The Role of Human Resource Management in

Training and Development Practises at

Infosys Private Limited:

Abstract:

Today in this contemporary world of competitors every

organisation need an effective human resource management to

sustain in the market. To succeed in the business the human

resource management practises need to be excellent. “Human

resources can create value and impact organisational result

more in some organisations than others.” (Mathis and Jackson,

2010) A pool of zestful employees is indeed in every

department of an organisation 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 organisation has a massive role in determining the

success and failure. (Redman and Wilkinson, 2002) The goals

and objectives of an organisation can be achieved only if

there is sufficient manpower and proper manpower planning by

the human resource management. Apparently successful

organisations 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. An experienced pool of employees in the

human resource department of an organisation have the capacity

to foresee the facts and they act accordingly by making plans

and implementing changes which are vital. All the human

resource activities are made into action only if an

organisation has such an efficient workforce collectively

working for the success.

Currently Human Resource Management has become more strategic

in nature. Even though there is subtle difference between

human resource management and strategic human resource

management the activities are all the same. The human resource

turns the strategies of an organisation into action through

making use of the available resource and manpower effectively.

(Analoui and Karami, 2003) A much more developed concept of

HRM practises are now in practise and in each and every step

of action it reflects. “Strategic Human Resource Management is

an approach that defines how the organisation’s goals will be

achieved through people by means of HR strategies and

integrated HR policies and practises.” (Armstrong, 2008) An

organisation make different strategies for achieving their

goals and objectives and many of them will be through

integrating plans which comes amid of an operation or due to

immediate need for changes in existing plans and

implementations. An effective human resource management team

make sure they have selected the appropriate candidates who

are trained in such a way that it helps to be proactive and

reactive according to need. A fair training and development

practises helps an organisation to make use of the complete

talent of an employee so that their productivity and profit

could be managed according to their strategies.

The major role of a human resource management includes

recruiting and selecting the appropriate candidate according

to the need and demand of the organisation. Every organisation

needs efficient pool of employee for meeting their goals and

objectives and it is indeed to practise a fair recruitment and

selection depending on the need. (Sims, 2002) Candidates can

make application based on the requirements and demands by the

organisation. That is for specific roles the academic

qualification, personal qualification, experience, language

and technical knowledge are essential and recruitment are only

based on this. Selected candidates will be placed pertinently

according to their talent and ability in performing the task

and assuring the right person according to need is very vital

for making sound results which are indeed. (Dale, 2004)

Training is a two way part in almost all the organisations

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. (McConnell, 2003) Training and

development is vital for the progression of the employees as

well as retaining them in the organisation, so that the

organisation can yield more productive results.

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 organisation or business cannot sustain in the

market without a sound IT back up. Every single child born is

getting to know about the role of IT in life from the day one.

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 30 countries and operating with more than

141000 employees. They are having branches in 33 countries

including developed and developing countries. They are into

business consultancy, technology and outsourcing business and

since many years the share value has always been on top.

Across the globe they do business and works for more than 2000

companies from different nations. The trust they created among

the clients is excellent and it is the major reason behind

their major business share from the existing customers, which

is 98.5%. The growth of the company was enviable and they have

employees from different parts of the country. Getting into

Infosys is very competitive and once anyone get into it they

are valued and treated in such a way that never makes a feel

for them to leave or even think about leaving the organisation

unless they are attracted by enamouring factors which are

unbeaten.

In this research the researches has carried out a detailed

analysis on the human resource activities in the firm and

based on the case study, the prior area of interest was the

training and development. The researcher has to choose various

data which are primary and secondary in nature to conclude the

research. The researcher identifies currently there are

effective measures taken by Infosys for their employees and

training and development process are quite often. The

researcher has identified some area of development and it

could help Infosys in meeting the future requirements of the

employees as well as the organisation. Training and

development has an imperative role in an organisations

success.

Table of ContentsAbstract:..........................................................1Chapter 1:.........................................................6

1.1. Introduction:...............................................61.2. Aims and Objectives:........................................9

Aim:...........................................................9Objectives:....................................................9

1.3. Research Scope:............................................13Background information about Infosys:...........................14

Chapter 2:........................................................172. Literature Review:............................................17

2.1. Human Resource Management role in an organisation:.........172.2. Training and Development:..................................20

2.3. Employee Satisfaction and Motivation:......................222.4. Employee Engagement:.......................................25

2.5. Employee retention and attrition:..........................28CHAPTER 3:........................................................31

3. Research Methodology:.........................................313.1. Research Methods:..........................................32

3.2. Mixed Research Methods:....................................32Quantitative Data:............................................33

Qualitative Information:......................................333.3. Research Approach:.........................................33

3.4. Research Philosophy:.......................................34Positivism:...................................................34

Phenomenology:................................................353.5. Data Collection:...........................................35

Primary Data:.................................................35Secondary Data:...............................................36

Data collection tools and techniques:.........................363.6. Research Ethics:...........................................38

3.7. Data Analysis:.............................................39Chapter 4:........................................................39

4. Results and Analysis of data collected:.......................397. Findings from data collection:................................52

8. Conclusion:...................................................54

9. References:...................................................56Bibliography:...................................................56

Internet sources:...............................................60

Chapter 1:

1.1. Introduction:

In everyday activity a single human can’t help without at

least a single element of IT. From the very fundamental needs

an individual experience the power and influence of ‘IT’.

Whatever area we are engaged into have massively hailed by the

influence of IT despite its sports, arts, entertainment,

science and technology, even in each and every single element

of life of a normal human being. IT is very dynamic and rapid

in nature. A new revolution has been occurred through IT

development and now it is an inevitable factor. (Lewis and

Slack, 2003) Today the sector is having immense importance and

many people are trying to get engaged to the respective area

of business. Despite logical or being creative, if an

individual is having the talent, they can get into an area of

IT and can excel if they are in the right choice. Potential

candidates always have immense demand in any market.

Especially in the developed and developing nations who are

into IT and outsourcing. Starting from the recruitment process

the human resource management has the responsibility over an

employee working in an organisation until he or she retires or

leave the firm. (Storey, 2007) In each and every stage of an

employee the human resource management team has a vital role

in assuring the best practises at work, health and safety, pay

roll and compensation and taking initiative in each and every

activity which drives the employees to success. (Armstrong,2008)

The need for potential employees in an organisation are never

ending and to make use of their potential, frequent training

and development programs are essential for any organisations.

It helps in fulfilling the needs of an organisation by

designing the existing work force and making them efficient to

perform each task. (Jackson, et:al, 2011) Effective

utilisation of manpower is inevitable for an organisation for

achieving their goals and objectives. The human resource

management are responsible for meeting the manpower

requirements of an organisation. Once a vacancy is identified,

it is the responsibility of the human resource team to

advertise the vacancies and recruit and select pertinent

candidates who can meet the requirements of the organisation.

Today every business area is competitive and in each area of

business qualified candidates are recruited. Most of the

candidates meet the primary requirements of the organisation

and succeed in getting through. The nectar of each employee

can be extracted only if they are provided with training and

other development measures. (McConnell, 2003)

“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

practises related to employees which help them to progress in

career and measures to be more efficienct.

Infosys is a well established organisation 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 organisation

which helps them to assure that they make use of potential

human capital available in the market. The best part of an

employee’s career and organisation’s need is after the

selection process, the training and development practises. It

is quite often in the organisation 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 practises. 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 organisation’s success and Infosys succeed in

managing their employees through frequent training and

development practises. 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 organisation and effective measure are

taken throughout the employee’s career with the firm.

(Saraswathy, et:al, 2011) 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

organisation 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 practises 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

organisation 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 organisation

culture and working nature could be analysed and understood by

the employee so 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 organisation

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.

Employee development are indeed and most imperative in a

developing organisation. (Daft, et:al, 2010)

Considering Infosys they start from the scratch through their

campus recruitment and educational development programs with

their educational partners across the nation. Talent may be

hidden or exposed, if it has the potential for meeting the

organisation’s goals and objectives, their hire them from the

scratch. Infosys organise a one day development program called

SPARK for students and candidates from outside, so that they

can develop their skills and knowledge. Education is offered

for the potential candidates selected and they have to

complete all the certification before getting into the firm.

The employees are provided with frequent development programs

and it is inevitable for them to follow and succeed each of

the. They provide attractive salary, commutation expense,

travelling and medical insurance for their employees to get

them comfortable at work. Infosys is focused on their employee

progression as well. The goodwill and brand name helps their

employees to make use in every circumstance they could. In

India in most of the cities Infosys employees are getting an

extra consideration as they are having the back up from a

highly trusted and reputed background.

Rejuvenating the thoughts of an employee is important for an

organisation to make them more productive (Bruce and Pepitone,

1998) and through frequent development programs it helps the

employee’s potential to be kept on linger. More over selected

employees are sending abroad for their projects every year, so

that it helps to make them more loyal as well as more

efficient with comprehend knowledge. Apart from all these

company give preference to their personal values and leisure

for keeping them refreshed. Infosys arranges many activities

like sports and arts for their employees as part of their

recreation activities.

This research is based on the training and development

practises at Infosys to identify how effectively they are

managing their intellectual capital and what measures are

considered for betterment. In a glimpse Infosys is one of the

top star rated organisation in India to work with and most of

the students and candidates are targeting the organisation as

they believe it is a matter of pride and would be a privilege

if they could become part of the team. The researcher have a

different perspective and opinion about the current practises

as from the primary and secondary information collected, the

researcher identified the attrition rate in Infosys has grown

up in the beginning of this financial year and most of the

employees are not updated with latest technology and changes

as their clients are still the same and they have to stick on

the conventional way of doing things. The research would be

carried out after consider all the related factors and data

would be analysed by considering the latest practises at the

firm.

