“Training and Development of Human Resource in Infosys Company”

A PROJECT REPORT

Submitted in partial fulfilment of requirement for the award of the degree of

B.B.A (Human Resource) of Sri Sri University, Cuttack

By:
Yash Shankholia
Reg. No. FCM/BBA/2017-20/083
V Semester B.B.A (Human Resource)

Under Guidance of:

Dr. Jasmine Bhuyan

Faculty of Commerce and Management Studies (UG)

Sri Sri University
Sri Sri Vihar, Ward No.-3, Godi Sahi
Cuttack – 754006
Odisha
November 2019

1
 CERTIFICATE FROM THE HEAD OF THE DEPARTMENT (HOD)

This is to Certify that this Project Report entitled “Training and Development of Human
Resource In Infosys Company” is a bonafide work, done and submitted by Mr. Yash
Shankholia Reg No. FCM/BBA/2017-20/083, student of B.B.A (Human Resources) to Faculty
of Commerce and Management Studies as a part of his 3rd year curriculum during 5th semester
for the partial fulfilment for the award of the degree of “B.B.A (Human Resource)” of Sri Sri
University.

I wish him all the success in his future endeavours.

PLACE: Cuttack
DATE: 09/11/2019

2
 CERTIFICATE FROM THE GUIDE

This is to Certify that this Project Report entitled “Training and Development of Human
Resource In Infosys Company” is a bonafide work done by Mr. Yash Shankholia Reg No.
FCM/BBA/2017-20/083, Student of B.B.A (Human Resources) under my guidance and
supervision and submitted to Faculty of Commerce and Management Studies as a part of his
3rd year curriculum during 5th semester for the partial fulfilment for the award of the degree of
“B.B.A (Human Resources)” of Sri Sri University.

I wish him all the success in his future endeavors.

PLACE: Cuttack Jasmine Bhuyan

DATE: 09/11/2019 (Faculty Guide)

3
 Candidate’s Declaration

I do hereby declare that this project Report entitled “Training and Development of
Human Resource In Infosys Company” submitted in partial fulfilment for the award of the
degree of Mr. Yash Shankholia Reg No. FCM/BBA/2017-20/083, Student of B.B.A
(Human Resources) of Sri Sri University is my original work carried out by me under the
guidance and supervison of my faculty guide, Dr. Jashmine Buyan.
The findings and the suggestions given are based on the data collected by myself. So I
confidently declare that this is not a dupication work and it has not been previously submitted
for the award of any other degree, diploma, associateship , fellowship or other similar title to
any candidate of any University or Institution.

Place: Cuttack Mr. Yash Shankholia

Date: 09/11/2019 Reg No. FCM/BBA/2017-20/083

4
 Acknowledgement

I am grateful to Dr. Namita rath Faculty of commerce and Management

studies, Sri Sri University for his valuable guidance and encouragement in bringing out this
Project Report.

It is a pleasure to express my deep sense of indebtness & profound thanks to my project

guide Prof. Dr. Jasmine Bhuyan for his continuous encouragement and assistance which
helped me to complete the project successfully.

I am thankful to the faculty members and students of Faculty of commerce and

Management studies who have been directly and indirectly involved in completing this project
Report.

Mr. Yash Shankholia

5
 INDEX

Project Contents: Page No.

1 Introduction of the study 7 - 15

1.1 Meaning, Definition, Concept

1.2 Objectives

1.3 Scope

2 Company Profile 16 - 28

3 Research Methodology 29 - 31

4 Data Analysis 32 - 49

5 Conclusion 50 - 51

6 Suggestions& Bibliography 52 - 53

7 Questionnaire 54 - 56

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 CHAPTER 1
INTRODUCTION
OF
STUDY

7
 Introduction of the study

In the field of human resource management, Training and Development is the field
concerned with organizational activity aimed at bettering the performance of individuals and
groups in organizational settings. It has been known by several names, including employee
development, human resource development, and learning and development

At Infosys Technologies Ltd. (Infosys), one of India’s leading Information

Technology (IT) companies, training and development programs were conducted for new
recruits as well as for experienced employees. When new recruits from college joined
Infosys, they were trained through fresher training courses.. Infosys is one of the biggest IT
tycoons in India. Infosys is a global leader in consulting, technology, and outsourcing
solutions. But have you fully made your mind on starting your career with Infosys? Being
fresher, we are more concern about starting our career with a good and fruitful start that can
help us in the future or in a long run. We come across many circumstances where we get an
option to choose from several companies as which company we will be joining. Few students
skip the small start-up companies and wait for large companies to come to their campus.
They join the recruitment drives conducted by only big MNCs. So is the case with Infosys as
it is a big brand.

I will not share my views whether to go to start-up companies or MNC companies in the
initial stage of your career as of now. I will write another article listing my conclusion for
same.

Now sticking to the article, Infosys is the mass recruiter company. It recruits a large number
of fresher not only from CS/IT background but also from Non-CS/IT background as well. I
am listing down the Pros and cons for starting the career with Infosys. It might vary with
individual experiences...

This essay aims to provide a critical review of Performance Management and Training and
Development of HRM in a typical high-tech company: Infosys. Infosys is a Fortune 500
company which specializes in IT services. The company has clients all cross the world and
provide expertise in various industry sectors. Infosys integrates its Performance Management
and Training and Development to better facilitate its workforce and tothe firm achieve its
strategic goals.

