Institute of Management, Nirma University

MBA-FT 2018-2020

Training and Development

Group Assignment
On
Training and Development

Practices at Infosys

Submitted to: Submitted by:

Prof. Hardik Shah Avani Jain 181115

Babin B. Varghese 181116
Parth Sharma 181142
Jaya Gaba 181323
Sanskriti Pareek 181356

DATE OF SUBMISSION: 4th DECEMBER, 2019

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Acknowledgement:

I would like to express my gratitude towards the Human Resource Management department
and especially to Prof. Hardik Shah for providing continuous support and guidance towards
successful completion of this assignment, which helped me in exploring new dimensions and
practices that are prevailing in Training and Development Domain and it also helped me in
learning new terminologies. I would also like to pay my vote of thanks to Institute of
Management, Nirma University and Infosys HR department towards providing me constant
support in the form of valuable time, library and online servers.

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Executive Summary/Abstract:

Training and development play an important role in the development of Human Resource
department of any organization. At Infosys a large amount of fund is been kept apart for
conducting trainings at regular interval of time. This paper represents the primary research that
had been conducted on the freshers and experienced professionals undergoing induction and
leadership development program. It also stress on the area of 5-point scale and Lex portal. It
has been followed by secondary research data obtained from scholarly sources like Emerald
and EBSCO. It further includes descriptive and prescriptive analysis which depicts how the
primary research data aligns and contrasts with results obtained from secondary data. Report
ends with providing future recommendations and learnings.

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Table of Content:

1 Introduction to the Topic. 4

2 Objectives 5

3 Information Technology Consulting Industry 5

4 Research Methodology 6

5 Training and Development Practices at Infosys Limited. 7

6 Training Need Analysis – Information Technology Sector. 13

7 Threats in Developing a Training and Development Initiative. 14

8 Modern Training Technique. 16

9 Measurement of Training and Development. 17

10 Secondary Data Analysis 19

11 Descriptive and Predictive Analysis 21

12 Comparison of Training & Development Practices at TCS and Wipro 22

13 Recommendations 23

14 Limitations 23

15 Outcome and Learning 23

16 Conclusions 24

17 References 25

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 Introduction:

Infosys is a global leader in next-generation digital services and consulting. Infosys help enable
clients in 45 countries to navigate their digital transformation. Infosys has over three decades
of experience in managing the systems and workings of global enterprises, Infosys expertly
steer their clients through the many next of their digital journey. Infosys do it by enabling the
enterprise with an AI-powered core that helps prioritize the execution of change. Infosys also
empower the business with agile digital at scale to deliver unprecedented levels of performance
and customer delight. Infosys always-on learning agenda drives their continuous improvement
through building and transferring digital skills, expertise and ideas from our innovation
ecosystem.

Training and Development Program at Infosys:

Infosys as an organization works on the principle of ‘Learning Organization’. As this principle

is assigned to an organization that facilitates the learning and development of its employees
and continuously transform itself. Learning organization as an attitude is incorporated in the
mindset of the employees and also the organization as a whole. In this principle each and every
employee of the organization try to maximize their achievements by employing new and
advanced technologies and innovative techniques of work fulfillment.
Infosys always stands ahead in terms of identifying problems which their customers are facing
and come up with innovative solutions in order to solve their problems. Adopting learning
organization has enhanced the organization’s value by creating new ideas and information,
instead of material production.
Training and Development has always been at the heart of Infosys. Infosys has a strength of
228,123 employee base and continuously employing new freshers and experienced
professionals. This vast ocean of employees needs continuous learning and training in terms of
new technologies, programmable languages and business practices. The company delivers
excellent training programs through its HR department across all locations and branches.
Infosys maintains a department of training and development specialists who are responsible for
certain training contents, such as technology, business knowledge, company policies,
marketing etc. HR department plans yearly training and development schedule together with
experts from other departments, and is responsible for carrying out these training schedules.
Training and development play an important function in Infosys’ daily operation and strategy

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development. The HR department divides training and development mainly into four levels.
The first level is for senior management and candidate senior management; the second level is
for normal employees and normal managers; the third level is for first-line sales personals; the
fourth level is for new hires and fresh graduates. According to the needs and requirements of
different levels, training sessions are designed by different teams.

