Employees Behaviour Training Wipro

www.final-yearproject.
com
A REPORT
ON
EMPLOYEES BEHAVIOUR TOWARDS TRAINING
AND DEVELOPMENT AT WIPRO KOTDWAR

Submitted in Partial Fulfillment
Of the Requirements
For the Degree of
Master of Business Administration

Submitted by; Submitted to;
Archna Rawat
11SOMMBA101028
Batch : MBA 01
(4
th
sem)

Prof. Ridhi Bhatia

Signature of the Faculty Guide

www.final-yearproject.com
ACKNOWLEDGEMENT
I ARCHNA RAWAT, owe enormous intellectual debt towards my faculty guide prof.
RIDHI BHATIA (Faculty guide), who has augmented my knowledge in the field of A
STUDY OF EMPLOYEES BEHAVIOUR TOWARDS TRAINING AND
DEVELOPMENT AT WIPRO KOTDWAR, helping me learn about the process
and giving me valuable insight into the subject.
I am obliged to her for being extremely patient, giving me sufficient time for discussions and
guidance at all stages through the course of this research. My increased spectrum of knowledge
in this field is the result of his constant supervision and direction that has helped me to absorb
relevant and high quality information.
I would like to thank him for her guidance and enriching my thoughts in this field from different
perspectives.


DECLARATION

I, Archna Rawat, roll no. -11sommba101027, student of MBA of School of Business:
Galgotias University, Greater Noida, hereby declare that the project report on
EMPLOYEES BEHAVIOUR TOWARDS TRAINING AND DEVELOPMENT AT WIPRO
KOTDWAR is an original and authenticated work done by me.
I declare that all information given in this project is authentic and my original work . The
content of this project has not been submitted to any other University or Institute

Date:
Name : ARCHNA RAWAT

TABLE OF CONTENT

Executive summary..5
Introduction6-7
Literature Review 8
Research objective..9-10
Limitation.11
Research methodology....12
Findings & ananlysis.13-33
Conclusion34
Recommodation35
Biblography36
Appendix...37-4

EXECUTIVE SUMMARY
Thus to sum up success is a journey and not a destination. Likewise its true for an
organization as well. In order to enable continuous improvement a continuous training
programme must be carried out. An organization is like a sapling, if it receives regular
care and nutrition then it grows to provide shelter and food else in adverse
circumstances it vanes and dies out. . My project report has been prepared on the topic
EMPLOYEES BEHAVIOUR TOWARDS TRAINING AND DEVELOPMENT AT WIPRO
KOTDWAR
The success of an organizations plans for the future depends largely on a sound
training strategy. In the face of continuous technological innovation higher levels of
knowledge and skills and their applications are crucial resources that can only be
mobilized by training and development infact, maximize the growth of the executives in
the organization, improve their competence and skills, foster a higher level of motivation
and build behavior adaptability to changes in technology, structure and environment of
the organization.
But these can be of use only when the organizations perceive and attach importance to
training and development of their managers and plan to ensure successful conduct of
training programmes for employees as well.

TRAINING
Employee training is a specialized function and is one of the fundamental operative
functions of Human Resource Management.
Acc to FLIPPO,Training is the act of increasing the knowledge and skill of an employee
for doing a particular job.It is a short-term educational process and utilizing a
systematic and organized procedure by which employees learn technical knowledge
and skills for a definite purpose.
Successful candidates placed on the job need training to perform their duties effectively.
Workers must be trained to operate machines, reduce scrap and avoid accidents. It is
not only workers but also executives and supervisors who need training as well in order
to enable them to acquire maturity of thought and action. Training and development
constitute an ongoing process in any organization. Training thus means to turn
members into productive insiders. It is the second step after recruitment, screening and
selection. The principles of learning make training work, thus how a person learns
should be the guiding principle in explaining how a person should be trained. Thus
training requires
Practice
Feedback
Motivation to learn
No organization has unlimited resources, so training has to be done on the basis of identified
resources in three phases
PRE TRAINING
-Clear understanding of the situation that calls for more effective behavior.
TRAINING-
Implementing the effectiveness in behavior.
POST TRAINING-The management has to handle a person who is more confident, post training
a lot of adjustment is needed on both sides.
Training is the application of knowledge and it can be defined as a process of learning
the sequence of programmed behaviour . Training gives people awareness of the rules
and procedures to guide their behaviour .It attempts to improve their performance on
the current job or prepare them for an intended job .

