SUMMER project REPORT

ON

“TRAINING AND DEVELOPMENT POLICY IN BIHAR

STATE POWER HOLDING COMMPANY LIMITED
(BSPHCL) AT PESU”

SUBMITTED IN THE PARTIAL FULFILLMENT FOR

THE AWARD OF MASTER OF BUSINESS
ADMINISTRATION (2023-2025)

KRITY KUMARI
DEPARTMENT OF MANAGEMENT
STUDIES

[Link]’S COLLEGE PATNA

(A Constituent Unit of Patliputra
University)
Signature of HOD
Ranju Singh

Lead me from darkness to light.”

 Preface
Practical Knowledge is important suffix to theoretical
Knowledge one cannot merely rely upon theoretical survey in
affirm has significant role to play in a subject of business
management to develop managerial skills, it is necessary that
they combine their classrooms learning with the knowledge of
real business environment.

It has not only helped me to enhance my knowledge about

various field of Human Resource and company responsibilities
towards their welfare but also gave new dimension to my
knowledge about psychology and attitude of the employees
towards the work and their duties.

DECLARATION
I am Krity Kumari hereby declare that
the Summer Training Report titled “

PESU ” is the original work done by me

HUMAN RESOURCE MANAGEMENT

and submitted to the Patliputra

University in partial fulfillment of
requirements for the award of Master
Administration is a record of original
work done by me under the supervision
of H.O.D [Link] Singh

Place :-
SIGNATURE OF STUDENT

(Krity Kumari)
Date :-
[Link]:-

ACKNOWLEDGEMENT
There is always a sense of gratitude one expresses to
other for the helpful and needy service they render
during all phases of life. I have complete this project
with the help of different personalities, I wish to
express my gratitude towards all of them.

It gives me immense pleasure to express my deep

regards and sincere sense of gratitude to PESU
MANAGEMENT, for the his valuable guidance
throughout the training. Thank you sir for your able
and worthy guidance.

I would also like to thank my guide HOD of MBA Dr.

Ranju Singh and Kundan [Link] sir (Assistance
Professor Dept. of Management Studies, Patliputra
University) for steering my confidence & capability for
giving me insight into training by giving me exposure
to the arena of competitive and real world.
Last but not the least I would like to express my deep
sense of gratitude to my parents and friends for
supporting me in the best possible manner.

Index
CHAPTER 1 INTRODUCTION
Introduction of Company
Objective of the company
Department of HR &
Administration
Organizational Structure

CHAPTER 2 Review and

Literature

CHAPTER 3 SWOT Analysis

CHAPTER 4 Objective of study
CHAPTER 5 Hypothesis of Study
CHAPTER 6 Research
Methodology

CHAPTER 7 Introduction of
Topic
CHAPTER 8 Data Analysis

CHAPTER 9 Conclusion
CHAPTER 10 Suggestion
CHAPTER 11 Questionnaire
CHAPTER 12 Bibliography

Introduction

The Bihar State Power Holding Company

Limited (BSPHCL) is a major public sector
enterprise responsible for electricity distribution
and transmission in Bihar, India. Established in
2012 and headquartered in Patna, BSPHCL
oversees the state's power infrastructure
through its subsidiaries, which manage various
aspects of power supply and maintenance. The
company aims to improve power reliability,
upgrade infrastructure, and enhance consumer
services while addressing challenges such as
balancing demand with supply and modernizing
outdated systems. BSPHCL is also focusing on
integrating renewable energy sources and
increasing operational efficiency to support
Bihar's growth and development. The Bihar
State Power Holding Company Limited
(BSPHCL) is a significant entity in the power
sector in the Indian state of Bihar. It was
established to oversee and manage the state's
power distribution and transmission needs.
Here’s a brief introduction:
 Bihar State Power Holding Company
Limited (BSPHCL)

Formerly Bihar State Electricity Board

(BSEB)

Company Statutory body

type

Industry Generation, transmission &

distribution of electricity

Founded 1 November 2013

Headquarters Vidyut Bhawan, Bailey

Road, Patna, India

Area served Bihar

Key people Sanjeev Hans

(Chairman & Managing
Director)[1]

Owner Government of Bihar

Number of 14,850 (2012)

employees

Parent Energy Department,Bihar

I. Bihar State Power Holding Company
Limited (BSPHCL)
1. Overview:
Established: 2012
Headquarters: Patna, Bihar, India


Type: Public Sector Undertaking



2. Objectives:
Power Distribution: BSPHCL is responsible for
the distribution of electricity to various regions


within Bihar. This involves managing power supply

to residential, commercial, and industrial sectors.
Transmission and Maintenance: The company
handles the transmission of electricity from power


generation sources to the distribution networks

and ensures the maintenance of infrastructure.
Consumer Services: It aims to provide efficient
and reliable services to its consumers, including


billing, customer support, and grievance

redressal.

3. Structure:
Subsidiaries: BSPHCL operates through several
subsidiaries, each specializing in different aspects


of the power sector. For example, Bihar State

Power Transmission Company Limited (BSPTCL)
focuses on transmission, while Bihar State Power
Distribution Company Limited (BSPDCL) and
 South Bihar Power Distribution Company Limited
(SBPDCL) handle distribution.
Management: The company is managed by a
board of directors appointed by the Bihar state


government.

4. Achievements and Initiatives:

Infrastructure Development: BSPHCL has
been involved in upgrading and expanding the


power infrastructure in Bihar to meet growing

demand and improve service quality.
Power Supply Improvement: The company
has undertaken various projects to enhance power


supply reliability and reduce outages.

Consumer Services: Efforts have been made
to improve customer service through technology


upgrades, including online bill payment and

complaint management systems.

[Link]:
Demand-Supply Balance: Ensuring a stable
supply of electricity to meet the state's growing


demands remains a challenge.

Infrastructure: Upgrading outdated
infrastructure and expanding the network to


underserved areas are ongoing priorities.

[Link] Plans:
Sustainable Energy: BSPHCL is working
towards integrating more sustainable and


renewable energy sources into its power supply

mix.
 Efficiency Improvements: The company
aims to enhance operational efficiency and reduce


transmission and distribution losses.

BSPHCL plays a crucial role in ensuring

that the power needs of Bihar are met
efficiently and sustainably, contributing
significantly to the state's economic
development and quality of life.
The Bihar State Power Holding Company
Limited (BSPHCL) is a state-owned
electricity regulation board operating
within Bihar, India. It was established on
November 9, 2012, following the
restructuring of the previous Bihar state
Electricity Board (BSEB). BSPHCL is
responsible for managing and regulating
the generation, transmission, and
distribution of electricity across the state.

OBJECTIVE
1. Administrative Setup
The administrative setup at BSPHCL is as
follows ..

