A

PROJECT REPORT
ON
“TRAINING & DEVELOPMENT”
In HCL

1
 CONTENTS
CH. NO. PARTICULARS PAGE NO.

CHAPTER -1 INTRODUCTION 1-8

NEED &IMPORTANT OF THE STUDY

OBJECTIVES OF THE STUDY

SCOPE OF THE STUDY

RESEARCH METHODOLOGY

LIMITATIONS OF THE STUDY

COMPANY PROFILE
CHAPTER -2
9-28

CHAPTER -3 29-43
LETERATURE REVIEW
CHAPTER-4 44-59
ANALYSIS & INTERRETATION OF THE STUDY
CHAPTER -5 60-71
FINDINGS OF THE STUDY
SUGGESTIONS CONCLUSIONS

BIBLIOGRAPHY

2
 ABSTRACT
No automated alignment can continue abstain the training and development
needs of its advisers after actively inhibiting its performance. Even the a lot of
accurate alternative does not annihilate the charge for training. Since humans are not
molded to blueprint and rarely accommodated the demands of their jobs adequately.
Give a man a angle and you accept accustomed him meal. Teach man to angle and
you accept accustomed him a livelihood. This age-old Chinese adage seems to call the
basal allowance ale of all training and developed programs. Four important
developments, which assume to accept contributed in contempt years, to greater
absorption getting accustomed to training are as follows first, it is now admired that
training can cannot be accomplished additional with the arrest change in technology
every alone needs to be own attenuated anatomic area. He accept to aswell acquire a
accepted compassionate of the tasks and ability every alone to be able to behave
effectively, accept to be accomplished in interpersonal abilities assorted gaffes, affairs
and attitudes of humans in added countries as well. They charge to apprentice
abounding things such as how to acquaint on cocky afore a adopted client, antipodal
and negotiate, allocution on telethon, use physique accent and so on. To abstain the
cultural shook, cantankerous cultural acclimatization of advisers in acceptable
appropriately important. The development of top abeyant workers with the abutment
of connected training and account is now a day apparent as a amount aspect in the
development of allusive advantage of the organizations. Catenellow and Redding
beam that the contempt business success of analytical administration of agent training,
a amount of complaints accept been articular in Britain which accept chip training and
development in their added business planning. A analysis in canada3 reveals that 60%
of business and activity leaders see apprenticeship and training as either the aboriginal
or additional a lot of important agency for convalescent all-embracing
competitiveness. Organization and individuals should advance and advance
accompanying for their adaptation and accomplishment of their alternate goals.
Modern administration has to advance the alignment through animal ability
development. Agent training is the important, subsystem of animal ability
development. Agent training is a specialized and planned action and is one of the
axiological accessible functions of animal ability management. A absolutely
acknowledged alignment accomplishes its mission through development of its animal
resources.

3
 CHAPTER-I
INTRODUCTION

4
 INTRODUCTION

Accomplished agents is the a lot of admired asset of an organization. So, every

alignment irrespective of its attributes should accommodate training to all of its cadre
in adjustment to accommodated the challenges of adaptation and growth. The charge
for training arises due to the afterward reasons.

A) To arch the gap amid agent blueprint and job and authoritative requirements:

An employee’s present blueprint may not absolutely accommodated the alignment

requirements irrespective of his accomplished experience, knowledge, skills, abilities
etc. for this acumen the administration identifies the differences or gaps amid agent
blueprint and job and authoritative requirements. Training is appropriate to arch these
gaps by developing and abstraction the agent abilities and abilities in tune with
authoritative requirements.

b) Authoritative activity and the Chang process:

In adjustment to survive and grow, the alignment accept to continuously accept to the
alteration environment. For this purpose, it should advancement its capabilities by
administering training programmers which advance the action and adroitness of
advisers and advise them to anticipate the obsolescence of skills.

c) Alteration technology:

As technology is alteration actual fast, an alignment in adjustment to be able should

accept the latest technologies like mechanization, Computerization and automation.
Increasing use of latest technologies and techniques crave acceptable training for this
purpose the alignment should alternation the advisers to adorn them in the areas of
alteration abstruse abilities and knowledge.

d) Centralized mobility:

Training aswell become all-important if there is centralized advancement i.e. , if an

agent is answer or if there is some new job or activity to performed due to transfer. If
an agent is called for college akin jobs, he/she should be accomplished afore allotment
the responsibilities.

5
e) Complete animal relations:

As the access to HRM has confused from article access to the affiliation access above
animal relations approach, administration has to advance complete animal relations in
accession to advancement adapted automated relations ,. So, training in animal
relations is all-important to accord with problems like transfer, interpersonal and inter
accumulation conflicts and advance complete animal relation.

Need of study:

The purpose of abstraction is to apprentice the applied account of the abstract ability
acquired about training and development process. A acceptable abode to alpha in
planning your own accent administration would be award the roots of your stress. It
can appear from concrete action and brainy ache as well. We all accept these things in
our accustomed life. Its furnishings on our all-embracing getting can alter badly from
others experiences. For that acumen your needs in accent administration may
absolutely alter from endemic as well.

Dealing with the sources of accent is best if possible. Generally these are the things
we abide and over anguish about. Among them are finances, ancestors planning,
acclimation work/home, and generally ambidextrous with others over expectations. A
acceptable abode to alpha in accent administration is to focus on what your limitations
are. While it may assume at times you can move mountains; don't overlook afterwards
the move you will charge a lot of rest.

The purpose of abstraction is to apprentice the applied account of the abstract ability
acquired about training and development process.

• To accretion ability about, the action of training and development in HCL PVT LTD

• To apperceive the capability or disability of the action of training and development

in HCL PVT LTD.

6
 SCOPE OF THE STUDY:

This study covers all aspects of training and development programs in HCL PVT
LTD. This study covers the New Entrant Manager response towards the training
programs in the organization.
This study covers all aspects of training and development programs in HCL PVT
LTD. This study covers the New Entrant Manager response towards the training
programs in the organization.
Whatever Top management feels about employees they have to express to employees
and whatever employees think about top management it must be express in other
words we can say that there should not be anything hidden while communication
process. Clear communication process will help to establish the Quality management.

7
 OBJECTIVES OF THE STUDY:

To assay and appraise the capability of training and development programmers in

HCL PVT LTD.

2. To appraise how generally training programmers are conducted and how abundant
are the advisers satisfied.

3. To abstraction to what admeasurement the training programmers are applicative to

their jobs.

4. To abstraction the employee’s assessment on the training and development in HCL

PVT LTD.

8
 METHODOLOGY

The basal assumption in the assay has been adopted in the all-embracing
methodology. The afterward alignment has been acclimated for affair the
requirements,

• Defining objectives

• Developing the advice sources

• Collection o information

• Analysis of information

• Suggestion

The alignment followed for collection, assay beneath estimation of abstracts in

explained below.

1. RESEARCH DESIGNS

There are about three categories of assay based on the blazon of advice required, they
are

1. Exploratory research

2. Anecdotic assay

3. Casual research

The assay class acclimated in this activity in anecdotic research, which is focused on
the authentic description of the capricious in the botheration model.

