training and development wipro edited
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CHAPTER-1
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INDRODUCTION TO HRM
Human Resources is an asset, whose value keeps on increasingwith the time. The value of the asset is increased through PerformanceAppraisal. It is the responsibility of the manager to organize properPerformance Appraisal programmes and lead the employees towards
progress. The effectiveness of the prime motive depends not only ontheir own development, but also on the skills and capabilities throughwhich they also contribute towards the organizational goal.
MEANING AND CONCEPT OF HUMAN RESOURCE
MANAGEMENT
Human resource is of paramount importance in the success of anyorganization. The human resource of the organization represent one ofits largest investments. The value of human resource of an organizationfrequently becomes evident when the organization is sold. Often the
purchase price is greater that the total value of the physical and thefinancial assets of the organization, this difference is sometimes called
goodwill, partially the value of the organization human resources. Inaddition, the investment of an organization in its human resources can
be tremendous. Recruiting, selection and training represents some of themore obvious human resources development, which is concerned withall aspects of managing the human resources of an organization.
More specifically, human resources management involvesdetermining the organization human resources needs, recruiting and
selecting the best available employees, developing, counseling andrewarding employees, acting as a liaison with unions and governmentorganization and handling other matters related to employee well being.Each of these function is necessary to some degree in all organization.
DEFINITION OF HUMAN RESOURCE MANAGEMENT
Human Resources Management has been defined by Edwin BFlippo as the planning organizing, directing and controlling of
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procurement, development, compensation, integration, maintenance andseparation of human resources to the end of those individualorganizational and social objectives are accomplished.
SCOPE OF HUMAN RESOURCE MANAGEMENT
The scope of Human Resource Management is indeed vase. Allmajor activities in the working life of a worker-from the time of his orher entry into an organization until he or she leave-come under the
purview of Human Resource Management. Specifically, the activitiesincluded are HR planning, job analysis and design, recruitment andselection, orientation and placement, training and development,
performance appappraisald job evaluation, employee and executiveremuneration, motivation,and communication, welfare,safety and health,industrial relations and the like.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Human Resources Management is concerned with all aspects of
managing the human resources of an organization. The basic function ofmanagement apply to human resources management also that of
planning, organizing, motivation and controlling. In addition to this itperforms the following functions.
Determining the organizations human resources needs.
Recruitment and selection of personnel.
Developing employees.
Rewarding employees.
Counseling employees.
Acting as liaison with union and government organizations.
Other matters related to employee well being.
ESSENTIAL OF HUMAN RESOURCE MANAGEMENT
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Human resource management does not confine itself to theselection of right type of persons of right jobs. It helps to build a teamspirit, where employees satisfy their aspirations by developingthemselves and contribute to the accomplishment of organizationalgoals.
Employees have a sense of accomplishment in and throughtheir work.
Employees will have a high sense of belongingness towardstheir organization and work place.
Employees feel that they are respected, as individuals andtheir contribution are valued.
Employees will have a feeling to enhance their competenceand perform more challenging and satisfying tasks.
Employees will enjoy their work.
Instead of spending time satisfying their needs, employeeswill contribute to organizational tasks and goals.
ROLE OF HR
The overall role of the HR function is to enable the organization toachieve its objectives by taking initiatives and providing guidance andsupport on all matters relating to its employees. The basic aim is toensure that Management deals effectively with everything concerningthe employment and development of people and the relationship thatexist between management and the workforce. A further key role for theHR function is to play a major part in the creation of an environment
which enables people to make the best use of their capacities and torealize their potential to the benefit of both organization and themselves.The HR function operates as apart of the full business management
process and cannot be viewed in isolation. Although a support activity itmust be proactive. It supports and promotes business solutions that takeadvantage of opportunities stemming from business issues just as it mustfind solutions to apparent constrains. Three principal themes of the 21st
Century corporate perspective are Globalization, Decentralization and
Empowerment.
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INTRODUCTION
Introduction to training and Development:
There are various concepts of HRM such asrecruitment, selection etc., the main focus of this projectis Training and Development.
A brief description of training and development is asfollows,
Every organization needs to have well-trained
and experienced personnel to perform the activities. Ifthe current or potential job occupant can meet thisrequirement, training and development is not important.But when this is not the case, it is necessary to raise theskill levels and increase the versatility and adaptabilityof employees. Inadequate job performance or technologybreak through requires some type of training anddevelopment . The purpose of training and developmentis to give the employees at all levels, sufficient
instruction and guidance to enable them to perform theirjobs effectively and prepare themselves for promotionowing to outside courses or visits or infrequentexperience.
The true training and development situationexists where there is a gap between the standards ofperformance demanded by a departmental
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head and that actually being viewed by the individual subordinates. The main purpose of the training anddevelopment is not only an activity that is describedbut also an activity that development is not an activity
that is desirable but also an activity that an organization
must commit resources to, if it is to maintain a viable andknowledgeable work force .training and development isvital for any organization because, it induces skills andknowledge to its employees to face and adjustthemselves to the present need of the organization.Today world has become very dynamic that is todaysworld is not tomorrows world. It has been changing veryfrequently because of frequent changes in customersneeds and preferences.
For any organization customer is the king, to meetthe customer expectation the company has to adoptitself or change itself. For this the company has to adoptnew technology and new resources, which requiresequally talented employees. To upgrade the employeesskills knowledge to the present needs company has toprovide training and development to its employees.
Every organization needs to have well-trained andexperienced people to perform the activities that have tobe done. Training, a key practice is critical to theimplementation of several competitive strategies. Theimportant lesson is that human resources represent acompetitive advantage that can increase profits whenmanaged wisely. To meet these requirements the currentand potential job occupation are given training.
One of the most important activities of HRMdepartment is training. The technique of training hasbeen a key factor and a major to achieve the objectivesof human resources management. Management is aeffective and efficient utilization of man, money, machineetc., to accomplish the organization objectives and goalsthrough people. The purpose of training is to develop theabilities and goals through people. The purpose of
training is not only to develop the abilities of an satisfy
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current and future needs, it supplement education and totrain them for highest responsibilities.
Training is identified to fulfill the following purpose.
Technical updating Individual expectancy
Occupational efficiency
Behavioral competency
Organizational efficiency
Therefore competence of people is the key to success inany undertaking. In this rapidly changing and fast
moving economy there is a need for training andretraining. Training should be given to train the minds ofthe employees to attack the problems in the rightperspective and to achieve ultimate solution. So trainingis provided to human resources in order to enable themto adapt to new changes in scenario and acquaint themwith the work methods.
Training and development in a rapidly changing
society , is not only an activity that is desirable but alsoan activity that an organization must commit resourcesto, if it is to maintain a viable and knowledge work force.
Importance of Training:-
The first essential point of any business issurvival. To stay in Business in a competitive worldrequires increase in productivity. To increaseproductivity, workers have to be trained in the use of thesystem. Increased productivity and quality can be
achieved by making the workers themselves moreskillful.
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Training and development is one of the things,
which ensure the survival. Training helps in change. Thechange can be Business change, Customers change, Need
change and circumstances change.
It helps to increase the market value and securityand moulds the employees attitude to help them to co-operate with the company and to create greater loyaltytowards it through training. Hence training is essentialfor healthy administration of the industry.
