1. Rationale for the study
Human Resources are an asset, whose value keeps on increasing with the
time. The value of the asset is increased through Performance Appraisal. It
is the responsibility of the manager to organize proper Performance
Appraisal programs and lead the employees towards progress. More
specifically, human resources management involves determining the
organization human resources needs, recruiting and selecting the best
available employees, developing, counseling and rewarding employees,
acting as a liaison with unions and government organization and handling
other matters related to employee well-being. Each of these functions is
necessary to some degree in all organization.
Training raises their skills and creates confidence and ability to perform the
job efficiently. It also facilitates self-development and career development of
employees. The main purpose of training is to develop the human resources
present within the employees. In brief, training is the watchword of present
dynamic business world. To study the effectiveness of the training at present
And to study the techniques used to identify the training needs, to know the
employee feeling towards the effectiveness of the training department,
determine the current avenues for the development, and lastly to identify the
specific requirements of the training needs of Wipro. To analyze this study I
have taken random sampling method. Introduce more training, program
which will benefit for both employer & the employee, Training and
Development Enhance good communication attitude among the employees.
By this we can conclude that training has been imparted with an objective to
enhance three facts of the personality viz., knowledge, skills and Behaviors.

2. Training is very powerful tool for comprehensive and all-encompassing
development of the individual in the organization.
Or
The study on effectiveness of training and development at Wipro
infrastructure was carried out was an attempt to find out the results of the
training program.
We believe that people are our valuable asset I and therefore we will seek to
develop our staff in line with business needs and personal aspirations.
Training aims to develop all staff in order that they may have the
knowledge, skills, attitudes and commitment necessary to meet current and
future organizational needs. This study aims to find out the effectiveness of
training and the relevance of the learning to the workplace is the
responsibility of the manager in discussion with the individual.
The study aims to find out with analysis the desired results of the
effectiveness of Training and Development to use the funds and the budget
allocated to it in an effective and efficient way for the fruitful results from
the training programs.
The formal training is usually concerned with gaining a skill. Training
is done in trade schools, seminars, and business training classes.
Learners of training are usually adults, although there are some classes
to teach youngsters certain skills.
Informal training is usually done through reading, viewing or listening
to how to material. Sometimes that material is then used as a guide,
while the person applies the skills learned. For example, you may refer
to a how to book when trying to fix your plumbing at home.

3. Verification of skills is best achieved by actually doing something in d
real world. Sometimes tests given in trade schools check for
knowledge, as opposed to skill. Often in corporate training sessions
and in seminars, there is no verification that the learner had achieved
the desired skills.
There is currently a wide range of training and development initiatives:
Induction training
On the job training
One to one meetings
Departmental meetings
Monthly briefing meetings
Formal training courses (internal and external)
Guided reading
OBJECTIVES OF STUDY
The specific objectives of the study were to determine the:
 To study the effectiveness of the training at present.
 To study the techniques used to identify the training needs.
 To know the employee feeling towards the effectiveness of the training
department.
 To determine the current avenues for the development.
 To identify the specific requirements of the training needs of Wipro.
RESEARCH METHODOLOGY:

4. SAMPLING TECHNIQUE:
The sampling technique adopted is random sampling that is few employees
are selected randomly and were interviewed to understand issues specific to
the organization .This process is known as “discovery phase” is part of our
standard methodology .Feedback from these interviews are incorporated in
the questionnaire. The method of sampling adopted is random sampling.
METHODS OF DATA COLLECTION
For the purpose of research study Data from two sources have been collected
namely primary data and secondary data
TYPE OF RESEARCH:
The research conducted is descriptive and analytical. As each and every
concept about employee satisfaction has been described it is descriptive and
it is analytical because it is trying to know the level of satisfaction to analyze
it and give suggestions and conclusion.
SAMPLING TECHNIQUE:
The sampling technique adopted is random sampling that is few employees
are selected randomly and were interviewed to understand issues specific to
the organization .This process is known as “discovery phase” is part of our
standard methodology .Feedback from these interviews are incorporated in
the questionnaire. The method of sampling adopted is random sampling.
SAMPLE SIZE:
The sample size selected for the study was 100 employees and the response
was obtained from all the 100 employees.

5. INSTRUMENTATION TECHNIQUE:
The study was conducted by personal interview with the employees. The
questionnaire was distributed among the employees of the company.
The instrumentation technique used in this project was:
1. Structured questionnaire
2. Personal interaction
3. Observation
SOURCES OF DATA:
1. PRIMARY DATA:
Primary data was collected from employees of the
company. To collect primary data structured and instructed questionnaires
were administered to the employees to suit the objectives of the study.
Primary data was collected as follows:
Questionnaire
Personal interview
Observation
2. SECONDARY DATA:
Study of the existing system through company records
Discussion with the human resource manager and employees
studying company’s human resource manuals and HR policies
 Company websites
 Reference books

6. PLAN OF ANALYSIS:
1. Collection of primary and secondary data secondary data from the
sample size and media respectively.
2. The data was processed, so that they can be suitably represented.
3. Tabulation and graphs of the various data were made.
4. The conclusions were drawn based on the interpretation made.
LIMITATION OF THE STUDY:
The study is limited due to the time constraints.
The analysis depends on the data provided by the respondents through
the questionnaire as well as company.
Lack of time on the part of the employees for detailed interaction.
Availability of the information on Human Resource management and its
confidentiality is also a limiting factor. Some of the information like
performance Appraisal reports and confidential report cannot be kept
open for others to study
The field study is restricted to the policies adopted by the organization