1

PROJECT
ON
HUMAN RESOURCE DEVELPOMENT
IN
BSNL










Submitted to:- Submitted by:-
Dr. komal (5449)
Gazal multani (5432)
Ginni thakur(5428)
2

Concept, Meaning And Nature Of Human Resource Development (HRD)

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

The main functions of HRD are:-
1. Training and development
Training and development is aimed at improving or changing the knowledge skills and
attitudes of the employees. While training involves providing the knowledge and skills
required for doing a particular job to the employees, developmental activities focus on
preparing the employees for future job responsibilities by increasing the capabilities of an
employee which also helps him perform his present job in a better way. These activities
start when an employee joins an organization in the form of orientation and skills training.
After the employee becomes proficient, the HR activities focus on the development of the
employee through methods like coaching and counseling.
2 Organization development
OD is the process of increasing the effectiveness of an organization along with the well
being of its members with the help of planned interventions that use the concepts of
behavioral science. Both micro and macro changes are implemented to achieve
organization development. While the macro changes are intended to improve the overall
effectiveness of the organization the micro changes are aimed at individuals of small
groups. Employee involvement programmes requiring fundamental changes in work
expectation, reporting, procedures and reward systems are aimed at improving the
effectiveness of the organization. The human resource development professional involved
in the organization development intervention acts as an agent of change. He often consults
and advising the line manager in strategies that can be adopted to implement the required
changes and sometimes becomes directly involve in implementing these strategies.
3. Career development
It is a continuous process in which an individual progresses through different stages of
career each having a relatively unique set of issues and tasks. Career development
comprises of two distinct processes. Career Planning and career management. Whereas
career planning involves activities to be performed by the employee, often with the help of
counselor and others, to assess his capabilities and skills in order to frame realistic career
plan. Career management involves the necessary steps that need to be taken to achieve that
plan. Career management generally focus more on the steps that an organization that can
take to foster the career development of the employees


4

4. Employee Relations
In a unionized work environment, the employee and labor relations functions of HR may be
combined and handled by one specialist or be entirely separate functions managed by two
HR specialists with specific expertise in each area. Employee relations is the HR discipline
concerned with strengthening the employer-employee relationship through measuring job
satisfaction, employee engagement and resolving workplace conflict. Labor relations
functions may include developing management response to union organizing campaigns,
negotiating collective bargaining agreements and rendering interpretations of labor union
contract issues.
5. Compensation and Benefits
Like employee and labor relations, the compensation and benefits functions of HR often can
be handled by one HR specialist with dual expertise. On the compensation side, the HR
functions include setting compensation structures and evaluating competitive pay
practices. A comp and benefits specialist also may negotiate group health coverage rates
with insurers and coordinate activities with the retirement savings fund administrator.
Payroll can be a component of the compensation and benefits section of HR; however, in
many cases, employers outsource such administrative functions as payroll.

6. Safety
Workplace safety is an important factor. Under the Occupational Safety and Health Act of
1970, employers have an obligation to provide a safe working environment for employees.
One of the main functions of HR is to support workplace safety training and maintain
federally mandated logs for workplace injury and fatality reporting. In addition, HR safety
and risk specialists often work closely with HR benefits specialists to manage the
company's workers compensation issues.




5


BSNL

Company profile:-
Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest
Telecommunications Company providing comprehensive range of telecom services in
India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-
VPN, VSAT, VoIP services, IN Services etc. Within a span of five years it has become one of
the largest public sector unit in India.
BSNL has installed Quality Telecom Network in the country and now focusing on improving
it, expanding the network, introducing new telecom services with ICT applications in
villages and wining customer's confidence. Today, it has about 46 million line basic
telephone capacity, 8 million WLL capacity, 52 Million GSM Capacity, more than 38302
fixed exchanges, 46565 BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of
OFC Cable, 50430 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns
and 5.6 Lakhs villages.
BSNL is the only service provider, making focused efforts and planned initiatives to bridge
the Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the
country to beat its reach with its wide network giving services in every nook & corner of
country and operates across India except Delhi & Mumbai. Whether it is inaccessible areas
of Siachen glacier and North-eastern region of the country. BSNL serves its customers with
its wide bouquet of telecom services.
BSNL is numero uno operator of India in all services in its license area. The company offers
vide ranging & most transparent tariff schemes designed to suite every customer.
BSNL cellular service, CellOne, has 55,140,282 2G cellular customers and 88,493
3Gcustomers as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with 35.1
million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent
share in revenue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million
Internet Customers who access Internet through various modes viz. Dial-up, Leased Line,
DIAS, Account Less Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the
country.
BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure
that provides convergent services like voice, data and video through the same Backbone
and Broadband Access Network. At present there are 0.6 million DataOne broadband
6

customers.
The turnover, nationwide coverage, reach, comprehensive range of telecom services and
the desire to excel has made BSNL the No. 1 Telecom Company of India.


