PROJECT REPORT

TITLE OF THE PROJECT :

“A STUDY OF TRAINING AND DEVELOPMENT
PROCESS IN WIPRO”

SUBMITTED BY

Name of the Candidate : NANDINI BISWAS

Name of the College: DELHI INSITITUTE OF HIGHER EDUCATION
Roll no. : 06
Shift : MORNING

SUPERVISED BY

Name of the Supervisor: DR. SONAL JAUHARI

Name of the College: DELHI INSTITUTE OF HIGHER EDUCATION

MONTH & YEAR OF SUBMISSION:

Date: APRIL 2024

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 SUPERVISOR'S CERTIFICATE

This is to certify that MS. NANDINI BISWAS a student of PGDM

(2023-25) of DELHI INSTITUTE OF HIGHER EDUCATION , has
worked under my supervision and guidance for her Project Work and
prepared a Project Report with the title “A STUDY OF TRAINING
AND DEVELOPMENT PROCESS IN WIPRO” which she is
submitting, is her genuine and original work to the best of my knowledge.

Signature:______________
Name: DR. SONAL JAUHARI
Designation: PROF. DELHI INSTITUTE OF HIGHER EDUCATION

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 STUDENT’S DECLARATION

I hereby declare that the Project Work with the title “A STUDY OF
TRAINING AND DEVELOPMENT PROCESS IN WIPRO”
submitted by me for the partial fulfillment of the degree of PGDM is my
original work and has not been submitted earlier to any other University
/Institution for the fulfillment of the requirement for any course of study.
I also declare that no chapter of this manuscript in whole or in
part has been incorporated in this report from any earlier work
done by others or by me. However, extracts of any literature
which has been used for this report has been duly acknowledged
providing details of such literature in the references.

Signature:____________

Name: NANDINI BISWAS

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 ACKNOWLEDGEMENT

I would like to express my sincere gratitude to everyone who has helped

me throughout this project. First and foremost, I would like to thank my
supervisor DR. SONAL JAUHARI who gave me this golden
opportunity to do this project on “A STUDY OF TRAINING AND
DEVELOPMENT PROCESS IN WIPRO ” and also for providing us
with her valuable guidance and support.

I am also grateful to the participants who generously gave their time to

take part in the study.

I would like to extend my appreciation to my co students who

provided helpful feedback and constructive criticism, as well as my
friends and family who provided moral support and encouragement.
Without all of these contributions, this project would not have been
possible within this limited time frame.

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 INDEX

S.NO TITILE PAGE

NO
1 COVER PAGE 1
2 SUPERVISOR’S CERTIFICATE 2
3 STUDENT’S DECLARATION 3
4 ACKNOWLEDGEMENT 4
5 CHAPTER 1
 INTRODUCTION 6
 NEED OF THE STUDY 9
 OBJECTIVES OF STUDY 10
 LIMITATION OF STUDY 10
 REVIEW OF LITERATURE 10
 RESEARCH METHODOLOGY 15

CHAPTER 2
 DATA ANALYSIS AND INTERPRETATION 16
 FINDINGS 26

CHAPTER 3
 SUGGESTIONS 27
 CONCLUSION 29
6 ANEXURE 30
BIBLIOGRAPHY 36
REFRENCES 36

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 CHAPTER 1

INTRODUCTION

Company Profile

Headquarters at Sarjapur Road, Bangalore

Trade name Wipro

Formerly Western India Vegetable Products Limited (1945-

1977)
Wipro Products Limited (1977-1982)

Company type Public

Traded as  BSE: 507685

 NSE: WIPRO
 NYSE: WIT
 NSE NIFTY 50 Constituent

Industry Information technology

Founded 29 December 1945; 78 years ago

Founder M.H.Hasham Premji

Headquarters Sarjapur Road,

Bangalore,
India

Area served Worldwide

Key people  Rishad Premji (Executive Chairman)

 Thierry Delaporte (CEO)

Services  Information technology

 Consulting
 Outsourcing

Revenue US$11 billion[1] (2023)

Operating income US$1.8 billion[1] (2023)

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 Net income US$1.4 billion[1] (2023)

Total assets US$15 billion[1] (2023)

Total equity US$9.8 billion[1] (2023)

Owner Azim Premji (73.85%)[2]

Number of 240,000[3]
employees

Subsidiaries  Appirio
 Topcoder
 Capco
 Designit

Website www.wipro.com

Wipro Technologies is a global services provider delivering technology-driven

business solutions. Wipro is the No.1 provider of integrated 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.

HINDUPUR PLANT
In 1995 a plant was set up in Hindupur to meet the increased demands this plant

produces Truck hydraulic components-telescopic cylinders pumps, values

accessories. Small size cylinders for cranes, drill rigs and industries machine.

