FINAL YEAR BBA (H) STUDY PAPER ON

“TRAINING AND DEVELOPMENT

PRACTICES UNDERTAKEN BY IT SECTORS”
SUBMITTED BY:

NAMES ROLL NUMBERS

AMRITA BHOWAL 15405015004
DIYA CHAKRABORTY 15405015009
POULOMI DAS 15405015020
RIMI DAS 15405015032

SESSION – 2015-2018

-: COLLEGE :-
DINABANDHU ANDREWS INSTITUTE OF
TECHNOLOGY AND MANAGEMENT

-: UNIVERSITY :-
MAULANA ABDUL KALAM AZAD UNIVERSITY OF
TECHNOLOGY, WEST BENGAL
 ACKNOWLEDGEMENT

“Acknowledging the debt is not easy for us as we are indebted to

so many people”

I take this opportunity in expressing the fact that this project report
is the result of incredible amount of encouragement, co-operation
and moral support that I have received from others.

Words alone cannot express my deep sense of gratitude to

MS. ANWESHA MUKHERJEE who provided me an opportunity
to do a project on training and development practices undertaken
by IT Companies like Tata Consultancy Services and
Cognizant Business Consulting. Her valuable guidance and
support made this project work an enlightening educational
experience. Her consistent support and co-operation showed the
way towards the successful completion of project.I would like to
express my deep sense of gratitude to all the members, who
directly or indirectly helped me during my project work.
 CONTENTS

INTRODUCTION

FEATURES OF TRAINING AND DEVELOPMENT

TYPES OF TRAINING AND DEVELOPMENT

NEEDS AND BENEFITS OF TRAINING AND DEVELOPMENT

NEEDS OF INDUSTRIAL TRAINING
OBJECTIVES

TRAINING AND DEVELOPMENT PRACTICES UNDERTAKEN
BY IT SECTOR
COMPANY PROFILE

COGNIZANT TECHNOLOGY SOLUTION

TATA CONSULTANCY SERVICES
METHODOLOGY

TRAINING PROGRAMS UNDERTAKEN FOR THE NEW
RECRUITS BY TCS

DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE
EXISTING EMPLOYEES BY TCS

TRAINING PROGRAMS UNDERTAKEN FOR THE NEW
RECRUITS BY CTS

DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE
EXISTING EMPLOYEES BY CTS
FINDINGS AND CONCLUSION

EVALUATION OF THE TRAINING METHODS OF TCS AND
CTS USING KIRKPATRIK’S MODEL
BIBLIOGRAPHY
 INTR
INTRODUCTION TO TRAINING
&
DEVELOPMENT
“There is nothing training cannot do. Nothing is above its reach. It can
turn bad morals to good; it can destroy bad principles and recreate good
ones; it can lift men to angel-ship.”

-Mark Twain

Training is the most important activity, which plays an important role in

the development of human resources. To put the right man at the right
place with the trained personnel has become essential in today’s
globalized market. No organisation has a choice on whether or not to
develop employees. Nowadays training has become an important
function of Human Resource Management.
Human Resources are the lifeblood of any organization. Only through
well-trained personnel, can an organization achieve its goals. Human
Resource Management refers to the policies, practices and systems that
influence employees’ behaviour, attitudes, and performance. Human
resource practices play a key role in attracting, motivating, rewarding
and retaining employees. Other human resource management practices
include recruiting employees, selecting employees, designing work,
compensating employees and developing good employer-employee
relations. The importance placed on ‘Training’ is great on comparison to
other human resource management practices. To be effective, training
must play a strategic role in supporting the business. Increasingly,
training and development is playing an important and strategic role in the
economic success of business organizations. Business organizations
recognize that they now operate in a new global economy. It is an
economy that involves the use of advanced technologies and increased
responsiveness to customers’ needs. Global economy requires greater
and greater innovation and flexibility in production, service delivery and
market know-how. Business organizations realize more than ever that
employee knowledge gained through training and development has
become a strategic necessity and more and more the sources of
strategic advantage.

It is interesting to see how the terms training and development differ.

