FINAL YEAR BBA (H) STUDY PAPER ON “TRAINING AND DEVELOPMENT PRACTICES UNDERTAKEN BY IT SECTORS” SUBMITTED BY: NAMES ROLL NUMBERS AMRITA BHOWAL 15405015004 DIYA CHAKRABORTY 15405015009 POULOMI DAS 15405015020 RIMI DAS 15405015032 SESSION — 2015-2018 -: COLLEGE :- DINABANDHU ANDREWS INSTITUTE OF TECHNOLOGY AND MANAGEMENT -: UNIVERSITY :- MAULANA ABDUL KALAM AZAD UNIVERSITY OF TECHNOLOGY, WEST BENGAL MAKAUT.WB. Scanned with CamScannerACKNOWLEDGEMENT “Acknowledging the debt is not easy for us as we are indebted to so many people” | take this opportunity in expressing the fact that this project report is the result of incredible amount of encouragement, co-operation and moral support that | have received from others. Words alone cannot express my deep sense of gratitude to MS. ANWESHA MUKHERJEE who provided me an opportunity to do a project on training and development practices undertaken by IT Companies like Tata Consultancy Services and Cognizant Business Consulting. Her valuable guidance and support made this project work an enlightening educational experience. Her consistent support and co-operation showed the way towards the successful completion of project.I would like to express my deep sense of gratitude to all the members, who directly or indirectly helped me during my project work. ae Hap Scanned with CamScannerCO v¥ FEATURES OF TRAINING AND DEVELOPMENT v_ TYPES OF TRAINING AND DEVELOPMENT y¥_ NEEDS AND BENEFITS OF TRAINING AND DEVELOPMENT v NEEDS OF INDUSTRIAL TRAINING ¥ TRAINING AND DEVELOPMENT PRACTICES UNDERTAKEN BY IT SECTOR ¥ COGNIZANT TECHNOLOGY SOLUTION v¥ TATA CONSULTANCY SERVICES v¥ TRAINING PROGRAMS UNDERTAKEN FOR THE NEW RECRUITS BY TCS ¥ DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE EXISTING EMPLOYEES BY TCS v¥ TRAINING PROGRAMS UNDERTAKEN FOR THE NEW RECRUITS BY CTS v¥ DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE EXISTING EMPLOYEES BY CTS ¥ EVALUATION OF THE TRAINING METHODS OF TCS AND CTS USING KIRKPATRIK’S MODEL Scanned with CamScannerSRE INTRODUCTION TO TRAININ & DEVELOP “There is nothing training cannot do. Nothing is above its reach. It can turn bad morals to good; it can destroy bad principles and recreate good ones; it can lift men to angel-ship.” -Mark Twain Training is the most important activity, which plays an important role in the development of human resources. To put the right man at the right place with the trained personnel has become essential in today's globalized market. No organisation has a choice on whether or not to develop employees. Nowadays training has become an important function of Human Resource Management, Scanned with CamScannerHuman Resources are the lifeblood of any organization. Only through well-trained personnel, can an organization achieve its goals. Human Resource Management refers to the policies, practices and systems that influence employees’ behaviour, attitudes, and performance. Human resource practices play a key role in attracting, motivating, rewarding and retaining employees. Other human resource management practices include recruiting employees, selecting employees, designing work, compensating employees and developing good employer-employee relations. The importance placed on ‘Training’ is great on comparison to other human resource management practices. To be effective, training must play a strategic role in supporting the business. Increasingly, training and development is playing an important and strategic role in the economic success of business organizations. Business organizations recognize that they now operate in a new global economy. It is an economy that involves the use of advanced technologies and increased responsiveness to customers’ needs. Global economy requires greater and greater innovation and flexibility in production, service delivery and market know-how. Business organizations realize more than ever that employee knowledge gained through training and development has become a strategic necessity and more and more the sources of strategic advantage. It is interesting to see how the terms training and development differ. Oxford dictionary defines the two terms as follows: Train: to instruct and discipline in or for some particular art, profession, occupation or practice, to make proficient by such instruction and practice. Develop: to unfold more fully, bring out all that is potentially contained in. The basic difference between training and development is that ‘Training’ focuses on specific job knowledge and skill is to be applied in the short run. On the contrary, ‘Development’ focuses on broad knowledge and insights that may be required for adaptation to environmental demands in future. It is a process by means of which an individual attains overall improvement in ability and competence, makes progress towards maturity and actualization of personality. Scanned with CamScannerDIFFERENCES... [rams | ee Speciic. time bound, itis a never ending process. formal, well design, planned Activily for a lear goal tm happenin bth formal & Training toads to etgounas Development can be slow. Pr unless we get focused & Wis apan ofdevelopment. Seine its focus & bringing change ee in he Ganicipants © Teaining is one of the too of attitude.skills &knowledge I Itcan be negative & positive tis in positive direction in direction. always. There needs to be a coherent and well-planned integration of training, and continuous development in the organization if meaningful growth at individual and organizational level is to be achieved and sustained. It is vital to make training and development serve the ends of the business as well as promoting the growth of individuals; and it is essential to think and act strategically instead of continually reacting in an ad hoc fashion to the most obviously pressing needs of the moment.Obviously, there is need for developing systematic approach to training and development. FEATURES OF TRAINING AND DEVELOP Training isn’t a one size fits all, so there isn't one simple answer, but there are a few things that are consistently present in all the best training programs. Below you'll find the top characteristics that we've seen in the most successful programs. Scanned with CamScanner. Effective program management_- A high quality training program starts with a person with a champion. We all call this person the program manager. An ideal training program manager is inherently curious, open minded, motivated and invested in developing employees’ skills to help them reach their potential. Additionally, this person is usually tasked with marketing the training program internally, so that employees are aware of development skills include problem solving, business acumen leadership skills. . Needs _assessment- A needs assessment can be conducted through research, interviews and internal surveys. At the core of any effective training program is correctly identifying who needs to be trained, and on what skills or topics. A training need is the gap between current performance and required performance. @ . Goals and metrics- Training is an area that can be difficult to quantify. However, when the program manager is able to determine organizational needs that are aligned with the business quantifying training becomes much easier. When developing goals, make sure metrics give the whole picture, including quantity, quality, time, cost and effectiveness. » Leadership buy-in - One of the keys to a successful training and development program, and possibly the most important, is leadership buy-in from the top down. Having leadership support helps to drive the importance of a program, assist with accountability and establish appropriate expectations. Senior leaders will want to know how the training program can impact the bottom line. So the junior leaders must be prepared when they present their ideas. a Relevancy - Providing relevant training content is key to a good training program, to ensure your learners are engaged and continue to come back for more. The content that are presented to the employees must be applicable and timely to help them with their daily duties, expand their mind, and provide them with quick take -ways that can immediately be applied. Scanned with CamScanner6. Creativity - Creativity can start with a program launch that has a theme — it can be as simple as a corporate university or college layout. Branding the training initiative with a logo or mascot can add a level of fun and familiarity as the program continues. Other creative ploys could include seasonal themes and contests. N . Marketing and communication - Having a marketing is an integral part of the implementation and an essential component of a successful learning and development program. A successful marketing plan includes not only initial launch activities, but also strong ongoing efforts throughout the program. Any communication sent out to employees should include not only an overview and clearly defined expectations, but also how an employee what's in for them. @ . Training reinforcement - Training reinforcement is a series of small lessons or learning activities that support a core concept skill. By continuing to teach what was learned at a seminar or from a video, employees will not only remember more, but they will also be more likely to apply it to their everyday work. Types of training and development Methods of training There are mainly two types of training. * On-the-job training * Offthe-job training * On-the-job training- when employees are trained while they are performing the job then it is known as On-the-job training. Under this method the employees learn by doing. This method is suitable only for technical jobs and the advantage of this method is employees can learn the practical problems while working