Training and Development Wipro Edited
Training and Development Wipro Edited
INDRODUCTION TO HRM Human Resources is an asset, whose value keeps on increasing with the time. The value of the asset is increased through Performance Appraisal. It is the responsibility of the manager to organize proper Performance Appraisal programmes and lead the employees towards progress. The effectiveness of the prime motive depends not only on their own development, but also on the skills and capabilities through which they also contribute towards the organizational goal. MEANING AND CONCEPT OF HUMAN RESOURCE MANAGEMENT Human resource is of paramount importance in the success of any organization. The human resource of the organization represent one of its largest investments. The value of human resource of an organization frequently becomes evident when the organization is sold. Often the purchase price is greater that the total value of the physical and the financial assets of the organization, this difference is sometimes called goodwill, partially the value of the organization human resources. In addition, the investment of an organization in its human resources can be tremendous. Recruiting, selection and training represents some of the more obvious human resources development, which is concerned with all aspects of managing the human resources of an organization. More specifically, human resources management involves determining the organization human resources needs, recruiting and selecting the best available employees, developing, counseling and rewarding employees, acting as a liaison with unions and government organization 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 B Flippo as the planning organizing, directing and controlling of
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procurement, development, compensation, integration, maintenance and separation of human resources to the end of those individual organizational and social objectives are accomplished. SCOPE OF HUMAN RESOURCE MANAGEMENT The scope of Human Resource Management is indeed vase. All major activities in the working life of a worker-from the time of his or her entry into an organization until he or she leave-come under the purview of Human Resource Management. Specifically, the activities included are HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appappraisald job evaluation, employee and executive remuneration, 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 of management apply to human resources management also that of planning, organizing, motivation and controlling. In addition to this it performs 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.
Human resource management does not confine itself to the selection of right type of persons of right jobs. It helps to build a team spirit, where employees satisfy their aspirations by developing themselves and contribute to the accomplishment of organizational goals. Employees have a sense of accomplishment in and through their work. Employees will have a high sense of belongingness towards their organization and work place. Employees feel that they are respected, as individuals and their contribution are valued. Employees will have a feeling to enhance their competence and perform more challenging and satisfying tasks. Employees will enjoy their work. Instead of spending time satisfying their needs, employees will contribute to organizational tasks and goals. ROLE OF HR The overall role of the HR function is to enable the organization to achieve its objectives by taking initiatives and providing guidance and support on all matters relating to its employees. The basic aim is to ensure that Management deals effectively with everything concerning the employment and development of people and the relationship that exist between management and the workforce. A further key role for the HR 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 to realize 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 it must be proactive. It supports and promotes business solutions that take advantage of opportunities stemming from business issues just as it must find solutions to apparent constrains. Three principal themes of the 21st Century corporate perspective are Globalization, Decentralization and Empowerment.
INTRODUCTION
head and that actually being viewed by the individual sub ordinates. The main purpose of the training and development is not only an activity that is described but 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 and knowledgeable work force .training and development is vital for any organization because, it induces skills and knowledge to its employees to face and adjust themselves to the present need of the organization. Today world has become very dynamic that is todays world is not tomorrows world. It has been changing very frequently because of frequent changes in customers needs and preferences. For any organization customer is the king, to meet the customer expectation the company has to adopt itself or change itself. For this the company has to adopt new technology and new resources, which requires equally talented employees. To upgrade the employees skills knowledge to the present needs company has to provide training and development to its employees. Every organization needs to have well-trained and experienced people to perform the activities that have to be done. Training, a key practice is critical to the implementation of several competitive strategies. The important lesson is that human resources represent a competitive advantage that can increase profits when managed wisely. To meet these requirements the current and potential job occupation are given training. One of the most important activities of HRM department is training. The technique of training has been a key factor and a major to achieve the objectives of human resources management. Management is a effective and efficient utilization of man, money, machine etc., to accomplish the organization objectives and goals through people. The purpose of training is to develop the abilities and goals through people. The purpose of training is not only to develop the abilities of an satisfy
current and future needs, it supplement education and to train 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 in any undertaking. In this rapidly changing and fast moving economy there is a need for training and retraining. Training should be given to train the minds of the employees to attack the problems in the right perspective and to achieve ultimate solution. So training is provided to human resources in order to enable them to adapt to new changes in scenario and acquaint them with the work methods. Training and development in a rapidly changing society , is not only an activity that is desirable but also an activity that an organization must commit resources to, if it is to maintain a viable and knowledge work force.