Oxford dictionary defines the two terms as follows:

Train: to instruct and discipline in or for some particular art, profession,

occupation or practice, to make proficient by such instruction and
practice.

Develop: to unfold more fully, bring out all that is potentially contained
in.

The basic difference between training and development is that 'Training'

focuses on specific job knowledge and skill is to be applied in the short
run. On the contrary, 'Development' focuses on broad knowledge and
insights that may be required for adaptation to environmental demands
in future. It is a process by means of which an individual attains overall
improvement in ability and competence, makes progress towards
maturity and actualization of personality.
There needs to be a coherent and well-planned integration of training,
and continuous development in the organization if meaningful growth at
individual and organizational level is to be achieved and sustained. It is
vital to make training and development serve the ends of the business
as well as promoting the growth of individuals; and it is essential to think
and act strategically instead of continually reacting in an ad hoc fashion
to the most obviously pressing needs of the moment.Obviously, there is
need for developing systematic approach to training and development.

FEATURES OF TRAINING AND

DEVELOPMENT
Training isn’t a one size fits all, so there isn’t one simple answer, but
there are a few things that are consistently present in all the best training
programs.

Below you’ll find the top characteristics that we’ve seen in the most
successful programs.
1. Effective program management - A high quality training
program starts with a person with a champion. We all call
this person the program manager. An ideal training program
manager is inherently curious, open minded, motivated and
invested in developing employees’ skills to help them reach
their potential. Additionally, this person is usually tasked with
marketing the training program internally, so that employees
are aware of development skills include problem solving,
business acumen leadership skills.

2. Needs assessment- A needs assessment can be

conducted through research, interviews and internal surveys.
At the core of any effective training program is correctly
identifying who needs to be trained, and on what skills or
topics. A training need is the gap between current
performance and required performance.

3. Goals and metrics- Training is an area that can be difficult

to quantify. However, when the program manager is able to
determine organizational needs that are aligned with the
business quantifying training becomes much easier. When
developing goals, make sure metrics give the whole picture,
including quantity, quality, time, cost and effectiveness.

4. Leadership buy-in - One of the keys to a successful training

and development program, and possibly the most important,
is leadership buy-in from the top down. Having leadership
support helps to drive the importance of a program, assist
with accountability and establish appropriate expectations.
Senior leaders will want to know how the training program
can impact the bottom line. So the junior leaders must be
prepared when they present their ideas.

5. Relevancy - Providing relevant training content is key to a

good training program, to ensure your learners are engaged
and continue to come back for more. The content that are
presented to the employees must be applicable and timely to
help them with their daily duties, expand their mind, and
provide them with quick take -ways that can immediately be
applied.
 6. Creativity - Creativity can start with a program launch that
has a theme – it can be as simple as a corporate university
or college layout. Branding the training initiative with a logo
or mascot can add a level of fun and familiarity as the
program continues. Other creative ploys could include
seasonal themes and contests.

7. Marketing and communication - Having a marketing is an

integral part of the implementation and an essential
component of a successful learning and development
program. A successful marketing plan includes not only initial
launch activities, but also strong ongoing efforts throughout
the program. Any communication sent out to employees
should include not only an overview and clearly defined
expectations, but also how an employee what’s in for them.

8. Training reinforcement - Training reinforcement is a

series of small lessons or learning activities that support a
core concept skill. By continuing to teach what was learned
at a seminar or from a video, employees will not only
remember more, but they will also be more likely to apply it
to their everyday work.

Types of training and development

Methods of training

There are mainly two types of training.

• On-the-job training
• Off-the-job training

• On-the-job training- when employees are trained while they are

performing the job then it is known as On-the-job training. Under
this method the employees learn by doing. This method is suitable
only for technical jobs and the advantage of this method is
employees can learn the practical problems while working on the
job. The biggest disadvantage of On-the-job training is that it
results in the wastage of resources. Whenever employees are
 dealing with expensive and sophisticated machinery then On-the-
job methods of training should be avoided.