Training and Development key points:-
What is learned?
Who is learning?
Why such learning takes place.
When such learning occurs.
Why are Training Programs given?
To change the mission of the organization. To increase the productivity.
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To reduce the production cost.
To eliminate the errors and defects.
Optimal usage of material and time.
To boost the employees morale.
To improve supervision.
To develop human Relations. To reduce employee turnover rate.
To improve managerial skills.
To meet quality standards.
To compete with changing scenario oftechnology.
To improve organizational climate.
To improve health and safety.
Aim of Training & Development:-
The aim of training is to define the output variables more
specifically.
Measure of the capabilities of the employees in thecontext of the current and the future job, which increasethe possibility of their employability in the context oftheir business.
Full utilization of the talents of the manpower and thedevelopment of theseResources.
Prevent obsolescence.
Extent to which employees are trained to manage wellthe system of the company.
The adaptability to the changing requirements of thecompany.
Bring in continuous improvements in the organization.
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Need for Training:-
Every organization big or small, productive ornon-productive, economic or social, old or newly
established should provide training to all employeesirrespective of their qualification, skill, suitability for thejob etc. Thus, no organization can choose whether or notto train employees.
Training is not something that is done once tonew employees; it is used continuously in every well runestablishment. Further, technological changes,automation, require up-dating the skills and knowledge.
As such an organization has to retrain the old employees.
Specifically, the need for training arises due to thefollowing reasons:
To match the employee specification with the Jobrequirement and organizational Needs.
Organizational Viability and the TransformationProcess.
Technological Advances. Organizational Complexity.
Human Relations.
Change in the job assignment.
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Training Methods
On-the-job method Off-the-job Method
1. Job rotation. 1. Vestibule training2. Coaching 2. Role playing3. Job instruction or 3. Lecture Methods4. Training through 4. Conference or
Step-by-step Discussion5. Committee Assignments 5. Programmed Instruction
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On-the-job Training Methods
This type of training, also known as job
instruction training, is the most commonly used method.Under this method, the individual is placed on a regularjob and taught the skills necessary to perform that job.The trainee learns under the supervision and guidance ofa qualified worker or instructor. On-the-job training hasthe advantage of giving first hand knowledge andexperience under the actual working conditions. Whiletrainee learns how to perform a job, he is also a regularworker rendering the services for which he is paid. Theproblem of transfer of trainee is also minimized as theperson learns on-the-job. The emphasis is placed onrendering services in the most effective manner ratherthan learning how to perform the job. On-the-job trainingmethods include job rotation, coaching, job instruction ortraining through step-by-step and committeeassignments.
Job Rotation: This type of training involves themovement of the trainee from one job to another.The trainee receives job knowledge and gainsexperiences from his supervisor or trainee ineach of the different job assignment. Thoughthis method of training is common in trainingmanagers for general management positions,
trainees can also be rotated from job to job inworkshop jobs. This methods given anopportunity to the trainee to understand theproblems of employees on other job and respectthem.
Coaching: The trainee is placed under aparticular supervisor functions as a coach intraining the individual. The supervisor provides
who feedback to the trainee on his performanceand offers him some suggestions for
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improvement. Often the trainee shares some ofthe duties and responsibilities of the coach andrelieves him of his burden. A limitation of thismethod of this method of training is that thetrainee may not have the freedom or opportunity
to express his own ideas.
Job Instruction: This method is also known astraining through step by step. Under this method,trainer explains the trainee the way of jobs, jobknowledge and skills and allows him to do thejob. The trainer appraises the performance of thetrainee, provides feedback and corrects the
trainee.
Committee Assignments: Under the committeeassignment, group of trainees are given andasked to solve an actual organization problem.The trainees solve the problem jointly. Itdevelops team work.
Off-the-Job training Methods
Under this method of training, trainee is separatedfrom the situation and his attention is focused uponlearning the material related to his future jobperformance. Since the trainee is not distracted by jobrequirements, he can place his entire concentration forfreedom of expression for the trainees. Off-the-Jobtraining methods are as follows:
Vestibule training: In this method, actualwork conditions are simulated in a class room.Material, files and equipment those are used injob performance are also used in training. Thistype of training is commonly used for trainingpersonnel for clerical and semi-skilled jobs. Theduration of this training ranges from days to a
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few weeks. Theory can be related to practice inthis method.
Role Playing: It is defined as a method ofhuman interaction that involves realistic behavior
in imaginary situations. This method of traininginvolves action, doing and practice. Theparticipants plays the role of certain characters,such as the production manager, mechanicalengineer, superintendents, maintenanceengineers, quality control inspectors, foreman,workers and the like. This method is mostly usedfor developing interpersonal interactions andrelations.
Lecture Method: The lecture is a traditional anddirect method of instruction. The instructororganizes the material and gives it to a group oftrainees in the from of a talk. To be effective, thelecture must motivate and create interest amongthe trainees. An advantage of lecture method isthat direct and can be used for a large group oftrainees. Thus costs and time involved are
reduced . The major limitations of the lecturemethod is that it does not provide for transfereffectively.
Conference or discussion: It is a method intrainining the clerical, professional andsupervisory personnel. This method involves agroup of people who pose ideas, examine andshare facts, ideas and data , test assumptions,and draw conclusions, all of which contribute tothe improvement of job performance. Discussionhas the distinct advantage over the lecturemethod in that the discussion involves two-waycommunication and hence feedback is provided.
Programmed Instruction: In recent years thismethod -has become popular. The subject-matterto de learned is presented in a series of carefullyplanned sequential units. These units are
arranged from simple to more complex levels ofinstruction. The trainee goes through these units
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by answering questions or filling the blanks. Thismethod is expensive and time consuming.
The Training procedure :
One of the better personnel programme to come outWorld War II was the Training Within the Industry (TWI)programme of the War Manpower Commission. This wasbasically a supervisory training programme to make up
for the shortage of civilian supervisory skills during thewar. One of the parts of this programme was the jobinstruction training course, which was concerned withhow to teach? The training procedure discussed below isessentially an adoption of the job instruction trainingcourse, which has been proved to have a great value.
The important steps in training procedure are:
Preparing the Instructor: The instructor mustknow both the job to be taught and how to teachit. The job must be divided into logical parts sothat each can be taught at a proper time withoutthe trainee losing plan. For each part one shouldhave in mind the desired technique of instruction,that is, whether a particular point is best taughtby illustration, demonstration or explanation.
Preparing the Trainee: As in interviewing, the firststep in training is to attempt to place the traineeat ease. Most people are somewhat nervous whenapproaching an unfamiliar task. Though theinstructor may have executed this trainingprocedure, many times he or she never forgets itsnewness to the trainee. The quality of empathy isa mark of the good instructor.
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Getting Ready to Teach: This stage of theprogramme is class hour teaching involving thefollowing activities:
Planning the programme.
Preparing the instructors outline. Do not try to cover too much material. Keep the session moving along logically. Discuss each item in depth. Repeat, but in different words. Take the material from standardized texts when
it is available.
Presenting the Operation: There are variousalternative ways of presenting the operation,explanation, demonstration etc. An instructormostly uses these methods of explanation. In
addition one may illustrate various pointsthrough the use of pictures, charts, diagrams andother training aids. Demonstration is an excellentdevice when the job is essentially physical innature.