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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)

The company’s 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.

ACHIEVEMENTS OF WIPRO
 First Indian IT Service Provider to be awarded Gold-Level Status in Microsoft’s
Windows Embedded Partner Program.
 World’s largest independent R&D Services provider.
 World’s 1st PCMM Level 5 software company.
 World’s 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.

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 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.

NEED OF STUDY
Organizational goals can be achieved when people put their best efforts. Rapid
development in technology and changing goals of organization has made training
and development of employees inevitable. It has now been well accepted by all that
training is needed by every one in organization from top to bottom.

Training facilitates employees talent, skills. Enables them to overcome the

problems faced on the job. Training and development of employees is important due
to the following reasons.
 To face competition in the world.

 To increase the productivity.

 To improve quality of products.

 To fulfill the future needs of the consumer 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 organizations . 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.

 To find out some measures to enhance the effectiveness of training

 To determine the current avenues for the development.

 To identify the specific requirements of the training needs of wipro.

LIMITATION OF THE STUDY

 The study is limited due to the time constraints.

 The analysis depends on the data provided by the respondents through the
questionnaire as well as company.

 Lack of time on the part of the employees for detailed interaction.

 Availability of the information on Human Resource management and its

confidentiality is also a limiting factor. Some of the information like performance
Appraisal reports and confidential report cannot be kept open for others to
study

REVIEW OF LITERATURE
Beryl Badger, Eugene Salder – Smith, Edwin Michie (1997), presented a study on
perceptions of the value and effectiveness of Outdoor Training Programs. It pointed
out that the companies believed in this form of training and their own perception
but there was no clear defined answer to its effectiveness.

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Winfred Arthur Jr.Pamela S.Edens and Suzanne T.Bell, (2003) recognized many
design and evaluation techniques linked to the effectiveness of training based on
pertinent literature. In this review, they focused on evaluation methods, execution
of training program based on needs assessment and similarity between task and
training delivery method.

Joseph Paul Pulichino (2007) conducted a detailed study on four levels of training
evaluation methodology based on previous literature review. It is conducted to
enable training practitioners to understand the usage and benefits of training
program of all levels.

K.Skylar Powell and SerkanYalcin (2009), in this review, they found out there has
been little progress in efficiency of training program and also this study suggested
the people to learn and face challenges in order to learn in the workplace.

Diamantidis, Anastasios D; Chatzoglou, Prodromos D (2012), examined the effects

of training programs in organizations where training was used for development of
employees. It indicates the design of training program is most critical factor ad it has
major impact on performance in their job.

Giasuddin Bellary, Pulidindi Venugopal & Ganesan (2014), reemphasized that the
training program’s success depends on training outcomes. It pointed out that
training is being conducted by many corporate, but insufficient research has been
done in this area.

​ Training is organized way in which organizations provide development and

improve the quality of new and existing employees. It has systematic approach of
learning and development that improve individual, group and organization
(Goldstein & Ford, 2002).

​ Training is a process and it is most pervasive methods to enhance productivity of

individuals and communicating organizational goals to personnel (Ekaterini &
Constantinos Vasilios, 2009). It also support that investing in training employees on
decision making, teamwork, problem-solving and interpersonal relations has impact
on organization’s level of growth as well as employee’s performance (Rohan &
Madhumita, 2012).

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McCord, 1976 was developed several principles of training instruction from Allen’s
work and research during World War I are:

* Training should be done within industry by supervisors who should be trained how
to teach.

* Training should be done in groups of nine to eleven workers.

* The job should be analyzed before training.

* Break – in – time is reduced when training is done on the job.

* When given personal attention in training, the worker develops a feeling of loyalty.

The following provides the opinions of different authors regarding the view of
training.

Opinions of different authors regarding Training

Edwin B Flippo (1984)

Training is the act of increasing knowledge and skills of an employee for doing a
particular job.

Aswathappa K (2000)

It indicates the process involved in improving the aptitudes, skills and abilities of
employees to perform specific jobs.

Michel Armstrong (2001)

Training is a systematic development of the knowledge, skills and attitudes required

by an individual to perform adequately a given task or job.

Karthik R (2012)

Training objectives tell the trainee that what is expected out of him at end of the
training program.

Bates and Davis (2010)

Usefulness of training programme is possible only when the trainee is able to

practice the theoretical aspects learned in training programme in actual work
environment.

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Giangreco, sebastiano and Peccei (2009)

The key determinants of overall satisfaction with training are perceived training
efficiency and perceived usefulness of training.

Chih, Li and Lee (2008)

Training programme is dependent on different parameters like attitude of teacher,

perceived value, response to learning conditions, desire to learn and do well.

