EXECUTIVE SUMMARY

"TRAINING AND DEVELOPMENT IN SELECTEDCOMPANIES" is the topic of the study. It was

carried out as a part of aminor project to determine how the training and developmentinitiatives taken by

the chosen IT companies—INFOSYS, TCS, and COGNIZANT—affected the effectiveness and

productivity of personnel and, consequently, the profits.

The purpose of the study project is to maintain theefficacy of the training services offered by the

Organizations while also attempting to understand the TRAINING and DEVELOPMENT of employees of

the various categories at the chosen companies.

Every organization's survival is in peril due to the current state of the global economy and in particular

thosewho seek to outperform their competitors. There is fierce rivalry in the information technology sector

in this era of communication, and it only gets tougher as timegoes on because more and morenew

businesses are entering the market. In theabsence of Superior Quality Products and Services, which is the

role of well-trained personnel otherwise, the competitive advantagemay be a farawaydream. Trainers of all

kinds are expected to defend their positions and account for their actions in the current environment of

limited resources andrigorous resource management. Ineffectively targeted andpoorly directed training

activities do not advance the objectives of the trainers. Consequently, everyforward-thinking

firmmakesidentifying its training needs its primary priority. If done correctly, the identification of training

needs formsthefoundationupon which all other training initiatives can be evaluated. This will promote

multi-skilling, fit individuals for additional responsibilities, boost all-around competence, and position

individuals for future positions of greater responsibility.

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Any organization's HR department shouldpriorities training and development. Giventheir significance to

employee productivity, the training anddevelopment activities need to be thoroughlyexamined. This

research study aims to conducta critical examination of one of the top IT companies in the nation,

whichemploysover 70,000 people worldwide. The organization's current training initiatives and HR

practices are highlighted in the report.

Duringthe course of the study, it wasdiscovered that the training programmesexamined were offered to all

of the companies' employees andwere not targeted at anyparticular group of workers. Themajority of the

employees were fairly trainedwith the training anddevelopment programmes, according to the in-depth

analysis of the company's measurements.

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 OBJECTIVES
OBJECTIVES OF TRAINING & DEVELOPMENT

The primary objective of training is to improve the organization's major resource—the people it

employs—in order to further its mission. Training is an investment in people that enables them to

perform better and equips them to maximize their innate talents. The specific

Objectives of training include:

o Help employees advance their skills and perform better

o Promote employee growth within the company to best meet its future requirements for

internal human resource management

o Shorten the training period for personnel beginning new positions following appointments,

transfers, or promotion and make sure they achieve full competence as soon as possible and

affordably possible.

The Role of Training and Development in Gaining a Competitive Advantage

Companies benefit from training and development in terms of competitive advantage. Programs

for training and development aid in improving an employee's performance.

This is especially true in the following situations: -

- The insufficiency is brought on by a lack of talent rather than a lack of performance desire.

- The persons concerned possess the aptitude and drive necessary to improve their performance.

-The desirable behaviours are supported by peers and supervisors.

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After receiving training, employees become more productive. This leads to the organization's

growth, which stabilizes the workforce and reduces turnover (trained employees tend to stay with

the organization).

The personnel become more adaptable in their work. All-rounders are transferable to any

position. Flexibility is thus guaranteed. Growth is a sign of prosperity because it results in more

from year to year, profits.

It is possible to prevent or reduce accidents, scrap, and damage to machinery and equipment

through instruction. Even complaints, absenteeism, unhappiness, and turnover can be decreased

if employees are properly trained.

The future requirements of the workforce will be satisfied by training and development

initiatives.

Companies hire recent graduates or diploma holders as apprentices or management trainees.

They are absorbed following the end of the course. An efficient recruitment source is training.

The future benefits of investing in training for HR include better returns.

Training and development programmes offered by an employer benefit both the employee and

the business. Even while no one training programme can provide all the advantages, a business

that invests in training and development develops its competitive edge and improves its HR

capabilities. Additionally, the employee's personal and professional goals are advanced, which

enhances overall skills and worth to the organisation.

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 INTRODUCTION

TRAINING & DEVELOPMENT

“There is nothing training cannot do. Nothing is above its reach. It can

turn bad morals to good; it can destroy bad principles and recreate good ones; it can lift

men to angel-ship.”

-Mark Twain

The most significant endeavor that contributes significantly to the improvement of human

resources is training. In today's international economy, it is crucial to place the right individual

with the qualified personnel at the right time. No company has the option of choosing whether to

invest in staff development. These days, training is a crucial component of human resource

management.

Any organization cannot function without its human resources. An organization can only

accomplish its objectives with properly trained staff. The techniques, procedures, and systems

that affect employees' behavior, attitudes, and output are referred to as human resource

management. Human resource management procedures are crucial for luring, inspiring,

rewarding, and keeping personnel. Other human resource management techniques include hiring

staff, selecting staff, planning projects, paying staff, and cultivating positive employer-employee

relationships. Compared to other human resource management strategies, "Training" is given a

lot of emphasis. Training needs to assist the business strategically in order to be effective.

