Summer Internship Report

On
“A STUDY ON TRAINING AND DEVELOPMENT
PRACTICES AT HCL LUCKNOW”

Submitted Toward the Partial Fulfillment of the Requirement for the Award of the
Degree of

Bachelor of Business Administration

Under the Guidance of
Dr. Sushma Singh
(Assistant Professor)

Submitted To Submitted By
Dr. Amitabh Roy Suryansh Kushwaha
(Associate Professor) BBA 5th Sem.
Institute of Management Sciences Roll No. 2210012035308
University of Lucknow

Institute of Management Sciences

University of Lucknow (New Campus) Lucknow.
Batch:2022-2025
 DECLARATION

I Suryansh Kushwaha Roll No. 2210012035308 student of BBA at Institute Of

Management Sciences University Of Lucknow here by declare that the project work

entitled “A STUDY ON TRAINING AND DEVELOPMENT PRACTICES AT

HCL LUCKNOW” is compiled and submitted under the guidance of Dr. Sushma

(Mentor) of and Whatever information furnished in this project report is true to the

best of my knowledge.

Suryansh Kushwaha
BBA 5th Sem
Roll No. 2210012035308
 ACKNOWLEDGEMENT

I take this opportunity to thank my project Guide for giving me the opportunity to

work for this project and I would like to express my sincere thanks Dr. Sushma

Singh (Assistant Professor), our project guide, who helped, inspired and mentored

me and without whose help this project report would not have taken its current

shape.

Finally I thank all our friends who gave me the extremely important information

about the literature related to this project and also helped with websites that provided

us with adequate topics.

I once again express my heartfelt ineptness to all-aforesaid. Any omission or error in

acknowledgement is inadvertent. For such oversights and lapses, I tender

unconditional apology.

Suryansh Kushwaha
BBA 5th Sem
Roll No. 2210012035308
 EXECUTIVE SUMMARY

While working in the organization I was trained as a relationship personnel

being engaged into various jobs such as dealing with clients, answering

customer queries through telephonic conversations and providing them

knowledge about new schemes and converting them into our customers.

As my summer internship project I was given the topic on “A STUDY ON

TRAINING AND DEVELOPMENT PRACTICES AT HCL LUCKNOW”

The project work was for this research was conducted in Lucknow to study the

customer satisfaction level.

The research has been conducted to gather information from 100 respondents &

a structured questionnaire will be used to collect the information from the

respondents. The data which was collected from them will be analyzed and

classified. It was found that though the digital marketing has the highest market

share it needs to improve on its service quality and retail services.

 TABLE OF CONTENTS

S.NO PARTICULAR PAGE NO.

 DECLARATION
 ACKNOWLEDGEMENT
 EXECUTIVE SUMMARY

1. INTRODUCTION 1

2. COMPANY PROFILE 14

3. OBJECTIVE OF THE STUDY 34

4. RESEARCH METHODOLOGY 37

5. DATA ANALYSIS AND INETRPRETATION 42

6. FINDINGS 55

7. ROLES AND RESPONSIBILITIES 57

8. CONCLUSION 60

9. RECOMMENDATION AND SUGGESTIONS 63

10. LIMITATIONS 66

11. BIBLIOGRAPHY 68

12. APPENDIX 69
INTRODUCTION

1
 INTRODUCTION
TRAINING AND DEVELOPMENT

In the knowledge driven world of today, the pace of change is so fast that it

even defies Moor’s law. Even to stay at the same place, the organizations have

to run fast. Strategic advantage to the organizations comes only from the core

competences, which are developed by the individuals working in it. Such levels

of excellence can be achieved only by investing in people. Investment must not

confine to compensation only, but must entail the inputs aimed at updating the

skills of the employees. Training is one such potion to cure the organizations of

the sluggishness, which may creep in because of the organizational inertia.

Largely, personnel department has been associated with procuring and hiring

the human resources. But, after the newly appointed employees join the

organization, it is necessary to impart training to them in order to make them

competent for the jobs that they are supposed to handle. In modern industrial

2
environment, the need for training of employees is widely recognized to keep

the employees in touch with the new technological developments. Every

company must have a systematic training programme for the growth and

development of its employees. It may be noted that term ‘training’ is used in

regard to teaching of specific skills, whereas the term ‘development’ denotes

overall development of personality of the employees. This chapter studies the

various methods of training and development, which are used by various

organizations, particularly those engaged in the business and industrial

activities.

1.2 Need and Rationale of Training

Training is important, not only from the point of view of the organization, but

also for the employees. It gives them greater job security and an opportunity for

career advancement. A skill acquired through training is an asset for the

organization and the employee. The benefits of training stay for a very long

time. Training can become obsolete only when there is a complete elimination

of the desired for that skill and knowledge, which may happen because of the

technological changes. In general terms, the need for training can arise because

of the following reasons:

(i) Changing Technology.

Technology is changing at a fast pace. Be it any industry, technological changes

are changing the way in which operations were done. Newer machines are

being used for automation of the processes. Computers have made the controls

3
very easy. Advances in information technology have enabled greater degree of

coordination between various business units, spread far across the globe.

In order to keep themselves abreast with the changes, the employees must learn

new techniques to make use of advances in the technology. Training needs to be

treated as a continuous process to update the employees in new methods and

procedures.

(ii) Demanding Customers.

As the free markets become stronger, customers are becoming more and more

demanding. They are much more informed about the products. They have many

sources of information. Intensified competition forces the organizations to

provide better and better products and services to them. Added to the customer

conscious, their requirements keep on changing. In order to satisfy the

customers and to provide best of the quality of products and services, the skills

of those producing them need to be continuously improved through training.

(iii) Thrust on Productivity.

In the competitive times, organizations cannot afford the extravaganza of

lethargy. They have to be productive in order to survive and grow. Continuous

improvement of the employees’ skills is an essential requirement for

maintaining high standards of productivity. Productivity in the present times

stems from knowledge, which has to be relearned continuously.

(iv) Improved motivation.

