B.V.V.

Sangha

BASAVESHWAR ENGINEERING COLLEGE (AUTONOMOUS)

BAGALKOT-587101

DEPARTMENT OF MANAGEMENT STUDIES

MBA PROGRAMME

SUBJECT : MANAGING HUMAN RESOURCE

PRESENTATION ON CLASS PROJECTS

“TRAINING PROCESS IN INFOSYS AND WIPRO”

PRESENTED BY : TEAM 04
TEAM MEMBERS

 MANJUNATH MASKI
 SANTOSH

 ROHIT SHAHPUR
 RESHMA NADAF

 TRUPTI VANKALKUNTI
 LAXMI
Training:
 In simple terms, training refer to the imparting of specific skills, abilities
and knowledge to an employee.
 Increases knowledge and skills for doing a particular job, it bridges the gap
between job needs and employee skills, knowledge and behaviors.
 Focuses attention on the current job, it is job specific and addresses
particular performance deficits or problems
 Concentrates on individual employees; changing what employees know,
how they work, their attitudes toward their work or their interactions with
their co-workers or supervisors.
Types of Training method
Major Two Types Of Training

Off The Job Training

On The Job Training
 On Job Training  Vestibule Training (actual work
 Coaching conditions)
 Role Playing
 Mentoring
 Lecture method
 Job Rotation
 Conference/Discussion approach
 Apprenticeship Training
 Programmed instruction
 Committee Assignments
 INTRODUCTION ABOUT INFOSYS:

 Founded in 1981.

 Founder - Narayan Murthy.

 Infosys is ranked 27 in the list of top companies of India in fortune India

500 list in 2011.

 Headquarter – Electronics City, Bangalore Karnataka India.

 Infosys had 1,45,088 employees of 85 nationalities as on December 31,

2011.

 Infosys provides business consulting, technology, engineering and out

sourcing services to help clients in over 30 countries.

TRAINING PROCESS

Training overview
 It has a workforce of 160000 employees Uses Foundation program for
training of fresh graduates Currently Infosys has huge facility in Mysore to
train 4000 employees together Infosys leader Institute(ILI), Karnataka
trains employees for bigger roles Today, Infosys is rated among word best
in training and development.

Training process
 Training constitutes a basic concept in human resource development
Training is highly useful tool Training is the act of increasing the
knowledge and skill of an employee
Contd..
Contd..
There are two types of training program in Infosys
 Training for fresher at Infy
 At Mysore 6 month training program is conducted After which evaluation
of candidates is done and only passed candidates are retained A great
importance importance is given to other areas like soft skills, leadership
qualities, cross cultural training etc.
 Training for job experienced
 Corporate training team has been formed in Infosys to train job experience
employees Experience people from different organisation and job role are
mingled together by this Infosys get the smartest Minds together for a
wider exposure.
Contd..

Types of training
 Band B:- Induction, voice and accent training, process training, Domain training,
Six Sigma certification, email etiquettes, excel training, presentation skills.
 Band C and Above:-Operation management, leadership fundamentals, Domain
training, Quality training, Appraisal skills workshop.
 For fresher's:- Introduction, orientation, refreshers, role play, internship, Just
virtual(JIT), Virtual classroom session, Technological assisted(TAL), learning or
E- learning, Certification, Seminar and consultancy.
 For experienced:-On the job training, corrective training, promotional training,
Redial training.
TRAINING METHODS
 Conference
 Lecture
 Seminar
 Demonstration
 Panel
 Role playing
 Case studies
 Simulation
 Self-discovery

Movies,videos,computer based
training
 On the job training
 Mentoring
 TRANINIG NEED ASSESSMENT
Career development and passing in Infosys
 Chalk out career path for all An employee should have completed 18 months in
Infosys to be eligible for the benefits provided by Infosys
 Career counseling will be provided by professional career counselors For
higher education like MBA 50% of the fees is reimbursed
Types of training need analysis
 Organizational need analysis
 Define Infosys short term goal/objectives Define Infosys long term
goal/objective Human resource analysis Efficiency index is assessment
Assessment of the organisational climate
 Contd..
 Job need analysis