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 Meaning OF Training and development

Training and development involve improving the effectiveness of organizations and the
individuals and teams within them. Training may be viewed as related to immediate changes
in organizational effectiveness via organized instruction, while development is related to the
progress of longer-term organizational and employee goals. While training and development
technically have differing definitions, the two are oftentimes used interchangeably and/or
together. Training and development have historically been a topic within applied psychology
but has within the last two decades become closely associated with human resources
management, talent management, human resources development, instructional design, human
factors, and knowledge management.

Training and Development is a subsystem of an organization which emphasize on the

improvement of the performance of individuals and groups. Training is an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of the employees. Good & efficient training of
employees helps in their skills & knowledge development, which eventually helps a company
improve.

Training is about knowing where you are in the present and after some time where will you
reach with your abilities. By training, people can learn new information, new methodology and
refresh their existing knowledge and skills. Due to this there is much improvement and adds
up the effectiveness at work. The motive behind giving the training is to create an impact that
lasts beyond the end time of the training itself and employee gets updated with the new
phenomenon. Training can be offered as skill development for individuals and groups.

Organizational Development is a process that “strives to build the capacity to achieve and
sustain a new desired state that benefits the organization community and the world around
them.

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Training constitutes a basic concept in human resource development. It is concerned with
developing a particular skill to a desired standard by instruction and practice. Training is a
highly useful tool that can bring an employee into a position where they can do their job
correctly, effectively, and conscientiously. Training is the act of increasing the knowledge
and skill of an employee for doing a particular job.

‘the organized procedure by which people learn knowledge and/or skill for a definite purpose’.
Training refers to the teaching and learning activities carried on for the primary purpose of
helping members of an organization acquire and apply the knowledge, skills, abilities, and
attitudes needed by a particular job and organiz

According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing
a particular job’.

Need for Training:

Every organization should provide training to all the employees irrespective of their
qualifications and skills.

Specifically, the need for training arises because of following reasons:

1. Environmental changes:

Mechanization, computerization, and automation have resulted in many changes that require
trained staff possessing enough skills. The organization should train the employees to enrich
them with the latest technology and knowledge.

2. Organizational complexity:

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With modern inventions, technological upgradation, and diversification most of the

organizations have become very complex. This has aggravated the problems of coordination.

So, in order to cope up with the complexities, training has become mandatory.

3. Human relations:

Every management has to maintain very good human relations, and this has made training as

one of the basic conditions to deal with human problems.

4. To match employee specifications with the job requirements and organizational needs:

An employee’s specification may not exactly suit to the requirements of the job and the

organization, irrespective of past experience and skills. There is always a gap between an

employee’s present specifications and the organization’s requirements. For filling this gap

training is required.

5. Change in the job assignment:

Training is also necessary when the existing employee is promoted to the higher level or

transferred to another department. Training is also required to equip the old employees with

new techniques and technologies

Importance of Training:

Training of employees and managers are absolutely essential in this changing environment. It

is an important activity of HRD which helps in improving the competency of employees.

Training gives a lot of benefits to the employees such as improvement in efficiency and

effectiveness, development of self-confidence and assists everyone in self-management.

The stability and progress of the organization always depends on the training imparted to the

employees. Training becomes mandatory under each and every step of expansion and

diversification. Only training can improve the quality and reduce the wastages to the minimum.

Training and development are also very essential to adapt according to changing environment.

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 Scope of training:

The scope of training depends upon the categories of employees to be trained. As we all know

that training is a continuous process and not only needed for the newly selected personnel but

also for the existing personnel at all levels of the organisation.

Definition:

Employee training and development implies a program in which specific knowledge, skills and
abilities are imparted to the employees, with the aim of raising their performance level, in their
existing roles, as well as providing them learning opportunities, to further their growth.

Training implies a process of upgrading an individual’s knowledge, skills and competencies.

When an employee joins the organization, he/she is given job-related training to ensure
satisfactory performance of the tasks and duties assigned, so that the employee can contribute
more to the organization.

On the other hand, development has a long-term view. It is all about preparing the employee
for the current as well as future jobs, by providing them with learning opportunities to increase
their capacities, to undertake more challenging and complex tasks

The process of increasing the knowledge and skills of the workforce to enable them to perform
their jobs effectively

Training is, therefore, a process whereby an individual acquires job-related skills and
knowledge.

Training costs can be significant in any business. However, many employers are prepared to
incur these costs because they expect their business to benefit from employees' development
and progress.

Training takes place at various points and places in a business. Commonly, training is required
to:

Support new employees ("induction training")

Improve productivity

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Increase marketing effectiveness

Support higher standards of customer service and production quality

Introduction of new technology, systems or other change

Address changes in legislation

Support employee progression and promotion

Effective training has the potential to provide a range of benefits for a business:

Higher quality

Better productivity

Improved motivation - through greater empowerment

More flexibility through better skills

Less supervision required (cost saving in supervision)

Better recruitment and employee retention

Easier to implement change in the business

Effective training starts with a "training strategy".

The three stages of a training strategy are:

Identify the skills and abilities needed by employees

Draw up an action plan to show how investment in training and development will help meet
business goals and objectives

Implement the plan, monitoring progress and training effectiveness

13
Given the costs involved, you might not be surprised to learn that many businesses do not invest
enough in training.

Some firms don't invest anything in training! Here are the most common reasons for under-
investment in training:

They fear employees will be poached by competitors (who will then benefit from the training)

A desire to minimise short-term costs

They cannot make a justifiable investment case

Training takes time to have the desired effect – management are impatient!

Sometimes the benefits of training are more intangible (e.g. morale) than tangible – so they are
harder to measure

Objectives of Training and Development

• There are many Objectives for a training and development program. The objectives may be
from employee’s or employer's side and some of them are given below.