Follow-up: The final step in most trainingprocedure is that of following-up. When people
are involved in any problem or procedure, it isunwise to assume that things are alwaysconstant. Follow-up can be adapted to a variablereinforcement schedule as suggested in thediscussion of learning principles. The follow-upsystem should provide feed-back on trainingeffectiveness and on total value of training
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Model for Feedback onTraining
Suitability for new
assignment Measurement oftraining
performance
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Employeesperformance
resent ob
Employeeidentified fortrainin
Trainingprogramme
Measurement ofactual job
performance
Employeefor newassignment
Employeeafter training
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Advantages of Training
The contributions of imparting training to acompany should be readily apparent. The major valuesare:
Increased Productivity
Heightened Morale
Reduced Supervision
Reduced Accidents
Increased Organizational stability
Evaluation of TrainingProgramme
The specification of values forms a basis forevaluation. The basis of evaluation and the mode ofcollection of information necessary for evaluation shouldbe determined at the planning stage. The process of
training has been defined as any attempt to obtaininformation on the effects of training performance, andto assess the value of training in the light of thatinformation. Evaluation leads to controlling andcorrecting the training programme. Hamblin suggestedfive levels at which evaluation of training can take place.
Reaction: Training programme is evaluated on thebasis of trainees reaction to the usefulness of
coverage of the matter, depth of the course content,method of presentation, teaching methods etc.
Learning: Training programme, trainers abilitytrainee ability are evaluated on the basis of quantityof content learned and time in which it is learnedand learners ability to use or apply, the content helearned.
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Job Behavior : This evaluation includes the mannerand extent to which the trainee has applied hislearning to his job.
Organization : This evaluation measures the of
training, learning and change in the job Behaviourof the department/organization in the form ofincreased productivity, quality, morale , salesturnover and the like.
Ultimate value: It is the measurement of ultimateresult of the contributions of the trainingprogramme to the company gaols like survival,growth, probability etc.,
Feedback
Training evaluation information should beprovided to the trainer
and/or instructors, trainees and all other partiesconcerned for control,
correction and improvement of trainees activities.Further the training
evaluator should follow it up to ensure implementation ofthe evaluation
report at every stage. Feedback information can becollected on the basis of
questionnaire or through interview.
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Introduction INDUSTRY PROFILE
COMPANY PROFILE
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INTRODUCTION:
Hydraulics is a topic of Science and engineering
dealing with the mechanical properties of liquids.
Hydraulics is part of the more general discipline of fluid
power. Fluid machines provides the theoretical
foundation for hydraulics, which focuses on the
engineering uses of fluid properties
The word "hydraulics" originates from the Greek
word hydraulics which in turn originates from meaning
water organ which in turn comes i.e., Hydraulic fluids
are a large group of mineral oils, water-based or water
used as the medium in hydraulic systems.
INDUSTRY BACKGROUND
In the contemporary industrial world, fluid power
particularly the hydraulic branch of it is a magic world for
energy transmission. The application of fluid power is
causing many positive changes in the world around us.
The application of hydraulic control & drive systems has
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resulted in new designs & improved efficiency for
machines & installations. The use of fluid under pressure
to transmit power & to central intricate motions is
relatively modern & has had its greatest development in
recent years.
Industrial hydraulics in necessary it can move rapidly
in one part of its length & slowly in another. No other
medium combines the same degree of positive ness,
accuracy & flexibility maintaining the ability to transmit a
maximum of power in a minimum of bulk & weight.
PRODUCTS COVERED UNDER THE STUDY:
1. Pumps (Fixed volumes, Variable volumes)
2. Actuators
liner (cylinders)
Rotary (motors)
3. Control elements (Valves, pressure, flow & directional)
4. Accessories (Reservoirs, coolers, filters, storage units,
tanks, accumulators)
APPLICATIONS OF HYDRAULIC COMPONENTS & SYSTEMS:
Broadly the hydraulic products from application angle are
classified as under.
1. Industrial2. mobile
3. marine
4. aerospace
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INDIAN HYDRAULIC INDUSTRY:
The Indian hydraulic industry started in early 60s
primarily with an objective of import substitution of some
of the hydraulic products being used by the industry in
various applications. Since most of the Indian industries
have been set up, based up on the variety of
technological sources, the range of their specifications is
very wide. Due to this the range of products in the oil
hydraulic industry is also quite wide resulting in a very
small batch for every product. It is therefore difficult to
specify a minimum economically viable capacity for the
industry.
Indian hydraulic industry has to manufacture a large
variety of products with low volumes; the industry is not
able to use the modern high production lines. Most the
manufacturing with exception to some are currently
using general purpose machines with special tools and
some special purpose machines for specialized metal
cutting operations. Still the Indian industry has to adoptmany modern production methods.
HISTORICAL GROWTH OF INDUSTRY:
In terms of turnover the hydraulic industry seems to
have grown rapidly in the past ten years. While the
growth of turnover figures, which show a steep rise of
average over 18% per annum, the actual growth in terms
of production has not increased beyond 6 to 7% from the
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turnover figure, one may conclude that the drastic
change is being occurred in resulting from depreciation
of Indian rupee against dollar. .
MANUFACTURERS OF HYDRAULIC COMPONENTS
Wipro Limited Bangalore
BEML, Bangalore
Escorts Harrison Limited, Finland
GL Research Industries Limited, Ahmadabad
Dynamics Limited, Bangalore
L&T Limited (Earth Moving Machinery & HydraulicDivision) Bangalore
Oscar equipment private limited, Calcutta
Poly Hydraulic private limited, Belgium
Sai indira limited Bangalore
Vickers systems industrial limited Bangalore
INTERNATIONAL SCENARIO:
In connection with oil hydraulic technologies, it is
widely acknowledged that it is undergoing changes
mostly determining by the user sector that have
undergone revolutionary changes in their product
designs in the recent years. According to present
indications some of the changes in technology in respect
of designing materials & manufacturing as under:
1. Increased powers/weight ratio
2. increased system pressures
3. extensive use of manifold systems avoiding
extensive piping & relative leakage problems
4. reduced noise levels
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5. Increased use of proportional valve technology,
interfacing with electronics & micro processor
systems.
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Company
Profile
ABOUT WIPRO LIMITEDWIPRO INFRASTRUCTURE ENGINEERING
INTRODUCTION-BACKGROUND OF THE COMPANY
Wipro Infrastructure Engineering commenced its operations
in 1978 and has worked Single-Mindedly towards meeting
growing demand for world-class Hydraulic components in India.
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Starting with a plant in Bangalore for the manufacturing of
Hydraulic cylinders for industrial applications. Wipro has
considerably grown. This necessitated the setting up of a second
factory at Hindupur, about 80 kms from Bangalore to serve the
widening customer base, both in India and at abroad.
From a modest beginning the company has become the
largest provider of Hydraulic components and solutions. With the
experience gained in the development of Hydraulic cylinders and
others hydraulic components, the company is poised to position
itself as a global supplier of hydraulic products.
