CHAPTER-1

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INDRODUCTION TO HRM

Human Resources is an asset, whose value keeps on increasing

with the time. The value of the asset is increased through Performance
Appraisal. It is the responsibility of the manager to organize proper
Performance Appraisal programmes and lead the employees towards
progress. The effectiveness of the prime motive depends not only on
their own development, but also on the skills and capabilities through
which they also contribute towards the organizational goal.

MEANING AND CONCEPT OF HUMAN RESOURCE

MANAGEMENT

Human resource is of paramount importance in the success of any

organization. The human resource of the organization represent one of
its largest investments. The value of human resource of an organization
frequently becomes evident when the organization is sold. Often the
purchase price is greater that the total value of the physical and the
financial assets of the organization, this difference is sometimes called
goodwill, partially the value of the organization human resources. In
addition, the investment of an organization in its human resources can
be tremendous. Recruiting, selection and training represents some of the
more obvious human resources development, which is concerned with
all aspects of managing the human resources of an organization.

More specifically, human resources management involves

determining the organization human resources needs, recruiting and
selecting the best available employees, developing, counseling and
rewarding employees, acting as a liaison with unions and government
organization and handling other matters related to employee well being.
Each of these function is necessary to some degree in all organization.

DEFINITION OF HUMAN RESOURCE MANAGEMENT

Human Resources Management has been defined by Edwin B

Flippo as “the planning organizing, directing and controlling of

2
procurement, development, compensation, integration, maintenance and
separation of human resources to the end of those individual
organizational and social objectives are accomplished’’.

SCOPE OF HUMAN RESOURCE MANAGEMENT

The scope of Human Resource Management is indeed vase. All

major activities in the working life of a worker-from the time of his or
her entry into an organization until he or she leave-come under the
purview of Human Resource Management. Specifically, the activities
included are – HR planning, job analysis and design, recruitment and
selection, orientation and placement, training and development,
performance appappraisald job evaluation, employee and executive
remuneration, motivation,and communication, welfare,safety and health,
industrial relations and the like.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Human Resources Management is concerned with all aspects of

managing the human resources of an organization. The basic function of
management apply to human resources management also that of
planning, organizing, motivation and controlling. In addition to this it
performs the following functions.

• Determining the organizations human resources needs.

• Recruitment and selection of personnel.
• Developing employees.
• Rewarding employees.
• Counseling employees.
• Acting as liaison with union and government organizations.
• Other matters related to employee well being.

ESSENTIAL OF HUMAN RESOURCE MANAGEMENT

3
 Human resource management does not confine itself to the
selection of right type of persons of right jobs. It helps to build a team
spirit, where employees satisfy their aspirations by developing
themselves and contribute to the accomplishment of organizational
goals.

• Employees have a sense of accomplishment in and through

their work.
• Employees will have a high sense of belongingness towards
their organization and work place.
• Employees feel that they are respected, as individuals and
their contribution are valued.
• Employees will have a feeling to enhance their competence
and perform more challenging and satisfying tasks.
• Employees will enjoy their work.
• Instead of spending time satisfying their needs, employees
will contribute to organizational tasks and goals.

ROLE OF HR

The overall role of the HR function is to enable the organization to

achieve its objectives by taking initiatives and providing guidance and
support on all matters relating to its employees. The basic aim is to
ensure that Management deals effectively with everything concerning
the employment and development of people and the relationship that
exist between management and the workforce. A further key role for the
HR function is to play a major part in the creation of an environment
which enables people to make the best use of their capacities and to
realize their potential to the benefit of both organization and themselves.
The HR function operates as apart of the full business management
process and cannot be viewed in isolation. Although a support activity it
must be proactive. It supports and promotes business solutions that take
advantage of opportunities stemming from business issues just as it must
find solutions to apparent constrains. Three principal themes of the 21st
Century corporate perspective are Globalization, Decentralization and
Empowerment.

4
INTRODUCTION

Introduction to training and Development:

There are various concepts of HRM such as
recruitment, selection etc., the main focus of this project
is “Training and Development”.

A brief description of training and development is as

follows,

Every organization needs to have well-trained

and experienced personnel to perform the activities. If
the current or potential job occupant can meet this
requirement, training and development is not important.
But when this is not the case, it is necessary to raise the
skill levels and increase the versatility and adaptability
of employees. Inadequate job performance or technology
break through requires some type of training and
development . The purpose of training and development
is to give the employees at all levels, sufficient
instruction and guidance to enable them to perform their
jobs effectively and prepare themselves for promotion
owing to outside courses or visits or infrequent
experience.

The true training and development situation

exists where there is a gap between the standards of
performance demanded by a departmental

5
head and that actually being viewed by the individual sub
ordinates. The main purpose of the training and
development is not only an activity that is described
but also an activity that development is not an activity
that is desirable but also an activity that an organization
must commit resources to, if it is to maintain a viable and
knowledgeable work force .training and development is
vital for any organization because, it induces skills and
knowledge to its employees to face and adjust
themselves to the present need of the organization.
Today world has become very dynamic that is today’s
world is not tomorrow’s world. It has been changing very
frequently because of frequent changes in customer’s
needs and preferences.

For any organization customer is the king, to meet

the customer expectation the company has to adopt
itself or change itself. For this the company has to adopt
new technology and new resources, which requires
equally talented employees. To upgrade the employee’s
skills knowledge to the present needs company has to
provide training and development to its employees.

Every organization needs to have well-trained and

experienced people to perform the activities that have to
be done. Training, a key practice is critical to the
implementation of several competitive strategies. The
important lesson is that human resources represent a
competitive advantage that can increase profits when
managed wisely. To meet these requirements the current
and potential job occupation are given training.

One of the most important activities of HRM

department is training. The technique of training has
been a key factor and a major to achieve the objectives
of human resources management. Management is a
effective and efficient utilization of man, money, machine
etc., to accomplish the organization objectives and goals
through people. The purpose of training is to develop the
abilities and goals through people. The purpose of
training is not only to develop the abilities of an satisfy

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current and future needs, it supplement education and to
train them for highest responsibilities.

Training is identified to fulfill the following purpose.

• Technical updating
• Individual expectancy
• Occupational efficiency
• Behavioral competency
• Organizational efficiency

Therefore competence of people is the key to success in

any undertaking. In this rapidly changing and fast
moving economy there is a need for training and
retraining. Training should be given to train the minds of
the employees to attack the problems in the right
perspective and to achieve ultimate solution. So training
is provided to human resources in order to enable them
to adapt to new changes in scenario and acquaint them
with the work methods.

Training and development in a rapidly changing

society , is not only an activity that is desirable but also
an activity that an organization must commit resources
to, if it is to maintain a viable and knowledge work force.

Importance of Training:-
The first essential point of any business is
survival. To stay in Business in a competitive world
requires increase in productivity. To increase
productivity, workers have to be trained in the use of the
system. Increased productivity and quality can be
achieved by making the workers themselves more
skillful.

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 Training and development is one of the things,
which ensure the survival. Training helps in change. The
change can be Business change, Customers change, Need
change and circumstances change.

It helps to increase the market value and security

and moulds the employee’s attitude to help them to co-
operate with the company and to create greater loyalty
towards it through training. Hence training is essential
for healthy administration of the industry.

Training and Development key points:-

 “What” is learned?

 “Who” is learning?

 “Why” such learning takes place.

 “When” such learning occurs.

