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PROJECT REPORT HUMAN RELATION

SUBMITTED BY: SAMRUDDHI ARVIND DONGRE

UNDER THE GUIDANCE OF PROF. SINIMOL JOSEPH BACHELOR OF MANAGEMENT STUDIES (BMS) UNIVERSITY OF MUMBAI 2011-2012 J.B.S.P Sansthas

Changu Kana Thakur Arts, Commerce & Science College New Panvel
ACCREDITED A GRADE BY NAAC

J.B.S.P.s Changu Kana Thakur ARTS, COMMERCE & SCIENCE COLLEGE NEW PANVEL

CERTIFICATE Date:

This is to certify that Ms. SAMRUDDHI ARVIND DONGRE has satisfactorily carried out the project work on the topic HUMAN RELATION in B.M.S academic year 2011 2012.

Project Guide (Prof. Sinimol Joseph)

B.M.S. Coordinator (Prof. Sinimol Joseph)

Principal (Dr.S.T.Gadade)

University Examiner

DECLARATION
I, Ms. SAMRUDDHI ARVIND DONGRE of C.K.T. College of Arts, Science & Commerce Student in B.M.S. hereby declare that I have completed this project on HR PLANNING AND POLICIES OF BSNL in the academic year 2011-2012 . The information

submitted is true and original to the best of my knowledge.

Place: - _______________ Date: - ______________ ___________________

MS. SAMRUDDHI D.

DECLARATION
I, Prof. SINIMOL JOSEPH, here by certify that Ms. SAMRUDDHI DONGRE, student of C.K.T. College of Arts, Science & Commerce pursuing B.M.S has completed the Project on HUMAN RELATION for the Academic year 2011-2012 under my guidance . The

information submitted in this project is true and original to the best of my knowledge.

Date: - __________________

Signature of Project Guide: - ____________________

ACKNOWLEDGEMENT
It has been a sincere desire of every individual to get an opportunity to express his/her views , skill ,attitude and talents in which she is proficient so as to give an satisfaction and confidence in her ability to do or produce something useful to mankind . A project is one such avenue through which a management student gives vent to his feelings and expressions . We take this opportunity to express our gratitude towards our guide Prof. Sinmol Joseph for her constant encouragement, support and guidance in our endeavor , without which we would have found it difficult to maintain our tempo and enthusiasm . And I also give thanks to our Principal and our professors for giving us such a great inspiration . And above all, there is The One Almighty whose humble children we all are , it is his blessings we all are , it is his blessing we cherish and pray for it is His Blessings as we wish for you.

Ms. Samruddhi dongre

EXECUTIVE SUMMARY

Executive summary is like that mirror in which we can see the inner part of the project. Its basically the whole summary of the project that is what the project contents. The best possible effort is made to gather all the relevant information about HR PLANNING AND POLICIES OF BSNL and an attempt is made to analyze the administration and economical aspects of Indian organization human relation. The project contains the description of human relation along with their analysis and according to that the suggestions are made. The information collected might not be up to the mark, the analysis made might need some improvements but as considering to a level the best possible efforts are inculcated in providing the true and original knowledge of the industry. Although it is just an analysis by a student perspective and surely it needs some improvements.

OBJECTIVE
The objective behind the preparation of the project on Human relation As the topic human relation is one of the subjects in our academics. To understand how organization manages their business. To know the organization growth To find out the performance over the years of human relation To improve my knowledge on various concepts relating to human relation in practicality.
But the main reason that enticed me to undertake this project is the

keen interest in analyzing the administration of the human relation in organization

INDEX

SR.NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18

PARTICULARS Introduction to human relation Human resource planning Types of planning Management planning HR policies Types of policies objectives HR planning and policies of BSNL Company profile infrastructure HR development Culture of BSNL Product and services of BSNL Recruitment Company hr policies Performance appraisal Conclusion Bibliography

PAGE NO. 9 to10 11 to 14 15 to 16 17 to 18 19 to 22 23 to 25 20 26 27 to 29 30 31 to 32 33 to 35 36 to 37 38 39 to 48 49 to 54 55 56

Introduction
The human resources of an organization consist of all people who perform its activities. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function.

