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Mini Project Report

On

Identified Training & Development Methods of Reliance Capital

and Wipro.

Submitted To: Submitted By:

Mohammad Aslam Musalman
Dr. Karuna Evangeline Prakash SAP: 1000016853
Mukul Tumbaria
SAP: 1000016637
Shivani Verma
SAP: 1000016820

DEPARTMENT OF MANAGEMENT STUDIES

SCHOOL OF LIBERAL ARTS AND MANAGEMENT
DIT UNIVERSITY, DEHRADUN
April 2022
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Sr. No. Contents Page No.

1 About Reliance Capital 3
2 Learning & Development 3,4
3 Merit & Demerit 5
4 Wipro 6
5 Merit & Demerit 7
6 References 8
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ABOUT RELIANCE CAPITAL

Reliance Capital, a constituent of MSCI Global Small Cap Index, is a part of the Reliance
Group. It is amongst India’s leading and most valuable financial services companies in the
private sector. Reliance Capital has interests in life, general and health insurance;
commercial & home finance; equities and commodities broking; wealth management
services; distribution of financial products; asset reconstruction; proprietary investments
and other activities in financial services. Reliance Nippon Life Insurance and Reliance
General Insurance are amongst the leading private sector insurers in India. Reliance
Securities is one of the India’s leading retail broking houses and distributors of financial
products and services. Reliance Money and Reliance Home Finance are one of the most
rapidly expanding businesses in the lending space.

The Reliance Group is one of the biggest private sector employers in India. With the help of a
robust, consistent and meritocratic HR framework, Reliance continues to maintain a progressive
people environment, where purpose driven talent is attracted and engaged. Reliance’s
entrepreneurial culture aims to motivate all employees to play an integral role in the company’s
growth.

Learning and Development

Reliance identifies and develops high potential talent within the organisation and provide them
with accelerated learning and growth opportunities. There are various initiatives taken by the
organisation to achieve this, including on-the-job training, digital learning, coaching and
workshops.
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Diversity and Inclusion

Our people represent diverse nationalities, cultures, genders, abilities, generations and experiences.
Reliance strives to create a comprehensive workplace environment and leverages its rich and
diverse human resource with a sustainable competitive advantage where each one is provided with
an opportunity to participate, contribute and grow.

Employee Engagement and Welfare

Our people are our strength. This is the reason Reliance regularly conceptualizes and implements
initiatives to enhance employee engagement and welfare. Our aim is not only to boost productivity,
but also to create an enjoyable work environment and a vibrant community.

PERFORMANCE MANAGEMENT USING SOUL

SOUL is an initiative to strengthen our culture of meritocracy through a robust Performance

Management System. SOUL focusses on the softer aspects of Performance Management, whereby,
the manager plays an active role in guiding, mentoring and supporting teams to achieve
breakthrough performance.

SOUL stands for:

Sharing resources & ideas to enable

Outperformance through coaching & mentoring of the team, based on

Understanding and

Listening
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Merit of Learning and Development:

 Retains Employees. Retention is a major challenge for employers but retaining strong
workers can be achieved through career development
 Develops Future Leaders
 Empowers Employees
 Boosts Workplace Engagement
 Builds Workplace Relationships

Demerit of Learning and Development:

 Training & Skill Development Cost Time and Money

 Sparing Extra time for Training can be Stressful for Workers
 Training Sessions can be Complicated
 Lack of Interest
 Switching to a New Job

Impact of training approaches on employee’s performance and growth:

Improved performance from employee training can reduce staff turnover, lower maintenance
costs by reducing equipment breakdowns and result in fewer customer complaints. Better
performance from employees typically creates less need for supervision and brings increased
worker output.
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AOUT WIPRO

Training and Development in WIPRO By: Karishma Hinduja and Qutubuddin Wipro have an in-
house training department that handles continuous training of employees. Those with less than one
year of experience are taken through a well-structured induction/training program. This will cover
all aspects of software development skills that are required. To meet the ever-changing
requirements in training.

Wipro have rolled out their e-learning initiatives, which is available to all employees. Their
"Virtual Campus" runs with the objective of building a vast learning community on the Net. The
facility of "Training on demand" enables the individual to be in complete charge of his own
learning experience. Wipro strongly believes that development is a process and not an event. To
groom and development the leadership qualities in their managers, they have a Wipro Leaders
program. Their Leadership programs like their Entry Leader Program, New Leaders Program,
Wipro Leaders Program, Business Leaders Program, and our Strategic Leaders Program gears
you up to take on the challenges at every stage of your career growth with them.

The stock options for employees are assessed based on the following criteria:

 Potential of employee to contribute to company performance

 Criticality of the employee
 Contribution made by the employee towards business results, processes, customer
satisfaction, employee satisfaction, etc.

Wipro leveraged Gamification techniques to motivate and train the employees and give them
real-time feedback on their performance. Over a period, Wipro conducted a number of
gamification activities, balancing the art of game design with the client's business goals, across all
programs in client locations.
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Merit of Learning and Development:

Increased job satisfaction and employee engagement

One of the main benefits of employee training is that opportunities for learning and career growth
increase employees’ levels of job satisfaction.

Increased employee motivation

When you provide learning opportunities, your employees can apply their new skills and take on
new challenges at work, which improves their level of enthusiasm for their job.

Improved knowledge equals increased profit

The know-how and skills that employees learn through successful training programs translate to
tangible benefits like increased sales, fewer accidents, improved processes, and more satisfied
customers.

Demerit of Learning and Development:

High costs

The expenses associated with employee training can be daunting for small and medium-sized
companies. The costs of travel, training facilities, in-house training development, and equipment
can quickly add up.

Can Easy LMS help me implement employee training at my organization?

Ready to reap the rewards of employee training? As you set up your employee training program,
we urge you to consider online alternatives.

Employee training can be expensive, it requires time away from work, creating high quality
training materials, and choosing the right trainer is challenging.
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Impact of training on employee performance and growth:

 Good place for experienced professional

 Having very good work life balance. Supportive from colleagues and senior management.
Work from home option.

References with APA:

Aguinis, Herman; Kraiger, Kurthttps://www.ukessays.com/essays/organisations/training-and-

development-for-reliance-communications-employees.php (January 2009).

lagaraja, Meera; Dooley, Larry M. https://www.reliance.com/nurturing-human-capital (March

2003

https://in.indeed.com/cmp/Wipro/reviews Patrick J. Montana & Bruce H. Charnov (2000).