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TRAINING AND

DEVELOPMENT

Submitted by:
Itulung Kauring (13218)
Sanjana (13262)
Ramandeep Singh (13233)
Rajat Garg (13228)

Project Report On
Training and
Development
[Human Resource Management]
Submitted for the partial completion of Bachelor in Management
Studies
Shaheed Sukhdev College of Business Studies
University of Delhi

Submitted by:
Itulung Kauring (13218)
Sanjana (13262)
Ramandeep Singh (13233)
Rajat Garg (13228)

Certificate
This is to certify that the project entitled Training and
Development, is submitted by Itulung Kauring(13218),
Sanjana(13262), Ramandeep Singh(13233), Rajat Garg(13228), of
Third Semester during the Three Years Undergraduate Programme
in Bachelor in Management Studies at Shaheed Sukhdev College
of Business Studies, University of Delhi, under the supervision of
Ms. Neha during the period of July 2014 to December 2014.
They have successfully completed the project within the
stipulated period of time.

Neha
(Project Guide)

Declaration
We hereby declare that the work presented in the project report
entitled Training and Development, submitted for the partial
fulfilment of Bachelor in Management Studies, is an authentic
record of our own, carried out under the guidance of Ms Neha,
SSCBS, DU.

Itulung Kauring (13218)


28/10/2014

Sanjana (13262)

Ramandeep Singh (13233)

Rajat Garg (13228)

Date:

Acknowledgement
First of all, we are very thankful to Shaheed Sukhdev College of
Business Studies, University of Delhi for giving us an opportunity
to work on this project.
Through this project we have acquired invaluable knowledge
about Training and Development in companies through an online
research study and various relevant books.
We express our sincere thanks to our project guide Ms. Neha, who
had given us a thorough knowledge of Human Resource
Management and guided us throughout the project.
Any flaws found in this project is deeply regretted

Table of Contents
Abstract........................................................................................ 1
Objective....................................................................................... 2
Research Methodology..................................................................3
Introduction................................................................................... 4
Training and Development............................................................6
Process of training and development..........................................6
Need for Training and Development............................................7
Training and Development Objectives.........................................8
Importance of Training and Development...................................9
Types of Training.........................................................................9
Methods of Training..................................................................11
Training and Development at Wipro............................................13
About Wipro.............................................................................. 13
Training and Development........................................................13
Training Program Aimed at new Wipro Recruits.........................14
Training Programs Aimed at Experienced Professionals
(Examples)...............................................................................14
Building a Skilled Resource Pool................................................15
Training and Development at Hindustan Computers Limited.......16
About the company..................................................................16
Overview of its training and development program..................17
Catalyst program......................................................................17
Catalyst enabling environment program...................................18
Awards and achievements in training and development program
................................................................................................. 19
In a Nutshell.............................................................................21
Training and Development at Tata Consultancy Services.............22

About Tata Consultancy Services Ltd (TCS)...............................22


Training Programs Aimed at new TCS Recruits (Examples)........22
Self Learning/ Competency Management Tools (Examples)......24
TCS Academia Learning Collaboration....................................25
Training as part of CSR Supporting Inclusive Growth (Examples)
................................................................................................. 26
TCS Affirmative Action Program................................................27
TCS Udaan................................................................................ 27
Conclusion..................................................................................28
Bibliography................................................................................ 30

Abstract
Every organization needs to have well trained and experienced
peopled to perform the activities that have to be done. If current
and potential job occupants can meet this requirement, training is
not important. When this is not the case, it is necessary to raise
the skills levels and increase the versatility and adaptability of
employees. It is being increasingly common for individual to
change careers several times during their working lives. The
probability of any young person learning a job today and having
those skills go basically unchanged during the forty or so years if
his career is extremely unlikely, may be even impossible. In a
rapid changing society employee training is not only an activity
that is desirable but also an activity that an organization must
commit resourced to if it is to maintain a viable and
knowledgeable work force.
This entire project talks about the training and development in
theoretical. We have also studied the various training and
development methods used in three companies from the IT
sector. In this project we have studied how important training and
development is to a company and how training and development
is being carried out by various companies.

Objective
To examine the effectiveness of training in overall
development of skills of workforce.
To examine the impact of training on workers
To study the changes in behavioral pattern due to training
To have a theoretical knowledge about training and
development

Research Methodology
The research design of this study is descriptive in nature. This
study is based on secondary data which was obtained from
various sources online as mentioned in the bibliography of this
project report. With the help of secondary data we have studied
about the basic concept of training and development. We also
collect data about the training and development in three
companies from their respective websites and other online
forums.

