SIMSREE 2011-13

Training & Development @ TCS HRM Harshal Tripathi MMS 1159

SYDENHAM INSTITUTE OF MANAGEMENT STUDIES, RESEARCH AND ENTREPRENEURSHIP EDUCATION

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Contents
ACKNOWLEDGMENT......................................................................................................................... 3 SYNOPSIS .............................................................................................................................................. 4 Objective ................................................................................................................................................. 5 Company Information ............................................................................................................................. 6 Training Structure @ TCS ...................................................................................................................... 8 Analysis .................................................................................................................................................. 9 Education: ........................................................................................................................................... 9 Designation: ........................................................................................................................................ 9 Work Experience: ............................................................................................................................. 10 ILP Parameters:................................................................................................................................. 10 Because of the above mentioned reasons, 47 % of the employees does not find the value in the ILP training program................................................................................................................................ 11 CLP Parameters: ............................................................................................................................... 12 Discussion with senior management ..................................................................................................... 13 Conclusion: ........................................................................................................................................... 15 Annexure 1 ............................................................................................................................................ 16 Training @ TCS .................................................................................................................................. 16

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ACKNOWLEDGMENT
I take this opportunity to express my gratitude and sincere thanks to Professor for Organizational Behaviour, Mr. D. I. Cabral, and Miss Neha Singh and Mr Soumesh Roy who gave useful insight about the theories and taught the practical aspects involved in it. I express my sincere gratitude to Mr. Sandeep Neema for providing the opportunity to conduct the survey and study the Training Process of the company. I also would like to thank Mr. M. A. Khan, Director SIMSREE for providing me the opportunity to take up the course of Organisational Behaviour. I also thank my parents and god without whose support; I would not have been able to complete this project.

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SYNOPSIS
Training & Development is the most important part of HR department of any organisation. Training helps organisation to have pre-trained employees for new/on-going projects. HR department thus have to spend time on training new employees. .This project is carried out @ TCS to understand their training process and what employees feel about the same.3 different sets of people were targeted for the survey, newly joined people, people who have already joined and people at the senior management level. Outcome of the project can be summarised as: The training centres used by TCS have state of the art Infrastructure and provides all the required facilities. Customisation of Training Program at the ILP (Initial Learning Program) is required. As ILP is a general program which is carried with the purpose of making people from various backgrounds to get acquainted with the programming concepts, people with computer background find less value in it. Opinions differ in case of pace of training program at ILP. Some of them think its slow, some of them are happy with the pace. After ILP, allocation to the CLP (Continued Learning Program) depends upon the availability of the seats at various locations and current requirements of the live projects, sometimes, employees preferences for particular technology training are not taken into consideration. 47 % of the sample population feel that project allocation did not match the training received in ILP and CLP. Employees feel that the job given to them after training is difficult in most cases compared to kind of training provided. About 60% of sample population is capable of handling the project work after the training period (both ILP and CLP). 80 % of the sample population is willing to undergo project related training. This project is done for Academic Purpose only.

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Objective
The overall objective of the study can be summarised as follows: To analyse the Training programs conducted by TCS (ILP and CLP) To study the Employee Point of view regarding the Training Program Analyse views of employee of different levels To analyse the effectiveness of Training Program To identify loopholes and suggesting new ideas

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Company Information
Tata Consultancy Services Limited (TCS) (BSE: 532540, NSE: TCS) is a global IT services, business solutions and outsourcing company headquartered in Mumbai, India and a subsidiary of the Tata Group conglomerate. It is the second-largest India-based provider ofbusiness process outsourcing services. TCS has been ranked #20 in the list of top companies of India, by Fortune India 500 magazine. It is the largest IT service company in India by revenue and market capitalization. TCS has 142 offices across over 47 countries and generates around 30 per cent of India's IT exports. The company became the first Indian IT company to cross the ten billion dollar milestone posting annual revenues of $10.17 billion. It began as the "Tata Computer Centre" for the company Tata Group whose main business was to provide computer services to other group companies. F C Kohli was the first general manager. J. R. D. Tata was the first chairman, followed by Pankaj Roy. One of TCS' first assignments was to provide punched card services to a sister concern, Tata Steel (then TISCO). It later bagged the country's first software project, the Inter-Branch Reconciliation System (IBRS) for the Central Bank of India. It also provided bureau services to Unit Trust of India, thus becoming one of the first companies to offer BPO services.

