PRESENTED BY-Pradeep $ingha

Method of

Training & Development

The dynamic nature of the software and IT industry requires its workforce to upgrade frequently in technology and skills. Companies were focusing on continuous training and development of their employees, which also helped in the reduction of attrition rate.

At Infosys, every new recruit underwent approximately three months of training before they were made billable to clients.

Need for Training

The American Society for Training and Development (ASTD) rated Infosys as the world’s best in employee training and development and conferred Excellence in Practice Award continuously for three consecutive years 2002, 2003 and 2004. The award was conferred for its Global Business Foundation School. It was a program for all fresh engineering entrants to Infosys to equip them for the challenging software career ahead of them. The program ran around the year and was implemented over several global centers across the organization.

The Global Business Foundation School comprised of generic conceptual courses, platform specific courses, mini projects for application, and an end term project tailored from real life projects. In addition to technical courses, fresh entrants were also exposed to courses on communication skills, interpersonal skills, customer interaction etiquettes, management development, and quality systems.

In 2005 Infosys established “Infosys U”, one of the largest corporate training centers in the world.

Achivements of Infosys training and development program

The “Global Education Center “ was set up in 2005. It was one of the biggest corporate training centers in the world. The Global Education Center would run a 14.5 week residential program, which would impart generic and work specific training in technology areas, along with soft skills and leadership programs to freshers.

2,350 rooms spread across the campus 58 training rooms 183 faculty rooms state-of-the-art library cyber cafe food court, employee care centre, theatre, and education research block, beside the trainee hostel

The center had the capacity to train around 15,000 freshers in one year. The library had an online database of Infosys case studies to help the recruits. Mysore campus is the world’s biggest training centre.

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INFRASTRUCTURE

Teams:- Corporate training team Organisational development team Corporate training team caters to band B only-process

executive & senior process executive OD team caters to band C and above Total number of people in T&D dept-30 Training department is divided across 5 verticals 1-communication service providers. 2-banking and capital market. 3-manufacturing vertical 4-insurance and health care 5-emerging markets

Training and development department

Conference Lecture Seminar Demonstration Panel Role Playing Case Studies Simulations Self-Discovery Movies/Videos/Computer based TrainingsMentoringOn the job training

TRAINING METHODS

Perform skits What-if scenario Practice smiling in front of mirror

At the end of the training program, the fresher's had to pass two comprehensive exams before proceeding further. About 1% to 2% fail in the exams.

The Generic Training Course has been revised so as to reduce the stress on trainees. Now it has been taken care of that there will be only 1 exam per week.

The training is now divided into 3 stages and the new update is that there are some differences for CS/IT and non-CS/IT people.

VARIOUS METHODS FOR TRAINING OF INFOSYS PEOPLE

For non-CS/IT Graduates:

The first stage or the basic level of generic which contains PF,PT(C-Language) and RDBMS. The result is combined for PF,PT i.e it contains 40% of PF,30% of PT and 30% for PT project. RDBMS has a separate test.

In case they don’t clear any of the tests(PF,PT combined and RDBMS tests) either in test or re-test, they need to take an Integrated test. In case the trainee does not clear the Integrated test ,the trainee is sent back home to prepare for about 20 days paid leave is under LOP (Loss of Pay). That is, you will lose your salary for those 20 days.

When you come back, you have to reappear for these exams and if you fail for the second time, then you will be asked to leave the company.

In case of a CS/IT Graduate:

The trainee will have a super fast basic generic course called as Bridge Course, the result of which will not affect the training of the CS/IT gradates. After this, the trainee enters the Advanced generic course similar to non-CS/IT graduates, but the difference here is that the exit procedures are applicable for the trainee here in case of CS/IT graduates. They need to clear that compare. There is a retest for that also.

After this they enter the stream training. Java and Open System streams are getting re-structured whereas Dot net and Mainframes are being re-defined

Types of training is divided into two parts:-

For band B For band C and above .

For a period of 2-3 yrs with the company these employees have to go through certain number of training.

For band “B” Induction Voice and accent training Process training 6 months training process recruits in band B have to go through the following training

programs during a period of 2-3 yrs…

1. Quality training-six sigma certifications2. Competency based training:-

1)Soft skills training:- communication, presentation, cultural sensitivity, client interface training. MIND-mentoring, innovating, negotiating, developing. It is for self-awareness and self evaluation, mainly focuses on EQ. Transactional analysis-for understanding their own personality.

3. Technical training:- e-mail etiquettes. excel training. presentation skills.

For band “C”

Induction-1day, joining formalities

Buddy program-one month

-it is basically an assistance provided by a peer employee which helps the new recruit understand the process, understand dynamics of the client, client requirement, culture, values.

recruits in band C and above have to go through the following training programs during a period of 2-3 yrs…

1. Operations management:-

Deal with operations complexity Focus on interpersonal evaluation Conflict management Confidence management

Operations management:-

Deal with operations complexity Focus on interpersonal evaluation Conflict management Confidence management

Continued……

Quality training:-

six sigma:-green belt-black belt.

Middle Management Leadership Program (MMLP):-

For band C employees-team leads It harnesses their leadership qualities, available for high performers.

DEVELOPEMENT

Career pathing:-

Chalk out career path for all Should have completed 18 months in Infosys. Provided by career counselor.

Higher education:-

MBA50% of the fees is reimbursed.

Evaluation of training program

Performance Development Plan:-

A sheet which the employee and manager has to fill where both of them have to provide information which all areas the employee has improved in.

Projects:-

Small term projects like on Six Sigma, where at the end of it the employee has to give presentations to the training team. Questionnaire:-

Feed back from the employees on the quality and content of trainingAnalysis is done on it and than it is scaled.

pradeepsingha99@gmail.com