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INDRODUCTION TO HRM Human Resources is an asset, whose value keeps on increasing with the time. The value of the asset is increased through Performance Appraisal. It is the responsibility of the manager to organize proper Performance Appraisal programmes and lead the employees towards progress. The effectiveness of the prime motive depends not only on their own development, but also on the skills and capabilities through which they also contribute towards the organizational goal. MEANING AND CONCEPT OF HUMAN RESOURCE MANAGEMENT Human resource is of paramount importance in the success of any organization. The human resource of the organization represent one of its largest investments. The value of human resource of an organization frequently becomes evident when the organization is sold. Often the purchase price is greater that the total value of the physical and the financial assets of the organization, this difference is sometimes called goodwill, partially the value of the organization human resources. In addition, the investment of an organization in its human resources can be tremendous. Recruiting, selection and training represents some of the more obvious human resources development, which is concerned with all aspects of managing the human resources of an organization. More specifically, human resources management involves determining the organization human resources needs, recruiting and selecting the best available employees, developing, counseling and rewarding employees, acting as a liaison with unions and government organization and handling other matters related to employee well being. Each of these function is necessary to some degree in all organization. DEFINITION OF HUMAN RESOURCE MANAGEMENT Human Resources Management has been defined by Edwin B Flippo as “the planning organizing, directing and controlling of
procurement, development, compensation, integration, maintenance and separation of human resources to the end of those individual organizational and social objectives are accomplished’’. SCOPE OF HUMAN RESOURCE MANAGEMENT The scope of Human Resource Management is indeed vase. All major activities in the working life of a worker-from the time of his or her entry into an organization until he or she leave-come under the purview of Human Resource Management. Specifically, the activities included are – HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appappraisald job evaluation, employee and executive remuneration, motivation,and communication, welfare,safety and health, industrial relations and the like. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT Human Resources Management is concerned with all aspects of managing the human resources of an organization. The basic function of management apply to human resources management also that of planning, organizing, motivation and controlling. In addition to this it performs the following functions.
• • • • • •
Determining the organizations human resources needs. Recruitment and selection of personnel. Developing employees. Rewarding employees. Counseling employees. Acting as liaison with union and government organizations. Other matters related to employee well being.
ESSENTIAL OF HUMAN RESOURCE MANAGEMENT
• Employees will have a feeling to enhance their competence and perform more challenging and satisfying tasks. ROLE OF HR The overall role of the HR function is to enable the organization to achieve its objectives by taking initiatives and providing guidance and support on all matters relating to its employees. • Employees will enjoy their work. 4 . • Instead of spending time satisfying their needs. The basic aim is to ensure that Management deals effectively with everything concerning the employment and development of people and the relationship that exist between management and the workforce.Human resource management does not confine itself to the selection of right type of persons of right jobs. • Employees feel that they are respected. Three principal themes of the 21st Century corporate perspective are Globalization. It helps to build a team spirit. employees will contribute to organizational tasks and goals. It supports and promotes business solutions that take advantage of opportunities stemming from business issues just as it must find solutions to apparent constrains. A further key role for the HR function is to play a major part in the creation of an environment which enables people to make the best use of their capacities and to realize their potential to the benefit of both organization and themselves. Decentralization and Empowerment. • Employees have a sense of accomplishment in and through their work. The HR function operates as apart of the full business management process and cannot be viewed in isolation. where employees satisfy their aspirations by developing themselves and contribute to the accomplishment of organizational goals. Although a support activity it must be proactive. as individuals and their contribution are valued. • Employees will have a high sense of belongingness towards their organization and work place.
The purpose of training and development is to give the employees at all levels. The true training and development situation exists where there is a gap between the standards of performance demanded by a departmental 5 .. the main focus of this project is “Training and Development”. Inadequate job performance or technology break through requires some type of training and development . 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. it is necessary to raise the skill levels and increase the versatility and adaptability of employees. But when this is not the case. A brief description of training and development is as follows. selection etc. If the current or potential job occupant can meet this requirement. training and development is not important. Every organization needs to have well-trained and experienced personnel to perform the activities.INTRODUCTION Introduction to training and Development: There are various concepts of HRM such as recruitment.
Today world has become very dynamic that is today’s world is not tomorrow’s world. The purpose of training is not only to develop the abilities of an satisfy 6 . To upgrade the employee’s skills knowledge to the present needs company has to provide training and development to its employees.training and development is vital for any organization because. The purpose of training is to develop the abilities and goals through people. 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. The important lesson is that human resources represent a competitive advantage that can increase profits when managed wisely. One of the most important activities of HRM department is training. money. to meet the customer expectation the company has to adopt itself or change itself. which requires equally talented employees.head and that actually being viewed by the individual sub ordinates. if it is to maintain a viable and knowledgeable work force . Training. machine etc. a key practice is critical to the implementation of several competitive strategies. For any organization customer is the king. For this the company has to adopt new technology and new resources.. The technique of training has been a key factor and a major to achieve the objectives of human resources management. it induces skills and knowledge to its employees to face and adjust themselves to the present need of the organization. It has been changing very frequently because of frequent changes in customer’s needs and preferences. to accomplish the organization objectives and goals through people. To meet these requirements the current and potential job occupation are given training. Every organization needs to have well-trained and experienced people to perform the activities that have to be done. Management is a effective and efficient utilization of man.
Training and development in a rapidly changing society . 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. workers have to be trained in the use of the system. In this rapidly changing and fast moving economy there is a need for training and retraining. if it is to maintain a viable and knowledge work force. Importance of Training:The first essential point of any business is survival.current and future needs. To increase productivity. To stay in Business in a competitive world requires increase in productivity. is not only an activity that is desirable but also an activity that an organization must commit resources to. 7 . • • • • • Technical updating Individual expectancy Occupational efficiency Behavioral competency Organizational efficiency Therefore competence of people is the key to success in any undertaking. Training should be given to train the minds of the employees to attack the problems in the right perspective and to achieve ultimate solution. it supplement education and to train them for highest responsibilities. Training is identified to fulfill the following purpose. Increased productivity and quality can be achieved by making the workers themselves more skillful.
Training helps in change. Training and Development key points: “What” is learned? “Who” is learning? “Why” such learning takes place. Why are Training Programs given? To change the mission of the organization. To increase the productivity. The change can be Business change. Need change and circumstances change. 8 . “When” such learning occurs. It helps to increase the market value and security and moulds the employee’s attitude to help them to cooperate with the company and to create greater loyalty towards it through training. Customers change. Hence training is essential for healthy administration of the industry.Training and development is one of the things. which ensure the survival.
