PROJECT

ON
HUMAN RESOURCE DEVELPOMENT
IN
BSNL

Submitted to:by:-

Submitted

Dr.

komal (5449)
Gazal multani (5432)
Ginni thakur(5428)

Concept, Meaning And Nature Of Human Resource Development

(HRD)

Concept And Meaning Of HRD

The active resource of an organization is human resource. Other resources
remain inactive unless there are competent people to utilize the available
resources for the production of goods and services. Human brain has a
limitless energy to think and act in a productive way. Hence, competent and
qualified human resource is a key factor of organizational success. In this
regard, the emergence of human resource development (HRD) plays a vital
role in enhancing the entrepreneurial skill of people.
Human Resource Development (HRD) is a process of developing skills,
competencies, knowledge and attitudes of people in an organization. The
people become human resource only when they are competent to perform
organizational activities. Therefore, HRD ensures that the organization has
such competent human resource to achieve its desired goals and objectives.
HRD imparts the required knowledge and skill in them through effective
arrangement of training and development programs. HRD is an integral part
of Human Resource Management (HRM) which is more concerned with
training and development, career planning and development and the
organization development. The organization has to understand the dynamics
of HR and attempt to cope with changing situation in order to deploy its HR
effectively and efficiently. And HRD helps to reach this target.
Hence, HRD is a conscious and proactive approach applied by employers
which seeks to capacitate employees through training and development to
give their maximum to the organization and to fully use their potential to
develop themselves.
Nature Of HRD
1. HRD is a continuous process
2. HRD concerned with behavioral knowledge.
3. HRD is a well integrated system
4. HRD provides better quality of life.
5. HRD focuses on all round development of human resources
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The main functions of HRD are:1. Training and development

Training and development is aimed at improving or changing the knowledge
skills and attitudes of the employees. While training involves providing the
knowledge and skills required for doing a particular job to the employees,
developmental activities focus on preparing the employees for future job
responsibilities by increasing the capabilities of an employee which also
helps him perform his present job in a better way. These activities start when
an employee joins an organization in the form of orientation and skills
training. After the employee becomes proficient, the HR activities focus on
the development of the employee through methods like coaching and
counseling.
2 Organization development
OD is the process of increasing the effectiveness of an organization along
with the well being of its members with the help of planned interventions
that use the concepts of behavioral science. Both micro and macro changes
are implemented to achieve organization development. While the macro
changes are intended to improve the overall effectiveness of the
organization the micro changes are aimed at individuals of small groups.
Employee involvement programmes requiring fundamental changes in work
expectation, reporting, procedures and reward systems are aimed at
improving the effectiveness of the organization. The human resource
development professional involved in the organization development
intervention acts as an agent of change. He often consults and advising the
line manager in strategies that can be adopted to implement the required
changes and sometimes becomes directly involve in implementing these
strategies.

3. Career development
It is a continuous process in which an individual progresses through different
stages of career each having a relatively unique set of issues and tasks.
Career development comprises of two distinct processes. Career Planning
and career management. Whereas career planning involves activities to be
performed by the employee, often with the help of counselor and others, to
assess his capabilities and skills in order to frame realistic career plan.
Career management involves the necessary steps that need to be taken to
achieve that plan. Career management generally focus more on the steps
that an organization that can take to foster the career development of the
employees

4. Employee Relations
In a unionized work environment, the employee and labor relations functions
of HR may be combined and handled by one specialist or be entirely
separate functions managed by two HR specialists with specific expertise in
each area. Employee relations is the HR discipline concerned with
strengthening the employer-employee relationship through measuring job
satisfaction, employee engagement and resolving workplace conflict. Labor
relations functions may include developing management response to union
organizing campaigns, negotiating collective bargaining agreements and
rendering interpretations of labor union contract issues.
5. Compensation and Benefits
Like employee and labor relations, the compensation and benefits functions
of HR often can be handled by one HR specialist with dual expertise. On the
compensation side, the HR functions include setting compensation structures
and evaluating competitive pay practices. A comp and benefits specialist
also may negotiate group health coverage rates with insurers and coordinate
activities with the retirement savings fund administrator. Payroll can be a
component of the compensation and benefits section of HR; however, in
many cases, employers outsource such administrative functions as payroll.
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6. Safety
Workplace safety is an important factor. Under the Occupational Safety and
Health Act of 1970, employers have an obligation to provide a safe working
environment for employees. One of the main functions of HR is to support
workplace safety training and maintain federally mandated logs for
workplace injury and fatality reporting. In addition, HR safety and risk
specialists often work closely with HR benefits specialists to manage the
company's workers compensation issues.