Consumer contour studies, bazaar abeyant studies, product acceptance studies,

Attitude surveys, sales analysis, media assay and prove assay s are the,

Examples of this research. Any antecedent of advice can be acclimated in this

abstraction although a lot of studies of this attributes await heavily on accessory
abstracts sources and assay research.

9
SAMPLING TECHNIQUE– Initially, a rough draft was prepared keeping in mind
the objective Of the research. A Pilot study was done in order to know the accuracy of
the questionnaire

Sampling size: 100

DATA SOURCES

Simple assay adjustment is followed for allegory the abstracts pertaining to altered
ambit of employees. Simple statistical abstracts like allotment are acclimated in the
estimation of abstracts pertaining to the study. The after-effects are illustrated by
agency of bar charts.

TOOLS AND TECHNIQUES USED FOR DATAANALYSIS

Methodology as the name suggests is the method through which the problem or the
situation is tackled. It involves a lot of factor like the research design, sample size,
segment, techniques of sampling, tools used etc., all the steps and factors put together
to bring out a clear and accurate results.

STRUCTURE

Identification of problem

Research objective

Sources of data

Data collection

Sample

Sample Size

Data interpretation

Data analysis

Finding and observation

Conclusion

10
2. DATA COLLECTION METHOD

PRIMARY DATA:

It is calm through the questionnaire, a formalized apparatus of allurement advice anon

from acknowledging demographic characteristics, attitude, acceptance and animosity
through claimed contracts. Structured and on bearded from of check is acclimated and
consists of assorted best questions.

SECONDARY DATA:

Internal accessory abstracts about the HCL PVT LTD included academic data, which
is generated aural the alignment itself, were acquired through anxious arch in the
alignment

External accessory abstracts generated by antecedent the alignment was acclimated

such as accessible accessible abstracts provided by the letters of the companies. All
this advice is of abundant accent and conceptualizes and illuminates the amount of the
study.

3. SAMPLE DESIGN

a) Sampling unit: the abstraction is directed appear the controlling of authoritative

level.

b) Sample size: sample admeasurement of 40 is taken in this abstraction

11
 LIMITATION OF THE STUDY

Due to coercion of time and resources, the abstraction was conducted in the
bounded area as HCL PVT LTD and the after-effects of the abstraction cannot be
generated.

• The accurateness of the assay and cessation fatigued absolutely depends aloft the
believability of the advice provided by the employees.

• Sincere efforts were fabricated to awning best departments of the employees, but the
abstraction may not absolutely reflect the absolute assessment of the employees.

• In the fast moving/changing advisers behavior, name new and bigger things may
appear in the abreast future, which cannot be aegis in this report.

12
 CHAPTER-II

COMPANY PROFILE

13
 COMPANY PROFILE

HCL Technologies Limited (Hindustan Computers Limited) is an Indian global data

innovation (IT) administration and counseling organization headquartered in Noida,
Uttar Pradesh. It is a backup of HCL Enterprise. Initially an innovative work division
of HCL, it rose as a free organization in 1991 when HCL wandered into the product
administrations business.
The organization has workplaces in 44 nations including the United States, France
and Germany, and the United Kingdom with an overall system of R&D,
"advancement labs" and "conveyance focuses", and 137,000+ representatives and its
clients incorporate 250 of the Fortune 500 and 650 of the Global 2000 organizations.
It works crosswise over areas including aviation and guard, car, banking, capital
markets, substance and procedure enterprises, customer products, vitality and utilities,
human services, hello tech, mechanical assembling, protection, life sciences,
assembling, media and amusement, mining and normal assets, oil and gas, retail,
telecom, and travel, transportation, coordinations and neighborliness.
HCL Technologies is on the Forbes Global 2000 list.[8] It is among the best 20
biggest traded on an open market organizations in India with a market capitalisation
of $18.7 billion as of May 2017.[9][10] As of May 2018, the organization, alongside
its backups, had a merged income of $7.8 billion.
HCL Enterprise
HCL Enterprise was set up in 1976.
The underlying three reinforcements of parent HCL Enterprise were:
HCL Technologies - at first HCL's R&D division, it created as an assistant in
1991[14]
HCL Infosystems and
HCL Healthcare
The association attempted to stay focused on hardware,[15] in any case, by methods
for HCL Technologies, programming and organizations is an essential focus.[16]
Wages for 2007 were US$4.9 billion.
Wages for 2017 were US$6.5 billion, and HCL used in excess of 105,000 specialists
in 31 nations.

14
Earnings for 2018 were US$9 billion, and HCL used in excess of 110,000 specialists
in 31 countries. A unit named HCL Enterprise Solutions (India) Limited was
surrounded in July 2001.
Starting at now HCL Technologies is a subsidary of Vamasundari Delhi through a
chain of substances in the center. Vamasundari (Delhi) is controlled by Shiv Nadar
and it in turns holds predominant piece of offers in most HCL bundle associations.
Course of action and early years
In 1976, a get-together of six planners, each past specialist of Delhi Cloth and General
Mills, driven by Shiv Nadar, started an association that would make PCs. At first
skimmed as Microcomp Limited, Nadar and his gathering (which moreover included
Arjun Malhotra, Ajai Chowdhry, D.S. Puri, Yogesh Vaidya and Subhash Arora)
started offering teledigital number crunchers to collect capital for their essential thing.
On 11 August 1976, the association was renamed Hindustan Computers Limited
(HCL).[19]
On 12 November 1991, an association called HCL Overseas Limited was melded as a
provider of development progression organizations. It got the confirmation of start of
business on 10 February 1992 after which it began its undertakings. Following two
years, in July 1994, the association name was changed to HCL Consulting Limited
and over the long haul to HCL Technologies Limited in October 1999.
HCL Technologies is one of the four associations under HCL Corporation, the second
association being HCL Infosystems. In February 2014 HCL pushed HCL
Healthcare.[20] HCL Talent Care is the fourth and latest undertaking of HCL
Corporation.
HCL Technologies began as the R&D Division of HCL Enterprise,[22] an association
which was a supporter of the headway and advancement of the IT and PC industry in
India. HCL Enterprise developed an indigenous microcomputer in 1978,[23] and a
frameworks organization OS and client server designing in 1983.[24] On 12
November 1991, HCL Technologies was spun off as an alternate unit to give
programming organizations.
HCL Technologies was at first joined as HCL Overseas Limited.The name was
changed to HCL Consulting Limited on 14 July 1994.[26] On 6 October 1999, the
association was renamed 'HCL Technologies Limited' for "a prevalent impression of
its activities."[25]

15
 INDUSTRY PROFILE

IT INDUSTRY IN INDIA:
The general sourcing market in India keeps making at a higher pace showed up
diversely in connection to the IT-BPM industry. India is the essential sourcing
objective over the world, addressing around 55 percent bit of the pie of the US$ 185-
190 billion in general associations sourcing business in 2017-18. Indian IT and ITeS
affiliations have set up more than 1,000 by and large development bases in on 80
nations over the world.
India has changed into the electronic limits center motivation behind the world with
around 75 percent of overall impelled limit present in the nation.
Market Size
India's IT and ITeS industry made to US$ 181 billion of each 2018-19. Entries from
the business stretched out to US$ 137 billion in FY19 while nuclear family vocations
(checking gear) progressed to US$ 44 billion.
Spending on Information Technology in India is required to develop more than 9
percent to reach US$ 87.1 billion in 2018.*
Pay from bleeding edge package is required to contain 38 percent of the chose US$
350 billion industry pay by 2025.
Undertakings/Developments
Indian IT's center limits and qualities have pulled in massive hypotheses from
immense nations. The PC programming and equipment piece in India pulled in
combined Foreign Direct Investment (FDI) inflows worth US$ 35.82 billion between
April 2000 to December 2018, as indicated by information discharged by the
Department of Industrial Policy and Promotion (DIPP).
Driving Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra, are improving
their responsibilities and demonstrating driving thoughts in blockchain, man-made
reasoning to customers utilizing progress center centers, innovative work focuses, so
as to make disengaged duties.
A piece of the critical overhauls in the Indian IT and ITeS division are as indicated by
the going with:
Nasscom has pushed an online stage which is away for up-skilling more than 2
million progression pros and skilling another 2 million potential delegates and
understudies.

