Project Report

ON
STUDY OF TRAINING AND
DEVELOPMENT OF EMPLOYEES IN
SOLITARIE INFOSYS [Link]

SUBMITTED BY:- GUIDED BY:-

Mr. Sandeep Singh Mr. Kunal Rajput
2103014072

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 UNIVERSITY SCHOOL OF MANGEMENT STUDIES
2021-2023

DECLARATION

I, Sandeep Singh declare that the project report titled "Training and Development of Employees
In Solitaire Infosys " has completed and submitted under the guidance and supervision of Mr.
Kunal, is my original work and has not been prohibited or submitted for any degree, diploma or
other similar titles elsewhere.

The preparation of the project report is based on my personal findings, several visits to
organization, officials, employees, customers, financial consultants and consultation with the
eminent scholars and secondary sources.

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 ACKNOWLEDGEMENT

It is really matter of pleasure for me to get an opportunity to thank all the persons who
contributes directly or indirectly for the successful completion of the project report "Training and
Development of Employees in Solitaire Infosys ".

First of all, I am extremely thankful to my university school of business for providing me with this
opportunity and for all its cooperation and contribution. I also express my gratitude to my project
mentor and guide Mrs. MEETIKA I am truly thankful to our respected project guide for giving
me the encouragement and freedom to conduct my project.

I am also grateful to all faculty members for their valuable guidance and suggestions for my entire
study.

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 PREFACE
Being the student of business management, I want to take some project related to HR & HR strategies.
My main reason behind this approach was that I felt that going for a project related to HR would lead to
better understanding of the basic concept of Employee Training & Development, with this
aforementioned approach in mind I started searching for a HR project. Meantime I got a chance to do
my summer training under the organization like solitaire Infosys. My project titled as
“TRAINING AND DEVELOPMENT OF EMPLOYEES”
Mr. Kunal immensely helped me to carry out this project. My project satisfies the aforesaid aim with
the feedback of sample Employees, representing the Company of ……………… this project makes use
of Solitaire Infosysll-organised questionnaire.

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 TABLE OF CONTENTS
SR. NO. TOPIC PAGE NO.
1. Introduction
2. Declaration
3. Certificate
4. Acknowledgement
5. Preface
6. Company Introduction
7. Introduction To HR
8. What is Training And Development
9. Questionnaire
10. Data Interpretation And Analysis
11. Findings
12. Suggestions
13. Final Conclusion
14. Company Reviews
15. Bibliography

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 Company introduction

Solitaire Infosys Pvt. Ltd. is an acclaimed IT service provider contributing its part in the development of many
businesses around the globe. They socialize with Their clients to get a superior cognizance of their business and
requirements and help them in fabricating websites and applications for their business. Founded in 2011 by a dynamic
duo with the same aim and zeal, They have come a long way in satisfying our clients.
They are serving our clients with the world-class services for more than seven years now. Their clients are delivered
with the best IT solutions after They have developed a great understanding of their business and requirements. Their
team works on the client projects like its own and that is the reason why they hold the edge in the league.
With every project that they deliver, they deliver their respect, creativity, quality, transparency, and teamwork to their
clients. They have the experience, expertise, and capabilities to enable organizations to accelerate their service
processes in every possible way. They are known for Their excellent customer satisfaction, cost-effectiveness, and
innovative skills that are unparalleled.

THEIR VISION
They visualize becoming the most trusted and respected IT service provider across the globe with their vibrant, dynami
value-based IT solutions that revolve around their clients, team, and international standards. Solitaire Infosys Pvt
envisions becoming a reliable partner to all its clients and focusing on doing everything ethically and rightly. They are a
open to accept their mistakes and have the nerve to do the necessary changes.

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They help you in achieving success through their innovative
ideas.
Mobile is the next big thing for you. The developers at Solitaire Infosys Pvt. Ltd. do not only develop
mobile apps but aim at greater return on investment with your business. They have a team of innovation-
driven web and mobile app developers with proven Android, iOS, BlackBerry, and Windows Phone
skills. They offer you with all new innovative business solutions. They focus on developing latest
mobile applications and provide round the clock development solutions from building a prototype to
supporting an existing product. They guarantee beautifully carved and easy to use GUIs to help their
clients get the best of their applications. You can hire their team of developers to get your mobile
application developed as per your requirements.

They give life to your ideas!

Their efforts are always in the direction of providing the world-class web presence to Their customer’s
dream website. They take care of your needs and hence, provide you with comprehensive web
development solutions. Their team of expert professionals is proficient enough to develop every type of
website for the customers who trust them,

services and their expertise. They are known for their service qualities which include highly scalable,
productive, and fully functional web solutions with greater usability. If you have any ideas that you want
them to include in your business website, just let them know. They are very particular in taking care of
their client’s requirements so that they delivered with exactly what you have asked them for.

They know the secrets of making more sales

Being in a business, you aim at getting more sales, leads, and letting people know about your idea. This
is what you set up your business for. No matter if you are a startup or an established firm, Their Digital
Marketing Services will help you in flourishing your business in every sphere. Based on your unique

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business needs, they can create a fresh Digital Marketing Plan for you that will prove to be beneficial for
your business in generating more traffic, sales, and leads. Their team of experts can transform your idea
into a mobile-friendly website that your visitors will be able to navigate easily. To keep up with the
existing, latest trends, they are capable of upgrading your website to the maximum output.

They offer top-notch support and maintenance services and

solutions.
All websites need to be maintained in order to keep the content and services updated in accordance with
the latest standards. Varying from website to website, some of them need daily updates while others
only need some periodic maintenance. To make it more comfortable, they have come up with an
attractive method of maintenance.

Their website maintenance includes editing, revising and even changing existing web pages with the
new ones to keep your website updated with fresh content. The addition of new web pages is also an
important part of our website maintenance services. The website update needs to be done in accordance
with the SEO rules constantly because negligence in it may simply bury the website in search engine
listings.

They provide world-class processes, personnel, and global expertise in application maintenance, and
support, including best practices that enhance the value of your application portfolio. This creates a
distributed delivery environment.

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 Custom web design for your unique business needs
The web design of a website is the direct reflection of its business. They understand this fact very clearly
and customize their web design services in accordance with the client’s business. They try to depict the
uniqueness of every unique business through their design expertise. You have only a few seconds to
impress your visitors to convert into your customers. Their highly-customized UX & UI design
services will help you in standing out in the crowd of your competitors and in delivering best of your
services to your customers. An interface is a link between your ideas and your visitors and They have
the expertise to build this link. They are committed to providing high-quality web designing services and
cutting-edge solutions for any project.

