PROJECT REPORT ON

TRAINING AND DEVELOPMENT

By
SAURABH SHARMA
PG20112202

IILM Institute for Higher Education GURGAON

HCL INFOSYSTEMS- INTRODUCTIONVISIONA global corporation enriching lives and enabling business transformation for our customers, with leadership in chosen technologies and markets, be the first choice for employees and partners, with commitment to sustainability MISSIONWe enable business transformation and enrichment of lives by delivering sustainable world class technology Products, Solutions & Services in our chosen markets thereby creating superior shareholder value HCL Infosystems (HCL) is one of Indias leading global IT Services Company, providing software- led IT solutions, BPO and Remote Infrastructure Management services. Making a foray into the services domain in 1997-98, HCL Infosystems focuses on technology and R&D outsourcing, working with clients in areas at the core of their business. Partnerships and risksharing have been integral to companys growth. Relationships have been cemented with partners in diverse areas such as investment banking and telecom. Keeping pace with the industry trend, HCL has applied itself to gaining momentum in emerging business segments such as Infrastructure Management Services & BPO, optimizing its business portfolio. About 25% of revenues now coming from these high growth segments of tomorrow. Product Engineering and Technology services along with Applications & Enterprise Consulting services contribute equally to the revenues. HCL also has a rapidly diversifying geographic mix with Europe and Rest of the World yielding 25% and 15% revenue, respectively. North America revenues continue to dominate with a share of about 60%. The company leverages an extensive offshore infrastructure and its global network in 15 countries to deliver solutions across select verticals including Banking, Insurance, Retail & Consumer, Aerospace, Automotive, Semiconductors, Telecom and Life Sciences. For the twelve month period ended 30th June 2005, HCL Infosystems along with its subsidiaries had revenues of $ 764 million and employed 24,000 professionals. HCL Infosystems Limited (HCLI) has now become Indias one of the big technology integration company. The overarching theme for the companys swift progression into the software and services arena, in India and globally, is evolving. Signifying a state of constant growth, the

evolve theme is visible in the many ways that HCL Infosystems has undergone a metamorphosis into becoming a complete IT solutions company.

HCL INFOSYSTEMS hardware System Integration Networking Solution Managed ISP Services Homeland Security ICT Distribution

Global presence Delivery facilities

operation spanning 29 countries U.S.A, U.K, FINLAND, POLAND, BRAZIL, CHINA, SINGAPORE, INDIA

India presence Sales and distribution network

offices in 170 cities, 500 service centers 93000 outlets in over 11000 towns

HCL Infosystems has to its claim several technology pioneering initiativesSome of them are: - Country's first Desktop PC - Busybee in 1985 - Country's first branded home PC - Beanstalk in 1995 - Country's first Pentium 4 based PC at sub 40k price point - Country's first Media Center PC

CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF HCL-

CATEGORY I

All workmen, All Assistants (Accounts, Stores, Field), clerk, Typist, StenoTypist, Stenographer, Computer Operator.

CATEGORY II

Accountant, Store keeper, Supervisor up to the level of Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP Programmer up to officer, Admin./ personnel / HRD officer, Inspector.

CATEGORY III

Secretary, Executive Secretary, Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr. Manager, Works Superintendent.

CATEGORY IV

AGM, DGM, GM, SR. G.M.

CATEGORY V

VP & above.

PURPOSE OF THE STUDYThe main purpose of the study is to explore the methodology and types of training provided to the employees of HCL Infosystems. Also to figure out the various objectives of these training programs and the perception of employees on the effectiveness of these training and development programs. TRAINING AND ITS IMPORTANCEEmployee training means to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job. In todays scenario change is the order of the day and the only way to deal with it is to learn and grow.

Training is the continuous, systematic development among all levels of employees of that knowledge and those skills and attitudes which contribute to their welfare and that of the company.

ITS IMPORTANCE Growth of organization : Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to growth of organization. Trained employees would be valuable assets to an organization. Organizational efficiency, productivity, and progress to a greater extent depend on training. Flexibility : Training makes the employees versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Efficient utilization of resources : Accidents scrap and damage to machinery and equipment can be avoided or minimized through training. Training enables employees to make better usage of resources- men, materials and machinery which helps in reducing the cost and time wastage. Recruitment : Training serves as an effective source of recruitment. It is an investment in human resources with a promise.

There are three basic types of inputs; (i)Skills (ii)Attitude (iii)Knowledge. The primary purpose of training is to establishing a sound relationship is at its best when the workers attitude to the job is right, when the workers knowledge of the job is adequate, and he has developed the necessary skills. Training activities in an industrial organization are aimed at making desired modifications in skills, attitudes and knowledge of employee so that they perform their jobs most efficiently and effectively.