1.2. Aims and Objectives:

Aim:

To investigate the effectiveness of training and development

practises at Infosys, India

Objectives:

Every research is based on some specific objectives. The

researcher pursues the research objectives through various

methods and in this research it is based on the training and

development practises at Infosys, India. Let us have a close

look at the objectives of this research.

To identify the human resource practises at Infosys,

India

Human resource management in an organisation is responsible

for the human capital, which are inevitable for achieving the

goals and objectives. From the first day of interaction of a

candidate with the organisation, the human resource has a

pivotal role. The major human resource function includes

recruitment, selection, training and development, performance

appraisal and retention of the effective workforce. Infosys is

having a very systematic and structured recruitment process

and only candidates with high potential can get through. There

will be different stages of recruitment and selection process

is more complex because candidates with higher potential can

be identified if there is proper screening. Those who have the

immense potential in the specified area will be hired by the

company. Training is an imperative part of employee

development and it is very frequent at Infosys from the day

one. To become an employee at Infosys is really a herculean

task as the candidates need good amount of knowledge, talent

and the potential to deliver the best for the organisation and

self. Performance appraisal measures are seriously considered

by the organisation and those who perform becomes eligible for

the appraisal. Through internal training, development

programs, recreation programs, providing facilities and

appraisal on performance helps them to retain their potential

employees. The human resource management at Infosys is very

sound and in later part of the research we will get into

detail.

To analyse the contribution of IT sector in India

The IT sector in India is having immense potential in the

global market as it is enriched with talented candidates. An

impending and demanding career in IT sector always attracts

students to choose IT which will help them to have a better

career in near future. This situation exists since last two

decades and a majority of the students or graduates choose IT

sector these days. Information Technology has made a massive

impact in the global market and India has been one among the

topmost benefited country with the growth of IT. Many

companies have already made their footprint in this sector

since the revolution started in 1990’s. The global economy has

controlled and dominated by the IT sector now and Indian

economy has massively hit by the impact of the IT revolution.

The fact is that the impact of IT has made massive changes in

the job market as it helped to increase the employment ratio

and many youngsters are easily getting jobs because of the

need of potential candidates in an emerging market. The

lifestyle of every single person has had a drastic change and

now even the impact of IT reflects on a new born baby. The

industry is expected to grow a 19% more by end of this year as

per the ‘National Association of Software and Service

Companies (NASSCOM)’ and the experts expect a growth of 23-27%

by end of 2012 in the industry. The main attraction is the

projects of developed countries offshore their business to

other countries and in IT India is a major option for these

giants. The major reason behind choosing India is because of

the availability of skilled labour and they need to pay very

less compared to their people working for limited hours with

less productivity. Now other developing countries are also

getting into the business, nevertheless India remains on the

top position in offshore business, especially IT-BPO sector.

To analyse the effectiveness of training and development

at Infosys

Training and development is an inevitable factor for the

employee development as well as the organisation development.

Efficient employees are the assets of any organisation as they

are imperative for achieving the goals and objectives of the

organisation. An employee’s potential can be utilised by an

organisation only if they provide proper training and consider

employee development practises frequently. Infosys is having

Gold standard (Forrester Research) in their training and an

employee working there takes the privilege. Since years they

have been awarded many times for their excellence in training

and employee development practises. In the year 2004, 2009

they have been awarded by the (American Society for Training &

Development) (ASTD) for their excellence in employee learning

practises and excellence in training. Apparently the training

and development program at Infosys seems to be amiable for

employees and it has put Infosys on the top star. Many

organisations hire employees with experience in Infosys with

less recruitment practises and more attractive salary because

of their excellence. In fact in general they are one of the

leading organisations with excellent employee development and

welfare practises and they stood on top with in the country.

Even though they are rated excellent in their training and

development, there are records and reports on their hardcore

training which have ended up the career and life of many

individuals, which will be discussed further in this research.

To identify the employee retention and attrition at

Infosys

Employee retention and attrition is equally important when the

business is fast paced and challenging. The IT being very

challenging, need for talented candidates are very high and at

the same time retaining a pool of ineffective employees pull

off their scope. Infosys is presently having only an employee

utilisation rate of 78%, despite they have excellent and award

winning training and development practises. Being a market

with potential candidates and progressing IT companies, every

company have to contribute the best for their employees to

help in managing and retaining efficient employees. Infosys

attrition rate for the previous year was 17% which have come

down to 15.6% and thus the retention rate as well. (Deccan

Herald) In IT sector as an impact of the global recession

there have been a drastic cut off happened in many companies

with manpower and benefits. Most of the companies were forced

to cut down their employees and as a result the

underperforming employees lost their jobs even without a

chance to progress. The attrition rate has risen and retention

becomes less. Today the situation is changing and employees

are retaining for more productive results, despite the boom in

IT are slightly approaching the maturity. Infosys is now

moving on with new strategies for retaining the work force for

a promising future.

To evaluate the employee satisfaction at Infosys

IT sector in the country promise enamouring lifestyle to the

candidates and in the last decade the purchasing power,

demanding nature and lifestyle of the public has drastically

changed. Infosys being the second largest IT organisation

plays a very vital role in these practises. Their employees

have a dignity is the IT sector and it is pertinent for the

employees or candidates to choose Infosys among their priority

work place. This is the most imperative factor which attracts

a new candidate to the organisation, the brand name. While

working with a reputed organisation, the employees took the

privilege. Infosys provides all facilities for the employees

including frequent internal training, medical insurance for

family members, house rent expenses, travelling facilities,

compensatory off and their campus includes all those

facilities including canteens and restaurants, ATM’s, Café

centres, swimming pools, gym and lots of attracting

facilities. They provide many recreation programs to keep

their employees motivated. Satisfying the employees is very

important and Infosys take an extra care for assuring it.

Their Human Resource team continuously works for helping the

best satisfaction practises for the employees. The salary at

Infosys is on par, nevertheless competitors pays more. The

performance appraisal practises are going on frequent, but for

a newly joined candidate to be a senior developer, have to

wait for years. Talented employees get promoted only to a

certain level. Apparently they are having enamouring

facilities and practises which can help the employee

satisfaction. The human resource has a significant role in

taking care of those activities which can help the

satisfaction among the employees. The employees who wish to

work abroad for a specified period of time has the choice of

expatriate assignments, if they prove their talent. This is

another major factor helping the satisfaction of employees.

To identify the measures taken by Infosys for improving

their training and development

Apparently the whole global economy is again going to a crisis

and each and every sector is under threat. The IT being sector

around the world is struggling from crisis and many business

outsourced have been recalled. Domestic markets in many

developed countries are occupied by expatriates and people

became jobless. India is having many IT companies and most of

their hubs are in Bangalore, Karnataka. Infosys is the second

largest IT Company in the country and they are doing something

different and have proven their capability even during this

crisis. It happened only because they have efficient and

potential employees who have the talent which have been

pertinently utilised by the company.

1.3. Research Scope:

While carrying out a research the author must be well aware

about its scope. A research may be carried out for identifying

solution or reason for a research problem. “Research has its

special significance in solving various operational and

planning problems of business and industry.” (Kothari, 2009)

Today every industry and emerging markets are under threat and

only those who deliver excellent services and products can

retain in the business. The global recession and its after

effects have drastically impacted the IT sector. In India

there are many IT companies and lots of people working in the

industry. Apparently only those companies who deliver

excellent services to their clients can only survive in the

market. Infosys has been one among the IT giants in India

since two decades and now the second largest in the country.

Training and development is always an inevitable part of a

professional and making it an outstanding one is imperative

for the organisation. Being in a very competitive market,

Infosys has to strive for promoting their employees by

providing excellent training and development practises for

them to be the best. Infosys is not having a sound retention

and attrition rate so far, despite the current year progressed

a bit. An organisation has to yield the full potential of an

employee and to extract the nectar from them, they need to be

utilised in such a way that they feel comfortable and get

engaged with work. (Federman, 2009) Training is a key part of

this process. An employee cannot progress only by training and

through continuous work, instead development practises are

indeed for an individual to be the best performer. Learning is

an important process in employee development as the employee

progress at work, he or she need to improve their skills in

order to take advantge over competitors. In an IT company, the

project managers play a vital role in ensuring their team

members get enough training and provide learning skills,

especially through e-learning. (Schwalbe, 2009) The human

resource management is responsible for taking care of the

employee development practise through providing coaching,

inspiring, motivating and providing facilities for internal

learning. (Randhawa, 2007) An employee performs better when

they are working in a challenging and busy environment. The

current situation explains the demand for training and

development practises in an organisation. as we mentioned

earlier the attrition and retention rate at Infosys is not

sound, the need for further training and development

increases. An organisation always try to retain their

efficient pool of employees through providing and satisfying

their needs. Training and development has an immense scope in

this area of business as it is having a pivotal role in

employee engagement, which is imperative for any organisation.

The researcher would like to make a study on how they could

make an additional move towards their employee development

through training and development practises which are

inevitable. This will help them to be on top by helping in

retention and attrition, optimum customer satisfaction and

high committed employees who are engaged with the firm.

Background information about Infosys:

With a revolution into the Indian market and IT industry,

Infosys commenced business three decades ago in 1981. Mr:

Narayana Moorthy, Nanadan Nilekani, S.D. Shibulal, Kris

Gopalakrishnan, N.S. Raghavan and Ashok Arora 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

organisation and today they are having business across the

globe. The endeavour 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 enamouring infrastructure and

technological development practises 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 (Rank 15) 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 141800 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 8099 Crores with a Net profit of INR 1906 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.