Wipro Infrastructure Engineering provides solutions ranging
from precision Engineered Products to value added services to
customer in industries that the core infrastructure sector-
ranging from. Construction, Mining Agriculture and Power to
steel plants ports. The products and service offerings include
high precision hydraulic cylinders, Valves, PTOs, complete
tipping solutions and system solutions for a wide range of
applications.
They are the largest Indian provider of precision engineered
hydraulics components and solutions. Some of the applications
are listed below.
Backhoe loaders,
Mini excavators and
Excavators,
Wheel loaders,
Dumpers,
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Dozers
Motor graders
Vibratory compactors rollers
Tipping trucks
Combine harvesters
Forklift trucks
Cranes
Blast hole rigs
Side discharge loaders
Load haul dumpers
Underground mining
Ports
Airports equipment
Dam gates
Injection moulding machines
Defence
Windmill
HINDUPUR PLANT
In 1995 a plant was set up in Hindupur to meet the increased
demands this plant produces Truck hydraulic components-
telescopic cylinders pumps, values accessories. Small size
cylinders for cranes, drill rigs and industries machine.
CHENNAI PLANT
As the other two branches lacked sea ports and the company
was incurring heavy transportation cost a new plant was opened
in Chennai on April 2006.
MANUFACTURING (BANGALORE PLANT)
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The companys approach to manufacture has been to build
quality into the process and thereby improve reliability of the
products. The manufacturing facilities are spread over different
plants ,based on the nature/size of the products to enable
effective grouping of machines
VERY SMALL CYCLINDER PLANT (VCP) makes very small cylinder
(bore
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Production planning
Master planning
Material requirement planning
Capacity requirement planning
Contract planning
EXECUTE
Equipment tracking
WIO/Product tracking
Data acquisition
Product information
Labour management
Vendor managed inventory
Configuration
CONTROL
Process control
Distributed control system
Batch control system
SCADA historian
MANAGE
Enterprise asset management
Quality management
Laboratory information management
Environment safety and health system
SUPPLY CHAIN MANGEMENT
The company provides solution a wide-ranging focus on
globalization and information management tools that integrates
procurement, operations and logistics from raw material to
customers satisfaction .such solution help manufacturers attain
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specific objectives such as lower inventory on time shipping
,better customer service or real time available to-promise(ATP).
The companys supply chain management solutions supports
every stage in the manufacturing value chain namely source,
make, move and sell.
SUPPLIER COLLABORATION
Sourcing planning
Lean supply
Spend optimization
Sourcing analytics
ADVANCED PLANNING AND SCHEDULING
Demand planning
Capacity planning
Production planning
Production scheduling
DISTRIBUTION MANAGEMENT
Inbound logistics
Yard management
Ware house management
Transportation management
Trade management
CUSTOMER FULFILLMENT
Demand forecasting
Clean order capture
Order tracking
Order fulfillment
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Order analytics
RETURNS MANAGEMENT
Returns authorization
Return tracking
Returns settlement
Return analytics
MISSION QUALITY
ISO 9000 and ISO 14000 in brief
The ISO 9000 families are among ISOs most widely known
standards ever.ISO 9000 and ISO 14000 standards are
implemented by some 634000 organization in 152 countries .ISO
9000 has become an international reference for quality
management requirements in business-to-business dealings and
ISO 14000 is well on the way to achieving as much ,if not more
,in enabling organizations to meet their environment challenges.
The ISO 9000 family is primarily concerned with Quality
management.
This means what the organization does to fulfill.
The customers quality requirements
Applicable regulatory requirements
Achieve continual improvement of its performance in
pursuit of these objectives
The ISO 14000 families are primarily concerned with
environmental management. This means what the organization
does to minimize harmful effects on the environment caused by
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its activities and to achieve continual improvement of its
environmental performance. The vast majority of ISO standards
are highly specific to a particular product, material or process.
However, the standards that have earned the ISO 9000 and ISO
14000 families a worldwide reputation are known as Generic
Management System Standards. Generic means that the same
standards can be applied
To any organization ,large or small, whatever its product
Including whether its product is actually a service.
In any sector of activity and
whether it is a business enterprise a public administration
or a government department
Generic also signifies that no matter what the
organizations scope of activity ,if it wants to establish a
quality management system, then such a system has a
number of essential features for which the relevant
standards of the ISO 9000 or ISO 14000 families provides
the requirements.
Management system refers to organization structure for
managing its processes or activities that transform inputs of
resources into a product or service which meet the organizations
objectives, such as satisfying the customers quality
requirements complying to regulations or meeting
environmental objectives.
QUALITYCOSTDELIVERYSERVICE.
Being located in Bangalore, which is a major engineering
research and Test Center in India, the company enjoys a lot of
advantages like.
A large pool of engineering talent.
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Skilled labour familiar with precision engineering processes.
Experienced sub-contractors/vendors.
Well established financial and banking network.
Easy access by air from all major cities in India and some
International connections as well.
Proximity to the Chennai International sea port.
The above factors, alone with the companys infrastructure
facilities ,provide the company an edge in terms of its ability to
deliver quality products that meet the stringent requirements of
customers. In addition the benefits of low labour, managerialand overhead costs allow the company to enjoy an effective low
cost-manufacture base, comparable to any international
manufacturer. Its not surprising then that more and more OEM
customers, including several reputed global manufactures, are
looking at the company, as a long term business partner.
COMPNYS COMMITEMENT AND ENDEAVOUR
Customer satisfaction and loyalty is key to the business growth.
The company therefore dedicated itself to walk the extra mile for
valued customers. With utmost respect to human Values the
company promises to serve their customers with Integrity
through a variety of innovation , value for money, products and
services by Applying Thought, day after day.
ENVIRONMENT, HEALTH AND SAFETY POLICY
The company takes environmental consciousness a step further
at the company .they believe that all in the company are
environments conscious and contribute to preserving nature( at
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a higher level) as well as danger-proofing their own respective
work area. All of us are responsible for conducting safe and
environmentally sound operations . fundamentally, this is in the
interest of their own and other quality of life. Therefore,
employees should consider the potential impact of the activity
products and services of the company on health and the
environment and take necessary measures, over and above
legal requirements to reduce such impact.
MAINTAINING AND MANAGING RECORDS
The purpose of this policy is to set forth an covey to the
companys business and legal requirements in managing record
including all recorded information regardless of medium
characteristics. records include paper documents, CDs.
computer hard disks, floppy disks, microfilms or laws, rules and
regulations required the company to retain certain records and
to follow specific guidelines in managing its records civil and
criminal penalties for failure to comply with such guidelines can
be severed from employees, agents, contractor to disciplinary
action up to and including termination of employment or
business relationship at the companys sole discretion
GLOBAL PRESENCE
With the deep commitment to quality and customer service
they offer value, which has made them the preferred source for
hydraulic components. Their expertise is built on over two
decades of experience of serving a wide range of customers
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globally, the customer base spans from Japan to Europe. Some
of the customers are listed below.