Extent to which employees are trained to manage well the system of the company. 9 . To improve supervision. The adaptability to the changing requirements of the company. To boost the employees morale. To improve organizational climate. To develop human Relations. of Aim of Training & Development:The aim of training is to define the output variables more specifically. To reduce the production cost. To improve health and safety. To eliminate the errors and defects. Bring in continuous improvements in the organization. To reduce employee turnover rate. Full utilization of the talents of the manpower and the development of these Resources. To improve managerial skills. Prevent obsolescence. Optimal usage of material and time. which increase the possibility of their employability in the context of their business. To compete with changing scenario technology. To meet quality standards. Measure of the capabilities of the employees in the context of the current and the future job.
productive or non-productive. require up-dating the skills and knowledge. suitability for the job etc. economic or social. the need for training arises due to the following reasons: To match the employee specification with the Job requirement and organizational Needs. Technological Advances. automation. it is used continuously in every well run establishment. Training is not something that is done once to new employees. Organizational Complexity. Thus. no organization can choose whether or not to train employees. Further. As such an organization has to retrain the old employees. Specifically. Human Relations. old or newly established should provide training to all employees irrespective of their qualification. Organizational Viability and the Transformation Process. Change in the job assignment.Need for Training:Every organization big or small. skill. technological changes. 10 .
Job instruction or 4. Vestibule training 2. Programmed Instruction 11 .Training Methods On-the-job method Off-the-job Method 1. Lecture Methods 4. 2. Coaching 3. Role playing 3. Conference or Discussion 5. Committee Assignments 1. Job rotation. Training through Step-by-step 5.
The supervisor provides who feedback to the trainee on his performance and offers him some suggestions for 12 . This methods given an opportunity to the trainee to understand the problems of employees on other job and respect them. The problem of transfer of trainee is also minimized as the person learns on-the-job. trainees can also be rotated from job to job in workshop jobs. is the most commonly used method. coaching. job instruction or training through step-by-step and committee assignments. The trainee receives job knowledge and gains experiences from his supervisor or trainee in each of the different job assignment. On-the-job training methods include job rotation. Coaching: The trainee is placed under a particular supervisor functions as a coach in training the individual. The emphasis is placed on rendering services in the most effective manner rather than learning how to perform the job. also known as job instruction training. On-the-job training has the advantage of giving first hand knowledge and experience under the actual working conditions. the individual is placed on a regular job and taught the skills necessary to perform that job. Though this method of training is common in training managers for general management positions. Under this method.On-the-job Training Methods This type of training. The trainee learns under the supervision and guidance of a qualified worker or instructor. While trainee learns how to perform a job. Job Rotation: This type of training involves the movement of the trainee from one job to another. he is also a regular worker rendering the services for which he is paid.
Under this method. Off-the-Job training methods are as follows: Vestibule training: In this method. Often the trainee shares some of the duties and responsibilities of the coach and relieves him of his burden. The trainer appraises the performance of the trainee. Committee Assignments: Under the committee assignment. group of trainees are given and asked to solve an actual organization problem. It develops team work. The duration of this training ranges from days to a 13 . This type of training is commonly used for training personnel for clerical and semi-skilled jobs. Job Instruction: This method is also known as training through step by step. job knowledge and skills and allows him to do the job. files and equipment those are used in job performance are also used in training. actual work conditions are simulated in a class room. A limitation of this method of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas.improvement. The trainees solve the problem jointly. provides feedback and corrects the trainee. Material. trainee is separated from the situation and his attention is focused upon learning the material related to his future job performance. Off-the-Job training Methods Under this method of training. trainer explains the trainee the way of jobs. he can place his entire concentration for freedom of expression for the trainees. Since the trainee is not distracted by job requirements.
The participants plays the role of certain characters. mechanical engineer. The instructor organizes the material and gives it to a group of trainees in the from of a talk. Theory can be related to practice in this method. This method of training involves action. the lecture must motivate and create interest among the trainees. The subject-matter to de learned is presented in a series of carefully planned sequential units. The major limitations of the lecture method is that it does not provide for transfer effectively. test assumptions. Discussion has the distinct advantage over the lecture method in that the discussion involves two-way communication and hence feedback is provided. examine and share facts. such as the production manager. Programmed Instruction: In recent years this method -has become popular. To be effective. Lecture Method: The lecture is a traditional and direct method of instruction. Thus costs and time involved are reduced . This method is mostly used for developing interpersonal interactions and relations. foreman. Conference or discussion: It is a method in trainining the clerical. The trainee goes through these units 14 . An advantage of lecture method is that direct and can be used for a large group of trainees. professional and supervisory personnel. Role Playing: It is defined as a method of human interaction that involves realistic behavior in imaginary situations. ideas and data . and draw conclusions. all of which contribute to the improvement of job performance. doing and practice.few weeks. This method involves a group of people who pose ideas. These units are arranged from simple to more complex levels of instruction. workers and the like. superintendents. maintenance engineers. quality control inspectors.
which was concerned with how to teach? The training procedure discussed below is essentially an adoption of the job instruction training course. Preparing the Trainee: As in interviewing. This method is expensive and time consuming. Though the instructor may have executed this training procedure. many times he or she never forgets its newness to the trainee. which has been proved to have a great value. 15 . Most people are somewhat nervous when approaching an unfamiliar task. This was basically a supervisory training programme to make up for the shortage of civilian supervisory skills during the war. the first step in training is to attempt to place the trainee at ease. One of the parts of this programme was the job instruction training course. The important steps in training procedure are: Preparing the Instructor: The instructor must know both the job to be taught and how to teach it. The quality of empathy is a mark of the good instructor.by answering questions or filling the blanks. The job must be divided into logical parts so that each can be taught at a proper time without the trainee losing plan. For each part one should have in mind the desired technique of instruction. demonstration or explanation. The Training procedure : One of the better personnel programme to come out World War II was the Training Within the Industry (TWI) programme of the War Manpower Commission. that is. whether a particular point is best taught by illustration.
charts. Demonstration is an excellent device when the job is essentially physical in nature. Repeat. Keep the session moving along logically. diagrams and other training aids. demonstration etc. An instructor mostly uses these methods of explanation. Preparing the instructor’s outline. The final step in most training procedure is that of following-up. ∗ ∗ ∗ ∗ ∗ ∗ ∗ Presenting the Operation: There are various alternative ways of presenting the operation. In addition one may illustrate various points through the use of pictures. explanation. Take the material from standardized texts when it is available. Do not try to cover too much material. Discuss each item in depth. The follow-up system should provide feed-back on training effectiveness and on total value of training Follow-up: 16 . Getting Ready to Teach: This stage of the programme is class hour teaching involving the following activities: Planning the programme. When people are involved in any problem or procedure. but in different words. it is unwise to assume that things are always constant. Follow-up can be adapted to a variable reinforcement schedule as suggested in the discussion of learning principles.
Model for Training Feedback on Employee’s performance present job Employee identified for training Training programme Measurement of actual job performance Employee for new Suitabilityassignment for new assignment Measurement of training performance Employee after training 17 .
