A

DISSERTATION REPORT ON
TRAINING AND DEVELOPMENT PROCESS
AT INFOSYS TECHNOLOGIES Pvt. Ltd.

Submitted to the
5 year IMBA programme,
Department of Business Administration, Utkal University

For the partial fulfillment for the award of the degree of

Bachelor of Business Administration in the year 2025

Submitted by: PRATYUSH PRADHAN

Roll no: 53209V220631
Under the Supervision of:

Dr AJIT KUMAR MISHRA

DEPARTMENT OF BUSINESS ADMINISTRATION, UTKAL UNIVERSITY,

VANIVIHAR, BHUBANESWER-751004
 CERTIFICATE
This is to certify that the work contained in the thesis entitled
TRAINING AND DEVELOPMENT PROCESS AT INFOSYS
TECHNOLOGIES Pvt. Ltd submitted by PRATYUSH
PRADHAN for the award of the degree of Bachelor of
Business Administration to the Utkal University,
Bhubaneswar, is a record of bonafide research works
carried out by her under my direct supervision and
guidance.
I considered that the Dissertation project has
reached the standards and fulfilling the requirements of
the rules and regulations relating to the nature of the
degree. The contents embodied in the project have not
been submitted for the award of any other degree or
diploma in this or any other university.

Date:
Place:

Dr. AJIT KUMAR MISHRA

(Faculty-
IMBA)
Department of Business
Administration,
Utkal
University
 DECLARATION
I certify that:

a. The work contained in the thesis is original and has been

done by myself under the supervision of my supervisor.
b. The work has not been submitted to any other Institute for
any degree or diploma.
c. I have conformed to the norms and guidelines given in the
Ethical Code of Conduct of the Institute.
d. Whenever I have used materials (data, theoretical analysis, and
text) from other sources, I have given due credit to them by
citing them in the text of the thesis and giving their details in
the references.
e. Whenever I have quoted written materials from other sources
and due credit is given to the sources by citing them.
f. From the plagiarism test, it is found that the similarity index
of whole thesis within 25% and single paper is less than 10%
as per the university guidelines.

Date:

Place:

PRATYUSH PRADHAN
(53209V220631)
 ACKNOWLEDGEMENT
I have taken a lot of efforts in this Project. However it would not
have been possible without the kind support and help of many
individuals. I would like to extend my sincere thanks to all of them.
I am highly indebted to Dr AJIT KUMAR MISHRA sir for his
guidance and constant supervision as well as for providing
necessary information regarding the project and also for the
valuable support in completing this project. I would like to express
gratitude towards my parents for their kind cooperation which
helped me completing my project. My thanks and appreciation also
go to my friends in developing the project and people who have
willingly helped me out with their abilities.

PRATYUSH PRADHAN
(53209V220631)
 ABSTRACT
Today in this contemporary world of competitors every
organization needs an effective human resource management to
sustain in the market. To succeed in the business the human
resource management practices need to be excellent. “Human
resources can create value and impact organizational result more
in some organizations than others.” A pool of zestful employees is
indeed in every department of an organization and the human
resource management make use of the vitality of each member
effectively, so that they can produce challenging outputs and take
a competitive edge over their competitors. Manpower in every
organization has a massive role in determining the success and
failure. The goals and objectives of an organization can be
achieved only if there is sufficient manpower and proper manpower
planning by the human resource management. Apparently
successful organizations have the best choice of potential
customers in the market and sometimes they hire from abroad.
The choice of the potential candidate is the human resource
process which is ongoing in nature.

Training is a two way part in almost all the organizations that is it is

initially provided to every newly joined employee during the
selection and further training as the career progress and when
company demands for it. Every opportunity is important for the
employees as well for their personal development . Training and
development is vital for the progression of the employees as well
as retaining them in the organization, so that the organization can
yield more productive results. The trainees or the organization
hence identification of training needs becomes the top priority of
every progressive organization.
Identification of training needs, if done properly, provides the basis
on which all other training activities can be considered and will
lead to
multiskilling,fittingpeopletotakeextraresponsibilitiesincreasingall
round competence and preparing people to take on higher level
responsibility in future.
Information Technology has created an era in this universe and the
current modern world we experiencing are because of the
development of IT sectors all around the work. Development in
communication, software, electronics and outsourcing has been
made drastic changes in each and every sector. Today in every
piece of work we can feel the power of IT and development is
everywhere. The scope of IT has increased since late 1980’s the IT
has been well established in all area of business and apparently no
organization or business cannot sustain in the market without a
sound IT back up.

INFOSYS TECHNOLOGIES Pvt. Ltd is an

Indian multinational information technology company that provides
business Consulting, information technology and outsourcing
services. The company was founded in Pune and is headquartered
in Bangalore. Infosys commenced business in 1981 with the
investment from its key entrepreneurs with a capital of INR 10000/-
Today it has grown to be the country’s second largest IT company
with clients in over 54 countries and operating with more than
343234 employees. They are having branches in 46 countries
including developed and developing countries. Across the globe
they do business and works for more than 2000 companies from
different nations.