Development
Refers to the learning opportunities designed to help employees grow
Development is not primarily skill-oriented. Instead, it provides general knowledge and
attitudes which will be helpful to employees in higher positions. Efforts towards
development often depend on personal drive and ambition. Development activities,
such as those supplied by management developmental programmes, are generally
voluntary

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
Training and development go hand in hand and are often used synonymously but there is a
difference between them. Training is the process of learning a sequence of programmed
behavior. It is an application of knowledge. It gives people an awareness of the rules and
procedures to guide their behavior. It intends to improve their performance on the current job
and prepares them for an intended job.
Development is a related process. It covers not only those activities, which improve job
performance, but also those, which bring about growth of the personality. It helps individual in
the progress towards maturity and actualization of potential capabilities so that they can become
not only good employees but better human beings.

LITERATURE REVIEW
In simple terms training and development refer to imparting of specific skills
abilities and knowledge to an employee.
It is any attempt to improve current or future employee performance by increasing an
employees ability to perform through learning, usually by changing the employees
attitude or increasing his or her skills and knowledge.
To develop a person s behavioral patterns in areas of knowledge skills or attitude to
achieve a desired performance level
Leads to improved profitability and or more positive attitude towards profit orientation.
Improves the job knowledge and skills at all levels of an organization.
Improve the morale of the workplace.
Helps create a better corporate image.
Helps people identify with organizational goals.
Foster authenticity, openness and trust.
Improves the relationship between boss and subordinates.
Aids in organizational development.
The organization may learn from the inputs given by the trainees.
Helps prepare guidelines for work.
Aids in understanding and carrying out organizational responsibilities.
Provides information for future needs in all areas of the organization..
Aids in improving organizational communication

OBJECTIVES OF STUDY
TO INCREASE PRODUCTIVITY
An instructor can help employees increase their level of performance on their assignment.
Increase in human performance leads to increase in the operational productivity and also the
increase in the profit of the company.

TO IMPROVE QUALITY
Better-trained workers are less likely to make operational mistakes. It can be in relationship to
the company or in reference to the intangible organizational employment atmosphere.

TO HELP A COMPANY FULFILL ITS FUTURE PERSONNEL NEEDS
The organizations having good internal training and development programmes will have to
make less changes and adjustments. When the need arises, vacancies can be easily staffed.

TO IMPROVE ORGANIZATIONAL CLIMATE
An endless chain of positive reactions result from a well planned training programme.

TO IMPROVE HEALTH AND SAFETY
Proper training can prevent industrial accidents. A safer atmosphere leads to more stable
attitudes on part of the employees.

OBSOLESCENCE PREVENTION
Training and development programmes foster the initiative and creativity of employees and can
help prevent manpower obsolescence.

PERSONAL GROWTH
Employees on a personal basis gain individually from their exposure to educational expressions.
Training programmes give them wider awareness and skills.

The first & foremost step in any research work is to identify the problems or objectives
on which the researcher has to work on. There are two types of objectives met in this
study, as explained below:
MAJOR OBJECTIVE
To analyze the existing training practices, its effectiveness and recommend
measures to improve the training practices in Organization.
MINOR OBJ ECTIVES
To study the frequency of training, training methods and their effects on the
trainees and recommend certain measures for improvement.

To understand the present practices enforced in respect of training at the
personnel department and recommend any changes if necessary.

To take feedback and analyze the level of satisfaction amongst the employees in
respect of training activities and suggest alternatives.
L LI IM MI IT TA AT TI IO ON NS S
1.Uncontrollable Variables:
Political, legal and social variables are uncontrollable From Human Resource managers point
of view and the results are affected when these variables change.
2.Human Tendency:
Human resource, the basic constituents on which the research is carried out is very
unpredictable. Many aspects of human behavior affect the results of study.
3.Due to the small training period, thorough study could not be completed.

4.Since it was my first industrial training therefore deficiency of industrial
knowledge was there.

RESEARCH METHODOLOGY
METHODOLOGY
Every project work is based on certain methodology, which is a way to systematically
solve the problem or attain its objectives. It is a very important guideline and lead to
completion of any project work through observation, data collection and data analysis.
According to Clifford Woody, Research Methodology comprises of defining & redefining
problems, collecting, organizing &evaluating data, making deductions &researching to
conclusions.
Accordingly, the methodology used in the project is as follows: -
Defining the objectives of the study
Framing of questionnaire keeping objectives in mind (considering the objectives)
Feedback from the employees
Analysis of feedback
Conclusion, findings and suggestions.

DATA COLLECTION
To determine the appropriate data for research mainly two kinds of data was collected
namely primary & secondary data as explained below:

PRIMARY DATA
Informal conversations were the source of information regarding the training methods
already followed and identification of the training needs of the workers.