Hamblin suggested five levels at which evaluation of training can take place.Advantages of Training The contributions of imparting training to a company should be readily apparent. teaching methods etc. depth of the course content. and to assess the value of training in the light of that information. The process of training has been defined as “any attempt to obtain information on the effects of training performance. 18 . • Reaction: Training programme is evaluated on the basis of trainee’s reaction to the usefulness of coverage of the matter. • Learning: Training programme. The major values are: Increased Productivity Heightened Morale Reduced Supervision Reduced Accidents Increased Organizational stability Evaluation of Programme Training The specification of values forms a basis for evaluation. The basis of evaluation and the mode of collection of information necessary for evaluation should be determined at the planning stage.” Evaluation leads to controlling and correcting the training programme. the content he learned. trainer’s ability trainee ability are evaluated on the basis of quantity of content learned and time in which it is learned and learner’s ability to use or apply. method of presentation.
Feedback information can be collected on the basis of questionnaire or through interview. morale . growth. learning and change in the job Behaviour of the department/organization in the form of increased productivity. trainees and all other parties of trainees activities. Feedback Training evaluation information should be provided to the trainer and/or instructors. sales turnover and the like. • Ultimate value: It is the measurement of ultimate result of the contributions of the training programme to the company gaols like survival. 19 . quality. probability etc.• Job Behavior : This evaluation includes the manner and extent to which the trainee has applied his learning to his job. correction and improvement Further the training evaluator should follow it up to ensure implementation of the evaluation report at every stage. concerned for control.. • Organization : This evaluation measures the of training.
Introduction • INDUSTRY PROFILE • COMPANY PROFILE 20 .
The application of hydraulic control & drive systems has 21 . INDUSTRY BACKGROUND In the contemporary industrial world. provides which theoretical on the foundation focuses engineering uses of fluid properties The word "hydraulics" originates from the Greek word ‘hydraulics’ which in turn originates from meaning ‘water organ’ which in turn comes i.INTRODUCTION: Hydraulics is a topic of Science and engineering dealing power. Hydraulic fluids are a large group of mineral oils. water-based or water used as the medium in hydraulic systems. fluid power particularly the hydraulic branch of it is a magic world for energy transmission. The application of fluid power is causing many positive changes in the world around us. with Fluid for the mechanical properties the of liquids. Hydraulics is part of the more general discipline of fluid machines hydraulics.e..
Control elements (Valves. mobile 3.resulted in new designs & improved efficiency for machines & installations. aerospace 22 . filters. tanks. pressure. accumulators) APPLICATIONS OF HYDRAULIC COMPONENTS & SYSTEMS: Broadly the hydraulic products from application angle are classified as under. flow & directional) 4. Actuators • liner (cylinders) • Rotary (motors) 3. Industrial 2. accuracy & flexibility maintaining the ability to transmit a maximum of power in a minimum of bulk & weight. 1. PRODUCTS COVERED UNDER THE STUDY: 1. Pumps (Fixed volumes. storage units. Accessories (Reservoirs. Industrial hydraulics in necessary it can move rapidly in one part of its length & slowly in another. coolers. marine 4. Variable volumes) 2. No other medium combines the same degree of positive ness. The use of fluid under pressure to transmit power & to central intricate motions is relatively modern & has had its greatest development in recent years.
Still the Indian industry has to adopt many modern production methods. the actual growth in terms of production has not increased beyond 6 to 7% from the 23 . Since most of the Indian industries have been set up.INDIAN HYDRAULIC INDUSTRY: The Indian hydraulic industry started in early 60’s primarily with an objective of import substitution of some of the hydraulic products being used by the industry in various applications. the industry is not able to use the modern high production lines. While the growth of turnover figures. the range of their specifications is very wide. Indian hydraulic industry has to manufacture a large variety of products with low volumes. HISTORICAL GROWTH OF INDUSTRY: In terms of turnover the hydraulic industry seems to have grown rapidly in the past ten years. based up on the variety of technological sources. Due to this the range of products in the oil hydraulic industry is also quite wide resulting in a very small batch for every product. which show a steep rise of average over 18% per annum. Most the manufacturing with exception to some are currently using general purpose machines with special tools and some special purpose machines for specialized metal cutting operations. It is therefore difficult to specify a minimum economically viable capacity for the industry.
Belgium • Sai indira limited Bangalore • Vickers systems industrial limited Bangalore INTERNATIONAL SCENARIO: In connection with oil hydraulic technologies. Finland • GL Research Industries Limited. their product present According indications some of the changes in technology in respect of designing materials & manufacturing as under: 1. Increased powers/weight ratio 2. Calcutta • Poly Hydraulic private limited. one may conclude that the drastic change is being occurred in resulting from depreciation of Indian rupee against dollar. . Ahmadabad • Dynamics Limited. increased system pressures 3. extensive use of manifold systems avoiding extensive piping & relative leakage problems 4.turnover figure. it is widely acknowledged that it is undergoing changes mostly designs determining in the by the user sector in that to have undergone revolutionary recent changes years. reduced noise levels 24 . Bangalore • L&T Limited (Earth Moving Machinery & Hydraulic Division) Bangalore • Oscar equipment private limited. Bangalore • Escorts Harrison Limited. MANUFACTURERS OF HYDRAULIC COMPONENTS • Wipro Limited Bangalore • BEML.
use of proportional electronics & valve micro technology.5. Increased interfacing systems. processor with 25 .
Company Profile ABOUT WIPRO LIMITED WIPRO INFRASTRUCTURE ENGINEERING INTRODUCTION-BACKGROUND OF THE COMPANY Wipro Infrastructure Engineering commenced its operations in 1978 and has worked Single-Mindedly towards meeting growing demand for world-class Hydraulic components in India. 26 .
The products and service offerings include high precision hydraulic cylinders. complete tipping solutions and system solutions for a wide range of . both in India and at abroad. 27 PTO’s. Valves. Backhoe loaders. the company is poised to position itself as a global supplier of hydraulic products. Wheel loaders. This necessitated the setting up of a second factory at Hindupur. applications. Wipro has considerably grown. Construction. Mini excavators and Excavators. Dumpers. about 80 kms from Bangalore to serve the widening customer base. Some of the applications are listed below. Wipro Infrastructure Engineering provides solutions ranging from precision Engineered Products to value added services to customer’ in industries that the core infrastructure sectorranging from. From a modest beginning the company has become the largest provider of Hydraulic components and solutions. They are the largest Indian provider of precision engineered hydraulics components and solutions. Mining Agriculture and Power to steel plants ports. With the experience gained in the development of Hydraulic cylinders and others hydraulic components.Starting with a plant in Bangalore for the manufacturing of Hydraulic cylinders for industrial applications.