Why are Training Programs given?

 To change the mission of the organization.

 To increase the productivity.

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  To reduce the production cost.
 To eliminate the errors and defects.
 Optimal usage of material and time.
 To boost the employees morale.
 To improve supervision.
 To develop human Relations.
 To reduce employee turnover rate.
 To improve managerial skills.
 To meet quality standards.
 To compete with changing scenario of
technology.
 To improve organizational climate.
 To improve health and safety.

Aim of Training & Development:-

The aim of training is to define the output variables more
specifically.

Measure of the capabilities of the employees in the

context of the current and the future job, which increase
the possibility of their employability in the context of
their business.

Full utilization of the talents of the manpower and the

development of these
Resources.

Prevent obsolescence.

Extent to which employees are trained to manage well

the system of the company.

The adaptability to the changing requirements of the

company.

Bring in continuous improvements in the organization.

9
Need for Training:-
Every organization big or small, productive or
non-productive, economic or social, old or newly
established should provide training to all employees
irrespective of their qualification, skill, suitability for the
job etc. Thus, no organization can choose whether or not
to train employees.

Training is not something that is done once to

new employees; it is used continuously in every well run
establishment. Further, technological changes,
automation, require up-dating the skills and knowledge.
As such an organization has to retrain the old employees.

Specifically, the need for training arises due to the

following reasons:

 To match the employee specification with the Job

requirement and organizational Needs.
 Organizational Viability and the Transformation
Process.
 Technological Advances.
 Organizational Complexity.
 Human Relations.
 Change in the job assignment.

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 Training Methods

On-the-job method Off-the-job Method

1. Job rotation. 1. Vestibule training

2. Coaching 2. Role playing
3. Job instruction or 3. Lecture Methods
4. Training through 4. Conference or
Step-by-step Discussion
5. Committee Assignments 5. Programmed Instruction

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On-the-job Training Methods

This type of training, also known as job

instruction training, is the most commonly used method.
Under this method, the individual is placed on a regular
job and taught the skills necessary to perform that job.
The trainee learns under the supervision and guidance of
a qualified worker or instructor. On-the-job training has
the advantage of giving first hand knowledge and
experience under the actual working conditions. While
trainee learns how to perform a job, he is also a regular
worker rendering the services for which he is paid. The
problem of transfer of trainee is also minimized as the
person learns on-the-job. The emphasis is placed on
rendering services in the most effective manner rather
than learning how to perform the job. On-the-job training
methods include job rotation, coaching, job instruction or
training through step-by-step and committee
assignments.

 Job Rotation: This type of training involves the

movement of the trainee from one job to another.
The trainee receives job knowledge and gains
experiences from his supervisor or trainee in
each of the different job assignment. Though
this method of training is common in training
managers for general management positions,
trainees can also be rotated from job to job in
workshop jobs. This methods given an
opportunity to the trainee to understand the
problems of employees on other job and respect
them.

 Coaching: The trainee is placed under a

particular supervisor functions as a coach in
training the individual. The supervisor provides
who feedback to the trainee on his performance
and offers him some suggestions for

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 improvement. Often the trainee shares some of
the duties and responsibilities of the coach and
relieves him of his burden. A limitation of this
method of this method of training is that the
trainee may not have the freedom or opportunity
to express his own ideas.

 Job Instruction: This method is also known as

training through step by step. Under this method,
trainer explains the trainee the way of jobs, job
knowledge and skills and allows him to do the
job. The trainer appraises the performance of the
trainee, provides feedback and corrects the
trainee.

 Committee Assignments: Under the committee

assignment, group of trainees are given and
asked to solve an actual organization problem.
The trainees solve the problem jointly. It
develops team work.

Off-the-Job training Methods

Under this method of training, trainee is separated
from the situation and his attention is focused upon
learning the material related to his future job
performance. Since the trainee is not distracted by job
requirements, he can place his entire concentration for
freedom of expression for the trainees. Off-the-Job
training methods are as follows:

 Vestibule training: In this method, actual

work conditions are simulated in a class room.
Material, files and equipment those are used in
job performance are also used in training. This
type of training is commonly used for training
personnel for clerical and semi-skilled jobs. The
duration of this training ranges from days to a

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 few weeks. Theory can be related to practice in
this method.

 Role Playing: It is defined as a method of

human interaction that involves realistic behavior
in imaginary situations. This method of training
involves action, doing and practice. The
participants plays the role of certain characters,
such as the production manager, mechanical
engineer, superintendents, maintenance
engineers, quality control inspectors, foreman,
workers and the like. This method is mostly used
for developing interpersonal interactions and
relations.

 Lecture Method: The lecture is a traditional and

direct method of instruction. The instructor
organizes the material and gives it to a group of
trainees in the from of a talk. To be effective, the
lecture must motivate and create interest among
the trainees. An advantage of lecture method is
that direct and can be used for a large group of
trainees. Thus costs and time involved are
reduced . The major limitations of the lecture
method is that it does not provide for transfer
effectively.

 Conference or discussion: It is a method in

trainining the clerical, professional and
supervisory personnel. This method involves a
group of people who pose ideas, examine and
share facts, ideas and data , test assumptions,
and draw conclusions, all of which contribute to
the improvement of job performance. Discussion
has the distinct advantage over the lecture
method in that the discussion involves two-way
communication and hence feedback is provided.

 Programmed Instruction: In recent years this

method -has become popular. The subject-matter
to de learned is presented in a series of carefully
planned sequential units. These units are
arranged from simple to more complex levels of
instruction. The trainee goes through these units

14
 by answering questions or filling the blanks. This
method is expensive and time consuming.

The Training procedure :

One of the better personnel programme to come out
World War II was the Training Within the Industry (TWI)
programme of the War Manpower Commission. This was
basically a supervisory training programme to make up
for the shortage of civilian supervisory skills during the
war. One of the parts of this programme was the job
instruction training course, which was concerned with
how to teach? The training procedure discussed below is
essentially an adoption of the job instruction training
course, which has been proved to have a great value.

The important steps in training procedure are:

 Preparing the Instructor: The instructor must

know both the job to be taught and how to teach
it. The job must be divided into logical parts so
that each can be taught at a proper time without
the trainee losing plan. For each part one should
have in mind the desired technique of instruction,
that is, whether a particular point is best taught
by illustration, demonstration or explanation.

 Preparing the Trainee: As in interviewing, the first

step in training is to attempt to place the trainee
at ease. Most people are somewhat nervous when
approaching an unfamiliar task. Though the
instructor may have executed this training
procedure, many times he or she never forgets its
newness to the trainee. The quality of empathy is
a mark of the good instructor.

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 Getting Ready to Teach: This stage of the
programme is class hour teaching involving the
following activities:

∗ Planning the programme.

∗ Preparing the instructor’s outline.
∗ Do not try to cover too much material.
∗ Keep the session moving along logically.
∗ Discuss each item in depth.
∗ Repeat, but in different words.
∗ Take the material from standardized texts when
it is available.

 Presenting the Operation: There are various

alternative ways of presenting the operation,
explanation, demonstration etc. An instructor
mostly uses these methods of explanation. In
addition one may illustrate various points
through the use of pictures, charts, diagrams and
other training aids. Demonstration is an excellent
device when the job is essentially physical in
nature.

