A

RESEARCH PROJECT REPORT

ON

“A STUDY ON TRAINING AND DEVELOPMENT

IN IT SECTOR

A Project Report Submitted for the partial fulfilment for the award of the degree in
Master of Business Administration

UNDER THE SUPERVISION OF SUBMITTED BY:

DR. PRIYANKA MALHOTRA NAME- ARISHA MANIR
ROLL NO- 2201330700033
BATCH- 2022-24

DEPARTMENT OF MBA

NOIDA INSTITUTE OF ENGINEERING & TECHNOLOGY, GREATER NOIDA

(AN AUTONOMOUS INSTITUTE)
 Student’s Declaration

I hereby declare that Research Project Report entitled “A Study on Training and
Development in IT sector” submitted to MBA department at Noida Institute of Engineering
and Technology, Greater Noida. It is the best of my knowledge that it has not been published
earlier anywhere or presented to any institution/university for an end of any degree.

Arisha Manir (2201330700033)

MBA Department
NIET
Greater Noida
 Acknowledgement

Any accomplishment requires the effort of many people, and this work is not different. I am
thankful to my faculty supervisor Dr. Priyanka Malhotra for supporting me and guiding me
throughout the project. This report would not have been possible without her help. I would
also like to express my gratitude towards (HOD), for her cooperation and giving her valuable
time and information for my thesis preparation.

Arisha Manir (2201330700033)

MBA Department
NIET
Greater Noida
 Table of content

1. Introduction of the topic

i. Objective of the study
ii. Need and Scope of study
iii. Limitation of the Study
iv. Literature Review

2. Company Profile
i. History of Industry
ii. SWOT Analysis
iii. Porters Five Forces Analysis

3. Research Methodology
i. Sampling Design
ii. Sampling Size
iii. Data Collection

4. Data Analysis & Interpretation

i. Data Analysis
ii. Interpretation

5. Conclusion
i. Findings
ii. Recommendation

6. Bibliography & References

7. Annexure
INTRODUCTION
OF THE TOPIC
 Introduction of the Topic

There are various concepts of HRM such as recruitment, selection etc., the main focus of this
project is “Training and Development”.

Every organization needs to have well-trained and experienced personnel to perform the
activities. If the current or potential job occupant can meet this requirement, training and
development is not important. But when this is not the case, it is necessary to raise the skill
levels and increase the versatility and adaptability of employees. Inadequate job performance
or technological breakthrough requires some type of training and development. The purpose
of training and development is to give the employees at all levels, sufficient instruction and
guidance to enable them to perform their jobs effectively and prepare themselves for
promotion owing to outside courses or visits or infrequent experience.

The true training and development situation exists where there is a gap between the standards
of performance demanded by a departmental head and that actually being viewed by the
individual subordinates. The main purpose of the training and development is not only an
activity that is described but also an activity that development is not an activity that is
desirable but also an activity that an organization must commit resources to, if it is to
maintain a viable and knowledgeable work force .training and development is vital for any
organization because, it induces skills and knowledge to its employees to face and adjust
themselves to the present need of the organization. Today world has become very dynamic
that is today’s world is not tomorrow’s world. It has been changing very frequently because
of frequent changes in customers’ needs and preferences.

For any organization customer is the king, to meet the customer expectation the company has
to adopt itself or change itself. For this the company has to adopt new technology and new
resources, which requires equally talented employees. To upgrade the employee’s skills
knowledge to the present needs the company has to provide training and development to its
employees.
Every organization needs to have well-trained and experienced people to perform the
activities that have tobe done. Training, a key practice is critical to the implementation of
several competitive strategies. The Important lesson is that human resources represent
competitive advantage that can increase profits when managed wisely. To meet these
requirements the current and potential job occupation are given training.

One of the most important activities of HRM Department is training. The technique of
training has been a key factor and a major to achieve the objectives of human resources
management. Management is effective and efficient utilization of man, money, machine., to
accomplish the organization objectives and goals through people. The purpose of training is
to develop the abilities and goals through people. The purpose of training is not only to
develop the abilities of an satisfying current and future needs, it supplements education and to
train them for highest responsibilities.

Training is identified to fulfill the following purpose.

 . Technical updating
 . Individual expectancy
 . Occupational efficiency
 . Behavioral competency
 . Organizational efficiency

Therefore, competence of people is the key to success in any undertaking. In this rapidly
changing and fast-moving economy there is a need for training and training. Training should
be given to train the minds of the employees to attack the problems in the right perspective
and to achieve the ultimate solution. So training is provided to human resources in order to
enable them to adapt to new changes in scenario and acquaint them with the work methods.