Recruitment and selection is a major activity which can

determine the future of an organisation and it need to be very

systematic and organised. Infosys recruited more than 15000

employees in the last quarter which is happening after a long

period. Every year they receive lacks of application and only

considered will be 3-5%. The progress of the company demands

for more recruitment and this year they have recruited more

employees for their new and current ventures. An addition in

clients (45, new) is a bonus for the company as they could

express their talents in different perspective because the key

disadvantages of employees at Infosys are that majority of

them are dealing with the same old clients and their demands

remain same for all the times. Most of the times they are in

to maintenance work and less chance for development works were

there. The addition of clients have created a much more better

platform for the existing and new projects as they can make

use of their complete knowledge and do something different

from the conventional style of doing things. New projects and

clients give scope for better future for any organisation and

this increase the demand for employees and organisations been

versatile which is imperative.

Focus on youth is the key strategy for recruitment at Infosys

that is they have many programs and practises for attracting

potential candidates over the nation. “Catch them young” is an

awareness program for the students in urban areas organised 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 organised by the

company for employees and students from outside very often, so

that they can know more about the organisation and the IT

industry.

Training and Development at Infosys are star rated and have

been chosen many times as the best and creative. Before

considering the job and career the candidates need to be aware

of the training and development practises in an organisation,

whether it helps them to progress and becomes more

professional at work. Infosys is having an outstanding

employee development practises and training programs which is

having international quality and standard. They have no

compromise in quality and standards, whoever it may be, the

client or the employee. The ‘Catch them Young’ is helpful for

the organisation to attract talented candidates to the firm in

future and they can be in touch with the company for

increasing their knowledge and database. Another major program

to catalyse the potential talent is their campus connect

program in which they identify the talent from the different

campuses inside the country. This is also helpful for the

candidate to get motivated and helps to make them feel

inspired and motivated. So in a nutshell we can say that the

development program of an 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 emphasise everyone to learn during work. The

organisation will provide every facility for the employees to

learn and develop, not only for the organisation’s progress,

but also for the employee’s personal development.

Chapter 2:

2. Literature Review:

Reviewing the literature is an imperative task for an academic

research as it is a vital source of knowledge and information.

“It is an essential preliminary step in any research.”

(Armstrong, 2008) Researchers make use of the information

provided by different authors which helps the research

massively. “It is helpful in developing the skills and

capabilities of the research.” (Karlsson, 2009) It is the

significant task for a researcher to collect and review the

literature required for a research and it is feasible for the

researcher as it is less expensive and easily accessible. In

this research the researcher makes use of the academic

libraries, online libraries and have even go through free

magazines and articles to make a study on the research topic.

Let us have a look at the literature required for this

research.

2.1. Human Resource Management role in an organisation:

Human Resource management in an organisation has a massive

role in it s operation and activities. An organisation having

an effective human resource team and human resource practises

can only survive and make profit in today’s business

situation. It is a strategic and organised process (Armstrong,

2006) in which the human capital in an organisation can be

effectively utilised for achieving the goals and objectives.

Every organisation is forced to make an extra move which helps

them to take a competitive advantage in their business, which

is inevitable in this competitive market. This is practical

only if an organisation is having an efficient team of human

resource people (Sims, 2006) working for their success.

Business expansion and diversification is important for a

leading organisation as they cannot satisfy their customers

always with the same products and same quality of service

because competitors and alternatives play a major role in

attracting the minds of customers. Only an efficient work

force can make each and every endeavours of the organisation

successful.

Human resource management is having various definitions and a

simple definition is “It is a management function that helps

mangers in hiring, motivating and maintaining human capital in

an organisation.” (Aswathappa, 2006) The recruitment,

selection, training, employee development, performance

appraisal, employee welfare, employee retention, whatever

functions related with the employees in an organisation is the

responsibility of the human resource management. Every

organisation recognises the need for the human capital in

business and managing them is the responsibility of the human

resource management by providing them what they want. As the

business grows, the role of human resource management in an

organisation becomes more significant. (Bratton and Gold,

2001) The organisation has some goals and objectives and it

can be achieved only if their manpower is utilised properly in

such a way that it helps to put their fuller potential at

work. The efficiency of human resource in an organisation lies

in making the employees to work with their full effort and

efficiency, so that they can help the goals and objectives of

the organisation and at the same time through achieving their

personal targets. (Randhawa, 2007) The business today has

become more challenging and the present scenario is that only

those organisations with high employee engagement practises

are getting into the equilibrium or making profit. This is

possible only if the human resource team take care of those

activities which help an organisation to be enriched with

efficient manpower who are committed. The human resource team

has to consider both employee development and organisation

development before they make any plans or make implementation

to the existing system. Any changes in working nature or

environment must assure that it is amiable to the employees

where they can produce their maximum output. So the human

resource managers must spot the bottom and consider only those

who have the ability to satisfy both targets. So when

considering about human resource management, they take care of

comprehensive factors in an organisation related with

employees towards the attainment of the organisation’s

targets.

Recruitment and Selection is an ongoing and inevitable process

in an organisation and it is the responsibility of the human

resource management to assure they make the best choice

available. Every stage of an employee is important,

nevertheless the recruitment and selection has something extra

to do with because it is the primary stage of an employee

within an organisation. (Millimore, 2007) The human resource

management identifies the need for manpower and carry out the

recruitment and selection process in an organisation. Getting

on into an organisation depends on the nature of the business

and human resource practises they deal with. “The job based

recruitment and selection may be flexible depending on the

organisation.” (Beardwell and Claydon, 2007) In some

organisation it is easy to clear these processes, where as in

some other organisation it includes various stages for

recruitment and selection, especially in those organisations

where immense potential and skill of the employees are

inevitable. IT industry is such type of an industry where the

recruitment and selection process are very systematic and

coherent. “Recruitment can broadly defined as the practise of

deciding what the company needs in a candidate and instigating

procedures to attract the most appropriate candidate for the

job.” (Edward and Rees, 2007) Today most of the markets are

enriched with candidates with immense potential and talent. It

is the responsibility of the human resource management to

attract those talented individuals to the organisation through

various recruitment processes. An organisation may receive end

number of application, but a systematic and organised

recruitment practise helps to screen the application and send

invitation only for those who are eligible. In many

organisations today there are specific team from human

resource who are responsible for screening and allocating the

application. Today most of the organisation prefer the campus

recruitment and promote graduate schemes for candidates who

express interest, so that they can assure the best choice from

the market. They will send the invitation for selection to the

eligible candidate either through email or through calls.

Selection is the next stage in which the human resource

assures the best candidates who are needed for the

organisation. “It is a part of the recruitment process in

which decisions will be made who to join and appointed for.”

(Armstrong, 2008). Selection is a systematic process in which

the candiate has to go through various stages, which is for

analysing the capability of the candiates and assure they are

pertinent for the role. Depending on the companies, it varies.

Concerning an IT sector it is very systematci and candiates

have to undergo various stages of selection than in other

areas of business. while dealing with international clients,

the employees must be having such a potential to meet their

needs and handle them with care and ensuring satisfaction. The

human resource must assure the sufficent manpower for their

organisation and their productivity need to be assured by

helping them with training and development practises.

Motivation and appraisal are part of the employees career

within the organisation. An efficient employee becomes

productive only when they are provided with enough knowledge

and inspiration at work and it is made possibel through

training and development activities.

2.2. Training and Development:

“Training and development can change job behaviour and overall

job performance.” (Laird, et:al, 2003) Managing the human

capital is not an easy task especially when the business is

wide and has immense scope in the market. The turbulent nature

of the market is always a threat for any organisation as

satisfying customers is imperative and competitors has a

pivotal role in changing the minds of customers. (Burke and

Cooper, 2006) The strategies of the organisation must be set

in such a way that their workforce can deliver on any type of

market, especially when the conditions are turbulent. The

human resource management must assure their employees have the

potential to meet all the requirements and needs of the

customers or clients. Training and development is an

inevitable part of an employee’s career in an organisation.

The globalisation has improved the nature of business is many

economies and all the markets are in challenging nature with

heavy competition. It is not possible for an organisation to

compete in the market without efficient manpower. Training and

development improves the potential of the employees in an

organisation. (Jackson, et:al, 2011)

“Training helps to create an internal culture focused on

continuous improvement.” (Lockwood, Worboys and Kothari, 2006)

Training is the most fundamental and vital factor for any

individuals career. Companies are competing each other to

provide excellent training for their employees which has a

direct impact on their performance. It is indeed for helping

the performance of an employees. (McKenna and Beech, 2008)

Employees need to perform their best so as to achive their

personal targets as well as the organisation’s. in most of the

companies an employee gets a fundamental training as part of

the selection process, which helps to get an idea bou the

organisation, working culture and their personal role in the

organistaion. Through training an employee the organisation

helps to improve their skills which are indeed in their

performance and it helps in letting them know what the

organisation expect from them. The fundamental training is

mandatory for every employee who join an organisation. In

small organisatios training is mostly a one time activity as

they deal only with similar tasks at all times, but in other

organisations, ther are having more competition and need to be

versatile. The potential of the employees need to be utilised

immensly and for that training is imperative. “Training is a

set of activities which focus on developing the employees as

well as organisation’s performance.” (Beardwell and Claydon,

2007) Employees need to be updated with technology and the

market needs. The volatile nature of the markets always

demands for high productive employees who can act versatile

according to need and demand. Training the employees to meet

these requirements and needs of the customers and the clients

is essential for an organisation. demanding nature of the

market and business increases the need for training in any

organisation. Employees performance and productivity increases

(Ekerman, 2006) when they are provided with proper training.

it is the responsibility fo the human resource management to

assure their employees get training when ever needed.