values accessories. Small size cylinders for cranes. drill rigs and industries machine.Dozers Motor graders Vibratory compactors rollers Tipping trucks Combine harvesters Forklift trucks Cranes Blast hole rigs Side discharge loaders Load haul dumpers Underground mining Ports Airports equipment Dam gates Injection moulding machines Defence Windmill HINDUPUR PLANT In 1995 a plant was set up in Hindupur to meet the increased demands this plant produces Truck hydraulic componentstelescopic cylinders pumps. MANUFACTURING (BANGALORE PLANT) 28 . CHENNAI PLANT As the other two branches lacked sea ports and the company was incurring heavy transportation cost a new plant was opened in Chennai on April 2006.
managing actual execution of operations on the shop floor and controlling raw material and WIP inventory through the production the production process and the entire management of assets for maintenance .etc LARGE CYCLINDER PLANTS(LCD) cater the requirement bigger (bore>200mm) are longer cylinders such as those used in presses. Steel plants and large construction equipments PISTON ROD PLANT (PRP) feeds piston rod to the various cylinder plants. The manufacturing facilities are spread over different plants . Dam Gates.The company’s approach to manufacture has been to build quality into the process and thereby improve reliability of the products.repair and operation.this involves translating the demand plan from advanced planning system into a detailed production plan.etc SMALL CYCLINDER PLANT (SCP) produces small Cylinders(bore<100mm)typically used in Bachoe Loaders.based on the nature/size of the products to enable effective grouping of machines VERY SMALL CYCLINDER PLANT (VCP) makes very small cylinder (bore<70mm)in large volumes for applications such as tractors. faster and less costly connections in core production and shop floor processes . wheel loaders. forklifts trucks. PLAN Demand planning 29 . using the production plan to schedule detailed shop floor operations using techniques such as MRPII. MANUFACTURING OPERATIONS The company focus in manufacturing operations help build tighter . Forklifts truck.
such solution help manufacturers attain 30 .Production planning Master planning Material requirement planning Capacity requirement planning Contract planning EXECUTE Equipment tracking WIO/Product tracking Data acquisition Product information Labour management Vendor managed inventory Configuration CONTROL Process control Distributed control system Batch control system SCADA historian MANAGE Enterprise asset management Quality management Laboratory information management Environment safety and health system SUPPLY CHAIN MANGEMENT The company provides solution a wide-ranging focus on globalization and information management tools that integrates procurement. operations and logistics from raw material to customers satisfaction .
better customer service or real –time available to-promise(ATP). The company’s supply chain management solutions supports every stage in the manufacturing value chain namely source. move and sell. make.specific objectives such as lower inventory on time shipping . SUPPLIER COLLABORATION Sourcing planning Lean supply Spend optimization Sourcing analytics ADVANCED PLANNING AND SCHEDULING Demand planning Capacity planning Production planning Production scheduling DISTRIBUTION MANAGEMENT Inbound logistics Yard management Ware house management Transportation management Trade management CUSTOMER FULFILLMENT Demand forecasting Clean order capture Order tracking Order fulfillment 31 .
in enabling organizations to meet their environment challenges.Order analytics RETURNS MANAGEMENT Returns authorization Return tracking Returns settlement Return analytics MISSION QUALITY ISO 9000 and ISO 14000 in brief The ISO 9000 families are among ISO’s most widely known standards 9000 has ever. The ISO 9000 family is primarily concerned with “Quality management’’. This means what the organization does to fulfill.if not more .ISO international reference quality management requirements in business-to-business dealings and ISO 14000 is well on the way to achieving as much .ISO become 9000 an and ISO 14000 standards for are implemented by some 634000 organization in 152 countries . • • The customer’s quality requirements Applicable regulatory requirements pursuit of these objectives • Achieve continual improvement of its performance in The ISO 14000 families are primarily concerned with ‘environmental management’. This means what the organization does to minimize harmful effects on the environment caused by 32 .
its activities and to achieve continual improvement of its environmental performance. The vast majority of ISO standards are highly specific to a particular product, material or process. However, the standards that have earned the ISO 9000 and ISO 14000 families a worldwide reputation are known as “Generic Management System Standards”. “Generic means that the same standards can be applied • To any organization ,large or small, whatever its product • Including whether its “product” is actually a service. • In any sector of activity and •
whether it is a business enterprise a public administration or a government department “Generic” also signifies that no matter what the organizations scope of activity ,if it wants to establish a quality management system, then such a system has a number of essential features for which the relevant standards of the ISO 9000 or ISO 14000 families provides the requirements.
“Management system” refers to organization structure for managing its processes or activities that transform inputs of resources into a product or service which meet the organizations objectives, requirements such as satisfying to the customer’s or quality meeting complying regulations
environmental objectives. QUALITY…COST…DELIVERY…SERVICE. Being located in Bangalore, which is a major engineering research and Test Center in India, the company enjoys a lot of advantages like. A large pool of engineering talent.
Skilled labour familiar with precision engineering processes.
Well established financial and banking network. Easy access by air from all major cities in India and some International connections as well. Proximity to the Chennai International sea port. The above factors, alone with the company’s infrastructure facilities ,provide the company an edge in terms of its ability to deliver quality products that meet the stringent requirements of customer’s. In addition the benefits of low labour, managerial and overhead costs allow the company to enjoy an effective low cost-manufacture base, comparable to any international manufacturer. It’s not surprising then that more and more OEM customers, including several reputed global manufactures, are looking at the company, as a long term business partner. COMPNY’S COMMITEMENT AND ENDEAVOUR Customer satisfaction and loyalty is key to the business growth. The company therefore dedicated itself to walk the extra mile for valued customers. “With utmost respect to human Values the company promises to serve their customers with Integrity through a variety of innovation , value for money, products and services by Applying Thought, day after day”. ENVIRONMENT, HEALTH AND SAFETY POLICY The company takes environmental consciousness a step further at the company .they believe that all in the company are environments conscious and contribute to preserving nature( at
a higher level) as well as danger-proofing their own respective work area. All of us are responsible for conducting safe and environmentally sound operations . fundamentally, this is in the interest of their own and other quality of life. Therefore, employees should consider the potential impact of the activity products and services of the company on health and the environment and take necessary measures, over and above legal requirements to reduce such impact. MAINTAINING AND MANAGING RECORDS The purpose of this policy is to set forth an covey to the company’s business and legal requirements in managing record including all recorded records information include regardless of medium CD’s. characteristics. paper documents,
computer hard disks, floppy disks, microfilms or laws, rules and regulations required the company to retain certain records and to follow specific guidelines in managing its records civil and criminal penalties for failure to comply with such guidelines can be severed from employees, agents, contractor to disciplinary action up to and including termination of employment or business relationship at the company’s sole discretion
GLOBAL PRESENCE With the deep commitment to quality and customer service they offer value, which has made them the preferred source for hydraulic components. Their expertise is built on over two decades of experience of serving a wide range of customer’s
globally, the customer base spans from Japan to Europe. Some of the customers are listed below. JCB TELCON CATERPILLAR L &T CASE TEREX TEREX VECTRA THAI KOBELCO KUBOTA BEML HIL PT KOMATSU TATA MOTORS ASHOK LEYLAND ELCHER MAHINDRA & MAHINDRA KOMATSU FORKLIFT CARRARO CLASS RAND REVATHI ELMCO ELECON TIL ESCORTS TRF JINDAL TATA STEEL SAIL
MUKAND SIMPLEX FLAT CONCAST SMS DEMAG NTPC L&T DEMAG ACC TATA POWER PRODUCT PROFILE PRODUCT RANGE AND BUSINESS HEAD OF CONSTRUCTION EQUIPMENT HYDRAULICS The company is providing hydraulic solutions especially to mobile OMEMS (Original Equipment Manufacturer).the company has bundled world-class product like pumps, motors, values ,steering units offered by global OEM’s like Kawasaki, offer a range of hydraulic products and solution. A.CYLINDERS The range of cylinders cover various segments as Construction and Earthmoving Excavators Dumper Backhoe Loaders Drill Rigs Wheel Loaders Motor Graders Dozers Road Construction Machinery
Seiki, Eaton and Sun along with high quality Wipro cylinders to
2-way and 3-way tipping b.TRUCK HYDRAULICS The company developed truck hydraulic components specially for mining and construction truck tippers.FARM AND AGRICULTURE MACHINERY Tractors Combines D.B. Front-end G.TRUCK HYDRAULIC COMPONENTS INCLUDING Telescopic cylinders Axial Piston pumps 38 . Garbage compactors b.SPECIAL VEHICLES a.MATERIAL HANDING CRANES FORKLIFTS C. The range of truck hydraulic component and the segment addressed are TIPPER Complete tipping system a. Rear. Under-body c.INDUSTRIAL MACHINERY Steel plant Presses Dam Gates E. Car carriers c. Under-body d. Front –end F.
