HUMAN RESOURCE MANAGEMENT PROJECT

REPORT

Project group number: 11

Name PRN NO. EMAIL
Abhiraj 21021021529 [email protected]
Singh Bhati
Aditya Goyal 21021021530 [email protected]
Aditya 21021021531 [email protected]
Gupta
Aditya 21021021533 [email protected]
Sharma
Akshara Jain 21021021534 [email protected]
Akshita 21021021535 [email protected]
Durgavajula
Ansh 21021021536 [email protected]
Sabharwal n

Topic: -
The topic assigned to our group was to understand how IT Managers
should identify learning needs.
Introduction

One of the key challenges faced by the Indian IT-BPM sector,

according to the 2017 Economic Survey, is the lack of skilled
manpower in digital technology. India’s Information Technology
sector is facing a talent shortage for digital skills as simultaneously
the industry sees a demand boost for the same skills in the post-
covid era.
The demand for digital skills, such as data analytics, artificial
intelligence, cloud computing, machine learning, cybersecurity and
robotics have seen a rise in the last two years, but the supply of
these skills has been moderately constant.
In the last decade, India has emerged as an IT hub for the software
companies of the world and Indian software companies have taken
prominent positions in the global IT sector. To keep up with this
pace, it is absolutely essential for IT managers to focus on the
following fields:
Industry related training
Career oriented training rather than job oriented
Individual and organizational perspective

This project focuses on explaining how each individual company

understands the improvements required in training module that
forms the gaps between current and future training modules, by
recognising the skills that are necessary for the growth of the
company and nurturing the skills inside of each employee so that
they prove to be viable human resource.
Data collected from different companies
Infosys
About:
Infosys is among the best IT consultancy service company, has a huge client base and
operates in 50 countries with a revenue of 14.9 billion dollars. It has 2,790,00 employees
who are being constantly trained for the future.

Training needs and methods:

Being such a huge IT company, it is required to train and develop its employees with the
change in technology and also client needs for the overall development of the employee
and the company.
Training at Infosys:

  Training is both focused on the job tasks that an employee currently handles. It is
usually conducted through the form of classroom training, on-the-job training, and
competition in Infosys.
 Training also needs to be fun which includes aspects like social learning,
gamification, badges and a virtual playground where employees can access and
practice what they've learned. Finally, learning has to matter to an employee's
career and professional journey. Employees should be rewarded for learning,
especially as they improve competencies that are relevant to their goals.
 The training mainly consists of 2 parts:

In Generic, you’ll again have 2 parts:

1. FA1:
a) Python or Java language

b) OOPS (Object Oriented Programming)

c) DS (Data Structures)

2. FA2:

a) DBMS (Database Management System)

On an average you’ll have to secure 65% marks in all FA1, FA2. If an employee
secures 80% or more than that then you’ll surely get incentives and a raise in your
monthly salary. You’ll get to choose your preferred location too for full time
employment. This way Infosys gets employees involved in training which will benefit
both the employee and the company.
  The Global Business Foundation School is a formal, structured and intense program
to enhance technical and behavioural competencies of fresh engineering graduates.
It is a programme for all fresh engineering entrants to Infosys, to equip them for the
challenging software career ahead of them. It runs around the year and is
implemented over several global centres across the organization.
Global Business Foundation requires participants to integrate the technology,
methodology, people and process elements. It thus comprises of generic conceptual
courses, platform specific courses, mini - projects for application, and an end - term
project, tailored from real - life projects. In addition to technical courses, fresh
entrants are also exposed to courses on communication skills, interpersonal skills,
customer interaction etiquette, management development and quality systems to
enable fresh entrants absorb the important elements of the company’s corporate
culture. This way the fresh graduates get an exposure of the recent IT technologies.

 Infosys has adopted interesting methods to increase curiosity and offer immersive
learning experiences leveraging advancements in digital technology. Examples
include:

Flight Simulator for participants to work on near real-life problems in a ‘safe’

environment.

Adaptive Learning which is powered by strong machine learning algorithms that

understand employees’ learning patterns, assessment results, production
experience and manager feedback to provide proactive insights into learning that
motivate learners to continue and complete their program.