• Induce New Employees: Induce employee is the primary objective of training and this is very
important for an organization.

• Gain Knowledge on New Method: Training and development help to gain knowledge on new
method.

• Obtain knowledge on Organizational Policy: Employee should have sufficient knowledge

about company policy for best performance. Training and development help employee to
obtain knowledge on company policy.

• Earn Knowledge on Customer Relations: Collecting data regarding customer relations is the
major objectives of training and development.

• Change Attitude: It facilitates changing of attitude so, that an employee can give their best to
organization.

14
• Ensure Personal Growth: Training and development give an employee everything which
needed to be a good professional. And when he becomes a good employee it ensures his
personal growth.

• Ensuring Loyalty: Aim of training and development isto make a employee loyal to his
organization

• Bring down Employee Attrition: Another objective of training and development is to bring
down attrition levels of employees.

• Enhanced Productivity: Training develop a person’s skill to professional level so, it is easy to
say obviously training and development process increase productivity.

• Better Quality: Better quality of employee is the main objective of training and development.

• Focus on Future Growth: Growth of a company depends on their employee. So, development
process helps the company to fulfil future growth.

• Improve Organizational Climate: Improving organizational climate is the greatest objective

of training and development.

• Improve Health Care: Without good health employee can’t serve properly to his / her
company. So, training and development improve health care.

• Prevent Obsolesce: Prevent obsolesce is one the most important objectives of training and
development.

• Behavioural Change: Training and development has a great impact on employee behaviour.
It polishes employee’s behaviour so, that he/she can fit with internal and external environment.

15
CHAPTER 2
COMPANY
PROFILE

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 Company Profile

Infosys Limited is an Indian multinational corporation that provides business consulting,

information technology and outsourcing services. It has its headquarters in Bangalore,
Karnataka, India. Infosys is the second-largest Indian IT company after Tata Consultancy
Services by 2017 revenue and 596th largest public company in the world based on revenue. On
March 29, 2019, its market capitalisation was $46.52 billion. The credit rating of the company
is A− (rating by Standard & Poor's)
Infosys Limited is an Indian Information Technology company that provides global business
consulting and information technology services. Infosys helps clients in 45 countries to create
and execute different strategies for their digital transformation. Infosys helps businesses to
renew & improve existing conditions so that their business can achieve higher efficiencies and
stay relevant according to current times. Infosys has more than 200,000 employees and through
their hard work & dedication, Infosys has grown to become a US $10.9 billion (revenues FY18)
company with a market capitalization of US $39 billion.

Incorporation year: 1981

Headquarter: Bengaluru, India
Chairman: Nandan Nilekani
Present Head (MD and CEO): Salil S. Parekh
Chief Financial Officer: M.D. Ranganatha
Evidently, it is a global leader in technology and consulting services. To point out, it enables
1045 clients in more than 50 countries to create and execute strategies for their digital
transformation.
Moreover, it is the second largest IT company in India by revenue (2017). Further, it saw a
staggering revenue of US$10.93 billion in 2018 and notably employed 200,364
Found in 1981, Infosys is a brainchild of seven engineers: N. R. Narayana Murthy, Nandan
Nilekani, N. S. Raghavan, Gopalakrishnan, S. D. Shibulal, K. Dinesh and Ashok Arora.
This was done in the aftermath of their resignation from Patni Computer Systems. Starting with
a meagre capital of ₹10,000, it was incorporated as “Infosys Consultants Pvt Ltd.” Later in
1983, the company’s corporate headquarters was relocated from Pune to Bengaluru.
Interestingly, it has seen quite a few name changes- each revolving around the base name:
Infosys. Soon after a name change to Infosys Technologies Private Limited in April 1992, it
was renamed to Infosys Technologies Limited in June 1992.

17
 Infosys Vision and Mission
Vision: To be a globally respected corporation that provides best-of-breed business solutions,
leveraging technology, delivered by best-in-class people.
Mission: To achieve our objectives in an environment of fairness, honesty, and courtesy
towards our clients, employees, vendors, and society at large.

Portfolio of Infosys

It provides software development, maintenance, and independent validation services to companies

in banking, Finance, insurance, manufacturing, and other domains. One of its known products is
‘Finacle’ which is a universal banking solution with various modules for retail and corporate
banking.

Key Products of Infosys

• Mana – Knowledge based AI platform

• Infosys Information Platform (IIP)- Analytics platform
• Edge Verve Systems
• Finacle- Global banking platform by Edge Verve Systems
• Panaya Cloud Suite
• Skava
Infosys helps companies derive the measurable business value that they have always been
looking for from business and IT investments. The company delivers measurable business
value in 3 ways:

1. Transform: - Infosys can transform the fundamental shape of your business P&L.
Regardless of which team our clients engage with; the company has a best-practice process
for delivering value. In Infosys it is called IMPACT – to ensure a clear line of sight from
process change to bottom-line impact, ensuring that you receive the business value you were
promised.

2. Optimize: - Beyond transformation and innovation, it boils down to execution – delivering

on time, on budget and “on value”. Infosys can optimize clients’ core operations to drive
best-in-class efficiency and help fund the transformation and innovation.
18
3. Innovate: - Infosys can inject a level of product and service innovation into clients’
business to create new revenue opportunities through collaboration and co-creation. The
foundation of its innovation capability is our core lab network – Infosys Labs – and the new
thinking that our team of over 600 researchers brings to the table.