SECONDARY DATA: Information regarding the new methods that can be implemented
was collected on the basis of book research
The secondary data was collected through:
Text Books
Internet

DATA ANALYSIS
1) How many training programmes have you attended in last 5 years?
No. of
Programmes
No. of Respondents % of
Responses
0-5 8 40%
6-10 5 25%
10-15 4 20%
More than 15 3 15%
Total 20 100%

INTERPRETATION
45% of the officers have attended 6-15 training programmes in the last 5
years, which is an indication of an effective training policy of the
organization. However, 40% of the officers have attended only 0-5 training
programmes, which needs to be evenly monitored by the organization.
0_5
40%
6_10
25%
10_15
20%
More than
15
15%
2) The programme objectives were known to you before attending it.

INTERPRETATION
35% of the respondents moderately agree to the fact of knowing the training objectives
beforehand, in addition to 25% who strongly agree. But a small population disagrees as
20% strongly disagree to this notion. Training objectives should therefore be made
known compulsorily before imparting training in the organization.
strongly
agree
25%

moderately
agree
35%
can't say
15%
moderately
disagree
5%
strongly
disagree
20%
Options No. of Respondents % of
Responses
Strongly agree 5 25%
Moderately agree 7 35%
Cant Say 3 15%
Moderately
Disagree
1 5%
Strongly Disagree 4 20%
Total 20 100%
3) The training programme was relevant to your developmental needs.

Responses
Cant Say 3 15%
Moderately
Disagree
2 10%
Total 20 100%

INTERPRETATION
70% of the respondents feel that the training programmes were in accordance to their
developmental needs. 15% respondents could not comment on the question and 15%
think that the programmes are irrelevant to their developmental needs and the
organization must ensure programmes that satisfy the developmental needs of the
officers.
strongly
agree
30%
moderately
agree
40%
can't say
15%
moderately
disagree
10%
strongly
disagree
5%
4) The period of training session was sufficient for the learning.

Responses
Cant Say 4 21%
Moderately
Disagree
3 16%
Total 20 100%

INTERPRETATION
52% respondents feel that the time limit of the training programme was adequate but
25% feel that it was insufficient. Also, 21% could not comment on the question. All the
respondents though felt that increase in time limit of the programmes would certainly be
beneficial and the organization should plan for this to be implemented in the near future.
strongly
agree
32%
moderately
agree
21%
can't say
21%
moderately
disagree
16%
strongly
disagree
10%
5) The training methods used during the training were effective for understanding the
subject.
Responses
Cant Say 3 15%
Moderately
Disagree
3 15%
Total 20 100%

INTERPRETATION
40% of the respondents believe that the training methods used during the programmes
were helpful in understanding the subject, yet 25% disagree to this notion. The
organization should use better, hi-tech methods to enhance the effectiveness of the
methods being used during the trainingprogrammes.
strongly
agree
20%
moderately
agree
40%
can't say
15%
moderately
disagree
15%
strongly
disagree
10%
6) The training sessions were exciting and a good learning experience.

INTERPRETATION
65% respondents believe that the training sessions were exciting and a good learning
experience. 10% respondents could not comment on this while 25% differ in opinion.
They feel that the training sessions could have been more exciting if the sessions had
been more interactive and in line with the current practices in the market.
strongly
agree
25%
moderately
agree
40%
can't say
10%
moderately
disagree
15%
strongly
disagree
10%
Responses
Cant Say 2 10%
Moderately
Disagree
3 15%
Total 20 100%
7) The training aids used were helpful in improving the overall effectiveness of the
programme.
Options No. of
Respondents
% of
Responses
Moderately
agree
5 25%
Cant Say 7 35%
Moderately
Disagree
3 15%
Strongly
Disagree
1 5%
Total 20 100%

INTERPRETATION
40% of the respondents believe that the training aids used were helpful in improving the
overall effectiveness, yet 20% disagree to this notion. 35% respondents did not
comment on the issue. Yet the total mindset of the respondents was that the
organization should use better scientific aids to enhance the presentation and
acceptance value of the training programme.
strongly
agree
20%
moderately
agree
25%
can't say
35%
moderately
disagree
15%
strongly
disagree
5%
8) The training was effective in improving on- the- job efficiency.

