Rationale for the studyHuman Resources are an asset, whose value keeps on increasing with thetime. The value of the asset ...
Training is very powerful tool for comprehensive and all-encompassingdevelopment of the individual in the organization.   ...
Verification of skills is best achieved by actually doing something in d     real world.     Sometimes tests given in trad...
SAMPLING TECHNIQUE:The sampling technique adopted is random sampling that is few employeesare selected randomly and were i...
INSTRUMENTATION TECHNIQUE:The study was conducted by personal interview with the employees. Thequestionnaire was distribut...
PLAN OF ANALYSIS:1.      Collection of primary and secondary data secondary data from the        sample size and media res...
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Synopisis

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Synopisis

  1. 1. Rationale for the studyHuman Resources are an asset, whose value keeps on increasing with thetime. The value of the asset is increased through Performance Appraisal. Itis the responsibility of the manager to organize proper PerformanceAppraisal programs and lead the employees towards progress. Morespecifically, human resources management involves determining theorganization human resources needs, recruiting and selecting the bestavailable employees, developing, counseling and rewarding employees,acting as a liaison with unions and government organization and handlingother matters related to employee well-being. Each of these functions isnecessary to some degree in all organization.Training raises their skills and creates confidence and ability to perform thejob efficiently. It also facilitates self-development and career development ofemployees. The main purpose of training is to develop the human resourcespresent within the employees. In brief, training is the watchword of presentdynamic business world. To study the effectiveness of the training at presentAnd to study the techniques used to identify the training needs, to know theemployee feeling towards the effectiveness of the training department,determine the current avenues for the development, and lastly to identify thespecific requirements of the training needs of Wipro. To analyze this study Ihave taken random sampling method. Introduce more training, programwhich will benefit for both employer & the employee, Training andDevelopment Enhance good communication attitude among the employees.By this we can conclude that training has been imparted with an objective toenhance three facts of the personality viz., knowledge, skills and Behaviors.
  2. 2. Training is very powerful tool for comprehensive and all-encompassingdevelopment of the individual in the organization. OrThe study on effectiveness of training and development at Wiproinfrastructure was carried out was an attempt to find out the results of thetraining program.We believe that people are our valuable asset I and therefore we will seek todevelop our staff in line with business needs and personal aspirations.Training aims to develop all staff in order that they may have theknowledge, skills, attitudes and commitment necessary to meet current andfuture organizational needs. This study aims to find out the effectiveness oftraining and the relevance of the learning to the workplace is theresponsibility of the manager in discussion with the individual.The study aims to find out with analysis the desired results of theeffectiveness of Training and Development to use the funds and the budgetallocated to it in an effective and efficient way for the fruitful results fromthe training programs. The formal training is usually concerned with gaining a skill. Training is done in trade schools, seminars, and business training classes. Learners of training are usually adults, although there are some classes to teach youngsters certain skills. Informal training is usually done through reading, viewing or listening to how to material. Sometimes that material is then used as a guide, while the person applies the skills learned. For example, you may refer to a how to book when trying to fix your plumbing at home.
  3. 3. Verification of skills is best achieved by actually doing something in d real world. Sometimes tests given in trade schools check for knowledge, as opposed to skill. Often in corporate training sessions and in seminars, there is no verification that the learner had achieved the desired skills.There is currently a wide range of training and development initiatives: Induction training On the job training One to one meetings Departmental meetings Monthly briefing meetings Formal training courses (internal and external) Guided readingOBJECTIVES OF STUDYThe specific objectives of the study were to determine the: 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 effectiveness of the training department. To determine the current avenues for the development. To identify the specific requirements of the training needs of Wipro.RESEARCH METHODOLOGY:
  4. 4. SAMPLING TECHNIQUE:The sampling technique adopted is random sampling that is few employeesare selected randomly and were interviewed to understand issues specific tothe organization .This process is known as “discovery phase” is part of ourstandard methodology .Feedback from these interviews are incorporated inthe questionnaire. The method of sampling adopted is random sampling.METHODS OF DATA COLLECTIONFor the purpose of research study Data from two sources have been collectednamely primary data and secondary dataTYPE OF RESEARCH:The research conducted is descriptive and analytical. As each and everyconcept about employee satisfaction has been described it is descriptive andit is analytical because it is trying to know the level of satisfaction to analyzeit and give suggestions and conclusion.SAMPLING TECHNIQUE:The sampling technique adopted is random sampling that is few employeesare selected randomly and were interviewed to understand issues specific tothe organization .This process is known as “discovery phase” is part of ourstandard methodology .Feedback from these interviews are incorporated inthe questionnaire. The method of sampling adopted is random sampling.SAMPLE SIZE:The sample size selected for the study was 100 employees and the responsewas obtained from all the 100 employees.
  5. 5. INSTRUMENTATION TECHNIQUE:The study was conducted by personal interview with the employees. Thequestionnaire was distributed among the employees of the company.The instrumentation technique used in this project was:1. Structured questionnaire2. Personal interaction3. ObservationSOURCES OF DATA:1. PRIMARY DATA: Primary data was collected from employees of thecompany. To collect primary data structured and instructed questionnaireswere administered to the employees to suit the objectives of the study.Primary data was collected as follows: Questionnaire Personal interview Observation2. SECONDARY DATA: Study of the existing system through company records Discussion with the human resource manager and employees studying company’s human resource manuals and HR policies  Company websites  Reference books
  6. 6. 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.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 studyThe field study is restricted to the policies adopted by the organization

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