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         PROJECT REPORT ON A STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES

                                                              ON

                      “A STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES”

 

UNDER SUPERVISION

 …………………………….

 

SUBMITTED BY

NAME                    : …………………..

ENROLLMENT NO. : ………………………

 

Submitted in partial fulfillment of the requirements for qualifying

P G Program in management

(Human Resources)

 

 

Institute Of Management Technology

Centre for Distance Learning,

Ghaziabad

April, 2017

                                 

CERTIFICATE

This is to certify that ……………………… a student of IMT – CDL Ghaziabad has completed project work on titled “A STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES” under my guidance and supervision.

I certify that this is an original work and has not been copied from any source.

Signature of Guide        :____________________________

Name of Project Guide :____________________________

Date                         :____________________________

 

   ACKNOWLEDGEMENT

There are special mentors whom we must acknowledge due to their importance in our work. This project could not have been completed without the best guidance of Lecturer in Management our project guide ……………………….., who not only served as our supervisor but also encouraged and challenged us throughout our project work.

He and other faculty members guided us throughout the project, never accepted less than our best efforts. There are special acknowledgements due to our friends because they have helped us in report writing that it left to us alone, would never have been done. Of course, like any other author, we are indebted always to those people that do their best to improve on our best.

 

NAME……………………..

ENROLLMENT NO. :……………………..

 

DECLARATION

 

I hereby declare that this project work titled “A STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES” is my original work and no part of it has been submitted for any other degree purpose or published in any other from till date.

NAME……………………..

ENROLLMENT NO. : ……………………..

 

TABLE OF CONTENTS

 

CHAPTER CONTENTS PAGE NO

 

  Certificate

Acknowledgement

2

3

  Declaration 4
  Title of the project 6
1 Introduction 7
  Ø Company Overview

Ø Objectives of the study

32

34

2 Review of Literature 35
3 Sampling data collection and tools of analysis

 

42
4 Result and Discussion 46
5 Findings of the study 72
6 Conclusion and Recommendation 76
7 Limitation of the study 81
8.

 

9.

Bibliography and References

Appendix

Questionnaire

82

85

86

 

                       

 

                        “A STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES”

 

 

    CHAPTER -1

INTRODUCTION TO THE STUDY

Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified.

Training analysis as a process often covers:

  • Review of current training
  • Task analysis (of new or modified system)
  • Identification of training gap
  • Statement of training requirement
  • Assessment of training options
  • Cost benefit analysis of training options

Training Analysis is regularly utilized as a major aspect of the system development process. Because of the nearby tie between the plan of the system and the preparation required, as a rule it keeps running close by the development to catch the preparation necessities.

In simple terms, training refers to the giving of particular aptitudes, capacities and information to a employee. A formal meaning of training is-it is any endeavor to enhance present or future worker execution by expanding a representative’s capacity to perform through adapting, for the most part by changing the worker’s state of mind or expanding his or her abilities and learning.

The need for training is determined by the employee’s performance deficiency, computed as follows:

Training need = Standard performance – Actual performance.

Concept of training according to various authors:

Training is a process of transmitting and accepting information identified with critical thinking.” Halloram “Training is the worldwide demonstration of giving intends to figuring out how to occur.” Proctor and Thornton “Training is a way to teach to some degree barely mostly by direction, penetrate and train. It is alluded as applying basically to the change of aptitudes and thus to figuring out how to perform particular errands.” Yoder

“Training is being defined as an act of increasing the information and ability of a employee for making a specific showing with regards to. It is concerned with giving particular aptitudes for specific purposes. Training is aimed for taking in an ability by an endorsed strategy for utilization of a method.” Tripth “Training is the formal methodology which an organization uses to encourage realizing so that the resultant conduct adds to the accomplishment of the organization’s objectives and targets.” Mc Ghee and Thayer after exploring the assortment of meaning of training accessible, the accompanying attributes can be recorded as key components for successful training:

  • Effective training is the learning experience.
  • Effective training is a planned organizational activity.
  • Effective training is a response to identified needs.

Training enables employees to demonstrate new ideas, manufacture abilities, illuminate troublesome relational relationship and specialized issues or pick up knowledge into conduct acknowledged as “the way things seem to be”.

TRAINING OBJECTIVES:

The principal objective of training division is to make sure the availability of a skilled and willing workforce to an organization. In addition, there are four other objectives:

  • Individual Objectives – Help employees in achieving their personal goals, which in turn helps in enhancing the individual contribution towards his or her organization.
  • Organizational Objectives – Assist the organization with its primary objective of bringing individual effectiveness.
  • Functional Objectives – Maintain the department’s contribution at a level suitable to the organization’s needs.
  • Societal Objectives – Ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

IMPORTANCE OF TRAINING:

  1. Optimum Utilization of Human Resources – Training helps in enhancing the usage of human asset that further helps the representative to accomplish the authoritative objectives and in addition their individual objectives.
  2. Development of Human Resources – Training helps to provide an opportunity and broad structure for the advancement of HR’s specialized and behavioral aptitudes in an association. It additionally helps the workers in achieving self-development.
  3. Productivity – Training helps in increasing the productivity of the employees that helps the organization further to accomplish its long haul objective.
  4. Team spirit – Training helps in teaching the feeling of cooperation, camaraderie, and between group joint efforts. It helps in teaching the energy to learn inside the workers.
  5. Organization Culture – Training creates and enhance the hierarchical wellbeing society and adequacy. It helps in making the learning society inside the association.
  6. Organization Climate – Training helps constructing the positive observation and feeling about the association. The representatives get these sentiments from pioneers, subordinates, and associates.
  7. Quality – Training helps in enhancing the nature of work and work-life.
  8. Healthy workplace – Training helps in making the sound work space. It manufactures great representative, relationship so that individual objectives adjusts to authoritative objective.
  9. Health and Safety – Training helps in enhancing the wellbeing and security of the association hence counteracting out of date quality.
  10. Morale – Training helps in enhancing the confidence of the work compel.
  11. Image – Training helps in making a superior corporate picture.
  12. Training aides in creating administration abilities, inspiration, unwaveringness, better states of mind, and different viewpoints that fruitful laborers and supervisors normally show.

 Human resource is a very important resource in any reputed organization, as it has unlimited potential. As the environment is continuously changing, to achieve organizational objectives, any organization has to continuously adopt suitable strategies to cope up with these changes to survive in present competitive & continuously changing marketing environment. We cannot retrench the officers, when not required.

Every employee is unique has different qualities & capabilities. They can perform well when they are motivated. If we could find out the weaknesses in employees, we can change their weaknesses (by bringing proper changes in their attitude) in to their strengths by giving them suitable training. Such behavioral trainings develop officers, motivate them for better performances & also improve their capabilities which result in to better performance at work place. Also they can handle more responsibilities, which help in achievement of organizational goal with newer dimensions.

However one training program cannot make the same impact on all employees, as training requirement of each one is different. Hence it becomes imperative to give different training depending upon the need of employee at the work place. Therefore Assessment of Training needs (perceived by his boss & employee himself) of all the officers becomes very important. If we come to know the training requirement of the entire employee we can make action plan (in the form of Training Calendar) to fulfill these needs. Thus organizational objectives can be achieved.

Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: –

 

  • To pinpoint if training will make a difference in productivity and the bottom line.
  • To decide what specific training each employee needs and what will improve his or her job performance.
  • To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals.

Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people’s learning is important to them, and the reputation of the organization is also at stake.

Identification of training needs is important from both the hierarchical perspective and additionally from an individual’s perspective. From an association’s perspective it is vital in light of the fact that an association has destinations that it needs to accomplish for the advantage of all partners or individuals, including proprietors, workers, clients, providers, and neighbors. These goals can be accomplished just through tackling the capacities of its kin, discharging potential and augmenting open doors for advancement. In this way individuals must comprehend what they have to realize so as to accomplish hierarchical objectives. Thus if seen from an individual’s perspective, individuals have yearnings, they need to create and so as to learn and utilize new capacities, and individuals require fitting open doors, assets, and conditions. In this way, to meet individuals’ yearnings, the association must give powerful and alluring learning assets and conditions. Furthermore, it is additionally imperative to see that there is an appropriate match between accomplishing hierarchical objectives and giving alluring learning openings. Additionally with a specific end goal to bring synchronization amongst authoritative and individual destinations individuals need to scrutinize the way they get things done. What’s more, this is accurately the shrouded objective behind any preparation require distinguishing proof process.