16
Compensation headway in the BFSI vertical remained at 6.80 percent y-o-y between
July-September 2018.
As of March 2018, there were more than 1,140 GICs working out of India.
PE interests in the part remained at US$ 2,400 million in Q4 2018.
Financing (VC) interests in the IT and ITeS partition remained at US$ 53.0 million
amidst Q4 2018.
Government Initiatives
A touch of the tremendous activities taken by the association to move IT and ITeS
part in India are as indicated by the going with:
The association has seen Information Technology as one of 12 champion association
parts for which an activity plan is being made. In like way, the association has set up a
Rs 5,000 crore (US$ 745.82 million) backer for understanding the capacity of these
holy person association parts.
As a touch of Union Budget 2018-19, NITI Aayog is going to set up a national
estimation program that will draw in endeavors in AI^ and will help in utilizing AI^
improvement for movement works in the nation.
In the Interim Budget 2019-20, the Government of India declared designs to dispatch
a national program on AI* and setting up of a National AI* entry.

17
Following are the accomplishments of the association amidst 2017-18:
Around 200 Indian IT firms are available in around 80 nations.
IT passes on from India are relied on to achieve most astounding ever typical for US$
126 billion out of 2017-18.
Most stunning ever pay was made by Indian IT firms at US$ 181 billion of each 2018-
19.
Street Ahead
India is the most surprising off shoring objective for IT relationship over the world.
Having demonstrated its capacities in passing on both on-shore and toward the sea
associations to generally customers, rising advances before long offer an entirely
unexpected level of chances for top IT firms in India. Charge pay of the business is
relied on to grow 7-9 percent year-on-year to US$ 135-137 billion in FY19. The
business is relied on to make to US$ 350 billion by 2025 and BPM is required to
address US$ 50-55 billion out of the full scale compensation. Swapping scale Used:
INR 1 = US$ 0.0139 as of Q3 FY19
References: Media Reports, Press Information Bureau (PIB), Department of Industrial
Policy and Promotion (DIPP) bits of learning, Department of Information and
Technology, Union Budget 2017-18The Indian information movement part has been
instrumental in driving the nation's economy onto the quick improvement wind. As
demonstrated by the Nasscom-Deloitte consider, the IT/ITES industry's certification
to the country's GDP has extended to an idea of 5.2 percent in 2007, as against 1.2
percent in 1998. Further, the IT and BPO encounters are set up to clock pay worth
US$ 64 billion going before money related year's more than 2008, choosing a
movement of 33 percent with charges expected to cross US$ 40 billion and the private
market outlined to clock over US$ 23 billion, as demonstrated by an examination.
Meanwhile, the Indian IT affiliations flaunt is studied to remain the speediest making
in the Asia Pacific territory with a CAGR of 18.6 percent, as indicated by an
examination by Springboard Research. India's IT progress on the planet is essentially
determined by IT programming and relationship, for instance, Custom Application
Development and Maintenance (CADM), System Integration, IT Consulting,
Application Management, Infrastructure Management Services, Software testing,
Service-arranged structure and Web affiliations. A report by the Electronics and
Software Export Promotion Council (ESC) checks programming admissions to
choose a 33 percent progress in the present money related year with toll figures in the
midst of FY 2008 expected to reach US$ 45 billion. The country's IT exchanges have,

18
believe it or not, expanded essential ground, starting from several million dollars in
the mid 1990s. The Government predicts that the assertions turnover should contact
US$ 80 billion by 2011, making at a yearly rate of 30 percent for each annum.
POLITICAL FACTORS:-
This is a political factor, which impacts a business, which can be government
standards and standard toward that particular business condition. For IT industry the
Indian political structure is indefatigable, at any rate there are fears of hung
parliament due to a nonappearance of clear larger part in parliament making
nervousness of wrong placing assets into the minds of money related expert along
these lines lessening capital.

19
 CHAPTER-III
REVIEWOFLITERATURE

20
 REVIEW OF LITERATURE

TRAINING EFFECTIVENESS

Training adequacy is the bulk to which trainees are able to abecedarian and
administrate the adeptness and abilities acquired in the training programme. It
depends to the attitudes, interests, values, and expectations of the trainees and the
training environment. A training programmer is adequate to be added able if the
trainees appetite to learn, are circuitous in their jobs, admission career strategies.
Adaptation of a training programme, and the adeptness and action of trainersaswell
activate training effectiveness.

3.5.2 METHODS OF EVALUATION

Several methods can be animate to accumulated abstracts on the outcomes of training.

Some of these are:

1. The opinions and judgments of trainers, superiors, and peers.

2. Asking the trainers to abounding up appraisement forms.

3. Using a appraisal to apperceive the reactions of trainees,

4. Giving afire and accounting tests to trainees to ascertain how far they admission
learnt,

5. Arranging structured interviews with the trainees,

6. Comparing trainees ability on the job afore and afterwards training.

7. Studying profiles and career development annal of trainees,

8. Measuring levels of productivity, wages, costs, absenteeism’s and abettor

changeabout afterwards training.

9. Trainees comments and reactions during the training period, and Bulk annual
appraisal of training programme.

FEEDBACK

21
After the evaluation, the bearings should be analysed to appraisal the attainable causes
for abnormality amidst the acclimatized outcomes and the complete outcomes. The
precautions should be taken in designing and implementing abutting training
programme so as to abjure these causes. The outcomes of training programme should
acquit the time, money, and efforts invested by the alignment in training. Admonition
calm during appraisement should be provided to the trainees and the trainers as able
as to others afraid with the designing and accomplishing of training programmes.
Follow-up action is acclimatized to ensure accomplishing of appraisement address at
every stage.

ORGANISATION DEVELOPMENT:

Change in organizations is a agreeable process, and not abandoned an analytic one.

The acreage of Organisation Development (OD) has acquired a bulk of approaches to
achieve amoebic distance that advanced to abettor accordance in decisions and
carelessness to acquire annual to advanced accurate processes. Thus OD is a analytic
action to planned change. It involves after four stages:

Diagnosis : Establishing the acclimatized bearings in the organization.

Unfreezing : Accepting bodies attainable to admission change.

Intervention : Introducing change

Freezin : Accurate constant that change sustains for a affiliated aeon of time.

A adjustment of OD methods admission been developed for facilitating change

through accoutrement these stages in India (Ramnarayan et al, 1998).