 Follow-up: The final step in most training

procedure is that of following-up. When people
are involved in any problem or procedure, it is
unwise to assume that things are always
constant. Follow-up can be adapted to a variable
reinforcement schedule as suggested in the
discussion of learning principles. The follow-up
system should provide feed-back on training
effectiveness and on total value of training

16
 Model for Feedback on
Training

Training
Employee’s Employee
programme
performance identified for
present job training

Measurement of
actual job
performance

Employee Employee
for new after training
Suitabilityassignment
for new
assignment Measurement of
training
performance

17
Advantages of Training
The contributions of imparting training to a
company should be readily apparent. The major values
are:

 Increased Productivity
 Heightened Morale
 Reduced Supervision
 Reduced Accidents
 Increased Organizational stability

Evaluation of Training
Programme
The specification of values forms a basis for
evaluation. The basis of evaluation and the mode of
collection of information necessary for evaluation should
be determined at the planning stage. The process of
training has been defined as “any attempt to obtain
information on the effects of training performance, and
to assess the value of training in the light of that
information.” Evaluation leads to controlling and
correcting the training programme. Hamblin suggested
five levels at which evaluation of training can take place.

• Reaction: Training programme is evaluated on the

basis of trainee’s reaction to the usefulness of
coverage of the matter, depth of the course content,
method of presentation, teaching methods etc.

• Learning: Training programme, trainer’s ability

trainee ability are evaluated on the basis of quantity
of content learned and time in which it is learned
and learner’s ability to use or apply, the content he
learned.

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 • Job Behavior : This evaluation includes the manner
and extent to which the trainee has applied his
learning to his job.

• Organization : This evaluation measures the of

training, learning and change in the job Behaviour
of the department/organization in the form of
increased productivity, quality, morale , sales
turnover and the like.

• Ultimate value: It is the measurement of ultimate

result of the contributions of the training
programme to the company gaols like survival,
growth, probability etc.,

Feedback
Training evaluation information should be
provided to the trainer

and/or instructors, trainees and all other parties

concerned for control,

correction and improvement of trainees activities.

Further the training

evaluator should follow it up to ensure implementation of

the evaluation

report at every stage. Feedback information can be

collected on the basis of

questionnaire or through interview.

19
Introduction
• INDUSTRY PROFILE

• COMPANY PROFILE

20
INTRODUCTION:
Hydraulics is a topic of Science and engineering
dealing with the mechanical properties of liquids.
Hydraulics is part of the more general discipline of fluid
power. Fluid machines provides the theoretical
foundation for hydraulics, which focuses on the
engineering uses of fluid properties

The word "hydraulics" originates from the Greek

word ‘hydraulics’ which in turn originates from meaning
‘water organ’ which in turn comes i.e., Hydraulic fluids
are a large group of mineral oils, water-based or water
used as the medium in hydraulic systems.

INDUSTRY BACKGROUND

In the contemporary industrial world, fluid power

particularly the hydraulic branch of it is a magic world for
energy transmission. The application of fluid power is
causing many positive changes in the world around us.
The application of hydraulic control & drive systems has

21
resulted in new designs & improved efficiency for
machines & installations. The use of fluid under pressure
to transmit power & to central intricate motions is
relatively modern & has had its greatest development in
recent years.
Industrial hydraulics in necessary it can move rapidly
in one part of its length & slowly in another. No other
medium combines the same degree of positive ness,
accuracy & flexibility maintaining the ability to transmit a
maximum of power in a minimum of bulk & weight.
PRODUCTS COVERED UNDER THE STUDY:
1. Pumps (Fixed volumes, Variable volumes)
2. Actuators
• liner (cylinders)
• Rotary (motors)
3. Control elements (Valves, pressure, flow & directional)
4. Accessories (Reservoirs, coolers, filters, storage units,
tanks, accumulators)
APPLICATIONS OF HYDRAULIC COMPONENTS & SYSTEMS:
Broadly the hydraulic products from application angle are
classified as under.
1. Industrial
2. mobile
3. marine
4. aerospace

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INDIAN HYDRAULIC INDUSTRY:

The Indian hydraulic industry started in early 60’s

primarily with an objective of import substitution of some
of the hydraulic products being used by the industry in
various applications. Since most of the Indian industries
have been set up, based up on the variety of
technological sources, the range of their specifications is
very wide. Due to this the range of products in the oil
hydraulic industry is also quite wide resulting in a very
small batch for every product. It is therefore difficult to
specify a minimum economically viable capacity for the
industry.
Indian hydraulic industry has to manufacture a large
variety of products with low volumes; the industry is not
able to use the modern high production lines. Most the
manufacturing with exception to some are currently
using general purpose machines with special tools and
some special purpose machines for specialized metal
cutting operations. Still the Indian industry has to adopt
many modern production methods.
HISTORICAL GROWTH OF INDUSTRY:
In terms of turnover the hydraulic industry seems to
have grown rapidly in the past ten years. While the
growth of turnover figures, which show a steep rise of
average over 18% per annum, the actual growth in terms
of production has not increased beyond 6 to 7% from the

23
turnover figure, one may conclude that the drastic
change is being occurred in resulting from depreciation
of Indian rupee against dollar. .
MANUFACTURERS OF HYDRAULIC COMPONENTS
• Wipro Limited Bangalore
• BEML, Bangalore
• Escorts Harrison Limited, Finland
• GL Research Industries Limited, Ahmadabad
• Dynamics Limited, Bangalore
• L&T Limited (Earth Moving Machinery & Hydraulic
Division) Bangalore
• Oscar equipment private limited, Calcutta
• Poly Hydraulic private limited, Belgium
• Sai indira limited Bangalore
• Vickers systems industrial limited Bangalore

INTERNATIONAL SCENARIO:
In connection with oil hydraulic technologies, it is
widely acknowledged that it is undergoing changes
mostly determining by the user sector that have
undergone revolutionary changes in their product
designs in the recent years. According to present
indications some of the changes in technology in respect
of designing materials & manufacturing as under:
1. Increased powers/weight ratio
2. increased system pressures

3. extensive use of manifold systems avoiding

extensive piping & relative leakage problems
4. reduced noise levels

24
5. Increased use of proportional valve technology,
interfacing with electronics & micro processor
systems.

25
 Company
Profile

ABOUT WIPRO LIMITED

WIPRO INFRASTRUCTURE ENGINEERING
INTRODUCTION-BACKGROUND OF THE COMPANY

Wipro Infrastructure Engineering commenced its operations

in 1978 and has worked Single-Mindedly towards meeting
growing demand for world-class Hydraulic components in India.

26
 Starting with a plant in Bangalore for the manufacturing of
Hydraulic cylinders for industrial applications. Wipro has
considerably grown. This necessitated the setting up of a second
factory at Hindupur, about 80 kms from Bangalore to serve the
widening customer base, both in India and at abroad.

From a modest beginning the company has become the

largest provider of Hydraulic components and solutions. With the
experience gained in the development of Hydraulic cylinders and
others hydraulic components, the company is poised to position
itself as a global supplier of hydraulic products.

Wipro Infrastructure Engineering provides solutions ranging

from precision Engineered Products to value added services to
customer’ in industries that the core infrastructure sector-
ranging from. Construction, Mining Agriculture and Power to
steel plants ports. The products and service offerings include
high precision hydraulic cylinders, Valves, PTO’s, complete
tipping solutions and system solutions for a wide range of
applications.

They are the largest Indian provider of precision engineered

hydraulics components and solutions. Some of the applications
are listed below.