Company’s turnover approx. Rs. 14,200crore (USD 1.7BILLION*) for

FY23 .The company has completed the open market share buyback
on February 13, at an average price of approx. Industry leading
FY23 revenue growth of 15.4 per cent with healthy 21.0 per cent
operating margins.
 CONTENTS
SL NO TOPIC PAGE NO.
1 CERTIFICATE 2
2 DECLARATION 3
3 ACKNOWLEDGEMENT 4
4 ABSTRACT 5-6
5 INTRODUCTION 9-11
Distinction between 11
training and
development

6 THEORETICA
L
FRAMEWOR
K

About Training and 12-14

Development
Need Of The Training 14-15
and Development
Objectives 15
Characteristics 15-17
Importance 17
Important Level 18-19
Types of Training 19-20
Methods of Training 20-25
Roles and Functions of 26-28
a Trainer
7 COMPANY PROFILE 29-31

Additional Information 31-35

About Company
8 LITERATURE REVIEW 35-36
9 RESEARCH 37-39
METHODOLOG
Y

Analysis & 39-48

Interpretation
Findings 48
Solutions 49
10 CONCLUSION 49-50
11 REFERENCES 50
12 BIBLIOGRAPHY 51
13 QUESTIONNARIE 52-55
 INTRODUCTION
Training and Development is one of the main functions of the
human resource management department. Training refers to a
systematic setup where employees are instructed and taught
matters of technical knowledge related to their jobs. It focuses on
teaching employees how to use particular machines or how to do
specific tasks to increase efficiency.

Whereas, Development refers to the overall holistic and

educational growth and maturity of people in managerial positions.
The process of development is in relation to insights, attitudes,
adaptability, leadership and human relations.

Training is those activities which are designed human performance

on job the employee is presently doing or is being hired to do.”
(Laird, et:al, 2003) And development is those practices related to
employees which help them to progress in career and measures to
be more efficient. Infosys is a well-established organization having
a greater value in the market. It holds the privilege of being the
employer of choice for potential candidates since more than a
decade. Every year they recruit thousands of employees in
different area of business and from all over the nation. As most of
the businesses are outsourced they are having clients across the
globe who expects high quality service, which Infosys often
promise and kept. The pride they hold behind the successful
retention of existing clients, which are 98.5%, is because of their
excellent results in delivering the assignments pertinently.
Recruitment and Selection is a very fundamental as well as
significant task in any organization which helps them to assure that
they make use of potential human capital available in the market.
It is quite often in the organization since the day one of an
employee’s career within Infosys. The employee commitment,
satisfaction, loyalty and aspirations are vital factors which helps
their productivity and it need to assured through frequent training
and development practices.
This case study is based on the outsourcing of projects at Infosys
which are having a very good client records so far. Most of the
clients are abroad and they expect outperforming results for their
assignments which are so far assured by the company. Infosys is
having excellent engineers and specialists who have been graving
the company to success since many years. Taking effective
measures for the employee development is vital for organization’s
success and Infosys succeed in managing their employees through
frequent training and development practices. The responsibility is
delegated to employees as well for making their own way of
approaching the task which may be more amiable for clients in
most of the situation. Supervisors and leaders would be supporting
all these ventures and time to time guidance and support is
provided for their employees. The employee development is an
imperative need for any organization and effective measure are
taken throughout the employee’s career with the firm. This
demands Infosys to make most of their training and development
programs mandatory. The threat of new entrants and multiple
options for customer demands an organization to perform
immensely in such a way that they take an advantage over their
competitors.

Let us have a look at how training and development

practices are carried out in Infosys.
At Infosys there is an entry level training for all types of employees
which is mandatory, lasting for fourteen weeks. This will help the
employees to get a detailed knowledge about the duties and
responsibilities at work and more over what the organization
expect from them and how they could make it out. Meeting the
requirement of the clients in an outstanding manner is important
and each employee who completes the initial training has the
potential for this. The organization culture and working nature
could be analyzed and understood by the employees that they can
help in producing effective output.
The next stage is the quality training in which the employees will
experience the quality standards of the organization which they
keep as core. Every employee is entitled to chip in their views and
ideas on quality assurance and improvement. The managers and
supervisors invest their knowledge and experience to train and
groom an effective workforce. They are the catalyst who build
tomorrows world.

DISTINCTION BETWEEN TRAINING AND

DEVELPOMENT
TRAINING DEVELOPMENT

 Training means learning  Development means

skills and knowledge for growth of an
doing a specific job. employees in all
 It is concerned with respects.
maintaining and improving  It seeks to develop
current job performance. competence and skills
Thus, it has short- term for future performance.
perspective. Thus, it has a long-
 It is job-centered in nature. term perspective.
 Role of trainer is very  It is career-centered in
important. nature.
 The executives has to
be motivated internally
for self-development.
ABOUT TRAINING & DEVELOPMENT
Training and development programmes are designed according to
the requirements of the organization, the type and skills of
employees being trained, the end goals of the training and the job
profile of the employees. These programmes are generally
classified into two types:

I. On the job programmes

II. Off the job programmes

Different training is given to employees at different levels. The

following training methods are used For the training of skilled
workers and operators- Specific job training programmes,
Technical training at a training with live demos, Internship training,
Training via the process of rotation of job. Training given to people
in a supervisory or managerial capacity is– Lectures, Group
Discussions, Case studies, Role-playing, Conferences etc. People in
managerial programmes are given this type of training-
Management Games to develop decision making, Programmes to
identify potential executives, Sensitivity training to understand and
influence employee behavior, Simulation and role-playing,
Programmes for improving communication, human relations and
managerial skills.

Training means imparting the knowledge, skills and aptitudes

necessary to undertake the required jobs efficiently with a view to
developing the worker to his fullest potential. As an organized
activity, training is designed to create a change in the thinking and
behavior of people.
Training is a two-way and continuous process because there is no
end to learning and secondly, a person gets to learn new
technology, new patterns etc., continuously.
ACCORDING TO Armstrong
“Training is the formal and systematic modification of behavior
through learning which occurs as a result of education, instruction,
development and planned experience. Development is improving
individual performance in their present Roles and preparing them
for greater responsibilities in the future”.