Options No. of
Respondents
% of
Responses
Moderately
agree
6 30%
Cant Say 4 20%
Moderately
Disagree
4 20%
Strongly
Disagree
3 15%
Total 20 100%

INTERPRETATION
45% respondents believe that the training programmes increase their job efficiency but
35% disagree to this. The view of the respondents were towards having more
technological and current topics for the training programmes which could help them
satisfy their creative urge and simultaneously increase their on-the-job efficiency.
strongly
agree
15%
moderatel
y agree
30%
can't say
20%
moderatel
y disagree
20%
strongly
disagree
15%
9) In your opinion, the numbers of training programmes organized during the year were
sufficient for officers of BHEL.
Options No. of
Respondents
% of
Responses
Cant Say 5 25%
Moderately
Disagree
2 10%
Strongly
Disagree
8 40%
Total 20 100%

INTERPRETATION
25% respondents have the opinion that the frequency of the training programmes is sufficient
but 50% of the respondents differ to this. They believe that the number of training programmes
organized in a year should be increased and some in house training programmes should also
be organized by the organisation regularly.

strongly
agree
10%
moderately
agree
15%
can't say
25%
moderately
disagree
10%
strongly
disagree
40%
10) Please suggest any changes you would like to have in the existing training programmes.
The major suggestions for changes in the existing training programmes are as follows:-
The frequency of the training programmes organized in a year should be increased.
The duration of the training sessions should be amplified.
New programmes for personal as well as professional development of the officers
should be developed.
Officers should be referred for the training programmes as per their developmental
needs.
The training programmes should be organized outside the office in order to avoid
disturbance in the work.
Some training sessions should also be organized in house for the officers who find it
difficult to attend them if held outside the office premises.
Better presentation technologies should be used in order to increase the effectiveness of
the programmes.
The course curriculum for the training programmes should be current in terms of the new
developments in the world.
10) How many training programmes have you attended during the last year?

No. of
Programmes
No. of Respondents % of
Responses
Upto 2 25 62%
3-5 10 25%
6-8 4 10%
More than 8 1 3%
Total 40 100%

INTERPRETATION
35% of the workers have attended 3-8 training programmes in the last year, which is the
clue of a useful training policy of the organization. However, 62% of the workers have
attended only 0-2 training programmes, which should be effectively seen by the
organization. Also, every worker should be given chances to attend as many training
programmes as possible.
Upto 2
62%
3_5
25%
6_8
10%
More than
8
3%
11) The training given is useful to you.

Options No. of
Respondents
% of
Responses
Cant Say 5 13%
Moderately
Disagree
5 13%
Strongly
Disagree
1 3%
Total 20 100%

INTERPRETATION
71% of the respondents feel that the training programmes were useful. 13%
respondents could not comment on the question and 16% think that the programmes
were irrelevant to their objective of being useful. The organization must ensure
strongly
agree
47%
moderately
agree
25%
can't say
12%
moderately
disagree
13%
strongly
disagree
3%
programmes that are useful and prove to cater to the developmental needs of the
workers.
12) The time limit of the training programme was sufficient.

Options No. of
Respondents
% of
Responses
Moderately
agree
14 34%
Cant Say 5 13%
Moderately
Disagree
6 15%
Strongly
Disagree
8 20%
Total 40 100%

INTERPRETATION
42% respondents feel that the time limit of the training programme was adequate but
35% feel that it was insufficient. Also, 13% could not comment on the question. All the
respondents though felt that increase in time limit of the programmes would certainly be
advantageous and the organization should take some steps in this direction.
strongly
agree
17%
moderatel
y agree
35%
can't say
13%
moderatel
y disagree
15%
strongly
disagree
20%
13) The time limit of the training programme, if increased would make it more
effective.

Options No. of
Respondents
% of
Responses
Cant Say 4 10%
Moderately
Disagree
8 20%
Strongly
Disagree
2 5%
Total 40 100%

INTERPRETATION
65% respondents feel that the increase in the duration of the training programmes
would be beneficial but 25% differ to this opinion. Going by the majority, the
organisation should make required changes to increase the duration of the programmes
and also take the opinion of the workers to have an effective training session.
strongly
agree
45%
moderately
agree
20%
can't say
10%
moderately
disagree
20%
strongly
disagree
5%
14) The training was effective in improving your on-the-job efficiency.
Options No. of
Respondents
% of
Responses
Strongly
agree
15 37%
Moderately
agree
10 25%
Cant Say 5 13%
Moderately
Disagree
6 15%
Strongly
Disagree
4 10%
Total 40 100%

INTERPRETATION
62% respondents believe that the training programmes increase their job efficiency but
25% disagree to this. The respondents were of the opinion that having current topics for
the training programmes and also some sessions by an external faculty would help
them increase their on the job efficiency.
strongly
agree
37%
moderately
agree
25%
can't say
13%
moderately
disagree
15%
strongly
disagree
10%
15) The training aids used were effective in improving the overall effectiveness of the
programme.
Options No. of
Respondents
% of
Responses
Moderately
agree
4 10%
Cant Say 12 30%
Moderately
Disagree
8 20%
Strongly
Disagree
6 15%
Total 40 100%

INTERPRETATION
35% respondents believe that the training aids were effective in improving the overall
efficiency of the programme. Contrary to this, 35% disagree and 30% could not
comment on the issue. The organization should ensure positive awareness about the
training aids used. Also, the use of better presentation aids should be facilitated.
strongly
agree
25%

moderately
agree
10%
can't say
30%
moderately
disagree
20%
strongly
disagree
15%
16) The number of training programmes organized for workers in a year are sufficient.

