Effectiveness of Training and Development at RJIL.: A. Sahana & Ankita Mallick
Effectiveness of Training and Development at RJIL.: A. Sahana & Ankita Mallick
Effectiveness of Training and Development at RJIL.: A. Sahana & Ankita Mallick
Abstract: In today’s era of global competition 117th among the world’s top 200 companies and Jio
training and development activities in an is a subsidiary of Reliance Industries Ltd, which
organization plays an important role in helping in holds a pan-India unified license. The organization
upgrading the competencies of employees in order serves in 3 business subdivision: petrochemical,
to enhance their performance. The success or refinery and oil gas. The petrochemical subdivision
failure of an organization is directly associated to comprises production and advertisement of
the performance of their employees. Therefore it is petrochemical products. Training and development
necessary for an organization to conduct training is an attempt to improve current or future employee
programmes to receive an advantage among performance by increasing an employee’s attitude or
competitors. Along with conducting training his or her skills and knowledge.
activities, the effectiveness of the programme has to
be evaluated in order to get higher ROI since 2. Literature Review
employees are considered as the most important
asset of an organization. Under intense competition, Indian telecom sector is emerging as a second
training and development function enables human highest sector after china. There is a remarkable
capital to unleash their agility. A profound training growth in the telecom industry since past decade;
program acts as a vehicle to enhance employee the companies are fighting to win the hearts of
skills and enable them to perform better. Hence, the customers by their own way. The Indian telecom
objective of the study is to study the effectiveness of market has gained recognition as most lucrative
training and development in the organization. A markets globally; every telecom company providing
descriptive research was conducted to collect data its own way, government has taken several
from 100 respondents at RJIL, Mumbai on a initiatives for increasing the connectivity in rural
structured questionnaire. Correlation and areas, in this project the training and development of
regression analysis was used to analyse the data. a new telecom subsidiary of a renowned
The results indicate that there is a signification organization has been studied.
association between training and performance of Training and development
employees. In today’s era of global competition training and
development activities in an organization plays an
1. Introduction important role in helping in upgrading the
competencies of employees in order to enhance their
One of the major thrust in development of any performance. The success or failure of an
nation is the telecom industry and one of the fastest organization is directly associated to the
growing industries in the world is Telecom services. performance of their employees.
They are the major assisting services required for According to Khan (2011), human resources are an
growth and development of various sectors of India. important backbone of all successful organization.
Government leading agenda executed and regulated Therefore, in order to enhance the performance of
by telecomm regulatory authority of India (TRAI) their human resources organization need to invest
has provided a positive environment making the amount and effort because their performance will
sector more competitive for the service provider, have a direct impact on the organization success.
while improving the convenience of There is a need to effectively and efficiently use
telecommunication facilities at reasonable prices to available human resources for the betterment of the
the consumers. Reliance Industries ltd is company. Training is critical for the important of the
conglomerate holding organization headquartered in employees so the training should be as per the
Mumbai, Maharashtra. It is India’s largest private overall requirements.
sector organization to be included in the fortune 500 According to Topno (2012) training and
global list of world’s largest corporations and ranks development enhances knowledge and develops a
geared up method of achievement duties and size of 100 respondents. Statistical analysis was
allocated tasks. It helps in bridging the gap between done by using correlation and regression analysis
job condition and employee present specification. and data was interpreted using Tables and charts.
It’s an investment in employee’s constructiveness
and preservation by using for career development 6. Results and Discussion
and employees job satisfaction over the long time.
Hence, the organization needs to know whether their Objective 1: To identify the perception of
investment is being spent efficiently or not. employees regarding training methods
According to Dr.Chikati Srinu, no organization ever
gets a candidate who will completely match the job Table: 6.1
Perception of Employees
specifications and requirements. So, training
Sl. No Options Percentage
becomes vital in this case as an effort needs to be
made in helping the employees gain the requisite 1 Excellent 40
skills and learn its correct application for doing the 2 Good 51
job in a better way. Effective training contributes to
the overall development and advancement of 3 Average 06
employee’s competency. For an effective training 4 Poor 03
programme, it has to be well organized, evaluated Total 100
and monitored. Training effectiveness is enhanced
by the attitudes, expectations and commitment of
the trainees and trainers. From the Table (6.1) it can be analyzed that 51%
Devi and Phanindran (2014) revealed that employees’ perceive that the training methods used
effectiveness of training and development are ‘Good’, 40 % of the employees perceive that the
programmes improves productivity of employees training methods used are ‘Excellent’ whereas 6%
thereby helping the organization achieve their of the employees perceive that the training methods
strategic objectives. Talwar and Sharma (2014) in used are ‘Average’ and 3% of the employees
their study on identifying the training and perceive that the training methods used are ‘Poor’.
development practices adopted in BSNL indicated
that training improves the performance of
employees on the present job and prepares them for Objective 2: To analyze the current training
taking up new assignments in the future. methods used in Reliance Jio Infocomm ltd.
as 1.04 and the upper endpoint is 2.95 (i.e.) for development has been found as an effective way of
95% confidence level, an increase in performance is increase in productivity level of employees which
due to point increase in training between 1.04 and facilitate the organization in return of investment.
2.95. In other words 1.04 ≤β1≤2.95 does not contain
0; it is an indication that there is a linear relationship 8. References
between training and performance at
0.05significance level.
1. Khan, Raja Abdul Ghafoor (2011) “Impact of training
Coefficients t P- Lower Upper and development organizational performance”,
Stat value 95% 95% volume 11 issue7, print ISSN: 0975-5853, versions1.0
Intercept 25 -4.1635 0.05313 -50.8358 0.835828 July 2011.
X 2 9.04534 0.01200 1.048648 2.951352 2. Topno Harshit “Evaluation of training and
Variable 1 development, IOSR journal of business and
management (IOSR-JBM) ISSN: 2278-487X. Volume
5, issue 2(sept-oct.2012), PP 16-22.
Evaluating the Fitness of the Model Using 3. Devi, Rama V and Phanindra R. “Employees’
Perception of Effectiveness of Training and
Hypothesis Testing Development in Private Sector Banks”, Advances In
The scheme to test whether there is a linear Management, Vol. 7(4) April (2014), Pp 16- 20.
Talwar, Ekta and Sharma, Neha (2014), A Study of
relationship existing between training and
Training and Development Practices Adopted by
performance of employees. It there is no BSNL, IJSR - International Journal of Scientific
relationship b = 0, if there is a relationship then b ≠ Research, 3 (9), September 2014. Pp 229 – 232.3 | 9 |
0. September 2014 • ISSN No 2277 - 8179
H0: β = 0
H1: β ≠ 0
7. Conclusion
The research conducted indicated that there is a
positive relationship between training and
performance. The involvement of employees in
finding out training needs can help the organization
set a clear link between employees current skill set
as well required skill set which will bridge this gap.
Organization can have a face to face conversation
with the employees to bridge the gap between what
is performed and what is expected. Making training
and development a part of the organization strategy
with full-fledged competent professionals and
training policy are clear indicators of importance
being given in the work place. Training and