Introduction
Human Resource Management is concerned with human beings,
who are energetic elements of management. The success of an
enterprise will depend upon the ability, strength and motivation of
persons working in it. Human Resource Management refers to
systematic approach to problems in any organization. Human
Resource Management is concerned with all aspects of managing
the human resources of an organization.
Human Resources are the most important assets of an
organization. Its objective is the maintenance of better human
relations in the organization by the development, application and
evaluation of policies, procedures and programs relating to
human resources to optimize the contribution towards the
realization of organizational objectives. It is concerned with
getting better results with the collaboration of people.
Employee training tries to improve skills or add to the existing
level of knowledge so that employee is better equipped to do his
present job, or to prepare him for a higher position with increased
responsibilities. However, organizational growth needs to be
measured along with individual growth.
Training refers to the teaching or learning activities done for the
primary purpose of helping members of an organization to acquire
and apply the knowledge, skills, abilities and attitude needed by
that organization to acquire and apply the same. Training is the
act of increasing the knowledge and skill of an employee for doing
a particular job.
Learning happens all the time whether or not we are fully aware
of it. Are you a person who forgets to save your work on your
computer on a regular basis? If a power failure occurs and you
lose some data, do you learn anything? If you say to yourself, I
must remember to save more often, you have done some
learning. This type of learning is called incidental learning. You
have learned without really thinking about it or meaning to. On
the other hand, intentional learning happens when we engage in

activities with an attitude of what can I learn from this?


Employee development requires us to approach everyday activity
with the intention of learning from what is going on around us.
In todays 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.

Training and Development


In simple terms training and development refer to imparting
specific skills or abilities and knowledge to employees.
A formal definition of training and development is:
It is any attempt to improve current or future employee
performance by increasing an employees ability to perform
through learning, usually by changing the employees attitude or
increasing his skills and knowledge
Training is an organized activity for increasing the knowledge and
skills of people for a definite purpose. It involves systematic
procedure for transferring technical know-how to employees so as
to increase their knowledge and skills for doing specific jobs with
proficiency.
Training involves the development of skills that are usually
necessary to perform a specific job. Its purpose is to achieve a
change in the behavior of those trained and to enable them to do
their jobs better. It makes newly appointed workers fully
productive in the least possible time. It is equally important for
the old employees due to frequent changes in technology.

Process of training and development


Process of training and development is a well-planned process.
The following flow chart represents the training and development
process:

Organisational
Objectives and
Strategies
Assessment of Training
Needs
Establishment of
Training and
Development Goals
Devising Training
Development
Programme
Implementation of
Training and
Development
Programme
Evaluation of Results

Need for Training and Development


Training is important not only from the point of view of
organization but also for the employees. Training is valuable to
the employees because it will give them greater job security and
opportunity for advancement.

The need for training arises in an enterprise due to the following


reasons:
CHANGING TECHNOLOGY:-Technology is changing at a fast
pace. The workers must learn new techniques to make use of
advanced technology. Thus, training should be treated as a
continuous process to update the employees in new
methods and procedures.
QUALITY CONSCIOUS CUSTOMERS:-Customers have become
quality conscious and their requirements keep on changing.
To satisfy the customers, quality of products must be
continuously improved through training of workers.
GREATER PRODUCTIVITY:-It is essential to increase
productivity and Reduce cost of production for meeting
competition in the market. Effective training can help
increase productivity of workers.
STABLE WORKPLACE:-Training createsa feeling of confidence
in the minds of the workers. It gives them a security at the
work-place.As a result, labor turnover and absenteeism rates
are reduced.

Training and Development Objectives


Training objectives are formed keeping in view companys
goals and objectives.
To prepare the employee [both new and old] to meet the
present as well as changing requirements of job and
organization.
To impart to the new entrants the basic knowledge and skill
needed for the performance of a definite job.
To assist employees to function more effectively in their
present positions by exposing them to latest concepts,
information and techniques and developing the skill sets that
may need further.

To develop the potentialities of people for the next level of


job.
To ensure smooth and efficient working of department.
To bridge the gap between existing performance ability
and desired performance.
To improve organizational climate since an endless chain of
positive reaction can result from a well-planned training
programme.

