and the Opinion towards training environment is accepted.
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Table No 4.30 Representing relationship between Age of Respondents and Opinion towards interval timings. Assumption: Ho: There is no relationship between the age of respondents and the Opinion towards interval timings. H1: There is a relationship between the age of respondents and the Opinion towards interval timings. Age*interval timings
Crosstab Count

Interval timings strongly agree Age 20-30 30-40 40-50 ABOVE 50 Total 11 0 0 0 11 agree 9 12 0 0 21 neutral 0 9 8 0 17 disagree 0 0 6 5 11 Total 20 21 14 5 60

Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 75.210(a) 86.286 44.978 60 df 9 9 1 Asymp. Sig. (2-sided) .000 .000 .000

a 12 cells (75.0%) have expected count less than 5. The minimum expected count is .92. Inference: Pearsons Chi-Square value is 75.210 for 9 degrees of freedom. The value0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the relationship between the age of respondents and the Opinion towards interval timings is accepted.
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Table No 4.31 Representing relationship between Age of Respondents and Opinion towards training helps for career. Assumption: Ho: There is no relationship between the age of respondents and the Opinion towards training helps for career. H1: There is a relationship between the age of respondents and the Opinion towards training helps for career. Age*training helps for career
Crosstab Count

Training helps for career strongly agree age 20-30 30-40 40-50 ABOVE 50 Total Chi-Square Test Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 94.384(a) 102.222 50.101 60 df 6 6 1 Asymp. Sig. (2sided) .000 .000 .000 20 3 0 0 23 agree 0 18 2 0 20 neutral 0 0 12 5 17 Total 20 21 14 5 60

a 5 cells (41.7%) have expected count less than 5. The minimum expected count is 1.42. Inference: Pearsons Chi-Square value is 75.210 for 9 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the relationship between the age of respondents and the Opinion towards training helps for career is accepted .

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Table No 4.32 Representing relationship between experience of Respondents and Opinion towards information gained from the training program. Assumption: Ho: There is no relationship between the experience of respondents and the Opinion towards information gained from the training program. H1: There is a relationship between the experience of respondents and the Opinion towards information gained from the training program. Experience *information gained from the training program.
Crosstab Count

Information gained from the training program strongly agree experience below 5 5-10 10-20 20-30 Total 12 0 0 0 12 agree 10 16 0 0 26 neutral 0 1 12 0 13 disagree 0 0 1 8 9 Total 22 17 13 8 60

Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 123.210(a) 111.050 50.452 60 df 9 9 1 Asymp. Sig. (2-sided) .000 .000 .000

a 13 cells (81.3%) have expected count less than 5. The minimum expected count is 1.20. Inference: Pearsons Chi-Square value is 123.210 for 9 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So, the relationship between the experience of respondents and the Opinion towards information gained from the training program is accepted.
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Table No 4.33 Representing relationship between experience of Respondents and Opinion towards training minimize the damage. Assumption: Ho: There is no relationship between the experience of respondents and the Opinion towards training minimizes the damage. H1: There is a relationship between the experience of respondents and the Opinion towards training minimizes the damage. Experience *training minimize the damage Crosstab Count Minimize the damage strongly agree experience below 5 05-10 10-20 20-30 Total Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 101.900(a) 106.912 50.835 60 df 9 9 1 Asymp. Sig. (2-sided) .000 .000 .000 17 0 0 0 17 agree 5 14 0 0 19 neutral 0 3 8 0 11 disagree 0 0 5 8 13 Total 22 17 13 8 60

a 13 cells (81.3%) have expected count less than 5. The minimum expected count is 1.47. Inference: Pearsons Chi-Square value is 101.900 for 9 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the relationship between the experience of respondents and the Opinion towards training minimizes the damage is accepted..
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Table No 4.34 Representing relationship between experience of Respondents and Opinion towards training helps for self development. Assumption: Ho: There is no relationship between the experience of respondents and the Opinion towards training helps for self development. H1: There is a relationship between the experience of respondents and the Opinion towards training helps for self development. Experience*training helps for self development.
Crosstab Count

Self development strongly agree Experience below 5 05-10 10-20 20-30 Total Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 94.959(a) 95.104 46.644 60 df 9 9 1 Asymp. Sig. (2-sided) .000 .000 .000 19 0 0 0 19 agree 3 17 9 0 29 neutral 0 0 4 4 8 disagree 0 0 0 4 4 Total 22 17 13 8 60

a 11 cells (68.8%) have expected count less than 5. The minimum expected count is .53. Inference: Pearsons Chi-Square value is 94.959 for 9 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the relationship between the experience of respondents and the Opinion towards training helps for self development is accepted.