Stavrou et al, (2004)

To provide, obtain and improve the necessary skills in order to help organization to
achieve their goals and creative competitive advantage by adding value to their key
resources.

Tan, Hall and Boyce (2003)

Companies are making huge investment on training programmes to prepare them

for future needs. The researchers and practitioners have constantly emphasized on
the importance of training due to its role and investment.

Isyaku (2000)

The process of training is a continuous one. It is an avenue to acquire more and new
knowledge and develop further the skills and techniques to function effectively.

Oribabor (2000)

Training aim at developing competencies such as technical, human, conceptual and

managerial for the furtherance of individual and organization growth.

Some of the principal objectives of training is to ensure the availability of skilled and
workforce to organization. They are:

* To prepare the employees both new and old to meet the current situation based
on changes in the requirements of job and organization.

* To prevent obsolescence.

* To impart the basic knowledge and skill in new entrants that they need for an
intelligent performance of a definite job.

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* To prepare the employees to achieve at higher level tasks.

* To assist the employees to function more effectively in their present positions by

exposing them to the latest concepts, information and techniques and developing
the skills they will need in their particular sector.

* To build up a second line of competent officers and prepare them to occupy more
responsible positions.

* To ensure smooth and efficient working of the departments.

* To ensure economical output of required quality.

* It is helpful for the employees in achieving their personal goals and enhances their
contribution to organization.

* It ensure that the organization is ethically and socially responsible to the needs and
challenges of the society.

Importance of Training:

​ Training is important and an imperative tool for organization to improve the

performance of all employees for organizational growth and success. It gives benefit
to both employees and employers and make more efficient and productive in all
aspects. Every organization can develop and enhance the quality level of employees
by providing comprehensive training and development. It is essential not only for
increasing productivity and also to motivate and inspire the employees by let them
know the importance of their jobs and their need to perform those jobs
(Anonymous, 1998). Some of the benefits through employee training are: increased
job satisfaction and morale, increased motivation, increased efficiencies in all
process, financial gain, increased capacity to adopt new technologies and methods,
innovation in products and reduced employee turnover.

Relationship between Training and Job Performance:

​ The important practice in HRM is that training programs, which has positive
impacts on quality of workers knowledge, skills and capabilities and that results in
higher performance in their jobs. This performance ultimately contributes to
supreme level of organizational performance (Guest, 1997).

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Training is the only ways of identifying the desired needs of employees and their
competency level which improve their performance to achieve organizational goals.
(Farooq.M & Aslam.M.K., 2011).

​ According to study of Harrison (2000), learning through training influence the

organization performance by greater employee performance and it is the key factor
in achieving the corporate goals. The way of implementing training program will
provide the solution to cover performance issues such as filling the gap between
standard and actual performance of employee in effective way (Swart et al, 2005).
Employee’s ability changes based on the effectiveness of training program and it not
only improves the performance of the employees, but also it enhance their
knowledge, skills and attitude of the workers for future job. The competency level of
employees developed through the training programs and enable them to implement
the job efficiently and achieve firm objectives in a competitive manner (Wright &
Geory, 2001).

RESEARCH METHODOLOGY

TYPE OF RESEARCH:
The research conducted is descriptive and analytical. As each and every concept
about employee 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.
Primary data:
Primary data is collected for the filed of survey methodology with the help of
structure questionnaire.The survey consisted of close ended questions.

Secondary data:
Secondary data is collected by referring to the journals, research papers, books and
newspapers.

Sample size:
The sample size selected for the study was 33 employees and the response was
obtained from all the 33 employees.

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 CHAPTER 2

DATA ANALYSIS AND INTERPRETATION

 Majority of the respondents were aged between 30-40 years

which shows majority of them were more experienced.

 Majority of the respondents hired by wipro were male.

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INTREPRETATION

Majority of the respondents i.e. 97% of them feels there is a proper

training and development strategy at WIPRO.

We can state that WIPRO provides proper training and development

programs for their employees and they are concerned about their
employees progress.

INTERPRETATION

Form the above table 87.9% of the respondents strongly agreed that
the training programme has helped them to improve their work

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method, 6.1% of the respondents disagree and again 6.1% of the
respondents are neutral.
Through this we can say majority of respondents got proper training
which helped them improve their skills.

INTERPRETATION

From the above table we can infer that the majority of the respondents
i.e. 22 of them thinks that the purpose of training programme at
WIPRO was to achieve organizational goals and 11 of the respondents
feel that to achieve personal goals.
Which means WIPRO is focused in its organizational goals.