• Off-the-job training- Off-the-job training means training the

employees by taking them away from their work position which
means employees are given a break from the job and sent for
training. This method for training is more suitable for managerial
job positions as conferences, seminars, are held to train the
managers.

On- the -job training Off- the- job training

1) Apprenticeship 1) Conference or classroom
/programme training lectures

2) Job rotation 2) Vestibule training

3) Internship 3) Films

4) Coaching 4) Case study

5) Induction or orientation 5) Computer modelling and

training programmed instruction
 NEED AND BENEFITS OF
TRAINING AT THE
INDIVIDUAL,
OPERATIONAL AND
ORGANIZATIONAL LEVELS.
LEVELS
Training has become a necessity for all the organization in today’s
dynamic business environment. It helps the employees to perform their
jobs more efficiently and effectively resulting in long-term benefits for
both the employees as well as the organizations.

Training can be multi-dimensional. It can be specifically used to develop

skills and knowledge that may be used at an Individual, Operational,
Organizational level.
Need for individual training:-
Individual skills include self management, communication and
interpersonal abilities needed to successfully perform in the
organizational and social context of the project and support groups.

Individual training offers the following benefits:-

I. Quality of work is improved.
II. It increases the productivity.
III. Provides employees greater flexibility and responsiveness to
change.
IV. There is less wastage and reduction in maintenance and repair
costs.
V. There is improvement in employee morale.

Thus we see that the individual or employee training provides

employees an opportunity to improve their job skills, knowledge and
abilities thereby strengthening the services and operations of the entire
organization.

Need for operational training:-

Operational training includes training that helps an employee to develop,
maintain, or improve his technical skills. Technical skills are those skills
where he uses his knowledge, tools and other equipment to perform a
task efficiently.

Training in technical or operational skills helps an employee to

I. Use the equipment in a correct and scientific manner.
II. Choose the correct tools required to complete a specific task.
III. Learn to use new technology and tools.
IV. To prevent industrial accidents and health hazards.
V. It facilitates team work.

Operational training thus increases efficiency and productivity of an

employee by enhancing his ability to use skills and resources available
as required by his job.
Need for organizational training: -
Organizational training includes training to support the organization’s
strategic business objectives and to meet practical training needs that
are common across projects and support groups.

The purpose of organizational training is to develop the skills

and knowledge of people so they can perform their roles
effectively and efficiently.
I. Pertain to behaviour within and according to employee’s
organization structure
II. Take on role and responsibilities as required by the organization
III. Adhere to the organization’s general operating principles and
methods.
IV. Facilitate implementation of organizational STRATEGIC
planned change efforts such as OD,TQM, BPR,ISO.

An organizational training programme should identify the training needed

by the organization, obtain and provide training to address those needs,
establish and maintain training capability and records and assess its
effectiveness. This will result in overall development and ultimately an
increase in the profitability of the business.
 NEED FOR INDUSTRIAL
TRAINING
Nothing is changing faster than a factory. Fierce global competition,
new regulatory requirements and technical innovations are combining to
redefine manufacturing effectiveness and create a new way of life on
the factory floor. TQM, JIT, World Class Manufacturing, ISO 9000,
Process Safety Management, Total Productive Maintenance, the
computer-integrated enterprise, agile manufacturing-new innovations
and initiatives continually challenge industrial management like never
before. It is not likely to stop.

If change has challenged management, think of how it challenges

workers. The heyday of mass production is long gone as organization
gear up to meet global competition and customer demand for quality.
Increasingly workers are managing themselves in sophisticated self
directed teams. Now supervisors are expected to be coaches instead of
bosses.

In today’s high performance plants, manual labour is becoming less

important. Workers use computers to control and monitor processes.
Instead of doing, workers process information and make decisions.
Instead of doing the same thing over and over, workers are becoming
multi-skilled so they can accomplish whatever their job or team requires.
The role of the knowledge worker is expanding on the plant floor just as
in the rest of the society.

To meet these challenges and match international rivals, organizations

need educated skill and sophisticated workers. It is not easy to get them.
Workers are coming out of school unequipped to learn in traditional
ways- unable to successfully function in the modern world. Many
businesses have difficulty in finding and developing qualified workers.

