SUMMER TRAINING REPORT pallvi.docx

SUMMER TRAINING REPORT

ON

TRAININGAND DEVELOPMENT

AT

HCL INFOSYSTEM LTD.

(Rudrapur)

For the Partial fulfillment of the degree of the “Master of business Administration” (M.B.A),A.I.M.C.A, Lamachaur, Haldwani.

Submitted To: Submitted By:

Miss Namita Khulbe Pallvi Chanchal

MBA – III SEM

Amrapali Group Of

Institute, Haldwani

PREFACE

The summer training provides a student with an opportunity to understand in full, the real life

– working environment, which is a bit different from theory classes. The environment may

differ according to setup and ideology of the organization but knowledge gained in winter

training is always useful in future carrier development.

I had an opportunity to undergo two month training at HCL infosystem Ltd. at Rudrapur for

my summer training project on the topic entitled Recruitment & Selection Process

I have tried my best to arrange and write down the report in a good & systematic way. I

hope that the outcomes of the report will help the organization in making decision

regarding the above mention topic.

ACKNOWLEDGEMENT

A project is essential need for any professional course. Project makes a student eligible for

developing good skills, and makes deep sense for working in an organization. Project also

helps in generating new ideas and to present it. I thank to my institute who provide me this

opportunity.

I would like to take this opportunity to express my gratitude towards all those people who

have helped me in the successful completion of the project; I would also like to express my

sincere gratitude towards our project guide ‘Namita khulbe’ For his constant guidance and

help provided at every step in completion

I am especially thankful to ‘ Ms. NAMITA KHULBE ( Head –HR )’ As under their

guidance I came to know about many of the work in theortical is completely different sort of

tasks due to which I come to know about the various things that takes place in H.R process of

the company.

PALLAVI CHANCHAL

STUDENT DECLARATION

I hereby declare that my project report entitled “TRAINING & DEVELOPMENT” written & submitted by me under the guidance of Ms.“Namita khulbe’’ is my original work.

The empirical findings in the report are based on the data collected myself. While preparing

this project I have not copied anything from any source or other project submitted for the

similar purpose.

Pallavi chanchal

CONTENT PAGE

Student Declaration

Preface

Acknowledgement

Introduction

Importance of training and development

TRAINING AND DEVELOPMENT OBJECTIVES

Types of Training

Steps in the Training & Development Process Benefits of Training to the Employers Company Profile

HCL Global

Conclusion

Bibliography

CHAPTER 1

OBJECTIVES OF STUDY

.

CHAPTER 2

COMPANY PROFILE

COMPANY’S STATEMENTS

Vision Statement

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

Mission Statement

“To provide world-class information technology solutions and services to enable our customers to serve their customers better"

Quality Policy Statement:

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

COMPANY PROFILE

Born in 1976, HCL has a 3-decade rich history of inventions and innovations. In 1978,HCL developed the first indigenous microcomputer at the same time as Apple and 3 years beforeIBM's PC. During this period, India was a black box to the world and the world was a black boxto India. This microcomputer virtually gave birth to the Indian computer industry. The 80's sawHCL developing know-how in many other technologies. Hal’s in-depth knowledge of Unix ledto the development of a fine grained multi-processor Unix in 1988, three years ahead of Sun andHP.HCL's R&D was spun off as HCL Technologies in 1997 to mark their advent into thesoftware services arena. During the last eight years, HCL has strengthened its processes andapplied its know-how, developed over 28 years into multiple practices - semi-conductor,operating systems, automobile, avionics, bio-medical engineering, wireless, telecomtechnologies, and many more. Today, HCL sells more PCs in India than any other brand, runs Northern Ireland's largest BPO operation, and manages the network for Asia's largest stock exchange network apart from designing zero visibility landing systems to land the world's most popular airplane.HCL Info systems Ltd are one of the pioneers in the Indian IT market, with its origins in 1976.For over quarter of a century, we have developed and implemented solutions for multiple marketsegments, across a range of technologies in India. We have been in the forefront in introducingnew technologies and solutions.In the early 70’s a group of young and enthusiastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. Shiv nadir andfive of his colleagues got together and 1975 set up a new company MICROCOMP to start with;they started to capitalize on their marketing skills. Micro comp marketed calculators and within a few month of starting operation, the company was out selling its major competitors. On 11th August 1976 HINDUSTAN COMPUTERS LIMITED was incorporated as joint venture between the entrepreneurs and UPSCE, with an initial equity of Rs.1.83 Lacs.