on the job. The biggest disadvantage of On-the-job training is that it results in the wastage of resources. Whenever employees are Scanned with CamScannerdealing with expensive and sophisticated machinery then On-the- Job methods of training should be avoided. Off-the-iob_training- Off-the-job training means training the employees by taking them away from their work position which means employees are given a break from the job and sent for training. This method for training is more suitable for managerial job positions as conferences, seminars, are held to train the managers. Scanned with CamScannerNEED AND BENEFITS OF TRAINING AT THE INDIVIDUAL OPERATIONAL AND ORGANIZATIONAL LEVELS. Training has become a necessity for all the organization in today's dynamic business environment. It helps the employees to perform their jobs more efficiently and effectively resulting in long-term benefits for both the employees as well as the organizations. Training can be multi-dimensional. It can be specifically used to develop skills and knowledge that may be used at an Individual, Operational, Organizational level. Scanned with CamScannerNeed for individual training. Individual skills include self management, communication and interpersonal abilities needed to successfully perform in the organizational and social context of the project and support groups. Individual training offers the following benefits:- 1.__Quality of work is improved. I Itincreases the productivity Ill. Provides employees greater flexibility and responsiveness to change IV. There is less wastage and reduction in maintenance and repair costs. V._ There is improvement in employee morale Thus we see that the individual or employee training provides employees an opportunity to improve their job skills, knowledge and abilities thereby strengthening the services and operations of the entire organization. Need for operational training Operational training includes training that helps an employee to develop, maintain, or improve his technical skills. Technical skills are those skills where he uses his knowledge, tools and other equipment to perform a task efficiently. Training in technical or operational skills helps an employee to 1__Use the equipment in a correct and scientific manner. I Choose the correct tools required to complete a specific task. Ill. Learn to use new technology and tools. IV. To prevent industrial accidents and health hazards V._It facilitates team work. Operational training thus increases efficiency and productivity of an employee by enhancing his ability to use skills and resources available as required by his job. Scanned with CamScannerNeed for organizational training: - Organizational training includes training to support the organization's strategic business objectives and to meet practical training needs that are common across projects and support groups. The purpose of organizational training is to develop the skills and knowledge of people so they can perform their roles effectively and efficiently. |. Pertain to behaviour within and according to employee's organization structure I Take on role and responsibilities as required by the organization Ill. Adhere to the organization's general operating principles and methods. 1V. Facilitate implementation of organizational STRATEGIC planned change efforts such as OD, TOM, BPR, ISO. An organizational training programme should identify the training needed by the organization, obtain and provide training to address those needs, establish and maintain training capability and records and assess its effectiveness. This will result in overall development and ultimately an increase in the profitability of the business. Scanned with CamScanner(D FOR INDU TRAINING Nothing is changing faster than a factory. Fierce global competition, new regulatory requirements and technical innovations are combining to redefine manufacturing effectiveness and create a new way of life on the factory floor. TQM, JIT, World Class Manufacturing, ISO 9000, Process Safety Management, Total Productive Maintenance, the computer-integrated enterprise, agile manufacturing-new innovations and initiatives continually challenge industrial management like never before. It is not likely to stop. TRIAL If change has challenged management, think of how it challenges workers, The heyday of mass production is long gone as organization gear up to meet global competition and customer demand for quality. Increasingly workers are managing themselves in sophisticated self directed teams. Now supervisors are expected to be coaches instead of bosses. In today's high performance plants, manual labour is becoming less important. Workers use computers to control and monitor processes. Instead of doing, workers process information and make decisions. Instead of doing the same thing over and over, workers are becoming multi-skilled so