What can be done about it? For more industrial enterprises, the answer
is training .It is the bridge between the technology of the plant and the
workers who use that technology. Training is a key factor in determining
manufacturing effectiveness. No matter how sophisticated your
processes and systems, they are only good as your workers.
In the last few years, industrial training based on established principles
of adult learning has proven to be valuable tool in raising productivity
and increasing competitiveness. Effective training transforms workers
into learners and problem-solvers even when all other educational
approaches have failed.

OBJECTIVES:

TRAINING AND DEVELOPMENT PROGRAM IN IT

SECTOR:

IT Training is specific to the Information Technology (IT)

industry, or to the skills necessary for performing
information technology jobs. IT Training includes
courses related to the application, design, development,
implementation, support or management of computer
based information systems.
The main objective of the study paper is to find out the
types of training and development and evaluation
undertaken by Tata Consultancy Services and
Cognizant Business Consulting
 COMPANY PROFILE

TATA CONSULTANCY SERVICES

Omega Towers, Sector V,
Kolkata - 700064
 COMPANY PROFILE OF TCS
Tata Consultancy Services Limited (TCS) is engaged in
providing information technology (IT) services, digital
and business solutions. The Company's segments
include banking, finance and insurance services (BFSI);
manufacturing; retail and consumer packaged goods
(CPG); telecom, media and entertainment, and others,
such as energy, resources and utilities, hi-tech, life
science and healthcare, s-Governance, travel,
transportation and hospitality, and other products
 Products and services offered by
the Company :

Technology Products:
• TCS Digital Certification Services / Public Key
Infrastructure (PKI) Suite
• TCS Tax Mantra Integrated Tax Solution
• TCS Data Cleansing Framework
• TCS Business Rules Engine
• TCS Experience Based KM (Knowledge Management)

Other Products :
• TCS Clin–e2e
• TCS Hospital Management Solution
• TCS Silicone Ambulatory ECG Device and Solution
• TCS Enterprise Integration and Control Environment
Solution/ Energy and Utilities
 Services:

IT Services :
• Custom Application Development
• Application Management
• Migration & Re–engineering
• System Integration
• Testing
• Performance Engineering

Infrastructure Services :

• Infrastructure Readiness Assessment

• IT Service Desk
• Data Center Management
• End User Computing Services
• Database Services

Engineering & Industrial Services :

• New Product Development Solutions
• Product Lifecycle Management
• Plant Solutions & Services
• Geospatial Technology Solutions
 Company Portrayal
TCS is a leading provider of highly flexible financial
management software that powers mid-sized
businesses.

Mission
Our mission is to maximize the business success of our
customers through the installation, maintenance, and
support of superior financial management software
solutions.

Vision
We have set a number of strategic and tactical
objectives that reflect our mission, aim and collective
goals:
• To Establish: The Company as the best global
organization for large-scale deployment of financial
management software solutions on the Cache
platform.

• To Establish: A fully object-oriented component

based application, which will enable us to deliver
robust software quicker and more efficiently than
any competitor.

• To Ensure: The customers can operate their

business software solutions on infrastructures that
match their needs.
 Area of Business

Services :
TCS helps clients optimize business processes for
maximum efficiency and galvanize their IT infrastructure
to be both resilient and robust. TCS offers the following
solutions:
• Assurance services.
• BI and performance management.
• Business process services.
• Consulting.
• Digital enterprise.
• Eco-sustainability services.

Industries :

TCS has the depth and breadth of experience and

expertise that businesses need to achieve business
goals and succeed amidst fierce competition.
Some of the industries it serves are:
• Banking and financial services.
• Energy - oil and gas, oil field services and renewable.
• Government.
• Healthcare.
• High tech.
• Insurance.
Software:
• Digital software and solutions.
• TCS BANCs
• TCS MasterCraft.
• TCS technology products.

Location :
TCS is headquartered in Mumbai, operates in 45
countries and has more than 208 offices across the
world.