ACCORDING TO Katz & Kahn

“Training and development is described as a maintenance
subsystem, intended to improve organizational efficiency by
increasing groutinization and predictability of behavior”.

ACCORDING TO Kllatt, Murdick & Schuster

“Training is a systematic way of altering behavior to prepare an
employee for a job or to improve the employee’s performance on
the present job, and development is preparing an employee for
improving the conceptual, decision-making, and interpersonal skills
in complex, in structured situation”

ACCORDING TO Lussier
“Training is a process of acquiring the skills necessary to perform a
job and development is the ability to perform both present and
future jobs”.

ACCORDING TO Mc Lagan
“Training and development focuses on identifying, assuring and
helping develop, through planned learning, the key competencies
that enable individuals to perform current or future jobs”.

ACCORDING TO Kirk patrick

“Training refers to the teaching of specific knowledge and skills
required on the individual’s present job. The term development
refers to the growth of the individual and preparations for higher-
level jobs”.

ACCORDING TO Kleiman
"Training and development are planned learning experiences that
teach workers how to perform their current or future jobs
effectively."
ACCORDING TO Sugar
“Training is defined as an instruction geared towards developing a
specific group of skills or tasks”

The need of training and development is determined by

employee’s performance deficiency, follows:-

Training and Development need= Standard Performance–Actual

performance

NEED OF TRAINING AND DEVELOPMENT

Training is important not only from the point of view of
organization, but also for the employees. Training is valuable to
the employees because it will give them greater job security and
opportunity for advancement.

CHANGING TECHNOLOGY:

Technology is changing at a fast pace. The workers must learn

new techniques to make use of advanced technology. Thus,
training should be treated as a continuous process to update the
employees in new methods and procedures.

QUALITY CONSCIOUS CUSTOMERS:

Customers have become quality conscious and the requirements

keep on changing. To satisfy the customers, quality of products
must be continuously improved through training of workers.

GREATER PRODUCTIVITY:

It is essential to increase productivity and Reduce cost of meeting

competition in the market. Effective training can help increase
productivity of workers.
 STABLE WORKPLACE:

Training create safe feeling of confidence in the minds of the

workers. It gives them a security at the work-place. As a result,
labour turnover and absenteeism rates are reduced.

TRAINING AND DEVELOPMENT

OBJECTIVES
 Training objectives are formed keeping in view company’s
goals and objectives.
 To prepare the employees (both new and old) to meet the
present as well as changing requirements of the job and
organization.
 To impact to the new entrants the basic knowledge and
skills needed for the performance of a define job.
 To assist employees to function more effectively in their
present positions by exposing them to latest concepts,
information and techniques and developing the skills sets
that may need further.
 To develop the potentialities of people for the next level of job.
 To ensure smooth and efficient working of department.
 To bridge the gap between “existing performance ability”
and “desired performance”.
 To improve organizational climates in an endless chain
of positive reactions can result from a well-planned
training programme.

CHARACTERISTICS:
a. Training must be help to create an attitudinal change by
creating awareness of the overall process.
b. Training helps to perform the role of different sections of
employees, the managerial responsibility and the importance of
communication and participation

c. It must enhance skills in organizational and managerial areas

d. It must make orient new entrants in the organization to the

discipline and culture requirement of the organization

e. Proper orientation and training should be given to the new entrants.

f. An effective training programme should process the

following characteristics.

g. Training programmes should be chalked out after identifying

needs or goals.

h. It should have relevance to the job requirements.

i. An effective training programme should be flexible.

j. It should make due allowance for the differences among the

individuals in regard to ability, aptitude, learning capacity,
emotional make-up, etc.

k. A good training performance should prepare the trainee

mentally before they are imparted any job knowledge or skills.

l. Training programmes should be conducted by well qualified

and experienced trainers.

m. An effective training programme should have the support

from top management.

n. Top management can gently influence the quality of training in

the organization by the policies it adopts and the extent to which it
supports training programmes.
 o. An effective training programs should be supported by
critical appraisal of the outcome of the training efforts.

IMPORTANCE OF TRAINING AND

DEVELOPMENT
Training plays an important role in human resources department. It is
necessary useful and productive for all categories of workers and
supervisory staff.

OPTIMUM UTILIZATION OF RESOURCES:

Training and development helps in optimizing the utilization of

human resources that further helps the employees to achieve the
organization as well as their individual goals.

DEVELOPMENT OF SKILLS OF EMPLOYEES:

Training and development helps in increasing the job knowledge and

skills of employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees,

PRODUCTIVITY:

Training and development helps in increasing productivity of the

employees that helps organization to achieve its long-term goals.

TEAMSPIRIT:

Training and development helps in inculcating the sense of team-

work, team-spirit, and inter-team collaborations.

QUALITY:

Training and development helps in improving upon quality of work

and work-life.
IMPORTANT LEVELS
1) Training to Unskilled Workers
2) Training to Semi-Skilled Workers
3) Training to Skilled Workers
4) Training to Senior and Supervisory Staff

Just as the distribution of administration at different levels is

essential for the efficient management, similarly the training
program may have its own levels for effective results.

(I) Training to Unskilled Workers :

Unskilled workers require training to acquaint themselves with
improved methods of handling their work to reduce the cost of
production and do the job in the most economical and efficient
way. Such employees are given training on the job itself and the
training is imparted either by their immediate superior officers, or
foremen.
(ii) Training to Semi-Skilled Workers:
This category of employees requires training to cope with the
requirements of the industry arising out of the adoption of
mechanization and rationalization. These employees are given
training either in the section or department itself, or in
segregated training shops, where machines and other facilities
are easily available. The training is usually imparted by more
proficient workers and it lasts for a few hours or weeks,
depending upon the number of operations and speed and
accuracy required.
(iii) Training to Skilled Workers:
Skilled workers are given training through the system of
apprenticeship, varying in length up to a period of 5 years.
(iv) Training to Senior and Supervisory Staff:

Since the supervisors form a very important link in the chain of

administration, therefore, they need advanced up-to-date training
at frequent intervals. The training programmes for the supervisory
staff must be specific and tailor-made to fit the need of the
undertaking.