318 million. Wipro's revenues were USD 3. These capital expenditures were primarily incurred on new software development facilities for our Global IT services business segment. respectively. 2.485 million ($ 50. 570 million incurred on the expansion of wipro ltd corporate facilities 39 . 2. Wipro Limited was incorporated in 1945 as Western India Vegetable Products Limited under the Indian Companies Act. which is now superceded by the Companies Act.Values PTO’s filters and other accessories TIPPER BODIES Special bodies designed and developed to meet various tipper applications.89 million) during the fiscal years ended March 31. public offering of ADSs on the New York Stock Exchange. headquartered in Bangalore. In October 2000. VII of 1913. Wipro Limited is a multi-business corporation. For the year ending 31st March 2007. These capital expenditures also include Rs. Rs. India.626 million and Rs. 1.5 Billion. Over the years. 1956. 2000. wipro ltd has diversified into the areas of IT services. IT products and Consumer Care & Lighting Products. Wipro is listed on the New York Stock Exchange and the Bombay Stock Exchange.S. Wipro incurred capital expenditure of Rs. 2001 and 01-02. wipro ltd has raised gross aggregate proceeds of approximately $131 million in U.
Products and Business Process Outsourcing • • Consumer Care and Lighting Healthcare Solutions ( includes a JV with GE) COMPETITIVE STRENGTHS OF WIPRO: The following are the principal competitive strengths: • Comprehensive range of IT services • World-class quality as measured by SEI-CMM and six sigma initiatives • Services offerings in emerging growth areas • Broad range of research and development services • Global delivery model • Established track record with premier international customer base • Ability to access. WIPRO'S BUSINESSES Besides Wipro Infrastructure Engineering. Wipro's businesses are: • IT Service. 2000 and 2001. attract and retain skilled IT professionals • Robust systems and processes to support growth in business • Broad distribution network and strong sales force in India 40 .in Bangalore over the course of the fiscal years ended March 31.
services & processes.• Strong brand recognition in the Indian market WIPRO BELIEFS (1971) • Respect the individual. Excel Act with Sensitivity • Respect for the individual • Thoughtful & Responsible 41 . It means manifesting intensity to win. • Achieve & maintain a position of leadership in each of the businesses we are in • Govern individual and company relationships with the highest standard of conduct & integrity • Serve our internal & external customers through Defect free products. SPIRIT OF WIPRO The Spirit of Wipro is the value of the Wipro… the spirit is rooted in current reality. but it also represents what Wipro aspires to be – thus making it future active. The spirit is an indivisible synthesis of all three statements. Acting with sensitivity and Unyielding on integrity all the time. Innovate. People are our greatest asset. Intensity to Win • Make customers successful • Team.
Unyielding Integrity • Delivering on commitments • Honesty and fairness in action WIPRO'S SUBSIDIARIES AND AFFILIATES Spectra mind Wipro Spectra mind Service Wipro info tech Technologies Wipro consumer Care and lighting Medical systems Wipro Holding Wipro Wipro GE WIPRO INFRASTRUCTURE ENGINEERING Wipro Infrastructure Engineering (formerly Wipro Fluid Power) provides solutions ranging from Precision Engineered Products to value added Services for customers in industries that serve the core infrastructure sector . WIN is the largest Indian provider of 42 . Mining.ranging from Construction. Agriculture and Power to Steel Plants and Ports. WIN product and service offerings include high precision hydraulic cylinders. PTO's. valves. complete tipping solutions and system solutions for a wide range of applications.
Motors & Valves for a range of applications.Motors & Valves for a range of applications • Sun Hydraulics. Customer of WIN: ♣ ♣ ♣ ♣ JCB TELCON CATERPILLAR L&T CASE TEREX. TEREX VECTRA THAI KOBELCO KUBOTA BEML. Japan . MAHINDRA & MAHINDRA EICHER. WIN provides customized engineering service. engineered hydraulic components and WIN Partnership with global players • Kawasaki Precision Machinery.precision solutions. HIL PT KOMATSU TATA MOTORS ASHOK LEYLAND. Japan Pumps. • Nabtesco Corporation. Customer support & Distribution channel ♣ ♣ Over 45 highly trained service personnel 28 customer support and distributor locations all across India ♣ ♣ 'State of the art' Diagnostic equipment On the spot problem solving and complaint resolution For customers outside India. 43 .Screw-in cartridge valves & manifolds. USA .
♣ KOMATSU FORKLIFT CARRARO CLAAS VOLTAS GODREJ.Fortune Global 100 listings. World’s largest independent R&D Services provider. World’s 1st PCMM Level 5 software company. Among the top 3 off shore BPO service providers in the world. World’s 1st IT Services Company to use Six Sigma. The first to get the BS 15000 certification for its Global Command Centre. Achievements of Wipro’s: • • • • • • • • First Indian IT Service Provider to be awarded Gold-Level Status in Microsoft’s Windows Embedded Partner Program. Only Indian company to be ranked among the Top 10 Global Outsourcing Providers’ in the IAOP. ESCORTS TRF JINDAL TATA STEEL SAIL MUKAND SIMPLEX FLAT. ♣ ATLAS COPCO INGERSOLL RAND REVATHI EIMCO ELECON TIL. IN WIPRO INFRA STRUCTURE ENGINEERING LIMITED 44 . First company in the world to be certified in BS 7799 (2002) security standards.
