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PROJECT

ON
TRAINING
&
DEVELOPMENT
AT
HCL

INTRODUCTION TO THE COMPANY


HCL is an Indian global IT services company

headquartered in NOIDA and CHENNAI


Services offered:
Software consulting
Enterprise Transformation
Remote infrastructure Management
Engineering and R&D services
Business Process Outsourcing (BPO)

FAST
FACTS
Company name:

Company type:
Service areas:
Date of establishment:
Chairman and chief strategy officer:
President and CEO:
Offices:
Geographies:
Consolidated revenues:

HCL Technologies limited.


Global IT Company.
Software, Infrastructure and BPO.
November 12, 1976.
Shiv Nadar.
Anant gupta.
Offices in 31 countries.
USA, Europe, Asia pacific and Japan
US dollar 5.2 billion on 31 stmarch 2014.

BUSINESS LINES

Business Services
Custom Application Services
Engineering and R&D Services
Enterprise Application Services
Enterprise Transformation Services
IT infrastructure Management Services

INTRODUCTION TO THE TOPIC


Training and Development is the application of knowledge and
gives people an awareness of rules and procedures to guide
their behavior. It helps in bringing about positive change in the
knowledge, skills and attitudes of employees towards the
requirements of the job and organization. Thus, it bridges the
differences between job requirements and employees present
specifications.

NEED FOR THE TRAINING


To match employee specifications with the job requirements

and organisational needs


Technological advancement
Changes in the job assignment
Organisational complexity
Human relations

METHODS OF TRAINING
ON-THE-JOB TRAINING METHODS

OFF-THE JOB TRAINING METHODS

JOB INSTRUCTION TRAINING

LECTURES

JOB ROTATION

CONFERENCE

APPRENTICESHIP

GROUP DISCUSSION

UNDERSTUDY

SEMINAR

COACHING

DEMONSTRATION

MENTORING

BRAINSTORMING
CASE STUDY
ROLE-PLAYING

Objectives of the study


To know about the effect of training programs on industrial

relations.
To study the various methods used by the training department
for imparting training to the employees
To know about the level of satisfaction of the employee
regarding training in HCL.

RESEARCH METHODOLOGY
RESEARCH AREA: HCL CDC PTIALA
RESEARCH TYPE: DESCRIPTIVE RESEARCH
SAMPLE SIZE : 20
SAMLE UNIT : EMPLOYEES OF THE HCL
PRIMARY DATA
SECONDARY DATA
QUESTIONNAIRE METHOD

Q.1: Have you attended any training programme?

Yes

No

15%

85%

Interpretation:
According to my analysis I found that among all the employees, 85% of the employees agreed that yes
they had attended the training programmes , but on the other hand 15% of the employees responded that
they had not attended any training programme.

Q.2 Which type of training the employees prefer?

only conceptual

only practical

both conceptual as well as practical

10%
15%

75%

Interpretation:

According to my analysis I found that among all the employees, 75% of the employees agree that
in their training programme both the theoretical and practical knowledge has been provided, but in
opposite 15% of the employees said that in their training program only practical knowledge is given
but on the other hand 10% employees said only theoretical knowledge is been provided.

Q.3: What type of training methods used by HCL prefer by employees

On the job

Off the job

30%

70%

Interpretation:
According to my analysis I found that among all the employees, 70% of the employees
replied that trainers mostly use on the job method but on the opposite hand 30% employees are
more interested in off the job methods.

Q.4: What should be the strength of the training batch?


5 To 10

10 To 20

10%

20 and above

15%

75%

Interpretation:
According to my analysis I found that among all the employees only 75% of the
employees are trained at that time where the strength of a one batch is 10-20 on the
other side only 15% of the employees go to the batch where the strength of a one is 510 but only 10% of the employees are interested in 20and above strength batch.

Q.5 Which training method you prefer?


job rotation

coaching

job instruction training

20%
15%

65%

Interpretation:
According to the analysis I found that 65% of the employees said that they prefer mostly job
rotation but other 20% goes for job instruction training method on the other side 15% goes for
coaching method.

Q6. Are you satisfied with the training?


Yes

No

10%

90%

Interpretation:
According to analysis I found that 90% of the employees are satisfied with the
training programme but in opposite only 10% of the employees are not satisfied
with the training programme

Q.7: Is the Training is relevant to the assignment allocated?


