study on employee's training & development HCL

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A STUDY ON

EMPLOYEE’S TRAINING & DEVELOPMENT IN HCL, NOIDA

Functional project report Functional project report Submitted in partial fulfillment of the

Submitted in partial fulfillment of the requirements for the award of the degree of requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION

MASTER OF BUSINESS ADMINISTRATION

Submitted By

Rajeev Kumar

Roll no: MBA/4547/09

MBA-4th Semester

2009-2011

B

BIIRRLL A A IINNSSTTIITTUUTTE E OOFF TECHNOLOGY

TECHNOLOGY

(Deemed University U/S 3 of UGC Act

(Deemed University U/S 3 of UGC Act 1956)1956) Mesra, Ranchi, Jharkhand

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DECLARATION CERTIFICATE DECLARATION CERTIFICATE

This is to certify that the work presented in the project entitled

This is to certify that the work presented in the project entitled ““A Study on employee’sA Study on employee’s training an

training and developmd development in ent in HCL, noida”HCL, noida” in the partial fulfillment of the requirementin the partial fulfillment of the requirement for the award of degree of

for the award of degree of “Master of Business Administration”“Master of Business Administration”,, Birla institute of Birla institute of Technology, Mesra, Ranchi

Technology, Mesra, Ranchi, is an authentic work carried out under my supervision and, is an authentic work carried out under my supervision and guidance.

guidance.

To the best of knowledge, the content of this project does not form a basis for the award To the best of knowledge, the content of this project does not form a basis for the award of my previous degree to anyone else.

of my previous degree to anyone else.

D

Daattee MMrr.. KK..BB..SSiinngghh

Department of management Department of management Birla Institute Of Technology Birla Institute Of Technology

Noida (U.P) Noida (U.P)

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CERTIFICATE OF APPROVAL CERTIFICATE OF APPROVAL

The foregoing project’

The foregoing project’ A Study oA Study on employee’n employee’s training & s training & development development in in HCL,HCL, noida”

noida” is hereby approved as a creditable study of the research topic and has beenis hereby approved as a creditable study of the research topic and has been presented in satisfactory manner to warrant its acceptance as prerequisite to the degree presented in satisfactory manner to warrant its acceptance as prerequisite to the degree

for which it has been submitted. for which it has been submitted.

It is understood that by this approval, the undersigned do not necessarily endorse any It is understood that by this approval, the undersigned do not necessarily endorse any con

concluclusiosion n dradrawn wn or or opiopinionion n expexpresressed sed thethereinrein, , but but appapprovrove e the the proproject ject for for thethe purpose for which it has

purpose for which it has been submitted.been submitted.

Ms.Meenaks

Ms.Meenakshi hi Sharma Sharma Dr. Dr. S.L S.L GuptaGupta In

In charge charge management management Academic Academic co-ordinatorco-ordinator Birla institute of

Birla institute of technology technology Noida Noida Director Director

Birla institute of technology Birla institute of technology

Noida Noida

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ACKNOWLEDGEMENT ACKNOWLEDGEMENT

Act as you speak, speak as you feel, do not play false to your conscience. I am Act as you speak, speak as you feel, do not play false to your conscience. I am privileged to have successfully completed my project report on employee’s training & privileged to have successfully completed my project report on employee’s training &

development at HCL noida. development at HCL noida.

I am very thankful to everyone who all supported me, for I have completed my project I am very thankful to everyone who all supported me, for I have completed my project effectively and moreover on time.

effectively and moreover on time.

I am equally expressing my sense of gratitude to

I am equally expressing my sense of gratitude to Mr. K.B. Singh,Mr. K.B. Singh, Faculty BIT, NoidaFaculty BIT, Noida for his esteem

for his esteemed guidaned guidance and inspirce and inspirations to help me to make ations to help me to make a successfa successful completul completee project work.

project work.

RAJEEV KUMAR RAJEEV KUMAR

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EXECUTIVE SUMMARY

The

The stustudy dy on on empemployloyee’ee’s s tratrainiining ng and develand developmopment ent at at HCL is HCL is basbased ed on on sevseveraleral training and development programmes which helps to improve skills, or add to the training and development programmes which helps to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities.

or to prepare him for a higher position with increased responsibilities.

The objective of the study is to measure the effects of training and development on The objective of the study is to measure the effects of training and development on em

emplployoyeeee’s’s. . It It hehelplps s in in to to exexamaminine e ththe e effeffectectivivenenesess s of of trtraiainining ng in in ththe e ovoveraerallll develo

development of pment of skill of skill of workworkforce. The force. The survesurvey y has been has been done through questidone through questionnaionnairere consists of 10 question which was filled by 50 employees of HCL i.e. the sample size. consists of 10 question which was filled by 50 employees of HCL i.e. the sample size.