HCL INFOSYSTEMS LTD.

HCL began an excitingjourney more than three decades ago with a dream to give India its very own microcomputer. The sheer clarity of vision and hard work led to a revolution and laid a foundation for the Indian IT industry, which has today acquired a distinct position amongst major economies in the world. Today HCL is a USD 6.2 billion global enterprise and Ajai Chowdhry one of the founder members has been the key force in driving the growth of HCL and today leads, HCL Infosystems the flagship company.

HCL Infosystems, the flagship company of the HCL enterprise, had a turnover of Rs. 400.6 crores (USD 85 million) in 1994 which underwent tremendous growth to become Rs. 10,901 crores (USD$ 2.4 billion) today. Employing - 7762 people, the company has today emerged not only as the country’s information-enabling powerhouse but a great place to work with industry accolades and awards received year after year.

HCL Infosystems has a long standing history of being involved ever since the inception of the IT Industry in the country. When government was seeking collaboration, HCL Infosystems were one of the first to partner in laying down the IT infrastructure in India from something as basic as introducing a computer in the remotest part of the country. In a developing country like ours where we are leapfrogging to match the pace of developed global economies, ICT is rapidly becoming the core of any intelligent infrastructure and HCL Infosystems has developed customised & efficient system integration solutions designed to fuel the Indian growth engine. With relentless efforts to fuel the PC market, HCL Infosystems has been acting as a catalyst for affordable & economical computing.

Today HCL Infosystems has become one of the leading System Integration Company in the country, implementing several turnkey Systems and Networking Integration projects nationwide and across most of the vertical business segments. HCL Infosystems is uniquely poised today in the market making it the only company with India as its primary focus, offering state of the art technology solutions to empower a host of Defence, Homeland Security frameworks, social sectors and government schemes for Nation building. HCL Infosystems has being powering numerous projects across sectors like Defence, Homeland Security, Airport & Railways Intelligent Infrastructure, Telecom, Banking, Public Distribution System, E-governance, Education, NREGA etc. With global expansion and sharing best practices with the world and in particular developing markets, the company is today strategically expanding in markets like Middle East, Southeast Asia and Africa. The company has developed more than 30 IP products to serve different segments of the markets backed by various hardware and software services.

HCL today has India's largest vertically integrated computer manufacturing facility with over three decades of electronic manufacturing experience & HCL desktops is the largest selling brand into the enterprise space. With India’s largest ICT services network that reaches to every corner of India, HCL’s award winning Support Services makes it the preferred choice of enterprise and consumers alike. HCL Infosystems has a 100% subsidiary that addresses the physical security technology system integration market. The subsidiary leverages technology to build a security framework called ‘Safe State’ that safe guard’s life, infrastructure & society.

HCL ADVANTAGES

HCL Info systems (HCLI) draws it's strength from 30 years of experience in handling the ever changing IT scenario , strong customer relationships, ability to provide the cutting edge technology at best-value-for-money and on top of it, an excellent service & support infrastructure. Today, HCL is country's premier information enabling company. It offers one-stop-shop convenience to its diverse customers having an equally diverse set of requirements.

Be it a large multi-location enterprise, or a small/medium enterprise, or a small office or a home, HCLI has a product range, sales & support capability to service the needs of the customer.

Last 30 years apart from knowledge & experience have also given us continuity in relationship with the customers, thereby increasing the customer confidence in us.Our strengths can be summarized as:

Ability to understand customer's business and offer right technology. Long standing relationship with customers. Pan India support & service infrastructure. Best-vale-for-money offerings.

Technology Leadership

HCL Infosystems is known to be the harbinger of technology in the country. Right from our inception we have attempted to pioneer the technology introductions in the country either through our R&D or through partnerships with the world technology leaders.