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Importance of Training and Development


Training plays an important role in human resource department. It
is necessary, useful and productive for all categories of workers
and supervisory staff.
The importance of training and development in an enterprise are: OPTIMUM UTILIZATION OF RESOURCES:-Training and
development helps in optimizing the utilization of human
resources that further helps the employees to achieve the
organizational as well as their individual goals.
DEVELOPMENT OF SKILLS OF EMPLOYEES:- Training and
development helps in increasing the job knowledge and skills
of employees at each level. It helps to expand the horizons
of human intellect and an overall personality of the
employees.
PRODUCTIVITY:-Training and development helps in increasing
productivity of the employees that helps organization to
achieve its long-term goals.
TEAM SPIRIT:-Training and development helps in inculcating
the sense of team-work, team spirit, and inter-team
collaborations.
QUALITY:-Training and development helps in improving upon
quality of work and work-life.

Types of Training
On the basis of purpose, several types of training programmes are
offered to
employees. The important types of training
programmes are as follows:
INDUCTION TRAINING
Induction is concerned with introducing a new employee to the
organization and its procedures, rules and regulations. When a

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new employee reports for work, he must be helped to get


acquainted with the work environment and fellow employees. It is
better to give him a friendly welcome when he joins the
organization, get him introduced to the organization and help him
to get a general idea about rules and regulations, working
conditions, etc of the organization.
JOB TRAINING
Job training relates to specific job which workers has to handle. It
gives information about machines, process of production,
instructions to be followed, and methods to be used and so on. It
develops skills and confidence among the workers and enables
them to perform the job efficiently. It is the most common of
formal in-plant training programmes. It helps in creating interest
of the employees in their jobs.
APPRENTICESHIP TRAINING
Apprenticeship training programmes tend more towards
education than merely on vocational training. Under this, both
skills and knowledge in doing a job or a series of related jobs are
involved. The government of various countries have passed laws
which make it obligatory on certain classes of employers to
provide apprenticeship training to young people. The usual
apprenticeship programmes combine on the job training and
experience with class room instructions in particular subjects. This
training is desirable in industries which require a constant flow of
new employees expected to become all round craftsmen. It is
very much prevalent in printing trades, building and construction
and crafts like mechanics, electricians, welders, etc.
INTERNSHIP TRAINING
Under this method, the educational and vocational institute
enters into arrangement with an industrial enterprise for providing
practical knowledge to its students. This training is usually meant
for such vocations where advanced theoretical knowledge is to be
backed up by practical experience on the job. For instance,

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engineering students are sent to big industrial enterprises for


gaining practical work experience and medical students are sent
to hospitals to get practical knowledge. The period of such
training varies from six months to two years.
REFRESHER TRAINING
As the name implies, the refresher training is meant for the old
employees of the enterprise. The basic purpose of this training is
to acquaint the existing work-force with the latest methods of
performing their jobs and improve their efficiency further. In the
words of Dale Yoder, Retraining programmes are designed to
avoid personnel obsolescence. The skills with the existing
employees become obsolete because of technological changes
and of the human tendency to forget.
TRAINING FOR PROMOTION
The talented employees may be given adequate training to make
them eligible for promotion to higher jobs in the organization.
Promotion means a significant change in the Responsibilities and
duties. Therefore, it is essential that employees are provided
sufficient training to learn new skills to perform their jobs more
efficiently. The purpose of training for promotion is to develop the
existing employees to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to the
employees.

Methods of Training
The various methods of training may be classified into the
following categories:
On-the-job training
Vestibule training
Off-the-job training
ON-THE-JOB TRAINING
On-the-job training is considered to be the most effective method
of training the operative personnel. Under this method, the
worker is given training at the work place by his immediate

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supervisor. In other words, the worker learns in the actual work


environment. It is based on the principle of learning by doing.
VESTIBULE TRAINING
The term vestibule training is used to designate training in a
class-room for semi-skilled workers. It is more suitable where a
large number of employees must be trained at the same time for
the same kind of work. Where this method is used, there should
be well qualified instructors in charge of training programmes.
Here the emphasis tends to be on learning rather than production.
It is frequently used to train clerks, machine operators, typists,
etc.
Vestibule training is adapted to the general type of training
problem that is faced by on-the-job training. An attempt is made
to duplicate, as nearly as possible, the materials, equipment and
conditions found in real work place. The human resources
department makes arrangements for vestibule training when the
training work exceeds the capacity of the line supervisors. Thus,
in vestibule training, the workers are trained on specific jobs as
they would be expected to perform at their work place.
Vestibule training has certain demerits also. The artificial training
atmosphere may create adjustment problem for the trainees
when they are sent to their actual work place. It is relatively
expensive as there is duplication of materials, equipment and
conditions found in the real work place.
OFF-THE-JOB TRAINING
It requires the workers to undergo training for a specific period
away from the work place. Off-the-job methods are concerned
with both knowledge and skills in doing certain jobs. The workers
are free of tension of work when they are learning.