Training is a source of motivation for the employees as well.

4
They find themselves more updated while facing the challenging situations at

job. Such skill development contributes to their career development as well.

Motivated employees have lesser turnover, providing an organization with a

stable work force, which ahs several advantages in the long run.

(v) Accuracy of output

Trained workers handle their job better. They run their machines safely. They

achieve greater accuracy is whatever job they do. This reduces accidents in the

organizations. Adherence to accuracy infuses high standards of quality in the

products and services, thus giving them a competitive edge in the difficult

times. Quality reduces wastages and ensures better customer satisfaction.

(vi) Better Management.

Training can be used as an effective tool of planning and control. It develops

skills of the workers for future and also prepares them for promotion. It helps

them in reducing the costs of supervision, wastages and industrial accidents. It

also helps increase productivity and quality.

Definition of Training

Training is often looked upon as an organized activity for increasing the

knowledge and skills of people for a definite purpose. It involves systematic

procedures for transferring technical know-how to the employees so as to

increase their knowledge and skills for doing specific jobs with proficiency. In

other words, the trainees acquire technical knowledge, skills and problem

solving ability by undergoing the training programme.

5
There are several textbook definitions of training, but the one by Edwin B

Flippo is generally well accepted. According to Flippo, “Training is the act of

increasing the knowledge and skills of an employee for doing a particular job”.

Training involves the development of skills that are usually necessary to

perform a specific job. Its purpose is to achieve

A change in the behaviour of those trained and to enable them to do their jobs

better. Training makes newly appointed employees fully productive in lesser

time. Training is equally necessary for the old employees whenever new

machines and equipment are introduced and/or there is a change in the

techniques of doing the things.

Training is a continuous process and does not stop anywhere. The top

management should ensure that any training programme should attempt to bring

about positive changes in the knowledge, skills, and attitudes of the employees.

What Does Training Include?

Udai Pareek has observed that there are three elements of training – purpose,

place and time. Training without a purpose is useless because nothing would be

achieved out of it. The purpose must be identified carefully and now there are a

large number of techniques, to be discussed in subsequent lessons, available for

establishing training needs. After having identified the purpose of a training

programme, its place must be decided i.e. whether it has to be on the job or off

the job. If off the job, where a training programme should be. Place would

6
decide the choice of training method and also influence its effectiveness. The

next element is the time.

Training must be provided at the right time. A late training would provide

outdated knowledge, which would be useless for the employees. The timing has

also to be specified in physical terms, i.e. which month/week of the year and at

what time of the day. This can have a lot of ramifications in terms of the cost of

training and its ultimate efficacy in achieving the desired results.

The purpose of training is to bring about improvement in the performance of the

human resources. It includes the learning of such techniques as are required for

the intelligence performance of definite tasks. It also comprehends the ability to

think clearly about problems arising out of the job and its responsibilities and to

exercise sound judgement in making decisions affecting the work. Lastly, it

includes those mental attitudes and habits, which are covered under the general

term ‘morale’.

HCL Technologies places significant emphasis on the training and

development of its employees, recognizing that a well-trained workforce is

essential for maintaining a competitive edge in the rapidly evolving IT

industry. The company's comprehensive approach encompasses various

programs and initiatives tailored to meet individual and organizational needs.

1. Training Programs and Methods

7
 Technical Training: HCL offers extensive technical training to ensure

employees are proficient in the latest technologies and industry practices. This

includes hands-on experience with new software, tools, and methodologies

relevant to their roles.

 Soft Skills Training: Recognizing the importance of interpersonal skills,

HCL provides training in communication, teamwork, leadership, and problem-

solving to enhance overall employee effectiveness.

 On-the-Job Training: Employees gain practical experience through real-

time projects, allowing them to apply theoretical knowledge in practical

scenarios. This method facilitates immediate learning and adaptation.

 Classroom and Online Courses: HCL utilizes both traditional classroom

settings and digital platforms to deliver training. This blended approach

ensures flexibility and accessibility for all employees.

 Workshops and Seminars: Regular workshops and seminars are

conducted to keep employees updated on industry trends, emerging

technologies, and best practices.

2. Specialized Development Programs

 Management Development Programs (MDPs): These programs are

designed to prepare employees for managerial roles by focusing on strategic

thinking, decision-making, and leadership skills.

8
 Technology Leadership Programs: Aimed at fostering innovation, these

programs equip employees with advanced technical skills and encourage

thought leadership within the organization.

 Leadership Development Programs: Tailored for potential leaders,

these programs focus on developing competencies required for higher

responsibilities and leadership positions.

3. Mentorship and Coaching

 Mentoring Program: Experienced employees are paired with new

recruits to provide guidance, support, and knowledge sharing, facilitating

smoother integration and professional growth.

 Performance Coaching Program: Personalized coaching is provided to

help employees enhance their performance, set career goals, and achieve

professional development milestones.

4. HCL Training and Staffing Services (HCL TSS)

HCL TSS is a subsidiary dedicated to training fresh graduates and equipping

them with industry-relevant skills. Programs such as the Early Career Program

and Training and Hiring Programs for Graduates and Engineering Graduates

are offered to bridge the gap between academic learning and industry

requirements.

9
 5. Returnship Programs

HCL's Returnship initiative is designed for professionals seeking to return to

the workforce after a career break. The program offers training to refresh

existing skills and learn new technologies, supported by mentorship from

subject matter experts.

6. Evaluation and Continuous Improvement

HCL employs various methods to assess the effectiveness of its training

programs, including employee feedback, performance metrics, and alignment

with organizational goals. This continuous evaluation ensures that the training

remains relevant and impactful.

In summary, HCL's commitment to employee training and development is

evident through its diverse programs and initiatives aimed at fostering a

culture of continuous learning, innovation, and professional growth.

1. Training Programs and Initiatives

 Technical Training: HCL offers extensive technical training to ensure

employees are proficient in the latest technologies and methodologies. This

includes hands-on experience with new software, tools, and platforms relevant

to their roles.