Using our own R&D we have:

Created our own UNIX & RDBMS capability (in 80s). developed firewalls for enterprise & personal system security. launched our own range of enterprise storage products. launched our own range of networking products.

We strive to understand the technology from the view of supporting it post installation as well. This is one of the key ingredients that go into our strategic advantage.

HCL Infosystems has to its claim several technology pioneering initiatives. Some of them are:

Country's first DeskTop PC - BusyBee in 1985. Country's first branded home PC - Beanstalk in 1995. Country's first Pentium 4 based PC at sub 40k price point. Country's first Media Center PC.

Quality at HCL Infosystems Ltd

The history of structured quality implementation in HCL Infosystems began in the late 1980s with the focus on improving quality of its products by using basis QC tools and Failure Reporting and Corrective Active Systems (FRACAS). We also employed concurrent engineering practices including design reviews, and rigorous reliability tests to uncover latent design defects.

In the early 90s, the focus was not merely on the quality of products but also the process quality systems. Our manufacturing unit at NOIDA was certified initially to ISO 9002:1994 by Bureau Veritas Certification in 1994 and later on to ISO 9001:1994 in 1997. As of now, all our manufacturing units are certified by Bureau Veritas Certification as per ISO 9001:2000 and ISO 14001: 2004

In early 1995, a major quality initiative was launched across the company based on Philip B. Crosby's methodology of QIPM (Quality Improvement Process Management). This model was selected to because it considered the need and commitment by an organization to improve but more importantly, the individual's need towards better quality in his personal life.

Under our Quality Education System program, we train our employees on the basic concepts and

tools of quality. A number of improvement projects have been undertaken by our employees, whereby process deficiencies and bottlenecks are identified, and Corrective Action Projects (CAPs) are undertaken. This reduces defect rates and improves cycle times in various processes, including personal quality.

We have received MAIT's 'Level II recognition for Business Excellence' for our initiatives in the Information Technology Industry, adding another commendation to our fold. MAIT's Level II recognition is based on the 'European Foundation for Quality Management' (EFQM), for gaining quality leadership and business competitiveness.

Our certifications / awards in 2003 include ISO 9001-2000 by Bureau Veritas Certification for our InfoStructure Services and award of First Prize by ELCINA (Electronic Component Industries Association) for Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers (Leadership & Management commitment, Resource Management, Product Realisation, Measurement Analysis & Improvement) and Results (Product Quality, Customer / Stake holder satisfaction , Business results).

The tryst for continuous quality improvement is never-ending in HCL Infosystems. We always strive to maintain high quality standards, which help us fulfill our mission to provide world-class information technology solutions and services, to enable our customers to serve their customers better.

HCL GLOBAL:

Among the top 5 service providers in short span of 7 years

HCL tops growth rate among IT leaders today Only organization with full servicerange:

IT infrastructure, Applications & BPO Services.

Multi Service delivery capacity - large transformational deals.

Pioneers of Modern computing - at the frontiers of Technology.

CHAPTER 3

TRAINING AND DEVELOPMENT

INTRODUCTION

The HR functioning is changing with time and with this change, the relationship between

the training function and other management activity is also changing. The training and

development activities are now equally important with that of other HR functions. Gone

are the days, when training was considered to be futile, waste of time, resources, and

money. Now a days, training is an investment because the departments such as, marketing

& sales, HR, production, finance, etc depends on training for its survival. If training is not

considered as a priority or not seen as a vital part in the organization, then it is difficult to

accept that such a company has effectively carried out HRM. Training actually provides

the opportunity to raise the profile development activities in the organization.

To increase the commitment level of employees and growth in quality movement

(concepts of HRM), senior management team is now increasing the role of training. Such

concepts of HRM require careful planning as well as greater emphasis on employee

development and long term education. Training is now the important tool of Human

Resource Management to control the attrition rate because it helps in motivating

employees, achieving their professional and personal goals, increasing the level of job

satisfaction, etc. As a result training is given on a variety of skill development and covers a

multitude of courses.

Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business; the

role of HR professionals in training has been widened.

HR role is now:

1. Active involvement in employee education

2. Rewards for improvement in performance

3.Rewards to be associated with self esteem and self worth

4. Providing pre-employment market oriented skill development education and post

employment support for advanced education and training

5. Flexible access i.e. anytime, anywhere training

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to improves the

efficiency and effectiveness of organization.