they can accomplish whatever their job or team requires. The role of the knowledge worker is expanding on the plant floor just as in the rest of the society. To meet these challenges and match international rivals, organizations need educated skill and sophisticated workers. It is not easy to get them. Workers are coming out of school unequipped to learn in traditional ways- unable to successfully function in the modern world. Many businesses have difficulty in finding and developing qualified workers What can be done about it? For more industrial enterprises, the answer is training .It is the bridge between the technology of the plant and the workers who use that technology. Training is a key factor in determining manufacturing effectiveness. No matter how sophisticated your processes and systems, they are only good as your workers. Scanned with CamScannerIn the last few years, industrial training based on established principles of adult Jearning has proven to be valuable tool in raising productivity and increasing competitiveness. Effective training transforms workers into learners and problem-solvers even when all other educational approaches have failed. OBJECTIVES: TRAINING AND DEVELOPMENT PROGRAM IN IT SECTOR: IT Training is specific to the Information Technology (IT) industry, or to the skills necessary for performing information technology jobs. IT Training includes courses related to the application, design, development, implementation, support or management of computer based information systems. The main objective of the study paper is to find out the types of training and development and evaluation undertaken by Tata Consultancy Services and Cognizant Business Consulting Scanned with CamScannerCOMPANY PROFILE a TATA TATA CONSULTANCY SERVICES TATA CONSULTANCY SERVICES Omega Towers, Sector V, Kolkata - 700064 Scanned with CamScannerachieve targets through both organic and inorganic ‘growth is concemed, they have specially set up an ‘opportunities globally. any has initiated co-branding events with global slots at seminars organized by newspa; Scanned with CamScanner* TCSisan Indian multinational IT services, business solutions and consulting company headquartered in Mumbai, * Operates in 46 countries and has 199 branches across the world * Largest India-based IT services company * TCSiON offersa Cloud based Erp Solution for Small and Medium Enterprises * Ttintegrates hardware, network, software and services ran casusecs iON Scanned with CamScanner{ History: TCS was established in 1968 as a division of Tata Sons Limited. TCS Lid. got incorporated as a oe a ff RC Rac | Duce OU aL ar) i / J Pee ee Hf) i COMPANY PROFILE OF TCS Tata Consultancy Services Limited (TCS) is engaged in providing information technology (IT) services, digital and business solutions. The Company's segments include banking, finance and insurance services (BFSI); manufacturing; retail and consumer packaged goods (CPG); telecom, media and entertainment, and others, such as energy, resources and utilities, hi-tech, life science and healthcare, s-Governance, _ travel, transportation and hospitality, and other products Scanned with CamScannerProducts and services offered by the Company : Technology Products: TCS Digital Certification Services / Public Key Infrastructure (PKI) Suite + TCS Tax Mantra Integrated Tax Solution + TCS Data Cleansing Framework + TCS Business Rules Engine + TCS Experience Based KM (Knowledge Management) Other Products : TCS Clin-e2e + TCS Hospital Management Solution + TCS Silicone Ambulatory ECG Device and Solution TCS Enterprise Integration and Control Environment Solution/ Energy and Utilities Scanned with CamScannerServices: IT Services : + Custom Application Development + Application Management + Migration & Re-engineering + System Integration + Testing + Performance Engineering Infrastructure Services : - Infrastructure Readiness Assessment + IT Service Desk + Data Center Management + End User Computing Services - Database Services Engineering & Industrial Services : + New Product Development Solutions + Product Lifecycle Management + Plant Solutions & Services + Geospatial Technology Solutions Scanned with CamScannerCompany Portrayal TCS is a leading provider of highly flexible financial management software that powers mid-sized businesses. Mission Our mission is to maximize the business success of our customers through the installation, maintenance, and support of superior financial management software solutions. Vision We have set a number of strategic and tactical objectives that reflect our mission, aim and collective goals: + To Establish: The Company as the best global organization for large-scale deployment of financial management software solutions on the Cache platform. + To Establish: A fully object-oriented component based application, which will enable us to deliver robust software quicker