Solitaire Infosys are an SEO agency that is committed to providing you with the best-optimized
results that you have always dreamed of. Their team of SEO experts will get involved with you
personally so that Solitaire Infosys can customize their services in accordance with that. Solitaire
Infosys cater their SEO services to your business so as to make sure that it ranks on the top of the search
engine pages. Their services will provide you long-lasting results that even extend beyond a quick,
temporary boost in rankings. Solitaire Infosys’ll help you in achieving better rankings, increased traffic,
and more sales in the long run. Solitaire Infosys customize Their services in accordance with the client’s
requirement so as to guarantee complete customer satisfaction.

You will get the best SEO plan for your business.
Their SEO consultants and experts will get in touch with you to discuss your business goals and then,
research your industry, your competition, and the keywords you want to target. You will be provided
with the regular and detailed updates on your Solitaire Infosysbsite’s rankings and traffic. Here is what
Solitaire Infosys can do for you:

 Help you in redefining your business and position in the market.

 Allow you to update and reintroduce professional services.

 Improve your competitive advantage within the market.

 Provide you with an opportunity to reevaluate your firm’s strategy and goals.

 Solitaire Infosys can help you structure your strategy and identity around your business goal.

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How can Solitaire Infosys benefit your business?
 Solitaire Infosys can help your Solitaire Infosysbsite in ranking higher so that if your potential customers

have a query, they can find you easily.

 You will be able to get more genuine traffic than ever before through search engines.

 You can have more frequent visitors who can convert into your customers.

 If you will be able to solve a query of your business, you will be able to build trust with your customers.

 Solitaire Infosys will make it easy for your customers to find you in the search engines and help them with

their query.

Why their services are appreciated globally?

Solitaire Infosys are a team of dedicated SEO experts who work together to provide the best results to
the clients. Solitaire Infosys aim at increasing the user engagement on your Solitaire Infosysbsite by
making it SEO-friendly with every possible step. You can hire their team of SEO professionals who will
share Solitaire Infosysekly reports with to let you know about the ongoing processes on your Solitaire
Infosysbsite.

 100% Ethical and White Hat practices folloSolitaire Infosysd.

 Social Media Integration.

 Solitaire Infosysekly Progress Report.

 24×7 Support and Services.

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applications and provide round the clock development solutions from building a prototype to supporting
an existing product. Solitaire Infosys guarantee beautifully carved and easy to use GUIs to help your
clients get the best of our applications. You can hire their team of developers to get your mobile
application developed as per your requirements.

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 INTRODUCTION OF HR

Human resources are the most valuable and unique assets of an organization. The successful
management of an organization's human resources is an exciting, dynamic and challenging task,
especially at a time when the world has become a global village and economies are in a state of flux.
The scarcity of talented resources and the growing expectations of the modern day worker have further
increased the complexity of the human resource function. Even though specific human resource
functions/activities are the responsibility of the human resource department, the actual management of
human resources is the responsibility of all the managers in an organization.

It is therefore necessary for all managers to understand and give due importance to the different human
resource policies and activities in the organization. Human Resource Management outlines the
importance of HRM and its different functions in an organization. It examines the various HR processes
that are concerned with attracting, managing, motivating and developing employees for the benefit of
the organization.

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 HR Responsibilities
Human resource managers are in charge of many duties pertaining to their job. The duties include the
recruitment process, posting job ads, organizing resumes and job applications, scheduling interviews and
assisting in the process and ensuring background checks are carried out. Another job is payroll and
benefits administration which deals with ensuring vacation and sick time are accounted for, reviewing
payroll, and participating in benefits tasks, like claim resolutions, reconciling benefit statements, and
approving invoices for payment. The last job is regular maintenance, this job makes sure that the 4
current HR files and databases are up to date, maintaining employee benefits and employment status and
performing payroll/benefit-related reconciliation.

Activities
A human resources manager has several functions in a company

 Determine needs of the staff.

 Determine to use temporary staff or hire employees to fill these needs.
 Recruit and train the best employees.
 Supervise the work.
 Manage employee relations, unions and collective bargaining.
 Prepare employee records and personal policies.
 Ensure high performance.
 Manage employee payroll, benefits and compensation.
 Ensure equal opportunities.
 Deal with discrimination.
 Deal with performance issues.
 Ensure that human resources practices conform to various regulations.
 Push the employees' motivation.
 Mediate disputes internally
Managers need to develop their interpersonal skills to be effective. Organisations behaviour focuses on
how to improve factors that make organisations more effective.

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 History OF HR
Human resource management used to be referred to as "personnel administration." In the 1920s,
personnel administration focused mostly on the aspects of hiring, evaluating, training and compensating
employees.
According to an HR Magazine article, the first personnel management department started at the National
Cash Register Co. in 1900. The owner, John Henry Patterson, organized a personnel department to deal
with grievances, discharges and safety, and training for supervisors on new laws and practices after
several strikes and employee lockouts.

During the 1970s, companies experienced globalization, deregulation, and rapid technological change
which caused the major companies to enhance their strategic planning and focus on ways to promote
organizational effectiveness. This resulted in developing more jobs and opportunities for people to show
their skills which were directed to effective applying employees toward the fulfillment of individual,
group, and organizational goals. Many years later the major/minor of human resource management was
created at universities and colleges also known as business administration.[4]

Now, human resources focus on the people side of management.[4] There are two real definitions of
HRM (Human Resource Management), one is that it is the process of managing people in organizations
in a structured and thorough manner.[4] This means that it covers the hiring, firing, pay and perks, and
performance management.[4] This first definition is the modern and traditional version more like what a
personnel manager would have done back in the 1920s. [4] The second definition is that HRM circles the
ideas of management of people in organizations from a macromanagement perspective like customers
and competitors in a marketplace. [4]
This involves the focus on making the “employment relationship”
fulfilling for management and employees.

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 Scope of HRM
1. Very Vast

2. Covers all major activities in the working life of a worker-from time an individual enters into an
organization until he or she leaves comes under the purview of HRM
It is very vast & wide. It include all activities ranging from manpower planning till the employees leaves
the organisation. Accordingly the scope of HRM consists of acquisition, development,
maintenance/retention and control of human resources in the organization.

Control
• Human resource Audit
• Human resource accounting
• Human resource information system

Maintenance
• Remuneration
• Motivation
• Health & safety
• Social security
• Industrial relation
• Performance appraisal

Development
• Training
• Development
• Organization development
• Internal mobility

Acquisition
• Human resource planning
• Recruitment
• Selection
• Placement

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 Nature of Human Resource Management

• Comprehensive
HRM is a comprehensive function because it is about managing people in the organization. It covers all
types of people in the organization from workers till the top level management.

• People oriented
Human resource is the core of all the processes of human resource management. So HRM is the process
which brings people and organizations together so that their goals can be achieved.

• Action oriented
Human resource management believes in taking actions in order to achieve individual and
organizational goals rather than just keeping records and procedures.

• Development oriented
Development of employees is an essential function of human resource management in order to get
maximum satisfaction from their work so that they give their best to the organization.

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• Continuous function
As human resource is a living factor among all factors of production therefore it requires continuous
improvement and innovations in order to get excellence. So it requires a constant alertness and
awareness of human relations and their importance in day to day operations.