Training is an ongoing activity in many organisations. (Mathis

and Jackson, 2010) As the employee progress in career, further

training proceedures need to be opted by the organisation to

assure the emoplyee has knowledge and capability in performing

further. It is inevitable for an organisation to achieve the

goals and objectives of the organisation. (Saiyadain, 2009) If

a new product or project is introduced the employees gets

trainig about how to handle with it and how to meet the

expectation of the clients and customer using it. So training

is very frequent in most of the organisation, especially the

internal training programs. Training is an expensive task

(Tracey, 2003) for the organisation, 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 organisations as well because it has immense

role in achieving the organisations 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 practises in

an organisation. (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 organisation 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 organisation are not merely based

on organisation development, it is meant for development of

their employees. Development practises are very often today

and it is an essential factor which helps the organisation to

make use of the employees talent at all times according to

need. (Werner and DeSimone, 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

organisation 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 practises are having immense scope as it

is meant for both organisational and employee’s progress. When

the employees’ performance increases, it reflects on the

productivity of the organisation.

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 organisation to take a competitive

advantage in the business, which is to take job competencies.

(Wilkinson, et:al, 2009) To meet the competition in the market

the employees need to make productive results according to

deamand and must succeed in winning the customers mind and

assure optimum satisfaction. The frequent training and

development practises in an organisation helps in improving

the potential among the employees and it results in higher

productivoty. 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 organisation 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 time for implementation are rapid in

nature.

2.3. Employee Satisfaction and Motivation:

Satisfaction and motivation are related factors which have

immense role in the performance of an employee. The

productivity and effectiveness of an employee can be achieved

only if they are satisfied and motivated with their work.

“Satisfaction from work is an emotion which an employee

consciously or unconsciously desire to obtain from work.”

(Wagner and Hollenbeck, 2010) The organisation must be aware

of those factors which satisfies the employees as it is having

a major role in the performance of employees. Satisfaction

factors vary from one person to other. If an employee gets

satisfied by the brand name and salary, the other may be from

the relationship and values at work. For another person it may

be the flexibility of work. Whatever the factors are,

satisfaction is an inevitable factor for making the employees

effective. An organisation giving immense preference to

employee satisfaction always takes advantage in the market

with higher productivity. (Bourne and Bourne, 2011) The

competitive nature of the business demands for this and those

who fail in satisfying the employees are less productive in

action. The leaders and managers have a major role in assuring

high level of job satisfaction and motivation among the

employees. (Gaspar, et:al, 2005) The productivity is always an

inevitable factor for an organisation and the leaders can

influence their team members through satisfying them and

taking initiatives measures for motivating them to work with

their maximum effort.

“Job satisfaction is a pleasurable feeling that results from

the perception that one’s job fulfils or allows for the

fulfilment of one’s important job values.” (Wagner and

Hollenbeck, 2010) Every employee working in an organisation

has some expectation about their job and job values. Before

choosing an organisation to work, an individual considers many

factors which drive to join the firm. So it is a very

significant task for the management that they assure high

level of employee satisfaction and motivation for their

employees to help their goodwill. Only an organisation giving

preference to their employees’ values and efforts can be

successful in this contemporary business world. (McPhie, 2009)

The employee satisfaction and motivation in an organisation

helps the performance of the organisation and they will have a

very good goodwill. So an individual before choosing a job

will prefer to work in an organisation with a better goodwill,

where they expect high level of employee satisfaction and

motivation exists. It is imperative for an organisation to

consider the employee welfare practises so as to assure the

satisfaction among their employees.

“An employee needs to work effectively and efficiently for

making success to the organisation and for this they need to

perform their best, which is possible through considering job

satisfaction measures and motivation to employees as these are

interrelated.” (Kondalkar, 2009) Productive results are

inevitable and it can be achieved only if the employee is

making use of his or her full potential at work. For the

employees to be fully effective, the organisations must

succeed in assuring the satisfaction and motivation among

employees. Employees are normal human beings with emotions and

feelings and in a working environment with constant nature

they feel less comfortable and the work becomes tiresome. So

the organisation has to consider they take initiative in

making measures which could satisfy their employees. (Nelson

and Quick, 2008) A positive emotion among the employees

motivates them in getting more committed with their work and

they would put their maximum effort in making productive

results. Satisfaction is a feeling of human mind which

inspires to get committed with the organisation and work. The

management must consider all those measure which helps in

satisfying their employees.

The leaders and managers takes the responsibility in making

the working environment cordial for all, so that everyone

feels to do something for the team which eventually results in

achieving the goals and objectives of the organisation. There

are various factors which need to be seriously considered by

the managers and leaders in assuring high level of

satisfaction among their employees, which are a fair working

environment, employee relationship, employee welfare practise,

training and development. (Pearce, et:al, 1977) Customer

satisfaction is the key objective of any organisation and for

this the employees need to be very concerned about customer

satisfaction and their role in satisfying them. (Fogli, 2006)

Only a satisfied employee can satisfy the organisation’s

customer or they can assure best practises which helps to

improve customer satisfaction. So for an organisation to

assure best customer satisfaction practises, they need to

consider and assure employee satisfaction to the optimum level

through considering the effective measures which could help in

creating an environment which is enamouring.

Motivating employees is an inevitable task for success in an

organisation. “It is the arousal direction and persistence of

behaviour.” (Daft and Marcic, 2010) Motivating is not an easy

process, but a vital one for the success. Despite the job in

an organisation, an individual needs motivation in life for

becoming an achiever. Whatever we do there is some motivating

factor which drives us to do that task. “Motivation is a

process which that accounts for an individual’s intensity,

direction and persistence.” (Robbins, 2009) Regarding a

business organisation, they need the potential and talent of

their employees and driving them towards the goals and

objectives is a very significant task. Motivated employees are

more committed and loyal to the organisation and they always

make productive results. “Motivation is a very complex subject

which is very personal and influenced by different variables.”

(Mullins, 2008) So an organisation must consider the

motivational factor affecting an employee to make them more

productive and to help them to achieve their goals and

objectives. Managing their emotions is very important to

motivate the employees and the organisation has to consider

valuing their emotions. Every individual working in an

organisation must be treated equally and they must be

benefited for their effort and commitment.

Employee motivation and satisfaction is a very essential

factor to be considered by the organisations in making

productive results and for that they have to invest on human

capital for their welfare and development. (Gittman and

McDaniel, 2008) The most fundamental role in motivating an

employee is identifying the factors helping motivation of

employees. Motivational factors vary from one person to other.

It is the organisations’ responsibility to identify these

reasons. (Bruce and Pepitone, 1998) Money is a major

motivational factor for a group of people, where as sound

relationships and fair working practises for others, some

employees’ gets motivated while working in a lively

environment and some gets motivated while working in an

organisation which has an employer brand. Whatever the reason

may be, the organisation has to identify this and take

effective measures for motivating their employees to make

productive results. An inevitable part in satisfying and

motivating the employees is through adopting pertinent

measures in training and development practises in an

organisation. Internal training and learning helps employee to

improve their skills and thus they feel comfortable at work,

where they have a better role in the business, which makes

them feel satisfied and motivated. (Egan, et:al, 2004)

If we are taking an IT industry as an example, there are

thousands of employees working in an organisation from

different background and culture. So apparently it seems like

the factors affecting their satisfaction and motivation are

the attractive salary, glorified job, dignity in public and

the employer brand. These all are factors which could help the

employee to get motivated and satisfied, but only some

fundamental factors. Whatever the brand name may be or how

much the salary may be, after a while these factors cannot

help much in satisfying the employees. There are various other

factors like nature of the job, relationship among employees

and management, behaviour of colleagues and supervisors,

employee’s role in the business and many other factors like

repeating nature of the job, chance of appraisal and

promotion, abroad assignment and many more. So the

organisations must consider all possible measure which could

help to make a drive in their employees and thus they make

maximum productive output. Training and development provides

an opportunity for employees to grow and it makes them feel

they are becoming more professional. (Ghuman, 2010) This feel

is very important for each employee working in an IT sector

because professionalism is a very significant and fundamental

factor for every employee or engineer who deals with a project

or team work.

2.4. Employee Engagement:

An employee working in an organisation can be either

productive or not, depending upon how engaged they are to

work. Employee engagement and its importance are improving day

by day. This was an existing concept, but was not much in

attraction. Since last two decades the need for employee

engagement and measures for employee engagement are under the

most priority among the entire organisation across the globe.

“Employee engagement has been in the forefront of the

discussion about employee motivation and commitment since many

years.” (Wiley, 2010) An organisation with engaged employees

makes better results than an organisation with less engaged

employees, despite the salary or brand is enamouring.

Successful organisations in today’s world of business are

having excellent employee engagement practises and they take

the advantage from competitors. Earlier the organisations was

concentrating only on employee satisfaction and commitment and

now the preference goes on employee engagement, which is a

comprehensive term (Thomas, 2009) for all those activities or

the results of all those activities. “Employee engagement is a

high level of commitment that can be developed between

employees and organisation.” (Hannagan, 2008) This measure by

the organisation in getting the employees engaged with work is

very significant to compete in the market and taking advantage

over competitors is not a matter of goodwill these days, but a

matter of sustainability. Employee engagement practises may

vary according to the organisation nature, nature of work,

need and demand of the employees and market. Every business

activity is interrelated and employee engagement is a very

vital phenomenon to be considered by the organisation

crucially. The productivity, profitability and employee

turnover in an organisation determines its future in the

market. And this is a result of high employee engagement

practises, the ‘Gallup’ report states. Engaged employees are

very loyal and committed, so each step they make will be

towards the attainment of the company goals and objectives. An

organisation with higher employee engagement practises are

having less attrition rate, high profitability and more over

they attract more and more young and promising talents to

their company.

