Identification of Training Needs at WeP Solutions Ltd.

Identification of training needs in WeP solutions Ltd.
Summer Training Report Submitted in partial fulfillment of the requirements for
Maters in Business Administration for session 2013-2015 of Baddi University of
Emerging Sciences and Technology
Submitted By:
Himanshu Tomar
13PBA028
Baddi University of Emerging Sciences and Technology
Makhnu-majra, Baddi (Himachal Pradesh)

ACKNOWLEDGEMENT
I am highly grateful to Dr. S.S. Dhishakha, Vice Chancellor Baddi University Of Emerging
Sciences And Technology for providing this opportunity to carry out the present report/
work.
I would like to express a deep sense of gratitude and thanks profusely to Dr. Gitanjali
Bhatnagar, Dean, School Of Management Studies, BUEST. Without the wise counsel and
able guidance, it would have been impossible to complete the report in this manner.
The constant guidance and encouragement received from Internal guide, Mrs. Deepti Monga
has been of great help in carrying out the present work and is acknowledged with reverential
thanks
I express gratitude to other faculty members of School Of Management Studies, BUEST for
their intellectual support throughout the course of this work.
Last but not least, I am highly thankful to our respected External Guide Mr. Sandeep Kumar
Chauhan (Sr. Ex. H.R.) for his great support and excellent super vision guideless. Without
his support this project cannot be completed. I am highly thankful to enlighten us.
Himanshu Tomar

Ch-1 Introduction to Project (Need of the study)
Ch-2 Introduction to Company
2.1 History
2.2 Company Structure
2.3 Product Range
2.4 Financial analysis
2.5 Market Share
2.6 Milestones/Future Projections
Ch-3 Industry Profile
3.1 Name of the player
3.2 Product Range
3.3 Market Share
Ch-4 Research Methodology
4.1 Objectives of the research
4.2 Research design
4.3Review of Literature
4.4 Sampling technique
4.5 Sample size
4.6 Data Collection methods
4.7 Statistical Tools used
4.8 Limitations
Ch-5 Analysis & Interpretations
Bibliography
Questionnaire

Ch. 1 Introduction to the Project
An organization’s very survival depends upon how it trains its people initially and then continues
to train them, duly advancing the levels of training as time goes by. It is clear that employees
need to be developed and the process of developing them never ends. Trainers are now playing
an increasingly critical role in supporting individuals, teams and business management.
Training is the transfer of defined and measurable knowledge or skills’. From this definition it
can be seen that training activities should have objectives and method for checking whether these
objectives have been met.
In this modern business environment organizations are in an increasing day by day the
organization need to optimize their traditional resources for achieving success in today’s
competitive environment.
Liberalization, privatization and globalization has brought in considerable change in market
condition as well as change in social, economic and technology spheres which further enhance
the challenges to human resources management.
There are new techniques and methodology of human resources development adopted by the
introduction of multinational companies which train the workers and managers to make them
able to cope with these changes one of the practices among them is training of the managerial
and supervisory staff in the latest technique this methodology has been widely accepted for
increasing management competence which ultimately increases the organizational efficiency and
effectiveness.

TRAINING
Importance of developing men can be well highlighted from the following Chinese saying:
“If you wish to plan for a year; sow seeds, if you wish to plan for ten years; plant trees, if you
wish to plan for a life-time; develop men”.
Employee training and development is not only an activity that is desirable but also an activity
that an organization must commit, if it is to maintain a viable and knowledgeable work force.
“Given a man a fish, he will eat it. Train a man to fish, he will feed his family”.
This is a sentence, which highlights the importance of training a man; much of what people learn
during their lives is a result of unplanned experience. Although this can be powerful, it is not a
very efficient way of learning. If what is to be learned can be described than activities can be
planned that will facilitate learning by making it easier and quicker.
Training attempts to improve skills or to add to the existing level of knowledge so that the
employee is better equipped to do his present job, or to prepare him for a higher position with
increased responsibilities. It is a process by means of which the aptitudes, skills and capabilities
of individual employees to perform specific jobs are increased.
Training involves learning, but it is rather more than that. Training implies learning to do
something and, when it is successful, it results in things being done differently.
Within organizations, the investment in training is intended to result in increased effectiveness at
work. Training can be defined as: "A process which is planned to facilitate learning so that
people can become more effective in carrying out aspects of their work".