Training and development are becoming a more vital and essential part of commercial

organization’s financial success. Business and organizations are aware of the new global

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economy in which they currently participate. It is an economy that makes use of cutting-edge

technology and is more attentive to client needs. The global economy calls for ever-increasing

innovation and flexibility in manufacturing, service provision, and market knowledge.

Organizations in the business world are more aware than ever that employee knowledge acquired

through training and development has evolved into a strategic necessity and is increasingly the

source of strategic advantage.

It's interesting to note the differences between the phrases training and development. The two

concepts are defined as follows by the Oxford Dictionary:

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

practice, to make proficient by such instruction and practice.

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

The main distinction among both training and development is that training concentrates on short-

term application of specific occupational knowledge and skills. As contrast to this,

"Development" emphasizes the broad knowledge and insights that may be needed in the future

for adaptability to environmental demands. Through this process, a person advances toward

maturity and personality actualization as well as a general improvement in ability and

competence.

DIFFERENCES
TRAINING DEVELOPMENT
 A specific, formal, time-bound, well-  It is a never-ending process.
planned, and action with a defined
aim.
 Training stimulates the development.
 It happens in both formal & informal
 It aids in the development.
way.

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  Its main goal is to alter the
participant's knowledge, abilities, and
attitude.
 Its direction can be both positive
and negative.
 Development can be slow, unless we
get focused and specific.
 Training is one of the tools of
development.
 It always moves in a positive
direction.

If meaningful progress at the individual and organizational levels is to be achieved and

maintained, training and continuous development must be integrated into the organization in a

cogent and well-planned manner. It is crucial to make training and development serve the goals

of the company as well as to foster personal development. It is also crucial to think strategically

and act strategically rather than continuously responding ad hoc to the most obviously urgent

requirements of the present. Clearly, a systematic method to training and development needs to

be developed.

FEATURES OF TRAINING AND DEVELOPMENT

There isn't an easy solution because no training programme is a one-size-fits-all, but the finest

training regimens all have a few characteristics.

The key traits that we have observed in the most effective programmes are listed below.

1. Effective program management –

An individual with champion status is the foundation of a top-notch training

routine. This person is known to us all as the programme manager. An ideal

manager of a training programme is naturally inquisitive, open-minded, driven, and

dedicated in the skill development of staff members to enable them to realise their

potential. Additionally, this person is typically entrusted with internally promoting

the training

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8
 programme so that staff members are aware of the development of abilities such as

leadership, business experience, and problem solving.

2. Needs assessment –

Research, interviews, and internal surveys can all be used to gather information for

a needs assessment. Accurately determining who needs training and what skills or

subjects need to be covered is the cornerstone of any successful training

programme. The discrepancy between present performance and desired

performance is a training need.

3. Goals and metrics –

The field of training might be challenging to quantify. Quantifying training,

however, becomes considerably simpler when the programme manager is able to

identify organisational needs that are in line with business objectives. When

creating goals, ensure that measurements include quantity, quality, time, cost, and

effectiveness to provide the complete picture.

4. Leadership Buy-in –

Leadership buy-in from the top to bottom is one of the keys to a successful training

and development programme, and it's perhaps the most crucial. Having leadership

backing can make a programme be more important, aid with accountability, and set

reasonable expectations. Senior executives will want to know how the training

course

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 will affect revenue. So, when the younger leaders deliver their ideas, they must be

ready.

5. Relevancy –

In order to keep learners interested and returning for more training, it's important to

provide relevant training material. For the purpose of assisting the employees with

their everyday tasks, broadening their horizons, and giving them quick takeaways

that can be utilised right away, the content offered to them must be pertinent and

timely.

6. Creativity –

The start of creativity might be as simple as a corporate university or college layout

for a programme launch with a theme. An element of fun and familiarity can be

added as the training programme progresses by branding it with a logo or mascot.

Contests and seasonal themes are two other inventive pretexts.

7. Marketing and communication –

An effective learning and development programme must include a marketing

strategy as a crucial element of implementation. A solid ongoing effort is required

throughout the entire programme in addition to the initial launch activities in a

successful marketing strategy. Every message addressed to employees should

include not just a summary and clearly stated expectations, but also a description of

what is in store for the individual employee.

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 8. Training reinforcement –

A set of brief lessons or learning exercises that support a fundamental concept or

ability are known as training reinforcement. Employees will retain more

information if it is reinforced in subsequent lessons or by seeing a video, and they

will also be more inclined to use it in their regular work.

