Training Practices of Infosys
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Infosys is an Indian global technology company that provides business consulting, technology and outsourcing services. It trains new recruits at its Global Education Center in Mysore, offering induction programs, technical training, soft skills training, and certifications in areas like web development, ITIL, big data and Hadoop. The document discusses Infosys' training practices and HR strategy, and concludes that its certification programs and training processes have helped the company grow to over 145,000 employees while decreasing employee turnover.
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Infosys training design
Infosys is an Indian global technology company headquartered in Bangalore with 145,088 employees from 85 countries. Its vision is to be a globally respected corporation providing best-in-class business solutions through technology and people. Infosys provides various services across industries like aerospace, banking, manufacturing, and more. It has extensive training programs for employees conducted at its world's largest training center in Mysore, with the goal of developing skills to best serve clients.
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Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
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The document discusses training and development practices at Infosys. It begins with an introduction to training and development, outlining its objectives and importance as a source of competitive advantage. It then covers topics such as orienting employees, various training methods including on-the-job and off-the-job approaches, and the training process from needs assessment to evaluation. The document also briefly discusses management development and provides an overview of training at Infosys before concluding with a bibliography.
Training and development programme by TATA Group
The Tata Group places strong emphasis on training and development. They have established programs like the Tata Administrative Service (TAS) and Tata Management Training Centre (TMTC) to develop leaders within the organization. TAS is a one-year training program that provides cross-functional rotations, rural exposure, and mentorship. TMTC conducts 250 programs annually using internal and external faculty to disseminate knowledge and skills. The goal is to maximize employee potential and encourage mobility across companies. Training helps employees adapt to changes, new roles, and advances learning.
Training and Development in Infosys
This document discusses training and development initiatives at Infosys, an Indian IT company. It outlines how Infosys provides training to employees through its education department and lifelong training system. It also discusses benefits Infosys provides like ESOP schemes, salaries, incentives, and other perks. While Infosys focuses training on regular employees, the summary recommends also including temporary employees and organizational skills in training.
training and development at infosys
This document discusses training and development practices at Infosys. It outlines that the goal of training is to improve employee performance and ensure competence. Infosys evaluates training needs at the organizational, job, and individual level and provides both on-the-job and off-the-job training programs. It also conducts formal evaluations of training and measures the impact on reaction, knowledge, behavior, attitudes, and productivity.
Wipro
Wipro spends about 1% of its total revenue on training its 145,000 employees. It has 10 dedicated learning facilities across 6 cities that can train 5,000 people per day, covering topics like leadership, behavioral skills, and cross-cultural training. Wipro's Project Readiness Program is a 68-day induction training for new recruits to prepare them technically and behaviorally for client projects, and 25% of it is now e-learning. The SEED academic program has enabled over 6,000 employees to enhance their skills in management and IT through classroom, e-learning and self-study courses. Wipro also has programs like the Manager Excellence Framework, Wipro Academy of Software Excellence, and Wipro Infotech
HR practices at Wipro
Wipro is one of India's largest IT services companies that started as a vegetable oil company in 1947. It is the first Indian company to adopt six sigma. Wipro focuses on human resource planning and practices such as manpower planning, recruitment and selection through aptitude tests and interviews, extensive training and development programs tailored for different employee levels, performance appraisals to provide feedback and align goals, and employee welfare including education, medical, housing, sports, and insurance benefits.
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Infosys is an Indian global technology company headquartered in Bangalore with 145,088 employees from 85 countries. Its vision is to be a globally respected corporation providing best-in-class business solutions through technology and people. Infosys provides various services across industries like aerospace, banking, manufacturing, and more. It has extensive training programs for employees conducted at its world's largest training center in Mysore, with the goal of developing skills to best serve clients.
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Wipro have an in-house training department that handles continuous training of employees.
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The document discusses training and development practices at Infosys. It begins with an introduction to training and development, outlining its objectives and importance as a source of competitive advantage. It then covers topics such as orienting employees, various training methods including on-the-job and off-the-job approaches, and the training process from needs assessment to evaluation. The document also briefly discusses management development and provides an overview of training at Infosys before concluding with a bibliography.
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The Tata Group places strong emphasis on training and development. They have established programs like the Tata Administrative Service (TAS) and Tata Management Training Centre (TMTC) to develop leaders within the organization. TAS is a one-year training program that provides cross-functional rotations, rural exposure, and mentorship. TMTC conducts 250 programs annually using internal and external faculty to disseminate knowledge and skills. The goal is to maximize employee potential and encourage mobility across companies. Training helps employees adapt to changes, new roles, and advances learning.