Importance of Training:The first essential point of any business is survival. To stay in Business in a competitive world requires increase in productivity. To increase productivity, workers have to be trained in the use of the system. Increased productivity and quality can be achieved by making the workers themselves more skillful.
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Training and development is one of the things, which ensure the survival. Training helps in change. The change can be Business change, Customers change, Need change and circumstances change. It helps to increase the market value and security and moulds the employees attitude to help them to cooperate with the company and to create greater loyalty towards it through training. Hence training is essential for healthy administration of the industry.
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 technology. To improve organizational climate. To improve health and safety.
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Aim of Training & Development:The aim of training is to define the output variables more specifically. Measure of the capabilities of the employees in the context of the current and the future job, which increase the possibility of their employability in the context of their business. Full utilization of the talents of the manpower and the development of these Resources. Prevent obsolescence. Extent to which employees are trained to manage well the system of the company. The adaptability to the changing requirements of the company. Bring in continuous improvements in the organization.
Need for Training:Every organization big or small, productive or non-productive, economic or social, old or newly established should provide training to all employees irrespective of their qualification, skill, suitability for the job etc. Thus, no organization can choose whether or not to train employees. Training is not something that is done once to new employees; it is used continuously in every well run establishment. 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 the following reasons: To match the employee specification with the Job requirement and organizational Needs. Organizational Viability and the Transformation Process. 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. 2. Coaching 3. Job instruction or 4. Training through Step-by-step 5. Committee Assignments
1. Vestibule training 2. Role playing 3. Lecture Methods 4. Conference or Discussion 5. Programmed Instruction
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Job Rotation: This type of training involves the movement of the trainee from one job to another. The trainee receives job knowledge and gains experiences from his supervisor or trainee in each of the different job assignment. Though this method of training is common in training managers for general management positions, trainees can also be rotated from job to job in workshop jobs. This methods given an opportunity to the trainee to understand the problems of employees on other job and respect them. Coaching: The trainee is placed under a particular supervisor functions as a coach in training the individual. The supervisor provides who feedback to the trainee on his performance and offers him some suggestions for
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improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas. Job Instruction: This method is also known as training through step by step. Under this method, trainer explains the trainee the way of jobs, job knowledge and skills and allows him to do the job. The trainer appraises the performance of the trainee, provides feedback and corrects the trainee. Committee Assignments: Under the committee assignment, group of trainees are given and asked to solve an actual organization problem. The trainees solve the problem jointly. It develops team work.
Vestibule training:
In this method, actual work conditions are simulated in a class room. Material, files and equipment those are used in job performance are also used in training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from days to a
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Role Playing:
It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action, doing and practice. The participants plays the role of certain characters, such as the production manager, mechanical engineer, superintendents, maintenance engineers, quality control inspectors, foreman, workers and the like. This method is mostly used for developing interpersonal interactions and relations. Lecture Method: The lecture is a traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainees in the from of a talk. To be effective, the lecture must motivate and create interest among the trainees. An advantage of lecture method is that direct and can be used for a large group of trainees. Thus costs and time involved are reduced . The major limitations of the lecture method is that it does not provide for transfer effectively. Conference or discussion: It is a method in trainining the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine and share facts, ideas and data , test assumptions, and draw conclusions, all of which contribute to the improvement of job performance. Discussion has the distinct advantage over the lecture method in that the discussion involves two-way communication and hence feedback is provided. Programmed Instruction: In recent years this method -has become popular. The subject-matter to de learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction. The trainee goes through these units
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by answering questions or filling the blanks. This method is expensive and time consuming.