TYPES OF TRAINING:
i. Job Training:
Such training is given to make the employees proficient in
performing the operations of the job. The new entrants are trained
to handle the equipments and raw-materials correctly and perform
the job operations efficiently. Old employees are acquainted with
the latest methods of executing the jobs.
ii. Induction Training:
Induction or orientation training refers to the training given to the new
employees. The training is imparted by a competent and experienced
executive, who provides knowledge about the work, tools, equipments,
techniques and situational problems. The objective is to make the
employee aware and believe in the ideologies of the working.
iii. Promotional Training:
Promotions provide encouragement to employees, and in many
organization, senior posts are filled by promotions. Promotion
carries with it new responsibilities for which the incumbent must be
prepared. The purpose of this type of training is to meet this
demand.
iv. Refresher Training:
Such training is designed to revive the earlier learning and to train
employees in the use of new tools and work equipments. Short-
term
refresher courses are organized for this purpose. Such training
helps to avoid personnel obsolescence.
v. Safety Training:
Under this type of training, employees are familiarized with safety
devices, so that accidents may be prevented. The purpose of this
training is to create safety consciousness among employees.
vi. Remedial Training:
This type of training is designed to correct the mistakes and
shortcomings in the work behavior and job performance of
employees.
vii. Internship Training:
Under this method, the educational and vocational institute enters
into arrangement with an industrial enterprise for providing
practical knowledge to its students. This training is usually meant
for such vocations where advanced theoretical knowledge is to be
backed up by practical experience on the job. For instance,
engineering students are sent to big industrial enterprises for
gaining practical knowledge. The period of such training varies
from six months of two years.

METHODS OF TRAINING:
Training plays a vital part in personnel administration and it is
essential for each and every employee. To perform the
administrative activities higher skills, knowledge and aptitudes are
required and training is the process through which aptitudes, skills
and abilities of the employee are increased.
Training is provided to the employee by two methods:
 ON THE JOB TRAINING METHOD
 OFF THE JOB TRAINING METHOD
These two methods are interrelated. It is impossible to say which of
the methods is more useful than the other-on the job training
method and off the job training methods are multifaceted in scope
and dimension, and each is suitable for a particular situation. The
best technique for one situation may not be best for other
situation. Thus, care should be taken in adopting the technique of
training to the learner and the job.

An effective training required the following objectives provide

motivation to the trainee to improve job performance, develop a
willingness to change, provide for the trainee’s active participation
in the learning process, provide a knowledge of results about
attempts to improve and permit practice where appropriate.

ON THE JOB TRAINING METHOD:

In this method, the trainee is placed on a regular job and taught the
skills necessary to perform it, the trainee is placed under the
guidance of his immediate boss on the job training, which is given
through the following methods-

1. On Specific Job:

Here the trainee trained for a specific job. It is conducted through-

a) Experience:
This is the oldest method of on the job training. But it is wasteful,
time consuming and inefficient method.
b) Coaching:

On the job, coaching by a superior is an important and potentially

effective approach, if superior is properly trained and oriented, the
supervisor provides feedback to the trainee on his performance
and offers him some suggestions for improvement. Often the
trainee shares his thoughts, views and apprehensions about the
duties and responsibilities with the boss and thus gets relief and
also relieves him of his burden. But limitation of this method of
training is that the trainee may not have the freedom of
opportunity to express his own ideas.

c) Understud
y:

It makes the trainee an assistant to the current job holder. The

trainee learns by experience, observations and initiation of the
style of the person he asked to work with. The trainee is informed
about the policies, the methods, techniques etc. Here training is
conducted in a practical and realistic situation.

2. Position Rotation:

The major objective of job rotation is the broadening of the task of

the trainee in the organization. In this type of training trainee
moves from one job to another and receives the job knowledge
and gains experience from his supervisor. This method gives an
opportunity to the trainee to understand the operational dynamics
of a variety of jobs. There are certain disadvantages of this
method.
 The productive work become suffer because of various changes.
Rotations become less useful as few people have the technical
knowledge and skills to move from one functional area to another.

3. Special Projects:

This is a very flexible training programme. Here the trainee asked

to perform special assignment, thereby he learns the work
procedure. Trainees not only acquire knowledge about the
assignment activities, but also learn how to work with others.

4. Selective Reading:

Individuals in the organization gather and advance their knowledge

through selective reading. The reading may be professional
journals and books. Various business organizations maintain
libraries for their staff. Many executives become members of
professional associations and they exchange their ideas with
others. This is good method of assimilating knowledge.

5. Apprenticeship:
Aim of this training is to develop all round craftsmen. Generally, a
stipend is paid during the training period. Thus, it is an “earn while
you learn” scheme. Today’s industrial organizations require the
large number of skilled craftsmen who can be trained by this
system.

Such training is either provided by the organization or it is

imparted by governmental agencies. Most states now have
apprenticeship laws with supervised plans. Such training provides
a mixed programme of classroom and job experience.
OFF THE JOB TRAINING METHODS:
Here, trainees have to leave their work place and devote their
entire time in the training. In these methods development of
trainees is primary and work produced during training is secondary.
In this method, trainee places his entire concentration on learning
the job rather than spending his time in performing. It also provides
freedom of expression to the trainees. Off-the-job training methods
are as follows:

[Link] Course and Lectures:

For development programmes special courses and lectures are
organized by organizations in different ways. In the first approach,
there are courses, which the organizations themselves establish
to be taught by members of the organizations. Some
organizations have regular instructors assigned to their training
and development departments.