DEFINITIONS
According to juices
"The term training is send to indicate the process by which the aptitude, abilities & skills of the
employees to perform specific job are increased"
According to Flippo
"Training is an act of increasing the knowledge & skills of an employee for doing a particular
job"
According to J.P.CHAMPBELL
Training refuges only to instruction in the technical and mechanical questions specifically stated
training to organization procedure by which people learn knowledge and skill for definite
purpose.
According to L.L.STEINMETZ
TRAINING is short term process utilizing a systematic and organized procedure by which non
managing personnel learn technical knowledge and skill for definite purpose.

NEED AND PURPOSE OF TRAINING
The need and purpose of training can be explained as under:
 To increase productivity and performance
 To increase quality of work and output
 To help the organization to fulfill its future personnel needs
 To reduce the rate of accidents and to improve health and safety
 Optimized use of available resources
 To reduced manpower obsolescence and absenteeism
 Reducing grievances
 To improve quality since better informed workers are less likely to make operational
mistakes
 To enhance employee motivation and improve employee morale
 To make possible an increase in compensation indirectly through opportunities for
internal promotions arising out of better knowledge, understanding and competence
 Bringing about financial rewards
 Personal growth of individual employees.

TRAINING PROCESS
Training Needs Analysis:-
The TNA process provides objective information and strategic guidance at every stage of
training to help you measure and manage the progress. In the organization training team would
work closely with your project teams to understand the objectives and determine business needs.
We will map out the learning requirements based on the needs, assess current knowledge levels
to identify the gap and write up the training recommendation.
Design Phase:-
After understanding that training is the potential solution, in the organization training team will
plan the method to reach the objectives which were determined from needs analysis. We draw in
the main points to achieve the objective and plan them in logical and teachable chunks. At the
end of the design phase, a training schedule is planned to be rolled out.
Development Phase:-
During the development phase, we create materials for learners and trainers based on the design
phase which was derived originally from the objectives of the training needs analysis. Materials
like Agenda, PPT, Instruments, trainer s notes, handouts, pre-tests and post tests learners
evaluation and assessment
Training
Needs
Analysis
Design
Phase
Development
Phase
Training
Delivery
Evaluation

Training Delivery:-
To achieve the objectives, training is delivered to the learners using adult learning principles by
encouraging participation and sharing of knowledge through facilitation.
Evaluation:-
To gauge the effectiveness of the training and achieve the set objectives, we evaluate our training
through trainer, learners, meeting with supervisors after the training and assessment
questionnaires. Donad Kirkpatrick four level frameworks is used as a model to provide concrete
feedback.

TYPES OF TRAINING
1) OFF-THE-JOB METHODS:
Off the job training simply mean that training is not a part of every day job Activity. The actual
location may be in the company classrooms or in places, which are own by the company or in
universities, or associations, which have no connections with the company.
These methods consist of:
a) Lectures;
b) Conferences;
c) Group discussions;
d) Case studies;
e) Role playing;
f) Program instructions;
g) T- group training
h) Business Games
i) Sensitivity Training

2) ON-THE-JOB TRAINING:
This is a basic system, which must be utilized to some degree by all organizations.
Here, the trainee is put on the job itself and a supervisor corrects his errors as they occur.
The main advantages of this method are:
a) It strongly motivates the trainee to learn;
b) It is a real situation and not at all critical.
The main limitation in this technique is that its success depends upon the immediate supervisor
to a great extent. This means that in case of on-the-job training, personnel department has a great
responsibility for making a good, effective teacher out of every supervisor.

METHODS OF TRAINING
1) VESTIBULE TRAINING:
Here, the trainees use the same type of equipment, materials and machinery and follow the same
type of procedure, which they would use if they were doing the task on the actual work place. In
other words, in vestibule training an attempt is made to duplicate as nearly as possible the actual
material equipment and conditions found in real work. But unlike on-the-job training the training
area is actually away from work place in vestibule training.
This training method is particularly appropriate where a large number of employees are
to be trained at the same time for the same kind of work. Depending upon the complexity of the
job to be learnt, training program may last for a few days or several months. The most obvious
disadvantage of vestibule training is the high cost of providing duplicate equipment that is used
solely for this training. Such a set up may be more costly if only a few workers are in the
program at one time.
2) JOB ROTATION:
Job rotation is a frequently used training method in industry. The major objective of job rotation
is to broaden an employee's exposure as well as experience in the organization. The basic
principle underlying job rotation is that, if the trainee is rotated periodically from one job to
another, he will gather more experience concerning skills and knowledge.
The advantages of a planned job rotation are:
a) It demonstrates the nature and significance of management principle, since the rotated man
will find that he can transfer learning from one job to another;
b) Training takes place in practical situation;
c) It stimulates a more co-operative attitude by exposing a man to the other fellow's
Problems and viewpoints