 

TECHNIQUES OF TRAINING:

 

Techniques Description
Ice breakers Games to get team members know each other
Skill games Tests to develop analytical skills
Communication games Exercise to build bias-free listening and talking
Strategic planners Games to test ability to plan ahead
Team-building games Exercises requiring collaborating effort
Role reversal Exercise to teach plurality of views
Doubling Brings out ideas that are not often expressed
Tag team One role played alternatively by two participants
Monodrama Insight into a given interaction
Shifting physical positions Highlighting of communication problems
Structured role playing Role-play with predetermined objective
Multiple role playing Providing a common focus of discussion
Built-in tension Teaching the importance of resolving matters
Shadowing Working under a senior to watch and learn
Outward-bound training Adventure sports for teams
Lateral thinking Thinking randomly to come with new ideas
Morphological analysis Listing of alternative solutions of problems
Cross-cultural training Programmes to teach specifics of varied cultures

 

 TRAINING NEEDS ANALYSIS:

An analysis of training need is an fundamental requirement to the outline of powerful training. The purpose of training need analysis is to decide if there is a hole between what is required for compelling execution and present level of execution.

 

Why training need analysis?

Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action.

 

Training Need arises at three levels:

 An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response.

The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.

A training need exists when there is a gap between what is required of a person to perform their job proficiently and what they actually know.

The reasons for conducting a training needs analysis are:

  • To determine whether training is needed.
    • To determine causes of poor performance.
    • To determine content and scope of training.
    • To determine desired training outcomes.
    • To provide a basis of measurement.
    • To gain management support.

Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its sub group.

Organizational Level – Training need analysis at organizational level concentrates on vital arranging, business need, and objectives. It starts with the evaluation of inside condition of the association, for example, methodology, structures, strategies, qualities, and shortcomings and outer condition, for example, openings and threats.

After doing the SWOT analysis, shortcomings can be managed the preparation mediations, while qualities can further be reinforced with kept training. Threats can be diminished by recognizing the areas where training is required. Furthermore, openings can be misused by adjusting it against costs.

For this way to deal with be effective, the HR department of the company requires to be involved in strategic planning. In this planning, HR creates strategies to make sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) in view without bounds KSAs necessities at each level.

Individual Level – Training need analysis at individual level concentrates on every last individual in the organization. At this level, the organization checks whether a representative is performing at fancied level or the execution is underneath desire. In the event that the distinction between the normal execution and real execution turns out to be sure, then positively there is a need of training.

However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are:

  • Appraisal and performance review
  • Peer appraisal
  • Competency assessments
  • Subordinate appraisal
  • Client feedback
  • Customer feedback
  • Self-assessment or self-appraisal

 

Operational Level – Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is obviously comprehended by a worker or not. He gathers this information through specialized meeting, perception, mental test; polls asking the shut finished and open finished inquiries, and so on. Today, occupations are dynamic and continue changing over the time. Employees need to get ready for these progressions. The occupation investigator additionally accumulates data on the undertakings should be done in addition to the assignments that will be required later on.

Based on the information gathered, training need analysis (TNA) is finished.

 

Training Needs Analysis Process

Step One – Identify Problem Needs

  • Determine situation for training demand
  • Identify potential aptitude crevice
  • Set destinations

Step Two – Determine Design of Needs Analysis
• Establish method selection criteria
• Assess advantages and disadvantages for methods
Step Three – Collect Data
• Conduct interviews
• Administer surveys and questionnaires
• Conduct focus groups
• Observe people at work
• Review documents

 

Step Four – Analyze Data
• Conduct qualitative or quantitative analysis
• Determine solutions and recommendations
Step Five – Provide Feedback
• Write report and make oral presentation
• Determine next step – training needed?
Step Six – Develop Action Plan
• Use results as the basis for training design, development and evaluation.

 

Need for Assessment of Training

Corporate, today, expend large amount of money  on imparting training and development practices. In any case, before spending such endless sum, they ought to investigate the requirement for leading training to the workforce. There are chances in which firms can commit errors on the off chance that they are not evaluating the preparation needs. A representative, without a doubt, requires training when he is observed to be not sufficiently proficient to meet the objectives of the association and when there is a crevice between the present execution and expected execution. Insubstantial quality in presentation happens because of the absence of adequate information and aptitude, dull administration or whatever other individual and authority issues. Every one of these issues spotted can be handled by giving a successful training system to the correct representative and at the correct purpose of time.

Effective Training Program-Underlying Principles

Any training program in order to be effective must have some precise goals and objectives::

  • To enlighten the partakers more about their organization, its goals, challenges and the business background in which it operates.
  • To make the HR resources cognizant of the functions of different sections.
  • To prepare them to know about the centrality of correspondence and energy in their everyday work as a device for better hierarchical atmosphere and assurance.
  • To see that once they backpedal in the wake of going to training, they feel that they have a place with the association.
  • To guarantee that the members would impart their data picked up from training to their associates.
  • To create companionship, association, support and trusteeship among students.
  • To guarantee that specialized, administrative, supervisory and human capabilities are developed in the representatives consistently to empower them to play out their present assignments adequately and furthermore to set up them to execute their future errands.
  • To set forward the state of mind based training to guarantee that esteem based and self managed culture is implicit the association.
  • To offer the required training inputs to all employees in a need based, organized and lucrative manner.

The training programs imparted to the workforce should be of superior standards with a view to develop good working environment, give work culture inspiration, support attitudinal change, improve relational relationships, decrease mischance, liven up proficiency, refresh learning and innovation, teach sparing and speculation propensities among representatives, make cognizance of work-related health hazards etc. Also, the training institute should comprise of all type of audio visual aids, which shapes the scene for the in-house training and development program in the organization.

Training can and will produce positive results if it is based on clearly defined needs specific to the workplace and it is delivered with a view to those needs and the ways in which adults learn.

The company approached for training to their employees on some of the issues felt by the Management as essential for the cognitive development of the workers. The Education Officers of the Board visited the company a number of times and discussed training related issues with cross-section of employees like Managers, Supervisors etc. before deciding the Subjects, course contents and other modalities. It was noticed during Education officers’ visit that the problems encountered by the company were broadly related to behavioral, attitudinal and motivational, culmination to operational issues. The overall syllabus of the pertaining to organized sector workers was discussed with the management of the company. The Management of the company equivocally felt that the overall syllabus of covers the important subjects like productivity, waste control, quality, absenteeism and accidents which they wanted to be imparted. It was also decided that to prepare the mindset of the trainees a general subject like ‘know your industry’ with special reference to cement industry would be discussed in the beginning of training class for each batch and in the last session before conclusion, a subject pertaining to good work practices to be followed by the participants would be discussed.

TRAINING AND DEVELOPMENT:

Training implies the arranged and composed movement to confer abilities, systems and techniques to managers and their workers to help them in building up and keeping up business and a position of business that is protected and stimulating.

The expression “Training” alludes to the obtaining of particular abilities or information. Training programs endeavor to instruct students to play out a particular employment and a specific action.

Training and development are essential exercises in all associations, huge and little. Each association, paying little respect to size, needs all around prepared representatives in its workforce who are set up to play out their employments.

The expression “Development” as a rule alludes to enhancing the scholarly or passionate capacities expected to make a superior showing with regards to. All around prepared, learned representatives are a significant asset for any business. While enrolling new representatives, some portion of the enlistment procedure ought to coordinate the imminent worker’s aptitudes and experience to the expected set of responsibilities and individual particular. Training is one component numerous company consider when hoping to propel individuals and offer advancements. Albeit numerous workers perceive the high esteem those in administration put on training and advancement, a few representatives are as yet hesitant to be prepared. Training and development offers something beyond expanded learning. Training is important to both the worker and the business. Expanded information and expertise makes the representative more beneficial in the work environment and in this manner more profitable.

Principles and Evaluation of training:

 Training is the way toward helping a man for upgrading his productivity and viability at work by enhancing and refreshing his expert learning, by creating abilities applicable to his work and developing fitting conduct and disposition towards work and individuals. Training could be planned either to improve display abilities at work or for setting up a man for accepting higher obligations in future, which would require extra information and prevalent aptitudes.

Training is not the same as training especially formal instruction. While instruction is concerned for the most part with development of information, training points basically at expanding learning, animating bent and bestowing abilities identified with a particular employment.In India, significant significance has been concurred to training in social advancement and this is clear from the way that the group spends about six million dollars yearly on training each year. Be that as it may, there are gripes about the insufficiency of training and conceivable wastage of assets due to the utilization of stereotyped and traditional strategies in training, which are frequently not set totally tuned in to occupation necessities.

 

  • It is a continuous procedure

Training is a persistent and deep rooted handle. Right frame the time a youngster is conceived he begins accepting training from his mom for an assortment of requirements, with the goal that he turns into a social being. His preparation proceeds in the school and the school circumstances. However training as a sorted out exertion is planned with specific goals, for instance to help the learners to be educated of the topic which they need to use in their work circumstance. Aside from change of states of mind, their abilities must be enhanced and learning or data must be granted through powerful techniques. At the end of the day, training furnishes and orchestrating with the assistance of the mentors, the data effectively accessible regarding the matter. Training is a period bound program. In this way there is a different particular teach of mentors spend significant time in the field of human action.