Yes

No

15%

85%

Interpretation:
According to my analysis I found that 85% of employees said that the training was
relevant to the assignment allocated but on the other hand 15% of the employees said
that training was not relevant to the assignment allocated

Q.8: How do you find the techniques used by trainer?


very appropriate

some what appropriate

not appropriate

15%

20%
65%

Interpretation:
According to my analysis I found that 65% of the employees founded the techniques
used by the trainer were very appropriate but on the other hand 20% of the employees
founded techniques used by the trainer are somewhat appropriate but on the other
hand only 15% of the employees said that the trainers techniques was not appropriate

Q.9: Do you think the training will enhance the competency and knowledge?
Yes

No

20%

80%

Interpretation:

According to my analysis 80% of the employees said that the training has helped the employees to
enhance the competency level and knowledge of the employees but on the other hand 20% of the
employees said that training hasnt enhanced the competency level and knowledge of the employees.

Q.10: What type of equipments should be used by the trainer in HCL?

use of BB

use of projector

10%

Audio

20%

70%

Interpretation:
According to the above chart most of the people said that trainer of HCL
is using said that they are using projectors and less of them audio and
blackboard.

Q.11: Do you think that relationship can be increased with the help of training programme?
yes

no

27%

73%

Interpretation:
According to the above chart most of the people said that yes we can increase the
relationship with the help of training because during the training period we can know each
other and some of them said that no.

Q.12 What personality traits did you develop after training?

Leadership
Team Spirit

Quality Decision Making Ability

30%
45%

25%

Interpretation:
According to my analysis during the training programs employees can learn
so much things and most of the people said that quality decision making and
some of them said that leadership qualities and team spirit.

Q.13: Do you think that training is helpful in the development of employees?


Yes

No

5%

95%

Interpretation:
According to the above chart most of the employees said that training helps in the
development but only few employees said that they is no improvement in them

Q.14: Do you think that the training help to improve your on-the-job performance?
Yes

No

30%

70%

Interpretation:
According to the above chart most of the respondents said that yes training is very helpful
to improve the on job performance and some of them said that sometimes it doesnt happen.

Q.15: Do you think that Training programs are important for the employees?
yes

no

20%

80%

Interpretation:
The above chart shows that most of the respondents said that yes training programs are
very important for the existing or newcomer employees and less respondents said that no.

Q.16: Do you feel that your relation building strength has improved with the help of training programs?

Yes

No

40%
60%

Interpretation:
According to my analysis I found that among all the employees, 53% of the employees agreed that yes
they feel that their relation building strength has improved but in opposite 47% of the employees
refused that no they do not feel that their relation has been improved.

FINDINGS
To know about the effect of training programs on industrial relations.

Good and effective performance of the trainers helps in building the relationship of superiors
and subordinates. Superiors are patient with employee problems. By discussing with the
employees. I found that the superiors are more cooperative and helpful with the subordinates
rather being rude or dishelpful with the employees.
To study the various methods used by the training department for imparting training to

the employees.
Certain methods are being used by the training department for imparting training which helps
in the development of the skills, knowledge of the employees. Like on the job and off methods
has been used in making them developed employees.
To know about the level of satisfaction of the employee regarding training in HCL.

After all the study I found that most of the employees are satisfied regarding training
programs because they are giving training in very effective manner and using technology in
training programs.

LIMITATION
During the personal biasness of various employees, they may have given wrong data.
Lack of confidential data some of the information is confidential and it doesn't provided by

the company. Therefore the constraints in the availability of information.


The data for study is mainly based on 2 branches (20 employees).
The time period for the research was limited.


SUGGESTIONS & RECOMMENDATIONS

In order to achieve excellence in training and development program, it is

advisable to further improve the quality level of trainers that in term will be
beneficial for both employees and organizations.
It is further advisable to make use of videos conferencing, so that trainers
from different cities can actually give their inputs to the employees of other
cities.
Quality of hand outs distributed can be given more consideration in order to
increase the knowledge and conceptual clarity of employees.
It would be possible that people can be trained on the job that it should be
done so that they could get a practical knowledge of that and time
management could be done.
The training programme should not be too lengthy as people can lose their
interest.

CONCLUSION
The training programme devised in such a manner that they match with the
changing technology. The employees are needed to be also provided
training on soft skills so that attitudinal development is made in them. From
the questionnaire found that mostly employees are young. Conclusions that
company should try to utilize workforce through training and development.
It is good factor that work force was young. It clearly indicates that
employees are interested in training and development activities; they feel
that such types of activities are necessary for improving their performance
and creating awareness among the employees. It is clear that both types of
method on and off the job are used in company for training purpose. So that
company should used new methods for Training and Development. Training
and Development programme should be made on actual needs of the
employees and organization

THANK
YOU