BSNL

Company profile:Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest
Telecommunications Company providing comprehensive range of telecom
services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband,
Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Within a span
of five years it has become one of the largest public sector unit in India.
BSNL has installed Quality Telecom Network in the country and now focusing
on improving it, expanding the network, introducing new telecom services
with ICT applications in villages and wining customer's confidence. Today, it
has about 46 million line basic telephone capacity, 8 million WLL capacity, 52
Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS, 3895
Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430
Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and
5.6 Lakhs villages.
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BSNL is the only service provider, making focused efforts and planned
initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fact there is
no telecom operator in the country to beat its reach with its wide network
giving services in every nook & corner of country and operates across India
except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier
and North-eastern region of the country. BSNL serves its customers with its
wide bouquet of telecom services.
BSNL is numero uno operator of India in all services in its license area. The
company offers vide ranging & most transparent tariff schemes designed to
suite
every
customer.
BSNL cellular service, CellOne, has 55,140,282 2G cellular customers
and 88,493 3Gcustomers as on 30.11.2009. In basic services, BSNL is miles
ahead of its rivals, with 35.1 million Basic Phone subscribers i.e. 85 per cent
share of the subscriber base and 92 percent share in revenue terms. BSNL
has more than 2.5 million WLL subscribers and 2.5 million Internet
Customers who access Internet through various modes viz. Dial-up, Leased
Line, DIAS, Account Less Internet(CLI). BSNL has been adjudged as the
NUMBER ONE ISP in the country.
BSNL has set up a world class multi-gigabit, multi-protocol convergent IP
infrastructure that provides convergent services like voice, data and video
through the same Backbone and Broadband Access Network. At present
there
are 0.6
million
DataOne
broadband
customers.
The turnover, nationwide coverage, reach, comprehensive range of telecom
services and the desire to excel has made BSNL the No. 1 Telecom Company
of
India.

Company H R Policy:1) Selection &Recruitment

2) Motivation.
3) Training.
4) Wage & Salary.
5) Performance appraisal
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SELECTION & RECURITMENT

Sucessful human resource planning should identifyour human resource

needs.Once we know these needs ,we willwant to do something about
meeting them.Recuritment is the discovering of potential applicants for
actual or anticipated organizational vacancies.
Certain influence constraint manager in determining recruiting
sources:Image of the organization
Attractiveness of the job
Internal policies
Union requirement
Recruiting budgets
SOURCES OF RECRUITMENT

External sources:*Management consultant

*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel

Selection process:*Job analysis

*Initial screening
*Application bank
*Test

*Interview
*Reference check
*Medical final and job offer
MOTIVATION:The job of a manager in the workplace is to get things done through
employees. To do this the manager should be able to motivate employees.
But that's easier said than done! Motivation practice and theory are
difficult subjects, touching on several disciplines.
In spite of enormous research, basic as well as applied, the subject of
motivation is not clearly understood and more often than not poorly
practiced. To understand motivation one must understand human nature
itself. And there lies the problem!
In B.S.N.L as we all know that its a government organization so they not
give such motivational package which an employee get in private
organization .But without motivation package no employee give their
maximum to the organization .some motivational package which B.S.N.L
give there employee is:

Free telephone facility

Promotion

Transfer

Time to time revision of pay scale

Central government facility

Quarter for leaving

Good working environment

Training and develpoment:-

Training and development is a function of human resourcemanagement

concerned with organizational activity aimed at bettering the performance of
individuals and groups in organizational settings.
Employee training:
Employee training is the planned effort of an organization to help
employees learn the job related behaviours and skills they will need to do
their job properly. It is a set of planned activities that the organization will
have their employees complete in order to increase their job knowledge
and skills and to have them get accustomed to the attitudes and social
atmosphere of the company. It will help the employee to be familiar with
the goals of the organization and the job requirements.