The study concludes that training and development programmes are the inherent part The study concludes that training and development programmes are the inherent part of

of the the orgorganianizatzation ion becbecausause e eveevery ry orgorganianizatization on neeneeds ds to to havhave e welwell l traitrained ned andand experienced people to perform the activities that have to be done. But there are some experienced people to perform the activities that have to be done. But there are some loopholes in the process like non availability of skilled trainer. In an overall the loopholes in the process like non availability of skilled trainer. In an overall the organization is using all the essential training and development programmes.

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Chapter 1: INTRODUCTION

1.1 1.1 Introduction to

Introduction to the

the study

study

Employee training means to improve skills, or add to the existing level of knowledge Employee training means to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a so that employee is better equipped to do his present job, or to prepare him for a higher position with increased r

higher position with increased responsibilities..esponsibilities..

Training refers to the teaching /learning activities done for the primary purpose of Training refers to the teaching /learning activities done for the primary purpose of hel

helpinping g memmemberbers s of of an an orgorganianizatization on to to acqacquiruire e and and appapply ly the the knoknowlewledge dge skiskillslls,, abilities, and attitude needed by that organization to acquire and apply the same. abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.

employee for doing a particular job. In today’s scenario change is the order

In today’s scenario change is the order of the day and the only way to of the day and the only way to deal with it is todeal with it is to learn and grow.

learn and grow.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVELOPMENT

Traditional Approach

Traditional Approach – Most of the organizations before never used to believe in– Most of the organizations before never used to believe in

training. They were holding the traditional view that managers are born and not made.

There were also some views that training is a very costly affair and not worth.

Organizations used to believe more in executive pinching. But now the scenario

seems to be changing.

The

The modern approachmodern approach of training and development is that Indian Organizations haveof training and development is that Indian Organizations have

realized the importance of corporate training. Training is now considered as more of

retention tool than a cost. The training system in Indian Industry has been changed to

create a smarter workforce and yield the best results.

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of attitudes and behaviours to enhance the

performance of employees. Training is about the acquisition of knowledge, skills, and

abilities (KSA) through professional development.

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IMPORTANCE OF TRAINING & DEVELOPMENT IMPORTANCE OF TRAINING & DEVELOPMENT

• Optimum Utilization of Human Resources – Training and Development helps in

opt

optimiimizinzing g the the utiutilizlizatioation n of of humhuman an resresourource ce thathat t furfurthether r helhelps ps the the empemployloyee ee toto

achieve the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical

and

and behbehaviavioraoral l skiskills lls in in an an orgorganianizatization. on. It It alsalso o helhelps ps the the empemployloyees ees in in attattainiainingng

personal growth.

• Development of skills of employees – Training and Development helps in increasing

the job knowledge and skills of employees at each level. It helps to expand the

horizons of human intellect and an overall personality of the employees Productivity –

Training and Development helps in increasing the productivity of the Employee’s that

helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team

work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to

learn within the employees.

• Organization Culture – Training and Development helps to develop and improve the

organizational health culture and effectiveness. It helps in creating the learning culture

within the organization.

• Quality – Training and Development helps in improving upon the quality of work

and work-life.

• Health and Safety – Training and Development helps in improving the health and

safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work

force.

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• Image – Training and Development helps in creating a better corporate image.

• Profitability – Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and

carrying out organizational policies.

• Training and Development helps i

• Training and Development helps in developing leadership skills, motivation, loyalty,n developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually

display.

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a

particular function. An organization is a system and training is a sub system of the

organization. The System Approach views training as a sub system of an organization.

System Approach can be used to examine broad issues like objectives, functions, and

aim. It

aim. It estabestablishes a lishes a logiclogical al relatirelationshonship ip betweebetween n the sequentithe sequential al stagestages in s in the processthe process

of training need analysis (TNA), formulating, delivering, and evaluating. There are 4

necessary inputs i.e. technology, man, material, time required in every system to

produce products or services. And every system must have some output from these

inputs in order to survive. The output can be tangible or intangible depending upon

the organization’s requirement. A system approach to training is planned creation of

training program. This approach uses step-by-step procedures to solve the problems.

Under systematic approach, training is undertaken on planned basis.

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TRAINING INPUTS TRAINING INPUTS

There are three basic types of inputs; There are three basic types of inputs; (i)Skills (i)Skills (ii)Attitude (ii)Attitude (iii)Knowledge. (iii)Knowledge.

The primary purpose of training is to establishing a sound relationship is at its best The primary purpose of training is to establishing a sound relationship is at its best when the workers attitude to the job is right, when the workers knowledge of the job when the workers attitude to the job is right, when the workers knowledge of the job is adequate, and he has developed the necessary skills.

is adequate, and he has developed the necessary skills. Tr

Traiainining ng acactitivivitities es in in an an ininduduststriarial l ororgaganinizazatiotion n are are aiaimemed d at at mamakiking ng dedesisireredd modifications in skills, attitudes and knowledge of employee so that they perform modifications in skills, attitudes and knowledge of employee so that they perform their jobs most efficiently and effectively.