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Table No 4.35 Representing the difference between experience of Respondents with that of Opinion towards training helps to develops new skills. Assumption: Ho: There is no difference between the experience of respondents with that of Opinion towards training helps to develops new skills. H1: There is difference between the experience of respondents with that of Opinion towards training helps to develops new skills.
Experience * develop new skill

Cross tabulation Count Develop new skill strongly agree agree 22 0 2 15 0 8 0 0 24 23

experience

below 5 05-10 10-20 20-30

Total ANOVA
Experience

neutral 0 0 5 8 13

Total 22 17 13 8 60

Between Groups Within Groups Total Inference:

Sum of Squares 56.056 10.128 66.183

df 2 57 59

Mean Square 28.028 .178

F 157.745

Sig. .000

F Value is 157.745 for 2 degrees of freedom. The value 0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the difference between the experience of respondents with that of Opinion towards training helps to develops new skills is accepted. The difference of between the groups value is 56.056 which is greater than the difference of within the groups value 10.128.

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Table No 4.36 Representing the difference between education of Respondents with that of Opinion towards training helps to get technical skill. Assumption: Ho: There is no difference between the education of respondents with that of Opinion towards training helps to get technical skill. H1: There is difference between the education of respondents with that of Opinion towards training helps to get technical skill. Education * technical skill Cross tabulation Count Technical skill strongly agree 18 01 00 00 19 agree 00 20 06 00 26 neutral 00 00 05 10 15 Total 18 21 11 10 60

Education

diploma graduate postgraduate others

Total ANOVA Education Sum of Squares 57.287 8.896 66.183

Between Groups Within Groups Total

df 2 57 59

Mean Square 28.644 .156

F 183.529

Sig. .000

Inference: F Value is 18.529 for 2 degrees of freedom. The value0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So, the alternate hypothesis, the difference between the education of respondents with that of Opinion towards training helps to get technical skill is accepted. The difference of between the groups value is 57.287 which is greater than the difference of within the group value 8.896.

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Table No 4.37 Representing association between experience of Respondents and Opinion towards training helps to provide job satisfaction. Assumption: Ho: There is no association between the experience of respondents and the Opinion towards training helps to provide job satisfaction. H1: There is an association between the experience of respondents and the Opinion towards training helps to provide job satisfaction. Experience * job satisfaction Cross tabulation Count strongly agree 18 0 0 0 18 Job satisfaction agree 4 17 5 0 26 neutral 0 0 8 8 16 Total 22 17 13 8 60

experience

below 5 05-10 10-20 20-30

Total ANOVA Experience Sum of Squares 53.222 12.962 66.183

Between Groups Within Groups Total

df 2 57 59

Mean Square 26.611 .227

F 117.025

Sig. .000

Inference: F Value is 117.O25 for 2 degrees of freedom. The value0.000 is less than 0.05. Therefore Null Hypothesis is rejected. So the alternate hypothesis, the difference between the experience of respondents with that of Opinion towards training helps to provide job satisfaction is accepted. The difference of between the groups value is 53.222 which is greater than the difference of within the group value 12.962.

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Table No 4.38 Representing the difference between experience of Respondents with that of Opinion towards training helps for work development. Assumption: Ho: There is no difference between the experience of respondents with that of Opinion towards training helps for work development. H1: There is difference between the experience of respondents with that of Opinion towards training helps for work development. Experience * work development Cross tabulation Count Work development strongly agree agree 19 3 0 17 3 10 8 0 30 30 Total 22 17 13 8 60

Experience

below 5 5-10 10-20 20-30

Total

ANOVA Experience Sum of Squares .817 65.367 66.183 df 1 58 59 Mean Square .817 1.127 F .725 Sig. .398

Between Groups Within Groups Total

Inference: F Value is .725for 1 degrees of freedom. The value.98 is greater than 0.05. Therefore Null Hypothesis is accepted. So the alternate hypothesis, the difference between the experience of respondents with that of Opinion towards training helps for work development is rejected. The difference of between the groups value is .817 which is lesser the difference of within the group value 65.367.
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CHAPTER V FINDINGS, SUGGESTIONS AND CONCLUSION

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FINDINGS: Most of the respondents are well aware of the training center and they are mostly in off the job training method.