The primary disadvantage of this method is that productive work may suffer because of
sudden disruption caused by the change of job. Secondly, the amount of knowledge required
during such a small period of time is also questioned.
3) DEMONSTRATIONS AND EXAMPLES (LEARNING BY SEEING):
In the demonstration method, the trainer describes and displays something, as when he teaches
an employee how to do something by actually performing the activity himself and by going
through a step-by-step explanation of "Why" and "What" he is doing.
Demonstrations are very effective in teaching because it is much easier to show a person
how to do a job than to tell him or ask him to gather instruction from the reading material.
Demonstrations are often used in combination with lectures, pictures, text material, discussions,
etc.
4) SIMULATION:
Simulation is a technique, which duplicates, as nearly as possible, the actual conditions
encountered on a job. The vestibule training method is an example of business simulations.
Simulation techniques have been most widely used in the aeronautical industry.
Trainee’s interest and employee motivation is both high in simulation exercises because
the actions of a trainee closely duplicate real job conditions. This training is essential in cases in
which actual on-the-job practice might result in a serious inquiry, a costly error, or the
destruction of valuable material or resources. It is for this reason that the technique is a very
expensive one.

5) APPRENTICESHIP:
For training in crafts, trades and in technical areas, apprenticeship training is the oldest and the
most commonly used method, especially when proficiency in a job is the result of a relatively
long training period of 2 years to 3 years for persons of superior ability and from 4 years to 5
years for others. A major part of training time is spent on-the-job productive work.
The merits of this method are:
a) A skilled work force is maintained;
b) Immediate returns can be expected from training;
c) The workmanship is good;
d) The hiring cost is lower because of reduced turnover and lower production costs. The loyalty
of employees is increased and opportunities for growth are frequent.

TRAINING NEED IDENTIFICATION
TRAINING NEED:
A training need is the gap between the knowledge skill and attitude that the job demands, on the
knowledge, skills and attitudes already possessed by the trainee .it exist at all levels of the
organizations .it so only an employee on one or the other aspect which changes whether one is
growing a new chairman as instructing an operator, given knowledge skill and attitudes or the
chosen criteria around which all jobs based in the assessment of training needs. It is possible to
over stress the need for overall view if the company s aims, objectives and man power needs,
given the exercise other determines the priorities for implements training which can off course be
critical
IDENTIFYING TRAINING NEEDS:
One of the fundamental requirements of any business is to identify the organization needs
clearly.
Introduction -
Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. To emphasize the
importance of training need identification the focus is on the following areas: -
1. To pinpoint if training will make a difference in productivity and the bottom line.
2. To decide what specific training each employee needs and what will improve his or her
job performance.
3. To differentiate between the need for training and organizational issues and bring about a
match between individual aspirations and organizational goals.

Identification of training needs (ITN) is important from both the organizational point of view as
well as from an individual's point of view. From an organization's point of view it is important
because an organization has objectives that it wants to achieve for the benefit of all stakeholders
or members, including owners, employees, customers, suppliers, and neighbors. These objectives
can be achieved only through harnessing the abilities of its people, releasing potential and
maximizing opportunities for development. Therefore people must know what they need to learn
in order to achieve organizational goals. Similarly if seen from an individual's point of view,
people have aspirations, they want to develop and in order to learn and use new abilities, and
people need appropriate opportunities, resources, and conditions. Therefore, to meet people's
aspirations, the organization must provide effective and attractive learning resources and
conditions. And it is also important to see that there is a suitable match between achieving
organizational goals and providing attractive learning opportunities.
Objective -
Also in order to bring synchronization between organizational and individual objectives
people need to question the way they do things. And this is precisely the hidden objective behind
any training need identification process. It should ideally be a long-term process of encouraging
employees to take an active involvement in their own development, thus increasing their
commitment to learning, to their work, and to the organization as a whole.