A second approach is to provide special courses and lectures to

work with universities or institutes in establishing a course of
series of courses to be taught by instructors of these institutions.

The third approach is to send personnel to programmes organized

by the universities, institutes and other bodies. Such courses are
organized for a short period ranging from 2-3 days to a few weeks.

2. Conferences:

This is an old but still a favorite training method. Many

organizations have adopted discussion type or conferences in their
training programmes. In this method, the participants with their full
ideas and experiences deal with the problems, which are common
subject of the
discussion. Conferences may include buzz sessions that divide
conferences into small groups of four or five for intensive
discussion. These small groups then report back to the whole
conference with their conclusions.

3. Case Studies:

This technique was developed and popularized by the Harvard

Business School in USA Here a case is written account of trained
reporter to describe an actual situation. Cases are widely used in a
variety of
Programmes. This method increases the trainee’s power of
observation. It helps him to ask better questions and to look for a
broader range of problems.

4. Brainstorming:

This method stimulates creative thinking of the trainees. It was

developed by Alex Osborn to reduce prohibiting forces by
providing for a maximum of group participation and a minimum of
criticism Here a problem is posed and ideas are sought. Quantity
rather than quality is the primary objective. Ideas are encouraged
and criticism of any idea is discouraged. Chain reaction from idea
to idea is often developed. Later these ideas are critically
examined.

5. Laboratory Training:

Laboratory training change individual behavior and attitude. It is

generally more successful in changing job performance than
conventional training methods.
ROLE AND FUNCTIONS OF A TRAINER:
The effectiveness and success of most of the training programs
mainly depend upon the trainer. The capability and competency of
the trainer determines the success or failure of any training
method. Conceptually, the trainer is perceived as a person, who
can eliminate the mental block of trainees; and motivate them to
learn and clear their all misconceptions about any concept. Thus,
effective transfer of training depends a lot on the trainer, who
analyses the current training needs in the organization; and
designs and evaluates the training program.

The major competencies or skills that should be present in

a trainer to make the training program effective are as
follows:
I. Presentation skills.
II. Business skills, such as budgeting, negotiation, and
time management.
III. Content development skills, such as skills related to
graphics and layout.
IV. Self-development skills, such as interpersonal skills,
good listening skills, and flexibility.
V. Work sheet and exercises designing skills.
The functions performed by a trainer during training can be
outlined and explained as follows:

1) Identifying the Training Needs of Individuals–

Constitutes the very first function of trainers, where they
identify the individual training needs. Trainers require
accumulating the information about the individuals’
qualifications, skills, professional degrees, previous training
attended, and tenure in the organization. The information
deduced from this data helps trainers to plan and select the
appropriate training methods.
2) Designing the Training Programs – Involves decision
about the location, schedule, and number of individuals
attending the training. It also helps in deciding the training
method to be used, such as orientation or induction training,
apprenticeship training, and on-the-job or off-the-job training.
3) Planning and Coordinating the Required Resources –
Specifies that the trainer should plan and coordinate the
training resources to make training an effective tool for the
organization. In this function, the trainer analyses each
training method and technique that has to be followed.
4) Evaluating the Training Program– Represents the
comparison of planned objectives with the achieved
objectives. The trainer acts as an evaluator and finds out the
shortcomings of the training.
5) Maintaining Administrative Records– Denotes the last
function of a trainer that involves recording the training data,
the training resources, the trainer, and the feedback from
trainees.
While performing all afore said functions ,the trainer plays
various roles, such as:

I. Training and Development Manager

II. Program Designer
III. Media Specialist
IV. Training Needs Analyst and Strategist
V. Facilitator and Instructor.
 COMPANY PROFILE
Infosys was founded by seven engineers in Pune, Maharashtra, India.
Its initial capital was $250. It was registered as Infosys Consultants
Private Limited on 2 July, 1981. In 1983, it relocated to Bangalore,
Karnataka.

The company changed its name to Infosys Technologies Private

Limited in April 1992 and to Infosys Technologies Limited when it
became a public limited company in June [Link] was renamed
Infosys Limited in June 2011. With a revolution into the Indian
market and IT industry, Infosys commenced business three
decades ago in 1981. Mr. Narayana Moorthy, Nanadan Nilekani, SD
Shibulal, Kris Gopalakrishnan, NS Raghavanand, Ashok Arora, K
Dinesh were the seven members who made the initial contribution
to the company and Mr. Raghavan was the first official employee
for Infosys. With a capital of INR 10000/- (£135) they commenced
business in July 1981. It was a footstep to the nation’s second
largest IT organization and today they are having business across
the globe. The endeavor of the seven have now grown to the peak
and they are into diversified business and social activities including
charity, education, trusts, and health care under their Infosys
Foundation, headed by Mr. Moorthy’s wife Sudha Moorthy.
Regarding the business, they do business with more than 2000
companies across the globe. The earlier stages of their life have
contributed a major role in the technological development of the
country. They have been awarded for their performance and
innovation many times since they commenced business and they
are having enamoring infrastructure and technological
development practices which attracts employees and candidates to
prefer Infosys.
The client backup of existing 98.5% is a great paradigm for their
services and commitment to the industry.