Backhoe loaders,
Mini excavators and
Excavators,
Wheel loaders,
Dumpers,

27
Dozers
Motor graders
Vibratory compactors rollers
Tipping trucks
Combine harvesters
Forklift trucks
Cranes
Blast hole rigs
Side discharge loaders
Load haul dumpers
Underground mining
Ports
Airports equipment
Dam gates
Injection moulding machines
Defence
Windmill

HINDUPUR PLANT
In 1995 a plant was set up in Hindupur to meet the increased
demands this plant produces Truck hydraulic components-
telescopic cylinders pumps, values accessories. Small size
cylinders for cranes, drill rigs and industries machine.

CHENNAI PLANT
As the other two branches lacked sea ports and the company
was incurring heavy transportation cost a new plant was opened
in Chennai on April 2006.

MANUFACTURING (BANGALORE PLANT)

28
The company’s approach to manufacture has been to build
quality into the process and thereby improve reliability of the
products. The manufacturing facilities are spread over different
plants ,based on the nature/size of the products to enable
effective grouping of machines
VERY SMALL CYCLINDER PLANT (VCP) makes very small cylinder
(bore<70mm)in large volumes for applications such as tractors,
Forklifts truck.etc SMALL CYCLINDER PLANT (SCP) produces
small Cylinders(bore<100mm)typically used in Bachoe Loaders,
wheel loaders, forklifts trucks,etc
LARGE CYCLINDER PLANTS(LCD) cater the requirement bigger
(bore>200mm) are longer cylinders such as those used in
presses, Dam Gates, Steel plants and large construction
equipments
PISTON ROD PLANT (PRP) feeds piston rod to the various cylinder
plants.

MANUFACTURING OPERATIONS
The company focus in manufacturing operations help build
tighter , faster and less costly connections in core production
and shop floor processes .this involves translating the demand
plan from advanced planning system into a detailed production
plan, using the production plan to schedule detailed shop floor
operations using techniques such as MRPII,managing actual
execution of operations on the shop floor and controlling raw
material and WIP inventory through the production the
production process and the entire management of assets for
maintenance ,repair and operation.
PLAN
Demand planning

29
Production planning
Master planning
Material requirement planning
Capacity requirement planning
Contract planning
EXECUTE
Equipment tracking
WIO/Product tracking
Data acquisition
Product information
Labour management
Vendor managed inventory
Configuration
CONTROL
Process control
Distributed control system
Batch control system
SCADA historian
MANAGE
Enterprise asset management
Quality management
Laboratory information management
Environment safety and health system

SUPPLY CHAIN MANGEMENT

The company provides solution a wide-ranging focus on
globalization and information management tools that integrates
procurement, operations and logistics from raw material to
customers satisfaction .such solution help manufacturers attain

30
specific objectives such as lower inventory on time shipping
,better customer service or real –time available to-promise(ATP).
The company’s supply chain management solutions supports
every stage in the manufacturing value chain namely source,
make, move and sell.

SUPPLIER COLLABORATION
Sourcing planning
Lean supply
Spend optimization
Sourcing analytics

ADVANCED PLANNING AND SCHEDULING

Demand planning
Capacity planning
Production planning
Production scheduling

DISTRIBUTION MANAGEMENT
Inbound logistics
Yard management
Ware house management
Transportation management
Trade management

CUSTOMER FULFILLMENT
Demand forecasting
Clean order capture
Order tracking
Order fulfillment

31
Order analytics

RETURNS MANAGEMENT
Returns authorization
Return tracking
Returns settlement
Return analytics

MISSION QUALITY
ISO 9000 and ISO 14000 in brief
The ISO 9000 families are among ISO’s most widely known
standards ever.ISO 9000 and ISO 14000 standards are
implemented by some 634000 organization in 152 countries .ISO
9000 has become an international reference for quality
management requirements in business-to-business dealings and
ISO 14000 is well on the way to achieving as much ,if not more
,in enabling organizations to meet their environment challenges.
The ISO 9000 family is primarily concerned with “Quality
management’’.
This means what the organization does to fulfill.
• The customer’s quality requirements
• Applicable regulatory requirements
• Achieve continual improvement of its performance in
pursuit of these objectives
The ISO 14000 families are primarily concerned with
‘environmental management’. This means what the organization
does to minimize harmful effects on the environment caused by

32
its activities and to achieve continual improvement of its
environmental performance. The vast majority of ISO standards
are highly specific to a particular product, material or process.
However, the standards that have earned the ISO 9000 and ISO
14000 families a worldwide reputation are known as “Generic
Management System Standards”. “Generic means that the same
standards can be applied
• To any organization ,large or small, whatever its product
• Including whether its “product” is actually a service.
• In any sector of activity and
• whether it is a business enterprise a public administration
or a government department
• “Generic” also signifies that no matter what the
organizations scope of activity ,if it wants to establish a
quality management system, then such a system has a
number of essential features for which the relevant
standards of the ISO 9000 or ISO 14000 families provides
the requirements.
“Management system” refers to organization structure for
managing its processes or activities that transform inputs of
resources into a product or service which meet the organizations
objectives, such as satisfying the customer’s quality
requirements complying to regulations or meeting
environmental objectives.
QUALITY…COST…DELIVERY…SERVICE.
Being located in Bangalore, which is a major engineering
research and Test Center in India, the company enjoys a lot of
advantages like.
 A large pool of engineering talent.

33
  Skilled labour familiar with precision engineering processes.
 Experienced sub-contractors/vendors.

 Well established financial and banking network.

 Easy access by air from all major cities in India and some
International connections as well.
 Proximity to the Chennai International sea port.
The above factors, alone with the company’s infrastructure
facilities ,provide the company an edge in terms of its ability to
deliver quality products that meet the stringent requirements of
customer’s. In addition the benefits of low labour, managerial
and overhead costs allow the company to enjoy an effective low
cost-manufacture base, comparable to any international
manufacturer. It’s not surprising then that more and more OEM
customers, including several reputed global manufactures, are
looking at the company, as a long term business partner.

COMPNY’S COMMITEMENT AND ENDEAVOUR

Customer satisfaction and loyalty is key to the business growth.

The company therefore dedicated itself to walk the extra mile for
valued customers. “With utmost respect to human Values the
company promises to serve their customers with Integrity
through a variety of innovation , value for money, products and
services by Applying Thought, day after day”.

ENVIRONMENT, HEALTH AND SAFETY POLICY

The company takes environmental consciousness a step further
at the company .they believe that all in the company are
environments conscious and contribute to preserving nature( at

34
a higher level) as well as danger-proofing their own respective
work area. All of us are responsible for conducting safe and
environmentally sound operations . fundamentally, this is in the
interest of their own and other quality of life. Therefore,
employees should consider the potential impact of the activity
products and services of the company on health and the
environment and take necessary measures, over and above
legal requirements to reduce such impact.