DIFFERENT LEVELS OF IDENTIFYING TRAINING NEEDS
Identification of training needs can be done at three levels to ascertain three kinds of needs: -
1. Organizational Needs
These concern the performance of the organization as a whole. Here identification of training
needs is done to find out whether the organization is meeting its current performance standards
and objectives and if not, exploring ways in which training or learning might help it to do so.
Sometimes organizational training needs are also identified when the organization decides that it
has to adopt a major new strategy, create a new product or service, undergo a large-scale change
program, or develop significant new relationships, such as joining with others to form new
partnerships.
2. Group Needs
Since working in groups and teams have become very much prevalent in today's corporate world
that is why nowadays there is increased emphasis given on team effectiveness and team
performance. So training needs are now a days even identified at the group level. Training needs
here are concerned basically with the performance of a particular group, which may be a team,
department, function, sub-unit, or so on. Information about this group’s performance may
identify areas of need - which, again, may be for training or other interventions. It is used to find
out how efficiently a particular team or group goes about its business and meets its current
objectives.

3. Individual Needs
These concern the performance of one or more individuals (as individuals, rather than as
members of a group). Here identification of training needs is about finding out to what extent
individuals need to learn or be trained in order to bring their current performance up to the
required level as a result of changes in methods and processes that call for new competencies and
skills.
It also sees to it that there is continuous improvement initiative taken by them. Moreover it also
helps to find out whether individuals are comfortable in working across boundaries, with people
from different backgrounds and different perspectives. This is especially important because there
is so much work force diversity observed today in organizations that it has become impossible to
retain workforce, which is not flexible enough to accommodate such changes into their daily
work schedule.

SOURCES FOR IDENTIFYING TRAINING NEEDS
There are three sources for identifying training needs. Although they are independent sources for
gathering the necessary data but it is usually beneficial if they are considered complementary to
one another. The three sources are as follows: -
1. Job Profile
It is a comprehensive description of all the functions and the responsibilities that a person has to
carry out in due course of his job. It is very common for us sometimes to find that people of a
particular department more or less perform the same kind of job and therefore a comparative
study can be done on their performance to pinpoint on the training needs of those people who
have not performed up to the mark. In order to do this; first we need to break up the functions
and responsibilities into categories. Next we have to classify these tasks/activities on the basis of
their relative importance to the nature of the job. And lastly we can compute a priority listing of
these tasks in order to have a catalogue of knowledge, skills and attitudes required for effective
performance of the job.
2. Experiences of the training agency
It is very common for organizations nowadays to hire professional training agencies in order to
look into the training matters. However, earlier experiences can only serve to facilitate the
process. It cannot be the sole basis, as training needs of majority of organizations are very
specific.

3. Pre-training survey of the participant's needs
A pre-training survey is nothing but a survey of the needs and expectations of the participants
well in advance of the program. In this exercise it is better to include the superiors also as they
are in a good position to provide necessary data on the training needs of their associates,
especially in context of their performance. This is done with the help of a structured
questionnaire in order to reflect the genuine desire to involve the participants and the
organization in the planning process.
OVERALL PROCESS IN BRIEF
Step 1: Define and chart part of the organization in which the work has to be done. It is to have a
focused approach of the study. It could either be a particular department, a section, a unit, a
specific group or a staff category.
Step 2: Use various data collection measures to collect both qualitative as well as quantitative
data.
Step 3: Analyze the entire data collected in order to find out causes of problem areas and
priorities areas, which need immediate attention.
Step 4: Priorities the different training programs according to the responses collected.
Step 5: Record and file the entire data so that it can be used for future reference while designing
the training programs / training calendar.

BENEFITS OF NEEDS ASSESMENT
Needs assessment helps diagnose the causes of performance deficiency in employees that require
remedial actions. This being a generalized statement there are certain specific benefits of needs
assessment.
They are as follows: -
 The organization is informed about the broader needs of the participants. Through this
process it may be possible that certain new training programs, which were, previously not
in their list may come to the forefront.
 The organization is able to reduce the perception gap between the participant and his/her
boss about their needs and expectations from the training program.
 The organization is also able to pitch its course input closer to the specific needs of the
participants.
 It also saves a lot of money for the organization as otherwise money is just unnecessarily
wasted on those training programs, which are either not needed by the employees or they
have no interest in undertaking them.
 Lastly, time, which is the most important resource today, is also saved, as the training
programs conducted are the ones, which are actually needed by the participants.