In the year 2011 Infosys have been awarded as the most

innovative company (Rank15) by the Forbes and Holt because of
their contribution to the world of technology. Business success is
not an easy process and innovation is a major part of it. Infosys
with their efficiency in business and innovation is now doing
business with a human capital of more than 1,41,800 employees.

The recent reports depicts that the company has made progress in
their operation and their revenue for the year have increased in
both quarters simultaneously. The current quarter revenue has
shown a growth of 16.6% which is INR 8,099 crore with a Net profit
of INR 1,906 crore. The net profit increased 10.75 from the last
quarter (9.7% from the last year) and the share price becomes INR
33.36 per share. (International Financial Reporting
Standards) The revenue and share price have made a sound
results on their performance and the addition of 15000 employees
express that the company is still sound in this period of global
crisis.

New projects and clients give scope for better future for any
organization and this increase the demand for employees and
organizations been versatile which is imperative.

Focus on youth is the key strategy for recruitment at Infosys that is

they have many programs and practices for attracting potential
candidates over the nation. “Catch them young” is an awareness
program for the students in urban areas organized by the company
for improving the students’ interest in information and technology
and more over helping
them to make a career. A one day development programs are
organized by the company for employees and students from
outside very often, so that they can know more about the
organization and the IT industry.

Infosys employee starts from the bottom line. Once they get into
the firm, a mandatory training is a must for every candidate for 14
weeks and the first six months will be the most important part of
the employee’s career at Infosys, especially for every fresh
engineer. Frequent internal training is part of the employees’
career and they emphasize everyone to learn during work. The
organization will provide every facility for the employees to learn
and develop, not only for the organization’s progress, but also for
the employee’s personal development.

ADDITIONAL INFORMATION:

Company type Public

Traded as BSE: 500209
NSE: INFY
NYSE: INFY
BSE SENSEX constituent
NSE NIFTY 50 constituent
ISIN INE009A010321

Industry Information technology Consulting

Outsourcing
Founded 2 July 1981; 43 years ago in Pune, India

Founders N. R. Narayana Murthy

Nandan Nilekani
Kris Gopalakrishnan
S. D. Shibulal
K. Dinesh
N. S. Raghavan
Ashok Arora
Headquarters Bengaluru, Karnataka,
India
Area served Worldwide
Key people Nandan Nilekani (Chairman)
Salil Parekh (MD & CEO)[1]
Products Finacle
Panaya
Revenue ₹166,590 crore (US$19 billion) (2025)
Operating ₹37,608 crore (US$4.4 billion) (2025)
income
Net income ₹26,750 crore (US$3.1 billion) (2025)
Total assets ₹148,903 crore (US$17 billion) (2025)

Total equity ₹96,203 crore (US$11 billion) (2025)

Number of 317,240 (March 2024)[2]
employees
Divisions Infosys Consulting
Infosys BPM
EdgeVerve Systems
Website [Link]
Footnotes / references
Financials as of 31 March 2025.[3
Infosys, Bangalore

Glass building in Pune

campus

Main block in Chennai

campus

A building in
Thiruvananthapuram
campus
\

The Development Centre

In Mysore campus
CIN L85110KA1981PLCO131
15
Company Name INFOSYSLIMITED

Company Status ACTIVE

RoC RoC-Bangalore

Registration Number 13115

Company Category Company limited by

Shares

Company Sub Category Non-govt. company

Class of Company Public

Date of Incorporation 02 July 1981

Age of Company 41 years, 9 month,

20 days

Authorized Capital ₹24,000,000,000

Paid up capital ₹21,040,404,500

Listing status Unlisted

Date of Last 25 June 2022

Annual
General
Meeting

Date of Latest 31 March

Balance Sheet 2022

Registrar Office City Tamil Nadu

 LITERATURE REVIEW
India is currently the world’s second-largest telecommunications
market and has registered strong growth in the past decade and
half. The Indian mobile economy is growing rapidly and will
contribute substantially to India’s gross domestic product (GDP),
according to report prepared by Global System for Mobile
Association (GSMA).

Training is an expensive task (Tracey, 2003) for the organization,

but it is inevitable to provide training for the employees to achieve
the goals and objectives. The ongoing training programs are now
adopted by many developing organizations as well because it has
immense role in achieving the organizations success. Employees
may not be possible to deliver their best, even though they have
the talent. Proper and frequent training is indeed for helping the
employees to make use of their full potential. The changing nature
of business demands for excellent training practices in an
organization. (Purcell and Wright, 2007) Currently the demanding
nature of the business has changed massively and there are
different players in the market who deal with the same projects or
products. So this is a competitive world and the need for training is
imperative. An organization has to train their employees frequently
to assure they perform in a better way. The changing needs of the
market and business demands employees with high potential and
training is an inevitable factor in this.

Development programs in an organization are not merely based on

organization development, it is meant for development of their
employees. Development practices are very often today and it is an
essential factor which helps the organization to make use of the
employees talent at all times according to need. (Werner and De
Simone,2009)
It is a futuristic process in which employees progress to perform
their activities according to need at all times. An employee retains
in an organization only if they are satisfied with work and has
chance for further development. Sticking on with the same job
makes the work tiring and it results in quitting the job. So
employee development practices are having immense scope as it is
meant for both organizational and employee’s progress. When the
employees’ performance increases, it reflects on the productivity of
the organization.