Company H R Policy:-
1) Selection &Recruitment
2) Motivation.
3) Training.
4) Wage & Salary.
5) Performance appraisal

SELECTION & RECURITMENT
Human Resource
Planning
Alternatives
to Recruitment
Recruitment
Recruited
Individuals
External
Methods
External
Sources
Internal
Sources
Internal
Methods
External Environment
Internal Environment


7


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

External sources:-
*Management consultant
*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel

Selection process:-
*Job analysis
*Initial screening
*Application bank
*Test
*Interview
8

*Reference check
*Medical final and job offer
MOTIVATION:-
The job of a manager in the workplace is to get things done through employees. To do
this the manager should be able to motivate employees. But that's easier said than done!
Motivation practice and theory are difficult subjects, touching on several disciplines.
In spite of enormous research, basic as well as applied, the subject of motivation is not
clearly understood and more often than not poorly practiced. To understand motivation
one must understand human nature itself. And there lies the problem!
In B.S.N.L as we all know that its a government organization so they not give such
motivational package which an employee get in private organization .But without
motivation package no employee give their maximum to the organization .some
motivational package which B.S.N.L give there employee is:-
Free telephone facility
Promotion
Transfer
Time to time revision of pay scale
Central government facility
Quarter for leaving
Good working environment
Training and develpoment:-
Training and development is a function of human resourcemanagement concerned with
organizational activity aimed at bettering the performance of individuals and groups in
organizational settings.

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


9

There are typical steps that go into a training program. These are outlined below.
1) Conduct Needs Assessment:
A need is described as a "gap" between what is currently known and what will be
needed now and in the future. These gaps in knowledge could be between what an
organization expects to happen and what actually does, how employees are performing
on the job and how the organization desires them to perform, and existing skills and
desired skill level.
In order to conduct an assessment there are some analyses that must be done.
An organizational analyses determines the effectiveness of an organization,
where training is needed and under what conditions the training will be
conducted.
A task analysis is used to provide data about a job or group of jobs, and the
knowledge, skills, attitudes and abilities that are needed to achieve optimum
performance. This information can come rom job descriptions, task analyses,
employee questionnaires and interviews, performance evaluation, and
observation of the workplace.
Finally - person analysis analyses how well an individual employee is doing
their job and determines which specific employees need training and what
kind of training. The methods of this kind of analysis include employee
questionnaires and interviews, performance evaluation, skill and knowledge
testing and the observation of behaviour and results.
2) Implement Training Methods:
Now that the analysis has been done, the training method needs to be chosen. The two
most frequently used training methods include:
Lecture: Lecture involves one-way communication, from instructor to learner
- the learner is passive in the process.
On-the-job-training: This method involves such methods as apprenticeship
and mentoring, where the employee is actively engaged in the type of work
they will later be doing on their own.
Programmed instruction: This is a form of instruction that is 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.
10


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.



Performance appraisal

Performance appraisal:-
IN the BSNL performance appraisal doesnt play a great role reason behind that its
a government organization but its a important part of organization. In BSNL every
employee has a service book which is written by his senior if employer not do his
duty well then his senior mark in his service record book which create problem for
gating promotion etc.
11

1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to
evaluate his employee performance and accordingly they provide incentives and
perk to them as well as promotion and pay rise. ITI also get done its HR audit
during period of 2002 to 2005 which included many of its office along with head
quaters.
2. Audit objectives:-
3. The manpower planning done by the Company was adequate to meet its
Objectives.
4. The Company ensured optimum deployment of manpower;
5. The Company introduced new recruitment policies and practices and
6. Whether they were adequate;
7. Well defined, fair and transparent career progression policies and practices Were
in place;
8. An effective performance management system was in place;
9. The training imparted by the Company was effective;
10. Clearly defined and effective conduct and disciplinary rules were in place;
WAGE & SALARY
Wages and Salary Administration:- In private organisation employee generally get
much more than that an employee of public organisation but the difference comes in
benefits that public employee receives. Despite of huge profit, good public image, best
among PSU it pays less to its employee than other PSU.
If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage
rate is low. According to analyst the wage rate is set in comparison with profit earned by
company and wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.
Different wage rate for executive and non executive employee.
Employee s was retained to a great extent.
Annual incremental were fixed to 5%.
There was increment in DA and CCA(city compensation allowance).
12