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Training and Development at


Wipro
About Wipro
Wipro Ltd is a global information technology, consulting and
outsourcing company with 145,000employees serving over 900
clients in 61 countries. Mr. Azim Premji, the Chairman of Wipro
Limited,guided the company through four decades of
diversification and growth to emerge as one of theIndian leaders
in the software industry. From soap to software, Wipro today is
considered one of thebrightest success
stories in India. Mr. Azim Premji, is
known as one of the wealthiest (owns 79
% ofWipro) and powerful Indian in the
global sphere. Equally, he is also known
for his philanthropicendeavours. Mr.
Premji believes that education is the
most important social institution to
empowerindividuals and shape a better
society. He has engrained this value in
every employee of Wipro. Thecompany has set standards in
ensuring best in class learning and development opportunities for
itsemployees. Wipro, has bagged the American Society for
Training and Development (ASTD) BESTaward on sixth consecutive
occasions (most by any company across the globe), for its
learning anddevelopment practices.

Training and Development


Training and development of individuals is a key focus area at
Wipro. It spends almost one per cent of its total revenue on
training. The company has ten dedicatedState-of-art learning

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facilities across six cities where 5000 people can be trained on a


given day.These centers impart training in HR, leadership skills,
behavioral skills and cross-culture training.The Talent
Transformation Team at Wipro comprises more than 110 trainers.

Identify Training requirements


Define learning goals and
objectives

Reviews by
stakeholders

Conceptualize training
programme

Pilot training content

Develop training content

Rollout Training
Content

Training Program Aimed at new Wipro


Recruits

Project Readiness Program [PRP]


The PRP is a 68 day structured induction training program offered
to all campus recruits coming from varied background (Engineers
+ Non-engineers) to be trained on essential behavioral and
technical skills that prepare them to work in live customer
projects. E-learning has been introduced in the Induction training
for engineering campus new hires. About 25% of induction
training duration has been adopted in E-Learning mode.

Training Programs Aimed at Experienced


Professionals (Examples)
Wipro BPOs SEED academic program
The SEED academic program helps employees enhance their
academic capability. The program offers a large spectrum of
courses across a range of subjects in the field of Management and
Information Technology. Courses are imparted via classroom, elearning and self-study modes and are available in India and

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International Locations. A dedicated SEED online portal provides


24*7access to employees and program administrators. Since
2004, SEED has enabled over 6000 WBPO employees shape and
transform their careers.
Manager Excellence Framework
The Manager Excellence Framework was launched in Oct 12. The
framework includes a set of resources available to managers to
boost team performance, build process capability and chart out
self-learning & developmental plan. Managers have access to a
self-development feedback survey, workshops, online courses &
mentors.

Building a Skilled Resource Pool


Wipro Academy of Software Excellence (WASE), the first of its kind
in India, is aimed at preparing some of the best Bachelor of
Science students for the applications programming environment.
The course equips fresh graduates with necessary skills to work in
applications in a growing software company, instilling the need for
a quality process.
Wipro InfoTech Master of Science (WIMS),another unique model of
employment offered by Wipro, aims at preparing fresh BCA and
B.Sc graduates for IT infrastructure Management services. It is an
effort where training in Information Technology/System
Engineering is offered to the students with practical exposure to
the Infrastructure Management Service industry. These programs
register every student for an 8 semester Wipro sponsored MS
course with the Birla Institute of Technology and Science (BITS Pilani). Candidates will get to work on live projects and earn a
monthly stipend.

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Training and Development at


Hindustan Computers Limited
About the company

HCL is a leading global Technology and IT Enterprise with annual


revenues of US$ 5 billion. The HCL Enterprise comprises two
companies listed in India, HCL Technologies and HCL Info systems.
The 3 decade old enterprise, founded in 1976, is one of India's
original IT garage startups. Its
range of offerings span R&D and
Technology Services, Enterprise
and Applications Consulting,
Remote Infrastructure
Management, BPO services, IT
Hardware, Systems Integration
and Distribution of Technology
and Telecom products in India.
The HCL team comprises 64,000 professionals of diverse
nationalities, operating across 26 countries including 500 points
of presence in India. HCL has global partnerships with several
leading Fortune 1000 firms, including several IT and Technology
majors.
HCL Technologies is a relatively young company formed, 12 years
ago, in 1998. In the 12 years they have transformed into a global
technology brand. IT has changed the way world works and HCL is
changing the way IT works. Having established our credentials in
global delivery models, domain expertise and corporate
governance, they are now focused on delivering value to
customer.
But to experience value, they need people who are engaged,
equipped and empowered. At HCL, they believe in EMPLOYEE

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FIRST. HCLs enlightened approach to employee development


focus on giving people whatever they need to succeed, be it a
virtual assistant or talent transformation sabbaticals, expert
guidance or fast track growth, inner peace or democratic
empowerment. At HCL, what they have is Five Fold Path to
Individual Enlightenment. Its about creating a new kind of
corporation. Its about empowering extra-ordinary individuals.

