1.

HDFC BANK
The HDFC Bank was incorporated on August 1994 by the name of 'HDFC Bank Limited', with
its registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled
Commercial Bank in January 1995. The Housing Development Finance Corporation (HDFC)
was amongst the first to receive an 'in principle' approval from the Reserve Bank of India (RBI)
to set up a bank in the private sector, as part of the RBI's liberalization of the Indian Banking
Industry in 1994. In a milestone transaction in the Indian banking industry, Times Bank Limited
(another new private sector bank promoted by Bennett, Coleman & Co. / Times Group) was
merged with HDFC Bank Ltd., effective February 26, 2000. This was the first merger of two
private banks in the New Generation Private Sector Banks. As per the scheme of amalgamation
approved by the shareholders of both banks and the Reserve Bank of India, shareholders of
Times Bank received 1 share of HDFC Bank for every 5.75 shares of Times Bank.
TRAINING PROGRAMMES
1) Extending to a little over 2 months, The Modern Banker Programme will craft
talented graduates under the age of 25, into professionals by training them for various
retail (branch) banking roles such as personal bankers and tellers.
2) The course is reasonably priced and value-for-money training for graduates. This
intensive program will be imparted by the expert faculty of Times Pro at their state-ofthe-art learning centres in select cities.
3) As a part of the selection process, prospective candidates will have to first compete
through a written test. Qualifying candidates will be interviewed by Times Pro in the first
round, followed by a final interview with HDFC Bank.
4) So, in effect, students who enroll for the course have the prospects of a job with HDFC
Bank at the commencement of the training program. Placement offered by HDFC Bank
will typically be in towns across in the region state where training is held.

2.TATA MOTORS
Tata Motors was established in 1945 as Tata Engineering and Locomotive Co. Ltd. to
manufacture locomotives and other engineering products. It is the leader in commercial vehicles
in each segment, and among the top three in passenger vehicles with winning products in the

compact, midsize car and utility vehicle segments. The company is the world's fourth largest
truck manufacturer, and the world's second largest bus manufacturer.
The company's 23,000 employees are guided by the vision to be 'best in the manner in which
they operate best in the products they deliver and best in their value system and ethics . Through
its subsidiaries, the company is engaged in engineering and automotive solutions, construction
equipment manufacturing, automotive vehicle components manufacturing and supply chain
activities, machine tools and factory automation solutions, highprecision tooling and plastic and
electronic components for automotive and computer applications, and automotive retailing and
service operations.True to the tradition of the Tata Group, Tata Motors is committed in letter and
spirit to Corporate Social Responsibility.In accordance with this, it plays an active role in
community development, serving rural communities adjacent to its manufacturing locations.
TRAINING PROGRAMMES

At Tata Motors, we are a family of thinkers, originators and achievers who work together
towards the aspirations of this global conglomerate. Being a part of the team is more like
a journey of growth and progress at both the professional and the personal level.
Designed to help you grow into a future leader, our programs focus on your learning all
the way. They are blended with an initial orientation about the rich heritage of Tata
Motors. This is followed by shadowing experienced professionals while on live
assignments along with continuous learning through the Tata Motors Academy platform.
Every step ensures that that you are a leader in the making.
Regardless of the business unit you work in, youll be part of a team at Tata Motors that's
working to transform the automobile industry in India and elsewhere.

3.CANARA BANK
Canara Bank is one of the most prominent commercial banks of India. The bank was
established in the year 1906 at Mangalore, Karnataka by a well known personality Mr.
Ammembal Subba Rao Pai. Initially, it was founded with the name Canara Bank Hindu
Permanent Fund, but later on the name was changed to Canara Bank Limited.
Mr. Ammembal Subba Rao Pai had envisioned the bank to not only offer financial services but
also fulfill social causes such as removal of superstitions and ignorance, promotion of habit of
saving, providing assistance to the people in need and develop a sense of humanity among the
people.

TRAINING PROGRAMMES
Human Resources Development envisages the growth of the individual in tandem with the
organization and aims to achieve synchronization in a bid to attain the goals set out. It also,
inter-alia, aims of the individual by ensuring an enabling environment to develop capabilities
and to optimize performance. The organization, on its part, would endeavour to tap individual

talents and through various initiatives, ingrain in its human resources, a sense of job
satisfaction that would, with time, percolates down the line.
Our Bank has, over the years, taken a series of initiatives in ensuring the development of our
human resources and a number of time tested systems have been put in place to hone employee
talent and equip them to take the vigours of office and take the measure of the competition. That
we have been largely successful in our endeavour is a testimony to the efficacy of our well
crafted systems:

Entry Interview
Training System
Incentives for Self Development
Employee Suggestion Scheme
Staff Meeting
Study Circle
Brainstorming Sessions