Training and development in a rapidly changing society, is not only an activity that is
desirable but also an activity that an organization must commit resources to, if it is to
maintain a viable and knowledge work force.
Importance of Training and Development

 In Human Resource Management (HRM) Training and development is important

aspect when a company wants optimum utilization of the manpower.
 Training and development is a key for the succession planning of the organization as
it helps in the improvement of skills like team management and leadership.
 Training and development activities are vital to motivate the employee and to
increase their productivity.
 Training and development in HRM is a significant aspect to develop a team spirit in
the organization.
 Training and development programs are also important from the safety point of view
as it teaches employees to perform jobs properly without any life risk.
 From the organizational point of view the training and development programs are
important tools to increase profitability and enhance corporate image.

Approaches of Training and Development

 Reactive Approach
The traditional approaches to training can be generally termed as reactionary, driven by
tactical delivery of technical skills in bricks and mortar, classroom training and where
training is seen as an event oriented activity.

 Proactive Approach
In the learning organization this approach aligns all learning activities with the corporate
business strategy, and its focus is on developing competencies.

 Active Learning Approach

In this approach, trainees play a leading role in learning by exploring issues and situational
problems under the guidance of their facilitator. The trainees learn baking thought provoking
questions, searching for answers, and interpreting various observations made during the
process. The active learning approach habits lasting impact on learning since it helps in long-
term retention and finding better solutions in challenging situations. In today’s fast paced
world, continuous learning is essential to success.
OBJECTIVE OF
THE STUDY
 Objective of the Study

 To evaluate the effectiveness of training to employees with special reference to IT

companies.
 To assess the training facility provided by the IT companies.
 To know whether the training program helps in increasing the quality of
service/performance.
 To give recommendation to improve the training and development programs to
improve employee performance.
 NEED AND
SCOPE OF THE
STUDY
 Need And Scope of the Study

 To impart to the new entrants the basic knowledge & skills they need for definite
tasks.
 To assist employees to function more effectively in their present position by exposing
them to new concepts.
 To build a line of competent people & prepare them to occupy more responsible
positions.
 The training provides an opportunity to increase the individual skills as well as
organisation goals.
LIMITATION OF
THE STUDY
 Limitation of the Study

 The study is limited due to the time constraints.

 The analysis depends on the data provided by the respondents through the
questionnaire as well as company.
 Lack of time on the part of the employees for detailed interaction.
LITERATURE
REVIEW
 Literature Review

As defined by Richard Bechard, “Organization development” (OD) is a planned, top down,

organization-wide effort to increase the organization is effectiveness
and health.

OD is achieved through interventions in the organization’s “Processes” using behavioral

science knowledge. According to Warren Bennies, OD is a Complex strategy intended to
change the beliefs, attitudes, values, and structure of organizations so that they can better
adapt to new technologies, markets, and challenges. Warner Burke emphasizes that OD is not
just “anything done to better organization,” It is a particular kind of change process designed
to bring about a particular king of end result OD involves organizational reflection, system
improvements, Planning and self-analysis.

According to Michel Armstrong, “Training is systematic development of the knowledge,

skills and attitudes required by an individual to perform adequately a given task or job”.
(Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,2001)

According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of
an employee for doing a particular job.” (Source: Personnel Management, McGraw Hill; 6th
Edition, 1984). The term „training‟ indicates the process involved in improving the aptitudes,
skills and abilities of the employees to perform specific jobs. Training helps in updating old
talents and developing new ones. Successful candidates placed on the jobs need training to
perform their duties effectively‟. (Source: Aswath Appa, K. Human resource and Personnel
Management, New Delhi: Tata McGraw-Hill Publishing Company Limited,2000, p.189)

Hesseling (1971) Training is a sequence of experiences or opportunities designed\to modify

behavior in order to attain a stated objective.

Kane (1986) If the training and development function is to be effective in the future, it will
need to move beyond its concern with techniques and traditional roles. He describes the
strategic approaches that the organization can take to training and development, and suggests
that the choice of approach should be based on an analysis of the organization’s needs,
management and staff attitudes and beliefs, and the level of resources that can be committed.

Raymond (1986) The influences of trainees’ characteristics on training effectiveness have

focused on the level of ability necessary to learn program content. Motivational and
environmental influences of training effectiveness have received little attention. This analysis
integrates important motivational and
situational factors from organizational behavior theory and research into a model\which
describes how trainees' attributes and attitudes may influence the effectiveness of training.

Adeniyi (1995) Staff training and development is a work activity that can make a very
significant contribution to the overall effectiveness and profitability of the organization.

Chris (1996) Training and development aim at developing competences such as technical,
human, conceptual and managerial for the furtherance of individual and organization growth.

Seyler, Holton III, Bates, Burnett and Carvalho (1998). The continuous changing
scenario of business world, training is an effective measure used by employers to supplement
employees’ knowledge, skills and behavior.