Overview of its training and development


program
HCL is a people-centric organization, it develops practices that
help facilitate the culture of growth and development in their
organization. That's why their HR policy is built around EDGE
(Employee Development Growth and Empowerment). EDGE is a
program aimed towards making it a "Learning Organization", an
organization where growth is measured not just by profits but also
as the synergetic growth of each one of its employees.
The concept of the learning organization has been developed with
a 3-prong objective in mind, of creating value, retaining value and
delivering value for the internal customer, the external customer
and the organization as a whole.
THE HR EDGE

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The Learning Organization- a concept of HR management in HCL


extends beyond a full-fledged training cell or an extensive
knowledge management system. Thats why they have designed
Catalyst Programs and to ensure the success of these programs,
they are provided with an Enabling Environment.

Catalyst program
Key Account Management Workshops (KAM) are conducted at
regular intervals involving sales & marketing teams. The KAM
training explores new approaches in developing and leading
accounts and in customer sensitivity.
Assessment Centers have been designed to ensure high
professional skill levels and to inculcate the desired behavior
of employees. The assessment centers are carried out at all
levels and functions within the organization. This also greatly
helps us to align the employees development objectives to
the organization.
An exhaustive training model to create global engineers
where the fresh out of college engineer or an experienced
sales executive follows a structured path going up the
certification levels. Computer Based Trainings (CBTs) are
easily accessible to all employees so that they can train
themselves at their own pace and convenience.
Instant reward scheme, which reward not just results but
also the effort, which goes behind it.
360 appraisals: HCL has successfully carried out 360
appraisals to help facilitate personal and organizational
growth.
Mapped Career path: At HCL, the belief that career is a path
and not a destination is the philosophy behind chalking out
the career path for each of our fellow employees. Be it a
lateral move, or vertical growth, all decisions are taken
keeping in mind the interest of the individual.

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Awards: Performers in HCL get the annual awards for their


contribution to company's growth. Award types include Value
Creators, Benchmark, Eureka and Pinnacle Awards.
Induction: An extensive one-month induction program is
conducted to bring any new recruit up to pace with the
culture, work ethics and tech environment of the
organization.

Catalyst enabling environment program


Gap analysis: To fill in the gaps between what is expected
from the employee and what he/she gives in return, line
managers conduct this program at frequent intervals to
reduce the gaps identified within a specified time frame.
Open house: Conducted at the initiative of any employee in
the organization, this forum could be organization wide,
department specific or even team specific.
Celebrations: Marriages, birthdays or any such occasions are
celebrated with much fanfare to live up to the culture of fun
and excitement that we propagate in HCL. Games, spoofs,
and movies during the weekend provide a chance for
everyone to get together to participate in fun filled activities
and unwind.
Newsletters: There are a number of newsletters and e-zines
(electronic magazine) which come out regularly - featuring
articles contributed by employees, write-ups on industry
trends, training schedules or interviews by industry bigwigs.
Intranet: To satisfy the high need of information of
employees, each one has access to the intranet, which is
updated regularly and has information on just about
anything HCL is into. New accounts, technologies, business
models, revenues, future plans and bulletin boards some of
the heads under which the information is updated daily.
Chat: With a large number of employees at client site and
overseas, its imperative that they keep in touch with each

21

other or their respective teams - the chat lines help facilitate


this.

Awards and achievements in training and


development program
"AT HCL, we believe in engaging and enabling our employees who
epitomize the distinctive and lasting beliefs that form the
foundation of what HCL offers," said Anant Gupta, President and
CEO, HCL Technologies. "Our vision is to create growth multipliers
for clients by empowering our employees to achieve excellence
and create differentiated value," he added.
HCL has been conferred with several industry awards in the area
of talent incubation and development. Some of these are: Britain's Top Employers for outstanding employee offerings
for the seventh consecutive year in recognition of innovative
Employees First, Customers Second principles.
Optimas Award for workforce-management leadership and
the Working Across Borders program, an initiative aimed at
incubating an inclusive work-culture
NASSCOM HR Award based on our commitment to being a
Socially Responsible Business, demonstrated by our hiring of
local talent in Europe and US
ASTD with the Excellence in Practice Award for the Business
Aligned Training Academy Model and Excellence in Practice
citations for Project Management Structured Effectiveness
Program and scalable, sustainable, business-relevant
training
Anant Gupta, President & CEO, HCL Technologies, has
received the 2014 Women's Empowerment Principles
Leadership Award - 7 principles for developing and
implementing a comprehensive internal and external
strategy based on WEP's seven principles for advancing and