A virtual assistant (chatbot) that acts as a guide answering queries and actively

recommends relevant courses for the trainee.

The organizational knowledge ecosystem is enriched with employee learning,

visual concepts and real project details showcasing application of technologies
and skills.

The Future of Education project conceptualizes the future classroom experience

as enhanced and amplified by the power of artificial intelligence and
mixed/augmented reality.

Re-skilling employees:

 Infosys has always been focused on life-long learning method. Infosys has started
many programs with the help of HR department and other departments for the re-
skilling of employees and make them industry ready, making them equipped with
the changing IT sector and technology.
 With the help of HR department Infosys has collaborated with many companies and
has made re-skilling even more important after the pandemic scenario.
 Tata Consultancy Services (TCS)
About:
Tata Consultancy Services (TCS) is an Indian multinational information technology
(IT) services and consulting company with its headquarters in Mumbai, Maharashtra,
India. Its largest campus is located in Chennai, Tamil Nadu, India. As of February
2021, TCS is the largest IT services company in the world by market capitalisation. It
is a subsidiary of the Tata Group and operates in 149 locations across 46 countries.
As of July 2021, it has over 509,058 employees.

Over the years TCS has been successful in optimizing global resources and focuses
very much on the development and training of its workforce. TCS has invested very
heavily for research and various initiatives and programmes for the develop of its
new recruits as well as experienced personnel. TCS provides it diverse set of
employees with a stimulating for people to create and leverage knowledge for
innovation.

Training Programmes:
1. TCS Initial Learning Program
The Initial Learning Programme (ILP) is the first step for engineering graduates to
transform into professionals. It aims to guide and lead engineering graduates to
TCS way of life. TCS Thiruvananthapuram is the hub for ILP. Over the years ILP
has evolved and changed according to needs of changing business environment.
One of the best features is that trainees are required to keep a daily log of their
learnings and the same is reviewed time to time. ILP has also spread to different
parts of the country like Ahmedabad, Kolkata, Chennai, etc and even overseas –
China, USA and South Africa.

2. TCS Ignite
According to various research only about 2% of the total science graduates in our
country are employable. The TCS Ignite aims to change that. Science graduates
usually lack the basic skills required to survive and progress in the technology
industry. TCS Ignite guides them and helps them in learning these skills and
creates a skilled resource pool for the IT industry. Today TCS is the country’s
largest recruiter for science graduates and thousands of them join TCS Ignite
each year.

In addition to programmes aimed at new recruits TCS has also initiated programmes for the
experienced professionals. Some of the TCS programmes aimed at experienced
professionals:

1. Building Enterprise Architects

Enterprise Architects are professionals whose job is to ensure that the IT network and
services of and organizations are up to the mark and perfect. The program was created to
cater to the increasing demand for Enterprise Architects, and the demand for TOGAF
certified professionals in various project assignments. More than 1000 employees at TCS
have gone through this programme and it has been a great success.
2.Ambassador Corp
TCS Ambassador Corp aims to equip experienced professionals with skills for global sales
role. It focuses on providing employees with business and communication skills and tackling
problems faced by cultural diversity. It helps managers and professionals take place on the
global stage.

Knowledge Management
Knowledge Management is concerned with creating a stimulating environment for
employees to share, create and leverage knowledge for innovation and competitive
advantage. TCS has a web-based system known as KNOWMAX, which is available globally to
all TCS consultants. KNOWMAX acts as a central knowledge bank for all projects being
executed by TCS and reduces cycle time.
 Amazon
About:
Amazon started out as a site that only sold books. Since then. It has become one of the
world’s largest e-commerce companies, accounting for over 44% of total e-commerce sales
worldwide.
Amazon was one of the companies that thrived during the pandemic instead of facing any
loses. And now, the company is paying it forward by initiating various programmes and
schemes to help in retaining and reskilling of over 29 million employees worldwide.