10
 Soft Skills Development: Recognizing the importance of interpersonal skills,

HCL provides training in communication, teamwork, and problem-solving to

foster a collaborative work environment.

 Management Development Programs: These programs are designed to

prepare employees for leadership roles by focusing on strategic thinking,

decision-making, and managerial competencies.

 Technology Leadership Programs: Aimed at cultivating future technology

leaders, these programs offer in-depth knowledge and skills required to drive

innovation within the organization.

2. HCL Training and Staffing Services (HCL TSS)

HCL TSS is a subsidiary dedicated to training and hiring fresh graduates. It

offers job-oriented courses that bridge the gap between academic learning and

industry requirements. Programs include:

 Early Career Program: Targeted at Class 12 graduates, this 12-month

program combines classroom training with professional practice to prepare

students for IT careers.

 Training and Hiring Program for Engineering Graduates: A six-month

program for BTech/MTech/MCA/MSc graduates, comprising three months of

classroom training followed by three months of professional practice.

11
 Training and Hiring Program for Graduates: Designed for BSc/BCA

graduates, this three-month program includes two months of classroom

training and one month of professional practice.

3. Mentorship and Coaching

HCL offers structured mentorship programs where experienced employees

guide new recruits, providing insights and advice to help them navigate their

careers effectively. Additionally, performance coaching programs offer

personalized support to enhance individual performance.

4. Learning and Development Centers

HCL has established dedicated learning centers, such as the HCL Education

Center in Hyderabad, to facilitate continuous learning. These centers provide

access to a wide range of courses, workshops, and seminars tailored to various

professional needs.

5. Employee Engagement and Recognition

To foster a culture of continuous improvement, HCL implements employee

engagement initiatives that include recognition programs for outstanding

performance and opportunities for employees to participate in decision-

making processes.

12
 6. Impact and Effectiveness

Studies have shown that HCL's training and development programs

significantly enhance employee skills and contribute to organizational success.

For instance, research indicates that these initiatives improve job performance

and align employee growth with company objectives.

In summary, HCL Technologies' comprehensive training and development

framework underscores its commitment to employee growth and

organizational excellence. By investing in various training programs,

mentorship opportunities, and continuous learning initiatives, HCL ensures

that its workforce remains skilled, motivated, and prepared to meet the

challenges of the dynamic IT industry.

13
COMPANY PROFILE

14
 COMPANY PROFILE

Headquarters in Noida

Formerly Hindustan Computers Limited[1]

Company type Public

Traded as BSE: 532281

NSE: HCLTECH
BSE SENSEX constituent
NSE NIFTY 50 constituent

ISIN INE860A01027

Industry Information technology

Consulting
Outsourcing

Founded 11 August 1976; 48 years ago[2]

Founder Shiv Nadar

Headquarters Noida, Uttar Pradesh

, India
Area served Worldwide

Key people Roshni Nadar Malhotra

(Chairperson)
Shiv Nadar
(Chairman Emeritus & CSO)[3]
C Vijayakumar

15
 (CEO)[4]

Products HCL Notes/Domino

HCL AppScan
HCL Connections
HCL Commerce
Actian
HCL BigFix
Starschema
WebSphere Portal
Ingres
HCL Unica
HCL Sametime
HCL iNotes

Services Software

Revenue 111,408 crore (US$13 billion) (2024)

Operating income 20,967 crore (US$2.5 billion) (2024)

Net income 16,565 crore (US$2.0 billion) (2024)

Total assets 99,777 crore (US$12 billion) (2024)

Total equity 68,271 crore (US$8.2 billion) (2024)

Owner Shiv Nadar (60.77%)

Number of employees 227,481 (2024)

Parent HCL Group

Website www.hcltech.com

Footnotes / references
Financials as of 31 March 2024

16
HCL Technologies Limited (d/b/a HCLTech) is an

Indian multinational information technology (IT) consulting company

headquartered in Noida. Founded by Shiv Nadar, it was spun out in 1991 when

HCL entered into the software services business. The company has offices in 59

countries and over 220,000 employees.

History

In 1976, a group of eight engineers, all former employees of Delhi Cloth &

General Mills, led by Shiv Nadar, started a company that would make personal

computers. Initially floated as Microcomp Limited, Nadar and his team (which

also included Arjun Malhotra, Ajai Chowdhry, D.S. Puri, Yogesh Vaidya and

Subhash Arora) started selling teledigital calculators to gather capital for their

main product. On 11 August 1976, the company was renamed Hindustan

Computers Limited (HCL).HCL Enterprise developed an indigenous

microcomputer in 1978, and a RDBMS, networking OS and client-server

architecture in 1983. HCL Technologies began as the R&D division of HCL

Enterprise.

The company originally was focused on hardware but, via HCL Technologies,

software and services became the main focus. On 12 November 1991, HCL

17
Technologies was spun off as a separate unit, being incorporated as HCL

Overseas Limited, a provider of software and technology development services.

In 1993, HCL also started providing enterprise IT infrastructure management

services, winning an order to establish India's first floorless, electronic stock

exchange for NSE.

In July 1994, the company name was changed to HCL Consulting Limited. On

6 October 1999, the company was renamed 'HCL Technologies Limited' for "a

better reflection of its

activities."

Between 1991 and 1999, the company expanded its software development

capacities to US, European and APAC markets.

