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
 ACKNOWLEDGEMENT

“Acknowledging the debt is not easy for us as we are indebted to so many

people”

I 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 I 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.
 CONTENTS

INTRODUCTION
 FEATURES OF TRAINING AND DEVELOPMENT
 TYPES OF TRAINING AND DEVELOPMENT
 NEEDS AND BENEFITS OF TRAINING AND DEVELOPMENT
 NEEDS OF INDUSTRIAL TRAINING
OBJECTIVES
 TRAINING AND DEVELOPMENT PRACTICES UNDERTAKEN
BY IT SECTOR
COMPANY PROFILE
 COGNIZANT TECHNOLOGY SOLUTION
 TATA CONSULTANCY SERVICES
METHODOLOGY
 TRAINING PROGRAMS UNDERTAKEN FOR THE NEW
RECRUITS BY TCS
 DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE
EXISTING EMPLOYEES BY TCS
 TRAINING PROGRAMS UNDERTAKEN FOR THE NEW
RECRUITS BY CTS
 DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE
EXISTING EMPLOYEES BY CTS
FINDINGS AND CONCLUSION
 EVALUATION OF THE TRAINING METHODS OF TCS AND
CTS USING KIRKPATRIK’S MODEL
BIBLIOGRAPHY
 INTRODUCTION TO
TRAINING
&
DEVELOPMENT
“There is nothing training cannot do. Nothing is above its reach. It can turn
bad morals to good; it can destroy bad principles and recreate good ones; it can
lift men to angel-ship.”

-Mark Twain

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.
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.
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

DEVELOPMENT
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.
1. 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.

2. 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.

3. 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.

4. 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.

5. 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.
 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.

7. 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.

8. 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
 Off-the-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
 dealing with expensive and sophisticated machinery then On-the- job
methods of training should be avoided.

 Off-the-job 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.

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

1) Apprenticeship 1) Conference or classroom
/programme training lectures

2) Job rotation 2) Vestibule training

3) Internship 3) Films

4) Coaching 4) Case study

5) Induction or orientation 5) Computer modelling and

training programmed instruction
 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.
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:-

I. Quality of work is improved.
II. It increases the productivity.
III. 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

I. Use the equipment in a correct and scientific manner.
II. Choose the correct tools required to complete a specific task.
III. 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.
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.
I. Pertain to behaviour within and according to employee’s
organization structure
II. Take on role and responsibilities as required by the organization
III. Adhere to the organization’s general operating principles and
methods.
IV. Facilitate implementation of organizational STRATEGIC
planned change efforts such as OD,TQM, 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.
 NEED FOR INDUSTRIAL
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.

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.
In the last few years, industrial training based on established principles of adult
learning 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
 COMPANY PROFILE

TATA CONSULTANCY SERVICES

Omega Towers, Sector V,
Kolkata - 700064
 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
 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
 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
 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.
 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.
 BI 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.
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
 COGNIZANT TECHNOLOGY SOLUTION
Technocomplex, Plot GN-34/3, Sector-V, Saltlake
Electronic Complex, Kolkata, West Bengal 700091
 COMPANY PROFILE OF CTS:
Cognizant is one of the world's leading professional services
companies, transforming clients' business, operating and
technology models for the digital era.

PRODUCTS AND SERVICES

OFFERED BY THE COMPANY :

FINANCIAL SERVICES:

The Financial Services segment includes customers providing

banking/transaction processing, capital markets and insurance
services. The Company serves traditional retail and
commercial banks, diversified financial enterprises, broker-
dealers, asset management firms, depositories, clearing
organizations and exchanges.

IT SERVICES:

The Company focuses on such aspects of its customers'

operations as business acquisition, policy administration,
claims processing, management reporting, regulatory
compliance and reinsurance.
HEALTHCARE SERVICES:

The Healthcare segment includes healthcare providers and

payers, as well as life sciences customers, including
pharmaceutical, biotech and medical device companies. The
Company serves global healthcare organizations, including
healthcare payers, providers and pharmacy benefit managers.
The Company serves pharmaceutical, biotech, and medical
device companies, as well as providers of generic, animal
health and consumer health products.

INFRASTRUCTURE SERVICES:

The Manufacturing/Retail/Logistics segment includes

manufacturers, retailers, travel and other hospitality
customers, as well as customers providing logistics services.
The Company's customers in this sector include
manufacturers of automotive and industrial products as well
as processors of natural resources, chemicals and raw
materials.

