A

DISSERTATION REPORT
ON
TRAINING & DEVELOPMENT
PRACTICES UNDERTAKEN BY IT SECTORS
SUBMITTED TO UTKAL UNIVERCITY IN PARTIAL FULFILMENT
FOR DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION (BBA) UNDER

UDAYANATH COLLEGE OF SC. & TECH. ADASPUR, CUTTACK

SUBMITTED BY
BHAGYASHREE ROUTRAY
UNIVERCITY ROLL NO. – UNBBA20002
BATCH – 2020-23
UNDER THE GUIDANCE OF
Mr. RASMI RANJAN MISHRA
HEAD OF THE DEP. (BBA)
UDAYANATH COLLEGE OF SC. & TECH ADASPUR,
CUTTACK
 ACKNOWLEDGEME
WithNT
much pride & delight acknowledgement my
heartfelt sense of gratitude and indebtness to Mr. Rasmi Ranjan
Mishra (Head of Dept. (BBA), of U. N (Auto) COLLEGE OF SC. &
TECH. ADASPUR,CUTTACK) for his valuable guidance ,
supervision & inseparable encouragement. “He has spare most of
his invaluable time on discussion, pertaining to various aspects of
study report.
I am thankful to other faculty members of the
department for their help, in sightful comments & helpful
research method.
I am equally thankful to my friends for their help
cooperation & encouragement.
I am deeply thankful to my parents for their support,
guidance & encouragement , which enable me to carry out the
study.
I am also thankful to Pro. ARUN KUMAR SWAIN ,
(Principal Of U.N (Auto) College) for giving me opportunity to
prepare the project.

DATE------------- Signature of the student

PLACE----------- BHAGYASHREE ROUTRAY
-
 DECLARATIO
N
I am BHAGYASHREE ROUTRAY do here by declare
that the study report submitted by me to the department of
BBA , U.N (Auto) college of sc. and Tech. , Adaspur ,cuttack is
nothing but the outcome of my project work study on “TRAINING
AND DEVELOPMENT PRACTICES UNDERTAKEN BY IT SECTORS”.
All the data analytical statement being stated in the project that
is submitted by me accepted as fully authenticate and genuine.
The finding and observation are a part of authenticates work.

BHAGYASHREE ROUTRAY
Date--------- +3 3rd Year BBA
Roll no – UNBBA20002
 certificate
This is to certify that BHAGYASHREE ROUTRAY a student of
+3 III year BBA bearing Roll No – UNBBA20002 has successfully
prepared her project on “TRAINING AND DEVELOPMENT
PRACTICES UNDERTAKEN BY IT SECTORS” under my direct
guidance for partial fulfillment for the +3 III year BBA VI semester
exam in U.N(Auto) college of sc. & tech. ,adaspur, cuttack .This
report is testimony of the work done by her. I personally wish to get
all success in her life.

Signature of the Signature of the Signature of the

GUIDE H.O.D EXTERNAL
 CO NTENT
S
INTRODUCTION
 FEATURES OF TRAINING AND DEVELOPMENT
 TYPES OF TRAINING AND DEVELOPMENT
 NEEDS AND BENEFITS OF TRAINING AND DEVELOPMENT

 NEEDS OF INDUSTRIAL TRAINING

OBJECTIVES
 TRAINING AND DEVELOPMENT PRACTICES UNDERTAKEN
BY IT SECTOR

COMPANY PROFILE
 COGNIZANT TECHNOLOGY SOLUTION
 TATA CONSULTANCY SERVICES

METHODOLOGY
 TRAINING PROGRAMS UNDERTAKEN FOR THE NEW
RECRUITS BY TCS
 DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE
EXISTING EMPLOYEES BY TCS
 TRAINING PROGRAMS UNDERTAKEN FOR THE NEW
RECRUITS BY CTS
 DEVELOPMENT PROGRAMS UNDERTAKEN FOR THE
EXISTING EMPLOYEES BY CTS

FINDINGS AND CONCLUSION

 EVALUATION OF THE TRAINING METHODS OF TCS AND
CTS USING KIRKPATRIK’S MODEL

BIBLIOGRAPHY
 INTRODUCTION TO TRAINING
&
DEVELOPMEN
“There is nothing training cannot do. Nothing is above its reach. It can
T
turn bad morals to good; it can destroy bad principles and recreate good
ones; it can lift men to angel-ship.”