Acquisitions since 2000

Number of acquisitions per year according to table below:

 In 2020 IBM acquired 5 companies

 In 2019 IBM acquired 1 companies

 In 2018 IBM acquired 3 companies

 In 2017 IBM acquired 3 companies

 In 2016 IBM acquired 12 companies

 In 2015 IBM acquired 13 companies

 In 2014 IBM acquired 4 companies

18
  In 2013 IBM acquired 9 companies

 In 2012 IBM acquired 9 companies

 In 2011 IBM acquired 8 companies

Intelligent
Oniqua
June 15, maintenance repair The
imag …
USA [194]
Holdings Pty Not disclosed
2018 and operations The
imag …
AUS
Ltd.
(MRO) solutions

Provider of open
July 9, [195][196]
Red Hat source software and The
imag …
USA $34,000,000,000
2019
solutions

US-based provider of
June 15, cloud cybersecurity [197]
Spanugo The
imag …
USA Not disclosed
2020 posture management
solutions

IBM to Acquire
WDG Automation to
July 8, Advance AI-Infused The
image
[198]
WDG Not disclosed
part

2020 Automation BRA

Capabilities for
Enterprises

Acquisition enhances
November TruQua IBM's expertise in [199]
The
imag …
USA Not disclosed
16, 2020 Enterprises migrating financial
platforms to SAP

Acquisition continues
November to advance IBM's [200]
Instana The
imag …
USA Not disclosed
18, 2020 Hybrid Cloud and
AIOps strategy with

19
 Application
Performance
Management and
enterprise
Observability
capabilities

Expertus
December Digital payments The
imag …
[201]
Technologies CAN Not disclosed
15, 2020 provider
Inc.

Acquisition enhances
December IBM's Hybrid Cloud [202]
Nordcloud
The
image
part FIN Not disclosed
21, 2020 Consulting
capabilities

Acquisition drives
January digital [203]
7Summits The
imag …
USA Not disclosed
11, 2021 transformations for
Salesforce clients

Acquisition to expand
Jan 14, [204]
Taos hybrid cloud The
imag …
USA Not disclosed
2021
consulting services

Acquisition to help
Organizations Use
April 15, AI-powered [205]
myInvenio ITA Not disclosed
The
image
part

2021 Automation to Better

Streamline Business
Processes

Acquisition to expand
May 18, The
image
[206]
Waeg Salesforce consulting Belgium Not disclosed
part

2021
services

June 17, Acquisition to expand Estimated [208][209]

Turbonomic The
imag …
USA
2021 AIOps (the use of AI $1,500,000,000 -

20
 to automate IT $2,000,000,000 [207]
Operations) to
application and
infrastructure
observability. This
also
included SevOne, a
network performance
management solution
as part of the
acquisition.

DevOps consultancy
July 8, BoxBoat and enterprise [210]
The
imag …
USA Not disclosed
2021 Technologies Kubernetes certified
service provider

Bluetab Hybrid cloud data

July 15, [211]
Solutions and analytics
The
image
part SPA Not disclosed
2021
Group, S.L. consulting

Cloud services
consultancy
specializing primarily
Feb 15, [212]
Neudesic in the Microsoft The
imag …
USA Not disclosed
2022
Azure platform,
along with bringing
skills in multicloud

September Digital product [213]

Dialexa The
imag …
USA Not disclosed
22, 2022 engineering services

December
Octo The
imag …
USA Not disclosed
2022

February GraphQL-as-a- [214]

StepZen The
imag …
USA Not disclosed
8, 2023 Service

21
June 26, [215]
Apptio Software-as-a-service The
imag …
USA $4,600,000,000
2023

December [216]
Streamsets Data integration
The
image
part GER
18, 2023

Network and IT
March 20, [217]
Pliant infrastructure The
imag …
USA Not disclosed
2024
automation

April 24, Infrastructure and [218]

HashiCorp The
imag …
USA $6,400,000,000
2024 security automation

Business lines

1. Business Services: This group's portfolio includes technical support

services, finance and accounting services, supply chain management,

knowledge and legal services, customer relationship management and

human resource outsourcing. Its vertical reach spans banking and capital

markets, insurance, healthcare and pharma, telecom, media, publishing

and entertainment, utilities, hi-tech and manufacturing, retail and

consumer packaged goods, and travel, transportation and logistics

industries.

2. Custom Application Services: This group's portfolio includes

application development, application support & maintenance, application

consulting, application integration, application re-engineering &

modernization, and application migration. Its vertical reach spans retail,

banking, insurance, media & publishing, gaming, and life sciences.

22
3. Engineering and R&D Services: This group's portfolio includes

hardware product engineering, embedded software and systems

development, mechanical engineering, software product engineering, and

engineering out of the box. Its vertical reach spans aerospace and

defense, automotive, consumer electronics, industrial manufacturing,

medical devices, networking and telecom, semiconductor, server and

storage, and software products industries.

4. Enterprise Application Services:This group's portfolio includes global

enterprise resource planning, application maintenance and support,

enterprise performance management and business intelligence, enterprise

asset management, and human capital management. HCL offers these

services across SAP, Oracle, and Microsoft technologies. Its vertical

reach spans aerospace & defense, banking services, consumer packaged

goods, insurance, government, life sciences & healthcare, manufacturing

& hi-tech, media & entertainment, oil & gas, professional services, retail,

telecommunications, travel, transportation and logistics, utilities

industries.To provide full life cycle suite of enterprise application

services, HCL acquired AXON Group Plc, making it the largest

acquisition in tech space by any Indian company.[15] HCL even won the

FT ArcelorMittal ‘Boldness in Business’ award in 2009 for this strategic

acquisition[16]

23
5. Enterprise Transformation Services:This group’s service portfolio

includes business transformation, technology transformation, data

warehousing and business intelligence, middleware and SOA, enterprise

content management and portals, independent verification and validation,

IT governance and process quality consulting.

6. IT Infrastructure Management Services:The group’s portfolio includes

cloud computing, end user computing, data center transformation,

network transformation, information security, integrated operations

management, cross functional services, mainframe and AS/400, and

system integration. Its vertical reach spans automotive, chemical, energy

(oil & gas) and utilities, financial services, hi-tech, insurance,

manufacturing, retail, travel, tourism & logistics, banking, consumer

electronics, food, beverages & tobacco, independent software vendors,

life sciences, healthcare & pharmaceuticals, telecom, media, publishing

& entertainment.

