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TABLE OF CONTENTS

SECTION A

 Introduction of the organization

• History HCL Technology and HCL cdc

• Aim and Establishment of the Company

• HCL Partnerships

• Competitors of HCL cdc

• Vision, Mission, Goals and Policies

SECTION B

 HCL objectives

• Our Management Objectives

• Our People Objectives

• Core Values

• Alliances & Partnership

• Training & Development of HCL

• Benefits of Training

• Methods of Training
• On the Job Training

• Off the Job Training

• Objective of study

SECTION C

 Research methodology

• Data analysis

• Limitation of study

• Findings and Conclusion

• Suggestions and recommendation

 Questionaire

 Bibliography

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Introduction of company
HCL CDC. Dominates the IT space as a leader 58000 gifted professionals,
a colossal US $5.0 billion turnover an international presence in 19
countries,
and most impotently, a deep- rooted commitment to innovate makes it a
true technology giant.

As the fountainhead of the most significant pursuit of human mind, HCL


believes only a leader can transform me into a leader HCL cdc. Is an
initiative
that enables individuals to be benefit industry ready IT.

HCL Infosystems Ltd is one of the pioneers in the Indin IT market, with its origins in
1976. For over quarter of a century, the company have developed and implemented
solutions for multiple market segments, across a range of technologies in India.

With sound macro economic condition and buoyant buying sentiment in the market, the
desktop PC market grossed 23.4lc units, registering a growth of 36% over the same

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period last year. The notebook PC segment was the star performer, showing massive
growth, 60% sequentially and 138% year-on-year.

This can be attributed to strong domestic growth in requirements and aggressive sales
promotion offers by the players like HP, Lenovo, and HCL among others. Again brand
recognition and image play a very important role in purchase decisions. Brand managers
of IT products, to increase the short-term gains and keep the cash registers ticking have
started using aggressive sales promotion offers.

The objective of the project was to find out the Netbooks perception in the market and
whether people actually buy because of the sales offers incentives and whether they
actually feel that sales promotions are an effective brand-building tool.

The research brings out the fact that people do buy because of the sales promotion offers,
but the impact promotional offers have on the Brand Image of the company offering such
promotions is negligible. Thus sales promotion offers are a definite incentive to buy for a
customer but they do not guarantee a long term relationship with the customer and hence
a Brand Manager must use such offers with a pinch of salt.

Introduction Of The Organization

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HCL Technologies is the IT and BPO services arm focused on global markets, while HCL
Infosystems deals in the IT, Communication, Office Automation Products & System Integration
arm focused on the Indian market. Today, HCL has 60000 employees of diverse nationalities,
operating across 17 countries including 360 service centers in India. HCL has global
partnerships with several leading Fortune 1000 firms, including several IT n Technology major.

Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi "barsaati". In
1978, HCL developed the first indigenous micro-computer at the same time as Apple and 3
years before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor based
micro-computer. In 1983, HCL Indigenously developed an RDBMS, a Networking
OS and a Client Server architecture, at the same time as global IT peers. HCL
Enterprise is a 32-year-old leading Global Technology and IT enterprise, with USD
5.0 billion revenue, 60,000 professionals and operations spanning 23 countries.
In 1986, HCL became the largest IT Company in India. In 1988, HCL introduced fine
grained multi-processor Unix-3 years ahead of "Sun" and "HP". In 1991, HCL entered
into a joint venture Hewlett Packard and HCL-Hewlett Packard Ltd. was formed.

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HCL ORGANISATIONAL STRUCTURE

Management is the process of designing and maintaining an environment in which individuals,


working together in groups, efficiently accomplish selected aims.”

The joint developed multi-processor Unix for HP and heralded HCL's entry into
contract R&D. In 1997, HCL Infosystems was formed. In the same year HCL
ventured into software services. In 1999, HCL Technologies Ltd issued an IPO and
became a public listed company. In 2001, HCL BPO was incorporated and HCL
Infosystems became the largest hardware company. In 2002, software businesses of
HCL Infosystems and HCL Technologies were merged. In 2005, HCL set up first

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Power PC architecture design centre outside of IBM. In the same year HCL
Infosystems launched sub Rs.10,000 PC. In 2006, HCL Infosystems became the first
company in India to launch the New Generation of High Performance Server
Platforms Powered by Intel Dual - Core Xeon 5000 Processor.