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BEST TIME TO IMPART TRAINING TO EMPLOYEE BEST TIME TO IMPART TRAINING TO EMPLOYEE

1.

NEW RECRUITS TO THE COMPANYNEW RECRUITS TO THE COMPANY

These have a requirement for induction into the company as a whole in terms of its These have a requirement for induction into the company as a whole in terms of its business activities and personnel policies and provisions, the terms, conditions and business activities and personnel policies and provisions, the terms, conditions and be

benefnefits its appappropropriatriate e to to the the parparticticular ular empemployloyee, ee, and and the the carecareer er and and advadvancancemeementnt opportunities available.

opportunities available. 2.

2. TRANSFERS WITHIN THE COMPANYTRANSFERS WITHIN THE COMPANY These are people who are

These are people who are moved from one job to another, either within the moved from one job to another, either within the same work same work area, i.e. the same department or function, or to dissimilar work under a different area, i.e. the same department or function, or to dissimilar work under a different management. Under this heading we are excluding promotions, which take people management. Under this heading we are excluding promotions, which take people into entirely new levels of responsibility.

into entirely new levels of responsibility. 3. PROMOTIONS

3. PROMOTIONS Alt

Althouhough sigh similmilar to thar to the e tratransfnsfer in ter in that thhat there is ere is a new joa new job to b to be be learlearned ined in newn new surroundings, he is dissimilar in that the promotion has brought him to a new level of surroundings, he is dissimilar in that the promotion has brought him to a new level of supervisory

supervisory or or management management responsibility. responsibility. The The change change is is usually usually too too important important andand difficu

difficult to make successflt to make successfully to ully to permit one to assupermit one to assume that the promome that the promotes will pick ittes will pick it up as he goes alon

up as he goes along and atteng and attention hation has to be s to be paipaid to trainid to training in the tasks ng in the tasks and thand thee responsibilities and

responsibilities and personal skills personal skills necessary for effective pnecessary for effective performance.erformance. 4. NEW PLANT OR

4. NEW PLANT OR EQUIPMENTEQUIPMENT

Even the most experienced operator has everything to learn when a computer and Even the most experienced operator has everything to learn when a computer and electronic controls replace the previous manual and electro-mechanical system on the electronic controls replace the previous manual and electro-mechanical system on the process plant on which he works. There is no less a training requirement for the process plant on which he works. There is no less a training requirement for the

sup

supervervisoisors rs and and proprocescess s manmanageagemenment, t, as as welwell l as as for for techtechnicanical l servservice ice proproducductiotionn control and others.

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5

5.. NEW PROCEDURESNEW PROCEDURES

Mainly for those who work in offices in commercial and administrative functions but Mainly for those who work in offices in commercial and administrative functions but also for those who we workplace is on the shop floor or on process plant on any also for those who we workplace is on the shop floor or on process plant on any occasion on which there is a modification to existing paperwork or procedure for, say occasion on which there is a modification to existing paperwork or procedure for, say the withdrawal of materials from stores, the control of customer credit the approval of the withdrawal of materials from stores, the control of customer credit the approval of expense claims, there needs to

expense claims, there needs to be instruction on the be instruction on the change in the way ochange in the way of working inf working in many

many instances, a instances, a note bringinnote bringing the g the attention of attention of all concerned all concerned the the change is change is assumeassume to be sufficien

to be sufficient, but there are cases, sut, but there are cases, such as when ch as when total new systotal new systems in corpotems in corporatingrating IT up dates are installed, when more thorough training is needed.

IT up dates are installed, when more thorough training is needed. ..

.. 6. THE MAINTENANCE OF MANAGEMENT SKILLS &6. THE MAINTENANCE OF MANAGEMENT SKILLS & STANDARDS

STANDARDS Ski

Skills lls in in supsupervervisiising, ng, empemployloyee ee appapprairaisalsal, , comcommunmunicaticationions, s, leadleadersership hip etc etc areare important in all companies. Some of these skills are seen to be critical to major important in all companies. Some of these skills are seen to be critical to major developments in company organization, culture, employee empowerment and so on. developments in company organization, culture, employee empowerment and so on. In

Inititiaial l tratraininining g in in ththesese e skskilills ls is is nonot t ununcocommmmon on in in ththe e lalargrgesest t cocompmpananieies s onon ap

appopoinintmtmenent t ininto to mamananagegemement nt anand d susupepervrvisisioion. n. BuBut t cocontntininuouous us tratraininining g anandd performance monitoring is rare, despite the common knowledge that standards are as performance monitoring is rare, despite the common knowledge that standards are as

varied as human nature. varied as human nature.