 

  • Comparison of Prevailing and New Concept:-

 

Prevailing concept

New concept
1.      The acquisition of subject matter knowledge by a participant leads to action. 1.      Motivation and skills lead to action. Skills are acquired through practice.
2.      The participant learns what the trainer teaches. Learning is a simple function of the capacity of the participant to learn and the ability of the trainer to teach. 2.      Learning is a complex function of the motivation and capacity of the individual participant, the norms of the training groups the training methods and the behavior of the trainers and the general climate of the institution. The participant’s motivation is influenced by the climate of his work organization.
3.      Individual action leads to development on the job.

 

Development on the job is complex function of individual learning the norms of the working group and the general climate of the organization. Individual learning used leads to frustration.
4.      Training is the responsibility of the training institution. It begins and ends with the course. 3.      Training is the responsibility of three partners: the participant organization the participant, and the training institution. It has a preparatory pertaining and a subsequent, post-training phase. All are equally important to the success of training.

 

There has been in some quarter’s feedback of training and it is frequently contended that faculty can obtain regulatory capacities and work abilities through apprenticeship abilities and work aptitudes through apprenticeship instead of through formal training. While the preparation can’t without anyone else’s input ensure the accomplishment of an advancement program, its untrained faculty are probably not going to demonstrate successful. It is in this setting master managers and organizers enormously welcome the pertinence of training being developed process.

 

  • The Training Cycle

A preparation cycle comprises of a progression of steps, which prompt a preparation occasion being embraced. Assessment gives criticism which interfaces back to the underlying phases of training outline. Undoubtedly, it is the assessment/input handle, which makes this a patterned occasion, without it training would be a direct procedure driving from starting training through to its execution. The means in the cycle are:-

Stage1: Identification of training needs. Looking at what aptitudes and properties are important for the employment to be embraced, the abilities and traits of the jobholder and the degree of the hole.

Stage2: Design, readiness and conveyance of training.

Stage 3: Discovering the student’s state of mind to training (response) and whether the preparation has been valuable from the perspective of training. Response includes the member’s emotions towards the preparation procedure, including the preparation content, the mentor and the preparation strategies utilized. Learning is the degree to which the student has really assimilated the substance of the learning occasion.

Stage 4: Discovering whether the lessons learnt amid training have been exchanged to the occupation and are being utilized successfully in doing the employment.

 

Identification of training needs
Design, preparation delivery training
Reaction to and learning from the training
Transferring training to the work place
Evaluation of the impact on the organization
Measuring perspective effects.

 

Stage5: Evaluating the impacts of the preparation on the association. Therefore is the range on which there is maybe most perplexity, in this way minimal genuine activity to clear it.

Stage 6: Reinforcement of positive conduct. It is ideal that positive results are kept up for whatever length of time that conceivable. It is not uncommon occasion for changes in conduct to be brief, with a tender slide back to past methods for working. It is vital to take note of the input circles. Criticism on the procedure of really conveying the preparation can originate from the response and learning stage, the exchange of the preparation to the work put and the assessment of the effect of the preparation. The fundamental, input for the distinguishing proof of training needs originates from an appraisal of the exchange of work to the preparation and the assessment of the effect on the association.

It is important to note that these feedback loops may consist of two very different types of information.

  • To decide the value of training to the association a procedure best done by quantitative strategies and with hard, numerical information.
  • Allowing bits of knowledge into the technique for realizing, where the experience of those included is the fundamental concentration, subsequently utilizing principally gentler, subjective data.

DEVELOPMENTAL PROGRAMMES:

  1. Mentoring:

Some organizations assign an experienced employee to serve as a mentor for new employees. A mentor is a trusted counselor, coach or advisor who provides advice and assistance. Effective mentors teach these new employees a number of things, which include:

  1. Provide instruction in specific skills and knowledge critical to successful job performance.
  2. Help in socializing them in the culture of the organization and understanding the unwritten rules of the organization.
  3. Answer questions and provide useful insights.
  4. Offer emotional support and encouragement.
  5. Serve as a role model.
  6. Create an environment in which mistakes can be made without losing self-confidence.

 

  1. Career Counseling:

Most associations give some type of vocation advising on different events: amid business interviews when representatives are initially contracted, amid workers’ yearly execution assessment interviews, and as a feature of the exceptional profession guiding that is accommodated high-potential representatives. Profession directing ordinarily happens as a component of the everyday connection between a manager and a subordinate. Besides, a few associations give unique vocation guiding by directing mental evaluations of workers and helping them decipher their individual outcomes.

 

  1. Career Pathing:

Career pathing alludes to recognizing a grouping of occupations through which an individual can hope to advance towards large amounts of administration. A few associations give work movement arrangements to every single new worker, while others do it just for extraordinarily brilliant and promising competitors

Career way data must be given to the representatives before a conceivable profession way can be graphed for them.

  1. 4. Career Development Programs:

Career advancement incorporates any exercises that set up a man for movement along an assigned profession way. Profession development for the most part includes both formal and casual means. These projects might be led in-house or by outside sources, for example, proficient associations or schools and colleges and are composed by the T&D bureau of an association.

                        

Internal Mobility:

There is a possibility in associations that over a time frame a representative will change his part or position, starting with one employment then onto the next – horizontally or vertically in the association structure. This sort of representatives’ development inside an association is known as interior versatility. Inner portability incorporates a bunch involving, may occur between employments in segment, segments, offices, division or even between plants in multi – plant operations.

Promotion

Promotion is the upward reassignment of an individual in an organization’s hierarchy, accompanied by increased responsibilities, enhanced status, and usually with increased income, though not always so. On being promoted, the promoter’s duties and responsibilities increases, and the higher one goes in an organization the greater the implications of the individual’s decisions on the viability of the enterprise.  After promotion, an individual’s duties and responsibilities usually become qualitatively different from those of this earlier job.

The following are the objectives of promotion:

  1. It is recognition of a job well done by an employee.
  2. It is a device to retain and reward and employee for his years of service to the company.
  3. It is to increase individual and organizational effectiveness.
  4. It is to promote a sense of job satisfaction in the employee.
  5. It is to build loyalty, morale and a sense of belongingness in the employee.
  6. It is to impress upon others that opportunities are open to them also in the organization, if they perform well.

An internal mobility system also needs as supportive information system to make it viable. It is desirable to have a central, maintain a detailed inventory of the skills of all employees and coordinate all information – promo -table posts available, posts vacant, number of employees on transfer, permanent and temporary posts. When making internal mobility decisions, organizations tend to place emphasis on their objectives, filling job vacancies, eliminating employee surpluses, correcting behavioral problems, etc. Promotion maintains organizational effectiveness through maintenance of employee moral and favorable attitudes towards the organization.  Demotions frequently used as from of disciplinary action since it represents loss of status and earning.

Transfers are required in the process of organization job requirements, job rotations and filling in absenteeism, separations and termination, such as discharge and dismissal, from a part of the outward mobility of an organization.

COMPANY PROFILE

HCL Technologies Limited is an Indian multinational IT administrations organization, headquartered in Noida, Uttar Pradesh, India. It is an auxiliary of HCL Enterprise. Initially an innovative work division of HCL, it rose as a free organization in 1991 when HCL wandered into the software services business. HCL Technologies (the shortened form of Hindustan Computers Limited) offers administrations including IT counseling, undertaking change, remote system administration, designing and R&D, and business prepare outsourcing (BPO).

 

The organization has workplaces in 34 nations including the United States, European nations like France and Germany, and Northern Ireland in the United Kingdom. It works over various parts including aviation and safeguard, car, buyer gadgets, vitality and utilities, money related administrations, government, mechanical assembling, life sciences and medicinal services, media and diversion, mining and regular assets, open administrations, retail and customer, semiconductor, server and capacity, telecom, and travel, transportation, co ordinations, and cordiality.

HCL Technologies is on the Forbes Global 2000 rundown. It is among the main 20 biggest traded on an open market organizations in India with a market capitalisation of $22.1 billion as of May 2015. As of August 2015, the organization, alongside its auxiliaries, had a united income of $6.0 billion.

 

 

VISION AND MISSION

Vision

“To be the innovation accomplice of decision for forward looking clients by cooperatively changing innovation into business advantage.”

Mission

“We will be the business of decision and the accomplice of decision by concentrating on our expressed estimations of Employees First, Trust, Transparency, Flexibility and Value Centricity.”

 OBJECTIVES OF THE STUDY

 Objectives:

  1. To determine the extent and degree of the training programmers fulfilling the set objective.
  2. To judge satisfaction levels of the new employees with the existing T&D process being used in the organization.
  3. To identify and analyze whether the training’s input, trainings techniques and methods are in line.
  4. To judge the impact of training for organizational benefits.
  5. To extract out the preferable mode and method of training programmes.
  6. To focus on training and development as an implementation of strategic planning in the organization.