The Training
procedure :
One of the better personnel programme to come out World War II was the Training Within the Industry (TWI) programme of the War Manpower Commission. This was basically a supervisory training programme to make up for the shortage of civilian supervisory skills during the war. One of the parts of this programme was the job instruction training course, which was concerned with how to teach? The training procedure discussed below is essentially an adoption of the job instruction training course, which has been proved to have a great value. The important steps in training procedure are:
As in interviewing, the first step in training is to attempt to place the trainee at ease. Most people are somewhat nervous when approaching an unfamiliar task. Though the instructor may have executed this training procedure, many times he or she never forgets its newness to the trainee. The quality of empathy is a mark of the good instructor.
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Getting
Ready to Teach: This stage of the programme is class hour teaching involving the following 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 various alternative ways of presenting the operation, explanation, demonstration etc. An instructor mostly uses these methods of explanation. In addition one may illustrate various points through the use of pictures, charts, diagrams and other training aids. Demonstration is an excellent device when the job is essentially physical in nature. The final step in most training procedure is that of following-up. When people are involved in any problem or procedure, it is unwise to assume that things are always constant. Follow-up can be adapted to a variable reinforcement schedule as suggested in the discussion of learning principles. The follow-up system should provide feed-back on training effectiveness and on total value of training
Follow-up:
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Feedback
on
Training programme
Employee for new Suitabilityassignment for new assignment Measurement of training performance
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Advantages
of Training
The contributions of imparting training to a company should be readily apparent. The major values are: Increased Productivity Heightened Morale Reduced Supervision Reduced Accidents Increased Organizational stability
Evaluation of Programme
Training
The specification of values forms a basis for evaluation. The basis of evaluation and the mode of collection of information necessary for evaluation should be determined at the planning stage. The process of training has been defined as any attempt to obtain information on the effects of training performance, and to assess the value of training in the light of that information. Evaluation leads to controlling and correcting the training programme. Hamblin suggested five levels at which evaluation of training can take place. Reaction: Training programme is evaluated on the basis 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 ability trainee ability are evaluated on the basis of quantity of content learned and time in which it is learned and learners ability to use or apply, the content he learned.
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Job Behavior : This evaluation includes the manner and extent to which the trainee has applied his learning to his job. Organization : This evaluation measures the of training, learning and change in the job Behaviour of the department/organization in the form of increased productivity, quality, morale , sales turnover and the like. Ultimate value: It is the measurement of ultimate result of the contributions of the training programme to the company gaols like survival, growth, probability etc.,
Feedback
Training evaluation information should be provided to the trainer and/or instructors, concerned for control, trainees and all other parties of trainees activities.
evaluator should follow it up to ensure implementation of the evaluation report at every stage. Feedback information can be collected 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 power. with Fluid for the mechanical properties the of liquids. Hydraulics is part of the more general discipline of fluid machines hydraulics, provides which theoretical on the foundation focuses
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.
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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. .