SELECTION OF THE TOPIC
Selection of the topic is one of the important jobs before starting with the project work. It is
difficult to decide which topic should be selected so that it would be beneficial for both the
Organization as well as me so as to gain maximum practical knowledge.
Human factor is one of the most valuable assets of any organization therefore; Management has
to take initiative to develop employee’s skills, knowledge, ability, attitude, competencies, and
efficiencies so as to strengthen its human resource.
Training & Development activities are the main mechanism through which individual goals &
aspirations can be integrated with organizational goals, such integration's can be achieved only
when training & development is linked with organizational requirements, which should be
carried out in a systematic manner.
Taking into consideration all these points the topic selected is "TRAINING NEED
IDENTIFICATION" as my project title in WeP Solutions Ltd.
Training is a cardinal tool by means of which the competency of the employees can be developed
to survive in the world of cut-throat competition. In the present scenario, it is the most important
requirement of every organization to have well trained employees and therefore it is one of the
crucial activities of prime importance in the company.

OBJECTIVES
The objectives of the project are as follows:
1. To identify the training needs of staff in WeP Solutions Ltd..
2. To understand different training needs and the ratio in which they are divided.
3. To identify technical training and the area in which most of the staff require training.
4. To identify functional training and the area in which most of the staff require training.
5. To identify informative training and the area in which most of the staff require
training.
6.To identify behavioural training and the area in which most of the staff require training.
7.To identify quality awareness training and the area in which most of the staff require
training.
8. To identify general training and the area in which most of the staff require training.

Introduction of company
WeP solutions Systems Ltd was started as a public limited company in March 1995 under the
name of Datanet Corporation Ltd. It was later renamed as WeP solutions Systems Ltd. The
company came out with a successful IPO in the year 2000. The shares of the company are
listed with Bombay Stock Exchange Limited, Mumbai.
During the year 2010-11, the company entered into a scheme of arrangement to acquire the
Managed Printing Solutions (MPS) division of M/s WeP Solutions India Limited which after
due process was approved by the Hon'ble High Court of Karnataka.
MPS being the next level opportunity of the printing and imaging industry culminates the
printing/ copying /scanning requirements of organizations. The MPS market is still under
explored in India. despite India being one of the fastest growing world markets in the sector
The post impact of economic downturn in India made most organizations to re-think their
cost.MPS became an attractive proposal because it offered to lower costs while enabling
businesses to focus on their core tasks. The majority of MPS commitments come from mid –
market to enterprise level of accounts. However small and medium enterprises are also opening
towards the innovative ideas of cost reduction and are now considered a potential market in
India for MPS.
Some of the major sectors understanding the benefits of MPS are Education, BFSI,
Manufacturing Health care and IT; most of MPS tie-ups are with local branches of
multinational organizations or rapidly emergent national firms.

Current Structure of the Group Companies

WeP Group of companies has an interesting past and even more exciting future. It is one of the
top Small Giants in the Indian IT space and features at rank 175 in the Data Quest (Sept 2012)
listing of IT companies in India with a group turnover of over Rs 3000 mn( USD 60Mn) .
WeP Group have been re-inventing itself every few years, from the last 12 years, by bringing in
new disruptive products in the market and is poised to make significant change in next few years.
WeP had it's origin in the erstwhile Wipro Peripherals, which was a market focused Strategic
Business Unit in Wipro infotech till 2000. Wipro is one of the top 3 IT companies in India today
with diversified interests in IT hardware, software services, infrastructure management, system
integration services, engineering products and customer care.
Wipro Peripherals (WP)
Wipro Peripherals (WP) was started in year 1988, with an objective to serve the Indian market
needs for IT peripherals in late 1980s. It was the era, when IT automation was just picking up in
corporate, banks and government segments. There was a gap in-term of having a reliable product
provider in the peripherals arena and Wipro peripherals filled the gap, by first signing up a
technology transfer and manufacturing agreement with Seiko Epson Corporation, Japan to
introduce their range of dot matrix printers in the country. The collaboration with Epson lasted
till year 1998 and since then WeP has been self reliant on technology and manufacturing and
today is a leading producer of dot matrix printers.
WeP is also one of the very few players in manufacturing of print heads in the world.
Subsequently, WeP diversified into line matrix printers in collaboration with World leader in this
space, Printronix USA and have been their distributor and manufacturing partner for over
17years now.
WeP had also tie ups in the past with leading companies like HP, Canon, Minolta, Kyocera etc to
distribute their cutting edge products in the country.

