Comparison between training and development of two companies Training Training refers to planned efforts by a company to facilitate employees

learning of job-related competencies. These competencies include knowledge, skills or behavior that are critical for successful job and performance. Training & Development at IBM Training is an integral part of life at IBM. It equips our employees with newer sets of skills and makes them more productive. It also reflects our core belief in a workforce that's primed to face fresh challenges every day! Mentoring Mentoring is also seen as a very important part of supporting new employees' integration into the business. Trainees are allocated a "buddy mentor" in the first year to help them settle in and show them the ropes. E-Learning Package E-learning is offered to IBM employees for access to e-learning content on the company intranet. The purpose of e-learning is to allow the flexibility to develop required skills with e-learning convenience. Career Planning To help you identify opportunities, construct a skills road map and mark your progress, IBM offers easy-to-navigate career Web sites and tools.

Individual development plan - Your career path will be as individual as you are. You might choose to move vertically, you might prefer to deepen your knowledge in your field of expertise or you might decide to make lateral moves to broaden your range of skills. Whichever path you choose, you will create an individual development plan each year to help you to continue to grow. Management training - Is management your goal? IBM has an awardwinning management development program that can enable you to develop

effective leadership skills to help you move ahead as you lead in a highperformance culture. We invest heavily in our employees' development to maximize the success of our company and the success of our people. As an IBM employee, you have access to worldwide resources to help you define your career and achieve professional growth. These resources include:

Job role and technical training - In addition to top-notch professional skills, IBM focuses on in-depth industry and technical training to keep you up to date on emerging technologies and skills valued in the marketplace. Academic learning assistance program - IBM provides assistance for external education in addition to our internal training offerings to help you keep your skills aligned with our business goals. Global Campus - Whether you're looking for online or classroom courses offered by IBM's professional communities, you'll find them on the IBM Global Campus Web site. Universal access to thousands of internal elearning modules is included, so you can take the courses you need at your convenience. Through Global Campus, you can also reference leading business and technical publications.

Certification and IBM Certified Professional - Certification is a process by which IBM can recognize its most skilled and experienced specialists. In most professions, certification is a prerequisite for appointment to senior positions. To achieve certification, you will need to satisfy a number of criteria. The criteria will vary by profession but, within each profession, the specific criterion for these categories is common worldwide around IBM.

Wipro Training and development polices at Wipro

Wipro Technologies is a global services provider delivering technology-driven business solutions that meet the strategic objectives of our clients. Wipro has 38 Centers of Excellence that create solutions around specific needs of industries. Wipro delivers unmatched business value to customers through a combination of process excellence, quality frameworks and service delivery innovation. Wipro is the World's first CMMi Level 5 certified software services company and the first outside USA to receive the IEEE Software Process Award. Employee Feedback & Communication: Wipro as an organization believes in Connecting and Listening to people.

Channel W the employee portal, has been creating a de facto Wipro community by allowing Wiproites to interact, disseminate information on things they most cherish. The intranet ensures that the entire organization is wired and there is meaningful exchange of information / views across domains and geographies. Key sections encourage employee participation and communication through bulletin boards and chat rooms among other things. Employee feedback and continuous improvement is a cornerstone of our progress. We believe that the most worthwhile inputs for betterment of people practices come from employees themselves, as they are the customers. We have various processes in place, which ensure that employee feedback reaches senior management.

W10 is a dipstick survey with 10 questions which checks the satisfaction level on issues, which affect the health of the workplace and supervisory effectiveness. The feedback given by employees is shared with management through scorecards.

Employee Perception Survey: We conduct employee satisfaction surveys every two years. Employees are encouraged to give comments and rank the organization on certain areas /satisfaction drivers. Top management then prepares a timely action plan to address the areas of concern and task forces are created to focus on improvement areas and implement action.

Action plan (Meet your people program) - The W10 scores provide the trigger to managers /supervisors to meet their teams and resolve issues which create dissatisfaction in the workplace.

Skip Level: We believe that team feedback is an important parameter of leadership development as well as team cohesiveness. A Skip level meeting is a formal team feedback session facilitated by HR as well as the supervisors supervisor. This is an institutionalized process in Wipro and managers see great merit in it as they get feedback from the team that affects team performance and can make mid-course corrections to improve effectiveness at work.

New Managers Assimilation Program (NMA): Since teamwork is highly valued, assimilation of a new manager in team play is a very critical part of his/her induction to the company. It enhances team bonding and aims at consensus and collation of concerns, the challenges ahead, "must-knowabout-manager" etc. from the team.

Corporate Culture

Every day at Wipro is challenging and thought-provoking. What is tested is your drive, enthusiasm and initiative. New ideas are appreciated and innovation is encouraged- if you have a suggestion and a plan to take it forward- you will get all the necessary support to transform it into action.

Beyond Work There is a whole lot that Wiproites do beyond the job per se. We ensure that you get an opportunity to express and enjoy yourself at the workplace! We engage in activities with great energy, free spirit, and commitment to human values and this has played a significant role in our success story so far. Active, unhindered participation brings us closer to each other and to ourselves and making work fun and meaningful. There are numerous events, which are organized for our people throughout the year. These span our peoples interests, the festivals that they celebrate and the fun we ensure they have! Whether it is the Dandiya festivities, the World Environment Day celebrations or a chat with Sri Sri Ravishankar on our employee portal Channel W- it is all happening at Wipro! Workplace Diversity

Wipro seeks to build a climate that welcomes, celebrates, and promotes respect for the entire human race. In our commitment to diversity, we welcome people from all backgrounds and seek to include knowledge and values from various cultures. The concept and dimensions of diversity are advanced and incorporated into every

aspect of the organization. Dimensions of diversity include, but are not limited to, the following: race, ethnicity, religious belief, sexual orientation, sex/gender, disability, socioeconomic status, cultural orientation, national origin, and age. The implementation of the commitment to Diversity rests with the organization as a whole. However, in addition to this personal commitment and involvement, we have instituted a Diversity Committee to implement effectively the philosophy and intent of the organization with respect to diversity.

Leadership Lifecycle Programs

Wipro has developed an approach for Life Cycle Stage Development Plan. Training and development programs at various stages have been designed by mapping the competencies to specific roles. Competencies specify the specific success behaviors at every role.

Entry-level program (ELP) - The program covers the junior management employees with the objective of developing managerial qualities in the employee. The target group is campus hires and lateral hires at junior level.

New Leaders Program (NLP) - It is popularly known as NLP and aims at developing potential people managers, who have taken such roles or are likely to get into those roles in the near future.

Wipro Leaders Program (WLP) - This program is for middle level leader with people, process, business development and project management responsibilities. These leaders are like the flag bearers of Wipro values and Wipro way of doing business. They not only walk the value talk but they

also have a responsibility of assimilating new leaders with the Wipro culture.

Business Leaders Program (BLP) - This is for senior leaders with business responsibility. At this level, people are trained up for revenue generation; and Profit & Loss responsibilities. The program covers commercial orientation, client relationship development, and team building and performance management responsibilities among other things.

Strategic Leaders Program (SLP) - This program covers top management employees. The focus is on Vision, Values, Strategy, Global Thinking and Acting, Customer Focus and Building Star Performers. Wipro ties up with leading business schools of international repute to conduct this program for Wipro leaders.

The Leadership Development Framework