. Wipro is the No.Phase1.WiproInfrastructureEngineering 9B-10A. India. 4 plants in Sweden and one plant in Finland are equipped to manufacture a variety of cylinders in the sizes and construction.PeenyaIndustrialArea Bangalore-560058 India Tele:+918041369100 Fax: +91 80 28396450 Another plant in Hindupur and Chennai.1 provider of integrated 45 . Recently WIPRO is planning to set up an new plant in Faridabad. About Wipro Wipro Technologies is a global services provider delivering technology-driven business solutions.
Employee Relation(prabhu) Pay Roll Function (prashanth) Executive training(roopa) 46 . the fledgling US$ 2 million hydrogenated cooking fat company has grown to a US$1. and has 46 development centers across globe. serves 592 clients. He took over the mantle of leadership of Wipro at his age of 21 in 1966. It has 66.business. Azim Premji of Wipro Technologies.76 billion IT Services organization serving customers across the globe. Under his leadership. HR organization chart for WIN President ( Prathka) Vice President HR(Rajiv Gosh ) General Manager (Annappa) Executive recruitment(preethesh) Executive administration(komala) Manager.000+ employees. technology and a process solution on a global delivery is the Chairman Platform. Wipro is presently ranked among the top 100 Technology companies in the world.
For management employees the required qualifications are diploma/degree/post graduate in engineering.. Swiping of the attendance card provided with the identity card is a must for salary processing. The information will be sent through the mails . Identify cards are given to all the employees. Manufacturing Technology: 47 . Once in a year.com provides information on products and processes and contact details of wipro group of companies. Websites: www.MAN POWER: In the Wipro Infrastructure Engineering . maintains the speed and accurate information system. degree/post graduate in commerce/HR/science/management For non.management employees the required qualification are SSLC +ITI+NAC in different technical trades with 18 months of company training at WIN For trainees the required qualifications are SSLC+ITI+NAC in different technical trades Uniforms and Identity Cards: All non-management employees wear uniforms as prescribed. In case of replacement of the cards the expences should be borne by the individual concerned.. Information system: Wipro Infrastructure Engineering . the organization consists of 229 management staff. 164 non-management staff and 300 trainees .wipro. the stitching charges will be paid to the employees as per the agreement . The company supplies cloth material for two sets of uniforms.
Wipro extensively use Pro E and CAD including 2D. proto development and reviews.5 rating and cylinder cleanliness of NAS level 9 (or) better demonstrates the high quality of our cylinders. Product Designing: Cutting edge technology is used in computation of fluid dynamics and finite element analysis. Wipro has and best in class machinery is geared up to produce cylinders for vast range of applications. fitment on equipment. Highly trained and skilled manpower compliment the high productivity machines to scale up production to meet the growing global demand. It employs state of the art technology for manufacturing across its facilities in Europe and India. It has a robust vendor quality system and selection process. It strives towards improvement constantly bench marking against global standard in manufacturing. Quality WIN manufacturing facilities are certified under ISO 9001 and ISO 14001. function and field trails. Analysis and wind chill PDM. Corrosion resistance of piston rods measuring up to CASS 9. Innovative sourcing methods and a robust vendor have complimented our manufacturing efforts to deliver on time to customers. agriculture and power to steel plants and ports. providing design proposals applying DFMEA and DOE. Quality Policy of the Organization Wipro Infrastructure Engineering Is committed to growing its business and organization by constantly endeavoring to make its customers successful. procures design through PFMEA and DOE. extensive validation and type testing. It was a largest Indian provider of Hydraulic components and solutions. 48 . WIN design process involves capturing exhaustive customer inputs. customer and field driven CAPA and finally to production release.Wipro Industrial Engineering provides solutions managing from precision engineered products to value added services for customers in industries that serve the core infrastructure from construction mining. 3D pro1vechanica.
Environmental Health and Safety Policy We at Wipro ltd and to achieve continues improvement in the areas of environmental protection. employee health and safety though an integrate approach.This we shall do by engaging and aligning with all stakeholders and living the spirit of Wipro. and this will be reflected in the organization as our quest for organizational and operational excellence. The two integral dimensions of quality are consistency and continuous improvement. we will endeavors for constant execution and continuous improvement in all we do. consumption and impact Engagement of employees. We measure ourselves to monitor and drive execution of the policy. Our definition of quality is based on view of customers. 49 . We accept the commitment of every member of wipro team to this policy in action and intent. technology and facilities and is supported by management commitment. which focus on people. The key areas of measurement are: • • • • Risk and their mitigation Incident and their resolution Resource utilization.
CHAPTER-2 RESEARCH DESIGN 50 .
∗ To face competition in the world. To improve organizational climate. To meet the Shortage of skills. updating the skills and knowledge. automation requires. It has now been well accepted by all that training is needed by every one in organization from top to bottom. Training is not something that is done once to new employees . Training and development of employees is important due to the following reasons. skills. Training facilitates employees talent. Enables them to overcome the problems faced on the job. Further. Alternatively they are too costly to hire from outside.Need for the study Organizational goals can be achieved when people put their best efforts. To fulfill the future needs of the consumer and company. Rapid development in technology and changing goals of organization has made training and development of employees inevitable. ∗ ∗ ∗ ∗ ∗ To increase the productivity.this will help in meeting technological changes. It is a continuous process for the good health of organisations . To improve quality of products. The best alternative is to improve skills and knowledge of existing employees through training and development. Skilled and knowledge people are always on short supply. 51 .
To study the techniques used to identify the training needs. To know the employee feeling towards the effective working of the training department. avenues for the To identify the specific requirements of the training needs of wipro. 52 . find out some measures effectiveness of training the current to enhance the To To determine development.OBJECTIVES OF STUDY To study the effectiveness of the training at present.
The study is conducted after taking employee considerations at WIPRO INFRASTRUCTURE ENGINEERING 53 .SCOPE FOR THE STUDY The current study is intended to understand the employee training process at WIPRO the study explores the views expressed by the respondents about the adequacy of existing training and development system.