and more efficiently than any competitor. + To Ensure: The customers can operate their business software solutions on infrastructures that match their needs. Scanned with CamScannerArea of Business Services : TCS helps clients optimize business processes for maximum efficiency and galvanize their IT infrastructure to be both resilient and robust. TCS offers the following solutions: + Assurance services. - Bl and performance management. - Business process services. + Consulting. - Digital enterprise. + Eco-sustainability services. Industries : TCS has the depth and breadth of experience and expertise that businesses need to achieve business goals and succeed amidst fierce competition. Some of the industries it serves are: + Banking and financial services. + Energy - oil and gas, oil field services and renewable. + Government. + Healthcare. + High tech. + Insurance. Scanned with CamScannerSoftware: + Digital software and solutions. + TCS BANCs + TCS MasterCraft. + TCS technology products. Location : TCS is headquartered in Mumbai, operates in 45 countries and has more than 208 offices across the world. TCS MOTIVE : * To achieve something audacious To establish a fully object oriented component ¢ To ensure the customer that match their needs ¢ To maximize the business success ¢ To provide highly flexible financial management software Scanned with CamScannerCOGNIZANT TECHNOLOGY SOLUTION Technocomplex, Plot GN-34/3, Sector-V, Saltlake Electronic Complex, Kolkata, West Bengal 700091 Scanned with CamScannerCTS Cognizant (NASDAQ: CTSH) is 2 leading provider of information technology, consulting, nd business process outsourcing semvces, decicated to helping the work's leading compsnies build stronger businesses Heacquartered in Teaneck, New Jersey (US, Cogrizant combines 2 passion for client satisfaction, technology innevation, deep indestry and business process cexpartce, and 2 glodal, collaborative worktrce thst embodies the ture th over 50 dover centers worldwide and ever 118,000 emplayees 25 ot lune 30, 2013, Cognizant is a member of the NASDAA-100, the S&P 500, the Forbes {loas| 2000, and the Fortune S09 and is ranked! among the top-performing and fastest rowing companies in the weld — = Internet- Information regarding the training policies and procedures was also obtained from the reviews provided by the trainer's senior managers and assistant managers on the various question answer type of sites like quora.com, indeed.com, glassdoor.com and etc Training programs undertaken for the fresher’s by Tata consultancy services TCS initial learning program The initial learning programme, is the strongest and best assured grooming platform for all new recruits of TCS. It aims to transform fresh engineering graduates from diverse disciplines into software professionals and to initiate them into TCS way of life. Trainees are introduced to various technologies they are also provided with Scanned with CamScannerproject delivery, project management and business or life skill. Remedial programs are also given to slow learners and ILP is no longer confined to corporate learning centre at Thiruvanathapuram in Kerala it has spread to different parts of the country like Hyderabad, Chennai , Kolkata and even overseas — China, USA etc Ics The TCS ignite program aims to address this issue, and create a skilled resource pool for its industry. TCS ignite is an intense learning program for young since graduates who join Tata consultancy services. Today TCS is the largest recruiter of fresh science graduates in the country and each year thousand of the best and brightest graduates join theTCS ignite program. Aspire- an e-learning module for students TCS has created an e- moduleTCS. The course contain 4 modules foundation skills introduction to computers, programming fundamentals, problem solving and databases. The modules is used by 35000 fresh recruiters of TCS in FY13 for enhancing their skills. Development programs undertaken for the existing employees by Tata Consultancy Services Building enterprise architects - TCS learning and development team in collaboration with technology excellence group has designed the e star and the demand for TOGAF certified professionals in various project assignments. So far over 700 employees have gone through the program enabling career progression for the associates and creating a strong architect community in TCS.program that is aimed at building enterprise architect. The program was created to cater to increasing demand for enterprise architects Scanned with CamScannerv v v v Ambassador corp - This is leadership development program, that prepares experienced employees for global sales roles. It focusses on critical business and communication skills and also equip managers to tackle challenges posed by cultural diversity. It offers an accelerated learning curve and trains managers to take their