Training Methods:
 Amazon Technical Academy
ATA trains their employees in the essential skills needed to transition to entry-level
software developer engineer roles at Amazon. The program offered is free for
employees which requires no previous computer training from applicants, only a
high school diploma. It is a rigorous nine-month, full-time program created by expert
Amazon software engineers.

It is a 4-course programme:
Course 1: Programming Foundations with JavaScript, HTML and CSS.
Course 2: Java Programming: Solving Problems with Software
Course 3: Java Programming: Arrays, Lists and Structured Data
Course 4: Java Programming: Enums, Exceptions, and Class Diagramming

 Reskilling for cloud-computing jobs

This initiative is geared toward those who aren’t already a part of the company. It
idea is to equip people with the education required to work in cloud-computing for a
number of employers seeking to fill high-tech positions. More sophisticated cloud
skills is important to Amazon’s business.
Cloud computing, which was hot even before the Covid-19 pandemic, has become
even more essential to many companies as they speed up their adoption of such
digital tools. The content varies widely, with providing a two-day program that
prepares students to work as entry-level fibre-optic fusion-splicing technicians, a
course that covers the basics of the AWS cloud, and more trainings that focus on
advanced skills, such as machine learning.

 Amazon spends $700 million in retaining

Amazon unveiled its plan to retain a third of its workforce by 2025 to help their
employees advance into more technical jobs or find new careers.
The planned program is among the biggest corporate retaining initiatives ever
announced. The training will be voluntary, and most of the programs are accessible
and free.

The retaining program will include:

- Amazon Technical Academy, which equips non-technical employees with skills to
transition into software engineering careers.
- Associate2Tech, which trains fulfilment centre associates to move into technical
roles.
- Machine Learning University, which offers employees with tech backgrounds the
opportunity to access machine learning skills.
- AWS Training and Certification, which provide employees with courses to build
practical AWS Cloud knowledge.
 Tech Mahindra
About:

Tech Mahindra is an Indian multinational technology company that provides information

technology (IT) and business process outsourcing (BPO) services. As per the job family
framework in Tech Mahindra, there are specific roles identified for any kind of work profile.
To perform that role an employee needs to possess certain competencies. These
competencies can be achieved by attending specific trainings that are designed to cater to
that competency.

Digital Training Solutions:

1. Competency Based Learning

- Conduct learning and competency needs assessment.
- Role-based curriculum and personalized learning paths.
- Strategies to measure learning effectiveness and continuous improvement.
2. Creative and Engaging E-learning
- Develop custom training on varied content types like product, process, technical,
HES, compliance, software application, and on-boarding solutions.
- Use of different strategies like scenario-based learning, storytelling, and
gamification.
3. Micro Learning
- Bite sized learning for the superfast generation, Quick read videos, articles,
quizzes, etc.
4. Mobile Learning
- Learning and reference material accessible via Web and mobile apps.
5. Experiential learning
- Transporting the learning to the actual place of work.
- Use of augmented reality and virtual reality (AR/VR)

Efforts by Tech Mahindra during the Covid-19 Pandemic:

 Tech Mahindra launches upskilling platform for a ‘fit for future’ workforce

With an aim to equip its 60,000-strong global workforce with new-age skills, IT services
company, Tech Mahindra, has launched an AI-based platform. Called ‘Upskilling-as-a-
Service (UAAS) , it will help build a future-ready workforce.
Developed in-house, the learning platform will be used to accelerate skill development,
to meet the people supply chain needs of organizations coping with the recent business
challenges brought on by the COVID-19 pandemic.

The Company plans to make this platform available to not just employees, but also to
academia so that students are industry ready when they graduate.

The intent of the upskilling platform is to empower the employees and associates with
skills that will enable them to identify their goals and aspirations and make them future
ready.

The platform will enhance employee competencies across emerging technologies, such
as 5G, cloud, big data, and robotic process automation.

The world-class content and assessments have been developed in association with 30+
partners.

With such learning interventions and accelerated skill-development initiatives, the

Company is surviving the pandemic amidst the rising uncertainty. This platform also
empowers employees for seamless transition to digital jobs.