Introduction to the Topic:

Training and Development plays an important role in the development of an organization. An
efficient and well-designed training program helps in increasing competitiveness and efficiency
of its employees. This topic mainly comprises of the training and development practices which
are been employed at Infosys and the world class training it provides at its Global Education
Centers. It has its biggest GEC in Mysore which trains its Fresher software professionals and
Hyderabad CDC is especially designed for the Management Associates. In this report we are
going to evaluate how training helps in welcoming new employees to the organization and how
an employee can be well trained in order to achieve perfection in its work. Following part
covers the output obtained from primary and secondary research.

Objectives:

• To observe the Training & Development process of Technical Training at Infosys

Limited (Primary Research).
• To observe the Training & Development practices and policies at Infosys. (Secondary
Research).
• To identify the challenges faced by the company with the existing T&D policies
• To identify the latest trends in T&D practices in different sectors of industry.

Information Technology Consulting Industry:

Information technology is another term for computing, which is the use of computers and other
devices for exchanging, retrieving, storing, and networking of electronic data. Information
technology consultants advise companies of all sizes, from start-ups to large international
corporations, on the fastest, most efficient, and cost-effective information technology systems
for their business. The specialty areas that information technology consultants may focus on

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include hardware, software, networks, communications, and Web design, among others. The
IT consulting industry consists of large companies that offer IT consulting services as well as
other business services to other companies. IT consultants may also work independently.
In May 2015, there were more than 4 million people employed full time in computer and
mathematical occupations, including information technology jobs, in the United States, as
reported by the Department of Labour. The industries with the highest concentration of
employment in computer and math jobs are computers systems design and related services;
software publishers; data processing, hosting, and related services; computer and peripheral
equipment manufacturing; and other information services.
Application design, development, and integration services account for almost 25 percent of
total IT consulting industry revenue. A growing number of small and medium-sized companies
are hiring IT consultants to help them develop and create custom software or fine-tune their
existing software and hardware applications to improve their business operations.
Information technology consulting firms offer various services to clients. Depending on their
specialty, IT consultants may plan and design integrated hardware, software, and
communication infrastructure. They may also write, test, and support custom software. IT
consultants also help clients with computer network security. Other services they may provide
include helping with search engine marketing and providing strategic advice regarding social
media issues. They also work on site with clients to help manage the company’s computer
systems and data processing facilities.

Primary Study:

Research Methodology:

Design The Research is both of qualitative and quantitative in nature.

With respect to the collection of qualitative data we conducted
telephonic interviews with the employees of Infosys Limited. In
addition, we have gathered the secondary data through search engines
like Google and journals.
Technique More of qualitative research has been conducted and we have also
research about some of the competitors in the IT industry. We
conducted structured interviews with the employees of Infosys
Limited to collect the data and further we have drafted the data to ease

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 out further process.
Sample size The sample is of 10 employees from IT department of Infosys situated.
Rationale for We tried to reach as many employees as we can in order to get a clear
sample size picture of the process being followed for training Engineers who are
selection hired mainly through campus recruitment and have stayed with Infosys
for more than 5 years. We also did this because we wanted to see how
the process has evolved over a period of time.
Data collection The data collection has been done through primary source i.e.
tool telephonic interviews of the employees.
Data collection This research is a qualitative research involving primary data
method collection through structured interview method. For this, we
approached employees of Infosys Limited and explained them about
our research study. We did face some resistance as almost all the data
was confidential. But we managed to derive the process of training
and how it is being conducted through different mediums.
We had telephonic conversations with them.