7. RETIREMENT AND REDUNDANCY 7. RETIREMENT AND REDUNDANCY Emplo

Employees of yees of any positioany position n in the in the compacompany who ny who are heading towards retiremenare heading towards retirement t willwill benefit from learning about health, social life, work opportunities money management benefit from learning about health, social life, work opportunities money management etc. Internal or external courses are best attended a year or two before retirement date, etc. Internal or external courses are best attended a year or two before retirement date, in a few companies a member of Personnel will act as a counselor as required.

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BENEFITS OF TRAINING BENEFITS OF TRAINING

Employees and the organization need to realize the importance of contribution and Employees and the organization need to realize the importance of contribution and learnin

learning for mutual growtg for mutual growth and develoh and developmentpment. . TrainiTraining is the answer to deal withng is the answer to deal with stagnation stage by constantly updating it in every field. Other benefits of training stagnation stage by constantly updating it in every field. Other benefits of training include:

include:



 Hiring appeal: companies that provide training attract a better qualityHiring appeal: companies that provide training attract a better quality Workforce.

Workforce.



 Assessing and addressing any performance deficiency.Assessing and addressing any performance deficiency.



 Enhancing workforce flexibility. Cross-cultural training is essential for Enhancing workforce flexibility. Cross-cultural training is essential for better adjustment in the new environment.

better adjustment in the new environment.



 Increasing commitment: Training acts as a loyalty booster. EmployeeIncreasing commitment: Training acts as a loyalty booster. Employee motivation is also enhanced when the employee knows that the

motivation is also enhanced when the employee knows that the

organization would provide them opportunities to increase their skills and organization would provide them opportunities to increase their skills and knowledge.

knowledge.



 It gives the organization a competitive edge by keeping abreast of the latestIt gives the organization a competitive edge by keeping abreast of the latest changes; it acts as a catalyst for change.

changes; it acts as a catalyst for change.



 Higher customer satisfaction and lower support cost results throughHigher customer satisfaction and lower support cost results through improved service, increased productivity and greater sufficiency. improved service, increased productivity and greater sufficiency.



 Training acts as benchmark for hiring promoting and career planning.Training acts as benchmark for hiring promoting and career planning.



 It acts as a retention tool by motivating employee to the vastIt acts as a retention tool by motivating employee to the vast opportunities for growth available in an organization.

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THE

THE EVEVALUATION OF TRAININGALUATION OF TRAINING

There are a number of expressions used to describe steps taken by management and There are a number of expressions used to describe steps taken by management and b

by y tratraininining g ofoffifices ces at at ththe e coconcnclulusision on of of trtraiainining ng anand d duduriring ng ththe e dadays ys or or weweekekss aft

aftererwarwardsds. . ThThesese e exexprpresessisionons s ininclcludude e vavalilidadatiotion, n, evevalaluauatitionon, , fofollllowow-u-up p anandd implementation, as well as cost benefit, which have appeared in more recent years. implementation, as well as cost benefit, which have appeared in more recent years. We are interested in all of these and have already tackled one of the, implementation, We are interested in all of these and have already tackled one of the, implementation, and we start by giving our definitions in order to establish a clearer picture of what and we start by giving our definitions in order to establish a clearer picture of what each is, and how they relate to each other.

each is, and how they relate to each other.

Evaluation of training, or, indeed of anything, consists simply of putting a value to it. Evaluation of training, or, indeed of anything, consists simply of putting a value to it. To evaluate training means undertaking a search for the effect that it has had on the To evaluate training means undertaking a search for the effect that it has had on the people and

people and the situations, which the situations, which it influences, and then tryinit influences, and then trying to measure or g to measure or estimateestimate whether this is advantageous or

whether this is advantageous or disadvantageous.disadvantageous.

METHODS OF TRAINING METHODS OF TRAINING LECTURES

LECTURES – A Method of Training– A Method of Training

It is one of the oldest methods of training. This method is used to create understanding

of a topic or to influence behavior, attitudes through lecture. A lecture can be in

printed or oral form. Lecture is telling someone about something. Lecture is given to

enhance the knowledge of listener or to give him the theoretical aspect of a topic.

.

DISCUSSION TRAINING METHOD DISCUSSION TRAINING METHOD

This method uses a lecturer to provide the learners with context that is supported,

Elaborated, explains, or expanded on through interactions both among the trainees

and between

and between the the trainer and trainer and the trainees. the trainees. The interaction The interaction and the and the communicationcommunication

between these

between these two two make it make it much more much more effective and poeffective and powerful than werful than the lecturethe lecture

method. If the Discussion method is used with proper sequence i.e. lectures, followed

by discussion and questioning, can achieve higher

by discussion and questioning, can achieve higher level knowledge objectives, such aslevel knowledge objectives, such as

problem solving and principle learning.