• Future oriented
HRM is very important activity which helps organization to achieve its objectives in future by providing
well motivated and competent employees.

OBJECTIVES OF HRM

• Societal
HRM may contribute ethically and socially regarding the needs and challenges emerging in the society.
If an organization fails to use its resources for society benefits in ethical ways, it may lead to restriction
by society. For example, society may limit the HR decisions that address discrimination, safety etc.

• Organizational
The main objective of HRM is to achieve organizational goals by bringing organizations effectiveness.
HRM is not an end but it is a means to assist the organization in order to attain its objectives.

• Functional
Functional objective of HRM deals with contributions of each department regarding their need and
effectiveness in order to attain organization goal. All the resource or skill set get wasted if HRM is not
able to fulfill up with the organizational demand.

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• Personal
HRM also deals with personal objectives of the individuals so that personal and organizational
objectives can be met in order to achieve maximum production and attain competitive advantage. These
personal objectives are important in order to maintain, retain and motivate employees. If this not done
employees dissatisfaction and poor performance will result in attrition or low productivity.

Functions of HRM

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 HRM in India
In the 1970s and 1980s typical HRM functions in organization included:
• Personnel and administration
• Industrial relations
• Labor welfare
Up to the mid-80s human resource management in Indian organizations grew through various phases
under the influence of the following factors:
• A philanthropic viewpoint about doing good for workers
• A legislative framework
• Government policies
• Trade unions
• Emerging trends/concepts in management

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of my study at Solitaire Infosys Pvt. Ltd. to lay down the foundation of training
and development.

SECONDARY OBJECTIVE

The objective of my study about employees training and development to improve the current process of
employees training and development at Solitaire Infosys Pvt. Ltd.

· My another objective is to apply my learning in the area of Human Resources so that I gain
significant practical and Understand the nature and importance of training and development and identify
the various inputs that should go into any programme.

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· Delineate the different stages in a training and development programme and describe each step.

· Understand the need for and the ways of training for international assignments.

SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human Resources. This
research also provides the feedback of people involved in the Training and development process Apart
from that it would provide me a great deal of exposure to interact with the high profile managers of the
company.

WHAT IS EMPLOYEE TRAINING

Training can be defining as a systematic process of planned programs and procedures undertaken for the
improvement of employee's overall performance. Major outcome is learning.
It is the act of increasing the knowledge & skills of an employee for performing a particular job. He
learns to systematically modify behavior through training.

Objectives

[Link] quality of workforce

For any company, keeping the productivity at its peak is as important as getting in new customers for
business. Since even a slightest of the disturbance can take the business to the brink of huge losses.
Moreover, to tackle with the immensely growing competition in the target market, it is important for one
to increase the productivity of its workers while reducing the cost of production of the products. So,
that’s where the training comes as a savior of the company, jumps in the scenario and takes it out of the
dangers bravely.
Training and development programs can help in improving the quality of work produced by the
workforce of organization. Mostly, training is given in a specific area like finance, marketing or HR,
which helps in improving the quality of work in that particular area.
Training takes the current capabilities of the workers of a brand, polishes it and makes them learn and
devise new and effective methods of doing the same thing, in a repeated manner. In other words, the
training, if done in a proper way, can give your business a whole new look with a much powerful base as
experienced workers at its core

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2. Enhance employee growth
By attending these training and development programs, employees are able to master the work of their
jobs and that's how they develop and grow themselves in a professional way.

3. Prevents obsolescence
These programs help employees to keep themselves up to date with the new trends in latest technology,
which reduces the chances of termination of the job. Computers and mobile phones are the miracles of
the past but the world of today is far more advanced than that. It’s time for latest technologies capable of
connecting the world in just a blink of an eye. Now, earthlings are trying to reach far off planets to get
information about the life force present there. Newer technologies are rolling in and we could continue
to list it down but we haven’t got time for that.

Training and education to the employees keep them updated with the latest of the additions to the
technologies, methods, techniques and processes. Since it also opens a new gateway for them to look for
a way which is greater in productivity and efficiency but decreases the need of manual work immensely.

For example, spraying of pesticides and herbicides to keep the crop healthy and safe from invaders with
the help of a hand pump is a lot more tiresome work than it would be with the help of a semi-automated
machinery. But how can workers know that such a type of machinery is available in a market, which
cuts the time needed in the matter of hours instead of days, without any update on what’s going on
around the globe.

4. Assisting new comers

These programs help new employees to adjust themselves in a new working environment, culture and
technology. They feel themselves as regular employees of that organization.

5. Bridging the gap between planning and implementation

It helps organizations to easily achieve their targets and goals what they actually planned for. Employees
know their job better and they deliver the quality performance according to needs of top management.
That's why organizations can easily implement their plans.

6. Health and safety measures

Safety of anyone, either he is a worker, an officer or even a customer, is not something that can be taken
lightly, especially in cases, where one knows that even a minute mistake can even lead to life threats.
Therefore, providing the knowledge, for using the equipment in a proper way and creating the life-
friendly product, also belongs to one of the major objectives of training and development. The higher,
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the employees are better at handling equipment, the better it is both for the company and for the
workers.
Training and development program clearly identifies and teaches employees about the different risk
involved in their job, the different problems that can arise and how to prevent such problems. This helps
to improve the health and safety measures in the company.

7. Labor turnover Reduction

No business can flourish well while it is regularly turning over its workforce since it is obvious that
every new workforce will require some time to understand the type of work, its principle and safety
precautions, which lead to decreased productivity. Moreover, it also diminishes the feeling of self-
confidence among the workers, and this really isn’t a good thing.

On the contrary, training ensures that the company doesn’t need to turn over its workforce again and
again because it prepares the employees to face any situation which proves helpful in bringing in the
feeling of workers. Therefore, the workforce feels safe and secure at a particular job.

8. Effective Management
One of the primary objectives of training and development process is to give rise to a new and improved
management which is capable of handling the planning and control without any serious problem. With
the knowledge and experience gathered through training, acting as the guiding light for this newly
shaped management, it lets them handle the

tough decisions and confusing realities thus opening the way for bigger and better opportunities for
business for the cause of the brand.

9. Learning time Reduction

Keeping an eye on the learning capabilities of employees, and providing them the help which they need,
can be highly beneficial in longer runs. This capability of theirs’ is what that determines how quickly an
employee grabs the newly discovered fact and so, shape the future products on this discovery. The
weaker the capability, the harder it is to learn. But this scenario can also be supported by the usage of
proper learning material and experienced instructors who prefer real-life experience than cramming. So,
reducing the learning time is also one of the main objectives of training and development.