Dynamics Limited, Bangalore L&T Limited (Earth Moving Machinery & Hydraulic Division) 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 designs determining in the by the user sector in that to have undergone revolutionary recent changes years. their product present
According
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
use
of
valve micro
technology, processor
with
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Company
Profile
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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 sectorranging from. Construction, Mining Agriculture and Power to steel plants ports. The products and service offerings include high precision hydraulic cylinders, Valves, 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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PTOs,
complete
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 componentstelescopic 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<70mm)in large volumes for applications such as tractors, Forklifts truck.etc SMALL CYCLINDER PLANT (SCP) produces small Cylinders(bore<100mm)typically used in Bachoe Loaders, wheel loaders, forklifts trucks,etc LARGE CYCLINDER PLANTS(LCD) cater the requirement bigger (bore>200mm) are longer cylinders such as those used in presses, Dam Gates, Steel plants and large construction equipments PISTON ROD PLANT (PRP) feeds piston rod to the various cylinder plants. MANUFACTURING OPERATIONS The company focus in manufacturing operations help build tighter , faster and less costly connections in core production and shop floor processes .this involves translating the demand plan from advanced planning system into a detailed production plan, using the production plan to schedule detailed shop floor operations using techniques such as MRPII,managing actual execution of operations on the shop floor and controlling raw material and WIP inventory through the production the production process and the entire management of assets for maintenance ,repair and operation. PLAN Demand planning
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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 9000 has ever.ISO become 9000 an and ISO 14000 standards for are implemented by some 634000 organization in 152 countries .ISO international reference 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 pursuit of these objectives
Achieve continual improvement of its performance in 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, requirements such as satisfying to the customers or quality meeting complying regulations
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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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, managerial and 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 records information include regardless of medium CDs. characteristics. paper documents,
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 REVATHI ELMCO 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, 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 Dozers Road Construction Machinery
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Tejjin
Seiki, Eaton and Sun along with high quality Wipro cylinders to
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 $131 million in U.S. public offering of ADSs on the New York Stock Exchange. Wipro incurred capital expenditure of Rs. 1,318 million, Rs. 2,626 million and Rs. 2,485 million ($ 50.89 million) 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's businesses are:
IT
Service,
Products
and
Business
Process
Outsourcing
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.
Act with Sensitivity Respect for the individual Thoughtful & Responsible
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Wipro GE
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precision solutions.
engineered
hydraulic
components
and
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 complaint resolution
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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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.
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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 Premji of 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.
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 management staff, 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
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.
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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 be reflected in the organization as our quest for organizational and operational excellence.
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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To increase the productivity. To improve quality of products. To fulfill the future needs of the consumer and company. To improve organizational climate. To meet the Shortage of skills.
Skilled and knowledge people are always on short supply. Alternatively they are too costly to hire from outside. The best alternative is to improve skills and knowledge of existing employees through training and development. Training is not something that is done once to new employees . It is a continuous process for the good health of organisations . Further,this will help in meeting technological changes, automation requires, updating the skills and knowledge.
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OBJECTIVES
OF
STUDY
To study the effectiveness of the training at present. To study the techniques used to identify the training needs. To know the employee feeling towards the effective working of the training department. find out some measures effectiveness of training the current to enhance the
To
To determine development.
avenues
for
the
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RESEARCH METHODOLOGY
TYPE OF RESEARCH: The research conducted is descriptive and analytical. As each and every concept about employee
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satisfaction has been described it is descriptive and it is analytical because it is trying to know the level of satisfaction to analyze it and give suggestions and conclusion.
SAMPLING TECHNIQUE: The sampling technique adopted is random sampling that is few employees are selected randomly and were interviewed to understand issues specific to the organization .This process is known as discovery phase is part of our standard methodology .Feedback from these interviews are incorporated in the questionnaire. The method of sampling adopted is random sampling. SAMPLE SIZE: The sample size selected for the study was 50 employees and the response was obtained from all the 50 employees.
SAMPLE DESCRIPTION: The sample size selected for the study was 50 employees comparising both from management and nonmanagement .the respondents age group was between 20 to 45 and service period ranging from 2 to 7 years.
INSTRUMENTATION TECHNIQUE: The study was conducted by personal interview with the employees. The questionnaire was distributed among the 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 from employees of the company. To collect primary data structured and instructed questionnaires were administered 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 company records Discussion with the human resource manager and employees studying companys human resource manuals and HR 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 secondary data from the sample size and media respectively. 2. The data was processed, so that they can be suitably represented. 3. Tabulation and graphs of the various data were made. 4. The conclusions were drawn based on the interpretation made.
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CHAPTER-5
Data analysis
& Interpretation
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No. of Employees 7 18 3 2
Percentages 23 60 10 7
excellent 23%
good 60%
best
Interpretation :From the above table 23% of the respondents feel that the Training and development in wipro is Excellent, 60% of the respondents feel that it is Good, 10% of the Respondents feel that it was Better, 7% of the respondents feel that it was Best.