24
Partnerships

25
Awards and recognition

Executive Recognitions

HCLTech Chairperson Roshni Nadar Malhotra

 Named among The World’s Most Powerful Women by Forbes

 Recognized as one of the Most Powerful Women in Business 2023 by

Fortune India

 Won Business Today Most Powerful Women in Business Award 2023

 Included in India Today’s “The She List”, covering the top 100 women

achievers of India

 Won the Legacy Entrepreneur Award at the Express Awards for Women

Entrepreneurs 2024

 Won the Emerging Women Business Leader award at the Moneycontrol

Indian Family Business Awards 2022

HCLTech CFO Prateek Aggarwal

 Received the Group CFO of the Year - Large Enterprise award at the

ETCFO Awards 2024.

26
Corporate Recognitions

Diversity And Inclusion Recognitions

 Included in 100 Best Companies for Women in India list and was

recognized as “Exemplar of Inclusion” in Most Inclusive Companies Index

(MICI) 2023 by Avtar and Seramount

 Included in NASSCOM’s DEI Champions List - Jury Special Mention

 The Most Innovative Diversity Award from Synchrony

 Gold at the 2023 Brandon Hall Group HCM Excellence Awards™ for

“Best Advance in Leadership Development for Women” and “Best Advance in

Employee Recognition Program”; also won Silver for “Best Learning Program

for Unconscious Bias Awareness” and “Best Advance in Employee

Engagement”

Employer Recognitions

 HCLTech has been certified as Top Employer in 26 countries, with No. 1

ranking in 15 countries. Also received regional Top Employer certification in

three key geographies of its operations: Top Employer North America 2024

(ranked No. 1), Top Employer Asia Pacific 2024 (ranked No. 1) and Top

Employer Europe 2024 (ranked No. 2).

27
 Highest ranked India-headquartered IT company in the Forbes Best

Employers List 2023; Ranked seventh globally in the Professional Services

category

 Gold at the 2023 Brandon Hall Group HCM Excellence AwardsTM under

“Best Advance in Competencies and Skill Development” and “Best Unique or

Innovative Learning and Development Program” categories; Won Gold in the

Talent Acquisition category for “Rise at HCLTech” program

 Gold at the O’Reilly Awards 2023 in the “Best in Skill Transformation”

category; recognized for fostering talent, driving innovation and advancing

skill development to support clients in their digital transformation

 Gold at the ETHRWorld Future Skills Awards in the “Excellence in the

Learning Impact Measurement” category

 ETHREX Award for Exceptional Employee Experiences in the Large

Enterprise category

 Silver at the ET Human Capital Award 2024 for the Aspire program

under the category "Excellence in Creating a Culture of Continuous Learning

and Upskilling"

 Rated as Silver Employer under the India Workplace Equality Index

(IWEI)

28
 Recognized as the global runner-up for HCLTech’s communication

strategy toward its employees and stakeholder ecosystem during the pandemic

at the Duty of Care Awards 2023, hosted by International SoS

 Recognized among World’s Best Companies Changing the World;

Featured in the debut ranking by TIME Magazine and Statista

 Positioned as a Leader for the third consecutive year in Avasant’s Digital

Talent Capability RadarViewTM, 2023–2024

 Positioned as a Leader and a Star Performer in Everest Group’s Talent

Readiness for Next-Generation IT Services PEAK Matrix® Assessment 2023

Business Recognitions

 Three awards at Google Cloud Next’24: Global Talent Development

Partner of the Year Award, Industry Solution Services Partner of the Year

Award for Telecommunications, and Cloud Migration Specialization Partner of

the Year Award

 Dell Technologies 2023 Global Partner of the Year Awards in three

categories: Excellence in New Business Development – Global, Excellence in

Expansion – EMEA, and Excellence in New Business Development –

Americas

 Trailblazers of 2023 Award at the IBM Think Partner Excellence Awards

in Mumbai; only GSI to have won in the cloud business category

29
 2024 Intel EPIC Outstanding Supplier Award

 Winner of AWS EMEA Financial Services Innovation Challenge on

Sustainability

 System Integrator of the Year by Hewlett Packard Enterprise

 Commvault Pioneering GSI Partner of the Year 2023

 Excellence in Expansion and Optimization award for SAP Concur and the

Adoption Champion award for SAP Ariba at the SAP India Spend Connect

 Future Digital Award 2023 in the ‘Best IoT Device Management

Platform’ category for HCLTech’s IoT solution

 NetApp GSI Partner of the Year 2023 (NORDICS)

 Keystone Partner of the Year for UK and Ireland by NetApp

 Veritas Growth Partner of the Year 2023

 Recognitions for cybersecurity solutions: Fortinet (OT Partner of the

Year – North America), Microsoft Security (Identity Trailblazer – Finalist),

BeyondTrust (Trifecta Award) and CyberArk (Global MSP Partner of the

Year)

 Fluid Workplace 2023 SIIA CODiE Award in Best Emerging

Technology Category for Virtuality

30
 Fluid Workplace 2023 Globee® Awards for Information Technology

under five categories - (1) Customer Service Innovation (2) Business Analytics

Services (BAS) (3) Virtual Reality and Augmented Reality (4) Information

Technology Thought Leadership of The Year (5) Most Valuable Response by

IT Team of the Year (IT or Security)

Key Analyst Recognitions

HCLTech has received 300+ leadership rankings across horizontals and

verticals for FY 2024 which we believe further strengthen our credentials to be

a partner of choice for large enterprises in their cloud and digital

transformation journey.

