Training and Development Wipro Edited

8/2/2019 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

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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

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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

39
http://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dateshttp://www.secinfo.com/dr6nd.32k2.htm#Dates


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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


65/90

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


67/90

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

poor


68/90

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

yes


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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


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


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.


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.


Yes14 47

No 16 53

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CHAPTER-5

Findings&

Suggestions

Findings:77


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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/

Documents

Training and Development Wipro Edited