DEVELOPMENTManagement development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his

assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training program, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement.

BEST TIME TO IMPART TRAINING TO EMPLOYEE NEW RECRUITS TO THE COMPANY TRANSFEREES WITHIN THE COMPANY PROMOTIONS NEW PLANT OR EQUIPMENT NEW PROCEDURES NEW STANDARDS, RULES AND PRACTICES NEW RELATIONSHIP AND AUTHORITIES THE MAINTENANCE OF MANAGEMENT SKILLS &STANDARDS RETIREMENT AND REDUNDANCY

TRAINING NEED ANALYSISAn 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 require for effective performance and present level of performance.

METHODS OF TRAININGThe training methods can be classified into two types: a) On-the-job methods b) Off-the-job methods

ON-THE-JOB METHODS- the various on the job methods are On-the-job training Vestibule training Simulation Demonstration Job instruction training Coaching Job rotation

OFF-THE-JOB METHODS- Under this method, training will be given in company classroom, an outside place owned by the organization, an education institution, or association, which is not the part of the company. The following are the methods Lectures Case discussions Conferences Seminars Role playing Programmed instruction

TYPES OF TRAINING Orientation training: Induction or orientation training seeks to adjust newly appointed employees to the work environment. Every new employee needs to be made fully familiar with his job, his superiors and subordinates and with the rules and regulations of the organization. Induction training creates self-confidence in the employees. Job training: It refers to the training provided with a view to increase the knowledge and skills of an employee for performance on the job. Employees may be taught the correct methods of handling equipment and machines used in a job. Such training helps to reduce accidents, waste and inefficiency in the performance of the job. Safety training: Training provided to minimize accidents and damage to machinery is known as safety training. It involves instruction in the use of safety devices and in safety consciousness. Promotional training: It involves training of existing employees to enable them to perform higher-level jobs. Employees with potential are selected and they are given training before their promotion, so that they do not find it difficult to shoulder the higher responsibilities of the new positions to which they are promoted Refresher training- Refresher training is designed to revive and refresh the knowledge and to update the skills of the existing employees. Short-term refresher courses have become popular on account of rapid changes in technology and work methods. Refresher or re-training programs are conducted to avoid obsolescence of knowledge and skills.

TRAINING EVALUATION-

The various methods of training evaluation are: Observation Questionnaire Interview Self diaries Self recording of specific incidents

TRAINING PROGRAMS AT HCL INFOSYSTEMS AND THEIR OBJECTIVES INDUCTION TRAININGHCL organizes Induction Programs at 2 different stages of an employee's Work Life. HCL has a half day Induction on the first day of joining to enable the new employees to get an overview of HCL as a company, Structure and Lines of Business and to introduce them to other new joinees. HCL also organizes a 2 day offsite Induction program a couple of months into an employee's career with HCL. This acts as a more informative induction program for new joiners and also a refresher for existing staff. Performance management and developmentKey part of the Performance Management and Development process is the allocation of a Development Manager for each HCL employee. HCL offers a Performance management system that is focused on developing each employee to his or her potential, for the benefit of the individual, clients and HCL as a whole. Entry Level TrainingAt HCL, all Campus Hires undergo a foundation technical training which covers business aligned software engineering and programming concepts, followed by one of the many technical tracks. The training delivered is in accordance with the syllabus developed in consultation with business leaders and subject matter experts (SMEs). The Assessment Framework consists of tests administered right at various stages, a Final Test and a project. The Entry-level Training program for fresh graduates from the campuses consists of a Foundation module and six standard Technical Tracks (CC++, Java, Dot Net, Oracle, Networking, and Testing). At the end of the classroom-training program, the fresh graduates work on a project. The project is a training module designed for entry-level

trainees to apply the technology learnings they have acquired during the trainer -led classroom-training program. MANAGEMENT WORKSHOPSKey Account Management Workshops (KAM) are conducted at regular intervals involving sales & marketing teams. The KAM training explores new approaches in developing and leading accounts and in customer sensitivity. ASSESSMENT CENTERSAssessment Centers have been designed to ensure high professional skill levels and to inculcate the desired behavior of employees. The assessment centers are carried out at all levels and functions within the organization. This also greatly helps us to align the employees development objectives to the organization. BUDDYINGThe HCL 'Buddy' System is designed to help new employees to have as smooth a transition into HCL as possible by providing hands-on practical and emotional support during their first 3 months on a project It helps to provide the employees with a sense of belonging, make them comfortable with their Work Life and aims to encourage team work and loyalty. EDGEEmployee Development Growth And Empowerment. EDGE is a program aimed towards making HCL a "Learning Organization", an organization where growth is measured not just by profits but also as the synergetic growth of each one of its employees. The basis of nominating employees in HCL Infosystems is mainly on the basis of recommendation of superiors. Whenever the superiors feel the need that an employee needs a particular type of training they nominate that individual. Also the employees can themselves ask for any particular type of training they require individually or for their respective group which can benefit them and in turn benefit the organization as well in achieving its objectives.