HCLTech positioned as a Leader in

 Gartner® Magic Quadrant™ for Data Center Outsourcing and Hybrid

Infrastructure Managed Services, Worldwide*

 Gartner® Magic Quadrant™ for Public Cloud IT Transformation

Services*

 Gartner® Magic Quadrant™ for Outsourced Digital Workplace Services,

March 2024*

 Gartner® Magic Quadrant™ for Managed Mobility Services, Global*

 Gartner® Magic Quadrant™ for Managed Network Services*

31
 HCLTech recognized by its customer with the Gartner Peer Insights

Customers’ Choice distinction in Voice of the Customer for Data Center

Outsourcing and Hybrid Infrastructure Managed Services, Worldwide*

 IDC MarketScape: Canadian Managed MulticloudServices 2024 Vendor

Assessment (doc # CA50302123, February 2024)

 IDC MarketScape: Worldwide Software Engineering Services 2023

Vendor Assessment (doc # US51330523, Nov 2023)

 IDC MarketScape: Worldwide Smart Manufacturing Asset Management

Service Providers 2023-2024 Vendor Assessment (doc # US49760023, Dec

2023)

 Everest Group’s Microsoft Dynamics 365 Services PEAK Matrix®

Assessment 2023

 Everest Group’s 5G Engineering Services PEAK Matrix® Assessment

2023: The Next Frontier in the Hyperconnected Era

 Everest Group’s ACES Automotive Engineering Services PEAK

Matrix® Assessment 2023: Navigating the Future of Automotive Landscape

 Everest Group’s Digital Twin Services PEAK Matrix® Assessment 2023

 Everest Group’s Identity and Access Management (IAM) Services PEAK

Matrix® Assessment 2023

32
 Everest Group’s Talent Readiness for Next-generation IT Services PEAK

Matrix® Assessment 2023

 Everest Group’s Cloud Security Services PEAK Matrix® Assessment

2023

 Everest Group’s Software Product Engineering Services PEAK Matrix®

Assessment 2024

 Everest Group’s Application Transformation Services PEAK Matrix®

Assessment 2024 – North America & Europe

 Avasant’s Tech-enabled Sustainability Services 2023–2024 RadarView™

33
OBJECTIVE OF STUDY

34
 OBJECTIVE OF STUDY

 To Study The Role Of Training And Development Practices At Any

Organization.

 To Study The Status Of Impact Of These Practices At Hcl.

 To Study The Level Of Motivation Among Employees Towards

Various Training And Development Practices.

 To Study The Gaps In Knowledge Competency Skill And Experience

Within Organization.

35
 IMPORTANCE AND USE OF THE STUDY

To keep things in mind that as the ever changing competitive business

environment. New thoughts and ideas should pour into its, Research &

Development to innovate its existing products which should be beyond

competitors comprehension.

This study enables the user with answer to formulate an effective training and

development with a broader prospective to tap areas where it did not feel the

need earlier, hence the decision of whether to penetrate this section or not can

be found out at the end of the data analysis.

It also gives an idea of the potential of our business in the future & the

fluctuation in prices from time to time & from product to product.

Special reference is made to the improvement of ability of product in terms of

packaging& product innovations & advertisement always means to cut down

competitors.

36
 RESEARCH

METHODOLOGY

37
 RESEARCH METHODOLOGY
REASEARCH METHODOLOGY is a way to systematically solve the
research problem. It may be understood as a science of studying how
research is done. In it we study the various steps that are generally adopted
by a researcher in studying his research problem. It is necessary for a
researcher to design the methodology for the problem as the method may
differ from problem – problem.

RESEARCH PROCESS:
Research process consists of series of actions or steps necessary to
effectively carry out research and the desired sequencing of these steps. One
should remember that the desired sequencing of these steps. One should
remember that the various steps involved in a research process are not
mutually exclusive; nor are they separate and distinct. They do not
necessarily follow each other in any specific order and the researcher has to
be constantly anticipating at each step in the research process. However, the
following order concerning various steps provide a useful procedural
guideline regarding the research process

DEFINING THE PROBLEM:

The objective of the Research Report was to undertake a study on training
and development of the employees working in everyday, with a view to
know the improvement in performance after the training programme was
imparted to them.

38
DEVELOP A RESEARCH DESIGN:
Research design is the conceptual structure within which research is
conducted; it is basically the blueprint for the collection of data,
measurement it analysis of data. A research design is the arrangement of
conditions for collection and analysis of data in a manner that aims to
combine relevance to the research purpose with economy in procedure.
My research design is of descriptive type. A Exploratory research includes
survey fact – finding & enquiries of different kinds, with a major purpose of
description of affairs as it exists at present.

DATA COLLECTION: I have used primary and secondary data for which
a comprehensive questionnaire was prepared and was got filled up by the
employees of the organization.

PRIMARY
QUESTIONNAIRES:
A formal list of the questions answered by the employees of HCL and later
analyzing the responses.
We have used structured questionnaire as a formal list of questions produces
more reliable results.
Direct personal :
Personal interview is the most versatile and flexible.

INTERVIEW:
Direct face to face conversation helps in getting accurate data.
SECONDARY:
Internet
Books
SAMPLING:

39
Random sampling
Sampling procedure includes finite type of universe with random sampling
which comes under probability method of sampling because under this
method every item of the universe has an equal chance of being selected &
no place for biases.

SAMPLING DESING:
A sampling design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would
adopt in selecting items for the sample. Sample design is determined before
data are collected.
The sample size should also be ascertained before starting the research
program. The larger the sample sizes the better and accurate will be the
result. I have chosen a sample size of 50 employees although I wished that it
had been larger if the time would not have been the limiting factor.
sample size: 50

DATA COLLECTION:
The task of data collection begins after a research problem has been defined
and research design / plan HCL. While deciding about the method of data
collection to be used for the study, two types of data are used:
a) PRIMARY DATA are those which are collected a fresh and for the first
time, and thus happen to be original in character.
b) SECONDARY DATA on the other hand are those which have already
been collected by someone else and which have already been passed on.
c) The methods of collecting primary and secondary data differ since
primary data are to be originally collected, while in case of secondary
data the nature of data collection work is merely that of compilation.

40
d) PROCESSING & ANALYSIS OF DATA: The data, after collection,
has to be processed and analysed in accordance with the outline laid
down for the purpose at the time of developing the research plan. This is
essential for a scientific study and for ensuring that we have all relevant
data for making comparisons and analysis. The term analysis refers to the
computation of certain measures along with searching for patterns of
relationship that exist among the data – groups. The term processing
technically speaking implies editing, coding, classification, and tabulation
of collected data.