It is concerned with improving the existing skills and exploring the potential skills of the

individual i.e. upgrading the employees’ skills and extending their knowledge. Therefore,

training is a key to optimizing utilization human intellectual technological and

entrepreneurial skills.

Training and Development referred to as:

Acquisition and sharpening of employees capabilities that is required to perform various

obligations, tasks and functions.

Developing the employees capabilities so that they may be able to discover their

potential and exploit them to full their own and organizational development purpose

Developing an organizational culture where superior subordinate relationship, team

work, and collaboration among different sub units are strong and contribute to

organizational wealth, dynamism and pride to the employees.

DEVELOPMENT DEFINED

It helps the individual handle future responsibilities, with less emphasis on present job

duties.

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of

employees.

Training is activity leading to skilled behavior.

• It’s not what you want in life, but it’s knowing how to reach it

• It’s not where you want to go, but it’s knowing how to get there

• It’s not how high you want to rise, but it’s knowing how to take off

• It may not be quite the outcome you were aiming for, but it will be an outcome

• It’s not what you dream of doing, but it’s having the knowledge to do it

• It's not a set of goals, but it’s more like a vision

It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current

situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through

professional development.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resource that further helps the employee to achieve the

organizational goals as well as their individual goals.

Development of Human Resources – Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical and

behavioral skills in an organization. It also helps the employees in attaining personal

growth.

Development of skills of employees – Training and Development helps in increasing

the job knowledge and skills of employees at each level. It helps to expand the horizons of.

Productivity – Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

Team spirit – Training and Development helps in inculcating the sense of team work,

team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within

the employees.

Organization Culture – Training and Development helps to develop and improve the

organizational health culture and effectiveness. It helps in creating the learning culture

within the organization.

Organization Climate – Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from

leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality of work and

work-life.

Healthy work environment – Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual

goals aligns with organizational goal.

Health and Safety – Training and Development helps in improving the health and

safety of the organization thus preventing obsolescence.

Morale – Training and Development helps in improving the morale of the work force.

Image – Training and Development helps in creating a better corporate image.

Profitability – Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and

carrying out organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display.

IMPORTANCE OF TRAINING OBJECTIVES

• Training objectives are one of the most important parts of training program. While some

people think of training objective as a waste of valuable time. The counterargument here is

that resources are always limited and the training objectives actually lead the design of

training. It provides the clear guidelines and develops the training program in less time

because objectives focus specifically on needs. It helps in adhering to a plan.

• Training objective tell the trainee that what is expected out of him at the end of the

training program. Training objectives are of great significance from a number of

stakeholder perspectives,

1.Trainer

2.Trainee

3.Designer

4.Evaluator

• Trainer – The training objective is also beneficial to trainer because it helps the trainer

to measure the progress of trainees and make the required adjustments. Also, trainer comes

in a position to establish a relationship between objectives and particular segments of

training.

• Trainee – The training objective is beneficial to the trainee because it helps in reducing

the anxiety of the trainee up to some extent. Not knowing anything or going to a place

which is unknown creates anxiety that can negatively affect learning. Therefore, it is

important to keep the participants aware of the happenings, rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make the

training successful. The objectives create an image of the training program in trainee’s

mind that actually helps in gaining attention.

Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving

those goals is much higher than the situation in which no goal is set. Therefore, training

objectives helps in increasing the probability that the participants will be successful in

training.

• Designer – The training objective is beneficial to the training designer because if the

designer is aware what is to be achieved in the end then he’ll buy the training package

according to that only. The training designer would then look for the training methods,

training equipments, and training content accordingly to achieve those objectives.

Furthermore, planning always helps in dealing effectively in an unexpected situation.

Consider an example; the objective of one training program is to deal effectively with

customers to increase the sales. Since the objective is known, the designer will design a

training program that will include ways to improve the interpersonal skills, such as verbal

and non verbal language, dealing in unexpected situation i.e. when there is a defect in a

product or when a customer is angry. Therefore, without any guidance, the training may

not be designed appropriately.