Training and Development Practices at Infosys Limited:

Infosys Limited takes self-development very seriously and that is why they have provided a lot
of provisions to ensure that their employee keep on learning and developing. They want their
employees to be better prepared for the future (not just the future of the organization, but for
the future of the employee). Training & Development is viewed as a value-adding element and
therefore, employees can take time out of their daily schedule (even during office hours) to
learn something new.
Primary Research Data
From the conversations that we had with core IT employees of the company, we could
distinguish two clear training practices:

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 6-month
One Time
Traning for
Training
Freshers

Training & Manager-

Development Recommended
(IT Employees) Lex Portal
Employee-
Initiated
Continuous
Training
Skill-
Education and Enhancement
Research Team
Initiatives
Certification

Figure 1. Training & Development (IT Employees)

1. 6-Month Training: This is a compulsory training provided to all the GETs (Graduate
Engineer Trainees) who are joining the company as a freshers or from campus recruitment. For
management trainees there is a different process (3-month training in Hyderabad). All the GETs
join at Mysore campus for this process.

•Software development -Python, SQL, Database

•2.5 months long
Generic •Three Tests Conducted - FA1, FA2, FA3
Training

•If you have a 4.5 (out of 5) or lower average

Intermediate •1-1.5 months
Traning

•Focused Training
•Ramdom Selection for -Java, Oracle, SAP, AI, Cloud, etc.
Stream •2 months
Training •4 tests conducted

Figure 2. Training & Development (IT Employees). One Time Training

Source: Author’s Own (Based on Interviews Conducted)

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 Generic Training

All the FAs passed

with aggreagate Intermediate
of 4.5 (out of 5) Training (<4.5/5)
or greater score

Fast-Track
Training (Other
Stream Training
name of Stream
Training)

Figure 3. Training & Development (IT Employees). One Time Training: Flow / Process
Source: Author’s Own (Based on Interviews Conducted)

The employees or the trainees in this program go through mainly two phases – Generic and
Stream training. Intermediate training comes into picture if an employee isn’t able to score 4.5
or higher on a 5 point scale.
1. Generic Training- This training lasts for about 2.5 months. There are regular classes
conducted from 9 a.m. to 6 p.m. The company provides excellent resources and high
quality teaching for its trainees, so even those who don’t have expertise in any of the
software development platforms.
• In this, the employees are trained on various basics software development
platform - Python, SQL, Database, etc. Some new platforms also got included
(much after the employees who we interacted with got trained) which includes
– AI, Cloud, etc.
• During this time period, the employees have to go through three tests called
Final Assessment (FA1, FA2, and FA3). They are evaluated on a 5 point scale.
• If you fail you are given three more chances to pass Generic training before
proceeding to the next phase and if the trainees fail in these attempts as well,
they are asked to leave the organization.
• Even if you pass all the tests and you have a score lower that 4.5 (out of 5), you
have to go through intermediate training before proceeding to Stream Training.

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 2. Intermediate Training – This happens in case you can’t score as per their requirements.
The generic training extends by 1-1.5 months in which the trainees go through some
selected subjects and are prepared again for assessment. They then have to get an
acceptable score in the assessments before their Stream Training can begin.

3. Stream Training- (Focused & Skill Based) – This training is called Fast-track Training
if the trainee goes directly from generic to Stream Training.
• After passing the previous phase(s) with an acceptable score, the trainees are
randomly given streams to specialize in. This phase lasts for about 2 months.
Regular classes are conducted from 9 a.m. to 6 p.m.
• This is focused on the stream that the trainee will use in his/her final job
placement. The streams can be – Java, DotNet, AI, Mobile Development, IOS,
IVS (Independent Validation Services), MainFrame etc. After dividing the
employees into streams, they are taught various tools.

They can also opt for Advance Training which is an additional training that the employees
can opt as per their wish, for example, one of the employees we approached trained in Spoken
English.

2. Continuous Training
A. Infosys’ Lex Portal
Continuous Training before Lex
Continuous learning has always been a part of every Infoscion’s journey. Before the
Lex platform came into picture there was a different mechanism in the company. To be
eligible for promotion, they had to score some specified points which they will get by
completing different certification courses. These points to be scored constituted of
different components, i.e., a clear percentage distribution was specified in terms of
technical, domain, behavioral points, etc. And even though apart from technical
certifications all others were optional but a lower limit was specified on points to be
obtained from technical certification courses to ensure job-skill enhancement. So, if the
employees want they can get 100% points from technical certifications or score
specified minimum points and obtain the others from other categories.