1. Action Appraisal :Action Appraisal involves systematically accession abstracts on

accordant problems, apologue and agronomics the abstracts ashamed to the
organization, and allowance the alignment to crop action to address the problems. It
attempts to tap the capabilities of the admiral with the bifold purpose of adventitious
to acclimatized change efforts as able as fulfil abettor needs for greater involvement.
The admission seeks to empower the afraid accurate accession so that they may
become self-reflective practitioners rather than simple accession in the action of
accurate change. If bodies become self-reflective practitioners, not abandoned would

22
allusive solutions emerge, but added important, they will advanced the abilities to
appraisal and breach abutting problems.

2. Action Consultation: Action adjustment is an OD acclimation that helps managers

and admiral advanced the processes that are acclimated in organizations. The
processes include: communication, action resolution, adaptation making, accession
interaction, and leadership. One of the aural actualization of the action adjustment
admission is that an conflicting or centralized adviser is used. The adviser helps the
admiral to admonition themselves.

For instance, in accession architectonics activity, a plan accession is brought calm to

altercate conflicts, goals, processes of admonition and decision-making, adeptness and
leadership. The accession afresh diplomacy to afflicted problems and advanced
results. Schein (1969) who has pioneered the action adjustment admission has
articular four types of interventions that action consultants about administrate in
animate with groups.

(a) Agenda-setting interventions are aimed at accurate the accession acquainted of the
centralized processes by which it makes decisions and solves problems.

(b) Date acceptance interventions appraisal the interpersonal processes in a group, and
accordance acceptance to ascribe accession accession to advanced processes.

(c) Counseling is acclimatized during or afterwards a acceptance action to ensure that

behaviors are appropriately modified.

(d) Structural interventions blot suggestions on how plan should be allocated,

committees organized, or accession norms enforced.

3. Training workshops and conferences: Training has become an important OD

accoutrement in the change process. Training programs are acclimated not abandoned
to achieve ideas, advanced accordance a allocation of employees, enhance skill, but
aswell for the development of new roles, systems, procedures, and plan methods. Top
management’s captivation in training programmes provides the ambient for defining a
afire framework of the accession strategy. Training workshops and conferences
represent an important ancient footfall in the accurate change action as they admission
the abeyant to achieve the after objectives:

23
(a) Raise the action of participants.

(b) Bring associate of the gaps amidst absoluteness and ideals.

(c) Provide a acclimatized anchor to afire accumulated and difficulties.

(d) Generate annual for change.

(e) Create greater associate of change.

Training admission to be followed up with acclimatized administering

accomplishments and initiatives to achieve the acclimatized change in reality.

IDENITIFYING TRAINING NEEDS

All training activities admission to be accompanying to the specific needs of the

alignment the needs and the abandoned employees. A training programme should be
launched abandoned afterwards the training needs are adjourned acutely and
specifically. The adequacy of a training programme can be brash abandoned with the
admonition of training needs the gap amidst the complete and acclimatized levels of
knowledge, skills, and ability and should be specified. The affliction areas that can be
apprenticed through training should aswell be identified.

Training needs can be articular through the after types of analysis

Organizational Analysis

It involves a assimilation of the complete organization. In acceding of its objectives, it

is resources, adeptness allocation and utilization, advanced abeyant and its
environment. Its purpose it to activate across training emphasis should be placed aural
the organization. Accurate appraisal consists of the after elements:

• Appraisal of objectives

• Resource Accoutrement Analysis

• Alignment analysis

• Environmental Scanning

24
Task or Role Analysis

It is a analytic and abounding analyses of jobs to appraisal job contents, the

knowledge, skills, and aptitudes acclimatized and plan behavior.

Manpower Analysis

In the appraisal the bodies to be able and the changes acclimatized in the knowledge,
abilities and aptitudes of an abettor are determined. Training can be accordant and
applicative if the three types of appraisal acclimatized aloft are agitated on
continuously added over this appraisal should be dent in a anxiously brash and able
programme.

Training Objectives:

Generally bandage ambassador ask the core ambassador to arrange the training
policies. The core Ambassador arrange the after training objectives in befitting with
company’s goals and objective:

a. To acclimatize the abettor both new and old to accommodated their present as able
as the changeabout requirements of the job and the organization.

b. To advanced obsolescence.

c. To acclimatize admiral for higher-level tasks.

d. To abetment admiral action added bigger in there present positions by

advertisement them to the latest concepts, information, and techniques and developing
the abilities they will accusation in their accurate fields.

e. To complete up a added bandage of competent admiral and acclimatize them to blot

added acquiescent positions.

f. To advanced the potentialities of bodies for the next affiliated job.

g. To ensure banal and able animate of a department.

h. To ensure economical; ability of acclimatized quality.

25
i. To advanced abandoned and accumulated morale, a adroitness of responsibility, all-
around attitudes and adequate relationships.

Designing a Training Programme

In acclimation to achieve the training objectives, an acclimatized training action is

necessary. A training action represents the accusation of top administering to abettor
training. It consists to rules and procedures applicable training. A training action is
required:

a. To advertise the company’s appetite to advanced its employees;

b. To adviser the architectonics and accomplishing of training programmes;

c. To appraisal the analytic areas across training is to be acclimatized on a

antecedence basis; and

d. To axle acclimatized opportunities to admiral for their own betterment.

A complete training action acutely defines the after issues:

i) The after-effects acclimatized to be able through training

ii) The accountability for the training function

iii) The priorities for training

iv) The accustom of training required

v) The time and address of training.

vi) The payments to be bogus to admiral during the training period.

vii) The alfresco agencies to be associated with the training.

viii) Relationship of training to the company’s labour policy.

Training Methods and Techniques

The methods animate for training of agents may be declared as under

26
On-the-job Training

In this method, the abecedarian is placed on a acclimatized job and able the abilities
all-important to achieve it. The abecedarian learns below the admonition and
administering of the aloft or an instructor. The abecedarian learns by celebratory and
administering the job. Therefore, it is declared acquirements by doing.

Several methods are acclimated to axle on the job training e.g., apprenticeship job
rotation, axle assignments, etc. A acclimatized appraisal of the job training is Job
Apprenticeship Training (JIT) or step-by-step learning. It is broadly acclimated in the
United States to acclimatize IInd chichi employees. It is acclimatized for accession or
advanced of motor abilities and acclimatized and repetitive operations. The JIT
involves the after steps:

• Preparing the abecedarian for instruction. This involves putting the abecedarian at
ease, accepting his assimilation and attention, affirmation the emphasis of the job, etc.

• Presenting the job operations or instructions in acceding of what the abecedarian is

acclimatized to do. The abecedarian is put at plan website and ceremony footfall of
the job is explained to him clearly.

• Applying and aggravating out the instructions to adjudicator how far the abecedarian
has acclimatized the instructions.

• Following up the training to appraisal and complete the deficiencies, if any.

JIT acclimation provides complete feedback, permits quick changeabout of errors and
provides added breeding if required. But it needs able trainers and action in advance.

Vestibule Training

In this method, a training centermost declared alcove is set up and complete job
distance are bifold or apish in it. Expert trainers are animate to axle training with the
admonition of accessories and machines, which are identical with those in acclimated
at the workplace.

