Ppt of Airtel

8/4/2019 Ppt of Airtel

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PRESENTED BY:

Anurag Krishana

MBA,III Sem

11008169



COMPANY PROFILE Established in 1985, it has been a pioneering force in the

telecom sector.

India largest integrated and the first private telecom services

provider Bharati airtel have been structured into three individual SBU¶s

- Mobile service, Airtel telemedia services and enterpriseservices

India's leading private sector providers of telecommunications

services based on an aggregate of 66,689,943 customersApprox 64,370,434 GSM mobile subscribers.

Approx 23,19,509 Bharti Telemedia subscribers.



Awards and RecognitionThe Asia Pacific Award for the most innovative HR practices

2000.

The Golden Peacock National Training Award for excellence intraining practices 2000.

The Golden Peacock National Quality Award 2006.

Bharati Airtel ranked 3rd on shareholder return in business

week IT 100 list.



Objective of my Studyy To understand the training procedure and practices

prevailing in Airtel

y To study the satisfaction level of trainees (the employees)of Airtel.

y To identify the loopholes in the training program and

recommend the ways to overcome them.



INTRODUCTION TO TRAINING AND

DEVELOPMENTTRAINING AND DEVELOPMENT

Training refers to the process of imparting specific knowledgeand skills in order to perform a existing task better.

Development refers to learning opportunities design to helpemployees grow and perform the future tasks.

Training and development helps employees to achieve standard performance.



TRAINING PROCESS IN AIRTEL

Feedback

Evaluation of the training

Implementing training programme

Selection and developing of training tools (audio-visual aids)

Selection and designing of programme

Setting up of training objectives

Identify and analyze the training needs



1. IDENTIFICATION OF TRAINING

NEEDS

Communication with the

individual

Communication with the

superio

r

Communication withpeers

Communication withsubordinates

INDIVIDUALNEEDS



CONTINUE

Groupneeds

Structured survey Unstructured

survey



2. SETTING UP OF OBJECTIVES

Acquired kno wledge of subject matter

Change in attitude and behavior of trainee

Interaction among trainees

Enhance capacity of trainees

Bridge the gap between expected and actuallevel of performance



3.DESIGNING OF TRAINING

PROGRAMME

F A CTORS IN DESIGNING TRAINING

PROGRAMME

evelof

articiatio

Co tet of t e

ro rae

Eff ectiv

etrai i

et o

dolo y

Faculty resourc

es

Evaluatio

syste

Bud etrovisio s



4.SELECTION AND DEVELOPING OF

TRAINING METHODS AND AIDS

Lecture through AV aid

Induction



5.IMPLEMENTATION OF TRAINING

PROGRAMME Programme design is implemented within a specif ied

period.

Trainees were motivated during the training process.

Trainee were f acilitated to test their skills and

kno wledge through questions and practical exercises.



6. EVALUATION OF TRAINING

Context

evaluation

Inputevaluation

Process

evaluation

Product

evaluation

Impact

evaluation

Implicationof

evalua

tion



7. FEEDBACK Feedback report is prepared by:

1. Communicating with participants

2. Communicating with trainers

Helps in impro ving eff ectiveness of participants andtrainers.



Satisfaction level of the employees

from the existing program.

y Research methodology

y Descriptive and exploratory

y Sample Size - 50 emplo yees (a mix of junior andmiddle level emplo yees)

y Tools used Structured Questionnaire

y Analysis technique Univarient

(mean/median/mode/standard deviation)y Extensive use of pie chart is done



Q uestionnairey Ho w much are y ou satisf ied with the relations with co-workers?

y Does Top-level management have sincere interest in the training concern?y

Does communication process exit between high level & lo wer levelmanagement?

y Are y ou satisf ied with y our training conditions?

y Does y ou boss give y our reward for y our good performance?

y Does y our supervisor lay do wn instructions to y ou very clearly?

yDoes y our supervisor lay do wn instructions to y ou very clearly?

y Are there any trouble makers in y our group?

y Does the tools & equipments pro vided to y ou are better quality?

y Does y our supervisor encourage y ou to give new ideas & suggestions?



FINDINGSy Most (approximately 70%) of emplo yees were satisf ied

with the training process conducted at the Airtel

y

Trainees were satisf ied of the relationship with Topmanagement

y Complains were also guided by training supervisor



SUGGESTIONSy As there was lack of coordination amongst the

emplo yees; more training on team building can be

do

ne.y New joiners should be given more time to induct andorient with the company.

y There should be developmental targets for each of the

emplo yees.y Trainings can be linked to rewards in order to get the

better output.



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Ppt of Airtel