The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job.

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MEANING OF HRM:

HRM is management function that helps managers to recruit, select, train and develop members for an organization. Obviously HRM is concerned with the peoples dimensions in organizations. HRM refers to set of programs, Functions, and activities designed and carried out

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HUMAN RESOURCES PLANNING

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INTRODUCTION:
Often, business time-frames are too short encouraged to good strategic planning. The best companies take the time and do it well. Workforce planning or Human Resources Planning as it is commonly called is one of the most impactful aspects of business planning. Management literature is packed full of reasons why HRP is crucial to business success. Without it there is little chance of the business having the right people at the right place at the right time doing the right work. This issue has been studied for decades. In a 1985 study based on a survey of 53 corporations in the US and Canada and their approaches to business and human resource planning Elmer Burack found that the respondents, both human resource and business planners, emphatically endorsed the concept that strategic and longrange business plans should include a human resource component. That position is one still held firmly by business executives globally.

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PLANNING A BUSINESS STRATEGY

There are numerous considerations that the human resources professionals must take into account. For instance: Inconsistencies between culture and strategy can severely impair the successful pursuit of a given course of action. Often the political aspects of producing a viable plan are insurmountable obstacles to overcome; as are other primary factors such as the process itself or the plan measurements. Only the most seasoned corporate politician often has enough sensitivity and negotiating skill to achieve the pre-planning buy-in of the critical powers. The concept of planning boiled down is that in order to determine the direction for human resource plans you must have a series of questions that your organization needs to answer in order to predict and perhaps control some of the major change areas for the future. This means that you begin by asking the right questions the questions which, if asked regularly and systematically, will force you to produce answers of maximum value in shaping your future human resources.
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It is also important to look at the planning activity from an activity standpoint. From an operational view human resources planning is the analysis of human resource requirements of organizations and the related needs for management policies, programs and resources to satisfy these requirements. As is shown by Figure A, human resources planning is critically interdependent with all aspects of the business. A human resource strategy is a critical component of the firms corporate and business strategies, comprising a set of well-coordinated objectives and action programs aimed at securing a long-term, sustainable advantage over the

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firms competitors. A human resource strategy should be consistent with the firms corporate and business strategies, as well as with the other managerial functional strategies.
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The primary objective of people responsible for doing human resources planning is to acquire, develop and implement the technology, tools, expertise and resources necessary to effectively do Human Resource Planning and Development as an integral part of the business planning processes. It must not be done in a vacuum.

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HUMAN PLANNING

RESOURCES

STRATEGIC

LONG-TERM PLANNING for SHORT-TERM SUCCESS

Often, however, operating pressures move all of the planning from a longer-term focus to a short-term one. That normally tends to create an environment within which the plan cannot be fully successful. Over-reliance on short-term planning can be quite costly. Ample lead time is required to recruit or develop talented personnel, and reaction management that responds to short term events or needs will usually limit the choices of options or endanger longer-range economic plans.
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As most planning models would indicate, the planning processes need to be circular and connected dynamically. The link between human resource planning and business strategic planning is vital if personnel programs and systems are to be attuned to the changing needs of an organization.
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The relationship between short and long-term planning goals and activities are shown in Figure B. This is a dynamic model. If you consider each of the four boxes as analogous to the legs of a four-legged stool, you can see the impact of removing one leg of the process. The impact of not doing long-term human resources planning is to cause the overall business plan to be limited to current human resources in trying to accomplish the plan.