Strengths of WeP
Some of the core strengths of WeP are detailed below to give you a perspective of what we have
done in the past and what we are capable in the future.
Entrepreneurial work culture and risk taking ability to understand market needs and
bring out exciting tech centric products - A series of niche products for the retail sector, Milko
printer for the diary Industry, Med print printer for the pharmaceutical industry, BP85 & BP85T
for petrol pump, printer specifically designed for the electoral voting, integrated printer cum
billing machine for the Indian public distribution system.
Work strongly with leading technology players in the world - A history of long standing and
dependable partnerships to jointly develop markets and bring exciting products into customer
operations. . Today's partners include Printronix USA, Wincor- Germany, Posiflex-Taiwan, A
vision-Taiwan, Xerox India, Kyocera- Japan, Ultra cards UK, Algosec, Israel, etc.,
Self reliance in printing technology- Own design and manufacturing facilities for design and
manufacturing of printers under own brand name and contract manufacturing services
Ability to pioneer new business models-Managed printing solutions for corporate and SMB
sector. Currently evaluating new business models for retail sector.
Strong presence in Indian enterprise market-Top 1000 enterprises are our customers spread in
banking, insurance, government, manufacturing and retail segments. Strong brand loyalty in the
enterprise space.

All India sales and support network - Extensive distribution & customer support network of 17
offices, 200+ channel partners.
Strong presence in Indian retail market - Our POS products are helping grocery shop owners
to high end malls, to serve their customers.
Focused presence in UPS market through WeP and Elnova branded offline and online UPS
ranging from 600VA to 200KVA.
A committed team of experienced and young employees.
High standards of corporate governance, fair business practices and integrity and ethics -
A number of external recognition for significant contribution in many areas of business.

On Our Employees
WeP is an organization, with experienced professionals and budding youngsters.
The average age of an employee is 27 yrs. amongst the employees; we have post
graduates in management from prestigious business schools like IIMs, NITIE and
graduates & postgraduates in engineering from technical schools like IITs. We also
have experienced CAs & cost accountants in our team.
As an employer, our promise to the employee is to provide enriching job content
and an opportunity to develop leadership skills at very early stages in their career.
We believe in enhancing the professional values of our employees and securing
them a strong foundation in business management skills.

Strategy
 Understanding Indian customer’s needs in the peripherals space and bring out
innovative products and services-spread automation in & around printing space.
 Leverage own capacity for design, contract manufacturing services &distribution
network.
 Be a strong retail sector player, through innovative products & innovation in
business modes.
 Be an industry leader in printing services and innovate for cost effectiveness and
value to customer.
 Bring world class security products for Enterprise security needs- collaboration
with leading industry players in information security space.
 Be an operationally excellent company in manufacturing and distribution.
 Rs 5000 million company in next 3 to 5 years time & continuously innovate in
bringing out products and services, which meets the expectation of tech fantasy.
Expand footprint in ‘energy solutions’ space, diversify into renewable energy space

WeP Group Companies
Datanet Systems limited
(BSE listed company) in the
group in the business of
Managed Printing Solutions.
WeP Solutions India
Limited
(Hived off from WeP
Peripherals Ltd in 2007, in the
business of value added
distribution service of data
security &data storage products
& solutions)
WeP Peripherals Limited
Incorporated in 2000 .Design,
manufacturing & grading of
computers peripherals, power
& retail solutions. Based at
Bangalore.
Elnova Private Limited
100% subsidiary of WeP
Peripherals limited based
in Delhi. In the business
of UPS since 1981 having
strong hold in the north &
eastern India.