Types of training and development -

Methods of training –

 On-the-job training

 Off-the-job training

 On-the-job training - On-the-job training is defined as instruction given to

employees while they are working. Employees learn by doing in this manner. This

approach is only appropriate for technical professions, but it has the benefit of

allowing workers to pick up real-world skills as they go along. The major

drawback of on-the-job training is that it wastes resources. On-the-job training

methods should be avoided if workers must operate costly or complex machinery.

 Off-the-job training - Off-the-job training consists educating staff members

while they are away from their jobs, i.e., while they are given a break from their

duties and sent to training. As conferences and seminars are arranged to train

managers, this kind of training is better suited for managing jobs.

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

1) Apprenticeship or 1) Conference or classroom

Programme training lectures

2) Job rotation 2) Vestibule training

3) Internship 3) Films

4) Coaching 4) Case study

5) Induction or orientation training 5) Computer modelling and

programmed instruction

Fig. by: - Indian HR Association

NEED AND BENEFITS OF TRAINING AT THE

INDIVIDUAL, OPERATIONAL AND ORGANIZATIONAL
LEVELS.

In today's dynamic business world, training has become essential for every enterprise. It enables

employees to carry out their tasks more effectively and efficiently, which has long-term

advantages for both the employees and the companies.

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Training may take many different forms. It can be used specially to build knowledge and abilities

that can be applied at the individual, operational, and organisational levels.

Need for individual training: -

Individuals must have the self-management, interpersonal, and communication skills necessary

to function well in the project's organisational and social context as well as in support groups.

The advantages of individual training are as follows:

i. Work product quality has increased.

ii. Second, it boosts productivity.

iii. Thirdly, it gives workers more adaptability and flexibility.

iv. There is less waste and maintenance and repair costs are lower.

v. The morale of the workforce is rising.

As a result, it is clear that employee or individual training gives staff members the chance to

advance their knowledge, skills, and capabilities in the workplace, boosting the organization's

operations and services as a whole.

Need for operational training: -

Technical skill development, maintenance, and improvement are all included in operational

training. Technical talents are those where he makes effective use of his knowledge, tools, and

other equipment.

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Technical or operational skill development enables an individual to:

I. Make proper and scientific use of the equipment.

II. Select the appropriate equipment needed to finish a certain task.

III. Acquire new technological and tool skills.

IV. To avoid workplace injuries and health risks.

V. It helps make teamwork easier.

Hence, operational training improves an employee's capacity to use the tools and resources at his

disposal in the manner required by his position, increasing efficiency and productivity.

Need for organizational training: -

Organizational training involves instruction to support the organization's strategic business goals

as well as to address the common practical training standards shared by projects and support

groups.

The goal of organisational training is to help people advance their knowledge and abilities

so they can carry out their responsibilities successfully.

I. Relate to how an employee acts within and in accordance with the organization's

structure.

II. Assume the roles and tasks that the organisation assigns.

III. Follow the general operational guidelines and procedures of the company.

IV. Support organisational STRATEGIC planned change initiatives like OD, TQM,

BPR, and ISO.

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An organizational training programme should determine the training that is required by the

organisation, acquire and deliver the necessary training, build and maintain training capability

and records, and evaluate the program's efficacy. Overall growth and, ultimately, higher

corporate profitability will follow from this.

NEED FOR INDUSTRIAL TRAINING: -

Nothing changes more quickly than a factory. A new way of life on the factory floor is being

created as a result of fierce global rivalry, new regulatory requirements, and technological

advancements. Industrial management is always being tested by new developments and efforts,

such as TQM, JIT, World Class Manufacturing, ISO 9000, Process Safety Management, Total

Productive Maintenance, the computer-integrated business, and agile manufacturing. It's unlikely

to end.

Consider how change is challenging employees if it has challenged management. Mass

production has long since passed its prime as businesses prepare for global competitiveness

and high customer standards. Workers are increasingly leading themselves in complex self-

directed teams. Nowadays, managers are expected to act more like coaches than like bosses.

The importance of physical labour is declining in today's high-performance plants. Computers

are used by employees to monitor and control processes. Workers process information and make

judgments as opposed to performing. Workers are learning several skills so they can complete

any task that is required of them by their team or employment rather than doing the same thing

15
repeatedly. Just as in the rest of society, the knowledge worker's position is expanding on the

factory floor.

To meet these challenges and match international rivals, organizations need educated skill and

sophisticated workers. It is not easy to get them. Workers are coming out of school unequipped

to learn in traditional ways- unable to successfully function in the modern world. Many

businesses have difficulty in finding and developing qualified workers.

What can be done in this regard? The solution for more industrial businesses is training. It serves

as a link between the plant's technological infrastructure and the employees that use it. An

important aspect in determining manufacturing effectiveness is training. No matter how

advanced your systems and processes are, they are only as good as your workforce.

Industrial training based on accepted adult learning concepts has emerged in recent years as an

effective instrument for boosting productivity and competitiveness. Even when all other

educational strategies have failed, effective training turns employees into learners and problem

solvers.