Employee training and development is a broad term covering

multiple kinds of employee learning.
Training is a program that helps employees learn specific knowledge or skills to improve performance in
their current roles. Development is more expansive and focuses on employee growth and future
performance, rather than an immediate job role.
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Why you need high-impact employee training and development?
Good training and development programs help you retain the right people and grow profits. As the battle
for top talent becomes more competitive, employee training and development programs are more
important than ever. Hiring top talent takes time and money, and how you engage and develop that
talent from the time they are first onboarded impacts retention and business growth. According to the
2017 Workplace Learning Report from LinkedIn, 69% of L&D professionals say that talent is the
number one priority in their organizations, and over ¼ are expecting a budget increase in 2017 for L&D
programs.”

According to China Gorman, CEO at Great Place to Work, “As companies grow and the war for talent
intensifies, it is increasingly important that training and development programs are not only competitive
but are supporting the organization on its defined strategic path.” And it’s not just about retention.
Employee training and development programs directly impact your bottom line.

According to SHRM, the link between learning and business success is compelling. “Companies that
learn fastest and adapt well to changing environments perform the best over time,” says Edward Hess, a
professor of business administration and author.

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Here is how you create high-impact employee training.
High-impact training and development programs don’t just happen. Instead, they’re the result of a
careful planning and alignment process. The following steps can help you translate business objectives
into a tailored training plan.

1. Identify Business Impact:

Design and develop your training to meet the company’s overall goals. Keeping business goals in focus
ensures training and development makes a measurable impact.

2. Analyze Skill Gaps:

How are your employees’ behaviors helping meet the business goal? By finding out what the gaps are
between employees’ current and ideal skills, you can better pinpoint what your specific learning
objectives should be. Categorize these learning objectives into these three groups, and have activities in
your training plan that target all three.

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 Motivation: How can you help learners understand why they need to change their
behaviors? By working with employee motivations–for example, pinpointing a purpose–you’re more
likely to change behavior over the long term.

 Skills Mastery: What do your learners need to be able to do the job? These behaviors
will have the most impact on performance.

 Critical Thinking: What must your learners know to perform their jobs well?
Distinguish critical knowledge from nice-to-know information to identify what content should be in the
course, and what should be in optional resources.

3. Layer Training Methods:

The most effective training programs use layered, sustainable learning activities to create performance
improvement over time. A layered approach makes sure your program targets the essential employee,
customer, and business needs while training the right people at the right time in the right way. A layered
approach is the best of all worlds because it blends learning experiences and training methods that
maximize the benefits of your time.

4. Evaluate Effectiveness and Sustain Gains:

Employees’ need for training and support don’t end when they get back to work. In fact, continued
support is required to ensure that initial training sticks. Measurable learning objectives are the
foundation for you to evaluate an initiative’s impact.

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 Training Process

1. Training Need Assessment/Analysis(TNA)

• Is a method of determining if a training need exists and if it does, what training is required to fill
the gap.
• The results of TNA will highlight the subject matter to be covered during the training course.

Reasons for TNA

• To determine whether training is needed.
• To determine causes of poor performance.
• To determine content and scope of training.
• To determine desired training outcomes.

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• To provide a basis of measurement
• To gain mgmt. support.

Training Need Assessment (TNA)/Identifying training needs

Mc Ghee & Thayer’s model of training need identification consists of following 3 components/levels of
TNA:
• Organizational analysis
• Task Analysis
• Manpower analysis
Organizational Analysis: - Organization require the training (skills) to achieve short or long term goals
OR not?
Task Analysis: - In which skills we require to provide training to Perform the task effectively.
Personal Analysis: - Which employee require training and in which skills
- Who will participate in the training
Demographic Analysis: - Which group employee require training (disable etc.)

2. Setting training objectives

• Build a common understanding of the organization’s purpose.
• Show management's commitment and loyalty to employees
• Develop people so they can increase their responsibilities and contribute to the organisation in
new ways.

3. Designing training methods:

ON THE JOB TRANING & OFF THE JOB TRAINING

4. Administration of training programme

• Training contents
• Types of training programmes
• Training location
• Training budget
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• Training time

5. Evaluation of training:
Evaluation of training aspects, Assessment of training utility. Criteria:
Evaluate Reaction, Evaluate Learning, Evaluate Behaviour, Evaluate Result.

Training Methods Specific means by

which training is imparted to the
individuals.
Off the Job Training
Trainee is separated from the job situation and his attention is focused upon learning the material related
to his future job performance. Simply, off-the-job training comprises of a place specifically allotted for
the training purpose that may be near to the actual workplace, where the workers are required to learn
the skills and get well equipped with the tools and techniques that are to be used at the actual work floor.

Advantages
• Effective method to train at operational level.
• Opportunity for freedom of expression for the trainees
• Focus is upon learning the material and related future job performance.
• The trainee is not distracted by job requirements and he can focus properly and can place his
entire concentration on learning.

Disadvantages
• As trainee is separated from the job situation so there is loss of work.
• It is a time consuming process.
• Development is of primary and work is of secondary importance here.
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 On the job training
Trainee is not separated from the job situation, he is trained on the job, at his work place. On-the-job
training (sometimes called direct instruction) is one-on-one training located at the job site. It usually
consists of an experienced worker passing down their skills to a new employee. This type of training is
usually used for practical tasks.
In antiquity, the work performed by most people did not rely on abstract thinking or academic education.
Parents or community members, who knew the skills necessary for survival, passed their knowledge on
to the children through direct instruction. This method is still widely used today. It is a frequently used
because it requires only a person who knows how to do the task and the tools the person uses to do the
task. It may not be the most effective or the most efficient method at times, but

it is normally the easiest to arrange and manage. Because the training takes place on the job, it can be
highly realistic and no transfer of learning is required. It is often inexpensive because no special
equipment is needed other than what is normally used on the job. One drawback is that OJT takes the
trainer and materials out of production for the duration of the training time. In addition, due to safety or
other production factors, it is prohibitive in some environment. Even many researchers show the
importance of the On the Job Training. A large majority of employee learning is accomplished through
on-the-job training. Well-designed OJT training programs are well planned and resourced, staff
managers with competent coaching ability, and define the criterion for performance standards.
Pros and Cons
As far as on the job training goes, there are both advantages and disadvantages to this type of training
goes. Most companies have to weigh out these options before they decide which type of training they
will use with their new employees. In some case, the disadvantages are too strong, and companies have
to shy away from OJT. A list of pros and cons can be found below.

Advantages
1. On the job training is a quick method of training. There is no time being wasted in the classroom, only
for the person to get to the job and still not know what to do. This is also a way of someone getting their
feet wet from the get go, and not having to learn over a long period of time.
2. When a company is short on employees, and needs to hire someone new, they are able to have the
employee immediately on the job! This means there is not any extra time wasted with less people on the
job.

31
3. It is often times hard to create a simulation of the work environment in a training field. By doing the on
the job training, everyone is taught exactly what they will be using on a daily basis.
4. Cost effective method of on the job training, means that no money is being wasted on separate training.