 Complete study relate to title of the project:-

Note: In questionnaire for objective no. 1(Q no.6,14,17), for objective no. 2 (Q no.4,5,9,13), for objective no. 3 (Q no. 7, 12, 23,24,25), for objective no. 4 (Q no. 18,19,21,22) , for objective no. 5 (Q no.8,10,11,) , for objectives no.6 (Q no.15,16,20)is asked.

 

CHAPTER – 2

REVIEW OF LITERATURE

The writing for audit to be gathered from auxiliary sources, for example, magazines, articles, reports, spending plans, news paper and so on to highlight the issues and discoveries of the review done by many research and business experts to comprehend the centrality of the representatives training and advancement of the organizations. The goals of the proposed theme must be defined in light of the past review by the many research experts. Roughly ten to fifteen audits must be gathered and introduced in my venture report.

A written work review is a variety of substance that arrangements to study the fundamental motivations behind current data incorporating substantive revelations and what’s more theoretical and methodological responsibilities to a particular subject. Composing reviews are helper sources, and in light of present circumstances, don’t report any new or extraordinary exploratory work.

Regularly connected with scholastic arranged writing, for example, propositions, a writing survey typically goes before an exploration proposition and results area. Its definitive objective is to convey the peruser fully informed regarding momentum writing on a subject and structures the reason for another objective, for example, future research that might be required in the range.

A well-structured literature review is characterized by a logical flow of ideas; current and relevant references with consistent, appropriate referencing style; proper use of terminology; and an unbiased and comprehensive view of the previous research on the topic.

Various literatures studied before undertaking research project are:

  • Cadman (2010) commented that gaining from training system ought to be pertinent. Gaining from training ought to be utilized promptly as things not utilized routinely can be overlooked rapidly. Training project ought to be made intuitive. Members of training project ought to be made to peruse around the subject.
  • Cruz (2010) commented that a shameful determination of representative training and development system can prompt useless colleagues, loss of significant time and cash. Before choosing training and advancement system, mentor chose ought to be master in their field and conveys a solid and compelling system. Likewise examination of administration levels and value quotes ought to be made to discover best suit. Training and advancement program ought to be sufficiently adaptable to join changes. The system picked ought to have the ability to get long haul or here and now comes about that are deliberately critical.

 

  • Ramu (2010) reasoned that execution examinations offer chance to associations to know capacities of representatives and distinguish the crevices. Making arrangements for projects sufficiently in advance, setting up the workers with perusing material, sending alarms and other correspondence identified with training at various stages before the program helps in legitimate execution. Taking in styles contrast starting with one individual then onto the next so it is ideal to pick a few methods to take a shot at same goal.
  • White (2010) found that almost 58% of firms have expanded their financial plans in 2010. 43% of firms are exploiting the financial lull to prepare staff and get ready for ricochet back. Overview additionally uncovered 54% of respondents are utilizing current innovation to direct training. It was found that main three needs of training are: venture administration training, training on innovations and initiative and business administration for future pioneers.

 

  • Kumar (2009) reasoned that it was not an astute choice to curtail representatives and training and development programs amid retreat. Ignoring ability administration in times of financial downturn is probably going to have a critical negative effect over the long haul, and that associations ought to keep on placing significance on ability administration all through troublesome monetary periods. Appropriate spending plans of training and advancement cost ought to be made as it includes a tremendous money related expense and furthermore training ought to be founded on focused expected set of responsibilities.

 

  • Martinez (2009) commented that association ought to ensure that it is not squandering cash via training on work aptitudes that are not important to the representatives. Association ought to ensure that destinations that it provides for representatives are quantifiable and can be acquired. Association ought to ensure that administration is completely prepared on abilities that they will prepare to staff. Training the workers now and again on abilities is essential.

 

  • Mehta (2009) commented that hierarchical conditions have been changing the level of desires and yearnings of workers. These substances ought to be considered to create fitting HRM strategies and practices. Training ought to be engaged to show collaboration and streamlined generation systems. Organizations need to prepare laborers in building up the attitude and culture for quality. On the off chance that organizations are attempting to cut costs then training ought to be founded on critical thinking procedures. Organizations getting ready for globalization ought to embrace cross-culture training for chiefs. There is a need to incorporate HRM with HRD, IR and association development.

 

  • Opare et al (2009) commented that an expansive number of associations bring about impressive use on administration training and these expenses can be supported just if the learning and ability gained in the preparation program is exchanged back to the work environment. The review reasoned that learners who enter training with more elevated amounts of inspiration have more elevated amounts of exchange of training. Furthermore, students who have positive view of the preparation program really exchange new abilities learnt to their occupation. Thirdly, nature of training project does not connect with exchange of training system. Fourthly, director support is essentially connected with the exchange of training.

 

  • Shahu and Agashe (2009) found that larger part of representatives incline toward workshop method contrasted with others as it is more agreeable for them to get it. The vast majority of the workers are certain that preparation projects are tweaked to meet the prerequisites. All workers aside from not very many trust that preparation clears route for getting advancements and money benefits. Greater part of workers incline toward training for refreshing with most recent innovation and upgrading their aptitudes for further change. The review recommended the act of broadly educating to ad lib interdepartmental relations.

 

  • Verma (2009) found that preparation program is the most capable movement for representative strengthening as it enhances general viability of the association and makes proficient relations among people and gatherings inside the association. It was found that methodologies of training ought to be adjusted by the requirements of the evaluator. Achievement of training project depends on the suitable utilization of key elements, for example, instructional pamphlets, physical condition, mentors’ ability set and so on checking the preparation program ought to be done at regular interims to keep up its center capabilities and quick move ought to be made where the change is required.

 

  • Adhikari (2008) inferred that quality change programs make instructors more fit for leading courses particularly in their field because of presentation of contacts in various areas and widening of standpoint. Training necessities to contribution and presentation to a cutting edge culture. Quality changes programs likewise help in evaluate zones of shortcoming. Commented that low efficiency, disappointment, low resolve, non-appearance and other negative conduct can be handled by ability administration. Organizations have been turning more towards ability administration answers for bolster new practices, for example, better correspondence of objectives and execution desires at all levels of the association, and profession and progression arranging which urges ability to search for development openings in house rather than different associations.

 

According to Andreas Gegenfurtner in 2000:

Motivation to exchange is fundamental for the exchange of training. Without inspiration, recently obtained learning and abilities won’t be connected at work. The reason for this integrative writing audit is to abridge, scrutinize, and blend past exchange inspiration inquire about and to offer bearings for future examinations. Initial, seven commitments of past research are displayed trying to comprehend forerunners, relates, and outcomes of inspiration to exchange. Second, an option view that supplements and develops current methodologies is examined, and its suggestions for future reviews researching representatives’ inspiration for training application at work are plot.

 

According to Daniel J. Kealey, David R. Protheroe in 1999:

 Numerous reviews have tended to the subject of whether culturally diverse training has any kind of effect to the abroad adjustment and work execution of ostracize staff. While this writing contains numerous bits of knowledge, most reviews have methodological shortcomings which make it difficult to take as authoritative the general accord of the writing that such training is compelling. This article endeavors four assignments. To start with, it expects to disaggregate the idea of intercultural training to such an extent that announcements made about the viability of training relate as absolutely as conceivable to particular sorts of training, a purpose which is regularly missing in the writing. Second, a few criteria for solid observational research on the adequacy of diverse training are ordered. Third, the quality and shortcomings of the real reviews to date on the issue are explored. Lastly, a layout of the essentials for a more conclusive exact review, which would endeavor to gauge the effect of entomb social training on abroad execution, is presented.

 

Dwivedi, P. and Pooja Purang (2007analyzed the preparation needs distinguishing proof and assessment handle by building up a contextual analyses on the preparation needs recognizable pieces of proof and assessment system in 6 diverse Indian Organizations and them contrasting it and the accessible models proposed by the different scientists in Western and Indian Context. The review likewise proposed to basically assess the different reviews done and models created in both Western and Indian setting to arrive and proposed an exhaustive model of training needs recognizable proof and assessment.

 

According to Willis D. Copeland in 2000:The present review investigated conceivable connections between the mediation practices of participating EMPLOYEES and the association display by representatives of abilities’ procured in microteaching training. Sixty-one showing accreditation applicants occupied with understudy educating were arbitrarily allocated to positive and negative levels of three factors including microteaching training, training in supervision got by subjects’ participating staff, and propensity of subjects’ coordinating personnel to display the objective instructing aptitude. The information, made out of recurrence numbers of subjects’ display of the objective ability in the classroom as recorded eight to twelve weeks taking after training, were broke down utilizing three-way ANOVA. Huge cooperation impacts were watched. Results are examined as far as suggestions for alteration of workforce training programs.

CHAPTER – 3

SAMPLING, DATA COLLECTION AND TOOLS OF ANALYSIS

 Methodology                                 :           Primary

 EXPLANATION OF THE METHOD:

RESEARCH DESIGN:-  The research design was used in this study is both ‘Descriptive’ and ‘exploratory’.