JCB
TELCON
CATERPILLAR
L &T CASE
TEREX
TEREX VECTRA
THAI KOBELCO
KUBOTA
BEML
HIL
PT KOMATSU
TATA MOTORS
ASHOK LEYLAND
ELCHER
MAHINDRA & MAHINDRA
KOMATSU FORKLIFT
CARRARO
CLASS RAND
REVATHIELMCO ELECON
TIL
ESCORTS
TRF
JINDAL
TATA STEEL SAIL
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MUKAND
SIMPLEX
FLAT
CONCAST
SMS DEMAG
NTPC
L&T DEMAG
ACC
TATA POWER
PRODUCT PROFILE
PRODUCT RANGE AND BUSINESS HEAD OF
CONSTRUCTION EQUIPMENT HYDRAULICS
The company is providing hydraulic solutions especially to
mobile OMEMS (Original Equipment Manufacturer).the company
has bundled world-class product like pumps, motors, values
,steering units offered by global OEMs like Kawasaki, Tejjin
Seiki, Eaton and Sun along with high quality Wipro cylinders to
offer a range of hydraulic products and solution.
A.CYLINDERS
The range of cylinders cover various segments as Construction
and Earthmoving Excavators
Dumper
Backhoe Loaders
Drill Rigs
Wheel Loaders
Motor Graders
DozersRoad Construction Machinery
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B.MATERIAL HANDING
CRANES
FORKLIFTS
C.FARM AND AGRICULTURE MACHINERY
Tractors
Combines
D.INDUSTRIAL MACHINERY
Steel plant
Presses
Dam Gates
E.TRUCK HYDRAULICS
The company developed truck hydraulic components specially
for mining and construction truck tippers. The range of truck
hydraulic component and the segment addressed are
TIPPER
Complete tipping system
a. Rear,2-way and 3-way tipping
b. Under-body
c. Front end
F.SPECIAL VEHICLES
a. Garbage compactors
b. Car carriers
c. Under-body
d. Front-end
G.TRUCK HYDRAULIC COMPONENTS INCLUDING
Telescopic cylinders
Axial Piston pumps
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Values
PTOs filters and other accessories
TIPPER BODIES
Special bodies designed and developed to meet various tipper
applications.
Wipro Limited is a multi-business corporation,
headquartered in Bangalore, India. For the year ending
31st March 2007, Wipro's revenues were USD 3.5 Billion.
Wipro is listed on the New York Stock Exchange and the
Bombay Stock Exchange.
Wipro Limited was incorporated in 1945 as Western
India Vegetable Products Limited under the Indian
Companies Act, VII of 1913, which is now superceded by
the Companies Act, 1956. Over the years, wipro ltd has
diversified into the areas of IT services, IT products and
Consumer Care & Lighting Products. In October 2000,
wipro ltd has raised gross aggregate proceeds of
approximately $131 million in U.S. public offering of
ADSs on the New York Stock Exchange.
Wipro incurred capital expenditure of Rs. 1,318
million, Rs. 2,626 million and Rs. 2,485 million ($ 50.89million) during the fiscal years ended March 31, 2000,
2001 and 01-02, respectively. These capital expenditures
were primarily incurred on new software development
facilities for our Global IT services business segment.
These capital expenditures also include Rs. 570 million
incurred on the expansion of wipro ltd corporate facilities
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in Bangalore over the course of the fiscal years ended
March 31, 2000 and 2001.WIPRO'S BUSINESSES
Besides Wipro Infrastructure Engineering, Wipro'sbusinesses are:
IT Service, Products and Business Process
Outsourcing
Consumer Care and Lighting
Healthcare Solutions ( includes a JV with GE)
COMPETITIVE STRENGTHS OF WIPRO:
The following are the principal competitive strengths:
Comprehensive range of IT services
World-class quality as measured by SEI-CMM and six
sigma initiatives
Services offerings in emerging growth areas
Broad range of research and development services
Global delivery model
Established track record with premier internationalcustomer base
Ability to access, attract and retain skilled IT
professionals
Robust systems and processes to support growth in
business
Broad distribution network and strong sales force inIndia
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Strong brand recognition in the Indian market
WIPRO BELIEFS (1971)
Respect the individual. People are our greatest
asset.
Achieve & maintain a position of leadership in
each of the businesses we are in
Govern individual and company relationships with
the highest standard of conduct & integrity
Serve our internal & external customers through
Defect free products, services & processes.
SPIRIT OF WIPRO
The Spirit of Wipro is the value of the Wipro the spirit is rooted in current reality, but it
also represents what Wipro aspires to be thus making it future active.
The spirit is an indivisible synthesis of all three statements. It means manifesting
intensity to win. Acting with sensitivity and Unyielding on integrity all the time.
Intensity to Win
Make customers successful
Team, Innovate, Excel
Act with Sensitivity
Respect for the individual
Thoughtful & Responsible
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Unyielding Integrity
Delivering on commitments
Honesty and fairness in action
WIPRO'S SUBSIDIARIES AND AFFILIATES
Spectra mind
Wipro Spectra mind Service Wipro Holding
Wipro info tech WiproTechnologies
Wipro consumer Care and lighting Wipro GEMedical systems
WIPRO INFRASTRUCTURE ENGINEERING
Wipro Infrastructure Engineering (formerly Wipro
Fluid Power) provides solutions ranging from Precision
Engineered Products to value added Services for
customers in industries that serve the core infrastructuresector - ranging from Construction, Mining, Agriculture
and Power to Steel Plants and Ports.
WIN product and service offerings include high
precision hydraulic cylinders, valves, PTO's, complete
tipping solutions and system solutions for a wide range
of applications. WIN is the largest Indian provider of
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precision engineered hydraulic components and
solutions.
WIN Partnership with global players
Kawasaki Precision Machinery, Japan - Pumps,
Motors & Valves for a range of applications.
Nabtesco Corporation, Japan - Motors & Valves for a
range of applications
Sun Hydraulics, USA - Screw-in cartridge valves &
manifolds.
Customer support & Distribution channel
Over 45 highly trained service personnel
28 customer support and distributor locations all
across India
'State of the art' Diagnostic equipment
On the spot problem solving and complaintresolution
For customers outside India, WIN provides customizedengineering service.
Customer of WIN:
JCB TELCON CATERPILLAR L&T CASE TEREX.
TEREX VECTRA THAI KOBELCO KUBOTA BEML.
HIL PT KOMATSU TATA MOTORS ASHOK LEYLAND.
MAHINDRA & MAHINDRA EICHER.
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KOMATSU FORKLIFT CARRARO CLAAS VOLTAS
GODREJ.
ATLAS COPCO INGERSOLL RAND REVATHI EIMCO
ELECON TIL.
ESCORTS TRF JINDAL TATA STEEL SAIL MUKAND
SIMPLEX FLAT.
Achievements of Wipros:
First Indian IT Service Provider to be awarded Gold-Level Status in Microsofts Windows
Embedded Partner Program.
Worlds largest independent R&D Services provider.
Worlds 1st PCMM Level 5 software company.
Worlds 1st IT Services Company to use Six Sigma.
The first to get the BS 15000 certification for its Global Command Centre.
Among the top 3 off shore BPO service providers in the world.
Only Indian company to be ranked among the Top 10 Global Outsourcing Providers in the
IAOP- Fortune Global 100 listings.
First company in the world to be certified in BS 7799 (2002) security standards.