Performance Management in Infosys

Infosys is a Fortune 500 company whose main service is in IT industry. Today it is the leading
firm on the market providing various IT solutions to its clients. The business scope of Infosys
ranges from Telecommunication, Banking, Financing, Retailing to Manufacturing. Like most
international firms, Infosys has a matrix organizational structure. The company’s base is in
India, but it is not strictly the headquarter of the company. Its various braches across the world
work together to reach the organization’s strategic goals.

The types of employees in Infosys are divided into two catalogues: regular employee and
contractor. Thus, performance management in Infosys has two different management methods
for regular employees and contractors. Infosys’ definition for Performance Management is that
performance management is a constant, on-going process of communication. During this
process, employees and managers reach a consensus on the following questions in forms of
collaboration partners:

Tasks that employees should complete;

How can the work that employees do make contribution to realizing the company’s goals;

Use detailed content to describe how to do job well;

How can employees and managers work together in order to help employees to improve their
performance;

how to measure performance;

The obstacles that hinder the development of performance and how to conquer them.

Meanwhile, Infosys believes that performance management is:

The core part of the company’s overall human resources strategy;

One method to measure an individual’s performance;

19
Emphasis is put on the process of improving employees’ integrated skills;

A tool to connect individual performance with the company’s strategy and goals.

There are three aspects in Infosys’ performance management:

Performance Plan. In this part, managers and employees reach a consensus on following
questions:

What should employees do?

How should work be completed?

Why this work item should be done?

When should this work item be done?

Other relevant questions: working environment, capability, career prospects, training etc.

During this process, managers and employees constantly communicate about above questions,
and eventually sign on the records of their communication, and use it as the performance goals
of the employees. These performance goals are the base of the whole performance management
and performance measurement; thus, they play a pivotal role in performance management. The
process of setting performance goals usually takes a quarter of the year.

Performance goals usually include two parts: one is Business Goals; the other is Behaviour
Standard. According to Pinson (2004), a business plan is a formal statement of a set of business
goals, the reasons they are believed attainable, and the plan for reaching those goals. It may
also contain background information about the organization or team attempting to reach those
goals. business plans may also target changes in perception and branding by the customer,
client, taxpayer, or larger community. When the existing business is to assume a major change
or when planning a new venture, a 3 to 5-year business plan is required, since investors will
look for their annual return in that timeframe. Infosys uses business goals as part of employees’
yearly performance goals, and they help enhance employees’ performance and help achieve
organizational goals.

2. Constant Communication of Performance. Communication should be through the whole

process of performance management. Only once or twice communication between employees
and managers are far from enough, and it does not obey the principles of performance

20
management. As Montana & Charon (2008), a business can flourish when all objectives of the
organization are achieved effectively. For efficiency in an organization, all the people of the
organization must be able to convey their message properly.

Name of
Acquisition Acquisition Business of acquired
acquired Based in
cost date company
company

Expert Information
Australia US$23 million Dec 2003 IT service provider
Services

Insurance and financial

McCamish Systems USA US$38 million Dec 2009]
services

Strategic sourcing and

Portland Group Australia AUD 37 million Jan 2012
category management

Lodestone Holding
Switzerland US$345 million Sep 2012 Management consultancy
AG

Panaya Israel US$200 million Mar 2015 Automation technology

Digital experience
Skava USA US$120 million Apr 2015
solutions

Information management
Noah-Consulting USA US$70 million Nov 2015
consulting services

Undisclosed
Sky tree USA Apr 2017 Machine learning
amount

Product design and

Brilliant Basics UK GBP 7.5 million Aug 2017
customer experience

Salesforce advisor and

Fluido Oy Finland EUR 65 million Oct 2018
consulting partner

21
3. Performance Appraisal Meeting. Infosys’ performance appraisal meeting is highly efficient,
and it is normally held within an hour when all managers get together to discuss yearly
performance evaluation. It mainly includes four aspects:

1) Employees’ self-evaluation;

2) Reaching a consensus on employees’ performance, according to facts instead of impressions;

3) Deciding performance levels;

4) It is not only to evaluate employees; it is also a good opportunity to solve problems.

Cederblom (1982) suggests that a performance appraisal is typically conducted annually. The
interview could function as “providing feedback to employees, counselling and developing
employees, and conveying and discussing compensation, job status, or disciplinary decisions”.
It is often included in performance management systems and performance management
systems are employed to manage and align all of an organization’s resources in order to achieve
highest possible performance.

Acquisitions

Employees
Infosys had a total of 228,123 employees at the end of March 2019, out of which 37% were
women. Out of its total workforce, 79% are software professionals, 16% are working in its
BPM arm and remaining 5% work for support and sales. In 2016, 89% of its employees were
based in India.
During financial year 2019, Infosys received 2,333,420 applications from prospective
employees, interviewed 180,225 candidates and had a gross addition of 94,324 employees, a
4% hiring rate. These numbers do not include its subsidiaries.
The attrition rate of Infosys Ltd., including its subsidiaries, for financial year 2019 was 21.5%.
Training centre in Mysuru

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The Development Centre in Mysuru campus

As the world's largest corporate university, the Infosys global education centre in the 337-
acre campus has 400 instructors and 200+ classrooms, with international benchmarks at its
core. Established in 2002, it had trained around 1,25,000 engineering graduates by June 2015.
It can train 14,000 employees at a given point of time on various technologies.

The Infosys Leadership Institute (ILI), based in Mysore, has 96 rooms and trains about 400
Infoscions annually. Its purpose is to prepare and develop the senior leaders in Infosys for
current and future executive leadership roles.

The Infosys Training Centre in Mysuru also provides a number of extracurricular facilities
like tennis, badminton, basketball, swimming pool and gym.