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WORKFORCE PLANNING
In exploring the strategic human resource issues, a basic step is to determine if the organization has the ability to execute its strategies.
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Workforce inventory and planning is an integral part of human resources planning. It is where the greatest amount of energy is usually spent because it is the most quantitative part of the planning activity. People who view workforce planning as being the total work of HRP define human resources planning as planning for the corporation so as to have the right numbers of people at the right time, at the right place and with the right skill.
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Necessary to any business success are strategies, components, and tool development. Workforce planning strategies that are necessary to success are: to become a part of the business and operations planning teams; and to automate the collection, processing and analysis of quantitative data. It is apparent that any attempt at having the line management do useful and credible workforce planning is dependent upon that availability and use of automated capabilities that remove the numbers crunching aspect of the exercise and allow the manager to concentrate on the qualitative and forecasting part of the plan. The two essential building blocks for human resource planning are: a comprehensive human resource information system; and a basic business plan.

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MANAGEMENT PLANNING:

RESOURCES

A good human resource plan will almost always include a management resources plan. The objective of such a plan is to provide strategies, tools, technology and expertise for the planning for and development of current and potential management human resources in order to allow for enhanced management of the business. See FIGURE D for a model of management resources planning. As Dessler points out: Management development is important for several reasons. The main reason is that promotion from within is a major source of management talent.
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The primary strategy is to acquire and develop tools and resources to meet the long-term management needs; consult on the development of group and individual strategies and development. The call for improved productivity from managerial professional and technical positions ultimately translates into improved individual performance.
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Very often, specific goals include: to develop generic strategies and tools for needs assessment and inventory; develop and implement Management Development planning tools; identity and integrate Management technology and expertise; and to implement and institutionalize Management Development.

Specific program plans may include: using workforce planning results for parts of needs assessment;

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fostering integration of consultative expertise in Management theory and practice into planning efforts; consulting with Managers on Management Resources Planning and Development; and building a reference capability for management development programs and resources.

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HR Policies

A policy is a predetermined course of action Established as a guide toward accepted objectives And strategies of the organization. A vision is formulated, business processes are Analyzed, and policy and procedure systems to Support the vision is born. As policies And procedures are written, approved, Published, and implemented, the companys Vision is articulated.

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Objectives

To provide fair, acceptable & efficient leadership to provide an opportunity for expansion & voice in Management To strengthen & appreciate the human assets Continuously by providing training & developmental Programs To provide facilities & conditions of work & creation of Favorable atmosphere for maintaining stability of Employment To attain an effective utilization of human resources in the Achievement of organizational goals, etc

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Connection between Mission and Policy

Without policies boundaries and baselines related to the Companys missions and objectives would not exist. When developing your policies, you should start with Your mission and objectives. A mission statement should Be a clear statement about who your company is trying To serve. It should be a cultural reflection of the values, Beliefs and philosophy of the organization. It should be Very brief and very clear so that everyone in the Organization can understand it and so that objectives are Seen clearly as steps to achieving the mission. Objectives are like goals; they direct the staffs attention to Important factors in running the organization and help Define unique ways to enhance performance of Individuals and the organization as a whole.

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How to Start Creating Your Policy Manual

Policies initially are derived from an understanding of core business Practices. They also may emanate from a need to control Operations and therefore a good understanding of how the business functions is necessary as a first step in developing good polices. policy creation is a form of research. Research is an ongoing aspect of keeping polices up-to-date and maintaining a comprehensive policy manual. The policy manual should be a living document very much dynamic subject to change. Existing policies need to be expanded, supplemented, and revised as business conditions change, as business process reengineering takes place, as an organization downsizes, and as quality improvement initiatives are implemented

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Various Types of Policies

Employment Policies These are the policies that guide hiring practices, orientation of new employees, compliance with employment laws, and confidentiality. Employment Status & Records These are the policies that define such issues as employment classifications, access to personnel files and guidance on how background checks and performance reviews are to be performed. Employee Benefits These are policies that explain employee benefits such as insurance, vacations, holidays, leave, and employee reimbursements. Payroll These are policies that are related to salary and wage administration

Work place guidance

These policies are quite varied and their purpose range from Defining certain work arrangements such as flex time and telecommuting to offering guidelines on the use of company assets and record retention.