COMPUTER-BASED TRAINING (CBT) COMPUTER-BASED TRAINING (CBT) With the world-wide expansion of

With the world-wide expansion of companies and changing technologies, thecompanies and changing technologies, the

demands for

demands for knowledge and sknowledge and skilled employees have increased mkilled employees have increased more than ever, whichore than ever, which

in turn, is putting pressure on HR department to provide training at lower costs. Many

organizations are now implementing CBT as an alternative to classroom based

training to accomplish those goals.

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Some of the benefits of Computer-Based Training are:

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. The growth of electronic technology has created alternative training delivery

systems. CBT does not require face-to-face interaction with a human trainer. This

method is so varied in its applications that it is difficult to describe in concise terms.

MENTORING MENTORING

Mentoring is an ongoing relationship that is developed between a senior and junior

em

emplployoyeeee. . MeMentntororining g prprovovidides es guguididanance ce anand d clclear ear unundedersrstatandndining g of of hohow w ththee

organization goes to achieve its vision and mission to the junior employee

Some key points on Mentoring

•

• Mentoring focus on attitude Mentoring focus on attitude developmentdevelopment

•

• Conducted for management-level employeesConducted for management-level employees

•

• Mentoring is done by someone inside the Mentoring is done by someone inside the companycompany

•

• It is one-to-one interactionIt is one-to-one interaction

It helps in identifying weaknesses and focus on the area that needs improvement

JOB ROTATION JOB ROTATION

Some of the major benefits of job rotation are:

•

• It provides the employees with opportunities to broaden the horizon of It provides the employees with opportunities to broaden the horizon of

knowledge, skills, and abilities by working in

knowledge, skills, and abilities by working in different departments, businessdifferent departments, business

units, functions, and countries

•

• Identification of Knowledge, skills, and attitudes (KSAs) requiredIdentification of Knowledge, skills, and attitudes (KSAs) required

•

• It determines the areas where improvement is required.It determines the areas where improvement is required.

OFF THE JOB TRAINING –

There are many management development techniques that an employee can take in

off the job. The few popular methods are:

 SENSITIVITY TRAININGSENSITIVITY TRAINING

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 STRAIGHT LECTURES/ LECTURESSTRAIGHT LECTURES/ LECTURES

 SIMULATION EXERCISESSIMULATION EXERCISES

Training Evaluation

The process of examining a training program is called training evaluation. Training

evaluation checks whether training has had the desired effect. Training evaluation

en

ensusures res ththat at whwhetetheher r cancandididadatetes s are are abable le to to imimplplememenent t ththeieir r leleararnining ng in in ththeieir r

respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and

linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge,

transfer of knowledge at the work place, and training.

Cont

rol:

It helps in controlling the training program because if the training is notIt helps in controlling the training program because if the training is not

effective, then it can be dealt with accordingly.

Power games

: : At times, At times, the top the top managmanagement (higher authoritement (higher authoritative employeative employee) e) usesuses

the evaluative data to manipulate it for their own benefits.

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Intervention

: It : It helps in determinhelps in determining that whether the actual ing that whether the actual outcooutcomes are alignedmes are aligned

with the expected outcomes..

Chapter 2: Literature Review

The fundamental aim of training is to help the organization achieve its purpose by The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource – the people it employs. Training means investing in adding value to its key resource – the people it employs. Training means investing in the people to enable them to perform better and to empower them to make the best use the people to enable them to perform better and to empower them to make the best use of

of thetheir ir natnaturaural l abiabilitilities.es.Any Any traitraininning g and and devdeveloelopmepment nt proprogragramme mme musmust t concontaitainn inputs which enable the participants to gain skills, learn theoretical concepts and help inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future.

acquire vision to look into distant future. In

In addadditiition on to these, there to these, there is is a a neeneed d to to impimpart art ethethicaical l orioriententatiation, emphaon, emphasizsize e onon attitudinal changes and stress upon decision making and problem solving abilities.The attitudinal changes and stress upon decision making and problem solving abilities.The stages in training and development process are going to be identified with a specific stages in training and development process are going to be identified with a specific fo

focucus s on on didiffffereerent nt trtraiainining ng anand d dedevevelolopmpmenent t memeththodods s anand d coconsnsidideraeratition on of of ititss advantages and disadvantages

advantages and disadvantages

According to Casse and Banahan (2007), the different approaches to training and According to Casse and Banahan (2007), the different approaches to training and development need to be explored. It has come to their attention by their own preferred development need to be explored. It has come to their attention by their own preferred mod

model el and and thrthrougough h expexperieriencence e witwith h larglarge e OrgOrganianizatizationsons. . ThThe e curcurrenrent t tradtraditiitionaonall trai

traininning g concontintinuouuously sly facifacing ng the the chachallenllenges ges in in the the selselectection ion of of the the empemployloyeesees, , inin maintaining the uncertainty related to the purpose and in introducing new tactics for maintaining the uncertainty related to the purpose and in introducing new tactics for the environment

the environment of work of work and by and by recognizing this, recognizing this, they advising they advising on all thon all the problems,e problems, which reiterates the requirement for flexible approach.

which reiterates the requirement for flexible approach.