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HCL realized that the key to customer satisfaction was with the employee. Today,
in an industry like software, which is knowledge intensive and relies heavily on
manpower, this has become a powerful strategy. 'Employee First' - a pioneering
strategy envisaged by HCL places the needs of employees before the needs of
customers and has provoked a sea-change at the company level, and, in turn,
greater customer loyalty, better engagements and higher revenues.

'Employee First' is an employee focused program that gives people whatever they
need to succeed - be it space to grow, time to think or tools to use. Its about
maximizing personal potential rather than monitoring professional performance.
HCL's enlightened approach to employee development also focuses on giving
people whatever they need to succeed: be it a virtual assistant or talent
transformation sabbaticals; expert guidance or fast track growth; inner peace or
democratic empowerment. 'Employee First' is a five fold path to individual

enlightenment. This ensures that people are given Support, Knowledge,


Recognition, Empowerment, and Transformation.'Employee First' is gaining
worldwide recognition - It is now a case study at the Harvard Business School.

Forbes has referred to HCL as the "World's most modern business" on Employee

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first and Business Week has this to say about the program: 'Employee first is a new
and radical management philosophy; the world will catch on with sooner or later…

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HCL TECHNOLOGY

HCL TECHNOLOGIES

HCL TECHNOLOGIES operates its working into main two streams:-

1. Product engineering & technology development

2. BPO

1. PRODUCT ENGINEERING & TECHNOLOGY DEVELOPMENT:-

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The Engineering and R & D services department runs the largest outsourced
engineering center outside the US which is a testimony to the 30 year product
engineering experience. The company offers a comprehensive range of R&D and
Engineering services to component vendors, OEMs, ODMs and ISVs across
multiple industry segments and domains.

2. BPO:-

HCL Technologies Ltd. - BPO Services is one of the leading players in the BPO
segments. The products and services offered cut across several industry verticals
providing operational excellence, deep industry and functional knowledge to
critical business processes. HCL BPO services customers in various industries –
Telecom, Retail, Insurance, Banking and Financial Services, Hi-Tech &
Manufacturing and Media, Publishing and Entertainment sectors. Also,
Leveraging strong partnerships with platform/product companies, the team of
applications professionals deliver unprecedented value to few of the largest
players in the field of Financial Services, Retail and Healthcare.

Its services can be clubbed together as:-

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HCL INFOSYSTEM

CHAIRMAN AND CEO OF HCL INFOSYSTEMS,

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AJAY CHAUDHRY

An engineer by training, Ajai Chaudhry is one of the six founder members of HCL
and took over the reins of HCL Infosystems, the flagship company of the group, as
President and CEO in 1994. He was appointed the Chairman of HCL Infosystems
in November 1999. In recognition of his contribution in championing the cause of
the domestic Indian IT industry, Ajai has been conferred the DATAQUEST ‘IT
Man of the Year 2007’ Award amongst other awards.

HCL infosystems Limited is India's premier information enabler and country's leading
ICT system integrator and Distribution Company. Leveraging its 3 decades of
expertise in total technology solutions, HCL Infosystems offers value-added services
in key areas such as system integration, networking consultancy and a wide range of
support services. HCL Infosystems is among the leading players in all the segments
comprising the domestic IT products, solutions and related services, which include
PCs, Servers, Imaging, Voice & video solutions, Networking Products, TV and FM
Broadcasting solutions, Communication solutions, System Integration, ICT education
& training, Digital lifestyle Solutions and Peripherals.