Objective of the study: -

Training and Development Program in IT Sector: -

IT training is specialised to the Information Technology (IT) sector or to the abilities

required to carry out IT jobs. Courses covering the use, application, design, development,

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implementation, support, or management of computer-based information systems are

included in IT training.

The primary goal of the research report is to identify the kinds of training, development,

and assessment practises used by Cognizant Business Consulting, Tata Consultancy

Services and Infosys.

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 COMPANY PROFILES

 TATA CONSULTANCY SERVICES (TCS)

Information technology (IT) services, digital products, and business solutions are all things that

Tata Consultancy Services Limited (TCS) specializes in. The company's segments include

energy, resources and utilities, hi-tech, life science and healthcare, s-Governance, travel,

transportation and hospitality, and other products. Manufacturing, retail, consumer packaged

goods (CPG), telecom, media, and entertainment are also included in the company's segments.

In short,

 TCS is a global Indian IT services, commercial, and consulting firm with its

headquarters in Mumbai. operates internationally with 199 branches in 46

different countries.

 The biggest provider of IT services in India.

 As of February 21, 2017, Rajesh Gopinathan is the CEO and Managing Director

of TCS.

 TCS was founded in 1968 as a division of Tata Sons Limited (TCS Ltd.), and on

January 19, 1995, it became an independent legal organisation.

 TCS employs more than 2,76,000 of the best-trained IT consultants in the world

across 44 nations.

 According to financial data, the company is listed on the BSE and had revenue

of US $25.7 billion in the fiscal year that concluded on March 31, 2022.

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 Omega Towers, Sector V,
Kolkata – 700064

• Both organic and inorganic expansion would help TCS meet its goals. They have

established up a separate M&A cell to monitor prospects globally in the area of inorganic.

• The business has organized co-branding activities with international media outlets,

• Hosted annual gatherings for their top clients and supported international sporting activities like

golf.

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 To market its brand in Europe and Asia-Pacific and get mentioned in technology

publications like Red Herring and industry research papers like Forrestor and Gartner,

TCS has hired Text 100 as its public relations agency.

Products and services offered by the Company: -

Technology Products:

• TCS Data Cleansing Framework

• TCS Business Rules Engine
• TCS Experience Based KM (Knowledge Management)
 TCS Digital Certification Services / Public Key Infrastructure (PKI) Suite

Other Products:

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

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Services:

IT Services:

• Custom Application Development

• Application Management
• Migration & re–engineering
• System Integration
• Testing
• Performance Engineering

Infrastructure Services:

 Infrastructure Readiness Assessment

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

Engineering & Industrial Services: -

• Product Lifecycle Management

• Plant Solutions & Services
• Geospatial Technology Solutions

Company Portrayal:

TCS is a top supplier of extremely adaptable financial management software that supports
mid-sized organizations.

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Mission
Our main objective is to increase the company success of our clients by installing,
maintaining, and supporting the best financial management software available.

Vision
We've established a number of strategic and tactical goals that correspond to our mission,
purpose, and overall objectives:

 To Establish: The Company is recognised as the top international company for

the wide-scale Cache platform deployment of financial management software solutions.
 To Establish: A completely object-oriented, component-based programme will
allow us to produce reliable software more quickly and effectively than any rival.
 To Ensure: Customers can use infrastructures that suit their needs to run
their commercial software solutions.

Area of Business: -

Services: -

TCS assists clients in streamlining commercial procedures for maximum effectiveness

and energising their IT infrastructure for sturdiness and resilience. TCS provides the
following remedies:

• Assurance services.
• BI and performance management.
• Business process services.
• Consulting.
• Digital enterprise.
• Eco-sustainability services.

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Industries: -

TCS possesses the depth and breadth of knowledge and skills that businesses require to realize
their objectives and prevail in the face of intense competition.

Several of the sectors it serves include: -

• Banking and financial services.
• Energy - oil and gas, oil field services and renewable.
• Government.
• Healthcare.
• High tech.
• Insurance.

Software -

• Digital software and solutions.

• TCS BANCs
• TCS MasterCraft.
• TCS technology products.

Location: TCS has over 208 offices worldwide, the headquarters is in Mumbai, and it operates in
45 different countries.

TCS MOTIVE

To create extremely flexible financial management software and to meet the following goals:
to accomplish something bold; to establish a fully object-oriented component; to ensure that
customers' expectations are met; to optimize business success.

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  COGNIZANT TECHNOLOGY SOLUTION

Technocomplex, Plot GN-34/3, Sector-V, SaltLake,

Electronic Complex, Kolkata, West Bengal - 700091

INTRODUCTION –

One of the top professional services firms in the world, Cognizant transforms clients' economic,

operating, and technological models for the digital age.