About WeP Group
EMPLOYEES 450+
INDEPENDENT
OFFICES-18
MANUFACTURING
LOCATIONS-2
ACQUISTIONS -4
DIVERSIFICATION INTO
OTHER BUSINESSES
2014

Market Share
WeP Peripherals Ltd.
Services
Rs.30 Cr
After Solutions
Rs.20 Cr
Power Solutions
Rs.26CR
Managed Printing
services
Rs. 72Cr,
Business Turnover
Rs.16 Cr
Retail Solutions
Rs.11Cr
Printers
Rs. 118 Cr
Network Solutions
Rs.38Cr
Business Turnover
Rs. 185 Cr
WeP
solutions
India Ltd.
WeP solutions
ltd. Elnova Pvt. Ltd.

Managed printing services –offerings
On – Site
Services
Don’t buy a
printer
Print & Save
Measure your
print load
FREE
consumables
Maintains
FREE
Zero
obsolescence
No capital
costs
Pay only for
printouts

WeP peripheral’s value chain

WeP has 13 Sales offices addressing the major business hubs across India.

Ch -3 Industrial profile-
Name of players:
WeP solutions Systems Ltd was started as a public limited company in March 1995 under the
name of Datanet Corporation Ltd. It was later renamed as WeP solutions Systems Ltd. The
company came out with a successful IPO in the year 2000. The shares of the company are listed
with Bombay Stock Exchange Limited, Mumbai.
During the year 2010-11, the company entered into a scheme of arrangement to acquire the
Managed Printing Solutions (MPS) division of M/s WeP Solutions India Limited which after due
process was approved by the Hon'ble High Court of Karnataka.
MPS being the next level opportunity of the printing and imaging industry culminates the
printing/ copying /scanning requirements of organizations. The MPS market is still under
explored in India. despite India being one of the fastest growing world markets in the sector The
post impact of economic downturn in India made most organizations to re-think their cost.MPS
became an attractive proposal because it offered to lower costs while enabling businesses to
focus on their core tasks. The majority of MPS commitments come from mid – market to
enterprise level of accounts. However small and medium enterprises are also opening towards
the innovative ideas of cost reduction and are now considered a potential market in India for
MPS.

RESEARCH METHODOLOGY
MEANING OF RESEARCH:-
Research as “ the manipulation of things, concepts of symbols for the purpose of
generalizing to extend, correct or verify knowledge, whether that knowledge aids in
construction of theory or in the practice of an art.”
The Research Methodology followed for further work can be primarily classified into two
stages namely Exploratory and Descriptive. The stepwise details of the research are as follows:
Stage - I
Exploratory Study: Since we always lack a clear idea of the problems one will meet during the
study, carrying out an exploratory study is particularly useful. It helped develop my concepts
more clearly, establish priorities and in improve the final research design. Exploratory study
will be carried out by conducting:
Secondary data analysis which included studying the website (www.msn.com) of the company
and also going through the various articles published in different sources (magazines, books,
internet, newspapers) on Small and Medium Scale Enterprises and Training and development
process.
Experience surveys also conduct with Assistant-Manager Human Resources and the General
Manager and Personnel Officer to gain knowledge about the nature of Training and
development process followed in the organization.
Stage – II
Descriptive Study: After carrying out initial Exploratory studies to bring clarity on the subject
under study, Descriptive study will be carried out to know the actual Training and Development
method being followed by employee. The knowledge of actual training and development
process is needed to document the process and suggest improvements in the current system to
make it more effective. The tools used to carry out Descriptive study included both monitoring
and Interrogation.

Analysis & Interpretations
Dear Madam/Sir,
I am MBA student pursuing my course from BADDI UNIVERSITY, BADDI. As a part of my
curriculum I am doing my summer training in your company. Please give your views/opinions
to the questions given below about the training and development program in WEP SOLUTIONS
Ltd. The information provided by you will be kept confidential & will be used by me for an
analysis only.
Please give me the following information :
a) Name :
b) Designation :
c) Department :
d) Working time with WeP solutions ltd. :
Were you given any type of training when you joined WeP Solutions Ltd.?
a) Yes
b) No
.
From the following training methods under which training method you have trained?
a) On the job
b) Off the job
c) Both
.
19
3
Yes
No
9
1
12
On the job
Off the job
Both