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During this time, the employees could still take up any number of courses but manager
had to approve their certification request before they were allowed to appear for
assessment components and get certified.
After Lex’s Launch
Employee-Perspective
The Lex Portal of Infosys is a user-friendly portal in which you can search for a
technology (for example- Java) that you are interested in and it returns a flowchart. This
flowchart contains information about the different modules that the technology has and
then each module in itself contains information about the sub-modules present. In short,
different technologies are organized in a tree structure to highlight details. An employee
can then select a course according to his/her requirements.
This portal is freely accessible by the employees and they can do any number of courses
that they wish to do. Learners can interact with the voice-enabled ‘learning assistant’
for learning guidance. It helps employees to learn based on interest, skill set and
function/role.
Learning modules are a combination of instructor-led, assisted learning and self-
learning sessions. With on-the-go access, Infosys Wingspan helps accelerate business
and employee engagement. It aids talent in navigating their next by creating an
environment for continuous learning to acquire the right and relevant skills.
Manager-Mandated/Manager-Recommended or Project Requirement Basis: Managers
can mandate employees to complete a certification course as per the current or the next
project requirements. This is done in order to scale up the skills of employees to enhance
their effectiveness.
Employee-Initiated or Employee Requirement Basis: Employees themselves initiate this
based on their own requirements or wish to enhance their own skills.
In order to get certified, you first have to register, go through the course manuals and/or
attend class-room sessions, and then you have to pass the assessments specified with
the course. You have to go through at least 60% of the entire course which they ensure
via screen-tracking.

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 Figure 4. Screenshot of the Infosys Continuous Learning Platform

B. Education and Research Team Initiatives:

• In order to ensure that employees are concentrating on their self-development, the
Education and Research Team of Infosys sends notifications and updates to employees
regarding the courses or classroom sessions of the courses being organized in this week
or the next week.
• The employees can even attend these sessions with their phones (live). In these
classroom sessions, even if you are attending it through your smartphone, the instructor
who teaches the course, through screen-sharing, gives various demos to ensure
effective learning and better understanding.
[1]. Skill –Enhancement: This is followed by self-evaluative assignments. The
objective behind self-evaluative assignments is to make employees in-charge
of their own learning and give them independence to extract as much output as
they can through this it. But this doesn’t ensure your certification.
[2]. Certification: In order to get certified, you first have to register, go through the
course manuals and/or attend class-room sessions, and then you have to pass
the assessments specified with the course.
o Note: You have to go through at least 60% of the entire course which they
ensure via screen-tracking. This certification process remains same for Lex
portal certifications as well.
Along with their internally curated courses, Infosys also gives its employees a chance to acquire
certifications courses from other providers (for example- Microsoft). For this, they give
employees vouchers on a first-come-first basis after sending a notification to everyone. These
certification courses can be conducted in-campus and can be out-bound as well.
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After participating in training session(s), feedback of employees is taken for the course as well
as the instructor (for a classroom session). As the employee’s complete certification courses, it
gets added to their internal platform – “Compass” (accessible only through Infosys Intranet).
Compass is a dashboard which is like an internal profile of employees and features their resume,
training and complete certifications. They earn badges for adding value to their profile.
There are many more practices followed in Infosys to ensure that the employees keep on
growing and learning new skills. They expect their employees to be as proactive as they are
and manage their work to take time out to train and grow with each passing day.

Secondary Study

Training Need Analysis- Information Technology Sector:

A skill gap is the starting point of any training program where the organization believes that
the employee is lacking the knowledge with the change in organization or environmental
dynamics

The steps involved in the training need gap analysis include:

1. Determining where to perform the skill gap analysis: Managers need to understand the
objective of the organization in order to understand whom should be the training practices given
to. It can either be a particular individual or a team or may be the entire organization. In case
of IT industry, a team-based approach is usually used as most of the duties that are undertaken
by the organization are based on project works which requires a team.

2. Identify important skills: With the change in technology, it is highly relevant that the
companies provide its employees with the training needed to compete in the market. During
the initial phases of Indian IT boom only technical skills including programing skills were
needed but the tide has shifted to customer experience and customer servicing soft skills which
the employees should be equipped with.