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 Cognizant (NASDAQ: CTSH) is a leading provider of Information Technology,

consulting, and business process of outsourcing services, dedicated to helping the

world’s leading companies build stronger businesses.

 Headquartered in Teaneck, New Jersey (U.S.A.), Cognizant combines a passion for

client satisfaction, technology innovation, deep industry, and business process

expertise, and a global, collaborative workforce that embodies the future of work.

 With over 50 delivery centers worldwide and over 3,40,000 employees as of

Quarter 1, 2022. Cognizant is a member of NASDAQ – 100 (trades by CTSH

names), the S&P 500, the Forbes Global 2000, and the Fortune 500 and is ranked

among the top performing and fastest growing companies in the world.

Company Profile -

 Team Profile –

- Founder - Kumar Mahadeva, Francisco D'Souza

- Profile – Rajesh Nambiar joined as chairman, managing director of

Cognizant India on November, 2020. Rajesh joins Cognizant from Ciena, a

networking and software company, where he currently serves as Chairman

and President of Ciena, India. Nambiar has extensive general management,

commercial, and delivery experience includes more than 12 years with IBM

and 18 years with Tata Consultancy Services previously. At IBM, Rajesh

was the General Manager and Global Leader for IBM’s Application

Services Business. He also served on the board of IBM India and as a

member of

25
 National Association of Software and Service Companies (NASSCOM)

Executive Council while at IBM.

PRODUCTS AND SERVICES OFFERED BY THE COMPANY: - -

FINANCIAL SERVICES: -

Customers offering banking/transaction processing, capital markets, and insurance services are
included in the financial services section. Broker-dealers, asset management companies,
depositories, clearing houses, exchanges, traditional retail and commercial banks, as well as
other diversified financial businesses, are among the clients of the company.

IT SERVICES

The company is concentrated on business acquisition, policy administration, claims processing,

management reporting, regulatory compliance, and reinsurance in the activities of its clients.

HEALTHCARE SERVICES

Life sciences clients, such as pharmaceutical, biotech, and medical device businesses, are
included in the healthcare category, along with healthcare providers and payers. The business
provides services to healthcare payers, providers, and pharmacy benefit managers on a global
scale. The business provides services to manufacturers of generic, animal health, and consumer
health goods as well as pharmaceutical, biotech, and medical device firms.

INFRASTRUCTURE SERVICES

Manufacturers, retailers, travel and other hospitality clients, as well as clients offering logistics
services, are all included in the Manufacturing/Retail/Logistics segment. Customers of the

26
company in this industry include businesses that produce industrial and automotive goods as
well as those that process raw materials, chemicals, and natural resources.

OTHER SERVICES

A variety of merchants and distributors are served by the company, including supermarkets,
specialized premium retailers, department shops, and major mass-merchandise discounters.
Additionally, it supports the travel and hospitality sector, which include airlines, lodging
establishments, dining establishments, online and retail travel, rental car agencies, worldwide
distribution networks, middlemen, and real estate firms.

TECHNOLOGICAL PRODUCTS

The operating segments for the information, media and entertainment, communications, and high
technology are included in this segment. The company offers its services to providers of
communications (cable, wireless, and wireline) as well as to equipment and software vendors.
Companies in the media and entertainment industry, including as information service providers,
publishers, broadcasters, and makers of films, music, and video games, are all served by it.

VISSION & MISSION STATEMENTS:

VISION

"To be a model social organization that makes it possible and easier for the underprivileged to
receive quality healthcare, education, and employment opportunities."

MISSION

To work toward meeting the underprivileged portions of society's demands for healthcare,
education, and a means of subsistence. To give organizations financial and technical help
so they can raise the standard of healthcare, education, and living conditions.

27
COMPANY PORTRAYAL

Cognizant delivers innovative solutions through consulting and IT services with an

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

AREAS OF BUSINESS

The company thinks that thanks to its cutting-edge on-site/offshore outsourcing approach, it can
provide clients with a special benefit. However, the approach has expanded and evolved,
incorporating significant production-based processes and more complex systems. In fact,
Cognizant's services are so different from how outsourcing was initially portrayed—as "cheap
labor"—that the company has been known to call its worldwide delivery approach the "fourth
generation" of outsourcing.

LOCATION

Cognizant, with its corporate headquartered in Teaneck, New Jersey (the United States),

combines a passion for client happiness with technological innovation, in-depth knowledge of

the business and industrial processes, and a workforce that epitomizes the future of work.

COGNIZANT MOTIVE

Our distinctive industry-based, consultative approach aids customers in creating and operating
more creative and effective organizations and management offices.

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 Infosys Limited

Introduction
Global business consulting and information technology services are offered by the Indian firm
Infosys Limited. Infosys assists clients in 45 nations with the development and implementation
of various strategies for their digital transformation. Infosys assists companies in updating and
improving their current circumstances so that they can operate more efficiently and remain
relevant in the modern marketplace. More than 200,000 people work for Infosys, which has
grown to be a US $10.9 billion (revenues FY18) firm with a US $39 billion market cap because
to their devotion and hard work.