Training and Development in Infosys
This document discusses training and development initiatives at Infosys, an Indian IT company. It outlines how Infosys provides training to employees through its education department and lifelong training system. It also discusses benefits Infosys provides like ESOP schemes, salaries, incentives, and other perks. While Infosys focuses training on regular employees, the summary recommends also including temporary employees and organizational skills in training.
training and development at infosys
This document discusses training and development practices at Infosys. It outlines that the goal of training is to improve employee performance and ensure competence. Infosys evaluates training needs at the organizational, job, and individual level and provides both on-the-job and off-the-job training programs. It also conducts formal evaluations of training and measures the impact on reaction, knowledge, behavior, attitudes, and productivity.
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Wipro spends about 1% of its total revenue on training its 145,000 employees. It has 10 dedicated learning facilities across 6 cities that can train 5,000 people per day, covering topics like leadership, behavioral skills, and cross-cultural training. Wipro's Project Readiness Program is a 68-day induction training for new recruits to prepare them technically and behaviorally for client projects, and 25% of it is now e-learning. The SEED academic program has enabled over 6,000 employees to enhance their skills in management and IT through classroom, e-learning and self-study courses. Wipro also has programs like the Manager Excellence Framework, Wipro Academy of Software Excellence, and Wipro Infotech
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- Infosys is a global IT consulting firm founded in 1981 that has grown to revenues of $6.6 billion. It aims to be a globally respected corporation through client value, leadership by example, integrity, fairness, and excellence.
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Infosys
1. Infosys is an Indian IT company founded in 1981 with headquarters in Bangalore, India. It has over 100,000 employees, including 34% women, working across 22 countries in development centers.
2. Infosys provides systematic training and development to employees to develop skills, knowledge, and attitudes. Training is directly proportional to development and constitutes a key part of human resource development.
3. The training and development program at Infosys includes designing training methods and programs, needs analysis, and evaluating training results. Training methods include lectures, simulations, role playing and case studies. Training is provided for freshers and experienced hires.
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PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
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RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
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To promote positive behaviors in the organization
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- Infosys is a global IT consulting firm founded in 1981 that has grown to revenues of $6.6 billion. It aims to be a globally respected corporation through client value, leadership by example, integrity, fairness, and excellence.
- Infosys uses a performance management system to communicate strategy, set employee expectations, measure and motivate performance, address underperformance, and facilitate development through training and performance reviews.
- Key result areas are mutually set through manager-employee discussions and reviewed through an online system. Performance is assessed bi-annually through this system and rated on a scale of 1+ to 4, with ratings impacting incentives, salary, and promotions. Feedback is also provided as an important part
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HR practices in infosys
Infosys is an Indian global technology services company headquartered in Bangalore with over 145,000 employees of 85 nationalities. It provides business consulting, technology, engineering and outsourcing services to over 30 countries. Infosys' training and development department conducts organizational need analysis, job need analysis, and person need analysis. It is divided into teams for corporate training, organizational development, and different industry verticals. The department makes use of various training methods and has world-class infrastructure, notably its large training center campus in Mysore, India. Infosys offers employees induction training, project management training, soft skills training, technical training, and leadership programs.
Infosys
1. Infosys is an Indian IT company founded in 1981 with headquarters in Bangalore, India. It has over 100,000 employees, including 34% women, working across 22 countries in development centers.
2. Infosys provides systematic training and development to employees to develop skills, knowledge, and attitudes. Training is directly proportional to development and constitutes a key part of human resource development.
3. The training and development program at Infosys includes designing training methods and programs, needs analysis, and evaluating training results. Training methods include lectures, simulations, role playing and case studies. Training is provided for freshers and experienced hires.
Hr policy of dabur
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PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
HRM presentation on Infosys
The document provides information about Human Resource practices at Infosys. It discusses Infosys' sector information, company introduction, HR policies, functions, sourcing strategy, recruitment and selection process, and performance management systems. The recruitment and selection process involves defining the recruitment opportunity, advertising the opportunity, and selecting candidates through a combination of interviews, presentations, testing and group exercises. Performance is managed through methods like 360 degree feedback and a system called ICount that focuses on individual performance and continuous feedback.
Compensation policy of tata consultancy services
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
Training in tata group
The Tata Group provides extensive training and development programs to its employees at all levels to enhance their skills and prepare them for career growth. Some of their major programs include:
1) The Tata Management Training Centre which offers over 250 programs annually to train managers in areas like leadership, strategy, and innovation.