2. Duties, Mission and Objectives

The duties of the Company have been defined in
Section 18 of the Electricity Supply Act, 1948. It
has been charged with the responsibility of
promoting a co-ordinated development of
generation, supply and distribution of electricity
in the State of Bihar on an efficient and
economic basis of management.
Though BSPHCL deals in only one product, i.e.,
electrical power, its significance and utility value
is enormous for the State. Almost all aspects of
modern life-style are dependent on it in one way
or another.
In order to ensure that its responsibilities are
discharged effectively and efficiently, the
Company has engaged nearly 1,700 officer and
14,850 staffs on various posts to generate its
own power and to maintain proper distribution
system. It arranges to supply the electricity
properly to the consumers and maintain their
equipments.
The responsibility of catering to entire state
means BSPHCL must always be able to
understand present as well as future trends of
power consumption. It has to formulate and
implement schemes for power generation so that
growth in demand can be met successfully in
time.
Sometimes, it also becomes necessary for
BSPHCL to purchase power from outside
agencies in order to meet the local demand.
As on today, the installed generating capacity of
BSPHCL in terms of its Thermal and Hydro-
Electrical plants, exceeds 559.2 MW.
The Company has its full-fledged Accounts and
Audit Department for proper keep-up of its
financial transaction as also to ensure efficient
financial management on the commercial line.
The Company has also its personnel wing to
safeguard the interest of all its employees. The
bio-data and service records of the employee
have been computerized at its Headquarters.
The entire organization of the Bihar State Power
Holding Company Ltd. has been set up keeping
in view the functions entrusted to it i.e.,
coordinated development of generation,
transmission and distribution of electricity in the
State.
 Electricity company
divided by five parts

1. Bihar State Power

Holding Company Ltd.
2. Bihar State Power
Generation Company Ltd.
3. Bihar State Power
Transmission Company Ltd.
4. South Bihar Power
Distribution Company Ltd.
5. North Bihar Power
Distribution Company Ltd.
 Bihar State Power Holding Company Ltd:

Bihar State Power Holding Company Limited (BSPHCL) is a

key entity responsible for managing and distributing electricity
in the Indian state of Bihar. Established to oversee the
functioning and development of the state's power sector,
BSPHCL plays a crucial role in ensuring a stable and efficient
supply of electricity to consumers across the region.

Bihar State Power Generation Company

Ltd:

(BSPGCL) is a key subsidiary of the Bihar State Power

 Bihar State Power Generation Company Limited

Holding Company Limited (BSPHCL) and is primarily

responsible for the generation of electricity in the
Indian state of Bihar.
 Its main objective is to generate electricity to meet the
growing power demand in Bihar and contribute to the
overall improvement of the state's power sector.

Bihar State Power Transmission Company

Ltd:
Bihar State Power Transmission Company Limited (BSPTCL) is
a significant subsidiary of the Bihar State Power Holding Company Limited
(BSPHCL). It is responsible for the transmission of electricity within the state of
Bihar.
  Its primary goal is to maintain a reliable and robust
transmission network to facilitate the smooth flow of
electricity throughout the state.

operates and maintains high-voltage

transmission lines and substations, which are essential
 BSPTCL

for carrying electricity from power plants to regional and

local distribution systems.

 BSPTCL manages an extensive network of high-voltage

transmission lines and substations that form the
backbone of Bihar’s power transmission system.

It operates numerous substations that play a crucial role

in voltage regulation and distribution of electricity across


different areas of the state.

South Bihar Power Distribution Company

Ltd:
 South Bihar Power Distribution Company Limited
(SBPDCL) is one of the key subsidiaries of Bihar State
Power Holding Company Limited (BSPHCL) and plays a
crucial role in the distribution of electricity in South
Bihar.
 The main goal of SBPDCL is to ensure the reliable and
efficient distribution of electricity to consumers in South
Bihar, encompassing urban, semi-urban, and rural areas.

 SBPDCL is responsible for distributing electricity from

the transmission network to end-users, including
residential, commercial, and industrial consumers.

 The company manages customer service functions,

including billing, meter reading, and handling customer
grievances related to electricity supply.

 Geographic Coverage: SBPDCL covers a significant

portion of South Bihar, providing electricity to a diverse
range of areas from major cities to rural regions.
  SBPDCL plays a vital role in ensuring that electricity
reaches all consumers in South Bihar, contributing to
daily life, economic activities, and overall development.

 By providing reliable electricity, SBPDCL supports local

businesses, industries, and households, fostering
economic growth and improving quality of life.

 Efforts are being made to incorporate sustainable

practices and renewable energy sources into the
distribution network.

North Bihar Power Distribution Company

Ltd:

North Bihar Power Distribution Bihar Power Distribution

Company Limited (NBPDCL) is another significant
subsidiary of Bihar State Power Holding Company
Limited (BSPHCL). It is responsible for the distribution of
electricity in North Bihar.

 The main goal of NBPDCL is to ensure a reliable,

efficient, and uninterrupted supply of electricity to
consumers in North Bihar.

 The company handles customer-related functions such as

billing, meter reading, and addressing customer
complaints and issues related to power supply.

Geographic Coverage: NBPDCL serves a wide area

in North Bihar, covering cities, towns, and rural areas.


This includes diverse regions with varying energy needs.

Operational Efficiency: The company aims to

enhance operational efficiency by reducing transmission

 and distribution losses, upgrading infrastructure, and
implementing modern technologies.

Power grid substations in North Bihar

Muzaffarpur (400/ 220kV)

Purnia (400/220kV)


Kishanganj (220/132kV)


Gopalganj (220/132KV)


Areraj – East Champaran (400/132kV)



Darbhanga (400/220kV)


There are six grid substations in North Bihar.[

DEPARTMENT OF HR &
ADMINISTRATION

The Department of HR and Administration at Bihar State

Power Holding Company Limited (BSPHCL) plays a critical
role in managing the human resources and administrative
functions within the company. BSPHCL, being a state-owned
utility company responsible for the generation, transmission,
and distribution of electricity in Bihar, relies on this
department to ensure efficient and effective operations. Here’s
a look at the key responsibilities and functions of the HR and
Administration dpartment within BSPHCL:

II. Human Resources (HR):

1. Recruitment and Staffing:
o Develop and implement recruitment policies and
procedures.
o Advertise job vacancies, screen applications, and
conduct interviews.
o Manage the on boarding process for new employees,
including orientation and training.
2. Employee Relations:
o Address employee grievances and facilitate conflict
resolution.
o Promote a positive work environment and employee
engagement initiatives.
o Develop and enforce company policies related to
employee conduct and performance.
3. Compensation and Benefits:
o Administer salary structures and incentive
programs.
o Manage employee benefits such as health insurance,
pensions, and allowances.
o Conduct periodic reviews to ensure competitive
compensation packages.
4. Training and Development:
 Identify training needs and organize development
programs.
o

o Coordinate with external training providers and

ensure compliance with regulatory requirements.
o Track and evaluate the effectiveness of training
initiatives.
5. Compliance and Legal Issues:
o Ensure adherence to labour laws and regulatory
requirements specific to the energy sector.
o Maintain accurate employee records and manage
documentation related to employment and
compliance.
6. Performance Management:
o Implement performance appraisal systems and
procedures.
o Set performance goals and conduct regular reviews.
o Provide feedback and support for employee
development.