Training and development is a process which need to be provided

to the employees for them to develop and improve their skills and
knowledge, so that they can take any targets entitled and can help
the organization to take a competitive advantage in the business,
which is to take job competencies. (Wilkinson, 2009) To meet the
competition in the market the employees need to make productive
results according to demand and must succeed in winning the
customers mind and assure optimum satisfaction. The frequent
training and development practices in an organization helps in
improving the potential among the employees and it results in
higher productivity. In an IT sector clients are having multiple
options as it is a wide area of business. So delivering the projects
on time through meeting or exceeding their expectation is
important for the organization to take advantage over competitors.
In practical this seldom happens because most of the projects are
not completed on time as changes in need and times for
implementation are rapid in nature.
 RESEARCH METHODOLOGY
The researcher uses various data for collected relevant and
legitimate information about the research topic. In this research
the researcher is making use of both primary and secondary
information for helping the relevancy of the research. Pertinent
information and knowledge about the research topic helps the
researcher to improve the legitimacy of the research. As the
research includes different participants in different age group and
with different years of experience, the impact of training and
development will be different to them and understanding about
their feel and comfort is important. People working with Infosys in
the same designation are with different pay scale on the basis of
these factors.
The satisfaction level and expectation of each employee varies, so
the researcher has to consider both quantitative and qualitative
data for concluding the research. The authenticity of the research
needs to be assured by the researcher and for that relevant
information and data need to be collected by the researcher.

Here in this research the researcher needs to identify the training

and development practices at Infosys. The research will be focused
on the merits and demerits of these practices at Infosys and in this
research methodology the researcher explains what type of data
collection methods, what type of an approach and what type of
research methods to be used in this research. Research
methodology can be considered as a comprehensive term used for
identifying the various research methods and factors affecting the
research.
 The research is based on specific aim and objectives. Before
considering the research methodology, the researcher must be well
aware of what to do research and what need to be achieved through
this. Only then the researcher could make a precise structure of the
research and identify what measures and methods to be considered
for the research.

The research focus will be based on IT sector and the impact of

training and development practices at Infosys, India. The researcher
has to consider the following objectives before carrying out the
research.

 To identify the Human Resource Practices at Infosys, India

 To analyze the contribution of IT sector in India
 To analyze the effectiveness of training and development at Infosys
 To identify the employee retention and attrition at Infosys
 To evaluate the employee satisfaction at Infosys
 To identify the measure taken by Infosys for improving their training
and development

In order to accomplish the objectives of the study, it is essential to

articulate the manner in which it is to be conducted, i.e., the
research process is to be carried-out in a certain framework. The
research methodology, which follows, is the backbone of the study.

Data Collection Sources

Research work was done from two sources:-

(1) Primary data

(2) Secondary data

 o Primary data- The primary data has been collected
through Exploratory Research using a structured
Questionnaire and personal interview.
o Secondary Data- The secondary data has been collected
through various sources namely; company records,
brochures, company website and journals.
o Research tools- Structured Questionnaires will be
used to conduct the research.
o Sampling technique- Simple Random Sampling has been used.
o The questionnaire made by the researcher includes some
quantitative information which is imperative for the
success of the research.
o Making use of the literature of various authors is one method
of collecting qualitative data. The researcher carries out
interviews in person, through phone and even through social
networks for collecting information which are relevant and
qualitative.

ANALYSIS & INTERPRETATION

Sample Area: Departments of the organization: Analysis: Graphical

Representation of Collecting Samples:

The researcher has designed a questionnaire for conducting the

survey and it has been distributed to the randomly collected

employee at Infosys.
 1)

Most of the respondents were new and young as the emerging

industry always demands for potential candidates with fresh mind,
zeal, latest knowledge about new products and technology. The
majority came from the first two age groups and the minority from
the last group. This is an expected situation as the growth of the IT
industry in the country have been only since last two decades.

2)
In this challenging environment no organization recruits people on
the basis of gender. Infosys recruit both male and females without
any bias or discrimination. The researcher has made a random
selection in which the majority of the participants are female and it
doesn’t mean it is a female dominant organization. Equality among
all without any discrimination exists in the organization.

3) Your organization considers Training as a part of organizational

strategy. Do you agree with this statement?
a) StronglyAgree–8%
b) Agree–17%
c) SomewhatAgree–25%
d) Disagree–3%

It indicates that organization somewhat considers training as a

part of organization strategy.

4)
The reasons for the employees to choose the organization are
many and majority of the employees have chosen Infosys because
of their brand name and career focus. So Infosys has the
responsibility to assure them the best through effective training
and development practices. The quality of the employees’ life is
assured through these practices.

5)

This response from the employees states that majority of them are
comfortable with their current working practices and only a few of
them feel uncomfortable. From this we can understand that the
current job is satisfying the needs and expectation of every
employee.
 6)

The employees have different opinion about the training and

development practices at Infosys and it is important for the
organization to make an analysis and identify how they could
better their part and what measures to be taken for improvement.

7)
In the previous question most of them answered they feel
comfortable about their progress and development practices at
Infosys and in this section 90% of the employees are satisfied with
their current training practices and only 10% are not. So the
researcher could identify that there everything is perfect in training
practices at Infosys.

8)

Infosys is having frequent performance appraisal practice which helps

an employee to progress in career. Among the respondents, the
new employees feel satisfied with the performance appraisal
practices, but from the feedbacks of the senior employees are not
comfortable with the current performance appraisal practices.
 9)

The trainers at Infosys are having a great dignity inside and outside
the organization and they are the most vital part of the
organization as they are responsible for building a foundation as
well as vitalizing the talent of each employee at all times.

10)
Regarding the trainers most of the employees are satisfied and have
the opinion that they have the talent to make the employees
comfortable at work. Knowledge of the trainers is very important
factor which directly impact on employee performance.

11)

Yes it’s very helpful for them, because they trained very well by
organization. And potential candidates with fresh mind, zeal,
latest knowledge about new products and technology. So they
captured very easily.