-Mark Twain

Training is
the most important activity, which plays an important role in the
development of human resources. To put the right man at the right place
with the trained personnel has become essential in today’s globalized
market. No organisation has a choice on whether or not to develop
employees. Nowadays training has become an important function of
Human Resource Management.
Human Resources are the lifeblood of any organization. Only through
well-trained personnel, can an organization achieve its goals. Human
Resource Management refers to the policies, practices and systems that
influence employees’ behaviour, attitudes, and performance. Human
resource practices play a key role in attracting, motivating, rewarding and
retaining employees. Other human resource management practices
include recruiting employees, selecting employees, designing work,
compensating employees and developing good employer-employee
relations. The importance placed on ‘Training’ is great on comparison to
other human resource management practices. To be effective, training
must play a strategic role in supporting the business. Increasingly,
training and development is playing an important and strategic role in the
economic success of business organizations. Business organizations
recognize that they now operate in a new global economy. It is an
economy that involves the use of advanced technologies and increased
responsiveness to customers’ needs. Global economy requires greater
and greater innovation and flexibility in production, service delivery and
market know-how. Business organizations realize more than ever that
employee knowledge gained through training and development has
become a strategic necessity and more and more the sources of
strategic advantage.

It is interesting to see how the terms training and development differ.

Oxford dictionary defines the two terms as follows:

Train: to instruct and discipline in or for some particular art, profession,

occupation or practice, to make proficient by such instruction and
practice.

Develop: to unfold more fully, bring out all that is potentially contained in.

The basic difference between training and development is that 'Training'

focuses on specific job knowledge and skill is to be applied in the short
run. On the contrary, 'Development' focuses on broad knowledge and
insights that may be required for adaptation to environmental demands
in future. It is a process by means of which an individual attains overall
improvement in ability and competence, makes progress towards
maturity and actualization of personality.
There needs to be a coherent and well-planned integration of
training, and continuous development in the organization if
meaningful growth at individual and organizational level is to be
achieved and sustained. It is vital to make training and
development serve the ends of the business as well as promoting
the growth of individuals; and it is essential to think and act
strategically instead of continually reacting in an ad hoc fashion to
the most obviously pressing needs of the moment.Obviously, there
is need for developing systematic approach to training and
development.
FEATURES OF TRAINING AND
DEVELOPMENT
Training isn’t a one size fits all, so there isn’t one simple
answer, but there are a few things that are consistently
present in all the best training programs.
Below you’ll find the top characteristics that we’ve seen in the
most successful programs.
1. Effective program management - A high quality training
program starts with a person with a champion. We all call this
person the program manager. An ideal training program manager
is inherently curious, open minded, motivated and invested in
developing employees’ skills to help them reach their potential.
Additionally, this person is usually tasked with marketing the
training program internally, so that employees are aware of
development skills include problem solving, business acumen
leadership skills.

2. Needs assessment- A needs assessment can be

conducted through research, interviews and internal surveys. At
the core of any effective training program is correctly identifying
who needs to be trained, and on what skills or topics. A training
need is the gap between current performance and required
performance.

3. Goals and metrics- Training is an area that can be difficult

to quantify. However, when the program manager is able to
determine organizational needs that are aligned with the business
quantifying training becomes much easier. When developing
goals, make sure metrics give the whole picture, including
quantity, quality, time, cost and effectiveness.

4. Leadership buy-in - One of the keys to a successful training

and development program, and possibly the most important, is
leadership buy-in from the top down. Having leadership support
helps to drive the importance of a program, assist with
accountability and establish appropriate expectations. Senior
leaders will want to know how the training program can impact the
bottom line. So the junior leaders must be prepared when they
present their ideas.

5. Relevancy - Providing relevant training content is key to a

good training program, to ensure your learners are engaged and
continue to come back for more. The content that are presented
to the employees must be applicable and timely to help them with
their daily duties, expand their mind, and provide them with quick
take -ways that can immediately be applied.
 6. Creativity - Creativity can start with a program launch that
has a theme – it can be as simple as a corporate university or
college layout. Branding the training initiative with a logo or
mascot can add a level of fun and familiarity as the program
continues. Other creative ploys could include seasonal
themes and contests.