According to you what type of skills are required to do your work efficiently?
Ans. Computer Knowledge, Sales tax, Vat, Communication skills, Time management, Team
management, Punctuality, Smart worker, Positive attitude, Knowledge of 7Q.C. tools, 6 sigma,
Analyzing skills, Problem detecting skills, Component testing skills, Coordination with other
department, Management and technical skills, Inventory management, Waste management,
Proper tools, Proper planning.
Do you think you need training in any of the skills?
a) Yes
b) No
.
Do you have any subordinates under you?
a) Yes
b) No
.
According to you what type of skills are required by your subordinates to do work efficiently?
Ans. Time management, Communication skills, Team building, Team work, Computer
knowledge, Electrical knowledge, Tact to deal with govt. department.
20
1
Yes
No
6
9
Yes
2nd Qtr

What trainings you want give to your subordinates?
Ans. Time management, Leadership, Q.C. tools, I.T. infrastructure, E.R.P. training, I.S.O.
standards, MS OFFICE training, Taxation, Analytical skills.
Are you capable of working on the production line alone?
a) Yes
b) No
.
Can you complete all the stages of production of a printer independently?
a) Yes
b) No
5
2
Yes
No
7
2
Yes
No

What promotions do you expect after a team worker?
Ans. QC ( ), RRT ( ), SUPERVISOR ( ), STORE ( ), PURCHASE ( ), FIELD ( )
.
Is the whole feedback after training worth the time, money, effort?
a) Yes
b) No
c) Can’t say
.
2
1
21
3
Q.C.
R.R.T.
SUPERVISOR
FIELD
STORE
Yes

Do you think that the feedback can evaluate the effectiveness of training program?
a) Yes
b) No
.
According to you what type of training will be more effective?
a) Lectures
b) Role plays
c) Case studies
d) Videos
.
Yes
3
9
7
3 Lectures
Role plays
Case stydies
Videos

What training format will be more convenient for your needs?
a) Daily
b) Weekly
c) Fortnightly
d) Monthly
.
sHow many training sessions you have attended till now.
Ans. 60 SESSIONS
3
8
5
6
Daily
Weeakly
Fortnightly
Monthly

Conclusions & Suggestions
WeP solution ltd. Provide proper boundary and fencing was done around the machinery, they
give proper equipment for workers, and they provide him proper facilities. Company take care of
their employee, because they believe if workers are sufficient and happy then they also happy if
workers happy then they doing great job and it is better for the company.

Bibliography
Aswathappa k., Human Recourse & Management, 2003, Pg (244 to 245)
Gupta K. Shashi & Joshi Rosy, Human Recourse Management, 2008, Pg (20.9 to 20.17)
Rao Subba P., Essential of HRM & Industrial Relationships, 2005, Pg (480 to 482)

Questionnaire
Dear Madam/Sir,
I am MBA student pursuing my course from BADDI UNIVERSITY, BADDI. As a part of my
curriculum I am doing my summer training in your company. Please give your views/opinions
to the questions given below about the training and development program in WEP SOLUTIONS
Ltd. The information provided by you will be kept confidential & will be used by me for an
analysis only.
Please give me the following information :
a) Name :
b) Designation :
c) Department :
d) Working time with WeP solutions ltd. :
Were you given any type of training when you joined WeP Solutions Ltd.?
a) Yes
b) No
From the following training methods under which training method you have trained?
a) On the job
b) Off the job
c) Both
According to you what type of skills are required to do your work efficiently?
Ans. ___________________________________________________________________
Do you think you need training in any of the skills?
a) Yes
b) No
Do you have any subordinates under you?
a) Yes
b) No
According to you what type of skills are required by your subordinates to do work efficiently?
Ans.___________________________________________________________________
What trainings you want give to your subordinates?
Ans. _______________________________________________
Do you think that the feedback can evaluate the effectiveness of training program?
a) Yes
b) No

a) Yes
b) No
c) Can’t say
According to you what type of training will be more effective?
a) Lectures
b) Role plays
c) Case studies
d) Videos
What training format will be more convenient for your needs?
a) daily
b) Weekly
c) Fortnightly
d) Monthly
Are you capable of working on the production line alone?
a) Yes
b) No
Can you complete all the stages of production of a printer independently?
a) Yes
b) No, name the stage ______________________
What promotions do you expect after a team worker?
Ans. QC ( ), PPA ( ), RRT ( ), SUPERVISOR ( ), STORE ( ), PURCHASE ( )
a) Yes
b) No
c) Can’t say
How many training sessions you have attended till now.
Ans. ______________

Identification of Training Needs at WeP Solutions Ltd.

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