Primary data was collected through

  • Questionnaires
  • Personal observations

Secondary data was collected through

  • Internet
  • Newspapers
  • Magazines
  • Company’s manual

 

SAMPLE SIZE

Sample size was decided under three decisions:

  • Sample Size unit – New hire employees in HR, Finance or Marketing Department, HCL Technologies
  • Sample Size No. –  50
  • Sample size method – Likert scale , Rating Method
  • Sampling Technique – convenience sampling (Non- Probability)

STASTICAL TOOLS:

MS-EXCEL was used to prepare pie- charts and graphs and MS-WORD was used to prepare or write the whole project report.

 

Data Analysis & Interpretation – Classification & tabulation transforms the raw data collected through questionnaire in to useful information by organizing and compiling the bits of data contained in each questionnaire:

  • Calculating the percentage of the responses.
  • Formula used = (no. of responses / total responses) * 100

 SAMPLE SIZE: 50

 

 METHOD USE TO CLASSIFY DATA:

PRIMARY DATA: Most of the information was gathered through primary sources’. The methods that were used to collect primary data are: Questionnaire and online interviews

SECONDARY DATA: The secondary data was collected through internet and BOOKS

 METHOD USE TO PRESENT DATA

 Data collection was done through questionnaire. The MS-EXCEL and MS-WORD software was used to analyze the data. Different types of graphs & Charts was used to interpretation the findings diagrammatically. They are:

 

  • Pie Charts
  • Bar Graphs
  • Likert scale:

 COMPANY NAME:  “HCL TECHNOLOGIES”

LIKERT SCALE:

The Likert Scale is the most commonly used scale in quantitative research.

  • It is designed to determine the opinion or attitude of a subject.
  • It contains a number of statements with a scale after each statement.

The original version of the scale included 5 response categories, and each response category was assigned a value. Usually, the most negative response is given a numerical value of 1, whilst the most positive response has a numerical value of 5. Response choices in a Likert Scale usually address:

  •  Agreement
  •  Evaluation
  •  Frequency

Example of a Likert Scale:

 Statement:

This method of teaching you about quantitative research methodology is useful.

Likert Scale:

  •  Strongly Agree           5
  •  Agree                        4
  •  Uncertain                   3
  •  Disagree                    2
  •  Strongly Disagree       1

However, do take note that the use of the ‘uncertain’ or a ‘neutral’ category is controversial because it allows the subject to avoid making a clear choice of positive or negative statements. Consequently, sometimes only four or six options are given, and when this happens, it is known as a forced choice Likert Scale.

 

Examine the differences between univariate and bivariate data tool:

 

Univariate Bivariate
  • involving a single variable
  • involving two variables
  • does not deal with causes or relationships
  • deals with causes or relationships
  • the major purpose of univariate analysis is to describe
  • the major purpose of bivariate analysis is to explain
  • central tendency – mean, mode, median
  • dispersion – range, variance, max, min, quartiles, standard deviation.
  • frequency distributions
  • bar graph, histogram, pie chart, line
    graph, box-and-whisker plot
  • analysis of two variables simultaneously
  • correlations
  • comparisons, relationships, causes,
    explanations
  • tables where one variable is contingent on the values of the other variable.
  • independent and dependent variables
Sample question:  How many of the students in the freshman class are female?

 

Sample question:  Is there a relationship between the number of females in Computer Programming and their scores in Mathematics?

 

 

Multivariate statistical tool:

 Research that involves three or more variables, or that is concerned with underlying dimensions among multiple variables, will involve multivariate statistical analysis. Multivariate statistics is a form of statistics encompassing the simultaneous observation and analysis of more than one outcome variable. The application of multivariate statistics is multivariate analysis. Multivariate statistics concerns understanding the different aims and background of each of the different forms of multivariate analysis, and how they relate to each other. The practical implementation of multivariate statistics to a particular problem may involve several types of Univariate and multivariate analysis in order to understand the relationships between variables and their relevance to the actual problem being studied. 

CHAPTER – 4

RESULT AND DISCUSSION

  • Age?

TABLE -1.1

 

Criteria Frequency Percentage
20-30 9 18%
             31-40

 

14 28%
             41-50 12 24%
51-Above 15 30%

 

ANALYSIS & INTERPRETATION:

 

As per shown in the above graph, 18% of respondent age was 20-30, 28% respondents age was 31-40, 24% respondents age was 41-50 and other 30% respondents age was 51 and Above.

 

1.2. Gender?

 

 TABLE -1.2

 

Criteria Frequency Percentage
Male 37 74%
Female 13 26%

 

 

ANALYSIS & INTERPRETATION

In above graph 74% respondents were Male, 26% respondents were Female.

Q2. How long have you been working for this company?

 

TABLE -2

 

Criteria Frequency Percentage
Less than 1 years 8 16%
1-3 years 6 12%
3-5 years 12 24%
5 years 8 16%
Above 5 years 16 32%

 

 

ANALYSIS AND INTERPRETATION:

 

32% sample of respondent has been working above 5 years for HCL technologies Company, 24% respondents are working 3-5 years, 16% working for 5 years or less than 1 years and 12% respondent has been working 1-3 years for this company.

 

Q3. Have you undergone any training during last two years?

TABLE -3

 

Criteria Frequency Percentage
Yes 44 88%
No 4 8%
Can’t say 2 4%

 

ANALYSIS AND INTERPRETATION:

88% of respondents said yes they have under gone training during last two year, and only 8% of respondents said they don’t have undergone training during last two year.

Q4. Training needs identified are realistic, useful and based on the business strategy of the organization?

 

TABLE -4

 

Criteria Frequency Percentage
Strongly agree 12 24%
Agree 20 40%
Neutral 9 18%
Disagree 5 10%
Strongly disagree 4 8%

 

 

ANALYSIS AND INTERPRETATION:

As per above pie graph 24% respondents strongly agree that Training needs identified are realistic, useful and based on the business strategy of the organization, 40% respondents agree that Training needs identified are realistic, useful and based on the business strategy of the organization, 18% respondents neutral with that, 10% respondents disagree with above statement, 8% respondents strongly disagree that Training needs identified are realistic, useful and based on the business strategy of the organization.

Q5. Do you agree that all new employees are satisfied with existing Training and Development  process being used in the organization?

 

TABLE – 5

 

Criteria Frequency Percentage
Strongly agree 12 24%
Agree 20 40%
Neutral 9 18%
Disagree 5 10%
Strongly disagree 4 8%

 

ANALYSIS AND INTERPRETATION:

 

As per shown in above pie graph 24% respondents strongly agree that all new employees are satisfied with existing Training and Development process being used in the organization, 40% respondents agree with that, 18% respondents neutral that all new employees are satisfied with existing Training and Development process being used in the organization, 10% respondents disagree with above statement and 8% respondents strongly disagree that all new employees are satisfied with existing Training and Development process being used in the organization.

Q6. Training needs are identified through formal appraisal system for employees at HCL Technologies.

TABLE – 6

 

Criteria Frequency Percentage
Strongly agree 25 50%
Agree 10 20%
Neutral 8 16%
Disagree 6 12%
Strongly disagree 1 2%

 

 

ANALYSIS AND INTERPRETATION:

 

In above graph 50% people strongly agree with Training needs are identified through formal appraisal system for existing employees, 20% people agree with Training needs are identified through formal appraisal system for existing employees, 16% people neutral with that, 12% people disagree with Training needs are identified through formal appraisal system for existing employees, 2% people strongly disagree with above statement.

Q7. Organization conducts extensive training program in all aspects?

TABLE – 7

 

 

Criteria Frequency Percentage
Strongly agree 13 26%
Agree 15 30%
Neutral 11 22%
Disagree 5 10%
Strongly disagree 6 12%

 

ANALYSIS AND INTERPRETATION:

 

26% respondents strongly agree with Organization conducts extensive training program in all aspects, 30% respondents agree with Organization conducts extensive training program in all aspects, 22% respondents neutral with Organization conducts extensive training program in all aspects, 10% respondents disagree with above statement while left 12% respondents strongly disagree with Organization conducts extensive training program in all aspects.

 

Q8. Training is used as a tool for new hire employee’s placement.

TABLE – 8

 

Criteria Frequency Percentage
Strongly agree 10 20%
Agree 19 38%
Neutral 13 26%
Disagree 5 10%
Strongly disagree 3 6%

 

ANALYSIS AND INTERPRETATION:

 In above graph 20% people strongly agree that Training is used as a tool for new hire employee’s  placement, 38% people agree that Training is used as a tool for new hire employee placement, 26% people neutral with above statement, 10% people disagree, 6% people strongly disagree with Training is used as a tool for existing new hire employee’s  placement.

 

 

Q9. What is your impression about the training given to you?