7. Marketing and communication - Having a marketing is an

integral part of the implementation and an essential
component of a successful learning and development
program. A successful marketing plan includes not only initial
launch activities, but also strong ongoing efforts throughout
the program. Any communication sent out to employees
should include not only an overview and clearly defined
expectations, but also how an employee what’s in for them.

8. Training reinforcement - Training reinforcement is a

series of small lessons or learning activities that support a
core concept skill. By continuing to teach what was learned
at a seminar or from a video, employees will not only
remember more, but they will also be more likely to apply it
to their everyday work.

Types of training and

development
Methods of training

There are mainly two types of training.

 On-the-job training
 Off-the-job training

 On-the-job training- when employees are trained while they

are performing the job then it is known as On-the-job training.
Under this method the employees learn by doing. This
method is suitable only for technical jobs and the advantage
of this method is employees can learn the practical problems
while working on the job. The biggest disadvantage of On-
the-job training is that it results in the wastage of resources.
Whenever employees are
 dealing with expensive and sophisticated machinery then On-the-
job methods of training should be avoided.

 Off-the-job training- Off-the-job training means training the

employees by taking them away from their work position which
means employees are given a break from the job and sent for
training. This method for training is more suitable for managerial
job positions as conferences, seminars, are held to train the
managers.

On - the - job training Off - the - job

training
1) Apprenticeship 1) Conference or classroom
/programme training lectures

2) Job rotation 2) Vestibule training

3) Internship 3) Films

4) Coaching 4) Case study

5) Induction or orientation 5) Computer modelling and

training programmed instruction
 NEED AND BENEFITS OF
TRAINING AT THE
INDIVIDUAL,
OPERATIONAL AND

ORGANIZATIONAL LEVELS.
Training has become a necessity for
all the organization in today’s dynamic
business environment. It helps the
employees to perform their jobs more
efficiently and effectively resulting in long-
term benefits for both the employees as
well as the organizations.
Training can be multi-dimensional. It
can be specifically used to develop skills
and knowledge that may be used at an
Individual, Operational, Organizational
level.
Need for individual training:-
Individual skills include self management, communication and
interpersonal abilities needed to successfully perform in the
organizational and social context of the project and support groups.

Individual training offers the following benefits:-

I. Quality of work is improved.
II. It increases the productivity.
III. Provides employees greater flexibility and responsiveness to
change.
IV. There is less wastage and reduction in maintenance and repair
costs.
V. There is improvement in employee morale.

Thus we see that the individual or employee training provides

employees an opportunity to improve their job skills, knowledge and
abilities thereby strengthening the services and operations of the entire
organization.

Need for operational training:-

Operational training includes training that helps an employee to develop,
maintain, or improve his technical skills. Technical skills are those skills
where he uses his knowledge, tools and other equipment to perform a
task efficiently.
Training in technical or operational skills helps an employee to

I. Use the equipment in a correct and scientific manner.

II. Choose the correct tools required to complete a specific

task.

III. Learn to use new technology and tools.

IV. To prevent industrial accidents and health hazards.

V. It facilitates team work.

Operational training thus increases efficiency and
productivity of an employee by enhancing his ability to use
skills and resources available as required by his job.
 Need for organizational training: -
Organizational training includes training to support
the organization’s strategic business objectives and
to meet practical training needs that are common
across projects and support groups.

The purpose of organizational training is to develop the skills and

knowledge of people so they can perform their roles effectively and
efficiently.

I. Pertain to behaviour within and according to

employee’s organization structure

II. Take on role and responsibilities as required by the organization

III. Adhere to the organization’s general operating principles and methods.

IV. Facilitate implementation of organizational

STRATEGIC planned change efforts such as OD,TQM, BPR,ISO.

An organizational training programme should identify

the training needed by the organization, obtain and
provide training to address those needs, establish
and maintain training capability and records and
assess its effectiveness. This will result in overall
development and ultimately an increase in the
profitability of the business.
 NEED FOR INDUSTRIAL
TRAINING
Nothing is changing faster than a factory. Fierce global competition,
new regulatory requirements and technical innovations are combining to
redefine manufacturing effectiveness and create a new way of life on
the factory floor. TQM, JIT, World Class Manufacturing, ISO 9000,
Process Safety Management, Total Productive Maintenance, the
computer-integrated enterprise, agile manufacturing-new innovations
and initiatives continually challenge industrial management like never
before. It is not likely to stop.