• Evaluator – It becomes easy for the training evaluator to measure the progress of the

trainees because the objectives define the expected performance of trainees. Training

objective is an important to tool to judge the performance of participants.

• Training as Consultancy

Training consultancy provides industry professional to work with an organization in

achieving its training and development objectives.

• Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is in

customer education, while only 42 percent of the market is in employee education.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to that, there

are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn,

enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing

individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the

organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to

the needs and challenges of the society.

Objectives of Training

Improve the efficiency of workforce

Make workers multi-skilled and flexible

Introducing a new process or new machinery

Reduce wastage of material and time

Adapt to change

Types of Training

Induction Training

It involves introducing a new employee to its work environment. Usually, it includes

introduction to colleagues,

explaining the firm’s activities,

procedures followed in the organisation,

explaining the organisational structure,

place of working etc.

On the Job training:

A worker gets training by watching a more experienced worker doing

the job. It is common for unskilled and semi-skilled jobs. Thus the worker gets trained while he is performing his regular duties.

Off the job training:

This is when a worker goes away from the place of work to attend a special course. The training can be in the form of a seminar, workshop or a college course. Off the job training is usually conducted for managerial level employees.

Steps in the Training & Development Process

An organization must study current business needs and fill positions with employees who match those needs. Unfilled needs are met through recruitment and placement of new workers. Employee training and development assessments help an organization understand its manpower needs so that it can meet present operational requirements. A long-term plan includes building employee skills to prepare them to satisfy future operational needs.

Initial Assessment

The training and development process begins when a new person gets hired. An human resource specialist or a manager must assess a new employee's training needs and write a professional development plan to address those needs in the first year. A new employee's first year is crucial to determining if he is suited to the position.

Training

The training process continues when an employee goes to in-house and external training programs. Each learning situation should help an employee move from her present skill level to a desired skill level. Although learning activities vary, an employee should exit all experiences more skilled or knowledgeable in the subject matter.

Development

Once an employee receives training at the onset of a job, he needs time to develop himself in his position. His supervisor monitors his progress to ensure that he can apply his training and other skills and abilities to perform the job well. A supervisor might add additional training programs to his individual plan during the first year.

Feedback

Feedback is another important step in the process. An employee's supervisor needs to determine if the employee is succeeding. For example, if he performs customer service tasks, a supervisor can get feedback from customers and compare it to data from other workers in the same position. A supervisor then offers feedback and coaching to the employee so he can improve.

Evaluation

At the end of every year, an employee's training and development plan plays a part in the formal evaluation process. A supervisor considers whether training and development opportunities have helped an employee succeed. The overall ratings on the evaluation determine if she continues in her job. An employee can also be proactive in asking for feedback in the year following the first appraisal. If she continues, her training plan is updated for the next year. She must improve over the next year and in subsequent years. Through this process, she develops into a better asset to the organization.

Benefits of Training to the Employers:-

1. Faster Learning of New Skills:-Training helps the employees to reduce thelearning time of their employees and achieve higher standards of performance. The

Employees need not waste time in learning by observing other if a formal training

Program exists in the organization. The qualifies instructors will help the new

Employees to acquire the skills and knowledge to do particular jobs quickly.

2. Increased Productivity:-Training increases the skill of the new employer in while

Performing a particular job. An increased skill level usually helps in increasing both

quantity and quality of output. Training can be of great help even to the existing

employees, It helps them to increase their level of performance on their permit job

assignments and prepares them for future assignments.

3. Standardization of Procedures:-Training can help the standardization of

operating procedures, which can be learnt by the employees. Standardization of

work procedure makes high levels of performance rule rather than exception.

4. Lesser Need for Supervision:-As a generalization it can be stated safety thattrained employees need lesser supervision. Training does not eliminate the needfor supervision but it reduces the need for detailed and constant supervision.

5. Economy of Operations:-Trained personnel will be able to make better andeconomical use of the materials and the equipments and reduce wastage. Also thetrained employees reduce the rate of accidents and damage to machinery andequipment’s.

6. High Morale:-The morals of employees is increased if they are given propertraining. A good attitude towards organizational activities generates bettercooperation and greater loyal with the help of training. Complaints, turnoverreduced among the employees.