There are typical steps that go into a training program. These are outlined
below.
1) Conduct Needs Assessment:
A need is described as a "gap" between what is currently known and
what will be needed now and in the future. These gaps in knowledge could
be between what an organization expects to happen and what actually
does, how employees are performing on the job and how the organization
desires them to perform, and existing skills and desired skill level.
In order to conduct an assessment there are some analyses that
must be done.

An organizational analyses determines the effectiveness of an

organization, where training is needed and under what conditions
the training will be conducted.
A task analysis is used to provide data about a job or group of jobs,
and the knowledge, skills, attitudes and abilities that are needed to
achieve optimum performance. This information can come rom job
descriptions, task analyses, employee questionnaires and
interviews, performance evaluation, and observation of the
workplace.

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Finally - person analysis analyses how well an individual employee

is doing their job and determines which specific employees need
training and what kind of training. The methods of this kind of
analysis include employee questionnaires and interviews,
performance evaluation, skill and knowledge testing and the
observation of behaviour and results.

2) Implement Training Methods:

Now that the analysis has been done, the training method needs to be
chosen. The two most frequently used training methods include:

Lecture: Lecture involves one-way communication, from

instructor to learner - the learner is passive in the process.
On-the-job-training: This method involves such methods as
apprenticeship and mentoring, where the employee is actively
engaged in the type of work they will later be doing on their own.
Programmed instruction: This is a form of instruction that is preprogrammed and then delivered methodologically to an individual.
This form of instruction is self-paced - the employee determines
how fast they will learn and complete the steps and it is often
completed more quickly than group training. It can be delivered via
a computer and can be costly to prepare.

3) Training Evaluation:
Training evaluation is used to evaluate the reactions of the learners, measure
the learning that occurred, assess on-the-job behaviours, identify business
results that are due to the training and calculate if the investment in training
has had any return in the gains of the company. Business results can be
measured in "hard" data and "soft" data. Hard data are measures of
productivity, quality, material costs, absenteeism and turnover and customer
satisfaction. Soft data is items such as job satisfaction, teamwork, and
organizational commitment on the part of the employees.

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Performance appraisal

Performance appraisal:IN the BSNL performance appraisal doesnt play a great role reason
behind that its a government organization but its a important part of
organization. In BSNL every employee has a service book which is
written by his senior if employer not do his duty well then his senior
mark in his service record book which create problem for gating
promotion etc.
1. PERFORMANCE APPRAISAL: - BSNL limited follows different types
of method to evaluate his employee performance and accordingly
they provide incentives and perk to them as well as promotion and
pay rise. ITI also get done its HR audit during period of 2002 to 2005
which included many of its office along with head quaters.
2. Audit objectives:3. The manpower planning done by the Company was adequate to meet
its Objectives.
4. The Company ensured optimum deployment of manpower;
5. The Company introduced new recruitment policies and practices and
6. Whether they were adequate;
7. Well defined, fair and transparent career progression policies and
practices Were in place;
8. An effective performance management system was in place;
9. The training imparted by the Company was effective;
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10.

Clearly defined and effective conduct and disciplinary rules were

in place;
WAGE & SALARY
Wages and Salary Administration:In private organisation employee
generally get much more than that an employee of public organisation but
the difference comes in benefits that public employee receives. Despite of
huge profit, good public image, best among PSU it pays less to its employee
than other PSU.
If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also
its wage rate is low. According to analyst the wage rate is set in comparison
with profit earned by company and wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.

Different wage rate for executive and non executive employee.

Employee s was retained to a great extent.
Annual incremental were fixed to 5%.
There was increment in DA and CCA(city compensation allowance).

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