TCS MOTIVE :
• To achieve something audacious
• To establish a fully object oriented component
• To ensure the customer that match their needs
• To maximize the business success
• To provide highly flexible financial management
software
 COGNIZANT TECHNOLOGY SOLUTION
Technocomplex, Plot GN-34/3, Sector-V, Saltlake
Electronic Complex, Kolkata, West Bengal 700091
 COMPANY PROFILE OF CTS:
Cognizant is one of the world's leading professional
services companies, transforming clients' business,
operating and technology models for the digital era.

PRODUCTS AND SERVICES

OFFERED BY THE COMPANY :

FINANCIAL SERVICES:

The Financial Services segment includes customers

providing banking/transaction processing, capital
markets and insurance services. The Company serves
traditional retail and commercial banks, diversified
financial enterprises, broker-dealers, asset management
firms, depositories, clearing organizations and
exchanges.

IT SERVICES:

The Company focuses on such aspects of its customers'

operations as business acquisition, policy
administration, claims processing, management
reporting, regulatory compliance and reinsurance.
HEALTHCARE SERVICES:

The Healthcare segment includes healthcare providers

and payers, as well as life sciences customers, including
pharmaceutical, biotech and medical device companies.
The Company serves global healthcare organizations,
including healthcare payers, providers and pharmacy
benefit managers. The Company serves
pharmaceutical, biotech, and medical device companies,
as well as providers of generic, animal health and
consumer health products.

INFRASTRUCTURE SERVICES:

The Manufacturing/Retail/Logistics segment includes

manufacturers, retailers, travel and other hospitality
customers, as well as customers providing logistics
services. The Company's customers in this sector
include manufacturers of automotive and industrial
products as well as processors of natural resources,
chemicals and raw materials.

OTHER SERVICES:

The Company serves a range of retailers and

distributors, including supermarkets, specialty premium
retailers, department stores and large mass-
merchandise discounters. It also serves the travel and
hospitality industry, including airlines, hotels,
restaurants, online and retail travel, rental car
companies, global distribution systems and
intermediaries and real estate companies

TECHNOLOGICAL PRODUCTS:

The segment includes its information, media and

entertainment services, communications and high
technology operating segments. The Company serves
communications (cable, wireless and wireline) service
providers, equipment vendors, and software vendors. It
serves media and entertainment companies, including
information service providers, publishers, broadcasters,
and movie, music and video game companies.

VISSION & MISSION STATEMENT:

VI SI O N
“To be a model social organization that enables and
facilitates the under-privileged sections of the society to
access quality education, healthcare and livelihood
opportunities.”

MI SSI O N
To work towards fulfilling the education, healthcare and
livelihood needs of the under-privileged sections of the
society.
To provide financial and technical support to institutions
for improving the quality of education, livelihood and
healthcare.
COMPANY PORTRAYAL:

Cognizant delivers innovative solutions through

consulting and IT services with an industry vertical
focus. The firm's spectrum of consulting services
(Business Strategy, Process and Operations Consulting,
Technology Consulting and Business Analysis) is
focused on driving transformation, innovation, and
optimization for clients. Cognizant drives and executes
large business and IT transformation programs, and
management consulting engagements.

AREAS OF BUSINESS:
The firm believes it offers a unique benefit to clients
with its advanced on-site/offshore outsourcing model.
The practice has grown and developed, however,
moving into systems of greater complexity and important
production-based processes. Indeed, so far removed is
what Cognizant offers from the initial portrayal of
outsourcing as "cheap labor," the firm has been known
to refer to its global delivery model as the "fourth
generation" of outsourcing.
LOCATION:
Headquartered in Teaneck, New Jersey (U.S.),
Cognizant combines a passion for client satisfaction,
technology innovation, deep industry and business
process expertise and a global, collaborative workforce
that embodies the future of work.

COGNIZANT MOTIVE
Our unique industry-based, consultative approach helps
clients envision, build and run more innovative and
efficient businesses Management Office, architecture, strategic
s o u r c e
m
 METHODOLOGY

Methodology includes a collection of theories,

concepts or ideas as they relate to a
particular discipline or field inquiry:
Methodology refers to more than a simple set of
methods. Rather it refers to the rationale and
the philosophical assumptions that underlie a particular
study related to a scientific method.