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INTERPRETATION

From the above table we can infer that majority 84.8% of the
respondents strongly agreed that training programme help to
develop their skills , 12.1% of the respondents are neutral and 3.0%
disagreed.

INTERPRETATION

From the above we can infer that the majority of the respondents
strongly agreed that ideas/concepts and skills covered in training
programme are relevant to the job as they rated 4 & 5 on the scale.
Which means WIPRO provides best and most relevant training to
their employees.

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INTERPRETATION

From the above we can infer that the majority of the respondents i.e
54.5% of them feel that the aids and course material used in the
training program are excellent. 33.3% feel they are good and 12.1%
feel that they are fair.

INTERPRETATION

Form the above table we can infer that 81.8% of the respondents feel
require more training programme than which they are offering, 18.2%
of the respondents feel that no need of more training programme
which they are offering.
From this we can say that employees are kin to learn new things and
are also interested in more such training programs.

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INTERPRETATION

From the above table we can infer that 63.6% of the respondents
interested on-the-job training method and 36.4% of the respondents
interested off-the-job training method. Which means majority of them
want on the job training i.e. training at workplace.

INTERPRETATION

From the above table we can infer that 21.2% of the respondents feel
that training needs are identified according to oral feedback, 30.3% of
the respondents feel that according to discussion between them and
the superior,30.3% of the respondents feel that based on performance

21
appraisal and 18.2% of the respondents feel that based on their
assessment for training needs.

INTERPRETATION

From the above table we can infer that 100% of the respondents feel
that company respond new innovations and up coming technologies.

We can say that WIPRO is very updated with respect to technology

and encourages new innovations in company as non of its employees
said a no.

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INTERPRETATION

From the above table we can infer that 93.9% of the respondents feel
that training is mode of motivation and 6.1% of the respondents feel
that training is not a mode of motivation. Which means through
proper training most of the employees feel motivated to work.

INTERPRETATION

From the above table we can infer that most of the respondents feel
that there is 100% change after the training programme as they rated
on the scale of 10. which means they have noticed change within
themselves.

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INTERPRETATION

From the above table we can infer that majority of the respondents i.e
84.8% of them feel that they have attend a sufficient number of

courses to meet their professional and personnel development needs.

INTERPRETATION

From the above table we can infer that majority of the respondents i.e
97% of them are fully satisfied with the training given to them and 3%
of them are not satisfied. Which means the company is providing the
best training to its employees.

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INTERPRETATION

From the above table we can infer that majority of the respondents i.e
93.9% of them agree that the training which was given to them was
according to the need of the job.

Which means the company understands the need of the individual

employee or group of employees and provide them training
accordingly,which could later help the employee work effectively and
efficiently.

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FINDINGS

1. The training and development program at WIPRO is good.

2. The maximum number of the employees told that themselves Increased

their performance level.

3. By the training and development the employee’s morale will increase.

4. It is found and agreed that the ideas/concepts 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.

5. Most of the employees feel that there was sufficient opportunity for
feedback.

6. It is found that the training program conducted has helped majority of

respondents to improve their work methods.

7. With regard to the facilities provided at the training program majority

of are satisfied with the facilities provided to them.

8. By the training and development the employee’s morale will increase.

9. 100% of the respondents feel that company responds new innovation

and up coming technologies.

10. Most of the respondents require more training programme, than what
they are providing.

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 CHAPTER 3

SUGGESTIONS

 The organization must conduct training programs on a regular basis.

 Training must be subject oriented and mostly concentrating on 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.

 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.

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 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 training will create awareness, positive attitude 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

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BIBLIOGRAPHY

Web sites:

www.sarelog.com

www.wipro infrastructure engineering ltd

www.google com

www.jobsatisfaction.com

www.yahoo.com

REFERENCES

1. EDWIN. P. FLIPPO-Edition 5 illustrated about the training knowledge

and skills.
2. KATZ & KAHN have developed a model for the interpretation of
organizational actions in terms of input, throughput and output.
3. KLEIMAN
4. Maimuna Muhammad Nda Limkokwing University of Creative
Technology. Cyberjaya, Malaysia. "The Impact of Employee Training and
Development on Employer Productivity GICMP, Vol. 2(6);91- 93
(November, December 2013) ISSN: 2319-7285.
5. MICHEAL J. JUCIES
6. Paradise A. (2007): State of the Industry: ASTD's Annual Review of
Trends in Workplace Leaning and Performance. Alexandria, VA: ASTD 16.
Rama V. Devi & Nagurvali Shaik (2012).

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7. “Training & Development- A Jump Starter for Employee
Performance And organizational effectiveness” International Jour of
Social Science & Interdisciplinary Research Vol.1 Issue7, Jul 2012,ISSB
2277 363

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