Established in 1981, Infosys is a NYSE listed global consulting and IT services company with more

than 193,000 employees. From a capital of US$ 250, we have grown to become a US$ 9.21 billion
(LTM Q3 FY16 revenues) company with a market capitalization of approximately US$ 38.5 billion.
In our journey of over 30 years, we have catalyzed some of the major changes that have led to
India's emergence as the global destination for software services talent. We pioneered the Global
Delivery Model and became the first IT company from India to be listed on NASDAQ. Our
employee stock options program created some of India's first salaried millionaires.
Infosys is a global leader in consulting, technology, and outsourcing and nextgeneration services. We enable clients in more than 50 countries to outperform the
competition and stay ahead of the innovation curve. With US$9.21 bn in LTM Q3 FY16
revenues and 193,000+ employees, we are helping enterprises renew themselves
while also creating new avenues to generate value. We provide enterprises with
strategic insights on what lies ahead. We help enterprises transform and thrive in a
changing world through strategic consulting, operational leadership, and the cocreation of breakthrough solutions, including those in mobility, sustainability, big data,
and cloud computing.

In 1981, seven engineers started Infosys Limited with just US$250. From the beginning, the
company was founded on the principle of building and implementing great ideas that drive progress
for clients and enhance lives through enterprise solutions. For over three decades, we have been a
company focused on bringing to life great ideas and enterprise solutions that drive progress for our
clients.
Infosys has a growing global presence with more than 193,000+ employees. Globally, we have 85
sales and marketing offices and 100 development centers as at March 31, 2015.
At Infosys, believe our responsibilities extend beyond business. That is why we established the
Infosys Foundation to provide assistance to some of the more socially and economically
depressed sectors of the communities in which we work. And that is why we behave ethically and
honestly in all our interactions with our clients, our partners and our employees.
R Seshasayee

Chairman of the Board

R. Seshasayee is the Chairman of the Board of Directors, Infosys.
Seshasayee, a chartered accountant, started his career with Hindustan Lever Ltd. in 1971.
He joined Ashok Leyland in 1976, rose to become the Executive Director Finance in 1983 and
was elevated to Deputy Managing Director in 1993 and Managing Director in 1998. He became the

Executive Vice Chairman of Ashok Leyland in 2011, and is presently the Non-Executive Vice
Chairman of the company.
He led Ashok Leylands transformation into a self-reliant, globally competitive technology leader
seeking growth through globalization and diversification, with acquisitions and joint ventures. He
also led the company to embrace the tenets of sustainable development and environmental
protection. During his tenure as the Managing Director from 1998-99 to 2010-11, Ashok Leylands
turnover increased five times from Rs.2045 Cr to Rs. 12093 Cr, net profit thirty times, and market
cap fourteen times.

TRAINING AND DEVELOPMENT

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

Training: This activity is both focused upon, and evaluated against, the job that an
individual currently holds.

Education: This activity focuses upon the jobs that an individual may potentially hold in the
future, and is evaluated against those jobs.

Development: This activity focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in the future, and is almost
impossible to evaluate.

The principal objective of training and development division is to ensure the availability of a
skilled and willing workforce to an organization.
Training and Development is a subsystem of an organization. It ensures that randomness is
reduced and learning or behavioural change takes place in structured format.

Training & Development offers competitive advantage to a firm by removing performance

deficiencies; making employees

OBJECTIVES OF TRAINING & DEVELOPMENT

The fundamental aim of training is to help the organization achieve its purpose by adding value to
its key resource the people it employs. Training means investing in the people to enable them to
perform better and to empower them to make the best use of their natural abilities. The particular
objectives of training are to:
o Develop the competences of employees and improve their performance
o Help people to grow within the organization in order that, as far as possible, its future needs
for human resource can be met from within
o Reduce the learning time for employees starting in new jobs on appointment, transfers or
promotion and ensure that they become fully competent as quickly and economically as
possible.

Training & Development as a Source of Competitive Advantage

Companies derive competitive advantage from training and development. Training and
development programs help remove performance deficiencies in employee.
This is particularly true when:
-The deficiency is caused by a lack of ability rather than a lack of motivation to perform.
- The individuals involved have the aptitude and motivation need to learn to do the job better.
-Supervisors and peers are supportive of the desired behaviours.
Employees become efficient after undergoing training
Efficient employees contribute to the growth of the organization
Growth renders stability to the workforce

Lower turnover (trained employees tend to stay with the organization).

Training makes the employees versatile in operations. All rounders can be transferred to
any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased
profits from year to year.
Accidents, scrap and damage to machinery and equipment can be avoided or minimized
through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if
employees are trained well.
Future needs of employees will be met through training and development programs.
Organizations take fresh diploma holders or graduates as apprentices or management trainees. They
are absorbed after course completion. Training serves as an effective source of recruitment. Training
is an investment in HR with a promise of better returns in future.
A company's training and development pays dividends to the employee and the organization.
Though no single training program yields all the benefits, the organization which devotes itself to
training and development enhances its HR capabilities and strengthens its competitive edge. At the
same time, the employee's personal and career goals are furthered, generally adding to his or her
abilities and value to the employer. Ultimately, the objectives of the HR department are also
furthered.