Apprenticeship Training

27
In this method, abstruse apprenticeship and activated acquirements are provided to
trainees in training institutes. In India, the government has acclimatized Automatic
Training Institutions (ITI) for the purpose. Below the Apprenticeship Act 1962
administering in accurate industries are acclimatized to alternation the assigned bulk
of bodies in ‘designated trade’. The aim is to advanced all-round craftsmen.
Generally, a allowance is paid during the training period. Thus, it is an “earn if you
learn” scheme.

Classroom Training

Under this method, training is provided in accession classrooms or in educational

institutions. Lectures, case studies, accession discussions, and audio beheld aids are
acclimated to explain adeptness and abilities to the trainees. Classroom training is
adequate for teaching concepts and programmes. Some companies advanced their
own training institutes or schools. Acclimatized training courses are brash e.g.,
administering advanced for foremen, computer advanced for typists, etc., Courses in
retraining and advanced may aswell be conducted. Small firms depend on alfresco
schools and courses.

Internship Training

It is a accumulated programme of training in which educational institutions and

business firms cooperate. Declared candidate’s haversack on acclimatized studies for
the assigned period. They aswell plan in some annex or adjustment to admission
activated adeptness and skills. This acclimation helps to axle a adequate antipode
amidst admission and practice. However, it involves a affiliated time due to blah
process. This acclimation of training is acclimated in able plan e.g. MBBS, CA,
ICWA, Accession Secretaries, etc.

Assessment of Training Needs

Training needs are articular based on accurate analysis, job analysis, and man
analysis, Training programme, training methods and advanced adaptation are to be
planned based on training needs.

Training needs = Job and Accurate affirmation – Abettor specifications

The after forms appraisal training needs

28
• Organizational Assay

This includes appraisal of objectives, adeptness utilization, and ambiance scanning

and alignment climate: Accurate strengths and weakness in acclimatized areas like
accidents, great scrap, business areas and accession personnel, accounts etc.

• Departmental Analysis

Department courage and weakness including acclimatized problems of the

administering or a acclimatized affliction of a accession of admiral like accepting
abilities and adeptness in operating computer by accounting personnel.

• Job / Role Assay

This includes assimilation of jobs/roles, architectonics of jobs due to changes, job

enlargement, etc.

• Manpower Analysis

Individual strengths and weaknesses in the areas of job knowledge, abilities etc.

Ist chichi abettor Development

Ist chichi admiral are the a lot of admired assets of any organization. The ambassador
is the activating life-giving aspect in the organization. The success and advanced of
alignment depends on adeptness and ability of the Ist chichi employees. It is basic to
alternation and advanced Ist chichi admiral who can achieve the managers of today.

Concept of Ist chichi abettor Development:

Ist chichi abettor Development or administering development is a analytic action of

acquirements and advanced by which accurate core accession and administrate
knowledge, skills, attitudes and efficiently. Ist chichi admiral abecedarian conceptual,
abstruse adeptness and accurate abilities in an organized through an educational
process. The basic aim of bookish apprenticeship for ambassador is to admission his
adeptness to abecedarian from experience.

Ist chichi abettor development consists of all the bureau by which Ist chichi admiral
abecedarian to advanced their behaviour and performance. It is brash to advanced the

29
adequacy of managers in their present jobs and to acclimatize them for academy job
in future.

• Ist chichi abettor development is a planned and organized action of acquirements

rather than an draft or airship an applesauce approach.

• Ist chichi abettor development is a constant process, as accurate abilities cannot be

developed overnight.

• Ist chichi abettor development aims at advancing managers for bigger ability and
allowance them to apprehend their abounding potential.

• Ist chichi abettor development is guided self-development.

Objectives of Ist chichi abettor Development:

Any programme of Ist chichi abettor development aims at accomplishing the after
ways

 To advanced the ability of managers at all levels in their present jobs.

 To sustain adequate ability of managers throughout their careers by abject they are
abounding abeyant i.e., to acclimatize managers for academy jobs in future.

 To advanced obsolescence of Ist chichi admiral by advertisement them to a latest

contests and techniques in their agnate areas of specialization.

 To adapt age-old Ist chichi admiral who admission risen from the ranks by
abominable competent and academically able professionals.

 To axle opportunities to Ist chichi admiral to achieve there career aspirations.

 To ensure that the accurate adeptness of the alignment are activated optimally.Ist
chichi abettor Development Objectives at Three Levels of Authority:

i) Top Management

ii) Middle Bandage Management

iii) Middle Anatomic Ist chichi admiral and Specialists

30
Top Management:

i) To advanced through action and analytic adeptness in acclimation to bald and

adjudge problems and crop decisions in the best interests of the country and
organization;

ii) To advanced aqueduct problems which may address the alignment now or in the
future;

iii) To admission economic, abstruse and institutional ammunition in acclimation to

breach business problem: and

iv) To admission adeptness about the problems of beastly relation.

Middle Bandage Management:

i) To accredit a afire annual of Ist chichi abettor functions and responsibilities;

ii) To accompany about an associate of the axle aspects of administering problem:

iii) To advanced the adeptness to analyses problems and to crop acclimatized action;

iv) To advanced associate with the accurate uses of cyberbanking accounting,

psychology, business law and business statistics;

v) To adapt adeptness of beastly action and beastly relationships; and

vi) To advanced acquiescent leadership.

Middle Anatomic Ist chichi admiral and Specialists

i) To admission adeptness of business action and operations in specific fields in

business production, finance, personnel;

ii) To admission ability in administering techniques such as plan study, annual

control, operations research.

iii) To admission and functions performed in the company

iv) To admission automatic relations problems and

31
v) To advanced the adeptness to analyse problems in one’s across or functions.

Process of Ist chichi abettor Development:

The Ist chichi abettor development programmes are as follows

i) Appraisal of Development Needs

ii) Appraisal of present Accurate Talent

iii) Inventory of Ist chichi abettor Manpower

iv) Planning Abandoned Development Programmes.

v) Establish MotivationProgrammes

vi) Evaluating Development Programmes.

Analysis of Development Needs:

First of all the present and abutting development needs of the alignment are
ascertained. It is all-important to activate how abounding and what accustom of Ist
chichi abettor are acclimatized to accommodated the present and abutting needs of the
enterprise. This calls for accurate planning. Afresh job descriptions and adapt are able
for all Ist chichi abettor positions to apperceive the accustom of knowledge, skills,
training and associate acclimatized for ceremony position.

Appraisal of present Accurate Talent:

A qualitative appraisement of the complete Ist chichi admiral is bogus to activate the
accustom of Ist chichi abettor angled attainable with in the organization. The ability of
every Ist chichi abettor is compared with the acclimatized accustomed of him.

Inventory of Ist chichi abettor Manpower:

This annual is able to admission complete admonition about ceremony Ist chichi
employee. Abstracts on the age, education, experience, health, appraisal results, and
ability appraisement aftereffect is collected. This admonition is maintained on cards
or advancement tables, one for ceremony Ist chichi employee.

32
Planning Abandoned Development Programmers:

Each one of us has a acclimatized set of physical, intellectual, and affecting

characteristic. Therefore development plan should be clothier bogus for ceremony
individual. Such programmers of development should accordance due assimilation to
the interests and goals of the subordinates as able as to the Action opportunities
complete in the organization.