III. Administration:
1. Office Management:
o Oversee the day-to-day administrative operations of
the company.
o Manage office supplies, equipment, and facilities to
ensure operational efficiency.
o Coordinate with various departments to ensure
smooth functioning.
2. Facilities Management:
o Ensure the maintenance and upkeep of office
buildings and infrastructure.
o Manage relationships with service providers for
facility management, including maintenance and
security services.
3. Document Management:
o Organize and maintain company records and
documents, ensuring proper storage and
confidentiality.
o Handle documentation related to administrative
processes and compliance.
4. Administrative Support:
 Provide support to senior management and other
departments in scheduling, communication, and
o

logistics.
o Manage correspondence, arrange meetings, and
handle travel arrangements.
5. Policy Development and Implementation:
o Develop and update company policies and
procedures related to HR and administration.
o Ensure policies are communicated effectively and
comply with legal and regulatory standards.
6. Event Coordination:
o Plan and organize company events, meetings, and
official functions.
o Manage logistics and coordination to ensure
successful execution of events.

Executive Summary
Here's some information about Bihar State Power Holding
Company Limited (BSPHCL):
What it does
BSPHCL is a state-owned company that regulates the


electricity sector in Bihar, India. It's responsible for the

generation, supply, and distribution of electricity in the state.
How it operates
BSPHCL operates through its subsidiary companies, which


are responsible for specific aspects of the electricity sector:

Bihar State Power Generation Company Limited: Generates
electricity


Bihar State Power Transmission Company Limited: Transmits

electricity


North Bihar Power Distribution Company Limited: Distributes

electricity in North Bihar


South Bihar Power Distribution Company Limited: Distributes

electricity in South Bihar


 History
 BSPHCL was formerly known as the Bihar State Electricity
Board (BSEB), which was established in 1958. The BSEB was
unbundled in 2011.

Headquarters
BSPHCL's headquarters are located at Vidyut Bhawan, Bailey


Road, Patna, Bihar 800 001.

BSPHCL's website is [Link]
Bihar State Power Holding Company Limited (BSPHCL),
formerly Bihar State Electricity Board (BSEB) is a state-
owned electricity regulation board operating within the state
of Bihar in India.[2][3] BSEB was established in 1958 as a
statutory corporation under the Electricity (Supply) Act, 1948.
As of November 2012, BSEB has nearly 1,700 officers and
14,850 employees. The derated capacity comes to just 530
MW. The BSEB was unbundled on 2 August 2011.[4] Power
Finance Corporation was the main consultant for BSEB's
restructuring.

Review and Literature

This study reviews the existing literature in training and
development, which considered as essential practices in
Human Resource Management (HRM); moreover, they
constitute a necessary investment and a significant component
of the organizations’ budgets. Training and development help
organizations to accomplish competitive advantage, they are a
must to go along with innovation and global issues, and most
importantly, they work constantly as the organization is
performing. This literature review focuses on the current
knowledge about the determining factor and the importance of
training and development in HR management in specific and in
organizations in general. Furthermore, this paper aims to
review the literature about existing knowledge and relevant
theories about training and development and their relationship
with competitive advantages, innovation, and organizations’
performance. It will add to the existing literature since it is a
review based on evidence from previous literature reviews and
studies related to this topic and suggests further future
[Link] firm’s HR practices will immediately influence the
employees’ skills which will add to the organization.
Furthermore, they will foster employees’ development to get
involved and committed to the business (MacDuffie, 1995;
Wright et al., 1998). Training and development are necessary
for any firm, and they are an organizational subsystem derived
from two independent yet interrelated words that work
together to increase the individual’s global productivity (Salas
et al., 2012). Previous studies find that the most popular term
for “training and development” is “lifelong learning.” It takes
into account how individuals continue learning (Field, 2008),
develop competencies (Shandler, 2000), add value, are
intelligent and experienced (Jarvis, 2012), fit, adjust to
changes (Nolfi & Parisi, 1996), improve as they grow, and, in
sum, accommodate with the stream (Sartori et al., 2018). study
states that most organization allocate very little amount for the
training program. One of the reason that was identifies was
the low return on investment. Also in his study Pagey
developed a rational and quantitative approach to measure the
return on investment on training. According to him higher the
return on investment on training more effective the training
would be. Viramani B.R (1984) in his articles pointed out the
importance of evaluating and measuring management training
and development. In spite of the growing need there is a lack
of systematic approach on the evaluation done.

SWOT Analysis
SWOT Analysis for Training and Development, its essential to
understand the significance of this strategic planning tool in
the context of organizational learning and development. This
preface sets the stage for comprehensively exploring the
application of SWOT analysis within the Training and
Development framework. SWOT analysis, an acronym for
Strengths, Weaknesses, Opportunities, and Threats, is a
strategic planning technique used to assess these four elements
concerning a project, business venture, or, in this context, a
training and development team. It involves identifying internal
and external factors that are favorable or unfavorable to
achieving specific objectives. Understanding the intricacies and
relevance of SWOT analysis will lay the foundation for its
application in training and development initiatives.
The utilization of SWOT Analysis offers several advantages for
training and development teams, contributing to their overall
efficiency and efficacy. Let's explore the key benefits in detail:

Enhanced Strategic Planning

By conducting a SWOT analysis, training and development
teams can significantly enhance their strategic planning
processes. They gain valuable insights into the internal
strengths and weaknesses while also identifying external
opportunities and threats, thus enabling them to align their
goals with the broader organizational objectives.

Facilitates Informed Decision-Making

The comprehensive evaluation conducted through SWOT
analysis empowers training and development teams to make
informed decisions. It provides a structured approach to assess
various factors and assists in prioritizing actions based on the
identified strengths, weaknesses, opportunities, and threats.

Identification of Areas for Improvement

Through the analysis of internal weaknesses and external
threats, SWOT analysis enables training and development
teams to pinpoint specific areas that require improvement. This
proactive identification allows for targeted efforts towards skill
enhancement and the mitigation of potential threats.
 Steps to implement swot analysis for
training and development teams
Implementing SWOT analysis effectively within training and
development teams involves a systematic approach comprising
several key steps:
Step 1: Identify Internal Strengths and Weaknesses

Initiate the process by conducting an internal assessment of the

training and development team. Identify the inherent strengths
such as experienced trainers, effective training methodologies,
and robust learning infrastructure. Simultaneously, recognize
the weaknesses, including skill gaps, resource constraints, or
outdated training content.
Step 2: Evaluate External Opportunities and Threats

Next, focus on evaluating the external factors that can directly

impact the team's performance and effectiveness. This includes
identifying opportunities such as technological advancements,
industry trends, or market demands, along with potential
threats such as competitive pressures, regulatory changes, or
economic instability.
Step 3: Collate and Analysis Data

Gather relevant data and insights related to the identified

strengths, weaknesses, opportunities, and threats. This could
involve conducting surveys, analyzing market reports, or
leveraging industry benchmarks to enrich the understanding of
the current training and development landscape.
Step 4: SWOT Analysis Workshop

Conduct a collaborative workshop involving key stakeholders

from the training and development team to perform the SWOT
analysis. Encourage open discussions and brainstorming
sessions to gain diverse perspectives, ensuring a
comprehensive assessment of all four elements.

Step 4: SWOT Analysis Workshop

Conduct a collaborative workshop involving key stakeholders
from the training and development team to perform the SWOT
analysis. Encourage open discussions and brainstorming
sessions to gain diverse perspectives, ensuring a
comprehensive assessment of all four elements.
Step 5: Develop Action Plans

Based on the findings of the SWOT analysis, formulate

actionable plans to leverage the strengths, tackle the
weaknesses, capitalize on opportunities, and mitigate potential
threats. Assign clear responsibilities and timelines to ensure
the effective execution of these plans.