7. Managerial Development:-The top management can identify the talent, who canbe groomed for handling position of responsibility in the organizations.

Benefits of Training to Employees:-

1. Increasing Confidence: Training creates a feeling of confidence in the minds of

employees, who feel comfortable while handling newer challenge; It gives a feeling

of safety and security to them at the work place.

2. New Skills:-Training develops skills, which serves as a valuable personal asset of

a worker. It remains permanently with the worker himself.

3. Higher Earnings:-are consequences of career development. A highly trained

employee can command high salary in the job market and feel more contended.

4. Career Advancement:-The Manager can develop their skills to take up higher

challenges and work in newer job dimensions such as exercise leads to the career

development of the employee, who can more up the corporate hierarchy faster.

5. Resilience to change:-in fast changing times of today, training develops

adaptability among workers, The employees feel motivated to work under newer

circumstances and do not feel threatened to resist any change.

6. Increased Safety:-Trained workers handle the machine safety. They also know

the use of various safety devices in the factory, thus they are less prove to accidents.

Various methods of training

1. On the job Training:-under this method, the worker is given training at the work

Place.By this immediate supervisor. In other words the workers learning is the

actual work environment. It is based on the principle of learning by doing. It is most

effective method. It is also known as workers or operative training method.

On the job training method divide into 3 parts:-

(A)Vestibule Training:-Vestibule means a cabin and the term evestibule training. Is use

to designate training in a cabin from semi-skilled jobs. It is more suitable where a large

number of employees have to be trained at the same time for the same kind of work.,

where this method is used there should be well qualified instructor in change of training

programme.

There is the emphasis tends to be on learning rather than production. It is frequently used

to be on learning rather than production. It is frequently used to train clerks, machine

operators, typists etc.

Visible training consists of expert and specialist instructors. The trainees avoid confusion

and pressure of the work situation and concentrate on training.

Advantages:-

(i) Theoretical & practical training

(ii) Systematic Method

Disadvantages:-

(i) Costly Method

(ii) Artificial environment may create the adjusted problem for the trainees

when they return to the place of job.

(B) Apprenticeship Training:-programme are more inclined towards education than

merely on the vocational training under this both knowledge and skills in doing a jobs or a

serves of related jobs are involved.

The government of various countries including India, have passed laws which make it

obligatory for certain classes of employers to provide apprenticeship training to the young

people. The usual apprenticeship programme combine on the job training and explain

experience with class rool instruction particular subjects.

Advantages:-

(i) improvement in valuable skill

(ii) Increase in Loyalty

(iii) Give stipend to trainees

Limitations:-

(i) Experience Technique

(ii) More time consuming 2 to 7 year.

C. Internship Training:-Under this method of training, the educational or vocational

institute enters into an arrangement with an industrial enterprise or an organization which

can utilize them knowledge for providing practical knowledge to its students.

Internship training is usually meant for such vocations where advanced theoretical

knowledge has to be backed up by practical experience on the job.

For ex:-for instance engineering students are sent to big industrial enterprise for getting

practical work experience and medical students are sent to big hospitals to get practical

knowledge.

The period of such training varies from 6 months to 2 years.

The trainees do not belong to the business enterprises, but they come from the vocational

or professional institute.

It is quite usual that the enterprises giving their training absorb them by offering suitable

jobs after completion of their training’s.

OTHER:-

Coaching:-Under this method, the supervisor imports job knowledge and skills to

his subordinate. It is very effective method. The emphasis in coaching or

instructing the subordinate is an learning by doing.

Understudy:-The superior gives training to a subordinate as his understudy or

assistant. The subordinate learns through experience & observation. It prepares

the subordinate to assume the responsibilities of the superior’s job in case the

superior leaves the organization.

Job Rotation:-The purpose of position rotation is to broaden the background of

the trainee in various positions. The trainee is periodically rotated from job to job

instead of stitching to one job so that he acquires a general background of different

jobs.

Supervisory Training:-Supervisory training is very important because it is a middle

people between Top Management and Low level.

Under Supervisory Training: give training to supervisor.

How to control the production, employees, How to leads, and solve the problems.