According to Davenport (2006), mentioned in his recent studies that it’s easy to According to Davenport (2006), mentioned in his recent studies that it’s easy to iimmpplleemmeennt t ssttrraatteeggy y wwiitth h tthhe e iinntteerrnneet t ssuuppppoorrtteed d ssooffttwwaarree.. some of the Training theories can be effective immediately on the future of the skill

some of the Training theories can be effective immediately on the future of the skill

and

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process. It is a representation itself by the Access on main aspect what is effective to

the adopted practice in training development. As per the recent theories to access the

knowledge is changing from substantial in the traditional to deliver the knowledge for

the virtual forms to use the new meaning of information with electronic learning use.

There is a survey confirmation for using classroom to deliver the training would drop

dramatically,(Meister,2001).

A manager is that what the other members of the organization wants them to be

because it is a very popular trend of development training for the managers in the

training for the management (Andersson, 2008, Luo, 2002). Most of the managers

seems to reject a managerial personality in support of the other truth for themselves

(Costas and Fleming, 2009).

finally, the literature on training and development use as a motivation and finally, the literature on training and development use as a motivation and rete

retentintion on tootool l is is goigoing ng to to be be revreviewiewed, ed, mormoreoveover, er, traitraininning g and develand developmopment ent onon international scale and its possible issues are going to be discussed. to sum up, a international scale and its possible issues are going to be discussed. to sum up, a conclusion summarizing all findings is going to be drawn.

conclusion summarizing all findings is going to be drawn. ..

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Chapter 3: Research Methodology

3.1 Objectives



 To examine the effectiveness of training in overall development of To examine the effectiveness of training in overall development of skills of workforce.

skills of workforce.



 To examine the impact of training on the employee’s.To examine the impact of training on the employee’s.



 Reduce the learning time for employees starting in new jobs onReduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible.

fully competent as quickly and economically as possible.



 To measure the differential change in output due to trainingTo measure the differential change in output due to training

.

3.2

RESEARCH DESIGNRESEARCH DESIGN

The type of research used is descriptive research. Marketing research is a The type of research used is descriptive research. Marketing research is a systematic and objective study of problems. Market research specifies the information systematic and objective study of problems. Market research specifies the information required to address these issues; designs the method of collecting information; manages required to address these issues; designs the method of collecting information; manages and implements the data collection process; analyses the results and communicates the and implements the data collection process; analyses the results and communicates the finding and their implications

finding and their implications

SAMPLE SIZE

(21)

For the study, a sample size o

For the study, a sample size of 50 employee’s f 50 employee’s was taken.was taken.

TOOLS USED FOR DATA

TOOLS USED FOR DATA COLLECTIONCOLLECTION



 Primary data collected through questionnaires.Primary data collected through questionnaires.



 Secondary data collected through magazines, journals, websites.Secondary data collected through magazines, journals, websites.

Chapter 4: Data analysis

and Interpretation

Q 1. How many training programmes did you attend in last one

year?

R REESSPPOONNSSEE NNOO. . OOFF RESPONDENTS RESPONDENTS PERCENTAGE PERCENTAGE

L

e

s

t

h

a

n

1

0

2

4

8

1

0

0 -

-

2

0

1

6

3

2

0

0 -

-

4

0

6

1

2

2 M

M

o

r

e

t

h

a

n

4

0

4

8

SAMPLE SIZE -SAMPLE SIZE -

50

(22)

Figure 1

The above chart indicates that

The above chart indicates that 48% of employ

48% of employee’s

ee’s have attended less

have attended less

than 10

than 10 training p

training programmes

rogrammes whereas 32

whereas 32 % of

% of employee’s

employee’s have attended

have attended

10-20 training programmes, it means in every month there was 1 training

programme attended

programme attended in the organizati

in the organization in last

on in last one year.

one year.

.

Q2.Your Organization considers training as a part of organizational

Strategy. Do you agree with this statement?

R REESSPPOONNSSEE NNOO..OOF F RREESSPPOONNDDEENNTTSS PPEERRCCEENNTTAAGGEE

S

t

r

o

n

g

l

y

a

g

r

e

2

3

4

6

6 A

A

g

r

e

1

4

2

8

8 P

P

a

r

t

l

y

a

g

r

e

1

0

2

0

0 C

C

a

n

’

t

s

a

y

3

6

6 Figure 2

Figure 2

(23)

The above

graph indicates

that 74%

of employ

ee’s are

agreed

that

training is a part of organizational strategy.

