Professional Documents
Culture Documents
DEVELOPMENT
Submitted by:
Itulung Kauring (13218)
Sanjana (13262)
Ramandeep Singh (13233)
Rajat Garg (13228)
Project Report On
Training and
Development
[Human Resource Management]
Submitted for the partial completion of Bachelor in Management
Studies
Shaheed Sukhdev College of Business Studies
University of Delhi
Submitted by:
Itulung Kauring (13218)
Sanjana (13262)
Ramandeep Singh (13233)
Rajat Garg (13228)
Certificate
This is to certify that the project entitled Training and
Development, is submitted by Itulung Kauring(13218),
Sanjana(13262), Ramandeep Singh(13233), Rajat Garg(13228), of
Third Semester during the Three Years Undergraduate Programme
in Bachelor in Management Studies at Shaheed Sukhdev College
of Business Studies, University of Delhi, under the supervision of
Ms. Neha during the period of July 2014 to December 2014.
They have successfully completed the project within the
stipulated period of time.
Neha
(Project Guide)
Declaration
We hereby declare that the work presented in the project report
entitled Training and Development, submitted for the partial
fulfilment of Bachelor in Management Studies, is an authentic
record of our own, carried out under the guidance of Ms Neha,
SSCBS, DU.
Sanjana (13262)
Date:
Acknowledgement
First of all, we are very thankful to Shaheed Sukhdev College of
Business Studies, University of Delhi for giving us an opportunity
to work on this project.
Through this project we have acquired invaluable knowledge
about Training and Development in companies through an online
research study and various relevant books.
We express our sincere thanks to our project guide Ms. Neha, who
had given us a thorough knowledge of Human Resource
Management and guided us throughout the project.
Any flaws found in this project is deeply regretted
Table of Contents
Abstract........................................................................................ 1
Objective....................................................................................... 2
Research Methodology..................................................................3
Introduction................................................................................... 4
Training and Development............................................................6
Process of training and development..........................................6
Need for Training and Development............................................7
Training and Development Objectives.........................................8
Importance of Training and Development...................................9
Types of Training.........................................................................9
Methods of Training..................................................................11
Training and Development at Wipro............................................13
About Wipro.............................................................................. 13
Training and Development........................................................13
Training Program Aimed at new Wipro Recruits.........................14
Training Programs Aimed at Experienced Professionals
(Examples)...............................................................................14
Building a Skilled Resource Pool................................................15
Training and Development at Hindustan Computers Limited.......16
About the company..................................................................16
Overview of its training and development program..................17
Catalyst program......................................................................17
Catalyst enabling environment program...................................18
Awards and achievements in training and development program
................................................................................................. 19
In a Nutshell.............................................................................21
Training and Development at Tata Consultancy Services.............22
Abstract
Every organization needs to have well trained and experienced
peopled to perform the activities that have to be done. If current
and potential job occupants can meet this requirement, training is
not important. When this is not the case, it is necessary to raise
the skills levels and increase the versatility and adaptability of
employees. It is being increasingly common for individual to
change careers several times during their working lives. The
probability of any young person learning a job today and having
those skills go basically unchanged during the forty or so years if
his career is extremely unlikely, may be even impossible. In a
rapid changing society employee training is not only an activity
that is desirable but also an activity that an organization must
commit resourced to if it is to maintain a viable and
knowledgeable work force.
This entire project talks about the training and development in
theoretical. We have also studied the various training and
development methods used in three companies from the IT
sector. In this project we have studied how important training and
development is to a company and how training and development
is being carried out by various companies.
Objective
To examine the effectiveness of training in overall
development of skills of workforce.
To examine the impact of training on workers
To study the changes in behavioral pattern due to training
To have a theoretical knowledge about training and
development
Research Methodology
The research design of this study is descriptive in nature. This
study is based on secondary data which was obtained from
various sources online as mentioned in the bibliography of this
project report. With the help of secondary data we have studied
about the basic concept of training and development. We also
collect data about the training and development in three
companies from their respective websites and other online
forums.
Introduction
Human Resource Management is concerned with human beings,
who are energetic elements of management. The success of an
enterprise will depend upon the ability, strength and motivation of
persons working in it. Human Resource Management refers to
systematic approach to problems in any organization. Human
Resource Management is concerned with all aspects of managing
the human resources of an organization.
Human Resources are the most important assets of an
organization. Its objective is the maintenance of better human
relations in the organization by the development, application and
evaluation of policies, procedures and programs relating to
human resources to optimize the contribution towards the
realization of organizational objectives. It is concerned with
getting better results with the collaboration of people.
Employee training tries to improve skills or add to the existing
level of knowledge so that employee is better equipped to do his
present job, or to prepare him for a higher position with increased
responsibilities. However, organizational growth needs to be
measured along with individual growth.
Training refers to the teaching or learning activities done for the
primary purpose of helping members of an organization to acquire
and apply the knowledge, skills, abilities and attitude needed by
that organization to acquire and apply the same. Training is the
act of increasing the knowledge and skill of an employee for doing
a particular job.