AIM & ESTABLISHMENT OF THE COMPANY

HCL Infosystems Ltd is one of the pioneers in the Indian IT market , with its origins
in 1976. For over quarter of a century, we have developed and implemented solutions
for multiple market segments, across a range of technologies in India. We have been
in the forefront in introducing new technologies and solutions. The highlights of the
HCL saga are summarised below:

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- Foundation of the Company laid
1976
- Introduces microcomputer-based programmable calculators with wide acceptance in the scientific / education community

1977 - Launch of the first microcomputer-based commercial computer with a ROM -based Basic interpreter
- Unavailability of programming skills with customers results in HCL developing bespoke applications for their customers

1978 - Initiation of application development in diverse segments such as textiles, sugar, paper, cement , transport

1980 - Formation of Far East Computers Ltd., a pioneer in the Singapore IT market, for SI (System Integration) solutions

1981 - Software Export Division formed at Chennai to support the bespoke application development needs of Singapore

- HCL launches an aggressive advertisement campaign with the theme ' even a typist can operate' to make the usage of computers popular in the
SME (Small & Medium Enterprises) segment. This proposition involved menu-based applications for the first time, to increase ease of operations.
1983 The response to the advertisement was phenomenal.

- HCL develops special program generators to speed up the development of applications

- Bank trade unions allow computerisation in banks . However , a computer can only run one application such as Savings Bank, Current account ,
Loans etc.

- HCL sets up core team to develop the required software - ALPM ( Advanced Ledger Posting Machines ) . The team uses reusable code to reduce
1985 development efforts and produce more reliable code . ALPM becomes the largest selling software product in Indian banks

- HCL designs and launches Unix- based computers and IBM PC clones

- HCL promotes 3rd party PC applications nationally

- Zonal offices of banks and general insurance companies adopt computerization

1986 - Purchase specifications demand the availability of RDBMS products on the supplied solution (Unify, Oracle). HCL arranges for such products to
be ported to its platform.

- HCL assists customers to migrate from flat-file based systems to RDBMS

- HCL enters into a joint venture with Hewlett Packard

- HP assists HCL to introduce new services: Systems Integration, IT consulting, packaged support services ( basicline, teamline )
1991
- HCL establishes a Response Centre for HP products, which is connected to the HP Response Centre in Singapore.

- There is a vertical segment focus on Telecom, Manufacturing and Financial Services

- HCL acquires and executes the first offshore project from IBM Thailand
1994
- HCL sets up core group to define software development methodologies

- Starts execution of Information System Planning projects

1995 - Execution projects for Germany and Australia

- Begins Help desk services

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1996 - Sets up the STP ( Software Technology Park ) at Chennai to execute software projects for international customers

- Becomes national integration partner for SAP

- Kolkata and Noida STPs set up


1997
- HCL buys back HP stake in HCL Hewlett Packard

1998
- Chennai and Coimbatore development facilities get ISO 9001 certification

- Acquires and sets up fully owned subsidiaries in USA and UK


1999
- Sets up fully owned subsidiary in Australia

- HCL ties up with Broadvision as an integration partner

- Sets up fully owned subsidiary in Australia

- Chennai and Coimbatore development facilities get SEI Level 4 certification

- Bags Award for Top PC Vendor In India


2000
- Becomes the 1st IT Company to be recommended for latest version of ISO 9001 : 2000

- Bags MAIT's Award for Business Excellence

- Rated as No. 1 IT Group in India

-Launched Pentium IV PCs at below Rs 40,000


2001
-IDC rated HCL Infosystems as No. 1 Desktop PC Company of 2001

-Declared as Top PC Vendor by Dataquest

2002 -HCL Infosystems & Sun Microsystems enters into a Enterprise Distribution Agreement

- Realigns businesses, increasing focus on domestic IT, Communications & Imaging products, solutions & related services

- Became the first vendor to register sales of 50,000 PCs in a quarter

- First Indian company to be numero uno in the commercial PC market

- Enters into partnership with AMD


2003
- Launched Home PC for Rs 19,999

- HCL Infosystems' Info Structure Services Division received ISO 9001:2000 certification

- Launches Infiniti Mobile Desktps on Intel Platform

- Launched Infiniti PCs, Workstations & Servers on AMD platform

2004 - 1st to announce PC price cut in India, post duty reduction, offers Ezeebee at Rs. 17990

- IDC India-DQ Customer Satisfaction Audit rates HCL as No.1 Brand in Desktop PCs

- Maintains No.1 position in the Desktop PC segment for year 2003

- Enters into partnership with Port Wise to support & distribute security & VPN solutions in India