• The analysis depends on the data provided by the respondents through the questionnaire as well as company. • Availability of the information on Human Resource management and its confidentiality is also a limiting factor. As each and every concept about employee 54 . • Lack of time on the part of the employees for detailed interaction.LIMITATION OF THE STUDY : • The study is limited due to the time constraints. Some of the information like performance Appraisal reports and confidential report cannot be kept open for others to study RESEARCH METHODOLOGY TYPE OF RESEARCH: The research conducted is descriptive and analytical.
the respondents age group was between 20 to 45 and service period ranging from 2 to 7 years. SAMPLE SIZE: The sample size selected for the study was 50 employees and the response was obtained from all the 50 employees. The method of sampling adopted is random sampling. INSTRUMENTATION TECHNIQUE: The study was conducted by personal interview with the employees.Feedback from these interviews are incorporated in the questionnaire.This process is known as “discovery phase” is part of our standard methodology . The instrumentation technique used in this project was: 55 .satisfaction has been described it is descriptive and it is analytical because it is trying to know the level of satisfaction to analyze it and give suggestions and conclusion. The questionnaire was distributed among the employees of the company. SAMPLING TECHNIQUE: The sampling technique adopted is random sampling that is few employees are selected randomly and were interviewed to understand issues specific to the organization . SAMPLE DESCRIPTION: The sample size selected for the study was 50 employees comparising both from management and nonmanagement .
The field study is restricted to the policies adopted by the organization 56 . To collect primary data structured and instructed questionnaires were administered to the employees to suit the objectives of the study. Due to the time constraint the sample size was limited to 50 2. Primary data was collected as fallows Questionnaire Personal interview Observation SECONDARY DATA: Study of the existing system through company records Discussion with the human resource manager and employees studying company’s human resource manuals and HR policies company websites Reference books LIMITATIONS OF THE STUDY 1. Observation SOURCES OF DATA: PRIMARY DATA: Primary data was collected from employees of the company. Structured questionnaire 2. Personal interaction 3.1.
so that they can be suitably represented. The data was processed. Tabulation and graphs of the various data were made. The conclusions were drawn based on the interpretation made. 3. Collection of primary and secondary data secondary data from the sample size and media respectively.PLAN OF ANALYSIS: 1. 2. 57 . 4.
CHAPTER-5 Data analysis & Interpretation 1. Training and Development at Wipro 58 .
7% of the respondents feel that it was Best. of Employees 7 18 3 2 Percentages 23 60 10 7 better best 10% 7% excellent 23% excellent good better good 60% best Interpretation :From the above table 23% of the respondents feel that the Training and development in wipro is Excellent. 10% of the Respondents feel that it was Better.Opinion Excellent Good Better Best No. 59 . 60% of the respondents feel that it is Good.
87% of the respondents feel that it was agree. 3% 0f the respondents feel that it was disagree. Awareness of training objective/purpose at the beginning of the session Opinion Strongly agree agree Disagree Not applicable No. of Employees 26 3 1 0 percentage 10 87 3 0 30 25 20 15 10 5 0 strongly agree 26 agree 3 disagree 1 not applicable 0 Series1 Interpretation:From the above table 10% of the respondents feel that the scope for discussing the training objective prior to he session was strongly agree. 60 .2).
Opinion No of employees Strongly agree 8 Agree Dis agree Not applicable 20 1 1 % 27 67 3 3 61 . Use of the training programme to improve commitment.3).
3%3% 0% 27% strongly agree agree dis agree not applicable 67% Interpretation:Form the above table 67% of the respondents strongly agreed that the training programme has helped them to improve their work method. 3% of the respondents are not applicable. 3% of the respondents are disagree. 4). Availability of opportunity and time for discussion opinion Strongly agree Agree Dis agree No of employee’s 6 18 3 % 20 60 10 62 . 27% of the respondents partly agree.
Purpose of training programmes at wipro Opinions To achieve organizational goals To achieve personal goals Both No of employee’s 4 3 23 63 % 13 10 77 . 10% of the respondents are not applicable. 5).Not applicable 3 10 Interpretation:- From the above table we can infer that the 20% of the respondents strongly agreed that there is availability of opportunity and time for discussion. 60% of the respondent are partly agree. 10% of the respondent are disagree.
10% of the respondents feel that to achieve personal goals. Purpose of training programmes at wipro 6). 77% of the respondents feel that to achieve both.Feed back to Know individual development Opinion Strongly agree Agree Disagree Not applicable 70% 13% 0% 17% No of employee’s 5 21 4 0 % 17 70 13 Strongly agree Agree 0 Disagree Not applicable 64 .Interpretation:- From the above table we can infer that the 13% of the respondents that the purpose of training programme at wipro was to achieve organizational goals.
The training programmes helps to develop career opinions Strongly agree No of employee’s 16 % 53 65 . 70% of the respondents are partly agree. 13% of the respondents are disagree. 7).Interpretation:- From the above table we can infer that the 17% of the respondents strongly agreed that there is opportunity exits for feedback of knowing .
Ideas/ concepts and skills covered in training programme are relevant to job opinions Strongly agree Agree Disagree Not applicable No of employee’s 9 18 1 0 66 % 30 67 3 0 . 47% of the respondents are partly agree. 0% 0% 47% 53% agree strongly agree disagree not applicable 8).Agree Disagree Not applicable 14 0 0 47 0 0 Interpretation:From the above table we can infer that the 53% of the respondents strongly agreed that training programmes help to develop career .
67% of the respondents are agreed.Relevance of course material used in training programme Opinion 30% Excellent 0% Respondent 7 14 47% 23% % 23 excellent Good Satisfactory Poor 67 47 goog 30 poor 9 0 satisfactory 0 .4% 0% 32% strongly agree agree disagree not applicable 64% Interpretation:From the above we can infer that the 30% of the respondents strongly agreed that ideas/concepts and skills covered in training programme are relevant to the job. 9). 3% of the respondents are disagree.
47% of the respondents feel that it was good.Interpretation:From the above table 23% of the respondents feel that the aids and course material used in the training programme was Excellent.Require more training programme than which they are offering opinion Yes No respondents 21 9 % 70 30 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 1 9 no 21 yes 68 .30% of the respondents feel that it was satisfa 10).
30% of the respondents feel that no need of more training programme which they are offering. Method of Training needs identification Opinions Oral feedback Discussion between you and the superior Based on performance appraisal Based on your assessment for training needs Respondents 6 10 10 4 % 20 34 34 12 Interpretation: From the above table we can infer that 20% of the 69 .Interpretation:Form the above table we can infer that 70% of the respondents feel require more training programme than which they are offering. 11).
47% of the respondents feel that up 70 Interpretation:- . The company respond to new innovation and up coming technologies opinions Yes To some extent No Respondents 16 14 0 % 53 47 0 From the above table we can infer that 53% of the respondents feel that company respond new innovations and up coming technologies. 34% of the respondents feel that according to discussion between them and the superior based on performance appraisal.respondents feel that training needs are identified according to oral feedback. 12). 12% of the respondents feel that based on their assessment for training needs.
30% of the respondents does not prefer. 34% of the respondents prefer up to some extent.to some extent company responds. The training programmes during holidays opinions Yes 11 33 To some extent No 10 9 30 Respondents % 37 Interpretation:- From the above table we can infer that 36% of the respondents prefer attending the training programme during holidays. 13). 71 .