3. Measurement of skills: Using techniques such as surveys and assessment, interviews, HR

records and skill management software, the a proper skill track map can created for each of the
employee and based on the gap between the available and needed skill, suitable training method
can be initiated.

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4. Method of training: Factors that need to be considered while planning out the method of
training include
• Cost factor
• Time
• Available resources
• Support facilities
• Return on Investment

5. Feedback system: Final step involved in rolling out a T and D process is creating an
effectively feedback system which can take on feedback at different points of time and improve
over time. This would ensure much more accurate results that the organization seek

Threats in developing a Training and Development initiative:

The greatest threat to any initiated training and development program can come from two
individuals, the employee themselves or the manager who is responsible for initiating training.
Blockades can occur due to different reasons like,

1. ‘Dis-alignment’ of company objectives with the training needs: Training and

development professionals are usually selected from a bunch of newly graduated or
certified professionals who have little to no training experience that can seriously affect
the way in which trainings are being provided to the employees. The prominent problem
about such an arrangement is that they mostly miss out on the organizational needs and
provides training based on their recent learning practices which In turn reduces training
effectiveness
2. Failure in cross function knowledge transfer: Having identified what an employee and
organization needs is a daunting task for any training professional. If the right sets of
training have not been provided to the employee, they limit themselves from applying
this knowledge across multiple platforms and affect the expected training output
3. Employee mindset: One of the base reasons for any training program to be not effective
is the mindset of the employee who thinks themselves are qualified enough for skipping
the training program. There can only be two set of factors that can change this behavior
from which includes either making the employee understand the need of training and

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 development program or creating a mandatory training practice from the management
side.

From the management side the following factors have the potential to sabotage the
training facility:

1. Lack of commitment to human development practices: Only a few set of managers have
received the formal set of training and coaching and this lack of knowledge have let
them believe that they have survived without training and development and their juniors
would also continue the trend. Another piece of pressure that managers use is the time
factor where they would often complain that training and development programs are
time consuming.
2. No visible ROI in short run: Training and development programs have a limited scope
when it comes to showing sudden surge in ROI and as training and development is an
expensive affair with investment of both resources and time managers want a
continuous and visible result. The training programs initiated nowadays are mostly soft
skill based that may take a much larger time to produce the expected results.

Showing the value of training and development practices:

1. State the objective: For an employee to accept any form of training practices, it is
mandatory that the right objective of why such an opportunity is provided to them.
These objectives should be measurable in nature which can be targeted towards
productivity, quality, cycle time, cost management, retention, and compliances or just
to improve the overall employee engagement.

2. Selection of the right training practice: There might be situations were training is being
provided based on the trending book or cultural shift but the organization should take a
backseat and evaluate whether such a training practice is necessary for their employees,
if not it should be avoided.

3. Set the expectations beforehand: Stakeholders of the program have right to know what
is expected out of them by the end of the program and these should be communicated
at different levels throughout the program delivery. Everyone who is part of the entire
program should be aware about the expected results at the end of training delivery.

4. Using the connect factor: Any form of engagement with the employee should come with
the connect factor the employee should feel that the learning opportunity provided to them
is worth the effort.
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 5. Developing an efficient and effective delivery system: Training and development
practices now focus on delivery of within the limited time with limited resources. This is
enabled by using mobile and e-learning platforms.

6. Ensuring transfer of learning: Failure in transfer of learning practices across different

platforms has questioned the effectiveness of training practices. The base of creating such
a cross functional transfer is creating an environment was the employees could adopt and
develop the habit of learning transfer.

7. Measuring results: Throughout the execution of the program at different phases, learning
and development practices need to be measured and the progress that the employees are
showing should be notified to the participant either to motivate them to perform further or
to boost their effort levels.