IN WIPRO INFRA STRUCTURE ENGINEERING
LIMITED
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WiproInfrastructureEngineering
9B-10A,Phase1,PeenyaIndustrialArea
Bangalore-560058
India
Tele:+918041369100
Fax: +91 80 28396450
Another plant in Hindupur and Chennai, India. 4 plants in Sweden and one plant in Finland are
equipped to manufacture a variety of cylinders in the sizes and construction. Recently WIPRO
is planning to set up an new plant in Faridabad..
About Wipro
Wipro Technologies is a global services
provider delivering technology-driven business
solutions. Wipro is the No.1 provider of integrated
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business, technology and a process solution on a
global delivery is the Chairman Platform.
Azim Premjiof Wipro Technologies. He took over the mantle of leadership of Wipro
at his age of 21 in 1966. Under his leadership, the fledgling US$ 2 million hydrogenated cooking
fat company has grown to a US$1.76 billion IT Services organization serving customers across
the globe. Wipro is presently ranked among the top 100 Technology companies in the world. It
has 66,000+ employees, serves 592 clients, and has 46 development centers across globe.
HR organization chart for WIN
President ( Prathka)
Vice President HR(Rajiv Gosh )
General Manager (Annappa)
Executive recruitment(preethesh)
Executive administration(komala)
Manager, Employee Relation(prabhu)
Pay Roll Function (prashanth)
Executive training(roopa)
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MAN POWER:
In the Wipro Infrastructure Engineering ., the organization consists of 229 managementstaff, 164 non-management staff and 300 trainees .
For management employees the required qualifications are diploma/degree/post graduate in
engineering, degree/post graduate in commerce/HR/science/management
For non- management employees the required qualification are SSLC +ITI+NAC in different
technical trades with 18 months of company training at WIN
For trainees the required qualifications are SSLC+ITI+NAC in different technical trades
Uniforms and Identity Cards:
All non-management employees wear uniforms as prescribed. The company supplies
cloth material for two sets of uniforms. Once in a year, the stitching charges will be paid to the
employees as per the agreement .
Identify cards are given to all the employees. Swiping of the attendance card provided with
the identity card is a must for salary processing. In case of replacement of the cards the expences
should be borne by the individual concerned.
Information system:
Wipro Infrastructure Engineering ., maintains the speed and accurate information system.
The information will be sent through the mails .
Websites:
www.wipro.com provides information on products and processes and
contact details of wipro group of companies.
Manufacturing Technology:
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Wipro Industrial Engineering provides solutions managing from precision engineered
products to value added services for customers in industries that serve the core infrastructure
from construction mining, agriculture and power to steel plants and ports. It was a largest Indian
provider of Hydraulic components and solutions.
It employs state of the art technology for manufacturing across its facilities in Europe and India.
It strives towards improvement constantly bench marking against global standard in
manufacturing, Wipro has and best in class machinery is geared up to produce cylinders for vast
range of applications. Innovative sourcing methods and a robust vendor have complimented our
manufacturing efforts to deliver on time to customers.
Highly trained and skilled manpower compliment the high productivity machines to scale
up production to meet the growing global demand.
Product Designing:
Cutting edge technology is used in computation of fluid dynamics and finite element
analysis. Wipro extensively use Pro E and CAD including 2D, 3D pro1vechanica, Analysis and
wind chill PDM.
WIN design process involves capturing exhaustive customer inputs, providing design
proposals applying DFMEA and DOE, procures design through PFMEA and DOE, proto
development and reviews, extensive validation and type testing, fitment on equipment, function
and field trails, customer and field driven CAPA and finally to production release.
Quality
WIN manufacturing facilities are certified under ISO 9001 and ISO 14001. It has a
robust vendor quality system and selection process.
Corrosion resistance of piston rods measuring up to CASS 9.5 rating and cylinder
cleanliness of NAS level 9 (or) better demonstrates the high quality of our cylinders.
Quality Policy of the Organization
Wipro Infrastructure Engineering Is committed to growing its business and organization
by constantly endeavoring to make its customers successful.
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This we shall do by engaging and aligning with all stakeholders and living the spirit of
Wipro.
Our definition of quality is based on view of customers.
The two integral dimensions of quality are consistency and continuous improvement, we
will endeavors for constant execution and continuous improvement in all we do, and this will bereflected in the organization as our quest for organizational and operational excellence.
Environmental Health and Safety Policy
We at Wipro ltd and to achieve continues improvement in the areas of environmental
protection, employee health and safety though an integrate approach, which focus on people,
technology and facilities and is supported by management commitment.
We measure ourselves to monitor and drive execution of the policy. The key areas of
measurement are:
Risk and their mitigation
Incident and their resolution
Resource utilization, consumption and impact
Engagement of employees.
We accept the commitment of every member of wipro team to this policy in action
and intent.
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CHAPTER-2
RESEARCH
DESIGN
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Need for the study
Organizational goals can be achieved whenpeople put their best efforts. Rapid development intechnology and changing goals of organization has madetraining and development of employees inevitable. It hasnow been well accepted by all that training is needed byevery one in organization from top to bottom.
Training facilitates employees talent, skills.
Enables them to overcome the problems faced on the job.Training and development of employees is important dueto the following reasons.
To face competition in the world.
To increase the productivity.
To improve quality of products.
To fulfill the future needs of the consumer andcompany.
To improve organizational climate.
To meet the Shortage of skills.
Skilled and knowledge people are always onshort supply. Alternatively they are too costly to hirefrom outside. The best alternative is to improve skillsand knowledge of existing employees through trainingand development.
Training is not something that isdone once to new employees . It is a continuousprocess for the good health of organisations .
Further,this will help in meeting technologicalchanges, automation requires, updating the skills andknowledge.
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OBJECTIVES OF STUDY
To study the effectiveness of the training atpresent.
To study the techniques used to identify thetraining needs.
To know the employee feeling towards theeffective working of the training department.
To find out some measures to enhance theeffectiveness of training
To determine the current avenues for thedevelopment.
To identify the specific requirements of the
training needs of
wipro.
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SCOPE FOR THE STUDY
The current study is intended to understandthe employee
training process at WIPRO the study explores the viewsexpressed by the
respondents about the adequacy of existing training anddevelopment
system.
The study is conducted after taking employeeconsiderations at
WIPRO INFRASTRUCTURE ENGINEERING
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LIMITATION OF THE STUDY :
The study is limited due to the time constraints.
The analysis depends on the data provided bythe respondents through the questionnaire aswell as company.
Lack of time on the part of the employees fordetailed interaction.
Availability of the information on HumanResource management and its confidentiality isalso a limiting factor. Some of the informationlike performance Appraisal reports andconfidential report cannot be kept open forothers to study
RESEARCH METHODOLOGY
TYPE OF RESEARCH:
The research conducted is descriptive andanalytical. As each and every concept about employee
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satisfaction has been described it is descriptive and it isanalytical because it is trying to know the level ofsatisfaction to analyze it and give suggestions andconclusion.
SAMPLING TECHNIQUE:
The sampling technique adopted israndom sampling that is few employees are selectedrandomly and were interviewed to understand issuesspecific to the organization .This process is known asdiscovery phase is part of our standard methodology
.Feedback from these interviews are incorporated in thequestionnaire. The method of sampling adopted israndom sampling.