Data collection
Data type – Secondary data

Sources

 Internet- Information regarding the training policies and

procedures was also obtained from the reviews provided by the
trainer’s senior managers and assistant managers on the various
question answer type of sites like quora.com, indeed.com,
glassdoor.com and etc

Training programs undertaken for the fresher’s by

Tata consultancy services
TCS initial learning program

The initial learning programme, is the strongest and best assured

grooming platform for all new recruits of TCS. It aims to transform
fresh engineering graduates from diverse disciplines into software
professionals and to initiate them into TCS way of life. Trainees
are introduced to various technologies they are also provided with
 project delivery, project management and business or life skill.
Remedial programs are also given to slow learners and ILP is no
longer confined to corporate learning centre at Thiruvanathapuram
in Kerala it has spread to different parts of the country like
Hyderabad, Chennai , Kolkata and even overseas – China, USA
etc

TCS ignite
The TCS ignite program aims to address this issue, and create a
skilled resource pool for its industry. TCS ignite is an intense
learning program for young since graduates who join Tata
consultancy services. Today TCS is the largest recruiter of fresh
science graduates in the country and each year thousand of the
best and brightest graduates join theTCS ignite program.

Aspire- an e-learning module for students

TCS has created an e- moduleTCS. The course contain 4 modules

foundation skills introduction to computers, programming
fundamentals, problem solving and databases. The modules is
used by 35000 fresh recruiters of TCS in FY13 for enhancing their
skills.

Development programs undertaken for the

existing employees by
Tata Consultancy Services
Building enterprise architects -

TCS learning and development team in collaboration with technology

excellence group has designed the e star and the demand for TOGAF
certified professionals in various project assignments. So far over 700
employees have gone through the program enabling career
progression for the associates and creating a strong architect
community in TCS.program that is aimed at building enterprise
architect. The program was created to cater to increasing demand for
enterprise architects
 Ambassador corp -

This is leadership development program, that prepares

experienced employees for global sales roles. It focusses on
critical business and communication skills and also equip
managers to tackle challenges posed by cultural diversity. It offers
an accelerated learning curve and trains managers to take their
place on global stage from the day they land in the international
marketplace

Training program undertaken for the new

Cognizant recruits (fresher’s)
 The cognizant academy- cognizant in-house training centre
 Cognizant is committed to continuous learning and giving its
associate’s opportunities to stay current with leading edge
technologies- and to develop communication skills so that they can
perform their roles effectively and efficiently.
 All learning programs are conducted through Cognizant academy.
Its in house training centerusing, both classroom-based and online
programs. This dedicated center offers many conventional and
leading edge educational programs for employees at all levels.
There are 4 key educational initiatives are:- Continuing Education,
Role-based training, Executive training, Certification.
 In addition to internal training programs it send its software
professionals around the world for technology or management
specific training at prominent universities and colleges, including
Harvard University and Indian Institute and Management and
Indian Institute Of Technology.
 It also has partnerships and alliances with premier institutions to
help associates improve their skill sets and obtain higher level
degrees.
Development programs undertaken for the existing
employeesby Cognizant
Developing and retaining leadership talent –

 Cognizant is consistently listed among the most admired and

fastest growing companies in the world, having doubled its
operating income in the past five years, while adding over
100,000 employees.
 To sustain this trajectory, and manage a company with now
close to quarter of a million associates , CEO Francisco D’
Souza has made building a high performing leadership pipeline
a critical element of every leader’s job. Because he wants
Cognizant’s leaders to grow faster than the business ,
 Meetings are held with his top two executives and chief people
officer to review progress on executive talent and the overall
leadership pipeline.
 They review new senior leaders who had been added,
executive moves between business areas who’s being
developed for leadership positions where gaps in leadership
remain and what’s being done to fill them.
 Sample one page talent review documents are created that
managers use to review potential leaders annually.
 So the main motive behind this is to identify how talent
management will help to drive the business, make sure
managers understand the connection between business
success and talent development and hold managers
accountable for making it happen.
 Findings and conclusion