Disadvantages

1. *On the job training can sometimes cause an issue when employees are not properly trained teachers.
Not every employee is capable of training someone, which would then mean that trainers would need to
place on the job site.
2. On the job training can also cause distractions to the job. This would also affect the productivity of the
job, and lead to it being down in a slower amount of time. If the employees are constantly having to help
someone new, they are spending less time on the task.
3. In many jobs, there are safety precautions that need to be taught prior to entering the job field. Without
employees being properly trained, there could be injuries that occur on the jobsite.
4. On the job training, is often times rushed, which results in low productivity of the employee.

32
 Various Techniques

On the job
1. Coaching
2. Job rotation
3. Special projects
4. committee assignment
5. Apprenticeships
6. Guidance and counseling
7. Job instruction

Off the job

1. Lecture
2. Talk
3. Discussion
4. Case study
5. Exercise method
6. Application project
7. In basket
8. Business games
9. Sensitivity training
10. Role play
11. Conference method
12. Seminar
13. Experiential learning method
14. Outward bound learning
15. Transactional analysis

33
 On the job training methods

1.) Coaching
· Relationships are contracted for specific periods of time
· Sessions can be more structured in nature and meetings can be scheduled on a regular basis
· Focused on developing strengths and making sought after changes – useful in talent development,
change management and seeking specific solutions to professional challenges
· Coaching does not require the coach to have direct experience of their client’s formal occupational role
- although it is expected that they will have a sufficient understanding of the business or organizational
sphere they are operating in. That is, the Coach will have a command of the language of; for example,
accounting or education or engineering or leadership.
· Agenda is set by the Client – the focus will be agreed between Coach and Client across a coaching
series and at each session
· The agenda is focused on moving towards the clients stated goals.

2.) Job rotation

Job rotation is a technique used by some employers to rotate their employees' assigned jobs throughout
their employment. Employers practice this technique for a number of reasons. It was designed to
promote flexibility of employees and to keep employees interested into staying with the
company/organization which employs them. There is also research that shows how job rotations help
relieve the stress of employees who work in a job that requires manual labor. Along with the company
providing the opportunities and training for job rotation, the employees who participate in job rotation
learn more than the one job specification deemed to them, benefiting them in the long run in case of an
open position on moving up in the company or a position opening up

in another firm. Along with employees benefiting, companies benefit as well. The business can hire
fewer people since the majority of their staff will be able to be versatile in the job functions that the
company may demand, saving the company more money and possibly giving the current employees a
better salary.

3.) Special project

• Is a highly useful training device under which a trainee may be assigned a project that is closely
related to the work of his dept.
• The trainee will study the problem and then make written recommendations upon it.
34
• This method draws its origin from the American Pragmatism and the German “Project
Education”, while it is based on the principles of Gestalt and cognitive psychology. The application of
the Project Method in vocational training is examined through the emotional intelligence skills, that a
group of people has developed — and claimed so in a relevant questionnaire — in a seminar concerning
the subject of Marketing.

4.) Committee assignment

• Under this method an adhoc committee is constituted and is assigned a subject to discuss and
make recommendations. It will make a study of the problem and present its suggestions to the
departmental managers.
• CA is an important device of educating the executives to acquire general background and to
change their behaviour towards the problem.

5.) Apprenticeship
• The App. Act, 1966 requires industrial units to provide training on basic skill and knowledge in
specified trades to educate employees with a view to improve their employment opportunities or to
enable them to start their own industry.
• It is offered in: job of a printer, tool maker, pattern designer, mechanic, carpenter, weavers,
fitters, jewelers and electricians.

6.) Guidance and counselling

 Guidance is mainly preventive and developmental whereas counseling is remedial as well as
preventive and developmental.
 Intellectual attitudes are the raw material of guidance but emotional rather than pure intellectual
attitude are the raw materials of counseling process.
 In guidance decision making operable at intellectual level, where as in counseling it operate at
emotional level.
 In educational context, counseling service is one among various service offered by guidance
programme.

7.) Job instruction

When planning to conduct JIT, you must choose an effective trainer, identify an appropriate location and
time for the training, and determine what information to convey to the workers. A JIT trainer should be
familiar with all aspects of the job and should be a safe worker. Also, a good trainer is patient and has

35
the desire and ability to teach the necessary skills. To enhance learning, provide the training in a realistic
setting, using real tools and equipment.
If you are training multiple groups, ensure that the training is the same for all workers. Provide ample
time in the training for the

trainer to present the information and for workers to demonstrate the job and ask questions. When
possible, plan to hold training sessions during a slow time of the year at your farm or ranch to allow
appropriate time for instruction and interaction. Use JIT to convey to workers any new information,
techniques, or processes.

Off the job training methods

Lecture method
It is one of the oldest methods of training. This method is used to create understanding of a topic or to
influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling
someone about something. Lecture is given to enhance the knowledge of listener or to give him the
theoretical aspect of a topic. Training is basically incomplete without lecture. When the trainer begins
the training session by telling the aim, goal, agenda, processes, or methods that will be used in training
that means the trainer is using the lecture method. It is difficult to imagine training without lecture
format. There are some variations in Lecture method. The variation here means that some forms of
lectures are interactive while some are not.

Talk
It uses a hierarchical based approach to improve speech clarity and feeding skills in individuals of all
ages and across diagnoses. These innovative techniques focus on motor movement activities used to
improve phonation, resonation, and speech clarity. Combined with a tactile-sensory approach, OPT
provides a comprehensive solution to a variety of speech and feeding issues. OPT involves the use of
therapy tools to train and transition muscle movements for speech production.

Our techniques, applied in combination with the tools, make the difference in client’s lives.

36
Discussion
This method uses a lecturer to provide the learners with context that is supported, elaborated, explains,
or expanded on through interactions both among the trainees and between the trainer and the trainees.
The interaction and the communication between these two make it much more effective

and powerful than the lecture method. If the Discussion method is used with proper sequence i.e.
lectures, followed by discussion and questioning,

Can achieve higher level knowledge objectives, such as problem solving and principle learning.

The Discussion method consists a two-way flow of communication i.e. knowledge in the form of lecture
is communicated to trainees, and then understanding is conveyed back by trainees to trainer.

Case study
The case study is a method which provides descriptive situations which stimulate trainees to make
decisions. The purpose of the case method is to make trainees apply what they know, develop new ideas
to manage a situation or solve a problem. The focus is more on the approach the trainee uses rather than
on the solution. As a training tool, the case study method can be used to develop decision-making skills,
enhance team spirit, better communication and interpersonal skills and strengthen the analytical skills of
trainees. This paper explores the situations when case study method can be used as a training tool and
also explains the advantages and limitations of this method. It also describes certain

variations in the case method so that the trainer can enhance his effectiveness.