 SWOT analysis for training and development

teams empowers organizations to gain valuable insights,
make informed decisions, and align their learning
initiatives with strategic objectives. By leveraging the
benefits, following the implementation steps, and
addressing common pitfalls, training and development
teams can significantly enhance their effectiveness and
contribute to the overall success of the organization.
 By acknowledging the frequently asked questions and
ensuring a robust understanding of the SWOT analysis
process, organizations can unlock the full potential of their
training and development initiatives, driving continuous
improvement and fulfilling evolving workforce needs.
 The power of SWOT analysis lies not just in the
identification of strengths, weaknesses, opportunities, and
threats, but in utilizing these insights to drive impactful
transformations within training and development teams,
ultimately leading to a more agile, skilled, and competitive
workforce.
 Gaining a comprehensive understanding of the strengths
of their training programs, allowing them to leverage and
build upon what is already working well.
 Identifying weaknesses or areas for improvement,
enabling them to address any gaps in their training
initiatives.
 Uncovering opportunities for growth and expansion, such
as new training methods or technologies that can
enhance the learning experience. Mitigating potential
 threats or challenges that could impact the effectiveness
of their training programs, ensuring a smoother
implementation process.

Objective of Study

The specific objectives of the study are:

1. To bridge the gap between theory and practice and to know

about the workculture in an organization.

2. To examine the effectiveness of training in overall

development of skills of workforce.

3. To examine the impact of training on worker.

4. To study the changes in behavioral pattern due to training.

5. To find out new methods of training and development in

BSPHCL.

6. To give the suggestion from the analysis and finding for the
improvement oftraining and development system of the
organization.

[Link] long run objective of the study is to provide some

guidelines for futurework relating to training and
development.

In this project I have tried to present and know about the

training anddevelopment programs being presently followed in
BSPHCL I and the feedback,collected from different employees
during my interaction with [Link] scope training and
development can be explained with the help of followingpoints:

•Exact positions of performance of employees through their feedback.

•Development of employees through various training

and development program.
•Development altered of unbiased treatment to all employees.
The study is modest attempt to survey the training and
development programand its effectiveness towards its
objective in BSPHCL for certain purposeThe finding of the
study may be useful for the management and employees of
theconcerned organization as well as for the students,
researchers and teacher ofpersonal management.

Hypothesis

[Link] and Development helps boost Employee Morale.

2. Training and Development also enhances the knowledge,

skills, competencies and attitude of the Employees.

3. Training and development has a positive impact on

Employee performance and productivity.

4. Training helps in filling the performance gaps in day to day

work of individuals.

5. Training and Development helps create Employee loyalty

towards the organization.

Training and development (T&D) is crucial for enhancing

employee skills and knowledge, leading to improved
organizational performance. A hypothesis related to T&D could
be:

Hypothesis: "Implementing comprehensive training and

development programs positively impacts employee
performance and job satisfaction, leading to lower turnover
rates and higher organizational productivity."

Hypothesis: "Employees who participate in regular training

and development programs will show greater improvement in
job performance compared to those who do not engage in such
programs."
Hypothesis: "Regular training and development programs lead
to increased employee performance and job satisfaction."

A hypothesis in training and development (T&D) is a statement

predicting the effect of T&D initiatives on employee
performance or organizational outcomes.

This hypothesis can be evaluated through research methods

such as surveys, performance assessments, and analysis of
employee turnover rates. If proven true, it supports the
importance of investing in T&D for organizational success.

If the hypothesis is supported, it would suggest that T&D is a

valuable investment for enhancing employee capabilities and
organizational effectiveness.

 Key Components of the Hypothesis:

1. Comprehensive Training Programs: This includes both

technical skills and soft skills training.
2. Employee Performance: Measured through performance
metrics, productivity levels, and quality of work.
3. Job Satisfaction: Assessed through employee surveys and
engagement scores.
4. Turnover Rates: Tracking the rate at which employees
leave the organization before expected.
5. Organizational Productivity: Evaluated through overall
output, efficiency, and profitability.

 Research Approach:

To test this hypothesis, one could conduct:

Surveys and Interviews: Collect data from employees pre-

and post-training.


Performance Metrics Analysis: Compare performance

metrics before and after T&D initiatives.


Longitudinal Studies: Track employee retention and

productivity over time in relation to T&D activities.


 Expected Outcomes:
  Breakdown of the Hypothesis:

1. Variables:
o Independent Variable: Participation in training and
development programs.
o Dependent Variable: Improvement in job
performance.

2. Focus:
o Investigates the relationship between T&D and
employee performance.

3. Testing:
o Can be tested through performance evaluations,
surveys, or productivity metrics before and after
training.

If the hypothesis holds true, organizations might see a clear

correlation between effective T&D and enhanced employee
outcomes, leading to a strategic focus on investing in training
initiatives
 Methodology
Methodology is the analysis is of the principle of the methods,
rules, and postulates employed by a discipline. Methodology
refers to more than a simple set of method rather it refer to
the rational and philosophical assumptions that underline
particular.

RESEARCH METHODOLOGY

The validity of any research depends upon the methods used

for data collectionand the quality of data collected for the
purpose of getting information regardingtraining and
development and it effectiveness in BSPHCL following tools
andmethods has been used:

PRIMARY SOURCE

 Phone calling
 Questionnaires

 Personal observations

SECONDARY SOURCE
  Newspaper
 Magazines
 Internet

The study is an imperial research based on survey method data

and informationhas been generated from employees of the
BSPHCL training centre, Patna.

SAMPLING METHOD

During my research work. I adopted the method of stratified

random sampling inwhich out of 51 employees working
in Patna region, 25 were given ofquestionnaire and responses
from them were generalize to reach the final conclusion.

CATEGORY OF EMPLOYEES NUMBER OF

EMPLOYEES

OFFICER 11
STAFF 28
CLERK 03
TOTAL 42

On the basis of aforementioned discussion we can write

RESEARCH DESIGN

research design in brief as follows

 Research conducted at Patna

  Research type Explanatory

 Research technique Qualitative Quantitative

 Research approach Survey

 Research tool Questionnaire

 Research source Primary+Secondary

 LIMITATION OF THE STUDY

In the completion of the study the research had confronted

with the followingdifficulties:

•Availability of time was a major constraint. Duration of eight

weeks allotted to researcher to cover such a vast topic
like training and development makes it impossible to arrive at i
hundred percent correct conclusions.

•There was difficulty in extracting information from the

respondent because they viewed the questionnaire with
suspicion.

•Employee's needs expectations and behavior vary from one

individual to another during talks few employees shown keen
interest and they fully give views while some others hesitated
in giving their views.
•Since the organization keep most of the information
confidential regarding training and development system, so
that statistical analysis is not possible.

 Impact of individual thinking and perception. Responses

given by and individual may be biased which creates
difficulty in reaching exact cnclusion.

•All the employees and executives due to their busy schedule co exact
conclusion.
operated partially.

 On-the-job training may not provide enough theory, which

can make it difficult for employees to adapt to new roles or
understand complex problems.