If change has challenged management, think of how it challenges

workers. The heyday of mass production is long gone as organization
gear up to meet global competition and customer demand for quality.
Increasingly workers are managing themselves in sophisticated self
directed teams. Now supervisors are expected to be coaches instead of
bosses.

In today’s high performance plants, manual labour is becoming less

important. Workers use computers to control and monitor processes.
Instead of doing, workers process information and make decisions.
Instead of doing the same thing over and over, workers are becoming
multi-skilled so they can accomplish whatever their job or team requires.
The role of the knowledge worker is expanding on the plant floor just as
in the rest of the society.

To meet these challenges and match international rivals, organizations

need educated skill and sophisticated workers. It is not easy to get them.
Workers are coming out of school unequipped to learn in traditional
ways- unable to successfully function in the modern world. Many
businesses have difficulty in finding and developing qualified workers.

What can be done about it? For more industrial enterprises, the answer
is training .It is the bridge between the technology of the plant and the
workers who use that technology. Training is a key factor in determining
manufacturing effectiveness. No matter how sophisticated your
processes and systems, they are only good as your workers.
In the last few years, industrial training based on
established principles of adult learning has proven
to be valuable tool in raising productivity and
increasing competitiveness. Effective training
transforms workers into learners and problem-
solvers even when all other educational
approaches have failed.

OBJECTIVES
:
TRAINING AND DEVELOPMENT PROGRAM IN IT
SECTOR:

IT Training is specific to the Information Technology (IT)

industry, or to the skills necessary for performing
information technology jobs. IT Training includes
courses related to the application, design, development,
implementation, support or management of computer
based information systems.
The main objective of the study paper is to find out the
types of training and development and evaluation
undertaken by Tata Consultancy Services and
Cognizant Business Consulting
 COMPANY PROFILE

TATA CONSULTANCY SERVICES

Omega Towers, Sector V,
Kolkata - 700064
 COMPANY PROFILE OF TCS
Tata Consultancy Services Limited (TCS) is engaged
in providing information technology (IT) services,
digital and business solutions. The Company's
segments include banking, finance and insurance
services (BFSI); manufacturing; retail and consumer
packaged goods (CPG); telecom, media and
entertainment, and others, such as energy, resources
and utilities, hi-tech, life science and healthcare, s-
Governance, travel, transportation and hospitality,
and other products
 Products and services
offered by the
Company :
Technology Products:
 TCS Digital Certification Services / Public
Key Infrastructure (PKI) Suite
 TCS Tax Mantra Integrated Tax Solution
 TCS Data Cleansing Framework
 TCS Business Rules Engine
 TCS Experience Based KM (Knowledge
Management)

Other Products :
 TCS Clin–e2e
 TCS Hospital Management Solution
 TCS Silicone Ambulatory ECG Device and
Solution
 TCS Enterprise Integration and Control
Environment Solution/ Energy and Utilities
 Services:

IT Services :
 Custom Application Development
 Application Management
 Migration & Re–engineering
 System Integration
 Testing
 Performance Engineering

Infrastructure Services :
 Infrastructure Readiness Assessment
 IT Service Desk
 Data Center Management
 End User Computing Services
 Database Services

Engineering & Industrial Services :

 New Product Development Solutions
 Product Lifecycle Management
 Plant Solutions & Services
 Geospatial Technology Solutions
 Company Portrayal
TCS is a leading provider of highly flexible financial
management software that powers mid-sized
businesses.

Mission
Our mission is to maximize the business success of
our customers through the installation, maintenance,
and support of superior financial management
software solutions.

Vision
We have set a number of strategic and tactical
objectives that reflect our mission, aim and
collective goals:
 To Establish: The Company as the best
global organization for large-scale
deployment of financial management
software solutions on the Cache platform.

 To Establish: A fully object-oriented

component based application, which will
enable us to deliver robust software
quicker and more efficiently than any
competitor.