Initiatives

Infosys Media Centre in Bangalore, India

Infosys Foundation
In 1996, Infosys established the Infosys Foundation, to support the underprivileged sections
of society. At the outset, the Infosys Foundation implemented many programs in Karnataka.
It subsequently covered Tamil Nadu, Telangana, Andhra Pradesh, Maharashtra, Odisha, and
Punjab in a phased manner. A team at the foundation identifies all the programs in the areas
of healthcare, education, culture, destitute care and rural development. The Infosys
Foundation USA promotes science and math education in USA, with an emphasis on under-
represented students.

Academic Entente

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Infosys' Global Academic Relations team forges Academic Entente (Ace) with academic and
partner institutions. It explores co-creation opportunities between Infosys and academia
through case studies, student trips and speaking engagements. They also collaborate on
technology, emerging economies, globalization, and research. Some initiatives include
research collaborations, publications, conferences and speaking sessions, campus visits and
campus hiring.

Infosys Labs

Infosys Labs is organized as a global network of research labs and innovation hubs.

Infosys Labs collaborates with leading national and international universities such as the
University of Southern California Viterbi School of Engineering, University of Cambridge,
Queens University of Belfast, University of Illinois at Urbana–Champaign, Indian Institute of
Technology Bombay, IITB-Monash Research Academy, Indraprastha Institute of Information
Technology, Delhi, Indian Institute of Science, Bangalore, Purdue University, Indian Institute
of Information Technology, Bangalore.

Infosys Prize

The Infosys Prize is an annual award given to scientists, researchers, engineers and social
scientists connected to India. It is given by the Infosys Science Foundation, a non-profit trust
which was set up in February 2009 by Infosys and some members of its Board. The prize is
given under six categories. Each category includes a gold medallion, a citation certificate, and
prize money of ₹6.5 million (US$94,000).

Awards and recognitions

• In 2019, Infosys was ranked as the 3rd Best Regarded Company in the World by Forbes.
• In 2017, HfS Research included Infosys in Winner's Circle of HfS Blueprint for Managed
Security Services, Industry 4.0 services and Utility Operations.
• In 2013, Infosys was ranked 18th largest IT services provider in the world by HfS Research.
In the same year, it was ranked 53rd in Forbes list of World's Most Innovative Companies.

In 2012, Infosys was ranked No. 19 amongst the world's most innovative companies by Forbes.
In the same year, Infosys was in the list of top twenty green companies in Newsweek's Green
Rankings for 2012.

• In 2006, Institute of Chartered Accountants of India included Infosys into Hall of Fame for
being the winner of Best Presented Accounts for 11 consecutive years

24
 Controversies
Accusation of visa fraud in the USA

In 2011, Infosys was accused of committing visa fraud by using B-1 (visitor) visas for work
requiring H-1B (work) visas. The allegations were initially made by an American employee of
Infosys in an internal complaint. He subsequently sued the company, claiming that he was
harassed and side-lined after speaking out. Although that case was dismissed, it along with
another similar case, brought the allegations to the notice of the US authorities – and the U.S.
Department of Homeland Security and a federal grand jury started investigating.

In October 2013, Infosys agreed to settle the civil suit with US authorities by paying
US$34 million. Infosys refused to admit guilt and stressed that it only agreed to pay the fine
to avoid the nuisance of 'prolonged litigation'. In its statement the company said "As reflected
in the settlement, Infosys denies and disputes any claims of systemic visa fraud, misuse of visas
for competitive advantage, or immigration abuse. Those claims are assertions that remain
unproven"

Share Price Information

BSE: Rs. 3245.60 (59.15 increase)
NSE: Rs. 3244.30 (58.50 increase)
FACE VALUE: Rs. 5.00

Services that Infosys Provide

• Application Development and maintenance

• Corporate performance management

• Enterprise quality services

• Infrastructure services

• Packaged application services

• Product engineering

• Systems Integration

25
 SWOT Analysis

Strength:

1. A well-established leader among Indian IT companies. Infosys has built a solid image by
delivering quality services and innovation. 2. Well defined service portfolio: In last one
decade it was able to build solid capability including matured processes and team in all the
key vertical including Retail, Oil and Gas etc. 3. Scale: It has 1, 56,688 full time
employees, strong presence in India and number of delivery center across globe. 4. Focus
on Innovation: Infosys has dedicated about $100M to support innovative ideas coming
from Mobility, cloud and Big data. 5. Less Risky: Good cash in hand, over $4B and
absolutely no debt. It will help make further strategic acquisition in Europe and elsewhere.
6. Strong Relationship with Clients: Almost 98% of its business comes from existing
customers. It has total 798 active clients and out of which 12 are $100M+.
2. Weakness

1. Leadership: So far D. Shibulal is not able to meet investor’s expectations. He became CEO
of Infosys on 3pth April 2011 and since then margin and growth has suffered. Other India
offshore players such as TCS, HCL continue to do well.

2. Declining Growth and Margin: Gross margin (FY13) has declined to 37% from 41%.
Company recently has withdrawn EPS guidance and expect to grow about 6% to10%. Below
then Industry growth published by Nasscom.

3. Pricing Pressure: In order to generate growth, Infosys has indicated that it may go down in
pricing that may not a good sign as it will further impact margin. On an annual basis pricing is
down by 3%.

4. Lower utilization: In services business, a lower utilization is big threat and causes a good
amount of pressure on business development team. Infosys has delivered a lower utilization
and it appears that management is comfortable about it.

Opportunity

1. Emerging Technology: Emerging Technology such as Cloud, Big data are going to get
bigger and Infosys has taken concrete steps to take advantage of that.