IMPORTANCE OF TRANING
Company spend vast sums of money on training and development, training is a
productive investment in HR that promises better returns in future. Training is
important not only to the employee but also to the company.
To the company:

Increased efficiency and productivity

Reduced supervision.

Reduced accidents and wastages.

Reduced

absenteeism and turnover.

Assist new comers.

Information about companys policies and programs.

Competent and capable employees.

Good labour management, intra departmental relations.

Reduced costs.

Companys overall development.

Develops employees loyalty towards company.

To the employee:

Confidence in employees.

Positive attitude.

Chances for promotion.

Develop communication, decision making and problem solving skills.

High rewards.

EMPLOYEE
Employee or labour welfare includes various services, benefits and facilities
offered by the employer to employees.
The labour Investigation Committee states that labour welfare activities
include

anything

done

for

the

intellectual,

physical,

moral

and

economic

betterment of the workers, whether by employers, by government or by other

agencies, over and above what was laid down by law or what was normally
expected as part of the contractual benefits for which the workers might have
bargained.
Welfare measures may be both statutory and voluntary. Labour laws require
the employer to extend certain benefits to employees in addition to wages.
Voluntary benefits are the result of generous attitude of employer. The basic
purpose of employee welfare is to enrich the life of employee and keep them happy
and contented.

Infosys and Wipro, two of the biggest IT outsourcers in the country, recently filed
documents that highlight interesting trends about top management compensation.
Salaries of top management in both these companies have risen at a much faster rate
than average employees. Infosys chief operating officer UB Pravin Rao and chief
financial officer Rajiv Bansal got a hike of 200 per cent and 176 per cent respectively
in the fiscal year ending 2015.
Mr Rao's remuneration, according to Infosys annual report, was Rs 6.08 crore in 2015;
Mr Bansal's salary went up from Rs 1.71 crore in 2014 to Rs 4.72 crore in 2015.
Srikantan Moorthy, executive vice-president and global head of HR at Infosys received
a compensation of Rs 4.03 crore in 2015 as compared to Rs 1.31 crore in 2014.
The triple-digit hikes for the top management came in a year, when the average hike
across Infosys was between 6 and 7 per cent. For the current year, Infosys announced
an

average

salary

hike

of

around

6.5

per

cent.

At Wipro, India's third largest outsourcer, CEO T K Kurien took home a salary of $1.46
million (around Rs 9 crore) in FY15, which was 33 per cent higher than previous fiscal.
The fact that salaries of top bosses are growing a much faster pace than the average
employee has not gone unnoticed by the IT industry.

WORKING ENVIRONMENTAL STRUCTURE

This MNC is good for a freshener who has just completed his graduations and
looking for a immediate job but for long run this is not recommended its really
hard to work and the staff and the management is really mushroom
management and just is reputed for the name but inside its really bad place to
work and grow
Lot of politics and really the management needs to be improved earlier five
years before this company had a good reputation and really nice place to work
but now a days its really tuff place to trust and work
More workloads and less pay and perks and really frustration place to work
Will recommend for fresheners take experience and get out do not stay for a
long run
This is very popular company and they provide extra curricular activities also
for their employees.
took over that time he did one great thing that if any one having anything in
mind, like if you have problem or if you have any idea or any suggestion then
you have to write in in the company's forum site and they will take cake of it.
Someone wrote in that we don't want to wear formals, we don't like it and
because of that they allow everyone to wear casual cloths like this if you
provide any idea then you will get funds also and team will work on that
project.
They also provide inter company study.means if you want to study further then
company will allow you to do so.
Also there are many options available for you to grow up in the carrier if you
are really hardworking and you will surely get many chance for your projects.
The overall experience was very good.The value for the training degree of
Ifosys has a very good value in today's markets.

CONCLUSION
Infosys Technologies Ltd. was started in 1981 by seven people with US$ 250. Today, it is a
global leader in the "next generation" of IT and consulting with revenues of US$ 5.7 billion. Infosys
defines designs and delivers technology-enabled business solutions for Global 2000 companies.
Infosys also provides a complete range of services by leveraging our domain and business expertise
7

and strategic alliances with leading technology providers. With the help of following chart we cha
easily understand the training and development programme in Infosys.

Basis
Definition

Training

Development

Means imparting skills

and knowledge for doing
a particular job.

Means the growth of an

employee in all respects

It imparts job specific

skills.

It shapes attitudes and

imparts technical, human
and conceptual skills.

Its concerned with

maintaining and
improving current job
performance. It has a
short term perspective.

Executive development
seeks to develop
competence and skills for
future performance thus it
has a long term
perspective.

Skills

Purpose

It is used in the sense of

imparting
specific
skills
Recruitment process
( Consultancy)
company
among the operative
workers and employees.
Use

It is associated with the

overall growth of the
executives. Depth of
knowledge gained is very
wide.