 When balancing in-person teaching and online learning, it's

important to carefully plan and do things right.

 Online training can feel impersonal, which can discourage

employees from asking for help. This can make it difficult
for eLearning professionals to detect and support learning
disabilities.

Introduction of the topics

My project work is Training and Development of employee of
BPSPHCL. It was a short study about the training and
development of the employees, the aim of the study is to
understand the concept of the training and development of the
employees within the organizations.

Training refers improve skills, or add to the exiting level of

knowledge so that employees is better equipped to do
his present job, or to prepare him for higher position with
increased responsibilities.

However individual growth is not and ends in itself.

Organizational growth need to be measured along with
individual to the teaching or learning activities done for
the primary purpose of helping members of an organization to
acquire and apply the same.

Broadly speaking training is the act of increasing the

knowledge and skills of an employ for doing aparticular job. In
today's scenario change is the order of the day and the only
way to deal with it is to learn and grow.

Employees have become central to success or failure of an

organization they are the cornucopia ideas. So it high time the
organizationrealize that "train and retain is the mantra new
millennium"

Training and development encompass organizational processes

designed to improve employees' knowledge, skills, and
capabilities. While training concentrates on enhancing specific
job-related competencies, development takes a more
expansive, long-term approach to foster employees' overall
growth and potential.

Training and development encompass organizational processes

designed to improve employees' knowledge, skills, and
capabilities. While training concentrates on enhancing specific
job-related competencies, development takes a more
expansive, long-term approach to foster employees' overall
growth and potential. These initiatives involve workshops,
courses, on-the-job learning, mentoring, and various methods.
The objective is to provide employees with the necessary tools
to excel in their current roles and prepare for the future.

Training & Development

Training and development (T&D) in Human Resource Management (HRM) is a
system that helps employees improve their skills and knowledge to perform
better in their jobs. T&D programs are designed to help employees excel in
their current roles and prepare for the future.
Employee training and development includes any activity that
helps employees acquire new, or improve existing, knowledge
or skills. Training is a formal process by which talent
development professionals help individuals improve
performance at work. Development is the acquisition of
knowledge, skill, or attitude that prepares people for new
directions or responsibilities. Training is one specific and
common form of employee development; other forms
include coaching, mentoring, informal learning, self-directed
learning, or experiential learning.
  Training refers to acquiring specific knowledge and skills
for a particular job or task. It is usually a short-term
activity concerned with improving an employee’s current
job performance. It includes formal training courses, on-
the-job training, or coaching sessions.

 Development is concerned with the long-term growth of an

individual’s career. It usually covers acquiring knowledge
that goes beyond the requirements of their current job to
prepare the employees for their future job role or career
advancement opportunities. Development activities include
job shadowing, mentoring, attending conferences, or
pursuing further education.

 This phase involves creating the training program, including

content, delivery methods, and evaluation strategies. The
design should align with the learning objectives and the
organization's culture.

 After the training, its effectiveness is measured to

determine if it achieved the desired outcomes. Evaluation
methods can include pre- and post-training assessments,
surveys, and performance observations.

 Once the needs are identified, clear and measurable

learning objectives are set. These objectives outline what
employees should be able to do after completing the
training.

 Training and Development is a systematic process that

organizations use to enhance the knowledge, skills, and
abilities of their employees. Its primary goal is to improve
job performance, productivity, and overall organizational
effectiveness.

Employees can enhance their job performance, career growth,

and job satisfaction through training and development. In
contrast, organizations can benefit from better employee
engagement, retention and higher productivity.

Training is the process of teaching or developing skills,

knowledge, or fitness to improve performance, capacity, and
productivity. It can be used to help employees improve their
performance and knowledge, or to help individuals develop a
specific goal.

In Human Resource Management (HRM), training refers to the

systematic development of skills, knowledge, and
competencies in employees to improve their performance and
support organizational goals. It typically includes:

1. Needs Assessment: Identifying the skills gaps and

training requirements of employees.
2. Design and Development: Creating training programs and
materials tailored to those needs.
3. Delivery: Implementing the training through various
methods, such as workshops, e-learning, or on-the-job
training.
4. Evaluation: Assessing the effectiveness of the training
through feedback, performance metrics, and follow-up.
Training in HRM is crucial for employee growth, job
satisfaction, and retention, as well as for enhancing overall
organizational performance and competitiveness.

Some key points of Training:

1. Purpose: Aims to improve skills and knowledge for better
job performance.
2. Types: Includes on-the-job training, workshops, e-
learning, and seminars.
3. Assessment: Involves identifying skill gaps and training
needs.
4. Design: Training programs are tailored to specific roles
and objectives.
5. Delivery: Can be conducted in various formats, such as in-
person or online.
6. Evaluation: Measures the effectiveness of training
through feedback and performance metrics.
7. Employee Development: Supports personal and
professional growth, enhancing job satisfaction.
8. Organizational Impact: Contributes to overall
productivity, efficiency, and competitiveness.

Training is a structured process aimed at improving an

individual's skills, knowledge, and competencies to enhance
their performance in a specific job or task. It can include
various methods such as workshops, lectures, e-learning, and
practical exercises. The goal of training is to equip individuals
with the necessary tools and knowledge to perform their roles
effectively and efficiently.
Training and development in Human Resource Management
(HRM) refers to a system of educating employees within a
company. It includes various tools, instructions, and activities
designed to improve employee performance. It's an
opportunity for employees to increase their knowledge and
upgrade their skills.
Training has specific goals of improving one's capability,
capacity, productivity and performance. It forms the core
of apprenticeships and provides the backbone of content
at institutes of technology (also known as technical colleges or
polytechnics). In addition to the basic training required for
a trade, occupation or profession, training may continue
beyond initial competence to maintain, upgrade and update
skills throughout working life. People within some professions
and occupations may refer to this sort of training
as professional development. Training also refers to the
development of physical fitness related to a specific
competence, such as sport, martial arts, military applications
and some other occupations.
Training is the action of informing or instructing your
employees on a certain task in order to help them improve
their performance or knowledge. If people are to perform their
job to the highest possible standard, they must be effectively
and efficiently trained.
When it comes to Human Resource Management (HRM),
training and development are crucial if a company wants to
get the most out of its employees. Training and development
are critical for the organization's succession planning since it
aids in the development of skills such as team management
and leadership.
In most companies, Learning and Development strategies are
managed by Human Resources. The HR department evaluates
employee skills, identifies training needs, designs learning and
development training plans and monitors individual progress
against defined KPI.
Training has been found to dramatically improve productivity
and performance by providing employees with the skills they
need to complete essential tasks. Effective training can also
increase independence, equipping employees with adequate
knowledge to do their job, without having to ask for help.
A training needs analysis ensures employers can make
informed decisions and deliver effective training to address
gaps in competencies for individuals, teams, or departments.
Not all employees require the same type of training or need to
receive training at the same time.
It helps improve the knowledge and skills of the employee for a
specific job and task. It is generally a short-term process which
goes on for about 1-3 months and offers immediate results. It
is like an investment that the company makes in the employees
so that they can get the desired results.
The objective of training is to develop specific and useful
knowledge, skills and techniques. It is intended to prepare
people to carry out predetermined tasks in well-defined job
contexts. Training is basically a task-oriented activity aimed at
improving performance in current or future jobs.