Establishing Action Programmers:

The beastly adeptness administering prepares complete and well-conceived

programmes. The administering identifies developing needs and may battery specific
courses in fields of leadership, adaptation accurate etc.

Evaluating development Programmes:

Considerable money, time, and efforts are spent on Ist chichi abettor development
programmes. It is therefore; acclimatized to accretion out to what admeasurement the
programme objectives admission been achieved. Observation of the trainee’s
behavior, appraisement of the training elements, appraisal surveys, interview, tests,
and changes in productivity, quality, bulk etc., can be acclimated to adjudge
development programmes.

Methods and Techniques of Ist chichi abettor Development:

It is of two types

i) one-the-job Techniques

ii) off-the-job Techniques

On-the-job Techniques:

It is broken into some groups.

Coaching:

In this method, the aloft guides and accustom the abecedarian as a coach. The
drillmaster or adviser sets mutually agreed aloft goals, advanced how to achieve these

33
goals, periodically reviews the trainee’s advanced and suggests changes acclimatized
in behavior and performance.

Understudy:

An abecedarian is a accepting declared and accepting able as the aboveboard to

acquire at a abutting time the abounding duties and responsibilities of the position
afresh captivated by his superior. In this way a actually able accepting becomes
attainable to adapt a ambassador during his affiliated absence or illness, on this
retirement, transfer, promotion, or death.

Position Rotation:

It involves movement or changeabout of Ist chichi admiral from one position or job to
accession on some planned basis. Position ambit is aswell declared job rotation. The
aim is to augment the knowledge, skills, and bend of Ist chichi employees. Job ambit
or position ambit is about brash for inferior Ist chichi employees. It may acquire for a
aeon alignment from six months to two years.

Project Assignment:

Under this acclimation a bulk of abecedarian Ist chichi admiral are put calm to plan
on a action afresh accompanying to their anatomic area. The accession declared action
accession or adjustment force will assimilation the affliction and accretion
acclimatized solution. This is a adjustable training emphasis due to acting attributes of
assignments.

Committee Assignment:

A constant axle consisting of abecedarian Ist chichi admiral is constituted. All the
trainees participate in the deliberations of the committee. Aqueduct argument in axle
action they are acquainted with acclimatized viewpoints and accession methods of
affliction solving. They aswell abecedarian interpersonal skills.

Multiple Management:

Under it, a inferior axle of boyish Ist chichi admiral is constituted. Aloft problems are
analyzed in the inferior board, which makes recommendations to the Axle of

34
Directors. The boyish Ist chichi admiral abecedarian adaptation accurate abilities and
the Axle of Directors acclimatized abounding acceptance to problems and issues.

Selective Reading

Managing has become a specialized job adroit a abutting draft with the latest
developments in their field. By annual declared able books and journals, mangers can
accrue in draft with the latest appraisal finding, theories, and techniques in
management.

Lectures

These are formally organized address by an adviser on specific topics. Address is

basic if abstruse or acclimatized admonition of a circuitous attributes is to be
provided. These can be supplemented by discussions, case studies, demonstrations,
audio beheld aids, and becloud shows. Address acclimation is a simple way of
imparting adeptness to a abounding bulk of bodies aural a abridge time.

Lecture acclimation can be bogus able in the after ways:

i) A address should be able planned as to its purpose and contents

ii) The academician should be competent and a adequate speaker

iii) The address should not be for added than an hour.

iv) The address should be bogus arresting through able questions, guided discussions,
and audio beheld aids.

Group Discussions

It is a accession of the address method. Below it, agenda is able and presented by one
or added trainees on the declared topic. This followed by a analytic discussion. The
ambassador of the argument or academy summarizes the adaptation of the agenda and
the argument with the accompanying topics.

Case Assimilation Method

Under this method, a complete or bookish business affliction or bearings aggressive

band-aid is presented in autograph to the trainees. They are acclimatized to appraisal
35
and analyse the problem, advanced and adjudge accession courses of action and
acquire the a lot of acclimatized solution.

Conference Method

A adjustment is a action of several bodies to altercate the answerable of acclimatized

interest. However, accession from accession can be acclimatized as ceremony one
builds aloft annual of added participants. This acclimation is best ill-fitted if a
affliction has to be analyzed and brash from acclimatized viewpoints. The success of
the adjustment depends on the adjustment leader.

Need for training

Need for training arises to

1) Improve performance

2) Improve productivity

3) Improve aloft of product/service

4) Improve accurate altitude

5) Improve blossom and assurance

6) Reduce abrasion to change

IMPORTANCE OF TRAINING:

The emphasis of beastly assets administering to a abounding admeasurement depends

on beastly assets development. H.R.D. is abolishment but training of admiral and
training as its a lot of important technique. No alignment can get a appellant who
actually accoutrement with the job and the originations requirements. Hence, training
becomes all-important is important to advanced the abettor and achieve him adequate
the job. Training works arise bulk additions to the accession through HRD.

Job and accurate requirements are not constant rather they are afflicted dynamic.
From time to time in actualization of the abstruse advanced and accusation in the
associate of the complete aloft and affluence administering (TQPM).

36
The objectives of the TQPM can be able abandoned through training, which helps to
advanced beastly abilities and efficiency. Training admiral would be a admired asset
to an organization.

Organizational efficiency, productivity, advanced and development to a greater

admeasurement depend up on training. If the acclimatized training is a not provided.
It leads to performance, aborticide of the employees. Accurate objectives like
viability, adherence and advanced can aswellbe able by accouterment through
training. Training is important, as it constitutes a cogent allocation of administering
control.

The training, enhances four ‘C’s for the alignment viz.

 Competence

 Commitment

 Creativity

 Contribution

BENEFITS OF TRAINING:

ON-THE JOB TRIANING METHOD

This accustom of training, aswell apperceive as algid instruction, training, is the a lot
of frequently acclimated method. Below this method, the abandoned is placed on a
acclimatized job and able the abilities all-important to achieve the job. The
abecedarian learns below the administering and admonition of a able artisan
instructor. On-the-job training has advantage of giving actual adeptness and associate
below complete animate conditions. While the abecedarian learns how to achieve the
job, he is aswella admirers artisan alarm the serve for which his paid. The affliction of
changeabout of the abecedarian is aswell minimized as the accepting learns on the
job.

The emphasis is placed on alarm the casework in the able address rather than learning.
How to achieve the job on-the-job training acclimation awning job rotation, coaching,
job apprenticeship or stop by footfall training g and axle assignments.

37
a) Job rotation: this abecedarian involves the movement of abecedarian appraisal one
job to another. The abecedarian receives job adeptness and assets associate from his
ambassador or trainer in ceremony of the acclimatized job assignments. Acceptance
this acclimation of trainings acclimatized in training managers for acclimatized
administering position, trainees can aswell be rotated from hob to ob in annex jobs.
This acclimation gives an befalling to the abecedarian to admission the problems of
admiral of added jobs and annual them.

b) Coaching: the abecedarian is placed below a accurate ambassador functions as a

drillmaster in training the individual. The ambassador provides the acceptance to the
abecedarian on his ability and offers his some suggestions for improvement. About
the abecedarian shares some of the duties and responsibilities of the drillmaster and
relieves his of his burden. A limitation of this acclimation of training is that the
abecedarian may not admission the carelessness or befalling to ex columnist his own
ideas.

c) Job instruction: this acclimation is aswell acclimatized as footfall by footfall

training. Below this acclimation , trainer explains the abecedarian the agency of
accomplishing the jobs , job adeptness and abilities allows hid to do the job . The
abecedarian appraises the ability of the trainee, provides acceptance and corrects the
trainee.

d) Axle assignments: below the axle assignment, accession of trainees are

acclimatized an asked to breach an accurate affliction . The abecedarian solves the
affliction jointly. It develops teamwork.

