Noise pollution due to road traffic is a potential threat to human health. Since it is a global hazard, the rapid urbanization and exponential traffic growth have aggravated the problem. Population residing along the busy traffic lanes is continuously exposed to the sound levels which are above the permissible limits. This constant exposure to noise pollution is a cause of concern as it leads to several adverse impacts on human health. Traffic noise causes irritation and annoyance, sleep disturbances, cardiovascular disease, risk of stroke, diabetes, hypertension and loss of hearing. It results in decreased work performance. The present review highlights the serious health hazards of road traffic noise (RTN) which needs to be curbed. Preventive measures of noise pollution can help in combating noise-induced health hazards and increased work performance.

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The study aims to find the impact of perceived fairness of performance appraisal on employee performance in telecom sector. The study is based on descriptive research. Data was collected from the respondents through a standardized questionnaire. Sample Unit consisted of 80 employees from Vodafone and Tata Docomo. Statistical analysis of the quantified data was done using SPSS software. The analysis of responses was done by using correlation and regression analysis. According to Correlation analysis there exists a relationship between perceived fairness of performance appraisal and employee performance. In regression analysis, the nature of the relationship between the dependent and the independent variables were analyzed and the result was that there exists a significant impact of perceived fairness of performance appraisal on employee performance. The study concludes that perceived fairness of performance appraisal behavior plays a very vital role in contributing to organizational functioning and performance thereby giving a better clarity to the relation between employee performance and perceived fairness of performance appraisal.

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The study aims to analyze the efficiency of training programme at POWERGRID Corporation of India Limited with a special reference to academic parameters, and to find out if there is any improvement required to make the training programme more effective. Descriptive research design has been used in the study. The sample size is 127. A survey was carried out to obtain the feedback of the trainees. About 93.70% of the respondents are of the view that initial class room training is sufficient. About 96.06% of them are of the view that the post On Job Training (OJT) is constructive and indispensable. About 89.76% of the respondents said that the rotational OJT is valuable. The findings show that the trainees were satisfied up to a large extent with the training programme. To improve the training programme; module should be updated on yearly basis, period of training should be less than one year and there should be more industry visits on time to time basis.

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