OTHER SERVICES:

The Company serves a range of retailers and distributors,

including supermarkets, specialty premium retailers,
department stores and large mass- merchandise discounters. It
also serves the travel and hospitality industry, including
airlines, hotels,
restaurants, online and retail travel, rental car companies,
global distribution systems and intermediaries and real estate
companies

TECHNOLOGICAL PRODUCTS:

The segment includes its information, media and

entertainment services, communications and high technology
operating segments. The Company serves communications
(cable, wireless and wireline) service providers, equipment
vendors, and software vendors. It serves media and
entertainment companies, including information service
providers, publishers, broadcasters, and movie, music and
video game companies.

VISSION & MISSION STATEMENT:

VISION
“To be a model social organization that enables and facilitates
the under-privileged sections of the society to access quality
education, healthcare and livelihood opportunities.”

MISSION
To work towards fulfilling the education, healthcare and
livelihood needs of the under-privileged sections of the
society.
To provide financial and technical support to institutions for
improving the quality of education, livelihood and healthcare.
COMPANY PORTRAYAL:

Cognizant delivers innovative solutions through consulting

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

AREAS OF BUSINESS:
The firm believes it offers a unique benefit to clients with its
advanced on-site/offshore outsourcing model. The practice
has grown and developed, however, moving into systems of
greater complexity and important production-based processes.
Indeed, so far removed is what Cognizant offers from the
initial portrayal of outsourcing as "cheap labor," the firm has
been known to refer to its global delivery model as the "fourth
generation" of outsourcing.
LOCATION:
Headquartered in Teaneck, New Jersey (U.S.), Cognizant
combines a passion for client satisfaction, technology
innovation, deep industry and business process expertise and
a global, collaborative workforce that embodies the future of
work.

COGNIZANT MOTIVE
Our unique industry-based, consultative approach helps
clients envision, build and run more innovative and efficient
businesses Management Office
 METHODOLOGY

Methodology includes a collection of theories, concepts

or ideas as they relate to a particular discipline or
field inquiry:
Methodology refers to more than a simple set of methods.
Rather it refers to the rationale and the philosophical
assumptions that underlie a particular study related to a
scientific method.

Data collection
Data type – Secondary data

Sources

 Internet- Information regarding the training policies and procedures

was also obtained from the reviews provided by the trainer’s senior
managers and assistant managers on the various question answer type of
sites like quora.com, indeed.com, glassdoor.com 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
 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

TCS ignite
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
 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.
Development programs undertaken for the existing
employeesby Cognizant
Developing and retaining leadership talent –

 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.
 Findings and conclusion

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
learning (level two). Although a positive reaction does not guarantee learning, a
negative reaction almost certainly reduces its possibility
 TATA CONSULTANCY COGNIZANT
SERVICES
It is a great place to work. It It is best place to work and has a
brings out their employee’s good work life balance. It is a
potential and capacity 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 enjoyable part of the job is
from the learning platforms it learning as the employees get
provides. There are lot of exposure to new tools and
opportunities to learn and grow 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
 TATA CONSULTANCY COGNIZANT
SERVICES
In Tata Consultancy Services the Cognizant has a good working
training programs introduces the culture. In the training programs
trainees with the various corporate they are taught how to interact with
rules and norms. After going their clients & co-workers which
through the training method they enhances their behavioural skills
have improved a lot in the and knowledge
behaviourial aspect

LEVEL 4 RESULT-

Frequently thought of as bottom line, this level measures the success of the
program in terms that managers and executives can understand increased
production, improved quality, decreased costs and etc. From business and
organisational perspective, this is the overall reason for training program, yet
level four results are not typically addressed.

TATA CONSULTANCY COGNIZANT

SERVICES
In Tata Consultancy Services Cognizant has no pressure at work. It
employees doesn’t have much to reveal has flexibility in shift good growth
about the cons. Overall after their prospects the company has a great
training period, the employees have focus on skill development and client
improved a lot in their work place and service. Overall it is a great opportunity
they are eagerly looking forward to for fresher to start their career.
work further with the Working in CTS is lot
organisation. of fun as well as challenging.
 BIBLIOGRAPHY

1) https://www.quora.com/unanswered/what-is-the-training-process- in-tcs-
like-is-it-very-rigorious?
2) https://www.quora.com/whwt-is-the-level-of-difficulty-of-the-
cognizant-training-period-what-if-i-am-zero-in-the-domain-i-am-
alloted-is-the-training-period-enoufh-for-me-to-learn-the-required-
amount-of-knowlwdge
3) https://www.quora.com/how-can-i-access-dumps-in-cognizant
4) Havard business review cites Cognizant’s differentiated approach to
identifying, developing and retaining..............news.cognizant.com
5) Talent management platform research-innovation.tcs.com
https://www.tcs.com/nurturing-human-capital
6) Working at CTS Corporation: Employee Reviews I Indeed.co.in
Working at cognizant- global careers with cognizant, IT career
benefits https://www.cognizant.com/careers/working-here