55% of the respondents feel 75% change. 23% of the respondents feel ~50% change.Percntage of Behavioral and technical changes after the training programme opinions 100% change 75% ~50 25 No change Respondents 3 16 6 3 0 % 11 55 23 11 0 Interpretaion: From the above table we can infer that 11% of the respondents feel that there is 100% change after the training programme. 11% of the respondents feel 25% change 72 .14).
73 . Method of training opinion On-the-Job training Off-the-Job training Respondents 21 9 % 70 30 Interpretation: From the above table we can infer that 70% of the respondents intrested on-the-job training method and 30% of the respondents intrested off-the-job training method.15).
Training is a mode of motivation opinions Yes 14 To some extent No 10 6 47 33 20 Respondents % Interpretation: From the above table we can infer that 47% of the respondents feel that training is mode of motivation. 33% of the respondents feel that up to some extent. 20% of the respondents feel that training is not a mode of motivation.16). 74 .
17). 70% of the respondents feel that good. 75 .Superiors-Subordinate relationships opinion Excellent Good Poor Can’t say respondent 9 21 0 0 % 30 70 0 0 Interpretation: From the above table we can infer that 30% of the Respondents feel that superior-subordinate relations are Exellent.
The training programme timing disturbs the normal Works opinions Yes No 14 16 47 53 Respondents % Interpretation:From the above table we can infer that 47% of the respondents feel that training programme timings disturbes the normal works.18). 76 .
CHAPTER-5 Findings & Suggestions Findings: 77 .
5. 7. 4. The maximum number of the employees told that themselves Increased their performance level. This shows that majority of the respondents have received the training program. With regard to course material provided during the training Program course material of respondents are satisfied with the Provided to them. The respondents felt that the inputs (or) material provided in the training program were use full to their job. By the training and development the employee’s morale will Increase. 3. The training and development program at wipro is good. 2. It is found and agreed that the ideas/concepts and skills Covered in this training programme are relevant to the job. which is relevant to the job. 6.1. 60% of the respondents sufficient scope for feel that there was discussing the objective of the training program prior to the 78 .
50% of the respondents feel that company responds new innovation and up coming technologies. 79 . It is found that the training program conducted has helped majority of respondents to improve their work methods. 13. 10. 14. 8. 11. 70% of the respondents feel that superiorsubordinate relations was Good. Most of the employees feel that there was sufficient opportunity for feedback 9. By the training and development the employee’s morale will increase. With regard to the facilities provided at the training program majority of are satisfied with the facilities provided to them.session. Some of the respondents feel that training program disturbs the normal work. 12.
Organization must see to that the training calendar should be circulated to all the departments working and every one as most of the unaware of the training calendar. Wipro must preferably follow a fixed format for selecting the employees and also employees and also the training programs. Training must be subject oriented and mostly concentrating on the job related aspects so as to help the employee in improved performance. Suggestion: The organization must conduct training programs on a regular basis. 80 .15. what there are providing. Most of the respondents require more training programmes.
The firm must try to implement job analysis and job rotation on a regular basis as it helps improving the employees effectiveness. 81 . Job specification in the organization is very much need so as to reduce duplication of work and employees can concentrate on the specific work allocated to them. The corporation must also device a policy for job rotation. The corporation has to incorporate a feed back system from the customer to analyze the performance of the employee. which will improve the skills of the employees and also helps them abreast of the latest technologies and also keeps in touch with a all areas of operatic the organization. As training is a form of motivation management must motivate employees and encourage them for must making them feel interested to take up the training program.
positive attitude 82 training will create .Conclusion: Training and development is strategic in the human resource management practices because today employees have high expectations about Their jobs in such situations awareness.
83 . knowledge. skills and Behaviour. By this he produces quality and services and there by creating a name for the company.. Training has bee imparted with an objective to enhance three facts of the personality viz.and better way of doing things thereby achieving an overall growth of an individual. Training is very powerful tool for comprehensive and all encompassing development of the individual in the organization.
Annexure TRAINING AND DEVELOPMENT 84 .
There was sufficient opportunity and time set aside for discussion a) Strongly agree b) agree c) Dis agree d) not applicable 4.Training programmed increases your commitment towards role a) Strongly agree c) Disagree b) agree d) not applicable 3.Do you feel that training programmes help in developing your skills? a) Strongly agree c) Disagree 85 b) Agree d) Not applicable . I am here to fill this questionnaire. There was sufficient opportunity given for feedback of knowing? a) Strongly agree c) Disagree b) agree d) not applicable 6.M a student of SAMBHRAM ACADEMY OF MANAGEMENT STUDIES.Is there a proper training and development strategy at Wipro a) Strongly c) disagree b) agree d)not application 2. What is the purpose of training programs at WIPRO? a) To achieve organizational goals b) To achieve personal goals 5.QUESTIONNAIRN I. Name : Age : Gender : Experience : Department : 1. As a part of the academic curriculum it is my obligation to project work to fulfill my Bachelor degree. SHARADA. As affiliated to Bangalore University.
7 . Do you prefer attending the training programs during holidays for selfdevelopment? a) Yes b) c) no 13.Do you require more training programme than which they are offering. a) Yes b) No 10How the training needs are identified? a) Oral feed back B) Discussion between you and the superior c) Based on performance appraisal d) Based on your assessment for training needs 11. The behavioral and technical changes in you after the training Programme a) 100% change c) 50% b) 75% change d) 25% e) Any others specify________ 86 . Does the company respond new innovations and up coming Technologies? a) Yes b) c) no 12.The ideas/concepts and skills covered in training programme are relevant to the job? a) Strongly agree c) Strongly Disagree b) agree d) not applicable 8.The aids and course material used in the training program are a)Excellent c) Satisfactory b)good d) poor 9.
What is the percentage of development after training? - 10% 30-50% 20% 50%-100% Others specify _________________ 20. Where you satisfied with the training given to you? Yes 21. NO what are the effects of training on the performance? 30%-50 % 87 50%-75% . 15.14. In last one year do you feel that you have attend a sufficient Number of courses to meet your professional and personnel Development needs a) Yes b) no c) other 19. Training is a mode of motivation a) Yes b) no 16. Which method of training is good according to you? a) On the job training b) off the job training. b) good d) can’t say Does the training programme timing disturbs the normal Works a) Yes b) no 18. How do you feel about superiors –subordinate relations? a) Excellent c) Poor 17.
Is there anything else you would like to comment on in regards to current learning and training opportunities or suggestions for Future areas of training and development? __________________________________________________ __________________________________________________ __________________________________________________ 88 .75%-90% 90%-100% 23. Was the training given according to the need of the job? Yes no 23.
BIBLIOGRAPHY 89 .
Ashwathappa P.gooogle com • www.wipro infrastructure engineering ltd • www.com • • 90 .yahoo.com www.sarelog.jobsatisfaction.com • www. Subbarao Web sites: www.Bibliography • • • Personnel management Organizational behavior Human resource management - Lathanair and NG Nair K.
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