- Partners with Microsoft & Intel to launch Beanstalk Neo PC

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- Becomes the 1st company to cross 1 lac unit milestone in the Indian Desktop PC market

- Partners with Union Bank to make PCs more affordable, introduces lowest ever EMI for PC in India

- Launched RP2 systems to overcome power problem for PC users

- Registers a market share of 13.7% to become No.1 Desktop PC company for year 2004

- Crosses the landmark of $ 1 billion in revenue in just nine months

- Launch of HCL PC for India, a fully functional PC priced at Rs.9,990/-

- Rated as the No.1 Desktop PC company by IDC India -Dataquest

- 'Best Employer 2005' with five star ratings by IDC India -Dataquest.

- 'The Most Customer Responsive Company 2005'

-IT Hardware Category by The Economic Times -Avaya Global Connect.

-Top 50 fastest growing Technology Companies in India' & 'Top 500 fastest Growing Technology Companies in Asia Pacific' by 'Deloitte &
Touche'. by 'Deloitte & Touche'
2005
-'7th IETE -Corporate Award 2005' for performance excellence in the field of Computers & Telecommunication Systems by IETE.

-'Best Bhoomi Brand 2005' by 360 magazine


-in the PC category
-in the LCD Monitor category.

-India 's 'No.1 vendor' for sales of A3 size Toshiba Multi Functional Devices for the year '04 -'05 by IDC.

-Toshiba'Super Award 2005 towards business excellence in distribution of Toshiba Multifunctional products,

-Strategic Partners in Excellence' Award by Infocus Corporation for projectors.

-'Most valued Business Partner' Award for projectors by Infocus Corporation in 2005

- 75, 000+ machines produced in a single month

- HCL Infosystems in partnership with Toshiba expands its retail presence in India by unveiling 'shopToshiba'

- HCL Infosystems & Nokia announce a long term distribution strategy

- HCL the leader in Desktops PCs unveils India's first segment specific range of notebooks brand - 'HCL Leaptops'

2006 - IDBI selects HCL as SI partner for 100 branches ICT infrastructure rollout

(till - HCL Infosystems showcases Computer Solutions for the Rural Markets in India
June)
- HCL Support wins the DQ Channels-2006 GOLD Award for Best After Sales Service on a nationwide customer satisfaction survey conducted
by IDC

- HCL Infosystems First in India to Launch the New Generation of High Performance Server Platforms Powered by Intel Dual - Core Xeon 5000
Processor

- HCL Forms a Strategic Partnership with APPLE to provide Sales & Service Support for iPods in India

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COMPETITORS OF HCL CDC

In domestic market HCL cdc has many competitors. Some small


players also has competition in IT education sector.

i) GT
ii) IIJT
iii) NIIT
iv) IIHT
v) JET KING

Product of HCL CDC

HCL cdc centers

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HCL is an IT company and it is an Indian company and it
produce computers & laptop.HCL CDC is the subsidy of
the HCL LTD that’s growing in service sector. HCL CDC
provides the training to students & employees in the field
of Hardware, Software, Networking and
Telecommunication.

HCL STRONGLY BELIEVES IN

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VISION OF HCL

"Together we create the Enterprises


of Tomorrow”

MISSION OF HCL

“We shall increase the share holder’s value by improving the PAT through fee
cash flow, reducing the BR cycle, inventory level, wastage”

GOALS OF HCL

“It is most preferred employer and principal taking leading edge IT products
and services to the masses through sustained excellence. “

POLICIES OF HCL

"We shall deliver defect-free products, services and solutions to meet the
requirements of our external and internal customers, the first time, every time."

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ALLIANCES & PARTNERSHIP OF HCL

To provide world- class solutions and services to all our customers, we have formed
Alliances and Partnerships with Leading IT Companies Worldwide.

HCL Info systems has alliances with global technology like Intel , AMD, Microsoft
,IBM ,Bull, Toshiba , nokia, sun Microsystems , Ericsson ,NVIDIA,SAP,Computer
Associates , Redhat In focus ,Duple ,Samsung and Novell.

These Alliances on one hand give us access to best Technology and


Products as well enhancing our.