41
DATA ANALYSIS AND

INTERPRETATION

42
 DATA ANALYSIS AND INTERPRETATION
1. How do you rating the training output for the Up gradation of abilities?

Excellent 9
Very Good 12
Good 17
Average 9
Bad 3

Interpretation

18% respondent said that training output for the Up gradation of abilities is

excellent, 24% said that very good, 34% said that good, 18% said that average

and 6% said that bad.

43
 2. How do you rating the training output for the preparing for promotions?

Excellent 12

Very Good 9

Good 15

Average 13

Bad 1

Interpretation

24% respondent said training output for the preparing for promotions is

excellent, 18% said that very good, 30% said that good, 26% said that average

and 2% said that bad.

44
 3. How do you rating the training output for the preparing for future

assignments in same position?

Excellent 11

Very Good 8

Good 17

Average 11

Bad 3

Interpretation

22% respondent said that training output for the preparing for future

assignments in same position is excellent, 16% said that very good, 34% said

that good, 22% said that average and 6% said that bad.

45
 4. How do you rating the training output for the training in allied fields?

Excellent 8

Very Good 12

Good 16

Average 9

Bad 5

Interpretation

16% respondent said that the training output for the training in allied fields is

excellent, 24% said that very good, 32% said that good, 18% said that average

and 10% said that bad.

46
 5. How do you rating the output for the preparing for transfers?

Excellent 13

Very Good 14

Good 9

Average 11

Bad 3

Interpretation

26% respondent said that output for the preparing for transfers is excellent,

28% said that very good, 18% said that good, 22% said that average and 6%

said that bad.

47
 6. How do you rating the training output for the develop specific

abilities/competence?

Excellent 11

Very Good 16

Good 7

Average 14

Bad 2

Interpretation

22% respondent said that training output for the develop specific

abilities/competence is excellent, 32% said that very good, 14% said that good,

28% said that average and 4% said that bad.

7. How do you rating the training for performance appraisal?

48
 Excellent 16

Very Good 11

Good 14

Average 8

Bad 1

Interpretation

32% respondent said that training for performance appraisal is better to before

is excellent, 22% said that very good, 28% said that good, 16% said that

average and 2% said that bad.

49
 8. How do you rating the training for Discussion with superiors?

Excellent 11

Very Good 16

Good 7

Average 14

Bad 2

Interpretation

22% respondent said that training for Discussion with superiors is

excellent, 32% said that very good, 14% said that good, 28% said that

average and 4% said that bad.

50
 9. How do you rating the provided training of Training Department?

Excellent 13

Very Good 17

Good 11

Average 9

Bad 0

Interpretation

26% respondent said that provided training of Training Department is

better to before is excellent, 34% said that very good, 22% said that good,

18% said that average.

51
 10. How do you rating the effect of attended man days of training?

Excellent 11

Very Good 16

Good 7

Average 14

Bad 2

Interpretation

22% respondent said that the effect of attended man days of training is

excellent, 32% said that very good, 14% said that good, 28% said that

average and 4% said that bad.

52
 11. How do you rating the training provided helped in improving their work

performance?

Excellent 16

Very Good 11

Good 14

Average 8

Bad 1

Interpretation

32% respondent said that training provided helped in improving their work

performance is excellent, 22% said that very good, 28% said that good, 16%

said that average and 2% said that bad.

53
 12. How do you rating the effect of training and development system in
HCL?

Excellent 11

Very Good 16

Good 7

Average 14

Bad 2

Interpretation

22% respondent said that effect of training and development system in

HCL is excellent, 32% said that very good, 14% said that good, 28% said

that average and 4% said that bad.

54
FINDINGS

55
 FINDINGS

 18% respondent said that training output for the Up gradation of abilities

is excellent, 24% said that very good, 34% said that good, 18% said that

average and 6% said that bad.

 24% respondent said training output for the preparing for promotions is

excellent, 18% said that very good, 30% said that good, 26% said that

average and 2% said that bad.

 22% respondent said that training output for the preparing for future

assignments in same position is excellent, 16% said that very good, 34%

said that good, 22% said that average and 6% said that bad.

 16% respondent said that the training output for the training in allied

fields is excellent, 24% said that very good, 32% said that good, 18% said

that average and 10% said that bad.

 26% respondent said that output for the preparing for transfers is

excellent, 28% said that very good, 18% said that good, 22% said that

average and 6% said that bad.

 22% respondent said that training output for the develop specific

abilities/competence is excellent, 32% said that very good, 14% said that

good, 28% said that average and 4% said that bad.

56
 32% respondent said that training for performance appraisal is better to

before is excellent, 22% said that very good, 28% said that good, 16%

said that average and 2% said that bad.

 22% respondent said that training for Discussion with superiors is

excellent, 32% said that very good, 14% said that good, 28% said that

average and 4% said that bad.

 26% respondent said that provided training of Training Department is

better to before is excellent, 34% said that very good, 22% said that good,

18% said that average.

57
 Roles and Responsibilities

1. Training Needs Analysis (TNA)

• Collaborate with HR and departmental heads to identify skill gaps and

training needs.

• Conduct surveys, interviews, or assessments to gather data on employees'

development areas.

• Help prepare reports summarizing findings and recommendations.

2. Training Program Development

• Assist in creating training materials, such as presentations, manuals, and

e-learning modules.

• Research and suggest innovative training methodologies, tools, and

technologies.

• Help design customized training programs aligned with organizational

goals.

3. Coordination and Logistics

• Schedule training sessions and communicate details to participants.

• Arrange training venues, materials, and other logistical needs.

• Maintain training calendars and ensure sessions are executed on time.

58
4. Participant Engagement

• Act as a point of contact for participants, addressing queries or concerns.

• Assist in onboarding new employees by introducing them to relevant

training programs.

• Collect feedback from participants to gauge their learning experience.

5. Training Delivery Support

• Support trainers during live sessions by managing tools, resources, or

technical issues.