Q 3. To whom the training is given more in your organization?

Senior staff(Higher

level managers)

5

10

10 Junior staff(Middle

Junior staff(Middle

line managers)

1

0

2

0

0 N

N

e

w

s

t

a

f

1

0

2

0

0 B

B

a

s

e

d

o

n

r

e

q

u

i

r

e

m

e

n

t

2

5

0

0 Figure 3

Figure 3

The above graph indicates that

50% of employ

ees felt that

training is

given mostly on t

he basis of

requirement whereas, 20% of

employees felt

that it

(24)

Q 4. What

Q 4. What is the most

is the most important barrier to

important barrier to Training and

Training and

Development

Programme in your organization?

T

i

m

e

1

0

2

0

0 M

M

o

n

e

y

8

1

6

6 Lack of interest by the

Lack of interest by the

trainees

1

2

4

4 Non-availability of

Non-availability of

skilled trainer

2

0

4

0

0 Figure 4

Figure 4

The

The above

above graph

graph indicates

indicates that

that 40

40 %

% of

of employees

employees felt

felt that,

that, most

most

important barrier to Training and Development in the organization is

Non-availability of skilled trainers whereas, time and lack of interest by

the trainees are also a barrier to T&D programme.

(25)

Q5. What mode of training method is normally used in your

Organization?

J

o

b

r

o

t

a

t

i

o

n

7

1

4

4 E

E

x

t

e

r

n

a

l

t

r

a

i

n

i

n

g

1

3

2

6

6 C

C

o

n

f

e

r

e

n

c

e

/

d

i

s

c

u

s

i

o

n

1

0

2

0

0 Programmed

Programmed

instruction

1

8

3

6

6 O

O

t

h

e

r

s

2

4

4 Figure 5

Figure 5

The

above

graph

indicates

that

36%

of

employee’s

felt

that

programmed instruction is mostly used in the organization whereas,

external training and conference/discussions are also used in the

organization. It means that these 3 programmes are mostly used by the

organization.

(26)

Q6. What type of training is being imparted for new recruitments in

your organization?

T

e

c

h

n

i

c

a

l

t

r

a

i

n

i

n

g

1

5

3

0

0 M

M

a

n

a

g

e

m

e

n

t

r

a

i

n

i

n

g

9

1

8

8 P

P

r

e

s

e

n

t

a

t

i

o

n

s

k

i

l

1

0

2

0

0 I

I

n

d

u

c

t

i

o

n

t

r

a

i

n

i

n

g

1

2

4

4 O

O

t

h

e

r

s

4

8

8 Figure 6

Figure 6

The above graph indicates that 30% of employees felt that technical

training is the most important training which is being imparted for new

recruitments in the organization ,it means that the organization is insisting

more on technical training.

Q7. The time duration given for a training period is?

RESPONSE RESPONSE

(27)

NO.OF NO.OF RESPONDE RESPONDE NT NT PERCENTAG PERCENTAG E E

S

Su

uffffiicciieen

nt

t

2

28

8

5

56

6 To be

To be

extended

4

8

8 To be

To be

shortened

1

12

2

24

4 M

Maan

naag

geeaab

blle

e

6

1

12

2 Figure 7

Figure 7

The

above

pie

chart

shows

that

56%

of

employees

felt

that

time

duration for a training programme is sufficient whereas 24% of

employee’s felt that ,it should be shortened.

Q8. Comment on the degree to which the training objective are met

during the training sessions?

(28)

R

REESSPPOONNSSEE NNOO..OOF F RREESSPPOONNDDEENNTTSS PPEERRCCEENNTTAAGGEE

All the objectives are

met

3

0

6

0

0 Some objectives are

Some objectives are

met

7

14

14 Met according to the

Met according to the

need

1

0

2

0

0 None of the objectives

None of the objectives

are met

3

6

6 Figure 8

Figure 8

The above graph indicates that 60% of employees felt that all the

objectives are met during training sessions. It means training sessions are

running successfully in the organization.

Q9. Does the training programme help in your career advancement?

R REESSPPOONNSSEE NNOO..OOF F RREESSPPOONNDDEENNTT PPEERRCCEENNTTAAGGEE

S

t

r

o

n

g

l

y

a

g

r

e

2

3

4

6

6 A

A

g

r

e

1

9

3

8

(29)

N

e

u

t

r

a

l

6

1

2

2 D

D

i

s

a

g

r

e

2

4

4 Figure 9

Figure 9

The above

graph

shows that

84% of

employee’s

are agreed

that t

raining

programmes helps in their career advancement.It means training

programmes are helpful in career advancement also.