Exit Interview

4.BHARTI AIRTEL
Bharti Airtel, incorporated on July 7, 1995 is the flagship company of Bharti Enterprises.
The Bharti Group, has a diverse business portfolio and has created global brands in the
telecommunication sector. Bharti Airtel, is Asias leading integrated telecom services
provider with operations in India and Sri Lanka. Bharti Airtel has been at the forefront of
the telecom revolution and has transformed the sector with its worldclass services built
on leading edge technologies Bharti Airtel is Indias largest integrated and the first
private telecom services provider with a footprint in all the 23 telecom circles. Bharti
Airtel since its inception has been at the forefront of technology and has steered the
course of the telecom sector in the country with its world class products and services..
Bharti Airtel (Singapore) Private Limited, a wholly owned subsidiary was incorporated
on 2nd April, 2007 and will obtain a license to enable interconnecting the i2i cable with
other submarine cable systems landing in Singapore to provide increased onward
connectivity to US West Coast and also to cater to connectivity requirements in Asia
Pacific and for carrying the business of International Calling Card Services.
TRAINING PROGRAMMES
There are various ways by which a trainer can establish good rapport with trainees by:
Greeting participants simple way to ease those initial tense moments
Encouraging informal conversation
Remembering their first name
Pairing up the learners and have them familiarized with one another
Listening carefully to trainees comments and opinions
Telling the learners by what name the trainer wants to be addressed
Getting to class before the arrival of learners

Starting the class promptly at the scheduled time

Using familiar examples
Varying his instructional techniques

5. Sony
The Sony Corporation was founded by Akio Morita and Masaru Ibuka in the year 1946 and
registered as TTK (Tokyo Telecommunications Engineering Corporation). They started off
by borrowing $500 to start developing consumer products.

Training & Talent Development

The development and vitality of its employees drive Sony's dynamic growth.
Sony recognizes its people as its most important management asset and the growth of its
people as a crucial aspect of its management foundation. Sony strives to further enhance
motivation and encourage personal growth for its employees through on-the-job learning,
as well as through access to a variety of programs designed to enhance individual abilities
and skills and tailored to local needs.

As a company that does business in a variety of countries and regions, Sony recognizes
the importance of cultivating future business leaders with a global perspective and
diverse cultures. Accordingly, Sony is implementing initiatives aimed at fostering such
employees and bringing their capabilities into full play.
The Sony Group is also undertaking a broad range of human resource development and
recruitment programs on a Groupwide basis, thereby ensuring its ability to leverage
Group strengths and generate innovation.

6.Amul

Training and Development programme

Milk Day Celebration: This programme aims at bringing together all members, including
Chairman, Management Committee Members and respective producer members of Dairy Cooperative Societies to identify and solve their problems. This programme is attended by the
respective Board of Director and Chairman from the District Union, Internal Consultant of Cooperative Department of District Union.
Amul Darshan: This programme aims at exposing producer members to various facets of dairy
operations to keep them informed and aware of the development and adopt to good management
practices in production of milk. The exposure visits include visit to Cattle Feed Plant, Dairy

Plant, Chocolate Plant, Dairy Demonstration Farm and presentation by the Co-operative
Development Group.
Management Development Programme: This programme aims at capacity building of
Secretaries of Dairy Co-operative Societies in better management and maintenance of ISO
standards. For the Management Committee Members it imparts training on management
strategies, co-operative laws and their roles and responsibilities.
Zonal Meeting: This programme aims at review of internal audit on Quality Management
System and Cleanliness of Dairy Co-operative Societies for continuous improvement. This helps
in knowing achievements and identifying grey areas for improvement
Village Group Discussion: It aims at encouraging discussion among dairy farmers on scientific
animal husbandry practices and its application. The discussions are facilitated by the Internal
Consultant of District Union.
Awareness and Refreshers Training: It aims at training of Dairy Co-operative Society
personnel on Quality Management System in order that the ISO is effectively followed.
Dairymen Training: This programme aims at building managerial skills of progressive farmers
who have more than five milch animals to bring more success in their dairy husbandry.
Development Review: This programme aims at District Unions review of the comparative
progress of five year programme of Dairy Co-operative Societies and suggests remedial
measures.
Self Managing Leadership Programme: Amul undertakes Self Managing Leadership
Programme for women resource persons through Brahmakumari Iswariya Vishwa Vidyalaya at
Mt. Abu to bring a value based approach in development process.
Amul Patrika: It is an in-house Newsletter distributed monthly to producer members to
strengthen their knowledge on scientific animal husbandry practices, quality of milk and sharing
success stories.

7.Adidas
TRAINING

AND DEVELOPMENT

Our employees are our game-changers.

For this reason, employees are offered a wide variety of learning and development opportunities
that build on their strengths, grow their skills and help them to achieve their best. Our highest
priority is to ensure employees are not only constantly improving their performance but also
learning to support their future careers within our Group.

Our Learning Campus is the centre of learning within the adidas Group. The Learning Campus is
comprised of an online portal with learning opportunities that employees can access any time
they need as well as physical spaces for learning, working and collaborating. The online
Learning Campus includes self-paced learning activities, video content and group learning
activities accessible to all employees. This reflects our New Way of Learning providing
resources that support on-the-job learning, social and collaborative learning, and in-person
learning activities. The Learning Campus is also 100% open-source employees are invited to
create content as well as share their own learning with their colleagues.
People Managers develop their capabilities to excel in their role through targeted Fit to Lead
programmes
Future directions will see investment in learning technologies for mobile applications enabling
employees to access learning opportunities where and when they need them, in addition to
learning apps that build collaboration and support employees in Creating the New.