Modern Training Techniques:

Since training programs being a short-term process, utilization of the available resources
effectively and time is important in acquiring a definitive output. This would ensure that both
the individual role as well as the human capabilities is pushed to the extreme. The design and
execution of the training practices are determined the objectives and strategies of the
organization. It can vary from lecture methods, case studies to outbound activities.
Tech training practices including coding and data management were the main syllabus in Indian
IT sector which has been modified to a large extended. The training which were provided to
the engineers In IT sector limited their scope of future advancement as their skills were
confined to pure technical knowledge, this status quo changed with companies understand the
important of leadership and soft skills as training through multiple methods are now being
incorporated on to Indian IT sector including
• Ice breaking
• Multiple Roles playing
• Mirroring
• Leadership games
• Communication games
• Skill games

This set of activities ensure than employees are modeled for further carrier advancement in
management responsibilities within the organization
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 Measurement of Training & Development:

Quantifying training and development activities are still on the substantial level in Indian
context. It is restricted to the traditional methods which indicate that collection of feedback
from participants and measuring the number of employees trained are much more important
than finding the impact. According t a survey conducted on middle and top level mangers
Transfer of learning and performance improvements made are the top most priorities in any
form of training administered ti the employees whereas on a routine basis the number of
employees trained and feedbacks are given a higher important which reflects higher
quantitative aspect of data usage rather than qualitative.

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 Source: Measuring T&D by M.Srimannarayana

Source: Measuring T&D by M.Srimannarayana

This same trend can be seen in Indian It industry where the emphasis is on how many
employees have been trained while the testing of their work efficiency and effectiveness related
aspects are put on the side. Recently only this method of measurement have hit the bay and
took a turn to more qualitative in nature as the organizations found out that one of the reason
for the current level of attrition are employees who are under skilled even after extensive
training of 3 or 6 months. Now in most of the organization towards the end of a training period,
whether it is induction process or certificate training a test phase is conducted so as to
understand the level dynamic thinking and cross learning generalization an employee can bring
in across the job platform. Even if the employee fails to clear the test phase in the single attempt,
he is given multiple chances to improve and perform satisfactorily.
Important of Training and development in the workplace:
• Improved employee performance
• Improved satisfaction of the employee and his overall morale
• Addressing the weakness of the employee

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 • Creating a consistent delivery system from the employee
• Creating a distinctive quality standard
• Paving the way for innovation in product and strategy
• Improved the employee engagement and reduce attrition rate

Secondary Data Analysis:

Organization Perspective:
Lex, open source technology, is a cloud-first and mobile-first solution designed to provide a
seamless, interactive learning experience that can be accessed on any device, anytime,
anywhere.
Infosys Wingspan (internally known as Lex) has been used by more than 1.14,000 Infosys
employees. The solution is now available to customers and can be easily integrated into any
company's IT infrastructure to transform its learning capabilities. Infosys Wingspan will
provide you with expert advice and educators, as well as technical and operational support, 24
hours a day.
The need to restore and develop the skills of employees has become a top priority for companies
worldwide to embrace digital disruption. This is evident in a recent study we conducted in
which we found that many organizations point out that the lack of digital skills is the biggest
obstacle to transformation. Infosys Wingspan is a powerful holistic learning solution that
enables organizations to focus on reconfiguring their talents today and preparing them for
tomorrow practically and interactively.
In an era of unprecedented demand for service talents to understand customer digital business
models and apply emerging technologies to support customers, we are constantly evolving. The
only way for professional IT companies to stay ahead is to create a university-like environment
for their talent development, and Wingspan is a powerful example of enabling people to share
knowledge. Cutting-edge knowledge in a large global service organization. This portal was
launched in year 2018 before that Infosys used to use traditional forms of training.
Comparative Analysis:
The following analysis is done by observing personal interview and different portals of MNC
and IT companies
In Infosys, performance management is closely linked to training and development. The
company has created a computer system to manage the performance and professional

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development of employees. It's easy for managers to see what the current performance levels
of employees are and what training they need. The system also facilitates employee training
and development strategies, enabling them to progress at the highest level of their current jobs.
It can also provide advice on the possibility of additional training and/or coaching to help them
develop careers within the organization.

There are several aspects to evaluating employee performance, including training and
employee development, which can affect the employee's final performance evaluation. Infosys
asks its employees to take an average of five training courses throughout the year to ensure that
each employee has the most up-to-date skills and knowledge to better contribute to and help
the company. to achieve its strategic objectives. Employees must complete the professional
skills manual, which includes the skills required to complete the tasks. This notebook is used
as a basis for performance evaluation. Employees and managers must agree on the types of
skills included in the workbook and the level of training that employees should receive. Also,
a group of employees can work together to define individual and collective training and
development goals. These objectives will then be discussed with the training experts and their
managers, and the human resources department will attempt to set up appropriate training
programs for these employees. There is no doubt that it improves the capabilities of the
company and increases its productivity.