2. Significant opportunity in Product and platform segment: Total booking is about $685MN,
and grew by 12.4%

26
3. Strategic Acquisition: Infosys will continue to acquire firms which can add to its top line.
Growth from Innovation: Infosys is betting high on Innovation, already committed $100M to
further support this initiative.

Threat

1. Global economy: Although US economy looks like going to recover soon, however Europe
is still not able to catch up.

2. Vendor Consolidation and High Competition: Now most of the big clients want to
consolidate its number of vendors and competitors such as Cognizant, Accenture are able to
offers/showcase well differentiated offering and strategies to clients and that may result in
reduced project budget for Infosys.

Political Economic

• Political stability

• Government owned companies and PSUs have decided to give more IT projects to Indian IT
companies.

• Terrorist attack or war.

Economic

• Global IT spending (demand)

• Domestic IT Spending (Demand)

• Currency Fluctuation

• Real Estate Prices

Social

• Language spoken: English

• Education: A number of technical institutes and universities over the country offer IT
education.

• Working age population

Technologic

• Telephony
27
• Internet Backbone

• New IT Technologies like SOA, Web 2.0, High-definition content, grid computing, etc

Comparative Analysis of Infosys, TCS and WIPRO • TATA Consultancy Services

• TCS is the grandfather

• Unlisted till 2004, cared little about publicity and concentrated on customers

• Grabbed customers and created relationships

• Big in size and low on prices

• Now it has become choosy and fussy

• Stable and trustworthy

• Great expertise, lot to offer and low price.

Wipro

• Originally into hardware and then into software

• From 1999, PR, analyst relations and website became important

• Less focus on branding and more on sales

• In 2001, the need for brand was realized

• “Applying Thought”

• Driven by technological evolution and R&D

Infosys

• “New kid on the block” – Mr. Murthy

• Need to be different to compete with MNC

• Hiring smart people to sell in EU and US markets

• Listing on NASDAQ partially to instill confidence in customers

• Partnerships with educational institutes like Wharton

• Focus more on PR and communication for visibility

28
 CHAPTER 3
RESEARCH
METHODOLOGY

29
 Research Methodology

RESEARCH is a „careful investigation or inquiry especially through search for new facts in
any branch of knowledge‟.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem, formulated

hypothesis, collected facts of data, analysed facts and proposed conclusions in form of
recommendations. The data has been collected from both the sources primary and secondary
sources.

DATA COLLECTION:

Primary Data: Primary data was collected through survey method by distributing
questionnaires to employees. The questionnaires were carefully designed by taking into
account the parameters of my study. Secondary Data: Data was collected from web sites,
going through the records of the organisation, etc. It is the data which has been collected by
individual or someone else for the purpose of other than those of our particular research study.
Or in other words we can say that secondary data is the data used previously for the analysis
and the results are undertaken for the next process.

KIND OF RESEARCH The research done by

EXPLORATORY RESEARCH

This kind of research has the primary objective of development of insights into the problem. It
studies the main area where the problem lies and also tries to evaluate some appropriate courses
of action.

Sample Design:

A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any
biased while collecting the data.

Tools of Analysis:

30
The data collected from both the sources is analysed and interpreted in the systematic manner
with the help of statistical tool like percentages.

RESEARCH DESIGN:

A research design is the arrangement of the condition for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of the
project that stipulates what information is to be collected from which source and be what
procedures.

31
 CHAPTER 4

DATA ANALYSIS

32
 Data Analysis and Interpretation

A survey on whether the employees are satisfied with the services provided by Genting Lanco
Power Plant or not, is conducted to understand the opinion and suggestions to get enough
feedback.

The survey was conducted among 100 employees residing in Vijayawada who belong to
different professions, and different levels. The data has been collected through a questionnaire.

Data interpretation refers to the implementation of processes through which data is reviewed
for the purpose of arriving at an informed conclusion. The interpretation of data assigns a
meaning to the information analyzed and determines its signification and implications.

The importance of data interpretation is evident and this is why it needs to be done properly.
Data is very likely to arrive from multiple sources and has a tendency to enter the analysis
process with haphazard ordering. Data analysis tends to be extremely subjective. That is to say,
the nature and goal of interpretation will vary from business to business, likely correlating to
the type of data being analyzed. While there are several different types of processes that are
implemented based on individual data nature, the two broadest and most common categories
are “quantitative analysis” and “qualitative analysis”.

Yet, before any serious data interpretation inquiry can begin, it should be understood that visual
presentations of data findings are irrelevant unless a sound decision is made regarding scales
of measurement. Before any serious data analysis can begin, the scale of measurement must be
decided for the data as this will have a long-term impact on data interpretation ROI. The
varying scales include:

33
 1. Does your organization provide training for new employees?

Yes No

Training given to new

employees

S.No No of responding n=100

1 Yes 70

2 No 30

No of responding n=100

30%

1 Yes
2 No
70%

OBSERVATION

In the organization 70% of the employees agree that training is given to new employees but
remaining 30% of the employees do not know that training is given to new employees.
Conclusion is that this organization is giving training to the new employees

2. What kind of training methods are being followed in your organization?

On the job Off the job Both

S.No Training methods No of responding n=100

1 On the job 15

2 Off the job 15

3 Both 70

34
 Training methods

15%
1 On the job
15%
2 Off the job

70% 3 Both

OBSERVATION

In this organization 70% of the employees agree to take the on the job and off the job training
but remaining 15% of the employees agree to take the on the job training and remaining 15%
of the employees agree to take the off the job training; the final conclusion is that majority are
interested to take in both on-the-job and off-the-job training.