 To Ensure: The customers can operate

their business software solutions on
infrastructures that match their needs.
 Area of Business

Services :
TCS helps clients optimize business processes
for maximum efficiency and galvanize their IT
infrastructure to be both resilient and robust.
TCS offers the following solutions:
 Assurance services.
 BI and performance management.
 Business process services.
 Consulting.
 Digital enterprise.
 Eco-sustainability services.
Industries :

TCS has the depth and breadth of

experience and expertise that businesses
need to achieve business goals and
succeed amidst fierce competition.
Some of the industries it serves are:
 Banking and financial services.
 Energy - oil and gas, oil field services and
renewable.
 Government.
 Healthcare.
 High tech.
 Insurance.
 Software:
 Digital software and solutions.
 TCS BANCs
 TCS MasterCraft.
 TCS technology products.
Location :
TCS is headquartered in Mumbai, operates in
45 countries and has more than 208 offices
across the world.

TCS MOTIVE :
 To achieve something audacious
 To establish a fully object oriented
component
 To ensure the customer that match their
needs
 To maximize the business success
 To provide highly flexiblefinancial
management software
 COGNIZANT TECHNOLOGY SOLUTION
Technocomplex, Plot GN-34/3, Sector-V,
Saltlake Electronic Complex, Kolkata,
West Bengal 700091
 COMPANY PROFILE OF CTS:
Cognizant is one of the world's leading
professional services companies, transforming
clients' business, operating and technology
models for the digital era.

PRODUCTS AND SERVICES

OFFERED BY THE
COMPANY :

FINANCIAL SERVICES:

The Financial Services segment includes

customers providing banking/transaction
processing, capital markets and insurance
services. The Company serves traditional retail
and commercial banks, diversified financial
enterprises, broker-dealers, asset management
firms, depositories, clearing organizations and
exchanges.

IT SERVICES:

The Company focuses on such aspects of its

customers' operations as business acquisition,
policy administration, claims processing,
management reporting, regulatory compliance
and reinsurance.
HEALTHCARE SERVICES:

The Healthcare segment includes healthcare

providers and payers, as well as life sciences
customers, including pharmaceutical, biotech and
medical device companies. The Company serves
global healthcare organizations, including healthcare
payers, providers and pharmacy benefit managers.
The Company serves pharmaceutical, biotech, and
medical device companies, as well as providers of
generic, animal health and consumer health
products.

INFRASTRUCTURE SERVICES:
The Manufacturing/Retail/Logistics segment include
manufacturers, retailers, travel and s
other customers,well as customers
as providinghospitalit
services. The Company's
logistics customers in this y
include manufacturers of automotive andsector
products as well as processors of natural resources,
industrial
chemicals and raw materials.

OTHER SERVICES:

The Company serves range of retailers and

adistributors, including supermarkets, specialty
premium retailers, department stores and large
mass- merchandise discounters. It also serves the
travel and hospitality industry, including airlines,
hotels,
restaurants, online and travel, rental car
global
retail companies, distribution and
intermediaries and real estate companies
systems

TECHNOLOGICAL PRODUCTS:

The includes its information,

segment media and entertainment
technology
services, operating segments. The Companyand
communications serves
communications
high (cable, wireless and wireline) service
providers, equipment vendors, and software vendors. It
serves media and entertainment companies, including
information service providers, publishers, broadcasters,
and movie, music and video game companies.

VISSION & MISSION STATEMENT:

VISION
“To be a model social organization that enables and
facilitates the under-privileged sections of the society to
access quality education, healthcare and livelihood
opportunities.”

MISSION
To work towards fulfilling the education, healthcare and
livelihood needs of the under-privileged sections of the
society.
To provide financial and technical support to institutions
for improving the quality of education, livelihood and
healthcare.
COMPANY PORTRAYAL:

Cognizant delivers innovative solutions

consulting and IT services with through an
focus. The firm's spectrum consulting
industry
(Business
of Strategy, Process and Operations
servicesConsulting,
vertical
Technology Consulting and Business Analysis) is
focused on driving transformation, innovation, and
optimization for clients. Cognizant drives and executes
large business and IT transformation programs, and
management consulting engagements.

AREAS OF BUSINESS:

The firm believes it offers a unique benefit to clients

with its advanced on-site/offshore outsourcing model.
The practice has grown and developed, however,
moving into systems of greater complexity and important
production-based processes. Indeed, so far removed is
what Cognizant offers from the initial portrayal of
outsourcing as "cheap labor," the firm has been known
to refer to its global delivery model as the "fourth
generation" of outsourcing.
LOCATION:
Headquartered in Teaneck, New Jersey (U.S.),
Cognizant combines a passion for client satisfaction,
technology innovation, deep industry and business
process expertise and a global, collaborative
workforce that embodies the future of work.

