FINAL YEAR BBA (H) STUDY PAPER ON

“TRAINING AND DEVELOPMENT

PRACTICES UNDERTAKEN BY IT SECTORS”

SUBMITTED BY:

NAMES ROLL NUMBERS AMRITA BHOWALAMRITA BHOWALAMRITA BHOWALAMRITA BHOWAL 15405015004 DIYA CHAKRABORTYDIYA CHAKRABORTYDIYA CHAKRABORTYDIYA CHAKRABORTY 15405015009 POULOMI DASPOULOMI DASPOULOMI DASPOULOMI DAS 15405015020 RIMI DASRIMI DASRIMI DASRIMI DAS 15405015032

SESSION – 2015-2018

-: COLLEGE :-

DINABANDHU ANDREWS INSTITUTE OFDINABANDHU ANDREWS INSTITUTE OFDINABANDHU ANDREWS INSTITUTE OFDINABANDHU ANDREWS INSTITUTE OF

TECHNOLOGY AND MANAGEMENTTECHNOLOGY AND MANAGEMENTTECHNOLOGY AND MANAGEMENTTECHNOLOGY AND MANAGEMENT

-: UNIVERSITYUNIVERSITYUNIVERSITYUNIVERSITY :-

MAULANA ABDUL KALAM AZAD UNIVERSITY OF

TECHNOLOGY, WEST BENGAL

ACKNOWLEDGEMENT

“Acknowledging the debt is not easy for us as we are indebted to

so many people”

I take this opportunity in expressing the fact that this project report

is the result of incredible amount of encouragement, co-operation

and moral support that I have received from others.

Words alone cannot express my deep sense of gratitude to

MS. ANWESHA MUKHERJEE who provided me an opportunity

to do a project on training and development practices undertaken

by IT Companies like Tata Consultancy Services and

Cognizant Business Consulting. Her valuable guidance and

support made this project work an enlightening educational

experience. Her consistent support and co-operation showed the

way towards the successful completion of project.I would like to

express my deep sense of gratitude to all the members, who

directly or indirectly helped me during my project work.

CONTENTS

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

INTINTINTINTRRRRODUCTION TO TRAINING ODUCTION TO TRAINING ODUCTION TO TRAINING ODUCTION TO TRAINING

& & & &

DEVELOPMENTDEVELOPMENTDEVELOPMENTDEVELOPMENT

“There is nothing training cannot do. Nothing is above its reach. It can

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 FEATURES OF TRAINING AND FEATURES OF TRAINING AND FEATURES OF TRAINING AND

DEVELOPMENTDEVELOPMENTDEVELOPMENTDEVELOPMENT

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 developmentTypes of training and developmentTypes of training and developmentTypes 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

/programme training

1) Conference or classroom lectures

2) Job rotation

2) Vestibule training

3) Internship

3) Films

4) Coaching

4) Case study

5) Induction or orientation training

5) Computer modelling and programmed instruction

NEED AND BENEFITS OF NEED AND BENEFITS OF NEED AND BENEFITS OF NEED AND BENEFITS OF

TRAINING ATTRAINING ATTRAINING ATTRAINING AT THE THE THE THE

INDIVIDUAL, INDIVIDUAL, INDIVIDUAL, INDIVIDUAL,

OPERATIONAL AND OPERATIONAL AND OPERATIONAL AND OPERATIONAL AND

ORGANIZATIONAL LEVELSORGANIZATIONAL LEVELSORGANIZATIONAL LEVELSORGANIZATIONAL 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:OBJECTIVES:OBJECTIVES: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 flexible financial 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 includes manufacturers, retailers, travel and other hospitality customers, as well as customers providing logistics services. The Company's customers in this sector include manufacturers of automotive and industrial products as well as processors of natural resources, chemicals and raw materials.

OTHER SERVICES:

The Company serves a range of retailers and distributors, 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 retail travel, rental car companies, global distribution systems and intermediaries and real estate companies

TECHNOLOGICAL PRODUCTS:

The segment includes its information, media and entertainment services, communications and high technology operating segments. The Company serves communications (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 through consulting and IT services with an industry vertical focus. The firm's spectrum of consulting services (Business Strategy, Process and Operations Consulting, 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, architecture, strategic

s o u r c e

m

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 SERVICES

COGNIZANT

It is a great place to work. It brings out their employee’s

potential and capacity

It is best place to work and has a good work life balance. 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.

TATA CONSULTANCY SERVICES

COGNIZANT

In Tata Consultancy Services, one can learn lots of new thing from the learning platforms it provides. There are lot of opportunities to learn and grow

In Cognizant, the most enjoyable part of the job is learning as the employees get exposure to new tools and technologies. There are 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 SERVICES

COGNIZANT

In Tata Consultancy Services the training programs introduces the trainees with the various corporate rules and norms. After going through the training method they have improved a lot in the behaviourial aspect

Cognizant has a good working culture. In the training programs they are taught how to interact with their clients & co-workers which enhances their behavioural skills and knowledge

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 SERVICES

COGNIZANT

In Tata Consultancy Services employees doesn’t have much to reveal about the cons. Overall after their training period, the employees have improved a lot in their work place and they are eagerly looking forward to work further with the organisation.

Cognizant has no pressure at work. It has flexibility in shift good growth prospects the company has a great focus on skill development and client service. Overall it is a great opportunity for fresher to start 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

benefits https://www.cognizant.com/careers/working-here