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empowering women in the workplace, marketplace and


community
Bersin & Associates with the What Works Award for Technical
Academy for Competency Enhancement as well as the ET
Now Talent & HR Leadership Awards for Most Innovative
Talent Management Program/Initiative (PMStEP); Learning &
Talent Initiative Excellence (TechACE); Learning & Talent
Technology Excellence (iLearn, our learning management
platform)
"Global Sustainability Leadership Awards" under the
category "Best Community Action" at the World CSR
Congress. The award recognizes Best Practices &
Outstanding Individuals engaged in Corporate and Social
Responsibility.
Six prestigious awards at the Global Talent Acquisition and
Recruiting and Staffing Best in Class (RASBIC) Awards for
"Best Overall Recruiting and Staffing Organization of the
Year", "Innovation in Recruitment", "Most Innovative
Recruiting and Staffing Program", "Best Use of Technology
for Recruiting," "Best Social Networking Recruitment Effort"
and "Best B School Recruiting Program".

In a Nutshell
In spite of being a technology company where communication
through intranet and Internet happens on a regular basis, we
encourage the "personal touch", the pat on the back, the note on
the table etc. Also keeping in line with the principle of early
empowerment for employees, each employee is encouraged to
enrich his role or way of functioning, by not blindly following set
norms but finding ways to improve them through innovation and
by taking initiative.

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Training and Development at Tata


Consultancy Services
About Tata Consultancy Services Ltd (TCS)
TCS is a global company with over 150 offices, spread across 46
countries, and employing more than 290,000 of the worlds besttrained IT/ITES consultants. TCS over the years has successfully
leveraged various global knowledge resources and has ensured
that its workforce gets the best training and development
opportunities. Today learning has become a way of life in TCS.
The company has invested heavily in research and development
and has played a critical
role in helping develop a
skilled resource pool for
the technology industry.
TCS has a diverse range
of global CSR initiatives
in the areas of
education, health and
environment, and over
the years has
successfully
transformed lives through various educational and skills
development programs.

Training Programs Aimed at new TCS Recruits


(Examples)
TCS Initial Learning Program
The Initial Learning Programme (ILP), the strongest and the bestassured grooming platform for all new recruits of TCS. The ILP
aims to transform fresh engineering graduates from diverse
disciplines into software professionals and to initiate them into the
TCS way of life. With TCS Thiruvananthapuram as its hub, the ILP
has successfully initiated the value of learning and sharing. The
ILP model has continuously evolved along with the changing

24

needs of the business. Trainees are not only introduced to various


technologies, they are also provided with project delivery, project
management, and business or life skills. The trainees are
expected to maintain a log of their daily learning, and this is
periodically reviewed by their respective assessors. The trainees
are required to attain a pre-defined readiness level for being
deployable to projects. Remedial Programs are also offered to
slow-learners so that they can catch up with the expectations. ILP
is now no longer confined to the Corporate Learning Centre at
Thiruvananthapuram in Kerala, but has spread to different parts of
the country
Ahmedabad, Hyderabad, Chennai, Guwahati, Kolkata and even
overseas China, USA and South Africa.
TCS Ignite
Research suggests that only about 2% of all graduating science
students in the country are employable, and usually lack the
basic skills required to survive and progress in the technology
industry. The TCS Ignite program aims to address this issue, and
create a skilled resource pool for the IT industry. TCS Ignite is an
intense learning program for young science graduates who join
Tata Consultancy Services (TCS). Today, TCS is the largest
recruiter of fresh science graduates in the country, and each
year, thousands of the best and brightest graduates join the TCS
Ignite program. Candidates are selected through an open learning
platform, called Open Ignite. This online platform attracts over a
100,000 users from the science community from across 6000
colleges across 700 towns all over the country. Selected
candidates are made part of a six month, state-of-the-art learning
program, where they are taught through various technology
enabled learning tools that makes learning fun. Students are
exposed to various real world projects, which ensure that they are
job ready by the end of the program. On completion of the
training, associates are deployed in TCS client projects. Out of the
4,000 Ignite alumni, about 10% are deployed onsite and about
5% are project leaders. Several are named inventors in patent
applications.
Aspire An E-learning module for students
TCS has created an e-learning module called Aspire to be used by
the fresh recruitees of TCS. The course contains 4 modules of IT

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Foundation skills Introduction to Computers, Programming


Fundamentals, Problem Solving and Databases. It also has one
module on soft skills required by the IT professionals. The module
is used by 35 000 fresh recruiters of TCS in FY13 for enhancing
their skills. The modules are available to them in their final
semester in their Undergraduate Program in Engineering. Since it
is an e-learning module they could use it at their own pace of
learning.