In basket
An in-basket test or an in-basket exercise is a test used by companies and governments in hiring and
promoting employees. During the test, job applicants receive a number of mails, telephone calls,
documents and memos. They then have a limited period of time to set priorities, organize their working
schedule accordingly and respond to mail and phone calls.
It also helps in acquainting employees about their job where a number of problems are kept in the "in
basket "(usually kept on the desk of the employee). The worker has to look at the problems which could
also be complaints from different employees and simultaneously deal with those problems. As the
employee solves these problem, he/she transfers them to the "out-basket".
In basket exercises are often part of Assessment centers that are comprehensive multi-day assessments
involving a variety of simulation exercises and tests, typically used to identify management talent.

37
Business games
Business game (also called business simulation game) refers to simulation games that are used as
an educational tool for teaching business. Business games may be carried out for various business
training such as: general management, finance, organizational behaviour, human resources, etc. Often,
the term "business simulation" is used with the same meaning.
A business game has been defined as "a game with a business environment that can lead to one or both
of the following results: the training of players in business skills (hard and/or soft) or the evaluation of
players' performances (quantitatively and/or qualitatively)".
Business games are used as a teaching method in universities, and more particularly in business schools,
but also for executive education.
Simulation are considered to be an innovative learning method (Aldrich 2004), and are often computer-
based.

Sensitivity training
Kurt Lewin laid the foundations for sensitivity training in a series of workshops he organized in 1946,
using his field theory as the conceptual background. His work then contributed to the founding of
the National Training Laboratories in Bethel, Maine in 1947 – now part of the National Education
Association – and to their development of training groups or T-groups.
Meanwhile, others had been influenced by the wartime need to help soldiers deal with traumatic stress
disorders (then known as shell shock) to develop group therapy as a treatment technique. Carl Rogers in
the fifties worked with what he called "small face-to-face groups – groups exhibiting industrial tensions,
religious tensions, racial tensions, and therapy groups in which many personal tensions were
present". Along with others drawing on the ideas of the Human Potential Movement, he extended the
group idea to broad population of 'normals' seeking personal growth, which he called encounter groups,
after the existential tradition of an authentic encounter between people.
Other leaders in the development of encounter groups, including Will Schutz, worked at the Esalen
Institute in Big Sur, California. Schutz himself stressed how "the terms 'T-group' (T for training) and
'sensitivity training group' are commonly used...synonymously with 'encounter group'".

Role play
Role play is a simulation in which each participant is given a role to play. Trainees are given with some
information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Then,
a general description of the situation, and the problem that each one of them faces, is given. For
instance, situation could be strike in factory,

managing conflict, two parties in conflict, scheduling vacation days, etc. Once the participants read their
role descriptions, they act out their roles by interacting with one another.
Role Plays helps in
38
 Developing interpersonal skills and communication skills
 Conflict resolution
 Group decision making
 Developing insight into one’s own behavior and its impact on other.

Transactional analysis
Transactional analysis (TA) is a psychoanalytic theory and method of therapy wherein social
transactions are analyzed to determine the ego state of the patient (whether parent-like, child-like, or
adult-like) as a basis for understanding behavior. In transactional analysis, the patient is taught to alter
the ego state as a way to solve emotional problems. The method deviates from Freudian
psychoanalysis which focuses on increasing awareness of the contents of unconsciously held ideas. Eric
Berne developed the concept and paradigm of transactional analysis in the late 1950s.

Experimental learning method

Experiential learning is the process of learning through experience, and is more specifically defined as
"learning through reflection on doing". Hands-on learning is a form of experiential learning but does not
necessarily involve students reflecting on their product. Experiential learning is distinct
from rote or didactic learning, in which the learner plays a comparatively passive role. It is related to,
but not synonymous with, other forms of active learning such as action learning, adventure learning,
free-choice learning, cooperative learning, service-learning, and situated learning.

Advantages of HR Training And Development

It is hard to deny the importance of human resources development in any organization, as people is
ultimately the assets and contributors that make a successful organization. Without capable, competent
and talented employees or management, it is impossible for an organization to rise to the top in the long
run. There are many benefits can be delivered by human resources development programs to an
organization.

1. Enhance employees’ skill-based competencies - By providing relevant

trainings to the employees, their skill-based competencies can be improved. Without proper training
programs, the employees may not have access or exposed to systematic and properly designed trainings,
and thus may be slow in learning the required skills required in workplace. Particularly when the
employees are not well trained, they may waste company resources and opportunities costs.

2. Increase employees’ motivation - With proper and effective development programs,

employees can be motivated. This is because as they progress well in workplace, they may feel more

39
 confident in performing the assigned tasks. When their confidence level increased, they will become
more motivated, as now they understand with certainty that they can do the job well.

3. Shape employees’ attitudes - Human resource development can also be used to shape the
desired attitudes of employees. This is because with proper development programs, that are designed to
enhance employees’ soft-skills, employees’ attitudes can be shaped. For example, the interpersonal
skills, emotional quotient, positive thinking, proactive mindset and creativity of employees can be
increased through carefully designed development programs.

4. Increase employees’ satisfaction - When the employees are trained well, they will
learn more, improve more and ultimately, feel satisfied and fulfilled in workplace. Besides, when a
company invest the time and financial resources to train employees, the employees may feel being
acknowledged and appreciated, and in turn will tend to become happier to work in the organization.
They see hopes and growth opportunities – and lastly, become more satisfied with their jobs and
company.

5. Ensure efficient and effective use of resources - When the employees are not
properly trained, well-equipped and knowledgeable, many useful and valuable resources in a firm can be
wasted. Those resources wasted include the time, financial costs as well as opportunity costs. Besides, as
the employees cannot bring out the best within them, they may waste their talent as well.

6. Improve organizational effectiveness and performance - Lastly, human

resources development can enhance the company bottom line; improve company’s effectiveness and
performance that ultimately leading to the sustainable growth and strengthening of competitive
advantages of a firm in the marketplace. In fact, in the more competitive, dynamic and challenging
business environment, human resources are becoming increasingly vital to the success of an
organization. That is true as well in a gloomy economic outlook, where demand had decreased in the
marketplace and companies are fighting against each other to secure the limited customers in market. In
hard times, it is often firms with the best people win out, and those without talented workforce might
disappear due to intense competition. Ultimately, it is more important for firms to manage the human
resources effectively and develop them towards attainment of competitive advantages for a firm in the
marketplace, especially during the period of economic downturn.

40
 Disadvantages of HR Training And
Development
Despite the facts that human resources development is critical to a success of a firm, it should be
objectively acknowledged that implementation of human resources development program is not without
drawbacks and limitations. Sometimes, the perceptions of management that human resources
development program can bring more harm to a firm, particularly in a recessionary time, are valid and
true. In the following paragraphs, the possible drawbacks of human resources development programs are
illustrated.

1. It is waste of time - If the human resources development program is not properly

implemented, a lot of time can be wasted. For example, when the training classes conducted cannot
improve the employees’ competencies and capabilities, and then time will be wasted. In such a case, it
would be better if not development programs are organized at all, so that the workforce can be directed
to work to generate financial return of the firm.