Understanding of the latest in Technology. On the other hand they enhance our
product portfolio , and enable us to be one stop shop for Our Customers scan
Software , SCO ,EMC,VERITAS, CITRIX, CISCIO, ORACL, COMPUTER ,
ASSOCIATES, SAMSUNG.

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Objective of The Study

Management Objective -

To fuel initiative and foster activity


by following individuals of action and innovation in
attaining defined objectives.

People Objective -

To help HCL Infosystems people


share in the company’s success, which they make
possible; to provide job security based on their
performance; to recognize their individual
achievements and to help them gain of satisfaction and

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accomplishment from their work.

Core Values -

It is uphold the dignity of individual.


It is honor all commitments.
It is committed to quality, innovation and growth in
every endeavor
It is responsible corporate citizens

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SECTION B

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TRAINING AND
DEVELOPMENT

AN INTRODUCTION:-

In this changing and globalization environment

organization have to upgrade their work methods, works norms,

technical and managerial skills, and employees motivation to face

the challenges due to which an employee training is most

important in the changing environment because a need for highly

specialized workmen is felt in the global way. Organisation and

individual should develop and progress simultaneously for their

survival and attainment of mutual goals. So every modern

management has to develop the organisation through human

resource development. Employee training is the important sub-

system of human resource development.

Training is an important activity in many organizations. we

generally see that a new machines is installed in a factory, it is

operated on the trial basis before going into actual production.

After an employee is selected, placed and introduced he or she

must be provided with training facilities. Training is the act of


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increasing the knowledge and skill of an employee for doing a
WHAT MEASURES WOULD
TEACHING METHOD
BE USED ROR
particular EVALUATION
CONTENT OF job. Training is
USED IN TRAINING
a short-term educational process and
SECTION C

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SWOT ANALYSIS OF HCL

SWOT Analysis is the Key Component of Strategic Development. It can prompt


actions and responses.
Successful businesses build on their strengths, correct their weaknesses and
protect against internal vulnerabilities and external threats. They also keep an eye
on their overall business environment and spot and exploit new opportunities
faster than competitors. SWOT analysis is a tool that helps many businesses in this
process.
SWOT analysis is based on the assumption that if managers can carefully review
such strengths, weaknesses, opportunities, and threats, a useful strategy for ensuring
organizational success will become evident to them.

STRENGTH

• Skilled man Power: Abundant Availability of skilled and technically Qualified


manpower with English Proficiency.

• Infrastructure Base: The infrastructure of HCL is very big and it is covering a


large area.

• Dynamic LeaderShip: HCL is leading by a dynamic leader Mr. SHIV


NADAR and AJAI CHAUDHARY.

• Strategic Tie-Ups:HCL is now going to have tie-ups with NOKIA.

• Understanding of Local Market: HCL is only company which understands


the INDIAN market.

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• Venturing into new fore age : Now HCL is moving into the market trends and
it is developing some new products.

• Loyal Employees: Employees of HCL are very much loyal and Hard Working
people.

WEAKNESSES

The competitiveness of local firms is undermined by reams of official red tape,


from foreign investment restriction to inflexible labour laws .

• After Sales and Service: The biggest weakness of HCL is that the after
sales and service is not very satisfying.

• Costly Products: Some products are very costly in comparison to other


companies.

OPPURTUNITIES

• To capture Rural Market: HCL should capture rural market also.

• Reduce in Import Duties: Government has reduced the import duty so HCL
should take this as a advantage.

• HCL should take advantage: HCl should take advantage from the other
companies by having their good Direct Sales Marketing.

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THREATS

• New Entrants
• Price War
• Competitors has substitute product
• PC Maker not PC Manufacturer

OBJECTIVE OF THE STUDY

The main objective of the study is to identify the needs of the customer and provide
best possible solutions.

RESEARCH OBJECTIVE :-

• To determine reasons behind opting for a training programme.

• To determine the most prefered training program.

• To analyze strength , weakness , opportunity of various programmes.

RESEARCH SUB-OBJECTIVE:-

1.To determine the feedback on training provided by the experts.