COGNIZANT MOTIVE
Our unique industry-based, consultative approach
helps clients envision, build and run more
innovative and efficient businesses Management
Office.
 METHODOLOGY

Methodology includes a collection of theories,

concepts or ideas as they relate to a
particular discipline or field inquiry:
Methodology refers to more than a simple set of
methods. Rather it refers to the rationale and the
philosophical assumptions that underlie a particular
study related to a scientific method.

Data collection
Data type – Secondary data

Sources

 Internet- Information regarding the training policies and

procedures was also obtained from the reviews provided by the
trainer’s senior managers and assistant managers on the various
question answer type of sites like quora.com, indeed.com,
glassdoor.com and etc

Training programs undertaken for the fresher’s by

Tata consultancy services
TCS initial learning program

The initial learning programme, is the strongest and best assured

grooming platform for all new recruits of TCS. It aims to transform
fresh engineering graduates from diverse disciplines into software
professionals and to initiate them into TCS way of life. Trainees are
introduced to various technologies they are also provided with
 project delivery, project management and business or life skill.
Remedial programs are also given to slow learners and ILP is no
longer confined to corporate learning centre at Thiruvanathapuram
in Kerala it has spread to different parts of the country like
Hyderabad, Chennai , Kolkata and even overseas – China, USA
etc

TCS ignite
The TCS ignite program aims to address this issue, and create a
skilled resource pool for its industry. TCS ignite is an intense
learning program for young since graduates who join Tata
consultancy services. Today TCS is the largest recruiter of fresh
science graduates in the country and each year thousand of the
best and brightest graduates join theTCS ignite program.

Aspire- an e-learning module for students

TCS has created an e- moduleTCS. The course contain 4 modules

foundation skills introduction to computers, programming
fundamentals, problem solving and databases. The modules is
used by 35000 fresh recruiters of TCS in FY13 for enhancing their
skills.

Development programs undertaken for the

existing employees by
Tata Consultancy Services
Building enterprise architects -

TCS learning and development team in collaboration with technology

excellence group has designed the e star and the demand for TOGAF
certified professionals in various project assignments. So far over 700
employees have gone through the program enabling career
progression for the associates and creating a strong architect
community in TCS.program that is aimed at building enterprise
architect. The program was created to cater to increasing demand for
enterprise architects
 Ambassador corp -

This is leadership development program, that prepares

experienced employees for global sales roles. It
focusses on critical business and communication
skills and also equip managers to tackle challenges
posed by cultural diversity. It offers an accelerated
learning curve and trains managers to take their place
on global stage from the day they land in the
international marketplace

Training program undertaken for the new

Cognizant recruits (fresher’s)
 The cognizant academy- cognizant in-house training centre
 Cognizant is committed to continuous learning and giving its
associate’s opportunities to stay current with leading edge
technologies- and to develop communication skills so that
they can perform their roles effectively and efficiently.
 All learning programs are conducted through Cognizant
academy. Its in house training centerusing, both classroom-
based and online programs. This dedicated center offers
many conventional and
leading edge educational programs for employees at all
levels. There are 4 key educational initiatives are:-
Continuing Education,
Role-based training, Executive training, Certification.
 In addition to internal training programs it send its software
professionals around the world for technology or management
specific training at prominent universities and colleges,
including Harvard University and Indian Institute and
Management and Indian Institute Of Technology.
 It also has partnerships and alliances with premier institutions
to help associates improve their skill sets and obtain higher
level degrees.
Development programs undertaken for the existing
employeesby Cognizant
Developing and retaining leadership talent –
 Cognizant is consistently listed among the most
admired and fastest growing companies in the
world, having doubled its operating income in the
past five years, while adding over 100,000
employees.
 To sustain this trajectory, and manage a company
with now close to quarter of a million associates ,
CEO Francisco D’ Souza has made building a high
performing leadership pipeline a critical element of
every leader’s job. Because he wants Cognizant’s
leaders to grow faster than the business ,
 Meetings are held with his top two executives and
chief people officer to review progress on executive
talent and the overall leadership pipeline.
 They review new senior leaders who had been
added, executive moves between business areas
who’s being developed for leadership positions
where gaps in leadership remain and what’s being
done to fill them.
 Sample one page talent review documents are
created that managers use to review potential
leaders annually.
 So the main motive behind this is to identify how
talent
management will help to drive the business, make
sure
managers understand the connection between
business success and talent development and hold
managers accountable for making it happen.
 Findings and conclusion