TABLE – 9

Criteria Frequency Percentage
Excellent 15 30%
Very good 5 10%
Good 15 30%
Satisfactory 5 10%
Poor 10 20%

 

ANALYSIS AND INTERPRETATION:

 

30% respondents said excellent impression about the training given to you, 10% respondents said very good impression about the training given to you, 30% respondents said only good impression, 10% respondents said satisfactory with that, 20% respondents said poor impression about the training given to you.

  1. Where the training is given by your organization?

 

TABLE – 10

 

Criteria Frequency Percentage
In the organization itself 18 36%
Outside the organization 15 30%
Under specialized person or place 17 34%

 

ANALYSIS AND INTERPRETATION:

36% respondents said the training is given by our organization itself, 30% respondents said the training is given by our organization by outside left 34% respondents said training is given by our organization by under specialized person or place.

 

Q11. Which method of training is used?

 

TABLE – 11

 

Criteria Frequency Percentage
Induction training 10 20%
On the job training 9 18%
Off the job training 8 16%
Apprenticeship training 11 22%
Refresher 7 14%
Vestibule 5 10%

 

ANALYSIS AND INTERPRETATION:

 

It is evident from the above table that 22% sample of respondents think that Apprenticeship training method is used of training, 20% agree with Induction Training Method, 18% agree with on the job training method, 16% feel off the job training and other 14% agree with Refresher training method

Q12. Which Techniques of training is used by the Organization:

TABLE – 12

Criteria Frequency Percentage
Skill games 9 18%
Communication games 12 24%
Strategic planners 8 16%
Team-building games 11 22%
Shifting physical positions 4 8%
Multiple role playing 6 12%

 

ANALYSIS AND INTERPRETATION:

 

18% respondents said the technique of training is used skill games, 24% respondents said communication games of technique of training is used skill games, 16% respondents said technique of training is used strategic planners, 22% respondents said the technique of training is used team building games, 8% respondents said the technique of training is used shifting physical positions and 12% respondents said technique of training is used multiple role playing.

Q13. In your company, not enough is being done to satisfy the training needs of the new hire employees.

 

TABLE – 13

 

Criteria Frequency Percentage
Highly agree 9 18%
Agree 15 30%
Neutral 8 16%
Highly disagree 14 28%
Do not know 4 8%

 

ANALYSIS AND INTERPRETATION:

 

As per shown in above graph 18% of the respondents highly agree company, not enough is being done to satisfy the training needs of the new hire employees, 30% respondents agree that company, not enough is being done to satisfy the training needs of the new hire employees, 16% of the respondents neutral that company, not enough is being done to satisfy the training needs of the new hire employees, 28% respondents highly disagree with that and 8% respondents do not know about this.

  1. Do you wish to develop knowledge and skills in the area of assistive technology knowledge through good quality of training?

 

TABLE – 14

 

Criteria Frequency Percentage
Most of the time 10 20%
Often 14 28%
Sometime 8 16%
Rarely 14 28%
Almost never 4 8%

 

ANALYSIS AND INTERPRETATION:

 

20% respondents wish most of the time that knowledge and skills in the area of assistive technology knowledge through good quality of training, 28% respondents wish often knowledge and skills in the area of assistive technology knowledge through good quality of training, 16% respondents wish sometimes that knowledge and skills in the area of assistive technology knowledge through good quality of training, 28% respondents wish rarely and left 8% respondents almost never wish.

  1. Do you think that training needs for leadership and management professions in any organization?

 

TABLE – 15

 


Criteria
Frequency Percentage
Most of the time 18 36%
Often 16 32%
Sometime 8 16%
Rarely 5 10%
Almost never 3 6%

 

 

ANALYSIS AND INTERPRETATION:

 

As per above pie graph 36% respondents think most of the time that training needs for leadership and management professions in any organization, 32% respondents think often that training needs for leadership and management professions in any organization, 16% respondents think sometimes that training needs for leadership and management professions in any organization, 10% respondents think rarely that training needs for leadership and management professions in any organization and 6% respondents almost never think about this.

  1. Does your company have an overall policy with respect to the training of its new hire employees?

TABLE – 16

 

Criteria Frequency Percentage
Most of the time 14 28%
Often 22 44%
Sometime 4 8%
Rarely 8 16%
Almost never 2 4%

 

ANALYSIS AND INTERPRETATION:

 

In above pie graph 28% respondents said most of the time that company has an overall policy with respect to the training of its newly recruited employees, 44% respondents said often company has an overall policy with respect to the training of its newly recruited employees, 8% respondents said sometimes that company has an overall policy with respect to the training of its newly recruited employees, 16% respondents said rarely left other 4% respondents almost never think about this.

  1. How do you rate training program overall in last one year?

TABLE – 17

 

Criteria Frequency Percentage
Good 25 50%
Fair 10 20%
Poor 15 30%

 

ANALYSIS AND INTERPRETATION:

 

As per shown in above graph 50% respondents give good rate training program overall in last one year, 20% respondents give fair rate training program overall in last one year and left 30% respondents give poor rate training program overall in last one year.

  1. Do you feel that the training programmes helps to identify the strength and weakness of the various department employees?

 TABLE – 18

 

Criteria Frequency Percentage
Highly agree 12 24%
Agree 18 36%
Neutral 8 16%
Highly disagree 9 18%
Disagree 3 6%

 

ANALYSIS AND INTERPRETATION:

 

24% respondents highly agree that the training helps to identify the strength and weakness of the newly recruited employees, 36% respondents agree that that the training helps to identify the strength and weakness of the newly recruited employees, 16% respondents neutral with that, 18% respondents highly disagree with above statement and 6% respondents disagree that the training helps to identify the strength and weakness of the newly recruited employees.

  1. “The training program is helpful in reducing grievance among the employees” Do you agree above statement?

 

TABLE – 19

Criteria Frequency Percentage
Highly agree 12 24%
Agree 25 50%
Neutral 7 14%
Highly disagree 5 10%
Disagree 1 2%

 

 

ANALYSIS AND INTERPRETATION:

 

As per above pie graph 24% respondents highly agree with above statement, 50% respondents agree that training program is helpful in reducing grievance among the newly recruited employees, 14% respondents neutral with that, 10% respondents highly disagree that training program is helpful in reducing grievance among the newly recruited employees and 2% respondents disagree with that.

 

  1. Do you agree that your company focus on training and development as an implementation of strategic planning?

 

TABLE – 20

Criteria Frequency Percentage
Highly agree 14 28%
Agree 16 32%
Neutral 8 16%
Highly disagree 10 20%
Disagree 2 4%

 

ANALYSIS AND INTERPRETATION:

In above pie graph 28% respondents highly agree that your company focus on training and development as an implementation of strategic planning, 32% respondents agree with above statement, 16% respondents neutral with that, 20% respondents highly disagree that your company focus on training and development as an implementation of strategic planning and left 4% respondents disagree with above statement.

 

  1. Did the training meet its stated objectives?

 

Criteria Frequency Percentage
Substantially 17 34%
Considerably 15 30%
Fairly 9 18%
Very less 5 10%
Not at all 4 8%

 

ANALYSIS AND INTERPRETATION:

In above pie graph 34% respondents said that the training meet its stated objectives is substantially, 18% of the respondents said that fairly and 8% of the respondents said that not at all for the above statement.

 

  1. Was the training interesting & informative?

 

CRITERIA FREQUENCY PERCENTAGE
 Substantially 12 24%
Considerably 16 32%
Fairly 6 12%
Very less 10 20%
Not at all 6 12%

 

 

ANALYSIS AND INTERPRETATION:

In above pie graph 24% respondents said that the training was interesting and informative is substantially, 12% of the respondents said that fairly and 12% of the respondents said that not at all for the above statement

 

  1. Does the training and development program contain inputs that enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future.
CRITERIA FREQUENCY PERCENTAGE
Highly Agree 14 28%
Agree 6 12%
Neutral 10 20%
Disagree 15 30%
Highly Disagree 5 10%

 

ANALYSIS AND INTERPRETATION:

As per given in the above pie chart 28% of the respondents highly agree with the training and development program contain inputs that enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future. 12%of the respondents agree with the same and 30%of the respondents disagree with the above statement.

 

  1. What are your training goals for this session?
CRITERIA FREQUENCY PERCENTAGE
New Skills 30 60%
New techniques for old skills 10 20%
Better workplace behaviour 4 8%
A safe workplace 6 12%

 

ANALYSIS AND INTERPRETATION:

As per given in the above pie chart 60% of the respondents said training goal for this session is new skills and 8% of the respondents said better workplace behavior, 12% of the respondents said a safe workplace.

  1. Who is being trainined?
CRITERIA FREQUENCY PERCENTAGE
New Employees 30 60%
Seasoned Employees 10 20%
Upper management 10 20%

 

ANALYSIS AND INTERPRETATION:

As per given in the above pie chart 60% of the respondents said new employees is being trainined, 20% of the respondents said seasonal employees and 205 of the respondents said upper management.