2. It is waste of financial resources - Often, human resources development programs

will consume quite a large sum of financial resources. When the training programs conducted do not
bring any significant benefits to the firms, it is rational to better spend the allocated budget to other
activities, such as marketing, investment in new machineries, research and development and many
others.

3. Some people do not want to be trained - One of the critical challenges in

implementing successful human resource development program is the fact that some people simply do
not want to be trained. They have negative attitudes, and may not want to improve or growth; and rather
they are more comfortable in staying within the status quo. When the resistance towards development
program, exists, any human resource development

4. programs cannot function well, and may even adversely affect the employees’ morale and firm’s
performance in the future.

5. Impacts of human resources development is hard to be measured

accurately - Another valid argument is that the activities organized and carried out in human
resources development are hard to quantified and measured. When it cannot be confidently measured, it
is hard for management to investigate if the programs are really benefiting the organizations. People
may doubt about the importance of human resources development programs, and it is also rational for
management to invest in areas whereby performance can be more easily measured and observed.

41
6. It can be counterproductive - Human resources development can be counterproductive
when it is not formulated properly, or not being carried out effectively. For example, it may dilute
management attentions from more important issues, and a firm may even suffer as employees under
training programs is undergoing the learning curves and make errors.

7. It is simply irrelevant when a firm is financially distressed - Last but

not least, it is reasonable to stop all human resources development program when the firm is financially
distressed. The extra available money can be well spent to pay back the debtors, or to fund necessary
operations to keep the company afloat. It is simply not relevant to train or develop the human resources
in a division when that particular division is making losses and is to be closed down.
Overall, human resources development is critical to the success of an organization. Management should
continuously and proactively train and develop human talents in hard times, as those properly trained
workforce will help the firms to survive, change, excel and evolve in the turbulent economy. However,
the implementation of human resources development programs is not easy, and if that is not managed
well, many drawbacks can occur. Thus, in hard times, it is very critical to ensure that all money spent in
developing human talents will reap benefits. Wastages must be avoided.

42
 QUESTIONNAIRE
Dear Sir/Madam, I am doing a research work on Employees Training & Development. I would request
you to kindly spare some time to fill up this questionnaire.

Thank you very much for your cooperation.

Name -------------------------------------------------
Designation------------------------------------------
Department------------------------------------------

Q1. Is this your first organization?

1. Yes 2. No

Q2. No. of years of experience:

1. Less than 3 years 2. 3 to 5 years 3. More than 5 years

Q3. Has your company organizes a training and development

programme?
1. Yes 2. No

Q4. On an average, how much time did it used to take for

training and development programme?
1. One Month 2. Two Month 3. Three Month

Q5. How much training programs has been made in the past one
year?
1. One 2. Two 3. Three

43
Q6. Do you feel trust in your supervisors?
[Link] 2. No

Q7. Performance measures are mutually agreed on & discussed

by both the employee & supervisor?
[Link] 2. No

Q8. Are office conditions comfortable?

1. Yes 2. No

Q9. Do you satisfy with organizational training and development

programmme?
[Link] 2. No

Q10. Do the practice's supervisors use positive attitude with

employees?
[Link] 2. No

44
 DATA INTERPRETATION

Q1. Is this your first organization?

2. Yes 2. No

Interpretation - First organization for 92% people and the rest 8% people had experience.

45
 Q2. No. of years of experience:
2. Less than 3 years 2. 3 to 5 years 3. More than 5 years

No. of years of experience :

40% 36% Less than 3 years

3 to 5 years
More than 5 years

24%

Interpretation – 36% people have less than 3 years’ experience, 24%

Employees have 3 to 5 years’ experience, and 40% employees are with
More than 5 years’ experience.

46
Q3. Has your company organized a training and development
programme?
[Link] 2. No

Has your company organized a training

and development programme ?

20% Yes
No

80%

Interpretation – 80% of employees said that training and development

Programmes are organized by their company. And the rest 20% said that
Their company never organized any training and development prrogramme.

47
Q4. On an average, how much time did it take for training and
development programme?
1. One Month 2. Two Month 3. Three Month

On an average, how much time did it used

to take for training and development
programme ?
One Month
4% Two Months
42% Three Months
54%

Interpretation – According to the 42% employees on an average one

Month training and development programmes are organized and 54% said that two-month training
programmers are [Link] the rest 4%
Employees said that three month programmes are organized in their company.

48
Q5. How many training programs have been organized in the
past one year?
One 2. Two 3. Three

Interpretation – there are one training programs have been organized in the past one years
According to 54% employees, 44% employees said that two are done and 2% said that its three
programmes.

49
Q6. Do you trust your supervisors?
[Link] 2. No

Do you trust your Supervisors ?

18%
Yes
No

82%

Interpretation – 82% employees said that their supervisors are

Trustable on the other hand 18% employees did not trust their supervisors.

50
Q7. Are performance measures mutually agreed on & discussed
by both the employee & supervisor?
[Link] 2. No

Interpretation - According to 76% employees off the company performance measures are
Discussed with employees & supervisors both. but 24% said that performance measures are not
mutually discussed by employees and supervisors.

51
Q8. Are office conditions comfortable?
1. Yes 2. No

Are office conditions comfortable ?

16%
Yes
No

84%

Interpretation – 84% employees are comfortable with the office conditions. But the rest 16% does not
feel comfortable in their office.

52
Q9. Are you satisfied with the organizational training and
development programme?
[Link] 2. No

Interpretation – 90% employees are satisfied with their training and development programme. Only 10%
employees are not satisfied with their training and development programmes organized by company.

53
Q10. Do the practice's supervisors use positive attitude with
employees?
[Link] 2. No

Do the practice's supervisors use

positive attitude with employees ?

8% Yes
No

92%

According to 92% employees their supervisors are very polite and they have positive attitude
But 8% said that their supervisors are very rude and they don’t have positive attitude toward employees.

54
 FINDINGS
After studying and analyzing various training programs with in the questionnaire survey of the
employees of SOLITAIRE INFOSYS PVT. LTD. a brief summary is illustrated below. SOLITAIRE
INFOSYS PVT. LTD. has a good team of employees who has under gone training and development in
on-the-job method. All the respondents are graduates with most of them also holding their
postgraduation and technically skilled.
SOLITAIRE INFOSYS PVT. LTD. is equipped with very good HRD team. The impact of the training
on the employees of SOLITAIRE INFOSYS PVT LTD is reasonably good and the reason that employee
have positive attitude and they take training seriously.
On-the job training techniques is employed to train the employees. Induction training to new employees
is given adequate importance. Management is giving adequate importance to develop employees
through training.
Majority of the employees felt that the quality of training programs are good, were fully useful to them
and training program has helped in improving their performance and quality of the work.
Majority of the employees who have under gone the T & D program felt that the training program has
helped in improving their technical skills, Managerial skill and human relation competencies.