Training and development is an inevitable process in improving

the employee engagement practises in an organisation. It is a

positive approach to the employees (Lopez, 2011) which are

indeed for making them more productive and satisfied. Through

improving their role and importance in business, organisations

are giving them a chance to perform their best and not

pressure will be implied on employees once they are trained

and educated. In every organisation, especially in corporate,

professional trainers or training managers are responsible for

assuring their employees are getting engaged through training

and education. Any organisation interested in their employees

invests on training and development practises (Federman, 2009)

in an organisation which helps to improve the performance and

commitment of the employees. Getting more and more engaged

employees is an imperative task for a developing organisation

and for those who are established, they have to increase their

goodwill.

A business progress or growth starts from the bottom line,

whatever it may be. It is very important for an organisation

to consider each subtle factors affecting business because if

they fail to do that, their competitors will and take

advantage from that. This increases the need for training and

development practises from the bottom level. (Russel, 2010) In

many organisations the development practises and internal

training are meant for those who are having the major

responsibilities and importance in vitalising the people who

are involved with. That is literally it was meant for leaders

and managers to improve their skills and thus to guide their

performance and operations in an organisation. (McPhie, 2009)

Training improves the potential of the employees and makes

them comfortable at work, which helps in putting their work

and role in linger for the organisation’s development and at

the same time the progress of those who are engaged with. So

it is essential for considering the employees from the bottom

level and assures they are provided with proper training and

development (Cook, 2008) for getting engaged with the firm.

Every employee has to play their role for satisfying the

clients or customers and any dragging in an area of business

may impact the whole business and the organisation loss its

productivity, which will be a major threat in a challenging

business environment. So every employee has immense importance

and getting them engaged is an imperative task for the

management. Training and development programs on a regular

basis are inevitable for improving the employee commitment and

helping them to get engaged in business. (Pride, et:al, 2010)

The leaders plays a major role in getting the employees

engaged through managing their positive emotions at work.

(Marrelli, 2009) Positive emotion at work is imperative for an

employee to get engaged. Through managing fair relationship at

work leaders makes a good ambience for the employees to work.

To manage this situation effectively, the leader must be

engaged to the organisation and work, which is only possible

through proper training and development practises. (Rowe and

Guerrero, 2011) Even though the organisation has to invest

more on training and development practises in an organisation

developing the skills and talent of each employee is essential

for the success. The leaders identify the need and measure for

employees to get engaged with work and they take necessary

initiative in providing them the best. They contribute a major

share in identify and assessing the level of employee

engagement practises in an organisation and helps in taking

measures for effective employee engagement practises. (Roweand Guerrero, 2011)

IT industry needs high level of employee engagement practises

to get their employees to make use of their skills and

knowledge at work. As it is an industry in which every

organisation have clients across the globe and maintaining a

specific standard and quality for products and services is

inevitable. High level of employee engagement is vital for an

IT company and those who take the advantage makes more

goodwill and business. Engaged employees are more likely to

stay with the organisation for long (Thorne and Mackey, 2005)

and it is very significant for the organisation. So valuing

and considering the employees and their emotions is crucial.

Through continuous training and development, the organisation

succeeds in managing a sound work force with high skills and

talent, which is indeed for anyone to improve and progress.

Through providing ongoing training and education, the employee

gets a chance to develop more and it helps them in delivering

more productive results and could get engaged with new

projects, nevertheless it improves their potential. (Rutledge,

2005) So through these practises it helps to get employees

engaged with their work and it is inevitable.

2.5. Employee retention and attrition:

This is a major role of human resource management in an

organisation. The human resource management have the

responsibility in assuring the effective workforce in an

organisation and for that, both attrition and retention has

very significant role. (Taylor and Stern, 2009) Potential and

efficient employees need to be maintained in the organisation

where as unproductive and lazy employees need to be considered

for attrition. “Employee retention is a critical issue that

needs to be handled with precision so as to avoid adverse

affects of attrition on the organisation.” (Ghuman, 2010) Same

like attrition must only be considering the available manpower

inside the organisation and inside the market where the

organisation spot their business. There have been many

literature on retention and attrition which gives and precise

knowledge and at the same time a different perspective of

these two issues. An organisation valuing their workforce

indeed retains their potential employees and succeeds in

business. An organisation chooses various measures for

employee welfare and development which helps to increase their

potential and role in the business.

“Employee retention in an organisation refers to keeping their

employees stay for long over a given period of time.” (Carsen,

2005) Only those employees with high potential and ability to

perform need to be retained because they can make changes and

bring success to business. Retaining the workforce is not an

easy task and at the same time it is an expensive method.

Organisations invest on employee retention because it is

profitable in long term (Abele, 2008) because those employees

who the organisation wishes to retain are trained and

experienced. Most of the organisation wants those employees

who wish to leave the organisation, (Armstrong, 2010) because

they have the potential to perform more and make use of their

knowledge in a better organisation where they will be

benefited more. In the present scenario the global market is

enriched with many talents and only those organisations that

effectively make use of them makes success. Making use of the

effort and efficiency of an employee for the long term is

inevitable for an organisation. So retaining the effective

work force for achieving the goals and objectives (Mathis and

Jackson, 2010) has become an effective part of the strategy

and organisation are competing each other for retaining the

most talented human capital. “An important principle behind

maintaining a quality workforce is employee retention.” (Deb,2007)

Retaining the effective workforce for productive results is a

major part of the organisation’s strategy because availability

of human capital is a significant factor affecting the

business. Employee retention is not an easy process because

the organisation always tries to retain those with high

potential who always have great demand in the market. “This is

helpful in reducing labour cost, making productive results and

helps the organisation in taking competitive advantage over

competitors.” (Jackson, et:al, 2011) An employee’s

productivity level helps to value the efficicency and those

who have the potential has higher productivity. Retaining and

inefficient work force is not feasible for the organisation as

it results only in increasing the cost of labour and the

productivity will be less. So retention of employee must be

only based on their productivity and efficiency. (McConnell,

2003) Every organisation trains their employees to build up

their skills and knowledge, which is imperative for the

success. Development measures are considered by the

organisation for helping the employee to progress and make

them feel comfortable at work. Taking care of the employees

and making pertinent measures for employee retention is a very

significant task. (Mathis and Jackson, 2010) Every

organisation has to seriously consider the measures to be

taken for making pertinent measures helpful for retaining

their productive human capital.

“Attrition or employee turnover is the rate at which people

leave an organisation.” (Armstrong, 2010) The attrition rate

of an organisation has a major role in attracting new

candidates to the organisation. an organisation with higher

employee turnover ration is less prefered by candidates

seeking for a job and those with less less attrition gets

prefered. People consider such an organisation with a higher

attrition rate give less preference to their workers and

measures for employee development are less. (Wilkinson, et:al,

2009) Attrition is also an inevitable factor in an

organisation’s business because reatining the less productive

workforce is more harmful. (McConnell, 2003) Those employees

who are less productive and those who are unable to catch up

with the colleagues may even drag their team members to less

performance. In this competitive world every organisation has

to take effective measures for helping their productivity and

employee development. Every employee is getting training for

their roles and apart from this internal education and

development programs are quite often. When an employee becomes

less productive even after getting all these benefits, the

organisation has to consider about the attrition. Every

organisation concentrates on retaining employees and prefers

to reduce their attrition rate. (Sims, 2006) Human capital is

an inevitable part of any business and making use of it

effectively is imperative for an organisation to achieve its

goals and objectives. An organisation with less attrition rate

is having more loyal and committed employees

Training and development is a serious measure for employee

retention and attrition. Every organisation must consider

seriously about the training and development (Ghuman, 2010) of

their employees as it has a direct impact on employee

retention and attrition. (Carsen, 2005) Today the importance

of training and development programs in an organisation is

inevitable for retaining an effective pool of employees. It

gives the opportunity to progress and develop the skills and

ability of the employee. This helps every employee to take

advantage in this competitive business nature and they can

make up their role efficiently. Training is a mandatory

process which helps the organisation to deploy the efficient

team for productive results. (Cassidy, Kreitner and Kreitner,

2010) Development measures need to be seriously considered

because an organisation can grow only through their employees’

progress. Any organisation failing to value their employees

are having attrition rates than other companies and it creates

a negative emotion and impact on the employees.

Performance appraisal measures are a major factor helping in

the retention and attrition of an employee. This is helpful in

making a chance for the employees and organisation to make an

evaluation on the performance of every employee. It is an

ongoing process and it helps to determine who have made

changes to business and who all are capable. Those employees,

who perform and work hard gets benefited and those who fails

to perform and having a sloppy attitude to work will be

crucified. “It is a structure process which helps to determine

the performance of employees over a period of time and

identifying how effectively they could perform in future.”

(Randhawa, 2007) The employees who perform will be benefited

either monetarily or non-monetarily. Performance appraisal

measure can impact the retention and attrition of an employee.

(Carsen, 2005)

CHAPTER 3:

3. Research Methodology:

“A research is an inevitable factor in any business. It is

helpful for the organisation in what their customers and

employees want and what changes need to be made.” (Bradley,

2007) The aim and objectives of a research varies according to

need and demand. It is identifying the existing factors which

are unknown to the researchers, for the development of the

organisation and to contribute to the progress of the

business. Research methodology in a research helps to identify

the research problems and through a systematic process

(Kothari, 2006) it helps in solving the research problem.