12)
The organization value for the effort and takes care of their personal
life and provides many facilities to the employees including
transport, medical insurance, house rental and other facilities like
gym, swimming pool, grounds and area for leisure.

13)

Most of the projects Infosys deals with are obsolete and their clients
are the same. So there is a little less chance for an employee to
make use of their knowledge or potential and they have to stick on
with the outdated work style which has less demand in the IT
market.
 14)

Infosys training and development practice have been awarded for

excellent, every employees’ claims they are so happy with the
current practices and process, and would like to see some changes
in which the employee progression will be more in future.

FINDINGS
 Frequent internal training and learning practices for personal
development
 Performance appraisal on the basis of performance
 Advantage of abroad assignments if the employee prove the
potential
 Internationally recognized training and development practices
 Sound working environment with great ambience and value for
everyone
 Medical insurance covers family of the employee
 Compensatory off are provided for employees on request
 The brand name gives a dignity to the employees in the society
 SOLUTIONS
 The initial training practices are helpful for those who have IT
background or graduates who have completed engineering in
computing. Candidates from other background normally fails to
make up with those candidates and leave the job on training
period
 Most of the assignments are of existing clients and even new
employees has to follow the traditional practices which are
obsolete in the market
 Majority of the work is related with maintenance and this results
in less chance for a program developer to progress
 Performance appraisal for seniors members are based on heavy
targets
 Attrition rate and retention rate are not under proper control
 Less employee engagement practices.

CONCLUSION
The research was related with training and development process at
Infosys, India. The aim was to find out the efficiency in training and
development and to identify the best process for developing the
current
[Link]
identified that training and development process at Infosys is
frequent and based on employee development for achieving the
goals and objectives of the organization. Today the present
situation is that the business is very challenging and an
organization has to strive for making productive results. This
demanding nature of the business has resulted in designing a
complicated training process in the organization in which most of
the employees are satisfied. They are supposed to make the output
and they are trained on this focus. Infosys employees gets satisfied
by their brand name and facilities, but considering the training and
development process, some of the employees are less satisfied and
they prefer to have some changes which could help them to
improve their skills and make use of it accordingly and on demand.
 Training need to be focused on candidates development rather
than organization development
 Training practices must be redesigned and separate sessions
prior to the mandatory training need to be introduced for
candidates from other background, so that it helps to increase
the confidence level of an employee which helps them to be very
productive.
 Performance appraisal measures need to be improved for
retaining their workforce and to help the retention and attrition
of employees
 As it is not able to detain employees without motivation and
relationship, Infosys must assure all their managers are good at
work through fair employee engagement practices.
 Infosys must give preference to more development projects, so
that their newly joined employees easily get opportunity to make
use of their potential.

REFERENCES
1. TRAINING AND DEVELOPMENT: Theory and Practices by

Professor Dipak Kumar Bhattacharyya, Cengage learning.

2. TRAINING AND DEVELOPMENT: Employee Training by

Gareth Roberts, 2005, CIPD (Chartered Institute of

Personnel Development) publication - Second Edition.

3. Rachana. C, Research scholar on Training and Development

process, Singhania University, Rajasthan, India, 2019, P 11-12.

4. K Aswathappa, Human Resource & Personnel Management

5. C.R. Kothari., Research methodology methods & techniques

 BIBLIOGRAPHY
[Link]

[Link]

results/2011-2012/Q2/Documents/[Link],

[Link]

[Link]

[Link]

:~:text=Training%20and%20Development%20Defin ition%20by

%20the%20Eminent%20Authors&text=%E2%80%9CTraini ng%20is

%20a%20process%20of,McLagan

[Link]

development-process

[Link]

terms/[Link]
 QUESTIONNARIE

I PRATYUSH PRADHAN, student of UTKAL UNIVERSITY has

prepared these questionnaires to understand the “TRAINING
AND DEVELOPMENT PROCESS AT INFOSYS TECHNOLOGIES
Pvt. Ltd”.
Researcher assures you that the opinion or response collected
shall be highly confidential and the research outcomes will be used
only for the academic purpose.

We sincerely appreciate your cooperation in this regard.

1)
YourorganizationconsidersTrainingasapartoforganizationalstrate
gy. Do you agree with this statement?

a) Strongly Agree

b) Agree

c) Somewhat Agree

d) Disagree

2) The inspiration behind choosing Infosys:

a) Brand value
b) Career focus
c) Quality life
d) Need for job
e) Campus recruitment
3) Your current job helps you to in your progression and development ?
a) Strongly disagree
b) Disagree
c) Agree
d) Strongly agree
4) Your training practices are always excellent and helps in your
personal development?
a) Strongly disagree
b) Disagree
c) Agree
d) Strongly agree
5) You are satisfied with the current training and development
practices ?
a) Yes
b) No
c) Maybe
6) Infosys value for your effort and performance appraisal
measures are very often to motivate you?
a) Strongly disagree
b) Disagree
c) Agree
d) Strongly agree
7) Infosys’s frequent internal training and education practice to
help the employees to be more capable at work are very
effective?
a) Strongly disagree
b) Disagree
c) Agree
d) Strongly agree
8) Infosys have professional trainers who have good knowledge
and capability to vitalize employees?
a) Strongly disagree
b) Disagree
c) Agree
d) Strongly agree
9) The training and development for a fresh candidate at Infosys
beneficial even when they are from different background ?
a) Strongly disagree
b) Disagree
c) Agree
d) Strongly agree
10) Infosys value for your lifestyle, comfort, health and welfare ?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
11) The projects at Infosys are always new and demanding which
helps employee to develop further and increase their potential ?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
12) Are you satisfied with the current training and
development practices at Infosys ?
a) Yes
b) No