LIST OF CHARTS

Page No.
Chart No. TITLE OF THE CHARTS
89
3.1 Gender of the sample respondents
91
3.2 Age’s of the sample respondents
93
3.3 Educational Qualifications of the sample respondents
95
3.4 Years of experience of sample respondents in telecom industry
97
3.5 Marital status of the sample respondents
Salary status of the sample respondents
3.6 99
No. of dependents of the sample respondents
3.7 101
Senior staff takes interest and spend time with new recruits
4.1 107
during training.
The norms and values of the company were clearly explained to
4.2 the new Employees during induction. 109

Training programmes are well-planned in advance 111

4.3

4.4 Training programmes are given adequate importance 113

Training provides an excellent opportunity for new comers to
4.5 115
learn comprehensively about the organization

4.6 New recruits found training is a very useful in acquiring ethics 117
& values of the Company
Training is of sufficient duration
4.7 119
New recruities found training a very useful experience in getting
4.8 acquaintance to the work environment of the organization 121

Training programmes are periodically evaluated and improved

4.9 123

Training has sufficient subject content 125

4.10
New Recruits are satisfied with the training Programmes.
4.11 127
129
4.12 Training Programmes are handled by competent faculty
Human Relations Competencies are developed through training
4.13 131
in Human skills

xii
 Process in place for assessing the employees training needs
4.14 133
Identification of training needs is done on a scientific basis.
4.15 135
Training progrmmes are designed after considering need &
4.16 137
requirement of the employee
Feedback from the performance appraisal system has been taken
4.17 into consideration while conducting training programme 139

Employees in the organization participated in determining the

4.18 141
training they need
Widely shared Training and development policy in the
4.19 143
organization
Training Calendar provides in detail number of training
4.20 programmes to be provided to the employees during a year 145

Sufficient allocation of funds is there in budget to conduct

4.21 147
training programme
Training Programmes organized to help and improve one’s
4.22 capability and potential. 149

Employees are given training before they are placed in new

4.23 151
Jobs/assignment
153
4.24 There is a strong supportive climate for training
155
4.25 Employee training is congruent with career plans
Employees are helped to acquire technical knowledge and skills
4.26 157
through training
Adequate emphasis on developing managerial capabilities in the
4.27 training programme. 159

Employees returning from training as they are given adequate

4.28 161
free time to reflect and plan improvement in the organization
163
4.29 The results of training Programme are monitored
the organization measures the return on investment (ROI) on
4.30 165
training
Employees returning from training programmes are given
4.31 opportunities to tryout what they learnt 167

employees are sponsored for training they take it seriously and

4.32 169
tryout to learn from the programme they attend
overall analysis on employee training
4.33 171
Organization has a conducive environment to achieve proper
5.1 177
career planning and employee development
Employees in the organization have better prospects as company
5.2 179
designs better career plan

xiii
 The organization creates awareness on the existence of formal
5.3 181
career plans on regular basis
Career paths are shared with employees by top management
5.4 183
There is a great extent of individual’s participation in deciding
5.5 the career plan & Development 185

Career planning improves morale and motivation by matching

5.6 187
skills to job requirement
The organization future plans are known to managerial staff to
5.7 help juniors and prepare them for future 189

The organization considers the employees for future key

5.8 191
positions.
193
5.9 The organization’s corporate growth plans are not kept secret
Top management updates the information about career paths on
5.10 195
regular basis.
Organizations have clear policy on career planning and
5.11 197
employee development
Current HRD policies are relevant to employee career planning
5.12 199
& development
Career planning to provide avenues for growth to its employees
5.13 201
in the organization
Top management is willing to invest a considerable part of their 203
5.14
time and other resources to the development of employees
HRD team advice and council the employees for development of
5.15 205
their career
Providing equal opportunities to all employees in the
5.16 207
organization.
The top management of the organization makes efforts to
5.17 209
identify & utilize the Potential / talent of the employee.
Employees are encouraged to experiment with new methods and
5.18 211
tryout Creative ideas.
213
5.19 Helping the staff to claim for internal promotions
5.20
Organization keeping employees records update. 215

Management makes sure all staff enjoy with their career 217
5.21
development
219
5.22 The fairness of employee development is very high
Action plans are prepared to improve employees career plans
5.23 221
and development.
Organization supports the employees in utilizing their potential
5.24 in future interest. 223

xiv
 Career development programmes of an organization can produce
5.25 225
realistic employees expectations
Development of subordinates is seen as an important part of their
5.26 227
job by the Managers/officers
Seniors delegate authority to juniors, they use it an opportunity
5.27 for their career development 229

Job rotation in this organization facilitates employee

5.28 231
development

233
5.29 Overall analysi on Career Planning and Employee Development

238
6.1 Doing something challenging and worthwhile

240
6.2 Making an impact on others

242
6.3 Admonishing those who do not perform

244
6.4 Working in friendly Environment

6.5 Doing something useful to others 246

248
6.6 Getting immediate feedback on your performance

250
6.7 Having autonomy and work independently

252
6.8 Directing and instructing people working below

254
6.9 Maintaining close personal relations

256
6.10 Developing junior colleagues (or) subordinates

258
6.11 Setting standards of excellence

260
6.12 Giving ideas (or) suggestions to superiors.

262
6.13
Sharing feelings and emotions with others
264
6.14 Efficiency was rewarded

266
6.15 Provision of allowances and medical facilities

xv
6.16 Communication protocol from top to bottom and bottom to top 268
270
6.17 Having a great freedom to perform job effectively

6.18 Making contributions to significant decisions 272

274
6.19 Cooperating with others in common tasks.

Stretching your abilities and skills 276

6.20
278
6.21 Getting recognition for work done
280
6.22 Working in teams
282
6.23 Helping others

284
6.24 Participation in training and refresher courses

6.25 Overall analysis on Employee Role satisafaction 286

xvi