Before considering the research methodology, the researcher

has to consider all the aspects of the research that is the

aim, objectives, research approaches, data collection and

analysis methods.

Here in this research the researcher needs to identify the

training and development practises at Infosys. The research

will be focused on the merits and demerits of these practises

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 practises at Infosys, India. The

researcher has to consider the following objectives before

carrying out the research.

To identify the Human Resource Practises at Infosys,

India

To analyse the contribution of IT sector in India

To analyse 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

“Knowledge of research methodology is essential if valid and

results are to be achieved.” (Strazzari and Trevallion, 2003)

The research topic is having importance in the current

business it is related with the development of employees and

organisation through the training and development practises in

an organisation, Infosys India, the country’s second largest

IT Company. This research is predetermined and the researcher

has to consider collecting primary data as well apart from

secondary information, because the issue is related with the

contemporary situation.

3.1. Research Methods:

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. So a mixed approach (Buchanan

and Bryman, 2009) to research is chosen by the researcher for

assuring the legitimacy.

3.2. Mixed Research Methods:

Integrating both quantitative and qualitative (Cresswell and

Clark, 2011) data are essential for this and it is chosen by

the researcher to make the research authentic. A research on

training and development practises at Infosys and its impact

on employees and organisation productivity will be analysed

through this research. Let us have a look at the quantitative

and qualitative information for a research and its importance

and need in this research.

Quantitative Data:

A systematic and structured process is followed by the

researcher in collecting quantitative information. (Jakubiak,

et:al, 1990) A quantitative data means those data which could

be measured, counted or valued in numerical terms which helps

in identifying the facts about the research. this may be like

large, small, average on which the researcher makes the

findings. “Quantitative data consists of close-ended

information in which the researcher sets in advance the

response possibilities, such as an instrument with responses

from strongly disagree to strongly agree.” (Swanson, 2005)

Being a research with a predetermined aim and objectives the

researcher has a precise knowledge about what need to be

collected and how and when. The questionnaire made by the

researcher includes some quantitative information which is

imperative for the success of the research.

Qualitative Information:

The researcher collects qualitative information where the need

for legitimate and relevant information is significant. In

this researcher the researcher is concentrating on the

training and development practises at Infosys, which is having

immense role in the market. A study on an IT industry and its

significant factors are always welcomed by the people who seek

importance. Qualitative information makes an insight

(Armstrong, 2009) into the real happenings and the existing

situation and practises could be easily identified by the

researcher in this type of data collection. The researcher

has to collect various data and information, which is very

relevant for making a precise understanding about the current

situations in the market, organisation and the perception and

attitude of employees. Making use of the literature of various

authors is one method of collecting qualitative dat. The

researcher carries out interviews in person, through phone and

even through social networks for collecting information which

are relevant and qualitative.

3.3. Research Approach:

An inductive or deductive approach to a research can be chosen

by the researcher. Both are acceptable to the research and it

depends on the researcher to make a choice of which approach

to be selected for the research. “Both approaches are

applicable in identifying the aim and objectives of the

research.” (Ethridge, 2004) The researcher has to consider the

research topic as well as the related factors and the ways to

pursue the research objectives. An inductive approach includes

collecting various information and data related to the

research through collective effort of participants and finally

they conclude the results with a theory. Whereas the deductive

is in an adverse manner that is the researcher follows a

specific theory or principle for a research and carryout the

research on the basis of this and finally conclude whether the

research were pertinent for this research or not. In this

research the researcher is collecting both primary and

secondary and a mixed data collection method is adopted by the

researcher. So a deductive approach seems to be one which is

less amiable for this research.

A research carried out considering an inductive approach tends

to be time taking (Gratton and Jones, 2010) than a deductive

approach because the researcher has to go through more

resource for concluding the research. “Deductive, at the same

time the risk involved and time involved is less as it is

based on theories.” (Saunders, et:al, 2009) Being a research

based on the efficciency of the training and development

pratcises at infosys, the participation of the employees is

imperative to know thei emotional feelings, satsifaction and

attituide towards organisation and towards the training and

development measures they take for employee development and

organisation development.the individual participation and

feelings of the employees are considered and information will

be collected through a collective effort, which results in

choosing an inductive appraoch for the research.

3.4. Research Philosophy:

“A research methodology is based on a research philosophy

(Armstrong, 2009) and the researcher can make use of various

research philosophies for the research.” the researcher can

make use of different research philosophy and for this the

researcher is considering positivism and phenomenology for

this research. Let us have a look at which one would be

cordial for this research.

Positivism:

“Positivism is an approach which has been chosen by many

organisations and researchers for carrying out in the research

early days (Swanson, 2005) and still it is having its

importance.” It is a philosophy in which the researcher will

have some basic and significant information and knowledge

about how to carry out a research. “Most of the research has

its roots in positivism.” (Teale, 2002) This traditional

philosophy proclaims that the ‘reality is constant and be

examined and analysed. It is more conventional and the

researcher focuses the world as an external factor. “The

contemporary view on positivism identifies that it clinches

the logical view of facts.” (Ethridge, 2004) In this

researcher the researcher can’t go for positivism philosophy

as this not merely based on theories and it is about

identifying facts through physical effort. So a positivism

philosophy is not appraopriate for this research.

Phenomenology:

“Understanding the phenomena rather than identifying the facts

associated is the nature of a research under phenomenology

philosophy.” (Armstrong, 2009) No external focus on world by

the researcher and everywhere there is a source of data and

information that is the world is considered as subjective.

Emotions and feelings of the participants and those who are

associated with the research and topic are considered by the

researcher in this philosophy. Here in this research, the

focus is on the employees and the training and development

practises at Infosys. So the world (Infosys and Indian IT

market) is subjective and not external. Data and information

is everywhere and there are various participants involved. The

researcher has to collect qualitative information and thus the

emotions of the participants are taken into serious

consideration. So a phenomenology seems to be more cordial for

this research and the researcher would go on with the

phenomenology.

3.5. Data Collection:

The most important and vital area of a research is data

collection. The researcher must have a precise knowledge and

idea about what need to be collected, how to collect, from

where to collect and when. The researcher can collect both

primary and secondary data for a research and can choose both

together. This research is based on collection of both primary

and secondary data. The researcher makes use of various tools

and techniques for collecting both primary and secondary data.

Primary Data:

A researcher collects new and fresh data which helps to

improve the legitimacy of the research. Those data collected

freshly and for the first time for a specific purpose is

primary data. This research topic is related with contemporary

issues and collecting new and fresh information is inevitable.

The researcher has to collect many information and new ideas

from different source either qualitative or quantitative.

Collecting the pure and pertinent information is possible

through primary data and the researcher makes use of

interviews, observations and questionnaire surveys for

collecting primary data. The researcher has interviewed

employees in Infosys and came to know about some relevant

information which was imperative for the research. The

questionnaire were distributed among the employees in their

Mysore and Bangalore branches with the help of some other

participant (Friends) working there. Some of the data and

information are collected through market observations and

randomly having conversations with IT graduates who are

seeking for their jobs, their response really helped in

knowing the expectation and results of Infosys training and

development practises. The researcher had made use of every

possible resources of collecting data for the research.

Secondary Data:

The previously collected data and information by another

person or organisation are used by the researcher for their

research. This is helpful in increasing the knowledge and idea

about the research topic and to know more about how to carry

out a research. The researcher has chosen both primary and

secondary data as the need for secondary data cannot be

evicted for assuring the legitimacy of the research. The

limitation of the researcher in collecting more primary

information is also a major reason behind choosing secondary

data for this research. The researcher has gone through many

literatures and case studies to make an idea and to improve

the knowledge about the research topic and to know more about

how to carry out a research. Being a contemporary issue and

having immense potential nationally and globally, the

researcher could easily get the data and information about

research topic. Even the newspaper could help massively in

getting new and relevant information about the market

conditions and IT industry. The company information and new

changes are always available through newspapers, journals and

articles. So the researcher makes use of both the primary and

secondary data for this research and data will be collected

through various resources.

Data collection tools and techniques:

Data collection tools and techniques need to be analysed by

the researcher to make sure which all would be appropriate for

the researcher. In this research the researches makes use of

the following tools and techniques for collecting relevant

data and information required for the research.

1. Literature Review:

A research topic can be analysed and interpreted through

review of literature. Many authors have expressed their views

on this research topic and it is imperative to make knowledge

about the available literature. Training and development

program is an inevitable part of the research and the related

literatures are available through academic libraries and

through articles.

2. Interviews:

Interviews are very vital for a research which aims to collect

primary information about the research. The researcher

conducted the interviews face to face and through phone calls.

It was very helpful in knowing the current happening in the

market and company. Apart from this the most vital part of

this method was to catch up the emotional attitude towards

work and organisation.

3. Questionnaire Surveys:

Surveys are conducted for collecting quantitative and

qualitative information. The researcher prepared a

questionnaire and it was distributed among the participants.

The questionnaire consisted of 15 questions an there were 50

participants for the survey. The time and geographical

limitation of the researcher limited in conducting a survey

including more participants. Even though there were few

participants, it was helpful in collecting relevant

information about the research topic.

4. Case Studies:

Researcher has gone through few case studies for collecting

data and information related with the research topic. This was

helpful in collecting adequate information for the research.

5. Video conferencing:

This was helpful in contacting few of the participants who

were known and who were contacted through phone. Most of them

were friend of a friend and they helped in knowing more about

the experience with the firm of their own and of their friends

who dropped out of interviews and after training.

6. Market Observations:

Observing the market is very significant because this is a

contemporary issue and need to be observed carefully. Changes

are very often in the industry and the organisation chosen for

the research is the second largest IT Company of the country.