MAINTAINING AND MANAGING RECORDS

The purpose of this policy is to set forth an covey to the

company’s business and legal requirements in managing record
including all recorded information regardless of medium
characteristics. records include paper documents, CD’s.
computer hard disks, floppy disks, microfilms or laws, rules and
regulations required the company to retain certain records and
to follow specific guidelines in managing its records civil and
criminal penalties for failure to comply with such guidelines can
be severed from employees, agents, contractor to disciplinary
action up to and including termination of employment or
business relationship at the company’s sole discretion

GLOBAL PRESENCE
With the deep commitment to quality and customer service
they offer value, which has made them the preferred source for
hydraulic components. Their expertise is built on over two
decades of experience of serving a wide range of customer’s

35
globally, the customer base spans from Japan to Europe. Some
of the customers are listed below.
 JCB
 TELCON
 CATERPILLAR
 L &T CASE
 TEREX
 TEREX VECTRA
 THAI KOBELCO
 KUBOTA
 BEML
 HIL
 PT KOMATSU
 TATA MOTORS
 ASHOK LEYLAND
 ELCHER
 MAHINDRA & MAHINDRA
 KOMATSU FORKLIFT
 CARRARO
 CLASS RAND
 REVATHI
 ELMCO ELECON
 TIL
 ESCORTS
 TRF
 JINDAL
 TATA STEEL SAIL

36
  MUKAND
 SIMPLEX
 FLAT
 CONCAST
 SMS DEMAG
 NTPC
 L&T DEMAG
 ACC
 TATA POWER

PRODUCT PROFILE
PRODUCT RANGE AND BUSINESS HEAD OF
CONSTRUCTION EQUIPMENT HYDRAULICS
The company is providing hydraulic solutions especially to
mobile OMEMS (Original Equipment Manufacturer).the company
has bundled world-class product like pumps, motors, values
,steering units offered by global OEM’s like Kawasaki, Tejjin
Seiki, Eaton and Sun along with high quality Wipro cylinders to
offer a range of hydraulic products and solution.
A.CYLINDERS
The range of cylinders cover various segments as Construction
and Earthmoving Excavators
Dumper
Backhoe Loaders
Drill Rigs
Wheel Loaders
Motor Graders
Dozers
Road Construction Machinery

37
B.MATERIAL HANDING
CRANES
FORKLIFTS
C.FARM AND AGRICULTURE MACHINERY
Tractors
Combines
D.INDUSTRIAL MACHINERY
Steel plant
Presses
Dam Gates
E.TRUCK HYDRAULICS
The company developed truck hydraulic components specially
for mining and construction truck tippers. The range of truck
hydraulic component and the segment addressed are
TIPPER
Complete tipping system
a. Rear,2-way and 3-way tipping
b. Under-body
c. Front –end
F.SPECIAL VEHICLES
a. Garbage compactors
b. Car carriers
c. Under-body
d. Front-end
G.TRUCK HYDRAULIC COMPONENTS INCLUDING
Telescopic cylinders
Axial Piston pumps

38
Values
PTO’s filters and other accessories
TIPPER BODIES
Special bodies designed and developed to meet various tipper
applications.

Wipro Limited is a multi-business corporation,

headquartered in Bangalore, India. For the year ending
31st March 2007, Wipro's revenues were USD 3.5 Billion.
Wipro is listed on the New York Stock Exchange and the
Bombay Stock Exchange.
Wipro Limited was incorporated in 1945 as Western
India Vegetable Products Limited under the Indian
Companies Act, VII of 1913, which is now superceded by
the Companies Act, 1956. Over the years, wipro ltd has
diversified into the areas of IT services, IT products and
Consumer Care & Lighting Products. In October 2000,
wipro ltd has raised gross aggregate proceeds of
approximately $131 million in U.S. public offering of
ADSs on the New York Stock Exchange.

Wipro incurred capital expenditure of Rs. 1,318

million, Rs. 2,626 million and Rs. 2,485 million ($ 50.89
million) during the fiscal years ended March 31, 2000,
2001 and 01-02, respectively. These capital expenditures
were primarily incurred on new software development
facilities for our Global IT services business segment.
These capital expenditures also include Rs. 570 million
incurred on the expansion of wipro ltd corporate facilities

39
in Bangalore over the course of the fiscal years ended
March 31, 2000 and 2001. WIPRO'S BUSINESSES

Besides Wipro Infrastructure Engineering, Wipro's

businesses are:
• IT Service, Products and Business Process
Outsourcing

• Consumer Care and Lighting

• Healthcare Solutions ( includes a JV with GE)

COMPETITIVE STRENGTHS OF WIPRO:

The following are the principal competitive strengths:

• Comprehensive range of IT services

• World-class quality as measured by SEI-CMM and six
sigma initiatives
• Services offerings in emerging growth areas
• Broad range of research and development services
• Global delivery model
• Established track record with premier international
customer base
• Ability to access, attract and retain skilled IT
professionals
• Robust systems and processes to support growth in
business
• Broad distribution network and strong sales force in
India

40
 • Strong brand recognition in the Indian market

WIPRO BELIEFS (1971)

• Respect the individual. People are our greatest
asset.

• Achieve & maintain a position of leadership in

each of the businesses we are in

• Govern individual and company relationships with

the highest standard of conduct & integrity

• Serve our internal & external customers through

Defect free products, services & processes.

SPIRIT OF WIPRO

The Spirit of Wipro is the value of the Wipro… the spirit is rooted in current reality, but it
also represents what Wipro aspires to be – thus making it future active.

The spirit is an indivisible synthesis of all three statements. It means manifesting

intensity to win. Acting with sensitivity and Unyielding on integrity all the time.

 Intensity to Win

• Make customers successful

• Team, Innovate, Excel

 Act with Sensitivity

• Respect for the individual

• Thoughtful & Responsible

41
Unyielding Integrity

• Delivering on commitments

• Honesty and fairness in action

WIPRO'S SUBSIDIARIES AND AFFILIATES

Spectra mind
Wipro Spectra mind Service Wipro Holding
Wipro info tech Wipro
Technologies

Wipro consumer Care and lighting Wipro GE

Medical systems

WIPRO INFRASTRUCTURE ENGINEERING

Wipro Infrastructure Engineering (formerly Wipro

Fluid Power) provides solutions ranging from Precision
Engineered Products to value added Services for
customers in industries that serve the core infrastructure
sector - ranging from Construction, Mining, Agriculture
and Power to Steel Plants and Ports.
WIN product and service offerings include high
precision hydraulic cylinders, valves, PTO's, complete
tipping solutions and system solutions for a wide range
of applications. WIN is the largest Indian provider of

42
precision engineered hydraulic components and
solutions.

WIN Partnership with global players

• Kawasaki Precision Machinery, Japan - Pumps,
Motors & Valves for a range of applications.
• Nabtesco Corporation, Japan - Motors & Valves for a
range of applications
• Sun Hydraulics, USA - Screw-in cartridge valves &
manifolds.

Customer support & Distribution channel

♣ Over 45 highly trained service personnel

♣ 28 customer support and distributor locations all

across India

♣ 'State of the art' Diagnostic equipment

♣ On the spot problem solving and complaint

resolution
For customers outside India, WIN provides customized
engineering service.

Customer of WIN:
♣ JCB TELCON CATERPILLAR L&T CASE TEREX.

♣ TEREX VECTRA THAI KOBELCO KUBOTA BEML.

♣ HIL PT KOMATSU TATA MOTORS ASHOK LEYLAND.

♣ MAHINDRA & MAHINDRA EICHER.

43
 ♣ KOMATSU FORKLIFT CARRARO CLAAS VOLTAS
GODREJ.

♣ ATLAS COPCO INGERSOLL RAND REVATHI EIMCO

ELECON TIL.

ESCORTS TRF JINDAL TATA STEEL SAIL MUKAND

SIMPLEX FLAT.