Alinejad (1999) The process of training and development is a continuous one. The need to
perform one’s job efficiently and the need to know how to lead others are sufficient reasons
for training and development and the desire to meet organizations objectives of higher
productivity, makes it absolutely compulsory.

Orizaba (2000) Training and development aim at developing competencies such as

technical, human, conceptual and managerial for the furtherance of individual and
organization growth.

Isyaku (2000) The process of training and development is a continuous one. It is an avenue
to acquire more and new knowledge and develop further the skills and techniques to function
effectively.

Tan, Hall and Boyce (2003) Companies are making huge investments on training programs
to prepare them for future needs. The researchers and practitioners have constantly
emphasized on the importance of training due to its role and investment.

Starmount al., (2004) The main goal of training is to provide, obtain and improve the
necessary skills in order to help organizations achieve their goals and create competitive
advantage by adding value to their key resources.

Bates and Davis (2010) Usefulness of training program is possible only when the trainee is
able to practice the theoretical aspects learned in training program in actual work
environment. They highlighted the use of role playing, cases, simulation, mediated exercises,
and computer-based learning to provide exposure to a current and relevant body of
knowledge and real world situations.

Kalaiselvan and Naachimuthu (2011) Training cost and business benefits are drawn on X
and Y axis respectively. Four quadrants were identified to highlight.
(i) strategic (Lower training cost and higher business benefits),
(ii) Payback (Higher training cost and higher business benefits)
(iii) Think (Lower training cost and lower business benefits)
(iv)Drop (Higher training cost and higher business benefits).

Karthik R (2012) Training objectives tell the trainee what is expected out of him at the end
of the training program. Training objectives are of great significance from a number of
stakeholders perspectives; Trainer, trainee, designer, evaluator.
COMPANY
PROFILE
 COMPANY PROFILE

Profiles of selected IT Companies

 TCS: TATA CONSULTANCY SERVICES

Tata Consultancy Services Limited (TCS) is a subsidiary of the Tata Group, an Indian
information technology consulting and business solutions company which operates in 46
countries worldwide. TCS Limited was founded in 1968 by a division of Tata Sons Limited.
Its early contracts included punched card services to TISCO (now Tata Steel), working on an
Inter-Branch Reconciliation System for the Central Bank of India. In 1975 TCS made an
electronic depository and trading system called SEMCOM for Swiss companies. TCS also
established India's first software research and development center called Tata Research
Development and Design Centre in Pune, Maharashtra. On 25 August 2004, TCS became a
Publicly Listed Company.

Some important aspects related to TCS are mentioned below.

 TCS is one of the largest employers of women with 35.3% of women employees.

 TCS became the first Indian IT company to reach $100 billion market capitalization

with a value of $102.6 billion in Bombay Stock Exchange and a second Indian

company ever after the Reliance industries that achieved the same in 2007.

 TCS is ranked 10th on the Fortune India 500 list in 2018.

 It is the world's 9th largest IT service provider by revenue.

 TCS is ranked 64th overall in Forbes World's most innovative company ranking,

making it the highest-ranked IT services company ever.

 In the latest, TCS, the biggest software services company, has added 12,000 jobs in

 the first quarter of 2019 and sent offer letters to 30,000 fresh graduates building the

employment level in the country.

One of TCS' first assignments was to provide punched card services to a sister Concern, Tata
Steel (then TISCO) (Services, 2013). It later bagged the country'sfirst Software project, the
Inter-Branch Reconciliation System (IBRS) for the Central Bank of India. It also provided
bureau services to Unit Trust of India, thus becoming one of the first companies to offer BPO
services.

TCS Company Organization Heads

1) N. Chandrasekaran is the chairman of the Tata consultancy services.
2) Rajesh Gopinathan is the CEO and Managing Director of Tata Consultancy Services.

TCS Mission Statement

“To help customers achieve their business objectives by providing innovative, best-in-class
consulting, IT solutions and services & to make it a joy for all stakeholders to work with us.”

TCS Vision Statement

TCS vision is to “decouple business growth and ecological footprint from its operations to
address the environment bottom-line. The green approach is embedded in our internal
processes and services offerings...... From green buildings to green IT to a green supply
chain, our mantra is to grow sustainably and help our customers achieve sustainable growth
through our green solutions and service offerings” .