EVALUATION OF THE TRAINING AND

DEVELOPMENT METHODS ADOPTED BY
TATA CONSULTANCY SERVICES AND
COGNIZANT USING KIRKPATRICK’S MODEL

LEVEL 1 REACTION –

Just as the word implies, evaluation at this level measures how

participants in a training program react to it. According to Kirkpatrick,
every program should atleast be evaluated at this level to provide for the
improvement in training program. In addition, the participants reactions
have important consequences for learning (level two). Although a
positive reaction does not guarantee learning, a negative reaction almost
certainly reduces its possibility
 TATA CONSULTANCY
SERVICES
It is a great place to work. It
brings out their employee’s
potential and capacity
COGNIZANT
It is best place to work and
has a good work life balance.
It is a very good company and
it also take care of its
employees well

LEVEL 2 LEARNING-

To assess the amount of learning that has occured due to training

program, level two evaluations often use test conducted before training
(pretest) and after (post test). Methods range from formal to informal
testing to team assessment and self assessment. If possible,
participants take the test or assesssment before the training pretest and
after training post test to determine the amount of learning that has
occured.

TATA CONSULTANCY COGNIZANT

SERVICES
In Tata Consultancy Services,
one can learn lots of new thing
from the learning platforms it
provides. There are lot of
opportunities to learn and grow
In Cognizant, the most
enjoyable part of the job is
learning as the employees get
exposure to new tools and
technologies. There are ample
opportunities for internal
growth

LEVEL 3 BEHAVIOUR-

This level measures the behaviour that has occurred in learner due to
the training programs. This basically helps to know what are newly
acquired skills knowledge being used in every day environment of the
learner. However it is difficult to measure because it is impossible to
predict when there change in behaviour will occur and it requires
important decisions interms of when to evaluate, how often to evaluate,
and how to evaluate
 TATA CONSULTANCY
SERVICES
In Tata Consultancy Services the
training programs introduces the
trainees with the various corporate
rules and norms. After going
through the training method they
have improved a lot in the
behaviourial aspect
COGNIZANT
Cognizant has a good working
culture. In the training programs
they are taught how to interact with
their clients & co-workers which
enhances their behavioural skills
and knowledge

LEVEL 4 RESULT-

Frequently thought of as bottom line, this level measures the success of

the program in terms that managers and executives can understand
increased production, improved quality, decreased costs and etc. From
business and organisational perspective, this is the overall reason for
training program, yet level four results are not typically addressed.

TATA CONSULTANCY COGNIZANT

SERVICES
In Tata Consultancy Services
employees doesn’t have much to
reveal about the cons. Overall after
their training period, the employees
have improved a lot in their work
place and they are eagerly looking
forward to work further with the
organisation.
Cognizant has no pressure at
work. It has flexibility in shift good
growth prospects the company has
a great focus on skill development
and client service. Overall it is a
great opportunity for fresher to start
their career. Working in CTS is lot
of fun as well as challenging.
 BIBLIOGRAPHY

1) https://www.quora.com/unanswered/what-is-the-training-process-
in-tcs-like-is-it-very-rigorious?
2) https://www.quora.com/whwt-is-the-level-of-difficulty-of-the-
cognizant-training-period-what-if-i-am-zero-in-the-domain-i-am-
alloted-is-the-training-period-enoufh-for-me-to-learn-the-required-
amount-of-knowlwdge
3) https://www.quora.com/how-can-i-access-dumps-in-cognizant
4) Havard business review cites Cognizant’s differentiated approach
to identifying, developing and retaining.... news.cognizant.com
5) Talent management platform research-innovation.tcs.com
https://www.tcs.com/nurturing-human-capital
6) Working at CTS Corporation: Employee Reviews I Indeed.co.in
Working at cognizant- global careers with cognizant, IT career
benefits https://www.cognizant.com/careers/working-here