EVALUATION OF THE TRAINING AND

DEVELOPMENT METHODS ADOPTED BY
TATA CONSULTANCY SERVICES AND
COGNIZANT USING KIRKPATRICK’S MODEL

LEVEL 1 REACTION –
Just as the word implies, evaluation at this level measures
how participants in a training program react to it. According
to Kirkpatrick, every program should atleast be evaluated
at this level to provide for the improvement in training
program. In addition, the participants reactions have
important consequences for learning (level two). Although
a positive reaction does not guarantee learning, a negative
reaction almost certainly reduces its possibility.
 TATA CONSULTANCY COGNIZANT
SERVICES

It is a great place to work. It It is best place to work and

brings out their employee’s has a good work life balance.
potential and capacity It is a very good company and
it also take care of its
employees well

LEVEL 2 LEARNING-

To assess the amount of learning that has occured due to training

program, level two evaluations often use test conducted before training
(pretest) and after (post test). Methods range from formal to informal
testing to team assessment and self assessment. If possible,
participants take the test or assesssment before the training pretest and
after training post test to determine the amount of learning that has
occured.
Z
TATA CONSULTANCY COGNIZANT
SERVICES
In Cognizant, the most
In Tata Consultancy Services, enjoyable part of the job is
one can learn lots of new thing learning as the employees get
from the learning platforms it exposure to new tools and
provides. There are lot of technologies. There are
opportunities to learn and gro.w ample opportunities for
internal growth.

LEVEL 3 BEHAVIOUR-

This level measures the behaviour that has occurred in learner due to
the training programs. This basically helps to know what are newly
acquired skills knowledge being used in every day environment of the
learner. However it is difficult to measure because it is impossible to
predict when there change in behaviour will occur and it requires
important decisions interms of when to evaluate, how often to evaluate,
and how to evaluate
 TATA CONSULTANCY COGNIZANT
SERVICES

In Tata Consultancy Services the Cognizant has a good working

training programs introduces the culture. In the training programs
trainees with the various corporate they are taught how to interact with
rules and norms. After going their clients & co-workers which
through the training method they enhances their behavioural skills
have improved a lot in the and knowledge
behaviourial aspect

LEVEL 4 RESULT-

Frequently thought of as bottom line, this level measures the

success of the program in terms that managers and executives can
understand increased production, improved quality, decreased
costs and etc. From business and organisational perspective, this
is the overall reason for training program, yet level four results are
not typically addressed.

TATA CONSULTANCY COGNIZANT

SERVICES

In Tata Consultancy Services e Cognizant has no pressure at

mployees doesn’t have much to work. It has flexibility in shift good
reveal about the cons. Overall after growth prospects the company has
their training period, the employees a great focus on skill development
have improved a lot in their work and client service. Overall it is a
place and they are eagerly looking great opportunity for fresher to
forward to work further with the start
organisation. their career. Working in CTS is lot
of fun as well as challenging.
 BIBLIOGRAPHY

1. https://www.quora.com/unanswered/what-is-the-training-process-
in-tcs-like-is-it-very-rigorious?
2. https://www.quora.com/whwt-is-the-level-of-difficulty-of-the-
cognizant-training-period-what-if-i-am-zero-in-the-domain-i-am-
alloted-is-the-training-period-enoufh-for-me-to-learn-the-required-
amount-of-knowlwdge.
3. https://www.quora.com/how-can-i-access-dumps-in-cognizant .
4. Havard business review cites Cognizant’s differentiated approach
to identifying, developing and retaining.... news.cognizant.com .
5. Talent management platform research-innovation.tcs.com https://
www.tcs.com/nurturing-human-capital.
6. Working at CTS Corporation: Employee Reviews I Indeed.co.in
Working at cognizant- global careers with cognizant, IT career
benefitshttps://www.cognizant.com/careers/working-here