Achievements of Wipro’s:

• First Indian IT Service Provider to be awarded Gold-Level Status in Microsoft’s Windows

Embedded Partner Program.
• World’s largest independent R&D Services provider.
• World’s 1st PCMM Level 5 software company.
• World’s 1st IT Services Company to use Six Sigma.
• The first to get the BS 15000 certification for its Global Command Centre.
• Among the top 3 off shore BPO service providers in the world.
• Only Indian company to be ranked among the Top 10 Global Outsourcing Providers’ in the
IAOP- Fortune Global 100 listings.
• First company in the world to be certified in BS 7799 (2002) security standards.

IN WIPRO INFRA STRUCTURE ENGINEERING

LIMITED

44
WiproInfrastructureEngineering

9B-10A,Phase1,PeenyaIndustrialArea
Bangalore-560058
India
Tele:+918041369100
Fax: +91 80 28396450

Another plant in Hindupur and Chennai, India. 4 plants in Sweden and one plant in Finland are
equipped to manufacture a variety of cylinders in the sizes and construction. Recently WIPRO
is planning to set up an new plant in Faridabad..

About Wipro

Wipro Technologies is a global services

provider delivering technology-driven business
solutions. Wipro is the No.1 provider of integrated

45
business, technology and a process solution on a
global delivery is the Chairman Platform.

Azim Premji of Wipro Technologies. He took over the mantle of leadership of Wipro
at his age of 21 in 1966. Under his leadership, the fledgling US$ 2 million hydrogenated cooking
fat company has grown to a US$1.76 billion IT Services organization serving customers across
the globe. Wipro is presently ranked among the top 100 Technology companies in the world. It
has 66,000+ employees, serves 592 clients, and has 46 development centers across globe.

HR organization chart for WIN

President ( Prathka)
Vice President HR(Rajiv Gosh )
General Manager (Annappa)
Executive recruitment(preethesh)
Executive administration(komala)
Manager, Employee Relation(prabhu)
Pay Roll Function (prashanth)
Executive training(roopa)

46
MAN POWER:

In the Wipro Infrastructure Engineering ., the organization consists of 229 management

staff, 164 non-management staff and 300 trainees .

For management employees the required qualifications are diploma/degree/post graduate in

engineering, degree/post graduate in commerce/HR/science/management

For non- management employees the required qualification are SSLC +ITI+NAC in different
technical trades with 18 months of company training at WIN

For trainees the required qualifications are SSLC+ITI+NAC in different technical trades

Uniforms and Identity Cards:

All non-management employees wear uniforms as prescribed. The company supplies
cloth material for two sets of uniforms. Once in a year, the stitching charges will be paid to the
employees as per the agreement .

Identify cards are given to all the employees. Swiping of the attendance card provided with
the identity card is a must for salary processing. In case of replacement of the cards the expences
should be borne by the individual concerned.

Information system:
Wipro Infrastructure Engineering ., maintains the speed and accurate information system.
The information will be sent through the mails .

Websites:
www.wipro.com provides information on products and processes and
contact details of wipro group of companies.

Manufacturing Technology:

47
 Wipro Industrial Engineering provides solutions managing from precision engineered
products to value added services for customers in industries that serve the core infrastructure
from construction mining, agriculture and power to steel plants and ports. It was a largest Indian
provider of Hydraulic components and solutions.

It employs state of the art technology for manufacturing across its facilities in Europe and India.

It strives towards improvement constantly bench marking against global standard in

manufacturing, Wipro has and best in class machinery is geared up to produce cylinders for vast
range of applications. Innovative sourcing methods and a robust vendor have complimented our
manufacturing efforts to deliver on time to customers.

Highly trained and skilled manpower compliment the high productivity machines to scale
up production to meet the growing global demand.

Product Designing:

Cutting edge technology is used in computation of fluid dynamics and finite element
analysis. Wipro extensively use Pro E and CAD including 2D, 3D pro1vechanica, Analysis and
wind chill PDM.

WIN design process involves capturing exhaustive customer inputs, providing design
proposals applying DFMEA and DOE, procures design through PFMEA and DOE, proto
development and reviews, extensive validation and type testing, fitment on equipment, function
and field trails, customer and field driven CAPA and finally to production release.

Quality

WIN manufacturing facilities are certified under ISO 9001 and ISO 14001. It has a
robust vendor quality system and selection process.
Corrosion resistance of piston rods measuring up to CASS 9.5 rating and cylinder
cleanliness of NAS level 9 (or) better demonstrates the high quality of our cylinders.

Quality Policy of the Organization

Wipro Infrastructure Engineering Is committed to growing its business and organization
by constantly endeavoring to make its customers successful.

48
 This we shall do by engaging and aligning with all stakeholders and living the spirit of
Wipro.
Our definition of quality is based on view of customers.
The two integral dimensions of quality are consistency and continuous improvement, we
will endeavors for constant execution and continuous improvement in all we do, and this will be
reflected in the organization as our quest for organizational and operational excellence.

Environmental Health and Safety Policy

We at Wipro ltd and to achieve continues improvement in the areas of environmental
protection, employee health and safety though an integrate approach, which focus on people,
technology and facilities and is supported by management commitment.

We measure ourselves to monitor and drive execution of the policy. The key areas of
measurement are:

• Risk and their mitigation

• Incident and their resolution

• Resource utilization, consumption and impact

• Engagement of employees.

We accept the commitment of every member of wipro team to this policy in action
and intent.

49
CHAPTER-2

RESEARCH
DESIGN

50
Need for the study
Organizational goals can be achieved when
people put their best efforts. Rapid development in
technology and changing goals of organization has made
training and development of employees inevitable. It has
now been well accepted by all that training is needed by
every one in organization from top to bottom.

Training facilitates employees talent, skills.

Enables them to overcome the problems faced on the job.
Training and development of employees is important due
to the following reasons.

∗ To face competition in the world.

∗ To increase the productivity.

∗ To improve quality of products.

∗ To fulfill the future needs of the consumer and

company.

∗ To improve organizational climate.

∗ To meet the Shortage of skills.

Skilled and knowledge people are always on

short supply. Alternatively they are too costly to hire
from outside. The best alternative is to improve skills
and knowledge of existing employees through training
and development.

Training is not something that is

done once to new employees . It is a continuous
process for the good health of organisations .
Further,this will help in meeting technological
changes, automation requires, updating the skills and
knowledge.

51
OBJECTIVES OF STUDY
 To study the effectiveness of the training at
present.

 To study the techniques used to identify the

training needs.

 To know the employee feeling towards the

effective working of the training department.

 To find out some measures to enhance the

effectiveness of training

 To determine the current avenues for the

development.

 To identify the specific requirements of the

training needs of

wipro.

52
SCOPE FOR THE STUDY

The current study is intended to understand

the employee

training process at WIPRO the study explores the views

expressed by the

respondents about the adequacy of existing training and

development

system.

The study is conducted after taking employee

considerations at

WIPRO INFRASTRUCTURE ENGINEERING

53
LIMITATION OF THE STUDY :

• The study is limited due to the time constraints.

• The analysis depends on the data provided by

the respondents through the questionnaire as
well as company.

• Lack of time on the part of the employees for

detailed interaction.

• Availability of the information on Human

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

RESEARCH METHODOLOGY

TYPE OF RESEARCH:

The research conducted is descriptive and

analytical. As each and every concept about employee

54
satisfaction has been described it is descriptive and it is
analytical because it is trying to know the level of
satisfaction to analyze it and give suggestions and
conclusion.