 

CHAPTER – 5

FINDINGS OF THE STUDY

  1. 18% of respondent age was 20-30, 28% respondents age was 31-40, 24% respondents age was 41-50 and other 30% respondents age was 51 and Above. In above graph 74% respondents were Male, 26% respondents were Female.
  2. 32% sample of respondent has been working above 5 years for HCL technologies Company, 24% respondents are working 3-5 years, 16% working for 5 years or less than 1 years and 12% respondent has been working 1-3 years for this company.
  3. Most of respondents said yes they have under gone training during last two year.
  4. 24% respondents strongly agree that Training needs identified are realistic, useful and based on the business strategy of the organization, 40% respondents agree that Training needs identified are realistic, useful and based on the business strategy of the organization.
  5. 24% respondents strongly agree that all new employees are satisfied with existing Training and Development process being used in the organization, 40% respondents agrees with that, 18% respondents neutral that all new employees are satisfied with existing Training and Development process being used in the organization.
  6. 50% people strongly agree with Training needs are identified through formal appraisal system for existing employees, 20% people agree with Training needs are identified through formal appraisal system for existing employees, 16% people neutral with that.
  7. 26% respondents strongly agree with Organization conducts extensive training program in all aspects, 30% respondents agree with Organization conducts extensive training program in all aspects, 22% respondents neutral with Organization conducts extensive training program in all aspects.
  8. 20% people strongly agree that Training is used as a tool for new hire employee’s placement, 38% people agree that Training is used as a tool for new hire employee placement, 26% people neutral with above statement.
  9. 30% respondents said excellent impression about the training given to you, 10% respondents said very good impression about the training given to you, 30% respondents said only good impression.
  10. 36% respondents said the training is given by our organization itself, 30% respondents said the training is given by our organization by outside left 34% respondents said training is given by our organization by under specialized person or place.
  11. 22% samples of respondents think that Apprenticeship training method is used of training, 20% agree with Induction Training Method, 18% agree with on the job training method.
  12. 18% respondents said the technique of training is used skill games, 24% respondents said communication games of technique of training is used skill games, 16% respondents said technique of training is used strategic planners, 22% respondents said the technique of training is used team building games.
  13. 18% of the respondents highly agree company, not enough is being done to satisfy the training needs of the new hire employees, 30% respondents agree that company, not enough is being done to satisfy the training needs of the new hire employees, 16% of the respondents neutral that company, not enough is being done to satisfy the training needs of the new hire employees.
  14. 20% respondents wish most of the time that knowledge and skills in the area of assistive technology knowledge through good quality of training, 28% respondents wish often knowledge and skills in the area of assistive technology knowledge through good quality of training.
  15. 36% respondents think most of the time that training needs for leadership and management professions in any organization, 32% respondents think often that training needs for leadership and management professions in any organization, 16% respondents think sometimes that training needs for leadership and management professions in any organization.
  16. 28% respondents said most of the time that company has an overall policy with respect to the training of its newly recruited employees, 44% respondents said often company has an overall policy with respect to the training of its newly recruited employees,.
  17. 50% respondents give good rate training program overall in last one year, 20% respondents give fair rate training program overall in last one year.
  18. Most of respondents give good rate training program overall in last one year, 20% respondents give fair rate training program overall in last one year.
  19. 24% respondents highly agree with above statement, 50% respondents agree that training program is helpful in reducing grievance among the newly recruited employees, 14% respondents neutral with that.
  20. 28% respondents highly agree that your company focus on training and development as an implementation of strategic planning, 32% respondents agree with above statement, 16% respondents neutral with that, 20% respondents highly disagree that your company focus on training and development as an implementation of strategic planning.
  21. 34% respondents said that the training meet its stated objectives is substantially, 18% of the respondents said that fairly and 8% of the respondents said that not at all for the above statement.
  22. 24% respondents said that the training was interesting and informative is substantially, 12% of the respondents said that fairly and 12% of the respondents said that not at all for the above statement.
  23. 28% of the respondents highly agree with the training and development program contain inputs that enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future.
  24. 60% of the respondents said training goal for this session is new skills and 8% of the respondents said better workplace behavior, 12% of the respondents said a safe workplace.
  25. 60% of the respondents said new employees is being trainined, 20% of the respondents said seasonal employees and 205 of the respondents said upper management.

 

CHAPTER – 6 

CONCLUSION AND RECOMMENDAITON

The following conclusions are drawn from the above findings.

Short team training to the employees is very use full in HCL Technologies Company. It will help the employees for the up gradation of their knowledge levels & also for the carrier up gradation. Apprentice ship timing & the Induction timing is used as most popular method of imparting training to the employees company. Other methods which are used are on the job training, off the job training and refresher modules.

HCL Technologies Company in most of the cases the training is given to the fresher only. Secondly training is given to the employees with due promotion. It is evident from the study that 48% respondent agree that training is use full to them.

The study reveals that majority of the respondents on most of the factors detailed in the questionnaire have responded positively by ranking strongly agree and agree too many of the statements and variables. Hence, it is opined that the overall climate on training are very important factor in company. Adequate importance is given to both the aspects of the training i.e. functional and developmental. However, more training on multi-skilling, on the job, computer based training are essential on functional aspect, because of rapid change in technology and the work culture. The impact of training as a key input for developing the employees ultimately leading to organization excellence is duly conceived and all efforts are made to measure the effectiveness.

RECOMMENDATIONS:

To the Training Department:

  • There ought to be more concentrate by the training department on TNA.
  • Effective method for arranging a preparation program to a great extent relies on upon the viability of the preparation division. Consequently, the preparation division must take satisfactory care on training.
  • The training division must encourage 360 degree approach by arranging a part of tutor among students mentor beat administration.
  • Return on investment (ROI) i.e. consumption on training must be encased by the association through noticeable advantages.
  • Training ought to be offered by the occupation profile of the representatives i.e. chiefs ought to be made to go to a greater amount of group situated workshops since they are required to work in groups. While an officer level representative needs to upgrade his PC abilities. Henceforth training programs must be outlined in like manner.
  • Rather than simply contributing cash on different training programs, HCL Technologies ought to likewise focus on customary training assessment.
  • Training modules for the distinctive divisions might be adjusted so that individual worker can comprehend the relative subjects effectively.
  • In outlining training module for control of wastage for representatives of various divisions, more consideration ought to be paid to build up connection between their distinctive working propensities and broken dispositions with the content of wastage control.
  • The training programs primarily take after address and showing techniques. In view of the discoveries, it can be recommended that amid training, mentor can utilize multi-media methods of introduction widely so that the visual impact can give particular rules to comprehend distinctive missteps and also how to right them.
  • Some Information Education and Communication (IEC) methods of fortifying messages can be organized in the workshops being led.

 To the Employees:

  • Employees ought to consider training more important for the individual development and additionally hierarchical development.
  • Employees ought to feel that preparation is the main path in which they can hone their insight and secure more information by methods for learning.
  • Every worker ought to feel that preparation is costly with respect to administration. All the while they invest their time, vitality. Subsequently they should enhance their practical capacities.
  • Employees should be counseled to their bosses before going to the preparation program to characterize their questions.
  • Employee ought to create uplifting state of mind on training.
  • Trainers, with a specific end goal to create fearlessness in learners, can orchestrate a few methods of directing to the on edge laborers.
  • Also, at whatever point challenges emerge in such endeavors more re-training projects might be composed by HCL Technologies .
  • In considering the preparation affect on both mindfulness and organization execution, it can be suggested that these preparation projects ought to spread over all classes of workers in various bureaus of the organization.
  • Language is the real issue in understanding the preparation inputs. There are diverse etymological groups among the learners. Thus, multilingual review material will be helpful if given to the learners. A few learners additionally revealed that the photos and outlines in the review material are hard to get it.
  • Adequate training helps are key for the dispersal of training data sources. It is watched that there are few training helps in the classroom. In this way, plan of projector, LCD and so on ought to must be done before any preparation programmes.
  • Since a couple of workers felt that the preparation they have experienced over the most recent two years didn’t help them by any stretch of the imagination, a criticism session ought to be made obligatory after each instructional course, keeping in mind the end goal to find out whether the above thought behind the preparation programs have been expert or not.
  • Every so often the workers ought to be urged to recognize their own preparation needs which would improve representative confidence and furthermore move the weight from the better than the worker himself.
  • Suitable review material in clear frame might be produced and conveyed which can be comprehended by all, even without anyone else’s input perusing.
  • It is additionally prescribed that if the organization is intrigued to prepare every one of their representatives, then the organization ought to have very much outfitted classroom with all preparation helps like moderately greater white board, overhead projector, LCD projector and PC, film strips and so forth so that introduction of training sources of info will be all the more speaking to the learners.
  • Study additionally proposes that there could be sure challenges among workers to see how to adjust their mistakes.