SAMPLE SIZE:
The sample size selected for the study was 50employees and the response was obtained from all the 50employees.
SAMPLE DESCRIPTION:
The sample size selected for the study was 50employees comparising both from management and non-management .the respondents age group was between20 to 45 and service period ranging from 2 to 7 years.
INSTRUMENTATION TECHNIQUE:
The study was conducted by personal interview withthe employees. The questionnaire was distributed amongthe employees of the company.
The instrumentation technique used in this project was:
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1. Structured questionnaire
2. Personal interaction
3. Observation
SOURCES OF DATA:
PRIMARY DATA:
Primary data was collected fromemployees of the company. To collect primary datastructured and instructed questionnaires wereadministered to the employees to suit the objectives of
the study. Primary data was collected as fallows
Questionnaire Personal interview Observation
SECONDARY DATA:
Study of the existing system through companyrecords Discussion with the human resource manager andemployees studying companys human resource manuals andHR policies company websites Reference books
LIMITATIONS OF THE STUDY
1. Due to the time constraint the sample size
was limited to 50
2. The field study is restricted to the policies
adopted by the organization
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PLAN OF ANALYSIS:
1. Collection of primary and secondary data secondarydata from the sample size and media respectively.
2. The data was processed, so that they can be suitablyrepresented.
3. Tabulation and graphs of the various data weremade.
4. The conclusions were drawn based on theinterpretation made.
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CHAPTER-5
Data analysis
&Interpretation
1. Training and Development atWipro
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excellent
23%
good
60%
better
10%
best
7% excellent
good
better
best
Interpretation :-
From the above table 23% of the respondentsfeelthat the Training and development in wipro is Excellent,
60% of the respondents feel that it is Good, 10% of theRespondents feel that it was Better, 7% of therespondentsfeel that it was Best.
Opinion No. of
Employees
Percentages
Excellent 7 23
Good 18 60
Better 3 10
Best 2 7
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2). Awareness of trainingobjective/purpose at thebeginning of the session
0
5
10
15
20
25
30
Series1 26 3 1 0
strongly
agreeagree disagree
not
applicable
Interpretation:-From the above table 10% of the
respondents feel that the scope for discussing thetrainingobjective prior to he session was strongly agree, 87% oftherespondents feel that it was agree, 3% 0f therespondentsfeel that it was disagree.
Opinion No. of Employees
percentage
Strongly agree 26 10
agree 3 87
Disagree 1 3
Not applicable 0 0
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3). Use of the training programmeto improve commitment.
Opinion No of
employees
%
Strongly agree 8 27
Agree 20 67
Dis agree 1 3
Not applicable 1 3
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Interpretation:-Form the above table 67% of the respondents
strongly agreed that the training programme has helpedthem to improve their work method, 27% of therespondentspartly agree, 3% of the respondents are disagree, 3% of
therespondents are not applicable.
4). Availability of opportunity and
time for discussion
opinion No of employees
%
Strongly agree 6 20
Agree 18 60
Dis agree 3 10
0%0%0%0% 27%
67%
3%3%
strongly agree
agree
dis agree
not applicable
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Not applicable 3 10
Interpretation:-From the above table we can infer that the
20%of the respondents strongly agreed that there isavailability ofopportunity and time for discussion, 60% of therespondent arepartly agree, 10% of the respondent are disagree, 10% of
therespondents are not applicable.
5).Purpose of trainingprogrammes at wipro
Opinions No of employees
%
To achieveorganizational goals
4 13
To achieve personal
goals
3 10
Both 23 77
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Interpretation:-From the above table we can infer that
the13% of the respondents that the purpose of trainingprogramme at wipro was to achieve organizational goals,10% of the respondents feel that to achieve personalgoals,77% of the respondents feel that to achieve both.Purpose of training programmes at wipro
6).Feed back to Know individualdevelopment
Opinion No ofemployees
%
Strongly agree 5 17
Agree 21 70
Disagree 4 13
Not applicable 0 0
64
17%
70%
13% 0% Strongly agree
Agree
Disagree
Not applicable
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Interpretation:-From the above table we can infer that the 17%
of therespondents strongly agreed that there is opportunityexits forfeedback of knowing , 70% of the respondents are partlyagree,13% of the respondents are disagree.
7).The training programmes helpsto develop career
opinions No of
employees
%
Strongly
agree
16 53
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Agree 14 47
Disagree 0 0
Not
applicable
0 0
Interpretation:-
From the above table we can infer that the 53% of therespondents strongly agreed that training programmes help todevelop career , 47% of the respondents are partly agree.
8).Ideas/ concepts and skillscovered in training programme arerelevant to job
opinions No of
employees
%
Strongly
agree
9 30
Agree 18 67
Disagree 1 3
Notapplicable
0 0
66
53%47%
0%
0%
strongly agreeagree
disagree
notapplicable
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Interpretation:-From the above we can infer that the 30% of
therespondents strongly agreed that ideas/concepts andskillscovered in training programme are relevant to the job,67% ofthe respondents are agreed, 3% of the respondents aredisagree.
9).Relevance of course material used in
training programme
Opinion Respondent %
Excellent 7 23
Good 14 47
Satisfactory 9 30
Poor 0 0
67
32%
64%
4% 0%
strongly agree
agree
disagree
not applicable
23%
47%
30%
0%
excellent
goog
satisfactory
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Interpretation:-
From the above table 23% of the respondentsfeel
that the aids and course material used in the trainingprogramme was Excellent, 47% of the respondents feelthatit was good,30% of the respondents feel that it wassatisfa
10).Require more trainingprogramme than which they areoffering
opinion respondents %
Yes 21 70
No 9 30
68
21
9
0%
10%
20%
30%40%
50%
60%
70%
80%
90%
100%
1
no
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Interpretation:-
Form the above table we can infer that 70% oftherespondents feel require more training programme than
which they are offering, 30% of the respondents feel thatnoneed of more training programme which they areoffering.
11). Method of Training needsidentification
Interpretation:
From the above table we can infer that 20% of the
Opinions Respondents %
Oral feedback 6 20
Discussion betweenyou and the superior
10 34
Based on performanceappraisal
10 34
Based on yourassessment for trainingneeds
4 12
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respondents feel that training needs are identifiedaccordingto oral feedback, 34% of the respondents feel thataccordingto discussion between them and the superior based on
performance appraisal, 12% of the respondents feel thatbased on their assessment for training needs.
12). The company respond to newinnovation and up comingtechnologies
Interpretation:-From the above table we can infer that 53% of the
respondents feel that company respond new innovationsand
up coming technologies, 47% of the respondents feelthat up
opinions Respondents %
Yes 16 53
To some extent 14 47
No 0 0
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to some extent company responds.
13). The training programmesduring holidays
opinions Respondents %
Yes11
37
To some extent 1033
No 9 30
Interpretation:-From the above table we can infer that 36% of the
respondents prefer attending the training programme
during holidays, 34% of the respondents prefer up tosomeextent, 30% of the respondents does not prefer.