SAMPLING TECHNIQUE:

The sampling technique adopted is

random sampling that is few employees are selected
randomly and were interviewed to understand issues
specific to the organization .This process is known as
“discovery phase” is part of our standard methodology
.Feedback from these interviews are incorporated in the
questionnaire. The method of sampling adopted is
random sampling.

SAMPLE SIZE:

The sample size selected for the study was 50

employees and the response was obtained from all the 50
employees.

SAMPLE DESCRIPTION:

The sample size selected for the study was 50

employees comparising both from management and non-
management .the respondents age group was between
20 to 45 and service period ranging from 2 to 7 years.

INSTRUMENTATION TECHNIQUE:

The study was conducted by personal interview with

the employees. The questionnaire was distributed among
the employees of the company.
The instrumentation technique used in this project was:

55
1. Structured questionnaire

2. Personal interaction

3. Observation

SOURCES OF DATA:

PRIMARY DATA:
Primary data was collected from
employees of the company. To collect primary data
structured and instructed questionnaires were
administered to the employees to suit the objectives of
the study. Primary data was collected as fallows

 Questionnaire
 Personal interview
 Observation

SECONDARY DATA:

 Study of the existing system through company

records
 Discussion with the human resource manager and
employees
 studying company’s human resource manuals and
HR policies
 company websites
 Reference books

LIMITATIONS OF THE STUDY

1. Due to the time constraint the sample size

was limited to 50

2. The field study is restricted to the policies

adopted by the organization

56
PLAN OF ANALYSIS:

1. Collection of primary and secondary data secondary

data from the sample size and media respectively.

2. The data was processed, so that they can be suitably

represented.

3. Tabulation and graphs of the various data were

made.

4. The conclusions were drawn based on the

interpretation made.

57
 CHAPTER-5

Data analysis
&
Interpretation

1. Training and Development at

Wipro

58
 Opinion No. of Percentages
Employees

Excellent 7 23
Good 18 60
Better 3 10
Best 2 7

better best excellent

10% 7% 23% excellent
good
better
good best
60%

Interpretation :-

From the above table 23% of the respondents

feel
that the Training and development in wipro is Excellent,
60% of the respondents feel that it is Good, 10% of the
Respondents feel that it was Better, 7% of the
respondents
feel that it was Best.

59
2). Awareness of training
objective/purpose at the
beginning of the session
Opinion No. of percentage
Employees
Strongly agree 26 10
agree 3 87
Disagree 1 3
Not applicable 0 0

30

25

20

15

10

0
strongly not
agree disagree
agree applicable
Series1 26 3 1 0

Interpretation:-
From the above table 10% of the
respondents feel that the scope for discussing the
training
objective prior to he session was strongly agree, 87% of
the
respondents feel that it was agree, 3% 0f the
respondents
feel that it was disagree.

60
3). Use of the training programme
to improve commitment.

Opinion No of %
employees
Strongly agree 8 27
Agree 20 67
Dis agree 1 3
Not applicable 1 3

61
 3%3%
0% 27%

strongly agree
agree
dis agree
not applicable

67%

Interpretation:-
Form the above table 67% of the respondents
strongly agreed that the training programme has helped
them to improve their work method, 27% of the
respondents
partly agree, 3% of the respondents are disagree, 3% of
the
respondents are not applicable.

4). Availability of opportunity and

time for discussion
opinion No of %
employee’s

Strongly agree 6 20
Agree 18 60
Dis agree 3 10

62
 Not applicable 3 10

Interpretation:-
From the above table we can infer that the
20%
of the respondents strongly agreed that there is
availability of
opportunity and time for discussion, 60% of the
respondent are
partly agree, 10% of the respondent are disagree, 10% of
the
respondents are not applicable.

5).Purpose of training
programmes at wipro
Opinions No of %
employee’s
To achieve 4 13
organizational goals
To achieve personal 3 10
goals
Both 23 77

63
Interpretation:-
From the above table we can infer that
the
13% of the respondents that the purpose of training
programme at wipro was to achieve organizational goals,
10% of the respondents feel that to achieve personal
goals,
77% of the respondents feel that to achieve both.
Purpose of training programmes at wipro

6).Feed back to Know individual

development
Opinion No of %
employee’s
Strongly agree 5 17
Agree 21 70
Disagree 4 13
13% 0% 17% Strongly agree
Not applicable 0 Agree
0
Disagree
Not applicable
70%

64
Interpretation:-
From the above table we can infer that the 17%
of the
respondents strongly agreed that there is opportunity
exits for
feedback of knowing , 70% of the respondents are partly
agree,
13% of the respondents are disagree.

7).The training programmes helps

to develop career

opinions No of %
employee’s
Strongly 16 53
agree

65
 Agree 14 47
Disagree 0 0
Not 0 0
applicable

Interpretation:-

From the above table we can infer that the 53% of the
respondents strongly agreed that training programmes help to
develop career , 47% of the respondents are partly agree.

0%

0%

agree
47% strongly agree
53% disagree
not applicable

8).Ideas/ concepts and skills

covered in training programme are
relevant to job

opinions No of %
employee’s
Strongly 9 30
agree
Agree 18 67
Disagree 1 3
Not 0 0
applicable

66
 4% 0%

32%
strongly agree
agree
disagree
not applicable
64%

Interpretation:-
From the above we can infer that the 30% of
the
respondents strongly agreed that ideas/concepts and
skills
covered in training programme are relevant to the job,
67% of
the respondents are agreed, 3% of the respondents are
disagree.

9).Relevance of course material used in

training programme

Opinion Respondent %
0%
23%
Excellent
30% 7 23
excellent
Good 14 goog47
satisfactory
Satisfactory 9 30
poor
47%

Poor 0 0

67
Interpretation:-
From the above table 23% of the respondents
feel
that the aids and course material used in the training
programme was Excellent, 47% of the respondents feel
that
it was good,30% of the respondents feel that it was
satisfa

10).Require more training

programme than which they are
offering
opinion respondents %

Yes 21 70

No 9 30

100%
9
90%
80%
70%
60% no
50% yes
21
40%
30%
20%
10%
0% 68
1
Interpretation:-

Form the above table we can infer that 70% of

the
respondents feel require more training programme than
which they are offering, 30% of the respondents feel that
no
need of more training programme which they are
offering.

11). Method of Training needs

identification
Opinions Respondents %

Oral feedback 6 20

Discussion between 10 34
you and the superior
Based on performance 10 34
appraisal
Based on your 4 12
assessment for training
needs
Interpretation:
From the above table we can infer that 20% of the

69
respondents feel that training needs are identified
according
to oral feedback, 34% of the respondents feel that
according
to discussion between them and the superior based on
performance appraisal, 12% of the respondents feel that
based on their assessment for training needs.

12). The company respond to new

innovation and up coming
technologies

opinions Respondents %

Yes 16 53

To some extent 14 47

No 0 0

Interpretation:-
From the above table we can infer that 53% of the
respondents feel that company respond new innovations
and
up coming technologies, 47% of the respondents feel
that up

70
to some extent company responds.

13). The training programmes

during holidays

opinions Respondents %

Yes 37
11
33
To some extent 10

No 9 30

Interpretation:-
From the above table we can infer that 36% of the
respondents prefer attending the training programme
during holidays, 34% of the respondents prefer up to
some
extent, 30% of the respondents does not prefer.