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30
25
20
15
10
strongly agree 26
agree 3
disagree 1
not applicable 0
Series1
Interpretation:From the above table 10% of the respondents feel that the scope for discussing the training objective prior to he session was strongly agree, 87% of the respondents feel that it was agree, 3% 0f the respondents feel that it was disagree.
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61
3%3% 0% 27% strongly agree agree dis agree not applicable 67%
Interpretation:Form the above table 67% of the respondents strongly agreed that the training programme has helped them to improve their work method, 27% of the respondents partly agree, 3% of the respondents are disagree, 3% of the respondents are not applicable.
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Not applicable
10
Interpretation:-
20% of the respondents strongly agreed that there is availability of opportunity and time for discussion, 60% of the respondent are partly agree, 10% of the respondent are disagree, 10% of the respondents are not applicable.
% 13 10 77
Interpretation:-
the 13% of the respondents that the purpose of training programme at wipro was to achieve organizational goals, 10% of the respondents feel that to achieve personal goals, 77% of the respondents feel that to achieve both. Purpose of training programmes at wipro
No of employees 5 21 4 0
% 17 70 13
Strongly agree Agree
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Interpretation:-
of the respondents strongly agreed that there is opportunity exits for feedback of knowing , 70% of the respondents are partly agree, 13% of the respondents are disagree.
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14 0 0
47 0 0
Interpretation:From the above table we can infer that the 53% of the respondents strongly agreed that training programmes help to develop career , 47% of the respondents are partly agree.
0% 0%
47%
53%
8).Ideas/ concepts and skills covered in training programme are relevant to job
opinions Strongly agree Agree Disagree Not applicable No of employees 9 18 1 0
66
% 30 67 3 0
4%
64%
Interpretation:From the above we can infer that the 30% of the respondents strongly agreed that ideas/concepts and skills covered in training programme are relevant to the job, 67% of the respondents are agreed, 3% of the respondents are disagree.
Respondent 7 14
47% 23%
% 23
excellent
47 goog 30 poor
9 0
satisfactory
Interpretation:From the above table 23% of the respondents feel that the aids and course material used in the training programme was Excellent, 47% of the respondents feel that it was good,30% of the respondents feel that it was satisfa
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 1
no 21 yes
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Interpretation:Form the above table we can infer that 70% of the respondents feel require more training programme than which they are offering, 30% of the respondents feel that no need of more training programme which they are offering.
Interpretation:
From the above table we can infer that 20% of the
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respondents feel that training needs are identified according to oral feedback, 34% of the respondents feel that according to discussion between them and the superior based on performance appraisal, 12% of the respondents feel that based on their assessment for training needs.
From the above table we can infer that 53% of the respondents feel that company respond new innovations and up coming technologies, 47% of the respondents feel that up
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Interpretation:-
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 to some extent, 30% of the respondents does not prefer.
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Interpretaion:
From the above table we can infer that 11% of the respondents feel that there is 100% change after the training programme, 55% of the respondents feel 75% change, 23% of the respondents feel ~50% change, 11% of the respondents feel 25% change
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Interpretation:
From the above table we can infer that 70% of the respondents intrested on-the-job training method and 30% of the respondents intrested off-the-job training method.
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Interpretation:
From the above table we can infer that 47% of the respondents feel that training is mode of motivation, 33% of the respondents feel that up to some extent, 20% of the respondents feel that training is not a mode of motivation.
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17).Superiors-Subordinate relationships
opinion Excellent Good Poor Cant say respondent 9 21 0 0 % 30 70 0 0
Interpretation:
From the above table we can infer that 30% of the Respondents feel that superior-subordinate relations are Exellent, 70% of the respondents feel that good.
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Interpretation:From the above table we can infer that 47% of the respondents feel that training programme timings disturbes the normal works.
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CHAPTER-5
1. The training and development program at wipro is good. 2. The respondents felt that the inputs (or) material provided in the training program were use full to their job.