Training Programs Aimed at Experienced Professionals (Examples)


TCS has over the years introduced various continuous learning
programs for its experienced professionals. This spans issues
like business strategies, project needs, and technology and
business directions. Aside from meeting individual aspirations,
it also addresses the long term, short term and medium term
needs of the organization.
Building Enterprise Architects
TCS Learning &Development team in collaboration with
Technology Excellence Group has designed the EA Star program
that is aimed at building Enterprise Architects. The program was
created to cater to the increasing demand for Enterprise
Architects, and the demand for TOGAF certified professionals in
various project assignments. So far, over 700 employees have
gone through the program, enabling career progression for the
associates and creating a strong architect community in TCS.
Ambassador Corp
TCS Ambassador Corp is a leadership development program that
prepares experienced employees for global sales roles. TCSs
Ambassador Corps Programme focusses on critical business and
communication skills and also equips managers to tackle
challenges posed by cultural diversity. It offers an accelerated
learning curve and trains managers to take their place on the
global stage from the day they land in the international

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marketplace.

Self Learning/ Competency Management


Tools (Examples)
iCALMS
iCALMS is a Competency Management tool which helps to
integrate the skills set required & manpower available at a point
of time. It bridges the gap between the existing competency &
expected competency required for the associates. These gaps are
then addressed by learning modules designed to fulfill the needs
of the organization.
Books 24X7
An extensive, fully searchable Web-based reference tool targeted
to meet the information needs of TCS employees. Offers a variety
of ready-access titles that cover a broad selection of subjects and
topics.
Knowledge Management
Knowledge Management is concerned with creating organizational
environments for people to share, create and leverage knowledge
for innovation and competitive advantage.
KNOWMAX
TCS has developed a web based Enterprise wide Knowledge
Management system known asKNOWMAX, which is available
globally to all TCS consultants. This platform encompasses
focuson deriving reusable assets. KNOWMAX acts as a central
knowledge bank for all projects being executed by TCS and
reduces cycle time. Apart from global assets in KNOWMAX which
are available to allauthorized users, KNOWMAX holds assets that
are customer specific which can be accessed only by the project
teams working for that customer.
In addition to KNOWMAX, all key accounts maintain relationship
specific portals that provide an effective knowledge management
mechanism and repository for all relationship assets.

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TCS Academia Learning Collaboration


Jadavpur University ME Program in Software Engineering:
This program was launched in 2004 as an area of
collaboration between TCS and Jadavpur University, Kolkata,
West Begal, exemplifying an effective industry-academia
relationship and has been successfully running 10 batches
since then. TCS-JU jointly developed the curriculum for this
program. 198 TCSers admitted since the inception.
Amrita-SUNY Twin PG Program - MBA & MS in Management of
IT Services: This collaborative program jointly offered by
Amrita University and SUNY Buffalo University will fetch two
Master's degrees. One is an EXECUTIVE-MBA (EMBA) degree
from AMRITA University in the area of General Management
and other is a MASTER of SCIENCE (MS) in Management of IT
Services from SUNY Buffalo . 39 TCSers admitted since 2011
IIT Madras M.Tech Program in Mechanical, Engineering
Design, Aerospace, and Applied Mechanics departments:
Lack of courses for specialized skills in High End Engineering
Design & Computational Engineering prompted TCS to
collaborate with IIT Madras to start this program in 2005. TCS
sponsored Infrastructure for the Center for Finite Element
Analysis and Design (CFEAD) Lab. This program created
talent pool and provided strong foundation in areas like
Strength of Materials, Thermal Engi, Mechanics of Solids, and
High Performance Computing. 92 TCSers admitted since
2005.
Curriculum Development in Engineering & Industrial
Services:TCS EIS vertical designed a module Foundation
Skills in Integrated Product Development for different
branches of engineering, as part of overall curriculum
revamping effort. The same is being deployed in eighteen
institutes across India, on pilot basis.
TCS Faculty Development Programs: TCS Faculty
Development Programs (FDPs) are well respected in
Academia. In FY12-13, 276 Programs were conducted

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covering 10228 Faculty from 254 institutes. Few typical FDPs


are: Adopting Cloud Computing - Impact on Service
Management Process, Advanced Techniques in
Computational Intelligence, Analytics for intelligent
Infrastructure - Signal Processing & Data Processing,
Business Intelligence and Cloud Computing, High
Performance Computing (HPC) and IT Infrastructure for
Automobile Industry, Mobility - Introduction,
Android/iOS/Windows etc.