71
14).Percntage of Behavioral and
technical changes after the training
programme
opinions Respondents %
100% change 3 11
75% 16 55
~50 6 23
25 3 11
No change 0 0

Interpretaion:

From the above table we can infer that 11% of

the
respondents feel that there is 100% change after the
training
programme, 55% of the respondents feel 75% change,
23%
of the respondents feel ~50% change, 11% of the
respondents
feel 25% change

72
15). Method of training

opinion Respondents %

On-the-Job training 21 70

Off-the-Job training 9 30

Interpretation:

From the above table we can infer that 70% of

the
respondents intrested on-the-job training method and
30%
of the respondents intrested off-the-job training method.

73
16).Training is a mode of
motivation

opinions Respondents %

Yes
14 47

To some extent 10 33

No 6 20

Interpretation:

From the above table we can infer that 47% of

the
respondents feel that training is mode of motivation,
33% of
the respondents feel that up to some extent, 20% of the
respondents feel that training is not a mode of
motivation.

74
17).Superiors-Subordinate
relationships

opinion respondent %

Excellent 9 30
Good 21 70
Poor 0 0
Can’t say 0 0

Interpretation:

From the above table we can infer that 30% of

the
Respondents feel that superior-subordinate relations are
Exellent, 70% of the respondents feel that good.

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18).The training programme timing
disturbs the normal Works

opinions Respondents %

Yes
14 47
No 16 53

Interpretation:-

From the above table we can infer that 47% of

the
respondents feel that training programme timings
disturbes
the normal works.

76
CHAPTER-5

Findings
&
Suggestions

Findings:
77
 1. The training and development program at wipro is
good.

2. The respondents felt that the inputs (or) material

provided in the

training program were use full to their job.

3. The maximum number of the employees told that

themselves

Increased their performance level.

4. By the training and development the employee’s

morale will

Increase.

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

skills

Covered in this training programme are relevant to

the job. This

shows that majority of the respondents have

received the training

program, which is relevant to the job.

6. With regard to course material provided during the

training

Program of respondents are satisfied with the

course material

Provided to them.

7. 60% of the respondents feel that there was

sufficient scope for

discussing the objective of the training program

prior to the

78
 session.

8. Most of the employees feel that there was sufficient

opportunity for feedback

9. It is found that the training program conducted has

helped

majority of respondents to improve their work

methods.

10. With regard to the facilities provided at the

training

program majority of are satisfied with the facilities

provided

to them.

11. By the training and development the

employee’s morale will
increase.

12. 50% of the respondents feel that company

responds new

innovation and up coming technologies.

13. Some of the respondents feel that training

program disturbs

the normal work.

14. 70% of the respondents feel that superior-

subordinate

relations was Good.

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 15. Most of the respondents require more training

programmes, what there are providing.

Suggestion:
 The organization must conduct training programs on
a regular basis.

 Training must be subject oriented and mostly

concentrating on

the job related aspects so as to help the employee

in improved

performance.

 Organization must see to that the training calendar

should be

circulated to all the departments working and

every one as most

of the unaware of the training calendar.

 Wipro must preferably follow a fixed format for

selecting the

employees and also employees and also the

training programs.

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  As training is a form of motivation management
must motivate

employees and encourage them for must making

them feel

interested to take up the training program.

 The firm must try to implement job analysis and job

rotation on a

regular basis as it helps improving the employees

effectiveness.

 Job specification in the organization is very much

need so as to

reduce duplication of work and employees can

concentrate on

the specific work allocated to them.

 The corporation has to incorporate a feed back

system from the

customer to analyze the performance of the

employee.

 The corporation must also device a policy for job

rotation, which

will improve the skills of the employees and also

helps them

abreast of the latest technologies and also keeps

in touch with a

all areas of operatic the organization.

81
Conclusion:
Training and development is strategic in the
human resource

management practices because today employees have

high expectations about

Their jobs in such situations training will create

awareness, positive attitude

82
and better way of doing things thereby achieving an
overall growth of an

individual. By this he produces quality and services and

there by creating a

name for the company.

Training has bee imparted with an objective to

enhance three facts of

the personality viz., knowledge, skills and Behaviour.

Training is very

powerful tool for comprehensive and all encompassing

development of the

individual in the organization.

83
Annexure

TRAINING AND DEVELOPMENT

84
QUESTIONNAIRN
I, SHARADA.M a student of SAMBHRAM ACADEMY OF
MANAGEMENT STUDIES. As affiliated to Bangalore University. As a
part of the academic curriculum it is my obligation to project work to
fulfill my Bachelor degree. I am here to fill this questionnaire.

Name :
Age :
Gender :
Experience :
Department :

1.Is there a proper training and development strategy at Wipro

a) Strongly b) agree
c) disagree d)not application

2.Training programmed increases your commitment towards role

a) Strongly agree b) agree

c) Disagree d) not applicable

3. There was sufficient opportunity and time set aside for discussion
a) Strongly agree b) agree
c) Dis agree d) not applicable

4. What is the purpose of training programs at WIPRO?

a) To achieve organizational goals

b) To achieve personal goals

5. There was sufficient opportunity given for feedback of knowing?

a) Strongly agree b) agree

c) Disagree d) not applicable

6.Do you feel that training programmes help in developing your skills?

a) Strongly agree b) Agree

c) Disagree d) Not applicable

85
 7 .The ideas/concepts and skills covered in training programme are relevant
to the job?

a) Strongly agree b) agree

c) Strongly Disagree d) not applicable

8.The aids and course material used in the training program are

a)Excellent b)good

c) Satisfactory d) poor

9.Do you require more training programme than which they are offering.

a) Yes b) No

10How the training needs are identified?

a) Oral feed back

B) Discussion between you and the superior
c) Based on performance appraisal
d) Based on your assessment for training needs

11. Does the company respond new innovations and up coming

Technologies?

a) Yes b) c) no

12. Do you prefer attending the training programs during holidays for self-
development?

a) Yes b) c) no

13. The behavioral and technical changes in you after the training
Programme

a) 100% change b) 75% change

c) 50% d) 25%

e) Any others specify________

86
14. Which method of training is good according to you?

a) On the job training b) off the job training.

15. Training is a mode of motivation

a) Yes b) no

16. How do you feel about superiors –subordinate relations?

a) Excellent b) good
c) Poor d) can’t say

17. Does the training programme timing disturbs the normal

Works

a) Yes b) no

18. In last one year do you feel that you have attend a sufficient
Number of courses to meet your professional and personnel
Development needs

a) Yes b) no c) other

19. What is the percentage of development after training?

- 10% 20%

- 30-50% 50%-100%

- Others specify _________________

20. Where you satisfied with the training given to you?

Yes NO

21. what are the effects of training on the performance?

30%-50 % 50%-75%

87
 75%-90% 90%-100%

23. Was the training given according to the need of the job?

Yes no

23. Is there anything else you would like to comment on in regards

to current learning and training opportunities or suggestions for
Future areas of training and development?
__________________________________________________
__________________________________________________
__________________________________________________

88
BIBLIOGRAPHY

89
Bibliography

• Personnel management - Lathanair and NG Nair

• Organizational behavior - K. Ashwathappa
• Human resource management - P. Subbarao

Web sites:

• www.sarelog.com
• www.wipro infrastructure engineering ltd
• www.gooogle com
• www.jobsatisfaction.com
• www.yahoo.com

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