TRAINING EVALUATION AT HCLThe process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. PRE-TRAINING EVALUATION The learners skills and knowledge are assessed before the training program.

 Objective of the training is defined. Students are arranged in a batch of 20- 25 and in some sequence. Letting the trainees know about the performance standards. EVALUATION DURING TRAINING It is the phase at which instruction is started. Training manager comes frequently to see the development in the candidates. This phase usually consist of short tests at regular intervals. POST-TRAINING EVALUATION Candidates are made to fill the feedback forms at the completion of the training. Feedback is important to judge trainers effectiveness and to improve trainers performance on training delivery. It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. Various techniques used in this phase are-Observation -Questionnaire -Interview -Self diaries -Self recording of specific incidents etc.

RESEARCH METHODOLOGY OF THE STUDYThe study is carried on in a proper planned and systematic manner. This methodology includes (i) (ii) (iii) (iv) Familiarization with the organization. Observation and collection of data. Analysis of data. Conclusion and suggestion based on analysis.

Objectives To examine the effectiveness of training in overall development of skills of workforce. To examine the impact of training on the employees. SAMPLING-

The study covers 40 employees from different departments/ sections of HCL as sample in order to elicit relevant facts. SOURCES OF DATA COLLECTIONThe primary as well as the secondary sources was used for collection of data. In primary source of data collection questionnaires were used and in secondary source of data collection relevant records, books, and magazines were used.

QUESTIONAIRE1) 2) How many training programs did you attend in a year? 0-3 4-6 7-9 10 OR MORE The number of training programs organized are sufficient? To be increased Sufficient To be decreased Cant say

3) On an average, how much time did it used to take for training and development program? One Month Two Months Three Months Four Months or more 4) Your organization considers training as a part of organizational strategy. Do you agree with this statement? Strongly agree Agree Disagree Cant say 5) To whom the training is given more in your organization? Senior staff (Higher level managers)

 6) 7) 8) 9)

Junior staff (Middle line managers) New staff Based on requirement The time duration given for a training period is? Sufficient To be extended To be shortened Manageable The objective of the training is made clear to all? Strongly agree Agree Disagree Strongly disagree The degree to which the training objectives are met during the training sessions? All the objectives are met Most objectives are met A few objectives are met None of the objectives are met Does the training program help in your career advancement? Strongly agree Agree Neutral Disagree

10) The training was effective in improving on- the- job efficiency? Strongly agree Agree Neutral Disagree 11) Enough practice is given during the training session? Do you agree with this statement? Strongly agree Agree

Disagree Strongly disagree

12) Usefulness of the training program? Strongly agree Agree Somewhat agree Disagree 13) Overall quality of trainer and the training program? Very good Good Average Below average SUGGESTIONS IF ANY?

FINDINGSThe major findings from the answers of the respondents are that the employees want more training programs and also want that the duration of training programs should be extended. Most of them say that the training and development programs give them confidence and help them to perform their job more efficiently. Some senior employees say that training and development programs have helped them in career advancement , although some say it has not helped them to a larger extent but are still willing to join some more programs. Also it can be concluded that the training in HCL is given mainly on the basis of requirement. Supervisors recommend if training is required for a particular individual and also the type of training required. Few things they suggested are that the practice sessions need to be increased so that they can bring into practice what all they have learned during the program. Many of the employees are also in favor of increasing the duration of training and the number of training programs. They also suggested that the programs can be made more exciting and interactive. Overall the employees at HCL Infosystems are satisfied with the training and development programs the company has provided and are also happy with the quality of trainer and the

programs. The employees feel that the training programs are adequately designed to cater to their developmental needs.

SUGGESTIONS More training programs can be added every year. Duration of the programs can be increased. Practice sessions can be arranged for employees. Sessions can be made more interactive and exciting so that uninterested candidates can also attend these programs and can contribute and learn. Objective of these programs can be made more clear to employees. Feedback forms should be given to candidates so that they can give their feedback and suggest if any improvements required.