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Employee Conduct
These policies are guidelines that control employer behavior and conduct on the job. The mainstay of this section is a code of conduct but also important are policies regarding substance abuse, smoking, harassment, and workplace violence.

E-Policies
These policies guide staff in the use of the organizations information technology. Policies defining acceptable and prohibited activities and use of e-mail and the Internet make up a majority of these policies

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Tips to create a good looking Policy Manual

Here is a list of tips to help you create a great looking policy (printed) manual Use high quality paper. Ensure all printed pages are crisp and clean. Achieve good balance between text and visuals (charts, graphs, and tables). Use photographs effectively. Use illustrations effectively. Use bullet points to offset information from the text. Use white space effectively. Provide an appealing cover for the policy manual. Include a letter from the top executive or owner of the organization (i.e., Letter from the President) Include professional binding.

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HUMAN RESOURCE PLANNING AND POLICY IN BSNL

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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: Wire line, 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 47.3 million line basic telephone capacity, 4 million WLL

capacities, 20.1 Million GSM Capacity, more than 37382 fixed Exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs villages.

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

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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, Cell One, has more than 17.8 million cellular customers, garnering 24 percent of all mobile users as its subscribers. That means that almost every fourth mobile user in the country has a BSNL connection. 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, and 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 Data One broadband customers. The company has vast experience in Planning, Installation, network integration and

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Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute . Scaling new heights of success, the present turnover of BSNL is more than Rs.351, 820million (US $ 8 billion) with net profit to the tune of Rs.99, 390 million (US $ 2.26 billion) for last financial year. The infrastructure asset on telephone alone is worth about Rs.630, 000million (US $ 14.37 billion).

BSNL plans to expand its customer base from present 47 million lines to 125 million lines by December 2007 and infrastructure investment plan to the tune of Rs. 733 cores (US$ 16.67 million) in the next three years. 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.

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BSNL Infrastructure

With a corporate philosophy that considers Human Resource as the most prized assets of the organization, it's natural for BSNL to continually hone employee skills, enhance their knowledge and their expertise and their aspirations to fruition. Even as BSNL goes about conducting its business activities, it lays emphasis on constant enhancement of knowledge and skills through regular training programmers.

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Human Resources Development in BSNL

With a corporate philosophy that considers Human Resource as the most prized assets of the organization, it's natural for BSNL to continually hone employee skills, enhance their knowledge and their expertise and their aspirations to fruition. Even as BSNL goes about conducting its business activities, it lays emphasis on constant enhancement of knowledge and skills through regular training programmers.

Bharat Sanchar Nigam Limited has a vast reservoir of highly skilled and experienced work force of about 3,57,000 personnel. We believe that our staff, which is one of the best trained manpower in the telecom sector, is our biggest asset.

We believe that our future depends on our staff who provide services to our

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valued customers and stay in touch with them. To meet the technological challenges, employees are trained for technology up-gradation, modernization, computerization etc in BSNL's training Centers spread across Country. These centers are properly equipped with the requisite infrastructure facilities such as Lecture rooms, modern audio-visual aids, libraries, hostels etc. To apex training centers of BSNL i.e. Advance level Telecom Training Center (ALTTC) at Ghaziabad and Bharat Rant Bhimrao Telecom Training Center at Jabalpur are comparable to any world class Telecom Training Center. Moreover, 43 zonal training centers and a National Academy of Telecom Finance and Management have been running for several years now. Different curriculum run in these centers to impart technology based training, training for Attitudinal change, basic educational and skill development program etc.

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BSNL Culture:
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 47.3 million line basic telephone capacity, 4 million WLL capacity, 20.1 Million GSM Capacity, more than 37382 fixed exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs villages. 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 numerous 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, Cell One, has more than 17.8 million cellular customers, garnering 24 percent of all mobile users as its subscribers. That means that almost every fourth mobile user in the country has a BSNL connection. 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

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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. Dialup, 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 multigigabit, 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 Data One broadband customers. The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute.

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BSNL CULTURE.