So a keen observation about the research topic is imperative.

3.6. Research Ethics:

Ethical values of the researcher and participants have a

massive role in the research. The researcher is responsible

for valuing and considering these values for the research.

“The research ethics those who all participate in the research

and how the researcher values the core values and principle

while collecting data through them.”(VanderStoep and Johnston,

2009) The participants of a research may be from different

background and culture. So the researcher must be well aware

about how to treat every participant for the research. A

research to be legitimate, the researcher has the core

responsibility of keeping the ethical values of the research.

“Research ethics includes the need of the researcher to act

with integrity and honesty by valuing the participants of a

research.” (Armstrong, 2009) Let us have a look at what all

factors need to considered by the researcher for the research.

Respect for persons: A research participants may be from

various backgrounds, age group, and gender and with different

designation. The researcher must be well aware about the fact

of equality among all participants. Every one varies in

behaviour and attitude, but the researcher has to consider all

these facts.

Beneficence:

Sometimes the researcher has to consider benefits for the

research participants. In this research the researcher

couldn’t bear financial aspects or benefits to the

participants, instead for every participant a small

complementary gift has been given by the research to reserve

the gratitude.

Justice: Every participant has equal importance and no one is

contacted with any bias or prejudice. Every member helped in

data collection and the researcher is thankful to them. No

discrimination has been made on any basis and justice to all

was assured.

The researcher has maintained the confidentiality of the

research as some of the participants do not want to express

their name or information everywhere. So in this research the

researcher are not disclosing any participants name (or have

used fake names) for helping the confidentiality. Some of the

information has been collected only through taking advantage

of the friends and relatives working within the firm. Every

data collected are honest and the integrity of the research

have maintained by the researcher.

3.7. Data Analysis:

Analysing the data is a very significant task in a research.

The knowledge of the researcher was limited, even though the

researcher managed to collect maximum available legitimate

data for the research. The data collected were recorded in an

excel sheet and some of the conversation were recorded as

audio. The researcher has analysed and conducted the survey

with the help of an online survey provider to help the

authenticity of the data. Microsoft word was used to record

the subjective data and some of the audios were transferred to

word with the help of some participants, so that the data

would be safe. All the word and excel documents were saved in

the personal pc as well as in external memory devices to

assure the safety. Analysing the data is not an easy process

and the researcher had the privilege of the help from the

academic tutors and some professionals to analyse the data.

The documentation of data helped in analysing the data without

much hassle.

Chapter 4:

4. Results and Analysis of data collected:

As the researcher mentioned earlier, the data has been

collected through using various tools and analysis. The

researcher will explain one by one in this part.

Questionnaire Surveys:

The researcher has designed a questionnaire for conducting the

survey and it has been distributed to the randomly collected

employee at Infosys. Some of them were not able to handle

directly and researcher mailed it to the respondents. Under

every question a space were left for their suggestions and

separate column for their feedbacks at the end. There were a

total of 50 members for the survey. Let us have a look at the

questionnaire and responds.

Q.1:

In which age group you belong to?

Age Number Percent

age18-25 20 40%25-35 16 32%35-45 9 18%45-55 5 10

TOTAL 50 100%

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. Here majority is less

experienced and chance of emotional imbalance is very high.

Q. 2:

Kindly mention you gender:

Gender Number Percenta

ge

Male 31 62%

Female 19 38%

Total 50 100

In this challenging environment no organisation 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 male and it doesn’t mean it is a male

dominant organisation. Equality among all without any

discrimination exists in the organisation.

Q.3:

In which income group you belong to?

Income

(INR)

Number Percenta

ge

15000-

25000

22 44%

25000-

35000

14 28%

35000-

45000

9 18%

45000-

50000

5 10%

Total 50 100%

Here also the majority is youth and most of them are in their

first job. So training is an inevitable factor for them to

know how to work and what the organisation expect from them at

work. The emergence of the industry has been in the market

only since two decades and thus the availability of senior

members are comparatively less in IT sector than other. Only

those who have the immense potential and capability are in the

top level.

Q.4:

The inspiration behind choosing Infosys:

Reason Number of

employees

Percenta

geBrand 19 38%

valueCareer

focus

17 34%

Quality of

life

6 12%

Need for

job

3 6%

Campus

recruitmen

t

5 10%

Total 50 100%

The reasons for the employees to choose the organisation 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 practises. The quality of the

employees’ life is assured through these practises.

Q. 5:

Your current job helps you to in your progression and

development

Reason Number of

employees

Percenta

geStrongly

Agree

8 16%

Agree 10 20%

Neither

agree or

disagree

6 12%

Disagree 18 36%Strongly

disagree

8 16%

Total 50 100%

This response from the employees states that majority of them

are less comfortable with their current working practises and

only a few of them feel comfortable. From this we can

understand that the current job is not satisfying the needs

and expectation of every employee and they need change to

happen.

Q.6:

Your training practises are always excellent and helps in your

personal development

Reason Number of

employees

Percenta

geStrongly

Agree

9 18%

Agree 12 24%Neither

agree or

disagree

8 16%

Disagree 19 38%

Strongly

disagree

2 4%

Total 50 100%

In the previous question most of them answered they feel less

comfortable about their progress and development practises at

Infosys and in this section 42% of the employees are satisfied

with their current training practises and 42% are not. So the

researcher could identify that there is a need for changes in

training practises at Infosys.

Q.7:

At Infosys employees’ professional and personal development

practises are seriously considered and the organisation

considers frequent measures for helping it.

Reason Number of

employees

Percenta

geStrongly

Agree

3 6%

Agree 11 22%Neither

agree or

disagree

7 14%

Disagree 20 40%

Strongly

disagree

9 18%

Total 50 100%

Most of the employees disagree that the organisation values

for their personal professional development at Infosys. They

give preference to the organisation development than the

employee development. Employees are trained only for achieving

their goals and objectives.

Q.8:

You are satisfied with the current training and development

practises

Reason Number of

employees

Percenta

geStrongly

Agree

6 12%

Agree 14 28%Neither

agree or

disagree

6 12%

Disagree 17 34%Strongly

disagree

7 14%

Total 50 100%

The employees have different opinion about the training and

development practises at Infosys and it is important for the

organisation to make an analysis and identify how they could

better their part and what measures to be taken for

improvement.

Q.9:

Infosys value for your effort and performance appraisal

measures are very often to motivate you

Reason Number of

employees

Percenta

geStrongly

Agree

4 8%

Agree 16 32%Neither

agree or

disagree

8 16%

Disagree 14 28%Strongly

disagree

8 16

%Total 50 100%

Infosys is having frequent performance appraisal practise

which helps an employee to progress in career. Among the

respondents, the new employees feel satisfied with the

performance appraisal practises, but from the feedback some of

the senior employees are not comfortable with the current

performance appraisal practises

10. Infosys have professional trainers who have good knowledge

and capability to vitalise employees

Reason Number of

employees

Percenta

geStrongly

Agree

16 32%

Agree 18 36%Neither

agree or

disagree

5 10%

Disagree 9 18%Strongly

disagree

2 4%

Total 50 100%

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

Q.11:

Infosys’s frequent internal training and education practise to

help the employees to be more capable at work are very

effective

Reason Number of Percenta

employees geStrongly

Agree

17 34%

Agree 21 42%Neither

agree or

disagree

4 8%

Disagree 6 12%Strongly

disagree

2 4%

Total 50 100%

The trainers at Infosys are having a great dignity inside and

outside the organisation and they are the most vital part of

the organisation as they are responsible for building a

foundation as well as vitalising the talent of each employee

at all times.

Q.12:

The training and development for a fresh candidate at Infosys

is beneficial even when they are from different background

Reason Number of

employees

Percenta

geStrongly

Agree

16 32%

Agree 18 36%Neither 5 10%

agree or

disagreeDisagree 9 18%Strongly

disagree

2 4%

Total 50 100%Q.13:

Infosys value for your lifestyle, comfort, health and welfare

Reason Number of

employees

Percenta

geStrongly

Agree

24 48%

Agree 18 36%Neither

agree or

disagree

3 6%

Disagree 4 8%Strongly

disagree

1 2%

Total 50 100%

The organisation 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.

Q.14:

The projects at Infosys are always new and demanding which

helps employee to develop further and increase their potential

Reason Number of

employees

Percenta

geStrongly

Agree

4 8%

Agree 9 18%Neither

agree or

disagree

8 16%

Disagree 18 36%Strongly

disagree

11 22%

Total 50 100%

Most of the projects Infosys deals with are obsolete and their

clients are the same. So there is 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. Most of the employees get dissatisfied with

this practise as it is a hindrance in front of them which

lessens their opportunity to progress.

Q. 15:

Are you satisfied with the current training and development

practises at Infosys?

Result Number Percenta

ge

Yes 20 40%

No 30 60%

Infosys training and development practise have been awarded

for excellent, despite many of their employees’ claims they

are not happy with the current practises and would like to see

some changes in which the employee progression will also be

seriously considered.

The analysis has been made by the researcher after considering

the suggestions and feedbacks by the respondents in the

questionnaire they returned. There were 75 questionnaires and

50 of them had response. The researcher had made no

discrimination in collecting data and made use of every source

available.

Interviews:

From the questionnaires the researcher has collected some

vital information regarding the research. In this session, the

interviewer has collected some primary data which are

inevitable for this research. Through their experience with

the organisation, the employees have expressed their views and

expectations on their organisation. The names of the

respondents are not mentioned to keep it confidential and only

few of their conversation which tend to be useful are

considered to present, nevertheless other information were

also interesting and informative. Let us have a look at the

response.