Infosys History

N. R. Narayana Murthy and a group of six other engineers founded Infosys Limited, formerly
known as Infosys Technologies Limited, in 1981 in Pune, India, with an initial capital
investment of just US $250.

 Infosys launched its employee stock option programme and went public in 1993.
 Infosys relocated its corporate headquarters from Pune to Bangalore, India, in 1994.

29
 The most expensive share on the market in India at the time was Infosys, which was
the first Indian IT company to be listed on NASDAQ in 1999. Infosys was one of the
top 20 NASDAQ companies in terms of market value in 1999.
 The yearly revenue of Infosys reached $100 million in 1999, $1 billion in 2004, and
$10 billion in 2017.

Heads of Organization

1. The company Infosys was founded by N.R. Narayana Murthy.

2. The CEO and managing director of Infosys is Salil S. Parekh.
3. The chief operational officer of Infosys is Pravin Rao.

The Mission Statement of Infosys

To fulfil our mission while treating everyone—including our customers, workers, suppliers, and
the general public—fairly, honestly, and with respect.

The Vision Statement of Infosys

"To be a highly regarded corporation with a reputation for delivering technology-enabled, best-
in- class business solutions."

Infosys Tagline - “Powered by Intellect, Driven by Values”

The Locations of the Company

Headquartered - Bangalore, Karnataka, India

Other Location and Presence - In addition to 84 sales and marketing offices, Infosys had 116
development centres worldwide as of the year 2017. India, the United States, China, Australia,
Japan, and Europe are where it is most prevalent.

India's Infosys branches are located in Bangalore, Bhubaneswar, Chandigarh, Chennai, Gurgaon,
Mysuru, Mumbai, Jaipur, Mangalore, Pune, Thiruvananthapuram.

30
Products and Services Provided by Infosys –

Infosys offers software development and maintenance services to a diverse range of businesses
from many industries, including manufacturing, insurance, finance, and others. Infosys utilizes a
number of significant platforms for its business, including
 NIA, the Next Generation Integrated AI Platform, is the new name for Mana.
 Edge Verve Systems, which has Finacle, a banking system with a number of corporate
and retail banking-related modules.
 The Infosys Information Platform is the company's own analytics platform.
 A leading management consulting firm is Infosys Consulting.

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 Training & Development Programs
 Training programs undertaken for the freshers by Tata consultancy services: -
 TCS initial learning program (ILP)

For all new TCS hires, the first learning programme is the most reliable and effective platform
for grooming. It seeks to introduce them to the TCS way of life and develop recent engineering
graduates from a variety of fields into software experts. The introduction of numerous
technologies as well as project delivery, project management, and business or life skills are
taught to trainees. Slow learners are also given remedial programmes, and ILP has expanded
from its original corporate learning centre in Thiruvananthapuram, Kerala, to locations across
the nation, including Hyderabad, Chennai, Kolkata, and even China and the United States.

 TCS ignite

The TCS ignite initiative seeks to resolve this problem and build a skilled resource base for the
sector. For recent graduates joining Tata Consultancy Services, TCS ignite is a rigorous learning
programme. The smartest and brightest graduates join the TCS ignite programme every year, and
TCS is currently the leading employer of recent science graduates in the nation.

 Aspire- an e-learning module

TCS has developed an electronic module. The course is divided into 4 modules: computer basics,
problem-solving techniques, introduction to programming, and databases. In order to improve
their abilities, 35000 TCS new hires used the modules in FY22.

 Development programs undertaken for the existing employees by Tata Consultancy

Services: -
1. Building enterprise architects –
The demand for TOGAF certified personnel in various project assignments has been designed by
the TCS learning and development team in partnership with the technological excellence group.
Since the program's inception, more than 700 individuals have completed it, allowing colleagues

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 to advance in their careers and forging a strong architect community within TCS. To meet the
growing demand for enterprise architects, the programme was developed.

2. Ambassador Corp -
This leadership development programme equips seasoned workers for positions in international
sales. It focuses on important business and communication skills and gives managers the tools
they need to deal with the difficulties created by cultural diversity. It provides an accelerated
learning curve and prepares managers to compete on a global scale the moment they step foot in
a foreign market.

 Training program undertaken for the new Cognizant recruits/freshers: -

The cognizant academy's internal training facility: -

As part of its commitment to lifelong learning, Cognizant provides chances for its associates
to stay up to date on cutting-edge technology as well as to improve their communication
skills. This enables them to carry out their jobs successfully and effectively.

Cognizant Academy is the conduit for all educational initiatives. Its internal training facility
utilizes both in-person and online courses. For workers at all levels, this specialized facility
provides a wide variety of traditional and cutting-edge educational programmes. The four
main educational initiatives are: certification, executive training, role-based training, and
continuing education.