2) Tata Administrative Services which selects and grooms young graduates to be part of a talent pool that can be placed across Tata companies.
3) Specialized programs like the Second Career Internship Program and Human Resource Development Program to support the development of women professionals and HR managers respectively.
TRAININGg & DEVELOPMENT at tata group and tata motors
The document discusses training and development practices at Tata Group. It explains that Tata aims to develop leaders within the company through various programs, including the Tata Management Training Centre (TMTC) and Tata Administrative Services (TAS). TMTC provides over 250 training programs annually using internal and external faculty to develop skills. TAS is a 12-month leadership development program that provides cross-functional experience through assignments. Tata Motors also runs extensive training initiatives, including skill development programs, to train 40,000 people in automotive skills over three years.
Infosys hrm ppt
This document summarizes training and development practices at Infosys. It discusses that Infosys provides various types of training to employees, including induction training, job training, and promotional training. For fresh graduates, Infosys uses a 6-month foundation program at its Mysore facility to train over 4,000 employees. Infosys also has its Leadership Institute in Karnataka that provides training to help employees advance to larger roles. Infosys places great importance on training and developing its over 160,000 employees worldwide.
Hr Policy Of Aditya Birla Group
The Aditya Birla Group is an Indian multinational conglomerate founded in 1857. It operates in 40 countries with over 120,000 employees worldwide and has interests in sectors such as fibers, metals, cement, chemicals, and financial services. The group had revenue of approximately $45 billion in 2014, making it the third largest Indian private sector conglomerate. The group focuses on initiatives in education, healthcare, livelihood, and infrastructure development through its community centers and works in over 3,000 villages across India and other countries in Asia.
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HR practices in infosys Ltd
Infosys is an Indian global technology services company headquartered in Bangalore with over 145,000 employees worldwide. The document discusses Infosys' training and development department, which conducts various types of training need analysis and uses different training methods. It maintains a large training center campus in Mysore, which trains 12,000 new employees annually and features classrooms, halls, a food court, and employee facilities. The training programs cover induction, technical skills, soft skills, quality, and leadership.
Hr practises wipro
Wipro was founded in 1945 as a vegetable oil company in India. It was led from a young age by Azim Premji, who transformed it into a consumer goods and later, IT company. It entered software development in the 1980s. Core values of intensity to win, acting with sensitivity, and unyielding integrity guide Wipro. The document outlines Wipro's HR practices including recruitment, training, performance management, compensation, and welfare benefits. It emphasizes the importance of values in the company's success.
HR polices and practices in BHARTI AIRTEL
HR policies and practices at Bharti Airtel include recruitment through both internal and external sources, a selection process involving screening, testing, and interviews, training programs on topics like customer service and computer skills, a performance appraisal system based on Key Performance Indicators, and a compensation and rewards structure including salary, bonuses, and benefits like health insurance. The document also outlines Airtel's efforts towards employee welfare and social security, which are aimed at improving employees' lives both within and outside the workplace through statutory schemes and voluntary programs.
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Questionnaire
The document contains two questionnaires, one for managers/officers (Part 1) and one for employees (Part 2). The questionnaires ask about various aspects of training programs at the respondent's organization such as the types of training provided, the perceived benefits of training, how training supports career and organizational goals, and evaluations of training quality and effectiveness. The questions are to be answered by ticking yes or no responses. The purpose is to conduct a study on the effectiveness of human resource training at Hedge Equities.
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Training Practices of Infosys
- 1. KNOWLEDGE MANAGEMENT TRAINING PRACTICES AT Presented by: Abhishek John Zachariah
- 2. INFOSYS’ HRM STRATEGY Determine critical people issues Develop consequences and issues Conduct detailed human resources analysis Implementation of the action plan Evaluation of implemented plans
- 3. INTRODUCTION Infosys is an Indian global technology services headquartered in Bangalore Ranked 27th in the list of top companies of India Has offices in 29 countries Infosys provides business consulting, technology, engineering and outsourcing services.
- 4. TRAINING PROGRAMS Induction and training programs Technical training Quality training Soft skills training The new recruits are trained at the Global Education Center (GEC) in Mysore GEC, Mysore
- 5. CERTIFICATIONS Infosys Certified Web Developer ITIL (complete certification) Open systems Big data and Hadoop Unix Oracle DBA
- 6. CONCLUSION Infosys has been successful in implementing the designed processes The company has grown over the years successfully The company has grown to around 1,45,088 employees Cost effective and value added certification programs Diminishing employee turnover ratio
- 7. THANK YOU !