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Training and Development Process of BHEL

Training and Development Process of BHEL

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Published by skylinecollegeindia
Training and Development Process of BHEL
Training and Development Process of BHEL

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Published by: skylinecollegeindia on Jun 28, 2010
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11/10/2012

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Name:
Malti Salonia (2008 -2010)
Title:
Training and Development Process of BHEL
Executive Summary
 Training and development is one of the very important process in any organization,companies are spending more and more into this segment, because through this they will get perfect employees for their organization.In this report I tried to give all the possible information about BHEL training anddevelopment, how they related with each other? How they relate with the company, what arethe possible factory which affect the whole process of training and development.This report also includes various kinds of training program which the company follows, andhow those programs will good for the organization or employees.I also tried to include needs of training their objective and conceptual framework of training.This report also includes some training programs which are held in BHEL of the developmentof employees. By doing this project I am able to understand the satisfaction levels of employees who are the part of the training. After studied this report I conclude some factsabout the training needs and make some suggestions¶ and recommendation for their trainingand development program.
Objectives:
 
y
 
GROW
TH:To ensure a steady growth by enhancing the competitive edge of BHEL in existing businesses, new areas and international operations.
y
 
P
ROF
ITABILITY:To provide a reasonable & adequate return on capital employed, primarily throughimprovement in operational efficiency, capacity utilization & productivity and generateadequate internal resources to finance the company¶s growth.
y
 
CU
ST
O
ME
 
FO
CU
S:To build a high degree of customer confidence by providing increased value for his moneythrough internationals standards of products quality, performance and superior customer services.
 
y
 
PE
O
PLE
OR 
IENTATI
O
 N :To enable each employee to achieve his potential, improve his capabilities, perceive his role& responsibilities and participate & contribute positively to the growth and success of the
C
ompany. To invest in human resources continuously and be alive to their needs
y
 
IMA
G
E:To fulfill the expectations which stakeholders like government as owner, employees and thecountry at large have from BHEL.
ecommendations & Suggestions:
 Based on the data collected through the questionnaire and interactions with the
O
fficers and
W
orkers of BHEL the following recommendations are made for consideration:
y
 
The organization may utilize both subjective and objective approach for the training programmes.
y
 
The organization may consider deputing each employee to attend at least one training programmes each year.
y
 
The In-house training programmes will be beneficial to the organization as well asemployees since it will help employees to attend their official work while undergoingthe training.
y
 
The organization can also arrange part time training programmes in the office premises for short durations, spanning over a few days, in order to avoid anyinterruption in the routine work.
y
 
The organization can arrange the training programmes department wise in order togive focused attention towards the departmental requirements.
L
imitations
:The following are the limitations of the study:
y
 
The sample size was small and hence the results can have a degree of variation.
y
 
The response of the employees in giving information was lukewarm.
y
 
O
rganization¶s resistance to share the internal information.
y
 
Q
uestionnaire is subjected to errors.
onclusion:
 The major findings of the project are enumerated as follows:
y
 
Training is considered as a positive step towards augmentation of the knowledge base by the respondents.
y
 
The objectives of the training programmes were broadly known to the respondents prior to attending them.

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