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Product and services:

BSNL SERVICES BSNL LANDLINE, PHONE PLUS SERVICE, NEW TELEPHONE CONNECTION, PERMANENT CONNECTION, CONCESSION IN RENTALS, SHIFT OF TELEPHONE, TRANSFER OF TELEPHONE, TELEPHONE TARIFF, BSNL MOBILE, POSTPAID, PREPAID, UNIFIED MESSAGING, GPRS/WAP/MMS, DEMOs, TARIFF, SMS & BULK SMS,

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BSNL WLL, INTERNET SERVICES, NETWORK, BROADBAND, TYPES OF ACCESS, WI-FI, CO-LOCATION SERVICE, BSNL WEB HOSTING, INTERNET TARIFF, DIAL UP INTERNET, SMS& BULK SMS, BSNL BROADBAND, REGISTER ONLINE, TARIFF, FAQ, CHECK USAGE, BSNL MANAGED NETWORK SERVICES, BSNL MPLS-VPN, ISDN, ISDN, TARIFF, LEASED LINE, LEASED LINE, TARIFF, INTELLIGENT NETWORK, FREE PHONE SERVICE, PREMIUM RATE SERVICE, INDIA TELEPHONE CARD, VIRTUAL PRIVATE NETWORK (VPN), VOICE VPN, UNIVERSAL NUMBER, UNIVERSAL PERSONAL NUMBER, TELE VOTING, VIDEO CONFERENCING, OVERVIEW, TARIFF, FAQ, AUDIO CONFERENCING, OVERVIEW, TARIFF, FAQ, I NET, OVERVIEW, SERVICES ON I NET, USING ON I NET, I NET CONNECTIONS, TARIFF, TELEX/ TELEGRAPH, TELEX/ TELEGRAPH, TARIFF, EPABX, EPABX, FREE EPABX, TARIFF, CENTREX, CENTREX TARIFF, HVNET, RABMN, INMARSAT, KU-BAND, TRANSPONDE

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Recruitment of Management Trainee (MT) in BSNL

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BSNL invited applications for the recruitment of Management Trainees and the closing date for receipt of applications was 23.10.2009. As the matter is presently sub-judice, BSNL is not in a position to conduct the Examination. Candidates are advised to see the BSNL website from time to time for the latest update.

Bharat Sanchar Nigam Ltd. [BSNL] will fill up 300 vacancies of Management Trainee (MT) under open quota through a selection process consisting of Assessment Process , Group Discussion & Interview to be held on All India basis . The vacancies will be filled up on the basis of combined merit list of external and internal candidates

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Company H R Policy

* Company lay out

* Selection &Recruitment

* Motivation.

* Training.

*Wage & Salary.

*Performance appraisal

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Composition of Board

The Board comprise of 12 Directors, of which 6 [including the CMD] are whole time Directors; 2 Government Nominee Directors and 4 Non-official Part Time Directors. Thus, the Board has the optimum mix of 50% Whole-time and 50% part-time Directors. The composition is as per Corporate Governance Norms for the unlisted CPSEs, laid down by the Department of Public Enterprises.

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SELECTION & RECURITMENT

SOURCES OF RECRUITMENT

*External

External sources
*Management

consultant

*Advertisement *Management institute *Recomendentaion *Deputation personnel

Selection process:*Job analysis *Initial screening *Application bank *Test *Interview *Reference check

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*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

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.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

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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.

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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 isneeded 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. * 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.

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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

pre-programmed 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.

* Simulations: This sort of training involves an employee being placed

into a simulated situation of what may occur in real on-the-job situations.

Techniques include: Case studies where

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trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioural modelling where trainees observe proper work behavior and then role play it.Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need - this is known as the Transfer of Training. A more technical definition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job.

There are ways to increase the probability of what employees are being trained will really relate to their actual job behaviour. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviours and ideas on the job.

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

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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.

. 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 quarters.

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2.