3. The maximum number of the employees told that themselves Increased their performance level. 4. By the training and development the employees morale will Increase.
5. It is found and
skills Covered in this training programme are relevant to the job. This shows that majority of the respondents have received the training program, which is relevant to the job. 6. With regard to course material provided during the training Program course material of respondents are satisfied with the
Provided to them. 7. 60% of the respondents sufficient scope for feel that there was
session.
8. Most of the employees feel that there was sufficient opportunity for feedback 9. It is found that the training program conducted has helped majority of respondents to improve their work methods. 10. With regard to the facilities provided at the training program majority of are satisfied with the facilities provided to them. 11. By the training and development the employees morale will increase. 12. 50% of the respondents feel that company responds new innovation and up coming technologies. 13. Some of the respondents feel that training program disturbs the normal work. 14. 70% of the respondents feel that superiorsubordinate relations was Good.
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15.
Suggestion:
The organization must conduct training programs on a regular basis.
the job related aspects so as to help the employee in improved performance. Organization must see to that the training calendar should be circulated to all the departments working and every one as most of the unaware of the training calendar.
Wipro must preferably follow a fixed format for selecting the employees and also employees and also the training programs.
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As training is a form of motivation management must motivate employees and encourage them for must making them feel interested to take up the training program. The firm must try to implement job analysis and job rotation on a regular basis as it helps improving the employees effectiveness. Job specification in the organization is very much need so as to reduce duplication of work and employees can concentrate on the specific work allocated to them.
The corporation has to incorporate a feed back system from the customer to analyze the performance of the employee. The corporation must also device a policy for job rotation, which will improve the skills of the employees and also helps 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 have high expectations about Their jobs in such situations awareness, positive attitude
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training
will
create
and better way of doing things thereby achieving an overall 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 to enhance three facts of the personality viz., knowledge, skills and Behaviour. Training is very powerful tool for comprehensive and all encompassing development of the individual in the organization.
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Annexure
QUESTIONNAIRN
I, SHARADA.M a student of SAMBHRAM ACADEMY OF MANAGEMENT STUDIES. As affiliated to Bangalore University. As a part of the academic curriculum it is my obligation to project work to fulfill 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 c) disagree b) agree d)not application
2.Training programmed increases your commitment towards role a) Strongly agree c) Disagree b) agree d) not applicable
3. There was sufficient opportunity and time set aside for discussion a) Strongly agree b) agree c) Dis agree d) not applicable
4.
What is the purpose of training programs at WIPRO? a) To achieve organizational goals b) To achieve personal goals
5.
There was sufficient opportunity given for feedback of knowing? a) Strongly agree c) Disagree b) agree d) not applicable
6.Do you feel that training programmes help in developing your skills? a) Strongly agree c) Disagree
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7 .The ideas/concepts and skills covered in training programme are relevant to the job? a) Strongly agree c) Strongly Disagree b) agree d) not applicable
8.The aids and course material used in the training program are a)Excellent c) Satisfactory b)good 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 back B) Discussion between you and the superior c) Based on performance appraisal d) 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 selfdevelopment? a) Yes b) c) no
13. The behavioral and technical changes in you after the training Programme a) 100% change c) 50% b) 75% change d) 25%
14. Which method of training is good according to you? a) On the job training b) off the job training.
16. How do you feel about superiors subordinate relations? a) Excellent c) Poor 17. b) good d) cant say
Does the training programme timing disturbs the normal Works a) Yes b) no
18. In last one year do you feel that you have attend a sufficient Number of courses to meet your professional and personnel Development needs a) Yes b) no c) other
10% 30-50%
20% 50%-100%
20. Where you satisfied with the training given to you? Yes 21. NO
50%-75%
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 regards to current learning and training opportunities or suggestions for Future areas of training and development? __________________________________________________ __________________________________________________ __________________________________________________
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BIBLIOGRAPHY
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Bibliography
Web sites: www.sarelog.com www.wipro infrastructure engineering ltd www.gooogle com www.jobsatisfaction.com www.yahoo.com
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