OFF-THE JIB METHOD:

Under the acclimation of training, the abecedarian is distant from the job bearings and
his assimilation I focused aloft acquirements the complete accompanying to his
abutting job performance. Since the abecedarian is not absent by job requirements, he
and address his complete assimilation on acquirements the job rather tan celerity in
bold it.

There I sin befalling for carelessness advertisement for the trainee, the methods are as
follows:

38
a) Vestibule training: in this method, complete plan distance are apish in a classroom.
Materials, files and equipments those are acclimated in complete job ability are aswell
acclimated in training. This accustom of aqueous I frequently acclimated for training
core for clears and semi able jobs. The constancy of this training ranges from canicule
to a few weeks admission can be accompanying to breeding in this method.

b) Role playing: it I s accurate as beastly alternation that involves adroit behavior in

abstruse situations. This acclimation of training involves action, accomplishing and
proactive. The amateur play the role of complete characters, such as accession
manager, automatic engineer, aliment engineer, superintendents, aloft advantage
inspectors, advanced men. Workers and the like. The acclimation I mostly acclimated
to advanced interpersonal interactions and bigger ion.

c) Lecture method: the address is a adequate acclimation and complete acclimation of

instruction. The apprenticeship organizes the complete it to a accession o trainees in
the appraisal of a talk. To be able the address admission to activate and achieve
assimilation a allocation of the abecedarian an advantage of address acclimation it is
complete and can bi acclimated for abounding accession o trainees. Thus bulk and
tin=me circuitous are reduced. The aloft limitation of the address acclimation is that it
does not axle for changeabout of training effectively.

d) Conference: it is a acclimation accepting the clerical, able and accurate personnel.

This acclimation involves a accession of bodies who affectation ideas, adjudge a those
facts, annual and data, appraisal assumptions and draw concussions, all of which
accordance to the advanced of job performance.

e) Programmed instruction: in abreast years this acclimation has become popular. The
answerable bulk to be learnt is resents in a alternation of anxiously planned after
units. These units ate constant from simple to added circuitous levels of instructions.

f) The abecedarian goes acceptance these units by answering questions or filing the
blanks. This acclimation is big-ticket and consuming.

g) Appraisal of training programme: the adapt of belief forms a abject of evaluation.

the abject of appraisement and the admission of accumulating of admonition alarm for
appraisement should be angled at the planning stages the action of training
appraisement has been accurate as “any beforehand to admission admonition on the

39
accoutrement of training ability and to asses the aswell of training ting the afire of
than information”. Appraisement is adroit in ascertaining whether or not the training
diplomacy is accouterment to be able and its objectives ate accepting achieved.
Appraisement leads accurate and browbeating the training programs. Humbling
acclimatized 5 levels at which appraisement of training cal crop palaces. They are
reactions, learning, job behavior, organization, ultimate value.

h) Feedback: training appraisement admonition should be provided to the trainers and

instructors, trainees ads all added parties afraid for control, corrections and
improvements of trainees activities. Further the training analyzer should hunt it up to
ensure accomplishing of the appraisement address at every state. Acceptance
admonition bank can be calm on the abject of appraisal or through interview.

Benefits of training:

Training is important as it is the a lot of cogent allocation of administering control.

Training facilitates the administering to achieve its accurate goals bigger by the able
accoutrement of beastly resources. Training g is benefices to both admiral and the
alignment in the after ways.

Benefit to the organization: training is advantageous to the alignment in the after

ways.

a) Bigger productivity:

Training helps the admiral to advanced their ability level. A able able abettor can
achieve a task/activity at a faster bulk and accurately by accoutrement bigger methods
of work. This advanced in manpower ability helps the alignment to achieve top and
bigger productivity.

b) Bigger aloft of work:

In training programmed, admiral ate able affiliated and bigger methods of bold
activities. Able able admiral ate below adequate to achieve anatomic mistakes. This
ability of admiral facilitates the alignment to advanced the aloft of work.

Cost and allowance reduction:

40
Accomplished admiral achieve below anatomic /operational mistakes and achieve
added economical use of abstracts and machinery. This reduces wastages and after-
effects in added affluence with top aloft and abbreviation in bulk per unity. Training
even reduces the aliment bulk due to below accoutrement breakdowns and bigger
administering of equipments.

c) Adjustment supervision:

A able able abettor tends to be self-supportive, abominable motivated and requires

below abetment and control. This reduces the supervisor’s accountability and in
changeabout increases the bulk of supervision.

d) Adjustment accidents:

Training reduces the affluence of accidents because a able able abettor adopts the
acclimatized and affirmation plan methods. Even the blossom and affirmation of
admiral can be improved.

e) Abettor advanced and top morale;

Training enhances the adeptness and abilities of admiral emblematic them to abound
faster in their career. This facilitates the alignment to achieve its goals effectively.

Proper training develops complete attitude a allocation of admiral and this improves
the affirmation and job satisfaction. Training even reduces the grievances as a able
able abettor I acclimatized the befalling of advanced and job security.

i) bigger accurate climate:

A complete programmed improves the accurate distance including, acclimatized

automatic relations, bigger discipline, decentralized authority, participative
management, adjustment abrasion to change and accurate stability.

Thus, it can be assured that training is an investment in bodies and a analytic training
is a complete business investment.

HRIS:

41
Animal adeptness admonition adjustment is analytic action for collecting, storing,
maintain, and retrieving abstracts accusation by an alignment about its beastly
recourse and different activities that ate accordant for their management.

HRC:

In the present abominable circuitous ambiance , HR counseling has become drive

accountability of HR ambassador as counseling plays basal role in acclimatized
aspects of managing beastly adeptness like career planning and development , ability
administering , emphasis management, and added areas which may aftereffect admiral
emotionally. The basal algid of counseling is to accompany an abettor ashamed to his
acclimatized able position in which he was afore the affecting affliction emerged.

CHAPTER-IV

DATA ANALYSIS

&

INTERPRETATION

42
 DATA ANALYSIS

1. Is the Training program introduced new concepts in your area of working?

Particulars Strongly Agree Agree Can’t say Disagree Strongly Total

Disagree

No.of 17 5 2 0 1 25
Employees

Percentage 68 20 8 0 4 100

43
 120

100

80

60 No.of Employees
Percentage
40

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the executives agree that the Training
program introduced new concepts in their area of work place.

2. Is the Training program introduced new concepts in area of your personality

development/Human relations?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 12 3 8 2 0 25
employees

Percentage 48 12 32 8 0 100

44
 100

80

60
No. of Employees
40 Percentage

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the executives agree that the
training program introduced new concepts in area of their personality
development/Human relations.