In Infosys, several activities are carried out each year to develop the identified key competency
elements. These may include new work experience, responsibilities, and challenges, coaching,
coaching or more formal training. Once identified, these elements will also be included in
employee performance evaluations. As a result, training and development help to identify new
skills and responsibilities of employees, and performance management serves as a monitoring
and evaluation mechanism for these new training and development needs. After the training
session, the manager or team leader should inform employees of their current performance and
goals for the next agreed period (usually one year). Finally, at the end of the agreed period, the
employee must speak again to his manager or team leader to discuss his performance and the
modification of his training and development schedule.

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 Descriptive and Predictive Analysis:

Integration of Performance Management and Training and Development in Infosys has several
strengthens:

1. It creates a multilevel mechanism for performance management. By discussing with

managers, the types of skills and performance that employees agree to reach in advance, they
can clearly understand what they and their managers expect from them. Employees can
participate in various training programs to achieve their goals and apply what they have learned
in their daily work to improve their productivity and performance.

2. Employees have more choices about what they want to develop in Infosys and their career
paths. The value of Infosys lies in the satisfaction of each customer. Only through exceptional
work can a company earn the trust of its customers. When performance management, training
and development work closely together in Infosys, each employee can choose the job they want
to pursue, such as technical expert, human resources manager or delivery manager. Employees
are more motivated to capitalize on the company's strengths in the proposed training and
development plans, and their learning outcomes will be directly reflected in the assessment of
the company's management performance.

On the other hand, there are some weaknesses in the integration of performance management,
training and development in Infosys:

1. It places too much emphasis on professional skills but ignores management skills. Infosys is
a large international company with first-class services in the computer industry. The company
places too much emphasis on the skills of frontline employees and almost 80% of its training
and development programs are professional skills. Employee performance evaluations also
focus on new skills and performance gained by employees in these training programs. But in
the long run, employees must also have management skills, as some of them are potential future
managers.

3. Infosys training courses are for formal employees only, not subcontractors. As a result,
entrepreneurs who employ more than 40% of their employees are unable to receive
proper training on time. Since subcontractors are not allowed to participate in training

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 and development activities, there is no section on training and development when
discussing performance evaluations with managers. This prevents subcontractors from
developing their skills and may hinder the development of the company's long-term
strategy.

Comparison of T&D practices with TCS and Wipro:

TCS:
• TCS Initial Learning Program: The ILP is the strongest grooming platform that aims
to transform fresh engineering graduates from different backgrounds to software
professionals and to initiate them into the living style of TCS. This model has
continuously evolved with the changing needs of the business. In this program,
trainees are exposed to various technologies and are prepared to be able to be
deployed to projects.
• TCS Ignite: This program aims to address the basic skills required to survive and
progress in the technology industry. It is a learning program for young science
graduates. Trainees are taught through various technology based learning tools and are
exposed to different real world projects in order to ensure that they are ready for the
job at the end of this program.
• Aspire – an E-learning module for students: This program is introduced for the fresh
recruits of TCS. This course contains modules of IT Foundation skills and one module
for soft skills required by IT professionals. These modules are available to the
students in their final semester of Undergraduate Program in Engineering.

Wipro:
• Project Readiness Program (PRP): It is a sixty eight day structured induction training
program which is offered to all recruits, irrespective of their background. It aims to train
them on essential behavioral and technical skills that prepare them in working for their
live customer projects. For new hires at engineering campuses, E-learning has also been
introduced for training.

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 Recommendations:

Based on the strengths and weaknesses of the Training and Development in Infosys, these
recommendations could be taken into consideration when the management makes future
decisions.

1. Management skills should also be included in Infosys’ training and development activities,
and more first-line employee should have access to it. These employees would become
managers in the future, and providing proper training programs on management skills would
enhance their productivity and make their work more efficient and effective.

