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 next-generation services. We enable clients in more than 50 countries to outperform thecompetition and stay ahead of the innovation curve. With US$9.21 bn in LTM Q3 FY16revenues and 193,000+ employees, we are helping enterprises renew themselveswhile also creating new avenues to generate value. We provide enterprises withstrategic insights on what lies ahead. We help enterprises transform and thrive in achanging world through strategic consulting, operational leadership, and the co-creation 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, thecompany was founded on the principle of building and implementing great ideas that drive progressfor clients and enhance lives through enterprise solutions. For over three decades, we have been acompany focused on bringing to life great ideas and enterprise solutions that drive progress for ourclients.Infosys has a growing global presence with more than 193,000+ employees. Globally, we have 85sales 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 theInfosys Foundation to provide assistance to some of the more socially and economicallydepressed sectors of the communities in which we work. And that is why we behave ethically andhonestly in all our interactions with our clients, our partners and our employees.

R SeshasayeeChairman of the BoardR. 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 andwas elevated to Deputy Managing Director in 1993 and Managing Director in 1998. He became the

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

TRAINING AND DEVELOPMENTIn 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.

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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

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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.

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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 att itude.

Chances for promotion.

Develop communication, decision making and problem solving skills.

High rewards.

EMPLOYEE

Employee or labour welfare includes various services, benefits and facili ties

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 att itude of employer. The basic

purpose of employee welfare is to enrich the life of employee and keep them happy

and contented.

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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

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This MNC is good for a freshener who has just completed his graduations andlooking for a immediate job but for long run this is not recommended its reallyhard to work and the staff and the management is really mushroommanagement and just is reputed for the name but inside its really bad place towork and growLot of politics and really the management needs to be improved earlier fiveyears before this company had a good reputation and really nice place to workbut now a days its really tuff place to trust and workMore workloads and less pay and perks and really frustration place to workWill recommend for fresheners take experience and get out do not stay for along runThis is very popular company and they provide extra curricular activities alsofor their employees.took over that time he did one great thing that if any one having anything inmind, like if you have problem or if you have any idea or any suggestion thenyou 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 andbecause of that they allow everyone to wear casual cloths like this if youprovide any idea then you will get funds also and team will work on thatproject.They also provide inter company study.means if you want to study further thencompany will allow you to do so.Also there are many options available for you to grow up in the carrier if youare really hardworking and you will surely get many chance for your projects.

The overall experience was very good.The value for the training degree ofIfosys 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

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and strategic alliances with leading technology providers. With the help of following chart we cha

easily understand the training and development programme in Infosys.

Recruitment process ( Consultancy) company

IBM Global Services, a division of IBM, is the world's largest business and technology services provider. It employs over 190,000 people across more than 160 countries. IBM Global Services started in the spring of 1991, with the aim towards helping companies manage their IT operations and resources.Global Services has two major divisions: Global Business Services (GBS) and Global Technology Services (GTS)

IBM Global Business Services (GBS) is the professional services arm of

Global Services, including management and strategy consulting, systems integration,

and application management services. Revenues from the Global Business Services

were $13.5 billion in 2014

Industry IT services, management

Development

Means the growth of an employee in all respects

It shapes attitudes and imparts technical, human and conceptual skills.

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

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

Its career centred in nature.

It is based more on off the job training methods such as lectures, conferences, seminars etc.

The individual takes initiative himself for his

Basis

Definition

Skills

Purpose

Use

Orientation

Methods

Training

Means imparting skills and knowledge for doing a particular job.

It imparts job specific skills.

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

It is used in the sense of imparting specific skills among the operative workers and employees.

Its job centred in nature.

Is imparted through on the job methods such as coaching, job rotation etc.

The boss takes initiative for imparting knowledge and training to subordinates to enhance their productivity.

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consultingFounded June 16, 1911

HeadquartersArmonk, New York, USAOver 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 ofemployees 190,000

Parent IBMVirginia 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 andpetrochemical companies. He is a member of IBMs Directors and Corporate GovernanceCommittee. Mr. Voser joined Shell in 1982 and held a variety of finance and business rolesincluding 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 executivecommittee. Mr. Voser returned to Shell in 2004 becoming a managing director of The ShellTransport 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 hisretirement 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 BusinessCouncil. Additionally, during the past five years he served as a director of UBS AG. Mr. Voserbecame an IBM director in 2015.

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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 itsservices to customers using SAP and Oracle as their Enterprise Resource Planningsystem modeling tools. Previously listed on the London Stock Exchange and a FTSE250 Index constituent, the company has been a subsidiary of Indian outsourcing firmHCL Technologies since December 2008, after the reverse merger of Axon Group plcand HCL SAP practice.

The Company was founded by Mark Hunter, Donald Kirkwood and Paul Manweiler in 1994. Itacquired Feanix in 2005.[1] In August 2008 Infosys Technologies offered 407m to acquire thebusiness. 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]

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On 17 July 2009 HCL AXON announced the acquisition of South Africa-based UCS GroupsEnterprise Solutions SAP practice.[5]

On 1 July 2010, HCL AXON became the Enterprise Application Services part of HCLTechnologies, incorporating SAP, Oracle and Microsoft offerings

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

Robin AbramsDirector

Amal GanguliDirector

R. Srinivasan Director

Sosale Shankara Sastry

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