Training as part of CSR Supporting Inclusive


Growth (Examples)
Just off the Mumbai-Pune highway, an hours drive from Panvel,
lies the village of Wazapur in the Raigad district of Maharashtra.
The village till recently was devoid of even basic amenities. Today,
however, it has witnessed a transformation largely owing to the
tireless effort of hundreds of TCS volunteers working under the
TCS-Maitree banner. The volunteers in the last three years have
helped to sustain holistic development in Wazapur based on
partnerships. A sustainable model has been built to improve
education, healthcare and environment in the area.
The guiding principle of TCS CSR programmes is Impact through
Empowerment. More than 25 women from three villages in the
area were taught to perform basic calculations and were made
aware of issues like health and hygiene.

TCS Affirmative Action Program


TCS Affirmative Action endeavors to Improve the employability of
graduates from socially disadvantaged sections and other
underprivileged categories across India who are unable to get
jobs due to lack of communication skills, low confidence levels or
other barriers unrelated to their educational qualifications. A
powerful, imaginative and interactive training program has been
devised by experienced trainers at TCS BPO which lasts for a total

29

of 80 100 hours over a period of around 15 - 20 days. Apart from


providing education and making youth more employable, the
program also aims to provide employment opportunities to those
trained in TCS BPO. More than 30,000 underprivileged young
graduates have been made employable under the program, since
its launch in 2010.

TCS Udaan
Project Udaan, is a joint and novel initiative by National Skill
Development Corporation (NSDC)
Government of India and Special Industry Initiative (SII) to help
Kashmiri youth join the mainstream of corporate India. TCS has
been associated with the program since its inception and aims to
train and create employment opportunities forat least 850 youth
from J&K, over a 5 year period. The training intervention provides
the youth with the requisite knowledge, skills and competencies
required in the corporate world over a period of 3.5 months. The
program covers the entire gamut of business skills like Business
English, Presentation Skills and builds competence in domain and
process areas while leveraging from innovative learning
methodologies like games and movies. In addition to this, the
curriculum also includes life skills and performing arts like dance,
music and drama to enhance and enrich the overall personality of
the participants.

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Conclusion
Through the theoretical study of training and development and
also the various methods and techniques or ways of training and
development adopted by the three companies we can conclude
the following points:
Training is considered as a positive step towards
augmentation of the knowledge base of employees.
The training programs should be properly designed to cater
to the developments of the employees.
The use of latest training methods with updated technology
should be adopted in order to enhance the effectiveness of
the training programs.
Both subjective as well as objective approach for the training
programs should be utilized for more effectiveness.
In-house training programs are observed to be more
beneficial to the organization as well as the employees since
it helps employees to attend their official work while
undergoing the training.
Part time training programs in the office premises for short
durations, spanning over a few days are also recommended
in order to avoid any interruption in the routine work.
Through this project I have learnt the theoretical concept of
training and development. This project has also helped me
understand how employees progress after being employed
by an organization. This project has given me the basic
insight of how I would progress if I ever get employed by an
organization. Besides the theoretical knowledge acquired
while preparing this project, researching for information
online, visiting a number of websites to collect data and
compile the relevant data, I have also learnt a lot about

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companies and the ways adopted by them to govern their


organization.
- Itulung
Kauring(13218)

32

The project helped me to understand the concept of Training


and development and its importance in an organization. It
gave me an insight of the various training programmes
undertaken by some of the top companies in the IT sector
namely, HCL, TCS and Wipro for their existing and new
employees how much these companies invest in improving
the skill set of their employees so as to maintain their
competitive edge in todays dynamic market environment.
-Ramandeep Singh

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http://www.slideshare.net/hemanthcrpatna/a-project-report-ontraining-and-development-with-reference-to-hal
http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm
De Cenzo, D.A. & Robbins ,S.P. (2006). Fundamentals of Human
Resource Management (10th ed.). New York: John Wiley & Sons
http://careers.wipro.com/why_wipro/development_training.htm
http://careers.wipro.com/why_wipro/development_training.htm