3. Whether training is a well planed exercise in your organization

Yes No

S.No Training plan exercise No of responding n=100

1 Yes 70

2 No 30

Training plan exercise

30%
1 Yes
2 No
70%

35
OBSERVATION

In the organization 70% of the employees agree that training is a well planed exercise but
remaining 30% of the employees are not sure to tell that training is a well planed exercise in
the organization. The final conclusion that in this organization training is a well planed
exercise.

4. How often the training programs are conducted in your organization

Regularly Quarterly Half yearly

S.No Training program No of responding n=100

1 Regularly 70

2 Quarterly 15

3 Half yearly 15

Training programes

15%
1 Regularly
15%
2 Quaterly

70% 3 Halfyearly

OBSERVATION

In this organization, 70% of the employees agree that training programs are conducted
regularly in the working situation but remaining 15% of the employees gave the feedback that
organization is conducting the training quarterly and 15% of the employees responded that the
36
organization is conducting training half yearly. The final conclusion is that the organization
conducts to most of the employees regularly.

5. On what basis selection of training program is done?

Performance Seniority Both

S.No Selection of training program No of responding n=100

1 Performance 15

2 Seniority 70

3 Both 15

Selection of training programes

15% 15%
1 Performance
2 Seniority
3 Both

70%

OBSERVATION

In this organization to selection for the training program is dependent on seniority by 70%, but
15% of the employees agreed on performance base and 15% of the employees agreed on both
that selection is based on both performance and seniority. The final conclusion is that in this
organization selection for the training program is mostly depending on seniority and next
performance.

37
6. Are you participating in training activity?

Yes No

S.No Participating training activity No of responding n=100

1 Yes 70

2 No 30

Participating training activity

30%

1 Yes
2 No

70%

OBSERVATION

In this organization, 70% of the employees are participating in training activity but remaining
30% of the employees are not participating in training activity of the company. The final
conclusion is that in this organization most of the employees are participating in training
activity.

38
7. Training program according to you is to

Improve skills Improve knowledge Change attitude All the above

S.No Use of training program No of responding n=100

1 Improve skills 10

2 Improve knowledge 10

3 Change attitude 10

4 All the above 70

Use of training programe

1 Improve skills
10%

10% 2 Improve
know ledge
10%
3 Change
attitude
70%
4 All the above

OBSERVATION

In this organization, 70% of the employees agree that training program is very useful to
improve their skills, knowledge and to change the attitude but 10% of the people agree that
training program is useful only to improve the knowledge, and 10% of the employees agree
that training program is useful to change their attitude. The final conclusion that training
program is very useful to employees to improve their skills, knowledge, and change attitude.

39
8. What is your opinion on the training environment and infrastructure available at training
centers?

Excellent Good Poor

S.No Opinion of training environment No of responding n=100

1 Excellent 15

2 Good 70

3 Poor 15

Opinion of training environment

15% 15%

1 Excellent
2 Good
3 Poor

70%

OBSERVATION

In this organization, training environment is good to 70% of the employees and 15% of the
employees tell that training environment is excellent and remaining 15% of the employees say
that training environment is poor. The final conclusion is that most of the employees agree
that training environment is good in the organization.

40
9. Did you find the training material useful to your job situation?

Yes No

S.No Training materials useful No of responding n=100

1 Yes 70

2 No 30

Useful the training material in job

situation

30%
1 Yes
2 No
70%

OBSERVATION

In this organization, training program material is useful in the job situation is agreed by 70%
of the employees and remaining 30% of the employees say that it is not useful in the job
situation. The final conclusion is that the training program material is useful in the job
situation.

41
10. How will you rate the faculty trainer on this practical approach to subject matter including
dealing with reference work situations?

Excellent Good Poor

S.No Rating of the trainer No of responding n=100

1 Excellent 15

2 Good 70

3 Poor 15

Rating of the trainer

15% 15%

1 Excellent
2 Good
3 Poor

70%

OBSERVATION

In this organization the training program conducting trainer in the job situation the employees
is feel good about the trainer that will be agree 70% and 15% of the employees feel excellent
about the trainer in the training period and 15% of the employees feel poor about trainer
behavior in the training period. The final conclusion that trainer in the training period his
cooperation to the trainees is good.

42
11. How often you have attend training

More than 10 More than 5 More than 3

S. No Attending the training programme No of responding n=100

1 More than10 15

2 More than 5 15

3 More than 3 70

Attending the training programe

15%

1 More than10
15%
2 More than 5
3 More than 3
70%

OBSERVATION

In this organization lot of the employees to attending the training program more than 5 times
that will be agree 70% of the employees and 15% of the employees agreed they are attending
training program more than 10 times and remaining 15% employees attending training program
more than 3 times. The final conclusion that lot of employees attending the training program
more than 5 times.

43
12. Training program helped to increase productivity in terms of both quality and quantity

Yes No

S.No Training increase productivity No of responding n=100

1 Yes 70

2 No 30

Training increase productivity

30%
1 Yes
2 No
70%

OBSERVATION

In this organization the employees agreed 70% of the people to increase their productivity in
the work situation and remaining 30% of the employees agreed that it is not more their
productivity in the work situation. The final conclusion that lot of employees agreed that
training is helped to increase their productivity in the work situation.

44
13. After the training program how do you feel nature of the job?

