Training and Development of NTC

Presented By:Purnima ShresthaRoshan BagaleSarita ShresthaShailendra Prasad BhattShanjaya ShahuShishir DhakalSimantika Rimal

Introduction

• TrainingTraining is an educational process that conveys relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. • DevelopmentEmployee development means encouraging employees to acquire new or advanced skills, knowledge, and view points, by providing learning and training facilities, and avenues where such new ideas can be applied.

Difference between training and development

Training Development

It's a short term process. It is a long term educational process.

Refers to instruction in technical and mechanical problems

Refers to philosophical and theoretical educational concepts

Targeted in most cases for non-managerial personnel

Managerial personnel

Specific job related purpose General knowledge purpose

Purpose of Training and Development

• Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization.

• Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff.

• Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale.

• Ensuring adequate human resources for expansion into newprograms.• Research has shown specific benefits that a small business receives from

training and developing its workers, including:• Increased productivity.• Reduced employee turnover.• Increased efficiency resulting in financial gains.

Objectives of the study

• To know about NTC's Employees training policy.• To know about type of training provided.• To know about the criteria for trainee selection• To know about the basis of training provided• To study the impact of training on employee and

organizational development.

Methodology

• The primary data is collected through interview which consists of approximately 10 open-ended questionnaires.

• Secondary data is obtained from articles, books and internet.

Introduction to the organization: Nepal Telecom

• Nepal telecom was formally established as Nepal Telecommunication Corporation in B.S 2032.

• Nepal Telecommunication Corporation was transformed into Nepal Doorsanchar Company Limited from Baisakh 1, 2061.

• With its head office located at Bhadrakali Kathmandu, Nepal Telecom has branches, exchanges and other offices in 184 locations within the country.

• It has also been continuously ranked as the top most tax payer since the last few years.

Capital Structure

Government of Nepal

Employees

General Public

Nagarik Lagaani Kosh

Investment on training and development

Particulars 2068/69 2069/70

Training and development Rs. 86985005 Rs.102761770

Major tasks of HRM department in NTC:

• Strategic Human Resource Planning • HR Auditing and Needs Assessments • Workforce Planning • Change Management • Performance Management • Total Compensation, Benefits & Rewards • Industrial & employee Relation services

Policies regarding training and development

• The HR training policy of NTC is elaborated and its workforce consists of nearly 500 employees.

• The company physically has a plan to train around 60 percent of its employees every year i.e .approximately 3000 employees.

• For participating in training program, the employees have to take the responsibility by filling online form. the employees, then should have to be recommended for training by the head of the office, after which it goes to director for approval. After this, the recommendation is goes to concerned training center.

• NTC also has a policy of training for a particular employees maximum of two times in a year.

Types of training

• Training is either technical training or administrative training. • Main focus is given to technical training such as system training. • NTC has its own training facility in the country. • for advanced types of training, employees are also sent abroad

or resource persons are brought from abroad. • For developing the employees physical fitness physical training

is provided where they can go to gym. • Other further training like leadership training, yoga training is

provided for reducing stress and providing motivation. • Those employees who are not involved in regular training are

provided refreshment training.

Impact of the training

Impact on employees: Increases their adjustment skills Increases interaction among employees increases employee

coordination. Additional findings are as follows:

Career competenciesEmployee satisfactionEmployee retentionEmployee Performance

Impact on organization: Positive overall impact on the functioning of the organization. Improved relationship and network management through its

employees.

Conclusion

• NTC is one of the leading telecommunication service provider of our country. • NTC has been training their employees since long time and they have used two

types of training method i.e on-the-job and off-the-job for training their employees.• 60% of the employee i.e. 3000 employees per year are selected for training and is

normally focused on technical part rather than administrative part.• Training like system training is given to employees by sending them abroad.• Other employees who do not get regular training are provided refreshment training

so that they can reduce stress and get motivated for completing their work.• NTC has been providing training to their employees so that they can cope up with

the changing working procedures, get refreshed from monotonous work and improve their conceptual, technical and analytical skill.

• Training and development programs have helped NTC in keeping their employees up to date and thus have helped in increasing the productivity of those employees.

• NTC is investing on training and development for effectiveness of their work.