It also sends its software specialists abroad for technology- or management-specific training
at prestigious universities and colleges, such as Harvard University, the Indian Institute of
Management, and the Indian Institute of Technology, in addition to internal training
programmes.

In order to assist associates in enhancing their skill sets and obtaining higher level degrees, it
also has collaborations and affiliations with prestigious schools.

33
 Development programs undertaken for the existing employees by Cognizant: -

Developing and retaining the leadership talent –

Cognizant has doubled its operating profits over the past five years while hiring more than
100,000 people, making it one of the most admired and fastest-growing firms in the world.

Building a high performing leadership pipeline has been considered a crucial part of every
leader's responsibility by CEO Francisco D' Souza in order to maintain this trajectory and
manage a firm with close to a quarter of a million employees. because he wants Cognizant's
executives to advance more quickly than the company.

To discuss the state of executive talent and the broader leadership pipeline, meetings are held
with his top two executives and the chief people officer.

They look at newly appointed senior leaders, executive transfers within business units, those
being groomed for leadership roles where vacancies still exist, and what is being done to fill
them.

Managers utilize model one-page talent review documents each year to evaluate potential
leaders.

Therefore, the primary goals of this are to determine how talent management will contribute to
the growth of the company, to ensure that managers are aware of the link between business
success and talent development, and to hold managers responsible for putting this into action.

34
 Training and Development programs undertaken for the employees by INFOSYS: -

The Infosys Company offers its employees the option of online training as well. Using e-training
and development programmes has caused a constant change in the levels of curiosity among
Infosys employees. Everyone is interested in learning the steps involved in the online training
and how they will affect the on-campus training that will take place at Infosys Mysore. Infosys
employs sparsh software to aid with staff growth. Additionally, Infosys makes use of the
Recruitment Management System (RMS) created by Chennai, India-based web service firm
Blueshift. Blueshift was created using the dot NET platform and included modules for candidates
who applied directly, employee recommendations, staffing agencies that contributed candidate
profiles, and campus placement coordinators who submitted applications. Additionally, Infosys
emphasizes its programme for board and authority advancement as needed and complies with the
demands of the executive's development for its senior representatives and chiefs. The Global
Education Center (GEC) in Mysore, which has top-notch preparation facilities and the capacity
to simultaneously train more than 4,500 representatives, prepares the newcomers.
Worker improvement and preparing at Infosys is a ceaseless interaction. At the point when
recruited, representatives quickly go through acceptance and preparing program. These projects
chiefly expect to underline on preparing these newcomers on new cycles and innovations and
arrange them with the association's way of life and moral practices. As they arrive at higher
proficiency and execution levels, they are additionally prepared on project the executives’
instructional courses with the goal that they could create capabilities for autonomously taking
care of tasks and tasks for the association's customers. Infosys likewise underlines upon the
executives and authority improvement program as and when required and takes into account the
prerequisites of the board advancement for its senior representatives and directors.

35
 Literature Review

The following additional goals are also set forth:

• To prepare both new and experienced personnel for the organization's and the job's evolving
present-day requirements.
· To avoid becoming obsolete.
• To instill in new hires the fundamental information and abilities necessary for their
intelligent performance of a certain job.
• To prepare the employees for higher level tasks.
• To help the employees do their current jobs more productively by introducing them to the
newest ideas, knowledge, and procedures and helping them build the skills they will need in
their specialized industries.
• To create a second line of capable officers and train them for positions with more
responsibility.
• To guarantee the departments' effective and efficient operation & to guarantee efficient
output of the specified standard.

36
37
38
 Research Methodology
Methodology includes a collection of theories, concepts or ideas as they relate to a particular

discipline or field inquiry:

Methodology refers to more than a simple set of methods. Rather it refers to the rationale and the

philosophical assumptions that underlie a particular study related to a scientific method.

Data collection -

Data source – Secondary data

Other sources: -

Internet- Information regarding the training policies and procedures was also obtained from the

reviews provided by the trainer’s senior managers and assistant managers on the various

question answer type of sites like quora.com, indeed.com, glassdoor.com, journals, google

scholar and official sites, etc.

39
 Findings and Analysis
EVALUATION OF THE TRAINING AND DEVELOPMENT METHODS ADOPTED BY
TWO COMPANIES - TATA CONSULTANCY SERVICES AND COGNIZANT BY
USING KIRKPATRICK’S MODEL

 LEVEL 1 REACTION –

This level of evaluation, as the name suggests, looks at how trainees respond to a
programme. According to Kirkpatrick, every programme should at the very least undergo
this level of evaluation in order to allow for training programme enhancement. The
responses of the participants also have significant learning implications (level two). A
negative response nearly surely decreases the likelihood of learning, even as a positive
response does not guarantee it.