Development in HRM
Development is the process of your employees discovering and
evolving into the person they want to be through an
examination of their personality, skills, and abilities, as well as
their hopes and ambitions. Employees improve physically,
psychologically, socially, and creatively as personal growth
and progress are prioritized.

Employees who undergo the necessary training are well

prepared to do their jobs. The training would improve the


employee’s perception of their role’s obligations and, as a

result, their confidence. This self-assurance will boost
their overall success, which can only be beneficial to the
organization.
A company’s
investment in


preparation tells
its workforce
that they are
respected. The
training
promotes a
 positive work environment. Employees can obtain access
to training that they would not otherwise be aware of or
seek out on their own. Employees who are respected and
challenged by educational opportunities may have a
higher level of work satisfaction.

When an organization implements a training program,

productivity normally rises. Increased process productivity
would ensure project completion, increasing the company’s
turnover and future market share.

Constant training and retraining of employees will help to

foster innovation. Training and learning will lead to the
formation of new ideas.

Having a solid and effective training plan will help you build
your workplace reputation and make your business a top
choice for recent graduates and mid-career shifts.

Some Key Point of Development

 Employee development
Helps employees develop their skills and knowledge to
prepare them for future roles. This can include coaching,
mentoring, performance management, and training.
Organizational development
Helps organizations adapt to change by improving employee
capabilities and creating a more productive company
culture. This can include succession planning, organizational
changes, and adjusting HR structure.
Personal growth
Helps employees discover and evolve into the person they
want to be. This can lead to personal, physical, psychological,
social, and creative improvement.
Developmental coaching
A manager or supervisor coaches team members to help them
develop their strengths and competencies .
Digital learning
E-learning, virtual classrooms, and mobile learning allow
employees to learn at their own pace and convenience.
Evolution of HR Roles
HR has transitioned from administrative tasks to strategic
partner roles, emphasizing the alignment of HR strategies with
business goals.
Focus on Employee Engagement
There is a growing recognition of the importance of employee
engagement and well-being, leading to initiatives that enhance
job satisfaction and retention.
Talent Management
Emphasis on talent acquisition, development, and succession
planning has become crucial for maintaining a competitive
edge in the market.

These developments reflect a shift towards a more proactive

and strategic approach in HRM, positioning it as a vital
component of organizational success.

In Human Resource Management (HRM), "development"

refers to the systematic process of enhancing the skills,
knowledge, and abilities of employees to improve their
performance and prepare them for future roles within the
organization. It involves various initiatives and practices aimed
at fostering individual growth and aligning employee
capabilities with organizational goals.

 Training: Structured programs designed to teach employees

specific skills or knowledge necessary for their current roles.

 Career Development: Support for employees to plan and

pursue their career paths, including opportunities for
advancement and skill enhancement.
 Performance Improvement: Continuous assessment and
feedback mechanisms to help employees improve their
performance and achieve their potential.

o Leadership Development: Programs focused on

identifying and nurturing future leaders within the
organization to ensure effective leadership.
o Organizational Development: Efforts to enhance the
overall effectiveness and health of the organization
through changes in processes, culture, and structure.

Human Resource Development. Human resource development

(HRD) is defined as the cultivation of an organization's
employees. It entails providing workers with skills and relevant
knowledge that may help them to grow in the workplace. That
makes human resource development an integral part of human
resource management.

Human resources development is important because it is an

investment in one's employees that will ultimately result in a
stronger and more effective workforce. When an organization
develops their employees, they are strengthening their assets
and making these employees even more valuable.

Human resource development refers to an assortment of

training programs that help people adjust to their new roles
and learn more about the organization and its culture. A
protocol for HRD teaches employees skills they may need for
their jobs and grants them access to resources that can help
them succeed.

Importance of Training and

Development
The need for training and development in India has risen over
time due to the changing workplace dynamics and the
accelerated advancement in technology. Businesses are having
to constantly evolve to stay ahead in the competition. To
achieve this having your employees put forth their best
capabilities is essential, for which constant upgradation of
skills is vital, which is why businesses must invest in employee
training and development programs for better outcomes for
their organization.

 Skill Enhancement
Training programs provide individuals with opportunities to
acquire and develop new knowledge, job relevant skills,
technical expertise, soft skills like communication, problem
solving skills and leadership abilities. This enables employees
to perform better at their roles, contributing to the
organization’s success.

 Increased Productivity and Efficiency

Well-trained employees are more proficient in their roles, as
they understand their responsibilities better, optimize their
work processes], accordingly, leading to increased
productivity and efficiency.

 Adaptation to Technological Advancements

In today’s rapidly evolving business landscape, technological
advancements are reshaping industries. By providing training
and development programs employees can stay updated with
the latest technologies, tools, and software relevant to their
role enabling the organization to embrace innovation, leverage
technology effectively, and remain competitive in the market.

 Employee Engagement and Retention

Training and development programs instils a sense of
fulfilment and security in an employee, demonstrating the
commitment of the company towards their growth and career
advancement. It fosters a sense of engagement, loyalty, and
job satisfaction among employees, leading to reduced
turnover, higher retention rates and associated recruitment
costs.

 Succession Planning and Leadership Development

Training and development programs identify and nurture high-
potential employees for future leadership positions.
Organizations can ensure a pipeline of capable leaders who
can drive the company’s growth, make strategic decisions, and
boost productivity. It also ensures continuity, stability and
efficiency which is vital for an organization’s stable growth.

 Improved Employee Morale and Motivation

Training and development initiatives boost employee morale
by showing that the organization values and invests in its
employees. When individuals receive opportunities for growth,
they feel more motivated, engaged, and satisfied with their
work.

 Improved Customer Satisfaction

Well-trained employees are more capable of understanding
customer needs and providing exceptional service. Training
programs enhance employees’ customer service skills,
communication abilities, and problem-solving techniques.
Satisfied customers lead to increased customer loyalty,
positive word-of-mouth, and improved business reputation.

HR training and development refers to the systematic

process of improving employee knowledge, skills,
competencies, and behaviors. It encompasses a range of
activities, including orientation programs for new hires,
skill-building workshops, leadership development
initiatives, and ongoing training opportunities that align
with organizational goals and individual career growth.

HR training and development is an ongoing process.

Encouraging a culture of continuous learning ensures
that employees stay up-to-date with industry trends, new
technologies, and emerging best practices. This can be
achieved through e-learning platforms, knowledge-
sharing sessions, mentoring programs, and access to
relevant resources.
Training and development in Human Resource Management
(HRM) refers to a system of educating employees within a
company. It includes various tools, instructions, and activities
designed to improve employee performance. It's an
opportunity for employees to increase their knowledge and
upgrade their skills.

Training has a direct impact on your organization's

productivity and performance. As mentioned earlier, training
gives employees a better understanding of their
responsibilities and the knowledge and skills they need to do
that job. This will improve their confidence which can
positively impact performance.

Training and Development programs involve a more expansive

employee growth plan, for future performance rather than
immediate career role improvement.
 Process of Training and Development

The process of training and development is an activity that

aims to improve the performance of the individuals and groups
in an organisation. Organisations curate systematic
procedures to educate employees on the necessary technical
and management skills for their roles. Learning more about
the process of training and development can help you support
and encourage your team to develop and improve.