2. To determine the Employees Perception & Knowledge regarding the training.

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RESEARCH METHODOLOGY

RESEARCH METHODOLOGY is a way to systemically solve the

research problem. It may be understood as a science of studying

how research is done. and it to study the various steps that are

generally adopted by a researcher in studying his research problem

it is necessary for the researcher to design the methodology form

the problem as a method differ from problem- problem.

RESEARCH PROCESS:-

Before embarking on the detail of research methodology and the

techniques it seems appropriate to present the brief overview of the

research process. Research process consists of series of action or

steps necessary to effectively carried out the research and the

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desired sequencing of these steps one should remember that the

desired sequencing of these steps. One should remember that

various steps involve in a research process are not mutually

exclusive nor they are separate and distinct they do not necessarily

follow each other. any specific order and researcher have to be

constantly anticipating at each steps in the research process

however the following order concerning various steps provide a

useful procedural guideline regarding the research process.

DEFINING THE PROBLEM:-

The objective of the project was to undertake a study on the training

and development of the employee working in the HCL with a view to

know the improvement in the performance after the training

programme was imparted to them.

DEVELOP A RESEARCH DESIGN :-

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Research design is a conceptual structure within which research is

conducted; it is basically the blue print for a collection of data,

measurement and analysis of data. “A research design is the

arrangement of conditions for collection and analysis of data in

manner that aims to combine relevance to research purpose with

economy in procedure”.

My research design is of descriptive type. A descriptive

research includes survey fact finding and enquiries of different kinds

with a major purpose of description of affairs as it exist in present.

Data collection:-

I have used primary and secondary data for which a comprehensive


questionnaire was prepared and was got filled up by the employee
of the organization

Primary data:-

Questionnaires: A formal list of the questions answered by

the employee of MOHAN MEEKIN and later analysis the

responses.

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We have used structured questionnaire as a formal list of

question produces more reliable results.

Direct personal : personal interview is versatile and flexible.

Interview: Direct face to face conversation help in getting

accurate data.

secondary data:-

Internet

Books

Journal

Manuals

Annual reports

SAMPLING :-

Sampling procedure includes finite types of universe with random

sampling which comes under probability method of sampling

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because under this method every item of the universe has a equal

chance of being selected and no place for biases ness.

SAMPLING DESIGN:-

A sampling design is a definite plan for obtaining a sample for a

given population. It refers to the techniques and procedure the

researcher would adopt in selecting items for sample design is

determined before data is collected. The sample size should also be

ascertained before starting the research programme.

I have choosen a sample size of the 50 employee.

DATA COLLECTION :-

The task of data collection begins after research problem has been

defined and research design/ plan chalked out while deciding about

the data collection to be used for studying two types of data is used.

Primary data: Are those which are collected fresh and for first

time and thus happen to be original in character

33
Secondary data: On the other hand are those which have already

been collected by some one else and which have been already

passed on.

the method of collecting primary and secondary data differs

since primary data are to be originally collected while in case in

secondary data the nature of data collections works is merely that

of compilation.

PROCESSING AND ANALYSIS OF DATA:-

The data after collection have to be processed and analyzed in

accordance with the outline laid down for the purpose of the time of

developing the research a plan this is essential for a scientific study

and for insuring that we have all relevant data for making

comparison and analysis. The term analysis refers to the

computation of certain measures along with searching for patterns

of relationship that exist among the data groups the term

processing technically speaking implies editing, coding,

classification and tabulation of collected data.

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INTERPRETATION:-

It refers to the task of drawing inferences from the collected facts

after a study. No research is complete until and unless its results

are extracted and shown in a presentable form. Thus the next

steps is to show findings in crystal clear manner with the help of

graphs and chart that data and finding must be presented in a

manner so that one could easily make out things for them without

any guidance and help.

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SECTION-D

36
LIMITATIONS OF THE STUDY

There are a few limitations to the study that may arise due to the
following reasons.

1.SAMPLING PLAN – The sampling is done through random

Sampling , generally through interviews, which


might distort

the results but not to a very great extent.

2.The Area of Study- Lucknow city might not hold good as a


representative for the

whole of india and hence the survey is


location specific.