Interview 1:

Our first respondent Mr ‘A’ is from Bangalore, 32 year senior

programmer at Infosys. He is staying with his family, a one

year old kid and wife. His wife is also from the same industry

working in a different IT company. He has been in this field

for more than six years and has a very good experience with

Infosys. Let us see what he has to say.

I have been working at Infosys since last 3 years and in my

personal opinion about Infosys is a nice option for

experienced employees to work with, especially those who deal

with maintenance work. I am a senior programme developer and

have a previous experience of 3 years in another IT company

where I started my career. The working environment and

relationship among colleagues were fair. The things which

prompt me to try for a new organisation were the salary,

working hours and lifestyle. I think for most of the beginners

they have to go through a bout to build up a platform which

helps them to be demanding in future. When I started thinking

about a new organisation, Infosys was at my priority list as I

have some friends working there who have good experience and

more over the salary and employee consideration were much

better. The departure of Mr: Moorthy have made a slight

imbalance in the company, despite the profit and market share

increased in last two quarters. Today I am happy with my job

because I have to work only for the entitled hours and every

extra hour I spend get paid. More over here we have lot of

facilities and advantages. The training programs are good

enough to help you to progress, especially once you are

dealing with the same clients, and you have the responsibility

to maintain them. This year we have increased our customer

strength and I believe it would help us to make use of our

fuller potential at work. As I am in the maintenance

department, I feel more comfortable because most of the works

are related with it. Infosys provides all facilities and

advantages for us and salary is on par. The internal training

and learning is mandatory for us. It is bit disgusting, even

though it helps us a lot to develop. If anyone is seeking for

a better employer and have a maintenance background, I would

like them to suggest Infosys as a best place to work with.

The major issues we are facing at Infosys are the bulk

projects we deal with. We have to work with all the effort and

assuring productive results is inevitable. Sometimes we get

more pressure from the top level and we get disappointed. As

of my knowledge it is quite often in every IT companies in

India and thinking about a transformation doesn’t make sense.

The incompletion of projects on time results in no appraisals.

It is a bit disappointing as I have been on the same package

and designation since 15 months and now I think I should get

any benefit for my service from the company as an appraisal or

a promotion which helps to inspire an employee to work more.

Apart from these factor Infosys is a good place to work with

where you get consideration and have the opportunity to learn.

Interview 2:

Mrs: ‘D’ has been with the company only since one year and

currently got promoted for her effort. She is at the mid of

20’s, who completed her engineering in Computer Engineering

from Kerala and got selected through campus recruitment. She

is happy with her placement and now is residing in the Infosys

campus hostel with her colleagues.

I am very glad to work with Infosys and I hold the privilege

and it was a dream comes true when I got selected with

Infosys. I have no other work experience and had a very tough

time during the first three months of training in which I even

though of leaving the job. My parents give me the drive to

hold on and now feel comfortable with the job. I love the

ambience and we are having a very friendly attitude at work

among colleagues. I believe this platform will help me in

achieving heights in short span and I could be at the top

level in next 10-12 years. My current dream is to get an

expatriate assignment, where I have seen my colleagues and

friends taking the privilege. Infosys promote this dream if I

could prove myself in next six months and the more amiable

factor is that it would be with a promotion. I am very

concerned about it and will put all my effort in achieving my

goal. More over in every six months we got arts and sports for

recreation and the campus is too good. I feel proud to work

with Infosys because where ever I go I get a respect being an

Infosys employee. This help me to get inspired being part of

the company.

The training programmes at Infosys are really hard and you

need such a desire and passion for job to sustain. Emotionally

you will get annoyed and only if you get a proper support you

could survive. I have experienced many people leaving the job

during the training itself. May be because of my passion and

desire I got through. Once you get into work, then only the

real training and development programs start. That is you will

have to go through ongoing learning and frequent training

programs which are indeed helpful in career progression and an

inevitable factor for achieving the organisation goals and

objectives. I have seen many friends and fresh candidates

leaving the job because of the difficult training practise in

the first 14 weeks. This may even resulted in winding up of

the dreams and career of many candidates. But once you cleared

it you will be having the potential to beat any target. The

career progression in the first 2 years is easy if you perform

well and the further progression takes time as it need more

experience and knowledge. I have been with the development

team and it is a great luck for me to get a chance to work as

a developer. A majority of our employees are with the existing

client’s work which is the maintenance one, where progression

is less. I am so happy that my job and working environment is

cordial for me and apart from the job the company consider our

values and provide us all facilities for us.

Interview 3:

Mr: ‘G’ has been with Infosys since last nine years and

currently is a senior program manager in the Mysore Campus. He

is 38 years old living with his wife and 2 children. He

graduated from NIIT, Chennai and has a previous experience of

5 years. Two years in his first company and 3 years with the

second company where he was a team leader.

This is the tenth year I am with Infosys and I always hold the

pride to be part of this. From my perspective an organisation

valuing their employee’s development and values only could

make productive results in the long term. From my experience

Infosys is one of the best places to work with. At present we

are facing huge competition and the employee capital has been

raised for meeting the customer expectation and achieving the

targets. Training is an inevitable part of employee

development and for the employee to perform. To make use of

the potential of an employee, every organisation must have a

sound and effective training practise. Infosys training and

development practises are with the international standard and

have been chosen many times as the world’s innovative company.

In my perception the current training practises are only meant

for meeting the immediate requirements of the company. We are

losing many potential employees from the start because of our

training practises. The attrition rate for the company has

come down in this year compared to the other, it is not

because the progress inside the company, but as an impact of

the crisis in the Indian IT market. What I noticed is that we

have candidates from different background and those who have a

strong IT background survives. Candidates from other

background may have more potential if they are trained in a

much effective manner. From the reports we have seen that our

current practises are very surprising and shocking for those

who get into the training with a big hope for a career and

job. Many of them lost their dreams and even suicides have

been reported on the basis of this. So what I believe is that

we have to make amendments in the training practises and

assure that we make a good platform for those who are from the

different background as well. Training practises need to be

divided into two sections in which the first one for those who

have the computer engineering background and the other for

those who come from different background. Without a clear

foundation, no one can exist for long. So this is a serious

issue in which the training practises of Infosys need to

concentrate. Employee development practises are quite often

and employees have immense scope if they could prove their

talent and potential. From the company side they provide every

facility and leisure for the employees and they get all the

benefits. Only very few left the company through getting

better paid offer.

7.Findings from data collection:

In this part of the research the researcher explains what all

need to be collected and how they are collected using various

data collection methods and more over whether the objectives

of the research have met pertinently.

The researcher has collected both primary and secondary

information as we stated earlier in this research. The survey

and interviews (only 3 have stated, there were more) has shown

to express the authenticity. The researcher will now come up

with the findings of this research. The researcher’s aim was

to identify the training and development practises at Infosys

and the researcher identified some problems and issues with

the organisation which need to be seriously considered.

The first thing the researcher identified is that the major

problem with the company in training and development practises

is their training programmes which are the fundamental and

significant factor which determines the employees performance

and organisation’s success. The researcher will be discussing

about the findings from the data collected.

There were more interviews taken and have received many

suggestions and opinion from the participants. Most of them

have different perspective about job and career progress. Some

are only concerned about them, where as some are concerned

about the organisation and other employees who are part of the

firm. From all of their opinion the researcher could

understand that the company is having fair employee engagement

practises and employee development measures even though there

are certain limitations. The employees need to prove their

talent and take advantage over those who compete and those who

work among themselves. The latest changes in the market has

made an impact on the current practises and they have been

supposed to concentrate on their goals and objectives than

employee development because business development is indeed

and vital. The researcher made use of the questionnaires to

know more about the employees’ attitude and satisfaction level

about the organisation and current training and development

practises. Most of them are not so happy with the recent

changes and existing practises. They would like to have a

change and demand for a much better training and development

practices. The salary at Infosys is only at par and many other

competitors are hiring with much attractive packages which

motivates the employees. Newly joined employees seldom get

adjusted with the working environment at Infosys and only

those have an extra potential gets the advantage. This states

that those employees at Infosys are someone with an extra

talent and they can handle any pressures at work of hired by

another organisation in future. Every organisation has to

consider their employees welfare and get then engaged with

work and organisation for better performance and productive

results. Let us have a look at the advantages and

disadvantages of the training and development practises at

Infosys before we conclude the research.

Advantages for employees at Infosys:

Frequent internal training and learning practises for

personal development

Performance appraisal on the basis of performance

Advantage of abroad assignments if the employee prove the

potential

Internationally recognised training and development

practises

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

Disadvantages:

The initial training practises are only 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 practises

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 practises.

8.Conclusion:

The research was related with training and development

practises at Infosys, India. The aim was to find out the

efficiency in training and development and to identify the

best practises for developing the current practises. In this

research the researcher through various data collection

identified that training and development practises at Infosys

is frequent and based on employee development for achieving

the goals and objectives of the organisation. Today the

present situation is that the business is very challenging and

organisations has to strive for making productive results.

This demanding nature of the business has resulted in

designing a complicated training practises in the organisation

in which most of the employees are less 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

practises, most 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.

The researcher is having very limited knowledge of the

research and from that some suggestion are made by the

researcher which could help Infosys in assuring the best for

its operation.

Training need to be focused on candidates development

rather than organisation development

Training practises 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

practises.

Infosys must give preference to more development

projects, so that their newly joined employees easily

gets opportunity to make use of their potential

A tiresome working nature is part of the IT jobs and every

organisation tries to make a better platform for their

employees to make productive results. Here Infosys has to

consider the training and development practise which are

indeed helpful for employee progression and thus to achieve

the goals and objectives of the organisation.

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