Q10. How long will it take to implement the trained process?

L

Leesss

s

tth

haan

n

1

1 m

mo

on

ntth

h

2

20

0

4

40

0

1 1--2

2 m

mo

on

ntth

h

1

15

5

3

30

0

(30)

2 2--4

4 m

mo

on

ntth

h

1

12

2

24

4 M

Mo

orre

e

tth

haan

n

4

4 mo

m

on

ntth

hs

s

3

6

6 Figure 10

Figure 10

The above graph indicates that 40% of employees felt that the

organization takes less than 1 month to implement the trained process.

Chapter 5: Findings of the study

The findings of the study reveals that HCL

The findings of the study reveals that HCL has a wide range of training & developmhas a wide range of training & developmentent programmes which helps the employees to develop their skills and give the standard programmes which helps the employees to develop their skills and give the standard

(31)

performance. HCL also gives rewards and promotions on a regular basis so,that the performance. HCL also gives rewards and promotions on a regular basis so,that the

employee’s can achieve their personal goal as well as

employee’s can achieve their personal goal as well as organizational goal.organizational goal. Some of the important training programmes are discussed below:

Some of the important training programmes are discussed below:

INDUCTION TRAINING INDUCTION TRAINING

Joining a new company is always stressful. HCL believes that Joining a new company is always stressful. HCL believes that it is the job o

it is the job of the company f the company to minimize this stress to minimize this stress and makeand make it

it an an enenjojoyayablble e exexpeperieriencnce. e. To To ththis is enend d HCHCL L ororgaganinizezess Induction Programmes at 2 different stages of an employee's Induction Programmes at 2 different stages of an employee's Work Life HCL has a half day Induction on the first day of Work Life HCL has a half day Induction on the first day of joining to enable the new employees to get an overview of joining to enable the new employees to get an overview of

HCL as a company, Structure and Lines of Business and to introduce them to other HCL as a company, Structure and Lines of Business and to introduce them to other n

neew w jjooiinneerrs s aannd d mmaakke e tthheem m ffeeeel l WWeellccoomme e iinntto o tthhe e oorrggaanniizzaattiioonn..

HCL also organizes a 2 day offsite Induction programme a couple of months into an HCL also organizes a 2 day offsite Induction programme a couple of months into an employee's career with HCL . This acts as a more informative induction programme employee's career with HCL . This acts as a more informative induction programme for new joiners, and also as a refresher for existing staff. The programme covers an for new joiners, and also as a refresher for existing staff. The programme covers an overview of HCL strategy and marketplace proposition and its Core Competencies. overview of HCL strategy and marketplace proposition and its Core Competencies. The 2 day programme is delivered is an opportunity to gain information, meet peers The 2 day programme is delivered is an opportunity to gain information, meet peers and HAVE SOME FUN!!!

and HAVE SOME FUN!!!

BUDDYING BUDDYING

The HCL AXON 'Buddy' System is designed to help

The HCL AXON 'Buddy' System is designed to help new employees to have asnew employees to have as smooth a transition into HCL

smooth a transition into HCL AXON as possible by providing hands-on practical andAXON as possible by providing hands-on practical and emotional

emotional

support during their first 3 months on a project. It helps to provide the employees with support during their first 3 months on a project. It helps to provide the employees with a sense of belonging, make them comfortable with their Work Life and aims to a sense of belonging, make them comfortable with their Work Life and aims to encourage Team work and Loyalty. It gives consultants the opportunity to be directed encourage Team work and Loyalty. It gives consultants the opportunity to be directed to people who can help with basic needs as well as all Project related needs.

study on employee's training & development HCL

A STUDY ON

A STUDY ON

EMPLOYEE’S TRAINING & DEVELOPMENT IN HCL, NOIDA

EMPLOYEE’S TRAINING & DEVELOPMENT IN HCL, NOIDA

Submitted By

Submitted By

Rajeev Kumar

Rajeev Kumar

Roll no: MBA/4547/09

Roll no: MBA/4547/09

MBA-4th Semester

MBA-4th Semester

2009-2011

2009-2011

CONTENTS

CONTENTS

Declaration Certificate

Declaration Certificate

Certificate of Approval

Certificate of Approval

Acknowledgement

Acknowledgement

Executive Summary

Executive Summary

Page no.

Page no.

Chapter

Chapter

1:

1:

Introduction

Introduction

1-

1-11

11

Chapter

Chapter

2:

2:

Literature

Literature

review

review

12-13

12-13

Chapter

Chapter

3:

3:

Research

Research

methodology

methodology

14

14

Chapter

Chapter

4:

4:

Data

Data

analysis

analysis

&

&

interpretation

interpretation

15-25

15-25

Chapter

Chapter

5:

5:

Findings

Findings

of

of

the

the