Learning happens all the time whether or not we are fully aware
of it. Are you a person who forgets to save your work on your
computer on a regular basis? If a power failure occurs and you
lose some data, do you learn anything? If you say to yourself, I
must remember to save more often, you have done some
learning. This type of learning is called incidental learning. You
have learned without really thinking about it or meaning to. On
the other hand, intentional learning happens when we engage in
Organisational
Objectives and
Strategies
Assessment of Training
Needs
Establishment of
Training and
Development Goals
Devising Training
Development
Programme
Implementation of
Training and
Development
Programme
Evaluation of Results
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Types of Training
On the basis of purpose, several types of training programmes are
offered to
employees. The important types of training
programmes are as follows:
INDUCTION TRAINING
Induction is concerned with introducing a new employee to the
organization and its procedures, rules and regulations. When a
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Methods of Training
The various methods of training may be classified into the
following categories:
On-the-job training
Vestibule training
Off-the-job training
ON-THE-JOB TRAINING
On-the-job training is considered to be the most effective method
of training the operative personnel. Under this method, the
worker is given training at the work place by his immediate
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Reviews by
stakeholders
Conceptualize training
programme
Rollout Training
Content
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Catalyst program
Key Account Management Workshops (KAM) are conducted at
regular intervals involving sales & marketing teams. The KAM
training explores new approaches in developing and leading
accounts and in customer sensitivity.
Assessment Centers have been designed to ensure high
professional skill levels and to inculcate the desired behavior
of employees. The assessment centers are carried out at all
levels and functions within the organization. This also greatly
helps us to align the employees development objectives to
the organization.
An exhaustive training model to create global engineers
where the fresh out of college engineer or an experienced
sales executive follows a structured path going up the
certification levels. Computer Based Trainings (CBTs) are
easily accessible to all employees so that they can train
themselves at their own pace and convenience.
Instant reward scheme, which reward not just results but
also the effort, which goes behind it.
360 appraisals: HCL has successfully carried out 360
appraisals to help facilitate personal and organizational
growth.
Mapped Career path: At HCL, the belief that career is a path
and not a destination is the philosophy behind chalking out
the career path for each of our fellow employees. Be it a
lateral move, or vertical growth, all decisions are taken
keeping in mind the interest of the individual.
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In a Nutshell
In spite of being a technology company where communication
through intranet and Internet happens on a regular basis, we
encourage the "personal touch", the pat on the back, the note on
the table etc. Also keeping in line with the principle of early
empowerment for employees, each employee is encouraged to
enrich his role or way of functioning, by not blindly following set
norms but finding ways to improve them through innovation and
by taking initiative.
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marketplace.
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TCS Udaan
Project Udaan, is a joint and novel initiative by National Skill
Development Corporation (NSDC)
Government of India and Special Industry Initiative (SII) to help
Kashmiri youth join the mainstream of corporate India. TCS has
been associated with the program since its inception and aims to
train and create employment opportunities forat least 850 youth
from J&K, over a 5 year period. The training intervention provides
the youth with the requisite knowledge, skills and competencies
required in the corporate world over a period of 3.5 months. The
program covers the entire gamut of business skills like Business
English, Presentation Skills and builds competence in domain and
process areas while leveraging from innovative learning
methodologies like games and movies. In addition to this, the
curriculum also includes life skills and performing arts like dance,
music and drama to enhance and enrich the overall personality of
the participants.
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Conclusion
Through the theoretical study of training and development and
also the various methods and techniques or ways of training and
development adopted by the three companies we can conclude
the following points:
Training is considered as a positive step towards
augmentation of the knowledge base of employees.
The training programs should be properly designed to cater
to the developments of the employees.
The use of latest training methods with updated technology
should be adopted in order to enhance the effectiveness of
the training programs.
Both subjective as well as objective approach for the training
programs should be utilized for more effectiveness.
In-house training programs are observed to be more
beneficial to the organization as well as the employees since
it helps employees to attend their official work while
undergoing the training.
Part time training programs in the office premises for short
durations, spanning over a few days are also recommended
in order to avoid any interruption in the routine work.
Through this project I have learnt the theoretical concept of
training and development. This project has also helped me
understand how employees progress after being employed
by an organization. This project has given me the basic
insight of how I would progress if I ever get employed by an
organization. Besides the theoretical knowledge acquired
while preparing this project, researching for information
online, visiting a number of websites to collect data and
compile the relevant data, I have also learnt a lot about
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Bibliography
https://www.scribd.com/doc/49368010/PROJECT-REPORT-ONTRAINING-AND-DEVELOPMENT
http://www.slideshare.net/akshay4789/project-on-training-anddevelopment-by-karan-k-kamdi-2
http://www.slideshare.net/hemanthcrpatna/a-project-report-ontraining-and-development-with-reference-to-hal
http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm
De Cenzo, D.A. & Robbins ,S.P. (2006). Fundamentals of Human
Resource Management (10th ed.). New York: John Wiley & Sons
http://careers.wipro.com/why_wipro/development_training.htm
http://careers.wipro.com/why_wipro/development_training.htm