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14).Percntage of Behavioral andtechnical changes after the trainingprogramme
Interpretaion:
From the above table we can infer that 11% oftherespondents feel that there is 100% change after thetrainingprogramme, 55% of the respondents feel 75% change,23%of the respondents feel ~50% change, 11% of therespondentsfeel 25% change
opinions Respondents %
100% change 3 11
75% 16 55
~50 6 23
25 3 11
No change 0 0
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15). Method of training
Interpretation:
From the above table we can infer that 70% oftherespondents intrested on-the-job training method and30%of the respondents intrested off-the-job training method.
opinion Respondents %
On-the-Job training 21 70
Off-the-Job training 9 30
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16).Training is a mode ofmotivation
Interpretation:
From the above table we can infer that 47% oftherespondents feel that training is mode of motivation,33% ofthe respondents feel that up to some extent, 20% of therespondents feel that training is not a mode ofmotivation.
opinions Respondents %
Yes
14 47
To some extent 10 33
No 6 20
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17).Superiors-Subordinaterelationships
Interpretation:
From the above table we can infer that 30% oftheRespondents feel that superior-subordinate relations areExellent, 70% of the respondents feel that good.
opinion respondent %
Excellent 9 30
Good 21 70
Poor 0 0
Cant say 0 0
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18).The training programme timingdisturbs the normal Works
Interpretation:-
From the above table we can infer that 47% ofthe
respondents feel that training programme timingsdisturbesthe normal works.
opinions Respondents %
Yes14 47
No 16 53
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CHAPTER-5
Findings&
Suggestions
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1. The training and development program at wipro isgood.
2. The respondents felt that the inputs (or) materialprovided in the
training program were use full to their job.
3. The maximum number of the employees told thatthemselves
Increased their performance level.
4. By the training and development the employeesmorale will
Increase.
5. It is found and agreed that the ideas/concepts andskills
Covered in this training programme are relevant to
the job. This
shows that majority of the respondents havereceived the training
program, which is relevant to the job.
6. With regard to course material provided during thetraining
Program of respondents are satisfied with thecourse material
Provided to them.
7. 60% of the respondents feel that there wassufficient scope for
discussing the objective of the training programprior to the
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session.
8. Most of the employees feel that there was sufficient
opportunity for feedback
9. It is found that the training program conducted hashelped
majority of respondents to improve their workmethods.
10. With regard to the facilities provided at thetraining
program majority of are satisfied with the facilitiesprovided
to them.
11. By the training and development theemployees morale will
increase.
12. 50% of the respondents feel that companyresponds new
innovation and up coming technologies.
13. Some of the respondents feel that trainingprogram disturbs
the normal work.
14. 70% of the respondents feel that superior-subordinate
relations was Good.
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15. Most of the respondents require more training
programmes, what there are providing.
Suggestion: The organization must conduct training programs on
a regular basis.
Training must be subject oriented and mostlyconcentrating on
the job related aspects so as to help the employeein improved
performance.
Organization must see to that the training calendarshould be
circulated to all the departments working andevery one as most
of the unaware of the training calendar.
Wipro must preferably follow a fixed format forselecting the
employees and also employees and also the
training programs.
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As training is a form of motivation managementmust motivate
employees and encourage them for must makingthem feel
interested to take up the training program.
The firm must try to implement job analysis and jobrotation on a
regular basis as it helps improving the employeeseffectiveness.
Job specification in the organization is very muchneed so as to
reduce duplication of work and employees canconcentrate on
the specific work allocated to them.
The corporation has to incorporate a feed backsystem from the
customer to analyze the performance of theemployee.
The corporation must also device a policy for jobrotation, which
will improve the skills of the employees and alsohelps them
abreast of the latest technologies and also keeps
in touch with a
all areas of operatic the organization.
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Conclusion:Training and development is strategic in the
human resource
management practices because today employees havehigh expectations about
Their jobs in such situations training will createawareness, positive attitude
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and better way of doing things thereby achieving anoverall growth of an
individual. By this he produces quality and services and
there by creating a
name for the company.
Training has bee imparted with an objective toenhance three facts of
the personality viz., knowledge, skills and Behaviour.Training is very
powerful tool for comprehensive and all encompassingdevelopment of the
individual in the organization.
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Annexure
TRAINING AND DEVELOPMENT
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QUESTIONNAIRN
I, SHARADA.M a student of SAMBHRAM ACADEMY OFMANAGEMENT STUDIES. As affiliated to Bangalore University. As a
part of the academic curriculum it is my obligation to project work tofulfill my Bachelor degree. I am here to fill this questionnaire.
Name :Age :Gender :Experience :Department :
1.Is there a proper training and development strategy at Wipro
a) Strongly b) agreec) disagree d)not application
2.Training programmed increases your commitment towards role
a) Strongly agree b) agreec) Disagree d) not applicable
3. There was sufficient opportunity and time set aside for discussiona) Strongly agree b) agreec) Dis agree d) not applicable
4. What is the purpose of training programs at WIPRO?
a) To achieve organizational goalsb) To achieve personal goals
5. There was sufficient opportunity given for feedback of knowing?
a) Strongly agree b) agreec) Disagree d) not applicable
6.Do you feel that training programmes help in developing your skills?
a) Strongly agree b) Agreec) Disagree d) Not applicable
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7 .The ideas/concepts and skills covered in training programme are relevant
to the job?
a) Strongly agree b) agree
c) Strongly Disagree d) not applicable
8.The aids and course material used in the training program are
a)Excellent b)good
c) Satisfactory d) poor
9.Do you require more training programme than which they are offering.
a) Yes b) No
10How the training needs are identified?
a) Oral feed backB) Discussion between you and the superiorc) Based on performance appraisald) Based on your assessment for training needs
11. Does the company respond new innovations and up coming
Technologies?
a) Yes b) c) no
12. Do you prefer attending the training programs during holidays for self-development?
a) Yes b) c) no
13. The behavioral and technical changes in you after the trainingProgramme
a) 100% change b) 75% change
c) 50% d) 25%
e) Any others specify________
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14. Which method of training is good according to you?
a) On the job training b) off the job training.
15. Training is a mode of motivation
a) Yes b) no
16. How do you feel about superiors subordinate relations?
a) Excellent b) goodc) Poor d) cant say
17. Does the training programme timing disturbs the normalWorks
a) Yes b) no
18. In last one year do you feel that you have attend a sufficientNumber of courses to meet your professional and personnelDevelopment needs
a) Yes b) no c) other
19. What is the percentage of development after training?
- 10% 20%
- 30-50% 50%-100%
- Others specify _________________
20. Where you satisfied with the training given to you?
Yes NO
21. what are the effects of training on the performance?
30%-50 % 50%-75%
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75%-90% 90%-100%
23. Was the training given according to the need of the job?
Yes no
23. Is there anything else you would like to comment on in regardsto current learning and training opportunities or suggestions forFuture areas of training and development?______________________________________________________________________________________________________________________________________________________
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BIBLIOGRAPHY
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Bibliography
Personnel management - Lathanair and NG Nair Organizational behavior - K. Ashwathappa Human resource management - P. Subbarao
Web sites:
www.sarelog.com www.wipro infrastructure engineering ltd
www.gooogle com www.jobsatisfaction.com
www.yahoo.com
http://www.sarelog.com/http://www.wipro/http://www.jobsatisfaction.com/http://www.sarelog.com/http://www.wipro/http://www.jobsatisfaction.com/