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ANALYSIS AND INTERPRETATION OF
QUESTIONNAIRE

Questionnaire was prepared in a view to study the

changes in the performance skills and abilities of the

employees of HCL after the training programme was

imparted to them. For this I have taken a sample size of

50 employees and made an analysis.

Few questions are of general types consisting of

employee name and their designation, age sex etc.

(1) Do they get training

Yes-80%

No-20%

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yes
no

80% of the employees get the training in their organization.

39
2).what identify the need of training

a. prior performance of employee -60%

b. company growth -20%

c. both -20%

What identify the need of training

20%

prior performance of employee


company growth
both
20% 60%

The main factor which determines the need of training is prior


performance of the employee.

3).comfortable in discussing training needs with superiors

a. Yes-70% b. No-30%

40
Comfortable in discussing training needs with
superiors

30%

Yes
No

70%

4).The objective of training is

Improving salesmanship-70%

Improving prospecting -15%

Both -15%

Objective of training

15%
15% Improving salesmanship
Improving prospecting
Both
70%

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The main objective of training is to improving salesmanship

followed by the Improving prospecting because the training

programme was designed for sales persons of the company.

5).Is it necessary to get trained each employee

a. Yes-60%
b. No -40%

Necessary to get trained each employee

yes
no

6).Employees selected for the training

All employee-10%

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New recruits -70%

Existing salesperson-20%

80

70

60

50

40
70
30

20

10 20
10
0

All employees New recruits Existing salesperson

Basically new recruits need training as they are new in their job

thus they are selected for the training.

7).Normal duration for imparting the training

a. 2-3 days -33%


b. 1 week -65%
c. 1 month -2%
The normal duration for imparting the training was considered
to be the 1 week and 65% of the employee agree with this time
period and considered that 2-3 days is too short and 1 month is
too long.

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8).The basic method of training and development are

a. Lecture based-40% b. Group discussion-30%


c. Demonstration-20% d. Other-10%.

Basic method of training and


development

45
40
35
30
25
20 40
15 30
10 20
5 10
0

Lecture based Group Demonstration Other


discussion

As training programme was designed for the sales persons the


lecture was considered to be the best basic method of training
followed by the group discussion.

9).Trainer comes from outside or company’s personnel is


trainer

a. Trainer from outside-60%


b. Company’s trainer -30%

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c. Both-10%

Trainer comes from outside or company’s personnel is


trainer

10% Trainer from outside


30%
Company’s trainer
both

60%

Company’s trainer are basically responsible for giving training to


the sales persons and for some specific purpose the trainer
comes from outside.

10).The content of the training

a. Attitude towards training -30%

b. Knowledge of company, competitors, and customers- 60%

c. Time management-10%

Content of training

10% Attitude towards


30% training
c Knowledge of
co.comp.cust
Time management

60%

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11).After completion of training were you asked to fill a
feedback form

a. Yes -90%
b. No-10%

Filling of feedback form

10
yes
no
c

90

90% of the employees are asked to fill the feedback form as to

know the effectiveness of the training programme. It also help in

improving the training programme design for future.

12).Suitable method for the evaluating the training

programme

a. Questionnaire-35%

b. Observational-35%

c. Performance appraisal report-30%

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Suitable method for the evaluating the training
programme

a. Questionnaire
30% 35%
a. Observational

a. Performance appraisal
report

35%

Questionnaire and observation was considered to be the suitable

method for the evaluating the training programme.

13).Would you like any change in methodology of training.

This was the open ended question and was asked every

employee to give their views.as training programme was based

on the need of the employee needed. The method are basically

designed which fulfill the need and achieve the objective of

training.

ORGANISATIONAL
OBJECTIVE

ASSESSMENT OF
TRAINING NEEDS
47

ESTABLISHMENT OF
DEVISING OF TRAINING
PROGRAMME

FINDING OF THE STUDY


IMPLEMENTATION OF

TRAINING PROGRAMME

The various findings are …


EVALUATION OF RESULT

 The benefits of training and development are clear to the


top management.

 The top management rewards superiors for carrying out


effective training.

 The top management plans and budgets systematically for


training

 Behavioral objectives are precise.

 Trainers provide limited counseling and consulting services

to the rest of the organization.