2. Training and development should cover contractors. In Infosys, there are two types of
employees: regular employees and contractors. Currently most training and development
programs are for regular employees only. By providing contractors the same training and
development opportunities, the overall workforce of Infosys can be strengthened, and the
company’s productivity on the whole can be enhanced.

Limitations:

The limitations of our study are as follows:

• The sample size is relatively small.
• The findings are company specific, may not be applicable or relevant for other
organizations in the same industry.

Outcome and Learnings

We were able to learn the following with this assignment:

• One of the significant learning is that the companies have started changing their
school of thought that T&D is not required and started moving towards heavily
investing in the same.

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• In today’s knowledge-based economy, the key differentiator for any organization is
not its capital equipment or technology; it is the people and processes by which
these are established, leveraged and maintained.
• We tried to supplement the employees with a need based training module so that the
employees do not undergo repetitive or redundant training but only the required ones
to strengthen their skills.
• We have observed various T&D modules of various companies in the same industry
which gave us a good idea to redesign the existing systems at Infosys Ltd in in order
to make it even more attractive.
• Further we have tried to pin-point the challenges which are faced by the existing
employees due to the current systems at Infosys Ltd.
• We have learned the minutest nuances in designing and implementing a Training
Module after our interaction with the employees and HR managers at Infosys. As we
spoke to people from both the ends it gave us a pretty good experience on how a single
system can be perceived in two different ways.
• We observed that continuous innovations in the domain of T&D happen and the firms
should also adopt themselves accordingly to remain competitive in the market place.

Conclusion:

Training and development are an important aspect in every organization. With

increase in competitiveness and advancement of technology, need for training and
development has increased across all the organizations. Infosys has adopted the
above-mentioned leadership development and training programs for their employees
in order to increase their standards in competitive world and reduce the employee
turnover in the company.

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 References:

• (2019). Retrieved 3 December 2019, from

http://www.ijmetmr.com/olmay2017/GedelaRakeshVarma-JaladiRavi-68.pdf
• Limited, I. (2019). Infosys - Company History & Defining Milestones | About Us.
Retrieved 3 December 2019, from https://www.infosys.com/about/history.html
• Training And Development In Infosys Management Essay. (2019). Retrieved 3
December 2019, from https://www.ukessays.com/essays/management/training-and-
development-in-infosys-management-essay.php
• Information Technology Consulting|Vault.com. (2019). Retrieved 3 December 2019,
from https://www.vault.com/industries-professions/industries/information-
technology-consulting
• (2019). Retrieved 4 December 2019, from
https://www.jstor.org/stable/23070559?Search=yes&resultItemClick=true&searchTex
t=indian&searchText=IT&searchText=training&searchUri=%2Faction%2FdoBasicSe
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http://web.b.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=0&sid=ef0fa142-80a1-
4ff1-b711-9e6a69c35639%40pdc-v-sessmgr06
• Viewpoint: Training and Development′s Worst Enemies –You and Management |
Emerald Insight. (2019). Retrieved 4 December 2019, from
https://www.emerald.com/insight/content/doi/10.1108/03090599210012883/full/html
• Jack J. Phillips, a. (2019). How to Show the Business Value of Training and Learning
in 10 Simple Steps - Training Industry. Retrieved 4 December 2019, from
https://trainingindustry.com/articles/measurement-and-analytics/how-to-show-the-
business-value-of-training-and-learning-in-10-simple-steps/
• Training Practices in Indian Organizations: An Overview Dr. Harsh Dwevidi* and Ona
Ladiwal(2019)

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 UNDERTAKING

To Whom It May Concern:

Group 3 members (Avani Jain, Babin B Varghese, Parth Sharma, Jaya Gaba, Sanskriti Pareek)
hereby declare that this assignment is our original work and is not copied from anyone/
anywhere. If found similar to other sources, we shall take complete responsibility of the action,
taken thereof by, T and D Team.

Name: Roll No.: Signature:

Avani Jain 181115
Babin B. Varghese 181116
Parth Sharma 181142
Jaya Gaba 181323
Sanskriti Pareek 181356

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