IBM Global Services,Itsajobdivision

of IBM,
is the world's largest business and technology
centred
in nature.

services provider. It employs over 190,000 people across more than 160 countries. IBM Global
Services started in the springIsofimparted
1991, withthrough
the aim on
towards helping companies manage their IT
Its career centred in nature.
the
job
methods
such
as
operations and resources.

coaching, job rotation etc.

Global
Orientatio
Services has two major divisions: Global Business Services (GBS)
and Global
Technology
It is based
more
on off the
n
Services
(GTS)
job
training
methods
such
The boss takes initiative
as lectures,
conferences,
for imparting
knowledge
IBM Global Business
Services
(GBS) is the professional
services
arm of
seminars etc.
and
training
to
Methods
subordinates
to enhance
Global Services, including
management
and strategy consulting, systems integration,
their productivity.
individual
takes
and application management services. Revenues from theThe
Global
Business
Services
initiative himself for his
were $13.5 billion in 2014
Industry

IT services, management

consulting
Founded

June 16, 1911

Armonk, New York, USA

Headquarters Over 300 offices in 170
countries
Key people

Bridget van Kralingen, Erich

Clementi

Services

IT, management consulting

and outsourcing services

Revenue

US$ 58.8 billion (2012)

Number of
employees
Parent

190,000
IBM

Virginia Marie "Ginni" Rometty (born July 29, 1957)[4][5] is an American

business executive. She is the current Chairwoman, President and CEO of IBM, and the
first woman to head the company

Peter R. Voser, 56

is retired chief executive officer of Royal Dutch Shell plc, a global group of energy and
petrochemical companies. He is a member of IBMs Directors and Corporate Governance
Committee. Mr. Voser joined Shell in 1982 and held a variety of finance and business roles
including chief financial officer of Oil Products. In 2002, he joined the Asea Brown Boveri (ABB)
Group of Companies as chief financial officer and a member of the ABB Group executive
committee. Mr. Voser returned to Shell in 2004 becoming a managing director of The Shell
Transport and Trading Company, p.l.c. and chief financial officer of the Royal Dutch/Shell Group.
He was appointed chief executive officer of the company in 2009 and held that position until his
retirement in late 2013. He is a director of Catalyst, Roche Holding Limited, and Temasek. Mr.
Voser is also active in a number of international and bilateral organizations, including The Business
Council. Additionally, during the past five years he served as a director of UBS AG. Mr. Voser
became an IBM director in 2015.

The Directors and Corporate Governance Committee and the Board as a whole believe
that this leadership structure provides the Company with the benefits of combining the
leadership role of Chairman and CEO, while also recognizing the unique strengths and
capabilities of IBMs Board members. An independent Presiding Director with these
clearly defined duties and responsibilities further enhances the contributions of IBMs
independent directors, which have been and continue to be substantial. Mr. Eskew, the
Presiding Director, has significant global business, leadership and oversight experience
as the former chairman and chief executive officer of United Parcel Service, Inc., the
current chairman of the Annie E. Casey Foundation, and a board member of Allstate
Corporation, Eli Lilly and Company, and 3M Company.

In recent years, much attention has been given to the subject of risk and
how companies assess and manage risks across the enterprise. At IBM, we believe
that innovation and leadership are impossible without taking risks. We also recognize
that imprudent acceptance of risk or the failure to appropriately identify and mitigate
risks could be destructive of stockholder value. Senior management is responsible for
assessing and managing the Companys various exposures to risk on a day-to-day
basis, including the creation of appropriate risk management programs and policies.
IBM has developed a consistent, systemic and integrated approach to risk
management to help determine how best to identify, manage and mitigate significant
risks throughout the Company.

HCL AXON is a British-based business transformation consultancy which sells its

services to customers using SAP and Oracle as their Enterprise Resource Planning
system modeling tools. Previously listed on the London Stock Exchange and a FTSE
250 Index constituent, the company has been a subsidiary of Indian outsourcing firm
HCL Technologies since December 2008, after the reverse merger of Axon Group plc
and HCL SAP practice.

The Company was founded by Mark Hunter, Donald Kirkwood and Paul Manweiler in 1994. It
acquired Feanix in 2005.[1] In August 2008 Infosys Technologies offered 407m to acquire the
business. This offer was subsequently beaten by a rival offer for 441m by HCL Technologies.[2]
The acquisition by HCL was completed in December 2008.[3][4]

10

On 17 July 2009 HCL AXON announced the acquisition of South Africa-based UCS Groups
Enterprise Solutions SAP practice.[5]
On 1 July 2010, HCL AXON became the Enterprise Application Services part of HCL
Technologies, incorporating SAP, Oracle and Microsoft offerings

Shiv Nadar
Founder, HCL
Chairman, HCL
Technologies and Shiv
Nadar Foundation

Robin Abrams
Director

Amal Ganguli
Director

R. Srinivasan
Director

Sosale Shankara
Sastry

11