Challenging Satisfactory Good

S.No Nature of the training programme no of responding n=100

1 Challenging 70

2 Satisfactory 15

3 Good 15

Nature of the training programe

15%
1 Challenging
15%
2 Satisfactory
3 Good
70%

OBSERVATION

In this organization employees feel that training program is challenging in job situation it will
be agree 70% and 15% of the people agree that it will be feel in satisfactory in job situation
and 15% of the employees agree that it will good in the work situation. The final conclusions
that lot of employees agree the training is useful in the job situation to feel their job in
challenging.

45
"Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the Organisation."

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.

Recruitment is almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in
management decision making and the recruitment process could itself be improved by
following

management theories. The recruitment process could be improved in sophistication with

Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests,
personal interviews, etc. Recommendations for specific and differentiated selection systems
for different professions and specializations have been given. A new national selection system
for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health
sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations Vacancies: due
to promotions, transfers, retirement, termination, permanent disability, death and labour
turnover.

Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

46
 In addition, new vacancies are possible due to job specification.

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:

• Posts to be filled • Number of persons • Duties to be performed • Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees
(Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

Decides about the design of the recruitment processes and to decide about the split of roles
and responsibilities between Human Resources and Hiring Manager Decides about the right
profile of the candidate Decides about the sources of candidates Decides about the
measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The
HRM was responsible for maintaining the vacancies advertised and monitored, but the real
impact of HRM to the performance of the whole recruitment process was minimal. But as the
role of Human Resources in the business was increasing, the HR Strategy was changed. From
making the process working to the real management of HR Processes and the Recruitment
Process was the first to manage. The role of HR in Recruitment is very important as HRM is
the function to work on the development of the recruitment process and to make the process

47
very competitive on the market. As the job market gets more and more competitive, the clearly
defined HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all
the interviews today, the main role of Human Resources is to make the recruitment process
more attractive and competitive on the job market.

Scope of HR Recruitment:

HR jobs are one of most important tasks in any company or organization.

To structure the Recruitment policy of company for different categories of employees.

To analyses the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior
Management cadres.

A recruitment agency provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you and which job option suits you
the best.

Objective of HR

To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives

Recruitment helps to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.

Recruitment serves as the first step in fulfilling the needs of organizations for a competitive,
motivated and flexible human resource that can help achieve its objectives.

The recruitment process exists as the organization hire new people, who are aligned with the
expectations and they can fit into the organization quickly.

48
HR Recruitment Process

49
CHAPTER 5

CONCLUSION

50
 CONCLUSIONS

There can be a better profitability and more positive attitudes in the employees for their
organization by having training and development. In addition to this, it also helps in solving
problems and promotes decision making. It assists in carrying out and understanding the
policies of the organization. That means training and development develop motivation,
leadership skills, better attitudes and much more.

On the basis of the analysis made, the following conclusions are drawn:

• Maximum number of the employees finds healthy environment at the

work place.

• Lack of interest in employees act as a barrier in training programmes.

• Maximum employees said that they get help whenever they require.

• Employees are satisfied with the training and development programmes given to them.

• The training programmes has helped in developing skills of the employees.

• After attending the training programme most of the workers find their attitude better towards
the job.

• Most of the employees wants to the workplace to be redesigned where the training sessions
are been conducted.

• Employees felt the time wastage during training session. But trainees were satisfied with
activities conducted during training program because it was related to their job.

Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a fresh
blood, new idea enters in the company.

51
SUGGESTION

BIBLIOGRAPHY

52
SUGGESTIONS

• Some advanced training is required in technology department.

• The company should adopt some other ways for nominating the trainees like training need
identification survey, self-nomination, personal analysis, organisational analysis, etc.

• Training should be a continuous process i.e.; it should be imparted at regular intervals.

• The duration of training program should be less and details should be precise and accurate.

• HR department should conduct seminars on some vital topics so that employees are always
motivated and encouraged to work.

BIBLIOGRAPHY

BIBLIOGRAPHY BOOKS REFERRED:

Personnel and Human Resource Management by P. Subba Rao.

Personnel Management by C. B. Mamoria.

WEBSITES:

www.goggle.com

www.wikipedia.org

www.irsl.com

53
Questionnaire

54
 Questionnaire

Dear sir/madam,

I Yash Shankholia student of B.B.A final year from Sri Sri university, Godisahi. I am
conducting this survey for my project work as “training & development” to study training
programmed in Infosys company. in partial fulfillment of B.B.A programme. I therefore
request you to extend your cooperatively filling up to following questionnaire giving your
valuable free and frank opinion. The given information will be kept confidential and used for
academic purpose only. I will be thankful for positive response.

Experience in organization:

1. Does your organization provide training for new employee?

a) Yes b) No

2. What kind of training methods follow in your organization

a) On the job b) Off the job c) Both

3. Whether training is a well-planned exercise in your organization

a) Yes b) No

4. How often the training programmed conducted in your organization.

a) Regularly b) Quarterly c) Half yearly

5. On what basis selection of the training program is done?

a) Performance b) Seniority c) Both

6. Are you participating in training actively?

a) Yes b) No

7. Training program according to you is

a) Improve skills b) Improve knowledge c) Change attitude d)

All the above

8. What is your opinion on the training environment & infrastructure available at training
center?

a) Excellent b) good c) fair d) poor

55
 9. Do you find the training material is use full to your job situation?

a) Yes b) No

10. How will you rate the faculty trainer on this practical approach to subject matter including
dealing with reference work situations?

Excellent Good Poor

11. How often you have attended training

More than 10 More than 5 More than 3

12. Training program helped to increase productivity in terms of both quality and quantity

Yes No

13. After the training program how do you feel nature of the job?

Challenging Satisfactory Good

56