Employees will be provided with a holistic learning experience across multiple domains
— technical, functional, behavioral, and professional. Based on their current and
relevant skills, it will also recommend career paths and suitable opportunities to the
employees.

The platform will help deliver value to its customers by grooming employees for current
projects as well as for future engagements.
 upGrad
About:
Back in 2015, the founders noticed that the rapidly evolving industry required professionals
to continuously upskill themselves as learning for professionals comes to a halt after
entering a working space. This was when upGrad was formed to impact the lives of working
professionals by helping them upskill while they work. With an endeavour to facilitate
quality education to the future workforce through our UG and PG programs, we continue to
build online learning as interactive as a classroom setup.
In 2021, it became a unicorn with a valuation of $1.2 bn.

Training styles used:

‘’We build bespoke programs for our employees to meet the current industry trends and
requirements. Along with upGrad's expertise in Content, Faculty, Assessments Certifications,
Learner Engagements and Completion Support- we customize elements of program
introduction and familiarization to suit the necessary requirements.’’

 Organizing specific skills training programmes

 On-the-job training – Employees can have real-world exposure to the tasks of

a new role by taking on small projects for another team or through a
mentoring relationship.

 Online learning – Online courses are beneficial because they are accessible
anytime and anywhere to speed up the learning process. Bite-sized learning is
advantageous because it concentrates on the specific information needed to
achieve a learning objective. It’s also easy for all types of learners to grasp.

 Blended learning – Combining online learning with classroom training assures

that all material is covered. It also provides the opportunity for learners to ask
questions and interact with an instructor.

 Equip your employees with the right tools

 For instance, collaboration tools, like Slack and Trello, promote teamwork,
and simplify things in the workplace. Similarly, time tracking apps and
communication apps help employees to track their progress and
communicate with team members seamlessly, no matter where they are.

 Promoting job shadowing

  Job shadowing is an excellent way for people to get familiar with a new role
within or across departments. Following and observing an experienced
employee throughout their day gives an accurate portrayal of the job
requirements. In essence, job shadowing helps better prepare someone to
take on a new position. It is also a great reskilling method if you’re on a
tighter budget.

 Focus on digital skills

 Keeping in mind the industry they function in, upGrad lays strong focus on
equipping its employees with the necessary digital skills. Since almost
everything has now shifted online, at upGrad employees are trained and
required to know the basics of digital representation of their jobs.

 Learn from the Best

 upGrad’s teachers include prominent industry experts like Mr. Mangesh

Dalvi, Product Management Director at Myntra, Mr. Sourabh Sharma, AVP at
Paytm, among others.
 Wipro
About:

Wipro Ltd is a global information technology, consulting, and outsourcing

company which targets the global market. Mr. Azim Premji, the Chairman of
Wipro Limited, guided the company through four decades of diversification
and growth to emerge as one of the Indian leaders in the software industry.
From soap to software, Wipro today is considered one of the brightest success
stories in India.
Wipro have an in-house training department that handles continuous training
of employees.To meet the ever-changing requirements in training, Wipro have
rolled out their e-learning initiatives, which is available to all employees. Their
"Virtual Campus" runs with the objective of building a vast learning community
on the Net. The facility of "Training on demand" enables the individual to be in
complete charge of his own learning experience.
The Talent Transformation Team at Wipro comprises more than 110 trainers.
Training Program Aimed at new Wipro Recruits Project Readiness Program
[PRP] The PRP is a 68-day structured induction training program offered to all
campus recruits coming from varied background (Engineers + non-engineers)
to be trained on essential behavioural and technical skills that prepare them to
work in live customer projects.

KEYFEATURES OF TRAINING AT WIPRO

▫ Building a Skilled Resource Pool Wipro Academy of Software Excellence
(WASE), the first of its kind in India, is aimed at preparing some of the
best Bachelor of Science students for the applications programming
environment.
▫ Wipro Infotech Master of Science (WIMS), another unique model of
employment offered by Wipro, aims at preparing fresh BCA and B.Sc.
graduates for IT infrastructure Management services.
▫ Six Sigma Framework: Wipro's focus would be roll out six sigma across
the entire organisation and build capability within the client organisation
to take forward the initiative on their own. The brings ins from the six-
 sigma are as follows: sustainability, measurable milestones, focus on
performance and continuous defect reduction.
▫ It’s integrated business process improvement: This approach benefits
from a robust change management program. Wipro applies best in class
tools, methodologies in a systematic way.
▫ Business Process Transformation: It adopts a holistic approach by
looking at the three cornerstones of an organisation- Process, People
and technology.