In this article, we describe the training and development

process, explain the steps you can take to develop the process
and discuss its benefits of training and development for an
organisation.

An organisation adopts a training and development process to

improve skills, gain knowledge, clarify concepts and change
professional attitudes.

Organisations can do this with the help of structured education

to enhance employee productivity and performance. It involves
a structured education system that focuses on enhancing the
skills, methodology and content required to improve
productivity and encourage high performance.

The process includes training employees under constant

monitoring to develop their skills and overall personality,
which may directly affect the overall growth of the
organisation.

Addie is an acronym for the five stages of a development

process: Analysis, Design, Development, Implementation, and
Evaluation. The ADDIE model relies on each stage being done
in the given order but with a focus on reflection and iteration.

Creating an employee training plan isn’t something you have

time to do, but you know it’s one of the most critical projects
on your plate.
Provide ongoing support and resources to ensure skills are
applied in the workplace. This might include refresher courses,
coaching, or mentorship programs.
Training and Development in Human Resource Management
is the process of acquiring knowledge, skills, and attitude that
helps improve employees' job performance and enables future
career growth. Training refers to acquiring specific knowledge
and skills for a particular job or task.

TYPES OF TRAINING

On the basis of purpose several types of training programs are

offered to . Some of them are as follow:

 Induction and Oriented

 Job Training

 Apprenticeship Training

 Internship Training

 Refresher Training or Retraining

 Training for promotion

On-the-Job Training (OJT): Employees learn by doing their

job under the guidance of a supervisor or experienced
colleague.

Classroom Training: Traditional instructor-led training in a

classroom setting, often involving lectures, discussions, and
group activities.
 E-Learning: Online courses and modules that employees can
complete at their own ce, often using multimedia and
interactive elements.

Blended Learning: A combination of online and face-to-face

training methods, leveraging the strengths of both
approaches.

Workshops and Seminars: Short, focused sessions that

emphasize hands-on practice and discussion on specific
topics or skills.

INDUCTION

This type of training is for new employees. This training is

concerned withintroducing or orienting a new employee to the
organization and it procedure,rules and regulation. It helps a
new employee to get acquainted with the workenvironment of
the organization.

JOB TRAINING

It relates to specific job, which the worker has to handle. It

gives informationabout machines. Process of production,
instruction to be followed and method tobe used and so on.

APPRENTICESHIP TRAINING

Apprenticeship training program tends more towards

education under thisprogram both skill and knowledge
for doing a job or series of related jobs areinvolved. Under this
program educational or vocational institutes enter
intoarrangement with an individual enterprise for
providing practical knowledge to its student.

NTERNSHIP TRAINING

Under this method, the educational and vocational institute

enters intoarrangement with an industrial enterprise for
providing practical knowledge to itsstudent. Internship
training is usually meant for such vocations where
advancedtheoretical knowledge is to be backed by practical
experience on the job.

REFERESHMENT TRAINING

It is for the old employees of the enterprise. The basic purpose

of refreshertraining is to acquaint the existing workforce with
the latest methods ofperforming their job and improve their
efficiency further.

TRAINING FOR PROMOTION

The talented employees may be given adequate training to

make their eligible forpromotion to higher job in
the organization.

HOW TO BE CREATIVE

 Postpone judgment : Don't reject any idea ?

 Create alternative frame of reference

 Break the boundary of thinking

 Examine a different aspect of the problem

  Specify the resources and environment

 Make a wish list of solution

 Borrow ideas from other fields

 Look for processes to change or eliminate

 Think another person's prospective

CONFERENCE AND SEMINARS

A conference is the basic to most participative group centered

method of development. It led emphasis on small group
discussions involved. Mutual problems are discussed and
participants share their ideas and experience in attempting to
arrive the better methods of dealing with this problem.

There are three types of conference:

 Direct discussion

 Training conference
  Seminar conference

In seminars trainees learn through discussion of a paper on a

selected matter. Thematerial to be analyzed is distributed in
advance in the form of required reading.

ROLE PLAYING

The method is developed by "MORNE'. He coined the term

ROLE PLAYING',PSYCHO DRAMA' with emphasis on learning
human skills through practice andinsight into one's behaviors
and its effects on other. Here trainees act out a givenrole as
they would in a stage play. Iwo or more trainees are assigned
roles in agiven situation, which is explained to the group.
There are hands written lines tosay and there is ever changing
and to react to it as they would in a real rile. It ismethod of
human interaction, which involves realistic behavior in
an imaginary orhypothetical situation.

PROGRAM INSTRUCTIONS

Program instructions involves a sequence of step which are

often set up throughthe central panel of an electronics i
computer as guides in the performance not adesired operation
or service of operation.

DIFFERENCE BETWEEN TRAINING

AND DEVELOPMENT
 TRAINIG AND DEVELOPMENT POLICY IN
BSPHCL
SHORT TITLE, EXTENT AND COMMENCEMENT:
This policy shall be known as the Training and Development
Policy, 2013 and itwill be applicable for Bihar State Power
(Holding) Company Ltd. (BSPHCL), BiharState Power
Generation Company Ltd. (BSPGCL), Bihar State Power
TransmissionCompany Ltd. (BSPTCL), North Bihar Power
Distribution Company Ltd. (NBPDCL)and South Bihar Power
Distribution Company Ltd. (SBPDCL) for fresh training
forregular and temporary posts commencing from the date of
notification of thispolicy. This policy shall not be applicable for
the existing employees.

Training Policy

The ever changing technologies in the field of power and

energy make itinevitable for the organization to impart
training to its employees on regular basisto enhance their
technical knowledge and skill and also to keep them
wellacquainted with the requirement of the work. Training also
creates committedand skilled work force. Further, it is also
necessary for the employees to minimizethe risk of compulsory
redundancy or adversely affecting other terms andconditions
or working [Link] being the power company
requires highly skilled and trained work [Link] Company
has consistent training programs for its work force to keep
themupdated with the technology and also enhance their skills
and efficiency. It alsoensures minimum risk of accident in
course of discharging their duties in theorganization

TRAINING AND DEVELOPMENT IN BSPHCL

In the field of human resource management. Training and

development is thefield concerned with organization activity
aimed at bettering performance ofindividuals and groups in
organization setting. It has been known by several names.
Including employee development, human
resource development andlearning and development.

The success of any development program depends on the

quality of training facilities training is a process that involves
the acquisition of skills, concepts and attitude in order to
increase the effectiveness of employees in doing their jobs. Ina
rapidly changing society employee training and development is
not only an activity that is desirable but also an activity that
an organization must commit to ifit Is to maintain a and
knowledgeable workforce .with the view BSPHCL has
developed a well defined training program for employees.
BSPHCL trains its official and agents equally at various
centers like ETC, CTC, and DTC etc .At the divisional level
BSPHCL impart training to its employees and agents through
three training centers.
1. Employee Training Center (ETC)
2. Computer Training Center (CTC)
3. Divisional Training Center (DTC)

Employee Training Center

ETC at divisional office is working to full fill the expectation of

Government office for all round development. For the purpose
various by the by the (ETC) workshops, seminar and training
of the various training are organized.