 

  • Another plausibility could be imperviousness to change perhaps because of some touchy components. Likewise, they could have felt trouble to act naturally certain about revising their mix-up.
  • Group exchange strategy was additionally taken after while directing the preparation programs so that the learners can impart their thoughts to each other in light of the preparation inputs. Still 39% students announced that they felt trouble to share their thoughts.

 

CHAPTER – 7

LIMITATION OF THE STUDY

The report may be beneficial to company. But there are some limitations of the study:-

  1. The size of the research may not be substantial and it is limited to the particular area.
  2. There may be lack of time on the part of respondents.
  3.  There may be some bias information provide by company professionals.
  4. As only single cities are surveyed or covered. It does not represent the overall view of Indian Market.
  5. It is very much possible that some of the respondents may have given the incorrect information.

 

BIBLIOGRAPHY AND REFERENCES

 BOOKS

  • Bhatacharya D.K. (2009), “ Human Resource Development”, First Edition 2009, Published by Himalaya Publishing House.
  • Biswajeet Pattanayak (1998) , “Human Resource Management”, First Edition 1998, published by S.Chand & Company Ltd, pp 1-6.
  • Biswajeet Pattanayak(1997), “ Human Resource Training – Study on Training need assessment of Indian Industries”, First Edition 1998, Published by S. Chand & Company Ltd, pp 51-62.
  • Biswajeet Pattanayak (1997), “ Human Resource Training – Study on Training Evaluation of Indian Industries”, First Edition 1998, Published by S. Chand & Company Ltd, pp 99- 114.
  • Goldstein and Ford (2007), “ Training in Organization”, Fourth Edition 2007, published by Thomason Learning, pp34-83.
  • Goldstein & Ford (2007), “ Training in Organization”, Fourth Edition 2007, Thomson Learning, pp22-32
  • Ian Beardwell & Len Holden (1994), “ Human Resource Management”, first edition 1994, published by MacMillan India Ltd, pp342-344
  • Ishwar Dayal ( 1993), “ Designing HRD Systems”, First Edition, Concept Publishing company, pp 89-90.
  • Jack Phillip(2004), “ Handbook of Training Evaluation and measurement methods”, First edition 2004 , published by Jaico Publishing House.
  • John P. Wilson(1999), “ Human Resource Development”, second edition 2005, published by Kogan Page Limited.

JOURNAL

  • Srimannarayana, M. (2006) ,MILLER, Janice A. and Diana M. OSINSKI: “Training Trends in India”, I.J.T.D., Vol. XXXII, issue 2, April-June 2006, PP. 41-56.
  • “Training Needs Assessment”, JulY2002, http://www.ispi.org/pdf/suggestedReading/Miller_Osinski.pdf
  • Ruth Colvin Clark: Evidence-Based Training Methods
  • Sharm, Anuradha & Khandekar, Aradhana & Abemathy, d.(1999) Strategic Human Resource Management: An Indian Perspective:“thinking outside the evaluation box”, training and development, 53(2), 18-24.
  • Derek Torrington, Laura Hall, and Stephen Taylor (2004).Human Resource Management. Pearson Education. p. 363.
  • Dubey, V.K. : Management of Training Development and Motivation Skills.
  • Dwivedi, P. and Pooja Purang (2007) : “Training Needs Identification & Evaluation : Case Study of Indian Organization”, I.J.T.., Vol. XXXVII, issue 1, Jan-March (2007), PP. 5-21.
  • Lippert, R et. al (2001): “Using different evaluation looks to assess a regional internet in service training”, International Journal of Instructional Media”, 28(3), 237-249.
  • Lynton, Rolf P. and Pareek Udai (2000):“Training for Organizational Transformation, Part 1, Sage Publications, New Delhi.
  • Mirza, S. Saiyadain (1987): “Training Functions in India”, I.J.T.D., Vol. XVII, issue 2, March-April 1987, PP. 3-12.
  • MILLER, Janice A. and Diana M. OSINSKI, “Training Needs Assessment”, JulY2002, http://www.ispi.org/pdf/suggestedReading/Miller_Osinski.pdf
  • By Ruth Colvin Clar :Evidence-Based Training Methods
  • By Sharma, Anuradha & Khandekar, Aradhana: Strategic Human Resource Management: An Indian Perspective
  • Dugan Laird, Sharon S. Naquin: Approaches to Training and Development
  • Zenger, J., Folkman, J. and R. Sherwin.  (2005, January)   “The Promise of Phase

Training and Development.  30-34.

 

WEBSITES

  • https://www.google.co.in
  • https://en.wikipedia.org
  • https://www.hcltech.com/

APPENDIX

  1. ITN:-Identification of Training Needs
  2. SWOT: Strengths, Weaknesses, Opportunities, and Threats
  3. HR: Human Resource
  4. KSAs: Knowledge, Skills, and Attributes
  5. TNA: Training Need analysis
  6. T&D: Training & Development
  7. HCL Technologies: Hindustan Computer Limited
  8. IT: Information Technology
  9. BPO: Business Prepare Outsourcing
  10. HRM: Human Resource Management
  11. HRD: Human Resource Development
  12. IR: Industrial Relations
  13. TNA: Total Nonstop Action
  14. ROI: Return on investment
  15. IEC: Information Education and Communication
  16. LCD: Liquid Crystal Display

 

QUESTIONNAIRE

Dear respondent,

I am conducting a survey on “A STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES”. Kindly help me in my survey by filling this questionnaire.

NAME                                                       :

EDUCATIONAL QUALIFICATION       :

DESIGNATION                                        :

 CONTACT NO.                                          :
                        

Q1. Age:

  • 20 – 30
  • 31 – 40
  • 41 – 50
  • 51 And Above

Gender:

  • Male
  • Female
  1. How long have you been working for this company?
  • Less than 1 year
  • 1-3 years
  • 3-5 year’s
  • 5 years
  • Above 5 years

 

  1. Have you undergone any training during last two years?
  • Yes
  • No
  1. Training needs identified are realistic, useful and based on the business strategy of the organization?
  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  1. Do you agree that all new employees are satisfied with existing Training and Development process being used in the organization?
  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  1. Training needs are identified through formal appraisal system for employees at HCL Technologies.
  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  1. Organization conducts extensive training program in all aspects?
  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  1. Training is used as a tool for new hire employee’s placement.
  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  1. What is your impression about the training given to you?
  • Excellent
  • Very good
  • Good
  • Satisfactory
  • Poor
  1. Where the training is given by your organization?
  • In the organization itself
  • Outside the organization
  • Under specialized person or place
  1. Which method of training is used?
  • Induction training
  • On the job training
  • Off the job training
  • Apprenticeship training
  • Refresher
  • Vestibule 
  1. Which Techniques of training is used by the Organization:
  • Skill games
  • Communication games
  • Strategic planners
  • Team-building games
  • Shifting physical positions
  • Multiple role playing
  • Cross-cultural training
  1. In your company, not enough is being done to satisfy the training needs of the new hire employees.
  • Highly agree
  • Agree
  • Neutral
  • Highly disagree
  • Do not know
  1. Do you wish to develop knowledge and skills in the area of assistive technology knowledge through good quality of training?
  • Most of the time
  • Often
  • Sometime
  • Rarely
  • Almost never
  1. Do you think that training needs for leadership and management professions in any organization?
  • Most of the time
  • Often
  • Sometime
  • Rarely
  • Almost never
  1. Does your company have an overall policy with respect to the training of its new hire employees?
  • Most of the time
  • Often
  • Sometime
  • Rarely
  • Almost never
  1. How do you rate training program overall in last one year?
  • Good
  • Fair
  • Poor
  1. Do you feel that the training programmes helps to identify the strength and weakness of the various department employees?

 

  • Highly Agree
  • Agree
  • Neutral
  • Highly disagree
  • Disagree

 

  1. “The training program is helpful in reducing grievance among the employees” Do you agree above statement?

 

  • Highly Agree
  • Agree
  • Neutral
  • Highly disagree
  • Disagree

 

  1. Do you agree that your company focus on training and development as an implementation of strategic planning?
  • Highly Agree
  • Agree
  • Neutral
  • Highly disagree
  • Disagree

 

  1. Did the training meet its stated objectives?
  • Substantially
  • Considerably
  • Very less
  • Fairly
  • Not at all
  1. Was the training interesting & informative?
  • Substantially
  • Considerably
  • Fairly
  • Very less
  • Not at all

 

 

  1. Does the training and development program contain inputs that enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future.
  • Highly Agree
  • Agree
  • Neutral
  • Highly disagree
  • Disagree

 

  1. What are your training goals for this session?
  • New Skills
  • New techniques for old skills
  • Better workplace behavior
  • A safe workplace

 

  1. Who is being trainined?
  • New employees
  • Seasoned employees
  • Upper management