The stock options for employees are assessed based on the following criteria:
Potential of employee to contribute to company performance, Criticality of the
employee, Contribution made by the employee towards business results,
Replacement value of the employee
▫ The company spends one per cent of its total revenue on training.
▫ The company has ten dedicated state-of-art learning facilities across six cities
where 5000 people can be trained on a given day.
▫ Manager Excellence Framework: The framework includes a set of resources
available to managers to boost team performance, build process capability and
chart out self-learning & developmental plan.

COMPARATIVE ANALYSIS
According to the 2017 Economic Survey, Technology sector is facing a talent
shortage for digital skills as simultaneously the industry sees a demand boost
for the same skills in the post-covid era. To tackle this problem the companies
that the group members chose are aware of the technical advancements
taking place in their respective industry and are mindful of the fact that they
need to equip their workforce with equally advanced tools and technology.
Each company are command a high position in the industry because the
common in all of their approach is that they look at re-skilling and training as
an investment, not as an expense. And in order to maintain their stronghold
they keep their workforce well equipped with the necessary skill set and for
that they have formed a number of incentives and programs. Highlighted
below are few of the best carried out the companies especially after the
pandemic; -

Infosys has rolled out several methods like virtual assistant and flight simulator
to provide their employees with training and safe working conditions. The HR
department has collaborated with many companies and has made re-skilling
even more important specially after the pandemic scenario.
Tata Consultancy Services (TCS) has rolled out training programs like TCS initial
learning program and TCS ignite to increase the number of employable science
graduates in the country. Amazons Technical Academy with its free 4-course
program has helped the new recruits with the required knowledge and with its
Re-Skilling for cloud computing program it managed to keep up with the latest
cloud network working.
Tech Mahindra’s upskilling program for ‘Fit-for-Future’ workforce has been
well received by the industry as well as its own employees as they eye on
retaining their workforce by equipping with new skills rather than going for
new recruits.
upGrad’s approach of conducting training programs for employees where
prominent industry experts like managers of other companies impart their
practical knowledge and give valuable insights from the trade has been one of
the driving forces behind the company becoming a unicorn in 2021.
Wipro has introduced several in-house programs like Wipro Academy of
Software Excellence (WASE), Wipro Infotech Master of Science (WIMS), aims at
preparing fresh BCA and B.Sc. graduates for IT infrastructure Management
services.
Each company is divided by their respective programs and incentives, but the
unifying factor is the focus is being laid on the workforce and up-skilling them.
 CONCLUSION

India climbs the ladder by becoming one of the world’s fastest

growing knowledge-based economies due to high human capital.
However, given the ever-changing demands occurring with the shift
in labour force from primary to secondary to tertiary sector, there is
a dire need to further develop this existing human capital which may
pose as a challenge to the country’s growth and global competition.

During the disruptive times of Covid-19 pandemic, big companies

have a high priority of re-evaluating their workforce to ensure that
both employees and employers are prepared to handle new business
directions and challenges that may pose in the coming future. For
many businesses, employee retention and retraining has become
incredibly crucial as it has been proven to be both economical and
productive.

The Covid-19 crisis has kicked the reskilling revolution in motion,

with forcing many companies in India to fast-track its reskilling
strategies to remain competitive with economic instability on the
horizon.
Contribution of Each Group Member

Name Section Contributed

Abhiraj Singh Bhati Information on Infosys
Aditya Goyal Information on TCS
Aditya Gupta Information on upGrad,
Comparative Analysis
Akshara Jain Information on Tech Mahindra
Akshita Durgavajula Information on Amazon,
compilation of all data
Ansh Sabharwal Information on Wipro,
Comparative Analysis