 The specific content of present or anticipated jobs is examined to job analysis. For
existing jobs, information on the task to be performed the skills necessary to perform
those talk (drawn from the job qualification), the minimum acceptable standards
(obtained from performance appraisals) are gathered. This information can then be used
to ensure the training programs are job specific and useful.
 Person need analysis

 Person need analysis can be either broad or narrow in scope. The broader approach
compare actual performance with the minimum acceptable standards of performance.
Based on the actual, current job performance of an employee; therefore, it can be used to
determine training needs for the current job. The narrow approach compass an evaluation
of employee proficiency on each required skills used to identify development needs for
future jobs.
Evaluation in Infosys

 Performance Development Plan

 A sheet which all the employees and manager has to fill where both of them
have to provide information which all areas the employee has improved in.
 Projects small term projects like on Six Sigma, where at the end of it employee
has to give presentation to the training team.
 Questioner Feedback form the employees on the quality and content of
training Analysis is done on it and then it is scaled Systematic development of
the attitude, knowledge, skill pattern required by a person to perform a given
task or job adequately and development is the growth of the individual in
terms of ability, understanding and awareness.
BENEFITS OF TRAINING:
 Competitive advantages for firm.
 Removes the performance decencies.
 Reduce accidents, damages, errors and wastage.
 Improves productivity and profits.
 Improve satisfaction and morale.
 Reduce the absentees and turnover.
 helps in knowledge up gradation.
 Improves the image of the organization.
INTRODUCTION ABOUT WIPRO:
 Founder - Azim Premji
 Founded in 1945
 Headquarters – Bangalore India
 Wipro ltd is a global information technology,
consulting & outsourcing company with 147,452
employees serving clients in 175+ cities across 6
continents.
 Training process in Wipro
Wipro conducts 10 weeks Training Program. Training is divided into following 4 parts.

1.FRP (Fundamental Readiness Program)

2.PRP (Project Readiness Program)

3.CRP (Corporate Readiness Program)

4.RLL(Real Life Lab)

Where  FRP-3 weeks Training Program and PRP-7 Weeks Training Program
 The trainees  will be tested on all the above, except CRP. CRP will have an Impact
Session, which will be a transition from "College 2 Corporate" along with ERT
(Emergency Response Team) Training.
 After Completing FRP one has to take 1 test, minimum percentage for passing this test
is 70. Questions based on MCQs. You can clear the test quite easily. After Completing
PRP one has to take 1 more test, minimum percentage for passing this test is also70.
 Contd..
• FRP will probably be outsourced to NIIT. PRP will be conducted by Wipro. Both FRP

and PRP test have to write inside Wipro.

• In FRP trainees have to study C, C++, UNIX, Object oriented Programming &

Flowchart & Algorithm basic. Wipro will provide all the material.

• In PRP, trainees will be put into different BUs / Streams and will be trained on them.

BU is nothing but a Business Unit. 

• In RLL, trainees will be given a project based on PRP and you will have to successfully

complete it.

• The salary, after training, is determined by the score trainees get. 

Score = (30% of FRP) + (50% of PRP) + (20% of RLL)

If the score is 60-70, trainees will get the least slab.

If the score is 70-85, trainees will get the middle slab.

If the score is 85+, trainees will get the maximum slab.

 Evaluation of Training

Evaluation is an integral part of most instructional design (ID) models.

Evaluation tools and methodologies help to determine the effectiveness of
instructional interventions. Despite its importance, there is evidence that
evaluations of training programs are often inconsistent or missing
 CONCLUSION
 From the study of Training Process of both the company Infosys and Wipro.
 We came to know that the two companies have some similar in the training process.
But in some cases they do there some changes in the form of technique used and which
provide the beneficial to the employees.
 In Infosys the training can be Operation management, leadership fundamentals,
Domain training, Quality training, Appraisal skills workshop.
 In Wipro Training can be Fundamental Readiness Program, Project Readiness,
Corporate Readiness, Real Life Lab.
 In training make the employees familiar to the work style in both the company which
the review is good in the world.
 All because they do to give a best benefit to the company in the work force culture to
make the best output of the company.