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DATA Collection Tool for the data collection used is Online Questionnaire and based on the responses received from various categories of employees and conversation with senior management, analysis is carried out. For the subject Training, analysis was done with 15 employees working in TCS on the CEG Open Source at powai, Mumbai. Analysis was purposely done with people on different levels like Assistant System Engineer Trainee, Assistant System Engineer, Associate Consultant, Senior Consultant etc. Due to selection of various designations for the data collection gave various perspectives and different opinions. For the questionnaire used for the analysis, please refer Annexure 1. Methods Used for Data Collection: An online form was made available for Primary data collection. The link for the same was made available for everybody by mailing the same to their TCS mail box. As employees were working in the client side, access to this Google Form was made available by taking permission from the administrator Department. With Permission from Mr Sandeep Neema, I was able to get access into their premises and carried by survey. I talked with the employees and senior managers and their valuable responses and comments helped me to analyse this project

The data was then subjected to detailed analysis based on different parameters. Response of employees for open ended questions and their valuable comments helped for further in-depth analysis.

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Training Structure @ TCS ILP (Initial Learning Program)

Its a residential training program where in new joinees are allocated to the TCSs ILP centres. Normal duration of the between 30 to 45 days. TCS ensures that you are intimated of the ILP Joining date at least 20 days in advance and ILP centre or date mentioned on your Joining letter is non-negotiable. Program contains the 5 tests spanned in the course duration. The basic purpose of the Program is to make participants which come from plethora of backgrounds to get acquainted with the programing logic and language. For this purpose, Doctor Scheme language is used which do not have any practical application or use in the real time projects. Out of these tests, 2 are online tests and others are evaluated by the people who are working in the TCS. At the end of the ILP, employees are asked about the preference of locations and technology streams. Based on the availability and projects requirements, RMG (Resource Management Group) allocates them.

CLP (Continued Learning Program)

Employee reports to the allocated training locations on the given date. This is the more of technical training which ranges from C, C++, Java, and Dot Net. These trainings are given by the various senior employees who have substantial experience in that domain. These training locations can be TCS offices or outsourced premises. Duration of these training sessions ranges between 20 -30 days. It also contains exams for evaluations, individual as well as group projects which are dummy projects just to give feel of the actual projects. At the end of this, employees are allocated to the projects based on the availability and requirements.

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Analysis
No of people interviewed = 15

Education:
The distribution according to their Education is as follows:

Education
B.E. (Comp) B E (EXTC) 7% 29% 57% MCA MBA

7%

Designation:
The distribution according to their designation is as follows:

Designation
Assistant System Engineer-T Senior Consultant 13% 7% Assistant System Engineer Assistant Consultant 13%

67%

The above graph shows that main target audience was newly joined people/ people with less than 2 years of work experience. Reason for choosing them in large number is, this group of people has to mandatorily undergo ILP (Initial Learning Program) followed by CLP (Continued learning program) in which they are exposed to the programming concepts, organization structure and work culture. This might not be the case with the people joining the organization with prior substantial work experience. Thus it helps in getting more clear result about the training process and the feedback is also valuable in order to increase the effectiveness of the training process.

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Work Experience:
The work Experience of these people is mainly in the range of 12 to 24 months which constitutes approximately 40% of the sample population.

Work Experience
0-12 Months 24-36 Months 12-24 Months 36 Months and above

20% 13% 27% 40%

This helped in the analysis as employees in this range have received the training and worked in the industry projects. So they were in the better position to co-relate the trainings that they received and actual work requirements.

ILP Parameters:
Satisfaction in terms of the Infrastructure and facilities at the ILP training Institutes. TCS has its ILP training centres across India i.e. TRIVANDRUM, BHUBANESHWAR, COIMBATORE, HYDERABAD, PUNE and GANDHINAGAR. It has the state of the art Infrastructure and residential facility.

Satisfaction in terms of Training Centre Infrastructure

Yes 0% No

100%

There were no second thoughts on the ILP centres in terms of its Infrastructure and other facilities. Usefulness of the Training pattern There is 5 test pattern, out of which 2 are online and others are group test with small projects.