TATA CONSULTANCY SERVICES - It's an excellent place to work. It highlights the

abilities and potential of their staff members.

COGNIZANT - Work-life balance is excellent, and it is the ideal location to work. It is a

very good business that treats its employees well.

40
 INFOSYS - The company Infosys is praised for being employee-friendly. It provides a wide
range of career choices for entry-level workers in a demanding and stimulating workplace.
Employees at the company are content and enjoy going to work.

 LEVEL 2 LEARNING-

Level two assessments frequently make use of tests taken prior to training (which was before)
and following training (after the test) to gauge the degree of learning that has resulted from the
programme (post-test). There are many different techniques, including official, informal, team,
and self-assessments. To gauge how much learning has taken place, participants should, if at all
possible, take the test or assessment prior to the training pre-test and again after the training post-
test.

TATA CONSULTANCY SERVICES - One can learn a lot of new things at Tata Consultancy
Services thanks to the learning platforms it offers. There are numerous opportunities to develop.

COGNIZANT - Learning while being exposed to new tools and technology is the most
enjoyable aspect of the job at Cognizant. There are several chances for internal development.

INFOSYS - Some refer to it as the true birthplace of engineers. Those that go describe it as the
best days of their professional careers. The Infosys Global Education Center in Mysuru offers
learning, dreaming, doing, and being experiences. Today, it is the largest corporate training
facility in the world. It was established in 2005 to mentor and train professionals from all over
the world.

 LEVEL 3 BEHAVIOUR-

This level gauges changes in learner behavior brought on by training programmes. This
essentially aids in determining how recently learned skills and knowledge are being applied in
the learner's daily surroundings. But since it is impossible to foresee when a change in behavior
will occur and because it necessitates making crucial choices about when to assess, how often to
evaluate, and how to evaluate, it is difficult to measure.

TATA CONSULTANCY SERVICES - The training programmes at Tata Consultancy Services

familiarize learners with the various business regulations and norms. Following the training
process, they have made significant behavioral improvements.

41
 COGNIZANT - The workplace culture at Cognizant is positive. They learn in the training
programmes how to communicate with their customers and coworkers, which improves their
knowledge and behavioral abilities.

INFOSYS - Infosys gives its employees improved career prospects. As a result, we can say that
the two businesses stated above are reliable. For pay and benefits, TCS employees scored 0.1
percent higher than Infosys employees, while Infosys employees scored higher than other firm
employees for career chances.

 LEVEL 4 RESULT-

This level often referred to as the "bottom line"— measures the program's success in terms that
managers and executives can comprehend, such as greater production, improved quality,
decreased expenses, etc. This is the primary justification for the training programme from a
business and organizational standpoint, yet level four results are rarely discussed.

TATA CONSULTANCY SERVICES - Employees at Tata Consultancy Services are generally

quiet about the drawbacks. Overall, following their training, the employees' performance at work
much improved, and they are enthusiastic to continue working for the company.

COGNIZANT - At Cognizant, there is no stress at work. The organization places a strong

emphasis on skill development and customer service, and it has significant shift flexibility and
growth opportunities. Overall, it is a fantastic chance for freshmen to begin their careers. It's
difficult and enjoyable to work at CTS.

INFOSYS - Globally speaking, Infosys is a leader in consulting and next-generation digital

services. With agile digital at scale, they enable the organization to offer previously unheard-of
levels of performance and customer satisfaction. Their ongoing improvement is driven by the
always-on learning agenda, which develops and shares digital skills, knowledge, and concepts
from the innovation ecosystem.

42
 CONCLUSION
Programs for training and development are essential in every firm. These programmes help
employees perform better at work, keep their knowledge current, develop their individual skills,
and prevent managerial obsolescence. The management can more easily assess employee
performance on the job and make decisions on employee promotions, awards, compensation,
welfare benefits, etc. by using these tools. These training courses also aid managers in staff
retention, motivation, and succession planning. It produces productive and efficient workers for
the company. The employee's performance shortfall is calculated as follows to determine the
requirement for training and development:

Training & Development need = Standard performance – Actual performance

There are several ways that training improves an organization's overall performance. The three
main areas where employees typically receive training in an organisation are soft skills,
personality development, and numerous options exist for training to improve an organization's
overall effectiveness. The main categories of training that employees often receive in a business
are soft skills, personality development, Quality, managerial and supervisory training
programmes, problem-solving methods, and interpersonal relationships plans for improvement,
technical procedures, quality circle initiatives, time management techniques, and employee
regulatory compliances, goal-setting, efficiency development programmes, violence prevention
initiatives, and programme execution, workplace safety management, workplace communication,
etc. Training permits individuals to advance their knowledge and abilities within the company,
which inevitably contributes to the company's market worth, employees' earning potential, and
their job security. Training shapes the mentality of the staff members and aids in improving
internal communication.

43
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