Options No. of
Respondents
% of
Responses
Moderately
agree
6 15%
Cant Say 4 10%
Moderately
Disagree
15 37%
Strongly
Disagree
8 20%
Total 40 100%

INTERPRETATION
33% respondents believe that the numbers of training programmes organized in a year
are sufficient, but a majority of 57% disagrees to this. The organization should ensure
multiple programmes for the workers and hence enable them in improving their skills
and knowledge.
strongly
agree
17% moderately
agree
15%
can't say
10%
moderately
disagree
38%
strongly
disagree
20%
17) The participation of workers in training programme would help increase its
effectiveness.
Options No. of
Respondents
% of
Responses
Moderately
agree
9 23%
Cant Say 5 13%
Moderately
Disagree
4 10%
Strongly
Disagree
2 5%
Total 40 100%

INTERPRETATION
72% respondents feel that participative and interactive training session could provide
more awareness and knowledge in a small span of time as compared to classroom
teaching. 13% respondents could not comment on this and 15% disagree to it.
strongly
agree
50%
moderately
agree
22%
can't say
13%
moderately
disagree
10%
strongly
disagree
5%
CONCLUSIONS & IMPLICATIONS
The major findings of the project are enumerated as follows:
Training is considered as a positive step towards augmentation of the knowledge base by
the respondents.
The objectives of the training programmes were broadly known to the respondents prior to
attending them.
The training programmes were adequately designed to cater to the developmental needs of
the respondents.
Some of the respondents suggested that the time period of the training programmes were
less and thus need to be increased.
Some of the respondents also suggested that use of latest training methods will enhance
the effectiveness of the training programmes.
Some respondents believe that the training sessions could be made more exciting if the
sessions had been more interactive and in line with the current practices in the market.
The training aids used were helpful in improving the overall effectiveness of the training
programmes.
The training programmes were able to improve on-the-job efficiency.
Some respondents also recommended that the number of training programmes be
increased.

RECOMMENDATIONS
Based on the data collected through the questionnaire and interactions with the Officers and
Workers of BHEL the following recommendations are made for consideration:

The organization may utilize both subjective and objective approach for the training
programmes.
The organization may consider deputing each employee to attend at least one training
programmes each year.
The In-house training programmes will be beneficial to the organization as well as
employees since it will help employees to attend their official work while undergoing the
training.
The organization can also arrange part time training programmes in the office premises for
short durations, spanning over a few days, in order to avoid any interruption in the routine
work.
The organization can arrange the training programmes department wise in order to give
focused attention towards the departmental requirements.
BIBLIOGRAPHY

Effective Planning in Training and Development Leslie Rae
World Class Training Kaye Thorne
Training in Practice Blackwell
Human Resource Management C.B.Gupta
Human Resource Management T.N.Chabra
Human Capital Journal
APPENDIX
1) How many training programmes have you attended in last 5 years?
0-5
6-10
10-15
More than 15

2) The programme objectives were known to you before attending it.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

3) The training programme was relevant to your developmental needs.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

4) The period of training session was sufficient for the learning.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

5) The training methods used during the training were effective for understanding the subject.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

6) The training sessions were exciting and a good learning experience.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

7) The training aids used were helpful in improving the overall effectiveness of the programme.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

8) The training was effective in improving on- the- job efficiency.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

9) In your opinion, the numbers of training programmes organized during the year were
sufficient for officers of BHEL.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

10) How many training programmes have you attended during the last year?
Upto 2
3-5
6-8
More than 8

11) The training given is useful to you.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

12) The time limit of the training programme was sufficient
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

13) The time limit of the training programme, if increased would make it more effective.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

14) The training was effective in improving your on-the-job efficiency.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

15) The training aids used were effective in improving the overall effectiveness of the
programme.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree


16) The number of training programmes organized for workers in a year are sufficient.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

17) The participation of workers in training programme would help increase its effectiveness.
Strongly agree
Moderately agree
Cant Say
Moderately Disagree
Strongly Disagree

18) Please suggest any changes you would like to have in the existing training programmes.

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