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Usefullness of Training pattern at ILP

Yes No

47% 53%

As the programming language taken is Doctor Scheme, which is not used in the live projects, it doesnt have practical use. As purpose of the ILP is to imbibe programming concepts into the employees with varied background, Employee with computers and programming background find it repeated. So there is a mixed opinion that, 47 % of sample population does not find it useful in terms of the live projects.
Value addition by ILP Training

Value addition by ILP Training

Yes No

47% 53%

Because of the above mentioned reasons, 47 % of the employees does not find the value in the ILP training program.

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CLP Parameters:
Allocation to the desired stream in CLP After ILP, RMG (Resource Management Group) allocates the employees to the different locations for CLPs based on the availability and stream requirement for the live projects. 33 % of the sample population did not get allocated to their preferred stream.

Allocation to desired stream in CLP

Yes No

33% 67%

Value addition by CLP training As this training is more of the current technologies with hands on project which gives the feel of the live projects, 93 % of sample population found value addition by CLP.

Value addition in CLP

Yes 7% No

93%

Project fit with the training received (ILP and CLP) After the CLP, employees are allocated to the actual projects under various SBUs and under various technologies. Most of the time, allocation is done considering the preferences given by the employee but thats always not the case. 47 % of sample population did not get allocated to the stream in which they have undergone training.

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Project allocation match with the Training received

Yes No

53%

47%

Capable of handling project work after training As per the above mentioned reasons, employees find it difficult to handle the project which is allocated to them just after their training. As much as 40 % of the sample population did find it difficult to handle their project work in their initial period.

Capable of handling project work after training

Yes No

40% 60%

Discussion with senior management

After having conversation with couple of senior consultants who normally asks RMG to find their employees for their projects, following facts were observed.\ Whenever request is sent to the RMG for the requirement in the project, employees from the resource pool (on bench) are sent for the interviews. There might be the cases that you may not find the exact match for your requirement. In this case, additional technical training pertaining to that project has to be given. When employee joins any project, he/she has to have the functional knowledge about that project. This aspect lacks in case of fresher. So additional training has to be given.

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Whenever an employee is allocated to any live project, it is on the billing cycle, that means he/she has to start working for that project from day 1 as per the clients conditions. This might not be the case with fresher. So training sessions are taken by the senior team members in order to update the employee. Managers do not have flexibility to arrange the training course as per their need especially for fresher as TCS conducts training nationwide and which is in sync with other training centres too.

Managers also prefer to have In-house training as trainees are in same premises and can be given some live assignments which can help them understanding the training program in more efficient ways.

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Conclusion:

Training is the most crucial post-recruitment process in any organisation. It imbibes the organisational cultural and working methodology into the new employees. More emphasis is required on On-job Training. Emphasis is required on more exercise in training program. Flexibility should be provided to managers while selecting training programs for employees HR dept. and Project Managers should work in more sync. Training process has to be monitored at moderate pace. Current process does not give much confidence or skillset to employees. More project oriented training will help.

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Annexure 1

Training @ TCS
* Required Name * Education * Designation * For how long you have been working in this company ? * 0-12 Months 12-24 Months 24-36 Months 36 Months and above At which training centre, you had your ILP (Initial Learning Program) ? * TRIVANDRUM BHUBANESHWAR COIMBATORE HYDERABAD PUNE GANDHINAGAR What was the duration of your ILP training? * 15-30 DAYS 30-45 DAYS 45 DAYS AND ABOVE Are you satisfied with the training centre in terms of Infrastructure and facilities? * Yes No Did you find the training pattern useful at the ILP? * Yes No Apart from the technical programme, which other sub-programmes did you find useful at ILP? *

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Communication Skills Foreign Language Business Etiquettes Role Play Book Review Did you find value in the training received in the ILP ? *

Yes No How do you find the pace of training at ILP? *

Proper pace to cover all courses Relatively slow pace Pace was more compared to difficulty level of the course Did you get allocated to the desired stream in the CLP (Continuous Learning Program)? E.g. Java, C++, Unix, Dot net etc. *

Yes No What was the duration of your CLP training? *

15-30 days 30-45 days 45 and above Was the duration sufficient for the CLP training? *

Yes No Did you find value in the training received in the CLP ? *

Yes No After the training, did your project allocation matched the training you received in ILP and CLP? *

Yes No After the training, do you feel that you are capable of handling the project work assigned to you? *

Yes

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No Would you like to undergo any additional training for the courses which were not taught to you, but can be useful for your current projects? *

Yes No

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