Audit objectives:-

1. The manpower planning done by the Company was adequate to Meet its Objectives.

2. The Company ensured optimum deployment of manpower;

3. The Company introduced new recruitment policies and practices and Whether they were adequate.

4.Well defined, fair and transparent career progression policies and practices were in Place.

5. Well defined, fair and transparent transfer policies and practices were in Place.

6. An effective performance management system was in place;

7. The training imparted by the Company was effective;

8. Clearly defined and effective conduct and disciplinary rules were in place;

9. Incentive and welfare policies and practices were effective. 10. An adequate exit policy had been formulated and implemented by the Company But the finding which came out was something different than the thinking of management. The committee has given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.

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There were many personnel in different part of organisation who were idle and required to be deployed to be utilized effectively.

ITI also keep record of it employee in form of annual confidential report (ACR) Which is used to compare with the target set for them by the company. The company also follows open review system for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the

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WAGE & SALARY

Wages and Salary Administration:- In private

organization employee generally get much More than that an employee of public organization 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.

1. Different wage rate for executive and non executive employee. 2. Employee s was retained to a great extent. 3. Annual incremental was fixed to 5%. 4. There was increment in DA and CCA (city compensation allowance).

ASPIRATION

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Be the leading Telecom Service Provider in India with global presence. Create a customer focused organization with excellence in sales, marketing and customer care. Leverage technology to provide affordable and innovative products/services across customer segments Provide a conducive work environment with strong focus on performance Establish efficient business processes enabled by IT.

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Conclusion

BSNL experience indicates that customers want BSNL services due to Reliability Accessibility Transparency Affordable tariff Age old relationship All India Reach BSNL to meet customer expectations on Quality of Service Customer Care Promptness in service Courteous Behavior Service Delivery BSNL is striving to match the expectations

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Bibliography

www.bsnl.co.in

www.cellone.com

www.bharatsancharnigam.com

www.wikipedia.com

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Why do you enjoy working for BSNL?

Ans : 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.

What attracted you to this organization? Ans: Where the organization does its own printed advertising it is useful if it has some identifying logo as its trade mark for rapid attraction and it must take care not to offend the sex, race, etc

What do you consider to be the organizations strengths and weaknesses? How do you plan for your companies policies? Ans: STRENGTH All India presence, solid infrastructure, huge customer base

WEAKNESS Overstaffing, poor customer care, legacy technology

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What major problems are you facing right now in this department or position? Ans: While discussing the issues was positive in approach. JAC strongly demanded for immediate settlement of ITS Officers absorption issue in BSNL, if Govt. is failing in completing the process in that case all BSNL absorbed executives & nonexecutives shall be repatriated to Dot. JAC pleaded that if ITS absorption is resolved & BSNL having its own leaders at policy making level will make BSNL vibrant organization. The present situation where BSNL losing market share & its profit is declining, the main reason is ITS absorption issue. Can you talk about the companys commitment to equal opportunity ? Ans: BSNL is committed to provide quality Telecom Services at affordable price to the citizens of the remotest part of the Country.

What are the diversity of Bsnl? Ans: Major diversity techniques are Space diversity Frequency diversity for BSNL internal circulation only Polarization diversity (In our field polarization diversity is being used)

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Does the company have a vision mission statement? Ans: VISION:

To become the largest telecom Service Provider in Asia.

MISSION:

To provide world class State-of-art technology telecom services to its customers on demand at competitive prices.

To Provide world class telecom infrastructure in its area of operation and to contribute to the growth of the country's economy.

Objectives of Bsnl? Ans: To be a Lead Telecom Services Provider.

To provide quality and reliable fixed telecom service to our customer and there by increase customer's confidence.

To provide mobile telephone service of high quality and become no. 1 GSM operator in its area of operation.

To provide point of interconnection to other service provider as per their requirement promptly.

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Contribute towards: National Plan Target of 500 million subscriber base for the country by December 2010.

Broadband customers base of 20 million in the country by 2011 as per Broadband Policy 2004.

Providing telephone connection in villages as per government policy.

Implementation of Triple play as a regular commercial proposition