• Participate in delivering small training sessions or workshops, if required.

• Record and document training sessions for future reference.

6. Learning Management System (LMS) Administration

• Update and maintain training records in the LMS.

• Assist employees in navigating and accessing e-learning modules.

• Track participants' progress and generate performance reports.

7. Evaluation and Reporting

• Analyze training effectiveness through feedback forms, quizzes, or

performance metrics.

• Prepare detailed reports on training outcomes and ROI.

• Suggest improvements to enhance the effectiveness of future programs.

59
8. Employee Engagement Initiatives

• Help design and execute employee engagement programs, such as team-

building activities.

• Collaborate on projects to foster a culture of continuous learning and

development.

9. Compliance and Policy Adherence

• Ensure all training programs comply with HCL's policies and industry

standards.

• Help update training policies and guidelines, as needed.

10. Administrative Tasks

• Maintain accurate records of training attendance and certifications.

• Support budgeting and resource allocation for training programs.

• Handle communication and follow-ups with internal and external

stakeholders.

Key Skills to Exhibit

• Communication Skills: For effective interaction with trainers, employees,

and management.

• Organizational Skills: To manage schedules, materials, and logistics

efficiently.

60
• Analytical Skills: For evaluating training effectiveness and generating

insights.

• Technical Skills: Familiarity with LMS platforms and basic presentation

tools.

• Team Collaboration: To work seamlessly with HR and training teams.

• Adaptability: To handle dynamic situations and multiple tasks.

Learning Outcomes

• Deep understanding of training and development processes in a corporate

environment.

• Practical experience with tools like LMS, e-learning platforms, and

feedback mechanisms.

• Exposure to employee engagement strategies and HR best practices.

• Improved communication, presentation, and organizational skills.

• A strong foundation for pursuing a career in HR, learning, and

development.

61
CONCLUSION

62
 CONCLUSION

This Research Report deals with training and development of employees. It

main focus is on the training activities of HCL. I have also tried to analyze the

level of satisfaction achieved by the employees through these activities.

To achieve my aim I conducted an exhaustive search into the various training

and development programmes conducted by HCL during the period. I have tried

to examine the process adopted for introduction and conduction of such

programmes.

I also prepared questionnaire to obtain the training & development at HCL. An

analysis of the results was conducted to get an insight into the level of

satisfaction achieved through this training programme by the trainees.

63
RECOMMENDATION

AND SUGGESTIONS

64
 RECOMMENDATION

 These should be an increase in number of training programme for

workers and employees of different departments so that apart from

improving their out put they start believing the organization is making an

effort to improve their condition on the whole.

 A regular pre–employment training has to be a part of comprehensive

programme of employee's education.

 More interaction between the managerial staff and employees to be

encouraged and each supervision to give a report on the employees under

his supervision.

 The personnel department should give more consideration on the lowest

employee cadre for their social and economical development.

 The essentially like certificates for the training done to be given so that a

employee’s ego is also satisfied.

 The old employee who are master in their work should give sufficient

time with new ones so that loss factors

 Start of monetary and non – monetary regards to be given to improve

better cordial relation between the management and workers.

65
 SUGGESTIONS

As stated in the questionnaire the respondent stated their views regarding the

improvements needed in the training programme & service same of these

suggestions and recommendation are proceed regarding the training programme

are listed below.

 Such training programme should be held at regular intervals so that

trainer could update & review the training activities.

 Proper function of audio/ visuals aids should be provided by the

dependents.

 Pre information & suggestion regarding the training should be given &

taken respectively from the concerned trainees.

66
LIMITATIONS

67
 LIMITATIONS

The survey has been done with full efforts and utter car but still there are some

limitations beyond control which might make the findings and conclusion in the

report a little of beam.

Although we attained success in our dissertation to a great extent but still could

not provide the ideal state of training and development due to certain reasons

which are :-

1- The time is assumed that the information given by the respondents are

authentic and to the best of their knowledge.

2- Information provided by the respondents might be biased and have

variation with their actual action.

3- Subjective nature of the study the perception of the viewers change

and different conclusion can be drawn by different viewers.

4- It is assumed that the information give by the respondent by authentic

and to the best of their knowledge.

68
BIBILIOGRAPHY

69
 BIBILIOGRAPHY

1- ASHWATHAPA K, Human Resource and Personal Management.

2- MONAPPA & SAIYADAIN, Personal Management, TATA MC

GrawHill, second edition.

3- RAO VSP, Human Resource Management

4- Research Methodology CR Kothari

5- Newspaper

Times of India

Economic Times

6- Magazines :

Business Today

Business world

7- Website :

www.mahendra.com

www.google.com

70
APPENDIX

71
 QUESTIONNAIRE

Name:-
Designation :
Department:
1. How do you rating the training output for the Up gradation of abilities? ?

Excellent
Very Good
Good
Average
Bad

2. How do you rating the training output for the preparing for promotions?

Excellent
Very Good
Good
Average
Bad
3. How do you rating the training output for the preparing for future
assignments in same position?
Excellent
Very Good
Good
Average
Bad

4. How do you rating the training output for the training in allied fields?

72
 Excellent
Very Good
Good
Average
Bad

5. How do you rating the output for the preparing for transfers?

Excellent
Very Good
Good
Average
Bad

6. How do you rating the training output for the develop specific
abilities/competence?

Excellent
Very Good
Good
Average
Bad

7. How do you rating the training for performance appraisal?

Excellent
Very Good
Good
Average
Bad

73
8. How do you rating the training for Discussion with superiors?

Excellent
Very Good
Good
Average
Bad

9. How do you rating the provided training of Training Department?

Excellent
Very Good
Good
Average
Bad

10. How do you rating the effect of attended man days of training?

Excellent
Very Good
Good
Average
Bad

74
11. How do you rating the training provided helped in improving their work
performance?

Excellent
Very Good
Good
Average
Bad

12. How do you rating the effect of training and development system in
HCL?

Excellent
Very Good
Good
Average
Bad

75