Survey on training and development conducted in capgemini

3. Development is a long term educational process
utilizing an organized and systematic procedure
by which managerial personnel learn conceptual
and theoretical knowledge for general purpose. It
covers not only those activities which improve job
performance but also those activities which
improves the personality of an employee.

4.  Help employees in achieving their personal goals,
which in turn, enhances the individual contribution to
an organization.
 Assist the organization with its primary objective by
bringing individual effectiveness.
 Maintain the department’s contribution a level
suitable to the organization’s needs.
 Ensure that an organization is ethically and socially
responsible to the needs and challenges of the
society.

6.  To study the training and
development program
adopted by capgemini.
 To study about the efficiency &
effectiveness of the training
programmes.
 To study how organizations
make training programs
interesting.
 To study how the
organizations frame their
training strategies.

7. • The time available for study is limited and hence it may not be possible
to cover all the areas in full depth.
• Time consumed to conduct such study was inadequate based on the
volume of data collected. Also it was difficult to collect the data during
office hours.
• It is a small research, which may be insufficient to give the real
picture scope of training and development program conducted in
Capgemini.
• The research is based on limited number of respondents as it is
difficult to arrange appointments with consumers.

8. • The respondents may not be honest and fill in
the questionnaires half-heartedly, giving a
false or biased picture.
• The data available is vast in nature and hence
detailed analysis of all the related aspects has
not been made.
• The research is based on observation and
data collected from the internet and by means
of customers.
• The method of result is also limited to the
reliability of method investigations,
measurement and analysis of data.

10. TRAINING METHODS ADOPTED
BY CAPGEMINI
Onsite training
For groups of six or more, customized onsite training is typically more
cost effective than public classroom delivery. Instruction will focus on
corporate specific priorities and topics, reducing the time devoted to
generic product topics. Travel and living expenses, including employee
downtime can be eliminated or reduced, particularly if employees are
onsite.
Whether onsite or at a public classroom facility, the costs of traditional
classroom education are significant. In a study conducted by Training
Magazine, the indirect costs (mostly travel) totalled twice the direct costs
for the actual training.

11. Conferences
Most conferences also provide “deep dive” sessions which allow attendees to
develop essential skills and communicate directly with industry and/or product
experts, including product development teams.
Mentoring
It can take place before, during, or after a shift. It gives the trainee individual
attention and immediate feedback. It also helps the trainee get information
regarding the business culture and organizational structure.
Role Playing
Trainees can learn possible results of certain behaviours in a classroom
situation. They get an opportunity to practice people skills. It is possible to
experiment with many different approaches to a situation without alienating any
actual customers.

12. Projects
This is a good training activity for experienced employees. Projects can be
chosen which help solve problems or otherwise improve the operation. Trainees
get first-hand experience in the topic of the training. Little time is needed to
prepare the training experience.
On-the-job training
The training can be made extremely specific to the employee's needs. It is
highly practical and reality-based. It also helps the employee establish important
relationships with his or her supervisor or mentor.

13. • Eleven employees were able to understand the purpose of training.Thirteen
employees said every quarterly the training program is conducted in their firm.
• Duration of training session is enough for 60% of employees. 24% of employees
strongly agree towards this and only 4% dint agree.
• 56% of employees felt good about their present training system and only 20% said
its excellent.
• Planning of training system is agreed by 68% of employees.
• 44% of employees considered organization training help in part of organization
strategy.

14. • The relationship of employees and employers were
increased by training program. This is accepted by 84% of
employees.
• The organization training helped in increasing motivation
level which is accepted by 60% of employees and 8% said no
and 24% said to some extent.
• The production of employees increased by 64% because of
training.
• The selection of candidates for training session is accepted
by 18 employees.
• Almost 88% of employees said productivity of both
quantity wise and quality wise is raised because of training
program conducted in their organization.
• 44% of employees said training helped in making decisions.
60% of employees accepted that training raised their team
work and leadership skills.

15. • 76% of employees said training is compulsory for them. And
48% said feedback about the training conducted by them
will influence in effectiveness of training program next
time.
• 72% of employees like to attend the training program and
20% of employees dint like to attend sometimes.
• The training place and working place are likely same is
agreed by only 8% of employees.
• 32% of employees said selection of candidates for new
assignments is by those who attended training sessions.

16. • Training is important for employees to update their skill as to compete
with the rapid growth of technology. So they should it as serious.
• Need more visuals (videos) than theoretical slide presentation.
• Training session can be like a discussion where employees able to
learn/revise related to their work.
• According to the skill of employees the training session should be
scheduled.
• On-the job and off-the job method should be adopted according to the
needs of trainees.
• Training objectives should be met after the training session.
• Materials provided during the training session should be updated
regularly.