Most of the respondents are well known about the latest communication technologies in BSNL.

They are interested for lectures to own their session and interested for interaction with industry experts.

Majority of the trainees are satisfied with the 3 days training management course.

The overall training program offered by BSNL is effective because the training programs are satisfactory to the employees.

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SUGGESTIONS The respondents are satisfied with the three days and five days training provided by respondents. We can make sure that the training can be continued for the welfare of the company employees and the profit of the company 37% of the respondents are not gave a good comment on training methods, we can concentrate more for providing training to make it to most as the companies employees will be satisfied of the output provided by the company. 33% of the respondents have only little bit of awareness about the RGMTTC program. Because of lack of advertisements about the training program. So the company can spend more on advertisements to create more awareness about the training. Some respondents have not satisfied with the resources used in the training program. So the company can concentrate on resources used in the training program and make them satisfied. Training helps to develop the knowledge and also helps to works well and job satisfaction to improve working condition.

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CONCLUSION The overall training and development program attended by the employees are satisfactory. We have used percentage analysis, chi-square and ANOVAs for analyzing about the project. Training is essential for an employee who has just been promoted for the higher level job. Similarly the training increases the skill and knowledge of the employees. This helps employee to perform his job much better and improve their personality, attitude and selfconfidence and commitment to work. The training program improves the working condition and job satisfaction of the employees. Training also helps in development of employees.

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CHAPTER VI QUESTIONAIRES AND BIBILOGRAPHY

57

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON BSNL CHENNAI PERSONAL DETAILS: 1. NAME :

2. GENDER

(a) MALE

(b) FEMALE

3. AGE

(a) 20-30 (c) 40-50

(b) 30-40 (d) Above 50

4. MARITAL STATUS

(a) UNMARRIED

(b) MARRIED

5. EDUCATION

(a) DIPLOMA (c) POST GRDUATE

(b) GRDUATE (d) OTHERS

6. EXPERIENCE

(a) BELOW 5 YEARS (c) 10-20 (e) ABOVE 30 YEARS

(b) 5-10 (d) 20-30

7. MONTHLY SALARY

(a) BELOW 10,000 (b) 10,000-20,000 (c) 20,000-30,000 (c) ABOVE 30,000

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PERSONAL FACTOR: 1. Are you aware of the training program conducted by the RGMTTC on behalf of BSNL? (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree 2. What is your opinion on one day seminar schedule (Technical/Management course)course fee per course: Rs.1000/-+Tax@10.3%? (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree 3. What is your opinion on three days course Schedule (Technical course with one day lab session) course fee per course: Rs.3000/-+Tax@10.3%? (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree 4. What is your opinion on Three day course schedule (Management course) course per fee :Rs.2000/_+Tax@10.3% (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree

5. What is your opinion on five days course schedule (Technical course) course fee per course:Rs.5000/-+Tax@10.3% (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree

6. Training program conducted by competent faculty (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree 7. The resource used the training programme is satisfactory (a) Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree 8. The information gained from the training programme is (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 9. Are you feeling comfortable with training environment? (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree

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10. Whether training and development is well planned? (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 11. The overall training programme in my organization is satisfactory (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 12. I am satisfied with time interval between various training programmes (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 13. Training helps me to develop my career (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 14. The training imparted is towards organization development (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 15. The training and development offered to me minimize the accident and damages to equipment (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 16. Have you heard of industrial training on latest Telecommunication technologies in BSNL? (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) Strongly disagree 17. Training will develop new skill (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 18. The training program related to self development (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 19. I need training to enhance my technical skill. (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree

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20. Training makes me to work better with job satisfaction (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree 21. Training program is related to work development (a)Strongly agree (b) Agree (c) Neutral (d) Disagree (e) strongly disagree

22. Do you have any suggestions to enhance the training programs offered by the RGMTTC, if yes please specify

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BIBILOGRAPHY REFERENCES BSNL Training portal, Retrieved on Feb 25, 2013, from http://training.bsnl.co.in/ Ghosh, (2010), Human resource development &management, Vikas publishing House Jaison Idicula, (2011). A study on training and development, International journal for Human Resource Management. Kirkpatrick, (1996). Training Evaluation, International Journal of computer science and education. S.S.Khanka (S.Chand), Human resource management, S.Chand & Company Ltd. Pareak, (2009), Designing & Managing Human Resource, Oxford University press.

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