45
 3. Is the Training program useful to you in your present job?

Particulars Strongly Agree Can’t say Disagree Strongly Disagree Total

Agree

No.of 17 4 3 1 0 25
Employees

Percentage 68 12 6 4 0 100

100

80

60 No. of Employees
40
Percentage
20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the executives agree that the
training program useful to them in their present job.

46
 4. Is the Training program helps you to prepare you for the future jobs in your
area of working?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 15 2 8 0 0 25
Employees

Percentage 60 8 32 0 0 100

100

80

60 No. of Employees

40 Percentage

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the employees agree that the
Trainingprogram helps to prepare them for the future jobs in their area of working.

47
5. Is it helps you to take new challenges in your present job?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 16 5 3 1 0 25
Employees

Percentage 64 20 12 4 0 100

100
90
80
70
60
50 No. of Employees
40 Percentage
30
20
10
0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the employees agree that the
Training Program helps them to take new challenges in their present job.

48
 6. Is the Training program helps you to take new roles in this organization?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 15 5 5 0 0 25
Employees

Percentage 60 20 20 0 0 100

100

80
No. of Employees
60
Percentage
40

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the employees agree that the Training
Program helps them to take new roles in that organization.

49
 7. Do you often apply this knowledge in your work place while performing the
jobs?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 17 5 3 0 0 25
Employees

Percentage 68 20 12 0 0 100

100

80

60 No. of Employees
Percentage
40

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the employees agree that they often
apply that knowledge in their work place while performing the jobs.

50
 8. Is the Training Program brought change in your perception about your job?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 15 5 4 1 0 25
Employees

Percentage 60 20 16 4 0 100

100

80
No. of Employees
60 Percentage

40

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the executives agree that the
Training Program brought change in their perception about their job.

51
 9. Dou you attained skills in this program?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 17 3 4 1 0 25
Employees

Percentage 68 12 16 4 0 100

100
90
80
70
60 No .of Employees
50 Percentage
40
30
20
10
0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above information most of the executives agree that they
attained new skills in that program.

52
 10. Are you using the new skills in your present job?

Particulars Strongly Agree Can’t Disagree Strongly Total

Agree say Disagree

No.of 17 4 3 1 0 25
Employees

Percentage 68 16 12 4 0 100

100

80
No. of Employees
60
Percentage
40

20

0
Strongly Agree Can’t say Disagree Strongly Total
Agree Disagree

INTERPRETATION:

From the above charts most of the executives agree that they are using
the new skills in their present job.

53
CHAPTER-V
 FINDINGS
 SUGGESTION

 CONCLUSION

 BIBLIOGRAPHY

 QUESTIONNARIE

54
 FINDINGS
• There is a advantageous accord amid the peers, subordinates, superiors in HCL PVT
LTD.

• In this alignment best no. of advisers are accede with the administration because
their account and suggestions on some occasions only.

• In this alignment Training programs will helps the advisers in accomplishing both
alone goals and authoritative goals.

• Maximum no. of advisers are annoyed with the Training affairs conducted by HCL
PVT LTD.

• Employers are acquired ability at plan abode afterwards accessory this Training
program.

• For new joiners in alignment training adjustment are conducted like apprenticeship
and besides acclimatization programs.

• Training will be actual advantageous to advisers in their present job.

• Training affairs helps advisers to yield new challenges in their present job.

• Most of the advisers are application new abilities in their present job.

• According to the training affairs advisers to yield new roles in the organization.

• With the advice of training affairs advisers will access their productivity.

• After this Training affairs they are accomplishing their job added confidently.

• Training affairs brought absolute appulse on agent behavior.

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 SUGGESTIONS:

• HCL PVT LTD should conduct added and added training programs accompanying
to the anatomic competencies of employees.

• HCL PVT LTD should ensure that whenever they yield acknowledgment from
advisers their suggestions are taken into application and implemented as anon as
accessible this will accomplish advisers to accord honest and acknowledge feedback.

• HCL PVT LTD in this attention should conduct a appointment for acknowledgment
so that absolute time advice is accessible with account to training needs of the
employees.

• Aim of any aggregation is to be ensure that all advisers administer techniques learnt
in training affairs on the job appropriately at anniversary akin accomplishment abject
training should be given.

• The charge is for the administration to accompany the a lot of able trainers to the
training programs. Trainers can be called on basal of their appraisement in the
accumulated world.

• Here the administration has to advance the superior of Training programmers in

HCL PVT LTD a superior based approaches can be used.

• While evaluating the Training programmers the acknowledgment will be calm

anniversary and every day in Training period. And aswell the acknowledgment
anatomy can be broadcast to the advisers every day in the cafeteria break.

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 CONCLUSION:
• The address in training and development in HCL PVT LTD has brought into ablaze
the absolute account of the employee’s attitude appear training and development.

• Most of the respondents accept bidding that they are absorbed in the on- the- job
method.

• Most respondents bidding that acknowledgment is calm from all the participants in
the program.

• The agent in the alignment are able-bodied alternate in the training program.

• The training is getting accustomed to the advisers at approved interval.

• A lot of of the advisers are actual abundant annoyed about the alternative of the
candidates for training.

• Most of the advisers are bidding that the training programmed is imparting the latest
technology in the market.

• Most of the advisers accede with the training programmed accommodated pre-
specified objectives.

• A lot of the advisers are acknowledge absolute with the training programmed
conducted in the organization.

• It is begin that some of the advisers are not acquainted or the training action inHCL
PVT LTD. Appropriately they are fabricated to be aware.

• Most of the advisers accede with the training advice you to advancement bendable
abilities like advice skills, leadership, aggregation architecture etc.

• Most of the advisers accede with the alignment accommodate training for both
present and new employees.

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 BIBLIOGRAPHY:

Author’s Name Title of Book

C.B. MAMORIA PERSONNEL MANAGEMENT
SUBBA RAO INDUSTRIAL RELATIONS AND
PERSONNEL MANAGEMENT
VP MICHIEAL HRM & HR
STEPHEN P. ROBBINS ORGANIZATIONAL BEHAVIOR

WEBSITES:

Http://Www.HCL PVT LTD. In

http://www.google.com

http://www.citehr.com

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 QUESTIONNARIE

I would be grateful if you would kindly spare some time to answer the
questionnaire. This information will be used purely for academic purpose and would
be kept confidential.

NAME: DEPARTMENT:
DESIGNATION: EMPLOYEE NO:

1. Is the Training program introduced new concepts in your area of working?

a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

2. Is the Training program introduced new concepts in area of your personality

development/Human relations?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

3. Is the Training program useful to you in your present job?

a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

4. Is the Training program helps you to prepare you for the future jobs in your area of
working?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

5. Is the Training program helps you to take new challenges in your present job?
a). Strongly Agree b). Agree

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 c). Can’t say d). Disagree
e). Strongly Disagree

6. Is the Training program helps you to take new roles in this organization?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree
7. Do you often apply this knowledge in your work place while performing the jobs?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

8. Is the Training program brought change in your perception about your jobs?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree e). Strongly Disagree
9. Do you attained new skills in this Training program?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

10. Are you using the new skills in your present job?
a). Strongly Agree b). Agree
c). Can’t say d). Disagree
e). Strongly Disagree

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