The standard of in house trainers is found to be satisfactory. Management gives feedback regularly on
the improvement of performance of employees after attending training program.

55
 LIMITATIONS OF STUDY
Some difficulties were faced while doing this project. Limitations are listed below: -
 The sample size was only 50% of the total population.
 The employees of SOLITAIRE INFOSYS PVT. LTD. found it difficult to fill the questionnaire due to
their busy schedule.
 Some employees found it difficult to answer some questions thinking it may affect their job negatively.
 The working personnel did not prefer giving complete and honest information.
 Being a very lengthy and complex project it took a lot of time to analyze.

SUGGESTION
Many employees felt need for training in the areas of latest technical developments.

The organization has to concentrate more on employees who are not satisfied with the present training
methods; they have to be counseled to know their reasons for not being satisfied. So that effectiveness
can be achieved.
The identification of the training needs should be done in view of fast changing technology,
management practices and infrastructure.
A standard measures before and after each training program on level of knowledge, skills, attitudes and
behavior will help to measure its effectiveness more accurately.
The company has to ask its employees to suggest types of trainings which they think is more helpful in
achieving the organizational goals.
Train the employees in all areas like personality development, technical training, and standard operating
procedures with that they can handle multi tasks and balance their pressures.
Employee’s performance level should be considered for selecting employees for training programs.

Evaluation of training programs should be done regularly to keep a check on the limitations and
drawbacks. And ensure the success of training program.

56
 FINAL CONCLUSION

The training and development program adopted in SOLITAIRE INFOSYS PVT. LTD. mainly
concentrated on areas like quality aspects, job oriented trainings, technical skills and knowledge.

Most of the respondents rated as good and excellent towards the overall quality and effectiveness of the
training and development programs and satisfied with the present training methods.

The company also has to concentrate on small percentage of respondents who are not satisfied with
training programs and whom it has not helped to overcome from their short comings or work related
problems.

Finally the training and development programs provided by SOLITAIRE INFOSYS PVT. LTD. are
found to be effective, credible and commendable, which can be improved further.

57
 COMPANY REVIEWS
The following reviews are according to the reviews given on Google & [Link]
Solitaire Infosys
C-110, Industrial Area, Phase 7, Industrial Area, Sector 73, Sahibzada Ajit Singh Nagar, Punjab

Savita Sood
Very cooperative and motivating staff. They provide full guidence throughout the training. Great
working environment and for training also and I will definitely recommend others to do training in this
company.

Ashpreet kaur
Working with Solitaire Infosys is great.
I found Solitaire Infosys a very professional company. Management is highly supportive and this is a
company from where anyone can learn to improve upon their skills. There are many examples who
started their career from this company and have achieved great heights. Highly recommended.. 2 thumbs
up.

Amanjot Kaur
Provide excellent experience during training periods........provide practical part and theory parts
amazing....I found great professional company for our 6 month training.

Nagraj Singh
Yes i had training from here it was quite good and the experince i got form training it is quite ok but
need little more changes so that good experience will be acheived and overall it was nice doing training
from here.

Jass preet
Solitaire infosys is a good company to gain knowledge from and one can improve one's skills. It has a
good environment, provides with good job opportunities,experienced trainer,gained more practical
knowledge. I found solitaire infosys a very professional company. I had my 6 months networking course
at solitare infosys and experience was great.

Gagandeep singh
First of all I want to say thanks to solitaire Infosys. They give me chance to grow in my life and I really
learn so many things from their and helping that in my new job to manage work. I really miss those
employees with whom I am working they all are best in helping no politics is there in employs all are the

58
best. I worked 2 years with this company. I really thanks to solitaire infosys. I am really thankful to that
person because I learn so many things from him.

Tapanjeet Singh
I worked for the organization for 2 years and I can describe my experience in just a word- Amazing. It
was indeed very delight working there amidst other creative minds in the designing team. Not only did I
take care of many projects that added greatly to my resume, but I also got a chance to learn new skills to
take my knowledge to the next level. The team mates maintained a joyous atmosphere in the office and
our new ideas were welcome, often implemented after brainstorming. They are open to new ideas and
cooperative working within the team.

Sandeep Johar
Solitaire Infosys holds and maintains a high level of professionalism in the company. They are very
particular about the ways tasks are conducted within the organization. The business practices are
transparent and genuine along with strong processes which are followed to complete the task. It is a truly
remarkable place to work at and I am happy to be a part of this organization. Excellent work culture,
professionalism and hands on the latest technology to work with.

Puneet Bali
It has been a year and a half since I joined this company. Initially I did have some tough days as I was in
my learning phase, but their strictness was a blessing in disguise. They helped me to grow as a
developer. They provided every opportunity for me to enhance my skills and after spending a good
amount of time I have realized that joining the company was the best decision of my life.

Krishan rajak
Over all company is good. Solitaire Infosys is an incredible company, a great professional place to work
at. Capabilities are utilised in most efficient manner. Every time there are new opportunities and new
challenges. I am really impressed with the working culture and specially discipline in company

Akshay bom
I am working with SOLITAIRE INFOSYS for last few years and if you talk about my journey here " Its
Wonderful". Company has created an Environment that attracts top talent. My stronger reason for being
here is Excellent working environment, Professionalism, Job satisfaction, Good understanding between
EMPLOYEE AND MANAGEMENT. Special thing about this Company " Foreign Trips as a reward to
best [Link], we are always encourage to learn more and more and this is the reason each
employee has excellent hand on Technologies. Come and join our SOLITAIRE INFOSYS PVT LTD.

Gurdeep singh
I have been struggling to find a reliable company for my project in Chandigarh before my friend told me
about SOLITAIRE INFOSYS PVT LTD. They have the best DEVELOPMENT teams with great
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experience to handle the Projects. With their consistent efforts and ethical strategies my website could
reach to the top on Google. Must recommend this company.....SOLITAIRE INFOSYS is the perfect

company for all web development needs. They delivered the work as promised that too within the
deadlines.

Amnjot kaur
Awesome Team of professionals In Solitaire Infosys Pvt Ltd. with highly Skillful & Experienced
Mentors.!.Activities and events are organized here In Solitaire Infosys. Very Supportive, technical and
professional [Link] provides us P.D. classes and aptitude classes.I am delighted to be the part of
SOLITAIRE INFOSYS PVT LTD. also delivered skills to maximize my confidence in corporate life by
letting work on live projects and assistance by the development unit. Apart from the technical
knowledge of my training course, special faculty was provided for polishing presentation skills, English,
leadership and personality development. THANK YOU SOLITAIRE INFOSYS.

Suruchi bhatia
Good atmosphere in company. I have been working with Solitaire Infosys for last one year. I am very
happy with this organisation. The culture is young, dynamic. Management is open with all employees
and values contributions and consistently demonstrates a commitment to the betterment of the
employees. Environment is very professional and stellar.

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