COMPUTER TRAINING CENTER

With the objective of achieving full computerization, CTC

Patna started from 5September 2001. Initially it started with
local program .But when man power was provided; it started
functioning as fully fledged training center, with advance
programmers.

DIVISIONAL TRAINING CENTER

With the handing over of its earlier function of organizing

training session to ETC,DTC is now responsible exclusively for
agent recruitment.
TRAINING NEEDS IDENTIFICATION IN BSPHCL

Training could be useful aid in improving the transformation

process that takes place in an organization in terms of the
processing of inputs to outputs. Training needs have to be
related both in terms of the organization's demand and that of
the individuals. Diversification of product lines, new
technology, and hence a new kind of job demands the
individual's growth and development through
inductiontraining necessitated by job rotation due to
an organization internal mobilitypolicies.

 Models for Identifying Training Needs

•Recognition that a problem exists

•Identification of the real problem

•Consideration of possible solutions

Many methods have been proposed for identifying training

needs. A survey conducted by organization, listed in rank
order the following methods of identifying training needs:

1. Views of the line manager

2. Performance Appraisal

3. Company and development plans

4. Views of training manager

5. Analysis of job difficulties

The model we shall examine here is the "Thayer and Mc Ghee

Model' it is based on following three factors:
[Link] Analysis
2. Task Analysis
3. Man Analysis

ORGANISATION ANALYSIS

Total organization analysis is a systematic effort to understand

exactly where training effort needs to be emphasized in an
organization. It involves a detailed analysis of the organization
structure, objectives, human resources and future plans, and
an understanding of its culture milieu. Training cannot
overcome all deficiencies; other inputs could also be used
in conjunction with training input.

For an organization analysis, there are three essential

requirements:

1. As adequate number of personnel available to insure

fulfillment of the businessoperation.

2. That personnel performance is up to the required standard.

[Link] the working environmental in their departments is

conducive to fulfillment of task.

TASK ANALYSIS

Essentially, this activity entails a detailed examination of a job,

its components, it svarious operations and the condition under
which it has to be performed. The focus here is on the Task'
itself, rather than on individual and the training required to
perform it analysis of the job and its various components will
indicatethe skill and training require to perform the job at the
required standard.
Standard of Performance

Every job has an expected standard of performance unless

such standard are attained, not only will interrelated jobs
suffer. But organizational viability will be affected and so will
the exceptions that have been set for their particular job
itself. If the standards set for the performance of a job are
known, then it is possible to know whether the job is being
performed at the desire level of output or not.

Data Analysis

 TOOLS USED FOR DATA COLLECTION

A well structure questionnaire to evaluate the effectiveness of

trainee's skill which has been learnt by them during training
program was used. It covers their demographic and
background as well as information related to their attitude,
morale, confidence and willingness to exert the knowledge at
workshop after getting training.

PRIMARY DATA

Only primary data have been taken to study the research

topic:-

1) GENDER WISE DISTRIBUTION OF RESPONDENTS

SEX PERCENTAGE

MALE 32
FEMALE 25
INTERPETATION
Out of respondents present at BSPHCL 85% employees are
male members whereas 15% of employees are female
members.

/
Chart Title
6

Series 1 Series 2 Series 3

  AGE OF TRAINEES

Age of Training Percentage

18 to 3o 21%
31 to 40 57%
41 to 50 11%
51 to 60 11%

 Professional Qualification

Professional percentage

Professional 30%
Qualification

Non professional 70%

Other 12%

THE ATTITUDE OF TRAINERS AT BSPHCL

Very Cooperative 51%

Generally Cooperative 42%
Indifferent 2%

As far as attitude of trainers are concerned most of the

employees says that the attitude is very cooperative and
coridal during training session.

Conclusion
After going through analysis and findings, I experienced many
results regarding the present training and development system
and it is effectiveness in BSPHCL. Data collected through
different means and it is analysis and findings leads me to
conclude me as follows:

1) Employees of the BSPHCL are very much conscious

about their development and thus actively participated in
training and development program. Most of them accepted
that present training program at BSPHCL benefited them a
lot and they require more such program.

2) Maximum number of employees has said that the training

program. Satisfactory while and around 25% of the respondent
said that the present training program is excellent. Therefore,
there is a great scope of improving it upto excellent level.

3) The training and development program of BSPHCL is mostly

development according to the nature of job. It helps in
reducing work stress of the employees and improves their
functional efficiency.

4) Training system gives more emphasis on theoretical part

while their employees want more and more practical
demonstrations.
5) It is clear from the responses that emphasis on developing
leadership skill through training program needs improvement.
Also it is found from the responses that through the present
training program at BSPHCL, 70% of the employees developed
only one skill. So it is required to improve the quality of
training so that employees acquire multiple skills and become
versatile.

6) The organization gives more emphasis on in house

training while respondent in age of stiff competition want
more and more exposure.

7) One of the major aspects of training at BSPHCL is that the

higher officer actively participated in training program to
make it more effectively by sharing their experiences with
trainee.

8)Maximum number of employees 75% is satisfied with the

opportunity provided to them to express their views.

SUGGESTIONS

1) There should be appropriate duration of training imparted

to employees, Also more emphasis should be given on practical
and audio visual demonstration in the training program.

2) Present scenario is the age of information technology and

intense mechanization computer and other machine becomes
the lifetime of any industry is no exception. Hence it
is suggested by employee should go on enough practical
training on computer and the related electronic device used in
the industry.

3) Stress management training should be imparted to every

employees so that they remain cool and calm despite of access
work load. Some classes of yoga and adhyatma should be
provided to learn stress management.
4) Stress management training should be imparted to every
employees that they remain cool and calm despite of excess
workload. Some classes of yoga and dhyatma should be
provided to learn stress management.

5) The system of obtaining feedback from the employees after

the completion of training program should be strengthened.
Instead of obtaining feedback in writing, there must be one
to one communication with trained employees. The evaluation
no training program would be more effective in this case.

6) In this age of information technology bank may provide

regular training program through internet.

7) Outside expert should be invited for delivery lectures to

executives for changing their knowledge.

Training programs can help employees develop relevant skills,

which can lead to increased productivity, improved company
culture, and reduced employee turnover. The first tip to
improve your training session is to make training accessible to
everyone. Gone are the days when training could only be done
by gathering everyone in the same room and forcing everyone
to sit and listen for hours.

QUESTIONNAIRE

1) Designation of employee

a) Officer
b) Staff
c) Clerk

2) Age of Training

a) 18-30
b) 31-40
 c) 41-50
d) 51-60

3) Educational qualification of employees

a) Graduate
b) Post Graduate
c) Professional Degree

4) Professional qualification of employees

a) Professional
b) Non-Professional

5) Are you satisfied with the work climate

a) Satisfactory
b) Adequate
c) Unsatisfactory
d) Can’t Say

6) You have a applied skills and knowledge in your job

a) Satisfactory extent
b) Great extent
c) Less extent
d) Not at all

7) Does your superior cares for you in training

a) Very Good
b) Good
c) Poor

8) Attitudes of Trainers at BSPHCL

a) Very Cooperative

BIBLIOGRAPHY

WEBSITES
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