Under this method:-

1. Job Instruction Training

2. Job Relation Training

3. Programme development Training

4. Managerial Training/ Off the job training:- The biggest merit in the job training

method is that they do not require the worker to be absent from his work place.

There is no disruption in the normal activities off the job Training methods require

the worker to under go training for a specific period away from the work-place.

These methods and concerned with both knowledge and skills in doing certain jobs.

The workers are free of tension of work while they are learning.

Various types off the job methods:-

(a) Special Lecture cum Discussion:-Training through special lecture is also known as

class room training. It is more associated with imparting knowledge than the skills.

(b) Conference/ Seminar:-The literal meaning of conference is consultations. But

unpracticed, conference implies sharing and some information with an audience of a large

number of people. It is conducted in a big hall where the participants are allowed

exchange their views and raise queries. The proceedings of the conference are conducted

by the Chairman who is also responsible for summing up the proceedings of the

conference.

It is a group meeting conducted according to an organized plan in which the members

seek to develop knowledge and understanding by oral participation. It is an effective

training device for persons in the positions of both conference member and conference

leader.

(C) The Case Method:-is a means of simulating experience in the classroom. Under this

method the trainees are given a problem case, which is more or less related to t6he

concepts and principles already taught. The analyze the problem and suggest solutions

which are discussed in the class.

(D) Role Playing:-The trainees are made to experience what others feel of a particular

situation. They understand the view point of others and come to know of constrains with in

which others are working. Role playing is a very flexible training method.

AIM COLLEGE-HISAR Management Training & Development

(E) Behavioral Simulation Games:-There focus prilimarily on the process of interpersonal

relations, how decisions are made with what consequences, rather than on the

substance of the decision.

(F) In basket exercise:-There are image elaborate simulation exercise in which a

complex organization is created in the form of an office environment. The trainees work in

an office setting with them in basket full of interdepartment memos, letters, reports,

forecast and office. The normal phone calls, e-mails and face to face meeting also keep

on happening to give a real office like environment.

(G) Laboratory Training:-Laboratory training provides the participants with an extensive

experience of how various group and individuals interaction group situated laboratory is a

controlled environment for training where the external factor are not allowed to interface

with the training process.

Other Important Training Methods:-

1. Orientation or Induction Training:-Induction relates to introducing or orienting a

new employer to the organization.

2. Job Training:-When an employees joins an organization , he undergoes job

training which relates to the specific job, which the worker has to perform.

3. Refresher Training:-The refresher training is meant for the old employees of the

enterprise. It is also called retraining. The main purpose of refresher training is to

acquaint the existing work force with the latest method of performing their jobs & to

improve their efficiency further.

4. Training for Promotion:-The talented employees may be givenadequate training

to make them eligible for promotion to higher jobs in the organization

CHAPTER 5

FINDINGS

Conclusion

The human element of organization is the most crucial asset of an organization. Taking acloser perspective -it is the very quality of this asset that sets an organization apart from theothers, the very element that brings the organization’s vision into fruition. Thus, one can grasp the strategic implications that the manpower of an organization has in shaping the fortunes of an organization. This is where the complementary roles of Recruitment and Selection come in. The role of these aspects in the contemporary organization is a subject onwhich the experts have pondered, deliberated and studied, considering the vital role that theobviously play. The essence of recruitment can be summed up as ‘the philosophy of attracting asmany applicants as possible for given jobs’. The face value of this definition is what guidedrecruitment activities in the past. These days, however, the emphasis is on aligning theorganization’s objectives with that of the individual’s. By making this a priority, an organizationsaregards its interests and standing. After all, a satisfied workforce is a stable workforce, whichalso ensures that an organization has credible and reliable performance. The end result of the recruitment process is essentially a pool of applicants. The research has given the result that the employees in the organization have a full knowledge about therecruitment and selection procedure and therefore we can say that the recruitment and selection procedure is effective at HCL INFO SYSTEMS. In the end, this project endeavors to present acomprehensive picture of Recruitment and Selection and hopes to enable the reader to appreciatethe various intricacies involved.

BIBLIOGRAPHY

www.pnbindia.com www.wekipedia.com www.google.com www.yahoo.com www.hcl.com