48
SUGGESTIONS

In the era of the globalization the organization has to face

new challenges in the present context and achieve its objectives.

It must be dynamic, desalinated efficient especially in the

training, development placement and promotion of its personnel.

The huge investment in the industrial sectors demand better

operational efficiency, better management of capital and above

all, better management & development of human resources.

For enhancing the effectiveness of training & development

programme there are few useful suggestion which is

implemented earnestly & sincerely may hopefully add to the

luster & improve the planning execution and follow-up of the

training and development programme in particular.

49
 Training and development programme should be based

on specific needs of the organization and its

employees.

 Selection of participants should be made on the basis of

the needs of the employees & objectives of the

programme.

 New technology and methods of training should be

used to make it interesting for the employees.

 The programme should be frequently revised so as to

be in tune with the ever changing business and

economic environment.

 Both in company & external agencies programmes

should be evaluated properly for measuring their

effectiveness.

50
CONCLUSION

Private sector occupies a pivotal position in the Indian economy.

It is considered as a pacesetter for the rest of the economy. It has

expanded enormously and contributed a lot towards the

economic growth of country by adding a major share in the net

national product generating gainful employment & growth of

every organization depends on the quality of the manpower,& its

people improvement & utilization in suitable challenging jobs.

Training and development is an important aspect of

proffessionalization of our executive cadre. There is no doubt that

training and development can do lot for development of its

personnel. Training and Development can do lot for its personnel.

Training and Development is an integral part of the Human

Resource Development HRD. It is an important tool for the

organization. To sharpen executive knowledge with the object of

strengthening & profit maximization of the organization.

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In this also training is very helpful towards organization and

employees. The employee attended training programme of the

company the were also benefited by it in terms that their

performance increased, also almost 70% of the employees also

found changes in terms of productivity i.e they gained more

professional knowledge also almost all of them can discuss their

needs with their superiors. We can therefore say, that training

programs discuss their needs with their superiors. We can

therefore say, that training programs are not only beneficial for

the company but also beneficial for the employees working and

personal life. Therefore training programs should be implemented

in every organization for the survival in the world and

achievement of the objectives.

52
BIBLIOGRAPHY

Books referred:-

 C.R Kothari - Research Methodology

 Beri – Marketing Research (Tata McGraw Hill) , 1993 , 2nd

Edition

 K Aswathappa , Human Resource and management, (Tata

McGraw - Hill)

HR and PM, 2003, 3rd Edition

 Dessler - Human Resource management ( Prentice - Hall)

9th Edition

53
 Robbins S.P. – Organizational Behaviour (Pearson Education ,

2003 , 10th Edition)

 Pareek U. – Training Instruments for HRD and OD (Tata

McGraw Hill) , 2nd Edition

Websites

 www.ril.com

 www.google.com

 www.astd.org/astd

54
55
QUESTIONNAIRE

i) Name of the organization_____________

ii) Name of the employee________________

iii) Designation_______________________

iv) Age ________________________________

v) Date __________________

1).Do you get training in the organization.

a. Yes b. No

2).How do you identify the training need.

d. prior performance of employee

e. company growth

f. both

56
3).Were you comfortable in discussing your training needs with

your superiors

b. Yes b. No

4).The objective of training is

a. Improving salesmanship

b. Improving prospecting

c. Both

5).Is it necessary to get trained each employee

c. Yes b. No

6).What are the person selected for the training

a. All employee

b. New recruits

57
c. Existing salesperson

7).What should be the normal duration for imparting the training

d. 2-3 days

e. 1 week

f. 1 month

8).The basic method of training and development are

b. Lecture based

c. Group discussion

d. Demonstration

e. Other

9).Whether trainer comes from outside or company’s personnel is

trainer

d. Trainer from outside

58
e. Company’s trainer

f. Both

10).What are the content of the training

d. Attitude towards training

e. Knowledge of company, competitors, and customers

f. Time management

11).After completion of training were you asked to fill a feedback

form

c. Yes

d. No

12).What may be the suitable method for the evaluating the

training programme

d. Questionnaire

e. Observational

f. Performance appraisal report.

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i13).Would you like any change in methodology of training.

60