Headquarters of the Company

Mumbai, Maharashtra, India

TCS Branches in India

I. Jaipur
II. Chennai
III. Ahmedabad
IV. Baroda
V. Mysore
VI. Hyderabad
VII. Pune
VIII. New Delhi
IX. Gurgaon
X. Mumbai
XI. Lucknow
XII. Nagpur

TRAINING AND DEVELOPMENT AT TCS

In TCS there is ILP the initial learning program for 23 days at their main training centers that
is induction after that they will be sent to the locations where they are recruited for stream
specific training. There are exams in between and their performance will affect their salary.
The most effective learning and development programs have following features in corporate:

▪ Strategy driven: All training and development programs should align with overall
organization strategic goals and yield business results .In TCS, the function of the training
group is to interact with the functional group head and business leaders and understand the
skill sets needed for the organization to compete in the market and develop them. The
training needs of the organization are captured in this way for both long and short term. By
identifying the training needs, the training group head designs a training plan for the
employees which will be deployed after approval from the CEO.

▪ ROI : The training program should be measured as every other business activity; it must
show a return on investment either on short term or long term. In TCS training feedback
collected at regular periods from both the trainees and the functional heads help in measuring
the impact of training.

▪ Methodologies: Learning & Development methodology used on TCS are-learning,

computer-based training, classroom training, knowledge sharing sessions & continuous
educational program in reputed institutions.(Sharma A. , Chaturvedi, Bansal, & Mishra,
2009)
INFOSYS LIMITED:
Infosys Limited is an Indian Information Technology company that provides global business
consulting and information technology services. Infosys helps clients in 45 countries to create
and execute different strategies for their digital transformation. Infosys helps businesses to
renew & improve existing condition so that their business can achieve higher efficiencies and
stay relevant according to current times. Infosys has more than 200,000 employees and
through their hard work & dedication, Infosys has grown to become a US $10.9 billion
(revenuesFY18) company with a market capitalization of US $39 billion.

Infosys Limited formerly known as Infosys Technologies Limited was established in the year
1981 by N. R. Narayana Murthy and a team of six other engineers in Pune, India with an
initial capital investment of just US $250.

● In the year 1993 Infosys went public and introduced an employee stock options
program.

● In 1994, Infosys moved its corporate office from Pune to Bangalore, India.

● In the year 1999, Infosys became the first Indian IT company to be listed in NASDAQ thus
making it the costliest share on the market at that time in India. In the year 1999, Infosys was
among the 20 biggest companies by market value on
the NASDAQ.

Organization Heads
1. N.R. Narayana Murthy is the founder of Infosys.
2. Salil S. Parekh is the CEO and managing director of Infosys.
3. Pravin Rao is the chief operating officer of Infosys.
Infosys’ Mission Statement
To achieve our objectives in an environment of fairness, honesty, and courtesy towards our
clients, employees, vendors and society

Infosys’ Vision Statement

"To be a globally respected corporation that provides best-of-breed business
solutions, leveraging technology, delivered by best-in-class people."

Headquarters of the Company

Bangalore, Karnataka, India

Infosys Products and Services Offered

Infosys provides software development and its maintenance services to a wide

array of companies from different fields such as insurance, finance, manufacturing
etc. Some of the important work related platforms used in Infosys are

● Mana which is now called NIA - Next Generation Integrated AI Platform.

● Infosys' own analytics platform called as Infosys Information Platform. Infosys
consulting is a global management consulting service

Infosys branches in India

I. Bangalore
II. Bhubaneswar
III. Chandigarh
IV. Chennai
V. Gurgaon
VI. Hyderabad
VII. Mysuru
VIII. Mumbai
IX. Jaipur
X. Mangalore
XI. Pune
TRAINING & DEVELOPMENT AT INFOSYS

It is very essential for the company to upgrade its workforce regularly to compete in the
global market. To overcome this challenge, Infosys provides training and development
opportunities to its employee’s right from the start. The company has bagged many awards
from the American Society for Training and Development as the world’s best company for
providing best training and development opportunities to the employees. The company is
known best for its Global Business Foundation School which runs the program for all fresh
engineering graduates who join Infosys and prepare them for the technical and environmental
opportunities present in the market. The Global Business Foundation School has various
centers all over the world.

Infosys has achieved awards for its Global Education Center which was set up in 2005.This
center provides training not only in technical skills but also in the soft skills. It also provides
leadership program to new entrants to develop leadership qualities. New engineering recruits
undergo a 14.5 weeks ‘Initial Learning Program’ operated by the company. This aims to
transform engineers from diverse disciplines into software professionals and initiates them
into the Infosys way of life. After joining Infosys, induction is given to the employees,
addressed by N. R. Narayana Murthy by an audio visual presentation. During the program,
the new hires are groomed to shed their ‘campus frivolousness’ and assume their new roles as
professionals and corporate citizens. In the induction program, the core values of the
company are presented before the employees. Inside the company, technical as well as soft
skills have its own significance. The main focus of the company is always developing
technical skills but they also give emphasis on various skills like leadership qualities, global
business etiquette, interpersonal skills, communication skills, management skills, analytical
skills, decision making,etc. (Dwevidi & Ladiwal,2011)