place on global stage from the day they land in the international marketplace Training program undertaken for the new Cognizant recruits (fresher’s) The cognizant academy- cognizant in-house training centre Cognizant is committed to continuous learning and giving its associate's opportunities to stay current with leading edge technologies- and to develop communication skills so that they can perform their roles effectively and efficiently. All learning programs are conducted through Cognizant academy. Its in house training centerusing, both classroom-based and online programs. This dedicated center offers many conventional and leading edge educational programs for employees at all levels. There are 4 key educational initiatives are:- Continuing Education, Role-based training, Executive training, Certification. In addition to internal training programs it send its software professionals around the world for technology or management specific training at prominent universities and colleges, including Harvard University and Indian Institute and Management and Indian Institute Of Technology. It also has partnerships and alliances with premier institutions to help associates improve their skill sets and obtain higher level degrees. Scanned with CamScannerDevelopment programs undertaken for the existing employeesby Cognizant Developing and retaining leadership talen > Cognizant is consistently listed among the most admired and fastest growing companies in the world, having doubled its operating income in the past five years, while adding over 100,000 employees. > To sustain this trajectory, and manage a company with now close to quarter of a million associates , CEO Francisco D’ Souza has made building a high performing leadership pipeline a critical element of every leader's job. Because he wants Cognizant’s leaders to grow faster than the business , > Meetings are held with his top two executives and chief people officer to review progress on executive talent and the overall leadership pipeline. > They review new senior leaders who had been added, executive moves between business areas who's being developed for leadership positions where gaps in leadership remain and what's being done to fill them. > Sample one page talent review documents are created that managers use to review potential leaders annually > So the main motive behind this is to identify how talent management will help to drive the business, make sure managers understand the connection between business success and talent development and hold managers accountable for making it happen. Scanned with CamScannerFindings and conclusion ‘Are learners information literate as a result? 7 éé aces 4, How satisfied are learners with the lesson? EVALUATION OF THE TRAINING AND DEVELOPMENT METHODS ADOPTED BY TATA CONSULTANCY SERVICES AND COGNIZANT USING KIRKPATRICK’S MODEL LEVEL 1 REACTION— Just as the word implies, evaluation at this level measures how participants in a training program react to it. According to Kirkpatrick, every program should atleast be evaluated at this level to provide for the improvement in training program. In addition, the participants reactions have important consequences for leaning (level two). Although a positive reaction does not guarantee learning, a negative reaction almost certainly reduces its possibility Scanned with CamScannerTATA CONSULTANCY COGNIZANT SERVICES Itis a great place to work. It brings out their employee's potential and capacity It is best place to work and has a good work life balance. It is a very good company and it also take care of its employees well LEVEL 2 LEARNING- To assess the amount of learning that has occured due to training program, level two evaluations often use test conducted before training (pretest) and after (post test). Methods range from formal to informal testing to team assessment and self assessment. If possible, participants take the test or assesssment before the training pretest and after training post test to determine the amount of learning that has occured. TATA CONSULTANCY COGNIZANT SERVICES In Tata Consultancy Services,|In Cognizant, the _ most one can learn lots of new thing from the leaming platforms it provides. There are lot of opportunities to learn and grow enjoyable part of the job is learning as the employees get exposure to new tools and technologies. There are ample opportunities for internal growth LEVEL 3 BEHAVIOUR- This level measures the behaviour that has occurred in learner due to the training programs. This basically helps to know what are newly acquired skills knowledge being used in every day environment of the learner. However it is difficult to measure because it is impossible to predict when there change in behaviour will occur and it requires important decisions interms of when to evaluate, how often to evaluate, and how to evaluate Scanned with CamScanner